Classical Music and Jazz Music Essay Example for Free

Classical Music and Jazz Music Essay Music has always been an important element for the humanity. Exist many different kinds of music. For purpose of this paper I’m going to compare classical music with jazz music. This two types of music belong to the category of complex art music. A comparison of classical and jazz music yield some similarities and different and could also lead to an appreciation of this two important category of music. The music called classical, was found in stores and performed regularly by symphonies around the world, in the time of 1600 up to the present. Unlike jazz was found in the early 1900 as some dance band leaders in the southern U.S. began playing this type of music that combined ragtime and blues. Most of the major composer of the classical music until the 20th century were Europeans and the jazz was exposed first by two musicians. Both type of music were know on different parts of Europe. In classical music, both large orchestras and small ensemble are used. The largest part of the orchestra consist of the string section consisting of violins, violas, cellos, string basses and wind instruments. On the other hand jazz music can be played by small group of people. In jazz they use different instruments like clarinet, tuba, cornet, baritone, drums and piano. Similarly to classical music, jazz used some wind instruments. In addition we have a different of audience of this two kind of music. The jazz music attracts an really cultural and hip audience. This is because jazz concerts usually are in opens spaces around the world and in night clubs and you don’t need to pay a ticket to go and appreciate the music. Unlike classical music attracts more elite and rich people. This is because the concerts of classical music are on different amphitheaters and closed spaces and you need to pay for a expensive ticket. To conclude, we can say that this to types of music have their unique style, but both of them represents two approaches to Art Music. This two types of music are important and carry a great and special history. Also this to type of music, allow people to relax while hearing this music. If I need to pick between this two types of music, I prefer the jazz music because is more accessibly for us and it’s transmit more emotions.

Constitutional and administrative laws

Constitutional and administrative laws Constitutional and administrative laws are collectively termed as public law. Public law has a direct impact on each individuals. For example during the passage of a new legislation piece or when an individuals civil rights are abused, the public law gives the legal structure within which the administration functions and the government operates. The laws play a very vital role in regulating the governments structure and its administration in reference to its nationals. It also defines the responsibilities of government workers and the intergovernmental relations. This presents it as a very vital component in the day to day running of the government. Constitutional law entails the study, interpretation, practice and administration of laws which are set by the constitution of a country. The sections contained in constitutional law sets out specific provisions which provides for civil and human rights as well as government entities. It is part of the consumer law which deals with issues relating to producers and consumers in the business world. Issues relating to discrimination and diversity are also underpinned in these laws. In the United States, the constitution acts as the foundation of all constitutional laws. Basically, constitutional laws deal with any legal issue revolving around constitutional rights or their violation. All cases involving constitutional law are dealt with by the Supreme Court of the United States. These cases may involve violation of the constitution or the need to amend or change the existing constitutional law in cases where they seem to conflict with the view of the nation. Judicial review is also a ve ry important subject in constitutional law where the state has to continually review the action of the legislative and executive branches. Administrative law on the other hand incorporates numerous areas of law. These include government agencies regulations and procedures, administrative rules, agency authoritys scope, agencies enforcement power and individual privacy. Basically, administrative law covers laws and legal doctrines which govern the regulation and administration of government bodies and agencies. These may include both state and federal. The Congress delegates power to these agencies prompting them to act as agents. These agencies are formed to protect the interests of the public rather than to protect private rights. The actions of a government agency ma include adjudication, rule making or implementing a particular regulatory agenda. One of the purposes of constitutional law is to ensure that each and every individual living within the borders of the country is protected. This is ensured by the section of the laws which uphold individuals civil rights. These rights are found in definite provisions in the constitution on which the constitutional law is founded. The provisions protect an individuals right from being interfered with by the state and the federal governments. In the constitution the first 8 amendments basically protects the basic civil rights of an individual. A good example is the 1st amendment which protects free speech, assembly and press fundamental rights. Other amendments just add to the scope of protection granted to an individual in regards to his basic rights. Another good example is 14th Amendment which bars a state from violating the immunities and rights of an individual without due process of law. The fair criminal justice system is also advocated for in the Fifth Amendment where it guara ntees a grand jury. The other purpose of constitutional law is protection of individuals property. Constitutional laws also very vital I ensuring that power is not concentrated I one arm. This is ensured through the doctrine of separation of powers which is part of the constitutional laws. According to this doctrine, power is divided among three arms; these are executive, legislature and judicial. The executive is responsible for implementing laws which are made by the legislature. The judiciary plays the all important role of interpreting the law. In this line of thinking, constitutional laws plays a vital role in preventing absolutism which characterizes dictatorship and monarchies. The laws are also very important in ensuring that the individuals rights are protected and checking the use of power. They also ensure that the rule of law prevails in the country by ensuring that individuals live without fear of losing their life arbitrarily or even losing their property. The constitutional laws are very significant because they instill confidence among the people in believing that their representatives will not abuse power. Most importantly, constitutional laws are a major check to laws which officials elected can impose. Administrative law on the other hand has a different approach compared to constitutional law. This is because they do not often relate to everyday life. Administrative law is mainly concerned with ensuring that there is fairness in the public decision making. The decisions must be guided by administrative discretion. This emerges as an advantage to both the government and its citizens. To the government, its status quo will be raised and it will also be able to perpetuate itself. Besides regulating relationship between the state and the citizen, administrative law also enables one of the governments arms to challenge another on the issues of legality of its actions (Stott). The law acts as a weapon used by power holders to ensure that every center of power does not exceed the legal limits of the warranted authority. By virtue of dealing with agencies, the laws made are diverse and dealing with equally diverse issues like workplace safety, environmental protection and environmental protection. Regulatory perspectives also fall in this docket of the law. The administrative laws also make decisions which affect vital aspects of an individuals life like deportation and decisions on healthcare coverage. These decisions are made by federal agencies. Fundamentally, administrative law affects an individual in real life. Its the law which determines how a government functions (good administration). The functioning of the government in this case may involve provision of certain public goods or services. The law plays a very vital role in controlling public utilities, banking, insurance, industry, finance, health and morals, finance, the professions and the response of the government to the whims of the modern society. This has addressed issues like service delivery, the role of technology, research, and economic, social economic and administrative factors. This may require the government to create an agency as stipulated by administrative law. However, it may opt to charter a non profit organization to provide such goods or services instead of creating an agency. This is considering the fact that government institutions cant be considered as government agencies. An administrative action may also be taken through a judicial review to ensure that public decision makers act within the jurisdiction of the law. Administrative law is very significant in addressing legal disputes especially those considered minor by the Supreme Court. Typical disputes involving issues like environmental protection, day to day business operations, administrative and corporate social responsibility, and policy rule and regulation are dealt with at the agency level. This is because they are equipped to deal with every day details of governing. A good example is an issue on environmental protection where a court may lack the needed expertise to decide the exact equipment needed in coal plants to avoid air pollution. However, administrative agencies are better suited to address such an issue amicably. This is because the agencies created via administrative law are able to obtain sufficient details of regulation and they also have the ability to develop expertise in a particular section requiring regulation. This also creates time for the higher courts to deal with other matters prompting attention at that level. One of the limitations of constitutional and administrative laws is their pluralistic conception. This has always put them under heavy criticism from varying directions. Consequently, there is a need for non-delegation doctrine revival to ensure great specifity in articulation the congressional standards. Administrative law is also limited I terms of scope especially because the administrative authorities are inferior to the bodies given the mandate to interpret and execute such laws. This means that administrative law has constitutional limitation.

Impacts of Anti-social Working Hours on Nursing Staff

Impacts of Anti-social Working Hours on Nursing Staff Abstract The aim of this research proposal is to outline a research study that is designed to determine the effects, and impacts, of anti-social working hours on nursing staff, with a view to assessing the validity of three main hypotheses: H1: The greater the number of anti-social hours worked, the more serious will be the negative effects on the professional and personal lives of nursing staff; H2: Nursing staff who have high levels of workplace support are less likely to be affected by anti-social working hours; and H3: Nursing staff who receive adequate monetary compensation for the anti-social hours they work are less likely to be adversely affected, in terms of their professional lives, by these anti-social hours. It is proposed that these hypotheses be tested through sampling twenty nursing staff, gathering both qualitative and quantitative data through the use of the Work Ability Index, a questionnaire and a logbook containing various questions the participants will be asked to comple te each working day for one month. Introduction A previous review of the relevant literature showed that there are many facets to the effects of anti-social working hours on nursing staff that are not understood. The critical literature review revealed that there were many and various effects of anti-social hours on the professional lives of nursing staff, including negative effects on performance at work, an increase in the number of mistakes made, a decrease in the patience nursing staff had towards patients, a decrease in the levels of holistic care provided and that anti-social working hours could lead to strains being placed on the relationships nursing staff have with their colleagues, their patients and the families of their patients. In addition, it was shown that anti-social working hours had negative effects on the personal lives of nursing staff, including on their home life, their personal safety and their overall health and stress levels. Research questions and objectives As a result of the findings of this critical literature review, this research proposal suggests a dual quantitative and qualitative approach to assessing the actual effects of anti-social working hours and their impacts on nursing staff, with three main hypotheses to be explored: H1: The greater the number of anti-social hours worked, the more serious will be the negative effects on the professional and personal lives of nursing staff H2: Nursing staff who have high levels of workplace support are less likely to be affected by anti-social working hours H3: Nursing staff who receive adequate monetary compensation for the anti-social hours they work are less likely to be adversely affected, in terms of their professional lives, by these anti-social hours Perspective and methodology The methodology to be utilised is both qualitative and quantitative, incorporating two quantitative methods (the Work Ability Index and a logbook) and a qualitative method (a questionnaire). In order to test the effects of anti-social hours on nursing staff, it will be necessary to sample a number of nursing staff each of whom work different types/number of hours. Twenty nursing staff will be sampled in total, five who work only during the day, five who work only during the night, five who work shifts without committing to night shifts and five who work shifts and who do commit to working night shifts. Sampling such a diverse set of nursing staff, in terms of the number/type of hours worked will allow the effects of anti-social hours on different types of nursing staff to be assessed, It is proposed that the Work Ability Index (Ilmarinen, 2007) be used to assess how anti-social hours are impacting nursing staff, in terms of their ability to do their jobs, and their own health. The Work Ability Index (Ilmarinen, 2007) is basically a series of questions which take in to account the demands of the work, the workers health status and the resources available for work, and is a summary of the responses to seven items, including: 1) Current work ability compared with the lifetime best; 2) Work ability in relation to the demands of the job; 3) Number of current diseases diagnosed by a physician; 4) Estimated work impairment due to these diseases; 5) Sick leave during the past twelve months; 6) Own prognosis of work ability two years from now; and 7) Mental resources. In addition to the Work Ability Index, several supplementary questions will be asked of the sample of nursing staff, in the form of a questionnaire, in order to gauge their attitudes to work and their overall satisfaction with their work and pay, their motivation and their opinions regarding the support that is available in their workplace. In addition to the Work Ability Index, and the supplementary questionnaire, which will be used to assess how the sampled nursing staff are being impacted, in terms of the anti-social hours, the sampled nursing staff will be asked to keep a logbook of their activities over one month of work, in which they will be asked to record: their scheduled working hours; their actual working hours; how many of their overtime hours were paid; the amount of sleep they have; a rating of the quality of this sleep; whether they use any sleep aids, and what these are; a rating of their sleepiness levels; a rating of the fatigue they feel each day; a rating of their stress levels each day; a note of any errors they made whilst at work; a note of the type of error made; a note of any potential errors they would have made had another member of staff not intercepted them; and a note of any errors observed in other colleagues. Methods Sampling The target for this research is nursing staff, in the hospital in which the researcher is employed. Due to time restrictions with the research project, which needs to be completed in two semesters, the number of participants in this study will need to be kept low, so that their responses to the Work Ability Index, the questionnaire and their records in their logbooks will be manageable, in terms of the amount of data that will result. It is therefore suggested that twenty participants are selected for the study, divided in to nursing staff covering a variety of shifts and working hours: five who work full-time, only day shifts; five who work full-time, only night shifts; five who work shifts, with no night shifts, only day shifts; and five who work shifts but who can work night shifts. Sampling the nursing staff in this way will allow an assessment of the effects of the type of extra working hours has on nursing staff, for example whether working anti-social hours at night has a grea ter negative effect on nursing staff than working anti-social (i..e, longer) hours during the day, for example. Data collection As has been discussed, the objectives of this research, and the associated hypotheses, will be tested through a combination of qualitative and quantitative research methods. The Work Ability Index will be utilised in order to gain an overall picture of the effect the work is having on the participants and the views the participants hold regarding their ability to do their jobs, and their own health (Ilmarinen, 2007). The Work Ability Index, as it requires participants to provide a numerical assessment of their responses to the various questions, will provide a quantitative assessment of the participants attitudes towards their work, their ability to do their work and their own health, as a function of the work they are required to do. The questionnaire that will be handed out to the participants aims to provide a snapshot of the participants’ attitudes to work and their overall satisfaction with their work and pay, their motivation and their opinions regarding the support that is available in their workplace. The responses to this questionnaire are intended to be open-ended and, as such, will constitute a qualitative approach to data gathering, with participants being free to respond, at will, to the questions asked. This qualitative approach will allow the participants to outline any concerns they have and to expand upon their feelings with regards to the impact of their working hours on their ability to do their work, on their professional lives, on their personal lives and on their health, amongst other factors. The logbook will, through the various questions it contains, allow both a qualitative and a quantitative approach to data gathering. Some of the questions will ask the participants to rate various things, with the responses being quantitative in nature, such as the quality of their sleep, the number of hours (scheduled and non-scheduled) that they worked, or their stress levels, for example. Other questions will allow for more open-ended responses, qualitative in nature, such as whether they use any sleep aids, and what these are, or whether any errors were made, with the opportunity to describe these errors. Analytical processes As the data that will be collected is both quantitative and qualitative in nature, various analyses will be necessary. For the quantitative data gathered, for example the responses to the Work Ability Index and the quantitative questions in the logbook, the data will be analysed with regards to determining any correlations between the responses, for example, whether longer hours, as recorded in the log book, correlates with lower satisfaction with their work, as recorded by the Work Ability Index. Such correlations can be performed using various statistical tests, via a statistical analysis software package, and will provide firm conclusions as to the relationships between the various variables being measured. The qualitative data that is collected will be voluminous in nature with a great deal of responses to view and analyse (Polit et al., 2007). As Thorne (2000) suggests, the analysis of qualitative data relies on some form of deductive reasoning in order to interpret and structure the meanings that can be derived from the data collected, within the framework of the objectives of the research and the hypotheses that are being tested. It is suggested that the data be analysed using content analysis (Pope et al., 2000; Miles and Huberman, 1984). Content analysis will allow the data to be analysed and to find emergent meanings from this data in order to find inferences from what has been said by the participants and to relate these inferences to the quantitative data that will be collected (Neuendorf, 2002). Analytical induction will be used to test and re-test the intuitive ideas the researcher has regarding the content of the responses, with regard to the objectives of the research and h ypotheses being addressed (Pope et al, 2000; Holloway, 1997). It is expected that the correlations found within the quantitative data will be supported by the qualitative data collected, and that the qualitative data will provide more of an in-depth understanding of the actual effects and impacts of anti-social working hours on nursing staff. This combination of quantitative and qualitative data is therefore expected to be a powerful tool in terms of gaining a full understanding of the impacts of anti-social working hours on nursing staff, in terms of the effects on both their professional and private lives, with regards to fulfilling the objectives of the research and determining the validity of the hypotheses being tested. Strategies to promote methodological rigour There is a risk, in this study, that the nature of the study, and implied pressure from managers and colleagues, may lead to bias in the results gained, in that nursing staff may not feel able to reveal their true feelings about these issues for fear of retribution. In order to minimise the chances of this happening, as has been seen, anonymity will be ensured at all times, minimising the chances of bias entering in to the data and maintaining methodological rigour. Access and Ethical issues In order to recruit twenty nursing staff, and to allow the research to be conducted, the Manager of the nursing staff will contacted and permission will be requested to contact the nursing staff to be able to recruit participants. As this research topic touches on a delicate subject, in that managers might be wary of addressing this subject with their staff, and because making recordings in the logbook will take time out of the working day of the nursing staff, the Manager will need to be approached with care. Appendix 1 provides a copy of the suggested letter, that will be sent to the Manager of the nursing staff, in order to recruit possible subjects for the research. All nursing staff on one floor of the hospital will be sent an introductory letter, given in Appendix 2, which will explain the purpose of the study, outline the aims and objectives of the study and outline what will be expected of participants, and which asks for any interested parties to come forward to volunteer themselves for the study. Participants will be selected on the basis of them being independent (i.e., not known to the researcher or any supervisors of the researcher) and will be contacted, within a few days of volunteering themselves and being selected, in order to sign a Consent Form (given in Appendix 3). Following the signing of the consent form, the study will be explained in more detail to the selected participants, with the letter in Appendix 2 being sent out to selected participants, with the various components, and how they will be presented to the participants, being explained within this letter. Following this, the questionnaire will be given to the participants and they will be asked to fill this in and to return it to the researcher within a week of it being sent to them. The Work Ability Index will also be passed to the participants, at the same time as the questionnaire, and the participants will be asked to complete this, within a week, and return the completed questionnaire with the completed Work Ability Index. At the same time, the logbook will be explained in detail, and passed out to each participant, for them to start recording their responses to the questions within this, every working day for one month. The actual Work Ability Index, questionnaire and logbook that will be sent out to participants are given in Appendix 4, 5 and 6, respectively. It is fundamental, at every stage of this process, that the responses of the participants are kept confidential, with only the researcher knowing which responses come from which person. This will be handled by allocating each participant a number and with the questionnaires, Work Ability Index and logbook being passed out, completed and returned, with only this number, not any names. This will ensure that only the researcher knows which participant provided which responses, ensuring that all responses will remain anonymous. Anonymity is fundamentally important in this study, given its delicate nature, dealing as it is with topics that are inflammatory within the workplace of nursing staff, and which could cause problems between nursing staff and their managers. In addition to the numbering system that will be used to protect the anonymity of participants, no personal data will be collected, other than the responses to the three tools, and the storage of all of the responses collected will be carried out in compliance with relevant data storage regulations, such as the Data Protection Act 1998. The data collected will be collected on the basis of anonymity being maintained, but, due to the nature of the study, in that the results are expected to be disseminated as widely as possible, although anonymity will be maintained, confidentiality of responses cannot be guaranteed, as it is these responses that will form the basis of the results, and conclusions of this research, which will be disseminated. The researcher could be affected by the conducting of this study, because, as has been stated, the research topic touches on sensitive matters that are often the cause of conflict within the workplace between managers and nursing staff. The very fact of conducting this study within the workplace may put the researcher at risk of reprisals of some sort, although it should be noted that the study will be introduced to the Head of Department and to managers as a research study, and that, as such, the researcher should be respected, without facing reprisals, and the research allowed to continue without problems. Timetable It is suggested that the work be conducted over the course of four months, January to April 2009. The nursing staff will be contacted, initially, and once the twenty nursing staff have been selected, the Work Ability Index and the questionnaire will be completed. Following this, the logbook will be handed out and the nursing staff will record their responses to the questions within that each working day for one month. Once the logbooks have been completed, all of the primary data will be collated and analysed, with the expectation that this process will require a further month. Once the results and conclusions have been gathered from the data, two further months will be required to write up this data in the form of the dissertation. The work would be more vigorous if a larger sample of nursing staff could be included, but this is not possible, unfortunately, given the time constraints, Budget and likely funding sources The researcher intends to apply for scholarships in order to cover the costs of the research materials needed, but, as the methodology is utilising reasonably priced materials, if a scholarship is not won, it is expected that the materials could be paid for out of the pocket of the researcher. The expected costs are as follows: Twenty notebooks (for the logbooks): 20 x  £1.50 = 30 Paper/pens/printer ink etc. for the questionnaire/Work Ability Index = 20 x  £1.00 =  £20 Small gift for each participant: 20 x  £2.00 =  £40 Binding of dissertation: 4 x  £10 =  £40 Total cost =  £130 Dissemination of results Given the intense interest in this subject in the nursing literature, it is intended that this study be written up for publication in a peer-reviewed nursing journal. In addition, the results of the study will be presented as nursing seminars and the abstract of the work will be sent out to various conferences, with a view to the work being presented at various nursing conferences. In addition, as with all dissertations completed at academic establishments, a copy of the dissertation will be deposited in the university library, so that the work is available for reference by other interested parties. References Holloway, I. (1997). Basic concepts for qualitative research. Blackwell Science. Ilmarinen, J. (2007). The Work Ability Index. Occupational Medicine 57(2), pp. 160. Miles, M. and Huberman, A. (1984). Qualitative data analysis. Sage. Neuendorf, K.A. (2002). The content analysis guidebook. Available from http://academic.csuohio.edu/kneuendorf/content/ [Accessed 27th November 2008]. Polit, D.F. et al. (2007). Nursing research: generating and assessing evidence for nursing practice. Wolters Kluwer Health. Pope, C. et al. (2000). Qualitative research in health care. BMJ 320, pp. 114-116. Thorne, S. (2000). Data analysis in qualitative research. Evidence-Based Nursing 3, pp. 68-70. Appendix 1: Access letter Address Date Dear XXXXX, Re: Msc dissertation An exploration of the impacts of anti-social working hours on nursing staff I am writing to ask permission for this research to be conducted within your section. As part of this request, I am asking for permission to be granted to make contact with staff under your management, and for these staff to be asked if they will participate in my research project. I hope to be able to select a total of twenty nursing staff to be able to participate in this research project. The research project consists of three separate sections: a survey of the participants using a Work Ability Index, a questionnaire of the participants and a logbook, which the participants will need to complete each working day for one month. I would like the opportunity to present the research project to all of the nursing staff under your management and to select twenty participants from the staff who volunteered their participation. The research project will require the participants to volunteer their own time and any and all research costs will be covered by myself. By the time of the study, the necessary ethical approval for the study will have been given by the relevant committee. I do hope you can consider my request for access to your staff and look forward to hearing from you. Yours sincerely, XXXXXX Appendix 2: Participant information sheet Address Date Dear XXXXX, Re: Msc dissertation An exploration of the impacts of anti-social working hours on nursing staff I am writing to you now to request your participation in a research study I am conducting, looking at the effects and impacts of anti-social working hours on nursing staff. A literature review I previously worked on showed that there are many facets to the effects of anti-social working hours on nursing staff that are not well understood and that, as anti-social working hours have many negative effects on nursing staff, in terms of their professional and personal lives, I am interested in looking in to this issue in further detail. The main aims of the research are to test three hypotheses: H1: The greater the number of anti-social hours worked, the more serious will be the negative effects on the professional and personal lives of nursing staff H2: Nursing staff who have high levels of workplace support are less likely to be affected by anti-social working hours H3: Nursing staff who receive adequate monetary compensation for the anti-social hours they work are less likely to be adversely affected, in terms of their professional lives, by these anti-social hours The research project will consist of three main tools, a Work Ability Index, a questionnaire and a logbook, to be filled in by participants every working day for one month. It is expected that the initial assessment, via the Work Ability Index and the questionnaire, would take around one hour of your time to complete, with the logbook taking around twenty minutes to complete each day. If you have any questions or concerns about your participation, please do not hesitate to contact me and I will address these. If you decide you would like to be part of this research project, I would be grateful if you could sign and return the attached consent form and return it to me in the attached stamped addressed envelope. Yours sincerely, XXXXX Appendix 3: Consent form Research title: An exploration of the impacts of anti-social working hours on nursing staff Name of researcher: XXXXXX Please tick the boxes I can confirm that I have read the participant information sheet and that I understand the aims and objectives of the proposed research _____ I have been given the opportunity to ask questions and to have these questions answered by the researcher ______ I understand that my participation in this research is voluntary and I have fully understood the amount of time my participation in this research will require ____ I understand that I will be able to withdraw from the research at any stage without any retribution  ­Ã‚ ­Ã‚ ­_____ I consent to my responses being used in the dissemination of the results of this research, under the proviso that my responses will remain anonymous at all times _____ I agree to keep the research study confidential in that I should not discuss this with my colleagues or managers ____ I agree to take part in the above study ____ Name of participant: Signature: Date: Name of Researcher: Signature: Date: Appendix 4: Work Ability Index The Work Ability Index (Ilmarinen, 2007) will be used to assess how anti-social hours are impacting nursing staff, in terms of their ability to do their jobs, and their own health. The Work Ability Index for each participant will be calculated as a summary of the responses to seven items, scored over a variety of ranges, giving a total possible maximum score of 49: Current work ability compared with the lifetime best (scored from 0-10) Work ability in relation to the demands of the job (scored from 2-10) Number of current diseases diagnosed by a physician (scored from 1-7) Estimated work impairment due to these diseases (scored from 1-6) Sick leave during the past twelve months (scored from 1-5) Own prognosis of work ability two years from now (scored from 1-7) Mental resources (scored from 1-4) As has been seen, in addition to the Work Ability Index, which will give a possible score out of 49, according to the status of the participants regarding their ability to work, several supplementary questions will be asked of the sample of nursing staff, in the form of a questionnaire, in order to gauge their attitudes to work and their overall satisfaction with their work and pay, their motivation and their opinions regarding the support that is available in their workplace. The actual questionnaire is given below: 1. What are your overall feelings towards your job? 2. What is your attitude towards your work? 3. How do you feel about your pay? 4. Do you work anti-social hours? 5. Are you compensated adequately for these anti-social hours? 6. Do you feel you are forced to work anti-social hours? 7. Do you feel motivated to do your work? 8. If not, please specify the reasons behind you lack of motivation 9. Do you feel you receive enough support in your workplace? 10. If not, what could be done to improve the support available to nursing staff in your workplace? 11. How satisfied are you, overall, with your work? 12. Have you ever considered giving up the nursing profession? 13. If yes, please expand upon your reasons behind this. 14. What do you feel could be done to make your job easier? 15. What do you think managers ought to be doing to minimise the impacts of anti-social hours on you and your colleagues? Appendix 6: Logbook The logbook is intended to be completed every working day for one month, and consists of the following questions, repeated every day: Date: Please note your scheduled working hours for today Please note your actual working hours for today Please note how many of your overtime hours will be paid Please note the amount of sleep you had last night Please provide a rating of the quality of the sleep you had last night (from 1 to 10, with 1 being the poorest quality) Please note whether you used any sleep aids If you used an aid to get to sleep, please note what the nature of this sleep aid Please provide a rating of their sleepiness levels (from 1 to 10 with 1 being very sleepy) Please provide a rating of the fatigue you feel today (from 1 to 10 with 1 being very fatigued) Please provide a rating of your stress levels today (from 1 to 10, with 1 being very stressed) Please make a note of any errors you made whilst at work Please make a note of the type of error made Please make a note of any potential errors you would have made had another member of staff not intercepted this error Please make a note of any errors observed in other colleagues Please make any other comments you would like to record here Appendix 7: Ethics form (NEEDS TO BE INCLUDED)

Animal Testing in the Research Field Essay -- Biology Medical Biomedic

Animal research, or animal testing, is the use of animals in scientific researches to study and develop drugs for the life-taking diseases that human beings contract. It has been practiced for hundreds of years. Animal testing helps produced many vaccines and other drugs, like penicillin, and thus, save many human lives. On the other hand, animal testing also causes pain and kills a lot of animals used during the researches that many people oppose this practice. Supporters show their support, while opponents show their oppositions toward this controversial issue that is still in debates today. In a laboratory for animals, all sorts of animals, such as rats, mice, baboons, dogs, cats, and chimpanzees, can be found. All of them are locked in cages individually, kept away from the natural world of where they should have belonged. In addition, they may be connected to wires or may look aberrant because they are infected with â€Å"human diseases.† Scientists â€Å"force-feed chemicals to animals, conduct repeated surgeries on them, implant wires in their brains, crush their spines, and much more†¦ usually without any painkillers† (â€Å"Life in a Laboratory†). This practice is called â€Å"Animal Research,† which has been a controversial issue, placing the public’s emotions into a dilemma. Have you ever wonder how some of your personal care products were made? By trial and errors, scientists conduct many experiments, not on themselves, but on animals in order to successfully bring the newly developed products into the market. Some of the products are penicillin and many vaccines against diseases, like rabies and measles (â€Å"Animal Experiments†). These products would not have been created without the help or even the sacrifice of the animals in the animal ... ... Animal Test. 24 Jul 2014 . â€Å"Animal Testing.† Wikipedia, The Free Encyclopedia. 27 Jul 2014 . Wikimedia Foundation, Inc. 27 Jul 2014 . â€Å"Ethics of Research Involving Animals, The.† Nuffield Council on Bioethics. 24 Jul 2014 . â€Å"House of Lords – Animals in Scientific Procedures – Report.† The United Kingdom Parliament. 2010. 25 Jul 2014 . â€Å"Life in a Laboratory.† Stop Animal Test. 24 Jul 2014 . â€Å"Use of Laboratory Animals in Biomedical and Behavioral Research.† The National Academy Press. 1988. 24 Jul 2014 .

Lost Characters in Ernest Hemingways The Sun Also Rises :: Hemingway Sun Also Rises Essays

The Lost Characters in The Sun Also Rises In the novel The Sun Also Rises, by Ernest Hemingway, the lost generation is discussed. After the WWI, many were affected in different ways. This post-war generation is described by discrimination, lack of religion, escapism and inability to act. The First character that is introduced into the novel is Cohn. He, as an outsider, is Jewish. Throughout the novel he is looked down upon in one way or another, but already he is separated from the rest which is shown when he is being described: "He had a hard, Jewish, stubborn streak" (p 18). This quote already shows that he is Jewish, and therefore different from the rest. Also, the fact that his streak is `hard [and] ...stubborn" shows that he is hard to deal with or be around. Even thought he is discriminated against, he is one of the very few that inform these people of the `lost generation' exactly how worthless they are when he says to Jake "You know what's the trouble with you? You're an expatriate. One of the worst type... Nobody that ever left their own country ever wrote anything worth printing. Not even in the newspapers" (p 120) and "Hello, you bums" (p50). He literally rubs into Jake's face what kind of a waste he has become once he left his country. It is r ather surprising that the one who is much disliked and discriminated against sees the worthless characteristics of the others. The significance of the word `bums' used must be noticed since a bum is an idle worthless person by definition. This very well describes the `lost generation.' Nevertheless, racism isn't the only separation that the people make. Even the concierge, who one would think would not be too proud, "[takes] great pride in telling me which of my guests were well brought up, which were of good family, who were sportsmen, a French word pronounced with the accent on the men. The only trouble was that people who did not fall into any of those three categories were very liable to be told there was no one home, chez Barnes" (p 60). This shows how important wealth and back ground is, but the ones who are part of the `lost generation' are not included into any of those simply because their background is forgotten, and they are all worthless people.

Ethics and Laws governing insider trading Essay

Insider trading remains a controversial issue in the American public domain. Most individuals perceive the practice as being illegal. However, insider trading can both be legal and illegal practice. The provisions of the American law dictate that any form of insider trading should be reported to the U. S. Securities and Exchange Commission (SEC) to make it legal (Miller & Jentz, 2009). This has the implication that the transaction is not kept a secret for access by the general public. On the other hand, insider trading is termed illegal if the transaction is based on information that is not accessible to public. Indeed, it is not only illegal to trade one’s company in the stock market based on non-public information but even to give another person the information enabling them to trade their stock (Miller & Jentz, 2009). This paper seeks to identify the ethical and legal aspects of insider trading practices in the business world. In particular, the author gives an argument is support of the claim that imposing measures to control insider trading is crucial in protecting the economic interest of public investors. Definition of insider trading Insider trading is defined as the act of trading the securities (stock or bonds) of a corporation by members with reliable access to non-public information on the given organization (Miller & Jentz, 2009). Such individual might include but not limited to employees, directors, and major shareholders in the company as well as other officers. The practice of insider trading is termed as non-illegal if the transactions are not executed based on the individual’s knowledge to non-public information about the company (Miller & Jentz, 2009). Nevertheless, the term commonly refers to actions in which the parties involve engage in breach of trust and confidentiality of non-public information. As an example, insider trading can involve trading of stock based on information such as profit results or takeover of an organization before such information is made public (Miller & Jentz, 2009). Another example is were an individual, having prior information of a large order in the stock, trades on such before the order is executed leading to a potential price impact. Ethics governing insider trading There are numerous ethical implications associated with insider trading. First, insider trading practices are perceived as a potential distortion of stock markets. Investor confidence and trust is one of the most crucial elements in determining the long-term sustainability of any economy (Brenkert & Beauchamp, 2009). This is because to ensures the continuous flow of investment capital by members of the community. On the contrary, insider trading serves the ultimate purpose of compromising the confidence of the investors by risking risk price impacts on their stock. Based on this reasoning, insider is a contradiction to the policies protecting small scale investments through securities in our nation. It is worth noting that insiders and any other third parties involved are usually influential members to the company or in the community, leaving small scale investors vulnerable. Another ethical issue of concern in insider trading is the question of unfair competition (Brenkert & Beauchamp, 2009). Insider trading involves individuals taking advantage of non-public information of a company to execute stock trading practices. According to its definition, the practice does not only involve corporation officials, employees, and large stakeholders but even third party members with access of such information. This has the implication that other investors with stocks on the corporation suffer the disadvantage of transacting their stocks and bonds long after insiders have made them. Such is ethically wrong as it deprives investors of their right to equal opportunity in the stock exchange market. Insider trading has the ultimate potential of leading to the collapsing of an investment. Insider trading has witnessed the downfall of many strong public corporations in the United States. Good examples of this are the 2002 collapsing of Enron and WorldCom corporations due to irregular trading of their stocks in the securities exchange. According available evidence linked with the collapsing of Enron and WorldCom corporations, it is quite evident that the companies engaged in financial scandals involving misrepresentation of their financial statements to influence their stand at the stock market. This misappropriation of information as is the case with insiders thus risks falling of organizations. In addition, insider trading is a source of liability to the parties involved. The principles of ethical business practices dictate for mitigation of liabilities by members of an organization. On the other hand, the underlying laws of our nation seek to prosecute perpetuators of unethical practices in the investment world (Brenkert & Beauchamp, 2009). This is in purpose aimed at safeguarding capital investments and protecting investor confidence. In line with this, insider trading risk tarnishing the reputation of an organization as well as its employees. This ethical issue can be emphasized by the legal case costs and other liabilities that have been incurred by former top officials of the WorldCom and Enron Corporations. Laws governing insider trading Insider trading practices can both be legal and illegal depending on the provisions of the existing laws in the American nation. According to the available laws, legal insider trading should be qualified through SEC fillings which serve to make the proceedings public. There are three legal provisions governing insider trading in America namely: 1) common law; 2) SEC regulations; and 3) US Supreme Court decisions. †¢ Common law Insider trading conducted without disclosure in inside information to the SEC is legally regarded as fraud under the American common law. The 1933 Securities Act prohibits fraud in the sale of securities under its provision in section 17 (Miller & Jentz, 2009). These provisions are further strengthened by the Securities Exchange Act of 1934. Under section 16(b) of this act, it is a crime for company officials, directors, employees, and stockholders owning more than 10% of the company shares to enjoy short-swing profits through transactions in the SEC within a period of six months (Miller & Jentz, 2009). In addition, fraud activities during securities trading are prohibited under section 10(b) of the Securities Exchange Act of 1934. Other common law governing insider trading are the Insider Trading Sanctions Act of 1984 and the Insider Trading and Securities Fraud Enforcement Act of 1988 (Miller & Jentz, 2009). These two acts are instrumental in mitigating illegal insider trading activities in the stock exchange market. The laws impose penalties of up to three times any profits gained through illegal insider trading. Just to be appreciated is the fact that such amount of fine is equally applicable for any losses that were avoided through illegal trading (Miller & Jentz, 2009). Moreover, the laws also provides for potential banning of companies involved in illegal trading depending on the level of such activities. The collapsing of major American public corporations such as Enron, WorldCom, and squeaky clean Martha Stewart prompted the enactment of the Sarbanes-Oxley Act of 2002. The act seeks to establish a streamlined framework for mitigating financial scandals both by auditing firms as well as in the proceedings of the SEC (Miller & Jentz, 2009). By dictating for the formation of Public Company Accounting Oversight Board (PCAOB) which dictates qualification of auditors; such are no doubt crucial in ensuring sanity in the accounting profession. In addition, this act makes it mandatory for the SEC to qualify financial statements from corporations enlisted in the stock market. †¢ SEC regulations Insider trading is governed by a number of provisions of the SEC rules and regulation. In its fair disclosure requirements, the SEC dictates that a company is bound by the law to disclosure non-public information to the public in the event it happens to do so intentionally to an individual (Macey, 1991). If such disclosures were not intentional, the organization should communicate the same to the general public. Another important rule on insider trading is defined in SEC Rule 10b5-1. According to this rule, prohibition against insider trading should not only be based on whether non-public information was used during the trade, but even mere possession of such information amounts to a violation of the rule. The provisions of Williams Act of 1968 on takeovers and tender offers also give the SEC powers to regulate insider trading. By definition, the Williams Act is an amendment to the 1934 Securities and Exchange Act. The Act dictates for mandatory full and fair disclosure of information involving tender offers (Macey, 1991). According to its provisions, if a company seeks to acquire or control another through securities, such intentions should be communicated to SEC through fillings and in written to the company to be acquired. The aim of this law is to ensure fair benefiting of the stakeholders as well as allowing the management equal opportunity to make any defense case in a fair manner. In addition, the Williams Act requires that an individual wishing to offer cash tender of 15 to 20 percent of the current market price to acquire a corporation must registered under federal law to disclose to the federal Securities and Exchange Commission (SEC). Such disclosures include; source of the money to be used in the offer, existing contractual agreements with the corporation to be purchased, intention of the purchase, and the plans to be implemented upon the successful completion of the tender offer (Miller & Jentz, 2009). Moreover, disclosures with SEC by an individual wishing to purchase 5 percent of a given corporation should be copied to all national securities exchanges were such stocks are traded to make sure that the information is accessible to investors. Under this law, SEC enjoys legal authority to take legal action against persons acting in violation of the provisions. This includes the use of falsified and misleading statements to gain unfair competition in tender offers. †¢ Court decisions The US Supreme Court has made numerous landmark case decisions regarding insider trading. During the 1909 case of Strong v. Repide, the court ruled that directors are not bound by the law to provide their knowledge to stakeholders about their actions in buying shares from the company (Macey, 1991). However, in the 1984 case of Dirks v. SEC, the Supreme Court found that third party insiders should be held liable for engaging in illegal insider trading provided it is established that they had reasonable belief that the provider of the information had breached a fiduciary duty in the process (Macey, 1991). Such are also applicable if the tipper is found to have gained personal benefits from the receiver upon disclosure the confidential company information. Further, the ruling in the Dirks v. SEC case led to the establishment of the concept of constructive insiders. According to the court, constructive insiders include members who gain access to non-public information from a corporation while providing it with services. Such include; lawyers and bankers among other. The court held that constructive insiders are liable of violations of insider trading since their duties dictate against disclosure of their client’s confidential information. Another landmark case regarding insider trading is the United States v. Carpenter case of 1986 in which the Supreme Court upheld the concept of misappropriation of information as an insider trading violation (Miller & Jentz, 2009). From the facts of the case, the defendant was conviction for insider trading violations after acquiring non-public information from a journalist. This court argued that acquisition of information through a confidential relationship with another individual amount to a breach of fiduciary and the individual must account for any benefits gained from the information. The theory of misappropriation was further applied by the Supreme Court in the 1997 United States v. O’Hagan case. During this case, O’Hagan was convicted with violation of insider trading provisions. Working at in a law firm representing Grand Metropolitan O’Hagan gained confidential information about the company’s plan offer a tender to Pillsbury Co. he used this information to buy call options on Pillsbury stock, an act that brought him a profit of $4 million. O’Hagan was convicted with fraud. The court argued that O’Hagan had committed fraud for using confidential information to benefit him in the securities trade, a move that breached the duty owed to the information source (Miller & Jentz, 2009). Conclusion It is established that insider trading has numerous ethical implications. The practice is a major source of unfair competition in the securities trading business. This is because it gives competitive advantage to influential members of the corporation in terms of profitable stock trading through access of non-public information about the company. On the other hand, insider trading can be a source of liability for the perpetuators. Such can be evident from the provisions of the Insider Trading Sanctions Act of 1984 and the Insider Trading and Securities Fraud Enforcement Act of 1988 which dictates for penalties of up to three times any benefits gained from illegal insider trading. Still established during the research is that insider trading in the American nation is governed by common laws, SEC rules, and numerous court statutes. Under the common law is the provision of the Securities Exchange Act of 1934, it is a crime for company officials, directors, employees, and stockholders owning more than 10% of the company shares to enjoy short-swing profits through transactions in the SEC within a period of six months. This law also prohibits fraud. The Williams act on the other side gives the SEC authority to prosecute individuals and companies for insider trading violations. All in all, given that insider trading potentially distorts the stock market, imposing measures to control insider trading is crucial in protecting the economic interest of public investors. References Miller, R. L. & Jentz, G. A. (2009). Fundamentals of Business Law: Summarized Cases. 8th Ed. Chicago: Cengage Learning. Macey, R. J. (1991). Insider trading: economics, politics, and policy. Washington, D. C. : American Enterprise Institute. Brenkert, G. G. & Beauchamp, T. L. (2009). The Oxford Handbook of Business Ethics. New York: Oxford University Press US.

Recruit Select and Induct Staff

PROJECT 1 RECRUIT, SELECT AND INDUCT STAFF Introduction Baker’s Delight is Australia’s most successful bakery in Melbourne CBD. Over the past 20 years, this Australian owned Company has grown over 70 bakeries across the Melbourne. Every day, in every bakery, Baker’s Delight bakers create a range of traditional and gourmet breads. All products are baked from scratch, fresh daily on the premises. Baker’s Delight is distinctive in appearance, branding, product quality and customer experience. The company’s philosophy underpins every action: Best Environment, Best Service, and Delightful Product.The mission of Baker’s Delight brand has been built on our commitment to the quality of our product, the development of our people and the delight which the combination of these two elements brings to our customers. ORGINISATIONAL CHART: Manager Manager Head Chef/ Head Baker Head Chef/ Head Baker Sue Chef Sue Chef Baker Baker Baker Baker Receptionist Rece ptionist Apprentice Baker Apprentice Baker Head Waiter Head Waiter Chef de Partie Chef de Partie Trainer Trainer Waiter Waiter Apprentice Apprentice Trainer TrainerApprentice Apprentice Trainer Trainer The Objectives of the Bakeries are:- * Having a passion for fresh, delightful bread. * Creating delight with every one of our customers. * Creating an environment which promotes growth for all stakeholders, in the areas of wealth creation, learning, and personal development. * Providing a sense of fair play toward all stakeholders within taste bakery. * Promoting openness between all stakeholders. * Ensuring all stakeholder activity adds value. * Ensuring all stakeholder activity sells more bread.Reasons for Recruitment According to our HR policies, the recruitment and selection process begins for the vacant position. The position is vacant due to many reasons. One of our Baker, who had been working with us for the last 6 years has decided to go back to India to open up his own cateri ng business. So now Baker’s Delight needs a new Baker. Also we have vacancies for Part Time and Casual Staff for Front Desk and in Production Area. We need some Extra staff for these positions, as our customers are increasing.Job Analysis Job analysis is detailed and systematic study of job, it can be defined as a process of determining by observation and study the task, which comprise the job, the methods and equipment that are essential for the job and the skills and attitudes that are required for successful performance of the job. * What is the main objective of job, why the position does exists * What is the main purpose of the job? * Job title, location, date, job summary * Duties, responsibilities, skills and specific tasks * Have relevant qualification, experiences Skills and abilities * Knowledge of relevant work tasks and working environment. Job Description of a Baker * Check production schedule to determine variety and quantity of goods to bake. * Measure and mix ingredients to form dough or batter, following recipes. * Roll, cut, and shape dough to form rolls, pie crusts, tarts, cookies, and related products. * Cut, peel, and prepare fruit for pie fillings. * Place dough in pans, molds, or on sheets and bake in oven. * Observe products while cooking and adjust controls. Mix icings and other toppings and decorate cakes, pastries and other baked goods. * Use a variety of kitchen tools, including electric mixers, pans, rolling pins, and cutting tools. * May develop new recipes. Job Specification It is a statement of minimum acceptable qualities required for proper performance for the job. It has a written record of physical, mental, social, psychological, and behavioral characteristics of a person should poses in order to perform the job effectively. For ex, for the job of pastry cook minimum certificate III and 1 year working experience is must.It is a statement of employee characteristics and qualifications required for satisfactory duties a nd tasks comprising a specific job or function. Selection Criteria Our selection criteria policy is a task to draw up a description of ideal applicant. This is the statement that describes the qualifications, knowledge, skills, abilities, and experience that are required for a job. Examples of criteria that employers are often interested in, include: * Ability to communicate effectively * Leadership skills * Team work skills * Willingness to learn * Ability to solve problemsSelection Criteria of a Baker To be considered for this Role, you need to be able to meet the following Selection Criteria:- * Ability to be available for work across the 7 days of the week, which may include evening work and some public holidays (starting times can be as early as 3am) * Work in a fast-paced team environment * Communicate with customers and staff * Portray a positive attitude * Complete duties as directed by your manager/supervisor * Abide by company policies and procedures at all times * Proved evidence of your trade qualification Train, develop and supervise apprentices and staff in the Bakery Department * Have an eye for detail * Only applicants with previous experience as a Baker will be considered for this role. Personal Attributes The criteria of the company's personal specification list must be measurable, specific and justifiable according to the position. This means that the company cannot ask unrealistic expectations of those looking to fill the position. Once these specifications are outlined, they must be followed for each individual that applies for the job, meaning they cannot be changed from applicant to applicant. ————————————————- knowledge of bakery products and ingredients * ————————————————- skill in baking, icing and cake decorating * ————————————————- knowledge of mixing and baking processes * ————————————————- skill using mechanical mixing and baking equipment * ————————————————- knowledge of health and safety regulations * ————————————————- rganizational skills * ————————————————- communication skills * ————————————————- Basic math’s skills. Advertising A job advertisement is placed when a vacancy arises within a company or organization. Advertisement 1 Bakers Wanted * Start ASAP * Melbourne CBD * $20hr + paid overtime! Our client is looking for additional Bakers to help with the growing production of baking goods. You will be working alongside professionals in a friendly and dynamic team.To apply contact our manager or send your resume on following e-mail address- [email  protected] com Contact no. 0456728357 Baker * Melbourne CBD * Qualified Baker | | Baker’s Delight Group is a premium food business encompassing the manufacture and retail of French / European style breads, cakes and pastries. Our one employee is leaving and we are seeking a qualified Baker to join our teamDuties -Setting up and running a semi industrial line, mixing and weight up workHours:   5. 0am   –   2. 00 pm  Ideally, you will have * 2 years + Bakery experience * Qualified Baker * Quality focused * Reliable and pound of t he finished productIs it time for a new challenge and broaden your experience at the same time. We look forward to your application To apply contact our manager or send your resume on following e-mail address- [email  protected] om Contact no. 0456728357 | Baker * Melbourne CBD * Qualified Baker | | Baker’s Delight Group is a premium food business encompassing the manufacture and retail of French / European style breads, cakes and pastries. Our one employee is leaving and we are seeking a qualified Baker to join our teamDuties -Setting up and running a semi industrial line, mixing and weight up workHours:   5. 00am   –   2. 0 pm  Ideally, you will have * 2 years + Bakery experience * Qualified Baker * Quality focused * Reliable and pound of the finished productIs it time for a new challenge and broaden your experience at the same time. We look forward to your application To apply contact our manager or send your resume on following e-mail address- [email  p rotected] com Contact no. 0456728357 |Advertisement 2 Advertisement 2 Part Time ;Casual Positions for Front Desk and in Production Area Vacancies exist for highly motivated people to join our busy, hardworking team. Applicants should have proven experience in food preparation handling, strong customer service/communication skills and be able to work quickly. Ability to work in a team or alone is essential. Casual applicants must be available some Saturdays and during busy times within the hours of 6am to 6pm week days. Part time hrs is from 11am to 6pm Monday to Friday.Please send your written application and resume at the following e-mail address: [email  protected] com Contact no. 0456728357 PROCESS OF RECRUITMENTWe have given the advertisement for these two jobs in The Leader and on Employment website. We also advertise these in our company by sending mail to our different department because sometime we have some casual and part time employees who have the related skill and exp erience in same field. After given the advertisement we get response from so many candidates for these jobs. They send us resume.For the selection of right candidates we follow the following process:- SORTING By this process we select that candidate who fulfils our requirements. Sometime people send their resume without checking requirements of given advertisement. We select 50 candidates who fulfill our requirements. We send them interview letters to conduct interview. FIRST INTERVIEW OF SELECTED CANDIDATECandidate who receive the interview letter come for the interview. This interview conducts by the management members.In this interview we just check that if the candidate has related experience, how is his/her communication skills, about the qualification and introduction of candidate. Management members call the candidates one by one and interviewing them. They have the interview checklist according to marks they select some candidate for the further process on the basis of check list marks. SHORT LISTIn this interview management members select 30 people on the basis of their communication skills, qualification etc. SECOND INTERVIEWThis interview is held after short list. In this interview 20 selected candidate take part.In this MD ask some questions related to job and sometime it is performance based. MD ask the following question to the every candidate INTERVIEW CHECKLIST In this checklist interviewer check the candidate’s skill, qualification, experience. Attributes etc. and compare it with other candidates. In the last, total the marks of every candidate and give the priority to that get the high score. QUALITIES| CANDIDATE A| CANDIDATE B| TOTAL MARKS| ATTRIBUTES| | | | SKILLS| | | |QUALIFICATION| | | | EXPERIENCE| | | | In the second interview we select 10 people. 5 for Baker’s job and 5 for part time staff for Front Desk and for Production Area. FINAL INTERVIEWFor this interview we selected the 20march and sent the letter of interviewing date to the selected candidates. On the above day, in the interview, Manager of Bakery will ask some important questions to the candidates which is the best part about asking requirement . Then we select the best candidate for the above positions.In this interview the candidate will be asked about police check and requirement of company like permanent residency or if he/ she has valid working visa etc. In this interview we select the Renu Rai as a Baker, Lee Williamson as a part time staff for Front Desk and Shiv Kumar for Production Area.. Application 1 COVER LETTER Name- Address-Contact no-Email- Dear Sir/Madam,I have enclosed my resume to provide you with an overview of my experience.I have done Certificate III in Food Processing (Retail Baking and Patisserie). Now I am pursuing Diploma in Business Management. I have experience of packing, loading, unloading and customer service. I am working with IKEA in Richmond. I am confident and well disciplined with a desire to work in pati sserie field. I am quite willing to become a baker. I wish to build on my achievements and take on a position as a Baker in this area. I would be very pleased to discuss my application further with you at your convenience.The above information and contents are true to the best of my knowledge and belief and nothing has been concealed there in. Yours sincerely,———- RESUMECONTACT DETAILSNAME – ADDRESS – MOBILE – EMAIL – CAREEER OBJECTIVESSUMMARY – TO SECURE A MANAGEMENT POSITION IN A HIGH GROWTH COMPANY WITH CONSIDERABLE ADVANCEMENT OPPURTUNITIES. IDEALY , IN A BUSINESS DEVELOPMENT CAPACITY WITH EMPHASIS ON STRATEGIC PLANNING.EDUCATIONAL QUALIFICATIION * INSTITUTE – DELLA INTERNATIONAL COLLEGECITY/COUNTRY – MELBOURNE / AUSTRALIA QUALIFICATIONS – CERTIFICATE III IN FOOD PROCESSING (RETAIL BAKING AND PATISSERIE) AND DIPLOMA IN BUSINESS MANAGEMENT * INSTITUTE – NATIONAL COLLEGE OF INFORMATION TECHNOLOGYCI TY/COUNTRY – MUKATSAR / INDIAQUALIFICATIONS – POST GRADUATE DIPLOMA IN COMPUTER APPLICATIONSCOMPLETE – APRIL 2009 * INSTITUTE – PUNJAB UNIVERSITY CHANDIGARH CITY / COUNTRY – MUKATSAR / INDIA QUALIFICATIIONS – BATCHELOR IN ARTS COMPLETE – 2006EMPLOYMENT HISTORYPizza at Home , BraesideSTART DATE – 1st of June,2010 END DATE – 15th of August,2010TITLE – ASSISTANT BAKERRESPONSIBILITIES – MAKING DOUGH FOR PIZZAS AND PREPARE THEIR TOPPINGSMOORABBIN DRY CLEANERSSTART DATE – 1ST JANUARY , 2 009END DATE – 30th MARCH , 2010TITLE – DRY CLEANER AND IRONERRESPONSIBILITIES – ALL DUTIES -IRONING , WASHING AND DRYCLEAN CLOTHES ,CLEANING AND ATTEND CUSTOMERSKIEV BAKE HOUSE MOORABBINSTART DATE – 20TH OF OCTOBER 2009 END DATE – 10TH OF JANUARY 2010Title – 2 MONTHS EXPERIENCE AS A BAKER RESPONSIBILITIES – PACKING AND CUTTING OF BREAD AND CLEANING SHOPBAWARCHI INDIAN RESTAU RANTSTART DATE – 25TH NOVEMBER 2009END DATE – 28TH MARCH 2010TITLE –KITCHEN HANDLING ; FRONT AT DESK ; WAITRESSRESPONSIBILITIES – ATTEND CUSTOMERS AND SERVE FOODRAPID PACK CLAYTONSTART DATE – 1ST SEPTEMBER 2009END DATE – 31ST OF DECEMBER 2009TITLE – PACKER RESPONSIBILITIES – PACKING CHOCOLATES AND OTHER GIFT ITEMSSKILL SUMMARY NON TECHNICIAN SKILLS : TEAM BUILDING ; NEGOTIATION and STRONG ANALYTICAL SKILLCOMPUTER SKILLS : MICROSOFT WORD ; EXCEL ; ACCESS ; VB SCRIPT; JAVA SCRIPT ; WEB TECHNOLOGY ; RDBMS ; COMPUTER NETWORKING ; LANGUAGES : C ; C++INTERESTS MUSIC ; READING ; PLAYING ; COOKING; WATCHING MOVIES ; TRAVEL REFERENCES * CHARLES AZZOPADO (CABINET MAKER) (FINE LINE CABINETS 34-37 INDUSTRIAL DRIVE , SUNSHINE) CONTACT NO- 0416143072 * PAM TANDON (BAKER) CONTACT NO -0425004500 * JOGRAG SINGH (BAKER) ( WOOLWORTS, AIRPORT WEST) CONTACT NO- 0458693259 Interview: Interviews are more likely to be professional and effective if the y are well prepared. Committee members should prepare questions prior to the interviews.Questions should be based on the selection criteria and all applicants should be asked the same core questions. In preparing questions, committee members should take care to ensure that questions do not give rise to a breach of discrimination laws. What to ask? The Questions should be: *    Based on the selection criteria as specified in the position. * Focused on the skills, experience and knowledge required for the job. *    Assess the experience of the applicant in carrying out tasks relevant to the criteria. What not to ask? * Are you married? * Do you have children? * Have you been diagnosed as having a mental illness? * Where do you go to church? * Where you were born? Interview Questions On the day of the interview, it is recommended that the selection committee meet approximately 30 minutes prior to the commencement of the first interview to discuss the interview format. It is recomme nded that during the interview, the selection committee will ask the following Questions to Candidate: 1. Please elaborate about your qualifications, experience and skills? 2. Tell us something about the roles and responsibilities that you had in your previous positions? 3. Explain how you would be an asset to this organization? 4. How do you get along with your Co-Workers? 5. What is more important for you among high salary, job recognition and advancement? 6. Do you have your own transport? 7. Can you start early in morning? 8. Can you do work in a team? 9. Can you able to do overtime shifts in busy days? 10.Can you able to do a roaster shifts? 11. Are you willing to commence work at Short Notice? 12. Do you have Basic Computer Skills and good communication Skills? 13. Are you willing and able to go through and pass a national Police Check? 14. Are you willing to go through and pass a Medical Examination? 15. Do you have your own Safety Boots and Vest? Receiving application â€⠀œ According to our human resource policy after advertising policy, we receive the applications of the candidates. It is a duty of one of our officials is to determine that how many applications have been received. After receiving applications we have installed software to provide real time access and feedback.It gives reliable results and saves time Reference Check Policy After interview we do a reference check policy to check the applicant’s work history or credibility. Often only the reference of the successful applicant are checked this is the getting of the opinion of someone for whom the candidate has worked for in the past can be extremely helpful. TEMPLATE OF REFERENCE CHECK: – Date Reference check for Position applied for Referee name Title/company Phone Candidate role in company Time period of Employment of Candidate Rejection Letter According to hr policy we always send a rejection letter to those candidates who are unsuccessful for the position.This process is done to inform the applicants about the results and it shows the professionalism of our tea Rejection Letter Template Applicant Name: Street Address: City: Dear ——-, Thank You for the opportunity to meet with you and discuss your qualifications for the position of a Baker. While we were impressed with your background and experience, we have concluded that another candidate's qualifications more closely match our requirements. We sincerely regret that we cannot offer you employment in our bakery at this time. You have our best wishes for success in locating the career opportunity you strive towards. We will retain your resume in our files to review for future openings for up to six months.In the event of an appropriate available position, we will not hesitate to contact you. Regards ———— Offer of Employment Once the decision has been taken the successful candidate has been informed by offer of employment, which includes the following:- * Congratulations for the employment * Confirm start date, salary and other relevant information * Position acceptance * Joining time * Annual leave * Warm regards Offer letter Address: City : Date : Candidate Name: Address : City : Dear ——-, Baker’s Delight is pleased to offer you the position of baker. In this position you will be reporting to John.The starting salary offered for this position is $50,000 annually, paid every two weeks. Your acceptance of this offer and commencement of employment with the Company are contingent upon your execution of the Company’s standard form of Confidential Information and invention Assignment Agreement (the â€Å"Confidentiality Agreement†), a copy of which is enclosed for your review and execution, prior to or on your Start Date. On your first day of employment, you will be provided with additional information about the objectives and policies, benefit programs and general employment conditions. To fulfill fed eral identification requirements, you should bring documentation to support your identity and eligibility to work in the Australia.We are pleased to have you join the Baker’s Delight team as a member of what we feel is an organization that offers each employee an opportunity for personal and professional development. If you have any questions, please do not hesitate to contact me at . We look forward to working with you in the future, and hope you will find your employment at Baker’s Delight a rewarding experience. Baker’s Delight ACCEPTED AND AGREED: By: ——- ___ _______________ Signature Date: 8 Nov 2010 ______________________ Name _________ ____________ Title By: _____________________________ Date: __________________ Candidate Signature _____________________________________ Name InductionOnce a new employee has been hired, he or she needs to be introduced into the workplace, make him familiar about the working area this is induction policy. Accor ding to our hr policy the new staff and staff are systematically introduced to their jobs, co-workers and the organization and provided with the information required to succeed and develop in their new role. This will be achieved by: * Welcoming new staff and familiarizing them with the workplace, Goals and strategic directions; significant policies and procedures; relevant staff; the new employee's work location. * providing information to enable new staff to perform their responsibilities and assist any workplace adjustment; and * Encouraging commitment to the Goals of the bakery. * OHS PolicyAn OHS Policy is simply a method of stating how you, your employees, and visitors are expected to behave when they are on Company property or performing Company related activities. As an employer you are required by law to provide a ‘safe system of work'. This means you need a method of communicating, duplicating and implementing a safe way of working. The basis for this process begins with your Occupational Health and Safety Policy GENERAL INDUCTION PROGRAM Duration| Description| Who’s in charge? | 1hour| Describe a Bakery| RestaurantManager| 15 min| Cash register| Cash Manager| 1 hour| Products| Sales Manager| 30 minutes| Introduction with Workers| RestaurantManager| Emergency control organization for building A policy on the control of emergencies and critical incidents .This policy outlines the structures and functions put in place for the management of emergencies and critical incidents at taste bakery. * Non smoking policy Smoking is strictly banned on the premises accordance with the non smoking act. Staff is allowed to smoke only in the car park. It keeps the workplace environment smoke free. * Safety and security policy Bakers Delight aims for excellence in workplace health and safety, and is committed to ensuring the health, safety and well-being of its staff and customers. Workplace health and safety is both an individual and a shared responsibil ity. Its success depends on commitment from all members of the staff. NoteAnalyze strategic and operational plans and policy to identify relevant policies and objectives In our bakery we have both strategic and operational plans which make our work more efficient. By following the strategic policy we have planned to open our new franchise in the next three months and to work effectively in our daily routine work we try to improve our skills. Utilize appropriate technology to improve the efficiency and effectiveness of the recruitment/ selection process: While developing our Policies and Procedures to make it more effective and efficient. We try to take help from different media sources, news agencies, in order to short listing and interviewing, candidates. We use HR management advanced technology software.Trial and measure against your objective, all forms, procedures and induction processes The objective of our firm is to recruit the best team of employees because it helps to incre ase the profit of our bakery. Our induction policy is quiet easy and simple to selected new employees and in a very short time they can understand their duties completely. INDUCTION CHECKLIST VENUE:| INDUCTION DATE:| INDUCTION CONDUCTED BY:| ATTENDIES:| ————————————————- WELCOME NEW EMPLOYEE Yes No ————————————————- INTRODUCTION OF COMPANY Yes No ————————————————- COMPANY ORGANIZATION Yes No ————————————————-OHS REQUIRMENT Yes No ——————————————â⠂¬â€Ã¢â‚¬â€- LUNCH Yes No ————————————————- COMPANY TOUR Yes No ————————————————- SIGNING PAPER Yes No ————————————————- POSITION REQUIRMENT Yes No ————————————————- INTRODUCTION TO CONCERNED Yes No DEPARTMENT ————————————————- ROSTER PROVIDED Yes No SIGNATURE: