A Student Of The Bsw Program - 1546 Words

Martin Luther King, Jr said, â€Å"There is no greater reward than to make a fundamental difference in someone’s life†. To me, Social work is a profession that involves helping individuals, families and others who need assistance. Knowing that I would someday help people makes me feel happy and fulfilled. I have been a student of the BSW program for some months now and this is the end of the first semester. Throughout these few months, I have grown and learnt more than I thought I would. Although, there have been some challenges but I have been able to surpass them and know that this is really what I want to do with my life in the nearest future. In this paper, I would be discussing about my experiences in this program since these few months†¦show more content†¦By researching more about social work, I will gain more knowledge and I would also be able to educate people about the program. Also, I can talk to my professors and also students ahead of me to tell me about what to expect regarding the future and what I need to do in order to succeed in the program. In addition, one of my long term goal is to become a Clinical Social Worker after my bachelor’s program. I also plan to do my masters in social work because this would help me gain more knowledge and skills as I move on in future. I have done a lot of research about what Clinical social workers do and I feel that I would be more comfortable working in this aspect. This is because it is a multi disciplinary setting where I would be able to assist people with their treatments and diagnosis and also work with various populations and not a particular set of clients. Working with various populations would widen my horizons and improve my professional skills. In one of the lectures by Bree Akeeson, we talked about the medical and social model of the disability model. As a clinical social worker, I am meant to follow the medical model but I feel that using both the social and medical model in my practice is the right thing to do. This is because people need medical help but at the same time, they need the care and mixing the two models is the best way to improve my skills. The best steps to take in order to achieveShow MoreRelatedThe Ten Bsw Program Competencies Help Student Students Analyze And Evaluate Professional Development1638 Words   |  7 Pages The ten BSW program competencies help BSW students analyze and evaluate professional development. These ten competencies help social work students learn and integrate the NASW Code of Ethics into the classroom and field. The first competency based on identifying as a professional social worker requires constant self- reflection to ensure the NASW Code of Ethics are being followed, and to continue to develop as a professional. I consider self-reflection to be strength of mine as I log each day,Read MoreSocial Workers Serving Vance County Essay1464 Words   |  6 PagesWestern Vance High School, Vance County E arly College High School, and Early High School STEM Program. Mr. Hawkins has been a social worker for over 20 years; however, he was been with the Vance Schools systems for over 12 years. The interview took place in Mr. Hawkins office at Western Vance High School in Henderson, North Carolina. Western Vance High School is Vance County alternative school for students to receive a second chance on receiving their diploma that they may not have successful intendedRead MoreWhat Do Social Workers Do? Essay811 Words   |  4 Pagesaddictions(â€Å"How to Become†¦.Social Worker†2015). Their work varies based on the type of client they are working with(â€Å"How to Become†¦.Social Worker† 2015). 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Before startingRead MoreThe Career Of A Career1253 Words   |  6 PagesFor me, I knew very early on that I wanted a career that focused on helping people. This budding interest to help others, coupled with the suicide of a close childhood friend is what lead me to pursue a career in social work. After starting the BSW program here at Wayne State University, I knew that I had made the right career choice. However, I soon learned that if I wanted to be the best social worker that I could be, I would have to further my e ducation and obtain my master’s degree. When my childhoodRead MoreBecoming A Master s Degree For Social Work912 Words   |  4 Pageswork experience has served as preparation to pursue my master’s degree in social work. I am very aware that it takes plenty of hard work and dedication to be successful in a graduate program, yet I believe that my experiences along with my current work experience will assist me in gaining that success in a master’s program. Five weeks before graduating from California State University Los Angeles (CSULA) with my bachelors in social work, I was offered a position as a housing caseworker with an agencyRead MoreEssay On Social Work1561 Words   |  7 Pagesalways sure which population I wanted to work with when I entered the BSW program. I see that many children and teens lack the necessary skills and support to have a happy and stable