Censorship In Radio Essays - , Term Papers

Censorship In Radio Censorship in radio For the past several years Freedom of speech in America has had it's meaning changed many times. Although the changes have gone unnoticed by most Americans, In the radio business they are felt day in and day out. radio personalities, programmers, and owners have to deal with this everyday but they too have no real idea what the Federal Communications Commission's idea of free speech is. You see the rule seems to change depending on who you are. If you are tagged by the FCC anything the broadcaster does or says is monitored and picked over and fined.( Howard stern. King Of All Media.165-166 ) The FCC has been picking on Howard Stern for years, they singled Howard for doing ?trash radio?. But according to Stern other programs are saying or doing the same if not worse things than he is. Stern tells of when Geraldo said (Stern Miss America. 526-530.) in a show about the Mennendez brothers being molested for doing something wrong. ?Hell, I'm not for child molestation, but if I knew anal sex . . . punishment, I'd keep my room clean.? Geraldo goes untouched. but Howard got fined for saying ?lesbian's filled with lust.? (Howard Stern. Miss America.519). That seems a bit more tame to me but since Stern is tagged he gets fined. The First Amendment states. ?congress shall make no law . . . abridging the freedom of speech.? This rule, over the years has changed to ?congress shall make . . .? as interpreted by the FCC (king of all. 165) this makes no sense the word freedom, according to Webster's Dictionary means the state of being free from constraints, possession of political and civil rights, unrestricted access or use yet, the FCC is in charge of what can and can't be said over the airwaves. The FCC is the god of the broadcasting industry, they do not have to answer to anybody they have all the power to do whatever they want. The basic rule for a deejay is that he/she may not use the seven dirty words, all know them and understand they can not use th em, But what nobody knows is, what else can't a deejay say over the air. The rules are not documented. Most stations go by their own policy, And if their policy is wrong and something goes over the air that isn't supposed to they can get pulled ( off the air) or fined. Martin Espada is a person who got pulled from the air and his poem censored. ( all things censored. 20-22 ) Espada says, he wrote a poem for the radio program All Things Considered called ?imagine the angels of bread? about an African American wrongly accused of killing a Philadelphia police officer. And with the heat the poem would have generated the program with some forceful help from the FCC type group called National Public Radio the poem was pulled and Espada was no longer allowed to read his poetry on the air. Now Espada was never fined from the FCC because his poem never made the air waves, but the real question is, If it had, would Espada been fined? probably not, Because so many deejays that do ?trash radio? never even get looked at by the FCC Because they are not marked yet. This shows the hypocrisy of the FCC. I myself have lived in many different cities all across the United States and I've listened to just about every local deejay in those cities and they are all pretty much doing the same thing as Howard Stern, yet no fines hardly at all, I watch television and see the same type of show, again no fines, Joe salzman writes about the hypocrisy of free speech. ( hypocrisy rules the air waves.) He points out that shows like Seinfeld, (In prime time when most kids are watching) can talk about ?Sexual intercourse, Masturbation, bodily functions, male and female sex organs, Impotence, homosexuality, and birth control methods.? and people and the media love him. And a show like the Howard Stern Show.( in the morning, when most kids are in school.) talks about ?sexual intercourse, . .

