Retention Management

What is Employee Retention ? Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. Every organization invests time and money to groom a new joinee, make him a corporate ready material and bring him at par with the existing employees. The organization is completely at loss when the employees leave their job once they are fully trained. Employee retention takes into account the various measures taken so that an individual stays in an organization for the maximum period of time.Importance of Retention Manage Employee Turnover Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all apart of a company's attempt to maintain employee satisfaction. Human resources special ists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Cost EffectiveA company can significantly benefit from employee retention programs because of a direct effect on an employer’s bottom line. High turnover can be very expensive. According to the Society for Human Resources Management, â€Å"employee replacement costs can reach as high as 50 to 60 percent of an employee’s annual salary. † Strategies geared towards retaining good workers helps offset employee replacement costs and reduces the indirect costs such as decreased productivity and lost clients. Maintain Performance And Productivity Employee retention practices help support an organization’s productivity.Recruiting and training new employees takes time. An unfilled position means work is not getting done. Even if a position is filled, there is still a learning curve most employees must overcome before their work becomes profit able. Taking the necessary steps to keep current workers satisfied with their roles will ensure productivity is not interrupted. Enhances Recruitment Effective retention strategies often begin during the employee recruitment process. Employees are more inclined to remain with a company that fulfills the promises made when their employment offer was extended.Companies that provide a realistic view of their corporate environment, advancement opportunities and job expectations to new hires can positively influence employee retention. Increases Morale Employees that enjoy what they do and the atmosphere in which they work are more likely to remain employed with their company. Retention strategies are important because they help create a positive work environment and strengthen an employee’s commitment to the organization. Strategies that target employee engagement, such as team-builders and community involvement, increase company morale and give employees a sense of pride in what they do.The procedure of Retention Management The procedure of retention management consists of six steps[5]: 1. Identification of the target and actual needs of the staff 2. Analysis of the fluctuation risk of the staff 3. The Analysis of factors of Motivation/Demotivation of the retention group 4. Identification of the targeted measures 5. Implementation of the measures 6. Evaluation of the measures Step 1: Identification of target and actual needs of the staff The starting point is the corporate strategy and business objectives.The product, market or organisational goals of the company can help to identify strategic staffing needs and the strategic relevant skills of employees. Step 2: Analysis of the fluctuation risk of staff In step 2, the HR manager is interested in the degree of the fluctuation risk. First, it is important, to analyse the common portfolio of the potentials and performance of the employees. In large companies, this could be done through a management audit. In small businesses this can be clarified with an employee interview. This gives the manager information about the power structure in the relevant group.But this information is not enough to estimate the probability of fluctuation. It is also necessary to consider the demand for the relevant skills in the labor market. When a manager combines the results of the analysis he can identify three risk categories, which would cause a priority for the retention management: * Those employees, who are in great demand in the labor market and who have a high capacity, are the key target group for retention management measures. * Those employees, who perform well and whose skills are somewhat in demand in the labor market, have a mean fluctuation risk.Depending on the corporate strategy they are the second important target group for retention management measures. * Employees that have skills that exist in large numbers in the labor market and who also who perform well are currently not a relevant retention target. Step 3: Analysis of factors of Motivation/Demotivation of the retention group Now motivators and demotivators must be found in the identified retention target group. The motivators must be taken into account and demotivators must be removed with the help of appropriate measures, to ensure that the employees develop affective commitment.Motivators and demotivators can be estimated from the outcome of questionnaires. Subsequently a Motivation/Demotivation profile of the retention target group should be formed. Step 4: Identification of the targeted measures The various measures of human resource management relate to different motivational factors. These connections can be used to create a specific matrix in which the action areas of personnel management and appropriate measures will be brought together with the motivational factors. Step 5: Implementation of the measures After the analysis measures will be implemented.Here are some important aspects: * Conceptual fo undations: The measures must be defined and applied according to clear rules, in this context ad hoc measures lead only to short-term success with negative cultural impact. * Cultural fit: Measures must be in accordance with the corporate culture and the existing Management tool system For example, a variable compensation system makes little sense without a performance appraisal system! * Marketing personnel action: The application of the measures must be accompanied by internal communication. Only then the efforts of a retention manager will be perceived! Retention factors: By the design and implementation of retention management policies respect and transparency must be taken into account. Only when these measures convey these values, they will have great influence! Step 6: Evaluation of the measures After the implementation of the measures it is necessary to assess the success of the activities. This can be achieved by comparing the results to the objectives that were set in the retention management strategy. After the expiry of the defined period and after application of the retention policies the manager can check how the objectives were achieved.For example, if the objective was that 80% of the defined strategically relevant staff should be in business at time X, then the manager can determine whether this ratio was reached at time X, and whether it was exceeded or not exceeded. From this statement the manager can derive new measures and draw conclusions about the practice of the concept of retention management. Important conditions for the success of retention management are on the one hand, human resource management in the company, and on the other hand project management of the implementation of retention management. Determinants of Retention CAREER DEVELOPMENT OPPORTUNITIESCareer development is a system which is organized, formalized and it’s a planned effort of achieving a balance between the individual career needs and the organizationâ€⠄¢s workforce requirements (Leiboiwitz et al, 1986). The rapidly growing awareness makes it obvious that people can give the firm its leading edge in the market place. The new challenge for the HR professionals is to identify the developmental strategies which can inspire the commitment of employees to the firm’s mission and values so that the employees become motivated and help the firm to gain and maintain a competitive advantage (Graddick, 1988).A company that wants to strengthen its bond with its employees must invest in the development of their employees (Hall ;amp; Moss, 1998; Hsu, Jiang, Klein ;amp; Tang, 2003; Steel et al. , 2002; Woodruffe, 1999). It entails in creating opportunities for promotion within the company and also providing opportunities for training and skill development that let employees to improve their employability on the internal and/or external labour market (Butler ;amp; Waldrop, 2001). Growth opportunities which were offered by the employers are reduced due to turnover intentions of employees because the lack of training and romotional opportunities was the main cause for high-performers to leave the company (Allen, Shore ;amp; Griffeth, 2003; Steel et al. , 2002). Career development is important for both the organization and individual (Hall, 2002). It’s a mutual benefit process because career development provides the important outcomes for both parties (Hall, 1996; Kyriakidou and Ozbilgin, 2004). Organizations need talented employees for maintaining the sustainable competitive advantage and individuals require career opportunities