Telephone and Availability free essay sample

Consider an automated teller machine (ATM) in which users provide a personal identification number (PIN) and a card for account access a)Give examples of confidentiality, integrity, and availability requirements associated with the system and, in each case, indicate the degree of importance of the requirement.. Answer: Confidentiality: The confidentiality of the details and transactions of the money of a user holding the account is very important. The customer of a bank holds the methods and machines of the bank to be responsible for his money, indeed customer expects the use of the account and money to be limited to himself and not anyone else. Any leak of the confidentiality of the account may lead to stealing of the money of a valued customer and his trust over the bank. Integrity: The details and transactions of the account of a user should be accurate without any mistake. Any mistake may lead to confusion with the user and may require him to take unnecessary troubles of contacting the bank. We will write a custom essay sample on Telephone and Availability or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Apart from accuracy in details the mechanism used in ATM should be accurate in dispensing the correct amount. Availability: ATM are considered to be one of the main available asset of a bank anytime. Since it is the one of the methods to view transactions and withdraw money at non business hours its availability is very important. A customer always counts on the ATM at anytime of a day for use of his money so the availability of an ATM is very important with regards to business of a bank. Repeat Problem (a) for a telephone switching system that routes calls through a switching network based on the telephone number requested by the caller. Confidentiality: Although the confidentiality with the use of telephone should be high, I thing in todays world it is moderate as many agencies are tracking the calls and listening to the conversations if not recording. There is no particular law on the agencies(sometimes government owned) on how, when and why the tracking, recording and using of the saved conversations is done. Confidentiality should be of high value as it may lead to disclosure of unintended data while tracking or recording. Integrity: A user always rely on the accuracy of the communication services. whenever a user dials a number it is intended to be connected to a identified user on other side. Any missed connection with the line will lead to additional charges if not to customer then to the company. Accuracy in the connection is important factor in telecommunication services. Availability: A customer uses a telephone to communicate with other people when in need. If not available at the time of need then it is of no use to him. So the availability of the telephone system is of the most important. 2)Consider a desktop publishing system used to produce documents for various organizations. a)Give an example of a type of publication for which confidentiality of the stored data is the most important requirement. Answer: In the system which publishes business data such as share values and share holder data confidentiality is of most important. b)Give an example of a type of publication in which data integrity is the most important requirement. Answer: Integrity is important in the system which publishes research data, new findings, government data, rules, laws and regulations. c)Give an example in which system availability is the most important requirement Answer: Availability is important in the systems which publishes public data such as health, IT returns and also in the publication of news like papers and news reporters. 3)For each of the following assets, assign a low, moderate, or high impact level for the loss of confidentiality, availability, and integrity, respectively. Justify your answers. a)An organization managing public information on its Web server. Confidentiality: It may be low because it is public information over internet which can anytime be accessed by any individual by getting in the security of the web page. Availability: should be high so that it may be available to right individual any time. Integrity: Should be high because its public data any wrong information may lead to lots of confusion among the users. b) A law enforcement organization managing extremely sensitive investigative information. Confidentiality: It should be high. Because the data should be protected from the people about whom investigation was done so that they may not alter the data and act according to it. Integrity: Should be high so that right judgment is given on the basis of the investigation data. Availability: It may be moderate because it is for the use of intended people that is the investigators and the people involving in the conviction of the subject on whom the investigation was done.

Citizen cane essays

Citizen cane essays There are many out there who tell us that Citizen Kane (1941) is one of the best films ever made. As for me not knowing all there is to know about Filmmaking and the array of techniques used, one can by no means get the complete worth of it. Being able to comprehend the setting, light use, depth of frame and basic composition make Citizen Kane the masterpiece it is. It is paramount that we take notice of these aspects as you view the film. When settling on which of the four parts of the film to analyze, I came to the determination that the lighting and the use of shadows are one of the significant and attention-grabbing aspects in the film. Furthermore, as the film is in black and white it adds to the description throughout the film, more than the other aspects, for me. The film was very sanitary and effortlessly edited. Both high key and low key lighting techniques were used throughout the film (Belton, 1994, p. 50). This was done to illustrate the different emotions of each scene. I established there were times when there was a certain use of lights used to put emphasis on close up shots of the actors faces. There are three different aspects I paid attention to during a second screening of Citizen Kane; lighting, use of shadows, and use of lighting and shadows combined to form an intrinsic interest or just to contrast each other. High- key lighting, which is a high amount of fill light which washes out shadows cast by the key light (Belton, 1994, p. 50), was used often during the film frequently during times of strife or a big change of events. For instance, the thematic mixture between Suzans operatic manifestation and the different newspaper front pages. This was an important part in the life of Suzan and C. F. Kane. Another example is when Kane loses his campaign for governor. His headquarters was very bright though no one was there rejoicing, also during the fight that Kane and Suzan got into when she told him...