Analytical Essay Sample on #8220;A Good Man is Hard to Find#8221; by Flannery O#8217;Connor

Analytical Essay Sample on #8220;A Good Man is Hard to Find#8221; by Flannery O#8217;Connor Flannery OConnors A Good Man is Hard to Find discusses human conduct in terms of moral codes. Morals are guidelines, which an individual or groups of people decide to abide with. The word moral does not mean right or good but rather what people choose to practice. For instance, the grandmother seems to have a different understanding of the word â€Å"good† and by knowing very well, that the fugitive is wrong, she refers to him as a good man. Additionally, she considers herself lady-like and good yet she withholds truth upon the realization that she has made a mistake. This costs the other characters their lives when they are shot by the fugitive and his accomplices. As much as the grandmother has a different perception about goodness, she believes in salvation and religion. When the family is attacked by thugs in the wood, she pleads to Jesus for safety, though at some point she becomes doubtful about her faith. On the other hand, the fugitive has a different perception concerning morals stemming from his belief that he should not be in prison following an unfair conviction. Due to his frustration, the fugitive decides not to align to any common religion. The fugitive’s religion is bent on a selfish and self-centered slogan suggesting an immoral character. The children in this article also reflect a different view of moral codes. This can be seen in the insolent responses they offer to their grandmother during the road trip. Since the children are not corrected or rebuked, it seems it is also acceptable to the parents. The story line also clearly exhibits how different people perceive morals. Universally, many people believe that morals are virtues or acceptable conducts within a society. This is however not necessarily true as it is just but one of the many beliefs that people follow. To others, it is right to practice what may be considered wrong. As evidenced in this article, the fugitive believes that true religion is revealed through meanness and inconsideration. The grandmother also supports this idea by her understanding of what good is. For example, she tells Red Sammy that he is good because he sold gas on credit to customers who were not considered credit worth. In a bid to save her life, she refers to the fugitive as a good man. This is very ironical with the misfit’s character and beliefs. The grandmother, being a major character, has a lot to teach people regarding the consideration of morality in terms of practice and adherence. The grandmother fluctuates depending on the circumstances. On the contrary, the fugitive is a good example of a stable person in terms of morals, although they are largely considered as wrong. This is because, despite his unlawful character, he adheres to what he believes. When the grandmother pleads with him not to kill them, he firmly sticks to what he believes and what he has decided. He is a good example of a person who is ready to do anything for his cause. It is important for the society to adopt moral codes that are favorable to all. This article largely relates with a personal experience of moral decadence witnessed. A certain employee seemed to contrast with other people’s good morals. She was never serious in her work and very disobedient. In addition, she was arrogant too and chose what to follow and what to leave out, in as much as the instructions were defined to her. When the employer was away, she just lazied around and did nothing productive. People with good morals work under minimal supervision, they do not challenge instructions/authority and they are highly courteous. Eventually, the employer had to dismiss her because she lacked good morals. In conclusion, the community should create moral codes that assist in guiding people in terms of acceptable living patterns. Some moral codes are so important such that they constitute to lawmaking. Such edicts deal with prohibitions from stealing and killing, trespassing and other examples that fit in both moral and criminal laws.

Research Proposal-Intimate Partner Violence Proposal

-Intimate Partner Violence - Research Proposal Example This situation raises further concern because some hospital and clinic-based research bids have also shown that there is an association between increased IPV risk and pregnancy. As such, it becomes necessary for the obstetric-gynecologic nursing department to make rigorous screening so as to handle the health threat posed by IPV. Research has therefore been focused on the significance, completeness, acceptability and accuracy of different screening instruments and methods. Better screening methods and approaches have been identified, but the exercise of screening has not yet attained perfection due to non-disclosure. The problem is disproportionately high among immigrant minorities and this affects implementation of intervention measures to curb IPV. In order to enhance screening there is a need to find out factors that cause non-disclosure, which in turn, affects results obtained and used in decision-making and policy formulation. The determination of these factors will be a helpful step towards finding countermeasures that will help improve the screening process. This paper proposes an approach towards solving the non-disclosure challenge and its underlying causes as well as countermeasures. Key words: Intimate Partner Violence (IPV), Immigrants, Minorities. ... pleteness, acceptability and accuracy of different screening instruments and methods have, either indirectly or directly been the focus of obstetric research. These questions have increased awareness on IPV prevalence, accuracy of screening among various groups and optimal approaches and tools to screening of IPV in the obstetric-gynecologic field (Liebschutz & Chuang, 2002). The results from research bids elicited by such questions have informed the formulation of effective screening