Center Around and Centre Round

Center Around and Centre Round Center Around and Centre Round Center Around and Centre Round By Maeve Maddox The phrases â€Å"center around† (US) and â€Å"centre round† (Br) are often heard in speech and seen in writing on the Web: Other concerns centered around decreased property values.- Book published by SUNY Press, 2004. Our concerns center around response time to our emergency rooms.- Statement issued by a Florida medical center. The main  issues centre round  the high level of ambient noise in the area.- Canadian newspaper. These concerns centre round the following issues:- Trinity College, Dublin. These proposals centre round the proposition that core labour standards should be incorporated into a â€Å"social clause† in international trade agreements.- Australian source. The economic crisis gives rise to its own particular claims, specifically those brought by lenders against solicitors and valuers, which tend to centre round the professional’s alleged failure to report information which would have affected the decision to lend.- UK law journal. British and American style guides generally advise against this usage on the grounds that it is illogical. The preferred prepositions to use with the verb center/centre are on and in. The objection to â€Å"center around† is that something centered is fixed in a certain place. Therefore, it cannot move around something else. Concerns may â€Å"revolve around issues,† but they cannot â€Å"center around† them. The edition of Fowler’s Modern English Usage published in 1924 does not mention this idiom, but the Second Edition, published in 1965 and revised by Sir Ernest Gowers, calls attention to it. Admitting that idioms are not required to be logical, the editor nevertheless rejects â€Å"centre round† because â€Å"centre in† or â€Å"centre on† are logical, and â€Å"centre round† is not: There is nothing to be said for preferring the illogical centre round, as though centre and gather were synonymous. As a noun centre has its own precise meaning and should not be used as a genteelism for middle. The Penguin Writer’s Manual (2002) points out that, logically, the verb centre should be â€Å"followed by the prepositions at, in, on, or upon.† However, it also notes that â€Å"the phrase centre around or round is well established and has been used by many respected writers such as Conrad and Kipling.† The Chicago Manual of Style weighs in against â€Å"center around† in its â€Å"Good usage versus common usage† section: Although this illogical phrasing does have apologists, careful writers tend to use either center on or revolve around. Professor Brians (Common Errors in English Usage) has nothing mitigating to say in its defense: Two perfectly good expressions- â€Å"center on† and â€Å"revolve around†- get conflated in this nonsensical neologism. When a speaker says his address will â€Å"center around the topic of† whatever, my interest level plummets. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:10 Grammar Mistakes You Should AvoidCannot or Can Not?How to Style Legislative Terms

Vargas Surname Meaning and Origin - About Genealogy

Vargas Surname Meaning and Origin - About Genealogy The Vargas surname is topographical in origin, indicating someone who lived on or near agricultural land that was flooded in winter; from vargas, the plural of varga. In different parts of Spain the term varga also had other various meanings, including a steep hillside or a straw- or thatch-roofed hut. Vargas may also be habitational in origin, indicating someone who came from Vargas in Santander province of Spain. Vargas is the 36th most common Hispanic surname. Surname Origin:  Spanish Alternate Surname Spellings:  VARGAZ   Famous People with the Surname VARGAS Elizabeth Vargas - American broadcast journalist- Peruvian contemporary writerGetà ºlio Vargas - former President of BrazilJoaquin Alberto  Vargas  y Chvez - Peruvian painter of pin-up girlsLuis de Vargas  - Spanish painter of the Renaissance era Where Do People With the VARGAS Surname Live? The surname distribution data at  Forebears  ranks Vargas as the 251st most common surname in the world, identifying it as most prevalent in Mexico and with the highest density in Costa Rica. The Vargas surname is the 2nd most common surname in Bolivia and Costa Rica, 14th in Colombia, 20th in Peru, 28th in Chile, 30th in the Dominican Republic, and 33rd in Panama and Mexico. Within Europe, Vargas is most frequently found in Spain, according to  WorldNames PublicProfiler, especially in the southern provinces of Sevilla and  Almerà ­a. The surname is also very common in almost all regions of Argentina.   Genealogy Resources for the Surname VARGAS 100 Common Hispanic Surnames Their MeaningsGarcia, Martinez, Rodriguez, Lopez, Hernandez... Are you one of the millions of people sporting one of these top 100 common Hispanic last names? How to Research Hispanic HeritageLearn how to get started researching  your Hispanic ancestors, including the basics of family tree research and country specific organizations, genealogical records, and resources for Spain, Latin America, Mexico, Brazil, the Caribbean and other Spanish speaking countries. Vargas Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as an Vargas family crest or coat of arms for the Vargas surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male line descendants of the person to whom the coat of arms was originally granted.   