During the Internship at Consulate General Essay

The opportunity to go as an intern at Consulate General is an unforgettable experience. Knowing several tasks and been able to serve the country is a valuable thing. Protecting the interest of the country and the citizens is a forever priority. As an intern at Consulate General, the providing of assistance and guidance with regards to problems with passports or birth report of a citizen abroad had helped my skills to communicate well. I engaged to several tasks like issuing passports, visas and consular certificates as well as providing notary deeds and even helping citizens who were in detention or incarcerated or as they are waiting for their custody trials and facilitate their communications with their families. The ability to get in contact with the local authorities and protection attorneys is a big privilege to have. In addition, the duties of an intern is a serious task that’s why they only accept those students who are qualified to the position and has the ability to keep the job done right. Securing of the resident information is an important task too as it is valuable to facilitate communication and assistance in case of an emergency. The scope of duties also touches the organizing and coordination of official visits for international relations and business delegations of varieties of ministries, report preparations and correspondence. All duties performed tested my willingness to learn and the devotion and loyalty to show the country and people by serving them and providing good quality service in all aspect of communication, organization and privacy.

Rwt1 Research Paper

Business Research Report Compensation Strategies Presented to: Management Assessment Code: RWT1 Table of Contents Executive Summary3 Introduction4 Research Findings5 Performance Based Pay5 Salary6 Longevity Pay7 Recommendations8 Conclusion8 References9 Executive Summary This report examines 3 different compensation systems that our company can develop and enforce within our company for our employees.Compensation is the most important and rewarding factor for employees, so a thorough and thoughtful approach should be taken as we think about changing the way in which this company rewards it's employees for the work they do for us each and every day. Performance based pay is a widely popular approach to compensation where the employers pays the employee based on their job performance. This gives the employees control of how much they make and inspires them to do their best work on a daily basis to maximize their own income.With high productivity and quality performance employers are abl e to become more competitive and increase profit. Salary is an easy and constant way of paying the employees of this company. This is a set wage that employees will earn based on their job description. This wage will not change based on their merit or seniority. The stability of this compensation system appeals to employees as they always are aware of how income they will receive. But it also has very little room for growth and opportunity for the employees. The last form of compensation we can consider for our employees as a company is longevity pay.This is compensation based on the employee's seniority, length of service, or tenure. This can be in the form of annual bonuses on their employment anniversary date, or monthly amounts added to their checks. This provides the employees with motivation to continuing their career and employment with the company. My final recommendation for the company is to develop our own performance based pay system for our employees. This will create h ighly productive and motivated employees eager to perform their job duties to the best of their abilities to maximize their own personal income.This in turn will create more profitability for our company. Also, creating goals for our employees will create awareness of our company's goal as a whole organization and will create a more united workforce as we all work together for the same goal. A company with driven employees producing quality work can only be successful. Introduction I, Jamie Yocom, a Human Resource Assistant have been given the task of researching different compensation strategies for our company. In this eport I will be reporting to the Human Resource Director my research findings on 3 different compensation methods: Salary, Performance-Based Pay, and Longevity Pay. I will compare and contrast these methods in order for management to determine which method is most appropriate for us to adopt for our 120 employees. Since compensation is the biggest benefit we provide to our employees, this topic deserves thorough research and thought as we examine and promote a new way of rewarding our employees for their hard work and dedication to the quality and performance we expect from each and every one of them.After reading this report, management will have a greater understanding of each of these 3 methods and will be able to begin the process of deciding which one will be implemented in the near future. I will introduce using the compensation strategy of salary, which is a set amount an employee receives annually for the work they do no matter the quality of their work, or the hours they put in. Performance Based Pay is another method we can use in which employees are paid based on the quality of their performance and production.Longevity Pay is the final method I will propose of our use, it involves wage adjustments for each employee based on the length of service each year. Compensation policies can be very unique and vary from organization to organ ization. An understanding of the different methods is necessary in order to be profitable and to inspire quality production. Research Findings From extensive research, using a variety of relevant and credible resources, there are three compensation systems that should be considered: Performance Based Pay Salary Longevity Pay Performance Based Pay A Performance-Based Pay system is an increasingly popular compensation method used by organizations to increase productivity. A goal for all companies is to try and remain competitive and control costs, this is a reason for performance-based pay systems becoming more popular. This type of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are directly tied to organization or individual performance and are most effective when based on objective measures of quantity or quality of performance.If we wish to have a direct impact on work motivation, it must be linked directly to the performance of desired beha viors. In order for to put this type of system into place, performance evaluations must be conducted regularly , as well as training and development for those with performance that isn't quite up to par. These additional resources will be necessary for our organization if we implement a performance based pay system. (William B. Bernathy, Ph. D. , 2004) Pay for performance compensation plans are widely considered to be a â€Å"win-win† for employees as well as their employers.When pay for performance wages are properly put in place at a company, everyone shares a common goal of doing what is best for the organization. In a system where employees earn higher compensation if their team, department, or company reaches specified targets, it becomes a motivational tactic to get employees to work harder and benefit the company while at the same time providing an added benefit for them. Instilling a performance based pay system in a company will allow you to get the most out of all o f your employees and their performance and production. Martinovic, 2012) Reasonable, measurable goals and performance incentives should be the basis of compensation for all employees, at all levels, no matter what their job description or title is. Objections should be made clear and achievable based on their job description and quantifiable to provide each employee with incentives for good and productive performance. (Pinto, 2003) From a business perspective, in order to remain competitive in the current labor market, it would be smart to tie pay to performance so that employees' output is accelerated.As a result, this type of system will streamline operations in an effort to control cost and remain competitive. â€Å"A well-constructed performance-based pay system can be viewed as an interactive process that translates the overall strategic initiatives into daily actions, with quantitative and attainable rewards provided to employees who accomplish their goals. † (Paul R. D orf, 2001) Analysis: It is clear that there are many benefits to this type of compensation plan. The most evident is creating a more motivated and united workforce, as their one and only goal will be quality production.If our employees can equate their performance on the job with their paycheck, they will become a more focused, hardworking, and determined asset to our company. They will take ownership of their daily duties and tasks and hopefully become more efficient at what they do, which in turn, will be more and more profitable for the company. Different reasons to utilize this type of performance based system include: a way to retain and recognize top performers, align labor costs with productivity, and reinforce company objectives.Employees will also develop a more clear understanding of the overall business objectives. 1 Salary The general definition in federal law for salary is a regularly paid amount of money, constituting all or part of an employee's wages, paid on a weekl y or less frequent basis that is not subject to reduction due to the quality or quantity of work performed. (â€Å"Department of Workforce,†) Employers are responsible for paying their employees for the work that they perform; this can include using salary as a method to pay your employees.Employees that are salaried will be paid differently than those that are paid hourly. Hourly employees are paid based on the amount of hours worked and salaried employees are paid a set wage. (Natalie Grace, 2012) Salary is a fixed amount of compensation or money that is paid to an employee by their employer in return for work performed. Unlike performance based, that set wage will be the same no matter what. Salary is usually paid in bi-weekly paychecks to each professional employee. Most frequently an employee's salary is paid in 26 even paychecks over the course of a calendar year.A salaried employee has no need to track hours worked because they are not paid overtime. An employee who is paid salary is expected to complete a whole job in return for their compensation. This is what makes salary different from hourly compensation or performance based pay. Their pay will be the same no matter the hours worked or the quality of their performance. (Heathfield, 2009) Analysis: Salary is the most stable and constant compensation system introduced in this report. It involves no changes or updates throughout the year.Employees will always be able to know what their pay will be. They will not be expected to meet quotas or goals in order to make their money. Employees who are salaried have a sense of stability when they think about their compensation from their employer, as stated above; their production and performance will not change their pay. This will frequently be the least complex form of compensation but it will not motivate or inspire the workforce to be more productive or efficient in their daily job responsibilities.Since their pay will always be the same, they wil l develop a mindset that they do not have to strive to do better or be better, since their pay does not depend on job performance. 2 Longevity Pay This type of compensation system is a contractual agreement where the employee will receive compensation based on their seniority. The manner in which this type of compensation is paid out can very widely. Each organization will have a policy that will describe the details of the longevity pay plan. These policies include the amount to be paid, the percentage of increase, and on what schedule payments will be made.This type of payment appears to the employees as a way of giving due compensation to workers who have made a significant contribution to the organization. (â€Å"wisegeek. com†) Longevity-pay is a wage adjustment that the employers base on the length of service, seniority or employee's tenure with the company. The amount of annual longevity-pay is frequently a percentage of the employee's annual rate of pay on the employe e's anniversary date. (â€Å"uslegal. com. † 2002) This type of payment is typically given to employees to recognize and reward the length of their tenures.These payments can also be given when employees reach significant employment anniversaries. These longevity payments differ from merit based pay in that a longevity-payment is based only on length of service, while a merit based payment is designed to recognize superior job performance and production. These are implemented by companies to help retain and attract top talent. Human Resource Mangers think of this as a way to reward loyalty and to inspire potential employees to understand that the company places value on employee experience and loyalty. (Willsey, 2002) Analysis:From an employee's point of view, longevity pay means that the company you work for values your time and effort you put into your job. The point of having these longevity-payments and rewards is to retain our top and loyal performers. Rewarding our empl oyees for their time served would be a substantial reason for employees to continue their career with this company. Recommendations Based on the above research and information on 3 different types of compensation, this is my recommendation for our company. Recommendation One: Develop and enforce a performance based bay system to otivate and inspire our employees to produce to the best of their abilities. Conclusion In conclusion, after thorough research and examination of compensation systems I recommend a performance based pay system for our company. This type of pay system will instill a clear understanding in the employees of our company's purpose. By connecting their compensation with their performance on the job will inspire them to be more thorough, efficient. And they will learn to be more productive employees, which in turn will be more profitable for our company.With employees that are driven by quality production this company should only expect growth and success. We can i ncrease productivity and remain competitive with other companies in our market by developing this type of compensation system. 1 References Abernathy, William B. , Ph. D. (2004). debwagner. info. Retrieved from http://debwagner. info/hpttoolkit/pfp_hpt. htm Department of workforce development. (n. d. ). Retrieved from http://dwd. wisconsin. gov/er/labor_standards_bureau/publication_erd_13109_p. htm Dorf, Paul R. (2011).Would performance-based compensation improve your workforce?. Retrieved from http://www. compensationresources. com/press-room/would-performance-based-compensation-improve-your-workforce-. php Grace, Natalie. (2012). Ehow. com. Retrieved from http://www. ehow. com/about_5367027_rules-paying-salary. html Heathfield , S. H. (2009, March 26). About. com. Retrieved from http://humanresources. about. com/od/glossarys/g/salary. htm Martinovic, S. (2012, Feb 20). Pay for performance compensation plans. Retrieved from http://www. gaebler. om/Pay-for-Performance-Compensation-P lans. htm Pinto, J. (2003). Performance-based compensation. Retrieved from http://www. jimpinto. com/writings/compensation. html Richter, Gena. (2002). Retrieved from http://user. txcyber. com/~gena/HRPage/articles/062099. shtml uslegal. com. (2002). Retrieved from http://definitions. uslegal. com/l/longevity-pay/ Willsey, Marie. â€Å"What is a longevity raise? † 14 July 2010. HowStuffWorks. com. 24 February 2012. wisegeek. com. (n. d. ). Retrieved from http://www. wisegeek. com/what-is-longevity-pay. htm

