Bill Of Life Essay Example for Free

Bill Of Life Essay What is your life worth? Imagine a future in which those who are pro-life and those who are pro-choice have fought a second civil war over the sanctity of life. They end the war by compromising on a â€Å"Bill of Life† that states all pregnancies must come to term; however, parents and guardians have the right when their child is between the ages of thirteen and eighteen to abort them. The child does not die though. Each and every part of the child is kept alive; thus they are technically still alive, just in separate pieces. This process is known as â€Å"unwinding.† Once the unwind order is signed, no changes can be made; even if the parent changes their mind, it is irreversible. Connor discovers his own unwinding order after investigating tickets he finds, tickets to the Bahamas for everyone in his family, except for him. Connor is a good teen, but like many teens, his emotions can get the better of him and his parents have a hard time controlling him. Risa is a ward of the state of Ohio and the orphanage is overcrowded. She tries to convince the headmaster of her worth, but bungles her chance when she makes five mistakes at her piano recital. Lev rejoices in his destiny at a party solely dedicated to celebrating him and his life. Lev’s family is extremely devoted to their religion; Lev, as the tenth child in his family, is destined to be a human tithe, a human sacrifice. Lev enjoys the attention this brings and is happy to fulfill his destiny. These three teenagers meet when Connor decides to go AWOL and escape his unwinding order. The book develops through their, and others, alternating viewpoints of what happens to a teenager once the order is signed. Connor, Risa, and Lev’s journey to their future follows their growing recognition of what their life means to them. Shusterman teases the reader with just enough information to keep going, but continues to build this disturbing view of the future as the storyline develops. Mysterious references to clappers and storked babies are explained more fully later in the book and these people round out the unsettling forces at work in this troubled society. This very thought-provoking book would not leave my mind for days, or truthfully weeks, after reading it. This book has made the rounds of the youth services division and one of my co-workers still gives me grief over the books weeks after reading it. Not for the faint-hearted, especially as the reader learns more about the unwinding process, this disturbing novel will pluck at your mind and have you wondering what your life is worth.

History Of The Nike As A Company

History Of The Nike As A Company Founded as an importer of Japanese shoes, NIKE, Inc. (Nike) has grown to be the worlds largest marketer of athletic footwear and apparel. In the United States, Nike products are sold through about 20,000 retail accounts; worldwide, the companys products are sold in about 110 countries. Both domestically and overseas Nike operates retail stores, including Nike Towns and factory outlets. Nearly all of the items are manufactured by independent contractors, primarily located overseas, with Nike involved in the design, development, and marketing. In addition to its wide range of core athletic shoes and apparel, the company also sells Nike and Bauer brand athletic equipment, Cole Haan brand dress and casual footwear, and the Sports Specialties line of headwear featuring licensing team logos. The company has relied on consistent innovation in the design of its products and heavy promotion to fuel its growth in both U.S. and foreign markets. The ubiquitous presence of the Nike brand and its Swoosh trademark led to a backlash against the company by the late 20th century, particularly in relation to allegations of low wages and poor working conditions at the companys Asian contract manufacturers. General Usage of PEST PEST is part of business environment, which consider by external environment. Political environment is the starting point, many other sources of macro-environmental forces. The result of political decision-making can often be seen as the governments economic policies and legislation. It is important to know is that the political and legislative environment related to the marketing of great significance, and may have a marketing strategy on the development are directly related. (Geoff Lancaster, 1993) Closely related to, and intertwined with, the political / legal environment is the economic environment. The marketing strategist must understand the variety of economic variables that will shape marketing plans. Factors such as rates of inflation, interest rates, exchange rates, industrial output, levels of disposable income and the balance of payments are just some of the factors of potentially major concern to marketing management because they, in turn, influence costs, prices and demand. Once again, not just domestic but international economic developments and trends must increasingly be considered. Consequently, marketing strategy needs to take account of the à ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒâ€¹Ã…“ebb and flowà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢ of economic factors in a global setting. (Geoff Lester, 1993) Changes and trends in the sociocultural environment present significant challenges to the strategic marketing planner. Peopleà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s basic beliefs, attitudes and values are shaped and conditioned by the society in which they grow up. Their general behaviour, including of course their purchasing behaviour, is profoundly influenced by societal and cultural norms. Core cultural and social values are firmly established within a society and are generally difficult to change. If and when they do change, they do so only slowly. In the short term, therefore, they should be treated as parameters within which marketing strategies need to be formulated. However, over a period of say 20 to 30 years, we can expect some social and cultural values to have changed dramatically. (Geoff Lester, 1993) Technology is a major environmental influence upon marketing strategy. This influence is manifested in a variety of ways. For example, developments and breakthroughs in technology are the basis for new products and sometimes new industries. Home computers, compact disc players, video recorders and instant cameras are just a few of the product which have emerged in recent years. Biotechnology, information technology and energy conservation