Human Rights in China Essay - 2278 Words

Human Rights in China One of the first things that come to mind about human rights in China would most likely be the Tiananmen Square massacre, where in 1989 hundreds of student protestors lost their lives to the Peoples Republic of China. The bloody body of a dead student removed from the street right after the Tiananmen Square crackdown on June 4, 1989. Web page http://www.rjgeib.com/thoughts/china/china.html The name Peoples Republic of China seems a contradiction of its meaning. If indeed its name is the Peoples Republic of China than why did it massacre peaceful protestors with tanks and machine guns? But the Chinese government argues that the force was necessary for maintaining a national order (Muzhi Zhu). The†¦show more content†¦Thereafter, several leaders of the movement were sentenced to long prison terms in late December, and hundreds of others were sentenced to reeducation through labor. Late in the year, according to some reports, the government started confining some Falun Gong adherents to psychiatric hospitals (China Country Report on Human Rights Practices for 1999). The government continued to commit widespread and well-documented human rights abuses in violation of internationally accepted terms. These abuses stemmed from the governments extremely limited tolerance of public unrest. The Constitution and laws provide for fundamental human rights however, these rights are often ignored in practice. Abuses included instances of extra-judicial killings, torture and mistreatment of prisoners, forced confessions, arbitrary arrest and detention, lengthy incommunicado detention, and denial of due process(Amnesty International. China, violations of human rights). Prison conditions at most facilities remained very harsh. In many cases, especially in sensitive political cases, the judicial system denied criminal defendants basic legal safeguards and due process of the law, merely because authorities attached higher priorities to maintaining public order and suppressing political opposition than to enforcing the legal norms of the country (Amnesty Internat ional. China, violations of human rights). The government infringed on citizens privacy rights. The governmentShow MoreRelatedHuman Rights Violations in China908 Words   |  4 PagesHuman rights violation in China The People’s Republic of China with a population 1.3 billion, is the third largest country in the world and has a land size of 960,000 square kilometres. It is a rapidly growing economy, with living standards being raised every year. However, human rights violations are still a part of daily life in some part of China and can still be seen in the present time. The most controversial issues include discrimination, right to live and not to be subject to torture, freedomRead MoreHuman Rights Issues in China783 Words   |  3 PagesChina is known(recognized) (known for having) as one of the oldest civilizations in the world. One of the oldest known civilizations in China is the Xia Dynasty which began in 2070 B.C.E. Overtime civilizations adapt with the surrounding world, but China has always been a very independent nation. One of the most controversial topics that is discussed worldwide being Human Rights, China has been known(notorious for) to disregarding them, even though the re are International Human Rights Laws. The ChineseRead MoreIntensification of the Human Rights Issue in China1110 Words   |  4 PagesThe human rights issue in China is intensifying as China exercises limitations on dissidents and activists. Different reports on TV have clearly shown the restrictions towards issues as faith and religion as well as other issues related to the rights. In spite of the fast socio-economic change and the development that the technology is bringing, China is and continues to be a one-party, authoritarian state that obliges people not to be free. The freedoms of expression, the freedom to exerciseRead MoreChina s Development Of Human Rights1596 Words   |  7 PagesNovember 5, 2016, China has a population of over 1.37 billion people (Livepopulation). That number is expected to increase to 1.39 billion in just four years. With so many people occupying one country, there are many different traditions and a very diverse culture. China has over 56 ethnic groups, with the largest one being the Hans. A culture is the way a country’s people act and interact. This usually includes religion, language, food, etiquettes, art, ceremonies, etc. China has a culture thatRead MoreChina s Democracy And Human Right Essay953 Words   |  4 Pagesthe first Asian presidential system country- Republic of China was built in Nanjing then the emperor of Manchuria abdicated at end of this year. From this year, four thousand years’ Chinese absolute monarchy was ruined meanwhile two thousand years sacred and inviolable empero r system was buried. All future generations will not forget the man who devoted his whole life to China’s democracy and human right. He is the father of Republic of China- Sun yat-sen. Dr. Sun was born in 1866 and died in 1925Read MoreHuman Rights Violations in China - Should Western Companies Continue to Do Business with China?1636 Words   |  7 PagesHigh Commissioner for Human Rights (2010) claims that everyone is equally entitled to human rights without discrimination. In the western society, the principles of freedom, democracy and human rights are fundamental rights. However, the People’s Republic of China, commonly known as China, is still known as the largest human rights violator in the world. This raises the question whether or not western companies should continue doing business in China despite of the human rights violations. To findRead MoreInvestigate the impact Buddhism had on Human Rights in China Essay2603 Words   |  11 Pagesimpact that Buddhism had on Human rights in China. Discussion will centre on the history of Buddhism in China and the Cultural Revolution. Considering how Marxist ideology implemented changes to the religion of Bud dhism and the social conditions in this country, using politics has the base to build this essay to analyse the impact of communism on religion ,regarding Tibet. The paper will then discus the post communist society up until the present day using human right issues in Beijing and how ifRead More China vs. North Korea: Communism Essay1234 Words   |  5 PagesThe United States and China. That statement could be said about certain aspects of the three countries when looking purely at what is written on paper. According to the Central Intelligence Agency (CIA) World Fact Book all three countries have the essential three branches of government; executive, legislative, and judicial (2012). But it takes little effort to peel away the first layer and see the vast differences between The United States and the communist countries of China and North Korea. ThisRead MoreCanada and Americas Obligations to China Essay1135 Words   |  5 Pages Chinas record of human rights violations is lo ng and mind-boggling. Atrocities such as purging tens of millions of people during the Cultural Revolution, its infamous one-child-per-couple Population Policy, persistent oppression of Tibet and the bloody June 4 massacre at Tienanmen Square in 1989 have given the Chinese government a reputation of having little respect for human life. And yet, despite its tarnished record, China maintains its Most Favoured Nation trade status with the US and isRead MoreDemocracy In Australia Essay1602 Words   |  7 Pagesbusinesses, the press media and tourists should remain vigilant when interacting or doing business in China. Australia has joined strong allies the US, Japan and other Europe to condemn Chinas human rights violation and its commitment to restore international order on the United National Human Rights Council (Wen, 2017). In the 21st Century Australia is lobbying to ensure everyone have the same rights, treatment, equality before the law and equality of education, and healthcare, freedom of speech, free

Animal Farm, By George Orwell - 2946 Words

Could the world in Nineteen Eighty-four (1948) and Animal Farm (1945) ever really exist? Orwell believes it could. In Animal Farm, the pigs gradually twist and distort rhetoric of socialist revolution to justify their behavior and to keep the other animals in the dark. The animals embrace Major’s ideal of socialism, but after Major dies, the pigs began to altering his words. At end of the work, Squealer’s has repeatedly reconfigured the meaning and words of the Seven Commandments in order to decriminalize the pigs’ treacheries. The seven commandments have been brought down to one â€Å"all animals are equal, but some animals are more equal than others.† Orwell’s use of this abuse of language remains one of the most compelling and enduring features of Animal Farm, and parallels a major theme of Nineteen Eighty-four, propaganda. â€Å"Big Brother is Watching You.† This is used by the Party and in the media also. These words are depicted beneath the picture, on posters that are hung about Oceania. This slogan is meant to give citizens a feeling of protection, and to prevent them from breaking any of the laws of the society. A feeling of safety, the Party uses this to make them think that within this government, nothing can go wrong. In George Orwell’s Nineteen Eighty-four and Animal Farm language is the greatest tool of oppression. Orwell hopes that readers will leave Nineteen Eighty-four accepting the possibility that this government could existed and has indeed existed enough toShow MoreRelatedAnimal Farm And George Orwell By George Orwell1034 Words   |  5 Pages Eric Arthur Blair, under the pseudonym of George Orwell, composed many novels in his lifetime that were considered both politically rebellious and socially incorrect. Working on the dream since childhood, Orwell would finally gain notoriety as an author with his 1945 novel Animal Farm, which drew on personal experiences and deeply rooted fear to satirically critique Russian communism during its expansion. Noticing the impact he made, he next took to writing the novel 1984, which similarly criticizedRead MoreAnimal Farm By George Orwell1397 Words   |  6 PagesAn important quote by the influential author of Animal Farm, George Orwell, is, â€Å"Every line of serious work that I have written since 1936 has been written, directly or indirectly, against totalitarianism.† George Orwell, a Democratic Socialist, wrote the book Animal Farm as an attack on the Communist country of Russia (â€Å"The Political Ideas of George Orwell,† worldsocialism.org). He had a very strong disliking of Communism and the Socialist party of Russia. However, he insisted on finding the truthRead MoreAnimal Farm, By George Orwell1545 Words   |  7 Pagesallow because an this elite institution of people often use this gear to dominate and oppress society. In George Orwell’s story, Animal Farm, Orwell demonstrates that education is a powerful weapon and is a device that can be used to at least one’s benefit. Living in a world where strength is a straightforward to benefit, the pigs quick use education to govern the relaxation of the animals on the farm to serve themselves worked to their advantage. This story in shows the underlying message that   firstRead MoreAnimal Farm By George Orwell944 Words   |  4 Pageslegs(Orwell 132). He carried a whip in his trotter(Orwell 133). In the novel Animal Farm by George Orwell, animals have the ability to talk and form their own ethos, Animalism. Animal Farm is an intriguing allegory by George Orwell, who is also th e author of 1984, includes many enjoyable elements. More knowledge of the author, his use of allegorical elements, themes, symbols, and the significance in the real world, allows the reader to get more out of this glance into the future. George OrwellRead MoreAnimal Farm by George Orwell1100 Words   |  4 PagesIntroduction: Widely acknowledged as a powerful allegory, the 1945 novella Animal Farm, conceived from the satirical mind of acclaimed author George Orwell, is a harrowing fable of a fictional dystopia that critiques the socialist philosophy of Stalin in terms of his leadership of the Soviet Union. Tired of their servitude to man, a group of farm animals revolt and establish their own society, only to be betrayed into worse servitude by their leaders, the pigs, whose initial virtuous intentionsRead MoreAnimal Farm By George Orwell1538 Words   |  7 PagesMecca Animal Farm The Russian Revolution in 1917 shows how a desperate society can be turned into a military superpower filled with terror and chaos. George Orwell uses his book, Animal Farm, to parallel this period of time in history. This book is an allegory of fascism and communism and the negative outcomes. The animals begin with great unity, working toward a common goal. The government then becomes corrupted by the temptations of power. George Orwell uses the characters in Animal Farm to showRead MoreAnimal Farm, By George Orwell876 Words   |  4 Pagesrebellious animals think no man means freedom and happiness, but they need to think again. The animals of Manor Farm rebel against the farm owner, Mr. Jones, and name it Animal Farm. The animals create Animalism, with seven commandments. As everything seems going well, two of the animals get into a rivalry, and things start changing. Food starts disappearing and commandments are changed, and the power begins to shift. Father of dystopian genre, G eorge Orwell writes an interesting allegory, Animal FarmRead MoreAnimal Farm by George Orwell1175 Words   |  5 PagesAn enthusiastic participant in the Spanish civil war in 1936, George Orwell had a great understanding of the political world and made his strong opinions known through his enlightening literary works, many of which are still read in our modern era. Inspired by the 1917 Russian Revolution and the failed society it resulted in, Animal Farm by George Orwell is an encapsulating tale that epitomises how a free utopian society so idealistic can never be accomplished. The novella exemplifies how influencesRead MoreAnimal Farm, By George Orwell1089 Words   |  5 PagesIn George Orwell’s â€Å"Animal Farm†, the pigs as the farm leaders, use unknown language, invoke scare tactics and create specific laws, thereby enabling them to control other animals, to suit their greedy desires, and to perform actions outside their realm of power. Because of the pigsâ⠂¬â„¢ use of broad language, and the implementation of these tactics they are able to get away with avoiding laws, and are able to convince other animals into believing untrue stories that are beneficial to the pigs. The firstRead MoreAnimal Farm By George Orwell999 Words   |  4 PagesAnimal Farm Essay George Gurdjieff was an influential spiritual teacher in the early twentieth century. He references in the following quote that when one is uneducated he will always remain a slave. â€Å"Without self knowledge, without understanding the working and functions of his machine, man cannot be free, he cannot govern himself and he will always remain a slave.† (Gurdjieff) This ties in with how the animals are treated in George Orwell’s Animal Farm. Animal Farm is a novella about animals who

