Paniqui Water Essay

Dried water lily stalks woven into fine handicrafts became the livelihood of women, housewives, out-of-school youths, and senior citizens of Paniqui, Tarlac, Philippines. A wide range of products like shoes, sandals, slippers, bags, baskets, wallets, pouches, belts, trays, placemats, boxes, tissue holders and many others can be crafted by Paniqui folks using stalks of dried water hyacinths. The ample visibility and fast growth of this plant caused a problem of obstructing the flow of water as the region is traversed with many rivers, swamps, and creeks, causing flooding during heavy rains. The local government started this project with 25 weavers which increased to 50 within 12 months as demand from local and foreign tourists poured out. The BusinessOver a wide variety of handicrafts can be made from dried water hyacinths. It’s light yet strong fiber property can be woven to different products according to the clients’ preferences. Because it is organic, it can be used for packaging of goods which will substitute plastics that are non-biodegradable. The abundant yield of high quality dried water lily straws with the hard-working weaving skills mean that the plant harvesters and weavers of Paniqui have very good potential to enter the market of producing high quality hand-made water lily handicrafts in different designs and products. Furthermore, the same raw materials and weaving techniques can be applied to develop a range of good quality and attractive water lily fashion ware like slippers and handbags. The production of the water lily baskets and boxes would be undertaken by the Paniqui Women Association and the PAGASA Youth Association both recognized and supported by the local government. High quality fabric materials for fastenings, linings, gloss, water-proofing, and highlights were sourced from the locality. Production of water lily mats, trays and other handicrafts would enhance the quality and value of products produced by the local groups and should give in a major income increase for their own households. The target market for water lily handicrafts would be predominately the local market of wealthier Filipinos, overseas Filipino workers, expats and foreigners. The local government unit of Paniqui plans to engage on supplying water lily handicrafts for wholesale to a number of domestic distributors and retail networks. The aim of water lily boxes, baskets, and handbags will primarily be environment conscious consumers who do not use plastic bags or plastic containers. These consumers and other unaware consumers will be targeted through direct marketing and direct and indirect advertising campaigns backed up by the local government unit of Paniqui, the Provincial Government of Tarlac, and the Department of Trade and Industry. There are three main market targets for the water lily handicrafts. The target for the water lily fashion items (mostly handbags, slippers, wallet, etc.) will be established domestic handicraft wholesalers and retailers in Luzon, Visayas and Mindanao, as well as exporters for the United States, Japan, and European markets. It is anticipated that domestic sales to cater to the large tourism market all over the Philippine islands will make up the majority of water lily fashion item sales. The target market for water lily handicrafts (mostly lampshade, decorative household products, placemats, etc.) will initially be the Filipino community living abroad. This embodies a significant market, as there are many Filipinos working around the world-over 860,000 not mentioning Filipino immigrants, so the overall potential market size is large. The main potential competitors would be other communities all over the country who also started this water lily weaving project, as this is promoted by the Department of Trade and Industry to local government units with trouble with the pesky water plant. Another is handicrafts made of other indigenous materials. Water lily products could compete well on the basis of price with other indigenous materials as the raw materials are freely harvested. The distinctive promotion about the water lily products is that they are well crafted by hand utilizing indigenous materials and the designs are decorative emphasizing the Filipino heritage. Also, the use of the product is very helpful to the environment as it substitutes the use of plastic materials and at the same time ceases the clogging of flow of water on rivers and creeks. However, the selling price of the handicrafts is very reasonable. The handicrafts could also be made to order. The Entrepreneur & Management The water lily project started as a livelihood program for the Paniqui women, out-of-school youths, and senior citizens organized by the Local Government Unit of Paniqui. Management is directed by the Municipal Mayor with the help of the Municipal Social Welfare and Development Office. The Program is in coordination with the Provincial Government of Tarlac which also gives the needed promotional and advertising campaign with the national agency, the Department of Trade and Industry who assist the weavers for needed training and development. Development It started from 12 housewives to 25 women and youths and then to 50 within a year. Handcrafting eventually became a constructive activity for people who were once dawdling outside their homes playing cards and getting drunk the every day. Some weavers take their work at home with the whole family joining the making of the water lily handicrafts. While others chooses to work at the Paniqui Livelihood Center were materials are readily available. A household would earn roughly around three hundred pesos (Php 300) weekly during slack season and about six hundred pesos (Php 600) weekly during peak season. Before it became a livelihood program last August 2008, the conceptions for these water lilies are pests to the community as it hampers the flow of water in rivers and creeks during heavy rains causing flooding in the area. It is projected that by the fourth year of operation the total income for the workers from handcrafting activities could increase roughly 3 times by the year 2012.| Starting out as a backyard industry nearly a decade ago, the water lily handicraft business especially in Las Pià ±as City is booming as more people take notice of the wide range of products that can be made out of the plant that grow in abundance even in urban waterways. Some of these products were put on display at the 7th Water Lily Festival held on Thursday at Carnival Court, BF Resort Village, Las Pià ±as City, a brainchild of former Rep. Cynthia Villar that promotes water lily-based livelihood projects. These included baskets, trays, chests, bags, traditional bags (bayongs), hampers, cabinets, lamp shades of different shapes and sizes—and even a dining table complete with chairs. The smaller items range from coasters to slippers. But as an added demonstration of the plant’s artistic and commercial uses, the festival also featured a beauty pageant wherein contestants donned gowns fashioned completely from dried water lily stalks and leaves. â€Å"This goes to show that with creativity, you can do a lot with water lilies,† Villar said at the sidelines of the event. Villar noted that aside from providing livelihood for hundreds of families in Las Pià ±as, the water lily business has also cleaned up the city’s waterways. â€Å"The industry has become so successful our Zapote River is now free of water lilies and fish have begun breeding here again. We are now getting our water lilies from the Laguna de Bay, and I hope the lake will also be cleared of water lilies because of this business,† she said. Holiday season demand Sales go up during the holiday season when orders for popular Christmas gifts like baskets, trays, and ornamental pots shoot up. To cope with demand, the foundation hires about 100 more workers, in addition to the 50 who work during off-peak seasons. â€Å"It’s a very profitable business, especially since you really don’t need a big capital to start this up. You just need to harvest water lilies, dry them, and start working on them. So many workers become interested in this livelihood,† Torres said. How it works The recycling process is straightforward. Once harvested, the plants are dried under the sun and then cured in an oven. Then they cut, and bent around a wire frame and dyed before they are woven into craft articles. Step 1 Water Lily Stalk Harvesting Step 2 Sun drying Step 3 Oven drying Step 4 Wire cutting Step 5 Wire bending Step 6 Wire frame welding Step 7 Weaving Step 8 Trimming Step 9 Blow torching Step 10 Glue application Step 11 Varnishing Step 12 Finished product The finished items are tissue holders, baskets, hampers, and other products. Each item is sold per piece and the amount of money one takes home depends on one’s diligence. Because output is directly rewarded, workers are motivated to be more productive. Cynthia Villar highlighted the importance of water lily in improving the lives of Las Pià ±as residents by declaring the 27th of July as the day of the Water Lily Festival.

How Does Australias Landscape Depicted in Poetry Essay

Australia is a land of great contrast and diversity, its physical landscape is one of many of its great features, and its diversity is very broad. The poem My Country by Dorothea Mackellar greatly relates to the beauty and size of the Australian landscape. The poems Alcohol by Peter Goldsworthy and Metho-Drinker by Judith Wright relate to the Australia’s attitudes towards the misuse of drugs and alcohol in modern Australian society. These issues are also shown a lot in the movie ‘Beneath Clouds’, directed by Ivan Sen. The poem ‘My country’ describes Australia’s landscape with great extent and shows the author loves for this land using many examples. In this poem the author tries to bring Australia to its simplest form, the use of poetic techniques such as metaphors and similes, or the use of personification. ‘I love her jewel sea’, this metaphor gives the effect of preciousness and shows how special Australia really is to her (Dorothea Mackellar). Another example is the quote ‘the pityless blue sky’, which is personification and gives the blue sky an attitude towards the land beneath them, and of cause it’s referring to Australia’s drought. The land of the rainbow gold†, the author is describing her view of Australia, her love for the country. Another example of how ‘My Country’ depicts the Australian landscape is using alliteration, ‘for flood and fire and famine’, these are all common natural disasters, showing the complexity of the country, the good and bad side. â€Å"All you who have not loved her, you will not understand†, this quote is the author saying that no one will understand her love for the country. Alcohol is a poem that is about the problem of alcohol in society, it is written in a first person form and shows the thoughts of a youth boy using alcohol. The poem is appeals on an emotional level, as it describes the joy of alcohol for teenagers. The quote â€Å"Surf’s up, I said at school. My drinking friends came round†. This quote from the poem really shows the boy’s initial attitude towards alcohol, he is looking back and reflecting his times as a teenage boy. This quote relates to Australia’s diversity as underage drinking is a known problem in today’s society. â€Å"Why such simple stuff work magic in the mind†, this quote gives a good idea of the teenage boy’s perspective of alcohol at the time, he also refers to it as â€Å"a rain hat fell from heaven†, and also â€Å"proof of god†, these references show his love and reliance on alcohol. The poem relates to Australian society very greatly, it shows the perspective of many teenagers in modern society, also it shows how innocent alcohol can look, but still carry the long term effects if abused. Metho Drinker is a poe m about a man that is hopeless and near death due to the misuse of alcohol and methylated spirits. Methylated spirits are often a used drug in Australian society today. Unfortunately 73% of users are aboriginal, and 60% of that are in outback Australia. It is a big problem in today’s society. â€Å"Under the death of winters leaves†, this quote is the first line in the poem, it initially creates miserable visual imagery and sets a sad mood. â€Å"O take from me the weight and waterfall ceaseless time that batters down my weakness; the knives of light†. This quote is describing the man’s view on his life, ‘O take from me the weight’, he is saying take me from this life of hopelessness. He describes the daytime as ‘the knives of light’, he is saying this because the light shows who he has really become. His white and burning girl, his woman of fire, creeps to his heart and sets a candle there†. The quote is referring to methylated spirits being his ‘woman of fire’, a woman generally being a man’s wife and most important thing to them. Also the author uses personification by referring to the ‘metho’ as ‘his white and burning girl’. â€Å"To melt away the flesh that hides from bone, to eat the nerve that tethers him in time†. Now the author is creating a gruesome atmosphere using visual imagery, it is describing the effects of the ‘metho’ on the homeless man. It was for death he took her; death is but this; and yet he is uneasy under her kiss and winces from that acid of her desire†. This quote is the final three lines of the poem, it is describing the man’s attitude towards his problems, and he drank the ‘metho’ in order to take his own life. This poem relates to Australia quite a lot, it shows the perspective of drug addicts, homeless people and alcoholics. There are a lot of problems in Australia regarding unemployment and housing, this creates a very unstable lifestyle for a lot of Australians causing them to lose their homes, family and friends. The movie ‘Beneath Clouds’, directed by Ivan Sen is about two young aboriginal teenagers searching for a better life. Lena, a light-skinned daughter of an Aboriginal mother and Irish father and Vaughn, an aboriginal boy in minimum security prison in North West NSW. Striking events throw them together on a journey with no money and no transport. To Lena, Vaughn represents the life she is running away from. To Vaughn, Lena represents the society that has rejected him. And for a short amount of time they experience happiness together. The movie is set in the outback of New South Wales, showing a very broad landscape background for 70 percent of the movie. It is set like this to show the ‘emptiness’ of the town, and to show how far away general society is. Lena is running away from her family because of the implications that alcohol had on her family. Before she run’s away she looks at a photo of how her family used to be, but previously see the mother drinking and abusing her, and the son getting taken away by the police. Alcohol were being drank by both the mother and father, with empty beer bottles over the house, this showing the abuse of alcohol in that household. Vaughn is a 19 year old aboriginal boy who escapes jail and somehow ends up running away with Lena. During the journey we see a lot of racism, shown evident in three scenes. The woman driving on the road, about to pick Lena up, then see’s Vaughn and drives straight off, the policemen’s attitude towards the aboriginal man’s car and also when Vaughn walks in to the bar, the men’s suddenly find Vaughn suspicious as soon as they see him. This racism is a pure example of Australia and its different perspectives. Australia is a place of6 great diversity and contrast, the poems Alcohol by Peter Goldsworthy, Metho Drinker by Judith Wright and My Country by Dorothea Mackellar prove this in many ways. They show the great beauty of Australia’s landscape, and explore the different problems of Australian society misusing drugs and alcohol. This is also shown in the movie ‘Beneath Clouds’, directed by Ivan Sen.

