The Turnover Culture In The Hotel Industry

The Turnover Culture In The Hotel Industry Part B Abstract It is revealed that high labor turnover is a major global problem in hotel industry. The human resource management in the hotel industry is facing challenge about retaining employees and minimizes the turnover. Therefore, it is worth to investigate about the human resource management in the hotel industry. The purpose of this study is to explore the labor turnover in hotel industry, and its associated the factors affecting the labor turnover and how to manage the labor turnover. The labor turnover in hotel industry is influenced by the work related factors, external factors and external factors. According to some statistics, the cost of labor turnover in hotel industry is very high. Moreover, some retention strategy are propose to overcome the labor turnover are discussed including training, employee motivation and employee recognition. Section 1 : Introduction Reason for choice of topic The tourism industry is the leading industry in many countries. Hong Kong tourism industry contributing $162.8 billion or 10.8% of gross domestic product in 2009(http://www.gov.hk/en/residents/, http://www.tourism.gov.hk/textonly/english/statistics/statistics_perform.html ) and Thailand tourism industry generate 6.5% of gross domestic product in 2008 (http://www.thaiwebsites.com/tourism.asp). Accommodation is an essential element of tourism service and it is vital to the quality of the tourist experience, as it constitutes a major part of consumption. This study is to investigate the labor turnover in the hotel organization. It is general known that the hospitality industry has a major challenge about the labor turnover and staff stability rates. These problems are usually occur in the front-line staff as it is related to a lot of unfavorable working conditions in hotel, such as the long working hours, unstable working schedule and lack of promotion opportunities. Therefore, many people are not willing to enter to the hotel industry or some people have work for many years in hotel industry but shift to another industry because of those unfavorable working conditions. Besides, the human resource management in the hotel industry are facing some serious problems about retaining the employees and recruits the right people to fill in the right job. Therefore, it is worthwhile to investigate the factors that cause the front-line employees to quit the job. In addition, to discuss what the human resource management can do to retain the st aff and manage the labor turnover in the hotel organization. Another reason for choosing this topic to study is the authors want to become the human resource manager in a hotel. Therefore, it is vital that the author have a clear understanding of what challenges that the human resource management are facing and to use the specific approach to overcome those problems. 1.2 Academic objectives of dissertation This paper aims to achieve the followings objectives: To find out what is the meaning of labor turnover and have an overview of the turnover culture in the hotel industry To discuss the factors that influence labor turnover in hotel industry. To explain the cost of labor turnover in hotel industry. To find out what the human resource management can do to managing the labor turnover. Outline of sections In section 1, the author talked about her reason for choice this topic and the major objectives through this project. In section 2, the authors explained the concepts of labor turnover briefly and provide an overview of the turnover culture in the hotel industry. In section 3, the author would explain the factors influence the turnover in the hotel industry and have an understanding of the cost of labor turnover. It could help to show the labor turnover is a serious problem within the industry. Moreover, in section 4, the author wants to make others understand how to manage the labor turnover in the hotel industry. Finally in section 5, would be the summary and conclusion about this project. Section 2: Literature review 2.1 What is labor turnover? According to Price (1977, p.15) the term turnover is defined as the ratio of the number of organization members who have left during the period being considered divided by the average number of people in that organization during the period and also each time a position is vacated, a new employee must be hired and trained. This replacement cycle is known as turnover (Woods, 1995, p. 345). Labor turnover refers to the movement of employees in and out of a business. Labor turnover affects both workers and firms: workers may need to learn new job-specific skills, whilst firms incur the costs of hiring and training new workers (Brown et. al., 2009). The new workers may be more highly motivated and more highly skilled. Hence, turnover may enhance firm performance. However, high labor turnover causes problems for the firm as it is costly, lowers productivity and morale. Labor turnover can be divided into two main types: voluntary, where the employees leave of their own free will, and involuntary, where the employer decides that employment should terminate. Retirement can fall into either category (Boella, 2000). Most often the voluntary turnover arises where some employees leave to escape negative work environment factors and other are pulled away from the organization by more attractive opportunities and Cheng and Brown (1998) stated that people quit their job for many reasons, but most reasons are not related to management. In recent study, the involuntary turnover can applied to those employees have a poor performance or have did some serious mistakes then the organization would encourage them to quit than fire them. 2.2 The turnover culture in the hotel industry Everyone knows that the hotel industry is a highly labor-intensive industry but the high labor turnover is a serious problem within the industry all around the world. Some theorists such as Mobley (1977), Price (1977), Price and Mueller (1986) identified a range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. According to the research Griffith University, the primary reason for managerial and operational turnover was voluntary resignation, followed by an internal transfer. Performance related terminations were very low. The main motivating factors for executives, managerial and supervisory staff to change jobs, within the hotel industry, were better career opportunities and better working hours. Changing jobs outside the industry was primarily motivated by higher salaries, working hours and better career opportunities. The data suggests that higher wages and better working hours are the major drivers for managerial employees to leave. Similarly, operational staff seek better wages, better working hours and improved career opportunities. In the pervious years, a small among of staff in hotel industry will stay for longer than five years but the voluntary turnover is gradually increase compared with the last decades. According to Kennedy and Berger (1994, p. 58) they stated that, in the hospitality industry, the highest turnover occurred during the first 4 weeks (in employment). The cause of turnover is often poor human resource decisions and the unmet expectations of newcomers. 2.3 Factors affecting employee intent to leave in the hotel industry There are many factors affecting employee turnover. According to a widely accepted though, employees usually quit their jobs because of lack of wages. However, many studies show that there are also many complex factors affecting employee turnover other than wage, such as the management of the company, economics, and psychology. In the following section, some factors affecting employee turnover are discussed. 