Sexually Transmitted Infections (STIs) Essay Example | Topics and Well Written Essays - 500 words

Sexually Transmitted Infections (STIs) - Essay Example likely to experience health related societal stigma, hence, they tend to isolate themselves from the rest due to depression, embarrassment and poor individual image. â€Å"According to U. N. Secretary General Ban Ki Moon, 2008, ‘Stigma’ remains the single most important barrier to public action. It is a main reason why too many people are afraid to see a doctor to determine whether they are infected or not, or even to seek treatment if so. This becomes a silent killer especially to AIDS sufferers because people fear the social disgrace of speaking about it, or taking easily available precautions. Stigma is a chief reason why the AIDS epidemic continues to devastate societies around the world† (Tomaszewski 2012) . â€Å"STIs are said to be common among young people. Statistically, about 333 million new cases of curable sexually transmitted diseases (STDs) occur each year among young adults around the world. One in five people in the United States has an STD. One out of four new STD infections occurs in teenagers†(stopthinkbesafe.org 2003). The increase in the number of infected individuals with STIs every year becomes alarming. Therefore, the government and private health agencies and health institutions must join efforts to become vigilant and active in finding ways to curb the growing spread of STIs. Unattended spread of STIs can ruin societies around the world. Hence, the highly recommended strategies to undertake would include: intensive information dissemination and implement outreach community programs. Such information dissemination and health service programs must be brought to the people in every near or far-flung community and not the other way around. Activities like gathering relevant and meaningful data can be very useful in â€Å"assessing the community particularly on disease epidemics, monitoring the spread of STIs and the probable people’s risk exposures to occupational and environmental hazards. These efforts are essential in developing

How successful has David Cameron been at keeping the Conservative Essay

How successful has David Cameron been at keeping the Conservative Party united since 2010 - Essay Example David Cameron and Liberal Democrat leader, Nick Clegg claimed that their actions were of necessity due to the spiraling national debt. As of 2013, Conservative party was the largest single party in House of Commons with its 303 members and still the largest party in local government with 9,391 Councilors. The party is the most powerful in United Kingdom and largest British party in the European Parliament since it has 25 Members of the European Parliament (Quinn, 2012). The strength of the party is also demonstrated by the fact that it is the third largest party in Scottish Parliament and second largest party in Welsh Parliament. Conservative party internal divisions have been evident on the UK’s relationship with the EU, but David Cameron has used various methods to manage intra-party divisions and unify the party leaders (Beckett, 2012, para 3). Some unifying techniques include policy compromise, referendum pledges, and low-cost dissent. Thesis statement: David Cameron has s uccessfully kept the Conservative party united since 2010. ... At the same time, Cameron is geared at ensuring stable Afghanistan and ultimate withdrawal of British troops by 2015 (Cole & Deighan, 2012). David Cameron has been able to get Britain back to work through creating more than 1 million employment opportunities since he became the Prime Minister in 2010. The government policies have led to more than 1.5 million apprenticeships and more than 2,000 families have been accepted to buy homes using mortgages each month. Conservative party has managed to slash down the top income tax rate to 45 percent from 50 percent and there are plans to lower it further to 40 percent. David Cameron is committed to party’s economic policies reducing public spending order to control budget deficit through merging or abolishing some public bodies and removing barriers to job creation (Kulahci, 2012). The number of UK businesses has reached a record high to 4.9 million and the government is committed to helping the businesses create more jobs through cu tting National Insurance for each business by 2,000 pounds and Prompt Payment Code for supplies of small businesses to bigger firms. According to Hart & Carr (2013), David Cameron has dealt with the issue of same-sex marriage that presented possible splits by seeking labour votes in Parliament in order to defeat a legislation that was aimed at introducing same-sex marriages. The opposition of same-sex marriages is not entirely based on the ethical grounds raised during the debate since the benchmark voting record on the issue is consistent thus highlighting remarkable consistent and unity of the party towards the issue (McNaught, 2012). David Cameron has successfully managed the issue of referendum on Scottish independence through offering

Texting Essay Example for Free

Texting Essay Texting trading written messages over cellphones and other devices is changing the way people communicate, (Janet). Editor Debra Nussbaum writes in an article from the Philadelphia Inquirer that by the early 2000’s Americans sent more than two trillion texts a year, by 2007, texting had exceeded phone calls by a long shot. This has definitely made a huge difference in the way people communicate with each other. To get a letter in the mail is pretty rare today especially knowing that a text will reach a loved one tout de suite. This is most definitely the generation of instant gratification and having no patience, however, that can be a good thing in certain situations. Emergencies are also being relayed instantaneously as well along with important notifications from cell phone companies and colleges. Adults are jumping on the band wagon to stay in contact with their kids, who are most likely only going to communicate in a timely manner via text. There are many good things that have come out of texting, but as usual with all good things there can be downsides. Last year, David Miller, administrator of Iowa Homeland Security and Emergency Management, said 911 text messaging will spread around the state and that texting is one fundamental tool in the next generation of communication with 911. In today’s society, texting is a part of our culture, and even though there are many situations where texting has proven fatal, in a situation like this one, texting has proven to be a more effective and safe way to communicate. Originally 911 texting was promoted for the hearing impaired and people with speech impairments but has recently come in handy in situations where communication with 911 needs to be quiet. If a homeowner’s house was being broken into they could text 911 instead of calling and avoid putting them in a more dangerous situation, like being heard by the intruder. Along with emergencies becoming text savvy, texting has also proven very helpful for parents trying to stay in touch with their college bound children. Many college students are busy studying or hanging out with their friends and don’t have time to pick up the phone and call home. Kim Leonard writes in an article form the Pittsburg Tribune explaining that major cell phone companies reported more people in the 40’s and 50’s are using texting to communicate with their â€Å"sons and daughters on the go†. Texting is second nature for teens and young adults these days but more times than not it isn’t for adults. To help the not so text savvy adults many cell phone companies are making dictionaries with â€Å"text-ese abreviations†. These features are making it easier for parents to be able to communicate and stay in contact with their children as well as stay cool with the new lingo and keep up with their kid’s text language. Texting has grown dramatically beyond the teenage and 20-something thumb generation over the past year, in part because parents are beginning to use the cellphone screen as another channel to communicate with children who otherwise might not have much to say, (Johnson). However, parents aren’t the only ones trying to communicate with their children using texting, colleges are catching on as well. A newspaper source said one college chose to use what’s called â€Å"JANET txt† to stay closer and keep in touch with the students in â€Å"their own language†. By doing this the college has made it easier to get ahold of students to inform them about papers due or class schedule changes or emergencies on campus. Paul Taylor, Network and Corporate Data Manager at Gateway Sixth Form College explains, On one occasion, the college had to close when our water supply was cut off, and we sent texts early the next morning when the supply was restored to tell students that the college was re-opening†¦, (Gateway Sixth Form College). These notifications are a lot easier way to communicate with busy college students and are being used by more than just colleges, today many cell phone companies will text you a notification letting you know your cell phone bill is due or if you’ve gone over your minutes. Theyre promoting phone text messaging plans that allow families hundreds of messages, or unlimited use each month, (Leonard). These unlimited usage of minutes gives teens and adults as much text time as they could want causing people to become more dependent on their phones. Unlimited usage might not be such a bad thing when it comes to parents knowing where their children are when they are with their friends or have an important message to relay to them while they are at school. While their faces may be glued to their phones at least parents know kids will see the message. Because young adults rely on texting most would actually prefer to text then call thus altering the way teens communicate with each other as well. Texting is also cheaper because most of the time its free making communicating between teens much more convenient. There was a point in the not-too distant past when students who wanted to communicate with each other at school passed notes,(Prater). Today teens aren’t passing notes in class, they are texting. Christina Porter, a senior at OHS, explains that she prefers to communicate with her friends by texting rather than calling. Teens are relying on texting so much it can also be a bad thing as well. Instead of paying attention in class they are looking at their phones and waiting for their friend to reply to their text. Walking and texting has become a trend as well. People aren’t paying attention to what’s going on around them anymore because their noses are stuck looking down at their phones. Some people may say that texting has ruined this generation’s ability to have a normal face to face conversation, that they are more antisocial or lack proper communication skills. That may or may not be true but one thing that is proving to be true is that people aren’t just paying more attention to their phones while walking but driving as well. Texting while driving has proven to be fatal which has forced many states to ban the use of any cell phone usage while driving. This is one of the huge downfalls of using texting as a form to communicate. Data from the National Highway Traffic Safety Administration reveals that nearly 6,000 people were killed last year in accidents caused by distracted drivers, and 515,000 people were injured. People feel like they are getting away with using their cell phones while driving because the police can’t see the phone in the driver’s hands if they are texting. â€Å"Talking or eating doesnt require that you look away from the road, but texting does. That quick glance can make a huge difference: Texting truck drivers are 23 times more likely to crash, according to a Virginia Tech Transportation Institute study†, (Its dum). Talk or text is the question people should ask themselves if they just can’t detach themselves from their phones long enough to drive to the local market for more milk. Unfortunately teens, because they tend to be more attached to their phones, are the number one offenders of this crime. 46% of teenagers say they text while driving, according to a 2007 AAA study. A new video, made by a British police department, graphically depicts a texting teen crashing her vehicle and has no doubt made an impression on its 1. 8 million YouTube viewers, (Its dum). Hopefully it won’t take a million teens experiencing their friends dying in car wrecks caused by texting to quite the bad habit. While texting and driving have been the cause of numerous deaths on the road, some would argue texting has been the killer of romance as well. Regardless if people want it or not, â€Å"the digital age† has generated a new expectation for modern romance. â€Å"Natural selection may be favoring† the text savvy, jokester rather than the self-assured â€Å"alpha male†, (Has Texting Killed Romance? ). People don’t risk walking up to someone they find attractive any more when it’s much easier to find out what their number is from an outside source and text them. Texting has changed the smooth talker to the smooth texter. â€Å"We havent lost romance in the digital age, but we may be neglecting it†, (Has Texting Killed Romance? ). Some would argue that yes, texting has taken the art of formal, face to face communication out of society but we are a constantly evolving world. Now we can send a text with a picture or talk via video massage. Writing is definitely not going away either it’s just developed into a new form, instantaneous digital delivery. Hopefully we can learn to appreciate the good things that have come from texting and all the other forms of communication. Soon we will be sending 3D images of ourselves on some kind of projector and maybe even talking into our hands. All in all texting is not going away and so we must learn to make it work for the better and not the worst.

Individual Differences A Brief Overview Psychology Essay

Individual Differences A Brief Overview Psychology Essay A person differing from others is understandable, but how and why a person differs is less clear and is therefore a subject of the study of individual differences (Revelle, 2000). Individual differences are the differences among individuals, in regards to a single characteristic or number of characteristics, which in their totality distinguish one individual from another and make oneself a unique individual (Mangal, 2007). Characteristics that define individual differences can be classified into four main categories: Learning Style, Aptitude, Personality and Emotional Intelligence. 1.2 Learning Style Learning Style refers to the idea that every individual is different in regard to what manner of coaching or study is most useful for them (Pashler, et al., 2008). Some learn best by hearing information, while others see and/or write down information (Cherry, 2012). According to David Kolb; learning involves the gaining of abstract concepts, which are the intangible ideas that can be applied fluidly in a variety of situations, leading to knowledge (McLeod, 2013). Kolbs experience-based learning style theory is a four stage learning cycle in which effective learning can only be seen when an individual is able to accomplish all four stages of the cycle (McLeod, 2013). The cycle consists of: Concrete Experience Æ’Â   Reflective Observation Æ’Â   Abstract Conceptualization Æ’Â   Active Experimentation (McLeod, 2013). Concrete Experience: A new experience or situation is encountered, or a reinterpretation of an existing experience. Reflective Observation: Surveillance of others or developing interpretations about ones own knowledge/experience. Abstract Conceptualization: Daydreaming/Intuition/Reflection leads to a new idea, or a variation of an existing abstract concept learners create theories to explain observations. Active Experimentation: The learner applies its knowledge/experience/observations to the world around them in real time to see its outcome using theories to explain/answer problems and make proper judgments. 1.3 Aptitude The term aptitude is sometimes treated the same as abilities, particularly when the focus is on prediction of performance in other settings or occasions (Kyllonen Gitomer, 2002). Abilities are cognitive or mental characteristics that affect ones potential to learn or to perform, whereas aptitude includes any number of individual-differences factors that influence ones willingness or chances of learning or performing successfully (Kyllonen Gitomer, 2002). Even Aptitude and Intelligence Quotient (IQ) tend to relate in view of human mental ability, however, they are in fact quite the opposite. IQ sees intelligence as being a single measurable characteristic affecting all mental ability, whereas aptitude breaks mental ability down into many different characteristics which are supposed to be more or less independent of each other (wikia.com, 2013). Similarly skills, abilities and aptitudes are related but are separate descriptions of what a person can do, and thus, should not be conflated (wikia.com, 2013). Skills describe what a person has learned to do in the past (wikia.com, 2013); abilities describe what a person can do now (wikia.com, 2013); aptitudes, however, describe a persons potential to learn from the past and apply its learning in the future (wikia.com, 2013). All these describe what and how a person can learn to do something effectively. 1.4 Personality Personality explains the unique characteristics of individuals, as well as relationships among groups of people (Cherry, 2011). A person is able to stand out in the crowd due its personality; this is made up of the characteristic patterns of thoughts, feelings, and behaviors in an individual (Cherry, 2011). Although some outer forces can influence how certain characteristics are expressed, personality originates from inside an individual. While a few characteristics of personality may change with age, personality is likely to remain somewhat reliable during the whole life (Cherry, 2011). The major characteristics of personality are (Cherry, 2011): Personality is Organized and Consistent: People tend to communicate certain features of their personality in various circumstances and their responses are usually stable. Personality is Psychological, but is influenced by Biological Needs and Processes: While an individuals personality might lead him/her to be calm in normal situations, but when threatened or provoked it might lead him/her to be more aggressive. Personality causes behaviors to happen: People respond to others and objects in their surroundings based on their personality. From private preferences to choice of profession, every facet of their existence is affected by their personality. Personality is displayed through thoughts, feelings, behaviors and many other ways: An individuals presence/existence all together releases energy of good or bad vibes depending on how they connect with all that encompasses their surroundings. 1.5 Emotional Intelligence Emotional Intelligence (EI) is the ability to process emotions (Toyota, 2011); it is the ability to monitor ones own and others feelings, to differentiate among them, and to use this information to guide ones thinking and action (Salovey Grewal, 2005). A four-branch model, proposed by Mayer and Salovey, identifies EI as a set of four related abilities: Perceiving, Using, Understanding, and Managing Emotions (Salovey Grewal, 2005). Perceiving Emotions: The ability to detect and interpret emotions in faces, pictures, voices, and cultural artifacts. It also includes the ability to identify ones own emotions. Using Emotions: The ability to control emotions to smooth the progress of various cognitive activities, such as thinking and problem solving. Understanding Emotions: The ability to understand emotion language and to value complex affairs among emotions. Furthermore, it includes the ability to recognize and describe how emotions develop over time, such as how shock can turn into grief. Managing Emotions: Consists of the ability to manage and normalize emotions in both ourselves and in others. Task for M1: 2.0 Choose a psychometric test for each type that would yield the most valid and reliable results in the workplace. 2.1 Psychometric Test A Brief Overview Psychometric tests are structured assessments that aim to measure, without bias, characteristics of an individuals mental capacity, or aspects of their personality (Price, 2010). Business employers use it as it offers greater objectivity, reliability and validity than interviews; and also helps provide additional information that helps the employer to create an overall profile of employees and to foresee how they will function in the workplace (HJB.com, 2013). The tests are homogeneous, which means that all applicants sit the same assessment and are scored according to the same criteria, no matter where or when the test is completed (HJB.com, 2013). However, taking a wide range of tests depends upon individuals needs as to how they approach or want to approach their personal development (Becker, 2011). Focusing on improving weak areas of performance can lead to great progress in achieving objectives when strengths are identified and developed (Becker, 2011). Therefore, psychometric t esting can assist in choosing the approach that will deliver the most benefit. 2.2 Types of Psychometric Tests Psychometric assessments fall under two groups. The first measures and evaluates an individuals ability to understand verbal/written words or their ability to reason with numerical figures (Farrington, 2007), or to follow directions as asked (Price, 2010). The second measures personality traits through personality tests (Farrington, 2007), assessing everything from motivation to values, from personality inclinations to working preferences (Price, 2010). In the world of employment, the choice of test is extremely vital since such tests are used: during the recruitment phase to select the best candidate, or to help select candidates for career advancement (Price, 2010). As a result, tests are gradually more customized to the jobs they are used for. 2.3 Learning Style Psychometric Test The Learning Styles Questionnaire (LSQ) was developed to determine an individuals preferred learning style (PsychPress.com, 2013). There are four learning styles (Watts, 2007): Activist: Engage themselves fully in all new experiences. Reflector: Like to pause and take time to evaluate their experiences from every angle. Theorist: Like to adapt what they see into their own words in order to create their own theories, which are accurate but can appear overly complicated. Pragmatist: Are eager to try out fresh ways of doing things to see if they can be put into practice and yield results. Most people prefer certain learning styles over others. As a result, their preference tends to misrepresent the learning procedure as such that greater emphasis is placed on some stages to the disadvantage of the other stages (PsychPress.com, 2013). Therefore, LSQs provide a key to understanding these different preferences. People gain learning styles through repetition of successful strategies and tactics while they put an end to those that are not, which leads to the development of preferences for different behavioral patterns that become habitual (PsychPress.com, 2013). Therefore, LSQs help people to learn effectively about themselves so that they may be saved from inapt learning experiences. A thorough understanding of learning styles through LSQs enable the tailoring of education and training programs to suit an individual or group (PsychPress.com, 2013). Particular forms of learning to which individuals respond can be identified through LSQs which aids in improving individual a nd group performance. This also makes training and development as well as other learning activities valuable and less challenging for the participants, and thus helps in reducing training costs by saving valuable time (PsychPress.com, 2013). 2.4 Aptitude Psychometric Test Aptitude tests attempt to measure trait intelligence (IQ) and cognitive ability in individuals from the indication of their efficiency in processing information (PsychometricInstitute.com, 2013). Intelligence is either fluid or crystallized (PsychometricInstitute.com, 2013). Crystallized intelligence involves verbal or language-based accumulated knowledge developed mainly through education and other life experiences (PsychometricInstitute.com, 2013). However, fluid intelligence indicates adaptability and flexibility in the face of new experiences that do not allow automated reasoning (PsychometricInstitute.com, 2013). An example would be where logic is needed in identifying an odd shape from a number of shapes in an odd-one-out type question. Since an individuals aptitude is complex, Computerized Adaptive Testing (CAT) is used. It is a widely accepted method of online psychometric testing that includes aptitude tests, reasoning tests, verbal reasoning tests and numerical reasoning tests (PsychometricInstitute.com, 2013). Although the programming, testing properties and science behind CAT are quite complex, the course, as experienced by the candidate, is not (PsychometricInstitute.com, 2013). Even though the test is taken online, it has many advantages compared to written tests such as: reduced administration time, reduced test-taking time, increased reliability for measuring applicants aptitude, trims down the quantity of items in online psychometric tests by optimally customizing items to the candidate, practice for CAT-based tests is identical to practicing traditional online psychometric tests, all of it is computer-based and administered online, thus, practicing for these types of psychometric tests is considered idea l (PsychometricInstitute.com, 2013). 2.5 Personality Psychometric Test Personality tests are assessments which assess an individuals somewhat stable behavioral trends and preferences within an occupational perspective (PsychPress.com, 2013). Such tests also require the least preparation (PsychPress.com, 2013). Personality tests are based on behavior mainly due to the indirect and complex nature of an individuals personality (PsychPress.com, 2013). If used appropriately, these tests can be extremely helpful in improving knowledge of ones self and other people. The Myers-Briggs Type Indicator (MBTI) is a personality test designed to indicate the psychological types of an individuals personality, its strengths and preferences (Cherry, 2012) so as to find out the reasons for individual differences (Price, 2012). MBTI aims to let candidates discover and understand more about their own personalities which includes; likes, dislikes, strengths, weaknesses, job preferences and compatibility with others (Cherry, 2012). One other thing worth noting is that the questions in these tests have no allocated correct answer (Price, 2012) because no one personality type is best or better than any other one (Cherry, 2012). This test isnt a means to look for dysfunction or abnormality, but rather help individuals learn more about themselves (Cherry, 2012). The test is made up of four different scales (Cherry, 2012): Extraversion (E) Introversion (I): Extraverts are more open and lively, they are more social, and they are filled with energy after spending time with other people. Introverts are more into themselves; they tend to think a lot, they enjoy meaningful social interactions, and are filled with energy after spending time alone. Sensing (S) Intuition (N): This scale indicates how people collect information from their surroundings. Individuals, who pay a great deal of attention to reality, especially to what they can learn from their own senses, are sensing. Those who are intuitive consider stuff like patterns and impressions. Thinking (T) Feeling (F): This scale focuses on decisions people make that are based on information they gather through their sensing or intuition functions. People are more into thinking when they stress on facts and objectives data. People who put greater emphasis on feelings arrive at a conclusion based on people and emotions. Judging (J) Perceiving (P): This scale is about how people tend to deal with the outside world. People who like structure and firm decisions are more judging. People who are more open, flexible and adaptable, are more perceiving. Due to MBTI ease of use, it has become one of the most popular psychological instruments. According to the Myers Briggs Foundation, the MBTI meets accepted standards of reliability and validity (Cherry, 2012). 2.6 Emotional Intelligence Psychometric Test Emotional Intelligence (EI) tests help evaluate several aspects of an individuals EI and suggest ways to improve it (Queendom.com, 2013), so that they can understand the level of their relation with emotions (Agarwal, 2007). It helps an individual to understand themselves better in order to deal better with themselves, and know what to avoid and what not to (Agarwal, 2007). The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is the most often used test of emotional intelligence (Daniels, 2010). This test focuses on emotions rather than intellectual skills (Daniels, 2010). MSCEIT comprises items such as to; identify the emotion in given pictures of peoples faces, select which emotion can help achieve particular tasks, understand the way emotions interact and blend among them, and to recognize how they can use their emotions in difficult social situations (Daniels, 2010). The MSCEIT measures emotional intelligence in terms of four key competencies, including an individuals ability to: (i) Recognize their own and others emotions, (ii) Generate and use emotions in problem solving, (iii) Understand emotions and how emotions may change, and (iv) Manage their own and others emotions (Onetest.com, 2010). It has been confirmed that people with high EI prove to be thriving in life than those with lower EI, even if their Intelligence Quotient (IQ) is average (Queendom.com, 2013). This is because people with higher EI are better able to express their emotions in a healthy way, and better able to understand the emotions of colleagues; therefore, leading to better work relationships and performance. In the workplace, it leads to successful leadership, increased productivity and higher customer satisfaction (Onetest.com, 2010). On a personal level, it ultimately leads to a more successful and fruitful life. Task for P2: 3.0 Assess the usefulness of psychometric instruments in the workplace. 3.1 Psychometric Tests As mentioned in M1 Task; Psychometric tests include personality profiles, reasoning tests, motivation questionnaires, and ability assessments. These tests try to provide objective data for otherwise subjective measurements. For example, if you want to determine someones attitude, you can ask the person directly, observe the person in action, or even gather observations about the person from other people. However, all of these methods can be affected by personal bias and perspective. By using a psychometric test, you make a more objective and impartial judgment. Since objectivity is the key to using these assessments, a good psychometric test provides fair and accurate results each time its given. To ensure this, the test must meet these three key criteria: Standardization: The test must be based on results from a sample population thats truly representative of the people wholl be taking the test. You cant realistically test every working person in a country. But you can test a representative sample of that group, and then apply the results to the specific people whom you test. Also, a standardized test is administered the same way every time to help reduce any test bias. By using a standardized test, you can compare the results with anyone whose characteristics are similar to those of the sample group. Reliability: The test must produce consistent results, and not be significantly influenced by outside factors. For instance, if youre feeling stressed when you take the test, the test results shouldnt be overly different from times when you were excited or relaxed. Validity: This is perhaps the most important quality of a test. A valid test has to measure what its intended to measure. If a test is supposed to measure a persons interests, then it must clearly demonstrate that it does actually measure interests, and not something else thats just related to interests. 3.2 Psychometric Tests in the Workplace Psychometric tests have become a well established tool in the workplace, particularly in large organizations where 70% claim to use some form of psychometric measure as part of the recruitment process. They are also increasingly used for career planning, team building, management development, counseling and succession planning. Many individuals also use them to evaluate their own attributes and as evidence for potential employers. 3.3 Usefulness of Psychometric Tests Workplace Psychometric test is useful in: Selection of Personnel: By applying psychometric tests when hiring workers, we are able to judge their competency core objectively. For example, here at Galactic Space, when we were hiring someone for monitoring gaming, we interviewed a person named Raees Gul. He applied for the post of working as a waiter, but when we interviewed him and gave him a set of questionnaires which consisted of different questions on the different departments of the lounge, we concluded he was better at gaming. Task Allocation: It has great use in task allocation of employees when we gain in-depth knowledge of their strength and weaknesses, through which we can easily judge which area they would work best at. Finding Personality: Having detailed knowledge of employees personality helps us in understanding how to communicate with them and deal with them during various circumstances. Task for D1: 4.0 Make justified recommendations for the use of two types of measures in making business decisions. 4.1 Decision-Making Predicament The present-day world presents complex decision-making challenges, be it in a business environment or day-to-day personal situations. As were discussing issues related to a business environment, we will focus on decisions that are related to the various dilemmas in the business world. For example; decisions made during staff selection and training, since companies request for specific profiles with precise individual qualities and knowledge about competencies related to a specific field; or decisions related to making an investment with high risk but with high returns, since shareholders are looking forward to high profits. 4.2 Aptitude Business Decisions Since we mentioned in P1 that every human being is complex, therefore their aptitudes are also complex. Employment specialists, that are part of the Human Resource Department, mostly use aptitude tests to determine whether someone is a good fit for a job or promotion, have the ability to adapt to a new work environment and culture, and are able to process information systematically. It is very important because to understand aptitude is to understand their mental and physical attributes. For example; a person who has good analytical skills, the will to take justified risks and bear pressure, can well be suited in the finance department (provided that he has a finance background). Since peoples ability to process information is limited; therefore, knowing that they can adopt a variety of heuristics or rules of thumb when making decisions can help solve business problems, assist in product choice and consumption option, and most importantly, their personal lives. A heuristic is a menta l shortcut that allows people to solve problems and make decisions fast and efficiently (Cherry, 2011). Thus, this helps shorten decision-making time and allow people to function without constantly stopping to think about the next course of action (Cherry, 2011). Although heuristics are helpful in many situations, they can also lead to biases in decision making. Nevertheless, how they influence business and consumer decisions in everyday life is golden. 4.3 Emotional Intelligence in Business Decisions In a world where people are facing unparalleled hardships, their emotions are spilling out in uncontrollable measures. Since experts claim that EI could be responsible for as much as 80% of any success (StarlightPsych, 2013); therefore, many businesses are interested in the EI of their workforce because understanding the EI of future employees can have clear benefits. It can be the difference between a successful and a risky hire (StarlightPsych, 2013); the latter should obviously be avoided to prevent a business, especially a big one, from facing dire consequences. Conducting EI tests also helps evaluate important aspects of work-related activities where the management can know beforehand on; how to deal with emotionally charged situations where stress and anger is involved, the manner of workforce relating themselves to their superiors and colleagues, the ability to learn, follow leadership, and so on. We also mentioned in M1 that work relationships and performance are directly rel ated to the EI of the workforce. Every human being has emotions, and motivation plays a large role in pushing emotions to its limit. Therefore, when management tap into the positive energy of EI, it can not only make work life easier for them and the workforce, but also lead to a better connection with top-level management through; top notch performance, lowered employee absenteeism, improved productivity and efficiency, and last but not the least, increased overall profits. 4.4 Conclusion Although there is no right answer as to which type of measure can lead to good or near-perfect business decisions, employing some or all measures can at least reduce bias in the results. For example, in a situation where a person seems to have a low IQ does not make him/her a dumb person, since that person might have a better EI, or even a great personality that makes him a much better person when it comes to ethics. Its a never-ending battle between right and wrong, true and false, dumb and smart, etc. All we can hope is that all this brings human beings closer together, regardless of their psychoanalytic assumptions.

Texas City Disaster :: Industry Economy History Essays

During the war Texas City became a big industrial center. It had seven petrochemical refineries, two oil pipeline companies and the only tin smelter in the US. The city was growing and expanding. Schools operated in two shifts, just like the chemical plants. The demand for industry was high, but safety standards were still low and inexperienced. the year of 1947 became a crucial event in the memories of the city. On April 16 and 17 a major disaster befallen on the whole population that for many years after could not be forgotten. It all started on a bright and clear morning when the ship in the Texas City Harbor, The Grand camp, full of ammonium nitrate fertilizers, destined for war torn Europe, was on fire. Ammonium nitrate is a highly dangerous and explosive material if it is unsafely used, the same material was used in Oklahoma bombing. Since the fires in the port weren't rare, unfortunately people weren't as alarmed as they should have been. On the contrary those who have noticed the reddish-orange and brown smoke were particularly attracted by the colorful fumes. Kids after school and neighboring pedestrians, rushed to the harbor to watch the fireman use their techniques to put out the fire. Even though that policeman blocked the road with two cars it didn't stop a crowd of more that 400 people assembling. In addition two airplanes with spectators circled in the sky. Previously, shortly after Grand camp docked at the port of Texas City there was smoke detected in No.4 hold where 880 tons of ammonium nitrate fertilizers was stocked. Crew members attempted to put out the fire with half filled jug of drinking water and hand-held fire extinguishers. The first call to the fire department was only made half an hour later. The whole situation wasn't taken very seriously in the beginning. One of the officers from the ship that was docked about 200 yards away was even taking pictures of the whole scenario. The fire of Grand camp spread very rapidly and soon it was out of control. Soon 27 out of 50 volunteer fire fighters along with four engines of the Texas City Fire Department arrived at the scene. But there wasn't much they could do, by that time. As soon as the water from the fire hoses hit the hot deck it immediately evaporated. The vice president of the Texas City Terminal Railway phoned a close by chemical plant and asked one of the engineers if it was dangerous to burn ammonium nitrate.

Colonial Canadian Shakespeare Essay examples -- William Shakespeare

1 Colonial Canadian Shakespeare: West Meets East at Stratford In his essay â€Å"The Regional Theatre System†, Czarnecki picks up on the challenge of creating a national theatre in Canada, but also articulates the central and defining challenge in developing a unified sense of Canadian identity; Canada, because of its immense span from ocean to ocean, is inevitably divided into regions distinct from their provincial boundaries. The regional boundaries which identify the Maritimes as distinct from French Canada and the Prairies as distinct from the West Coast, for example, imply not only geographical, but also social, cultural and political differences between these regions. Because Canada is a nation born from British imperialism, the colonial relationship that exists even today between Canada and Britain is undeniable, though this colonial relationship is by no means uniform across Canada. The different regional attitudes towards Britain and Canada’s colonial history became evident to me when, as a Western Canadian, I saw a production of Hamlet in Central Canada: at the Stratford Festival in Stratford, Ontario. This production served to illustrate that Shakespeare serves as a standard by which to measure the colonial relationships between a given Canadian region and the British Crown; therefore Shakespeare also helps to illuminate the discrepancies between these different regions in relation to Canada’s colonial history. The Stratford Festival, whose mandate is to â€Å"produce, to the highest standards possible, the best works of theatre in the classical and contemporary repertoire, with 2 special emphasis on the works of William Shakespeare†, has become the place in Canada to see productions of Shakespeare. As Cza... ...ion to the production of Hamlet was only further proof, however, that Shakespeare’s iconic position in Canadian culture originates in our shared colonial history. Adaptations of Shakespeare are telling of regional differences, which is only the case because Canada too is rooted in Shakespeare’s home country. 6 Works Cited: Czarnecki, Mark. â€Å"The Regional Theatre System.† Contemporary Canadian Theatre: New World Visions. Ed. Anton Wagner. Toronto: Simon and Pierre, 1985. 35- 48. Fischlin, Daniel and mark Fortier. â€Å"General Introduction.† Adaptations of Shakespeare. Eds. Daniel Fischlin and Mark Fortier. London: Routledge, 2000. 1-22. Shakespeare, William. Hamlet. Ed. Susanne Wofford. New York: St. Martin’s Press, 1994. Full production details of the Stratford Festival’s 2000 production of Hamlet available at http://www.paulgross.org/theatreindex.html#hamlet

Industrial Dispute Tribunal

The Industrial Dispute Tribunal was conceptualized as an established permanent body for easier access to arbitration, an alternative to industrial action, and as an avenue for economic growth through its dispute settlement and income policy potential. According to George Phillip in his book A-Z of Industrial Relations Practice at the work place â€Å"Dispute may be defined as a quarrel between a worker and an employer or between a trade union and employer or between groups of unions and employers, relating to terms and condition of employment†. Industrial relations had its roots in the industrial revolution which created the modern employment relationship by initiating free labor markets and large-scale industrial organizations with thousands of wage workers. As society wrestled with these massive economic and social changes, labor problems arose. Low wages, long working hours, monotonous and dangerous work, and abusive supervisory practices led to high employee turnover, violent strikes, and the threat of social instability. In Jamaica 1938 the frustration of the working class which had built up over the years, became explosive. A wave of industrial unrest swept the country, with workers on the waterfront, in the sugar industry, transportation sector and the government service taking industrial action. Between January and June of 1938, there were several outbreaks of disturbances, beginning with a strike by cane cutters on the Serge Island Sugar Estate in St. Thomas. Other riots included the general strikes on the Kingston waterfront on May 21st and the strike by street cleaners on May 23rd. There were also other general strikes by dock and transport workers, municipal employees, as well as food and tobacco workers. However, one of the major industrial action that took place during this time was the Frome Riot of 1938. This riot had left six dead, fifty wounded and 89 charged with rioting. Frome was the breaking point in the seething unrest island wide over pay and conditions of work and massive unemployment. It was also the start of a series of strikes, demonstrations and disturbances in which Sir Alexander Bustamante played a major role. The riots which occurred throughout this period proved to be very significant as they were the catalysts for the improvement of working conditions for the working class. This was achieved through the formation of trade unions and political parties which lobbied for increased workers’ benefits and rights which eventually led to the granting of Universal Adult Suffrage in 1944, which was the right of all adults, regardless of class, sex, race, religion, etc. to vote. With all this labour unrest taking place there became a need for some sort of regulation that would govern the working condition and treatment of workers. As a result a law was instituted that govern labour relations in Jamaica. Industrial disputes in Jamaica were now settled through the route of Arbitration, provided for under the Public Utility Undertaking and Public Services Arbitration (PUUPSA) Law and the Trade Disputes Arbitration and Enquiry Law. The PUUPSA law established that it was illegal for workers to strike or for employers to declare a lockout in connection with any trade dispute. Unless the dispute had been properly reported to the Labour Minister and the Minister had failed to act within the time specified in the law. However, there were certain deficiencies in the law. One of these was the possibility of a strike occurring where there was no industrial dispute as defined and such action would not be illegal. Another was the absence of penalties written into law for the enforcement of awards. Also the arbitrator acting under the Arbitration Act did not have the power to reinstate a worker. It was even difficult to select an arbitrator by parties and this sometimes result in a very long process. Perhaps one of the major deficiencies is that Arbitrations only took place in the essential service under the PUUPSA, and in the event where the workers were represented by a union and the grievance procedure allowed for arbitration. The workers became very discontented with the manner in which grievances were handled by Arbitrators. The Government now felt that it was necessary to have a modern and permanent State machinery to determine and settle disputes expeditiously. In 1975 the PUUPSA law was repealed and incorporated into Labour Relations and Industrial Dispute Ac that sought to correct the omissions. This Act was passed in 1975 after much discussion and debate, the Act gave strength to companion Laws, which have generally assisted in improving living standards and giving more justice to workers as active participants in the Industrial relations process in the country. Under the Labour Relations and Industrial Dispute Act an employer is required to grant bargaining rights to a trade Union which secures a simple majority of the votes of employees eligible to vote in representational ballot. The Ministry of Labour conducts the ballot provided that is it satisfied with the claimant union has made out a prima facie case of representation following a comparison of the audited list submitted by the union or its membership in the establishment with the list of employees submitted by the employer. The LRIDA provided principally for the establishment of an Industrial Disputes Tribunal (IDT) as a final arbiter of disputes; compulsory recognition and protection against discrimination in respect of union membership; recognition of trade unions; settlement of disputes in the essential services; the setting up of a Board of Enquiry; a Labour Relations Code; and vesting the Minister of Labour with authority to declare a dispute to be one which is likely to gravely endanger the national interest and give him power to have the dispute put to compulsory arbitration. The Tribunal was also established to determine and settle industrial disputes and to promote industrial harmony. The industrial Dispute Tribunal consist of a Chairman and two deputy Chairmen and not less than two members representing employers and two representing workers and such special members as may from time to time be appointed to form a Special Division of the Tribunal. The appointments of the Chairman and Deputy Chairmen must be made by the Minister after consultation with organizations representing employers and employers and workers. The Minister may increase the number of persons comprising the tribunal if work increase and its necessary. The members representing employers and workers are appointed from panels supplied to the Ministry by organization representative of employers and workers, respectively. If there is no such panel the Minister may constitute a panel as he deems fit. These are now several divisions of the tribunal. In the case of a special Division of the Tribunal to settle disputes affecting the nation interest, the Chairman is appointed by the Minister on the joint recommendation of the parties involved and the other two members are appointed, respectively on the recommendation of the employer organization and the trade union involved. Reference of disputes to the Tribunal must be made through the Minister including the determination of the entitlement of categories of person to participate in a ballot under the procedure for settlement of representational claims to the Tribunal, when other mean of settlement failed to resolve the issue in disputes. In a reference by the Minister to the Tribunal of representational dispute, it shall be lawful for the Tribunal to determine the bargaining unit in which the workers may be included. In disputes affecting the Nation Interest the Minister may make an order calling on the parties to refrain from taking or continuing any industrial action for a period of 30 days. If there is no settlement within those 30 days, the Minister shall call upon the parties to select the chairman of a special Arbitration Tribunal with the employers and workers selecting their representative, respectively, which shall sit as a special division of the Tribunal to hear the dispute. If there is no agreement on the selection of the special Tribunal, the Minister shall refer the dispute to the Tribunal. In other disputes, reference to the Tribunal will be made on request of all the parties to the dispute where the Minister is satisfies that other means of settlement provided by Collective Agreement have failed to resolve the issue in the dispute. By the amending act of 1978 and a further amendment in 1986, the minister is empowered on his own initiative to refer a dispute to the Tribunal of he consider that the dispute should be settled expeditiously and where he is satisfied that attempts were made without success to settle the dispute or if, in his opinion, all the circumstances surrounding the dispute constitute such an urgent or exceptional situation that it would be expedient to do so. The Tribunal is not empowered to hear disputes relating to the appointment removal of or disciplinary action against any person holding public office. Disputes over representational rights of government employees are also not referred to the Tribunal. The award of the Industrial Dispute Tribunal are binding, except on a point of law, and shall not be inconsistent with national interest or any enactment regulating or controlling terms and conditions of employment. An award may be made with retrospective effect form a date earlier that the date on which the dispute first arose. Thus is particular so in the case of any claim with respect to a new bargaining unit. Roles & Functions Industrial Dispute may be defined as a quarrel between a worker and an employer or between a trade union and employer or between groups of unions and employers, relating to terms and condition of employment. Where a dispute has been referred to the Tribunal and the parties reach full agreement before the tribunal begins to deal with the dispute, the parties will have to furnish the Tribunal with a copy of the signed agreement and also a letter of request to the Minister to withdraw the dispute. If both parties did not reach an agreement the IDT will therefore initiate the procedure in settling the dispute. The secretary of the IDT will advised the parties (union/individual vs. firm) that a matter with stated terms of reference has been referred to it by the Minister of Labour. The parties may be then summoned to a preliminary hearing usually on a mutually agreed date. The hearing is conducted by a panel consisting of a chairman and two other members, as well as a secretary and one or two recording steno typist. Undertakings from both parties are given to provide written briefs in a specified period. Alternatively the IDT may by letter invite the parties to submit briefs within a specified period, written briefs must be concise and accurate. In the event that either party cannot prepare a brief by the deadline date, an extension of time must be sought in writing from the IDT. When the briefs are prepared by the party the company and/ or the union may wish to be represented at the hearing by an attorney-at- law or industrial relations professional. If so, the parties must supply the representatives with all the pertinent facts to ensure accuracy of detail in preparing briefs, submission maybe elaborated verbally at the hearing. When the briefs have been submitted by both parties, the Tribunal will schedule a meeting. Opening submission from aggrieved side, usually the union will begin the hearing. Witnesses maybe summoned, documents maybe presented along with all relevant evidence submitted in support of the case. When the hearing is completed an award is handed down. Arbitrators are governed by the term of reference. The Tribunal must ensure that awards are capable of being implemented. If it is, at least two members of the panel a simple majority must sign the award in order for it to be binding; this award from the IDT is binding on all parties. If there is a disagreement among members of the panel about the terms of the award a minority report may be submitted but the members disagreeing with the award should consider whether it is appropriate to write a minority report. This may be necessary where the arbitrator feels that his reputation maybe damage or where he feels that it is essential to set out his reason. His disagreement is recorded on the award document. If all three disagree the award maybe handed down by the chairman. The chairman of the panel might also seek clarification of the award in doing this he might sit alone or with other members and invite all parties to attend the sitting. Clarification of the awards may also be provided by the panel in writing, but without out a sitting. On the contrary, the awards may be appealed in the Supreme Court if there is a breach of law, insobriety of one or all panelists; or insanity of panelists. The decision made by the Supreme Court on an appeal is binding on all parties, but there are provisions for further appeals through the judicial machinery to the Privy Council in England. An award may be retroactive but it must not precede the date when the dispute first arose. Tribunals have the function of a civil court to enforce the law but are not restricted by the rules and procedures of an ordinary court. The Industrial Dispute tribunal has the advantage of being quicker, cheaper, and more informal, have great discretionary power and can be staffed by expert in the field. On the other hand, IDT have disadvantages by being less precise than the ordinary court. All the matter arises in Industrial relations are referred to the TDT because tribunal only deals with civil law. Employee rights such as redundancy payment, discrimination, unfair dismissal and maternity leave are matters that are referred to the tribunal. Often it is the interest of both parties to resolve the situation as quickly and as cheaply as possible. To this end tribunals serve a useful purpose. The Industrial Dispute Tribunal performs its task on its own merit and as such they have the power to make awards that are binding and are deemed to be final. These awards can only be overturned on a point of law this means only where the decision of the tribunal may be in error can an appeal be made. The tribunal also has the power to summon any person before to give evidence or produce documents and records in control of that person. Another function of the tribunal is that it may also administer an oath or take an affirmation of any witness appearing before it; the tribunal may conduct it hearing in private for the purpose of hearing evidence. If industrial action is threatened or has begun and the dispute is referred to the tribunal it can order that such industrial action not take place or cease from such time. If the order is disobeyed, offenders may be prosecuted. No action may be taken against members of the tribunal in respect of action done during the course of operations. Where three of the members are selected to constitute a division of the Tribunal and the chairman is one of those members, he shall preside over that division, and where the chairman is not one of those members, a deputy chairman shall preside. In addition where three members of the Tribunal constitute a division thereof and any one of those members dies or is incapacitated after the division begins to deal with the industrial dispute in relation to which it was constituted but before it has made its award, another person shall be selected in accordance with the provisions to fill the vacancy; thereafter the proceedings of the division shall be begun de novo unless all the parties to the dispute agree in writing that those proceedings may be continued as if they had not been interrupted by reason of such death or incapacity. A division of the Tribunal may, by agreement between the chairman of the Tribunal and the parties to the dispute with which the division proposes to deal, be assisted by one or more assessors appointed by the employer or an organization representing the employer and an equal number of assessors appointed by the trade union representing the workers. Where any division of the Tribunal is being assisted by assessors and any vacancy occurs in the number of assessors, that division may, by agreement between the person presiding and the party which appointed the assessor whose place has become vacant, either act not withstanding such vacancy or permit another assessor to be appointed by that party to fill the vacancy. Any industrial action taken in contemplation or furtherance of an industrial dispute in any undertaking which provides an essential service is an unlawful industrial action unless that dispute was reported to the Minister in accordance and he failed to comply or that dispute was referred to the Tribunal for settlement and the Tribunal failed to make an award within the period specified in. The Minister may, as soon as he is satisfied that any unlawful industrial action in contemplation or furtherance of an industrial dispute in an undertaking which provides an essential service has begun, refer that dispute the Tribunal for settlement. Where an industrial dispute exists in any undertaking which provides an essential service and the Minister is satisfied that the dispute relates to the appointment of any person to a public office or to removal of, or disciplinary action taken against, any person holding or acting in a public office, the Minister shall not refer the matter of that appointment, or removal or disciplinary action to the Tribunal but shall cause to be served on the parties directions in writing requiring them to follow, in respect of that matter, the procedure provided by or under the Constitution of Jamaica.