Impact of Jet

C IMPACT OF JET EXPERIMENT 1 Aim To find the impact force caused by a fluid jet on a horizontal plate and a hemispherical shell and compare it with the expected theoretical force. 2 Theory When a rubber ball strikes a solid surface it nicely rebounds from the solid surface. The amount of rebound would depend on the coefficient of restitution. However, when a steady fluid jet strikes a solid surface, it does not rebound. But, a stream of fluid is formed which moves over the surface and the fluid leaves the surface tangentially. If a fluid jet is impacting a horizontal plate, at an angle ? the rate of change of momentum can be equated to the force exerted by the jet on the plate. When a vertical fluid jet strikes a horizontally positioned plate, the value of ? will be 90Â °. A control volume analysis can be performed to give the force F = ? QV, (1) where ? is the density of the water, Q is the jet flow rate and V is the velocity of the jet. For the case of a hemispherical shell when t he stream of water is turned back by 180o, the force experienced by the shell will be F = 2? QV, (2) two times the force experienced by the flat plate. Experimental Set-up The set up consists of a closed cylindrical container housing the horizontal plate/hemispherical shell to receive the impact of the jet. The vertical water jet is produced by a pump forcing water through a nozzle of diameter 6mm for the flat plate and of diameter 8mm for the hemispherical set up. The flow rate through the nozzle is measured by a rotameter. The velocity of jet could be obtained by knowing the flow rate. 4 Experimental Procedure Switch on the motor and using the two gate valves control the flow rate.Place suitable weights to counter balance the impact force of the liquid jet. When the load is higher than the impact load of the jet, the jet will be blocked by the plate. When the load is low the load arm will rise up and touch the top part of the housing. Adjust the flow rate for any selected weight s o that the load arm stays in the middle of the distance from the nozzle tip to the top part of the housing. Ensure that the steady flow rate is maintained and take at least six independent measurements by choosing six different flow rates that would balance the weights.Important steps 1 Allow the float to be steady before you start noting down the readings. 2 Ensure that the fluid jet nicely counter balances the weight it is carrying. Flat plate S. No. Flow Rate Q (m3/s) Velocity V (m/s) Force (Experimental) Fex (N) Force (Theoretical) Fth (N) S. No. Flow Rate Q (m3/s) Hemispherical shell Velocity V (m/s) Force (Experimental) Fex (N) Force (Theoretical) Fth (N) 5 Results and Discussion Plot the following graphs. Fex vs Fth 2. Fex/(1/2 ? V2 A) vs Re=Vd/? , where A is the area of cross section of the jet and Re is the Reynolds number of the jet 1.The graphs for the flat plate and the hemispherical shell should be plotted on the same graph. Based on these plots answer the following que stions 1. Do a control volume formulation to derive (1) and (2). 2. Why is the force independent of the area of the plate/shell? 3. What is the slope of the Fex vs F th plot. What should the ideal value of this slope be? If the slope is different from the ideal value, why is it different. 4. What non dimensional number is the y axis of the second plot? What is the significance of the variation this non dimensional number that you observe from your experiments?

Facebook Effects on Society Essay

Nowadays, the social networking known also as social media has become a widespread subject among people, especially among teenagers. At its beginning, social media consisted of diverse dating websites. Now, most people consider that having a social media account means that you have a Facebook account. Facebook involves interactivity and the aim of it was, from the very beginning, to be able to add different people as friends and let those people know about the activities of their â€Å"new† friends. It was launched in 2004 and now is one of the most popular social media websites in the entire world. According to the last surveys in the field, Facebook changes and influences social relationships along with people’s ideas, thoughts and actions. There are several negative effects that Facebook has on the society, in general, and on the people, individually. Facebook causes addiction, which implies: less social interaction, distraction from another tasks and health issues. Since for many people searching and posting on Facebook has become one of the main daily activities, less social interaction begin to be one of the main negative effects that Facebook has on its users. Recent data shows that there are over 500 million Facebook users, which means 1 person in every 13 people on Earth uses Facebook. This social media website seems to be for people an escape from real life to a life where everything is fine and organized. In 2010, Pew Research Center created a survey on over 2,000 respondents about social networking influences and demonstrated that 92% of the social networking users have account on Facebook and 52% of them check their Facebook profile at least once a day. Overall, half of the actual Facebook users, which means 250 million people, checks their profile daily. And definitely, those who tend to check their profile many times a day are the ones who tend to get more attracted by the activities on Facebook and so, to be less interested in real life productivity. Christine Rosen, member of the Ethics and Public Policy Center from Washington, says † People who use networks like Facebook have a tendency to describe themselves like products†(BUGEJA 88). That less social interaction will begin once the Facebook users start feeling more connected with the others through Facebook. A research did by Alex Trimpe, student at Columbus College of Art& Design shows that â€Å"57% of people talk more online than they do in real life† (BATTISHILL). In addition, a report in Daily Mail confirmed that more than a third of the respondents spend less time on going out with friends than posting or chatting on Facebook. A percentage of 75 of the surveyed people have fewer friends since they started using Facebook as a way to keep friends updated and even if they realize they need more real meetings, Facebook is still the first choice for â€Å"hanging-out† and for meeting new people. This seems to be a new way of creating and maintaining friendship relations and Steven Strogatz, network science expert and PhD professor at Cornell University, confirms: † The distinction between genuine friends and acquaintances is becoming blurred. Users are spending time maintaining relationships with people they don’t really care about†. (JARVIS) Another of Facebook’s negative effects on society is the distraction from important tasks, which increases the inability to control important occupations such as working or studying. Michael Bugeja, professor and director of the Greenlee School of Journalism and Communication at the University of Iowa, named this generation † The Facebook Generation’ who text-message during class, talk on their cellphones during labs, and listen to iPods rather than guest speakers in the wireless hall†(Bugeja 85). Due to this extended presence on Facebook, the students encounter issues on tasks’ performances or in respecting due dates. For instance, a psychologist of the Centre for Learning Sciences and Technologies at Open University, Paul Kirschnera, and Aryn Karpinskib, a professor at Ohio State University, did a survey that shows that the average GPA of students without a Facebook account is around 3.86 while the Facebook users have a GPA of 3.06 (Choney). Paul Kirschnera affirmed in a Daily Mail article: â€Å"The problem is that most people have Facebook or other social networking sites, their emails and maybe instant messaging constantly running in the background while they are carrying out other tasks†(Fleming). Facebook has a well developed entertainment value and, also, an informative value and both make people get involved in discussions or any other activities allowed on this website. Their curiosity or pleasure in what they see or read encourages them to spend more time â€Å"facebooking†. For example, checking the last posts on their friends’ walls, changing constantly their status or using Facebook chat. Any social media activity longer than a few minutes interferes with people’s main occupation, in students’ case, homework, and it makes difficult to keep them focused on what is really important. The experts advice Facebook users to take â€Å"tech breaks† and check their profiles after at least 15 minutes of working on other different tasks. Last, but definitely one of the most dangerous effects of Facebook on society is that it brings a series of health risks. According to a Daily Mail report, people who often use social media tend to be more isolated, and they find it difficult to communicate in person. Doctor Aric Sigman, member of The Institute of Biology, says in The Biologist, â€Å"This [isolated behavior] can increase the risk of health problems as serious as cancer, strokes, heart diseases, and dementia† (BBC News). These health issues are more likely to appear in someone who spends more time socializing online than he does on face-to-face contacts. In addition, Dr Sigman underlines that some hormones such as stress released or oxytocin hormones, which help people to start and maintain social relationships, are altered in the people who do not have an active social life and who share their emotions and thoughts through Internet. It explains why many people who overuse Facebook are more vulnerable to stress, nervousness and isolation. Another health risk caused by an excessive use of Facebook is the chaotic habit of eating that people have, especially teenagers. If they spend most of their time on Facebook, they tend to skip meals or eating unhealthy food. According to researchers, these habits could lead to diseases like bulimia or anorexia. A survey based on a sample of 600 Facebook users with ages between 16-40 and done by The Center for Eating Disorders, reports that 75% of the respondents do not like how their body looks and 51% of them compare their bodies with their Facebook friends’ bodies (Cowden). Doctor Harry Brandt, director of The Center for Eating Disorders mentions, â€Å"Facebook is making it easier for people to spend more time and energy criticizing their own bodies and wishing they looked like someone else [†¦] In this age of modern technology and constant access to SmartPhones and the internet, it’s becoming increasingly difficult for people to remove themselves from images and other triggers that promote negative body image, low self-esteem and may ultimately contribute to eating disorders† (Shaffer). Many people become obsessed with that ideal thin body and the results of the survey mentioned above underlines that people tend to pursue a weight-loss diet because they draw a negative image of their bodies when comparing with other users’ images. It is clear that, at one point, Facebook is enjoyable and its policy is not other than to bring people together faster and easier, though it still affects people’s lives in many ways. Some people are more liable to be isolated from real life, which include â€Å"in person† connections and real entertainment activities. Others end up losing their jobs or getting low grades, in students’ cases, because of the time spent on Facebook. Some could become sick because of the obsession of having that perfect body image, which Facebook promotes, and they start pursuing wrong diets plans, which lead to improper meals. A large numbers of surveys show the negative effects of Facebook to society and the doctors are also worried about the approach that society have for social media websites, especially Facebook. Generally speaking, Facebook mostly affects many people because they neglect real life and spend way too much time on chatting, posting on and checking their profile. The risks and the negative sides of social media will be reduced if the people will use a lower amount of virtual socializing. WORKS CITED BBC, News â€Å"Online networking ‘harms health’.† N.p 09.02.2009. Web. 18 Apr 2012. . Black, Nathan. â€Å"‘Facebook Depression’ Affecting Teens, Report Says.† Christian Post 29 March 2011, n. pag. Print. Bugeja, Michael. â€Å"Facing the Facebook.† Chronicle of Higher Education 27 February 2006, Daily Ed. n. pag. Print. Choney, Suzanne. â€Å"Facebook use can lower grades by 20 percent, study says.† N.p., 2010. Web.