2.3.1 Work Related Factors The work related factors are other factors that will influence the labor turnover in the hotel industry. The following section will mainly focus on the job satisfaction, pay, working environment, work performance, promotion opportunities and the organization commitment how to influence the labor turnover. 2.3.1.1 Job Satisfaction Job satisfaction is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities (Khatri et. al., 2003). According to Davis (1981), job satisfaction can be defined as pleasantness or unpleasantness of employees while working. In addition, Oshagbemi (2000) has defined job satisfaction as individuals positive emotional reaction to particular job. The term job satisfaction is considered an attribute that exists as the equity of a variety of desired and non-desired job-related experiences. It is also defines as the degree of fit between the features of a job and employees expectations. In addition, there are researchers who view that job satisfaction is a result of both employees expectations and aspirations and their existing status (Clark Oswald, 1996). When the employees with a lack of job satisfaction they will be quitting the job, and the basic reason is that they expect to have a more sati sfying job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers. Price and Mueller (1981) stated that job satisfaction has an indirect influence on turnover through its direct influence on formation of intent to leave. Another study stated that employees with higher degree of trust would have higher levels of job satisfaction in the hospitality industry (Gill, 2008). 2.3.1.1.1 Pay According to the past study, the average annual wages of hotel are very low compare with the other industries such as the IT technology and education industry. A low starting salary is found in the frontline department in the hotel industry such as the housekeeping, Food and Beverage and front office. It was shown that dissatisfaction with pay is among the significant factors responsible for turnover (Pavesic and Brymer, 1990; Pizam and Ellis, 1999). Pay is received by the staff and money is equivalent to staffs effort to provide service. The salary, compensation and fringe benefit received by the staff are also the pay. Therefore, if the pay is increase, it can reduce the labor turnover. The relationship between pay and job satisfaction has received considerable attention (Churchill, FordWalker, 1974; Lawler, 1995). The pay was the most important job attribute contributing to job satisfaction in the Hong Kong hotel industry. Therefore, higher pay is significantly related to greater job satisfaction. The staff will be more satisfied with their job when the actual pay is more than the expected pay. The other situation that causes the staff to be more likely to leave their organization is that when they perceive that they are receiving lower salary but they know the other people elsewhere are offered better pay. Therefore, offering higher wages than competing organization will enable the organization to retain some talented worker. 2.3.1.1.2 The work itself The work itself is a critical dimension in employee job satisfaction (Luthans, 1992; Lawler, 1995; Qu, Ryan Chu, 2001; Groot Van Den Brink, 1999) and Glisson and Durick (1988) considered the worker and the nature of the work itself as two important factors affecting job satisfaction. The internal satisfactory factors are related to the work itself, such as: feeling of achievement, feeling of independence, self-esteem, feeling of control and other similar feelings obtained from work. And the external satisfactory factors such as: receiving praise from the boss, good relationships with colleagues, good working environment, high salary, good welfare and utilities. There is a relationship between job satisfaction and stress. Barsky, Thoresen, Warren and Kaplan(2004) argued that high level of work stress will be decrease the job satisfaction and finally leaving the organization because workers feel their job duties are difficult to fulfill. Price (1977) divided job stress into four types: lack of resources to perform, the amount of workload, the clarity of the role obligations and the role conflict. Those job stresses will also make the employees intent to quit the organization. 2.3.1.1.3 The supervision Supervision, being one of the dimensions of job satisfaction (Rust et al., 1996), is defined from the employee-centeredness perspective, it is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as an official level (Luthans, 1992, pp. 121-122). Some information show that, satisfaction with supervisor will influence job satisfaction positively and finally decrease the labor turnover. If the supervisor provide more concern and social support to the employees, they will be more satisfy and the turnover will be decrease. 2.3.1.1.4 The promotion opportunities Price (2001) stated that promotion opportunities are the potential degree of movement to a higher level status within an organization. The promotion opportunities are also the important category to define the employees are satisfy or dissatisfy, because promotion opportunities are usually associated with increase the salary. However, the result show that hotel sector are lack of promotion opportunities rather than not having enough fair promotion policy (Iverson and Derry. 1997). Due to the hotel industry are lack of promotion opportunities, it will reduce the chance to retain the talented employees in the organization. When employees suffering from unfair treatment, they will change their job attitude immediately and may quit in long run (Vigoda, 2000). 2.3.1.2 The Organization Commitment According to Pennstate (2006), organizational commitment is the relative strength of an employees attachment or involvement with the organization where he or she is employed. Organizational commitment is important because committed employees are less likely to leave for another job and are more likely to perform at higher levels. There are three dimensions of organizational commitment, which are affective commitment, continuance commitment and normative commitment. Turnover literature has consistently found a strong relationship between turnover and organizational commitment, indicating that employees with low commitment are likely to withdraw from the organization. Alternatively, a positive relationship has been found between organizational commitment and career progress or internal promotions indicating that promoted employees are more likely to exhibit higher organizational commitment. 2.3.1.3 Work Performance Employees work performance is another factor affecting labor turnover. According to a study conducted by Jewell and Siegal (2003), it was found that the employees having high performance were not willing to leave their jobs. At this point of view, if the employees having low performance leave their jobs for any reasons, labor turnover is not an important matter for the company. On the other hand, if the employees have a high job performance. Low wages, exclusion from prizes, unsuitable jobs are also among the reasons causing low performance and high employee turnover. 2.3.1.4 Personal Reason Some employees also leave their jobs because of personal reasons. A principal reason that employees leave their jobs is lack of incentives (Pizam and Ellis, 1999). Employees may simply want recognition or an opportunity in advance. For example, The Ritz Carlton Company has reduced employee turnover by focusing on quality recruitment, providing better training and orientation, establishing realistic career opportunities and creating long-term incentive and reward systems. 2.3.2 Demographic Factor Most voluntary turnover models include demographic variables such as age, gender, race, tenure, marital status, number of dependents, and educational experience. However, this paper only focuses on the level of education, gender, marital status and age. 2.3.2.1 Level of Education One of the major challenges of the hospitality industry is the retention of highly educated employees. We define highly educated staff as employees who have followed a higher education program at a bachelors or masters level successfully ( Deery and Shaw, 1999). Carbery et al. (2003) noted that those more highly educated managers or non-managers are more likely to intent to make a turnover decision. One research study by (Blomme et. al., 2010), it shows that among alumni of the Hotel School The Hague who are working worldwide has shown that within 6 years after graduation about 70% of all graduates from the hotel school The Hague leave the organization in which they are working. The more highly educated staff will be less easily satisfied with their jobs than those staff with lower education level because the highly educated staff have higher expectations in job status and salary and they may not be willing to join or stay in the hotel industry. In addition, the external labor market s will provide many opportunities for those highly educated people to satisfy their high expectation on financial benefit. (Wong, Siu Tseng, 1999) 2.3.2.2 Gender Some study noted that, the female and male have their particular behavior that would influence the labor turnover. According to a study conducted by(Doherty and Manfredi,2001:62), it was found that women workers leave their jobs more than men workers, because the roles of women have to taking care of children, having baby in a society and doing house work. In addition, Hersch and Stratton (1997) stated that women, especially married women, spend more time engaged in household activities and are substantially more prepared to quit their job for a family-related reason than men . Some women workers also do not want to return to their jobs after having baby. On the other hand, the study conducted by Tang and Talpade (1999), it stated that males tended to have higher satisfaction with pay than females, whereas females tended to have higher satisfaction with co-workers than males. Its means that women tend to rate social needs as more important than men such as working with people and being helpful to other. Men tend to consider pay more important than do women. Women often begin their careers with much lower expectations than men do and they are willing to take career risks and change employers to do so. Finally, women workers usually work at the entry level jobs in hotel and accordingly get less pay than their men co-workers. According to a study conducted by Iverson (2000) in the USA, it was found that women managers in hotel got very less wages than men managers whether in the beginning or top of their careers. In a similar study, it was found that men workers got more wages than women workers got (Burgess, 2000). It was also found that in order to balance the wage differences among men and women workers, basic and routine job were given to women workers than men workers. 2.3.2.3 Marital Status According to Pizam and Ellis (1999), it stated that marital status could influence labor turnover. Those married employees are most concerned with the balance between their work and family life. Hom and Griffeth (1995),stated that married employees will not want to have a voluntary turnover. Because they have many concerns about the financial needs for their family. If they cannot afford the long and unstable working hours, they will tend to give up the job. However, this issue mostly occurs on women. Therefore, they will have more time for family life and take care of their child. On the other side, the unmarried employees will consider factors related to their jobs such as promotion opportunities and organization commitment more than those married employees (Wong, Siu Tsang, 1999). Therefore, they are less satisfied with their job than married employees. 2.3.2.4 Age In recent study, Hartman and Yrle (1996) points out that the Generation Y employee mostly creates the labor turnover in hospitality industry. In addition, the study conducted by Iverson and Deery (1997), it stated that younger employees have a higher propensity to leave than older employees. The problem was arisen in this decade; as the employees born in the baby boomer are retire gradually. The baby boomer is anyone born between 1946 and 1964. They have been through periods of war; therefore have less opportunity in education institutions. They tend to demand more stability in their workplace, and they are very loyalty to their employees. On the other hand, the Generation Y employee who was born between the years 1979 and 1994, they can adapt the changes easily and seek a higher standard of life therefore, they consider more about their interest in the work. Furthermore, they usually change their job, as they want to gain more experience and make their life more diversity. 2.3.3 External Factors The external factors are the factors that we cannot control and very difficult to predict. Some of these factors include political shifts, legislation, new or modified regulations, global economic conditions, technology changes and major mining disasters. In some study, the hotel industry is quite easily influenced by the global economic conditions. The economic situation could predict most of the labor turnover within the industry. Therefore, the unemployment rate affects the employees perception on job satisfaction. If the economic is down turn, the employees who perceive a high level of job dissatisfaction, they may still stay in organization because they dont want to lose their current job and also the job market is a lack of opportunities for them to get a better job. On the other hand, if the economic condition have improve, the employees will leave the organization immediately to find a better job. Therefore, it may create the high level of labor turnover when the economic have improved. In the later part of the literature will focus on how to manage the labor turnover in order to minimize the labor turnover within the hotel industry. 2.4 The cost of labor turnover In the previous section, some of the critical factors that affect the labor turnover are discussed. The following section will focus on the cost of labor turnover and its impact. Labor turnover is a significant cost to hotel and it may be the most significant factor affecting hotel profitability, service quality and skills training. (Davidson et. al., 2009). The cause of labor turnover is multidimensional, such as low morale, low productivity, low standard of performance and absenteeism. According to the statistics from TTF Australia(2006), the annual cost of replacing managerial employees was $109,909 per hotel and the annual cost of replacing operational employees was $9,591 per employee. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). Another study stated that the Marriott Corporation alone estimated that each 1% increase in its employee turnover rate, costs the company between $5 and $15 million in lost revenues (Schlesinger and Heskett, 1991).Therefore, the cost of labor turnover is very high. Labour turnover is not only a significant tangible dollar cost but also an intangible or hidden cost associated with loss of skills, inefficiency and replacement costs (Lashley Chaplain, 1999). The direct impact of labor turnover will cause financial suffering such as administrative cost and Lashley (1999) refers to lost investment in training and lost staff expertise as particular examples of turnover costs and opportunity costs. For the indirect impacts caused by high labor turnover are lack of manpower, poor quality of service and low morale of employees and also if turnover increases, service quality may decline as it takes time and resources to back fill departing employees, especially at busy hotels (Lynn, 2002). Labour is a significant cost and the leakage of human capital through unnecessary turnover is an element of critical importance to bottom line performance. A number of HRM practices have been suggested as potential solutions for turnover, such as investment in training, offering organisational support, adopting innovative recruitment and selection processes, offering better career opportunities (Cheng Brown, 1998; Forrier Sels, 2003; Hinkin Tracey, 2000; Walsh Taylor, 2007; Walters Raybould, 2007) and adopting measures to increase job satisfaction and commitment. 2.5 How to manage the labor turnover in the hotel industry? High staff turnover is the common problem in hotel industry, it is also a major factor affecting workplace efficiency, productivity, and hotel cost structure. Labor turnover represents a challenge for contemporary HRM strategies and practices. Therefore, in this section, it will turn to focus on how to manage the labor turnover from the human resources perspective. In the previous section, the cost of labor turnover in the hotel is discussed. The total annual cost of turnover ($49M) equates to 19.5% of 64 surveyed hotels total payroll costs ($250M). The turnover cost are very high, thus the awareness of the importance of employees staying with an organization is evident. Hinkin and Tracey (2000) advocate that hospitality executives who understand the value of human capital and adopt organizational policies and management practices in pursuit of employee retention will outperform the competition. Effectively designed and well implemented employee retention programs that increase employee tenure more than pay for themselves through reduced turnover costs and increased productivity (Hinkin and Tracey, 2000). According to 2500 supervisors, managers and executives within this sector, the top five most important aspects a company can provide to retain their people are as follows: communication, Leadership, Career path, development and understanding aspirations and helping the individual towards achieving them.(Baum ,2006) This shows that, the employee are highly concern for this five elements to determine their job satisfaction. Therefore, when HRM design for a retention scheme, they can consider those five elements before their decision. 2.5.1 Training In organizations where employees receive the proper training needed to assume greater responsibilities, turnover rates are generally lower. Several studies show that training activities are correlated with productivity and retention (Delery and Doty, 1996; Huselid, 1995; Kallenberg and Moody, 1994; MacDuffie, 1995; Shaw et al., 1998; Terpstra and Rozell, 1993; US Department of Labor, 1993, Walsh and Taylor, 2007; Youndt et al., 1996). Staff is a unique asset in the company. Therefore, many hotel have invest a huge number of money per year for staff development. Because they realize that provide training to their employees would enhance the organization produtivity and improve their job performance. For the long-term purpose, training can solve the problem of high labor turnover in a hotel. Moreover, the hotel industry are now have a general shortage of the middle management staff. Therefore, the training should be around to develop and train new management personnel. For example, in 2004 Shangri-La Hotel Resorts Shangri-La Academy was born, this is a full-time facility that handles internal training for progression up the ranks. In addition, the Intercontinental Hotel Group also launched an in-house training center in order to groom their high potential employees to take on managerial positions within their company. Those measures of the Shangri-La Hotel and the Intercontinental Hotel Group is to do the retention of their employees and confront the trend of shortage of experienced staff and try to minimize the labor turnover. 2.5.2 Motivate the employee Staff motivation is as vital to success as any skill or personal attribute and its also plays a key role in staff retention. Motivation is the process by which a persons efforts are energized, directed, and sustained toward attaining a goal.(Stephen Coulter, 2006:482) . Staff motivation is a key element in retaining staff and help them increase the job satisfaction thus the labor turnover rate may be decrease. It is essential for the management of hotels to develop efficient HRM polices and practices that enable them to motivate competent employees who can contribute to the achievement of their objectives. This requires employees at different levels of management and at different stages in their career in order to maintain high morale and high performance (Enz and Siguaw, 2000). If hotel managers can satisfy their employees, it will help them to improve customer satisfaction in the long run and retain them. (Tsaur and Lin, 2004). 2.5.3 Employee recognition, rewards and compensation Numerous studies have addressed the impact of employee compensation, rewards and recognition on turnover and retention. If the hotel manager gives more recognition, rewards and compensation to their employees, it can minimize the turnover. Several research studies found that highly competitive wage systems promote employee commitment and thus results in the attraction and retention of a superior workforce (Becker and Huselid, 1999; Guthrie, 2001; Shaw et al., 1998). Shaw et al.s (1998) study further noted that employees will remain with an organization as long as it serves their self-interest to do so better than the alternatives available to them elsewhere. The study also found that companies providing incentive plans to employees are more likely to experience lower turnover rates among non-managerial employees. Milman (2003) concluded that the most significant retention predictors included intrinsic fulfillment and working conditions rather than monetary rewards. Similarly, the study by Walsh and Taylor (2007) revealed that although compensation and work-life balance are important, it is the absence of opportunity for professional growth and development that affects management retention and turnover (Walsh andTaylor, 2007). Section 3: Summary and Conclusions Labor turnover refers to the movement of employees in and out of a business. Labor turnover may enhance firm performance but high labor turnover causes problems for the firm such as lowers productivity and morale. Labor turnover can be divided into two main types: voluntary and involuntary. High labor turnover is a serious problem within the industry all around the world. A range of other variables such as pay, communication, social integration, reutilization, role overload, promotional opportunity, training, supervisor and co-worker support, and distributive justice as having a significant impact upon turnover. The reasons of labor turnover in hotel industry can be classified as work related factors, demographic factors and external factors. For the work related factors, job satisfaction can be defined as pleasantness or unpleasantness of employees while working. It is containing the satisfaction with pay, satisfaction with the work itself, satisfaction with the supervision, satisfaction with the promotion opportunities When the employees with a lack of job satisfaction they will be quitting the job. On the other hand, if the employees have a high job satisfaction, the organization will be fewer labor turnovers.