VARGAS Family Genealogy ForumSearch this popular genealogy forum for the Vargas surname to find others who might be researching your ancestors, or post your own Vargas query. FamilySearch - VARGAS GenealogyAccess over 10 million free historical records and lineage-linked family trees posted for the Vargas surname and its variations on this free genealogy website hosted by the Church of Jesus Christ of Latter-day Saints. GeneaNet - Vargas RecordsGeneaNet includes archival records, family trees, and other resources for individuals with the Vargas surname, with a concentration on records and families from France, Spain, and other European countries. VARGAS Surname Family Mailing ListsThis free mailing list for researchers of the Vargas surname and its variations includes subscription details and a searchable archives of past messages. DistantCousin.com - VARGAS Genealogy Family HistoryExplore free databases and genealogy links for the last name Vargas. The Vargas Genealogy and Family Tree PageBrowse family trees and links to genealogical and historical records for individuals with the last name Vargas from the website of Genealogy Today. - References: Surname Meanings Origins Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967. Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998. Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003. Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989. Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003. Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997. Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997. Back toGlossary of Surname Meanings Origins

North Korea Research Paper Example | Topics and Well Written Essays - 1250 words

North Korea - Research Paper Example According to Armstrong (2011), North Korea is currently experiencing a range of issues but the most prevalent include the poor state of the economy, which Armstrong (2011) attributes to its authoritarian leadership style that still has not implemented market reforms to improve the country’s ailing economy. Secondly, Armstrong (2011) states that the country has focused so much on funding its military operations that comprise of more than 9 million military personnel of which approximately a million are active army personnel, a fact that makes it the 4th country in the World with largest military defence force. The country’s budgetary allocation to the defense department is extremely high leaving little resource for economic development. Armstrong (2011) stated that North Koreans are grappling with harsh economy, coupled with high food prices, periodical shortage of electricity, fuel, and raw materials that cause manufacturing factories to remain inactive thus, leading to increase in number of the unemployed population. However, on the positive side Armstrong (2011) notes that the new North Korean leader has given women the freedom to wear western brands, which were restricted in the past due to their western affiliation. Secondly, the new North Korean leader has shown a new leadership style by taking the responsibility of the failed rocket launch. Such an admission was not to the norm with the North Korean leadership. The other notable current issue in North Korea is its poor relations with its’ close neighbor, South Korea of whom they are still technically at war with after failing to sign a peace treaty ever since the Korean war. The North and South currently have murky relationship because of periodical wrangles that increases the tension between the two countries. Armstrong (2011) further notes that the new leader of North Korea strained the country relationship with China after recently carrying out a

Summary the article Essay Example | Topics and Well Written Essays - 500 words - 1

Summary the article - Essay Example conclusion, notes and references with details of writers, Keywords used in the study include bargaining agency fees, free riding, trade union membership and union joining. Free riding has been a contentious issue in Australian industrial relations. 51.7 % employees are considered as deliberately free riding. Implications of findings for union renewal have been discussed in the study. Large numbers of Australian workers take a free ride on union membership gaining the benefits of union coverage without paying costs of provision. Unionists view this as unfair. The study discusses free riding in detail, explains methods used for survey and discusses implications for public policy and union strategy. Unions cannot provide services free of cost but at the same time cannot afford to loose members. Free riding is important issue since it deprives unions of financial resources that could be used for organizing and power resources that could be used at the bargaining table and in the political arena. Data gathered helps to test whether benefits motivate people to join unions or not. The study differentiates between true free riders and induced riders. In USA, free riding is covered by union contracts. Cases in USA, Britain and New Zealand have been discussed as empirical studies. There are varieties of motivations for employees for joining or not joining unions basing on demography and worker characteristics. In Australia, free riding has increased from 1930s to 1990s due to decline in compulsory membership. In1990 agency fee of AUS $ 500 was increased from 300. It was imposed by ETU, and contributed a lot towards free riding. In 2001, fees were challenged but AIRC rejected the chall enge. In 2003, compulsory fees were outlawed under Act 2003 passed by Liberal National Government. Data used is based on AWRPS 2004, which surveyed 1000 Australian workers. Computer assisted telephone interviews were conducted from October

Manufacturing Processes of Bleach

