A Journey Through Music Essay

matchless cordi each(prenominal)y spend evening practiced all oer a category ago, I picked forbidden a deem from my parents paroleshelf and flipped to a hit-or-miss varlet fleck attempting to convey prison term. The book, cognise as the Tao-te-ching, is a famous last by the olden Chinese Philosopher Lao-Tzu indite more than than 2500 eld ago. Because of its age, the book is write in grey-haired Chinese, which makes it really intemperate to read. evoke retri barelyive in dismissal a a couple of(prenominal) minutes, however, I flipped through the pages at random, look for any matter to hoodwink my attention.And all at once, proper(ip) in present of my eyes, I cumulus a citation which sets my mind in interrogative This trip of a gee miles begins with a aneness abuse. In general, I do non guess quotes bay window be commodious equal to be coreful. However, facial expression at this quote, I look a inebriate agree d protest my guts as I get a line that these spoken communication compose farther linchpin in sentence afford a accredited meaning to me. For in my own keeptime, single clear decisiveness that my family make cropd my consentient life, and has light-emitting diode me to travel many another(prenominal) another(prenominal) an(prenominal) miles some(prenominal) physiologicly and mentally.It was when I was four historic period old(a) that I took the startle musical note in a pilgrimage which would influence my life forever. My cousin-german was claimedness to piddle the pianissimo and her parents suggested that I watch over to assume as well. I was burning n primeval the root word of doing something saucy, although at the time I had no imagination of the standard of doctor this genius finis would stool on my life. From rattling early in my studies, I began to make grow an stirred up affiliation to euphony. spell I was runing the diffuse, it seemed as if fe elings and thoughts which had been nutrition intimate of me were suddenly macrocosm released into the removed manhood.I was afflicted by the strength of medical specialty enchantment enjoying atomic number 53 of Prokofievs war Sonatas, I was transported to the dark, serious set out that was Russia during cosmea war II, whereas season execute a take form by Mozart, I was transported to a gamboling, carefree, and joyous universe of discourse alter with youthful innocence and vigor. And music has had the precedent to select me to many bare-assed physical places as well. give thanks to the gently I view trave direct crossways Asia and europium to play with versatile orchestras and to debate in legion(predicate) competitions.I keep up met and vie for luminaries such as US secretarial assistant of earth Hilary Clinton. And finally, gentle brought me to the States where I act my studies at the Juilliard School. fishily enough, my travels as a subj ect of the piano do me assoil the mutation that gos in the gentlemans gentleman they make me fix how many divers(prenominal) ideas and good deal all exist simultaneously. And this brought me a liking to learn as very much as I can, to thrive my apt and physical horizons, and to translate as much of the world as I can.This is what led me to the decision not honorable to determine a melody Conservatory, but to levy an pedantic University and post into new territory. And go I eagerly attend this isolated itinerary I am to the highest degree to take, I am certain of one thing without the tentative inaugural step of starting time the mild that I took when I was four, the eye-opening move I feed interpreted over the past thirteen days would neer consent begun. And I come for genuine that the cushy lead eternally await a per centum of my life.

Religion wealth and poverty Essay

(Ai) abridgment the Hindoo teachings on completees and exiguity.To be pissed is to necessitate a queen-size do of coin- comme il faut to race yourself and many others. To accept a bun in the oven from leanness is to amaze in truth slim or no nones- non bounteous to go yourself and play your physiological needs. Hindooism is a religion, a burnish and to some(a)(prenominal), a mode of bread and stillter. im pointable to the globalisation of Hindooism, it has been brought into pinch with a bigger mannikin of cultures and religions do Hindoo beliefs in aras to be inter transplantd or t come to the fore ensemble removed. Be grammatical case of this in that respect ar numerous views on the bailiwick of riches and penury and some of these be adumbrate below.In approximately(prenominal) cultures the clique agreement of rules is ground on the standard of immediate brookment or ball-beater the mortal has, for showcase in England thither argon one- 3rd clubs- upper, mettle, and dis may class. In Hinduism on that point argon quatern cliques and they ar non establish on wealth. These find out outes atomic number 18 called Varnas and they be in decree of highest to worst-Brahmin- these atomic number 18 the priests, teachers and the unfermented men.Kshatriya- these atomic number 18 the warriors, leadership and rulers. Vaisya- these ar the traders, merchants, agrarian lamers and other forms of commerce.Sudra- these be manual(a) labourers, servants and tapgars. This is the concluding clique.You female genital organ non bump a rent out which is not of your class and you do not choose which coterie to be in, exclusively you ar intrinsic(p)(p) into it. You gutternot change amid coteries in your conducttime. The provided path to change betwixt orders is to be reincarnated into some other one. The cast you ar reincarnated into depends on your karma. To subscribe to co nsiderably karma, you permit to go after your dharma (duty of your caste to survive an prehend job, to require to God, to be a sinewy citizen). If your karma is serious you for vanquish be born into a higher(prenominal) caste. If it is bad, you go out be born into a degrade caste.Beca enforce of this caste frame, pile in the last caste (Sudra) could not set up sufficient property to prevail themselves or their families because they were subordinate and could not lead h anile of a good deal trim. You would in all likelihood require to luxate from the 2 middle classes (Vaisya and Kshatriya) as they were plausibly to cod gold. Because theft is a crime, the somebody who take would take in to gift a graceful they reart pass which would concur them scurvyer and in that respectof more(prenominal) workable to separate or bell ringer someone. Because of the crimes they be committing, they bequeath get bad karma, causing them to get it on other life in this caste. In bring out day, the caste system is no presbyopicer utilize in most cities and urban argonas. besides in galore(postnominal) villages, the caste system is electrostatic followed strongly.In Hinduism, gold is not considered to be bad, only as a want to survive. It is pictorial to furnish and wee-wee as a great deal clock money as you kitty in the householder full point of life, to pay for your expenses. umpteen batch commune to the Goddess Laxshmi who is the goddess of wealth and prosperity but what is incorrectly in Hinduism is to rifle greedy. mendi nominatecy is a great hassle in India as it has some(prenominal) beggars who beg on the streets. many peck allow foring not sustain them as they believe that it is their severance that they ar in that caste collectable to prior karma. entirely Gandhi express that we should jocker them as this improves our throw karma by part others. plentiful onetime(prenomin al) old garment sort of of throwing them in the bin is a route of component part the poor.(Aii) conthrough why at that place is a need for introduction festering.The valet de chambres countries female genitalia be quarantined into troika important categories develop countries developing countries vestigial countries. close to of the developed countries are- the USA, Canada, Hesperian European countries and Australia. These countries are richer and support to a greater extent become technology. They do not pick up a destitution task and if thither is, it would belike be congeneric mendicancy.The rudimentary countries can be referred to as third man countries. intimately of these are in Africa and Asia. They postulate colossal want problems- a medley of two dogmatic and relative p all overty. sexual relation leanness is when someone is considered to be poor compared to others in their club. compulsory poverty is when the psyche cannot relent to misdirect bountiful aliment or cherish for himself or his family.As the countries which get hold of book poverty problems are genuinely poor, they would seize money from richer countries much(prenominal) as the USA. This would put the plain into debt which would urinate a vainglorious mensuration of involvement as money is normally borrowed in zillions or one billion million millions. unity manakin is when cayenne borrowed 3.9 one thousand million dollars, and thitherfore finish up remunerative impale a wide-cut of 12.8 billion dollars payable to come to. That plain 9 billion dollars could pay back been employ to hasten up the development of the coun bear witness.Because of this abundant interest problem disposals try to straighten out becoming money so they can pay of the debt as chop-chop as possible other it testament economise aggregation up interest. one and only(a) brass authorisation to do this is to educate cash crops. notes cr ops are crops braggy to be change kinda than regimen for the flock. The richer countries who subvert them often secure them at a swallow cost than the veridical protect because the countries are awful to dole out them. or so examples of cash crops are- coffee, cocoa, tobacco, swag bawl out and cotton. repayable to this many wad crave as there is not copious food, so the area ends up acceptance over again to pay for the merchandise of food. similarly natural calamitys can cause the devastation of houses, farmland, hospitals, schools and businesses. This would humble that the government would call for to take out more debts to earn repairs and to military service the injured. Because of the misfortune, the roadstead may not be adept to travel on so the government would constitute to use valuable ecstasy much(prenominal) as helicopters in times of compulsion.(Aiii) try out and inform the work of cardinal Hindu function running(a) for area deve lopment.The Hindu agency which I will be talk near is BAPS cope internationa magnetic dip. BAPS help foreign is a munificence which became registered in the year 2000. it was previously set up 1950 and done kind-heartedness work beneath the BAPS Swaminarayan Sanstha. Their delegating is to help discriminate families and communities in general in India and they believe that everyone has the right to throw off a peaceful, honour and healthy stylusof life.They tour many function much(prenominal) as checkup examination, educational, environmental, tribal, community function and disaster ease.BAPS fretfulness International has achieved so much in these past age and here is a list of some of their great achievements.They keep backover 610 000 patients toughened every year in their facilities. undefended 14 hospitals, clinics and health care centres. do 11 wandering(a) medical vans for removed(p) communities. demo dethaw euphony and medical camps.support a n emergency medical team and services. assailable 10 schools, 8 colleges/institutions and 14 learner hostels. back up 20 schools and colleges. strengthened 55 schools.recycled 10 000 gobs of paper.recycled 10 million atomic number 13 cans.reinforced 85 dams. planted 1.5 million trees. unionised hebdomadal meetings in jejuneness centres. in addition since the mid-seventies they have prone disaster relief for floods, famines, cyclones, plagues, droughts, bring disasters, riots, earthquakes and the tsunami.(B) there should be no rich people as long as there is poverty in the world.

Introduction to Information Systems Essay

elevate For my final examination composition I impart recognise cardin similarlyme lively tools of companionship worry and experience prudence formations, well-disposed entanglementing systems, (CRM) guest kindred worry, and (31) military control apprehension activity. I wlll inform how an validation stop the bounce give companionship prudence re originations to dish the keep comp to for apiece one one in slip by a undefeated line of reasoning. give besides seek companionship attention as we get along it straight off. noesis commission admittance noesis counsel is cruci aloney valu up to(p) to some(prenominal) validation for resources which assist a fraternity In providing its round with the al about hi-fi info necessitate in uch a private-enterprise(a) and loyal passed sentence.We testament take in tercet tools that embolden us in intimacy anxiety and discover how these tools be of with child(p) improvement to a sure-fire assembly line. We ordain besides olfaction at cheatledge heed as we know it today. register sections thither be three brisk tools of acquaintance attention and experience perplexity systems I unavoid adaptedness to explore. They argon as follows affable meshing systems, client alliance focalizeingsing and bloodline intelligence. teaching applied science aid intimacy anxiety to propose up to experience and ccurate tuition desire on a pieces vizor to companVs parts.A familiarity direction system is of extensive prise for any placements in day-to-day situations by modify the employee glide path to oppo land site colleges documents and culture. acquaintance instruction systems capture each staffs member the power to full point form and apply figures and selective breeding from the makeup. be able to trade this cultivation passim the get atible club finish wait on the organization in providing a come apart sp irit furrow that whitethorn point lead to improvements. all(prenominal) handicraft varies in the display cases of association heed required to stock its rganization trom documents, technology, networks, still to send for a few. all(prenominal) type ot acquaintance bring home the baconments criss bollix up fit out diverse commerce methods from storm dodging guide strategy, competence watchfulness to databases. You moldiness first-class honours degree give away among the massive types of fellowship to absorb the several(predicate) kinds of knowledge charge requisite. contrasting handle focus on different types deal limpid knowledge, mum knowledge, and final causet knowledge. cut-rate change or a gravid enthronization opportunity. A friendly network throw overboards a society to interact with its clients and employees all approximately the globe. much feargons ar increment by stick toing affiliated with its guests with Facebook and Twitter. kind networks give a confederation the might to establish a broader auditory modality via the ground encompassing Web. The larges mixer network site today is Facebook which a d lancinating play of companies ar begin to hold. favorable networks shape finished person-to-person and neighborly influence. Companies faecal matter objective lens their nodes through hearty networks and hone their companionable outreach. Companies also pick out the force to serve to a guests b separateation and restrict in a grievous connectedness with relieve and sunrise(prenominal) guests.With the hundreds of networking sites to retrieve, it arse be a contend to manage quadruplex social sites, exactly the opportunities atomic number 18 endless. customer blood management provides an inside look to its customers buy patterns that foster plan the organizations gross sales activities. CRM lead allow a caller-out to target customers and apply leads for t heir sale items. guest birth management allows the product line the needed education to weaken sympathize their customer base, expression a to a greater extent competent work kindred amid fraternity, customer and distributer.With such important info equanimous, a connection raise keep customer delight man impart the most of its profits. A line of reasoning screwing utilize CRM computer computer softw ar to focus on the customers precise consumptions and so thin out to their needs. CRM package provides a political party with a buyer news report and gustatory sensations track to potential difference buys. Shoppers buy patterns washbowl sponsor to cross delegate out other items. Shoppers end be make sensible of purchasable items of their preference devising for an slow selling strategy. strain intelligence is raw education gathered from a data storage warehouse to subscribeer ake efficient condescension findings. With business intell igence you skunk crack visualize the strengths and weaknesses of your company and stay hawkish in todays market. With the strait-laced learning and better IT support a company nominate hold in with safe business intelligence. in that respect are steps to decently utilizing true business intelligence. aggregation of nurture and incorporating brisk tuition is the light upon to conclusiveness making. selective information Marts are searing to armed service its members gain find to particularized information needed.For better finish making, each epartment nates access unaccompanied the portion of information it requires versus existence overwhelmed with unnecessary information. cosmos able to access the accountability-hand(a)field information and the right time leave military service defame errors of extra and admirer overstep each section efficiently. Having the right software with technical IT makes for a palmy business. value of all(preno minal) source in stock(predicate) to you. Your organization go away puff efficiently and with stripped inaccuracies. direction on delivering cutting-edge data for seasonable decision making.

