What Is A Carbon Footprint Environmental Sciences Essay

What Is A Carbon Footprint Environmental Sciences Essay there are many definitions used by different organizations; a carbon footprint is The total amount of greenhouse gases produced to directly and indirectly support human activities, usually expressed in equivalent tons of carbon dioxide (CO2) (timeforchange.org); The total set of greenhouse gas emissions caused directly and indirectly by an [individual, event, organisation, product] expressed as CO2.'(carbon trust). Some organisations such as direct.gov and the carbon trust provide online calculators which allow individuals and businesses to calculate their individual carbon footprint and how you can go on to minimise and/or offset it. Government campaigns and initiatives such as Act on CO2 encourage and provide information on how the CO2 output can be reduced (which is the main contributor to greenhouse effect) by making changes to their lifestyle and daily routine. For households this includes switching to energy efficient light bulbs, switching of appliances when not in use and red ucing the temperature of laundry washes. For businesses there are incentives and aids such as online help for reducing co2 emissions and costs, carbon surveys and 0% interest loans for energy efficient equipment upgrades (carbon trust). Companies such as carbon trust set up by the government are providing  £50 million in interest free loans to help the public sector save energy. It is clear that an incentive for both individuals and businesses is that reducing their carbon footprint will inevitably save them money; replacing an old boiler (10-15 yrs old) with and energy efficient boiler could save a household  £90 each year. (direct) Savings such as these are enough of a driver to encourage those people to consider reducing their carbon footprint. However it is important to consider if initial costs are relatively small and how easy and practical it is to make these changes. ( exoand on this) There is a need to reduce the CO2 emissions contribution to greenhouse gases (GHG) compared to other GHG as the actions of humans mostly contributes to Co2 . Since the last industrial revolution there has been a rise to tens of billions of tons per year from human greenhouse gas emmisions. Figure 1 shows human produced greenhouse gases. Figure 1 Currently over 30 billion tonnes of CO2 is emitted each year by the burning of fossil fuels which releases co2 directly into the atmosphere. 7 billion tonnes is emitted from land use changes such as deforestation which changes the natural process of trees removing Co2 from the atmosphere. (actonco2) different activities which contribute include; Industry: more than 40%, Buildings (homes, offices and the like: about 31%, transportations: around 22% and Agriculture; about 4%. (robert henderson) The contribution from other GHG to global warming can be calculated by converting them into their carbon equivalent (carbonfootprint.com) The previous bullet point describes the carbon emissions of different sectors and countries. There is an increasing need for businesses in the private and public sector and local authorities to reduce carbon emissions as well as individuals. The UK government is introducing new legislation in order to meet the target of reducing emissions by 80% by 2050. This legislation includes charging businesses if their energy usage is greater than 6000MWh per year. (reference). If these requirements are not met then the result is being placed in a low league table (carbon footprint-crc) and the possibility of facing other penalties. EU and UK legislation regarding reducing carbon emissions and energy in the UK is discussed in sectionxxxx of this report. Local authorities are encouraged to be fore frontiers of combating global warming in their areas and societies; encouraging others to make changes in order to reduce carbon emissions. Local authorities will need to calculate the carbon emissions of their buildings and services yearly and report them to DEFRA. Under new regulations they are encouraged to raise awareness of reducing carbon footprints in the local area ( carbonfootprint.com). The Carbon emissions of LAs will be published annually. There are also a number of campaigns such as Act on Co2 being advertised to the public to highlight the problem of carbon emissions. The Government is putting pressure on tenants, buyers and the public for making their buildings more energy efficient. Energy Performance Certificates (EPCs) were introduced in 2008 (carbon foot) and are required when a building is constructed, sold or rented out. It rates the energy performance of a building; informing buyers, possible occupants if the building is energy efficient. A recommendation report is always produced along with the certificate listing the potential opportunities to increase the buildings energy efficiency. Landlords are open to Heavy penalties of 12.5% of the rateable value of the building if an EPC is not presented when requested by a tenant/buyer. The equivalent for public buildings are Display Energy Certificates; where the building is rated on its operational efficiency every 10 years, with the result certificate displayed in a publically visible place (cfprint) How is a carbon footprint calculated? Online calculators provided by organistations including direct.gov, carbon trust and carbon footprint allow both businesses and households to calculate their carbon footprint. In order to get an accurate idea of a carbon footprint it is important to use calculators regulated by Government bodies. For households, data which is usually sort for calculation of the footprint are statistics such as gas and electricity bills, motor vehicle mileage and Miles per Gallon (MPG) the products contained in homes and the main source of heating the home gas or electricity (act on co2),. For businesses this can includes all of the above as well as employee travel and fuel usuage for example. A carbon footprint is made up pf the sum of a primary footprint and a secondary footprint These are defined by Carbon Footprint Ltd. below 1. The primary footprint is a measure of our direct emissions of CO2 from the burning of fossil fuels including domestic energy consumption and transportation (e.g. car and plane). We have direct control of these. 2. The secondary footprint is a measure of the indirect CO2 emissions from the whole lifecycle of products we use those associated with their manufacture and eventual breakdown. To put it very simply the more we buy the more emissions will be caused on our behalf. The graph below shows the main elements of an individuals lifestyle which contributes to a carbon footprint. The pie chart above shows the main elements which make up the total of an typical persons carbon footprint in the developed world. This is different for residents of other countries; on average a UK resident has an annual carbon footprint if 11.6 tonnes; 40% manufacture/construction, food 5%, services 6% housing 20%. Compared to a US resident of 25.9 tonnes 38% manufacture/construction, food 45%, services 6%, housing 18%, personal travel 34% and resident of Africa resident 0.9% from services solely ( robert henderson book) How to reduce a carbon footprint When considering reducing and how to reduce a carbon footprint it is important to consider the persons lifestyle and for a company; the type of business. Everyone leads different lives and will be able to make differences depending on their lifestyle. Some people require travelling abroad for instance so it may be difficult to minimise travel co2 emissions. In almost all instances reducing co2 emissions inevitably results in reducing costs in the long term. Changes can be made in all aspects of life in order to reduce a carbon footprint; this includes in the home, changing transport and travel, shopping and recycling. Initial costs outweigh benefit At home switching to low energy light bulbs, and investing in attic insulation can reduce the energy lost in a home resulting in less energy and money required to heat it. Some utility companies also allow customers to specify that some or all of the power supplied to your home is from renewable sources (roberthenderson). This works by the company putting energy into the grid in an amount equal to your consumption. Households could also switch to renewable energies such as photovoltaics and wind turbines. The benefits and reality of such technologies smaller households will be discussed in sectionxxx Businesses Table xxx shows methods to help reduce an indivuals carbon footprint Home Travel shopping Business-buildings product Loft insulation Switch to cycling and walking Consider the materials used and transport mechanism for products Turning elcetircla equipment off at night Deisng for environmentally friendly products Double glazing Making fewer and shorter journeys by car uses a lot if energy Choose local products, and farmers market products and organic products Invest in energy saving plant/ technology Draught excluders Choose energy efficient vehicles-hybrid Buying in vulk and ingeredients instead of ready made foods Install movement sensitive lights in lower used areas such as toilets Cavity wall insulation Plan route, save fuel, time and money getting lost Improve insulation and lowering the thermostat temperature Carbon offsetting Carbon offsetting is the process of compensating for carbon emissions which are generally unavoidable (i.e lifestyle essentials) by funding an equivalent co2 saving project somewhere else. carbon credits are awarded in order to balance to emissions from defined activities measured in carbon dioxide equivalent (co2e) (qas). It is highly stressed (act n co2) that carbon offsetting is not an alternative to reducing an individuals/organisations carbon emissions to combat climate change but provide a mechanism to reduce GHG emissions in the most cost-effective and economically-efficient manner (carbonfootprint.com) carbon offsetting is defined as (offsetting.decc.goc.uk) Offsetting is also used by global corporations such as HSBC (get some more) Some online travel services and airlines also offer customers the possibility to offset their air travel emissions. The UK Governments Quality assurance Scheme (QAS)- for carbon offsetting introduced in xxx. It has been created to help individuals and companies choose approved quality offsets. The QAS effectively vouches for the quality of offsets provided with a quality mark. The aim of the scheme is to tackle public confusion and distrust of carbon offsetting whilst providing better information and high quality standards for customers of carbon offsetting. The main process of carbon offsetting (carbon neutral) is (directgov offset) calculating the emissions produced- this can be done using QAS offset providers which have carbon calculators -choose which activity/activities you would like to offset Buy an equivalent amount of carbon credits from projects- which use the fee paid to fund the projects Some projects include: harnessing river hydropower  in Fiji establishing the first wind energy plant in Cyprus collecting methane to generate electricity from landfill sites in Durban, South Africa (offsetting .decc.gov.uk) QAS offsetting providers include: -Energy Saving Ttust Crabon Trust The offsetting argument Offsetting fees are not regulated they do vary over time- however there are plans to set these costs from European emissions trading which are measured in cost per tonne. Therefore I is currently difficult to say if consumers and businesses are getting their monies worth of carbon offsets. Projects such as tree planting are slightly controversial as there is evidence to show that there may be longer lasting ways to beat climate change (henderson). When trees die most of its stored carbon is restored to the atmosphere anyway and It may be more important to protect the rainforests which are still remaining from deforestation. The actual deforestation of forests is a very large source of greenhouse emissions- the burning of trees contributes to around a fifth of co2 produced emissions (Henderson) Now with governmental standards it should make it easier to pick offsets which actually work. It can take years to see the environmental benefits of tree planting to take affect and It also difficult to measure exactly how much carbon dioxide is saved preventing projects such as these from receiving the QAS mark (offsetting.decc.goc.uk). There are many different types of offsetting projects,  generally involving energy efficiency or renewable energy. Here are some examples of the kind of projects that could produce a credit used for offsetting: providing people in Aceh, Indonesia with solar cookers and heat retention containers for cooking, heating, sterilising water and preserving food introducing energy efficiency measures at a resort hotel in India harnessing river hydropower  in Fiji establishing the first wind energy plant in Cyprus However carbon footprint offsetting does allow people to start making the effort to combating co2 and for some (due to busy lifestyles which require releasing larger amounts of co2 9e.g-needing to travel) it is easier to do this than invest in renewable energies in the home/office. It can take decades for the carbon produced to be offset by projects such as tree planting. Whilst investing in lower energy light bulbs and insulating a loft can lead to benefits in a year.

Effects of High Fructose Corn Syrup Essay -- HFCS Food

Abstract: This research essay will investigate the effects of High Fructose Corn Syrup. The liver is effected because the fructose—as it is being metabolized deposits fatty acids into the liver, it also develops cirrhosis, which has the same effect normally seen in alcoholics. High Fructose Corn Syrup increases cholesterol which blocks the inner walls of the arteries and may be fatal if not treated. High Fructose Corn Syrup was believed to be beneficial to diabetics, but studies show the they may actually promote more diseases. Obesity is a major problem, as High Fructose Corn Syrup does not release leptin—which is what signals the brain to stop eating, so society is prone to over consumption. It also alters the heart's use of other minerals and enables the appropriate minerals to reach the part of the body that needs them, (such as calcium for bones). Lack of the minerals cause osteoporosis which cause bones to become more fragile and easier to break. Dental caries are problemat ic because they cause toothaches and holes to form on the tooth—another effect of High Fructose Corn Syrup. It is human nature to have a sense of memento mori, even if it means becoming sick. High Fructose Corn Syrup, (High Fructose Corn Syrup) is the backbone of the USA in that it is ubiquitous and virtually everyone is affected by it. The High Fructose Corn Syrup in foods are known to hinder the liver, lead to diabetes, cause obesity, mineral deficiency, osteoporosis, and dental caries, as well as other diseases caused by the â€Å"trickle down effect.† Little is known about High Fructose Corn Syrup because it has only been used for 30 years, but what is known is that the bad outweighs the good. One of the organs that is directly effected by High Fructos... ...ture and harm of High Fructose Corn Syrup before it causes permanent damage. 6 Edgar, W.M. Nutritive Sweeteners. â€Å"Sugars and Dental Caries.† G.G. Birch and K.J. Parker. Englewood, NJ. 1982. Kapner, Adam. Medline Plus. US National Library of Medicine and national Institute of Health. 26 June, 2008. 23 July 2008. www.nlm.nih.gov Jefferson, Ashley. â€Å"The Negative Effects of High Fructose Corn Syrup on the Human Body Excluding Obesity, Diabetes and Kidney Failure.† 30, July, 2006. 23, July 2008. www.westonaprice.org Piersall, Wendy. Five Reasons to Avoid High Fructose Corn Syrup. The Fit Shack. 2008. 23, July 2008. www.thefitshack.com Mohr, Christopher R. High Fructose Corn Syrup. 1 May, 2005. www.diabeteshealth.com Osteoporosis: A debilitating disease that can be prevented and treated. National Osteoporosis Foundation. 27 July, 2008. 27 July, 2008. www.nof.com

Business Studies †Recruitment and Selection Essay

Every business or organisation has a recruitment department, which is often undertaken by recruiters. It can be undertaken by an employment agency or even a member of staff at the business organisation. Human resources run the recruitment process. Recruitment (run by the human resource department) is the process of finding the right possible candidates for the job. When the organisation knows what candidates they re looking for Advertisement is commonly used for recruiting the right employees. Recruitment process: A business or organisation must have a work plan in order to make sure that they find the right number of employees for their needs. When a business is looking to recruit new employees they need to be able to mention and define the main jobs and responsibilities that will be expected. During the recruitment process there are many stages that need to be followed In order to select the right candidate for the job. The recruitment flow chart: Job analysis: Job analysis is the first part of the recruitment process. This is when the human resources department needs to identify whether a new member of staff is needed or could the work be done by reorganizing existing staff or working over time. Or even consider whether part-time or full time appointment needed. Job analysis is essential for the recruitment process and this defines whether they need workers and is so will the business recruit internal or external employees. The human resources department will need to decide whether to recruit employees internally or externally. Recruiting internal candidates will benefit the business as this will increase their workers morale and their motivation will increase because there is a higher chance of them getting promoted than the external employees. Another advantage of recruiting an internal employee is there’s a lower cost of not having to go through training, as they already know the business. However the disadvantage is having to replace their internal workers. External candidates will also help gain advantage for the organisation as they will let the business find out more about the competition, gaining more ideas. The disadvantage of recruiting an external employee is the cost of training them to learn more about the business. Job description: A job analysis can be used to create a job description. The job description will describe how a particular employee is to fit into the organisation. A job description could be used as a job indictor for applicants. Alternatively it could also be used as a guideline for an employee to his or her role and responsibilities within in the organisation. Job descriptions can be used by organisations to provide information for use in drafting a situation vacant advertisement and for briefing interviews. he function for a job description can be very simple. It’s when the businesses human resources department will need to draw up a list of tasks that the job will involve and the responsibilities of the person appointed. This is good for a business to draw a list up of their specific job description as this gives not only employers but also employees an idea of what they’re looking for. So therefore the business will most likely attract workers that they appointed for. Person specification: Armed with this sort of specification, those responsible for recruiting and selecting someone to do a particular job have a much clearer idea of the ideal candidate. However at the same time those applying for the job have a much clearer idea of what is expected of them and whether they have the skills and attributes. The human resources department may set out for its own use a person specification. The meaning of person specification is identifying the personal qualities for example qualities such: * Experience: Someone with experience in carrying out a particular job who has a particular responsibilities should be able to draw on that experience n new situations. * Qualifications: Is another important part of a person specification. As they will have more knowledge then say someone who have no qualifications. Another advantage for a employee in having qualifications as this will lower the list of people wanting a job, for example if an employer has a long list of employees he/she will recruit either ones with experience or ones who have qualifications. The advantages for the person specification process in recruiting in staff, is the employers will benefit from recruiting experienced staff as they are able to do a range of tasks. This makes them more flexible workers, which in turn increases the output of the business. Customers often like to deal with experienced employees. Qualifications are also good measures of prior learning. The idea of qualification is that it prepares he employee to do a particular job or activity. Inn creating person specification, organisations will therefore need to consider the level of qualification required by a job holder. Job advert Job advertisements form an important part of the recruitment process. An organisation is able to communicate job vacancies to a selected audience by this means. Most job advertisements are written (or at least checked) By the personal department, a task involving the same skills as marketing a product. Advertisements must reach those people who have the qualities to fill the vacancy. Job advertisements take many forms, according to the requirements of the post. A good job advertisement, while providing prospect candidates with helpful information also helps to deter people who do not have the required qualifications for the job. Presentations of the advertisement is very important as it gives prospective employees a first impression of the organisation Application form: Having an application form is essential. If business’s or organisations provide an application form, it means that they’re looking for someone precise. This is good for the business, because the candidates have to right specific stuff that are required, which means the business can find the right employee. Where as some businesses ask for employees CV. In my opinion this is a disadvantage to the organisation, as the candidate can write what ever they feel, most likely something that will advantage them to getting the job. So therefore the organisation wont be able to find the right candidate to do the job. Interview: Interviews are very important in the recruitment process as this gives the employer an idea of what the employee is like and if he or her is suited for the job. Some business such as Marks and Spencer’s use a certain technique when interviewing new candidates. They would rather ask the interviewee open questions as this allows them to answer the question with longer sentences rather than yes or no answers. This gives the employer a bigger judgement ad a better feel on the employee’s personality. Business also try to focus on questions that involve; what? Why? When? And how? Generally speaking overall the interviewers should try to make the interviewee feel relaxed and comfortable so that the interviewee can show his or best side. An opening remark might be to ask the interviewee about his or her journey. Selection process: Recruitment and selection can be very costly process for a business. It takes a great deal of time to set up the process which includes drawing up a job description, advertising the position, sifting through applications, checking which application best meet criteria set down for the post, interviewing candidates and finally selecting the best candidate for the post. There is a considerable scope along the way for waste and inefficiency. For example, when a job advertisement attracts 100 applicants there will be a considerable waste of time and resources when reducing the list down to six. If you get your procedures wrong you may eliminate some of the best candidates right from the start and end up with six who are barely satisfactory. If you end up choosing an unsuitable candidate for the job, the company will suffer from having trouble within he organisation before walking out on the job and leaving the company o go through the expense of replacing him or her yet. Induction: Induction is the process of introducing new employees o their place of work, job, new surroundings and the people thy will be working with. Induction also provides information to help new employees start work and generally ‘fit in.’ Once the successful applicant has been selected and offered the post, the human resources department needs to prepare a suitable induction programme for when the new induction programme which should include; * An awareness of the workings and objectives of a business. * An awareness of health and safety issues. * Requirements when absent, ill or late. * Introduction to management and workmates. * Identification of any immediate training needs. I Training needs: As part of the induction process, new employees may be introduced to new processors or software that they are unfamiliar with. The employer should explain each of these processes to new employees, question them about their experience with the processes or software and listen carefully to their answers to discover their level of experience. For example an employee may be familiar with the Microsoft office software but may not have had the experience with spreadsheets. If this is the requirement of the role, then careful questioning will determine the skill level of the employee and the training required to enable them to do their job. Training may be carried out formally through a course r more informally by a colleague or with training in a timely needs and implementing training timely manner is important to ensure the new employees are equipped with the skills to properly carry out their duties. Application form: Having an application form is essential. If business’s or organisations provide an application form, it means that they’re looking for someone precise. This is good for the business, because the candidates have to right specific stuff that are required, which means the business can find the right employee. Where as some businesses ask for employees CV. In my opinion this is a disadvantage to the organisation, as the candidate can write what ever they feel, most likely something that will advantage them to getting the job. So therefore the organisation wont be able to find the right candidate to do the job. Both Application and CV form provide same information: Motivation theories: Financial: Wages, salaries and bonuses: Wages- time rate: Under this scheme workers receive a set rate per hour. Any hours worked above a set number are paid at an ‘overtime rate’ Salary: flat rate: This is a set rate of weekly or monthly pay, based on a set number of hours. It is easy to calculate and administer but does not provide an incentive to employees o work harder. Piece rate: This system is sometimes used in the textile and electronics industries, among others. Payment is made for each item produced that meets quality standards. The advantage of this is that it encourages effort motivates workers. However it is not suitable for jobs that require time and care. Also many jobs particularly in the service sector produce outputs are impossible to measure. Bonus: A bonus is paid as an added encouragement and motivation towards employees. It can be paid out f additional profits earned by the employer as a result of the employee’s effort and hard work or as an incentive to workers at times when they might be inclined to slacken effort for example at Christmas and summer holiday times. Commission: Commission is a payment made as a percentage of sales a salesperson has made. Output related schemes: Output related schemes are the most common methods used to reward manual workers most schemes involve an element of time rates plus bonus or other incentive. Standards are set in many ways, varying from casual assessment to a detailed work study, based on method study and work measurement. A standard allowable time is set in according to the stages. The workers pay is then determined according to the success of the third stage. Performance related pay: In recent year, the emphasis in a number of organisations has shifted towards performance related pay. Performance is assessed against working objectives and ‘company goals’ scoring systems are then worked out to assess performance against objectives and these distinguish levels of attainment, e.g. high, medium or low. Managerial jobs are most affected by performance related pay. Based on performance appraisal techniques, such as schemes have been adopted in a wide range of occupations, including the police force, universities, insurance and banking. Evidence indicates that up to three quarters of all employees are now using some form of performance appraisal to set pay levels. One way of rewarding performance is to give increments as targets are met, with the employee progressing up an incremental ladder each year. Profit sharing: Profit sharing is an incentive tool which involves giving profit related pay to employees or giving them bonuses based on the profit performance of a business. Using this approach employees are able to see the that the success of the company will also lead to personal rewards for them. Another example similar to profit sharing is a theory called the attribution theory which is often compared to profit sharing and the non financial appraisal. Attribution theory: All business have a need to explain the world, both to themselves and to other people, attributing cause to the events around them. This gives us a greater sense of control. When explaining behaviour, it can affect the standing of people within a group (especially ourselves). When another person has erred, the business will often use internal attribution, saying it is due to internal personality factors. When they have erred, they will more likely use external attribution, attributing causes to situational factors rather than blaming ourselves. And vice versa. They will attribute our successes internally and the successes of our rivals to external ‘luck’. When a football team wins, supporters say ‘we won’. But when the team loses, the supporters say ‘they lost’. Business attributions are also significantly driven by our emotional and motivational drives. Blaming other people and avoiding personal recrimination are very real self-serving attributions. They will also make attributions to defend what they perceive as attacks. businesses will point to injustice in an unfair world. They will even tend to blame victims (of us and of others) for their fate as we seek to distance ourselves from thoughts of suffering the same plight. They will also tend to ascribe less variability to other people than ourselves, seeing themselves as more multifaceted and less predictable than others. This may well because they can see more of what is inside themselves (and spend more time doing this). In practice, we often tend to go through a two-step process, starting with an automatic internal attribution, followed by a slower consideration of whether an external attribution is more appropriate. As with Automatic Believing, if we are hurrying or are distracted, we may not get to this second step. This makes internal attribution more likely than external attribution. Share options: Employees may be encouraged to take up shares in a company, often as part of a reward scheme. When employees take up these share options they are then rewarded according to the performance of the business. When the business does well so too does the value of their shares and the dividends they receive as a return to shareholders. Dividends are typically paid twice a year. Non-Financial: Goal setting: Establishing goals for employees to work towards can be an important motivational factor as the achievement of these goals then creates a sense of achievement and personal fulfilment. Goals can be established for an individual, team or for the whole organisation and achievement may be related to promotion at work. In order to direct ourselves we set ourselves goals that are: * Clear (not vague) and understandable, so we know what to do and what not to do. * Challenging, so we will be stimulated and not be bored. * Achievable, so we are unlikely to fail. If other people set us goals without our involvement, then we are much less likely to be motivated to work hard at it than if we feel we have set or directed the goal ourselves. When we are working in the task, we need feedback so we can determine whether we are succeeding or whether we need to change direction. We find feedback (if it is sympathetically done) very encouraging and motivating. This includes feedback from ourselves. Negative self-talk is just as demotivating as negative comments from other people. Depending on the type of goal we have, we will go about achieving it differently. A directional goal is one where we are motivated to arrive at a particular conclusion. We will thus narrow our thinking, selecting beliefs, etc. that support the conclusion. The lack of deliberation also tends to make us more optimistic about achieving the goal. An accuracy goal is one where we are motivated to arrive at the most accurate possible conclusion. These occur when the cost of being inaccurate is high. Unsurprisingly, people invest more effort in achieving accuracy goals, as any deviation costs, and a large deviation may well more. Their deliberation also makes them realize that there is a real chance that they will not achieve their goal. When we have an accuracy goal we do not get to a ‘good enough’ point and stop thinking about it–we continue to search for improvements. Both methods work by influencing our choice of beliefs and decision-making rules. Goal setting can be compared, in a financial sense with performance related pay as employees are rewarded in accordance with goals set by the company. Perks and status symbols: Perks and status symbols are useful motivational tools in a company. A perk is something extra that you get for doing a particular job. For example employees of a railway company may get free rail travel for them and their families. A cinema employee may get free cinema tickets. Status symbols are also important motivators. Obvious status symbols n is having a bigger office, or having a sign outside your door with your name on. People often respond very favourably to status symbols because these mark them out as being special therefore employees will be motivated to work harder in order for them to be the special person. Appraisals: Common stages of staff appraisals are as follows: 1. The line manager meets with the job-holder to discuss what is expected. The agreed expectations may be expressed in terms of targets, performance standards or required job behaviours- attributes, skills and attitudes. 2. The outcome of the meeting is recorded and usually signed by both parties. 3. The job-holder performs the job for a period of six months a year 4. At the end of the six months period the jobholder and line manager or team leader meet again to review and discuss progress made. They draw up action new action plans to deal with identified problems and agree targets and standards for the next period. Meeting training needs: Mentoring needs: Mentoring and coaching are seen by many organisations as essential ways of motivating employees so that they feel valued and cared for in their work. Mentoring involves a trainee being ‘paired’ with a more experienced employee. The trainee carries out the job but uses the ‘mentor’ to discuss problems that may occur and ho best to solve them. This approach is used in many lines of work. For example it is common practice for trainee teachers to work with a mentor who s responsible for their early training and development. The student teacher will match the mentor teacher before starting his or her own teaching. The mentor will then give ongoing guidance to the student teacher on how best to improve his or her performance. If the student teacher has any problems or difficulties he or she can talk to the mentor for advice. Coaching: Coaching involves providing individuals with personal coaches in the workplace. The person who is going to take on the coaching role will need to develop coaching skills and ill also need to have the time slots for the coaching to take place. The coach and the individual being. Acquired needs theory: Need are shaped over time by our experiences over time. Most of these fall into three general categories of needs: * Achievement (nAch) * Affiliation (nAff) * Power (nPow) Some businesses may have different preferences and will tend have one of these needs that affect the business more powerfully than others and thus affects our behaviors: * Achievers seek to excel and appreciate frequent recognition of how well they are doing. They will avoid low risk activities that have no chance of gain. They also will avoid high risks where there is a significant chance of failure. * Affiliation seekers look for harmonious relationships with other people. They will thus tend to conform and shy away from standing out. The seek approval rather than recognition. * Power seekers want power either to control other people (for their own goals) or to achieve higher goals (for the greater good). They seek neither recognition nor approval from others — only agreement and compliance. Identifying preferences A common way of discovering our tendencies towards these is with a Thematic Apperception Test, which is a set of black-and-white pictures on cards, each showing an emotionally powerful situation. The person is presented with one card at a time and asked to make up a story about each situation. Using it Challenge achievers with stretching goals. Offer affiliation-seekers safety and approval. Beware of personal power-seekers trying to turn the tables on you or use other Machiavellian methods. Make sure you have sufficient power of your own, or show how you can help them achieve more power. Defending Understand your own tendencies. Curb the excesses and, especially if you seek affiliation, beware of those who would use this against you and for their own benefit alone. * Atrribution theory†¦profit sharing (financial) and appraisal ( non financial) We all have a need to explain the world, both to ourselves and to other people, attributing cause to the events around us. This gives us a greater sense of control. When explaining behavior, it can affect the standing of people within a group (especially ourselves). When another person has erred, we will often use internal attribution, saying it is due to internal personality factors. When we have erred, we will more likely use external attribution, attributing causes to situational factors rather than blaming ourselves. And vice versa. We will attribute our successes internally and the successes of our rivals to external ‘luck’. When a football team wins, supporters say ‘we won’. But when the team loses, the supporters say ‘they lost’. Our attributions are also significantly driven by our emotional and motivational drives. Blaming other people and avoiding personal recrimination are very real self-serving attributions. We will also make attributions to defend what we perceive as attacks. We will point to injustice in an unfair world. We will even tend to blame victims (of us and of others) for their fate as we seek to distance ourselves from thoughts of suffering the same plight. We will also tend to ascribe less variability to other people than ourselves, seeing ourselves as more multifaceted and less predictable than others. This may well because we can see more of what is inside ourselves (and spend more time doing this). In practice, we often tend to go through a two-step process, starting with an automatic internal attribution, followed by a slower consideration of whether an external attribution is more appropriate. As with Automatic Believing, if we are hurrying or are distracted, we may not get to this second step. This makes internal attribution more likely than external attribution. Sex discrimination act 1975 Sex Discrimination Act 1975 The Sex Discrimination Act 1975 applies to men, women and gender reassignees and states that it is unlawful for an employer to discriminate or fail to prevent discrimination against a worker because of his or her gender, marital or gender reassignment status The Sex Discrimination Act 1975 states that there are two types of sex discrimination: Direct discrimination This occurs where a worker has been treated less favourably than another in similar relevant circumstances on the grounds of his or her gender, and the treatment has resulted in dismissal, denial of opportunities within or for employment or training, or any other detriment. Indirect discrimination This occurs where a provision, criterion or practice is applied equally to both male and female workers and three conditions are jointly fulfilled: * The proportion of one gender who can comply is, in practice, considerably smaller than the other; * A worker suffers a detriment as a result; * The employer cannot show the condition or requirement to be objectively justifiable. For example, indirect sexual discrimination could occur if an employer applied a redundancy policy by selecting only part-time workers. This is because such action would discriminate disproportionately against women, as over 80% of part-time workers in the United Kingdom are women. Race relation act 1976 The race relation’s act 1976 makes discrimination on racial grounds unlawful in employment, training education and the provision of goods, facilities and services. The act defines two main types of discrimination: direct discrimination and indirect discrimination. Direct discrimination Direct discrimination occurs when someone Is treated less favourably on racial grounds. Racial grounds do not only include grounds of race but also those of colour, nationality, citizenship and ethnic or national origin. For example a dress manufacturing company advertises in the local newspaper for a Turkish machinist, Indirect discrimination: Indirect discrimination occurs when rules, requirements, or conditions that appear to be fair – because they apply equally to everyone- can be shown to put people from a particular racial group a much greater disadvantage than others and the rules cannot be objectively justified. A racial groups may be defined by race, colour, nationality and ethnic or national origin. For example an advertisement asks for ability to speak Bengali. This requirement discriminates indirectly against people who do not speak Bengali and will be unlawful unless it can be justified by the nature of the job For example it would be unjustified to ask for Bengali speaker if the job involves working with people who can communicate well only in Bengali. Another example of an indirect discrimination is an advertisement invites applicants who speak English as their mother tongue. This requirement too, discriminates indirectly against people who speak English fluently, but not as their mother tongue. This kind of requirement will rarely be justified. If an especially high standard of English is needed for a particular job it would be better to ask for just that ‘a very high standard of written and spoken English’ or alternatively, ‘fluent English’ Example: the race relations act does not cover discrimination indirectly on religious grounds, but advertisements inviting Muslim or Christian applicants may discriminate indirectly against some racial groups, and the requirements must be justified by the nature of the job. A religious requirement may be justified for jobs connected with a church, temple, mosque etc and possibly religious organisations.

The art of Benin Free Essay Example, 1500 words

The Art of Benin The art of Benin Part Option B The text that was provided from Gallwey (1893) for a discussion about the historic nature of Benin also provides insight into the effect that one culture can have on the memory that exists of another culture. Gallwey (1893) suggests that both the Portuguese and the Dutch visited the city of Benin in Africa, writing about the nature of the metropolis and providing the Europeans with a written history without which European history might have no reference from which to remember the place. The way in which it was written about suggests that the city gained the respect of European travellers. The Portuguese called it the Great Benin where the Dutch writer Nyendale referred to it as â€Å"prodigious long and broad† which suggests that the writer was impressed with what he had observed (Gallway 1893, p. 128). History only exists when it is related to the following generations; otherwise it must be considered lost. Certeau and Conley (1988) refer to the creation of history as an interpretation that lies between both the conveying of facts and the interpretation of those facts in a social dimension. We will write a custom essay sample on The art of Benin or any topic specifically for you Only $17.96 $11.86/pageorder now In other words, history becomes the interpretation of the evidence into a context that can be related into modernity. Certeau and Conley (1988: p. 21) also write that â€Å"History is probably our myth. It combines what can be thought, the ‘thinkable, ’ and the origin, in conformity with the way in which a society can understand its own working†. This can also be discussed in terms of how one society will interpret what it sees within another society. As the writers that were contemporary saw the kingdom of Benin as prosperous in relationship to their own standards of prosperity, it was written about in those types of terms. The evidence of such a city is no longer accessible to Gallwey (1983) as he writes about how when walking the streets during his time period there is nothing left but ruins and little evidence of the city that was written about in European writings about the region. He writes that there is no evidence of the great weaving and brass works of the past and that there is not great streets filled with a market, but only a small market outside the king’s residence. This suggests that the place that was Benin no longer is the same as it was when historic visits captured the essence of prosperity in interpretations in relationship to how it was viewed by those relating their experiences. Through the collision of cultures, the evidence of one culture that would not otherwise be captured in the histories of another can be remembered when a place has long since been a reflection of its former glory.

Requisitos para viajar o emigrar a Puerto Rico

Para viajar o emigrar a Puerto Rico aplican las mismas leyes que para hacerlo a Estados Unidos. Esto es asà ­ porque es un territorio que forma parte de la Commonwealth de ese paà ­s, aunque no es uno de los 50 estados que conforman la unià ³n americana.   Este artà ­culo informa sobre el importante asunto de la ciudadanà ­a americana y los puertorriqueà ±os, las consecuencias migratorias derivadas del estatus especial de Puerto Rico, las reglas para viajar a la isla y, finalmente, se hace referencia a otros territorios con estatus similar al de Puerto Rico.  ¿Sabà ­a usted? Puerto Rico es un Territorio Libre Asociado de Estados Unidos, conocido como Commonwealth. Las leyes migratorias de la isla son exactamente las mismas que las de Estados Unidos, tanto para migrantes como para visitantes. Ciudadanà ­a estadounidense y Puerto Rico Desde su nacimiento, los puertorriqueà ±os tienen pasaporte de los Estados Unidos. Es asà ­ en virtud de la Ley Jones-Shafroth, del 2 de marzo de 1917, que reconoce a los puertorriqueà ±os la ciudadanà ­a americana al mismo tiempo que reconoce que tambià ©n poseen la ciudadanà ­a puertorriqueà ±a. La excepcià ³n es para aquellas personas -muy pocas- que deciden renunciar a la primera y quedarse sà ³lo con la segunda. La ley permitià ³ que quien asà ­ lo desease podà ­a renunciar a la ciudadanà ­a americana y conservar sà ³lo la puertorriqueà ±a ya que, como se ha reconocido en varias ocasiones, ambas nacionalidades son diferentes y separadas.  En 1917 menos de 300 personas decidieron conservar sà ³lo la ciudadanà ­a de la isla. Pero debido al estatus especial de Puerto Rico, los puertorriqueà ±os no votan en las elecciones presidenciales de Estados Unidos ni tienen representacià ³n de senador ni representante con voto en el Congreso de los Estados Unidos. Sin embargo, todos los puertorriqueà ±os que residen habitualmente en uno de los 50 estados de la unià ³n, sà ­ pueden hacerlo. Consecuencias migratorias del estatus especial de Puerto Rico Las leyes migratorias de Puerto Rico son, en realidad, las leyes migratorias de Estados Unidos, no hay otras. Esto tiene las siguientes consecuencias: En primer lugar, para emigrar a Puerto Rico hay que seguir uno de los 29 caminos abiertos para emigrar (green card) a Estados Unidos. Exactamente los mismos. En segundo lugar, como los puertorriqueà ±os son ciudadanos, los  puertorriqueà ±os pueden pedir a sus esposos extranjeros o a sus novios, tanto si residen en la isla como si viven en uno de los 50 estados de la unià ³n americana o, incluso, en otros territorios, como Samoa, las Islas Và ­rgenes Americanas o Guam. En tercer lugar, para viajar como turista o con cualquier tipo de visa no inmigrante a Puerto Rico aplican exactamente las mismas leyes que para Estados Unidos. Absolutamente no hay ninguna diferencia y no es mà ¡s fà ¡cil que aprueben las visas si el destino es Puerto Rico. Es exactamente igual pedirla cuando el destino es San Juan o cuando es Miami o Nueva York. Viajar a Puerto Rico Las reglas para viajar a Puerto Rico dependen del lugar y, en algunos casos, de la situacià ³n migratoria de la persona que desea ir a la isla. Asà ­, en el caso de ser turistas extranjeros que se encuentran fuera de EE.UU., si pertenecen a un paà ­s del Programa de Exencià ³n de Visas pueden viajar sin visado por un plazo mà ¡ximo de 90 dà ­as, pero es necesaria la ESTA si se llega por avià ³n. En los demà ¡s casos es necesario solicitar una visa de turista regular y acudir a la entrevista a la embajada o consulado americano que corresponda. Por otro lado, los ciudadanos americanos y los residentes permanentes legales que se encuentran en uno de los estados de EE.UU., pueden viajar a Puerto Rico con un documento que