Causes of the black death

There are several reasons as to why the Romans chose London as a settlement these include land, the Romans were excellent constructors therefore they needed a large amount of land to build their Empire. Another reason was that they noticed a river (now known as the River Thames). The Romans realised that this river could be extremely useful in many ways such as water for growth and survival, transport to get from one location to another and for trade, with the river ships from all over the world would be able to access this point to trade a variety of things for instance silver to make jewellery and coins, wool to make clothes, they also imported silk from China to decorate clothing and many more. By importing merchandise from other countries the Romans were able to raise their standards of living and have many luxuries. In approximately 50AD the Romans named London ‘Londinium'. Londinium was crowned capital of England there were two main reasons for this since the River Thames was in London for trades still coming in, and because they had a strong defence in Londinium as they settled in the north bank of the River Thames where two hills protected them which gave them better possibilities in war. It was essential for the Romans to have a brilliant defence because there were still Celtics roaming around who were always trying to win back land with brutal force such as the attack of Queen Boudicca in 61 AD who burnt Londinium to the ground she was described as: â€Å"Very tall, the glance of her eye most fierce; her voice harsh. A great mass of the reddest hair fell down to her hips. Her appearance was terrifying.† By the 1300s London's population had grown to 80,000 many things had changed London was a progressing city. In the 1300s there were a variety reasons people decided to settle in London. London was an improving city with many attractive buildings, there were lots of occupation available for all such as farming, tannery working, fishing and more, for entertainment there were hundreds of theatres to visit, there were countless number of Cathedrals to visit and London had easy transport because of the River Thames along with the London Bridge. Medieval London was made up of narrow and twisted streets, and the majority of buildings were made from very flammable materials such as wood and straw, which made fire a constant threat. Hygiene in London was awfully poor people weren't conscious about their health they got rid of rubbish anyhow they threw out their waste without caring where it fell. The houses would have had none of the things we accept as normal today – no running water, no toilets, no baths and washing basins. Soap was unheard of and as was shampoo. People would have been covered with dirt, fleas and lice. Beds were simply straw stuffed mattresses and these would have attracted lice, fleas and all types of bugs. Bathing would be rare even for the rich, rich people might have had a bath a few times a year! Your toilet would have been a wooden bucket which would have been emptied into the nearest river at the start of the day your water supply would also come from the same river. Families would have cooked and slept in the same room. Children would have slept in a loft if the cruck house was big enough. At night, any animal you owned would be brought inside for safety. There were a number of reasons for this. First, wild animals roamed the countryside. England still had wolves and bears in the forests and these could easily have taken a pig, cow or chickens. The loss of any animal could be a disaster but the loss of valuable animals such as an ox would be a catastrophe. If left outside at night they could also have been stolen or simply have wandered off. If they were inside your house, none of these would happen and they were safe. However, they must have made the house even more dirty than it usually would have been as none of these animals would have been house-trained. They would have also brought in fleas and flies etc. increasing the unhygienic nature of the house. Some of the settlement factors people would look for in the fourteenth century were high-quality occupation offered for all such as such as bakery, leatherworking, blacksmithing, carpenters, armourers, bowyers/fletchers and swordsmithing. People chose places which looked eye-catching and there was an enjoyable place to visit and People would want better and improved transport as well as brilliant security and fair laws. The Black Death started in Europe when the Genoese decided to escape the plague by fleeing from Caffa (where the Black Death originated from). The Genoese boarded their ships and set sail for Italy carrying rats, flees and the Black Death with them. The Black Death transmitted when a flea drank a rat's blood that carried the yersina pestis (plague germs). The yersina pestis would multiply until the flea's gut was clogged with it. The flea would then bite a human ejecting the rat's blood into the open wound the human would then be infected. This cycle carried on until the lives of 50 million people were taken from them in Europe wiping out half of London's population. It is said that the that the It was simple for the Black Death to spread in London since Hygiene in London was awfully poor as shown in the fourth paragraph there was a lot of congestion because London was dreadfully overpopulated and houses were still being developed people would cook, eat, sleep and go to the toilet in the same room which meant a lot of germs. In conclusion I think that the settlement of London did help the plague to spread in the 1300s because of various reasons including many of the reasons shown above mainly since the type of people that who settled there, and the fact that they had no sewage for their waste to go to. But I think that if the people not just in London but all around the world were more alert and aware of germs and hygiene then the Black Death would never have started.

Promote Creativity And Creative Learning Essay

Creative learning is all about helping children develop their imaginative skills through exploration of different materials and ways of expressing themselves, for example this can be methods like dance, ICT, building and also traditional creative methods like painting and drawing. Creativity itself is all about allowing children to express and explore themselves and take risks in doing so. This doesn’t necessarily have to be in a defined method but could simply be their own play, for example their role play is an expression of their creativity. Most theories about young children view children as highly creative which allows them to explore and experiment with the world around them. Creativity is more about the process than it is about the actual end product as it allows us to learn more about ourselves, like what we’re good and not good at. ‘Creative Partnerships’ was a scheme set up with the term ‘creative learning’ to sum up their programme. They believed working together to try and create new approaches to learning would stimulate the people learning by giving them a new approach and bring the curriculum to life. Another approach the ‘creativity, find it and promote it’ challenged practitioners to be more critical towards the way they think about creativity. It challenged them to try and create connections they wouldn’t normally make and constantly question conventions that they normally wouldn’t. Creativity and creative learning can be beneficial for children for many different reasons. Creativity can give children a way to express and develop their emotions, an example of this may be if a child is sad they may draw a sad picture and then someone has the opportunity to ask them how they feel about it and express themselves. Creativity is also a good way for children to develop socially, an example of this if a child enjoys creative dance then they may wish to create dance routines with other children and this allows them to be both social but develop their communicational and physical development. Creativity can also help children develop intellectually by doing creative problem solving and critical thinking. Children require long unhurried periods of time to develop and express their creativity so they are not rushed into creating something they did not want to. Allowing them as much time as they need, will help them feel like they have created the best thing they could have possibly made as well as allow them to explore original ideas further with the extra time that they have.

How Apps Can Change Our Health Care Environment Essay

How Apps Can Change Our Health Care Environment - Essay Example The trend is relatively new and not all operating systems have completely embraced it totally, however, this utility is slowly creeping in the technological and medical science field and enabling more benefits. Since the medical field pertains to specialization in one particular domain and that is of medicine, the chemical names and other chemical formulae, thereby the understanding may be difficult for common man. The first and foremost consideration in this regard should be that of the level of understanding of the common man. The language must be easy to interpret and should not be restricted to one particular set of people who may specialize in the medical field. Numerous operating systems have launched applications for the purpose of medical health. Apple Inc is one of the leaders in this field. They launched this service couple of years ago. medical apps are one similar endeavor undertaken by Apple Inc and it has the number of applications under its belt that facilitate better healthcare knowledge and awareness. Android Operating system is not far behind and it has introduced numerous applications for the same purpose. Applications may be created in different ways. Some that contain the technical information for the specialists and people directly associated while others as the common people who may need the general information. This application may be used to determine the number of calories that may be taken daily, along with other mathematical figures that must be kept in mind. Finding the accurate blood pressures, sugar level and all the relevant information about similar minor diseases, information can be given spread through such applications. Calculate by QxMD is another application that is used as a medical calculator for the same purpose.

Comprehensive Project Coursework Example | Topics and Well Written Essays - 1500 words

Comprehensive Project - Coursework Example This provides a backup measure to cover the holes in the federal statutory codes when resolving a dispute. In the UAE, courts do not keep an accounting of cases gone to trial or decisions from those cases for building on previous case law. Building on case law benefits the person seeking relief from the courts as there is at least one other person who in a similar situation received a ruling in their favor. Case law would then support the argument made in the new case and provide a standard of proof necessary to make the original argument. In the UAE, this does not happen so every case must present with sufficient evidence and on its own merits before a judge. Judges have no expectation to render a decision based on previous decisions, meaning there is no precedent set outside of relying on the civil codes. Simply put, a judge can base his decision solely on the facts of the case in front of him and make a decision that is contrary to other decisions he or other judges have made in s imilar situations. For a contractor seeking relief in the UAE, understanding the civil codes and the federal laws is the best manner of protecting oneself. In the UAE Civil Law no. 2 of 1987 (the â€Å"civil code†) articles 870 to 896 specifically, provides the legal framework for the construction industry (Beamish, 2). The codes explain the expectations of both parties and the manner to find resolution without relying solely on a decision from the courts. In commercial transactions involving a contract, it is necessary for all parties to understand the significance this document has in their business dealings including the limitations of their agreement (Coburn). More importantly, both parties must understand what course of action is valid for them to undertake to ensure fulfillment of the contract including when one party will not pay for services rendered or materials provided. The UAE Commercial Transaction Law no. 18 of 1993 (the â€Å"CTL†), articles 6 and 11spel l out the criteria required to become a party to a construction claim (Al Tammi & Company, 1). By familiarizing oneself with the statutes is the best manner to understand the elements a contract should contain and what course of action to take, such as arbitration and a mechanics lien when the other party refuses to pay for services and materials (Al Tammi & Company, 1). The Civil Procedure Law of 1992 (the â€Å"CPL†) articles 203-219 specifically discusses the use of arbitration and the manner in which the arbitral awards are authenticated (Al Tammi & Company, 1). The amount of unpaid contractors in the UAE has increased in recent years costing â€Å"hundreds of millions of dirhams to hundreds of millions of US dollars† (Delmar-Morgan). These cases had been clogging up the court systems when arbitration of these cases became popular. Now, the arbitration cases have increased to a point where it is difficult to tend to the client’s needs in a timely manner. The se are not cases of a couple hundred or thousands of dollars or dirhams but millions. One case involving British consultants and engineers who were never paid equaled $636 million (Delmare-Morgan). WS Atkins, a company that designed Burj Al Arab waited for payment of $39.7 million (Delmar-Morgan). Through the arbitration process, WS Atkins expected payment by the first quarter of the next year, yet WS Atkins continued to wait for