life. The BSW program has provided me with a good ethical training. I have learned the errors in our social systems, the roles of discrimination and prejudice in our society, and the use of systems theory in the field of social work. The BSW program has opened my eyes to our public and why individuals confront the issuesRead MoreAn Evaluation Of A Interview With A Mental Health Agency That Works With Adults, Children And Their Families915 Words   |  4 Pagesoutpatient therapy, community support team (CST), peer support, medication management, and residential level III group home. Most of Heartfelt employees consist of licensed clinicians and other professionals. Many of the interns at Heartfelt are students in the MSW program across the United States. Expectations After a long conversation about job opportunities and internships with one of my customer at Han-Dee Hugo, where I was employed eight months ago, I was referred to Heartfelt by that customer. TheRead MorePersonal Career Analysis : Social Worker Essay1063 Words   |  5 Pages The education requirements in Social Work differ. It depends on what level of Social Work you’re going to be working in. Most entry-level positions require a bachelor’s degree in Social Work (BSW). BSW level social workers often provide direct care services to the needy. Most BSW programs require students to take economics, political science, human biology, philosophy, psychology, and sociology courses. These courses will be combined with social work – specific courses in human behavior and theRead MoreAgency, Interviewee And Purpose For Interview1511 Words   |  7 PagesInterviewee Purpose for Interview: As a MSW student I chose an elective of crisis intervention. One of our assignments is to interview a social worker in a crisis setting. My purpose for this interview is so that I may better understand the social workers role when they work in the crisis setting. A crisis setting could be many different places however, I chose St. Bernard’s emergency room because I was an intern at St. Bernard’s Medical Center during my BSW program and I had made some contacts there at

Losing Someone You Love free essay sample

Losing someone you love can be hard. But what does it mean to lose someone you love. Most people think death, but knowing that someone is leaving your life,and not knowing when they will return if they ever do. Let me tell you how I learned this, let me tell you my story of how I learned this. It all started around the end of April in two thousand eleven I was in eighth grade. And when I got home one afternoon,I was told something that I know it was going to,but it seemed unrealistic that it was finally happening. We got a letter from the government telling us that my mom had to go to the us embassy in mexico to begin the process to become a citizen and that she had to be there in the beginning of may. At the time I didnt think much of it cause as I was still naive and I thought it wasnt going to take long. We will write a custom essay sample on Losing Someone You Love or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page But I soon realised that i would be wrong.days past then weeks and before I know it summer had come again. On a July day I had to write a littler to the us embassy to tell them why my mom should be allowed to come back and at that point in time I had stared to miss my mom but I was always working so I didnt think of it much. So I wrote the letter and looking back at it know I can tell of how a weak the letter was letter as I didnt know how important my mom was to me and how I would start to miss her.the letter was sent and in a couple of weeks we got a letter from the embassy saying that my mom had to stay there and she wasnt allowed to come back for ten years. As the days went on after finding this out I started to feel sadness inside me. I always thought that I didnt need my mom for many things but I realized that I do in fact need her for multiple reasons some of which were unknown to while she was here I started to realize I that I took all the things that she had done for my ov er those Fourteen of my life. I didnt treat her the way I should have I got mad at her for asking how my day was and nagging me over things. I got mad to where I wanted to yell. Theres still this one time when I was younger I yelled at her cause she was telling me to wear a jacket but I said no and ended up yelling at her and I can still see the tears in her eyes that is something that I believe I will never forget cause remembering it now I get mad with myself for ever making her cry. Time went on and I tryed to call as much as I can but I forgot from time to time as much as it saddens me to admit. But Christmas break came and I got a flight to go Mexico and I was able to be with my mom for the holiday. Time has still past and this upcoming April will be four years since my mom left, it has been a difficult these past years have taught me never take anyone for granted and that losing someone means them leavening your life and not knowing when they will re enter it if they even do e nter it again.