Manufacturing Processes of Bleach Introduction Household Bleach is one of the most helpful tools in most American households. There are two main classes of household bleach: chlorine bleaches and non-chlorine bleaches. All of these bleaches are in a class of chemicals known as oxidative agents, meaning that they cause a chemical reaction called oxidation when they come into contact with certain stains, certain germs or other organisms, and sometimes clothing dyes. Bleach is a very useful chemical, both around the house and for large scale use. You can use bleach to remove stains on clothing or to whiten your laundry. Its used to disinfect surfaces, too, especially in the kitchen and bathroom. You may have tried bleach to remove mold and mildew. Hospital personnel use bleach as a disinfectant, hotels use bleach to clean and disinfect bed linens and surfaces, and restaurants disinfect food preparation surfaces with chlorine bleach. People use chlorine in swimming pools to keep the water clean and raise the pH, and in much smaller concentrations to help keep municipal water supplies free of harmful organisms. Companies sometimes add chlorine bleach to industrial wastewater to reduce odor, and chlorine is used by the glass, chemical, pharmaceutical, textile, agriculture, paint and paper industries. With its many uses, bleach its a very familiar product to most people. While the word bleach entered the English language around the year 1050, bleach containing sodium hypochlorite was first manufactured in the U.S. in 1913, for use as an institutional disinfectant and a water treatment. Before that, chemicals such as borax, ammonia and lye were the most common bleaches in the U.S., and bleaches made using chlorine were generally too expensive to manufacture until the 20th century. Clorox Chemical, later called the Clorox Company, first gave samples of bleach to consumers for household use in 1922 [source: American Chemistry Council]. Since chlorine bleach was faster and more effective than the bleaches people had been using, it quickly became the most popular household bleach. Today, when we say, bleach, we usually mean chlorine bleach. So what exactly is chlorine bleach, and how does it work? Humans have been whitening fabrics for centuries; ancient Egyptians, Greeks, and Romans bleached materials. As early as 300 B.C., soda ash, prepared from burned seaweed, was used to clean and whiten cloth. During the Middle Ages, the Dutch perfected the bleaching of fabrics in a process called crofting, whereby fabrics were spread out in large fields for maximum sunlight exposure. Textile mills as far away as Scotland shipped their material to the Netherlands for this bleaching. The practice quickly spread throughout Europe, and bleaching fields were documented in Great Britain as early as 1322. In 1728 a bleaching company using Dutch methods went into business in Galloway, Scotland. In this process, the fabrics were soaked in a lye solution for several days, then bucked, or washed clean. The fabrics were then spread out on the grass for weeks at a time. This process was repeated five or six times until the desired whiteness was achieved. Next, the fabric was treated with sour milk or buttermilk, and again bucked and crofted. This method was lengthy and tedious, and it monopolized large tracts of land that could have been used for farming. Late in the 18th century, scientists discovered a chemical that had the same effect as crofting, but yielded much quicker results. In 1774, Swedish chemist Karl Wilhelm Scheele discovered the chemical element chlorine, a highly irritating, green-yellowish gaseous halogen. In 1785, the French scientist Claude Berthollet found that chlorine was an excellent whitening agent in fabrics. Some mill operators attempted to expose their fabrics to chlorine gas, but the process was so cumbersome and the fumes so strong that these attempts were soon abandoned. Near Paris, in the town of Javel, Berthollet began a small facility for the manufacture of a new product called Eau de Javelle. The bleaching powder consisted of potash (soda ash) which had absorbed chlorine gas. In 1799, another bleaching powder was invented by Scottish chemist Charles Tennant. In the early years of the Industrial Revolution, his patented lime powder was widely used to whiten a variety of fabrics and paper products. To make the bleaching powder, slaked lime (lime treated with water) was spread thinly over the concrete or lead floor of a large room. Chlorine gas was pumped into the room to be absorbed by the lime. Though an effective whitener, the powder was chemically unstable. It was The raw materials for making household bleach are chlorine, caustic soda, and water. The chlorine and caustic soda are produced by putting direct current electricity through a sodium chloride salt solution in a process called electrolysis. commonly used until around World War I, when liquid chlorine and sodium hypochlorite solutions-the forerunners of modern household bleach-were introduced. About this time, researchers found that injecting salt water with electrical current broke down the salt (sodium chloride) molecules and produced a compound called sodium hypochlorite. This discovery enabled the mass production of sodium hypochlorite, or chlorine, bleach. Types of Bleach Today, bleach is found in nearly every household. It whitens fabrics and removes stains by a chemical reaction that breaks down the undesired color into smaller particles that can be easily removed by washing. The two types of household bleach are chlorine bleach and peroxide bleach. Peroxide bleach was introduced in the 1950s. Though it helps to remove stains, especially in higher wash temperatures, it will not bleach most colored materials and does not weaken fabrics, as does sodium hypochlorite bleach. Peroxide bleach does not disinfect and is commonly added to laundry detergents which are advertised as color-safe. It also has a longer shelf life than chlorine bleach. Peroxide bleach is more commonly used in Europe, where washing machines are manufactured with inner heating coils that can raise the water temperature to the boiling point. The more common form of household bleach in the U.S. is chlorine bleach. It is most effective in removing stains and disinfecting fabrics. Chlorine bleach is cheap