Ohm’s law Essay

Predictions 1. The longer the wire, the more it will resist the flow of electrons 2. The wider the wire the less resistance it shall have. 3. Copper will be the wire which has the less resistance. 4. The different types of wire will have different levels of resistance. Accuracy I am intending to also get a reading for the length â€Å"zero† also using the crocodile clips and keeping the circuit identical. This shall be my â€Å"control†. I suspect that there will be resistance both in the circuit wires and in the multimeters. This will mean that the values obtained for resistance of the wire shall be slightly too high. By subtracting the resistance value of the circuit wire from the resistance calculations I will get a more accurate set of results. Also as I intend to draw a best fit line for my results, if all the points are slightly too high the gradient will be dramatically altered. The way in which the readings are being taken is designed so that the readings are random but in an orderly way so that I can spot any mistakes. Method Method used The method used was identical to that explained under the planning section, above. The results (i. e. readings on the multimeters), were taken down and put into tables. The results were as follows: Results For nickel chromium wire, SWG 30 Length (cm) Width (mm) Current Readings (Amps) Voltage Readings (Volts) T3Length (cm) Width (mm) Current Readings (Amps) Voltage Readings (Volts) For nickel chromium wire, SWG 22 Length (cm) Width (mm) Current Readings (Amps) Voltage Readings (Volts) For copper wire, swg 30 Length (cm) Width (mm) Current Readings (Amps) Voltage Readings (Volts) Try 1 Try 2 Try 3 Ave. Try 1 Try 2 Try 3 Ave. For constantan wire, swg 30 Length (cm) Width (mm). Current Readings (Amps) Voltage Readings (Volts) For manganane wire, swg 30 Length (cm) Width (mm) Current Readings (Amps) Voltage Readings (Volts) Resistance values For Nickel Chromium Wire, SWG 30 Length (cm) Current (A) Voltage (V) Resistance (? )For Nickel Chromium Wire, SWG 28 Length (cm) Current (A) Voltage (V) Resistance (? ) For Nickel Chromium Wire, SWG 24 Length (cm) Current (A) Voltage (V)Resistance (? ) Patterns and trends It can be quite clearly seen in most of my results that when a graph of length and resistance are plotted the result is a straight line. In my case I have obtained a scatter graph with a very strong positive correlation. In graph 1 It can be seen that there are four straight lines passing through the origin. These straight lines are the values for Nickel Chromium at different gauges. The gauge values are as follows: Gauge Diameter (mm)   graph two, it can seen that this is not a relationship of direct proportionality as the correlation doesn’t â€Å"point† towards the origin. Also from graph one, it can be seen that the resistance increases as the length does. All these lines are straight and they all pass through the origin, so I think it is appropriate to conclude that Resistance is directly proportional to the length of the wire. Finally it can be seen from graph three that the resistance in different types of wire varies according to the type. Keeping the gauge constant this was tested and the results were as follows: Nickel Chromium is the most resistant, Manganane is the second most resistance, Constantan is third, And the least resistant is copper. All the evidence her proves that my results agree with my hypothesis. (c. f. section P). Evaluation Reliability The reliability of these results is quite good. This is because the procedure is relatively straight forward, and the numbers are not difficult to record. I think the results are certainly reliable enough to support both of my conclusions firmly. Anomalus results. There are a few anomalus results throughout the experiment. The resistance values in the table are not always increasing, and this is not always occurring at a steady rate. Good example of which are the readings for 40 and 50 cm on the copper wire. I think that this is just a mistake in taking down the results or possibly we didn’t wait foe the voltmeter to stabilize. Experimental errors These could include many things, the most likely of which are a short circuit, The wire may have heated up causing less resistance, and the readings on the multimeters could have been inaccurate. Further work This could include finding a more varied set of results, testing more types of wires. It could also include taking more readings to get better averages. I would suggest using all the rest of the equipment in the same way. Also one could try to investigate temperature changes by using insulated wires and a tray of cold/warm or hot water. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Electricity and Magnetism section.

British Gas HRM Case Study Essay

The UK enjoys a wealth of indigenous energy resources and has the technical expertise and experience to exploit them. Much of this expertise is being utilized in gainful commercial ventures overseas. In its position as one of the most energy-rich countries in Europe, the UK is uniquely placed to profit from a strong energy market. Expenditure on energy amounted to  £99.87bn in 2008. UK householders spent  £40.67bn on energy products, representing 5.2% of total consumer expenditure. Privatization has provided the impetus for competition, resulting in a major restructuring of the energy industries and the companies involved. Restructuring commenced in the late 1980s with the privatization of the gas sector, closely followed by similar moves in the electricity, coal and nuclear sectors. Oil resources had always been in private hands. Full liberalization was achieved in May 1999, with the completion of the opening up of the electricity market. All consumers, both domestic and business, are now free to choose their supplier of gas or electricity. A succession of bids, notably in the electricity sector where many of the regional electricity companies (RECs) are under new ownership, has changed the nature and structure of the energy industry. Thus, public electricity suppliers have evolved since privatization into complex structures embracing diverse businesses. Most have extended their interests into generation or are part of wider groups with major interests in generation. . Acquisitions by foreign concerns, notably from the US and from Europe, have created a much more international industry. The  £10bn take-over of Powered PLC by E.ON of Germany remains on track for completion in 2002. However, the  cost of acquiring energy customers has become too high for some US energy groups. The collapse of Enron Corp., the energy trading group, in November 2001, was threatening to destabilize energy markets in the US and Europe. 1.1 BRITISH GAS British Gas is Britain’s favorite domestic energy supplier. As well as providing gas and electricity, they also install and maintain central heating and gas appliances in millions of homes throughout the country. Part of the energy group Centrica, British Gas provides gas, electricity and home repair services to eight million home and business customers in England, Scotland and Wales. It is the UK’s largest operator in the installation and maintenance of domestic central heating and gas appliances, serving 16.6 million customers. In addition, their customers turn to them to provide expert, hassle-free care that takes care of their kitchen appliances, home electrics and plumbing and drains. Everything they do is driven by their desire to deliver high quality products and services. They operate in England and Wales under the British Gas brand name and as Scottish Gas in Scotland. Among a total workforce of 28,000, British Gas employs more than 9,000 trained engineers who carry out servicing and break-down calls. In 2008, 2.2% of its engineering workforce was female and 4.6% were from an ethnic minority background. Against the background of a highly competitive energy market, they continue to be the first choice gas supplier for millions of customers. What’s more, since the residential electricity market opened to competition in 1998, they’ve grown to become the largest supplier of electricity to residential customers in Britain. 2.0 Challenges faces by HR managers at British Gas Over the last 20 years, the workplace has changed in more ways than one could have ever imagined, resulting from the increase in technology, innovation and globalization, new employment legislations, different attitude in society, economic recession and ethnic diversification. The next decade will bring even greater change, impacting all facets of the workplace, including major changes for the HR department and HR managers. In order to respond to the demands of globalization, HR managers at British gas will require new  skills and competencies relating to language and culture, technology capabilities, methods to measure and quantify effectiveness and evaluate strategies and return on investment. Evidently, these skills and competencies will result in an emerging new role for HR managers, requiring them to be strategic business partner, supportive of the overall corporate strategy. The role of HR managers has changed from a less administrative role to more of a strategic role. HR managers will continually be required to prove their effectiveness and their existence. They will be expected to understand strategic business practices and promote cultural diversity within the organization. They will need to understand the core business of the organization and become partners with line managers. They will need to prove that their initiatives and programs are result-oriented, providing specific measurable results in terms of business competitiveness that contribute positively to the bottom-line of the organization. They will be required to stay current with leading edge as more and more organization is faced with the demands of globalization and strategic alliances with other competitive organizations in the energy sector in UK. Whilst the current economic climate is clearly influencing the agenda for HR leaders, the challenges of retaining, motivating and aligning em ployees remain a priority. The results show that more than ever there is pressure on HR to deliver real business impact, and to do so with HR costs constrained. (The green village, 2009) Intuitive talent management systems, designed for the business as well as HR, can play a critical part in ensuring the organizational adoption of any talent strategy. The number of respondents prioritizing the need for performance management, succession and career planning systems shows that HR managers realize the importance of enabling technology in executing talent management programs. Workplace flexibility is expected to be on the rise as the future workplace, the ‘virtual office’ is characterized by creative and flexible work arrangements. As more employees work off-site-up to two thirds of an organization in the 21st century – there will be an increase in emphasis on performance and results as opposed to the number of hours worked. In addition, off-site employees can expect to attend fewer meetings. Specified work will become much more collaborative and management will spend nearly all its time managing cross-functional work teams who enjoy a lot of autonomy. In essence, there will be a movement, a  trend towards a decentralized model of HR. HR managers will have to accommodate employees in their virtual work locations and find ways to manage corporate culture, socialization and employee orientation. In order to obtain and maintain a competent workforce, they must act as organizational performance experts and shape employees behavior without face to face meetings.( Research and markets, 2009) Globalization will impact HR managers by requiring new skills such as language capabilities. For e.g., in order to recruit employees from other cultures, HR managers will either have to learn new languages or else they will certainly have to have foreign speakers on staff. But in order to facilitate communication among p eople coming from a wide range of language backgrounds in UK. Organization must take into account cultural differences that shape managerial attitudes, when developing multinational management programs. For e.g., British managers value individual achievement and autonomy, whereas French managers appreciate competent supervision, fringe benefits, security and comfortable conditions, while Indian managers gives more importance of their culture and tradition. HR managers in British gas must therefore be familiar with and understand other cultural norms to promote organization diversity. An organization that recognizes and promotes cultural diversity will benefit because it will be employing the market that it serves. With increasing globalization and competition within the market, a diverse workforce is conducive to attracting and retaining a strong client base. While competing in an international market, employees from diverse national backgrounds provide language skills and understanding of other cultures. HR professionals will also be responsible for providing cultural sensitivity training for the organizations employees and for managers throughout the entire organization. (Czebter, Anamaria, 2002) HR professionals play a critical role in the globalization process by helping companies evaluate the human resource prospects and possibilities involved in moving to different regions of the world (Marsnik and Luthans, 1997). As the global economic crisis continues to impact businesses, employee retention is seen as the greatest challenge overall. This reflects the need for organizations to identify and retain top talent during a period when internal mobility is essential to retain a competitive edge and ensure  company survival as the UK economy slows. Since 2006, the ‘HR Challenges’ research has found that employee retention is the biggest concern for HR managers. In an unstable economy, employee engagement tools such as effective goal alignment, internal mobility, career planning and succession programs are essential for motivating the workforce. According to reports, almost half of HR managers named ‘a system to improve performance management, succession and career planning’ as the one thing that would help them do their jobs better in 2009. Whilst the current economic climate is clearly influencing the agenda for HR leaders, the challenges of retaining, motivating and aligning employees remain a priority. 3.0 HRM Models 3.1 Guest’s model of HRM David Guest’s (1989, 1997) model of HRM has 6 dimensions of analysis: * HRM strategy * HRM practices * HRM outcomes * Behavior outcomes * Performance outcomes * Financial outcomes The model is prescriptive in the sense that it is based on the assumption that HRM is distinctively different from traditional personnel management .It is idealistic, implicitly embodying the belief that fundamental elements of the HRM approach (essentially those of the Harvard map) such as commitment have a direct relationship with valued business consequences. However, Guest has acknowledged that the concept of commitment is ‘messy’ and that the relationship between commitment and high performance is (or, perhaps, was – given the age of this material) difficult to establish. It also employs a ‘flow’ approach, seeing strategy underpinning practice, leading to a variety of desired outcomes. Like its American predecessors, this UK model is unitarist (tying employee behavior and commitment into the goals of strategic management) and lukewarm on the value of trade unions. The employee relationship is viewed as one between the individual and the organizat ion. 3.2 The Harvard Model of HRM This map is based on an analytical approach and provides a broad causal depiction of the ‘determinants and consequences of HRM policies.’ It shows human resource policies to be influenced by two significant considerations: * Situational factors in the outside business environment or within the firm such as laws and societal values, labor market conditions, unions, work-force characteristics, business strategies, management philosophy, and task technology. According to Beer et al these factors may constrain the formation of HRM policies but (to varying degrees) they may also be influenced by human resource policies. * Stakeholder interests, including those of shareholders, management employees, unions, community, and government. Beer et al argue that human resource policies SHOULD be influenced by ALL stakeholders. If not, ‘the enterprise will fail to meet the needs of these stakeholders in the long run and it will fail as an institution.’ The authors also contend that human resource policies have both immediate organizational outcomes and long-term consequences. Managers can affect a number of factors by means of the policy choices they make, including: – The overall competence of employees, – the commitment of employees, – the degree of congruence between employees’ own goals and those of the organization, and – the overall cost effectiveness of HRM practices. 3.3 HR Activities of British Gas British Gas ran a number of diversity workshops, primarily for its senior and middle managers, to engage them and help them understand what the organization was trying to achieve and why it was trying to achieve it, and show them what a diverse workforce would look like ‘on their patch’. Meanwhile, all managers who are either involved in recruiting and/or managing staff and all recruitment specialists have undergone equality and diversity training to again ensure they fully understand what British Gas is trying to achieve and why, and are able to make decisions free from bias. When recruiting British gas use technical skills to undertake the work to the required standard to having the people skills to deliver excellent  customer services. As a result, recruitment and selection of apprentices and trainees is increasingly focusing on recruiting for attitude. Examples of attributes and competencies that British Gas looks for are listed on the Recruitment website and inclu de: ââ€"  Good communication, organizational and problem-solving skills ââ€"  Aptitude for team work ââ€"  Careful, accurate and methodical approach ââ€"  Polite, tactful, friendly, professional, with a pleasant manner for dealing with customers. With the change in emphasis away from pure technical skills to behaviors and attributes, there were initial concerns that the quality of the intake or the pass rates could drop within the Academy. Carole Willsher says: ‘We were a little worried that we would get apprentices and trainees with great people and communication skills, but who were technically not very good. But that’s not been borne out at all. The pass marks remain very high. It shows that if you’ve got the attitude to want to learn and get on, you can do really well All the recruitment policies, practices and literature have been reviewed to remove any gender or race bias. In addition, a thorough audit of policies and practices to remove any age bias was carried out at group level by parent company Centrica ahead of the Employment Equality (Age) Regulations in 2006. It brought to light the need to make a number of changes, the most significant of which was the removal of upper age limits for entrance to the British Gas apprenticeship scheme (Previously, the scheme was targeted at young adults in the 17–23 age range). British Gas is focusing this year on developing partnerships with organizations that have already built strong links with its target audiences, including Job centre Plus; the London Development Agency; housing associations and specialist groups including the Windsor Fellowship, a charity that offers educational and leadership programs to develop diverse young talent; Women and Manual Trades; and YWCA, a charity working with disadvantaged women in England and Wales. 4.0 Recruitment and selection The overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company. The three stages of recruitment and selection dealt with are 1. Defining requirements – Preparing job descriptions and specifications; deciding terms and conditions of employment; 2. Attracting candidates – reviewing and evaluating alternative sources of applicants; inside and outside the company, advertising, using agencies and consultants; 3. Selecting candidates –sifting applications, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contract of employment. (Armstrong, 2007) 4.1 British Gas Recruitment and Selection Process The greater focus on customer service skills and personal attributes is reflected throughout the recruitment process itself. The initial application form must now be completed online. Basic biographical information is requested, and applicants are required to complete basic Maths, English and logic tests. However, the key part of the application is a personality/work style questionnaire, which is used to assess an applicant’s suitability. Applicants must respond to a series of questions designed to assess their attitude to work and people. The questionnaire is lengthy, as similar questions are asked in a number of different ways to ensure consistency of responses. Applicants who score highly after this initial screening then have a telephone interview to confirm essential information – for example, to be eligible for the apprentice technical engineer program, applicants must be aged at least 17, must have four GCSEs at grade C or above, and must hold a full or provision al UK driver’s license. Those who pass this stage are then invited to an assessment centre. There are three elements to the assessment day – an interview, a role play exercise and a manual dexterity test. The interview is largely based around questions relating to the candidate’s completed online questionnaire to further assess their personal  attributes and competencies. Similarly, the role play is also used to assess a candidate’s attitude and whether they are able to understand and assimilate information, but more importantly, to see how they deal with customers. The test involves a practical assessment, but no gas-related knowledge is required – it is simply designed to assess whether the candidate is able to follow step-by-step instructions and handle small components. The recruitment process is lengthy but thorough and a big investment in terms of time and resources for British Gas, admits Carole Willsher. ‘But it’s been designed that way to ensure that we ge t the right people with the right skills who will fit into our organization and help us move closer to where we want to be in terms of having a diverse engineering workforce.’ Recruiting is an uncertain game, even at the best of times. On the other hand the larger your pool of candidates, the greater your chance of finding someone who is just right for you. However, this possibility has to be balanced again the fact that you can’t interview hundreds of candidates for every available post. So you need to develop the expertise of defining your job requirements, while ensuring that these requirements are presented to the widest possible field of candidates in the given context. (Pettinger and Allen, 2007) British Gas ran a number of diversity workshops, primarily for its senior and middle managers, to engage them and help them understand what the organization was trying to achieve and why it was trying to achieve it, and show them what a diverse workforce would look like ‘on their patch’. Meanwhile, all managers who are either involved in recruiting and/or managing staff and all recruitment specialists have undergone equality and diversity training to again ensure they fully understand what British Gas is trying to achieve and why, and are able to make decisions free from bias. Selection involves a number of costs; the cost of the selection process itself including the use of various instruments, the future costs of inducting and training new staff and the cost of labor turnover if selected staff is not retained. (Bratton and Gold, 2000) 4.2 British Gas Targeted advertising British Gas uses a variety of ways and media to appeal to its target audiences, including: ââ€"  advertising in magazines like ‘Bliss’ and ‘Sugar’ which are aimed at teenage girls, careers-type websites like Voice and The Asian News, and the gay media ââ€"  redesigning its recruitment advertisements in terms of both images and language to reach Out to people from more diverse backgrounds ââ€"  ensuring that marketing materials such as recruitment brochures and its dedicated recruitment website (www.britishgasacademy.co.uk) portray a diverse range of individuals to help challenge stereotypical attitudes and project an inclusive image – for example, the website contains a number of real apprentice and trainee profiles including Kirk (a BME apprentice technical engineer) and Maria (a female BME trainee electrical field engineer) ââ€"  producing DVDs for schools and partner organizations One of the key objectives of the diversity team is to increase the number of applications from under-represented groups. To attract as wide a range of talent as possible, the team has introduced changes to all areas of the recruitment and selection process, including developing partnerships with organizations that have already established relationships with their target audiences; reviewing all its policies and practices to remove any gender, race or age bias; and changing the emphasis from recruiting for technical ability to recruiting for attitude. 4.3 Outreach The diversity team adopts a number of positive action strategies to raise awareness of the different opportunities available at British Gas among under-represented groups including running taster days and building partnerships with organizations that already work with people who are among their target audience 4.4 Partnership working Recognizing that there are difficulties gaining access to under-represented groups, British Gas is focusing this year on developing partnerships with organizations that have already built strong links with its target audiences, including Job centre Plus; the London Development Agency; housing associations and specialist groups including the Windsor Fellowship, a charity that offers educational and leadership programs to develop diverse young talent; Women and Manual Trades; and YWCA, a charity working with disadvantaged women in England and Wales. Another way that British Gas is developing partnerships is by working with other large employers, particularly those that experience similar issues in the recruitment of a diverse workforce, such as the London Fire Brigade and BT Open reach. The aim of these relationships is to share best practice and data for benchmarking purposes. 4.5 Taster days British Gas regularly runs women-only and BME taster days, with the specific aim of attracting women and ethnic minorities into engineering and apprenticeships. The day is designed to give participants a clearer understanding of the engineering opportunities at British Gas. Attendees are given a presentation on the career paths available, an opportunity to meet engineers to find out what the job is really about, and a chance to question a panel of recruitment and training experts from the Academy. Taster days are usually planned to coincide with the availability of apprentice or trainee positions in a particular area, so that if people are interested by what they find out, they can apply while they are still keen. 4.6 Ambassadors British Gas has developed a network of engineering ‘ambassadors’ from its workforce – apprentices, trainees and qualified engineers – who provide support to the diversity team in recruitment and awareness-raising activities including school visits, careers events and taster days. They are  able to promote a positive side to engineering and their ability to tell people firsthand what they do on a day-to-day basis and what it is really like to work for the organization is a powerful tool in changing perceptions and in motivating young people, women and those from a BME background to consider a ‘non-traditional’ career in engineering. The ambassadors are also used as role models in promotional materials such as DVDs, recruitment brochures and the Academy’s dedicated website, and in media campaigns. 5.0 Training and Development Training enables people to perform better in their jobs, when they perform better they feel pride and fulfillment. (Allen, 1996) To attempt to identify the dynamics in an organization which demonstrate that development of self and others is being taken seriously at all levels and that such investment is having a positive impact on individual and corporate performance. Such a quest begs all sorts of questions, Does strategic training only incorporate that which has a quantifiable effect on business objectives.( Mabey and Salaman ,1999) 5.1 British Gas Training & Development At British Gas take training and development very seriously, beginning with an induction program that will give all the skills need to succeed. They want people training to be a rewarding and enjoyable experience, so have made sure that trainees are involved all the way through from day one until graduation. And trainees will find that the more they put in, the more they’ll get out, with the ultimate goal to be ready for a role within one of our existing British Gas Energy Sales teams. Trainees will learn not only about the history of British Gas, but also brand and what it means. Naturally this will include their fantastic products and services, so trainees’ have the confidence to talk to people about all their energy and home services needs. Company’ll also look at the important sales side of the role, helping trainees refine their existing skills, or develop new ones if they don’t come from a sales background. Once completed training, they’ll be supported through their first few weeks by an experienced buddy who will  be on hand to offer guidance and develop skills further. In addition manager will also regularly review progress and answer any queries so trainee won’t be left feeling on their own. In short, company has an excellent training package waiting for recruits. Training that will give them the skills and knowledge which, in addition to natural enthusiasm, will help take advantage of company position as the largest energy supplier in the UK when speaking with prospective and existing customers. Recruit’ll also be rewarded for efforts with continued development opportunities. 5.2 British Gas AcademyBBBBB Energy Academy Box 2: The British Gas Energy Academy Established in 2003, the British Gas Energy Academy (the ‘Academy’) was set up to address a severe shortage of qualified gas engineers. This was caused largely by the privatization of the gas industry in 1986, which led to major fragmentation of the industry – large organizations were broken up while new players entered the market, and the number of qualified engineers in the UK failed to keep up with demand. With a plan to recruit an additional 5,000 new engineers by 2007/08 to address this skills shortage, and recognizing the significant financial investment this would involve, British Gas created the Academy, bringing together existing internal training centers, the recruitment function and the management of third-party training. This facility enabled British Gas to recruit and train large groups of suitable individuals to become fully competent engineers. The Academy runs two types of training programs for those who choose a career as an engineer: it offers apprenticeships for individuals wishing to become technical engineers responsible for central heating system maintenance and installation, and traineeships, primarily for people looking for a career change, so they become qualified engineers responsible for maintaining electrical and gas appliances. In addition to training new recruits, the training centers are used for mandatory competency training and three-yearly assessments of trained engineers to ensure they maintain their skills and keep up to date with new information and technologies. Today: ââ€"  the remit of the Academy has since been expanded to handle all volume recruitment for British Gas, including call centre and sales staff as well as induction and skills training for call centre and operational agents and team leaders ââ€"  all  recruitment is channeled through a dedicated website, www.britishgasacademy.co.uk, which has around 38,000 visitors a month ââ€"  the Academy invests around  £30 million each year recruiting and training staff ââ€"  training is delivered at a number of purpose-built facilities across the UK, stretching from Hamilton in Scotland to hatcham in Berkshire. 6.0 Performance Management Performance management is a process on performance measurement approaches, such as the balanced scorecard. While the balanced scorecard offers a framework for the collection of strategic information, performance management ensures that results are used to influence the selection of planned actions and to foster the renewal of dynamic, competitive strategy. Unlike most tools and techniques, performance management is a continuous, enterprise-wide process, rather than a one-time, isolated event. Six Performance Management imperatives are Compliance Management, Profitability Management, Cost Management, Performance Improvement, and Business Innovation 6.1 British Gas Performance Management British Gas performance appraisals Serve as an objective basis for communicating about performance and Enable the employee to differentiate between unacceptable and acceptable results. Increasing job, inform new expectations about job performance and encouraging the open and trusting relationship with employees. Performance expectations are the foundation for appraising employee performance. Standards recognize is a baseline for measuring performance. From performance standards, supervisors can provide specific feedback relating the gap between expected and actual performance. 6.2 British Gas use following steps to review employee performances Ask the employee to meet for the review; have the employee estimate progress-to-date. Begin meeting by asking employee to estimate progress-to-date toward each goal. Listen to employee’s comments and take notes. Discuss progress and praise employee, Manager and employee need to engage in fact-finding and determining progress-to-date. It is vital that  regardless of how far away employee is from meeting the goal, manager praise him/her for his/her progress-to-date. Re-negotiate goals and/or resources where deviation is significant, If the deviation is downward, manager and his employee should discuss causes and solutions to agree on appropriate actions. Appropriate actions may include increasing available resources, agreeing on activities which will enable employee to meet goals or adjust the goals downward. If, on the other hand, employee is exceeding goals, manager should discuss how added effort and/or resources may be utilized to further exceed the goal. Manager and his employee may decide to add additional goals at this time as well. Write down new agreements and set a follow-up date, Take notes during the discussion. These should be used as a summary of the agreements so that both manager and his employee can review them. A new follow-up session should be scheduled at a time when the data will be available to evaluate progress toward the goal(s). Thank employee, But what if the performance has been below agreed targets; the appraiser must be able to review and set objectives which will improve performance. Performances discussions are monitored externally to ensure consistency .Staff are introduced to a series of mutual benefits. For the individual it stressed clarity of expectations, strengths, feedback on results and the improvement in motivation and ability to independently gain recognition. For the organization it stresses performance, team sprit, accountability, reduced errors and flexibility. Performance appraisals looks forward to agree standards, targets and training that will help improve performance and achieve company business objectives. 7.0 References Armstrong,M.(2007)A hand book of human resource management practice ,10th ed†¦,London: Kogan Page Hendry,C.(1995) Human resource management a strategic approach to employment , 1st ed†¦, Oxford: Butterworth – Heinemann Marbey,C and Salaman,G. (1998) Human resource management a strategic introduction ,2nd ed†¦, Oxford: Blackwell Publishers Bratton,J and Gold,j.(2000) Human resource management theory and practice ,2nd ed†¦,London: MACMILLAN press Schuler,R and Jackson,S (1999) Strategic human resource management , 1st ed†¦, Oxford: Blackwell Publishers Allen,J.(1996) Motivating people , 1st ed†¦, London: Kogan Page Forsyth,P.(2001) Developing your staff, 2nd ed†¦, London: Kogan Page Pettinger,R and Allen,K.(2007) Weekend MBA , 1st ed†¦, West Sussex: John Willy & Sons British Gas (2009)’Valuing Employees’, web page accessed on 19/12/2009 from http;//www.britishgas.co.uk Total Success (2009) ‘Performance Appraisals’, web page accessed on 13/12/2009 from http;//www.totalsuccess.co.uk Guardian (2009) ‘ British energy industry’, web page accessed on 10/12/2009 from http;// www.guardian.co.uk British Gas (2009)’British gas academy’, web page accessed on 17/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Our business’, web page accessed on 08/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Career influencers’, web page accessed on 15/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Resources’, web page accessed on 18/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’how we’ve structured’, web page accessed on 19/12/2009 from http;//www.britishgas.co.uk British Gas (2009)’Training and development’, web page accessed on 19/12/2009 from http;//www.britishgasjobs.co.uk

Marketing – Packaging of Raisins

Tiffany Eu, 7605325435 Packaging Assignment – Sun-Maid Raisins There are not many brands of raisins that are found on a shelf of a typical supermarket but compared to its competitors, like Newman’s Own Raisins and Champion Raisin, the Sun-Maid raisins packaging stands out. Since sun-maid raisins come in many different packaging sizes and forms, I will focus on their 15-ounce red box packaging. Sun-maid raisins stand out due to many factors like its visibility, the information given on the packaging, emotional appeal to its consumers and the workability of the packaging.At first glance, a consumer may see three main things on the box front: sun-maid’s well-known logo, the word â€Å"sun-maid† and the word â€Å"raisins† in the middle of a picture of fresh grapes and raisins. Sun-maid’s large yellow logo of the woman holding grapes, modeled after Lorraine Collett Petersen, has been the logo for sun-maid since 1915, three years after the brand w as started. Most of its consumers worldwide are familiar with this logo and it is positioned at the top of the box where it is very visible against the red background.For those consumers who are not familiar with the brand logo, the brand name â€Å"sun-maid† is states in large yellow font across the center of the box. The word â€Å"raisins† is also stated near the bottom of the box among a picture of fresh grapes and raisins to attract consumers who may be interested in buying raisins. Another smaller logo that was introduced recently, and is probably only temporary, saying â€Å"healthy food award† and â€Å"fitness† informs consumers that sun-maid raisins carries a â€Å"Fitness Healthy Food Award† assessed by experts on the â€Å"Fitness† magazine.This logo is supported by additional information about the award, formatted as a paragraph on the back of the box, and integrates methods of consuming these raisins into the paragraph. They su ggested to â€Å"sprinkle raisins on cereals, yogurts, salads or snack right out of the package. On the front of the box, it also states â€Å"since 1912† in smaller font below their logo in order to reassure its consumers of its reliability since it has been established for so long. On the sides of the box, sun-maid informs their consumers about their nutritional facts in a able and includes a brief summary of its benefits on the other side, such as â€Å"100% natural†, â€Å"no fat†, â€Å"no preservatives† and â€Å"naturally sweet and have no added sugar†. Although not much information is needed for eating raisins, sun-maid provides instructions on how to use their resealable bag inside the box on a reusable sticker that is used to reseal the bag of raisins. Furthermore, the packaging attracts consumers by evoking positive feelings, such as happiness. The bright colours, yellow and red, are cheerful colours.Yellow reminds us of the bright sun which we associate with happiness and nature while red reminds us of the deep red/purple colour of the grapes from which the raisins are made. There is also a feeling of nature and simplicity from the traditional look of the girl holding a basket of grapes in their logo and the feel of the cardboard box as opposed to a modern looking plastic container. The feeling of nature may also induce the idea of healthiness which will attract consumers to sun-maid raisins.Other than just appealing to the consumers by its looks, sun-maid’s packaging is also successful in the way that the shape of the packaging is also very functional. The rectangular shape of the box allows for easy storage and shipment while the tall height of the box maximized the packaging front that consumers see as they pass by it on a shelf. The box is also useful for protecting the raisins from being squished and the sealed plastic bag on the inside keeps the raisins fresh and easy to store after opening (since th e bag is resealable simply with a small sticker that they provide).This larger packaging is more environmentally friendly as compared to their smaller individual packs but sun-maid does not specify if they use recycled cardboard for their boxes and the plastic bag inside a cardboard box is a little redundant in terms of being environmentally friendly. The 15-ounce packaging of sun-maid raisin is successful for the many reasons states above. Shopping in a supermarket, I would, personally, choose sun-maid over its competitors subconsciously because of its packaging and perhaps also because it is a well-know and trusted brand.

Effective Approaches in Leadership and Management Essay - 2

Effective Approaches in Leadership and Management - Essay Example It is evident from the definitions that there is no major disparity between the two terms, and Kelly (2011) further stated that leadership and management interlinked and complement each other. This present essay looks into a scenario whereby a hospital is forced to close down one of its unit and undergone some restructuring. Under this scenario, the essay will compare and contrast how nursing leaders and managers would approach the mentioned scenario. Secondly, I will identify the leadership style that befits my personal and professional philosophy of nursing. Unit closure and restructuring In this scenario, it is assumed that the hospital will close down one of its unit and it could be because of various reasons that could range from lack of financial resources to support this unit or lack of sufficient human resource to serve this unit. Equally, the closed unit could include the mental healthcare unit or critical care unit. Upon closure of a significant unit within a hospital, it i s widely expected that the hospital will undergo restructuring in order to control the impact of closure. It is of essence to note that the closure of a unit could potentially lead to job loss, redeployment of staff, reduction of financial capital, or introduction of a new unit/ service. The approach of nursing leaders and managers in the mentioned scenario First, it is significant to note that in the mentioned scenario both a nursing leader and manager have to deal with the issue of change, and thus, how to manage and lead the hospital through the change that it would experience after the closure of the unit and during the restructuring. Kelly (2011) stated that leaders originate new ideas within an organisation, therefore, it is expected that the nursing leader will be the one who will foresee the significance of closing the unit and advocating for the restructuring of the hospital. The leader will then inspire and encourage the manager that it is the best course of action to take , after, which the manager will undertake the task of planning, organising, and coordinating the closure of the unit as well as restructuring the organisation. It can further be noted that the nursing leader will foresee the significance of closing the unit and restructuring the hospital because, leaders have long-term perspective on things while managers have short-term perspective on things, this is according to Clark (2008). With reference to the writings by Kelly (2011), it is correct to assert that the nursing leader will be the one who will originate the idea of closing the unit and even restructuring the hospital, this is because a leader is someone who can challenge the status quo while a manager easily accepts status quo. This means that the nursing manager is not the one expected to initiate the change process within the hospital. Since the above scenario involves change, the leadership and management style used by the nursing leaders and managers will determine if the ent ire process will be successful and smooth. In case, the nursing leaders and managers apply other approaches contrary to the humanistic approach, which Clark (2008) stated that it is suitable for the change process, then there is likely to be resistance from the hospital staff. However, she further noted that while leaders focus on people, managers focus on structures and systems. This therefore, means that the nursing leader will be involved in ensuring that the hospital staffs are well aware of the pending unit closure and even

Should minors under 18 years old be allowed to get an Abortion without Essay

Should minors under 18 years old be allowed to get an Abortion without parental consent - Essay Example The issue of abortion is extremely important not only for health and well being of the teenager but also for the family (Santelli et al., 2009). Hence, minors, under 18 years of age should not be allowed to get an abortion without parental consent. The teen age is that phase of adolescence where growing teenagers want to act like adults without being aware of the wider ramifications of those acts. Increasing involvement of teenagers in sexual activities without proper safeguard not only jeopardizes their life but acts like abortion may have long term hazardous consequences. The unwanted pregnancies amongst the minor become a major issue of shame and public outcast. The covert bid to abort the unwanted child therefore becomes key element which the minor tries to attempt without the consent of parents. Parental consent in abortion amongst the teenagers would provide the emotional support as well as ensure that child overcomes the traumatic experience with more understanding of serious repercussions of unsafe sex. It is also important to note that abortion is a legal medical procedure which is used to terminate unwanted pregnancies under safe environment (Lee & Cheryl, 2009).

Case Study-Ethical Decisions Study Example | Topics and Well Written Essays - 2500 words

-Ethical Decisions - Case Study Example As Crank (2003, pp. 329-331) points out, the first point of ethical formalism is that one should act in such a way that the behavior could be considered as universal. Now it becomes evident that it is not possible for Robert to further relax the parole criteria as he is convinced that further relaxation will result in the release of potentially dangerous criminals. So a further relaxation is not the right way because releasing dangerous criminals in order to empty correctional facilities is not a universally acceptable principle. The second principle is that one should not treat others as a means to an end. In this particular case it becomes evident that Robert and his parole board are being utilized by the government as a means to an end, thus, the act is unethical; the government tries to reduce overcrowding in prisons by forcing Robert to take unethical steps. If Robert decides to relax parole criteria trying to empty prisons, he will use the general public as a means to meet his own end. It is obviously so because in the case of further relaxation of the parole criteria the safety of public is compromised. The third principle is that one is free to choose how to behave and his autonomous behavior is to be independently judged on basis of Ethics and Moral Codes. In this case one can see that Robert will not decide to relax parole criteria if he takes a decision independently as he is sure that such a step will negatively affect public safety. So an autonomous action in this case would result in a decision not to relax the criteria. Admittedly, the responsibility of the parole board is to make judgments about the suitability of prisoners for their coming back to society. If this is the...Thus, the benefits of taking a decision to release inmates for community-based work on the ground of security guess work are plenty. First of all, it satisfies the existing security officers as they feel that William can protect their security and dignity. That means they wil l not take unnecessary leaves because of the perceived threat for their lives; firstly, due to the reduced inmate population and, secondly, due to th...

Is increasing knowledge making life more worrying and uncertain in Essay

Is increasing knowledge making life more worrying and uncertain in contemporary society - Essay Example While knowledge has always existed, in the traditional society it was established knowledge. Knowledge society on the other hand refers to the change in knowledge in different fields like political, economical, social and cultural life. Knowledge is essential for every activity in life be it in the form of sophisticated academic knowledge in the form of text books like medical science to common sense like how to look after ourselves and our children. The speed at which knowledge is produced and disseminated across the globe has been the root cause of the change taking place in the society. Knowledge in the contemporary society takes different forms and it is created and disseminated through multiple sites. To conduct their daily lives, people seek knowledge on health, jobs and relationships. There are numerous advisers and counselors available apart from the myriad of information available on the internet. Experts are known by different high-sounding names like therapists and planners. Even in spiritualism and healthcare there is virtually knowledge explosion. In the field of technology, enormous changes in people’s lives can be seen. The personal computer externally looks the same and is made of the same metals that it was same say 5 years ago but is much more powerful. The input of human intelligence added to it ahs rendered it powerful. Technology is used to reduce costs in manufacturing sector, in marketing and distribution. Technology has led foreign firms to outsource their back-office operations to distant lands like India. Local firms now have global networks. Communication technologies have rendered distant and size of corporations insignificant. Economic changes have brought about changes in consumption pattern, increased purchasing power in the hands of the people and the markets have become consumer-driven. Despite all these changes and advancements, knowledge society has created a risk society which is associated with the growth of the

Making Movies Research Paper Example | Topics and Well Written Essays - 1000 words

Making Movies - Research Paper Example Such an approach to language teaching and learning also provides optimum opportunities and avenues for consideration of Gardner’s multiple intelligence theory allowing for involvement and successful learning for all intelligences and learner types. There are a number of theories in relation to motivation but generally motivation is considered as intrinsic (learning for self) or extrinsic (learning for reward) (Atherton, 2010); among the many theories we find Maslow’s (1943) hierarchical theory, which purports five levels of motivation in terms of needs: physiological, security /safety, social, esteem and self-actualization. McClelland developed a system involving three types of motivational needs: power, affiliation and achievement (Christie, Jordan, Troth & Lawrence, 2007). Making movies provides stimulus for all motivational needs; it provides for extrinsic motivation by rewards pertaining to the final outcomes and assessment, together with peer and teacher praise. Intrinsic motivation is fueled by allowing students to be self-authored by writing their own scripts, which they then rehearse, edit and endorse; such activities provide more excitement and interest in learning and help promote confidence in students. Intrinsic motivation, inherent to self-determination theory, is influenced by three mental and emotional needs: competence, autonomy and relatedness (Alm, 2006). Movie making classes such as those described above increase competence by providing optimal challenges and effective peer and teacher feedback – both negative and positive – as well as praise. Autonomy is fostered because every student has choices and opportunities for self direction, thus feeding their need for internal control and the freedom to ascertain their own conduct. In terms of relatedness, movie making provides a feeling of security and cooperation among the group and the sense of each caring what the other says,

Contemporary Separatist Conflict Essay Example | Topics and Well Written Essays - 500 words

Contemporary Separatist Conflict - Essay Example While some find this acceptable due to various reasons, others do not approve of such strategies (Marianne Heiberg, 2007). Though the issue of separatism is a raging topic for debate and political contention in almost every country in the present day, it must be understood that it is simply not possible for all minorities to have their own political and geographical boundaries. However, the larger nation should recognize their presence, contribution and their aspiration to self determination when providing them with any set of rights (Metta Spencer, 1998). As long as both recognize and respect each other, separatism as a concept does not exist. As such, separatism today exists predominantly in the minds of people and is demonstrated primarily through violent and political means. People need to realize that demarcating territory on the basis of ethnicity is simply impossible in all cases as such areas are ethnically unclear due to a dispersed population. People need to realize that it is best to live together in a manner that provides for and encourages the right to self determination. After brutal wars such as in the case of the Balkans, many people realize that fighting has not achieved the intended goal and the only way multi-ethnic groups develop is by way of mutual coexistence (Margaret Moore, 2006). One of the best examples for such a successful approach can be attributed to the Danish minority that lives in the northern part of Germany. The Danish group have due representation in the parliament, have an education system with Danish as one of the major mediums of instruction and enjoy normal rights as other native Germans. This is one of the few examples where a minority lives normally within a large country where mutual respect and trust helps ensure the development of the region. Violence and separatism seldom help achieve the desired results in the present

Employee Motivation At Utiliscan. Utiliscan case analysis Essay

Employee Motivation At Utiliscan. Utiliscan case analysis - Essay Example As the paper describes the situation at Utiliscan, it also provides motivation strategies and the motivational plan for the company. Introduction Considering the fact that the company has a tight financial constrictions, Paul should have focused on the problems that are experienced within the company and in the workplace environment. Lack of trainings among the employees would necessarily mean that there will be no improvement in the workforce, according to the eighty-nine percent, that would at the end, hinder promotions. These are some of the factors that would lessen the motivation of the employees with their work. Another thing that needs to be given proper attention is on the part of the competitive employees whose working so hard and efficiently but not given the proper and deserving salaries. It is the relationship of the salaries versus the performance which can demoralize employees who is performing well in their jobs but the payment is not according to the seventy-four perc ent of the survey. Strict supervision among the workplace in the company is also a problem that needs to be addresses as it has being manifested in the seventy-eight percent of the employees. Favoritism among the employees are also regarded as not good on the part of the company and benefits should be equally regarded and must also looked upon well according to fifty-four percent of the survey held by Paul. One of the main problems that needs to be given due course is the safety of the employees according to the forty-five percent of the survey result among the employees. These employees claim that they felt not being safe and satisfied with the health conditions in the workplace. Not being safe on the part of the employees or danger in the workplace would definitely be an accountability of the company. The best way to do business on the part of the company is to keep their employees safe from harm and danger. Without the satisfaction on the part of the employees with regard to thei r health would hold back or obstruct employee’s performance that would hinder them submitting their best in the company. Motivation Strategies One of the main jobs of a manager specifically in the workplace is to assure that things concerning the company must be done through the employees and to be able to attain this, managers are responsible to motivate the employees to get things done. In spite of the big number of research that was done inline with motivation of the employees with their work, the subject is still absurd or not clearly understood and in the process poorly practiced. Motivation, to be able to understand, must deal on the understanding of the human nature and there where the problems were usually manifested. The reality about the human nature lies on the fact that it can be very simple and up the same time can be very complex too. Learning the appreciation and understanding of the human nature is considered as a prerequisite to effectively motivate the workf orce in the workplace and in achieving this, vial requirement on the part of the company is to have an effective management and leadership (ACCEL team development, 2011). There are several motivational strategies that the managers could be considered in dealing with the problems in the company and the managers must necessarily be aware of the advantages as well as the disadvantages of each. It is relevant on the part of the manager how to effectively motivate the workers in the workforce to be efficient. How does the effectiveness would vary from certain situations to another? 1. Team work. Most of the managers are forming work groups to lower the level on the peer pressure. This is found to be an effective means of motivation 2.

Globalization & new trend Essay Example for Free

Globalization new trend Essay Globalization is the hip and new trend when the discussion focuses on certain social aspects like technology, economy, business, commerce, media, entertainment, sports and communication. This is owed generally to the impact of globalization to the way individuals live in the modern day, 21st century world. Globalization is the idea that individuals can reach each other despite geographical and other boundaries that made globalization impossible before and kept life strictly local or regionalized. With the entry of the trend of globalization, the world has embraced a new concept of the world which is now closely interlinked, countries acting like small communities that houses citizens that can freely interact with citizens of another countries in real time despite the thousand miles of separation and the difference in time zones. Many believed that globalization is generally a good idea – viewers in China can watch the National Basketball Association Finals game real time, while students in Pakistan, Australia and Greenland can talk with each other simultaneously via the use of the Internet. Banking became flexible and ceased to be country-centric, and trade and commerce saw a bigger opened door that pitted international and local businessmen in a toe-to-toe battle since globalization in trade and commerce commenced. But not all of the effects of the globalization is viewed as a very positive spin on things. Everyone has caught the globalization bug, and to make sure that they do not get left behind, the street gangs of the United States of America has also stepped up and made important restructuring steps to ensure that the operation of their specific gangs transcends localized action. The street gangs of the US has gone global, and why not? As much as it is a peer group that grows because of the fulfilment of what street gangs promises to provide its members, affiliates and partners in a personal level (affinity, protection, a sense of belonging and brotherhood, etc), these same street gangs of US are also thriving because of their role in local (and now, global) albeit sometimes illegal economy. What does it mean to have a US street gang globalized? It does not directly mean that these gangs establish branches outside of US territory, say for example, Crips-China or Bloods-South Korea: this idea is at worst preposterous since the very core idea of the formation of street gangs is the creation of a self imposed fiefdom over a particular neighbourhood which they consider as their turf, the seat of their power. The creation of branches or extensions in other places or other countries will make these loosely structured gangs akin to the rigid structuring of legitimate fraternities, which they are from. While it is not far fetched that the idea of branching out happened to any of the street gangs in the US sooner or later, the globalization of these gangs is not merely defined or limited using this particular precept: they become globalized once their ‘operation’ ceases to be limited to localized action, distribution and supply pipeline construction; they become globalized when they maximize and utilize any and all available technology so that they connect with other gangs and similar entities across the globe; they become globalized when their existence becomes a part of pop culture or socially shared common knowledge even in places they haven’t even been before, due mainly to the role of mass media and how gangs are always included in entertainment materials beamed and telecast in different parts of the world, introducing them to this kind of social strata; they become globalized when their status improves to that of global prestige and renown. Klein (2001) supports the thinking of the natural course of pattern of growth of local US street gangs going outward, saying that we have exported our American street gang culture abroad and adding that there are Crips in the Netherlands and that the particular forms of European gangs seem similar to those to be found in the United States (pg 237). These copycat street gangs followed the same US street gang roles in their own countries, doing their part in their part of the world while US street gangs did theirs in America. Schaeffer (2002) said that foreign mafias were based close to drug supplies but far from US government prosecutors. This meant they were better placed to obtain drugs and evade the law, particularly since government authority was weak in their host countries. There were also able to establish connections with young, aggressive street gangs based in US immigrant communities (pg 356). The Triggers of Globalization – Like all of the other aspects of life affected by the entry of globalization, these street gangs did not just go global by itself; instead there were external triggers that acted as catalyst towards the change that these gangs experienced from being local entities to global participants. The triggers prompted the change; they allowed the gang members to see the potential and possibility of going global, in effect selling the idea of globalisation to these groups and enforcing the compulsory change at the same time. Some of these triggers include internet, telecommunications infrastructure, music, written media and movies. More and more people are becoming more cognizant of these gangs and how they work, and many impressionable kids who want to emulate the characteristics of the gang members utilize the internet for information. Even the amount of related literature available about US street gangs is voluminous, owing to the fact that street gangs and their lives and actions has been intensively chronicled by news as well as academic studies resulting to written works published both via the Internet and traditionally. Even in popular movies, music videos and television shows, US street gangs have already earned a niche as a particular group present in the modern day setting. These allowed the US street gangs to earn international notoriety and fame, and at the same time advertise themselves to the worldwide audience. At some point, these tools blew the US street gangs out of the proportion – they were overrated but criminal organizations put them inside their operations, and the resulting globalized popularity made law enforcement efforts versus street gangs in the country more stringent and strict. Conclusion – Globalization is a freight train that bumps off anyone that stands in the way, and street gangs in the US will not be exempted from the impact of globalization. Not that these gangs considers this as a bad thing to happen to them; its just that globalization imposed itself upon these gangs and not the other way around, globalization dictating the terms to which street gangs made itself amenable too, in exchange for effects that made US street gangs see more than one reason to thank globalization. Something happened to US street gangs, and that is globalization, and like any other social aspect affected by globalization, the US street gangs are changing and metamorphosing – for one, they are far from the ethos of old-school street gangs which exist solely to establish and maintain their fiefdom and establish a social status quo to their liking, particularly those under the blanket of underground and subculture worlds where sin and city merges. Now, street gangs are more business minded; they make themselves effective business entities not by power dressing nor by publicity campaign, but by the use of the only remnant of the old street gang type, a feature still found in the new and globalized street gang – violence, raw power and intimidation. The neighbourhood is now not merely a place they fight for group pride and bragging rights; it has become more important to them because it is an important section of the global pipeline to which their operation and existence depend, may it be drugs, counterfeit money, small arms, black market technology, intelligence, prostitutes, automobiles, gambling etc. Looking at the history of street gangs, it is quite predictable that such international networks would be developed sooner or later, and it is found in the very nature of the creation of street gangs. Going back to the time when the US is still starting to become a new place in the world where people can live, many different individuals with varying ethnicities and cultural background flocked the country. Naturally, there will be groups that will be dominant over the other, and there will be minority groups whose members will soon try to assimilate with those of their own ‘kind’. These are a fairly tribal instinct. Soon, the disharmony that exists between the ruling majority and the minority will become intolerable that a new group will try (and will either succeed or fail) in usurping the former majority group. This will be the cycle inside the society, and those who will grow up will find these affiliations necessary for self preservation. This is the formula that created all African-American street gangs, all Latino street gangs, all Chinese-American street gangs, all Japanese-American street gangs, etc. Soon, these groups with lineage in other countries beside America will be reconnected with their home country, and being American-Japanese, American-Chinese, and American-Mexican allows for the creation of a connection between these two countries. What the street gangs do in the US will be offered in the country where they have an affiliation to (i. e. the Latin Kings participating in drugs, guns and prostitution operations undertaken by Mexican or even Colombian crime lords, the street gangs acting as pawns and small, localized lords representing big, transnational criminal organizations). Even the transformation is natural; street gangs is as much a separate and independent type of social group as it is an integral part in the growth and regression phases of criminal groups that were once street gangs that become powerful criminal organizations and regressed back to becoming small, street gangs. Huff (1996) comments, For decades, very few gangs have evolved from adolescent street gangs into adult criminal organizations (pg 74), while for Repetto (2006), these groups have the tendency sooner or later to experience regressing from sophisticated criminal cartels back to street gangs (pg 9). References: Reppetto, Thomas. (2006). Bringing Down the Mob: The War Against the American Mafia. Henry Holt Company, Incorporated. Ronald, Huff C. (1996). Gangs in America. University of Michigan. Sage Publications. Ronald , Huff C. (November 2001). Gangs in America III. SAGE Publications. Schaeffer, Robert K. (January 2002). Understanding Globalization: The Social Consequences of Political, Economic, and Environmental Change. Rowman Littlefield Publishers, Inc.

Philosophy and Ethics Essay Example for Free

Philosophy and Ethics Essay What is Ethics? Ethics is a branch of philosophy, which is the study of what is right and wrong. Ethics is an action of feeling. If you are walking on the street and you see a homeless person, you would ask yourself questions like this: How should I act? Should I help or ignore? When making decision how to ask and listen to your feelings what is wrong or right to is called â€Å"Ethics†. There are many examples that can describe ethics, but people like to explain ethics in an easy way in which everyone can be talking and everyone can be involved in this topic, such as law. By asking questions like: Can laws be wrong? Do laws apply to every citizen in Canada? Why do we need laws? Can laws be changed? These are the kind of questions that can explain ethics. Ethics come from a Greek word â€Å"Ethos†, which means character. This tells that ethics study the action that can be good or bad. The term â€Å"ethics† is often call â€Å"morals†, which comes from a Latin word â€Å"mores†, which means character, habit or custom. Ethics is identifying as morality in philosophy. Why ethics is important to study? Ethics is very important for human life. Ethics teach you how to act. Without ethics, our actions would be unplanned and pointless. If we want to be successful in our life we can do this in only one way and this way is learning about ethics. Everyday people are dealing with ethics and moral issue. For example, you didn’t do your homework last night what should you do should you tell your teacher the truth or should you lie say that you forgot your homework at home or do a bit of both, if your not sure what to do, then this a good chance to learned it study in class. If we study ethics deep it will help are know better for the future and will help us to be successful in life by knowing what right and wrong. What is Metaphysics? Metaphysics comes to us from Ancient Greece meta, meaning higher beyond earth physics or invisible physics. Metaphysics is the branch of philosophy, which study what is reality. It answers the question What is?†. American philosopher Wilfrid Sellars said that metaphysics is the study of how things hang together, and many other philosopher have called it as the first philosophy. So, metaphysics study reality, what can be meaning of life, and if we can talk about the thing that don’t exist. Why is Metaphysics important? Metaphysics is the heart of philosophy. Without a clarification or an interpretation of the world around us, we would be helpless to deal with experience Metaphysics tells if the reality is absolute. It has a specific kind self-regulating of our thoughts or feelings. The world around us is real. Metaphysics is very I important to be study in class because it makes you think more and tells you what reality what should you know or believe that it true. What is Epistemology? Epistemology is the study of knowledge. It answers the question, How do we know? it can be concepts, logical reasoning, as well as thoughts, ideas, memories, emotions, and all things mental. It is describe how mind is related to reality, and whether these relationships are usable or unacceptable. Why is Epistemology important? Epistemology is the clarification of how we think. It is needed in order to be able to decide the true from the false. It is needed in order to use and find the knowledge of the world. Without epistemology, we could not think. We would not be able to distinguish truth from error. Epistemology is correct is the step to which we could understand reality. We all go to school to get some education which means knowledge is have knowledge you are a genius why not studying in class this discipline and learned why do we need to know things why do they help to know more. How does knowledge make our lifes easier. What is Aesthetics? Esthetics is the study of art, and beauty. It also, tells the meaning of art and the importance of art. Why is Aesthetics important? It is important to know what is Aesthetics because it is everywhere in everyday life. You see e person you will say is the person is beautiful or not, if so, what makes it beautiful. It makes you think more, and it also teach you how to judge art and beauty. What is social and Political Philosophy? Is the study of how people can regulate and organized their selves. Social philosophy talks about variety of subjects, from individual meanings to legality of laws. Political philosophy is the study of questions about the city, government, politics, liberty, justice, property, rights, law a legal code and explain how do they work. Why is Social and Political Philosophy Important? It is important to know about Social and Political Philosophy because the main point of a country that maintain regulation is politic such as law, rights, freedom every Canadian citizen should have knowledge on this topic and see how they affect people. What is the Philosophy of Science? The Philosophy of Science is the study of science and how science work and why do we need it to know it and explains what is science, it also tells if there is any science or there is just philosophy. Why Philosophy of Science is important? As we know since has changed people lifes and has make a better life for everyone, so it is important to know we came till here and what can we do for future to make it better, as we all use computers has been having a big affect in our lifes why not trying to know how it is important for us.

How has psychological well being been measured

How has psychological well being been measured Psychological well-being is an important concern for individuals, communities, and health services throughout the world, not only because of the costs associated with psychological ill-health, but also the loss of quality of life for those affected by and their relatives (Nilsson K W, Leppert J, Simonsson Bo, Starrin B., 2008). Kellam et al., (1975) believe that mental health is broadly perceived to consist of two conceptually independent dimensions. One dimension is the principal component of the traditional psychiatric view of mental health, which is known as psychological well-being, and the other is called social adaptational status (SAS). This dimension provides a societal view of the capability of the role functioning of the individual (Petersen A.C, and Kellam S.G., 1977). Psychological well-being focuses on the individuals feelings and other features of psychological functioning. Self-reports are a primary means of measuring this dimension for individuals who are able to evaluate their own psychological well-being. Many scholars have utilized the term psychological well-being for various aspects of mental health or psychological functioning. A number of researchers have also measured concepts related to our conception of psychological well-being, but have named them differently. Especially recently, scholars have frequently used psychological well-being to describe subjective self-reports about the quality of life (Bradburn and Caplovitz, 1965; Campbell et al., 1976 cited in Petersen et al., 1977). Petersen A.C, and et al., (1977) defined it as an internal, individual view of mental health. In the same line, Peteson et al., (1977) declared that psychological well-being is a multidimensional concept which consists of various aspects of psychopathology, self-esteem and other positive aspects of self. Although it may not be possible to define what Mental Health precisely is (Public Health Institute of Scotland 2003), but it seems necessary to realize the main factors which form a persons mental health or mental well-being. Mental health is generally described as, the ability to develop psychologically, socially, emotionally, intellectually and spiritually as well as the ability to, initiate, develop and sustain mutually satisfying relationships, use and enjoy solitude, become aware of others and empathise with them, play and learn, develop a sense of right and wrong and to face and resolve problems and setbacks satisfactorily and learn from them (Edwards 2003). Moreover, the measurement of health outcomes is essential to the development of health services (Hopton J L, Hunt S M, Shiels Ch, and Smith C. (1995). The Scales of Psychological Well-Being measure (SPWB) (Ryff, 1989) includes 84 items rated from 1 strongly disagree to 6 strongly agree. The SPWB consists of six subscales with 14 items in each. These are: (a) self-acceptance, (b) positive relations with others, (c) autonomy, (d) environmental mastery, (e) purpose in life, and (f) personal growth. Ryff has demonstrated the SPWB as a reliable and valid measure of well-being (1989b; Ryff Keyes, 1995). Cronbachs alpha for the 20-item scale ranged from .86 to .93 and there was excellent test-retest reliability over a six-week period (R: range from .81 to .88). The generic 22-item Psychological General Well-being Index (PGWB) has shown to be the most commonly employed questionnaire to assess psychological well-being in adult with a problem such as growth hormone deficiency (GHD) (Dupuy HJ, 1984). This questionnaire consists of six subscales (Anxiety, Depression, General Health, Positive Well-being, Self-control and Vitality), and a Total score. Yet, General Well-being Index (GWBI) is another generally used scale which is employed in problematic situation. This scale is known to be very similar to the PGWB with only some minor differences in vocabulary, for instance blue becomes sad on the British version, five response categories rather than the six, and also question order. In two samples of British patients with depression validation of the GWBI showed construct validity and high internal consistency reliability for the whole scale (in the range 0.92 0.96) (Hunt SM, McKenna SP., 1992). The GWBI contains 22 questions, each with five response options (scoring from 1 to 5). The options have been worded in a different way for each question, to define the intended meaning (e.g. During the past two weeks, have you been waking up feeling fresh and rested? Every day Most days Less than half the time Not often Not at all). As it is clear, half of the items are positively worded and the other half negatively. There are no reco mmended subscales. The GWBI Total score is the sum of all 22 items (after reversing the negatively-worded items), and ranges 22-110. Higher scores designate worse well-being (McMillan C V et al., 2006). McMillan C V et al., (2006) examined reliability, structure and other aspects of validity of GWBI in a cross-sectional study of 157 adolescents with treated or untreated growth hormone deficiency (GHD), and sensitivity to change in a randomised placebo-controlled study of three months growth hormone (GH) withdrawal from 12 of 21 GH-treated adults. The findings demonstrated that respondents found both questionnaires acceptable. Factor analyses did not show the existence of useful GWBI subscales, but confirmed the validity of measuring a GWBI Total score. The W-BQ12 is recommended more than the GWBI to assess well-being in adult GHD; it is to a great extent shorter, has three useful subscales, and has greater sensitivity to change. Another generic measure of psychological well-being is the Well-being Questionnaire (W-BQ). The 12-item version, the W-BQ12, is derived from the longer W-BQ22. W-BQ12 This has been employed in several studies to assess the effects of new treatments and interventions in diabetes (Bradley C, 1994), a condition for which it has good internal consistency and validity (Plowright R, Witthaus E, Bradley C., 1999). The W-BQ12, nevertheless, has less respondent burden than the W-BQ22, and redresses an imbalance between numbers of positively worded and negatively worded items in the longer questionnaire (Riazi A, Ishii H, Barendse S et al., 1999). Hopton J L, Hunt S M, Shiels Ch, and Smith C. (1995) also investigated the validity of a 22 item measure of psychological well-being and the adapted common well-being index (AGWBI) in 266 patients, who ranged about 16 or over years old, drawn from the computerized list of one general practice in UK. The findings are largely supportive of the validity of the AGWBI and propose that it may be suitable in the evaluation of several developing areas of primary care. In Barlow J. H, Cullen L. A, and Rowe. L. F study on 82 rheumatoid arthritis patients, the psychological well-being was evaluated employing the hospital anxiety and depression scale (HADS) (Zigmond A.S, and Sniaith R. P., 1983). The HADS contains 14 items (7 for anxiety and 7 for depression), which is quick and easy to complete, and posses established reliability and validity (35). The HADS was designed to identify the presence and severity of relatively mild degree of mood disorder in non- psychiatric, hospital out-patients. S cores range from 0 to 21, with the higher scores signifying greater anxiety and greater depression (Moorey Greer S, and Watsa M, et al., 1991). In a number of studies, scholars have utilized General Health Questionnaire (GHQ) for evaluating well-being over a whole lifetime (Nilsson K W, Leppert J, Simonsson Bo, Starrin B., 2008). Goldberg D.P et al. (1970) designed the GHQ to detect psychiatric disorder. This questionnaire evaluates the individual present functioning from his or her usual state. GHQ has several types such as 60, 32, 28, and 12 items but the most popular type of the GHQ is 28 items which has four subscales as follow: A. Somatic Symptoms (items 1-7) B. Anxiety/Insomnia (items 8-14) C. Social dysfunction (items 15-21) D. Severe depression (items 22-28) These individual subscales are merely used for diagnosis of information and identification purposes, while the total subscales score is used. Ryff (1989) developed a multidimensional model designed to capture the broad elements of eudemonia. And six dimensions of well-being are identified which include: self-acceptance, positive relations with others, autonomy, environmental mastery, purpose in life, and personal growth. The Scales of Psychological Well-Being (PWB; Ryff, 1989) indicates the ways in which people react to a range of specific experiences, such as community relocation (Ryff Essex, 1992). Ryffs measure of PWB is relevant to analysis of experience of either advantage or adversity over the lifetime (Ryff Singer, 1996 cited in Grossbaum M F, and Bates G W. (2002). The Scales of Psychological Well-Being measure (SPWB; Ryff, 1989b) contains 84 items rated from 1 strongly disagree to 6 strongly agree. This scale also consists of six subscales with 14 items in each. These are: (a) self-acceptance, (b) positive relations with others, (c) autonomy, (d) environmental mastery, (e) purpose in life, and (f) personal growth. Ryff (1989b; Ryff Keyes, 1995) established the SPWB to be a reliable and valid measure of well-being. Cronbachs alpha for the 20-item scale ranged from .86 to .93 and over a six-week period the reports showed excellent test-retest reliability (rs range from .81 to .88). Allardt (1981) suggested a model for evaluating well-being in academic setting. Allardts model of well-being is categorized in to four variables of (1) school condition (having), (2) social relationship (loving), (3) means for self-fulfilment (being) and (4) heath status. The School well-being model origins from Allardts sociological theory of welfare and is constructed to measure well-being in educational settling (Konu Rimpela, 2002). In this model, well-being is associated with teaching, education, learning activities and outcomes. Allardts model Means for self fulfilment contains situation for each student to act according to his/her own resources and capabilities. Health status is assessed based on students symptoms, diseases and illnesses. The main preference of this model is due to its diverse sub categories of well-being in students life in educational centre as well as considering the impact of pupils homes and neighbourhood. Allardth further in 1989 developed his model cross tabulating having, loving and being with the dichotomy of objective and subjective indication and obtained six cells of different types of indicators. According to the literature, Allardth model is employed in this relationship study to measure international students well-being.

Detecting Wireless LAN MAC Address Spoofing Essay -- Technology Techno

Detecting Wireless LAN MAC Address Spoofing Abstract An attacker wishing to disrupt a wireless network has a wide arsenal available to them. Many of these tools rely on using a faked MAC address, masquerading as an authorized wireless access point or as an authorized client. Using these tools, an attacker can launch denial of service attacks, bypass access control mechanisms, or falsely advertise services to wireless clients. This presents unique opportunities for attacks against wireless networks that are difficult to detect, since the attacker can present himself as an authorized client by using an altered MAC address. As nearly all wireless NICs permit changing their MAC address to an arbitrary value – through vendor-supplied drivers, open-source drivers or various application programming frameworks – it is trivial for an attacker to wreak havoc on a target wireless LAN. This paper describes some of the techniques attackers utilize to disrupt wireless networks through MAC address spoofing, demonstrated with captured traffic that was generated by the AirJack, FakeAP and Wellenreiter tools. Through the analysis of these traces, the author identifies techniques that can be employed to detect applications that are using spoofed MAC addresses. With this information, wireless equipment manufacturers could implement anomaly-based intrusion detection systems capable of identifying MAC address spoofing to alert administrators of attacks against their networks. Introduction MAC addresses have long been used as the singularly unique layer 2 network identifier in LANs. Through controlled, organizationally unique identifiers (OUI) allocated to hardware manufacturers, MAC addresses are globally unique ... ... Network administrators and intrusion analysts need to be aware of the risks associated with 802.11 network deployment, and the techniques that can be used to identify malicious client activity. Works Cited AirJack. â€Å"Advanced 802.11 Attack Tools.† URL: http://802.11ninja.net/ (12 Nov 2002). FakeAP. â€Å"Black Alchemy Weapons Lab.† URL: http://www.blackalchemy.to/project/fakeap/ (19 Dec 2002). IEEE. â€Å"IEEE OUI and Company_id Assignments.† URL: http://standards.ieee.org/regauth/oui/oui.txt (13 Nov 2002). Malinen, Jouni. â€Å"Host AP driver for Intersil Prism2/2.5/3.† File: README.prism2, URL: http://hostap.epitest.fi/ (13 Nov 2002). Schiffman, Mike. â€Å"Radiate 802.11b frame handling.† URL: http://www.packetfactory.net/projects/radiate/ (13 Nov 2002). Wellenreiter. â€Å"Wireless LAN Discovery and Auditing Tool† URL: http://www.remote-exploit.org/ (19 Dec 2002).

rocking horse winner Essay -- essays research papers

D. H. Lawrence's "The Rocking-Horse Winner" is a classic modernistic story about a family filled with inner conflicts all portrayed through the innocence of a young child. Tortured by a house that whispers to him, Paul tries to gain his mothers missing affection by presenting that he posses luck which gives him money. He presents this luck by picking the name of a winning horse while riding his rocking horse. The whispers which state "there must be more money† disturbs Paul and he believes it exists because his family does not have enough money. Paul drives himself to a state of insanity and perishes because of this. This story is written in a radiant way which displays several ironic situations and statements. Here are four examples of different ways irony is present in the emblematic short story, "The Rocking-Horse Winner". One example of irony present in the story is at the end of the story on pg.90, when Paul is suffering and is in his last phase before death. Paul says to his mother â€Å"I never told you, mother, that if I can ride my horse, and get there, then I’m absolutely sure-oh, absolutely! Mother, did I ever tell you? I am lucky.† And his mother replies â€Å"No, you never did.† This is ironic because Paul had mentioned to his mother that he was lucky on more than one occasion and it goes to show that his mother did not show affection for her son and listen to the things he had to say. Paul mentioned being lucky to his mother on pg.78 stating â€Å"I’m...

Essay --

In both Things Fall Apart and Antigone, Okonkwo and Creon faced many similar difficulties along their paths to their predetermined fate. In white men trying to convert Okonkwo’s village to Christianity, ultimately leading to the suicide of Okonkwo. And in Antigone, Creon faced difficulties as well. King Creon, a dictator, creates his own laws without considering the desires of the people. Creon declares Polyneices not to be buried, punishes and kills Antigone for trying to give her brother a proper burial, lets no one mourn his death (SP4). Although Creon didn’t kill himself he has to live with his knowing that he brought this tragedy on himself. Both characters were challenged together in separate ways with both unfortunate outcomes. In both stories we know that Okonkwo and Creon rule by fear and they both believe that having power is the most important thing; it isn’t (SP1). That trait of fear of weakness may as well of been both Okonkwo and Creon’s trag ic flaw which caused the two their devastating downfall. Likewise, to make decisions, they use their own reasoning rather than consulting or listening to others. This is what compels us to believe why they had their downfall in each of the stories. They are similar, Okonkwo and Creon, in the way that they both are the two tragic heroes. They both are challenged in the way that their lives have been upset by something new. Antigone’s attempt at a heroic action, burying her brother when it was against Theban law to do so. The Theban law prohibited the burial of those that were not loyal to Thebes; however Antigone did so anyways (SP1a). She created chaos for Creon when his whole family died. Creon supposes that all his decisions benefit the whole community, whereas they really on... ...sively never end up in their favor anyways. In both Antigone and Things Fall Apart, they were challenged in ways where at first they believed their verdict of the situation was appropriate and equitable they come to realization at the end that they were very incorrect in thinking so. Okonkwo finds, at the conclusion of the book that everything he ever aimed to become was essentially inevitable. Mirthfully enough, he becomes just like his father, a disgrace to the clan. Creon as well realizes his fault at the end of the book, where he has his anagnorisis. He understands that making this law, and entombing Antigone lead to the death of all his loved ones. The two together rule by fear and don’t like showing weakness. They are oblivious to the desires of those around them, and don’t take into account that the view of the people and their families may be quite different.

Using the Symbolic Interaction and the Cybernetics Theory

ST. PAULS UNIVERSITY-NAIROBI CAMPUS NAME: SAKWA M. JAMES ADM NO. : 0915/11 UNIT NAME: THEORIES OF HUMAN COMMUNICATION ASSIGNMENT: REACTION PAPER BASED ON THE MOVIE THE BLINDSIDE USING THE SYMBOLIC INTERACTION AND THE CYBERNETICS THEORY PRESENTED TO: MR. J. NDAVULA Use of Symbolic-Interaction Approach â€Å"Symbolic Interactionism† is a concept developed by, George Hebert Mead (Griffin, 2009). Symbolic Interactionism has three core premises which lead â€Å"to the creation of a person’s self and socialization into a larger community† (Griffin, 2009).It is a framework for building theory that sees society as the product of the everyday interactions of individuals. When we use symbolic-interaction theory with this movie we see how Michael is a homeless teenager trying to fit in. We see when he goes to school he struggles to fit in and how he stays quiet throughout the day. You can also use the S. I. theory on how Micheal when he was homeless he had ratty clothes and not many personal belongings. A S. I. theorist would look at Michael and see how he doesn't have a bed and is staying in the Tuohy house on a couch as a symbol of homelessness and poverty.Lastly when using this theory you see how the movie portrays and gives the homeless symbols of run down houses and having drugs and illegal activity going on in the movie. For instance having no bed or personal home for Michael Oher is a symbol of poverty. Perceptions â€Å"Humans act toward people based on the meanings they assign to those people†. Most people within the context of the Blindside seemed to write off Michael Oher. There were some who saw him as a young, African American male who was slow in the head, poorly educated and unkempt.Those would include, at least in the beginning of his time at the private school, most of his teachers and most of the others students. Because they ascribed to Michael their own beliefs, they never gave him a chance to reveal himself. There was an in teresting piece that Michael wrote one day in class where he stated, I look and I see white everywhere. White walls, white floors and a lot of white people. The teachers do not know I have no idea of anything they are talking about. I do not want to listen to anyone especially the teachers.They are giving homework and expecting me to do the problems on my own. I have never done homework in my life. I go to the bathroom and look in the mirror and say â€Å"this is not Michael Oher. † There was also the group who wondered why Mrs. Touhy would take in Michael. This group mostly consisted of her tea-time compatriots in the ritzy area of town. They were convinced that what Mrs. Touhy was doing â€Å"was so nice† and asked her if it was another one of those â€Å"charities† of hers. They saw Michael as a one-way recipient of charitable donations.They saw Michael as a tax write-off. Because of their viewpoints, they never could quite understand that Michael was changin g Mrs. Tuohy’s life, and that she loved him. It tells how the Tuohy’s came to reach out to Michael Oher and his life was changed, as was theirs. The movie was filled with excellent acting from all members of the cast with Sandra Bullock leading the way. This is a movie you leave impacted emotionally. The movie does show that it was not just the Tuohy’s involved in changing Michael’s life but many choices along the way.There was â€Å"Big Tony† Henderson, Mrs. Beasly, and Miss Sue all who made choices that helped Michael. Now the reality is that the movie is powerful but the story alters from the facts to fit the director’s vision. The full details of the story can be read in detail in Michael Lewis’s book: The Blind Side: Evolution of a Game. A sampling of the story can be found in a . REFERENCES: Netter,G,Kosove,A. & Johnson,. B(Producers) & Hancock,(Director). (2009) Blind Side: United States:Warner Bro Pictures.

Personal training

Personal Training I have a passion for action sports, physical fitness and wellbeing. There is no better feeling in the world than being healthy. Along with being healthy, comes physical fitness and athleticism. But accomplishing these goals is no easy task. Athletes don't wake up every day physically in top shape and able to perform their best athletically without hours on top of hours of hard work and proper dieting.Not many athletes know the ins and outs of proper training and dieting, which is why hey refer to a personal trainer for the tips and advice they need to succeed. A major in Kinesiology is an excellent way to gain the proper knowledge to help athletes get to where they need to be. As a personal trainer, you have many duties related to your Job. Trainers are responsible for providing various personal training services that help members maximize their workout efficiency. And to also improve physical fitness and wellbeing. Personal trainers demonstrate exercises.These vary , depending on his or her client's level of fitness capability, age and weight. These demonstrated exercises ould be as simple as a squat or as advanced as a power clean. It is important as a trainer to get to know your client. Such as their level of fitness, what theyre physically capable of performing. Personal trainer need to be able to determine what exercises can benefit their client or potentially harm them (California). Trainers are also responsible for creating a healthy diet plan for their client to follow, in order to help accomplish their fitness or health goals.This part of personal training is the most difficult. Diet plans can be very difficult for the average person to follow and keep track of. Just like the physical part of personal training, a diet plan very depending on client's fitness goals, age and weight. For example, if a middle aged man is looking to lose a significant amount of weight, he would need to do a few things. First, in order to lose weight your bod y need to burn carbohydrates that have been consumed in the past twenty-four hours. Once your body has depleted all unused carbohydrates, it can now access your bodys stored fat source and start to burn it off.But in order to burn carbohydrates in the first place, he must engage in high intense exercises, which min in their late thirties usually don't do. So what needs to happen is he must alter his diet to eat six times a day. The content of his diet would be low carbs and proteins. The reason for him to eat six times a day is to keep his metabolism running so he can burn fat during his daily routine. Along with a diet, comes exercise with his personal trainer. His workouts would consist of very low weight, with a high number of repetition.The reason for low weight workouts is because he would be low on carbs which would highly effect his strength. The high amount of reps will cause his muscles to fire quicker, causing him to burn carbohydrates then start burning stored tat ( Train ers can work in many different places. For example, if a trainer has a group workout in urban areas, he could meet his clients at a local park or running trail. The most common place would be the gym, where a personal trainer can train one or more individuals. Trainers even go to clients homes for personal workouts.That's usually the case for elderly people who would have a hard time leaving their home. Qualified trainers travel to hospitals to train rehabilitated patients who may have been injured in an accident and is in need to re-train their muscles (United). To become a trainer is not very difficult. A degree is not needed, but would be very beneficial. My personal trainer, Brodie Priestley recommended a degree in kinesiology and nutrition. Also having a background in sports and powerlifting benefit me. Even though a degree in not required, sources indicate it would do nothing but help (United States).During my interview I asked my trainer Priestley what made him choose kinesio logy as his profession. â€Å"It was simple† Priestley replied. â€Å"My father was a world class power lifter, benching over five-hundred pounds as a senior in high school. So like every kid, I wanted to be Just like my father. I fell in love with lifting weights and lay sports. The more I lifted weights, the more results I saw and I began to feel better about myself,† Priestley explained. â€Å"l quickly got addicted to lifting weights and wanted to keep progressing.I began to educate myself more on lifting weights and ways to get bigger and stronger. My obsession with lifting weights and muscles development got to the point where I stopped playing sports to focus on powerlifting. † Priestleys hard work was paying off as he took first place in numerous powerlifting events. â€Å"l wasn't Just winning, I was blowing my competition out of the water,† Priestley explained. Priestley worked his way up to become the number three power lifter in the nation, an d later broke the world record in bench press for his weight class. It was obvious that I was good at what I did, so I wanted to help others accomplish their physical fitness goals. So I began Personal training at a local gym. I quickly fell in love with helping others and seeing them progress. It's a cool feeling, I couldn't be happier with what I'm doing† Priestley explained to me. I asked Priestley what he though was the toughest part about being a personal trainer. Priestleys response was simple, he told me that â€Å"as long as you're doing omething you love, it doesn't really matter what you do to get there.But I guess the hardest part of being a personal trainer would be getting some clients to trust you and to buy into your system. † Priestley continued on saying that some people who may have been out of shape most of their life have a hard time believing that they can lose weight and get in shape by following my weight loss program, which makes it difficult to train that individual. Next I asked Priestley what he liked most about his Job. Priestley responded by saying â€Å"The best part of my Job is seeing true results in my clients. There is no better feeling as a trainer knowing that you helped someone get healthy and physically fit.In most cases that is a life changing event for people who used to be highly over weight and unhealthy. That person can now walk around proud of their appearance and have all the confidence in the world, all because of my help. To me there is no better teeling. † Even though I learned that an education is not need to become a trainer, I asked Priestley what steps he took in school to get where he is today. Priestley told me that getting his master's degree in kinesiology, and minor degree in nutrition was the martest thing he has ever done. My degree helped me in every way possible, I now have an edge on a lot of trainers that might not have a degree. But not only am I more educated but my degree get s me more business which is awesome! † Researching my career choice has reassured me that becoming a personal trainer is who I am going to become. My trainer has had the biggest impact on my decision. He has helped me so much and IVe also seen him help many others. I learned that what you get out of training someone is the ultimate prize. In conclusion kinesiology is what I have chosen as my career choice. Personal training Personal Training I have a passion for action sports, physical fitness and wellbeing. There is no better feeling in the world than being healthy. Along with being healthy, comes physical fitness and athleticism. But accomplishing these goals is no easy task. Athletes don't wake up every day physically in top shape and able to perform their best athletically without hours on top of hours of hard work and proper dieting.Not many athletes know the ins and outs of proper training and dieting, which is why hey refer to a personal trainer for the tips and advice they need to succeed. A major in Kinesiology is an excellent way to gain the proper knowledge to help athletes get to where they need to be. As a personal trainer, you have many duties related to your Job. Trainers are responsible for providing various personal training services that help members maximize their workout efficiency. And to also improve physical fitness and wellbeing. Personal trainers demonstrate exercises.These vary , depending on his or her client's level of fitness capability, age and weight. These demonstrated exercises ould be as simple as a squat or as advanced as a power clean. It is important as a trainer to get to know your client. Such as their level of fitness, what theyre physically capable of performing. Personal trainer need to be able to determine what exercises can benefit their client or potentially harm them (California). Trainers are also responsible for creating a healthy diet plan for their client to follow, in order to help accomplish their fitness or health goals.This part of personal training is the most difficult. Diet plans can be very difficult for the average person to follow and keep track of. Just like the physical part of personal training, a diet plan very depending on client's fitness goals, age and weight. For example, if a middle aged man is looking to lose a significant amount of weight, he would need to do a few things. First, in order to lose weight your bod y need to burn carbohydrates that have been consumed in the past twenty-four hours. Once your body has depleted all unused carbohydrates, it can now access your bodys stored fat source and start to burn it off.But in order to burn carbohydrates in the first place, he must engage in high intense exercises, which min in their late thirties usually don't do. So what needs to happen is he must alter his diet to eat six times a day. The content of his diet would be low carbs and proteins. The reason for him to eat six times a day is to keep his metabolism running so he can burn fat during his daily routine. Along with a diet, comes exercise with his personal trainer. His workouts would consist of very low weight, with a high number of repetition.The reason for low weight workouts is because he would be low on carbs which would highly effect his strength. The high amount of reps will cause his muscles to fire quicker, causing him to burn carbohydrates then start burning stored tat ( Train ers can work in many different places. For example, if a trainer has a group workout in urban areas, he could meet his clients at a local park or running trail. The most common place would be the gym, where a personal trainer can train one or more individuals. Trainers even go to clients homes for personal workouts.That's usually the case for elderly people who would have a hard time leaving their home. Qualified trainers travel to hospitals to train rehabilitated patients who may have been injured in an accident and is in need to re-train their muscles (United). To become a trainer is not very difficult. A degree is not needed, but would be very beneficial. My personal trainer, Brodie Priestley recommended a degree in kinesiology and nutrition. Also having a background in sports and powerlifting benefit me. Even though a degree in not required, sources indicate it would do nothing but help (United States).During my interview I asked my trainer Priestley what made him choose kinesio logy as his profession. â€Å"It was simple† Priestley replied. â€Å"My father was a world class power lifter, benching over five-hundred pounds as a senior in high school. So like every kid, I wanted to be Just like my father. I fell in love with lifting weights and lay sports. The more I lifted weights, the more results I saw and I began to feel better about myself,† Priestley explained. â€Å"l quickly got addicted to lifting weights and wanted to keep progressing.I began to educate myself more on lifting weights and ways to get bigger and stronger. My obsession with lifting weights and muscles development got to the point where I stopped playing sports to focus on powerlifting. † Priestleys hard work was paying off as he took first place in numerous powerlifting events. â€Å"l wasn't Just winning, I was blowing my competition out of the water,† Priestley explained. Priestley worked his way up to become the number three power lifter in the nation, an d later broke the world record in bench press for his weight class. It was obvious that I was good at what I did, so I wanted to help others accomplish their physical fitness goals. So I began Personal training at a local gym. I quickly fell in love with helping others and seeing them progress. It's a cool feeling, I couldn't be happier with what I'm doing† Priestley explained to me. I asked Priestley what he though was the toughest part about being a personal trainer. Priestleys response was simple, he told me that â€Å"as long as you're doing omething you love, it doesn't really matter what you do to get there.But I guess the hardest part of being a personal trainer would be getting some clients to trust you and to buy into your system. † Priestley continued on saying that some people who may have been out of shape most of their life have a hard time believing that they can lose weight and get in shape by following my weight loss program, which makes it difficult to train that individual. Next I asked Priestley what he liked most about his Job. Priestley responded by saying â€Å"The best part of my Job is seeing true results in my clients. There is no better feeling as a trainer knowing that you helped someone get healthy and physically fit.In most cases that is a life changing event for people who used to be highly over weight and unhealthy. That person can now walk around proud of their appearance and have all the confidence in the world, all because of my help. To me there is no better teeling. † Even though I learned that an education is not need to become a trainer, I asked Priestley what steps he took in school to get where he is today. Priestley told me that getting his master's degree in kinesiology, and minor degree in nutrition was the martest thing he has ever done. My degree helped me in every way possible, I now have an edge on a lot of trainers that might not have a degree. But not only am I more educated but my degree get s me more business which is awesome! † Researching my career choice has reassured me that becoming a personal trainer is who I am going to become. My trainer has had the biggest impact on my decision. He has helped me so much and IVe also seen him help many others. I learned that what you get out of training someone is the ultimate prize. In conclusion kinesiology is what I have chosen as my career choice.