Mind game Essay

Interrogation is a mind game. I will set up a friendly environment where the suspect feels comfortable to gain his trust and becomes receptive to my questions. I will play with his thoughts and emotions that perhaps what he did was unintentional or a result of unavoidable circumstance. I will not directly put the blame on the suspect but will make him fully understand the moral seriousness of the crime. Furthermore, I will tell him that there is overwhelming physical evidence that would implicate him to the crime and that there are witnesses and fingerprints found in the crime scene, even if I have to make a bluff. Then I will offer him different theories to what happened, one more justifiable than the other. Whichever he chose, guilt is already admitted. Preparation is essential for a successful interrogation. First, the surrounding should be conducive without distractions and guarantees privacy. This will also give me the opportunity to analyze the body language of the suspect. I will study the case facts which will be the basis for my questionings. My knowledge about the crime can somehow persuade the suspect to tell the truth. In addition, I will also study the personal background information of both the victim and suspect, more so about the suspect’s feelings, attitudes, and values. Finally, I will resolve the details of the documentation like forms, audiotape, and videos so that the interrogation process is not disrupted. The Miranda warning has adversely affected the procedures of police work. In its report Handcuffing the Cops: Miranda’s Harmful Effects on Law Enforcement, the National Center for Policy Analysis disclosed that the warning caused a significant drop in confessions. With few confessions, police have difficulty in solving crimes. Therefore, the Supreme Court should suspend Miranda for crime prevention to be effective and detect early terrorism threats. References Cassell, P. G. (1998). Handcuffing the Cops: Miranda’s Harmful Effects on Law Enforcement. National Center for Policy Analysis. NCPA Policy Report No. 218, August 1998. ISBN #1-56808-040-9 Fleisher, W L. & Gordon, N. J. (2001). Effective Interviewing and Interrogation Techniques. Academic Press, New York. 1st edition. ISBN-10: 0122603818 Inbau, F. E. , Reid, J. E. , Buckley, J. P. & Jayne, B. C. (2004). Essentials of the Reid Technique: Criminal Interrogation and Confessions. Jones and Bartlett Publishers, Inc. , MA. ISBN-10: 0763727288

Graduate level

There are a number of distinctive HER policies and procedures which elevate DEW as a preferred employer by employees. DEW has several mentoring programs which support the development and training of new staff. The programs are an Important way to engage new hires into the DEW culture, and this could be their first professional job out of college (Trademarks Animation, n. D. ). In a 2010 interview, Trademarks Animation's Head of HER is Daniel Sweethearts stated, â€Å"In a rapidly growing environment, that can be difficult for a new person to grasp because it can all be overwhelming† (Burns & Sweethearts, 2010).The Animation film industry Is a complex business with a lot of â€Å"moving† parts. DEW flimflamming Is a timely and expensive undertaking which starts with someone's Idea and storyboards (Wolff, 2003). This production will involve many people who steer the process?from the in- house staff, freelance writers, technology, and their reference library of other work. The animated production process, creating storyboards, writing and revising scripts, drafting artwork, character creation, for a â€Å"full-length feature film can take approximately three to four years† (Trademarks Animation, 2011).This extensive recess also employs â€Å"small collaborative teams that are responsible for preparing storyline and ideas for the initial stages of development† (Trademarks Animation, 2011). During these intense early stages of a project new hires are placed in mentoring initiative program. Mentoring supports the overall project while also providing direction to the newest staff members. Thus, â€Å"ensuring that ideas follow the best creative path within a desired budget and schedule parameters† (Trademarks Animation, 2011).The first 90 days are In orientation, but afterwards new employees are trained on the DEW â€Å"proprietary software† and attend â€Å"welcome session hosted by CEO Jeffrey Guttenberg† (Henchman, 2 01 AAA). There are many different mentoring programs at DEW. These programs primarily focus on recruitment of mid-level talent, new college graduates, entry level professionals, and the highly specialized (Trademarks Animation, n. D. ). All of the DEW mentoring programs pair the new hire with an experienced staff member.The Henchman (AAA) article, discusses a recent graduate In the DEW mentoring program. The trainee Is a Visual Artist, named Each Glenn, and Is coming up on the end of his training (AAA). Henchman (AAA) continues describing, the Visual Artist's downtime allowed him to be able to help his mentor, who was having difficulties on a â€Å"snowball† scene (AAA). The mentor asked for suggestions, and the trainee had a chance to learn more about the scene while helping (Henchman, AAA).The trainee Each, explained, â€Å"I'd show him what I'd come up with, and he'd show me what he had been doing. So we Just kept that process up, and coming over to each other's desk and showing the progress we had until we merged these little effects into the snowball† (Henchman, AAA). Mentoring examples like this show how there is a great opportunity for learning from both the trainee and the mentor. This also levels the playing field and allows the trainee to feel they are a â€Å"peer† with equal status.There are mentoring programs that DEW uses to recruit entry level graduates and then pair them with the seasoned employees. One of the mentoring programs Is scouts potential new talent in â€Å"Art/illustration, Design, Character Animation, Computer Graphics, and Media Studies graduates from colleges and universities around the globe† (Trademarks Animation, n. D. ). In addition to the scouting, they also offer training programs and coaching for these entry level positions. DEW also offers in-house digital training and artistic development training programs available for all employees.There is another outreach mentoring program for entry level professionals and recent college graduates referred to as the â€Å"Challenges/ Initiatives† that select new hire to participate in one of four (4) different programs; The Story Initiative Program, Character FIX Initiative, FIX Challenge, and Character AD Challenge (Trademarks Animation, n. D. ). These four mentoring programs offer a broad range f topics and discussions on; how an animated film pipeline is organized, the principles of animation, interpreting character designs, and how to incorporate them into the animation process.Each of these training program initiatives supports the trainees learning in the specific areas chosen. The program's training objectives are implemented over the first 90 to 180 days, depending on the program. The mentor programs pair a trainee with a seasoned and specialized mentor. The trainee has to perform duties in a simulated training environment. The training environment is identical but separate from the real projects that the mentor is on. The mentor observes the trainees activity, and the decisions made. The environment is parallel where the trainee can experience the same challenges as the mentor.The trainee has to use their independent Judgment and their skills Just as they would have to if working on the actual project. This trainee environment provides these rich opportunities, which are â€Å"Critical to the success and learning new and potentially foreign concepts, but also the ability to work within a production team environment and seek advice from experts (Trademarks Animation, n. D. ). In addition, this is all appending in a training environment, so there is more flexibility and time to discuss situations where the trainee wants clarification.Additional concepts discussed include key ideas important to the deformation process, programming procedural controls, and techniques to successfully present ideas and results to both creative and technical audiences (Trademarks, 2014). Data's mentoring program seems to go beyond the entry-level and middle staff to the higher levels of the executive suite. Several DEW female executives served on a panel. The ladies' group was called the Bay Area Women in Film & Media, and the event was at Trademarks. All women panel of DEW executives discussed workplace culture and described how it was to work in a male dominated field.Each executive description of Data's culture was supportive, fun, rewarding, and better than other studios they had worked. There was one unidentified executive who was speaking about being a woman in DEW â€Å"Mans world† and she enjoyed working with the men, and it was special to work with Spielberg (Cited). Implications Trademarks Animation's Head of HER is Daniel Sweethearts, and his team performs mid-project reviews and boasts a 97% retention rate (Henchman, Bibb). After 90 says the employee is brought in for a meeting with HER to discuss â€Å"best practices,† experiences elsewhere† (Henchman, Bibb).This HER practice of meeting face to face after 90 days for their feedback, can help improve nonbinding, and also relays an important message to the employee. The new employee has a forum for two-way communications and a valued as a new member of the team. This communication forum is important as it is early in their DEW career and will likely set the tone. DEW provides resources for new staff to engage and to better get acclimated. There are also employee training programs to help increase employee knowledge base.For the technologists, they have established in-house digital training and artistic development training programs. In order to recruit and retain talented creative and technical personnel, they have established relationships with the top animation schools and industry trade organizations (Trademarks, n. D. ). Sweethearts, describes how the mentoring at DEW can forge a â€Å"tribal connection† between the new hire and the veteran, when it is done early in the menthe's em ployment (Henchman, Bibb). This employee investment at all staffing levels is a way for employers to demonstrate their support of the employees.Experts agree; companies must make their employees feel engaged and help them feel like they are performing meaningful work (Rickets, 2008). It seems employees are â€Å"sensitive† and will â€Å"react† positively or not positively according to the treatment they perceive their employer gives them. Corporate HER consulting expert explains, â€Å"If an organization does not make conscious efforts to not only onboard new team members, but also to create cultural moments that give them an experience?not Just the language?of the vision, then it is very difficult for them to feel bonded† (Elliot, 2013).It can be seen how Trademarks Animation integrates the experience of their seasoned mentors to train new staff. They also are able to recruit and retain employees, with their â€Å"established relationships with the top animat ion schools and industry trade groups† (Trademarks Animation Form ASK, 2011). From Straightness's discussion, part of the importance of mentoring the newest staff is to help them understand and learn Data's culture and also to coach them in handling projects. He also mentions, â€Å"many of these individuals will go on to be leaders within DEW while others may go on to be leaders in the Animation Industry' (Henchman, Bibb).Sweethearts says, â€Å"We hire so many experienced people that we get lots of interesting ideas from other companies,† and add, â€Å"we hire a good number of recent graduates, so we get fresh eyes†(Henchman, Bibb). The resources that DEW puts into training new hires and pairing them with senior level employee shows they want to invest in their staff. This type of investing in staff with mentoring programs, training programs, and two way communication can be plenty reasons they are a â€Å"great place to work,† and other companies can learn to invest in staff development an result in ordainment.Properly training staff will initially require more resources, manpower, and management coordination, but in the long run the company outperforms the competition. Research supports the idea that those companies that outperform their competition have also retained their most talented employees (Fuller, Gerhard & Scott, 2003). This further adds to the point that DEW is investing in their team with mentoring programs, training, and executive mentoring. This is a lesson worth learning for any CEO looking to increase the bottom line and provide Job

Discuss the potential for small-scale, local or community-based Essay

Discuss the potential for small-scale, local or community-based initiatives to contribute to sustainable approaches to agricultu - Essay Example In the modern times, agriculture is practiced either under a demand-based agriculture model or resource-based agriculture model. Demand-based agriculture is operated keeping in mind market demand of agricultural goods by consumers and industries. Resource-based agriculture is driven on the logic of producing goods from the earth in a way that it does not harm ecosystem in the process. Thus special care is taken to use only those tools (seeds, fertilizers, etc.) that are not harmful for the ecosystem in the long-run (Sustainable Agriculture, n.d.; Sustainable Communities in Theory and Practice, n.d.). Green revolution beginning in the 1960s has added huge farm productivity, but to the detriment of the goal of sustenance. In Canada, output has increased by 175% since 1941. According to a report ‘Agriculture at a Crossroads’ by IAASTD (International Assessment of Agricultural Knowledge, Science, and Technology for Development), there has been less attention to some of the u nintended social and environmental consequences while achieving significant ability to increase agricultural productivity. In Canada, less than 10% of the country has the capacity to sustain agricultural food production.

The Revolution of Architectural Forms in the Computer Age Essay

The Revolution of Architectural Forms in the Computer Age - Essay Example More evidently it has resulted in the translation of complex geometrical forms into architectural designs. This can be perceived by observing the innovative and complex forms that the later buildings predominantly adopt. As seen by Bart Lootsma (Zellner 1999), "instead of trying to validate conventional architectural thinking in a different realm, our strategy today should be to infiltrate architecture with other media and disciplines to produce a new crossbreed." Computational design processes is characterized by flexibility, speed, precision and the fact that it allows one to clearly visualize the forms and spaces with the help of animation and rendering. Hence the use of computer technology in architecture is highly rewarding and leads to solutions for a number of issues. The common most positive outcome is that the modifications in design have become extremely rapid, it becomes highly convenient to transfer or share data and information between the team members of a project, at times sitting across the globe. It also offers great precision as compared to manual work The word 'Digital architecture' refers to the architecture that is generated with high end computer technology. Such architecture is not only about designing of forms but also about construction and fabrication of the building on site with the use of computers. This essay explains and describes the computational architectural technology in the digital age through design process, design analysis, and building construction of some recent projects.It is only since the last few years that the Computer Aided Design (CAD) and Computer Aided Manufacturing (CAM) have began influencing the field of architecture. This has helped in realizing possibility to design and construct buildings which seemed to be difficult and expensive when designed in the traditional manner. Note the below placed images of the Empire State building and the millennium tower in Tokyo, the former resembles the architecture of non-digital age as in 1930s. These forms predominantly rely upon repetitive geometry to achie ve structural stability. The latter is a product of digitally generated form with the geometry that changes with its height. This is precisely controlled with computed calculations. The design of the digitally evolved form is more complex geometry and depends primarily upon its form for its structural stability rather than it's mass. The present essay discusses the use of computer technology in some of the advanced buildings designed by Foster and Associates. The digital architecture uses the computer technology for deriving the conceptual form and refining it to the end into a precise creation of architecture. The use of computer begins with the generation of conceptual form and its analysis to impart appropriate developmental changes, testing the design alternatives against specific loading conditions and climatic effects and finally carrying out the process of construction with the appropriate application of programs in material calculation and in transferring the complex geometrical shapes to building elements on site. The important part is the fact that digital models provide the

Deduction vs. Induction Essay Example | Topics and Well Written Essays - 500 words

Deduction vs. Induction - Essay Example On the other hand, an inductive argument is an argument in which the premises are expected to support the conclusion such that if the premises were to be true (which is an assumption of the arguer), it is merely improbable that the conclusion could be false in that case. Therefore, instead of there being a necessary connection between premises and conclusion, as there is in the case of the deductive argument, the connection between premises and conclusion in the inductive argument is probabilistic. In the example given, it is possible for the conclusion to be false, even if all three of the premises are true. In other words, it is possible for an argument that lacks deductive validity to be inductively valid. For instance, perhaps Newton lost his taste for tea after being struck on the head with an apple, which, according to the story, he was drinking on that occasion. Although inductive inferences may be uncertain, they are probable. That is, it is very probable that Isaac Newton liked tea. However, it is not certain based solely from the evidence given in P1-P3. Moreover, unlike deductive arguments, inductive inferences give us more information than what is contained in the premises. Careful use of inductive arguments is necessary for any field of research outside of those that rely on basic truths and assumptions. In the argument given, both of the premises are true. Consequently, it is simply not possible for the conclusion to be false. If the deductive argument has all true premises, and a false conclusion, then an error has been made and the argument lacks deductive validity. Conversely, one cannot accept the truth of the premises without accepting the truth of the conclusion. The relationship between the premises and the inference is that the conclusion cannot be false if the premises are true. Even if the premises might not actually be true, the relationship between the premises and the conclusion does not change, and even if the evidence for the

WorldCom Case study (summary assignment) Essay Example | Topics and Well Written Essays - 250 words

WorldCom Case study (summary assignment) - Essay Example In 1995, it was renamed as WorldCom with ambitious plans for global expansion. In1996 it made efforts to acquire MCI, a much larger telecom company which was finally realized in 1998. By 1999, it was 14th largest firm in US. The failed bid for Sprint, large telecoms provider in USA also started the downfall of WorldCom. The large number of acquisitions and mergers were not integrated within the broader culture of WorldCom. Consequently steady increase of complaints and lawsuits necessitated giving millions of dollars in penalties, refund and payments by WorldCom. This opened Pandora box which exposed manipulation of books and financial irregularities by Ebbers and other directors and amounting to billions of dollars of hard earned money of the investors and shareholders. The share price of $62 in 1999 fell to 7 cents in 2002. Over payment on sales commission, inflated cash flow of nearly 4 billion and false corporate book keeping led to nearly $30 billion in debt and finally to its bankruptcy. All its major directors were found guilty. In 2004, it emerged from bankruptcy as MCI with credible board

The Dani, Papua New Guinea Essay Example | Topics and Well Written Essays - 1500 words

The Dani, Papua New Guinea - Essay Example The irrigated land is provided freely for use by any member without prior payments or negotiations. Land ownership by an individual is rare since its vested in kins’ and only allocated in times of need. An individual may own the plantation but not the land. The heirs’ give the landowners gifts and offerings before using the land. Failure to do so will result in dispossession of the property by the landowners (Zimmer & Amakoshi, 2007). Based on Zimmer & Amakoshi (2007) horticulture is routine by cultivation of sweet potatoes in large fields of valley bounded by ditches. Plantation is carried out year round where every family possess a portion of the harvest. The ditches assist in drainage of water during wet seasons and deliverance of spring water during dry spells. Additionally, they also serve as mulching basins. The ditches further prevent unwanted pigs form the farms. Other staple foods include starchy vegetables like yams, rice, wild sago, taro and breadfruit; supplemented by bananas, wild greens, mangos and coconuts. Hunting is also practiced which provides meat from fowl, pigs, marsupials, cassowaries and turtles. Each household practice pig keeping. The pigs are only slaughtered and consumed during special occasions (Zimmer & Amakoshi, 2007). The community holds plenty of ceremonies and hence each Dani member receives pork every week. Domestication of pigs is highly significant that specific medical practices are carried out in order to assist them grow. The male pigs are castrated so as to control breeding and increase their sizes. Every Dani member participates in food production. However, the members cultivate their farms using manual labor whereby they incorporate inferior methods and technologies. Sweet potatoes are planted as monocrops in the irrigated fields whereby the soils are dug using sharp poles. Their harvest is enormous whereby it supports a population-density of more than 400/square mile (Zimmer & Amakoshi, 2007). The

Describe an historical evolutionary concept and its impact on that Term Paper

Describe an historical evolutionary concept and its impact on that population(ie.Genetic drift or founder effect).Include how th - Term Paper Example However, these lacunae in no way takes away from the fact that evolution was and still is an ongoing, dynamic process. The inability to chart the human evolutionary process in a categorical manner does not mean that the specie human sapiens is not subject to the laws of evolution, in spite of the diverse assumptions and hypotheses to the contrary. The very first such assumption is to do with the fossil records, the findings of which did not occur in a chronologically uniform manner. The earliest fossil record known to science is said to be Aegytopithecus  sp a small animal, the size of a spaniel. This fauna is believed to be an ancestor of the humans, as also the modern apes, although quite distinct from all the other primates. It existed in the latter part of the Oligocene era, around 30 million years ago. Since the animal represented the dawn of apes as well as humans, it was termed the ‘dawn ape’. 10-15 million years passed before the lines leading to the great apes and humans began to diverge. 20 million years ago Dryopithecus  appeared exhibiting ape like features and 5 million years later Ramapithecus entered the evolutionary arena. It is exactly these rather long intervals of time about which we are completely dark about the onward momentum of the evolutionary process that make some people think that scientists have failed to categorically chart the human evolutionary process. ... 2001). The term is Leakey’s own way of recognizing the intimate evolutionary relationship that existed among human beings, chimpanzees and gorillas (Gee, 2001). This he did in spite of the already mentioned gaps in time. There are other assumptions and arguments going around denying the importance or even prevalence of the laws of human evolution. This is a deliberate attempt to establish that humans are not subject to the laws of evolution and most are far fetched in the extreme. One theory going around and gaining ground, particularly in the United States subscribes to the Creationist view of all living beings as depicted in the Genesis of Old Testament. They are more interested in discrediting evolution by the simple expedient of ignoring all discoveries of hominid fossils. As in many a field of human endevour, hoaxes and mistakes can at times occur in science too. Creationists cherry pick such examples in an effort to prove that these hoaxes and mistakes are proof enough t o establish the weakness of science and its theories, particularly the theory of evolution. This is a gross misinterpretation of the very nature of science which advances by learning from its mistakes and drawing confidence from its successes. The scientific method has this built-in, self- correcting mechanism which is a potent asset of science. All scientific hoaxes are soon exposed and rectified and those who do so are not creationists but the scientists themselves. All that the creationists do is to read about such exposes in the newspapers and watch them on TV and claim that it was they who exposed them in the first place. Ironically, the modern Indian savant Osho, whose disciples hail more from the Occident rather than from the nation of his birth, when asked whether there was a

Portrait Photography Survey Essay Example | Topics and Well Written Essays - 500 words

Portrait Photography Survey - Essay Example Markets of portrait photography include restaurants, taverns, stores and business premises. These organizations use portrait photos to reach out to their consumers (Kelby 36). This is because portrait photos are more appealing and conspicuous to motorists, pedestrians and other road users as they are normally attractive. Portrait photographers make money by making saleable portraits which they sale them to businesses which use them for advertisement purposes their websites and in local television programs. On the other hand portrait photographers make sales when they are hired to make photo shoots in institutions’ events such as graduations and in special occasions such as in church weddings. Requirements of a portrait photography business is photography equipment which should be modest, several pieces of cloth for backdrop ,lenses with good magnification, some sources of light and a tripod stand (Wilsh 47). These equipments should be of lightest weight so as to make them more portable thereby easing movement. Portrait photography has undergone a list of trends over the past years. A few decades ago, images were in a black and white portrays, that evolved to hand coloring pencils then to hand coloring paints. Currently, images are taken using digital cameras, which produce neat colored photographs. These advancements are attributed to progress in the new technology which has been given abreast. Location of portrait photography is mostly influenced by the subject; this is the intention of the photographer. If the intended expression involves environmental aspects like natural features, then a rain forest would be the best location. However if the photographer is new to the business then simplicity should guide him or her. He/she should look for the simplest places. To enhance more effects, studio photographers should concentrate more on improving the background of the

How to achieve peace in Pakistan Essay Example for Free

How to achieve peace in Pakistan Essay Pakistan was founded. Pakistan was built to fulfill the needs of the Muslim community by providing them equality, Justice and freedom. However, soon enough it failed to fulfill the promises it had made to its society thus instability, restlessness and wretchedness reigned throughout the nation. Achievement of peace in Pakistan is actually the desire of every follow Pakistani or at least a huge majority of them. To devise a proper strategy we need to analyze and understand the causes f unrest and chaos in Pakistan. Factors causing disturbance in Pakistan can be categorized in internal and external factors. Internals factors consist of social, economic, political and administrative whereas external factors are related to regional instability and international so-called war on terror involving Kashmir, Iran, Afghanistan and Baluchistan. For achievement of peace and stability we need to address the huge gap between haves and have nots. Firstly socially, there seems to be a huge gap between the different classes within the country. A large majority when sees a small minority enjoying a very luxurious life style they naturally rebel and resort to unlawful activities to become rich overnight. We can say this is a poor vs. rich tension, which disturbs the peace of society in various ways such as crime and law breaking. Secondly, politically, in Karachi different political parties have armed wings. Karachi being the biggest city has greater influence. Respective political leaders protect crimes of members of these gangs. While political leaders re enjoyingi government position at the same time they are patronizing criminals, murderers, target killers, extortionists and land grabbers. Thirdly, economically, Karachi being port city and major economic hub affects Pakistan. One day of strike and unrest in Karachi costs billion of rupees to national exchequer. Lastly, on the administrative side, law enforcement agencies are plagued by corruption. They are packed with cronies of influential people along with lack of proper training and sufficient resources. In some cases sources of trouble and unrest outnumber civil law nforcement agencies. Furthermore criminals are able to get relief from tax and justice procedures. They can even intimidate eyewitnesses and thus obstruct dispensation of Justices. This further erodes confidence of public on the prevailing system and thus increases unrest and instability. Therefore, to achieve peace we need to address all these issues immediately. The first step should be to break the vicious cycle of illiteracy, poverty and disease by providing educational and health facilities and equal Job opportunities on merit. We have to uplift standard of general public through a fair system based on social Justice by educating general public through print and electronic media about the responsibilities and rights of a citizen. Law enforcement agencies need to be revamped by selecting officers and cadres on merit, proper training and equipping them with latest equipment and technology and where necessary paramilitary forces can be used to assist them. A fair and speedy Justice system, which ensures that troublemakers are taken to task without ny delay, should be formed. Similarly, on the international front we have to get out of Afghan war. We should not allow proxy wars to be fought in our territory. In KPK and Baluchistan political reconciliation is required since administrative measures alone have failed to give desired results. To sum up, peace in Pakistan cannot be achieved in bullet but a set of social, economic, political and administrative system could help our country to gradually move towards the right path and a path towards stability.

