Community: Police and Good Schools Essay

If you were to close your eyes and think about your ideal place to live, what would come to mind? For some of us, it would be a condo on a beach where it was warm all year long. For others, it would be living in the mountains or on several acres out in the country near a small town, but what things would you need to feel secure and happy? It has become necessary to create an ideal community since people first started to settle down. There were several issues that people put importance on to achieve such a community, such as good schools, police protection, appearance of neighborhood and public transportation. I believe that police protection and good schools are the main factors to create an ideal community. First, police protection is a major part in a community they provide security and welfare to people. As the rate of crimes is increasing day by day, people are becoming to feel more insecure and less safe. When there is more crime, then more people have the fear of being harmed and that creates a large number of withdrawn individuals. Therefore, this situation affects the well being of the community in the negative way. As it is claimed that the appearance of neighborhood is essential to create and ideal community, I believe that the security of people is essential for the appearance of neighborhood. Security and appearance are connected because having good security allows the people feel like things can be good, which makes the people of the neighborhood want to make things look as beautiful as they can make it. Security can help create the ideal community because it brings the warm feeling of safeness. Second, if there are good schools, the less ignorance will exist in a community. In my opinion ignorance is one of the major barriers in front of the development of individuals. Good schools create well informed and sophisticated individuals and by the help of people like that a community has a better chance to provide solutions to its main issues such as technologic and economic development. Therefore, good schools should be provided in order to avoid problems in a community and to create individuals who will take part to create an ideal community. In conclusion, there is more need for people to create an ideal community, I believe that good schools and police protection are the main needs should be provided. When there is more secure and knowledgeable people in a community, then there is more chance for that community to solve other problems and take a step in order to become an ideal community.

Utilitarianism and Abortion

Abortion is one of the most debated issues across the globe. People from different sects of the society have their own perception on the abortion. Some try to prove it morally wrong and illegal while others justify abortion on several grounds. There is no need to say that people have their arguments in favor as well as in against the abortion and both the views seem to be right in specific circumstances. Apart from different opinions, law of a society has its own views on the issue which cannot be ignored.This paper intends to discuss the issue of abortion along with examining what utilitarian scholars think on the abortion and several other related issues. Utilitarian view on abortion While examining the utilitarian’s view about abortion one should mull over the ethical aspect of the issue with perspective of greatest happiness. Utilitarian view believes that ethical value of any act is determined by the maximum amount of happiness of biggest quality for hugest number of gene ral population which it creates.John Stuart mill on abortion John Stuart mill is known as father of utilitarian view and it is not possible to understand the issue in Toto without seeing his view on the issue of abortion. John Stuart mill in his book utilitarianism, writes â€Å"Utility, or the Greatest Happiness principle, holds that actions are right in proportion as they tend to promote happiness, wrong as they tend to produce the reverse of happiness. By happiness is intended pleasure, and the absence of pain; by unhappiness, pain, and the privation of pleasure†.The idea given by John Stuart mill is popularly known as principle of greatest happiness. Right and wrong aspects of any action are decided on the basis of pleasure and pain in this principle of john Stuart mill. Happiness and pain are determined as per quality and amount in every incident though it is not that for easy to test the things unless someone has tested the amount of both pleasure and pain. John Stuart mill says that it is good to be an unsatisfied human being rather than a satisfied pig and it is good to be unsatisfied Socrates than a satisfied fool.If a fool or a pig has different opinions, it is just because both of them know only their own aspects of the issue but others who are there for the comparison are acquainted with both the sides. In the light of above findings, it is difficult for the john Stuart mill to take any firm position on the issue of abortion because he, on no account experienced the excellence and amount of happiness which comes from every one situation. Though it good to suggest that mill would have made his stand by analyzing it and comparing the same with the principle of greatest happiness.Application of utilitarian theory We analyze the issue of abortion in different situations and the first one is extreme pro life position which says that abortion is unethical and should be considered illegal in all the situations. People who believe in this theory end orse the opinion that fetus is a human being irrespective of its development. Greatest principle of happiness suggests that utilitarian theory does not endorse this view because as per this principle many people may be happy or unhappy by the decision of abortion but it is the mother whose opinion or pleasure matters.Another scenario suggests that abortion is immoral but when life of a mother is in danger, it should be allowed. This view suggests that a mother’s life is more valuable because of her future ability to bear the child. Utilitarian theory does not endorse such theories because greatest principle of happiness suggests that abortion does not make most people very happy. In the third scenario, abortion is considered illegal because except in the exceptional situation of rape. When a female is raped and becomes pregnant then she should be allowed to abortion because sex was not pre planned.Utilitarian would probably grant their consent for abortion, considering the ex ceptional situation of such cases. People who consider abortion illegal forget about the rights of the women who are pregnant. They may consider it offending and unnecessary interfering in their personal life if they are prevented or advised to not receive abortion. Utilitarian theory also supports this view on the basis of greatest happiness principle. A complete different scenario on the abortion is that it is absolutely moral and legal because it is the discretion of the  woman to decide about her body and she should have the right of abortion if she considers it good for her.Utilitarian theory would probably have no any problem with this view because of the greatest happiness principle. Mill believes in individual’s rights and advocates for such discretions upon own life. Conclusion After having observed the above mentioned detailed analysis of the subject, it is good to conclude that utilitarian theory advocates for the individual rights and further believes in the pri nciple of greatest happiness. Utilitarian view criticizes abortion in very rare and exceptional cases where this is sheer wrong.Utilitarian point of view endorses abortion on the basis of personal life, individual rights and principle of greatest happiness. John Stuart mill opinion about abortion is based on the principle of human’s greatest happiness. Mill suggests that an individual should always be at liberty to decide the things that give him greatest happiness. Abortion or any other issue should be decided by the individuals according to their own situation and interests, mill suggests. Mill’s opinion is widely appreciated and followed in North American countries in modern times as his views advocate for the human rights and liberty in a greater amount.

Patient And Tumor Characteristics Health And Social Care Essay

Between January 2004 and June 2010, 160 patients underwent computing machine imaging guided transdermal cryoablation for lung tumours at our establishment. Of these patients, histologically proved phase I lung malignant neoplastic disease patients with more than one twelvemonth of followup, were retrospectively reviewed. All of these patients were considered to be medically inoperable with Charlson comorbidity index of 3 or greater. Follow-up was based chiefly on computed imaging. There were 22 patients with 34 tumours who underwent 25 Sessionss of cryoablation intervention. Complications were pneumothoraces in 7 interventions ( 28 % , chest tubing required in one intervention ) , and pleural gushs in 8 interventions ( 31 % ) . The observation period ranged from 12-68 months, mean 29 ±19 months, average 23 months. Local tumour patterned advance was observed in one tumour ( 3 % ) . Mean local tumour progression-free interval was 69 ±2 months. One patient died of lung malignant neo plastic disease patterned advance at 68 months. Two patients died of acute aggravations of idiopathic pneumonic fibrosis which were non considered to be straight associated with cryoablation, at 12 and 18 months, severally. The overall 2- and 3-year endurances were 88 % and 88 % , severally. Mean overall endurance was 62 ±4 months. Median overall endurance was 68 months. The disease-free 2- and 3-year endurances were 78 % and 67 % , severally. Average disease-free endurance was 46 ±6 months. Pneumonic map trials were done in 16 patients ( 18 interventions ) before and after cryoablation. Percentage of predicted critical capacity, and per centum of predicted forced expiratory volume in 1 2nd, did non differ significantly before and after cryoablation ( 93 ±23 versus 90 ±21, and 70 ±11 versus 70 ±12, severally ) .Conclusions/SignificanceAlthough farther accretion of informations is necessary sing efficaciousness, cryoablation may be a executable option in medically inopera ble phase I lung malignant neoplastic disease patients. Travel to:IntroductionSurgical resection is presently the criterion intervention for phase I non-small cell lung malignant neoplastic disease ( NSCLC ) . However, in patients who are medically inoperable due to important comorbidities, other intervention modes need to be considered. The non-surgical direction of early phase lung malignant neoplastic disease is presently an spread outing field. These include stereotactic organic structure radiation therapy ( SBRT ) and thermic ablative processs such as radiofrequency extirpation ( RFA ) and micro-cook extirpation [ 1 ] , [ 2 ] , [ 3 ] , [ 4 ] , [ 5 ] , [ 6 ] . Transdermal cryoablation is besides presently germinating as a minimally invasive, and potentially effectual, local intervention for lung tumours [ 7 ] , [ 8 ] , [ 9 ] , [ 10 ] . This process, largely used when surgical resection is contraindicated, is presently under rating as a possible complementary therapy for patients with primary lung malignant neoplastic diseases every bi t good as metastatic lung tumours. We have, to day of the month, treated more than 300 lung tumours in more than 200 patients with acceptable feasibleness and efficaciousness. Of these patients, in the present survey, we retrospectively analyzed the midterm results of phase I NSCLC patients treated with cryoablation. Travel to:Materials and MethodsEthical motivesThis survey protocol was approved by Keio University institutional reappraisal board ( blessing ID: 14-23 ) . Written informed consent was obtained from each participant in conformity with the Declaration of Helsinki.Choice of patientsBetween January 2004 and August 2010, 160 patients underwent cryoablation for lung tumours at our establishment. Of these patients, we retrospectively reviewed our experience with cryoablation for the primary intervention of phase I NSCLC in medically inoperable patients, with more than one twelvemonth of followup. The tumours which presented as multiple tumours in one patient, were clinically considered as synchronal or metachronous primary lung malignant neoplastic diseases to be eligible for this survey. Some of these patients have been reported antecedently [ 7 ] , [ 9 ] . Prior to sing cryoablation, patients with histologically diagnosed NSCLC were routinely staged with chest-to-pelvis computed imaging ( CT ) , encephalon magnetic resonance imagination ( MRI ) or CT, and most of the patients besides underwent a antielectron emanation tomographic ( PET ) scan. Bone scintigraphy was done if PET scan was non performed. Patients with hilar or mediastinal lymph nodes greater than 1 centimeter in the shortest axis, a positive PET scan consequence, or both, underwent endobronchial echography guided needle biopsy, or mediastinoscopy. The inclusion standard for this survey were patients who were considered medically inoperable because of hazards such as impaired cardiac map, hapless pneumonic map, and/or other comorbidities, i.e. , Charlson comorbidity index ( CCI ) [ 11 ] & A ; gt ; = 3. The patients ‘ desires to avoid surgery in association with their medical comorbidities were besides accounted for. The exclusion standards were as follows: ( 1 ) Eastern Cooperative Oncology Group ( ECOG ) mark of 2 or more. ( 2 ) Platelet count of less than 50,000/ µL. ( 3 ) Prothrombin clip international normalized ratio of more than 1.5. ( 4 ) No suited manner for the interpolation of investigations due to interference by major vasculatures, air passages or mediastinal constructions. ( 5 ) Incapable of cooperation during the cryoablation process. All patients were evaluated by representatives from pulmonologists, interventional radiotherapists, and pectoral sawboness to find inoperability and suitableness for cryoabla tion.Cryoablation processThe process of transdermal cryoablation was performed under local anaesthesia as antecedently described [ 7 ] . Under a multidetector-row CT scanner with multi-slice CT fluoroscopy maps ( Aquilion 64 ; Toshiba Med. Co. Ltd. , Tokyo, Japan ) , utilizing an outer interpolation sheath, a 1.7-mm-diameter cryoprobe ( CRYOcare Cryosurgical Unit ; Endocare, Irvine, CA ) was inserted into the targeted nodule under fluoroscopic CT counsel. Multiple investigations were at the same time inserted if the extirpation border was considered to be deficient with merely one investigation. The cryoprobe uses high-pressure Ar and He gases for stop deading and dissolving, severally, based on the Joule-Thompson rule. Cryoablation consisted of three rhythms of freeze, 5, 10, and 10 proceedingss each. The tip of the cryoprobe reaches about ?130 & A ; deg ; C during stop deading. This was followed by dissolving until the temperature of the cryoprobe reached 20 & A ; deg ; C, and so a 3rd rhythm of freeze ( 10 proceedingss ) followed by dissolving. Fibrin gum was infused into the outer sheath at the clip of cryoprobe remotion to cut down the hazards of hemothoraces and pneumothoraces. Whole lung CT scans were taken at the terminals of each of the processs. Chest radiogram were besides taken two hours after, the following twenty-four hours, and the twenty-four hours after each of the processs to look into for complications such as hemothoraces or pneumothoraces. The patients were discharged on the 2nd postoperative twenty-four hours if there were no complications.Follow-up after cryoablationFollow-up chest-to-pelvis CT scans with contrast sweetening were carried out at 1-month and so at 3 to 6 months intervals after cryoablation. We confirmed local patterned advance when there was a uninterrupted focal or diffuse expansion of the ablated lesion on CT. Furthermore, even when no expansion was seen, we regarded it as local patterned advance if the size of partial s weetening in the tumour continuously increased. As for the sensing of distant metastases, encephalon MRI or CT was done every 3 to 6 months. Favored scan or bone scintigraphy was done if considered to be necessary.Pneumonic map trialPneumonic map trial was done in patients who could adequately execute the trial, before, and 3 to 6 months after cryoablation.Statistical methodsLocal tumour progression-free intervals, and overall and disease-free endurances, were calculated with the Kaplan-Meier method. Pneumonic map trials were compared with the mated t trial. The statistical package bundle SPSS 17.0 ( SPSS Inc, Chicago, Ill ) was used for all analyses. P values smaller than 0.05 was considered to be statistically important. Travel to:ConsequencesDuring the survey period, 22 patients with 34 tumours underwent 25 Sessionss of lung cryoablation interventions for clinical phase I NSCLC. These patients were retrospectively reviewed. None of the patients had mediastinal or hilar lymph nodes greater than 1 centimeter in the shortest axis, or a positive PET scan consequence of the mediastinal or hilar lymph nodes. Fifteen patients had individual tumours, which were all treated in one session. Three patients had 2 tumours. The 2 tumours were found synchronously in all 3 patients, and were treated as one session per patient. Four patients had 3 tumours. In 2 of these patients, the 3 tumours were found synchronously, and were treated as one session per patient. In both of the staying 2 patients, 2 tumours were synchronal and one was metachronous. The 2 synchronal tumours were treated in one session in each of the patients. The metachronous tumours were treated as another session in both patients. One patient had 4 tumours. Two of these tumours were found synchronously and were treated in one session. Other 2 metachronous tumours were found at the same clip, and were treated in one session. The patient and tumour features are described in Table 1. The average maximum tumour diameter was 1.4 ±0.6 centimeter ( range 0.5-3.0 centimeter ) . More than half of the patients had a past history of resection for another lung malignant neoplastic disease. Majority of tumours were adenocarcinomas. Nine patients had more than one tumour, which were considered to be synchronal, or metachronous primary lung malignant neoplastic diseases. The figure of investigations used was 1 in 20 tumours, 2 in 13 tumours, and 3 in 1 tumour. Eight patients ( 36 % ) had important cardiac or vascular disease that put them at high hazard for surgical resection. Limited pneumonic map was the prevailing determiner of medical inoperability in 6 patients ( 27 % ) . Four of these patients were on O therapy. Other comorbidities included nephritic disfunction, liver disfunction, and attendant malignances. Average CCI was 5 ±3, scope 3 to 15. Table 1 Table 1Patient and tumour features.The most common complications of cryoablation were pneumothoraces, minor haemoptysiss, and pleural gushs. Pneumothoraces were seen in 7 interventions ( 28 % ) . Pleural gushs were seen in 8 interventions ( 31 % ) . Minor haemoptysiss were seen in 6 patients ( 24 % ) . Chest tubing interpolation was required in one patient with pneumothorax. All other complications resolved with observation merely. The observation period ranged from 12-68 months, mean 29 ±19 months, average 23 months. Local tumour patterned advance after cryoablation was observed in one tumour ( 3 % ) which was a squamous cell carcinoma 1.6 centimeter in size. Local failure was recognized as progressive expansion of the ablated part at 8 months after cryoablation. At this clip, no other metastases were observed. The local recurrent tumour was re-cryoablated. Four months after re-cryoablation, the patient developed an upper respiratory infection, which lead to an acute aggravation of the implicit in idiopathic pneumonic fibrosis ( IPF ) . The patient later died of the acute aggravation. At this point, local control was maintained. Overall, the average local tumour progression-free interval was 69 ±2 months. Median local tumour progression-free interval was non reached ( Figure 1A ) . Figure 1 Figure 1Kaplan-Meier estimation curves of ( A ) local progression-free interval after cryoablation, ( B ) overall endurance after cryoablation, and ( C ) disease-free endurance after cryoablation.So far 3 patients ( 14 % ) have died. One patient was the patient described above. Another patient died of lung malignant neoplastic disease 68 months after cryoablation. This patient developed multiple systemic metastases whereas local control was maintained. This patient received chemotherapy one twelvemonth after cryoablation because distant metastases were detected. The staying one patient died of acute aggravation of IPF 18 months after cryoablation. In this instance, the acute aggravation of IPF occurred instantly after chemotherapy for attendant liver malignant neoplastic disease, and was non considered to be straight associated with lung cryoablation. There are 2 patients who have received chemotherapy and are alive. One patient developed multiple lung metastasis 48 months after cryo ablation and have received systemic therapy with gefitinib. Local control was maintained in this patient. The other patient developed multiple systemic metastases 4 months after cryoablation. Local control was maintained. This patient received systemic chemotherapy after sensing of distant metastases. The overall 2- and 3-year endurances were 88 % and 88 % , severally. Mean overall endurance was 62 ±4 months. Median overall endurance was 68 months ( Figure 1B ) . Five patients are alive with lung malignant neoplastic disease. The disease-free 2- and 3-year endurances were 78 % and 67 % , severally. Average disease-free endurance was 46 ±6 months. Median disease-free endurance was non reached ( Figure 1C ) . The forms of returns other than local return were as follows: Recurrence merely in the ipsilateral thorax was seen in 1 patient, which was lung metastases. Needle-tract airings or pleural returns have non been detected so far in any of the patients. Distant metastases were seen in 5 patients. These included metastases to contralateral thoraces, lumbar vertebra, ribs, and encephalon. Treatments for these patients included chemotherapy, radiation, and gamma-knife. Pneumonic map was evaluated in 16 patients ( 18 interventions ) before and 3 to 6 months after cryoablation. There were no important differences before and after cryoablation in critical capacity ( 2.72 ±0.82 L versus 2.64 ±0.74 L, P = 0.19 ) , per centum of predicted critical capacity ( 93 ±23 % versus 90 ±21, P = 0.11 ) , forced expiratory volume in 1 2nd ( 1.81 ±0.53 L versus 1.77 ±0.50 L, P = 0.14 ) ( Figure 2 ) , and per centum of forced expiratory volume in 1 2nd ( 70 ±11 % versus 70 ±12 % , P = 0.95 ) . Figure 2 Figure 2Individual alterations in forced expiratory volume in 1 2nd, and the mean  ± standard divergences before and after cryoablation.Travel to:DiscussionThere is roll uping grounds that RFA is a safe and executable intervention option for the intervention of inoperable phase I NSCLC. There is one study in which the consequences of cryoablation for phase I lung malignant neoplastic disease is included among the consequences of RFA and sublobar resections [ 10 ] . But to our cognition, this is the first study which specifically focuses on cryoablation in patients with medically inoperable phase I NSCLC. In the present survey, cryoablation was done safely in all patients. Reduction in pneumonic map after cryoablation was besides minimum in this survey, although the pneumonic map trial was done largely in patients with comparatively good pneumonic maps who could adequately execute the trial. The incidences of the most common complications, which were pneumothoraces, and pleural gush s, were comparable to those antecedently reported for RFA [ 5 ] , [ 6 ] , [ 12 ] , [ 13 ] , [ 14 ] . The reported local control rates for RFA intervention of inoperable phase I NSCLC ranged from 58 to 69 % [ 5 ] , [ 6 ] , [ 12 ] , [ 13 ] , [ 14 ] . The local control rate was somewhat higher in the present survey ( 97 % ) , presumptively because in our survey the tumours were 3 centimeter or less, really largely 2 centimeter or less, whereas old RFA surveies included tumours which were 4 centimeter or less. As for the one patient with local return, we speculate that the primary cause of local patterned advance was deficient border of extirpation. Although 2 investigations were used in this instance, it was hard to define the relationship between the border of extirpation and the border of the tumour on CT because of the implicit in IPF. We consider that farther accretion of experience is necessary to better intervention outcomes in such instances. The overall and disease-free endurance at 3 old ages were better than that antecedently reported for RFA [ 5 ] , 88 % and 67 % versus 47 % and 39 % , severally. This was besides presumptively because in our survey the tumours were 3 centimeter or less, whereas the old RFA survey included tumours which were 3-4 centimeter. In our survey, there were 6 patients with disease patterned advance other than local return, but the figure of patients was excessively little to measure if there is any characteristic form of disease patterned advance after lung malignant neoplastic disease cryoablation. Determination of medical inoperability is critically of import and should be assessed by an interdisciplinary squad. A patient should non be judged as inoperable by one factor entirely, such as hapless pneumonic map. Therefore the appraisal of medical operability requires a comprehensive rating of multiple factors in the patient. To this terminal, the group of patients in the present survey all had important associated comorbidities, with CCIs of & A ; gt ; = 3. This mark has been validated in surgically resected patients with lung malignant neoplastic disease [ 15 ] , [ 16 ] . In these studies, multivariate analysis showed that a CCI & A ; gt ; = 3 was a important prognostic factor of increased hazard of major complications. In the current survey, the patients who underwent cryoablation were aged ( average age, 72 old ages ) , had important comorbidities ( average CCI, 5 ) , and hence, were considered to stand for a bad population for surgery. Although farther followup is needed, so far merely one patient in this survey has died of lung malignant neoplastic disease, and other 2 patients have died of their comorbidities. This consequence suggests that minimally invasive intervention options such as cryoablation may really be appropriate for patients with significant comorbidities. In footings of efficaciousness, there is grounds to propose that cryoablation may ensue in improved local control in comparing to RFA in nephritic tumours [ 17 ] , but to our cognition there are no surveies comparing the two modes in lung tumours. Since this is a retrospective, experimental survey with a comparatively short followup in a limited figure of extremely selected patients subjected to multiple prejudices, farther surveies are necessary to more suitably address the results of cryoablation in comparing to RFA for early phase lung malignant neoplastic disease. SBRT is besides germinating to be a promising intervention option for early phase lung malignant neoplastic disease, with singular betterments in efficaciousness and safety. The indicants for SBRT and ablative processs are expected to be really similar, and farther surveies are necessary to define the strengths and failings of each of these modes, which may be complementary instead than reciprocally sole. Travel to:FootnotesCompeting Interests: The writers have declared that no viing involvements exist. Support: No external support was received for this survey. Travel to:

School Administrator Public Relations - Comparative Critique of 10 Essay

School Administrator Public Relations - Comparative Critique of 10 Articles - Essay Example s are being voted down, teachers are striking, graduates are suing schools because they cannot read, parents demanding revised curricula, students and teachers being attacked in the classroom. The growth in news coverage of education reflects in part the public’s increased awareness of schools and their impact on society (Wilder, 2000). With the rapid evolution of protests in the streets, the discovery of the poor, the rise in industrial technology, and swiftly changing patterns, the social urgency of education has been firmly established in the public mind. The list of problems in our school can go on. Most large school districts now realize that part of their responsibility as social institutions is to keep the public informed about their operations. There are three basic groups of school leaders/administrators which the 10 articles have in common. First, the teachers, this includes primary and secondary and college/university professors. The next group, which we will refer to, in this article as the principal will include school principals, superintendents and university and college presidents, the last group, consist of the members of the school board. Wilder (2000) also mentioned that, if a school leader says that he does not care about what the public says about his school, that teacher, administrator or member of the board is a liability to all the schools. He explained that no school, public schools to be exact, has any moral right to allow itself to be unexplained, misunderstood or publicly distrusted for by its unpopularity it poisons the pond in which we all fish. Before going into details about the specific roles of the different groups, let us first take a closer look on accountability. This concept is one of the similar functions of the three groups and therefore needs special attention. The performance and costs of schools has generated increasing dissatisfaction which in turn lead to a greater demand for accountability and transparency on the

Technology (Jeff Hans multi-touch sensor + applications protaining to Essay

Technology (Jeff Hans multi-touch sensor + applications protaining to this new software ) - Essay Example We have came a long way since 1979 and have witnessed many new advancements made in this field but none compare to the creation of Jeff Han’s Multi-touch sensor. Developed in NYUs Department of Computer Science, the multi-touch sensor is a revolutionary device that will forever change the way humans interact with machines. The multi-touch sensor in its simplest form is an advance version of the touch screen interface. A touch screen is a unique input device that eliminates the conventional use of the computer’s mouse and keyboard and replaces it with the use of a human hand and a touch sensitive screen. The concept of using human touch as the means to communicate becoming popular, owes its origins to the works of Sherrick (1985) and Rollmam (1999), changing the paradigm of commands and input devices in a computer controlled environment. (1). Unlike its predecessor the multi-touch system has the capabilities to recognize more then just one touch point. A touch point is the contact made on a particular touch screen; this is possible by sensors that pick up the pressure made form the human touch, the heat from a human hand, and or cameras that capture the actual touch made. Software programs can be written to make use of this technology to vastly enhance the interaction between the human and the c omputer. (2). The significance of the multi-touch interface can not be adequately understood unless one knows the significance of a regular touch screen. Touch screens in general already eliminate the use of the bulky keyboard and mouse. This presents a friendly outlook on the computer experience which enables the creation of a flux in user. It eliminates the analogy of the word desktop and actually transforms the computer in to an actual desk. This effect is crated by the touch screen interface that allows users to touch what they see. No longer are icons and images viewed as being an abstract object on a screen, but through the means of the touch screen they

Brand Extension Essay Example | Topics and Well Written Essays - 1250 words

Brand Extension - Essay Example The strength of a brand is determined by the degree of positive attitudes that the consumers possess about it which needs to be transitioned very carefully in the new markets - like innovation, value for money, shorter order fulfilment time, effective customization as per customer needs, rewarding premium customers, etc. Loken and John (1993) argued that brand extension planning should comprise of extensive risk assessment of threats to the existing brand equity of the organization. The organization should be specifically cautious about risk of dilution of certain beliefs that the customers may be possessing about the original brand because the extended brand may contain attributes that may be incompatible with those of the established brand. Loken & John et al. ... Example, if a CRT based television manufacturer introduces computers and fails miserably, there are lesser chances of their flagship brand getting diluted. The researchers focussed on the flagship brand of Johnson's Baby Shampoo and studied impact of extended product line comprising of baby powder, baby oil, baby lotion, bandages & dental floss with respect to brand dilution due to reduced hygiene. They discovered that perception of reduced hygiene in any of these will result in dilution of all other brands including the flagship brand of baby shampoo. Yueng and Wyer (2005) probably have the answer to this phenomenon because they could prove through a complex research that "When a brand spontaneously elicits affective reactions, consumers appear to form an initial impression of the brand's new extension based on these reactions". Volkner and Sattler (2006) could establish determinants of brand extension success as - parent brand characteristics, marketing context of the target brand extension, relationship between parent brand & the brand extension and product category & characteristics of the brand extension in terms of perceived risk & consumer innovativeness. They gave special emphasis to management wisdom in mediating and moderating effects. Author's Perspective on Brand Extensions The author hereby argues that brand extension is an important brand growth strategy but needs specialist class analytics and intensive market research before arriving at the characteristics of the extended branding. This definitely should not be viewed as the short cut to success by using the existing established brand as the vehicle that is easy to

Outsourcing Functions Essay Example | Topics and Well Written Essays - 500 words

Outsourcing Functions - Essay Example Army takes active support of the capabilities of special operations forces, for the functioning of landlines of communication, and other civil programs. A whole range of missions is assigned by the National Command Authorities for the army to play its crucial role with the support from the core competencies. Thus, the core competencies relate to structuring the country’s security environment, quick action against natural or human created crisis, mobilizing the army to be a part of the action on war front, crossing the enemy physical borders by forcing entry, long term hold of foreign lands to resolve the conflicts, closing with and defeating of enemy forces through precision fires and maneuvers by using information technology to its advantage. These are the critical skills that an army must develop and nurture so that it is looked upon with great respect by the powers that matter . Other core capabilities of army include commanding and control of Joint and Multinational Forces that require inter-organization collaboration on united handling of capabilities to foster competency. Army manages and safeguards people, land and natural resources as well. It organizes sustained operations of essentials to the army that includes supply, engineer, finance, medical, and personnel units. Army supports the civil authorities in domestic and global urgencies as well. These are such functions, which the army should outsource to outside companies that have greater expertise to competently perform the related tasks. It will leave enough room for the army to pay attention to more demanding tasks for which it is formed . The Corps of Engineers is one such organization, which is a part of the army. It is in the same way facing hardships in managing

Theories of management Essay Example | Topics and Well Written Essays - 2500 words

Theories of management - Essay Example It also involves maintenance of employee satisfaction, which on the other hand is important in maintenance of consumer satisfaction. The competitiveness of an organization highly depends on the employees and therefore leadership that keeps the employees satisfied is important in maintaining productivity and competitiveness. There are several theories that explain leadership as it applies to organizations. The theories also highlight leadership characteristics, which are significant in the accomplishment of organizational goals. This paper presents a critique of various leadership and theoretical perspectives that point towards great leadership that is needed in organizations for effective accomplishment of objectives and sustainability. The willingness to be a servant of others is usually exhibited by great leaders in organizations. Their focus is to build the capacity of everyone to help the organizational workforce to accomplish the strategic goals. They believe that success is accomplished through the participation of all the individuals in the organization. They listen to others and involve them in decision making. Through their focus on generating satisfaction among others, they are able to rally followers. The functionalist perspective is that leadership involves motivating others, influence and participate in conflict resolution. Great leaders inspire a shared vision among their subordinates to ensure that the workers anticipate the best in future. They are visionary leaders who maintain credibility in their vision by presenting authentic predictions to the subordinates. They generate enthusiasm that makes all the workers motivated to work for the accomplishment of organizational goals. The participative the ories of leadership explain such leaders who are concerned about the views of their subordinates. They encourage people to form effective teams whereby they assist each

The Regulatory State and the Mixed Economy in the Golden Age of 19th Research Paper

The Regulatory State and the Mixed Economy in the Golden Age of 19th Century American Legal History - Research Paper Example This paper is going to talk about the American legal history in terms of regulating commerce while referring to landmark decisions that reshaped it (Hale 56). In 1824, the United States Supreme Court came up with a decision that states could interfere with any power of the Congress in the regulation of interstate commerce. This was a legislative enactment put forward to hinder states from interfering with the government policies affecting all states. At around the same time, the state of New York had decided to authorize steamboat operation in its water run by them. This was an act of monopoly and was upheld by the state chancery court. It is then that the Supreme Court ruled out that competing steamboat operators had to be protected by the terms put forward by possessing federal license requiring them to engage in that trade along the coast region. That decision was a major lead by the government in controlling state commerce and removing monopoly control by individual states (Catte rall & Henry 12). Maryland in 1819 enacted a statute that imposed tax on all existing banks that operated in Maryland and not chartered by the state. The statute stated that all such existing banks were prohibited from issuing notes upon stamped paper which was issued by the state. Also, the statute set forth a given fee that was supposed to be paid for the paper plus it established penalties for violating it. Maryland came with these policies in order to govern commerce within its own state (Richard 23). The Second Bank of the United States became established in 1816 following an act of congress (Catterall & Henry 15). McCulloch, a cashier at the Bank of the United States in Baltimore branch decided one time to issue bank notes which did not comply to Maryland law. Hence, Maryland sued McCulloch for not paying taxes due according to Maryland statute and McCulloch contested for the constitutionality of that given act (Richard 23). From the case, it was found out that the Congress ha d the power under the formed constitution to incorporate a given bank pursuant according to Article 1 section 8. In addition, it was found out from the ruling that the State of Maryland did not have the necessary power to tax a given institution that was created by the Congress according to the formed constitution. The decision by the Supreme Court in favor of McCulloch after he appealed to them proved that the Commerce clause was powerful in making such decision (Hale 86). In as much as Maryland had some rights in imposing laws in its own state, it proved that the Congress also had some powers in influencing some major decisions in the Court system. Hence, the government in place though usually limited in its power, but got supreme authority when it comes to issues of implementing laws that had been made under the constitution. There is basically nothing in the constitution that excludes implied or incidental powers. The government at the end usually thrives to remain legitimate in the way it handles issues that are within the constitution scope. Therefore, the power of establishing a given corporation is not usually a distinct sovereign power of a given government, but indicates that the means for carrying into effects some other powers that are sovereign. The government is obliged to exercise its

Travel Market - Segmentation Essay Example for Free

Travel Market Segmentation Essay 1. The Travel Market can be segmented into 3 segments: Luxury travellers, Adventurers and Budget travellers. These segments are identified by demographics like age and income, psychological factors like personality, and benefits sought like needs and product features. Luxury travellers are usually older or middle-aged consumers who are already financially prosperous and look for relaxation and rejuvenation from their stressful positions. They can also be retirees. Luxury travellers will be willing to pay more for value, quality and service, and they look for quality relaxation and experience when looking for a place to reside while travelling. Luxury travellers will respond well to Banyan Holding’s Banyan and Laguna resorts and hotel line. Banyan tree hotels and resorts seek to have guests â€Å"pampered with a warm and friendly retreat experience† and are targeted to those â€Å"who place a premium on exclusive and unique localtes, with a penchant for the indulgent, luxurious and exotic† (Marketing in Asia 2nd Ed, p714-715). These high-end customers desire personalized service, ambience, and design, and a self-contained, personal retreat with private and tasteful amenities (Marketing in Asia 2nd Ed, p715). Luxury travellers who go on trips with their family members will prefer Laguna resorts and hotels as it provides a wide range of amenities for children to elderly, like the children’s suite, Laguna shopping centre and Angsana Spas. The Laguna hotels offers a wider range of services for a broader base of targeted audience, hence appealing to luxury travellers who travel with their family. Adv enturers are younger working adults around their twenties to late thirties who are financially independent and willing to spend. These consumers look for exotic places and place high emphasis on outdoor-recreation. They value authenticity and look for opportunities to immerse themselves in the local culture. People who go for adventure travelling would look for places that are less urbanized and richer in culture. Authenticity and thrill will be their main concern hence location and convenience would matter less. Adventurers will respond well to Banyan Tree’s sister brand, Angsana Hotels and resorts. The hotels are designed to be contemporary and which, and marketed with emphasis on outdoors-recreation which will appeal to such travellers. They also have a range of adventurous activities offered, like bungee jumping, white-water rafting and trekking. A great selling point of Angsana hotels is that it is located in unique world heritage site locales which offer adventurers a rustic experience with the added bonus of comfort and luxury. Budget travellers are identified to be in the lower to middle income group and are financially independent but not holding large amounts of disposable income for leisure activities. These travellers are sometimes young parents who hold tight budgets when it comes to travelling as they need to set aside large portions of their income for their children’s education and to support their own parents. They seek for benefits like low prices and promotions and do not always aim for quality or service. These consumers will not be prone to consume Banyan Tree Holding’s products and services as the products offered are generally high-end and too expensive. These consumers will likely to be working hard to support their families and hence unable to go for Angsana or Banyan spa treatments as well due to the lack of time. When travelling, these consumers will go for cheaper hotel options instead as they do not place high emphasis on special product features like adventurous amenities or quality of the services. 2. The attractiveness of the market segments can be assessed by the market size, the expected growth, the competitive position, the cost of reaching the segment and the compatibility with the Banyan Tree’s objectives and resources. In terms of market size, the budget travellers take up the largest percentage of leisure travellers while adventurers take up the least. In United States, the top 1% households own 35.4% of all privately held wealth (Domhoff, 2013). Wealth distribution is similar in the rest of the world; small proportion of people holding majority of the wealth. As such, the adventurers and luxury travellers take up a much smaller market size while budget travellers are aplenty. In terms of expected growth, the luxury travellers are expected to grow the fastest. Baby boomers, who are born between 1946 to 1964, are at their prime of their careers and some may already be retired. As these people age, the financially prosperous bunch of them will be expected to go travelling on retirement trips and they will have the financial capacity to spend on quality services and experiences. The luxury travellers will thus be expected to grow the fastest. The growth of the adventurers and budget travellers will then depend on the state of the economy and birth rate. Developed countries now face declining birth rates and an aging population, which causes both the adventurers and budget travellers to decrease in size or grow at a slower pace. For competitive position, the market for budget travellers will be the most competitive as most options are available. These competing hotels and motels are largely s imilar, providing homogenous amenities and services with price as the main selling point. Hence, it will be difficult to compete against these hotels as lowering price too much will start a price war, which in turn causes damage to all producers. Joining this market will not guarantee a significant market share as there are many firms and the products are mostly homogenous. In the luxury and adventure travelling segments, the hotels are largely different with their own selling points. For example the Maison Souvannaphoum Hotel in Luang Prabang would offer visitors a cultural and scenic experience of the Mekong River and hills of Laos, an experience that will not be found in any other hotels. The luxury hotels offer different scenic views and quality service, hence these hotels compete via product differentiation. There are less firms and hence more competition, but it also means that there will be a chance of getting a large market share should Banyan tree decide to invest in it. In terms of cost, marketing Banyan Tree’s products too all three different segments of consumers will take roughly the same costs. These will include advertising costs on websites, newspapers and tie-ups with travelling agencies. In terms of compatibility, reaching out to the budget travellers will be most costly as brand new budget hotels will have to be built, which requires a large amount of capital. Marketing Banyan Tree Holding’s hotels and services to the budget travellers will also not be effective as the product features of Banyan tree’s products are incompatible with the features these consumers are looking for. Reaching out to luxury travellers and adventurers will be easier as they will already be receptive to the products offered by Banyan Tree. In conclusion, Banyan Tree Holdings should focus on the Luxury Travellers market segment as they have the highest potential growth rate and the products which these consumers are looking for tally with the products Banyan Tree Holdings offer. 3. Companies in the travel industry can carry out product positioning by emphasizing on different aspects of their products and services, like the geographical location, the economic value, lifestyle, services and amenities, and environmental awareness. The geographical location of the company will include the cultural heritage of the host country in which the firm can use as a selling point to foreign visitors. The actual location of the hotel can also be used as a selling point for added convenience if the hotels are located just beside train or bus stations. The economic value refers to marketing the company’s products and services at a certain price which gives a similar level of satisfaction. Hotels can market themselves as budget hotels which are on the lower scale of the price range, or luxury hotels which gives consumers such a great experience and service that the consumers think the high price is worth it. Lifestyle and services can be marketed to consumers if the hotel provides visitors with a distinct, exotic experience or have unique facilities. Companies can also support environmentally friend codes of conduct to promote themselves as clean and green, giving off a positive reputation and image to the public and potential customers. Banyan Tree uses the product position strategy of geographic location, lifestyle and services and environmental awareness. According to Marketing in Asia 2nd Ed p714, each Banyan Tree property is designed to fit into it’s natural surroundings and the natural landscape is preserved as much as possible. This places emphasis on the location of the hotels and resorts, marketing itself to be exclusive and asian. For Angsana Hotels and Resorts, it is located in unique World heritage site locales which provide visitors with a coherent authentic experience of the local destination, serving as a large attraction. Secondly, Banyan tree also markets itself to pamper guests with a warm and friendly retreat experience that showcases Banyan Tree’s signature lend of romance, rejuvenation and exotic sensuality. This adds to lifestyle and experience. Thirdly, Banyan Tree sells itself with an environmentally friendly and conscious theme. Besides being environmentally friendly, Laguna Resorts and Hotels is also committed to providing for the health and educational needs of the children of its employees and local villages. This will attract consumers who care for the deterioration of nature and the welfare of developing countries. Banyan Tree’s products are highly distinctive as they emphasize themselves on being a luxury and premium brand. Banyan Tree previously marketed itself with the slog an of â€Å"Romance of Travel† which also emphasizes on rejuvenation and relaxation. Banyan Tree is consistent in all it’s different product types in the fact that it focuses on pampering the guest and providing the ultimate luxurious experience. To support the theme of luxury, Banyan Tree’s products are highly priced. This is because consumers usually associate higher priced products to be of better quality. Banyan Tree promoted themselves with the â€Å"Romance of Travel† campaign which emphasized on Banyan Tree’s brand of romance, intimacy and rejuvenation. Banyan Tree is also spread to other consumers through articles in many websites by travellers. Positive testimonies stir interest in potential customers, and can reach out to many due to the widespread use of internet today. To tap on the greater use of internet, Banyan Tree also offers direct bookings through popular resort websites for convenience and accessibility. To keep up with this inf ormal advertisement, Banyan Tree maintained it’s well-known quality of service which aided it to have good reviews. Banyan Tree also took part in eco and cultural tourism, and famous projects like the Tsunami Relief Project in 2004, projecting an image of awareness and goodwill for the company.

Recruitment and selection process of the fast food industry

Recruitment and selection process of the fast food industry This dissertation will discuss the recruitment and selection process of the fast food industry in London and case study about particular company. The practise of HRM in recruitment and selection process will also be discussed in this dissertation. In this chapter the background and motivation of this study is discussed along with the aims and objective. Moreover the research questions and the structure of this dissertation are discussed in this chapter. 1.2. Background and motivation In the past two decades the manner in which organization recruit people for their business has changed into a different level. The practise of human resource management in recruiting people has made a significant changed in the food industry across Greater London. Peoples food habit and ass well as recreational activities has also changed. And for changing those activities fast food played a very vital role in society. The competition among the competitors become intense as this is a very profit oriented business. As the competition gets intense and moves into higher value added work, strategic recruitment and selection is vital for organizations success. The trend of fast food can be tracked from the very early stage of the civilization and in UK from the beginning of the twentieth first century first food is growing as a lucrative business. Fast food gain popularity as peoples life gets busy and subsequently more and more things added in their life. The chain fast food shop start arriving in UK from the late 60s and KFC was the first to introduce followed by Pizza Hut and Mc Donalds. The practise of HRM into the fast food industry was present from the beginning but in many cases in was written or not classified as a necessary step. But in recent years the fast food chains bring themselves under very strict rules and policies. Trained staff always brings more profit to the business. And also for the past decades the kind of people interested in getting those job has changed significantly. Mostly students are seen in these jobs as it gives them the flexibility of working according to their college time table and also they can support their study while their working part time. The main principal for any job is the right person for the right job. Organizations always give importance for its manpower as they are their representative and profit maker of the organization. The operative manpower is equally important as managers working for the enterprise. All business organisations need different people to operate different activities inside their organization and it is equally important to select and recruit suitable candidate for that job. The practise of Human Resource Management in an organization is not possible if suitable candidate is not recruited in the organization. 1.3. HRM practise in the Travel Food industry in London In late 1990s, the HRM was significantly recognised as an integral component of business success by academic researchers and business practitioners (Kalleberg and Moody, 1994; Paul and Anantharaman, 2003; Hislop, 2005). Different arguments and concepts were presented by these researchers particularly how HR practices could affect organisation performance; how economic and social context shapes HR strategies and practices of organisations; the new organisational forms and relationships; and the importance of knowledge management and learning in the workplace. Every organization understands the need of HRM practise in selection and recruitment process. By doing so they prepared particular recruitment and selection plan according to the need of their own organization. Mc Donalds and SSP Ltd collaborated with different university to train up their manager according to their need. Most of the big franchises are tied up with different universities to train their staff in hospitality and Human Resource Management. And if we consider the practise of HRM most food franchise company nowadays has made their own prospectus and procedures about recruiting people. Selection and recruitment are two very interrelated process where one process ends another process starts. They are very important procedure of the organization and different from each other. 3.1 Bright Features SSP is promoting itself as food and travel expert, so giving the best possible service to customer is at the heart of SSP strategy. As a result it is important for the company to maintain cutomer satisfaction. So to maintained customer satisfaction employee job satisfaction is vital as dissatisfied worker may not provide good service to the customers. One who is happy at work place is more likely to influence other in a positive manner to make other happy. Therefore, to increase the satisfaction of customer it is important that employees at different level working for SSP are satisfied. Both at management level as well as ground level were actual customer service is being delivered. Company have a good mix of employees of different backgrounds which makes it even more capable to provide international quality service to its customers. Further, organisation also carry out research for understanding customer need during travelling, as it operates worldwide in 32 country to meet the dema nds of travelling customers. On the basis of customer demands of each location and information gathered through research, company have always tried to provide customers a good mix of food verity that meets their appetite. 1.4. HRM practise in SSP UK Ltd (Camden Food) The concept that people are the organisations key source of sustained competitive advantage continues to be an overriding theme in the research literature and a lever for Human Recourse practitioners Grattan, (2000); Pfeffer, (1994); Barney, (1995). It is not surprising, therefore, that the link between HRM practices and employee and organisational performance has attracted considerable attention over the past decade both in the US Huselid, (1995); Pfeffer, (1998) and the UK Guest, (1997); Wood and deMenzes, (1998). 1.4. Aims and objective The aim of this research is to help industry expert and employee to understand the importance of HRM in recruitment and selection process and the give an overall idea how effective HRM practise can change the recruitment process. The purpose of this study is to give a clear understanding what are the HRM practises used by the employer to select and recruit employee at present. Also suggest employer how the selection and recruitment process can be made more effective. The primary research question are listed as below 1. What procedures are used in recruiting and selecting employee in the industry and how the practise of HRM is ensured in that process? The dissertation will try to find out different process of selecting and recruitment process undertaken by different player in the industry. The reason why these methods are preferred? 2. How selection and recruitment process can be more effective and how it can contribute performance of the employee. 1.5. Limitation of the study Limitation in any study is not an unusual matter. Every research encountered by limitation. The study is undertaken in a small sample group from the hospitality industry and fast food industry. There are many organizations in the industry and many more way of selecting and recruiting people. This is a major limitation of the study as the finding only concentrates a particular organization. A larger sample size would give the chance to go through more data and also the application of both personal and HR functions. It can also be possible to investigate variety of examples of organizational practise if the sample size is larger. It would be better to investigate more than two organizations recruitment and selection process, but due to time constraint this could not be achieved. The researcher selected two group of people one pass through the selection process and get recruited and the other group who is looking for job or attempted but failed to pass the recruitment process. Some data were confidential enough not to pass to the researcher. As the topic of the dissertation covers a very wide area, researcher tried to cover as many areas as possible. 1.6. Contribution of the study The analysis of the study reveals the aims and objective of the research. Among the contributions are the literature for the researchers in future in relation to the HRM practice for the other industry. Analyzing the function of modern human resource management is another contribution in the perspective of academic study. Secondly, HR manager of travel food industry and more specifically SSP UK Ltd can evaluate their existing recruitment and training program. The study will help understand the standard recruitment and selection procedure and thus compare it with their own recruitment and selection procedure. 1.7. Research structure This study will follow a certain structure. The structure followed is given below Chapter 1: The introduction part will discuss the purpose of the study and also the aim and objective of the study. It will also briefly discuss the motivation and background of the study. A short description about the industry and also the history of the industry. Chapter 2: The literature review part will discuss the HRM practise in recruitment and selection process. It will also discuss the related theory about selection and recruitment process. The part will consist the definition of recruitment and selection and the process of respective ones. This part will relate the theoretical analysis and also states the finding of different scholar in this field. Chapter 3: In chapter three general research methodologies are described. It also discuss the method that this research use to complete the study. The data collection method and the difference between secondary data and primary data are also discussed. The limitations of the data collections are discussed at the end of the research. Chapter 4: Findings of the study and data are discussed in this chapter. Data are gathered from different sources for the study each source has been described with the method used. Chapter 5: At the end of the dissertation a thorough indication and conclusion of the current research have been drawn. Other important part of this chapter is to describe the contribution and benefit of this dissertation. Based on the research results some recommendations have been given followed by limitations of the current study, and future research. 2. Literature review 3250 2.1. Introduction The relevant literature review of this study is discussed in this chapter. The previous chapter has been discussed about introduction of the study which discussed the motivation and background, the aims and objective of the study and also the structure of the study. The chapter starts with a brief discussion about HRM and the role of HRM in recruitment and selection. The relevant theory about recruitment and selection are discussed followed by their process. The factors influencing the recruitment and selection process are also discussed. The historical work of previous researcher are also discussed and used as a guideline for further research. 2.2. The role of HRM The key characteristic of the HRM approach is the involvement of the personal function at a strategic level. The increased globalisation of busyness world and a very competitive market has triggered the emergence pf human resource management. Personnel management is the part of an organization which is concerned with people at work and their relationship with the enterprise. Personnel management aims to achieve both efficiency and justice. It seeks to provide fair terms and conditions of employment, and satisfying work for those employed (Cole, 2002). The modern human resource management has emerged from traditional personal management. Human resource management is defined as a strategic and coherent approach to the management of an organizations most valuable assets the people working there who individually and collectively contribute to the achievement of its objectives (Armstrong 2006). It is the people who always represent the organization in front of the public, so the management of people inside the organization is very important. And it is the trained and skilled staffs that generate the profit and give the organization a better position in the market. Organizations now days even compete about their staff that who has the better staff. They even hire independent organization to judge the service between different companies and based on that report they improve their service and organization. The synergy is achieved when the approaches are practiced all together. When practices are implemented together and synergistically then it is called bundles. The concept of bundling has defined strict definition but finds its roots in the concept of internal fit developed in the strategic human resource management literature (Bowen and Ostroff, 2004). The organization can deliver better service if all part of their business is providing a quality service and thus the organization as a whole performs better. If an organization implement couple of high performance work practise in their workplace that will not make a big difference as they are still lacking in many other part of organization skills. Suppose the organization implement team work as their high performance achievement but the total team performance will depend not only on one colleague but the performance of all colleagues. Different team members can have different issue with organization which might affect their performance so that also make a difference on the collective performance of the team work. Employment motivation is also a very important fact in case of team work. In 1998, British Workforce Relation survey (WERS) conduct a survey among the employer in Britain and found that there are some number of key human resourse management practise among British organisations that includes careful recruitment and selection, performance appraisal, training and team working. The survey also found some evidence of the integration of human resource management practise and survey(Cully et al.1999). There are two different side of the survey which is visible through data, the practice of human resource management in British organization is widespread but the level of strategic integration of these practises is quit low. Cully et al found is his research that only 15 percent of the role of training in 265 workplaces had a majority of the human resource management in place. Studies of high performance work systems have also shown a similar pattern; relatively common adoption of individual practices but little evidence of widespread integration (Appelbaum et al., 2000). 2.3. Recruitment There are few definitions available of recruitment. Recruitment involves actions and activities taken by an organization in order to identify and attract individuals to the organization who have capabilities to help the organization realize its strategic objective. Breaugh gave the following definition of recruitment Employee recruitment involves those organisational activities that 1) influence the number and /or the types of applicants who apply for a position and /or 2)affect whether a job offer is accepted. Edwin Flipo states that recruitment is the process of searching for prospective candidate and stimulating them to apply for the job.