A Short List of Synonyms for Shorten

A Short List of Synonyms for Shorten A Short List of Synonyms for Shorten A Short List of Synonyms for Shorten By Mark Nichol Shorten is a serviceable word for describing how to reduce the extent or length of something, but some synonyms are available to use in its place. Abbreviate stems ultimately from the Latin verb abbreviare, the root of which is from brevis, meaning â€Å"short†- the same word from which brevity (â€Å"briefness†) and brief are derived. Abridge, which has nothing to do with bridges (it has the same origin as abbreviate), is often used in the sense of diminishing effect or strength or shortening a written compensation by excising parts. To curtail is to limit or reduce as if by cutting (its obsolete predecessor, curtal, referred to cutting an animal’s tail short); its derivation is curtus, Latin for â€Å"short†- which came to be used in English as curt, an adjective usually applied to a brusque statement. Truncate is ultimately from the Latin word truncus, the source of trunk (as well as truncheon- the original term for a billy club- and the rare word obtruncate, which means â€Å"cut the top from†). The original sense is an adjective meaning â€Å"with square or even leaves†- leaves that appear to have been artificially shortened and straightened. Elide means â€Å"omit†; it usually pertains to removing a letter, word, or phrase from a document but also has a general sense of â€Å"shorten†; the noun form is elision. Syncopate means â€Å"cut short,† but it also applies to the linguistic process of syncope, in which part of a word is elided, as in g’day for â€Å"good day.† It’s also the verb form of syncopation, which refers to music rhythm based on giving stress to weak rather than strong beats. There is also a group of short words- often, in their pronunciation, suggestive of abrupt action- that refer to cutting something short, including bob, chop, clip, crop, cut, dock, lop, and snip. Other terms referring to cutting, often in reference to vegetation, include mow, pare, prune, and trim; shave and shear are similar. Prà ©cis, a noun referring to shortening or condensing (from French, and the ancestor of precise), is also a verb; other terms are compress and contract, as well as condense and its close synonym digest (from the sense of the word, also associated with assimilating food into the body, of arranging and dividing). To abstract, profile, and summarize are similar actions, though they involve outlining content rather than reducing its length. Likewise, to epitomize is to serve as an example rather than to actually reduce. Shrinking, meanwhile, involves literally reducing in size rather than abbreviating. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:100 Exquisite AdjectivesExcited ABOUT, not "for" Educational vs. Educative

Resource Review - Social Media and Vaccine Rejection Essay

Resource Review - Social Media and Vaccine Rejection - Essay Example What is social media’s role in all of this? Traditionally, geographic proximity was necessary for mobilizing anti-vaccination forces. However, social media has circumvented this potential barrier, allowing individuals from disparate regions who likely would not have otherwise communicated to come into contact. In this process, individuals who had otherwise had their viewpoints rejected and been marginalized can be emboldened and can feel empowered. Social media also provides these individuals with new dynamic mechanisms to communicate their viewpoints. Researchers have observed this in several ways while studying vaccine concerns. 7 Vaccination is an important aspect of modern medicine and has been used to avert adverse effects of many diseases. It is believed that vaccines have saved more lives across the world more than any other medical product. The history of vaccination can be traced to 429 BC when the Greek historian, Thucydides noted that those who suffered from small pox in Athens were not re-infected with the disease. During the 900 AD, Chinese discovered and used a vaccination form called variolation which was carried as early as 10th century but was most used between 14th and 17th centuries (Hsu, 2012). The technology used to prevent people from small pox during this time was exposing healthy individuals to tissue from the disease’s scabs. Even though variolation caused mild illness and sometimes death, the rate of small pox infections were lower in many populations. During 1796, Dr. Edward Jenner, a British physician discovered the modern vaccination and proved to the medical professionals that it worked. This led to the support for vaccination in 1803 and founding of the Royal Jennerian institute which popularize vaccination in Europe and United States (Hsu, 2012). However, during 1870s, vaccination encountered violent oppositions as it spreads since

Designing a course in technology-Enhanced learning for Adult learners Essay

Designing a course in technology-Enhanced learning for Adult learners - Essay Example This paper aims to present a discussion that revolves around principles of learning design. The focus is to design a unit assessment plan that will educate 65 year old adults on prevention, treatment, and management of foot related complications. Some of the skills that the unit assessment aims to establish among the older population include synthesis of instruction, exploration skills, designing skills, collaboration, and reflection skills. Technological transformations have prompted the majority of educators to adopt newer and advanced forms of newer technology in teaching. Teachers in institutions of higher learning have opted for the use of e-mails, PowerPoint presentations, education applications, and design Web sites to pass knowledge and information to learners (Caulfield, 2011). The mode of connecting teaching to learning has formed the center of current