Essays --

Bearing in mind the aim of creating ranking criteria to support GPIC’s decision in choosing the most insurance company which it can rely on to pay its money back in case of a claim. Background research was initially performed to gain both knowledge and information regarding the Insurance industry in the Kingdom of Bahrain and worldwide. This knowledge in turn helped us to reach to our final deliverable. This criterion was based on a number of factors, to name them: †¢ Insurance company reputation both locally and worldwide †¢ Core business percentage & Insurance company area of specialty †¢ Nature of the insurance company, the question of is it a consolidated or non-consolidated company was the main concern. †¢ Insurance company performance based on specific ratios (detailed in the Financial analysis) †¢ Based communication networks so customers can reach them easily: available branches, online communications (website, e-mails), and clear communication lines including telephone numbers, faxes etc. Search Methodology and criteria formulation- Limitations and Difficulties: Before reaching t...

The Prevalence Of Anorexia Nervosa, Bulimia Nervosa, And Binge Eating D

The Prevalence Of Anorexia Nervosa, Bulimia Nervosa, And Binge Eating Disorder How prevalent is anorexia nervosa, bulimia nervosa, and other eating disorders? Without the knowledge of research, one is likely to think eating disorders are quite prevalent in society today. However, research proves that eating disorders, in general, are not as prevalent as one might think without any knowledge of the subject. Prevalence of an eating disorder refers to the number of cases of an eating disorder within a population. When discussing the prevalence of anorexia nervosa, bulimia nervosa, and eating disorders, it is important to realize and understand the risk factors and characteristics that help to better explain the prevalence of such disorders. This paper will discuss the diagnostic criteria used to diagnose anorexia nervosa, bulimia nervosa, and eating disorders, as well as the risk factors and characteristics involved with each disorder. The prevalence of eating disorders in college men will also be discussed along with the risk factors and characteristics that lead to these prevalence rates. Prevalence and Diagnostic Criteria for Anorexia Nervosa In order to understand the importance of the prevalence of anorexia nervosa it is important to generally understand the DSM IV criteria for anorexia nervosa. In order to qualify for diagnosis as an anorexic, a Patient must maintain an abnormally low weight (I 5% below expected weight for height and age). One must also have severe concerns about shape and weight, which is usually seen as an intense fear of gaining weight, in order to be classified as an anorexic. One who qualifies as anorexic also has low self evaluation about shape and weight. Also, in post-menarchal females... ...c cases? The American Journal of Psychiatry 1996; 153:386-394. Fairbum, Christopher and Terence Wilson. (1993). Binge Eating. New York: Guilford Press. Garfinkel, Paul, Elizabeth Lin, Paula Goering, and Cathy Spegg: Bulimia nervosa in a Canadian community sample: prevalence and comparison of subgroups. The American Journal of Psychiatry 1995; 152: 1052-1062. Kendler, KS, Neale Maclean, R. Kessler, A. Heath, and L. Eaves: The genetic epidemiology of bulimia nervosa. American Journal of Psychiatry 199 1; 1627-163 7. Olivardia, Roberto, Harrison Pope, Jr., Barbara Mangweth, and James Hudson: Eating disorders in college men. American Journal of Psychiatry 1995; 152:1279-1291. Walters, Ellen, and Kenneth Kendler: Anorexia nervosa and anorexic-like syndromes in a population based female twin sample. The American Journal of Psychiatry 1995- 152: 64-75.

Steps of the New Induction Program

SWelcomes the new comer to the organization. 2. Explain the overall objectives of the company and the department. 3. Explain the employees’ role in achieving the objectives. 4. Show the location or place of work. 5. Handover the rules and job descriptions. 6. Give detail the training opportunities and promotional advancement. 7. Discuss the working conditions. 8. Furnish all details regarding salary and benefits. 9. Guide the employees through a tour of entire of the organization. 10.The induction program usually done either by formal induction program and or by informal induction program. Some large organizations follow the formal induction program, which carefully planned induction-orientation training program helps a new employee to quickly adjust to the new surroundings, assimilate the new culture, and Reduce Insecurity, Reduced Anxiety, Reduced Cultural Shock, and Reduced Exploitation. In some medium and small organizations informal induction program is carried out either by Supervisor system and or Buddy or Sponsor system.Elements of good Induction Programme A good induction programme has three main elements which is described below: 1. Introductory Information: Introductory information regarding the history of the company and company’s products, its organizational structure, policies, rules and regulations etc. should be given informally or in group session in the personnel department. It will help the candidates to understand the company and the organizational policies and standards well. 2.On the Job Information: Further information should be given to the new employee by the department supervisor in the department concerned where he is placed on the job about departmental facilities and requirements such as nature of the job, the extent of his liability and the employee activities such as recreational facilities, safety measures, job routine etc. 3. Follow up Interviews: A follow up interview should be arranged several weeks after the emp loyee has been on the job by the supervisor or a representative of the personnel department to answer the problems that are a new employee may have on the job. . 7 EMPLOYEE SEPARATION Employees separate from the campus in a variety of ways. Some separations are voluntary and initiated by the employee, such as resignation or retirement. Others are involuntary and initiated by management, such as lay off or medical separation. The death of an employee or dismissal for cause creates unique challenges. Each type of separation requires specific, different actions by you, though some processes are common to all. Your common sense and good judgment will serve you well in response to the special circumstances that arise with each employee’s separation.Whatever the circumstances, every employee leaving the campus, whether voluntarily or involuntarily, should feel they were treated with respect. Keep this goal in mind as you review the guidelines for different types of separations in t his chapter. ? Death of an Employee ? Dismissal ? Exit Interviews ? Job Abandonment ? Lay off ? Medical Separation ? Resignation ? Retirement Training benefits There are numerous reasons for supervisors to conduct training among employees. These reasons include: ? Increased job satisfaction and morale among employees. Increased employee motivation. ? Increased efficiencies in processes, resulting in financial gain. ? Increased capacity to adopt new technologies and methods. ? Increased innovation in strategies and products. ? Reduced employee turnover. ? Enhanced company image, e. g. , conducting ethics training (not a good reason for ethics raining! ). Reasons for emphasizing the growth and development of personnel include: ? Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the company’s ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. ? Building a more efficient, effective and highly motivated team, which enhances the company’s competitive position and improves employee morale. ? Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: ? Increased productivity. ? Reduced employee turnover. ? Increased efficiency resulting in financial gains. Decreased need for supervision.EVOLUTION OF MANAGEMENT OF HUMAN RESOURCES: AN INDIAN 1. 7 PERSPECTIVE Kautilya’s Period: Kautilya provides a systematic treatment of management of human resources as early as in the 4th Century B. C. in his treatise titled ‘Arthashastra’. ? There prevailed logical procedures and principles in respect of labour organizations such as ‘Shreni’ or Guild system and the cooperative sector. ? The wages were paid strictly in terms of quantity and quality of work turned out, and punishments were imposed for unnecessary delaying the work or spoiling it. Kautilya provides an excellent discussion on staffing and personnel management embracing job descriptions, qualifications for job, selection procedure, and executive development, incentive systems (Carrot and Stick approach). Varnasharm: There are several indications regarding the operations of principles of the divisions of labour. The concept of Varnashram or caste system was originally based on these principles: ? The individuals, who used to earn their livelihood by engaging themselves in activities such as teaching, sacrifice or state management, were designed as Brahmins. Individuals engaged in the areas of trade, business and agriculture were called ‘Vaishyas’ and those devoting themselves to manual work were known as ‘Shudras’. Later on, these professions emerged to be heredity which facilitated the transfer of skills and training from one generation to another. The Medieval: (As regard to In dian Economy in Medieval India): Although there were a lull because of numerous foreign aggressions for around 700 years, during the Mughal Rule, the Indian trade and commerce were reviewed.Several ‘Karkhanas’ were established at Agra, Delhi, Lahore, Ahmedabad and various other places. ? A majority of the artisans and the craftsmen had extremely poor conditions of existences and lived on starvation level. ? The productivity of workers was very low, low wages, climatic conditions and poor physique were the major factors responsible for it. British Period: There prevailed laissez-faire policy towards business. ? As it is evidenced in the report of the Indigo Commission, the working conditions were appalling, living conditions were subhuman, and several abuses prevailed in Indigo plantations.Again, as regards tea plantation, several cases of inhuman cruelties caused to the workers are encountered. ? Even the Plantation Act of 1863 makes provisions that if the workers faile d to complete their period of contract, they should be imprisoned for a period not exceeding three months. ? The labourers who attempted to run away were subjected to imprisonment whipping and allied extreme punishments. ? Accordingly, the workers were entirely helpless in the face of organized and powerful European Planters. The above conditions prevailed till the enactment of the Factory Act of 1881.According to the Act; the workers employed in the factories were allowed a weekly off day, and provisions were also made for inspection as well as limiting the hours of work for women workers to 11 per day. The Act further provided that the minimum age of children for employment should be seven years and that the maximum working hours for them should not exceed seven hours a day and that too in the day shift. In 1890, the first labour organization designated as ‘Bombay Mill Hands Association’ was established.Subsequently, in 1905, the Printers Union at Calcutta and in 1907 , the Postal Union at Bombay were established. The Madras Labour Union was organized thereafter in 1918. In 1920, the indentured labour system involving migration of Indian labour to other countries on contract basis, was abolished as a result of a strong national movement. In the same year, the Central Labour Board was established to federate the different unions in the Bombay city and the All India Trade Union Congress was organized.In 1923, for the first time in the organized sector, Tata Steel appointed K. A. Naoroji as a labour or welfare officer to look after labour issues in the various departments of the steel work. The formal implementation of the Indian Trade Union Act, 1926 forms a landmark in the history of industrial relations in this country. The Royal Commission on Labour (1929–1931) recommended the appointment of labour officers or liaison officers to deal with recruitment as measures to prevent corrupt practices in Indian industry.They were considered a recru itment officers directly reporting to general manager. As the commission observed, ‘No employee should be engaged except by the labour officer personally in consultation with the departmental head, and none should be dismissed without his consent except by the manager after hearing what the labour officer had to say’ accordingly, the Bombay Mill Owners Association and the Indian Jute Mills Association appointed labour officers in 1935 and 1938, respectively.During World War II, the need for mobilizing labour support was felt and thus, several welfare officers were appointed to deal with working conditions, canteen, ration shops, recreations, medical facilities, worker’s housing and allied fringe benefits. Post-Independence Period: With the emergence of compulsory adjudication under the Industrial Disputes Act, 1947, the welfare officers were made responsible for handling the disputes and adjudication pertaining to the conditions of services including wages, leave s, retirement benefits and bonus.Thus, they became industrial relations officers and started performing industrial relations functions such as collective bargaining, conciliation, and adjudication. Employment Exchange (Compulsory notification of vacancies) Act, 1959 and the Apprentices Act, 1961 were passed to regulate recruitment and training of workers, respectively. In the view of growing labour legislation commencing with the right to hire and ending with right to fire, the employees tended to employ welfare or labour officers with a legal background. 21st session of standing Labour conference held in Dec. 963 recommended that the functions of welfare officer and personnel officers should be precisely demarcated and that the former should not be responsible for dealing with disciplinary cases against workers or appears in court on behalf of the management against the workers in labour dispute cases. Personnel Management during 1970s: In the early seventies, as Punekar observes, the personnel field covered under three major areas of professional disciplines: (1) Labour welfare, (2) Industrial relations, and (3) Personnel administration.These three areas revealed the chronological order of the development of the personnel field. Immediately after industrialization, labour welfare, mainly social reformist in nature, came into the picture. The inevitable emergence of trade unions resistance organizations to employers opened the field of industrial (or Union-Management) relations. Lastly, with the development of scientific management of industry, personnel administration took root.The three areas of labour welfare, industrial relations and personnel administration were being looked after the three professional functionaries: (1) Welfare officer, (2) Labour officer, and (3) Personnel officer. However, in the early 80s, the area of labour officer largely merged with personnel administration and refers to as personnel management. Personnel Management during 1980s: In 1980s HRM was regarded as a specialized rofession such as that of other professional functions. In addition to industrial relations functions (although sometimes the industrial relations formed a separate branch), the personnel branch was responsible for varied functions i. e. , employment, safety training, wages and salary administration and research and development. Indeed, the activities involved in the personnel department were akin to those performed in this department in other western countries.Specially, where the personnel, industrial relations and welfare functions were combined in one department, three categories of activities relating to these functions were obtained. The personnel department involves in technical and allied services. Thus, industrial relation activities including contract negotiations, grievance handling, preparation and presentation of arbitration cases and research in labour problems; for educational activities including employee training, supervis ory training, organizational planning and management development, communication programs etc. for wage and salary administration, including preparation of job descriptions, job evaluations, incentive and profits sharing systems and executive compensation; for employment activities, such as recruiting, psychological testing, medical examination, interviewing, and employee record keeping; and technical services: health and welfare measures. The personnel manager’s role is to advice. Usually, advise the line and top management in respect of legal matters regarding the termination of services and transfer, human relations problems confronting the line managers and technical procedures in areas, such as wages and salary administration.In some instances, the personnel manager was required to advise management regarding the improvement of human climate in the organization. Human Resource Management during 1990s: During 1990s a new human resources management has emerged, especially a s a result of the globalization and liberalization. The economy and the policy of India is fast changing in the wake of liberalization policies mooted in year 1990. Consequently the form and content of capitalist relations between the various factors of production are undergoing a change.What has emerged a new era of HR Management? As a result of liberalization and globalization the human resources management and industrial relations have acquired strategic importance. The success of the new policies mostly depends on to a large extent, on the introduction of new industrial relations and human resources policies at the national and the organizational levels. The pressure of change is already visible in the economy and witnessed in the industrial relations and HRM areas.The world economic order is also changing rapidly. Evolutionary changes are taking place at revolutionary pace, largely influenced by the external forces, arising out of a desire to increase competitiveness and effici ency. Centrally planned economics are opening up to have their tryst with counterpart of free market economy. Structural adjustments and reforms are holding sway establishing primary of economic imperatives over dogmatic political compulsions.Organization today working in a commercially competitive global economic environment are struggling for their own survival and growth. The liberalizations and bold economic reforms by Government have thrown out many challenges and opportunities to the Indian industry. With explosion of the Information and communication technology, increased global competition, fast changing market conditions, the deregulations etc. organizations have to redesign their strategies and outlook to HRM.

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Benzophenone's nonpolar nature makes it insoluble with water (which is polar), soluble with methanol (which is of intermediate polarity) and soluble with hexane (which is nonpolar). This is because generally, like dissolves like nonpolar will dissolve nonpolar but not polar, and vice versa. But note that this is an imperfect science you would expect hexane to dissolve faster and more completely than methanol (because of the differing polarities), but the opposite occurred.This may be ecause of benzophenone's ketone group, which adds a slight polarity to the molecule, making it a little polar, although mostly nonpolar. Biphenyl, which is completely nonpolar, will have similar solubilities as benzophenone: insoluble with water (polar), partially soluble with methanol (intermediate polarity) and soluble with hexane (nonpolar). But with biphenyl (unlike with benzophenone) the solubilities are exactly as expected, because of biphenyl's complete nonpolarity.But that explains any difference s in solubilities between the two molecules. Polarity also played a role in the alcohol reactions: water, which is polar, will be insoluble with I-octanol (which is nonpolar), insoluble with I-butanol (also nonpolar), and soluble with methanol (polar). But it's a little more complicated: the carbon chain of each of these organic compounds will always be nonpolar and therefore hydrophobic, but as these are alcohols, the -OH group, which is polar and therefore hydrophilic, comes into play as well.So it's kind of a battle between the hydrophobic carbon chain and the ydrophilic alcohol group, and when the chain is long, as in octanol, it will overpower the alcohol. Conversely, in small alcohols like methanol (or ethanol etc. ), where the carbon chain is much shorter, it will exert a smaller hydrophobic force and the overall molecule will therefore be hydrophilic. The hexane-alcohol reactions had the opposite solubilities, due to hexane's nonpolar nature (and the rule of like dissolves l ike): soluble with I-octanol (nonpolar), soluble with I-butanol (nonpolar), and insoluble with methanol (pola

Naturalized Citizen Essay Example | Topics and Well Written Essays - 500 words

Naturalized Citizen - Essay Example The USA is the land of opportunity. I will now tell about the process of naturalization in this country. In order to become a U.S. citizen one has to file a petition for naturalization - the various forms for this purpose are Form N-400 if your age is above 18 years; Form N-600 if less than 18 years and Form N -643 for an adopted child - with the appropriate USCIS Service Centre. Such persons should have a good moral character and should have been lawful residents of the U.S. for more than five years , of which, at least six months should have been in the state from which the petition is being filed. They must have been physically present in the U.S. for at least two and a half years of this five year period. Petitioners are required to read, write and speak English. They must have knowledge of the history and government of the U.S; they should be attached to the principles of the U.S. Constitution and should be favorably disposed towards the USA. Such petitions must be signed by the applicant and must be attested to by two credible witnesses who are citizens of the U.S and who are personally acquainted with the applicant.

PM to rescue a project in trouble Assignment Example | Topics and Well Written Essays - 1000 words

PM to rescue a project in trouble - Assignment Example To ensure that one takes the right action, the cost expenditure in a project has to be measured consistently and accurately. The certainty of cost can be attained if all project activities are completed properly. There are a number of factors that can directly have an impact of a project’s final cost compared to the original budget plan on cost. Project changes and this involves unforeseen events, scope, execution method and levels of specification. There is also schedule whereby the sooner the completion of a project, the sooner a project does not incur costs. The foreseen events is another factor which means that although the original plan on cost where contingencies and risks are concerned, events can take place as foreseen although with a different impact on the affected cost elements. The control schedule enables a person to understand the variance nature and its cause, capturing of current schedule, determining the variance from the baseline of the schedule and responding by taking relevant measures. The control schedule helps to monitor and control a group by influencing what changes to be made before a project is affected. The control schedule keeps the expectations of a managing stakeholder through advice on the type of work, how it should be carried out, which members to carry it out, and the duration of time it will take. The control schedule gives advice on when a project can be reviewed and when the authorized product to be complete. Schedule management plan defines how a control schedule can be changed and managed. It articulates the variances of schedule performance thus defining the circumstances when schedule reserve can be used. Project schedule is a major and obvious input to control schedule since it consists of a daily schedule used to monitor and keep track of project work thus giving resource against results being managed as well as

The Urban Farmers Assignment Example | Topics and Well Written Essays - 500 words

The Urban Farmers - Assignment Example It is realistic that the provisions are fresh; thus, the hygiene and health benefits accrued remain evident compared to the provisions availed by various supermarkets whose sources rest unknown to Eugene’s consumers. In the present, the market provides an uncontested array of provisions ranging from farm products to local artwork. Therefore, the journal’s mission through the volunteered project would assert the ongoing clientele and pricing practices in the market. 0930hrs-0959hrs- assessment of the random population of consumer groups entering and exiting the market. It is realistic that 50% of the clients entering target vegetable products. Another 10% of the clients seek the attention of floral farmers. The remaining 40% population of clients targets plants and animal product farmers. 1000hrs-1029hrs- The clients’ visit distinct farmers in the market. It is evident from the random population of clientele that some of farmers could be unknown to the clients in accordance to the behavioral practices. 1130hrs-1200hrs- Analyzing the differences in prices. It is recommended that farmers need to implement similar pricing models, which would avoid the unfair competition prevailing in the current market structure. The volunteer program in the evaluating the customer counts at Alley Street and in assessing the pricing practices shown by the farmers served towards the recognition of the potential economic yield that one would accrue from consuming the local products. Personally, the social practices shown by Lane County Farmers’ Market participants influenced the perception that they were devoted to ensure organic farming practices for healthy consumption. I realized that the prices were different amongst the competing farmers. However, it is evident that the prices were economical compared to those stipulated by the giant supermarkets on the same products. Therefore, buying and consuming products from the Lane County