Labor Market

The oil and gas industry has experienced significant growth in the past four years, becoming one of the leading employers of trained and well-educated people in the United States. To qualify for employment in Superior energy services, one should belong to a pool of qualified applicants ready to fill any vacancy that arises in the company.Advertising We will write a custom essay sample on Labor Market – Superior Energy Services Company specifically for you for only $16.05 $11/page Learn More Despite the company being an equal opportunity employer, it is necessary to investigate the demographic profiles and the educational status of the pool of trained people available in the USA to determine any additional training necessary to qualify them to work for Superior Energy Services Company. An investigation into how Superior energy services and its subsidiaries recruit employees to fill open positions shows that the company is an equal opportunity emplo yer which takes employees from the pool of prospective employees with different demographic profiles and educational status. Superior energy Services Company deals in natural gas and oil-well by providing services to oil and gas production and exploration companies. The company verifies the eligibility of job applicants for the positions that fall vacant using electronic techniques and social security numbers.  A summary of the demographic profiles of the people in the pool of those eligible to work for the company with some college qualifications but no college degree and aged 25 and above were 34,532, those with associate degree and above were 20,506 and those with bachelor’s degree and above were 65,430 by 2014. A statistical analysis of the demographic profiles shows that the people eligible or with qualifications to work for the company were143, 929 aged 16 years and above, and 54,712 had the qualifications necessary to work at the management and professional levels. T he study showed that 26,458 of the pool of eligible workers were men aged 20 and above, 28,114 were women aged 16 and above, and 27,928 were women aged 20 and above. A statistical summary of the educational status of the labor force eligible to work for Superior energy Services based on age, sex, race, and educational attainment showed that 24,424 people had diploma education, high school graduates were 61,949, and those with associate degrees were 55,038 by February 2014. Those with some college qualifications but no college degree were 34,532; those with associate degree and above were 20,506 and those with bachelor’s degree and above were 65,430. The study shows that the above academic and professional qualifications were critical for anyone interested to work in any industry but be hired and work for Superior Energy Services, Inc.; applicants are required to undergo further training to acquire the necessary skills and knowledge to work in the industry.Advertising Loo king for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Enhanced skills make employees to optimise their abilities and work hard to increase productivity and meet the additional requirements necessary to sustain their jobs. It is important for the workers to recognize the need to work and protect the environment, ensure a secure working environment, develop better leadership qualities, and foster cultural growth (Autor, Katz Kearney, 2008). An investigation into the skills requirements shows that one must be well trained in project and risk management skills. However, the sought after skills in the oil and gas industry include technical skills and the ability to work within tight deadlines, ability to deliver results as part of a project team leader, and possess the right people management skills. Besides that, one should be well trained in technical, general technical, scientific, management, people skills, marketi ng, and leadership skills (Riise, Kirkeleit, Aarseth, Farbu, Midgard, Mygland Myhr, 2011). The technical skills include the training undertaken in â€Å"chemical, electrical power, drilling, operations, petroleum, reservoir, production, mechanical, pipeline, structural – especially those with practice expertise, report writing and consultancy skills† (Riise et al., 2011, p.32). On the other hand, an applicant or a new employee should be trained in general technical skills, which include drilling, fire safety, industrial energy efficiency, pressure vessel design, well-site supervision, Information Technology, problem-solving, and research and development skills. It is also critical for the pool of new applicants to be trained in chemistry, geology, and microbiology (Riise et al., 2011).  For instance, some of the specific technical skills that those anticipating to work for the company as electrical engineers include the ability to provide specifications for electric al equipment and reliable prepare technical drawings. In addition, one should have the ability to discuss with other engineers and stakeholders some of the potential engineering projects to carry out and how they can be implemented, provide direction and coordination of manufacturing, maintenance, documentation activities, have good understating of the codes of practice, and ensure compliance to established industry standards.Advertising We will write a custom essay sample on Labor Market – Superior Energy Services Company specifically for you for only $16.05 $11/page Learn More Typically, one should have competencies in mathematics, design, physics, engineering and technology, have critical thinking skills, be an active listener, and have complex problem abilities.  