LOP Effect on Memory Types

Hack Effect on Memory Types Memory and its unpredictability include methodical procedures plan on effectively getting to and recovering data (Atkinson, Shiffrin, 2016). The profundity wherein individuals process outside data adds to memory arrangement (Craik Lockhart, 1972). Besides, the limit with regards to individuals to recollect obtained information relies upon consideration level, encoding level, and practice level in which the data was prepared (Craik Tulving, 1975). sorts of memory (verifiable and express) alongside the degree of-handling (LOP) engaged with each. There is two kinds of memory certain and express memory. Certain memory can be depicted as constantly executing errands that don't require deliberate review (Schacter, 1987). It has been proposed that certain memory starts to create in early stages and stays consistent as far as progress or decay through the movement of life (Vã ¶hringer et al., 2017). Express memory can be portrayed as deliberately executing errands that require basic reasoning and depends on the capacity to review (learned or experienced) data (Ullman, 2004). Express memory starts to create after verifiable memory and has a drawn out development (Richmond Nelson, 2007). The two kinds of memory are significant and each fills a need (Sun, 2012). Adding profundity to the sort of memory is handy regarding improving people groups memory. For shallow handling, boosts are examined with respect to tactile qualities. Then again, profound preparing is engaged with the examination in regards to the importance of the boosts (Galli, 2014). Material prepared while deciphering the significance behind it is preferable for unequivocal memory over things handled utilizing shallow activities at any degree of profundity. Subsequently, the attributes of shallow and profound LOP are related with the hugeness of the memory. The more profound the LOP, the simpler the data could be reviewed. The shallow LOP includes shallow parts of upgrades and prompts the development of a delicate memory. Reasonably determined errand and perceptually-determined assignment execution both rely upon recently learned data relating to the upgrades in the undertaking (Schwartz Yovel, 2016). Perceptual data can be portrayed as physical parts of the upgrade, for example, shading while calculated data can be depicted as far as the stimulis reason or significance (Schwartz Yovel, 2016). Applied tests show verifiable memory impact inferring that solitary theoretically determined tests can influence the LOP. Perceptual thinking just produces results under unequivocal memory along these lines has no impact most definitely (Craik Tulving, 1975). In deciding components with LOP impact, considers show that solitary understood triggers have a relationship with LOP hence reasoning that lone thoughtfully determined tests can show critical LOP impacts. Significant analysis on LOP and memory has been accounted by (Craik Lockhart, 1972). Proposals made that the reasonable system of memory has points of interest as it focuses on the psychological occasions and procedures (Craik Lockhart, 1972). Notwithstanding, the issue of LOP has presented significant challenges, as maintenance capacity is an element of profundity and spread of preparing (Craik Tulving, 1975). It offers no appropriate measures for ordering either profundity or spread of the encoding. Craik likewise contends that encoding profundity and spread seems to influence the recovery capacity to review yet are unimportant in the assurance of recovery systems. Both unequivocal and verifiable recollections have center capacities in human working (Richmond Nelson, 2007). Various tests are done dependent on the two recollections to decide their relationship with LOP. Cut should show solid impact with the unequivocal memory than certain memory (Craik Lockhart, 1972). Trim is high for express memory when contrasted with understood memory (Richmond Nelson, 2007). The theoretical investigation planned to decide the quantity of words recalled under the two models (Craik Lockhart, 1972). More profound LOP ought to take into consideration recognition of numerous words rather than shallow LOP. The reason for the current examination was to look at the LOP impact on the sort of memory. It was estimated that profound LOP would bring about the more prominent review of words that were recently introduced to members during the profound LOP task contrasted with shallow LOP in both certain and express memory. The fundamental impact would happen and people in the profound LOP would recollect more words in contrast with people in the shallow LOP and the result of LOP would be more prominent in the unequivocal memory task contrasted with understood memory. It was additionally guessed that a separation among LOP and kind of memory association impact would happen as profound LOP greaterly affecting the express condition. Technique Members Members in the examination comprised of 242 brain research understudies, 46 were male and 196 were female. The age in years among members went from 19 years of age to 60 years of age (M = 25.22). Of the members, 5.8% were Asian, 10.7% were African-American, 19.4% were Caucasian, 59.5% were Latino and 4.5% related to other. All members were english speakers, drafted inside the San Bernardino region in California, and were viewed as an advantageous example. No motivators were given to members. All members were treated as per the Ethical Principles of Psychologists and Code of Conduct (American Psychological Association, 2002). Materials A PC good with Microsoft powerpoint programming and testing booklets was required. The PC program included two kinds of arranging errands (shallow and profound LOP). Each situated assignment included 10 positive words and 10 negative words (see Appendix1). Shallow LOP task contained 20 words, 10 were sure, 10 were negative, half were introduced in red and half were introduced in green. The profound LOP task contained 20 words all introduced in dark. The exploratory booklets included directions for finishing the test alongside an accord structure for members to stamp offering agree to the investigation, an assigned zone containing a few basic attributes used to recognize or depict members socioeconomics regarding sexual orientation, age and ethnicity. The exploratory booklets incorporated a distracter assignment of fill-in the spaces by starting with the number 725 and checking in reverse by threes until all spaces were filled. The booklets intended to assess shallow LOP contained a w ord stem consummation task. The word stem task contained halfway words that were introduced during the PC task. Members were told to review the words and complete the word stem. The booklets intended to quantify profound LOP contained clear spaces and members were told to fill in the spaces depending entirely on the capacity to review the words introduced to them on the PC task. The last bit of material furnished members with the questioning proclamation and contact data for the comparing facilitator. Technique All members were first welcomed to take an interest in the test. They were arbitrarily appointed to one of four gatherings (DLEM, DLIM, SLEM, SLIM). Members were set in a domain without interruptions while they painstakingly read the directions. On the off chance that they were in agreeance, members were approached to stamp the educated assent sheet and fill in the segment data that best portrayed them. When members were prepared to start, they started the beginning of the PC task. On the PC screen, members were approached to react to the given improvements as quick as conceivable without the capacity to relapse and given two practice adjusts. The members in bunches DLEM and DLIM were given profound LOP improvements on the PC. While, members in bunches SLEM and SLIM, were given shallow LOP upgrades on the PC. Following the PC task, members needed to finish the distracter sheet. The last advance to the bundle was for either estimating certain memory (members had a word stem finish tas k) or for estimating express memory (contained clear spaces for members to fill in the spaces). Before members withdrew they were given a duplicate of the questioning explanation and at the same time expressed gratitude toward for their investment in the examination. Plan A two-factorial plan was executed for the current examination. The free factor in the test was the LOP and qualifies as a clear cut, subjective variable with two levels (shallow and profound). The other free factor of the test was the sort of memory and qualifies as a downright and subjective variable that contained two levels (verifiable memory and unequivocal memory). The reliant variable was the quantity of words effectively finished or accurately implied it was a quantitative variable. The principle impact of the LOP on the absolute number of words finished or reviewed effectively and the cooperation impact among LOP and the kind of memory on the all out number of words finished or reviewed accurately. A two-route investigation of difference (ANOVA) was utilized to inspect hugeness (p t-test to additionally analyze importance (p Results The motivation behind the current investigation was to analyze LOP and sorts of memory with the aim to gauge the distinction between profound LOP and shallow LOP. It was normal that members in profound LOP would review a bigger number of words than members in the shallow LOP. The investigation found that there was a critical principle impact of LOP, F(1, 238) = 68.05, p = .000, this had an enormous impact size (Np2=.22).This implies that profound LOP (M = 5.24) was better at word review when contrasted with shallow LOP (M = 2.88). There was a noteworthy cooperation impact among LOP and kind of memory, F(1, 238) = 12.51, p Np2 = .05). The impact of the profound LOP was more prominent on unequivocal errands (M = 6.00) when contrasted with verifiable undertakings (M = 4.34). While shallow LOP greaterly affected understood assignments (M = 3.03) comp

Rosa Parks Essay -- Rosa Park Biography Biographies Bio Essays

Rosa Parks One of the most compelling and moving ladies ever was Rosa Parks. By one activity she helped change the lives of a larger part of African Americans and all the more significantly society all in all. Rosa Parks started the consideration of America when she wouldn't make due with the dark (lower class)standards. In addition to the fact that she helped change the lives for some African Americans she helped fairness for all people in the United States. By one fearless ladies our reality will be everlastingly appreciative. Rosa Parks was brought up in her Grandparents house in pine level, Montgomery County, in Alabama. Her Mother's name was Leona Edwards and her dad James McCauley was a woodworker. On February 4, 1913 Rosa was conceived, ya year after her folks were hitched. At around the age of two her dad took off North searching for a superior like. As a kid Rosa and her sibling grew up with isolation and such social orders as the Ku Klux Klan. Her granddad would frequently lay down with a rifle close by because of the dangerous condition. When Rosa Parks went to class she started to feel troubled about the general public she was living in. She before long saw the isolation of their general public when she saw the vacant and little school for blacks contrasted with the captivating and bih school the whites had. By then on in Rosa's life she concluded she would have been an individual with pride and sense of pride. She guaranteed herself she could never set her fantasies lower than any other person o n the planet basically in light of the fact that she was dark. She needed a change and was resolved to get it going. At age nineteen Rosa wedded a man named Raymond Park, who kicked the bucket of malignancy in 1977 following a nearby fifty years of marriage. When Raymond was living he had consistently impacted her to turn out to be increasingly dynamic in social liberties among blacks. Her desires for a superior future were simply starting. By 1945 Rosa was an innovator in the Montgomery Voters League and the secretary of the Nationals Association for the Advancement of Colored People (NAACP). One night toward the beginning of December 1955 Rosa was sitting inthe passenger seat of the hued area of the transport on her way home. It resembled pretty much consistently all the blacks would sit in the white area of the transport and when the whites filled in the blacks would routinely move to the back. In an example Rosa discovered her opportunity of opportunity. By one way or another she had changed the laws. She w... ... had no information on what was happening or where they were going. It was out and out not reasonable and ethically off-base. Onthese ships the everyday environments were exceptionally hurtful to their lives. They got grain any food and the floor to rest on at evenings. Of the not many that would endure the long excursion once they showed up in Europe they would be unloaded the Americans or individuals to do what they want with them. From that day on African AMericans were seen as the whites toys and games. Rosa PArks had the fearlessness to at last start to end this and she will be well resprected for her entire life. Today, Rosa Parks attempted to utilize her negative recollections of isolation and bigotry to proceed with her objective towards complete equity, opportunity, and fairness. She accepts that the kids are eventual fate of the world and expectation that they will satisfy the fantasies of society later on. Rosa Parks was a genuine good example to our country and allowed the fantasies and wishes of numerous African Americans. Her words and activities relating to the battle for integration keep on ringing like church chimes today. This chime rings all through the world for all to hear, and a large number of individuals follow the beat.

