The goal of Lucky Inc.

Is to develop a foremost business owner of the traveling agency for the individual of the age range from about 20 to 30 year old. Lucky Inc. Will be devoted to establish stronger relationship within their clients via extensive lesson of how to treat guest and sever them the best service, and would like the company to well popular among the clients and other publics as the most popular tourist agency in the Ideal area. The main focus of the firm would be to gradually develop, and become successful by the first few years of operations.Our main goal would be to provide an excellent professional facility through demonstrating an adequate understanding of the places that individual would like to travel to and adventurous events that will be held. On an industrial report stated that the biggest disparagement of the variety of customers that has been to the tourist companies that already exists â€Å"know nothing about their products, they Just open the catalogue and read,† to quote one of many disappointed travelers (Blackwell, 2008, p. 332).To make the most of over the knowledge and skills we gained in the Lucky Inc. Apparel store, staff would to both educate and instruct the customers to the various types of vacation accessories that they might be wanting of to have the quality vacation time they planned out while they are in the Ideal area. Products and Services Recently, Lucky Inc. Became as the allotted agents for Ideal's Travel, which will be the biggest and popular traveling agency out in the marketplace. However, per almost with no advertising, Lucky Inc. As sold about 200 adventure vacations in the past several months, netting about $56, 800 in commissions including the sales of insurance policies and other services also have calculated to this amount, and could possibly add much more. Lucky Inc. ‘s clients will also be offered to have the opportunity of an inclusive variety of facilities to services to help their exciting tour, including semina rs of before and after trip, tourist coverage, and a booklet of specific offers to each vacation place, etc.I plan to sell my share in the apparel store and finance the profits in my potential new company which will be a traveling agency as Lucky Inc. Moreover, I would be also financing $51, 600 of my savings from the past ears in this company, and take loans of $70,000 probably from friends and relatives. Furthermore, the return on shareholders capital by three year is anticipated to be close to 100 percent. The perseverance of this business plan is to converse this high profitable opportunity to my co-owner in the clothing shop and to the other investors of different organizations to encourage their interest in the venture.Alternatively, I'm also thinking of a loan finance made up of a $31,940 for about couples of years and a credit line of $48,620. In total, I will be in need of about $80,560 to fund the company or the first few months. The majority of the population of Ideal Cou nty is well educated, experienced, active, and pretty stable. The residences of the county also and wait out past periods of economic downturn. The dynamic economy, the lifestyle of Ideal County, and its exceptional environmental qualities attract people.Moreover, both public officials and business leaders are also aware of the need to keep our labor force well-armed with the marketable skills. From the Ideal County population, our potential targeted clients are the people who are professionals with annual earnings of about $50,000+, ages 20 to 30, whether single or married, without children, and college educated. Market Definition The projection of the world travel market is to grow about at greater than 4 percent average annually.I believe that this is somewhat faster than our general economic growth every year. I also planned to advertise my company outside of the United States. Hence, I selected such market like the European market, which is not the firmest growing market, and I believe this will be the most important destination, considering most the travelers will be international. I also think that among Europe, France, Italy, and Spain are the most popular destinations. Therefore, I decided to select tour operators with appropriate products in these areas as our initial partners.Business model The business model that will be used for this company is a distributor which is any business that purchases products directly from a manufacturer for resale either to retail outlets or directly to the buying public (Digging, 2012). For instance, a technology distributor would purchase computer parts from a technology manufacturer and then sell those parts wholesale to retail outlets for sale to the neural public (Digging, 2012). An auto dealership that deals in new cars would purchase vehicles directly from the manufacturer and sell them to the general public (Abram, 2003).According to the University of Southern California, Wall-Mart Department Stores qualifies a s a distributor because it purchases product directly from the manufacturer. Not all department stores have that kind of purchasing power (Digging, 2012). We will also be leasing a combined telephone/data-base system from the onset. This will beneficial by allowing up to ten sales staff to answer alls and have full on-screen data on clients and products. As service is one of our key components, it is essential that we have full access to all relevant data speedily and efficiently.However, there might be times that will not be possible to meet other locations, etc. Therefore, I should always be prefer for the worse and make sure that my staffs are well trained to provide the best customer service to my clients. Since, we are successfully operating the outdoor clothing shop; hence, we are using the adventure travel vacation sales ratio to study how many of them we are being able to sale on up to date. For the determinations of our sales projection, we believe hat that only about two i n five reviews will essentially effect in an adventure vacation being reserved.However, I believe this is a very conservative evaluation. I also undertake that there will be a firm accumulation of customers of the clothing shop who will approach us to learn more about the vacation packets and the destinations. Throughout the year we will also be able to bring in more clients by creating more promotional activities and of course our new clients of the clothing store. I am pretty hopeful that we will continue to strive with this trend to make Lucky Inc. To become well known.Based on the prediction, within next year we are projecting to sell about 600 adventure travel vacations for an estimated price of $3000. We also predicted that if we add insurance and other travel related service sales the gross profit will be nearly $ 2500,000 throughout the first year. Reference Abram, Rwanda, (2003). The successful business plan: secrets ; strategies. Plato Alto, Cilia. : Planning Shop Blackwel l, Edward (2008). How to prepare a business plan. London; Philadelphia: Kananga Page Digging, Charles, (2012). The power of habit: why we do what we do in life and business. New York: Random House

Jane Eyre †Through A Critical Lens Essay

Historical research has always been an issue of trial and error. Through analyzing novels such as Jane Eyre, historicists can learn about that part of our past by looking at the prevalent themes in the novels, such as social and gender inequalities. By analyzing the historical context of Charlotte Brontà ¯Ã‚ ¿Ã‚ ½Ã¢â‚¬â„¢s novel, Jane Eyre, as well as the readers’ present-day biases, Jane’s story of love and personal evolution transforms into a revolutionary cry against religion, gender and social inequalities. The time when novels are released is an extremely important piece of information that any new historicist has to look at. Jane Eyre was published in London, England in 1847. When it was published in 1847, Jane Eyre was a bestseller. Many critics believed that the novel was well written but they were curious amongst them regarding the author. The book was originally printed with Currer Bell as the editor and no other information was disclosed concerning the author. The gender of the author was debated for a while until it was released that the author was a woman. Soon, the reviews of the novel became increasingly negative because the public could not believe that a woman could have â€Å"written such a passionate novel and seemed so knowing sexually† (Brooklyn CUNY Jane Eyre). I found two reviews of Jane Eyre, one from 1847 and one from 1848. The reviewer for the Atlas in 1847 claimed: â€Å"This is not merely a work of great promise; it is one of absolute performance. It is one of the most powerful domestic romances which have been published for many years. It has little or nothing of the old conventional stamp upon it †¦ but it is full of youthful vigour, of freshness and originality, of nervous diction and concentrated interest. The incidents are sometimes melo-dramatic, and, it might be added, improbable; but these incidents, though striking, are subordinate to the main purpose of the piece, which is a tale of passion, not of intensity which is most sublime. It is a book to make the pulses gallop and the heart beat, and to fill the eyes with tears.† (Brooklyn CUNY Jane Eyre) The reviewer for the Rambler in 1848 claimed: â€Å"Jane Eyre is, indeed, one of the coarsest books which we ever perused. It is not that the professed sentiments of the writer are absolutely wrong or forbidding, or that the odd sort of religious notions which she puts forth are much worse than is usual in popular tales. It is rather that there is a tendency to relapse into that class of ideas, expressions, and circumstances, which is most connected with the grosser and more animal portion of our nature; and that the detestable morality of the most prominent character in the story is accompanied with every sort of palliation short of unblushing justification† (Brooklyn CUNY Jane Eyre) One can see that the views completely changed as time passed. In 1847, people gave good reviews and supported the novel because they thought it was a good novel with great themes which showed the world for what it was. But in 1848, after the public was told that the author was the female, they greatly criticized Brontà ¯Ã‚ ¿Ã‚ ½ for her revolutionary thoughts. This shows us that the world was extremely prejudiced back in the mid 19th century, as the women were not treated as fairly as men. Religion plays quite an important role for Jane as it shapes her and makes her do things that she might not like but, regardless, has to end up doing to keep her faith. Jane is first introduced to Mr. Brocklehurst’s strange view of Christianity which involves extreme sacrifice and hypocrisy. She is then exposed to Helen’s more optimistic view of Christianity in which her faith relies on God’s goodness and the power of love. When Jane is a woman, she meets St. John and sees that his faith is a mixture of Mr. Brocklehurst’s and Helen’s, as his beliefs revolve around sacrifice and dedication towards God’s will. As stated above, Jane is shaped by religion as she is forced to leave Mr. Rochester because she knew that for her to marry him, he would have to divorce Bertha, which was against their religion in that time. She is forced to leave him for her own good because she knows that her love cannot break the bonds of religion that hold her down. By looking at the theme of religion that is prevalent in this novel, one can find out many things about that society by reading a book which was written in that time. Hence, we can understand that back then divorcing other people was a sin as it was not accepted by the church and was condemned by the greater mass of the mid to late 19th century. Much of Jane’s childhood emphasizes her status as a member of the lower class in society. When she takes a deeper look at her relationship with Mr. Rochester, she realizes that it’s more of a server vs. master relationship. Rochester tells Jane the truth that they cannot be together but he doesn’t care and he flaunts the social norms when he states, â€Å"Come, we will sit there in peace to-night, though we should never more be destined to sit there together.† (Brontà ¯Ã‚ ¿Ã‚ ½ 23). Jane retorts back, â€Å"And if God had gifted me with some beauty and much wealth, I should have made it as hard for you to leave me, as it is now for me to leave you†¦and we stood at God’s feet, equal-as we are!† with fiery emotions that show her beliefs that ‘some beauty’ and, but mainly, ‘much wealth’ has kept them apart even though they are equals (Brontà ¯Ã‚ ¿Ã‚ ½ 23). When speaking of being bejeweled by Mr. Rochester, Jane responds, â€Å"And then you won’t know me, sir; and I shall not be your Jane Eyre any longer, but an ape in a harlequin’s jacket, a jay in borrowed plumes† (Brontà ¯Ã‚ ¿Ã‚ ½ 24). Jane shows her reluctance to relinquish her identity, and settle for nothing else than Rochester’s marriage to Jane Eyre, not some ornamented prize or object. Later on, when Jane decides to marry him, she makes it very clear that she wants to marry his equal in personality not fortune. Jane reveals her true revolutionary side when she decides to only marry Mr. Rochester if he marries ‘the’ Jane Eyre that he knows rather than the Jane Eyre that he will create. Therefore, we see that Jane tries her best to show that she is equal to Rochester even though they are not, socially. Throughout the novel, Jane has a quest to become an independent woman. In almost any relationship, she is always the one being controlled. Jane shows her thoughts on women being put down by men when she says, â€Å"Women are supposed to be very calm generally: but women feel just as men feel; they need exercise for their faculties and a field for their efforts as much as their brothers do†¦It is narrow-minded in their more privileged fellow-creatures to say that they ought to confine themselves to making puddings and knitting stockings†¦ It is thoughtless to condemn them, or laugh at them, if they seek to do more or learn more than costume has pronounced necessary for their sex.† (Brontà ¯Ã‚ ¿Ã‚ ½, 93). Here, Jane proves that she thinks women should be equal to men because they do the same amount of work that men do and it is wrong for men to look at women in a negative way. She proves her point at the end of the novel, when she goes back to Rochester but the roles are reversed as he is the one in need of dire help rather than vice versa. Earlier on in the novel, Jane writes â€Å"Not that I humbled myself by a slavish notion of inferiority: on the contrary, I just said – You have nothing to do with the master of Thornfield further than to receive the salary he gives you for teaching his protà ¯Ã‚ ¿Ã‚ ½gà ¯Ã‚ ¿Ã‚ ½e,† showing her refusal to be subjugated, after she had just noted how she missed Mr. Rochester’s presence (Brontà ¯Ã‚ ¿Ã‚ ½, 317). This, subliminally, shows that she needs Mr. Rochester in her life for her to succeed. Even though Brontà ¯Ã‚ ¿Ã‚ ½ believes that she doesn’t need a man in her life to succeed, she unwillingly accepts that she does because that’s what society has told her. At the end of the novel, Jane finally allows herself to take Rochester in her arms after they are both finally free of the issues that kept them apart. She tells Rochester, â€Å"I love you better now, when I can really be useful to you, than I did in your state of proud independence, when you disdained every part but that of the giver and protector.† (Brontà ¯Ã‚ ¿Ã‚ ½ 505). Throughout Jane Eyre, Jane is introduced to many problems and this helps us learn of the problems that were prevalent at that time. Varying from gender inequalities to social and economic inequality, we learn about mid 19th century England society and the rules that they abide by. By reading almost any novel through a new historicist lens, we can learn a lot about their society. Works Cited Bronte, Charlotte. Jane Eyre with Connections. Austin: Holt, Rinehart, and Winston Harcourt Brace and Company, 1991. Melani, Lilia. â€Å"Charlotte Bronte â€Å"Jane Eyre†.† Brooklyn CUNY. 29 March 2005. Brooklyn CUNY Department of English. 8 Nov 2008 .

Lathe Characteristics Essay

The Lathe is the father of all machines tools and is recorded in the early history of many races. As interchangeable manufacturing and mass production principles were developed, it became necessary to create machine tools capable of producing parts in large quantities. This report aims to consider five different â€Å"Types of Lathe† in relation to their manufacturing application, as well as, comparative of important aspects for manufacturing and mass production. It will concentrate on the traditional centre lathe and its development into: production lathes. Definitions, graphs and figures are also included in this report. 1.1.1. – According to the instructions given by Michael Thomas (Module Leader), for â€Å"Manufacturing and Basic Materials† at University of Glamorgan School of Technology, this report has been required and set up as a part of the final assessment. 1.1.2. – The proposal of this report considering five different â€Å"Types of Lathe† in relation to their manufacturing application. 1.1.3. – This report has been assessed and written by Victor Martinez-Perez â€Å"First Year Student of BEng (Hons) Mechanical Engineering at the University of Glamorgan-Pontypridd, Wales 1.2. -PROCEDURES Research for this report was conducted in two ways: 1.2.1. Research from lecture notes and reference books. 1.2.2. Research on the Internet. 1.3. – TOPICS COVERED This report it will concentrate on the traditional centre lathe and its development into: production lathes, in relation to their manufacturing application. 2. THEORETICAL BACKGROUND Man has always tried to find ways of making manual tasks easier and businessman methods to reduce manpower, speed production and lower operating costs. The Lathe is the father of all machines tools and is recorded in the early history of many races, when, equipped with a fixed tool-rest, it was used for woodturning. For its development to the form in which it is known it today, Henry Maudsley (1797) developed the slide rest lathe, allowing people to turn large pieces of metal very quickly and with exact precision. To many people it was regarded as the most important development in the production of machine tools [1]. As interchangeable manufacturing and mass-production principles were developed, it became necessary to create machine tools capable of producing parts in large quantities. Today an Engine Lathe can be defined as a power-driven, general-purpose machine tool used for producing cylindrical work-pieces. As the piece of metal to machine is rotated in the lathe, a single point cutting tool is advanced radially into the workpiece at a specified depth and moved longitudinally along the axis of the workpiece removing metal in the form of chips. By using attachments and accessories other operations may be performed [4]. Lathes are used to produce circular, conical, flat or  sphericall components. [13] Common external lathe processes: facing, straight turning, taper turning, threading. Common internal lathe processes: drilling, boring, internal straight and taper turning, countersinking, counter boring, reaming, tapping and threading The progress in the design of the basic engine lathe and its related machines has been responsible for the development and production of thousands of products we use every day. 3. TYPES OF LATHES, COMPONENTS AND OPERATORS 3.1. CENTRE LATHE The engine lathe is generally used for machining individual parts to the required specifications. Some of the common operations performed on a lathe are: facing, taper turning, parallel turning, thread cutting, knurling, boring, drilling, and reaming. [4] An engine lathe is shown diagrammatically in (Figure-1): it consists of a horizontal bed supporting the headstock, the tailstock and the carriage. All machine tools must have a means of supporting or holding the workpiece. The tailstock can be clamped at various positions along the bed to accommodate workpieces of various lengths. Short workpieces need only be gripped by the chuck. Figure-1 The basic lathe requires a skilled operator and the quality of work produced will depend on his/her care and attention. For production work it is desirable to eliminate the possibility of variation and error, and to this end mechanical stops are often fitted to the carriage to allow accurate return to position and also to disengage power feeds when the required cut  is completed. [4] The capstan lathes are ideal for manufacture of simple and complex turned parts, both from bar and blanks. The blanks can be preturned, forged or cast. 3.2. PRODUCTION LATHES Production Lathes are generally used when a large number of duplicate parts must be produced. Capstan and Turret Lathes, Single-Spindle Automatic Lathes, and the CNC Lathe are the common machines in this group. 3.2.1.Capstan and Turret Lathes Capstan and Turret Lathes are essentially similar in their general arrangement and operation. They differ in many ways from the centre lathes. They are more rigidly constructed, more powerful and have shorter and more rigid beds. There is no compound slide and the tool post is usually a four-way turret mounted directly on the front of the cross slide. The rear of the cross-slide also carries a simple tool post for the parting off tool when working from the bar. An indexing turret replaces the tailstock and it is this turret that carries the majority of the tooling. The tooling is pre-set and the turret can be indexed, or rotated to bring each tool into position, as it is required. 3.2.1.1. The Capstan Lathe is the smaller and most frequently used for bar work fitted with a collet chuck. Its turret is carried on a separate sub-bed that can be clamped at any point along the main bed. The clamping is more rigid and permanent as the sub-bed is only set infrequently. The turret turns automatically from station to station. The turret slide is fitted with adjustable stops, which limit its motion towards the headstock. The operator does not have to carry out any measuring processes but merely feeds the tool into the work until the stop prevents further movement. The tool is then withdrawn manually and the net tool is used. The stop is automatically changed as each new tool is indexed into position. 3.2.1.2. The Turret Lathe is larger and heavier and is used for machining large castings. It is the next development in the provision of a production machine for use by an unskilled operator. The turret lathe is usually fitted with pneumatically or manually operated chucks or special turning fixture to hold the workpiece. The main difference with the capstan lathe is that the turret is mounted on a carriage that slides directly on the main bed of the machine. Indexing is not automatic but is performed manually after unlocking the turret. In this the cross slide is simplified, and provided with a single inverted tool post at the rear and a square indexing turret carrying up to four tools is fitted at the front. A numbered drum of stops is provided for longitudinal and transverse motions. All that is required of the operator is that he/she indexes turret and drum, and moves the carriage to the preset stop. On some turret lathes, as many as 20 different tools can be mounted on a ram or saddle-type turret, and each tool may be rotated into position quickly and accurately. Once the tools have been set, each part is quickly and accurately produced. [8] 3.2.2. CNC Lathe. A computer numerical control (CNC) (figure 2) machine is one of the latest modifications of the basic engine lathe and it is a NC machine with the added feature of an on board computer. Figure 2.- CNC Lathe This lathe controlled by numerical tape is used primarily for tuning operations and can economically and automatically produce shafts of almost any shape. This lathe can outperform most types of lathes and provides savings in tooling, set-up and cycle time. By the term numerical control, we mean that a machine tool can be operated automatically by means of a medium (a paper tape). The tool will do only what it is told to do by the tape that is fed into the machine. But the term computer numerical control (CNC) refers to a computer that is joined to an N/C machine. This makes the machine more versatile because now we can store  information in a memory bank, with retains what is on the N/C tape and repeats it without the tape having to be rewound each time. You can also program a job manually, stop by step, directly on the machine; this is called manual data input. In both cases you can now make a new tape or change what is in the memory bank by making a new tape. This costs more, but the operator now has greater flexibility in producing the part. For example if a tool gets dull you can manually change the feed of the speed of the cutter to maintain a smooth cut. The cutter can therefore cut up to 10 more parts before an operator has to change the tool. This increases the number of parts per tool and reduces the downtime of a machine, which is very profitable. If a company needs to add or delete sections of a part for revisions or updating can do it by pressing two to four buttons. In a CNC lathe the drives of the hand wheels of the conventional lathe have been substituted to allow their control of slide positions by the computer. This opens up the possibility of generating unlimited variety of profiles using continuous positions control of the slides. [3] This can then be extended by the installation of tool turrets under computer control, and a computer controlled turret on longitudinal and transverse slide ways replacing the tailstock. Since provision has no longer to be made for a human operator, the machine can be made more compact and complex. The bed can be redesigned and placed at a slope to allow improved flow of coolant. Driven spindles may be incorporated into the tool turrets, enabling milling and drilling operations to be carried out, and allowing complex parts to be produced complete in one operation. 3.2.3. Single-Spindle Automatic Lathe. This lathe differs from the capstan in that the turret revolves about a horizontal pivot instead of about a vertical axis. It will also possess several radial tool slides used for forming and parting tools. This lathe is particularly popular as a first operation machine fed with bar stock, using a magazine type bar feeder. Produce in small (figures 6 and 7)  and medium quantities. It is designed to turn small parts normally used in cameras, electronic gadgets, spray guns, hydraulic & pneumatic and fittings, cable glands, etc, made out of aluminium, brass or mild steel. These can also produce automobile-related parts, like pistons, rings, valve guides, shafts, ejector pins, etc. Some work examples are shown below. The control of the machining cycle no longer rests with the operator, but is controlled by the machine itself usually by cam-actuated motions. 4. WORK HOLDING AND TOOL SYSTEMS 4.1. WORK HOLDING The chuck is the most common method of work holding. (Figure-8). The chuck has either three or four jaws and is mounted on the end of the main spindle. A three-jaw chuck is used for gripping cylindrical workpieces when the operation to be performed is such, that the machined surface is concentric with the work surfaces. The jaws have a series of teeth that mesh with spiral grooves on a circular plate within the chuck. This plate can be rotated by the key inserted in the square socket, resulting in simultaneous radial motion of the jaws. Since the jaws maintain an equal distance from the chuck axis, cylindrical workpieces are automatically centred when gripped. With the four-jaw chuck, each jaw can be adjusted independently by rotating the radially mounted threads screws. Although accurate mounting of a workpiece can be quite time consuming, a four-jaw chuck is often necessary for non-cylindrical workpieces. For very complicated shapes a circular faceplate can be used. The faceplate has radial slots that provide a means of bolting the workpiece to the faceplate. For small lathes for work on material provided in bar form, collets are often used. These collets are effectively split sleeves that fit snugly over the  workpiece and have a taper on their outer surface. Drawing the collet into a matching tapered hole in the end of the spindle has the effect of squeezing the collet and gripping the workpiece. For accurate turning operation or in cases where the work surface is not exactly cylindrical, the workpiece can be turned between centres. (Figure-9). Initially the workpiece has a conical centre hole drilled at each en to provide location for the lathe centres. Before supporting the workpiece between the centres (one in the headstock and one in the tailstock), a dog (a clamping device) is secured at the headstock end. The dog is arranged so that the tip is inserted in a slot in the drive plate mounted on the main spindle, ensuring that the workpiece will rotate with the spindle. [11] In the collet chuck, there is a spring collet split at its front end. The work is first clamped by making the collet close upon the workpiece by means of a nut. Face plates are used for irregular shapes. A faceplate has radially place slots, which allow the workpiece to be clamped to it by means of bolts Although similar forms of work holding are used as for traditional machines they are automated and may have locating systems incorporated into them. Automation of chuck closure can be achieved by mechanical, pneumatic or hydraulic actuation. 4.2. TOOL HOLDING It is often the case that the most difficult stage in manufacturing a product is working out how to hold a billet of material while it is machined. The tool must not foul the working holding system. The work holding system must not get in the way of the machining operations. [6] Lathe cutting tools are generally held by two methods:  · In tool holders, which provide rigidity when holding the cutting tool.  · In tool posts: which provide a means of holding either a toolholder or a cutting tool Standard The toolpost usually supplied with a centre lathe is the standard or round type (Figure-10). This toolpost, which fits into the T-slot of the compounds rest, provides a means of holding and adjusting a toolholder or a cutting tool. A concave ring and wedge provide a means of adjusting the cutting tool height. Turret type or four-way toolpost Turret type or four way tool post (Figure-11) are designed to hold four cutting tools, which can be easily indexed for use as requires, Several operations, such as tuning, grooving, threading, and parting may be performed on a workpiece by loosening the locking handle and rotating the holder until the desired tool bit is in the cutting position. This reduces the set-up time for various too/bits, and thus increasing production. Quick-change tool holder These are made in different styles to accommodate different types of cutting tools. Each holder is dovetailed (Figure-12) and fits on a dovetailed toolpost, which is mounted on the compound rest. The tool is held in position by a set of screws. After a tool becomes dull, the holder and the tool may be replaced with another preset unit. This is useful where many parts of one size are being machined since the cutting point on the toolbit, having been preset in the tool room, is in exactly the same position as the tool it replaces. Each toolholder fits onto the dovetail on the toolpost and is locked in position by means of a clamp. A knurled nut on each holder provides vertical adjustment. The main difference between traditional tool holding and CNC tool holding is the use of presetting. This can be achieved in a number of ways such as tooling held in locatable tool holder, Block tooling and changeable tool/tip elements. Tool presetting systems use special presetting fixtures of possible co-ordinate measuring systems. Once the tool has been mounted into the turret proving systems can be used to account for small inaccuracies in setting in addition to tool wear. 5. THE SETTING UP AND/OR PROGRAMMING OF THE LATHE The best lathe in the world is going to function poorly unless it’s correctly set up in the first instance. Even a new lathe will not cut parallel unless it’s levelled properly, and the surface finish that can be achieved will be much improved by reducing vibrations transmitted to the work and tool from the motor and lathe gearing. As well if the lathe has been installed for some considerable time it’s worth going through the test procedures to check its alignment. None of the procedures involved are particularly complex, and it doesn’t require expensive tools to get a good end result The process of setting the lathe up is a logical one, and the first step is to check that the foundation is as level as you can possibly get it. Secondly correct twist in the bed is a simple matter of adjusting the jacking screws on the raising blocks, or by placing shims beneath the feet of the lathe – such adjustments being carried out at the tailstock end. Setting Up cutting tool The cutting tool must be set up at he correct height. If it is set too high then the tool will rub against the workpiece, generating heat and a poor surface finish and blunting the cutting tool edge. If the cutting tool is set too low then the workpiece will be pulled over the top of the cutting  tool and will damage the cutting tool or pull the workpiece from the chunk. The severity of the problem will be determined by the forces involved, which are related to the height above or below the workpiece centre and the materials, feed rate, cutting speed and depth of cut that are involved. The cutting tool must also be held tightly in the tool-post, using all available clamping screws. The cutting tool should not extend further than is necessary from the tool-post, as this increases the risk of vibration, resulting in damage to the cuttings tool and poor surface finish and tolerance. CAD/CAM links The wide use of CAD systems has led to major developments in the generation of CNC programs. The computer â€Å"knows† de geometry that the designer has defined. It stores the values of the equations of the lines and circles, etc in its memory. This means that the geometry can be transferred to the CAM program which adjusts the sizes produced by the designer to produce a new set of geometry to define the cuter path needed to make the part. Someone thus has to define which cutter; feed rate and spindle speed will be used. These are technology decisions usually made by the manufacturing engineer how has to take into consideration the strength of the workpiece material, the clamping and the amount of material to be removed. It is now a usual practice to download the geometry specified by the designer and then to process this into a machining program. This can save considerable amount of time and also prevents errors that the programmer can make when doing calculations and retype the dimensions into the computer. It does also place the responsibility for the product shape upon the designer. The drawing must be free of errors, as it will be followed faithfully by the CAM system. Unfortunately the machine tool builders have not agreed a universal standard for the machine language. This forces companies to use post processors to translate from the ISO CL file CAM output, into the particular machine tool language. Similarly CAD systems have their own individual formats and the International Graphic Exchange Standard has been established to enable companies to exchange CAD information across different systems. A widespread of this is used by Auto CAD, DXF format and most CAM systems will accept a DXF or IGES files as an input. [10] Editing facilities enhances the utilisation of the machine considerable as programmes may be copied to enable several parts to be made from one piece of material and kits of parts may be made at one setting on the machine. 6. THE MEASURING GAUGING SYSTEM Thanks to the advances in technology, machines have been developed which are capable of producing workpieces to extremely fine tolerances. As a result, measuring tools and equipment had to be upgraded to measure the closer tolerances accurately. The need for accurate measurement was necessary because of interchangeable manufacture, where parts produced in one part may be assembled with parts from another plant or even another country. [12] Using a centre a thorough the inspection is a must although accuracy of the workpiece required would determine the type of measuring tools which should be used. [4] A hook rule is very convenient for measuring the size of a workpiece. Inside callipers will be used to measure the diameter of holes or the width of key ways and slots and then will be transferred to a micrometer. A micrometer may be used to measure the shaft of the work in a machine. Vernier callipers are used to measure with precision. Plug gauges are also used to measured holes. Dial indicators are used to check the alignment of machine tools, fixtures and work pieces prior to machining 7. ECONOMIC ASPECTS In any engineering operation, the economics of cost of operation plays a vital role in determining the rate or speed of operation. If we cut the unwanted material at a very slow speed, the completion time of the operation would increase. And with it the cost of labour, the cost of machine operation, and the overhead costs and make the operation costlier. If the same operation were done at very high speed, the wear of cutting tool would be accelerated. The operator will have to change the tool more often and, consequently will have to regrind the tool and reset it on the machine more frequently. Thus will increase the tool cost, the tool resetting cost and machine down-time. The effect of speed on various costs is illustrated in (Figure-13), which shows that only at some particular speed the operation is most economical. [9] The approach to automation depends heavily on the volume of production. Usually three categories are used in describing the volume of production: mass production involving more than 1 million components per year, large-batch production and small batch-production less than a few hundred in each production run. A numerically controlled machine where the operator is replaced by feedback control equipment, containing the various instructions are generally economical for the machining of those medium components that are required in small batches and that do not need a wide variety of machining operations using different tool systems and different positions of the workpiece. Complex components are expensive because they have considerable material value and generally require a large amount of machining. For this components the most economical is to choose a machine where in a variety of machining functions are integrated. For instance the ASS. Mr. After Debarr [12] compared manufacturing costs for various systems quantitatively. This comparison is presented in (Figure-14) and shows how  the choice of systems depends to a large extent on batch size. It is clear that manual systems are only justified for the smallest batches and that numerical control is likely to be economic for a wide range of small and medium batch production. Accuracy and surface finish must to be taken into consideration as well when costs are concerned and is therefore necessary to take into account the function intended for the machined surface. The specification of too-close tolerances or too-smooth surfaces is of the major ways a designer can add unnecessary costs. As a guide to de difficulty of machining to within required tolerances it can be stated as:  · Tolerances from 0.127 to 0.25 mm are readily obtained.  · Tolerances from 0.025 to 0.05 mm are slightly more difficult to obtain and will increase production costs.  · Tolerances 0.0127 mm or greater require good equipment and skilled operators and will add significantly to production costs. Even when the surface can be finished on the one machine, a smoother surface requirement will mean increased costs. The typical surface roughness obtained in turning is between 6.3 to 2.5 à ¬m. The machining time and hence the machining cost is inversely proportional to the square root of the surface finish. (Figure-15), shows the relationship between production cost and surface finish for a typical turning operation. 8. REFERENCES [1]Titlt Hammer – Steel City Founders http://tilthammer.com/bio/maud.htm [2] http://www.the-land-rover.com/WeldShop/MasterMachinist/Ch7.htm [3] J. V. Valentino and Joseph Goldenberg. Introduction to Computer Numerical Control (CNC). Third Edition. Pearson Education. [4] James Anderson and Earl E. Tatro. Shop Theory. Sixth edition. McGraw-Hill 1974 [5] http://www.welsoft.co.uk/machmill/hs410.htm [6] H Burghardt, A Axelrod & J Anderson, Machine Tool Operation, Part 1, ED McGraw Hill Book Company, 5th Edition [7] G. Sekhon & B Juneja, Fundamentals Of Metal Cutting and Machine Tools, Ed John Wiley & Sons, Chichester 1987 [8] Krar, Oswald & St. Amand Machine Tool Operations, McGraw Hill, Inc. 1985 [9] A J Lissaman & S J Martin Principles of Engineering Manufacture, Ed Arnold, London 1996 [10] R Rapello, Essentials of Numerical Control, Ed Prentice Hall, New Jersey 1986 [11] G Boothroyd, Fundamentals of Metal Machining and Machine Tools, International Edition Ed. McGraw Hill Company, Singapore 1987 [12] R L Timings, Manufacturing Technology, Level 2, 2nd Edition. Ed Logman Technician Series, London 1984

Consumer Behaviour in Malaysia Essay Example | Topics and Well Written Essays - 1250 words

Consumer Behaviour in Malaysia - Essay Example (Ndubisi 2006, p17) In order to be able to take advantage of opportunities and establish strong chance at competition in Malaysia, Australian exporters should be able to understand the dynamics of the country’s consumer market because Malaysian consumers differ significantly from those in Australia. An understanding of consumer behavior, particularly, can make a difference since it impacts purchasing behavior and, therefore, marketing decisions as well. In addition, the diffusion of trends such as technological and economic is also crucial to penetrate the Malaysian market. Culture and Consumer Behavior The relationship between consumers and consumer goods is driven by several variables. Culture is one of the most important of such. McCracken’s model, which explained the movement of cultural meaning, identify possession ritual, exchange ritual, grooming ritual and divestment ritual as what dictates individual consumer behavior in the process wherein meaning is construct ed, structured and transferred in the flow of consumer goods. (Schiffman et al 2009) Ritual is the key concept at work here. Consumption becomes a symbolic activity typified by steps, behaviors and actions that became constant, occurring repeatedly over time. This underscores how culture impacts consumers. Consumer products are symbols that represent what the consumers value in products and services or what the marketers communicate as value for the buyers. Karahana, Evaristo and Strite also explained how culture impacts behavior through their own theoretical model of culture’s influence on behavior. Here, behavior is driven by attitude and social norms, variables that are produced by cognitive beliefs, cultural practices and values. (p8) Pecotich and Schultz conducted a review of studies on consumer perception on brands in Malaysia. It was found that Malaysians display specific characteristics in their attitude towards products. Specific examples were provided. For instance, in brand selection on electrical products, Malaysians were found to be motivated by the perceived best brand, favoring prestige over a product that is simply thought of as efficient or works well. (p426) This is also congruent to the tendency of Malaysian consumers to patronize celebrity-endorsed products and their loyalty to brands. According to Kacen and Lee (2002), impulse consumer buying behavior now accounts for up to 80% of all purchases in some countries and that culture plays a part as consumers engage in sudden, compelling, hedonically complex purchase decision process that precludes thoughtful, deliberate consideration of all information and choice alternatives. (p163) The argument is that culture tempers impulsive buying. This is highlighted in Malaysia by the Islamic subculture, which in turn can best be depicted through the concept of halal. In Malaysia, halal, which means what is permitted, is the norm in Islamic consumption. Consumers and their consumption are subjec t to institutionalization regulated by the Ministry of Domestic Trade and Consumer Affairs. Fischer (2008) explained that halal informs and controls ideas and practices such as wearing of gold and ornaments, wigs and hairpieces; paintings; photographs, keeping of dogs; cleanliness;

Assignment Essay Example | Topics and Well Written Essays - 3000 words

Assignment - Essay Example Uses of Standard Tender Document 8 f. Pre Disclosure of Relevant Information 8 g. Public Bid Opening 9 h. Evaluation of Tender in Monitory Terms 10 i. Qualification of Bidders on the Basis of Pass/ Fail Requirement 10 j. Award to the Lowest Evaluated Bidder Meeting the Stated Criteria 11 k. Accessible to Applicable Laws and Regulation 12 l. Appeal Mechanism 13 m. Standstill Period 13 n. Debriefing 14 o. Publication of Award 14 Bibliography 15 1. Introduction Public Procurement refers to the process of purchasing of goods and services on behalf of the public authority, through government agencies. Public procurement involves government expenditure that is aimed at securing inputs and resources in order to achieve objectives, hence establish a significant impact on the crucial key holders and the society. Besides, government purchasing occurs through both domestic and international trade. In fact, about ten to fifteen percent of the GDP involves government expenditure on procurement; t herefore, public procurement makes a significant contribution to the global economy1. Transparency has been considered an essential standard that facilitates improvement of public procurement; in fact, it involves a procurement process that is open for public scrutiny. Furthermore, this facilities competition, thereby increasing the efficiency of the process and the threat posed by issues such as corruption are alleviated. Transparency enables people to monitor public bodies, thereby holding these organizations accountable for their undertakings. The main objective of transparent public procurement is to facilitate fairness, competition and economic value in the process; this objective is achieved through effective and efficient procurement process that is developed by the principals monitoring the process. Apparently, sufficient controls are incorporated in order to promote competition, thereby reducing the risk associated with corruption, fraud, mismanagement and wastage of public resources. In this case, transparency is considered to be an effective tools aimed at hampering corruption and ensuring that there is value for money2. In addition, transparency is employed in different ways along with different practices such as advances publication of procurement plans, procurement policies are published, tender notices are advertised, the criteria for evaluation is disclosed, there are payment of prices and contract awards are published. a. Transparency Needed to Foster Competition International liberalization is applied in fostering competition among public procurement markets. Besides, competition can also be facilitated through participation in WTO Agreement on Government Procurement (GPA)3. In this case, competition can be fostered in four different ways, which include provision of vehicles by GPA in order to facilitate progressive opening of parties to markets in order for the to engage in international competition. On the other hand, there are other provis ions that involve agreement focusing on offering information based on framework aimed that ensuring that the process is transparent4. Fostering competition involves signing agreements with GPA parties in order to facilitate establishment of domestic reviews and operations, where participants are allowed to challenge decisions that are deemed questionable. Therefore, decision made by national procurement authorities should be subjected to review by the competitors in order to avoid unfairness or discrimination. In addition, competition can

Usage Of Cloud Computing In IT-Sphere Essay Example | Topics and Well Written Essays - 750 words

Usage Of Cloud Computing In IT-Sphere - Essay Example To understand the concerns, insights and popularity of cloud computing by both private and public sectors, not only currently but also on the future perspective, IT Professionals conduct statistics and conclude suggestions and likely future predictions to comprehend their observations and understandings for current and future implementation of cloud computing and what IT assessment makers need to consider. With the growth in applications and infrastructure that support and collaborates with cloud computing, the growth trend in its acceptance, use and promotion are likely to give rise to a whole new dimension in Information Technology’s system delivery (Sosinsky, 2011). E-mail, web conferencing etc. are the most common collaboration services which use cloud services. Currently, 92% of large enterprises use a minimum of one cloud service while on average each enterprise has 6 applications usage to the cloud. IaaS and PaaS in the cloud are increasing as 42% of future implementations of clouds indicate 6 more applications. This owes to the immense current and future usage with development in infrastructure and virtualization as a source of cloud acceptance and popular use. The economic perspective of efficiency in work, support, better productivity and low-cost initiative of cloud tends IT decision makers to make a close observation of cloud services. Since the promising new environment of technology has to offer more, the IT professionals are attracted to cloud services implementation. However, reputable service provider and  Service Level Agreements (SLAs)-which are always not clear, raise security and protection issues. I.T Professionals fear the risk of being cheated, the information getting lost or the privacy of the consumer at risk. These risks keep development of platform low.

Overcoming the Financial Challenge of Going to College Essay

Overcoming the Financial Challenge of Going to College - Essay Example This finding is due to the fact that the average cost of a college education is around $23,000 per annum and that meant a lot of money for many Americans especially that the economy is still reeling from the financial crisis (Reuters). Many opted and forced to work than pursue a college degree because they simply cannot afford it and thus drop out rate in the United States continue to rise. This case of students dropping out due to financial difficulty is not isolated. This is so pervasive that it can be said that the drop out figure in college in the US is already alarming to the point that it could already undermine the country’s competitiveness. In a study conducted by Harvard with data from Organization for Economic Cooperation and Development, United States has the highest dropout rate in the industrialized world. Among the 18 countries surveyed, United States lagged last with a drop out rate of 46 percent. This figure is very far from Japan which has a huge 89 percent gr aduation rate and former Soviet states such as Slovakia with 63 percent and Poland with 61 percent (Reuters). These figures are considered alarming because drop out rates are increasing in an inversely proportional manner to what is required in the workforce in the near future. Instead of increasing the graduation rate as it is projected that 59 % of jobs will already require a college degree by 2018, it is the drop out rate that is increasing with the country having the graduation rate of 38.3 percent (O’Connor). It seems that jobs in the future especially the high paying ones will not be filled by Americans especially with what the current unemployment statistics show that people without a college degree has twice the chance to be unemployed. In the state of Florida, the figure is also equally startling. O’Connor reported that the State is not producing enough college graduates who would fill up future job market demand. It is even below the already national low nati onal gradation rate of 38.3 percent, graduating only 36.5 percent of its enrollees. This same issue was highlighted was Dr. Eduardo J. Padron, President of Miami Dade where he is not pleased with the graduation rate of those who are college ready registering only a 39% graduation rate. He stressed that given this not so pleasing figures, the focus to complete college today â€Å"is very intense and urgent† – â€Å"to have a standards and practice from outside the College, or to define completion from within; to define it by our success† (Padron). This concern of Dr. Padron about â€Å"Standards and practice from outside the College, or to define completion from within; to define it by our success† was about the quality of education that students receive in schools and their appropriateness in real world setting. The problem about low graduation is further beset by this issue because it implies that the already low graduates in the United States does not s atisfy the quantity and quality of what is needed in the workforce. The current educational system of the United States has been widely critique as not grounded on the realities on the workplace as do not teaching the students how to succeed and become financially independent (Kiyosaki). So the actual problem of the educational system in the US is not only confined to low rate of graduates but also the quality of its graduates. Dr.

Is There Such a Thing as International Law in the World Today Term Paper

Is There Such a Thing as International Law in the World Today - Term Paper Example Additionally, treaties like the Geneva Conventions may at times require the conformity of national law (De Boer 2001). The implication of this is that there is a world order that all countries abide to but with no clearly drafted international laws that ought to be followed by all nation states. Additionally, certain issues like homosexuality, differences in political ideologies and gender discrimination prevent international laws from achieving legitimacy. International law therefore is a set of laws formed by international treaties, customs, and other organizations that govern the relations between or among different sovereign nations. Here, the international customs refer to the customs that have evolved over centuries. Treaties and international agreements on the other hand are agreements among different nation states. The international organizations and conferences are mainly composed of different sovereign nation states and are normally bound by a treaty, for instance the 1980 Convention on Contracts for the International Sales of Goods (CISG). The Nature of International Law International law is very different from the other areas of law because it does not have a defined governing body or area but instead refers to different set of rules, laws and customs that impact, govern and deal with the legal interactions between different nation states, governments, organizations and businesses. It comprehensively deals with the rights and responsibilities of the involved parties clearly defining and elucidating the procedures to be followed in case of any misunderstandings. International law cuts across many countries and regions which makes it agreeable to all the member states. For this to be possible, it borrows charters (i.e. the United Nations Charter), agreements, accords, and treaties, legal precedents of the International Court of Justice (The World Court), memorandums and tribunals. What makes international law a voluntary endeavor is that it does not h ave a unique enforcing entity and governing body. This means that for any enforcement to exist, all the signatory parties have to consent and adhere to that specific decision and assist the court in the implementation process. A good example of this is the East African Community where the member states have laws that govern them as a unit. The laws that address matters of international concern include both the statutes created by governing bodies (civil law) and the common law (case law) because of the diverse nature of the different legal systems and historical backgrounds of the different countries involved. Under the international law, all the facets of national law are covered and go on to include aspects like substantive law, remedies and procedure. In order to make the laws operable in the signatory countries, there are certain principles or guidelines that are normally followed when it comes to their formulation and implementation (Alam 399). However it should be noted that t hey only work on the basis that there is courtesy and respect between the member states. The principles of International Law The Principle of Comity The principle of comity provides a code of decorum that governs court interactions among the different localities, foreign countries and member states. Under this

The day that changed my life Essay Example | Topics and Well Written Essays - 500 words

The day that changed my life - Essay Example After finishing my classes, I intended to go and play with my friends as usual. However, my mother stopped me and said: â€Å"Son, you have to finish your homework first. If not, I will not let you go out and play with your friends!† After I heard my mom saying that to me, I gave up arguing with her. I walked to my room very slowly because I did not want to do the homework. I was angry and sad. I used my tears as a â€Å"weapon† against my mother. However, my mother was angry too so any â€Å"weapon† was useless. Because of my strong emotions, my mother locked me in my study room and took all toys and games away from me. Finally, I made a compromise with my parents. I started to do my homework. However, it was not easy to calm down when I just started doing my homework. I shouted, tore paper from the notebook and threw it everywhere to show my dissatisfaction. After these crazy actions, I was pacified. I went to the window and looked outside. I saw that many children were playing games; they were jumping, and running and laughing. When I heard them were laughing, I thought they were laughing at me. Suddenly, I said to myself, â€Å"why should I play with my friends before doing my homework first?† I spent a few minutes thinking about these questions, but I could not find the answers. I sat down and did my homework. I did not finish until it was dark outside. When I finished, my father came into my room and talked to me. He said, â€Å"if you want to have more time to play in the future, you have to finish your homework first. If you want to be a good student, and son, spend more time studying instead of playing.†Eventually, I found the answers I needed from my father’s conversation. The answer was that I wanted to be a good student and a good son. I realised that studying can make my parents happy and make them relax from their hard work. Since the day my father talked to me, I significantly changed my behaviour. I became a good student who likes to study.

The closing of the Muslim mind Essay Example | Topics and Well Written Essays - 1250 words - 6

The closing of the Muslim mind - Essay Example ‘The Closing of the Muslim Mind’ is thus a revelation that has actually opened a number of thoughts as to how Islam actually fought and battled through the years to survive with the sleight of reason. On the first page of the book, the author writes, â€Å"This is the story of how Islam grappled with the role of reason after its conquests exposed it to Hellenic thought, and how the side of reason ultimately lost in the ensuing, deadly struggle.† In history, there has been a certain time when this religion was better respected as compared to the amount of scrutiny it is made to serve today. In those days, Islamic scholars and philosophers had the higher hand on the normative thoughts that breached the world and opened up to a lot of debate regarding the closeness between Islam and Christianity. The author writes that this was the time when the great leaders of Islam never felt ‘intellectual inferiority’ from others. This book talks about how the people of Islam fear Allah and how their personal free will bows down before Him. The author has also delved into the Shari’a or Islamic law and writes about how reason is overcome by old tradition when it comes to a number of things. He writes about how a number of Islamic scholars preach how to live modern lives by giving people the freedom of their own living, and how the same contradicts when it comes to following the law, or listening to Allah. In Islam, it is written that whatever happens in a person’s life, depends on Allah, or happens because he willed it to and thus, because of the same blind thinking, the author states that a large amount of free thinking was lost due to such contemplation. Free thinking allows a man to live life as he pleases, and not be bound by societal norms that might end up crushing his potential; however, the Islamic law states a number of things that have today brought upon and inflicted a lot of pain on a number of

Biochemistry Final Project part 1 Essay Example | Topics and Well Written Essays - 500 words

Biochemistry Final Project part 1 - Essay Example ophrenia has been linked to the affected parents passing the genes to the children (genetic factors), unusual metabolic conditions and abnormal brain conditions (Cohen, Kleinman, & Saraceno, 2002). It is evident from research that kids with both parents free from schizophrenia have 1% risk of developing the illness. If either of the parents has schizophrenia, then the child`s risk of developing the disease rises to approximately 13%. If all parents have the illness, then there is a 46% chance of the child having the illness later in life. There is an 8% risk in cases where, all other relatives are free from the disease, but a brother or a sister to an individual has schizophrenia. An identical twin of an individual with schizophrenia is 48% at risk as compared to only 17% risk in case of dizygotic twins (Pfaff, 2013). First-degree relatives of an individual with schizophrenia are at a greater risk than second-degree relatives. In addition to genetic factors, other environmental factors such as general stress play a role in developing schizophrenia. Brain examination through neuroimaging has shown brain abnormalities in schizophrenics (Harman, 2003). The ventricles are enlarged, and there are fluid-filled cavities in the deeper parts of the brain. These abnormalities are the cause of the accompanying symptoms. Besides, an imbalance in neurotransmitters, dopamine, serotonin, and glutamate may cause schizophrenia. Homocysteine accumulation due to deficiency of methionine synthase and cystathionine ÃŽ ²-synthase causes schizophrenia. Other conditions such as hypocalcemia and hyperparathyroidism are linked to schizophrenia. Structural changes, copy number variations (CNV) in individual’s genome causes schizophrenia. CNV happens if the genetic material is lost, duplicated wrongly or inserted in a wrong manner. For instance deletion at 22q11 accounts for psychosis in 30% of cases. When 22q11 deletion occurs, essential genes that play a crucial role in schizophrenia such

Multi agency teams work Essay Example for Free

Multi agency teams work Essay Multi-agency teams work together by bringing practitioners from all different sectors and professions within childcare to provide effective and in depth way of working to support children and young people. This includes support of that child or young person’s family. Multi-agency teams work together to ensure the children and young people that require additional support have exactly the right professionals around them to achieve their maximum potential. Assessment may include: ââ€" ªParents and family ââ€" ªPediatrician ââ€" ªEducational Psychologist ââ€" ªSpecialist Teachers for Learning Support, Hearing, Vision, Sensory Impairment, Autism/Complex Communication Difficulties ââ€" ªClinical Psychologist ââ€" ªSpeech and Language Therapist ââ€" ªPhysiotherapist ââ€" ªOccupational Therapist. In addition to parents, one or more of these people may be involved, helping to gain an understanding of children’s communication strengths and needs, and how speech and language can be developed. They can also provide information, advice, guidance and training. If a child needs support from a speech therapist, a social worker, teacher and health worker, then a team of those professionals will be set up, but with the consent of the child, young person and family. Support may include: ââ€" ªSpeech and language therapist ââ€" ªEducational psychologist ââ€" ªPhysiotherapist ââ€" ªOccupational therapist ââ€" ªHealth visitor ââ€" ªSpecialist teachers for Learning Support, Hearing, Vision, Sensory Impairment and Complex communication/Autism These people with specialist knowledge and skills support the people in daily contact with the child. They try to remove barriers to achievement, agree strategies, provide training and identify, and sometimes provide, resources By working together, the team will enable children to make maximum progress and improve the quality and ease of their lives. The members of these teams will share information and support each another so that the child / young person’s needs are met as efficiently and effectively as possible. There are some circumstances where multi-agency teams work together literally in one place. There are other examples where teams may operate virtually- via email/ web cam. The role of a practitioner requires them to meet regularly to discuss the needs of the child or young person in question. This is so they can plan and carry out coordinated, targeted interventions. Development may include: ââ€" ªParents and family ââ€" ªChild minder ââ€" ªEarly Years setting staff such as playgroup leaders, nursery nurses and play/nursery assistants ââ€" ªSchool staff such as teachers, teaching assistants and lunchtime supervisors ââ€" ªConnexions staff ââ€" ªBefore after school care. These people listed above are the people who come into contact with the child in question every day. They apply their training and knowledge to the situation and know how to be good communication partners, and how to provide a good communication environment. They are the ones actively developing the child’s speech and language. They can share ideas about what does and what does not work for individual children. References Worcestershire County Council and Worcestershire. (2011). Effective multi-agency working and collaboration. Available: http://www.worcestershire.gov.uk/cms/speech-language-communication/targeted-s pecialist-provision/effective-multi-agency-working.aspx. Last accessed 18/9/14.

Education reform in the United States

Education reform in the United States Yasmine Calderon Education Education reform in the United States is a primary goal for Congress to assist students excel and gain knowledge to survive in the growing and competitive work force. As the United States was once the leading example of Education reform, it is now 12th among other developed nations. The need for incentive programs in classrooms to prepare students for the future of higher education is in high demand. Ensuring students the future of a college education and maintaining a successful job is key to rebuilding the economy and securing bright futures for individuals. Suggested policy implementations include reforms of existing school policies, budget analysis, statistics and facts, and current stances toward the public policy. One of President Obama’s bold incentives to improve teaching and learning in the classrooms that instruct policies and strategies to achieve the goal of college readiness. To date, President Obama has opted 4 billion dollars to 19 states that help to address key areas of education reform. States serve 22 million students and employ 1.5 billion teachers in 42,000 schools representing the 45 percent of all K-12 students and 42 percent of all low income students nationwide. Setting a precedent for the future of young Americans through the Race to the Top program will help those who are challenged change policies and laws to create better college and career ready standards. (Source: www.whitehouse.gov/issues) As states begin to move progressively with education reforms the No Child Left Behind Act imposed by former President George W. Bush left five years of reauthorization overdue. States have been lowering their standards in classrooms by punishing failure over success and fitting everyone into a one-size-fits-all deal. While President Obama has issued a blueprint, Reform of the Elementary and Secondary Education Act, for his incentive Congress has yet to act upon it leaving schools flexible with the law. Passing the law would then set a higher standard for high schools to achieve college readiness and careers. For states to receive that flexibility they must reward and recognize those states that make exceptionally well performance and gains while also tending to those who need help in the lowest performing schools. Under the new law states will develop and propose new plans to help improve outcomes for those groups who pose a threat in a large educational gap. Unlike the one-size-fits -all deal left from the NCLB Act states and districts can improve strategies and resources that will meet the need for student performance. Issuing more reforms for education includes the president calling for improvements to help students gain interest in math, science, engineering and technology. The Obama Administration has reached several successful STEM initiatives that includes combining it with Race to the Top and investing into the Innovation Fund while also implementing new STEM educators called Teacher Corps to further progress students in the path of a successful career. The Teacher Corps will start with a basis of 50 teachers among 50 sites and expand to 10,000 teachers over the next four years. The Obama Administration will launch the Teacher Corps with $1 billion allocated from the President’s 2013 budget request currently before Congress. Along with the President’s education reforms, the Education Amendments Act of 1972 authorized the Secretary of Health, Education, and Welfare to improve postsecondary education opportunities that include providing assistance to educational institutions and agencies for a broad range of reforms and innovations. The role of the bureaucracy has been otherwise noted a major debate in shaping educational performance. Proponents argue that large educational bureaucracies have contributed to shortfalls in performance in America’s public schools. Others view it as beneficial because they manage a wide range of problems that make it easier for teachers to focus on the core of teaching. The federal government totaled an amount of $141 billion on education in the 2014 fiscal year. While calculating that number is challenging, federal programs that are administered by the U.S. Department of Education appear in two separate parts of the budget and other agencies have administered large programs as well. Further measuring spending is not a straightforward deal and the government provides subsidies towards higher education in the form of tax benefits. The $141 billion figure includes annual appropriation for the U.S. Dept. of Education, spending for the department’s annual appropriations that are not subject (i.e. mandatory spending), school meal programs, the Head Start program, revenue and spending on education tax benefits for individuals and military and veterans education benefits. Since the federal government spent a total of $3.5 trillion in the 2013 fiscal year which means the $141 billion spent accounts for 4 percent of the entire federal budget. (Sources: New America Foundation; U.S. Departments of Education, Health and Human Services, Agriculture, Defense, Veterans Afffairs, White House Office of Management and Budget; Congressional Budget Office.) According to the Heritage Foundation, a conservative policy research organization and interest group, a budget presented by House Budget Committee chairmen Paul Ryan (R—Wis.) would provide $74 billion on education spending, training, employment, and social services. The Ryan budget seeks to â€Å"remove regulatory barriers to higher education that act to restrict flexibility and innovative teaching, particularly as it relates to non-traditional models such as online coursework.† Policymakers who support to enable states to have more control over college costs and futures should implement the budget. Just last year Congressman Jared Polis (D-CO) and Senators Mark Udall (D-CO) and Michael Bennet (D-CO) introduced the â€Å"Growth to Excellence Act† that would include rigorous college-and-career ready standards. A bill that would surely receive support from educational advocates. The bill is sure to represent a strong step towards providing students in America with outstanding education that will bring a forefront to the future of these individuals. According to the Council on Foreign Relations, the United States fails to educate students and prepare them for the future to come which leaves critical time for officials to address the situation. Statistics include: A recent report by ACT, a non-profit testing organization, found that only 22 percent of U.S. high school students met â€Å"college ready† standards in all of their core subjects; figures even lower for African Americans and Hispanics. The College Board reported that even among college-bound seniors, only 43 percent met college-ready standards, meaning that more college students need to take remedial courses. While according to U.S. News and World Report, nationwide the number of high school graduates is expected to grow 10 percent in the next 10 years. The northeastern states will experience declines in growth, while high school grads will grow by 24 percent in Texas and Florida. According to the Lawlor Group, trends such as demography, the power of perception, and measurement determine aspects of higher education as seen below: College enrollments will shrink from 38% to 10% over the next 8 years. High school graduates will decrease in all but 18 states in 2019. Mostly in the South you will see an increase. Most students tend to attend a college with less than $11,100 in tuition fees and think it should cost no more than $20,000. (Sources: NCES, College Board, Gallup, Federal Student Aid, Harvard Institute of Politics.) The future of American education is critical to students and individuals who want to maintain a college education. The path of every student along with a sustainable approach would benefit the economy as well. Proposed solutions such as Race to the Top, revisions of the No Child Left Behind act and the STEM program would help to further alleviate the problems posed to higher education. Of course with solutions comes fiscal responsibilities which would introduce a need for a new education budget that would most likely benefit the future of American students. A time for reform is now and policies should be implemented as soon as possible to ensure the livelihood of students and their path to a successful life.

Positive and Negative Publicity Strategies

Positive and Negative Publicity Strategies In todays world, image and reputation of a business is critically significant than past due to increased market competition and also, with developed technologies, the consumers can be more easily evaluate to particular brand of product or organization. Therefore, it is essential that businesses and organizations have understanding of the effective and strategy public relation for healthy and positive new development. Successful public relation can be give to organization as a good image, and thus publicity is significant role in terms of successful public relation. Because, publicity can be helps gain public awareness and build relationship between products and consumers. The publicity can be defined in many interpretations. Yet, according to Yale (1991:2), publicity involves supplying information that is factual, interesting, and newsworthy to media not controlled by you, such as radio, television, magazines, newspapers, and trade journals. It can be both positive and negative to ones business or organization and thus, it is significant to be aware of what strategies can support to either improve as a positive or reduce a negative way, rather than just simply analysis how they are addressed. Due to organization crises frequently result in negative publicity, threatening the image of the company, the company should have an effective tactics for reduce the impact (Dean, 2004). Furthermore, organization need to try achieve positive publicity for enhance their healthy image and reputation for a successful within market competition. As a result, crisis management is mostly important tactic, which could be positive publicity or an overcome in a negative wa y, and once overcome in a negative way; publicity has essentially support public relation endeavors. In this essay will look at both in positive and negative publicity and explain the strategies which can assist both. Also, it will examine two cases (Johnson Johnson and Toyota) of negative publicity, how they reacted to reduce impacts and which crises management can be support. Strategic positive publicity tips Positive publicity is a main issue when organizing new event or product because it allows to company send a message out to wider audience in effective way, rather than reach the message personally. In a further extend, it is normally acknowledged to be more credible and more influential than company-controlled communications (Wragg, 1981). In this sense, therefore, it is vital to know which strategies can be support to maintain positive publicity. Firstly, organization has to become familiar with the wide range of publicity tools available with them (Wragg, 1981). It can be feature articles, news releases, interviews, press conferences and special events. Besides, these days people more familiar with online sources such as online news reports, blog posts, Facebook updates, YouTube videos and Twitter entries. For instance, good news may spread to wider audience via online sources and its may potentially create healthy public image (Lawrence, 2010). Therefore, select effective publicity tool is most important point that can be achieve positive publicity. In addition, the media can be an effective publicity tool if it is used correct for building healthy image between an organization and the community. As noted by Wragg (1981:17), the media is one of the main avenuesà ¢Ã¢â€š ¬Ã‚ ¦value of the media in influencing or bringing a message to the notice of the greatest number of people in the shortest time. With developed technologies, most of consumers are able to interact with at least one source of media tool and thus, using effective media is opportunities organization to communicate with consumers. For instance, consumer may evaluate what the organization say and what they do via growth of media. Secondly, organization needs to develop making a publicity plan for presenting their message to the public via the media. As mentioned by Yale (1991:13), with a good publicity planning will help the organizations come out ahead in the competition for space in publications and air time. In a further extend, the organizations can get a lot of coverage for free if it is done correctly and sent to targeted media (Yale, 1991). Effective publicity plan can be including as determine goal of event or product and also decide what message send to public. It may create public awareness that the event or product, build a stronger reputation within ones community or simply to introduce organization to the media and public (Hashemi, 2008). After knowing organizations goal, it enables to determine right target audiences which deliver the message to people who will be interest the message (Hashemi, 2008). Therefore, effective publicity plan is most important strategic for maintain positive publicity , and its lead to good image of ones business. As a result positive publicity can be establish and maintain goodwill and mutual understanding between organization and its publics (Hasek, 2001). In other words, effective publicity supports public relation as successfully. Make lower and prevent negative publicity Look at the reality; it is really obvious, that one little mistake, rumor or gossip can make a serious damage ones business image even though the company is a market leader. This can be regarded as negative publicity. According to Parvesh (2007), negative publicity is the adverse publicity that an organization may incur due to a particular reason, which may lead to potentially disastrous consequences. Like this, negative publicity has the possible to injury corporate image and reputation. this is due to its high credibility as well as the negativity effect, a tendency for negative information to be weighted more than positive information in the evaluation of people, objects, and ideas (Mizerski, 1982 cited by Dean, 2004:193. Because the media has a preference for reporting bad news (Dennis Merrill, 1996), thus companies are more likely to receive bad press rather than positive press. Furthermore, blog, online forum and talk radio and uncontrolled media, it is easier than past, to da mage organization image and reputation (Jenness, 2002). Therefore, It is compulsory know that how to organization can diminish the negative publicity, and get better their image in the public. According to Jenness (2002),negative publicity can be the result of a mishandled crisis. In a further extend, negative publicity is often occurs due to wrong response from the crisis. Perrier, for example, Perrier was unable to overcome negative publicity when top management hesitated in the crisis-solved process. Traces of benzene were found in the companys bottled water in 1990, however top management reassured the public that it was necessary to recall contaminated bottles only in North America. The crisis continued when scientists found benzene in bottled water being sold in Europe (Broom, Center Cutlip, 2000:128). Finally, media discovered, and reported, that benzene-tainted product had been sold all over the world for months. The media questioned Perriers integrity and concern for public safety, and the company lost its dominant position in the market place; it has been unable to rebuild its reputation due to mishandled the crisis (Jenness,2002). This may suggest that effectiv e crisis management is necessary for a reduce damage organization image or reputation. Effective crisis management can be regarded as careful planning, research and training, which can be overcome negative publicity. As Perrier crisis publicity suggests that, consumers need honest answer and they need them fast. Therefore, the company should have good crisis planning for deal with negative publicity. The plan can be include recall the all the products and make an apology to public. Moreover, Berger, Sorensen and Rasmussen (2003:23) suggest that dedicate a team to keep a sharp eye on all fronts, including the Internet which involves blog, online forum and search engine ranking. This can be excellent strategy for prevent from negative publicity. For instance, negative movie review on the magazine or online forum, it may badly influence to the movie itself and also production company, because it leads to lose consumers attention and also possibly to decrease sale a movie ticket. Like this, company need keep look at any comments or developments that might turn ugly. Although it can never be all-encompassing, its better to be aware of possibilities than being caught unawares (Berger et al, 2003:32). Develop Optimal Communication Plan In addition, it is necessary develop optimal communication strategy for reduce negative publicity. For reduce negative publicity, the company may training about how to communicate with the media press and the public about the crisis that is happening. As noted by Dean (2004) has developed a classification of communication strategies that can be employed during a crisis event to manage the image of the affected organization. The company need well prepared communication plan for interview or presentation that open communicate with public in order to protect organization image by negative publicity. In addition, communicate in web-site or informal networking can be useful tool for present information as effectively. Word-of-mouth, for example, it can be powerful tool for positive publicity or negative publicity, yet generally assumes that negative word-of-mouth should hurt product success (Berger et al, 2003:26). Therefore, the company need develop word-of mouth communication in order t o quash rumor or gossip and make consumers more aware or encourage the product or event. As a result, careful planning, research, and training can lessen negative publicity and can assist companies control crises. Is Negative Publicity Can being a Good Thing? On the other side, according to Berger et al (2003:33), though negative publicity can definitely hurt sales in some cases, in others, negative may actually be positive. In a further extend, even though negative publicity can be damage organization image or reputation, it may occurs positive effect in some case if the negative image can assist to increase public attention, overwhelming the negative influences . It suggests that, because negative publicity can increase product awareness and accessibility; it can sometimes have a positive influence on product choice and sales (Berger et al, 2007:3). Due to number of brands are in market place, it is important that get a consumers awareness in order to successful business. Informal media or word-of-mouth, for instance, even though they are presents the products or event as badly, consumers may more inform of their particular product or event. Moreover, Berge (1990:25) mentioned that a wine described as redolent of stinky socks, saw its s ales increase by five percentages after it was reviewed by a prominent wine website. Also, indirect negative publicity can be positive in terms of sales. For example, when Britney Spears represented as issue maker via media, such as hit to paparazzi, over binge problem, her new album Circus actually more increased sales, because the articles also mentioned her new album, and thus direct positive publicity (Berger et al, 2007:15). Like this, these examples show that negative publicity can be a good thing in some case. In addition, after effectively overcome and control the negative organization image and reputation, the organization can regain the consumers trust. In other words, after found lots of problems from the public, as negative publicity, the organization may use them as feedback in order to rebuild their positive image. It may take a long time, however, with resolved negative image, the organization potentially get a public attention. Two cases of organization crisis As a mentioned above, when organization crisis and its damage by negative publicity, It is important figure out what actually happened, how the negative publicity that affect the organization and how to manage in order to solve the crisis. In this part will look at two different examples, Johnson Johnson of Tylenol and Toyota Recall, which used different ways to manage the emergency situations and have different public opinions. Johnson Johnson of Tylenol Scandal In 1981, Chicago, U.S.A, seven customers who took Tylenol died of injected poison. In this tragedy, Johnson Johnson lost their image as market leader and also huge damage corporate reputation. This suggests that they might have had no choice without to give up the brand of Tylenol. Tylenol was the top-selling product by Johnson Johnson. Yet, after the crisis, according to Kaplan (1998), the publicity about the cyanide laced capsules directly caused a nationwide panic and also the company found itself in a real dilemma. Also, many people said that Tylenol as a brand could no longer survive in market place. Moreover, the media interpreted the issue as badly. Therefore, these poisonings made it compulsory for Johnson Johnson to launch a public relations strategy immediately, in order to save the reliability of both their product and corporation as a whole (Kaplan,1998). Toyota Recall Crisis Toyota was play a dominant role in the developing automatic in the world, with high-quality and high technology lead to Toyotas high credit in market place. They are reached the best seller between within all vehicles company, and also build good reputation during last 40 years (Edmund, 2010). It suggests that Toyota be covered in media as positively, and its lead to maintain their good image for a long period. Though, recently the negative publicity around the Toyota company as fast and quick due to acceleration problem. Toyota got a lot of complains about the acceleration and they eventually has recalled eight million vehicles worldwide, including a total of six million in the U.S., because of acceleration problems. Consumers may keep away from Toyota brand because they might be thinking that Toyota is not safe and reliable anymore. Like this, the company suffers from the very serious credit crisis, as noted by Horrel (2010), the long-term loss of reputation could be the real knock out punch for Toyota. After that, it seriously damaged Toyotas high-quality image in the public. Different reaction between Johnson Johnson and Toyota The first different between two companies is how honestly they react from the crisis. According to Dean (2004), Johnson Johnson handled a disastrous crisis amazingly well in 1982 and the companys reaction remains as a model for effective media relations. They let customers know about this awful incident via the media instead of concealing the fact. Contrary, even though Toyota already found the problem early time, they denial for the reputation and conceal the problem, which do not take any responsibility of the issue. Therefore, the public view began to turn away from Toyota (Horrel, 2010). In addition, another different point between two companies is that how actively the take action toward the crisis. After cyanide was discovered in some capsules of Tylenol, a product used by an estimated 100 million people, Johnson Johnson decided to cooperate fully with the media. It immediately announced a recall of all Tylenol packages in both U.S. and foreign markets. They decide not use the all the recalled products even though after results proved that there was no problem in the manufacturing procedure (Kaplan, 1998). However, even Toyota recalled a mounts of vehicles in 2009, the problem still existing and recall increased occurs. Eventually, on January, 2010, Toyota decide stop to producing the recalled model. Their reputation gets serious damage at the same time. The last thing which different between two companies is that lack of sincerity to customers. Tylenol put lots of endeavor into regain trust of the public. The companys decisions, which were based on the business principle of being socially responsible, earned Johnson Johnson praise from the media. According to Dean (2004:197) the company received additional positive press coverage when it subsequently introduced its new tamper-resistant packaging. Although not being able to control media coverage of the situation, Johnson Johnson was able to gain positive publicity because the company had an open communication plan and knew what to do during a crisis (Kaplan, 1998). Therefore, Johnson Johnson got a good image, which involves the company considers customers safety, and quickly recovered their reputation in an effective way. On the other side, Toyota still struggling with the crisis and respond to lessen impact with the CEOs apologies to the public, the purpose is reducing the negat ive publicity as much as possible. Yet, it seems to be hard to rebuild their reputation as before. As like, determination that a firms actions or inactions are directly responsible for a tragic event is likely to severely affect consumer regard for the organization (Dean, 2004:201). As a result, two cases show that crisis can be huge damage to organization image, yet, with well-organized strategy, the crisis could be solved and rebuild the positive reputation. To conclude, publicity can be assist organization image and reputation either as positively or as negatively. Therefore, it is important to understand the strategies that can be employed to assist both. By understanding of them, the organization can be maintain positive publicity for develop their healthy image, on the other side; they also enable to make lower negative publicity in order to reduce and prevent organization image. As mentioned above, two cases (Johnson Johnson and Toyota) shows that how the negative publicity has affected the organization in terms of image and reputation. Especially, when organization is in a crisis, it would be help to rebuild good image if they using publicity as effectively. As a result, publicity has essentially supported public relations endeavors, because publicity allows achieving public awareness and building relationship between products and consumers. Therefore, once organization uses positive strategies in order to gain a good image, it ca n be actually supported public relation in effective way.

First Draft :: Creative Writing Essays

First Draft =========== This poem is based in the 19th century. There are three main characters in the story. Cousin Kate, Cottage maiden and the Lord. The title of this poem is self-explanatory. As you can tell the poem is based on a character called cousin Kate. As she is the main character in the poem, the whole poem revolves around her. The poem is based on Triangular Conflict, which means that there is a conflict between three people. The poem basically tells us about 19th century life and peoples attitudes towards unlawful relationships. The poem tells us about a cottage maiden who had an affair with a Lord. She looses her virginity to him, and then regrets the whole ordeal. In the 19th century if you were not known as pure, then fellow friends and family would reject you. It was seen to be unclean and impure if you were to have sex before marriage. Men would then look down on you in disgust, as would friends and family. The poem demonstrates how a man can love a woman, then throw her away and move onto another as he pleases, and because he was a lord the cottage maiden could not say a thing. This brings into light the difference between higher and lower class people. If the cottage maiden had said anything, people would not believe her and would turn a blind eye to her, and to her accusations. Stanza 1 portrays the introduction to the poem. The issues raised in these two stanzas show that she was 'lured' by the lord. This tells us that he dragged her in like an animal luring its prey, waiting to attack its victim. At the beginning of stanza 1 it tells us that she is happy with her life. According to the introduction she works on a cottage and is happy with her life. According to this she is 'contented' her mates. She is happy with her friends and is all together happy with her life. She then goes on to say "why did a great lord find me out". This tells us that out of all the workers, or all the girls the lord knows, the cottage maiden was chosen. The start of the poem is written in first person narrative and carries on like that throughout the poem. The structure of this stanza is written in first person narrative, this means it was written from her point of view, and shows her feelings and no one else. The language used is very early 19th-20th century; it gives the impression of happiness leading to sadness.

Free Essays - Breaking Kates Spirit in Taming of the Shrew :: Taming Shrew Essays

Breaking Kate's Spirit in Taming of the Shrew In the play Taming of the Shrew, a man named Petruchio attempts to tame a mean spirited woman named Kate. Much to Kate's chagrin Petruchio convinces her father that Kate loves him so they will now be married. Through several maneuvers to try and squash Kate's pride, Petruchio is met with strong resistance at first when he finds she can equal him in verbal back and forth. The fact that Petruchio could match Kate surprises her as well. Eventually, Kate sarcastically gives in with her speech about the sun and moon on the way to her sister's wedding. Finally after all his calculating moves throughout Petruchio successfully breaks Kate's spirit which is evident in her final speech. Petruchio undertakes to woo Kate before he has met her. He decides to recommend himself to her father as the dominant male that could tame her: "And so she yields to me. For I am rough and woo not like a babe."(II.I.136-137) Petruchio reports to Baptista that it is a match. Conclusively, he refuses any further discussion of the matter. If Petruchio were to speak more of the truth then his strategy to woo Kate may be revealed. His domineering attitude has limited Kate to express her thoughts of the situation. From the moment Petruchio sets foot in her room, Kate is most abrasive towards him. Kate makes an effort to assert her dominance by developing a shrewish attitude. They engage in a lengthy verbal duel with elaborate puns. "If be waspish, best beware my sting."(II.I.209) Kate's puns are generally insulting or threatening, but Petruchio twists them into sexual innuendo. His persistence in breaking her spirit causes Kate to become more conniving. Petruchio has employed a hawking metaphor to describe how he has begun his reign over Kate. "My falcon now is sharp and passing empty. And till she stoop she must not be full-gorg'd, for then she never looks up her lure. Another way I have to man my haggard, To make her come, and know her keeper's call, That is, to watch her, as we watch these kites That bate and beat, and will not be obedient.

How the organization should select, recruit, train Essay

SUMMARY The following report consists of a guide on how the organization should select, recruit, train and make the most out of the new HR mangers. In addition, it is composed of an introductory program welcoming the graduating managers, takes into account the training needs and methods and the monitoring of employee performance to judge whether or not employees are satisfied and know the goals of the organisation. Furthermore, the career development allows for the opportunity for managers to revaluate their self-confidence, as well as career paths for an improved future for employees. Finally, we will talk about strategic management and the methods of consistency for employee development and the techniques managers need to know. By utilizing these procedures the company will facilitate the training of the new managers. INTRODUCTION In a growing number of organisations human resources are now viewed as a source of competitive advantage. Even the public sector has gradually moved from rules and regulations based HRM approach to a more values-based approach, which understandably has resulted in increased focus on accountability. There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organisational cultures, management processes and systems. This is in contrast to the traditional emphasis on transferable resources such as equipment. Human Resource Management (HRM) is concerned with the acquisition, development, utilisation and accommodation of human resources by organisations. Increasingly it is being recognised that competitive advantage can be obtained with a high quality workforce that enables organisations to compete on the basis of market responsiveness, product and service quality, differentiated products and technological innovation. The new HR managerial positions aim to complete these needs and achieve high consistency of the HR practices that are vital for the organization. 1. HRM-AN IMPORTANT ASPECT Firstly, it has to be buried in mind that HRM is a very important function within the organization. An effective implementation of HR procedures means a good investment in both the employees and the managers, line and senior ones. Human Resources is a key element for the organization and through the effective implementation of the procedures that will be carried out through a certain strategy, the organization actually achieves its objectives and becomes more devoted to quality and improvement. By following these procedures the organization can gain more loyalty, dedication and flexibility, and in the same time employees, due to this commitment, can broaden their learning horizons and feel more need for improvement. HRM is the key to the future, when effective and continuously improving people will have been considered as an organization’s main competitive advantage. It is the group of procedures and activities that bring the right person in the right place. The new HR managers have to be selected and trained in the best way possible. Their decisions and actions in the future will play a big role in the company’s future development. 2. SELECTION- RECRUITMENT TECHNIQUES Making the new managers more HR consistent implies that the managers have the proper skills for this job and can achieve the organization’s objectives. A whole new selection technique should be carried away and adjusted to the HR needs of the company. This means that the factors affecting which of the candidates will be selected and recruited, will consist of the vital HR procedures and activities The new candidates should be aware of all the skills that are required, but also should know every detail of what the job of the HR manager involves. 2.1 Job profile Through an effective job analysis the organization could avoid extra costs for re- advertising the positions, re-training costs and could reduce labor turnover. The job description should include all the skills, the abilities and the knowledge that are required for the managerial positions. It has to be made clear that the new vacancies that the company offers include clearly HR procedures and the knowledge of HRM theory and extended aspects of HRM is crucial. The new vacancies aim to give solutions to problems related to the staff of the company. This implies that the skills involved in the new vacancies include team working and development. To obtain a reliable job description, the company could ask some HR experts, which are members of the organization, to create a job analysis that will include all the above elements. The job description should include the title HRM manager and as said before, it should also include the main HR tasks. 2.2 Person specifications Labor turnover could be reduced in low levels with a clear person specification. The job advertisement should consist of demanding HRM skills and more specifically skills that are related to team working, socialization, influence over others; intellectual capacity and smart way of talking. It should also include information about the company, its environment, its culture and some compare with competitors. The vacancy should be advertised through means such as newspapers and agents, but more importantly the organization should approach universities and colleges and advertise the vacancy there. The new managers should have a high level of education and be specialized in HRM. Obtaining references for the new managers could be limited to university sources. The course plan that the graduates have followed should be parallel to the job demands. The application form is an element that should be carefully designed for the specific demands of the new HRM vacancies. It is the first step in identifying who your most suitable candidates are and what skills each one holds. It should contain fields about education qualifications, with specific reference to modules that the graduates have attended. Some questions about physical condition in comparison to some tests for drugs and health condition will be desirable. 2.3 Interview plan When the selection process has been completed and it is clear which of the candidates qualify the basic demands, the next important step is the interview. The whole process should be designed very carefully and in a way that will make it more reliable. The interview is the organization’s first approach to the candidate. This interpersonal exchange of information allows not only the candidate become more familiar with the organization and its objectives, but also the organization itself with the candidate. The flow of information from both sides has as a result a precise evaluation of both parties. The steps that follow comprise the essential structure of the interview. Step 1 Get prepared for the interview. Find the right place and make sure it is comfortable and friendly, so that the interviewed will be feeling relaxed and outgoing. Distinguish who the interviewees will be and provide them with information regarding the interview plan and a description of how the process should be completed. A panel interview is suggested as the most reliable one. The interviewing team can consist of up to 10 people, but the process should be approached carefully or else the candidate may feel uncomfortably when being bombarded by questions from 10 people one after another. There may be also a clerk to take notes and an equal opportunities adviser to ensure that all procedures are followed. The interview team can be separated and complete 2 interviews per candidate, to ensure that there is absolute agreement between the interviewers. Before the interview begins all the relevant documents, especially the application form of the candidate should be read carefully and some bullet points can be made for each candidate. This way when the candidate will be interviewed the interviewee can bring in mind some skills of the first and can make additional questions. The nature of the measurement of the candidate should be agreed before the interview. This can be carried out by a points system based on how closely the candidate meets the skills that were stated in the job description. Step 2 After the preparation the interview can be opened. Opening is a very important part. It sets the tone of the interview process. Before the interviewee starts with the questions, a short introduction of the staff and the company should be made for the ice to brake and the candidate to feel more comfortable. A very important element of the interview is listening. Apart from the introduction and the questions, the candidate is doing most of the talking. The interviewees should let the candidate talk as much as possible so that they can draw a better picture of them. It is crucial that the candidates are asked for HRM skills. Moreover some key questions relating to HRM theory could be a good aspect of evaluation. An example of question would be how the candidate perceives the concept of HRM. Another one would be on how they believe that staff can be improved and leaded effectively. There are some key points that should be carefully treated during the interview. First, the interview should be structured and it has to be made clear what it is trying to elicit. The organization needs 10 new graduates for managerial positions in HR functions. This has to be buried in the mind of the interviewees and should make them evaluate the candidates according to their HR skills. The questions should be agreed before the opening of the interview and they should be prompted and followed-up through a controlled procedure. Finally, it has to be examined that all the measures of the Equal Opportunities Act have been addressed. It is crucial for the organization not to neglect the law. Equal opportunities should be given to all candidates irrelevant to ethnic group, sex or religion. The new managers can be trained only by people who respect laws and do not make discriminations. Both the Race relations Act of 1976 and the Sex Discrimination Act of 1975 should be taken into account. Step 3 The final stage of the interview plan involves the summation of the data and the closing of the whole process. The organization should give the opportunity to the candidate to ask some questions. This way it can be made clear if the candidate is really interested for the vacancy and in combination with the recorded data a clear and precise evaluation can be made. A lot of attention should be given in the recording of the data. The important issues discussed should be taken down into paper and some notes about the behavior of the candidate during the interview, can be complementarily made. Above it is mentioned that there will be 2 different groups of interviewees that will question the candidate. The first group will be the one to ask the candidates about their skills and questions related to the application form. The second group will test the candidate in a workplace simulation. During this procedure the candidates will have a brief group meeting, where they will be tested in a case study situation. The candidates will be assessed The organization should follow these steps in selecting the appropriate candidates. As mentioned again right people in the right place is the key function of HRM. Introduction is a crucial point in the selection and recruitment process. If this process is effective and the evaluation is 100% reliable there will be no need for staff turnovers and moreover the organization will have found the most suitable people for the new managerial positions. 3. INDUCTION PROGRAMME After the selection procedure is finished and the new managers have been selected, a series of training and development techniques should be implemented so that the organization will meet the demands of HR which are characterized by lack of consistency. The induction programme is a key aspect of the Human Resource Department. Primarily, it is the first time the new manager and the organisation come in contact after the relationship of employer and employee is established. Before the actual training program, the induction process should ease the arrival of the new manager by being supportive of their needs, well structure and last but not least co-ordinated. The aim of the induction process is to familiarise the inexperienced manager with the organisation and its surroundings. Therefore, their anxiety of entering the new organisation is dispelled as fast as possible. Likewise, this process assists in inducing the organisation culture. This principal operation is not only critical for managers working for the first time but also for employees with prior experience. In addition, after this process has been successfully completed, it will help the managers in associating them with their colleagues and superiors. All personnel want to feel acceptance by the colleagues. Additionally our induction programme will be consequential in bringing about sufficient teamwork. Consequently, a system of communication exists in the environment. In order for the company to obtain less disruption amongst its new managers and the existing employees, they should be fully and functionally integrated in the company and their own department. It also makes the manager comfortable at another level. By touring the premises, the prospecting managers are facilitated by knowing about various departments and their location. It will state to them the do’s and don’ts of the organisation. It will show them where the canteen is and where the cloak is. It is at this stage of the welcoming process that training specialists come in hand. Their responsibility is to plan, organise, and direct a wide range of training activities. Trainers conduct orientation sessions and arrange on-the-job training for new employees. Planning and program development is an important part of the training specialist’s job. In order to identify and assess training needs within the firm, trainers may confer with managers and supervisors or conduct surveys. They also periodically evaluate training effectiveness. A brief outline of the company’s history should be included as a supplementary guide in directing them to the set of values and mission statement of the company. They inform them about the range of products and their functions (including a demonstration) as well as a brief summary of the organisation’s main suppliers and target customers. By introducing the new managers to the firm’s handbook, they will learn about the benefits, plans concerning holidays and sickness and the company’s rules, disciplinary procedures and the payment of wages. During the course of the induction programme, emphasis should be placed on both individual and group training. Each new manager should be aware of how of how to handle circumstances that require problem solving. They should be proficient in either acting alone or as part of a group. Another component of the induction programme should be that the aspiring managers are well equipped with a computer program, which the organisation will provide immediate feedback to any problems that may arise, so as to generate communication for managers both with their employees and superior managers. They should possess both simple skills (the application of spreadsheets) and complex skills (functioning of pilot simulations). In conclusion, they should also occupy the skills for electronic learning. This may involve interactive Internet-based training, multimedia programs, distance learning, satellite training, videos and other computer-aided instructional technologies, simulators, conferences, and workshops. 4. TRAINING Having successfully accomplished the induction programme the determined managers should head to the training program. Training is fundamental to the selection process in judging whether or not your managers are capable in their positions. Training and development managers as well as specialists should conduct and supervise training and development programs for all its incoming employees. Increasingly, our management should recognise that training offers a way of developing skills, enhancing productivity and quality of work, and building loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons for its growing importance. Other factors include the complexity of the work environment, the rapid pace of organisational and technological change, and the growing number of jobs in fields that constantly generate new knowledge. In addition, advances in learning theory have provided insights into how adults learn, and how training can be organised most effectively for them. Each and every one of the ten managerial graduates should appreciate the fact that training helps rank-and-file workers, by discovering which individual is most specialised for each job and division. Furthermore, training simplifies this process by placing all trainees in every single job to analyse which individual is most suited for each job. What is more, it maintains and improves their job skills (they may set up individualised training plans to strengthen an employee’s existing skills or even teach new ones) and possibly prepares them for jobs requiring greater skills. Training methods include on-the-job training (such as the program for the current training method). Schools, in which shop, conditions are duplicated for trainees prior to putting them on the shop floor, hence providing for them enhanced situations. Taking that into consideration, the managers will also recognise that superior quality, swift productivity and the minimisation of labour costs due to the fact that the specialised person for any job will produce output at a faster rate and therefore more will have been produced at a lower cost. Some companies have set up leadership or executive development programs among employees in lower level positions. These programs are designed to develop potential and current executives to replace those retiring. Trainers also lead programs to assist employees with transitions due to mergers and acquisitions, as well as technological changes. Managers should be taught how to be more open-minded and should be social and friendlier towards their employees. So that in turn, the employees will feel closer towards the company and especially their managers. This way, employees will be able to express their problems in a clear manner to their managers. In addition, managers should offer their help and advice to employees so that they will equally feel more satisfied and more importantly feel equal to their managers and all other staff. By helping one another the employees will feel as though they play a fundamental role in achieving the company’s objectives. Moreover, they will feel more content and thus more focused on performing their best. Therefore, maximum output by each employee will be achieved. The training process that should be carried out for your new managers is that upon selecting them they should be placed in a room to watch a specified videotape presenting them with the Human Resource basics. Moving along, they should attend lectures and take an active part in seminars. Both of these steps will need an inspired speaker in order to keep them concentrated and focused on their roles. An improved technique in communicating with the managers in these lectures and seminars are visual aids such as videotapes and slides. However, for the process to be complete and moreover essential, the company should encourage their inexperienced managers to ask questions so that they can fully comprehend the information represented to them and feel adjusted in the company. Then they should be taken inside the corporation and to put their recently acquired to practice by observing real working procedures and more significantly take part in talking to the employees themselves and sharing the wealth of experience and knowledge they have. On a final note, they can also help them with obstacles they may have in their duties. From this whole experience, they will learn that the aspects of Human Resource Management are to work effectively as a team and to treat employees fairly. A recommended form of training is role-play where individuals act out a role with others in the group. This process is especially beneficial to the instruction of the managers as they can recognise most of what they have done. More relevantly, it will be highly practical in the course of the training. Another aspect of role-playing is that managers may further develop their inter-personal skills and will associate more with their colleagues and feel more open towards each other. 