Class Project Presentation free essay sample

In narrow perspective, PA is a documentation, filling form, checking boxes, once-a-year drill, annual fiasco, meeting held between lower and higher worker, and they will meet again next year (Grote, 2002; DelPo, 2007; Tourish, 2004). It s a common misconception that performance appraisal entails simply filling out an evaluation form answering prefabricated questions and checking boxes. If this were the case, you wouldn t need an entire book to help you do it right, and your evaluation wouldn t be worth the paper you wrote it on. When done correctly, performance appraisal is a process, not a document it is a way of structuring your relationship with your employees. A good appraisal system includes observation, documentation, and communication. It envisions a workplace in which supervisors know what is happening in their departments (who is doing what and how well) and document employee performance as it occurs. Supervisors and their employees should have open lines of communication. We will write a custom essay sample on Class Project Presentation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Employees should know how they are doing so they can make adjustments when they veer off track. Supervisors should know what obstacles get in the way of their employees performance so they can remove those obstacles as they arise (DelPo, 2007). PURPOSE Study shows that PA is commonly used by companies now, from every level or industrial background (Nakervis and Leece, 1997; Bach, 2003). Of course the phenomenon is not without cause, consider that sometimes PA is a hectic and hated job, time and cost consuming. Grote (2002) case in No. 14 is cited from DelPo (2007)- list the purpose of PA as follow: 1. Providing feedback to employees about their performance 2. Determining who gets promoted 3. Facilitating layoff or downsizing decisions 4. Encouraging performance improvement 5. Motivating superior performance 6. Setting and measuring goals 7. Counseling poor performers 8. Determining compensation changes Encouraging coaching and mentoring Supporting manpower planning or succession planning Determining individual training and development needs Determining organizational training and development needs Confirming that good hiring decisions are being made Providing legal defensibility for personnel decisions Case : A hospital fires an African-American doctor. She does not have an employment contract, so the hospital does not need just cause to ire her. Nonetheless, the doctor files a wrongful termination lawsuit, claiming that she was fired because of her race. When she files her lawsuit, she has no real evidence of racial discrimination; her case is based on her belief that she was always treated more harshly than her coworkers, most of whom were white men. The hospital responds by asserting that she was fired because of her poor diagnostic skills and her inability to get along with her coworkers. Her attorney requests her performance evaluations. Well managed PA system can prevent this kind of situation. Further reading about the issue of legal practice and PA, read The Performance Appraisal Handbook; Legal Practical Rules for Managers by Amy DelPo. 15. Improving overall organizational performance Performance Appraisal is an integrated part of company s Performance Management Strategy (PMS). Performance Management is a set of regular, ongoing human resource activities carried out by managers and supervisors relative to their subordinates to enhance and maintain employee performance toward the achievement of desired performance objectives (Vance and Paik, 2006). Why company need to create such job, what are the job requirement, job description, the most important thing to do in this job, issue surround the job, etc. 2. The Jobholder Who is suitable for the job? What are the requirements? 3. The Person Now, you have to know the person deeper. How is his performance compare to the previous year. Remember, know the person based on the job, not based on individual prejudices 4. The Self-Appraisal or Accomplishment List If you asked the individual to prepare a list of accomplishments or complete a self-appraisal (and return it to you in advance), this will be a worthwhile source of performance data. This information then can be gathered by assigned appraiser (supervisor, specialist, peers, appraisee, or all). There are two types of information: 1. Qualitative: Information of behavioral remarks, comments, symptom, process, expectation, etc. 2. Quantitative : Numerical information. Information about sales number, revenue, productivity (number of product per hour or per day), and area covered, etc. Quantitative is easier to be measured and less subjective. There are two types of quantitative information; pure numerical information, and scaled information. Scaled information is subjective and non-numerical information, but converted into number by scaling method. For example, 5 for Excellent, until 1 for very poor. Or 1 for Approved, 0 for Rejected (see additional exhibit, example of performance appraisal form of University of California). The appraiser can use combination of questionnaires, observation and interview to gather the information (an example of the standard PA form can be seen in the exhibit 1). The job can be very useful, yet sensitive because: 1. Common agreement among HR specialist that subjectivity cannot be avoided. . Legal consideration (sexual harassment, racism or libel issue) 3. No standard question or appraisal method available. Most of the organizations have to adjust the method for their organizational style. Performance Appraisal by only one appraiser sometimes might trigger subjectivity and bias. To prevent this, the method known as 360-degree Performance Appraisal is implemented. This form deviates from the vertical, hierarchical arrangement in that every member of an organization is placed at the centre point of a circle embracing all related employees, superiors and colleagues. Manager hates to measure their employee for some reason, while in the same time, employee hate to be scrutinized. Time consuming, high cost, and