of IPV among various groups and appropriateness of methods applied. In spite of improving effectiveness in screening and approaches to screening, nursing practitioners in obstetric-gynecologic nursing have become cognizant of the fact that there are still many cases of ineffective screening. This occurs due to non-disclosure, which is elicited by multiple factors. Cases of ineffective screening are prevalent within immigrant and minority groups and occur to a lesser extent within mainstream populations (Kaguyutan & Shetty, 2002; Pendleton, 2003). Specific factors that influence revelation of information during screening are prominently cited in most pieces of literature on IPV. However, there is a lack of a substantial body of research into the component factors and their relative influence on information revelation during screening and the outcomes of screening. Additionally, there is no comprehensive body of research in to how the factors that influence information revelation and screening can be positively influenced to favor screening. Indeed, effectively ascertaining the significance, completeness, acceptability and accuracy of different screening instruments, is not sufficient in helping improve the screening process (Marks et al., 1998). This is because no matter how effective a

Computing Dissertation Written Report Essay Example | Topics and Well Written Essays - 1000 words

Computing Dissertation Written Report - Essay Example The area of e-learning has had development on the internet but it is an area that most people are not using for entertainment value. This is an important issue to think about when creating an e-learning website. People would not visit a site for fun; they will however visit for a specific purpose and choose not to use it again. To resolve this issue, visitors registering with the website should be welcomed and instantly facilitated to see the various communities in action. They may then choose to subscribe in one of them. Since learners are now engaged with computers, they lack a natural social outlet which can lead to feelings of isolation.   Because isolation is a major contributor to attrition (Morgan & Tam, 1999), one potential strategy for reducing users leaving the site is to encouraging users to support each other and a sense of belonging to a community.   The task of this paper is to structure the website so learners have mechanisms to connect with each other and form communities. Selznik (1996) identifies seven elements of community: history, identity, mutuality, plurality, autonomy, participation, and integration. With respect to virtual learning communities, Schwier (in press) adds: an orientation to the future, technology, and learning. Some of these characteristics of community will be present from the beginning. Others, the cohort will have to grow into. There is an importance to detail these 10 characteristics, and discuss how they can be used for purposes of this website. Selznik notes that communities are stronger when their members share history and culture, rather than simply abstract general interests. They build an identity and sense of belongingness. Schwier’s suggested strategies for fostering identity include team-building exercises, developing community logos, and public acknowledgement of individual and group accomplishments within the community. He also noted the importance of articulating the

The Changing Role of National oil companies in the international Dissertation

The Changing Role of National oil companies in the international energy Market - Dissertation Example Oil prices increased in recent years from about $20 to about $100 per barrel, thereby expanding profits for many national and international oil companies. With decreasing supply and increasing demands for oil, oil companies have been competing with each other to seek more substantive oil sources. The fact that majority of oil reserved are under government control is giving a major advantage for national oil companies on access to oil sources. Having control over these oil reserves has also brought about greater pressure for oil companies, mostly pressure in relation to their national roles and responsibilities, especially those which relate to supply and demand, globalization challenges, physical security, and international oil competition. 1.2 Background of the problem National oil companies are oil companies which are partially or wholly owned by national governments. Recent surveys from the United States Energy Information Administration indicate that about 52% of oil companies ar e nationally owned; and about 88% of oil reserved is controlled by national oil companies (Energy Information Administration, 2009). National oil companies (NOCs) have become dominant in recent years and in relation to international oil corporations, including ExxonMobil, BP, and Royal Dutch Shell, their dominance has gained much momentum. These NOCs have also increased their investments outside their borders. Some corporations have even abandoned their investments in various countries, as was the case for ExxonMobil abandoning its million dollar investments in the Orinoco basin in Venezuela (Mommer, 2001). This decision was caused by the breakdown of negotiations between the international oil companies on one side and President Hugo Chavez and Petroleos de Venezula (PDV) on the other (Kalicki and Goldwyn, 2005). Other international oil companies, including Total SA of France, Statoil of Norway, BP from Britain, and Chevron from the US agreed to raise the PDV share in the Orinoco pr ojects from 40% to 78% (Oil Daily, 2007). Under these conditions, ConocoPhillips found this decision very much unfavourable to their interests. The company was able to detect about 1.1 billion barrels of reserves from their interests in Venezuela and this represented about 10% of their total reserve holdings, and their Venezuela interests was equivalent to 4% of their total crude oil reserves (Oil Daily, 2007). ConocoPhillips suffered $4.5 billion dollar write-off under these conditions and was unable to meet its targets; as a result, its shares suffered a beating in the stock market (Oil Daily, 2007). On the part of Venezuela, PDV was able to increase its reserves and its production activities; as a result, it gained more power in the international oil market (Pirog, 2007). Venezuela has a major share in the crude oil imports of the US and their oil flow is not directly controlled by their government (Pirog, 2007). These conditions however, may not allow the crude oil market to fol low and be influenced by economic market dictates. The ranking of oil companies can be determined through various considerations. Various standards have to be used in order to evaluate the changing qualities of oil companies. In addition, investments in explorations and development are major considerations linking the present to the future, ensuring significant expansions for the company and preventing the depletion of reserves

Factors That Influence The Selection Process Commerce Essay

Factors That Influence The Selection Process Commerce Essay When Herbert Chong and wife Michelle, founders of Honey Bun, purchased a small bakery in Spanish Court, New Kingston in 1982, their vision was opportunity, growth and family. 29 years later the philosophy still holds true, and is the foundation which has characterised the companys operation. This has enabled Honey Bun to develop into an immensely valued, recognized and loved Jamaican brand, known for freshly baked, premium quality products. Having outgrown a number of locations, the Chongs identified a larger manufacturing space on East Street, redirecting their focus and strategies to serving the mass market. The effort resulted in the development of a comprehensive line of packaged snacks, ranging from donuts and cupcakes to cinnamon rolls, and the brand being recognised as a Jamaican household staple. By 2005, it was clear that Honey Bun had the potential to become one of the leading brands in the market, and the Chongs were again on the move, this time to the companys present location at 26 Retirement Crescent to meet the growing demand. With a modern factory space, retro-fitted with upgraded bakery equipment and a highly specialised team, the company expanded their portfolio with the introduction of another brand, Buccaneer Jamaica. Product development was also a major focus, with Honey Bun being widely recognized as driving the trend for innovative specialty value-added products such as cheese and raisin breads. What had been a small retail bakery with a handful of staff, had evolved into a vibrant 24-hour, 7-day a week wholesale bakery, employing over 200 Jamaicans delivering the brand daily, practicing world class standards throughout its operation. Honey Buns commitment does not end on its production floor, but extends to its strong socially responsible initiatives which include investments in education through its annual School Dayz Campaign, athletic sponsorships and consistent support of the indigent and less fortunate with scheduled meal support. Today the brand is still synonymous with superior quality, superior convenience and superior value. It is widely regarded as Jamaicas number one for taste in baked snack products, as is evidenced by the company being chosen for the National Quality Awards in both 2007 and 2008. With distribution spanning key supermarkets chains, gas stations and small retail outlets locally, and select outlets in the Caribbean, North America and Europe, the company is destined for international growth having been awarded the Jamaica Exporters Association coveted Chairmans Award for Growing Exporters in 2008. Honey Bun is ultimately known in the baked goods market as a little love in every bite and recognized locally and internationally as an example of a strong, world class, brand of Jamaica. Over the last 29 years, Honey Bun has been challenged, and in every situation has risen to the occasion through tremendous growth. Introduction Selection of an individual for a given role is not an easy task. It does not only consist of the communication skills or technical expertise of an individual but a lot of many other parameters such as relevant experience, cultural fitment, personality traits of an individual, education and industry background and etc. After a certain level in an organizational hierarchy companies stop experimenting with people possessing irrelevant or unwanted skills and experiences. At that level, one cannot go and ask for, just one chance or say, if given a chance I can do it. Getting a wrong person in that level can cost an organization much more than the total salary paid to that particular individual. Hence, one must be very careful in selecting an individual and letting him or her cross organizational borders. In this article, we are trying to discuss various factors that affect the selection process. We have tried to cover as many factors as possible but we are afraid that we might not have covered all parameters. Most of the factors and parameters discussed in this article are relevant for experienced professionals and for middle and senior level positions in mid-size to large size local or multi-national and multi-cultured organizations. We have not covered domain specific and industry specific factors and to that extent this article is generic in nature and can be applied across various industries, domains and professions with little modification. Glossary of Key terms Human Resource, Business, Employment, Recruitment, Selection, Assessment. Human resource: 1. The personnel of a business or organization, esp. when regarded as a significant asset. 2. The department of a business or organization that deals with the administration, management, and training of personnel. Business: 1. a persons regular occupation, profession, or trade. 2. An activity that someone is engaged in. Employment: the act or practice of employing something for a particular purpose Recruitment: The act of getting recruits; enlisting people for the army (or for a job or a cause etc.). Selection: 1. The action or fact of carefully choosing someone or something as being the best or most suitable. 