How Continuous Quality Improvement Can Address Medical Errors

How Continuous Quality Improvement Can Address Medical Errors This paper will cover clinical blunders and how Continuous Quality Improvement can address them. Human services chiefs have tended to the issue of clinical blunders for a long time. Clinical blunders can be brought about by need or correspondence and authority. Quality improvement in the human services condition is an interesting issue and chiefs are looking into manners by which they can build the nature of care that a patient gets. The nature of care that a patient gets can be the deciding element regarding whether they live beyond words. It is important that administrators create approaches and actualize control measure to control the ascent of clinical blunders. Thoughtfulness regarding clinical mistakes heightened more than five years prior with the arrival of an investigation from the Institute of Medicine (IOM), which found that somewhere in the range of 44,000 and 98,000 Americans pass on every year in U.S. clinics because of preventable clinical blunders (Kaiseredu, 2010). Medical clinic mistakes rank between the fifth and eighth driving reason for death, slaughtering a larger number of Americans than bosom malignant growth, auto collisions or AIDS. Genuine medicine mistakes happen in the instances of five to 10 percent of patients admitted to emergency clinics. These numbers may downplay the issue since they do exclude preventable passings because of clinical medicines outside of emergency clinics (kaiseredu, 2010). Medicinal services directors, alongside the Food and Drug Administration, have study the clinical blunder reports to decide the reason for mistakes. Clinical blunders are one of the main sources with regards to why social insurance has declined. To improve human services directors must decide how to diminish the death rates. Administrators can decide this by considering and investigating clinical reports. These reports gave chiefs nitty gritty data on what method was being led or what drug the patient was managed. In an investigation by the FDA that assessed reports of lethal prescription mistakes from 1993 to 1998, the most well-known blunder including drugs was identified with organization of an inappropriate portion of medication, representing 41% of deadly medicine blunders. Giving an inappropriate medication and utilizing an inappropriate course of organization each represented 16% of the blunders. Practically 50% of the lethal drug mistakes happened in individuals beyond 60 yea rs old. More seasoned individuals might be at most serious hazard for medicine mistakes since they frequently take numerous physician recommended prescriptions (Stoppler Marks, 2010). History has demonstrated that numerous reviews and research contemplates have been led, with the goal that suppliers can realize where and why errors are being made. When suppliers have an unmistakable comprehension, they can actualize control measure to protect these mix-ups don't happen. National Patient Safety Foundation Survey: The National Patient Safety Foundation (NPSF) authorized a telephone study in 1997 to audit understanding suppositions about clinical mix-ups. The discoveries indicated that 42% of individuals accepted they had by and by encountered a clinical misstep. In these cases, the mistake influenced them by and by (33%), a family member (48%), or a companion (19%) (Wrongdiagnosis, 2010). Patients that were given the overview have encountered the accompanying clinical blunders: Misdiagnosis (40%), Drug mistake (28%), Clinical strategy mistake (22%), Regulatory mistake (4%), Correspondence blunder (2%), Inaccurate research center outcomes (2%), Hardware glitch (1%), and Other mistake (7%). Tolerant security ought to be the main worry for human services associations. Human services administrators are considered responsible for guaranteeing that patients are furnished with quality consideration. They are likewise responsible for the patients that are harmed or kick the bucket because of a provider㠢㠢‚⠬㠢„â ¢s clinical blunder. The human services businesses alongside logical specialists have created devices in which the nature of care can be estimated. Associations can utilize these devices to decide whether compelling consideration is being given. When they have decided the degree of care they are giving, they can instruct suppliers on what they are doing both off-base and right. The most widely recognized technique used to decide the nature of care, is using studies. Human services associations can furnish staff and patients with overviews to figure out what territories the association can improve and continue. These overviews won't be given to ea ch patient the supplier has rewarded however just a chose scarcely any will be studied. Quality estimation in the social insurance industry requires a lot of assets and financing. Specialists will in all probability use strategies that have worked previously and have give them information; they could use to improve the degree of care the association is giving. Social insurance analysts are continually attempting to discover manners by which the totally dispose of clinical blunders. Because of the persistent pattern of experienced suppliers leaving and new suppliers being recruited, clinical blunders much of the time will never be disposed of. Human services associations can anyway actualize the important control measures to guarantee that patients are not misdiagnosed or an inappropriate appendage isn't cut off (Cohen, 2007). Medicinal services associations can diminish clinical blunders by building up a constant quality improvement plan that requires the advancement of a multidisciplinary group to inquire about and explore the reasons for clinical mistakes. The Department of Veteran Affairs utilizes a CQI model created by the Joint Commission to lessen the number or clinical errors made by suppliers. Joint Commissions reviews all the Veteran Affairs Medical focuses to see whether their staff is following the clinical approaches and guidelines in giving quality consideration. Joint Commission has additionally settled arrangements with respect to how social insurance associations will report and handle sentinel occasions. A sentinel occasion is a sudden event including passing or genuine physical or mental injury, or the hazard thereof. Genuine injury explicitly incorporates loss of appendage or capacity. The expression, or the hazard thereof incorporates any procedure variety for which a repeat would convey a huge possibility of a genuine unfriendly result. Such occasions are called sentinel since they signal the requirement for sure fire examination and reaction (Jointcommission, 2010). Taking everything into account clinical mistakes can happen at whenever while a patient is accepting consideration. It is significant that human services suppliers convey and give training to their staff on decreasing the quantity of clinical blunders, the office has experienced. Clinical mistakes can prompt the association being sued by the patient or the patient relative. Law suites can be pulverizing for any association to experience and can decrease the measure of assets that have been assigned to giving quality consideration. In this manner it is significant that clinical mistakes are diminished and even disposed of.

BEGA Cheese Limited

Question: Examine about the BEGA Cheese Limited. Answer: Presentation: Bega Cheese is an Australian based that has been occupied with the matter of dairy items in the nation. The organization has been set up in Bega a town in New South Wales Australia. The organization was recorded in the year 2011 in Australian stock trade. About portion of the companys shares are as yet been held by the Bega ranchers providers. The organization has been viewed as the Australian biggest dairy organizations in the nation. The net valuation of the organization has crossed the sign of AUD 775 million by December 2016 end. 25% stake in Bega Cheese Company has been held by Capitol Chilled Foods (Australia) Pty Ltd whose controlling interest lies in the hand of the global organization Lion. The organization is significantly occupied with creating the center dairy items which incorporates Cheese, cheddar cream, powdered milk. These items altogether caught around 40% of the all out income of the organization. The organization is likewise occupied with delivering the dietary items under the brand name of Bega Bionutrients brand. This catches around 20% of the all out income of the organization. According to the ongoing report, the results of the organization are well known worldwide with a normal 400 delivery holders are being traded every month to almost 70 goals over the globe. The administration of the organization is submit to all the guidelines that are material on the organization in the nation. In any case, being Bega Cheese restricted is into the journal based items business, there are hardly any particular food guidelines also which are appropriate on the organization. The administration of the organization is required to comply with the Federal and State Environmental Regulations. These incorporate detailing prerequisites under the National Greenhouse and Energy Reporting Act 2007 (Cth), the Protection of the Environment Act 1997 (NSW) and the Clean Energy Act 2011 (Cth). Simultaneously the administration of the organization is required to meet all the necessities of the worker related act which incorporates the Superannuation Guarantee Act where all the superannuation commitments are to be made as per the Superannuation Guarantee Act. Presently being the organization is occupied with food industry, they are required to consent to the Primary Production and Processing Standard for Dairy according to the Australian sanitation guidelines. Simultaneously there are sure dairy explicit guidelines that are likewise should be kept up by the organization which incorporates food norms code and especially the Standard 4.2.4 - The Primary Production and Proc essing Standards for Dairy Products, the Export Control Act 1982. In this guideline, the necessities of the clients, sanitation measures and parameters are very much characterized. According to the idea of the organization, there are sure intrinsic hazard that are heated in the organization, Inherent hazard alludes to the hazard where mistake or oversight can be there in the budget reports because of elements other than disappointment of control. These dangers can happen in the budget reports now and again when there are mind boggling exchanges and high level of judgment is required to be put in now and again of making the evaluations in the books. In the event of Bega Cheese a portion of the inalienable hazard that may be winning in the fiscal summaries is as per the following: Reasonable worth estimation: At times of planning of fiscal summaries of the organization, the administration of the organization is required to make certain evaluations. The reviewers for this situation are required to test the premise of the estimation that has been made in the administration and required to record those through the assistance of certain examples. If there should be an occurrence of Bega constrained, the administration dependent on their comprehension for the assessment laws makes estimation for the expense liabilities. The reviewers are required to test the fulfillment of the expense liabilities and their strength be a hazard that the assessment sum so registered by them isn't right and may require some adjustment. For this situation the records that will be affected will be the expense accounts, fixed resources, stock and so on. Stock: The valuation of the stock is again a significant are that emerged the consideration of the examiners. Being the organization is occupied with the food business, the incubation time of the stock ought to be low. There may be a likelihood that the stock that has been kept up by the organization may not be in a usable state and in this way that should be discounted. In this manner all things considered, there is a current innate hazard joined to the stock level for the organization. Further, the strategy utilized in for stock valuation ought to be considered considering the idea of the item that should be esteemed. For this situation the records that will be affected will be the stock records, Cost of merchandise sold and so forth. Controlling interest: The Company is a holding organization for some auxiliaries, in this way all things considered there may be chance identified with union of the records. The related exchanges ought to be dispensed with and so on should be considered completely by the evaluators. For this situation the records that will be affected will be the generosity and significantly all the records of the organization. Records receivables: The Company manages quantities of vendors inside the province just as outside. According to the ongoing report, the results of the organization are well known worldwide with a normal 400 delivery compartments are being traded every month to almost 70 goals over the globe. Accordingly all things considered the valuation of the equivalent and checking the right maturing the parities is again a test for the organization. For this situation, the evaluator of the organization is at the hazard that the record receivable adjusts are not exaggerated mean whether the organization has made sufficient arrangements in the books for the matured records receivables or not. For this situation the records that will be affected will be the records receivable adjusts and the arrangement for dicey obligation accounts. Unforeseen liabilities: The shaky things has their own significance related to the budget summaries of the organization. The administration needs to unmistakably write down the unexpected liabilities and express the right picture before the partners and investors of the organization. For this situation, the reviewer of the organization is at the hazard whether any arrangement is required to be made in the books in regard to the unforeseen obligation. For this situation the records that will be affected will be arrangement records and the various liabilities accounts that are identified with the unexpected liabilities. Remote Exchange Gain/misfortune: The Company has its activities the whole way across the globe. They have been executing in numerous nations as result, they are continually lying under the danger of confronting changes in the remote cash rate. This will affect the benefit of the organization at a more prominent pace. This will have a major intrinsic hazard for the administration. For this situation the records that will be affected will be all the outside related exchanges. References Dairy Australia.com, Regulatory review, saw on 23rd April 2017, Retrieved from https://www.dairyaustralia.com.au/Industry-data/Food-security and-guideline/Regulatory-structure/Regulatory-overview.aspx#key guidelines Food standards.com, 2015, Dairy Standard (Australia just), saw on 23rd April 2017, Retrieved from https://www.foodstandards.gov.au/code/primaryproduction/dairy/pages/default.aspx

Important Links for Freshmen Applicants - UGA Undergraduate Admissions

Important Links for Freshmen Applicants - UGA Undergraduate Admissions Important Links for Freshmen Applicants As promised, here is the link to the 2010 essay questions, along with a few other pages that will provide some help in applying to UGA and writing admissions essays. The freshman application will be available in mid-August. 2010 Application Essay Questions Top Ten Hints for Applying to College Suggestions for Writing Admission Essays I hope these will answer a few questions for everyone, and I will try to keep this blog updated with details of what is happening in the Admissions process, and give a few more hints along the way.

What Is Luminosity and What does it Tell Us

How bright is a star? A planet? A galaxy? When astronomers want to answer those questions, they express the brightnesses of these objects using the term luminosity. It describes the brightness of an object in space. Stars and galaxies give off various forms of light.  What kind  of light they emit or radiate tells how energetic they are. If the object is a planet it doesnt emit light; it reflects it. However, astronomers also use the term luminosity to discuss planetary brightnesses. The greater the greater the luminosity of an object, the brighter it appears. An object can be very luminous in multiple wavelengnths of light, from visible light, x-rays, ultraviolet, infrared, microwave, to radio and gamma rays, It often depends on the intensity of the light being given off, which is a function of how energetic the object is. Each object in this star cluster, including the clouds of gas and dust, has a brightness that can be described as its luminosity. The star cluster Pismis 24 also contains the star Pismis 24-1b. ESO/IDA/Danish 1.5/ R. Gendler, U.G. Jà ¸rgensen, J. Skottfelt, K. Harpsà ¸e Stellar Luminosity Most people can get a very general idea of an objects luminosity simply by looking at it. If it appears bright, it has a higher luminosity than if its dim. However, that appearance can be deceptive. Distance also affects the apparent brightness of an object. A distant, but very energetic star can appear dimmer to us than a lower-energy, but closer one. A view of the star Canopus, as seen from the International Space Station. It has a luminosity 15,000 times that of the Sun. It lies 309 light-years away from us. NASA Astronomers determine a stars luminosity by looking at its size and its effective temperature. The effective temperature is expressed in degrees  Kelvin, so the Sun is 5777 kelvins. A quasar (a distant, hyper-energetic object in the center of a massive galaxy) could be as much as 10 trillion degrees Kelvin. Each of their effective temperatures results in a different brightness for the object. The quasar, however, is very far away, and so appears dim.   The luminosity that matters when it comes to understanding whats powering an object, from stars to quasars, is the intrinsic luminosity. Thats a  measure of the amount of energy it actually emits in all directions each second regardless of where it lies in the universe. Its a way of understanding the processes inside the object that help make it bright. Another way to deduce a stars luminosity is to measure its apparent brightness (how it appears to the eye) and compare that to its distance. Stars that are farther away appear dimmer than those closer to us, for example. However, an object might also be dim-looking because the light is being absorbed by gas and dust that lies between us. To get an accurate measure of the luminosity of a celestial object, astronomers use specialized instruments, such as a bolometer. In astronomy, they are used mainly in radio wavelengths — in particular, the submillimeter range. In most cases, these are specially cooled instruments to one degree above absolute zero to be their most sensitive. Luminosity and Magnitude Another way to understand and measure an objects brightness is through its magnitude. Its a useful thing to know if youre stargazing since it helps you understand how observers can refer to stars brightnesses with respect to each other. The magnitude number takes into account an objects luminosity and its distance. Essentially, a second-magnitude object is about two and a half times brighter than a third-magnitude one, and two and a half times dimmer than a first-magnitude object. The lower the number, the brighter the magnitude. The Sun, for example, is magnitude  -26.7.  The star Sirius is magnitude -1.46. Its 70 times more luminous than the Sun, but it lies 8.6 light-years away and is slightly dimmed by distance. Its important to understand that a very bright object at a great distance can appear very dim because of its distance, whereas a dim object that is much closer can look brighter. All objects in the universe have a brightness that is defined by a number called its magnitude. Each of these stars has a different magnitude. European Southern Observatory Apparent magnitude is the brightness of an object as it appears in the sky as we observe it, regardless of how far away it is. The absolute magnitude is really a measure of the intrinsic brightness of an object. Absolute magnitude doesnt really care about distance; the star or galaxy will still emit that amount of energy no matter how far away the observer is. That makes it more useful to help understand how bright and hot and large an object really is.   Spectral Luminosity In most cases, luminosity is meant to relate how much energy is being emitted by an object in all the forms of light it radiates (visual, infrared, x-ray, etc.). Luminosity is the term that we apply to all wavelengths, regardless of where they lie on the electromagnetic spectrum.  Astronomers study the different wavelengths of light from celestial objects by taking the incoming light and using a spectrometer or spectroscope to break the light into its component wavelengths. This method is called spectroscopy and it gives great insight into the processes that make objects shine. Each element in the universe has a unique spectral fingerprint. Astronomers use these spectra to determine the makeup of objects, and their spectra can also reveal their motions and other characteristics. NASA   Each celestial object is bright in specific wavelengths of light; for example,  neutron stars are typically very bright in the x-ray and radio bands (though not always; some are brightest in gamma-rays). These objects are said to have high x-ray and radio luminosities. They often have very low optical luminosities. Stars radiate in very broad sets of wavelengths, from the visible to infrared and ultraviolet; some very energetic stars are also bright in radio and x-rays. The central black holes of galaxies lie in regions that give off tremendous amounts of x-rays, gamma-rays, and radio frequencies, but may look fairly dim in visible light. The heated clouds of gas and dust where stars are born can be very bright in the infrared and visible light. The newborns themselves are quite bright in the ultraviolet and visible light.   Fast Facts An objects brightness is called its luminosity.The brightness of an object in space is often defined by a numerical figure called its magnitude.Objects can be bright in more than one set of wavelengths. For example, the Sun is bright in optical (visible) light but is also considered bright in x-rays at times, as well as ultraviolet and infrared. Sources Cool Cosmos, coolcosmos.ipac.caltech.edu/cosmic_classroom/cosmic_reference/luminosity.html.â€Å"Luminosity | COSMOS.†Ã‚  Centre for Astrophysics and Supercomputing, astronomy.swin.edu.au/cosmos/L/Luminosity.MacRobert, Alan. â€Å"The Stellar Magnitude System: Measuring Brightness.†Ã‚  Sky Telescope, 24 May 2017, www.skyandtelescope.com/astronomy-resources/the-stellar-magnitude-system/. Edited and revised by Carolyn Collins Petersen

Homework Takes Away From Family Time - 1592 Words

Introduction In the beginning of the twentieth century homework was viewed as an exceptional practice that helped students learn through practice and repetition. In recent years parents and educators were concerned that homework is taking away from â€Å"social experience, outdoor recreation, and creative activities† These experiences are necessary to a good childhood. So, let’s think about it, is homework necessary for success in school? Homework over the last few decades has increased dramatically, and people are trying to question if it is necessary The amount of homework given to students should decrease. The extensive amount of homework takes away family time that is necessary to child development. Also, stress that can can come with homework can cause health issues. The amount of homework given to students can cause students to cheat off students answers because they did not finish. Also, most of the homework that is assigned is not necessary in learning the material. The extensive homework takes away from family time. Childhood is the most important time to spend time with family because is can cause family separation issues With homework taking up most of a child’s time, there would be no time for quality family time that is need for a good family bond, which can lead to issues like not trusting other family members. Family involvement in education can help get families involved in school and knowing what their child is learning Having a parent not involved it theirShow MoreRelatedNo More Homework836 Words   |  4 PagesEnglish 2B March 3, 2013 Negative Effects of Homework Homework has historically been given to students to reinforce what they learn at school, and ultimately to help them learn the material better. However, too much homework is not helpful, and can be counterproductive. 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Although homework gives students a chance to succeed in a very competitive world, it takes up a lot of time in the day, it doesn’t help students grow academically, and it also takes a toll on the personal lives and the health of many students. Kids go to school everyday for 6-7 hours a day, and are stuffed with things to memorize and ‘understand’ everyday until test day comes and they throw up all the information on the test, only to forget it after a weekRead MoreArgumentative Essay Homework1051 Words   |  5 Pagesdebates on homework and to formulate policies† (Letrendre 21). For over one hundred and fifty years students have been overwhelmed with homework. In the nineteenth century, homework was not considered a problem and only high school students were given these out of school assignments. Today excess amount of homework are given to students, regardless of age. Author Kelly Wallace of â€Å"Kids have three times too much homework, study finds; what’s the cost?† author Gerald K. LeTendre of â€Å"Homework could haveRead MoreRodney Jones Argument Against Homework714 Words   |  3 Pagesâ€Å"Homework is arguably the worst punishment inflicted upon the student body.† One wo uld think this extreme statement would come from the 10-year boys and girls who complain to their parents about the homework they have to complete. However, Rodney Jones starts of his argument against homework using this statement. He argues that homework does not help children taking up all their time. Continuing, he explains how parents should extend child’s knowledge out of school instead of homework and in theRead MoreThe Night And Emily Henderson1688 Words   |  7 Pagespile of homework she had that was due the next day. 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At some point, some students put their health at risk to complete their homework and turn it in the next day. Teachers assign different quantities of homework throughout the day, but at the end of the night, homew ork from each class eventually becomes a massive load for a student, where the students struggle to finish it all night. Students lose sleep due to homework, and then they are unable to focus in classRead MoreHomework Helpful Or Harmful?897 Words   |  4 Pages Is homework helpful or harmful? The homework controversy has been going on for a quiet a long time with no end in sight. Homework is defined as an out of class task assigned to the students to help with practice or prepare for the future. Homework has been around a long period of time. It has set and traced as a tradition of having teachers assigning work and students completing it. Parents say that teachers require it and teachers say’s that parents demand to help their kids to finish it. Teachers

Developing a Product Free Essays

string(274) " sauce from JJ food or from a supermarket; but according to the questionnaire Rocco’s Pizza filled out, they use their own special sauce which they make themselves Cheese- The cheese is poured on top of the pizza and is grated so it can be scattered around the pizza\." The business I am studying is called ‘Rocco’s Pizza’. Rocco’s Pizza was established in 1980 and is a franchise whose stores are located in Bristol, Southampton, Surrey and Camberley. The store I am studying is Located in Greenford – London. We will write a custom essay sample on Developing a Product or any similar topic only for you Order Now Rocco’s Pizza mainly sells low – medium quality pizza. As well as pizza, they sell other appetisers such as garlic bread, chips, chicken wings, ice cream and soft drinks. Rocco’s pizza has their own online store (http://www.roccospizza.co.uk) in which customers can place there order and get it delivered, or have it collected in stores. The main product the shop sells is a pizza. Before the pizza is made, the employee has to make the dough which is made from flour mixed into water. The size of the dough depends on the size the customer order. They come is a variety of sizes from 7 inches (small) to 15 inches (extra large). Once the dough is made, they flatten it out into a circular shape and add the basic cheese and tomato sauce. They then add a variety of topping which is decided by the customer such as Pepperoni, Chicken, Mushrooms, Sweetcorn, Bacon etc. They come with a choice of crust: deep pan – a thick crust that goes around the edges of the pizza or no crust. Once the raw pizza is made, it is put into the oven. While it is in the oven, the pizza rises, the cheese melts and the toppings are cooked. After it is cooked, it is immediately put into a box so it is kept freshed and is either delivered to the customer or given to them in store. The shop I am studying is located next to a school. This is a very good location as the students are likely to go out for their lunch and having a fast food restaurant next to a school would mean the student are more likely to go there. However they face competitors with other fast food restaurants nearby such as 2in1 Pizza, Lahore Spice and Harry’s Fish Bar. Their competitors are a major concern as they’re located closer to the school which make the students more likely to go there them rather than their shop. Form and Function: Form is the appearance of an item – what it looks like. For example the form of a football is a sphere. Aesthetic is the beauty of a product – people buy the product based on its look for example a piece of art. The form the dough of the pizza before it is cooked is a pale colour and has a circular shape once it’s flattened out. After the pizza has been baked in the oven, it rises and the colour of the crust turns from a pale colour to a brown colour. The toppings, along with the cheese, on the pizza become cooked and the colours become darker. The form of the box is a cuboid. It is made from cardboard with information on it written from ink. The lid of the box tucks inside so it is easy to open and it leaves minimum opened space so it is kept fresh for longer. It is small and compact so the pizza doesn’t move around inside. The function of a product is what it does. For example the function of USB flash drive is to store and back up files. The main function of the pizza is to be eaten by customers. It also has to look and smell good so it would attract to the customer. The main reason why people eat is to satisfy their need to eat. Another reason why they eat it is for its taste. The function of the box of the pizza is to keep the box fresh. It also advertises the business i.e. through its logo and it gives instructions on how to reheat the pizza. Another thing the box does is it informs the customers of the business such as contact details. The box has flaps on the inside to support the lid. The dough on the pizza is rough when it’s made but once it’s rolled out, it has a smooth feel. Flour is put on it so it doesn’t stick to the surface when it’s being rolled out and can be easily removed after it has been baked. Once it has been baked, it has a softer texture which mainly due to the pizza being raised. The cheese also has a softer texture because it has been melted. The toppings on the pizza and the base turn darker as it has been cooked. Quality of Materials: Rocco’s Pizza buys their materials from JJ Food. They buy it from here as they provide a range of different materials such as packaging and ingredients. They chose to buy from their as they’re relatively cheap and also provide to other fast food retails such as ‘Ali’s Fast Food’ and ‘Chicken Ranch’. However, not all of their products are bought from JJ Food. For example, they buy their sweetcorn from retailers such as Tescos as it is more convenient for them Rocco’s Pizza uses medium quality materials. They use this as they want to provide their customers with a good service whilst making as much profit as possible at the same time. If they used high quality materials, they would have to charge a higher price for the pizza which may lose customers. If they used low quality materials the customers won’t be satisfied and my never go there again. The ingredients involved in making a basic pizza are: flour, cheese, tomato sauce and the extra topping decided by the customer. These again are all medium as they can’t afford to purchase high quality materials. The basic ingredients: Flour – This is used to make the base of the pizza. The base is use to hold the rest of the toppings. Pizza- Normally small fast food restaurant would buy their pizza sauce from JJ food or from a supermarket; but according to the questionnaire Rocco’s Pizza filled out, they use their own special sauce which they make themselves Cheese- The cheese is poured on top of the pizza and is grated so it can be scattered around the pizza. Selection of topping in which the customers can choose from: The toppings they have are: Pepperoni, Ham, Mushrooms, Onions, Green Peppers, Tomato Beef, Pork, Smoky Bacon, BBQ Sauce, Chicken Chunks, Prawns, Tuna, Anchovies, Pineapple, Jalapenos, sweetcorn, and Mexican Beans. Rocco’s Pizza allows their customers to choose from a selection of topping as they don’t want them restricted the choices of pizza they provide. Also, because different people like a different combinations of toppings. Customer Service: Customer service is the services the business provides for its customers. Different business offer different services as they have different budgets. For example Tesco can offer more services such as delivery unlike a local retailer. Rocco’s Pizza offers these types of services to its customers to enhance their reputation as there a competitors nearby i.e. 2in1 Pizza. They also want their customers to be satisfied so they will want to shop there again Rocco’s Pizza’s offers a variety of services to its customers. One of these is free delivery however to be eligible for this, the order must be à ¯Ã‚ ¿Ã‚ ½8.99 or more. Delivery is only available around limited areas as it would cost them a lot if they were to deliver to wider areas. Delivery can be done over the phone or at the counter at the customer’s convenience. It can even be done online. This is useful as they customer can change what they’re purchasing before they’ve ordered it. If they did this over the phone, they could cause annoyance to the staff. It also allows them to view the menu so they can see any special offers available Delivery is offers so they can get a wider audience. If they didn’t offer it, their only customers will be the local people however, since they do offer delivery, customers who don’t live so close can order from them at the convenience of their own homes and get it delivered to them for free. Rocco’s Pizza allows their customer to pay via debit or credit card. This is convenient for their customers as they don’t have to carry around money with them when buying from the shop. They can also control the amount they spend as is they pay with cash; the customers may have some change left over and spend it on other stuff. Paying via credit/debit card can be done in stores through the credit card reader. Rocco’s Pizza can’t offer return on purchases because it is food. It can only be returned if there is something faulty with the pizza for example if a hair is found in there; however this is a very rare occurrence. If there is something faulty with the pizza such as if the wrong toppings are put on, then they can either offer the customer with a refund or a freshly baked new pizza. Rocco’s Pizza gives their customers offers to attract them. They have 4 deals in which they provide to their customers: 1. Buy any medium pizza and you can get the 2nd, up to the same value, for à ¯Ã‚ ¿Ã‚ ½2.00 2. Buy any Large Pizza and get the 2nd, up to the same value, for à ¯Ã‚ ¿Ã‚ ½3.00 3. Buy a medium Margherita with up to 5 toppings, with Garlic Sticks or Garlic Bread, a portion of Potato Wedges and 2 cans of soft drink for à ¯Ã‚ ¿Ã‚ ½12.49 4. Buy A Large Margherita with up to 5 toppings, with Garlic Sticks or Garlic Bread, Hot Wings or BBQ Wings and a 1.5 litre soft drink for à ¯Ã‚ ¿Ã‚ ½15.99 The waiting time at Rocco’s Pizza is average. The delivery time is roughly 30 minutes as they have to make the pizza and deliver it to the customer’s house. If there are delays, the customers may get frustrated and may never shop their again. They may even refuse to take it a demand for a refund. If people aren’t satisfied with their customer service they’re providing for example the waiting time is long, then they could complain to the manager. However it is not always bad as they can take the complaints as feedback and improve from it. Resources: Physical: Like every other business, Rocco’s Pizza needs a building in order to start selling. This is put on land. They use a lot of resources in the day-to-day running. One example of a resource they use is an oven. They use this to bake the pizza. They have around three to four of these as it speeds up if there are a few people ordering a pizza at the same time. They also need a kitchen in the building to make the pizza. The kitchen is also used to wash any dishes such as pizza trays and cups. The shop front is separate from the kitchen and is used to serve the customers. Rocco’s Pizza has their own delivery vehicle. It is used to deliver pizza to the customers’ house. The delivery vehicle has to have enough fuel to last enough deliveries otherwise the customers will get frustrated. Rocco’s Pizza use a car over a motorbike as it is less likely to get spoilt. However unlike a car, a motorbike can get through traffic more easily and get to the customers house quicker. The tools required to make pizza: Pizza cutter – This is used to cut the pizza into even slices. It goes from one edge of the pizza to the opposite. The number of times it is done depends on the size of the pizza for example, if it is a 7 inch pizza, it would be cut 2 times making 4 even slices whereas if it was a large 12 inch pizza, it would be cut 6 times making 12 even slices. A separate cutter is used for vegetarian pizzas and non-vegetarian pizzas so no trace of meat gets passed. Oven – This appliance is used to bake the pizza in. The person who operates it, sets the temperature and waits till the pizza has finished baking. The over would have a see-through glass on it so the staff can see whether it’s cooked or not. Rocco’s Pizza would have around 3 – 4 of these in their shop as they can make more pizzas if there are a few people ordering at the same time. Pizza tray- The pizza tray has 2 purposes. One of these purposes is a mould. The staff can place the pizza base inside the try so they can get the exact size of it. For example, if a customer ordered a small 7 inch pizza, the staff would get the 7 inch tray and place the pizza base on it so they can get a perfect 7 inch pizza. This is useful as they don’t have to waste time measuring in out themselves. The other purpose of the pizza tray is to hold everything together whilst it is being baked in the oven. Rolling pin – This is used to flatten out the dough into the pizza base before it is placed on the pizza tray. Human: Human resources and the people used to make an item. The main person who works at Rocco’s Pizza is the manager. He is the person in charge of the business and chooses who to employ. He also makes major decision such as what the money is going to be spent on. Rocco’s Pizza tries to minimise the amount of employees they have in order to make a bigger profit. There a different types of staffs who work at Rocco’s Pizza. One example is the person who works at the shop front operating the till. They take the customer’s order, take their money and give them their change and receipt. Another employee who works at Rocco’s Pizza is the kitchen staff/chef. This staffs makes the pizza based on the customer’s order. The final staff that work there are the delivery people. These people take the order and deliver it to the customer’s house The staffs are given training in order to perform their role better. For example the staff that operates at the till will be given training on how to work the till faster making waiting queues shorter. The kitchen staff would be given training on hygiene and the delivery people would be given training on taking different (shorter) routes so they can get to the customers houses quicker. Financial: Financial resources are the fund which is available to the business which is used to run and make a product. According to the questionnaire, Rocco’s Pizza needed à ¯Ã‚ ¿Ã‚ ½100,000 to start up. The used two sources of finance – internal and external to gather the money: The internal sources of finance they use, is retained profit. This is the profit made the business in which the owner invested back in. This source of finance is useful for Rocco’s Pizza as they don’t have to pay back interest on it and they have the cash immediately there however the money could be used for other reason such for the owners own personal use. One external sources of finance they use, is a loan. This is when they borrow money from the bank and pay it back with regular instalment with interest added on. The advantage of using this is that they can borrow how much they need whenever they want but they must pay back interest and it could take some time to get the loan approved. The finance used by Rocco’s Pizza is used for many purposes. The main reasons they use it is to buy the materials from JJ Food. They buy it in bulks as they get it at a discounted price. This is good for Rocco’s Pizza as they get it cheaper and it is good for JJ Foods as they’re getting a large order. Another way in which they use the finance is to pay the employee’s wages. This is their major expenditure so they have to only get the right number of employees as they’re not a very large business. Rocco’s Pizza Also uses the finance available to expand on their business. For example they can buy more hi-tech equipment like a better oven. They can also use it to expand on the building itself as it is relatively small. Rocco’s Pizza has the tough challenge of paying bills. They have to pay bills for water, electricity, heating, lighting and the worse of them all, business tax. They have to try and minimise any wasted resources in order to reduce bills. A way in which they could do this is by turning of the lights and radiators when they’re not in use. A computer is an important financial resource to Rocco’s Pizza. It is important to them as it is used to draw up financial data such as cash flow forecasts, budgets, profit loss accounts and balance sheets. They can use this data to see how well their business if doings convince bank manager to take out a loan should they require one. Materials: The material resources are the equipments needed to make an item. For hygienic reasons, the staffs at Rocco’s Pizza have to wear equipment while they are making the pizza. An example of an equipment wear is hairnets. This goes over the head and is used to prevent any hair pieces from falling on to the pizza. They also wear rubber gloves when preparing the pizza to stop and dirt or bacteria from spreading. This is used as a precaution when though the employees wash their hand before they are making pizza. Rocco’s pizza has a computer located in their store which has many purposes. One of which is to order stock from JJ Food. They use the computer to select the amount of quantity they want and to enter their shipping and contact details. Another reason they use a computer is to design and print out their leaflets. They would use a software like Microsoft Word as it has a variety of features such as word art and a wide selection of fonts. They also have a till which is used to calculate the customer’s order and is also used to print out their receipts. The till also contains change in which the cashier has to give to the customer if they don’t have any change. How to cite Developing a Product, Papers

To Kill A Mockingbird Essays (724 words) - To Kill A Mockingbird

To Kill A Mockingbird To Kill a Mockingbird In the mid 1900s there were many types of families. Some families cared not about what other people thought about what they did, but about if it seemed right to them. Other families did not care what people thought nor did they try to behave descent. And still the families who did their best with what they had. In the novel, To Kill a Mockingbird, these three types of families seem best displayed in the Finches, Ewells, and Cunninghams. To begin with, the Finch family, with only one parent, portrays a well-rounded family. First, Atticus Finch raises two children on his own. Jem and Scout, both basically good kids although they grew up with only one parent. They both usually do as Atticus says unless they believe in what they want to do. "Don't go to him, he might not like it. He's all right, lets go home. I just wanted to see where he was." (p.151) Also, Scout has difficulty becoming a young lady. She has no mother figure to show her how a lady should dress and act. Aunt Alexandra moves in with the Finch family to show Scout how to act more like a lady. "Jem's growing up now and you are too. We decided it would be best for you to have some feminine influence." (p.127) "Aunty had a way of declaring What is Best For The Family, and I suppose her coming to live with us was in that category" (p.129) Finally, Jem Finch grows up very responsible with Atticus's influence very strong. Though not having a mother figure also affects him in that in the beginning he has no respect for the way Scout should dress and act as a lady. Towards the end having Aunt Alexandra as a mother influence helps him to realize Scout's role as a lady. "It's time you started bein a girl and actin' right!" (p. 115) Besides the Finches, the Ewell family, a disgrace to the town of Maycomb, lives in poverty and ignorance. To begin with, Robert Ewell, an abusive, hateful drunk, has no intellect or dignity whatsoever. He lives with his seven children in an impoverished home behind the city dump. "No economic fluctuations changed their status-people like the Ewells lived as guests of the county in prosperity as well as in the depths of a depression" (p.170) Also, the seven children of Mr. Ewell do nothing all day. They don't help Mayella keep things in order at their house. "I felt right sorry for her, she seemed to try more'n the rest of 'em-" (p.197) Then, Mayella Ewell, a lonely girl without a person in the world who cares for her, besides Tom Robinson, accuses her one friend of raping her. Tom Robinson cares enough about Mayella to do odd jobs for her around the house without being paid a cent. Mayelle seemed so lonely she would befriend anyone who showed even the slightest bit of interest in her. "She'd call me in, suh. Seemed like every time I passed by yonder she'd have some little somethin' for me to do-" (p.191) Just as the Ewells had little money, neither did the Cunninghams, but they did their best to be upstanding citizens. First, Walter Cunningham, a quiet boy, attends school with Scout. He may be poor, but he acts like a perfect gentleman. "The Cunninghams never took anything they could not pay back" (p.20) Also, Mr. Cunningham, a friend of the Finch family, goes against Mr. Finch to try to kill Tom Robinson. Mr. Cunningham and a group of men come to kill Tom, but Scout, Jem, and Dill came and interrupted them. Scout went and talked to Mr. Cunningham and he called their raid off. "Let's clear out, lets get going, boys." (p.154) Finally, the Cunningham family never borrows or takes anything they can not pay back. Mr. Finch did some entailments for Mr. Cunningham and Mr. Cunningham paid him with food. The Finches, Ewells, and Cunninghams, all families in the novel, To Kill a Mockingbird, have many similarities and differences. The Ewells and Cunninghams, both poor, seem different in that the Ewells display trash and ignorance, and the Cunninghams display good mannerisms. The Finches and Cunninghams both posses great manners, but the Cunninghams live in poverty whereas the Finches seem "comfortable." The Ewells and the Finches have almost nothing in common. Of the many types of families in the mid 1900s, the Finches, Ewells, and the Cunninghams seem to be the three

Bull and Cow and Other Bovine Terms

Bull and Cow and Other Bovine Terms Bull and Cow and Other Bovine Terms Bull and Cow and Other Bovine Terms By Mark Nichol The noun (and adjective) bovine, from the Latin term bos by way of the French word bovin, is the scientific word for cattle and related animals; it is one of several words in various languages that is cognate with cow, as both words apparently stem from a proto-Indo-European word imitative of mooing. (In allusion to the unintelligent, slow-moving characteristics of cattle, it is also applied to slow, stupid human behavior.) From bovine we also get beef (from Old French buef), which usually refers in general usage to the meat of cattle used as food, but it also applies to adult cattle; the plural beefs has overtaken the original beeves. Use of the word beef has extended to the idea of â€Å"complaint† (perhaps based on the griping of military personnel about their beef rations) and to the notions of brawniness (the adjective beefy) and adding strength (the idiom â€Å"beefing up†). Beefsteak refers to a particular cut of beef, and Beefeater is another designation for the Yeoman Warders, traditional guards of the Tower of London, which originated as a nickname alluding to the rations of beef and beef broth they consumed. Bull, from the Old English word bula, refers to male specimens of cattle (especially those not deprived of reproductive capability) and other large mammals. A bullock is a young or castrated bull. By extension, bull describes a brawny man (and was slang for a police officer) or a person who buys stocks because he or she expects the price to rise or hopes for a rise to occur; to bull is to act forcefully or violently, and the word is the first element of a compound referring obliquely to excrement and describing speech that is boastful, foolish, or misleading. Cattle itself is ultimately from the Medieval Latin noun capitale, meaning â€Å"property† or â€Å"stock,† by way of the Old French term chattel; it is cognate with capital in the sense of â€Å"assets† or â€Å"stock† and with chattel, meaning â€Å"property.† Cow, which technically describes adult females of various large animal species, including cattle, but is used popularly to refer to cattle of either gender, stems from Old English but, as mentioned earlier, is cognate with a variety of words from other languages that pertain to cattle. Ox (the word is from the Old English oxa) refers to male cattle bred as work animals (usually draft animals, meaning that they pull wagons or other vehicles) rather than as a source of beef; the plural is oxen. A steer is a young bull or ox, though in American English usage it designates any male beef cattle; the word comes from the Old English term steor, meaning â€Å"bull.† Two other terms associated with cattle are calf (plural calves), from the Old English word cealf, meaning â€Å"young cow† (of either gender), and heifer, from the Old English word heahfore, which refers to a young (female) cow, especially one that has not yet borne a calf. The verb calve refers not only to giving birth to a calf but also, by extension, to the separation of a small piece of ice from a glacier or other mass. (Calf, in the sense of the fleshy part of the lower leg, may be a distant relative.) The slang term dogie, used by cowboys but of unknown origin, refers to an orphaned calf. Speaking of cowboys, the word cowboy, as well as cowhand, cowherd, cowpoke, and cowpuncher (the latter two words derived from the notion of prodding cattle), refers to one who tends cattle. The idea of cowboys as spirited (perhaps inspired by the behavior of cowboy characters in western films and television programs) gave rise in the late twentieth century to the use of cowboy to denote aggression or recklessness. Cowman generally describes a cattle rancher rather than those he employs. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:100 Words for Facial ExpressionsDawned vs. Donned50 Musical Terms Used in Nonmusical Senses

Mole Relations in Balanced Equations Example Problems

Mole Relations in Balanced Equations Example Problems These are worked chemistry problems showing how to calculate the number of moles of reactants or products in a balanced chemical equation. Mole Relations Problem #1 Determine the number of moles of N2O4 needed to react completely with 3.62 mol of N2H4 for the reaction 2 N2H4(l) N2O4(l) → 3 N2(g) 4 H2O(l). How to Solve the Problem The first step is to check to see that the chemical equation is balanced. Make sure the number of atoms of each element are the same on both sides of the equation. Remember to multiply the coefficient by all atoms following it. The coefficient is the number in front of a chemical formula. Multiply each subscript only by the atom right before it. The subscripts are the lower numbers found immediately following an atom. Once you verify the equation is balanced, you can establish the relationship between the number of moles of reactants and products. Find the relation between moles of N2H4 and N2O4 by using the coefficients of the balanced equation: 2 mol N2H4 is proportional to 1 mol N2O4 Therefore, the conversion factor is 1 mol N2O4/2 mol N2H4: moles N2O4 3.62 mol N2H4 x 1 mol N2O4/2 mol N2H4 moles N2O4 1.81 mol N2O4 Answer 1.81 mol N2O4 Mole Relations Problem #2 Determine the number of moles of N2 produced for the reaction 2 N2H4(l) N2O4(l) → 3 N2(g) 4 H2O(l) when the reaction begins with 1.24 moles of N2H4. Solution This chemical equation is balanced, so the molar ratio of reactants and products may be used. Find the relation between moles of N2H4 and N2 by using the coefficients of the balanced equation: 2 mol N2H4 is proportional to 3 mol N2 In this case, we want to go from moles of N2H4 to moles of N2, so the conversion factor is 3 mol N2/2 mol N2H4: moles N2 1.24 mol N2H4 x 3 mol N2/2 mol N2H4 moles N2 1.86 mol N2O4 Answer 1.86 mol N2 Tips for Success The keys to getting the correct answer are: Make sure the chemical equation is balanced.Use the coefficients in front of compounds to get molar ratios.Check to make sure you use the appropriate number of significant figures for atomic masses and report mass using the correct number of figures.

MARKETING STRATEGY Essay Example | Topics and Well Written Essays - 1500 words

MARKETING STRATEGY - Essay Example The 2008 – 2009 has been one that has been underlined by the adverse effects of the credit crunch. It is at this time that interest rates hit an all time low level. To add to that, the retail customer savings stagnated and in other instances in point of fact more than dwindled. This is a demonstration on how the external environment can adversely affect a business. The credit crunch led to a calamitous fall in the banking image. As a result of these proceedings, retail and investment banking were the biggest causalities. Tough competition in the financial markets also underlies what players in the industry have to navigate through. But the existence of opportunities to grow presents a case for strategising in order to wrest market control or at the minimum remain relevant. The chance to improve does exist, but it all depends on the business leadership. It is for the leadership to take or ignore the opportunities. Growth in higher education is one such opportunity on which the bank should capitalise on. This has been one of the weak points of the bank; failure to expeditiously take up opportunities. Based on these issues, I would propose the diversification strategy in addressing the bank’s developmental agenda. This strategy promises to be the best vehicle for the Central National Bank if it harbours any ambitions of getting out of the mess in which it finds itself. Diversification can be achieved through the initiation of mergers, ventures into provision of new products, an alteration of the bank’s microeconomic policy among other aspects (Beamish and Ashford 2005). From the case study, it is revealed that much consolidation is taking place. This is being done through merging of businesses in the banking industry. A merger gives a company a big advantage because of sharing of several facilities and consequently gaining from the benefits that accrue to economies of large scale

Technologies Used by Limestone County Sheriff's Office Athens, AL Research Paper

Technologies Used by Limestone County Sheriff's Office Athens, AL - Research Paper Example This stipulation is not restricted to larger police forces such as in metropolitan centers but instead extends to all kinds of police divisions whether small or large. This paper will attempt to analyze the various forms of technology being employed by the Limestone County Sheriff’s Office situated in Athens, Alabama. 2. Technologies in Use 2.1. Internet The Limestone County Sheriff’s Office has a very strong online presence indicated by the website that is regularly updated for various news, events and other information dispersals (Limestone County Sheriff's Office, 2012 a). For example the website is completely updated on the first landing page with information regarding the 17th Annual Limestone County Triad Trail Ride including possible routes to the venue. This represents a strong part of the law enforcement culture because the internet highway is the future of communication and information dispersal especially for law enforcement where the information may need to be updated by the minute such as during emergencies. Another aspect of the website are the provided links to various services and information areas such as the National Rifle Association (for gun safety) (NRA, 2012), information regarding drunk driving and tolerable alcohol limits (Limestone County Sheriff's Office, 2012 b), the map to the sheriff’s office (Google Maps, 2012) and other similar resources. 2.2. Air Support In addition to the use of internet-based technologies the Limestone County S

JKL Industries

JKL Industries This report has been prepared for the General Manager of JKL Industries for his/her approval for the recommendations for introducing an advanced performance management system to improve on the current system. This report covers each of the following performance management standards: The goals and objectives of the proposed JKL PMS in the context of JKLs broader organisational and human resource goals and objectives. Outline of the performance management cycle, and the role and responsibility of all JKL employees in the successful implementation of the PMS. Sample template for use in the conduct of performance appraisal interviews. This template allows for the linking of job elements and key performance indicators to the ongoing development of the individual. Policies and procedures to ensure that line managers are monitoring performance regularly and that intervention occurs to address poor performance and acknowledge excellent performance. Policies and procedures to address performance excellence. Policies and procedures that address unsatisfactory performance and, where necessary, termination of employment as a result of ongoing unsatisfactory performance. This process conforms to existing organisational and current legal requirements. Process to deal with any problems or grievances that arise from the performance feedback. Policies and procedures to ensure that the documented outcomes of performance management sessions are accessible and are stored in accordance with organisational policy. Definition of HRs role during the implementation and ongoing operation of the performance management system. How the performance management system will be evaluated. Timeline/schedule for implementation, which addresses all communication and staff training requirements. Types of reporting that will be generated by the PMS and how these reports will be utilised by the management of JKL. How the various components of the PMS will be quality assured and How HR will support the PMS by providing specialist advice on all aspects of the implementation of the PMS, including career development, to all participants in the process. Proposed Vision Statement JKL Industries vision is: To be recognised nationally and internationally as an employer of choice and a model of best practice human resource management. Provide best quality service and products in their field. JKL Industries is a large company and therefore individual employees in different states will be accomplishing different tasks but all working towards the same goal therefore they will need several different approaches to managing performance. 1. Performance goals and objectives A performance management system ensures all staff are aware of and work towards organisational goals through providing clear goals and frequent reviewing of staff performance (Behn R 2006, p.8). 1.1 Goals and Objectives The new performance management system being implemented at JKL industries will support expansion of the business and play a more active role within the company through the development and implementation of a performance management system. The new performance management system will aid in the redevelopment of the organisational chart as there is a new HR officer that will now oversee the co-ordination of HR services across the organisation, as prior to this HR was divided up between each of the three business areas. With these new changes the performance management system will help identify what positions are necessary and unnecessary, and ensure JKL is employing the right people through developed recruiting processes and position analysis. The performance management system will provide guidelines on employing the right people and how regularly performance evaluations will take place to identify to what extent staff goals are being achieved and what can be done to further improve staff performance. Performance management uses past performance as a platform to improve future performance through regular reviews, the setting of clear goals, staff recognition and feedback (Jones 2010, p 95). The new performance management system at JKL will also provide guidelines on how training and support will be delivered to staff and enable staff skills and performance to be evaluated against job descriptions and key elements of the job including KPIs. The performance management system will also identify opportunities for further development of skills in staff. The performance management system will help in developing the following aspects: Improve organisational effectiveness Facilitate employee development, training and support Determine appropriate awards and compensation Facilitate legal compliance Facilitate planning process Increase motivation Address poor performance JKL Industries plans to expand existing branches to include the sale of large and medium trucks by the beginning of July. The performance management system will allow for the monitoring of performance of current staff and identify training and developmental opportunities. This will save recruiting costs and further challenge and develop staff skills and knowledge by identifying skills gaps through the reviewing of job descriptions (QDET 2010, p8). Through monitoring of current staff using the performance management system it will ensure the right staff are used in the implementation of the expansion (QDET 2010, p8). The performance management system will also help JKL Industries identify staff who are deserving of a promotion and could be used in the further expansions and new branch openings planned for 2013, 2014 and 2015 (QDET 2010, p8). 2. The Performance Management Cycle A Performance management system is a tool used to motivate and inform staff and managers of performance outcomes in an organisation for a particular period of time (QDET 2010, p7). It involves the use of a performance cycle that involves planning, performing, reviewing and recognising staff performance (QDET 2010, p7). The use of this performance cycle will help JKL Industries monitor the success of their staff in reaching their own individual goals, and monitor the status of the planned strategic goals that includes expansions and new branch openings. Before implementing a performance management system it is important that appropriate foundations are laid down to effectively evaluate staff performance objectively (Bedford D Malmi T p.12). This is done firstly through reviewing job duties and responsibilities (Bedford D Malmi T p.12). This will give an accurate job description to benchmark employee performance against and ensure employees are clear of their goals, what is to be achieved and the standard required (Bedford D Malmi T p.12). Job descriptions for similar positions may be researched online for comparisons (Bedford D Malmi T p.12). The performance management system at JKL Industries should be aligned to the budget cycle to further measure to what degree staff are achieving their goals, and to be able to plan for reward or further development opportunities or in some cases recruitment needs (QDET 2010 p.7). The length of the performance management cycle should be 12months for the formal processs including planning and reviewing with review conversations taking place every six months (QDET 2010 p.8). These timelines can be shortened and conducted more regularly during periods of large change that JKL industries will experience in the coming years with the planned business expansions for 2013, 2014 and 2015 to update performance plans as strategic business goals change (QDET pg 8). 2.1 Performance management stages Planning- clarifying expectations, reaching an agreement, negotiating performance goals, setting expectations and planning to develop skills Performing (ongoing support) learning on the job, continuous improvement, providing feedback Reviewing- discussing individual performance and contribution comparing achieved goals against goals agreed upon and whether goals were achieved in a way that further organisational goals Recognition- continuously recognising team members contribution, making staff efforts acknowledged and encouraging further achievements This cycle will operate at different times for each employee. It is recommended that performance cycles start from the anniversary date of employment for each employee to avoid large amounts of appraisals distracting management and HR from their respective duties. 2.2 Roles and Responsibilities At JKL Industries all staff will play an important role within the performance management system. The Managing Director must be thoroughly committed to the performance management system and ensure the workforce is managed in accordance with the policies and procedures of the performance management system. Human Resources are responsible for the development and design of policies and procedures in regards to the performance management system. The Head Human Resources Officer that has been employed to oversee the HR Assistants for each division will be responsible for training the HR Assistants in the new performance management system, ensuring all staff are competent and fully understand the reason why they are doing what they are doing and the outcome desired. The Head Human Resources Officer will be responsible for overseeing the implementation of the PMS and monitoring its success and any changes that will need to occur as well as collaborating relevant documentation. Operations Manager is responsible for guiding and managing the performance of the Service Manager, Rentals Manager and Sales Manager. The Operations Manager with the support of the Head HR Officer develops performance objectives, provides feedback, appraise performance, guide development and ensures the Service Manager, Rentals Manager and Sales Manager are rewarded for good performance (Government of South Australia 2012). Finance Administration Manager develops performance objectives with the guidance of head HR for the Accounts Manager. Accountants Manager with guidance from head HR develops performance objectives for Accountants. HR in the Divisions with guidance of respective Manager (SALES, RENTALS, SERVICE) develop performance objectives for employees ie plan perform review recognise. And support Manager in conducting appraisal interviews and implementing system. Employees are responsible for their performance and their participation in performance management both formal and informal (Government of South Australia 2012). Supervisors are to manage the performance of the team and each individual team member (Bedford D Malmi T p.12) 3. Performance Appraisal Template Performance appraisal interviews help identify any skills gaps and evaluate to what degree employees understand their roles (Jones 2010, p.131). The following performance appraisal template will assist in training and development plans for each individual and encourage two-way communication (Jones 2010, p.131). The performance appraisal template provided allows for linking of job elements and uses aspects of the balanced score cards system. The balanced scored card system help overcome the limitations associated with managing staff performance through financial indicators alone (Kaplan R Norton D 1992). The balanced score card approach looks at assessing staff from four business aspect, finance, customer satisfaction, internal business processes and learning and growth (Kaplan R Norton D 1992). 4.1 Policy Monitoring Staff Performance Interventions to Address Poor Performance and Acknowledge Excellent Performance 4.2 Purpose: The aim of this policy is to ensure management at JKL Industries are continuously monitoring staff performance effectively through reviewing individual goals set for employees against the level of outcome achieved (Personnel Management 2012). 4.3 Scope: This policy is relevant to all HR and management positions conducting employee performance reviews and applies to all employees receiving feedback. This policy does not apply to cases of gross misconduct. This policy does not apply to cases of long periods of absence due to illness (Personnel Management 2012). 4.4 Background: It is a requirement of management to conduct regular reviews to monitor progress of employee performance against previously set standards and goals. Ongoing monitoring will give management the view as to how well employees are progressing and make necessary changes to any issues that prevent employees from achieving their work goals. Unacceptable performance can be addressed at any time during the performance appraisal period and should be dealt with when situation arises, not left to the annual review meeting (Personnel Management 2012). Policy: This policy aims to ensure management can effectively identify poor performance and take the necessary steps to intervene and correct employee performance through identifying skills gaps and providing training and support (University of Brighton 2003). For cases of extreme unsatisfactory performance where disciplinary action or termination is involved please refer to (Policy No. 6 Monitoring Staff Misconduct). This policy also includes steps to address excellent performance however is covered in more detail in policy Staff Excellence policy and procedure. 4.5 Procedure: how to conduct appraisals and manage records Management to conduct monthly meetings to determine whether there has been any change in the responsibility of employees that may hinder performance (QDET 29). Formal performance appraisals to be conducted every 12months from anniversary date of employment Management to notify employee in writing 3 working days before performance appraisal is conducted. (email accepted) Employee to fill out employee satisfaction survey prior to commencing performance appraisal Management conducting performance appraisal to confirm date with appraise 3 working days before performance appraisal Human Resources Assistant to distribute or make readily available all documentation required to conduct performance appraisal After conducting performance appraisal employee and managers are to sign to say meeting has taken place All outcomes of the appraisal are to be approved by Senior Management. This includes proposals for further training, further financial delegation, moving to a different position. These outcomes must be addressed and decided upon in full 14 working days after meeting has taken place. All paper work from appraisal to be finalised 14 working days after meeting has taken place, all management and human resources assistants involved must sign and date relevant paper within this period and present paper work to administration assistant for filing. Administration Assistants are to make copies to distribute to ALL personnel involved in appraisal for secure storage. All documentation handled during the performance management process to be handled in accordance with Documentation Policy and all hard copies scanned and uploaded into the system as stated in the Documentation Policy. All Management to monitor staff performance daily by management by walking around and encouraging staff feedback and submitting reports on staff performance to relevant HR Department monthly Staff excellence in performance to be rewarded accordingly immediately when recognised. For more information please refer to the staff excellence policy and procedure Service Managers to identify any problems or difficulties staff may have encountered in achieving their goals and report these to HR Assistants who record details and document them for Head HR Service Manager to check with staff daily and encourage feedback on any difficulties that are being experienced with regards to achieving their work goals Informal feedback sessions to be conducted with all staff every three months Management are to plan with staff annually from date of employment agreed upon goals that link with JKLs organisational objective and assure that these goals are specific, measureable, achievable, and relevant and have time frames (QDET 2010). Management are to develop team plans annually. Team plans need to consider who is accountable for what and what management has agreed to delivering (QDET 2010). Team plans need to work towards organisational objectives. Team plans need to state what each individual is responsible for achieving and the behaviours expected of them. Individual performance planning takes place after team goals are decided. Management are to conduct regular conversations within their respective divisions with team members these include : Coaching conversations give helpful feedback, listen and ask questions, helps to reinforce the actions and behaviours that are needed to achieve team members performance goals Day-to-day conversations showing genuine interest in employees and their work will help build effective working relationships and create a supportive environment, gives management and employees open two way communication and the opportunity to provide and receive immediate feedback Management are responsible for recording information about staff performance and documenting conversations that take place during the performance cycle. Management must record staff performance against goals/standards previously decided upon to be able to provide feedback during the formal review Human Resources and Management are responsible for conducting the performance review conversation. These conversations are to take place annually from date of commencement of employment. Prior to this previously planned goal have been developed. The performance review conversation meeds to address the following; Measure actual performance against agreed upon goals General day-to-day behaviours and how effective these behaviours have been Things that have helped/hindered team member achieve goals Any change in responsibilities during cycle that would have affected team member performance Recognition- Staff performance is to be recognised accordingly. Staff recognition needs to be directly linked to an achievement. Recognition should be timely and praised/identified at time of achievement. This can be done informally simply by telling staff when they have done a great job and sincerely thanking them. Staff performance can also be recognised in form of career development opportunities when set goals are achieved extremely well, this will be recognised formally in the staff performance appraisal conducted yearly and continuously monitored by relevant line managers. 5. Monitoring Staff Performance Excellence JKL Industries Policy: Performance Excellence Policy No. P05/263 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 5.1 Purpose: JKL Industries is committed to providing a work environment that promotes, recognises and rewards performance excellence. The purpose of these principles is to provide an open and transparent system for rewarding and formally recognising performance excellence. The performance reward and recognition process is directly linked to the JKL Industries Performance Management System and all awards provided under these principles are determined from appraisal outcomes. It is important to recognise and reward people because it: positively support excellence in behaviours and performance builds staff commitment and increases job satisfaction leads to higher retention rates of key staff reduces stress and builds an environment where people are encouraged to explore innovative approaches to their work sends a message to potential staff that staff are valued, and supports a culture of performance excellence 5.2 Scope: These principles apply to all staff employed at JKL Industries continuously for more than 12 months. 5.3 Background: The reward recognises performance that exceeds what would be expected of staff in the normal performance of duties Performance excellence must meet one of the following criteria: an outstanding and exceptional achievement or success; outstanding service to internal or external stakeholders; an outstanding or novel initiative which has been successfully implemented; significant improvements to work procedure or operational systems; or outstanding contribution to enhancing the student experience 5.4 Definitions Nil 5.5 Legislation Fair Work Act 2009 5.6 Policy: JKL Industries aim to make the Reward and Recognition process fair and equitable, transparent and appropriate. The following guidelines outline considerations when applying rewards. Ensure that the level of the reward or recognition is appropriate with the achievement, level of performance or impact on the organisation The reward process should ensure equity in the distribution of awards, be transparent and be based on merit. Where appropriate, there should be evidence based data to support reward or recognition decisions. Ensure the type or form of rewards and recognition provided to staff are valued and meaningful to the particular staff member(s), recognising their preference for the things they find rewarding and how the recognition is given. For example, some individuals enjoy public recognition and others prefer private recognition in person or with a thank you note. Ensure that the reason for the reward and the impact of the behaviour or actions has been clearly communicated, firstly to the individual or team, and then to a wider audience (where appropriate) Rewards are not allocated to avoid promotion and reclassification processes; however rewards can be included as support in the promotions process. 5.7 Procedure The supervisor and HR manager will evaluate the evidence in the documentation from appraisal feedback, to determine which employee they would recommend receive rewards. Costs associated with these rewards are to be met from the cost centre budget and should be funded from productivity gains, either by way of increased income generation or cost savings. The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 5.8 Types of Rewards Unofficial rewards: spontaneous, timely, sincere and personal appreciation of an individual, team or group. Unofficial rewards may include: Praise or thank you, either privately or publicly. Writing a short note or thank you card or email. Acknowledgement at staff meetings or other appropriate functions. A Certificate and/or letter of appreciation with a copy placed on the staff members file Providing small appreciation rewards (e.g. movie tickets, morning teas, area sponsored luncheons, vouchers, plaques). Setting up a notice board to display thank you memos, photos, progress towards goals, etc. Implementation of a staff idea or proposal. Arranging a personalised gift to celebrate a milestone or service anniversary. Providing flexible working arrangements (where appropriate). Developmental Opportunities through Job Responsibilities Developmental opportunities (e.g. given priority to attend higher level meetings attendance at external conferences). Selected to represent area at a meeting or attend as an observer. Provision of more autonomy in their job. Additional responsibilities in a job or role. Opportunities for the staff member to provide comment on specific issues, policies etc. Providing greater access to information and increased opportunities for input and advice. Mentoring and work shadowing opportunities. Invitation to co-ordinate and chair meeting. Provide increased flexibility in working arrangements e.g. working from home. Opportunities to take on additional responsibilities that are more personally rewarding. An opportunity to be involved in a major presentation. Provide special project/assignment work. Smaller Monetary Rewards Where budgetary conditions allow: Small gifts (e.g. movie tickets, gift voucher, bottle of wine, flowers, certificates, plaques). Occasionally allow all staff to leave an hour early in recognition of their efforts. Pay professional membership. Official Rewards Employees achievements consistently exceed the expectations of performance and reasonable expectation the level of the performance will continue. Salary Increment One off bonus payment according to budgetary conditions Promotion to a higher position within the organisation Responsibility Loading Where a staff member, as a reward for performance, undertakes or is appointed to a position or role that carries additional responsibilities. Extraordinary Reward and Recognition When the need for a reward falls outside of the guidelines above and the available formal mechanisms, an Extraordinary Reward can be applied. 5.9 Tips and Traps The employee must be provided opportunity to respond and provide feedback to any performance recognition reward recommendation including an opportunity to decline performance recognition or to request recognition of the greater team. 6. Monitoring Staff Misconduct JKL Industries Policy on: Managing Misconduct, Managing Unsatisfactory Performance and/or Workplace Behaviour Policy No. P06/260 Function Personnel Contact Position Human Resources Authoring Organisational Unit Human Resources Date Approved Revised 30/8/2012 Next Review Date 01/02/2014 6.1 Purpose: This policy must be read in full before proceeding to address misconduct or serious misconduct. Supervisors must discuss any allegations of misconduct or serious misconduct with an officer from Human Resources and their own supervisor. This policy is intended to assist supervisors when handling misconduct in the workplace and to provide guidance in taking appropriate action, and provide employees with a clear understanding of the processes for dealing with allegations of misconduct or serious misconduct Employees must be afforded procedural fairness throughout the implementation of this policy. Normal standards of respect, civility and confidentiality must be maintained throughout the process. Nothing in this policy precludes the University from terminating the employment of an employee without notice for serious or wilful misconduct. Depending on the nature of the misconduct, it may also be appropriate to refer to the Universitys policy on Anti-Fraud and Corruption. Conduct that is serious misconduct includes but is not limited to theft, fraud, assault, being intoxicated a serious breach of JKL Industries Code of Conduct, statutes or policies repeated acts of misconduct for which the employee has been counselled serious bullying or harassment (including sexual harassment) disobeying a lawful and reasonable instruction given by a supervisor abusing or threatening an employee or anyone within the workplace malicious damage to JKL Industries property or reputation repeatedly refusing to carry out a lawful or reasonable instruction that is consistent with the employees contract of employment Employees who are unsure about any aspect of this policy should seek further advice from HR. Confidentiality: the confidentiality of all parties involved in the management of misconduct and serious misconduct processed must be respected and all information gathered is confidential. 6.2 Scope: These procedures do not replace the normal responsibility of a supervisor to discuss work or conduct issues with staff members, to ensure that staff members have a clear understanding of the work and conduct expected of them and to provide appropriate feedback on their performance. The emphasis should always be on early intervention and informal resolution of a problem, as opposed to a more formal intervention at a later time. In any event, unless the matter is of a serious nature, the formal disciplinary process outlined below should only be commenced when it becomes clear to the supervisor that a work performance or conduct problem has not been corrected through relatively informal discussion between the supervisor and staff member. Nothing in these procedures prevents JKL Industries from terminating the employment of a staff member for unsatisfactory performance. 6.3 Background: The managing of unsatisfactory performance requires the principles of natural justice and procedural fairness to underpin all actions undertaken by supervisors. Staff from the Human Resources Section can advise on this. The principles of natural justice are: All parties will have the right to be heard and judged without bias All issues are investigated thoroughly and justly The principles of procedural fairness are: The standards of conduct or job performance required will be made clear to the staff member by documentation or during interviews The staff member will be made aware of the likely next steps in the event that satisfactory performance or conduct is or is not maintained The staff member will be afforded the right to be accompanied and represented by an employee representative at discussions or interviews at any level of the discipline process When a complaint about performance or conduct is brought to the supervisors attention by a third party, the substance of the complaint will be verified before any action is taken on the matter 6.4 Definitions Disciplinary ActionÂÂ  is the action or actions taken as a result of an allegation meeting the required standard of proof, for which a penalty is considered appropriate. Penalties may include: Formal reprimand, warning or counselling Suspend the employee for a period with or without pay Demotion to a lower position or transfer to another position Termination of employment Disciplinary ProcessÂÂ  is the process undertaken by JKL Industries management to investigate and manage allegations of unacceptable conduct or workplace behaviour. EmployeeÂÂ  means a person employed by the JKL Industries who has an ongoing or fixed term contract under the terms of a General Staff Agreements (as amended or replaced from time to time) Employee RepresentativeÂÂ  is a person nominated by an employee to provide support and/or to make representations to JKL Industries on their behalf, and who is not currently a practising solicitor or barrister. Employee Assistance Program

Dave Barry’s Where Did My Little Girl Go: Puberty in Girls

Have you noticed the rapid physical changes they're going through? If so, you are not alone. Countless parents are experiencing this, and so is Dave Barry. He recently explained this topic In his editorial, â€Å"Where Did My Little Girl Go? ‘ and for me, I completely understand his point of view. It seems as though the duration of puberty for girls Is Instantaneous. As young girl develops, many changes go on that seems to happen all at once. First, the monthly surprise that is a huge surprise for mostly male parents.Parents begin to acknowledge the fact that their child Is no longer a child. Barry even refers to this as the â€Å"hormone bomb† Secondly, young girls begin to develop physical changes. Girls become full-figured, and begin to grab the attention of young men. That Is where parents, mainly protective fathers, start to worry. Barras novel Is titled You Can Date Boys When You're Forty, which most parents force their daughters to do, but It never really happens . Finally, the main point to this argument is that boys develop ritually slower than girls.This is how parents are more resistant to letting go of girls, especially when thinking of how many bad things there are in the world. And for parents, those bad things are boys. Barry even talked on the subject about his disagreements with his wife in letting boys in the house. As you can see, Parry's point is valid for many reasons more than one. It is a true fact that girls experience rapid physical changes faster than boys even experience chest hair. The duration of puberty for girls is instantaneous.

Is Stuff Is Not Salvation, By Anna Quindlen - 922 Words

I have really enjoyed being in this English class. Just like the warning we got in the very beginning, there has been a lot of writing. It was good for me though. I took English 101 over the summer, but found I had quite a bit of writer’s block. It was hard for me to get any kind of energy to write. I found that interesting because I feel like I like writing is something that is enjoyable to me. With this class, the activities put forth, meant to help us get the writing gears moving, really worked for me. The first way we got a jump start was through the article summary assignments based on articles pertaining to contemporary culture. In all honesty, some of them did cause me to look at things with eyes I had not used before. One article in particular that sticks out in my mind, is Stuff is Not Salvation, by Anna Quindlen. Through her use of Ethos, she really brings to light how Americans have this ridiculous obsession with buying stuff. She notes how we are trying to use junk to make ourselves happier, but in the end, as Anna puts it, â€Å"The happiest families I know aren’t the ones with the most square footage† (Qtd in Perspectives pg 503). Before reviewing this article, I considered myself someone who didn’t necessarily NEED stuff, but as the assignment went on, I realized how bad it really has gotten for us as a society. Another article that really made me think was the argumentative article, In Defense of â€Å"Sweatshops,† by Benjamin Powell. When I first read the title ofShow MoreRelatedCritique of Stuff Is Not Salvation871 Words   |  4 PagesValued Possessions vs. Insignificant Desires Anna Quindlen, a novelist, social critic, and journalist wrote an intriguing essay â€Å"Stuff is Not Salvation† about the addiction of Americans, who splurge on materialistic items that have no real meaning. The ability to obtain credit is one of the main reasons to blame for society’s consumption epidemic. However, Quindlen feels the economic decline due to credit card debt is insignificant compared to the underlying issues of American’s binging problemsRead MoreDefinition Essay on the Term Identity1154 Words   |  5 Pagesperson’s identity. There are specific and important factors such as: social class, culture, family and society. In essays such as, â€Å"Some Lessons from the Assembly Line† by Andrew Braaksma, â€Å"On Teens amp; Tattoos† by Andres Martin and â€Å"Stuff is not Salvation† by Anna Quindlen each tell stories of identity. The authors, if asked, could define identity as a number of external factors that under given circumstances would shape a person’s character and identity. The authors imply in their essays the meaningRead MoreAnalysis Of The Book Beauty : When The Other Dancer Is The Self By Alice Walker882 Words   |  4 Pages The articles written by Walker, Angelou, Eighner and Mairs, teach about accepting yourself and overcoming personal problems in there essays on personal accounts. By contrast Williams, Quindlen and Kristof articles talk of issues in today’s society and how as a group we can solve these issues in essays covering cultural and the environment. These articles became some of my favorites throughout the semester for being able to relate so easily, but also the joy of reading the authors stories to beRead MoreShopping Addiction Essay796 Words   |  4 PagesThanksgiving Day. Consumers cannot resist the urge to wait in endless lines for a few items displayed for a decreased amount. Repeatedly, we hear reports shared through the media of heartbreaking stories due to the shopping frenzy. The author, Anna Quindlen, shared the Wal-Mart story of an employee in New York that was trampled to death by eager shoppers. Nevertheless, that there was an announcement to clear the store due to this tragedy and people continued to shop, is alarming. Industries on the

International Capital Flow Directly Depends On A Country...

2.3.2 Fixed Currency Albuquerquw, Loayza, and Serven (2005) have determined that international capital flow directly depends on a country’s financial situation and level of development. Abadie and Gardeazabel (2007) agreed that the stock markets are the main source of FDI, it is well known. But foreign firms that have been purchased through the stock market are in desperate need of financial services. This way, as a prospective investor makes decisions regarding his investments, he will be able to take into account the country’s financial development and banking development, and determine how such factors will ultimately affect their investments According to Campa (1993) as with all investments, there is always a potential risk†¦show more content†¦Consequence, it leads to a rise the imports cost for the Kingdom. Saudi economy has suffered from increasing import prices of food commodities, which constitute about 26 per cent of the index price. It had recorded until 17th March 20 08, increasing in food commodities were denominated by dollars of 62 per cent compared to last year. Which is reflected negatively on the balance of payments, as well to a decrease in the value of money earned from exports. That means the double of negative impact of exchange rate depreciation of the dollar. According to study prepared by the Bank (SAMBA), the Kingdom has lost during the period between 2003 and 2004, more than four billion riyals as a result of exchange rate depreciation of the dollar. Based on the adopted standard of SAMBA’s report, is expected to reach the sustained losses of the Saudi economy nearly 30 billion riyals, because of the low dollar exchange rate, since 2003 until now (The effects of terrorism in the Saudi economy, 2008). â€Å"The level of the dollar is concerned and the decline is impacts the purchasing power of oil producers of OPEC,† the Minister of Petroleum and Mineral Resources was quoted as saying, expressing his concern a bout the dollar’s decline. The depreciation of the dollar has contributed to decline the actual value of financial assets of Saudi Arabia at home and abroad. SAMA (Saudi Arabian Monetary Agency) has