Division of labor in a Household Essay -- essays research papers

Division of labor in a Household   Ã‚  Ã‚  Ã‚  Ã‚  The division of labor in the household hold depends on the environment. Society creates gender ideology that affects the roles women and men take on in the household. In The Second Shift by Arlie Russell, she states three different ideologies of gender. There is the traditional, transitional and egalitarian ideology that determines what sphere men and women want to identify with, home sphere or work sphere. However, it depends what kind on the time period and society you live in that determines the â€Å"norm† gender ideology, which affects the division of labor in a household. The society, which affected the Mendoza and Ortega family that I have observed and interviewed, constructs views of the appropriate roles for men and women in the family devotion schema. Historical   Ã‚  Ã‚  Ã‚  Ã‚  An important period of United States history that affected the division of household labor was during the earlier industrial revolution. Before the industrial revolution in America, men and women work in the farm; it was a private family farm that both men and women worked. So around the 1830’s these farms were taking over by corporation, and during this time there was a growth of factories, trades and business in the new cities of America, which attracted men and women away from the farm life. However, there was a transition in economy of America, which affected men and women, but it affected them differently. The jobs that men were receiving were different from what women were getting. â€Å"In 1860, most industrial workers were men.† While, men where working in factories women where working in more domestic jobs, but only 15% of women were working for paid. Hence, most women stayed at home to take care of the second shift, housework. When men star ted working in factories and women working in domestic jobs, this change the way people lived, especially family life. Now men are leaving their homes, where they use to work as farmers, to city to work, while women primary stay at home to work. During this time period, the lives of men where changing more drastically, but women identity was still identifying with the home, while men were identifying with his paid work.   Ã‚  Ã‚  Ã‚  Ã‚  Nowadays, women’s lives have changed significantly due to the expansion of jobs that have gave women more opportu... ...n working, still the women were the one who did most of the housework. The placement of living also had an affect on their lives as well. As a native New York, the part of queens the Ortega family lives, would be consider as â€Å"suburbs† and the part of Brooklyn, the Mendoza family live in would be considered as the urban. Their surroundings affected their affirmation of their choice of gender ideology. In Queens, most women were stay-at-home mothers and expected the man to provides the finical needs. Sherry affirmed her notion of traditional mothers by giving examples of her neighbors to state that it’s the â€Å"norm† to take at home and take care of your children. On the other hand, Gen lived in an area where most of the mothers worked outside the homes. She stated that today, â€Å"women should not identify herself with only the home, but with the labor force as well.† Both families’ neighbor encouraged them to believe in their gender ideologies, which had some contradiction between what a person said they believed, their gender ideologies and what they actual did in the second shift. The Mendoza and Ortega family had one person, the wife/mother, doing more of the second shift, housework.

Learning how to act: my personal journey in discovering my acting process

Many perceive the work of an actor as a lot of fun and that it is easy as saying the alphabet. After all, who among us have not acted at one point in our lives? Haven’t we put up an act when faced with daunting situations in our lives? Haven’t we said lines that weren’t really part our true personality? All of us have acted one part or another at different times in our lives. But to be an actor is not just about putting up an act. What many people do not understand is the fact that acting is just like any other job –you have to put a lot of work in it to perfect it. It is not just a talent you have. It’s a skill that must be developed over time and practice. In theater and in acting, it is true that practice makes perfect. With this thought, it necessarily follows that a real actor must continue to learn how to act and make it as natural as it possibly can. It is thus very useful that many books have been written about how one can best capture the art of acting and how one is able to play a role and not just merely act it. I have used these books in my own personal journey in discovering my very own acting process. And I must admit that doing so has made my work, and my life, as an actor even more meaningful. Let us first take, for instance, the book written by the Members of the Atlantic Theater Company called A Practical Handbook for the Actor. In sum, this book outlines and explains the Practical Aesthetics Technique where emotions are explored through the use of the imagination and the pursuit of a physical action. Practical Aesthetics is an acting technique developed by Pulitzer Prize-winning playwright David Mamet. The book is co-written by Melissa Bruder, Lee Michael Cohn, Madeleine Olnek, Nathaniel Pollack, Robert Previto and Scott Zigler. It is based upon a series of workshops by acting coach David Mamet. According to this book, Bruder, et. al. postulate that â€Å"acting, like carpentry is a craft with a definite set of skills and tools† (Bruder, et. al., 1986). The book mainly aims to teach up and coming actors like me to find the truth in every scene they are to perform and to be able to identify the specific actions in the production and why they are doing them. I must say that I agree with the book when it said that the process of an actor begins before any acting is offered. To do this, I agree that that actors like me must learn to always keep themselves in a state of optimal conditioning. Doing this will allow us to immediately connect to any character that are assigned to us to portray as well as to discover the essence of character. To move in this direction, I start evaluating and considering all given circumstances of the character. I try to familiarize myself with the character or role I am to play as well as make every effort to explore their world. In addition, I try to see any parallelisms between the role I play and the real me. I’ve learned that this is an important aspect in my acting process since it will allow me to understand where my character is coming from or why they might tend to feel a certain way. Personalizing a role has become an integral part of my job as an actor. I believe this is the only way where one actor can bring a particular character to life. Another aspect that must be highlighted in carrying out the tasks of an actor is memorization. Without a doubt, memorizing the lines –knowing what to say and when to say it—is an integral part of being an actor. As noted in the book, an actor can learn much about the play and the role in the process of memorization. As we learn to memorize the words out of context, the book noted, we realize the importance of giving each and every word the attention and focus it deserves. The reason by which the character must say those lines should also be sought (Bruder, et. al., 1986). I also have learned that memorization is much more than learning the lines. It is also learning the perfect delivery of each line of the character. This is where vocal training comes into play. Delivering your lines in a clear, crisp and understandable manner is a very important facet in the life of an actor. Just like other actors who have read and experienced the book A Practical Handbook for the Actor, I have learned that the voice is a system, with layers of muscles, bones, tissues, and fibers that must be maintained in performance shape if expected to respond on command.   My vocal chords are actually the way by which my characters are able to speak what they want. With this realization comes the decision to include a basic vocal workout into my daily routine so that each word that I say on behalf of the character I play comes through in the way it should. As I earlier noted, timing is just as important as learning the words to say. To get into character, an actor must learn to always know what the character needs and wants and why they are inclined to say a particular line at a particular time. To be able to do this, I have learned the importance of reading through the script over and over and over again. As noted in the book A Practical Handbook for the Actor a script and character analysis requires sharp and thorough thinking skills and insight. As much as possible, I try to go over the script quite a number of times and try to assess if I was able to get the whole picture correctly. I try to make notes of how I understand each emotion being felt by the character and try to see if the same analysis will hold true the next time I read through the script. I aptly call this text analysis whereby I assess if I have covered everything I need to cover in terms of knowing my character and his lines. I believe this is very helpful in getting to know my character in a deeper level. I believe that only when an actor knows his character in a deep and meaningful level can an actor will be able to react naturally in all situations –scripted or otherwise. I agree with the book when it noted that text analysis is the skeleton of the character. It provides the actor some baseline information on which reviews can be made to hone a certain technique. This process also helps me stay on the objectives at hand and allows me to make use of various tactical ranges. In trying to approach acting, I have tried to remember the words of the famous Konstatin Stanislavski when he said that one should always approach a role as directly as possible and see if it lives. He noted that if the role and the actor has a connection, then there would be no point in applying a certain technique towards acting. But, as an actor, I also know that this does not happen often. Hence, learning a certain technique towards improving one’s craft is very important. Many actors today admit that Stanislavski's System is a complex method used to produce realistic characters. When using the Stanislavski's System, an actor is required to deeply analyze his or her character's motivations. The actor must learn to discover the character’s objective in each scene and the so-called super objective for the entire play. To do this, I have learned to also apply Stanislavski's â€Å"magic if† where an actor is able to ask questions about their characters and themselves such as â€Å"what if I were also in the same situation?† How would I act then? This thinking gives me a deeper understanding of the actions of my characters as well as an insight of what is going through in his mind. One other important aspect that I find interesting in the Stanislavski's System is his focus on the Method of Physical Action. I find this interesting because he placed as much emphasis on the physical aspect of acting as he does on the emotional part. Many actors, including yours truly, have this thought running in our heads that emotions form the better part of how acting should be. But Stanislavski says otherwise. He notes that physical action is just as important as the emotional aspect of a scene. According to Stanislavski, the Method of Physical Action has brought him to a complete dealing with the instrument of the actor. But what exactly is this so-called Method of Physical Action? The Method of Physical Action is said to be based on the idea that emotional life is a kind of two-way street and that the only thing an actor will ever have control of in his life as regards himself is his body, nothing more. There is never a direct line to emotions in performance, only to the body. Quite simply, the body must be used to convey the emotions. Stanislavki stressed on the need for the actor and the director to work hard in using the actor’s body –the body being the primary material of creation. He added that the purpose of rehearsal is how to come to physical actions that affect the actor and bring life to the scene at the same time. In fine, Stanislavski noted that the art of performance cannot be learned from literature alone but also from action; from performance and not just mere observation. As a result, I have learned to be more conscious of my physical action in converying emotions to the audience. After all, an audience will not necessarily feel my sadness unless I am able to phyiscally convey it to them by means of tears and a sad facial expression, among others. Another important thing I have learned in my journey to discover my personal acting process is the idea or concept of growth. I realized that an actor, just like anyone else, must continue to grow in each and every role that he plays. As noted in the same book, an actor must learn how to embrace the importance of the never-ending process of growth. The journey of acquiring additional knowledge, filling and refilling the artistic tank, humbling oneself to a point that permits an explosion of growth or even one good â€Å"Ah Ha† moment is not only important, but also essential to one’s life as an actor and as a person (Bruder, et. al., 1986). As an actor I must continually grow and always be on the look out to better my craft. To do this, I must learn to immerse myself in a creative environment –one that will complement the skill and talent that I have as an actor. I now understand the importance of being in a group where I can let my creativity flow free and at the same time, learn from the people I am with. It has been said that the day you stop learning is the day you start dying. As an actor, and as person, we must not let that happen. I have learned the importance of learning while working and working while learning. When I say learning, I don’t just mean it to be a classroom-type of learning. I also talk about learning through observation. We must learn to observe the environment we move in, the people around us, the places we go to. I must say that I agree with Alice Ripley when she said that acting all is about experiencing life and then carrying that experience with you on stage. It is also in this concept that I have learned to make bold choices in my life as an actor. I have learned not to be afraid of unconventional roles or ways of acting out a part. Making bold choices is, I believe, an integral part of learning. I have realized that I will grow as an actor if I can take on roles that are new to me or if I can step out of roles that are stereotyped.   Doing something different each day is the spice in an actor’s life and I have learned to look forward to every opportunity in spicing up my career with bold moves. Using presence of mind and common sense is also an important part in carrying out my acting process. As an actor, one must be ready for anything –a missed line, a prop that is not in its right place or a miscued entrance. When these things happen, common sense is the one thing that will save an actor from a disastrous scene. Coming up with adlibs or learning how to subtly put the misplaced prop in its rightful place is a skill that must also be honed as an actor. I believe that presence of mind can be assured when an actor is focused on the play at hand. I would like to call it simply as â€Å"being in the moment†. Being in the moment is more than just being in character. It involves being aware of the entire acting environment and learning how to cope with unexpected events whenever needed. As actors, it is not rare to find ourselves in situations where we are so focused in our roles that we tend to miss some of the difficulties encountered by our co-actors. In situations like these, we must learn to salvage the scene by helping our co-actors find their groove again, so to speak. Lastly, I have learned that I have to learn to enjoy what I do as an actor. I must enjoy the variety of roles I play –knowing full well that not everyone is able to live in a world separate from their own reality. I have learned, in my own acting process, the idea of making acting as fun as it can possibly be for me and my fellow actors. I agree when they say that acting should be fun, challenging but fun. My acting process, I realize, will change over time. It will adapt to the environment I am moving in and the roles I will be playing. But one thing should remain the same: it must always be fun. I must find a way to make it a fun learning experience each time. After all, when we enjoy what we do, the audience feels it. And the audience deserves nothing less than the best of ourselves as actors when we go up on that stage. References: Bruder, M., et al. (1986). A Practical Handbook for the Actor, New York: Random House, Vintage Books. Stanislavski, C. (1936). An Actor Prepares, New York: Routledge.

Deployment And Reintegration The Most Stressful Phase Of...

Deployment and Reintegration is one the greatest challenges military families and children have to face on a daily basis. When a family member deploys or reintegrates within the entire family, it not only affects the service member but it affects the entire family. It can often lead families and children with a negative mental health and wellbeing. Bello (2015) reported that most families and children (80.5% required less than one month to adjust to the return of their deployed parent. In this finding, the families and children were quick to adjust to having their family member back in the home. The findings are interesting because when compared with another family, the findings are drastically different. Boberiene (2014) found that three out of every four families feel that reintegration after the first three months is the most stressful phase of a deployment. This is because the family experiences many emotions while the member is away. In the first statistic, families and childr en didn’t require as much time to adjust to reintegration as much as the families did in Bobriene’s study. This shows that all families and children handle reintegration differently and some may require more time than others. The situation in Boberiene’s study is similar to what Chandra (2009) had said about families and children, she stated that the number of months for deployment had a huge impact on how children handled reintegration. Although reintegration may seem like a joyful and positiveShow MoreRelatedMilitary Children and Deployments Essay1535 Words   |  7 Pageshandles a deployment differently, some may regress in potty training, and others may become extremely aggressive. Many different things can happen, in most cases when a parent deploys and the child becomes difficult to handle, it can cause a massive amount of stress on the parent that is not deployed as well as added stress on the parent who is deployed. 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ACT Score Comparison for Admission to Arkansas Colleges

The Relationship Connecting the Sociology of Religion and...