Criminal Law Essay Example | Topics and Well Written Essays - 750 words - 1

Criminal Law - Essay Example The evidence for these facts is that she has told the officer that she has been robbed and he was wearing dark t-shirt and white pants, which was a lie. According to 30 USC 941- sec 941 ,the lady will be fined for $ 1000 for false statement and she will be convicted and will be given imprisonment for not less than 1 year or both. The Second crime-The second evident crime in this scenario is that the man who was being stopped by the police officer Jones was a criminal. He also did not stopped at first call of the police officer which was a crime .The man was carrying drugs as cocaine was a serious drug and possession of it is against law.. The evidence for this claim is that the police officer found a bulge in the rear side of the person and on checking it was found to be cocaine and a cell phone hidden. As per (Find Law,2013) â€Å" Simple drug possession sentences tend to be the lightest, while intent to distribute drugs or the cultivation/manufacturing of drugs carry much heavier penalties†.According to section 844, the possession of drug is considered as a felony and the punishment can vary from small fine to imprisonment for years. It depends on the intensity of the crime. The third crime The third crime in this case is that the lady was abused by her husband. As a matter of fact physically abusing a person by another person is a criminal act. Especially, when the physical abuse is performed by the spouse then the act takes a serious criminal course.. An act of torturing and assaulting a woman is a serious criminal and legal issue and can cause legal action on the husband of the woman. According to (Madison,2013) â€Å"Felony domestic violence is a type of criminal charge. When a person is charged with domestic violence, it means he or she is accused of behaving violently toward family members or people who live with him or her†. The evidence for this instance is that upon investigation the lady revealed that she lied to protect her husband fr om arrest and she was abused by him. Under section 922(g)(20 The domestic violence is a felony and a federal crime and penalties to the bodily injury can apply and also the convict can be given imprisonment for 5 years. The Forth crimeThe forth crime is done by the police officer as he did mistake in identifying the robber and shot him instantaneously. This was a false action and a crime. A police officer does have a right to shoot but it cannot be in such cases where the culprit is almost at the reach of a police officer. The police officer cannot shoot a person or a culprit unless he is in a dire or a threatening situation. Here the culprit did not show any arm or weapon to the police officer jones so it is a crime from the police officer side to shoot the person immediately without a confined reason. According to (Olson,2013) ‘It is a mistake to   think because police are trained in firearm use, they are less likely to kill innocent bystanders†. The evidence for thi s fact that is that the person was shot on shoulder and was taken to hospital. According to The police officer will be given suspension for shooting the person without solid reason. The civil action -Here in this case the possible civil action that can be taken is to protect the health and life of the person who was shot by the police officer. Even though the person was a drug dealer and a criminal, the law authority has every right to protect his civil right which is protection of his life

Multifibre Agreement Case Study Example | Topics and Well Written Essays - 2250 words

Multifibre Agreement - Case Study Example 1966: June The United Kingdom implements a global quota scheme in violation of the LTA. (The LTA provides only for product-specific restraints.) 1967: April Agreement is reached to extend the LTA for three years. 1969-71 The United States negotiates VERs with Asian suppliers on wool and man-made fibres. 1970: October Agreement is reached to extend the LTA for three years. (It was later extended an additional three months to fill the gap until the MFA came into effect.) 1973: December It is agreed that the MFA will begin on January 1, 1974, and last for four years. 1977: July-December The European Economic Community and the United States negotiate bilateral agreements with developing countries prior to agreeing to extension of the MFA. 1977: December The MFA is extended for four years. 1981: December The MFA is renewed for five years. The United States, under pressure from increased imports resulting from dollar appreciation, negotiates tough quotas. 1986: July The MFA is extended for five years, to conclude with Uruguay Round. 1991: July The MFA is extended pending the outcome of the Uruguay Round negotiations. 1993: December The Uruguay Round (UR) draft final act provides for a 10-year phase-out of all MFA and other quotas on textiles in ATC. MFA extended until UR comes into force. 1995: January 1 1st ATC tranche liberalised by importing countries - 16% of 1990 import volume. 1998: January 1 2nd ATC tranche liberalized by importing countries - 17% of 1990 import volume. 2002: January 1 3rd ATC tranche liberalised by importing countries - 18% of 1990 import volume. 2005: January 1 4th ATC tranche liberalised by importing countries - 49% of... The nineteenth century saw the beginning of the formation of unions, for the purpose of protecting the rights of the citizens. From then on, as each country gained freedom from colonial rule, it started to go in for organized employment and trade activities. There are unions and associations for employment, for domestic trade activities and international trade activities. To protect the rights of its people, some countries have agreed and signed pacts on the quantity of each commodity that can be imported or exported into a country. Before we embark on a detailed analysis of the Multifibre agreement and its impact on international trade, let us have a look into the actions and agreements that were made before the Multifibre agreement came into force. Source: Based on D. Spinanger, "Faking Liberalization and Finagling Protectionism: The ATC at Its Best", Background Paper for the WTO 2000 Negotiations: Mediterranean Interests and Perspectives, Cairo. The textile and clothing industry is one which has constantly increasing trade flows all over the world. Globalization and liberalization had exposed the European Union industry to increased competition from a large number of low-labor cost countries (especially from Asia).This sector constitutes one of the most important sources of income and employment for various countries in Asia, esp.

Lung Cancer Essay Example | Topics and Well Written Essays - 1000 words

Lung Cancer - Essay Example Lung cancer originates in the lungs. Cancer is a disease that is usually associated with the wild growth of abnormal cells. In lung cancer, abnormal cells grow in an uncontrolled way in both or one of the lungs. Due to the fact that the cells are abnormal, they do not develop into healthy tissues and do not play any roles similar to those of normal lung cells. As abnormal cells continue to grow, they develop into a large mass known as a tumor. In a case where the tumor is located in the lungs, it can interfere with the lungs normal functions. DNA, which is a genetic component found in cells is contained in all body cells. Duplication of DNA occurs every time a mature cell divides to form new cells. For this reason, the new cells also contain DNA. Cells that are formed from the division of a mature cell are identical to the original cell in all ways. In the case where the cells are abnormal, this is usually related to a DNA error or mutation. This is usually the case in cancer. A lung cancer cell is a result of a series of mutations. Cells undergoing mutation can still function as normal cells; during this stage, the cells are said to be precancerous. With time, the cells become cancerous and it is during this time that they stop functioning as normal cells of the lungs. Lung cancer may be primary or secondary. This is usually determined by the point of origin of the growth of abnormal cells. This is because in some cases, cells travel from the original tumor to other parts of the body and continue growing there.

Debate between the Federalists and Anti-Federalists Essay

Debate between the Federalists and Anti-Federalists - Essay Example The formation of the Federalists and the Anti-Federalists seemed inevitable from the inception of the Articles of Confederation. Those that favored the ratification of the Articles’ most comprehensive successor, the Constitution, became known as Federalists and consisted mostly of people who lived in cities or engaged in trade, including large landowners. They were supported by merchants, land spectators, and many southern planters who wanted a strong government capable of handling the problems facing the United States both at home and abroad. Opponents of the Constitution were called Anti-Federalists, and consisted of mostly small farmers, especially those that were in debt, who felt that a strong central government was a threat to liberty and too far removed from the people in its representative structure. The Anti-Federalists were also especially opposed to the lack of a bill of rights and the â€Å"necessary and proper† clause that granted Congress the right to carr y out specifically listed powers. Two centuries removed from the debate, though the United States has continued to evolve and devolve at points in its history, the Anti-Federalist concern has been proven correct, specifically in their argument that â€Å"government would be impersonal, unrepresentative, dominated by men of wealth, and oppressive of the poor and working classes† (Bruns, 1986). Questions of state sovereignty led directly to the Civil War, and the issues of class division has created a disparity of wealth and power that continues to grow with each passing year. The population of the United States has also grown apathetic and cynical, accepting the relative ineffectiveness of the federal government as unchangeable. While the populist position of the Anti-Federalists made it the obvious choice for the majority of Americans, the Federalist leadership through such men as Alexander Hamilton, John Jay, and

Management and Team-working in a Large Organisation Essay

Management and Team-working in a Large Organisation - Essay Example y activity may be utilised to demonstrate the efficacy of these management principles to understand its functioning in the light how transformational leadership can bring about changes in the employees (Jacobs et al. 2006: 211-217). This would thus demonstrate the roles of managers in large organisations and also demonstrate how an employee in the NHS can self-manage him or herself. The overall aim of NHS is directly responsible for providing health services to the population of the United Kingdom. One of the major activities is to oversee the performance of the NHS organizations, primarily Primary Care Trusts and NHS Hospital Trusts. For any organisation of large magnitude, such as, NHS, it is important to achieve financial balance along with achievement of agreed performance targets. These are usually included in the local delivery plans, which may be termed as business plan (McNulty and Ferlie, 2004, 1389-1412). This indicates the necessity of management, and indeed smooth running of the complex functions of the NHS need managers their management skills to be utilised maximally to result into best outputs in terms of service provision and efficiency (Bolton, 2005: 5-23). In this assignment, Gibbs reflective cycle will be used to explore my knowledge on role of managers in my organisation. While doing this, I would also present an account of how I manage myself as an employee. Moreover, this will also demonstrate my abilities to work as a team member and my understanding on the utility and importance of working as a team member. In health care profession, utilization of reflective practice is becoming of paramount importance for continuing professional development. Gibbs cycle reflection comprises of few steps, the first is thought and/or feeling about an incident in practice. This would follow an evaluation about whether it is good or bad. This would follow an analysis to critically evaluate about the incidence. Then a conclusion can be reached through a