to develop and grow their competencies (Prince, 2005).SUPERVISOR SUPPORT One of the most important factors that have impact on retention is the relationship between a worker and a supervisor. Supervisors are the â€Å"human face† of an organization. According to Eisenberger and associates (1990), a worker’s view of the organization is strongly influenced by their relationshi p with their supervisor. By having support, workers are less likely to leave an organization and be more engaged by having good relationship and open communication with the supervisor (Greenhaus, 1987).Supervisors interact as a link to practice applications among stated goals and expectations. By harmonizing the competing demands, they support in managing both inside and outside the work environment. If the relationship does not exceed then employee will seek to any other opportunity for new employment and vice versa. The supervisor support is so essential to retention that it can be said that employees leave bosses, not jobs. Organization must groom supervisors to well build the place where employees want to stay.Providing each level of performance and opportunities can enhance their capabilities to work. WORK ENVIRONMENT Numerous studies have attempted to explain work environment in various areas such as for example employee turnover job satisfaction employee turnover, job involve ment and organizational commitment. Work environment is one of the factors that affect employee’s decision to stay with the organization. Hytter (2008) analyzed that work environment has commonly been discussed by industrial perspective, i. e. ith a focus on physical aspects such as, heavy lifts, noise, exposure to toxic substances etc. The interesting part is; characteristics of work environment vary in services sector as compare to production sector because it has to interact with the clients/consumers (Normann 1986). Depending on the kind of business and kind of job, interactions will be more or less frequent and more or less intense. The interaction between employees and consumer/client hence demands a move of focus from the physical to the Psycho social dimension of work environment.Psycho social work environment includes support, work load, demands, decision latitude, stressors etc. It’s very important to recognize the emerging needs of individuals to keep them c ommitted and provide the work environment as necessitate (Ramlall, 2003). Milory (2004) reported that people enjoy working, and strive to work in those organizations that provide positive work environment where they feel they are making difference and where most people in the organization are proficient and pulling together to move the organization forward. REWARDSThe term ‘reward’ is discussed frequently in the literature as something that the organization gives to the employees in response of their contributions and performance and also something which is desired by the employees. A reward can be extrinsic or intrinsic it can be a cash reward such as bounces or it can be recognition such as naming a worker employee of the month, and at other times a reward refers to a tangible incentive, reward is the thing that an organization gives to the employee in response of their contribution or performance so that the employees become motivated for future positive behavior.In a corporate environment rewards can take several forms. It includes, cash bonuses, recognition awards, free merchandise and free trips. It is very important that the rewards have a lasting impression on the employee and it will continue to substantiate the employee’s perception that they are valued. Rewards are very important for job satisfaction because it fulfills the basic needs as well as helps to attain the higher level of goals. Earnings is the way by which worker get to know that how much they are gaining by dedicating their time, effort and skills in a job.Attractive remuneration packages are one of the very important factors of retention because it fulfills the financial and material desires as well as provide the means of being social by employee’s status and position of power in the organization. Many researchers demonstrate that there is a great deal of inter-individual difference in understanding the significance of financial rewards for employee retention . An organization’s reward system can affect the performance of the employee and their desire to remain employed. WORK-LIFE POLICIESMany researchers tested the impact of work and family benefits which comprise of flexible schedules, childcare assistance, parental leave, childcare information and parental leave on organization commitment. Researches showed that there is greater organizational commitment if employees had access to work life policies and also these employees articulated considerably with lower intent to renounce their profession. Today a major concern in business is Workplace flexibility. The one thing becomes very clear that money alone is not enough; employees are willing to trade a certain amount of money for reduced work hours in their schedules.It is argued by the researchers that reduced work hour options should have the potential of win-win situation for both individuals and organizations, there should be a fit between the schedule the person needs and th e actual number of hours worked. Distress and fatigue from excessive time on job can lead to decline in performances of the employee and also it affects the safety level. A large amount of time at work is not a good predictor of productivity and it is observed that periods of time away from work can be extremely beneficial to the quality and productivity of a person’s work.The employee willingness to opt for reduced –hours schedules is not simply a matter of scheduling it involves redesigning work arrangements which leads to change in organization culture and careers, viable reduced-hours career options require simultaneous changes in the areas of compensation, assignments and promotions. So it is more cost-effective and productive for management to design the work arrangements to fit the human than it is force the human to fit the system (Barnet ;amp; Hall, 2001).By applying work-life course of actions, an organization can enhance its ability to respond to demands of customers for better access to services and also the tactics for the organizations to deal with the revolutionized way in order to satisfy both employees and employers . ABSENTEEISM Absenteeism is a serious workplace problem and an expensive occurrence for both employersand employees seemingly unpredictable in nature. A satisfactory level of attendance byemployees at work is necessary to allow the achievement of objectives and targetsby a department. Employee Absenteeism is the absence of an employee from work.It is a major problem faced by almost all employers of today. Employees are absentfrom work and thus the work suffers. Absenteeism of employees from work leads toback logs, piling of work and thus work delay. Absenteeism is of two types -1. Innocent absenteeism – Is one in which the employee is absent from workdue to genuine cause or reason. It may be due to his illness or personalfamily problem or any other real reason2. Culpable Absenteeism – is one in which a person is absent from workwithout any genuine reason or cause. He may be pretending to be ill or justwanted a holiday and stay at home.Many employees will, on occasions, need a few days off work because of illness, however, whenabsences become more frequent or long term and reach an unacceptable level, action bymanagement is necessary. Absence from work can be expensive in both monetary and humanterms. The costs incurred when an employee is absent from work may include:(i) Replacing the employee or requiring other staff to cover the absence;(ii) Inability to provide services, or achieve section and departmental objectives;(iii) Low morale and general dissatisfaction from other staff, particularly if the absence isHigh absenteeism in the workplace may be indicative of poor morale, but absences can also be caused by workplace hazards or sick building syndrome. Many employers use statistics such as the Bradford factor that do not distinguish between genuine illness and absence for inap propriate reasons. As a result, many employees feel obliged to come to work while ill, and transmit communicable diseases to their co-workers. This leads to even greater absenteeism and reduced productivity among other workers who try to work while ill.Work forces often excuse absenteeism caused by medical reasons if the worker supplies a doctor's note or other form of documentation. Sometimes, people choose not to show up for work and do not call in advance, which businesses may find to be unprofessional and inconsiderate. This is called a â€Å"no call, no show†. According to Nelson & Quick (2008) people who are dissatisfied with their jobs are absent more frequently. They went on to say that the type of dissatisfaction that most often leads employees to miss work is dissatisfaction with the work itself.The psychological model that discusses this is