Vision And Mission Of Pia Tourism Essay

Vision And Mission Of Pia Tourism Essay In this report after giving a brief historical background, vision and mission of PIA, we have discussed its hierarchical structure and the values and services provided to the customers. We also describe the strengths, weaknesses, opportunities and threats of PIA. Thirdly we have described the various corporate responsibilities of PIA along with the strategies followed for the selection of various the target segments. Our focus is to explore the reasons behind the downfall of national airline. As in few last years we have seen that the market share of PIA was continuously declining as compare to its domestic and international competitors. We find out that there are number of internal and external factor which causes the downfall of PIA. The lack of true leadership, government excessive interference, organizational internal conflicts and corruption and the new air aviation policies are the few major reasons behind the losing market share. In the end we sum up the whole findings of our report in terms of conclusion of the whole scenario and we also suggest some ways to the management of PIA that how they can overcome these crisis, how they can retain and motivate their employees, and what to do in order to gain their lost glory. PIA for short, can trace its beginnings to the days when Pakistan still was not an independent state. In 1946 Muhammad Ali Jinnah realized the need for an airline network for the forming country and called upon the help of an experienced industrialist Mirza Ahmad Ispahani to develop a flag carrier for the nation. Meanwhile, an airline called Orient Airways, registered in Kolkata, was formed on October 23 1946. Services were started in June from Kolkata to Sittwe and Yangon. This was the first post-war airline flight by a South Asian registered airline company. Two months after this service began, Pakistan was formed. Orient Airways began relief flights to the new nation and, soon after, it moved its operations to Karachi, where it began flights to Dhaka on June 7, 1954. In addition, the first two domestic routes in Pakistan were established, from Karachi to Lahore to Peshawar, and from Karachi to Quetta to Lahore. The Government of Pakistan, realizing the operation was failing economically, proposed that Orient Airways merge into a new national airline. On March 11 1955, Orient Airways merged with the governments proposed airline, becoming Pakistan International Airlines Corporation. During the same year the airline opened its first international service, from Karachi to London Heathrow Airport. In March 1960, PIA became the first Asian airline to enter the jet age when Boeing 707 services were introduced. The aircraft were wet leased from Pan American and in 1961 services were begun to John F. Kennedy International Airport in New York. VISION OF PIA: To be a world class airline exceeding customer expectations through Dedicated employees Committed to excellence. MISSION OF PIA: As a Symbol of National Pride, We Aspire to be a Choice Airline, Operating Profitably on Modern Commercial concepts and Capable of Competing with the Best in the International as well as Domestic Markets. HIRARCHY OF PIA: This organization is divided into following departments: Human Resource and Administration, Marketing, Corporate Planning, Information Services, Finance, Flight Services, Flight Operation, Engineering, Procurement and Logistics, Customer Services, Training and Development, Quality Assurance. The organogram of the organization follows, with the Chairman at the top and directors of departments reporting to him. The structure is centralized with the top-level management making the decisions. VALUES: 1. Customer Expectations PIA is the most trusted name in the industry. The reason of its goodwill is according the expectation of their customers that PIA has fulfilled always. By providing competitive tariff, extensive care, and convenience to their valued and potential customers. 2. Service PIA aims at providing valuable and unique services to its customers. They are more personalized and courteous to their customers. The services are valuable and rare; this is the reason why customers trust PIA. 3. Innovation PIA currently has a number of 43 fleets and aims at increasing this numbers to 53 by the next few years.PIA is adoptive to changes and believe in innovation thats create new ideas and translating these ideas into action. 4. Reliability PIA is the most experience airline with its service with more than 53 years. This has built in PIA has become the most reliable airline. PIA is known for its loyalty and consistency. 5. Safety The most challenging responsibility of any organization is to provide complete satisfaction to its employees and customers together. This satisfaction rewards favorable and easy working conditions. The in-flight services are customers friendly and the organizational the organizational environment is also employees oriented. 6. Cohesiveness PIA has 12 departments working in their own direction and also provides a number of services including speedex courier service, catering etc. The most impressive part is these all department and services are integrated in a cohesive way. SERVICES: PIA offers two types of services. Business Class Its the only Business Class service that feels like First Class. A comfortable seat makes all the difference on a long flight. PIAs Business Class Seats elevate the concept of luxury to a new level, fully endorsing your decision to choose PIA Business Class. Sit back and relax in our exclusive Business Class Lounges at the Karachi, Lahore, and Islamabad airports. Our hospitable staff will ensure that youre well looked after during your stay with us at the airport. Business Class passengers arriving at Airport will receive a warm welcome from PIA. Our representatives will walk you right through all the arrival formalities so that you dont have to stand in line or worry about clearance. Economy Class PIAs economy class is also comfortable for passenger as Business class. Economy Class offer seats with a 32-inch pitch, adjustable footrests and winglet headrests for improved neck comfort. The personal TV provides on-going entertainment including audio and video on-demand choices. Passengers enjoy the same caring service from our flight attendants, along with skillfully prepared meals and a wide range of in-flight entertainment options to choose from. Free newspapers are also provided to all Economy class passengers. The PIA in-flight magazine, Hamsafar, is provided to all passengers on all international flights. FINANCIAL PERFORMANCE: During the first quarter of 2007, the airline achieved a 5% growth in overall revenue mainly due to increase in passenger traffic. The revenue growth was lowered by a 10% reduction in cargo revenue. The EU ban on PIA in March 2007 reduced the revenue growth because only the Boeing 777 was allowed to enter in Europe. Many of the European routes were put on hold until the airplanes were repaired and brought up to EU standards. The impact of the 2006 salary rise, increased cost of leased airplanes, and higher maintenance cost of the PIA fleet increased the overall operating expenses by 19%. Consequently, the airline suffered an operating loss of Rs 2.5 billion in the first quarter of 2008. MAJOR COMPETITORS: PIA is still holding the first position in market. It has 48% market share. Its major competitors are: Air blue and Shaheen International Airline. MARKET SHARE: Now PIA has the total market share of about 48% of total air transport in Pakistan. PRIVATISATION: PIA is owned by the government of Pakistan. In the late 1990s, the Government of Pakistan thought of giving the airline to the private sector due to the persistent losses suffered by the airline. The Government announced the privatization plans but was never implemented. The rising fuel prices are increasing the operating costs of the airline which consequently increase the losses. Another source of PIAs inefficiency has been the over-staffing of employees over the past 10-20 years that has crippled the organizations finances. Back door discussions with potential buyers continue without any positive results. Following the global trend, several steps towards outsourcing of non-core business have been initiated. Catering units (starting with Karachi Flight Kitchen), Ground Handling (starting with Ramp Services) and Engineering, are to be gradually carved out of the airline and operated as independent companies. PIAs Network Domestic Networks International Networks CHAPTER # 2: SWOT ANALYSIS SWOT ANALYSIS OF PIA: STRENGTHS 1. LEADING MARKET POSITION PIA is one of Pakistans leading air carriers, with more than 800 daily flights. Around 150,000 passengers a month fly on PIA, making it one of the major operators in the domestic market in terms of passenger kilometers. PIAs international market share was 43.5%, In the Domestic market, its market share was 69.4%. On a system-wide basis, PIAs market share was 51.2% at the end of year 2007. Its strong market position is driven by consistently low fares as well as reliable service, frequent and convenient flights, use of new technologies like e-ticketing and self check-in terminals, comfortable cabins and superior customer service. 2. BRAND RECOGNITION PIA has high brand recall. It is recognized by travelers all over the country. PIA is a national airline, operating passenger and cargo services covering eighty-two domestic and foreign. PIA has earned the number one ranking in customer satisfaction. This strong market position gives the company a scale advantage and helps it strengthen its brand image. 3. SUPERIOR OPERATING STRUCTURE PIA has maintained its position as the low cost carrier. It has been first class Pakistani airline to use the latest technology. Factors contributing consists of different series of Boeing and Airbus and an efficient, high-utilization and point- to-point route structure. Flying one type of aircraft significantly simplifies scheduling, maintenance, flight operations, and training activities. PIA has continually achieved high asset utilization and employee efficiency. Superior operating structure serves as the primary competitive advantage of PIA. 4. NETWORK PRESENCE PIA enjoys a strong network in key domestic and international destinations. The companys network includes three the major airports in Pakistan, as well as major international airport such as Dubai International Airport. Having a strong network means that PIA can generate traffic feed for both its domestic and international Flights. 5. HUB AIRPORT AT KARACHI PIA operates from its hub in Jinnah International Airport, Karachi. Jinnah International is one of the worlds busiest airports in terms of number of passengers carried. It is also one of the largest international gateways to Asia. It is also the leading international air passenger (and cargo) gateway to Pakistan. The companys strong presences in airports with heaviest traffic levels in Pakistan give it a competitive advantage. 6. EFFECTIVE USE OF TECHNOLOGY PIA has successfully incorporated latest technology in all its systems, giving it an edge over competitors.PIA takes credit for introducing most new technologies to the Pakistani market. It was the second carrier in Pakistan to incorporate the c-ticketing system and the second in South Asia to introduce self check in systems at the Jinnah International Airport, Karachi. WEAKNESSES 1. FORMULATION OF GOVT. RULES The Basic flaw of this organization is its consolidation that is centralized system. The key policies, strategies and set of laws are designed by the upper management. The centralized system is one of the biggest obstacles of long term success of PIA. PIA centralizes structure lead to barrel between different level of management, decreased motivation, and hard access to information. 2. HIGH DEPENDENCE ON PASSENGER REVENUES Passenger revenues accounted for 87 percent of the PIAs total revenue in 2007. Cargo services allow airlines to generate additional revenues from existing passenger flights. In addition, cargo revenues are usually counter cyclical to passenger revenues and have lower demand elasticity than passenger business, which allows airlines to pass on fuel price hikes to customers. 3. DEBT PIA has a significant amount of 42 billion debts. Current and future debts could have important consequences for stakeholders of the company. For example, debt could impair PIA ability to make investments and obtain additional financing for working capital, capital expenditures, acquisitions or general corporate or other purposes. Debts could also put PIA at a competitive disadvantage to competitors that have lesser debt and could also increase the companys vulnerability to interest rate increases. 4. RELIANCE ON OIL PRICES PIAs sustainability, growth and revenues directly depend on oil prices. A steep rise in oil prices can seriously damage the long term viability of any airline. Recently many airlines around the world went bankrupt due to rising oil prices. Airlines need to hedge against this risk by taking proper measures. OPPORTUNITIES 1. HAVING THE MAXIMUM ROUTE AND FLEET PIA is having the maximum route and fleet domestic and international destinations network in Pakistan as compared to its Competitors. Route and fleet expansion will positively impact the companys operations by increasing revenues. 2. GROWING DEMAND FOR LOW COST AIRLINES The growing demand for air travel is driven by lower fares and consumer confidence. A survey by International Aviation Authority showed that ticket price is the number one criterion for passengers when selecting a flight, well ahead of the availability of a non-stop service. 3. CUSTOMER LOYALTY PIAs frequent flyer and loyalty programs can help it retain customers. PIAs Awards+plus (frequent flyer program) was established to develop passenger loyalty by offering awards and services to frequent travelers. Such schemes encourage repeat travel on PIA, as passengers seek to accrue the benefits given to regular travelers. This enables the airline to retain customers and reduce costs, as it does not have to spend money targeting new customers to replace those lost to other airlines. 4. SHIFTING CUSTOMER NEEDS The needs of air passengers are increasingly changing, as they are becoming more and more price sensitive. If PIA succeeds in making its prices more competitive, then the company will be able to gain significant market share. 5. INDUSTRY RECOVERY Market analysts believe that the global airline industry will experience an upturn in fortunes over the next few years. This represents an opportunity for PIA, as it could generate increased revenues and command market share if it capitalizes on increases in demand. THREATS 1. HIGH INTEREST RATES The past few years have seen State Bank of Pakistan impose high as well as low interest rates to check inflation and the overheating of Pakistani economy. Inflation in Pakistan may see another raise in the short-term. 2. ACCIDENTS There had been five accidents with PIA listed as below: Pakistan International Airlines Flight PK 705 was a Boeing 720 040 B that crashed while descending to land on Runway 34 at Cairo International Airport on May 20, 1965 resulting in 119 fatalities. Pakistan International Airlines Flight PK740 was a Boeing 707-340C that crashed after takeoff from Jeddah International Airport on November 26, 1979. All 156 aboard were killed. Pakistan International Airlines Flight 268 was an Airbus A300B4-203, registration AP-BCP, which crashed on approach to Kathmandus Tribhuvan International Airport on September 28, 1992. All 167 on board were killed. . PIA Flight 554 is the flight number of a Pakistan International Airlines (PIA) Fokker F27 that was hijacked on May 25, 1998. The flight started its journey at Gwadar in Balochistan after originating in Turbat, and was flying to Pakistans southern port city of Karachi. The aircraft was carrying 24 passengers and 5 crew members. Pakistan International Airlines Flight 688 (PK688, PIA688) was scheduled to operate from Multan to Lahore and Islamabad at 12:05 pm on July 10, 2006. It crashed into a field after bursting into flames a few minutes after takeoff from Multan International Airport. All 41 passengers and four crewmembers on board were killed. PIA has to continuously ensure utmost safety and security of its passengers. Accidents can adversely affect customer confidence in PIA and result in declined revenues intensifying competition. 3. STRONG COMPETITION BY AIRBLUE PIA is now competing against carriers such as Airblue and Shaheen Airline. PIA remains Airblues strongest competitor because of the huge market it has gained over time, strong brand image and customer loyalty.PIA has started new low-fares subsidiary PIA Express to stop the Airblue market share growing to fast. Moreover, major legacy airlines have been focusing on restructuring costs, which has improved their competitiveness. With costs restructured, the legacy airlines are becoming more formidable competitors in terms of increasing capacity, matching prices and leveraging their frequent flier programs. Increasing competition could adversely affect the companys margins. 4. INTEREST AND FOREIGN CURRENCY EXCHANGE RATES Fluctuating foreign currency exchange rates can have a significant impact on PIAs earnings. For example, as PIA is providing its services to the UK. Negative or positive effects arise from exchange rate movements as change in expenses. Strengthening of foreign currencies against the British Pound will positively impact PIA and vice versa. 5. DECLINE IN AIRLINE INDUSTRY A number of factors have caused the current decline in the airline industry. For example, the threat of further terrorist attacks since September 11 and a fall in the number of business travelers have both caused passenger numbers to fall. These and other factors may continue to affect demand for air travel in the future, which will affect revenues of PIA. CHAPTER # 3 Corporat Social Responsibility Corporate Social Responsibility of PIA: Committed to Creating a Better World PIA is driven by the highest standards of corporate governance and social responsibility. As a public sector organization and a business leader, PIA believes in building strong relationships with customers, partners, employees, and the communities in which it operates. The organizations values are exemplified in a range of corporate initiatives designed to impact positively on the lives of multiple stakeholders. PIA practices active corporate citizenship through social services, support for non-profit organizations, medical services for employees, the promotion of sports, and educational initiatives. PIA has institutionalized the practice of good governance by establishing a Corporate Social Responsibility Committee. The Committee provides a platform to evaluate, update, and recommend best practices as PIA continues on its mission to adhere to business ethics and stamp out corruption. Corporate Social Responsibility (CSR) is woven into the fabric of daily operations at PIA. Our employees wholeheartedly contribute to our commitment to develop the organization, the communities in which we function, and the country. Social Services Boy Scouts Association The PIA Boy Scouts Association (PIA-BSA), a provincial segment of the Pakistan Boy Scouts Association, is based on the value system of the Scout Promise and Law. The PBSAs mission is to actively train and develop members through Youth Training Programs. Scouting contributes to the education of young people and helps build a better world where individuals can play constructive roles in society. The PIA-BSAs major contributions include providing Haj services at domestic and Saudi Arabian airports, engaging in activities with the Heritage Association of Pakistan, assisting special children at PIAs Al-Shifa Trust, and participating in a number of health, cleanliness, literacy, tree plantation, drug prevention, and blood donation drives. The PIA-BSA has also started a cricket academy where thousands of youth have received cricket coaching from PIAs renowned test and first-class cricketers. Following the earthquake tragedy of 8th October, 2005, the PIA-BSA immediately deployed contingents in Islamabad followed by scout deployments in Balakot, Garhi Habibullah, Muzaffarabad, and Bagh where relief goods were distributed and emergency services were rendered. PIA Planetariums Through a combination of projectors, optics, electronics, and precision engineering, PIA offers a range of cosmic experiences to the Pakistani people. The PIA Planetariums enable the viewing of virtual universes, replete with stars, planets, and nebulae and visitors throng the planetariums to look at astronomical phenomena such as eclipses, alien landscapes, planets, and the sun. PIA is the only airline in the world to have invested in an innovative and educational planetarium project that is open to the general public at affordable rates. PIA Horticulture Plants and trees provide habitat, shelter, food, materials and medicines to human beings and animals. Realizing the significance of a healthy and pollution-free environment, PIA set up a horticulture division in 1996. In addition to maintaining indoor and outdoor plants and trees, PIA Horticulture provides seasonal flowers for display in PIAs offices and for a range of events, winning several awards and accolades at flower exhibitions across the country. To reduce pollution and contribute towards a greener Pakistan, PIA Horticulture actively participates in tree plantation campaigns during each spring and monsoon season. Support for Non-Profit Organizations As part of its corporate social responsibility initiatives, PIA supports a number of charities and trusts: Al-Shifa Trust provides relief and rehabilitation services to special children suffering from cerebral palsy and other motor disorders. Zindagi Trust provides education to underprivileged and working children. The Citizens Foundation runs a professionally managed network of purpose-built schools in the poorest rural areas and most neglected urban slums of Pakistan CHAL is a network of non-profit organizations and individuals dedicated to providing rehabilitating services to disabled persons. SIUT (Sind Institute of Urology and Transplantation) provides medical services to the patients suffering from Urology, Nephrology, Transplantation and Liver Diseases. Training and Education PIA Training Center The PIA Training Center is a leading airline training institution that delivers the highest standards of aviation instruction. The Training Center is built around a highly advanced training infrastructure, approved by local and international regulatory authorities such as CAA, ICAO, and IATA. The PIA Training Centers courses are based on a unique, standards-based curriculum designed to impart knowledge and best practices in all the aspects of the airline industry. The PIA Training Center provides quality training to PIAs pilots, engineers, air hostesses, and to employees of other associated PIA divisions. PIA Model Secondary School The PIA Model Secondary School was set up in 1980 to provide high quality education to the children of PIAs employees at an affordable fee. Situated at a distance from the hubbub of the city, the school is housed in a modern building that spans over 10 acres of land and is staffed by teachers dedicated to empowering children with knowledge and skills for the future. Equal emphasis is placed on curricular and extracurricular activities in order to produce well-rounded, holistic, and responsible citizens. PIA Industrial Training Institute The PIA Industrial Training Institute was established in 1986 to provide technical, vocational, and industrial knowledge to the families of PIAs employees. With the sustained support of top-level management at PIA, the Institute has functioned smoothly for over two decades, and has emerged as a leading industrial training center in the region. The Institute imparts industry knowledge, and specialized training courses in arts and crafts to the families of employees for a very nominal fee, empowering them to earn livelihoods and gain respect in their communities. Medical Services PIA Employee Health and Medical Services The health and welfare of our employees has always been a matter of utmost importance and significance at PIA. All employees are provided with a comprehensive medical package, in collaboration with reputable hospitals, diagnostic labs, and medical institutions. In 1959, PIA established a Medical Division to supply wide-ranging medical coverage to active and retired employees. To ensure that the highest standards of aviation are maintained, a Crew Center periodically carries out air crew checks, in conformity with international and Civil Aviation Authority standards.PIAs medical facilities cover the parents and spouses of serving employees, children up to the age of 27, unmarried daughters, and disabled, mentally challenged children of any age. Retired employees and their spouses are also eligible for medical care at PIAs Medical Centers. In addition to coverage in Pakistans major cities, PIA has extended its medical network to 35 smaller stations, in collaboration with private and pu blic sector hospitals. PIA also looks after its overseas employees under the Local National Health Scheme and Insurance Schemes. PIA Sports Division In continuation of its unwavering commitment to Pakistans development, the PIA Sports Division was set up in 1958. PIAs contribution to the advancement of Pakistani sports remains unparalleled no other organization in the country has consistently invested in the promotion and development of sports. Visionary leadership at PIA provided the impetus for the airline to set up a unique career development plan for sportsmen. PIA provides attractive and stable jobs to outstanding sportsmen, empowering them to focus on what they do best. Sportsmen are provided gear, travel facilities, and benefits that have enabled them to excel and make Pakistan proud. PIAs sportsmen have been and continue to form Pakistans lineup for major sports including cricket, hockey, football, squash, polo, tennis, bridge, chess, table tennis, cycling, and body building. PIA has dramatized the world of Pakistani sports by transforming popular games into national sports, national sportsmen into international heroes, and national tournaments into international sports bonanzas. Safety a) Corporate Safety Quality Assurance The PIA Corporate Safety Quality Assurance Division ensures safe operations by adopting international standards and recommended industry practices. Strict adherence to Safety HSEQ policy and procedures during flight as well as on ground helps in maintaining a hazard free workplace environment. Corporate Safety QA Division is responsible for effective implementation of Safety Management System (SMS), Health Safety Environment (HSE) Program, Flight Ground Safety Management, Flight Data Monitoring Analysis Program, Emergency Response Planning (ERP) and Fire Protection Services as well as Quality Assurance Program encompassing overall operations of the airline. b) IOSA (IATA Operational Safety Audit) Certification PIA is proudly maintaining its IOSA Certification and thus IATA Registration since 2005. The IATA Operational Safety Audit Programmed is an internationally recognized and accepted system for assessing the operational management and control systems of an airline. IOSA is based on industry proven quality audit principles and structured to ensure a standardized audit with consistent results. Airlines that meet all standards become registered with IATA as an IOSA Operator. IOSA Audit covers Organization and Management System, Flight Operations, Operational Control Flight Dispatch, Aircraft Engineering Maintenance, Cabin and Cargo Compartment Operations, Aircraft Ground Handling, Cargo Operations and Operational Security of the airline. By virtue of PIAs IOSA Certification, PIA is able to ensure safety of passengers as well as employees. c) Fire Safety-in the Workplace and at Home PIA has made a number of arrangements to handle incidental fires and allied hazards. First Aid Fire Stations have been set up in Karachi, Lahore and Islamabad, and Fixed Fire Protection Systems have been installed at sensitive premises. PIAs locations are equipped with portable fire extinguishers and a range of other fire safety devices. All the installed equipment is inspected regularly and maintained in accordance with international standards. Fire Safety Courses are conducted regularly to equip employees with fire fighting skills and to impart critical knowledge of preventive measures. Fire Prevention Courses are also conducted at the Staff Township and PIA Model Schools so that employees and their families can take appropriate fire prevention measures at home. PIAs Corporate Safety QA Division also actively engages in advocacy sessions to create awareness through print publications and sharing of experiences. Working in collaboration with the Fire Protection Association of Pakistan, PIA is committed to creating and promoting a culture of safety at a nation-wide level. The divisions future plans include running fortnightly fire and safety awareness sessions at government and private schools. Emergency Response Planning Passenger care is an airlines most crucial responsibility. Acknowledging the significance of Emergency Response Planning (ERP), PIA has set up a discrete section to handle emergencies. The Emergency Response Planning Section has developed an Emergency Response Manual and manages Emergency Response Center Teams, Field Teams, Family Assistance and Support Teams, and Volunteers. The ERP Section will also train volunteers in the areas of aircraft emergencies, rescue, basic first aid, and fire fighting to effectively respond to natural disasters. Emergency Response Facilities include the computerized data storage of teams and volunteers with an automated emergency call out system. The software application also provides a technology supported callback system for contacting families of the affected. PIAs Emergency Response Planning Section hopes to contribute meaningfully towards national capacity building in the area of emergency management, through financial and human resource investments. CHAPTER # 4 STRATEGIC FAILURES Market Segmentations and Targeting Strategies of PIA Demographic Segmentation: Income Segmentation audience who falls under the category of upper and upper middle class. Occupation Segmentation working class and business class. Behavioral Segmentation: Occas