Perspective on sex

How do we explain sexuality from God's stand point, when we talk with teens, taming our own desires, and the sexual challenges that face us all? This paper will take you through the four different elements that will guide to a greater understanding of human sexuality, of what God has in store for us. God gave mankind the ability to have sex; his commandments are clear on how to become one with him. Sex Is not only for a few moments of pleasure, but a way for husband and wife to become one with God.I intend to explain to you the important benefits you will receive though intimacy, how and why one should abstain from sex until marriage, and how to develop the intimacy back into the marriage. Where does real Intimacy come from and how can we build the Intimacy with another person we desire? The meaning behind Intimacy Is finding someone to be close to that they we may find interesting. In the theology of love, intimacy is finding someone who you are willing to let everything go to find a special kind love that can be graced by God.Clark described Agape as the love for a person, someone you are willing to omit your heart and soul to, based on how you care for that one person, a forever lasting love, the complete willingness to change how you feel Just to be with that other person (Clark). By Intimacy we are allowing our own self to be seen by another, without regard to what or how we feel, but real intimacy starts when another person connects with your heart, and soul. According to the dictionary intimacy is defined as a close reunion or a combination of elements that connect together to make one (Dictionary. Mom). Above all you may think that sex makes a relationship, yet it is only he intimate form of the expression, sex is not intimacy only the physical form of intimacy. At the same time the relationship Is new, the couple prefers to spend time together to communicate emotional feelings, they may begin to hold hands as a way of physical touch, and they will date , discuss intellectual issues, they may pray together, and come to a term of how far of a commitment they may wish to carry out (Clark).First of all when the couple marries, they have decided to base their relationship on mutually shared covenant commitment and to consummate their allegations In a sexual union (Bailiwick, 2008 pig. 147). However, act between two relationship (Bailiwick, 2008). In the eyes of God their union of husband and wife is graced with God's love, since God has created mankind to know one another, Just as Adam and Eve. God gave mankind the ability to become intimate with another, and is graced by Him.Beneficial effects for a person's well-being, is the feeling of undefined love between two people, with women it is the love she sees in the eyes of her husband, and the ability to discuss anything with her husband without fear. For the man he shall see his beloved, and hold her to him, yet be allowed to communicate all of his fears, and intentions that he has una fraid of reticule. The benefit of welling being can also be that you have now found the soul mate for you that were preordained by God to give the couple a closer relationship with them, and God.Likewise the purpose of abstinence before marriage in Christianity is something the person must decide for themselves (Bailiwick, 2008 pig. 146). Throughout the Bible, God tells us to be pure of heart and soul, when we have sex before marriage as in 1 Corinthian 6:15-7 Paul reminds mankind that when we come from two bodies and become becoming one flesh, it is similar to uniting oneself with God, and making a union, ever though the couple does not plan to wed (Bailiwick, 2008 pig. 147). Premarital sex is defined as sex between two unmarried people who do not share a mutual covenant commitment.In the Bible, God defines premarital sex as fornication or sexual immorality, since the act of sex seals the union, whether or not the couple marries (Bailiwick, 2008 pig. 147). Wherefore, when a couple enters into an agreement hat they will not have sexually relations before marriage, they understand the Chastity that they must go beyond the â€Å"letter of the law'. Restraint from premarital sex, according to Buckler and Barman decreased the chance of sexual transmitted diseases, and unwanted pregnancy (Bailiwick, 2008 pig. 146).Whereas, refraining from sex before marriage minimizes the sins of the person, and leads them to God. When we yield to the temptations that pull us from the direction of God, we will start down the path that only leads to the destruction of sexual behaviors (Bailiwick, 2008 pig. 58). With the attention turning to elements that determine if one is practicing healthy sexuality usually takes us deeper into the person themselves. Whereas, one who practices a healthy sexuality does not use sex as a substitute for their own emotional needs (Bailiwick, 2008 pig. 52) thus, this will only complicate the persons Christian thoughts. Overall, a person reserve the ri ght to always be allowed to say â€Å"no† to their partner, having the strength and ego to say no to anyone who approaches them for sex without feeling obligated to anyone (Bailiwick, 2008 pig. 52). Ordinarily married couple will have sex for pleasure alone, not only to procreate, and feel closer to God. Meanwhile the single person should refrain from sexual interactions, avoid using pornographic material, since pornographic material gives the male an illusion of what the female body should look like.For instance, Gods words Jude 1:7. In a similar way, Stood and Sonogram and the surrounding towns gave themselves up to sexual immorality and perversion. They serve as an example of those who suffer the punishment of eternal fire. The use of pornographic trials, the internet, and late night skin shows are all immoral ways that do not constitute a healthy sexuality in mankind, but the path to damnation. Whereas, a person who practices unhealthy sexuality will seek out sex for plea sure only, not this person may feel that they are in love, it is not looking or caring of the other's needs.Therefore, their belief system or core beliefs are mistaken by hormones alone. However, do not have sex for the sake of sex being only body pleasure, it may bring a few minutes of orgasmic sensation, however, it is devoid of relation meaning (Bailiwick, 2008 pig. 1 54). Throughout marriage the marriage it may be lose its appeal becoming stagnated or less interesting (Hart) Dry. Catherine Hart Weber describes it as men and women each have different ideas about sexual images (Hart-Weber). Whereas, women wants romance, and to talk, men only want one thing sex.Yet, women may start to see themselves as overweight, suffer from depression, and develop low self-esteem. However, ways to prevent loss of intimacy in the relationship is to discuss anything that is bothering the couple. Whereas, Pastor Chris Adams speaks of how a difficulty separating values and mindset between the couple, his is a time where communication is vital (Adams). Some steps that may be useful in keeping intimacy in a relationship are communication, expression of emotions of partners, romance, and the man telling the woman how beautiful she is.Although, not all people feel comfortable with expressions of their emotions, explaining this to the other will open new doors to explore. In conclusion, God did intend for mankind to come together as one flesh, only after marriage. Yet keeping intimacy in a relationship that is absent of sex give us the basic human need of skin to skin contact (Bailiwick, 2008 pig. 55) however, this does not mean that in the beginning of the relationship sex is necessary. Only when two people who deeply love one another, and marry, can they truly become one in the eyes of God.

Does my team achieve high performance team Essay

Does my team achieve high performance team - Essay Example Communication is the most important criteria of a High Performance Team (HPT). â€Å"In order to be able to function as an efficient team, you need to develop effective team communication† (Anderson 2013). At the beginning of the semester, we had very few group meetings, and this negatively affected my group. The lack of communication made everyone not focus on a common purpose. Additionally, some members did not show respect to others’ opinions because they thought that their opinions were best. Thus, my group decided to solve this problem by scheduling regular meetings so that everyone could share their thoughts and get to know each other well. Communication was very important, and after we solved this problem my group began to show respect to others because they understood each other’s situations much. Through this we were able to achieve the team’s goals in a much more efficient way. Communication led my group to focus on a common purpose. This was very important because the group members needed to know where they were going. Having a common purpose made everyone work collectively to accomplish the team’s ultimate goal and not each individual’s goal. After group discussion we agreed to set up a goal that we should all receive an A for the group work. Furthermore,, we resolved to give others feedback if they were not working for the group’s goals. A common purpose made my group into a high performance team because everyone worked together for one mission. My group also had high self-motivation, which led us to being a high performance team. Self-motivation is very important because everyone became motivated to show professionalism in their work and be punctual always. In this semester, there were many things that occurred within our lives and classes. Sometimes we were not motivated because one group member received a bad grade, but we frequently motivated each other if we realized that one of the group members lost their motivation to

Yes or no, Medieval Gothic churches were a complete break with Greek Essay

Yes or no, Medieval Gothic churches were a complete break with Greek and Roman design What fundamental ideas in Christianity affected how these buildings were designed - Essay Example Settlers later constructed larger houses with multiple rooms separated by columns. The architectural characteristics that are most directly related with the Greeks, columns and stairs, began developing in this era (Scott 19). Three orders developed distinctive patterns for the columns on their temples, with the Corinthian column style having the most elaborate and decorative columns, hence the rarest. The Doric style used by the Spartans was the simplest. Ionic columns were slender compared to the Doric and twice the height. The Romans, like the Greeks, used Doric, Corinthian and Ionic column styles. However, the Romans discovered the structural and artistic worth of arches and domes. They used arches because they could sustain enormous weights, enabling them to construct larger and more decorative structures (Bony 33). The Gothic cathedrals were representations of the universe in miniature scale. Each architectural concept, including the loftiness and enormous dimensions of the structure, were meant to put across theological significance; the great glory of God just as he was viewed by the Christians. The geometrical and mathematical natures of the buildings were influenced by the Christians’ view of an orderly universe, in which can be perceived an underlying logic and rationality (Scott 39). The murals, statues, stained glass and sculptural decoration integrate the spirit of creation in portrayals of the Zodiac, Labors of the Months, Lives of the Saints and referring to eternity in the Last Judgment and Coronation of the Virgin (Bony 12). Many churches had rich, decorative patterns usually depicting biblical stories, emphasizing visual links between Old Testament prophecies and the New Testament. The front elevation of a large church or cathedral, frequently referred to as the West Front, is designed to impact upon an approaching worshipper a powerful impression of the might of