5. PERFORMANCE MANAGEMENT Performance Management is a systematic and data-oriented approach to managing people at work that relies on positive reinforcement as the major way to maximise performance. Performance management is necessary for the success of any type of corporation due to the fact that it takes into account the talent, knowledge and skills of its managers-and then helps them improve their qualities. It is intended for anyone who manages the performance of others. Whether you are a first-time work leader or an experienced supervisor, manager, program director or department chair, performance management will provide your company with useful information with respect to the managers’ conditions. For performance managers, this changing environment offers many new challenges and opportunities. Performance managers and their employees are increasingly being asked to become generalists who step outside of traditional narrowly defined job descriptions in support of team objectives and goals. These changes are resulting in the development of new approaches to human resource management. The performance management process provides an opportunity for the employee and performance manager to discuss development goals and jointly create a plan for achieving those goals. There are a couple of steps that managers must learn to keep staff orientated and what is more, to stay thriving, be profitable and have linkages to customer engagement. In the first place, you must identify the employee’s individual strengths. You must position that individual to perform a role that capitalises on these strengths. When we refer to â€Å"strengths† we are referring to a person’s ability to provide consistent, near-perfect performance in a given activity. We believe that, when selecting employees, companies have spent far too much time and money focusing on the skills and knowledge of employees and not nearly enough on their talents, which are the basis of strength and success. You must find a way to engage these talented employees. Again, there are many ways to do this for instance by paying them more, provide more generous benefits, but these are low-character solutions. The only way to engage talented employees successfully is to select and develop remarkable managers. Grand managers can select the best people, set accurate expectations for them, motivate them, and develop them. Companies that are unable to create this kind of environment will loose not only in terms unsatisfied employees but equally, sales and their customer base. They will loose more talented people than they keep. They will miscast, over-promote, undervalue, and otherwise misuse those talented employees who do stay. Lacking talented people in the right roles, these companies will have to revert to less robust routes to performance. Pressed by high character competition, these routes will serve these companies poorly. In the end, lacking great managers to keep it on the right path, these companies will loose. So, in order to avoid becoming one of these companies the organisation must rely on managerial excellence in finding talent and the human resource department in selecting the right managers for this part. Apart from those benefits, it also allows for discussion about job performance (the new managers should conduct an annual performance evaluation) with the employee and provides feedback on strengths and improvements needed. Development plans should contribute to organisational goals and the professional growth of the employee. The performance management process begins with analysis and description of the job. The performance manager identifies essential functions in the job description and the strategic mission and goals of the department or organisational unit. Standards of minimum acceptable performance are developed for the position with the employee. Additionally, standards for performance, which exceeds expectations, may be set to encourage the employee to strive for even better results. Performance should be evaluated based on changes over a period of time. The new organisational theory emphasises a focus on decision-making and accountability at the level where the work is done, the graduates should be qualified in making sound decisions and be liable for their own actions. Similarly, the organisation should develop a service culture that rewards team performance, and the integration of its operations should exist so that communication between departments is accelerated. A proposed performance management system helps in monitoring and documenting employee performance and provides opportunities to develop or enhance employee performance. We would like to state that in order to adhere to the firm’s mission statement and its objectives, the new managers should be instructed upon the use of disciple amongst employees. Managers should be aware of the fact that appraisals should be objective, quantitative and outcome-oriented assessments, which will, in sequence, assist the employee to develop and provide mentoring, coaching, and constructive feedback. Most managers like to think that if they are effective, they will not have to discipline employees. Unfortunately, the need to do so does crop up. The primary reason for knowing how to discipline employees is to enable the manager to quickly stop undesirable employee behaviour and guide employee work patterns back within acceptable norms. Discipline is also important for several secondary reasons. One secondary reason for disciplining is that discipline problems do not correct themselves. When discipline problems are ignored they tend to get worse rather than better. Another secondary reason for terminating behaviour problems is that they invariably lead to other problems which are potentially more dangerous to the manager. These other problems include morale problems, performance problems, control problems, and even other discipline problems. On the other hand, an effective manager who solves discipline problems starts a different cycle. The benefits to the manager are in the form of good morale, performance and control, and thus recognition from higher levels for a job well done. This manager will get the next available promotion. In closing, an annual or periodic HRM audit check will allow a firm to proactively identify and correct employment-related problems before they reach a critical stage of paralyzing the firm’s business operations. 6. CAREER DEVELOPMENT When people lose sight of their career goals, they often lose confidence in their own ability and commitment to their manager. In turn, the newly acquired graduates should be competent in dealing with their employees and knowing how to evolve their career prospects and how to comfort them and reassure them that they can actualise their careers according to their individual talents and dreams. It is due to these principles that career development is another mandatory aspect of our departments to teach the new managers. There have been a number of significant changes in the field of management development over the last decade. Organisational structures have become flatter and management development needs have consequently changed. Career development is currently focused on being highly responsive to the changing needs of the organisation, as well as those of the individual. Similarly, the needs of managers in small businesses will be different to those in more mature, hierarchical organisations. The arriving managers should keep in mind that there is less emphasis on formal, structured training programmes and a shift towards more informal and flexible development options. There is now a much greater emphasis on self-development and continuous learning. The professional managers should take advantage of the fact that international assignments are becoming more and more typical parts of a managerial career owing to the ever-increasing pace of globalisation in the world today. As an outcome, cross-cultural leadership competencies are required within international companies, meaning that managers must have concise communication with their employees and be distinguished in preparing reports for their superiors. The culture of an organisation can be positive and supportive, or threatening and destructive. Our career development culture should help address the momentous issues of productivity, competitiveness, affirmative action, and succession planning. It will additionally support people in redefining their talents and realising the full potential of their jobs. Managers should play a key role in creating a career development culture. Managers seldom do performance appraisals properly because they are afraid of their workers and the workers are virtually paranoid about the slightest negative note on their files. In order for our company to have the cutting edge, our new managers must be honest with the employees. A better way is to organise a system of mentor ship, in which, managers ease any tensions that may exist between the employees and the employer. A managed career development culture can pay great rewards to an organisation and the people working in it. Employee development is important to the success of the individual as well as to the company as a whole. Through our performance-feedback process, employees are able to create an Individual Development Plan to help them focus their efforts on areas that need the most development so they can improve and enhance their performance. The plan includes goal statements describing what skill, knowledge or experience will be developed, the rationale for why it’s important to develop these areas and a list of activities that will be done to achieve these goals. Managers should moreover create an Employee Handbook, describing to them their position and value to the corporation. This will be a ‘living’ document that will be updated and added to as needed and as you grow your company. Coach the new graduates in dealing with performance issues or work habit problems and in parallel demonstrating the ability to conduct employee counselling. Last but not least, it should assist in complying with requirements for governmental reporting. An Employee Handbook will be a ‘living’ document that will be updated and added to as needed and as you grow your company. While completing and implementing a Career Development Plan can never guarantee success or promotion, increased skills and expertise will improve marketability, both inside and outside of the corporation. The performance feedback process provides the structure and resources for assessing current skills, understanding the company’s skill needs, establishing individual goals, and developing an action plan to meet goals and improve abilities. A postal survey of managers in career service organisations showed that, while technical infrastructures for knowledge management are present, managers do not fully recognise the capabilities of the infrastructures that they have. This may be due to poor career development managers. Knowledge management infrastructures are examined in the context of prevailing organisational cultures. In conclusion, one can say that career management’s central focus is on guiding its new managers to performing more clearly when they have to aid their employees on problems such as: Where is my career going? What are my contributions to the company? It is increasingly about the need to face and manage change successfully. About securing the future well being of the business and recognising that this may require fundamental change. Management development is also, then, the key to organisational renewal and certainly, it has been used as a lever for change in sectors such as finance, telecommunications and healthcare. 7. HUMAN RESOURCE MANAGEMENT’S FUNCTIONS As we are in the dawn of the 21st Century, our campus requires a dramatically different approach to the personnel function, to support the strategic plan’s implementation, and to help our employees effectively manage the consequences of unprecedented change. As a result, the transition from past practices to new ones will require a very different vision for the personnel function. The Human Resources function must serve as an active, strategic partner in the University community by providing services and a competitive compensation/benefits program to help attract, retain, and motivate a highly-talented, committed, and diverse workforce. The HR staff must exhibit sensitivity, judgement, and appropriate flexibility, as well as promote fair and equitable treatment of all employees. Furthermore, amongst other functions of human resource management should incorporate promoting a campus culture that respects and values all employees. Additional functions include: * Communicating honestly and clearly with the campus and its employees. * Focus on people, eliminating bureaucratic â€Å"red-tape† going on for decades now. * Utilising the full potential of the human resources to the firm’s advantage. * Maximise resources by utilising technology to its fullest extent to improve efficiency, effectiveness, transaction processing and overall service. * Offer competitive, market-based compensation and a comprehensive benefits package to our employees. * Recognise and reward performance and accomplishments utilising the Performance Review and Development (PRD) process. * Promote a learning environment with professional development, training, mentoring, and continuing education. * Embrace and promote the principles of continuous quality improvement (CQI). * Collaborate across cross-functional lines (compensation, employment, benefits, and employee relations & training). 8. STRATEGIC HRM & CONSISTENCY IN HRM PRACTICES Strategic human resource management has been defined as ‘ the linking of human resources with strategic goals and objectives in order to improve business performance and develop organisational culture that foster innovation and flexibility ‘. Strategic Human Resources means accepting the human resource function as a strategic partner in the formulation of the company’s strategies as well as in the implementation of those strategies through human resource activities such as recruiting, selecting, training and rewarding personnel. Whereas strategic human resource recognises human resource’s partnership role in the strategizing process, the term HR Strategies refers to specific human resource courses of action the company plans to pursue to achieve its aims. By design the perspective demands that human resource managers become strategic partners in business operations playing prospective roles rather than being passive administrators reacting to the requirements of other business functions. Strategic human resource managers need a change in their perspective from seeing themselves as relationship managers to resource managers knowing how to utilise the full potential of their human resources. It has to be taken into account that the lack of consistency in human resource practices and procedures which has resulted in complaints, is due to, the inadequacy of a current, well-written employee handbook. Therefore, employees are unclear about substantial policies and practices. Employees question their decision to join your firm, they are unsure of basic company information (organisation, history, culture, etc) and they are unclear of their role within the organisation. What we must do in order to ensure that they execute a continuous flow of HRM procedures is realise that they require more supervisory and human resource time to answer questions and concerns. Other methods could insist on the correct conducting of effective and consistent performance appraisals are by the application of standardised performance appraisal forms. A form ensures consistency and completeness of the appraisal. The purpose of a performance appraisal is not merely to comment on past behaviour. Rather, it should be designed and conducted to influence or change on future performance and behaviour and to guarantee that the incoming managers, on a continuous level, regulate the degree of consistency in HRM practices. 9. CONCLUSION The above manual comprises a strategic approach to the organization’s HR functions. The suggested steps that are outlined in this report aim to make the organization familiar with how an effective and consistent HR department can work. An effective implementation of the suggested strategy could help the organizations meet its key objectives easier. The new HR managers are expected to bring improvement and quality culture to the organization. The new culture will establish new standards and more commitment from all the members of the company. Learning is a vital factor and its procedures should never stop being updated. The future of the organization depends on the development of its members. Therefore the selection of capable and skilful employees is vital and should never be neglected.    REFERNCE/BIBLIOGRAPHY * Armstrong, M and Baron, A (1998). â€Å"Performance Management- the new realities†. * John Stredwick, (2000). â€Å"Human Resource Management†, Reed Educational and Professional Publishing Ltd. * Foot, M. and Hook, C. (1999). â€Å"Introducing Human Resource Management.† Longman. * Munro-Fraser, J. (1954). â€Å"A handbook of employment Interviewing†. Mcdonald and Evans. * Taylor, S. (1998). â€Å"Employee Resourcing†. * Mullen, J. (1997). Starring Roles. â€Å"People Management† 29 May, pp.28-30 * Holbech, L. (1998) â€Å"Motivating People in Learn Organizations† Butterworth-Heinemann INTERNET SITES * http://www.smartbiz.com/sbs/cats/perf.htm * http://www.amtekhr.com/services.html * http://www.otis.com/hr/subcatg/1,2244,CLI1_HRC4_RES1_SCM33,00.html * http://www.bls.gov/oco/ocos021.htm * http://humanresources.about.com/