2. A number of carefully chosen things. Assessment: The evaluation or estimation of the nature, quality, or ability of someone or something: the assessment of educational needs. Factors that influence the Selection Process Relevant Experience Relevant work experience is likely the most important factor that influences the HR selection method. The relevant work experience required by an employer depends largely on the available job position and the level of skills required to carry out the duties of the position. HR personnel initially look at job candidates relevant work experience by reviewing their resumes. Applicants without relevant work experience are typically eliminated from the job-selection process. Employers desire to hire candidates with relevant experience because it saves the company time and money in training an employee. Employers also seek to reduce employee turnover by hiring qualified applicants. Do you think that you are a master of your profession and can do anything within the preview of that domain? I am sorry but you are wrong in your interpretation. Earlier in this article we mentioned about various roles that falls under the umbrella of HR profession. Let me take one example from that. XYZ which is a multi-national IT company is looking for a HR Manager (Generalist) and they are looking for someone with at least 7 years of experience in the same role of which at least 2 years of experience at the same level and within the industry of their operation. You have 12 years of experience. Three years in Recruitment, before completing your MBA. Post MBA you worked in the training and development department of ABC Company, which is a BPO, for 6 years before moving into the role of employee relations with a mid-size telecom company and you are in this role for the last 3 years. Though you have more experience than the required experience for the role, but neither do you have r elevant experience nor you belong to the same industry. Although you are a qualified HR professional but that doesnt mean you can handle every role and job that fall within the preview of this profession. Requirement of relevant experience is not only a critical requirement for HR profession but in every profession and role. There is little doubt that given a chance you might be able to handle the role of HR-Generalist but no one likes to take any risk or gamble for such a senior role. It will be wastage of time and money, both for you as well as the company. From the companys perspective, they do not like to take any risk and will only hire a person with Education Educational achievements also play a role in a companys hiring decisions. Some job positions require certain industry knowledge that is often obtained through the completion of a degree program. For example, a company desiring to hire a registered nurse will most likely require that candidates possess a nursing degree for employment consideration by the HR department. Educational achievement not only acts as a factor in making hiring decisions, but for some employers, the mode of education is also a factor. Some companies prefer to hire candidates who graduated from certain top-ranking institutions, or a company may prefer not to hire candidates who earned degrees through online-degree. In countries like India and China, education plays an important role in the selection process for all types of white and blue collar jobs. In addition to that, as one moves up in the organizational hierarchy, relevant education, type and mode of education and relevant certifications becomes critical in the selection process. Many people are of the view that although right type of education is required for any role but the type and mode of education is irrelevant. They also feel that companies are discriminating and rejecting their candidature purely for the reason that they earned their degree or diploma through distance mode of education. People also argued that those who have done their MBA through regular mode of education are less experienced or knowledgeable than their counterparts with Distance Mode of Education, who obtained their qualifications in spite of working full-time. Let us expand this argument and provide a logical explanation. In this fast paced world and cut throat competition, no company likes to take any chance or experiment with the required skills, experience level and competence. The order of preference that is followed in many companies at the time of sourcing and screening is as follows: Æ’ËÅ" Full Time MBAs from top 10 institutes in the country or top 25 institutes in the world and with good CGPA and relevant experience. Æ’ËÅ" Full Time MBAs from next 50 ranked institutes in the country but with good CGPA and slightly more experience. Æ’ËÅ" Executive MBA or Part-time MBA (evening classes or weekend classes) from top 25 institutes in the country supported by relevant experience. Æ’ËÅ" Lastly, correspondence MBA or MBA obtained by distance mode of education with good CGPA supported by relevant experience. Secondly, here I am making an attempt to clarify as to why regular (full-time) education gets more value than distance or correspondence mode of education. Obtaining relevant qualification is not about gaining knowledge. It is about grooming you for the right type of role and installing skills that are required for getting success in your profession. It is about, programs. Relocation One of the factors that influence the selection process for the human resource department is the geographical location of the job candidate. Most employees prefer to hire employees living in the local area. Employers prefer to hire local candidates because it hastens the hiring process and saves the employer money on the interviewing process and on relocation fees. Although most employers look to hire local candidates to save time and money, some employers choose to make the application process open