Mullins' Doctrine of Sin Research Paper Example | Topics and Well Written Essays - 3250 words - 1

Mullins' Doctrine of Sin - Research Paper Example This research will begin with the statement that Edgar Young Mullins (1860-1928) has been described as one of the most important theologians and "statesmen" in Southern Baptist life., Although important Baptist leaders such as B. H. Carroll, Lee Scarborough, and George W. Truett were contemporaries of Mullins, R. Albert Mohler claimed that Mullins’s influence as a denominational leader and theologian was more widespread. He served as president of The Southern Baptist Theological Seminary in addition to his teaching systematic theology for almost thirty years. Fisher Humphreys identified three theological issues that Mullins faced during his career: the tradition of staunch Calvinism held by Mullins's predecessors at Southern Seminary, the Landmark Baptist interpretation of Baptist history, and the Fundamentalist-Modernist controversy. Mullins wrote numerous articles and books on a variety of subjects. In his first work, The Axioms of Religion, Mullins alluded to the doctrine o f original sin in his discussion concerning the inappropriateness of infant baptism. However, his argument against infant baptism did not consist of a denial of original sin or even an interpretation of it. He insisted that baptism required conscious obedience to Christ and denied the principle of vicarious faith. The only works in which Mullins stated his position on original sin were Baptist Beliefs and The Christian Religion in Its Doctrinal Expression. Because of the brevity of Baptist Beliefs, Mullins's description of the "fall of man" was only an outline of his position, In The Christian Religion in Its Doctrinal Expression, Mullins did not provide a systematic presentation of the doctrine of original sin. However, he discussed the important details of the doctrine of original sin in his discussion of providence, in the chapter on the doctrine of sin, and more thoroughly in his description of Paul's doctrine of sin, Components of Mullins's doctrine of original sin are distribu ted throughout this work. This paper will analyze how well Mullins substantiated his doctrine of original sin. Analysis of Mullins's Doctrine of Original Sin In order to analyze Mullins’s doctrine of original sin, this paper will provide a summary of Mullin’s overall argument. The summary will be followed by a critique of the premises upon which the overall argument is built. Summary of Mullins’s Argument Although Mullins did not explicitly define his doctrine of original sin, the components of the doctrine are found within his systematic theology in various places. However, the central claim of his argument is apparent. He contended that although persons inherit a tendency to sin from Adam, condemnation is incurred only through personal acts of rebellion against God. The overall flow of his argument is as follows: All persons are biologically connected to Adam. Thus, a tendency toward sinful behavior is transmitted through the hereditary connection. However, persons are not condemned because of their tendency toward sinful behavior because the death of Christ removed the condemnation accompanying the tendency to sin. Therefore, persons are condemned only on the basis of their personal rebellion against God. Three claims are central to Mullins's overall argument, his assertion that the tendency to sin is transmitted from Adam to his progeny, that persons can be condemned for their tendency to sin, and that Christ's death removed the condemnation resulting from this tendency. This paper will analyze how effectively Mullins substantiated these claims. The Source of the Tendency toward Sinful Behavior Mullins described Adam before the fall as free, moral, and inclined toward righteousness. However, after the fall, humanity is described as depraved, sinful, and inclined toward sin. The fact that Mullins asserted that a hereditary connection exists between Adam and his progeny and that this connection results in a transmission of sinful tendencies, necessitates an explanation of how

Why do we look after children Essay Example | Topics and Well Written Essays - 3000 words

Why do we look after children - Essay Example Through their research they have show that humans, like primates, share many similar patterns and evolutionary traits with respect to parenting as a means to increase survival. Are we really that different? See Figures 2 and 3 in the appendix at the rear of the paper. Geary and Flinn (2001) assert that â€Å"at a social and behavioural level these characteristics function to allow individuals to gain access to and control of the associated resources, such as food, mates, and territory† (pp. 6-7). The main impetus that holds us from achieving this is largely dependent upon the behaviours exhibited by others of the same species. This complex nature which we call social behaviour is nothing more than the evolutionary process we, as humans, have undergone as a means to achieve this. The only difference is the complexity of the social competencies that a species possesses. As an example, both gorillas and chimpanzees social competencies have evolved so that a great portion of their sustainability lies in their ability to protect their young from other males within their respective species Regardless of the complexity of social competences, humans, as with primates, share one common goal and strategy. â€Å"The ultimate function of parental behaviour is, however, the same: to provide a social context that enables the acquisition of sociocompetitive competencies† (Geary and Flinn, 2001, p. 7). As we have evolved we have adapted to this by means of developing social groupings and ties that assist us in ensuring survival through a cooperative effort to gain the needed resources to assure our sustainability. Figure 4 in the appendices displays what Geary and Flinn demonstrate as the unique characteristics of man as we have evolved. In the following pages we will examine the question ‘why we look after children?’ through examination of the various factors, both psychologically and biologically, that have enabled us to survive as a species, perpetuate our

To Pledge or not to Pledge Research Paper Example | Topics and Well Written Essays - 1500 words