HRD Sample

Drawing from theories and models that inform adults and organisational learning, critically evaluate an HRD program or intervention that you deliver or have personally experienced. Introduction This essay looks into a learning program which was personally delivered. It aims to critically evaluate the effectiveness of the program by drawing upon relevant theories and models revolving around adult and organisational learning.Theories are used to substantiate the step by step processes undertaken in the program as well as to critique the areas which could have been performed better or were carried out uccessfully by the program coordinators. This essay is told from the perspective of a facilitator's role in which I was primarily involved in. At the end of this essay, we hope to understand how a successful HRD learning program should be run and what factors significantly influence its success.Learning Program The selected program used throughout this essay as a case study is the ‘C ombat Medical NSmen Ops Refresher Training. The program involved me as one of the key facilitators which was conducted during my national service time. The objective was to ensure the competence of the National Service (NS) men in carrying out their edical responsibilities and performing up to expectations when the time arises for them to do so in future. This was carried out by first refreshing the NSmen's theoretical knowledge of specific medical subject matter, i. . various emergency surgical procedures, that was taught during their NS days. Typically conducted annually, the refresher training would see the NSmen undergoing classroom learning followed by a practical hands-on session of role playing, after which they would be tested under a controlled, simulated setting as a form of learning assessment. The refresher training was a one-day program carried out in the compounds of the Singapore Armed Forces Medical Training Institute (SMTI).The facilitators comprised of regular seni or medical officers and fulltime national servicemen (NSFs), of whom I was one of them. The seniors acted as supervisors while the NSFs were more primarily involved in running the program on the ground. Teaching and demonstrations were conducted by NSFs while assessment was done by the senior officers. The age group of the NSmen participants ranged from 30 to 40 years old, thus the target audience was specific to older adult learners who were most likely married or some even fathers.The program was catered to a batch group of 20 NSmen with 2 facilitators assigned. The four stages of HRD HRD is an ongoing learning process involving training and development activities which seek to groom individuals' skills for the purpose of enhancing organisational productivity (Swanson & Holton 2 ) Adult learning talls within the HRD learning process. Knowles (1998) mentioned that adults tend to follow andragogical assumptions of learning such that firstly, the learning should have practical value for applying in real-life situations and problems.Next is for the learning to utilise the knowledge inherent in the adult and lastly it should actively engage him/her. All hese are reflected in the medical refresher program and will be explained through a series of four step by step stages namely the needs investigation, design, implementation and evaluation stages. HRD Needs Investigation (HRDNI) HRDNI refers to the process of identifying how much is known by the participants prior to the program against what is expected of them to know based on the learning objectives set out (Tovey & Lawlor 2008; Rothwell & Kazanas 1989).It represents an organized way to determine if a HRD solution is needed in the first place. It helps identify the content and learning objectives, the population, resources required, as ell as context and organisational politics. Behind every successful HRD learning program is a good HRDNI carried out in the beginning. The refresher program showed that HRDNI was conducted successfully as clear learning objectives, competencies and learning outcomes were established (Delahaye 2011). The needs were determined through the two levels of HRDNI: surveillance and investigation (Delahaye 2011).Program coordinators had long been monitoring how competent NSmen were in carrying out their medical duties upon completion of their NS time. Through the observation of several past reservists' in-camp trainings where these NSmen were required to demonstrate their medical proficiency in a simulated battlefield environment, their quality and competencies were analysed. Data was gathered through the means of organisational records and observations (Delahaye 2011). It was found that most NSmen were unable to remember much of what they had learnt during their NS days and thus, lacked in several key competencies.One of which was the ability to remember the medical apparatus to be used in assisting the surgeon in the surgical procedures. Thus, as a result of HRDNI, the ‘Combat Medical NSmen Ops Refresher Training learning program came about as form of HRD ntervention. Its aim was to keep NSmen constantly up to date with their medical roles so that when a real emergency breaks out in Singapore, they would be ready for it. Although the need for refresher training was correctly identified by program coordinators, the HRDNI could have been more specific to seek the opinions of the participants as well.Conducting such a program meant that more time, be it for work or family, had to be sacrificed by the working adults so that they could attend. Moreover, not all might feel the need for the refresher as they might be confident of their own knowledge. Thus one investigatory method to gather their opinions would be through holding an online survey questionnaire weeks before the commencement of the program. The questionnaire could ask them for their current level of knowledge and ask if the refresher would be effectively catering to their needs, also for their level of interest in participation.Curriculum Design This is the second stage once HRDNI nas been completed Curriculum represents tn systematic process of putting the learner through action (Smith & Lovat 2003). This stage involves matching the learning structure to the characteristics of the adult learners (Delahaye 2011). To do this, constructive alignment needs to take place. This means that the expected actions the learner has to emulate based on the learning objectives must be coherent with the teaching and assessment style (Biggs & Tang 2007).The refresher program was successful in achieving constructive alignment as the objective to instil confidence in the NSmen to showcase their medical proficiency in carrying out the surgical procedures was well reflected by the practical role- playing sessions demonstrated and taught by the facilitators. The design structure of the refresher program followed closely to Delahaye's (2011) Hierarchy of Learning Outcomes (HLO) model. The model emphasizes the progression from explicit to tacit knowledge and this was seen in the program as facilitators made use of instrumental to communicative learning.The program outlined movements from basic to intermediate to complex, Just as how HLO mentions in its five categories of programmed knowledge, task, relationship, critical thinking and meta-abilities. The refresher program started off with programmed knowledge which was in the form of classroom-based learning to provide the factual and theoretical knowledge to the NSmen. It then moved into task where they were required to be analytical in a role- laying scenario. That involved a linear, diagnostic and complex analysis which in short, refers to using simple information-processing, interpretation, problem solving and decision making skills.The role-playing session incorporated discussions and effective team play as well, which in turn worked on a relationship level of interpersonal communication between partici pants. The program ended off with action learning where participants were encouraged to use mental agility under the meta-abilities category to be able to think clearly under pressure, when performing their learning assessment in a controlled environmental setting. The HLO progression was mapped in accordance to the learning characteristics of the NSmen participants.Facilitators took into consideration that because the participants were older learners, the learning environment created was a similar aged batch of between 30 and 40 years old so that they would feel more comfortable and safe (Delahaye ; Ehrich 2008). Older learners tend to be involved in complex learning, occasionally switching from being dependent to independent learners and thus passively seeking and actively seeking knowledge, respectively. Hence, the design of the refresher program ensured a combination of various learning trategies to meet to these adult learners' characteristics.These strategies will be covered u nder the implementation stage later. It was indeed a good initiative by the facilitators to find out the basic characteristics of their adult learners and thus used HLO as a step by step process to teach them. However, there is room for improvement. All adult learners have different learning styles and so a good HR designer would pay close attention to finding out what styles their participants fall under. This can be done by issuing out a learning style questionnaire which will seek o determine if a participant is a reflector, theorist, pragmatist or activist (Honey & Mumford 1992).Each learning style will differently influence the way an individual learns, and so will impact the design ot a learning program. However, an individual may also have at times a combination of both styles. Thus, a good designer should strive to integrate all four styles in any learning program. Implementation This third stage of the HRD process covers the skills required of a HR developer who is also kno wn as the facilitator. In other words, this section analyses how effective or killed the facilitators are in conducting the learning program, based on the participants' level of engagement.It also covers the various learning strategies used. As one of the facilitators of the refresher program, I exhibited strong micro-skills of questioning and responding, and a high level of enthusiasm, channelling the energy positively to the participants. Delahaye (2011) pointed out that such skills are important in the delivery of a learning program, but are often overlooked by HR developers. Feldman (2007) agrees that with greater enthusiasm demonstrated, the higher are the chances of learner accomplishment. As for the learning strategy, a structured style was used in the beginning stage of the refresher program.This took the form of lecture-style learning. Delahaye (2011) regards lecture as structured due to the teacher-student controlled form where the teacher assumes full responsibility over the learning of the student and controls what and how the student will learn. Facilitators conducting the lecture used PowerPoint presentation to recap the relevant theoretical knowledge of the emergency surgical procedures. The slides included detailed photographs showing how each procedure was to be carried out step by step. This was complemented with a set of the hardcopy handout slides so that the NSmen could write notes throughout.On top of that, the whiteboard was used simultaneously by the facilitator to Jot down the key points of the presentation. This ensured an appropriate usage of visual aids to appeal to the adult learners (Delahaye 2011). The lecture-style teaching made use of instrumental learning, one of the three transformational adult learning domains (Mezirow 2009). Instrumental allows learning to be controlled and can manoeuvre the environment. Under it is the knowledge generation process of combination which sees a transfer of explicit to ven more complex explici t knowledge (Nonaka ; von Krogh 2009).The PowerPoint presentation, for instance, got the NSmen to combine the explicit knowledge they were looking at and listening to with their own explicit knowledge, thus leading into a process of re-sorting and re-understanding of their inherent knowledge. Another point to make was that sufficient breaks were given throughout the lecture presentation so as to space out the learning and carry out part learning so that participants could digest the information better, especially since older learners dislike having big chunks of information (Grattan 1955; Miller 1956).These were some of the principles of learning highlighted during the structured strategy. Subsequently, in the refresher program, the learning strategy shifted from structured to semi-structured. After the theoretical bit was covered, facilitators proceeded onto the practical, hands-on session. The knowledge Just learnt or recapped was to be applied on mannequins which acted as causali ties. Here, the actual whole tray of medical apparatus needed for the surgical procedures is introduced to the NSmen participants, after seeing pictures of them in the PowerPoint slides and the hardcopy andouts.Participants were divided into 4 groups ot 5 in which each group nad a mannequin and a set of tools to work with. Each facilitator was assigned to 2 groups to firstly demonstrate the correct techniques and steps to perform the emergency surgical procedures, using the apparatus provided. Participants observed carefully to learn the steps that they would later be tested, in what was actually known as modelling, one of the 3 basic types of learning. Modelling refers to copying an action after observing how it is done (Bandura 1977; Gardner et al. 1981).Facilitators of the efresher program aimed to see an exchange of tacit to tacit knowledge between the participants and themselves in a socialisation process. This was achieved through the modelling learning behaviour. The semi-str uctured strategy using the mannequins was a form of role-playing as within each group, participants took turns to role play as surgeons and assistants to the surgeons. This role-playing also helped to strengthen the HLO in areas of forging better interpersonal relationships and the use of group processes, Just to name a few (Delahaye 2011).On a separate point, ole-playing illustrates that the NSmen participants also underwent communicative learning, which is known to be a learner's effort to relate to another to understand each other's viewpoints (Mezirow 2000). Evaluation This last stage of the HRD process signifies the importance for proper assessment methods. The evaluation technique that was used for the ‘Combat Medical NSmen Ops Refresher Training program was the assessment of learning.This assessment, as stressed by Delahaye (201 1), paves the way for measuring the effectiveness of the learning program, allowing the examiners to gauge how useful the program had een for t he participants as well as to see if the learning objectives set out from the start had been met in the end. In addition, assessment offers feedback for both the adult learner and HR developer. Through it, they can identify their strengths and weaknesses so that they can make necessary amendments to make their learning processes more effective in future.Out of the six types of assessment of learning methods available, the refresher program used performance tests, which proved to be the most suitable form of evaluation due to the complex nature of the program (Delahaye 2011). Following on after the role-playing session of using the mannequins and medical tools, the NSmen participants were made to undergo a performance test in the outdoors open field which simulated an actual situation of what it would likely be in an actual war zone battlefield environment where the NSmen would encounter multiple casualties suffering from different kinds of wounds and war injuries.They would be requi red to think on their feet using mental agility, under a stressful environment, of which of the following emergency surgical procedures learnt would be best used for treatments. As said by Delahaye (201 1), performance tests need to be conducted by highly skilled trainers whose evaluation makes use of their tacit knowledge. Thus, the assessment of the program was a success as it brought in the senior medical officers, who have years of experience in the field, to evaluate the performances of the NSmen. This also served to be a non-biased evaluation as the seniors were not involved in running the on ground training.In evaluation, a pre- designed evaluation criteria form was used by the senior officers so as to quantify the observed results (Thorndike 2007). The results were then snowed to the NSmen articipants during the program debrief. The outcome of the performance test showed a match to the adult learners' HLO, identified in the curriculum design stage, in the categories of progr ammed knowledge; and task and relationship. It also successfully tested the learners' action learning process of critical thinking and meta- abilities.Conclusion This essay has looked at the ‘Combat Medical NSmen Ops Refresher Training' as a learning program which served as an HRD intervention based on the needs investigation conducted. It found that a refresher program would be beneficial to the NSmen in helping them to familiarise with the medical proficiency knowledge they are required to demonstrate in their annual reservist in-camp trainings. This essay thus went on to elaborate the four stages involved in influencing this successful HRD learning program using theories primarily from adult learning.Following on from a thorough HRDNI, the design of the program saw that a necessary constructive alignment was made between the teaching style and the characteristics of the adult learners. The HLO model was used in this stage. As for the implementation, the acilitators of the p rogram demonstrated strong micro-skills as well as using structured and semi-structured learning strategies through a PowerPoint presentation and role-playing session which reflected on instrumental and communicative learning for the adult learners, respectively.The final stage was the evaluation of the program in which a performance test was carried out as a specific assessment of learning method. Word Count: 2566 Reference List Bandura, A 1977, Social learning theory, Prentice Hall, New Jersey. Biggs, JB & Tang, C 2007, Teaching for quality learning at university: what the student does, 3rd edn, Open University Press, Maidenhead. Delahaye, B & Ehrich, L 2008, ‘Complex learning preferences and strategies of older adults', Educational Gerontology, vol. 34, pp. 649- 662, viewed 30 August 2012, Emerald Database.Delahaye, B 2011, Human resource development: managing learning and knowledge capital, 3rd edn, Tilde University Press, Prahran Australia. Feldman, KA 2007, ‘Identi fying exemplary teachers and teaching: evidence from students' ratings', Perry, RP ; Smart, JC (eds. ), The scholarship of teaching and learning in higher education: an evidence-based perspective, Springer, AA Dordrecht, Netherlands. Gardner, G, Innes, JM, Forgas, JP, O'Driscoll, M, Pearce, PL & Newton, JW 1981, Social psychology, Prentice Hall, Sydney.Grattan, CH 1995, In quest of knowledge: a historical perspective on adult education, Association Press, New York. Honey, P & Mumford, A 1992, The manual of learning styles, Peter Honey, Maidenhead, I-JK. Knowles, MS 1998, The adult learner: a neglected species, 5th edn, Gulf, Houston. Long, HB 2002, Teaching for learning, Malabar, Florida, Krieger. Mezirow,J 2000, ‘Learning to think like an adult: core concepts of adult learning theory, in Mezirow, J (ed. ), Learning as transformation: ritical perspectives on a theory in progress, Jossey-Bass, San Francisco.Mezirow,J 2009, ‘Transformative learning theory, in Mezirow, J & Taylor, EW (eds. ), Transformational learning in practice: insights from community, workplace and higher education, Jossey-Bass, San Francisco. M GA 1956, ‘The magical number seven plus or minus two: some limits on our capacity for processing information', Psychological Review, vol. 63, pp. 81-97, viewed 30 August 2012, Emerald Database. Nonaka, I & von Krogh, G 2009, ‘Tacit knowledge and knowledge conversion: controversy and advancement in organizational knowledge creation', Organization Science, vol. 0, no. 3, pp. 35-652, viewed 28 August 2012, Proquest Database. Rothwell, W] & Kazanas, HC 1989, Strategic human resource development, 4th edn, Englewood Cliffs, Prentice Hall, New Jersey. Smith, DL & Lovat, TJ 2003, Curriculum: action on reflection, 4th edn, Social Science Press, Tuggerah, NSW. Swanson, RA & Holton, EF 2001 , Foundations of Human Resource Development, Berrett-koehler, San Francisco. Thorndike, RM 2007, Measurement and evaluation in psychology and educatio n, 7th edn, Prentice-Hall, Upper Saddle River, New Jersey. Tovey, MD & Lawlor, DR 2008, Training in Australia, 3rd edn, Pearson Education, Frenchs Forest, NSW.

