Scientific literacy Essay Example | Topics and Well Written Essays - 1750 words

Scientific literacy - Essay Example 81). This paper explores some of the reasons why scientific literacy is not important in all subjects. My personal experience demonstrates that scientific literacy should not be incorporated in every subject of study, instead students should be allowed to study their areas of interest scientific or otherwise. For instance, I was hardly interested in the study of organic foods until I came across a recent feature on the news. The feature was scientific in nature and caught my attention owing to the fact that I found it interesting and educative. The feature focused on a Chinese based company known as "Bai Wei Yua" and specialized in agricultural trade. The company is involved in the sale of organic products and vegetables. However, recent reports have revealed that the company the company buys regular fruits and vegetables and packages them as organic products and sells them at inflated prices. This is ethically wrong as the company dupes the customers into thinking that they are buying organic products. "Bai Wei Yua" uses the appropriate procedures to produce and trade the organic products that is highly impressive. However, they are wrong in labeling regular foods as organic foods. I was stunned to realize that a legitimate company was packaging regular fruits and vegetables, packaging them as organic products, and selling them to the market at high prices. This issue aroused my curiosity in the topic of organic foods. I was more interested in government regulations and policies with regards to organic foods. This case study shows that individuals should be allowed to pursue the kind of scientific knowledge they are interested in pursuing. Mara, a thirty one year old woman who works as a technical worker holds a different view with regards problems of immunity. She has had a personal experience as she was a caregiver to a sick friend and all her college roommates died of AIDS. She was

DinkaAgaar of South Sudan Essay Example | Topics and Well Written Essays - 750 words

DinkaAgaar of South Sudan - Essay Example Information was also given to Deal by various government officials and military officers, to try and determine the root and level of the violence and torture experience by the DinkaAgaar. Perhaps the most central concept of the research is that of Cieng. This is, as a noun, â€Å"human relations, conduct, behavior, habit, personality, custom, law, rule, way of life, culture, essence, and nature† (Deal, 2010, p571) and dictates the reason behind much of the violence within the group. The definition of Cieng seems to be the object of study in much of social anthropology, and the fact that it plays such an important role in the group dynamic explains the reasons for much of the behaviour. Deal (2010, p571) suggests that the importance of Ciengensures that the good of the group outweighs the good of the individual, and therefore, some of the torture and violent behaviour continues as it is thought to be an important part of Dinka culture. The main approach used by Deal (2010) is t hat sanctioned by Malinowski; fieldwork, taking the time to get the ‘native’s perspective’ through participant observation and communication with the members of the tribe. Torture and other forms of violence may seem unsavoury to an outsider, but when torture â€Å"appears to be a manifestation of deeply held perceptions of self and society within the people one studies, the calls to intervene are not so sharp† (Deal, 2010, p571) and an anthropologist needs to be sure not to use personal ethical frameworks on the tribe in question. This is perhaps the most appropriate methodology to use when studying such a culture. 17 months is a long period of time to be conducting fieldwork, but perhaps is needed to gain the trust of the group and a true appreciation for their lifestyle. Going in and collecting surveys full of quantitative information can be useful in some approaches, but may be likely to give bias. Deal (2010) was incorporated into the society and was even given a Dinka name by which he was addressed (p566), and as such it is certain that there was a certain level of trust in the researcher by the group. This is not without its failings, as there may be a situations where the group is misrepresented by the researcher due to sympathetic bias. However, it seems more appropriate than using a Western framework on a distinct culture. Additionally, Deal listed the types of information he gathered during the fieldwork period, and these were numerous and came from a number of different sources, so it seems certain that the majority of the research was free from particular bias (Deal, 2010, p564). As the research here focuses on the use of violence and torture as part of the justice system, the most interesting thing to be learnt is about the use of different moral and legal codes by the Dinka people. The use of violence within this tribe must only be seen from their social perspective, as they use violence as a means of starting war, rev enge, and justice (Deal, 2010, p567). Torture is also used to exacerbate the differences between the Dinka and the neighbouring Nyueii, as well as a punishment from indecent contact with these rivals (Deal, 2010, p566). Violence is part of the Cieng defined and used by the Dinka, and it is used to define ‘us’ from ‘them’ in the tribe. In conclusion, this research uses a wide range of material to illustrate the use of violen