To Pledge or not to Pledge - Research Paper Example According to Nelson (2012), the enduring significance of the Nightingale Pledge may be attributed to the legacy of the first nursing icon, Florence Nightingale, in her unwavering dedication to cater the needs of the sick and needy, particularly during difficult times, such as war, famine, disease, and natural calamities (pp. 10-11). Considering the eminent influence of the Nightingale Pledge on a nurse’s life, this paper attempts to uncover the underlying historical significance of the said pledge. Further, this paper also attempts to study the various contexts of the Pledge, especially its functions, purpose, ethical significance, limitations, and criticisms. Historical Role As a profession, nursing is deeply rooted in the society due to its outward protection of the rights of humans, particularly in their rights to life and well-being. In fact, Fagermoen (2005) states that the philosophical foundations of nursing are based on the principles of Humanism wherein nurses, even i n their early not standardized practice, aim to protect, serve, and preserve human life (p. 157). Florence Nightingale embodies those humanistic values in her devotion to tend the wounded soldiers of the Crimean War, and, while alleviating the physical conditions of the soldiers, she also attempts to advance the care systems and psychosocial environment of hospitals so as to make those more conducive to a faster healing process (Fagermoen, 2005, p. 157). During her tenure as a military nurse, she wrote a series of nursing books and notes outlining the basic responsibilities and duties of a nurse, which, in later years, became the theoretical and practical foundations of professional nursing (Kim, 2005, p. 1). The life and works of Florence Nightingale gave birth to the nursing profession, a profession that overcomes barriers of time, place, culture, and religion. For instance, although her works influenced the nursing profession, Florence Nightingale was not the one who wrote the Ni ghtingale Pledge; instead, the pledge was authored by Lystra Gretter, an American nurse (â€Å"The Nightingale Pledge,† n.d.). The pledge was first professed by the 1893 nursing graduates of Detroit’s Harper’s Hospital. Nightingale’s legacy even reached in Japan during the outbreak of the war in 1945 wherein a head nurse in Hiroshima Army Red Cross initiated the recitation of the Nightingale Pledge to restore calm and order in the panic-stricken hospital due to the defeat and surrender of the Japanese militia. Nursing stories around the world relate to the Nightingale Pledge wherein most, if not all, nurses find self-satisfaction in their work through saving the lives of others. Function and Purpose In analyzing the Nightingale Pledge, one can infer that the pledge functions as an ethical guide for nurses in their professional practice while it also aims to indicate the roles, obligations, and limitations of being a nurse. For instance, although the Night ingale Pledge undergoes several legislative revisions and amendments due to socio-cultural concerns, the revised and amended versions of the pledge still maintains the universal nursing standard of conduct, which includes professionalism (â€Å"The Code of Ethics,† 2010, p. xiv). For instance, some of the revisions include the ANA 1950 Code and the 1976 Code; each of which outlines the recommended nurse-patient relationship, which is primarily on a professional level. For instance, the prevailing idea of the revised editions delves on a

Individual analysis of an organisation of student's choice Assignment

Individual analysis of an organisation of student's choice - Assignment Example Wal-Mart emerged as a global retailing corporation from being a local retailer with the successful implementation of a unique and undisputed supply chain and operations management system within the business. The major characteristics of the operations management of Wal-Mart which have driven the success of the company on a global platform are the unique inventory management systems, non-replicable everyday low pricing strategies, the use of high end technology and integration in the supply chain and a centralized procurement and distribution system. Wal-Mart has become the undisputed leader in the retail segment through the use of the everyday low pricing strategy which has driven high volume of sales and subsequently increased profitability for the company. Wal-Mart is acclaimed for having maintained the highest operating profit margins, inventory turnover and sales per square feet among the retail companies operating in the United States and other countries in the world. The operat ions management of Wal-Mart has played a key role in the popularity of the company and the emergence of the company as the number one retail business among many players in the retail industry. Wal-Mart as a business has both internal and external stakeholders. Both the internal as well as the external stakeholders of the company have much interest in the activities and management of the business. The internal stakeholders of Wal-Mart include the shareholders, the management and the employees of the company. On the other hand, the external stakeholder group comprises of mainly the customers, suppliers, distributors, competitors and the governments of the countries in which the stores of Wal-Mart operate. The most important internal customers are tee employees and the most critical external customers of Wal-Mart are the customers of the business. Wal-Mart is renowned for managing its human resources very well and is currently

