Tuesday, November 26, 2019
Free Essays on Survival
â€Å"Survival†Hayden Carruth’s poem, â€Å"In the Long Hall†depicts the unraveling life of a man who sees his life crumbling before his eyes and is helpless to stop it. He tries to focus on moving his life forward, but is unable to forget the damage that he has created within himself. He is unable to stop his deterioration, due to the entrapment within his own mind. He is unable to completely move forward and unable to focus on changing his lifestyle, which is self-destructive. The figurative language used in the poem assists the reader in experiencing the emotions of a desperate man life that is being conveyed by the persona. The first lines of the poem describe the way in which the man is leading his life. It expresses the torture the man is dealing with in his own mind. He is eager to continue leading his life, but he is unable to shake the mistakes that he has created. He soon realizes that his life is beginning to â€Å"unravel†and â€Å"flaw†(2,3). While his life begins to become fulfilling he began to resent the way his life was undoing itself. As the poem continues, one of the sentences really seems to express the struggle that he is going through: â€Å"He resolved not to look back, but to keep going ahead†(8,9). For awhile he was successful in not looking back on his life or the havoc that was created, but soon he discovered that trying not to forget his mistakes instead of confronting them might not be the wisest decision. By not confronting them he was slowly losing the ability to move forward in his life. The life he sees in front of was gradually coming to a halt. It might be assumed the mistake that is so destructive in his life was something he had not intentionally created, such as, alcoholism. I believe that lines 15-17 represents it best, â€Å"Before he could not keep up, his hands were to slow, his fingers too weak†(15-17). These lines symbolize his loss of control over this disease. This ca... Free Essays on Survival Free Essays on Survival â€Å"Survival†Hayden Carruth’s poem, â€Å"In the Long Hall†depicts the unraveling life of a man who sees his life crumbling before his eyes and is helpless to stop it. He tries to focus on moving his life forward, but is unable to forget the damage that he has created within himself. He is unable to stop his deterioration, due to the entrapment within his own mind. He is unable to completely move forward and unable to focus on changing his lifestyle, which is self-destructive. The figurative language used in the poem assists the reader in experiencing the emotions of a desperate man life that is being conveyed by the persona. The first lines of the poem describe the way in which the man is leading his life. It expresses the torture the man is dealing with in his own mind. He is eager to continue leading his life, but he is unable to shake the mistakes that he has created. He soon realizes that his life is beginning to â€Å"unravel†and â€Å"flaw†(2,3). While his life begins to become fulfilling he began to resent the way his life was undoing itself. As the poem continues, one of the sentences really seems to express the struggle that he is going through: â€Å"He resolved not to look back, but to keep going ahead†(8,9). For awhile he was successful in not looking back on his life or the havoc that was created, but soon he discovered that trying not to forget his mistakes instead of confronting them might not be the wisest decision. By not confronting them he was slowly losing the ability to move forward in his life. The life he sees in front of was gradually coming to a halt. It might be assumed the mistake that is so destructive in his life was something he had not intentionally created, such as, alcoholism. I believe that lines 15-17 represents it best, â€Å"Before he could not keep up, his hands were to slow, his fingers too weak†(15-17). These lines symbolize his loss of control over this disease. This ca...
Saturday, November 23, 2019
A Creative Way to Get Paid for Talking
A Creative Way to Get Paid for Talking In a recent Funds for Writers issue, Hope continued her steady mentorship of us writers But, we all cry, how do we get our names out there in the world? How will anybody ever know about the fabulous books we have written if we dont talk to every audience that will have us? I have hit on an easy solution to the event-doesn’t-want-to-pay problem, so I wanted to share it. It started as just an experiment, but was so successful that I have used it half a dozen times since and plan to employ it whenever I have the chance. Many of the groups that invite me are chapters of charitable organizations or civic groups. That means they operate on very tight budgets and dont have the means to pay much of a speakers fee. Im not talking Madeleine Albright or Carly Fiorina –level payments here ($50,000 and $73,000, respectively), but a modest $250 honorarium plus travel expenses. So, instead of an honorarium, I have asked the organizers to buy one book for every attendee at their conferences and programs. I offer to sell the books to the group at deep discount, books that I purchased at an even deeper discount from the publisher. The group can then build the cost of the volume into the registration fee. This is a fairly painless price tag for both the sponsoring organization and the participant, and attendees get to walk away with some pretty substantial swag. To illustrate: I purchase books for $5 each from the publisher. I charge the groups $10 each - still far less than the list price of $28.95. In an audience of fifty people, I can make $250, precisely what I would have earned had I charged an honorarium, and much more than I would have netted from royalties – at $1.20 per book, only $60. And, of course, since royalties depend both on sales and the speed of calculating those sales at the publishing house, those payments arrive in my checking account much more slowly than the check from the host group does. In fact, if I must fly to the speaking gig, I ship the books ahead. The check arrives before I even pack my bags. So, you see, my method yields quicker and greater results. Not bad for a few hours of time. Even better, people have my book in their hands. If they like what they read, they may be more likely to buy my next book, especially when they have had the opportunity to meet the author and discuss the book with her. Isnt that the point of getting out there to speak in the first place? Finally, a bonus: I get the books out of my house! (I know you have cases of books in your closet/attic/basement, too.)
Thursday, November 21, 2019
Physical apperance presonality development Essay
Physical apperance presonality development - Essay Example This addresses the differences between the ideal self that one imagines and the real self that must be dealt with daily: everyone is not at peak performance at all times and bloating does happen. This can immediately attack one's self-esteem, either in frustration of the event or in guilt to what extent one caused it. The commercial focuses on the latter, claiming that active engagement with school and work cause people to frequently make poor food choices (there's a pizza box on the table) which conflict with other activities that later arise. Part of my, or any woman's gender constancy, creates a sensitivity not just to identification with the bloated woman, but also an awareness of pitfalls to the advertised diet. Activia claims to have something called bifidar regularis, which, aside from sounding made-up, is supposed to regulate the digestive tract to alleviate bloating. What it loudly leaves unsaid is that one must exercise ego (or self) control in eating habits to begin with w hich can easily be interpreted that the yogurt should be an entire meal replacement which is the first step towards developing a case of anorexia nervosa. Frustrated by what was sounding like a panacea, I decided to move along similar lines to a different media, the July 2006 issue of Cooking Light. Cooking Light can be i... al in mind, coping with the body images used in these adds is a little easier to accept, as it doesn't feel quite so much that it is an insistence to conform to these slender women so much as they are displayed as goal weights to achieve through healthier eating. Yet even here, ads focused on more superficial concerns, considering their were two Oil of Olay ads (one facial cream, one boy cream) and one L'Oreal (anti-sagging cream). These first two perpetuate an everlasting myth of adolescence (a mistaken self-concept that one reaches a peak and then declines after it) through early intervention ignoring that age-differentiation attributes more admirable traits (wisdom, experience) to women who have had time to make their way in the world. The sensitive periods in which a woman may become self-conscious enough to begin using Oil of Olay begin when one first recognizes signs of aging. One frequently feels that this results from neglecting to use creams from an early point in puberty, w hen in actuality it is a normative experience and part of maturation. This prejudice against looking older is in direct contrast with today's increased life spans; it seems women want to increase the longevity of their youth, not their life. While these ads angered me as far as their external single mindedness, Cooking Light did have one ad that seemed to bridge the generational gap. An ad for Poise, a sanitary pad designed for weak bladders, is specifically designed for the female gender. The subject itself provokes a number of self-conscious emotions, as well as an understandable social phobia for anyone suffering from the condition. While this problem would prove to be a critical period for anyone, the ad sends a signal of empathy in the picture of a mother hugging her
Tuesday, November 19, 2019
Write a research paper on the concept of jihad Thesis
Write a research paper on the concept of jihad - Thesis Example it means duty mindedness, groups interpret the same as a tool to exert their influence, individuals consider it as their duty, the U.S authorities interpret it as the influence of fundamentalism on religious belief and the reason behind terrorism, Muslim world considers it as the core aspect of their belief, and the rest of the world considers it as the reason behind religious intolerance or fundamentalism. This section of the research work is divided as: jihad, differences in meaning, for groups and individuals, implication of jihad for the U.S., implication of jihad for the Muslim world, and implication of jihad for the rest of the world. Basically, the word jihad possesses inner meaning, i.e. duty mindedness of the believers. To be specific, this word denotes the inner struggle faced by the believers while proving their devotion to the almighty. On the other side, Shia Muslims interpret this word differently because they consider that it is their duty act against the infidels in general. Gilles Kepel states that, â€Å"By designating, in the Muslim context, all efforts to propagate Islam as â€Å"jihad†, in their eyes the word comes to signify a holy war against all â€Å"infidels†who they stigmatize as such†(x). To be specific, this sect of Muslims provides importance to the violent aspect of jihad. When one provides importance to the inner struggle faced by the believers, jihad becomes non-violent. When one provides importance to the exhibition of physical struggle, jihad is misinterpreted and misunderstood as a violent act. Still, some followers consider that spiritual struggle cannot help one to be with the almighty. Then, the violent aspect of jihad gains upper hand and results in drastic after effects. When the term jihad is superimposed into the context of religious belief, one can see that the same is less violent. Then, the struggle against the disbelievers will be transformed into the struggle to transform the society. In the religious text, jihad is
Sunday, November 17, 2019
Virtue and Friendship Essay Example for Free
Virtue and Friendship Essay Friendship is a type of relationship between two people who care about each other. But such a dry definition doesnt do the concept of friendship justice. Consider these examples: A friend is the first person you want to call when you hear good news. A friend remembers that you dont like. In other words, friendship is wonderful, and much ink has been spilled in citing the virtues of having friends. Thats not to say friendship is easy, though. It demands time and effort, and it requires that people put someone other than themselves first sometimes. But in exchange for that work, a friend can provide an immense amount of support and comfort in good times and in bad. Many qualities are necessary for a good friendship, including honesty, trustworthiness, loyalty and unconditional acceptance. A friendship should make both people in the relationship happy; both people should have fun when they spend time together. To be perfectly frank, thats a tall order. Human beings can clash very easily, which is why its hard for some people to maintain many friendships. Its possible that friendship can exist between two people at one stage of life, but life changes and personal growth may make friendship impossible at another stage. It can be hard to meet the people who would make the perfect friend. To draw the conclusion, one can say that friendship is a relationship built on trust and understanding. And it’s hard work for both, to accept each other as they are.
Thursday, November 14, 2019
Anti-Federalist :: essays research papers
          Most Americans were very suspicious of government, but the Anti- Federalist was really mistrustful of the government in general and strong national government. This mistrust was the basis of their opposition to the constitution. They feared it had created a government the people could not control. Many distinguished Americans were Anti-Federalists. Leaders included George Mason and Elbridge Gerry. Both attended the Philadelphia Convention but had refused to sign the constitution.      The Anti-Federalist argued that the Constitution had many flaws. The thought that it should have been developed in meetings whose proceedings was open to the public. And it would undermine a republican form of government. It gave too much power to the national government at the expense of the powers of state governments. It gave too much power to the executive branch of the national government at the expense of the other branches. It gave too much power because of the â€Å"necessary and proper clause.†It did not adequately separate the powers of the executive and legislative branches. In addition, it allowed the national government to keep an army during peacetime. And also it did not include a bill of rights.      They feared that because of these flaws in the Constitution, the new national government would be a threat to their national rights. They also thought that the constitution had been developed by an elite and privileged group to create a national government for the purpose of serving its own selfish interest. They thought the only safe government that if it had a local and closely linked with the will of the people. And controlled by the people, by such means as we have yearly elections and replacing peopled in key positions often.      The Federalist knew that many members of Congress and the state governments were against the new Constitution, largely because it reduced their powers. So the federalist decided not to ask the Congress or state governments to approve the Constitution, even though they were expected to do so.      Today, now that the Constitution has worked successfully for 200 years, it would be easy to ignore the anti-federalist of 1787 and 1788 as an unimportant historical force, a collection of no constructive reactionaries and cranks. Actually, the anti-federalist may well have represented the views of the majority of the Americans, whose reasons for preferring the old Articles of Confederation were firmly within the democratic tradition.      Among the anti-federalist were fiery old patriot leaders who feared
Tuesday, November 12, 2019
Asian History: Review Essay
A. Describe the influence of Chinese culture on Heian Japan. In the Taika and Nara, Japanese peaked in their selective borrowing from Chinese culture. In 646, the Japanese tried to introduce the Taika Reforms, to change the imperial administration to resemble the Chinese(thought it had little effect in Heian Period).Previously, Japanese scholars tried mastering Chinese characters and wrote dynastic histories like those used by emperors in China. In the Heian period, Japanese consciousness grew and Chinese influence was reduced to a minimum. B. Describe Court Life during the Heian period Court Life during the Heian period is like the life of elites in America. Social status was most important, love affairs were common, and gossip was abundant. The members of imperial households and leading aristocratic families lived in a complex of palaces and gardens which the Japanese saw as most appealing. There were artificial lakes and fine gardens in every courtiers living quarters. Writing verse and poems were valued art types and were full of Japanese Classics and Chinese allusions. C. What led to the decline of imperial power within Japan? While the emperor was goofing off, aristocratic families were trying to run the imperial bureaucracy and create the most influence. One of them, the Fujiwara held quite a bit of influence over the imperial affairs, with many members of their family in the upper administration as well as increased marriage of Fujiwaras into the imperial family. All these aristocratic families whittled down imperial control and replaced it with their control. Buddhist monasteries tried to do rise in power as well, creating secret texts and ceremonies to bring cooperation between them and the court aristocrats. D. How did the rise of provincial warrior elites change Japanese Institutions? The rise of provincial warrior elites drastically changed Japanese institutions. As the imperial government gradually lost control, elite families created small fortresses where the Bushi, warrior leaders created a mini state inside. This created much crime and conflict, which in turn created a new warrior class, the samurai. The samurai lived by a code of family honor and death rather than defeat. All these factors created a feudal type order that replaced the weakened imperial administration. E. Describe social, political, and economical institutions during the Bafuku Age. The Bafuku Age was a military government that was established by the Minamoto after they defeated the Taira house. The leader of Minamoto after the victory was an unfit leader who weakened the Minamoto power. After a few equally bad successors, the Minamoto was dominated by the Hojo family who was content with allowing the Minamoto to be the face of the formal rulers. This created a three tiered system where the Hojo had real power, and manipulated the Minamoto who claimed to rule in the name of the emperor at Kyoto. In early 14th century the Minamoto tried to replace the Kamukura regime with their own regime, resulting in conflicts with the exiled emperor and the Minamoto. After this, civil and political strife was rampant and the collapse of centralized authority led to more conflict which ended with a division of Japan into many little kingdoms. F. To what extent did Vietnam and Korea accept and reject Chinese influences? The Koreans were able to resist Chinese control in the beginning, but after the fall of the Han and Koguryo, a wave of sinification began. Buddhism was the link between China and Korea and the Koreans adored the Buddhist art and buildings. Chinese writing and a unified law code like that of Han China was introduced. Universities were established so Korean youths could try learning the Confucian classics. The ruler tried to establish a Chinese style bureaucracy not unlike the Taika Reforms, but was rejected by the noble families and thus never happened. The Vietnamese put up more resistance than the Koreans because of their desire to hold onto their own identity and the fear of becoming part of China. They did trade with the Chinese but kept much of their own language and culture distinct. When Han China began to take over Vietnam, the elite of Vietnam allowed the agents of the Chinese regime to integrate Chinese culture into Vietnam. The usual sinification began that was not unlike Korea’s. There were sporadic revolts by Vietnamese aristocracy and ultimately frustrated the Chinese hope to assimilate their culture into the Vietnamese. G. Which classes and institutions were largely sinified in Korea and Vietnam? In Korea, the scholars and elites were mostly sinified. Although the peasantry did incorporate some parts of Buddhism into their lives, the elites and educated were mostly sinified; they made Chinese type bureaucracies and assimilating both the language and culture of Buddhism into their lives. In Vietnam, the lower class and higher class were more equally sinified than in Korea. The lower class adopted agricultural techniques to make Vietnam a heavy producer of agriculture. The Upper class took in political and military organization to help improve their fight against the neighboring countries. Schools were also built to educate the youth in Chinese scripts and made