are just a few of the new industries. (Geoff Lester, 1993) Benefit of PEST PEST use is very important. A company needed it to operate in a country.In a country where political instability makes the future of a company changes.The time when the political stability, a natural and smooth operation of the company, by a government tax will be relatively low. nike company has stores in the world, so different in every country has the political will of nike companys works. nike company is a foreign company must be delivered to import taxes, but if the political stability, the company naturally pay low taxes. Each country has different rules, for example, is still in Muslim countries can not have exposed any advertising, so the nike company must in each country in different ways to do publicity.When the countrys economic good times, can also help greatly improve the companys sales.But when the recession will certainly affect all of the companies and people. Nike economy will affect the company.When a countrys economic good time, companies can purchase a lot better than the economy can also help the company publicity. Nike items sold by the company are about to peoples needs, such as clothes, shoes and more. So a good national economy will affect the companys operations, such as a country needs more clothes, then the company will be shipping for the national needs. But if the recession when the nike company lowered the price so people will continue shopping to maintain the economy. Community is one of them will affect a companys future. When a company started, is that the people most in need of support. In an upper class society, people will spend money on things they need the body. But in a nasty society, people need only basic needs. Sell nike shoes company is based, in a society where everyone needs to wear shoes so the community will also affect the companys business. Different ages have different needs such as athletes need shoes so the company will make different models for the athletes shoes. If more young people to that country, the company will launch a variety of different comparison slippers or shoes and so on. Upper-class society needs are different, they need is more noble, so the company will look better shoes. In a traditional society, is not to be exposed toes, so the company will have different nike shoes available. When the nike companys needs to the needs of society will naturally open up. Technology on are important to every company, this wi ll affect the companys future direction. nike companys technology has always been unchallenged for all aspects of the shoe is its own unique design. nike shoes for each of the company have put a lot of human and material resources to enable people to wear more comfortable. Former shoe factory are artificial, and now the nike company not only uses the machine also uses computer technology to produce more product information better and better products out. nike shoe companies each have mentioned the spelling of the highest, so that people wear comfortable, so people are very reliable company works. PEST on the nike company has some influence. So good a company need to control these environmental factors. With these factors, nike company makes business better. For example, if the economy is good, political stability, higher living standards, technological progress, which will make the company a lot of room for improvement. 2) Organizational structure Organizational structure in each company will have not the same. It is used to solve a companys management, every stage has a different job, different departments have different methods of management. This is the reason for the organizational structure. Not the same as in the organizational structure of the organization of methods, such as a: tall organizational structures, Flat organisational structures, Functional structures, Product structures, Division sturctures, Customer structures and so on. These are used in the operation of companies of different sizes. Now I introduce the Tall organizational structures, the organization belongs to multi-layer structure, for example, a stage that only two to three of the men, while men have only every two to three subordinates. Many companies will use this structure, because the management is easy, less friction between colleagues, every department to do their own business. Although this is a tall structure, important decisions are often the highest authorities to the report, be carried out must also be approved. So this is what one of the disadvantages often are elongated because of the time to wait for high-level decisions, which will have missed the best time. Also, if you need some high -level consultation, the need to address the underlying lack of communication was found between them. Tall organizational structure When a technology developed at the competitive big tall organizational structure of society can no longer be used in a big company, so many companies have changed into flat organizational structure. The reason is simple, this structure is to multi-layer system . In this organization, a department can have at least seven subordinates, so this will make the efficiency faster and work faster. Because more people to manage, so the head of each layer must have enough experience, and it does not require any management decision should be the highest level to decide. When a large company need to expand the market, this structure can be easily controlled by hand. For example, in a branch where only one in charge to control. This company wants to know the natural turnover of each will be more convenient. In each charge under the leadership of the response can be directly subordinate level can also be spread to shorten the time, the efficiency faster. flat organizational structures can be deleg ate power to local manager. In a busy society, people need something faster and more convenient, so the separation of powers on by the competent body that will be more easy to get the customers heart. To make a decision quickly, the efficiency to better the people demand for higher. Conclusion Therefore, the rapid progress in this society that every company must accelerate the pace can not be left behind. tall organizational structure has already been replaced by flat organizational structure in large companies, only a small company can use. In many of the environmental factors in different markets require a different management structure. Organizational structure of is to allow a company to s operations more convenient.

Resource Sharing Platform for Collaborative Cloud Computing

Resource Sharing Platform for Collaborative Cloud Computing Harmonious resource sharing platform for collaborative cloud computing System Design SYSTEM DESIGN The system design is the architecture definition process, components, modules, interfaces and data to a system to meet the specified requirements. The system design could be considered the application of systems theory to product development . 4.1 Functional Design Utilitarian outline is utilized to streamline the configuration of equipment gadgets and programming useful configuration guarantees that every particular component of a gadget has an obligation and do this obligation with insignificant reactions somewhere else. The maps of useful configuration forms that make the state of necessity for how to outline details . Amid this phase of the undertaking structure characterized from an utilitarian perspective. 4.1.1 Modular Design The particular, or seclusion in configuration is a methodology that the framework is separated into littler parts (modules or cushions ) that can be autonomously made and afterward utilized as a part of distinctive frameworks for various highlights. A secluded framework can be described by the accompanying highlights: functional separation scalable and reusable individual modules consisting of solo, self contained functional elements. rigorous use well-defined modular interfaces, including object -oriented description of the functionality of the module. Easy to change to achieve transparency and technology to the extent possible, use industry standards for key interfaces 4.2 High Level Design 4.2.1 Data Flow Diagram An information stream chart (DFD) is a graphical representation of the information stream by method for a data framework. DFD can be additionally utilized for the information handling showcase (organized outline). In a DFD, information stream components from an outer information source or an inside information store to store interior or outside information sink information, through an inner procedure. A DFD does not give data on synchronization or administration procedure, or the procedure will work in grouping or in parallel. Subsequently, it is altogether different from a stream outline demonstrating the stream of control through a calculation that permits the peruser to figure out what operations will be attempted, in what request and under what circumstances, however this sort of information will be inputs and yields of the framework, or when the information go back and forth, or where the information is recorded (which are all shown in a DFD). DATA FLOW DIAGRAM Level 0 Figure 4.1: DFD level 0 Figure 4.1 DFD level 0 explains that the data owner has to register before login and using the help of cloud details he can choose the highly reputed cloud service provider. The data owner after registering has to login with his account and select total memory and threshold memory. Select a file from the data store of the data owner and upload it to the cloud server. There are four different cloud providers to which files are uploaded. The files are uploaded via trust manager in which he can check for blocked users and unblocked user and receive to and from data with cloud servers and data owner. Figure 4.2: DFD level 1 Figure 4.2 DFD level 1 consists of four major nodes. End user request for a file . The request enters to cloud server through trust manager. An attacker tries to modify the file which is present in cloud service provider. 4.2.2 Use-Case Diagram A case in programming building and the utilization of frameworks designing is a depiction of the conduct of a framework as it reacts to an appeal from outside of this framework. As it were, an utilization case portrays who can do what the framework being referred to. The system of utilization cases is utilized to catch the execution prerequisites of a framework itemizing the situation managed by useful necessities dialogs. Utilization cases depict the collaboration between one or more on-screen characters (a performing artist who is the initiator of the communication can be assigned as the main on-screen character [29]) and the framework itself, spoke to as a succession of basic steps. The On-screen characters are something or somebody existing outside the framework (black box) in the study, and included in a progression of exercises in a dialog with the framework to accomplish an objective. The performing artists may be end clients, different frameworks or gadgets equipment. Every utilization case is a progression of occasions, depicted from the viewpoint of the law. Figure 4.3: Use case diagram of client Figure 4.4 The above use case diagram shows different properties of service provider, trust manager, Data owner and End user. Data Owner uploads file in the cloud server through trust manager and performs various actions. End user requests the file through trust manager. Attacker tries to modify the file which is present in cloud server. 4.3 Low-level Design 4.3.1 System Flowchart Aflowchartis a type of diagram that represents analgorithm orprocess, showing the steps as boxes of various kinds, and their order by connecting these with arrows. This diagrammaticrepresentation [30] can give a step-by-step solution to a givenproblem. Process operations are represented in these boxes, and arrows connecting them represent flow of control. FLOW CHART Figure 4.4: Flow chart Figure 4.6 Data owner checks the Reputation of the cloud and chooses the cloud according to that. At first he registers and later logins with his credentials. Buys memory and assigns threshold value to it. If the memory exceeds the threshold value it will intimate the Data Owner. Data owner uploads the file to cloud server through trust manager. files are stored in encripted format. Trust manager always check for MAC and secret key. If the MAC value changes ,it understands that files have been changed it intimates to the data owner. 4.3.2. Sequence Diagram A grouping outline in Brought together Displaying Dialect (UML) is a sort of association chart that shows how procedures work with each other and in what request. It is a develop of a Message Grouping Outline [31]. Grouping graphs are now and then called Occasion follow outlines, occasion situations, and timing charts. A succession graph is a correspondence chart that shows how procedures work with each other and in what request. It is a fabricate of a Message Grouping Diagram. A succession chart shows object associations orchestrated in time arrangement. It portrays the articles and classes included in the circumstances and the grouping of messages traded between the items alluring to do the usefulness of the situation. It demonstrates the relationship of articles taking into account a period succession and it indicates how the article connect with other question in a specific situation of the utilization case furthermore it demonstrates the grouping of back rubs that are traded, alongside their relating event details on the life lines. Grouping graphs are traditionally connected with utilization case acknowledge in the Sensible Perspective of the framework under change. Arrangement charts are once in a while called occasion graphs, occasion situations. A succession chart shows, as parallel vertical lines (life savers), distinctive procedures or items that live simultaneously, and, as level bolts, the messages traded between them, in the request in which they happen. This permits the determination of simple runtime situations in a graphical way. An arrangement chart shows, as parallel vertical lines (helps), diverse procedures or items that live at the same time, and, as even bolts, the messages traded between them, in the request in which they happen. This permits the particular of basic runtime situations in a graphical way [32]. SEQUENCE DIAGRAM Figure 4.5: Sequence diagram Figure 4.5 sequence diagram of the project explains how the data owner requests, accept and assigns the memory. It also tells how the end user requests the cloud server through trust manager. Trust manager maintains the list of blocked and unblocked user. 4.3.3 Class Diagram Class diagrams outlines demonstrate the classes of the framework, their between connections, and the operations and characteristics of the classes. It investigates space ideas as an area model [33] and dissects necessities as a calculated/investigation model. It portrays the definite configuration of article situated or item based programming. The class outline is the key building piece of article arranged demonstrating. It is utilized both for widespread theoretical demonstrating of the intelligent of the application, and for nitty gritty displaying make an interpretation of the models into programming code. Class graphs can likewise be utilized for information demonstrating. The classes in a class chart speak to both the fundamental articles, interchanges in the application and the classes to be modified. paintp Figure 4.6: Class diagram Figure 4.6 Class diagram of the collaboration architecture gives the details of the data owner, trust manager, end user, attacker, admin and cloud server. Data owner sees the reputation in which he can choose the best cloud which are suitable for him to upload files. The server which is having lowest reputation will be chosen Later Data owner registers with the cloud server giving all his detail and logins with his credentials .Data owner chooses the vm and assigns threshold value to it . If the file size is greater than the threshold value it will intimate the data owner to buy vm from another cloud provider. Trust manager is the intermediate between cloud server, data owner and End user. All the request which data owner make and end user make are through trust manager. It is the collaborative element of all the service provider. When data owner uploads the file to server it will be encrypted format. Trust manager maintains the MAC value and secret key of every file. End user in public cloud is not bothered about security. Here in this project automated password is generated by trustmanager.Secret key is entered by the end-user so that integrity of the data is maintained.