Voting in Elections Should Be Made Compulsory Essay Example for Free

Voting in Elections Should Be Made Compulsory Essay Compulsory Voting in Election, though highly desirable, cannot be attained due to a number of reasons. Some common reasons that come to mind without pondering a lot are: health issues of voters; which might bar them from exercising vote with a perception that no election is important than their health. Although a passion is seen amongst certain invalids; who are often carried to polling booth by their family on back ; a majority skips the same; especially ones living in metropolitans. They consider carrying their sick and bedridden family members to polling booth as a burden . Another major reason could be male chauvinistic attitude of Indian men ; who always underestimate thoughts and actions of their women. They especially prefer confining their women within the home on polling day. This is the one major reason of fewer number of female voters as compared to males; particularly in villages and small towns. Another reason; for turning off the voters for polling is the increased incidences of violence, booth capturing and criminal activities at polling booth; Making voters reluctant for voting. Such incidences can be easily observed in underdeveloped as well as developing nations with high corruption. A few other reasons; which handicaps Constitution in making polling compulsory or rather Imposing punishment could be the distance between pooling booth and voter’s residence. The situation gets worsened if accompanied by adversities like heavy snow; torrential downpour, scorching heat or thunderstorm; the control of which is beyond the power of Government as well as voters.

Psychological Care of a Patient | Neonatal Case Study

Psychological Care of a Patient | Neonatal Case Study Kathleen Gaule Nicolls indicates that the psychological skills should be routine provision. Discuss this statement using a case study from clinical practice. Discuss the relevance of psychology and how it is applied and integrated into a case study. Identify the medical and nursing problems and the related pathophysiology to set the context of the case study. (1000 words.) Portfolio 2 Psychological care refers to an approach of looking after the ill, (in this case also the parents) and should be integrated with nursing to provide an organised and practical psychological content to overall care. Krigger et al (2007). They also state it represents a big step towards meeting the requirements of truly holistic care. As mentioned it requires an organised approach with various skills and objectives and to deal with psychological issues arising from the event of illness. Firstly for psychological care there has to be an awareness. Secondly intervention and thirdly refer on if necessary for therapy. Nicolls states that it should be common provision’ in hospitals. He also states that common psychological reactions to illnesses include shock and even post-traumatic stress, confusion, distress and loss of self-worth, lowered self-control and even a collapse into dependency. Kevin (not his real name for the purposes of confidentiality) was a term +10 day baby. Spontaneous vaginal delivery. His birth weight was 3.2kgs. Apgar score was 9 at one minute of age and 10 at ten minutes of age. He cried at delivery, no resuscitation required just dried and suctioned. He was pink and given to mother for skin to skin. He was her first baby. At fifteen minutes of age baby was on the breast and sucking. All was well. At 30 minutes of age, mother’s partner noticed that the baby while still on the breast was not sucking and not breathing. He immediately called for help. The neonatal team came immediately. Cardiac massage was given, the baby was intubated and ventilated, and adrenaline 1:10,000 was given by three individual doses via the endotracheal tube. He was transferred to the neonatal unit. A team decision was made to start the baby on cooling as per cooling guidelines. Umbilical arterial and venous lines were inserted and he was commenced on morphine. Panc uronium (muscle relaxant) was withheld initially so the team could observe if there any abnormal movements. Continuous monitoring functioning was commenced. His mother Mary (not her real name) came down to the unit accompanied by her partner shaken and shocked at the fact that her baby had been taken away from her so suddenly. She went from euphoria the birth of her first baby a beautiful baby boy to a lifeless baby cold to touch in a cooling supported by a life support machine with bags of intravenous fluids, syringes and pumps. This for her was so surreal. After initially explaining to Mary how we were actually nursing Kevin being continually aware that it was pretty much going over her head but as Drewery in his article states ‘repetition is the prime influence in memory’ None of the team at this point could actually tell her what had happened because we did not know. We as a team were also shocked as to what happened. We tried to internalise the situation. The baby was pink, was at the breast and sucking. What happened? Each time Mary came to the neonatal unit she would spend long periods of time there sometimes on her own sometimes with her partner or family members. She appeared vague as if everything was going over her head and it was to a certain degree. Emotional and psychological care was paramount for her at this stage. By day four it was clear that Kevin would not survive without the ventilator, psychological preparation for that was of vital importance. Communication with the parents seeing exactly at what point each of them were at and bridging that gap. To build a bridge from where they were at that point and helping them cross that bridge metaphorically speaking where they needed to be without them falling. That was a huge challenge for us as a team. According to Egan (1998) Attending, Listening and Understanding are the three basics in communication skills. Attending which is being present for the person or persons. Listening which must be active listening as this will encourage the cli ents to talk and how they feel and what is going on for them at that present time. Egan (1998) also states we have to listen to nonverbal cues as very often as in this case the present was familiar (at least the baby was present) as opposed to the prospect of change. They appeared to have understood the consequences of withdrawing ventilation but their body language clearly stated they did not want it to happen The bond of attachment had already formed especially with Mary. As Bowlby (1989) states ‘attachment is a close emotional bond between infant and the care giver in this case between infant and mother. She said very little initially how she felt, just asked very appropriate questions regarding Kevin. It was difficult nursing him as we both knew the outcome but on the other side she had built up a relationship with us. One of trust one that had been formed on the basis of been open and frank with her and she with us. We left them decide when they wanted to withdraw ventilation. This bridge was built and crossed. The initial conversation about withdrawing treatment went completely over their heads, but as mentioned earlier Repetition is the prime influence in memory. Dewey (2012). Traumatic news sometimes cannot be processed. One can proceed to the responses of grief: denial, anger, bargaining and finally acceptance. According to Krigger et al (2007) grief often manifests itself wi th features similar to depression and it is vital as health care professionals can distinguish between the two, as this may require professional help example counselling or psychotherapy. With this particular case the parents had very good family support. CONCLUSION. In conclusion I agree from my experience of dealing with this particular case and other cases also that psychological care of a patient and in this case the parents is paramount. They must be treated in holistically, physiologically, psychologically and spiritual care is also of great importance. Holistic care is central to nursing and also intuitive. As Wynne (2013) describes palliative care is ‘an approach that improves the quality of life of patients and their families facing life threatening illnesses’. One has to care in a way that counts one has to be emphatic and kind also to look after one’s own needs to ensure that psychological care is of routine provision. REFERENCES.

Postpartum Depression and Analysis of Treatments and Health Determinant

The objective of this paper is to develop a thorough understanding of treatments available for mothers with postpartum depression and formulate a research question that can provide for future direction. Postpartum depression is universally recognized as a serious condition affecting 10-15% of women within a year of birth (O’Hara & Swain, 1992). The high prevalence of postpartum depression among mothers makes this an issue worth exploring the type of treatments available. A set of physical and psychological symptoms are associated with this condition that greatly increase the detriment of postpartum depression. These symptoms can be ranked on several designed scales by health care professionals. It is important to understand that even with a high prevalence rate of postpartum depression among women many cases go untreated. (Buist, Barnett, Milgrom, Pope, Condon, Ellwood, Boyce, Austin & Hayes, 2002). An analysis of five studies will introduce the available treatments and the possibility that social support in combination with personal physical maintenance maybe the best treatment for women with minor or moderate postpartum depression. In the first study Gjerdingen (2002) investigates the various treatments but particularly the pharmacological treatments. Gjerdingen (2002) stresses the importance of administered treatment based on severity of diagnosis, such that healthcare professionals appropriately identify the state of wellbeing of the patient and appropriately respond. As presented in the article, the US Preventive Services Task Force strongly recommends screening for depression to be done through clinical services that have systems insuring proper diagnosis and appropriate interventions. Gjerdingen (2002... ...eme will also be covered in the remainder of the studies and will be used when formulating the final research question. In trying to determine the efficacy of cognitive behavioural therapy and counselling Milgrom, Negri, Gemmill, McNeil, Martin (2005) discuss the influence of the health care system questioning the efficiency and accuracy of transferable skills. It was determined that personal counselling was easier for professions to obtain the skills versus group CBT. This raises the question will transferability of skills among health care professionals affect the completion and result of treatment? In addition, many intervention studies are lacking formal clinical diagnosis and validated clinical measures of depressive symptoms. As a result this makes the replication of studies difficult and therefore the correct transferability of skills would be lacking.

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In the essay â€Å"In Praise of Margins,† the author Ian Frazier explains the idea that margins are needed in people’s lives to prevent us from going insane. He believes that as the world gets more jammed up and complicated, that people need margins where they can express themselves how they want and try new things without people judging one another. He states that â€Å"as the world gets more jammed up, we need margins†¦ where you can try out odd ideas that you might be afraid to admit to with people looking on. When Frazier was a child, he would go out in the woods and play with his friends, not worrying about anything and just freeing his mind. His imagination was limitless and he felt like he could do whatever he wanted to do without being afraid of other people’s reaction. Frazier conveys the idea that we need a break from our busy purpose-filled lives, and take a step away from reality. I agree with Frazier and his views on margins because a lot of the time we need a break from the wild day to day routine that people are involved in. If we take place in marginal activities or find our own marginal place, then we will be much more successful at our goals in life. Marginal paces are very valuable in our life and people should somehow incorporate it their daily lives in order to free themselves from their stressful life. As a child, I experienced a world of imagination where I was able to do anything I wanted and take my mind out of the world that I lived in. Whether it was a certain activity I was involved in or a specific place I went to, I got to clear my mind of all the things that were bothering me. Even to this day I still go to my own marginal place. With all the stress that college has like finals... ... all, people need and should have marginal places, activities, and things in order to be successful in their life. Having margins in your life makes it easier to think about difficult decisions and it can be less stressful when dealing with complex situations. I agree with Frazier’s views on marginal places, activities, and things, and think that everyone should have their own marginal place or activity. According to Frazier, â€Å"a book without margins is impossible to read†. This proclamation imposes that attempting to live your life without margins would be ineffective, and you would end up facing more and more problems, causing your life to be more stressful. If people incorporate margins in their life, and escape from reality for a brief period of time, then they can achieve their goals in a less stressful way, and end up feeling better as a person.

Essay --

What is a model? â€Å"A model is a simplified representation of reality it does not constitute reality itself. Models purposely ignore certain aspects of reality and focus on selected and related sets of crucial factors† (Segal and Spaeth 2002). In this paper, I will be discussing the three models and which model explains how justices behave the best: the legal model, the attitudinal model, and the rational model. The legal model justices vote on their preference but when given the opportunity they would vote to overturn the precedent because it does not fit their personal opinions. The attitudinal model justices are provided with the best prediction on a given case to determine how to vote. The rational model is the last model that feeds off the other models. The justices for this model vote on their preferences and not on sides. I will describe how each model links into each other. The legal Model is the behavior of judges explaining the law while making decisions. Justices tend to make judgments based off past precedent. Judges subscribe to the legal model for public consumption. J...

Globus Report Essay

The objective of this Globus game is to run a company in the real environment which is we will compete with other companies. On this simulation I am becoming co-manager of a camera industry. All of the company have two products in the market which is Entry level camera and multi featured camera. And the market area is divided into 4 region which is : 1.North America  2. Europe-Africa 3. Asia Pacific 4. Latin America. One group have 3 members , and in my business simulation we got 8 different companies. Each company has to run the camera business every week , one week in real life is represent 1 year in the simulation for a consecutive 10 weeks. The ultimate goal for all the companies is to dominate the market of the cameras industry, the best camera company in the industry is to get the target that give by the investor expectations, gaining the most market share and image rating and maintaining a good credit rating. My Achievements By doing the virtual business game with my group member , I had to be able to analyse the business every year , what the strategies I have to do , and how to get high dividend and investor expectation. By doing this process I can fully understand what happening with this industries and how to improve this business.. These kind of things allow me to understand concept in the industry and develop a strategy to win the competition within the industry. By experiencing this virtual business game I have learn about business management , starting from production cost , marketing , advertising , marketing , target market ,shipping labour forces ,financial decision , and business plan .all of this elements will impact the business performance. On this game I also learn from the compotetion btween the company in this industries.Every single company have a different strategies to dominate the industry. All the strategies is depend on the current situation and target market.and the competition i s on all the time because the compotitors I always find the new strategies to defeat our company.so we need to come up with new strategies. My New Transferable Skills: Reflection 1 Context : On the first week of the Globus game we were trying to change the decision entry as what we did in the Globus practice using on our knoledege about business menegement Activating Experience : With lack of knowledge that we got on the first year result is under the investor expectation ,eventhough we tried so hard to do this decision entries. Belief : We failed to believe that with our lack of knowledge our first year results is unsatisfy ,.it is make our companies is behind other companies. Consequence : Other companies performing well on the first year so our company is one step behind .Our results for EPS ,ROE and image rating is so much behind others companies.So it is hard for us to chase the other companies that performing beyond our companies as well as none of our group member really understand about business. Dispute : I have learn that when you make your company you need to understand everything about it from the market , business pla and etc. Because first year is the most crucial for your business to see the prospect of your business . so you need to learn before you do it. Reflection 2 Context: Our group have develop different strategies every year Activating Experience: We are trying to do the strategies to get more profit on that year and didn’t planning for the coming tyears Belief: We failed to belief that our strategies is failed because we didn’t see the situation of the market and we didn’t planning well for the coming years like warranty I s the most issues of our comapny Consequence : Our result is dropped every because we have no analyse market and our bad planning for the future , so until the very end of the year we still have outstanding loans Dispute : I learned that it is really important to research about he target market and the planning of future business. Reflection 3 : Context: We always change our p/q rating every year Activating Experience : we always change our p/q rating to be the same as the leading companies ,hoping that we can compete with them Belief: We failed to believe we didn’t choose our p/q rating since the first year , by changing the p/q rating every year it boost our market share and kick us out of the competition.because we don’t choose the target market of our companies , which is always changed every year Consequence : Our companies rank is dropping until it aalmost the last position , and we have no target market Dispute :I have learn that I cant use other company strategies , but I have to find the new strategies that can beat them in theyre market.And I would make sure to develop my own strategies to take against other companies. My personal growth and lifelong learning Reflection 1 Context : For some of the week our globus group couldnot focus on globus game Activating Experience : The Globus team unsatisfy with the result that not stable , and we didn’t do well on some of the year Belief : I failed to believe that because 1 didn’t stay focus to do the globus simulation game. Consequences : Our company have a bad start and the result in the middle year is falling down.we keep losing point every year until it reah the peak and our company made a loss.The biggest mistake was that we did not understand the game completely and this made us suffer for the beginning of the years. Dispute : I would like to completely understand on how to run the company and be able to do full analysis and research in the industry. And the most important thing to run the business is to keep focus to run the business to make a succesfull business Reflection 2 Context : In all of the group meeting, we as the co-managers, had agreed on the decision to take and do the Glo-bus together. Activating Experience : During the very last minutes of before year 11 or 12 decision was due, one of the co-managers changed the decision and we were not informed about that. Belief : I failed to believe that we all had agreed on all the decisions we had come in group meeting and nobody would change any decision without any consent from other co-managers. Consequences : Our company was in the second last position due to the loss that we got. The co-manager decided to significantly lower the price to gain more market share, but in the end the decision was against us. Dispute : I would never let my team member to do that anymore. Since then, I learned that I had to check all the decision entries just before it was due to make sure everything was okay and according to what we agreed in the group meeting. I learned that this kind of action could be fatal and as a result, it would be hard to manage the profits year after. Reflection 3 Context : After couple of weeks of hard time, we had to sit down together, share ideas and run the Globus game together to make sure we really understand Globus. Activating Experience : We had to analyse the competition in our industry and think many possible strategies to counter our competitors. Belief : I believed that as co-managers, we had to completely understand Globus and make sure that everyone in the team really understood what was happening since this was the best way to run the company. Consequences : We managed to bounce back at the end. Our position kept increasing every year up to 5th position which was not that good for the progress of the company. In the end, with everyone sharing their opinions and ideas, we managed to go as one team to help the company that was already in a bad position due to bad performances from previous years. Dispute : I learned that by getting together as a group and shared knowledge and analysed the industry together, we could manage to be t he best actually. Reflection 4 Context : After our company had bounced back, we had to keep doing our strategy so that our company could get better. Activating Experience : We had to do analysis every week carefully to see what the best opportunity and strategy to take. Belief : We believed that by doing analysis every week, we could maintain our position. Consequences : Our company was getting better every year onwards since year 12 and 13. This was because we had understood on how to play the game. We did analysis and research every week to find out what strategy we could implement. Dispute : I learned that by completely understand the game, the game was actually interesting. Now I know how business works in real life. Everything was related with another and each decision was really important.

Food and Beverage Services Essay

FOOD & BEVERAGE SERVICE The Hotel Industry – Introduction Definition and Origin of the Hotel Industry otel is defined as â€Å"A place where a bonifide traveller can receive food and shelter, provided he is in a position to pay for it and is in a physically and mentally fit conditioned to be receive, â€Å"Hence, a Hotel must provide food and beverage, lodging to travellers on payment and has, in turn, the right to refuse if the traveller is drunk, disorderly, unkept, or not in a position to pay for the services offered. The most important function of a hotel is to provide Food and shelter to prospective guest. To provide food & shelter, there are number of departments or Ares, who all functions together round-the-clock inside hotel premises. All departments are broadly categorized in two parts: 1. OPERATIONAL DEPARTMENT (CORE DEPARTMENT): †¢ Front office (revenue center) †¢ Food & Beverage service (revenue center) †¢ House keeping (cost center) †¢ Food production (kitchen) (cost center) 2. ADMINISTRATIVE DEPARTMENT (NON-CORE DEPARTMENT) †¢ Maintenance department †¢ Account department †¢ Human resource department †¢ Electronic data processing department †¢ Communication department †¢ Security department †¢ Purchase department †¢ Stores. †¢ Sales & marketing department FOOD & BEVERAGE SERVICE FRONT OFFICE: The main function of the department is: †¢ To allot the room to the guest, called as check-in. †¢ To maintain the room records for reservation and allocation. †¢ To collect the room charges and other miscellaneous charges for various services used by guest during his/her stay at the hotel, at the time of departure of guest. Back Office †¢ Reservation desk: this section is used for taking booking for rooms. †¢ Telephone operator: this section is used for attending all phone calls land up in the hotel or for providing trunk dial facility to guest. †¢ Business center: this section is used for secretarial job of guest. Food & Beverage service department: The main function of this department is: †¢ To provide food & beverage facilities to the guest. †¢ To provide food & beverage for groups, conferences, meetings, theme parties etc. FOOD & BEVERAGE SERVICE HOUSEKEEPING DEPARTMENT The main function of this department is: †¢ To take care of the cleanliness of rooms, and the hotel building and its furniture and furnishings. †¢ To maintain the linen room for maintenance of room linen, restaurant’s linen etc. †¢ To maintain the gardening work of hotel. †¢ To maintain guest laundry facility for room guest staff laundry facility for staff of hotel. FOOD & BEVERAGE SERVICE MAINTENANCE DEPARTMENT The main functions of this department are: †¢ To maintain all the equipment s placed inside or related with the hotel. †¢ To be responsible for smooth supply of electricity, water, and smooth function of air conditioning unit. †¢ To be responsible for AMC of important and expensive equipments. †¢ To maintain all the furniture and fixtures of rooms and other area of hotel. ACCOUNT DEPARTMENT The main function of this department is: †¢ Preparation of budget and allocation of revenue and expenditure for various department †¢ Maintain all account related books as accordance to the government rules and regulations. †¢ Preparation of balance sheet of the company. †¢ Liaising with Govt. offices for tax and revenue related matters. †¢ Collection of revenue from guests, companies etc. †¢ Giving salaries to employees. †¢ To keep check on the food & beverage cost. †¢ To keep check on the purchase and sale of alcoholic beverages for the property. †¢ To keep the account orevenue generated and expenditure under various heads for each department. HUMAN RESOURCE DEPARTMENT The main function of this department is: †¢ Recruitment and selection of employee for hotel as per requirement. †¢ Training and development of employee †¢ Maintenance of attendance records, leave records etc. †¢ Maintenance of personal file for each employee with all details, for the purpose of periodically appraisal. FOOD & BEVERAGE SERVICE COMMUNICATION DEPARTMENT The main function of this department is: †¢ Maintenance of telephone connections for each room and other area of hotel. †¢ Maintenance of cable connections of televisions of rooms and other places of hotel. †¢ Maintenance of audio-visual equipments for conferences and parties. †¢ Maintenance of audio-visual equipments of the hotel. SECURITY DEPARTMENT The main function of this department is: †¢ To be responsible for safety and security of guests of hotel. †¢ To be responsible for safety of employee. †¢ To keep check on theft cases of hotel. †¢ To cooperate with staff for fire exit procedure. †¢ To keep record of received materials and dispatched materials of or for the property. †¢ To keep record of movement of fixed assets of property. †¢ To keep check on unauthorized entry of people. PURCHASE DEPARTMENT & STORES The main function of this department is: †¢ To purchase materials from the market as per requirement of various department of hotel. †¢ To purchase all types of equipments and materials for hotel. †¢ To liaison with different companies or vendor for supply of perishable or non-perishable goods. †¢ To liaison with different dealers for provision of non- vegetarian items (chicken, mutton, fish, beef, etc. ) †¢ To store all the purchased items properly as per basic rule (F. I. F. O. ). †¢ To issue the material to the user department of hotel after making proper record. †¢ To maintain the smooth flow of perishable and non-perishable goods for the department. SALES & MARKETING DEPARTMENT The main function of this department is: †¢ To sell the room nights and various conferences facilities to various clientele. †¢ To sell the room nights to individual guest for holiday purpose. †¢ To make the brand image of hotel in the market. †¢ To act as an agent for hotel and provide various information of changes and updating. FOOD & BEVERAGE SERVICE The different serviceareas are:- †¢ Restaurant †¢ Room Service department †¢ Banquet department †¢ Bar & lounge. †¢ Restaurants: this is also called as dinning room. Guest come inside the room. Order dishes as per choices and food is served to them. There are different types of restaurants: Coffee Shop A concept borrowed from the United States, distinguished by its quickservice. Food is pre-plate and the atmosphere informal. Table coverlayouts are less elaborate and have basic essentials only. Continental Restaurant The atmosphere is more sophisticated and caters for people who can eat at leisure. The accent is on good continental food and elaborate service. Specialty Restaurant The entire atmosphere and decor are geared to a particular type of foodor theme. Thus restaurants, which offer Chinese, Japanese, Indian cuisinewould be termed â€Å"specialty restaurants†. The service is based more orless on the style of the country from which the particular cuisine originates. Fast food joints The entire environment is characterized by high investment, high labor costs and vast customer throughput †¢ Room-Service: the department provides food & beverage service in the guest rooms †¢ Bar: this sub-department is responsible for service of Alcoholic beverage. This place are having special license to serve alcoholic beverage. †¢ Banquet: this sub-department is responsible for serving food & drinks to special groups having specific needs and demands. FOOD & BEVERAGE SERVICE The service of food and beverage may be carried out in many ways depending on a number of factors: †¢ The type of establishment †¢ The type of customer to be served †¢ The time available for the meal †¢ The turnover of customer expected †¢ The type of menu presented †¢ The cost of meal served †¢ The site of establishment Food & beverage service can be looked at from the customer’s point of view. Essentially, the customer enters a food service area, orders or selects his/ her choice and then is served (the customer may pay either at this point or later). Food and beverages are then consumed, following which the area is cleared. FOOD & BEVERAGE SERVICE Broadly we can categorize the service methods in five types: A. Table Service B. Assisted service C. Self- service D. Single point service specialized or in situ service A. TABLE SERVICE In this category, the guest enters in the area and is seated. Menu lists are given or displayed for orders. The orders are been taken by waiter/ess. Then the service is done a laid cover on the table. Following are the type of service come under this category: English Service: Often referred to as the â€Å"Host Service† because the host plays an active role in the service. Food is brought on platters by the waiter and is shown to the host for approval. The waiter then places the platters on the tables. The host either portions the food into the guest plates directly or portions the food and allows the waiter to serve. For replenishment of guest food the waiter may then take the dishes around for guests to help themselves or be served by the waiter. French Services: It is a very personalized service. Food is brought from the kitchen in dishes and salvers, which are placed directly on the table. The plates are kept near the dish and the guests help themselves. Silver Service: The table is set for hors d’oeuvres, soup, main courses and sweet dish in sterling silverware. The food is portioned into silver platters at the kitchen itself, which are placed at the sideboard with burners or hot plates to keep the food warm in the restaurant. Plates are placed before the guest. The waiter then picks the platter from the hot plate and presents the dish to the host for approval. He serves each guest using a service spoon and fork. All food is presented in silver dishes with elaborate dressing. American/Plate Service: The American service is a pre-plated service, which means that the food is served into the guest’s plate in the kitchen itself and brought to the guest. The kitchen predetermines the portion and the accompaniments served with the dish balance the entire presentation in terms of nutrition and color. This type of service is commonly used in a coffee shop where service is required to be fast. Russian Service: An elaborate silver service much on the lines of French service except that the food is portioned and carved by the waiter at the gueridon trolley in the restaurant in full view of the guests. Display and presentation are a major part of this service. The principle involved is to have whole joints, poultry, game and fish elaborately dressed and garnished, presented to guests and carved and portioned by the waiter. Gueridon Service: This is a service where a dish comes partially prepared from the kitchen to be completed in the restaurant by the waiter or, when a complete meal is cooked at the tableside in the restaurant. The cooking is done on a gueridon trolley, which is a mobile trolley with a gas cylinder and burners. The waiter plays a prominent part, as he is required to fillet, carve, flambe and prepare the food with showmanship. The waiter has to have considerable dexterity and skill. Snack-bar Service: Tall stools are placed along a counter so that the guest may eat the food at the counter itself. In better establishments, the covers are laid out on the counter itself. Food is either displayed behind the counter for the guests to choose from, or is listed on a menu card or common black board. B. ASSISTED SERVICE In this type of category, the guest enters in the dining area and assisted himself for getting the food, either from buffet counter or he may get served partly at table by waiter/ess and the extra need to be collected from counter by himself. Consumption may be done on either at table, standing or in lounge area/ banquet hall. Buffet Service: A self-service, where food is displayed on tables. The guest takes his plate from a stack at the end of each table or requests the waiter behind the buffet table to serve him. For sit-down buffet service, tables are laid with crockery and cutlery as in a restaurant. The guest may serve himself at the buffet table and return to eat at the guest table laid out. The waiter may serve a few courses like the appetizer and soup at the table. C. SELF SERVICE In this type of service, the guest enters in the dinning area, selects his own tray or from the food counter and carries food by himself to his seating place. D. SINGLE POINT SERVICE In this category, the guest orders, pay for his orders and get served at single point. There may be may not be any dinning area or seat-outs. The different types are: Take Away: Customer orders and is served from single point, at counter, hatch or snack stand; customer consumes off the premises. Food Court: series of autonomous counters where customers may either order and eat or buy from a number of counters and eat in separate eating area, or take-away. E. SPECIALISED SERVICE In this category the guest is served at he place, which is not meant or designated for food & beverage service (i. e. guest rooms or any special area). Grill Room Service: In this form of service various meats are grilled in front of the guest. The meats may be displayed behind a glass partition or well decorated counter so that the guest can select his exact cut of meat. The food comes pre-plated. F&B SERVICE PERSONAL & THEIR ATTRIBUTES All types of catering establishments require a variety of staff positions in order to operate effectively and efficiently. The food and beverage service department usually has the largest staff. Able leadership and supervision is required to effectively direct the department and guide the staff. The personnel in the food and beverage service industry require practical knowledge of operations as even a small error can cause displeasure to the guest. Coordination of activities of all outlets is essential to provide the guest with quality service at all times. Teamwork is the watchword in any food and beverage service department. A dedicated and committed team, with able leadership, under ideal working conditions, helps in fulfilling the establishment’s ultimate goal of guest satisfaction. Food and Beverage Manager The food and beverage manager is the head of the food and beverage service department, and is responsible for its administrative and operational work. Food and Beverage Managers direct, plan and control all aspects of food and beverage services. Food and Beverage Managers require excellent sales and customer service skills, proven human resource management skills, and good communication and leadership skills. In general, food and beverage manager is responsible for: i) Budgeting The food and beverage manager is responsible for preparing the budget for the department. He should ensure that each outlet in the department achieves the estimated profit margins. ii) Compiling New Menus and Wine Lists In consultation with the chef, and based on the availability of ingredients and prevailing trends, the food and beverage manager should update and if necessary, compile new menus. New and updated wine lists should also be introduced regularly. iii) Quality Control The food and beverage manager should ensure quality control in terms of efficiency in all service areas, by ascertaining that the staffs are adequately trained in keepingwith the standards of the unit. iv) Manpower Development The food and beverage manager is responsible for recruitment, promotions, transfers and dismissals in the department. He should hold regular meetings with section heads, to ensure that both routine as well as projected activities of the department go on as planned. He must alsogive training, motivate and effectively control staff. Assistant Food and Beverage Manager The assistant food and beverage manager assists the food and beverage manager in running the department by being more involved in the actual day-to-day operations. This position exists only in large organisations. An assistant food and beverage manager’s job includes: i) Assisting section heads during busy periods. ii) Taking charge of an outlet, when an outlet manager is on leave. iii) Setting duty schedules for all the outlet managers and monitoring their performance. iv) Running the department independently in the absence of the food and beverage manager. Restaurant Manager Therestaurant manager’s job includes: i) Setting and monitoring the standards of service in the outlets. ii) Administrative duties such as setting duty charts, granting leave, monitoring staff positions, recommending staff promotions and handling issues relating to discipline. iii) Training the staff by conducting a daily briefing in the outlet. iv) Playing a vital role in public relations, meeting guests in the outlets and attending to guest complaints, if any. v) Formulating the sales and expenditure budget for the outlet. vi) Planning food festivals to increase the revenue and organizing advertisement campaign of the outlet along with the chef and the food and beverage manager. Room Service Manager The room service manager reports directly to the food and beverage manager and is responsible for the room service outlet. The room service manager checks that the service rendered to the guests conforms to the standards set by the hotel. He also monitors all operational aspects of the outlet such as service, billing, duty charts, leave and absenteeism, in addition to attending to guest complaints regarding food and service. The room service manager is also in charge of the sales and expenditure budget. The room service is most liable to have problems. The room service manager should ensure coordination among the room service order taker, the captain and the waiter. Bar Manager Bar Manager organises and controls a bar’s operations. A bar manager arranges the purchase and pricing of beverages according to budget; selects, trains and supervises bar staff; maintains records of stock levels and financial transactions; makes sure bar staff follow liquor laws and regulations; and checks on customer satisfaction and preferences. Banquet Manager The banquet manager supervises the banquet operations, sets up break-down service according to the standards established by the hotel. He co-ordinates the banquet service in conjunction with other departments involved and prepares weekly schedules for the banquet personnel. He supervises the work of the banquet sales assistants, who do the banquet bookings and the captains and waiters who perform the food and beverage service activities under his guidance. He is responsible for organising everything right down to the finest detail. The banquet manager projects the budget of the banquets,and works in close coordination with the chef in preparing menus. He is responsible for making an inventory of all the banquet equipment and maintaining a balance between revenue and expenditure. Other Staff Designations at Various Levels The following are the various designations with their job specifications in the food and beverage department. i) Senior Captain or Maitre d’ Hotel The senior captain has overall responsibility for operations. He prepares the duty charts in consultation with the outlet manager. ii) Reception Head Waiter. This staff member is responsible for accepting any booking and for keeping the booking diary up-to-date. He / she will reserve tables and allocate these reservations to particular stations. iii) Captain / Chef de Rang This position exists in large restaurants, as well as in the food and beverage service department of all major hotels. The captain is basically a supervisor and is in charge of a particular section. A restaurant may be divided into sections called Sations, each consisting of 4 to 5 tables or 20 to 24 covers. A captain is responsible for the efficient performance of the staff in his station iv) Waiters / Commis de Rang / Server. The waiters serve the food and beverage ordered by a guest and is part of a team under a station captain. They should be able to perform the duties of a captain to a certain extent and be a substitute for the captain if he is busy or not on duty. They should; also be knowledgeable about all types of food and beverages, so that they can effectively take an order from a guest, execute the order and serve the correct dish with its appropriate garnish and accompaniment v) Trainee / Commis De Barraseur The trainees work closely with the waiters, fetching orders from the kitchen and the bar, and clearing the side station in a restaurant. vi) Wine Waiter / Sommelier Wine waiters have an important role to play in reputed establishments. Their job is to take orders for the service of wine and alcoholic beverages and serve them during the meal vii) Room Service Waiters / Chef D’etage Room service waiters work in the room service outlet, serving food and beverage to guests in their rooms. viii) Carver / Trancheur The carver is responsible for the carving trolley and the carving of joints at the table as required. The carver will plate up each portion with the appropriate accompaniment. ix) Floor Service Staff / Floor Waiter. The floor service staffs are often responsible for an entire floor in an establishment or, depending on the size of the establishment, a number of rooms or suites. Floor service of all meals and breakfast is offered either throughout the day or in a limited time depending on the size of the establishment. The floor service staff would normally work from a floor pantry or from a central kitchen with all food and drink reaching the appropriate floor and the required room by lift and in a heated trolley. x) Lounge staff / Chef de sale Lounge staff may deal with lounge service as a specific duty only in a first class establishment. The lounge staff is responsible for the service of morning coffee, afternoon teas, aperitifs and liqueurs before and after both lunch and dinner, and any coffee top ups required after meals. They would be responsible for setting up the lounge in the morning and maintaing its cleanliness and presentation throughout the day. FOOD & BEVERAGE SERVICE IMPORTANCE OF PERSONAL HYGIENE Hygiene involves care for the health of others and oneself. Waiters are involved in physical work, moving about, lifting trays. So look after your health; guard against leg or feet weakness; maintain good sight; and clean teeth and mouth. A balanced diet, fresh air, and suitable recreation help all. Service must be done in a clean way to protect guests against foodpoisoning or passages of disease. Dirt and dirty practices make dinning unpleasant as well as unsafe. Points to remember for maintaining of personal hygiene:A shower or bath should be taken daily. * Always use either deodorant or talcum powder. * Sufficient sleep (minimum 06 hours), and adequate healthy intake of food (more vegetable, less oil) and regular exercise will keep body healthy. * Always trim nails and keep hands clean. * Male should be clean-shaven with well-trimmed moustache. * Wear clean uniforms. * Daily wash your undergarments. Always wear clean undergarments. * Hair must at all times be clean and well groomed. * Always brush your teeth after eating breakfast, lunch, and dinner. * IF you are directly handling food, then follow these rules * Always wash your hands before touching food, and always after coming from toilet. * If you are suffering from any skin, nose, throat or stomach problem or trouble at work, tell your senior and don’t handle food. * Use waterproof dressings on cuts and sores. And remember to keep those dressings clean. * Be clean in yourself and in the clothes you wear. * Don’t smoke in a kitchen or dinning room. And never cough or sneeze over food. * Clean as you go in the kitchen, if anything get spilled, wipe it immediately. See that all utensils are kept clean. * Cover food, keep it clean, and serve it either cold or piping hot. when handling food, rather than your fingers. * Always keep the lid on a dustbin. * In restaurants, remember that clean, fully equipped, well-lit, and airy conditions are required for maintenance of hygiene. SERVICE EQUIPMENTS Food and beverage service equipment may be divided into glassware, chinaware and tableware which are further subdivided into flatware, cutlery and hollowware. GLASSWARE Glassware refers to glass and drinkware items besides tableware, such as dishes, cutlery and flatware, used to set a table for eating a meal. The term usually refers to the drinking vessels, unless the dinnerware is also made of glass. The choice of the right qulity glass is a vital element if the cocktail is to be invitingly presented and give satisfaction to the consumer. Well designed glassware combines elegance, strength and stability, and should be fine and smooth rimmed and of clear glass. CHINAWARE China is a term used for crockery whether bone china (expensive and fine), earthenware (opaque and cheaper) or vitrified (metallised). Most catering crockery used nowadays tends to be vitrified earthenware, which is very durable and haven been strengthened. Crockery is also usually given rolled edges to make it more chip resistant. Chinaware is made of silica, soda ash, and china clay, glazed to give a fine finish. Chinaware can be found in different colours and designs which are always coated with glaze. Chinaware is more resistant to heat than glassware. ed off carefully. TABLEWARE Tableware includes the dishes, glassware, cutlery, and flatware eating utensils (knives, forks, and spoons) used to set a table for eating a meal. The nature, variety, and number of objects varies from culture to culture, and may vary from meal to meal as well. Tableware may be categorised as follows: Flatware Flatware denotes all forms of spoon and fork. Flatware, especially that used by most people when they eat informally, is usually made of stainless steel. Cutlery Cutlery refers to knives and other cutting instruments. Holloware Holloware refers to table service items such as sugar bowls, creamers, coffee pots, teapots, soup tureens,or custard – based and Philadelphia – style.

External environmental influences Essay

The external environmental factors described in the following essay have a direct or indirect influence on HRM. To be effective, HR managers must monitor the environment on an ongoing basis; assess the impact of any changes; and be proactive in implementing policies and programs to deal with such challenges. Economic Environment The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well as an employer’s ability to pay wages and provide benefits. When the economy is healthy, companies often hire more workers as demand for products and services increases. Consequently, unemployment rates fall, there is more competition for qualified employees, and training and retention strategies increase in importance. Conversely, during a downturn, some firms reduce pay and benefits in order to retain workers. Other employers are forced to downsize, by offering attractive early retirement and early leave programs or by laying off and terminating employees. Unemployment rates rise, and employers are often overwhelmed with applicants when vacancies are advertised. In most organizations today, productivity improvement is essential for long-term success. Through productivity gains, managers can reduce costs, conserve scarce resources, and increase profits. This leads to a win-win situation, since higher profits often result in better compensation and improved working conditions, thereby enhancing the employees’ quality of work life and their motivation to further improve productivity. Australia’s relatively low productivity growth rate and high labour costs are of grave concern, since competition with foreign companies has become increasingly important. Australia’s economic success increasingly depends on the ability of Australian employers to meet international quality and  productivity standards and become more cost-competitive. This applies to firms selling products and services in the domestic market, in which foreign competition is increasingly a factor, as well as those with international markets. Labour Market Conditions The labour market is the geographic area from which an organization recruits employees and where individuals seek employment. In other words, it is the area in which the forces of supply and demand interact. The labour market is often different for various employee groups within an organization. While clerical and technical employees are generally recruited locally, the labour market for senior managers and highly specialized employees is often national or even international in scope. One measure of an organization’s effectiveness is its ability to compete successfully for high calibre human resources. Many factors motivate candidates to seek employment with a particular organization, including type of business/industry, reputation, opportunities for advancement, compensation, job security, and working conditions. Location and climate and other aspects of a firm’s physical surroundings, such as housing, commuting, and living costs, can help or hinder a firm’s ability to attract and retain employees. Recent population shifts to the coastal and small towns and rural areas can be attributed, at least in part, to the desire of many individuals to work and live in what they perceive to be a more desirable physical environment. Such shifts alter the demand for and supply of individuals in local labour markets, a factor that firms must always take into account when deciding where to establish a new venture, expand, or downsize. Because the labour market is not controlled or influenced by any one factor, it is unstructured and often unpredictable. Nevertheless, organizations must constantly monitor and track trends affecting supply and demand of human  resources. By doing so, they can gather information about the prevailing pay rates for employees with particular talents or skills, and estimate how difficult it is likely to be to attract and recruit staff. Labour market conditions should also be monitored to determine present and emerging trends (such as the changing composition of the labour force) as well as changing values and expectations, so that policies and programs can be adapted and/or designed in order to recognize and take advantage of these trends. Globalization Globalization refers to the tendency of firms to extend their sales or manufacturing to new markets abroad. For businesses everywhere, the rate of globalization in the past few years has been nothing short of phenomenal. â€Å"The bottom line is that the growing integration of the world economy into a single, huge marketplace is increasing the intensity of competition in a wide range of manufacturing and service industries.† Production is becoming globalized, too, as firms around the world put manufacturing facilities where they will be most advantageous. Also, there are increasing numbers of multinational corporations–firms that conduct a large part of business outside the country in which they are headquartered and that locate a significant percentage of their physical facilities and human resources in other countries. Many organizations are locating new plants in areas where wages and other operating costs are lower. For example, Australia’s Hewlett Packard’s computers are assembled in Singapore. While cheaper labour is one reason for transferring operations abroad, another is to tap into what Fortune magazine calls â€Å"a vast new supply of skilled labour around the world.† Many multinational firms set up manufacturing plants abroad, not only to establish beachheads in promising markets, but also to utilize that country’s professionals and engineers. This globalization of markets and manufacturing has vastly increased international competition. Throughout the world, organizations that formerly  competed only with local or national firms–from airlines to automobile makers to banks–are now facing an onslaught of foreign competitors. From boosting the productivity of a global labour force to formulating selection, training, and compensation policies for expatriate employees, managing globalization and its effects on competitiveness will thus continue to be a major HR challenge in the years to come. Demographic Trends and Increasing Work-force Diversity Demographics refers to the characteristics of the work force, which include age, sex, marital status, and education level. Demographic changes occur slowly and are well measured, which means that they are known in advance. The fact that Australia’s labour force is becoming increasingly diverse is one of the major challenges confronting HR managers today. Diversity refers to â€Å"†¦ any attribute that humans are likely to use to tell themselves, ‘that person is different from me,'† and thus includes such factors as race, gender, age, values, and cultural norms. Population Growth The single most important factor governing the size and composition of the labour force is population growth. Currently, the fastest growing groups in the Australian work force are women, visible minorities, Aboriginal people, and persons with disabilities. Age The baby boomers, born between 1946 and 1965, began crowding into the labour market in the late 1960s. The sheer number of â€Å"boomers† helped to expand the economy and made it easier for HR departments to focus on issues such as cost containment, since recruitment and selection, while important, were not the most critical problems. During the 1990s, individuals in this â€Å"population bulge† experienced a great deal of competition for advancement. This challenged managers to find new strategies for forging career paths, such as lateral moves, to keep this group motivated and satisfied. The  oldest of the baby boomers are now in their mid-fifties. Life expectancies have increased and fertility rates have declined, the average age of the population is increasing substantially. Since some baby boomers have already taken advantage of generous early retirement programs and many more will be retiring over the 25 years, pension plan and social security benefits issues are starting to present a very serious concern for employers and governments, given the smaller labour force available to support the retirees. Many organizations with a primary interest in the younger age group, such as retail establishments and fast-food chains, have already started to feel the impact of the fact that the population from which they have traditionally gained customers and part-time workers is starting to shrink dramatically. Some employers have undertaken initiatives to attract older workers, especially those who have taken early retirement, by offering job sharing and expanding the number of part-time hours available. For example, McDonald’s Restaurants of Australia is another organization that is actively recruiting seniors, as well as directing advertising efforts to appeal to the senior market. HR specialists must remember that many HR policies, benefits plans, and reward systems that attract and motivate employees in one age group may not appeal to those in another due to differing values and priorities. Education The level of education of the Australian labour force is increasing at a significant rate. more Australians are pursuing higher education, through a variety of institutions ranging from universities and colleges/TAFEs to trade schools, private-sector organizations, and professional associations.  growth in the number of cooperative-education programs, designed to enable students to gain work experience while still attending school, and of  distance-education opportunities, which mesh Internet technology with the fundamental need to continue learning. Given the higher expectations of the better-educated labour force, managers are expected to try to ensure that the talents and capabilities of employees are fully utilized and that opportunities are provided for career growth. In today’s economic climate, doing so is not always possible. Visible and Ethnic Minorities The proportion of visible and ethnic minorities entering the Australian labour market is growing, in jobs ranging from general labour to technical, professional, and skilled trades. Ethnic diversity is also increasing. Thus, HR specialists must ensure that policies and programs are developed in their organizations to accommodate and celebrate the diverse cultural characteristics of visible and ethnic minority employees, something that requires much more than ensuring compliance with human rights legislation. Women The growing presence of women has been one of the dominant trends in Australia’s labour force since the 1950s. Factors contributing to the dramatic increase in female participation rate include smaller family size, increased divorce rate, the need and desire for dual family incomes, increased educational level, and the availability of more-flexible working hours and part-time jobs. The employment rate for women has also continued to climb. Recent studies have shown that women have moved into occupations in which the unemployment rate is low, while men tend to be clustered in jobs in which the risk of unemployment is much higher.73 There is still strong evidence that women are underutilized in the Australian work force, however. Aboriginal Peoples Indigenous peoples are still facing considerable difficulty in obtaining jobs and advancing in the workplace. Persons with Disabilities Despite the fact that human rights legislation in every Australian jurisdiction prohibits discrimination against individuals with disabilities, Australians with disabilities continue to confront physical barriers to equality every day. Inaccessibility is still the rule, not the exception. Even though studies show that there are no performance differences in terms of productivity, attendance, and average tenure between employees who classify themselves as having a disability and those who do not, persons with disabilities continue on average to experience high rates of unemployment and underemployment, and lower pay. Overall Impact of Increasing Diversity Managers must be extremely aware that related to the work-force diversity described above are significant value differences about the overall importance of work, what aspects or characteristics of a job are most important, tolerance of discipline in terms of hours and pace of work, attitudes toward authority, and definition of loyalty. Employees increasingly expect to exercise more freedom from management control, and are more demanding and questioning. More people are seeking jobs that are attuned to their personal values and provide the opportunity for them to bring their personalities to work with them,87 as well as flexible work arrangements and other programs that will enable them to balance their work and personal lives.88 Policies and practices must be adapted to embrace the diversity of the dominant values represented in an organization’s work force. Trends in the Nature of Jobs and Work Major changes have been occurring in the nature of jobs and work, in part as a response to a number of the environmental challenges already discussed. Telecommuting, is the use of microcomputers, networks, and other communications technology (such as fax machines) to perform in the home work that is traditionally done in the workplace. Many firms are using more contingent employees–defined as workers who do not have regular full-time or part-time employment status–to handle vacation and leave coverage, peak-period demands, extra workload, and specialized tasks or assignments. Included are contract workers, seasonal workers, casual and non-regular part-time employees, temporary employees, independent contractors (freelancers), consultants, and leased employees.108 Contingent workers currently account for about 12 percent of all jobs in Australia, a figure that is expected to reach 25 percent by 2010.109 There are more regular part-time employees in Australia than ever before. These are individuals who work fewer hours than fulltime core employees, typically during peak periods (such as evenings and weekends in retail stores and restaurants). Approximately 33 percent of all employed women work part-time: two-thirds of them by preference, and the other one third because they were unable to obtain full-time employment.112 The fact that part-time workers are often paid less than their full-time counterparts–and may not have benefits coverage–has raised some major equity concerns. Small businesses, classified as firms with fewer than 50 employees, whether sole proprietorships, partnerships or corporations, are a large and increasingly important part of the Australian economy. A Service Society Employment trends in Australia have been experiencing dramatic change. The primary sector, which includes agriculture, fishing and trapping, forestry, and mining, now represents only 2.8 percent of jobs. While the secondary  sector (manufacturing and construction) has grown In common with trends in Western Europe and the U.S., the sector of the Australian economy accounting for the greatest growth in recent decades is the tertiary or service sector, which includes public administration, personal and business services, finance, trade, public utilities, and transportation/communications. While much of this growth is attributable to rapid technological change (initially in the form of automation and more recently in improvements in IT), part is due to an increase in outsourcing of particular activities by primary- and secondary-sector firms to decrease costs and increase efficiency. Subcontracted functions range from building maintenance to provision of security, cafeteria management and laundry services to payroll and training and development. Since all jobs in this sector involve the provision of service, often in person but increasingly through the design, installation, and maintenance of service-providing technologies (such as automated banking machines and cable television), effectively managing and motivating human resources is critical. Although there are some lesser-skilled jobs (in housekeeping and food services, for example), many service-sector jobs demand knowledge workers, employees who transform information into a product or service, whose responsibilities include planning, problem solving, and decision making. Knowledge Work and Human Capital Management expert Peter Drucker has said that â€Å"the foundation of an organization is not money or capital or technology–it’s knowledge and education (human capital). By 2005, knowledge workers will be the single largest group in the labour force.†116 He is not alone in this belief. Many experts believe that the distinguishing characteristic of companies today and tomorrow is this growing emphasis on human capital. Jobs today in all sectors demand a level of expertise far beyond that required of most workers 20 or 30 years ago, which means that human capital is quickly replacing machines as the basis for most firms’ success. Furthermore, it is not  unusual for more than one-quarter of sales to come from products less than five years old. As a result, â€Å"innovating–creating new products, new services, and new ways of turning out goods more cheaply–has become the most urgent concern of corporations everywhere.†11 For managers, the challenge of fostering intellectual or human capital lies in the fact that knowledge workers must be managed differently than workers of previous generations. New HRM systems and skills are required to select and train such employees, encourage self-discipline, win employee commitment, and spark creativity. Apple computers is one organization that has learned how to encourage creativity and access the skills and ideas of all of its employees:118 Technology It is mainly through technological innovation that firms develop new products and services and/or improve existing ones in order to remain competitive, and gain the productivity and quality needed for competitive advantage. Manufacturing advances, such as robotics and computer-aided design / computer-aided manufacturing (CAD/CAM), have eliminated many blue-collar jobs, replacing them with fewer but more highly skilled jobs. When robots were introduced in the automobile industry, for instance, there was a major decrease in the demand for welders and painters, but a new demand for technicians who could program, install, and service automated equipment.89 Due to computer technology, similar changes have been occurring in the nature of office work. Optical scanners, computerized x-ray scanners, and Magnetic Resonance Imagery (MRI) are technological advances that have caused major occupational changes in the medical field over the past few decades, and such advances are being made every d ay. Currently, for example, a few doctors are attempting to revolutionize heart surgery using computer assistance and robotic arms.90 The overall impact of the technological changes affecting almost every field is that labour-intensive blue-collar and clerical jobs have been decreasing, while technical, managerial, and professional jobs are on the increase. This shift in employment opportunities has many implications for organizations: jobs and organization  structures are being redesigned; new incentive and compensation plans are being instituted; revised job descriptions are being written; and new programs are being instituted for employee selection, evaluation, and training/retraining–all with the help of HR specialists. Unfortunately, the training of the Australian labour force has not kept pace with the rate of technological change and innovation. Consequently, there is a scarcity of skills in certain fields. Many Australian firms, such as Telstra, inevitably have to look outside of Australia to fill their high-tech openings, which is rather disturbing given the fact that there are currently about 1.1 million Australians seeking employment. While much of the impact of information technology has been positive, it has also led to some organizational problems. For many employees, it has created anxiety, tension, resentment, and alienation. Unions have consistently expressed concerns about job displacement and health hazards, such as those related to video display terminals. All of these issues must be addressed through effective HRM practices such as information sharing, counselling, ergonomic refitting, job redesign, and training. Information technology has also hastened what experts call the â€Å"fall of hierarchy,† or promotion of egalitarianism. Power and authority are spread more evenly among all employees. For example, with â€Å"distributed computing,† every employee with a personal computer on his or her desk can tap into the firm’s computer network and obtain needed information. Expecting employees to make more decisions has implications for selection, training, and compensation. Questions concerning data control, accuracy, right to privacy, and ethics are at the core of a growing controversy brought about by the new information technologies. Sophisticated computerized control systems are used to monitor employee speed, accuracy, and efficiency in some firms, including IBM Australia. More and more firms are also monitoring employee e-mail, voice  mail, telephone conversations, and computer usage, and some now monitor employee behaviour using video surveillance.94 Reasons for such monitoring include eliminating time wastage, deterring abuse of company resources, protecting network security, preventing misappropriation of company resources, ensuring compliance with health and safety standards and regulations and other legislation, and monitoring employee behaviour and performance. Employers considering monitoring employees should be aware that doing so may present both practical and legal problems: such monitoring may have counterproductive results such as increased job stress, decreased morale and productivity, lowered employee self-esteem, and decreased trust in and respect for the employer Setting up and maintaining a monitoring system may involve significant economic costs surveillance of employees in the workplace raises the controversial legal issue of employee privacy rights. Human Resources Information Systems Changing technology has also had major implications for HR departments. Over the past few decades, many firms introduced a Human Resources Information System (HRIS) to store detailed information on employees, HR policies and procedures, government laws and regulations, collective agreements, etc. HRIS computer applications include: salary and benefits administration; tracking statistics on absenteeism, grievances, and health and safety; collecting data for government statistical reporting and employment equity purposes; advertising jobs and recruiting candidates; and communicating with employees. Computers are now being used not only for storage, retrieval and analysis of information but for broader applications, including basic report production, long-range forecasting and strategic planning, and evaluation of HR policies and practices. Such systems can decrease time lost to comparatively non-productive work like data entry and employee scheduling, thereby providing time for HR department employees and managers throughout the firm  to focus on more strategic issues. Today, many Australian firms, are utilizing computer technology even more extensively by introducing a Human Resources Management System (HRMS), defined as an information management system accessible to staff at all levels, designed to ensure that the organization’s human resources are recruited, selected, developed, employed, deployed, and supported effectively. Functional applications include succession planning, pension plan projections and eligibility monitoring, interactive employee retirement training, and more. Self-service applications for employees and managers ensure that information reaches those who need it, with one-time data entry, less maintenance, and improved quality and accuracy. Government Various laws enacted by governments have had and will continue to have a dramatic impact on the employer-employee relationship in Australia. In one recent survey, 70 percent of the HR specialists responding cited changing regulatory requirements as a major factor altering their work environment. The legal framework for employment includes: constitutional law, particularly the Charter of Rights and Freedoms; acts of parliament; common law, which is the accumulation of judicial precedents that do not derive from specific pieces of legislation; and contract law, which governs collective agreements and individual employment contracts. Such laws impose specific requirements and constraints on management policies, procedures, and practices. Some of the employment-related legislation is aimed at prohibiting discrimination in various aspects and terms and conditions of employment, such as human rights, employment equity, and pay equity. Other laws require employers to meet certain obligations, such as occupational health and safety, employment standards, and labour relations. Still others make various payments mandatory, such as Workers’ Compensation, Employment Insurance, and the Australia Superannuation Plans. All of the laws mentioned above and their regulations have important  implications for all managers, since they must: Stay abreast of legislative developments is a major ongoing responsibility. Often, the HR department staff members play a major role in helping other managers to remain current by circulating reading material or holding seminars. Develop and administer policies and practices that ensure compliance to avoid loss of government contracts, suits by affected employees or regulatory bodies, fines, and bad publicity. Try to ensure that compliance does not interfere with the efficient and effective accomplishment of their other responsibilities. This means finding ways to comply with regulatory requirements with as little cost and disruption as possible. For example, many firms have developed manuals, videotapes, and self-administered quizzes, such that employees can study independently at home or at work during off-peak times, and submit their completed quizzes for evaluation and verification of training completion. Bibliography 1. Baron, J.N. and Kreps, D.M. (1999) ‘Consistent human resourcepractices’,California Management Review, 41(3), pp.29-53. 2. De Cieri, H. and Kramar, R. (2003) Human Resource Management in Australia; strategy, people, performance, McGraw Hill Australia. 3. Dessler, Griffiths and Lloyd-Walker (2004), Human Resource Management, 2nd ed, Frenchs Forest, N.S.W. : Prentice Hall Australia 4. Heneman, H.G, Donald P. Schwab, D.P (eds) (1978), Perspectives on personnel/human resource management, Homewood, Ill : R. D. Irwin, 1978 5. Lansbury, R.D. and M. Baird (2004) ‘Broadening the horizons of HRM: Lessons for Australia from the US experience’ Asia Pacific Journal of Human Resources, 42(2), pp.147-155. 6. Mirabal, N. and De Young, R. (2005) ‘Downsizing as a Strategic Intervention’ Journal of American Academy of Business, 6(1), pp.39-45. 7. Nankervis A., Compton and Baird (2005) Human Resource Management: strategies and processes, 5th ed.,Thomson, Southbank, Victoria Australia 8. Stone, R. J, (2005) Human resource management, Milton, Qld.: John Wiley & Sons Australia, ch 1 9. Travaglione, A. and Marshall, V. (eds) (2000) Human Resource Strategies: An Applied Approach, Irwin/McGraw Hill, Roseville. 10. Todd, T and Crake. A, Human Resource Management 237, lecture notes (2005) 11. Young, S. (2000) ‘Outsourcing: Lessons From the Literature’ Labour and Industry, 10(3), pp.97-118.