exams to qualify administration posts. H. How did Korea and Vietnam maintain political independence from China? Korea maintained political independence from China by the Koguryo resisting the invasion than seizing control when the Chinese control weakened. The warriors of Koguryo were heavily resistant to the Chinese conquerors at first, but were routed when the Tang allied with the Silla and demolished the Paekche and finally ended the Koguryo. The Silla however began to have conflicts with the Chinese that ended with the Chinese leaving peninsula and the Silla being a vassal of China. Vietnam had always been resistant to the Chinese even thought they were constantly attacked and finally conquered by them. Their struggle for independence was fierce and many uprisings occurred throughout the country. When political turmoil and nomadic attacks occurred in China, the Vietnamese tried to assert their independence. This didn’t fully work and in the end, a massive rebellion when the Tang fell made the Vietnamese fully independent. Vocabulary: A. Taika Reforms: Reforms instituted in 646 that aimed to completely change the imperial administration to resemble the Chinese absolutist style emperor B. Heian Period: A period where Buddhist monks became increasingly bold and powerful that a clever prelate almost married the empress. After this ordeal, the emperor fled to Heian, a new capital city and forbade any monasteries to be built in the city (Though the monasteries found a way around it). The Taika reforms were later abandoned and the aristocratic families were reinstated. Time when Chinese influence was reduced C. Kami: Nature spirits, Japanese word for divinity D. Bushi: Warrior leaders who controlled mini fortresses and built up their own army of samurai E. Samurai: Mounted troops loyal to the local lords and not to the court or aristocracy F. Seppuku: Ritual disembowelment, part of the death rather than defeat/capture G. Bakufu: Military government, literally meaning tent in Japanese H. Shogun: military leaders, like a mini emperor but not entirely I. Daimyos: Another way of saying Bushi but this was when Japan was divided into 300 small kingdoms J. â€Å"Gatekeepers†: Scholar gentry of Chinese civlization K. Sinification: Adoption of Chinese culture L. Tribute states: Separate states that recognize and give tribute to another state had conquered them M. Kowtow: Showing respect by bowing down to someone, originated in China Document Analysis: A. What ideas in the documents are: 1. Chinese?-The Chinese poetry mentioned that was exchanged in the first paragraph. The mention of a (most likely) Chinese tale of an emperor who had a wizard bring him a comb from his lost love. The painting of the Chinese Lady and the instrumentalist Chung Tzu-Chi are also Chinese ideas. The battle scene has Han and Chu type swords in them, both likely were swords from a period in China. The last paragraph has mention of one’s â€Å"filial†duty, something that most likely originated from the filial piety of China. 2. Buddhist (Indian)?-The Karma and debt mention in the first paragraph are Buddhist ideas. The abbot mentioned in the second to last paragraph is implied to be one of a Buddhist monastery. 3. Japanese?- The emperor concluded that the boy should be named either Minamoto or Genji, both Japanese clans. 4. Vietnamese?- The thought in the first document that the girl should not shirk her debt of grief to fate hints that she should remain strong, a Vietnam type development B. How are the documents similar? Different? The documents are similar in that they mention similar things. They show the influence of another country and of Buddhism. The changes brought by these influences are also shown. The documents are different in that the Tale of Genji has a female character which can suggest that females had more privileges in Japan. The Tale of Kieu shows more influence from many different states then in the Tale of Genji, which shows just one. C. What would account for the differences? The proximity with which the origin of the documents could have something to do with the influence it receives from neighboring states. Vietnam and Korea would show more influence from each other and China whereas Japan would have less because it is separated by ocean. D. How would you summarize the degree of Sinification of neighboring cultures? Korea received and kept a good amount of the culture of China. To this very day they have a similar culture and characters in writing. Vietnam did get some culture/technology from China but mostly rejected the idea. Japan received Chinese culture very well at first, but during the Heian Period, they rejected it. E. How have the Vietnamese and Japanese maintained their cultural identities? They resisted heavily against the Chinese and were able to keep their culture relatively untainted. After independence, they were able to nurture it with only a little bit of Chinese influence that was left over. Photo Essays: A. Japanese, Korean, and Vietnamese cultures are syncretic blends of foreign and indigenous cultural elements. Identify these elements in the above photos: 1. Chinese- The first photo in pg 286 shows the influence of Buddhism, which, though Indian, was transferred by China. The photo in pg 290 shows a painting in a Chinese style with buildings with ceiling most likely made with tiles, a Chinese development. In pg 291, the art style, like in pg 290, is a Chinese type style. The landscape painting in pg 298 is a Chinese style with a little excerpt in Chinese in the top left corner. The photo on the right shows a Chinese building type with a curved roof. The photos afterwards show little if not zero Chinese influence/cultural elements. 2. Buddhist- The photo in pg 286 shows a Buddhist temple and garden. In pg 290 there is evidence of a garden in the background, which is a Buddhist development. In pg 291 there is also evidence of a garden. In pg 298, the Golden Pavilion is built with a curved tile roof, showing a stress of the simplicity in Zen Buddhism. The photos afterward show no Buddhist cultural elements. 3. Indigenous elements-The many open hallways in pg 286 show a Japanese touch to a construction that is both Chinese and Buddhist. The painting in 290 and 291 show a Japanese element in the trees (indigenous to Japan) and the highly decorated style of dress. The pitcher in pg 301, shows a nearly uniform Korean culture, since neither Chinese nor Buddhist pottery looks like this. In pg 304, there is a painting of the samurai, something only found in Japan. B. Compare and contrast western European and Japanese feudal military societies. Japan and European feudalism had a set of values that embraced most of the people in the system. They also had highly militaristic and many times went through long centuries of warfare from the feudal loyalties and rivalries. Both had virtues or codes that their warriors lived by. Feudalism also left both with a lasting effect, where the warrior class would outlast feudalism and run rampant throughout the country. In Europe however, the feudal system was based on contracts with each other whereas in Japan they relied more heavily on group loyalties. Europe also had parliamentary institutions unlike Japan, who had less institutionalized group thought. C. Compare and contrast the religious architectures of the Christians, Shinto, Buddhists, and Muslims. What elements are universal and transcendental, and which are local, ethnic, or particular to an individual society? Shrines and temples were common in all of these religions. They were all used by worshippers and were uniformly sacred. Buddhists had more gardens and aesthetic qualities. Shinto stressed that there should be simplicity and had curved roofs made by tiles. Christians had large stone churches that were huge in comparison to the other type of architectures. Muslim architecture was huge but not as much as Christians.