Scene analysis Assignment Example | Topics and Well Written Essays - 500 words - 2

Scene analysis - Assignment Example Based on sounds effects, the producer has utilized love and cultural music backgrounds that provide the audience with similar themes to those presented by the characters. The scene offers the audience with an insight of the themes and characterization aspects in the movie. The segment also provides a general overview of the film due to the presence of the main characters and an example of what happens to most of the mistresses after joining the royal family. Visual themes (Mise en scà ¨ne) have also had the effect of providing a perfect scene in terms of costumes, lighting, design and color (Maslin). The scene also serves as part of the movie’s title due to the presence of the red lanterns that have to be lit after any of the mistresses spends the night with Chen. The selected part also presents knowledge on the use of the lanterns during the welcoming and preparing the new mistresses to the family. Additionally, the scene has presents love and Chinese cultural themes that prevail in the film. The scene has a close relationship with the film’s production due to its design. The segment has utilized most of the aspects of productions as set by the director, mostly the movie’s title. There is the presence of editing benefits since most of the scenes includes the same setting; hence, reducing costs in the production of the movie. The audience is also thrilled by the background of the movie based on the Chinese culture and a connecting with the movie’s title. The scene has exposed a variety of themes that have been portrayed in the entire film. For instance, poverty and dissatisfaction that are present in other segments of the movie have been strongly presented in the scene. The red lanterns act as symbols of Songlians suffering from the introduction of the film. Additionally, the scene present’s part of the title, proving the audience with

A Violation of Title IX Law Essay Example | Topics and Well Written Essays - 500 words - 61

A Violation of Title IX Law - Essay Example The first compliance test of Title IX is that enrolment of women should be proportional to sports participation for example if enrolment is at 49%, sports participation ought to be 49%. In the first test, we will fail because the women enrolment rate is 52% with sports participation rate at 42% depicting a huge difference (10%) in participation. The courts have previously decided on cases using this test in Cohen v. Brown University (13%) and Roberts vs. Colorado State University (10.6%), since the case is substantially similar the decision of the court will stand and we will fail the first test. Â  The second test requires that the school depict recent expansion of women sports offering through offering a new sport in the past 3 to 5 years. A new sport has not been offered for over 10 years and following a substantially similar case decided by the court in Favia v. the Indian University of Pennsylvania; we will fail the second test based on the history of expansion. Â  The third test requires that there is full and effective accommodation of interest of women through documenting emerging interests of women in sports regularly through surveys. Since there is no documentation of recent interests of women in surveys and instead the growing interest in swimming by women is intended for demotion or cutting we will fail this test on full accommodation of interest as exemplified by court decisions in Cohen v. Brown University and Favia v. the Indian University of Pennsylvania. Â  Component 3 of Title IX requires the equivalence of benefits and opportunities including access to rights by women teams, competent officials, quality equipment and facility, among other factors.