(Edwin Flipo, 2001) Recruitment includes the set of activities undertaken by the organisation for the primary purpose of identifying a desirable group of applicant, attracting them into its employee ranks, and retaining them at least for short time. (Taylor Collins, 2000). Recruitment involves actions and activities taken by an organisation in order to identify and attract individuals to the organisation who can help the organisations achieve their target and goal. Recruitment has emerged as arguably the most critical human resource management functions for organisational survival and success. Many organisations have increased their budget for recruitment. 2.3.1. Principal of recruitment process There are number of important characteristic in recruitment definitions. Firstly the process involves specific actions and activities that are undertaken to achieve particular outcome. Secondly in indicates that the purpose of those activities are to generate a pool of candidate to enhance their interest towards the organisations and eventually to accept a job offer in the organisation. The third important characteristic is that it the number of people attracted towards the process might have the capabilities to be hired but it depends on the selection process where the overqualified and under qualified people will be excluded from the process. Fourthly the recruitment is the process where any post hire process are not discussed because recruitment is the process to influence candidate to apply for the advertise jobs and accept the job offer. 2.3.2. Purpose and importance of recruitment There are some purpose and importance of recruitment which required to be clearly defined in any research. The importance can described as follows 1. Determine the present and the future requirements of the organisation on conjunction with its personnel -planning and job analysis activities. 2. To keep the cost minimum and also attracting maximum candidate. 3. As selection process depends on recruitment process it is the job of the recruitment process to increase the success rate of selection process by reducing the under qualified or overqualified job applicant. 4. It is also the recruitment process where the it is given priority that the recruited candidate stays inside the organisation for maximum number of year. 5. Organisations legal and social obligation about the ratio of recruited people whether ethnic, local or gender in its workforce is also served through recruitment. 6. Recruitment is the first step where the potential job applicants are identified. 7. By practising the daily job the effectiveness of different recruiting techniques and sources of all types of job applicants are explored. 2.3.3. Recruitment process In recruitment process identifying and attracting qualified candidate is the most important aspect. There are five interrelated steps about recruitment process. They are- Planning Strategic development Searching Screening Evaluation and control 2.3.1. Planning Planning is the first stage of the recruitment process. It involves about the vacancy and the duty surrounded by that role. Planning also gave an clear idea about number of candidate and the type of candidate applying for the job. An important part of the planning is to attract more people than the organisation needed so that they can choose the right candidate and also attracting the type of candidate similar to the advertisement. 2.3.2. Strategic development After deciding how many people are required and what qualification required the management concentrate in the strategic development. Different companies have different view about strategic development. The first thing is to decide in strategic development is to decide whether to recruit someone with past experience or whether to recruit someone with fresh knowledge and invest towards the future training of that employee. After deciding the eligibility of the employee the organisations look different medium to advertise the job and which labour market they want to target. All these activities are inside the strategic development of recruitment. 2.3.3. Searching The searching process begins after the planning and strategic development. If the first two processes run well then in searching process the organisation should receive many application because at this stage the medium is activated as the HR manager gives green signal about vacancy inside the organisation. All the application must be screened and after careful screening the candidates who passed should called for interview and the candidates did not pass should sent letter explaining the reason of failure. Another important criteria about searching process is to pass the proper massage through the proper channel. And it is the duty of searching option that maximum attention gets from the candidate by avoiding the undesirables. 2.3.4. Screening The selection process begins after a carefully scrutinizing the candidate at the recruitment process. However good the attraction process it is probable that there will be more candidates than positions to be filled and often the case there that there will candidates than can be realistically taken on to the next stage of more time consuming selection processes such as interviewing and testing. The reason for screening inside the recruitment process is that selection process starts only after candidates are short listed for the next stage. 2.3.4. Sources of recruitment There are two types how recruitment are processed in an organisation. They are internal recruitment and external recruitment. 2.3.4.1. Internal recruitment The advantages of internal recruitment are that: financial costs associated with recruiting can be saved by internal recruiting. It will also save training costs and time as the employee will have insight knowledge of the organization (Wanous, 1992). There are some tools organisation uses for internal recruitment. Promotions and transfers Promotions and transfers are very important role for internal recruitment. Promotions have very positive role inside the organisations as they encourage colleague, built moral attributes among employee. Through this process organisations can build employee by their need and as those employees are serving for a long time for the company they feel for their organisation. Employee referrals When an employee is working for an organisation for a long time they know the need of the organisation and sometime they refer employees according the need of the organisation. This way organisation can sometime get high skilled employee but in a very minimum cost. Another positive side about employee reference is through this employer are fulfilling their social obligation and establishing goodwill. Former employees Another source of internal recruitment is former employee. Former employees sometimes return to the organisation for better career growth and also sometime after in another job they can compare which is better this way they can differentiate which employee is better. 2.3.4.2. External recruitment External recruitment makes is possible interview a wide a range of candidate and chose from that selection. Sometimes employer need to pump some fresh blood inside their organisation to get some new business ideas and also to put some energy inside the organisation. But sometimes company end up with huge cost for hiring external employees but they are not as qualified as their curriculum vita says. Advertisement The most popular method of job recruitment is the advertisement through different medium. Employers describe the job responsibilities and requirement of the job followed by how to apply and by which date they have to apply. The most popular medium of advertisement are the newspaper, company website and different jobsite which post job from different company. Most people apply through this medium and sometimes company also promote themselves through these advertisements. Professional and trade association Professional association for trade and technical bodied are very active in the field of recruitment and selection. They provide employer with people according to their need and those professionals are trained with international standard. Like for accountant and technical jobs are always preferred by the professional bodies. Now days there are some websites like linked in which network among different professional people. Walk in store Another popular method among the employee or ob seeker for different store and food shops are known as walk in store. Company advertise in front of the stores or there is a particular place where companies hired. In Europe and other western countries where the chain stores are established they managed to recruit people from their own recruitment centre. In this process mostly entry level and unskilled employees are hired. Employer sometime announces open day recruitment for hiring people. Through open day recruitment organisation External Forces Supply Demand Unemployment Rate Labour Market Political Legal Image Recruitment Internal Forces Recruitment Policy HR Planning Size of the Firm Growth Expansion 2.4. Selection Selection is the process where employer chooses from a pool of candidate who is best suitable for the organisation. From the beginning of the selection process till the end selecting the right candidate is the only objective and to do that there are different test that employer choose to differentiate among the candidate. Selection is a process of differentiating between applicants in order to identify those with a greater likelihood of a success in a job. (Stone, 1999) Selection is a very constructive process through which right candidates comes out. 2.4.1. Preliminary interview The first step of the selection process is the preliminary interview process which comprises the subject to scrutiny the candidate based on their application and also eliminates the unqualified candidate. For HR managers scrutiny is the process to eliminate candidate based on the information provided on their application. Preliminary interview is the next available step for selection. Preliminary interview helps get that information which is not in the available in the application form. It can be held formally or informally, over the telephone or in a coffee shop. It helps HR manager to get an idea how many applicants can make it through the next stage and eventually will go forward. The interview processes are different in different countries. In UK they are more structured type. In UK they said that the more information you get about a person the reliable the person and the more valid and reliable your judgment is. Tixier in a survey in EU (but excluding France) Sweden, Switzerland and Austria found that structured interview were favoured in the UK, Scandinavia, Germany and Austria. This contrasted with Italy, Portugal, Luxembourg and Switzerland where unstructured were preferred (Tixer, 1996) 2.4.2. Selection test The essential criterion in choosing supplementary method is that they should provide information that is directly related to performance on the job. This should be the guiding principal both in choosing off-the-shelf tests and in designing exercises tailor-made for a particular workplace. In their review of what they call personal testing, Murphy and Davidshofer (2001) stress that better results are obtained the more closely a test, such as work sample test, resembles things that are actually done in the job concerned. A related issue that candidate can easily see the point of a test that requires them to do something they know will be done on the job. Psychological testing The term psychological tests are also known as psychometric test. They are developed to judge people based on their different capability. They are professionally developed and checked for reliability and validity. They are administered and scored in a standardized manner. The results found from these tests can be compared to norms for relevant population. The standardised administration of tests means all applicants answer the same questions in the same condition and objective scoring means that the scores are not open to individual interpretation as is the case with interview responses. Intelligence test Intelligence test is the most widely practised test in the selection process. The ranges of skills cover are verbal, arithmetical and diagrammatical reasoning. Selection team use intelligence test as one of the first tool to judge a candidate. Ability test Ability test are more specific test designed for individual to show their ability towards a particular test. How well a person can perform in a job can also be tested through this. There are two type of ability test one is attainment test and the other is aptitude test. Attainment test assess skills and knowledge that have been acquired through experience and learning, and aptitude test measure individuals potential to develop ability. Work sample test or school exams are examples of attainment test and the use of these would not require the special training. Where as aptitude test measure whether a applicant have the ability to learn something if training is provided. Most of the time aptitude test run when the candidate has no previous experience. It gives the indication that how successfully an individual can engage in a specialized activities. There is different type of aptitude test for all sector of the organization. Test of interest The relationship between interests and motivation and successful performance is not a straightforward one. For this reason these test are not used for selection (Smith and Robertson1993). But interest test can be used in career guidance and counselling. It gives an idea about the likings and disliking of the employee and give a hint sometimes why employee want to change their career. Personality questionnaire Personality questionnaire has been used in preference to personality test. When measuring the personality test there is no right or wrong answer rather than they are indication of habitual performance meaning that they reflect stable traits that are likely to be revealed in typical behaviour. Personality test is very important in case of job application. A person can do well in the entire test but may fall short as they have lack of motivation. It shows the maturity, interpersonal skill and behaviour in terms of difficult situation. 2.4.3. Work sample test When recruiter asks a candidate to perform a task that is related to the work or a element which is part of the job is known as work sample test. A recruiter may ask the employee to perform a lecture or to teach a subject to a group of people as a part of work sample test if the interview is about university lecturer. 2.4.4. Assessment centres An assessment centre is a method rather than a place, although some employer, particularly large organization might have premises dedicated to assessment, especially if they use them for both selection and development purposes. (Woodruffe, 2000) In a assessment centre a number of people are assessed at the same time by a number of assessor judging their numerical skill, interpersonal skill and how they coup with their colleague. This gives the chance to the employer to compare collection of range of information and observation and evaluation the candidate. The task included in an assessment centre test is work simulation where candidate were given a real life task usually performed in job. A based on their performance it is easier for a recruiter to distinguish the potential candidate. Group exercise is another tool used in ass