to individuals living in other states. If local candidates fail to meet the employers qualifications for the job, HR typically seeks regional candidates next before widening the search to national and global candidates. Whenever there is an open position in any company, the company prefer to source candidates and applicants from the local market. This is done for simple reasons such as; 1. Fasten the selection process and will facilitate face-to-face interviews 2. An individual who is already settled in that particular place, city or state will not face any difficulty in joining the company 3. This saves the company a few extra costs such as excessive interview cost (getting the individual to travel to company site for interview), relocation cost and etc and thereby will minimize the cost per hire, and 4. This also defuses any anxiety or fear in an individual. On the contrary, if a company plans to source an applicant from another city in a state or country, they might need to make arrangements for the following: 1. Travel and hotel arrangements for candidates or selection panel to facilitate face-to-face interview(s); 2. Travel and hotel arrangements for selected candidate (s) to facilitate their relocation; 3. Provide them with suitable relocation cost 4. Process their work permits (if applicable) 5. Assist them in assimilating with new location and culture Hence, hiring a person from the local market surely saves the time and money of the company. But, we are in a global market where the talent market is very volatile yet competitive and hence any company that decides to compromise with skills and talent may lag in the competition. Having the right people available for the right role at a right place and time is not leisure or matter of choice but a perquisite and need to be competitive in the market not only to win the competition but to survive in the competition. Hence, these days companies are open to search for suitable talent in the global talent market. Salary Requirements The salary requirements of a job candidate influence the HR employment-selection process. Employers typically set a maximum salary for an open job position. Candidates who require a salary greater than what the employer offers are typically eliminated from the selection process. Some companies choose to negotiate the salary with attractive candidates because they desire to retain their talents and skills. HR managers also consider the present salary of a job candidate. If the candidates current or previous salary is not competitive enough, an employer may not consider the candidate for the job. Among all the factors that you may consider while accepting or rejecting an offer is the compensation and benefits package in offering. You look for a CTC package that is higher than your current package. But what increase is acceptable to you? Is it 10% or 25% or 50% or 100% or 200% or even more? Have you ever wondered that many times, in spite of having right skills and competence and having performed well in the selection process, they reject your candidature because your present salary is not competitive enough to get you the salary in offering? Although sad and shocking but this is a fact. This is applicable in those job markets where companies hire from the local talent market. However, when hiring nationals of other countries there are many other factors that plays an important role such as cost-of-living, tax structure and etc (we will discuss about those factors at another place and in a different article). Offering substantial increase over the current package or offering a package lesser than the approved salary-band disturbs the internal equity of the company and effects retention strategies of the company. Factors that influence the Recruitment Process Factors Affecting Recruitment General factors that affect recruitment in an organization: Personnel Utilization A company can avoid having to hire new employees by monitoring the skill sets of existing employees. For example, if you are opening a new sales division that focuses on a new family of products, then you may be able to utilize your current sales staff to provide the startup sales professionals the new group will need. The success of the new department will necessitate the need for recruiting outside representatives at some point in the future, but you can save on startup costs by utilizing existing personnel. Outsourcing The concept of outsourcing activities that are not a companys core competency is an internal business practice that affects recruiting. For example, an food processing company would hire an outside IT firm to install and administer the companys computer network because computers are not the food processing companys core competency. When companies outsource, that reduces the need for recruiting new employees. The human resources department will have to shift resources away from recruiting for the outsourced functions, and focus on supplying employment candidates for the companys core business units. Talent Pool A company reaches into its local community to satisfy employment recruiting needs. If the local talent pool changes, then the company may find it more difficult to recruit qualified candidates. For example, if other businesses start to leave the region, then the availability of jobs drops and qualified candidates begin looking for work in other parts of the country. The company is then faced with decisions that involve paying to relocate new employees or opening new locations to access new talent pools. Competition Companies within the same industry are competing for qualified candidates to ensure future growth. There is competition in the recruiting end of your business just as there is in selling products. You need to analyze what your competition is offering new employees, and try to develop a competitive package to lure in the talent that you need. Strategies to reduce the cost of Honey Buns Human Resource First priority Honey Bun could use to cut costs on its human resource, though it is