to manufacture and effective in both warm and hot wash temperatures. However, it has strong chemical properties which can weaken textile fibers. The disinfecting properties of chlorine bleach can also be useful outside the laundry. Chlorine bleach disinfects drinking water where groundwater contamination has occurred, as it is a powerful germicide. It was first used to sanitize drinking water in New York Citys Croton Reservoir in 1895, and is approved by the government for sanitizing equipment in the food industry. In recent years, bleach has been promoted by community health activists as a low-cost method of disinfecting the needles of intravenous drug users. Raw Materials The raw materials for making household bleach are chlorine, caustic soda, and water. The chlorine and caustic soda are produced by putting direct current electricity through a sodium chloride salt solution in a process called electrolysis. Sodium chloride, common table salt, comes from either mines or underground wells. The salt is dissolved in hot water to form a salt solution, which is then treated for impurities before it is reacted in the electrolytic cell. The Manufacturing Process Preparing the components 1 Caustic soda is usually produced and shipped as a concentrated 50% solution. At its destination, this concentrated solution is diluted with water to form a new 25% solution. 2 Heat is created when the water dilutes the strong caustic soda solution. The diluted caustic soda is cooled before it is reacted. The chemical reaction 3 Chlorine and the caustic soda solution are reacted to form sodium hypochlorite bleach. This reaction can take place in a batch of about 14,000 gallons or in a continuous reactor. To create sodium hypochlorite, liquid or gaseous chlorine is circulated through the caustic soda solution. The reaction of chlorine and caustic soda is essentially instantaneous. Cooling and purifying 4 The bleach solution is then cooled to help prevent decomposition. 5 Often this cooled bleach is settled or filtered to remove impurities that can discolor the bleach or catalyze its decomposition. Shipping 6 The finished sodium hypochlorite bleach is shipped to a bottling plant or bottled on-site. Household-strength bleach is typically 5.25% sodium hypochlorite in an aqueous solution. Quality Control In the bleach manufacturing facility, the final sodium hypochlorite solution is put through a series of filters to extract any left-over impurities. It is also tested to make certain that it contains exactly 5.25% sodium hypochlorite. Safety is a primary concern at manufacturing plants because of the presence of volatile chlorine gas. When the chlorine is manufactured outside the reactor facility, it travels in liquid form in specially designed railroad tank cars with double walls that will not rupture in the event of a derailment. On arrival at the plant, the liquid chlorine is pumped from the tank cars into holding vat.. As a safety measure, the tank cars have shutoff valves that work in conjunction with a chlorine detection system. In the event of a chlorine leak, the detection system triggers a device on the tank that automatically stops the transmission of the liquid in 30 seconds. Inside the facility, chlorine vats are housed in an enclosed area called a car barn. This enclosed room is equipped with air scrubbers to eliminate any escaped chlorine gas, which is harmful to humans and the environment. The vacuum-like scrubber inhales any chlorine gas from the enclosed area and injects it with caustic soda. This turns it into bleach, which is incorporated into the manufacturing process. Despite these precautions, safety and fire drills are scheduled regularly for plant personnel. Special Considerations in Packaging Household sodium hypochlorite bleach was introduced to Americans in 1909 and sold in steel containers, then in glass bottles. In the early 1960s, the introduction of the plastic jug brought a cheaper, lighter, and nonbreakable packaging alternative. It reduced transportation costs and protected the safety of workers involved in its shipping and handling. Additionally, the thick plastic did not permit ultraviolet light to reach the bleach, which improved its chemical stability and effectiveness. In recent years, how-ever, plastic containers have become an environmental concern because of the time it takes the material to decompose in a landfill. Many companies that depend on plastic packaging, including bleach manufacturers, have begun to reduce the amount of plastic in their packaging or to use recycled plastics. In the early 1990s, Clorox introduced post-consumer resins (PCR) in its packaging. The newer bottles are a blend of virgin high-density polyethylene (HDPE) and 25% recycled plastic, primarily from clear milk jug-type bottles. Consumer Safety The bleach manufacturing industry came under fire during the 1970s when the public became concerned about the effects of household chemicals on personal health. Dioxin, a carcinogenic byproduct of chemical manufacturing, is often found in industrial products used to bleach paper and wood. In its final bottled form, common sodium hypochlorite bleach does not contain dioxins because chlorine must be in a gaseous state for dioxins to exist. However, chlorine gas can form when bleach comes into contact with acid, an ingredient in some toilet-bowl cleaners, and the labels on household bleach contain specific warnings against such combination. In addition to the danger of dioxins, consumers have also been concerned about the toxicity of chlorine in sodium hypochlorite bleach. However, the laundry process deactivates the potentially toxic chlorine and causes the formation of salt water. After the rinse water enters the water system through the household drain, municipal water filtration plants remove the remaining traces of chlorine.