litereary poem notes :: essays research papers

Literary Terms for Poetry 1.  Ã‚  Ã‚  Ã‚  Ã‚  Alliteration: The repetition of initial consonant sounds 2.  Ã‚  Ã‚  Ã‚  Ã‚  Assonance: The repetition of vowel sounds followed by different consonants in two or more stressed syllables 3.  Ã‚  Ã‚  Ã‚  Ã‚  Blank Verse: Poetry written in unrhymed iambic pentameter lines 4.  Ã‚  Ã‚  Ã‚  Ã‚  Concrete Poem: A poem with a shape that suggests it’s subject 5.  Ã‚  Ã‚  Ã‚  Ã‚  Consonance: the repetition in two or more words of final consonants in stressed syllables 6.  Ã‚  Ã‚  Ã‚  Ã‚  Couplet: A pair of rhyming lines usually of the same length and meter 7.  Ã‚  Ã‚  Ã‚  Ã‚  Dramatic Poetry: Poetry that involves the techniques of drama 8.  Ã‚  Ã‚  Ã‚  Ã‚  Epic: A long narrative poem about the deed of gods and heroes 9.  Ã‚  Ã‚  Ã‚  Ã‚  Extended Metaphor: A subject is spoken or written of as though it were something else 10.  Ã‚  Ã‚  Ã‚  Ã‚  Free Verse: Poetry not written in a regular rhythmical pattern or meter 11.  Ã‚  Ã‚  Ã‚  Ã‚  Haiku: Japanese poem written in 5-7-5 needs to convey a single vivid emotion by means of images from nature 12.  Ã‚  Ã‚  Ã‚  Ã‚  Lyric Poem: A highly musical verse that expresses the observations of the writer 13.  Ã‚  Ã‚  Ã‚  Ã‚  Mood: The feeling created in the reader by a literary work or passage. The mood is often suggested by descriptive details 14.  Ã‚  Ã‚  Ã‚  Ã‚  Onomatopoeia: The use of words that imitate sounds 15.  Ã‚  Ã‚  Ã‚  Ã‚  Parody: A work done in imitation of another, usually in order to mock it, but sometimes just in fun 16.  Ã‚  Ã‚  Ã‚  Ã‚  Personification: A type of figurative language in which a nonhuman subject is given human characteristics. 17.  Ã‚  Ã‚  Ã‚  Ã‚  Pun: A play on words based on different meanings of words that sound alike 18.  Ã‚  Ã‚  Ã‚  Ã‚  Refrain: A repeated line or group of lines in a poem or song 19.  Ã‚  Ã‚  Ã‚  Ã‚  Repetition: The use, more than once, of any element of language- a sound, a word, a phrase, a clause, or a sentence 20.  Ã‚  Ã‚  Ã‚  Ã‚  Rhyme: The repetition of sounds at the ends of words- internal rhyme occurs when the rhyming words appear in the same line

Cablevision Term Paper :: essays research papers

Introduction   Ã‚  Ã‚  Ã‚  Ã‚  For the past twenty years my family has been subscribed to Cablevision for cable services. I have enjoyed the eighty channels and special movie channels that they offer. The excellent service they have provided for many years only gets better. When Cablevision came out with IO digital cable my family upgraded. I no longer have to go out and rent movies. Instead I now order them from the television. Instead of eighty channels there are now hundreds of channels to choose from. The variety of things to watch on my television is unlimited. Many of neighbors that used to have satellite television were unhappy with the service. I recommended them to switch over to Cablevision. When they made the switch they were extremely pleased with the service. My family also uses their service of Optimum Online for our computer. We used to have a dial up service that took forever until we upgraded to Optimum Online. The internet is now extremely fast on my computer, and I have never had to wait for anything to load ever since. We also use Optimum voice which has so many options to use. There is enhanced voicemail, call waiting, and caller ID helps making phone calls better. I am a fan of the New York Rangers and the New York Knick’s in which Cablevision owns. Ever since I was a little kid I would wear jerseys of the Knick’s and Rangers and go to some of their games. Although I wish I had season tickets for both teams, I was still able to watch them play on television. Many people do not have the privilege of Cablevision’s services. Instead they have satellite television which they think is much better than Cablevision. However, they are extremely wrong in making that statement. My neighbor had satellite television for three years and was fed up with it after those years. The best time to watch a good movie is when it is raining outside and there is nothing to do. The only problem is that whenever it is raining or there is a storm outside, the satellite does not work properly. This causes everyone to be unable to watch television. With Cablevision you can watch you TV anytime you want without any interruptions. As you watch TV you can watch the Knick’s and Rangers play and call up your friends using Optimum Voice and tell them about the great service Cablevision offers.