les permita embarcar, pudiendo utilizar sus licencias de manejar, si asà ­ lo desean. En cuanto a los extranjeros con visa vigente que se encuentran en Estados Unidos y desean viajar a la isla, deberà ¡n llevar sus pasaportes. Para evitar problemas, los estudiantes internacionales con visas F o M y aquellas personas con visa de intercambio (J-1) deben llevar los documentos adicionales que muestran que la visa està ¡ vigente, tipo I-20. Por à ºltimo, los indocumentados deberà ­an intentar evitar volar a Puerto Rico, incluso aquellos que tienen un documento và ¡lido para volar domà ©sticamente en Estados Unidos. En este punto cabe resaltar que a partir de octubre de 2020 serà ¡ necesaria que la licencia de manejar o de identificacià ³n cumpla con los requisitos de la ley Real I.D. La razà ³n es que se sobrevuelan aguas internacionales y se han reportado casos de problemas en vuelos de esas caracterà ­sticas, como los que comunican Alaska y Hawaii con los 48 estados contiguos. Otros territorios de EE.UU. en los que aplican sus leyes migratorias Estados Unidos es un paà ­s federal compuesto por 50 estados. Los dos à ºltimos en unirse fueron Hawaii y Alaska. Los nacidos en esos territorios son, al mismo tiempo, ciudadanos y nacionales. Puerto Rico no es el à ºnico territorio de Estados Unidos. Guam, las Marianas del Norte o las Islas Và ­rgenes Americanas son otros ejemplos, los allà ­ nacidos son ciudadanos americanos. Tambià ©n los nacidos en cualquiera de esas islas son ciudadanos y nacionales de EE.UU. Sin embargo, las personas nacidas en los territorios americanos de Samoa son solo nacionales. Aunque tienen pasaporte de EE.UU. y pueden vivir y trabajar en los 50 estados sin ningà ºn tipo de là ­mite, quienes viven en dichos estados no pueden ni votar ni ser elegidos en elecciones. En Guam, Islas Và ­rgenes Americanas, las Marianas del Norte y Samoa aplican las leyes migratorias de Estados Unidos, como sucede en Puerto Rico. EE.UU. tiene, ademà ¡s, otros 11 territorios que se encuentran en el Pacà ­fico y en el Caribe, pero no està ¡n habitados continuamente ni tienen poblacià ³n nativa, entre los que destacan el atolà ³n Palmyra y las islas Midway y Wake. Este es un artà ­culo informativo. No es asesorà ­a legal.

Child Care Services - 1536 Words

Child Care Services, that include first, custodial services concerning health, hygiene and safety of children, second, child development services covering socialization, language skill and personality development and third, pre-school services ranging from informal learning to formal educational preparatory learning from elementary schools, was appeared to be initiated in France in 1770 in the name of â€Å"Salles d’asile† (asylum room) for serving the interest of working women. Along with custodial services, academic subjects such as reading and doing arithmetic, performing singing and drawing as extra-curricular activities were being taught in order to bring order, discipline and obedience to instructions among children (Pougatch-Zalcman,†¦show more content†¦The fourth stream focuses on formal learning approach for the preparation of elementary school and its overall effect on child development and achievement. Attachment theory in the context of Child Care was developed by eminent psychiatrist and psychoanalyst Edward John Bowlby as an outcome of his assignment given by the UN immediately after WWII in order to address the difficulties faced by homeless and orphaned children. The important tenet of attachment theory is that infant’s behavior associated with attachment is primarily the seeking of the proximity of an attachment figure . Within attachment theory the word attachment comes as an affectionate bond or tie between an individual and an attachment figure (usually a caregiver). In child care such bond lies between a child and a caregiver based on the childs need for safety, security and protection, paramount in infancy and childhood. Separation whether temporal or permanent causes anxiety or grief among children. The theory proposes that children attach to careers instinctively The biological aim is survival and the psychological aim is secure. Developmental Psychologist an d Co-worker of Bowlby, Mary Ainsworth, in the 1960s and 70s reinforced the basic concepts of John Bowlby by developing a number of attachment patterns in infants through her concept â€Å"Secure Base† . Through her experiment â€Å"Strange Situation†, Ainsworth identified four different patterns of attachment –Show MoreRelatedChild Protective Services And Foster Care1570 Words   |  7 Pages A child living in the 21st century is no stranger to poverty and the desperate lifestyles it promotes. Too often the case, children, living in families with incomes below the nation’s poverty line, are limited to criminal activities, low-level education, and blue-collar employment. Furthermore, years of economic strife in the United States have invited a cycle of poverty to predetermine the lives of children in poverty-stricken families, where they are raised with insufficient care and inadequateRead MoreChild Protective Services And The Foster Care System864 Words   |  4 PagesWhen a child is endangered in one’s own home, child protective services interfere to ensure the safety of the child. In some cases, when conditions at home are unfit regarding the safety of a child, foster placement occurs. Over a half million children within the United States reside in foster care. Out of these children, approximately 20,000 of them continue through their lives within the foster care system until the age of 18. This is referred to â€Å"aging out†. Once a child within the foster care systemRead MoreA Reflection on Service Learning: Working at Easter Seals Child Care2401 Words   |  10 Pages Monads Gandhi once said, â€Å"The best way to find yourself is to lose yourself in the service of others.† Before this experience, I did not understand this quote; however, now I understand this whole-heartedly. The first time I heard about service learning at Saint Anselm College was when I took a tour in my Junior year in high school. As the tour guide was explaining what service learning was, it immediately sparked my interest. As a student, I learn better in a more hands-on atmosphere, and thisRead MoreCommunity Service Learning Project At De Anza College Child Care Center928 Words   |  4 Pages CD12 Child, Family, and Community Interrelationships class required 12 hours of community service learning projects per quarter. This project refers to a method under which I applied particular course’s concepts to real life situations. 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A child care center extends child care services, covering early learning openings, for a set tuition in a center based setting. Child care centers are typically licensed by the state. Several states excuse particular kinds of child care centers from licensing. State licensing guidelines give direction regarding the number of children that can be enrolled and in what type of child care program. A family child care home offers child care services, along with early learningRead MoreChild Care Facilities At The United Nation Daycare Center875 Words   |  4 Pagesrequired paper in order to admit the child into our center. Parent or guardian must provide the center with the following information: Emergency contact, Medical information if applicable, fieldtrip consent forms. Emergency information and authorization for treatment and transportation/walking field trips. This forms must be updated on an annually base. Child Care Facility Licensing 7.702.101 A, B, C, D, E. Child Care Facility Licensing 7.702.101 H, I. Any child health status must be updated monthlyRead MoreThe Ethics Of A Business1513 Words   |  7 Pagesare a form of childcare service in which a parent must pay for the care in question (Lynn, 2015, pg. 55). These daycare and childcare organizations are intended to make the lives of working parents easier and less stressful. By far one of the hardest choices working parents must make is deciding who to choose as a caretaker for their children while they are at work. Whereas some parents have the ability to ask a family member to watch their children or stay home and care for their children , thisRead MoreChildcare For A Great Child Care Provider1325 Words   |  6 Pages Chickasaw Childcare in for the Win When Native American families are looking for a great child care provider, they should apply for the Chickasaw Nation Child Development Center, located in Ada, Oklahoma. It opened when Governor Bill Anoatubby cut the ribbon on May 27, 2009. Education has always been important to the Chickasaw Nation, especially when Douglas H. Johnston was governor over forty years ago. â€Å"Governor Johnston was a long time advocate of education for the Chickasaw people,† GovernorRead MoreFmla Policy Of The United States1201 Words   |  5 Pagesis one of the factors affecting the parental policies in the US. The notion that child care is the responsibility of parents that has nothing to do with the local, state or federal government. The mindset is that personal decisions require personal responsibility because parental leave gets in the way of good industrial management principles. This is in line with Kittay’s (1995) article indicating that dependency care is not counted as pa rt of the economic structure. Moreover, the husband’s employment

Van Halen Concert free essay sample

Van Halen Concert This past summer brought one of the greatest concerts ever to be played in Massachusetts. Van Halen made a stop at Great Woods on their Right Here, Right Now World Tour, their only show in Massachusetts. Though the band is more than 15 years old, they displayed the great rock of a new band at its best. With Sammy Hagar leading the band, many will agree Van Halen can still rock with the best of em. Vince Neil, touring with his new band, opened the show and got the crowd off its feet. He played new hits from his recent album, but the highlights of his performance were flashback songs like Dr. Feelgood and, best of all, Home Sweet Home. With guitarist Steve Stephans, Vince Neil made an impressive opening act for what was to follow. The crowd got to its feet as the lights in the outdoor pavilion dimmed. We will write a custom essay sample on Van Halen Concert or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The opening guitar riffs of Mine All Mine blared through the enormous speakers as blue and green lights twisted and flashed everywhere. Each member of Van Halen came on one at a time. Michael Anthony ran on playing bass, then Eddie Van Halen on guitar, and, of course, Sammy Hagar burst on singing. Finally, the unmistakable drum beats of Alex Van Halen set the crowd into screams. Every light on the stage went on and the members of Van Halen went straight into the song Aint Talkin Bout Love. Without slowing the tempo, the band instantly went into the rock ballad When Its Love. If you love the song on tape, the live performance will blow you away. Van Halen puts their heart and soul into all of their music, and it shows. Next, the great song from the past One Way To Rock was played with enthusiasm the crowd felt. Then, the band played possibly the best song ever recorded, Right Now. Only pausing momentarily to fire up the crowd even more, they burst into the song Judgment Day. Highlights of this performance would have to be the solos. Michael Anthony played a 6- or 7-minute set displaying the rare talent he possesses. After the songs Why Cant This Be Love and Top Of The World, a personal favorite, Eddie Van Halen began possibly the most impressive solo I have ever seen. He stayed true to his reputation as one of the greatest guitarists in the world. The band made a smooth transition into the unique song Pleasure Dome. This point marked Sammy Hagars turn for a solo. He explained the meaning of, then played the acoustic song, Give To Live. The lighters lit the pavilion like Christmas Eve. The peace and quiet didnt last long as the rest of the band cane on and ran right into Best of Both Worlds and Spanked. Alex Van Halen took his turn in the spotlight for a short solo as lights danced to the beats he played. Immediately after the drum solo, the band played Panama, a hit from the David Lee Roth era. After a 5-minute break, the band came on for an encore presentation. For the final three songs, the band chose ones the crowd would most enjoy. First, they played Finish What Ya Started. Then, possibly the greatest song played that night, Van Halen played Jump, better than David Lee Roth ever could have. For the final song, the band played the Neil Young classic Rockin in a Free World. Every person there was singing along as bright white lights showered the audience. There was a fireworks display coinciding with the bands final entourage of guitar, bass, and drums. Overall, the evening presented several climaxes for the audience, and devoted fans for the band. Van Halens exclusive show in New England, over two and three-quarters hours long, rates among the best. Van Halen, one of the superpowers of rock, left their fans with a great memory and an even greater longing for the music known as Van Halen. n Review by K. M., Grafton, MA