Advantages and Disadvantages of Franchising

Preferences and Disadvantages of Franchising Diversifying Franchising is course of action where one gathering (the franchiser) awards another gathering (the franchisee) the option to utilize exchange name just as certain business frameworks and procedures, to create and showcase great or administration as per certain determination. The franchisee normally pays a one-time establishment charge in addition to a level of deals revenueas eminence, and increases prompt name perception, attempted and tried items, standard structure and decor,detailed strategy in running and advancing the business, preparing of workers, and progressing help in advancing and overhauling of the items. The franchiser increases fast extension of business and earningsat least capital-expense. Highlight of the establishment is that every purchaser embraces to satisfy the different conditions and prerequisites of the vender (franchiser), identified with the creation and offer of products and the arrangement of related administrations to customers. In this man ner, on the planet advertise there are gatherings of organizations joined in a solitary framework under the sponsorship of a significant global partnership. Its accomplices in the agreement the franchisor gives counsel on corporate area, chooses gear, helps in preparing, exhortation on the executives, and may likewise give budgetary help. This encourages the normalization and unification of items and administrations of the organizations remembered for the arrangement of diversifying gives solidarity on showcase occasions, style and structure, the nature of merchandise and enterprises sold the centralization of acquirement related investment funds (and the extra advantage to the franchisor). Points of interest of diversifying mode are following (Kotler, 2002, p. 377): Rapid extension of deals showcases, the expansion in deals volume and the regional development of the business Absence of the expense of the vertically-coordinated system the executives (decrease of work force costs) A lower level of own capital venture Lift the distinction of the organization and its trademark, acknowledgment from the clients, expanded trust in the quality and scope of items a solitary organization Income from the offer of the permit and leasing land establishment and gear Profit from loaning openings franchisees and diminishing the hour of turnover. Impediments of diversifying mode are following (Kotler, 2002, p. 377): The probability of a littler piece of the benefits from the establishment business than on their own Low notoriety of one of the establishments without appropriate quality control can influence the notoriety of the firm; Difficulty in controlling the unwavering quality of budgetary revealing franchisee The franchisor is setting up a potential rival notwithstanding franchisee organization Joint endeavors Joint endeavors are regularly made for access to remote markets, company’s choice to collaborate with their outside accomplice, sharing possession and autho rity over the exercises of the organization. In world practice, there are numerous instances of notable relationship of firms and companies to tap new markets and addition upper hand. Formation of a joint endeavor might be the favored technique for access to outside business sectors for the accompanying reasons: 1. On the off chance that the organization comes up short on the monetary, mechanical, administrative and different assets for self-advancement in remote markets 2. In the event that the administration doesn't admit to its market remote organizations or auxiliaries without the support of neighborhood capital for some political or monetary reasons; 3. At the point when the organization, for financial reasons, collaborate with a remote organization for the joint creation, the offer of which will give the organization higher benefits because of the ease of utilization of neighborhood assets (work, crude materials, and so on.)

Wuthering Heights Essay Research Paper Set in free essay sample

Wuthering Highs Essay, Research Paper Set in England on the Yorkshire Moors in the nineteenth century, Emily Bront? # 8217 ; s crisp Wuthering Heights is the account of darlings who attempt to resist the partition of cultural classifications and keep up their affection alive.The boss characters, Catherine Earnshaw and Heathcliff experienced childhood with an in the middle of classification English wide open home called Wuthering Heights. Heathcliff was the retainer and Catherine the young lady of the owner of Wuthering Heights. As children, Heathcliff and Catherine were the best of companions, a cordial relationship which went to adore with the transitioning. Catherine wedded a grown-up male of the upper class society and had to stop her affection matter with Heathcliff. Catherine was glad in her marriage from the start yet along these lines became overpowered with her longing to be with Heathcliff. She had to isolate the contrast between her affection for Heathcliff and her adoration for her new existence with cash. We will compose a custom exposition test on Wuthering Heights Essay Research Paper Set in or then again any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page In the terminal, Catherine Earnshaw? s hubby, Edgar Linton, kicked the bucket and Catherine in the long run understood that cash and cultural class were non each piece satisfying as her craving to hold energy in her life, a craving which could only be met by Heathcliff. All through the book, Catherine attempted to recognize what her identity was and what unequivocally she needed. In sections 6 and 7, Catherine believed that she had in the long run found what her identity was and what she needed. These parts are the apex of the story. It was the point in the book where the cultural classes were resolved and Catherine? s love for Heathcliff had to be supressed. Heathcliff and Catherine were still yo ung and playing together guiltlessly one day. This was before Catherine turned into an individual from the upperclass society and understood that she was unable to adore Heathcliff in light of his social class. Heathcliff and Catherine meandered past the protected entryways of Wuthering Heights to an enormous domain claimed by Edgar Linton called Thrushcross Grange. They spyed through one of the windows and were gotten by Linton. Heathcliff figured out how to escape in time however Catherine harmed herself and was taken in by Linton?s workers. Catherine remained at Thrushcross Grange while Heathcliff return! ed to Wuthering Heights. She remained at the home for half a month being breast fed by Linton and his workers. The time she went through with Linton made her begin to look all starry eyed at him, making her for all time be isolated from Heathcliff and the lower class life she used to know. Catherine turned out to be so caught up in her new life that she disregarded Heathcliff and the agony he was feeling, until she understands that there was something missing in her life. She at long last realized that with the goal for her to turn into an entire individual, she should have been with her other half, Heathcliff.Although there are a wide range of significant messages in this novel, the fundamental worth is the progressions which happen in and between the characters. It is a romantic tale which manages the social classes and the supression of genuine emotions. Wuthering Heights is a disaster on account of what happens when the characters at long last find what was truely intended to be. Wuthering Heights bestowes a virtue onto the peruser of separation and genuine heart-break.