The Day Ethan Frome Lost Control of His Life :: Ethan Frome Essays

The Day Ethan Frome Lost Control of His Life      Ã‚  Ã‚  Ã‚   I believe Ethan Frome lost control of his life when his mother died. After his mother's funeral, Ethan did not want to be left alone on the farm, so he asked Zeena to stay with him. At first, Ethan enjoys her company. However, Zeena soon becomes a nuisance to Ethan, and prevents him from becoming an engineer in a large city. After being married a year, Zeena becomes sick herself, and the only time she talks to Ethan is to complain or show her discontent.      Ã‚  Ã‚  Ã‚   After Mattie comes to the farm, Ethan does not love Zeena at all. He thinks the only pleasure she has left is to inflict pain on him. Since Zeena is a burden on Ethan, he naturally wants to improve his life. The reason he does not have control of his life is because he is married to Zeena, and he is not brave enough to go away with Mattie. The reason he is married to Zeena is because his mother died. Since Zeena is why Ethan does not have control of his life, and Ethan married her because his mother died, the point in time when Ethan lost control of his life is when his mother died.      Ã‚  Ã‚  Ã‚   I believe Ethan could have changed the direction of his life if he had gone away from the farm to marry Mattie. The reason he did not have control of his life was because he was married to Zeena. If he would have married Mattie and left Zeena, he would not have been in the sled accident, and consequently, he would have lived a much happier life with Mattie.      Ã‚  Ã‚  Ã‚   The second way Ethan could have changed the direction of his life is if he

Social Policy Dissertation

Overview of Area The New Deal for lone parents has focussed on the notion of making it easier for lone parents to return to work. The underlying aim of the policy has been stated to be making it easier for parents, particularly lone parents, back to work by making the issues relating to childcare easier to overcome. Despite this seemingly strong policy to improve the work prospects of parents, there are concerns that this agenda could have negative repercussions on other welfare areas such as the quality of childcare being provided to young children (DfEE, 1998). Lone parents in particular present a policy challenge as there is a need to ensure that whilst putting parents in a position that they are able to take up employment this should not be done in such a way that forces parents into work when they would be better employed providing childcare at home. Looking at the wider issues associated with the New Deal policy including the impact on childcare and child development enables a detailed policy analysis to be undertaken and recommendations for the future to be made(Zaslow, et al 2002). Thesis to be Tested The current New Deal agenda focuses too heavily on getting as many parents, particularly lone parents, into work. A failure to grasp the wider issues including the impact on the child of being in childcare from a young age and social factors such as the benefits of entering back into the workplace has resulted in the policy being less effective than the original aims would suggest it could be. Reform is needed to look at the wider issues and to ensure that the New Deal does not focus on short term gains with long term costs (Josh and Verropoulu, 2000). Potential Problems Issues relating to lone parents returning to work are often very individual with the policy being effective for one scenario but not for another. Gaining an overall perspective is therefore potentially difficult as one size does not fit all and several approaches may be necessary to answer the thesis question presented above. Indicative Bibliography (this is merely a starting point and will be added to considerably during the thesis itself) Department for Education and Employment (DfEE) (1998) The National Childcare Strategy. London: HMSO. http://www.dfee.gov.uk/childcare/content3.htm Dunifon, R., Kalil, A., and Bajracharya, A. (2005), ‘Maternal Working Conditions and Child Well-Being in Welfare-leaving Families’, Developmental Psychology, Vol 41(6), pp.851-59. DWP (2007), In work, better off: next steps to full employment, London: Department for Work and Pensions, The Stationery Office. Josh, H. and Verropoulu, G. (2000) Maternal Employment and Child Outcomes: Analysis of Two Birth Cohort Studies, London: The Smith Institute. Kaestner, R., Korenman, S. D., and O’Neill, J. (2003), ‘Has Welfare Reform Changed Teenage Behaviors?’, Journal of Policy Analysis and Management, vol. 22(2), pp.225-248. Millar, J. and Ridge, T. (2008), ‘Relationships of Care: Working Lone Mothers, their Children and Employment Sustainability’, Journal of Social Policy, vol. 33(1), pp.103-121. Zaslow, M., Moore K., Brooks J., Morris P., Tout K., Redd Z., and Emig C. (2002), ‘Experimental studies of welfare reform and children’, Children and Welfare Reform, vol. 12 (1), pp.79-98.

Motivation Theories Essay

A couple of decades ago, the topic of motivation were just another term in the books of managers trying to implement behavioural techniques on their employees. Give perks, give monetary benefits, performance rewards and employees are bound to be motivated – as simple as that. But gradually as the years passed by, as people began to move out of the shackles of monotonous, menial work environments, there was a radical shift on how management studies began to view motivation. There were debates, lectures, psychological-social experiments and theories which suddenly threw the old concepts aside and brought in new ones. The topic became a cynosure of all management, scientific and economic studies – a topic which was deemed simple suddenly became a complex monster without which, the workplace culture was poised to be threatened. Employees, after all, are the biggest assets of organizations – and motivation is what keeps them going. This paper will explore why the different motivational theories are important and break away from the usual old age concept of motivation and show it as the world is viewing motivation nowadays. The idea is to generate a certain amount of interest and debate in the topic (otherwise relative) so as to obtain a clear understanding as to what might be the underlying reasons for employee motivation. Motivation Theories Assuming that the reader already knows what motivation is, have known about the various popular motivation theories and can distinguish between the various motivational theories and the literature surrounding them; it has been observed how the traditional motivational theories of Maslow have almost vanished from the experiments and recent research papers, whilst laying emphasis on job environments and social evaluations. As the global market moves through recurring waves of economic slowdown and instability, more organizational changes have occurred leading to fluctuations in employee satisfaction and the way workers view their jobs. Motivation, clearly, has been a challenge. Leaving aside the various theories, basic motivational factors such as compensation rewards, innovative performance evaluation methods, the nature of work, organizational changes and socio-political structure have been evolving over the past few years and that has a direct impact on motivation. Among all the theories, the one which stands out (and is probably relevant) is Herzberg’s motivator –hygiene theory, which divides the concept into two parts – the motivator factors and the hygiene factors. While job satisfaction and work autonomy contribute to the ‘motivator’ factors, ‘hygiene’ factors constituted of pay and performance. Herzberg deduced that the insufficient hygiene factors lead to de-motivation and the motivator factors like job enrichment contribute to motivation. This is in compliance with the Hackman and Oldham’s theory of job enrichment which talks about increasing motivation stemming from skill identity, autonomy, task significance and job purpose. Deci & Ryan’s model talk about the similar aspects, giving rise to the notion that extrinsic motivational factors (factors outside work like pay, performance compensations, rewards) directly oppose the intrinsic factors (job satisfaction, challenging tasks, etcetera). While it is completely baseless to say that monetary rewards, i. e. xtrinsic factors do not work, it has been observed that insufficiency of such factors lead to extreme de motivation. On the flip side, intrinsic motivational factors work only if the work is challenging enough to engage the interest of an individual wherein the job has a psychological impact on the skills of the employee. [1] New Theories and Experiments As we usher into newer business environments, new theories and experiments have cropped up which are causing a paradigm shift in the way the world looks at motivation. The most popular which are used in business organizations are the carrot and stick approach [10] where colloquially employees are given ‘carrots’ as rewards and ‘sticks’ for reprimands. This consequently produces desirable and undesirable behaviours among employees who perform mechanical and process oriented jobs as in the service industry [13] . However, playing by the rules of the motivation theories, there have been an opposition to this and there was an approach constructed around the concept of intrinsic motivation when it comes to jobs which require creativity and rudimentary cognitive skills like building new products. Among the most famous ones are the performance of the candle experiment (see Appendix 1) with a three groups of people where each group was given varying monetary rewards to solve the candle problem [6]. The result shows how the motivation through monetary rewards falls flat in the face of creative and cognitive jobs. The same has been elucidated Author Dan Pink in his bestseller book about motivation, Drive [14]. A similar experiment was performed by LSE economics who concluded that â€Å"†¦ financial incentives can result in a negative impact on overall performance† [4]. As the topsy-turvy war between various motivation theories continues, there are companies who have exemplified intrinsic motivation by providing autonomy to their employees to motivate them – Google, Atlassian, Wikipedia are just among the few examples. This display of being able to motivate their employees has led to these companies being the stalwarts in their respective industries. Accountability and autonomy has been redefining motivation theories all across organizations in the Western world [3]. However, across industries, organizations have been still trying to motivate their employees through rewards and monetary benefits while ignoring the age old basics of the intrinsic motivation theory. Motivation in an economic crisis The fire test for managers concerning this subject comes during an economic downturn when employee motivation is at an all time low. Organizational behaviour theory suggests the usage of three models: The Authoritarian model is used by most firms worldwide involving trying to control processes and bring all the resources in order through downsizing. However, this only leads to a substantial decrease in employee motivation. The IT service industry in India and other parts of Asia has been using this model during economic slowdown. This can be traced back to the roots of the Indian society which is built on a more authoritarian culture [11] . As the IT service industry is a more process oriented job, the managers mostly try to balance the company profits with resource downsizing. Interestingly, this industry sector also successfully uses the ‘carrot and stick’ approach to motivate their employees. The Paternalistic model tries to build up on the social protection of employees by gaining their trust and their willingness to continue with the company. This does not dampen motivation but does not elevate employee motivation enough to bring the firm out of crisis, as the employees are not encouraged to improve their skills. Russian firms in the 1990’s used this model to control the economic downturn but failed miserably as the employees were not motivated and it also accentuated the crisis situation. Based on Rensis Likert’s Supportive relationships principle, the Supportive model recognizes the employee as the most important member of the firm, which in turn is likened to a social system [2] . Probably the best form of motivation during a crisis would be the supportive relationship principle wherein people’s outlook towards economic barriers are used to overcome the crisis, hence changing their attitude towards job satisfaction and organization commitment by discovering growth opportunities, giving the employees ideas to foster company profitability and minimizing their professional crisis [5]. Motivation in IT industries – Asian vs. Western As the world is being swept by technological advancements, the IT sector has been in the boom and has been defining the trend in economic patterns. Considering the IT industry, in Asian markets such as India or the Philippines, where the industry is more service oriented, the motivation model is completely different from that which is used in the Western world. Western IT companies, which are more product based, do not follow the age old motivation theories. These theories like Maslow and Taylor of trying to influence workers and employees with fat salaries have been adopted by organizations which have an Indian base. However, the Indian companies which deal with the IT service industry address the needs of the employees in a more radical and structured manner as these companies understand the needs of the employees better than the Western companies with a presence in India. The dichotomy of the East-West cultures force organizations to take various approaches to the subject of motivating employees. In India, the BPO and the IT industry, which mostly dominate the economy, is heavily dependent on people, hence the motivational approaches are as important as the job itself [12]. The industry also shows a large spike in attrition as past trends have shown arising out of factors mainly because the employee is not motivated. An attitude study was conducted by Robbins to find out behavioural patterns of employees in BPO industry and to find out whether redesign of work, autonomy and restructuring teamwork and feedback increase satisfaction at the workplace, which in turn results in higher performance and motivating employees. The results were surprising as it was found that there was no relationship between job characteristics and motivation. Instead it was found that BPO workers were motivated to work as long as their salaries and financial demands were being met [9]. This technique is adopted by a lot of multinational companies which establish their BPO base in Indian and Philippine market. However, the Indian companies in the IT sector take a different approach by addressing the working conditions (like graveyard shift benefits), social concerns and standard of living of the employees. This is provided, not only by monetary benefits, but also by work time flexibility, autonomy, purpose and a sense of belonging. Surprisingly, this is the same strategy which is used in the western culture to motivate the employees. In Malaysia, where the service industry is one of the most emerging markets in Asia, there are several push and pull factors which affect employee motivation, which in turn affects the high rate of attrition in this sector. Studies in the Malaysian IT service market have concluded that though compensation and rewards have been the primary methods to motivate employees, work and job purpose are also seen as among the various pull factors which affect it [7]. Recently, however, international businesses have been restructuring and redesigning their reward and motivation scheme to address the local culture of Asian countries, aligning them with those of the Western cultures. Conclusion Motivation, as we see, is not just about trying to encourage employees with rewards and benefits. A lot of psychological and social aspects are intertwined with the way motivation works. All the motivational theories are bound to clash against each other as organizations are changing the way they look at employees and their needs. Managers need to be aware of the fact that employees are not just assets and treat workers with a sense of belonging. As globalization is turning a page, managers have to keep in mind how the workers react to workplace environments and how they can be motivated to shape up organizations and industries, on a whole by inducing creativity and encouraging them to look at the broader picture existing in businesses.