the â€Å"withdrawal model†, which assumes that absenteeism represents individual withdrawal from dissatisfying wor king conditions. This finds empirical support in a negative association between absence and job satisfaction, especially satisfaction with the work itself. [1] Medical-based understanding of absenteeism find support in research that links absenteeism with smoking, problem drinking, low back pain, and migraines. [2] Absence ascribed to medical causes is often still, at least in part, voluntary.Research shows that over one trillion dollars is lost annually due to productivity shortages as a result of medical-related absenteeism, and that increased focus on preventative wellness could reduce these costs. [3] The line between psychological and medical causation is blurry, given that there are positive links between both work stress and depression and absenteeism. [2] Depressive tendencies may lie behind some of the absence ascribed to poor physical health, as with adoption of a â€Å"culturally approved sick role†.This places the adjective â€Å"sickness† before the word à ¢â‚¬Å"absence†, and carries a burden of more proof than is usually offered. Evidence indicates that absence is generally viewed as â€Å"mildly deviant workplace behavior†. For example, people tend to hold negative stereotypes of absentees, under report their own absenteeism, and believe their own attendance record is better than that of their peers. Negative attributions about absence then bring about three outcomes: the behavior is open to social control, sensitive to social context, and is a potential source of workplace conflict.Thomas suggests that there tends to be a higher level of stress with people who work with or interact with a narcissist, which in turn increases absenteeism and staff turnover TURNOVER Employee turnover is the process of replacing one worker with another for any reason. A turnover rate is the percentage of employees that a company must replace within a given time period. This rate is a concern to most companies because employee turnover can be a costly expense, especially for lower-paying jobs, which typically have the highest turnover rates. Having n employee leave a company, either because of his or her choice or after being fired or otherwise let go, might require various administrative tasks to be performed and severance pay or other payments made to the employee. Replacing the employee might require such things as advertising the open position, using a so-called headhunter or other service to find potential job candidates, bringing in candidates for interviews and eventually training the new employee. Types Of Turnover The two general types of turnover are voluntary and involuntary.Voluntary turnover is when the employee chooses to leave for whatever reason. Involuntary turnover is caused by layoffs and similar actions where the decision for an employee to leave is made by the company and not the employee. As a general rule, voluntary turnover is the measure used to discuss and compare employers. It is the type mo st directly affected by the front line supervisors. Involuntary turnover, caused by layoffs, can be a long-term result of high levels of voluntary turnover. What Is Turnover RateTurnover rate is a calculation of the number of employees who have left the company and it is expressed as a percentage of the total number of employees. Although turnover rate is usually calculated and reported as a percentage per year it can be for different periods. How to prevent turnover Employees are important in any running of a business; without them the business would be unsuccessful. However, more and more employers today are finding that employees remain for approximately 23 to 24 months, according to the 2006 Bureau of Labor Statistics.The Employment Policy Foundation states that it costs a company an average of $15,000  per employee, which includes separation costs, including paperwork, unemployment; vacancy costs, including overtime or temporary employees; and replacement costs including adve rtisement, interview time, relocation, training, and decreased productivity when colleagues depart. Providing a stimulating workplace environment, which fosters happy, motivated and empowered individuals, lowers employee turnover and absentee rates. 10] Promoting a work environment that fosters personal and professional growth promotes harmony and encouragement on all levels, so the effects are felt company wide. [10] Continual training and reinforcement develops a work force that is competent, consistent, competitive, effective and efficient. [10] Beginning on the first day of work, providing the individual with the necessary skills to perform their job is important. [11]Before the first day, it is important the interview and hiring process expose new hires to an explanation of the company, so individuals know whether the job is their best choice. 12] Networking and strategizing within the company provides ongoing performance management and helps build relationships among co-worker s. [12] It is also important to motivate employees to focus on customer success, profitable growth and the company well-being . [12] Employers can keep their employees informed and involved by including them in future plans, new purchases, policy changes, as well as introducing new employees to the employees who have gone above and beyond in meetings. [12] Early engagement and engagement along the way, shows employees they are valuable through information or recognition rewards, making them feel included. 12] When companies hire the best people, new talent hired and veterans are enabled to reach company goals, maximizing the investment of each employee. [12] Taking the time to listen to employees and making them feel involved will create loyalty, in turn reducing turnover allowing for growth. ATTRITION Attrition or Employee Attrition is a voluntary reduction in an organization’s manpower through resignations or retirements. A high attrition rate causes a high employee turnove r in an organization, reducing quantity and quality of an organization’s manpower.This in turn causes a huge expenditure on human resource, by contributing towards repeated acquisition, training and development, and performance management. Attrition or voluntary turnover, although undesirable to any firm, is not completely avoidable. Yet, by improving employee morale and providing a satisfactory working environment, this problem can be nullified to a greater extent. A major cause for voluntary turnover is uninteresting and unchallenging job that offers boredom rather than enthusiasm for employees. Employees who experience boredom at work usually try exploring alternatives to make their work life happier.An easy track to retain these employees is by adopting some sort of job shift through job enrichment, empowerment, de-jobbing, or job rotation. There is also a great impact from the working environment that an organization offers to its employees. An unhappy employee with orga nizational culture, superiors, subordinates, or even customers cause high attrition rate to that organization. These employees can also influence his peers and subordinates by sharing their feelings and opinion. There is also another group of employees who hunt for better alternatives and hop as they get one.These employees may rather spend their majority of working hours in searching new options than contributing to the present employer. This means, behaviour and attitude of an employee also can cause attrition. Why do Employees Leave the Organization? It is said that people leave their bosses,not organizations. When employees are happy with their superiors they choose to stay, if not they look for a switch. So now I see the following reasons to Leave the Boss * Higher pay * Work timings * Career growth * Higher education * Relocation to other places Women leave the job after marriage to take up their house-hold duties * Work pressure * Work Environment * Poor performance. * Losing faith on merger/acquisition * Verbal abuse The Brighter Side of Attrition * A poor performer is replaced by a more effective employee * A senior retirement allows the promotion or acquisition of welcome ‘fresh blood'. * When business is slack it is straight forward to hold off filling recently created vacancies for some weeks. Diagnosing Attrition Commonly Used Techniques in the Industry: 1. Surveys : They are commonly used as part of the information gathering process.They are a reasonable way of obtaining relevant information, though response rates are often disappointing. Questionnaires need to be designed carefully to be effective. They should be easy to use, anonymous and fairly brief. Questions can be open or closed, multiple choice answers, ranking of items or checklist format. 2. Exit Interviews : Exit interviews are used by the majority of companies. They tend to be conducted just before an employee leaves, though some firms wait until after the departure. Exit interv iews will normally to be done in the form of a questionnaire, though one to one interviews are also used.