Operating strategies Assignment Example | Topics and Well Written Essays - 2500 words

Operating strategies - Assignment Example It is also playing an integral roll in problem in problem solving, implementation and knowledge building to build durable trust based relation ship. And also do your best for superior quality and unique impact. Serve all clients as firm clients by influencing our scale and global network of knowledge resources. Also try to develop and broadcast world class research practice. Try to manage client and firm resources in cost effective manner too. If you want to make any kind of reputation and want your company brand as a standard than you have to deliver best of the firm to each and every client. These strategies also give publicity to your product as a standard one. Al ways try to develop and excite your people through a great active learner ship and make bigger, industrial opportunities. Always promote the wide ranging working atmosphere. And also support the compulsion to be descent to work. Respect the responsibility of individuals for balancing professional and private life and also showing care and consulate for every individual. 4. Govern Yourself Through a Partnership Based on Some Values: Always live by the principles of a concerned partner ship and benefit from individual freedom and take for granted the responsibility of mutual accountability and self governance. And always operate as single form. Operating Strategies in Immediate Staffing Group: Operating strategies should be very unique regarding immediate staffing issues for production of new product. The new generation of product will involve the new technologies that are not known by many current engineers. We mean to say that for the production of new generation we need a persons having command in all aspects that are

Sociological and Culturalist Accounts Essay Example | Topics and Well Written Essays - 2750 words

Sociological and Culturalist Accounts - Essay Example Furthermore, the model shapes our culture. It gives us the necessary resources, cryptogram and tradition through which the society compose a universal culture, and that which enables us to fit in the very culture. The question of who possesses media power and the powerless, or even those that can implement might and brutality, and those who cannot is a clear display of the media and its associated culture. The centrality and influence of mass media in modern culture cannot be overlooked. This is a true demonstration of how a number of media sources mainstream information and messages to the society through such forms as internet, newspapers, articles, and Radio. Such information despite positive impact to the society creates an illusion of things not beneficial to the very culture. Mostly, media power proves to be symbolic and persuasive. The media primarily have the greater potential in controlling extensively the mind of readers or viewers but not their actions in a direct way. In such cases of physical, coercive force however, the control of action, that is often the ultimate aim of the exercise of power, is mostly indirect. Whereas the control of intentions plans, knowledge, beliefs, or opinions in mental representations that monitor overt activities is presupposed. Despite the pervasive symbolic power of the media, the audience will generally retain a minimum of autonomy and independence, and engage more or less actively instead of purely passively, in the use of the means of mass.

Feminist Analysis of Pop Culture Essay Example | Topics and Well Written Essays - 1750 words

Feminist Analysis of Pop Culture - Essay Example Women were projected as mere puppets, and men became all the more chauvinist and domineering. Thus, a need for Third-wave feminism arose, which could deal with the changing norms of objectification. The third-wave feminism provided a strong base that not only transferred the improper objectification in the favor of women, but also upheld womanhood irrespective of race, color, ethnicity and sexual-orientation. Literature and media gained influence from Third-wave and hence, a new-age approach towards feminism developed. This paper is an attempt to identify the core beliefs of new form of feminism, and will analyze its representation in media through a movie that follows similar lines. For this paper, acclaimed director Zack Snyder's year 2011 movie Sucker Punch has been selected to be reviewed, which comprehensively displays post-feminist discourse and entails a convincing portrayal of third-wave feminism in popular culture forms. Understanding Third-Wave Feminism: Feminism in contemp orary era has evolved into a modernized (I-e well-acquainted with the current scenarios) avatar known as the post-feminist approach. According to Judith Butler, the very essence of third-wave feminism implies that â€Å"challenging gender roles alone will be inadequate to effect social change. The new goal for feminist and sexuality movements should be to defy the faith in the existence of an innate sexuality and natural sex categories† (Hull 54). The theory entails that women do not need to fight for gaining self-identity, or long to change the sex-based symbolism in a male-oriented society. Instead, it suggests that women should acknowledge their womanhood and use it to empower themselves; instead of despising being a female, they have to use their femininity for achieving the maximum benefits. Constructivism rules this new doctrine. According to Leslie Heywood and Jennifer Drake â€Å"contradiction marks the strategies and desires of third-wave feminists† (Zeisler 1 16). Empowerment is the best word that can describe the approach of this barely structured but extremely powerful theory of feminism in the present age. It cleverly switches gear and transforms significant norms that targeted women before into a tool for them. That is because stereotypical concepts and images that were termed as embodying womanhood, actually were a product of male preferences. The discrimination based on color, physique and race, and â€Å"mirroring the erasure of black womanhood from pop culture† emerged because they preferred white women (Hooks 264). Sex-display genre, which included pornographic images, restrictive attires like corsets, performances like erotic dances, and strip-tease, etc., developed to further objectify women and they became entities of gaining pleasure only (Nally 621). Third-wave feminism re-applied these self-induced norms from a female-benefiting perspective. The take of contemporary females of pop culture, and eminent third-wave act ivists on the genre of sex-display has been an ironic one, and as per Judith Butler’s queer theory, it is also comical. A culture of giving men what they want to see but at the same time being in control and making fun of male preferences started off convincingly with Madonna, and has come of age now with the likes of Lady Gaga, Gwen Stefani and Kei$ha (Halberstam 8). Rachel Shteir describes that today â€Å"

Waste Control of Medical Supplies in the Health Care Industry Research Paper

Waste Control of Medical Supplies in the Health Care Industry - Research Paper Example Various legal and clinical standards have been set forth in order to manage the disposal of hospital wastes. To some extent, these policies and standards have been relatively effective in managing hospital wastes. Improvements to these standards are still needed in order to ensure that hospital wastes are effectively managed and that risks to the general population in relation to such wastes are minimized. This paper shall discuss the current waste control of medical supplies in the health care industry. It shall also discuss the impact of ineffective waste management on hospitals and on disease management. It shall also consider the different possible improvements which can be made in the waste control and management of healthcare wastes. This paper is being conducted in the hope of establishing an academic and scholarly approach and answer to the topic on healthcare waste control. Discussion Most of the wastes from healthcare facilities can be considered regular solid municipal was te. However, some of these wastes need special attention – these are sharps (needles, razors, scalpels), pathological wastes, infectious wastes, pharmaceutical wastes, biological wastes, and hazardous chemical wastes (Johannessen, et.al., 2000). All in all, these wastes are referred to as special health care wastes. Wastes from isolation wards and microbiological laboratories also require special attention. The rest of the waste from healthcare facilities include packaging, reusable medical equipment, and secondary wastes created by disposal technologies (Johannessen, et.al., 2000). Inappropriate and inadequate management of these products exposes people and the environment to health risks. Various healthcare workers, patients, waste handlers, and the general public are exposed to various health risks from these infectious wastes (most especially, the sharps), chemicals, and other hospital wastes (Johannessen, et.al., 2000). And the exposure to these wastes is often seen with the improper handling by health workers. The WHO (1999) has successfully classified the different types of healthcare wastes and these include: communal waste and special wastes (infectious, anatomic, pharmaceutical, genotoxic, chemical, heavy metals, pressurized containers, and radioactive materials). Communal wastes are all solid wastes which are not infectious, chemical or radioactive. These can specifically include packaging materials and office supplies. These wastes can generally be disposed of in communal landfills or similar arrangements (WHO, 1999). Segregation and recycling applies to these wastes. Special wastes on the other hand are classified into various categories and are not in any way classified for communal landfills. Infectious wastes are wastes from humans or animals which can potentially transmit infectious diseases to humans (WHO, 1999). These wastes include those which are discarded from equipment during diagnosis, treatment, and prevention stage of the disea ses or the assessment of the patient during which contact with blood, tissues, saliva and other patient derivatives may have been seen. Such wastes include: cultures and stocks, tissues, dressings, swabs, items soaked in blood, syringe needles, scalpels, diapers, blood bags, and similar items (WHO, 1999). All sharps regardless of usage by infected patient or not, is considered under infectious wastes. Other

My father credit card Essay Example | Topics and Well Written Essays - 250 words

My father credit card - Essay Example Lastly, there is the issue of varying shades of honesty, theft, and moral values that have been violated. Firstly with respect to the fact that the father has found out that his credit card is missing, this is an important piece of the puzzle due to the fact that the student has not otherwise chosen to tell the father that he has stolen the card. This action in and of itself tells the reader a great deal about what the ultimate intent of the student was with regards to how he intended to use the card and even perhaps why it was originally stolen. However, once the card is noted as missing, the father still has no idea what has happened to his card and whether he has lost it naturally or whether someone has stolen it from him. It is at this juncture that the moral turpitude of the student (me) would come into play. Rather than merely destroying the card, disposing of it, blaming it on someone else, or placing it in a likely area that he may have lost it, I would need to take the mature responsibility to own up to the theft that I had done. Though the right choice is of course the best de cision, it is not necessarily the least painful; rather, it involves confronting the situation and handling it with a degree of courage. This choice of honesty is the hardest moral choice with regards to the situation due to the fact that other immoral and dishonest choices have previously been made; therefore making it far easier to merely continue in lying and deceit to ensure that the theft is never recognized or noted. Moreover, a supreme lack of respect has been illustrated within the given situation and will therefore require a level of apology and contriteness on the part of the student (me). Ultimately, the situation will be determined based upon the realization of what is right and even though a series of mistakes have been made, the right and moral decision