focused on past result rather than future development, are among the arguments, also additional findings show that performance appraisal can actually lead to poorer rather than better performance, tend to create prompt argument between appraiser and employee (Rothwell and Kazanas, 2003, cited from Martin and Bartol, 1998; Kikoski, 1999). Gloomy predictions about the end of performance appraisal even have been prophesied by some writer. As Bach (2003) noted, some have predict that appraisal would fall apart at the seams (cited from Margerison, 1976), due to employee ambivalence and union opposition, and added that the days of standardized appraisals were number (Bach, 2003, cited from Fletcher, 1993). (Cited from my journal study). Tourish (2004) revealed even more shaking information. As he cited from various research, that Appraisal should be avoided if it linked to numeration and payment, because sometimes may lead to moral hazard and even bankruptcy. As he wrote it: An illuminating example of what happens when this research is ignored may be in order. Enron was an organisation that combined both a ranking system and the linking of performance to pay. Its bankruptcy in 2001 stands (at the time of writing) as the biggest in US corporate history. As with many other aspects of its internal culture, its approach to appraisal is a valuable case study in what not to do. An internal performance review committee rated employees twice a year (Gladwell, 2002). They were graded on a scale of 1 to 5, on ten separate criteria, and then divided into one of three groups A s, who were to be challenged and given large rewards; B s, who were to be encouraged and affirmed, and C s, who were told to shape up or ship out. Those in the A category were referred to internally as water walkers. The process was known as rank and yank. The company s propensity to disproportionately reward those who were high achievers and risk-takers was widely acclaimed by business gurus (e. g. Hamel, 2000). Faculty from the prestigious Harvard Business School produced 11 case studies, uniformly praising its successes. However, problems multiplied. People chased high rankings because the potential rewards were enormous, while low rankings imperilled both their salaries and eventually their jobs. The appearance of success mattered more than its substance. In addition, internal promotions due to the appraisal system reached 20% a year. This made further evaluation more difficult, and inevitably more subjective how could you honestly rank someone s performance when they did not hold a position long enough to render sound judgement possible? Paradoxically, Enron had a punitive internal regime ( rank and yank ) but loose control (those adjudged to be top performers moved on too fast to be pinned down). In this case, ratings and performance pay formed a lethal mix. Internal staff churn, and a relentless emphasis on achieving high performance ratings in the interests of obtaining ever-greater personal rewards, contributed to the lax ethical atmosphere that precipitated the company s downfall. Versions of rank and yank have been used by many organisations, including General Electric and IBM. IBM, in the early 1990s, actually required that one out of every ten employees be allocated a poor rating, and given three months to improve or be fired (Gabor, 1992). The research evidence overwhelmingly suggests that such practices produce only defiance, defensiveness and rage (Kohn, 1999). However, despite all the criticisms, number of companies utilize this system is still growing. I think this is understandable because some findings correlate the implementation of effective and well created performance management system and performance appraisal, with employee s or organizational success. Waal (2008) in his research titled The effects of performance management on the operational sales results of a bank , showed that the PM related key events had a significant and lasting positive impact on the quantitative result of the division (Waal, 2008). Table 1: Disadvantage of PA, as identified from literature Source : Kourkit and Waal (2008) Other study conducted by Kourkit and Waal (2008), strengthen the previous findings. In this research, writers try to find out the correlation between advantageous and disadvantageous of Performance management, with companies success. The research showed that in general the advantages were experienced to a much greater degree than the disadvantages, and that specific reasons for use achieved specific advantages. With the research results, management can convince organizational members that SPM (strategic performance management), indeed beneficial for the organization (Kourkit and Waal, 2008. Italic added). Kourkit and Waal try to find the answer for dissatisfaction of PA process and they found out that there is no correlation between advantages created by Performance Management with dissatisfaction. In other word, companies where PA system works well will create the advantages it has promised. Future studies are needed to identify about what is going on with PA system in bankrupt companies (like Enron). Is it poor performance management might result their bankruptcy? Figure 2 : Relation Model developed by Kourkit and Wall (2008). Source : Kourkit and Wall (2008) TQM (Total Quality Management) by some also seen as the opposite of PA. Adoption of TQM, which emphasize more in team effort (Wikipedia, accessed 2010), didn t seems to lessen the spreading and growing importance of PA. Some have tried to reconcile the difference by creating a PA system that actually works so well in TQM (Marr and Kussy, 1993). This criticism is closely related with argument of team (emphasized by TQM) Vs. individual appraisal (PA). However, Kessler (2003) find out that, There is some evidence to suggest that use of team pay to support job design may have positive outcomes in terms of individual and organizational performance (Wageman 1995; Burgess et al. 2003). However, the take-up of team pay remains low with well under 20 per cent of organizations using it (CIPD 2003). Salary progressions based on team performance is even less in evidence; these findings are confirmed by other surveys (Thompson and Milsome 2001: 13). This low takeup suggests that despite some evidence of effectiveness, administrative difficulties remain in introducing team pay. It is not always easy to find a standard of team performance that can be linked to pay because teams often break up quickly and do not therefore represent a stable base for a pay. Moreover, it remains questionable whether team working in the strictest sense is as widespread as assumed (see Cully et al. 999: 43). Team-based pay may well be rare simply because genuine forms of team working are scarce. AVOIDING THE PERIL Performance Appraisal process, as we have seen, proven to be a dangerous game. However, it is necessary for company s success. Failure of PA process can sometimes attributed to human shortcomings. Tourish (2004) list 8 of that phenomenon that must be carefully avoided: 1. Appraisers frequently fall victim to the halo effect. There is a tendency to assume that a positive attribute or a job related success in one area automatically implies success in others. 2. Personal liking bias means that when supervisors like a subordinate, for whatever reason, they generally give them higher performance ratings, their judgment of the subordinate s work performance becomes less accurate and they show a disinclination to punish or deal with poor performance. 3. The horn effect arises when a problem in one area is assumed to be representative of defects elsewhere 4. The consistency error suggests that we have an exaggerated need to feel consistent in our opinions and judgments, and to assume that people and circumstances are more stable than they actually are (Millar et al. 1992). 5. The fundamental attribution error, discussed above, means that an appraiser tends to attribute poor performance to the personality of the interviewee, rather than to the situation. 6. The similarity bias means that we are attracted to people who look like us, sound like us and form a convenient echo chamber for our own ideas. 7. The what is evaluated problem arises when the behaviors being evaluated differ from those required to obtain organizational goals. 8. Each of these problems is exacerbated by ingratiation effects. People with lower status habitually seeking to influence those of greater status by exaggerating how much they agree with their opinions, policies and practices, and so ingratiate themselves with the powerful, and sometimes might create bias to these so called powerful. DelPo (2007) also found that unwise selection of words can lead to poor PA system. Not only create false hope and false impression, it also might lead to legal problem. Brief, based on the fact, rather than personal conclusion is better than a long, trying to be funny or conclusive word. The latter, might bring not only false facts, but also future problem. Organization is comprised of human, which is all unique, so also the organization. Standardized PA schemes from industry to industry, from size to another size will be better if was avoided. The common mistake that also always lead to rejection to PA is, the believe that PA is just an annual ordered ritual. Useless but a must. In fact, PA is a never stop process. The shift in paradigm regarding PA is needed now days. Formal, written and companies scale PA can be held annually, monthly, quarterly or half-a-year, but everyday informal PA through Management By Walking Around, Management By Objectives, through constant communications and immediate daily basis feedback, might lessen the hectic work of annual PA and might reduce the frighten about PA. If I can extent the scope of Performance Management Process, PMS actually started since the recruitment. If the recruitment ran well, it will reduce the burden of PA, since all employees are ready, or willing to improve. Future study also needed in this part to know whether good recruitment system is correlated with successful PA scheme, and vice versa. Communication is also the most important. Employee must have the willingness to hear the feedback, while management also must be willing to receipt critics regarding the PA schemes and procedure. At very last, but one of the most important, Company s value, philosophy, vision and mission is also are fundamental in PA system. CONCLUSION y PA is an integral part of human life. We have experienced it since the moment we can remember and understand word. We live by it, cope with it, and shaped by it. Strengthened and weakened by it. In school we received report card, in university we get grades, those all are part of life s Performance Appraisal. Even as Christian, I believe that PA will continue in the afterlife. Appraisal is needed, it is necessary for company s or employee s development. Some study reported that PA is correlated with performance, and the growing number of user of this method, strengthen its position of importance. y PA is needed to measure performance, personally. PA is irrelevant under assumption that all member of organization has done and will do a fine job with, or without evaluation.

Management Report free essay sample

Introduction This report follows a workplace inspection of an Oil Service Tools Company on the 4th November 2012 stating some good practices and poor health and safety practices carried out within the workplace area. The facility has different departments and one main office building. The office building mainly occupied by the senior health and safety practitioner dedicated for the whole facility, managers and global product line managers. The facility is divided for 4 main sheds, 3 sheds have only one dedicated department and one shed has two departments. Main activities carried out inside the workplace are inspection, welding, pressure testing, driving, servicing and radiation. There is one main access to the facility from the main road and a dedicated parking area for various departments operating within this facility. The facility is occupied by 127 employees whose roles revolve around servicing and inspecting the equipments which come from the field site. Most of the field engineers will be on call since they work as back to back (Rotation). We will write a custom essay sample on Management Report or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As a result, entrance and exit of the facility is heavily used. Potential hazards include slips, trips and falls, musculoskeletal injury, collision of pedestrians and vehicles, electrical shock, ionizing radiation, burn and work equipment hazards. This inspection focused on all activities mentioned earlier carried out within the facility workplace including welfare facilities provided by the company. ?Executive Summary It was pleasing to observe a high standard of housekeeping. There were adequate lighting inside and outside the workplace and good environmental factors such as well-ventilated workshops. The welfare facilities provided by the company is well maintained and in a very good condition. Moreover, these welfare facilities were clean and plenty of toilets and washrooms for the amount of employees operating inside the facility. However, during the inspection it was identified that some areas posed a risk of serious injury or ill health and requires some serious action in order to improve. Areas of concern were slips, trips and falls, musculoskeletal injury, collision of pedestrians and vehicles, electrical shock, ionizing radiation, burn and work equipment hazards. These important observations are covered and discussed in the findings part of the report. Most of the problems observed were related to overconfidence or over familiarity of the employees and not following the Safe System of Work (SSOW). Recommendations include some refresher courses for the employees and some particular technical training courses. Three good practices were identified during the inspections in regards of waste segregation, high level of housekeeping and high level of security in regards of radiation controls. Details of all observations identified during the