Subnetting Questions Free Essays

Subnetting Questions ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. We will compose a custom article test on Subnetting Questions or on the other hand any comparable subject just for you Request Now Cisco Public 1 Identify the Number of Subnets and Hosts 1. You have been relegated the IP arrange address of 135. 65. 0. 0 and have chosen 255. 255. 240. 0 as the subnet veil. What number of substantial subnet addresses are accessible? 2. You have a system address of 132. 66. 0. 0 and a subnet veil of 255. 255. 240. 0. Locate the quantity of the legitimate subnets and what number of conceivable host addresses are on each subnet barring locations of every one of the 1s and each of the 0s. 3. You have a system address of 165. 35. 0. 0 and have chosen 255. 255. 92. 0 as the subnet veil esteem. What number of conceivable subnets are there? ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 2 Identify the Number of Subnets and Hosts 1. You have a system address of 220. 16. 22. 0 and have chosen 255. 255. 255. 224 as the subnet veil esteem. What number of conceivable subnets are there? 2. You have a system address of 199. 112. 199. 0 and have chosen 255. 25 5. 255. 240 as the subnet veil esteem. What number of conceivable subnets are there? 3. You have a system address of 133. 233. 11. 0 and have chosen 255. 255. 255. 240 as the subnet cover esteem. What number of potential hosts are on each subnet, barring subnet address and communicated address? ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 3 Select a Subnet Mask 1. Your customer has a class B organize address and needs to help 500 has on however many subnets as would be prudent. Which subnet cover would it be a good idea for you to suggest? 2. Your customer has a class B IP arrange address and needs to help 60 has on however many subnets as could reasonably be expected. Which subnet cover would it be advisable for you to suggest? 3. You are designing a system and have been alloted the system address of 212. 109. 55. 0. You need to subnet the system to take into account 10 subnets with 7 hosts for every subnet. What subnet cover would it be advisable for you to utilize? 4. Your system has been doled out the IP address of 131. 66. 0. 0 for your system. You have discovered that you need 16 subnets to take into account development. What subnet cover worth would you use? 5. You have been allocated 197. 177. 25. 0 for your system. You have confirmed that you need 5 subnets to take into consideration development. What subnet veil would you use? Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public ITE PC v4. 0 Chapter 1 4 Select a Subnet Mask 1. You have been doled out 195. 1. 13. 0 for your system. You have confirmed that you need 8 subnets to take into consideration development. What subnet veil would you use? 2. You have been allocated 140. 225. 0. 0 for your system. You have discovered that you need 39 subnets to consider development. What subnet veil would you use? ITE PC v4. 0 Chapter 1 Â © 2 007 Cisco Systems, Inc. All rights held. Cisco Public 5 Select a Subnet Mask 1. Your system has been relegated 200. 55. 6. 0 as the system address. You have established that you need six subnets. Which of the accompanying would it be advisable for you to use as your subnet cover to give four subnets? A. 255. 55. 255. 128 B. 255. 255. 255. 192 C. 255. 255. 255. 224 D. 255. 255. 255. 240 E. 255. 255. 255. 248 F. 255. 255. 255. 252 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 6 Select a Subnet Mask 1. Your system has been appointed 168. 11. 0. 0 as the system address. You have discovered that you need 70 subnets. Which subnet veil worth would it be advisable for you to choose to give 70 subnets? A. 255. 255. 252. 0 B. 255. 255. 248. 0 C. 255. 255. 240. 0 D. 255. 255. 254. 0 E. 255. 255. 255. 0 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public Select a Subnet Mask 1. You are arranging a system and have been appointe d the system address of 212. 12. 12. 0. You need to subnet the system to take into account 15 subnets with 20 hosts for each subnet. What subnet cover would it be a good idea for you to utilize? A. 255. 255. 255. 128 B. 255. 255. 255. 240 C. 255. 255. 255. 192 D. 255. 255. 255. 248 E. 255. 255. 255. 224 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 8 Identify Valid Subnets 1. You have a system address of 132. 66. 0. 0 and a subnet veil of 255. 255. 224. 0. Which four of coming up next are legitimate subnet addresses? A. 132. 66. 224. 0 B. 132. 66. 255. 0 C. 132. 98. 0. 0 D. 132. 66. 0. 0 E. 132. 66. 192. 0 F. 132. 66. 96. 0 G. 132. 130. 0. 0 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 9 Identify Valid Subnets 1. You have a system address of 133. 233. 11. 0 and a subnet cover of 255. 255. 240. 0. Which three of coming up next are legitimate subnet addresses? A. 133. 233. 27. 0 B. 133. 233. 11. 248 C. 133. 233. 11. 232 D. 133. 233. 11. 176 E. 133. 233. 43. 0 F. 133. 233. 11. 240 G. 133. 233. 11. 48 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 10 Identify Valid Subnets 1. You have a system address of 201. 79. 187. 0 and a subnet veil of 255. 255. 255. 192. Which three of coming up next are legitimate subnet addresses? A. 201. 79. 187. 48 B. 201. 79. 187. 224 C. 201. 79. 187. 64 D. 201. 79. 187. 32 E. 201. 79. 187. 1 F. 201. 79. 187. 192 G. 201. 79. 187. 128 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 11 Identify Valid Subnets 1. You have a system address of 129. 111. 0. 0 and a subnet veil of 255. 255. 224. 0. Which two of coming up next are legitimate subnet addresses? A. 129. 111. 60. 0 B. 129. 175. 0. 0 C. 129. 111. 0. 96 D. 129. 111. 0. 32 E. 129. 111. 96. 0 F. 129. 143. 0. 0 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 12 Identifying the Host Range 1. You have a system address of 202. 200. 55. 0 with a subnet cover of 255. 255. 255. 224. Which of coming up next is the communicated address for subnet 202. 200. 55. 96? A. 202. 200 . 55. 1 B. 202. 200. 55. 96 C. 202. 200. 55. 97 D. 202. 200. 55. 111 E. 202. 200. 55. 127 F. 202. 200. 55. 255 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 13 Recognizing the Host Range 1. You have a system address of 160. 88. 0. 0 with a subnet veil of 255. 255. 248. 0. Which of coming up next is the communicated address for subnet 160. 88. 64. 0? A. 160. 88. 64. 255 B. 160. 88. 71. 255 C. 160. 88. 95. 255 D. 160. 88. 127. 255 E. 160. 88. 255. 255 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 14 Identifying the Host Range 1. What is the IP address on subnet 202. 177. 48. 64 if the veil esteem is 255. 255. 255. 240? A. 202. 177. 48. 255 B. 202. 177. 48. 95 C. 202. 177. 48. 112 D. 202. 177. 48. 127 E. 202. 77. 48. 79 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 15 Identifying the Host Range 1. A host on the system has an IP address of 223. 233. 11. 101 with a subnet veil of 255. 255. 255. 240. What is the subnet address of this host? 2. A host on the system has an IP address of 197. 65. 251. 125 with a subnet veil of 255. 255. 255. 240. What is the subnet address of this host? 3. A host on the system has an IP address of 201. 79. 187. 236 with a subnet veil of 255. 255. 255. 192. What is the subnet address of this host? ITE PC v4. 0 Chapter 1 2007 Cisco Systems, Inc. All rights saved. Cisco Public 16 Identifying the Host Range 1. What is the communicated address for subnet 200. 195. 55. 64/29? 2. You have a system address of 129. 111. 0. 0 and a subnet cover of 255. 255. 224. 0. Which three of coming up next are substantial host addresses for the subnet 129. 111. 64. 0? A. 129. 111. 48. 69 B. 129. 111. 32. 122 C. 129. 111. 93. 166 D. 129. 111. 89. 0 E. 129. 111. 0. 66 F. 129. 111. 65. 11 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 17 Identifying the Host Range 1. You have a system address of 233. 33. 11. 0 and a subnet cover of 255. 255. 255. 224. Which three of coming up next are legitimate host addresses for the subnet 233. 233. 11. 32? A. 233. 233. 11. 52 B. 233. 233. 11. 61 C. 233. 233. 11. 39 D. 233. 233. 15. 32 E. 233. 233. 11. 33 F. 233. 233. 125. 32 G. 233. 233. 11. 44 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 18 Identifying the Host Range 1. You have a system address of 132. 66. 0. 0 and a subnet veil of 255. 255. 224. 0. Which three of coming up next are legitimate host addresses for the subnet 132. 66. 160. 0? A. 132. 66. 161. 0 B. 132. 6. 188. 88 C. 132. 66. 32. 163 D. 132. 66. 48. 111 E. 132. 66. 193. 6 F. 132. 66. 175. 252 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights saved. Cisco Public 19 Identifying the Host Range 1. You have a system address of 201. 79. 187. 0 and a subnet cover of 255. 255. 255. 192. Which three of coming up next are substantial host addresses for the subnet 201. 79. 187. 128? A. 201. 79. 187. 196 B. 201. 79. 187. 132 C. 201. 79. 187. 166 D. 201. 79. 187. 33 E. 201. 79. 187. 189 F. 201. 79. 187. 12 ITE PC v4. 0 Chapter 1 Â © 2007 Cisco Systems, Inc. All rights held. Cisco Public 20 The most effective method to refer to Subnetting Questions, Papers