Admission Decisions Piles of Files COLUMBIA UNIVERSITY - SIPA Admissions Blog

Admission Decisions Piles of Files COLUMBIA UNIVERSITY - SIPA Admissions Blog The most common question we are getting on the phone and via email these days is, “When will I find out about my admission decision?” In a perfect world I could tell you all the exact date and time, and I could also guarantee that every decision would be published on the same day. However, we live in the real world and not the perfect world. The real admission world, just like the real policy world, can be a bit tricky. With numerous people reading files and some subcommittees meeting to discuss certain applications in more detail it is a balancing act. When applications are confirmed as complete they are assigned to readers and begin the review journey.   Readers belong to three general groups: faculty, students, and administrators.   Each group brings their own viewpoint to the table so there is nice balance. After the readers have filled out their review sheets and discussed their feelings about each candidate with other readers the files are divided into three major groups. Let me elaborate on the process by describing the following picture Pile #1 is representative of applications where there is unanimous agreement among Committee members. I would say that about 60-65% of applications fall into this group. Pile #2 represents those where the reviewers of the file did not entirely agree and they have asked for additional review by a Senior Member of the Admissions Committee prior to making a final decision. Approximately 20-25% of applications fall into this category. Pile #3 represents those who the readers believe should be considered for first year fellowship awards â€" approximately 15-20%. These files take longer to process because they have to go through additional rounds of meetings by the Fellowship Committee. Reviewing applications is not an exact science and decisions may not go out in the simple 1-2-3 order described above, but this is generally how the process works. Rather than make the majority of applicants wait until the Committee has reviewed all of the files, we will start to send out decisions when the majority of decisions have been made. Our goal is to start sending decisions in the first or second week of March.   We will inform you of when your decision is ready to view by sending you an email telling you to log in to the application site to view your decision letter.   I will also post an entry to this blog when the first round of decisions have been sent. Admitted applicants will receive a paper copy of the same letter posted on the site a number of weeks later. Applicants who are not admitted will only see the letter on the application Web site; we do not send a paper copy of letters to those who are not admitted. I hope this provides a bit of insight into the process and I will continue to elaborate on the process in the coming weeks.

Compare and Contrast Two Statuettes - 917 Words

Running Head: A Compare and Contrast of Two Statuettes A Compare and Contrast of Two Statuettes Mary Karr ART 205 Ââ€" Art Appreciation November 24, 2007 A Compare and Contrast of Two Statuettes I have chosen as the subject of my essay to contrast and compare two female statuettes from ancient cultures. The first is an ancient Egyptian statuette named The Offering Bearer which was discovered about 1920 in the tomb of Meketre in Thebes and appears to have been made around 1985 B.C.E. by an unknown. (The Metropolitan Museum of Art, 2007). The second is an unnamed figurine commonly referred to as Statuette of A Standing Woman. This statuette, whose artist is unknown, is one of several figurines collectively called the Tanagra†¦show more content†¦(The Metropolitan Museum of Art, 2007). The Statuette of A Standing Woman and the other Tanagra figurines, however, marked a new trend in Greek art of examining and representing common women in every day pursuits. Marking women as worthy of notice just for existing rather then needing special status to be recognized. (Department of Greek and Roman Art, 2007). The culture of Egypt at the time The Offering Bearer was made seems to be one that reserved art for chronicling and celebrating fantastic or sacred occurrences, whereas Greek art at the time of the Tanagra figurines had learned to find artistic potential in every day life. Egyptian life was still heavily tied to absolute rule of pharaohs and worship of multiple gods as a defining force in everyday life. Materials and tools would have been scarce and most art reserved for the ruling or wealthy classes. Greece however, was an evolving culture. Greece had a history of embracing new ideas in social, scholarly, and artistic endeavors. In conclusion both sculptures depict a common thread in the society which created them. One a common occurrence where the act being portrayed elevates the female subject to a more important position then she would otherwise have enjoyed the other the beauty of women in common life. References: Department of Greek and Roman Art (2007). Metropolitan Museum of Art, Timeline of Art History, Tanagra Figurines, Retrieved November 21, 2007 fromShow MoreRelatedAncient Greek Architecture : The Doric Style And The Ionic Design Essay1610 Words   |  7 PagesThere are three types of columns found in ancient Greek architecture but two of the three columns are: The Doric style and the Ionic design The Doric style is rather sturdy and its top (the capital), is plain. This style was used in mainland Greece and the colonies in southern Italy and Sicily. The Ionic style is thinner and more elegant. Its capital is decorated with a scroll-like design (a volute). This style was found in eastern Greece and the islands. 