Project management training is undertaken for prospective employees to acquire the knowledge and skills on how to manage small and large projects. To work for the company, a person must be trained in technical management, risk management, contract skills, and additional practical skills as opposed to the theoretical knowledge acquired in class that sometimes is not useful for one to work in the industry. In addition, the people skills that are important for one to work in the oil and gas industry include line management skills at the departmental levels and the skills necessary to manage managers. In the marketing discipline, people need to be trained to become â€Å"sales and marketing managers† who are specialized in â€Å"selling the â€Å"added value† of the company. Additional training should be in marketing profile skills, closing sales, understanding of world markets, dealing with clients, marketing of technical skills, managers with wider experience of commercial technology, and commercial skills to develop new markets† (Riise et al., 2011, p.2). In addition to that, people need to be trained in leadership skills to be leaders and not followers, to lead teams in industry engagement initiatives, gain self-confidence, and enable technologists to become leaders. The study showed that the oil and gas industry is in short supply of people trained in the ability to observe and learn, communicate effectively, initiate innovation activities, motivate other employees, and the ability to instruct others.  In conclusion, there are enough prospective employees applying for jobs to work for Superior energy Services Company that offers services in the oil and gas industry. Here, the labor market has a sufficient pool of trained people with certificate, bachelor, and graduate qualifications who are 20 years and above who can fill the various vacancies that arise in the company. However, further training is necessary in project management, leadership, and technical skills for employees to be proficient skills in their areas of specialization. References Autor, D. H., Katz, L. F., Kearney, M. S. (2008). Trends in US wage inequality:  Revising the revisionists. The Review of economics and statistics,90(2), 300-323.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Riise, T., Kirkeleit, J., Aarseth, J. H., Farbu, E., Midgard, R., Mygland, Ã…. Myhr, K. M.  (2011). Risk of MS is not associated with exposure to crude oil, but increases with low level of education. Multiple Sclerosis Journal, 17(7), 780-787 This essay on Labor Market – Superior Energy Services Company was written and submitted by user Jaliyah Wolf to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Case Study Human Resource Management. Cockpit for You Company

Case Study Human Resource Management. Cockpit for You Company Introduction The success of a firm’s productivity depends on the organization of the human resource management. Reflectively, labour as a factor of production, determines the gross output, performance, and goal achievement at optimal resource use.Advertising We will write a custom case study sample on Case Study: Human Resource Management. ‘Cockpit for You’ Company specifically for you for only $16.05 $11/page Learn More The Company ‘Cockpit for you’ has been struggling with human resource management problems that range from competition, labour structure, and financial constraints. Budget constraints for ‘Cockpit for you’ are represented by a production possibility frontier curve which is dangerously skewed towards deficits in productivity. The curve shows the limitation of available factors of production, especially on optimal labour use and employee motivation. Thus, this reflective treatise attempts to explici tly analyse thematic areas that have negative influence on the company’s labour use and display them as part of a mind mapping plan. Besides, the paper presents a comprehensive theoretical backup for one of the identified thematic area as part of a remedial case study. In addition, the paper develops a personnel evaluation system using a project management plan that targets to restore human resource efficiency. Mind Mapping of Challenges at ‘Cockpit for you’ Company Current budget of the ‘Cockpit for you’ firm may not allow it to utilize all factors of production in the economy. Therefore, there is always need to maximize use of obtainable resources. ‘Cockpit for you’ Company faces several limitations in its operations after the sudden restructuring. First, the uncertain working conditions greatly impacted on employees’ confidence and performance patterns. As employees’ incomes remain unstable, and relatively low, it was na tural to witness an underperformance and low morale at work. The trading conditions continued to remain a challenge especially for this company. These adversely influenced the ability of ‘Cockpit for you’ to achieve the forecasted sales and consequently, the overall budget was affected. Increase in prices of factors of production directly affects budgeted cost of production, and thus low income earned by employees. In addition, inability of the company to leverage its systems and processes hindered the growth of its business as it reduced ability of the company to attract the right labour skills and attitude.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Finally, the company faces operational risks in areas such as supply chain management, communication systems, and human resource management. Given that the company has to operate within a predetermined budget, changes in the individual component of the budget affect the operations of the entire business. Evaluation of strategic threats and opportunities is important for an organization as feedback from such appraisal is vital for execution of strategic plans and decision making. ‘Cockpit for you’ is exposed to numerous threats. For instance, following the acquisition logistics and restructuring, the company has to remain afloat despite competition. Secondly, the human resource department is fairly responsive to sudden swings and also very sensitive to changes in income. Since the change of ownership, the company has suffered heavily, as communication system for implementing these changes seemed to have broken down. Due to redundancy, lack of performance evaluation processes, employee testing, and healthy work culture, the company is currently facing uncertainty and is at the brink of total labour force redundancy. These systems are critical in improving leadership skills, eva luation skills, promoting creativity, and rewarding outstanding achievement. The company is surrounded by several opportunities for growth of business. However, the human resource department is seriously underdeveloped despite the fact that labour determines total output, thus profitability. ‘Cockpit for you’ Company has done little to have a pipeline of talent to work towards achieving long-term objectives. Reflectively, the company has not organized several tailored training and development schemes designed to help its people fulfill their potential. According to Burke Cooper (2008), training and development programs are both on-the-job and off-the job. These should be built around the core business values and is firmly aligned with the business strategy – developing skills that will support future growth of the business. The programme is designed for senior managers and is aimed at building leadership skills for follow up of changes within the workforce (Burk e Cooper, 2008, p. 129). Unfortunately, this is not happening at this company. The results of the programme meant for statistical t-testing of relevance of evaluation strategies adopted in reviewing employment terms and performance (Kew Stedwick, 2005, p. 99). Despite the fact that this company has a fresh initiative for correcting the previous mistakes, it has not adopted an inclusive career development plan. Instead, it works on assumptions that the labour force is fully developed and well trained. The major restructuring that occurred in the company impacted on the training and development programme negatively since the human resource management system lacked the aspect of innovation, skills, and motivation evaluation.Advertising We will write a custom case study sample on Case Study: Human Resource Management. ‘Cockpit for You’ Company specifically for you for only $16.05 $11/page Learn More Case Study: Career Development through Training and Performance Appraisal Training and development forms part of organizational strategy mostly because companies have been characterized by numerous expansions both without and within the region. Consequently, there is a need to merge organizational skills, knowledge and culture with the new challenges and demands facing ‘Cockpit for you’ Company. The company needs to use training and development largely because it is operating in a highly competitive sector. Consequently, there is a need to ensure that the company remains ahead of the competition. Management ought to realize that there is no better way to achieve this rather than through the use of training and development. Further, ‘Cockpit for you’ Company should evaluate effectiveness of training and development in realizing the goals and objectives of their set targets. Finally management of the company should use outcomes of trainings and development in decision making relating promotions and transf ers within the organization (Wilson, 2006, p. 101). Besides, the company should undertake several career development programmes, such would be necessary for attracting and retaining human resource base. The company should consider providing a job compensation structure that supports the organizations as well as individuals’ growth and development perspectives (Robinson, 2006, p. 119). Moreover, company should also evaluate employees and produce succession pipe-lines for vital job positions in the organization. At the end of every six months, performance reviews should be carried out at ‘Cockpit for you’ for all the employees. During these reviews, employees engage their line mangers in discussing their performances for six months. The employees are then rated based on the proficiencies and competencies they have shown during the period ended (Legge, 2005, p. 136). Staff members are then given ratings for the skills and competencies they have shown over the past p eriod. A comparison is then done between the ratings and the expected results as agreed upon at the beginning of the year and also with expected skills profiles for these areas. Such appraisals are important as they help employees to establish their performance in relation to the expectations from the business and expected outcomes as agreed during performance planning (Legge, 2005, p. 216). Further, the appraisals reveal gaps that may be inherent when executing duties. At the end of appraisal procedure the line manager and the staff member formulate a plan for further development for the next period. In the personal development plan, the employees set objectives based on the feedback from their performance appraisal and it is mandatory for all staff members to have such a plan. The whole interactive appraisal process is beneficial as it aids employees in developing a focused vocation trail.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Further, the process is realistic. The gaps noted during the review process are bridged by training and development (Mullins, 2006, p. 132). These trainings also help in preparing the staff members for future managerial duties. The performance review process helps management of the Group to have a well-organized, effectual and motivated human resource base (Mullins, 2006, p. 137). The appraisal procedure is all encompassing and it reflects the actual performance by the staff members for the reason that it involves both the line managers and the staff members (Hughes, 2006, p. 98). Also there is comparison of the actual and expected performance and any variances are noted and actions inform of trainings, development and disciplinary measures are taken to improve on future performance. The performance management at ‘Cockpit for you’ Company is unsatisfactory because overall strategic goals are not cascaded down to departments and further to the individual staff members. T herefore, work done by each employee may not contribute to the overall strategic goal. Further, performance of the staff members is not cascaded upwards and the actual performance of the company cannot be compared with the forecasts (Houldsworth, Jirasinghe, 2006, P. 106). Personnel Evaluation System Training and development forms part of organizational strategy mostly because human resource department is characterized by constant dynamics in management since labor market is constantly affected by market swings. Consequently, there is a need to merge organizational skills, knowledge and culture with the new challenges and demands. Therefore, there is constant need to use training and development largely because the department operates in a highly stratified environment (Blyton Turnbull, 2006, p. 118). The outcomes of performance appraisal are not only influenced by job performance