Integrated emergency management Essay Example | Topics and Well Written Essays - 1750 words

Integrated emergency management - Essay Example What is the aim of Disaster risk reduction? It has an intention to reduce economic and social hazards vulnerabilities to emergency disasters. In empirical terms when managing a disaster its always right to apply professionalism, embrace the use of technology, good planning and proper management to avert a risk that can kill or rather injure large number of people and animal .The effects of disasters goes beyond loss of lives but also property worth of millions is destroyed and the community life disrupted(Kassim 890) The emergency managers should indentify and prepare adequately to mitigate the catastrophe when they occur. Businesses are starting to realize the need for disaster management because when the hazards occur the business community losses major stakes in investments (Howari 1090).Emergency management in the recent past event management has been a collaborative effort by all stakeholders both the government and the nongovernmental organisations. There have been major factors that have led to increase of awareness for establishment of disaster management in the U.A.E .There have been a principle of autonomous imm unity at all state levels in the 25 years. Furthermore legal provision such as the tort of liability for state and local government has led to more emphasis o disaster risk management. The government or individual person can be sued if convicted with tort of negligence .There are some situations some disasters can be avoided such as leakages in chemical plant. The chemical fumes may adversely affect the surrounding population and the person who is assigned the duty of being the custodian is liable for negligence. Another school of thought suggest that it’s the professionalization of the emergency managers have developed the urge to have integrated system to manage disasters(Roger Bird 48) The need to manage emergency was developed because of the adverse effects realize when these

British Film Culture Essay Example | Topics and Well Written Essays - 2000 words

British Film Culture - Essay Example Rife with nudging and guffawing, Peter Cattaneo 's film about steelworkers turned male strippers is somehow less raunchy, but every bit as jolly and as irreducibly English, as a Donald McGill seaside postcard. Populated by awkward, well-meaning lads who don't have it in them to behave too badly, its Sheffield is apparently the one part of Britain that Loaded never reached. What The Full Monty is, though, is political, in the gentlest, Ealing-comedy way. It starts with a brassy, breathlessly chipper documentary clip, a spot-on parody of the old Pathe Films. The men have nothing much else to occupy them, and Gaz is likely to lose touch with his young son unless he can pay his debts. Then they see some women queuing to see a troupe of male strippers. Gaz, realising there's only one way left for a man to make a fast buck, assembles a rival crew - not so much beefcake as meatloaf and scrag end. Unemployed Northern men trying anything to scrape a living and uphold their dignity sure enough, The Full Monty pays its respects to Ken Loach. There's a cameo by Bruce Jones from Loach's Raining Stones, as a hapless auditioner gauchely attempting to peel off his anorak. But this is light Loach and with a more focused comic touch. What makes the story compelling is that there's more at stake than just the few bob and laughs the lads stand to make. It's dignity they hope to regain, and more fundamentally, masculinity. Fatigued and disenfranchised, they all wonder if they're still men. Dave worries about losing his wife (Lesley Sharp), Gaz is already divorced, and their suicidal pal Lomper (Steve Huison) is living a dreary celibate life. Meanwhile, Sheffield's women are still in work and ruling the roost. They've even taken over the working men's club for women-only nights. A mortified Gaz sneaks behind enemy lines to witness the ultimate horror - women not only invading the sanctity of the Gents, but pissing standing up. The vision persuades him there's only one way for men to retaliate - reclaim their widgers. The Full Monty could have been made as course material for film-studies seminars on Marxism and the Phallus. Cattaneo and Beaufoy could have gone for a harsher lampooning of male sexual attitudes, but their approach yields subtler, more tender returns. Their heroes are adolescents who don't understand women but wish they did, and eventually are only too happy to confess their inadequacies. The presence of women in the film seems a little cursory, largely restricted to Lesley Sharp, Emily Woof, a few mouthy passers-by, and the crowds of the club scenes. But that's because the men see women from the outside - through the toilet window, as it were. Excluded from the female world of adulthood, they form their own society, a Just William club of eternal schoolboys with Gaz's young son Nathan (the engagingly sour-faced William Shape) tagging along as disapproving chaperon. This is something you rarely see a film on camaraderie among straight men (mostly), that doesn't indulge in slobbishness or Californian hugs, but celebrates the virtues of solidarity. Widgers United. The joke is that the men aren't really learning a new skill that will alter their lives. The Full Monty feels celebratory because it isn't about

