Scaffold Plank Essay Example

Scaffold Plank Essay Dianne Estrada Management Strategy Kucinski September 9, 2010 THE SCAFFOLD PLANK INCIDENT OVERVIEW Bob Hopkins, a previous banker, accepted a â€Å"trader† position with White Lumber, who was one of the bank’s best accounts. John White, the owner of White Lumber, was a director at the bank Bob previously worked for and a leading citizen in the community. The â€Å"trader† position Bob accepted involved buying and selling lumber. Bob’s compensation was incentive-based without a salary cap. The ethical dilemma Bob faces in this case is a transaction that makes Bob question his and the company’s ethics and legal obligations. It’s February, business was slow, the company was $5,000 below their breakeven point, and it appeared as if a recession was on the horizon. Bob receives a call from Stan Parrish, a buyer at Quality Lumber, for a large order of lumber. Bob has four additional inquiries for the same amount of lumber, but for scaffold plank. Bob becomes concerned whether the order that was called in by Stan is suppose to be for scaffold plank. Bob addresses his concerns with his partner, Mike Fayerweather, who doesn’t think there is a problem because Stan did not specifically ask for scaffold plank nor did Bob quote him for it. We will write a custom essay sample on Scaffold Plank specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Scaffold Plank specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Scaffold Plank specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Mike also advises Bob that if Stan is bidding for a job he will win because his order is less expensive than scaffold plank. Bob suggests that he calls Stan to verify if the order needs to be for scaffold plank, but Mike advises against calling because it could harm the business relationship. It may also appear as if Bob is accusing Stan of being unethical. Mike also points out that if their company had knowledge that the material will be used for scaffolding then they would be legally liable as well. Against Mike’s advice, Bob calls Stan and discovers that the lumber will be used as scaffold plank. Bob notifies Stan that the lumber does not meet the requirements and that he doesn’t feel comfortable with the situation. Stan states that he is selling it to the purchasing company as regular construction lumber, the company is protected because the invoice will reflect it that, informs Bob that the foreman will be using it for scaffolding in order to keep costs down, and that the extra inch in thickness will prevent the lumber from failing. After Stan’s explanations, Bob continued to express hesitation. Stan threatens to take his business elsewhere and reminds Bob that his job could be in jeopardy due to the economy. The next day Bob is called in to John White’s office. Bob advised John of his and Stan’s conversation. John ordered the lumber and filled in Bob’s name on the sales order. Bob did not want any part of the transaction. John pokes at Bob’s ethics and makes it clear the he has the superior reputation. John insisted that they are not liable for the lumber after it leaves the yard, the invoice would be marked that the lumber is not to be used as scaffold plank, ethics and liability fall on the purchasing agent, and if they asked one client what the material was going to be used for then they would have to ask every client, which may seem as if they are trying to bypass the distribution channel. Bob’s rebuttal is although the chance that the lumber will fail is minimal he doesn’t want to take that chance, feels there is a responsibility to customers, and an obligation to do the right thing. At the end of the conversation, John preys on Bob’s feelings by saying he has to look out for the other people in the company such as Steve, who doesn’t have a high school diploma and would have limited job opportunities, or Janet, who has a disabled husband who needs the company insurance. Bob’s intentions when he first entered the office were quitting, but after John’s arguments he left his office confused and uncomfortable about the decision, but relying on the trust and respect he has for John. Ethics and legal questions arise in this case because scaffold plank grading rules are restrictive. Scaffold planks are wooden planks are used between metal supports. They require minimal defects in the wood and high strength in flexing. They are often used by jobs that require people to be very high off the ground. It is difficult to distinguish regular lumber from scaffold plank. White Lumber did not carry scaffold plank. ANALYSIS Although Bob exhibits a higher degree of ethics and legal responsibility than Stan, Mike, and John, ethics and legal responsibility are not always in alignment. In this case, John completes the order for Quality Lumber with Bob’s name on the sales order. Quality Lumber has an established client relationship with White Lumber. The current state of the economy makes the existing client relationship even more valuable. Bob suspects that the lumber that is being purchased will be used illegally as scaffold plank. Scaffold plank has to meet strict requirements and grading for safety and usage. Failure to abide by the requirements could result in accident, death, legal liability, and fraud. If the lumber being used as scaffold plank fails resulting in injury or death, then White Lumber may be held legally liable since they had firsthand knowledge about how the lumber was going to be used. It may also constitute as fraud because White Lumber is knowingly selling lumber that will be used as scaffold plank. Bob’s own ethics are tested with the transaction. Bob knows he has a responsibility to keep a good relationship with his clients (Quality Lumber), but also feels that he has a responsibility to the end user of the product since he knows the lumber will be used for scaffolding. Bob knows that completing the transaction conflicts with the legal requirements and grading for scaffold plank. Bob wants to ensure that he meets his ethical and legal requirements, but doesn’t realize the ultimate responsibility lies between Quality Lumber and the end user. John White makes a valid argument for completing the transaction. John has an obligation to the company and his employees. John has to ensure that his company makes a profit and continues to grow, especially during difficult economic times. John has to be able to maintain valuable client relationships since repeat business it vital. Profit ensures that employees maintain their jobs. Employees need to perform tasks within the realm of their job description. Employees that have ethical or legal concerns about business practices need to address those concerns with management. Management will determine the best possible solution for the company taking into account the ethics, legal issues, the company, stakeholders, and employees. Management must make the best possible decision in order for White Lumber to remain competitive. Management must balance ethics with their financial responsibilities in order to manage risks. John’s decision to go ahead with the transaction has several risks. If the end user of the lumber sustains an accident or death, then White Lumber’s reputation will be ruined since they had knowledge that the lumber was going to be used for scaffolding. In business, a bad reputation can ruin current business relationships and prevent White Lumber from creating new ones. If the end user suffers an accident or death, then White Lumber may be found to be negligent and pay punitive damages, which can hurt the company’s bottom line or even cause them to cease operations. White Lumber may also be fined for not following regulations for the use of scaffold plank. These risks may cause White Lumber to lose client relationships, prevent new relationships, a loss to the bottom line, a loss in sales, a loss in profit or revenue, or the ultimate loss of ceasing operations or becoming bankrupt. Bob and John have some alternatives, but those alternatives also carry risk. Bob could have refused the transaction, but this may caused Bob to lose his job or Quality Lumber to take their business to the competitor. Bob could have completed the sale and earned his compensation, but in the event of an accident or if a legal issue arises Bob would be held responsible. Instead of calling Stan, Bob could have addressed his concerns with John and let John make the final determination on the transaction. After John filled in Bob’s name on the sales order, Bob could have quit, but would be unemployed and without income. John could have fired Bob for calling Stan, but John loses an employee, may have to pay workers compensation, or takes the risk of Bob reporting the situation to the Better Business Bureau or those that regulate the sale of lumber. Ultimately, John decides to complete the sale in order to maintain the client relationship with Quality Lumber. The transaction provides revenue and compensation for White Lumber and Bob. John feels his legal obligation is fulfilled because the invoice will be marked, â€Å"This material is not suitable for use as scaffold plank. † Furthermore, John adds that they have a signed purchase agreement and are supplying lumber that meets the specifications requested. John believes the ethical responsibility lies between Quality Lumber and the end user of the roduct. CONCLUSION There is no clear decision that can be made in this case, but in my opinion, when Bob verified the lumber was going to be used for fraudulent purposes then the firm should not have conducted the sale. The company is essentially endorsing the fraudulent use of lumber as scaffold plank and if other clients find out about the transaction they could be enticed to do the same. If they are not enticed to do the same , they may feel obligated to report the company’s business practices to regulators. Additionally, there is too much legal risk in the event that there is an accident, death, or regulators discover White Lumber sold lumber to be used as scaffold plank. This case makes it clear that business decisions are not always black and white issues, but may lie in a gray area. Companies may face business decisions that are not in alignment ethically and legally. Management has to weigh all options in order to determine the best possible decision for all stakeholders involved. This case is a prime example that the best business decisions management makes may not be ethical.

Preventing and Recovering Lost Work on the Computer

Preventing and Recovering Lost Work on the Computer Its a terrible sinking feeling that every writer knows: searching in vain for a paper that took hours or days to create.  Unfortunately, there probably isnt a student alive who hasnt lost a paper or other work on the computer at some point. There are ways to avoid this terrible plight. The best thing you can do is educate yourself and prepare ahead of time, by setting up your computer to save your work and create a backup copy of everything. If the worst happens, however, there may be some ways to recover your work when using a PC. All Your Work Disappeared! One problem that can startle a writer is seeing everything disappear instantly as you are typing. This can happen if you accidentally select or highlight any portion of your work. When you highlight a passage of any length- from a single word to a hundred pages- and then type any letter or symbol, the program replaces the highlighted text with whatever comes next. So if you highlight your entire paper and accidentally type a â€Å"b† you’ll end up with only the single letter. Scary! Solution: You can fix this by going to Edit and Undo. That process will take you backward through your most recent actions. Be careful! You should do this immediately before an automatic save occurs. If you cant locate the Undo button, try Ctrl-Z, the keyboard shortcut for undo. Your Computer Crashed Or your computer froze, and your paper disappeared! Who hasn’t suffered this agony? We’re typing along the night before the paper is due and our system starts acting up! This can be a real nightmare. The good news is that most programs save your work automatically about every ten minutes. You can also set up your system to save more often. Solution: It’s best to set up for an automatic save every minute or two. We can type a lot of information in a short time, so you should save your work frequently. In Microsoft Word, go to Tools and Options, then select Save. There should be a box marked AutoRecover. Make sure the box is checked, and adjust the minutes. You should also see a selection for Always Create a Backup Copy. It’s a good idea to check that box, as well. You Accidentally Deleted Your Paper! This is another common mistake. Sometimes our fingers act before our brains get warmed up, and we delete things or save over them without thinking. The good news is, those documents and files can sometimes be recovered. Solution: Go to the Recycle Bin to see if you can find your work. Once you locate it, click on it and accept the option to Restore. You may also find deleted work by finding the options to Search Hidden Files and Folders. Files that are deleted don’t really disappear until they are overwritten. Until then, they may be stored on your computer but â€Å"hidden.† To try this recovery process using a Windows system, go to Start and Search. Select Advanced Search and you should see an option for including hidden files in your search. Good luck! You know You saved It, but You can’t find It! Sometimes it can seem like our work has disappeared into thin air, but it hasn’t really. For various reasons, we can sometimes accidentally save our work in a temporary file or another strange place, which makes us feel a little crazy when we try to open it later. These files can be difficult to open again. Solution: If you know you’ve saved your work but you can’t find it in a logical place, try looking in Temporary Files and other odd places. You may need to do an Advanced Search. You Saved Your Work on a Flash Drive and Now You’ve Lost It! Ouch. There’s not much we can do about a lost flash drive or floppy disk. You could try going to the computer where you worked to see if you can find a backup copy through an advanced search. Solution: There is a better way to avoid losing work if you are willing to take preventive measures ahead of time. Each time you write a paper or other work that you can’t afford to lose, take time to send yourself a copy by email attachment. If you get into this habit, you will never lose another paper. You can access it from any computer where you can access your email. Tips to Avoid Losing Your Work Use an online backup like iCloud and save often.If you’re working on a lengthy paper, always send yourself a copy by email attachment every time you update it.Always save a few versions every time you stop working. Save one to an external drive and one to the hard drive.Get In the habit of choosing the Yes option when the computer asks if you want to save changes. There are very few reasons for selecting No, so think carefully about what you’re doing every time you shut down your program.Sometimes we accidentally save two versions of our work, so one will be more updated than another. This can cause serious confusion. Avoid opening an old version that hasn’t been updated by sorting your documents by Date when you open them.