debate, with critics questioning the validity of the relationship. This is because they have argued that such learning techniques are vulnerable to losing their validity with changes in technology. On the other hand, proponents have highly held the phenomenon, citing their value in expanding the learning and teaching experience. Rogers (2003) maintains that the application of skills in learning and teaching is crucial, as it determines the effectiveness of the teaching and learning experiences. When a new technology emerges, there are various levels that educators should undergo in their endeavors to fully adopt any technological model of teaching (Rogers, 2003). However, recent research has revealed that some learning sessions have not fully benefited from the advantages of employing technological based teaching and learning experiences. This is because of the different degrees of adaptation by teachers. Analysts have argued that educators should follow the right procedure in their quest to make some technology based models of teaching part of their professional initiative. Some of the

Human Resources Management And Persistent Approaches Commerce Essay

Human Resources Management And Persistent Approaches Commerce Essay Human resource management has become a persistent and prominent approach to the management of employment in an extensive range of market economies. In concern of management theorists and for many managers, HRM is the imperative to the survival and success of organisations in the twenty first century. According to Peter Drucker (1993), defines one single, simple idea: that people their skills, knowledge and creativity- are the key resource for economic and organisational success i.e. the knowledge- based economy. Despite the popularity of the term HRM, there is still no universally agreed definition of its meaning. According to Watson (2002:369) suggests that a rather messy situation currently exists whereby the term HRM is used in a confusing variety of ways. In its broadest sense HRM can be defined as a generic term to describe any approach to managing people; whereas Boxall and Purcell (2003:1) described HRM as all those activities associated with the management of employment relationships in the firm. Though, HRM comprises a new approach to managing people that is extensively different to more conventional practices. Even there are number of perspectives which make HRM distinctive. However Storey (1995:5) defines HRM as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. Whereas related to strategic nature o f HRM, Buchanan and Huczynski (2004:679) approaches HRM as a managerial prospective, which argues the need to establish an integrated series of personnel policies to support organisational strategy. Two main modification of HRM were acknowledged early in scholastic discussions of HRM: According to (Guest, 1987; storey, 1992) Hard HRM with an emphasis on the Strategies of cost minimisation (e.g. low wages, minimal training, close supervision), Quantitative aspects of managing human resource as an economic factor in production (e.g. in lean production- downsizing, work intensification). Soft HRM approaches aimed at enhancing the Commitment, Communication, Motivation, Quality, Leadership and flexibility of employees. Strategic HRM:- A strategic approach to Human Resource management has great appeal, According to Johnson and scholes (1997); describe strategic HRM in concern of business and management as the direction and scope of an organisational over the longer term, which ideally matches its resources to its changing environment, and in particular to its markets, customers and clients to meet stakeholders expectations. Strategic decisions in management are likely to be concerned with: Enduring direction of the organisation Extent of the organisations deeds Identical organisations deeds to its environment (i.e. PESTLE) Identical organisational deeds to its resources The Harvard model of HRM:- Source: Beer et al (1984; p.16 Map of the HRM territory) Long term consequences Individual well -being Organizational Effectiveness Social well- being HRM Policy choices Employee influences Human resource flow Reward systems Work systems HR Outcomes Commitment Competence Congruence Cost effectiveness Situational factors Workforce characteristics Business strategy and conditions Management philosophy Labour market Unions Task technology Laws and societal values Laws and Ideal types of Human Resource Management:- Characteristics Human resource management Strategic nature Dealing with day to day issues; but proactive in nature and integrated with other management functions. A deliberately long-term strategic view of Human resources Psychological Contract Based on seeking willing commitment of the employee Job design Typically team-based Organisational structure Flexible with core of key employees surrounded by peripheral cells High degree of outsourcing Remuneration Market based Individual and/or team performance Pay for contribution Recruitment Sophisticated recruitment for all employees Strong internal labour market for core employees. Greater reliance on external labour market for non-core Training/development Transformed into a learning and development philosophy transcending job related training. Strong emphasis on management and leadership development A learning organisation culture Employee relations perspective Individualistic; high trust Organisations of the function Largely integrated into line management for day to day HR issues Specialist HR group to advise and create HR policy Welfare role No explicit welfare role Criteria for success of the function Control of HR costs, maximum utilisation of HRM over long term Source: adapted and developed from Guest (1987) Recession:- Organisations have been focus to enormous stress over the past few years, with foremost principal structural changes in industry sometimes obscured behind the short or long-term issues of recession which in other words can be described as the circumstances of the economy turn down; a extensive cut in the GDP, Employment and Trade (Business). In numerous ways, recessions are a motivating natural experiment to examine. According to Paul Geroski Paul Gregg (1997) describes recession involve a major reduction in demand sustained over a substantial period of time, it affect some organisation far more than others and they are exogenous to the actions of individual organisations. The reduction in demand is most important and sustained means that those organisations that are deficiently affected by a recession are expected to be rethinking the essential premises of their competitive strategy. The evaluation between the strategy and composition of organisations who are exceedingly harshly affected by a recession with those less harshly affected endow with indication on what composes a few organisations more susceptible to surprises them others, and on the toughness of diverse strategy choices and diverse organisational constitution to changes in market conditions. As a consequences recession also throw at least some useful luminosity on how organisations counter to unpredicted changes in demand. Additionally the effects of recessionary demand surprises are unavoidably reassigned reverse to labour markets. Current scenario of Recession:- According to Mike Schraeder and David J. Hoover (2010) the global economy has experienced massive confront in the previous two years as businesses have struggled with apparently insoluble financial crises which disclose a shocking compilation of industries that have closed a business, economize, or occupied in other strategic indispensable in the expedition for survival. Providentially, there is a number of substantiation that the influence of the global crises possibly will be deteriorating. Moreover, organization and their leaders are now faced with the harsh certainty of demanding to recuperate from the shock of these crises, whereas concurrently creating divisions that are proficient for competing effectively in a decrepit global environment. Cost-effective aspect Peak to through so far Real GDP decrease 3.7% real decline from December 2007 until June 2009 totalling $500 billion Personal Income individual wages declined by $339 billion from mid-2008 to the 1st Qtr of 2009 Investment Fixed investment has declined by $543 billion, or 24%, since December 2007 Unemployment There are  8.1 million less people employed today than in 2007 Industrial Production Has fallen 12% since 2007 Bankruptcies National bankruptcies have risen from 800,000 in 2007 to 1.4 million in 2009, a 75% increase Trade Exports and imports declined by 22% and 31%, respectively, between July 2008 and June 2009 Currency The USD has fallen 17% in the last year versus a basket of world currencies Bank Failures 140  banks   failed in 2009, with  700 banks in danger of failing, according to the FDIC Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html http://www.marketoracle.co.uk/images/2010/Mar/recession-4-1.jpg Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html http://www.marketoracle.co.uk/images/2010/Mar/recession-4-2.jpg Source: Economic Recession, Depression, or Systematic breakdown (Economics/ Recession 2008-2010) by James Quinn, (March 4th, 2010) available from Internet URL http://www.marketoracle.co.uk/Article17665.html Impacts of recession on top of global/ domestic organizations:- As per given data in graphs of above mentioned, the major area to focus in concern of HRM is unemployment, during ending phase of 2007 employer were recruiting employees without forecasting the demand of prospective which results into redundancies/ unemployment, job insecurity, demotivation, stress , depression, reduced flexible working hours and increase in responsibilities on working employee in the organisations also. Whereas James Quinn (2010) describes a depression is categorized by irregular enhance in unemployment, a decrease in the accessibility of credit, extract productivity and venture, frequent liquidation, condensed sum of business and exchange, as well as extremely explosive comparative currency price variation, mostly depreciation. Price devaluation, economic crisis, and the stock market/ bank collapse are also universal fundamentals of a depression. According to Sally Walters (2009); International national Downsize/ recession related issues: Business environment Business closures Redundancies Modification in terms and conditions of employment Cash flow complications Deficiency of credit Reduction in the value of authentic Consolidation Condensed margins Public overheads Recover costs and competences Recruitment Employee revenue Recruitment complications Aged employees Skill development Understanding future complications when economy start to rise Facing difficulty to invest in skill development Training Compact training obligation Emphasize the specific needs of business Lack of apprentices in young employees in concern of employment prospects HRM Strategic perspective in concern of recession (issues):- According to David Hussey (2002), during recession there are no simple solutions and, success will depend, as always, on the soundness of the strategic decisions taken by top management, and ability of the organisation to implement those strategies. This would push the Human resource phase of the business to the forefront, even without the additional difficulties of sustained revolutionize and the demands. HRM, which is already very proficient in many organisations, requires to be obsessed by the business requirements of the organisation, but without losing prospect of the decisive value and significance of people in making strategies turn out to be reality. While attempt to come out from the recession, companies perspective in concern of HRM; (issues which has been taken by companies/ organisations to survive in time of recession) Redundancy/ Job cuts Cost retrenchment and downsizing Hiring freezes Modification in terms and conditions of employment Laying off temporary/ part time employees Condensed training dedication Freezes in previously planned Pay, Incentives and Bonus policies Enhance the use of premature retirement Restructure Reduction in employee hours Affecting employees offshore Employee revenue HR department should obtain into depiction barely the liable effectiveness of their deeds but also their apparent impact on employee commitment. HRM activities in relation to HRM outcomes and performance (under perspective of recession):- Issues Impacts Solutions Positive Implications Negative Implications Redundancy Cost retrenchment and downsizing, Demotivation Stress Depression Rejoin the employee in state of increase in demand, Contract based employee Employee might perform well compare to previous performance Fluctuation in employee working hours Employee might not have commitment and loyality towards organisation or might lose trust Less work commitment, Insecurity in aspects of full time employees Reduce pay, incentives and change in bonus policies Freeze on promotions Low motivation Low motivation Less employee engagement and commitment, trust Offering rewards by increasing pay/ incentive/ bonus Performance appraisal for highly skilled employee and core employee of the organisation to keep them in trust and motivated It might have significant affect on employee performance Motivation Dedication towards work Employee engagement and commitment It might only motivate few employee in organisation, as money is always solution of short term situations, Appraisals are sometime demotivated expensive Might also affect on cost cutting strategy of organisation Reduction in training commitment Decline in leadership and learning development, Poor performance Provide continuous improvement training programs Development in knowledge Skill enhancement Expensive might not be effective for all employees Issues Impacts Solutions Positive Implications Negative Implications Relocate/Redeploy transfer of employee (domestic as well as globally depend upon organisation Low morale, insecurity in concern of job, Cultural dispute Provide social network, Provide comfortable zone by management , Provide facilities and benefits Depend upon individual behaviour of employee; it might goes well as employee will get exposure and it might help to learn different cultural/ countrywide organisation strategies and guiding principle Expensive but sometime it is not possible in real world to do so. Depend upon employee individual personality to have capability to cope up with different culture Laying off part time/ temporary working Workload, Less employee engagement towards work and commitment Provide a more flexible alternative to full time employee, Cover temporary peaks in demand Cost effective To protect the job security of core employees To cover for holidays and sickness absence Might not be effective for all industry expertise Depend upon contextualities of the situation HRM strategic planning and sustainable implementation for current market conditions prospect economy crisis:- Indicates in accomplishment plan Description Strategic planning Strategic personnel forecast Link employees scheduling with business strategy by establishing demand and supply circumstances by employment category Productivity controlling Launch a innovative efficiency metric such as worth additional per individual to administer productivity programs Work force adaptation Employees flexibility Exploit working-time implements like generation work accounts, vacation programs, and engagement with unions Employees reduction Amend employees size to the new economic environment with respect to job category forecasts Human resources Cost management Optimize workforce cost programs by converting cash inducements to noncash ones Persistent recruiting of key workforce Employ top applicants for assignment- decisive jobs HR and performance improvements Restructuring the HR organisations Measures all HR actions to certify superiority throughout bunching procedure optimization, and ascendancy process Performance management Support performance process to the new environment by discarding interim observations and implementing enduring philosophy Sustainable implementations Employee Engagement Focus on such values as honesty and trust and start an initiative to bring discipline and motivation into balance Leadership Competences Coach leaders to evolution from intensification to crisis with workshops, communication process, and support from top management Modify management Establish best-in-class support by illuminating accountabilities, enforcing transparency, and soliciting employee feedback Internal and external communication Organize a comprehensible communication strategy and methods that target decisive stakeholders Source: Rainer Strack , Pieter Haen et al. (March 2009) Creating people in advantage in times of crisis; how to address HR challenges in the recession. Boston consulting group; European association for people management For visionary companies who wants to develop state-of-the art nation development in the existing environment:- In todays impulsive environment, the HR department is frequently dragged in numerous directions. According to Rainer Strack), Pieter Haen et al. for illustration, specialist recruiters who usually focus on hiring may need to take on other HR tasks, such as managing the introduction of shortened working hours. Strategic personnel forecast: predict future scarcity to reorganize capabilities Performance management: shift from diminutive to extensive term approaches Employee engagement: attention on motivation and accountabilities Leadership competences: endow leaders for turbulent conditions Modify management: espouse a methodical, cascading approach Internal and external communication: talk the walk Strategic planning:- Strategic personnel forecast: predict future scarcity to reorganize capabilities Generally organisations do not fully comprehend how downsize will influence their demands for individuals and how layoffs will influence their prospect. Even if the economy prolongs to depreciate, the majority of companies will still features lack in precise jobs. To overcome from this Rainer Strack), Pieter Haen et al. suggests that companies have to evaluate their employees by generating job categories with comparable expertise requirements. While in dispensation these companies will capable to categorize probable scarcity in skills as well as pockets of competence where retraining opportunities exist. Once companies will recognize their requirements for job category, companies might discover smarter and longer term preference about their employees. productivity controlling: progress from input to output On the whole HR departments do a high-quality job of determining headcount, human resources costs and relative inputs. Work force adaptation:- Employee flexibility: generate reversible circumstances Companies expecting to recuperate from the current downsize should attempt to establishment headcounts method with built in flexibility; moderately than layoff employees particularly in those marketplace where employees diminution are expensive and time intense. Employees reduction: be suspicious to engrave in the accurate places Companies whose businesses are in extensive decline require, thinking the steps that are additional enduring, like laying-off full time employees. Companies have to identify the core employees who should be engaged. Human resources cost management: produce inventive reimbursement model Whereas companies may espouse a flexible or restructure strategy, the action might be in several ways like relating to wages, deferring bonuses etc. Persistent recruiting of key workforce: promote talent In this consumers marketplace, elegant corporations are discerning fortitude key employees from competitors or the marketplace. HR and performance improvements:- Restructuring the HR organisations: be lean HR department requires being highly effective and efficient in scenario of downturn, otherwise it will affect on trustworthiness while HR will endeavour to lead individuals proposal elsewhere in company. Performance management: shift from diminutive to extensive term approaches Presently Companies have a major chance to standardize their performance management and incentive methods to extensive term business objectives that might expand new significance, such as growth and sustainable business traditions Sustainable implementation:- Employee engagement: attention on motivation and accountabilities Employees are most essential and effective assets of company when they are motivated while working in well-organized system. In downsize, it is tough to achieve balance between motivation and well organized system due to unavailability of promotion and high wages. Leadership competences: endow leaders for turbulent conditions Leadership is motivating the corporation to modify its commencement of superlative performance. In time of crisis organizations are arranging training for their mangers to coach them how to lead in tough times. Modify management: espouse a methodical, cascading approach Companies requires clear agenda and sustained and meticulous program management. HRM needs to create schedules, metrics and clear accountabilities to mobilize the establishment. Internal and external communication: talk the walk In organisation working environment; one to one communication, an open door policy and active listening skills all are significant. Conclusion:- Though it is complicated for HR to recognize techniques and HR practice that promotes a environment of modernization in support of the organisation objectives. Present scenario of downturn has immense impact and creates challenges for all departments, production units and workforce within organisation. HRM top management is itself in crucial situation; they have to rethink about their previous strategies before recession and compare it to the present scenario of crisis, then need to implement in concern of present situation. There is enormous requirement of critically analysing the strategies and necessitate to structure the new strategies undertaking consideration of employees supply and demand, maintaining employee engagement, developing forefront for leaders to assist for survival in crisis for companies and employees in tough time and restructuring the organisation and HR as per obligation of businesses. Work force might respond to the complicated situation like downsize positive ly if their leaders are truthful, straight and compassionate about the complications and generate enthusiasm about the prospects. Recommendations for Managing Human Resource Management in downsize/recession in addition to foremost prospective:- In present scenario of global as well as domestic organisations, many of countries are coming out of recession, not fully because there are still uncertainties how stable the global market is however nobody has firm scenario when will the next recession occur, since still companies are trying to cope up with economy crisis in few aspects. According to Rainer Strack , Pieter Haen et al. (2009) the first casualty of a downturn is people; the employees, on whom the fortunes of a company rest. Companies do whatever they can to get costs under control, and they often act swiftly by cutting employee hours, imposing a hiring freeze, and taking other steps that affect their employees. In perspective of HRM; there are hazards for corporations that engrave their employees too swiftly. While individuals may emerge to be in immense contribute today, the demographic wave will soon twist. Whereas Rainer Strack , Pieter Haen et al. (2009) elaborate further their point by saying the talent pool is poised to shrink, as the baby boom generation retreats into retirement and as younger and similar generations enter their prime working years. Look for ways for cost effectiveness without laying off work force Reallocate employees wherever probable Keep on fostering and emergent employee talent/ capabilities All decisions must have taken under consideration of suspicious personnel planning Ensure that company pursue the legislative dismissal course of action to the correspondence if company necessitate doing redundancies. Let remaining employees know that they are valued, essential and essence of company. References:- Beer, M., Spector, B.,Lawerce, P.R., Mills, D. And Walton, R.E. (1984), p.16; Managing Human Assets, New York: Free Press Boxall, P. and Purcell, J. (2003), p.1; Strategy and Human Resources Management, Houndmills:Palgrave Macmillan Buchanan, D. and Huczynski, A. (2004), p.679; Oraganizational Behaviour, 5th edn. Harlow:FT/Prentice Hall Drucker, P. (1993), Post Capitalist Society, Oxford: Butterworth-Heinemann. Geroski, P. A. Gregg, P. (1997), p. 2-3; Coping with Recession: UK Company Performance in adversity, United Kingdom: Cambridge University press (eBook resource : available from internet URL: http://books.google.co.uk/books?hl=enlr=id=neo3ZneOXp8Coi=fndpg=PP16dq=business+coping+strategies+to+avoid+the+effects+of+recessionots=TEB2ESH_5asig=zaVSjowL5UBTTSpZa0FhWzeUp1w#v=onepageq=f=false Guest, D. (1987), Human Resource Management and Industrial Relations, Journal of management studies, 24, 5: 503-521 Hussey, D. (2002), p.5; Business Driven HRM, New York: Wiley Sons ltd. Jhonson, G. and Scholes, K. (1997), Exploring Corporate Strategy, London: Prentice Hall Quinn, J. (2010), Economic Recession, Depression, or Systematic Breakdown, E- Resource Article published on Mar, 4th 2010 available from internet URL: http://www.marketoracle.co.uk/Article17665.html Rainer, S. Haen, P. et al. (2009), Creating People Advantage in Time of Crisis: How to address HR challenges in the recession, Journal of Mangerial psychology, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald. Schraedar, M. and Hoover, D. (2010), vol.24, 2: p.11-13, Enhancing Organisational Recovery in Tough Times: a pragmatic perspective, Development and Learning in Organisations, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald; http://www.emeraldinsight.com/Insight/viewPDF.jsp?contentType=ArticleFilename=html/Output/Published/EmeraldFullTextArticle/Pdf/0810240203.pdf Storey, J. (1992), Developments in the Management of Human Resources: An Analytical Review, London: Blackwell Storey, J. (1995), p.5; Human Resources Management: A Critical Text, London: Routledge Walters, S. (2009), p.5-8; The Impact of the Economic Downturn on business and skills in England, Journal of Social Economics, Publisher: Emerald Group Publishing Limited, E-Resource available from Emerald. Watson, T. (2002), p.369; Organising and Managing Work, Harlow: FT/Prentice Hall

Attachment theory Essay

Attachment is an important factor in a childs life. It makes them feel safe and secure.  Ã¢â‚¬ËœThe infant’s tendency to seek the closeness to particular people and to feel more secure in their presence.’ (Erikson 1976)  I think that when Erikson made this statement, what he was actually saying was that an attachment is when a child is more comfortable in a setting if they are with the people they are closest to and the people that they like to be with and seek attention of these people more than others. ‘Attachment is like a piece of invisible string that binds individuals in a way that allows a healthy development’ (psychology for AS level).  This statement in my opinion states that an attachment which forms a bond between the people involved is important for good development for the child.  What happens if there isn’t a bond or an attachment in the child’s life? I am going to look into three different psychologists theories on attachment and see what their opinions on the subject are. The first psychologist I am looking into is Bowlby. Bowlby had very strong opinions on attachment and the long term affects a lack of a bond or attachment can have on a child’s life. Bowlby believed that a child should form one and only one strong attachment which should be with the mother of the child. This is known as monotrophy. The father in Bowlby’s eyes was there for the making of the baby only and would show no input or importance in the child’s upbringing. Bowlby came to the conclusion that children who failed to form this bond with their mother in the first three years of the child’s life would have problems in later life bonding with people and trusting people. He also described a child with a lack of bonding to be an affectionless psychopath, which he described to be someone who shows lack of guilt when done something wrong has difficulties showing emotion to things around them or someone with behaviour problems. Another affect of not having an attachment in this critical period as it was also known in Bowlby’s eyes was development retardation which meant the child may grow up with learning difficulties or slower intellectual skills. The next psychologist I am going to discuss is Mary Ainsworth. Ainsworth investigated bonding and broke it down into different sections. She broke it down it to three different types of attachment. These were secure attachments, anxious – avoidant attachments and anxious – resistant attachments.  