Roosevelt Teddy :: Essays Papers

Roosevelt Teddy He first tried the law profession by enrolling in Columbia University. He did not enjoy it and soon left school. He published his first book in 1882 it was entitled â€Å"The Naval War of 1812†. He had begun work on it while still at Harvard. Then Teddy decided that he would try a career in politics. His first position was on the state assembly in the state of New York. He ran as a republican and won the position easily. At this position he did two major things: first he exposed a corrupt judge and secondly he learned to work with men from both parties. Instead of going for a second term of legislature he decided that he would go to the Republican National Convention in Chicago. He went as the chairman for the New York delegation. While Roosevelt’s professional life was flourishing his personal life was not in very good shape. In 1884 both his wife and mother died. His wife died while giving birth to their daughter, Alice. Roosevelt would take a break from politics and form the Elkhorn ranch on the Little Missouri River in the Dakota Territory. On his ranch he led the life of a cowboy. He would round up cattle and ride horses all day. It was a good break for Roosevelt. One story tells of Roosevelt capturing three thieves and holding them at gun point for 6 days until they reached the proper authorities. Also during this time Roosevelt wrote 2 more books (Hunting Trips of a Ranch Man and Thomas Hart Benton) and fell in love with Edith Kermit Carow. On December 2, 1886 Roosevelt and Carow went to London to be married. When they returned to the United States Roosevelt set his mind back on politics. He was very active in the presidential campaign of 1888 when Benjamin Harrison defeated Grover Cleveland. Roosevelt believed in hiring government workers on their skills not based on their party affiliation. At the time the winner of the race would hire every one that had helped them win the race even if they were not qualified for the position. Harrison would award his efforts by appointing him the U.S. Civil Services Commissioner. As commissioner he would continue to challenge â€Å"patronage†. He did such a good job that when Cleveland beat Harrison for reelection he kept him as Civil Services Commissioner. In 1895 Roosevelt would return to New York City to

The American Dream in Death of a Salesman by Arthur Miller, and The Gre

The American Dream in Death of a Salesman by Arthur Miller, and The Great Gatsby by F. Scott Fitzgerald In a majority of literature written in the 20th century, the theme of the ' American Dream" has been a prevalent theme. This dream affects the plot and characters of many novels, and in some books, the intent of the author is to illustrate the reality of the American Dream. However, there is no one definition of the American Dream. Is it the right to pursue your hearts wish, to have freedom to do whatever makes one happy? Or is it the materialistic dream prevalent in the 50's, and portrayed in such movies as Little Shop of Horrors? Or is the American Dream a thought so intangible, it changes in the heart of every person and can never be truly defined? Or is it an 'American' Dream at all, is it simply a human drive to pursue a better life? In the book, The Great Gatsby, by F. Scott Fitzgerald, and the play Death of a Salesman by Arthur Miller, the writers portray two completely different literary works which have an amazing connection. Both works are written to illustrate two viewpoints on the American Dream; either the pursuit of happiness, or the pursuit of material wealth. In both literary works, the authors show a comparison between these two visions of the American Dream, and in the end, the authors message is the same; the American dream cannot be a materialistic goal. Or, should not. For many Americans, the American Dream is a 2-door garage in a suburb, but as illustrated in the literary works, this sort of an American Dream leads to unhappiness, depression, and in the case of Willy Loman, suicide. In The Great Gatsby, it is Daisy who has a materialistic dream. She loved Gatsby. When he was a soldier, she loved him, but Gatsby knew he could never marry her, because of class. So, Daisy married Tom Buchanan, a wealthy man, a good looking man, but Daisy did not love him. In the book, Daisy is miserable. She knows Tom is having an affair, and she often cries. She wishes for her daughter to be " a beautiful little fool"( Gatsby 21) so that her daughter will not be smart enough to be unhappy. Daisy loves Gatsby, but she loves her lifestyle. And when she had the decision between the two, she chose her lifestyle, and she will regret her decision time and again. The concept of the American... ...attered, enough so that he could see who his father truly was. Biff had to reevaluate his life, and he came to a realization; " To devote your life to keeping stock, or making phone calls, or selling or buying. To suffer fifty weeks a year for the sake of a two week vacation, when all you want is to be outdoors"( Death 139). Biff came to the conclusion that humans were not meant to work in pursuit of this economic goal, but were meant to work outside. His father could never accept that, and if Willy had, the story would have had a much different ending. The American Dream has no singular definition, but a multitude of interpretations. Yet, in these two completely different literary works, the authors share the same message; the American Dream should not be a materialistic goal, but a goal in pursuit of true, spiritual happiness. This is shown in both Death of a Salesman by Arthur Miller, and The Great Gatsby by F. Scott Fitzgerald. Both authors feel very strongly about the issue, as do many other authors writing today, who fear American Economic views could doom the human race to a meaningless existence. With an ending not too dissimilar from Brave New World.

Health and social care practice Essay

1.1 Outcome based care is about putting the customer at the center of the care service and not prescribing a one size fits all policy. Care should always be bespoke to the customer taking into account their needs and choices. Care should allow the customer to live a fulfilled life, help them identify and achieve the things they would like to do. Outcome based care requires careful planning with full involvement from the customer their relatives should they wish and other health care professionals if required. Teamwork and communication is essential to ensure continuous quality improvement, and process and outcome measurement. There are key benefits of outcome based care 1.2 there are positives and negatives to outcomes based practice. The positives could be that failing or poor areas of practice will be targeted on and outcomes will be measured and new improved ways implemented. For people using a service this would be beneficial to them as they will be provided with a holistic service, support and care. So this can be demonstrated that any individual using as service is being supported in all areas rather than only in certain areas. Negatives may be that there is too much focus on outcomes, goals and results which potentially could mean that the wishes and opinions of people using the service may not be taken into account as the focus may be on outcomes rather than the person. Making a system less person centred and more business focussed. 1.3 There’s a lot of legislation that refers to outcome based practice which have led to changes in health and social care. The Health and Social Care Act, Regulation of services by CQC, (also the new regulations in April 2015 Fundamental Standards. The Green Paper 2009 and the White Paper 2010 re a national assessment of health and social care incorporating joined up working with all professionals and information, advice being more readily  available which would illustrate what the outcomes were from an assessment, and what the advice was to ensure that the outcomes could be achieved and also what the plans were for the future. The Equality Act 2010 re making it illegal for anyone to discriminate which makes it easier for everyone to gain employment and access services. 1.4 Positive changes in individuals lives can come from proper assessments that highlight care needs and then services can be put in place so the individual can live a comfortable life a lot longer in their own home or they can be put in touch with outside services in the community that they can call upon for support to live an independent life such as day services or charity based service to assist with things like shopping etc the salvation army the red cross or age concern and they may also use the respite service in the future giving them a break or their carers a break. Outcome 2. Be able to lead practice that promotes social, emotional, cultural, spiritual and intellectual well-being. 2.1 Abraham Maslow (Maslow’s Hierarchy) maintained that basic physical needs are fundamental as without food, water, warmth, shelter and clothing people would not survive so before anything else in life people need these things to continue in life then achieve the other things as in safety, social, esteem and self-actualization. 2.2 When booking in the staff go through a check list and a Person centred plans are filled in on individuals so that all aspects of their needs are looked at and all the individual’s well-being is viewed from Physiological needs their diet requirements and preference heating control in rooms for suitable warmth situ of bed and bedding to aid restful sleep as much as possible, the security of the individual do they need pressure mat to reduce risk of falls are they likely to wonder or leave building and be at risk ,the social aspect communal areas where they can mix with others any activities taking place to stimulate them mentally and physically give them the sense of being part of a group belonging, to make the individual feel they are still useful and give them some self-esteem, worth and boost their  ego. 2.3 The person centred plans that are completed on each individual look at all aspects of care needs and try to use following. Support self-care promote independence encourage risk taking where assessment has been made clearly promote choice, dignity and respect recognise and promote individual cultural preferences promote equality and human rights. Policies reflect these things, staff are actively encouraged to promote self-care. Our safeguarding policies promote the 6 principles of safeguarding – empowerment, protection-prevention-proportionate response – partnership and accountability. Outcomes 3 Be able to lead practice that promotes individuals health. 3.1 On admission care staff fill in an admission check list and diet requirements asked and then a person centred plan filled in and this is covering diet, personal care needs, religious beliefs, past medical history, toileting needs and interests and hobbies making sure that all aspects of well-being are covered and health and healthy choices, staff also monitor and review a person’s needs as they deal with them on a one-to-one basis. 3.2 obtain information relevant to health and wellbeing in an assessment, using a questionnaire; physical measurements e.g. height, weight, consulting with people close to the individual family, carers other health professional. 3.3 contact doctor’s surgery, district nurses, dietitians and family or carer if any health concerns. 3.4 nutrition, first aid and safe guarding training is given to staff including domestics then they can be aware of the signs if an individual appears to be failing or a change in their wellbeing. Outcome 4. Be able to lead inclusive provisions that give individuals choice and control over the outcomes they want to achieve. 