Research Method Dissertation Example | Topics and Well Written Essays - 5000 words

Research Method - Dissertation Example How strong can this sense of community be? 4. What kinds of cultural identity have been formed in this virtual community? Research Method Ethnographic interview.Analysis of the interviews occurred in four stages. In the first stage, the transcripts are analyzed for concepts and themes. The comments and themes are in the transcript margins. This is the first stage. In the second stage, there was an analysis of expert files, which refers to pertinent experts which are from each interview related to each theme, and this refined the themes. These expert files, which are thematically related, were refined further. The theoretical framework of the study is linked to the thee in the fourth stage In the interviews, the interviewee explains his or her version of reality, while constructing this reality. In this way, the interviews are a kind of â€Å"interpersonal drama.† The researcher must stand back, and not direct the interview, because to insert oneself into the interview would in sert the researcher’s agenda into the issue, and the researcher might interpret the themes accordingly. There are alternate interpretations of the interview responses, and the interview should proceed in a manner which encourages this. Because respondents should answer in a way that develops his or her own perspective, the interviews should be unstructured. Nonetheless, the interviews are semi-structured, because this study has an exploratory nature. To develop the research interests of the study, open-ended questions were asked. These open-ended questions were not a strict questionnaire, however. Rather, they were simply used to tease out the key topics, and served as a reminder not to miss these topics. In the beginning of the interviews, the interviewees were given a general idea of what the focus would be. That said, the interviewees were encouraged to direct the conversation’s flow, and I would intervene only when I wanted to more about the issue. The only other t ime that I intervened was when the topic of conversation had gotten too far off of the focus of the interview. The questions were open-ended as much as possible. As the interview reached its’ close, I double-checked the question list to make sure that there was nothing important missing from the interview, and, if this was the case, I probed the interviewee further. Throughout my data collection period, I constantly added new questions to incorporate issues brought up in previous interviews. Recruitment of respondents.Ten people were recruited from the users of internet. I did not attempt to cover all ethnic groups, whichis beyond the scope of the project. Instead, I chose a particular group of people as the target of my study. To achieve the best results, they met the following two requirements: 1. They still maintain their distinctive cultural identities as ethnic people, surrounded in the sea of host countries’ mainstream culture. 2. They are not much affected by th e traditional community ethnic media, yet they are actively using the new media. That way, the influence of the computer media can be best measured. Specifically, Each participant recruited were an expert practitioner of his/her mass mediated world, knowledgeable in the most detailed and intimate ways of how it shapes their identities, which provides entry points to their complex culture condition of living on ‘borderlands’ and to their ongoing process of identity negotiation.

Week 10 responses Essay Example | Topics and Well Written Essays - 1250 words - 1

Week 10 responses - Essay Example That being said, within each subsidiary the company would be homogeneous, or non-diverse. Would that then be D&I? Because personal interaction will be largely between people of similar backgrounds, and interactions between individuals from different countries will largely be for coordination purposes and by electronic correspondence mostly, that could hardly be called diversified. In truth, multinational enterprises will be doing little diversity and inclusion if viewed from the perspective of each locale. Probably the true diversity and inclusion effects will be found in the main headquarters where all subsidiaries should be represented, and where the population is diverse enough for people of different backgrounds and circumstances to come together and interact on a personal basis. Diversity and inclusion necessarily includes at least an attitude of tolerance among different people, and at best acceptance of their differences (Chmiel, 2008). After all, this is what is depicted in each chapter of the Trailblazers book, the means and methods how individuals working closely together could become an asset to an organization (Anderson & Billings-Harris, 2010). The post is incisive and provides a candid personal viewpoint on how the course has tuly helped affirm one’s beliefs and convictions about a highly relevant social issue. Often mentioned was the response from classmates which provided validation for the individual student in this class concerning his/her own views on the different chapters and lessons, and the impact of the lessons in detail (i.e., the analysis of Robber’s Cave Experiment and the Chick-Fil-A Appreciation Day incident). I agree with Christopher that the specific issues discussed provided a practical focal point for the general principles and policies attached to D&I, and were very effective in driving home the

Sundry Issues Essay Example for Free

Sundry Issues Essay The present paper wishes to present some of the issues that are involved in the recruitment and selection of expatriates for multinational companies. It is necessary that the management of companies be strongly aware of these issues to be able to deploy the appropriate, qualified personnel for critical offshore assignments. One of the key issues that ought to be considered in the recruitment and selection of expatriates is their capacity to adjust effectually to the role. This means that they should be willing and able to learn about the pecualirities of the culture to which they would be deployed, including the traits of power distance, masculinity, human orientation, achievement, and future orientation. Another issue is their willingness to undergo expatriation training. Their mother companies and satellite offices ought to provide the infrastructure for such training but the candidates for expatriation must have the unique task and people skills that will make them effective in their offshore assignments. Expatriate candidates must also adjust effectively to their new living conditions, and learn as much as they can about the new norms. They should be willing to undergo cultural training programs. The expatriate candidate should be highly trainable; through pre-departure training programs, they should be immediately be adept at the nuances of their new environment and culture. Finally, they should be able to blend well with a cross-cultural team, and depending on their role even spearhead the building of teams in a global context. Effectual Work Adjustment Based on a past research by Kabasakal and Bodur (1997), some cultures are characterised by a strong slant towards collectivism and both societal and organisational levels. It may perhaps be useful for the multinational company to initially analyse the culture to which they would assign managers in terms of power distance, masculinity, human orientation, achievement, and future orientation (Hofstede, 1983). It may also look into the business culture’s commitment and sense of duty to the organisation, respect for managerial hierarchy, type of leadership, and other ethical norms. Armed with such knowledge, expatriates can definitely influence the expectations of its expatriates and help in their adjustment to the new work environment (Hofstede, 1983). In addition, business culture communication styles should also be assessed by the company and the manner through which corporate values and organisational culture are transmitted. For instance, is it through socialisation? In some cultures, exchange of favors, information sharing and friendships are critical means of winning and developing trust. Logically, managers who are sent to the country ought to have such characteristics as patience and being open to socialisation with locals. Apparently, expatriates will experience a whole host of changes in being sent to a global post. On a personal level, they are required to undergo a transition from an environment to which they were accustomed to one which is very unfamiliar. Naturally, this required modifications in their living habits, and entailed finding a healthy, novel balance between their work and personal preoccupations. For a majority of individuals, this expends too much time and effort. Thus, the human resources department of the multinational company ought to take action to prepare them so that they may cope with these difficulties in adjustment. The research of Mendenhall and Oddou (1985) indicate that adjustment to the cross-cultural facets of a global assignment requires three distinct personal abilities, as follows: 1) the capacity to sustain a valued sense of self; 2) the ability to associate to host nationals; 3) the ability to intellectually appreciate the belief systems that underpin behaviours in the host country. If expatriates will be oriented with these traits, it would have been easier for them to adjust because their expectations were more effectively managed (Black, 1990b; Mendenhall Oddou, 1985). If they possessed such traits, it would have been more probable for them to adjust easily in their offshore assignment. In a related vein, the multinational company is obliged to help select those individuals with these ideal traits for expatriation assignments. However, while the organisation may try its best to send ideal candidates, they are frequently unavailable – thus, tradeoffs and compromises may be needed. Expatriates ought to try their best to find out what makes their foreign counterparts ‘tick’. They could start with learning the basics of the culture, norms, beliefs, and customs. They should also take every chance to interface with their colleagues to facilitate this socio-cultural adjustment process. Preparation for Expatriation Moreover, multinational companies must ensure that they are ready to prepare their expatriates for offshore assignments. With the integration of global markets and the burgeoning growth of multinational business activity, multinational companies have to learn how to effectively manage, coordinate, control and synergise its operations with their offshore counterparts. This preparation process, however, is not such an easy task. The difficulty lies in the fact that this requires them to have unique skills different from those that proved to be effective when they were assigned as managers in the local office from which they were deployed. Expatriates should be equipped with the knowledge of the satellite company’s organisational culture and philosophy, home country business practices, norms and customs. Being assigned to a foreign environment with peculiar political, cultural, and economic working conditions, expatriates encounter both job-related and personal difficulties (Birdseye Hill, 1995). If these issues expressed by the team are not given adequate attention, this results in extreme stress in both the expatriate’s personal life and life, and ultimately to expatriate turnover. Facets of Cross Cultural Adjustment for Expatriates Predeparture Expatriation Training Programs Multinational companies ought to ensure that training programs are given to candidates for expatriation to facilitate their adjustment to amenities, overall living conditions, and social norms. For example, cultural diversity training programs and learning sessions concentrating on values, habits, beliefs, religion and language of the locals must be part of the preparation of expatriates. These will help them undergo the indoctrination period more easily and quickly. In this context, expatriates should also be keenly aware of the particular facets of life in the local country. If expatriates that their families are made aware of these information and their expectations well managed, then unwelcome surprises may be avoided (Cavusgil et al. , 1992; Marlin et al. , 1995; Tung, 1982).