The History of Batu Caves

The History of Batu Caves The Batu Caves is all made up of limestone, as we can see when we are inside the cave or even driving on the highway crossing Batu Caves. The limestone is said to be around 400 million years old the limestone forming Batu Caves is. Some of the cave entrances were used as shelters by the native people. Batu Caves became famous only after the limestone hills were recorded by colonial authorities including Daly and Syers as well as American Naturalist, William Hornaday in 1878.The history of Batu Caves all started in the year of 1891 when Mr. K. Thamboosamy Pillai, who were one of the founders that also founded the Sri Maha Mariamman Temple Dhevasthanam, Kuala Lumpur, on top of that he send his associates that is Sri Thiruvengadam Pillai and Sri Kanthapa Thevar to do a research for an suitable place of worship for Lord Sri Murugan. It was in that year, that the influential descendant of Indian immigrants from Tamil Nadu, India, Mr.K. Thamboosamy Pillai installe d the ‘murti’ or consecrated idol of Lord Murugan in the 400 ft high Temple Cave. At the following year ahead, the Thaipusam festival in the Tamil month of Thai during the month of January to February has been celebrated there as the annual festival of Batu Caves. In addition to that, the steps to go up the Batu Caves was all wooden steps up an it was built in the year of 1920 and have since been replaced by 272 concrete steps.

Self Account

At my senior secondary level, I was surrounded by lots of art related competition or activities. Personally, I love drawing and designing. I have studied art and participated in lots of art competition in order to broaden my horizon. I am glad that I have got the champion in a competition organized by the Hong Kong Civic Education Foundation Ltd and an outstanding grade in drawing competitions organized by the Hong Kong Heart Foundation Limited. These awards really built up my confidence. In my opinion, drawing is not only a hobby but also a great way to improve your interpersonal skills and become more patient.In addition, I enjoy getting along with people very much. I was the peer counselor at senior secondary level and I join a community service group which help the needy once a month. I like meeting people and helping them through community service. Every month I went to the kindergarten or elderly home to do volunteer work, I play and chat with them. The experience enriches my l earning, enhances my communication skills and exerts a positive impact on my life. I also become more analytical, observant and aware of people’s needs. I hope my cheerful personality can bring joy to the needy and contribute to the community.Besides, I am intrigued by discovering something new every day, which makes me particularly interested in science. My most beloved subjects are Physics and Biology. Physic gives me the propensity to look in depth into the daily application of Physic, how they affect our life and theory behind. I have to admit that it is fairly a challenging subject and it trained me to have an inquiring mind and be conscientious to perform the best in my sheer ability. Biology allows me to learn about our own remarkable human body, I relish in learning the part regarding different types of diseases and the miracle of body structure.It is a paramount importance for the medical professionals when they are avidly performing their duty. We are able to compet e with others only if we are well-equipped. Hence, I think academic result is very important, so I would work very hard to achieve a good result, I hope I can enter a great university and pay back the community in the future. Also, I have set a career goal to participate in a service industry that could benefit the needy. I would try my best to love and serve the community to make us live a better world.