Secure attachments were described as the strongest of the three. This is where the children know they are loved and cared for and they feel secure with the person they have bonded to. When they are left without their attachment figure for the first time they will show lots of distress and upset. However after time they will get used to being left and they will not be as distressed as time go’s on. Anxious – avoidant attachment is not as strong as the secure attachment and the bond it weaker. These children seem more independent and can manage small tasks on their own. This may be due to a change in the attachment figures attitude or behaviour towards the child which may be caused by death or separation from a partner. This can also be caused by separation from child and attachment figure due to illness or separation at birth. This attachment is usually weaker because of the lack of full trust from either party.  Anxious – resistant attachment is similar to anxious – avoidant attachment but the child often is more clingy and seeks more attention to people as well as the attachment figure but when people tries to comfort them they will often not accept the comfort. The last psychologists I am going to look at are Shaffer and Emerson. Shaffer and Emerson’s theory is the one Ainsworth used to conclude her investigations. They looked more at children with multiple attachments which contradicts Bowlby’s theory which said only one strong attachment can be made. They broke their findings down in to four sections. These sections are Asocial stage which is children of 0-2, the indiscriminate stage, children of 2-7 months, specific stage which is children of 7 months plus and then finally multiple attachment. Asocial stage is described to be where the children aged 0-2 months will respond to human faces but will not show any main distress towards whom it is they are with. This means that if you placed a 0-2 month baby in a day care setting then they will not really kick much of a fuss when their mother leaves them they will usually be happy and content as long as they are getting some attention. On my placement while I was working in the 0-2 room the youngest child there at the time was only 6 weeks old she would come to nursery with no hassle every day after her nap she would sometimes cry a little bit until she got some attention. She was happy when her mum came to get her but she didn’t cry for her when she wasn’t there. Where as one of the oldest children who was nearly 18 months used to cry for her mum nearly all day, she only seemed happy when she was eating. The indiscriminate stage is for children from 2 month up until 7 month. These children are more aware of what is happening and they know who they prefer to spend time with usually in most cases it is the main care giver, but they will still be ok and not too worried around strangers and unknown faces.  The specific stage is where one strong attachment is clear and the child becomes very weary and anxious around unknown people. This is usually why when a child over 7 months is brought into a child care setting, they take a while to settle and cry for their carer. Multiple attachments are where the child is close to or has an attachment with more than one person. This is often when they spend a lot of time with these people as well as their care givers. These people can include grand parents, extended family, neighbours and realistically people who they spend a lot of time with and they feel safe around.  As some of the theorists mentioned above said they would be distress when a child was left or was separated from their attachment figure its is important that children get used to a setting before being brought and left alone. In some child care setting they hold visits for the children where they can come with their attachment figure and see the setting and play with the other children to see what it is like and to get to know the care workers faces first. In my placement they do this over a period of 6 visits(longer if child is very unsettled) to avoid too much stress and upset for the new children coming to nursery each time a visit takes place the attachment figure will stay a little bit less than the time before leaving the child with the other children and care givers. This way they feel that the child gets used to not having their mother there all the time and also gets to know the other people in the setting and environment.  Another way the children help settle in the nurseries or child care setting is they are allowed to bring with them a transitional object with them to comfort them when they get upset. One child in my placement had a pink cushion which she has all the time when she is upset. When she settles down she often puts it down a leaves it on the floor, at this point the care worker picks it up discreetly and puts it in her box. They do this because they feel if she is playing nice and contently then she see’s the cushion she will pick it up and carry it round again where as if it is out of the way the child will hopefully play for a longer amount of time. The child gets it back if she asks for it or if she becomes distressed on upset in anyway. In my placement to avoid too much stress and upset for the new children coming to nursery, they have an induction period. This is where the child will come in to the nursery with their parent to have a look around, meet the staff and the other children in the setting. The child gets to play with the toys and will start to get used to the setting so when its time for their parent to leave then it won’t be so distressing. When a child is in the setting some of the parents come and visit the child during lunch time or if they get a break at work. This was good for some children as it reassured the children that their parents were coming back for them and they hadn’t just left them forever. For some children however this was not beneficial and the situation was more distressing for them having to say bye to their carer all over again.