Learn About the Munich Olympic Massacre

Find out About the Munich Olympic Massacre The Munich Massacre was a fear based oppressor assault during the 1972 Olympic Games. Eight Palestinian psychological militants murdered two individuals from Israeli Olympic group and afterward kidnapped nine others. The circumstance was finished by an immense gunfight that left five of the fear mongers and the entirety of the nine prisoners dead. Following the slaughter, the Israeli government sorted out a counter against Black September, called Operation Wrath of God. Dates: September 5, 1972 Likewise Known As:â 1972 Olympics Massacre Upsetting Olympics The XXth Olympic Games were held in Munich, Germany in 1972. Pressures were intense at these Olympics since they were the main Olympic Games held in Germany since the Nazis facilitated the Games in 1936. The Israeli competitors and their coaches were particularly anxious; many had relatives who had been killed during the Holocaust or were themselves Holocaust survivors. The Attack The initial barely any days of the Olympic Games went easily. On September 4, the Israeli group went through the night out to see the play, Fiddler on the Roof, and afterward returned to the Olympic Village to rest. A short while after 4 a.m. on September 5, as the Israeli competitors dozed, eight individuals from the Palestinian fear based oppressor association, Black September, hopped over the six-foot-high fence that encompassed the Olympic Village. The psychological militants set out directly toward 31 Connollystrasse, the structure where the Israeli unforeseen was remaining. Around 4:30 a.m., the fear mongers entered the structure. They gathered together the inhabitants of condo 1 and afterward loft 3. A few of the Israelis retaliated; two of them were murdered. Several others had the option to escape out windows. Nine were abducted. Stalemate at the Apartment Building By 5:10 a.m., the police had been cautioned and updates on the assault had started to spread far and wide. The fear mongers at that point dropped a rundown of their requests out the window; they needed 234 detainees discharged from Israeli penitentiaries and two from German jails by 9 a.m. Moderators had the option to stretch out the cutoff time to early afternoon, at that point 1 p.m., at that point 3 p.m., at that point 5 p.m.; notwithstanding, the fear based oppressors wouldn't down on their requests and Israel wouldn't discharge the detainees. A showdown got inescapable. At 5 p.m., the fear based oppressors understood that their requests were not going to be met. They requested two planes to fly both the psychological oppressors and the prisoners to Cairo, Egypt, trusting another district would help get their requests met. The German authorities concurred yet understood that they couldn't let the fear based oppressors leave Germany. Edgy to end the stalemate, the Germans sorted out Operation Sunshine, which was an arrangement to storm the high rise. The psychological militants found the arrangement by sitting in front of the TV. The Germans at that point intended to assault the psychological militants on their way to the air terminal, however again the fear based oppressors discovered their arrangements. Slaughter at the Airport Around 10:30 p.m., the fear mongers and prisoners were shipped to the Fã ¼rstenfeldbruck air terminal by helicopter. The Germans had chosen to defy the psychological militants at the air terminal and had expert riflemen sitting tight for them. Once on the ground, the fear mongers acknowledged there was a snare. Riflemen began taking shots at them and they shot back. Two fear mongers and one police officer were executed. At that point an impasse created. The Germans mentioned defensively covered vehicles and hung tight for longer than an hour for them to show up. At the point when the heavily clad vehicles showed up, the fear mongers realized the end had come. One of the fear based oppressors bounced into a helicopter and shot four of the prisoners, at that point tossed in a grenade. Another psychological militant jumped into the other helicopter and utilized his assault rifle to slaughter the staying five prisoners. The expert riflemen and defensively covered vehicles killed three additional fear based oppressors in this second round of gunfire. Three fear based oppressors endure the assault and were arrested. Under two months after the fact, the three residual fear based oppressors were discharged by the German government after two other Black September individuals seized a plane and took steps to explode it except if the three were discharged.

School Life and College Life Free Essays

Revision in marks, f any, ought to be conveyed to the workplace of CEO in the arrangement endorsed inside ten working days after the day of assessment of the last hypothesis paper. The imprints made sure about by understudy in the test assessments when tending to the renegotiate will be shown on the office notice board. Page 12 lit) Absentee assessment a. We will compose a custom paper test on School Life and College Life or on the other hand any comparative theme just for you Request Now For GU Programmer under independence Students who stay missing in a Test-I as well as Test II assessment will be exposed to non-attendant test after Testes according to the scholarly schedule. The non-attendant assessment would be for 15 Marks in particular. An understudy who stays missing for both Test-I and Test-II would be assessed for 15 checks in particular and will lose 15 imprints. This arrangement Is made distinctly for circumstances In which the nonattendance is either because of the understudy speaking to the school in a scholarly/co-curricular and extracurricular exercises at University r nation level or because of reason of disease, passing of a close to kinfolk, participation of state or national level serious test, situation exercises and different conditions out of hand of the understudy. To profit this arrangement, the understudy is required to apply to the HOOD with proposal from Course Coordinator with important records. It is the caution of the HOOD and Course Coordinator to think about application and choose the method of assessment. No understudy can benefit of this arrangement for both the Test assessments in any one course in a Semester. B. For PIG Programmer under self-rule Students who stay missing in a Test-I as well as Test II assessment will be exposed to non-attendant test after Test-I as well as Test II inside 10 working days of the finish of test assessment. This arrangement is made distinctly for circumstances in which the nonattendance is either because of the understudy speaking to the school in a scholarly/co-curricular and extracurricular exercises at University, State or nation level or because of reason of disease, passing of a close to kinfolk, participation of state or national level serious test, position exercises and different conditions out of hand of the understudy. To Vail of this arrangement, the understudy is required to apply to the HOOD with suggestion from Course Coordinator with pertinent reports. It is the prudence of the HOOD and Course Coordinator to think about application and choose the method of assessment. No understudy can benefit of this arrangement for both the Test assessments in any one course in a Semester. ‘v) Assessment of Internal imprints for hypothesis courses Test-I †15 imprints Test-II †15 imprints Attendance †4 imprints Teacher’s evaluations †Two appraisals of 3 denotes each (The method of teachers’ evaluation will be announced by singular course educator on the dates determined in the Academic Calendar). Complete consistent appraisal marks for hypothesis course †40 imprints. Educators Assessment a. B. C. D. Teacher’s evaluation of students’ execution of 6 imprints will be done based on modes, for example, home assignments, instructional exercises, open book tests, workshops, bunch conversations, ventures, tests and so on. The course facilitator will announce the mode(s) picked for each course, inside the date recommended by the Dean Academics. On the off chance that a course is being instructed by more Page 13 than one subject educator, the modes for teacher’s appraisal might be announced by the separate instructor, area insightful. An understudy who skips teacher’s evaluation or a section thereof will be granted zero checks under the separate head. Vi) Assessment of consistent appraisal of imprints for commonsense courses An understudy will be assessed for his/her scholarly exhibition in a down to earth seminar based on persistent assessment and End Semester Practical Examination. Vii) Marking for ceaseless assessment of down to earth courses might be done dependent on the accompanying parameters a. Diary fruition b. Execution in each functional c. Inward Practical Examination d. Viva-Voce Total imprints for consistent assessment of functional courses: 25 imprints. The course facilitator in meeting with Chairman Board of Studies and the particular course educator will proclaim the portion of imprints in the parameters as appropriate inside the date recommended in the scholastics schedule. If there should be an occurrence of execution situated down to earth, the assessment will be done on the premise to execution in reasonable assessment and viva-voce/bob]active test. Method of assessment for non-execution sort of functional will be proclaimed by the course organizer in the start of the meeting. Kind of pragmatic course I. E. Execution type or non execution type will be chosen by the separate ASS. The workshop will be assessed through the nature of work completed, the report accommodation and presentation’s according to the rules recommended by the individual BOSS every once in a while. Undertaking work will be assessed by mid-term seminar’s, the nature of work completed, venture report accommodation and the viva-voce assessment. Despite contained in over, a particular standards in regard of assessment, rule of passing, results, valuation, evaluating, discipline, grant of degree, participation will be set up by the separate departmental personnel board, endorsed by BOSS and Academic Council, whenever required. Iii) Attendance: The participation of the understudies in principle classes ought to be supported. 4 imprints are dispensed for participation. The circulation of Attendance marks is as given in Table 1 beneath. Table 1: Distribution of imprints on Attendance S. No. 1 23 4 Attendance % ;=75 or ;75 or ; 65 Awarded Marks 4 3 2 1 a. All the understudies are relied upon to be available in each talk, instructional exercise, pragmatic, NC/INS/SSP/Games ; Sports/Yoga booked for them. Participation will be firmly observed during a semester according to the rules. Page 14 b. In the event that an understudy is persistently missing from the classes for multiple looks for without illuminating the Course Coordinator, the Coordinator will quickly carry it to the notification of First Year Coordinator/the Head of the concerned office all things considered and they thus will advise the equivalent to the Office regarding Dean Academics. . An understudy must have a base participation of 60 % of the all out number of classes including addresses/instructional exercises, held in a course separately so as to get qualified for showing up Test I and Test II assessments in such course’s, bombing which he/she will be announced not qualified for showing up in the said assessment in such course’s and will be granted zero i mprints. Participation conceded to the understudy for the time of the related action/occasion will not be thought of while computing least participation. Least physical nearness of the understudy of the absolute number of classes including addresses/instructional exercises, held in a course is necessary for being qualified for showing up Test I and Test II assessments. D. The names of the understudies who have stayed missing, for over 25% of the genuine classes held in a course will be suggested by the Course Coordinator himself on the last showing day of every long stretch of the particular semester, to the understudies in the young lady with composed insinuation to the HOOD/First Year Coordinator, who will organize to unite the rundown for every single such understudy for all the courses and show it on the notification leading body of the division with an implication to Dean Academics. E. An understudy must have a general 75 % participation of the complete number of classes including addresses/instructional exercises and pragmatic. F. Understudy isn't allowed to show up for the End Semester Examination if the deficit of participation exists. His/her enlistment for that semester will be treated as dropped, and he/she will be granted ‘Z’ grade in that semester. This evaluation will show up in the evaluation card till the effective finishing to course prerequisites in that semester. Ix) Connotation to Attendance: Those understudies who have over 75% participation for the period other than their clinical leave be considered for meaning of participation gave their general participation in a course including the time of disease doesn't fall underneath 60%. An understudy needs to apply for leave on clinical grounds to the Head of concerned division and such application will be went with a clinical declaration from an enrolled clinical specialist and supported by parent’s or watchman. Anyway the choice in this issue will be at long last taken by the Principal. Records keeping: All the records of participation in Test Examinations, Question papers, esteemed answer sheets, rundown of imprints sheets, and show of imprints ought to be appropriately kept up for scholastic checking. The most effective method to refer to School Life and College Life, Essays

Essay --

Presentation Albeit enticing, fast weight reduction that is not observed by a specialist can have genuine results. Notwithstanding parchedness, dietary insufficiencies, heart issues, and creating gallstones and overtraining condition, the extreme estimates required to get more fit quick are difficult to keep up. MayoClinic.com states that quick weight reduction is frequently recovered fast, and will in general be water weight and muscle tissue, not fat. They suggest losing close to 2 pounds per week. (See References 1, 2 and 3) The amount, How Fast Quick weight reduction at the master suggested pace of 2 pounds per week, necessitates that you collect an every day deficiency of 1,000 calories. Following multi week, this indicates 7,000 calories, and since there are 3,500 calories in 1 pound of fat, you will shed 2 pounds. This implies you can lose 10 to 15 pounds in around 5 to 7 weeks, plus or minus a couple of days. Continuous weight reduction at a pace of 2 pounds seven days gives you an opportunity to become acclimated to the way of life transforms you're making, which ought to relate to abstain from food and exercise. (See References 1) Powerful Dietary Changes Lessening...