somewhat of a new development for many managers and HR staff personnel, particularly if they had seen laying off staff as the only feasible means to cut cost on human resource would be, is reducing turnover. Turnover is very burdensome on the financial resources of any given company, and if management does not have sound knowledge of the actual cost of turnover, the organization may be in a situation where it is inescapable to reduce it. Another way Honey Bun could improve their human resource management and to cut cost on labour is to ensure that the HR manager designated for recruitment is efficiently trained and certified with the necessary experience in a similar scope of position in a similar company model. A database of CVs of prospective employees could be kept thus ensuring that the HR Manager spends a portion of his or her time on a weekly basis emailing prospective candidates from the searchable CV databases available on job boards. The searchable databases are what HR managers and job recruiters use every day. The company could also institute a referral / finders fee asking their own workers of prospective employees, in the manner as job agencies do. Another strategy they could utilize is to pay key staff 15% above market rates to their star employee this is a nominal strategy seeing that replacing them is 40-50% of their annual salary if you include agency fees possible lost days in training and the employee who has contributed heavily to the overall development of the company walking through the door, probably to the competition. The company could also Reduce Healthcare Costs. Of course, the most intuitive method of reducing healthcare costs involves shopping around for healthcare insurance. For example if they are using an old fashioned broker for years, the current provider of such services will be costly compared to a newer less expensive healthcare company. Before the company cuts down on healthcare offerings for its employees, they must first consider eliminating dental and vision plans. Then after they have right healthcare provider for the company, they can make adjustments to their plan to minimize costs. They should ask direct and concise information that will in turn pose to be beneficial to the company. Switching to a higher deductible health plan is not always the most popular plan amongst the companys employees but striking the right balance between deductible cost and premiums can save the company money while satisfying the needs of its employees without any lost on both parties; Honey Bun on whole should analyze who they are covering under their medical plans especially if the company is providing full insurance coverage for spouses and family members this might just be saving such expenses from competitors and driving a hole in the companies pockets by taking in unnecessary expenses of their own. A strategy most companies are utilizing is they are beginning to demand higher employee contributions for the coverage of their family members who can receive general medical coverage from through the company. Another strategy the company could use is to have the employee pay the full premium for their spouse who can receive coverage at their place of work; this will go a long way to reduce healthcare expenses. Health and Wellness programs are now becoming popular in various business organizations; today most medium and large size businesses with backgrounds in various sectors and employing between 50-85 workers are drifting towards this focus. Implementing the right wellness program for Honey Buns employees can increase employee health and happiness while decreasing costs on pending healthcare cost. Most employers are now seeing the evidence of the success of wellness programs improving their employees happiness and productivity in the workplace and the favorable reduction in money wasted dealing with various health related sicknesses of their staff thus health insurance costs can be documented and proven. Honey Bun can also reduce its cost on human resource by creating a healthy social atmosphere at the workplace as this strategy is shown to increase morale, camaraderie and increase the productivity of the employee. Many companies do this by hosting a number of social events where the employees come together to bask in each others company and share in various activities. Hosting competitive events such as sports competitions for employees can be a defining tool. This allows employees to get to know each other and have a deeper understanding of each others roles and responsibilities and have a deeper appreciation for each others welfare, a team building approach in the work environment, and overall a sense of loyalty for the company this will make them proud they work for a company that encourages its employees to have a friendly and collective approach to their work rather being individualistic in their work relations. This can be the key factor in determining whether an employee joins the company, stays grounded in a team oriented setting, or moving on the competitors company. Improving the hiring practices of Honey Bun through the HR department can save the company much money and time. This would involve analyzing all CVs for a particular candidate who will maximize his or her strengths for the overall development of the company, the first time around, the long-term relationship of the potential employee should be the most vital factor whether he or she is added to the staff at Honey Bun. A detailed, comprehensive job description should be drawn out to highlight the important aspects of the position, as well as all activities that will be under their auspices; add additional requirements for the post including activities not relevant to the post available in order to test the flexibility of the potential candidate . This will ensure that the potential employee is informed of all of their responsibilities before the interview is even conducted. By working strategically at creating a well defined job listing that quantifies the scope of