Stages of Criminal Trial Essay Example for Free

Stages of Criminal Trial Essay There are eight stages in a Criminal Trial, the trial initiation, jury selection, openings statements, presentation of evidence, closing arguments, judge’s charge to the jury, jury deliberations and the verdict. In this essay I will focus on the jury selection stage. A criminal petit jury is very important in a trial. The jury is responsible for deciding whether a defendant committed the crime as charged. In a criminal trial there are usually 12 members in a jury. The jury selection is conducted by both the prosecution and the defense attorneys. An examination process called voir dire is performed on each potential juror, to ensure any unbiased or preconceived notions of guilt or innocence doesn’t exist. Any person desiring or summoned by a judge to sit on the panel must meet certain qualifications. An individual must be 18 years of age, be a citizen, live in the judicial area for one year, and speak English, no mental or physical conditions or any felony charges. Certain people are excused from juror duty; armed forces, professional fire, police and public officers. The Jury Act will excuse a person from jury duty on the grounds of undue hardship or an extreme inconvenience. In Florida the case of Casey Anthony vs. The State of Florida, the jury selection was difficult. The problem with this case is that the media made a big mess of the information released. Many people saw, read or heard about the case, potentially causing them to be unbiased or perceiving a notion to whether Casey was guilty or innocent. The charges and details of the evidence were released to the public. Due to the nature of this case it was titled as a high profile case. Casey Anthony’s name was all over the country; I remember during the time of the trial, the only thing on television was something about her case. There were pictures of her daughter, family and personal life. A lot of suspected evidence was shared with the public as well as information about where evidence was found. A jury selection could normally take about one day. Jurors could be removed from the selection process for any reason. The judge (Belvin Perry) dismissed more than two dozen potential jurors. The potential jurors discussed the case while in a private room with other jurors. One male juror was held in contempt of court and fined $450.00 for attempting to talk about the case with a television producer. After the long process of selecting a juror panel, the trial lasted about eight weeks and the jury was sequestered. Sequestered is when the jury is isolated from the public  during the trial and deliberation. A decision was made and Casey Anthony was found not guilty. .