inspection are attached at the end of this report. ?Main Findings 1. Observation No. 4 page 1 Observation No. 12 page 3 on the Observation Sheet, Controlling of Contractor on Site Proper Storage of Hazardous Materials: The flammable materials such as thinner, paint, acetylene must be stored in the proper storage area such as fire proof cabinets and with adequate environmental factors such as a well-ventilated area to avoid high temperature climate inside the storage area. Moreover, the combustible materials such as wood and paper and other hazardous substances which can easily feed the fire and make it out of control. This presents a significant risk of fire or explosion because of the poor perception of hazard identification by the department who stores these things next to each other. This mixture increases the hazard of fire and explosion which makes the workplace an unsafe for the employees and non-employees operating in that area. Moreover, it’s a clear violation for the health and safety policy of the company in regards of proper storage for the high flammable materials within the workplace. And it’s a duty of care for the employer to provide safe work place to protect the employees from any harm. Workers and 3rd party contractors must clearly and strictly follow the safe system of work. Provide an internal workshop for the employees to increase their awareness in the hazard identification and proper storing for the hazardous substances. Furthermore, a refresher induction training to be provided for the 3rd party contractors to make them aware of the company health and safety policy and to follow the safe system of work while operating inside the facility. 2. Observation 5 page 2 on the Observation Sheet, Pressure Test Design and Safety Precautions: High pressure test areas have specific requirements in regards of the design and to have good mean of control measures installed on it. This presents high risk for the employees who are working within that area while by passing next to the pressure test area and not knowing that there is a pressure test on going. This pressure test bay makes the workplace significantly unsafe and has high potential to cause severe harm to the employees and/or the equipments inside the workplace if any failure happens. This was a clear violation to the Global Health Safety Manual of the company for fitting and designing the pressure test bay inside of the workplace. Adequate supervision was not identified to make sure that this pressure test bay meets the requirements of the company health and safety manual. The department should review the design of the pressure test bay inside the workplace to meet the Global Safety Manual Procedures and work instructions. Moreover, they need to follow the safe system of work by installing the proper control measures (Audible Visual) to warn the employees that the pressure test is in progress. 3. Observation No. 7 page 2 on the Observation Sheet, Hot Work Operations: Hot work operations such as welding activities requires specific hazard identification assessment before starting the job and most importantly it requires permit to work to identify the number of employees who will operate within a specified area. This presents a high risk of fire and electrical shock for the employees if the risks associated with job were not assessed properly and by a competent risk assessor. The hot work operations requires specific work permit which is clearly stated and mentioned in the company safe working procedures and work instructions. However, there were no permit to work issued by the manager in charge since it was a small urgent job. This shows a clear violation of the safe working procedures and the work instructions which must be followed as per the company health and safety policy. The department must comply with the Safe Working Procedures and the given Work Instruction to cover all gabs and assess all the risks associated with the type of activities within the workplace to eliminate and reduce the risk for the employees who are working in the facility. 4. Observation No. 18 page 4 on the observation Sheet, Mobile Elevated Work Platform Usage: Working on a Mobile Elevated Work Platform requires special training and certification for the platform itself and for the employees who are performing any job on the Mobile Elevated Work Platform. Not meeting the above requirements imposes a high risk for the employees and the workers working around this platform. The Mobile Elevated Work Platform needs proper certification from a certified 3rd party contractor as per the Legal Requirements in the United Arab Emirates. Not complying with these legal requirements can put the company in danger of losing the industrial license and getting banned from the country. Moreover, the company’s safe system of work was not followed. This Mobile Elevated Work Platform was tagged as not fit to work until it gets certified by a proper certification 3rd party contractor and the employees to be sent to a specific training related to the Mobile Elevated Work Platform safe working procedures and work instructions to gain the proper knowledge and the experience of operating safely within the workplace. ?Conclusions Refresher courses are identified to ensure the safe work practices and the work instruction of the company is followed and to maintain good safety and health practices within the workplace especially in regards of storing of hazardous materials and equipments and separating these hazardous materials. Good level of housekeeping is required in the areas where the hazardous substances are stored near by the combustible substances to prevent any fire / explosion hazard from occurring inside the workplace which may lead to catastrophic consequences. This may cause severe injury to the employees or even death if precautions and control measures were not implemented. However, the inspection identified a number of good practices where the level of compliance to the legal and company requirements were clearly obvious and shown in all aspects such as waste segregation, high level of housekeeping in some departments and good means of security measures for the radiation activities which needs to continue in doing the examples of good health and safety practices within the workplace. Health and Safety must be a priority in the workplace and not secondary by concentrating more on the operations side which may lead to penalties, fines, prosecutions and compensation claims to the injured employees who were harmed inside the workplace. The recommendations mentioned in the report would be likely implemented at the earliest opportunity according to the priority allocated to them in the next section of this report. By doing so, the facility will be safer for the employees working within its boundaries and shows a high level of a positive health and safety culture which aim for continual improvement and it will reduce the cost of accident/incident and ill health happening inside the workplace. Moreover, the reputation of the company will be enhanced and becomes a very competitive in the marketplace.

Teaching Life Skills in the Classroom

Teaching Life Skills in the Classroom Life skills  are the skills that children need to be eventually become successful and productive parts of their society. They are the kinds of interpersonal skills that allow them to develop meaningful relationships, as well as more reflective skills that allow them to see their actions and responses critically and become happier adults. For a long time, this kind of skills training was the province of the home or church. But with more and more children - typical as well as special needs learners - showing life skills deficits, its become more and more a part of school curriculum. The goal is for students to achieve transition: going from children in school to young adults in the world. Life Skills Vs. Employment Skills Politicians and administrators often beat the drum for teaching life skills as a pathway to employment. And its true: Learning how to dress for an interview, answer questions appropriately and be part of a team are useful for professional careers. But life skills can be more general - and fundamental - than that.   Heres a list of crucial life skills and suggestions for implementing them in the classroom: Personal Accountability Teach personal responsibility or accountability by setting up a clear framework for students work. They should know to complete learning tasks on time, hand in assigned work and to use a calendar or agenda for school and home assignments and longer-term projects.   Routines In the classroom, routines include class rules such as: follow directions, raise your hand before speaking, remain on task without wandering, work independently, and cooperate by following the rules. Interactions Skills to be addressed through a lesson plan include: listening to others in large and small groups, knowing how to take turns, contributing appropriately, sharing, and being polite and respectful during all group and classroom activities. At Recess Life skills dont stop during lesson time. At recess, crucial skills can be taught, such as sharing equipment and sports items (balls, jump ropes etc.), understanding the importance of teamwork, avoiding arguments, accepting sports rules, and participating responsibly. Respecting Property Students need to be able to care appropriately for both school and personal property. This includes keeping desks tidy; returning materials to their proper storage locations; putting away coats, shoes, hats etc. and keeping all personal items organized and accessible. While all students benefit from life skills curriculums, it is especially helpful for special needs children. Those with severe learning disabilities, autistic tendencies, or developmental disorders only benefit from day-to-day responsibility. They need strategies in place to help them learn the essential life skills. This list will help you set up tracking systems and work with students to enhance those necessary skills. Eventually, self-tracking or monitoring can be achieved. You may want to devise a tracking sheet for specific areas to keep the student focused and on target.

Peroxidase Lab Report Essay Example

Peroxidase Lab Report Essay Example Peroxidase Lab Report Paper Peroxidase Lab Report Paper We were able to measure enzymatic activity by the change in absorbency per second with a spectrophotometer. By testing different concentrations of peroxides and its reaction rate in seconds, we were able to see that as the amount of enzyme increased the catalytic reaction also increased. The optimal amount of peroxides concentration to be used in the subsequent experiments was determined to be 1. 0 ml. Any amount above this would have caused the rate of absorbency to be too fast, making it too difficult to get accurate readings. Any amount below this would not have produced a reaction at an appreciable rate. (Dolphin, Fleck, Collect and Wastage, p. 76) In addition, our results show that a rise temperature and pH only increase the rate of reaction to a certain point before the reaction rate begins to decline dramatically. In the case of boiling of the enzyme there was no rate of reaction found whatsoever. A similar result was found when hydroxylation was added to the peroxides and it caused an inhibition reaction. Overall, the results show that the peroxides enzyme is sensitive with reference to the above factors in whether or not a reaction is catcalled. INTRODUCTION Enzymes are essential in the breakdown of certain materials or molecules that cannot be used by or are harmful to an organism as they are, into products that can be used or are not harmful for the organism. They are proteins and their structure consists of amino acids with a specific shape. Enzymes have an area called an active site where substrates (only a particular molecule or material to be converted) bind. When the substrate is bound to the active site on the whole entity becomes an enzyme-substrate complex. The substrates covalent bond is disrupted and this chemical change constructs a new product from the original abstract while leaving the enzyme unaffected. Once this new product is released, the enzyme can bind again with more of these molecules needing conversion. Sometimes the enzyme works with commences or cofactors such as vitamins or metallic ions to help the binding process. In other cases competitive inhibitors are at work and prevent a substrate from being bound to the active site on the enzyme. The competitive inhibitor is similar enough to bind with the enzyme, but because it is not a perfect match, the enzyme then loses its ability to catalyst a reaction for that moment. In accordance with these properties, we ill see how certain factors affect the reaction rate of peroxides. For our purposes in this lab we used the enzyme peroxides extracted from a turnip. Peroxides, along with the help of its iron ion cofactor, catalysts harmful hydrogen peroxide (H2O) into a harmless compound and water. In order to follow the rate of reaction for the breakdown of hydrogen peroxide, we used ecological, a colorless dye, which donates electrons and turns brown when it is oxidized. We used this dye so that we could measure the absorbency with the spectrophotometer as the hydrogen peroxide is being broken down and the lour change gets stronger over specific time intervals. We developed several null hypotheses for these experiments: 1) The amount of enzyme added to the reaction will not affect the rate of reaction. 2) Temperature will not affect the enzymatic activity. 3) pH will not affect enzymatic activity. 4) Similar molecule to substrate will not affect enzymatic activity. MATERIALS AND METHODS Materials and methods are taken from Lab Topic 7 in the Biological Investigations, 9th Edition. RESULTS Graph 1- Effects of Peroxides Amounts Graph 2 Temperature Effects on Peroxides Activity Graph 3 pH Effects on Peroxides Activity Graph 4 Boiled Peroxides Results Graph 5 Hydroxylation Results Graph 6 Optimum Temperature for Reaction Rate of Peroxides Graph 7 Optimum pH for Reaction Rate of Peroxides In Graph 1, Effects of Peroxides Amounts, it shows the difference in rates of reactions with different concentrations of peroxides in the solution Tubes 2 3 at 0. 5 ml, Tubes at 1. 0 ml and Tubes 6 7 at 2. 0 ml, along with corresponding line slopes. Graph 2, Temperature Effects on Peroxides Activity, shows the difference in rates of reaction for 1. Ml peroxides at ICC, Room Temperature ICC, ICC and ICC along with their corresponding line slopes. For Graph 3, pH Effects on Peroxides Activity, it shows the rates of reaction at pH 3, pH 5, pH 7 and pH 9, along with its corresponding line slopes at 1. 0 ml peroxides. Graph 4, Boiled Peroxides Results, shows the rates of reaction for 1. 0 ml between a Normal Extract of peroxides and a Boiled Extract of peroxides, both with their corresponding line slopes. In Graph 5, Hydroxylation Results, it shows rates of reaction for 1. Ml between a Normal Extract of peroxides without hydroxylation and a Hydroxylation-treated Extract of peroxides. Graph 6, Optimum Temperature for Reaction Rate of Peroxides, shows the slope of the line at each temperature. Lastly, Graph 7, Optimum pH for Reaction Rate of Peroxides, shows the slope of the line at each level of PH. DISCUSSION The significance of the observations in testing the enzyme peroxides and its rate of breaking down hydrogen peroxide helped us to make a decision as to whether to accept or reject our hypotheses in the experiment. The amount of peroxides concentration had a direct relationship to how slowly or how quickly a reaction took place. This result allowed us to reject our hypothesis that the mount of enzyme added to the reaction will not affect the rate of reaction. This test was important so that we could ascertain the best amount of concentration to use in the subsequent experiments with the spectrophotometer set at absorbency 470 NM and timed recordings at 20-second intervals for a total of 2 minutes. At 0. 5 ml of peroxides the reaction time was too slow thus no appreciable line or slope was rendered to measure the reaction with any accuracy. Conversely, it was a challenge to get accurate absorbency readings at 2. 0 ml of peroxides because the pace of the reaction appreciated so quickly and hen met equilibrium. At 1. 0 ml of peroxides the reaction time rendered an appreciable line and slope making it easier to record the absorbency every 20 seconds for 2 minutes and ultimately, the best concentration for use in the next experiments. It is known that when heat is applied to molecules, they move faster and collide more as the temperature rises. This is also true for the enzyme peroxides and its substrate until the temperature reaches ICC and then the reaction begins to taper off and it dives down drastically at ICC when the hydrogen bonds holding peroxides structure together begin to break. The results of this test confirm the same by the slope of each line and thereby we are able to reject our hypothesis that temperature has no effect on peroxides rate of reaction. At ICC the slope of the line is 0. 0071, at Room Temperature ? ICC the slope is 0. 0094, at ICC the slope is 0. 091 and at ICC it is 0. 0052. This is easily seen on the derivative Graph 6: Optimum Temperature for Reaction Rate of Peroxides attached. It should be mentioned here that in class it was decided from the table of results on the board for this experiment that ICC was the optimal temperature. In addition, it is difficult to fully see the results from the line graph number 2. As we can see here from the derivative graph, that just numbers without the prop er graphs can be misleading and it is necessary to take further steps in clarifying the observations and results. As for pH effects on peroxides activity, Graph 3, indicates that the amount of acidity or bassinets to a solution changes the three-dimensional structure of the enzyme and thereby changes the ability to bind with the substrate in an effective manner. Here we tested the null hypothesis: pH will not affect enzymatic activity. The results from Graph 3: pH Effects on Peroxides Activity indicate that the more acidic pH 3 level disrupted the enzymes ability to bind with its substrate and its reaction rate did not appreciate noticeably. As the solution became less acid at pH 5, the greatest reaction efficiency resulted. Once the pH was at 7 and beyond the reaction rate for peroxides and its binding ability became poor and the reaction rate declined. Again, it was necessary to do a derivative graph to see the slope results clearly. In Graph 7: Optimum pH for Reaction Rate of Peroxides, the rate of reaction increased drastically from pH 3 with a slope f 0. 00007 to pH 5 with a slope of 0. 0055 and then trails off as the bassinets increases at pH 7 with a slope of 0. 047 and plummets as it reaches pH 9 with a slope of 0. 0022. We can see the optimal pH is 5 in this experiment and we were able to refute our null hypothesis because it was shown that pH does affect peroxides reaction rates. In boiling the peroxides extract, the result was that no reaction activity was found. As mentioned in our book by Dolphin, Fleck, Collect and Wastage, the enzyme is denatured because the high temperature broke a large number of hydroge n bonds, which dramatically changed the structure of the enzyme permanently (82). A denatured enzyme cannot catalyst a reaction and this result appears evident on Graph 4: Boiled Peroxides Results. The comparison between a normal extract of peroxides and a boiled extract of peroxides shows that zero absorbency with no appreciation was yielded over the two minutes for the boiled extract as opposed to the normal extract that did yield an appreciable line with a slope of 0. 0099. Again, we can refute our null hypothesis of temperature will not affect the enzymatic activity. Finally, a null hypothesis that a similar molecule to substrate will not affect enzymatic activity was tested.

Examples of two problems in the healthcare field that have Essay

Examples of two problems in the healthcare field that have mathematical solutions - Essay Example For example, Young’s Rule is commonly used to determine child’s dose. The formula for Young’s Rule is as follows: Rationale for the use of Young’s Rule to determine dosage for children is that there is a lot of variation in the size, weight, and tolerance level of the children. There needs to be a formula that can standardize the determination of dosage for children regardless of these factors. Young’s Rule is particularly used when the dosage has not been recommended for the children by the manufacturer. Using Young’s Rule, dosage for a child can be determined just by using his/her age as the information. For example, if 500mg of a tablet is prescribed for an adult per day, then to find the dose for a child 10 years of age, the process would be as follows: Doctors and nurses operating in the health care industry have to deal with a lot of complicated cases quite often. New procedures and operations are being realized for the treatment and cure of diseases that have so far been considered incurable. Rapid advancement in the field of science and technology has provided answers for many unsolved questions. However, it is not easy to convince a patient that needs a surgery to undergo it. This is where statistics plays its role. Doctors gain confidence of the patients by referring to past patients that have undergone the surgeries successfully. Let’s suppose an older adult needs to have a polyp in the vocal cord surgically removed. He is double-minded on whether or not to undergo the surgery because he may not survive anesthesia as he also happens to be a patient of diabetes, asthma, and few other health complications. Mathematical solution for an old patient that wants to know what are the chances of survival after being given surgery under general anesthesia is providing him with the statistics mentioning the survival rate for patients of the same age in the past. The rationale for providing the patient with the statistics is that it