Political science term paper Example | Topics and Well Written Essays - 1750 words

Political science - Term Paper Example 3.) The party system exacerbates, and further marginalizes the position of a historically disadvantage minority group like the African-American through the forwarding of the political agenda of the party. Counter Evidence 1.) There have been black American politicians who are members of political parties long before and they could have done something to help and present black Americans’/minorities’ interests in the legislative arena. Response: 1.) The minority is often excluded in terms of involvement in a great deal of substantive decision making. This aside from party leaders distancing themselves from any black leaders attempting to raise issues associated in subtle ways with African Americans such as contemporary welfare politics, crime, or social spending in inner cities. Name Professor Subject Date American Politics and the Marginalized Groups I. Introduction In today’s American society, politicians and their policies greatly affect the poor, or the margina lized group as evidenced by income and social inequality. The rich become richer and the poor become poorer with control over policy being forwarded and enacted by the leading political parties. In his book, Paul Frymer defined electoral capture as the result of party leaders’ resistance on mobilizing and incorporating blacks into the political system to the point of denying black Americans their democratic rights completely in their parties’ efforts to win elections (p. 6). It is my belief that Bartels’ position on representation and economic equality in the country is supported by Frymer’s position that â€Å"the most important single influence on the changing United States income distribution over the past half century is the contrasting policy choices (made by the elected) Democratic and Republican presidents† (p. 30). This paper presents and discusses Frymer’s theory regarding electoral capture and then presents and discusses Bartelsâ⠂¬â„¢ findings about economic inequality and representation. In the end, the paper will try to prove how Frymer’s theory explains and supports it. II. Frymer’s Electoral Capture and key empirical findings Frymer defines and explains his electoral capture theory, where black voters are often considered a minority and ignored that Democratic Party leaders refuse to acknowledge the numerical support cast by black voters. He observes that the party does not give due recognition to black votes even though their votes â€Å"have often been crucial in (winning) national elections† (p. 10). He added that â€Å"opposition party leaders have generally been reluctant to even make general political appeals to blacks† (p. 10) even when they have expressed interests in transferring membership to the opposition. Marginalization starts with party leaders. Frymer argued that for party leaders, there is a negative effect on appealing to black voters and that, â€Å"public appeals to black voters will result to national electoral defeats†. This for him is the primary reason for electoral capture, where marginalized groups become even more marginalized as their interests are not represented in the legislative arena. Frymer cited several examples in the country’s political campaign and election history to support his statements. One is the November 1992 elections, where the Democratic

Joe dimaggio's life and significance in his era Research Paper

Joe dimaggio's life and significance in his era - Research Paper Example In 1936 DiMaggio joined New York Yankees and he played for them till 1951 (Anonymous. â€Å"Life Story†). Yankees managed to win nine championships by using the leadership and class of DiMaggio. He is the only player who was an important part of four world champion teams and eventually these were his first four fulltime seasons (Anonymous. â€Å"Life Story†). This is an incredible record in the history of North American sports. DiMaggio’s skills were incomparable and to honor his potentials he was chosen as the most valuable player of the American League. To his fans he was known as â€Å"Joltin’ Joe†. Broadcaster Arch McDonald used to call him ‘Yankee Clipper’ for his gracefulness in the ground. In his career DiMaggio scored 361 home runs. Furthermore there are 389 doubles and 131 triples under his name. There were almost 4529 put-outs that involved DiMaggio. In the year 1954, DiMaggio was given place in the ‘National Baseball Ha ll of Fame’ (Dennis Gaffney. â€Å"Joe DiMaggio†). Off the field DiMaggio was not as successful as he was inside the field. As a person he was known to be a shy individual. Dorothy Arnold (Oomph Girl) was his first wife, but their marriage crumbled after three years. He took retirement in 1951 and worked as a commentator, but unfortunately he was not liked very much. Then he worked as a coach as well as vice president of Oakland Athletics (Dennis Gaffney.

Energy drinks effect Research Paper Example | Topics and Well Written Essays - 500 words

Energy drinks effect - Research Paper Example The main loss of water from the body is due to perspiration According to various studies if one loses water up to two or more percent of ones body weight (water makes 60% of the body weight) due to sweating (If a man/woman weigh 50 Kilograms and if s/he loses one liter sweat), that will lead to a drop in blood volume. This will force the heart to work harder to pump the blood through the arteries. This is the extreme situation of dehydration. This leads to muscle cramps. The functioning of the brain heavily depends on water. Thus dehydration affects the brain leading to fatigue and dizziness. If not re-hydrated immediately this situation may even lead to heat illnesses like Heat Stroke and Heat Exhaustion. In addition to excessive sweating, other causes of dehydration are inadequate fluid intake, failure to replace fluid losses during and after the exercises, working out in dry hot weather, in the open, and drinking only when one is thirsty. There was a time when water was the only or one of the few sources of hydration. But water as a hydrant was found to have a lot of limitations. The major draw back of water as a hydrant is that it doesn’t replace the salts or electrolytes lost during perspiration. Water easily quenches thirst even before the body gets re-hydrated. Only few people like the taste of the water; most find the taste relatively bland. More over, drinking too much water can, though rarely, cause hyponatremia or water intoxication. It was these limitations of water as a hydrant that forced researchers to develop energy drinks especially for sports. Energy drinks or Sports drinks with their typical sweet-tart taste combination don’t quench thirst. So one is likely to drink larger volumes of energy/ sports drinks, compared to water which helps to maintain a better level of hydration. POSITIVE EFFECTS: Electrolytes or salts and Carbohydrates are the major components of an energy drink or sports drink. Protein is another component

