The Concept of Flexibility

Introduction Pilbeam and Corbridge defined flexibility as the ability of an organisation to adapt the necessary people’s inputs in terms of composition, size, cost and responsiveness in order to effectively meet organisational goals and objectives (Pilbeam Corbridge, 2010). Examples of scholars who have written about the concept of flexibility are Taylor and Atkinson (Cheng Jarvis, 1996).Advertising We will write a custom essay sample on The Concept of Flexibility specifically for you for only $16.05 $11/page Learn More There are various types of flexibility and they include financial, numerical, functional, temporal and locational flexibilities. These work to ensure that organisations are not understaffed or overstaffed (CIPD, 2012). Financial flexibility has to do with the ability of an organisation to deploy financial resources only where necessary and avoiding unnecessary costs in organisational processes. Functional flexibility is the alloc ation of organisational functions to specific individuals. It also has to do with the ability of an organisation to have a workforce which can perform various tasks at any given time. Numerical flexibility has to do with the staffing of organisations depending on how much work is available at any given time (Acas, 2012). Temporal flexibility is the engagement of workers on temporary basis, otherwise known as contractual employment while locational flexibility is the ability of an organisation to facilitate its employees to work from their homes so as to cut on key infrastructural costs such as office space and transport (CIPD, 2013). The driving interest of the topic of flexibility in the UK is the need to liberalize the labour market. In 2003, the UK government introduced the right to work in a flexible manner especially for care givers and employees with children aged six years and below. In 2009, the right was extended to include parents with children of up to sixteen years. Howe ver, the right was enjoyed by those employees who had been in employment for at least 26 weeks (Flexibility, 2012). Currently, over 90% of all employees in the UK have access to at least one form of flexible employment with part time employment leading with 72% of all employees followed by flexible time at 50% while job sharing comes third at 45%. Some 37% of all employees work in compressed weeks while 24% work at home (Hooker, Neathey, Casebourne Munro, 2007). According to Atkinson’s model, flexibility has the advantage of reducing employee turnover and saving on the costs of recruitment. It also reduces cases of absenteeism as well as improves customer service because employees work as per the given timelines (Vallespir, 2010).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Discussion Atkisons, while working at the Institute of Manpower Studies became well known for his flexible model otherwise knwon as the ‘flexible firm’. Since 1980s, the flexible firm model has gained popularity especially for its intention and ability to restructure the labour sector across the world and especially in the United Kingdom. This followed the financial cricis of 1980s which hardly hit many firms. The firms thus opted to apply the ideas of Atkisons so as to survive (Murray, Poole, Jones, 2006). The core principle of the model is the segmentation of employees into permanent or ‘core’ and part time or ‘periperal’ employees. The ‘core’ employees work on full time basis while the part time employees work on contract basis. The overall objective of Atkisons model was the improvement of the quality of work and services offered by various firms. In determining the ‘core’ employees, a firm is usually guided by the skills possessed by people. In essense, ‘core’ employees have rare skills and that is why t hey are engaged on a permanent basis. This is not to say or imply that the ‘periperal’ employees must be in possession of poor skills but what it means is that the ‘core’ employees have to posses the ability to multitask. For example, a person who is trained as an accountant can also posses skills in strategic management, which can be beneficial to the organization. This employee is better retained by an organization because he or she is an important resouce to it. Organizations also foucs on training and retraining of the ‘core’ employees from time to time so as to enable them to multitask. On the other hand, it is not a must for ‘periperal’ employees to posses more than one skill because they are hired for a specific period of time to undertake specific tasks. When the tasks are not there, there is no need of having the persons on the pay list because such an act would mean that the organization woud be incurring unnecessary expe diture, which would otherwise been used in other useful and profitable activities. Periperal workers are more sucseptible to layoffs especially during financial crisis. A succesful flexible firm usually has work flexibility and employment flexibility. Work flexibility includes things like establishment of work teams or groups, schedulling of work and how work load is balanced within an organization. Employment flexibility has to do with engaging employees either on permanent or temporary basis or as per necessity. For companies to effectively implement the Atiksons’ model, there is need for collaboration between the companies’s CEOs and the personnel departments, which essencially deals with human resource management. There is the need for the two to jointly develop an organizational startegy, especialy with regard to staffing. Communication between the two is therefore a very key ingridient for the succes of the model because industries keep on changing and thus the n eed to be always strategic.Advertising We will write a custom essay sample on The Concept of Flexibility specifically for you for only $16.05 $11/page Learn More The need to embrace the flexible firm model is also based on the changing nature of the world especially with regard to information and communication technology which has made it much easier to work at home or any other place of the worker’s convinience. Many firms across the United Kingom and the European Union have embraced technology as a means of cutting expenses on office space, furniture, transport and other physical infrastructure. Arguably, there has been a radical depature from focusing on the hardware aspects of work to focusing on the software aspects of work. What this means is that organizations are able to engage people who are able to work from their home, provided they are able to understand their roles and how to discharge those roles in an efficient and effective manner . There has also been the expansion of the education sector, which has seen many academic institutions introduce online academic programs such as degree and masters progrms (VanNostrand Brekke, 1997). Students are enrolled for certain programs after which they are send the course materials online to study at their home and only go to the institutions for exams. Some institutions even go to the extend of offering the exams online. A good example of an institution which has been practicing this mode of study is the Liverpool University which offers masters programs through an online platform. This has enabled many learners to access education and also enabled the institution to cut on the costs of hiring lectureres and for building classes and purchasing other learning infrastructure (Kanigel, 1997). Flexibility in the United Kingdom is a topic of major interest both to the employers and employees. As mentioned in the introduction, the concept has been instituionalized since 2003 whe n the government through legislation gave employees with children aged six years and below the right to work flexiblby (Study mode, 2013). According to a survey conducted by third work-life balance employer, majority (92%) of UK employers said they were willing to grand their employees an opportunity to work flexibly (Brown Remenyi, 2004). However, about 27% of the interviewed employees said they had to approach their employers to request to work in a flexible manner despite the legislation requring all employees with children aged up to sixteen years the right to work flexibly. This is an indication that the employers largely accepted the idea only because of the legisaltion (Department for Work and Pensions, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The survey further revealed that females were more likely to request to work flexibly than their male counterparts. Majority (68%) of those who made such requests had been in the employment for at least six months while 21 % who made such requests had been in the employment for less than six months. The survey revealed lack of awareness about the legislations giving employees the right to work flexibly (Department for Work and Pensions, 2009). This is due to the high number of employees (19%) who applied to work flexibly without them qualifying for the same. In order to increase the levels of awareness, the Britain government has established programs and plans to encourage employers to adopt more family friendly work arragments so as to allow as many employees as possible get access to flexible working. An example of such programs is the Building Britain recovery of 2009 (Department for Work and Pensions, 2009). Recently in the UK, there have been calls for employers to ensure that their employees are at liberty to choose what time to work and at which location (House of Commons business committee, 2007). This has been necessitated by the dynamism of the workforce, where you find people having more than one skill or competency and are able to do more than one job at any given time (Bureau of business practice, 1998). This has been seen as a complete departure or the need to depart from the classical scientific management theory by Frederick Winslow Taylor (Spender Kijine, 1996). Taylor argued that for organisations to achieve efficiency and increase their productivity, they had to analyse jobs and employ people who were able to do those jobs (FAO Corporate Document Respiratory, 1997). He came up with four principles of scientific management which include scientific selection and training of employees as opposed to the idea of selecting and leaving them to train themselves; the replacement of the traditional â€Å"rule- of-thumb† methods of work with a scientific analysis, formulation and interpretation of jobs or tasks; close supervision and monitoring of workers who were given clear instructions regarding their tasks and duties to perform and division of work among the managers and the employees with the managers being tasked with scientific planning of tasks as the workers executed those tasks (Taylor, 2008 ). Through flexibility, organisations are able to increase their productivity and improve the recruitment and retention of a workforce which is diverse. Atkinson argued that through flexibility, the employers are able to brand themselves as best employers due to the high motivation among the peripheral employees (Browne, 2006). However, flexibility leads to increased workload among the employees, leading to fatigue. It also kills career growth and development. Since employees work on temporary basis, they are isolated from each other and this kills the intrinsic value of work (Gleason, 2006). On the part of the employers, fl exibility has the problem of posing as a threat to human resource development, which is one of the key ingredients of successful organisations. The employers are also unable to benefit from the multiplicity of talents and skills which are present in the contemporary workforce because the employees are engaged to do a specific task and they can only do another task under a new contract (Taylor, 2005). An example of an organisation which has practiced flexibility in its operations is the Border Force Agency, which uses teams of competent professionals on contract basis. The teams are only deployed when there is need to deploy them (Lizabeth McCabe, 2005). Through this, the organisation manages to save a lot of financial resources which were otherwise supposed to pay the teams if they were to work on permanent basis. Another example is the Citi bank, which during the Olympic Games allowed 30, 000 of its employees to work at home. This saw the bank save 30% in travel costs and effectiv ely solved the transport problem experienced during the Olympic Games. Conclusion Flexibility is a strategy employed by contemporary organisations to ensure attainment of their objectives using the minimum human resources. It is based on the philosophy that the engagement of employees on permanent basis only helps organisations to waste fiscal resources in paying permanent employees. It can be contrasted with the Taylor’s approach, which agitates for scientific management of employees. Currently in the UK, over 90% of all employees have access to at least one form of flexible employment, with part time employment taking the lion’s share at 72% of all employees working flexibly. Legislations have been passed to give employees the right to work on part time basis in order to create a work life balance and also to get opportunities to further their studies. However, it leads to isolation of employees. Reference List Acas 2012, Training and Business Solutions. Web. Brown, A. Remenyi, D. 2004, 3rd European Conference on Research Methodology for Business and Management Studies, Polity, Malden, MA. Browne, K. 2006, Introducing sociology: for AS level, Polity, Malden, MA. Bureau of business practice 1998, managing a flexible workforce. Bureau of Business Practice, Waterford, CT. Cheng, T. Jarvis, P. 1996, Just-in-time manufacturing : an introduction, Chapman and Hall, London. CIPD 2012, Championing better work and working lives. Web. CIPD 2013, Flexible working. Web. Department for Work and Pensions 2009, Building Britain’s Recovery. Achieving Full Employment volume 22. FAO Corporate Document Respiratory 1997, Management of Agricultural Research: A Training Manual. Module 3: Organisational Principles and Design. Web. Flexibility 2012, Case studies of Smart and Flexible Working. Web. Gleason, S. 2006, The shadow workforce: perspectives on contingent work in the United States, Japan, and Europe, W.E. Upjohn Institute for Employment Research, Kalam azoo, Mich. Hooker, H., Neathey, F., Casebourne, J. Munro, M. 2007, The Third Work Life Balance Employee Survey, Department for Business, Innovation and Skills, Research series No. 58. House of Commons business committee 2007, Workforce planning, The Stationery Office, London. Kanigel, R. 1997, ‘Taylor-made’, ‘19th-century efficiency expert Frederick Taylor’, Volume 37 i3 p18(1). Lizabeth, M. McCabe, K. P. 2005, Not just getting by: the new era of flexible workforce development, Lexington Books, Lanham. Murray, P., Poole, D. Jones, G. 2006, Contemporary issues in Management and Organisational Behaviour, Cengage Learning, Farmington Hills, MI. Pilbeam Corbridge 2010, People resourcing and talent planning: HRM in practice, 4th edn, Financial Times, Prentice Hall. Spender J. C. Kijine, H. 1996, Scientific Management (Taylorism). Web. Study mode 2013, Atkinson Flexible Firm Essays and Term Papers. Web. Taylor, S. 2005, People resourcing, Chartered Inst. of Personnel and Development, London. Taylor, F. D. 2008, The Principles of Scientific Management.: Digireads.com Publishing, Philadelphia, PA. Vallespir, B. 2010, Advances in production management systems new challenges, new approaches; IFIP WG 5.7 international conference; revised selected papers, Springer, New York, NY. VanNostrand, S. Brekke, M. 1997, Temporary sanity: managing today’s flexible workforce, SOCAA Pub, Westminster, CO. This essay on The Concept of Flexibility was written and submitted by user K1nsey to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Chapels and Chaplains

Chapels and Chaplains Chapels and Chaplains Chapels and Chaplains By Maeve Maddox Because I think of chapel as word with distinctly Christian connotations, I was startled to hear a radio spot announcement for a â€Å"Jewish Funeral Chapel.† Naturally I headed straight for the OED. Chapel has an interesting history and several meanings, including one that can mean â€Å"any place set aside for private worship or meditation.† Chapel derives from Latin cappella, â€Å"little cloak† and took on its religious significance from a saint’s relic: the cloak of Saint Martin of Tours (316-397). Born in Hungary, Martin was conscripted into the Roman army and deployed to Gaul (now France), On his way to Amiens on a cold day, Martin came upon an nearly naked beggar. Impulsively, he whipped off his military cloak, sliced it in two with his sword, and gave half to the beggar. From a big cloak, it had become a little cloak. Martin went on to become Bishop of Tours and a saint of the Roman Catholic Church. The Merovingian kings of FranceClovis, Dagobert, Pepin and that lotpreserved what they believed to be Saint Martin’s capella. They kept it in a reliquary in a royal oratory near Tours. It was considered to be so holy that oaths were sworn on it. Sometimes it was carried into battle by the king. On those occasions, small temporary structures were built to house it; people took to calling these shelters capella, because of the little cloak that lay within. The priest who travelled with the army to look after the relic was called a cappellanu. Eventually, any priest who traveled with the military to attend to their spiritual needs was called by that name, which has evolved into the English word chaplain. A chapel can refer to a free-standing structure or a room in a house, embassy, college, school, prison, funeral home, or any other institution. It can be a place of worship for any religious group. In the 18th century, chapel referred to the meeting houses of sectarians outside the established church, such as Roman Catholics and Methodists. In Silas Marner by George Eliot, the title character belongs to a chapel in an industrial city. Chapel can also mean a religious service. For example, â€Å"All students are required to attend chapel in the auditorium on Thursdays.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:50 Redundant Phrases to AvoidIn Search of a 4-Dot EllipsisContinue and "Continue on"

Motivation at the workplace Assignment Example | Topics and Well Written Essays - 750 words

Motivation at the workplace - Assignment Example Motivation is more of psychological processes that lead to arousal, persistence and direction of one’s behavior. Intrinsic motivation is driven by enjoyment or interest in task itself and it exists within individual and not on any external pleasure (Alexander et al, 2000, p. 54). Extrinsic motivation is driven by activity performance that is focused on attaining an outcome, it rises from outside the person, and some of the forms of extrinsic motivations include threat of punishment, coercion, money and grades (Jelencic, 2011, p. 3). Competition is also a form of extrinsic motivation. In the workplace, work of manager entails getting work done by employees, for this to be achieved; managers have a role to motivate employees. Motivation entails both theory and practice and its one of the difficult subjects that touches various disciplines. In the workplace, motivation is approached by businesses in different ways as managers try their best to motivate employees to work hard, how ever, the fact is that no one can make one work where that person has no desire to work (Podroff, 2005, p. 40). Effective motivation requires the managers to shift workers mindset and understanding of employees creating the appropriate set of circumstances in the workplace. Podroff (2005, p. 40) has argued that motivation is not and cannot be coerced. Importance of workplace motivation According to Jex and Britt (2008, p. 234), motivation is central in determining intensity, duration, and direction of work-related behavior among employees, behavior here refers to activities that employees engage in at workplace. Intensity of motivation determines the energy and vigor that employees put in directing their work-related goals. In organizational psychology, common motivation dependent variables include employees’ choice, effort, and at times persistence. Motivation influences the performance and well-being of employees. Kondalkar (p.246) added that motivation reduces employeesâ⠂¬â„¢ turnover, enhances their ability to accept organizational change, and improves the image of the organization. Ways of enhancing workplace motivation Bruce (2006, p. 7) suggested various ways of motivating staff, one of them is to know their need for motivation, once the manager is able to answer the question, he/she is well placed in engaging the employees at work more effectively and influence their workplace behavior so that they can act more enthusiastically focusing on achieving the organizational goals. Managers must also recognize employees’ real motivation without relying on myths like financial incentives as the only motivator; this requires mangers to evaluate the factors that drive their employees’ motivation. Managers need to inspire employees to what is meaningful and important, for instance, they can inspire the staff to think like business entrepreneurs, to take risks and unleash their synergistic and limitless potential. Effective communication is also essential in enabling staff realize the reasons for doing what managers desire to be done, employees may not necessarily be motivated by managers reasons and objectives, they would wish to know what is in the objectives for themselves, managers therefore must communicate to them so as to evaluate their purposes and causes and connect them to organizational activities and goals. Latham (2007, p. 4) argued that motiv

Molecular and ionic equations Assignment Example | Topics and Well Written Essays - 250 words

Molecular and ionic equations - Assignment Example Molecular equation Cu(s)+4NHO3 (aq) Cu(NO3)2 (aq)+2NO2 (g)+2H2O (g) Ironic equation Cu(s)+4H+(aq)+4NO3-(aq) Cu2+(aq)+2NO3-(aq)+ 2N3+(aq)+4O2-(aq)+ 2H2O (g) Step 2 Molecular equation Cu(NO3)2 (aq)+2NaOH(aq) Cu(OH)2 (s)+2NaNO3 (aq) Ionic equation Cu2+(aq)+ 2NO3-(aq)+2Na+(aq)+2OH-(aq) Cu2+(aq)+ 2OH-(aq)+2 Na+(aq)+ 2NO3-(aq) Step 3 Molecular equation Cu(OH)2 (s) CuO(s) +H2O(g) Ionic equation Cu2+(aq)+ 2OH-(aq) Cu2+(aq)+O2-+ H2O(g) Step 4 Molecular equation CuO(s)+H2SO4 (aq) CuSO4(aq)+ H2O(l) Ionic equation Cu2+(aq)+O2-(aq)+2H+(aq)+SO42-(aq) Cu2+(aq)+ SO42-(aq)+ H2O(l) Step 5 Molecular equation CuSO4(aq)+Zn(s) Cu(s)+ZnSO4(aq) Ionic equation Cu2+(aq)+ )+ SO42-(aq)+Zn(s) Cu(s)+Zn2+(aq)+ SO42-(aq) Side reactions a) Molecular equation Zn(s)+HCl(aq) ZnCl2 (aq)+H2 (g) Ionic equation Zn(s)+H+(aq)+Cl-(aq) Zn2+(aq)+Cl-(aq)+H2 (g) b) Molecular equation HCl(aq)+NH3 (aq) NH4Cl (aq) Ionic equation H+(aq)+Cl-(aq) NH4+(aq) 2. The mas of copper could be in excess as it may have oxidized to form copper (II) Oxide and also due to the side reactions that takes place.

What Can We Learn about Managemet Today from Exanining Its Historical Essay

What Can We Learn about Managemet Today from Exanining Its Historical Foundations - Essay Example Scientific management theory or classical management theory has its roots from the beginning and which later give birth to behavioral management theory. In scientific theory the focus is on how to increase productivity and efficiency. In order to find the best way to manage workers or employees managers will apply scientific solutions, such as training employees to a specific task to gain organizational goals. This approach only focuses on achieving results and getting productivity ignoring the motivation and will of the workers (Hartness, 47). The major contribution on this approach was put forward by Frederick Taylor also known as the father of scientific management (Kanigel, 8-9). American engineer named Frederick Winslow Taylor published â€Å"THE PRINCIPLE OF SCIENTIFIC MANAGEMENT â€Å"in 1911 was amongst the first modern management publisher inspired by the rise of industrial age (Beissinger, 19). Taylor believed managing people is a science (Taylor, 12). He tried to make ma nagers think of their employees as specialized replaceable components. He emphasizes on directing employees effectively on work more precisely can give the maximum security and success for employer (Aitken, 32). Behavioral management theory on the other hand focuses on how employees will work and how employers could manage the employees in conducting of work in an organizational setting. Its prime concern is employee behavior and expectations and involves the motivation factor which was ignored by scientific approach. During the development of behavioral management theory, a scientist named Elton Mayo conducted an experiment which proved that increasing human motivation and satisfaction will give good amount of productivity. Elton Mayo’s contributions came as a...Furthermore the essay will elaborate scientific school of thought under the working of Fredrick Winslow Taylor who believes employees are machines. Secondly behavioral school of thought will be discussed as per Elton Mayo’s experiments and findings regarding how productivity can be achieved if workers are inclined towards motivation. The work of Abraham Maslow in hierarchy of needs will be discussed and finally the work done by Sun Tzu in terms of behavioral approach will finally be put into consideration. In section two the essay will highlight the core issue regarding continuities and connections between the different stages of management how they are transformed and modified by different people at different era’s and how they were in practices. Furthermore in section two the essay will discuss a problem that has been dominant throughout and its solution given by Fredrick, Maslow and Mayo. Finally then some suggestion and recommendation will be discussed on how the problem can be solved and rectified and what necessary measures should be taken in order to achieve the desired goals.Productivity has always remained a problem for years and the managers of every era have been focusi ng on different techniques to improve the productivity. Some have worked whereas some have not.

Impacts of Child Labour in Developing Countries

Impacts of Child Labour in Developing Countries What are the causes and consequences of child labour amongst developing countries The child labour as a social and economic phenomenon has many aspects the most important of which seems to be the low level of financial growth that characterizes several countries which are commonly known as ‘developing.’ This paper illustrates the conditions that created the necessity of the child labour, and at the same time it presents the consequences of this situation as they can be observed through a series of specific facts and other types of empirical evidence that have been collected by the relevant sources of scientific research. The analysis of the problem, as described above, is followed by the presentation of a number of policies, which could help thelimitation of the problem to the most feasible level. The research done on this specific problem has revealed the existence of a high volume of relevant theories as well as of statistical data that have also been used to support the current paper. ÃŽâ„¢. Introduction The problem of the child labour has become a very important subjectof examination and research by the most of the internationalinstitutions especially the last decade. The reason for that is not the absence of this problem in the past but the development of the technology and the communication around the world that gave the opportunity for a series of long-lasting social problems to becomeknown to the international community. The extension and theimportance of the specific problem are severe obstacles towards its elimination. On the other hand, the creation of an international legal framework   asit has been expressed by the establishment of authorized bodies and the signing of a series of orders and Conventions, can considered as an important step towards the achievement of a solution.  Ã‚   We have to notice though that the best possible policy to thatdirection would have to compromise with the existence and the size ofthe problem avoiding to set targets that could not be achieved. Under the current circumstances, the child labour cannot disappear from the scene; it can just be reduced to a certain level (as this one is formulated by the social and financial conditions of each country). The main aim of this paper is to provide a detailed examination of the problem backed with a series of relevant data and other empirical evidence. The analysis of the current situation, as described in Chapter II, begins with the presentation of the background of the problem followed by statistical data and the views stated in the literature regarding the definition and the observation of child labour amongst developing countries. The policies that can be applied for the limitation of the problem are being presented in Chapter III. The investigation of the facts and the needs that created the phenomenon of the child labour cannot be achieved without the use of the literature (Chapter IV) that has been dealt with the specific matter mainly during the last years. The evidence that has been used to identify and interpret the problem,is presented in Chapter V. Finally, Chapter VI contains brief remarks on the problem as they have been extracted from the research done. II. The child labour in the international community – background, definition and areas of children exploitation The period in which child labour appeared as a social reality cannot be defined with accuracy. There are opinions that relate the beginning of the problem with the industrial revolution whereas other ones state that the child labour had first appeared in the nineteenth century. From an investigation that took place in Britain in June 1832, it seems that the phenomenon of child labour was known at that period and referred to children working as laborers mainly to factories butalso to other business activities. The above investigation (as it is analytically presented in Basu, K., 1999, 1088) was supervised by a British Parliamentary Committee and had as main subject the child labour in the United Kingdom at that period. Although Britain was in a rather high rank regarding the child labour – which can be explained by the fact that England was under development at that period of time –other countries that also had a remarkable industrial development likethe Belgium, the USA and the Japan, presented a similar image regardingthe work of children in the multiple sectors of industry (see also K.Basu, 1999, 1088-89). Moreover, the data collected for the measurement of the relevantpractices during the 19th century showed that child labour did notstart declining in Britain and in United States until the second halfof that century (L.F. Lopez-Calva, 2001, 64). The dimensions of the problem of child labour can create an important concern about the level of the life that a lot of children face but also about the financial situation of a large majority of families around the world. According to data collected by the International Labor Organization (ILO), there are approximately 250 million working children aged between 5 and 14, of which at least 120 million are involved in full-time work that is both hazardous and exploitative (seealso T. I. Palley, 2002). Although the so-called ‘developed’ countries have shown samples of tolerance regarding the child labour, the areas that seem to cultivate the problem are those with low level of economic   and industrial growth. In a relevant research made by D.K. Brown (2001) it seems that the major factor for the existence of the problem is the poverty. The capital market failure   of a specific country (as it is expressed tothe every day aspects of life, like the low level of schooling) isconsidered as another important element that co-operates the appearance and the extension of the phenomenon. When speaking for child labour we usually refer to any work by childrenthat interferes with their physical and mental development , i.e. anywork that keeps the child away from ‘childhood related activities’(Chandrasekhar, 1997). The above definition although containing ageneral view of the child labour, it cannot be applied under allcircumstances bearing in mind that a lot of differences may appear inthe context of ‘childhood related activities’ in dependance with the country and the cultural influences. In this case, a more specific description of child labour is considered as necessary. M. Majumdar(2001) divides the child labour into the following categories: a) the household work, b) non-domestic and non-monetary work, c) wage labour and d) commercial sexual exploitation and bonded labour. The child labour can be applied in many areas. As an indicative examplewe can refer to the report of the National Consumers Leage (NCL) which divides the possible areas of child labour into the followingcategories (refering to specific daily activities and regarding thedanger that they include): agriculture (is the most dangerous industryfor the young workers), working alone and late-night work in retail(most deaths of young workers in this industry are robbery-relatedhomicides), construction and work at heights (deaths and serious injuryresult from working at heights 6 feet and above. The most common typesof fatal falls are falls from roofs, ladders and scaffolds or staging),driver/operator of forklifts and tractors (tractor-related accidentsare the most prevalent cause of agricultural fatalities in the U.S.A.),traveling youth crews (defined as youth who are recruited to sellcandy, magazine subscribtions and other items door-to-door or on streetcorners, these youth operate under dangerous conditions and areunsupervised) (Occupational Hazards, Aug2004) III. Policies towards the limitation of the problem A fundamental measure for the limitation of the child labour is thecreation of legislation   that would impose a minimum work age and yearsof compulsory education. Although this solution seems rather in it’sdesigning, in practice it’s quite difficult to operate . The needs ofthe everyday life can often surpass the power of the legal rules, which have been structured usually after the examination and the analysis of specific events and cannot confront the problem to its whole area. One of the main problems that a family usually faces is the change inthe working situation of its (adult) members and the financial pressurethat usually follows. Of course, there is always the solution of funding (especially when the general financial market of a country offers such an option) . However, there are occasions that such an alternative cannot operate either because the country do not afford such a plan or the specific family do not have access to this plan. Under these circumstances, it could still be possible for the householdto tap internal assets. The presence of the father in a household, thepresence of an older person in the household or the capacity of the mother to enter into the market in order to work or proceed to another type of work (in a personal enterprise), all the above can be variables that can support the assets of a family even if the latter is suffered from strong financial difficulties (see also D. K. Brown, 2001, 766). Despite the theoretical character of the legislation, there could beother measures , more applicable   and feasible to be realized. Aneffort that has such a character is the increased spending on books,supplies, buildings and teacher training as it has been pursued by several governments   (D. K. Brown, 772). In cases that the child labour cannot be avoided, there could be somemeasures   to both to protect the children and help them to continuetheir school   (while keep on working). The design of specific schedules that would allow the children to attend school after their work could be proved very helpful towards this direction. Of course, such a plan contains a lot of requirements that need to be met . As an example we could mention the sufficiency of resources (teachers) that could workfor the extra time needed and – at the same time – the existence of afinancial strategy (and of the relevant money) for the payment of these resources. On the other hand, a problem that may arise is the lack ofequipment or capital for the premises of the school to be open forextra hours. And we cannot forget the danger that may be related withthe attendance late at night (especially in the case of the paper – thedeveloping countries). The phenomenon of the child labor has been examined and analyzed to the highest possible point by the use of the observation and theresearch in accordance with the existing legislation and the general rules that have been introduced from several countries aiming to the limitation of the problem. One of the most important studies regarding the child labour is this ofK. Basu and P. H. Van (1998) who tried to find and analyze the causesof this specific problem. After studying the results of the empiricalevidence they came to the conclusion that child labour was notconnected exclusively with external factors (i.e. employers) but it was mostly the result of internal (in the family) decisions and facts.Towards that direction, K. Basu   and P. H. Van examined first the view that child labour has been based on the ‘greed of employers who employthe children and the parents who send the children to work’. The above statement is first examined by the fact that in families, which can afford the non-work of children (i.e. when the income of the parents isconsidered as sufficient), the parents try to avoid sending theirchildren to work. This phenomenon appears even in very poor countries.Under the previous aspect, the child labour is connected with thefinancial situation of the family (usually income of parents) and not the interests of the employers. This assumption of the leading family’srole is also backed, according to K. Basu and P. H. Van, by the analysis of late nineteenth-century cencus data for Philadelphia whichwas made by Claudia Goldin in 1979. According to this analysis, when the income of the father is high the probability that the child will enter the labour market is low and this relation operates in a very tight interaction (the higher the wage of the father, the lower thechance of such a fact to get realized). Another empirical evidence that seems to back the views of K. Basu and P. H. Van comes from a research that was made on this issue (connection between the family’s decision and the child labour) by D. Vincent who studied working-class autobiographies. The results of his study showed that the children when working avoid to blame their parents but they tend to believe that it was the poverty that imposed their participation in the labour market.K. Basu and P. H. Van examined the issue of the role of the family’s decision to the child labour under the assumption that the decision ismade by a parent. They also admit that the results of their study may differ in case that this decision is made by another person (as stated by the theories which ask for the rejection of the ‘unitary model’ of the household). Regarding the role of the family’s decision to the child labour, J. G.Scoville presented a model of the above decision based on the use of mathematical symbols in order to represent the real facts. In his model, there are factors (such as the social or economic class, race,ethnicity, caste or color) that define the family utility function andin this way they can cause important implications to labour market segmentation (J. G. Scoville, 715) Regarding the existence and the extension of the child labour, M.Murshed states that two are the basic issues that need to be examined in order to achieve a comprehensive analysis of the problem. The first issue includes the mechanisms under which the family decides to send a child at work. The second one is the reason for which the employers demand child laborers. In order to explain the first issue, M. Murshed uses the theory ofBecker’s, known as ‘A theory of the Allocation of Time’, which presents a model for studying the household decision-making process. In the above model Becker’s suggests that the decision of the family is based to the needs of the household. Whenever an extra income is consideredas necessary, family decides to send the child at work. In this model both wages of children and adults contribute to family resources. As for the second issue, M. Murshed (179) argues that employer tend to demand child laborers because ‘they are less aware of their rights,less troublesome, more willing to take orders and to do monotonous work without complaining. Another factor is also that children work forlower wages and are not in a labour union because they work illegally’. M. Hazan and B. Berdugo (2002, 811) examined the dynamic evolution of child labour, fertility and human capital in the process of development. Their analysis is based on the following assumptions: a)parents   ‘control their children’s time and allocate it between labourand human capital formation’, b) parents care about the futureearning’s of their children, c) the income that is generated by children is given to parents’ and that d) child ‘rearing is time intensive’. According to their findings, in early stages of development, the economy is in a development trap while child labour is abundant, fertility is high and output per capita is low.   On the other hand, the increase in the wage differential (between parental and childlabour) ‘decreases fertility and child labour and increases children’seducation. As a final result, child labour tends to decrease as the‘household’s dependency on child labour’s income diminishes’. The ‘welfare economics’ approach tries to examine the child labour from the scope of investment and time allocation within the household. According to this theory, the time of the child (the non-leisure one)can be used either for school attendance and/or for work. The family makes a decision for the allocation of the child’s time (i.e. for one of the above mention activities) after the calculation of the difference between the marginal benefit of the child labour (i.e.earnings and saved costs of schooling) and the marginal cost (in terms of foregone return to human capital investment). If the first of the above elements is estimated as having a higher price than the second one, then the family decides the participation of the child to the labour market (see also M. Majumdar, 2001). The decision of the parents regarding the entrance of their children tothe labour market can – under certain circumstances – be unefficient.According to Ballard and Robinson (2000) the above decisions areefficient when the credit market is perfect and the intergenerational altruistic transfers are nonzero. On the other hand, when there are liquidity constraints or the altruistic transfers are at a corner,these decisions are considered as inefficient. A. Bommier and P. Dubois(2004) critically evaluated the views of Ballard and Robinson andargued that the decisions of the parents could be inefficient even ifthe credit markets are perfect and there are altruistic transfers. More specifically, they argued that when parents are not altruistic enough,there is a ‘rotten parents effect’ in which parents ‘rationally sacrifice some childhood utility’ and ‘choose a level of child labour that is inefficiently high’. V. Evidence related with the phenomenon of child labour The child labour has been the subject of a thorough study and research and there are a lot of theories that have been stated in aneffort to define the causes of the specific problem. Towards thisdirection there have been a number of facts or existing situations thathave been used to explain the relation of the child labour with somespecific factors . One of the most known reasons for the existence andthe increase of the problem is the poverty of the household which is related with the general aspect of the modern way of life (as it hasbeen formulated under the influence of the technology) and also the fact that parents when have a low level of income   do not tend to invest in the education of their children in order to achieve a high level of return (education can help to the improvement of the status of life through the increase of the level of consumption). We could also state that the income of the children can help toameliorate the conditions of life of the family and this could be thereason why the children tend to leave the school and work when their family is under severe financial pressure. This is an opinion that tries to explain the child labour through the life circumstances of a child and aims to smooth the negative consequences of the child labour. Although the poverty   is usually presented as the main reason for thechild labour , there are some aspects that need to be taken intoaccount when examining the problem. First of all, we cannot define withaccuracy the financial benefit of a family from a child’s work. Of course, child labour can help to the amelioration of the family’s financial situation, however it is not obvious how much worse off afamily would be if the children were in school. On the other hand, we could not specify the time needed for the economic development to beachieved in order for the child labour to be abolished. More specifically it seems that there is no consistent threshold of economic development, which preceded the decline of child labour to suggest the implied relationship between economic growth and declice of child labour (M. Majumdar). In such a case, the argument about the poverty criterion of child labour can loose its significant content. We should notice that, no matter which is the financial situation of the family,even in cases of exremely low level of living, the participation of thechild to a work that could characterized as ‘hazardous’ cannot bejustified as the protection of the child’s rights are a priority. Moreover, the child labour although can help temporarily to theconfrontation of the poverty – up to a specific point – however, it canalso create the basis for the development of property by generatingpoor people to the next generation. If the child returns to school theyhave more chances to a higher level of earnings in the future or at aleast to a job that will secure their living to certain standards(avoiding the condition of poverty). The combination of these two factors could also create a better investment and a greater security of income for the family by eliminating the obstacles of poverty. The relationship between the poverty and the child labour is not absolutely proved. S.E. Dessy and D. Vencatachellum examined the issue using a sample of 83 countries and found that the coefficient of correlation between the incidence of child labour and the logarithm of gross national product is –0.74. In this way, they were directed to the assumption that child labour declines with economic prosperity, as parents feel relaxed regarding the credit constraints. However, at a next level, they found that there are countries with similar levels of gross domestic product per capita that differ in the percentage of child labour. In fact, some of them report no child labour, where as others report a high level. This assumption is also in accordance withthe view of Anker (2000) who stated that although poverty is positively correlated with child labour, there are also other factors that can reduce the school enrolment rate of a country. Hussain M. and Maskus K.E (2003) used a series of data from 64 countries in the period 1960 – 1980 to investigate a series of testable hypotheses about the causes of child labour. Their research showed that the incidence of child labour is negatively related to parental huma ncapital and education quality, but it is positively correlated with education cost and also that countries with higher amounts of child labour tend to have lower stocks of human capital in the future. They also found that there is a convergence phenomenon between the level and growth of human capital, i.e. the lower the current stock of human capital, the higher is current child-labour use and the fasted is the growth rate of human capital. G. Hazarika and A. S. Bedi (2003), examined the relationship between the schooling costs and the extra household child labour supply and found that these two elements are positively related.   Moreover, the intra-household labour of children engaged in market work evaluated as unresponsive to changes in schooling costs. This happens maybe,according to Hazarika and Bedi because parents tend to consider children’s extra household labour and schooling as substitutes while they view intra household child labour activity differently. But if the parents could evaluate the intra-household child labour as an activity that offers more benefits than just an increase of the household consumption, then it could be a relationship between the intra-household child labour and the schooling costs. As for Pakistan(where this research refers) the intra-household child labour and schooling are not substitutes. We should also mention the importance of social norms and the cultureto the appearance and the extension of the child labour. The above analysis has to be done under different variables for the rural areas as opposite to the urban areas. Children that live in the first environment tend to help to the everyday activities in the farm and asa result, their work under these circumstances is presented as justified and necessary. As for the social norms, their role is considered as very important to the financial growth, as they have to power to influence the economic and social behaviour of the vastmajority of people. The most indicative example of their influence isthe fact that in areas where the work of children is accepted by thepeople, then the decision of a parent to send his child to work can bemuch more easy. Another very important aspect of the child labour is that is usually associated with the child abuse. Under this aspect, the reasons for the participation of the children to the labour market can be found in the demand of employers for cheap laborers and in the existence of selfish parents who do not mind sending their children to work if – in that way– there are more chances for them (parents) to rest. According to K.Basu and P. H. Van, although the child abuse does occur in allsocieties, the phenomenon of the child labour as a mass in most of developing countries is much more related with the poverty that characterises these countries. They refer to the example of England(late eighteenth and early nineteenth century) where parents had to send their children to work because they were obligated from the circumstances (poverty) to do so. VI. Conclusion The existence and the rapid extension of the phenomenon of child labour seems to be connected with the a series of external factors(like the low economic growth or the unadequate social policies of aspecific country) however it can be assumed by the analysis made abovethat it is also directly depended on the child’s ‘close’ social environment, i.e the family. It’s for this reason that the measures taken towards its elimination have to be referred into both these areas. The two sides have to co-operate and act simultaneously in order to confront this very important problem. The ‘solution’ (as it is often presented) of the child labour has to be interpreted under different criteria regarding the specific circumstances that it will have to occur. Although in certain occasions the entrance of the child in the labour market seems to be the only left choice, we have to bear in mind its particular physic and mental weakness (that follows its age) and evaluate the consequences for such a decision. In any case, we have to consider that a workplace that operates normally with the use of adult laborers can have negative effects when the issue refers to a child. Although the problem of the child labour is very important to its nature and its extension, the measures taken to its elimination don’t seem to produce any result. The conflict of interests towards its continuation has a great responsibility to it. And these interests refer to different parties (external and internal as mentioned above).This reality must be admitted and the efforts should be directed to the modification of the existing conditions trying not to confront directly the problem but asking the parties involved to participate to its solution by offering them a satisfactory exchange for their help. References Admassie, A., ‘Explaining the high incidence of child labour inSub-Saharan Africa’, Development Review, Dec2002, vol. 14, issue 2, p.251 Amin, S., Shakil, Quayes, M., Rives, J. M., ‘Poverty and otherdeterminants of child labor in Bangladesh’, Southern Economic Journal,April2004, vol. 70, issue 4, p. 876 Anker, R., ‘The economics of child labor: a framework for measurement’, International Labour Review, 2000, 139, 257-280 Baland, J.M., Robinson, J.A., ‘Is Child Labor Inefficient?’, Journal of Political Economy, 2000, 108, 663-679 Bommier, A., Dubois, P., ‘Rotten parents and child labor’, Journal of Political Economy’, Feb2004, vol. 112, issue 1, p. 240 Brown, D. K., ‘Child labour in Latin America: Policy and evidence’, World Economy, June2001, vol. 24, issue 6 Dessy, S.E., ‘Explaining cross-country differences in policyresponse to child labour’, Canadian Journal of Economics, Feb 2003,vol. 36, issue 1, p.1 Emerson, P. M., Souza, A. P., ‘Is there a child labor trap?Intergenerational persistence of child labor in Brazil’, Economicdevelopment cultural change, Jan2003, vol. 51, issue 2, p. 375 Hazan, M., Berdugo, B., ‘Child labour, fertility and economic growth’, Economic Journal, Oct2002, vol. 112, issue 482, p. 810 Hazarika, Gautam, Bedi, A.S., ‘Schooling costs and child work inrural Pakistan’, Journal of Development Studies, June 2003, vol. 39,issue 5, p. 29 Hussain, M., Maskus, K.E., ‘Child Labour Use and Economic Growth: aneconometric analysis’, World Economy, vol. 26, issue 7, p. 993 Kaushik, B., ‘The economics of child labor’, Scientific American, Oct2003, vol. 289, issue 4, p.84 Kaushik, B., Van P. H., ‘The economics of child labor’, The American economic review, June 1998, vol. 88, no. 3, p. 412-427 Kaushik, B., ‘Child labor: cause, consequence and cure, with remarkson International Labor Standards, Journal of Economic Literature,Sep1999, vol. 37, p. 1083-1119 Latin Trade, ‘Condemned’, Oct2004, vol. 12, issue 10, p.68 Lopez-Calva, ‘Child labor: Myths, theories and facts’, Journal of International Affairs, Fall 2001, vol. 55, issue 1, p. 59 Majumdar, M., ‘Child labour as a human security problem: evidence from India†, Oxford Development Studies, vol. 29, no. 3, 2001 Mattioli, M. C., Sapovadia, V. K., ‘Laws of Labor: core laborstandards and global trade’, Harvard International Review, Summer 2004,vol. 26, issue 2, p. 60 Murshed, M., ‘Unraveling child labor and labor legislation’, Journal of International Affairs, Fall2001, vol. 55, issue 1, p.169 News, The (Mexico), ‘Child labor in Mexico contributes almost 2 billion dollars to economy’, Sep 26, 2001 Occupational Hazards, ‘Group calls for reform of laws governing teen employment’, Aug2004, vol. 66, issue 8, p.15 Palley, T. I., ‘The child labor problem and the need forinternational labor standards’, Journal of Economic Issues, Sep2002,vol. 36, issue 3, p. 601 Payroll Manager’s Report, ‘International retailer is fined for child labor violations’, May 2005, vol. 5, issue 5, p.2 Professional Safety, ‘DOL issues final child labor rules for restaurant, driving roof’, Mar2005, vol. 50, issue 3, p.24 Puskikar, M., Ranjan, R., ‘The Joint Estimation of childparticipation in schooling and employment: comparative evidence fromthree continents’, Oxford Development Studies, Feb2002, vol. 30, issue1, p. 41 Scoville, J. G., ‘Segmentation in the market for child labor: theeconomics of child labor revisited’, American Journal of Economics andSociology, Jul2002, vol. 61, issue 3, p. 713 Xinhua (China), ‘Half Bangladeshi children malnourished: report’, 12/10/2004 Xinhua (China), ‘ISO countries ratify Convention to combat worst forms of child labor: ILO’, 24/5/2004 Xinhua (China), ‘Micro credit program launched to stop child labor in Bangladesh’, 30/10/2003 Xinhua (China), ‘Over 3 million child laborers in Pakistan’, Jul2002 Xinhua (China), ‘Asian countries to co-operate in eliminating child labor’, 3/3/2003 Walsh, M., Sager, I., ‘The world’s workers may catch a break’, Business Week, 14/3/2005, issue 3924, p.12 World IT Report, ‘India to abolish child labour after 2007’, 15/1/2004

Education Values Essay -- essays research papers fc

Discussions on particular educational curricular issues or programs reflect not only educational values but societal values as well. Three areas in particular that have been eliciting much discussion are bilingual education programs, services within schools for gay and lesbian students, and inclusion of multicultural curricula. Among each of these programs, questions have been raised about their relativity to education and the comprehensive research to prove that these programs are beneficial to students.   Ã‚  Ã‚  Ã‚  Ã‚   Bilingual education is a fairly new program, in which foreign-born students learn English for one period during the day while all their other classes are taught in their native tongue (Holloway). This program isn’t just restricted to students who are learning English as their second language, it is also required of English speaking students as well. It gives them an opportunity to acquire a second language easily by allowing them to interact with foreign-born students in order to learn more about their culture and their language (Holloway). School Chancellor Harold O. Levy has supported this program from the beginning. â€Å"The goal of dual-language models is to promote long-term literacy in both groups of students†¦whether for cultural, economic or educational reasons,† said Levy. Skeptics like Ron K. Unz said that dual-language programs require specialized teachers, and it is difficult to measure their effectiveness on immigrant children due to t...

Prognosis by Morris West Essay

1) Judeo-Christian Ethics:When people call America a â€Å"Christian nation,† they’re referring to the Judeo-Christian morals that shaped our country. Our strong sense of right and wrong kept corruption to a minimum, our Protestant work ethic caused Americans to be productive, and our belief in rights given by God, not government shaped our national philosophy. Respect for Christian values is a part of the fabric of our country that goes right back to our founding. Even if many people wouldn’t realize it until it is too late, an America where Christianity isn’t an important part of everyday life would no longer be America in any meaningful sense. 2) A Powerful Military: There’s a lot to be said for â€Å"soft power,† but it pales in comparison to raw military might. The United States was not always a great military power, but once the Civil War was over, we started to assert ourselves. Since WWII, we’ve had the finest military on Planet Earth. That one factor does more to insure our freedom and the safety of our allies than every other factor combined. As Reagan said, â€Å"History teaches that war begins when governments believe the price of aggression is cheap.† At least for now, no nation could be so foolish as to believe that a potential fight with the United States would be cheap. 3) Western Culture: If the entire population of Venezuela, Iran, or South Africa were here in the United States and all of us were gone, this country would quickly turn into a pesthole, just like all of those nations because they’re culturally inferior to us. On the other hand, Western culture has produced ancient Greece, the Roman Empire, Britain, the United States and a host of lesser nations that are still more successful than 90% of the planet. The emphasis in Western culture on individualism, innovation, Christianity, capitalism, science, technology, freedom and individual rights has given us an enormous advantage that we are sadly eroding with our foolish embrace of multi-culturalism. 4) Geography: We can’t underestimate the importance of being a large, resource-rich nation that’s isolated from powerful foes. Had Britain been considerably closer, it’s possible that we may have been unable to break away and take control of our own destiny. If we had powerful adversaries to our North and South, we may have had great difficulties when our nation was young and we were just finding our strength. If we had been closer to Europe, our homeland might have been decimated during WWI and WWII. If God had given us first choice of places to  found a nation, this is where we would have ended up. 5) Industrial Capacity: Economically, America managed to take full advantage of the Industrial Revolution and most people still don’t realize how important our ability to churn out material was to winning WWII. Just to give youone of many examples, â€Å"By 1944 America built 96,300 planes, more planes than were possessed by the Axis combined and this does not include British and Soviet production. The Germans built 40,000 war planes in 1944, but the arrival of P51 Mustangs in the skies over Germany resulted in the destruction of the Luftwaffe. And American production was 75 percent combat aircraft†¦..This was the peak of production, an incredible 11 planes an hour were rolling out of American aircraft plants.† We lack this capacity today and make up for our inability to mass produce weaponry by creating high quality war machines. This is a potentially dangerous strategy because if a large chunk of our superior weaponry were ever destroyed somehow, it would take us an inordinately long time to rebuild it. 6) A Merit-Based Society: America’s lack of an aristocracy, tribes, and castes helped allow the cream to rise to the top in our society. Although we certainly weren’t perfect in this regard as any slave or woman throughout most of our history could tell you, we were well ahead of much of the rest of the world. The fact that we’re still regarded by the rest of the world as a â€Å"land of opportunity† is one of our greatest strengths, although our antiquated immigration system does little to take advantage of this fact. The more we penalize success as a society, the more stratified, stagnant and sterile we’ll become as a country. 7) A Constitution That Limited Centralized Government: Nothing could be more fundamentally American than a deep and abiding distrust of government. That’s why the Constitution was specifically designed to keep our own government from oppressing the people. This contributed mightily to our success because the bigger and more powerful the government becomes, the smaller, weaker and poorer the people become. Our Founding Fathers understood this and were fanatical about small, decentralized government. The further we move from that principle, the more economic stagnation, frightening levels of debt, and potentially dangerous tyranny we’ll see from our own.

5 tips healthcare recruiters dont want you to find out

5 tips healthcare recruiters dont want you to find out Healthcare recruiters are facing one of the largest hiring uphill battles in recent memory, which leaves more negotiating room on the table for job seekers looking to get into the healthcare industry. Healthcare recruiters are dealing with a qualified workforce shortage in numbers that haven’t been seen previously. Hospitals and healthcare systems have been expanding, planned investments are coming to fruition, and an aging workforce that needs to be replaced are all adding onto the plate of addition hires that healthcare recruiters need to make. As a new entry into the job seeking realm, you might be wondering about some tips or tricks that you could use to help leverage your experience and skillset to get a new job in the healthcare industry. HospitalCareers.com recently published an article titled â€Å"5 Secrets Healthcare Recruiters Don’t Want You To Know, which contains a wealth of tips to help new job seekers in their healthcare career job search. Use this resou rce to learn some tips and tricks that healthcare recruiters don’t want you to find out about when negotiating in your job search.Here’s a look at the 5 tips healthcare recruiters don’t want you to find out:Qualified job applicants per job posting are decliningWhile the healthcare industry has been steadily adding jobs at a faster rate than any other industry, qualified candidates who apply to these recent job postings are declining. This means that the time it takes to fill a recent job posting is rising, which costs healthcare recruiters and healthcare systems more money to fill each position. In addition, the number of baby boomers who are retiring increases each year with once-filled positions now needing new hires to combat rising turnover rates.New healthcare job seekers can leverage the rising number of open positions by catering their resumes and cover letters to match each open position or position category. This helps separate you from the rest of the applications that often feel manufactured or duplicated without much care between each position.Salaries are on the riseAs the demand for qualified healthcare job seekers rises, salaries and additional benefits packages are rising over time as well. Healthcare recruiters are taking drastic measures to attract new talent to their open positions and job seekers are being rewarded for their tailored education and experience in the healthcare industry.Job seekers can leverage the recent upward trend of salaries and compensation packages by highlighting how their skill set would make them a stronger fit for the open position than some of the lesser-qualified candidates that a healthcare recruiter might be considering.Hiring budgets are getting tighterEven though new healthcare jobs are being posted faster than healthcare recruiters can fill them, hiring budgets are getting tighter each year. Healthcare recruiting managers want to decrease the amount of time and resources they spend each year on filling open job postings, which creates a struggle for healthcare recruiters. Increasingly, healthcare recruiters need to fill positions with qualified applicants who will remain with the hospital or healthcare system for the long term so that they can decrease the costly turnover ratio.A job is a commitment between both the employer and employee. New job seekers can use the knowledge of tighter hiring budgets to convey their commitment to the company for the long term, which will help separate themselves from those candidates who will jump ship at the first chance.Niche job boards account for most recruitmentIncreasingly niche job boards account for more qualified recruiting than standard job sites. Some of the largest job board sites like Indeed, CareerBuilder, and Monster are increasingly littered with spam and job postings that make it difficult to separate qualified candidates from spam candidates. Some of the largest job board sites allow candidates to upload their re sume and then spam applications to any job they feel they might be qualified for without an in-depth look at the job requirements or details.This means that healthcare recruiters are increasingly turning to niche related job boards to hire more qualified candidates and narrow down their pool of applicants. With the increased restrictions mentioned above for healthcare recruiters, job seekers can increase their chance of earning a new position by using niche specific job boards.Applicant tracking systems are phasing out qualified applicantsAs more organizations switch to large applicant tracking systems, more qualified applicants are being phased out unintentionally. Applicant tracking systems help narrow down the field of prospective applicants based on different criteria set out by the recruiter. Filling out these applicant tracking systems takes more time than simply clicking on a potential job posting, and qualified applicants are deciding to skip them entirely. The thinking from those who skip these applicant tracking systems is that they can fill out a great quantity of potential job postings, than fill out a quality application.This leaves room for those qualified job seekers who don’t mind filling out these detailed applicant tracking systems and showcase a prime example of quality over quantity, something that every healthcare recruiter wants to see. New healthcare career job seekers can separate themselves from those individuals who choose to apply elsewhere, and be a part of the smaller pool of applicants that a healthcare recruiter has to sift through.Well there you have it, 5 tips healthcare recruiters don’t want you to find out when attempting to secure a new job in the healthcare industry. Moving forward in your journey to securing a new position, you can be confident that you have additional knowledge that will make your job search go a little easier.About the author:Ryan Bucci is a Content Strategist with HospitalCareers. Hospital Careers is the leading platform for healthcare and hospital jobs with over 25,000 job postings, career advice, and career insights.

Free Essays on Does White America Deserve The Blame

Does White America Deserve the Blame? From almost the beginning of time, with the Atlantic Slave Trade in the early 1500s, the title slave has been synonymous with African Americans and their culture. These human beings, with feelings and emotions, were stolen from their homeland and chained together, where they were tortured and forced to work in harsh conditions against their own will. For years, this slave-driven continental United States was home to a â€Å"white† America, where â€Å"niggers† and â€Å"negroes† were the working horse of the society. Through much hard work and determination, much of this â€Å"racism† and evil-heartedness has diminished ever since the signing of the Emancipation Proclamation. In recent times however, this explanation of slavery has been the scapegoat for the black community, which blames all individual problems on â€Å"white† America. In reality, it’s not the white individual’s fault or even the white-dominated society in which he o r she exists. If African Americans aren’t succeeding, there is no one to blame but themselves. Eric Watts in â€Å"The Color of Success† criticizes African Americans who ridicule one another for â€Å"acting white† and who say that success based on academic achievement is â€Å"not black.† He says that these groups of people are making false distinctions because they are misclassifying themselves as victims. Watts explains how the theory of the once â€Å"victimized black race† is being outdated. Truly, the youth of Black America was born after the Brown v Board of Education decision of 1954, and with the passage of such laws as the Civil Rights Act, the Economic Opportunity Act, and the laws dealing with Affirmative Action, problems faced by African Americans are falling on deaf ears. On July 2nd, 1964, the most important law passed since the reconstruction acts† was passed. The Civil Rights Act â€Å"entitled blacks equal voting rights, banned practices of segr... Free Essays on Does White America Deserve The Blame Free Essays on Does White America Deserve The Blame Does White America Deserve the Blame? From almost the beginning of time, with the Atlantic Slave Trade in the early 1500s, the title slave has been synonymous with African Americans and their culture. These human beings, with feelings and emotions, were stolen from their homeland and chained together, where they were tortured and forced to work in harsh conditions against their own will. For years, this slave-driven continental United States was home to a â€Å"white† America, where â€Å"niggers† and â€Å"negroes† were the working horse of the society. Through much hard work and determination, much of this â€Å"racism† and evil-heartedness has diminished ever since the signing of the Emancipation Proclamation. In recent times however, this explanation of slavery has been the scapegoat for the black community, which blames all individual problems on â€Å"white† America. In reality, it’s not the white individual’s fault or even the white-dominated society in which he o r she exists. If African Americans aren’t succeeding, there is no one to blame but themselves. Eric Watts in â€Å"The Color of Success† criticizes African Americans who ridicule one another for â€Å"acting white† and who say that success based on academic achievement is â€Å"not black.† He says that these groups of people are making false distinctions because they are misclassifying themselves as victims. Watts explains how the theory of the once â€Å"victimized black race† is being outdated. Truly, the youth of Black America was born after the Brown v Board of Education decision of 1954, and with the passage of such laws as the Civil Rights Act, the Economic Opportunity Act, and the laws dealing with Affirmative Action, problems faced by African Americans are falling on deaf ears. On July 2nd, 1964, the most important law passed since the reconstruction acts† was passed. The Civil Rights Act â€Å"entitled blacks equal voting rights, banned practices of segr...

Technology Management Research Paper Example | Topics and Well Written Essays - 1500 words

Technology Management - Research Paper Example Too much automation and aggressive strategy can damage the performance of the organization when the decisions do not support the corporate directions. This aggressive automation can expose the organization to several unmanaged risk factors due to the lack of effective knowledge about the balanced approach. Short term thinking and lack of expertise can damage the business operation management of the organization. This report will determine the bottom-line impact of unmanaged technology on the business performance of the organizations. Analysis It is discussed earlier that too much automation can affect the business operation of a corporation. In terms of industrial fluid disposal and usage, list of poor fluid maintenance practices combined with several in adequate fluid choice can result loss of goodwill and significant operational cost. However, inadequate cost management due to the lack of effective knowledge can erode the bottom line on the daily basis that can impact the long term viability and competitiveness of several strategies and operational facilities (Hunt & Weintraub, 2007). The corporations are exposing themselves to excessive business operation cost and unmanaged risks due to seven key reasons. These reasons are discussed below. Poor Process Control Majority of the organizational facilities utilize more fluid than are required. It exposes the corporations to critical risks due to lack of establishment of robust and control strategy for all the fluid applications. However, this fluid condition can be changed dramatically. An effective and specific control plan needs to be undertaken by the organization management. An effective management programme can enhance the significant process control that is important for the productivity and cost control. In several cases, the acceptable range of the fluid condition can be extended as it may not result in the fluid related events. A strict and tightly management control plan can eliminate excessive use of f luids. Decisions based on data vs. Feelings Every manufacturer knows that, analytical data is quite important when addressing a particular manufacturing issue, responding to a specific quality concern or developing plan for the next step. It is true that, most of the facilities are effective at collecting quality, financial and production related data, but fluid analysis data is rarely collected, correlated, compiled and interpreted due to the specific specialized nature of the interpretation (Haneberg, 2012). Fluid management generally tends to non-core expertise in a particular manufacturing environment. Major characteristic of this fluid management is non-core focus. Several organizations consider that the fluid condition can effectively impact manufacturing, quality and availability, but major significance of this aspects to drive daily decision making process. It is the corrective action executed on daily basis based on the information and data that result in risk management an d cost minimization. Hesitance to change Management risk and direct costs are associated with the product change. This relation is quite significant. Due to this, the organization hesitates to implement product change management process on the floor of several manufacturing plants. Recently, the product vendors are making various critical claims about the significance and benefits of greatest and modern developed

Personal statement for communication major Example | Topics and Well Written Essays - 1000 words

For communication major - Personal Statement Example Yet my parents could understand what I was trying to say in my child-speak way. Then as I grew older, I began to notice the way that people are always interconnected and talking to each other. Communication has become a vital tool in the existence of mankind. In fact, it seems that without the interconnectivity that technology and communication allows us to have, our evolution as a people would come to a standstill. One would be hard pressed to imagine a word without communication. Even the deaf, mute, and the blind have their own methods by which they communicate with each other and those around. It is this fascination and simple understanding of how communication works for us as a society that led to my continuously increasing interest in the field of communication. Communication is the most important tool that we have as a people in terms of creating a bond and fostering understanding of people across the borders of countries. It is what unites us as the people of this planet. Due to the existence of social networking sites such as Facebook, Twitter, Tumbler, Instagram, and the like, communication has come to the forefront of the consciousness of the people. This instant method of connecting with each other has served to bring communication to higher levels of use and existence. These days, one will be hard pressed to find somebody who does not have an international base of friends due to the network that these communication channels allow us to create based upon shared interests and other criteria. The world has become a better place because of evolution of our communication skills and gadgets. People easily connect and find common ground with each other these days because the internet has allowed people who communicate in various languages. In fact, I have often said that communication, just like any other spoken language on this planet, is a living, breathing, and evolving thing. Communication has in effect, taken on a life of its own and we owe