Aid for trade is beneficial for developing countries but Coursework - 1

Aid for trade is beneficial for developing countries but disadvantageous for firms in the developed world - Coursework Example The guidelines are monitored and implemented by the WTO. Some of the International trade organizations include; the Uruguay round of trade, the OECD and the Irish fair trade network. An example of an anti-globalization movement is the global justice movement which is against organizations such as WTO and OECD which promote globalization. Aid for trade was meant to assist developing countries to expand their trade in order to eradicate social problems such aspoverty and poor firm performance. The objective of the international community constitutes mobilizing resources to address trade constraints among the LCDs to help them streamline their trade. However, most of the third world nations such as African countries do not have the capacity of undertaking large infrastructural projects on their own without capital funding from developed nations. On the other hand, firmsfrom developed nations benefit from offering aid for trade to developing nations because they increase their market share and at the same time they may be given mining rights as a favor in return (Wilkinson,2010). In general, firms from the developing nations tend to benefit more while giving aids while third world countries tend to be more economically unstable and dependent, always waiting to be given donations. International trade to beneficial to both trade partners; this explains the reason why it is largely embraced. Unfortunately, most exports from developing nations are agricultural-based, for example, tea that often faces unfavorable terms of trade whereby the income generated from exports is less than the import payments (Berndt, 2013). This results in situations where third world nations accumulate huge foreign debts with firms from developed nations. The balance of payments for developing countries is always a deficit, making these countries even more economically unstable. This clearly reveals that though there are rules on

Great Expectations Thesis Essay Example for Free

Great Expectations Thesis Essay All along, Pip was under the impression that his benefactor was Miss Havisham, as opposed to Magwitch. * Joe Gargery, Pips brother-in-law, and his first father figure. He is a blacksmith who is always kind to Pip and the only person with whom Pip is always honest. Joe was very disappointed when Pip decided to leave his home and travel to London to become a gentleman rather than be a blacksmith. * Mrs. Joe Gargery, Pips hot-tempered adult sister, who raises him after the death of their parents but complains constantly of the burden Pip is to her. Orlick, her husbands journeyman, attacks her and she is left disabled until her death. Mr Pumblechook, Joe Gargerys uncle, an officious bachelor and corn merchant. While holding Pip in disdain, he tells Mrs. Joe (as she is widely known) how noble she is to raise Pip. As the person who first connected Pip to Miss Havisham, he even claims to have been the original architect of Pips precious fortune. Pip despises Mr Pumblechook as Mr Pumblechook constantly makes himself out to be better than he really is. He is a cunning impostor. When Pip finally stands up to him, Mr Pumblechook turns those listening to the conversation against Pip and his usefulness at succession. Miss Havisham and her family * Miss Havisham, wealthy spinster who takes Pip on as a companion and who Pip suspects is his benefactor. Miss Havisham does not discourage this as it fits into her own spiteful plans which derive from her desire for revenge after being jilted at the altar several years before. She later apologizes to him as shes overtaken by guilt. He accepts her apology and she is badly burnt when her wedding dress, which she has never taken off since being jilted, catches fire when she gets close to the fireplace. Pip saves her, but she later dies from her injuries. Estella, Miss Havishams adopted daughter, whom Pip pursues romantically throughout the novel. She is secretly the daughter of Molly, Jaggerss housekeeper, and Abel Magwitch, Pips convict. Estella was given up for adoption to Miss Havisham after her mother, Molly, is tried for murder. [4] Estella represents the life of wealth and culture for which Pip strives. Since her ability to love has been ruined by Mis s Havisham, she is unable to return Pips passion. She warns Pip of this repeatedly, but he is unwilling or unable to believe her. * Matthew Pocket, a cousin of Miss Havishams. He is the patriarch of the Pocket family, but unlike others of her relatives he is not greedy for Havishams wealth. Matthew Pocket has a family of nine children, two nurses, a housekeeper, a cook, and a pretty but useless wife (named Belinda). He also tutors young gentlemen, such as Bentley Drummle, Startop, Pip, and his own son Herbert, who live on his estate. * Herbert Pocket, a member of the Pocket family, Miss Havishams presumed heirs, whom Pip first meets as a pale young gentleman who challenges Pip to a fist fight at Miss Havishams house when both are children. He is the son of Matthew Pocket, is Pips tutor in the gentlemanly arts, and shares his apartment with Pip in London, becoming Pips fast friend who is there to share Pips happiness. Characters from Pips youth * The Convict, an escapee from a prison ship, whom Pip treats kindly, and who turns out to be his benefactor, at which time his real name is revealed to be Abel Magwitch, but who is also known as Provis and Mr Campbell in parts of the story to protect his identity. Pip also covers him as his uncle in order that no one recognizes him as a convict sent to Australia years before. Abel Magwitch, the convicts given name, who is also Pips benefactor. * Provis, a name that Abel Magwitch uses when he returns to London, to conceal his identity. Pip also says that Provis is his uncle visiting from out of town. * Mr Campbell, a name that Abel Magwitch uses after he is discovered in London by his enemy. * Biddy, Wopsles second cousin; she runs an evening school from her home in Pips village and becomes Pips teacher. A kind and intelligent but poor young woman, she is, like Pip and Estella, an orphan. She is the opposite of Estella. Pip ignores her obvious love for him as he fruitlessly pursues Estella. After he realizes the error of his life choices, he returns to claim Biddy as his bride, only to find out she has married Joe Gargery. Biddy and Joe later have two children, one named after Pip whom Estella mistakes as Pips child in the original ending. Orlick was attracted to her, but his affection was unreciprocated. The lawyer and his circle * Mr Jaggers, prominent London lawyer who represents the interests of diverse clients, both criminal and civil. He represents Pips benefactor and is Miss Havishams lawyer as well. By the end of the story, his law practice is the common element that brushes many of the characters. * John Wemmick, Jaggerss clerk, only called Mr. Wemmick and Wemmick except by his father, who himself is referred to as The Aged Parent, The Aged P. , or simply The Aged. Wemmick is Pips chief go-between with Jaggers and generally looks after Pip in London. Mr. Wemmick lives with his father, The Aged, in John’s â€Å"castle†, which is a small replica of a castle complete with a drawbridge and moat, in Walworth. * Molly, Mr Jaggerss maidservant whom Jaggers saved from the gallows for murder. Great Expectations is a novel depicting growth and personal development, in this case, of Pip. The themes are ambition and the desire for self-improvement (social, economic, educational, and moral); guilt, criminality, and innocence; maturation and the growth from childhood to adulthood; the importance of affection, loyalty, and sympathy over social advancement and class superiority; social class; the difficulty of maintaining superficial moral and social categories in a constantly changing worldFrom an early age, Pip feels guilt; he is also afraid that someone will find out about his crime and arrest him. The theme of crime comes in to even greater effect when Pip discovers that his benefactor is in fact a convict. Pip has an internal struggle with his conscience throughout the book. Great Expectations explores the different social classes of the Georgian era. Throughout the book, Pip becomes involved with a broad range of classes, from criminals like Magwitch to the extremely rich like Miss Havisham. Pip has great ambition, as demonstrated constantly in the book.

Effect of Organisational Support on Job Satisfaction

Effect of Organisational Support on Job Satisfaction Abstract Purpose: The purpose of this research is to test the effect of Perceived Organisational Support on Job satisfaction and to determine the effect of mediation of Trust on Job Satisfaction in the two different sectors of employment- Public and Private. Here Sector of Employment acts as a moderator and Job Trust as the mediator. Design/methodology/approach: A questionnaire was prepared and administered to 182 employees working in the public and the private sector in different industries like Banking, Mining, Power Generation and Information Technology. Findings: The research has established positive relationships between the three constructs of perceived organizational support, job satisfaction and job trust for the overall model and public sector employees, whereas these relations are not significant in case of private sector employees. The mediation effect of Trust is significant at 10% for the overall model sans separately in the private and public sector. Research limitations/implications: The respondents have varied profiles in terms of age/ years of experience, seniority level and the industries that they work in. These results may not be generalizable to all employees in other organisations in different industries and geographic areas. Also, a large percentage of responses have been collected through the internet which is not an entirely accurate and reliable form of data collection. Practical implications: The research findings are expected to help the existing organizations in the public and private sector to figure out reasons for decreasing job satisfaction of the employees and devise ways to improve the perception of organizational support. Originality/value: This paper studies the difference in the relationships exhibited between Perceived organisational support, job trust and job satisfaction in the private and public sector in the Indian context. This is one of the first attempts towards studying the employment sectors on a comparative basis. Keywords: Perceived Organisational Support, Job Trust, Job Satisfaction, Public Sector, Private Sector Introduction: Job Satisfaction is a measure of how content an individual is with his job. Quite a few models have been developed in order to explain causes and effects of job satisfaction, for example, affect theory, dispositional theory, two factor theory and the job characteristics model. For years researchers have been trying to establish relationship among various parameters affecting the job satisfaction, job commitment, job dedication and job performance of the employees in the organizations. This is particularly important for organizations in order to improve working conditions, figure out the motivating factors and thus increase employee productivity by creating a healthy work environment. Job Satisfaction is an indicator of employee perceptions and feelings about their jobs. It can also predict work behaviours like organisational citizenship,absenteeismandturnover.Another important and relevant research finding is the relationship between life satisfaction and job satisfaction which is fo und to be reciprocal. It means that a person who is satisfied with his job may be quite satisfied with his life and vice versa. Job satisfaction is believed to positively affect the productivity of the employee which is vital to business units that are aiming to increase outputs. Perceived organizational support is usually thought to be a dynamic relationship between the employer and his employees. According to Rhoades and Eisenberger(2002) the stakeholders share a reciprocal relationship where higher POS is related with sincere efforts put in by the employee to achieve organizational goals. Research findings suggest that professional employees were more likely to perceive higher organizational support when they strongly identified with their workplace and a positive correlation was observed between job performance and POS (Heckman et al., 2009). Our research aims at analyzing the relationship between perceived organizational support and job satisfaction. Trust acts as a mediator in our model. Perceived organizational support is the degree to which employees believe that their organization values their contributions and cares about their well being. Trust is to believe the person who you trust to do what you expect and job satisfaction describes how content a n individual is with his or her job. This research attempts to study and establish relationships between the constructs for the public and private sector employees in India. There are various standard scales available to measure each of these parameters. In this study we have mostly used the shortened version of the scales. Research background and Hypothesis Perceived Organizational Support: The concept of organizational support has generated enough interest in order to study its impact on performance of the employees. The perception an employee develops about his/her organization valuing his contributions and caring about his interests and well being is termed as Perceived Organizational Support (POS)(Eisenberger and Rhoades,2002). A meta-analysis has indicated that three major categories of expectations that an employee has from his work organization are associated with POS. They are evenhandedness of procedures, support of the immediate superior and performance related rewards and favorable job conditions. Taking into account the employers expectations from their employees, they value dedication and loyalty. Emotion centric view of organizational commitment underlines that the sense of unity felt by the employee and the values that he shares with the organization determine the performance and absenteeism levels, probability of quitting his job (Mathieu Zajac, 1990;Me yer Allen, 1997; Mowday, Porter, Steers, 1982). Social Exchange theorists state that employment is a give and take relationship of dedication and loyalty for tangible rewards and social benefits (e.g., Bateman Organ, 1983; Brief Motowidlo, 1986). The antecedents of POS and its outcomes are explained by the organisational support theory which (Eisenberger, Huntington, Hutchison, Sowa, 1986). This theory assumes that to determine organisations readiness to reward employee efforts and meet their socio emotional needs, employee forms general beliefs about the concern shown and expected in future by his organisation towards him. POS is also considered an assurance of the assistance that will be available to the employee in times of distress (cf. George, Reed, Ballard, Colin, Fielding, 1993). Actions taken by the agents of the organisation are representative of its intent and are not personal motives. The personification of the organisation is supported by its moral and legal respon sibilities, culture, norms and policies. Employees form perceptions based on the above indicators about the support they get from their work organisation (Levinson, 1965). This theory also states that POS should develop some kind of an obligation in the employee to perform for the organisation and help reach its objectives. The role discernment of employees is assumed to depend on the activities that the organisation sees as necessary for successful job performance (Porter Lawler, 1968). Performance is expected to increase with higher efforts put in by the employee and the perception that such fruitful efforts will be rewarded (Campbell, Dunnette, Lawler, Weick, 1970; Katz, 1964). Job Trust Trust is one of the most important fundamentals on which an employer-employee relationship is based. This relationship goes a long way in instilling confidence and destructing fear by creating a work environment free of worry and suspicion (Zeffane et.al, 2003). Trust has also been suggested to be a psychological state according to which it is measured on the basis of perceived vulnerability or risk due to the uncertainty involved (Kramer, 1999). In our research work we are concerned with the trust within the organization i.e. the extent of trust the employees have in the organization they work for, basically between employees and managers or supervisors. Thus in an organizational context trust is based on the social exchange theory mainly (Whitener et al., 1998), which explains trust to be an outcome of exchange of benefits between the two parties involved. The underlying concept involved here is â€Å"reciprocity†, which establishes the fact that investment in the employees in an organization in terms of recognition, empowerment, justice, support and other favours will always be returned and not go waste (Gouldner, 1960). According the research done by Prusak and Cohen (2001), it is possible for managers to develop an environment of trust in the organization by encouraging mutual trust, and support. This in turn increases the level of perceived faith in the organization by the employees. It has also been argued that this trust (McAllister, 1995) is the key to organizational trust and control. It leads to increased level of employee participation which involves decision making power in the hands of the subordinates which would inevitably lead to increase in mistakes. Thus, by delegating this power to the subordinates the organization increases the risk factor but at the same time, since this delegation needs a bond of trust (Yukl, 1994), gives a clear indication that organization believes in its employees and thus the individual perceives this organizational trust and in turn contributes effectively and positively towards the organization. It is also true that each individual perceives the level of trust differently. So, it is futile to hold common assumptions across all work relationships and thus context based analysis is required. The trust levels also vary on the basis of who is participating in the relationship i.e. at what level of the organization (Graham et al., 2006). Thus, this trust e xisting in an organization determines to a large extent an organizations culture and work dynamics, by influencing factors like organizational structure, job satisfaction and commitment (Zaffane et. al, 2003). Hence, we have taken this as one of the constructs (as a mediator) in our analysis of the relationship between perceived organizational support and job satisfaction. Job Satisfaction Job satisfaction was attributed to greatest possible earnings with the least amount of work done (Taylor, 1970). This controversial theory encouraged a number of other studies to prove the significance of other factors in determining job satisfaction. These factors were identified as communication apprehension, perceptions of immediate supervisors and employee esteem (Falcione, 1977). Also, job satisfaction was determined to be influenced by the returns or rewards expected by the individual and the extent to which she was able to achieve them in the job. (Jorgensen, 1973). Employee perceptions were considered more important in determining job satisfaction than physical evidences like pay (Brayfield et al., 1951). The short form version of Brayfield and Rothes scale was developed to measure employee perceptions about their job and organization (Algho et al., 1992). A lot of research has been targeted at job satisfaction and the turnover rates in the organizations or the employees inte ntion to quit. (Spector et al., 1997). In this regard, job satisfaction was proved to be related to job identification. Both of them were determined to be organizational anchors and were used to predict the turnover within organizations (De Moura et al., 2009). A precedent to job satisfaction was identified as job insecurity (Reisel et al., 2010) and an antecedent was found to be role conscientiousness and performance of extra-role tasks (Nathan et al.). Job satisfaction has often been positively linked to training and development opportunities in the organization. A significant positive relationship was observed between employer provided training satisfaction and overall job satisfaction of employees. Satisfaction with training and development significantly affects career decisions and is a valued factor among employees, thus significantly impacting job satisfaction (Schmidt, 2007). Also, job satisfaction was conceptually established as a mediator between perceived organizational s upport and job commitment. Empirically, a positive relationship was established between perceived organizational support and job satisfaction (Chiu et al., 2010). In a recent study on job satisfaction, a total of nine factors grouped under four headings were considered as precedents of job satisfaction. The four headings included organizational change, organizational support, job characteristics and managerial role. It was empirically proved that decentralization, informal communication, support from supervisor, participative organizational culture, autonomy and empowerment of employees and the type of role in the organization significantly influenced the job satisfaction of employees (Lee et al., 2008). The role of supervisory or immediate boss support was determined to be significant. As per the study, supervisors were perceived as the representatives of the organization by employees and are responsible for acting as the interface between organization and employees. Thus, they nat urally build a relationship with employees. Quality of this relationship was the significant determinant of employee perceptions and job satisfaction (Ladebo, 2008). The use of information systems in the organization has been observed to have a positive impact on employee job satisfaction. In the evolving workplaces of present, the ability to work flexibly and efficiently is observed to have a major impact on the technologically advanced employees. Thus, the installation of an efficient Information System, which provided easy access to information was observed to increase the job satisfaction scores significantly (Chen et al, 2008). The relationship between POS and Job Satisfaction POS is related to, yet different form the constructs like job satisfaction. POS is determined to have a strong influence on employee reactions to their jobs on various dimensions, including job satisfaction, job involvement and job commitment (Rhoades, 2002). As per the norms of reciprocity, an employee would react positively to good treatment from the supervisor or immediate boss. As the immediate boss is the direct representative of the organisation, a fair treatment from him would be seen to be organisational support and would encourage employees to go beyond their normal call of duty to reciprocate the good treatment (Rousseau, 1989). POS is defined as the perception which employees have of how much the organization values them, their contributions or cares about them. High POS would meet psychological needs of employees, e.g. approval, esteem and social identity needs. It would also motivate the employees by raising the expectations of rewards on above average or above expected performance (Eisenberger et al., 1986). Percieved organisational support has a positive relationship with psychological well being which is defined in terms of job satisfaction and life satisfaction. This relationship is mediated by effective commitment (Meyer et al., 2002). POS is most often observed to be positively related with organizational commitment (Shore et al., 1991). However, POS is still distinct from organisational commitment because while POS measures the extent to which organisation cares about its employees as per their perceptions, organisational commitment measures the extent to which employees see themselves as being committed to the organisation and thus satisfied (Shore et al., 1993) Without POS, employees may be unhappy with the tasks associated with their jobs and may be dissatisfied. POS is affected by the various aspects of an organizations treatment of its employees (Tansky et al., 2001). Organizational support is measured in terms of customized training op portunities and options of flexible working hours. Career satisfaction acts as a mediating variable for relationship between perceived organizational support and employees intentions to continue in the organization (Armstrong et al., 2009). Training and mentoring before special assignments has been seen to be a strong indicator of organisational support. These initiatives give a sense of security to employees and reassure them and organization will help them meet challenges. Thus, they identify more with the job and do it more efficiently (Cuplan, 2002). Many senior women managers have complained of the managements failure to recognise their talent and lack of support and advancement opportunities within the organisation. Women form only a tiny fraction of males in senior positions (Wellington et al., 2003). Such perceptions often lead to quitting the job, which is a significant indicator of reduced job satisfaction at negative perception of organisation justice (Jawahar et al., 2008). Both POS and JS are observed to be having significant relationship with organisation commitment, which shows the presence of a correlation between these variables. Organisational identification is seen to have a strong positive effect on outcome variables like job satisfaction (Abrams et al., 2001). Organisational support however indicates how well organisation takes care of the OID for their employees. POS theory suggests that if organisation takes good care of employees, they will develop a stronger attachment to the organisation (Rhoades et al., 200 1), hence being more satisfied and committed (Rhoades et al., 2002). Based on the above discussion, hypothesis H1 is proposed: H1. Perceived Organizational Support (POS) has a significant positive influence on Job Satisfaction (JS) The relationship between Job Trust and Job Satisfaction: Theoretically it seems quite obvious that job trust leads to job satisfaction in employees. Measuring the job trust implies probing into how the individual views the organization and also the bond he has with the organization (Perry et al., 2007). Many researchers have reported a positive relationship between job satisfaction and job trust. According to a research analysis aimed at studying the antecedents and outcomes of trust (Derks et.al 2002) found job satisfaction and job commitment as the major consequences. The level of trust existing in an organization determines to a large extent an organizations culture and work dynamics, by influencing factors like organizational structure, job satisfaction and commitment (Zaffane et. al, 2003). Thus, by building a high trust relationship with the subordinates, managers can increase organizational effectiveness through improved levels of job satisfaction. But once this trust is broken, it leads to a never ending cycle of mistrust and conse quently an organizational environment, where employees are distressed, insecure and unsatisfied (Zaffane et. al, 2003). And since job satisfaction and job commitment are strongly related to trust, job commitment being the antecedent of job satisfaction (Mowday et.al 1974), such a situation is really alarming for organizations. The job trust is mostly perceived as the trust between the employees and their managers or the superiors. It has been further proven that if the employees show trust in their superiors then the superiors have greater influence on them (Goris et al. 2003). The reason being the superiors are responsible for many duties which shape the career of their subordinates like performance evaluations, guidance in terms of job responsibilities and training. Thus if the trust on the basis of such parameters in a manager increases then as a result job satisfaction also increases (Dirks et al. 2001). Also, this increased level of trust encourages cooperation, reduction in conflicts and thus improved job satisfaction. Hence the Hypothesis H2: There exists a positive relationship between Job Trust and Job Satisfaction The relationship between POS and Job Trust Many studies have been conducted on measuring the levels of job trust (Dietz and Den Hartog, 2006) and POS in organisations. Trust between two entities is stated as the readiness of one (Trustor) to be susceptible to the actions of the other (Trustee). This readiness of the trustor is basically his expectation that the one he trusts will act in his favour irrespective of exercising control and supervision (Mayer et al., 1995). Job Trust is considered of high importance in todays organisations because it has been empirically established that when trust levels are high, organisation commitment is high (Brockner et al., 1997). As per the definition of trust used above lack of trust means a higher need of monitoring (Handy, 1995) and increased trust levels suggests lower need for supervision (Bradach and Eccles, 1989; Ouchi, 1979). POS as defined above is believed to affect Job Trust though there is not enough empirical evidence available. There is enough research available on the antece dents of POS and its outcomes but none talks about the Job Trust with specific mention. POS is has its theoretical roots in the social exchange relationship (Allen and Brady, 1997), in which the employee is obliged to reciprocate to the organisation like he feels about it (Eisenberger et al., 2001). If employees believe that their organisation or for that matter immediate superior is truly interested in their well being then trust will develop (Doney et al., 1998). Researches indicate that increased perception of organisational support results in increased efforts jointly put in by the employees to achieve the organisations objectives (Eisenberger et al., 1986). Research conducted by Cook and Wall(1980) noted that there is a positive correlation between trust and involvement with the work organisation. Similarly studies reveal a positive relationship between POS, affective attachment and expectations of performance related rewards (Eisenberger et al., 1990). According to a research conducted by Florence et al., (2006), the relationship between procedural justice and tru st is partially mediated by POS. Also trust has been found to mediate the relationship between procedural justice and organisational citizenship behaviour (Konovsky and Pugh, 1994), POS is also a mediator of the link between the above two (Moorman et al., 1998). Thus we can expect a possible linkage between trust and POS. Hence the Hypothesis H3: There exists a positive relationship between POS and Job Trust Employment sectors moderating role on the model In this research we have taken into account the moderating effect of the dichotomous moderator: the employment sector of the respondent i.e. public and private sector. The definition of employment sector in the Indian context refers to the government owned and operated organisations which come under public sector and privately owned entities which are termed the private sector organisations. Employee job satisfaction has been studied extensively on various occasions but a research aiming to bring out differences in the levels of observed POS, Trust and Job Satisfaction and the relationships between them in Public and Private sector have not been studied in depth. Since the work culture of these two sectors are very different and so are the job factors. The work environment in the private sector is more competitive, open and result-oriented while in public sector its conservative, less open to new ideas and generally plunged by stagnation in the long run. So, we aim to analyze the var iables of POS, trust and job satisfaction in these two sectors and try to find the differences in perception due to the way the system works. 0.322* 0.553* 0.253* 0.184/ 0.441* 0.439*/ 0.642* 0.096/ 0.412* In the above figure Number 1/ Number 2: Standard beta coefficient of Public sector/ Standard Beta Coefficient of Private sector Methods Sample In all 183 respondents employed in managerial capacity in public and private sector establishments in India were administered this survey asking their perceptions about the job, organisational support and satisfaction. The questionnaires were electronically mailed to the target group which constituted equal number of respondents from both sectors and a wide arena of industries like banking, information technology, power generation etc. Measures Unless otherwise stated all the following constructs have been measured by Likert scales with responses ranging from strongly agree to strongly disagree. Perceived Organisational Support: Employees perception of organisational support has been measured using an 8 item and a 5 point scale developed by Eisenberger (2001). A sample item is, My organization strongly considers my goals and values. Job trust: Trust that the employee has in his or her organization has been measured using a 7 item and a 5 point scale developed by Tyler (2003). A sample item is In my organization, my views are considered when decisions are made. Job Satisfaction: The contentment that the employee derives from the nature of his job is measured by a 7 item and 7 point scale developed by Brayfield and Rothe (1951). A sample item is . I feel fairly satisfied with my present job. Limitations and Conclusion One of the limitations of this research proposal is the diversity in the years of experience of the respondents. Public sector employees who were administered this survey had a higher average years of experience while the private sector employees were new entrants into employments. The difference in expectations and parameters on which their perceptions are based may have affected the results of the research. Second, the respondents in the public and the private sector work in entirely different industries. For example, the respondents from the public sector undertakings are mainly from the banking and power generation sector whereas private sector respondents belong to information technology, consultancies etc. Direct comparison of public and private sector employees working in the same industry has not been brought out clearly. Third, the method of data collection through the internet is not entirely accurate and reliable. References Allen, M.W. and Brady, R.M. 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Managerial behavior, performance, and effectiveness. New York: Mc- Graw-Hill. Cook, J.D. and Wall, T.D. (1980), ‘‘New work attitude measures of trust, organizational commitment and personal need non-fulfillment, Journal of Occupational Psychology, Vol. 53, pp. 39-52. Dietz, G. and Den Hartog, D. (2006), ‘‘Measuring trust inside organizations, Personnel Review, Vol. 35 No. 5, pp. 557-88. Doney, P.M., Cannon, J.P. and Mullen, M.R. (1998), ‘‘Understanding the influence of national culture on the development of trust, Academy of Management Review, Vol. 23 No. 3, pp. 601-20 Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D. and Rhoades, L. (2001), ‘‘Reciprocation of perceived organizational support, Journal of Applied Psychology, Vol. 86 No. 1, pp. 42-51. Eisenberger, R., Fasolo, P. and Davis-LaMastro, V. (1990), ‘‘Perceived organizational support and employee diligence, commitment, and innovation, Journal of Applied Psychology, Vol. 75 No. 1, pp. 51-9. 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Methods of Estimating For Cost Planning in Construction