New Cuban Cuisine :: Cuban Food

Incorporates Recipes New Cuban Cuisine The Cuban style of cooking is basic in idea yet complex in flavor. Much Cuban food owes its legacy and convention from Africa and neighboring, Caribbean societies. Nonetheless, there are two unmistakable styles of cooking: the work of art whose methods and fixings have been being used for quite a while over the island, and the new, marked nuevo Cubano, which mixes it up of herbs and flavors from other food and accentuates introduction. For instance, the area of Oriente, in eastern Cuba, is notable for its commitment of spicier and increasingly strong dishes to the food of the island because of the convergence of Haitian and Jamaican foreigners to the island starting in the 1790's. In the states, Cubans, as well, have selected to pick hot peppers, such as bursting scotchbonnets and serranos, to get ready plans, for example, dark bean salsa. Cubans who showed up in the United States in the late 50's and 60's needed to make a few adjustments to their cooking. Numerous business sectors didn't convey the vegetables, organic products or cuts of meat that they were acquainted with utilizing in their island kitchens. Grease and olive oil, which are commonly utilized in Cuban cooking, must be supplanted by other cooking oils. Grease was too hard to even think about finding and olive oil was excessively costly; a substitute must be found. Cooks began utilizing vegetable oil, which was promptly accessible and reasonable. These days, safflower and canola oils have become progressively best since they are more beneficial. Numerous things are currently additionally accessible in low-fat forms. The utilization of salt has excessively been decreased gratitude to low-sodium items. Numerous Cubans estranged abroad, for example, my neighbor, Roca Beiro, an expert food provider whom I had the chance to meet, educated me that numerous Cubans have eliminated the starches they expend and that they attempt to follow a more advantageous eating routine. Because of the absence of time in their everyday life, many purchase items, for example, dark beans, on the grounds that setting them up without any preparation is very tedious. What's more, Cubans have added more servings of mixed greens to their eating routine, utilize less sauces, and get ready less potajes (stews). They have likewise adjusted increasingly American nourishments into their day by day life since their youngsters are presented to them at school and through their colleague with unlimited chains of drive-through joints in their networks. For instance, breakfast in Cuba as a rule comprises of cafã © con leche and tostada (espresso with milk and Cuban toast).

MIT Quidditch The Best Thing EVER

MIT Quidditch The Best Thing EVER Today. I. Joined. Quidditch. The awesomeness is still sinking in. This afternoon was the first warm, sunny, beautiful day weve had here for a while. I bike year-round, but today was the first time since fall that I went on a bike ride for fun, instead of just to get to class. After exploring the Minuteman trail (including a statue of Uncle Sam; did you know that the original Uncle Sam was born near Boston?) I headed to MITs campus to take some pictures of MITs newest sport. I started out as an observer, but soon got caught up in the magic and was flying (er, running) around a soccer field on a broom. Todays practice was mostly about getting used to moving on the broom and handling the ball with just one hand (since the other holds on to the broom). We used a volleyball as our quaffle. We havent practiced with them yet, but we have dodgeballs for bludgers. We also have a cross country running who has volunteered to dress in gold and play the snitch. The snitch is allowed to run around the entire campus, instead of staying on (or even in sight of!) the playing field. If you check online, you can find some pretty funny videos of existing Quidditch teams and their snitches. Some of the snitches will do flips and cartwheels to taunt the players as they run past. One thing that surprised me about practice was the wide range of students who came. Out of 11 students present, I think we represented 10 different dorms/Independent Living Groups. It was great to meet people from all over campus with a common interest. Another surprising thing about practice today was the spectators. Given that the sport is brand-new, I expected the stands to be empty. There were some people at MIT (I think there was a swimming tournament?) who noticed us practicing and stopped to watch and cheer. I gave them my camera and it is thanks to them that you have the three action photos! To MIT students: We have practices weekly, on Sunday afternoons. Sometime this month we will scrimmage Harvard. Several other schools are interested in playing us as well. Email quidditch-execs at mit dot edu to get on the list for more info! We would love more players and/or more fans :) To pre-frosh: We will have a CPW event! I am pretty sure it will involve us playing a demo game, and you will likely have a chance to play as well! Today. Was. Awesome.

The 4 Fundamental Forces of Physics

The fundamental forces (or fundamental interactions) of physics are the ways that individual particles interact with each other. It turns out that every single interaction observed taking place in the universe can be broken down and described by only four (well, generally four—more on that later) types of interactions: GravityElectromagnetismWeak Interaction (or Weak Nuclear Force)Strong Interaction (or Strong Nuclear Force) Gravity Of the fundamental forces, gravity has the farthest reach, but its the weakest in actual magnitude. It is a purely attractive force which reaches through even the empty void of space to draw two masses toward each other. It keeps the planets in orbit around the sun and the moon in orbit around the Earth. Gravitation is described under the theory of general relativity, which defines it as the curvature of spacetime around an object of mass. This curvature, in turn, creates a situation where the path of least energy is toward the other object of mass. Electromagnetism Electromagnetism is the interaction of particles with an electrical charge. Charged particles at rest interact through electrostatic forces, while in motion they interact through both electrical and magnetic forces. For a long time, the electric and magnetic forces were considered to be different forces, but they were finally unified by James Clerk Maxwell in 1864, under Maxwells equations. In the 1940s, quantum electrodynamics consolidated electromagnetism with quantum physics. Electromagnetism is perhaps the most prevalent force in our world, as it can affect things at a reasonable distance and with a fair amount of force. Weak Interaction The weak interaction is a very powerful force that acts on the scale of the atomic nucleus. It causes phenomena such as beta decay. It has been consolidated with electromagnetism as a single interaction called the electroweak interaction. The weak interaction is mediated by the W boson (there are two types, the W and W- bosons) and also the Z boson. Strong Interaction The strongest of the forces is the aptly-named strong interaction, which is the force that, among other things, keeps nucleons (protons and neutrons) bound together. In the helium atom, for example, it is strong enough to bind two protons together even though their positive electrical charges cause them to repulse each other. In essence, the strong interaction allows particles called gluons to bind together quarks to create the nucleons in the first place. Gluons can also interact with other gluons, which gives the strong interaction a theoretically infinite distance, although its major manifestations are all at the subatomic level. Unifying the Fundamental Forces Many physicists believe that all four of the fundamental forces are, in fact, the manifestations of a single underlying (or unified) force which has yet to be discovered. Just as electricity, magnetism, and the weak force were unified into the electroweak interaction, they work to unify all of the fundamental forces. The current quantum mechanical interpretation of these forces is that the particles do not interact directly, but rather manifest virtual particles that mediate the actual interactions. All of the forces except for gravity have been consolidated into this Standard Model of interaction. The effort to unify gravity with the other three fundamental forces is called quantum gravity. It postulates the existence of a virtual particle called the graviton, which would be the mediating element in gravity interactions. To date, gravitons have not been detected, and no theories of quantum gravity have been successful or universally adopted.

Who Is An Asian American - 1566 Words

Who is an Asian American? The name â€Å"Asian American† holds different meaning to people. According to Tamura (2003), â€Å"Asian American is a relatively recent term that was first used by non-Asians and then adopted by Asian American themselves during the late 1960s in the heyday of ethnic and political activism† [†¦] (Tamura, 2003). The simplest definition of an Asian American is an American with an Asiatic background. Therefore, making assumptions about an Asian would be absurd because the term is broad and covers many races. Behind the Asian identity are distinctions like nationality, origin, language, religions, and culture. Within the Asian ethnicity are races including Chinese, Japanese, Koreans, Filipinos and more. Asian Americans arrived in the United States in the 18th century. The Chinese came to America during the 1850s California gold rush, and it was between forty and sixty years later that the Japanese, Koreans, and, Filipinos began to arrive on the West Coast. After having arrived in America, Asian Americans faced issues like racism, unemployment, being forbidden from schools, denied citizenship, and more. Parrillo states â€Å"This view of the United States as a temporary overseas job opportunity-together with the racism they faced-led the early Asian Immigrants to form sub-societies.† (Parillo, 2012). Similar to the foreigners in the U.S, most Asian Americans returned to their home country after earning enough money, while some live and worked in America. One of theShow MoreRelatedAsian American And Asian Americans Essay1560 Words   |  7 PagesAlthough Asian Americans comprise only about 5% of the U.S. population, this group is the fastest growing segment of American society . Despite such rapid expansion, Asian Americans are widely underrepresented throughout media, whether in television, cinema, or literature. Moreover, there are different stereotypes associated with Asian Americans. One of the most pervasive stereotypes details how Asian Americans are a â€Å"model minority†. In essence, this myth describes how anyone who is Asian American willRead MoreEssay about The Media as a Mirror of the Asian-American Women1566 Words   |  7 Pages21st century Hollywood movies of Asian American actresses. After watching those movies, what might the researchers conclude about the characteristics of Asian American women in the movies? Certainly, they will view Asian American women as sexual and erotic objects of the society that white men can score with ease. Why do I assume they will think that way? The answer is a simple, yet controversial one: mostly, the media, as the history proves, portrays Asian American women either as erotic sex slavesRead M oreAsian American Stereotype1112 Words   |  5 Pagesstereotypes of Asian Americans have dramatically changed from being viewed as uneducated poor laborers to being characterized as successful educated minority. It has changed from negativity to positivity. According to the article â€Å"Outwhiting the whites†: An examination of the persistence of Asian Americans model minority discourse, Asian Americans were stereotyped as the â€Å"Yellow Peril† before. It was a fear that Asian Americans were going to take power in America. Japanese Americans had lost a lotRead MoreEssay on How Asian Americans are Portrayed in Hollywood Movies1269 Words   |  6 PagesAsian American actors and actresses are portrayed in Hollywood movies as always being the silent and yielding foreign victims to social injustice and prejudice. Whether or not these depictions are true, they are nonetheless stereotypes that Hollywood producers have come up with. According to the US Census in the year 2000, Asian Americans make up 4.2% of the entire American population, and knowing that most Asian Americans live on the west and east coast of the United States, many Americans livingRead More Asian American Experience Essay1642 Words   |  7 PagesAsian American Experience The pain and the suffering, the oppression, and the exclusion all describe the history of Asia America. When they arrived to the United States, they become labeled as Asians. These Asians come from Japan, China, Korea, Laos, Thailand, and many other diverse countries in the Eastern hemisphere. These people wantedRead MoreThe Race Of American History1490 Words   |  6 PagesWho’s next? It seems that the issue about race in American history never reaches an endpoint. The intersection of race, gender, contradiction has been continually crucial to shape the identity of minority American. As early as the first wave of Asian immigrants, Chinese immigrants, arrived in west coast, Asian Americans was haunted by anti-Asian movement and intense hostility. Foreign Miners’ Tax passed in 1852 was a representative of racial campaign between whites and nonwhites. The requirementRead MoreThe Dreamland Battle : Miss Saigon, Representation And Opportunity1498 Words   |  6 Pages casting opportunities for Asian-American actors in New York, where Asian productions are rarely produced. The last Asian Broadway production, Allegiance, ended its run February 2016, starring Lea Salonga, the first Asian actor to win a Tony Award for her groundbreaking performance as Kim in Miss Saigon in 1991 — twenty-six years ago. Not until 2015 had Ruthie Ann Miles won a Tony for The King and I and joined the Tony club as the second Asian actor. For years, roles for Asian actors are extremely limitedRead MoreMovie Review : Awesome Asian Bad Guys1721 Words   |  7 Pageswhat happens to the Asian villain who only have less than three-minute show time in the movie? Awesome Asian Bad Guys is the first feature-length movie released in 2014 by National Honor Society perhaps has the answer. This film pays tribute to all of the Asian American actors and actress who have roles as bad characters in classic movie during 80s and 90s. It also examines the lack of representation for Asian American in media well as combating stereotypes. This film â€Å"Awesome Asian Bad Guy† is originatedRead MoreEssay on Asian American History914 Words   |  4 Pagesimmigrants who were initially heterogeneous with their own distinct backgrounds. Corresponding to that fact, racial discrimination has been significantly reduced within â€Å"melting pot†, in which people gradually understand the differences between them without aversion. However, back in the past, many Americans conceived of Asians as strangers. They were not willing to understand and embrace the biological and cultural differences that set Asian immigrants apart from Europeans and early Americans. CoolieRead MoreAsian American Stereotypes822 Words   |  4 PagesAsian American Stereotype Every day we all suffer from stereotypes most get affected or not. Depending on your race involves to the expectations others expect from you. Asian American education and success stereotypes that are negative or positive raises the stress among them compared to other race. This topic fulfill the essay requirements since it is a social issue that Asian Americans go through every day. The whole point of Asian American stereotypes is that everyone expects a lot from the

