MSc.SERVICE QUALITY Total Quality Management Case Study Essay

MSc.SERVICE QUALITY Total Quality Management Case Study - Essay Example Communication Channels provides a comprehensive framework to an organisation for exchanging views and information. An effective communication channel is identified as one that provides a quick, easy, reliable and noise-free network among the stakeholders. The message gets to the receiver without delay and with minimum cost and is interpreted appropriately. Effective communication has following functions (Dickinson College, n.d.): Motivation – a simple appreciation email by management to recognize the hard work of an employee that circulates through the entire email system will surely motivate that particular employee and many others towards work achievements. Denis is advised to develop two-tier communication architecture. A call center should be established where a customer can call anytime. A relationship manager will be available for customer who will provide all the required support and will also take new orders. This would ensure highly personalized quality of service and customer satisfaction as the relationship manager will have first hand knowledge about all the customers they have been assigned. In the second tier, Denis is advised to develop an intranet coupled with an internal email system. The intranet can be used for effective top-down vertical communication where Denis can send policy or guideline to all the employees, and can also be used for effective upward and horizontal communication as the employees can share information, expertise and can provide feedback to the management. This will create an open culture where employees will feel more empowered, equalised participation will be possible and relationships among emplo yees will be solidified. Denis can make use of a variety of quality concepts, tools, and techniques. However, four techniques and models are proposed; each of these provides a complete quality framework that covers not one but all aspects of an organisation’s

Evidence-Based Practice Project Research Paper Example | Topics and Well Written Essays - 3750 words - 2

Evidence-Based Practice Project - Research Paper Example When a patient is on dialysis, circulation of the blood is on one side of a semipermeable membrane, while, on the other side, a special dialysis fluid is circulated. Blood composition must be closely matched by the dialysis fluid. Urea and creatinin, metabolic waste products, are diffused through the dialysis fluid membrane and discarded, while necessary substance diffusion is prevented by its presence in the dialysis fluid. (Answers.com). Dialysis treatment is demanding for the patient, as they must spend four hours during thrice weekly sessions hooked up to these machines. (Sonnier, 2000, p. 5). Because patients must observe strict dietary and fluid restrictions, there is a great mortality rate that is directly related to non-adherence with the dietary and fluid restriction protocol. Patients must self-care when they are on dialysis, and must comply with their prescribed regimen that is assigned to them when they start dialysis for the first time. Self-care and compliance are different, yet related, terms. There are reasons why patients do not self-care or comply correctly with their prescribed health regimen, and there are solutions that have been put forth. The solutions include increased education about the necessity of self-care, empowerment through education regarding how to self-care and behavioural modification. Self-care is defined as â€Å"the patients deliberate actions regulating his/her functioning and development for health and well-being.† (Ricka, et al., 2002, p. 329). Self-care is pertinent to the patients survival and well-being. Compliance is a related term, what that focuses mainly on the correlation between medically prescribed therapeutic regimen compliance and the outcome behaviours. (Ricka, et al., 2002, p. 331). Dietary factors that require compliance include regulating protein intake; limiting electrolytes, such as potassium and sodium; taking vitamin supplements; and lowering fluid

Evolution of foreign worker in Malaysia

Evolution of foreign worker in Malaysia Decades earlier, the movement of people from one place to another exist always. Pending their own reasons or motive, people have been moving for centuries from one place to another in order to continue their survival. To date, immigration amongst different countries is no longer a new phenomenon. At the time of world war, many inhabitants were displaced to other nation due to man-made and natural disasters. Until now, the phenomenon still exists which are primarily driven by poverty in their home country. Thus, there are both pull and push factors behind the migration of labour. The situation applies to Malaysia population as well. Multi-ethnic population in Malaysia demonstrated the long history of migration. About 40 per cent of its 26 million people are of immigrants. Due to its geographical location at the crossroads of Southeast Asia, Malaysia had for centuries been open to traders and travellers from the East and the West (Zahid Zamir. 2006). It is during the time of late nineteenth and early twentieth centuries that the inflow of foreign workers especially from the Indian subcontinent, China and Indonesia started to come into Malaysia. During the time of British colony, our country confronted with serious labour shortage. A solution has been taken to import the cheap labour resources from India and China to work in tin mines, rubber plantation and infrastructure development. In that period, these immigrant workers contributed cheap as well as adequate supply of local work force when local workers either found not suitable or interested in working under the same harsh conditions faced by the immigrant labours (Zahib Zamir, 2006). With the incoming foreign workers especially from China and India to work in the plantations, mines and the construction sectors, an alien community has formed before the independent of 1957. After gaining independence in 1957 and the establishment of the periodic 5 year Malaysia plan, the increasing population has prompted the country to put emphasis on housing need. As the construction industry outgrow the general economy, labour shortage were particularly acute in many indispensable trades such as concreting, carpentry, bricklaying, painting, tiling, bar bending, and plumbing by the late 1980s and 1990s (Abdul-Aziz, 1995). Phenomenon where local worker markets could not provide sufficient needs happen on that time. The agriculture sector was the first to experience labour shortage and followed by the construction and manufacturing sectors. Foreign workers from neighbouring countries seek employment as workers in these sectors (International Migrations in Malaysia, 27 Nov 2006). Basically, foreign workers who involve in construction industry come from different nationality such as Indonesia, Bangladesh, Philippines, Thailand, Pakistan and others. To date, the presence of foreign workers in Malaysia has become a norm. It is an immediate measurement to solve the labour shortage problem. The foreign workers has become part of Malaysia society as the demand for workforce is growing and poor work environment and image are accelerating existing workers to leave the construction field. In the recent time, foreign workers being largely absorbs to work in tight labour market conditions and low paying fields such as construction industry. Both developed and developing countries are apt to prohibit foreign worker from being legally employed for the purpose of limiting the number of illegal entrants to protect their domestic labourers. Foreign worker are allow to be employed in selected sectors such as plantation, manufacture as well as construction industry with specify limitations and regulations. 2.3 BASIC DATA ON FOREIGN WORKER According to Economic Report 2004/2005, total number of foreign workers rose from 4% of total employment in 1990 to about 10.7% in 1997 and 9% in 2001. As at July 2004, there are about 1.3 million registered foreign workers, constituting 12% of total employment in the country. Foreign workers have steadily increased in number over the past two decades and they have become a key part of the economy for most of the countries. However, for various reasons, the Government and the employers both small and big have tended to down play the importance of foreign labour in the countrys development. The primary objective of foreign worker to come and work in Malaysia was to make some fortune and return their home after some time. Combination of factors including the unattractiveness of manual construction work to local youths, an expanding manufacturing sector that offer better employment conditions, labour attrition, increasing opportunities for tertiary education, a lower birth rate and out-migration of Malaysia workers to high wages country such as Singapore and Japan have make the foreign worker become vital component in construction workforce in Malaysia (Abdul Rashid, Abdul Aziz, 2001). Local people are no longer able to sustain the demand and needs of construction industry (Azian, 2004). In order to maintain the rapid expansion of construction industry, foreign workers is the option to fulfil the needs. According to statistic on regularized foreign workers (Figure 2.1), it indicates that construction sector is the most active in utilizing foreign worker. According to Ahmad, 1996, the Malaysia construction industry has relied on foreign work force since early of 1980s. An estimated 60% of manual workers in the construction industry were foreign nationals in 1987 (Gill, 1988), a figure which increase to 70% in 1991 (Pillai, 1992) and then 80% in 1995 (Balaisegaram and Pillai, 1996). Since then, the local apprentices shed away from working in construction industry as they feel that working together with these migrant workers was not conducive. Furthermore, the shortages of construction workers was largely rooted from such well-known causes such as poor image, uncertainty in career path, lack of training and education, declining wages, poor work environment, and the transient nature of construction workers. All of the reasons above have caused large proportions of foreign workers in Mal aysia construction industry. The growth of foreign worker in construction industry is continuing. Figure 2.1 Number of regularized foreign workers by nationality (July 1992- December 1995). (Source; Immigration Department, as quoted in Kassim (1996)) From the statistic of Annual Labour Force Survey conducted by the Department of Statistics, it indicates that the number of legal foreign workers in Malaysia rose to 1,359,632 as at July 2004. Foreign workers are employed in all major sectors of the economy, with manufacturing accounting the largest share at 30.5%, services (25%), agriculture (24.7%) and construction (19.8%). These workers are normally employed in jobs critics label the 3D that is dangerous, difficult and dirty. In others words foreign workers are employ in position where local refused to do. Figure 2.2 Percentages of Legal Foreign Workers in Malaysia by Country (Source: Annual Labour Force Survey, Department of Statistics) From the Figure 2.2 above, majority of foreign workers are from Indonesia, averaging 66.5% of total foreign workers, followed by Nepal (9.2%), Bangladesh (8.0%), India (4.5%) and Myanmar (4.2%). By viewing the steadily rose amount on foreign workers, the Home Minister Datuk Seri Hishammuddin Hussein had announced that the government plans to reduce the number of foreign workers to 1.5 million in three years. MCA president Datuk Seri Dr Chua Soi Lek had recently called for the government to conduct a comprehensive study of the countrys dependence on foreign labour. Dr Chua noted that the countrys local labour force was not sufficient to maintain local industries despite the governments ambitious plans for a high-income economy under the New Economic Model. Hence, the strategy of government to reduce Malaysian dependency on foreign workers will be done after a long run. As long as there is unlimited supply of foreign workers, employer will continue rely on them to their advantage. 2.4 ADMISSION OF FOREIGN WORKER IN MALAYSIA Certain criteria and process have to be observed by foreign workers for entry into Malaysia. Started from 1 August 2005, application for foreign worker is submitted to a One-Stop Centre located in the Immigration Department of Malaysia. There are two types of migrants in Malaysia that is temporary migrants and permanent migrants. For those foreign workers that come into Malaysia in a specified period with single entry visa from Malaysia Embassy abroad, they are considered as temporary migrants. Initially, foreign worker is allowed to work for 3 years only and upon application be extended from year to year to the fifth year. For extension after fifth year, employer must obtain declaration from National Vocational Training Council (NVTC) or Construction Industry Development Board (CIDB) that the particular worker is a skilled worker. Basically, foreign workers are recruited to act as construction workers in the construction industry and work predominantly on construction sites and are typically engaged in aspects of the industry other than design or finance (Wikipedia, the free encyclopaedia). The job application of foreign workers includes bricklayer, carpenter, concrete finisher, fencer, labourer and etc. Foreign worker who wish to extend working period in Malaysia must obtain either Malaysian Skills Certificate level I II or Skilled Workers Certification from NVTC or Skills Proficiency Certificate or Skilled Foreign Workers Certification from CIDB. 2.5 REASONS CAUSE THE INFLOW OF FOREIGN WORKER TO MALAYSIA There are several factors that attract foreign workers to work in Malaysia. First and foremost, Malaysia is attractive to foreign workers because of its better economic performance and prospective. Most of the foreign workers are come from our neighbouring countries such as Indonesia, Thailand, Myanmar and Vietnam. It is a reality that the standard of life quality over their hometowns is much lower in Malaysia. In such countries, the populations are much higher with limited job opportunities. The respective country where foreign workers come from is still under developing and some of them live in poverty. Due to greater industrialised and improvement of economy in Malaysia, there has been a massive rural-urban migration drift, which in turn lead to a serious shortage of workers. Hence, foreign worker was attracted to work in Malaysia. As a multi- lingua and cultural country, the multi-ethic people in Malaysia mainly from Malays, Chinese and Indians can live together in a harmony lifestyle. This is the second pull factor to foreign workers to work in Malaysia as they feel that Malaysian are helpful, kind, friendly, cooperative and tolerate. Different with other country, the political and economic stability in Malaysia is also one of the factors tempting the inflow of foreign workers. As we all know, the policy regarding to foreign workers in Malaysia is fair and liberal, the country choose by foreign workers due to its pleasant moderate climate, open and liberal atmosphere. For foreign workers, Malaysia is heaven for them to work along with. Malaysia holds a better prospect for future of foreign labour because it is a fast developing and progressive nation. According to A. Namukundam (2002), the accelerated economic development programmes and the sustained high economics growth rates in Malaysia caused the influx of foreign workers to meet the increasing demand in Malaysia labour market. The demand for foreign labour is increase continuously in tandem with economic progress. 2.6 ELEMENTS THAT CAUSE THE EMPLOYMENT OF FOREIGN WORKER IN CONSTRUCTION INDUSTRY It is too broad to identify each of the reason that responsible for the incoming foreign worker in construction industry. Among the reasons of the local construction industry to employ foreign worker in construction industry are as below: 2.6.1 Shortage of workers especially in the 3D jobs (dangerous, dirty and difficult) In the point of view of local citizen, they consider and known construction job as 3Ds job. The first D refers to dirty, secondly is dangerous and last is difficult demeaning. For Malaysian, they normally prefer easier job. Job offer from construction except with professional knowledge and skill are becoming unpopular among the working population. Basically, foreign worker is place in lower end and heavier kind of job. There are only few participants of local people to be involved in construction sector. When given a choice, locals prefer to work under comfortable environment such as white collar work rather than work under the unstable weather. In this era of technology and industrialization, the job such as site supervisors, contractors, foreman, or general worker been regarded as tough and risk-prone. This is because the construction project will not limited in landed property, somehow, high rise property might be construct. Thus, in the mind of locals, construction work place is much more dangerous and accident rate is higher over site when compare to other industry. The working condition in construction industry also poor compare to other job scope such as in service sector and manufacturing sector. The construction industry does not provide a good image in front of locals. The poor image of construction industry include absence of job security, lack of management, lack of opportunities for career advancement has make local citizen decline to join the construction line. Foreign workers offer cheaper wages For employers in construction industry, they are allow to recruit foreign worker once they proof that effort have been done to recruit local but they are fail at last. As long as the foreign labour is allow entering and work in Malaysia, the employers can easily bring them to fill up the job deficiency in construction sector. It is obvious that employer can select their workers amongst locals or foreigners. Be realistically, most of the employers are cost-conscious. MTUC president Zainal Rampak stated that employers were more inclined to hire foreign worker who were prepared to accept low wages. Foreign worker offer much lower wages compared to locals. Beside than inexpensive, the foreign workers also possess some basic skill in construction and will work in accordance with discipline and working hard. Therefore, most of the employers in construction industry will have preference on foreign worker. Foreign workers willing to work for longer hours Foreign workers are the one who will accept both cheaper wages and worse term and conditions of employment, as their purpose is earn much money in shorter time frame. From the opinion of employer, the newly arrival labour willing to accept lower wages and less attractive work conditions (Michael, 2001). They being paid lower even they perform the same job as locals do. Sometimes they even perform longer hours of working time than local without blaming on it. Addition, Local Authorities Employees Association Chairman Abdul Rahman Mahad added that besides getting cheaper labour from foreign workers, employers also hired such workers as they were ready to work longer hours (The Star, 05 August 2004). According to Tey (1997), it is believed that they are no real shortages but employers prefer aliens especially illegal ones because they can easily be exploited as they have no resource to justice in front of law. As a conclusion, the employers who willing to recruit foreign labour were interested in lower wages and the hardworking character of foreign workers. Foreign worker easy to recruit There are only minimum requirement to be fulfil by foreign worker to take part in Malaysia construction industrys job. For foreign worker, only those who have passed the Induction Course and recognised by NVTC will be allowed to be brought into Malaysia. The Foreign Workers Orientation Course in Malaysia is a course that compulsory for all foreign workers brought in between 1/1/2004 and to date (M. Vivekanandan, 2008). After gone through the course, employer must ensure that foreign labour is insured with an insurance company appointed to the panel of Foreign Workers Compensation Insurance Scheme (SPPA) which under Workmen Compensation Act 1952. For requiring of additional foreign labour, the employers need Certificate of Registration of Foreign Worker under section 60K of EA 1955. After all the cost included had been paid by the employer and the foreign worker is allow to work in Malaysia with condition that he must pass the test on FOMEMA by registered clinic. Friends or relatives work in construction industry Aside from recruiting of foreign workers through Agent Company, there are some of the companies employing them through introduce of existing foreign workers at construction site. Some of the foreign workers being employ to Malaysia because of the relationship between relatives and friend. The working condition in their hometown is limited with job vacancies. Most of the foreign workers working in Malaysia with the reason to reunion with his family and meet their friends because mostly from them choose to work in other place such as Malaysia rather than stay in their hometown. This subsequently made the other foreign workers to choose Malaysia as the place they hope to go and work. Apart from that, local construction industry willing to employ them because they can save on the introducers fee and at the same time, they can recruit a well behaved foreign workers because the existing recognise relationship such as friends or relatives. Plentiful job vacancies on site Although in the opinion of locals that the wages paid off by construction industry in Malaysia is considered as low and insufficient, it is in the viewpoint of foreign that the basic salary that they gain in working in Malaysia is high. Due to greater industrialisation, urbanisation of economy and higher education levels, the general youth in Malaysia community always complain and dissatisfied with the income if they work in construction sector. For locals, they will only take part and work in construction sector if they are recruiting as project manager, site engineers, architects and so on who earn higher income. This situation creates a lot of job vacancies on site, foreign workers has been recruited to fill the empty space. From site coordinator, carpenter, ceiling worker, bar bender, roofer, plasterer to plumber, aluminium worker and painter, the job availability in construction sector is wide and many. All of jobs mentions above are always available in every project construction site which offers moderate wages and opportunities to foreign workers compared to jobs in their homeland. 2.7 CONSTRUCTION INDUSTRY Construction industry is a sort of service- industry that form real things like residential building, industrial facilities, infrastructure facilities and national land development (Kim, Hee Jin, 2002). This industry is comprised of a multitude of occupations, professions and organizations (Wong and Fung, 1999; Kanji and Wong, 1998; Sommerville, 1994). The complicated nature of operation has brought numerous of problem to construction industry. In construction industry, it comprises various parties such as architect, construction engineer, design engineer, project manager, construction manager, contractors, sub-contractors and also general workers. They are involved in the different phases of a construction project, which, include: feasibility, development, finance, concept development and review, estimate, detailed engineering, procurement, construction and start-up (Schultzel and Unruh, 1996). When either one of the party involved do not have co-operation or do something out of ord er, this will normally bring to project failure. Unlike the others industry such as manufacturing, the members of construction players usually change with each project. When different team meet together in one brand new project, their idea will be different and hence the product of construction industry is always unique and seldom mass produce. 2.8 QUALITY IN CONSTRUCTION INDUSTRY According to Hart, 1994, the term quality has a three-fold meaning in construction. Quality means getting the job done on time, ensuring that the basic characteristics of the final project fall within the required specifications and lastly it means getting the job done within budget. To achieve acceptable levels of quality, a project must be included three aspect that is time, satisfaction and cost. The quality of building will be affected when either one of it did not be fulfil. When the project of construction industry has inefficient quality levels, it will reflect to great expenditures of time, cost and resource in order to make up the shortcomings. Actually, the project quality is directly associated with conformance to specifications and fitness for use. Similar to other business activities and sectors, construction industry also has a lot of competitors. The construction industry neither faced aggressive competition at the regional level nor in international level. Therefore, it has to impose higher quality levels to ensure their position in the emerging international market. 2.8.1 Quality of workmanship The construction industry is being viewed as one with poor quality emphasis compared to other sectors like the manufacturing and service sectors (Kubal, 1994; Kanji and Wong, 1998; Wong and Fung, 1999). One of the criticisms directed to the quality of building is shoddy workmanship. The quality, cost and timely delivery of products in the construction industry very much depends on workmanship (The Hindu, 2006). Quality of workmanship can be measure through workers effectiveness and efficiency. The skill, experience and personal ability of the workmen go a long way in determine their quality of workmanship (COBRA, 2009). The workmanship refer to skill of workers on site during the time to processes, the peoples supervise, the materials, the product and etc. Workmanship is skill in an occupation or trade of different workmen based on their training or profession (Adetayo, 1995). Workmen according to Ogunmakin (2005) is the most important factor of production since it is the only factor that creates value and sets the general level of productivity. Workmen on site normally comprise of foreign workers, contractors, main craftsmen, apprentices of various trades and so on. The quality of workmanship produce by these workers is important because it is a main factor to produce quality building. Normally, foreign workers performing all kinds of labour work that does not require specify training. According to Ogunsemi, 2002, poor quality of workmanship makes it difficult or impossible for workers to perceive and apply the concepts of quality control and limits of tolerance for building production thereby, resulting in poor construction which may finally lead to building collapse. Quality of workmanship should be take note especially on the skill of foreign workers. 2.8.2 Quality of building materials Building materials are various substance or items that form the basic components of various elements of a building (COBRA, 2009). Two types of building materials can be found in construction industry that is natural occurring and mixture. Both of the building materials are prepare in adequate proportion to suit the purpose it is intended. Along the way in building construction, materials of varying shapes, sizes and amount are extensively used. The primary building materials on site are cement, sand, aggregate (of various classes), iron rods, water and timber (hard or soft wood) which is widely use in foundation works and structure works. These are referred to as star materials (Odulami, 2002) and they are usually mixed together to give different components and elements found in the erection of any building structures (COBRA, 2009). For a building with good quality, the materials used must be of some specific ultimate strength, which have been tested and certified to established its quality such as quality control (QC), quality assurance (QA) and quality level (QL). Aside of primary building materials, glass, aluminium, ceramics and etc. is secondary importance and have wide application in construction industry. Refer to Bolaji, 2002, due care must be taken in the selection of materials either primary or secondary where improved building techniques are a necessity because both of the materials are not separable. It is on record that, good building techniques are enhanced by building materials of good quality (Adebayo, 2000). If the building materials are not properly handed or stored, they may be seriously vulnerable and effects to quality of building. Before any material should be incorporated into building works, the issue of confirmation of quality of building materials must be taking serious. This is essential to avoid situations where majority of buildings fail in meeting safety obligations to the general public which may finally result into building collapse. COMPONENTS OF BUILDING Building failure occurs when there is a defect in one or more elements of the building which caused by inability of the material making up the components or incapability of workmanship. This further lead to impacts such as the building elements fall to perform its original function effectively and if seriously will lead to building collapse at last. A research was carried out by Bamidele (2000) and in Fadamiro (2002) , the causes of buiding collapse may be cause from natural disaster, design error, poor materials and workmanship, procedure error and poor maintenance. Every kind of building has a lifespan and all components and elements put together to make it functional are expected to sustain this lifespan (Odulami, 2002). Roofing The roof system functions as the primary sheltering element for the interior spaces of a building. Its form and construction should control the flow of water, air, heat and cold. A roof system must be structured to span across space and carry both its own weight and live loads such as wind. Roof system are the primary gravity loads for a building and its structural layout must correspond to the wall and column systems through which its loads are transferred down to the foundation system. Flooring Floor systems are the buildings primary horizontal planes which must support live loads people, furnishings and movable equipment and dead loads- the weight of the floor construction itself. Floor systems must transfer their loads horizontally across space to either beams or columns or to bearing walls. A floor systems edge conditions and connections to supporting foundation and wall systems affect both a buildings structural integrity and its physical appearance. Floor system must safely support the moving loads. Hence, it should be relatively stiff while maintaining its elasticity. Except for exterior decks, a building floor is normally not exposed to weather. Since they are all support traffic, however, durability, resistance to wear, and maintenance requirements are the factors to consider in the selections of a floor finish and the system required t support them. Wall Systems Wall systems are the vertical planes of a building which define and enclose its interior spaces. They may be bearing walls of homogeneous or composite construction, or they may be constructed of linear columns and beams with non-structural panels filing between them. How these walls and columns support floor and roof systems above, and how they are supported in tun by wall and foundation systems below, are determined by the structural capability of these systems qand the types of materials and connections used. Walls can also serve as shear planes which are designed to resists lateral winds and earthquake forces. Exterior walls serve as a protective shield against the weather for a buildings interior spaces and control the passage of heat and cold, air, moisture and water vapour, which also resistant to the weathering effects of sun, wind and rain. The interior walls which subdivide the space within a buiding may be either non-structural or load-bearing. Their construction should be able to support the desired finish materials. Doors and windows Doors provide access into a buildings interior from the exterior and passage between interior spaces. Exterior doors should provide weather tight seals when close and maintain the approximate insulation value of the buildings exterior walls. At the same time, the doorways should be large enough to move through easily and accommodate the moving of furnishings and equipment. Door performance include ease of operation, requirements for privacy and security, and any need for light, ventilation, and view. There are many types and sizes of windows, the choice of which affects not only the physical appearance of a building, but also the natural lighting, ventilations, view potential, and spatial quality of the buildings interior. As with exterior doors, windows should provide a weather tights seal when closed, have insulation valve, and resists the formation of condensation on their interior surfaces. Door and window units are normally factory- build, manufacturers may have standard sizes and corresponding rough-opening requirements for the various door and window types. From the exterior point of view, doors and windows are important elements in a buildings facades. The manner in which they break up a buildings surfaces affects the massing, visual weight, scale and articulation of the building form. Finish work There are severals materials and methods used to finish a buidings exterior and interior surfaces. Exterior wall surfaces should be durable and weather-resistant. Interior walls should be wear-resistant and cleanable. Floors should be durable and safe to walk on while ceilings should be relatively maintenance free. Additional factors to consider include a finish materials fire resistance, and thermal insulation value. Surface finishes have a critical influence on the aesthetic qualities of space. In the selection use of a finish material, the colour, texture, pattern and the way it meets and joins with other materials should be considered. WAY TO DIMINISH THE NEGATIVE EFFECTS THAT BRING BY INVOLVEMENT OF FOREIGN LABOUR In the past, there is always a prediction that the demand for foreign worker is going to be rise in the coming future in construction industry. To date, it is already a truth that the inflow of foreign worker into our country has achieve a high rate and the government or the private sector have the responsible to construct strategies to stop the inflow of new foreign worker and decrease the dependency on them. Several ways has been formulated by the authority governing the industry with the assistant of construction associations to overcome the problems faced by local construction company and developer firm when dealing with the issue of foreign workers. Government tighten hiring rules of foreign labour It is a true where Malaysia industries is bringing more foreign worker than needed in the country and the government has to plug loopholes that cause the oversupply. Drastic measurements has adopted by the government and for most recently topic is the amnesty programme that done by government to repatriate the immigrant workers especially illegal immigrants. As we all know, the foreign workers were needed to fill the shortage of local supply but it is not a long term measure to enable employers to cut cost. Hence, s