of the employee, there are other several other factors that may influence performance appraisal ratin g of the employees. The diagram above illustrates the process of employee evaluation. The motivational activities are predetermined by the management. Summary of Personnel Evaluation System Motivational Recommendation Goal setting Feedback Channel Exception Criteria Evaluation Criteria Empowering employees to participate more in the decision making process Setting relatively hard assignments that are attainable and allowing employees to brainstorm and consult on the same. Workforce training. Establishing a confidential suggestion box for complaints and complements. Improving on communication network system and intranet. Creating interactive sessions for the workforce Defining the privacy parameter and expected code of conduct. Establishing the organization culture and ethics. Limiting the scope of activities to contain only relevant training Analyzing feedbacks from suggestion boxes Review of performance periodically after every stage of implementation. Carrying out random but inclusive sampling using questionnaires Creating more motivational programs involving outdoor activities such as sporting. Fixing motivational programs in annual calendar. Designing awards to be given in every event Encouraging medical tests and physical stamina. Performance comparison between teams. Defining the scope and making these activities part of performance responsibility. Defining limits for responsive training Testing team spirit and insight. In empowering employees to participate more in the decision making process, the organization should source for expertise training on consultative decision making process. This expert will impart skills directly to the management and entire workforce. In the process of implementing this recommendation, training manager should be assigned the duty of organizing the workforce into groups and following up the success or failure of the training (Beardwell Claydon, 2007, p. 306). During the training process, simple activities such a s solving puzzles and brainstorming in different topics are encouraged. In addition, every member of the workforce is expected to participate actively by assigning roles which are balloted. The implementation should be done in three phases with the first phase actively involving an outsourced expert in the field of decision making (Cole, 2006, p. 107). After a fortnight, the management should then design in-house programs as a continuation of the first stage. In the last stage, the entire workforce is encouraged to internalize the concept initially introduced and deactivate fear and inferiority complex when addressing issues of interest to the organization and at personal level (Armstrong, 2006, p. 93). Though this process should be continuous, the active part should not run for more than four months from commencement at a budget less than four percent of the company’s net revenue (Gmur Thommen, 2011, p. 380). Reflectively, a â€Å"planned change approach is required with t he initiation and implementation of change being driven by management with the aid of a practioner† (Greene Kirton, 2005, p. 102). Magnitude of change is quantum as large changes involving culture, structure and strategy of the company is required. In reality, â€Å"transformational change is a relatively new count to organizational change† (Greene Kirton, 2005, p. 109). This form of change is necessary and very relevant in the case of ‘Cockpit for you’ Company as the company attempts to restructure its human resource component. Besides, when adopted, leadership responsibility, performance efficiency, and continuous motivational policies will facilitate responsive management. Expected outcome of the Action Plan Action Plan Tabular representation Motivational Recommendation Required Resources Leadership responsibility Steps taken Barriers Performance Indicators Time taken Empowering employees to participate more in the decision making process Outsourc ed expert. Training materials. Group leaders –implementing. Training manager-evaluation. Periodic training. Interactive forums Educational levels. Authority and responsibility Analyzing feedbacks from suggestion boxes 6 months Creating more motivational programs involving outdoor activities such as sporting. Sporting facilities. Entire workforce participation. Team leaders Team captains. Overall captain. Initiating sports day in the calendar. Resource allocation for awards Convincing the workforce to embrace the event. Divergent interest on sporting activities Testing team spirit and insight. continuous Results Conclusively, these recommendations would directly impact on the feedback channel as employees will have motivational power to proactively participate in decision making process. As a result, the learning oriented process will facilitate optimal performance which is specific to the goals and desires of the company as the workforce would have the feeling of being appreciated and recognized for outstanding performance. Reference List Armstrong, M 2006, Strategic HRM: a guide to action, 23rd edn, Kogan Page, London. Beardwell, L Claydon, T 2007, HRM: a contemporary perspective, 5th edn, FT/Prentice Hall, London. Blyton, P Turnbull, P, 2006, The Dynamics of Employee Relations, 5th edn, Palgrave, California. Burke, L Cooper, T 2008, Building more effective organisations: HR management and performance in practice, Palgrave, California. Cole, G 2006, Personnel HRM, 5th edn,Continuum, London. Gmur, M Thommen, J 2011, Human Resource Management, Strategien und Instrumente fà ¼r Fà ¼hrungskrfte und das Personal management, Versus, Vancouver. Greene, M Kirton, G, 2005, The Dynamics of Managing Diversity, 2nd edn, Elsevier, Alabama Houldsworth, E Jirasinghe, D, 2006, Managing Measuring Employee Performance, Kogan Page, London Hughes, M 2006, Change Management, CIPD, London Kew, J Stedwick, J 2005, Business Environment: Managing in a Strategic Context, CIPD, London Legge, K 2005, HRM: Rhetorics Realities, Palgrave, London. Mullins, J 2006, Management Organisational Behaviour, Financial Times/Prentice Hall, London Robinson, I 2006, HRM in Organisations, CIPD, London Wilson, J P 2006, Human resource Development, 2nd edn, Kogan Page, London.

Profile of Joycelyn Harrison, NASA Engineer

Profile of Joycelyn Harrison, NASA Engineer Joycelyn Harrison is a NASA engineer at the Langley Research Center researching piezoelectric polymer film and developing customized variations of piezoelectric materials (EAP). Materials that will link electric voltage to motion, according to NASA, If you contort a piezoelectric material a voltage is generated. Conversely, if you apply a voltage, the material will contort. Materials that will usher in a future of machines with morthing parts, remote self-repairing abilities, and synthetic muscles in robotics. Concerning her research Joycelyn Harrison has stated, Were working on shaping reflectors, solar sails and satellites. Sometimes you need to be able to change a satellites position or get a wrinkle off of its surface to produce a better image. Joycelyn Harrison was born in 1964, and has bachelors, masters and Ph.D. degrees in Chemistry from the Georgia Institute of Technology. Joycelyn Harrison has received the: Technology All-Star Award from the National Women of Color Technology AwardsNASAs Exceptional Achievement Medal (2000}NASAa Outstanding Leadership Medal {2006} for outstanding contributions and leadership skills demonstrated while leading the Advanced Materials and Processing Branch Joycelyn Harrison has been granted a long list of patents for her inventing and received the 1996 RD 100 Award presented by RD magazine for her role in developing THUNDER technology along with fellow Langley researchers, Richard Hellbaum, Robert Bryant, Robert Fox, Antony Jalink, and Wayne Rohrbach. THUNDER THUNDER, stands for for Thin-Layer Composite-Unimorph Piezoelectric Driver and Sensor, THUNDERs applications include electronics, optics, jitter (irregular motion) suppression, noise cancellation, pumps, valves and a variety of other fields. Its low-voltage characteristic allow it to be used for the first time in internal biomedical applications like heart pumps. The Langley researchers, a multi-disciplinary materials integration team, succeeded in developing and demonstrating a piezoelectric material that was superior to previous commercially available piezoelectric materials in several significant ways: being tougher, more durable, allows lower voltage operation, has greater mechanical load capacity, can be easily produced at a relatively low cost and lends itself well to mass production. The first THUNDER devices were fabricated in the lab by building up layers of commercially available ceramic wafers. The layers were bonded using a Langley-developed polymer adhesive. Piezoelectric ceramic materials can be ground to a powder, processed and blended with an adhesive before being pressed, molded or extruded into wafer form, and can be used for a variety of applications. List of Issued Patents #7402264, July 22, 2008, Sensing/actuating materials made from carbon nanotube polymer composites and methods for makingAn electroactive sensing or actuating material comprises a composite made from a polymer with polarizable moieties and an effective amount of carbon nanotubes incorporated in the polymer for a predetermined electomechanical operation of the composite...#7015624, March 21, 2006, Non-uniform thickness electroactive deviceAn electroactive device comprises at least two layers of material, wherein at least one layer is an electroactive material and wherein at least one layer is of non-uniform thickness...#6867533, March 15, 2005, Membrane tension controlAn electrostrictive polymer actuator comprises an electrostrictive polymer with a tailorable Poissons ratio. The electrostrictive polymer is electroded on its upper and lower surfaces and bonded to an upper material layer...#6724130, April 20, 2004, Membrane position controlA membrane structure includes at least one elect roactive bending actuator fixed to a supporting base. Each electroactive bending actuator is operatively connected to the membrane for controlling membrane position... #6689288, February 10, 2004, Polymeric blends for sensor and actuation dual functionalityThe invention described herein supplies a new class of electroactive polymeric blend materials which offer both sensing and actuation dual functionality. The blend comprises two components, one component having a sensing capability and the other component having an actuating capability...#6545391, April 8, 2003, Polymer-polymer bilayer actuatorA device for providing an electromechanical response includes two polymeric webs bonded to each other along their lengths...#6515077, February 4, 2003, Electrostrictive graft elastomersAn electrostrictive graft elastomer has a backbone molecule which is a non-crystallizable, flexible macromolecular chain and a grafted polymer forming polar graft moieties with backbone molecules. The polar graft moieties have been rotated by an applied electric field...#6734603, May 11, 2004. Thin layer composite unimorph ferroelectric driver and sensorA method for forming f erroelectric wafers is provided. A prestress layer is placed on the desired mold. A ferroelectric wafer is placed on top of the prestress layer. The layers are heated and then cooled, causing the ferroelectric wafer to become prestressed... #6379809, April 30, 2002, Thermally stable, piezoelectric and pyroelectric polymeric substrates and method relating theretA thermally stable, piezoelectric and pyroelectric polymeric substrate was prepared. This thermally stable, piezoelectric and pyroelectric polymeric substrate may be used to prepare electromechanical transducers, thermomechanical transducers, accelerometers, acoustic sensors...#5909905, June 8, 1999, Method of making thermally stable, piezoelectric and proelectric polymeric substratesA thermally stable, piezoelectric and pyroelectric polymeric substrate was prepared. This thermally stable, piezoelectric and pyroelectric polymeric substrate may be used to prepare electromechanical transducers, thermomechanical transducers, accelerometers, acoustic sensors, infrared...#5891581, April 6, 1999, Thermally stable, piezoelectric and pyroelectric polymeric substratesA thermally stable, piezoelectric and pyroelectric polymeric substrate was prepared. This thermally stable, piezoelectric and pyroelectric polymeric substrate may be used to prepare electromechanical transducers, thermomechanical transducers, accelerometers, acoustic sensors, infrared.