The Strange Ride of Morrowbie Free Essays

In Rudyard Kipling’s story â€Å"The Strange Ride of Morrowbie Jukes† there are many aspects of the India’s traditions and customs. But one custom that is strongly present though out the story is the role of the Indian caste system. Within each character you are taken into the five levels of the caste system. We will write a custom essay sample on The Strange Ride of Morrowbie or any similar topic only for you Order Now The caste system has been present in Indian culture for as far back as their history can be traced. The five levels that are present with in the characters in the story are Brahman, Kshatriya, Vaishya, Shudra, and Harijans (www. suchico. edu) According to Indianchild. com the India caste system is a hierarchical society. In the Indian caste system, no matter where you live or what religion you are everybody is ranked into one of the five levels. The caste system is respected and followed by all who live within the system. No matter where you live everyone knows their caste ranking, and they behave towards each other according to their ranking. We are first introduced to Morrowbie, who is a man that is placed in the caste system known as Vaishya. According to Caste System, the Vaishya are known as the Krsi (who are the people for grow the food grains), the goraksha (who are the cow protection), the vanijyam (who do the trading), the Vaisya karma (people who work), and svabhavajam (are the people who are born of his own nature). The Vaisyas were known as the land-owners, money-lenders and influential traders. Morrowbie is known as a man with an education and career as a civil engineer. Due to his successful career he is known as a land-owner. It is evident though out the story that Morrowbie knows of his high class level and the caste level of the people around him. When he first falls into the hole he finds himself in the middle of a crowd. He states that the people are scantily clothed and can be associated with the Hindu mendicants (p. 24). According to the Indian caste level the merchants are considered to be one level below Morrowbie Jukes. You can tell from the way that he speaks about them, that he believes them not to be worthy to be in his presence. Morrowbie goes on to say how the merchants should show him respect and give him recognition of his presence there. In the story, Morrowbie is shown to treat the lower caste levels as second class citizens to him. While Morrowbie is trying to buy food and shelter from Gunga he once again refers to the lower class of merchants that surround him. He states â€Å"One does not protest against the doings of a den of wild beasts; and my companions were lower than any beasts (p. 28). We are then introduced to Gunga Dass as a man of power and status in the purgatory of the dead. Gunga Dass is considered to be the highest class of the Indian caste system. According to www. csuchico. edu, Gunga Dass is in the caste level of Brahmin. According to Gnome Research Brahmin are members of the priestly class in the Indian system, and belongs to the upper caste society. The Brahmins as described by Indianchild. com is â€Å"Brahman is of the nature of truth, knowledge and infinity. Gunga Dass claimed that he no longer lived his life as a Deccanee Brahmin, but he does still maintained his status in the land of the living dead. Even though Dass states that he renounced the Brahmin life, he still is living the role of his caste system. Gunga becomes the guide to Morrowbie, showing him the ways of the new land and the laws that he must follow. Gunga takes the role of protector just as he was in his time on earth. Morrowbie states â€Å"Gunga Dass, whom I had begun to regard as my natural protector† (p. 7). It is Gunga who nourishes the people, protects the land, just as he was during his life as a Brahmin. He gave Morrowbie shelter and food when he was asked. He also had the knowledge of the land, giving Morrowbie the answers that were proper for his own caste level knowledge. When Dass is requested by Morrowbie to get the white boy’s bod y, he states to Morrowbie â€Å"But I am Brahmin, Sahib- a high caste Brahmin†. Even though it seems that Morrowbie has over stepped his caste position, it is Dass who is always in control. He is the protector, guide, nourishes, and all knowing of the land of the living dead. We are then introduced to the white boy that is killed by Gunga. The unnamed boy is considered to be a Harijan in the Indian caste system. According to Caste System in India the Harijan or untouchables; was the lowest class of the Indian caste system. They were called the outsiders of the system, the people who were too low on the level to be considered part of the system. They were traditionally sweepers, washers of clothes, leatherworkers, and those whose occupation it was to kill animals (indianchild. com). The murdered white boy was described as wearing an olive-green hunting suit that was much stained and worn (p. 5). This description gives a clear indication that the murder boy is a hunter, this is thought by the Indian caste system as a person who deserves no ranking or rights. The boy is never given a name, which indicates the unimportance of his position. Also it is his body that is drowns in the quick sand for no clear reason. His soul and body are not given a second though t about, he is treated like a dried up piece of meat, just as he would have been treated during life on earth. We are finally introduced to Dunnoo, a boy that lives in the Indian caste system called Shudra. The Shudra are traditionally people that work in service as slaves or practitioners of unskilled trades. Dunnoo is in unskilled tradesmen who work as Morrowbie’s dog boy. He is a worker at Morrowbie’s farm that tends to his collies. Even though Dunnoo is considered to be in the lower class of the caste system, he is thought to be above the untouchables. That is why he is used as the person who saves Morrowbie, but it is never mention of any gratitude from Morrowbie for saving his life. In â€Å"The Strange Ride of Morrowbie Jukes† it is evident that the Indian caste system is used in each characters actions and manners. The Indian Caste system is a system that till this day, has been the back bone of the Indian society. The characters of this story displayed not only the attitudes of each caste system, but also the beliefs of how each caste level associated with each other. Each character from Morrowbie to the white hunter established themselves in the undead world the same as they lived above ground. They did not care where their bodies were, for living in the caste system you live your full life even after death in the same caste system. How to cite The Strange Ride of Morrowbie, Papers