2018 Top 50 Undergraduate Professors Amal Shehata, New York University (Stern)

2018 Top 50 Undergraduate Professors: Amal Shehata, New York University (Stern) by: Andrea Carter on November 13, 2018 | 0 Comments Comments 1,449 Views November 13, 2018Amal ShehataClinical Associate Professor and Academic Director, BS/MS Dual Degree ProgramNew York University, Stern School of BusinessHaving experienced a class taught by NYU Stern School of Business professor Amal Shehata, one student’s review simply yet emphatically reads: â€Å"TAKE HER, TAKE HER, TAKE HER!† Similarly, ask faculty and administrators about Shehata, and you’ll like get an audible and visible reaction, inevitably followed by something along the lines of, Oh, shes just the best, or I love her. One administrator even notes that every time he hears Professor Shehata talk about accounting, he secretly considers making a job switch because of her enthusiasm. This NYU Stern fan favorite is passionate about teaching and making a connection with students. Her deep focus on student s continues to be her trademark and the special care she takes to ensure they are gaining as much as possible. Yet her deep focus on students extends well beyond the classroom. She serves as faculty advisor for four undergraduate student organizations, academic director of the BS/MS in Accounting Dual Degree program offered in NYU Stern’s Undergraduate College, and works closely with students to help them navigate employment opportunities based on their interests. This year, she received the Stern Distinguished Teaching Award.Age: 46Education:  Bachelor of Science – Business Administration and Master of Science in Accounting, both degrees from the University of North Carolina at Chapel Hill  At current institution since:   full-time since 2015, Adjunct since 2003List of courses you currently teach: Principles of Financial Accounting,  AuditingWhat professional achievement are you most proud of? I recently created and filmed an online accounting course that is o ffered to students all over the world.â€Å"I knew I wanted to be a business school professor when†¦Ã¢â‚¬  I taught my first recitation class while in graduate school working as a Teaching Assistant.â€Å"One word that describes my first time teaching† ExhilaratingWhat are you currently researching and what is the most significant discovery youve made from it?  N/A, as a clinical faculty member, I do not research.What is your most memorable moment as a professor? I tend to repeat certain themes throughout my course and I often warn my students that I will â€Å"beat a dead horse†; one semester, my students gave me a horse-shaped pià ±ata at the end of the semester and we all stuffed ourselves on candy!   Since you first started teaching, how has business education changed? I have found that the varying disciplines within business education are much more aligned and coordinated than when I first started teaching.   For example, accounting complements many of the other skills my students are learning and they have discovered ways to take the accounting skills and credentials and apply them to their passions ranging from entrepreneur endeavors to political to sustainability and more.   My students are not just driven by making money, they really want to develop meaningful skills so they can contribute and have fulfilling careers.â€Å"If I weren’t a business school professor, I would be†¦Ã¢â‚¬ Ã‚  I would somehow find a way to teach, I find it to be so rewarding and invigorating.â€Å"Here’s what I wish someone would’ve told me about being a professor†:  I did not realize how stimulating the pedagogical and curriculum development would be (even with accounting!).   I also love how I can help my students beyond the academic boundaries. And don’t be fooled, professors work hard during the summer months!Name of the professor you most admire and why: I have 2 favorite Professors:   First wa s my Professor at UNC when I was a student, Dr. James Wahlen (currently Chair of the Indiana University Accounting Department).   He is still a dear friend and mentor whom I turn to for advice and guidance regularly. He makes me feel I can do anything! My other dear mentor was the late Professor Aaron Hipscher, a beloved NYU Stern Professor.   He brought me into NYU and he taught me that being a Professor allows you to build relationships with your students and guide them both inside and outside of the classroom. What do you enjoy most about teaching undergraduate business students? I love teaching undergraduate students!   I am deeply inspired by their curiosity, their work ethic, their competence, their dreams, I feel they will change the world for the better †¦ to quote my son’s middle school Principal, â€Å"It is a privilege to serve the youth†.   What’s the biggest challenge? I wish I could take some of their worries away.   They are so hard -working and earnest and if only I could reassure them that everything will work out†¦What is the most impressive thing one of your undergraduate students has done? I can’t name just one (I guess this is a pattern with me!)†¦my students have written books, started charities and campus clubs, produced music, overcome tragedies both personal and political, dealt with serious medical issues, been recognized for awards and leadership, volunteered their time for important causes, been accepted into premier doctoral programs †¦ they are seriously impressive!What is the least favorite thing one has done? Dishonest behavior. Enough said.Since you’ve been teaching, how have students changed over the years? My undergrads seem to be more sophisticated, worldlier, they have meaningful work experience †¦ maybe this is the nature of students attracted to NYU and the big city.What does a student need to do to get an A in your class? My syllabi are a clear reflecti on of what is expected in my classes.   If a student stays on top of the material, completes assignments and participates, they should be in good shape.   I expect a lot from my students and they do not disappoint!â€Å"When it comes to grading, I think students would describe me as †¦Ã¢â‚¬  Tough but fair; again, I expect a lot of my studentsIf your teaching style/classroom experience had a theme song, what would it be? Something energetic, teaching gives me a rush of energyUsing just one word, describe your favorite type of student:  EarnestUsing just one word, describe your least favorite type of student: EntitledFun fact about yourself: My name is an Arabic word that means â€Å"Hope† in English.What are your hobbies? Reading, dancing, playing cards and board games, playing with my kidsHow did you spend your summer? Family vacations and creating and filming an online Accounting course.   Favorite place to vacation: Anywhere that I can have a combo of beach and city and delicious food†¦ Favorite book: I love to read so I don’t have just one; a few of my favorites:   The Chaperone, Beneath a Marble Sky, The God of Small Things, Pachinko, Lord of the Flies (I just re-read this with my son, wow!), The Red Tent, The Kite Runner, Even Cowgirls Get the Blues, and so many more.   I have just started reading â€Å"Quirky† by my colleague, Professor Melissa Schilling.Favorite movie and/or television show: Life is Beautiful and ManhattanFavorite type of music and/or favorite artist: I love dance music and New Orleans funk musicBucket list item #1: I want to return to climb Mount Kilimanjaro (again) but this time with my husband and kidsWhat’s the biggest challenge facing business education at the moment? Business Education is at a time of exciting change; with new technology and sustainability and data analytics, there is so much discovery and many new ways to contribute.   And of course, accounting is always the necessary skill to facilitate all of this change, it is still the language of business!Looking ahead 10 years from now, describe what â€Å"success† would be like for you:   To be honest, I feel very fulfilled at this stage of life.   I have a loving family with 2 healthy kids, I love my job and my students and I have a supportive work environment that allows me to explore new opportunities and take on interesting responsibilities, â€Å"my cup runneth over†¦Ã¢â‚¬ Students sayTaking this course changed my career projections and actually changed my life (no Im not being dramatic). Professor Shehata is hands down one of the best (or the best) professors I have ever had. I found the class incredibly interesting, especially with the care she took to ensure students took in as much as possible. TAKE HER, TAKE HER, TAKE HER!† Page 1 of 11

Race Is The Best Definition Of Race - 965 Words

Omi and Winant Race is something impacts us all. The origin of the idea of race is hard to trace. What we do know is that without racism the idea of race would not exist. Race in today s world is a built categorization structure that was created to classify people separately. Race has played a tremendous role in our history. Race is hard to define. Michael Omi and Howard Winant had created what is considered the best definition of race. This definition of race includes three epiphenomena. The three epiphenomena of race are : ethnicity, nation and class. Ethnicity is one of the three epiphenomena of race Omi and Winant use to describe their definition of race. Ethnicity defined by Oxford English dictionary as â€Å"Status in respect of membership of a group regarded as ultimately of common descent, or having a common national or cultural tradition; ethnic character.† Ethnicity could not be the same as race. Ethnicity groups you together with people you have nothing in common with. Saying that one is black does not mean anything. In Africa there are 1,500 to 2,000 languages along with 54 countries (). Africa has 11.7 million square miles and with european colonization, there are different cultures made. Since African diaspora which is â€Å" the movement of a particular people to several places at once or over time† (Colins,2015) â€Å"black† men would not be the same all over the world. It is believed that over 200,000 Africans were delivered to European societies and an estimated 11Show MoreRelatedAre You A Raci st?1526 Words   |  7 Pages[Editor’s note: The compiler of this list of definitions has not made any of them up. He has seen such people called racists in various books and articles.] You are a racist if you are White and you meet one of the criteria below. Actually, according to criteria 7, all Whites are by definition racists. However, Blacks by definition cannot be racists even if they satisfy several of the criteria below unless they are labeled an â€Å"Uncle Tom.† Furthermore, by definition people of color (American Indians, mestizoesRead MoreThe Relationship Between Race and Ideology Essay971 Words   |  4 PagesThe Relationship Between Race and Ideology In this essay I will argue that the key to end racism is to understand race and ideology and how this two concepts relate to each other. Appiah claims that race does not exist. He uses scientific methods to prove that individuals from different groups of people have no greater genetic differences between them than the genetic differences in individuals from the same group of people. He writes: #8230;human genetic variability between the populationsRead MoreWho Is Hispanic? : An Individual Of Cuban928 Words   |  4 PagesWho is Hispanic? The conceptual definition for the word Hispanic used in this paper is: an individual of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish-speaking country, culture or origin. This conception of the word Hispanic is board because it includes all people with ties to a Latin American country or country with Spanish culture, while remaining specific by maintaining that that these connections are through origin or culture. Every ten years the U.S. government issuesRead MoreArchetypes In The Movie Talladega Nights913 Words   |  4 Pages Talladega Nights An archetype is defined as â€Å"a typical character, an action or a situation that seems to represent such universal patterns of human nature† (â€Å"Archetype - Examples and Definition of Archetype.†). The three most common archetypes are the hero, the sidekick and the villain. Talladega Nights is a movie that contains an example of each of these (McKay). It is about NASCAR and the legacy of Ricky Bobby. One of his famous quotes is â€Å"If you’re not first, you’re last† (Talladega Nights:Read MoreRace And Ethnicity : Race866 Words   |  4 Pages Race† is a complex word that has a variety of definitions, and one of the definitions in the dictionary lists it as a group of people that share a similar lifestyle, culture, tradition, history, etc. In reality, race itself is ambiguous and can be interpreted in many ways. The concept of race is largely complicated, yet it has seen a major impact in American society, sparking major outcries f or many years. The textbook, Rethinking the Color Line: Readings in Race and Ethnicity, goes into substantialRead MoreWhiteness Of A Different Color1363 Words   |  6 PagesMatthew Frye Jacobson’s Whiteness of a Different Color offers innovative insight into the concept of â€Å"race† and the evolution of â€Å"whiteness† throughout American history. Jacobson focuses his analysis on the instability of racial identification over time and how race has been created and perceived throughout different stages of history. He states in his introduction that â€Å"one of the tasks before the historian is to discover which racial categories are useful to whom at a given moment, and why† (pRead MoreRace Relations : A Resolved Issue?1644 Words   |  7 PagesGuyo Kotile Race Relations: A Resolved Issue? ENGL 1021-64 Prof. Larry Sklaney 3 Dec. 2013 Although the issue of race relations has died down since the civil rights movement, it is still present in politics and the work place today. Race relations works to better the rights of minority citizens and to lessen the gap between the races. With the facts stated above, race relations are an important issue in the United States of America. Race is a much discussed social and political topic. Race, especiallyRead MoreAsian Immigrants During The Nineteenth Century1590 Words   |  7 Pagesclaiming their white identity not only confirmed the value of whiteness but also demonstrated that race was being socially constructed rather than being static, unsettling the racial hierarchy. Whiteness was of high value during the nineteenth and early part of the twentieth century in the United States because white identity was the necessary qualification to be granted citizenship, and it provided the best and most possible way for Asian immigrants to fight for their equality. The court case of InRead MoreCulture and Diversity: Understanding Disparities in Health Programs1273 Words   |  5 Pagesactions and behaviors that succeed (Issel, 2009). The World Health Organization (WHO) published a definition of health that is widely accepted and useful for health planning purposes. This definition defines health as more than just the absence of illness, but says instead that health requires the presence of well-being (as cited in Issel, 2009, p. 4). Health professionals, in working with this definition, must still come to an understanding about the scope and nature of health programs. Culture andRead MoreAdvertising : The World Is Obsessed With Labels845 Words   |  4 Pageswhen selecting your race and gender. With a quick swipe of a pen or a click of a mouse people label themselves as male or female, white or black, and everything in between. Consequently, our societal need for everything and everyone to be labeled, and our willingness to yield to those needs creates prejudices and inflicts discriminatory behavior on those who challenge their assigned labels or whose labels are deemed inferior. Advertising teaches consumer which brands are the best; with clever jingles