Scholarly paper Scholarship Essay Example | Topics and Well Written Essays - 3750 words

Scholarly paper - Scholarship Essay Example Whether or not a law prohibiting smoking in cars containing minors could be passed in the US would ultimately depend on the law’s constitutionality under the Commerce Clause of the US constitution. The Commerce Clause allows congress â€Å"to regulate commerce with foreign nations and among the several states† and has long been an issue of political and social debate. The Supreme Court’s current standard for determining whether Congress has exceeded its commerce power can be subjective, making it difficult to predict constitutionality of proposed public health laws. However, the court has shown surprising willingness in recent cases to broaden the power of congress to regulate commerce in order to protect public health. Especially to innocent children confined to auto mobiles and who cannot protect themselves, as such a federal law prohibiting smoking in cars containing minors could be found constitutional. Furthermore, if congress were to refuse to take such a law into consideration, it could be possible for states, themselves, to regulate smoking in cars under the dormant commerce clause. This problem cannot be easily prevented by taking simple actions like opening of the car windows. This is because this action can change the direction of the air flow and as a result the smoke gets blown right back into the face of the child. What requires to be done is a law to be passed that prohibits smoking in motor vehicles. This can place stiff penalties to the offenders with the possibility that the parents can lose custody of their children if found engaging in the act. The level of exposure to secondary smoke by children is about 11% in the United States. This study was carried out among children aged below 6 years. It was also revealed that it was the parents who were the main source of exposure to their children, exposure by parents accounted for 90%. There was a new revelation in the research

Marketing case study of Ferrero Company Example | Topics and Well Written Essays - 1500 words

Marketing of Ferrero Company - Case Study Example To successfully penetrate the market Ferrero maintains a limited unique number of products manufactured and marketed at the highest quality possible. The company also seeks to understand the market properly by carrying out extensive test marketing of its products to avoid embarrassing marketing failures (Australian Trade Commission, 2012). Question One Ferrero Australian opened an online boutique that sells premium chocolate gifts packed in unique keep sake gift boxes. The online boutique was actualized due to consistent demands for Ferrero chocolate gift packs by customers for their chocolate loving friends and family. The gifts are customized, elegantly packed and contain a card for personalized messages (Ferrero Boutique, 2012). Ferrero decision to open an online boutique was a well thought marketing strategy in line with the changing consumer habits in Australia. The internet has become an integral and essential feature of the day-to-day social and business lives of billions of p eople around the globe and the internet economy is growing strong each day (Bughin et al., 2011). Ferrero Australia decision enabled many of its customers to have their desired products with convenience and efficiency as the internet enables customers to save time spent on shopping for gifts. Online stores makes it possible for consumers to make quicker decisions and shop as consumers can find time to perform ten searches online but only two searches offline for each purchase, with internet searches saving more time than physical directories (Chen, Jeon & Kim 2010). This boosts productivity for consumers, suppliers and manufacturers and translates into more profits. Through its online boutique store Ferrero customers in Australia are able to choose their preferred gifts with ease and the website offers price transparency, which is essential in developing customer trust and loyalty. This is because the online boutique service offers customers a reliable and stable source of gifts all year round with more consistency, which is a crucial marketing strategy to maintain customers. Using the internet to sell its products also offers the company the opportunity to advertise its high quality products all over the world. Their website helps to raise product awareness to a much more diverse customer base that spurs its sales volume. Bearing in mind that 90% of online users utilize search engines and internet searches represents 10% of the time spent by individuals on the web (McKinsey & Company for IAB Europe, 2010), it is possible for the Ferrero Company to expressly market its products to customers who are interested in chocolates in the web. This means that the company investment on advertising will pay off and lead to sales growth purely by using internet tools as it is possible to match the needs of customers, individuals, and organizations on the web requiring specific products. With the use of internet based transactions growing, one can confidently say the Ferre ro Australia online boutique store will continue to pull in more revenue for the company as people social lives and businesses continue to be more centered on internet use at home and during work. In addition to supplying its products all over Australia, the

Ebonics dialect Research Paper Example | Topics and Well Written Essays - 1250 words

Ebonics dialect - Research Paper Example The better understanding of a language does not come through following the strict rules that prescribes how the grammar and structure of the language should be applied. The understanding of language clearly sets in, when the learners â€Å"choose not to follow the prescriptive usage† (Curzan, 870). There is dispute on the fact that learning to apply the rules of Standard English language is essential, most especially considering that it is the formal and official language that is applied in business meetings, news reading and in different other global social and political platforms. In addition, the education, general publications and any other formal documents also apply Standard English (Curzan, 873). Thus, there is no doubt that there is a need for learners to understand the application of the Standard English, if they are to become effective communicators beyond their current classroom contexts. However, while teaching the Standard English language, it is only essential th at it is not applied as the standard of measure against which other non-standard or derivative English languages should compare their grammar and sentence structure. This position has been advanced by Anne Curzan, who argues that it would certainly be wrong pretending that â€Å"written Standard English is above question† (Curzan, 871). This essay, then, aims to emphasize that it is the social perception, as opposed to the inherent superiority of a language, that gives language its meaning. According to David Wallace, the essence of a language rests in its prevalence over everything and its applicability everywhere, such that the grammar purists, whom he also refers to as snoots, have a more glorious moment than the computer nerds (Wallace, 48). This argument serves to drive to the point that language derives its meaning from its applicability, more than from the actual fact that it is a superior or inferior language. Therefore, Wallace then holds that the application of

Presidential vs. Parliamentary Government Essay Example for Free

Presidential vs. Parliamentary Government Essay Every nation, ever since the dawn of civilization, has always had some form of government. It is of necessity rather than need, as a nation without one will always result to anarchy. Today, two of the most popular and well-known forms of government are the presidential form of government and the parliamentary form of government. Each form of government has its own pros and cons, and the debate of whether one is better than the other has long been a subject of discussion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The main difference between the two forms of government is how the extent governmental powers are distributed and/or separated between branches of the government, and whether one branch has or does not have power over another. In the presidential form of government, political and administrative powers are distinctly divided between the executive branch (the President), the legislative branch (i.e., the congress/senate), and the judiciary branch. The powers vested in the executive branch is usually balanced against those given to the legislature. Laws and bills are made by the legislature and it is the executive branch which enacts it. The President has the power to veto the bill, preventing its execution, but the legislature may override the Presidents veto, provided they can gather enough votes to do so (â€Å"Parliamentary versus Presidential governments†). This serves as a check and balance for both branches, ensuring that one does not overpower the other.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the parliamentary form of government, however, there is a fusion of power between the legislative and executive branch. This is mostly due to the fact that the head of government, the Prime Minister, is voted into position by the legislature, which is often mostly composed of the ruling party or coalition. Hence, almost always, the constituents of the executive and the legislature branches are the same (â€Å"Governing Systems and Executive-Legislative Relations†).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The terms of office for both heads of the government also varies. In the presidential system of government, the President serves a specific, defined term. In the parliamentary system, the Prime Minister stays in power for as long as he or she has the support of the majority of the legislation. Political parties also hold less of an impact on the presidential system than on then parliamentary system since the President can still be voted in office regardless of whether his or her political party is a minority or not. In parliamentary system, its almost always the ruling party which holds dominance over the outcome of the election of head of government.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Given the choice, from the points stated, I would rather be a citizen of a country ruled by a parliamentary government, like the United Kingdom. There is more cohesion and unity given the fact that the legislative and the executive powers come from one ruling, common party. This would mean that bills are passed much quicker. Also, ethnicity, race, and ideology wont be much of a conflicting factor, especially for a very diverse country, since power is equally divided amongst the legislators, and not just focused on one (e.g. the President). Lastly, a study conducted by the World Bank has found out that a parliamentary system is associated with lower corruption (Lederman, Loayza, Soares, par. 1). Works Cited â€Å"Governing Systems and Executive-Legislative Relations.† UNDP: Governance: Political   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   systems and their impact on Governing Relations. 2006. 18 December 2007.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.undp.org/governance/docs/Parl-Pub-govern.htm Lederman, Daniel and Normal Loayza and Rodrigo R. Soares. â€Å"Accountability and   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Corruption: Political Institutions Matter.† World Bank Policy Research Working Paper No. 2708. 2001. 18 December 2007. http://ssrn.com/abstract=632777 â€Å"Parliamentary Versus Presidential Governments.† eSSORTMENT. 2002. 18 December 2007.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://mi.essortment.com/presidentialpar_rket.htm