Sunday, November 10, 2019
How to solve high employee turnover rate in a retail company or retail business? Essay
Introduction The problem of high turnover employee rate is quite a spread problem that most businesses have been facing for years. Employee turnover has a negative influence on the efficiency of business, profits, customer service and satisfaction from customers in different businesses and industries. The recent study made by Roper Starch Worldwide, Inc. and Unify Network in a wide range of industries and businesses showed a strong link between employee retention and the satisfaction from the service quality got by the customers. As the research was based on the analysis of 3005 interviews it has quite strong facts and conclusions. â€Å"The negative effects of the increase in employee turnover are no longer being felt exclusively by the human resource managers,†said Tom Casey of Unify Network’s talent management practice. â€Å"It is apparent that consumers are directly impacted by turnover as well,†Casey added. â€Å"As a result, turnover is now a principal concern because it directly affects the bottom line.†               Casey also added that new attitudes towards the workforce, as well as drop in the birth rate, and the emergence of innovative technologies have resulted employee turnover to skyrocket across retail business.   The most vivid outcome of the employee turnover is a direct effect on customer retention or the loses of customers. In the whole, more than 60 percent of the respondents of the survey, who were the customers of retail companies with high employee turnover, said that they were less than satisfied with the service they received. Companies, themselves, confess that high employee turnover issues cause more problems than product or price issues.  In the average one in three consumers marked that employee turnover negatively and directly affected the quality of the service. And just 20 percent of the survey participants agreed that they would like working for their service provider. Another problem of low level of satisfaction from customers was named to be low quality and absence of needed qualification and skills. To be more specific fifty seven percent of respondents agreed that the problem was in poor training, and only 20 percent remained satisfied with the quality of the service. The Consequences of Turnover The outcomes of turnover cause extra expenses, loss of valuable time and stagnation in business. All these are quite obvious results of turnover, because it’s not that easy to find a qualified worker nowadays, especially one that will fully suit the position he is hired on. The impact on business of the turnover will be reflected in â€Å"hard†and â€Å"soft†costs that are associated with looking for a new employee as well as the following factors: Customers get lower quality services that changes the reputation of the company Managers spend time looking for employees, which prevents them from their primary functions in the company which results in lower organization of business Disorder in the company influences on the work of other employees  It’s estimated that replacement of workers will cost  from 33% – 250% of the annual wages, depending on the workers position. Hard Costs $$$ Pre-Departure Exit interview                                            29 Separation processing                               12 Vacancy Costs Temporary fill-ins                                     902 Coworker overtime                                   483 Advertising job availability                      110 Recruiting administration                          97 Selection and Sign-on Interviewing                                               110 Testing                                                       100 Reference checking                                    28 Informational literature                               50 On-the-job training                                    874 Total                                                         $2,795 Soft costs Besides â€Å"hard†costs there exist soft costs that come out with losing of the employee, and that make more understandable and clear the outcomes and consequences of losing an employee. It even often happens that it cost 10 times more to look for a new customer than to gain repeat sales. In addition the company is more likely to get what is called â€Å" turnover causes turnover†and the company is likely to lose other employees. Soft Costs $$$ Pre-Departure Lost productivity of incumbent                            80 Lost productivity of coworkers                            97 Lost productivity of supervisor                            207 Vacancy Costs Lost productivity of vacant position                      0 Lost productivity of supervisor                            138 Selection and Sign-on Lost productivity during learning curve               482 Lost productivity of coworkers                             0 Lost productivity of supervisor                             483 Combined Impact Current business lost                                             350 New business not acquired                                   350 Turnover resulting from turnover                        350 Total                                                                     $2,537 Add up the costs This statistics is more likely to be called a demo illustration of what can be the impact of the $7 per hour job loss. The loss of a big employee number can deadly reflect on the financial health of the company and can even cause bankruptcy. The exist lots of strategies that allow to reduce turnover rate in business, but nevertheless none of them can be suitable for the majority of retail businesses, because of their specifics, particularities in the working atmosphere, relationships in working time, etc. But still there are strategies that will make business more effective and will stabilize the working atmosphere in the company. By the observation of many specialists who worked on the issues of high employee turnover in retail business for years, it became obvious that its reason is in low effectiveness of human resources departments of the companies. In the most companies with high turnover rate human resource managers did not more than simple recruiting and interviewing people, who would more likely to leave the company in months by their expectations but had not a big choice. â€Å"Evaluate your company A good first step in improving your retention rate is to ask yourself these questions. If you answer â€Å"no†to more than two questions, you are likely to be experiencing high employee turnover. Are most employees clear about your company’s mission? Do any of these words appear in your mission or core values? Respect, teamwork, trust, fairness, openness, and development. Do most or all employees have written job objectives? Are employees actively involved in shaping their own job assignments or projects to include their own personal interests and abilities? Does a manager speak with associates each quarter about their changing performance priorities and matters affecting their work? Does your company regularly invest in developing employee knowledge and skills? Does your company routinely applaud individual initiative and provide recognition for large and small performance successes? Would most employees say their manager is supportive of their ideas and concerned about their needs?† Different approaches to solve the turnover problem The experience of one of the researches, Louis Rovner, Ph.D., was more than bold or genius. He was employed by many retail companies that had problems with high turnover, and some of them had 50% turnover rate from the entire workforce employed a year.  As a skillful and qualified manager he spent hours conducting endless interviews and administrating numerous surveys and quizzes to determine the reasons of turnover and reasons of what the employees were unsatisfied with.  To his expectations if the company changed the way of employees treating, the workers will be more satisfied and there will be more chances that they’ll stay in the company. But the problem was more complicated that it seemed to be for the first sight.  Employees were managed cooperatively. People were encouraged and reinforced, the working schedule was optimized and was better control as the other modern management measures were taken to improve the labor and working atmosphere conditions. The employees got a higher range in the strategic decision making participation as well as new approach to please unsatisfied customers. The company was changing to one were the workers as well as their labor and participation was highly appreciated and valued.  Even though that much had been done and the expectations seemed to look very optimistic the true results were opposite to what was expected at the beginning. The 50% turnover rate didn’t really change, but it became worse because in the list of those who left their jobs were the oldest and the most qualified employees of the company. So the impact of such outcomes seemed to be more negative than usual practices for the company.  The analysis had shown that there were two main reasons for such outcomes, that primary related to job psychology. The first one was explained by the failure of managers to arrange things in proper order because they were unfamiliar with new strategies and considered them to be irrational and illogical. The lack of comfort in new working tendencies resulted the failure of the introduced strategies. New form of management resulted in lack of attention to the primary functions that began to fulfill improperly that resulted in profits fall. The second reason appeared to be more commonplace than the first one. One group of unhappy employees was replaced by other one, and the cycle was repeating again and again. But the was a significant change in this practice, that qualified employees appeared in this list. As in every company there always exists a group of employees that are satisfied with management, working conditions and their work as well, and they form the basement of the company’s team. With new changes that began to occur in the company their needs never no longer met and the conditions of labor no longer fully satisfied them. In this case the management that was introduced in practice was directed to satisfy primary the newcomers, but it didn’t meet the needs of checked and long working employees.  The solution of the problem became obvious and the reasons of the failed management were determined. The problems with employee turnover are based not in something wrong with the decisions taken by the company’s authorities, but they are related to the people employed who most likely don’t suit the business they are hired for.  The first steps that need to be taken to stabilize the staff policy and regulations, should identify best long-term working employees and look for the business qualities they possess in those that need to be hired. Those, unsatisfied who are more likely to leave should be replaced by those who have much in common with company’s loyal workers.  In order to be successful in hiring productive and loyal employees it’s necessary to spend some time with the core group of the company to study their likes and preferences of working in the company.  Strategies for improving labor conditions The workers a company hires are expecting more benefits from their work along with the salary they get. As it’s predicted by the experts in the nest five years, most of businesses will offer a wider range of benefits and programs for their employees, which will cause addition competition on the market labor as well as probable employee turnover in the companies that will not be able to accept new changes. These benefits and programs will most likely include: Paid time off plans Domestic partner benefits Flexible scheduling Flexible spending accounts Retirement and financial planning Employee assistance programs (EAPs) It’s naturally understood that employees want to get competitive encouragement from their work as well as competitive salaries. The loss of employees may be both because of salaries that are not competitive (financial issues) and because the job doesn’t meet the needs of the employee. As it’s quite know people leave their jobs for plenty of reasons that can be controlled by the managers or the companies authorities or not. Nevertheless, it’s suggested by the scientists that employers usually have abilities to control the reasons that motivate employees to leave, the most spread of them are the following: Feeling unappreciated or that his/her contribution is not valued. A lack of growth potential in the company. No help to turn a dead-end job into something more appealing. If these factors will be taken into consideration with the development of new businesses or it’s expansion in future most of turnover issues can be prevented. It will be much cheaper for the company to hire a human resource manager or skillful psychologist who will hire those who won’t demand job promotion in future and will be loyal if the company’s business looks like slowly developing, than to hire new and new people for some kind of position again and again in definite time intervals.  On the other hand there can be people who are attached to particular company because they consider it to offer them professional growth and promotion as well as development of their skills and job opportunities. In this case it will be reasonable to organize job trainings and provide them with the job that mostly suits them and answers their qualifications and to be objective in such decisions. It will often be cheaper to spend some money in employee’s qualification investment that will be of a need in future than to ignore his abilities and professional traits, that can result his discharge. The problem of retaining employees is one of the main concern of many retail companies nowadays. It should be clear that work ethic is changing from day to day, and the demands of nowadays workers differ from those of the 1950s, 70s, and even from those of 90s. The tendencies of the employees demands had changed are defined to be today and tomorrow as following: Balance and synergy Work that is seen as a noble cause Personal growth and development Partnerships Community at work Trust  There are several approaches to meet these needs that will prevent business from employee â€Å"drain†: Provide interesting work that will respond to employees’ talents. Don’t hide appreciation for work done successfully. Encourage employees to be in â€Å"shape†Provide opportunities for professional learning and career growth. Provide competitive wages for employees. Organize training for managers to be supportive coaches. Provide a clear mission with personal goals. Build a safer, pleasing and fun working environment. Support opportunities to reasonable experiments in working environment.  Real successful practices of retention T.I.M.S., Inc. Denis H. Arian and his wife Karen Arian started Technical Information Management Services, Inc., (T.I.M.S.) in their own house 13 years ago. Over the past decade, T.I.M.S., Inc. has developed into a successful consulting and information technology services company with nearly 40 members in staff and offices in Cleveland, OH and Chicago, IL. Both in the year of 1999 and 2000, T.I.M.S. was awarded Weatherhead 100 and Northcoast 99. It’s purpose is to develop and optimize the most effective business systems that will meet the needs of either companies and their employees or the needs of the customers by the usage of both technological innovations and management strategies and methods. The primary strategy of T.I.M.S. was process of â€Å"hiring right†people first. What they did was the following: they established the atmosphere of partnership with each employee beginning with interviewing and hiring processes. T.I.M.S. introduced and realized in their practices the concept, which is called PASS Program (Performance Appraisal Scorecard System) for performance evaluation using employee’s input as criteria for future success. The core of their strategies was training as an essential part of retention practices.  According to their methodic it’s very important to devote time for interaction with employee, for finding an individual approach to his concerns and needs as well as stimulate his success. Mazel Stores, Inc.  Mazel Stores, Inc. is one of the leading wholesalers of clothing in the USA. Its founder Bill Mazur has been working in this business for more than 30 years as a head of the company, that purchases sells and distributes through their retail outlets or through other store companies from direct manufacturers. Its partners are Newell (Rubbermaid), American Greetings, Ketter Plastics, and Sunbeam, as well as smaller companies such as Marc’s Deep Discount, Family Dollar Tree, and Medic Drug Stores. The retention need of the company was to find and save employees, most of whom had been facing troubles that would prevent them from being employed by the company in future. Company’s strategy was based in recruitment using assistance of the professionals in employment business such as Empowerment Zone and the Convictions Fair for its headquarters in Solon. The company’s employees faced troubles with transportation, so the company had to develop and introduce van pool service as well as other transportation solutions to ensure getting to and from work punctually. The company worked with government and municipal agencies to solve and improve employment issues as well as to increase and save employment stability rate.  The company also practiced hiring part-time psychologists and managers that worked on overcoming barriers and other job related issues faced by the employees. General strategies for reducing turnover The best way to reduce turnover and save employees is establishing human resource expertise for business. A human resource manager or organization development (also called OD) expert, who can be permanent employee or employed as an outsourced service provider is able to help company to save its employees through an analyzed and deeply examined approach that includes: Recruitment: sourcing for candidate, testing on job suitableness Compensation: market analysis Benefits: competitive, cost-containment Training and employee development Employee relations: pro-active programs, dispute resolution Performance management systems Organization assessments Legal compliance    Employee selection and training The selection and training of the employee should be organized in the way so that nearly hired person will meet all the requirements of the business and working environment. As it’s generally agreed a salesperson is a communicator: he interpreters the features of the product into those benefits that will satisfy the customer. And it’s very important to remember that a salesperson is the store representative to its customers. There is a very specific quality that differentiates a sales person from others involved in promotional activities and it’s an opportunity for feedback between customer and a seller. Only good marketing policy such as advertising and promotion will get customers to the store. The quality of products as well as good sales representatives will keep people coming back to the store again and again. As the specialists suggest, the importance of right employee choice and their trainings cannot be overvalued or exaggerated. It often happens that retailers are surprised when they find out that salary, which is important for employees, is not of the primary concern for them. Attitudes as fairness, security, honesty, and opportunity are also of the high importance for them.  Organization and supervision of business           Management functions of the retailer business basically include planning on the hand with other as organizing, staffing, leading, and controlling.   Organizing business, the retailer introduces relationships among people, products, goods, and other materials or resources to get a job fulfilled.   â€Å"Staffing entails the recruitment and selection of employees. It is a vitally important function because the employees of a store represent that store to the public. People can really be the most important asset of a retail firm.   Every retailer is in a leadership position. Leadership means motivating employees to achieve their maximum potential, while at the same time accomplishing the goals of the organization. Because leadership means understanding people, it is one of the most creative and challenging aspects of a retailer’s job. The retailer’s professionalism and attitudes set the tone for employees’ attitudes and per formance. Controlling is the follow-up function of retail management. Actual performance is compared with planned performance to spot and evaluate deviations.†(from Charting the course of retail Business available on web http://www.etretailbiz.com/Jan2003/strategy.html) Financial analysis  The financial analysis of retail business is very important step in the optimization of the whole functioning of business. First it allows to determine the main priorities for the improvement of management of employee resources, probably reform the personnel policy, cut off or make new workplace and determine whether it’s necessary to spend more expanses on management or to save some money on particular part of business management and to redistribute the finances (to improve labor conditions or increase employees wages). On of the most innovative and spreading method of retail business management as other sales businesses management is distant organization of work. Top managers and top sales managers use Internet and other means of communication to regulate business, especially if it refers to international companies. The organization of a workplace for one person costs not more than 2-3 thousand dollars, and it’s arranged in employees house. It allows saving a lot of money on rent, property taxes, etc. Those saved finances are redistributed as a result the employees get higher salaries, plus they get more flexible and comfortable conditions of labor that plays a role of additional motivation in their work.  Another aspect that attracts the attention of specialists in food retail business is concern about investments into online retailing. Even though that some of the major e-commerce consultants and advisors make optimistic prognosis about the potential of online food retailing market, these conclusions are still not very reliable. For example Andersen consulting predicted a market portion of online food retailing to be 20% in the year of 2003. This statistics is used by both Peapod.com and Webvan.com as the foundation for a nationwide investment program with a capital of nearly one billion US$. But the real statistics is very different from that one predicted by Cap Gemini (30-40%) and is approximately about 3% for a total retail sector with only 2.3% for grocery sector.  In potential it won’t greatly increase in the next five years. Its predicted growth is not more than 3-4% either for the USA or for Europe. So the decisions of some retail businesses to make investments into online retails cannot be considered as the best choices in this situation. It will require to hire new employees, to develop new management strategies and will require a lot of expenses, that won’t bring any desired payment but may result in turnover because of the changed priorities of the company. Joost W. van der Laan highlights the following reasons for that in his article The future of online food retailing: â€Å"†¦On top of those disadvantages: traditional supermarkets are fighting for consumer loyalty by improving their marketing mix and increasing their efficiency. Reason 1. In my view online shopping for dry groceries and perishables is boring. It does not even come close to the fun of buying books at Amazon.com or the joy of assembling your own PC at Dell.com. There is absolutely no advantage here over the weekly trip to the supermarket. I dare you to try it yourself a couple of times, and then convince your partner who is not in the food business or consultancy business. Only when the online business focuses on special products and on rich information content, the consumer will become interested and stay interested. Reason 2. Online shopping is less time consuming than traditional shopping, but it adds complexity to your lifestyle. Let us assume in an optimistic mood that every â€Å"household manager†will master the skill of shopping online. After ordering online you first have to make sure that the goods are properly received at home. Second you often have to go to the store anyway for miscellaneous articles. Third you have to check proper billing and payment. Fourth you have to follow up on orderpicking mistakes and delivery errors. Reason 3. The distribution costs of homeshopping are twice as high as the costs of traditional food retailing, and most consumers are not willing to pay the extra 15 %. Internet startups will first try to gain market share with low prices and low service fees, but when the shareholders cash is consumed they will have to ask higher than â€Å"normal†prices to cover the costs and survive. Of course their is a small niche market for expensive homeshopping services: affluent PC-minded and service oriented consumers and consumers with no easy access to a nearby store. Reason 4. In recent years Efficient Consumer Response and Category Management had a significant and positive impact on the quality and efficiency of traditional supermarkets. Food retailing has always been a very competitive business, and in recent years super-marketing has become a professional science that is constantly improving the value to the consumer. Both in the USA and in Europe very competitive stores with Every Day Low Prices and high service levels are gaining market share and are making the food business a war zone for new entrants. Conclusion: the average consumer does not have a good reason to go food shopping online.†(available on web: http://www.retaileconomics.com/index.htm) According to the article ULW Effect on Business and Tax Payers:                                          â€Å"†¦Successful companies have been able to draw the line between low employee turnover and high profitability. The line connecting those two dots passes through high employee satisfaction, and high employee satisfaction impacts directly on the customer experience. We’ve already seen how consumers rate quality of service as the most important aspect of their experience with a hotel, and that’s true of many businesses in this sector. Satisfied customers become repeat customers, and when those repeat customers are in the desirable top 20 percent, profitability inevitably improves†¦Henry Ford, the father of the American automobile, was facing exorbitant retraining costs due to high employee turnover. He was being forced to replace every employee four times per year. He also found that absenteeism was at an equally unacceptable level. His response was to almost double the daily wage of his workers to $5.00/day. * The immediate result was: 1) significant reduction in employee turnover, 2) significant reduction in retraining costs, 3) significant reduction in unscheduled absenteeism, 4) and almost complete stoppage of internal theft (roughly 50% of the theft in today’s retail world is committed by its own employees).3 Furthermore, 5) he created a true economic stimulus resulting in a business boom for his own company when his workers put discretionary funds right back into his company as purchasing consumers.4 *All of these savings/benefits are possible today with the enactment of the Universal Living Wage.†(available on web: http://www.nationalhomeless.org/globalization/2.html) Building HR expertise It is of a high concern that in majority supervisors and managers are generally not evaluated on employee turnover levels. If to refer to a COSE survey of retail business (April 2003), only 20 percent of respondents applied the use of a specific target or measure in evaluations. Although 26 percent marked that they â€Å"informally†used turnover statistics as a part of evaluations that shows what a great number doesn’t consider it to be an important part of manager’s job.  In ideal all managers should also be able to work as â€Å"HR managers.†However, the participation of a real â€Å"expert†is important to be developed – the participation of someone with specific HR responsibilities, who would be part-time HR or OD specialist. Employee opinion survey One of the most important and essential issue for the discussion between the retail human resource executives is an employee opinion survey. An objective survey conducted by the HR manager will truthfully describe the working environment of the company and will direct the further work of the manager on solving of job related issues, that will help to improve motivation and working process as well. The importance of the survey is quite obvious. It’s cheaper and more comfortable and even more safer and reliable for business to make changes in management policy using the data provided by the employees themselves, than to try to solve coming issues relying on experiment and manager’s personal experience, even if it’s an experience of a skillful and highly qualified professional. As the effective employee survey process can be an essential, high-ROI tool for store morale improvement, improvement of customer service, reduction of turnover and introduction of new ways a nd means for communication and interaction.  The Retail Survey Group made long-term researches and studies in the field of job related relations in retail business and had developed the following methods of making an effective and objective successful survey. It introduced eight important keys to the success of the survey: In most cases, an employee survey should be perceived as an operations- driven initiative rather than an HR department program. Companies that differ by high organization of the survey processes put it on the high priority when it’s needed to gather opinion. Even so that making the survey is job of HR center or HR manager that works in the company, the survey made from the name of the head of the company always gets a higher feedback and is more objective, because it’s treated by the whole management chain from the tops to the bottom line of the company. The experience of The Retail Survey Group shows that the employee’s psychology is more likely to pay more attention to the job authorities than to the human resource center, which is made for these perporses. But the job to analyze the results of the survey is human resources center primary. Your goal for response rate should be 100%.  The problem with lower respond rate is not just that it can not give an accurate picture on the questions asked in the survey. The low respond rate for large businesses with more than a 1000 people employed won’t draw an objective picture, but can be valid for small selling departments or stores, but still the statistics can be not as accurate as it’s desired. Moreover the respond rate of the employees determines their ability to draw and determine the answers on the questions about working environment. Once being determined these issues will be also desired to be solved by the employees themselves as well as by the management department. In this case the results will be more fruitful because both sides who participate in this process will be determined with their choices. As the Retail Survey Groups states: â€Å"Surveys are deemed successful when one or both of the following occur: One or two large-scale organization-wide improvements are made as a result of having conducted the survey. A â€Å"critical mass†of smaller-scale improvements happens throughout the organization, based upon department- and store-level improvement efforts. While a single year’s survey effort may have been made worthwhile by virtue of the first reason, a survey becomes a valuable ongoing management tool usually by virtue of the second.†By their words : â€Å"The best way to get an acceptable response rate, i.e., one that is certain to yield accurate reports down to the department level, is to make survey participation an expected occurrence, and to set up an administration procedure that makes this a reality.†A survey for retail employees should take less than 10 minutes to complete. The research had determined that both the questionnaire size and the method of its administration influence on the results of the response rate and on the objectiveness of its quality. As the questionnaire’s purpose is to get an accurate data, it is believed that long questionnaires that take a lot of time to be completed provided not accurate data and have lower response rates. The benefits of short 5-10 minutes survey are basically in their easy administration and no time loses. They can be easily administered during the breaks or before the meetings. It’s very comfortable because no special arrangements are required. There are experiences with companies that spent more money on the administration of the survey that had to be taken after the working day and that took nearly 30-45 minutes. But the results were not that much different from those short-time surveys and even often were not responded properly. (Good) Norms are important. As soon as the results of the survey are analyzed it appears another task that faces the organization and is addresses to the issues and problems that found reflection in the survey. It’s the essential part of the survey process. And as a result the company has to determine correct improvement areas in order to get the most effective and fruitful return from the survey. The set of norms for survey’s data give an opportunity to compare the effectiveness of the company to the similar businesses that are held by other companies. The Retail Survey group gives the following example: â€Å"consider the case of a supermarket chain that has conducted its first-ever company-wide employee survey. Senior management is reviewing the results, trying to figure out how they will allocate their resources toward making improvements. Let’s assume that they get what appears to be a fairly high score on workplace safety and a fairly low score on developingemployees for future promotions. Without the benefit of normative data to tell them how other supermarkets faired on those items, they might decide not to do any work to improve the safety item, and instead focus on the development item. Had they had access to a good retail norm base, they would have seen that the safety item typically receives a very high score, and that their score was significantly lower than the norm, indicating a potentially serious problem. Conversely, the item regarding development for future promotions is typically among the lowest scoring items on the survey. In fact, their score on that item places them in the upper quartile of the norm base.  Of course, the money they put toward further work on development might well pay dividends, because it is such an important item. And improving the promotional process might cement their image as a great company for which to work. However, relative to the safety item, it might not be as critical to target for immediate improvement.†Each store should get a report detailing its overall results and the results of its major departments. Many companies make the fault of not disseminating the outcomes to the store level. By the view of The Retail Survey group, this greatly diminishes the chance that the survey will be successful. First, as has already been marked, surveys are most effective when they are the impulse behind change efforts undertaken at the store and department levels. Only by getting direct access to the results of the survey employees can begin to take part in the action planning process. Second, keeping the results within the restrictions of senior management can easily be understood as a breaking of the social contract common in most employee-based feedback systems. The representatives of The Retail Survey Group state that â€Å"for reasons beyond the scope of this paper, employee surveys are assumed to be closed-loop feedback systems. The loop begins with the employees filling out a survey form. Next, the survey forms are tabulated, and their collective opinions are shared with management. To close the loop, management must in turn share the collective results with the employees. If this loop is not closed, employees are left with a sense of unmet expectations. It is similar to the feeling one gets when applying for a position and then never hearing back about it one way or the other.† It often happens that employees know very little about the results of prior surveys and they think about them the following: â€Å"The results must have been so bad they were embarrassed to publicize them.†â€Å"They can’t tell us what they found because then they’d have to change things.†â€Å"They just did the survey to make us feel like our input was important†¦they could care less how it turned out.†With the exception of special circumstances, the Representatives of Retail Survey Group advocate that employer share with all employees an item-by-item comparison between the results for their store and the results for the overall company. For most employees, this constitutes a full and deserved disclosure of the results, and it is a great way for employees to begin to get a handle on what the results mean. Once employer has done this, he would have set the stage for store-level action planning. Anyone who completes a survey should be able to understand a survey report. If you employer is going to share the results of the survey with store employees, he needs to present them in a report format that is easy to be looked through. Some people understand statistics and numbers better others easily catch the graphs and charts. The Retail Survey Group recommends that results be presented in a combination of these ways, but most of all in a order that is simple and understandable. It should be understood that the goal of the survey is to enlist the help of the employees in analyzing the survey results. The author of the survey wants employees to be excited about the potential insight they have into the results of the survey, because they were the ones who gave the feedback. They also have ideas about how to arrange and change things for better. Give those responsible for creating action plans some basic ideas to use as starting points for their plans. â€Å"Imagine that came the most critical point in the survey process†¦the point at which store and department managers are sitting down with their employees, report in hand, with a good understanding of the results and having selected a few problem areas to target for improvement. The group is ready to create action plans. The store manager is at the flip chart†¦her marker is poised†¦and then it strikes the group that no one has the faintest idea about what a good action plan looks like, let alone how to go about creating one.† This is considered to be the point where many surveys lose their value and significance, which is quite understood. Most retail store managers don’t have any training or knowledge about working with a group to present and discuss an improvement plan. â€Å"To make matters worse, consider the following Survey Research 101 axiom: Managers at stores with the lowest employee survey scores are the very managers least likely to be able to facilitate a productive action planning session. In other words, those stores most in need of good post-survey action plans are the ones least likely to succeed in creating them. Fortunately, it is not that difficult to provide managers with the tools they need to write effective action plans. The easiest way to do so is to provide them with a template for the format and content of their plans. For example, our firm provides clients with an Action Planning guide, which not only offers store managers a step-by-step guide to action planning, but also suggests several actions for each topic covered by the survey. It is easy to use these ideas as the starting point s for the group discussion, and to transform them into high quality action plans.† After all, if there is an essential role for the Human Resources department during the survey process, it is to determine store managers most in need of help with action planning, and to offer them the help they need to do the work properly. The organization should commit to a follow-up survey even before the first one is administered.  Companies that fully use the surveys they administer usually treat them as a part of a cycle. Each finished survey is considered to be a benchmark for the next one. The data reflected in the survey describes the condition of company’s finances, employee environment and indicates the â€Å"working†health of the company. It can be used to primary predict and take measures to prevent turnover issues and job related conflicts. Managers also rely on the surveys as on the sources and guidance for finding a common language with employees. Employees also consider the administering of the survey to be a good sight from the side of companies authorities to get the opinion about inner life of the company and its functioning.  But for such successful monitoring the company had to start with a successful survey that will definitely bring results. From the beginning of survey introduction into the practices of the company managers have to think about an employee survey program or survey process rather than about one-time employee survey that will stand alone. Conclusion As it was discussed the turnover employee rate causes a lot of troubles for retail businesses as well for other businesses. The expenses spent on hiring new employees are often as high as the monthly wages of the employees, but at the same time the absence of the worker causes work disorder and losses of clients.   Nowadays the problem of saving workplaces is very actual and attracts a lot of attention from the side of managers, who propose different strategies to stabilize personnel activities and improve working environment. These strategies include individual approach to the employees, encouragements, surveys, and special management techniques.  As it was stated above, very often the financial side of the job is not of the main concern for the employees. It’s understood that the salary means a lot, but appreciation, encouragements, benefits and other rewards the employee gets while working are of a high value as well. Still most of them also have any relationship to finances.   That’s why it’s quite important to make business efficiency monitoring and find new solutions for its optimization. Saving money on some ineffective investments and redistributing them to increase the salaries, social benefits and educational opportunities for the employees will increase their motivation. It may refer to their transportation issues (organization of the transportation services for employees who really need that), improving working conditions (introduction of the new equipment and organization of special training programs for workers). It’s understood too be quite expensive, but the results that these innovations will bring in future will definitely cover all the expenses. (It’s quite enough to estimate how much will be the transportation service organization for people who live in the same area and how much do they spend on parking and gas a day. Or it’s enough to figure out how much useless work does an accountant or a m anager using old computer software or even worse just pen and paper. It’s easy to understand how these trainings will optimize his work will save him time and of course will save employer’s money).     Appreciation of the employees is really important; especially it’s very necessary for the core of the company’s team, for people who are in company’s business for years and who are the most valuable. Before doing any changes it’s necessary to consult those employees and to take into consideration their opinion. At this point it’s quite important for human resource managers to administer employee opinion surveys that will draw the priorities for future management changes and better organization of the work.  Every case is very special and needs a search of individual approach. But the methods that were discussed above had recommended themselves as successful and can be used in management practices worldwide. List of references 1.†The future of Food Retailing: e-Commerce and other Predictionsâ€Å", Prof. Dr. Edward McLaughlin of Cornell University, presentation â€Å"State of the Art in Food†, January 2000. 2.†Internet Retailingâ€Å", Henk Gianotten of EIM, Food Personality, February 2000. 3.†Futurize your Enterpriseâ€Å", David Siegel, John Wiley & Sons, Inc, New York, 1999. 4.â€Å"The future of online food retailing†Joost W. van der Laan ,†Journal of Marketing†, February 2000 and â€Å"Food Personality†,August 1997 â€Å"Erasmus Food Management Institute†rapport on E-marketplaces, January 2001 â€Å"Marketing Logistics†, Martin Christopher, Reed Elsevier, 1997 â€Å"From Supply Chain to Collaborative Network†, Gordon Anderson, Bruce Walton, Andersen Consulting, 2000 â€Å"Eight keys to a successful employee survey†The Retail Survey Group, 2001-2002 (available on web: www.rsg.com) â€Å"Charting the course of retail business†Article (available on web: http://www.etretailbiz.com/Jan2003/strategy.html) â€Å"To Cut Employee Turnover, Don’t Change Anything†,Louis Rovner, Ph.D. Article (available on web:http://www.drilleronline.com/CDA/ArticleArchiveSearch/1,5692,,00.html) â€Å"Globalization and Labor  Part 2†Article (available on web: http://www.nationalhomeless.org/globalization/3.html) â€Å"Taming turnover: A Strategic advantage for business†Article (available on web: www.cose.org/PDF/WLA/Taming_Turnover.pdf) â€Å"Store Wars: How Retail eCommerce Executives Can Win the Battle for the Last Aisle Four Tips for Success for In-Store Digital Merchandising & Customer Self-Service†, Richardson,Alex Article (available on web: http://www.kiomag.com/informermj04) â€Å"Leading the quick service and food retailing industries†Kay Division, 2004(available on web: http://www.ecolab.com/Publications/FactBook/Kay.pdf) â€Å"Work Environment More Important to Employees†Gregory P. Smith (available on web: http://www.businessknowhow.com/manage/workenv.htm) â€Å"High employee turnover raises safety concerns†Ledyard King, Article Gannett News Service (available on web: http://www.usatoday.com/news/washington/2001-02-26-airportsafety.htm) â€Å"Reducing Turnover†Article (available on web http://www.accountemps.com/AT/ReducingTurnover)  18. â€Å"Calculating the High Cost of Employee Turnover† Yves Lermusiaux (available on web: http://www.ilogos.com/en/expertviews/articles/strategic/20031007_YL.html)
Thursday, November 7, 2019
Should people be banned from using cell phones when driving Why or why not