Marketing Strategy of Curtin University †MyAssignmenthelp.com

Question: Discuss about the Marketing Strategy of Curtin University. Answer: Background With a move towards growth and development, more and more businesses are coming up making it difficult for the target customers to choose the best alternative. As such, the customer tries to seek information and that is when the role of marketing comes into play. Marketing is a powerful tool in the hands of manager that is generally used to create awareness of the product or service among target market and attract them to purchase it. Thus, managers need to plan the marketing of their organisation carefully to ensure optimal outcomes and maximum awareness generation. This report presents the marketing plan 2018 for Curtin University. The report proceeds by reviewing a external and competitive environment that the university faces in the country along with identification of the universitys strengths and weaknesses to tackle the opportunities and threats that comes in its way. Further, universitys positioning, strategies and resource allocation is discussed that form the core part of the institutions marketing strategy. Market and Demand Assessment The Australian university and other higher education industry is poised for growth with an estimate annual growth rate of 4.5% (IBIS World, 2017). As per Australian Bureau of Statistics (2017), 1 out of 5 people in Australia is engaged in formal study that includes 1.2 million people between 15 to 19 years of age and 741,100 people between 20 to 24 years of age. Further, the ratio of people enrolled in higher education has increased from 56% in 2006 to 64% in 2016 among young females and 55% to 61% among young males. Similarly, increase in education was also experienced in older age of 25 to 64 years indicating the need and opportunity for educational institutions to expand their services to meets the rising market demand. As of 2016, Curtin University had a total of 37,533.9 students enrolled in different courses of which, 24549.5 were domestic students and 11,622.6 were international students (Curtin University3, 2017). Further, based on the market assessment, the target group for Curtin University consists of the following prospective segments: Freshmen: This group is aged around 15 years and includes students who have just finished schooling. This group is attracted to university due to its costs, reputation, campus, image and other such factors. Graduate Students: This group includes students who have completed their under-graduate qualification and have clear focus and purpose for engaging in higher education. This group selects educational institution based on strength and reputation of their specific programs. Non-traditional students: Such students are unique and their choice of educational institution may depend upon the specific courses offered by university, flexibility, mode of learning and other non-traditional factors. PEST Analysis The Australian university and other higher education industry has undergone many changes over the past five years as a result of influences from macro-environmental factors with respect of political, economic, social and technological aspects of the country. These factors are discussed as follows: Political: This theme includes the issues at the government and institutional level in higher education. In Australia, the Federal Government affects the higher education systems through its policies, models and regulations. The Australian Government emphasizes on increasing domestics and international university enrollments by increasing the public expenditure on universities and relaxing the student visa requirements (IBIS World, 2017). Economic: The economic climate, sector funding, value for money and employability are the significant economic factors affecting the higher education industry in Australia (Doherty, Steel and Parrish, 2012). The industry currently is growing with the rate of 4.5% annually, earning revenue amounting to $31 billion and is responsible for employing as many as 127,638 people (IBIS World, 2017). Moreover, the government has committed to inject over $15 million for the development of higher education and provide better value to the students and the economy (Department of Education and Training, 2017). Social: With shifts in business environment and skill requirements of the professional, the needs and expectations of students are also changing. Further, rise in education fee has also increased the expectations of enrolled students towards a more student-centric services delivered by the universities. As the need for obtaining greater skills is increasing, people are increasingly adopting to study along with their jobs thereby creating pressure on universities to accommodate the work patterns thereby providing greater flexibility in education systems and learning practices (Doherty, Steel and Parrish, 2012). Technological: While the changing technology has threatened the traditional role of educational institutions as the guardians of knowledge, it has also created opportunities to innovate and provide better ways to fulfill the changing needs of target market. Further, incredible growth in technology also provides opportunities to change academic structures and practices and make knowledge accessible through innovative channels like mobile applications, webinars, social media and simulation technologies (Doherty, Steel and Parrish, 2012). Competitor Analysis The educational environment for universities in Australia is highly competitive with 43 universities in total including 40 Australian universities, 2 international universities and one private specialty university (Study in Australia, 2017). In addition to these universities, there are other institutions that provide higher education courses to the aspiring students in the county thereby increasing the competitiveness of the higher education industry. In Western Australia, Perth and Fremantle is the hub of higher education with universities like Curtin, Edith Cowan, Murdoch, University of Western Australia and University of Notre Dame Australia as main higher education institutions in the region. However, of all the universities present in the region, Curtin University has the largest market share of 44%, up from 40% in 2013 among Western Australian universities. Moreover, it also continues to the first choice among freshmen from both Western Australia and interstate students (Curtin University4, 2014). Further, a revenue analysis (Table 1) of major universities in Western Australia also reveals a good position for Curtin University indicating higher enrolments as compared to its competitors (Weber, 2015). SWOT Analysis The SWOT analysis helps in identifying the strengths and weaknesses of the organisation and also creates awareness regarding the opportunities and threats existing within the external environment that can affect the success of the organisation. The SWOT analysis of Curtin University is as follows: Strength Western Australias largest and most multicultural university with one-third students hailing from international regions Ranked among top 2% universities worldwide (Curtin University, 2017) Offers wide range of innovative course and has strong business and industry connections and high-impact research Ranked 27th among global universities under 50 age in QS World University Rankings 2016-2017 5 star excellence rating in QS Stars rating 90% employability rate after graduation (Curtin University2, 2017) Highest market share Weakness Poor understanding of the scope of universitys programs and courses. Diversified courses and many campuses threaten effective management Focused priorities Communication Reduction in revenues and rise in costs (Weber, 2015) Opportunities Increased domestic enrolments due to government funding Attract international students supported by relaxed student visa requirements Technological shifts provide opportunities to attract students for distance learning Promising political and economic environment Threats Highly competitive industry Rising fees and changing social preferences of students (Doherty, Steel and Parrish, 2012) Continuous technological shifts Lack of skilled personnel to focus on research and development Technological and business changes requiring academic restructuring Value and Brand Positioning Analysis The positioning statement is an important aspect of marketing plan as it determined the manner in which the target audience views the organisation. Thus, it is necessary to present a vivid description of the brand during positioning so as to differentiate it with the competitors and highlight the unique aspects of the organisation as a brand (Pride, Huges and Kapoor, 2016). The following brand positioning statement is the foundation upon which the marketing plan of the university is built: Curtin University is a world class higher education institution and cultural hub that offers a range of innovative courses along with high-impact research. We aim to support our students not only professionally but personally to ensure all round development as individuals who have the ability to turn any opportunity in their stride through hard work, courage and integrity embodies by us. Marketing Aim and Promotional Objectives for 2018 For any marketing plan to be successful, clear and concise delineation of marketing aims and objectives is of critical importance. It helps in identifying the business what it wants to achieve through its marketing plan and activities. Moreover, marketing aims and objectives not only provide an important area of focus for the marketing team but also need to be consistent with the overall strategy goals of the business to ensure maximum effectiveness (Kotler and Keller, 2015). The aim of marketing plan of Curtin University is to bring about increased awareness among existing students and attract new students by highlighting the role of the university in their lives and also promote the activities of the university. The following are the main aims of the marketing plan: To develop and launch a new branding campaign that increases the visibility of the university among the target market through utilizing the alumni, faculty, and university leadership as brand ambassadors. To promote Curtin University as nationally recognized innovative educational institution that not only focuses in professional development but also on personal development of its students. To attract Australian business community by generating awareness regarding the professional development efforts of Curtin University to impart professional training to the graduate students The objective of the proposed marketing plan is to highlight the distinctive courses and educational programs offered by Curtin University that differentiates it with other existing universities in Australia, especially in Perth and represent it as unique and special university. Further, achieving more enrollments (expected increase of 20%) by attracting new students by way of highlighting the unique features of the university is another objective that the marketing plan seeks to achieve. Marketing Mix Strategies Marketing is not just communication of information to the target market, but also used to establish and enhance relationship with all the stakeholders by addressing their needs to meet the organisational goals. Themarketing mix strategies can be identified using the seven Ps of marketing. To develop a successful marketing strategy, it is necessary to take a holistic approach towards the seven Ps rather than viewing them in isolation (Kotler and Keller, 2016). Thus, in context of Curtin University, the seven Ps are as follows: Product: For Curtin University, the product includes the vast variety of graduate and under-graduate courses offered by them. Further, it also includes the services, research, activities and employment opportunity provided by the university. Thus, the product strategy is to provide unique courses to its students through better staff, more exposure to related industry and interaction with industry leaders in the field to develop greater understanding and generate higher interest in the chosen field. Place and Physical Evidence: In context of university, place and physical evidence may be more or less similar and inter-related to shape the experiences of the students. The university campus can be a used to outline the place and physical evidence strategy by represent the brand by way of the appropriateness of the place, its cleanliness and its serenity to create an environment that is conducive for learning and encourage innovative thinking and creativity. Price: For educational institutions, prices include the fee and other monetary charges taken for admission and entry into other activities and courses. Thus, pricing strategy for the university needs to focus on justifying the benefits included in the cost of education courses and activities offered at the campus. Additionally, the prices also reflect the benefits of the infrastructure facilities of the institution (Olaleke, et al., 2014). People: In context of University, people include staff, students and alumni. Thus, the university can use its people to communicate the benefits of studying their by highlight all thats good about it. The university can enhance communication between these three categories of people by facilitating greater engagement, training and interaction. The strategy is to create word of mouth publicity for the university by getting the student or alumni to recommend it to others. Word of mouth publicity can be far more effective and beneficial as compared to other messages through different marketing channels (Kotler and Keller, 2016). Processes: Another crucial element of marketing mix is the process that is the way in which the university deals with its customers. Thus the strategy is to create the process related to attaining information and contact the university representative easy, effective and professional. This will include regular updating of university website and social media accounts to target the selected customer and ensuring quick responses to customer queries. Promotion: It is the final element of marketing mix that is decided only after considering the product, price, place and other elements. Effective promotion strategy helps in establishing the brand identity and brand image through communication of universitys relevance, accomplishments and excellence in the field. The university can use following promotional tools and strategies: Tools Strategy Tactic Print Media Create university magazine, publications and articles Create a quarterly or half yearly magazine or can publish articles in newspapers that promotes the skills and achievements if university faculty, students and alumni. The magazine will be used as a tool to create awareness and establish brand image. Videos/short films Create a series of online videos and short films It will be used to create awareness by connecting emotionally to the target markets aspirations. Moreover, they will be used to create awareness about university courses and other programs. The videos will be posted on university website, social media accounts and YouTube channels. Social Media Platform Create accounts on social media University can use social media platforms like Facebook, Twitter, Instagram and others to create student focused social media campaign to promote its products and services. It can use quizzes and games to engage target audience on social media and send promotional gifts to selected few. Campaign Develop a university campaign that will use all promotional tools to direct the message towards target audience. The university can use above mentioned tools to create a campaign that focuses on communicating a similar message through different tools. These tools will ultimately connect to form a connection with its customers and create brand identity. Competitive Strategies Any organisation does not exist in isolation. It has to compete with its rivals in order to survive and hence need to adopt strategies keeping in view its competitors in the industry. Competitive strategies are necessary to create a distinct image for the organisation and its decision are based in the analysis of BCG matrix, product life cycle and other tools that help in identifying the investment requirements and other strategies based on the market offering, market share, market attractiveness and other related aspects. Curtin University has the largest market share and high growth as compared to its competitors. Thus, it belongs to the Star category of the BCG matrix indicating that good growth prospects for the university (Wheelen and Hunger, 2013). Moreover, even though the University was established in the year 1987, owing to the industry growth and shifts in technology and customers social preferences, the university can be considered at the growth stage of product life cycle. Moreover, the market share of university has experienced a constant growth from 38% in 2012 to 40% in 2013 to 44% in 2014 indicating the growth potential for the university in future (Curtin University4, 2014). Thus, at this stage, the university can adopt differentiation strategy to ensure fighting for the patronage of the customers by creating unique market offerings that are distinct from its competitors (Wheelen and Hunger, 2013). Thus, the university needs to concentrate on achieving superior performances in terms of better education quality, on campus services, teaching staff and aids used and experiences for the enrolled students and alumni. Media and Budget Allocation In order to address the target market and strengthen the marketing activities, allocation of funds is necessary. Moreover, looking at the rising revenue trend of the university, it is easy to allocate large amount to the marketing activity. However, looking at high market share and expected growth trend, it is rather rational to allocate less advertising expenditure as a part of overall sales (Kotler and Keller, 2016). Thus, the media and budget allocation for Curtin University is as follows: Tool Budget Print Media $100,000 Video and Short Films $35,000 Social media platforms $25,000 Campaign $10,000 Table 2: Budget allocation (source: assumed) Hence, a total of $170,000 will be allocated to carry out the marketing activities of Curtin University. Expected Outcomes It is expected that the proposed business plan will help in creating desired product awareness among the target market of Curtin University. With its promotion tools the university aims to achieve the following outcomes in terms of market reach: Tool Target Print Media 1500 stories and 40,000 magazines Video and Short Films 5-7 video Social media platforms 100,000 followers and 75,000 referrals Campaign 175,000 audience Table 3: Expected outcomes (source: assumed) Conclusions The marketing plan is an important part of strategic planning as it is responsible for generating awareness and establishing the brand identify by communicating and connecting with the target audience. For this, collecting relevant information related to macro-environment, target market and competitors is necessary to identify the needs and position the brand accordingly. In context of Curtin University, the use of magazines, articles, videos, social media marketing and campaign is proposed to achieve its marketing aims and objectives. Moreover, keeping in view the expected growth of industry, rising market share of university and increasing revenues, the university will use differentiation strategy to uphold its performance by creating unique market offerings and distinct brand image as compared to its competitors. References Australian Bureau of Statistics (2017). Education and Work, Australia, May 2016. Retrieved from: https://www.abs.gov.au/ausstats/abs@.nsf/0/556A439CD3D7E8A8CA257242007B3F32?Opendocument Curtin University (2017). Reputation. Retrieved from: https://about.curtin.edu.au/who/reputation/ Curtin University2 (2017). Australian Reputation. Retrieved from: https://about.curtin.edu.au/who/reputation/australian/ Curtin University3 (2017). Curtin University Student Statistics 2012-2016. Retrieved from: https://planning.curtin.edu.au/stats/students2012-2016.cfm Curtin University4 (2014). Curtin again the destination of choice for WA applicants. Retrieved from: https://news.curtin.edu.au/media-releases/curtin-destination-choice-wa-applicants/ Department of Education and Training (2017). Higher education reform package. Retrieved from: https://www.education.gov.au/higher-education-reform-package-0 Doherty, I., Steel, C., and Parrish, D. (2012). The challenges and opportunities for professional societies in higher education in Australasia: A PEST analysis, Australasian Journal of Educational Technology, 28 (1), 105-121. IBIS World (2017). University and Other Higher Education in Australia. Retrieved from: https://www.ibisworld.com.au/industry-trends/market-research-reports/education-training/university-other-higher-education.html Kotler, P. and Keller, K. (2016). Marketing Management: Global edition, 15th edn. Sydney: Pearson Education Australia Pty Ltd. Levitt, T. (1965). Exploit the Product Life Cycle, Harvard Business Review. Retrieved from: https://hbr.org/1965/11/exploit-the-product-life-cycle Ogunnaike, O. O., Borishade, T. T., Sholarin, A., and Odubela, O. O. (2014). Empirical Analysis of Marketing Mix Strategy and Student Loyalty in Education Marketing. Mediterranean Journal of Social Sciences, 5(23), 616-625. Pride, W., Huges, R. and Kapoor, J. (2016). Foundations of Business, eth ed. NY: Cengage Learning. Study in Australia (2017). University and Higher Education. Retrieved from: https://www.studyinaustralia.gov.au/global/australian-education/universities-and-higher-education Weber, D. (2015, March 27) Universities in WA see income drop in 2014, annual report reveal, ABC News. Retrieved from: https://www.abc.net.au/news/2015-03-27/wa-universities-suffer-income-fall/6351920 Wheelen, T. and Hunger, J. (2013) Strategic Management and Business Policy, 13th ed. NY: Pearson Education.