A Guide to Spanishs Future Tense

A Guide to Spanishs Future Tense The conjugation of the future indicative tense in Spanish is easiest of all the conjugations. It is the same for all three types of verbs (-ar, -er and -ir), and the ending is attached to the infinitive instead of a verb stem. Furthermore, there are few verbs that are irregular in the future tense, and those that are are still recognizable. Future Tense Conjugation The following list shows the future tense endings using the example of hablar(to speak). The endings are in boldface: yo hablarà © (I will speak)tà º hablars (you will speak)à ©l, ella, usted hablar (he, she, you will speak)nosotros, nosotras hablaremos (we will speak)vosotros, vosotras hablarà ©is (you will speak)ellos, ellas, ustedes hablarn (they, you will speak) Note how the same conjugation is used for an -ir verb: yo dormirà © (I will sleep)tà º dormirs (you will sleep)à ©l, ella, usted dormir (he, she, you will sleep)nosotros, nosotras dormiremos (we will sleep)vosotros, vosotras dormirà ©is (you will sleep)ellos, ellas, ustedes dormirn (they, you will sleep) Most of the verbs that are irregular in the future tense modify the stem but leave the endings the same as above. For example, the future tense conjugation of decir is dirà ©, dirs, dir, diremos, dirà ©is, dirn. There arent a lot of verbs that are irregular in the future, as even some verbs that are highly irregular (such as ir and ser) stay regular for the future tense. Among the most common irregular verbs and the stems used are caber (cabr-), haber (habr-), hacer (har-), poner (pondr-), poder (podr-), salir (saldr-), tener (tendr-), valer (valdr-) and venir (vendr-). Uses of the Future Tense While the conjugation (except for the few irregular verbs) is easy, what can be confusing is the uses of the future tense. As its name implies, the future tense is often used in discussing things that will happen. As in the above examples, the future tense frequently becomes the equivalent of the English will followed by the verb. ​Tendrà © tres hijos, I will have three children. Nadar maà ±ana, she will swim tomorrow. The future tense of Spanish also has two other common uses: The suppositional future - The future tense can be used to indicate likelihood or probability in the present. The translation will depend on the context; in question form, it can indicate uncertainty. Sern las nueve, its probably 9 oclock. Tendrs hambre, you must be hungry.  ¿Quà © horas sern? I wonder what time it is. Estar enferma, shes most likely sick. Emphatic command - As in English, the future tense can be used to indicate an intense demand. Comers la espinaca, you WILL eat the spinach. Saldrs a las nueve, you WILL leave at 9.

McCain and Obama Essay Example | Topics and Well Written Essays - 750 words

McCain and Obama - Essay Example The following is a chart which pinpoints the candidates on issues which revolve around this election. Each man walks into the election with an enormous amount of talent and disparate views. Feels that medical and personal health care bills are the reason why people are filing for personal bankruptcy; believes in universal health care; would mandate that all children receive health care; would create a national insurance program so that people and small businesses could purchase affordable insurance Supports lowering taxes to help small businesses; would cut the small corporate tax return from 35-25%;supprts giving tax breaks to businesses that invest in equipment and technology; wants a permanent tax credit for research and development Supports tax incentives for companies that keep jobs in the United States;believes that the NAFTA Agreement should be re-negociated;would put more money in unemployment insurance;would give federal money to the states hit hardest by the housing crisis;

Teaching Adults with Autism Essay Example | Topics and Well Written Essays - 2000 words

Teaching Adults with Autism - Essay Example 4. critical and self-critical likeness on the outcome of points 1-3 and building decisions for the next cycle of action research proposal, i.e. revising the sketch, followed by action, scrutiny and mirror image, etc. A discussion of the draft submissions from members of the Expert Groups, for the purpose of bringing together the various themes of the Review, in consideration of the questions offered by the Lay Group. Technical action research proposal for teaching adults with autism aims to get better efficacy of educational or executive practice. The practitioners are co-opted and depend deeply on the researcher as a catalyst. Practical action research proposal, in addition to efficacy, aims at the practitioners' accepting and professional growth. Being a researcher my role is Socratic and to encourage practical thought and self-reflection on the part of the practitioners. To integrate the proposed study of perception-movement-action, as a unity, in the teaching programmes at the undergraduate and postgraduate levels in PESLS and Psychology and other related departments with autism in the [Name of Institution]. Assisted by the outer ... Research Strategies Assisted by the outer visitors, the Review Members tasked with developing a broad, forward-looking policy for teaching adults with autism research in the UK. It will be useful to move toward this through classification of - Strategic research questions building on the Review's earlier work integrating perspectives of researcher and users - Appropriate (and inappropriate) methodologies to address those questions Methodologies 1. I have established three Expert Subgroups to cover the areas of: - Epidemiology and case definition for teaching adults - Physiology and infections with autism - Psychology and behaviour of adults during study 2. The Subgroups reported to the overall Chairman of the Review through the Subgroup chairmen. Information shared across the Subgroups, the steering group and to officers, as well as to the Students Counsel Group. The work of the group was otherwise being confidential. 3. The Lay Group have observers on the Expert Subgroups. The Lay members roles are to Advise on effective ways for lay and parental participation in the review; Throw in to the work of the Expert Subgroups, particularly through identifying coherent sets of questions to be put to the my researchers team; Advise on effective reporting and dissemination of the review so that it can address the needs of both the Department of teachers and the wider student counsels. 4. Department Head Office was supporting the work of the group in particular its meetings, which was minuted in brief. 5. The concerned department had also established an e-mail list for communications and a list of information resources. 6. School Head Office was responsible for communicating the work and findings of my

Walt Disney Essay Example for Free

Walt Disney Essay Walt Disney started out as The Disney Brothers Cartoon Studio on October 16 1923. It was founded by Walt Disney and older brother Roy O Disney as equal partners. However, they were cheated by the distributor to the rights of their cartoons. In December 1929 Walt Disney Productions, Walt Disney Enterprises, Liled Realty and Investment Company and Disney Film Recording Company took over the Disney brothers’ partnership. In December 26, 1939 the company moved from Burbank California to Hyperion Studio, LA. Walt Disney Music Company was formed on October 1 1949. On July 17 1955, the first Disney Park known as Disneyland opened for audience in Anaheim California. Walt Disney World Resort and two hotels are opened near Orlando Florida on 1 October 1971. Walt Disney World Village later renamed Disney Village Market place opens on March 22 1975. The first international Disney theme park, Tokyo Disneyland opens on April 15 1983 in Japan. The few days later on April 18 1983 Disney Channel began broadcasting. In February of 1986, Walt Disney Productions was renamed The Walt Disney Company. The company expanded its business into Disney Interactive and opened Disney online in September 1995. In February 1996 Disney. com is launched on the World Wide Web and the Disney Institute is opened at Walt Disney World. On March 16 2002, Walt Disney Studios is opened in Paris. In September of 2005 Hong Kong Disneyland is opened. Marvel entertainments join the Disney family on December 31 2009. The company completes its Lucasfilm Ltd and with it the legendary Star Wars franchise. There are 5 major business segments in the Walt Disney Company. The media networks is made up of a variety of different channels such as ESPN, Abc Family, Disney Channel Worldwide, and many more. They also have Parks and Resorts which started with the opening of Disneyland in 1955. Walt Disney resorts have now grown into the leading provider for family travel and leisure. The Walt Disney Studios is the foundation on which the entire company was built. It still offers quality movies and has acquired a large array of different studios such as Marvel Studios, Touchstone Pictures, Pixar Animation Studios and many more. Disney Interactive is aimed for children and families. It uses technology and imagination to provide entertainment across all digital media platforms. Lastly, there is Disney Consumer Products that extends the brand to merchandise such as apparel, toys, home decor. The Disney Store debuted in 1987 and has grown widely since then with stores operating in North America, Europe and Japan.

Narrative Perspecitve and Voice in Jane Austins Pride and Prejudice an

Narrative perspective and voice is a major aspect of a novella as Jeremy Hawthorn suggests in Studying the Novel, â€Å"[s]ource and medium affect the selection, the authority and the attitude towards what is recounted of the narrative† The narrative perspective can be used to shape or in some cases mis-shape the story. Looking at both Jane Austen’s Pride and Prejudice and George Eliot’s Middlemarch, the narrators of these novellas hold a quality of influence over the reader. Through comparing and contrasting how the two different authors have used the narrative perspective to develop their novels, through voice, linguistic register, free indirect discourse and narrative distance in respect to the intimacy of the information shared with the reader. Looking at both Jane Austen’s Pride and Prejudice and George Eliot’s Middlemarch, the point of view otherwise known as perspective and voice, do contrast one another. Perspective and voice are defined by Hawthorn, as the views of the characters and events in the novella are relatable by human experience, which in turn makes the novella more realistic . Pride and Prejudice can be seen in this light as the narrator explains events as the plot unfolds. In this line of thinking the voice can be interrupted as third person semi-omniscient, but the perspective is mainly Elizabeth Bennett. The use of a semi-omniscient voice works well as information is not so readily disclosed to the reader. Within Middlemarch the voice would be third-person omniscient as the narrator knows all and discloses this information, but the perspective would predominantly be Dorothea, Lydgate and the narrative. Through the narrative, the reader discovers information before the other characters within the novella. As Ha... ...res that make these books continue to live on for centuries. Due to the constraints of the essay not all aspects of the narrative perspective could be discussed and the role they play with the novellas. Works Cited †¢ Austen, J. Pride and Prejudice (Ware: Wordsworth Classics, 1993) †¢ Eagleton, T The English Novel (Oxford: Blackwell Publishing, 2005) †¢ Eliot, G Middlemarch (Ware: Wardworth Classics, 1994) †¢ Hawthorn, J, Studying the Novel (London: Bloomsbury Academic, 2010) †¢ Morris, P Realism (Oxon: Routledge, 2003) †¢ Newton, K.M. ‘Narration in Middlemarch Revisited’ in George Eliot Review, 42 (2011), p. 19-25,6 [accessed 1 April 2014] †¢ Southam, B. C, ‘Jane Austen’, in The English Novel, ed. by A. E. Dyson (London: Oxford university Press, 1974)

Diary of Emotions

Experiencing different emotions have been a normal part of my daily life and thus having to take notice of it and be keenly aware of the physiological and psychological aspects of the emotion made me think of how difficult it is to fully explain emotion. Usually, what stays with our memory are the emotions that are intense and powerful, like anger, sadness and happiness, while the fleeting emotions of annoyance, impatience, worry and anxiety are taken for granted.With the emotion diary I was acutely aware of what I was feeling but rather had difficulty in naming what I felt or in identifying what kind of emotion I was feeling. A number of theories have tried to explain human emotion. Since emotion is a subjective experience and that mush of it is experienced physically, then the theories that explain emotion do so by looking into the biological and psychological components of emotions.The James-Lange (Atkinson, et. al. , 1996) theory says that the biological component of emotions suc h as physiological arousal and facial expressions are most influential in producing the subjective experience of an emotion. The theory argues that because perception of autonomic arousal constitutes the experience of an emotion and because different emotions feel different, there must be a distinct pattern of autonomic activity for each emotion.Thus, when my heart beat races and the hairs at the back of my neck rise, I feel fear and so I cower in my seat or close my eyes as I watch a horror movie. On the other hand, the cognitive appraisal theory of Schachter and Singer (1962) espoused that cognitive appraisal are sufficient to determine the quality of emotional experience, thus if people could be induced to be in a neutral state of autonomic arousal, the quality of their emotion would be determined solely by their appraisal of the situation.Hence, upon observing my surroundings wherein I was in front of the TV inside my house with all the doors and windows locked, I would feel tha t being afraid of the movie is childish and hence I would stop being afraid. Based on my experience, I could say that to be able to have a complete understanding of emotions, one must take into account the biological and the psychological aspects of the emotion. With the various intensity and kinds of emotions that we go through in a single day, it is unrealistic to say that emotions are entirely biological or physiological or that it is purely psychological. Diary of Emotions The Diary of Emotions made me realize that a person could feel a number of emotions in a single day and that each emotion is triggered by different situations and it affects us physically and mentally (Cornelius, 1996). Based on the entries on my diary of emotions for three days, I more or less felt happy during those times and also had several anxious periods. When I felt happy, I had a smile on my face, like someone was tickling me. When I go about my work, I just breeze through it and I don’t worry about anything. I feel that my body is full of energy, that I am not tired at all and that I want to have a good time.Sometimes I feel that my heart beats more than the usual, sometimes I feel warm and sweaty, but in a good way. When I am happy, I think good thoughts and laughter comes easily. But when I was anxious, my body manifested several changes, one was that I was sweating profusely, and my hands had fine shakes. I also felt a little headache and my heart beat was racing a nd it’s almost I am at the verge of tears or exasperation. Then I was thinking of worst case scenarios if ever I was late for class or my friend would not talk to me when I approached her, or when I was waiting for the exam.There was also a period when I was upset and felt guilty. When I was upset I felt terrible, I couldn’t get my thoughts together and I felt like crying. It felt that there was a chunk of wood on top of my head weighing me down. I also kept repeating the event in my head the one I was upset about. After getting upset, I felt guilty that I quarreled with my friend knowing that I should have not snapped at her like that. Guilt though was more difficult to define, the physical changes was quite the same as being upset, but in a lesser degree but I was thinking of how I could patch up with my friend andplanning what to say to her when I see her. Being angry was exhausting, it seemed that my head was bursting and my heart was beating so fast, and then angr y words just came out of my mouth and I felt justified at saying it. I was thinking of how to get even, how to hurt her as much as she did me. After which I felt like water in the pot simmering and still heated up. Fear was actually like being anxious angry but there was something else, I was quiet and trembling all over. I was afraid that I might fail the test and mentally I was imagining what would happen if I failed it.Feeling sad was like the opposite of being happy, I felt heavy, I did not want to eat and move around or to work on anything. Surprise and feeling relieved was like being happy and being interested felt like I wanted to know more about the movie, that I was glad I was watching it, I was attentive to the story, I was listening intently and I think my eyes were very alert then. This exercise actually helped me learn how to identify my emotions and by paying attention to what it is then allowed me to think about how we are sometimes overwhelmed by what we feel in a ce rtain situation.

Resourcing Talent †Aneta Bar Essay

In this report we will look at Resourcing Talent in organisation. Talent Planning describes an organisation’s commitment to recruit, retain, and develop talented employees to meet organisational needs. Factors that affect an organisation’s approach to attracting talent: There are many factors that affect an organisation’s approach to attracting talent, one of them being the image of the organisation. This has a great influence on attracting talent. An organisation with a good image may find it easier to attract and retain employees. The image of the company is based on what they do and how they are perceived. Actions like good public relations can help earn image. Also branded companies may find it easier to recruit, compared to a nameless brand. This is because they are better known to the public and therefore they have more to offer candidates such as higher salaries, benefits and bonuses. Another factor that influences attracting talent is the size of the organisation. Larger organisations may find it easier to attract talent. At Bupa where I am currently employed for as a large company is in a better position financially for recruitment and advertising and is able to attract a wider range of applicants to choose from. The size and reputation of the company has also an impact on potential candidates.The unemployment rate also has an important part to play in attracting talent. If the unemployment rate is high, it is easier for an organisation to attract talent, as the number of candidades applying for jobs is higher too. It makes it easier to attract the best-qualified applicants. Another factor is supply and demand. This refers to the availability of manpower internally and externally to the organisation. Organisations need to consider the current supply and demand. Some companies have a higher demand for more professionals and there may be a limited supply in their market. They may have to rely on internal sources by providing them with training and development. Organisation benefits of attracting and retaining a diverse workforce: It is increasingly important to attract and retain a diverse workforce. This means organisations should ensure they recruit and retain the best person from the talent base regardless of gender, sexual orientation, age, race, religion, or disability, and there are many benefits to this. It improves the knowledge of how to operate business in different cultures and countries. Diverse workforce can bring new ideas, cultural, and educational experiences which will be of great benefit to the organisation. Also employees that can speak different languages can be seen to be valuable assets to the organisation. Companies become better placed to understand international markets and represent different customers, which allows them to expand their business in different countries. It will reduce the risk of discrimination claims which means organisations should be kept up to date regarding employment legislation. Factors that affect an organisation’s approach to recruitment and selection: The recruitment and selection process is one of the biggest factors that affect an organisation’s approach to recruitment and selction as they have budget and cost restraints. If a business is financially secure than they can spend more money on the best recruitment and selection methods. Before an organisation starts the recruitment and selection process they also need toconsider the budget that is available. The company may not be able to offer attractive benefits to attract the best candidates, which could put them behind their competitors. To avoid this disadvantage online recruitment websites instead of agencies to headhunt candidates can be used achieving similar result. Another factor that can be taken to account is that some organisations have recruitment policies, which aim to provide clear guidance to managers in relation to the selection and appointment of staff. This provides them with a structured process for everyone to adhere to and ensures candidates are assessed fairly, valued and treated with respect. These policies also ensure the organisation is consistent with employment legislation. HR planning is also a key factor affecting the approach to recruitment and selection. HR planning and the recruitment and selection  process are highly related to each other. The objective of recruitment is decided in HR planning. It allows HR managers to do an analysis of the organisational needs. An example of this could be the organisational strategy may determine the need for graduates in a graduate scheme to change the organisational structure for which they will ask the HR function to conduct recruitment and selection process for hiring graduates only. Benefits of different recruitment and selection methods: There are a number of methods an organisation can use in order to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organization. It can also remove a lot of unnecessary stress and hassle. Internal recruitment is another method used. It is cheaper and may be quicker to recruit. It also provides opportunities for promotion within the organisation, which can be motivating for staff, and they are aware of the strengths and weaknesses of internal candidates. The Internet is now a popular recruitment method that comes with many benefits. Online recruitment allows the organisation to reach a large number of candidates quicker and is cheaper. Many organisations are now using social networking sites such as Facebook, LinkedIn, and Twitter. As for selection methods online Screening & shortlisting is used very often. Initial screening of applications is usually based on an assessment of a candidate’s experience and qualifications against the job’s requirements. Scoring mechanism – easy to see how well someone fits the requirements/ easy to sort into areas of strengths Interviews remain the most common selection method, with competency-based interviews being the most popular across all sectors. All organisations continue to conduct interviews face-to-face but increasing numbers also use telephone interviews (56%) and nearly a third also use video or Skype interviews. to Face interaction – get to know the candidate. (CIPD factsheet p. 4 http://www.cipd.co.uk/resourcingtalentedplanningsurvey Face] [accessed 01 May 2014] Application Forms & CV’s. Application Forms – Ensures same information gained from all candidates to help achieve consistency.  Application forms – Makes th e selection process more fair on the other hand CV’s – benefit more applicant as existing CV can be updated and tailored to the job quickly (website used – http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] Explains at least 3 perposes of induction and how they benefit individuals and organisations: Induction is the process of introducing a new employee into the organisation. The responsibility for an induction should be shared between HR, line management, and learning and devlopment functions. There are many benefits for the new recruit as well as the organisation. A good induction reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. It is a good way to familiarise a new emploee with the culture, practices, policies, and procedures of the organisation, which will have an impact later on how they carry out their duties. In addition to this there are ‘public relations’ benefits from carrying out effective induction as an employee impressed by their choice of employer may advertise the fact and make it easier to attract new employees. Good induction also prepares the employee to compete better in a competitive marketplace, which has a direct impact on their early success and therefore also motivates the employee. In the organisation I currently work for they want people to be happy to work there and to excel in their role. Keep the excitement of starting in a new role alive with a well-planned induction. There are always some policies to learn but there should also be some thought-provoking videos to watch and some really interesting people to meet. As a sign of improvement they are planning are launching the BBS’ induction on Bupa Learn. There is also a new starter checklist for managers with an induction plan and sign off list for new starters. It is important for an organisation to use a number of methods for recruiting and selecting candidates as it has a significant impact on the future of the business. Attracting and retaining a diverse workforce is also of huge importance as it enables the organisation to attract the best talent. Lastly effective induction is crucial too. It helps the new employee to know the company better and integrate. It can also help new emploee to compete better in a competitive marketplace. Online references: CIPD Resourcing talented planning survey p.4 [online]; factsheet, [accessed 01 May 2014] http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014] http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx, [accessed 01 May 2014] Activity B – Interview Observation Content: 1. Job description & person specification 2. Job ad 3. Selection criteria 4. Shortlisting record 5. List of Interview questions 6. Interview assessment form 7. Notes 8. List of records from R&S process which will be retained with explanation of the legal requirements 9. Letter to both successful and unsuccessful applicants 1. Job description & person specification RETAIL GROUP JOB DESCRIPTION JOB TITLE: Human Resources Officer REPORTS TO: Store Manager DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch CONTRACT HOURS: LOCATION Permanent 25 hours Brighton PURPOSE OF JOB To manage all staffing and training duties associated with the running of a store with 150 employees. To provide a high quality customer focussed HR service and administrative service, dealing with both internal and external customers. PRINCIPAL ACCOUNTABILITIES To manage the staffing of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management To contribute towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary. Administer all basic transactional HR processes in accordance with legislation, Retail Group’s policy and good practice Maintain employee data on the HR systems, ensuring accuracy of data Complete electronic and manual documentation related to transactional HR processes within statutory and operational deadlines Electronically file HR documents and manage workloads efficiently Provide general administrative support General Accountabilities Respond to written and verbal enquiries from internal and external customers To co-operate in the implementation of the Retail Group’s Health and Safety policy To report any unsafe act, or condition, any accident or incident according to Health and Safety Policy To uphold and carry out the duties of the post with due regard to the Retail Group’s Inclusive Company Policy. The list of duties in the job description should not be regarded as exclusive or exhaustive. There will be other duties and requirements associated with your job and, in addition, as a term of your employment you may be required to undertake various other duties as may reasonably be required. Your duties will be as set out in the above job description but please note that Retail  Group reserves the right to update your job description, from time to time, to reflect changes in, or to, your job. RETAIL GROUP PERSON SPECIFICATION JOB TITLE: Human Resources Officer SALARY:  £27,000 –  £30,000 DEPARTMENT: Human Resources SECTION: Human Resources for Brighton Retail Group Branch Essential Job Related Education, Qualifications and Knowledge GCSE pass, or equivalent, in Maths and English Essential Experience Experience working in an HR environment with practical knowledge of a generalist HR role Experience with contributing towards designing and delivering training Experience of working in a customer focused environment Able to demonstrate a commitment to the principles of Equality Act 2010 and to be able to carry out duties in accordance with the Retail Group’s Equalities Policy Desirable Experience Experience working in a retail environment Essential Skills and Abilities Good written and oral communication skills Good organisational as well as ability to prioritise workload efficiently. Good administrative skills Good ICT skills including knowledge of Microsoft Office and data management systems Ability to deal with confidential and sensitive information Ability to accurately process a high volume of work in a busy and highly pressured office environment and work to strict deadlines Good team working skills and the ability to use own initiative Ability to coach and support other members of staff Ability to establish and develop working relationships with internal and external customers. Desirable Skills and Abilities Ability to liaise with other teams and members of staff to ensure work is completed Flexible approach and a willingness to adapt to change. Other Requirements Commitment to acquiring awareness and knowledge of Health and Safety policy and practice as it applies in the work area and ability to adhere to practices and instructions 2. Job ad Job Title: Human Resource Officer Company: Retail Group Contract type: Permanent, Part time (25 hours per week) Closing Date: 1st April 2014 Interview Date: 30th April 2014 Salary:  £27,000 –  £30,000 Retail Group is a group of constantly evolving brands and has experienced incredible growth over the last few years. We need talented, dynamic and creative people to join us on this exciting journey. We are seeking an enthusiastic and experienced HR Officer to join their popular and effervescent Brighton store team. At Retail Group, we pride ourselves on giving our staff the tools they need to not only perform their role to a high standard, but to excel at it and build a successful career in an exciting and fast paced environment, with a selection of benefits including competitive salary. If you’re ambitious, forward thinking, passionate about providing excellent customer service and have experience of working in an HR role previously, this opportunity could be for you. The role will involve managing the staffing and training of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management, maintaining the HR system, contributing towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary and other administrative duties. The contract is being offered on a permanent basis working 3 days a week, and is ideal for someone seeking to continue with their professional development with a high profile organisation. Please  see the job description and person specification attached for further information regarding the role. If you would like to be part of our company please visit our website and apply online. Please submit a brief Supporting Statement showing how your skills, knowledge and experience meet the person specification of the post. We are passionate about equal opportunitie s and welcome a broad diversity of talent to apply. Based on the above the candidates that were shortlisted for the interview are Sarah Green and Georgia Black. They achieved the highest scores and on that base they will be invited for the competency based questions interview on 30/04/2014. Introduction The HR department has followed a recruitment process for filling a vacancy request for â€Å"HR Officer† at Retail Group. The recruitment process outlined below highlights the main elements for filling this vacancy, which includes: Planning, Resourcing and Selection. Planning: Identifying need for recruitment. Setting the criteria for the job (drafting job description, person specifications, set of skills and competencies) Resourcing: drafting a job advertisement. Shortlisting: interview-based competency which at the moment are very popular among recruiters. Selection: Offer of the Employment Reason for Recruitment There are three main reasons why we are recruiting for the position of â€Å"HR Officer† at our company: 1) Growth in Business Operations: Our insurance company is growing and consequently the business is increasing. We need employ an additional staff member to manage the growing number increasing set of responsibilities and functions at the Brighton Office. 2) Change in Business Objectives: Need for diversity in terms of nationality. 3) Employee Exit: the person previously in charge running the overall office services at the Brighton Office has been re-located to another branch. A new team member is required to run the existing operation and ensure efficiency and control over the team and in case of additional functions. 5. Shortlisting criteria 6. List of Interview questions INTERVIEW 1: SARAH GREEN Welcome – Lydia (2 minutes) Welcome, introductions and reason for so many people (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, Ester Head of Retail Operations) Drink before we start?  Applied for HR Officer, managing the staffing and training duties associated with our Brighton branch and providing a customer focussed HR and administrative service. Structure of interview – Time, number of questions, competency based questions, feel free to ask questions or ask us to repeat anything your not sure about Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 2 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Question 3– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 4– Aneta: Can you give us an example of when you contributed to designing and delivering a training plan? (4 minutes) Close Aneta: Do you have any questions? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have some other candidates to interview within the next few days. We will make a final decision within the next week We hope for the successful candidate to start at the end of May, subject to pre-employment checks and length of notice period If you wish to contact us with any questions or concerns in the meantime please do hesitate to contact any of us. INTERVIEW 2: GEORGIA BLACK Welcome- Ester Good afternoon thank you for coming, please take a sit. These are my colleagues (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, and I am Ester Head of Retail Operations). Can I get you anything to drink? I hope the information we sent you by email was helpful to find us. So how did you hear from us? What did you hear about our company? â€Å"We are a retail company with 30 stores in the UK, and our company is growing every year. Our Brighton store opened a year ago, and we’re looking for an HR Officer to join our team of 150 employees. The interview will last around 20 minutes,  and we’ll each ask you a question Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months Question 1– Ester: Can you give us an example of a time you have dealt successfully with a situation that didn’t go according to plan? (4 minutes) Question 2 – Lydia: Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 3– Aneta: Can you give us an example of when you contributed to designing and deli vering a training plan? (4 minutes) Question 4 – Stuart: Can you describe a time when you have given excellent customer service? (4 minutes) Close Stuart: Thank you for attending today’s interview. That completes our questions for you – do you have anything you would like to ask us? Can I just check you’re happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have further candidates to interview, but will be looking to make a decision within the next week, so you should hear from us no later than 1 week time. We’re hoping for the successful candidate to start at the end of May. Once we have made our decision we will also be happy to provide feedback should you wish to receive it. All offers will be made on basis of receiving 2 satisfactory references – are you able to provide these? In the meantime, if you think of any questions after you leave, please feel free to get in touch with us and we’ll be happy to help. 7. Notes INTERVIEW 1: Candidate’s Name: SARAH GREEN Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 77.8% * Candidate seemed confident and has a positive attitude, * Demonstrated interest in working for RETAIL GROUP, * Implemented a train plan to motivate staff and improve sales as hadn’t hit target for 6 months. Since doing this, has increased sales. * She has knowledge on how to combine HR and some training experience within self and safety. Also the candidate has the experience of delivering induction to new starters, (not to large group though), *Gave an example about helping an internal customer service to achieve their goals and in the same time she shown her own initiative, * Displayed experience in presentation design and delivery through her work in committees , * Displayed fluency in English, * Able to express herself easily, * Low tone, needed more time to think but when speaking but confident, *Asked few questions at the end of the interview re benefits and working hours, * She is interested in the job as she feels that it would provide growth to her career, INTERVIEW 2 Candidate’s Name: GEORGIA BLACK Post: HR OFFICER Panelists: Aneta, Stewart, Lydia, Ester Date: 30th April 2014 Score: 88% * Candidate seemed confident and has a positive attitude. *Described previous retail experience in retail – currently not working in this sector but showed interest to work in retail again as enjoyed it in the past, * Displayed training experience and skills with large groups (40+) as per her role at Sussex University (developed and delivered a new system that combines IT and HR,) *Provided example about employee who didn’t receive their salary in their last month and Georgia had to communicate/liaise with other teams, including senior members of staff, to resolve the problem calmly, resulting in the employee being paid correctly. * Doesn’t do any administrative tasks at her current job only checking employment contracts where there is a problem, * Able to communicate with senior managers and entry level employees *Provided good customer service to an internal customer (employee) who hadn’t had their induction so took it upon herself  to carry this out and the customer was very happy and felt well integrated af ter. * Described previous experience inn working within a tight timeframe and prioritizing tasks according to an action plan. (currently her deadlines are quite flexible), *Asked if she could work from start 10 am – 6pm due to childcare, *Asked for 10K more due to the extensive experience, Selection criteria 8. List of records from R&S process which will be retained with explanation of the legal requirements The information may be requested about any disability that might affect someone’s application – for instance if there are any reasonable adjustments that the organisation may make to assist in the application process or in the job itself. Recruitment records should be kept for a period of time, perhaps six months, in case of any discrimination challenge, or if a vacancy occurs and the organisation believes that any previous applicants may be suitable – it can provide a short cut in the recruitment process. That is, for compliance purposes it is essential not only to retain records but to be able to access them for mandatory self-audit and government reporting as required. As per the above the records from the interview with Ms Sara Green & Ms Georgia Blackthat will be retained and these are as following: Job descriptions, setting out the purpose, duties and responsibilities of each job, Person specification, setting out the characteristics and competencies necessary in the person who is best suited to perform the job, A list of question asked during the interview process, An interview assessment form, Notes from the interview, A copy of passport, A copy of proof of Right to Work in the UK, Source: http://www.acas.org.uk/media/pdf/7/r/B03_1.pdf), p. 5

Stonehenge Essays - Wiltshire, Stonehenge, Henges, Free Essays

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