Developing Yourself as an Effective Human Resources Essay Example for Free

Developing Yourself as an Effective Human Resources Essay The Human Resources Profession Map was created by the Chartered Institute of Personnel Development (CIPD) together with Human Resources (HR) practitioners. The aim was to highlight and explain what HR personnel need to know, do and how to deliver the highest standards of knowledge, skills and behaviour required for growth and success within an organisation. The HR Map is a very important tool to help personnel identify areas that need to be developed within their career. The HR Professional Map is created for any type of organisation (small or large) and is based around areas of professional competencies to help those just starting their careers as well as seasoned professionals. The Map is structured around ten professional areas, eight behaviours and four bands of professional competence. It holds two professional core areas, which are insights, strategy and solutions and leading HR. These areas are essential for any worker who needs to develop skills to the best possible level. Firstly, s/he needs to understand the companys values and have a thorough knowledge of what the company does. The basics need to be covered before the employee can proceed within the other training and development parts of the profession map. After learning about insights, strategies and solutions, the HR practitioners should be aware of any arising problems that could effect their work place. The knowledge that comes from the gained behavioural skills should be good enough for HR practitioners to be able to come up with solutions and adapt it to new situations, helping an employee gain confidence and become a better leader. Another eight professional areas that professionals need to know are; service delivery and information; organisation design; organisation development;  resourcing and talent planning; learning and talent development; performance and reward; employee engagement and employee relations. The eight behaviours show what kind of attributes HR practitioners should implement, which are; being curious; a decisive thinker; skilled influencer; personally credible; collaborative; driven to deliver; having the courage to challenge and being a role model. All of those areas and behaviours are covered by four bands of competence. Band one would be for beginners who start their career and have a basic understanding of the HR role and band four would be for senior professionals who have the most experience within a company. The key area for me to focus on within my company would be employee engagement at band one of professional competency. For the last six years I have been working at the cinema where I have learnt everything about the companys values and goals, through starting as a staff-member to becoming a duty-manager. Employee engagement is a very important level of commitment to any company; an engaged employee should always have pride in what s/he does and work hard to achieve success. In order to have motivated and positive staff who deliver outstanding results, I need to know how to communicate, listen, train/coach my team members, setting aspirational targets through meetings, appraisals and one-to-one sessions. I am sent for various training sessions which provides me with the ability to provide the best support and training for my personnel. After observing and listening to my staff I have noticed that people learn in various ways and I need to adopt different methods in training sessions to get the best out of them and to make them feel valued and motivated. ACTIVITY 2 Understanding Customer Needs. It happens very often in my professional role that certain customers come to me asking for some data, advice or requiring assistance. Not so long ago I had three customers simultaneously come to me with individual problems. They were: Staff Member Emma, who wanted to find out how many hours of holiday she earned so far and when would be the best time to book her holidays. Operational Assistant Ben, who wanted me to add the new starters which would  be starting from the beginning of next week to the system and send a new starter form to the Head Office HR Manager. General Manager Paul, who asked me to check our monthly payroll which just got sent through and needed to be replied to by the end of the working day. It is essential that I always try to prioritise my tasks according to the customer needs and the impact it would have on the company. At the beginning I told Emma that I was unable to focus on her query at that specific moment, but would make sure that tomorrow I would have more time to talk through her holiday requests. My priority was checking the monthly payroll. The task was set by my General Manager and I had only till the end of the day to check it. I need to have enough time to thoroughly check the payroll as if there are any mistakes I need to create a report with all the faults found and send it to the HR manager to investigate. Adding new staff to the system was my second priority. The staffs data did not go live until the week after and therefore was lacking any real pressure in terms of time, and the system we use is simple and straight-forward. Nevertheless, it took priority over Emma in case there were mistakes that would later delay this important and timely process. As stated, Emma was my last priority because her query was not as pressing as the previous two. However, I still made her feel important and valued by informing her that I would have everything ready for the meeting the next day. Effective Communication Effective communication is important in every work place. It is essential for employees to build the appropriate level of trust and understanding, to help create strong working relationships and therefore solve any arising problems with more ease. The three most common ways to communicate in my company are: Face to face. The most efficient and common within my role, it is used when I want to delegate jobs to staff members, within team meetings etc. This type of communication cannot be ignored and is particularly successful in motivating staff to do their jobs effectively. Although sometimes face-to-face can be difficult and cause problems; when dealing with a difficult situation it is sometimes hard to stay calm or always see eye-to-eye. Emotions can become visible which may cloud communication and further exasperate an event. E-mails. These are used on a regular basis. Most contact with external customers is through e-mail and so we need to make sure they are always answered swiftly. They are easy, effectively free and a very fast form of communication. For my internal customers I use an e-mail service for sending out rotas and other staff requests, therefore it is important to check it daily. Unfortunately, sometimes e-mails may be misread and people could feel offended by its content due to miscommunication. Also, some messages may be misplaced and sent to a customers spam folder and therefore treated as unsent and ignored, causing negative experiences. Feedback Forms. A very popular method that is used for one-to-one meetings, probation reviews and appraisals. These forms provide to customers a clear and concise outline of their positive/negative behaviour, and acknowledge, with their line manager, what kind of changes need to be made, creating a clear plan that could help with their development. Feedback can also help staff feel appreciated and increase their self-esteem. A disadvantage of feedback forms may be the subjective nature of feedback (as anyone within the management team can choose to provide a form without first going through any procedures or checks) leaving open the possibility of personal opinions clashing with a customers work ethic. Effective Service Delivery To be able to meet all customer needs the company should have an effective service delivery. Good working relationships and team work should be key to creating a good service delivery for our customers. Everyday I have to deliver satisfactory service on time. Whether it is with our external customers by replying to their e-mails or phone calls on a daily basis or for my internal customers when writing rotas and meeting deadlines set by Management or Head Office. It is essential for a HR practitioner to be able to deliver a service within a timely manner because that will help build trust with customers. Delivering a service on budget is essential in my work place as I have to deal with it on a daily basis. I am mostly responsible for payroll and, within my company, payroll is the biggest controlling cost. Every week we have to schedule staff according to expected business levels. On top of this, everyday we have to control our forecast and act accordingly to set hours, which may incl ude sending staff home when it is quiet or  calling more people in when it is busy. Dealing with difficult customers and handling complaints is not easy, especially external ones. Whenever I have to deal with one I am always focused, listen to the persons complaint, apologise for the problem and try to explain why certain situation have happened. Im always trying to put myself in their position and empathise with them. Sometimes just explaining things may resolve the problem because a customer may not understand something, be confused or simply be agitated and in need of assistance. I asses the situation and decide how best to resolve it (whether with a mere apology or free guest passes etc). If the customer is still not happy with the outcome and would like the complaint to go further, I pass the situation onto head office to be dealt with more formally. When handling and resolving complains it is important to stay calm, communicate and be aware how serious the complaint is. Sometimes is okay to to resolve it in an informal one-to-one meeting but if its something serious like Gross Misconduct, then the complaint must be dealt with formally which could result in dismissal. Looking at the Associate Membership criteria I would need to develop practical and technical HR knowledge and collating, analysing and interpreting data. These two areas stand out the most from the associated membership criteria because I know I could develop these skills better throughout my personal development plan and become a more skilled HR practitioner. Learning more about practical and technical HR knowledge will expand my awareness and make me a more rounded, proficient professional. And learning how to properly collate, analyse and interpret data is something I have yet to really learn and so will give me a crucial grounding for further development. In order to be able to grow within developing practical and technical HR knowledge I would have to gain a lot of experience by shadowing my HR manager and fellow colleagues. In my organisation it is very important to know as much as possible about the human resources department because we do not have many people on site with HR skills. After learning about HR development I could focus on one or two key areas, such as disciplinary procedures or maternity leave, which would add key areas of knowledge to my  current HR capabilities. I believe that developing yourself practically and technically is essential for an individual who wants to become a good HR practitioner within his/her company as this is a core grounding to any career in HR. Collating, analysing and interpreting data is connected to developing practical and technical knowledge within my HR area. By getting support from my line managers I can be trained in creating weekly analyses of all payroll reports such as sickness submissions, lateness tracker and breaks. That skill would teach me how to work on our workforce payroll and I would get to know the rules and disciplinary procedures. With that in mind, I would be able to implement visible data and make staff responsible for their absences. Continuous Professional Development (CPD) is a â€Å"combination of approaches, ideas and techniques that will help you manage your own learning and growth†, focusing â€Å"firmly on results – the benefits that professional development can bring you in the real world† (CIPD website). It can be defined as a life-long learning project that describes the actions of an individual professional who is continuously planning, managing, reviewing and developing his/her skills within their professional or private life. The main aspect of CPD is the Personal Development Plan (PDP) which is structured to help and support individuals to be able to plan and organise their objectives or values in their personal or career development. It identifies what skills and knowledge you need to develop to progress further. I believe that CPD is important to me and my organisation because it gives me and my employer a chance to grow and progress within my career. It sets clear objectives and provides an opportunity to widen any knowledge and skills which are important to succeed within the organisation. By planning my PDP I am able to understand my strengths and weaknesses and learn how to improve them day by day. It keeps me interested therefore I feel motivated and positive. The company can also benefit from having the structure of CPD in place as it helps the company move forward by having motivated and happy personnel, as well as better working relationships due to managers spending more time with staff through one-to-one meetings and appraisals. The two options that I chose from my personal development plan are having practical and technical HR knowledge and completion of my CIPD course. Personally, advantages of having practical and technical HR knowledge would be the ability to implement my new skills on site and be able to use more of my own initiative on day to day basis. By shadowing my HR manager and having support from my head office team I would be able to learn about all procedures very quickly. In having those skills I would know how to run the HR department and by doing so I would be very well prepared for HR audits. The only disadvantage for this area would be time organisation, in making sure I can travel to London (and therefore needing cover) and that my HR manager has time to coach me, although this would only be for a set amount of time. The reason why I chose to study an online CIPD course is because I wanted to get my qualification while I was still working a full-time job. It provides great flexibility and no daily travel saves a lot of time and money. I find studying online is less stressful than face-to-face college as it allows me to work within my on surroundings and at a pace I am comfortable with. All lessons are available via a website and the tutors are always quick in responding to e-mails. A disadvantage to studying online is the lack of visible pressure from tutors to push me to work between my regular weekly shifts at work, although this at least helps improve my self-motivational skills.