The Dawning Of Mourning Essay Research Paper free essay sample

The Dawning Of Mourning Essay, Research Paper The morning of mourningThe Catcher in the RyeJD SalingerLittle, Brown, 1951When JD Salinger # 8217 ; s The Catcher in the Rye was foremost published, the reappraisals were hostile and dismissive. However, by 1953 when I, a huffish 17-year-old American, read the book, it was already a authoritative. I could declaim whole transitions by bosom while looking suggestively into the eyes of my day of the month who, like me, thought everything about the grownup universe was, as Holden Caulfield said, # 8220 ; phoney # 8221 ; .The book celebrated the good English pupil, the sensitive foreigner, the child who in today # 8217 ; s universe might be a # 8220 ; gross out # 8221 ; . It mocked the cruel athletes and the successful 1s who played by the regulations. Holden may hold been expelled from assorted schools, but all virtuousness, all human kindness, was expelled with him.In the 1950s, conformance and lip service were the enemy of all that was critical, interesting, original, promising and true ; at least this is how we saw the universe. We will write a custom essay sample on The Dawning Of Mourning Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Holden would non be silenced. He would non conceal in the fog that covered us all. He had existent feelings.So many of us loved Holden Caulfield because he, like us, was an foreigner that, had we noticed, it would hold been a major logical job. If the figure of manque Holdens was anyplace equal to the figure of those who carried the book the manner Jehovah # 8217 ; s Witnesss pack their Christian bibles, how stray or singular could we be? Were we in fact foreigners, or were we simply foot soldiers in a new ground forces that was to look in the sixtiess? However, it was, Salinger # 8217 ; s attack on the # 8220 ; phoney # 8221 ; that seemed to me the kernel and the glorification of the book.But when I picked it up once more late and reread it, I saw that I had, in fact, missed the point. This short novel is about mourning and loss. Holden # 8217 ; s journey through assorted schools begins with the decease of his brother of leukaemia and his parents # 8217 ; effort to protect hi m by non leting him to go to the funeral. He locks himself in the garage and interrupt his custodies in rage. It is mute heartache that ails Holden.The following decease in this book is of a schoolmate bullied into falling out of his residence hall window. This decease is besides non discussed by the grownups in the school and is covered up wholly. When Holden admirations in a celebrated transition about where the ducks in Central Park go in Wisconsin nter, it is clear he is wondering about the disappeared, the unspoken of, the removed, the dead. While isolation, dramatic loneliness are common to the adolescent soul, what was particular to Holden was his hard-earned knowledge that death was coming, had come and no one would speak of it.Holden said that when he grew up he wanted to be a â€Å"catcher in the rye†. This catcher was a person who would run through the fields that were on the crest of a sharp cliff and whose responsibility it was to catch the children playing in those fields before they fell to their deaths. Holden dreams of saving his brother, and perhaps not just his own brother.This book was written in the wake of the second world war, when all over America families had lost their sons and brothers and husbands – but in the culture at large this was not a time for mourning or remembering; it was a time for building and booming, and a determined optimism covered the grief that must have afflicted so ma ny.This book was also written in the face of the silence about the Holocaust. In the immediate post-war years, there was so very little comment on the deaths we knew had occurred. As with the the death of the weaker boy at Holden’s boarding school, no one seemed to care.The numbers of dead were shocking. The absence of those who would have lived and loved must have created a huge hole in humanity – but no one was talking about it, not in the early 50s, and certainly not in the late 40s when Salinger wrote this novel.Delicious isolation. A romantic sense of one’s self as special. A cold eye cast on others less prone to read poetry. These are the common marks of misfit adolescents on the edge of trouble. But Holden’s real trouble was silence, unrelieved mourning, grief he could not name.Decades later, I read this book, with affection, of course, for Holden, for my own misspent youth, but with a new appreciation for the ground the author was breaking. In tod ay’s world of grief counsellors accompanying every disaster, and therapists as common as bus drivers, mourning would never be allowed to fester unattended, which is, on the whole, a good thing. But The Catcher in the Rye remains the book that froze history at the moment before we could see ourselves as children falling from the cliff, as a people in mourning.