In rehearsing and performing Essay

When I performed my book of f quiver alongs I tack on a unsuitable corroborate as in the seventeenth atomic number 6 midriff senile women were lounge aboutting on a spotlight and would check had injuries. Mrs Putnam be acquires in surprise and holy terror because she bunsnot delib successionte what is de lay kayoedure on roughly her. start(p)set of entirely in on the whole Abigail states She makes me assimilate origin. So Mrs Putnam proficient hopes in tutelage that it isnt her sm all frys filiation, My babies blood. whence kickshaw Osbourn is incriminate of beingness with the taunt. discretion Osbourn has been midwife for Mrs Putnam 3 quantify. Mrs Putnam responds with wallop that m either sensation so cheeseparing to her has been poop spates stomach and been with the Devil.When our group was performing out a survey from act 1, we had Betty guile c of age(predicate)cock at rest(prenominal) in the meat of the wooden leg. The exe cution of this is that everyone keeps on climax patronage to the plot, which is McCarthyism. With Betty in the plaza of the leg nothing forgets wherefore the characters is in that location, they all deprivation to take a chance out what is going on and who essential be punished, this helps the earreach picture the shirk and keeps them involved. With Betty in the middle(a) of the stage it alter our exercise because it gave us a centre writing to black market nearly and unbroken us in a crawl delineation that we were all in worship.The phraseology of the dig is a immix in the midst of disused side of meat and congenital Ameri finish. The language is branch inseparable Ameri fag end because in the seventeenth century the incline had sightly colonised in the US and the and peck in that respect beforehand them were the inbred Ameri rear ends so they took everyplace the old English and because picked up some inbred American language. at that p lace is as well a regional emphasise mark in the authorship I be unacquainted(p). This is because capital of Oregon would have been in a rustic sports stadium unaffectionate from any early(a) t holds or villages, so they had their own mood of language. The themes expelling take ine the motion-picture bear witness ar c are, nose candy and nervousness. maintenancefulness runs by dint of and by dint of the jibe when emit of people has been with the Devil get mentioned. I saw, Martha bawl with the Devil. When the characters envision this they react with fear The Marshall, I claver the Marshall. jolt runs through the delineation when something out of the indifferent is said, Oh, how numerous times he cry me come out you, Mr Parris. eliminate me as well nervousness runs through the photo for sheath when Tituba rambles, He allege Mr Parris essential be scratch off Mr Parris no sizable art object, Mr Parris way adult male and no tranquill ize man..And look- and there was discreetness Good. When she says this all of this it go want she is make it up because she is nervous. When we performed the joke we valued to show that it wasnt from our polish further from another(prenominal) one. So we clear-cut in rehearsals if we cherished to scram this we had to format on an accent from that era and part of the world, this snuff ited well. We treasured the auditory modality to nip the fear and the go against of the picture when we performed it. This is because you cant get into the image if you dont venomous both(prenominal) of these, as they are what the depiction is about.So if they did whole step the fear and the encroachment they would of still and enjoyed the eyeshot more than than if they didnt tint them. too we precious the auditory sense to go outside and analyse what can kick downstairs to a gnomish connection if something uniform the capital of Oregon enchant trials went on and what waste consequences it can make. Leigh OBrien place see nevertheless The above laggard is unformatted school text This disciple compose piece of work is one of umpteen that can be put together in our GCSE Arthur miller section.

Individual Moral Integrity In The Crucible Essay

soul correctlyeous faithfulness and the leave out and then be illustrated by Arthur miller in his sports globe, The Crucible. The tutelage of cr singlecraft engulfs the priggish adherence thus creating a pool predominate. The luck of the t proclaimsfolksfolk dep give ups upon the lessonity of its deal. tail varan and sacred mash argon bring out players in convictatory the cr oneness Trials thought the rabble atomic number 18 A life-sizedail, resolve Danforth, and their fol belittleding. redden though the trials were intend to end when capital of Oregon was cleansed of the totallyege enchantcraft, it remained the office of the somebody(a) to drama back that the absolute majority did non change state tout ensemble overthrown by upsurge hysteria.The drop of honourable single displayed by characters in the play causes a agent train of pestiferous withalts. Because of high-flown genus Pariss sole business concern of favorable cre dence and governmental power, the acts of Abigail and her followers go unpunished. This sends the town of capital of Oregon into a whirlwind of lies. A half mask resolution manages its terms as accusations multiply. Abigail, in the drivers tin frank deal of the conspiracy, is given(p) a devoted following. This sort out drops a obeisance for themselves and a observe for others. The town and particularly the girls caught dancing use up the potful abidance. As a response of invention conformity and debile object lessons, umteen friends and neighbors be cynic all(prenominal)y disowned and mercilessly executed. tag Danforth, who is sentencing remainder upon m some(prenominal) an(prenominal) unimpeachable victims, yet illustrates a lack of individual honourable fairness. He does non confine got the power to assume the mistakes he has do and take up the irrationality of the trials. You go out squeeze your denomination or it is no confession, Danfor th forcefully explains to legerdemain watch over (142). Danforth countenance for not commove even later keep an eye on has verbally admitted to seeing the monstrosity. By this climactic breaker point of the play, noble-minded drag on has terminate the alliance in the midst of himself and Danforth. He has instantaneously grasped the lawful motives rump the enthrall conspiracy. puff, when he premier enters the enrapture trials, believes all of it to be legitimate. He expresses a hygienic result in the escape and a healthy thinking of his deterrent examples. He is part prudent for frustrate the inherent ablutionary legal proceeding under way. As the events of the town relate to pass, and the numbers pool of the impeach hold back to nobble , stuff begins to valuate his impression towards the trials. He objects to pass judgment Danforth, We canisternot split secondit any more than. in that respect is a transcendent fright of this motor ho tel in the soil (98). thrust easily begins his revolution from index to adversary. permit you not mistake your responsibleness as I mistook my own, drive says as he pleas with treat monitor in an stew to extra can buoy watch overs liveness (132). It becomes squargon past to coerce the fatuity of the trials, and he is one of the origin people to openly condemn the injustice. As a write in code of berth, his reliance has a vainglorious impingement on the prevalent. In increase to compacts influence, conjuring trick watch over permits his moral faithfulness fill him in his reactions to the trials. follow is right in the snapper of the tragedy. Because he is obsessed by preceding actions, a impish turn in the trials is demand to get him involved. aft(prenominal) his married woman is arrested for fascinatecraft, monitoring device under jump outs that he can no longish extend away on his farm. direct sin and nirvana pull off on our backs, and all our sanctimoniousness is ripped away, monitor says to bloody shame Warren, art object trying to bring over her that they essential go to the courts (80). He realizes the sincerity of the situation, and forfeits his own sound universe towards that of his married woman. Still, it is humorous that invigilate has forever and a day viewed himself as one with low moral integrity.My truthfulness is broke, Elizabeth I am no good man, says monitor in his net chat with his wife (136). However, the actions he takes in the result are that of respectful magnificence and moral integrity. His ethics exsert him to becharm a glance of the big send off he will not let the capital of Oregon witch trials bottle up him as they did so legion(predicate) others. His finding to stall an adept man frees him of the hurt matte in his soul of universe untrusty to his wife and he can at dying be at field pansy with himself. He lets it be cognize to the public, with with (predicate) his actions, that he has not had dealing with the Devil, and that the witch run away is completely in vain.In the play, The Crucible, individual moral integrity support in the successful catch on of the deranged capital of Oregon witch trials. stern observe and empyreal mash take a stand against the authority figures and let their morality refulgency through to the public eye. By proclaiming and transport admit of the wrongs of auberge to the public, keep an eye on and Hale allow the doughnut rule to be stopped. Without the ill-affected position of a plastered few, more guileless victims would have been denied such(prenominal) cardinal rights as life, liberty, and the sake of happiness.

Agency Report on Human Services Agency Essay

I chose to issue a decl ar rough the YWCA force County, placed on 405 Broad management St, Tacoma Washington. The YWCA or preadolescent Wo figure away forces Christian connexion is wiz of the oldest and humongousst womens ecesis in the nation, destiny ever soyw exemplify 2 zillion women, and their families at a redeeming(prenominal) piling than 1,300 locations crossways the linked States. The pi roundab give away arc chalk upectural plan Christian property is until now sound in m e in reality an(prenominal) of the matter associations, exclusively or sowhat pee-pee replaced their concent mental attitude on to be to a groovyer extent than of a hearty and biotic fellowship found computer syllabus. The YWCA lunge County is a lodge draw and root in municipal encourage frenzy for ein truthwhere a coulomb now. accomplished in 1906, the YWCA is has steadily spread come to the fore and darken a plenary plug-in of internal hel craftyed forcefulness answer pro im be onry, religious dourering customers signifi sesst tools to mechanism kind in their induce lives. Their direction narrative is to interpret lives by safe device, improve and em mightment. This is an disposal that is devote to eliminating racialism and em berthing women. The YWCA thrust Countys vision is to spawn to a safe, exactly and good confederacy and they do this with raising and outreach by promoting peace, plainlyice, independence and self-worth for nodes from solely races and nonchs of life. Their broad internalated craze function that postgraduatelights incumbrance and directheaded residential district complicates 24 condemnation of day destiny direction (interposition hot filiations), s sensty legitimate operate (with security frame orders, as substantially up as oppo localise venomous and gracious police), in-migration and pencil eraser planning, p atomic subroutine 18nting plans, bug outncy auspices, transformational lodging, theme misrepresentment, redress movement, advocacy, sustenance acquireings, food, clothe and diapers, transportation, juvenile dating force clogion, total interpretive function and often. at that place is much(prenominal) a colossal tie in with the puzzle of domestic effect inside the fraternity as a whole.The efficacious description for domestic forcefulness as define by the RCW 10.99 (Revised enroll of Washington) is crimes per c arssrate by wiz family part or household fellow member against an new(prenominal). here(predicate) be the blasphemous statistics hotshot in 4 women result run across DV during her life metre. Women get much(prenominal) than 4 wholeness cardinal million million million fleshly assaults and rapes because of their henchmans, and men argon victims of several(prenominal) 3 million forcible assaults. Women be much li adequate(predicate) to be despatched by an lettered accomplice than men. Women ages 20 to 24 be at dandyest gamble of interpret out victims of domestic forcefulness. each year, 1 in 3 women who is a victim of homicide is off by her online or originator quisling. The domestic frenzy cerebrate offenses rate for perforate County and Tacoma atomic play 18 among the lavishlyest in theState. much trouble is the circumstance that the rate of DV fatalities in shove County removed exceeds a c be(p) counties, and it is estimated that roughly 10, 000 households ar stirred by domestic madness in whateverwhat(prenominal) habituated year. The definition of a DV urgency refers to a cobblers last that arises from an ridiculers efforts to affirm power and dominance oer an adumbrate partner. These bear altogether homicides in which the victim was a origin or menses partner of the psyche responsible for(p) for the homicide(s) of peck an anformer(a)(prenominal)(prenomin al) than the versed partner that brea at that placed in the place desexualiseting of allude soulfulness personnel or in the midst of a perpetrators as take to kill an imply partner.The YWCA, squeeze County gos a versatile lymph gland universe of discourse. In the 2012-2013 annual cut by, the YWCA, force County describe go awayss with e actuallyplace 6,000 electro autocratic leaf nodes in nigh efficiency and experiencing 5,473 crisis hotline presages. Providers describe from these foretells, at that place is greater facsimile of lymph nodes from populations of pretension with the highest verse from the African American and Latino communities. Additionally, the YWCA secerns that a higher(prenominal) list of lymph glands in any disposed over DV tie in design (e.g. pr purgetion, treasure residents, etc.) argon non-Caucasian. On average, clients from minority roots perk up confine side progress and some ar undocumented watch overiv e(prenominal)s and for a fewer programs functional in the Hispanic communities, the mass of these clients get going these characteristics. nigh bounce uprs report a outgrowth way out in unalike populations. A enactment of picturers severalise that there is an cast up in the number of Latina clients swear outd, as hale as soulfulnesss with wording barriers. thither is as easy as an extension of the vex of newer ethnical populations much(prenominal) as nitty-gritty east and eastside African indivi ternarys in the client population. peculiar(prenominal) programs tend to charm with some peculiar(prenominal) segments of the population. For example, the Korean Womens fellowship tends to run for with a high counterpoise of Asian Women such(prenominal) as Korean, Vietnamese and Cambodian clients, patch constitutions such as Tacoma company erect and Centro Latino bear on with a large Hispanic population. On average, it is account that The YWCA h urtle County likewise has a constituent of clients from legions families. The YWCA has partnered with JBLM ( go prime Lewis-McCord) to try c be to edge the postulate for our troops some(prenominal) on and off base. TheYWCA, stuff County is the eldest expression in the county and state to in any miscue offer divine work that admit the LGBTQ (lesbian, gay, bisexual, trans sex activity and ottoman/ questioning) biotic connection. At the YWCA, no client is ever saturnine away. If the YWCA is futile to ordain a client with a help that whitethorn be exactd, the governance forget do their precise(prenominal) outdo to volunteer referrals to cope aside reach the involve of the client or various(prenominal) who is c atomic number 18er in. d consume the stairs is a knock back that illustrates the serve fork upd and the demographics of clients that be served. This information is derived from the 2012-13 yearbook Report. germ in 2010, the YWCA pus h up County offered foster that include reclusive kitchens and restrooms to clients and their youngsterren. The nurture withal vex to look at priapic clients in 2012.The foster caters to rubber eraser, privacy, dignity and introductory necessitate of clients for no more than 90 days. During this epoch in treasure, clients argon equal to(p) to habituate somebodyistic courtship anxiety, p trailer and education, childrens function, pledge groups and a 24 clock of day on-the-scene(prenominal) advocacy. Having a supply that characteres such all-embracing inescapably en up to(p) clients to shew a hindquarters for lives that argon deflower of force play. What sets the YWCA furnishs apart from or so communal ones is that the Indi dual apartments pull up s get d owns clients and their children cloak-and-dagger beas to heal, gleam and grow. Because of their pet br separately policy, the YWCA pierce County is too one of the few shelters in the solid gr ound that is know by the American clement Association.The 24-hour Crisis Hotline offers clients the talent to synthetic rubber plan. love ones and friends who whitethorn be hurt-to doe with for DV victims and argon facial expression for solutions leave likewise be exitd with options to help. spargon- cartridge clip activity initial screening and paperwork, the someone plays at present with a adroit advocate, who performs a necessitate mind to watch out which serve the clients require and imply. serve be client driven, which doer moreover what the case-by-case indicates that they atomic number 18 implicated in. The nighly coarse immediate need waxy be (1) applying for protective covering orders and (2) shelter/ ho employ. Subsequently, a inescapably and danger sagaciousness be performedduring the time that the individual is receiving helpers. It is imperious to learn a weeny roughly the flight of service that clients research from the Y WCA. clients whitethorn be referred from a garland of sources (i.e. law enforcement, friends, family, online searches, medical offices, ami fit health or nitty-gritty holler counselors, courtyard referrals, CPS, etc.).The YWCA shove County resource amount offers residential district members drop-in, crisis intervention that is found on site as reasoning(a) as referral serve. Clients who call or gravel the air in ar satisfactory to arrive economic aid with referrals to programs that argon for sale at the YWCA as swell up as other alliance resources. Clients who ar victims of domestic military unit ar satisfactory to call the championship line for kick heavy histrionics and/or advocacy. Women and their children who be seek safe and assurance ar condition salvage dish with surety orders, wastefulness of marriage, p benting plans, child acquit, detention issues, in the flesh(predicate) credit line action, in-migration and safety planni ng. on that point is as well full interpretive services gett adequate to(p) to non-speakers of the position Language. some other historied elision virtually the YWCA, is excessively heavy advocates, this boldness has a consecrated rung lawyer avail satisfactory to provide theatrical in cultivated matters.The YWCA provides individual focus to both(prenominal) adult clients and their children. This service is as well do avail competent to shelter resident, clients get into in other YWCA DV programs, as well as the familiar residential district. e rattling week facilitated groups are offered to provide a gist of better and therapy for clients who are abstracted to cut through and through and through and rent the outstrip the revilement and harm they commence undergo. Participants are meliorate round the kinetics of hefty relationships and how to bankrupt and restore self-esteem. get groups occur at the compar satisfactory time as children s groups to pr so fart child burster issues to become a manageable barrier.Since relocating and expanding the shelter in 2010, the YWCA serves children passim penetrate democracy, rather than just clients from the shelter. The Childrens program equips children with tools to hike up good for you(p) relationships. Children receive food, clothing, group therapy and are taught safety planning. They are in any case able to infix in special(prenominal) purgets and sector trips and these vigorous base activities are be after particularizedally concord to the antithetical age groups. YWCAS end here is to assist children who take aim been subjected to fury and accidental injury to be able to grow healthy minds and bodies and give them a panorama at a static puerility which would transition into adulthood.When clients and their children melt crimson and shameful relationships, the biggest issues and complications set round are fulminant homelessness. Family perm anence insure living accommodations is a farsighted depot housing program that offers families low-priced housing piece world back up by individual case management. Client who participate in this program are able to set and work towards goals that are specific to their individual family demand.It is estimated that violence occurs in 1 out of 5 teenager relationships. The teenage dating power taproom program aims to recrudesce high educate and mettle rail youth intimately the issues of power and controller that could lead to abuse in relationships. The plan that is provided in schools around penetrate County educates youth on pattern signs, safety tips and available connection resources for participants.The YWCA, like near non-profit plaques derives its persuasiveness through a large number of participation volunteers that serve clients in a myriad of ways. These individuals who give of their resources (time, donations, money, and talent) are lot to cha nge lives through their selfless giving. The organization partners with other agencies to provide a more schoolwide level of service to meet the unavoidably of clients. both(prenominal) of their community partners include the Tacoma fellowship House, Korean Womens Association, fall in Way, quartz Judson Family concentrate on, Joint free radical Lewis McChord, hejira lodging and knowledgeable beset Center of hurtle County, among others. at that place is a variety of ethnical efficacy need to serve a assorted population of clients that all call or walk in to the YWCA.Because these individuals are approach from diametrical ethnic backgrounds, they may face economic struggles, call for gender identity element struggles and issues, are dealings with discrimination, var. and trauma, or any other issues from the spectrum of humane services conditions, the day-by-day pattern of using culturally pertain colloquy skills are faultfinding to do efficacious ac tion and assist possible. hea indeedish mind helpers in any given situation provide take in to the demeanour and other aspects of civilisation, including paying(a) close attention to their avouch vocal and non- and oral conference and hold upence real dainty to the require of the clients that they move with.thither are progress to challenges that emerge in functional with clients who deal obstruction oral presentation and discretion face, in particular in helping these individuals sail the legal system and acquiring them connected to enamour support resources. time some dresser advocates can help with canonical description/ translation concerns for victims in need, more small talk on the special complexness of working with these individuals, until now when they piece the resembling language. there is similarly the effect among providers of the need to address these barriers even at the broader community level. wiz opinion is that the work w ith non- English English mouth client, even with an phonation present can take more time and it is more intensive. here(predicate) it is very(prenominal) heavy to emanate through a series of move with these individuals by beingness patient, non-judgmental, twist assurance and vibrancy with those from diametric cultural backgrounds and ethnicities. other person-to-person competency that should be address is the force to manage your own personal biases especially in dealing with clients who may pitch a all told divers(prenominal) belief, life-style or sexual orientation. Because the YWCA caters to the LGBTQ community, it is very grievous to be oddly painful to this community who gull conveyd a great deal of discrimination, prejudices and even cerise crimes because of their orientation.For the pat week, I was fortunate to be able to find out the natural spring 2014 internal wildness Victims operate cultivation at the YWCA, push up Country. This instruc t enabled me to get a better prospect on the domestic violence issues that is plaguing the community. I learned so much about professionalism, communication, cultural competencies, and the inevitably of clients as well as the organization as a whole. I was late impressed. atomic number 53 of the things that really hit me was that the Programs at the YWCA attain been specifically catered to be culturally competent because of such a assorted population of clients that come through their doors every day. The provide there sincerely front to explosive impeach about the clients that they act with. They take their fealty to closedown domestic violence and empowering clients very seriously.The YWCA does non execute the class-conscious management system. The chief operating officer is very lovingness and interacts with the round at a very personal level. This is a driving group of professionals and individuals who are dedicated, feature a lot of empathy, they are consc ientious, existent and do a synergetic energy. Because intimately agencies will experience combust out at one time or a nonher, it is very primary(prenominal) to invest good self-care. The YWCA stuff Country has a work culture deep down their potency that emphasizes the magnificence of self-care, benefit that trranslagtes positively to how they interact and take care of their clients.As I mentioned, I learned so much and veritable a great deal of respect for the music director and direction jitney who presented some of the classes and procreation material. The raising private instructor who is besides in charge of community outreach was such an ambition to me. She has taught me that if you do not have a deeper arrest of the barriers that clients are facing, then you are not able to meet their needs in the best way possible. She goes on to say that we cannot go out into the community to provide services or educate in well-disposed umpire if we are not able to counterbalance psychoanalyse our own motives, beliefs and biases that exist at bottom ourselves. I hope to be able to clear my internship at the YWCA, pierce County and by chance accept a position in the future day with this terrific organization. I call up they have a do a deep and positive electric shock on my life.

Mosaics and Islam Culture

The Mosaics Importance to the Islam masses Moslem Mosaics take aim had, and nonetheless sire a gravid part in Moslem gloss. handed-down mosaics had umpteen uses in the Moslem World. They were really detailed in their patterns and numbers, and had enceinte ghostlike meaning to the Moslem people. Mosaics had different uses in the Moslem World, as they do still in new-fangled life. Normally, mosaics were utilise for typewriter ribbon of mosques. They were sometimes utilize also for pottery. The s comfortably Mosque of Damascus has horrendous mosaics decorating it and adding even more than than splendor and smash to its design.The patterns and designs on mosaics be important and of ample signifi foundationce. The designs much had flowered images and were very geometrical. Grids were regorge down on intemperately backings to hold in sure of film measurements. form and tiles were used calligraphy was practically seen as well on mosaics. Mosaics can hav e groovy meaning to Islamics. The broad Mosque of Damascus has a mosaic on its walls that channelises a paradise. constitution and scenery is often displayed on mosaics these scenes show meaty places. earthly concern and animals were banned from be displayed on mosaics and goldbrick colorize were shown often.Sayings, meaningful course, and verses from the Quran, the sacred declargon of the Muslims, were often seen. Mosaics ar a gigantic part of Muslim culture because of its many uses, detailed designs and its great meaning to the Muslim people. My mosaic fits into and connects to Islamic art and culture because it is detailed, has meaningful actors line and is very geometrical. Beads were used to get my mosaic. The beads ar in comminuted locations and the Arabic address are exact. The colors correspond with Islamic art as well.The Arabic lyric on any side of my template mean Arabic Language and are completely legible. These spoken language represent the grandn ess of Muslims learning Arabic. My mosaic is in the manikin of an octagon, and is symmetrical, as are most Islamic mosaics. A plumping grid was spew down on a hard foam cell nucleus backing to back up make the shapes more accurate. My mosaic connects to Islamic culture and traditionalistic mosaics because of the detailed design fitting in with Islamic designs. It has words that mean something to Muslim people, and is exact and geometrical.

Credit crunch between 2007 - 2009 Essay Example | Topics and Well Written Essays - 2750 words

Credit crunch between 2007 - 2009 - Essay ExampleCredit crunches are usually considered to be the predecessor of recessions. A citation crunch makes it almost impossible for business organisations to borrow as lenders are scared of insolvencies or defaults, which produce in noble interest rates. The outcome of such scenario is extended slow recovery resulting from the supply of credit having shrunk (Duca & et. al., 2010). Credit crunch was caused in 2006 when the trapping market crumpled. At the epoch of credit crunch, a certain numbers of the mortgages were intended for a division of the market, specifically subprime mortgages, their designed interest payment rates involving to refinance them within little phase were tried to be launched to avoid hikes in the mortgage rates. The mortgage refinancing demonstrates the fact that the prices related to housing market would likely to increase. Thus, the disintegration in the housing market defines a flow of the future non-payments in the subprime areas (Acharya & et. al, 2009). The financial crisis of 2007 initiated in the subprime mortgage industry in the United States. Apart from being restricted to the reliable estate market, the effects of the subprime fall down spread throughout the US economy as fountainhead as the global markets. The impact has been mainly unsafe on the financial industry, as numerous investment banks had a short but wide records of utilising Mortgage-Backed Securities (MBS) as a way to spread risk and let go of up other capitals (IESE Business School, 2009). The households and the institutions such as pension funds along with life insurance companies and mutual funds are the ultimate lenders put in support of households. It is worth mentioning that certain credit will be offered to the borrowers directly from the lender, as is the case with municipal bonds and corporate bonds as well as treasury securities. The vastness of the credit financing intermediated in the economy through th e banking system, deduced broadly. It is quite signifi merchant shipt to comprehend the operation of financial intermediation as well as a way in which the emergence of banking system took interpose since the past few years. It is also vital to recognise the global financial crisis that took place in the year 2007 and thus generate standards such as short-term and long-term crisis management standards so that a flexible financial system can be generated (Adrian & Shin, 2010). The main objective in this study is to illustrate the economic impact on the US that perk up taken place due to the credit crunch, economic crisis and to reassess the measures that have been taken by the authorities to address the crucial issues that have generated those events. Economic Impact of Credit Crunch in the US There has been a certain significant economic impact of the credit crunch in the period of 2007-2009 in the US which coincided with the global recession. The economic impacts have been discus sed below Housing Bubble The bursting of the housing bubble in the US affected banks to write down large losses that had been extremely amplified and also created a large number of confusions in the financial markets, and also resulted in the defaults, the liquidity dry ups, the bailouts of banks and financial institutions. As consistent flow of financing is an absolute covenant for the economic system, the financial disruption caused a growing doubt about the macroeconomic position, a wide-ranging increase in risk aversion and a strong deterioration in the actual economy, with unfavourable

History Essay Example | Topics and Well Written Essays - 500 words - 5

History - Essay ExampleWhen industrialization came, machines replaced small weavers, farmers left their lands because of meddling laws, and many families had to lead at factories and had to live in the cities. Life in the cities meant higher living expenses, working longer hours and extremely stretching of expenses. Wife and children had to work for eighteen hours and the only time family came together was to sleep. They had no choice but to live together in one housing unit with other families to fulfil on costs. Thus life of family at the start of industrial revolution was unbearable because working families often lived in slum areas with unsanitary conditions. Children received bantam education, often sickly, and suffered stunted growth. Mortality rate was great with 50% of children dying before reaching age two. Another significant consequence was inequality in groups because women and children were paid less and were required to work more hours. Factory owners were happy to employ children because they could manipulate children easier than adults, often thru beatings. Children as young as eight old age old were sent to textile manufacturing, coals and mines. Workers during this time were locked up in a system where they had no control. B. Discuss the relationship between the Industrial Revolution and the instruction of capitalism.

Employee Stock Ownership Plans (ESOP) Essay Example | Topics and Well Written Essays - 1000 words

Employee Stock Ownership Plans (ESOP) - Essay ExampleIt is governed by ERISA (Employee privacy Income Security Act).A stock option gives an employees of an organisation the right to buy sh bes at a price fixed (usually the market price, but sometimes lower) for a defined number of years into the future. Several options such as those based on the percentage of pay basis, a merit formula, an equal basis, or whatsoever other formula the phoner chooses might be granted (NCEO, 2005). According to the US Securities and Exchange Commission an employee stock ownership plan (ESOP) is a retirement plan in which the company contributes its stock to the plan for the benefit of the companys employees (SEC). ESOPs were given a specific statutory framework in 1974. (NCEO, 2005) and through the plan employees are allowed to own stock in their companies without having to purchase shares (Employee Stock). ESOPs are generally more common among closely held companies and are usually created when a r etiring owner wants to depute ownership of the company to one or more employees (Employee Stock). Similar to other qualified deferred compensation plans, a companys ESOPs must not discriminate in their operations in favour of highly compensated employees, officers, or owners (NCEO, 2005).To achieve this, companies are required by law to appoint a trustee to act as the ESOPs plan fiduciary. This fiduciary could be anyone, while larger companies tend to appoint external trust institutions smaller companies typically appoint a manager or create an ESOP trust committee. (NCEO, 2005)In setting up an ESOP, a company first approaches a lender to borrow money this is known as a leveraged ESOP. In this approach, the company first sets up a trust, which then borrows money from a lending institution. The company then repays the bring by do tax-deductible contributions to the trust, which the trust gives to the lender. The bestow however must and can only be used by the trust to acquire sto ck in the company. Benefits of ESOPs.The objective of close stock option plans is providing a kind of investment for employees so they also can become part owners of a company. It has been observed that companies with employee-owners often boast high productivity and increased employee loyalty, longevity and satisfaction. This is due to the fact that the employees are indeed co-owners of the companies and this is translated into benefits such as efficiency and productivity. According to management experts the best way to rile employees owners is to give them shares in the company rather than asking them to pay for their shares. Another advantage of the ESOP is that it costs the employees nothing to co-own the company and after employees leave the company or retire, the company distributes to them the stock purchased on their behalf, or its cash value (NCEO, 2005). In return for agreeing to funnel the loan through the ESOP, the company can pen money through a number tax is deferm ents until the employee retires (Employee Stock). This is done in a number of ways First, the company can deduct the entire loan contribution it makes to the ESOP, within certain payroll-based limits as allowed by law. This means that a company can in effect deduct both interest and heading on the loan, not just interest. Secondly, the company can also deduct dividends paid on the shares acquired with the proceeds of the loan that are used to repay the loan itself (in other words, the earnings of the stock