The dynamics shaping an organisations Financial reporting and Essay

The dynamics shaping an organisations Financial reporting and accounting procedures - Essay Example Previous research asserts that IAS, in contrast to domestic accounting standards, restricts and confines managerial discretion as far as the choice of accounting methods is concerned and necessitates a higher level of disclosure (Ashbaugh & Pincus 2001). In harmony with the idea that higher quality accounting standards pave the way for enhanced firm transparency, it was further affirmed that the adoption of IAS leads to lower analyst forecast error. In like manner, the act of having third parties to audit a firm's financial reports can improve the quality of the financial information reported by management (Dopuch & Simunic 1982; Watts & Zimmerman 1986). The significance and merit of an audit derives from users' expectations that auditors will spot, distinguish, correct and reveal relevant lapses or misstatements in the financial reports (DeAngelo 1981; Watts and Zimmerman 1986). To the extent that external auditors probe information in the financial statements to autonomous and impa rtial analysis, such external audit increases and enhances the consistency and integrity of financial statements. Company Overview Under the old Corporation Law of the Philippines, Act 1459, the Philippine Long Distance Telephone Company (PLDT) was incorporated on November 28, 1928, subsequent to the agreement of partnership of four telephone companies under common ownership by American entities. In 1967, effective control of PLDT was sold by General Telephone and Electronics Corporation (a major shareholder since PLDT's incorporation) to a group of Filipino businessmen. On March 24, 2000, NTT Communications Corporation, through NTTC-UK, became PLDT's strategic partner with roughly 15% economic and voting interest in the issued common capital stock of PLDT. Concurrent with NTT Communications Corporation's investment in PLDT, it acquired 100% of Smart Communications, Inc. PLDT's charter, like those of all other Philippine corporations, was initially limited to a period of 50 years but has since been extended twice for 25 years each, the last extension being for an additional 25-year period to 2028. Under its amen ded charter (Republic Act No. 7082), which became effective on August 24, 1991, PLDT is authorized to provide virtually every type of telecommunications service, both within the Philippines and between the Philippines and other countries. The Philippines' biggest and an extremely expanded telecommunications company, its business is categorized under three principal domains: Wireless, Fixed Line, and Information and Communications Technology. Philippine Accounting Practices - Brief Historical Background The Accountancy Act 1967, which substituted the Accountancy Act 1923, directed the standardisation of accounting education, set and specified the examination process for CPA registration, and synchronised the practice of accountancy. The Act permitted

Team Organizational Style of Fisher and Paykel Essay

Team Organizational Style of Fisher and Paykel - Essay Example This aspect was highlighted by Imai (1997) in his approach when he highlighted the importance of the shop floor or the teams working on the industry floor in ensuring that continuous improvement takes place within an organization. The advantages of employing such lean manufacturing processes through the Kaizen approach has also been explained by Wilson (2005). Â  Once the new teams were developed, they have engaged actively in the team building process. The changes that occur were in terms of additional time spent in communication skills and team building, followed by activities that were focused on the improvement of work performances and promoting team goals and a common understanding. The goal of the process was to bring about changes in a positive manner through the application of inspiration and communication developed among team members. Â  This process is summed up in the Kaizen approach to organizational behavior. The Kaizen philosophy has been defined as "a means of continuous improvement in personal life, home life, social life, and working life. At the workplace, Kaizen means continuing improvement involving everyone—managers and workers alike. The Kaizen business strategy involves everyone in an organization working together to make improvements without large capital investments." (Imai, 1986) Â  The organization took great pains to improve the teams because they recognized the importance of the shop floor to the success of the organization, as highlighted by Imai (1997).