4.1 Take time to understand and know the person, their previous lives and past achievements, and support people to develop ‘life story books’ Treat people as equals, ensuring they remain in control of what happens to them. Empower people by making sure they have access to jargon-free information about services when they want or need it. Ensure that people are fully involved in any decision that affects their care, including personal decisions (such as what to eat, what to wear and what time to go to bed), and wider decisions about the service or establishment (such as menu planning or recruiting new staff). Don’t assume that people are not able to make decisions. Value the time spent supporting people with decision-making as much as the time spent doing other tasks. Provide opportunities for people to participate as fully as they can at all levels of the service, including the day-to-day running of the service. Ensure that staff have the necessary skills to include people with cognitive or communication difficulties in decision-making. For example, ‘full documentation of a person’s previous history, preferences and habits’ can be used by staff to support ‘choices consistent with the person’s character’. (Randers and Mattiasson, 2004).Identify areas where people’s independence is being undermined in the service and look for ways to redress the balance. Work to develop local advocacy services and raise awareness of them. Support people who wish to use direct payments or personal budgets. Encourage and support people to participate in the wider community. Involve people who use services in staff tra ining. 4.2 To make sure that the individuals have a healthy diet option and that there they are warm comfortable and there are as much social interaction and stimulation as the individual wants. 4.3 daily reports are written on service users and questionnaires are completed throughout their stay also a review is carried out on the person centered plans. 4.4 All staff have mandatory training which is monitored and reviewed to makes sure the appropriate training is given to all staff.4.5 There is already systems and processes in place on the person centered plans and this would not be in my job description to implement them. Outcomes 5 Be able to manage effective working partnerships with carers, families and significant others to achieve positive outcomes 5.1 If we work with careers and family members we can make sure that the individual has an as normal as possible support plan as at home with the added extra of company 24/7 and different activities and a varied diet. 5.2 On admission process the care staff who books in the individual completes most of the person centred plan and the write in the individuals personal file and verbally hand over to the next shift. 5.3 Management needs to always remain calm when dealing with conflict and dilemmas, plus never get personally involved. Mediating conflict and dilemmas is one of the starting points for management to help solve issues. There are times where caring can have a negative impact on the carers health and wellbeing, due to the anxiety and depression of the duties itself, that can cause carers to become tense and anxious, therefore causing issues with other workers. It is important to acknowledge and respond to the different circumstances and get the carer to address the issue and may even require extra time off to relax and become self-contained again. Also recognise the diversity of care relationships, with different cultures and other barriers that may add to different situations. As for addressing conflicts and dilemmas that arise between individuals, staff, families and significant others, it is important that one is understanding and sympathetic to the different situations and understand the history of the relationship and changes in the relationship due to the care role, including cultural considerations and the role of family member in decision making. It is important to help to negotiate outcomes to meet the needs of both parties Address all the important positive questions to help everyone understand the  outcomes, such as ‘describe your family routine’, ‘how do you manage looking after the recipient/’, ‘what do you find most difficult or tiring? Or are you sleep OK?’ Creating understanding and acknowledging ones needs and depravations over the need of the recipient can help solve issues. 5.4 The emphasis is upon empowerment, person centred planning, public protection and a well-trained and regulated workforce to deliver quality services. There are trends in legislation, policy and guidelines all reflect the same aim. To name a few, CODE OF PRACTICE, HUMAN RIGHTS ACT, DISABILITY DISCRIMINATION ACT 1995, DATA PROTECTION ACT, CARE STANDARDS ACT 2000, MENTAL HEALTH ACT, Covering; †¢ The need to achieve positive outcomes for people †¢ the need to safeguard and protect people for all forms of danger, harm and abuse †¢ employment practices for the provision and service †¢ data protection, recording and reporting †¢ making and dealing with comments and complaints to improve services †¢ Whistle blowing †¢ Health and Safety †¢ Equality and Diversity 5.5 The main piece of legislation is the Data Protection Act 1998. This covers the medical, social, credit information and the local authority. There are eight principles. The data must be: -fairly and lawfully processed -processed for intended purposes -adequate, relevant and not excessive -accurate -not kept for longer than necessary -processed in accordance with the data subject rights -kept secure -not transferred to countries without adequate protection.