Berger provides insight into the study of the sociology of religion. Berger is particularly interested in the social construction of religion as perpetuated by humankind and the dichotomies of the secular and the religious. As a component of social reality, religion, according to Peter Berger, is a â€Å"dialectical phenomenon† (3). Society is a dialectic phenomenon in that it is a human product, and nothing but a human product, that yet continuously acts back upon its producer. Society is a product of man. Religion emerges out of human beings as part of an ordered and meaningful social reality and in turn, humans emerge out of this socially constructed world. Berger parses the dialectical phenomenon into three concepts: externalization,†¦show more content†¦The ordered structure of culture becomes the ordered structure of individual human consciousness. The languages, values, meanings, and institutions of society become the languages, values, meanings, and institutio ns of the individual person. Through internalization, humans become a product of society. By the ordering of experience, humanity imposes nomos, or meaningful order, upon the social world by both objective by institutions and subjective by consciousness constructs. When this nomos is instinctually assumed either cosmologically or anthropologically â€Å"it is endowed with a stability deriving from more powerful sources that the historical efforts of human beings† (25). Humans have a need for and impose nomos on their existence or reality. Without nomos people would perceive reality to be anomic; it would lack order and meaning; it would be utter chaos. A central function of religion is to protect the individual from anomy; religion makes reality ordered and understandable. Here religion enters the social world as a human enterprise by which a sacred world is established. 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Capital Budgeting Decision Process Free Essays

string(37) " process shall include seven stages\." Capital Budgeting Decision Process 1. Introduction The maximization of shareholder wealth can be achieved through dividend policy and increasing share price of the mark value. In order to derive more profits, our company shall invest potential investments which always cover a number of years. We will write a custom essay sample on Capital Budgeting Decision Process or any similar topic only for you Order Now Those investments involve substantial initial outlay at the outset and the process. The management is responsible to participate in the process of planning, analyzing, evaluating, selecting and making decisions to allocate the limited resource to those investments. This is called capital budgeting decision process. Budgeting acts as an important managerial tool in practice. It is budget for the major capital investment such as purchase of land and building, plant and machine, investing new product or market. In modern competing environment, the company shall go ahead to make those investments in order to survive and profitability. A good evidence is Apple which globally introduced iPhone and acted as a leading market position. Denzil Antony (2007) stated that â€Å"Those decisions shall take account of the amount, timing and associated risk of expected company cash flow†. Therefore, Capital budgeting decision process is within the prospective of financial management. 2. The Aims of Financial Management Finance management generally embraces financial decision, investment decision and dividend decision. Its aims can be varied from different company, the main aims are expanding a new market, budgeting control, maximizing profit and maximizing shareholder wealth. Keown, et all stated that â€Å"The fundamental goal of a business is o create value for the company’s owners (this is, its shareholders)†. However, the management may focus on profit maximization that will benefit him because he is the agent on behalf of the shareholder resulting in devoicing ownership and management from the company. It leads to conflict with the shareholder’s interest and may detriment the shareholder’s wealth. In order to balance those conflicts, the management shall efficiently allocate limited resource and must consider its investment strategies with its financing policies at the best interest of the shareholder. The present value of future cash flows is a better measure of the wealth of shareholder value. Cash inflows are derived from financing activities such as debt and/or equity. If those funds are used for investment decision, it implies that there will be less contribution to shareholders as a mean of dividends. Efficient and effective allocations of the funds are principle responsibility of the management. This can be achieved through making an optimal capital budgeting decision process so as to create value for shareholders. 3. Academic literature on models of the investment process The company may face many potential investments in which it has to make choices to invest. It is necessary to evaluate potential investments in order to make better decisions. Every new investment is subject to risk and uncertainty. It always takes a long period of time to report future benefit. It will severely affect the cash flow of the company. The company therefore must manage the cash flow efficiently and effectively. Some techniques are introduced to decide whether to invest potential investment. John Graham Harvey (2000) conducted a survey of 392 CFOs found that CFOs always use Net Present Value (NPV) and Internal Rate of Return (IRR), percentage respectively is 74. and 75. 7; Payback period (PB) is also popular 56. 7 percent while Profitability Index (PI) seldom use only 11. 9 percent . Alkaraan Northcott (2006) also obtained a similar result from survey that UK manufacturing companies applied appraisal techniques. Accounting rate of return (ARR) and PB are commonly used techniques. It is important to be aware of their merits and drawbacks. ARR is an accounting ratio which is also known as Return on investment. It is accepted for potential investment (usually less than one year assessment) if ARR is more than or equal to hurdle rate. It is easy to understand and calculate, but it ignores cash. PB measures the number of years required so that the estimated returns can cover the initial outlay. It is also easy and simple to use, but it takes no account of cash flow after payback period. Both methods take no consideration of time value of money. To overcome those problems resulted from ARR and PB so as to make optimal decisions, the project appraisal process needs to consider the time value of money. Expected future cash flow of potential investments shall be discounted and added together to derive a lump sum of the present value sing a given discount rate. Three types of discounted cash flow are NPV, IRR and PI. NPV is the difference between sum of present value and initial outlay for the proposed investment. A positive NPV indicates that the proposed investment is accepted and vice versa. NPV takes account of the time value of money and all relevant cash flows over the life of the project. However, it is difficult to understand and rely on to provide an available appropriate discount rate. IRR is the discount rate at which NPV is zero. If IRR is greater than the cost of capital, then the potential investment is recommendable. IRR is easy to understand and it excludes the drawbacks of ARR and PB that both ignore the time value of money. However, IRR often gives an unrealistic rate of return unless the calculated IRR is a reasonable rate for reinvestment of future cash flows. PI is the sum of the NPV and the original investment divided by the initial outlay. PI is useful under capital rationing since it demonstrates that the best return can be achieved from the available funds. NPV and IRR are commonly used to measure potential investment today. Michael (2004) suggested that â€Å"Theory would suggest that the DCF methods are superior to the traditional techniques and that NPV is superior to IRR†. Therefore, potential investments can be best chosen to add value to the company. 4. A best practice design for the decision process Dayanada, Don. (2002) showed that â€Å"capital budgeting is a multi-faceted activity†. A best design for the decision process shall include seven stages. You read "Capital Budgeting Decision Process" in category "Essay examples" Arnold, G. (2008) specified that â€Å"There is a great deal more to successful investment programme than simply project appraisal†. Firstly, the company must has clear objectives and identify profitable investments project to sustain long term development of the company. Baker, H. Kent, et al. (2011) also suggested that the first stage is identification. The company has a motivation to achieve those objectives. The management translates them to specific directions and policies by using strategic planning after the company establishes objectives. Secondly, the company can develop and classify potential investments according to strategic planning. Thirdly, there are many potential investments in any company. It needs to be screened at this stage because potential investments are without being examined in depth in the previous stages. It can eliminate unsound and less profitable investments before the next step to evaluate the potential investments. Fourthly, it is the project appraisal stage that evaluates whether those potential investments contribute additional value to the company or not. Fifthly, it requires to present various reports and sets up a level of authorization for proposed projects. Sixthly, it conducts on the implementing stage to control capital expenditure, when to implement and who to be responsible. Finally, it is the monitoring and evaluating stage that is called the post-completion audit. It compares between the actual cash flows and other forecasted cost and benefit to improve the proposed investment or inducement for further investment. 5. Key stage of the decision process The key stage is project appraisal at the fourth stage from the above decision process. Dayanada, Don. (2002) pointed out that â€Å"project analysis is critically important for the firm†. Potential investments will be considered the initial outlay and expected future cash flow associated with risk and uncertainty. At this stage, it involves the application of many techniques, such as forecast, risk analysis, time value of money, discount rate and inflation, etc. Facing many problems of potential investments, the management should be familiar with those techniques. What is the relevant cash flow for the potential investment? Karanovic, et al (2010) pointed out that â€Å"In capital budgeting process one of most important things is discount rate determination†. It will affect the decision-making using different discount rate. Shall the company choose the highest NPV or the highest IRR when the mutually exclusive potential investments? James John (2008) stated that â€Å"different investment projects often have different degrees of risk†. If the proposed investment is more risky, the higher return is required. However, is higher return reasonable? If undertaking it, what will happen? Clive Emmanuel, et al (2010) stated that â€Å"Once taken, capital investments are largely irreversible and significant financial sums are at risk†. Hence, it may require using different appraisal techniques for the same investment, for example, using PB and/or PI technique to assist the analysis of NPV. When making decision to select potential investment, the management shall consider how to allocate the available funds to those investments efficiently at the same time. Therefore, the fund is a key issue to determine how many potential investments are undertaken. The management must concern about the liquidity of the company immediately after accepting potential investments. Improper acceptance or rejection of any proposed investment may significantly affect the long-term success of the company. 6. Conclusion The capital budgeting decision process is one of the investment decisions which form the fundamental part of financial management. Inappropriate investment decisions can endanger the survival of the company and cause difficulties in obtaining additional financing from stakeholders. To make optimal capital budgeting decision process, investment proposals shall be analyzed under risk, uncertainty and inflation. After making decisions, the company shall separately consider how the funds generate in the best way. A sound capital budgeting decision process is beneficial to achieve the aims of financial management. The efficiency of financial management is a good-measurement to achieve the objective of the company. 7. Recommendations Since our company has a clear objective to maximize the shareholder wealth, it can be achieved through making potential investments to invest. Identifying potential investments is crucial to the prospect of the company. It requires expertise and management to execute the capital budgeting decision process. An independent capital budgeting committee shall be assigned to monitor the capital budgeting decision process. Since capital budgeting decision process is more dynamic, after implementing it, Cotter, et al (2003) suggested that â€Å"real options should be included in a capital budgeting analysis†. A good capital development system and management information system will be well on the way to achieve the objective of financial management successfully. Reference List Alkaraan, F. , Northcott, D. (2006). Strategic capital investment decision-making: A role for emergent analysis tools? : A study of practice in large UK manufacturing companies. The British Accounting Review, 38(2), 149-173. Available through: ABI/INFORM Complete database [Accessed 31 March 2012]. Arnold, G. (2008). Corporate Financial Management. 4th edition. FT/Prentice Hall. Baker, H. Kent, et al. (2011). Capital budgeting valuation : financial analysis for today’s investment projects. Hoboken, N. J. : John Wiley Sons. Clive Emmanuel, Elaine Harris, Samuel Komakech. (2010). Towards a better understanding of capital investment decisions. Journal of Accounting Organizational Change, Vol. 6 Iss: 4 pp. 477 – 504. Available through: EMERALD database [Accessed 31 March 2012]. Cotter, J. F. , Marcum, B. Martin, D. R. (2003). A cure for outdated capital budgeting techniques. The Journal of Corporate Accounting Finance, 14(3), 71-80. Available through: ABI/INFORM Complete database [Accessed 25 March 2012]. Denzil Watson and Antony Head. (2007). Corporate Finance Principles Practice. 4th edition. FT/Prentice Hall. Don Dayanada, et al. (2002), Capital budgeting : financial appraisal of investm ent projects. Cambridge University Press. Graham, John Robert, Harvey, C. R. (2000). The theory and practice of corporate finance: Evidence from the field. Rochester, Rochester: doi:10. 139/ssrn. 220251. Available through: ABI/INFORM Complete database [Accessed 20 March 2012] James C. Van Horne John M. Wachowicz, Jr. (2008). Fundamentals of Financial Management. 13th edition. FT/Prentice Hall. Karanovic, G. , Baresa, S. , Bogdan, S. (2010). Techniques for managing projects risk in capital budgeting process. UTMS Journal of Economics, 1(2), 55-66. Available through: ABI/INFORM Complete database [Accessed 22 March 2012] Keown, John D. , Martin, J. , William Petty. (2011). Foundations of Finance : the logic and practice of financial management. 7th edition. Prentice Hall. How to cite Capital Budgeting Decision Process, Essay examples

Induction Program Related To Culture Fit- Myassignmenthelp.Com

Question: Discuss About the Induction Program Related To Culture Fit? Answer: Introduction Human resource management is the important component of an organization which involves in the functions like recruitment, selection, staffing, provision of training and development, induction, formulating HRM policies, ensuring the health and safety of the employees in the work place etc. The HRM holds the responsibility to develop the potential of the employees and to be competent in the workplace. (Armstrong, Taylor, 2017). This report highlights three sections of the HRM practices the training and development of employees by considering Induction Program Theory of induction program related to culture fit Induction program can be defined as an organizational process through which the management welcomes the new employees and prepare them to perform their role effectively. Conducting the induction program is an important function of the HRM so as to make the newly appointed duty managers to get culturally fit to the organization (Arulrajah, Opatha, Nawaratne, 2016). Through conducting induction program the HRM can make the participants understand about the policies and procedures of the organization, culture, vision, mission, operations etc. The induction program can contribute in making the duty managers to get fit to the organizational culture and to achieve the competitive advantage of the organizations. Some of the ways through which the competitive advantage of Millennium Hotels and Resorts can influence the content of the induction program is mentioned below. The organization Millennium Hotels and Resorts can obtain competitive advantage through providing customer service. Hence the customer service policies should be involved in the induction program content so that the duty managers can get informed about it. The Millennium Hotels and Resorts achieve competitive advantage through following a corporate governance of high quality standards in service provision. Hence this corporate governance should also be involved in the induction program content. Credibility standards are other component of competitive advantage and hence these standards are to be highlighted in the induction program. Through involving the components of competitive advantage in the induction program the duty managers can shape their operations accordingly. Induction program for the duty manager When preparing the induction program for the duty managers the following three steps can be involved Stage 1: General Orientation The history and the structure of the Millennium Hotels and Resorts can be provided through this session. The organizations vision, mission and objectives, functions of various departments are given here in order to generate interest about the organization with in the duty managers (Shamy, 2016). The factors influencing the competitive advantages of the organization, competitor analysis, market share etc are also discussed during this stage. This stage of induction program can be done by taking 2 days time so that he can get a clear understanding about the company. Stage 2: Specific Orientation The significance of the job of the duty managers are specified which includes the roles and responsibilities in the department, job training, job hazards etc. Some of the other factors like the personal policy, company policy, terms and conditions of service, welfare facilities, rules and regulations related to working hours and over timing, holidays, vacations, reporting etc are communicated during this stage. This reduces the ambiguity of the duty managers and makes them clear how he can fit in his job and can be more effective. This stage of induction program can be done by taken minimum 4 days time so that he can identify his role in the organizations and formulate strategies to make him fit with the culture of the organization. Some health and safety or job hazard examples which are included in the content of the induction program are mentioned below. Fire accidents: The content of health and safety hazards due to the fire accidents can be involved in the induction program which provides the information regarding fire escapes, fire extinguishers etc (Oliver, 2016). Hazards which can cause while at lift can be highlighted in the induction program. Stage 3: Follow up orientation This stage of the induction program is conducted around after 6 months of the initial induction program to understand the satisfactory level of the duty manager and also to determine how he made him to fit himself in his job role. Training and Development Plan Training and development plan are the plan formulated by the HRM in order to make the workforce potential so that they can achieve organizational goals effectively. In order to provide training and development the need or the requirement for the training has to be identified (Phillips, Jack, and Patricia, 2016). The training need for the below task has been analyzed with respect to the selected organization Millennium Hotels and Resorts and job title Hotel Duty Manager Training Need Analysis The training needs analysis can be considered as a systematic analysis through which the skills gaps of the employees are analyzed at organizational, group and the individual level so that various training programs can be conducted in order to fulfill the skill gaps (Ford, 2014). The TNA process involves the complete analysis of the training needs so that specific training needs of the employees can be identified and appropriate training and development program can be arranged by the HRM (Niphadkar, 2016). According to the given tasks the employees lacks the understanding about the relevance and the importance of the customer service and it contribution to the achievement of competitive advantage of the organization. The poor quality rating by the hospitality rating agency can impact the organizations reputation negatively and can hinder its sustainability. This scenario highlights the need for training program which educate them the relevance of customer service and to develop high quality customer service ability in the employees (Goetsch, Davis, 2014). Source: learning and development, ange brooking. Components of a need analysis The training need provision of customer service is analyzed in relation to the organization Millennium Hotels and Resorts and job title Hotel Duty Manager. Organizational need: This component of the TNA analysis the organizations performance in relation to the organizational objectives. It generates an accurate estimate about the potential of the employees in terms of their customer service proficiency and their knowledge about the same. Millennium Hotels and Resorts being operating in the hospitality industry it is important to provide high quality customer service as the organizations in this industry are differentiated in terms of quality of service. Task need: This component is generally involved in gathering the information about the job for the development of the training programs. This involves the detailed examination of the job role hotel duty manager like the knowledge, skills, attitudes etc so as to supervise and manage the staff members of the hotel. The job role of the duty manager closely related to the customer service provision. Maintaining good customer relations is the primary tasks of the duty manager. His responsibility also involves monitoring the provision of high quality customer service by the staff members. Person need: This component specifies the identification of the gaps between the current capabilities of the duty manager to provide the customer service provision. Here the actual performance of the duty manager in relation to the customer service is measured with the service standard kept by the Millennium Hotels and Resorts. Here the attitude of the person, output of the performance and self assessment needs are identified to assess the training needs. For example the ability of the person in the job role of duty manage should possess listening and observing skills to understand what the customer exactly require. Learning Plan Learning Outcome LO1: Through the provision of the training program the duty managers should be able to clearly define what is customer service and how this concept can be implemented in order to win the customer satisfactory level. This learning outcome can make the duty managers to clearly understand the relevance of customer service in hospitality industry and how it can gain competitive advantage for the organization in the industry (Guise et al, 2017). LO2: Through the training program the duty managers of the Millennium Hotels and Resorts should be able to attain high quality service rating, in the rating conducted by the hospitality rating agency. Through attending the training program related to customer service the duty managers should be able to achieve high quality service rating. List of the content LO1: List of contents for the training program Here the trainees are made understand the concept of customer service and how it is related to the success of the organizational effectiveness. Power point presentation which highlights the concepts and theories of customer service. Lecturers and explanations about the relevance of customer service in competitive advantage, sustainability etc by top management officials. Magazines based on customer service which included testimonials of successful hospitality organizations focusing on customer service. Feedback forms which can determine the understanding level of the trainees. LO2: List of contents for the training program This session includes the training which makes the duty managers to obtain high quality service rating. The content of this training programs are mentioned below. Lecturing and coaching materials and the top level managers. Videos which highlights the managers handling the customers during critical situation. Theoretical booklets which includes the auditing criteria. Appropriate training methods Some of the training methods which can be recommended for the training program conducted for the duty managers so as to achieve the learning outcomes are mentioned below. Coaching: The trainer can provide the theories and concepts of the customer service and its impacts on the hospitality business to the trainees through coaching method. This training method will be effective to achieve the LO1 (Edirippulige et al, 2016). Role modeling: This method of training can be used in order to make the duty managers understand about how to handle the customers and provide better customer service. One participant can take the role of manager and another can take the role of customers. Demonstration: The method of demonstrating the customer service by the trainers about the phrases and the body language while providing customer service can be an effective method of training. Real-time training programs: The duty managers can be asked to be apprentice of the top level managers while they handle the customers which can provide real time experience to the duty managers (Seamster, Redding, 2017). Health and Safety requirement and appropriate learning outcome The duty manager of the hospitality organization Millennium Hotels and Resorts is responsible for handling the operations of the hotels or the resorts. The most important health and safety training requirement for a duty manager is the fire accident which can encounter the resort premises. It is essential that the duty managers should be provided training take precautions to eliminate fire accidents and also be trained to manage the critical situation when fire is set out in the resort LO1: Through attending this training program the duty managers will be understand what measures has to be taken in order to eliminate fire accidents through the use of fire accident equipments. Job Description Related to Health and Safety Typical Hazards in the Work place Each and every organizations workplace is associated with health and safety hazards. Some of the typical hazards in the work place are mentioned below. Poor lightning and improper structuring of the work place. For example the organization ABC is a retail firm which deals with the automobile parts business. In this firm the lightning provided was not sufficient which resulted in the injury to the employee while handling those parts. The employee was not able to see the wire connected through the floor because of poor lightning which made him to slip down (Adrian et al, 2017). Fuel service and repair: The usage of mobile phones in the fuel service centers can cause drastic fire accidents which can be hazardous to the employees as well as the public. There are several cases in the real time environment where the customers of the employees make use of the mobile phones while at fuel service center which is hazardous. In child care center the work place can be hazardous to the employees when it is occupied with too many furnitures and toys. The child cares are having big responsibility to handle the children hence occupying too many toys and furniture can harm them when handling children Typical Hazards in the chosen organization Some of the typical hazards for the organization Millennium Hotels and Resorts for the duty managers are identified and mentioned below The duty managers will have to move around the floor in order to monitor or supervise the work place. Sometimes he will have to climb the stairs without making use of the lift. This can make him physically tired and can get into some ailments like back ache, leg pain etc. The duty managers will have to handle the critical situations which can put him into stress by handling the staff members, problem solving, maintain customer relations. This can cause physical as well as mental illness Poor lighting air circulation in the hotels can cause health hazards for the duty manager. It can cause some breathing related problems which can make the manager to face long term health issues. Because of poor lightning the chances of slipping down and getting hurt is higher. Another hazard which can cause to the duty managers are the hazard which can cause through bullying from the top management. Since he is in direct coordination with the workplace he is answerable to the top management. This can put him in a stressful situation and can cause him health hazards (Gopang et al, 2017). Way to involve workers in the health and Safety One way which can be suggested for the organization Millennium Hotels and Resorts for making the duty managers involve in the health and safety of work place policies is mentioned below. The duty managers can be assigned the duty to report if there is lack of lighting and air circulation in any area of the resort or hotels. This can be an indirectHealth and Safety Risk Assessment form Assessment Made by Name : XYZ Position: Duty manager Assessment reviewed by Name Position Identify or describe the subject of assessment The typical health and safety hazard that can cause to the duty manager of Millennium Hotels and Resorts are assessed here. What are the known or possible hazards The known potential hazards identified are Physical hazard due to poor lightening, poor air circulation in the hotels, restaurants, store rooms etc. Mental illness due to bullying, multitasking Injury or ache in legs etc due to moving around the hotels and resorts Who is exposed to this hazard The individual who is exposed to this hazard is the duty manager of the Millennium Hotels and Resorts. The same hazard can be caused to the sub ordinates of the duty managers. What could happen and how serious could any consequences be? Due to these potential hazards the damage can be less or severs. If the duty managers get stuck in the store room where there is poor lightning and air circulation then it may lead to the death of the person. The mental stress can cause de-motivation, mental illness etc. What could be done to minimize or eliminate risks The top management of Millennium Hotels and Resorts should make the infrastructure well lighted and should be provisioned with enough air circulation. Personal networking systems can be employed so that the manager need not have to wander around the floor. What information or training should be provided so as to reduce risks To minimize the risk of injury the duty managers can be trained to manage the critical situations effectively through enhancing their employability skills. In order to reduce physical damages they can be trained to make use of the emergency lamps, oxygen cylinders etc from the firs aid box. Information made use to make this assessment The information from the previous health and safety hazards happened in the organization is taken to make this assessment. How workers can be involved in making the assessment. Workers can be made involved in this assessment through gathering feedback and information from them Evaluate the effectiveness of health and safety training In order to evaluate the effectiveness of the health and safety training provided to the duty managers the HRM can make use of the method mentioned below. Observing method: The HRM can monitor the duty managers that how they are implementing the training provided in the training program in the work place. This real time evaluation will be more beneficial as the health and safety management has to be experimented and evaluated in real time so as to obtain the desired outcome (Hallowell, Alexander, Gambatese, 2017). Case Analysis The duty manager of the Millennium Hotels and Resorts are responsible for implementing the health and safety policies effectively. Despite this implementation, if the worker loses him limp due to an accident in the work place then the duty manager and the employer is having the responsibility to manage the situation. The managers and the employer obligations are mentioned below. The duty manager is obligated to report the accident to the HRM and other higher authorities. The employer is responsible to compensate the injured as per the standards of the work place health and safety acts. The HRM is responsible to arrange the training program to generate awareness among the workers regarding the health and safety at job. The HRM and duty managers should take necessary steps to make the employees cooperate to implement the health and safety policies effectively (Ik, Atasoylu, 2017) Conclusion The functions of the HRM in the modern organizations has been extended to their involvement in the strategic decision making process. This report has highlighted some of the important functions of the HRM with relevant to the organization the Millennium Hotels and Resorts by considering the job of the duty manag References Armstrong, M., Taylor, S. (2017). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arulrajah, A. A., Opatha, H. H. D. N. P., Nawaratne, N. N. J. (2016). Green human resource management practices: a review. Sri Lankan Journal of Human Resource Management, 5(1). El-Shamy, S. (2016). Dynamic induction: Games, activities and ideas to revitalize your employee induction process. CRC Press. Edirippulige, S., Armfield, N. R., Caffery, L., Smith, A. C. (2016). 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Phillips, Jack J., and Patricia,(2016), Pulliam Phillips. Handbook of training evaluation and measurement methods. Routledge, Seamster, T. L., Redding, R. E. (2017). Applied cognitive task analysis in aviation. Routle