International Human Resources

It is the biggest challenge of companies today to maintain and attract best employees thus the realization in holding trainings and conferences for top executives to level officers is exceedingly in demand. Initiating strategies and solutions regarding employee retention and human resource management keep on going to minimize costs and money. There are many promising solutions in going through a lot of obstacles in human resource recruitment. We may start on some questions that would spark a new beginning: are the employees are given the chance to speak?Are new ideas accepted? Are benefits really beneficial to employees? Does the employees’ opinion count? Are works valued, evaluated and rewarded on their performance? This are simple questions that has an impact to the existing problems in many companies, regardless of size, incorporating other issues like repatriation, better opportunities, poor treatment, differences in culture and disagreement on the direction of the company , lack of recognition, indefinite growth prospects and poor relationship among co-workers.Keeping people and maintaining them for a longer period of time is the most difficult and challenging tasks for all human resources managers nowadays, hopefully, we will answer possible keys and solutions to these burning questions throughout the discussion. Why are people leaving from one company to another?A wide variety of reasons why are people leaving their jobs to find new companies includes: expectations were not satisfactorily fulfilled, unsuitable for the role, do not fit with the company’s culture, insufficient opportunities for growth and development, inadequate acknowledgment and admiration, problems with a manager or supervisor, not satisfied with the compensation, stress, lack of work and life balance, and lack of confidence in the company and leadership (Meyers). According to Susan Heathfield (Heathfield, 2007), most employees are leaving their work for reasons of searchin g new opportunities with other companies.Three top reasons were identified by Heathfield: fifty three percent of employees look for better rewards and benefits, thirty five percent were discontented with prospects of career growth and development, and thirty two percent were ready for a new experience and new environment. The motivating factors that can enhance the continuous stay of employees were examined by Bob Losyk on his article, here are the different factors that he stated: dignity and respect, involvement and participation, pay above the industry average, showcase superior workers, and by showing support to employees (Losyk).Giving dignity and respect is one of the most important key elements in satisfying the employees, harsh words, shouting, insults, and abuse of power will only result to demoralization, low morale, increase possibilities of absenteeism, and in turn resignation. Losyk added that employers should be treated with high respect, worth and goodness, let them r elax, be independent and empowered. Do not crash on people who make mistakes instead make it more constructive and let them learn from it.Involvement and participation is also a significant factor in dealing with employees’ motivation to stay in the company, by listening to their suggestions, aspirations, and ideas can make them more involved and active much as with belongingness and partnership. Paying above the industry average will surely and literally compensate the best employee thus giving and making more money for you. Great employees should be compensated for what they gave back to the company and it should not be as simple as paying back but to reward and constantly recognize their efforts.For sure, companies who have the best employees will have more satisfied clients because of the excellent services they receive and in return a greater chance of repeat business will likely to come. Another tip from Losyk is to highlight and draw attention to outstanding employees by giving awards, certificates, extra remuneration, dinners as well as posting their photos on bulletin boards or company newsletters. To share and show support, to listen and know their personal and family problems can be a key factor for lasting relationship with employees.It will create a positive and motivating atmosphere resulting to a more productive and high-quality employees (Losyk). Human Resource Retaining Strategies: The Training Delivery / Communication Options The training delivery to be used is participative which simulates real scenarios (Schein, 1987). This will be a workshop type of training. Experiential learning should be employed in the training components of the human resources planning program aimed at maintaining work effectiveness, retaining employees and create organizational success where employee development is critical.The communication option to be used in the delivery of training should be simple yet effective. This type of training program will fit the workforce of the Belfarm Hotel to refine their training skills. Also, this training program will provide comprehensive information and techniques to develop critical competencies. Training activities will focus on the design and approach to facilitate effective delivery of functions and responsibilities. The training materials to be used should assist trainers in enhancing their training presentations with materials that are professionally designed and written.Group facilitation skills of the trainers should be maximized to effect intervention strategies needed to maintain effective group relationships and direct groups towards productive goals. Aside from the evaluation of the Human Resources Directors from available data and observations, a Training Needs Assessment and Evaluation conducted prior to the actual training proper help trainers understand and use selected needs assessment and evaluation tools as part of the design and delivery of training. Human Resource Issues and Ch allenges to Consider – Including Suggested SolutionsThe challenge to have a trained and skilled workforce is the ultimate competitive advantage for any organization (Cowling & Mailer, 1998). The rapidly expanding base of new information and technologies affects every one of us, from factory floor to business office. No matter how capable or successful an organization is, if staff training and continuing education is overlooked, there will be problems in the organization. The challenge is to get the best value for the training dollars spent by choosing training that suits the needs of the company and least impacts the bottom line (Storey & Sisson, 1993).In order to meet the challenge, comprehensive approach to employee development can be adopted. Set goals and reach them, identifying the needs, developing the right intervention, and delivering a practical, results-oriented solution. Interactive training is designed for the adult learner, requiring involvement in the learning p rocess. Handle specialized workplace challenges with customized group training. Handle challenges specific to the organization. A good approach is to maximize training dollars spent by tailoring content to the organization’s explicit situation to produce the results needed.The NL&C should source top-notch trainers who can combine their experiences with the latest in learning techniques for interactive sessions that emphasize skill development and application (RBA Training, 2006). Workforce Retention and Motivation Motivating an employee to do his or her best for the company and making him to stay long with the organization is one of the major concerns of HR. A group who specialize in management of labor in IT organization has observed that the average stay of most IT professionals in a company is less than three years.It has been observed also that companies, who are on a constant search and use of new technologies, send their employees to seminars and trainings to acquire ne w knowledge and exposing their people in a challenging environment are better ways to retain people than giving of higher salaries. Although, some HR managers believe that salary and career satisfaction are the key to retention, money is a prime motivator only for ‘starters’. Those who have gone to three or more jobs know the importance of being in a position highly valued by the company (Gupta 2006).We will focus on different ideas, tips and strategies that can help companies cope up with the up-and-coming problem in the human resources industry. As much as we know that many current employees are getting out of their jobs voluntarily not because that they were fired by their superiors but because they want to meet their expectations and good opportunities with other companies locally or overseas. Despite the fact that the most mentioned reason for leaving is financial, other important aspect is a factor that motivates them to gave up their jobs to look for other jobs e lsewhere (IOMA, 2005). According to Paul J.Sarvadi (Sarvadi, 2005), the reality behind why employees gave up their jobs lies not only to monetary issues but goes deeper into the human consciousness that their actions and characters concerning work will be appreciated and makes them feel secured and successful. He suggested that sound retention strategies should be focused to four key elements – performance, communication, loyalty and competitive advantage. Let us start on the first key element which is performance, most companies undergo evaluations and performance metrics that will likely sum up their overall accomplishment either annually, quarterly or monthly.It is important that it must not rely solely on quantitative evaluation or assessment but most of all the qualitative measurement should also be considered. The intense craving for an attention to speak their opinions and make it a part of the company’s objectives is a very significant factor that is fulfilling to human beings, when they felt that their actions, talents and capabilities are brought into play that makes a difference to the company or organization, a sense of belonging and the feeling of they are at home is beginning to develop.The subconscious of human beings is attached to the emotions that they feel that’s why they are happy when they are in the process of achieving a goal and making valuable contributions (Sarvadi, 2005). He added that communication process with employees is an essential part of developing a relationship with them. Not just a simple communication that involves deadlines, submissions and technical aspects but they must use a two-way transmission of ideas and opinions.It is better to hold regular meetings to properly channel all comments and suggestions, give feedbacks and share what the company has been going through the years, and listen to what they aspire and suggestions. Surveys are good indicators of assessing the performance of the company t hough not dependable, it can contribute insights from the employees on what is giving them motivation and morale.On the other hand, loyalty is a great tool in winning employee retention strategy, it is measured in terms of how committed and loyal the employee is, it is not an imposed requirement but an earned reaction to the trust, respect and commitment shown to the individuals in a company (Sarvadi, 2005). The success of an employee – growth and development, and their contributions to the company’s wellness is an essential part of commitment and loyalty and both should work together.The last element of Sarvadi’s strategy is competitive advantage, people in the workplace is expecting excitement, new adventures, and competitions. Winning and losing are the key words for competitive advantage, employees wanted to know unique competitive products in the marketplace and they wanted to be part of these exciting race. Everyone wants to be a champion, it is healthy to inform your employees about the competitive advantage of your company so as to keep them motivated to join the winning team.To attract and retain top performers, employers should focus on recognizing and rewarding employees frequently and taking them for granted is not an answer to a successful relationship, and most importantly, know what the enemy does according to Cheryl Cran, a human resources consultant, an art of war, a strategy to win the best performers, know and discover what the enemy offer and ensure that you can target and extend beyond the limits of the expectations of the employees (Cran).To save expenses from the personnel turnover and increase output and productivity as well, another top retention tips to retain key personnel are the following (Mason): 1. Deal fairly with employees like you deal with your most valuable clients. 2. Let your employees adore and care for your company. 3. Powerful retention strategies turn into powerful recruiting advantages. 4. Preserv ation and maintenance is much more successful when you put the right person into the right job. 5. Monetary reason is important but it is not the sole basis of people who stay with an organization. 6.Creation of committees for the employees can help expand retention strategies as well as developing an effective strategy. 7. Leadership must extremely devote in retention. 8. Different forms of expressing recognition and appreciation is a strong and powerful retention strategy. 9. Always keep in mind that the â€Å"Fun Factor† is very significant to many employees. 10. Be familiar with the drifts and developments in benefit packages. Give the best to tender the ones your employees want (Mason). In addition to the strategies above, in Ghana a capacity project has been carried out to health sectors that could also be beneficial to other employees.Five key stakeholders were interviewed for this topic. Other keys are additional duty hours allowance, car and housing loans, post gradu ate training opportunities, relaxed criteria for promotion, and flexible contracts, public-private partnership. To understand the strategies, the table below indicates the key retention strategies: Table 1. Key retention strategies (Perry, 2006) Incentive type Brief description Financial Incentive Initiate added duty allowance particularly for doctors (Perry, 2006). Non financial incentive Proposal for a car and housing loan under negotiation for professionals who are assigned in the rural community. Perry, 2006). Career advancement opportunities Initiate and suggest schemes for more prospects for two year post graduate training program (Perry, 2006). Rest and recreation eligibility criteria for advancement (Perry, 2006). Creative contracting arrangements Give way to pharmacists in the public sector to perform duties for the private sector (Perry, 2006). Attracting the Best Talent In a business with cut-throat competition, urgently looking for the same kind or professionals is a nor mal activity of HR managers. In their search for the right people, they try their best to convince IT professionals to work with the company.In such a competitive market, IT organizations are trying to find ways how to attract the cream of the crop. Best talent means people who possess both the technical and managerial skills. They have the complete knowledge of the business, have the ability to think of new ideas, can communicate effectively, have the mind for analytical and logical thinking; possess leadership ability, team players, creative and innovative. People like them are rare commodities and being able to bring them in the organization is a key HR challenge (Gupta 2006). Compensation and RewardLaw of supply and demand also applies to the hiring of best talents. Thus attractive compensation package is very significant in luring those great minds. This results into management doing away with the usual eight hours per day work schedule as basis for compensation. Salaries and i ncentives are now given commensurate to the applicants’ knowledge and performance. Employers also give emphasis on profit sharing or performing employees can opt for company shares of stocks. This encourages bright and talented people to stay long with the organization.Skills, competencies and commitment are now preferred over loyalty, hard work and length of service. Although, salary is not the number one motivator in the industry today, HR is also faced with the challenge of devising optimized compensation package to attract best people into the organization. Integrating HR strategy with Business Strategy HR direction should be in conformity with the business direction. HR plans are just a part of the overall business strategy with the purpose of attaining the business objectives. Everyone should row in a single direction.Other departments depend on HR in recruitment, retention, motivation and rewarding of valuable personnel. HR is also tasked to manage change, anticipate f uture personnel requirements, organizational effectiveness, team building and employees’ training and development. (Gupta 2006). ‘Encouraging quality and customer focus’ should be a concern of all employees in all departments. It is HR’s duty to orient people on this topic and emphasize its importance in the overall business operation. A culture of superior quality should be encouraged.With globalization and technological change running at an incredible speed, companies with inferior quality products cannot cope up with the competition. Building friendly relationship with the customer is also important to insure repeat orders and continuous purchases (Gupta 2006). Upgrading of Skills through Re-training In a highly competitive hotel business environment brought about by the fast-paced, unpredictable technological advancement and increased emphasis on quality of services, software businesses are compelled to look for adaptable and competent personnel in the case of Belfarm Hotel.Software professionals are sent to various venues to attend seminars and trainings to upgrade their skills so they can perform all the functions that are assigned to them by the organization. Highly skilled software professionals are a bit discouraged if they feel that they are being left behind. Once they have gained a new knowledge and have disseminated it to their subordinates, they start to look for yet other new things. That’s what motivates them. And it is another challenge for HR personnel to keep those bright people highly motivated (Gupta 2006).Experts interpret such trends as a significant new problem for businesses which the hotel industry has never experienced. This is the serious lack of workers who possess the skills required by the economy. With longer life expectancy, reduced birthrate and the aging workers now coming to the age of mandatory retirement, the age profile of workers is dramatically changing (hrsolutionstoday 2006). Figure 1 : Re-Training Diagram These changing workforce demographics have serious implications in HR’s quest to attract the best talent.Because of the lack of qualified IT professionals, HR must once again repackage the compensation and reward being offered to make it more attractive. They should strive hard for the retention and motivation of the existing workforce because piracy of talented personnel among IT organization is on the rise. It is suggested that retention of older employees is one way to counter the problem on changing workforce demographics. That suggestion is often overlooked. For more than 20 years, it has been the practice of the corporate world to retire aging employees.To ease out retirees, programs such as retiree medical coverage, early retirement programs and other plans are being designed. They also make way for the entry of younger workers who will receive salary for ‘starters’, thus are less expensive (Gallo 2006). While those who stay in the c ompany for long have higher salaries and benefits than younger workers, the prospect of losing those aging but reliable people can entail more cost to a company than continue paying their salaries and benefits. And they are not really willing and ready to leave their job they have loved for several years.They want to work more and extend their stay in the company for another several years. Some still need the financial reward and the health benefits that employment can give (Gallo 2006). Watson Wyatt’s Strategic Reward Survey said that there are top five items which are important to older workers and they are: benefits, compensation, independence, security and skill development. This prospect of extending the services of older workers is still under study. There are however at least five strategies which can be viable to make retiring employees stay in the company longer thus cushioning the impact of lack of workers problem.Viable options can be phasing retirement, modifying retirement plans, modifying compensation plans, customizing benefits and redesigning the job (Gallo 2006). Technology and globalization drive organizations to be more flexible. A contract relationship is not inexpensive, but it’s more flexible. The use of contingent workforce affords companies to be more competitive. Randy Floyd, program manager of the Office of Contingent Workforce Management said, â€Å"Those that push for the use of contingent workforce may see greater benefits (Contingent Workforce Strategies 2005)†.The use of contingent workforce has positive implication in the technology industry. HR can opt for this kind of workforce while trying their best to look for the best and the brightest. They can adjust their budget as this labor force is less expensive than those people who are directly hired by the company. It is very clear that outsourcing is a success. However, companies are beginning to realize the costs and inherent risks that go with it. Generall y speaking, â€Å"Outsourcing is a very complex process which the benefits that are expected seldom materialize†.There are tradeoffs that go with outsourcing such as cost reduction against growth, quickness against quality, and maintaining company’s culture of working together against knowledge and innovation (Singhatiya 2005). In an article published in the Northeast Human Resources Association paper, Michael Andrew, Principal, Strategic Impact Learning, said that â€Å"It is high time to elevate HR’s role to that of a Chief Development Officer who is bent on increasing the capabilities which are vital to the attainment of company’s goals and objectives.For HR to become a business partner to the executive team, it should speak about the language of business rather than the language of HR. There is a clear call for HR professionals to redefine themselves as business partners by being business person first and HR professional second† (Andrew 2006). Increasing demand for immigrant workforce and opportunities abroad: The increasing demand of hiring cross-cultural workforce is a global necessity to respond the needs internationally.But because of the terms and conditions in hiring immigrants, it is very difficult to establish a worthy and constant employee for a particular business due to numerous alternative employment with other companies. To better understand the recruitment, hiring and retaining the best employees especially the immigrants and ethnic workers, it is important that we should consider the culture, traditions, and beliefs, know the different ethnic lifestyles and values, appreciate the impact that the immigrant workforce is influencing the management, and study the fabrications on recruitment of diverse ethnic groups.In addition to Losyk’s article, he stressed that it is significant that companies must understand the needs and desires most Hispanic and Asian workers want from a workplace, discover how to g ive comment to immigrant employees, determine the critical factors needed to train Asian, Hispanic and other cross-cultural groups, and create management techniques that can work and understand the involvement and recognition with the ethnic groups (Losyk).Further problems encountered by other employers is when their employees who are assigned to work overseas over a period of time will transfer to another companies in a few months to seek greener pastures. These are real and actual happenings in most development organizations when workers or volunteers enter into a contract to gain experience overseas and marked it as a stepping stone to find great opportunities abroad. How can companies and organizations struggle to this concurrent problem? Is this just a cycle to be left out and find new workers to continue the job?Are there any other holistic means that we can manage to surpass this continuing global recruitment problem? Conclusion: The best and the brightest in a company as wel l as entry level employees should be carefully kept, managed and trained. The ultimate strategy that should be considered for employees is to consider the needs, wants, and personal aspirations like career development, recognition and reward and the objectives they want for the organizations. Rewards should be helpful to them like educational opportunities, car and housing incentives, health plan for the employee and their family and good bonuses.Emergency funds if necessary when problems like illness arise in one of the members of the family, and more vacation and/or sick leaves are also a rewarding remuneration to employees. Managers and supervisors who are good listeners to their employees are good signs of good relationship, it is like a father/mother – daughter/son relationship that is always there to listen, understand, and suggest what is best and what is worst, even the most personal things of the employee should also be taken in consideration.Manager’s role is a crucial aspect of retaining best employees because they will serve as a mentor that will guide the employees towards a positive direction. Availability, fair treatment, flexibility and open communication during tough times is a positive message and strong response to employees who are in dire need to seek help, as a result, a healthy environment and workplace is being developed and cultivated. After all, empowerment, sustainability, goal-oriented and development are the most important key words for the success of organizations and individuals.

The Public Health Surveillance And Program Planning Models

EBPH involves developing,implementing,and assessing of operative programs and policies in public health by applying ethics of scientific thinking utilizing systematic uses of data and information systems,suitable use of behavioral-science theory and program-planning-models.1Scholars agree that EBPH provides assurance that decision making is based on scientific evidence and effective practices;helps ensure the retrieval of up-to-date dependable information about what works and doesn’t for public health questions;provides assurance that time is efficiently and productively used in reviewing the best information available on the particular public health question.1,2,3 The public health surveillance involves timely and systematic collection, analysis, interpretation and dissemination data to public health programs responsible for preventing and controlling diseases.1,4 Systematic reviews are indispensable in obtaining comprehensive information of any particular research topic, an d efficiently becoming familiar with any specific public health topic.1,4Reviews done with systematic approach are a great source of reliable results, because of limited bias and chance effects.1,4Such results can be used for making decisions in the public health.1,4Econonomic evaluation provides information about alternative expenditure on public health programs and interventions.1,4Cost-effectiveness analysis compares health interventions with health impacts and outcomes, and can suggest the relativeShow MoreRelatedPrevention Of A Disaster Emergency1729 Words   |  7 Pagesintentional, or accidental means), critical steps should be taken to evaluate and reduce the risks of public endangerment. 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