Customer Service and Organisational Effectiveness

Customer Service and Organisational Effectiveness Customer Service and Organisational Effectiveness BROWN THOMAS GROUP Brief background and how competitive the market place is: Brown Thomas is a luxury lifestyle store which has stores located in Dublin, Cork, Galway Limerick. It is home to an unparalled range of Irish International Designer Brands for women, men, children homewares, accessories beauty products all sourced worldwide. Established in 1849 by haberdashers drapers Hugh Brown and James Thomas. In 1919 it was bought over by Harry Gordon, Selfridges who operated it as part of the Selfridge chain. It was in the 1960s when the company went public on the Irish Stock Exchange and it was then that Galen Weston bought shares in the company. In 1983 Weston bought the remaining shares and it was then Brown Thomas was born and became a private entity. Whilst the industry they are involved in is a very volatile one, Brown Thomas have positioned themselves at the top of the market place, with an ever increasing sales port-folio whilst offering a five-star customer service to their customers worldwide. A store that is listed among the best in the world, yet remains quintessentially Irish and unique.   Ã‚   Target Market Brown Thomas pride themselves on being customer focused offering a wonderful shopping experience displaying their beautiful items sourced from all over the world, they are unrivalled with customer service. From the minute a customer steps into one of their stores they will be treated with a superb customer experience as this forms part of their Mission Statement delivering on a five-star service to their much valued customer. There is an on-line shopping experience called Click Collect which delivers on their flawless services for their customers who cannot access their stores. They also have rolled out a Loyalty Card (See Appendix A attch) service to their customers, giving something back to them with every euro spent within a store, points will be stored on their cards which are redeemable against any item within their stores. There are two types of cards, Black and Platinum with their Platinum cardholders spending over à ¢Ã¢â‚¬Å¡Ã‚ ¬5,000 a year. On your Birthday you earn triple points for that week. You will be the first to hear about in-store promotions, receive invitations to events, previews and fashion shows. Along with the Loyalty Card Brown Thomas have introduced their own MasterCard (See Appendix B attch) which has an encore rewards system where you will receive certain rewards and if you have both cards its doubly rewarding! How the organisation presents itself to customers versus the customers experience Advertising As the group have to be constantly ahead of their competitors, the power of advertising is very advantageous. They would constantly keep their customers abreast of any in-house promotions, new stock arriving by sending out circulars and also reaching out to their customer base by texts and emails. Also they hold a numerous amount of fashion shows for new season stock inviting their customers to come along and visually enjoy what the shop is offering. They are involved with many charities and run fashion shows in conjunction with these in order to raise much needed funds. Also when they go into their end of season sales they advertise both in the national newspapers, TV and radio alerting their customers of their sale Premises Their premises located in Dublin, Cork, Galway Limerick have all been refurbished to a very high standard offering luxury surroundings to their customer. They have restaurants, coffee shops and toilet baby-changing facilities. There are also disabled bathrooms which which are all located on their ground floors. Also each store has a professional shopper who has their own rooms where a customer can be brought to in private and will be assisted in their shopping requirements whilst being relaxed in a beautiful environment. All stores are fitted with high technical security systems along with a state of the art fire emergency system installed, thus ensuring their staff and customers of a safe environment. Products or services They offer a wide range of Irish International designer luxury goods sourced worldwide including womenswear, menswear, childrens wear, accessories, beauty products and homewares, delivering on quality, range and price. An online shopping service has also been rolled out to their customers with convenient collection point. Competitive discount rates are also offered. Complimentary luxury gift-wrapping in stores or delivered to your door. Personal Shoppers have been employed in each store in order to assist customers in selecting the right product whilst taking the stress out of shopping for the customer. How employees interact with the customer, each other and management Employees are trained to deliver a fist class customer service to their customer from the minute they enter their store until they complete their shopping and leave. As there is ongoing customer service, team building in-house days that all employees have to complete, interact very positively which creates a very friendly and uplifting working environment. Management also participate in these courses thereby ensuring the ethos of the organisation permeates through from Management to floor staff. Personal Dress/Uniform/Hygiene/Care Because of the business they are involved in, staff care and hygiene is of the uttermost importance. It is vital that they are well dressed and groomed with particular attention to hair and nails as they are the front people who meet the customers. Staff there would wear black for their uniform and this is the general dress code throughout their stores. Staff also wear a name badge to identify themselves as part of their uniform. The Potential positive and the potential negative impact Potential Positive impact on consumers Potential Negative impact on consumers Uplifting Shopping Experience Price point too high Receiving a five star customer service Poor car parking facilities Kept abreast of fashion trends Some Departments   not clearly marked Disability and Diversity Brown Thomas caters for all age groups from the elderly to young babies and also people with disabilities. They cater for wheelchair accessibility with double doors that can be opened if needs be and Disabled bathrooms are situated on all ground floors in all stores along with spacious lifts to allow disabled shoppers to move freely throughout their stores in order to shop. Customer Service and Organisational Effectiveness ARDLEA MEDICAL CENTRE ENNIS Brief Background and how competitive the market place is: This practice was established in 1999. It is located at 79 OConnell Street, Ennis, Co. Clare. The practice is owner occupied by Dr. John MacCarthy, MB Bch NUI MICGP and his wife who is the practising nurse Eleanor Quill. There are two administration/reception staff, Marie and Mona. This is a paperless office where all your details are registered on a computer and all consultations are registered on your computer file. This surgery is located at the end of OConnell Street in Ennis where there is little competition as most of the other GP practices in Ennis at the other side of the town. Target Market Ardlea Medical Centre has its panel of GMS (medical card holders) patients along with private patients. How the organisation presents itself to customers versus the customers experience: Advertising Due to the nature of this business there is little need to advertise for new patients. In fact, it seems to be the direct opposite in that their list is full. Premises These premises which have been newly refurbished and it is very cutting edge. It consists of an entrance hall which houses the reception area which is cordoned off by glass. There are two toilets, one located on the ground floor and the other is on the first floor. On the ground floor is a beautiful waiting room which hosts a full wall photo image of the woods in Dromoland Castle. The nurses treatment room is also located on the ground floor. Dr MacCarthy also has a treatment room on the ground floor with two more on the first floor. Services available At Ardlea Medical Centre, they offer a wide range of services to patients in addition to consultations for general medical queries, routine follow-up and ongoing medical problems. The following are services that are offered to patients under the GMS scheme including the Under Age 6 scheme and Over Age 70 scheme. The following are the services that the centre offers: Blood Pressure Monitoring Cryotherapy Cervical Smear testing (See Appendix A attch) Travel Health advise and screening Ante-Natal Care (See Appendix B attch) Child Immunisation Dietary Advice Smoking Cessation Diabetes Clinic How the