2). The ushabti (also called shabti or shawabtiRead MoreComparison Between Street And Street Artist1414 Words   |  6 PagesIntroduction: In order to compare and analyse two-forms of art one must first identify their key similitudes and differences. In this case the comparison of a Visual artist such as Pablo Picasso whose work is broadly referred to under the label of Fine art, against a second visual artist or street artist who in contrast tends to be referred to and labeled as a Criminal or a vandal, such as Banksy this is mainly due to the characteristics and environment in which their artwork is displayed. As itRead MoreComparitive Flood Stories Essay3018 Words   |  13 Pagessimilar passages in Genesis also can be viewed historically, Jacobsens conclusion about this section of the Eridu Genesis is significant for comparative purposes. Next, Jacobsen compares the Eridu Genesis with the biblical parallel found in Gen 1-9. The threefold divisions of both narratives obviously correspond. The first two sections deal with Creation and the antediluvians, especially through lists of the leading figures of that period. Both conclude with a story of the Flood. Jacobsen has furtherRead MoreHouse of the Vetti and House of the Fawn Essay2749 Words   |  11 PagesCompare and contrast two Pompeian houses. What do they each tell us about the status of their owners? Within Pompeii, the size and decorative aspects of someone’s home explained a lot about their monetary wealth and what sort of social status they upheld. People who had money and good social status would decorate their homes with High Greek culture for example myths and mosaics of Greek heroes. 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According to Haralson, the statuette serves an important function in that it activates the novel’s male-male bond — be it platonic or sexual. What is more, the artwork invites the male-male gaze whereby such observation of a nude body is under morally sanctioned conditions (Haralson, 33). Whatever the case, Rowland can see in the s tatuette what others in Northampton cannot — the potential forRead MoreArgumentative Essay on Telivision Is the Leading Cause of Violence in Todays Society9353 Words   |  38 Pagescivilization lasted from c. 2600 to 1900 BCE. With the inclusion of the predecessor and successor cultures—Early Harappan and Late Harappan, respectively—the entire Indus Valley Civilization may be taken to have lasted from the 33rd to the 14th centuries BCE. Two terms are employed for the periodization of the IVC: Phases and Eras.[15][16] The Early Harappan, Mature Harappan, and Late Harappan phases are also called the Regionalisation, Integration, and Localisation eras, respectively, with the Regionalization

Nazi Propaganda Essay - 1463 Words

Nazi Propaganda Propaganda attempts to force a doctrine on the whole people... Propaganda works on the general public from the standpoint of an idea and makes them ripe for the victory of this idea. These words of Adolf Hitler are taken from his book Mien Kampf (My Struggle) published in 1926. Propaganda was an elaborate and essential tool used extensively by Hitler and the Nazis during their terrorizing reign of Germany and throughout Europe. Not only was it used to promote and endorse the party and its leaders extreme anti-Semitic values, but also to mask the horrifying truths of what was to become known as the Holocaust. Anti-Jewish measures and programs have taken place numerous times throughout history, but never to the†¦show more content†¦The Jewish nose is bent at the tip. It looks like a figure 6. So we call them Figure sixes. Many non-Jews also have bent noses. But in their case the nose is bent up, not down. They have nothing to do with the Jewish nose. Encouraged by the teacher, Karl points out that the lips are another distinguishing feature; they are usually puffed up. The eyebrows are: Usually thicker and more fleshy than ours. From the eyes one can see that the Jew is: A false, deceitful person. Shown along with the text is a drawing of a boy, Karl, at the front of his class pointing to a numeral 6 that resembles what was said to be the stereotypical Jewish nose. The reasoning behind the title of the book is explained as, Just as it is often hard to tell a toadstool from an edible mushroom, so too it is often very hard to recognize the Jew as a swindler and criminal. Another fundamental example of radical anti-Semitic press was the newspaper printed by Julius Streicher called Der Stà ¼rmer (The Attacker). This paper used anti-Semitic caricatures, accused Jews of plotting secret plans against the German government, promoted the idea of Jewish seduction and even called for the annihilation of all Jews in 1941. The passionate language by the writers and crafty manipulation of the readers is evident in a 1935 article written by ErnstShow MoreRelatedNazi Propaganda1653 Words   |  7 PagesMost Nazi Propaganda was ineffective. Explain why you agree or disagree with this statement. The Nazis used propaganda to a great extent in Germany. It was impossible to escape and millions of ordinary Germans came across Propaganda every day. Not all the propaganda in Nazi Germany was successful but I believe that overall propaganda was massively successful in gaining Hitler and the Nazis support and influencing Germans with Nazi ideas and attitudes. By dominating all aspects of society many GermansRead MoreThe Nazi Evangelicalism : Nazi Propaganda1423 Words   |  6 PagesHargurdev Singh Professor Garoupa English 7 29 September 2014 The Nazi Evangelicalism In 1940 s Europe, many nations were polluted with Nazi propaganda depicting the power and superiority of the German people. 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This paper will examine the exponentsRead MorePropaganda During Nazi Germany : Film And Propaganda3538 Words   |  15 PagesLeandre Eberhard Film and Propaganda in Nazi Germany December 15, 2014 Goebbels’ Philosophy on Film and its Uses for Propaganda The following paper will focus on Joseph Goebbes’ use of propagandistic techniques in Nazi films. It will attempt to pinpoint his main goals and techniques through the context of films including Wunschkonzert, Ich Klage An, Kolberg, Jud Sà ¼ÃƒÅ¸, Der Ewige Jude and Triumph des Willens. In looking at these films, comparisons will be made between the techniques Goebbels promotesRead MoreNazi Propaganda and The Holocaust Essay1047 Words   |  5 PagesNazi propaganda played an important role in the Holocaust, the extermination of millions based on race, religion, and ethnicity. It successfully secured the acquiescence of the general public to the crimes committed by the Nazis. The Nazi Party used their control of the media to fuel anti-Semitic belief and to persuade Germans to support the Nazi cause throughout the Holocaust and World War II. Although the Nazis were the largest political party in Germay, they did not win a majority of votes inRead MoreThe Argument For Genocide In Nazi Propaganda1556 Words   |  7 Pages Much later, Randall L. Bytwerk analyzed genocidal propaganda in his 2005 article â€Å"The Argument for Genocide in Nazi Propaganda.† He argues that the most significant way to argue a â€Å"final solution† for the Jews is by convincing the population that it was a matter of life or death. The NSDAP government had to communicate this victim-perpetrator complex enough so that a maximum amount of people would consume this information and be able to take it as an irrefutable, imminent danger. As Kim WunschmanRead MoreEssay about Nazi Propaganda887 Words   |  4 PagesIt can be said that Hitler’s Nazi party in Germany is the greatest political phenomenon of the 20th century. It is one of the most highly debated political regimes not only due to the infamy created by Nazi involvement i n the holocaust, but also the manner in which a German nationalism spread with such apparent ease. The truth however is that it’s not a clear-cut and dry topic, in fact it’s everything but that. The severity of the harm brought to Germany at the hands of the war guilt clause inRead More The Link Between Nazi Propaganda And The Holocaust Essay2873 Words   |  12 Pages Hitler believed that propaganda from the allies was the main reason that the Germans lost during World War I and felt that this form of warfare needed to be a primary tool in modern warfare. He spoke of this belief in his book Mein Kampf well before the start of the second World War. Hitler felt that the public needed to be inundated with the ideology of the state at all times and through all mediums (Jowett and ODonnell 2). To do this, he said everything from childs story-book to the last

Nursing Management Free Essays

string(147) " points on the action plan meet the SMART \(Jumaa Alleyne, \(1998\)\)criteria: Specific, Measurable, Action based, Realistic and Time bound\." Contents GLOSSARY ABSTRACT/SUMMARY INTRODUCTION DM 45 DEVELOPING MANAGEMENT STYLE 1. Self- assessment analysis 2. Stakeholders analysis 3. We will write a custom essay sample on Nursing Management or any similar topic only for you Order Now S. W. O. T analysis DM 46 RECRUITMENT AND SELECTION DM 47 MANAGING PERFORMANCE DM 48 DEVELOPING TEAMS INDIVIDUALS RECOMMENDATION REFERENCES BIBLIOGRAPHY APPENDIX Glossary D. O. H – Department Of Health N. H. S – National Health Service N. S. F – National Service Framework P. E. S. T. O – Political Economical Social Technological Others 7 S – Shared Values Strategy Structure System Staff Style Skill S. M. A. R. T – Specific Measurable Achievable Realistic Time-bound S. W. O. T – Strengths Weaknesses Opportunities Threats Abstract/Summary I am currently working as a Charge Nurse/ Deputy Ward Manager on Ward X , a Diabetic and Renal ward based at a North London Hospital. The ward contains 21 acute medical male beds and a team of 28 staffs which includes 6 student nurses, 2 domestics, 1 ward clerk, 7 health care assistants, 6 junior nurses, 4 senior nurses and 2 ward sister/charge nurse. Some of my main responsibilities on the ward includes the assessment of care needs for patients, the development of programmes of care and their implementation and valuation and most importantly carrying out all relevant forms of care without direct supervision, and demonstrate procedures to, and supervise qualified and unqualified staff and contribute to the overall good of the organisation by being a positive role model and treating all staff, visitors and service users with courtesy (Appendix 1). In this assignment I will demonstrate the use of knowledge, management concepts and theories that I have acquired while undertaking this module of Managing People and relate them to my clinical area. Certain area of practice will be identified, analysed and evaluated through effective people management using the CLINLAP model (Jumaa (1997) ), ( Jumaa Alleyne (2001) ) within the ward setting. ‘CLINLAP is defined as a strategic nursing leadership and learning process that positions strategic learning as a driving force within health and social care organisations, on a day to day basis, in the management of nursing goals; nursing roles; nursing processes; and nursing relationships’ (Jumaa Alleyne, 1997 2001) Introduction The National service frameworks (NSFs) are long term strategies for improving specific areas of care. They set measurable goals within set time frames. NSFs: †¢ set national standards and identify key interventions for a defined service or care group †¢ put in place strategies to support implementation †¢ establish ways to ensure progress within an agreed time scale †¢ form one of a range of measures to raise quality and decrease variations in service, introduced in The New NHS and A First Class Service. The NHS Plan re-emphasised the role of NSFs as drivers in delivering the Modernisation Agenda. Each NSF is developed with the assistance of an External Reference Group (ERG) which brings together health professionals, service users and carers, health service managers, partner agencies, and other advocates. ERGs adopt an inclusive process to engage the full range of views. The Department of Health supports the ERGs and manages the overall process. (DOH, (2005) ) The NSF makes it clear that the NHS is committed to building a modernisation programme to provide high quality patient care and improving the working lives of all NHS staff. In terms of patient care, it draws the attention to the need to look at each service from the patient’s point of view and to ensure that a patient focus is embedded in the culture. In order to achieve this, new and better ways of working are required through, for example: – Investing in the workforce in terms of more staff and better training Giving frontline staff responsibility, freedom, skills and resources to do a better job, using their initiative for local innovation within national standards – Reducing bureaucracy whilst increasing accountability so that there are clear and transplant process for holding the NHS to account for their delivery of services – Requiring staff to work effectively in teams, for example, through managed clinical networks – Working in partnership with staff and involving them through representation NHS is critically dependent on its employees for delivering the strategic and operational goals at corporate, departmental, functional and team levels and managing people efficiently and effectively has become a central part of the ward manager/sister/charge nurse’s task at all levels particularly with a view to improving the performance of employees and thereby the performance of the NHS in delivering services. Ward managers increasingly are being expected to take great responsibility or the personnel management aspects of their work. This implies that we are able to function effectively in 4 key aspects of managing people : – Developing our own management style – Employee recruitment and selection – Managing performance by motivating and developing staffs – Developing Teams and Individuals by improving staffs performance at both individual and team levels. Dm 45 Developing Management Style In this unit I will identify 3 ways of assessing my curren t skills and competence as a manager. These methods will allow me to discern clearly my strenghs and weaknesses and thereby identify areas on the ward in which improvements can be made and devise action plans which will then be monitored for progress. The 3 methods chosen will be, firstly self-assessment and analysis through appraisal, secondly the stakeholder analysis tool and thirdly the SWOT analysis tool. Self- assessment analysis Self-assessment steps :- 1. Arrange a meeting with Ward Manager to agree on an appraisal date. 2. Ward Manager distributes pre-appraisal meeting self-assessment form. Appendix 2) 3. Work through the pre-appraisal form making notes and identifying potential areas for improvement. (Appendix 2) 4. Meeting with Ward Manager on agreed appraisal date. Work through the Personal Development Plan form (Appendix 3) to reach agreement on the current performance and potential areas for improvement 5. Following the meeting the Ward Manager distributes completed Personal Development Plan and list of pote ntial areas for improvement 6. Ward Manager agrees and complete draft action plan to forward to Matron 7. Matron follows up and verifies the Personal Development Plan. (Appendix 3) 8. Action plan agreed with matron. Ensure that all points on the action plan meet the SMART (Jumaa Alleyne, (1998))criteria: Specific, Measurable, Action based, Realistic and Time bound. You read "Nursing Management" in category "Papers" (Appendix 3) Stakeholders analysis An integral part of the clinical governance review process is feedback from stakeholders. The Hospital’s definition of stakeholders includes staff, patients, relatives of patients, carers, other local NHS organisations, voluntary groups and other people with an interest in the trust. The information provided through stakeholder work helps shape some of the areas that the clinical governance review will concentrate on. Clinical Governance is a framework through which NHS organisations are accountable for continuously improving the quality of their services and safeguarding high standards of care by creating an environment in which excellence in clinical care will flourish. It aims to create not only a culture, but systems and ways of working which assure that the safety and the quality of care is at the heart of the business at every level. Appendix 1, Unit 5) As a Deputy ward manager it is important for me to take into account feedback from stakeholders for effective managerial performance and to provide high standards of care. In order to do so the table that I have produced below will help me to identify the role of individuals, or stakeholder groups who are involved or affected by the clinical governance programme and can thereby affect its success or failure. Stakeholder analysis chart | |Programme |Organisation |External | | | | | | | | | |Clinical Governance |Hospital |Diabetes UK , Patients | | | | |Staffs, Patients |Relatives, carers, PCTs| |Who wants the team to: |Succeed | |Yes |Yes | | |Fail | |No |No | |Who is betting on the |Succeeding | |Yes |Yes | |team: | | | | | | |Failing | |No |No | |Who is supporting the |Visibly | |Yes |No | |team: | | | | | | |Invisibly | |No |Yes | |Whose success: |Affects the team | |Yes |No | | |Does the team affect | |Yes |Yes | |Who does the team’s |Benefit | |Yes |No | |change: | | | | | | |Damage | |Yes |No | |Who can the team’s |Happen without | |No |Yes | |change: | | | | | | |Not happen without | |Yes |Yes | In the above table it can be noted that the group of stakeholder who are mostly involved and influence a programme are mainly the patients and the staffs. As part of my objectives I will in future concentrate on feed back from my staff on the ward and our group of patients. This can be achieve by organising ward meetings with staffs or actually having a one-to-one interview with them at least once in a month. As for feedback from patients this can be organised by their allocated staff nurse in the form of an informal one-to-one interview at some point prior to the patient being discharged home. SWOT analysis A SWOT analysis is a tool, used in management and strategy formulation. It can help to identify the Strengths, Weaknesses, Opportunities and Threats of an organisation. Strengths and weaknesses are internal factors that create or destroy value. They can include assets, skills or resources that the ward has at its disposal to provide care to patients. They can be measured using an internal assessment tool such as Peters Waterman’s 7S’s. The table below will help me assess the internal factors of the ward and identify my goals and make them SMART (Jumaa Alleyne (2001)) This will help me to identify areas for development. Shared Values Current: The ward believes in team working providing quality care Goal: To support staffs and encourage them to carry on working as a team Provide them with feedback from patient on quality of care on the ward. Strategy Current: The ward believes in staffs further development and clinical skills. Goal: To send every qualified staff on in–house study days to develop their clinical skills Structure Current: Staffs does not communicate clearly between each other to promote continuity of Care. Goal: To meet up with staffs on a one-to-one basis or ward meeting and discuss appropriate communication. System Current: Staff appraisals only being carried out once in a year Goal: To discuss with manager if appraisals can be done every 6 months Staff Current: The trust is introducing Senior Health Care Assistant posts. Goal: Identify if any of the present Health Care Assistants on the ward are suitable candidates for the post by appropriate supervision. Style Current : The ward has a team with multicultural staffs Goal: Encourage staffs to respect each others cuture and thereby work more efficiently. Skill Current: The ward has staffs with different skill mix. Goal: Give positive feedback on their skills and encourage them to share their knowledge and attend study days to expand them. Opportunities and threats are external factors that create or destroy value. Usually an organisation cannot control them and they emerge from Political, Economical, Social, Technological and Others. The assessment below using PESTO will help me to identify the goals set up by external factors and which needs to be included on the ward to meet expectations and thereby identify areas for my own professional development. Political Current: The NHS Plan outlines a new delivery system for the NHS and changes for social services, and changes for NHS staff groups. It also sets out plans for cutting waiting times, clinical priorities and reducing inequality. Goal: Have regular ward meetings to discuss with team how to incorporate changes on the ward. Economical Current: The NHS budget has doubled since 1997, and will have almost trebled by 2008. All NHS organisations including my ward are receiving above inflation funding increases, both this year and next. Goal: Meet up with team and prioritise our expenses so we can work within our budget Sociological Current: The Hospital accommodate patients from different ethical background and beliefs. Goal: Ensure that the trust can meet certain requirements for its ethnic minority group. For example providing them with special diet like halal meal in the case of muslim patients. Technological Current: The trust is currently using advance computer system to handle patients’ data. Goal: Ensure that members of the staffs who are not computer literate attend IT course for quicker access to patient’s data. Other Current: The Hospital has performed well in maintaining and encouraging ‘The clean our hands campain’ and reducing the risk of cross infection Goal: Encourage the team by giving them positive feedback and reinforce infection control policy. DM 46 Recruitment and Selection Once a trust has decided on its goals, it is essential that it identifies whether it has the people necessary to achieve them. Trusts need to develop ways of assessing the number of employees that they need to provide specific services. The implications of the recent policy changes in the NHS are that there will be further major changes in the numbers and deployment of employees across trusts. DOH, (2005)) As a Deputy Ward Manager part of my responsibilities is also to have a clear view of the number of staffs that we have on the ward and the number that we need to deliver the trust’s objectives. Currently on my ward we have vacancies for 2 permanent Senior Staff nurses post previously known as g rade E. The new post which is now named Band 5b according to the agenda for change has been created by the trust due to our increase in bed turnover and high demand of standards of care. Before the posts were advertised I had a meeting with my Ward Manager and Matron so we can focus on the basic stages of recruitment which are: 1. Agree the vacancy 2. Prepare a job description 3. Prepare a person specification 4. Attract applicants through good advertisement(Appendix 4a) 5. Selection 6. Induction It is important for us team leaders to use vacancies as an opportunity for re-assessing people’s needs and the organisation’s structure so objectives can be achieved. Therefore an agreement between team leaders is important to reach our goals. – After the agreement me and my ward manager we devised the job description and person specification taking into account an analysis of the following criterias (Kneeland, (1999)) : – the present or expected duties of the job – changes which might impact on the job in the future – existing duties which might be done more effectively or efficiently by some one else – new duties that could be added to the job While preparing the job description my manager and I focused on 5 important aspects which were: Accuracy in order not to understate or overstate the role and duties associated with the post. (Appendix 4b, Section A) – Clarity in terms of tasks, duties, roles and responsibilities(Appendix 4, Section B) – Up-to-date (Appendix 4b, Section A, E) – Flexibility (Appendix 4b, Section A, B) – Non-discriminatory particularly in terms of gender,marital status or ethinic background The use of person specifications have a different purpose and it actually aims to identify the qualifications, skills, experience and abilities which are seen as essential or desirable in the post-holder and is used primarily to assist those involved in the selection process. (Appendix 5) After the posts were advertised and the applications received me and my ward manager short-listed 8 candidates out of 23 applications. This was undertaken by eliminating those who did not meet the pre-agreed essential requirements as set out in the person specification. (Appendix 5). For example some candidates did not have the knowledge of the KSF of Diabetes which is an essential requirement for the post as we specialise in this area or did not have a minimum of 12 months experience as a qualified staff nurse. We made sure that the necessary information about the selection process were recorded and appropriate feedback given to unsuccessfull candidates about their performance at the interview. Once the 2 candidates out of the 8 were successfull and appointed, it was important for me to plan induction and development for them. Given the investment made in new employees it is important that they should receive an appropriate induction so they can bring maximum contribution to the trust. At the Whittington Hospital, the trust induction covers areas such as the trust objectives so that the employee understands what they are trying to achieve, personal objectives so that the staff understands what is expected from them and relevant immediate training so that the person can properly undertake their job. Though it is a policy for every new employees to attend the trust nduction, I would personally recommend that all new starters on my ward should have a mentor to supervise them for at least the first 2 weeks of employment or even suggest an informal visit to the ward prior to interview so that candidates feel that the working environment is appropriate for their futur development . DM 47 Managing Performance Performance management encompasses a range of standard management techniques and is not necessarily a formal system and is not necessarily the same as an appraisal system. (Templar, (2001)). On my ward, performance management systems is a common benefit which enable my staffs to see more clearly their role on the ward and the trust’s objectives. The key elements of managing my group of staffs involve setting objectives for the ward, assessing their development needs, making it happen, review it and doing better. Staffs on the ward need to know what is expected of them. Setting objectives which are S. M. A. R. T for action means that they can be sure what they should deliver, when and how. (Appendix 6). Discussion about individual objectives will also enable my staffs to understand why they should do the things that they have to do and how they fit into and contribute to the wider goals and aims of the trust. It is important to assess the training and development needs of my staffs to improve their ability to reach the standards of performance expected of them in their jobs. This process should result in planned actions to meet individual needs, and will, where appropriate. (Appendix 6). In order to make the assessment happened, communication between me and my staffs should be improved. Many tangible and intangible factors contribute to an effective working environment. As a deputy manager it is important for me to focus on the creation of a shared understanding and sense of purpose in my workplace, in particular, communication,culture and climate. Good communication is essential for effective performance management. For example on my ward internal communication such as team briefings, staff meeting, noticeboards and emails enables me and my ward manager to ensure that all our staffs are clear about the ward’s goals and that messages are given and received to and from staffs. This include aims and objectives as well training and development opportunities. People’s performance is affected by their working environment. Morale,motivation, frustration, enthusiasm and commitment all influence the performance that the trust can achieve, so understanding what is important to staffs and listening to and acting on their views is an essential part of organising effectively. (Templar, (2001)). Having set objectives for individual staffs it is essential that performance and progress are regularly reviewed with individuals so that staffs feel recognised for their achievement and can identify areas where performance can improve. Reviews are necessary to improve individual and organisational performance but at the same time identify poor performance. The scenario below will demonstrate a situation where one of my junior staff nurse was constantly showing poor performance on the ward and the action taken against her. Scenario: Miss X, a junior staff nurse on the ward has been persistently coming late to work and is very slow in carrying out her daily tasks. Several members of Senior staff nurses have been reporting to me that standard of care for the group of patient she was looking after, has been deteriorating. I had a formal meeting on a one-to-one basis with Miss X where her poor performance issues were raised and an action plan was devised. It was discussed that she will be on a 3 months probation and will be supervised at all times by a senior member of staff and feedback will be given to me if her performance was improving. A copy of her job description and a self-assessment form was provided to her so she can set her personal objectives and discuss it with my manager or myself. The disciplinary and grievance process of the trust states that no disciplinary action will be taken against an employee until the case has been fully investigated. However, it should be recognised that there may be occasions when a full investigation is impossible e. g imprisonment. For example individuals will be informed of specific complaints against them in writing and will be given the opportunity to state their case directly to those who are considering disciplinary action before any decisions are made. Individuals and their Trade Union representative will be given a written explanation of any penalty imposed and its duration and in the case of written warnings , will have the right to appeal against this penalty. Usually no employee will normally be dismissed for a first breach of discipline except in cases of gross misconduct where summary dismissal without notice or pay in lieu of notice will be appropriate sanction. It, should, however, be recognised that there will be occasions, not covered by gross misconduct, when it will be necessary, because of the seriousness of the offence, for disciplinary action to begin at any stage of the procedure up to and including dismissal with notice for a first offence. (The Hospital disciplinary and grievance policy, (2006) ) In the case of a first offence or disciplinary measures my role will be to discuss it first with my line manager as they are the one who are allowed to issue oral warning, dismissals and discuss the circumstances with Human Resources. DM 48 Developing Teams individuals To get the best from employees, managers need to know who will be doing what, where the strengths and weaknesses of staffs are and which skills need to be developed by their teams. Properly set, achievable objectives that make clear what is expected, by when and to what standard, benefit both staffs and managers by clarifying roles and responsibilities, and assist in delivering value for money in the use of people resources. Setting performance objectives with staffs will also enable us managers to assess how our team can be best be used productively and identify any areas where staffs are producing different results and output. This can be useful in benchmarking performance and identifying individual, team and departmental areas for improved productivity. (Templar, (2001)) When performance objectives and standards are set for a team, it is necessary to assess whether the team has the skills to meet the standards being set and to agree how skills will be developed if they do not already exist. This is particularly important when ways of working are being changed. The Developmental plan below which has been devised with a team member and also reflect the team’s objectives as a whole, demonstrate the organisational and individual needs that can be met in many ways: Development Plan Individual/Team |Work shadowing |Get full support from Senior members of the team and provide | | |feedback. | |Special Projects |Encourage staffs to actively get involve with hospital projects such| | |as campaings. |Planned self-development |Meet at least every 6 months for appraisal and plan self | | |-development | |Mentoring |Offer support to newly qualified staff in the form of | | |mentorship/preceptorship for the first 2 weeks of joining the team | |Coaching and guidance |Provide staffs with support and guidance whenever and wherever | | |required. |Study for professional qualifications |Encourage staff to go for further studies for example encourage | | |Diploma holder to complete their Degree or send people for | | |specialist course such as the Diab etic Course. | |Planned delegation |Ensure that Senior staff nurses take responsibility in delegating | | |tasks to junior staffs, H. C. As and student nurses | |On-the-job training |Encourage staffs to attend in-house