the position it will most definitely yield candidates with higher quality, and thus ensures a job skill match as well. Offering competitive salaries will inevitably draw in higher quality human resource and thus rids the company of the unskilled talents and the pending cost of replacing such. Optimizing HR operations and company policies can reduce costs while increasing employee satisfaction. By offering flexible work schedules for its employees this will increase morale and productivity. If employees are working too many hours, their level of productivity will decrease throughout the day. Allowing them to switch up their hours and come in at different periods of the day will ensure that they are working at their optimum levels and are properly rested. They must be offered competitive salaries as well. If a salary offered is way below industry standards for the same level of responsibility, potential star employees will be lost to the competition. Honey Bun could also provide their employees incentives to boost productivity and encourage employees to take the extra step when trying to make a sale or ensuring quality in their work this will make every employee think twice before slacking off. Another way Honey Bun could cut cost on its human resource is by integrating HR Technology this will save time and money by eliminating costly mistakes and introducing automation to manual processes. It is important to find competent, up to date, and fully integrated software to implement. Implementing integrated time and attendance and employee scheduling software is low-hanging fruit in this department. Time and attendance software in particular has been shown to provide organizations with a significant return on investment (ROI). Reducing the risk of expensive litigation can save Honey Buns financial assets in the long run. The last thing the company would need in a recession type climate is to be sued by a former employee. The company should know the risks, and plan ahead to rid the company of legal pitfalls. Know all of the laws and regulations for the companys industry and following them rigorously. A number of people will jump at the opportunity to sue the company for large amounts of money. To avoid lawsuits, documentation must be a key player in determining the company is caught in a litigation trap; record its defenses, such as warnings given to an employee or the fact that guidelines were given and broken one should not cite concerns, criticisms, or introspects on any particular employee. Honey Bun could also reduce its cost on human resource by not allowing employees to work overtime. The workloads must be objectively and critically analyzed to evaluate the time that is required for tasks to be completed efficiently, identify streamlining opportunities, and improve proficiency amongst individual staff members. Honey Bun could also adhere to a economical phenom most companies are familiarizing themselves with which is the use of contingent workers (people who are hired, as needed, to perform specific tasks, but are not employed by the company) in other words contracted staff, Honey Bun could utilize this as a means cutting cost on human resource seeing that the level of income being paid to contracted staff is way below the market value and at the same time contracted workers are not open to benefits as fulltime staff members.

Transcultural Nursing Essay -- Health, Nursing

Understanding and implementing culturally competent and culturally congruent care are the key factors for effective and excellent nursing care (Srivastava, 2007). However, health care provider’s roles and responsibilities in meeting health care needs of the clients in consideration to cultural perspective and diversity are getting more challenging and complicated due to increased number of people from a group of multi-ethnic and multi-cultural society, which, in turn requires health care providers to acknowledge and understand variations of cultural healthcare beliefs, values and practices. Transcultural nursing is essential in the process of nursing care because of the different factors, which includes increasing diversity and multicultural identities, emergent use of health care equipment that occasionally dispute the cultural ethics and beliefs of the clients and a rise in feminism and gender issues (Andrews & Boyle, 2008). Maier-Lorentz (2008) states that the fundamental aspect of healthcare is transcultural nursing since culturally competent nursing care help guarantee patient satisfactions and health beneficial outcome. According to the Royal College of Nursing (2009), providing care with respect to health and illness based on the expectations of the people’s values, beliefs and practices corresponding with culture is the focal point of transcultural care. Influenced by the principles and theories of transcultural nursing, the author defines transcultural nursing as a discipline of culturally care for individuals, families, groups and communities representing different cultural lifestyle, values, habits, life process, beliefs and practices. Furthermore, the author believes that the aims of transcultural nursing are to ... ...attain cultural competence and provide adequate cultural care, healthcare provider should develop the desire to achieve congruent care, be aware to any personal biases and prejudices, acknowledge and support other person’s cultural belief and practices, avoid stereotyping and cultural imposition and most importantly identify and overcome the barriers to effective assessment and intervention. Understanding one’s own culture, being supportive, appreciative and sensitive to other culture and differences are the key factors to achieve cultural competence. The author recommends that aside from being focused to care provider’s cultural competency and cultural assessment, transcultural nursing theories and concepts also needs to develop ways on how to avoid cultural negligence, overcome personal biases and resolve cultural barriers that may affect quality nursing care.