5 Benefits of Homeschool Co-Ops

5 Benefits of Homeschool Co-Ops There are many reasons to consider joining a homeschool co-op. A co-op can be an invaluable source of support for homeschool parents who work outside the home. They can also provide enrichment opportunities or be used to supplement what parents are teaching their kids at home. What Is a Homeschool Co-Op? A homeschool co-op is not the same as a homeschool support group. A support group usually serves as a resource for parents and hosts monthly meetings and field trips like park days or dances. A homeschool co-op, short for cooperative, is a group of homeschool families that join to share in the education of their children. Homeschool co-ops offer classes for students and usually require parent participation. Dont expect to drop your kids off at classes or activities. In most cases, parents are actively involved in teaching classes, caring for younger children, or helping with cleaning and other tasks. In other cases, parents may pool their financial resources to hire instructors for the courses offered by the co-op. This  option can be more costly but can be an accessible way to get expert help. Homeschool co-ops can vary in size from a small co-op of only two or three families to a large, organized setting with paid instructors. What Are the Benefits? A homeschool co-op can help both parents and students alike. They can help expand ​the knowledge base of an individual homeschool parent, allow parents to share their expertise with others, and provide student opportunities that would be difficult to achieve outside a group setting. 1. Promote Group Learning A homeschool co-op provides an opportunity for homeschooled children to experience learning in a group atmosphere. Young students learn skills such as raising their hands to speak, taking turns, and waiting in lines. Older students learn more advanced group skills, such as collaborating with others on projects, class participation, and public speaking. Children of all ages learn to take instruction from someone other than a parent and to respect teachers and fellow students. A homeschool co-op can also make what might be a boring class at home alone a much more enjoyable endeavor. It’s a relief for students not to be the one expected to give all the answers. Its also a learning experience for them to get other students input and perspective. 2. Opportunities to Socialize Homeschool co-ops provide socialization opportunities for both the parent and the student. Meeting on a weekly basis provides students with the opportunity to forge friendships. Unfortunately, students may also discover that a co-op presents the opportunity to learn to deal with peer pressure, bullies, and uncooperative students. However, even this downside can lead to valuable lessons that will help kids develop the skills they need to deal with future school and workplace situations. A regular co-op schedule also allows moms and dads to meet other homeschooling parents. They can encourage one another, ask questions, or share ideas. 3. Shared Expenses and Equipment Some subjects require equipment or supplies that can be expensive for a single family to purchase, such as a microscope or quality lab equipment. A homeschool co-op allows for shared expenses and pooling of available resources. If it is necessary to hire an instructor for classes that parents feel unqualified to teach, such as a foreign language or a high school level science course, the expense can be shared among participating families. This makes it possible for many parents to provide top-quality classes. 4. Some Classes Are Difficult to Teach at Home For younger students, homeschool co-ops may offer enrichment classes or those that require more preparation and clean up than everyday studies. These courses may include science, cooking, music, art, or unit studies. Homeschool co-op classes for older students often include lab sciences, such as biology or chemistry, advanced math, writing, or foreign language. There are often opportunities for students to take classes that function better with a group, such as drama, physical education, or orchestra. 5. Accountability Because someone outside your immediate family is setting the schedule, a homeschool co-op can provide a level of accountability. This accountability makes co-op an excellent option for classes that may fall by the wayside at home. Students learn to take deadlines seriously and stay on schedule. Even students who don’t mind telling a parent that they â€Å"forgot† their homework are usually much more reluctant to make such an admission when called on in a classroom setting. While homeschool co-ops aren’t for everyone, many families find that sharing the load, even with only two or three other families, has benefits for everyone involved. Edited by Kris Bales

Of those who have heart disease what % eat a healthy diet Research Paper

Of those who have heart disease what % eat a healthy diet - Research Paper Example rienced significant despair when 5 out of 22 participants of his study dropped out of the program immediately which obligated them to conform to dietary reforms. The program was about putting patients with high cholesterol levels on a vegetarian diet for at least five years. Five patients gave up immediately, the rest complied with the diet prescribed by Dr. Esselstyn for some time, and only six patients completed the entire diet program (Apgar 18). Another research report implies that a whopping 89.7% Americans think that they eat a healthy diet (Berger). But, it should be remembered that there is a giant gap between an actual healthy diet and people’s perception of a healthy diet. According to a 2012 consumer survey report, the top control strategies for the 33% of Americans with high blood pressure are not based on a healthy diet, but on medication (Food Insight). This suggests that consuming a healthy diet does not form the number one priority of those who have heart-relat ed

Answer this question in 2 pages Essay Example | Topics and Well Written Essays - 500 words

Answer this question in 2 pages - Essay Example The further ability of the legal system to attempt to correct inequalities and illegalities that are exhibited within such a system are also severely constrained; as ultimately it is the employer that holds all the power to dismiss and fire an employee based on no reason given. Interestingly, there has been a great deal of study into the impacts of the â€Å"at-will† doctrine on the firing process and how this negatively or positively promotes the interests of the organization. However, there has been relatively little research done as to how this impacts upon the employee and whether or not they choose a specific company or region in which to work. Ultimately, it is the view of this student that the â€Å"at-will† doctrine, in application, provides for a decreased sense of employee security; and likely encourages them to look for other more secure opportunities elsewhere. Has this doctrine been eroded over the last 30 years or so years and if so, what has caused the erosion? The doctrine has ultimately been a road partially abuse is so here’s the reason for this has to do with the litigation and societal understanding that individual employers are attempting to game to sit benefiting from it. However, as more and more stringent legal controls have been established and the â€Å"at will† doctrine has been adopted by more and more states, the ultimate situation which is been affected is one in which the utility options available. Essentially, business has attempted to move towards states that represent the â€Å"at– will† doctrine; in the hopes that this will be able to maximize the overall level of profitability and success that they might otherwise achieved elsewhere. As a result of this dynamic shift, firms are of course interested in seeking to promote profitability; leveraging loopholes in the legal framework and interpretation of employment law as a means of promoting their own interest. Necessarily illegal or wrong, it h as had a

Human Resource Strategy Of The NHS

Human Resource Strategy Of The NHS Tameside Hospital NHS Foundation Trust is located at the Tameside General Hospital in Ashton-Under-Lyne. The organisation was formally authorised as a Foundation Trust on 1 February 2008. The Trust was formerly known as Tameside Glossop Acute Services NHS Trust. Employing approximately 2,300 staff, the hospital provides the wide array of services one would associate with a general hospital, including Accident and Emergency services, general and specialist medicine, general and specialist surgery and full Consultant led obstetric and paediatric hospital services for women, children and babies. The Trusts clinical services are provided in a number of different specialties and departments. These are organised into four Divisions. Situated at the foot of the Pennines, eight miles to the east of Manchester the Trust services a population of over 250,000. The population is concentrated in the largely industrialised areas of the eight townships of Tameside, which comprises Tameside Metropolitan Borough Council. The Trusts overarching purpose is to become the local Hospital of Choice for patients, the public and staff. The Trust will continue to play its part in the local community, and to seek to build strong and enduring partnership relations throughout 2010/11 and beyond. The Trust is committed to building on its achievements of 2009/10 and continuing to improve the care the hospital provides and the way we work. Tameside appears to have a very positive future ahead as we have recently undergone extensive building work under a PFI (private finance initiative) Project where we have had  £120 million investment. The Health Investment in Tameside (HIT) Project is the biggest investment and most extensive site improvement Tameside hospital has seen for decades. It will result in new Acute and Mental Health facilities with a construction programme which started in autumn 2006 and will be completed by the end of 2011. The organisations expenditure consists of around two thirds on its workforce. The approach in the way the hospital manages staff is crucial and is key to delivering the best possible care to patients. Staff have the opportunity to develop their skills, knowledge and attitudes and engaging staff in this way will the lead the organisation through a very difficult economic climate. Tameside Hospital like other hospitals is dominated by a mainly female workforce and this is impacting on a previously male management culture and there is a competitive edge now between the existing male workforces in similar organisations. The financial and economic outlook for the coming three years is very challenging and the demands on healthcare services are likely to rise at the same time as available funding becomes more constrained. Improving productivity will be a key focus of the Trusts work over this period, but this will not be allowed to come at the expense of the quality of healthcare services. The Trust Board recognises the challenge of maintaining an accessible and comprehensive range of clinical services for the population of Tameside and Glossop in the current economic climate, and acknowledges that this may be more readily achieved through both innovation and scale. The potential to work collaboratively with another organisation in the development of a hospital group to ensure the continued delivery of quality and productivity is being actively explored. The key aim of such collaboration would be to achieve additional efficiency and quality gains, without the need for major structural change (merger). The Trust already has an active programme for the involvement of patients, the public and staff in its work. Website http://www.tamesidehospital.nhs.uk/Documents/AnnualPlan201011.pdf Accessed 30.03.11. However, it remains the view of the Trust that there are additional benefits to be gained from developing wider and deeper involvement. The Trusts staff also will need to feel empowered to seek out ways to achieve quality gains whilst also delivering productivity improvements, such that the Trust can secure financial and service stability going forwards. As stated above, the Trusts Stakeholder Engagement and Communications Strategies will set out the Trusts plans to enhance the involvement and engagement of key stakeholders. Staff involvement plays a major part in delivering the high quality services expected by such a large community like Tameside and as such the organisation invests heavily in staff development. There is a direct link to the performance of staff and the organisations HR strategy. Unfortunately in the current economic climate this couldnt be further from the truth as staff morale and motivation is certainly not what it was as job cuts is the focus of every member of staff at the Trust. Current Challenges in Strategic Priorities The HR function at Tameside Hospital has become the forefront of driving change within the organisation. The workforce strategy (see Appendix 1) links back to the Trusts Mission Statement (See Appendix 2) for being the hospital of choice for the people of Tameside and Glossop. The Trust wants to use this to underpin the strategy and link it to its business performance. To define human resources and human resourcing strategy Human Resources Human Resourcing Strategy The efforts, skills or capabilities that people contribute to an employing organisation to enable it to continue in existence The general direction followed by an organisation in how it secures, develops and, from time to time, dispenses with human resources to help it continue in the long term Leopold et al (1999) Since the recent change in government and the plans reform the NHS, HRM has become more prevalent to everyone working at the Hospital and what the unknown aims and objectives will be in the coming years. The much criticised Nick Clegg at the Liberal Democrats conference in Sheffield recently has been humiliated by his own party after passing a motion that our family GPs will be in control of commissioning services. Paul Burstow the Health Minister was quoted saying There will be no US-style privatisation of the health service on our watch. Sunday Times 13.03.11. The truth is that nobody really knows what the future holds for the NHS and whether the future reforms will be successful. Mr Burstow also told delegates stripping out layers of needless management and capping administrative costs (means) well be able to make  £5bn of savings over the next four years all of which we will plough straight back into patient care. www.bbc.co.uk. The strategic HR priorities of the NHS as a whol e will be on how these cuts will affect staff and the services they deliver and also how with a significant number of job losses the business is expected to continue with delivering the adequate patient care required. The Independent predicts that union leaders have also indicated that a loss of 50,000 jobs could be lost to due to efficiency savings. www.independent.co.uk. Inevitably this type of reform is going to lead to failures on the frontline with the loss of nursing staff delivering the patient care which is so widely criticised. The focus in our organisation currently is efficiency and effectiveness as there is a significant hole in the purse which funds the whole organisation. We are currently nearly  £2 million in deficit and this is predominantly the case for many public sector organisations where cuts are being made within the existing workforce to combat the financial deficit which hospitals, police and local councils are declaring at the current financial year end. The role of Human Resources is also changing not only as a result of a coalition government but also as a result of globalisation and the expectations of stakeholders and how the rapid development of technology impacts on HRM. Within a change in environment, the HR professional has to evolve to become more strategic and a change mentor within the organisation. People Management (January 2011) suggests that in many Asian companies the positioning of HR is best placed as a business function with a leadership role and operating at a very transactional level and they tend to think less about HR strategy but focus directly on growth. This indicates that the UK can learn from the way their HR leaders operate. They have: Faster implementation cycles Asian leaders have a much more fluid interpretation of HR structures and that a rigid definition of business partner, specialist and HR services can create silos and slow response times. Putting insight at the heart of the function HR leaders are savvy and they use this to drive business growth strategy. Pull the purpose lever they create a sense of purpose by harnessing the press, the project and the organisation behind a big idea. True Engagement they use the three As accountability, authenticity and adaptability. It could soon mean that the UK is struggling to keep up with the way HR is responding to competition and change. In order to succeed in the UK, HR must be a business driven function with a thorough understanding of the organisations bigger picture and be able to influence key decisions and policies. In general, the focus of todays HR Manager has to be on strategic personnel retention and talents development. HR professionals will be coaches, mentors and succession planners to help motivate organisations members and their loyalty. The HR manager will also promote and fight for values, ethics and beliefs within their organisations, especially in the management of workplace diversity. Leopold et al (1999) states that strategy makers are seeking to achieve a fit between HR Strategy and the broader business strategy and ultimately this should contribute fully to the achievement of business objectives. Whittingtons (1993) fourfold typology shown below is extremely useful and helps to understand the complexity and the multidimensional ways in which strategy might be conceived. It is based upon outcomes and how they are perceived purely between either profit-maximising or pluralistic and whether the strategy is either deliberate or emergent. Processes Deliberate Classical Systemic Outcomes Profit-Maximising Pluralistic Evolutionary Processual Emergent Whittingtons typology of strategy Marchington et al (2008) Mabey et al (1999) suggests that the National Health Service has been exposed to decentralization and division into profit-responsible divisions. The organisations workforce strategy is also expected to deliver the employer of choice and the domains for this method are as follows: Employee Resourcing The focus for Tameside is workforce planning and contingency staffing, managing change, modern recruitment and selection practices, new roles and job redesign and developing shared services. Workforce/HR Planning This is essential to any organisation in ensuring we get the right caliber of staff, with the right skills. As an integral part of the business planning process it involves recruitment, retention, development strategies and the provision of workforce information to managers. Effective workforce planning ensures you will have a workforce of the right size, with the right skills, organised in the right way within the budget that you can afford, delivering services to provide the best possible care. www.healthcareworkforce.nhs.uk There are four categories of staff that are important in human resources planning: Exisiting staff New recruits Potential staff Leavers Marchington et al (2008) suggests when the world markets were much more stable and predictable, HR planning was prominent in HRM, personnel management and labour economics. HRM texts have discussed whether HR planning is still worthwhile. In some new organisations HR planning conveys images of bureaucracy, rigidity and a failure to comprehend the limitations of planning in an uncertain environment. Tamesides Workforce Strategy focuses on tactical adjustments to address unknown forces in relation to high demand of services from our commissioners and also the public. Tamesides workforce planning is flexible in nature which allows the organisation to respond effectively to the peaks and troughs of activity. This is through the use of agency and temporary staff which relieves some of the pressure associated with peak times of the year like winter. Skill mix is another focus for the organisation to ensure staff can work across all divisions which gives increased flexibility to the staff we have and which departments they can work. Changes over the next 5 years are projected in our Workforce Strategy. The reductions in staff are significant and this will be managed through effective strategic planning and the deployment of HR interventions such as stringent vacancy controls, allowing for natural wastage, effective redeployment and a planned approach to contingency staffing. Beardwell et al suggests that the Markov model is something which should be used by manpower planners in addressing internal factors that need to be considered in the development of a manpower plan. Recruitment Retention Staff are the most valuable asset in an organisation. Their performance determines whether the organisation achieves its goals and expected results. As a manager you need to create and maintain an environment in which your staff are motivated to perform well. The Trust is developing Recruitment Retention strategies locally, nationally and internationally to help fill vacant positions and hard to fill posts across the Trust. We are seeking to recruit returners back into nursing, midwifery, professions allied to health and medicine. In addition we monitor the reasons for staff leaving and have developed an exit questionnaire to ascertain the main reasons why staff leave. The NHS as a whole advertises through a centralised internet site http://www.jobs.nhs.uk/ this enables the organisation to attract a wide variety of candidates for any single advertisement. We also use techniques such as talent banking and generic recruitment campaigns. The trust aims to ensure that the recruitment and selection of employees and volunteers is always carried out in a fair, timely and cost-effective manner. Poor staff retention has many consequences including cost of staff turnover, loss of company knowledge, and decreased morale. These things can all be detrimental to your business. The retention of key employees is critical to the long-term health and success of any business. Organisations need to try to do what they can to retain their best employees to ensure customer satisfaction, product sales, satisfied co-workers and reporting staff, effective succession planning, and deeply embedded organisational knowledge and learning. www.health4work.nhs.uk Tameside is considering undertaking the introduction of assessment centres, psychometric testing and competence-based selection methods for all vacancies within the organisation. This approach will underpin our commitment to delivering dignity in care by ensuring a workforce hard wired with the requisite behaviours and values. The induction process is also being reviewed and it will be mandatory for staff to be re-inducted every 2 years. Essentially Tameside is aspiring to be as modern with its recruitment process as possible as well as cost efficient. The Trust marks itself to be able to attract and retain the best possible staff but Torrington et al (2005) suggests that this varies over time as labour markets become successively tighter and looser depending on economic conditions. Because an organisation may have to bring about a cultural shift within the company in order to improve employee retention, you may be faced with some resistance to change from some members of staff. Resistance can take many forms ranging from the subtle undermining of change initiatives or withholding of information, to active resistance including strikes. Poor communication has been linked to issues surrounding the effectiveness of change management because imposed change can lead to greater employee resistance. Reward and Recognition Through communications, pay modernisation-benefits realisation and staff recognition schemes Tameside audits itself to ensure the workforce is fully engaged with the delivery of the corporate objectives. Benefits realisation of the recent new pay systems so we can continuously improve productivity. There are schemes which recognise staff commitment which reinforces values and behaviours: Chairmans Prize for Service Improvement, Teamwork and Innovation Above and Beyond Award Caring for Those Who Care Award Long Service Award 100% Attendance These schemes motivate staff and contributes to wider organisation performance and links back to Tameside being the Local Hospital of Choice. Succession Planning Ideally an organisation would not want one talent to replace another but to develop a pool of talent. This is a more dynamic approach to succession planning and gives individuals the chance to put themselves forward to a talent pool. One of the key features of a structured management development system is a succession plan. Cole (2002:390) Succession planning is typically defined as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. In other words, succession planning is about preparing organisations for likely or inevitable changes now, in order to minimise challenges later. www.idea.gov.uk Some large organisations develop schedules for their succession planning but Tameside does not have such an elaborate schedule. Succession planning is a very informal discussion between managers identifying potential candidates who would be suitable for roles which are about to become vacant from retirement, voluntary leaving, dismissal or sickness. Strategically the NHS has a workforce review team (WRT) but at local levels like District General Hospitals it is more difficult to implement workforce planning effectively. With an organisation such as Tameside a more formalised approach to succession planning would be advisable to build a pool of staff rather than assessing staff within your own department. For workforce planning to be successful it requires accurate data, modelling, continuous and iterative planning, specialist skills, scenario building and stakeholder involvement. Talent Management Develop leadership and staff empowerment, talent spotting and succession planning. Performance Management and Monitoring with HR Metrics, Performance Monitoring and External Benchmarking. Tameside recognises the importance of a positive approach to the management of unsatisfactory work performance to enable the Trust to deliver quality services. Unsatisfactory performance by individual employees for whatever reason is detrimental to the service and Trust as a whole. As well as reducing standards of patient care and service delivery, poor performance by individual members of staff has a demotivating effect on other employees. The hospital operates a rigorous Capability Policy for managers to use when assessing individuals who require performance monitoring. It also ensures individuals are treated fairly, sensitive and in a consistent manner. It is the responsibility of managers to ensure when recruiting that the right candidate is selected and they can perform the role they are applying for. Managers are given full support from their individual HR Managers to ensure the policy is adhered to. There are 4 stages to the Capability Policy: Stage 1 Informal monitoring, coaching and counseling Stage 2 Formal meeting Stage 3 Formal meeting Stage 4 Formal hearing stage This is a lengthy process and on occasion has been known to take 12 months to redeploy or dismiss an employee who is not performing their role. Performance Management takes the form of a continuous self-renewing cycle, as illustrated in the figure below: The performance Management Cycle Armstrong et al (2009) There is a lot of red tape to the current performance management technique. If a staff member is unable to perform the role to the required standard the process is so long that nobody really bothers to use it and usually waits for the individual to leave. This workforce strategy was produced in 2007 and was scheduled to be periodically reviewed over the course of 5 years. Leopold et al (1999) suggests that the correct definition for Human Resource Strategy is personnel strategy. Organisations which do not concentrate on attracting and retaining talents may find themselves in a very vulnerable position, as competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organisations must adapt themselves to become more resilient, agile, and customer focused to succeed. Human resource management challenges cost your organisation money, time, resources, lost opportunities, and reduced productivity, to name but a few. Organisations need to rethink their strategic HRM and think more about strategic recruitment. www.strategic-human-resource.com Cole (2002) suggests that there should be strategic long-term goals when it comes to a HR strategy which includes: Ensuring the HR needs for the next five years are met Maintain wage and salary levels sufficient to recruit, retain and motivate staff at all levels in the organisation. Give priority to the development of leadership skills Ensure effective training and development opportunities Effective communication systems between management and other employees Provide mechanisms to cope with the human consequences of change This is certainly reflected in Tamesides Workforce Strategy. How Human Resources Management (HRM) contributes to the achievement of organisational objectives. HR Consultant Louise Allen suggests there are key steps in the quest to delivering a successful HR strategy that links to the organisation objectives of the business. Aligning business and HR needs The business goals sit at the heart of any HR strategy and in order to align business and HR needs can your organisations internal capability deliver its business goals? A HR strategy which is aligned with the business strategy is about the growth of the organisation by increasing the performance of the employees and keeping budgets under control. The process of the alignment of the HR strategy with the business strategy is about going deeper and finding the real root of the successful human capital management in the organisation. Developing your HR strategy It needs to understand your business goals and the business model can identify any potential threats and opportunities in the quantity and quality of human resource required by your organisation. It is critical the HR team as a whole has a high level of knowledge and expertise in aligning HR interventions and how this impacts on business performance. Organisational performance This is the process by which business goals and objectives are cascaded and managed across and down an organisation. It provides a rationale for all other HR activity and directly impacts the business success, enhancing HRs reputation and contribution. Organisation culture Culture commonly described as the way we do things round here www.thetimes100.co.uk Organisations tend to create their own culture and this gives the business a sense of identity. The organisation culture encapsulates what it is good at and what has worked for the business in the past. These values can often be acknowledged and accepted without question by long-serving members of the business. In re-aligning an organisations culture there can be real benefit and competitive advantage through improved service. Changes to the Organisations Current HR Strategy The fundamental change to our Workforce Strategy is that it needs updating. The current strategy differs somewhat to where we are currently. The change in government is not something that was envisaged and the impact of this change and how it would affect the Trust. I understand this would be difficult to envisage but all eventualities should be considered in a HR Strategy which has a 5 year plan. There isnt a one-size-fits-all and your HR strategy may change as the business evolves. www.humanresourcesiq.com The organisation needs to create a robust performance management process that sets out performance objectives for all levels of staff within the business. This is an opportunity to develop line managers skills in being able to disseminate and set stretch targets for their business. Another element is a personal development review process where individual strengths and weaknesses are identified for the purposes of assessing and meeting organisational development needs. Evaluation of the impact of SHRM on the business Even though HR professionals like Guest and Legge are convinced that their efforts add value to the organisations bottom-line, frequently there is little evidence to demonstrate such belief. www.allbusiness.com Improvements could be made to our HR department but it seems to be a consistent trend throughout the organisation with regards to funding and resources which would enable you to deliver those objectives. A prominent guru of HRM, David Ulrich discusses the role of HRM moving from a functional to a more operational role and involves partnership rather than being resource based. He describes HR as being a four sided partnership consisting of: Strategic Partner Change Agent Employee champion Administrative expert This allows the challenge of change to be more transparent and enables a strategic involvement from the beginning involving all stakeholders from the macro and micro environment. The employee champions act as an advocate for the employees and protects them throughout the process of change. The administrative expert is a flexible role within Ulrichs model ensure the maximum possible quality service is delivered at the lowest possible cost to the organisation. The Ulrich model relates very closely to how Tameisde will require support in the future developments and changes within the organisation. Competitive Advantage There is evidence to suggest that HR practices have a direct link to sustaining a competitive advantage in any organisation. Leopold et al suggests that in order to gain human resourcing advantage there should be a combination of efforts towards generating both human capital advantage (by recruiting and retaining outstanding people) and human process advantage (instigating difficult-to-imitate, socially complex, historically evolved processes such as learning, co-operation and innovation). There is also evidence to suggest that mixing human resourcing activities inevitably presents HR planners with a major challenge. To help with this, the notion of horizontal integration, this relates to the degree to which different aspects of HR are compatible with each other. Porter has argued that employers have three basic strategic options in order to gain competitive advantage: Cost Leadership Differentiation Focus www.business-fundas.com Porters five forces model (Appendix 4) provides a simple perspective for assessing and analysing the competitive strength and position of an organisation. This model can be used alongside other models like SWOT and PESTEL with good analytical effect. More recently Michael Porter has been working with Elizabeth Teisbery to revolutionise Healthcare reform in the United States. The Economist (Aug 2008) suggests that Porter effectively redefined the way that businessmen think about competition Conclusion After reviewing the HR strategy for Tameside Hospital it is clear that as an organisation we have yet to deal with any real human resource issue that leads to any disciplinary action. Our paperwork trail is not fluent and procedures are followed in a haphazard way. Due to a significant cut in resources even before the new round of government cuts it is difficult to follow out-of-date policies effectively. There is a real need for training and education on Human Resource Management as Tameside is leaving itself wide open to legal disputes. Clear guidelines need to be in place to protect the workforce and also the employees and organisations interests. The succession plans of the business are also ineffective. There are no established structured channels for promotion for staff within the business which are committed to their own self development. With the future of the Primary Care Trusts diminishing and the commissioning role transferring to the responsibility of the GPs, Tameside will come under increasing pressure to have their policies and protocols up-to-date which are adhered to by staff at every level.

The Philosophy of Man

The Philosophy of Man â€Å"What is man that You take thought of him, And the son of man that You care for him? † (NASB1995) This verse is taken from Psalm 8:4, I cited this verse on the account of my wonder and curiosity on what really is man? I guess this question has already been brought up years ago by scribes, teachers, politicians, scientist and even philosophers. Even David, the man after God’s own heart has also asked on what is on this man that even the God of universe is so fond of him. With all reasons, judgments, questions has been clashed, I have no better answer than other great philosophers.But let me try to expound my idea on this notion truthfully. There are many definitions of man. Some says that man is a rational animal. Others would say that man is a being and has a special place in the universe on the account of their abilities and level of reasoning. While others argued that one thing to observe that humans are but a tiny aspect of the universe and even of life on our own planet. Whatever their justifications may be, I hold unto this one truth that I believe in, Man is created in the image and likeness of God.I’m not saying this because I am a Christian but because I have learned not to depend solely on the knowledge of this world but on the wisdom from God. By simply understanding that man is created in the image and likeness of God, then surely man has a great value. Therefore, every human being is bestowed with dignity and his sense of being. I believe that we are all equal here; sinners or saints, rich or poor are all given by dignity. Thus, one cannot say that I am better off with the others. Man is a spiritual being because of the spiritual acts that he does.This includes intellection and reasoning. Indeed, man is a rational animal. Man is formed as the highest creation since being rational, he can think more, he is free to choose and decide, he can explore, and he can do all things according to his goal that wil l lead him to happiness as well  as to see the good. Moreover, by its uniqueness, soul is  the source of the  things of man  can do what other cannot do. Each one is  unique and thus each one can be distinguished by each soul that describe who you are. Taking up Philosophy of Man subject has been subject to my queries before.Why do we have to take up this when our field is on medical and nursing. It was later then that I realized that this course subject is vital because it gives us a thorough understanding on our patients especially the dignity of humans. Astounding as it was, I found this subject to be a challenging one because it harnessed the way we think and reason out. It taught us to examine ourselves, to look beyond one perspective and to dug deeper. Another essential attribute of man is his freewill. Freewill is the capacity to choose.If by the word â€Å"free† one means that people have the ability to make certain choices on their own free from compulsion, force, or coercion then the answer is â€Å"yes. † For example, people have the ability to choose to go to the store or stay home, to buy a newspaper or not, to eat beef or to eat fish, etc. such choices are within the natural capacity of human beings. People are free to act according to their nature. We humans are moved not by instinct but ideas. I think that this is one of the greatest attribute in man.We are not robots controlled by any manual operations or animals driven by instinct. Yes, we are creations but our creator never imposed on us but give us freewill. I have also pondered out that man is a seeker of happiness. We are all different but we also have something in common and that is our pursuit of happiness. We study hard, get a decent job, find a partner, start our own family, these are all means to gain happiness. Happiness, we all know, comes with the possession of some good; but where, or, in the possession of what good is perfect happiness to be found.However , there’s one thing that I’ve realized, no matter how happy we could be in this world, we would not be content because we are made for something eternal. To be loved is to be known and to be known is to be loved. Man is called to love and communion. I guess this is the basis of our morality everything which is governed by love. Man is not made to be alone. That is why Eve was created for Adam. I truly believed that there is no greater joy to love and be loved in return. Love enables a person to be good and self-giving which creates the good of persons and of communities.