clinical skills study days. |New responsibilites |Allocate new rsponsibilities to members of the team. For example | | |making each member of the staff responsible for certain part of the | | |ward like for instance in charge of the treatment room’s general | | |tidiness. | |Off –the- job training |Negociate with staffs if there is any external training they want to| | |attend and provide them with leave or day off. |Job rotation/secondment |Senior staff nurses to act as team leader in the absence of myself | | |or the ward manager. | |Membership of professional societies |Encourage staffs to join professional bodies like the Royal College | | |of Nursing and UNISON | In the above table it can be noted that the individual development needs add up to the team development needs and trust-wide development needs. Individual managers must have a view of the team needs across the trust so that common needs can be met in the most cost-effective way and competing needs can be prioritised. Recommendations Staff development should be linked to the achievement of the trust’s goals and targets. If a key priority for the trust is to improve patient care, development plans at individual, team, departmental and corporate level should reflect that goal by focusing on enhancing the skills of staffs to deliver the required levels of patient care. Staffs will know which aspects of their work need support and development and are well placed to identify training and development needs to help them perform better in their jobs References Department of Health (2005), ‘The New NHS plan’ London D. O. H Jumaa, M. O Alleyne, J. (2001), ‘Managing and Leading in a constanly changing contexts in Health and Social Care’ Middlesex University Kneeland, S. (1999), ‘Recruiting for Results’ How To Books Ltd Templar, R. (2001), ‘Fast Thinking : Appraisal’ Pearson Education Ltd The Hospital (2006)‘Disciplinary and Grievance policy’ The Whittington Hospital Bibliography Belbin, R. M. (1996). ‘Managing Teams: Why they succeed or fail. ’ Oxford: Butterworth-Heinemann. Johnson, G. Scholes, K. (2001). ‘Exploring Corporate Strategy 6th Edition’ Prentice-Hall Martin, V. Henderson, E. (2001). ‘Managing in Health and Social Care’ Routeledge How to cite Nursing Management, Papers

JOBS Essays - Insurance, Actuarial Science, Risk, Actuary

JOBS The world we live in is overflowing with choices and chances. Every day, each and every human must make thousands of decisions. Some decisions may be rather simple to make, or not present a high chance for an unfavorable outcome. While one may decide the apple they picked up from the store is not very sweet, the cost lost on the apple is rather minimal and the consumer will most likely be presented with many more opportunities to pick a delicious apple. However, some choices are much more complicated. Decisions such as where to invest ones money, or what physical challenges to endure, present very serious consequences. If the wrong decision is made, one could lose their financial security, or even their life. To minimize the chances of such disasters, humans engage in risk assessment. We calculate the chances of each choice resulting in an unfavorable outcome, rank the choices from lest to most likely to end in disaster and pick the top result. This process is performed countless times throughout ones life, but hardly ever consists of an actual mathematical equation. However, there are some who do quantify risk numerically. Actuaries use the ideas of probability and game theory to objectively assess the risk in a variety of chances. They may calculate the risk of ones house being flooded, or of one falling ill. They may calculate the risk of an investment losing money, or of a plane crashing. Actuaries implement the ideas of applied mathematics for those who cannot do so themselves, and eventually figure the means by which a client can minimize the risks facing them. Yes, actuaries do figure insurance rates, but they also do so much more. As I researched the field of actuarial science, I decided that actuary should be synonymous with mathematical risk manager, for actuaries are responsible for figuring risk, minimizing risk, and minimizing the impacts of disasters that have already occurred. They complete these tasks objectively and with the power of my favorite subject, mathematics. After hours of independently researching the field of Actuarial Science, I contacted Mr. Michael Miller. Mr. Miller is the Director of Insurance Pricing at Catlin Inc., a private insurance company in Atlanta, Georgia. With a Masters of Science in Mathematics and classification as a Fellow of Casualty Actuarial Society, Mr. Miller has thrived in the field of Actuarial Science for twenty years. He has even achieved the position of President of the Casualty Actuarial Society of the Southeast. These credentials drew me towards Mr. Miller, and I was thrilled when he allowed me to interview him. From a simple outline of the career path, to details concerning the traits that allow one to thrive in the field, Mr. Miller provided me, a potential actuary, with the information needed to fully understand the requirements and responsibilities of the field. I first asked Mr. Miller about his typical work day. What tasks did he perform? What responsibilities was he given? As a director, Mr. Miller replied that he oversees the work of actuaries below him to ensure that every worker is on task. He also spends much of his time in meetings, discussing what projects in which the company should pursue involvement. Unfortunately, Mr. Millers management position minimizes his technical work, so I researched the daily tasks of an entry level actuary as well. The daily activities of the typical entry-level actuary can be placed in one the following two categories: technical work or exam preparation. Entry-level actuaries are responsible for much of the technical work that Mr. Miller rarely performs. Mr. Miller listed some of these tasks, including modeling data in Excel, computing data, and creating presentations for data. However, he stated that such tasks were temporary, as many actuaries eventually work their way up to management positions. The means of achieving such status rely on the second category of entry-level actuarial work, exam preparation. To become an actuary, an individual must pass a series of licensing exams. Actuaries must pass a series of seven exams, which test ones knowledge of subjects such as probability, economics, and finance. The process can take from four to eight years, and take up much of a young actuarys time. Typically, a