Essay on Gold Nano Particles - 551 Words

In recent years Nano sized materials play the significant role in science and technology due to their unique shape, size, peculiar properties and potential applications. Metal nanoparticles, which possess considerable electronic, chemical and optical [1, 2] properties, are different from those of the bulk materials. Among the several metal nano particles gold (Au) nanoparticles have attracted rigorous consideration for their numerous applications in catalytic , sensing, imaging, diagnostics [3-6], tunable surface Plasmon resonance, surface enhanced Raman scattering, electrical, magnetic, thermal conductivity chemical and bio stability and anti-bacterial activity [7-13]. Besides, Gold nano particles have widely been used as the platform†¦show more content†¦It is exuded from the bark of cochlospermum gossypium (bixaceae family) and it is largely collected by tribes. The primary structure of gum kondagogu is made up of sugars such as galactose, aabinose, mannose, glucose, gluc onic acid, rhamnose and galactoronic acid with sugar linkage of (1→2) ÃŽ ²-D-Gal p, (1→4) ÃŽ ²-D-Glc p, (1→6) ÃŽ ²-D-Gal p, 4-O-Me-ÃŽ ±-D-Glc p, (1→2) ÃŽ ±-L-Rha (29). Gum kondagogu is an acidic gum with major functional groups and identified in the gum is acetyl, hydroxyl, carboxylic acid and carbonyl groups. Gold has usually been regarded to be inactive as a catalyst. But gold in the form of nanoparticles shows excellent catalytic activity towards several chemical reactions (30). Nitro phenols are environmental poisons due to their toxicity (31) and inhibitory nature. In addition, Nitro phenols have highly solubility and stability in water (32). Due to this reason the reduction of 4-NP in to 4-AP is prominent. Sodium borohydride is a strong reducing agent, but, it has no ability to reduce the nitro phenol. NaBH4 is not effective in this reaction except provided with some catalyst to reduce the kinetic barrier of the reaction. A variety of catalysts were used in the past and, recently, pt (33), Ag (34) nanoparticles have been used for the same purpose. In this study the green synthesis of gold nano particles made by gum kondagogu is a core subject. This gum acts as a reducing and stabilizing agent. We studied the synthesis of AuNPs and theirShow MoreRelatedGold Of Bacterial Detection By W illiam Farrell980 Words   |  4 PagesGOLD IN BACTERIAL DETECTION By William Farrell The purpose of this Poster is to inform you of the treatment of certain bacterial strains using a combination of ‘pulsed laser energy and absorbing nanoparticles selectively attached to the bacterium.’ (2006, The Biophysical Society) INTRO Nanotechnology has expanded human capabilities to perform tasks by manufacturing nanostructured materials with certain properties, properties which we use in many different areas. In the Medical industry, nano-goldRead MoreA Presentation Of The National Nanotechnology Initiative ( Nni )1452 Words   |  6 Pages1. Introduction. â€Å"There’s plenty of room at the bottom†; this statement by Richard Feynman in 1959 during a presentation to a meeting of the American Physical Society, is widely accepted as the spark that initiated the present ‘nano’ age1. Nano, â€Å"dwarf† in Greek, is defined as one billionth, it follows that the nanoscale is measured in nanometres, or 10-9 m. To put this in perspective; the average strand of a human hair is roughly 75,000 nm in diameter, or from the other extreme 1 nm is the lengthRead MoreThe Synthesis Of Gold Nanoparticles982 Words   |  4 PagesAbstract: In this study, we report a convenient, simple, economically viable and eco-friendly method for the synthesis of gold nanoparticles (AuNPs) with carboxymethyl gum kodagogu (CMGK). Carboxymethyl gum kondagogu is a nontoxic and renewable. It is used as reducing, stabilizing and capping agent for the synthesis of AuNPs without using any chemical reducing agent. The effect of various paramet ers such as concentration of HAuCl4 and CMKG and reaction time for the synthesis of AuNPs was studyingRead MoreIs Gold Isn t Just For Olympics? Essay1802 Words   |  8 PagesGold isn’t just for Olympics, it can save lives There are so many diseases that bombard our world some are curable while others have been killing people for years. Cancer is a non-communicable and non-infectious disease that takes the lives of numerous people each year and is the second leading cause of death in the United States (after heart disease) (http://www.cdc.gov). According to Statistics, in United States alone 14.5 million people are affected by cancer every year of which 595,690 have terminalRead MoreComplex And Interesting Optical Properties Essay2071 Words   |  9 Pagesas gold, copper and silver. Under certain circumstances are excited by light, which leads to strong light scattering and absorption and an enhancement of the local electromagnetic field. In 1989, upon calculations, Neeves and Birnboim proposed that a composite spherical particle with a dielectric core and a metallic shell could produce SPR modes with a much larger range of wavelengths. The first nanoshells were made by Zhou et al. In the 1990?s. They used a Au2S core surrounded by a gold shellRead MoreThe Complex And Interesting Optical Properties1923 Words   |  8 PagesPlasmon modes exist in a number of geometries and in various metals — most importantly in noble metals such as gold, copper and silver. Under certain circumstances plasmons are excited by light, which leads to strong light scattering and absorption and an enhancement of the local electromagnetic field. 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Unilever Transporters and Incoterms Samples †MyAssignmenthelp.com

Question: Discuss about the Unilever Transporters and Incoterms. Answer: Introduction: The purpose of the paper is to analyse the effectiveness oftransport management in three areas namely, Incoterms, selection of careers andmanagement of relationship with transporters. The transporters carry out functions of supplying raw materials and distribution of finished products. The multinational companies depend on these transporters both get raw materials and to distribute their products globally. The paper studies these role the transporters play for the multinational companies considering Unilever Singapore as the example of the multinational company. Unilever is one of the leading fast moving consumer goods (FMCG) manufacturing companies in the world with its headquarters in London and Rotterdam. The product portfolio of the company can be divided into four categories namely, food and drink, home care, personal care and water purifiers. Unilever is the manufacturer, marketer and owner of leading international brands like Axe, Magma, Cornetto, Dove, Ponds, Lux and Pureit. The company has recently strengthened its Ayurvedic and wellness segment, Lever Ayush. The main markets of Unilever are America, Europe, Asia and Australia. The main competitors Unilever in the food products segment is Nestle while the main competitor in the home and skin care segment is Procter Gamble. Companies like LG compete with Unilever in the water purifier market. The organisational goal of Unilever is to offer more beneficial products to its consumers and operate sustainably to reduce pollution. The strategies of Unilever to operate globally consists of collaborating with suppliers and distributors in all its markets to ensure production of high quality products. The company applies acquisition strategies to dominate important markets like Asia (unilever.com, 2017). Incoterm selection consideration: Unilever Singapore applies effective transportation facilities, which enables it to transport materials from raw materials to its factories and finished goods to all its markets all over the world. The company has operations through the world in more than a hundred countries and is one of the largest manufacturer and marketer of FMCG goods. This requires the company to purchase raw materials from all over the world and distribute its finished goods to its markets. This international operation brings the company under the jurisdiction of International Commercial Terms or Incoterms, which is laid down by the International Chamber of Commerce or ICC (iccwbo.org, 2017). Unilever Singapore following its parent company adopts two strategies to make its transportation of goods more cost effective, fast and convenient namely, centralised supply chain management or SCM and centralisedlogistics management system called Ultralogistik. Centralised Supply chain management of Unilever: Unilever follows a centralised SCM to transport raw materials from all over the world, which requires it to comply with Incoterms of various countries like Singapore. Transportation of raw materials from different markets across the world involves high costs, risks and expenditure to manage the risks like insuring the goods. This requirement of quality sourcing of materials all over the world and control costs necessitates the multinational company to use Incoterm pricing methods to operate economically. The company primarily follows two popular price terms while importing goods as perm International Commercial Terms namely, CIF and FOB (Stapleton, Pande O'Brien, 2014). Unilever imports raw materials from all over the world using the Free On Board (FOB) method. The suppliers or sellers of the raw materials pay the expenses like freight and insurance and clear the goods at the port export. This shows that sellers load the ship according to the requirement of the buyer, Unilever (Nugroho, 2015). Thus Unilever can gain using FOB because it allows the company to take advantage of the differential freight rates to import raw materials from all over the world(Appendix). Centralised Distribution Chain Management: Unilever caters to customers all over the world, which requires it on hold, and manage distribution chains in all the markets. The distribution chain of Unilever is called Ultralogistik, which operates all over the world. The company sells its products to distributors and stockists, which also includes foreign distributors. The company sells and exports its products to overseas distributors using the CIF system. The Cost Insurance and Freight or CIF refers to the system when seller must pay the expenditure to export the goods to the destination markets. This analysis shows that using the CIF system, Unilever can decide the amount of expenditure it wants to spend on exporting the products. Moreover, according to the CIF system, the risk is transferred to the buyer after the goods the load onto the ship. This shows that when the goods are loaded on the ships, the risk is transferred from Unilever to the buyer (Nugroho, 2015). This analysis shows that Unilever is able to transport goods to and from different parts of the world using the Incoterms price rates to buy and sell goods all over the world. It can be recommended that the company must use the freight differences between countries as per Incoterm to buy raw materials at the lowest rates and sell the finished goods to the distributors at a higher rate. Carrier selection criteria: The transportation goal and needs of Unilever is to obtain high quality raw materials from all over the world at lower rates and transport the finished goods to the distributors at high rates to earn high profits. Thus, these carrier selection criteria play very important role when the company chooses its suppliers and transporters. The following are the transportation goals of the company: High quality raw materials: The first career selection criterion is to obtain variety of raw materials at cheaper rates. The multinational companies like Unilever Singapore require producing a variety of finished products, which they sell in the global market to earn revenue. As shown in the figure below, these companies as a result aim to acquire cheap but high quality raw materials from all across the world to produce this high quality finished products. For example, Unilever obtains raw materials like palm oil from Asia and cocoa butter from African countries. Thus, company requires transporting all these materials to its factories spread all over the world. An efficient transportation enables Unilever to transport these raw materials to its production plants at economic rates, which in turn enables it to reduce its cost of production. This helps Unilever to earn higher profit margin by cutting down production cost (afa?k Badal, 2013). Global distribution of the finished products: The second criterion of selecting carriers or transporters, which Unilever considers, is that they should enable the company to distribute the finished products throughout the world. Unilever manufactures diverse products like skin care products, food products and electronic products, which requires massive investment from it. The transport goal of the company is to distribute these goods all over the world to be able to sell them to a huge consumer base. This ensures that Unilever is able to gain high returns on the amount it invests to manufacture and market these products (Walker, 2016). High competitive advantage in the global market: The third criterion, which Unilever considers while selecting carriers, is, retention of high competitive advantage, which it owns internationally. The capacity of Unilever to transport raw materials at lower costs and finished goods all over the world decides its profit making power and global competitiveness. Unilever faces threats from both local and international FMCG firms from all its markets. This analysis shows, that its power to mobilise raw materials towards production and finished goods towards the consumer markets gives it competitive advantage over its rivals. Thus, the transport goal of Unilever over here is to gain competitive advantage in the global market (Huang, 2017). An analysis shows that Unilever has three transportation goals, obtain high quality raw materials, and ensure global distribution of its products and retaining its high global position. As per Incoterms, it requires to incur immense expenditure to transport the raw materials and the finished, both of which are perishable. The company has to invest a huge amount of money to insure the goods against the risks like spoilage and shipwreck. Thus, one can recommend that Unilever should use transporters who can provide it with ships with modern storage facilities at economic rates. This would enable Unilever to minimise the expenditure to transport the inventories and finished goods. The company would also be able to minimise the loss of goods due to shipwrecks and spoilage. It can also be recommended that the Unilever can gain shares of its important transporters. This would enable the company to gain transportation facilities from these companies at more economic rates. Career Relationship Management: Unilever maintains healthy professional relationship with all its transporters throughout the world. The following are the transportation goals or needs which the multinational company seeks to achieve by maintaining a steady business relationship with these transporters: Maintaining command over the raw material sources: Unilever maintains healthy relationships with the transporters supplying raw materials to maintain command over the raw materials sources. As pointed out, one of the criteria Unilever takes into account while selecting transporters is to maintain its hold over the international market. Hojnik and Ruzzier (2016) points out that this competitive advantage today depends large on the ability to obtain high quality raw materials from the suppliers and transporters. Unilever has powerful competitors all over the world that manufacture similar products hence, compete to obtain the similar kinds of raw materials. For example, Beaute Naturelle in Singapore manufactures and exports beauty products, thus competing with Unilever Singapore. The beauty products range Naturlle offers under the brand name SES competes with brands like Lakme and Ponds, which Unilever owns (mybeautenaturelle.com, 2017). Moreover, they use the similar raw materials. Analysis of the discussion shows that, this intense c ompetition in the FMCG market necessitates Unilever to maintain strong relationship with the transporters so that it can obtain raw materials of higher qualities than these competitors can, so that its finished products lead the markets. Maximum international market penetration: Unilever requires maintaining strong relationship with the transporters to distribute and sell its finished products all over the world. Chowdhury, Simu and Uddin (2016) point out that the competitive advantage of companies is dependent on their capacity to distribute their products all over the world as shown in the figure below. Unilever has to compete with international competitors like Procter Gamble in the perusal care segment and with Nestle in the food product segment. It must be pointed out that these two competitors are present in all the significant markets like Europe and North America. J. Contractor (2013), states that the multinational companies are increasing their presence in the emerging markets to maximise their revenue generation by catering to the increasing demands of these markets. Moreover, the local companies in the markets also compete with Unilever. This intense competition requires Unilever maintain strong relationship with the transporters to transport its finished products all over the world at economic prices (Huang, 2017). Sustainability: The third goal of Unilever to maintain healthy relationship with the transporters is obtain sustainability. Starik and Kanashiro (2013) points out that it has become very important for the multinational companies to gain sustainability. Sustainability has several implications like producing finished goods which are eco-friendly, adopting production methods which are less polluting and operating in ways to minimise expenditure. However, it must be pointed out that sustainability production methods and finished goods require Unilever to obtain sustainable raw materials from all over the world, which are far more expensive than their inorganic counterparts are. It can once again be reiterated that competitors of Unilever are also competing with it to obtain sustainability (Johnson, 2015). Kumar et al. (2017) further points that fake organic raw materials usage of which in finished goods is capable of damaging the market reputation of the manufacturing companies are widely available in t he market. This analysis shows that Unilever requires maintaining strong relationships with the transporters and suppliers of organic raw materials to ensure that it is able to acquire authentic eco-friendly raw materials. This would lead to minimum waste products, thus minimising the wastemanagement expenses of the company. The company would be able to use these authentic raw materials to manufacture high quality products for which it holds a high position in the international market (Wen, Yang Peng, 2017). The analysis shows that Unilever requires maintaining strong relationship with the transporters to obtain high quality raw materials, to achieve global market penetration of its finished goods and obtain authentic organic raw materials. It can be recommended that the multinational company should maintain strong relationship with multiple transporters in all its markets. One can also recommend that the company should aim to acquire some of its main organic raw materials transporter. This would ensure that the company has deeper access to organic raw materials at more economic rates. Conclusion: One can conclude from the above findings that multinational companies like Unilever require maintaining healthy relationships with transporters all round the world. They require following the Incoterms to acquire materials and distribute their finished goods globally. Unilever should maintain centralised selection criteria to acquire transporters. It should also maintain healthy long term relationship with these transporters. References: Chowdhury, M. A., Simu, T. H., Uddin, M. B. (2016). Performance Evaluation of LeadingFMCG Company in Sylhet Metro City: a Case Study on Selected Products of Reckitt Benckiser Group PLC (RB) in Sylhet Region.Journal of Governance and Innovation,2(1). Hojnik, J., Ruzzier, M. (2016). The driving forces of process eco-innovation and its impact on performance: insights from Slovenia.Journal of Cleaner Production,133, 812-825. Huang, J. (2017). Sustainable Development of Green Paper Packaging.Environment and Pollution,6(2), 1. Incoterms - Incoterms 2010 Rules | Future Generali General Insurance. (2017).General.futuregenerali.in. Retrieved 20 November 2017, from https://general.futuregenerali.in/commercial-insurance/marine-insurance/incoterms Incoterms rules 2010 - ICC - International Chamber of Commerce. (2017).ICC - International Chamber of Commerce. Retrieved 18 November 2017, from https://iccwbo.org/resources-for-business/incoterms-rules/incoterms-rules-2010/ Contractor, F. (2013). Punching above their weight The sources of competitive advantage for emerging market multinationals.International Journal of Emerging Markets,8(4), 304-328. Johnson, M. P. (2015). Sustainability Management and Small and Medium?Sized Enterprises: Managers' Awareness and Implementation of Innovative Tools.Corporate Social Responsibility and Environmental Management,22(5), 271-285. Kumar, V., Agrawal, T. K., Wang, L., Chen, Y. (2017). Contribution of traceability towards attaining sustainability in the textile sector.Textiles and Clothing Sustainability,3(1), 5. Nugroho, B. (2015). The use of CIF Incoterms in Indonesias import declarations.World Customs Journal, 91. Our products services | My Beaute Naturelle. (2017).Beaute Naturelle. Retrieved 18 November 2017, from https://mybeautenaturelle.com/our-products-and-services/ Our vision. (2017).Unilever global company website. Retrieved 18 November 2017, from https://www.unilever.com/about/who-we-are/our-vision/ afa?k, D., Badal, T. (2013). The economic efficiency of forest energy wood chip production in regional useA case study.Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis,61(5), 1391-1398. Stapleton, D. M., Pande, V., O'Brien, D. (2014). EXW, FOB OR FCA? Choosing the right Incoterm and why it matters to maritime shippers.Journal of Transportation Law, Logistics, and Policy,81(3), 227. Starik, M., Kanashiro, P. (2013). Toward a theory of sustainability management: Uncovering and integrating the nearly obvious.Organization Environment,26(1), 7-30. Starik, M., Kanashiro, P. (2013). Toward a theory of sustainability management: Uncovering and integrating the nearly obvious.Organization Environment,26(1), 7-30. Walker, W. T. (2016).Supply chain architecture: a blueprint for networking the flow of material, information, and cash. CrC Press. Wen, Z., Yang, F., Peng, M. (2017). Traceability System of Agricultural Products for Small and Medium-sized Farmers: Motivation Perspective.DEStech Transactions on Environment, Energy and Earth Science, (apeesd).

The major differences between discount stores and off-price retailers Essay Example

The major differences between discount stores and off-price retailers Essay The retailing industry is one of the biggest in the United States. Retailing includes â€Å"all activities involved in selling products or services directly to final consumers for their personal, non-business use. Many institutions – manufacturers, whole-salers, and retailers – do retailing. But most retailing is done by retailers: businesses whose sales come primarily from retailing†. (Chapter 13, p.367) Companies such as Wal-Mart, which lead the retail industry have now become household names and has become an integral part of our culture. The retail industry comprises a significant share of the country’s commerce. Yet, there is wide variety in the types of retail stores. There are supermarkets, discount stores, convenience stores, hypermarkets, department stores, etc. New types of retail stores are constantly evolving to fit the needs and changing lifestyles of consumers. This essay will focus on the major differences between discount stores and off-pri ce retailers. The way a discount store works is by offering standard merchandise to consumers at low prices. Though margins tend to be quite low, high volume makes up for it and fetch profits. Previously, discount stores used to cut costs by limiting the range of services that they offered and by operating out of cheap storage facilities in heavily travelled districts. But these days, discount stores sport an improved ambience and have widened the range of services and products. But their success still depends on â€Å"keeping prices low through lean, efficient operations†. (Chapter 13, p. 370) Wal-Mart, which is a leader in this domain, follows this business philosophy. We will write a custom essay sample on The major differences between discount stores and off-price retailers specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The major differences between discount stores and off-price retailers specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The major differences between discount stores and off-price retailers specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Off-price retailers, on the other hand, came in to replace markets left open by discount stores. As big discount store chains started catered to an up-scale customer base, a market for low-price stores once again cropped up. Off-price retailers mushroomed to fill this void. Once again, similar to discount stores, off-price retailers operate through â€Å"ultralow price, high volume†. (Chapter 13, p. 371) While regular discount stores buy merchandise at wholesale prices and yet price their items quite low, off-price retailers â€Å"buy at less-than-regular wholesale prices and charge consumers less than retail. Off-price retailers can be found in all areas, from food, clothing, and electronics to no-frills banking and discount brokerages.† (Chapter 13, p. 371) There are sub-types within off-price retailers. These include independents, factory outlets and warehouse clubs. Independent off-price retailers are those stores that are either owned or managed by entrepreneurs. Sometimes, these could be part of larger retail corporations. Usually most independents are run by giant retailers. Prominent examples of this type include TJ Maxx, Marshall’s etc. Overstock.com is a good example of an online independent off-price retailer. Factory outlets are another type of off-price retailers. These are â€Å"producer-operated† stores, prominent examples of which include Liz Claiborne, Carters, Levi Strauss, etc. Sometimes classified under â€Å"factory outlet malls and value-retail centers, where dozens of outlet stores offer prices as low as 50 percent below retail on a wide range of items†. (Chapter 13, p.372) Finally, warehouse clubs or membership warehouses â€Å"operate in huge, drafty, warehouselike facilities and offer few frills. Customers themselves must wrestle furniture, heavy appliances, and other large items to the checkout line. Such clubs make no home deliveries and often accept no credit cards. However, they do offer ultralow prices and surprise deals on selected branded merchandise.† (Chapter 13, p.372) Work Cited: Chapter 13, Retailing and Warehousing, Part 3, Designing a Customer-Driven Marketing Strategy and Integrated Marketing Mix, p.367-372 The retailing industry is one of the biggest in the United States. Retailing includes â€Å"all activities involved in selling products or services directly to final consumers for their personal, non-business use. Many institutions – manufacturers, whole-salers, and retailers – do retailing. But most retailing is done by retailers: businesses whose sales come primarily from retailing†. (Chapter 13, p.367) Companies such as Wal-Mart, which lead the retail industry have now become household names and has become an integral part of our culture. The retail industry comprises a significant share of the country’s commerce. Yet, there is wide variety in the types of retail stores. There are supermarkets, discount stores, convenience stores, hypermarkets, department stores, etc. New types of retail stores are constantly evolving to fit the needs and changing lifestyles of consumers. This essay will focus on the major differences between discount stores and off-pri ce .

Polution essays

Polution essays Websters Collegiate Dictionary defines pollution as the introduction of harmful substances or products into the environment. There are many types of pollution ranging from air to land. It is a major problem in Florida as well as the entire world. Pollution not only damages the environment, but damages us also. Pollution is the cause of many problems ranging from lung cancer to the greenhouse effect. Though pollution is all among us, we continue to live in our own filth and do nothing to better the environment around us. What is the reason behind this flawed logic? In this paper I will examine the problems and solutions for this issue. Automobiles are definitely the greatest source of pollution. The pollution created by cars is immense. One polluting effect of cars is the heat it creates. This heat makes it unpleasant to be near the car while it is running. The heat produced by cars contributes to the deterioration of the ozone. Another negative effect that automobiles contribute to the environment is the exhaust. The toxic fumes given off as a byproduct of the combustion engine are slowly deteriorating our lungs and our atmosphere. The exhaust is extremely toxic to human beings. But why do we continue to drive these walking time bombs? Some common reasons given are that cars get us places faster and walking or riding a bike would take to much time and energy. Why walk four miles in four hours when you can drive the same miles in four minutes? I agree that we need cars but we should not abuse the right to use them. Do not drive down the road a few blocks to see a friend, walk. One good solution that can help e liminate some of the car pollution is by having more car pools. Studying our owner's manual and using these 10 tips for car care will save the air and help cars pass its Smog Check: Check the tire pressure and alignment. Change the oil and filter. Keep it tuned up. Check the emission control devices. Service the e...

The behaviour of organisations and the market environment Essay

The behaviour of organisations and the market environment - Essay Example Sony being one of the leaders in the music, movies, gaming and electronic industry is competing with many players in the electronic market. Several players like Samsung, hp, LG are already in a steady position in the market with around same market share. The industry of electronics grew at a very fast pace over the year and with the emergence of many new companies from South Korea like Samsung and LG many existing players of the market like Sony are suffering to maintain their market share. Samsung maintained a huge profit of $3 billion profit while Sony suffered in earning during the same period (LedTV, 2011). To maintain the market share the company need to develop a strong base to compete with the global market (Market Research News, 2011). Though these players are entering into the market but threats from new entrants are relatively low in electronics industry as compared to other industry. The capital requirement for the entry is huge for the new players which is not possible fo r many to enter the market. The switching cost of the new entrants is also high in electronic industry. For new players it’s difficult for them to know the new technologies and invest in research and development process. The diversified product line from the existing players like Sony is a great advantage for them. Economies of scale are another issue which keeps the competition low from the new players. Define the meaning of perfect competition. To what extent does your chosen industry’s structure fit with your definition? In a perfect competition scenario all the players of the market are approximately equally sharing the market share. None of the companies in the market are large enough to set the price for the industry. Most of the firms in the same industry produce same kind of products and follow the expected price for the product which other players are using. In a perfect competition market no single company leads the race for the industry. Everyone in the mark et possesses same kind of small market share. The customers in a perfect competition market are aware of the products from all the players and they have an expected price of the different products from the companies the new entrants can enter with ease in this market situation and they also don’

RESEARCH PAPER Example | Topics and Well Written Essays - 1750 words

Research Paper Example It can also work against mutual understanding and cause a frustration in dialogue. Stereotypes play incredibly significant roles aspects related to propaganda in the current society. Since stereotypes are generalizations of basic or complex applications that groups or individuals follow based on appearances, beliefs or behaviors? Although the world is quickly improving from old ways, stereotyping has proved a difficult aspect to eliminate. Stereotypes having existed since the beginning of times, it has been known to influence politics, religion, and the media. In the media, humans use stereotypes to show humor, show beliefs or even in describing others (Branston 23). In most cases, they bring about both negative and positive changes with impacts on the media viewers. The media more often than not mislead people because of the nature of using stereotypes and misinterpreting others. Never, the less, people in the society still have significant belief in them and still accept the storie s as portrayed. As stated above, media has the obvious stereotypes categorized in four groups that include ethical prejudice, racism, sexism and religious prejudice. Although other additions are based on fat people as slothful slobs, professors as absent minded people and those that are out of touch, journalists as people with scruples, politicians as unethical and sleazy, and students as arrogant and lazy boozers( Martin, 6). In my opinion, these stereotypes are created in the midst of people probably in different groups but the media plays the role of distributing, sustaining and demonizing stereotypes. In the case of sustaining, they embrace on continuous reporting that is based on referencing the stereotyped aspect, which in other cases could have vanished. In distributing, they ensure a small aspect or a characteristic of a group is widely known in the entire world causing each person to associate globally that aspect with the people, hence stereotyping. However, in my opinion, the distributing factor is beneficial to both the groups since the stereotyped group might seek to emulate the behavior as reported or choose to live as they used to (Hujer, 7). Demonizing is the worst form of media stereotyping since it involves, identifying a certain group for instance, a minority group and pinning down blames upon them. This is difficult when done to single individual or unclear groups. However, as soon as a group is identified, targeting them on certain specification becomes incredibly easy. In this case, the media success is all about selling out ideas to viewers and that which sells most is termed as the best, even if a type of stereotype. Since entertainment was launched on to the media services, they have continually build and created stereotypes as well as feeding onto them (Martin, 5). However, it is important to note that media has gradually changed from the traditional to non-traditional medias where two different paradigms are offered sets of interesti ng perspectives. In my opinion, those that were and are still referred to as stereotypes are not stereotypes anymore. When thought in the perspective of media, they are process centric progression strategies that are associated in the current world. This only proves that, the current world has turned to be that of uncertainty, change and flux and it is essential to have this perspective and take happenings similarly. There

How to Fix Social Security Number Essay Example for Free

How to Fix Social Security Number Essay The social security numbers (SSN) are used to identify participants in the federal government’s social security program, which uses public funds to provide retirement and disability benefits for those who those who are currently eligible, same benefits goes to the worker himself and his family. It is the Social Security Agency (SSA) that provides the social security number (www. standord. edu). The social security number is unique to every individual holder; this is why the government and other agencies used it primarily for identification and administrative purposes. Thus, it can be used for several transactions in the bank, in school or in the company where you work. However, it can be very vulnerable for identity theft. When such instances occur, several steps should be undertaken. If someone knew your number, he can acquire personal information’s about you and used your name either for work purposes or to get credit. File a complaint to the Federal Trade Commission through internet (www. consumer. gov/idtheft) or telephone (1-877-IDTHEFT [1-877-438-4338]). You can also check your social security statement to determine if there are errors in your earnings account. If someone uses your SSN for credit, contact the creditor who approved the credit then file a police report. Call or e-mail fraud department of any of the following credit agencies: Equifax, www. equifax. com; Experian, www. experian. com and TransUnion, www. transunion. com, to help fix your credit records (www. ssa. gov). You can ask them to place a flag on your records that requires the creditors to contact you before approving credits under your name and number, indicate how long your account will be flag and request for a statement on your credit report, however be sure to put your name and contact information for them to call you (www. pueblo. gsa. gov). Another option is to get a new SSN, however it is not guaranteed that it will solved the problem, and you can also contact the Security System for more of your inquiries (www. socialsecurity. gov). References Bechtel International Center. 2006, April 18. Social Security Number. Retrieved April 18, 2008 from, http://www. stanford. edu/dept/icenter/new/orientation/SOCIAL_SECURITY_NUMBER. htm Social Security Online. 2007. Identity Theft And Your Social Security Number. Retrieved April 18, 2008 from, http://www. pueblo. gsa. gov/cic_text/money/idtheftssn/yourssn. html Social Security Online. 2008, January 14. When Someone Else Uses Your Social Security Number. Retrieved April 18, 2008 from, http://www. ssa. gov/oig/hotline/when. htm

The Health Care System Essay -- essays papers

America has a highly developed health care system, which is available to all people. Although it can be very complex and frustrating at times it has come a long way from the health care organizations of yesterday. Previously most health care facilities were a place where the sick were housed and cared for until death. Physicians rarely practiced in hospitals and only those who were fortunate could afford proper care at home or in private clinics. Today the level of health care has excelled tremendously. Presently the goal of our health care is to have a continuum of care for the patient, one which is integrated on all levels. Many hospitals offer a referral service or discharge plan to patients who are being discharged. Plans for the patient are discussed with a discharge planner. The discharge planner is a person who is trained in assessing what the patient's requirements for health care will be after discharge from the hospital. This enables the patient to continue ! their care at a level which is most appropriate for them. Items reviewed for discharge planning include but are not limited to therapies, medication needs, living arrangements and identification of specific goals. A few of the options that are available for persons being discharged from an acute care hospital can include home health care, assisted living facilities, long term care or hospice Home Health Care According to Growing Old in America (1996), "Home health care is one of the fastest growing segments of the health care industry" (p. 114). Alternatives for home care can meet both the medical and non-medical needs of a patient. These services are provided to patients and their families in their home or place of residence. Home care is a method of delivering nursing care and other therapies as required by the patient's needs. Numerous alternatives are available for persons seeking health care at home. With transportable technologies such as durable medical equipment, oxygen supply and intravenous fluids there are countless possibilities for treatment within the home setting. As stated in The Continuum of Long Term Care "Home health programs range from formal organizations providing skilled nursing care to relatively informal networks that arrange housekeeping for friends" (p. 185). This has allowed for home care to quickly become an e... ...mpanies. The regulating agencies that set the standards for hospices are Medicare, the National Hospice Organization, Joint Commission on Accreditation of Health Care Organizations (JCAHO) and state hospice agencies. I have found that the medical record content in a hospice program contains an extensive amount of identifying information in regards to the patient and their primary caregiver(s). All aspects of patient care are well documented and assure well-coordinated, continuous care. The medical record acts as a communication tool between the different team members and is used on a continuous basis throughout the patient's care. Conclusion Although there are many options other than those listed for health care after discharge from a hospital, The most important aspect for a person is to be well informed and knowledgeable about the variety of options available. It can be very confusing, especially to an elderly person when talk of finances, regulations and covered and non-covered items are discussed. It is our responsibility as future health care administrators to provide adequate information to the person who is opting for alternatives to health care.

Sandwich Blitz

Dalman and Lei have discussed two possible avenues to grow and expand Sandwich Blitz, Inc. One possible strategy would be to franchise locations. Another strategy would be to secure venture capital to finance an internal expansion by opening more company-owned shops. Dalman feels that he just does not have time to investigate these options because he is spending an increasing amount of his time assisting the location managers. Lei noted that two of the location managers had exhibited a lot of skill in the management of their locations and perhaps a new position could be added to coordinate with the location managers. This would free Dalman to work on these larger issues.1. How would creating a new position between the CEO and the location managers help the business to grow?Creating a new position will allow Dalman to devote his time and energy towards more important issues regarding growing the company as a whole; namely the possibility of franchising locations and or securing ventur e capital to finance and internal expansion by opening more company owned shops. In this new position, the new manager would have the authority to make decisions, give orders, draw on resources and do whatever else is necessary to fulfill that responsibility. Dalman would only need to have a weekly or bi-weekly meeting with the new manager as to the status of the locations at the operational level and dispense advice or direction if needed.2. Is promoting an existing manager the best option to fill this position? If not, what is an alternative source to fill the position?Yes, promoting an existing manager is the best option to fill this position because the existing manager already knows the job and with the additional responsibilities, he will feel like he’s contributing. Also, with his exceptional managerial skills, he will remain focused, put over 100% effort into the tasks at hand and become involved in new ideas and innovation for the company.3. Who within the company sh ould make these decisions?Dalman and Lei should make these decisions. Since they both know who the managers are and their skill set, then they are the ones who should decide who to promote and/or move into the position.4. List the levels of authority (management) that Sandwich Blitz, Inc. would have if the new position is created.The levels of authority (management) that Sandwich Blitz, Inc. would have if the new position is created are:1.Strategic Managers, CEO, CFO, Dalman and Lei 2.Middle Manager – Senior Manager, New Position 3.Operational Managers – 8 Location Managers

Dissertation On Recruitment And Retention Of Volunteers Management Essay - Free Essay Example

Sample details Pages: 18 Words: 5290 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? This dissertation will look at the recruitment and retention of volunteers within St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice Charity Shops, based in London. Whilst some aspects will be similar to the recruitment and retention of paid employees, it is essential to understand the differences between the two groups of staff. The recruitment and retention of volunteers raises many of the same challenges as those involving paid workers, but the solutions may differ (Suff, 2008). Don’t waste time! Our writers will create an original "Dissertation On Recruitment And Retention Of Volunteers Management Essay" essay for you Create order However, Olga Aikin points out that the legal status of volunteers and the duties owed to them by employers are not necessarily clear. She believes that the ambiguity is caused by the term volunteer having no universal meaning. Aiken (2009) explains that at common law level the status is relatively simple. The status can be determined by asking the question à ¢Ã¢â€š ¬Ã‹Å"did the parties have a binding contract?à ¢Ã¢â€š ¬Ã¢â€ž ¢ For an agreement to become a binding contract there has to be mutuality of obligations and an intention for the agreement to be legally binding. At common law the parties can agree that the agreement will not be legally binding (a so-called gentlemans agreement) (Aikin, 2009) Aiken goes on to clarify that it if often wrongly thought that a contract relating to employment must include monetary benefit, however this is not the case. For there to be a contract there must be mutuality of obligation, meaning that each party must receive some benefit, and be under some obligation. The individual must receive some consideration for his or her work. This consideration does not have to be money; it could include other benefits such as training or accommodation, however, mandatory training, or training to allow a volunteer to carry out their role is not excluded (Aikin, 2009). Due to this it is essential that volunteers do not receive benefits for their role. Whilst the paying of expenses is acceptable, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s would be restricted in offering volunteers other benefits which fall outside of this. It is important to establish from the outset that the person is working in a voluntary capacity, to avoid the organisation facing problems further down the line, including possible claims for payment and other benefits related to employment. Formal volunteering is defined as unpaid voluntary work carried out with, or under the auspices of, an organisation., whilst informal volunteering is defined as unpaid or voluntary work carried out outside organisations, often at neighbourhood level, but outside the immediate family (Volunteer Development Agency, 2007). Phil Hope from the Cabinet Office (Association of Volunteer Managers, 2007) defines volunteering as: any non-compulsory activity which involves spending time, unpaid, doing something which is of benefit to others (excluding relatives), society or the environmentà ¢Ã¢â€š ¬? The Volunteer Development Agency (2005) defines volunteering as à ¢Ã¢â€š ¬Ã‹Å"The commitment of time and energy for the benefit of society and the community, the environment or individuals outside ones immediate family. It is undertaken freely and by choice, without concern for financial gain.à ¢Ã¢â€š ¬Ã¢â€ž ¢ The difference between paid staff and volunteers is often not clear. Kate Engles (Volunteering England, 2006) says that: Although both permanent staff and volunteers can be motivated by the cause of the organisation, for the former there is always the additional motivation of remuneration. So it is very important that volunteer managers are aware of the wider motivations that volunteers have, because that is why they are there. A paid employee will have a contract of employment and have clear workplace rights. A volunteer does not, so the relationship is based on reasonable expectations. It is important that the terminology in a volunteering agreement refers to role, and not job, description, for example, so that it is not inferred that the volunteer is a paid employee. Similarly, volunteers should only be reimbursed for out-of-pocket expenses, as any subsistence or payment could be construed as a wage. One of the other major differences between volunteers and paid staff is in the recruitment process. When recruiting paid staff the process results in the most suitable person for the job being appointed. With volunteers however, the approach is often different, with the process being a lot more flexible, allowing the organisation to tailor roles to suit the individual. If an individual if unsuitable for the role for which they have applied, it is often possible to point them in the direction of an alternative department or role, for which the organisation would be able to use them. This is a tactic that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s use, predominantly when individuals under the age of 18 apply to volunteer within the hospice setting. Engles continues to say that there are some requirements which help to differentiate between the two groups. These include the organisation having a volunteering policy which sets out how the volunteering arrangement should work in practice, covering recruitment, supervision, training and development and reimbursement of expenses. WRVS also recommends having good-practice policies in place to manage the volunteer workforce, mirroring the approach of policies which are in place for permanent staff. This should include documentation which clearly sets out expectations for both volunteers and the organisation about what can be expected from volunteering. (Volunteering England, 2006) This was something that was implemented in 2008 at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice, called a à ¢Ã¢â€š ¬Ã‹Å"Statement of Mutual Expectationà ¢Ã¢â€š ¬Ã¢â€ž ¢. The Statement of Mutual Expectation is a document which clearly states what is expected of volunteers whilst working at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, and what volunteers can expect from St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s whilst working for the organisation. It was drawn up in agreement with a volunteer focus group, to ensure that volunteers were in agreement and that the expectations were realistic from both parties. Suff (2008) believes that having the right person, in the right place, at the right time, is central to organisational performance. Recruitment is an essential activity for organisations as a whole, not just for the HR team, but also for line managers who have become increasingly involved in the selection process (CIPD, 2009). This principal does not just relate to the recruitment of paid employees, but to volunteers too. The volunteer recruitment process should reflect that of paid staff. Prior to recruiting for a position the CIPD recommends investing time to gather information relating to the role, including the roleà ¢Ã¢â€š ¬Ã¢â€ž ¢s purpose, the outputs required by the role holder and how it fits into the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s structure. When considering the role it is also important to take in to account the skills and personal attributes needed to perform the role effectively (CIPD, 2009). This should be the first step in the recruitment process. This should also include looking at how volunteers will be supported and managed whilst working with the organisation. By including both paid staff and current volunteers in the planning process, it ensures that everyone has an input and understands the volunteers involvement. By involving senior management and board members in any planning, this ensures that the organisation has commitment at strategic level. The National Centre for Volunteering agrees that successful recruitment is heavily dependent upon organisations identifying what is needed from potential volunteers by understanding the specific roles, and recruiting to them (McCurley and Lynch, 1998). McCurley and Lynch (1998) found that there is evidence that shows potential volunteers are attracted to the type of tasks or the nature of the role when being recruited to an organisation. It is therefore important that these are in place before the recruitment process starts. As well as being attracted to the roles offered, each volunteer has a reason for wanting to give their time for free. By identifying these motivations, the organisation will be able to match the needs of the volunteer with the needs of the organisation. Motivation factors include a commitment to the organisation. Within a local Hospice this may be that a friend or relative has received care, meeting people and socialising, gaining skills, or utilising existing skills (Volunteering England, 2006). The 2008 Institute for Volunteering Research paper à ¢Ã¢â€š ¬Ã‹Å"Young people help out: Volunteering and giving among young peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢ explain that the volunteering agenda believes young people volunteering has a positive impact, including increasing skills and employability, enhancing social cohesion, integrating young people in to society and reducing crime and anti social behaviour. Once the role has been planned for, the organisation needs to generate interest from external individuals. This can be done by advertisements in newspapers, on commercial job boards and on websites, including the organisations (CIPD, 2009). Regional newspapers often offer free advertisement space to charities, which can benefit both the organisation and the publisher. CIPD believes that as the use of technology in recruitment increases, organisations are adapting, and creating databases or pools of à ¢Ã¢â€š ¬Ã‹Å"readyà ¢Ã¢â€š ¬Ã¢â€ž ¢ candidates, who can be kept in reserve, for as and when positions in the organisation arise, without the need to re-advertise (CIPD, 2009). This is not an area that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have attempted, due to lack of technology within the organisation. Also, with so many voluntary positions in the organisation, the majority of people can be placed immediately. As well as the recruitment process identifying suitable individuals, it can also be used to allow candidates to find out more about the organisation. It is also used for the individual to assess the organisation, and decide whether it is the right environment for them to work. As the experience of all applicants impacts on their view of the organisation, it is vital that each stage of the recruitment process is managed effectively and to the best of the organisations ability (CIPD, 2009). This is particularly important in an organisation such as St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice, who are community based, and rely heavily on word of mouth for recruitment and support. WRVS uses a variety of methods to attract potential volunteers. These include local media, attendance at events, local recruitment campaigns and word of mouth. One consideration with word-of-mouth approaches is that there could be an impact on diversity if people of similar backgrounds are coming forward, so we balance that method with other promotional activities, head of people volunteering at WRVS Chris Dobson says The CIPD Recruitment, Retention and Turnover Annual Survey 2009 found that the number of voluntary, community and not-for-profit organisations experiencing difficulty in recruiting for one or more category of vacancy in 2009 has decreased, compared to the 2008 figure, from 82% to 79%. However, the same report found that organisations with fewer than 250 employees are increasingly finding difficulty in recruiting for one or more category of vacancy in 2009 at 83%, up from 80%. The previous year CIPD also believe that effective recruitment is crucial to organisations for successful day to day running, and that it should not only be carried out to fulfil current needs, but should consider future needs, which will impact on the organisations resourcing (CIPD, 2009). However, in such a small organisation, the luxury of future planning is not always possible. With so many volunteer roles needing filling, planning for the future is not a priority. For recruitment to be effective, it is essential that there needs to be some understanding on where potential volunteers would look for current opportunities. Volunteer Development Scotland (VDS) research (2006) shows that 69% of existing volunteers became involved in volunteering through à ¢Ã¢â€š ¬Ã‹Å"being asked to helpà ¢Ã¢â€š ¬Ã¢â€ž ¢. VDS however found that from the group of people asked, comprising of existing volunteers and non volunteers that the most popular places people believed they would look include the library, internet, direct to the organisation which they are interested in, a volunteer centre, or by speaking to their family and friends. These findings differ from the reality. Organisations can use a variety of methods to recruit volunteers. One of these is promoting itself to potential volunteers. Ways of doing this include informal methods, such as word of mouth by existing volunteers, as well as more formal methods, such as advertising. Word of mouth should not be under estimated. In a community charity it is a very powerful tool. Danson (2003) found that those who did not have access to these networks would become excluded from volunteering. à ¢Ã¢â€š ¬Ã…“However, the socially excludedà ¢Ã¢â€š ¬Ã‚ ¦ are the least well informed about volunteering and the least networked into existing volunteersà ¢Ã¢â€š ¬? (Danson, 2003). For young people, aged 16 24 years, word of mouth was the most popular route in to volunteering (Institute for Volunteering Research, 2008). Institute for Volunteering Research (Gaskin, 2003) conducted research, using volunteers and non volunteers, and found that recruitment messages can be targeted to particular groups of people through advertising. What Gaskin was demonstrating, was that for a modern image of volunteering, organisations should use innovative media, emphasising the benefits of volunteering. For an outreach approach, organisations should be using talks, road shows and presence at public events, which could be incorporated with fundraising events. Lastly, for maximising word of mouth recruitment organisations should be encouraging current volunteers to act as ambassadors for volunteering within the organisation. Baird (2005) has found that often, non-volunteers have little knowledge of the activities undertaken by volunteers, or the number of hours and commitment which would be required of them to join an organisation. Baird also found that potential volunteers like to know how their time can make a difference to others, the organisation, or the environment and what they themselves could gain from volunteering. Whilst some volunteers like to know what they gain personally, this would also depend on their motivation for volunteering, as mentioned by Volunteering England. It is therefore important when planning and designing the volunteer role, to include information such as amount of time involved and any ongoing commitment requirements. It is vital to remember that volunteers are an important, if not invaluable resource for many organisations, and their recruitment and retention needs to be treated with as much care and detail as that of paid employees. Whilst motivational factors may differ between paid employees and volunteers, many aspects of people management remain the same. Volunteering is a major activity in the UK, with the  governments citizenship survey (2007) identifying that three-quarters (73%) of all adults in England and Wales undertook some form of volunteering in the previous 12 months, with almost half (48%) of adults surveyed claiming to do voluntary work on a regular basis, at least once a month (Suff, 2008). However, the extent to which volunteers are used within organisations varies considerably, ranging from organisations who solely depend on unpaid staff, to organisations who have minimal volunteer involvement. The Institute for volunteering Research (2008) found that in the previous year, 59% of organisations surveyed had experienced à ¢Ã¢â€š ¬Ã‹Å"someà ¢Ã¢â€š ¬Ã¢â€ž ¢ problems with recruiting enough volunteers, with a similar proportion (57%) reporting difficulties in recruiting volunteers with the skills their organisation required. Kate Engles, Policy and Information Officer at Volunteering England, says that there is a range of support available for charities trying to attract volunteers, including volunteer centres, who offer advice to organisations on working with volunteers. They also advertise organisations volunteering opportunities to the local community. However, this is an approach that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have previously tried, using volunteer centres in Harrow and Brent, with little success. Chris Dobson, head of people volunteering at WRVS explains the demographic changes since the formation of WRVS 70 years ago (Volunteering England, 2009): Since WRVS was formed 70 years ago, peoples lifestyles have changed significantly. For example, at first there was a big group of women who did not work, but today most women do work and so do not necessarily have the free time to volunteer. This means we have to work a bit harder and be a bit more creative in how we attract potential volunteers. St Mungos, a homeless charity based in London, use a range of approaches to promote volunteering opportunities, including free advertising in London newspapers. This is an approach that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have tried in the past; however this was not very successful in terms of recruiting volunteers but did provide free press coverage to a large reader group. (Volunteering England, 2009) St Mungoà ¢Ã¢â€š ¬Ã¢â€ž ¢s is also registered with several national volunteering databases, as well as having forged links with University College London and London Metropolitan University, due to the universities course provision relating to the work done by St Mungos. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work closely with Thames Valley University, by providing accredited modules in Palliative Care as part of their degree programme. However, students who spend time at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s as part of the module do not volunteer for the charity whilst training to become specialist palliative care nurses. They carry out supervised placements within the hospice, but no students have so far extended their time to volunteering outside of the module. When recruiting volunteers for the organisation it is important to understand diversity and the role which it should play. Diversity includes physical and non physical differences, with a number of personal characteristics covered by discrimination law. These give people protection against being treated unfairly, with the à ¢Ã¢â€š ¬Ã‹Å"protected characteristicsà ¢Ã¢â€š ¬Ã¢â€ž ¢ including age, race, disability, sex, religion and belief and sexual orientation. Diversity in volunteering should mean that people from diverse backgrounds, with diverse skills, can volunteer, regardless of any of these characteristics (CIPD, 2010). There are many compelling reasons to attract a diverse mix of volunteers, such as reflecting the community or client group, encouraging inclusion and encouraging new skills and backgrounds into the organisation, because there is greater flexibility in the recruitment process for volunteers, there is greater scope to encourage greater diversity. Kate Engles (Volunteering England, 2009) observes. The Institute for volunteering Researchs 2008 study found that more than half of participating organisations (56%) had experienced problems recruiting volunteers from a wide range of social and community backgrounds. Volunteer Development Agency (2005) states that when talking about a diverse organisation, it is one that represents the community that it is in. In an area as diverse as Harrow and Brent, this is a particularly relevant challenge, and one that needs to be overcome to ensure the future of volunteers within the hospice. Over the past 5 years WRVS has worked to implement a diversity strategy. This is in an attempt to enhance its reputation and image, resulting in widening its potential recruitment pool. The reason for WRVS implementing this was that it views volunteers as the public face of the organisation, and believes that if they reflect todays diverse society, then individuals will more easily identify with it (Volunteering England, 2009). For St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, this is also an influencing factor, along with the need to diversify to continue to attract volunteers from the local community. The CIPD give several examples of why an organisation would want to become more diverse. To be competitive, everyone within the organisation needs to make their best contribution. By employing a diverse workforce, this allows for a more diverse skills mix. A diverse workforce can help in market competitiveness, opening up new market opportunities, increasing market share or expanding an organisations customer base. It can benefit the organisation by brining fresh ideas and perspectives from people with different experiences and backgrounds. It can also help to ensure that the services the organisation offers are relevant to the community (Volunteer Development Agency, 2005). To implement a diversity strategy within an organisation, it needs to start with buy in from senior management, and include changes in workplace behaviour, communication and training (CIPD, 2010). CIPD Recruitment, Retention and Turnover Annual Survey 2009 found that 94% of voluntary, community or not for profit organisations surveyed monitored recruitment to gain information on gender, ethnic origin, age and disability and 70% train interviewers to understand what diversity is and the impact on stereotypes. The benefits of having a diverse workforce are also highlighted in the Institute for Volunteering research paper à ¢Ã¢â€š ¬Ã‹Å"Regular and occasional volunteers: How and why they help outà ¢Ã¢â€š ¬Ã¢â€ž ¢ (2008). The report found that although there are no significant differences between regular and occasional volunteers when it comes to gender or ethnicity, the age of the volunteer can make a difference. Volunteers aged 25 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 44 years old and more likely to be occasional volunteers, whilst those aged over 65 are more likely to commit to regular volunteering opportunities. Retention is the process in which employees are encouraged, through various means, to remain working for the organisation. This can be ongoing, or until the completion of the project. Employee retention is beneficial for both the organisation and the individual, and it is seen as the responsibility of the employer to ensure that the employee stays working for the organisation by using compensation, environment, support, growth and relationship. (CIPD, 2010) Retention of volunteers is just as important as the recruitment. Previous literature has cited negative experiences within organisations as well as personal factors, as reasons why people leave volunteering. Examples include lack of relevant training, poor supervision within the role and uninteresting duties (Alexander, 2000). Other factors include feelings of being overburdened and undervalued (Locke, Ellis Davis-Smith, 2003). Whilst it is not a fail safe way of ensuring high retention figures, there are many processes in place within the Shops Company which work towards addressing these issues. All volunteers are issued with a manual when commencing their role, which needs completing in agreement with the shop manager. Volunteers have set roles within the shops, and have regular parties to show appreciation for their hard work and commitment, along with birthday cards set as a sign of thanks. A thorough induction programme is also thought to be essential, to make volunteers feel comfortable, welcome and able to carry out their role with confidence. It should include an introduction to the organisation, including the organisations ethos and how they can personally contribute as a member of the volunteer team, an introduction to staff and volunteers with whom they will be working, an introduction to their new role, and also cover legislation, including health and safety (Help the Hospices, 2004). Beugen (in Recruitment and Retention of Volunteers, 2007) found that it is important to recognise that the needs and motivations of volunteers change over their time volunteering for an organisation. He believes that volunteers progress through a motivation life cycle, much the same as paid employees in any organisation. The first stage of Beugenà ¢Ã¢â€š ¬Ã¢â€ž ¢s life cycle of volunteers is the exploratory stage. This is when the new volunteers are still exploring the possibilities of being a volunteer, and trying out their new role within the organisation. At this stage Beugen believes that it is important to give reassurance to the volunteer, to find out their expectations and to discuss any uncertainties that they may have. The second stage of the life cycle is the period where volunteers are developing themselves and their role. They do this by analysing what they are doing and improving on their performance. Support for the volunteer doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t need to be as intensive as the first stage during stage two, however it is still important to maintain contact with and encourage the volunteer. (Recruitment and Retention of Volunteers, 2007) Ongoing training is important during the second stage to allow for continual development. Beugen believes that this helps to create a sense of commitment to the organisation, resulting in higher retention rates. He also thinks that it is also important to recognise volunteersà ¢Ã¢â€š ¬Ã¢â€ž ¢ achievements and to acknowledge the value of their contribution to the organisation. Recognition can be formal (e.g. certificates, long service awards) or informal (e.g. birthday cards, cakes). The final stage of Beugenà ¢Ã¢â€š ¬Ã¢â€ž ¢s life cycle is maturity. This is where the volunteer is ready to share their skills and knowledge, and to support and lead other volunteers. In an organisation with a lot of volunteers, this stage of the life cycle is important, as it allows established volunteers to share their experiences and knowledge to newer volunteers, and to possibly give a different perspective on the role than that of a paid member of staff. By involving existing volunteers in this knowledge sharing it is preventing them from losing interest and motivation. Beugen points out that it is important to recognise that total retention isnà ¢Ã¢â€š ¬Ã¢â€ž ¢t necessarily a good thing. He believes that once a volunteer has gained new skills and interests they may be ready to move on to another organisation. This may not be necessary if the organisation is large enough to have a range of roles to keep the volunteer motivated and interested. Holmes (in Recruitment and Retention of Volunteers, 2007) comments that the recruitment and retention procedures advised by many organisations are over-formal and similar to the personnel practices for paid staff. Despite this formal approach having advantages to both managers and volunteers in its structured approach research has found that volunteers often find this approach off-putting (Gaskin, 2003; Holmes, 2004). The Institute for volunteering Research (2003) asked volunteers à ¢Ã¢â€š ¬Ã‹Å"what factors contribute to a satisfying and enduring volunteering experienceà ¢Ã¢â€š ¬Ã¢â€ž ¢ in order to help organisations recruit and retain. IVR found that what puts volunteers off is feeling used, not appreciated, not consulted and not accommodated. They found that volunteers want to feel welcome, secure, respected, informed, well used and well managed. Since they do not have the incentive of financial gain, rewards must be supplied in other ways. Kate Engles (Volunteering England, 2009) comments: Many volunteer-involving organisations use volunteers Week in June to give awards or celebrate their volunteers by an outing or picnic, for example. Saying thank you costs nothing and goes a long way. Birthday cards or small gifts can also have a lot of meaning for the recipient. Birthday cards for all volunteers are sent annually, with tea parties held during volunteers week in June as recognition of the volunteer teams extensive work at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s. At St Mungos, the belief if that if volunteers can see that they are making a difference within the charity, and that they are working for a professional organisation then this will  help boost retention. This is done by integrating volunteers in to the Mungos family, by making them feel like a part of the permanent workforce (Volunteering England, 2009). Similarly to the integration of volunteers at St Mungoà ¢Ã¢â€š ¬Ã¢â€ž ¢s, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have invested time in altering its culture. Historically, within St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, volunteers and paid staff have been treated very differently, with separate inductions, handbooks, social events etc. However, since 2007 work has been carried out at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, to establish a less à ¢Ã¢â€š ¬Ã‹Å"them and usà ¢Ã¢â€š ¬Ã¢â€ž ¢ culture. This work started with the setting up of several focus groups, to enable volunteers to have more input in to the organisation. Yet, since this work in 2007, retention ra tes have not improved. Approximately half of the organisations surveyed in the Volunteer Development Agency 2009 survey said that during the first quarter of 2009 the number of people applying to volunteering within their organisation had stayed the same, with 39% or organisations seeing an increase. The most common reason for an increase in applicants was that people wanted to increase their employability skills to aid finding paid work. The most common reason for decreases in volunteer applications because people had less time to come forward for volunteering. The organisations who stated that they saw an increase in volunteer application in the first quarter of 2009 were asked to clarify the % increase that they had seen compared to the same period in 2008. 59% said that they had seen an increase of 1-25% and 27% had seen a 26-50% increase. Looking towards the future, the organisations surveyed predicted that the major challenges facing them over the coming 6 months were related to funding / limited resources and the need to adapt to changing motivations / expectations of volunteers. 90% of the organisations who responded to this survey were from the Voluntary and Community sector. The remaining 10% were split between organisations with a remit in church / faith, sports and social enterprise. The largest had 1080 volunteers. Although extremely difficult the quantity, the perceived monetary worth of one hour of volunteerà ¢Ã¢â€š ¬Ã¢â€ž ¢s time to the organisations surveyed average out at  £9.24, which ranged from  £0- £30. With over 700 volunteers, it is estimated that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s saves in excess of over  £1,000,000 per annum. Participating organisations are quoted as saying à ¢Ã¢â€š ¬Ã…“Volunteers at present are needing greater flexibility, this is ok to a point but does cause our organisation problems. Volunteers are not committing themselves for long periods any more, in the past the average duration for volunteers was 2-3 years, now that is down to 6-12 monthsà ¢Ã¢â€š ¬? (Volunteer Development Agency, 2009). à ¢Ã¢â€š ¬Ã…“The majority of our volunteers are women and to date a few of them were unavailable to volunteer because they have had to look for paid work when their husbands became unemployed. This trend may increaseà ¢Ã¢â€š ¬? (Volunteer Development Agency, 2009). In the report à ¢Ã¢â€š ¬Ã‹Å"Volunteering in UK Hospices: looking to the futureà ¢Ã¢â€š ¬Ã¢â€ž ¢ Smith, J (2004) estimates that each Hospice volunteer contributes approximately  £1,500 a year worth of work, using nearly  £200 of management time. Using this calculation it becomes clear how invaluable Hospice volunteers are, as the Shops operation would not be able to operate to such an extensive profit without them. With plans for the Hospice to continue expanding, and the opening of more shops in the local area, it is essential that the Hospice has a strategy in place to ensure that there is a constant supply of volunteers joining the workforce to allow this to happen. As well as looking at new ways of recruiting volunteers, it is vital that the Hospice acknowledges the need to retain the volunteers is currently utilises, as they have a wealth of knowledge. As well as knowledge, Smith, J (2004) identified that volunteer commitment increases with length of service. Statistics released by Volunteering England (2009) show that demand for volunteer placements in the 6 months prior to the report (March à ¢Ã¢â€š ¬Ã¢â‚¬Å" September 2009) increased in 86% of volunteer placement centres. A recent survey by Howard Lake (2009) for Institute of Fundraising found that Hospices were à ¢Ã¢â€š ¬Ã‹Å"bucking the economic gloomà ¢Ã¢â€š ¬Ã¢â€ž ¢. Lake found that people in the South East of England were still volunteering, and believes this to be their contribution during difficult financial times. However, in the article à ¢Ã¢â€š ¬Ã‹Å"Volunteering and the recession: A view from the front lineà ¢Ã¢â€š ¬Ã¢â€ž ¢ Wiggins, K. (2009) sees the increase demand for volunteer placements to be due to increased unemployment and Governments use of volunteering to tackle social issues, including unemployment and immigration. Despite this research, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s are experiencing an increased level of volunteer vacancies within its Shops Company. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s is based in Kenton, Greater London, and serves the people of Harrow and North Brent. Since it has been founded, the demographics of the surrounding area have changed; noticeably it is becoming a more ethnically diverse community. Farnham (2005) describes demographics as à ¢Ã¢â€š ¬Ã‹Å"The study of population à ¢Ã¢â€š ¬Ã¢â‚¬Å" size, distribution and composition of the population of a country, region, area or on a worldwide basisà ¢Ã¢â€š ¬Ã¢â€ž ¢. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s catchment area comprises of over 480,000 people. These boroughs have a diverse mix of ethnic minorities that make up their population. Brent has one of the highest ethnic minority populations in the country at 54.7%. Between 1991 and 2001, the population of Brent increased by 8.4% (statistics.gov.uk). Despite the increase in local residents, this is not reflected in an increase in volunteer numbers and the high ethnic minority levels are not accurately reflected in St Lukeà ¢Ã¢â€š ¬Ã¢â €ž ¢s volunteers. Smith, J (2004) reports this to be a national wide problem, with 98% of all volunteers surveyed in Hospices to be of à ¢Ã¢â€š ¬Ã‹Å"White-Britishà ¢Ã¢â€š ¬Ã¢â€ž ¢ origin. The report also found that the best form of recruitment was word of mouth. However, this may be a contributing factor as to why 98% of Hospice volunteers are White-British. Word of mouth recruitment has previously been found to attract like for like. Therefore, with a strong White-British base, this is what the Hospice will continue to attract. The report Volunteering in UK Hospices: looking to the futureà ¢Ã¢â€š ¬Ã¢â€ž ¢ Smith, J (2004) highlights that 61% of Hospices believed that volunteer recruitment would get harder over the following five years. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice is now at that stage, and the Hospiceà ¢Ã¢â€š ¬Ã¢â€ž ¢s figures would agree with this prediction. However, the Institute for Volunteering paper à ¢Ã¢â€š ¬Ã‹Å"The changing and non-changing faces of volunteeringà ¢Ã¢â€š ¬Ã¢â€ž ¢ (2007) found that an increased number of new volunteers were from Black or Minority Ethnic backgrounds (BME). For an organisation such as St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, who are based in an ethnically diverse community, this is good news.