Factors for Human Resource (HR) Planning in Healthcare

Factors for Human Resource (HR) Planning in Healthcare AMANDO TAGUINOD III student number: 12001406 TASK 1 INDIVIDUAL RESEARCH REPORT As a recent graduate, appointed to an HR advisory role within a large New Zealand healthcare organization, you have been requested by your manager to develop a discussion document for management which: Considers the following types of business factors that underpin human resource planning in a healthcare organization. BUSINESS GROWTH I am an owner of a small grocery store, fried chicken stand, and a printing press in our town Penablanca, Philippines. When I was still in Elementary, we have a chicken poultry wherein I love being given the responsibility to feed the chicken and eventually to dress, cut them according to its different parts and offer it to our neighbors and friends with its cheap price. Business is a part of my student life. As I grow, selling goods and offering the business to my classmates and friends is my hobby. When I finished my school, as I practice my profession as a registered nurse I continued my hobby of selling goods such as Longanisa (ground pork), Chicharon (dried crispy pork) and milk candies. Eventually I started to put up and managed a small grocery store, fried chicken stand and a printing press. These are some of my tips on how to maintain and grow a business. Firstly, improve customer service. One of the most important thing to do is to attract the people by saying good things about the products and the dealers should always have a good marketing skills. In my business, I have a total of 6 staffs, I trained my staffs on how to treat customers. And we have schedule dates and time of meetings to discuss issues for improvements. Second, my grocery business is composed of different items. Foods and nonfoods. There are things to discover on a business like the demands of the customers wherein they should have variety of choices. The needs and wants of the community should always be the top priority and considering at least 2 unique items each week helps to increase the number of customers for they are excited to see what’s next item will be out. Third, included in my marketing plan in my business is the posters and leaflets written are the different items sold in my store. Since, I consider cheaper ones I focused on producing basic material that is stylish but functional. Once In a year I update my posters. Fourth, I expanded my business by joining up with another business such as my fried chicken stand to promote a special offer aside from having a grocery store. It is a great way to get business into new markets with new opportunities. There are big numbers of customers in my Fried chicken stand. Since the location is just beside my Grocery store, most of my customers in my Chicken stand are also buying grocery items in my grocery store Fifth, if you want to build future sales through repeat customers, you need to make it clear that you stand behind your offerings. A good start is to offer a money-back guarantee for any product sold. Pay attention to your customers, Take any feedback from customers seriously and make an effort to thank them for sharing their thoughts – even if they are raising concerns or making a complaint. If you have a regular customer who isn’t happy with a new marketing strategy or product line, listen to what they have to say. There’s a chance that other customers might share their concerns. These are the attributes I learned and apply it in my future business in healthcare organization. Decline and Change At Ambridge Rest Home and private Hospital, before the construction and renovation making it to big facility, the rest home started as a trial Rest home. A 10 bed capacity and a very generic rest home. This idea was for the staffs and other people to visit the facitliy and open some comments and suggestions for improvement. Eventually when staffs and designers made up a compiled suggestions coming from them and other concerned measurements, fittings, furniture, equipment and color schemes were made before renovating it to a beautiful and big building. This was to ensure that the very best design and look would be the end result and it is also to invite costumers and competing with the other facilities. Change is inevitable in the life of an organization. In today’s business world, most of the organizations are facing a dynamic and changing business environment. They should either change or die. Organizations that learn and cope with change will thrive and flourish and others w ho fail to do so will be wiped out. In an organization Change is not only in the physical aspect of the building but also on their technologies, political, economic, social, legal, international, and labour market environments. In very simple words, we can say that change means updating, modification or alteration of the present situation for the improvement of the healthcare facility and making things different. Competition In Healthcare Business, competent applicants are looking for a big health care organization to work and for them to have a good experience and good pay. There is no more need for that organization to post or to distribute posters to market their company to people. The applicants itself will definitely search for that big company and apply it through the internet. Unlike small business they need some efforts such as marketing strategies (tools/materials and papers for marketing purposes). In such a scenario, a human resource department will need to focus on developing recruitment materials and attending job fairs to promote the company and attract applicants. Human resource are responsible to maintain or retain employees by providing them professional growth. Impact of labour market competition and technology To work in a care business is to make a positive difference to someone’s life. You will need to have good communication and listening skills, and feel passionate about supporting other people to live a more independent and fulfilling life. The skill of an employee is the number one edge in a business organization. In a healthcare setting, staffs should be fitted in the different approach of care. They should be well trained and independently perform skills with competence. In a Heath care scenario like rest home in order for the families of the residents to build trust to the company they see to it that their admitted family members are well cared considering their diseases and mental illnesses (Alzheimer’s, dementia and etc.). Furthermore, flexibility is very important factor that will lead to productivity and success of the company. Technology, simply means saving effort and money. A job that supposedly accomplished by 2 to 3 people can be done by a single person. Technology makes easy steps in making business. Some care would not be possible without technology. In the Philippines, some Hospitals especially primary care hospitals are dependent in the old practice of care. They usually, catering primary care which doesn’t include the needs of technology, or if not they refer their patients to tertiary hospitals providing adequate knowledge and advanced technologies to treat them. Impact of Employee Development According to my research readings authorized by Ruth Mayhew a senior professional human resource manager at the University of Missouri-Kansas City. He cited different employee-development plans. According to him each plans depends on employee’s current position, aptitude, performance and professional goals. These three development plans contributes to the provision of quality employees in a Healthcare organization. One of these is, Performance-Based Employee Development Plan, this plan focuses on the performance of employees yearly, review their previews performance, capabilities, accomplishments and goals for the next year. One of the examples is based from my experience, I was given the chance to be trained as ANTI-RABIES and VENUM VACCINATION provider in one of the prestigious Health Care Organizations in our country sponsored by my employer. It brought an impact in my profession and as an employee as well. It developed more my skills and confidence that builds a trust to m y company and work well with them. Considers the following types of human resource requirements and factors that underpin human resource planning in a healthcare organization Internal and external factors in matching personnel organizational requirements Internal Forces Internal factors may create big impact to the change in the organization. Such internal factors are changes in the managerial personnel. In the Philippines the retirement age for employees is 60 years old. Old head nurses are replaced by new ones. But that is the oly one factor it can affected by promotion, transfer or dismissal. Each new leader brings his own ideas and way of working in the organization. The relationships, more particularly informal ones, changes because of changes in managerial personnel. Moreover, attitude of the personnel change even though there is no changes in them. The result in that an organization has to change accordingly. Nature of the work force. The new generation of workers are well educational and updated and loyal to their career. Their behavior is more complex compared with the once which leads them towards organizational goals External Forces Each organization has goals and responsibilities related to each other in the environment. The organization changes according to the outside environment. It can be social, political, economic, technology, and legal environment force. Such changes may result in major functions production and nature of competitions. In order to survive in the changing environment, organization must change. Technology. The result makes our work easier and makes the company more competitive with others. To established equilibrium with other companies technology should also be updated. Marketing conditions. An organization markets their facilities and skills to outside environment to compete with other facilities. Such forces that affects the competitive position of the facility is marketing the facility to the people but the people will still choose other facility. Improvements and innovations is important. There may be changes in costumers in terms of their needs, liking –disliking and income/budget of the facility. These changes from the organizations focused on which meet costumer’s requirement. Social changes: Social changes reflect in terms of people’s aspirations, the needs, and their ways of working. These social changes affect the behavior of people in the organization. There, it is required to make adjustment in its working so that it matches with people. Political and legal changes: Any changes in these political and legal factors may affect the organization operation. Since these legal and political changes should be followed, any changes of these factors would bring an impact in the organization. Government policies and labour market competition Based from my experienced abroad specifically in Libya, their government provides policies and standards for nurses who can work as operating theater nurse in one of their hospitals. Nurses should be well experienced in the field of their specialty and abide the laws and policies governing their profession. Filipino nurses in Libya are competing to fill the gaps of special areas (Operating Theater and ICU) in all government hospitals. In the Philippines, all nurses are required to take a Government Licensure examination to practice their profession. We must abide by our government policy to get a job and experience. There are also government offered trainings that is a must to be called competent and have an edge with others.