Analyze Two Main Theories of Motivation Namely: Maslow’s Hierarchy of Needs Theory and Herzberg Two-Factor Theory Essay

INTRODUCTION From as early as the beginning of the 20th Century, corporations began to realize that motivated employees are a strategic necessity in the harshly competitive and fast paced market place. This new understanding or paradigm shift brought to an end the era of coercive, machine-like workplaces where employees were considered to be just another input in the production of goods and services. Hence the reason, there has been substantial research that has been done and is still being carried in the area of employee motivation and there is a general consensus that that employee motivation and company performance are positively related. The concept of motivation has been variably described by many authors, but for the purpose of this analysis, Higgins (1994) definition will be borrowed. He describes motivation as the inner force that drives individuals to accomplish personal and organizational goals. The global economic downturn has had damning effects on companies which have left many employees disengaged and demotivated and yet according to Smith (1994), companies need motivated employees for survival because motivated employees help organizations to survive even in the most turbulent of times. There has therefore never been a time when companies needed motivated employees more than this time. The purpose of this paper therefore is to analyze two main theories of motivation namely: Maslow’s hierarchy of needs theory and Herzberg  two-factor theory and how they can be applied by companies to boost workers’ satisfaction and therefore, organizational effectiveness. 2 DEFINITION OF TERMS 1. Organizational Effectiveness: There is no true consensus about the definition of this ubiquitous term. Wikipedia defines it as ‘the concept of how effective an organization is in achieving the outcomes the organization intends to produce’. 2. Employee Engagement: Is the ‘extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort in their work. Passion, commitment, and most importantly, discretionary effort. Engaged employees are motivated to do more than the bare minimum needed in order to keep their jobs’, Custom Insight (2011) 3. Disengagement: has two levels a) Disengaged employees: Disengaged employees don’t have an emotional commitment to their work or their place of employment, according to Entec Corporation, which has conducted employee surveys since 1966. Entec emphasizes that disengaged employees aren’t necessarily bad employees, but they just do what’s necessary to get their jobs done. They typically don’t take part in offering suggestions for improving the workplace. Entec indicates that disengaged employees usually don’t stay at work late if it’s not required, and they don’t give their jobs much thought after they finish a workday. b) Actively disengaged employees: These are the workers who undermine their jobs and employers. Actively disengaged employees can sink employee morale and performance. In such cases, employers should try to determine what’s behind active disengagement to prevent it from getting out of control. 4. Employee satisfaction: Is the extent to which employees are happy or content with their jobs and work environment. 3 MOTIVATION THEORIES: 1. MASLOW’S HIERARCHY OF NEEDS THEORY: In 1943, psychologist Abraham Maslow theorized that people have five basic needs and he further came up with a pyramid that prioritized these needs. His needs-based framework went on to become a model for both personal empowerment and workplace management, and embraces the concept that basic needs must first be satisfied before higher, unselfish goals can be pursued and achieved. Several companies have implemented the ideas of this theory with differing success levels. The theory is delved into below and examples are used to substantiate the analysis. Physiological Needs Maslow identified the core physiological needs to sustain human life as air, water, food and sleep. To perform their jobs, workers require healthy air to breathe, water to keep their systems hydrated, sustenance to fuel their bodies and adequate time to rest and recuperate between shifts, including regularly scheduled breaks. As described in his own book, â€Å"Maslow on Management (1963),† Maslow cites that when deficiencies exist in these four basic requirements for survival, people become incapable of developing any ambition, much less acting on it and achieving their full potential. In regard to a work place, this could mean furnishing a pleasant and comfortable environment for staff to work in. A company that has embraced this idea is MTN Swaziland. Their new state of the art building was not just constructed for aesthetics, but the construction was also a strategic goal with regards to their Employee Value Proposition. The building has ample work space, beautifully furnished staff canteen, gymnasium for the staff, day care center for staff children, golf course and a club house. A survey that was conducted after the relocation to these new premises showed that staff were now happier and were willing to work extra hours as it had become more comfortable for them to do so. 4 According to Dan Romaniak, the communications Manager from Hewlett-Packard’s (HP) Geographic Operations, HP attempts to retain its employees and keep them motivated by offering not only competitive salaries and benefits, but  also perks like flexible time off from work are specific examples of physiological, social and ego needs. They also provide company cars or memberships privileges at country clubs. He further mentioned that HP is also using benefits such as non-cash bonuses or additional paid time off if company goals are met. Others like managers taking employees out to lunch to reward good work or allowing them to use reserve parking spaces for performances above and beyond the norm. By offering attractive benefits and satisfying employee needs, the employers will reap the positive benefit of motivated employees a Safety Needs A safe and secure working environment reduces the threat of physical injury. When workers believe that the level of risk has been minimized and that good health and safety practices are judiciously enforced and monitored by management, they feel more comfortable and are less distracted from performing their tasks and interacting with others. Conscientious safety practices reduce absenteeism as well, which can impact productivity and morale. Security also extends to emotional well being in the workplace. An employer that provides medical benefits contributes to retirement plans and is financially solvent makes workers feel more secure about their jobs and the future. Conley (2010) writes that companies that demonstrate they care for the welfare of their workers create an atmosphere of trust which, in turn, encourages loyalty and decreases st ress. Coca cola is a typical example of a company that has harnessed the power of this theory because they understand that their success depends upon ensuring the safety of their workers. So they integrated the Coca-cola Safety Management System as part of their day to day management. This system incorporates occupational safety, quality, environment and loss prevention into a single framework. It also defines rigorous operational controls. With this in place, the company has employees that are able to work without worrying 5 about safety, thereby focusing all their energy into production. This could explain why coca-cola has remained the world’s number one brand even throughout the economic down turn.nto a single framework. Social Needs Man is a social animal and, accordingly, seeks out companionship, acceptance and  inclusion. Maslow identifies social needs as friendships, peer support and the ability to give and receive love. Podmoroff (2009) observes that the workplace offers an opportunity to be part of a team in which members share their respective knowledge, skills and unique experiences to solve problems in which they have a vested interest. Competitions, focus groups, mentoring, brainstorming sessions, after-work get-togethers and even office potlucks can make employees feel as if they are â€Å"family.† A small company that is nestled at Ezulwini is cognizant of this fact. Bethel Court Hotel has formalized daily devotion which is a crucial element to the staff. There is a special hall that is designated for such purposes. This hall is well taken care of and is well furnished. This crucial component unites the staff and makes them feel like family. Hence the reason, they are always motivated to go the extra mile with regard to their work. Esteem Needs In concert with social needs is the desire to be recognized for personal accomplishments. Maslow divides this portion of his theory into external and internal motivators. External motivators are prizes and awards bestowed for outstanding performance, elevation in status such as a coveted promotion and newfound attention and admiration from others. Internal motivators are the private goals that workers set for themselves such as beating a prior month’s sales figures and the satisfaction of experiencing self-respect for having done the right thing. Silverstein (2008), notes that fairness and consistency in the recognition process are critical. When employees know that their efforts aren’t going unnoticed by management, they take more pride in their work product. In addition, their coworkers see 6  the correlation between responsibility and reward and may endeavor to set the performance bar higher for themselves. Once again, MTN Group of companies makes a good example of how meeting esteem needs through reward and recognition can motivate staff. Their annual bonuses are not shared equally amongst staff, each staff member is rewarded a bonus in accordance with the performance appraisal score. The higher the score, the higher the bonus. Furthermore, individual annual increases are also determined by the performance of individual employees. The effect that  this has is that; throughout the year, the employees work with a mind to deliver set targets because they are aware that delivering or mot delivering has an implication on their pockets. So there is always a drive and motivation to go beyond set goals. Self-Actualization Once the quartet of physiological, safety, social and self-esteem needs are met, Maslow believed that individuals are capable of achieving their true potential and embodying truth, meaning, wisdom and justice in their words and actions. Self-actualization moves them to a higher plateau of understanding as well as a greater empathy for the needs of others. Those who achieve this ultimate state and Maslow himself speculated that it was only 2 percent of the population enjoy a greater autonomy, have a deeper sense of humility and respect for others and a better sense of distinguishing between real and fake. Maslow also tied this to the belief that the journey in whatever form it takes can be more rewarding than the actual destination. Managers can apply this to a practice of appreciating the worth of each of the individuals â€Å"traveling† with them rather than focusing so intently on the end-game that they lose all sight of human emotions. 7 2. HERZBERG’S TWO FACTOR THEORY Herzberg’s work categorized motivation into two factors as described below: a) Hygiene or extrinsic factors: these are based on the need for business to avoid unpleasantness at work. According to Riley (2012) if these are the factors are considered as inadequate by employees, then they cause dissatisfaction at work, riley further makes examples of what hygiene factors are: Company policy and administration Quality of supervision Quality of interpersonal relations Working conditions Feelings of Job security b) Motivator or intrinsic factors: are based on the individual’s need for personal growth. When they exist, motivator factors actively create job satisfaction. Riley (2012) says that if these are effective then they can motivate an individual to achieve above average performance and effort. Motivator factors include: Status Opportunity for advancement Gaining recognition Responsibility Challenging/ stimulating work Sense of personal  achievement and personal growth in a job. Apple is a major user of motivator factors. There is an outstanding creational culture within the organization which Steve Jobs as always argued that it is the main gravitational force that puts all the right and creative people together and motivates them to achieve above expectation. Although Steve Jobs was the centric force of innovation at Apple, employees were still allowed to directly contribute to their jobs by being given responsibility which they are accountable for. This job enrichment is challenging and stimulating staff not to let down their employer, but to always deliver beyond target. This practice also creates a sense of personal achievement 8 Job enlargement, rotation enrichment Another example is from HP; they create an excellent company policies and conditions of work and offer bonus incentives as increasing the hygiene factors for motivation. As a motivator, HP has implemented HP’s Educational Assistance Policy (EAP) which is very helpful for workers who want to go back to school. HP EAP policy states that â€Å"our changing business needs demands a dynamic, flexible workforce in order to maintain our competitive advantage and remain a leader in our industry. In accordance with PH’s employee development philosophy including our commitment to lifelong learning and career selfreliance, the company may provide employees with financial assistance for education relevant to meeting our business needs, Approval of financial assistance will be based on recommendation from the employee’s management and guidance from Human Resources† (HP 2003). The HP EAP can be looked at as a hygiene factor where employment security is tied to competitive realities as well as individual results and performance. Employees are responsible for ensuring that they possess the competencies required in HP’s dynamic environment which will definitely provide the grounds for employee striving to get the into the EAP and therefore getting motivated by higher qualification in the long run. Furthermore, for job posting, HP employees will receive consideration for open posting provided  the competencies the employee possesses are competitive with external talent. Additionally, employees whose jobs have been eliminated or who working where excess capacity exist should have preference in filling open positions provided there is a current and future business need for the competencies the employee possesses and the those competences are competitive. 9 Conclusion Companies cited in this paper are successfully motivating their working through application of the two content theories (Hierarchy of Needs and Two-Factor theories). It is important to note, however, that there is no single content theories which can successfully stand alone as a sole motivator. Each theory has its drawbacks – each one is deficient in one or more ways. Each of the two content theories described above fails to account for individual differences, to link motivation and needs to both satisfaction and performance, or to consider cultural and professional differences† (Schermerhorn et al., 2002, p. 159). Using only one motivational technique is a poor solution; employee needs would remain unfulfilled and, therefore, create low-performing employees. In an effort to promote the ideal model of employee motivation, MTN, Coca-Cola, Bethel Court Hotel, Apple and Hewlett-Packard are efficiently utilizing a combination of motivational strategies in order to consistently and effectively motivate their employees to perform at peak standards for the company. Motivation drives existing talents and develops new areas of interest and expertise.