Administrative Law Rev Essay Example for Free

Administrative Law Rev Essay ? Freedom of Information Act 1982 is entirely in the interest of public who can have access to various documents of government of Victoria and its public agencies for verification or for any other useful purpose.   The sole objective of FOI Act is to bring awareness among public whether the functioning and operations of government are in order   and how public analyze the same. Section 22 provides about the charges to be paid for having access to specific documents.   The section provides technical details of payment of fee that is calculated with time that is taken for search of documents.    This is particularly due to the fact that   the time taken for search of documents may vary depending on the date of publication of document. This is also in order to reduce the payment of fee to be paid by public.   All sectors of public may not afford to pay high rate of fees for having access to government documents.   In view of such as these reasons, hourly rate and time taken for search of documents has been included in this section. The section also covers transcription (h)   and routine requests (g)   and in case of inspection of documents no charge shall be calculated (f) in pursuance of Section 8(1) or 11(1). Section 27 clearly states about reasons of refusal of documents by a Minister of state to that effect, applicant shall be informed about the reasons in writing.   This section is somewhat complicated with the fact that a minister or a government official is a servant of public and with that motive, public must be provided access to the documents which is the sole purpose of FOI Act. This section is likely to give rise to conflicts between and may bring a deep dissatisfaction to public. Some of the documents that contain health information are also restricted with the provisions of Health   Records Act 2001, which of these reasons are also to be stated to applicant.   Although there are clauses for applying of review of decisions, launch complain to Ombudsmen, it is both time consuming and   undecisive for applicants to move further with such grievances. Section 50 deals with applications for review which would be pending with Tribunal for decisions.   This may pertain to a request for document, charge made, decision for access, or any other specific request regarding information under FOI Act.  Ã‚  Ã‚   The Tribunal in all respects has to deal with each individual case, giving its due importance of provisions along with genuine reasons. This section is in favor of public, as Tribunal shall reconsiders and reviews the decisions and grants permissions to public in various aspects that are relevant to FOI Act. The Tribunal may refuse the decision of Minister or agency and give an order in favor of public. Those issues or requests for documents which were not considered by Minister, are very well resolved at Tribunal by applicants. Section 51 states that an applicant may apply to Principal officer or Minister for review of decision, which was given in the deemed absence within 28 days   for review of decision or refusing to give access to health documents as per Section 36 of Health Records Act 2001. This section offers powers and opportunities to public   for   reconsideration of requests for having access to documents.   Applicants have to be excessively vigilant in deriving the maximum benefit from the government bodies and officials.  Ã‚  Ã‚   This section is both useful for public and for principal officers to check the veracity of facts in all respects. Section 51A  Ã‚  Ã‚   deals with conciliation of Health Service Commissioner   which state that issues that were deferring in Section 50 and 51 in the matters of health documents, may suitably be taken up by applicant with this section and apply for Health Service Commissioner’s decision.   In case Health Service Commissioner fails to conciliate a request, to that effect an notice in writing must be issued to both applicant and Principal Officer. This appears as a last resort for applicant as the decision of Health Service Commissioner is the final approach for an applicant. Conclusion The enactment of FOI is made with a view of regularizing the functioning and to increase the   working efficiency of governments.   Apart from this fact, the public are also provided an in-depth knowledge about information and working status of governments. Although there are many technicalities involved in FOI Act, each section, sub-section and clause, a significance of reason is attached to it for the benefit of both public and governing bodies. Administrative Law Rev. (2018, Nov 11).

Critical review on organic aloe vera production around the world Assignment

Critical review on organic aloe vera production around the world - Assignment Example Environmental benefits 10 Recommendations 11 Conclusion 11 Bibliography 11 Outline of the report Organic farming makes use of organic compounds when practicing and it does not necessarily need the use of chemicals such as fertilizers, fungicides and insecticides. Organic farming relies on techniques such as use of compost manure, rotation farming, green manure and pest control through the use of biological means. Farmers worldwide are embracing organic method of farming; this is because this mode of farming comes with more benefits both to farmers and the global economy as compared to chemical aided techniques which are non-environmental friendly techniques. This paper will discuss the benefits and drawbacks of organic farming more specifically organic aloe Vera farming globally; the report will also give detailed information on the products produced from processing of Aloe Vera plant. This report entails the various factors which contribute to the increased rate of adopting organic farming techniques by farmers across the globe. This research provides information on the methods utilized by farming in organic farming. The research will discuss the various organization which give financial and expertise aid to farmers who practice this mode of farming. Places whose soils are fertile and have the property of good drainage are the best for Aloe Vera farming; the plant does well in places with high light intensity and high temperatures. The research will investigate these conditions favorable for organic Aloe Vera farming. The daily test carried on Aloe Vera plant leaves to monitor the plant health, resulting to a great harvest when they are mature. The report will provide information on the methods used by to harvest Aloe Vera in organic farms across the world (Stewart, 2005) . Introduction Aloe Vera originated from North Africa and Middle East and is a succulent plant. This plant does well in arid areas in the world with its sap being the beneficial part commonly known as the Aloe Vera gel. This gel is the clear substance in the leaves of Aloe Vera plant, the organic Aloe Vera juice micro pulp which is almost pure barbadensis organic Aloe Vera is a main source of healthy beverage. Organic Aloe Vera plant is rich in polysaccharides, amino acids, vitamins and protein lipids which when processed are important components needed in by humanly to provide vitality and improve the immune system various countries across the globe practice organic aloe Vera farming on organic farms that are met international standards. Harvesting of mature organic Aloe Vera leaves can be done manually and the leaves transported to the processing companies immediately for processing to maintain their freshness. This ensures that the freshness of Aloe Vera plant appears in the final product (Stewart, 2005). This paper gives a clear examination of the reasons which led to adoption of organic Aloe Vera farming all over the world, the organic methods that the farmers have adopted in Aloe Vera farming in the world. The gains brought about with the practice of organic farming methods and returns the farmers across the globe and the different products of Organic aloe Vera planted in the world is discussed in this report. Organic Aloe Vera has several medicinal benefits are analyzed in this report. Government and non-government organizations that assist farmers both financially and expertise wise in organic farming of Aloe Vera have been indicated in this report (Stewart, 2005).

Patient Care And Influence On My Career Essay Example | Topics and Well Written Essays - 750 words

Patient Care And Influence On My Career - Essay Example I used to work under the directions of Registered nurses and physicians in delivering patient care in the hospital. I made a huge contribution in bathing patients and assisting patients during their physical therapy sessions. I also provided basic bedside care services such as taking the vital patient disease signs such as blood pressure levels, pulse rate and body temperature. My patient care in assisting the patients relieve pain and discomfort through applying new dressings, applying ice packs and providing alcohol rubs enabled me to acknowledge the valuable work that nurses do in delivering high quality patient care. I appreciate the dignity of human life and need to handle all patients with respect and that is why I participated in feeding the patients, recording the fluid intakes, and assisting patients with their personal hygiene (Chang 12). I believe that my approach to patient care was holistic since carried out an ongoing physical, social and emotional assessment of the patients in the hospital and fostered the independence of the patient in making the decisions concerning the preferred treatment method. Accordingly, I participated in the development and implementing of patient care plans through collection of laboratory samples and performance of simple laboratory tests. Another aspect of patient care that aroused by interest in joining nursing school is the care of babies and the need to educate the mothers and families on hygienic and healthy baby care habits. In this regard, I participated in disseminating information on hygienic baby care procedures and monitoring of any illness signs on the young babies (Harrion 104). I believe that I will contribute immensely to the nursing profession after completion of my education. I am confident that I will gain practical skills that are capable of meeting the needs of the health care system. I will be in a position to understand the economic, political and social forces that have shaped the nursing profession. Accordingly, the demand for nursing care services is currently increasing thus I will be able to contribute towards delivering a patient-centered care. I am sure the nursing knowledge, skills and attitudes will enable me improve the patient outcomes and ultimately lead to a higher satisfaction level among the patients. I will provide physical patient care, make sure all patients complete the treatment prescribed by the physicians and document the patient’s response to the particular treatment. I will provide patients the prescribed medication according to the existing legislation and assist in the rehabilitation of patients. In addition, I will assist in post-operative care procedures such as nutritional management and dressing of the wounds (Chang 14). Accordingly, I will be capable of providing direct patient care such as administerin g prescribed medication, carrying out basic diagnosis, and providing emotional support to patients. The course will enable me adequately demonstrate knowledge of nursing techniques and principles through constantly monitoring the patients’ medical conditions and updating the medical records. I will be in a position to supervise junior nurses such as LPNs and midwifery students in order to foster the quality of health care. In this regard, I will adhere to ethical and professional expectations of the nursing profession through respecting patient autonomy, maintain cordial working relationships with my colleagues and providing the highest attainable quality of nursing care. I will remain committed to continuing nursing education through attending nursing workshops and participating in nursing associations in order to contribute in new nursing knowledge generation

Provider Roles in Spiritual Care Essay Example | Topics and Well Written Essays - 1250 words

Provider Roles in Spiritual Care - Essay Example From this discussion it is clear that the spiritual dimension of the client is strongly evident during illness, stress, difficulties, and end-life-care when people strongly needed the direction and comfort derived from their spiritual preferences. Faith and religion are essential components of a client’s spiritual dimension and health provider has the responsibility to have self-awareness of one’s spiritual preferences before integrating a non-biased spiritual care.This paper outlines that spiritual care is the most difficult task of a provider, specially the nurses. Most of the nurses lack adequate training for spiritual care giving and may influence the provision of adequate spiritual care. Healthcare providers such as nurses need to have formal education training or graduate programs in pastoral counseling or ministry in order to provide an excellent and competent spiritual care and to refer clients to other spiritual care providers as needed. Organizational team mem bers such as the Baptist Healing Trust aim to further the work of non-profit agencies in providing health services to vulnerable populations in Middle Tennessee. Members of the Baptist Healing Trust heal with love and compassionate care in accordance with the Christian tradition. In addition, staffs of the Baptist Healing Trust have the role of reiterating the importance of meeting health needs, providing human services, and balancing of excellence in skill and great compassion. The Baptist Healing Trust operates as a funding agency and requires partnership with the staff of non-profits to raise the standard of compassionate care. The Baptist Healing Trust also offers retreats, workshops, and consultation for organizational and culture change to continue the delivery of spiritual and health services to the vulnerable and underserved population of Middle Tennessee. The Baptist Healing Trust is the organizational team member of Baptist Hospital in Nashville, Tennessee. The organizatio n believed that true healing comes from deep compassionate care and charitable health care expressed through the preservation of humanity and dignity of each human being as a creation of God (Baptist Healing Trust, 2010, n.p.). The emergence of the healing hospital in Baptist Hospital follows the teachings of Jesus and the Good Samaritan. A hospital institution does not only prevent and cure diseases but also enriched the heart and spiritual needs of client. Spiritual health provider must have a servant’s heart that offers compassionate care, goes beyond the box to meet people’s needs, has commitment to organization’s values, mission, and vision, and expressed care in a continuous chain of light from care giver or provider to every patient, fellow caregiver, and one's

Compare and contrast Research Paper Example | Topics and Well Written Essays - 500 words - 1

Compare and contrast - Research Paper Example To begin with, the integrative negotiation strategy is stipulated as expanding the agenda negotiation strategy. As the name suggests, it aims to expand the boundaries of the negotiation by bringing in new ideas and issues to the negotiation situation that did not previously exist. Through this strategy, the parties are able to trade issues that are less important to them while retaining the more relevant issues to them and hence achieve the outcome they needed in the negotiation (Hatfield, Agoglia & Sanchez, 2008). Problem solving approach is the second form of an integrative negotiation strategy. This is a learning approach that is mainly aimed at identifying the interests of the involved parties and gathering information aimed at coming up with new solutions to the involved parties in the negotiation situation. It is mainly applied in an auditing negotiation situation whereby the auditor uses additional information to safeguard his desired outcome while still giving the client an avenue to feel that his objective was also achieved (Hatfield, Agoglia & Sanchez, 2008). Integrative negotiation strategy can be applied in the work setting whereby both parties will lose heftily if an agreement is not reached and where one party does not have undue influence over the other. An example is in negotiation situation involving a manufacturer and a sole supplier of its raw commodities. The two parties need each other and hence problem solving or expanding the agenda using data collection will have to be employed to come up with a decision that favors both parties (Hatfield, Agoglia, & Sanchez, 2008). In contrast, a distributive negotiation strategy is achieved using the interplay of three principles; conceding, compromising or contending. When contending is applied in a negotiation situation, it is mainly aimed at making the other party comply or resisting

The World is Flat Essay Example | Topics and Well Written Essays - 500 words - 2

The World is Flat - Essay Example For skilled students however, it meant greater opportunity because he or she can apply for jobs beyond his or her geographical location. In addition to being really good with my area of expertise, I should also learn other skills such as computer skills because technology is the way of the future. Almost all jobs virtually involve technology and I must equip myself with this skill to make myself employable. I must also learn how to work with other people of different cultures because the work setting in the future will be characterised by diversity where people of different nationality will have to work together. Online base jobs are one of the world flattener. They are one of the world’s flattener because it makes people mobile in terms of seeking employment without even leaving their homes. They are as productive as those who go to office except that they are working in the comfort of their homes. Business organization are already adapting to these kind of work structure which they call telecommuting recognizing the advantages it offer both to the company and the

Criminal Profiling Term Paper Example | Topics and Well Written Essays - 1250 words

Criminal Profiling - Term Paper Example The origin of criminal profiling can be traced back to the 19th century where researchers such as Alphonse Bertillon and Hans gross realized the potential of criminal profiling (Turvey 3). In the 1880s, the Metropolitan Police made the first examination in the murder of prostitutes. They were successful because they found Jack the Ripper guilty of the offence through the evidence gathered from the crime scene. To come up with a criminal profile the following approaches are followed. The first approach is the geographical approach whereby the patterns in relation to the location and timing of the scene of the crime are analyzed, which then helps in identifying the location of the offender. Second is investigative psychology that uses the theory of psychology in analyzing and identifying the true characteristics of the criminal. This is achieved through looking at the analyzed offending style and behavior of the crime. Third is the typological approach, which focuses on the specific characteristics, portrayed by the scene of the crime and then the offender is categorized according to ‘typical’ characteristics identified. Finally is the clinical approach that is useful in identifying whether the criminal is suffering from psychological abnormalities. In the case of a homicide, the FBI gathers the information about the offender(s) through four phases. The first phase is the antecedent, which involves investigating the fantasy or plan of the murderer before the act. The second phase is method and manner, which tries to determine the type of victim the murderer chose and the manner and method used in the murder such as stabbing, shooting, and strangulation. The third phase is the body disposal, which tries to identify if the murder and disposal of the body took place at multiple or one scene. The fourth and final phase is the post-offence behavior, which investigates whether the murderer is trying to inject himself

Essentials Mangement Essay Example | Topics and Well Written Essays - 1750 words

Essentials Mangement - Essay Example â€Å"Without inspiration the best powers of the mind remain dormant, they is a fuel in us which needs to be ignited with sparks† (Johann Gottfried Von Herder, n.d) Motivation is accepted as the driving force behind every human action and organizational principles; whether it is traditional or new, also give much importance to motivation in a business setup. Human actions are primarily for certain goals and anything which helps them to achieve these goals will motivate them. Organizations are spending a substantial period of time in researching about the possible methods or strategies which can motivate the employees. Traditional methods like the rewards and punishments are not enough at present and the employees are thinking something beyond that because of the changing culture, social norms and life styles. The question of a generalised theory of motivation is on card for long time and many business experts are divided in their opinions about the above issue. This paper crit ically analyses the possibility of a generalised theory of motivation at work place. From the above diagram it is clear that achievement, recognition, nature of work and responsibility are the key motivating factors whereas how the business is run, supervision, work conditions and pay scale are the main areas which can demoralize or prevent the workers from achieving job satisfaction. An employee will be definitely motivated, if his achievements are recognized and complemented by the organization. For example, a worker who completes a project efficiently, economically and before the schedule should be complemented by some rewards which will boost his energy for improving his productivity further and further. On the other hand, if the organization fails to respond such outstanding piece of works will definitely prevent the employees from making a conscious effort

United Health Group Essay Example for Free

United Health Group Essay 1.Describe clearly the accounting changes Harnischfeger made in 1984 as stated in Note 2 of its financial statements a.Harnischfeger registered as a net sale the final sales amount of products bought from Kobe instead of only the gross margin received per unit. It has also taken in consideration the financial statements of some subsidiaries (but not all of them) to increase net sales. 2.What is the effect of the depreciation accounting method change on the reported income in 1984? How will this change affect profits in future years? a. In the case of depreciation of some type of assets, Harnischfeger is adjusting its depreciation policy to the straight-line method from accelerated methods, which let the company increased net income as the adjustments are being applied retroactively. This change will increase net income in the coming immediate years, but the depreciation expense will be present for a several more years since the straight-line method is being used. 3.What is the effect of the depreciation lives change? How will this change affect future reported profits? a.As mentioned before since straight-line method will be used, depreciation expenses will be more realistic. The change will increase profits immediately but reduces them in the following years. 4.The depreciation accounting changes assume that Harnischfeger’s plant and machinery will last longer and will lose their value more slowly. Given the business conditions Harnischfeger was facing in its primary industries in 1984, are these economic assumptions justified? a.Yes, I believe it was totally justified since revenues went down to $398,708,000 in 1984 from $447,461,000 in 1982, specially taking in consideration that 1984 revenues include other subsidiaries income that were not part of 1982 financial statements.

Blue Tooth Technology Essay Example for Free

Blue Tooth Technology Essay Bluetooth is an open standard for speech and data transmission. Besides the applications for this new technology, e. g. the wireless connection between mobile station and terminal equipment, also the structure of the Bluetooth system architecture is presented. The set-up of so-called short-range ad hoc networks (piconets and scatternets) will be introduced. Bluetooth wireless technology is an open, accepted standard for wireless communication which means that Bluetooth electronic equipment can communicate as long as they are within approx. 10 meters of each other, making it possible to transfer data, speech, music or images without a physical connection. The mobile telephone manufacturer Ericsson invented Bluetooth technology, naming it after the Viking King Harald Bluetooth. Just as King Harald Bluetooth united Denmark and Norway, Bluetooth technology â€Å"unites† various types of electronic equipment to form a coherent whole. Ericsson formed the foundation for Bluetooth as early as 1994, but the standard was not ready for use until 1998. The first Bluetooth products came on the market in 2000. Today, Bluetooth technology can be found in all types of electronic equipment – including mobile phones, mobile headsets, PCs, keyboards, mouse devices, printers, GPS navigation units, video cameras and pocket PCs – and new products are emerging every day. Today, Bluetooth technology is an essential everyday tool to be found in a variety of electronic equipment. The technology makes it easy to transfer speech between a mobile phone and a headset, a mobile phone and a pocket computer or images from a digital video camera to a PC. Even though two Bluetooth units can find each other and be connected, because they both comply with the standard, it may not necessarily make sense for them to speak to each other. For instance, a Bluetooth mouse would not profit much from a connection with a digital camera, or a headset with a keyboard. The basic requirement for Bluetooth units to be able to communicate is that they are located within 10 meters of each other. That is the range of the Bluetooth radio waves – at least under the current standard. The study intents to (1) know the key features of Bluetooth technology; (2) evaluate Bluetooth Special Interest Group (SIG) and its key role in maintaining specifications of the protocol, profiles, testing and qualification, interoperability and compatibility and; (3) how Bluetooth applies to wireless technology. II. Background As Bluetooth technology becomes more common, however, we will undoubtedly see CD players that send sound to amplifiers via Bluetooth, which then transfer the sound to speakers in the same way. A Bluetooth enabled pocket computer will automatically synchronise with a company’s diary and make sure that the day’s e-mails are ready to be read on the screen. And car radios will turn the music down and transfer the speech from a mobile phone when it rings (see â€Å"Bluetooth†. New Standard Encyclopedia, pp. 36-38). Moreover, the Bluetooth brand is now recognized worldwide on products with short range wireless communication capabilities. The brand is a label that is not a single company technology but is shared by many members of the Bluetooth SIG. The brand is applied to devices implementing the Bluetooth technology; even if it says little about the way the technology works (see â€Å"Bluetooth†. New Standard Encyclopedia, pp. 36-38). III. Discussion A. Features of Bluetooth Technology The logo for Bluetooth is based on Runes surrounding the legend of Harald Bluetooth. Bluetooth the technology is based on communications central to man’s own personal space. Fundamentally Bluetooth operates within the Industrial, Scientific and Medical (ISM) band at 2. 4 GHz. It is a short-range wireless communication standard defined as cable replacement for a Personal Area Network (PAN) (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). Figure 1 is the Bluetooth Logo. A cable replacement standard has been defined because cables limit mobility of the consumer; they are cumbersome to carry around, are easily lost or broken. Often connectors are prone to difficult to diagnose failures; or are proprietary. To counteract these limitations Bluetooth is designed to be light and portable. It can be embedded to take the riggers of physical knocks and shocks. It includes standards and protocols to make it mobile, robust, reliable and not limited to one manufacturer (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). The operating band also fits the goals of Bluetooth, imposing requirements as a cable replacement. The cost needs to be comparable with cable. Reductions can be achieved by operating in the licence free 2. 4 GHz ISM band, keeping backward compatibility wherever possible lowers the cost of ownership by avoiding upgrades and having a relaxed radio specification enables single chip integrated circuit solutions. It also needs to be as reliable and resilient as cable and cope with errors and degradation caused by interference. For mobile devices it must be compact, lightweight, low power and easy to use (see â€Å"Bluetooth†. Grolier Encyclopedia of Knowledge, pp. 87-94). A. 1 Frequency Hopping We have addressed the reasons for the Bluetooth without delving into the ‘nuts and bolts’ of the technology to discover how it operates. For the majority of countries the ISM band used by Bluetooth is available from 2. 40-2. 4835 GHz, although some countries impose restrictions. In this band Bluetooth uses Frequency Hopping Spread Spectrum (FHSS) techniques in order to improve its immunity from interference (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). In unrestricted countries the radios hop in pseudo random sequences around all available channels, this equates to 79 RF channels with a channel spacing of 1 MHz. Starting at a base frequency of 2402 MHz then the frequency of the channels, f, can be expressed as: f =2402 + n MHz where, n, is the channel number with an integer value in the range of 0 to 78. In restricted countries a limited frequency hopping schemes with just 23 channels is used and is catered for in the Bluetooth specification. Both hopping schemes have a 1 MHz channel spacing making it possible to design a simple radio interface whereby the baseband only has to specify a channel number and the radio multiplies this up to the appropriate frequency offset (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). In this FHSS scheme there are 1600 hops per second, which is a hop every 625  µs. Part of this hop timing is taken up by the guard time of 220  µs allowing the synthesizer time to settle. The frequency hopping implements time division multiplexing as shown in Figure 2. The basis of the scheme has the Master device transmitting in the first 625 us slot, k, and here the Slave receives. In the next slot k = 1 the Slave is permitted to transmit and the master listens (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). Figure 2: Frequency Hopping, master and slave interact on corresponding slots The radio must be able to retune and stabilise on a new frequency within tight time constraints. This is pushed further when establishing a connection; the hop rate can be shortened to every 312. 5 us. As the radios are constantly hopping to different radio channels, this ensures that packets affected by interference on one channel can be retransmitted on a different frequency channel. To further enhance resilience both ARQ (Automatic Repeat reQuest) and FEC (Forward Error Correction) form part of the specification (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). One drawback with the normal hop sequence is the time taken for production testing. Bluetooth ensures adequate frequency coverage with a test sequence allowing the radios to be tested at a faster rate (see J. Bray and C. F. Sturman, Bluetooth: Connect Without Cables†, Prentice Hall). A. 2 The Bluetooth SIG and Specifications If the success of Bluetooth is measured by its initial interest alone then its prominence has already been assured. Before products were on sale, hundreds of companies joined the Bluetooth Special Interest Group (SIG) and the Bluetooth brand became recognized worldwide. Before investigating the technology further it is appropriate to comment about the role played by the SIG, the administrative structure of which is outlined in Figure 3. With membership of the SIG nearing 2500 members it is only right to look at how the SIG works to promote, shape and define the specification and position Bluetooth in the market place. Positioning of the technology is important when you consider other wireless technologies that share the same ISM band, e. g. IEEE802. 11b, HomeRF and DECT. Differentiation is key in avoiding confusion of potential users.

Leadership and the current leadership approaches

Leadership and the current leadership approaches The literature review will start by a brief definition of leadership and current leadership approach. It also specifies the concept of modern management which will be discussed with directive towards the modern management approach and capabilities. The relationship between the leader and follower will be explained. In additional to that changed nature and perception changed from the modern face of the businesses will be explained. Current leadership, modern management approach and the current practices of businesses in todays market place are defined and the literature will explore how current leadership and modern management are inter-related or overlap; considering the global concept or face of todays businesses. 2.1.1 Leadership: As a Definition In last 60 years, scholars gave 65 different definitions regarding the dimensions of leadership (Fleishman and others., 1991) and also difficult to understand as it depends in which it is classified and perceived. According to Buchanan and Huczynski, (2007), Leadership is symbolized as power, authority and influence. Moreover, the organizations of current business concentrate mainly on the building of team, formation of the networks, and to plan knowledge to achieve a common goal. In the competitive business world leadership seems to be diminishing due to the usage of power and authority when taken in to consideration. In the present trend leader is considered as an individual with the goals and ability to lead the bottom hierarchy to reach the goals of an organization. Another definition given by Northouse (2007) defines leadership as Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Bass (1990, pp. 11-20) also defined the term leadership as, a process where the leader is at the centre of group change and activity and embodies the will of the group. During the period several scholars gave various theories of leadership and author will explore more about the theory widely accepted and most relevant leadership theories which are adopted by modern business practices. Management and leadership have some common characteristics; leadership has been defined as a process of influence leading to the achievement of desired purposes. Whereas management involves, the efficient and effective maintenance of an organizations current activities, and the implementation of policies (Bush and Glover, 2003), which differentiates it from leadership. The theories of leadership suggest that an effective leader has a great influence on the team and the organizational goals as the behavior of the leader influences the behavior of an individual. Burns (1978) proposed two forms of leadership in particular which compromises transactional and transformational. Transactional leadership focuses on the real motives or goals of the organization, be it political or managerial and concerned about the overall organizational development (Burns., J.M, 1979, pp.11). The transactional leaders and followers exchange of needs and services are to accomplish independence objectives (Ser giovanni, 1991). In transformational leadership, a leader engages with others and creates a connection that surges the level of motivation and morality in both the leader and the follower (Northouse, 2007, p. 176). The transformational leadership theory relates to the intellectual stimulation and charisma of the individual leaders (Bass, 1985). The transformational leaders have the ability to create support for their vision by empowering others to take responsibility and powerfully project it. According to Bennis (1993), transformational leaders penetrate the soul of others and affect their awareness to strive for greater ends. Thus, it is challenging to create a leadership talent pool. Leadership activities can be demarcated, defined or outlined and learning opportunities created. Still certain qualities are specific and needs to be selected into the talent pool and needs development at personal level than professional or technical. There is a growing recognition that there is a need to acknowledge the importance of leadership feature for organizations competitive edge (Gibbons, 1999). It is essential for betterment of the current practices and also for transformation of the organization for the future. This learning is sustained or exists in the organizational processes and systems and not just in individual minds of its members and the leadership that solely relies on the heroic efforts might not be sufficient when changes are required in large systems (James., K, CEML, June 2000). 2.1.3 Current leadership approach According to Perren., L (CEML, 2002), over the recent year there have been seen significant changes in what is required of good leaders. Those organizations will undoubtedly face serious problems in an ever more uncertain future, whose leaders do not respond to these required new ways of working. The Council for Excellence in Management and Leadership (CEML) reveal significant shortages in leadership skills such as: à ¢Ã¢â€š ¬Ã‚ ¢ Creating a sense of vision in a fast changing environment à ¢Ã¢â€š ¬Ã‚ ¢ Motivating people and leading them through change à ¢Ã¢â€š ¬Ã‚ ¢ Being innovative in products and services and ways of working. The best practice case studies highlighted the following six elements of inspirational leadership. They genuinely care about their people, involve everybody, show lots of appreciation, ensure work is fun, show real trust and listen a lot (cited in: Perren., L, CEML, 2002). The table 2.1 reflects that the followers desire in the leaders; views of both exceptional leaders and best practice case studies findings (DTI, December 2003). From the viewpoint of leaders From the viewpoint of followers à ¢Ã¢â€š ¬Ã‚ ¢ Strong communication storytelling and listening à ¢Ã¢â€š ¬Ã‚ ¢ Genuine shared vision à ¢Ã¢â€š ¬Ã‚ ¢ Passion for learning and intense curiosity à ¢Ã¢â€š ¬Ã‚ ¢ Having fun and very energized à ¢Ã¢â€š ¬Ã‚ ¢ Real confidence and trust in their teams à ¢Ã¢â€š ¬Ã‚ ¢ Focus on developing people à ¢Ã¢â€š ¬Ã‚ ¢ Strong self-belief, coupled with humanity and humility à ¢Ã¢â€š ¬Ã‚ ¢ Respect for employees and customers à ¢Ã¢â€š ¬Ã‚ ¢ Committed to giving something back and to making a significant difference à ¢Ã¢â€š ¬Ã‚ ¢ Commitment to developing people à ¢Ã¢â€š ¬Ã‚ ¢ Clarity of vision and ability to share it with their people à ¢Ã¢â€š ¬Ã‚ ¢ Dogged determination and often relentless à ¢Ã¢â€š ¬Ã‚ ¢ Passion for and pride in what they do à ¢Ã¢â€š ¬Ã‚ ¢ Clear standards of ethics and integrity à ¢Ã¢â€š ¬Ã‚ ¢ Very strong focus on priorities à ¢Ã¢â€š ¬Ã‚ ¢ Not afraid to show some vulnerability à ¢Ã¢â€š ¬Ã‚ ¢ Willingness to take risks à ¢Ã¢â€š ¬Ã‚ ¢ Regular use of reflective periods à ¢Ã¢â€š ¬Ã‚ ¢ Almost universal dislike of jargon Table 2.1: Most prevalent leadership characteristics: Source: DTI, December (2003) The top six ranked attributes of a leader include; Enabler, Team builder, Social adaptability, Enthusiastic learner, Reflective and Self-belief. The other attributes include; Visionary, Legacy Builder, Single Mindedness, Opportunity Awareness, Enthuse, Developer, Values Champion, Consistent, People Champion, Customer Champion, Self-reliance, Proactive and Knowing what works. Three quarters of followers want their leaders to create and demonstrate trust, vision and respect. Particularly the middle and junior managers are dissatisfied with the remoteness of the top management (DTI, December 2003). To understand the relationship between the leader and follower in an organization, it is must that to understand the word follower. In this research follower refers to those who report to a leader in an organization and follow their viewpoint for achieving the goals for their organization. It is an interesting topic to read and find out how leaders and followers are associated to each other in the leadership process which can be a relationship between superiors and subordinates. Leaders need followers, and followers need leaders (Burns et al, 1978, cited in: Northouse, 2007, pp.3). The whole responsibility and burden is on the shoulder of the leader even though there is a strong relationship between leader and follower. Leader is responsible to motivate the subordinates and achieve the organizations goals. According to Buchko., A.A, (2007) indicates that research suggests that the values of a leader are of significant importance while they are also inherited by the subordinates and t he leaders who exhibit a well built value-based behavior of management which tends to inculcate the similar behaviors in their subordinates. The values refer to the similar design and the belief among the people which bind them together in an organization and the common values inherited in an organization which are named as the core or of the inherent values and how they are exhibited has a unique influence on the execution of the firm is represented in diagram 2.1 (cited in: Buchko., A.A, 2007). Consequently it can be said that the strong leadership qualifications and potential have a great impact on value-based management and the total firm execution. Figure 2.1: The relationship of organization values to performance Performance Market share Products Services Business Processes: Marketing Operations Finance Investment Logistics Service Administration Etc. VALUES People: Behaviors Decisions Creativity Source: Buchko., A.A, (2007), pp. 38 Research suggests that the efficient leaders are those people on the basis of which the followers respond to the leaders who tell them that their work is their first priority. To maintain the followers in motivated path and get them involved in era of change, it is critical that the leaders must create a culture in the organization which stimulates the fun at work apart from execution (DTI, December 2003). One of the research on the soft approach of qualifications of leader (Crosbie, R., 2005) indicated the following 8 unique qualifications of leaders: collaboration/ teamwork; communication skills; initiative; leadership ability; people development/coaching; personal effectiveness/personal mastery; planning and organizing, and; presentation skills Leader must also be able to develop collective self confidence, give voice to all people, and view leadership as learning. The idea of leadership just being about having a vision, aligning and selling it to people is a bankrupt idea (James., K, CEML, June 2000). This is supported by Edge (2007, pp. 039), suggesting that in todays business organizations the work of leading and managing potentially involves multiple leaders including individuals who have not had any formally designated leadership and management positions and does not just include the CEO or leadership teams. 2.2.0 Endeavour to relate management and leadership skills, capability and abilities In this research modern management has to be defined to link between management and leadership attributes. In modern times management and leadership are inter-linked, therefore it is must to have knowledge about management and leadership skills, capability and abilities and both are required in modern managers and leaders. So, it is important to examine and investigate the existing literature on these attributes. 2.2.1 Modern management approach In modern era of management, the directors should have a complete understanding of leadership because it is one of the independent activities important to influence one of the four functions basic managerial functions apart from planning, organizing and controlling. Leadership was considered qualification for a success of organization and along with the rise in technology and the international business, leadership is given more preference. In todays business world manager requires more skills apart from management skills (Certo, 2003). Weekes, S (2007), supported and also suggested to apply the significant changes so that individuals at all the levels have a capability to make decisions and become future leaders. To achieve the organizations success the executive has to understand the difference between managing and leading and also combining them when needed. Weekes recognizes that the combination should show a calculated focus on the process of organization (management) with the tr ue concern for the workers (leadership) (The Edge, 2007, pg. 026). 2.2.2 Defining management skills Decision making is one of the prime factors in management includes capacity to explore and identify opportunities to make use of resources efficiently. The principal elements included in management and leadership practices include managing people, process, structure, strategy and innovation. Critics also argue that managers need to have shift management capabilities from risk averse, hierarchical approach towards the approach that is more people oriented. It is also associated attributes such as inspiring, developing talent and performance management by providing clarity (IES, 2006). Other skills like organizational skills and technical knowledge which are also defined in literature (Tamkin, P., and Denvir, A, 2006) are depicted in table 2.2: Table: 2.2 Skills needed by todays managers Creativity and the management of change: Robert Chia (1996) strongly argues the need for managers to develop entrepreneurial imagination. Innate factors: According to Mabey and Thomson (2000); the most important factors in making an effective manager are experience, personality and inherent ability. Beech (2003) also strongly supports this. Soft skills: Mabey and Thomson (2000) suggest that the skills most needed in this century are the softer skills leadership, team working, people management and customer focus. Generic Skills: According to the Council for Administration management skills are considered as a specific category of generic skills. They support that the management skills are no longer constrained to Managerial occupations. Customer Relations: Chartered Management Institute concluded in the survey that customer relations are rated as the most important determinants for organizational future success by the managers. The need to manage change: According to Winterton et al., (2000) new management development activities are required for need to manage change. Leadership and strategic thinking: According to Kettley Strebler (1997) senior managers need to think strategically, analyze information, solve problems and make decisions. Source: (Tamkin, P., and Denvir, A, 2006) 2.2.3 Management and leadership capabilities The core areas of capabilities development in management and leadership by the modern professionals, who are responsible to both their staff and people who rely on them for services, has been shown in Table 2.3: The author argues that the below mentioned skills and capabilities required in managers cannot be achieved unless a communication channel with followers is developed by a manager. The key skill of communication is to link all these areas and the ability to engage people is the area of critical success regardless of the area of endeavor (CEML, April 2002). Also, there is an increasing complexity in todays businesses and poses multiple challenges which requires both management and leadership skills (ibid). Table 2.3 Capabilities required in managers Leading Strategic Direction: This includes capability to match the external threats and opportunities with internal strengths and weaknesses. Also, includes potential to act as catalyst for strategic decision making, quality and innovation. Managing Client/Customer Relations: This suggests a clear understanding of who the customers or clients are and what they want? About their environment and what will make them happy and satisfied with the services. So, it includes delivering a quality service, relationship building and ability to measure effectiveness and satisfaction. Managing and Leading People: It includes elements such as developing shared values and inspiring shared vision. Supporting and developing teams and individuals and optimizing diversity and talent. It includes the performance management capability of effective delegation such as, setting clear objectives, reviewing achievements, giving feedback and recognition. Making it Happen: It includes operational planning, resource management, project management, operational planning and continuous process improvement. Source: CEML (April, 2002) 2.2.4 Management and Leadership Abilities In competitive world of business managers has to face multiple challenges which require both management and leadership skills. In large organizations, there are many pressures on managers to perform and to be accountable for multiple stakeholders. For efficient running of an organization executive has to motive, inspire and also guide their vision fits with both the interests of other stakeholders and the reality of the changing world. The management competence and leadership abilities previously were limited to needs such as abilities to inspire, motivate and enable people to do things differently to achieve newer levels of performance and customer satisfaction which in turn resulted in lacking of managers and leaders for the modern organization. Figure 2.2 (For detailed figure refer appendix C) depicts the Management and Leadership Abilities Framework, which clearly highlights the crucial combination of people abilities, task abilities and thinking abilities that lead to excellence in management and leadership in an organization (CEML Final Report, 2002). Figure 2.2: Management and Leadership Abilities Framework Source: CEML Final Report (2002), pp. 11 Thinking abilities are represented by thinking strategically. Task abilities include the abilities to manage information, manage resources and manage activities and quality. People abilities include the abilities to manage relationships, manage self, manage and lead people and lead direction and culture (Perren, L. and Burgoyne, 2002). Management and leadership are the key factors for the success of an organization and complement each other (Darling et al., 2007) and can be seen as two overlapping functions. The fundamental differences between management and leadership are: Managers administer; leaders innovate. Managers maintain; leaders develop. Managers control; leaders inspire. Managers are short-term oriented; leaders long-term. Managers ask how and when; leaders ask what and why. Managers typically imitate; leaders originate. Managers accept the status quo; leaders challenge it. Managers do things right; leaders do the right things (Darling., J.R and Nurmi., R.W, 2009, pp. 206). In spite of the fundamental differences as quoted above which reflect on the differences in types of personality; it does not specify which one is better than the other because the two sets of functionalities are necessary for the good execution of an organization. In the order with the expertise in the two paradigms that an individual must develop, learn and consolidate the attributes which were not inherited in basic personality (darling., J.R and Nurmi., R.W, 2009). 2.2.5 Benefits of leadership and management skills in managers A good leadership and the management are the primary basis for delivering services, quality of execution, investment and productivity obtained in the public and private sectors. The principal elements included in management development considers: existence of education and qualification, formal and informal training, job based learning or experience personal factors or motivation and engagement (Tamkin., P and Denvir., A, 2006). A better execution of organization due to the good management would carry out to: Managers with better skills who can be associated with greater innovation, performance, business growth and also higher survival levels of business. Managers with better skills to implement better management practices, i.e. good quality processes, RD activity and people management. This would be associated with better performance. Recognition of higher level of skills by labor markets would lead to better managers receiving higher salaries, being promoted more and less likely to face unemployment (ibid). The executives also show the capacity to adapt to change constantly and to fast mobile environment of businesses and in this manner they carry their people with them by the process of the change. Several benefits include (EFQM, 2003): Clarity of purpose and direction within the organization. A clear identity for, and within the organization. A shared set of values and ethics. Consistent and role model behaviors throughout the organization. A committed, motivated and effective workforce. Confidence in, and within the organization even in turbulent and changing times In the present literature review it is obvious that a true mixture of skills, capability and ability is the need for the hour of the modern directors to be good leaders. So at this stage it will be interesting to study the nature of the modern business. 2.4.0 Comparative quality and performance of UK management The IES (Tamkin et al., 2006) explored the quality of UK management both within UK as well as the non-UK multinationals. The negative aspect was that the UK managers are risk reluctant and unwilling to treat the poor execution or conflict and are overly hierarchical. Positive side they were sensitive and entrepreneurial. It was seen that one-third of managers and half of the juniors managers evaluated the quality of leadership; particularly inspiration as poor in their organizations with development of leadership given a low suitability by employers. Research suggests that employee view about their manager reflects on their attitudes towards work and the fact results of businesses. According to Rucci et al. ,1998; Barber et al. ,19992 ; Purcell et al. 2003; there is a growing importance of managers role in motivating staff (cited in: DTI, 2003). It was noted that UK companies are less strategic and less forwards focused. The established companies always seek for empowering, energetic and people focused managers. On the other hand it is seen that the problem is with the lack of vision and strategic direction in the organizations rather than the possibilities of management in UK and consequently it is question of leadership rather than direct management (Tamkin., P, Mabey., C and Beech., D, April 2006). It has been argued by Darling., J.R and Nurmi., R.W (2009) which until recently it was thought that top level management should only work on the strategies and leadership was considered as part of skills in the middle-managers and the supervisors. They propose that it is now clearer that to successfully delegate and apply the strategy; not only the middle-managers and supervisors but also top management are necessary to explain leadership skills since they discover the strategy and constitute the essence of its existence. Thus, it is accepted, is carried out and well understood that planning and implementing a strategy are not two separate enterprises and they tend to over-lap organizationally (ibid). Survey of followers at various levels of management functioning in the large variety of organizations in UK confirms that the todays labour is sophisticated, informed and diverse than before and so people are still looking for an organizational leadership which is different and better. Research suggests that the organizations did not evolve effectively to satisfy the needs of todays high performance workplace. Existence of an excessive command, control and bureaucracy behaviors in UK organizations which result in inhibition rather than improvement of the organizational performance (DTI, December 2003). With the issues of management and leadership; it is discussed that UK companies are less advanced in context to creating a progressive structure for the development of management and also in linking HR practices to the business strategies. The organizational culture becomes less flexible while companies are becoming more established and developed further. One requires it for them to ev oke their drive and dynamism (Tamkin., P, Mabey., C and Beech., D, April 2006). So, it can be suggested that there is an urgent need to develop the management and leadership skills in the organizations in order to meet the demands of current business environment. 2.4.1 Management and Leadership development (MLD) and its context in an organization An effective and competing business response is to create new business structures (Tamkin et al., 2006) and the essential key with this is to discover how to do; which again places more requirements on managers. Porter and Ketels (2003) proposed that to succeed with the strategies of company towards higher level of innovation, goods and services; change in point of view is must. It is also essential for the managers and leaders to distinguish between the task leadership and the process leadership (Rees., W.D and Porter., C, 2008). They stated that if task is too complicated and the leaders become too much implied with task and neglects leadership process; it can have poor consequence in group performance. In order to achieve this distinctive quality of a leader; the individual needs to gain some experience. Consequently, in an organization the managers cannot begin their careers at senior levels undertaking strategic responsibilities; with the difference of the directors for which th e route is much of clairifiant with the role and the sets by convention definite of responsibilities. But even for managers at the entry point is as specialist and then they progress in their career undertaking managerial responsibilities later (Rees., W.D and Porter., C, 2008). So it is understood that the excellence of an organization depends on the leaders who have the uniformity in their execution and vision. The leaders at various levels in such organizations combine and they motivate and inspired their employees as well in the organization towards the model behavior by excellence, performance and role model behavior (EFQM, 2003). As also indicated by Darling., J.R and Fischer., A.K (1998) that at a multinational firm the management team is mainly enhanced by each individuals interactive style which can together affect the collective achievements and individual accomplishments. The EFQM model as shown in figure 2.5 (cited in: Augustus, E.O et al, 2005), highlights the other crucial aspect of leadership such as; people management, policy and strategy, performance management that includes people, customer and social results (Armstrong, 2006, pp.124) other than a process to achieve results. Fig. 2.5 The premise undermining strategic quality management, TQM and EFQM Excellence Model Source: Augustus, E.O et al, (2005) and EFQM, (2003) Effective leadership management teams are integration of four styles of behavior known as; Relater, Analyzer, Director and Socializer in each individual. Thus, leadership skills and capabilities are essential in every management workforce than just one or few individual who head the company (Darling., J.R and Fischer., A.K, 1998). Although management and leadership are now considered on current basis of similar structures and even to a large level as interchangeable but at same point of time Darling, J.R and Nurmi., R.W, (2009) argue that these two organizational roles are distinguishing responsibilities. They propose that management positions includes responsibilities that come with the particular position in an organization and managers must essentially have managerial competencies such as lawyers, doctors, artists etc. leadership refers to the personal skills and abilities such as vision, communication and influential aspects of their capabilities. Despite these differences; Darli ng., J.R and Nurmi., R.W, (2009) support the fact that combination of these two roles is beneficial and valuable (Collins and Porras, 2002) for the success and development of a firm. On the other hand Svensson., G and Wood., G (2005) argue that even though it is favorable to have effective leadership in management that characterizes higher degree of skillfulness but in minor or major level the coincidence of timely precision at the right place, right time rather than skillful leadership; is responsible for the success of an organization. It was also supported by Rees., W.D and Porter., C, (2008) suggested that the effective leadership and management engage a commitment to set appropriate skills that match with situations. Understanding the requirements of leadership in a particular circumstance can help people adapt to the changing situation, but not necessarily it could be in a significantly different situation where the ability of people to adapt may be restricted. Therefore, they suggest that however some skills can be developed but it is unlikely to develop the skills which are consistent with the basic personalities of people aspiring to be leaders. At the s ame time, the generic qualities which are associated with leadership and also abundant to expect all these qualities in one individual are quite unrealistic. With all these issues the individual must have specific expertise which further adds on to the problem (ibid.). Borgelt., K and Falk., I (2007) suggests that the effective leadership is based on the collective leadership intervention and not on attributes in a single leader to achieve organizational goals. Falk (2003) supports this by stating that the attributes or qualities of an individual leader are necessary but for an effective leadership it is not sufficient. So Borgelt., K and Falk., I (2007) suggest that effective leadership occurs through a more strategic approach towards management and leadership as shown in figure 2.6 that includes four stages namely; trigger stage, initiating stage, developmental stage and lastly management and sustainability stage. Figure 2.6: The design of effective leadership interventions Source: Borgelt., K and Falk., I (2007, pp. 126) Cook, P (2006) argues that, for the management and leadership development (MLD) the employers responsibility becomes increasingly crucial factor and many organizations are now taking responsibility for developing the necessary leadership skill needed in their managers more proactively. Author suggests that to gain a true value of MLD, each organization performance index in harmony with the needs of that firm. According to which the company can analyze various factors such as; what needs improvement? How to evaluate the improvements been made? Therefore, following these principles to enhance or incorporate the MLD; can be a valuable investment for the organization. 2.5.0 Summary In the literature the author has delve into the most relevant leadership theory of 21st century which is flip-flop approach of leadership. The general leadership means of arriving with key leadership skills as noticed by the followers and by different scholars has been deliberated. The essential business leadership and management abilities have been investigated. The passages of modern businesses have been investigated t

EE cummings :: essays research papers

Not every day, a writer changes the way people write forever. ee Cummings created his own style of writing, and many people use it to this day. Before Cummings all writing was based on the rules, Cummings made his own rules. Cummings writings have influenced many writers to make there own rules. Cummings had an amazing life. Not only was Cummings a writer but also an artist. Cummings was very intelligent, Cummings parents knew this and encouraged him to develop his creative gifts early in his life. Cummings work experiences changed his life forever. ee Cummings is more widely imitated and more easily appreciated than any other modernist poet. Edward Estlin Cummings was born, October 14, Cambridge, Massachusetts to Edward and Rebecca Haswell Clarke Cummings. THe cummings household include at various times Grandmother Cummings, MISS JANE CUMMINGS ("Aunt Jane"), EEC's maternal uncle, GEORGE CLARKE, and younger sister ELIZABETH ("Elos"), who eventually marries Carlton Qualey. EEC attends Cambridge public schools, Cummings parents encouraged him to develop his creative gifts early in his life. Cummings father Edward Cummings was a college professor at Harvard University and also later became a pastor at South Congregational church. In 1911Cummings Enters Harvard College, specializing in Greek and other languages He contributes poems to Harvard periodicals, is exposed to the work of Ezra Pound and other modernist writers and painters While at Harvard Cummings delivered a daring commencement speech on modernist artistic innovation, thus announcing the direction his own work would take. Cummings published his first poem in the Harvard monthly. In 1915 Cummings Graduates Harvard Magna cum Laude, and in 1916 Cummings receives M.A. for English and Classical Studies. After Harvard Cummings lives in New York with artist ARTHUR WILSON. Cummings Works for P. F. Collier & Son. Cummings joins Norton-Haries Ambulance Corps. Sails for France on La Touraine, meeting on board another Harjes-Norton recruit, WILLIAM SLATER BROWN, who will remain his lifelong friend. After several weeks in Paris ee cummings and Brown are assigned to ambulance duty on Noyon sector. Brown's letters home arouse suspicions of French army censor.

The Value Of A Jury System Essay -- essays research papers

The Value of a Jury System The Founders of our nation understood that no idea was more central to our Bill of Rights -- indeed, to government of the people, by the people, and for the people -- than the citizen jury. It was cherished not only as a bulwark against tyranny but also as an essential means of educating Americans in the habits and duties of citizenship. By enacting the Fifth, Sixth, and Seventh Amendments to the Constitution, the Framers sought to install the right to trial by jury as a cornerstone of a free society. The Framers of the Constitution felt that juries -- because they were composed of ordinary citizens and because they owed no financial allegiance to the government -- were indispensable to thwarting the excesses of powerful and overzealous government officials. The jury trial was the only right explicitly included in each of the state constitutions devised between 1776 and 1789 . And the criminal jury was one of few rights explicitly mentioned in the original federal constitution proposed by the Philadelphia Convention. Anti-federalists complained that the proposed constitution did not go far enough in protecting juries, and federalists eventually responded by enacting three constitutional amendments guaranteeing grand, petit, and civil juries. The need for juries was especially acute in criminal cases: A grand jury could block any prosecution it deemed unfounded or malicious, and a petit jury could likewise interpose itself on behalf of a defendant charged unfairly. The famous Zenge r case in the 1730s dramatized the libertarian advantages of juries . When New York's royal government sought to stifle its newspaper critics through criminal prosecution, New York grand juries refused to indict, and a petit jury famously refused to convict . But the Founders' vision of the jury went far beyond merely protecting defendants. The jury's democratic role was intertwined with other ideas enshrined in the Bill of Rights, including free speech and citizen militias. The jury was an essential democratic institution because it was a means by which citizens could engage in self-government. Nowhere else -- not even in the voting booth -- must Americans come together in person to deliberate over fundamental matters of justice . Jurors face a solemn obligation to overlook personal differences and prejudices to fairl... ... jury service. If the jury system is to remain a central institution of democracy and citizenship, it must be refined. Jury trials must attract engaged and thoughtful citizens; the rules of the courts must treat jurors as sovereign, self-governing citizens rather than as children. To this end, we suggest a number of reforms. In many instances, these changes would require no new laws, but merely a willingness on the part of the courts to unleash the common sense of the ordinary citizen. References Alschuler, Albert, "Our faltering jury.," Public Interest, Jan 1996, pp. 28. Culp, Douglass, "Do criminal juries let too many defendants loose?," Vol. 12, Birmingham Business Journal, 18 Dec 1995, pp. 15. Curriden, Mark, "Jury reform.," Vol. 81, ABA Journal, Nov 1995, pp. 72. McElhaney, James, "Jury instructions.," Vol. 81, ABA Journal, Nov 1995, pp. 91. Savage, David., "A jury of your peers.," Vol. 81, ABA Journal, Oct 1995, pp. 40. Zobel, Hiller, "The jury on trial.," Current, Nov 1995, pp. 8.

Life at college :: essays research papers

Term Paper   Ã‚  Ã‚  Ã‚  Ã‚  The person with whom I sat and collected my data for my term paper was a woman who works in the Ethnic Studies program in the library here at school. I interviewed her not because she work in Ethnic Studies, but because she, like myself was a member of a Greek-Letter organization. For the rest of the population that does not know, she is in a sorority and I am in a fraternity. Due to the fact that we had such a common ground, certainly there was a number of direction that my paper could have taken, but I focused it on the way it was when she pledged, and the way it is now and moreover why numbers of intakes are decline so rapidly in this part of the country.   Ã‚  Ã‚  Ã‚  Ã‚  The woman I spoke with was a girl, a member of Delta Sigma Theta Sorority, Inc. Delta Sigma Theta, along with eight other fraternities and sororities comprise the National Pan-Hellenic Council. This council is the housing body for these nine historically black Greek-Letter Organizations, more commonly named the â€Å"Noble Nine†. The oldest of these organizations is Alpha Phi Alpha Fraternity, Inc.(1908) and the youngest is the fraternity that I am a member of, Iota Phi Theta Fraternity, Inc.(1963). Lisa’s organization was founded in 1913, just the fifth of these organizations founded, and only the second sorority. As has been evidenced, with certain organizations having more years on others, some prejudices and stereotypes have been created and perpetuated, and this is where we began our discussion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"You guys weren’t even around when I pledged† was one of the first things Lisa said to me in our interview. Although, Lisa did pledge after 1963, Iota Phi Theta Fraternity, Inc., had not yet been an officially inducted in to the NPHC. Although Lisa takes a more pro-active and mature approach to learning about this new organization, there still remain a few that don’t. â€Å"I know about your organization, although they weren’t around when I was in school†, Lisa said. The minority of the Greek population feels as though if you weren’t around when the pledged, then you don’t exist or get recognized. Also the older the organization: the larger the organization. For instance, since Lisa’s sorority was founded an entire fifty years before mine, their membership is significantly higher. Some people from the old school of thought have being enculturated to hold the disposition that an organization’s wort h is directly related to its size.

Human Resource Management Essay

Acknowledgment First of all I am thankful to Almighty ALLAH, the Beneficent, the Merciful, for giving me so much strength and strength to work on this internship report and complete it successfully. I would like to express my gratefulness to all my teachers especially for giving me kind guidance and providing me a chance to work on this project right through from the start my courses. I am also thankful to all TEVTA Staff and training staff for his valuable suggestions, gentle supervision and encouragement throughout my internship. Along with all this I am very awful to the Human Resource Department of TEVTA and their cooperation during my stay in the organization. Especially I am thankful to those people of HRM Department who helped me in completing my Internship Report. VIRTUAL UNIVERISTY OF PAKISTAN vi TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY vii Executive Summery TEVTA was formed by an Ordinance No XXIV of 1999 promulgated by Governor of the Punjab. Government of Punjab passed an ordinance to provide for the constitution of the Technical Education and Vocational Training Authority (TEVTA) of the Punjab. The prime aim of TEVTA is to provide technically and skilled trained human resources to the Industry in the province, as per their demand. Another function of TEVTA is Develop and offer Need Based Short Courses in the sector of new technologies to the Industry and also to offer services for solutions regarding associated production problems and establish a Staff Development System to offer demand oriented teacher & instructor training and upgrading performance. TEVTA Regulate and develop standards of technical education and vocational training including internationally recognized curriculum, examination and  certification system and assess the Manpower Training Needs in the context of domestic and global markets. Technical Education and Vocational Training Authority (TEVTA) was set up by Government of the Punjab for promoting & enhancing technical education & vocational training in the province. TEVTA is operating about 25 Technical institutes/colleges, 114 commerce colleges, 303 vocational institutes and 17 Service Centres total 472 Institutions for this purpose & more than 11000 Staff is working under its umbrella. TEVTA also providing Training to their employees and students all over the Punjab in various technical courses. There are two sub-departments of Human Resource Management department. One is Training Department and second one is Career Planning department. This report briefly discussing the functions of HR department in TEVTA. This report also including the suggestions and points out the area in improvements can be. In this report I briefly discussed the business sector of TEVTA organization, history of the organization, nature of the organization, service lines of TEVTA organization. I have also presented the organization hierarchy chart with details of each department and introduction, I have also given the comments on organization structure that what is the impact of organization hierarchy on different factors and I VIRTUAL UNIVERISTY OF PAKISTAN vii TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY viii have also discussed the decision making impact, chain of command and span of control. I have also discussed the brief introduction of my department where I worked in and wrote the detailed description of operation and activities of the departments I worked in. Next I described HRM department hierarchy and its subdepartments. Next I explained the HR needs, sources of candidates, employment selection process, Training Need Assessment (TNA), Performance Appraisal, types of compensation and benefits, organization job changes, separations, layoff, labour management relations, terminations, resignation and retirement I have also discussed the promotion, transfer, demotion. After going through all these topics I have also included Critical Analysis and SWOT analysis of organization in the service sector. After that reader will find conclusion and recommendation for improvement of services. In this report I have explained all my observations and experience got in TEVTA during my internship tenure regarding HRD, recruitment and selectio n, performance appraisal. I go into the assignments with details given by the internship supervisors with detail of each assignment. I spent good time in learning and learnt to deal with different situations and had experience of organization environment. I would like to highlight that my experience with TEVTA organization was very memorable and full of learning’s. VIRTUAL UNIVERISTY OF PAKISTAN viii TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY  ix Table of Contents S. No Description Introduction Of Technical Education Sector 8-Brief introduction of the organization’s business sector 9-Overview of TEVTA a. History b. Nature of TEVTA c. Business volume d. Product lines e. Competitors 10-Organizational Structure a. Organizational Hierarchy chart b. Number of employees c. Main offices d. Introduction of all departments e. Comments on the organizational structure 11-Plan Of Your Internship Program a. Introduction of TEVTA Secretariat Lahore b. Starting & ending dates of internship c. Description of the departments 12-Training Program a. Descriptions of the operations/activities of the departments b. Descriptions of the tasks assigned 13-Structure Of The HR Department a. Department hierarchy b. Number of employees c. Descriptions of Sub Departments. 14-Functions of HR Department a. Human resource planning and forecasting ? HRP process ? Forecasting HR requirements ? Methods to forecast HR needs b. Employees Recruitment & Selection ? Sources of candidates ? Employment selection process c. Training & Development ? Training need assessment ? Employee development Page No 1 3 4 4 4 9 10 13 13 14 22 24 25 25 26 28 36 36 36. 39 39 39 41 41 42 46 VIRTUAL UNIVERISTY OF PAKISTAN ix TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY x d. Performance Management ? Setting performance standards & expectations ? How performance reports are written e. Employee Compensation & Benefits ? Type of compensation & benefits f. Organizational Career Management ? Employee job changes ? Job changes with the organization ? Promotion ? Transfer ? Demotion ? Separations ? Layoff ? Termination ? Resignation ? Retirement g. Labor Management Relations 15-Critical Analysis a. Success and failure b. Future prospects 16-SWOT Analysis a. Strengths b. Weaknesses c. Opportunities d. Threats 17-Conclusion Evaluation & Assessment 18-Recommendations For Improvement Solution of Discrepancies 19-Reference & Sources Used 20-Annexes 46 47 56 57 57 57 57 58 59 59 60 60 61 62 65 66 67 68 68 67 70 71 72 VIRTUAL UNIVERISTY OF PAKISTAN x TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 1 8-Brief introduction of the organization’s business sector The nature of this organization is to develop a skilled workforce for the local industry. TEVTA develops the skilled and technically experienced workforce for local industries. TEVTA also provides business solutions to industrial units. TEVTA playing very important role for Re-engineering and consolidate the existing technical education and vocational training system under one management structure. TEVTA Established close relationships with various sectors of economy namely Agriculture, industry, Services and Commerce. TEVTA Regulate and develop standards of technical education and vocational training including internationally recognized curriculum, examination and certification system and assess the Manpower Training Needs in the context of domestic and global markets. Another function of TEVTA is Develop and offer Need Based Short Courses in the sector of new technologies to the Industry and also to offer services for solutions regarding associated production problems and establish a Staff Development System to offer demand oriented teacher & instructor training and upgrading performance. E D U C A T I O N & T R A I N I N G SE C T O R Labour Market Bachelor of Technology (B. Tech. ) Diploma of Associate Engineers (D. A. E. ) Technical Education M. Com. B. Com. D. Com & DBA Apprenticeship Training Certificate G-II & G-III Certificate. Vocational Diploma/ Certificate Commerce Education Vocational Training High School Middle School Primary School VIRTUAL UNIVERISTY OF PAKISTAN 1 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 2 TEVTA is engaged in imparting technical education and vocational training through its 472 institutions which fall under the below mentioned categories. ? ? ? ? ? ? Government Technical Training Centres Government Technical Training Institutes Government Vocational Training Institutes Government Commercial Training Institutes Government Polytechnic Institutes Government Colleges of Technology. TEVTA in service sector also providing technical solutions to the industry. It registers the organizations through website interface and provides the solution of their problems registered with TEVTA. Courses of different levels and of different duration are being offered in TEVTA institutions to address the public and employer’s demand. In addition to vocational / technical courses of up to 3 years. â€Å"Degree courses for B-Com, B-Tech (Pass) and B-Tech (Honour) are also offered in Government Colleges of Commerce and Government Colleges of Technology†. In education sector TEVTA provides the cheapest education and training to their students that low cost syllabus books and practical and in some cases TEVTA charge no fee from students, free training materials is provided by the institutions and students are supported with stipend. TEVTA in education sector providing technical, commerce and vocational training education and occupied the large part of technical education sector in Punjab. All institutes registered with TEVTA are funded by TEVTA. TEVTA approves PC-1 and issues the finance to the concerned institutes. TEVTA helps all registered institutes with procurement, purchasing machinery and construction of institute buildings. TEVTA is in direct relationship with industry sector, education sector, agriculture, commerce and service sector. TEVTA develops the curricula with the consultation of industry sector like leather, textile and agriculture. VIRTUAL UNIVERISTY OF PAKISTAN 2 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 3 9-Overview of the organization TEVTA is a Technical Education & Vocation Training Authority board who is responsible for the technical education & training throughout the Punjab. It is formed by an Ordinance No. XXIV of 1999 promulgated by the Governor of the Punjab to fulfil the needs, wants and workforce of local industry by utilizing the vast network of training institutions. a. History TEVTA in collaboration with Chambers of Commerce & Industry, Lahore has established its help-Desk within the premises of Chambers of Commerce & Industry, Lahore. To assist/help the local industry by utilizing its vast network of training institutions, qualified and experienced faculty, to achieve the objectives of the project. Before TEVTA many technical institutes were working independently or under PSIC (Punjab Small Industries & Export Corporation). PSIC was established by the government of Punjab to support, development and promotion of all small industrial units in Punjab. In 1999 PSIC handover many technical institutes to TEVTA authority. In 1999 TEVTA started work and start serving the all technical institutes in the Punjab and conduct first academic session in Punjab. In 1999 all technical institutes in Punjab started registration with TEVTA authority. The session was conducted of all technical institutes in 1999. The TEVTA board was fully functional at the end of year 1999 and all academic activities started under TEVTA board in 1999. Mission Statement To enhance global competitiveness in Punjab, through a quality and productive workforce by developing demand driven standardized, dynamic and integrated technical education and vocational training service. Service Volume TEVTA’s business volume is spread through out the Punjab serving 459 colleges. TEVTA has 17 Service Centres in all over the Punjab, providing services to all the institutes. And PBTE (Punjab Board of Technical Education) is also working under TEVTA. 45000 students enrol every year in TEVTA and PBTE. 3 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 4 b. Nature of TEVTA TEVTA is a vocational authority board who is responsible for vocation training all over the Punjab. For this purpose TEVTA board has established PBTE (Punjab Board of Technical Education). There are 472 vocational colleges who are working under TEVTA. TEVTA provides full funds and services to all registered institutes. And planning, organizing, leading and controlling all vocational institutes. The nature of this organization is to develop skilled workforce for the local and international industry. TEVTA also provides business solutions to industrial units. TEVTA playing very important role for Re-engineering and consolidate the existing technical education and vocational training system under one management structure. c. Service Lines TEVTA has a very long list of services providing. TEVTA offering many type of short and associate engineering courses in all o ver the Punjab. The list of TEVTA’s product line is given below. TEVTA providing Commerce Education, Training Education and vocation Education. d. Courses Offered Degree B. Tech Auto & Diesel Chemical Civil Mechanical Refrigeration & Air Conditioning Electrical Electronics Auto and Farm B. Tech (Hons) Auto & Diesel Electronics and Communication Chemical Civil Mechanical Refrigeration & Air Conditioning Electrical Auto & Diesel Electronics and Communication DAE Duration 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 years years years years years years years years years years years years years years years years years VIRTUAL UNIVERISTY OF PAKISTAN 4 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 5. Architecture Auto & Diesel Chemical Civil Mechanical Refrigeration & Air Conditioning Auto and Farm Automation Bio Medical Computer Information Technology Electrical Electronic Textile Weaving Technology Foundry & Pattern Making Instrumentation Printing & Graphic Arts Textile Spinning Welder Food Technology Telecom Petroleum Petrochemical Dress Designing & Making Diploma Diploma in Electronics Publishing Technology Higher National Diploma (Telecom) Higher National Diploma (Chemical) Higher National Diploma (Electronics) Higher National Diploma (Mechanical) Higher National Diploma (Textile). Diploma in Commerce Diploma in Information Technology Diploma in  Office Management Post Diploma Bio Medical Technology Environmental Control Technology Commerce Education Master Degree M. Com Graduation Degree B. Com Diploma (2 year) Diploma in Business Administration Diploma in Commerce Diploma in Information Technology 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 years years years years years years years years years years years years years years years years years years years years years years years 1 year 2 Years 2 Years 2 Years 2 Years 2 Years 2 Years 1 year 1 year 1 Year 1 Year 2 Years 2 Years 2Years 2 Years 1 Year 5 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 6. Diploma in Vocational Girls Certificate Certificate in Computer Applications Certificate in Computer Applications Spoken English Spoken English Vocational Education Vocational Diploma (1-2 years) Diploma in Commerce Diploma in Information Technology Dress Designing & Making Diploma in Vocational Girls Diploma in Vocational Girls Diploma G-II (2 years) Diploma in Commerce Diploma in Information Technology Dress Designing & Making Diploma in Vocational Girls Diploma in Vocational Girls Diploma G-III (1 year) Mechanical (G-III) Refrigeration & Air Conditioning (G-III). Auto and Farm (G-III) Electrical (G-III) Electronics (G-III) Auto & Farm Machinery (G-III) Auto Electrician (G-III) Auto Mechanic(G Carpenter (G-III) Commercial Arts / Graphics (G-III) Computer and Electronics (G-III) Computer Operator (G-III) Draftsman Civil (G-III) Draftsman Mechanical(G Electrician (G-III) Fitter General (G-III) Industrial Electronics (G-III) Machinist (G-III) Mechanist (G-III) Painter (G-III) Electronics Application (Radio & TV) (G-III) Tractor and Auto Mechanic (G-III) Welder (G-III) Computer Hardware (G-III) General Mechanic (G-III). 