Civil War Medicine :: essays research papers

Civil War Medicine In the Civil War era medical advances were few and so were surgeons. This time period is known in medical history as the â€Å"Medical Middle-Ages†. This was the beginning of the technology of today. In this time doctors or physicians were known as surgeons. At the beginning of the war the United States Medical Corp. consisted of less than one hundred people on staff. This included the United States Surgeon General, thirty-six surgeons, and many assistant surgeons. Soon after the war started twelve of the thirty-six surgeons left for the Confederacy. Though the Confederacy had few surgeons they kept up the pace very well. It was because the surgeons knew very little about diseases that two out of every three soldiers that died in the war died from disease. Most soldiers died from diseases such as measles, mumps, and whooping cough. There were also many deaths from the lack of cleanliness in the hospitals. In some cases they would reuse wound dressing and put some straw over used bedding and dirty floor. When the top layer got dirty they would put a new layer on. Most of this changed when women were allowed to help in care for the men. It was Dorothea Dix and Clara Barton who were first to offer their help followed by many women’s organizations. Most of the women who offered their help and support had to do so by voluntary acts. Dix was appointed Superintendent of Women Nurses. One of the standards that Dix established for her nurses was that they be plain looking and middle-aged. Recruits nicknamed her â€Å"Dragon Dix†. Contrary to popular belief surgeons did use anesthesia in most surgeries. It is stated by Geocities that â€Å"A patient only having a bullet to bite was basically a myth†.

Decontamination and Waste Management Essay

1.1.  Identify different reasons people communicate. A:   People communicate for a variety of reasons. There are several different reasons why people communicate. People communicate each other to: express needs, share ideas, information, to express feelings, to give information and instructions. Read more:  Identify different reasons why people communicate  essay 1.2.  Explain how effective communication affects all aspects of your own work. A:  Effective communication is vital for the social care worker. The service user and the social worker need to understand each other clearly in order for the service user to receive the best possible care. Successful communication involves the social care worker speaking clearly and using phrases and sentences that service users can understand. This also involves the social care worker communicating clearly and openly with other members of staff, the manager and other professionals so as to make sure that the best possible care is provided and that this is done so reliably. 1.3.  Explain why it is important to observe an individual’s reactions when communicating with them. A:  The social care worker should always observe an individual’s reactions to see whether he or she fully understands what you have said to them. If the service user for example looks confused then the social care worker must then adapt their communication and re-phrase the question or statement. In this way communication will be effective. It is also important to observe an individual’s reactions so as to spot anything that may be worrying them or upsetting them; the social care worker will then have to change their approach – this may be noticed through the service user’s change in facial expression or body language. 2.1.  Find out an individual’s communication and language needs, wishes and preferences. A:  Lady A (Dementia): She likes when somebody use simply words, short sentences and not to loud. Lady B (hearing problems): She likes when staff talk to her louder. Lady C (Autism): She likes when we use the same answers for the same questions. 3.1.  Identify barriers to effective communication. A:  Barriers to communication can occur because of speech difficulties due to disabilities or illness for example learning disabilities, dementia, deafness poor eyesight or a stroke. A noisy environment and differences in languages spoken and cultures can also be barriers. 3.4   Identify sources of information and support or services to enable more effective communication. A:  Sources of information and support are immediately available for the social care worker from the supervisor or manager of my care home. There are also specialist services like speech language therapists, translators and interpreters. Further sources could be the internet and the library. 4.1 Explain the term confidentiality. A:  Confidentiality means any information that is held about a particular person is privileged and private. It is the duty of all social care workers to make certain that this information is accessible only to those authorized to have access to it. 4.3 Describe situations where information normally considered to be confidential might need to be passed on. A:  Information about an individual should normally only be shared on a need-to-know basis. All information held within my care home is confidential to the care home as a whole. Other situations where confidential information might need to be passed on is when the individual or someone else is at risk of danger, harm or abuse. 4.4   Explain how and when to seek advice about confidentiality. A:  I would always seek advice from my supervisor or my manager at the earliest opportunity if and when I saw that the information about a service user was being put at risk by the careless behaviour of for example a colleague at work. Depending on the urgency I would either ask them in private in the office or raise this in my supervision.

Time Value of Money Analysis - 1405 Words

5-42 Integrated Case Time Value of Money Analysis. You have applied for a job with a local bank. As part of its evaluation process, you must take an examination on time value of money analysis covering the following questions: a. Draw time lines for (1) a $100 lump sum cash flow at the end of Year 2; (2) an ordinary annuity of $100 per year for 3 years; and (3) an uneven cash flow stream of -$50, $100, $75 and $50 at the end of Years 0 through 3. (1) 100 0 1 2 100 0 1 2 (2) I%I% I%I% (3) 100 50 75 0 1 2 3 -50 100 50 75 0 1 2 3 -50 b. 1. What’s the future value of $100 after 3 years if it earns 10%, annual compounding? FV = PV (1 + I)N = $100 (1.10)3 = $133.10 2. What’s the†¦show more content†¦Why? * The future value will be larger if we compound an initial amount more often than annually. For example, you deposit $100 in a bank that pays a 10% annual interest rate but credits interest each 6 months. 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The History and Domestication of Goats

Goats (Capra hircus) were among the first domesticated animals, adapted from the wild bezoar ibex (Capra aegagrus) in western Asia. Bezoar ibexes are native to the southern slopes of the Zagros and Taurus mountains in Iran, Iraq, and Turkey. Evidence shows that goats spread globally and played an important role in the advancement of Neolithic agricultural technology wherever they went. Today, over 300 breeds of goats exist on our planet, living on every continent except Antarctica. They thrive in an astonishing range of environments, from human settlements and tropical rainforests, to dry, hot deserts and cold, hypoxic, high altitudes. Because of this variety, the domestication history was a bit obscure until the development of DNA research. Where Goats Originated Beginning between 10,000 and 11,000 Before Present (BP), Neolithic farmers in areas of the Middle East and Western Asia started keeping small herds of ibexes for their milk and meat; dung for fuel; and hair, bone, skin, and sinew for clothing and building materials. Domestic goats were recognized archaeologically by: Their presence and abundance in regions well beyond western AsiaPerceived changes in their body size and shape (morphology)Differences in demographic profiles from feral groupsStable isotope evidence of dependence on year-round fodders. Archaeological data suggests two distinct places of domestication: the Euphrates river valley at Nevali Çori, Turkey (11,000 BP), and the Zagros Mountains of Iran at Ganj Dareh (10,000 BP). Other possible sites of domestication posed by archaeologists included the Indus Basin in Pakistan at (Mehrgarh, 9,000 BP), central Anatolia, the southern Levant, and China. Divergent Goat Lineages Studies on mitochondrial DNA sequences indicate there are four highly divergent goat lineages today. This would mean either that there were four domestication events, or that there is a broad level of diversity that was always present in the bezoar ibex. Additional studies suggest the extraordinary variety of genes in modern goats arose from one or more domestication events from the Zagros and Taurus mountains and the southern Levant, followed by interbreeding and continued development in other places. A study on the frequency of genetic haplotypes (gene variation packages) in goats suggests that there may have been a Southeast Asian domestication event as well. Its also possible that, during the transport to Southeast Asia via the steppe region of central Asia, goat groups developed extreme bottlenecks which resulted in fewer variations. Goat Domestication Processes Researchers looked at stable isotopes in goat and gazelle bones from two sites on either side of the Dead Sea in Israel: Abu Ghosh (the Middle Pre-Pottery Neolithic B (PPNB) site) and Basta (the Late PPNB site). They showed that gazelles (used as a control group) eaten by the occupants of the two sites maintained a consistently wild diet, but goats from the later Basta site had a significantly different diet than goats from the earlier site. The main difference in the oxygen- and nitrogen-stable isotopes of the goats suggests that Basta goats had access to plants that were from a wetter environment than where they were eaten. This would likely result from the goats being either herded to wetter environments during some part of the year,  or provided fodder from those environments. This indicates that people managed goats—herding them from pasture to pasture or feeding them, or both—by as early as around 9950 cal BP. This would have been part of a process that began earlier still, perhaps during the early PPNB (10,450 to 10,050 cal BP) and coinciding with reliance on plant cultivars. Significant Goat Sites Important archaeological sites with evidence for the initial process of goat domestication include Cayà ¶nà ¼, Turkey (10,450 to 9950 BP), Tell Abu Hureyra, Syria (9950 to 9350 BP), Jericho, Israel (9450 BP), and Ain Ghazal, Jordan (9550 to 9450 BP). Resources and Further Reading Fernà ¡ndez, Helena, et al. â€Å"Divergent mtDNA Lineages of Goats in an Early Neolithic Site, Far From the Initial Domestication Areas.† Proceedings of the National Academy of Sciences, Edited by Ofer Bar-Yosef, vol. 103, no. 42, 17 Oct. 2006, pp. 15375-15379.Gerbault, Pascale, et al. â€Å"Evaluating Demographic Models for Goat Domestication Using mtDNA Sequences.† Anthropozoologica, vol. 47, no. 2, 1 Dec. 2012, pp. 64-76.Luikart, Gordon., et al. â€Å"Multiple Maternal Origins and Weak Phylogeographic Structure in Domestic Goats.† Proceedings of the National Academy of Sciences, Edited by Henry Harpending, vol. 98, no. 10, 8 Mar. 2001, pp. 5927-5932.Makarewicz, Cheryl, and Noreen Tuross. â€Å"Finding Fodder and Tracking Transhumance: Isotopic Detection of Goat Domestication Processes in the Near East.† Current Anthropology, vol. 53, no. 4, Aug. 2012, pp. 495-505.Naderi, Saed, et al. â€Å"The Goat Domestication Process Inferred From Large-Scale Mito chondrial DNA Analysis of Wild and Domestic Individuals.† Proceedings of the National Academy of Sciences, Edited by Kent V. Flannery, vol. 105, no. 46, 18 Nov. 2008, pp. 17659-17664.Naderi, Saeid, et al. â€Å"Large-Scale Mitochondrial DNA Analysis of the Domestic Goat Reveals Six Haplogroups with High Diversity.† PLoS ONE, Edited by Henry Harpending, vol. 2, no. 10, 10 Oct. 2007, pp. 1-12.Nomura, Koh, et al. â€Å"Domestication Process of the Goat Revealed by an Analysis of the Nearly Complete Mitochondrial Protein-Encoding Genes.† PLoS ONE, Edited by Giovanni Maga, vol. 8, no. 8, 1 Aug. 2013, pp. 1-15.Vahidi, Sayed Mohammad Farhad, et al. â€Å"Investigation of the Genetic Diversity of Domestic .† Genetics Selection Evolution, vol. 46, no. 27, 17 Apr. 2004, pp. 1-12.Capra Hircus Breeds Reared Within an Early Goat Domestication Area in IranZeder, Melinda A. â€Å"A Metrical Analysis of a Collection of Modern Goats (.† Journal of Archaeological Sci ence, vol. 28, no. 1, Jan. 2001, pp. 61-79.Capra Hircus Aegargus and C. H. Hircus) From Iran and Iraq: Implications for the Study of Caprine DomesticationZeder, Melinda A., and Brian Hesse. â€Å"The Initial Domestication of Goats (Capra Hircus) in the Zagros Mountains 10,000 Years Ago.† Science, vol. 287, no. 5461, 24 Mar. 2000, pp. 2254-2257.

Comparing Hegel, Marx, Kants Views on Pantheism Essay

Comparing Hegel, Marx, Kants Views on Pantheism 1.Hegel is a pantheist, meaning that he believes that everytng toeather comes to being God. Subsequently he believes that everythenig is one, menatin gtat reason and reality actually are the same thing, fuirtheremore Hegel believst that reality is reason, this is his first Principle. In contrast to this Kant believes that all we really know are our persc=eptions of the real (Nominal world) and tat we cannot really knowanything aobut the real world. So our reason, though it lets us perceive reality it in fact changes reality, so our reason is not our reality. This is why Kant believes that reason isnt our first principle, and that we cannot in fact know the true first principle.†¦show more content†¦Kant believes that evertythnging is the nouminal world, and the we are perscieveing theis nouminal wourld though our lens which we call reason (Or concepts). We then use our senses to interpret what we are percieveing. He came to this conclusion when he was trying ot find a synt hesis between hume and Descares. Descartes was wrong in his thinking, or at least is is evident that there is something missing from his rationalist thinking. Kant used to believe this but after reading the empirist remarks of Hume he began to see the need for use of our sensory perceptions within reality as well. So the synthesis is that all knowledge comes from the combination of conepts and intuitions (reason and sensory perceptions), without reason we would have no lens to perceive what the nominal wourld is telling us, and without senses we would have no way of understanding what our reason is telling us. But even with this we need to remember that the best that we can do is perceive what is, but that does not determine what something is, the nominal would exists beyond our perception and is still a mystery. This leaves open room for metaphysics, because God, and our souls can still exist beyond our plain of sensory, or reason. 2. both Kierkegaard and Marx disagreed with hegels philiosphy. Kirkegaard Thought that Hegel was full of

Contagious Disease

Question: Compare and contrast provision against contagious diseases in the nineteenth and twenty first centuries? Answer: Contagious disease Introduction: Contagious disease is described as infections which could be transferred from one person to another by direct contact. Contagious disease are still considered to be the major killing agents in the world and the situation has worsened with tuberculosis, malaria, HIV and now recently Ebola taking a huge toll on mankind. These are more apparent in developing world where the sheer survival in early childhood is again a major challenge to the question of survivability as acute respiratory diseases and diarrhoea accounting for close to six million young lives every year. While individuals falling sick require the medical expertise to survive the odd against these communicable diseases, its the assessment of cause and controlling measures that will help the community to fight against these diseases effectively. Background information of contagious disease Any contagious disease could either be epidemic or endemic. The epidemic forms usually are seasonal and most of the time any new form of contagious diseases are epidemic, whereas endemic forms are generally restricted to any geographical forms. The learning process of disease is a long complicated time consuming method where any new epidemic needs to be understood from its category, vectors involved and incubation period. The disease unless understood from factors cannot be controlled from spreading, and then eradicated properly (Ludwig, 2005).. Epidemiology is concerned with the community science where the common characteristics of a disease is compared with other relative ones and analysed. With every passing day the same bacterias and virus that could be killed or restrained with antibiotics are now getting stronger and stronger by mutating. The same virulent now could survive in multiple hosts and that makes the task even more complicated for mankind to survive in this ever changing scenario. Various factors both natural and artificial have influenced the manner in which these diseases have spread and became potent killers even in modern times. The nutrition pattern, diet, the general hygiene conditions, the health systems and overall medical advances along with perceptions have all contributed to both spreading and restricting into new segments of society. During the colonial period most of the causes of death were basically the infectious diseases and if there was any change in the rate of mortality it was only because The mode of transmission Immunity to disease Other methods were of course treatment of disease Aim of learning about contagious disease The main aim of learning about contagious disease is to prevent transmission and reduce the level of infection. The precautionary measures one has to undertake are flu vaccination, pre departure TB test and followed by re test after 12 weeks. The mode of transmission is another vital bit of information which is essential to reduce and finally stop the spreading of disease. Proper quarantine methods are also essential to eradicate the contagious disease from a geographical area or community. Limitations The spreading and infection depended completely on how these bacterias and virus survived in a particular weather pattern along with how well the spreading is restricted. The low death rates in New England were due to quarantine measures and laws which generally reduced the spread of the disease (Bashford, 2006). The higher death rates in south were mainly due to suitable weather patterns for these microbes to survive apart from no or minimal quarantine measures. Density of population, sanitation, nutritional intake all combine together how good a epidemic could be contained. These increase in infectious diseases affected negatively the children and their nutritional status. The nutritional deficiency resulted in deficit growth and development. Reduction in average weight and height of children Class difference resulted in difference in growth pattern as well Infection and contagious disease also resulted in higher casualty during war The wide spread use of antibiotics have made the medicines ineffective against the new strains of microbes. Humankind have become susceptible to new variants of disease which are either spread through animals, birds, body fluids, apart from the normal route of direct contact. Non availability of drugs, resistance to drugs, new entrants of vectors and wide spread use of medicines have led to a situation of emergency in many countries to fight against super bugs. Thesis statement Contagious disease is here to stay and the mutating microbes could become the greatest risk factor for the survival of the entire human kind. Vaccination historical background The term vaccine is basically a Latin word derivation which means cow prevented a disease. As vacca means cow and as cowpox prevented the spread of small pox (Ludwig, 2005). The vaccine era began in 1774 when Benjamin Jesty showed the immunity to small pox. This person had cowpox and later on inocoluted his wife and sons. Almost 22 years later Edward Jenner published his work and mouse pox virus replaced cowpox in the vacine. It was noticed that the vaccine lost its potency when it went through serial human testing and the virus mutated when it passed from human to another and was no longer immunogenic. Contagious disease summary Measles Category : Measles is caused by the measles virus Vectors : Humans are the natural hosts of the virus; no other animal reservoirs are known to exist. Measles is an endemic disease and many people have developed immunity Statistics : WHO in 2011 estimated that there were about 158,000 deaths caused by measles down from 630000 in 1990 Vaccinition : MMR vaccine is given to children to immunizeagainst measles at 12 months Symptoms : Fever, Dry cough, Runny nose, Sore throat, Inflamed eyes or conjunctivitis, Tiny white spots with bluish-white centers, skin rash Historical background : It was known even during 165 AD and was known as plague of Galen. Responsible for the many deaths in Inca civilization, and in between 1855 and 2005 it is estimated to have killed 200 million people worldwide Influenza Category : It is caused by the influenza virus Vectors : Animals birds human contact. By direct transmission, airbourne transmission, and through hand to hand, hand to nose, hand to mouth and contaminated surfaces Statistics :The disease kills between 2 and 20% of those who are infected. The first influenza virus was isolated in 1901 from poultry. Vaccinition :Influenza vaccin Symptoms :Fever or feeling feverish/chills, Cough, Sore throat, Runny or stuffy nose, Muscle or body aches, Headaches, Fatigue Historical background :The human influenza were present 2400 years ago. The disease was first described in 1703 by J. Hugger of the University of Edinburgh. Tuberculosis Category : Tuberculosis is caused by Mycobacteria Vectors : Human, cattle and deer Statistics : Almost one-third of the world's population has been infected with tuberculosis with new infections occurring in about 1% of the population each year. Tuberculosis is the second-most common cause of death from infectious disease after HIV / AIDS Vaccination : BCG Symptoms : Coughing that lasts three or more weeks,Coughing up blood, Chest pain, or pain with breathing or coughing, Unintentional weight loss. Fatigue, Fever, Night sweats, Chills. Historical background : Tuberculosis has been present in humans since ancient times. The first evidence of the disease is found in the remains of bison in Wyoming dated to around 17,000 years ago. Cholera Category : Intestinal bacterial infection Vectors : Human waste, drinking water, food Statistics :The first cholera pandemic occurred in the Bengal region of India starting in 1817 through 1824. The disease has killed tens of millions of people in 19th century Vaccination : Oral vaccination Symptoms :Rapid heart rate, Loss of skin elasticity, dry mucous membranes, low blood pressure, Thirst, Muscle cramps. Historical background :Cholera has originated in India and was prevalent in the Ganges delta since ancient times. Small pox Category : caused by virus Vectors : Transmission occurs mainly by inhalation of airborne variola virus, mostly by droplets from the oral, nasal, or pharyngeal mucosa of an infected person. Statistics : The disease, for which no effective treatment was ever developed, killed as many as 30% of those infected. In the early 1950s an estimated 50 million cases of smallpox occurred in the world each year, a figure which fell toaround 10 15 million by 1967 because of vaccination Vaccination : within three days of exposure and smallpox vaccine is a live virus preparation given to patient using bifurcated needle. Symptoms Historical background : Originated in ancient India at around 1500 BC Comparison of contagious disease in 19th and 21st century Similarities Contagious disease 19th century Contagious disease 21stcentury New strains of virus and bacteria New mutated strains of virus and bacteria Virus and bacteria thrived due to non-availability of vaccines and effective drugs Virus and bacteria thrives due to over use of drugs and antibiotics Virus and bacteria transferred from animals into humans Virus and bacteria can now survive in both human and animal Animals served as reservoir of virus and bacteria Virus and bacteria can now survive in dual host easily Malaria, TB and other contagious disease could not be controlled effectively The malaria, tuberculosis and other infectious diseases remain enormous global problems Casual approach of community against contagious disease Careless attitude of communities encourages contagious disease spreading Difference Contagious disease 19th century Contagious disease 21st century Vaccines and drugs were not effective against most disease Vaccines and drugs are developed to effectively reduce the infection level Research time for any infection detection was more Faster research time and development of drugs Preventive measures against contagious disease were not effective Better enhanced preventive measures against contagious disease Government contribution for research work Private and Government partnering against contagious disease research work Selective cooperation between countries Better and enhanced country to country and research units across the globe Conclusion: Use of vaccine in limited amount of drugs against microbes in controlled manner can control and reduce the threat to humankind. The advent of over usage and uncontrolled use of drugs caused mutations of these microbes and hence has led to a situation where people are more susceptible to disease (Easterlin, 2009). The change in life style, food intake and living conditions have increased the threat level of microbe invasion even more than what it was in early 19th century. The strains are more powerful and immune to drugs. The advent of super bug has now taken the challenge of microbe led war against humankind to a new level. References: 1. Nutbeam, D. (2000). Health literacy as a public health goal: a challenge for contemporary health education and communication strategies into the 21st century.Health promotion international, 15(3), 259-267.2. Olshansky, S. J., Passaro, D. J., Hershow, R. C., Layden, J., Carnes, B. A., Brody, J., ... Ludwig, D. S. (2005). A potential decline in life expectancy in the United States in the 21st century.New England Journal of Medicine,352(11), 1138-1145.3. Tulchinsky, T. H., Varavikova, E. A. (2014).The new public health: an introduction for the 21st century. Academic Press.4. Sclar, E. D., Garau, P., Carolini, G. (2005). The 21st century health challenge of slums and cities.The Lancet, 365(9462), 901-903.5. Bashford, A. (2006).Medicine at the border: disease, globalization and security, 1850 to the present. Palgrave Macmillan.6. Easterlin, R. A. (2009).Growth triumphant: the twenty-first century in historical perspective. University of Michigan Press.7. Barnett, T. P. (2005).The Pe ntagon's new map: War and peace in the twenty-first century. Penguin.8. Arnold, D. (1993).Colonizing the body: State medicine and epidemic disease in nineteenth-century India. Univ of California Press.9. Abraham, T. (2007).Twenty-first century plague: the story of SARS. JHU Press.10. Aginam, O. (2002). International law and communicable diseases.Bulletin of the World Health Organization, 80(12), 946-951.11. Hess, G. R. (1994). Conservation corridors and contagious disease: a cautionary note.Conservation Biology, 8(1), 256-262.12. Fischer, J. R., Stallknecht, D. E., Luttrell, P., Dhondt, A. A., Converse, K. A. (1997). Mycoplasmal conjunctivitis in wild songbirds: the spread of a new contagious disease in a mobile host population.Emerging infectious diseases,3(1), 69.