College Admissions Essays about Anxiety TKG

College Admissions Essays about Anxiety The rise of flickering cell phone screens, social media, and the insane competition of college admissions will define this era in history. Alongside the innovations and competition of the 21st Century is a rise of anxiety amongst all age groups, including, and perhaps especially, teenagers. Your anxiety is totally valid. It’s real and it is something that you should communicate to colleges, but you need to know where to send the message. What Not to Do The point of the Common App essay is to tell a compelling story about growth that gives the reader (the admissions committee) a broader view of who you are. Your scores and grades are really important, but they are largely one-dimensional figures. Your goal should be to connect with the person on the other side of the application. It’s natural for students to think talking about something deeply personal or a significant hurdle they’ve faced in high school achieves that goal. The instinct therein is right, but the approach is not .  Writing a personal essay for a college can be awkward. The audience is completely unparalleled from all others in our life. Readers aren’t quite our friends whom we’ve known for years and in whom we would confide our deepest fears, precious dreams, and insecurities. They’re not the kind of audience we perform for in school plays. And they’re also not our teachers who see us and mentor us every day.  But we shouldn’t treat the readers like strangers, either. After all, we wouldn’t go up to a new barista and rattle off a list of our accomplishments from the year while ordering coffee. Just as you wouldn’t tell the barista you barely knew a deeply personal story of personal tragedy, you probably shouldn’t make that story your initial presentation to the admissions committee, either. The reason is, first and foremost, that the Common App essay is meant to display a part of your personality that isn’t already apparent elsewhere on your application. Funny, great lis tener, strong leader. These are all traits that speak to who you really are and what you’re made of. They are the messages that transform you from a one-dimensional set of data attached to a resume into a real human being they want to get to know. Those traits, when told through the proper story, speak to who you are in your heart. Anxiety does not. So, if you talk about anxiety in your Common App essay,   you’re missing an opportunity to show the admissions committee who you really are. That’s the whole point.  Another Factor  In addition to the idea that anxiety isn’t really a personality trait, there are other reasons the Common App essay is not really the place to discuss them. We don’t judge you for having anxiety. In fact, many of our students have struggled with and overcome a range of mental health issues. But the fact of the matter remains that there is a stigma around mental health. Colleges are not altruistic organizations. They are businesses and they must lo ok out for their own bottom line and well-being. As such, they have to make sure applicants are going to flourish, graduate in four years, and be an asset instead of a liability. Your friends and family know that anxiety doesn’t define you. The general public mostly knows that, too. But to an admissions counselor who doesn’t know you at all outside of your application, highlighting your struggle could raise some questions for them. That’s something you want to avoid. What to Do While the Common App essay is not the place to talk about your struggle with anxiety, you should still disclose it to schools. The application has a space for “additional information” that was made just for issues like this one. The additional info. section is a place where anyone who has had some kind of issue that has disrupted their education or performance to explain themselves. So, if you’ve had an injury, death in the family, or an illness (including a mental health issue), this is the appro priate place to talk about it. Just be mindful to frame it as something that’s mostly been taken care of.  Need some help talking about mental health on your college application? Reach out to us. There’s no reason students with mental health challenges can’t get into the nation’s top schools.

Estate Planning for the Elderly Essay - 5534 Words

Title: Estate Planning For the Elderly Course: TAX 6405-Gift, Estate, and Trust Taxation Table of Contents * Introduction * Power of attorney * Trusts * Wills * Joint ownership of assets * Lifetime gifts * Long term care insurance * Conclusion Introduction You may have heard a phrase like, â€Å"70 is the new 50.† There are large numbers of seniors living into their 80s and 90s. Estate taxation and planning has become a bigger concern, especially for baby boomers. There is a wide range of laws regarding the elderly and disabled. The law of the elderly and disabled has become more complex in recent years. Lawyers and financial planners who specialize in elder law assist with matters affecting the autonomy†¦show more content†¦A Health Care Power of Attorney should not be confused with a living will, even though both are considered Advance Health Care Directives. This is because instructions are given on what shall happen in the event that the person becomes unable to make future health care decisions on his/her own. A Living Will only allows the person to express his/her wishes concerning life-sustaining procedures. Health Care Power of Attorney becomes effective only when one does not have the capacity to give or withdr aw informed consent regarding one’s health care. General, special or health care power of attorney that contains special durability provisions is a durable power of attorney. For example, if a person becomes mentally incompetent while already having a valid power of attorney document, a durability provision will allow this document to stay in effect. Such a document can be signed to prepare for the possibility of a client becoming mentally incompetent due to illness or an accident. In this scenario, the power of attorney would not go into effect unless a doctor certifies that the person is mentally incapacitated. It is important to select someone of trust to be an agent. The durable power of attorney ends upon the death of the principal. In some states, if a spouse is the attorney-in-fact, a divorce will automatically terminate the durable power of attorney. In most cases,Show MoreRelatedPersonal Financial Planning : Retirement Planning Essay914 Words   |  4 PagesPersonal Financial Planning - Retirement Planning By Aaron Lau | Submitted On February 19, 2010 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest Advances in medical science have resulted in people living longer. ThisRead MoreAssessment of Personal Financial Wellness of Teachers1115 Words   |  5 Pagesfor the future. Years ago, the financial life of average family was relatively uncomplicated. People worked for the same company most of their lives, lived a few years on retirement on Social Security and their pension and passed on their modest estate to their children. However increased longevity , changing demographics , and a more complex , dynamic financial world have changed all that. Many of today s retirees will live 30 years or more in retirement - requiring far more financial resourcesRead MoreHome Or An Assisted Living Program795 Words   |  4 Pageswould prefer to stay in their own homes, and live out their days surrounded by their own belongings in a comfortable environment. For many seniors, staying in their own home, or â€Å"aging in place† is more possible now than ever. With a little pre-planning, more people can live independently even when some assistance is needed. Physical Modifications to the Home Mobility and safety are the two key concerns when considering whether an older person should stay in his or her home. Often, simple changesRead More Baby Boomers Essay1089 Words   |  5 PagesAmerican Higher Education had to expand. Large enrollments along with inflation pushed college costs higher. When they started families of their own and became homeowners it drove real estate prices up. As they passed through the life cycle, these shortages soon became surpluses. An example being the collapse of the real estate market in the late1980’s (Sullivan). We can expect a large demand for retirement housing, elder care and finally the funeral industry as the Boomers continue their life cycle. Read MoreLawyer and Paralegals1021 Words   |  5 Pagesmultitask and enjoy having many tasks needed to be done all around the same time. Time management is essential for a paralegal. Depending on the law firm, paralegals may have other duties. They may appraise and inventory property for estate planning, or manage real estate sales. They may answer questions about legal issues at civil hearings. Some paralegals may help between the people who are selling property and the people who want to buy it. Once a sale is made, paralegals write out payment plansRead MoreEssay on Retirement Planning1225 Words   |  5 Pages Planning for retirement should not be based on Social Security alone, but rather by saving portions of personal earned wages and putting finances into long-term investments. Depending on Social Security as the only income after retiring is an unsafe and undependable way to prepare for retirement. 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Essay on Imagery in Lycidas - 893 Words

Imagery in Lycidas Lycidas, a poem written by John Milton as a memorial to Edward King, a classmate at Cambridge, reflects Miltons reverence for nature, his admiration of Greek Mythology, and his deeply ingrained Christian belief system. In Lycidas, Milton combines powerful images from nature and Greek Mythology along with Biblical references in order to ease the pain associated with the premature death of King. King drowns at sea in the prime of his life and Milton is left to make sense of this tragedy. Milton not only mourns the loss of a friend; he is also forced to face his own mortality. Milton questions the significance of writing poetry when he will inevitably die. Milton copes with the subject of death by insisting on†¦show more content†¦/ Bring the rathe Primrose that forsaken dies. / The tuft Crow-toe, and pale Gessamine, the white Pink, and the Pansie freakt with jeat, / The glowing Violet (141-145). Miltons use of imagery taken from nature is common in Pastoral elegies. Pastoral e legies are written in order to memorialize a friend or acquaintance that has deceased. Pastoral poetry is also written for rural people whose lives revolve around nature. Therefore, Milton composes a poem in which nature is intricately weaved into the fabric of the story. Milton is also alluding to the necessity of a Christian burial for King when he writes, And purple all the ground with vernal flowers (141). At a traditional Christian funeral flowers are placed on the ground or thrown on top of the casket of the deceased. Milton seems preoccupied with the fear that King will not receive a proper Christian funeral. At the beginning of Lycidas Milton writes, He must not flote upon his watry bear/ Unwept, and welter to the parching wind, / Without the meed of som melodious tear (11-15). Kings remains are lost at sea and therefore Milton insists that Kings death needs to be properly mourned. Milton is also forced to realize his own mortality in writing a memorial to a contemporary. Milton writes, For we were nurst upon the self-sam hill, / Feed the same flock, by fountain, shade,Show MoreRelatedJohn Milton s Lycidas Uses Fruitful And Fertile Imagery1643 Words   |  7 PagesMilton’s Lycidas uses fruitful and fertile imagery to describe the watery death of his collegiate companion. Water in this poem functions both as it normally does, describing rebirth in a true baptismal fashion, and in an alternate way, in reference to the drowning and death of Edward King. The poem also takes time to discuss the malicious actions of the English clergymen, poetically described in traditional pastoral imagery, so in this way it is similar to what Milton does with the water imagery. BothRead MoreA Critique on Lycidas Written by John Milton1206 Words   |  5 PagesLycidas is a popular, well-known poem, which was written in the early 1630s by John Milton. The poem is written in the style of pastoral elegy and is dedicated to Edward King a friend of John Milton who drowned out at sea. About 100 years after the poem had already been well known, Samuel Johnson responded forcefully by writing a critique that has also become well renowned. Samuel Johnson, who wrote the English Dictionary, questions the worth of Lycidas. According to Johnson, poetry is an art formRead MoreLycidas Analysis1492 Words   |  6 PagesAn Analysis of John Miltons â€Å"Lycidas† Milton’s Lycidas is a poem in the form of a pastoral elegy written in 1637 to mourn the accidental death of Milton’s friend Edward King. The theme of the elegy is mournful or sadly reflective. Though lyrical, it is not spontaneous, and is often the result of deliberate poetic art. The elegy is a conscious work of art, and not a spontaneous expression of sorrow. The elegiac poet engages himself in discursive reflections. Death, the primary theme of most elegiesRead MoreLycidas1529 Words   |  7 PagesWhat Happens in â€Å"Lycidas† 1–5 The poet complains that he is unready (= â€Å"denial vain, and coy excuse†) 6–36 No matter, Lycidas was a poet and his death must not pass without song. I too shall die one day and want someone to sing for me. Moreover, Lycidas and I grew up and made poetry together, to the delight of many. 37–49 â€Å"But O the heavy change now, thou art gon†: nature languishes in Lycidas’s absence. 50–63 The nymphs were powerless to save him, as Calliope was powerless to save her sonRead MoreEssay on Lycidas1266 Words   |  6 PagesThe Great Die Young In the pastoral elegy, Lycidas by John Milton, the author uses plants and flowers to set the mood of the story and express his sorrows for his lost friend Edward King. The quote, â€Å"Live your life to the fullest because you never know if your going to wake up the next morning† describes Milton’s idea that anything could happen at a given instant and nothing is certain. Milton is grieving over his lost friend and uses plants and flowers to represent the mood he is feeling. EdwardRead More Lycidas: Poetry and Death Essay3788 Words   |  16 PagesLycidas: Poetry and Death  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚        Ã‚  Ã‚   Living in a period of important religious and cultural flux, John Miltons poetry reflects the many influences he found both in history and in the contemporary world. With a vast knowledge of literature from the classical world of Greek and Roman culture, Milton often looked back to more ancient times as a means of enriching his works. At other times, however, he relies on his strong Christian beliefs for creating spiritually compelling themes and deeplyRead MoreAnalysis Of The Poem Lycidas By Paul J. Alpes1754 Words   |  8 Pagesmade the assertion that Milton’s poem â€Å"Lycidas† follows the traditional pastoral conventions, for instance, Samuel Johnson recognized the poem as a traditional pastoral because it depicted an idealized life of rural leisure. Moreover, he claims that Milton’s pastoral poem is â€Å"easy, vulgar and therefore disgusting; whatever images it can supply are long ago exhausted and its inherent improbability always forces dissatisfaction on the mind† (89). Milton’s â€Å"Lycidas† denounces the traditional pastoral conventionRead MoreA Formalistic Reading of John Miltons Lycidas2679 Words   |  11 Pagesliterary man who wrote the greatest English epic, is not true and justifiable. My purpose of writing this research paper is to criticize his world-famous elegy – Lycidas. Milton after two years living in Horton, in the November 1637 when his poetic exercises and studies were finished, took a trip to Italia and wrote Lycidas to elegize the death of his friend â€Å"Edward King† _ four years younger than Milton, was full of genius, and was chosen by the order of the king as an assistant professorRead MoreParadise Lost Analysis1958 Words   |  8 Pages(December 1608 – November 1674), an English poet, polemicist and civil servant, tell the Christian story of the creation of the Earth, the fall of Satan and the Fall of Man. As a puritan, Milton, who had already attacked the Church for its corruption in Lycidas (1637), give this classical Christian tale puritan traits (such as the protrayal of Eve as a dedicated worker). The passage under study is taken from Book 9 of Paradise lost. In this book, the narrator focuses on the disobedience of Adam and Eve.Read MoreSaul Bellow Seize the Day the Water Imagery5255 Words   |  22 PagesWater Imagery in Seize the Day Saul Bellows Seize the Day is one of the most profoundly sad novels to be written since Tender is the Night. On this day of reckoning, during the seven hours or so that comprise the action of the novel, all the troubles that constitute the present condition of Wilhelm Adler descend upon him and crush him, leaving him penniless, alone, and in such profound misery that one can hardly imagine his going on. He is, as he says, at the end of his rope. This has been one