Frederick Jackson Turner’s Reliance on the Myth of an Unoccupied Americ

The Frontier Thesis has been very influential in people’s understanding of American values, government and culture until fairly recently. Frederick Jackson Turner outlines the frontier thesis in his essay â€Å"The Significance of the Frontier in American History†. He argues that expansion of society at the frontier is what explains America’s individuality and ruggedness. Furthermore, he argues that the communitarian values experienced on the frontier carry over to America’s unique perspective on democracy. This idea has been pervasive in studies of American History until fairly recently when it has come under scrutiny for numerous reasons. In his essay â€Å"The Trouble with Wilderness; or, Getting Back to the Wrong Nature†, William Cronon argues that many scholars, Turner included, fall victim to the false notion that a pristine, untouched wilderness existed before European intervention. Turner’s argument does indeed rely on the ide a of pristine wilderness, especially because he fails to notice the serious impact that Native Americans had on the landscape of the Americas before Europeans set foot in America. Turner fails to realize the extent to which Native Americans existed in the ‘Wilderness’ of the Americas before the frontier began to advance. Turner’s thesis relies on the idea that â€Å"easterners †¦ in moving to the wild unsettled lands of the frontier, shed the trappings of civilization †¦ and by reinfused themselves with a vigor, an independence, and a creativity that the source of American democracy and national character.† (Cronon) While this idea seems like a satisfying theory of why Americans are unique, it relies on the notion that the Frontier was â€Å"an area of free land,† which is not the case, undermining the the... ...icans lived in and tamed the land around them millennia before European settlers arrived. Works Cited Cronon, William â€Å"The Trouble with Wilderness; or, Getting Back to the Wrong Nature† ed., Uncommon Ground: Rethinking the Human Place in Nature, New York: W. W. Norton & Co., 1995, 69-90 Denevan, William M. "The Pristine Myth: The Landscape of the Americas in 1492." The Pristine Myth: The Landscape of the. Northern Arizona University, Web. 25 Mar. 2014. Krech, Shepard. The Ecological Indian: Myth and History. New York: W.W. Norton &, 1999. Print. Solnit, Rebecca. "Spectators." Savage Dreams: A Journey into the Hidden Wars of the American West. San Francisco: Sierra Club, 1994. 228-47. Print. Turner, Frederick Jackson. "The Significance of the Frontier in American History," Learner: Primary Sources. Annenberg Learner, Web. 25 Mar. 2014.

Ballroom Dance

Ballroom dance – refers to a set of  partner dances, which are enjoyed both  socially  and  competitively  around the world. Because of its  performance  and entertainment aspects, ballroom dance is also widely enjoyed on stage, film, and television. – may refer, at its widest, to almost any type of social dancing as recreation. However, with the emergence of  dance sport  in modern times, the term has become narrower in scope. It usually refers to the International Standard and International Latin style dances. These styles were developed in England,  and are now regulated by the  World Dance Council  (WDC). In the United States, two additional variations are popular: American Smooth  and  American Rhythm. – The term ‘ballroom dancing' is derived from the word  ball, which in turn originates from the Latin word  ballare  which means ‘to dance' (a ballroom being a large room specially designed for such dances). In times past, ballroom dancing was  social dancing  for the privileged, leaving  folk dancing  for the lower classes. These boundaries have since become blurred, and it should be noted even in times long gone, many ballroom dances were really elevated folk dances. The definition of ballroom dance also depends on the era: balls have featured popular dances of the day such as the  Minuet,  Quadrille, Polonaise,  Polka,  Mazurka, and others, which are now considered to be  historical dances. Ballroom  Dances 1. Cha Cha The Cha Cha is a lively, flirtatious ballroom dance full of passion and energy. The classic â€Å"Cuban motion† gives the Cha Cha its unique style. Partners work together to synchronize each movement in perfect alignment. 2. Foxtrot The Foxtrot is a ballroom dance that is lots of fun and simple to learn†¦ n excellent dance for beginners. The Foxtrot is a smooth dance in which dancers make long, flowing movements across the floor. 3. Jive Jive is a ballroom dance style that originated in the United States from African-Americans. It is a lively form of Swing dance, and a variation of the Jitterbug. 4. Lindy Hop The Lindy Hop is the ballroom dance considered to be the father of all Swing dances. It is known for its unique, athletic style, and often contains aerial jumps, twists and flips. 5. Mambo he Mambo is one of the most sensual and emotional Latin American ballroom dances. Swaying hip movements, facial expressions, arm movements and holds all add to the sensuality of the dance. 6. Paso Doble The Paso Doble is one of the liveliest ballroom dances, originating in southern France. It is modeled after the sound, drama, and movement of the Spanish bullfight. 7. Quickstep The Quickstep is a quick version of the Foxtrot. It is a ballroom dance comprised of extremely quick stepping, syncopated feet rhythms, and runs of quick steps. The Quickstep is exciting to watch, but among the most difficult of all the ballroom dances. . Rumba The Rumba is considered by many to be the most romantic and sensual of all Latin ballroom dances. It is often referred to as the â€Å"Grandfather of the Latin dances. † 9. Samba Possibly the most popular of all Brazilian ballroom dances, the Samba is popular with young people as well as older generations. The Samba can be performed solo or with a partner. 10. Tango The Tango is one of the most fascinating of all ballroom danc es. This sensual ballroom dance originated in South America in the early twentieth century. 1. Viennese Waltz The Viennese Waltz is a quick rotating ballroom dance with a subtle rise and fall. It is considered by most to be one of the most difficult dances to learn. The simple and elegant rotational movement characterizes the Viennese Waltz. 12. Waltz The Waltz is one of the smoothest ballroom dances. It is a progressive dance marked by long, flowing movements, continuous turns, and â€Å"rise and fall. † The dance is so graceful and elegant, Waltz dancers appear to glide around the floor with almost no effort.

Abstract Views on Military Retention

The words â€Å"material† and â€Å"personnel† are abstractions, but the weapons systems and the devoted human beings organized to make and use them are real. Reducing the size of the military also means ending jobs and forcing career changes on many people who deserve better from their nation. However, it has become apparent that many of today's military members separate voluntarily. This research project seeks to inform the debate on military retention by examining the evidence for separations from military service into civilian community. The objective is to identify what factors have the most weight in separation decisions, as well as the factors that have the most weight for those deciding not to separate from the service. Over the past year, members of the armed services have been separating at an alarming rate. In an effort to combat the mass exodus of people from the uniformed ranks, the government has turned to the use of re-enlistment and extension bonuses, increased pay, and numerous other incentives, but has had little success. A common response from people leaving the armed forces is that the decision to leave has nothing to do with money, but rather other â€Å"quality of life† issues. What then are some of the major factors influencing people†s decisions to leave? For those who have decided to stay, is it because of the incentives recently offered, or would they have stayed anyway? There are several different factors involving the economy that may possibly have an effect for the status of the military population. The job shortfall in the lagging U. S. economy is now some 8 to 10 million; cuts in the military services will contribute an additional half million job seekers a year by the year 2000, substantially increasing the need for job creation. Has the military encouraged career-minded personnel in overstaffed job specialties to leave voluntarily (thus minimizing the lump-sum severance payment or a long-term annuity)? Are the programs as generous as the pay and benefits that military personnel are eligible for if they retire after 20 years of service? Because the Pentagon has announced that no one with 15 years or more of service would be dismissed before hitting the 20-year mark, few people with 15 years to 20 years of service have opted to leave. The 15-20 year group includes 225,000 officers and senior enlisted personnel – 12 percent of the active-duty force. Active-duty military personnel are not vested with retirement benefits until they have served for 20 years. Once vested, they can draw sizable annuities for life, often starting in their mid-40s, while they begin second careers. Can this be yet another reason for low retention rates? Are there differences between different service departments? Differences between officers and enlisted personnel, male/female, rank, education level, or the number of dependents of member has? All of these areas will be explored and discussed within the text. After combining personal experiences and views of our group, conducting a group survey, and analyzed the results of our research, it was not difficult to conclude that military retention is a growing problem. There are many reasons for this, but the most stressed issues have been those which impact quality of life. The quality of life issues have become so well known that it affects recruiting efforts of all branches of the military. The following will discuss some recent literary reviews and government statements concerning retention in the military, along with the problem of retention, some reasons for the problem, and some possible solutions that are now being established. As stated earlier, issues concerning quality of life seem to be the most important when it comes to retention in the military. For those members of the military who complete their first term successfully and whose performance warrants retention consideration, quality of life factors are important. Surveys have been able to document links between retention and quality of life. In January 1999, Maj. Gen. Donald A. Lamontagne, from Peterson Air Force Base, Co. , addressed the Air Force Space Command Public Affairs in saying that â€Å"We†ve been trying to fix pilot retention with more money, but that†s not the problem. It†s going back and forth to the desert that†s causing the problems, and what†s happening is we are losing pilots faster than we can train them. Last year we lost out pilots at a rate of two every day. Somehow we have to stabilize this. † Military personnel are tired of being deployed for months at a time with very little notice and also want benefits and retirements enhanced and secured. Although compensation was not the leading factor in decisions to leave the military, there is a significant gap between military and civilian compensation that needs to be addressed, as this will aid in recruitment and retention. Government budget cutbacks are also a problem, not only for reasons such as personnel benefits and retirements; for example, the Air Force alone has a $5 billion shortfall in their budget for spare-parts. This makes it very difficult to accomplish and build a world-class Air Force for the future, and lowers the morale of its members. Recruiting and retention issues are not just active duty issues. The National Guard and reserve forces also face these same challenges. Yet, here again, these members face a continuing challenge to benefits. The AFSA (Air Force Sergeants Association), is trying to preserve one guard/reserve benefit that has paid good dividends: the current practice of providing 15 days of fully paid â€Å"military leave† to federal civil servants who are also in the guard or reserve. One administration proposal will, in effect, cost most members their military pay by limiting the total compensation to the higher of civilian pay or military pay, versus the current practice of paying both. It is believed that any such limitation will significantly harm recruiting and retention of those who are civil servants. In particular, former (already trained) military members who become civil servants would lose a major incentive to serve in a reserve capacity. Those civil servants with no prior military service will lose a major incentive to join the reserves. Equally as important is the unknown effect this change will have on civilian employers† support that is currently provided to guard and reserve personnel. Eliminating this program clearly sends the wrong message. The decision to leave or not to join one of the services has been determined in a large part on the perceived steady decline in the quality of life and benefits. To keep a fit, fighting force for the twenty-first century, we as a nation should find the money to pay for it. With so many problems, there is a need for many solutions. All branches of the military are establishing solutions, which in time will tell if they will be successful. The following describes some positive steps for the military, which should be helpful to many areas, and many people. According to Gen. Dick Hawley, Commander, Air Combat Command at Langley Air Force Base, VA, a huge step concerning the quality of life issue has been made by the Air Force. Currently, in Air Combat Command, they are giving almost 80 percent of their people four months notice of lengthy deployments, and almost never has anyone deployed from Air Combat Command with less than a month†s notice. In the past it was not unusual to get a one-week notice for a four-month deployment. This will significantly improve the stability and predictability of personal schedules so people can manage both their professional and personal lives. People can plan educational programs and family events more adequately. Another method used by the Air Force is team basing. Individuals being deployed to certain areas are deployed in teams. This method shows support and should be positive for the morale of their people. The Air Force also is trying to combat the retention problem through assignments, especially with the home-basing concept. With overseas assignments, their people are moving earlier than they would like. With the home-basing concept, this would give the opportunity to elect a home-base location after four to six years on active duty. The concept will allow members to remain at the base they choose for an extended number of years, possibly even until retirement. This doesn†t mean people would never leave. They may have to pull a short tour or go for training, but then they would return to the same base. This would allow families to build equity in homes, children could remain in the same schools, and spouses could keep their own jobs and careers. The longer notices of deployment would also give members time to complete or make arrangements for their continued education. The military strives on professional military education and provides excellent reimbursements for those who choose to further their education. It has become almost mandatory to have a master†s degree to make Lieutenant Colonel and Colonel, with approximately 98 percent of those selected having a master†s degree. The medical issues concerning Tricare are being looked at for possible changes for the better, along with increasing retirement benefits. The military is trying to improve Tricare to match the level of care authorized by the Federal Employees Health Benefit Program (FEHBP). If done, the cost share should cost the military beneficiary no more than those insured by FEHBP and should include, as a minimum, preventative care, dental care, and a universal (including mail-order) prescription drug service. The military retirement system has changed three times, and each time decreasing the benefit. It was last changed in 1986 and now only provides retirement pay based on 40 percent of the high three years of base pay. The issue is still in debate as whether or not to increase the retirement benefit back to 50 percent of base pay. This is a major issue in deciding whether to leave the military or to stay in longer and is also an issue when recruiting. In 1981, by way of the Department of Defense Appropriations Act, U. S. Congress mandated that the Military Services, at least annually, provide each member a meaningful statement of total compensation, so that the member fully considers total compensation when making career decisions. The Department of the Navy, in particular, has established the Personal Statement of Military Compensation (PSMC). PSMC is a long term Navy project to give members, at least once a year, a summary of total earnings as an active duty member of the U. S. Navy. The total is made up of cash pays, allowances, and bonuses. The allowances include such things as on-base housing and meals, and benefits include commissaries, exchanges, and hospitals, as well as future benefits such as retirement pay and social security payments. Navy leaders support wholeheartedly the effort to get the full compensation story out to current and potential Navy members thereby contributing to the success of Navy retention and recruiting programs. With technological advancements growing, the military faces another problem with retention. Retention is necessary for essential positions of the military, in which members may choose to leave for whatever reason. One remedy put in place by the U. S. Office of Personnel Management is the Y2K Assistance for Agencies. This plan deals with recruiting and retaining Information Technology Professionals. The Office of Personnel Management states in their bulletin under agency-based flexibility, the procedure for retention allowances. It is stated that agencies have discretionary authority to make continuing (i. . , biweekly) payments of up to 25 percent of basic pay to individual employees and of up to 10 percent of basic pay to a group or category of employees based upon a determination by the agency that: (1) the unusually high or unique qualifications of the employees or a special need of the agency for the employees† services makes it essential to retain the employees; and (2) th e employee or a significant number of employees in the targeted category would be likely to leave the Federal Government (for any reason, including retirement) in the absence of a retention allowance. Retention allowances must be paid in accordance with the agency†s previously established retention allowance plan and must be reviewed and certified annually. Retention allowances are subject to the aggregate limitation on total pay, which is currently $151,800. Another retention technique, and also a way to increase overall morale, is by distributing performance and incentive awards. Agencies within the military have discretionary authority to grant an employee a lump-sum cash award based on a â€Å"Fully Successful† or better rating of record or in recognition of accomplishments that contribute to the efficiency, economy, or other improvement of Government operations. Awards can be tied to specific achievements such as meeting milestones that are identified as part of the work needed to achieve Year 2000 conversion goals. Cash awards do not increase an employee†s basic pay. Awards based on the rating of record can be up to 10 percent of salary, or up to 20 percent for exceptional performance, provided the award does not exceed $10,000 per employee. On January 5, 1999, at a hearing of the Senate Armed Services Committee, Air Force Chief of Staff Gen. Michael E. Ryan called for an additional $30 billion more in Air Force spending dedicated to the readiness program over the next five years. This was in addition to the President†s already proposed injection of $110 billion into the Pentagon†s budget for the readiness program to boost mission capability rates. The service chiefs also urged Congress to press ahead with the President†s previously announced FY 2000 overall 4. 4 percent pay raises, additional targeted pay raises for mid-grade officers and noncommissioned officers and restoration of retirement benefits to 50 percent of base pay for 20 years of service. This confirms to current and potential members of the military that programs are in place to upgrade overall qualities of the military life. According to the U. S. General Accounting Office, more than 30 percent of first term sailors and Marines do not complete the first term of service, many for reasons that relate to poor screening rather than quality of life issues. Although quality of life issues are still considered among the most important when discussing retention, the most useful future research on quality of life issues should connect both objective and subjective variables to militarily relevant outcomes. Issues such as actual retention, on-the-job performance, and overall duty performance, and ultimately readiness and combat performance need to be looked at. Currently, only a fraction of the quality of life research makes the connection between the inputs and these outcomes. Most of this research has focused only on retention. Researchers need to use or to develop metrics that indicate the fighting effectiveness of the military, and then to identify which quality of life programs influence these measures of effectiveness. This, along with more funding, and awareness of military life and its qualities will enhance the future of the military. The data collected came from a simple survey (Appendix A). In all, 114 surveys were collected over a period of 12 days. There was not a particular target group, as the retention problem appears to be spread among service members of all ranks. The only criterion was that individuals had to be at least half way through his/her first enlistment or period of obligated service. This would have given them ample time to be exposed to military life and form an opinion as to whether they would continue serving in the military. Some of the individuals answering the survey seemed reluctant to provide their name, especially when they read the portion of the survey concerning dissatisfying aspects of military service. Many questioned who would see the survey, and only filled it out after they were assured that the information would not be seen by anyone outside the research group. Once the data was collected, it was categorized based on branch of service and whether the individual was on officer or enlisted. Due to the proximity of bases in the area, members of the United States Navy and Marine Corps filled out the majority of surveys. Members of the United States Air Force filled out the remainder of the surveys. The Army was not represented. The results of the survey can be found in Appendix B. While the total number of surveys collected represents less than one tenth of one percent of the total number of people currently on active duty, it does provide some useful data in terms of why there is a growing amount of dissatisfaction among military members. Respondents were put into one of four categories: Navy/Marine Officer; Navy/Marine Enlisted; Air Force Officer; and Air Force Enlisted. Most categories balanced as expected with the exception of two – average age and average time in service for Air Force enlisted members. Both were higher than expected due to a relatively large number of senior-enlisted within the group. When asked what the primary reason for joining the military was, sixty-two percent (62%) answered â€Å"to serve my country† or some variation of that statement. Eleven percent (11%) responded that they joined to have a job or career. Ten percent (10%) answered that they joined because of the opportunity to travel, while an additional ten percent (10%) said they joined as a means toward receiving a higher education. Relating these responses to Maslow†s Need Hierarchy, it can be said that military service, in some way, for some people, satisfies one or more of those needs. Service to country, making what they feel is a meaningful contribution, satisfies the inner need for self-actualization. The military is often viewed as a log-term commitment or even life-long career, with a high degree of job security. Although there have been numerous reductions-in-force (RIFs) over the years due to a steadily declining budget, the military is still seen as an organization where its members can stay for as long as they desire. This, according to Maslow, would satisfy the need for security. The opportunity to further one†s education and to travel fulfills the need for self-esteem. Ever since the Gulf War, the public†s opinion of those in the military has risen significantly in the favorable direction. All of these contribute to positive feelings by military members and help satisfy the need for self-esteem. When asked which aspects of military service were most satisfying, the most common answer, by far, was making friends. Again, when relating this to the Need Hierarchy, the social need is the only one that cannot be met by an individual. It is reasonable to assume that this need is important because of the unique type of demands military service puts on a family. The majority of service members have to re-locate, on average, every three years. This equates to a new home, new jobs, and new schools for everyone. Even though a service member might choose to serve 20 years, he has more than likely moved at least 6 times, unlike his civilian counterpart, who in 20 years may have never moved once. The second most common response regarding satisfying aspects was the opportunity to travel. Again, moving every 3 years, gives personnel ample opportunity to live in a variety of locations both stateside and abroad. There are many bases throughout the world. Getting stationed in some of the more desirable areas certainly makes the idea of relocating easier. If an individual is assigned to a deploying unit, he/she can expect to go to different areas, as required, for duration of a few days to as long as six months. This is not always seen as a satisfying aspect and the negative side of this will be discussed later. Also, certain â€Å"perks† such as the use of Air Mobility Command (AMC), provides the ability to travel all over the world on a space available basis with little or no cost to personnel. We also asked military personnel what the three most dissatisfying aspects of being in the military were. Due to the differences in military branch, rank, time in service, and age, we received a variety of reasons. Like any other survey we received some questionable responses, such as not being able to smoke pot (marijuana) and having to wear a uniform everyday. At times it was hard to distinguish whether these responses were serious. On the other hand, we also received many valid reasons. From the results of the 114 surveys we got back, it was determined that the three most common dissatisfying aspects of being in the military were: family separation, poor leadership, and eroding benefits. Family separation is of great concern for the majority of military members, particularly those who are married. Military members can be assigned permanent change of station (PCS) orders unaccompanied (without spouse or other dependents) for up to 15 months or they can be sent to numerous short notice deployments. Whether they are Navy, Marines, or Air Force, they are sent away from their families an average of 40% to 50% percent of the year. Some examples of these separations were provided on the additional comments section. For Navy personnel, they had to be away from their families for approximately 6 months in order to fulfill their ship/sea duty as required by the Navy. In some instances, such as for pilots, they were re-deployed from the carriers to different locations for unspecified lengths of time. For Marines, they were also tasked for numerous deployments through out the year without knowing how long they would be gone. The Marine pilots were also in the same position as the Navy pilots, as they usually train together on aircraft carriers. For Air Force personnel, the situation was similar. Numerous deployments throughout the year to different bases, such as Southwest Asia, which are at least 4 months long, seem to be very unpopular among military members. These deployments are usually to remote places half way around the world where living conditions are very poor. Some locations don†t even provide individuals a way to communicate back to their families. These situations take a toll on marriages. Several surveys indicated that these types of constant deployments contributed to military members being divorced at least two or three times throughout their military careers. For single military members, being away from their home stations also made it impossible for them to go home on leave to visit their families. Many of the young, single enlisted members said it was difficult not to be able to go home for holidays, but rather having to spend them alone at deployed locations. In some instances, it was impossible for military members to go home at times of emergency, such as severe illness or death of an immediate family member. These situations are hard enough and family separation only makes them more difficult. There are numerous reasons why deployments or unaccompanied permanent change of stations (PCS†s) can cause hardships on military members but the main dissatisfaction is family separation. Poor Leadership is another popular dissatisfying aspect of being in the military. Just like any organization, you are going to have a few managers/leaders that are not very popular among employees. In the military, managers or leaders are appointed differently than in traditional civilian organizations. Supervisors or leaders are appointed according to rank. For example, if somebody is newly appointed to your section and he or she is the highest- ranking person there, they are usually the ones in charge of the section. For this reason, you might get a good leader that knows how to treat people and take care of business, or you might get the â€Å"micro-managing† leader that is just looking out for him/herself in order to get a promotion or favorable evaluation. This type of leadership is found in every position throughout the military. It can range from one†s immediate supervisor, to shop chief, flight chief, section commander, squadron commander and so on. Since one of the main goals of every military member is to achieve the highest rank possible, criticizing or speaking out against poor leadership can be detrimental to one†s career advancement. One of the main complaints about leadership, according to those answering the survey, is that leadership does not remain constant. People, usually those in leadership positions that are trying to â€Å"get a check in the block† for the next promotion, can be assigned to a duty station or duty section anywhere from one to three or more years. These leaders usually try to quick-fix existing problems or they leave them for the person replacing them. This results in work sections getting a mix of management styles. The assigned personnel that remain are the ones that have to endure this. They might get good leaders for short periods of time and then have them replaced by bad leaders and so on throughout their assignment. Yet another example of poor leadership, according to surveyees, are those who â€Å"brown-nose† or â€Å"suck-up† to leaders in the organizations. These are leaders that are afraid or not willing to make suggestions to superiors on how to fix organizational problems. They would rather blindly do as their superiors tell them. These leaders or â€Å"politicians†, as stated before, are just looking out for themselves. Eroding benefits was the third most common dissatisfying aspect of being in the military. According to those â€Å"career† military members that have been in over ten years, military benefits have been cut back drastically over the past few years. Those members that joined the military within the last few years do not have the same benefits that those that joined over ten years ago do. For example, the amount of retirement pay after 20 years of service is 50% of base pay for those that joined prior to 1986 and 40% for those that have joined since. Another major complaint is that medical benefits and the quality of medical care have been decreasing every year. Another source of dissatisfaction is that training opportunities or assignment preferences are not available anymore. Some personnel feel stuck in certain locations, and it denies them one of the major reasons for joining in the first place – an opportunity to travel. While some personnel enjoy the stability of not having to move as much, there are many who like to move at the end of their tour and move on to another location. Military members see cutbacks as the major reason for increased family separation, decreasing benefits, and the development and advancement of poor leaders. Over the last several years, the military has gone through a massive downsizing. This resulted in having to continuously do more with less. The operations tempo of many flying squadrons increased and due to under-manning, assigned personnel has to constantly go on deployments. Promotions are now harder to come by because now there are many people competing for fewer positions. The cutbacks in the military budget have caused the closing of many military installations around the world. Military members viewed many of these installations as benefits because they were considered popular assignment preferences. These assignments were in popular spots around the world that were, for some members, reason to join the military in order to get there. There are various reasons individuals are deciding to voluntarily leave the military. Despite relatively high job security and increasing monetary incentives, many do not feel this is compensation enough to have to endure the increasing hardships put upon them. What can the military do to retain personnel? The government must start by addressing the numerous quality of life issues that military members currently face. Merely offering more money to people will entice some to stay, but the reason most people joined in the first place had nothing to do with money. It is a well-known fact, verified by numerous studies, that a pay gap exists between military members and what would be considered their equivalent civilian counterpart. Until these issues are addressed and personnel start to see a real change in operations and personnel tempo, the military is going to continue to see good people leave its ranks.

Webonomics essays

Webonomics essays Webonomics, by Evan I. Schwartz, is a practical, strategic tool for positioning and growing your business in the todays exploding World Wide Web economy. Schwartz addresses the unique problems and rewards businesses can expect to encounter when conducting business in cyberspace. He also dispels some of the most common misconceptions about doing business on the Web. More importantly, Schwartz targets the key to business success on the Web: understanding consumer behaviors and expectations. From scores of case studies, Schwartz has formulated nine guidelines for growing your business on the Web. Schwartzs analysis of these cases clearly explains why some businesses thrive and others fail miserably on the Web. To illustrate Schwartzs nine principles of Webonomics, this synopsis includes only a handful of his case studies. To apply his nine principles, Schwartz warns that we must first understand the motivations behind four main groups involved in the Web economy: The consumers, the content creators, the marketers, and the infrastructure companies (3). The consumers are in the drivers seat. They expect to make the Web a place of their own, a place of customized information and relationships. The content creators are those ventures that inhabit the Web and attempt to inform and amuse visitors. Content creators attempt to enhance their brand image and somehow make their Web sites profitable ventures. The marketers represent the thousands of companies that are promoting and selling products and services. The marketers who use a traditional approach to advertise, market, and sell their product on the Web will fall short of success. Finally, the infrastructure companies are selling the tools (hardware and software) to reach this digital landscape. Keeping these four main groups in mind, we now ex amine Schwartzs nine principles of Webonomics. Principle 1: Quality of Experience, Not Quantit...