Machiavelli vs. Thoreau (Compare and Contrast Essay) Essay

The way one should govern and the way for one to be governed will always be an ongoing struggle. How can a government maintain order and the safety of its people yet at the same time preserve its citizens’ natural right to be free? The ideas from Niccolo Machiavelli, an Italian aristocrat, who published â€Å"The Prince† in 1513 for a Medici prince as a guideline on how to rule a country, gives a conservative approach to how one should govern. Henry David Thoreau’s â€Å"Civil Disobedience† published in 1849, offers a liberal approach on how one should be governed. Machiavelli stresses the importance of maintaining order while Thoreau suggests reform. Although their views are different both men approach their positions in an aggressive manner. Machiavelli’s approach for his audience would be through fear and power while Thoreau’s approach for his audience would be through nonviolent acts, such as being a nuisance to the government. Machiavelli’s audience would be any person in a position of power, particularly that of a prince. Machiavelli uses aphorisms and historical references when introducing his argument. Not only would he present his argument but he also presents an opposing point of view and discredits it. Thoreau’s audience would be people who share his views on a less controlling and a moral government. Thoreau appeals to his audience through the use of aphorisms as well as analogies with which people would be able to identify. Machiavelli insists that a ruler must do whatever is in his power to rule his people regardless of whether his actions are moral or immoral and that â€Å"†¦it is safer to be feared than to be loved when one of the two must be lacking†¦.For one can generally say this about men: that they are ungrateful, fickle, simulators and deceivers, avoiders of danger, greedy for gain, and while you work for their good they are completely yours, offering you their blood, their property, their lives, and their sons†¦Ã¢â‚¬  (Jacobus 44). These comments support the pessimistic views that Machiavelli has about mankind. He theorizes that man is immoral therefore justifying a ruler being immoral. He states that in return for a ruler’s protection that a man must give his life. Contrary to Machiavelli’s views on morality, Thoreaus states, â€Å"That government is best which governs not at all† (Jacobus 145) and that â€Å"It is truly enough said that a corporation has no conscience; but a  corporation of conscientious men is a corporation with a conscience† (Jacobus 146). Thoreau believes that it is a man’s moral beliefs that would make a moral government. He believes that a man, if left at his own will, will do what is right and in return, if in government, will do what is right for the people. When governing a country, a ruler must have an army. In that aspect, Machiavelli states â€Å"A prince, therefore, must not have any other object nor any other thought, nor must he take anything as his profession, but war, its institutions, and it’s discipline†¦Ã¢â‚¬  (Jacobus 37) and that â€Å"†¦between an armed and unarmed man there is no comparison whatsoever, and it is not reasonable for an armed man to obey and unarmed man willingly, nor that an unarmed man should be safe among armed servants† (Jacobus 38). These statements suggest that a ruler must always prepare for war and military strength is more intimidating than any other type of force. In order to maintain a country, a ruler must have a strong army to defend it. Thoreau’s opinion on the military seems to differ in which he describes an army as â€Å"†¦small movable forts and magazines at the service of some unscrupulous man in power† (Jacobus 147). He clearly describes men as machines of a ruler lacking morals, rather than men protecting country. Machiavelli emphasizes a ruler maintaining order and control while Thoreau emphasizes on the citizens ruling or having an impact on their government. For example, Machiavelli’s approach on how this order can be established would be through appearance. When Machiavelli states, â€Å"And men in general judge more by their eyes than their hands; for everyone can see but few can feel. Everyone sees what you seem to be, few perceive what you are, and those few do not dare to contradict the opinion of the many who have the majesty of the state to defend them; and in the actions of all men†¦Ã¢â‚¬  (Jacobus 47), he is stating that what a ruler does that his citizens do not know about should not affect his reputation, as most people will follow the majority if the majority believes that their ruler is just and fair. He then continues to explain how this can be accomplished. Machiavelli continues to explain how a ruler can be deceiving when need be but can also be depicted as â€Å"†¦merciful, faithful, human, forthright, religious†¦Ã¢â‚¬  (Jacobus 47),  leader yet at the same time, he states, â€Å"†¦in order to maintain the state he is often obliged to act against his promise, against charity, against humanity, and against religion† (Jacobus 47). In these statements, Machiavelli is arguing that in order for a leader appear moral he is often subjected to immoral acts. Thoearu’s views seem to disagree with Machiavelli’s reasoning as Thoeau states, â€Å"A minority is powerless while it conforms to the majority; it is not even a minority then; but it is irresistible when it clogs by its whole weight† (Jacobus 155). Thoreau believes in the good in men and that every man will do what is right for himself and if he believes a government to be immoral then it should be a man’s duty to rebel for what is right. Although one might be a part of the minority, an impact can still be made if the group stands together. The power struggle between government and individual freedom has been and always will be a never-ending battle. Comparing Machiavelli’s standpoint, which would be order and control, and Thoreau’s standpoint, being individual freedom, would give one an idea of this conflict. Even though both men were from different countries and lived during different times in history, their contrasting ideas still live through people in societies today and will echo into the minds of others in societies to follow.