2 Years 3 Months 6 Months 3 Months 4 Months 2 Years 1 Year 2-Year 2 Years 2 Years 2 Years 1 Year 2-Year G-II 2 Years 2 Years 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 6 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 7. Motor Winding (G-III) Tailoring (G-III) Wood Work (G-III) Auto Mechanic(Diesel (G-III) Auto Mechanic(Petrol) (G-III) Heating Ventilation Air Conditioning (HVACR) (G-III) Turner (G-III) Electrical Wiring Technician (G-III) Machine Shop (G-III) Bulldozer Operator (G-III) Textile Printing (G-III) Office Secretary (G-III) Mill Wright (G-III) Sports Goods Leather Work (G-III) Sports Goods Wood (G-III) Office Management Assistant (G-III) Dress Designing & Making (G-III) Machine Embroidery (G-III) Beautician (G-III) Hair and skin Care (G-III) Fashion Designing (G-III). Certificate Refrigeration & Air Conditioning Auto and Farm Auto & Farm Machinery Auto Electrician Carpenter Computer Operator Computer Operator Electrician Machinist Mechanist Welder Driving Motor Winding Plumber Plumber Plumber Tailoring Tailoring Wood Work Auto Cad Auto Cad Auto Mechanic(Diesel) Auto Mechanic(Petrol) 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 1 Year 6 6 6 6 6 3 6 6 6 6 6 3 6 3 12 6 3 6 6 3 6 6 6 7 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 8. Certificate in Computer Applications Certificate in Computer Applications Electronics Equipment Repair Home Appliances & Repair Heating Ventilation & Air Conditioning Mason/Bricks Layer Tractor Operator Turner Electrical Wiring Technician Machine Shop Bulldozer Operator Sheet Metal Civil Surveyor Mobile Repairing Mobile Repairing Certificate in Computer Graphics Wireman Paint Polish Electrical Appliances Machine Process for Wood Furniture Motor Cycle Mechanic Dress Designing & Making Dress Designing & Making Hand Embroidery Hand Embroidery Knitting Hand Machine Embroidery Machine Embroidery Beautician Beautician Certificate Vocational Girls (1 Year Certificate). Diploma in Vocational Girls (Additional) (Diploma 1 Year) Handicraft Industrial Stitching Machine Operator Leather Work Painting Painting Rural Poultry Spoken English Spoken English Stain Glass Painting Cooking & Baking Domestic Tailoring Drawing & Designing Electrical Mechanical (Vocational ) 3 6 3 6 6 6 6 6 6 6 6 6 6 3 6 6 6 6 6 6 6 3 6 3 6 3 3 6 3 12 12 12 6 3 3 3 6 6 3 4 3 3 3 3 6 8 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 9. Diploma in Vocational Teacher Training (Diploma 1 Year) Decoration Printing English Language e. Competitors There is not any considerable competitor in Punjab Province. 12 3 3 3 VIRTUAL UNIVERISTY OF PAKISTAN 9 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 10. 10-Organization Structure a. Organizational Hierarchy chart Organizational hierarchy is the formal framework by which job tasks are divided, grouped and coordinated. To achieve the main objective of the TEVTA structure is designed which is given asunder. Chairman TEVTA Secretary TEVTA Chairman PBTE COO Chairman TEVTA has the final authority in TEVTA to make amendments in TEVTA organization Structure. The Secretary TEVTA, COO (Chief Operating Officer) and the Chairman of PBTE (Punjab Board of Technical Education) is reported to Chairman TEVTA. Secretary TEVTA Manager P. Relations Manage HRM Manager Establishment Manager Inquiry Manager Legal All Managers of TEVTA, 1. Manager Public Relations (PR), 2. Manager Human Resource Management (HRM). 3. Manager Establishment, 4. Manager Inquiry and 5. Manager Legal matters are make reports to Secretary TEVTA. And all managers are also reported to their General Managers. COO TEVTA General Manager Finance General Manager SCs General Manager HRM General Manager Projects General Manager Operations General Manager Academic VIRTUAL UNIVERISTY OF PAKISTAN 10. TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 11 Chairman PBTE Trade Testing Board (Development Cell) General Manager Finance Manager Audit Manager Finance Manager MIS General Manager Human Resources Manager Career Planning Manager Training General Manager Projects Manager Works General Manager Operations Manager Planning Manager Operations-I Manager Operations-II Manager Monitoring Manager Technical General Manager Academics Manager AA Manager AT Manager Curriculum Manager R&D VIRTUAL UNIVERISTY OF PAKISTAN 11 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 12 General Manager Service Centres Manager Service Centres Organization Hierarchy Chart Organization Structure Of TEVTA. Chairman TEVTA BOARD Director (R&D) (D) Secretary/C. O. O. (A) District Boards of Management Chairman (PBTE) Manager PR (I) Manager Legal (C) Manager HRM (A) Manager Enquiry (S) Manager Estt (B) GM Finance (A) Manager (MIS) (M) GM (Projects) (N) Manager (Admin) (Z) Advisor (P&P) (G) GM Operations (A) GM Service Center (L) GM HRM (K) GM Academics (A) Dy. GM Finance (L) Dy. GM Service Centers (O) Manager Development (N) Manager Accounts (M) Manager Finance (A) Manager Works (N) Manager Projects (N) Manager Service Centers (F) Manager Training (A/R) Manager C625. 2areer Planning (P/R) Manager Ops. I (E) Manager Ops. II(E) Manager Tech. 3(E) Manager M&E (E) ZN-N (A).1 ZM-C (A) ZM-S (A) Manager (AA) (M) Manager Apprenticeship (J) Manager Curriculum (A) Manager (A&C) (K) 07 DMs 07 DMs 07 DMs (A) (A) (A) Principals Principals Principals VIRTUAL UNIVERISTY OF PAKISTAN 12 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 13 b. Number of Employees Civil Employees. TEVTA Secretariat Institutes Zonal Office DM Office RDAT Development Cell Total 155 7830 24 71 58 31 8169 TEVTA Employees. 308 3285 20 162 12 2 3789 PSIC 2 663 0 0 0 0 665 Total 465 11778 44 233 70 33 12623 Vacant 145 3183 21 87 20 11 3467 c Main Offices Sr# 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. Offices Public Relation Office Gulberg Human Resource Management Office Gulberg Career Planning Office Gulberg Establishment Office Gulberg Operations Management Offices Gulberg Inquiry Office Gulberg Research and Development Office Gulberg Curriculum Office Gulberg Service Centers Office Gulberg Training Office Gulberg A&D Office Gulberg Academic Audit Office Gulberg Project Management Office Gulberg Administration Office Gulberg Examination and Certification Office Gulberg Govt. Institute of Leather Technology, Gujranwala. Cutlery & Small Tools Industry Service Centre, Wazirabad. Light Engineering Service Centre, Gujranwala. Institute of Ceramics, Gujrat. Wood Working Service Centre, Gujrat. Govt. Wool Spinning & Weaving Cum-Training Centre, Jhang Centre for Agricultural Machinery Industries, Govt. Weaving & Finishing Institute, Shahdara. Govt. Polytechnic Institute, Shahdara. Pak German Institute of Cooperative Agriculture, Multan Institute of Blue Pottery Development, Multan (Productive/Service Centre) 13 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 14 27. 28. 29. 30. 31. Wood Work Centre, Kot Addu (Productive/Service Centre) Wood Working Service Centre, Rawalpindi Metal Industry Development Centre, Sialkot Cantt. Govt. Weaving & Finishing Centre Shahdara Knitwear Hosiery Centre, Faisalabad d. Introduction of All Departments Human Resource Management Department. The main function of Human Resource Management department is to recruitment, conducting staff training, handling pension cases, handling promotion cases, enquiry matters, service matters, amendments in service rules and union matters. Main functions of HRM department. ? ? ? ? ? ? ? ? ? ? Employee’s performance evaluation Evaluation performance and improve organizational performance Job Evaluation Job analysis Develop job Descriptions/positions according to the organization needs. Staffing. Issuance of vacancies of civil employees. Employee’s promotions and transfers. Recruitment and selection of people. Record Maintenance. Training Department Training department is a sub department of Human Resources department. Training department is responsible for conducting training programs. Training department assess the weak areas of the organization’s employees and conduct the training program for them. If there is any development in TEVTA curriculum and sallybus then training department conduct the training program for teacher for effectiveness in studies. Main functions of Training Department. ? Study gap analysis. 14 VIRTUAL UNIVERISTY OF PAKISTAN TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 15 ? ? ? ? ? ? ? ? ? ? ? ? ? ? Trraining need assessment.. All skill up-gradation trainings. Pedagogy Trainigs. Matters relating with curriculum % manuals. Create training or development specification. Plan training and evaluation. Prepare Annual Training Plan/ Calendar. Finalization of Nominations, Venue & Master Trainer Monitoring of Training activity. Proposal of nominations after short listing. Forward Nominations to P&D. Preparation of cost / budget estimates & release of funds. At the end of training program conducting Feedback from students. Data entry in MIS. Career Planing Department Career planning department is working under Human Resource Management department. Career planning department is a new personnel function. Career planning department of TEVTA is focusing on to motivate their employees towards their jobs with high efficiently and effectiveness. Career planning department of TEVTA has deep focus on individual employee potentials for promotion towards the organization needs and opportunities. Career planning department also help and cooperate with all internees came in TEVTA. Main functions of Career planning department. ? ? ? ? ? ? ? Guidance of students, internees, and organization employees. Developing of job specifications and job descriptions. Maintaining of some sort of HR records of employees. Conduct of workshops/seminars for Placement Officers. Placement of Internees under NIP. Leave Account Termination of contract VIRTUAL UNIVERISTY OF PAKISTAN 15 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 16 ? ? Control absenteeism Short leave and late Attendance Fianancial Management Financial Management department handles the all money & tax matters of and manages the financial resources of TEVTA and also leads the Administration department of TEVTA. Financial Management department performs the extensive responsibilities. Main function of Financial Management department ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? Policy forming. Financial dicipline Financial analysis Tax matters Bugdeting Auiditing Internal Audit Physical Stocktaking Preparation of financial statements Sanctioning of Purchase Cases Release of Salary Development of Annual Budget and all procedures till approval Handling Financial Assistance Cases GPF Advance, Marriage, Funeral Grants Pension of PSIC Employees Release of LFA Administration Department Administration department perform all managerial functions. It handles three further departments, Diary and Dispatch department, Transport department, store department and to carry out any kind of security arrangements. Functions of Administration department ? Recruitment of contract employees in TEVTA secretariat and institutes all over the Punjab. VIRTUAL UNIVERISTY OF PAKISTAN 16. TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 17 ? ? ? ? ? ? ? ? ? ? ? Maintenance of time in / time out register. Number of approval for local vehicles Record keeping of diary and dispatch, LFA, store section and transport section. Tenders open in the presence of purchase committee and the Bidders Examining demand & preparing advertisement Submitting advertisement to Public Relation section Request for interview schedule to Appointing authority Short listing of candidates Call letters are issued Preparation of Marks Sheets/Files Consolidated marks sheet for signatures Establishment Department Functions of Establishment department ? ? ? ? ? ? ? ? ? ? ? ? ? Examination & Give proposal Final shaping of the Case for getting Approval of the Competent Authority Preparing summary For S&GAD / Finance etc Issuance of NOC to the nominee Decision / Minutes are put up for approval of authority to convey for implementation Coordinate meeting Receiving Complaints Preparing the case for probe / inquiry Amendments in service rules of TEVTA Postings and transfers House building advances Matters relating to PBTE. Managing all kind of leaves such as, medical leave, earned leave, study leave, extra ordinary leave. ? ? ? Deputation of cases. Marriage grants and funeral grants. Finance assistance cases. VIRTUAL UNIVERISTY OF PAKISTAN 17 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY 18 ? ? To deal with Chief Minister’s complaint cell. Governments Circulars and Notifications. Legal Department Legal department is responsible for preparation of cases and proposals on TEVTA activities to help TEVTA to avoid from legislations. Finalize the parawise comments and submit to the competent authority, get signed the parawise comments from the Authority, present the rough draft of parawise comments, file the parawise comments in the Court, attend the Court on each date of hearing & present/explain the case if necessary, put up the court order to the authority for implementation, attend the Court on each date of hearing and present/explain the in the Court and to provide legal opinions to TEVTA authorities. Enquiry Department Enquiry department is responsible of conducting enquiry of inefficiencies, misconduct, corruption, absence record of teacher and employees all over the Punjab, subversive activities and disciplinary actions. They investigate the activities/cases against the state in TEVTA institutions and all district managers and zonal managers. The competent authority of Enquiry department is secretary TEVTA. Enquiry department receive the cases of enquiry from grade 17 scale officers to 22 grade scale officers from all over the Punjab. Functions of inquiry department is to generate enquiry report, conducting enquiry of absence, corruption, misconduct, inefficiencies and activities against state matters, prepare the charge sheet / penal of enquiry officers / departmental representative. Research and Development Department Research and development department is responsible for overall development of TEVTA and its institutions, exercise market research, training need assessment and to coordinate with curriculum department for in development of curricula. Research and Development have to identify new trades and technologies in the market and TEVTA intuitions all over the Punjab. Functions of research and development department, approval of action plans industry visits, meetings with the stakeholders, review of draft TNA report, preparation of organization plans, coordinate with curriculum department and keep on eye on VIRTUAL UNIVERISTY OF PAKISTAN 18 TECHNICAL EDUCATIONAL & VOCATIONAL TRAINING AUTHORITY. 19  changes & development in sallybus, to plan, supervise and coordinate research and development activities in Punjab and to identify technologies trades at new intuitions Curriculum Department The responsibility of Curriculum development is to develop the curricula of TEVTA institutions. They develop the curricula of 3 year DAE classes, B. Tech classes, 1 year, 6 months and 3 months courses. But they have they authority of authentication the curricula of courses below the period of 3 years. 3 years a curriculum is approved by the NEVTEC the higher authority of TEVTA. Curriculum department evaluates revision and develop the curricula. Functions of Curriculum department ? Proposal for curricula development committee, curricula revision committee and curricula evaluation committee. ? ? ? Scrutiny of Proposal Approval of CDC/CRC/CEC Proposal for manual development committee.