Criminal law: Treating a child as an adult

Criminal law: Treating a child as an adult A 15 year old commits a crime, depending on the seriousness of the crime, that child should be treated as an adult. Children in the past have been given many but not all of the due process protection that is recognized in adult criminal courts, so why cant children be treated as adults if they get certain advantages that adults get. Juvenile courts have many of the same rights as adults such as the right to a hearing. Juvenile offenders are typically treated as a special group. The courts soon realized that children could commit serious offenses therefore the juvenile courts created a procedure to transfer the case to the adult criminal courts. Nearly all states have provisions where if a juvenile who commits a serious felony can be prosecuted as an adult. This provision is called â€Å"concurrent jurisdiction† where the prosecutor can decide if the case will be moved to the adult courts. Statutory exclusion means that the legislature can require that certain serious crimes that involve juveniles can be tried in the adult court system instead of leaving it up to the prosecutor or the judge to decide how the case will be taken care of. In 1994 at least 13 states required that certain juvenile cases should be handled by the criminal courts. The case of the sniper shootings in the Washington D. C. area involved Lee Boyd Malvo who was 17 at the time of the shootings. Malvo was tried as an adult for capital murder and was sentenced to life without parole. One percent of juvenile cases are waved to the adult criminal court each year. Juvenile crimes lead to more serious crimes. Therefore the juveniles need to be stopped by being treated as adults and getting worse punishments than they would if treated as a juvenile. Both Bill Clinton and Robert Dole urged that juveniles charged with violent crimes be tried as adults, removing them from the protective confines of juvenile court proceedings. Courts are going back and looking at court cases that involved juveniles getting sentenced to life without parole. In 2009 the Supreme Court looked at two crimes (Graham and Sullivan) involving juveniles that committed crimes that should not have sentenced them to life without parole. They will be deciding whether life without parole sentences for juveniles is unconstitutionally harsh. Florida is one of six states to charge juveniles for non-homicide crimes. â€Å"An estimated 2,570 juvenile defendants in the United States are serving life without parole sentences, nearly all are homicide related. Of the 111 juvenile defendants who committed lesser offences such as Graham and Sullivan, 77 of them are in Florida p risons† (USA Today, Nov. 10, 2009). The Supreme Court ruled that sentencing a juvenile to life without parole for a non- homicide crime is unconstitutional. There was a 5-4 decision on this ruling. Justice Kennedy states in his majority opinion â€Å"Gives all juvenile non-homicide offenders a chance to demonstrate maturity and reform. The juvenile should not be deprived of the opportunity to achieve maturity of judgment and self-recognition of human worth and potential† (EJI). In 2010, a state judge in Michigan sentenced life without parole to Dakotah Eliason who was convicted of murdering his step grandfather. Dakotah was 14 at the time of the murder. The defense said this sentence was cruel and unusual punishment and violated the 8th Amendment. â€Å"Long-standing and unchallenged precedent establishes that when a juvenile is convicted of killing another human being, a life-without-parole sentence does not violate the Eighth Amendment,† says Judge Scott Schofi eld who was the judge in the Eliason case (WBST.com, October 25, 2010). An article dated May 1995 states that the public is alarmed by the increasing number of juvenile violence. Between 1982 and 1992 arrest for juvenile violence doubled. If people were afraid of the increase in juvenile violence in 1982 and 1992 then what does that have to say for the violence now. Juvenile violence may not be as high as it was in the late 1900s, thats most likely because in the late 1900s security wasnt as serious as it is now. Juveniles in the late 1900s had a better chance of getting something that they should not have in their possession than in 2011. In 1987-1993 politicians started using the phrase â€Å"adult crime, adult time.† A May 2010 article mentions that juveniles cannot be sentenced to life in prison without committing non- homicide crimes. Attorneys explain that juveniles cannot be convicted of a crime that they cannot control because their frontal lobe has not fully developed. The frontal lobe is responsible for reasoning, impulse control, and planning. A study was done at the New York University School of Medicine that shows that the frontal lobe is one of the last areas to reach maturity. It matures around age 20 or beyond. The 26th Amendment changed the voting age from 21 to 18, therefore most states lowered the age of adulthood to 18. Juvenile courts were designed to save children from the damage that could be caused by holding them with adult offenders. Studies show that transferring juveniles to adult courts is not an effective deterrent of further criminal activity. In 2005, the Supreme Court banned use of the death penalty against minors in all cases. In 2009 the Just Kids Partnership found that the adult court system teaches teens to become violent criminals, subject them to sexual and physical abuse and waste taxpayers money. Problems at home could have contributed to the child committing the crime therefore the courts should look into the juveniles family background. Studies show that juveniles who are tried as adults are more likely to commit another crime than those tried in the juvenile court system. This means that it is more effective to prosecute all juveniles in the juvenile court system. The government should treat children as adults depending on how serious the crime is. Example: if a 14 year old murdered someone and it was not self defense then yes the child should be treated as an adult. Lock up only the most serious and most violent offenders. Kids that commit crimes such as murder or terrorism should be tried as adults not kids that are property or drug offenders. If children want to try to be grown up or are trying to grow up to fast then they should be treated like an adult if they want to act like an adult, like the phrase says â€Å"adult crime, adult time†. The only reason why a child should not be treated as an adult is if the crime is not serious enough or if the child has family or school problems or psychological problems then the courts would have to take a whole other approach. If people are concerned that teens being sent to jail with adults is critical to their health then the Government could build a building for teens that get tried as an a dult and sentenced to jail time. Even though this will use tax money, it is better than putting kids into a jail that may not suit them. Also the kids will get more attention and learn to make better decisions if they ever get out of jail. This building will serve the purpose of the juvenile courts for those juveniles that committed serious crimes which is to rehabilitate, not only punish which is what the adult courts are used for. Since courts are now going back and looking at court cases where juveniles were sentenced to life without parole this means they will be letting some convicts out on good behavior or put them in the right facilities. These convicts that the courts are letting out are not murders but they still committed a crime. That is just like letting a 45 year old out for good behavior when he assaulted someone when he was 34. America is suppose to be a safe place, but if we have murders getting let out of jail and roaming the street who knows if they will strike aga in even if they were convicted when they were a juvenile. If the frontal lobe does not mature until into young adult hood than the Government should raise the age of juvenile court jurisdiction till the age of when the frontal lobe is scientifically proven to be fully developed. So then courts can be sure that the convicted persons brain was fully developed and they were fully aware of what was happening and what the consequences should be. The Government should also construct a document that says that you will still be considered a juvenile if you are under the age of 18, but if you commit certain serious crimes while under the age of 18 you will be treated as an adult. Most criminal activity happens after school hours and on weekends in the evening. Schools could help with the crime rate by offering more school activities that do not cost money to be in or are offered for a low cost. Then students would be less likely to commit a crime especially if they are an officer of a club or on a team that they represent in and outside of school. There are pros and cons to whether or not a child should be treated as an adult but if we do not stop the crime rate in children than the crime rate in adults is going to rise because once those children get older their crimes will most likely develop into more serious crimes. Juveniles are â€Å"different† than adults. Juveniles are not as mature as adults both physically and mentally but that does not mean they should not suffer the same consequences as adults. People always say children are the future but if we do not welcome them to the real world and make them realize that the decisions and actions they make have consequences than they will have no future and will not be able to make it through life.