Business Ethics Ethics And Social Code Essay - 1422 Words

INTRODUCTION Business ethics is a form of ethics which is applied in the field of business and it deals with the ethical issues and principles arising in a business background. In short business ethics means to carry on business for the human welfare and the benefit of the society. Business ethics is the study of business situations, activities and decisions where issues of right and wrong are addressed (Trevino.,1986)†. 1. Nature of Business ethics: The following are the features of business ethics: †¢ Etiquette or Social code: - Business ethics is a social code. For a successful and useful business a code of conduct should be followed. It tells us about the DO s and Don’ts in a business environment and helps us to guide business for the welfare of human and society (Blom.,2000). †¢ Old concept:- We can trace the concept of business ethics to a very ancient period even with the development of human civilizations. †¢ Related to moral and social values: - Business ethics works based on social and moral principles in a society. It gives equal benefits to all social groups, avoids indiscrimination, and provides integrity for the welfare of the society. It works against the exploitation of the people. †¢ Provides Security to different Social groups: - It provides equal rights to different social groups including consumers, governments, and small entrepreneurs. †¢ Autonomous:- Business ethics of a businessman should be uncompelled and free willed. It should not be forced onShow MoreRelatedWhat is Business Ethics?741 Words   |  3 Pages In today’s business world businesses face the challenge of doing the right thing over doing the profitable thing more than ever before. For many years the sole purpose of business was to be make profits for the shareholders. This view has now been changed. The propriety of business actions is being challenged by the modern day consumer. One of the major issues or opportunities (depending on which way one may see it) is the issue of ‘going-green’. Consumers in today’s society have access to a largeRead MoreThe Principles Of The Code Of Ethics Of A Company1143 Words   |  5 Pagesto Business Alignment of Goal, Objectives, and Strands Teacher Goal: to introduce business concepts to create social responsibility through a variety of learning activities such as role plays, worksheets, and hands on activities. 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An Ethical Dilemma Broad Philosophies Of The Ethical Theories

Question: Write about anEthical Dilemma for Broad Philosophies of Ethical Theories. Answer: Introduction Ethics in todays world is a very debatable yet pertinent and widely spoken issue. Often the words ethics and laws are used interchangeably, but there is a subtle difference between the two. Ethics refer to the social norms based on moralities and values and are not subjected to any sort of punishment if violated. Contrarily, laws are established rules and regulations that may result in penalty and trial if not abided. In the healthcare sector, a thorough understanding and awareness of the prevalent laws and guidelines in conjunction with the professional codes of conduct in the respective disciplines are imperative to foster improved healthcare facilities and ensure speedy recovery and well-being of the patients receiving care (Henaghan, 2012). In this context, the role of the healthcare professionals and their attitudes and actions towards their jobs may be considered pivotal to establish effective care programs (Wickramasinghe, Moghimi, Schaffer, 2015). However, sometimes situatio ns pose barrier to carry out ones task smoothly due to conflict of interest arising out of mental perceptions as to follow the moral imperatives or not. This complex scenario, generally known as ethical dilemma is evident from the given case study numbered one. Ethical dilemma in healthcare practice is very much case sensitive and therefore demands insightful expertise and pragmatism on the professionals part to tackle the condition without disturbing the balance in the workplace (Doherty Purtilo, 2015). The case study one described a situation in which a reputed sports physiotherapist and specialist in treating musculoskeletal injuries named Kamil Sharma, appointed in an AFL club faced an unforeseen situation, which put him in front of an ethical dilemma. To understand the dilemma developed out of the situation it is essential to know the background of the situation in the club. Kamil maintained a cordial relationship with the players as well as the club managers and even had close association with two of the players. One evening while in a bar, he came to know that the sports scientists and coaches were supplying performance-enhancing drugs to the athletes. His information was verified at a later instance when he discovered a package of the banned peptide Thymosin beta-4 at the club headquarters. Kamil, next brought this matter to the notice of both the club management and the coach. The competent authorities instead of paying proper heed to this matter allured him of rewarding wit h greater salary if he chose to remain silent regarding the issue. The acknowledgement of the offer would render better care for his poor, old, ailing parents staying in Lebanon. He is fully conscious about the long term health consequences of the usage of this banned peptide of Thymosin beta-4 in addition to the violation of the anti-doping regulations in sport, apart from its performance enhancing benefit. The players being contractually under the obligation of abiding by the dictums of the management could not even refuse the use of the banned peptide. The preface of the studied case was like what has been described in the preceding text. In view of the case study, the prime stakeholders of the ensuing events may be identified. The direct group vulnerable to the outcomes of the usage of the banned peptide of Thymosin beta-4 is the players of the AFL club. Pertaining to the context of ethical dilemma, Kamil Sharma the sports physiotherapist and specialist in treating musculoskeletal injuries is the other stakeholder. Apart from the sports physiotherapist, the nurses attending the players and who are also integral parts of the sports medicine team are also among the potentially affected. The primary role of a sports physiotherapist is to apply treatment modality through physical means of thermal, electrical, hydraulic, mechanical measures alongside manual therapy-oriented exercises through distinguished techniques. Sports medicine nurses are entitled to work in assistance with the sports physicians, physical therapists to help out the patients encountering musculoskeletal injuries ranging from bone fractures and disloca tions, joint sprain, muscle strain to torn ligaments. The nurses of a sports medicine team are required to document the history of the patients, assist the doctors in devising a treatment regime and educate the players to prevent sports related injuries in the future (Brukner, 2012). In the chosen scenario, these two groups of healthcare professionals are likely to be affected by the ethical dilemma issue as they are in continuous communication and are in grip of the players health status. There is a very thin line of differentiation between the ethical and legal conflicts regarding the given case study. The ethical conflicts emanate from the physiotherapists perplexity in confronting the malpractice of using the banned peptide of Thymosin beta-4 among the players under the instruction of the sports scientists and coaches. On the contrary, the legal conflicts link to the recommendations and persuasions to unlawfully incorporate the prohibited drug of Thymosin beta-4 for the sake of enhancing sporting performance in an event. Thymosin beta-4 though not included as a scheduled prohibited drug according to World Anti Doping Agency (WADA) list of banned substances but has the potential hazards of anabolic steroids (Hatton, Green, Ambrose, 2014). In view of its potential health hazards, Australian Sports Anti-doping agency have urged the World Anti-doping Agency (WADA) to include this drug into its updated list of prohibited substances (Harcourt, Marclay, Clothier, 2014). The drug has the ability to increase muscle growth, endurance and strength with greater angiogenesis and anti-inflammatory effects that help in wound healing. Apart from these effects the drug has the risk as the other anabolic steroids and the person taking this drug may even develop flu like symptoms (Davison Brown, 2013). The dignity and rights of all the stakeholders in the chosen case may be assessed depending upon the ethical theories, health care and human rights charters. The deontologist theory may be referred to in this context of the given case study. As per this ethical theory, an ethical action rather than being performed by means of assessing the consequences is done by virtue of certain moral guidelines. Rather than evaluating the outcomes of the unique actions against every circumstance or how much happiness is gained out of that action, the healthcare professional upheld a set of universal moral principles or duties (Townsend Luck, 2012). The physicians and other healthcare professionals working in the realm of competitive sports setting come across distinct ethical challenges, mostly generating out of the conflict of interests. Team management recruited physicians are under the obligations to deliver their duties in sync with the best interest of the club, in addition to taking proper of the athletes playing for the club. They are entrusted to do a balancing act in maintaining the individual health data of the athletes by ensuring safety and confidentiality of the data as per the data protection law. Additionally, they have to handle issues related to autonomous informed consent and authoritative decision making to evaluate whether an athlete is fit enough to compete in an event without any harm. Simultaneously, the physician plays a crucial role in taking decisions regarding the performance enhancement as well as come back to play of an athlete that may not be of good effect for the athletes in the long run but certainly would benefit the team management in the immediate days that follow. Dearth of evidence based protocols in the territory hugely impacted by the temptations of financial profits for multiple parties participations; render these arduous tasks of the members of the Sports medicine team to become more complicated (Testoni et al., 2013). Distinction of the ethical and legal conflicts may be done in the perspective of the principles and virtues of healthcare ethics that inform professional practice. Healthcare ethics is governed by some definite principles that are mutually interrelated to optimize the care in the healthcare infrastructure. In this respect, four key principles supplemented by four rules may be discussed to better understand the idea of healthcare ethics. The prime ethical principles fostering improved healthcare facility are autonomy, beneficence, non-malfeasance and justice (Pelletier et al., 2015). Autonomy encourages people to make their own choices without any persuasion or coercing. Informed consent is a vital effect of this principle. The other virtue of beneficence is intended for the welfare of the people to help them enjoy quality life. Moreover, non-malfeasance considers the notion of not inflicting harm or pain whatsoever, do not incapacitate or cause offense or deprivation of any sort and most importantly do not kill the patient. It is important to note in this matter that both beneficence and non-malfeasance underpins the concept of evidence based practice (EBP). Justice on the other hand encompasses treating everyone fairly in a non-discriminatory, respectful and non-prejudicial manner complying the existing laws and rules (Allhoff Hall, 2014). Referring to the case study, all these virtues and their conflicts may be illustrated. The physiotherapist is under a conflicting ideal of ethics associated to beneficence and non-malfeasance. Despite being fully aware of the ill-effects due to administration of the banned peptide of Thymosin beta-4, in the athletes, he is in a dilemma to articulate words of protest against the team management who are endorsing the drug usage. The laws prohibiting the use of the drug and the penalties of such legal violations are known to him as well. Therefore a breach of the justice ethical principle is challenging his interest as well. T he ethics forum is under constant evaluation and exploration of such precarious and conflicting issues regarding medical ethics in Sports Medicine. The fundamental problem of the physicians working privately for professional sports teams has been scrutinized by the researchers (Instances Pappas, 2015). The codes of ethics and codes for professional conduct act as sources of reference for the professionals in the healthcare setting to abide by the guiding rules and regulations without any hassle and ensure improved care. Multi-spectral data accessible from disparate backgrounds in the modern times have made it increasingly critical for the people associated with the healthcare industry to successfully implement the various interventional strategies. The predictive mode of data analysis is relevant in this context where the physicians have to forecast the complications and other health related issues of the administered drug (Wickramasinghe, Moghimi, Schaffer, 2015). The Inter-professional Professionalism Collaborative (IPC) has put forward certain guiding principles of inter-professional practice. Notable among the mentioned principles are the virtues of altruism, respect, ethics, communication, accountability and excellence. The feasibility of the collaborative job among the inter -professional healthcare workers is thus essential to establish a common set-up within the healthcare framework (Tsou, Shih, Ho, 2015). Proper registration, accreditation, formulation of national standards in conjunction with appropriate defining decorum in terms of profession identity have paved the way for advanced healthcare regime in the developed nations as in Australia. Professional skills include competency in the particular field supported by enough technical, theoretical knowledge acquired through dynamic learning process, together with personal attributes such as prudence, critical thinking and reflection, respectful behavior, caring attitude and others (Murcot et al., 2014). The codes of professional conduct for the healthcare personnel are very much related to their other counterparts as healthcare is a multidisciplinary field and therefore measures and treatment modalities generally follow a holistic approach. The standards of ethical conduct as proposed by the Interna tional Council of Nurses (ICN) may be relevant where enough emphasis has been laid on the relationship aspects of the nurses related to their practice, profession, colleagues or co-workers and finally with the people under their care (Masters, 2015). In the chosen scenario of the case study, the ethical standards of the physiotherapist and the nurse assisting the physician is desired to be of utmost priority for proper functioning of the healthcare management pertaining to the athletes context. In the sports domain, the multiple stakeholders encounter the traditional challenges related to autonomy and confidentiality of the data (Greenfield West, 2012). In the given case study situation, the conflicts of interest on the part of the specialist physiotherapist emanate from the colliding obligations to the athletes as well as to the members of sports management team including the coaches and team officials. However, pragmatic following of the codes of conduct for the healthcare profes sionals with an individualized approach in compliance with the existing laws may guide towards an ethical practice of the relevant profession. In this context, the case can be aligned with the professional conduct and the codes of ethics for nurses in Australia. In this context, according to the conduct statement 2 in professional conduct, Nurses practice and conduct themselves in accordance with laws relevant to the profession and practice of nursing, thus, Kamil should follow the legal procedure and report the illegal incident to the higher sports authority, instead of maintaining silence. Moreover, the purpose of the Code of ethics for nurses in Australia highlights that professionals should be capable of identifying the fundamental ethical standards and values to which their profession is committed. In addition, according to value statement 7 and 8, professional should value ethical management of information and professionals should value a socially, economically and ecologically sustainable environment promoting health and wellbeing. Therefore, it can be interpreted that, Kamil should ensure that he is contributing in promoting a sustainable environment of health and wellbeing in the sport club. For sustainable environment, he should be accountable for the players health and should report about any kind of unethical incident to the higher authority. Thus, ethically, the codes of professional conduct and codes of ethics will help Kamil to take right decision in that critical situation. Considering the findings and proceedings in the given case study situation, and the challenges faced due to ethical dilemma, suitable ethically as well as legally acceptable resolutions may be provided. The two broad philosophies of ethical theories of consequentialism and deontology, compatible with the outcomes of the chosen case scenario may be suggested as the possible solution. Consequentialism takes into account the repercussions of the actions executed, while actions based upon a set of morals and principles form the foundation of the deontology philosophy. A synergistic balance maintained through these two ethical theories may ally the ethical dilemma arising out of the conflicting interests in the given case situation. The best overall result may be expected if these theories are stringently followed in compliance with the legal implications. Pertaining to the diversity of the professional codes of conduct, the recommended solutions may have case-sensitive outcomes but the c entral objective of the theories will be in place subjected to proper application. References: Allhoff, F., Hall, M. (2014).The Affordable Care Act Decision: Philosophical and Legal Implications(Vol. 57). Routledge. Brukner, P. (2012).Brukner Khan's clinical sports medicine. North Ryde: McGraw-Hill. Davison, G., Brown, S. (2013). The potential use and abuse of thymosin -4 in sport and exercise science.Journal of sports sciences,31(9), 917-918. Doherty, R. F., Purtilo, R. B. (2015).Ethical dimensions in the health professions. Elsevier Health Sciences. Greenfield, B. H., West, C. R. (2012). Ethical Issues in Sports Medicine A Review and Justification for Ethical Decision Making and Reasoning.Sports Health: A Multidisciplinary Approach,4(6), 475-479. Harcourt, P. R., Marclay, F., Clothier, B. (2014). A forensic perspective of the AFL investigation into peptides: an antidoping investigation case study.British journal of sports medicine,48(10), 810-813. Hatton, C. K., Green, G. A., Ambrose, P. J. (2014). Performance-enhancing drugs: Understanding the risks.Physical medicine and rehabilitation clinics of North America,25(4), 897-913. Henaghan, M. (2012).Health professionals and trust: The cure for healthcare law and policy. Routledge. Instances, G., Pappas, A. (2015). Sports Medicine Ethics Forum Welcome.Sports Medicine. Masters, K. (2015).Role development in professional nursing practice. Jones Bartlett Publishers. Murcot, P., Williams, B., Morgans, A., Boyle, M. (2014). Community perceptions of the professional status of the paramedic discipline.Int Paramed Pract,4(1), 13-8. Pelletier, C., Stevenson, F., Chrysikou, V., Park, S., Gibson, W. (2015). Reconsidering ethics and qualityin healthcare research: the case for an iterative ethical paradigm.BMC Health Services Research. Testoni, D., Hornik, C. P., Smith, P. B., Benjamin Jr, D. K., McKinney Jr, R. E. (2013). Sports medicine and ethics.The American Journal of Bioethics,13(10), 4-12. Townsend, R., Luck, M. (2012).Applied Paramedic Law and Ethics: Australia and New Zealand. Elsevier Health Sciences. Tsou, P., Shih, J., Ho, M. J. (2015). A comparative study of professional and interprofessional values between health professional associations.Journal of interprofessional care,29(6), 628-633. Wickramasinghe, N., Moghimi, H., Schaffer, J. L. (2015). Leverage Healthcare Data Assets with Predictive Analytics.Improving Health Management through Clinical Decision Support Systems, 237.

Report On Oluadah Equiano Essays - Racism, Olaudah Equiano

Report On Oluadah Equiano History The Interesting Narrative of Olaudah Equiano Slavery has been an issue in the world since ancient times, and in only the last one hundred and fifty years has it been dine away with in our country. The way slaves were regarded was different according to the various cultures around the earth due to regional traditions and the goods that were produced in that area. The enslavement of the African Americans did not begin with the South Atlantic System, it existed in Africa's own various native tribes for centuries. In The Interesting Narrative of Olaudah Equiano, Equiano recalls the slavery in his own tribe the Ibo. The slavery *censored* sucker system of his African tribe that he witnessed as a child differed from what he would experience as an adult. First, a man could not be kidnapped and made into a slave within the African community. In fact, a man could become a slave as a punishment for kidnapping or other crimes such as adultery. One could also become a slave if he/she was a captured enemy (Interesting Narrative 38). The Europeans, however, rounded up slaves with no thought of any African's personal lives and captured them for the sole purpose of enslaving them. When they did not ?round up? the Africans themselves they would trade goods for slaves which caused tribes to attack other tribes for horny slaves to increase their own wealth and status (America 68). These two factors left damage to the African tribes. Equiano recalls that the slaves taken by his Ibo people were almost treated as one of the family. The slaves do the same amount of work that any other member of the family would do (Interesting Narrative 41). When Equiano reached the West Indies he saw the Africans being literally worked to death, because they were so numerous and wouldn't lose money if they perished. Another principal difference in the treatment of slaves between Africa and Europe was lodging. In the Ibo tribe, the master of the slaves had them live inside his complex and dwelt in houses nearly the same manner as he did (Interesting Narrative 37,41). In contrast, Equiano witnessed the lodgings in the West Indies to be horrid. ?They are often open sheds, built in damp places? the poor structures of the hut left the slaves cold and damp, the perfect conditions for disease to flourish in (Interesting Narrative 94). In the Ibo tribe the slave food rations were the same as the rest of the household. They usually had perm ission to marry, and their children were born free (America 66). After Equiano was kidnapped he experiences African slavery, which is mixed with harsh and fair treatment. Equiano reaches the coast and sees streptococus Europeans for the first time, he says ?If ten thousand worlds had been my own I would have freely parted with them all to exchange my condition with that of the meanest slave in my country? (Interesting Narrative 54). He probably would have given this if he had known he was headed for the dilsilious middle passage. If the Africans survived the middle passage they were mostly taken to the West Indies and then to other destinations (America 67). The more slaves that inhabited an area, the more replaceable they became, and this and other factors contributed to the differences in slavery from place to place. Oluadah Equiano came in contact with slavery in many places all over the world including the West Indies, Virginia, Georgia, London and Philadelphia and in each place the form of slavery varied. According to Eqiuano, the harshest slave conditions were in the West Indies. Most West Indian planters treated the slaves like animals. They were very expendable because sugar prices were high, and slave prices were low (America 73). Most slaves were malnourished and lacked adequate housing. They were under strict regulations because the slave population was much greater than that of the Europeans of the islands. They controlled the Africans with fear. Africans had no rights as citizens as Equiano points out. He tells of an African man who owned a boat, which was taken from him with no compensation. He also tells of how Africans were dismembered and tortured for

Keeping Close to Home Essay Essay Example

Keeping Close to Home Essay Essay Example Keeping Close to Home Essay Essay Keeping Close to Home Essay Essay Bell Hooks essay â€Å"Keeping Close to Home† . describes her battles after she was accepted at Stanford University to foster her self-fulfillment. In this essay Hooks negotiations about her journey to educate herself and no losing her sense of where she came from as African American adult female from a working category background. Hooks parents wanted her to travel to a school near to place. a non-diverse like Stanford was. They wanted her to travel to a school no merely near to place but were the bulk were black excessively. Her household biggest fright was her girl altering her head or losing her values and the connexion with them. They knew college alteration people. However Hooks found the manner to maintain stopping point to place by sing every twelvemonth. sometimes when she couldn’t travel place because she didn’t have the money to travel. she had to remain at school. she expresses in a transition how her household wasn’t happy or supportive about her determination about her traveling to Stanford. As she said â€Å"My parents had non being delighted that I had been accepted ad adamantly opposed my traveling so far from place. At the same clip. I did non see their resistance as an look of their fright that they would lose me everlastingly. â€Å"Like many propertyless folks. they feared what college instruction might make to their children’s even as they unenthusiastically acknowledge its importance† ( 101 ) . Most childs have a really strong cognition about were they come from like Hooks was. opposite to some others which doesn’t. this make them to be weak. they could alter their values and they might bury about their households and community. . When childs go to college they are in touch with many different people from different backgrounds. It is normal that their parents could be afraid of their childs altering their heads afterwards they will be populating off from place and this could go on. This changes depend on how strong their roots are. Having no contact with no contact with their households that could go on. like Hooks explains on her essay when she said â€Å"Often I tell pupils from hapless and propertyless backgrounds that if you believe [ that ] what you have learned and are larning in schools and universities separates you from your yesteryear. this is exactly what will go on. It is of import to stand house in the strong belief that nil can truly separate us from our yesteryears when we nurture and cherish that connection† ( 108 ) . The best manner to keep the values our household gave us when we go off from place either to college or to populate far from our households is maintaining in touch with them for this purpose talk to our households one time in a piece will be good besides neer bury were we came from. When I read Hooks essay. this send me back in clip to the twelvemonth of 1979 when I graduate from High School. As I was reading her essay I felt that Hooks and I had the same battles. Before I graduate from High School I had my head set about traveling to college. My household was really hapless. My female parent was ever a really difficult worker adult female. she ironed all the vicinity vesture. I am really proud of my female parent being a individual female parent she was capable to race my small sister and I all by herself after my pa past off when I was 12 old ages old Hooks’s negotiations about how proud she was about her male parent excessively when she said â€Å" â€Å" I neer knew how hapless we were until I needed to travel to college. I knew I will necessitate to happen a occupation to foster my instruction. Hooks reveals all the hurting and struggles she had after she was accepted at Stanford. how her parents were non supportive. I had the same exact battles. My female parent was really disquieted when I told her about my determination on traveling to school. she argues with me about how her friend’s childs neer came back to their places and how they stop sing their parents after they went to school. My female parent was non being really supportive like Hooks parents were. She teaches us to how to be loving. caring. how to esteem each other in the household and everyone else. She wanted for me merely to happen a occupation near to my house. she even talked with the proprietors of this pharmaceutics on the corner of my house to give me a occupation as a teller. She said I should remain place and assist her with the house jobs. she neer thought I could be anything more than a housework. We lived in a really little town called Villa Canales which was eight hours off from the college I decided to travel. That was the most painful determination I had of all time made. After all I was the first coevals trave ling to college. My household was really tight with really strong values. My sister and I used to pass all our summers holidaies at my grandma’s house when we were small. we loved to listen all the narratives she had to state us. while we grow up. This made my household really similar to Hooks’s household. However my female parent was afraid of me being far from her and my small sister and bury about them which didn’t happen. Even when the communicating was non easy in Guatemala where I grow up. I did all my attempts keeping communicating with my household. Distance was non adequate ground for me to halt maintaining in touch with them the same and neer bury about all the instructions she gave me. The same manner Hooks neer stopped her contact and communicating with her household. The intent of her essay is to reason about that pupils coming from a working category background should non be ashamed where they come from nor either forget about their households. Traveling to school far from place shouldn’t alteration people. at least no their values. To maintain this values integral people demands to maintain the connexion as Hooks did by maintaining in touch with her household and community. Universities separates households this should non go on because the lone manner we keep our values is being tight with our households.

Depression Research Paper Example | Topics and Well Written Essays - 2000 words

Depression - Research Paper Example If there was one word that could be used as an umbrella term to cover all the feelings resulting from depression that would be â€Å"hopelessness†. Depression is a serious disorder but can be treated if adequate measures are taken in time without delay. Learning about the potential causes, signs and symptoms of depression is indeed, the very first step in the way towards its resolution, treatment and prevention. What is depression? Depression is essentially an illness which affects and takes control of an individual’s mood, thoughts and the whole body. Under the influence of depression, an individual becomes pessimistic in his/her approach towards himself/herself and his/her eating and sleeping habits are particularly affected. Many people suffering from depression take eating as a means to escape depression. In their attempt to relieve their tension, they seek refuge in the taste of food. The resulting overeating makes them gain weight and many end up becoming obese. W here food intake is increased, there is a significant decrease in the amount of sleep. People suffering from depression either can not sleep or have nightmares when they sleep. They are haunted by ferocious dreams which interrupt the sleep. It is not possible for an individual that has a depressive disease to â€Å"pull himself/herself together† and start feeling better. ... There are four major kinds of depression, namely major depression, atypical depression, dysthemia, and seasonal affective disorder. They are explained below: 1. Major depression Thus type of depression is largely characterized by an individual’s lack of tendency to feel pleasure in life. The lack of enjoyment is persistent and uninterrupted. This makes the depression aggravate with the passage of time. However, even if no treatment is taken, major depression usually occupies the patient for 6 months. Most of the people experience a single episode of depression in their whole life. The disorder is generally recurring but there are medicines and treatment to minimize the recurrence. In the West, major depression is the No. 1 psychological disorder in the contemporary age (clinical-depression.co.uk, 2011) which is increasing among all communities and age groups, particularly among the youth. It is estimated that by 2020, major depression will be the second most disabling disorder in addition to the heart disease. In order to fight major depression, most patients resort to the use of antidepressants. They are undoubtedly effective in providing an individual with immediate relief, though they do little to guarantee the individual depression free life. 2. Atypical depression It is essentially a subtype of the major depression. Atypical depression is characterized by a particular symptom pattern that is inclusive of a temporal shift in mood as a result of positive events. An individual suffering from atypical depression feels good when he/she hears good news or when he/she hangs out with peers or friends. Nonetheless, the temporary emotional boost is ephemeral. The potential symptoms of atypical depression include but are not limited to increase of

Critical Literature Review Coursework Example | Topics and Well Written Essays - 1250 words

Critical Literature Review - Coursework Example A cultural change is required to counter the widespread acceptance of dishonest practices. De Vries, et al. 2011 Personality traits such as conscientiousness, honesty-humility/integrity are effective predictors of counterproductive academic behaviour. Jones & Spraakman 2011 Faculty member’s instigation of broad-based cheating among students caused the faculty’s dismissal, but administrators excused the students’ participation. Faulty integrity culture skewed students’ perception of ethical behaviour. Kisamore, et al., 2007 Students with poorly-adjusted personality traits are more disposed to cheat due to the influence and interaction of integrity culture. Kitahara, et al., 2009 Case study demonstrated the effectiveness of employing multifaceted, hybrid approaches to ensure academic integrity. Larkin, et al., 2012 Additional enticements to plagiarize and cheat are provided by the use of online media, due to the ease of transmitting exam questions and answer s. Okoro, 2011 Plagiarism in all its forms is often difficult to communicate to students when merely stated in policy. Guided instruction strategies involving student-teacher interaction reduces incidences of unintentional plagiarism. Spain & Robles, 2011 Adoption and enforcement of a systematic Academic Integrity Policy makes adjudication of academic dishonesty cases more effective, reduces future such incidences, and establishes a culture of academic integrity. ... Table 1: Summary of academic journal articles Critical Comparison Determinants of academic integrity: Integrity culture and personality traits A debate exists concerning the factors that determine academic integrity, most commonly cited of which are the academic integrity culture (Tippitt, et al., 2009), and students’ or faculty members’ personal characteristics (De Vries, et al., 2011). Tippitt’s findings on integrity culture is supported by the study by Jones & Spraakman (2011), that fittingly explored the role that faculty members play in advancing academic misconduct. Faculty members’ willingness to cover up graduate students’ plagiarism or other forms of cheating to avoid public scandal, and university administrators’ tendency to overlook these infractions and not discipline faculty members to avoid embarrassment, are common. The Jones et al. study made a good case for integrity culture because it focused on a specific instance where the faculty member himself instigated student misconduct by leaking the departmental examination and quizzes to his class. The faculty member was dismissed, but the administrators decided to excuse the students and merely reduced en masse their grades instead of disciplining them. The cultural issue surfaced in the fact that most of the students interviewed felt there was nothing wrong about obtaining an unfair advantage over the other sections, and did not feel they were responsible for reporting the conduct of their instructor or their peers’ participation. Integrity culture is also central in Thakkar and Weisfeld-Spolter (2012), who determined that acts constituting cheating

Employee Motivation Levels in Hospitality Industry

Employee Motivation Levels in Hospitality Industry INTRODUCTION The most important intangible product in service industry is the employee itself. Losses caused due to replacing them adds up to the economic s. One of the important tools of employee management ‘Motivation has been missing out of ‘TO DO list from the organisation directors. They seems to believe that since there are less jobs outside available due to recession in todays job market, employee would not leave and we are in favour to keep them. Fewer turnovers experienced from employee side but what about the productivity of employee. Can that be tackled by forcing the employee to do whatever as the contract always says, ‘duties could vary according to business requirements, or disciplinary follow? Organizations become better places to work through improving leadership skills and corporate culture change. Businesses working on a network of hierarchies imagine a business like a triple-decker bus, the directors of the business are on the top deck, the managers are on the middle deck and the employees are on the lower deck. As the bus runs on its normal day to day business, down the normal streets picking up normal day to day people. What is happening is that the bus should be stopping at various bus stops in order to recruit new employees and managers, so that they can come on the bus and of course obviously let the team members off the bus if they decide to leave. The directors would begin to become conscious that the number of employees leaving the bus is increasing and they are not really quite sure why? So they decide what they should do is to commission an employee survey. Now the cost of the employee turnover is obviously something that is an issue or can be an issue for va rious businesses. All organizations heavily invest in the human resource department. The cost of interviewing, hiring, training, developing, maintaining and retaining employees are very high. Therefore, managers at all costs must minimize employees dissatisfaction and take every step possible to reduce it. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover (Kevin, 2004). Therefore, there is need to develop a fuller understanding of the employee turnover, more especially, the sources. What determines employee turnover, affects and strategies that managers can put in place to minimize turnover. During this weakened economic condition and heightening competition, organizations must continue to develop tangible products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the orga nization is essentially intangible and not easily replicated. Therefore, senior managers must recognize that employees are major contributors to the efficient achievement of the organizations success (Abbasi, 2000). Managers should control employee turnover for the benefit of the organizations success. AIM Critically analyse employee motivation level in hospitality industry with a particular focus on operations management. OBJECTIVE 1. To investigate the need of motivation in hospitality industry 2. To examine the damage caused with de-motivation 3. To critically access alternatives in reducing employee turnover 4. To provide strategic evaluation for motivating operations management whilst smooth running of the business RATIONALE Several businesses now days are easily slipping into administration; it is not only several job loses but also a huge loss of efforts made by operating team to bring the business to a certain stage to employ that many employees. Truly speaking, businesses are not built solely to provide jobs and the best comfortable environment for people within the community. They are out there to make money and progress which could be any industry. The purpose of this dissertation is to focus on hospitality industry, where we need to find the root of employee turnover. It is easy for a staff at lower level to move in and out of an organisation in relation to the operating management team. What causes that to happen at first place? Do line managers not see the importance of increasing motivation during difficult times? Are management in need of motivation themselves? Are they much more worried about there own survival? So if the upper management team is satisfied, they would certainly be in a positi on to furnish their head of departments easily. Global economic condition is struggling and has to face continues challenges with competitions growing. It cannot be right for a profit organisation to just vanish with small bumps of recession. Of course, both employee and business are affected with these downfalls. A need has aroused to look into this matter because as its a fact that turnover has always been one of the high business expenses, thus at the time of recession as the economic conditions are not stable, businesses should do something to beat this cost in hand. Motivation is the cure that spurns employees eagerness to work without pressure. To say that nobody can motivate a team employee at work is like saying there are no influential leaders, there are no effective managers, there are no motivational speakers, the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. LITERATURE REVIEW Vast amount of literature is available in how to motivate your employee, and it would be applicable in the real world around. Simple definition of Motivation by Lindner, J. R. (1998) can be as â€Å"the inner force that drives individuals to accomplish personal and organizational goals.† Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to the understanding of motivation are Maslows need-hierarchy theory, Herzbergs two- factor theory, Vrooms expectancy theory, Adams equity theory, and Skinners reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equ ity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). Skinners theory simply states those employees behaviours that lead to positive outcomes will be repeated and behaviours that lead to negative outcomes will not be repeated (Skinner, 1953). Managers should positively reinforce employee behaviours that lead to positive outcomes. Managers should negatively reinforce employee behaviour that leads to negative outcomes. Motivation defined by some of the authors is the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); and also more. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi et al. 2000). Whereas the term â€Å"turnover† defined by (Price (1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995). This term is also often utilized in efforts to measure relationships of employees in an organization as they leave, regardless of reason. â€Å"Unfolding model† of voluntary turnover represents a divergence from traditional thinking (Hom and (Griffeth, 1995) by focusing more on the decisiona l aspect of employee turnover, in other words, showing instances of voluntary turnover as decisions to quit. Indeed, the model is based on a theory of decision making, image theory (Beach, 1990). The image theory describes the process of how individuals process information during decision making. The underlying premise of the model is that people leave organizations after they have analyzed the reasons for quitting. (Beach, 1990) argues that individuals seldom have the cognitive resources to systematically evaluate all incoming information, so individuals instead, simply and quickly compare incoming information to more heuristic type of decision making alternatives or a more rule of thumb type of decision making. Most researchers (Bluedorn, 1982; Kalliath and Beck, 2001; Kramer, 1995; Peters., 1981; Saks, 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employees included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (Stressors), lack of commitment in the organization; and job dissatisfaction results in employees deciding to quit (Firth et al. 2004). This evidently indicates that these are individual decisions that cause employees to quit their jobs. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus o f control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and other powerful people are in control of the events which influence their lives Firth et al. (2004). (Manu (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labour turnover in the market. Good local labour market conditions improve organizational stability (Schervish, 1983). Large organizations can provide employees with better chances for progression and higher wages and hence ensure loyalty towards the organization (Idson and Feaster 1990). Trevor (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees turnover. Role ambiguity refers to the difference between what people expect of us on the job and what we fe el we should do. This uncertainty is usually caused due to inadequate and blurred communication, As a result, it causes uncertainty about what our role should be. It can be a result of misunderstanding what is expected, how to meet the expectations, or the employee thinking the job should be different (Kahn et al. Muchinsky, 1990). Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization. If roles of employees are not clearly spelled out by management and supervisors, it would accelerate the degree of employees quitting their jobs due to lack of role clarity. And that is what happens at the lower level of the Bus organisation. Voluntarily vs. involuntary turnover There are some factors that are, in part, beyond the control of management, such as the unforeseen event of death of an employee or incapacity of a member of staff. Other factors have been classed as involuntary turnover in the past such as the need to provide care for children or aged relatives. Today such factors should not be seen as involuntary turnover as both government regulation and company policies create the chance for such staff to come back to work, or to continue to work on a more flexible basis (Simon, 2007). Organizational factors Organizational instability is one of the leading factors of a high degree of employee turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa (Zuber, 2001). Moreover, In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organizations because stable organizations enable the employees to predict their career advancement. The imposition of a quantitative approach to managing the employees led to disenchantment of staff and hence it leads to labour turnover. Therefore senior management should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases labour turnover (Simon, 2007). All these approaches should be avoided if managers want to minimize employee turnover an increase organizational competitiveness in this environment of economic downturn. Employees have a strong need to be informed. Organization with strong communication systems enjoyed lower turnover of staff (Labov, 1997). Employees feel comfortable to stay longer, in positions where they are involved in some level of the decision-making process. That is employees should fully understand about issues that affect their working atmosphere (Magner, 1996). But in the absence of sharing information, employee empowerment the chances of continuity of employees are minimal. (Costly, 1987) points out that a high labour turnover may mean poor personnel policies, poor recruitment policies, poor supervisory practices, poor grievance procedures, or lack of motivation. All these factors contribute to high employee turnover in the sense that there is no proper management practices and policies on personnel matter s hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures are in place and thus employees decides to quit. (Griffeth, 2000) noted that pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they quit. If jobs provide adequate financial incentives the more likely employees remain with organization and vice versa. There are also other factors which make employees to quit from organizations and these are poor hiring practices, managerial style and lack of recognition, lack of competitive compensation system in the organization (Abassi, 2000). Effects of employee turnover Employee turnover could be very expensive from the organizations point of view, and affects could be more during the hard-hitting period of recession. There are mainly two factors that effect employee turnover. Voluntary quits which represents a mass departure of human capital investment from organizations and the following replacement process entails manifold costs to the organizations (Fair, 1992). The replacement costs would include, search of the external labour market for a possible substitute, selection between competing substitutes, induction of the chosen substitute, and formal and informal training of the substitute until he or she attains performance levels equivalent to the individual who quit (John, 2000). In addition to these replacement costs, output would be affected to some extend or output would be maintained at the cost of overtime payment. The reason so much attention has been paid to the issue of turnover is because turnover has very significant effects on organiz ations (DeMicco and Giridharan, 1987; Dyke and Strick, 1990; Cantrell and Saranakhsh, 1991; Denvir and Mcmahon, 1992).Many researchers argue that high turnover rates might have negative effects on the profitability of organizations if not managed properly. Moreover, turnover can play a key role in de-motivating employees, resulting in low productivity, inefficient output and therefore loss. Turnover has many hidden or invisible costs (Philips, 1990) and these invisible costs are result of incoming employees, co-workers closely associated with incoming employees, co-workers closely associated with departing employees and position being filled while vacant. And all these affect the profitability of the organization. On the other hand turnover also affects customer service and satisfaction (Kemal, 2002).Catherine (2002) argue that turnover include other costs, such as lost productivity, lost sales, and managements time, estimate the turnover costs of an hourly employee to be US $3,000 to $10,000 each. This clearly demonstrates that turnover affects the profitability of the organization and if its not managed properly it would have the negative effect on the profit. Research estimates indicate that hiring and training a replacement worker for a lost employee costs approximately 50 percent of the workers annual salary (Johnson, 2000) but the costs do not break off there. Eac h time an employee leaves the firm, we presume that productivity drops due to the learning curve involved in understanding the job and the organization. Furthermore, the loss of intellectual capital adds to this cost, since not only do organizations lose the human capital and relational capital of the departing employee, but also competitors are potentially gaining these assets (Meaghan, 2002). Therefore, if employee turnover is not managed properly it would affect the organization adversely in terms of personnel costs and in the long run it would affect its liquidity position. However, voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also and perhaps more significantly in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, and the loss of social capital (Dess, 2001). Cost of turnover One simple method to calculate the turnover rate of any business is to divide the number of employees who have left the organization within a year, by the total number of employees who work for that company in the same year. Lets say there were 100 employees at the beginning of the year, and 100 employees at the end of the year, and at the end of the year, 84 of those employees were the same ones as were there the previous year. You might say that the turnover rate was 16%. = 16% But suppose one of those 16 who left was actually replaced three times. The employee quit in January, the replacement quit in April, and another person was hired who lasted only until November. Then you might want to count every time an employee left the company and another one was hired in this case youd get 18%. Another complication: suppose the work force is 100 at the beginning and 90 at the end of the year. Perhaps 16 people have left, but only 6 have been hired during the year, while 2 more were hired and retired within the same year. You might define turnover as 18/100 or as 18/90, or as 18/95, since 95 is the average of 90 and 100. Instead of 95, you might want to do a fancier average, where you actually add up the number of employees on each day of the year, and divide the total by 365. Strategies to minimize employee turnover Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options like changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labour market is unlikely to decrease were the policy adjustment merely to enhance the organizations provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labour turnover, therefore, management are frequently exhorted to identify the reasons why people leave organizations so that appropria te action is taken by the management. Hence, accurate analysis of the cause of turnover is vital to implement the necessary strategy. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organizations capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organizations. Knowledge accessibility, the extent of the organizations collaboration and its capacity for making knowledge and ideas widely available to employees, would motivate employees to stay in the organization. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporate culture (Meaghan, 2002). Therefore; in formation accessibility would make employees feel that they are appreciated for their effort and chances of leaving the organization are minimal. Workforce optimization, the organizations success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing accountability and making good hiring choices would retain employees in their organization. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover (Badawy, 1988; Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986). With increased competitiveness during recession, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to st ay in organizations. Job involvement describes an individuals ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job (Kanungo, 1982). Involvement in terms of internalizing values about the goodness or the importance of work motivated employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend to stay with the job. Task characteristics have been found to be potential determinants of turnover among employees (Couger, 1988; Couger and Kawasaki, 1980; Garden, 1989; Goldstein and Rockart, 1984). These include the five core job characteristics identified by (Hackman and Oldham (1975, 1980): skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organization; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of ones performance (Tor, 1997). Involvement would influence job satisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more satisfied with their jobs and more committed to their organization (Blau and Boal, 1989; Brooke and Price, 1989; Brooke et al., 1988; Kanungo, 1982). Job involvement has also been found to be negatively related to turnover intentions (Blat and Boal, 1989). Job satisfaction, career satisfaction, and organizational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organizational commitment are considered to be related but distinguishable attitudes (Brooke and Price, 1989). Satisfaction represents an effective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of ones job or career (Locke, 1976; Porter, 1974; Williams and Hazer, 1986).Organizational commitment is an effective response to the whole organization and the degree of attachme nt or loyalty employees feel towards the organization. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job (Brooke, 1988).The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organizations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (Malone, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in turn to perform up to the superiors expectations (Keller and Dansereau, 1995). All thes e factors ensure employees commitment towards the organization and chances of quitting are minimal. Strategic guidelines for motivating staff whilst smooth running of the business When the economy is on a slippery slope and when spirits are down, how do managers pick themselves and others up, so that they can meet the ongoing challenges? Hotels still have to operate, and services still need to be provided by employees who are working harder than ever before just so that their organization can survive. Therefore companies need to have some strategic policies to deal with employee motivation during hard times. Lend a listening ear Now, more than ever before, the manager needs to listen to what employees are saying, not only to what may seem to be the surface issues, but also to the underlying issues. Roxanne Emmerich, President of The Emmerich Group, stated in an article for the Indiana Bankers Association that, â€Å"Guilt, fear, paranoia—as well as a few other destructive emotions—can freeze peoples performance during tough times. The natural response is for a leader to click his or her heels with the hopes of ending up in Kansas. Denial is the natural response when things get tough, but many leaders never move beyond that. The thought of talking about feelings openly sends shivers down the spines of many managers, and ignoring these emotions only causes greater challenges.† In the November 7, 2008, issue of The Wall Street Journal, Jim Harter co-author of â€Å"72; The Elements of Great Managing† and a researcher with Gallup, stated in an interview about motivation that, â€Å"O rganizations have to put more attention into it. They have to communicate more.† Hence if we wish to motivate the staff during tough times, managers need to communicate more, not less. Be an advocate rather than an adversary Brian Mclvor, author of â€Å"Career Detection: Funding and Managing Your Career† stated in an interview published in the The Irish Times, on February 9, 2009, â€Å"You need to be honest and realistic with people organizations are changing all bets are off.† However, while discussions with employees may have to be framed against that background, news doesnt have to be all gloom and doom. Managers need to be advocates for their organizations and realistic about opportunities within the organization. The manager should be an advocate for the future rather than an adversary against the future, which can be an un-stabilizing influence in the organization. Emmerich states, â€Å"Lead your people to the understanding that even during the darkest of times, many do well, and you intend to be one of those. Your team needs to shift out of their doomsday story and into one of possibilities. When people say We cant because, the broken record response needs to be, Well, how CAN we ?â€Å" Therefore, be an advocate for the vision rather than an adversary against the vision. Look for the silver lining In the February 27, 2009 issue of Business Week, there is an interesting article by Patricia OConnell. The article discusses a first look at a recent Accenture survey that reveals that women and men feel they have more to offer their employers. OConnell states, â€Å"Managers looking for an edge amid a dismal economy, likely hiring freezes, and even staff cuts may have a hidden resource—their own underutilized staff. According to a winter 2008 Accenture survey, 46 percent of women and 49 percent of men worldwide believe they are insufficiently challenged in their jobs.† This affords unique opportunities to organizations that will reap possible benefits for employees as well as employers. This may be a time to review the opportunities and challenges of an organization and how the skill sets of individual employees may be used to enrich jobs and the workplace. Armelle Carminati, Managing Director of Human Capital and Diversity at Accenture, stated, â€Å"Companies should shy away from the one size- fits-all approach with workers The art of tailoring a career offering is the new space where employers have to go and will be the key to both employees and employers success.† As time gets tighter and the work force slimmer, this presents a unique opportunity for employers and employees to sit down as a team and evaluate the possibilities for the future. It is amazing the skill sets and aptitudes that may be uncovered when people are challenged to rise to the occasion. When things go downhill, up-skill â€Å"Up-skill† is a term used in The Irish Times article cited earlier that basically encourages coordinated training during tight economic times. For companies to survive and for employees to retain their jobs, it Employee Motivation Levels in Hospitality Industry Employee Motivation Levels in Hospitality Industry INTRODUCTION The most important intangible product in service industry is the employee itself. Losses caused due to replacing them adds up to the economic s. One of the important tools of employee management ‘Motivation has been missing out of ‘TO DO list from the organisation directors. They seems to believe that since there are less jobs outside available due to recession in todays job market, employee would not leave and we are in favour to keep them. Fewer turnovers experienced from employee side but what about the productivity of employee. Can that be tackled by forcing the employee to do whatever as the contract always says, ‘duties could vary according to business requirements, or disciplinary follow? Organizations become better places to work through improving leadership skills and corporate culture change. Businesses working on a network of hierarchies imagine a business like a triple-decker bus, the directors of the business are on the top deck, the managers are on the middle deck and the employees are on the lower deck. As the bus runs on its normal day to day business, down the normal streets picking up normal day to day people. What is happening is that the bus should be stopping at various bus stops in order to recruit new employees and managers, so that they can come on the bus and of course obviously let the team members off the bus if they decide to leave. The directors would begin to become conscious that the number of employees leaving the bus is increasing and they are not really quite sure why? So they decide what they should do is to commission an employee survey. Now the cost of the employee turnover is obviously something that is an issue or can be an issue for va rious businesses. All organizations heavily invest in the human resource department. The cost of interviewing, hiring, training, developing, maintaining and retaining employees are very high. Therefore, managers at all costs must minimize employees dissatisfaction and take every step possible to reduce it. Although, there is no standard framework for understanding the employees turnover process as whole, a wide range of factors have been found useful in interpreting employee turnover (Kevin, 2004). Therefore, there is need to develop a fuller understanding of the employee turnover, more especially, the sources. What determines employee turnover, affects and strategies that managers can put in place to minimize turnover. During this weakened economic condition and heightening competition, organizations must continue to develop tangible products and provide services which are based on strategies created by employees. These employees are extremely crucial to the organization since their value to the orga nization is essentially intangible and not easily replicated. Therefore, senior managers must recognize that employees are major contributors to the efficient achievement of the organizations success (Abbasi, 2000). Managers should control employee turnover for the benefit of the organizations success. AIM Critically analyse employee motivation level in hospitality industry with a particular focus on operations management. OBJECTIVE 1. To investigate the need of motivation in hospitality industry 2. To examine the damage caused with de-motivation 3. To critically access alternatives in reducing employee turnover 4. To provide strategic evaluation for motivating operations management whilst smooth running of the business RATIONALE Several businesses now days are easily slipping into administration; it is not only several job loses but also a huge loss of efforts made by operating team to bring the business to a certain stage to employ that many employees. Truly speaking, businesses are not built solely to provide jobs and the best comfortable environment for people within the community. They are out there to make money and progress which could be any industry. The purpose of this dissertation is to focus on hospitality industry, where we need to find the root of employee turnover. It is easy for a staff at lower level to move in and out of an organisation in relation to the operating management team. What causes that to happen at first place? Do line managers not see the importance of increasing motivation during difficult times? Are management in need of motivation themselves? Are they much more worried about there own survival? So if the upper management team is satisfied, they would certainly be in a positi on to furnish their head of departments easily. Global economic condition is struggling and has to face continues challenges with competitions growing. It cannot be right for a profit organisation to just vanish with small bumps of recession. Of course, both employee and business are affected with these downfalls. A need has aroused to look into this matter because as its a fact that turnover has always been one of the high business expenses, thus at the time of recession as the economic conditions are not stable, businesses should do something to beat this cost in hand. Motivation is the cure that spurns employees eagerness to work without pressure. To say that nobody can motivate a team employee at work is like saying there are no influential leaders, there are no effective managers, there are no motivational speakers, the psychologists in sports management teams are useless and that motivation is not achievable. Motivation has been used by effective managers to prompt ordinary people to achieve uncommon results in all fields of endeavours. LITERATURE REVIEW Vast amount of literature is available in how to motivate your employee, and it would be applicable in the real world around. Simple definition of Motivation by Lindner, J. R. (1998) can be as â€Å"the inner force that drives individuals to accomplish personal and organizational goals.† Understanding what motivated employees and how they were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to the understanding of motivation are Maslows need-hierarchy theory, Herzbergs two- factor theory, Vrooms expectancy theory, Adams equity theory, and Skinners reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzbergs work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vrooms theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less likely the employee will be motivated. Adams theory states that employees strive for equity between themselves and other workers. Equ ity is achieved when the ratio of employee outcomes over inputs is equal to other employee outcomes over inputs (Adams, 1965). Skinners theory simply states those employees behaviours that lead to positive outcomes will be repeated and behaviours that lead to negative outcomes will not be repeated (Skinner, 1953). Managers should positively reinforce employee behaviours that lead to positive outcomes. Managers should negatively reinforce employee behaviour that leads to negative outcomes. Motivation defined by some of the authors is the psychological process that gives behaviour purpose and direction (Kreitner, 1995); a predisposition to behave in a purposive manner to achieve specific, unmet needs (Buford, Bedeian, Lindner, 1995); an internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); and also more. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment (Abassi et al. 2000). Whereas the term â€Å"turnover† defined by (Price (1977) as: the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy: Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995). This term is also often utilized in efforts to measure relationships of employees in an organization as they leave, regardless of reason. â€Å"Unfolding model† of voluntary turnover represents a divergence from traditional thinking (Hom and (Griffeth, 1995) by focusing more on the decisiona l aspect of employee turnover, in other words, showing instances of voluntary turnover as decisions to quit. Indeed, the model is based on a theory of decision making, image theory (Beach, 1990). The image theory describes the process of how individuals process information during decision making. The underlying premise of the model is that people leave organizations after they have analyzed the reasons for quitting. (Beach, 1990) argues that individuals seldom have the cognitive resources to systematically evaluate all incoming information, so individuals instead, simply and quickly compare incoming information to more heuristic type of decision making alternatives or a more rule of thumb type of decision making. Most researchers (Bluedorn, 1982; Kalliath and Beck, 2001; Kramer, 1995; Peters., 1981; Saks, 1996) have attempted to answer the question of what determines peoples intention to quit by investigating possible antecedents of employees intentions to quit. To date, there has been little consistency in findings, which is partly due to the diversity of employees included by the researchers and the lack of consistency in their findings. Therefore, there are several reasons why people quit from one organization to another or why people leave organization. The experience of job related stress (job stress), the range factors that lead to job related stress (Stressors), lack of commitment in the organization; and job dissatisfaction results in employees deciding to quit (Firth et al. 2004). This evidently indicates that these are individual decisions that cause employees to quit their jobs. They are other factors like personal agency refers to concepts such as a sense of powerlessness, locus o f control and personal control. Locus control refers to the extent to which people believe that the external factors such as chance and other powerful people are in control of the events which influence their lives Firth et al. (2004). (Manu (2004) argue that employees quit from organization due economic reasons. Using economic model they showed that people quit from organization due to economic reasons and these can be used to predict the labour turnover in the market. Good local labour market conditions improve organizational stability (Schervish, 1983). Large organizations can provide employees with better chances for progression and higher wages and hence ensure loyalty towards the organization (Idson and Feaster 1990). Trevor (2001) argues that local unemployment rates interact with job satisfaction to predict turnover in the market. Role stressors also lead to employees turnover. Role ambiguity refers to the difference between what people expect of us on the job and what we fe el we should do. This uncertainty is usually caused due to inadequate and blurred communication, As a result, it causes uncertainty about what our role should be. It can be a result of misunderstanding what is expected, how to meet the expectations, or the employee thinking the job should be different (Kahn et al. Muchinsky, 1990). Insufficient information on how to perform the job adequately, unclear expectations of peers and supervisors, ambiguity of performance evaluation methods, extensive job pressures, and lack of consensus on job functions or duties may cause employees to feel less involved and less satisfied with their jobs and careers, less committed to their organizations, and eventually display a propensity to leave the organization. If roles of employees are not clearly spelled out by management and supervisors, it would accelerate the degree of employees quitting their jobs due to lack of role clarity. And that is what happens at the lower level of the Bus organisation. Voluntarily vs. involuntary turnover There are some factors that are, in part, beyond the control of management, such as the unforeseen event of death of an employee or incapacity of a member of staff. Other factors have been classed as involuntary turnover in the past such as the need to provide care for children or aged relatives. Today such factors should not be seen as involuntary turnover as both government regulation and company policies create the chance for such staff to come back to work, or to continue to work on a more flexible basis (Simon, 2007). Organizational factors Organizational instability is