Methods of Estimating For Cost Planning in Construction In the Construction industry, cost planning is a vital management process for control the overrun cost of project and gets maximum returns to the client within client agreed budget. Generally Quantity Surveyor as a Cost Manager who is involve to prepare cost planning and cost controlling process for specific stages with respect to the RIBA plan of work. There are some significant estimating methods for cost planning process utilize in construction project. Hence those methods give preliminary estimate for the client at the design stage. And Pre-Contract Cost Planning and Cost Control process are also very important to successful planning, design and construction of projects and is aimed at providing best value solutions. Basically it is a pre-costing method of a project. In addition, Term of life cycle costing can be described, according to the definition of Hoar and Norman (1990) noted as appropriately defined the life cycle cost of an advantage as the present value of total cost of the asset over its operating life including initial capital costs, occupational costs, operating costs, etc. Specially, Quantity surveyor monitors the cost of every phases of a construction project as a cost manager to minimize the costs of the project and to make more cost savings for the project success. INTRODUCTION This report emphasizes for identifying critical phases of pre contract cost planning and controlling process in the life cycle of project with respect to the RIBA plan of work how to manage them and how to obtain a maximum turnover of the project within the quantity surveyors role as a cost manager. Hence, this study will discuss significant project pre contract cost planning and controlling process, such as methods of estimates for cost planning for different stages of RIBA work plan, pre-contract cost planning and cost controlling process with respect to the RIBA plan of work a client/consultant may adopt during each stage, the term life cycle costing and related terminology and the quantity surveyors role as a cost manager, in the life cycle of the project. MAIN BODY Explain the methods of preparing estimates for cost planning for different stages of RIBA work plan. What Is Cost Planning? The Cost Planning is a method of cost controlling the cost (Price to client) of a project within a pre-determined sum up to the tender stage. (Page3, Cost studies) Cost Planning give advice to client how much will be project cost. As well, cost planning will advise when the expected expenses will most possible occur. Hence its important for get required project finance and for determining possible project profit. Methods of Estimating for Cost Planning There are some significant estimating methods uses in construction industry for Cost planning process. Those methods give preliminary estimate, hence Quantity Surveyor has to modify predetermine data considering the followings, such as , market conditions, Size, number of storeys, specification level, inclusions exclusions, service, site foundation conditions and other factors. Conference Estimating Method RIBA Stage A of Options Appraisal and stage B Design Brief, This method uses for preparation of the initial price estimate give to the client. It is based on a cooperative view of a group of persons, and not quantify in any particular way. Financial methods RIBA Stage A of Options Appraisal and stage B Design Brief, This method fixes a cost limit on the building design, according to the unit of accommodation or rental values. Unit method RIBA Stage A of Options Appraisal and stage B Design Brief, The unit method is multiplies desire standard unit of accommodation by an approximate cost per unit. Not required specific drawings, specifications, only the concept of the project relevant to the required function. For example: Schools costs per pupil enplace Hospitals costs per bed enplace Car parks cost per car space Estimate = Standard units  of accommodation x Cost per unit Cube method   Design Stage This is the superseded method because of inherent disadvantages; this method needs some sketch drawings, historical cost data, Superficial area method RIBA Stage B Strategic Briefing and also can be used for Stage C This is presently most common use method, its use for early price estimating purposes. The area of each of the floors multiplied by the cost per square meter. Mostly important Storey heights, plan shape and methods for when choose on the rate to be used. Story enclosure unit method This technique use weightings for the estimating the building elements Elemental Cost estimating Detail Design Stage (Production information Stage F) This can use to establish the approximate cost of a construction project. It analyzes, the cost of the project on an elemental basis, using from other similar projects. Also provides cost advice during the design process. Detail drawings are required. For example: Approximate Cost estimating Approximate quantities present additional detailed approximate estimate. No particular rules of  measurement exist, Also significantly more information is required from the designer.. For example: Resource analysis (Pre Construction Stage Tender Documentation -G) This method is traditionally adopted by contractors estimators to decide their individual rates for measured items in bills of quantities. All individual measured items are analyzed into its element parts such as labour, materials and plant. This method is not a pre-tender method of price prediction strictly. The pre-contract cost planning and cost controlling process with respect to the RIBA plan of work a client/ consultant may adopt during each stage What Is Pre-contract Cost Planning? Pre Cost planning is very important to successful planning, design and construction of projects and is aimed at providing best value solutions. basically it is a pre-costing method of a project. As well as Pre-estimation of a design proposal will give clear picture about the cost to the employer and design team. Pre-Contract Cost Planning Process The pre-contract cost planning process according to the RIBA plan of work 1998; it can be described as follows. Pre-Design Inception of Feasibility Pre-stage A Work Stage A (1) Work Stage B (2) Establishing the need (Establish the budget) Options Appraisal (Cost of preferred solution) Strategic Briefing (Target cost) Pre-construction Stage Work Stage C Work Stage D Work Stage E Outline proposals (Prepare initial cost plan) Detailed Proposals (Firm Cost Plan) Final Proposals (Cost checks, design against cost plan) Work Stage F Production Information (Final cost checks of design against cost plan) Graph 2.1 Pre-stage A (Establish the budget) Client appointing clients management team (Consultants) such as, client representative, cost consultant, according to his requirements. Identify objectives, physical scope of project, standard of quality of building and services, timeframe and establishing the budget. Emphasis nature of clients problems and functional requirements on proposed project. Work Stage A (Options Appraisal) Consultant has to identify of client prerequisite and possible limitation on development and cost of the ideal solution. Prepare technical, functional and cost studies by consultant and then it should enable to the client to take decision on his project weather he can continue the first proposal or could do some changes to the first proposal etc. also select the possible procurement method. Work Stage B (Strategic Brief) Consultant has to prepare initial cost suggestion to the client based on an outline statement of clients needs, also to determine target cost. This establish an initial budget for client Client has to investigate availability of finance for the project and value of money framework. Pre Contract Cost Control Generally Pre contract cost controlling process is implement from this stage according to the RIBA plan of work as mentioned by chart 1.2, Pre Contract Cost Control process give ensure the cost of the project is within the clients budget or not. Hence pre contract cost control is very essential in a project since it is planning, design finalizing and tendering and selecting a suitable contractor too. Outline Proposals- Stage C Consultant has to involve preparing outline proposal and estimate of cost as initial cost plan. As well as Investigate the site conditions and preliminary sketches for requirement of cost plan. Evaluate strategic brief through consideration of time, cost, risk and environmental issues. Also establish design management procedures. Detailed Proposals Stage D At this stage, consultant prepares full detailed proposals for the client, and also prepares firm cost plan detailed elemental cost plan etc. Clint tem evaluate outline proposals for make the final decision, Receive design and cost input from client appointed team and extend detailed design solution. And review procurement advice. Final Proposals Stage E Consultant has to prepared final proposal at this stage. Carry out cost check of the design as it develop against the cost plan, hence it Confirmation of the cost limits for the project. Most cost effective in satisfying level of project brief to confirm or put final budget and to check the elemental cost targets. Consultant prepares all required submission for legal approvals. Production Information Stage F All legal approvals should have completed when at this stage. This is the assessment of lowest acceptable tender price based on completed contract documents. And also ensure that the completed designs are controlled within the cost limits. Supply all required information for final cost checks of design against cost plan. Explain the term life cycle costing and related terminology. Definition of the life cycle costing According to definition of Hoar and Norman (1990) appropriately defined the life cycle cost of an advantage as the present value of total cost of the asset over its operating life including initial capital costs, occupational costs, etc. Hence life cycle costing related with the time stream of costs and benefits that flow throughout the life of the project. There are number of term use in industry to identify different stages in the life cycle costing techniques, hence flowing are the specially use in construction industry. Life cycle cost analysis (LCCA) Quantity surveyor assist to prepare this, based on collection and analysis of historic data on actual costs of occupying building (running cost and performance). Life cycle cost management (LCCM) Actually it is derived from life cycle cost analysis and identities, by this way client can be compare building cost and controlling occupancy cost throughout the life of building to get maximum value. Life cycle planning (LCCP) This is as part of life cycle cost management; it is constitute the prediction of total costs of a building, part or individual element taking account of initial capital costs, subsequent running cost and residual values. There are several costs related with acquiring, operating, maintaining disposing of a construction or building system. Hence related costs generally fall into Initial Costs, Energy Costs, Operation, Maintenance, and Repair Costs, Replacement Costs, Residual Values, Finance Charges, Non-Monetary Benefits or Costs. For Example: Sieglinde Fuller Source: Sustainable Building Technical Manual / Joseph J. Romm, Lean and Clean Management, 1994. Life cycle costing Terminology Explain the Quantity Surveyors role as a cost manager, in the life cycle of the project. Role of the Quantity Surveyor as a Cost Manager Quantity surveyor is the person/ firm who manage the cost relating to the construction projects, such as new constructions, maintenance work and renovations. Quantity surveyor monitors the cost of every aspects of a construction project as a cost manager. Furthermore when study about Quantity Surveyors in Cost manger position also have to be identified their duties and Responsibilities properly. He should conducting feasibility studies and writing procurement reports at project inception stage. He should manage estimating and cost planning process and presenting the final cost plan. He should manage the procurement process, and make certain that all phases with pre-qualification, enquiry, analysis, selection and contract preparation are carried out effectively. Ensuring that post-contract cost variances and change control tasks are directed effectively. Involving with cost checking and valuation works to manage them effectively. Preparation of monthly post-contract cost reports and presenting them to the client. Preparation of value engineering and life cycle costing, and also final accounts negotiated and agreed process. Give leadership role mange the client and other consultants, at all project phases. Working with top managers and directors, and identify and performing new opportunities to improve the cost management procedures. CONCLUSION/RECOMMENDATION Pre contract stages are vital important phases of construction project to execute pre-contract cost planning and controlling process in a proper way for completion of project successfully within client brief, hence as identified thorough this report, Quantity Surveyor has critical responsibility as cost manager involve to carried out entire pre-contract cost planning process in a proper way.