Barriers to Accessing Health Care Services

In this essay I am going to critically analyse diversity within the National Health Service (NHS. I will briefly focus on barriers to accessing health care services in relation to age, race, disability, gender and culture and sexual orientation. I will consider the barriers which have unintentionally been put into place within different health services for both service users and members of staff, and the measures that have been taken in order to redress these issues by the government, NHS and Department of Health (DOH). Diversity is the inclusion of all irrespective of an individual’s age, race, capabilities, cultural background, gender or sexual orientation. The St. Helens and Knowsley NHS trust affirm this ideal describing diversity as, â€Å"Different individuals valuing each other regardless of skin, intellect, talents or years. † This is a quote the St. Helen’s and Knowsley trust have used from the Equality Act 2000 on their website to show their beliefs surrounding diversity. In society every individual is born differently, such as hair colour, skin colour, male or female, sexual orientation (depending on your belief that sexual orientation is genetic and not environmental), born into different religious and cultural backgrounds. As the U. K. has become ever more a multi-cultural society, issues such as diversity and anti-discriminatory practices have become ever more significant within our society. An individual who has been treated differently or received an unequal quality of service based on a preconceived idea due to a minority group they may identify themselves with have been discriminated against. Within the NHS these minority groups are known as characteristics, as in characteristics which help build an individual’s idea of their own self-concept. Since the Equality Act was up-dated in 2010 the NHS have not only included race, culture, gender, capabilities, religious beliefs and sexual orientation but also now include, pregnancy/ maternity, marriage/civil partnerships and carers as part of their protected characteristics policy. (http://www. nhs. uk). For the first time the law also protects people who are at risk of discrimination by association or perception. This could include, for example, a carer who cares for a disabled person† (http://www. nhs. uk) There are two forms which discrimination can take place the first is called direct discrimination. Direct discrimination is when an individual is treated differently usually negatively or unfairly compared to others based on the individual identifying themself with one of the above protected characteristics. Indirect discrimination is when a law, policy or procedure has been put into place, which applies to everyone, but this law, policy or procedure will disadvantage individuals who associate or identify themselves with the above protected characteristics. However due to organisations focusing too much on anti-discriminatory practice a new controversial concept of positive discrimination has begun to emerge, this is also being called positive/ affirmative action. Positive discrimination is where minorities or individuals, who associate or identify themselves with the protected characteristics, are given preferential treatment to others. An example of this would be two candidates who are both equally qualified for a job, however one candidate is a white, heterosexual male and the other candidate is a black, homosexual female, by positive discrimination the second candidate would receive the position. Positive discrimination can be due to pressure felt by the organisation to employ a diverse work force, to fill a quota to ensure the organisation cannot be accused of being discriminatory or historical guilt for issues such slavery. â€Å"The idea of positive discrimination came from the US where an ‘affirmative action’ programme has been used to try and ensure the make-up of certain workplaces reflects that of society. † (http://www. findlaw. co. uk) It has been suggested that the root cause of discrimination is due to prejudice. Prejudice is a stereotyped, pre-conceived idea of the way an individual or social group should portray themselves within society (Walsh et al, 2005). For example all Irish people drink alcohol excessively. â€Å"Prejudices can be a result of your own beliefs and values, which can often come into conflict with work situations. † (Pg. 194, Nolan et al, 2005). There are no laws in place against being actively prejudice, this is why the law concentrates against discriminatory practices. (Walsh et al, 2005. ) Ageism is commonly thought of as discrimination against the elderly; many nursing and health and social care textbooks affirm this belief, Kydd et al (2009, Pg. 49) state that â€Å"Ageism is the generalisation of old age as a social problem, this has contributed to the negative stereotyping and ageist practices in relation to older people. † However this is a false perception. Ageism can affect individuals of all ages, for example in 2004 the upper age limitations of free breast screening were 69, (http://www. imsersomayores. sic) however due to a growing older population this age restriction was raised to 73 in 2010 and the lower age limitation remained at 47. (http://www. cancerscreening. nhs. uk). Studies carried by the cancer research charity show â€Å"The 5 Most Commonly Diagnosed Cancers in Females, Average Percentages and Numbers of New Cases, by Age, UK, 2007-2009† (http://www. cancerresearchuk. org). Breast cancer is highest in both categories of women aged 2 5-49 and 50-74, however in the group 25-49 breast cancer was more prevalent by 10% (43%) compare to the 34% in the group of women aged 50-74. These figures show there is a need for the lower age restriction to be reduced. This NHS policy for age restrictions on breast screening needs to be reviewed as it can be viewed to be discriminatory towards women in the UK under 47 who are proven to be in need of this health service. Racism is the belief that one race is superior to another; (walsh et al, 2005) throughout history millions have faced discrimination and persecution due to this belief the most prevalent examples of this is in the Jewish community and the Black community. As the UK continues to become a more diverse, multi- cultural society racism continues to plague Britain. Penketh (2000, Pg. 7) affirms this by stating, â€Å"Black people are more likely to be ‘stopped and searched’, arrested, imprisoned and even to die in custody than whites. † Studies carried out by Unison, the UK’s largest healthcare trades union found that 70% of their non-Caucasian client’s employed by the NHS had experienced ‘racism or racial discrimination’ at work, some employees had experienced verbal abuse and physical abuse in relation to their race. (http://www. unison. org. uk). From this study the NHS have brought out an initiative to help eradicate racism within the NHS, part of this initiative is to have a better complaints and redress system in place, as three quarters of the employees in this study who experienced racism or racial discrimination were unsatisfied with the outcome when the incident was reported to their management. Disablism refers to prejudices against individuals who have suffered ‘mental, physical or sensory impairments’. In the past words such as lunatic, spastic and cripple were acceptable words used within health care settings as a way to describe an individual with specific needs. These terms are still rife within society today. (Walsh et al, 2005). Goodley (2011, Pg. 24) states â€Å"People with some form of impairment are likely to experience social disadvantage, a lack of opportunities and unfair discrimination. † Barton (2002) agrees with this as Barton theorises that individuals with a sensory, physical or mental impairment will at some stage in their life experience oppression in both institutional and individual forms, this can be due to absence of choices, barriers to funding, unforeseen deterioration in their impairment or general ignorance. Within the NHS discriminatory practices occurs on a regular basis despite programmes such as ‘Valuing People Now’ being released by the DOH in 2009, this was a three year strategy to help improve the quality of life for individuals with learning difficulties. This year MENCAP have released a report called ‘Death by Indifference: 74 deaths and Counting. ’ This report highlights the failings within the NHS to provide an equal quality of care for those with specific needs and learning difficulties. The main areas of failing that subsequently lead to the needless deaths of many patients with learning difficulties are failure to recognise pain, poor communication, diagnostic overshadowing, and delayed treatments, inappropriate DNR’s and lack of basic care. Throughout the report it is emphasised the lack of compliance not only to the Equality Act but also the Mental Capacity Act, in relation to DNR’s being allocated to patients without the consent or the knowledge of the patient’s family, friends or advocate. Again a major issue within the report is the NHS complaints and redress system in place. MENCAP,2012) â€Å"In this report we deal with the inadequacies of the NHS complaints process. On average it can take 18 months- 2 years to reach the Local stage, and between 2 years- 4 years to complete the ombudsman stage. † (MENCAP,2012, Pg. 7). Sexism is the belief that one gender is superior compared to the opposite sex, it is generally felt that women tend to be sexually discriminated against within society more so than men. (Walsh et al 2005). Within the health care profession a patient may express a preference in the gender of the health care practitioner (HCP) who provides their personal care (Smith t al, 2011). This is not to be seen as sexual discrimination against the HCP, by noncompliance with the patient’s request this can be viewed as discrimination against the patient’s religious and cultural beliefs. However due to under funding and under staffing with the NHS the ability for HCP to fulfil these requests has been compromised. â€Å"Modesty in dress and a requirement to be treated by a doctor/nurse of the same sex is also important in some religions. NHS staff should consider these requirements in order to preserve the dignity of the patient. However, it is not always possible or feasible to provide same-sex attendance, particularly without adequate notice that this might be an issue, and this should be made clear at the time of making appointments† (DOH, 2009) The Royal College recognise the need for a review within staffing levels within their 2011 report Mandatory Nurse Staffing levels, they also acknowledge the impact staffing levels have on a patient, they state, â€Å"There is a growing body of evidence which shows nurse staffing levels makes a difference to patient outcomes, patient experience, quality of care, and the efficiency of care delivered. (RCN, 2011). Within a female dominated profession such as nursing it is felt that males tend to be more so discriminated against sexually than females. A recent example of this on a national news level is the case of Andrew Moyhing, a male student nurse who won a sexual discrimination case against the NHS. He was told by a female staff nurse that he would need to be chaperone by a member of staff as he attached an electro-cardio machine to a female patient, due to ‘intimate care’ required . Mr Moyhing felt this was unfair as female students on the same ward were unsupervised when carrying out personal hygiene and intimate care on male patients. The Equality Opportunities Commission supported Mr Moyhing releasing this statement, â€Å"The Employment Appeal Tribunal was right to find that it was not acceptable to have a chaperoning policy based on lazy stereotyping, Male nurses are still seen as a bit of an oddity simply because there are so many more women in the profession than men despite the fact that so many doctors are male. † (www. ews. bbc. co. uk/1/hi/health). The charity ManKind this year released a report presenting the ‘Seven Challenges Male Victims Face’, it highlights various forms of sexism especially within statutory service such as the NHS, â€Å"Practically all training with in the police, NHS and local authorities is aimed at women as the victims, men as the perpetrators. † (See appendix 2). Cultural discrimination is when a s ociety does not accommodate or recognise the needs of an individual or group of people from a different religious or cultural background. As a society there will be expectations of what the ‘social norms’ are, what is acceptable and what is not acceptable. When an individual or social group show beliefs or needs that do not fit in with our own social norms they can be met with hostility and intolerance. (Walsh et al, 2005). â€Å"Cultural barriers can prevent, for example consideration of spiritual, relational or dietary needs that do not conform to traditional expectations. † (www. bridgingthegap. scot. nhs. uk). There are many areas of patient care which are can be jeopardised due to ignorance of cultural beliefs, examples of these which are emphasised in the NHS guidelines for cultural and religious beliefs are: Diet- many religions are restricted as to what types of food they can eat, and how the food was prepared, for example an orthodox Jew will not eat pork or any meal that has come into contact with a pork product, Muslims also have similar beliefs surrounding food preparation. Personal Hygiene- as mentioned before patients often express preference to the gender of the HCP who assist with their personal care. An orthodox Muslim will only wash in running water, therefore offering a basin of water to wash in may be seen as offensive. Palliative care and Dying- each religion has different views are to how a body should be ‘laid out’, when a patient dies the patient is given the Last Offices, if a patient is Christian a bible is also usually set in the room, however some religions find it offensive for anyone except the family to ‘lay the body out’. http://www. bfwh. nhs. uk). This is why more importance needs to be emphasised on patient admissions and filling in the ADL forms to the best of our ability, as it can prevent any future offence or discriminatory practices. As you can see in the Activities of Daily Living (ADL) (see appendix one) spiritual needs are mentioned, however the contents of the ADL will vary from trust to trust an d all trusts do not include religion or spiritual needs. In the caring profession patients have shown signs of frustration, confusion and anger as their cultural beliefs are not met, over looked or ignored. (Leininger, 1991). Discrimination based on sexual orientation, Roper, Logan and Tierney identify sexuality as one of the ADL (Mckenna et al, 2008), within each NHS trust it varies as to what is recognised as an ADL. As you can see (appendix one) the trust I work for have not included sexuality. Many people within society see sex as a taboo subject and therefore find it a difficult topic to approach and discuss openly, however sexual health is a part of holistic health and should be taken as seriously as any other aspect of health such as mental, emotional or physical. The World Health Organisation defines health as, â€Å"a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity. †(WHO, 1948). Studies have shown that the homosexual community are greatly disadvantaged and are the least likely group that identify with the protected characteristics to access health services. There are a variety of reasons due to this such as, a patient may not be openly gay, when they do access health services a majority of the time assumptions are made the reason for accessing that health service is related to the patients sexual health, also when homosexuals do access sexual health services they feel a stigma of promiscuity has been attached to the homosexual community. (Dunn et al, 2010). In conclusion from this essay I have realised barriers to health service access are a key factor in differential health outcomes among population groups within society. WHO, 2001) Although policies and procedures have been put in place by governing bodies to decrease the occurrence of discriminatory practice, these policies are not always effective; they are only effective when they are enforced by the organisation. Within the health care profession we must always strive to respect an all aspects of an individual’s identify and self-concept (Walsh et al, 2005). Simple measures such as filling in an ADL to the best of your ability can be a preventative method to causing future offence, or discrimination to a patient.