Corporate Social Responsibility in the ICT Industry

Corporate Social Responsibility in the ICT Industry 1. Introduction ICT industry has experienced rapid growth characterised by strong competition in which companies are increasingly focussing in improving their core competencies such as innovation, marketing, and branding to maintain competitive advantage. Manufacturing and supply chain are usually outsourced to developing countries; leading to complex multi dimensional relationships between companies. To maintain operational efficiency companies a lot of times dont pay heed to environment and low power stakeholders such as employees, NGOs etc., and therefore lack a systematic CSR (corporate social responsibility) framework. According to a finding by Forrester Group (Figure 1), 34 % of organizations are now pursuing a CSR action plan and about 13% have already implemented one (Forrester, 2009). CESR framework enables identification of root causes of issues, establishes remedial processes and supports continual improvements. Companies already use business management systems (BMS) and utilizing CSR man agement standards such as ISO 26000 and ISO 14001 should not be difficult to adapt. These standards will act as performance indicators for companys CSR. Having an integrated approach towards business and CSR ensures companys long term viability by not only addressing environmental and societal issues but also developing business process, improving quality, and controllability. This paper will show that despite organizations being reluctant in realizing the not so visible returns by investing in CSER, it is increasingly becoming critical to incorporate the social and environmental strategies within the business structure. This paper analyses the major challenges, root causes for these challenges faced by ICT industry, and concludes by recommending a series of procedures that can be adopted by companies to ensure their viability and sustainability in the present and future. 2. Prevalent CSR issues in the industry The major CESR (corporate environment and social responsibility) issues identified in organizations, especially in developing countries that manufacture 45% of all ICT products are excessive working hours, worker health and safety, poor employer-employee relationship, e-waste and pollution (Janco Associates Inc., 2009). 2. 1 Poor employee engagement Many workers in the ICT industry, especially in the manufacturing sector, are hired regularly on short term contracts and laid off at the end of their term. Under this set up employers get away without hiring full-time employees; thereby, avoiding higher wages and benefits, which would have been incurred otherwise. This happens quite often in developing countries such as China and Philippines. This prevents workers from actively partaking in companies growth and decreases loyalty. In addition, the manufacturing industry is plagued with workers having to work mandatory overtime in order to meet high production demands at varying times. This requires flexible as well as long working hours for employees. In many developing countries, workers are threatened to be fired in case they do not comply with these work schedules. Long working hours can also be highly detrimental towards the morale of the workers and hurts the motivation of the labour force. 2.2 Health and safety issues (U.S. Geological Survey, 2008) Majority of electronic products manufactured by ICT industry contain some form of hazardous substances. Workers in developing countries are constantly exposed to these materials that pose significant risks to their health hazards. According to Ladou (1994), ICT manufacturing workers are exposed to more toxins than workers in the chemical or pesticide industry are. 2.3 Electronic Waste (E-Waste) One of the greatest environmental issues the ICT industry currently faces is inconsistent e-waste policies adopted not just by companies but governments across the world. http://www.pcij.org/blog/wp-content/uploads/2008/10/e-waste-dumping-routes-large.jpgFigure 2: Sources and destinations of e-waste Due to rapid technological developments and newer design models of cell phones, the average lifespan of a cell phone is only 18 months in OECD countries (U.S. Geological Survey, 2008). This creates tremendous amounts of e-waste generated that is exported in tonnes on a daily basis to developing countries. Many times this waste is exported under the category of workable conditions though it is dysfunctional. Many recyclers are not certified and do not follow environmental or social standards to recycle. Figure 2 identifies sources and destinations of most of e-waste. It is unsurprising to see that developed nations are using developing countries as their e-waste graveyard. Most companies use third party contractors, who form part of a nascent industry, to handle product disposal and recycling. 3. Root-causes of the challenges in the ICT sector Information and Communications Technology (ICT) companies are constantly bombarded by protests from the public, non-governmental organizations (NGOs) and governments with respect to their inattention towards social and environmental responsibilities. There are several reasons why these companies are unable to adequately execute their aforementioned responsibilities. The following paragraphs will highlight some of reasons and identify the root causes of the challenges ICT companies face in this regard (FIAS BSR, 2007). 3.1 Significant upfront costs without tangible benefits According to FIAS and BSR (2007), ICT companies are constantly challenged by issues of feasibility when considering an investment to promote their corporate social responsibility (CSR), due to the uncertain return on investment (ROI). Financial return through CSR is usually intangible and therefore difficult to keep a track of and measure, hence heightening the risk perceived by managers. However according to FIAS and BSRs (2007) survey, investments in CSR can result in lower employee attrition rates, increased process efficiency, healthier business relationship with customers and high influx of customers among other various benefits. Nevertheless, the perceived financial uncertainty inherent in CSR investments leads many companies to overlook the benefits highlighted by the aforementioned survey and simply regard it as a long term strategy with no guarantees. Some companies wait to become late adopters until the impact of CSR is tested and tried in their industry before incorporatin g it within their business model. 3.2 Heavy investments FIAS and BSR (2007) found out that companies implementation of a CSR strategy could increase costs by 3-5% or perhaps even more, in addition to costs incurred through the adoption of new equipment and technologies to promote better environmental or health and safety practices for example. As well, the management has to invest time, effort and other resources to perform training and develop internal policies. These factors add to the uncertainty and perceived burden of CSR investments and may further act as deterrents for companies to invest significant resources. 3.3 Complexities related to overtime Unmanageable excess overtime is one of the greatest CSR challenges ICT manufacturing suppliers face. According to FIAS BSRs survey (2007), a significant number of suppliers believe that they could fulfill all CSR expectations except excess overtime. The major reason behind this issue is overtime decisions are outside of the suppliers control. The manufacturing industry faces a lot of fluctuation in manufacturing demand that results in a lack of predictable product volumes. Other factors such as changes in the workforce, fluctuations in raw materials prices, evolving labour and environment laws, and even last minute changes in customer orders complicate this process. While companies do make efforts to responsibly manage workers work-life balance, in the case of suppliers that hire hundreds of thousands of workers, this process may well be extremely challenging. 3.4 Implementation of CSR expectations in supply chains The CSR efforts of multinational corporations (MNCs) can multiply significantly if they realize the importance of motivating and convincing all of their supply chain partners within the hierarchy to adopt responsibility towards the community and environment they operate in. However, this can be very challenging and companies typically feel responsible for only towards their next suppliers performance and are not aware of suppliers activities down the supply chain. MNCs outsourcing into developing countries bear the responsibility of ensuring that their suppliers conform to ethical values and international standards 4. Recommendations Leading organizations have embraced a leadership role in CSR initiatives because they realize that by investing in the community, the environment, and its internal resources they create cost savings, competitive advantages and continued growth (T Systems, 2009). Central to any companys success has been a very trusting working atmosphere that involves open communication between employees and management. Initiatives such as daycare services, preventive back pain workshops, support programs for smokers and subsidized healthy food and gym programs have helped in promoting active employee engagement. Various companies are actively involved in helping non-profit organizations with financial and non-financial measures. A lack of gender diversity, specifically women in the workforce is a constant challenge for the information and communication technology (ICT) industry as a whole as over 80% of the industrys workforce is male. Another issue is environmental awareness among employees, customers and its supply-chain. For example, employees may not be adopting proper recycling practices or cutting down on wastage. Customers may not be eager to adopt virtualization, which is a technology that enables more efficient server energy use, because of a fear of privacy breaches. Similarly, with regards to the supply chain, large e-waste problems may not be addressed adequately, leading to large amounts of waste due to constant hardware turnover that is irresponsibly disposed in the developing world, thereby contributing to pollution and possibly negative health outcomes. Great changes can be brought by adopting small initiatives throughout the industry by every company. Eventually these changes will become the norm of the industry and perhaps transform into standards and laws. Implementation of a split focus between environmental, and internal and external social initiatives is essential to satisfying all key stakeholders. The following table highlights some of the positive and negative aspects of adopting such an approach: PROS CONS Builds and maintains brand image Consolidates approach and addresses key areas of corporate concerns Can choose from a wide array of projects No catch-up required for upcoming industry/regulations for environmental/social practices Satisfies all stakeholders needs High resource needs Splitting corporate focus Takes focus away from customer acquisition Therefore as the table indicates, this option addresses both social and environmental factors; however it lessens the overall effect on both areas compared to if they were pursued individually. 4.1 Create an enabling ICT policy framework that incorporates a holistic CSR strategy within the business model Companies need to create and integrate a CSR strategy within their existing business model to be able to fully engrain CSR into their company. This strategy recognizes and addresses issues independently on a priority basis. Every company will find different issues it needs to address; for instance, a chemical processing plant will have to find the best possible way to dispose off waste responsibly, whereas, an electronics manufacturer will address the issue of toxic metals being used in production. Once the company is able to establish and adhere to its CSR mission, it then can communicate these values among its supply chain and members of the ICT industry. The goal is to adopt a strategy that maximizes sustainability in the following areas: brand image, stakeholder satisfaction, and long term viability. 4.2 Create incentives for suppliers Suppliers consider incentives from customers as being a strong motivator to improve their CSR performance. Therefore, companies should determine which incentives would help their suppliers perform better in meeting CSR expectations. Some examples of incentives could be a combination of longer contract terms, increased purchase volumes, higher prices and public recognition through awards and certificates. The amount of incentives can be linked to different levels of performance shown by the suppliers. Companies need to realize that providing these incentives may hurt their profits initially, but in the long run the advantages derived from better CSR performance, such as less need for monitoring, reliable supply chains, diminished risk to brand image, improved product quality, and better operated facilities, could potentially counter the initial reduction in profits. 4.3 Implement Standard industry-wide codes A common industry standard is essential to guide and monitor compliance for companies. Codes such as the Electronics Industry Code of Conduct are universally identified and accepted as being a tool to improve processes and methodologies. Additionally the presence of one industry standard increases documentation and reporting efficiency as there will be less duplication, inconsistency and confusion. 4.4 Conduct audits for improvement rather than compliance Companies perform audits merely as a responsibility to get over with. However, audits are to serve as a learning opportunity by identifying issues and areas for improvement. Audits should be able to not only tell companies the degree of compliance with the standards but also give a larger picture of companys fulfillment of its commitment to CSR. Following the audits company can arrange training sessions to remedy the weaknesses identified in the audits (FIAS BSR, 2007). 4.5 Involve and implement responses from all stakeholders In order to achieve this, companies can implement the CSR strategic process that TELUS has been able to utilize successfully. This process engages internal and external stakeholders to develop a CSR strategy that is continuously reviewed and realigned to achieve results. Involving stakeholders during various stages of strategy incorporation enables development of a wholesome strategy, which satisfies needs of all social and environment aspects. Typically, NGOs and environmentalists are not involved in companys CSR strategy framing, thereby, limiting companies performance in green sector. CSR 4.6 E-waste Management System With regards to e-waste management, the goal is to find a clean, economical and constructive means of disposal. As such, the adoption of an e-Market for Returned Deposit system similar to the model outlined by Kahhat, Kim et.al is recommended (Kahat, Kim, Xu, Allenby, Williams, Zhang, 2008). This system will consist of the development of a database that will act as a forum for suppliers and organizations looking for cheap, reusable and recyclable hardware. This database provides suppliers with an outlet to dispose of their grandfathered and unusable hardware in a responsible and economic way. As well, e-waste disposal companies (who meet WEEE standards) could access the forum to look for hardware that they may need. There could also be a separate section for donation to schools and non-profit organizations. The hope is that this forum will help shrink the digital divide and decrease pollution from e-waste. This site would be directly influencing their customers as well as their suppliers to dispose of their e-waste in a constructive and responsible manner while assisting in the further development of the communitys technological know-how, thereby shrinking the digital divide. Finally, companies can begin offering their expertise in environmental efficiencies in order to create an ethical supply chain. This process will start by educating suppliers and moving on to educating other organizations and may represent a future revenue stream. 4.7 Employee Engagement As part of an initiative to increase employee engagement while addressing companies strategy of socially responsible behaviour, the development of a cross-functioning CSR Task Force in every company is recommended. This groups mandate will be to initiate, develop and implement new CSR initiatives designed to enhance and add to the companys current CSR strategy. A senior management director, who will act as a facilitator for the committee, will champion this task force. Beyond this role, he or she will act merely as a symbolic head of the committee. The idea behind this arrangement is to ensure that upper management is kept abreast of homegrown ideas and developments and to make sure they remain engaged in the overall CSR strategy. Members of the task force will be employees selected from different functional areas of the company. Intra-company elections will be held on an annual basis to select a committee head (non-management), who will be the main driver and coordinator of new CSR ideas and strategies. By having non-upper management employees lead this task force, a way for employees to gain valuable leadership experience will be realized. Cisco Systems has implemented a similar program and to date they have experienced very successful results (Creary, 2010). This project allows Host Europe to engage its employees and involve them in a strategically important initiative all while reaping the benefits of new and innovative CSR ideas derived from a CSR think-tank at a low cost. Such a task force will also act as CSR consultants that hopefully will educate and help implement CSR strategies that mirror leading companies strategies up the supply chain. Depending on how the CSR consultants are received by suppliers, there is potential that this could become a new revenue stream as suppliers try to reach the customers position. In order to encourage engagement from all employees we suggest that, in conjunction with the newly appointment CSR Task Force, companies begin an employee efficiency reward system where employees are rewarded financially for the degree of environmentally efficient measures they take. These measures would be decided by the CSR team and could include anything from car-pooling to personal contribution to community programs geared at environmental clean-ups, to outside education of local businesses. Employeess CSR commitment can be measured in their annual performance review. At the end of the year, the CSR Task Force can vote on the top CSR performers at the company and bonuses can be given out to them. 4.8 Focus on Diversity To address the lack of female representatives in the ICT industry, companies can seek membership in local female associations like Organization of Women in International Trade (OWIT) and Association for Womens Rights in Development (AWID). These organizations concentrate on developing womens technical skills, offers networking opportunities, career guidance and increase awareness and interest in the field of ICT. Through these channels, companies can attract top students to through internships or executive hiring programs. Other senior female executives in the ICT industry can act as champions for the overall initiative by participating in information sessions, mentorship programs and initiatives like job shadowing. 4.9 Effective Human Resource Planning To ensure that the company has the right people in the right place at the right time, I would suggest the adoption of Strategic Workforce Planning (SWP) (Conference Board of Canada, 2009). This involves identifying hiring needs based on the projects companies plan to undertake in the next 3-5 years, evaluating their options to fill those positions based on skills, identifying gaps and finally developing a plan to tackle them. SWP will help companies meet talent needs based on different market conditions, account for new opportunities and projects that may be implemented in that timeline. The SWP incorporates initiatives that develop talent internally as well as develop a recruitment plan to attract external talent. 5. Conclusion CSR needs to be fundamentally integrated into business operations and relationships. In many companies, CSR is the absent link that could potentially help companies grow responsibly and sustainably along with its stakeholders. Increasingly CSR is becoming more and more critical to a companys success as customers become more aware of their surroundings. Deployment of CSR adds incredible value to a companys business while also supporting communities and the environment. Adopting CESR policies will also equip companies to readily conform to impending legislations and regulations and organizations will be well prepared to comply with standards. During the process of implementing these CSR initiatives, companies should start with easily adoptable features such as energy efficient usage of resources at work. Many of the recommendations made in this paper do not require extensive capital commitments; rather, attitudinal changes in the way companies operate. Other recommendations however, su ch as building energy efficient data centres and other ICT infrastructure, may require a considerable amount of time and financial investments (Fernando Okuda, 2009). Through partnership, organizations can encourage and support one another to adopt and adhere to their commitments. If systematically approached and consolidated, these initiatives will definitely provide companies with excellent and far-reaching improvements (T Systems, 2009).

Embodying Ecofeminism Essay -- Ecofeminism Essays

Embodying Ecofeminism I felt a little strange the first day I walked into our class, mostly because I was somewhat of an outsider in a group who seemed to know each other. I sat down and listened as class began. I found it hard to focus on what was being said. Words seemed to rise and fill the room without creating any form that I could recognize. I listened hard and tried to engage myself in the dialogue. Some of the other students seemed involved, some resistant, trying to argue their own space into the dialogue. Sometimes ideas would surface that would resonate with me and pull me in; I could see that both students and professor cared deeply about the things I valued most. Yet, somehow we did not tap my core of questions with the theories and frameworks we used. Logical arguments assigning ethical values to objects, abstract theories that universally prescribe for every situation, disagreement and defense, philosophical examples of extreme situations of morality that described violence, incest, rape . . . with all these things I felt more and more alienated from the group. I, an opinionated and outspoken woman, felt silenced. Surely the group would welcome my contributions, but why did I feel so stifled? How could a discussion of ethics so completely embody what to me is unethical? I should have known that even something so intense and personal as values could be pinned down and violated by patriarchal Anglo thought. If I were a survivor of sexual abuse, I certainly would have fled the classroom, never to return, feeling violated once again, due to the needless description of violence and rape in the philosophical examples. This, a perfect metaphor for the use of conceptual frameworks which value patriarchal-style rational... ... use. It is not sufficient to discuss oppression and injustice in one section as separate from the other topics we explore. In every issue we will encounter marginalized groups who are victims of environmental injustice, and I fear we may be tempted to blame them for environmental devastation. In reality, they may know part of the solution we seek. I would also ask that we expand the frameworks we use to include non-dominant frameworks, so that members of our class are not systematically alienated parallel to the groups we may discuss. Let's keep in mind our context, as students living in the upper-middle class, Anglo, patriarchal society of an elite college, as people who are born into conferred dominance. I think we will be able to discuss environmental ethics in a way that is inclusive, pluralistic, contextual and holistic, as recommended by ecofeminist thinkers.

Japanese Employment Practices

|International EMPLOYMENT RELATIONS | |TO WHAT EXTENT THE JAPANESE EMPLOYMENT PRACTICES HAS CHANGED AFTER THE ECONOMIC CRISIS? | | |[pic] | | | |SINTHIA NOVA | |Student ID – 2724881 | |14th May 2009 | Table of Contents INTRODUCTION3 TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM4 THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM5 1. Sources of change5 2. Lifetime employment6 3. Seniority-based Pay and Promotion System7 4. Enterprise Unions9 CONCLUSION9 REFERENCES10 INTRODUCTION In the post-war period, Japanese manufacturing companies significantly increased their share of the global market of automobiles (Automotive News-Market Data Book, quoted in Womack, Jones, and Roos 1991, 69) as well as achieving more than 50 percent of the world markets in cameras, video recorders, watches, calculators, microwave ovens, motorcycles, and colour televisions (Oliver and Wilkinson 1992, 5). Much of this success was attributed to the forms of human-resource Management found in Japanese companies (Abegglen and Stalk 1987; Clark 1987; Dore 1990; Tachibanaki and Noda 2000). However, during the period of Asian Financial crisis and economic recession for most of the 1990s, the typical Japanese features that supported comparatively high performance until the late 1980s came in for severe criticism. Considering the high performance of the US economy in the 1990s, Neoliberals, based on the universal relevance of liberal markets, argue that the Japanese model is dead, and that Japan must (and will) adopt the US liberal market model (Lindsey and Lukas, 1998; Lin, 2001; Dornbusch, 1998; Krugman, 1996). By contrast, many theorists of institutionalism, based on contextualized efficiency and path-dependent national patterns, claim that Japan continues its path-dependent national model due to its unique culture – taken for granted within the culture – the interconnectedness of institutions and agents’ efforts to utilize the comparative advantages of their institutions (Dore, 2000; Green, 2001; Isogai et. al. , 2000; Chesbrough, 1998; DiMaggio and Powell, 1983; Hall and Soskice, 2001). However, neither the neoliberals’ argument for simple convergence towards a liberal market economy nor the institutionalists’ claim for the continuation of the original Japanese model can explain the dynamic changes happening within the Japanese model at the turn of the century. In this report, the recent trends of Japanese employment relations will be examined. Two questions have been addressed here. First, why the traditional Japanese employment system has been changed. Second, to what extent has ER system has been changed? To answer these questions we will first examine the traditional Japanese model and then after considering some issues relating to the reasons of this change, we will analysis the current trends to find out the extent of modification in a number of typical ER practices. A discussion of the implications of these changes is then be presented, followed by the conclusion. TRADITIONAL JAPANESE MODEL OF EMPLOYMENT SYSTEM Japan is a complex, dynamic society that has undergone enormous change in the past 125 years, converting itself from a feudal state into a modern industrialized nation and an economic superpower. In doing so, the Japanese have been able to copy Western technology, science, education and politics, while still keeping their unique cultural identity. One distinct feature of Japan that separated it from other Asian countries was it collective culture which has been carried over to the companies (Kashima and Callan, 1994). As an employee, an individual identity’s with a larger entity through which one gains pride and feeling of being part of something significant, tying an individual's prestige directly to the prestige of his or her employer. Typically, the company is seen as a provider of security and welfare. To a large extent, loyalty to the company surpasses the family bond. The core principles of Japanese employment model is the so-called ‘‘THREE SACRED TREASURES’’ (sanshu no jingi) of Japanese management. 1)The lifetime/long term employment system (shushin koyo) The terms â€Å"long-term† or â€Å"permanent† employment are used synonymously to describe lifetime employment, which was established at many companies during the period of high economic growth during the 1960s. The concept of lifetime employment emerged as a result of the peculiar aspects of Japanese employer-employees relations that were supported by narrow labour markets during the post-w ar period when Japan experienced a labour shortage for the first time in her industrial history. This system developed and was established at many large and mid-sized companies during this period of high economic growth. With rapid technology innovation and expansion of businesses, large-sized companies hired inexperienced manpower directly from the labour market and through in-house training and development programs these workers developed various skills and techniques. (2)The system of seniority-based wage and promotion (nenko joretsu) Here status and seniority are tied to length of service, rather than to job duties or merit. According to this system, the decisive factors determining pay are the length of service, age and educational background, not the work performed. The system goes hand-in-hand with the lifetime employment. Traditionally, the seniority-based reward system had two different aims. The first was to advance an employee’s career and provide financial compensation based on a broad social considerations and personal qualifications, such as the age and education level of employees. The second was to make extensive use of non-cash fringe benefits for employees and their families. 3)Enterprise unionism (kigyobetsu rodo kumiai) Another important characteristic of Japanese employment relations are enterprise-based unions. In Japan, unions are organized at the enterprise level, collectively bargain with a single employer, and conclude collective agreements on the enterprise level. According to Inohara: â€Å"Enterprise-wide unionism specifically expresses the workplace in terms of union mem bership. In principle, it organizes all regular employees of a company indiscriminately into one union, i. e. it is an employee organization on the basis of where they work (company) and not what they do (occupation or skill). Such a labor union is not dominated by the company; it represents the workforce, and as such, enjoys appropriate prestige and benefits provided by the company. Relations between management and the union are between insiders, namely, all the members of the union are company employees. Intervention by outsiders such as industrial and national labor organizations, outside business agents, or attorneys is not tolerated. † THE CHANGING NATURE OF JAPANESE EMPLOYMENT SYSTEM Sources of change Prior to summer of 1997, the Japanese system guaranteed easy access to low-cost capital and raw materials was supplied by a loyal and devoted labour force (at the time of labour shortage) which facilitated market expansion. However, the market became saturated and the economy slowed down, these competitive advantages were turned into liabilities. Keiretsu banks found themselves saddled with bad debts from group companies, inter-group purchasing became barriers to cost reduction, and excess size of an albeit loyal labour force was viewed as a burden to struggling companies. Japanese companies were also reacting to the information revolution and were left behind by their American counterparts. Although, most Japanese companies have found change at a quick pace too much to ask they had to adopt foreign practices and policies in order to survive. Deregulation is another force for change. It has made Japanese markets more accessible to competitors, foreign as well as domestic. In heretofore-protected industries like financial services, distribution and agriculture few firms are prepared for the onslaught of competition and uncertainty (Lincoln and Nakata, 1997). The aging population also has clear implications for corporate employment relation practice. With an aging workforce, the permanent employment and seniority system burdens firms with rising numbers of higher-paid and less productive workers. Previously, these systems were more suitable to employers, since the steep seniority escalator resulted in less payment for the relatively young workforce and the permanent employment norm reduced the uncertainties and costs of high staff turnover. Furthermore, the transition to a service economy combined with socio-cultural and socio-economic changes has had a profound effect on Japan's employment institutions. Even though leading-edge manufacturers are still competitive, their contribution to Japanese domestic employment and income is shrinking, in favor of the emerging service sector as the next great engine of jobs and wealth. Employment practices of sales and service firms are different from those of manufacturing. Their younger workforce is more mobile, less committed to work and the firm. Furthermore, since the organization of work in service firms is less team based, individual performance is more easily evaluated. Also, occupational skills are valued over firm-specific skills, so that broad job experience becomes the main driver of wages and performance rather than loyalty to one employer (Debroux, 1997; Lincoln and Nakata, 1997; Ornatowski, 1998). Lifetime employment One of the distinct features of the Japanese employment relations system is lifetime employment. Japanese workers joins companies at a young age, and spend a larger portion of their life in the company compared to other countries. The figure below can show that Japanese workers in terms of length of service, average number of years and median years compared to workers in other countries was much higher . Table1: Comparative Length of Service [pic] Source: Adopted from Current Labour Economy in Japan. Notes: 1, 2 and 3: Average length of service based on OECD Report, 1995. Other figures from the respective country. From the middle of the economic crisis till 1990, there have been ongoing debates to reform the lifetime employment system. Company attitudes were gradually changing due to increasing labor costs, employees’ age, a growing rise in the number who unable to cope with the rapidly developing new technology and changing globalized markets. Employers now need staff with readily usable skills and workers who have specialized abilities in order to respond to stiffer competition and handle more complex specialized operations. The older workers employed with lifetime contacts are not able to adjust rapidly to new developing technologies typified by information technology. Many companies have begun to adopt more diverse hiring practices over past few years, taking on experienced employees in mid-career in addition to new graduates. Employers prefer to hire mid-career and non-regular workers both in large, mid- and small-sized organizations. The rate of hiring of midcareer workers in non-clerical positions is higher in small businesses. Hiring mid-career workers, on the one hand, minimizes training costs and, on the other hand, companies get workers with ready-made skills who can work with developing technology. In fact, employers are now seeking staff with readily available skills and workers with specialized abilities who can handle more complex and specialized operations so they can respond to stiffer competition. Many employers are arguing for some partial adjustment to the prevailing practice of lifetime employment. The table below shows how companies are changing their attitude toward lifetime employment practices: Table 2: Companies changing their attitude toward lifetime employment practices: Attitude Response |Percentage | |Partial adjustment is inevitable |40. 0 | |Will basically maintain the practice |36. 1 | |Fundamental review is necessary |15. 3 | |Do not have lifetime mployment practice |5. 2 | |No response |3. 3 | Source: Labour Situation in Japan and Analysis 2004-2005, p. 26. According to the Ministry of Labour Special Survey, about 30 percent of all employees in Japan are non-regular as of 2000 (Japan Labor Bulletin, 2000: 1–2). According to the table below, the r ecent trend Table 3 : Changes in Regular and Non-Regular Employees during Recession (10,000) |1985–6 |1991–4 |1997–2001 | | |Regular Non-Regular |Regular Non-Regular |Regular Non-Regular | |Female |24 |15 |47 |64 |-82 |151 | |Male |16 |2 |119 |10 |-89 |55 | |Total |40 |17 |166 |74 |-171 |206 | Source: Wakisaka (2002). towards using non-regular workers is in contrast to the traditional pattern in which non-regular workers decreased during recession while regular workers maintained their jobs due to their skills accumulated through in-house training. In 1997–2001, the number of regular employees in Japan sharply declined by 1. 71 million, while the number of non-regular workers increased by 2. 06 million. The fact that non-regular workers are replacing regular workers indicates that Japanese companies have changed their traditional values of high skills based on in-house training and employees’ loyalty supported by lifetime employment, instead considering labour costs and the flexibility of the labour market. As a Joint Labour Management 1998 survey documents, workplace morale has declined as the number of non-regular workers has increased (Morishima, 2001). Seniority-based Pay and Promotion System Another important characteristic of Japanese employment relations system is the seniority-based pay and promotion system. To understand the main concept behind the seniority-based wage system it is important to know the wage theory presented by Koike. year) where wage refer to: a) salaries that increase in accordance with age and length of service; b) the rewards that are not paid on the basis of the job performed; and c) that are unique to Japan. The main salary determination factor s are seniority and the number of years the employee has been working at the company. Salary increase based on seniority is a general labour practice, and not a â€Å"system. † Japanese companies rarely evaluate academic degrees such as doctorate. Yamanouchi and Okazaki-ward had tried to explain the history and practices of the evaluation system in Japan. They argue that Japanese companies had gone through different turning points in the evaluation system for the sake of pay and promotion. The American system of job analysis and job classification was introduced as a modern, rational management system to rebuild Japanese management in the 1950s which marked the first turning point in the Japanese system. The second turning point came between the 1960s and 1970s when companies introduced a competency-ranking system which almost 64 percent of the organizations followed until 1974. The third restructuring occurred in the 1980s when the competency-ranking system did not work effectively due to the effect of an increase in the value of yen; globalize business activities, deregulation, the maturation of the economy, and an aging workforce. Keeping senior employees became more costly than employing younger employees, particularly those over 40 years old in 1990 due to the recession. This was driven by the need to cut cost. In recent years, growing numbers of companies are clearly evaluating ability and performance over tenure and age in salary decision. Since the early 1990s, some companies have introduced a system of job ability-based wages focusing individual worker performance over one year compared with goals set at the beginning. This new system is quite close to a true performance-based pay system. It has been termed â€Å"Annual Salary System† and has been introduced by about 10 percent of large companies. This system is primarily used for managers and general managers, not for lower level employees. The monetary benefits to employees, if any at all, are typically small (Debroux,1997; Lincoln and Nakata, 1997; Ornatowski, 1998). The attempt to shift to performance pay shows the dilemma between companies who worry that the resulting inequities will destroy morale and unity. Besides, most companies may be do not like to see younger people supervise older ones. Also, there are fears that individual merit pay will ruin the Japanese system of team-based production, where stronger team members assist weaker ones for the good of the performance of the team as a whole (Lincoln and Nakata, 1997). The continuities in the Japanese employment systems are as striking as the changes, especially when one looks at the depth and length of the economic recession. Based on data from 1,618 firms, Morishima (1995) highlights three different types of attitudes and actions of firms toward employment system reform. One group of companies tries to change their wage system from seniority based to performance based and these firms try at the same time to use the external labor market to recruit workers. Although they represent the highly publicized trend away from traditional Japanese employment practices, these companies only make up 10. 8% of the sample. Most firms (56. %) have retained the traditional employment system representing the majority force of continuity. A third group (32. 4 %) shows a mixed picture consisting of firms that are reforming the wage system, while maintaining long-term employment practices. These findings highlight the striking resilience of traditional practices as well as some important changes. Enterprise Unions Japanese unions are organized on an enterprise basis, with only permanent, fulltime employees of the company eligible to join the union. This structure has led Japanese unions to defend job security and the working conditions of their members through company-based mechanisms. The union’s chances of success through such mechanisms is, at this time, somewhat diminished. This has led unions to focus on job security rather than pay increases, which has lessened their appeal to young people, and has alienated unorganized nonregular workers in large companies and the vast majority of employees in small companies (Debroux 2003a). With the decline of lifetime employment and the increase in the number of non-regular workers, not only enterprise unions but the entire union movements are now declining. For example, the unionization rate (union members divided by number of employees) declined from 34. 7 percent in 1975, to 28. 9 percent in 1985, 23. 8 percent in 1995 and 22. percent in 1998 (Shirai, 2000: 20). In addition, the role of conflict resolution traditionally played by Japanese enterprise unions, also declined despite the formal existence of enterprise unions. Recently, individual labour–management conflicts have increased. For example, the num ber of cases concerning workplace disputes over daily employment and working conditions, dealt with by the Labour Standards Inspection Offices, increased to 20,000 in 1994. Similarly, the number of cases of consultation that the Labour Administration Offices and the Women’s and Young Workers Offices deal with have also exceeded 75,000 and 10,000, respectively (Shirai, 2000: 119). It is important to note that since the economic contribution of temporary workers is increasing, it’s necessary to recognize their representation in the labor market by protecting their rights. With increased cost-cut measures adopted by employers due to rising competition, there has been a substantial increase in the employment of non-regular workers in the last few years. The unionization rate of these workers is only three percent. At the same time, employers have become increasingly interested in performance-based systems on the enterprise level. These developments should influence the future role of unions in the regular wage negotiation process. CONCLUSION This report has explored the changes taking place in ER in Japanese firms. A period of sustained economic decline, increased global competition, a rigid employment and business system, a banking system on the verge of collapse, and the occurrence of the Asian financial crisis meant that the 1990s was a catalyst for change and regeneration. While these factors were influential in providing the impetus for change, other factors, such as the aging population, declining birth rates, and the short-term horizons of younger workers, were also important. Overall I have found evidence of the flexibility in distinctive features of Japanese employment relations system, which are lifetime employment, seniority based system and enterprise-based unions. The number of employees under lifetime contract is now in decline as Japanese companies have started to adopt more diverse hiring practices, such as: taking on experienced employees in mid-career in addition to new graduates, recruiting contingent workers e. g. part-time and other types of non-regular employees has overtaken employment of lifetime employees in recent years. In 1982, 84% of full-time workers were â€Å"regular† workers— with long-term careers and good fringe benefits at one company. But 20 years later, the regular workers’ share had shrunk to 68%. Companies attitudes towards seniority based system have been changing as well. Many companies have changed their wage systems to reflect individual performance. They are now adopting â€Å"PAY SYSTEM BASED ON PERFORMANCE,† which represented by the annual salary system and â€Å"JOB-BASED SALARY,† which mainly focusing on people occupying managerial positions or higher. An increasing number of companies are putting a stop to their practice of periodic salary raises based on seniority and introducing systems in which bonuses are influenced by evaluations. Another important characteristic of Japanese employment relations are enterprise-based unions, which is now under threat because of the decline of lifetime employment and the increase in the number of non-regular workers. Moreover, given today’s strict economic climate in which wage increases are difficult, the SHUNTO is shifting from its former policy of seeking wage increases as the highest priority to â€Å"job security and maintenance. † No matter whether it regards performance pay, the elimination of management titles, or reductions of the workforce, the change of employment practices in Japanese companies seems to be slow and incremental, carefully avoiding unexpected or shocking breaks with the past. Furthermore, they are not changing the typical Japanese model completely, trying to make it more effective by modifying them according to the new trend of highly competitive globalized market. REFERENCES Bamber. G. J, Lansbury R D, & Walies. N . (2006) International and Comparative Employment Relations: Globalization and the developed market economies. 4th ed. SAGE Publications Ltd, London. BENSON, J and DEBROUX , P (2004) The Changing Nature of Japanese Human Resource Management: The Impact of the Recession and the Asian Financial Crisis. vol. 34, no. 1, pp. 32–51. Int. Studies of Mgt. & Org. [online] Available from: Xpert HR. http://xperthr. co. uk [Accessed 28 April 2009] Benson, J. and Debroux, P. – The Changing Nature of Japanese HRM: The Impact of the Recession and the Asian Financial Crisis. International Studies of Management and Organization, 34 (1) 2004: pp. 32-51 Selmer, J. (2001) Human resource management in Japan :Adjustment or transformation? Volume: 22 Issue: 3 Page: 235 – 243, MCB UP Ltd [online] Available from: Emerald. http://www. emerald-library. com/ft [Accessed 10 May 2009] Hattori, R and Maeda, E. (2000) The Japanese Employment System (Summary). Issue-January 2000, Bank of Japan Monthly Bulletin, [online] Available from: www. boj. or. p/en/type/ronbun/ron/research/data/ron0001a. pdf [Accessed 10 May 2009] Hyeong-ki Kwon (2004) Japanese Employment Relations in Transitio,. Economic and Industrial Democracy 2004; 25; 325, [online] Available from: SAGE . http://eid. sagepub. com/cgi/content/abstract/25/3/325 [Accessed 10 May 2009] Adhikari, R (2005) National Factors and Employment Relations in Japan. Japan Institute of Labour Policy and Training, Tokyo, [on line] Available from: http://www. jil. go. jp/profile/documents/Adhikari. pdf [Accessed 10 May 2009] Kambayashi, R & Kato, T (2008) The Japanese Employment System after the Bubble Burst: New Evidence, [online] Available from: http://faculty. hicagobooth. edu/brian. barry/igm/TheJapaneseEmploymentSystem. pdf [Accessed 10 May 2009] Economist (2005) The sun also rises, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Economist (1998) Fallen Idols, [online] Available from: http://www. economist. com/displaystory. cfm? story_id=4454244 [Accessed 10 May 2009] Ornatowski, G. K (1998) The End of Japanese-Style Human Resource Management? Sloan Management Review, [online] Available from: http://sloanreview. mit. edu/the-magazine/articles/1998/spring/3937/the-end-of-japanesestyle-human-resource-management/ [Accessed 10 May 2009]

Hatshepsut vs Ramses Ii

RamsesII V. S Hatshepsut 2012 ashley P = 6 Ms. Fiorante 1/1/2012 RamsesII: The great pharaoh 1279 B. C – 1213 B. C Hatshepsut: The first women pharaoh 1479 B. C – 1457 B. C Intro If someone were to ask me to name a famous pharaoh of ancient Egypt, some of the names that would come to mind would be Hatshepsut & Ramses II. Why would these names cup up in my mind it’s because Hatshepsut was the first women pharaoh. Next, Ramses II came up to my mind because he was buried with most of his items.If you wonder what is RamsesII of Hatshepsut . I recommend you to sit back and read on. I sure you will find your answer. Body#1 Hatshepsut Hatshepsut was famous for many things. Do you know why she is famous well if you don’t know its okay? She was the first women pharaoh!!! Hatshepsut was willing to even wear man clothing and a false beard so the Egyptian people take her seriously. Also, Hatshepsut increased trade too. She dies in the year 1457 B. C, no one knows how she really dies but it was between murders or died of old age.The cause of us not knowing how she dies was, because ThumoseIII trying to erase the name in history but it was a fail. Body#2 RamsesII RamsesII was famous for many things. Do you know why he is famous well if you don’t know its okay? He was a Great War leader!!! RamsesII defeated 40,000 Hittites. Also, RamsesII sign the peace treaty with the Hittites until his death. Legend says that he had 100 children. He die in the year 1213B. C, he die at the age 86. RamsesII was a great leader. Body#3 My Pharaoh Who is the better pharaoh for me you may ask.Well for me I think it will be Hatshepsut. Well I chose Hatshepsut because she is a lady. Also, she increase & trade with order tribes. Lastly she is willing to do many thing for the people take her seriously . concluding Hatshepsut is a better leader for me. Conclusion Today we learn about two pharaohs Hatshepsut & RamsesII. Examples, Hatshepsut was the first women pharaoh . A another example is RamsesII defeated 40,000 Hittites. Also, RamsesII sign the peace treaty with the Hittites and lasted until his death. Today we learn many thing and I have to say good bye and thank for reading.

Rob Schneider essays

Rob Schneider essays Rob Schneider is a very talented comedian. I chose to do my actor study on Rob Schneider. I chose Rob because he is a very talented actor/comedian, and despite the fact the fact that he has been in many films, Rob is that well known. Rob has been in many movies, guest staring on dozens of television shows, and performing at many comedy clubs. Some Rob Schneiders movies have included Little Nicky, Big Daddy, Deuce Bigalow: Male Gigolo, Down Periscope and his latest movie The Animal. Robs career started to take off after The Water Boy. Even though he wasnt the star of the movie he played a townie. His part in that movie was basically to come up with some humorous lines trying to give some confidence to Robert "Bobby" Boucher Jr.(Adam Sandler). Rob has had much bigger parts in movies since The Water Boy. Since The Water boy he has stared in some movies, such as: Deuce Bigalow: Male Gigolo, he was the co-star in Big Daddy and Little Nicky as Adam Sandler being the star of both those fil ms, and now he is staring along with Colleen Haskell from Survivor. Rob Schneider was born on the 31st of October 1963. Rob was born in San Francisco; Rob Schneider knew early on that comedy was his true calling. Rob Schneider was inspired by the work of Monty Python, Richard Pryor, Gene Wilder and Peter Sellers. Rob began writing and telling jokes at fifteen year of age and appearing at local clubs such as the Holy City Zoo. After graduating from high school, Rob traveled around Europe for half a year. Schneider returned to the United States determined to succeed in the entertainment business. Robs explanation for pursuing acting is The real reason I decided on show business was to avoid a day job. In 1984, I had twelve different employers. He soon found himself working the comedy ...

Neuro

Neuro Educational neuroscience is an upcoming field of science that brings together scholars and researchers in educational psychology, cognitive neuroscience, education theory, and developmental cognitive neuroscience among other related disciplines in exploring the various interactions that exist between education theory and biological processes.Advertising We will write a custom research paper sample on Neuro-Scientific Research Findings and Recent Discoveries: How the Brain Learns specifically for you for only $16.05 $11/page Learn More Neuroscientific research is arguably one of the major areas of study which have continued to draw increased human concern and attention in the world. According to Goswami (2007), Neuroscience plays the key role of bridging the gap between the two disciplines, through a more direct form of dialogue between educators and researchers who work together to bring light in the understanding of how the brain functions. Educational neur oscience plays the significant role of emphasizing the overall understanding of the various codes of neuroscience as it is applied in the modern world of scientific study of the human mind and the brain. In that case, the discipline has presently continued to receive great support and concern from both educators in the field and cognitive neuroscientists. As a result of this heightening concern, various academic institutions from allover the world have expressed their willingness to play an active role in supporting the study of educational neuroscience. The contents of this paper reveal how findings in neuroscientific study and recent discoveries on the functions of the brain impact differentiation in the classroom. It is obviously clear that educators ought to be informed about developments in the brain research and the recent big concern of neuroscientific study meets this requirement in a more realistic approach, thus forming an impressive potential at increasing human understan ding of learning and teaching. However, educators should always try to be cautious about the current explosion of neuroscientific research, and they should go for only those findings and observations that are well established. Neuroscientific research offers a diversity of findings on how the brain learns and these insights, even though not all of them would be close to perfection, helps educators to strengthen their knowledge, thus establishing positive grounds for further learning (Sousa Tomlinson, 2011). From these diverse findings, both educators and learners are able to construct their own understanding on the possible relationships. These observations raise many connections through which new opportunities of combining theory and practice are applied. This way, avenues for new knowledge are highly encouraged and facilitated.Advertising Looking for research paper on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More More importantly, neuroscience research provides a pool of information and insights which could assist educators in making the right decisions regarding those assessment and instructional choices that are likely to be more effective in enhancing the concepts in the discipline. The insights into the learning process, offered by research findings plays a key role in affirming the importance of differentiation. The comprehensive study in neuroscience provides endless remarkable discoveries on the way the human brain learns. The practice widely supports the application of differentiated student learning in class, thus facilitating their understanding of the concepts. This also offers a more reliable basis upon which students are able to place their own interpretations. The approach is certain to encourage a more strategic approach and planning on both the educators and the students. Differentiation, as observed in many recent findings and discoveries plays a significant task in brin ging useful insights into the process of learning (Bessant, 2008). For instance, research offers uncountable theories and explanations on the way the human brain learns. Students, in their regular attempts to practically confirm these observations, end up experiencing further on the topic, thus collecting more observations and ideas along the way. With the possible connections of their understanding in most of these findings, students are encouraged to embark on a more learning practice that would enable them to come closer to the reality in what they are trying to learn in class. Research findings and observations can exclusively be applied to offer a systematic focus and impact to learning. Educators in all levels of study can utilize various strategies or practices to translate research findings into more useful strategies that can be used to enhance student understanding in class. One way by which educators can translate research findings into teaching strategies is by incorpora ting instructional activities in addressing the research findings. Educators can also assess various research findings that tend to provide a more concise approach to the understanding of the concepts and try to analyze them further, to establish any connections with what they are trying to teach about the functions of the human brain and how it learns. Educators can also translate research findings into useful learning strategies that can aid in establishing effective learning grounds. The many different observations perceived through the study of neuroscience normally provides a perfect guidance on the direction which educators should take in addressing their students in a more convenient way that would enable them understand better.Advertising We will write a custom research paper sample on Neuro-Scientific Research Findings and Recent Discoveries: How the Brain Learns specifically for you for only $16.05 $11/page Learn More Another useful way of transla ting research observations into useful teaching and learning strategies is by trying to come up with ways of proving the observed findings before coming into final conclusions about them. References Bessant, J. (2008). Hard wired for risk: Neurological science, the adolescent brain and developmental theory. Journal of Youth Studies, 11(3), 347-360. Goswami, U. (2007). Educational neuroscience: Defining a new discipline for the study of mental representations. Mind, Brain, and Education, 1(3), 114-127. Sousa, D. Tomlinson, C. (2011). Differentiation and the brain. Bloomington: Solution Tree Press.

#FreelancerFriday #4 - Belinda Jones, Editor

#FreelancerFriday #4 - Belinda Jones, Editor #FreelancerFriday #4 - Belinda Jones, Editor â€Å"You have to keep thinking, keep interrogating the text: ‘Is this keeping the flow well? Is it convincing me?† If something sounds a bit hollow or a bit flat, you’ve got to flag it up.â€Å"With a 15-year career – so far – behind her, Belinda Jones has worked on everything from commercial and literary fiction, to historical non-fiction and celebrity memoir. We talked about her start as an editor, the recent YA resurgence, and the need to be sensitive when dealing with author comments.–REEDSYHow did you find yourself starting out as an editor?BELINDA JONESLooking for work after university, I did a correspondence course with Chapterhouse to get going with the proofing symbols and that sort of thing. I got to London and, to gain what experience I could, I took on part-time work with Virgin Publishing – in the rights department, strangely enough. The agreement was that if they were going to have me for  £50 a week, the editorial dep artment would use me for editing work. That worked out quite well – I was able to build up a good foundation of freelance editing work at the time just by being there and obviously working as well (mornings only, but that was the deal).As ever, it’s about building up a CV for experience.REEDSYWhat sort of books were you working on when you started out?BELINDA JONESI was hoping you wouldn’t ask that†¦ I first worked on gentle ‘erotica’ – you can imagine my parents’ delight. It was well paid, I have to say, and got some very good dialogue practice going on. It’s interesting when people ask how you train as an editor. I think you have to have a natural leaning towards it; I’m not sure its something you can actually learn to do. In the same way that some people are natural mathematicians, natural tennis players, I’d say editors have to have a natural aptitude. And if you’re getting experience, it probably d oesn’t matter what you’re editing so long as you’re honing those skills and getting feedback.I was incredibly lucky in my career to freelance with Reader’s Digest. The woman who took me on has become a sort of guru to me. Everything I’ve learned I would put down to her. She said at the beginning: "You have this natural aptitude. That’s great, we can work with that,† and that was why I was taken on by them. There’s no doubt that if you’re working with someone who’s very good at their job with high, exacting standards, you will raise your game accordingly. I think good editors are people who have those exacting standards, and possibly a bit of OCD as well – when you want to track down that  last potentially blurred fact that might have slipped away, or the niggling somethings that are not quite right†¦ Natural aptitude plus a little bit of OCD probably makes someone the ideal editor.REEDSYWhat’s the importance of working with an editor who’s not just technically trained, but experienced?BELINDA JONESExperience leads to confidence. When you start out you think you’re expected to know it all when, of course, you can’t possibly. I think that’s a mistake all young people make starting out, thinking that you have to hit the ground running. Sit back, take your time, learn from your boss. I’ve been doing this for 15 years and I’m pretty aware that I do a good job because I have the experience that’s needed to do that. As a result that’s very much become a confidence thing. Often, in-house, you don’t receive too much feedback because people are simply too busy to do it. You might get a quick â€Å"That’s great, thanks so much, we’ll work with you again in a month’s time.† You can ask for feedback, of course, but it’s something I’m reluctant to do – busy people don’ t have time to spoon-feed you. If I do ask for feedback, it will be from someone for whom I’ve not worked before, and will be about how I could do better next time. And that builds up over the years, of course – improving your work.REEDSYAs a freelancer, do you work directly with the author or via the publisher?BELINDA JONESI mainly work via the in-house editor, who will usually ask me to work in Track Changes, but more and more my comments are going directly to the author for me and them to discuss, rather than via in-house to be checked first. You have to be very diplomatic with the comments that you use – you’ve got to have an appreciation that this is the author’s baby that they’ve been working on for however long. Your comments have to be well structured, and you always need to back up a bit of text you’ve changed with the reason why. Put yourself in their position – how would you feel if you’d been working on somet hing for anything from 6 months to x number of years, and then someone you don’t know from Adam tells you to change this, this and this.You learn to be sensitive about this with experience. It isn’t pointed out or ‘taught’. You learn it yourself the more you do the work. The comfier, more confident in the work you do you are, the more you can think about what the author would be wanting, or needing rather, to hear back from you.REEDSYOne editor we spoke to recently described the work of an editor by saying that the client isn’t the author, but the reader   – that the editor is mediating the concerns of both. Is that similar to how you work?BELINDA JONESI agree with that. When I’m working I put on my reader’s hat. I’m a reader, so I’m at home on the sofa or sitting on the train, I’ve bought this book and I want to enjoy it. In other words, you’re editing to make it the most effortless read possible. You’re smoothing flow, polishing any clunky or bumpy bits; you’re saying, â€Å"Hold on a minute, what you’ve said about that character on page 114 is not what was said about that character on page 23.† I hate it when I come across something like that in books I’m reading for pleasure – it blows the whole thing. But of course, at the same time you’re working for the author. I find 'keeping the author sympathetic’ is another good phrase. As the editor, I would say your job is to make sure the author comes across as a reasonable person, certainly an authoritative writer whom the reader can trust. You have to balance both these things.REEDSYWhat are some projects you’ve enjoyed recently?BELINDA JONESLiterary fiction will always be my first love to work on. Young adult fiction too, I think, has immense potential, which is being tapped both convincingly and unconvincingly at the moment. Fiction all the way, generally, for me! I’ve done plenty of non-fiction which can be very good too, especially when it’s historical, but there’s a huge difference between working on fiction and non-fiction. When you’re an editor for non-fiction, you absolutely have to fact-check everything, especially when it comes to a celebrity autobiography.REEDSYWhat do you love about YA?BELINDA JONESI think it’s such a wonderful crossover between the youngish readers and the fairly precocious readers, right up into adulthood. The Hunger Games, for example – hasn’t that done well? Both for the books and the box office, with teens and adults alike. I actually belong to a book club of adults who read YA fiction and then critique it fiercely in the pub afterwards! We’ve read some stinkers, of course, and that just makes me want to die – it’s such an important time for readers to be encouraged to keep reading. If you’re coming across horrendously clichà ©d work you just want to say, â€Å"Come on everyone! Just because it’s YA doesn’t mean it doesn’t have to be good.† Quite the reverse! There’s a huge market for good YA – I wish there was more of it. We can’t blame publishers, they have to make money in what’s a very tough market but let’s not just go straight for that Hollywood jugular the entire time. But that’s the same with fiction and books the world over, isn’t it? In any genre there’s going to be good and bad. But, right now, I really think YA is a superb genre to be in.REEDSYIs developmental editing quite different from copyediting?BELINDA JONESYes. Analysis is another thing you have to have an aptitude for, particularly for developmental editing. Again, you have to keep thinking, keep interrogating the text: ‘Is this keeping the flow well? Is it convincing me?â€Å" If something sounds a bit hollow or a bit flat, you’ve got to flag i t up and either suggest or make the change yourself. Usually a manuscript, by the time I get it, has been very much edited in-house. That’s a bit of a tightrope you need to be aware of as a freelance editor – it’s not about your ego, which is something I’m embarrassed to say I had to reign in at the beginning. When for the first time you’re given free reign on a manuscript you think, "Let’s get cracking!† but, like I said, there are many concerns to weigh. Ones that are usually outlined in a brief from the in-house editor.REEDSYFinally, what do you like to read yourself?BELINDA JONESOh, general fiction, literary fiction, YA. A bit of everything, to be honest. I’m currently savouring Les Miserables (a Christmas present from my French in-laws) but I am interspersing it with more digestible reads too. Not something I’d normally allow myself to do  Ã¢â‚¬â€œÃ‚  !REEDSYThank you for your time Belinda.

Are women treated fairly in the workplace Essay Example | Topics and Well Written Essays - 500 words

Are women treated fairly in the workplace - Essay Example No matter up to what extent the women are given freedom and the issue of gender discrimination is addressed, women will always have to face gender inequality. Women working in offices have to face a number of problems and issues particularly relating to the wages and job promotions (DeLaat, 1999). The women working in offices claimed that although they work equally as men but they were not given equal pays and privileges like their men counterparts. Many surveys have been conducted in order to find out what women feel regarding their treatment in various workplaces and the conclusion of nearly all the surveys was same, which was that the women felt that they were not being given equal rights, facilities and favors as the men in the same position were being given (Samuels, 1995). The European commission also declared that although much effort has been made to eliminate gender discrimination but women have not being given the equal status as men in the work market. It was also said that although the women work equally as the men, and in fact in some cases the women end up doing more work than men in the same positions, but women’s work is less valued and is not much appreciated. It is generally considered that women are only capable of doing jobs which are related to care, hospitality, cleaning and social working. Women are usually not hired on managerial positions and other higher posts in the office because it is a general perception that women cannot do such jobs efficiently. Although women have a number of other duties to oblige to apart from work, yet the women put in all their efforts to produce the best work but still it is thought that the women are not able to produce efficient results for the concerned companies (Bradley, 1999). It can be summed up to say that in majority of the cases the women feel that they are not being equally treated and are not being given the same accommodation and convenience as their male

Human Resource Management Master Case Study Example | Topics and Well Written Essays - 2250 words

Human Resource Management Master - Case Study Example They have been, and continue to be, committed to Equal Opportunity Employment regardless of creed or any other factors that are not job related (Wall and Wood, 2005, 429-462). The company policy is to remove barriers to employment opportunities and to ensure that access to jobs is based strictly on an individual's competencies. Role of senior management and the line management (Wall and Wood, 2005, 429-462): The MAS Competencies represents the range of competencies that supports successful performance in job roles within the organization. It describes behaviours that will make a person competent and successful. MAS's competency framework (Noe, 2007, 4): Once the Induction program is completed the recruit will be directed to his/her respective department. The employee will first undergo on the job training for duration depending on the position and the department (Daft and Marcic, 2005, 145-327). During this period the employee is required to understand the core functions of the job. Thereafter he/she will undergo a further training on other departments, which are directly relevant to his / her day-to-day activities. The departmental manager and HR manager will identify duration and the schedule of this program. (Wall and Wood, 2005, 429-462) MAS being an ethical apparel manufacturer believe that the employees are the most valuable asset. Linea Aqua, as an SBU of MAS, offers a large number of reward schemes to its employees with the intention of uplifting their living standards and to motivate them to perform at best in their job role (Kane & Grant, 2009, 494-515). Transport, Food, Medical facilities, Scholarships to their children, EPF and ETF contributions are some of the basic hygiene factors that they offer (Schweiger and Sumners, 2007, 3-7). Apart from above, there are number of work/performance related reward schemes that Linea Aqua offers to

All Animals are Equal by Peter Singer Essay Example | Topics and Well Written Essays - 750 words

All Animals are Equal by Peter Singer - Essay Example Everyone is different in many respects such as capacity, intelligence, body stamina yet all are considered equal in providing basic rights to them. The principle of the equality essentially enforces equal treatment for all and with that perspective, he argues, why the same moral ideal is not extended further to include other species of the planet. All species in this universe do not differ on the matter of suffering – no matter how big or small they are. Then why humans instill a different kind of treatment to them. If suffering is made the reason for consideration of equality among all species then the current moral principles of equality – that limit equality to humans only are certainly neither sufficient in themselves nor devoid of human bias. The point is criteria of equality cannot apply only to humans but it is perfectly logical to extend it to other beings too who suffers due to actions of humans against them. Singer asserts "Most human beings are speciesists" (155) because they make use of other species for eating. Though the argument is given is the nutritional needs but it has been sufficiently proved in the scientific realms that farm products such as soybeans and other milk products can meet human needs of proteins. Men use species just as means to meet their ends. The key reasons for consuming other species are attributed to human taste buds and this fact cannot be denied at all. Members of other species are treated most grotesquely – as machines that transform grains into flesh.

German Foreign Policy Research Paper Example | Topics and Well Written Essays - 2500 words

German Foreign Policy - Research Paper Example World development agenda depend on foreign policies adopted by member countries. It is important to note that foreign policies usually influence the economic prowess of a country. Bilateral trade usually depends on foreign policies adopted by the country. Some countries are not able to buy products from Germany due to the poor relationship between these countries. Some policies adopted by the United Nations influence the relationship between Germany and partner countries. Policies that influence trade and politics in various countries are very crucial because many countries depend on each other for economic development. Some foreign policies influence German contribution to the development of the developing countries (Robinson 14). The purpose of this paper is to describe, explain, and perhaps predict the foreign policy of Germany. The relationship between Germany and members of European Union hang on sound foreign policies adopted by Germany. European Union policies influence commer cial relationship among various member countries. Research indicates the one of notable steps made by the European Union is the development of a single currency that would be acceptable across Europe. This move intended to lift barriers to trade among the member countries. German traditional practices are contrary to the new move it has taken in handling foreign issues. Research reveals that Germany has adopted new foreign policies, which intend to enhance its relationship with other members of European Union. German foreign policy on international responsibility is very crucial for the economy of the country. Economist argue that Foreign policies of various countries including Germany are important than Domestic policies. Globalization is the major factor behind the revelation of various foreign policies that affect Germany. The international responsibility policy defines the role of German in promoting peace, security, trade, and politics in the world (Germany's foreign policy 1). Germany respects human rights, democracy, and approaches that promote dialogue among cultures. For instance, participation of German soldiers in world peace keeping is a show of international responsibility that Germany has. World peace is very crucial because peace influence trade, human rights, politics, and social lifestyle among others. The need to promote peace is one of the pillars United Nation. German influences many decisions that United Nations makes because it is a member of the Security Council. Studies indicate that globalization has influenced the stand that Germany takes when voting in the Security Council. The German vote influences the move that members of the council would take when handling issues of international concern. The effects of international responsibility policies include the move made by the Germany to send his soldier to fight against terrorism (Germany's foreign policy 4). The fight against terrorism calls for a collective approach that countries ta ke towards stumping the vice. Research indicates that the war does not belong to one country or the members of the Security Council, but to the world. This would call for a collective participation of various countries. The relationship between Germany and many countries depend on the international responsibility policy. Foreign department of various countries evaluate the role that bilateral relationship would play. The relational should benefit the countries

Laundering Control Law Article Example | Topics and Well Written Essays - 1000 words

Laundering Control Law - Article Example For this reasons, officials in charge of seeing over the major operations completed by businessmen and other traders around the world have found definite ways to control the procedures to which financial assets are exchanged between parties involved. The money laundering control laws are basically established to create better chances for the financial resources to be distributed at least as evenly as possible towards the people really needed and are working hard for the gaining of such resources. It is through the establishment of this law that money is distributed to people in a rather considerable manner that everyone needing it actually is given proper consideration. In UK, financial solicitors are subjected to different investigative procedures before they could actually declare the money they hand out to be clean and free of any particular issue. However, because of the intelligent approach of those who have particular ill propositions on the part of earning money, the development of money laundering procedures have come into realization on the part of commercial progress. Through this, money taken from ill procedures is made clean and is thus utilized freely in the market as it is distributed from one handler to another. Under the UK common law, the establishment of money laundering as a pa... In the paragraphs that follow, an examination of the truths behind money laundering's actual cases shall be presented as to how they directly affect the modern UK society and how the said country's community faces the challenge of imbalanced distribution of wealth not only within their own nation abut around the globe. About Money Laundering As mentioned earlier, money laundering is a basic process of making money resourced out from illegal and immoral resources are made clean through hidden case declarations making it easier for the owner of the said amount of finance have a practical possibility of spending the money in the society in a free manner. Declaring where money came from is an important part of modern commerce. Why is this so' Money of course is known for being used as a universal trading asset. Hence, if the money came from an illegal source and has not been declared as one that appears to be the reality that it is, then the possibility of controlling crime is lost thus resulting to a more imbalanced process of distributing the wealth and finances that people around the community directly deserve to receive. Financial crimes such as tax evasion and false accounting declaration are only among the most rampant financial crimes existent in the society today. These crimes have been viewed as particular sources of business as well as community tensions as the wealth kept by those who are already having a great control of the economy are viewed as stolen money from the society who had been working hard for the said amount of finances. For this reason, there is a good push that makes money laundering control law the basic adjudications that financing

English Topic on 'CONFLICT' comparing two micro fiction Essay

English Topic on 'CONFLICT' comparing two micro fiction - Essay Example She then goes on to describe what the neighbor would hear, and what she would think: â€Å"I would say to myself how glad I was not to be her, not to be sounding the way she is sounding, with a voice like her voice and an opinion like her opinion†. From this, the reader can infer that this person does not like how she sounds when she talks to this man, and perhaps she does not even like herself. The conflict is thus internal, precisely in being who she is. The conflict in this story is psychological, and we are not given the reasons why the neighbor would not like to be her upon hearing her voice and her opinions. The narrator in fact stipulates that the neighbor would not like what she hears, and would be glad not to be her. One can say that this is a sort of projection upon the neighbor of the narrator’s own dislike of herself when she talks to this man. The dilemma is thus in this woman’s ambivalence between liking herself and not liking However, all of this up to this point has been stipulated on the supposition that she were not herself, i.e. that she were not who she was. She resolves this conflict by saying: â€Å"But I cannot hear myself from below, as a neighbor, I cannot hear how I ought not to sound, I cannot be glad I am not her, as I would be if I could hear her.† Thus, to hear herself as a neighbor, from below, is an impossibility, as she is â€Å"not her†, meaning the neighbor, because she is herself, and she cannot put herself in the neighbor’s shoes and not like herself. The conflict is resolved in the final sentence: â€Å"Then again, since I am her, I am not sorry to be here, up above, where I cannot hear her as a neighbor, where I cannot say to myself, as I would have to, from below, how glad I am not to be her.† Given that this imaginary situation is an impossibility, the conflict is simply resolved by this

Laundering Control Law Article Example | Topics and Well Written Essays - 1000 words

Laundering Control Law - Article Example For this reasons, officials in charge of seeing over the major operations completed by businessmen and other traders around the world have found definite ways to control the procedures to which financial assets are exchanged between parties involved. The money laundering control laws are basically established to create better chances for the financial resources to be distributed at least as evenly as possible towards the people really needed and are working hard for the gaining of such resources. It is through the establishment of this law that money is distributed to people in a rather considerable manner that everyone needing it actually is given proper consideration. In UK, financial solicitors are subjected to different investigative procedures before they could actually declare the money they hand out to be clean and free of any particular issue. However, because of the intelligent approach of those who have particular ill propositions on the part of earning money, the development of money laundering procedures have come into realization on the part of commercial progress. Through this, money taken from ill procedures is made clean and is thus utilized freely in the market as it is distributed from one handler to another. Under the UK common law, the establishment of money laundering as a pa... In the paragraphs that follow, an examination of the truths behind money laundering's actual cases shall be presented as to how they directly affect the modern UK society and how the said country's community faces the challenge of imbalanced distribution of wealth not only within their own nation abut around the globe. About Money Laundering As mentioned earlier, money laundering is a basic process of making money resourced out from illegal and immoral resources are made clean through hidden case declarations making it easier for the owner of the said amount of finance have a practical possibility of spending the money in the society in a free manner. Declaring where money came from is an important part of modern commerce. Why is this so' Money of course is known for being used as a universal trading asset. Hence, if the money came from an illegal source and has not been declared as one that appears to be the reality that it is, then the possibility of controlling crime is lost thus resulting to a more imbalanced process of distributing the wealth and finances that people around the community directly deserve to receive. Financial crimes such as tax evasion and false accounting declaration are only among the most rampant financial crimes existent in the society today. These crimes have been viewed as particular sources of business as well as community tensions as the wealth kept by those who are already having a great control of the economy are viewed as stolen money from the society who had been working hard for the said amount of finances. For this reason, there is a good push that makes money laundering control law the basic adjudications that financing

True Cost of Mega-Retailers Essay Example for Free

True Cost of Mega-Retailers Essay The phenomenon of big box economics brings with several ethical concerns that taint its most favorable effect, that of bringing lower-priced goods to the American market. Whether manufacturers who produce these goods keep their factories on United States soil or abroad, many of the persons who work within them suffer under conditions that no American would be required to endure. On American soil, such workers (who are likely to be illegal immigrants) are often paid at the lowest rates possible, and along with this comes the lack of accompanying benefits, such as health or accident insurance (Mitchell, 36). Many manufacturers are often drawn to foreign soil because minimum wages are much lower in some countries, making the costs of production fall to a level that increases their profit margins significantly. Despite the fact that higher profit margins lead to greater overall taxes paid to the government, these practices do impact negatively on the American economy. One way in which this negative impact is felt is through the removal of jobs from the American arena into other countries. Many of these factories employ thousands of workers, and each of them represents one unemployed American that would otherwise be contributing to the overall national income (GDP) of the country. This negatively affects the unemployment rate within the country, and therefore counteracts the aforementioned positive benefits in the area of taxes by making it necessary for the government to pay out unemployment benefits. The employment of low-paid immigrants or the outsourcing of jobs also forces Americans to settle for lower wages, as any refusal to accept these would simply induce manufacturers to apply to the overabundance of these foreigners. This leads to a lower standard of living for Americans. One researcher has also shown that big-box retailers whose low-cost commodities put local retailers out of business also hurt the local banks, which traditionally have strong relationships with the small retailers (Mitchell, 42). In America’s banking crisis today, such retailers are likely to continue exacerbating the economic problem, making it that much more difficult for the economy to recover from recession. Reference Mitchell, S.. Big-box Swindle: The True Cost of Mega-Retailers and the Fight for America’s Independent Businesses. Boston: Beacon Press, 2006

Care Of Clients With Mental Health Problems

Care Of Clients With Mental Health Problems This essay will look at the relationship between schizophrenia and bio psycho social issues it will also explore the concept of recovery and also look at some of the approaches that are used to promote the recovery process. The National Health Service (2005) describes schizophrenia as a mental illness with substantial short and long term consequences for individuals, family, health and clinical services and society. One in hundred people experience schizophrenia in their lifetime with highest incidence of the disease in late teens and early 20s. People with schizophrenia suffer distress and long term disability and there is a lot of accompanied stigma and prejudice involved with the disease that can have negative effects on employment, relationships and life satisfaction. A persons family is completely destroyed with schizophrenia and carers and family members also carry the burden of the disease and caring the person for a long time. Schizophrenia is a severe mental disorder characterized by profound disruptions in thinking, affecting language, perception and thee sense of self. It often includes psychotic experiences, such as hearing voices or delusion. It can impair functioning through the loss of an acquired capability to earn a livelihood or the disruption of studies (WHO, 2009) Schizophrenia is not caused by one single factor but a combination of different factors these factors are biological, psychological and social. This is what is known as the bio psycho social model of schizophrenia (Santrock, 2007). There are thought to be many causes of schizophrenia one of these are genetic factors. Riley Kendler (2006) state that 70% of people who develop schizophrenia have a relative who has schizophrenia, the closer the relation the more likely a person is to get the disease if a person has an identical twin with schizophrenia they have a 50% chance of developing schizophrenia. There is a genetic component to schizophrenia which means someone may be predisposed to developing schizophrenia but it does not mean that they are pre-determined to develop the illness. Biological factors can include age or a virus and environmental factors for example life stressors can trigger an onset of schizophrenia. Stressful life events that occur can include having a baby, losing a job, moving house or losing someone who is close but not everyone who goes through these stressful situations will be diagnosed with schizophrenia as some people can handle stressful situations better than other people will. Risk factors may be different for different individuals while one person may develop schizophrenia due largely to a strong family history of mental illness (e.g. a high level of genetic risk), someone else with much less genetic vulnerability may also develop the disease due to a combination of pre-pregnancy factors, pregnancy factors, social and family stress or environmental factors that they experience during their childhood, teen or early adult years. This suggests that individuals possess different levels of vulnerability to schizophrenia, which are determined by a combination of biological, social and/or psychological factors. It is proposed that vulnerability to schizophrenia will result in the development of problems only when environmental stressors are present (Riley Kendler, 2006). If the vulnerability of an individual is sufficiently high, relatively low levels of environmental stress might be sufficient to cause problems. If the vulnerability is much less, problems wil l develop only when higher levels of environmental stress are experienced (NHS report, on Schizophrenia 2005). In mental health recovery has a lot of different definitions and does not always refer to a person having complete recovery from mental health problems in the same way that a person can fully recover from having physical health problems. A person not only has to recover from the distress and trauma of psychotic experiences they also have to deal with social exclusion, discrimination, stigma, loss of position in society, feelings of hopelessness, possible forced hospitalisation and the trauma of receiving a diagnosis. The National Institute of Mental Health (2009) suggests that there is no single meaning of the concept of recovery for people with mental health problems, but the easiest way to explain the recovery model is one of hope and that it is possible for a persons meaningful life to be restored, despite serious mental illness. Recovery is often referred to as a process, outlook, vision, and conceptual framework or guiding principle (Watkins, 2007). The Mental Health foundation (2007) state that the recovery process should provide a holistic view of mental illness that focuses on the person as a whole and not just their symptoms. They also believe that recovery from severe mental illness is possible and it is a journey rather than a destination but it does not necessarily mean getting back to where a person was before their diagnosis recovery will happen in fits and starts and, like life it has many ups and downs, calls for optimism and commitment from all concerned, is very much influenced by peoples expectations and attitudes requiring a well organised support system this can be from family, friends or professionals it also requires mental health service providers to accept and take on new ways of working. Recovery highlights that while people may not have full control over their symptoms, they can have full control over their lives. According to the National Institute of Mental Health recovery is not about getting rid of mental health problems. It is about being able to help people beyond their problems helping the person to be able to recognise and develop the opportunities that connect their abilities, interests and dreams. Mental illness and social attitudes such as stigma that still surrounds mental illness can often impose restrictions on people experiencing ill health (Hinshaw, 2007). Recovery looks past these restrictions to help people achieve their objectives. A care pathway is an outline of anticipated care, placed in an appropriate timeframe, to help a patient with a specific condition or set of symptoms move progressively through a clinical experience to positive outcomes. The Department of Health Dual Diagnosis Practice Guide (2002) state that someone with dual diagnosis Schizophrenia and substance misuse issues will have an integrated care pathway as their care can be complex as there is likely to be multi agency involvement. The Summary of Assessments of Risk and Need (SARN) is a tool designed to be used in mental health services for describing service users needs for care. (Self et al 2008). It provides a brief description of the needs of people entering into Mental Health services or presenting with a possible need for change in a care plan. It was developed to aid in the process of establishing a classification of service users based on their needs so that appropriate service responses could be developed both at the individual and service level. It allows professionals from a range of backgrounds to summarise their assessments in a shared format. Thus it provides a common language for describing health states and related social conditions and improves communication between different users including service users themselves (National Health Service, 2009). There are several strategies used to promote the recovery process and these can include pharmacological interventions, CBT, family therapy. Those who have family benefit most if their families are well informed about the illness have support and skills to deal with the ill family member. Social skills training, vocational assistance and environmental modification help support recovery because if someone is in control of their finances have a job that they can go to this is likely to help with their personal growth and their self esteem. Cognitive behavior therapy can help reduce the distress and disability caused by symptoms of schizophrenia. Improve understanding and self management, reduce the risk of further relapse, improve mood and self esteem it involves client as an active participant in treatment. NICE guidelines (2009) state that psychological interventions should play a key role in the treatment of schizophrenia and that the best evidence is for CBT and family intervention. NICE guidelines now explicitly recommend CBT to be offered as a treatment option and family interventions should be available to families who are living with someone with psychosis or who are in close contact with someone with psychosis. CBT offers a collaborative approach ensures client is at the centre of care and is an active participant in decisions about treatment; this enhances engagement with services (Freeman Felgoise, 2005). Motivational interviewing was originally developed as a treatment for drugs and alcohol addiction. However, it is now used with clients with psychosis to enhance compliance with medication (Rollnick Miller, 2002). It is also used for clients with a dual diagnosis of drug or alcohol use and psychosis (Haddock et al, 2002). Motivational interviewing is based on the theory of stages of change or cycle of change (Proschaska Diclemente, 1982). According to Rollnick Miller (2002) the different stages of change are; In pre-contemplation the person does not acknowledge a problem exists. In contemplation the person is ambivalent they are in two minds about what they want to do. In action the person is preparing and planning for change. When they are ready the decision to change is made and it becomes all consuming. In maintenance the change has been introduced into the persons life. Some support may still be needed through the maintenance stage. Lapse is a temporary return to old unhelpful thoughts, feelings or behaviours. Relapse is a full return to the old behaviour. Lapse and relapse are viewed as natural part of the Cycle of Change and do not assume failure. It does not mean that lapse or relapse is desirable or even always to be expected. It simply means that change is difficult, and it is unreasonable to expect anyone to be able to change a habit perfectly without any slip ups (Rollnick Miller, 2002). When a relapse o ccurs, several trips through the stages may be necessary to make lasting changes. Each time the person is encouraged to review, reflect and learn from their slip ups. Rollnick and Miller (2002), state that motivational interviewing is especially effective when clients are either in the pre-contemplation or contemplation stages. Relapse rates in psychosis are extremely high, even if people stay on their medication so it is always good practice to work closely with the client and their family and list early warning signs (Witkiewitz Marlatt, 2007). This can lead to an action plan that can be implemented to help spot signs of relapse. Once a list of early warning signs has been completed a detailed action plan can be drawn up this will usually include, which the client and their family should do if signs of relapse are spotted. These plans can include what services should respond to the client and families concerns and give a list of available resources e.g. extra medication, phone numbers to call in crisis. Doing this can be empowering for both the client and their family it can enhance the relationship between them and mental health services giving them more control over their treatment and also enables them to feel supported in practical ways (Witkiewitz Marlott, 2007) . As with all therapies there is always problems the main ones associated with CBT and motivational interviewing are initial engagement, encouraging people to talk about their symptoms and problems, funding, time limitations and resources and ensuring that skilled mental health workers have sufficient training in carrying out these therapies. Being diagnosed with schizophrenia shouldnt mean that a person cant live a full and happy life. With the right help and advice and continuing support from mental health services a person who suffers from schizophrenia should be able to work, build relationships and live a normal life just like anyone else. According to Mind (2009) this is due to a better understanding of schizophrenia the introduction of more effective medications and the increasing use of therapeutic interventions.