Response to Intervention and Assistive Technology

Response to Intervention and Assistive Technology Introduction Response to intervention (RTI) can be defined as a framework that enables the differentiations of instructional interventions for each student based on their demonstrated need (Greenwood et al., 2011).Advertising We will write a custom essay sample on Response to Intervention and Assistive Technology specifically for you for only $16.05 $11/page Learn More RTI encompasses the use of universal screening for all students to identify those experiencing learning difficulties as well as those with Special Learning Disability (SLD) before there is a measurable discrepancy that qualifies the student for special services. The identified students are provided with additional intervention, frequent monitoring and assistive technology tools so as to improve their performance. Assistive technology is one of the RTI interventions and is provided for individuals with disabilities so that they can perform functions deemed difficult or impossible. Response to i ntervention (RTI) implementation Practices RTI identifies students with learning problems that need specialized and individual attention as well as other individualized interventions which include Assistive Technology (Beard, Carpenter Johnston, 2011). RTI has been proposed as an alternative to IQ discrepancy method and has been approved in most states in the United States (Hughes Dexter, 2011). In RTI, the teacher intervenes and provides targeted instructions and appropriate resources when a child shows signs of learning difficulties. This effectively prevents a child’s academic and social failure and secures his success (Beecher, 2011). Most of the RTI models use a three tier plan. Tier 1 involves evaluation of all the students in the whole class. At this stage, students are screened in order to identify those with learning disabilities. Students who fail to attain the cutoff marks move to tier 2 where targeted skills are evaluated and their progress monitored twice a mon th. Tier 2 is comprised of a small group of students who are regularly monitored, assessed and given special training. After the monitoring process, the instructors decide whether to move the students to tier 1 or tier 3.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Tier 3 students receive intensive, individual instructions and may also be referred for special education evaluation. The RTI model is more beneficial than â€Å"Wait to fail† model as students with learning disabilities and those at risk can receive special interventions (Beecher, 2011). One major aspect of RTI is progress monitoring. A variety of methods have been developed for this purpose. Student’s performance in â€Å"at risk areas† such as mathematics, reading and social behavior should be closely checked so that they are moved from tier 1 to tier 2. The method to be used must be evaluated in terms of validity and reliability. One recommended method is the Curriculum Based Measurement (CBM). This method describes the academic competence of a student, tracks academic development and improves the student achievement (Hughes Dexter, 2011). The main benefits of monitoring include: faster students learning, ability for tutors to make informed decisions, easy accountability as the student’s progress is documented, efficient communication with family members about the student’s progress, high expectations by tutors and reduced referral incidences. Benefits of using RTI RTI has proven to be beneficial to the education system. One of the major benefits of RTI is the ability to identify the student’s academic needs at an early stage. This ensures that the requisite intervention methods are adopted thereby safeguarding and improving the student’s performance (Myers, Simonsen George, 2011). Another benefit highlighted by teachers is the ability to group stud ents with weakness into smaller groups. These groups can be accorded intensive instruction and extra assistance so that their overall performance improves (Swanson et al., 2012). Collaborative effort is also another benefit of RTI. Through RTI, all teachers, counselors, administrators and other interventionist participate in problem solving exercise which is beneficial to the students and also results to increased consultation among the teachers (Swanson et al., 2012). Collaborative effort enhances the learning process and ensures that appropriate instructions are accorded to tier 2 and tier 3 students.Advertising We will write a custom essay sample on Response to Intervention and Assistive Technology specifically for you for only $16.05 $11/page Learn More RTI has also been found to reduce the number of students being referred for special education. The use of RTI showed a 38% decline in the number of students referred for special education at preschool le vel. Though interventions, student’s experiencing learning difficulties can be specially trained thereby preventing their referral to special education (Greenwood et al., 2012). RTI Problems and Challenges The implementation of RTI poses many challenges. There is no criterion that has been developed to aid in identifying students at risk in tier 1 screening (Hughes Dexter, 2011). Some tutors use the percentile method so as to identify students performing below average. However, this method has been criticized as there will always be students in the lowest quartile, that is, students may be ranked last in a class but this does not necessary mean that they have difficulties. This presents a problem in the identification of students at risk and makes screening exceptionally difficult. Another impediment to RTI is lack of knowledge and resources. Teachers lack the knowledge on how to differentiate the different levels of instructions that students may need. This can be alleviate d through appropriate training so that tutors can conceptualize on ways of meeting the student’s educational needs (Greenwood et al., 2011). Other challenges include: workforce quality, lack of appropriate intervention strategies, lack of progress monitoring tools and poor administrative resources. Use of Assistive Technology (AT) in RTI Assistive technology encompasses the different services and equipments that are used by individuals with disability so as to enable them perform functions that are deemed impossible. AT devices and services are used to increase and improve the functional capabilities of students with disabilities. AT differs from universal design for learning (UDL) in that; while UDL involves the development of products and services that can be used by a wide range of users, AT devices are specific and the products developed are used to enhance the learning ability of disabled students.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More RTI works in conjunction with AT. The RTI process identifies students with special needs that prevent them from using UDL devices. These students are availed AT equipments to improve their performance. Thus, RTI assist in the identification of struggling students while AT provides some remedial measures to students facing difficulties. Neglecting the use of RTI can result to serious negative consequences. Universal screening is necessary so as to identify students with academic difficulties so that extra attention is given to them. When this is not done, the student’s academic performance may drop and result to eventual failure. RTI is designed as an effective service delivery tool through which effective training can be accorded to academically poor students. Providing intervention at an early childhood level provides important social, emotional and literacy experiences which prevent the need for special education. Without early intervention: poor literacy, behavioral disord ers and language problem may result (Greenwood et al., 2011). One of the main RTI process is effective monitoring of students. When this is not done, the teacher may fail to identify the declining student performance and this eventually increases the number of students recommended for special education. Neglecting the use of RTI especially in disabled children can result to drastic problems. RTI evaluations effectively identify students with difficulties while using UDLs and recommend the use of AT. When this is not performed, the students may have difficulties during study and this result to eventual failure. References Beard, L.A., Carpenter, L.B., Johnston, L.B. (2011). Assistive technology: Access for all students (2nd ed.). Upper Saddle River, NJ: Pearson Education, Inc. Beecher, C.C. (2011). Response to Intervention: A socio-cultural perspective of the problems and the possibilities. Journal of education,191(3),1-8. Greenwood, C.R., Bradfield, T., Kaminski, R., Linas, M., Car ta, J., Nylander, D. (2011).The response to intervention RTI approach in early childhood. Focus on exceptional children, 43(9),1-23. Hughes, C. Dexter, D. (2011). Response to Intervention: A Research-Based Summary. Current Perspectives on Learning Disabilities and ADHD, 50(1), 4–11. Myers, D. M., Simonsen, B., George, S. (2011). Increasing Teachers’ Use of Praise with a Response-to-Intervention Approach. Education and Treatment of Children,34(1). Swanson,E., Solis, M., Ciullo, S. Mckenna , J. (2012). Special Education Teachers’ Perceptions and Instructional Practices in Response to Intervention Implementation. Learning Disability Quarterly, 35(2),115–126.

Definition and Examples of Logos in Rhetoric

Definition and Examples of Logos in Rhetoric In classical rhetoric, logos is the means of persuasion by demonstration of logical proof, real or apparent. Plural: logoi. Also called  rhetorical  argument, logical proof, and  rational appeal. Logos is one of the three kinds of artistic proof in Aristotles rhetorical theory. Logos has many meanings, notes George A. Kennedy. [I]t is anything that is said, but that can be a word, a sentence, part of a speech or of a written work, or a whole speech. It connotes the content rather than the style (which would be lexis) and often implies logical reasoning. Thus it can also mean argument and reason . . .. Unlike rhetoric, with its sometimes negative connotations, logos  [in the classical era] was consistently regarded as a positive factor in human life (A New History of Classical Rhetoric, 1994).   Etymology From the Greek, speech, word, reason Examples and Observations Aristotles third element of proof [after ethos and pathos] was logos or logical proof. . . . Like Plato, his teacher, Aristotle would have preferred that speakers use correct reasoning, but Aristotles approach to life was more pragmatic than Platos, and he wisely observed that skilled speakers could persuade by appealing to proofs that seemed true.Logos and the SophistsVirtually every person considered a Sophist by posterity was concerned with instruction in logos. According to most accounts, the teaching of the skills of public argument was the key to the Sophists financial success, and a good part of their condemnation by Plato...Logos in Platos PhaedrusRetrieving a more sympathetic Plato includes retrieving two essential Platonic notions. One is the very broad notion of logos that is at work in Plato and the sophists, according to which logos means speech, statement, reason, language, explanation, argument, and even the intelligibility of the world itself. Another is the notion, f ound in Platos Phaedrus, that logos has its own special power, psychagogia, leading the soul, and that rhetoric is an attempt to be an art or discipline of this power. Logos in Aristotles Rhetoric-  Aristotles great innovation in the Rhetoric is the discovery that argument is the center of the art of persuasion. If there are three sources of proof, logos, ethos, and pathos, then logos is found in two radically different guises in the Rhetoric. In I.4-14, logos is found in enthymemes, the body of proof; form and function are inseparable; In II.18-26 reasoning has force of its own. I.4-14 is hard for modern readers because it treats persuasion as logical, rather than emotional or ethical, but it is not in any easily recognizable sense formal.Logos vs. MythosThe logos of sixth- and fifth-century [BC] thinkers is best understood as a rationalistic rival to traditional mythosthe religious worldview preserved in epic poetry. . . . The poetry of the time performed the functions now assigned to a variety of educational practices: religious instruction, moral training, history texts, and reference manuals (Havelock 1983, 80). . . . Because the vast majori ty of the population did not read regularly, poetry was preserved communication that served as Greek cultures preserved memory. Proof QuestionsLogical proofs  (SICDADS) are convincing because they are real and drawn from experience. Answer all of the proof questions that apply to your issue.Signs: What signs show that this might be true?Induction: What  examples  can I use? What conclusion can I draw from the examples? Can my readers make the inductive leap from the examples to an acceptance of the conclusion?Cause: What is the main cause of the controversy? What are the effects?Deduction: What conclusions will I draw? What general principles, warrants, and examples are they based on?Analogies: What  comparisons  can I make? Can I show that what happened in the past might happen again or that what happened in one case might happen in another?Definition: What do I need to define?Statistics: What statistics can I use? How should I present them   Pronunciation LO-gos Sources Halford Ryan,  Classical Communication for the Contemporary Communicator. Mayfield, 1992Edward Schiappa,  Protagoras, and Logos: A Study in Greek Philosophy and Rhetoric, 2nd ed. University of South Carolina Press, 2003James Crosswhite,  Deep Rhetoric: Philosophy, Reason, Violence, Justice, Wisdom. The University of Chicago Press, 2013Eugene Garver,  Aristotles Rhetoric: An Art of Character. The University of Chicago Press, 1994Edward Schiappa,  The Beginnings of Rhetorical Theory in Classical Greece. Yale University Press, 1999N. Wood,  Perspectives on Argument. Pearson, 2004

Salah Aldin (captur of juresalum Article Example | Topics and Well Written Essays - 750 words

Salah Aldin (captur of juresalum - Article Example The two most significant sites for Muslims in Jerusalem are Al-Aqsa Mosque and the Dome of the Rock, which like the Ka’ba’ is based over a sacred stone. Above all, it is regarded as the third-holiest city in the Muslim perspective, after Mecca and Medina. Further, is it perceived that verse 44 of chapter 43 of the Koran was revealed in the city of Jerusalem: â€Å"Ask those of our messengers we went before thee-Have we appointed apart from the All-Merciful, gods to be served?† It is therefore the hope of all Muslims that this holy City will be restored to a peaceful land. How Salah Aldin took back Jerusalem In 1099, Jerusalem was dominated by the Christians in the First Crusade. In the year 1095, Pope Urban VII delivered an influential speech at the Council of Clermont following the Byzantines request for him to provide a military help against the growing threatening Seljuk Turks. This gave the Pope a chance to complete two objectives; to stop the European prince s and kings from conflicting themselves and to reunite the Western and Eastern empires of Rome. Pope Urban requested for a â€Å"Truce of God† between the rulers of Europe and begged them to restore the holy land from Muslims. It was from this point that the first Crusaders started the extensive trip to the East. They crossed strange lands they knew little about; they also had no idea of the military powers and flaws of the cities and communities they came across. On their arrival in Jerusalem in 1099, they were able to capture the prominent city from the Muslims. The Christians utilized cruel techniques to overpower the Muslims during this so called â€Å"Holy War.† Christians controlled Jerusalem for 89 years, till when a brilliant Egyptian King named Salah-al-Din took it back forcibly in1187 (Ali, 1999). During the capture, Saladin was so determined to deliver Jerusalem from the Christian influence. Unlike the Crusaders, Saladin never used the brutal ways on the Inh abitants. He instead showed mercy and restraint upon the Crusaders; he permitted them to stay or leave harmless, as they did wished. Most chose to leave, but left with masses of golden ornaments and church treasures, Saladin never minded so that he could avoid harming them. He even assigned his army to escort them safely to Tyre. On of the Chroniclers commented on Saladin’s humane treatment saying, â€Å"Who could not endure the suffering of the refugees, ordered their squires to dismount and set aged Christians upon their steeds. Some of them even carried Christian children in their arms."(Maalouf 1989). Most people complained of Saladin’s techniques, lamenting that the Muslim had no leader like Saladin and they should be grateful to him for setting up the Crusader protection of Tyre. However, this was just his character and wisdom. When his secretaries criticized about his compassion in the taking back of Jerusalem, Saladin said to them, â€Å"we will allow it to b e a victory that the world shall remember for all time.†According to Maaalouf, as compared to European conquest of the city, Saladin’s capture of Jerusalem was far more elegant and less bloody. The mosques had been ransacked and destroyed by the Christians. However, Saladin conserved and refurnished the churches as well as allowing the Byzantine patriarch to rule them directly. They prayed freely in their holy places, and Saladin handed over Christian

Article summary Example | Topics and Well Written Essays - 1250 words - 3

Summary - Article Example ost common type of cardiovascular disease among aboriginal people is the coronary heart disease whose cause although largely unknown, several risk factors have been found to increase its chance of occurrence. These include high levels of cholesterol, hypertension, diabetes mellitus smoking and high density of lipoproteins; these risk factors are attributed to the lifestyles and the socio-economic status of the aboriginal people. For the last couple of decades, the aboriginal people have adopted a western lifestyle including their nutritional patterns and behaviour, which include eating foods rich in calories and adopting inactive lifestyles; this has led to increase in cardiovascular diseases. Type 2 diabetes, which is the most common among the aboriginal people is usually characterised by resistance to insulin, high blood glucose levels and reduction in insulin levels. This type of diabetes is most often found in adults and its risk is increased by obesity, lack of physical activity, stress, depression and poor nutritional habits. Since diabetes and severe obesity have been found to be linked, mainly through the adipose tissue, which has been found to trigger insulin resistance in sells, the appearance of obesity will in most cases lead to diabetes. For the last 50 years, prevalence of type 2 diabetes has been increasing among aboriginal populations with about 17.9 percent of all adult being diagnosed with the disease, the figure rises to 35 per cent among individuals 55 years or older. In some communities in northwestern Ontario, the prevalence has been found to be as high as 80 per cent among women between 50 and 64 years of age. However, this trend has not spared people much younger among the first nation communities with studies showing that 53 per cent of those living with diabetes are below 41 years of age and 65 per cent are below 45 years. This type of diabetes, although not observed in youths, it has been found in young children between 5 and 8 years in

Poverty related issues Essay Example | Topics and Well Written Essays - 1250 words

Poverty related issues - Essay Example This scheme allows and asks all the citizens across all the states irrespective of their residence to participate in the charity, because poverty and charity are both indiscriminate disregarding time and space. In this process one may not think that pro rata contribution of a few dollars by him/her is the job done. One may contribute as much as he can comfortably afford. Here comfortable affordability means the amount, which can alleviate a suffering of a poor without causing a suffering for you. And one should never sit back to see what others have contributed. If all of the citizens think like that then the charity may go empty and poor may die. While drawing a thin line between charity and duty one must be very careful. A man who gives regular and enough charity should not consider himself generous. Bread left over from one's meal always belongs to the poor. Here it is never meant that a citizen is required either to give away half of his income into charity, or all that he himself does not need. The beauty of helping others lies in a feeling for those who suffer from poverty. Utilitarian point of view is very clear about this. One should work enough to have enough to give away in charity. Keeping oneself underutilize is not good. And one should never think that since government is responsible for the social spending on poor, he/she is absolved of this responsibility. Other point which may stop a person from charity is that poor are always over populated and they do not follow the population control programs. Coercive application of these programs never works. A conducive environment comes from enough purpose oriented recreational and educational programs. Poverty is also a state... Poverty is the name of a situation and process. This is a situation when an individual, family or a community can not provide for bare minimum needs of food, clothing, shelter and heath. It is the process when this situation causes, hunger, disease, and death. Historically poverty and affluence have coexisted in the human society (Peter singer 1972). The solutions to the poverty always existed in human morality. When the human conscience is rightly jerked, it is hoped that poverty would no more be seen in the human societies. State the general occurrence of poverty in Unite States (the most affluent society) In United States of America only about 32 million people live below the line of poverty. This number is distributed unevenly amongst different socio-economic groups of the states. 25%Afro-American, 22% Hispanics, 10%Asian American, 8% non-Hispanic whites respectively live in the perpetual poverty. Income inequalities and racial discrimination is the worst producer of poverty in the American Society. The worst hit groups in the ethno-racial groups are the poor children, women and disabled. These marginalized people are vulnerable to homelessness, street crimes, malnourishment, neglect in the health care, domestic violence and discriminate educational facilities. What are the social problems emanating from poverty? Different social problems emanate from this marginalized group of American society that directly hit the American society. Poverty is badly impacting the health of women and children. The burden on health facilities and health insurance is increasing many folds in these poverty stricken communities. When the parents cannot afford the children’s feeding costs.

The Concept of Hydrogen Fuel One Day Replacing Crude Oil as the Worlds Essay

The Concept of Hydrogen Fuel One Day Replacing Crude Oil as the Worlds Primary Energy Source - Essay Example Peak oil and the reliance of Western economies on crude oil imports for the operation of the economy points to the world reaching a critical point where demand for petroleum products outstrip supply and prices surge, raising the costs of transportation and delivery in society. Because of this economic threat caused by the nature of global petroleum reserves, society needs to plan ahead and develop new energy sources that are â€Å"Green† and sustainable. In reviewing options such as solar power, geothermal energy, and wind-generated electricity, the best option for the future may be Hydrogen power, as Hydrogen is a clean-burning, widely available fuel that can be used to fuel the automobile culture and other energy needs of society as civilization enters a new era in the future. There are many reasons why Hydrogen can be considered an ideal replacement fuel for petroleum in the future. First, the automobile pollution created by millions of cars around the world is one of the l argest contributors to global warming through carbon emissions, as well as introducing other harmful pollutants into the atmosphere. Secondly, the automobile-based economy uses petroleum products as fuel, even though these resources are unequally distributed geographically around the globe and not every nation produces enough oil from nature reserves to meet supply. Third, there is a â€Å"Peak Oil† theory that suggests the total quantity of oil reserves internationally is finite and limited, and that production at current oil fields is declining. (Bardi, 2009) These factors predict higher gas and oil prices with subsequent effects on the global economy, as well as environmental destruction.   

Strategic marketing Essay Example | Topics and Well Written Essays - 1500 words - 1

Strategic marketing - Essay Example This is known as the global village where we can connect or communicate to anyone anywhere in the world with internet connection. We can imagine how technology and this new innovation can benefit everyone who has a computer and an internet connection. The internet itself creates a community or a group of people with shared relationships and common beliefs and aspirations (MacLaughlin 2007, 3). Through this created community, we can share experiences and interact with people. Non-profit organizations are into this new stream. In fact, it is these organizations that can benefit the most because there are many individuals and entities that use social networking as a tool to communicate or propagate. Social networking sites are popular to the young and old and to almost every class of society that introducing one’s name or brand comes in handy. We have Facebook and Twitter, LinkedIn, Myspace, Myheritage, and many more. These sites are categorized according to the target audience t he founders or makers wished to link or network with. There are sites that are purposely for non-profit organizations, for charity such as SocialVibe, or for business such as Talkbiznow. All these have their target audience and people or users who log in to the sites and have goals which are precisely for networking, interaction and communication. If we want paid advertisement, we can log in to popular websites, ask administrators for information and post your advertisements. But social networking is free. Non-profit organizations can post and register their organizations’ names and in a few minutes, they can have a free website. Facebook provides website features where we can link to friends and various organizations with different motives and goals. Through these free websites, an organization can promote and spread its name and objectives to a wide audience which is the virtual world. There are also websites where we can blog or post articles, photos and videos. A website can have greater visibility if its search engine optimization (SEO) is rightly or adequately managed. This can be done through articles and videos with popular search words. The more a site appears in search engines, the more it is visited by web users and its popularity can spread like wildfire. A website can be searched through links and it is through links that determine the ranking behavior. (Enge et al. 2012, 342) SEO is an internet marketing strategy. It works through search words, for example, if you use Google as a search engine, you type the word of a topic or subject or site you want to search. The typed words can produce a list of websites or links. How an individual or organization manages search words in their website will determine how visible the website is to the virtual world. An effective SEO will make a website viral and a viral state will produce thousands and millions of visitors to your website. But the process of SEO is not easy and requires skill and competen ce. (Jones 2010, 2) 2. You are the Marketing Manager of a not for profit organization and have just hired a Curtin graduate. You want to brief him/her before he/she starts. What in your opinion are some of the most important things that he/she needs to know about working in a not for profit organization. The first thing that a new member should know is the mission of the organization. The mission of a non-profit organization is very much different from the mission of organizations for