Should people be banned from using cell phones when driving Why or why not The 21st century has been associated with an advanced technology and in particular an enhancement in information technology. The advancement in communication through the use of mobile phone has greatly impacted many sectors positively. Cell phones are very important devices in the modern world because they have greatly boosted successful communication.Advertising We will write a custom essay sample on Should people be banned from using cell phones when driving? Why or why not? specifically for you for only $16.05 $11/page Learn More Effective and efficient communication has in return facilitated the performances of businesses and organizations. Despite the many advantages that are associated with cell phones, cell phones have also been associated with a number of challenges among them being linked with facilitating an increase in crimes and accidents. Many people have blamed the cell phones to the current high increases in the number of road accidents witnes sed worldwide, while others argue that the use of mobile phones while driving is not wholly to blame for the rise in accidents since there are also other vital causes such as over speeding, bad weather, sleepiness, driving while drunk among others. Road accidents account for about 1.3 million deaths and an approximately between 20 to 50 million injuries annually. It is noted that road accidents is among the three most prevalent causes of deaths for those people aged between five to fifty years. In addition it is noted that the governments use billion of dollars annually as costs that results from these accidents. Thus, there is a dare need to implement better road usage mechanisms that will guarantee responsible road usage (Powers 2). The introduction of these mechanisms will ensure adherence of proper road usage practices that will help to cut down the high rates of accidents that are associated with poor road usage and especially to those drivers that use their cell phone while dr iving. It is common that any law legislation that aims at prohibiting usage of cell phone while driving is likely to experience a lot of resistance from many people globally. Most resistance is likely to come from those people that are of the opinion that there is no offense in simultaneously driving and using the cell phone. This is in contrast to many researches conducted on the causes of road accidents. Majority of these researches have identified the use of cell phone while driving as a major contributing factor to the high increase in the road accidents witnessed nowadays. They depict that the use of mobile phone while driving disrupts an individual’s concentration significantly such that one is not in a good position to deal with emergencies effectively (Banning the use of cell phones while driving makes sense par. 4).Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is generally accepted that the use of mobile phone while driving creates a considerable rise in the number of accidents both to the user and other road users. This is because its use impairs the drivers’ control of the vehicle and in addition, it reduces a driver’s awareness of the roads happenings. The two major factors contributors of road accidents while driving can be categorized in two; Physical detractors and cognitive distracters (The Royal Society for prevention of accidents 2). The physical distraction occurs when drivers remove one hand from the steering wheel to use their cell phone. Moreover, drivers occasionally remove their eyes from the road as they pick and replace their cell phone or while dialing. The cognitive disruption occurs when two or more cognitive activities are executed simultaneously. When this happen, the effectiveness of the performance of these tasks is much compromised compared to a situation where it is only one task that was being execut ed. The performance is reduced because the attentiveness is often divided or switched between the two activities and the two compete for common cognitive processes. Therefore whenever a driver uses the cell phone while driving, what this means is that he/she has to operate the phone and maintain the phone conversation. Similarly, the drive will also be required to control the vehicle and ensure he/she responds occasionally to the changing traffic conditions. This is not an easy task for many. These two kinds of disruptions are the one that boosts accidents for those drivers that use the phones while driving (The Royal Society for prevention of accidents 3). Despite all these allegations that use of mobile phone while driving increases road accidents, it is surprisingly that use of cell phone while driving is not the leading cause of road accidents. Over speeding and bad weather are rated among the leading causes of road accidents worldwide. Over speeding continuously remains the lea ding cause of road accidents, despite the various programs launched worldwide aiming to create awareness about the risks associated with speeding. There is no much that have been achieved. The recommended speed limits vary from one nation to the other, but there is one thing that holds; the faster you drive, the more risky you are prone to accident and other road users. Bad weather is considered as the next leading cause of road accidents. Bad weather such as rain, snow or fog is known to facilitate accidents as a result of slippery roads and blurred visibility. Thus, drivers are advised to drive extra carefully, while driving in these conditions as they have limited control on them. Driving while drunk or high with drugs is also a significant contributor of increased risks of road accidents. Use of alcohol and drugs reduces the body’s reflexes which makes an individual more aggressive.Advertising We will write a custom essay sample on Should people be banned from usi ng cell phones when driving? Why or why not? specifically for you for only $16.05 $11/page Learn More Drunk drivers exhibit more aggressive behaviors such as driving too close to the vehicle in front or applying the brakes forcefully (Nita par.3). In addition, drunkards are known to be reckless and not able to see the consequences of their actions. This is why driving while drunk is prohibited by law. Sleepiness is also a leading cause of road accidents. For instance approximately 100,000 accidents due to sleepiness are recorded in U.S. annually (Launce par.5). Thus, the high rise is road accidents cannot only be blamed on the increased use of mobile phones while driving. There are other factors that have been identified that increase road accidents in a greater extent than the use of the mobile phones while driving. Among the other factors highlighted as major cause of accidents are over speeding, bad weather, driving while drunk and sleepiness. Nevertheless, this does not mean that the use of mobile phone while driving is not an issue to be worried about, drivers should ensure that they put into consideration all the factors that are linked with increase risks in road accident and act responsibly to safeguard their life and that of other road users such as pedestrians. By observing these safety precautions, many lives will be saved and the State will save the huge costs that are associated with road accidents and being invested elsewhere. Banning the use of cell phones while driving makes sense. 28 Jan. 2011.Web.18 July, 2011 Launce, Kim. Cell Phone Statistics. 19 Aug. 2010. Web.. Nita. Drunk driving is a major cause of accidents in India.7 Dec.2006 Web. Powers, Tom. 10 Reasons Why Road Accidents Happen And Finding Legal Representation.2005 Web..Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Royal Society for prevention of accidents. The Risk of Using a Mobile Phone while Driving.18 Aug. 2004. Web.18 July, 2011
Tuesday, November 5, 2019
How Many Ways Can You Edit
How Many Ways Can You Edit In my opinion you cannot edit too much unless you have no idea what youre writing. If you have purpose in your project and understand the direction of your story, then youll know when the editing is done. How many times do you edit a story? Wrong question. The question is more along the lines of how many ways can you edit. I cannot tell you whats right for all writers, novelists, freelancers and copywriters, but I can tell you what I do when Im writing my mysteries. I also use many of these for my magazine projects as well. The ways Hope edits: 1) Finish the rough draft. (on screen) 2) Let it sit overnight at a minimum. A novel needs to sit for a week or two. 3) Edit it on screen for the big picture aspects. Does it have a beginning, middle and ending? Does it open strong and end strong, making the point clear? Did the middle sag? Is the plot solid? 4) Edit it on screen for flow, syntax, and flavor. Tweak dialogue. Revisit the climax. Dissect the pivotal scenes. Make the setting three dimensional and the characters real. 5) Edit it on screen for grammar, typos and spelling. 6) Print it off and pull out your red pen. Read it with a hard editors eye, slowly and methodically. You will see the story differently on paper than you did on the screen. 7) Now, read it aloud. You can read it to someone or they can read it to you. If the other person is not a serious writer, have them read it to you, so your ear can catch the mistakes, lulls and boredom. 8) Have a beta reader who is a writer read it. 9) Have a beta reader who is a voracious reader read it . Do not waste your time with someone who is not a solid, well-read recreational reader. They will not catch the boo-boos. 10) Hire an editor. 11) Find a copyeditor. 12) Find a proofreader. (You can often combine numbers 10, 11, 12 or 11 and 12.) One editing tactic that makes my work better is locating repeating words. As you read your work aloud, youll hear the words that are stated too many times. In my most recent manuscript, I took note of such words as I read it, listing words like HAND, LOOK, ROSE, UNDERSTAND, THOUGHT, and STOOD. Dont assume you repeat the same words in each of the works, because Ive found that no two stories are the same in the words I like to overuse. There are lots of steps to edit your work, especially your long works. If you wonder about whether youre editing enough, chances are you arent.
Sunday, November 3, 2019
Ethical analysis Essay Example | Topics and Well Written Essays - 750 words - 1
Ethical analysis - Essay Example Even though practitioners are expected to keep the confidentiality of patient information, Richard’s case demonstrates a need to disclose the test results to his spouse. It is argued that, medical situations in which more harm would result from keeping patient information private justify breaching of the obligation of confidentiality (Cornock 18). Richard who has been away in Botswana for four moths contracted HIV and it is necessary that his wife knows the status of her husband so that she would be protected from contracting the virus. For this reason, I would contact the wife and disclose the results. However, the disclosure of Richard’s condition to his wife has to be done in the most appropriate and professional manner. This means that I will first try to counsel the husband as to why the wife needs to be informed about his condition. To protect the health of others from cross transmission of infections, practitioners are obliged to provide relevant information to the parties who are at risk of contacting a disease or infection (Kipnis 7). The decision to inform the wife is reached for the sake of her health. The wife would be informed in two ways. I would persuade the husband to inform the wife by himself and subscribe counseling sessions for the couple. It is possible that Richard could refuse this because he seems adamant to keep this information private. Therefore, I will contact the wife and arrange for a consultation and counseling session with her. During the meeting with Richard’s wife, I would inform her about the health condition of the husband in the most straightforward manner. This will be followed by a counseling session in which I will advice her that she and the husband would live positively regardless of his positive HIV status. My duty of care is towards the whole family. If the wife is informed about her husband’s condition, she would take measures of protecting herself from being infected by her husband. In this case, I
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