Emotional and Physical Symptoms of Depression during Pregnancy And Essay

Emotional and Physical Symptoms of Depression during Pregnancy And Different Ways of manipulation 2 - Essay ExampleIn one year, it would be possible to have a favorable sample size. The responsibility of the nurses handling antenatal attending is critical in the research, because they would be in charge of patient enrollment and diagnostic procedures. Pregnant women that meet the criterion described in the DSM manual of embossment would form the eligible group. Moreover, the research would also consider the treatment strategies used to address the cases, and eventually compare the potentness of the strategies. On larger scale, the research would occupy the collection of data from different health centers (Kothari, 2005).After identifying the different treatment strategies used to treat pregnant mothers that suffer depression, a qualitative research on the efficiency of each would follow (p. 56). This would mean that different patients would receive different therapies, and a clo se monitoring of each would follow. In a bid to realise the most effective strategy, the research would consider the time taken by patients to heal, and aspects of their emotional health after the depression. This research would produce evidence-based results on the most effective treatment.It is important to determine the prevalence of emotional depression during pregnancy. Therefore, the number of patients presenting symptoms in different health centers would be considered for a period of one year. Statistical summary of the data obtained would help in determining the prevalence of depression in pregnancy.Evidently, the selection of an effective methodology is one of the critical aspects of consideration prior to carrying any research. The selected methodology selected determines the data collected, and hence the findings. As highlighted above, there are different facets of this research, necessitating both quantitative and qualitative researchers. This will help in determining the physiological and emotional symptoms of depression in pregnant women. Moreover, the above

Clean Water in the Environmental Policy Context Essay

light(a) Water in the Environmental Policy Context - Essay ExampleSecondly, the aliment of a pollution-free waterbody requires several technological and monitoring arrangements which can come at a high cost. Thirdly, water is an essential and abundant resource. People believe that they hand over the right to wash water. This therefore means that authorities need to ensure that waterbodies are clean and free of pollution. Additionally, the flora and fauna related to the ecosystems of rivers and other waterbodies rush the right to be preserved. These three factors imply that federal and state governments have a primary obligation to ensure that water is free from pollution. The inherent spirit of clean water issues means that government can only handle the issue of providing safe water through policy. This paper examines the challenges facing policymakers in providing clean water to the public. To this end, the focus will be on the Clean Water Act, 1977 which provides the basic policy framework to tackle this issue through pollution look programs and limitation of discharge into waterbodies (Summary of Clean Water Act, 2011). The research examines perspectives into the challenges facing this Act and comes up with recommendations on how to deal with these challenges. The paper undertakes a critical view of the recommendations and examines how it can be applied in reality. Clean Water Act 1977 The Clean Water Act was enacted ... to restore and maintain the chemical, physical and biological integrity of the nations amniotic fluid (Section 101 a). This means that it provides a framework to ensure that practical steps are taken to prevent the pollution of our waterbodies. The Act empowers the US Environmental trade protection Agency, US Army Corps of Engineers and the States to take reasonable steps to prevent the pollution of surface water in the country (National Research Council, 2008 p65). These parties work together with the other law enforcement agenc ies to ensure that all limits the law is followed appropriately in local jurisdictions. The Act was ammended in 1981, 1987 and 1990 (National Research Council, 2008 p265). The Act has six different surnames. Title I is about research and related programs. It sets out the goals of the act and the preamble it follows. Title II is about Grants for the Construction of Treatment Works. It shows how the various municipalities will be assisted to expand sewerage treatment plants. Title III is about Standards & Enforcement. It borders on discharge points, technology quality standards, water quality programs as salutary as criminal and civil provision for the enforcement of the law. Title IV outlines the federal and state certification and the issuance of permits and licenses needed for various potential polluters. Title V is about the facts that citizens can sue polluters and the procedures they can follow for that. It also describes the protections offered to whistleblowers. Title VI is about funding for State and local water pollution restrict systems. Policy Challenges of the Clean Water Act There are three main significant challenges that can be identified in relation to the Clean Water Act. First of all, there is a major problem in relation to the uniformity of the application of the Act. Secondly, there is limited funding for treatment work as well as monitoring services to ensure that the Act is fully controlled and kept in motion. Thirdly, due to the apathy in the society and the existence of

Logging in the Tropical Rainforests Essay Example | Topics and Well Written Essays - 1000 words

Logging in the Tropical Rainforests - Essay ExampleThis essay seeks to explain why logging in the rain forests ought to ban. Chiefly, logging leads to deforestation and has some unforeseen consequences, which in effect have been detrimental to the environment. Climate change and global warming are undoubtedly the most visible impact on the environment. Continued logging has made various societies to receive unpredictable weather patterns that not only affect the outlandish patterns for many farmers but they also threaten another(prenominal) animal species as drought and famine has become a norm (Williams 94). Besides, there is the need to own that deforestation has affected many native human societies and consequently altered their social arrangements and patterns (Hurst 28). For instance, the Kayapo tribe occupying the Amazon forests has had to adjust their social and economic organizations to adapt to the rapid deforestation that has taken root in the country. Over the years, the political institutions have used the logging debate to solicit political mileage. In particular, Williams explicates that the politicians have justify logging to increase their revenues as myriad of companies continue to receive licenses to operate in the tropic forests (79). For example, Brazil allowed mining company to clear land in the Amazon forests, destroying numerous plant and animal species in the pretext of increasing revenues for the entire country. In addition, the government and political leaders have justified their policies on land clearance as aimed at resettling the landless (Hurst 28). This is a reflection of the nature of governments insensitivity to the forests and biodiversity. Perlin articulates that it is agreeable that various policies and regulations that allow for encroachment into the rain forests become to comprehend the cross cutting issue of decreasing the biodiversity (73). It is important to appreciate that albeit the rationale behind continued l ogging, the world stands to lose in decreasing rime of species that have their habitats in the tropical rain forest. Ecologically, were the practices of logging and deforestation to continue, many plant and animal species would face extinction. This does not only destabilize the food web and chains, it may lead to an ecologically imbalance habitats that might be of little if any dish up in the long term. As such, logging in the tropical rain forests ought to be a buried debate in its opposition. Further, while justifications may persist that if industries were allowed to cut down trees in the rain forests, they would ultimately help in the conservation efforts of the same. In fact, the sole motive or objective of any company is to make profit (Williams 83). As such, conservation efforts would imply and repletion on their expenditure side further contradicting the companys goals. However, some industry may embark on conservation efforts but not until they take their projected co sts against the benefits. Hence, only those companies whose advantage is high will conserve the forests but only in the short term. After the depletion of timber resources, the companies will equally quit (Perlin 123). Enforcement of policies and formulation of policies that would prohibit logging would lead to search for alternative sources of resources. Specifically, the logging in the forests are motivated by search for sources fuels or other resources. After imposition of bans prohibiting logging, the affected people will look for alternatives sources of fuel, which could

History of architecture and interior design Essay

History of architecture and interior digit - Essay ExampleAccording to Quorum Architects (2013) Interior design can be defined as multi-faceted profession in which creative and technical solutions are applied within a twist to achieve a built interior environment. These solutions are functional, set up the quality of life and culture of the occupants and are aesthetically attractive. (Quorum Architects, 2013) 3. Objective of the Paper The objective of this essay is to find the answer of the following question in tattle to the architecture and interior designing. The question is In what ways did the neo-Palladian Cheswick House by William Kent and Lord Burlington embody neoclassical values. Image 1 Longleat House of the social class 1580, example of Neo Palladian Work. 4. Neo Palladian Covept of architecture Neo-Palladianism is the term associated with the flare of architecture. It is used to describe the style of architecture developed in Britain in the early eighteenth century . The implement of this style was first implemented by Lord Burlington and his group of architects. The architecture was mainly developed on Palladios villas as well as in palaces rather than on the church. For a long period of time, this style was not applicable in the interior designing as well as in the architecture. ... His aim was to develop a new taste of Palladianism style in Britain. His new style of determine was reflected on the structure and the design of buildings like Chiswick House etc. According to the analysis, Burlingtons promotion of Palladios work and the dissemination of ideas through architectural treatises and builders companions led to a quite different style of architecture. Neo-Palladianism emphasized certain building types and stylistic features. Structure like Vilas and palace-terraces were busily erected across Britain, with columns, pediments deployed repeatedly on their facades. (Architecture.com, nd). Image 2 A villa with a superimposed portico, exam ple of Neo Palladian architecture. 5. Neo Classical Architecture According to Hopkins (2009), neoclassical architecture is based on ancient Greek and Roman principles of design principles, rules of scale, classical orders and proportion. This type of architecture was started in the 16th century by the work of Andrea Pallado during the Italian Renaissance period. In the 18th century this architecture work became fashionable in England and France as well. According to his review, the advancement of this architecture was carried out by the French Academy in Rome. The advancement was first noticed in the design of Petit Trianon, the Pantheon and the Arc de Triomphe in Paris etc. He also pointed out the fact that since then the English architecture group adopted the akin culture. Among all the sculpture of the England, one of the well discussed and best example of Palladian style of Neoclassical architecture was Cheswick House in London. (Hopkins, 2009, p.119). According to his view, af ter the license war in 1812 in America the

Financial Resources Mgt Assignment Essay Example | Topics and Well Written Essays - 2250 words

Financial Resources Mgt Assignment - Essay ExampleCategories of Financial RatiosThe Financial ratios are divided into various categories, each identifying a give away perspective of the business of the company.Liquidity ratiosperformance/activity ratiosActivity ratios how well the facilities at the disposal of the concern are being used. The ratio is usually cypher on the basis of cost of sales.Gearing/Investment ratiosThese are of two types. Capital establish ratios and Income based ratios. Capital based ratios establish the relationship between the capital provided by proprietor and the other sources of funds whereas income based ratios establishes the relationship between the total gross of the company its financial charges.Profitability ratiosIt is used as a performance meter of the company.Models for predicting financial traumaThere are two kinds of models in practice in the financial world. Univariate models of disoblige prophecys.Multivariate models of distress prediction s.Univariate modelA univariate model makes use of a single ratio for predicting financial distress of any unfaltering or company.The basis of predicting whether a securely is experiencing financial distress or not depends upon the following element.The average ratio of the non distressed firms will differ from the average of the same ratio of distressed firms. The fight shall be used for predicting financial distress of the firm.Multivariate modelMultivariate model uses various ratios at a time to work out a certain figure on which the prediction is based upon. Most multivariate models uses a specific formula which gives out a figure which tells us whether the firm or company is in non distress zone, or distressed zone. The analysis of the figure on which the decision is made varies with... Financial ratios are helpful in finding the performance of the company immediately. It uses key figures from the financial statements and analyses by comparing the results of the ratios to the ratios of a successful business corporation.These are of two types. Capital based ratios and Income based ratios. Capital based ratios establish the relationship between the capital provided by proprietor and the other sources of funds whereas income based ratios establishes the relationship between the total revenue of the company its financial charges.Multivariate model uses various ratios at a time to work out a certain figure on which the prediction is based upon. Most multivariate models uses a specific formula which gives out a figure which tells us whether the firm or company is in non distress zone, or distressed zone. The analysis of the figure on which the decision is made varies with the size of the company and the business which is carried out.Likewise univariate models of predicting financial distress, multivariate models chooses a flush of score which is then compared with the score of the company calculated on the basis of a formula. Scores above the point are consi dered indicating a financially uninjured company while the score falling below the point is considered indicating a financially distressed company.The score calculated through the formula is known as Altmans Z score.

My personal statement Essay Example | Topics and Well Written Essays - 1000 words

My personal statement - Essay ExampleWith a weapons-grade academic background in computer science and economics, it is my belief that thorough training in finance and business from NAME OF SCHOOL HERE volition provide the necessary theoretical foundations for me to move forward in my public life. Given the current level of demand for specialists in financial/quantitative modeling in Africa and across the world, in addition to the emerging sector of electronic financial instruments and tools, I have a strong interest in positioning my life story to participate in these sectors as they emerge in the developing world. My personal strengths, coupled with an entrepreneurial spirit and affinity for business development, have prompted me to submit my natural covering to the Masters in Finance & Investment program.The successful attainment of a Masters in Finance & Investment at this stage of my life history leave alone give me both the financial knowledge and the entrepreneurial skil ls necessary to enhance my management effectiveness. It will provide me with the analytical tools and new skills necessary to position myself as an important player in facilitating electronic equity trades in Africa.I believe that my broad academic background and my knowledge of financial markets and business practices in a developing context make a most valuable and stimulating addition to classroom discussions. A 750 GMAT score reflects my ability for clear and self-opinionated thought and would erase any doubts about my ability to handle the intellectual rigor of the program.Given the confluence of my personal and professional interests, I foresee my c arer moving initially from serving clients in a financial advisory capacity to a leadership role within a financial entity, kinda within start-up venture. Thus, in the five-year period after I successfully complete London Business School, I figure one of two things will be happening. Either I would have found some inspiring colle agues conceived of a plan with them, and be preparing to launch a company, or I will adjust a company prepared to do partake adventurous opportunities in my field and I will be ready to take the helm of their projects or organization. Additionally, I am also drawn to the Masters in Finance & Investment program instead of a more general Masters head because of the fact that this program provides an extensive choice of electives in the field of finance, which will allow me to tailor my course of study directly to a personal career interest. While I cannot imagine doing anything else, I am also realistic and understand that there are challenges that come with taking an employment break as well as getting the consent of my partner and family members to study abroad. To overcome this challenge, I have discussed my ambition with mentor and superior, who has been quite supportive of my goals. My partner and family members are also extremely excited about the fact that I am internationali sing my career.I thoroughly believe that NAME OF SCHOOL HERE will attend to me by placing renewed emphasis on the technical and analytical skills I need, in addition to a management orientation, coupled with rigorous research methodology. The strengths of this University in finance and investment cohere with my personal research interests and I hope to gain a great deal from my experiences here. A reputation for excellent teaching, contend

Final paper with Annotated Bibliography - explore any aspect of the Essay

Final typography with Annotated Bibliography - explore any aspect of the connection between the frauds and society - Essay exemplarGood education is equated with employability such that the primordial concern of schools is to teach children how to read, write and compute so they can find their suitable place in the workforce. in that location is no question that literacy in English, math, science and history is critical in the technology-driven society of today but there is a growing interest in the concept that arts in fact offer a vast learning opportunity that should be offered to all children from the earliest grades. New research concerning the consanguinity between learning and the arts suggests that the study of music from a very early age, for example, alters the very structure of the brain and allows students to perform better on tests. This paper explores the connection between art and society by attempting to find any relevance of art education to the proper developme nt of an individual. Its main interest is the coming back of whether the school system can be efficient without an arts program in the curricula.The current global problems are traced to the purely rational and materialistic course of thinking. To reestablish harmony in our lives and in our eco-system, there must be heightened recognition of the importance of creativity and spirituality through the arts (Laszlo online). In this worldview, art is merely a leisure activity that provides pleasure and enjoyment and its study can therefore be abandoned anytime in favor of activities that make utilise of time more profitably, efficiently and satisfactorily (Treumann, 1993). Art appreciation is fit only for a gifted few, and if children have to study literature or musical notes and join visits to museums and art galleries, this is only done as part of ones education and it is the socially proper thing to do. But recent studies array that such preoccupation with letters and numbers mak es for learning environments that are dull, boring and

Promotion and Education Assignment Example | Topics and Well Written Essays - 250 words

Promotion and Education - Assignment Examplehe mathematical products cheaper rates in similarity to roaming devices as well as the fact that the device can be used for personal use, unlike most sources of wifi internet connections. Promotion will be done through use of a specifically designed promotional program. Marketing communication will be done prior to the entry of the product and after the product enters the market to ensure that customers are continuously reminded slightly it. The means of communication will be advertisements carried out on two social media and print media.Considering Inter-Fi will be a new product and in order to ensure there is fast spread of information about its presence in the market, a customer referral incentive program will be used to promote the product. Under the promotional program, current customers will sack discounts, free products as well as cash rewards depending on the number of new customers they refer to Vodafone retail stores for purc hase of the product (Kumar 2008, p.234). Customers wishing to use the product will choose between buying the lash-up at Vodafone retail stores and renting it from the same stores. Customers will also be able to purchase the gadget on hire purchase terms with an initial deposit of $100

Henry Kissinger supported a anti-Soviet, Sino-American Alliance Research Paper

Henry Kissinger supported a anti-Soviet, Sino-American Alliance - Research Paper physical exerciseAmerica was at war with the Vietnamese. His initial advisor as well as Gerald Fords Secretary of State, Henry Kissinger purported to redesign the international carcass architecture with view of cementing the role of America as the swivel of the originationwide power balance by initiating a Triangular Diplomacy. Scholars Richard Thornton, Lei Tong, and Chun waste argue that Kissinger did seek a tacit Sino-American Alliance because they all agree that, when Nixon opened for China with the intention of employing her as counterweight to the Soviet Union with a context of exiting Vietnam, Mao Zedong shifted to the American sphere ideally as part of anti-soviet coalitioni. However, when Nixon faltered, Henry Kissinger twisted the American stratagem away from containment towards searching for a detente with Moscow. This downturn bred unstable relations between the U.S. and China. On one s ide, Mao shifted the Chinese strategy due to the American strategy turn by faltering just now Deng replaced him. As Kissinger continued pursuing detente with Moscow, Xiaoping Deng started playing Washington off Moscow on the other side. From 1974 to the collapse of Soviet Union in 1991, Deng resolved whenever possible to be at the center stage between the United States and the Soviet Unionii. The robust reason showing Kissingers tacit search for a Sino-American alliance is bargain between Ronald Reagan and Deng Xiaoping. Reagan thought by settling the Taiwan issues with Deng would ease the tension between the U.S. and China however, even though it held his administration through, it failed. As a result, the Secretary of State George Schultz resolved back to Kissingers detente strategy with Moscow depicting that Kissinger did seek a Sino-American Alliance. According to political analysts, detente is a word referring to decrement of tension between the United States and the Soviet Union that took place in three decades ago and lasted for roughly ten years. During this decade, in that location was an opportunity to hold talks, which resulted to agreements that tested to frontier the race of nuclear arms and established meaningful links such as the Iron Curtain. Henry Kissinger supported an anti-soviet Sino-American Alliance because, the United Sates comprehend the monolithic Sino-Soviet bloc between the Soviet Union and China as a threat since the latter were great communist allies during the 1950s. In the 1960s, there was a Cuban Missile Crisis that led to detente between the United States and the Soviet Unioniii. Apparently, it caused China sleepless nights as she worried about a possible Soviet-American rapprochement. On the other end, the Soviet leaders became apprehensive of Sino-American Alliance strength since the Americans and the Chinese had good relationship in the 1970s. According to Chun Yen, a number of options for superpowers such as the United States, China, and the Soviet Union existed in seeking safety measures in global affairs. For instance, they could increase military power beyond that of their adversaries, declare nuclear neutrality, and formula military alliances with other nations. The Peoples Republic of China and the United States resolved to option three since they knew nations will seek military alliance and as a result, the world will achieve balance of power. Nevertheless, Kissinger supported an anti-Soviet Sino-American bloc because he knew if President Nixon declared the U.S-China tensions bygones it would put more

How Capitalism Works in Different Scenarios Coursework

How Capitalism Works in Different Scenarios - Coursework ExampleAccording to Hagopian capitalism is a social organization which is currently experienced in every country. In this type of organization, means that are used for production are owned by a minority group in society (capitalistic word form). The rest of the population has to sell their labor in exchange for salary/wage (working class). Unlike the communistic form of organization where a society has no classes, in capitalism class division plays a major role. Capitalism is best explained by Karl Marx who says a capitalistic society has two main classes those who have (own the means of production) and those who have not. There may be the existence of other classes in society nevertheless the two are conceived as the major ones. According to Marx those who have are fond of exploiting those who do not have hence conflict will everlastingly exist between the two classes. This is what forms a capitalistic society and that is how it operates.Capitalism is the mode of production that is employed in our contemporary societies. In many societies today you will find the existence of the two main classes. Exploitation comes about when the capitalistic class uses the working class to their benefit. This is because as much as the working class is the one working on the ground the overall profits realized go to the capitalistic class. Costs paid by capitalists in the production treat such as salaries are way too low as compared to the profits realized. These profits are then invested in order to generate to a greater extent profits, leading to further wealth accumulation. When the working class gets tired they will result in a revolution and finally, the society will go into a state of communism. At this stage, no one owns anything and Marx asserts that the process will repeat itself.Blaut (127) explains the history of capitalism by first letting the people know the transitional debate history. Capitalism origi ns can be best explained through the commercialization model. ration to show how capitalism works is in factory scenarios, where a curing of people are involved in the production process but the profits are reaped by one person.

Consumer Incentives Essay Example | Topics and Well Written Essays - 250 words

Consumer Incentives - Essay ExampleThe economic challenges of running a nursing foot include risk and uncertainties, complexities related to insurance, the pressure to reduce costs, rapid and confusing course of technical and institutional changes, and perils caused by information asymmetries. All citizens demand healthcare services therefore, the government intervenes by supporting healthcare facilities (Lee, 2009). The government may give economic incentives to healthcare providers through tax-free imports of medical facilities, tax holidays, and financial support with the aim of improving the quality of healthcare. The nursing home can signal the quality of its services to customers by hiring adequate number of nurses, ensuring nurses are educationally and clinically prepared, availing sufficient resources for service provision and informing the public almost the quality of services through the media. Socio-cultural factors play a role in fictile the perceptions of people and their responses to health problems (Lee, 2009). Additionally, socio-cultural factors such as religious beliefs, cultural diversities, peoples customs, and risk-taking attitudes are critical in understanding societal and population processes such as the status of morbidity, survival, and mortality. Hiring adequate number of nurses is the best method of communicating the quality of service to the potential customers. When customers observe nurses working without strain, they develop confidence and expectations about getting personalized attention in the facility.

The Primal Teen Essay Example for Free

The native Teen EssayThe purpose of Barbara Strauchs h grey-headed back, The Primal Teen What the New Discoveries About the Teenage Brain Tell Us About Our Kids, is to describe the new scientific findings regarding the teen brain in redact to help bewildered p atomic number 18nts, teachers and other members of society to understand the wild behavior of teenagers. The book fulfills its purpose by relating this experience of bewilderment to scientific discoveries that reveal that teenagers be truly not at fault rather, it is the teen brain that is going through changes that were not understood in the past. As a matter of fact, the scientific discoveries discussed in the book happen to be its main strength. This is because readers cannot refute the scientific discoveries, heretofore as parents who shake misunderstood their teenage kids and believed them to be difficult may change their opinions about their kids after reading the book. Moreover, the book describes various exp eriences of parents that the readers, who are parents, may easily relate to.By discussing the scientific discoveries in relation to the parents experiences, the book allows parents of teenage kids to easily change their misconceptions about their kids. If The Primal Teen had described scientific findings about the teen brain without relating them to real experiences of parents, perhaps most parents without a scientific background would have shunned the contents of the book altogether. But, The Primal Teen does not just help the parents of teenagers thus. In point of fact, it helps all readers to understand the topics much fully by relating scientific findings to real life experiences. All adults are cognizant of the typical relationships between parents and teenagers. Still, the book reminds them of these relationships, for example, by relating the experience of a bugger off whose thirteen year old son refused to obey the rule at the school dance.The boy seemed to refuse to unders tand the consequences of his behavior. But, Strauch explains that the boy was truly not at fault, given that the prefrontal cortex of the teen brain is under development. It is the prefrontal cortex that allows individuals to know the consequences of their actions and helps them to plan ahead. This is the reason why the parents of the thirteen year old should have understood that their kid simply could not help doing what he did. I would definitely recommend the book to parents of teenagers who mistakenly believe that their teenage kids are complete adults even though they are not. Even adults who have experienced disturbing teenage years should be asked to read the book. I am surely better off by having read the book. It helps me to understand my own teenage experiences. I have made plenty of irrational decisions during teenage years. Furthermore, I have experienced conflicts in my relationships because of my own irrational behavior during teenage years.The Primal Teen helps me to forgive myself. What is more, it helps me to forgive the friends I had in my teenage years for their irrational behavior. I remember taking their behavior very seriously at the time. The Primal Teen is very helpful because it allows the reader to understand that teenagers are kids even if their bodies are those of adults.

The Story of Daniel Pearl Essay Example for Free

The Story of Daniel Pearl EssayThe Story of Daniel Pearl as a journalist in Dubai was very tragic. Daniel Pearl was very brave of facing those battalion for a interview seeking and asking discipline into unknown territory that leads him to a very tragic death. In the movie narrated by Mariane his wife, it has been said that his body was cut into seven pcs. though that the video of Daniel Pearl being killed by the people who kidnapped him was not shown in the movie I can imagine how hard his experience being tortured and killed of the reason of probing information to a individual who is on his own territory, the Muslims knows that he is plowshare of the CIA or some spy of USA, besides of being a Jew I suppose thats one of the unlucky fragmentize of his short journey in Dubai. With my own opinion, I think that Daniel Pearl should not pursue that interview, because in the first place he knows that the person he wanted to interview was a dangerous person and doesnt want a pers on equal him or a journalist like him that leads him to be kidnapped by supporters of Omar Sheikh, though I know that Daniel Pearl only wants to seek information nearly Omar Sheikh only if he should think first near his safety of performing that interview.I believe that a journalist should not put his/her self or life into danger when he/she already knows that it is not safe to interview a specific group or person because it may lead to a misunderstanding and may cause a worry between the journalist and the interviewee. For me it is important to a journalist to make sure that the interviewee is harmful and knows what a journalist are capable of and especially their task that they vertical want to know and to write information to a specific matter, excessively for me a journalist should seek first or observe some of the information about the person or group he/she needs to communicate with regarding the issues about the interviewee.The goal of a journalist is to tell the truth and nothing still the truth but in the situation of Daniel Pearl he told that he is a Jew that is not pleasant to the Muslims thats why he got kidnapped and murdered by them, but on the other side of being a journalist they should always state information that are real and complete but also they need to remember that they have to keep secret the sources of confidential information not only for the safety of the source but also their safety. In suppose for a journalist to be a reliable source of information a journalist should do his/her best to obtain information from all manageable sources, to make sure it is complete, truthful and unbiased just like what Daniel Pearl did, he interviewed different people to gather information about the certain person before he undergo an interview to forefend future conflicts. I think Daniel Pearl should introduce himself in a different way that is abstract to the interviewee and also he should approach the interviewee well in that way I thin k the murdering of him will be prevented.It doesnt matter that he was a Jew. The race that he was born doesnt dictate who you are, its the content of your character and who you are inside. He was a journalist because he wanted to put an end to this kind of foolishness, cleansing someone based on race can never be justified, Muslims should not be so cruel to the people that if they dont like that person they will already kill the person. Its not because he was a Jew that many place some of the blame for his death on him. Its because he was a prominent Jew in the territory of the enemy look for glory at the knowing risk of his own life. He should have been thinking of his wife and child, it is tacit that he will be killed like that because of his being prominent that he is a Jew. Daniel was working for CIA and eventhough the athourities have warn him several times, he ignored.He was looking for glory. I think he is responsible for his death because he did not think of his safety of going there and not thinking of what might go past if the Muslims will kill him and thats the most unfortunate thing that happened to him because he become careless about his identity he is very vogue about it, just like what Mariane told in the movie he doesnt hide that he is Jew though he doesnt also speak about it, but if someone ask him he will not hesitate to tell the truth about identity or religion. This movie does tell us something. Its telling us about the dangers that a jounalists face in their line of duties. Not alot of people realize how dangerous it really is sometimes to go inform some news stories.The Pakistanis didnt kill Daniel Pearl for fun, they did it to pay Americans back for the suffering of their people, but did the Pakistanis take off the suffering of their people by killing lots of people whos trying to end their conflicts and issues? for me the answer is NO their just making it more complicated and worsen the problem, the Muslims should auction block th is horrifying killing of people just for their own beliefs, and to avoid this kind of situation a journalist should always know what is their limitations of probing information to avoid incidence like what happened to Daniel Pearl and to the other journalist they should always think first about their safety. Also a journalist should not take part in activities or organizations which could limit the independence of his/her thinking and endanger his/her professional integrity.

High Staff Turnover in Hotel Industry

postgraduate Staff Turnover in Hotel IndustryHotels, catering and leisure persistence in the UK corpse the welkin with the luxuriouslyest level of provide overthrow, with entirely leavers in this family unit hitting 41%, according to a survey carried out by the CIPD ( two hundred8).M whatsoever governing bodys be badly shineed by gritty levels of ply disturbance and the survey objurgate that 74% of judicatures in the UK, reported a negative regard on their business murder. This report to a fault identified four chief(prenominal) reasons that cause hollow derangement. They ar, change of c beer (55%), promotions outside of the ac ships company (45%), level of conciliate (41%) and insufficiency of c atomic number 18r articulatement (33%).Employee dissatis evention caused by low-down relationships with supervisors and line moldrs, unenviable make foring conditions and want of course tuition and upbringing opportunities be as well seen as major fac tors that cause racy faculty employee disturbance ( Griffeth, Hom and Gaertner 2000). As mentioned in an obligate published by the Adecco Institute (2008) skills shortage in the gambols market is seen as a major pitying resources challenge for the future and this is particularly confessedly of the cordial reception and leisure manufacturing in the UK, as it has suffered from constant recruitment trickyies over the retiring(a) so galore(postnominal) years. Age plus carried out a survey in the year 2005 and according to the results of the survey nearly 40% of all va th chthonian mugcies in the cordial reception industry were herculean to fill and much of the effortfuly has been caused by poor retention st regularisegies implemented by disposals. A nonher factor identified by the survey with regard to why so many vacancies were hard to fill is the overlook of undeniable skills and abilities by potential applicants who apply for business enterprises in the hotel an d cordial reception industry. A similar percentage of employers who participated in the survey stated that applicants lack excellent communication skills involve, and this is particularly true of receptionists, managers and administrators and this has created immense pressure on HR executives and managers to attract, manage and retain pick up talent within their system of rules which is an infixed factor in creating sustainable competitive advantage. The results and info unearthed from these surveys make it crystal clear that juicy levels of provide swage is a major hassle to all organic laws and the HR department of an giving medication has a appoint responsibility of closely monitor labour turnover levels and figures and make right steps in baseball club to bring cater turnover to a manageable level and face the future with resistance. luxuriously levels of mental faculty turnover in an organisation whitethorn agree the eccentric and high school up standards of customer skinny, and may impact on the organisation loosing loyal customers, receipts and long term sustainability (Tracy and Hinkin, 2008). Once the healthful established ply leave a company it may non only ontogeny the act uponload of the wait stave members of the company, merely would be difficult for the organisation to profits the same highest levels of service from the untriedly hired stave as they would still be in a period of learning their job, and former(a) key tasks and responsibilities associated with the job. furtherto a greater extent when employees leave on a regular basis it creates extra hold uploads for the re master(prenominal)ing staff and as a result they could become depressed with work and not be able to deliver their best performance on the job. This may further exacerbate the problem and may similarly result in staff getting absent from work regularly and their good health deteriorate.The article of Tracy and Hinkin (2008) in addition stat es fiscal implications for organisations as a result of high levels of staff turnover. The apostrophize associated with replacing staff can be sorted into hard cost, well-off costs, and opportunity costs. straining costs are costs such(prenominal) as gold spent on new-sprung(prenominal)spaper advertisements, adverts on recruitment agencies etc, and they throw off a direct impact on the organisation. Other elements such as the time it excises to interrogate new recruits, and time spent on exit interviews will not be shown in company account statements as they are regarded as soft costs. Opportunity costs such as missed customers and market shares, usually go absolute but can still be substantial and may as well as lower company profitability and competitor advantage of the organisation ( Simons and Hinkin 2001 cited Tracy.J and Hinkin.T, 2008).The following tailfin are identified as major costs categories that tot towards the total costs of replacing an employee. They are pre-departure, recruitment, selection, orientation course and training, and lost productivity (Hinkin and Tracy 2007, 2006, cited Tracy.J and Hinkin.T,2008). The already high staff turnover rates in the hotel industry alike reflects high turnover of newly selected staff who leave the company within their first 30 days because the job did not suit them (Woods,1997141). Does this mean thinkable caters with the prevailing recruitment and selection methods adopted by the hospitality vault of heaven organisations?According to the article by Tracy.J and Hinkin.T, only a few turnover studies have been so out-of-the-way(prenominal) carried out in the hotel and hospitality sector, despite reporting high levels of turnover every year. accordingly my literature review aims to conduct a much broader view of this issue by critically examining the current procedures and practices carried out by the in high spirits beech Hotel UK and some(prenominal) of the other local anaesthetic selected competitor hotels, which may be associated with employee turnover. By doing so this study aims to understand the root causes of high levels of employee turnover of gritty Beech Hotel and propose solutions and recommendations to overcome those issues. This inquiry benefits towering Beech Hotel in terms of minimising the unnecessary costs that may occur due to advertising, interviewing, training of new staff as well as improving the general standard of the hotel. postgraduate Beech Hotel is a three start hotel located in sightly Hastings area and is approach with stiff competition with many three to four star hotels operating in the area such as, The White escape from Hotel, Travelodge Hastings, The Hotel Undum and the Chatsworth Hotel.The High Beech Hotel is on that pointfore fighting to maintain a sustainable competitive advantage and grow its market share. The opinions of the General Manager, Operations Manager and the HR manager prove that jobs in the industry are difficult in the area and finding the right talent for the right job and the retention of portion staff are major HR challenges currently faced by the hotel.The general manager of the hotel is new to her post and has already expressed fixs about the high staff turnover. Turnover is high among front line staff, waiters and porters and the prudence has had few discussions to find the reasons why staff left, and find out ways to resolve the problem. I having worked at the hotel as an HR executive (placement student) managed to gain a good reasonableness of the high turnover and the feasible effects the turnover levels have had on the existing staff.Literature review hollow turnover is the rate at which staff leaves an organisation and are replaced by new employees. Too high a labour turnover rate may mean that there is something unsatisfactory about operative for the organisation and that action therefore would need to be taken (Adams et al, 1993)Denver and McMahon (1992143) d efined labour turnover as the ordure of pile into and out of employment within an organisation and can some(prenominal) be military volunteer and involuntary. Eade (1993) further categorises turnover into attention controllable and unavoidable turnover. lying-in turnover index is used to measure staff turnover and according to Armstrong (2001) labour turnover rates provide a valuable means to benchmarking the enduringness of HR policies and practices in organisations.The hotel industry is naturally comprised of both a production and a service aspect and the creation and rendering of services from the hotel to the customer are mainly handd through employees. therefore the industry is essentially represented by people (Lewis 1989 Thompson and Abbott, 1990 Schneider , 1993) and is considered as one of the most labour intensive industries. Turnover in the hotel industry in the UK has been shown to be unacceptably high (Kennedy and Berger, 1994), averaging as much as 200% to 30 0% per year. Statistically this means that the entire work intensity level of the industry turns over two to three times per year. The main factors identified, that could impact on turnover are, orientation and good tenderisation procedures (Kennedy and Berger 1994, Woods, 1992), ad-hoc recruitment and selection (Benn and Farbringer, 1992, Woods and Macaulay, 1989 Wagner, 1991 Wheelhouse, 1989), variety at the workplace (Antolik,1993), lack of training and development opportunities (Hogan, 1992 rowden,1995), organisation culture (Woods and Macaulay, 1998) shortage of skills in the labour market (Debrah, 1994 Woods, 1992), high levels of work related nervous strain ( Vallen,1993Woods, 1992 Ham and Griffeth, 1995), seasonal nature of the industry ( Boella, 1998) and job dissatisfaction ( Bonn and Frbringer, 1992).All of these factors have leadd towards high levels of staff turnover in the hotel industry and it is clear that the success of the industry depends upon taking necessary steps to reduce the supra mentioned issues, and problems, and the calibre of employees, and how well they are managed (Nankervis and Debroh, 1995 Berger and Ghel, 1995). Deery and Iverson, (1996) commented that high degree of staff turnover levels consist of recruitment and substitute costs, and regular and loyal customers switching to other competitor hotels as they expect to see their preferent staff members.It is clear labour costs play a major part in the industry and high staff turnover is seen as a prime issue hampering the smooth execution of hotel and organisations within the hospitality industry (Obrien and McDonnell 2003). Deery and Iverson (1996) examined the employee turnover phenomenal and order that high turnover resulted in organisations loosing revenue and profits. They also argued that high turnover, especially when virtuoso(prenominal) staff leave, contributes to lowering the employee team spirit and the overall ability of teams within the organisations to g et bore work done. hence the retention of skillful and well trained staff in any hospitality organisation is important to save unnecessary tangible and intangible costs as well as retaining regular and loyal customers and to provide them with a quality service. It is clear from the arguments put frontwards by the above mentioned authors and scholars but Despite an array of academic evidence and research on labour turnover the interrogative to be asked is do focal point of hospitality sector organisations understand the gravity of the issue of staff turnover, and its negative effects on the performance of the organisation and how far they are willing to go to retain the valuable staff. At a time of difficult economic times it is imperative and organisation takes measures to outperform its competitors and any hospitality sector organisation that understands the time value of human capital and adopt good HRM policies and management practices in pursuit of employee retention will inevitably outperform the competition (Cho et al., 2006, Hinkin and Tracy, 2000).Staff departure on a regular basis involves heavy nerve costs and a loss of productivity through the faulting up of teams who are used to work together (Denvir and McMohan, 1992144). consequently the critical vastness of employees staying with an organisation is plain (Brayfield and Crockett, 1995 Cho et al, 2006). It is clear that satisfied and highly motivated employees stay with the organisation which in turn helps the company to reduce unnecessary recruitment and selection costs which could amount to a substantial amount of money, but also produce high quality work which helps the organisation to achieve competitive advantage and increase its profits (Cho et al., 2006 Hinkin and Tracey, 2000).Exit interviews are a great method of collecting information as to why employees leave an organisation. Employees leave for various reasons ranging from lack of employee oriented organisational measure s such as succession planning, pay , non-financial rewards, work bread and butter balance and undesirable working conditions as well as more personal reasons such as inability to liveliness later onward their electric razorren, other child welfare issues and transport problems. This can also vary depending on how long they have worked for the company and it is a normal factor as pellucid from the High Beech Hotel, and that staff leaves because they soon found out that the job did not suit them. around other staff members leave after serving the organisation after serving a considerable amount of time and their issues could very well be different to people leaving early. According to the CIPD (2007) costs an organisation approximately 3500 pounds every time an employee leaves and as stated earlier these costs include both tangible costs and intangible costs such as time spent on interviewing new recruits and these often go unreported in company accounts.Denver and McMahon (19 92146) also found out that private hotel organisations escort different levels of turnover, which helps to confirm that staff turnover is partly within the control of the hotel management. This also contradicts with the common acceptance that staff turnover is high and uniform passim the industry and uncontrollable.Therefore it is evident that high levels of staff turnover is harmful to the smooth functioning of any organisation, may it be in the hospitality sector or some other sector and hinders the efficient operation of the business resulting in the hotel stepwise losing its market share. Therefore it is important that the hospitality sector organisations develop effective and vibrant HRM policies that enable them to success unspoiledy recruit, select and retain skilled and efficient employees, who would contribute towards the achievement of the unified objectives of the business.Factors influence on high Labour Turnover.The hotel industry in the UK is constantly troubled w ith high staff turnover resulting in increase personnel costs arise from recruitment and selection of new staff, training them (Ham and Griffeth, 1995). There is a strong negative relationship between turnover and organisational allegiance which indicates that staff with low levels of commitment and loyalty are more likely to withdraw from the organisation than more committed staff (Johnston et, 1993). He also identified a positive relationship between organisational commitment and career progression opportunities given to employees through midland promotions and succession planning. These employees who are given opportunities to progress up the ladder, exhibit higher levels of organisational commitment, and loyalty and results in skilled staff retention and a gradual decline of low performing employees. This makes it much easier for HR managers to successfully identify low performing employees and eliminate them from the work force which is important and a good for the success of the company as this turnover is considered healthy.Another key factor which may influence staff turnover is the sexuality difference and certain problems it creates within the organisation. Female workers have different responsibilities to their male counterparts and may value work life balance more as a result. The pressures of work and life, has resulted in more womanly workers leaving their jobs than male workers (Doherty and Manfredi, 200662). In most hotels it can be seen female workers working in the bottom of the organisation hierarchy and the pay gap between males and female workers has been a much talked about issue in the UK. Iverson (2000) conducted a study in the USA involving hotel establishments and found that female managers earn much less than the male managers doing the same job which is commonly seen in the UK and this has resulted in, female workers being reluctant to return to work after their maternity leave. On top of this, most organisations have failed to assist their female workers to arrange necessary child care arrangements which have aggravated the number of female workers leaving their job. As per above authors the reluctance of female workers to return to work may also be caused by factors such as stress, work dissatisfaction, lack of commitment and low promotion opportunities coupled with a poor organisation culture that does not provide a platform to encourage female workers to instill up the career ladder. Therefore the problems and issues female workers face in the workplace is clear and applicable in hospitality sector organisations, and it is very important the HR department address these issues and understand why many female workers leave their jobs early. Organisation culture, median(a) age of the total labour force of the organisation, gender and racial composition and male-female pay gaps are among the reasons why employees leave (Bennett et al, 1993).Prospective employees when joining an organisation look into a nu mber of factors such as career development opportunities, total reward policy and work life balance. Lack of incentives is therefore a main reason why many employees leave their jobs after some time. Incentives include both financial and nonfinancial and employees may simply sine qua non praise for their good work and lack of recognition could seriously hamper employee retention. Ritz Carlton hotel in London, has managed to reduce employee turnover to a significant level by focusing on quality recruitment, providing better training and development opportunities and by forming a positive psychological contract with the employees, and also by creating long term incentive and reward systems ( Barky, 1996). Therefore it is fair to assume that to a large extent organisation HRM practices, policies and procedures determine staff turnover.Organisation policies and lack of employee oriented practices and procedures may not only be the sole reason why many organisations particularly in the hospitality industry experience high level of staff turnover.Another factor that assumes turnover is the ability of staff to carry out their tasks and responsibilities up to the required standard and the job performance of employees largely affects staff turnover and this is also confirmed by a study conducted by Jewell and Siegal (1990). They found that employees having very high levels of on-the-job performance are highly unlikely to leave their job in production line with employees with low levels of performance. High performing employees are confident in their job and have better work related knowledge and skills. Low pay, lack of training and career development opportunities, lack of regular and realistic performance appraisals and undesired work environments are among the key reasons that cause low performance which in-turn result in high staff turnover. Therefore it is clear HR professionals in hotel establishments must pay very close attention to developing employee orient ed HRM policies and practices that help staff achieve their full potential. To name a few these HR policies and practices are training and development opportunities open management communication systems, employee welfare such as child care, flexible working, transport assistant to employees and a encompassing induction programme that helps new recruits to adopt well to their new roles.When analysing the hospitality and hotel industry in particular it has been found that most organisations have a poor reputation for providing good staff training and development opportunities (Maxwell et al, 2004). High staff turnover in most hospitality sector industries may have also led managers to be reluctant to providing staff with opportunities to further develop their careers fearing they may leave after that ( Davies et al, 2001, Jameson, 2000 Lowey et al, 2002). High staff turnover also causes managers to be occupy with recruitment and selection activity as well as grievance issues, and th is may also be a reason for them not to have able time to focus on staff development and talent management. Training and development and staff retention has a close match as gravely trained staff are less satisfied with work and may leave quicker and more than fully trained and highly satisfied staff. Therefore training and development instanter affects job satisfaction and organisational commitment (Lam and Zhang, 2003, Taylor et al, 2001, Lowry et al, 2002).Working hours is another key factor that causes employees to leave and most hospitality sector organisations, because of high staff turnover may require remaining staff to work extra hours on a regular basis. Long working hours without breaks are once morest the working time regulations as well as current health and sentry duty rules and Female workers are largely affected by this practice because of their family commitments and a research conducted by Erdogan (199626) revealed long working hours are among the main reasons for many female workers to quit their jobs. There has also been an increase of single parent families and long hours and antisocial working hours have forced females to leave their jobs. This not only creates staff to leave but unfriendly working hours coupled with a poor corporate and work culture and a hostile working environment of the organisation , may affect the job satisfaction of female workers and even if they remain with the job their work could be highly unproductive and suffer from work related stress. Despite the fact that many researchers and academics stressing the importance of a good organisation work environment that provides employees oriented HR measures to achieve these goals and objectives many organisations still suffer from high levels of staff turnover and female staff turnover as evident from research findings. All of the above stated factors and elements contribute to employee dissatisfaction and it is a result of various interior and external factors th at were mentioned above.Labour turnover of High Beech HotelHigh Beech Hotel had a newly appointed general manager and she has been investigating the reasons for the high staff turnover levels of the hotel over the past three years and has had several(prenominal) discussions with the operations manager and the HR manager of the company. Unfortunately no proper investigation has not been done so far to find out the possible causes of staff turnover but the management in consultation with the company HR records and turnover figures has assumed the reasons as job dissatisfaction, long and unfriendly working hours, pay issues, lack of training and development opportunities for staff, issues with working condition and other personal issues of staff such as work life balance.Importance of HR practices and concepts in relation to staff retention and turnoverHRM plays a vital part in creating a sustainable competitive advantage for any organisation, and forward looking organisations adopt g ood HR policies and practices to ensure the smooth functioning of the organisation (Edvinsson and Malone, 1997 Stewart, 1997 Verma and Dewe, 2008). question studies have confirmed that well defined organisational goals and corporate objectives directly influence employee retention and productivity. Kim et al, (2005) in their study on corporate orientation found that organisational mode and support had a significant impact on employee job satisfaction and overall commitment.ORGANISATIONAL INITIATIVESThe organisational HR initiatives as mentioned above, illustrate how internal factors and forces contribute towards employee retention. The model does not mention about external forces such as local and national competition in the labour market, economic situation, globalisation and international competition which affects attracting skilled employees to various jobs. It can be seen that this model covers the internal factors and reasons that affect staff retention or turnover and it is critically important for an organisation and HR professionals to pay close attention to the factors mentioned under the model to critically quantify where they stand as an organisation and take steps to implement those HR practices and policies to retain quick staff ( Horwitz et al, 2003 Steel et al, 2002). These internal HR policies and practices are bundled under the term retention management and it is defined as the ability to hold onto those employees an organisation would want to keep, for longer than the competitors (Johnson,2000 cited De Vos and Meganck,2007). The external factors should not be neglected at the same time because there may be times employees may leave an organisation due to their influences.The impact of financial and non-financial rewards cannot be undermined and play a critical role in motivating skilled and value employees and retaining them within the organisation. Financial rewards such as a good basal pay feature with performance related pay and non -financial rewards such as training and development opportunities, initiatives to achieve work life balance for staff and other employee retention initiatives such as a pensions scheme and internal promotions motivate staff and force them to think again before quitting their jobs (Horwitz et al,2003De Vos and Meganck, 2007).When analysing the theories and ides put forward by the above mentioned academics and scholars it is evident they focused on retaining highly skilled employees and researched to find out the possible reasons why valued employees leave organisations. This is being described as retention management and the word retention embraces with other HR practices such as recruitment and selection, development of employees to achieve their full potential and succession management (Lewis and Heckmanp 2006140).HR Practices and the importance of Human PsychologyHRM involves all management ratiocination and practices that directly affects other people, or human resources, who wo rk for the organisation. The question that arises is that despite the fact that many organisations including the hospitality and hotel industry, implement all accepted HR practices and procedures, why employees still leave and the staff turnover rates are extremely high. A good understanding of the implications of human psychology would help HR managers to find the root causes to this problem.Psychologist Abraham Maslow introduced his concept of hierarchy of involve in 1943 which suggests that people are motivated to fulfil their basic human call for before moving on to other unavoidably. The hierarchy of inescapably is displayed as a pyramid and the lowest level of the pyramid are made up of the most basic take, while the more complex needs are at the top. The needs located at the bottom are the most basic human needs and as people progress up the pyramid, needs become increasingly psychological and social. Therefore when it comes to employees staying or leaving a particular o rganisation which stage the employee is in could play a vital role in his or her finale making motion. At the affectionateness this hypothesis of Maslow suggests that when an individual satisfies one set of needs they always try to move into the other level.This makes it critically important for HR professionals in the hospitality organisations how this theory of Maslow affects individual employees and how it influences an individuals decision about him staying or leaving the organisation. When an individual joins an organisation the first concern is to organise his life in-terms of food shelter and other essential psychological needs through wages and salary. The near concern would be job pledge and personal health and safety in the job. Once those needs are satisfied the employee would move in to the other set of needs which are social needs such as friendly colleagues and staff as well as a desirable working environment. After this comes the next stage which is pleasing th e esteem needs which is comprised of individual being recognised for his work and valued by the management of the organisation as well as taking full advantage of any courses and exams they could take to get promoted. Once this set of needs are fully satisfied the employee reaches the stage of self actualisation.Therefore to satisfy the individual employee needs the HR executives working in hospitality sector organisations must understand the needs of employees and aim to provide tailor made HR solutions in line with the corporate strategy of the company. In order to fulfill this, the HR managers must have accurate methods and procedures to understand which stage the employee is in his hierarchy of needs because if this is not done or if the right methods and procedures are not in place there will inevitably be a contradiction. For an example the HR managers may direct their full efforts into satisfying the esteem needs of employees through individual recognition and internal promo tions at work when the employees are seeking safety needs. This would result in a waste of company resources and employees considering leaving the organisation.Individuals decision making processAn individuals decision making process is comprised of a number of internal and external variables as shown below and the final decision makes by an individual employee is made up of a collection of those internal and external variables. This model is highly useful in understanding an employees decision making in an organisation (Kotler, 2000, p98).As seen the model is comprised of five main stages which an individual may go through before coming into a decision. They are,* Problem recognition* cultivation search* Evaluation of alternatives* Decision to leave or stay* Post- purchase evaluationTherefore the first stage is problem recognition and that is recognising there is a problem or issue to be answered by the employee. The problem arose can be triggered by internal influences, external influences or both.Once the main problem or problems are recognised by the employee he then moves into the next stage which is information search. For an example if the initial problem recognised by the employee is interested with training and development opportunities offered by the organisation then through information search he would try to gather as much information as possible through various external and internal sources about what actions and steps he could take in order to gain the desired level of training.The next stage once sufficient information is gathered is the evaluation of alternatives. As per with training and development, the employee in this stage will go through various possible courses to be taken and evaluate the appropriateness of those courses to his job and what help he could get from the organisation in order to take the course.The next stage of the process is the final decision of the employee to stay with the organisation or to leave. This is called the purchase decision and according to Kotler (2000, p 99) two factors can intervene between the purchase tendency and purchase decision. The first factor is the attitudes of other people, which is what the others around think of the individuals decision. Influence of other people can become complex and varied when there are more than one persons involved. The second factor Kotler (2000,p 99) mentions is the unanticipated or unexpected situations and as per the above example of training and development, factors such as the recession and cost cutting measures by the organisation could hamper the employees aspiration of embarking on the course.The final stage of the decision making process is the post purchase evaluation which involves the employee evaluating the positives and negatives of the decision taken, and the possible consequences of it.This concept has a high degree of importance to HR even though it is widely used in marketing and regarded more as a marketing related concepHigh Staff Turnover in Hotel IndustryHigh Staff Turnover in Hotel IndustryHotels, catering and leisure industry in the UK remains the sector with the highest level of staff turnover, with all leavers in this category hitting 41%, according to a survey carried out by the CIPD (2008).Many organisations are badly affected by high levels of staff turnover and the survey identified that 74% of organisations in the UK, reported a negative impact on their business performance. This report also identified four main reasons that cause labour turnover. They are, change of career (55%), promotions outside of the company (45%), level of pay (41%) and lack of career development (33%).Employee dissatisfaction caused by poor relationships with supervisors and line managers, undesirable working conditions and lack of career development and training opportunities are also seen as major factors that cause high staff turnover ( Griffeth, Hom and Gaertner 2000). As mentioned in an article published by the Adecco Institute (2008) skills shortage in the jobs market is seen as a major human resources challenge for the future and this is particularly true of the hospitality and leisure industry in the UK, as it has suffered from constant recruitment difficulties over the past so many years. Age positive carried out a survey in the year 2005 and according to the results of the survey nearly 40% of all vacancies in the hospitality industry were hard to fill and much of the problem has been caused by poor retention strategies implemented by organisations. Another factor identified by the survey with regard to why so many vacancies were hard to fill is the lack of necessary skills and abilities by potential applicants who apply for jobs in the hotel and hospitality industry. A similar percentage of employers who participated in the survey stated that applicants lack excellent communication skills required, and this is particularly true of receptionists, managers and administrators and this h as created immense pressure on HR executives and managers to attract, manage and retain key talent within their organisation which is an essential factor in creating sustainable competitive advantage. The results and information unearthed from these surveys make it crystal clear that high levels of staff turnover is a major problem to all organisations and the HR department of an organisation has a key responsibility of closely monitor labour turnover levels and figures and make right steps in order to bring staff turnover to a manageable level and face the future with resistance.High levels of staff turnover in an organisation may compromise the quality and high standards of customer service, and may impact on the organisation loosing loyal customers, revenue and long term sustainability (Tracy and Hinkin, 2008). Once the well established staff leave a company it may not only increase the workload of the remaining staff members of the company, but would be difficult for the organis ation to gain the same highest levels of service from the newly hired staff as they would still be in a period of learning their job, and other key tasks and responsibilities associated with the job. Furthermore when employees leave on a regular basis it creates extra workloads for the remaining staff and as a result they could become depressed with work and not be able to deliver their best performance on the job. This may further exacerbate the problem and may also result in staff getting absent from work regularly and their good health deteriorate.The article of Tracy and Hinkin (2008) also states financial implications for organisations as a result of high levels of staff turnover. The costs associated with replacing staff can be sorted into hard costs, soft costs, and opportunity costs. Hard costs are costs such as money spent on newspaper advertisements, adverts on recruitment agencies etc, and they have a direct impact on the organisation. Other elements such as the time it t akes to interview new recruits, and time spent on exit interviews will not be shown in company account statements as they are regarded as soft costs. Opportunity costs such as missed customers and market shares, usually go unmeasured but can still be substantial and may also lower company profitability and competitor advantage of the organisation ( Simons and Hinkin 2001 cited Tracy.J and Hinkin.T, 2008).The following five are identified as major costs categories that contribute towards the total costs of replacing an employee. They are pre-departure, recruitment, selection, orientation and training, and lost productivity (Hinkin and Tracy 2007, 2006, cited Tracy.J and Hinkin.T,2008). The already high staff turnover rates in the hotel industry also reflects high turnover of newly selected staff who leave the company within their first 30 days because the job did not suit them (Woods,1997141). Does this mean possible issues with the prevailing recruitment and selection methods adopte d by the hospitality sector organisations?According to the article by Tracy.J and Hinkin.T, only a few turnover studies have been so far carried out in the hotel and hospitality sector, despite reporting high levels of turnover every year. Therefore my literature review aims to conduct a much broader view of this issue by critically examining the current procedures and practices carried out by the High Beech Hotel UK and some of the other local selected competitor hotels, which may be associated with employee turnover. By doing so this study aims to understand the root causes of high levels of employee turnover of High Beech Hotel and propose solutions and recommendations to overcome those issues. This research benefits High Beech Hotel in terms of minimising the unnecessary costs that may occur due to advertising, interviewing, training of new staff as well as improving the overall standard of the hotel.High Beech Hotel is a three start hotel located in beautiful Hastings area and is faced with stiff competition with many three to four star hotels operating in the area such as, The White Rock Hotel, Travelodge Hastings, The Hotel Undum and the Chatsworth Hotel.The High Beech Hotel is therefore fighting to maintain a sustainable competitive advantage and grow its market share. The opinions of the General Manager, Operations Manager and the HR manager prove that jobs in the industry are difficult in the area and finding the right talent for the right job and the retention of quality staff are major HR challenges currently faced by the hotel.The general manager of the hotel is new to her post and has already expressed concerns about the high staff turnover. Turnover is high among front line staff, waiters and porters and the management has had few discussions to find the reasons why staff left, and find out ways to resolve the problem. I having worked at the hotel as an HR executive (placement student) managed to gain a good understanding of the high turnover an d the possible effects the turnover levels have had on the existing staff.Literature reviewLabour turnover is the rate at which staff leaves an organisation and are replaced by new employees. Too high a labour turnover rate may mean that there is something unsatisfactory about working for the organisation and that action therefore would need to be taken (Adams et al, 1993)Denver and McMahon (1992143) defined labour turnover as the movement of people into and out of employment within an organisation and can both be voluntary and involuntary. Eade (1993) further categorises turnover into management controllable and unavoidable turnover.Labour turnover index is used to measure staff turnover and according to Armstrong (2001) labour turnover rates provide a valuable means to benchmarking the effectiveness of HR policies and practices in organisations.The hotel industry is essentially comprised of both a production and a service aspect and the creation and rendering of services from the hotel to the customer are mainly achieved through employees. Therefore the industry is essentially represented by people (Lewis 1989 Thompson and Abbott, 1990 Schneider , 1993) and is considered as one of the most labour intensive industries. Turnover in the hotel industry in the UK has been shown to be unacceptably high (Kennedy and Berger, 1994), averaging as much as 200% to 300% per year. Statistically this means that the entire workforce of the industry turns over two to three times per year. The main factors identified, that could impact on turnover are, orientation and good socialisation procedures (Kennedy and Berger 1994, Woods, 1992), ad-hoc recruitment and selection (Benn and Farbringer, 1992, Woods and Macaulay, 1989 Wagner, 1991 Wheelhouse, 1989), discrimination at the workplace (Antolik,1993), lack of training and development opportunities (Hogan, 1992 rowden,1995), organisation culture (Woods and Macaulay, 1998) shortage of skills in the labour market (Debrah, 1994 Woo ds, 1992), high levels of work related stress ( Vallen,1993Woods, 1992 Ham and Griffeth, 1995), seasonal nature of the industry ( Boella, 1998) and job dissatisfaction ( Bonn and Frbringer, 1992).All of these factors have contributed towards high levels of staff turnover in the hotel industry and it is clear that the success of the industry depends upon taking necessary steps to reduce the above mentioned issues, and problems, and the calibre of employees, and how well they are managed (Nankervis and Debroh, 1995 Berger and Ghel, 1995). Deery and Iverson, (1996) commented that high degree of staff turnover levels consist of recruitment and replacement costs, and regular and loyal customers switching to other competitor hotels as they expect to see their favourite staff members.It is clear labour costs play a major part in the industry and high staff turnover is seen as a prime issue hampering the smooth functioning of hotel and organisations within the hospitality industry (Obrien a nd McDonnell 2003). Deery and Iverson (1996) examined the employee turnover phenomenal and found that high turnover resulted in organisations loosing revenue and profits. They also argued that high turnover, especially when skilled staff leave, contributes to lowering the employee morale and the overall ability of teams within the organisations to get quality work done.Therefore the retention of skilled and well trained staff in any hospitality organisation is important to save unnecessary tangible and intangible costs as well as retaining regular and loyal customers and to provide them with a quality service. It is clear from the arguments put forward by the above mentioned authors and scholars but Despite an array of academic evidence and research on labour turnover the question to be asked is do management of hospitality sector organisations understand the gravity of the issue of staff turnover, and its negative effects on the performance of the organisation and how far they are willing to go to retain the valuable staff. At a time of difficult economic times it is imperative and organisation takes measures to outperform its competitors and any hospitality sector organisation that understands the value of human capital and adopt good HRM policies and management practices in pursuit of employee retention will inevitably outperform the competition (Cho et al., 2006, Hinkin and Tracy, 2000).Staff leaving on a regular basis involves heavy administration costs and a loss of productivity through the breaking up of teams who are used to working together (Denvir and McMohan, 1992144). Therefore the critical importance of employees staying with an organisation is evident (Brayfield and Crockett, 1995 Cho et al, 2006). It is clear that satisfied and highly motivated employees stay with the organisation which in turn helps the company to reduce unnecessary recruitment and selection costs which could amount to a substantial amount of money, but also produce high qualit y work which helps the organisation to achieve competitive advantage and increase its profits (Cho et al., 2006 Hinkin and Tracey, 2000).Exit interviews are a great method of collecting information as to why employees leave an organisation. Employees leave for various reasons ranging from lack of employee oriented organisational measures such as succession planning, pay , non-financial rewards, work life balance and undesirable working conditions as well as more personal reasons such as inability to look after their children, other child welfare issues and transport problems. This can also vary depending on how long they have worked for the company and it is a common factor as evident from the High Beech Hotel, and that staff leaves because they soon found out that the job did not suit them. Some other staff members leave after serving the organisation after serving a considerable amount of time and their issues could very well be different to people leaving early. According to the CIPD (2007) costs an organisation approximately 3500 pounds every time an employee leaves and as stated earlier these costs include both tangible costs and intangible costs such as time spent on interviewing new recruits and these often go unreported in company accounts.Denver and McMahon (1992146) also found out that individual hotel organisations experience different levels of turnover, which helps to confirm that staff turnover is partly within the control of the hotel management. This also contradicts with the common acceptance that staff turnover is high and uniform throughout the industry and uncontrollable.Therefore it is evident that high levels of staff turnover is harmful to the smooth functioning of any organisation, may it be in the hospitality sector or some other sector and hinders the efficient operation of the business resulting in the hotel gradually losing its market share. Therefore it is important that the hospitality sector organisations develop effective and vi brant HRM policies that enable them to successfully recruit, select and retain skilled and efficient employees, who would contribute towards the achievement of the corporate objectives of the business.Factors influence on high Labour Turnover.The hotel industry in the UK is constantly troubled with high staff turnover resulting in increased personnel costs arise from recruitment and selection of new staff, training them (Ham and Griffeth, 1995). There is a strong negative relationship between turnover and organisational commitment which indicates that staff with low levels of commitment and loyalty are more likely to withdraw from the organisation than more committed staff (Johnston et, 1993). He also identified a positive relationship between organisational commitment and career progression opportunities given to employees through internal promotions and succession planning. These employees who are given opportunities to progress up the ladder, exhibit higher levels of organisation al commitment, and loyalty and results in skilled staff retention and a gradual decline of low performing employees. This makes it much easier for HR managers to successfully identify low performing employees and eliminate them from the work force which is important and a good for the success of the company as this turnover is considered healthy.Another key factor which may influence staff turnover is the gender difference and certain problems it creates within the organisation. Female workers have different responsibilities to their male counterparts and may value work life balance more as a result. The pressures of work and life, has resulted in more female workers leaving their jobs than male workers (Doherty and Manfredi, 200662). In most hotels it can be seen female workers working in the bottom of the organisation hierarchy and the pay gap between males and female workers has been a much talked about issue in the UK. Iverson (2000) conducted a study in the USA involving hotel establishments and found that female managers earn much less than the male managers doing the same job which is commonly seen in the UK and this has resulted in, female workers being reluctant to return to work after their maternity leave. On top of this, most organisations have failed to assist their female workers to arrange necessary child care arrangements which have aggravated the number of female workers leaving their job. As per above authors the reluctance of female workers to return to work may also be caused by factors such as stress, work dissatisfaction, lack of commitment and low promotion opportunities coupled with a poor organisation culture that does not provide a platform to encourage female workers to move up the career ladder. Therefore the problems and issues female workers face in the workplace is clear and applicable in hospitality sector organisations, and it is very important the HR department address these issues and understand why many female workers leave their jobs early. Organisation culture, average age of the total labour force of the organisation, gender and racial composition and male-female pay gaps are among the reasons why employees leave (Bennett et al, 1993).Prospective employees when joining an organisation look into a number of factors such as career development opportunities, total reward policy and work life balance. Lack of incentives is therefore a main reason why many employees leave their jobs after some time. Incentives include both financial and nonfinancial and employees may simply want praise for their good work and lack of recognition could seriously hamper employee retention. Ritz Carlton hotel in London, has managed to reduce employee turnover to a significant level by focusing on quality recruitment, providing better training and development opportunities and by forming a positive psychological contract with the employees, and also by creating long term incentive and reward systems ( Barky, 1996). Therefore it is fair to assume that to a large extent organisation HRM practices, policies and procedures determine staff turnover.Organisation policies and lack of employee oriented practices and procedures may not only be the sole reason why many organisations particularly in the hospitality industry experience high level of staff turnover.Another factor that affects turnover is the ability of staff to carry out their tasks and responsibilities up to the required standard and the job performance of employees largely affects staff turnover and this is also confirmed by a study conducted by Jewell and Siegal (1990). They found that employees having very high levels of on-the-job performance are highly unlikely to leave their job in contrast with employees with low levels of performance. High performing employees are confident in their job and have better work related knowledge and skills. Low pay, lack of training and career development opportunities, lack of regular and realistic performanc e appraisals and undesired work environments are among the key reasons that cause low performance which in-turn result in high staff turnover. Therefore it is clear HR professionals in hotel establishments must pay very close attention to developing employee oriented HRM policies and practices that help staff achieve their full potential. To name a few these HR policies and practices are training and development opportunities open management communication systems, employee welfare such as child care, flexible working, transport assistant to employees and a comprehensive induction programme that helps new recruits to adopt well to their new roles.When analysing the hospitality and hotel industry in particular it has been found that most organisations have a poor reputation for providing good staff training and development opportunities (Maxwell et al, 2004). High staff turnover in most hospitality sector industries may have also led managers to be reluctant to providing staff with op portunities to further develop their careers fearing they may leave after that ( Davies et al, 2001, Jameson, 2000 Lowey et al, 2002). High staff turnover also causes managers to be occupied with recruitment and selection activity as well as grievance issues, and this may also be a reason for them not to have sufficient time to focus on staff development and talent management. Training and development and staff retention has a close match as poorly trained staff are less satisfied with work and may leave quicker and more than fully trained and highly satisfied staff. Therefore training and development directly affects job satisfaction and organisational commitment (Lam and Zhang, 2003, Taylor et al, 2001, Lowry et al, 2002).Working hours is another key factor that causes employees to leave and most hospitality sector organisations, because of high staff turnover may require remaining staff to work extra hours on a regular basis. Long working hours without breaks are against the work ing time regulations as well as current health and safety rules and Female workers are largely affected by this practice because of their family commitments and a research conducted by Erdogan (199626) revealed long working hours are among the main reasons for many female workers to quit their jobs. There has also been an increase of single parent families and long hours and unsocial working hours have forced females to leave their jobs. This not only creates staff to leave but unfriendly working hours coupled with a poor corporate and work culture and a hostile working environment of the organisation , may affect the job satisfaction of female workers and even if they remain with the job their work could be highly unproductive and suffer from work related stress. Despite the fact that many researchers and academics stressing the importance of a good organisation work environment that provides employees oriented HR measures to achieve these goals and objectives many organisations st ill suffer from high levels of staff turnover and female staff turnover as evident from research findings. All of the above stated factors and elements contribute to employee dissatisfaction and it is a result of various internal and external factors that were mentioned above.Labour turnover of High Beech HotelHigh Beech Hotel had a newly appointed general manager and she has been investigating the reasons for the high staff turnover levels of the hotel over the past three years and has had several discussions with the operations manager and the HR manager of the company. Unfortunately no proper investigation has not been done so far to find out the possible causes of staff turnover but the management in consultation with the company HR records and turnover figures has assumed the reasons as job dissatisfaction, long and unfriendly working hours, pay issues, lack of training and development opportunities for staff, issues with working condition and other personal issues of staff suc h as work life balance.Importance of HR practices and concepts in relation to staff retention and turnoverHRM plays a vital part in creating a sustainable competitive advantage for any organisation, and forward looking organisations adopt good HR policies and practices to ensure the smooth functioning of the organisation (Edvinsson and Malone, 1997 Stewart, 1997 Verma and Dewe, 2008). Research studies have confirmed that well defined organisational goals and corporate objectives directly influence employee retention and productivity. Kim et al, (2005) in their study on corporate orientation found that organisational direction and support had a significant impact on employee job satisfaction and overall commitment.ORGANISATIONAL INITIATIVESThe organisational HR initiatives as mentioned above, illustrate how internal factors and forces contribute towards employee retention. The model does not mention about external forces such as local and national competition in the labour market, ec onomic situation, globalisation and international competition which affects attracting skilled employees to various jobs. It can be seen that this model covers the internal factors and reasons that affect staff retention or turnover and it is critically important for an organisation and HR professionals to pay close attention to the factors mentioned under the model to critically assess where they stand as an organisation and take steps to implement those HR practices and policies to retain talented staff ( Horwitz et al, 2003 Steel et al, 2002). These internal HR policies and practices are bundled under the term retention management and it is defined as the ability to hold onto those employees an organisation would want to keep, for longer than the competitors (Johnson,2000 cited De Vos and Meganck,2007). The external factors should not be neglected at the same time because there may be times employees may leave an organisation due to their influences.The impact of financial and no n-financial rewards cannot be undermined and play a critical role in motivating skilled and valued employees and retaining them within the organisation. Financial rewards such as a good basic pay combined with performance related pay and non-financial rewards such as training and development opportunities, initiatives to achieve work life balance for staff and other employee retention initiatives such as a pensions scheme and internal promotions motivate staff and force them to think again before quitting their jobs (Horwitz et al,2003De Vos and Meganck, 2007).When analysing the theories and ides put forward by the above mentioned academics and scholars it is evident they focused on retaining highly skilled employees and researched to find out the possible reasons why valued employees leave organisations. This is being described as retention management and the word retention embraces with other HR practices such as recruitment and selection, development of employees to achieve their full potential and succession management (Lewis and Heckmanp 2006140).HR Practices and the importance of Human PsychologyHRM involves all management decision and practices that directly affects other people, or human resources, who work for the organisation. The question that arises is that despite the fact that many organisations including the hospitality and hotel industry, implement all accepted HR practices and procedures, why employees still leave and the staff turnover rates are extremely high. A good understanding of the implications of human psychology would help HR managers to find the root causes to this problem.Psychologist Abraham Maslow introduced his concept of hierarchy of needs in 1943 which suggests that people are motivated to fulfil their basic human needs before moving on to other needs. The hierarchy of needs is displayed as a pyramid and the lowest level of the pyramid are made up of the most basic needs, while the more complex needs are at the top. The needs located at the bottom are the most basic human needs and as people progress up the pyramid, needs become increasingly psychological and social. Therefore when it comes to employees staying or leaving a particular organisation which stage the employee is in could play a vital role in his or her decision making process. At the core this theory of Maslow suggests that when an individual satisfies one set of needs they always try to move into the other level.This makes it critically important for HR professionals in the hospitality organisations how this theory of Maslow affects individual employees and how it influences an individuals decision about him staying or leaving the organisation. When an individual joins an organisation the first concern is to organise his life in-terms of food shelter and other essential psychological needs through wages and salary. The next concern would be job security and personal health and safety in the job. Once those needs are satisfied the employee w ould move in to the other set of needs which are social needs such as friendly colleagues and staff as well as a desirable working environment. After this comes the next stage which is satisfying the esteem needs which is comprised of individual being recognised for his work and valued by the management of the organisation as well as taking full advantage of any courses and exams they could take to get promoted. Once this set of needs are fully satisfied the employee reaches the stage of self actualisation.Therefore to satisfy the individual employee needs the HR executives working in hospitality sector organisations must understand the needs of employees and aim to provide tailor made HR solutions in line with the corporate strategy of the company. In order to accomplish this, the HR managers must have accurate methods and procedures to understand which stage the employee is in his hierarchy of needs because if this is not done or if the right methods and procedures are not in plac e there will inevitably be a contradiction. For an example the HR managers may direct their full efforts into satisfying the esteem needs of employees through individual recognition and internal promotions at work when the employees are seeking safety needs. This would result in a waste of company resources and employees considering leaving the organisation.Individuals decision making processAn individuals decision making process is comprised of a number of internal and external variables as shown below and the final decision makes by an individual employee is made up of a collection of those internal and external variables. This model is highly useful in understanding an employees decision making in an organisation (Kotler, 2000, p98).As seen the model is comprised of five main stages which an individual may go through before coming into a decision. They are,* Problem recognition* Information search* Evaluation of alternatives* Decision to leave or stay* Post- purchase evaluationTh erefore the first stage is problem recognition and that is recognising there is a problem or issue to be answered by the employee. The problem arose can be triggered by internal influences, external influences or both.Once the main problem or problems are recognised by the employee he then moves into the next stage which is information search. For an example if the initial problem recognised by the employee is concerned with training and development opportunities offered by the organisation then through information search he would try to gather as much information as possible through various external and internal sources about what actions and steps he could take in order to gain the desired level of training.The next stage once sufficient information is gathered is the evaluation of alternatives. As per with training and development, the employee in this stage will go through various possible courses to be taken and evaluate the appropriateness of those courses to his job and what help he could get from the organisation in order to take the course.The next stage of the process is the final decision of the employee to stay with the organisation or to leave. This is called the purchase decision and according to Kotler (2000, p 99) two factors can intervene between the purchase intention and purchase decision. The first factor is the attitudes of other people, which is what the others around think of the individuals decision. Influence of other people can become complex and varied when there are more than one persons involved. The second factor Kotler (2000,p 99) mentions is the unanticipated or unexpected situations and as per the above example of training and development, factors such as the recession and cost cutting measures by the organisation could hamper the employees aspiration of embarking on the course.The final stage of the decision making process is the post purchase evaluation which involves the employee evaluating the positives and negatives of the decision taken, and the possible consequences of it.This concept has a high degree of importance to HR even though it is widely used in marketing and regarded more as a marketing related concep