one of the leading factors of a high degree of employee turnover. Indications are that employees are more likely to stay when there is a predictable work environment and vice versa (Zuber, 2001). Moreover, In organizations where there was a high level of inefficiency there was also a high level of staff turnover (Alexander 1994). Therefore, in situations where organizations are not stable employees tend to quit and look for stable organizations because stable organizations enable the employees to predict their career advancement. The imposition of a quantitative approach to managing the employees led to disenchantment of staff and hence it leads to labour turnover. Therefore senior management should not use quantitative approach in managing its employees. Adopting a cost oriented approach to employment costs increases labour turnover (Simon, 2007). All these approaches should be avoided if managers want to minimize employee turnover an increase organizational competitiveness in this environment of economic downturn. Employees have a strong need to be informed. Organization with strong communication systems enjoyed lower turnover of staff (Labov, 1997). Employees feel comfortable to stay longer, in positions where they are involved in some level of the decision-making process. That is employees should fully understand about issues that affect their working atmosphere (Magner, 1996). But in the absence of sharing information, employee empowerment the chances of continuity of employees are minimal. (Costly, 1987) points out that a high labour turnover may mean poor personnel policies, poor recruitment policies, poor supervisory practices, poor grievance procedures, or lack of motivation. All these factors contribute to high employee turnover in the sense that there is no proper management practices and policies on personnel matter s hence employees are not recruited scientifically, promotions of employees are not based on spelled out policies, no grievance procedures are in place and thus employees decides to quit. (Griffeth, 2000) noted that pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they quit. If jobs provide adequate financial incentives the more likely employees remain with organization and vice versa. There are also other factors which make employees to quit from organizations and these are poor hiring practices, managerial style and lack of recognition, lack of competitive compensation system in the organization (Abassi, 2000). Effects of employee turnover Employee turnover could be very expensive from the organizations point of view, and affects could be more during the hard-hitting period of recession. There are mainly two factors that effect employee turnover. Voluntary quits which represents a mass departure of human capital investment from organizations and the following replacement process entails manifold costs to the organizations (Fair, 1992). The replacement costs would include, search of the external labour market for a possible substitute, selection between competing substitutes, induction of the chosen substitute, and formal and informal training of the substitute until he or she attains performance levels equivalent to the individual who quit (John, 2000). In addition to these replacement costs, output would be affected to some extend or output would be maintained at the cost of overtime payment. The reason so much attention has been paid to the issue of turnover is because turnover has very significant effects on organiz ations (DeMicco and Giridharan, 1987; Dyke and Strick, 1990; Cantrell and Saranakhsh, 1991; Denvir and Mcmahon, 1992).Many researchers argue that high turnover rates might have negative effects on the profitability of organizations if not managed properly. Moreover, turnover can play a key role in de-motivating employees, resulting in low productivity, inefficient output and therefore loss. Turnover has many hidden or invisible costs (Philips, 1990) and these invisible costs are result of incoming employees, co-workers closely associated with incoming employees, co-workers closely associated with departing employees and position being filled while vacant. And all these affect the profitability of the organization. On the other hand turnover also affects customer service and satisfaction (Kemal, 2002).Catherine (2002) argue that turnover include other costs, such as lost productivity, lost sales, and managements time, estimate the turnover costs of an hourly employee to be US $3,000 to $10,000 each. This clearly demonstrates that turnover affects the profitability of the organization and if its not managed properly it would have the negative effect on the profit. Research estimates indicate that hiring and training a replacement worker for a lost employee costs approximately 50 percent of the workers annual salary (Johnson, 2000) but the costs do not break off there. Eac h time an employee leaves the firm, we presume that productivity drops due to the learning curve involved in understanding the job and the organization. Furthermore, the loss of intellectual capital adds to this cost, since not only do organizations lose the human capital and relational capital of the departing employee, but also competitors are potentially gaining these assets (Meaghan, 2002). Therefore, if employee turnover is not managed properly it would affect the organization adversely in terms of personnel costs and in the long run it would affect its liquidity position. However, voluntary turnover incurs significant cost, both in terms of direct costs (replacement, recruitment and selection, temporary staff, management time), and also and perhaps more significantly in terms of indirect costs (morale, pressure on remaining staff, costs of learning, product/service quality, and the loss of social capital (Dess, 2001). Cost of turnover One simple method to calculate the turnover rate of any business is to divide the number of employees who have left the organization within a year, by the total number of employees who work for that company in the same year. Lets say there were 100 employees at the beginning of the year, and 100 employees at the end of the year, and at the end of the year, 84 of those employees were the same ones as were there the previous year. You might say that the turnover rate was 16%. = 16% But suppose one of those 16 who left was actually replaced three times. The employee quit in January, the replacement quit in April, and another person was hired who lasted only until November. Then you might want to count every time an employee left the company and another one was hired in this case youd get 18%. Another complication: suppose the work force is 100 at the beginning and 90 at the end of the year. Perhaps 16 people have left, but only 6 have been hired during the year, while 2 more were hired and retired within the same year. You might define turnover as 18/100 or as 18/90, or as 18/95, since 95 is the average of 90 and 100. Instead of 95, you might want to do a fancier average, where you actually add up the number of employees on each day of the year, and divide the total by 365. Strategies to minimize employee turnover Strategies on how to minimize employee turnover, confronted with problems of employee turnover, management has several policy options like changing (or improving existing) policies towards recruitment, selection, induction, training, job design and wage payment. Policy choice, however, must be appropriate to the precise diagnosis of the problem. Employee turnover attributable to poor selection procedures, for example, is unlikely to improve were the policy modification to focus exclusively on the induction process. Equally, employee turnover attributable to wage rates which produce earnings that are not competitive with other firms in the local labour market is unlikely to decrease were the policy adjustment merely to enhance the organizations provision of on-the job training opportunities. Given that there is increase in direct and indirect costs of labour turnover, therefore, management are frequently exhorted to identify the reasons why people leave organizations so that appropria te action is taken by the management. Hence, accurate analysis of the cause of turnover is vital to implement the necessary strategy. Extensive research has shown that the following categories of human capital management factors provides a core set of measures that senior management can use to increase the effectiveness of their investment in people and improve overall corporate performance of business: Employee engagement, the organizations capacity to engage, retain, and optimize the value of its employees hinges on how well jobs are designed, how employees time is used, and the commitment and support that is shown to employees by the management would motivate employees to stay in organizations. Knowledge accessibility, the extent of the organizations collaboration and its capacity for making knowledge and ideas widely available to employees, would motivate employees to stay in the organization. Sharing of information should be made at all levels of management. This accessibility of information would lead to strong performance from the employees and creating strong corporate culture (Meaghan, 2002). Therefore; in formation accessibility would make employees feel that they are appreciated for their effort and chances of leaving the organization are minimal. Workforce optimization, the organizations success in optimizing the performance of the employees by establishing essential processes for getting work done, providing good working conditions, establishing accountability and making good hiring choices would retain employees in their organization. The importance of gaining better understanding of the factors related to recruitment, motivation and retention of employees is further underscored by rising personnel costs and high rates of employee turnover (Badawy, 1988; Basta and Johnson, 1989; Garden, 1989; Parden, 1981; Sherman, 1986). With increased competitiveness during recession, managers in many organizations are experiencing greater pressure from top management to improve recruitment, selection, training, and retention of good employees and in the long run would encourage employees to st ay in organizations. Job involvement describes an individuals ego involvement with work and indicates the extent to which an individual identifies psychologically with his/her job (Kanungo, 1982). Involvement in terms of internalizing values about the goodness or the importance of work motivated employees not to quit their jobs and these involvements are related to task characteristics. Workers who have a greater variety of tasks tend to stay with the job. Task characteristics have been found to be potential determinants of turnover among employees (Couger, 1988; Couger and Kawasaki, 1980; Garden, 1989; Goldstein and Rockart, 1984). These include the five core job characteristics identified by (Hackman and Oldham (1975, 1980): skill variety, which refers to the opportunity to utilize a variety of valued skills and talents on the job; task identity, or the extent to which a job requires completion of a whole and identifiable piece of work that is, doing a job from beginning to end, with visible results; task significance, which reflects the extent to which the job has a substantial impact on the lives or work of other people, whether within or outside the organization; job autonomy, or the extent to which the job provides freedom, independence, and discretion in scheduling work and determining procedures that the job provides; and job feedback, which refers to the extent to which the job provides information about the effectiveness of ones performance (Tor, 1997). Involvement would influence job satisfaction and increase organizational commitment of the employees. Employees who are more involved in their jobs are more satisfied with their jobs and more committed to their organization (Blau and Boal, 1989; Brooke and Price, 1989; Brooke et al., 1988; Kanungo, 1982). Job involvement has also been found to be negatively related to turnover intentions (Blat and Boal, 1989). Job satisfaction, career satisfaction, and organizational commitment reflect a positive attitude towards the organization, thus having a direct influence on employee turnover intentions. Job satisfaction, job involvement and organizational commitment are considered to be related but distinguishable attitudes (Brooke and Price, 1989). Satisfaction represents an effective response to specific aspects of the job or career and denotes the pleasurable or positive emotional state resulting from an appraisal of ones job or career (Locke, 1976; Porter, 1974; Williams and Hazer, 1986).Organizational commitment is an effective response to the whole organization and the degree of attachme nt or loyalty employees feel towards the organization. Job involvement represents the extent to which employees are absorbed in or preoccupied with their jobs and the extent to which an individual identifies with his/her job (Brooke, 1988).The degree of commitment and loyalty can be achieved if management they enrich the jobs, empower and compensate employees properly. Empowerment of employees could help to enhance the continuity of employees in organizations. Empowered employees where managers supervise more people than in a traditional hierarchy and delegate more decisions to their subordinates (Malone, 1997). Managers act like coaches and help employees solve problems. Employees, he concludes, have increased responsibility. Superiors empowering subordinates by delegating responsibilities to them leads to subordinates who are more satisfied with their leaders and consider them to be fair and in turn to perform up to the superiors expectations (Keller and Dansereau, 1995). All thes e factors ensure employees commitment towards the organization and chances of quitting are minimal. Strategic guidelines for motivating staff whilst smooth running of the business When the economy is on a slippery slope and when spirits are down, how do managers pick themselves and others up, so that they can meet the ongoing challenges? Hotels still have to operate, and services still need to be provided by employees who are working harder than ever before just so that their organization can survive. Therefore companies need to have some strategic policies to deal with employee motivation during hard times. Lend a listening ear Now, more than ever before, the manager needs to listen to what employees are saying, not only to what may seem to be the surface issues, but also to the underlying issues. Roxanne Emmerich, President of The Emmerich Group, stated in an article for the Indiana Bankers Association that, â€Å"Guilt, fear, paranoia—as well as a few other destructive emotions—can freeze peoples performance during tough times. The natural response is for a leader to click his or her heels with the hopes of ending up in Kansas. Denial is the natural response when things get tough, but many leaders never move beyond that. The thought of talking about feelings openly sends shivers down the spines of many managers, and ignoring these emotions only causes greater challenges.† In the November 7, 2008, issue of The Wall Street Journal, Jim Harter co-author of â€Å"72; The Elements of Great Managing† and a researcher with Gallup, stated in an interview about motivation that, â€Å"O rganizations have to put more attention into it. They have to communicate more.† Hence if we wish to motivate the staff during tough times, managers need to communicate more, not less. Be an advocate rather than an adversary Brian Mclvor, author of â€Å"Career Detection: Funding and Managing Your Career† stated in an interview published in the The Irish Times, on February 9, 2009, â€Å"You need to be honest and realistic with people organizations are changing all bets are off.† However, while discussions with employees may have to be framed against that background, news doesnt have to be all gloom and doom. Managers need to be advocates for their organizations and realistic about opportunities within the organization. The manager should be an advocate for the future rather than an adversary against the future, which can be an un-stabilizing influence in the organization. Emmerich states, â€Å"Lead your people to the understanding that even during the darkest of times, many do well, and you intend to be one of those. Your team needs to shift out of their doomsday story and into one of possibilities. When people say We cant because, the broken record response needs to be, Well, how CAN we ?â€Å" Therefore, be an advocate for the vision rather than an adversary against the vision. Look for the silver lining In the February 27, 2009 issue of Business Week, there is an interesting article by Patricia OConnell. The article discusses a first look at a recent Accenture survey that reveals that women and men feel they have more to offer their employers. OConnell states, â€Å"Managers looking for an edge amid a dismal economy, likely hiring freezes, and even staff cuts may have a hidden resource—their own underutilized staff. According to a winter 2008 Accenture survey, 46 percent of women and 49 percent of men worldwide believe they are insufficiently challenged in their jobs.† This affords unique opportunities to organizations that will reap possible benefits for employees as well as employers. This may be a time to review the opportunities and challenges of an organization and how the skill sets of individual employees may be used to enrich jobs and the workplace. Armelle Carminati, Managing Director of Human Capital and Diversity at Accenture, stated, â€Å"Companies should shy away from the one size- fits-all approach with workers The art of tailoring a career offering is the new space where employers have to go and will be the key to both employees and employers success.† As time gets tighter and the work force slimmer, this presents a unique opportunity for employers and employees to sit down as a team and evaluate the possibilities for the future. It is amazing the skill sets and aptitudes that may be uncovered when people are challenged to rise to the occasion. When things go downhill, up-skill â€Å"Up-skill† is a term used in The Irish Times article cited earlier that basically encourages coordinated training during tight economic times. For companies to survive and for employees to retain their jobs, it