employees interact with the customer, each other and management The Ardlea Medical Centre whilst a very busy practice is also a very inviting atmosphere with the most welcoming reception staff who go above the call of duty in order to facilitate with appointments or for an urgent appointment if needs be. Both the Doctor and the Nurse act with equal professionalism, discression and their medical knowledge would make any patient feel very confident to be under their care. Personal Dress/Uniform/Care/Hygiene This is a bright and uplifting practice to visit with great attention paid to cleanliness and hygiene. There doesnt seem to be any uniform for staff who are always neatly dressed presented well. The potential positive and the potential negative impact Potential positive Potential negative The comfort of knowing that you are being medically well cared for by the Team Sometimes long waiting times to visit Doctor due to volume of patients Beautiful Uplifting Surgery to visit Poor parking facilities Disability and Diversity The Ardlea Medical centre cater for all ages from babies to over 70s all who are receiving the best knowledgeable and professional care. Wheelchairs can access the surgery through the widened front door and there is a disabled bathroom on the ground floor along with both Doctors Room and the Nurses Treatment Room located alongside. Customer Service and Organisational Effectiveness Customer Service and Organisational Effectiveness Treacys West County Hotel 1. The West County Hotel was originally built in Ennis by the Lynch family in the late 1960s. It was taken over by Waterford based Treacys Hotel Group in 2013. It remains one of the most popular, well established iconic hotels in Ennis.   It fights off all competition from a number of hotels in the town by offering an excellent experience for families and business alike. Unlike other hotels which are within walking distance of the town, it has beautiful leisure centre which includes a fully equipped gym and a large swimming pool. www.clare-tour.com/accommodation/Lynch_West_County_Hotel/ 2. The hotel has one large conference centre and four large board rooms targeting business and a variety of groups. The Family friendly hotel has 152 rooms with en-suite bathrooms and access to all amenities in the hotel and therefore attracts families from Ireland and abroad. There are excellent restaurants, a cafà © and bar with bar food. The hotel, therefore, receives a large amount of business from local people who can have their needs met and enjoy the facilities of the hotel. https://treacyswestcounty.com/ 3. Advertising The hotel has an excellent website which is very easy to navigate and has its own Facebook page. It advertises in a number of magazines such as bridal and holiday magazines. Upcoming events are advertised weekly in the local papers (Clare Champion and Clare People) and local radio. https://www.facebook.com/TreacysWestCounty/ (see App. A) Premises The building had a complete refurbishment in 2013. All fixtures and fittings are maintained to a very high standard. Products and Services The hotel offers a range of different services which include a beautiful cafà © and 2 restaurants. There is a leisure centre which includes a state of the art gym, aerobic centre and large swimming pool. The cost of a full membership is â‚ ¬350 per year which is quite expensive compared with other leisure centres. Employees interaction Customer service standards are high from the receptionist through to the leisure centre staff although some waitresses are not as friendly as others. The bar and waiting staff in Borus Bar seem to be run off their feet during busy times. This, in turn, does not reflect well on management. Management presentation The management and staff present themselves well with a stylish uniform for managers and staff alike. The housekeeping staff also wear a stylish uniform and are friendly towards the customers they meet. 4. Positive and Negative impact of question 3 All events, from afternoon tea dances to specialized concerts, yoga classes and workshops are advertised so as to reach all customers. The Clare Champion and Clare people newspapers, along with their current up to date website and Facebook page make for a positive impact on customers. There is a positive vibe in the hotel and this is mainly due to the friendliness and competency of the staff along with the wonderful facilities and proximity to the town centre. There is a negative impact on the customer when they see that the bar staff are overworked during busy periods and are unable to give the customer their full attention. Management will need to look into this and in turn take on extra staff at these times. The management should also compare the price of leisure centre memberships in the area and either offer extras to the customer or reduce their price of membership. 5. Disability and Diversity There are only 2 disabled bays close to the main entrance of the hotel. This is a very low number in relation to the size of the hotel and carpark in comparison to other hotels in the town. On the positive side there are very good facilities within the hotel to accommodate wheelchairs e.g. lifts, wide doors, ramps and disabled toilets. All nationalities are welcome although the hotel has been known to turn away a Traveller weddings. Customer Service and Organisational Effectiveness Parnell Medical Centre 1. Parnell Medical Centre was set up in Ennis in 2011 to cater for the needs of the growing town. Dr Conor Hanrahan, who was already established in the town, remained the only doctor operating from the building until 2014. He was then joined by Dr John Boyle, an English man, who had worked in the Elm Medical Centre on the Gort road in Ennis for a number of years. There is no competition between the surgeries as there is a shortage of doctors and the demand exceeds supply. 2. The surgery, and both doctors, cater to the needs of all patients registered with them. It provides the services of a nurse, who is on hand to deal with minor complaints, take blood, smear tests etc. There are 3 very caring and friendly receptionists. 3. Advertising There is no official website for the Parnell Medical Centre although both doctors can be reviewed online. Advertising is not necessary as the demand for doctors services exceeds supply. (see App B) Premises The premises are located on the first floor with a lift which can be accessed through the pharmacy below. Each doctor has its own separate waiting room. There is a childs play area in one waiting room and a beautiful fish tank in the other. Both waiting rooms have easy access to the bathroom. The surgery looks clean and tidy and is painted on a regular basis. Services Both doctors provide routine and urgent medical care, prescriptions and medical certificates. Medical card holders are welcome at the surgery. The Receptionists answer the phones, take appointments and write up all the paperwork for the doctors. There is a conveniently located pharmacy on the ground floor. Employees Interaction All staff at the surgery seem to interact very well with the customers and also with each other. The receptionists greet all patients with a smile and are helpful and understanding. Management presentation Dr Hanrahan always dresses in a suit whereas Dr Boyle is more casually dressed. Both are very clean and tidy and always use gloves when an examination is necessary. Hand sanitizers are constantly being used throughout the surgery by all staff members especially the doctors and the nurse. 4. Positive and Negative impact of question 3. There is no official website for the Parnell Medical Centre so anyone looking for information on their services will be required to call in or phone the practice. The surgery does not take calls from 1pm 2pm and this can be frustrating as it may be the only time some patients are able to phone. There are two separate waiting rooms so overcrowding is never a problem. The premises are kept neat and tidy and children are entertained while waiting, due to the large fish-tank and play area. The pharmacy on the ground floor is a major advantage. The staff in the surgery are polite, empathetic and friendly. The receptionists interact very well with each other and work efficiently in conjunction with the doctors. 5. Disability and Diversity There are sufficient disabled bays in close proximity to the surgery as it is adjacent to the Parnell street car park. There is a lift which can fit a wheelchair. One of the waiting rooms is wheelchair friendly along with the bathroom. The surgery caters for all ethnic groups, including travellers, with no discrimination against anyone.   Ã‚   www.whatclinic.ie/doctors/ireland/county-clare/ennis/dr-dermot-boyle www.whatclinic.ie/doctors/ireland//ennis/dr-conor-e-hanrahan Enc: