Health and Safety (Exposure to vibration ) Assignment

Wellbeing and Safety (Exposure to vibration ) - Assignment Example The motions might be standard or arbitrary, contingent upon the source. In assurance of the wellbeing impacts of vibration, generally pressure waves produced by the vibrating hardware must be estimated. Vibration gets path into the body through the organ presented to it. For instance, vibration enters an administrator of a cutting apparatus through the hands and arms. After delayed utilization of the machine, the hands and arms get influenced. Vibration is measured by plentifulness or power and recurrence. Recurrence is the quantity of cycles a vibrating object finishes in a second, estimated in hertz (Hz). Sufficiency is the separation at which the article moves from a fixed situation to the extraordinary situation on either side, evaluated in meters (m). Speed is utilized to decide the power of vibration and shifts from zero to a most extreme for every pattern of vibration, measured in meters every second (m/s). Increasing speed gauges the pace of progress of speed with time, evalu ated in units of meters every second or meters every second squared. It increments at whatever point a vibrating object moves further from its legal position. Reverberation likewise assumes basic job in the effect of vibration on the human body. Since every organ has its own thunderous recurrence, when an employee’s body is presented to a vibration of comparative recurrence to a body organ, dangers are incredibly expanded. Sorts of Vibration Exposure to risky degrees of vibration is connected to antagonistic wellbeing results. A portion of the medical issues brought about by vibration are back torment, carpal passage condition and vascular issue. Vibration injury is gotten from outside exercises, for example, cultivating, transportation, ranger service, delivery and development. Vibration presentation is isolated into two classes: entire body vibration (WBV) and segmental vibration or hand and arm vibration (HAV). Their sources vary as they influence various pieces of the bod y, of various manifestations. a. Segmental vibration or hand-arm vibration This is a mechanical vibration transmitted to the person through part or portion of the body, generally the hands or arms. Hand-arm vibration causes lasting unfriendly wellbeing impacts altogether alluded to as hand-arm vibration disorder (HAVS) and explicit illnesses like carpal passage condition. What is HAV? This term depicts any sort of harm to veins, nerves or muscles in the hands or arms brought about by vibration from hand held devices or hand-guided apparatus, or when representatives hold materials under procedure by hardware. Most apparatuses and procedures vibrate at elevated levels that open workers to danger of HAV. A portion of these devices are solid/street breakers, solid pokers, sanders, circle cutters, hand held processors and other rotating apparatuses, hammer drills, jigsaws, polishers, sanders, chipping hammers, cutting tools, strimmers, brush cutters, support trimmers, leaf blowers, cutte rs, scrabblers or needle firearms, pressure washers, and wood machining gear among others. Introduction to HAV relies upon a few components. These are: The greatness and recurrence of vibration, The term called trigger time and recurrence of utilization, Pattern of presentation, including rest breaks, Manner of treatment of machines, for example extent of hold, Surface territory of hand presentation to vibration, Environment of working condition like unbalanced stance, Temperature of introduction, and Individual vulnerability. How does HAV influence wellbeing? Workers are presented to various hopeless wounds to arms, hands and even harm to blood circulatory framework (the supposed

Structured Sentencing in North Carolina Essay Example | Topics and Well Written Essays - 750 words

Organized Sentencing in North Carolina - Essay Example Less extreme wrongdoings that don't include casualty body injury or danger to body injury is appointed most reduced classes while violations including casualty injury is alloted most noteworthy classes. Offense violations are arranged in to four classifications (Class AI, Class I, Class 2 and Class 3). Class AI is the most genuine while Class 3 is the least genuine offense wrongdoing (Tonry 86). Organized condemning depends on a few center standards. One of the standards is sanity of the sentence. The condemning ought to consider the seriousness of the offense as demonstrated by the mischief endured by the person in question and furthermore the criminal record of the guilty party. Another standard is honesty. Early parole discharges ought to be maintained a strategic distance from since the prison term ought to be shut identified with the sentence forced by the courts. Another standard of organized condemning is consistency. The sentence got by wrongdoers with comparative earlier cri minal record and indicted for a similar offense ought to be the equivalent. The last guideline is asset prioritization (North Carolina Sentencing and Policy Advisory Commission 3). The condemning ought to be joined by satisfactory jail and network based assets. Penitentiaries and prison terms should take need for fierce wrongdoings or recurrent guilty parties while network based recovery projects should initially be used for the peaceful violations, and for guilty parties with no earlier criminal record (Tonry 86). Criminal offenses are arranged in to six earlier record levels beginning from Level I for wrongdoers with no earlier criminal conviction to Level VI for extreme lawful offenses including viciousness and various earlier criminal records, and feelings (Tonry 89). Organized condemning in North Carolina has three condemning levels. The levels incorporate the dynamic condemning that include prison terms, middle of the road condemning that include directed probation and network condemning that may include network administration, compensation and fines. Dynamic condemning is accomplished for high offense classes and lawful offenses with various earlier records. Judges may force dynamic, network discipline or moderate discipline for feelings of Class AI wrongdoings paying little mind to the past criminal record. Class 1, 2 and 3 misdeeds, the Judge may force a network discipline paying little heed to the earlier criminal history (North Carolina Sentencing and Policy Advisory Commission 8). Guilty parties serving a prison term of over 90 days are imprisoned at the State jail framework while those serving under 90 days of prison term, are detained in County prison framework (Tonry 73). Middle of the road discipline requires the guilty parties to experience administered probation. The primary kind of middle of the road discipline is the part sentence, whereby the convict will serve a prison term followed and later experience managed probation (Tonry 85). Anoth er sort is the Electronic house capture whereby the sentenced guilty party will be bound in one region and checked using PC innovation. The third kind is escalated management where the sentenced wrongdoer is firmly regulated and checked. The fourth sort is the private place, which is a profoundly organized program requiring for the time being living arrangement of the indicted guilty party. Another kind of middle of the road discipline is the Day detailing focus, this include an exceptionally organized and close management program during the day and in

What to Include in an Employee Handbook

What to Include in an Employee Handbook DISCLAIMEROften overlooked by many smaller firms, every employee handbook must include a disclaimer at the very beginning. While it may not be the very first thing most people think of when reading a staff handbook, this is a quintessential segment to ensure complications do not arise in the future.By including a disclaimer, you are protecting yourself from litigation in the case an employee decides to bring it up for reference later on if an employment problem arises. It is always placed in the introduction of the manual. You may forget to incorporate the other topics mentioned in this guide, but you should never omit the disclaimer.The disclaimer should clearly state that the employee manual is by no means a legal, binding job contract. They are two entirely different entities and should be treated as such. An employee manual does not guarantee continuous employment and it should clearly express the “at-will employment” nature.The following points are examples of disclaimers to include that protect the company.“This handbook only contains general information and guidelines. It is not a binding, legal contract and does not act as a contractual right to remain employed at the company.”“Your employment may be terminated at any time at the discretion of the company. Likewise, you are able to resign at any time.”By stating these disclaimers, you are preventing terminated employees from suing you in the future for a breach of contract. Since you have stated that the employee manual is NOT a job contract, there are no legal grounds for litigation based on the manual.COMPANY PROFILEThis is the first big section of an employee handbook. We would argue that it is in fact the longest and most detailed section of the handbook. It is composed of several sub-sections, like the company’s mission and vision, history, culture, and current state of affairs.Some of these things may be perceived as a refresher for new recruits who have already read about the compan y during their application process.However, these must be restated to instill the company’s ideals and beliefs into their minds to get them onboard and in harmony from day one.Company Mission and Vision StatementsWhy do we do what we do? What are our goals?These are some questions that every organization has to answer in order to successfully achieve what it sets out to do. Otherwise, the company will crumble from a lack of aim and purpose.Every company has a mission statement that states the firm’s goals, agendas, and philosophies. Likewise, every company also has a vision statement that says where the company intends to head in the future.By informing your employees of the organization’s mission and vision, you are showing and teaching them what they need to do to become successful in your company â€" a sense of direction and purpose.Mission StatementA brief and succinct statement that expresses what the company does and why it exists. It communicates the purpose of the firm . Why are we in this business? A good mission statement should answer three key questions:Who is your target customer? (Key Markets)What products or services do we provide to customers? (Contribution)What makes our products or services unique? (Distinction)A mission statement describes an organization’s function, markets, and competitive advantage. It plays a major role in a firm’s strategic planning. Studies have shown that when employees know precisely what their product or service is, who it is for, and what makes it special, then they are able to perform at their highest level. It should not be complex, rather very direct and accurate.Ever wondered why so many mission statements are totally non-sense. Heres why. We have provided a couple of examples of good mission statements.“To inspire and nurture the human spirit one person, one cup, and one neighborhood at a time” â€" Starbucks“To refresh the world, to inspire moments of optimism and happiness, to create value and make a difference” â€" Coca-Cola Corporation“We will market the most appealing and widely worn casual clothing in the world. We will clothe the world.” â€" Levi’s Strauss and Co.Vision StatementA statement outlining the company’s roadmap. It expresses where the firm sees itself in the future and what it hopes and intends to accomplish by then. Where do we see ourselves in the future?A good vision statement is able to tell employees what the objectives and goals of the corporation are. It must clearly and concisely declare where the company will reach after a certain number of years.By using foresight and statistical data, it is certainly possible to roughly estimate where you see yourself as a company in the future. Unlike a mission statement that talks about the operations and uniqueness of the company, a vision statement describes where the organization will be in the future.Every company has hopes and dreams. All of them start small, yet they aspire to accomplish big th ings. If you are successfully able to convey this message to your employees, then they will acquire a sense of purpose and meaning in their work.We have listed a few good examples of vision statements.“Our vision is to be the most customer-centric company on the planet; to build a place where people can come to find and discover anything they want to buy online” â€" Amazon“Empower people through great software anytime, anywhere, on any device” â€" Microsoft“We envision a world where everybody leads better lives because of us.” â€" IKEA Company HistoryWhen discussing the company’s mission and vision statements, it must always be in the context of the organization’s early beginnings. The history of the company should be described to new employees to put the mission and vision into context. It provides a reference point for everybody in the company, to remind them what the company was in the past in relation to what it is now and how that shapes what and where it wants to be in the future.Organizations, especially large corporations, once had humble beginnings. Businesses like Toyota, Apple, Walmart, and Sony are household names now and raking in billions of dollars in revenue annually, but there was a time when they were not even a blip on the radar.Your company was in such a situation, too, but you are now in a place that you can be proud of. That is a story worth telling, a story of success. New recruits, especially the younger ones, may lack a certain amount of confidence to achieve their goals. Describing how a small firm can grow and accomplish many things will spark genuine interest in all employees at the firm and show them that in fact anything is possible with hard work and perseverance.Talking about the founders and how they toiled day in and day out will give employees a sense of the company’s culture and work ethic. Mentioning all of their little accomplishments along the way to present day will put things into perspective for emplo yees.This will convince new recruits that they can also achieve their ambitious goals if they reach their milestones. There is no need to go into extensive detail, but telling a short story will inspire employees to come to work.Working CultureCorporate culture, or working culture, is the collection of shared values, attitudes, standards, and beliefs that characterize the members of a company and define its structure.Different companies in various industries across the globe operate in different ways. In some companies, the communication channels are very flat and horizontal, promoting equality amongst the ranks. In other companies, there is a clearly defined hierarchy and vertical structure, with individuals in higher-ranking positions always making the decisions.Communication is the most important part of working at a company with other professionals, so stating clearly how communication is conducted between individuals will help employees fit in and adapt. Many new recruits are u ncertain how to interact with their colleagues without overstepping any boundaries and presenting themselves as disrespectful.Clearly defining your organization’s working culture in terms of communication, teamwork, and leadership styles will aid them in learning to quickly fit in.We have compiled a couple of some well-written culture statements.“We work together within a team environment of mutual respect, honesty, and integrity.”“We approach our craft with a proactive, positive, and enthusiastic attitude and maintain an open environment where creativity and curiosity are encouraged.”Learn from Hubspot why your company culture is super important for business success.[slideshare id=17415022doc=culturecode-v7-130320111259-phpapp02w=710h=400]Current Operations and StatisticsAll employees should know what the company is currently doing and how it fairing in its respective sector. If your company happens to be a tech firm, figures such as annual revenue and number of patents i ssued play a key role in determining success. Market share of the products in various sectors should also be stated.For other industries, relevant and important figures should be stated in the handbook. Employees should be informed of such statistics so that they know the company’s current success levels.An organizational chart depicting the entire structure of the company will help employees understand how the company operates between the various departments. This will make even a very large and complex organization very easy to navigate. Your job as an employer in a supervisory role is to make the employees feel at home. Describing everything about the company will help them get acquainted with their corporate family.Typical figures to include in an employee handbook are:the number of employees working at the firmthe number of locations around the worlda detailed list of the products and services being offeredWORK SCHEDULESAn employee handbook should explicitly detail the genera l working hours for all employees at the company. You want to describe the provisions for both part-time and full-time working hours to your employees. Clearly defining them will help the employees understand and structure their workweek accordingly.The employee handbook should explicitly state that while there is a consensus for the typical working hours of employees, your job contract will specifically state your working hours for your given position. This will help clear any confusion for those employees who are not in either the part-time or full-time categories, but rather working on a contractual basis or as a consultant.If your company promotes flexible working hours to allow staff to balance their work and home life, then this should definitely be incorporated in the employee manual. It will give your employees a peace of mind that their work-life balance is being taken into consideration by their employer.Here are some statements that can be made in this regard.“A full-ti me position in this company is defined as a 40-hour workweek and a part-time position is defined as a 20-hour workweek (excluding time for meals).”“This company wants its employees to be able to deliver maximum output in any way they feel comfortable, so we provide flexible working hours and telecommuting options for those who thrive more in non-traditional working hours.”CODE OF PROFESSIONAL CONDUCTAs an employer, you must state the policies and procedures of the company for a variety of issues in order to establish professionalism and maintain your company’s sense of culture and ethics. For some industries, this may include a dress code where employees must wear a particular outfit to represent the firm.Other aspects to consider are discipline and behavior, especially pertaining to sexual harassment as well as racial and gender discrimination. To establish a safe and fair working environment for all employees, these things should be described in detail. You want to be a pr ogressive company, not a regressive one.Conflict resolution is another matter that should definitely be addressed because you never know when a bicker between employees escalates and gets out of hand.It is wise to include a paragraph of general professional conduct that is expected of employees at your company. It may go something like this:“This company expects its employees to adhere to a standard of professional conduct, integrity, and dignity. This ensures that the work environment is safe, comfortable, and productive to everybody. Employees should be respectful, courteous, and mindful of other’s feelings and needs. Cooperation between coworkers is expected. Individuals who are deemed to act in an unprofessional manner may be subject to disciplinary action.”Dress CodeThe clothes that your employees wear is a reflection of the company’s working ethic and style.For instance, consider a law firm. They represent clients in a variety of cases and must always be very professio nal in the way they speak and in the way they present themselves. Lawyers must wear formal business attire, dark-colored suits with a white shirt and a matching tie, to convey their sense of professionalism and seriousness.On the other hand, an up-and-coming tech startup will have a different approach. They prioritize open-mindedness and creativity above all else, and one of the ways the company creates that working environment is by letting employees wear casual clothing. Business casual is their go-to outfit, even for the founders who happen to be very young.Depending on your industry and company’s desired image, you will need to set specific requirements on what employees should wear to work. Mentioning what employees can and cannot wear will make it easier for them to decide what their working outfit will be. In an industrial workplace like a manufacturing plant, you must specify what safety equipment they must wear in order to prevent any harm.This is how you dress up for a j ob interview. Anti-Harassment and Anti-Discrimination PoliciesYou must explicitly state that your organization is an equal opportunity company, allowing people from all sorts of backgrounds to express themselves and work with no reservations.Being able to create a diverse and open-minded working environment will put everybody at ease and let them know that they never need to feel concerned about being who they are.A good statement to include in your manual is given below.“This company is an equal opportunity employer, prohibiting discrimination and harassment against individuals based on their race, color, religion, sexual orientation, gender, nationality, age, and disability. We want everyone to feel welcome and at home while working here. Every individual has the right to work in a professional atmosphere free from such malpractices.” To be more specific, it would be wise to incorporate definitions of harassment and discrimination, to inform employees of what is deemed as inap propriate behavior at your company.Exemplifying them will help elucidate the matter. In case any scenario does arise, it is best to give the contact information of someone they can report to.Conflict ResolutionWhen working in a large team with numerous people, you are bound to eventually butt heads with someone who has a different view than you. You may work at the same company in the same team, but you are entitled to your own opinions and approaches to business strategies.Oftentimes, what starts as bickering between employees escalates to something out of control and a conflict ensues. Your company needs to lay down the ground rules of how to approach such scenarios.Rather than continuing to quarrel and putting everyone in the team under stress and anxiety, it would be much more productive for employees to report to their immediate supervisors who can talk to them to settle things. Communication should always be polite and respectful and personal attacks are not justified in any c ompany.By resolving the conflict amongst individuals with the help of supervisors, it will be possible to reestablish a positive working environment where people are allowed to express their ideas.USE OF TECHNOLOGYWe live in an era where everybody is connected at all times and have access to information right in their pockets. While this does sound like a positive thing, studies have shown that it can be a distraction in the workplace and an impediment to productivity and efficiency.If your employees’ jobs entail a lot of work on the computer, then the company needs to take measures to inhibit internet access. The internet is necessary to get some work done, so it will not be banned but it will be limited. The company’s network needs to ban the use of social media platforms, like Facebook and Twitter, as well as video streaming sites such as YouTube.It is very normal to monitor online behavior in an office, so even the email should be checked at all times to ensure no private in formation is being sent to unwanted people. Employees found to have broken this rule and who have found alternative means to bypass these restrictions will receive punishment as per the laws of the organization.A short discussion on the pros and cons of tracking workers online behavior. ATTENDANCE POLICIESEvery employee handbook must outline the attendance regulations. Your company’s manual needs to explain what constitutes as late and absent, too. Although the work schedule and working hours have been stated in a previous section, you need to state what happens to an employee’s salary if they are frequently late or absent for some days. There needs to be a systematic approach and breakdown of the salary deduction in such scenarios.Considerations can be made if employees let their employers know in advance that they are running late or not able to report to office. A notice beforehand goes a long way to help the office deal with the operations of the day. No notice whatsoever is very detrimental and unprofessional, and will be noted in performance evaluations.In addition to late arrivals and absences, your company should also address the issue of an early leave. If it is found out that an employee has left office early without finishing their assigned work, then disciplinary action will be taken. However, there are exceptions that can be made. In case of emergencies or a health related issue, employees are allowed to leave early to tend to their situation.Here is a statement your employee handbook could include regarding attendance policies:“This company does not tolerate unauthorized late arrivals, absences, and early leaves. If you are unable to attend work due to sickness or any other personal issue, you must inform your supervisor before the start of the working day to inform them of this. In case of a late arrival, let them know at what time you will be at the office and in case of an absence, notify them on which date you will be back at the office . Employees who need to leave early due to an emergency should notify their supervisor. We are very understanding in the personal matters of our employees. All we ask for is a notification beforehand.”MEDICAL AND ANNUAL PAID LEAVESEmployers know that people cannot work continuously all year round. Workers need paid leaves to help maintain their health as well provide a means of enjoying their life while working. Your company can provide an excellent work-life balance by giving employees a certain number of days for medical leaves and paid holiday leaves.Emergencies can strike at any moment and a person’s health can be put at risk at any time. Employees deserve days off in such situations. The company will state the number of medical paid leave days they have to expend throughout the year.In addition, every employer deserves time away from the office to refresh their minds, recharge their batteries, and pursue their other personal interests. Giving them a number of paid days per year for casual leave shows them that you genuinely care about their work-life balance.In addition to paid leaves, your company should also list all of the national and public holidays you will earn. This will inform them of all the holidays they will receive and can plan their paid holidays around the public holidays to enjoy a longer time off from work. Your company should very transparent in this regard.Maternity and Paternity LeavesAnother issue that your company should address is maternity and paternity leaves. Your company should be very accommodating towards would-be mothers and fathers and offer them some time away from work if they decide to become a parent in the future.When a new employee reads that the company they work for provides facilities and breaks if they become a parent, they will feel encouraged to pursue having children in the future. They know that their personal life is also being taken care of by their organization, which makes it seem more like a close, fam ily relationship rather than a distant, corporate one.Watch the following documentation and understand why its important to provide employees with the possibility of taking maternity and paternity leaves. Offering paid leaves in such situations shows that you are still willing to take care of employees financially as they rear their child. Every family needs money to raise their child, so providing continual support even when they do not come to office for some time will go a long way in building trust and loyalty for your brand.Here are some statements that you can incorporate to address different types of leaves.“Full-time employees at this company are entitled to 4 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 20 working days a year as paid leave for vacations. Part-time employees are entitled to 2 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 10 working days a year as paid leave for vacations. We value our emp loyees and want them to have a good time. You will need to inform your supervisor ahead of time so that we can adjust the work schedule and workload accordingly.”“The company offers both maternity and paternity leave for employees. For mothers, we provide 30 weeks of paid leave. For fathers, we provide 10 weeks of paid leave. In extenuating circumstances, we provide more time for our employees so that they our employees are not forced to come to work. We want our employees to come to work when they feel ready after experiencing a joyous moment in their lives.”“The company grants all employees 10 days of paid medical leave. We understand that health is a very important issue and in case of sickness or any other problem, you will be given days off to recover. You will need to inform your supervisor either on the day of being sick or beforehand, so that we are informed that you are not coming to office. In case of extreme circumstances, where the illness lasts for several days, or even several weeks, we will take necessary measures to compensate you.”KEY PERFORMANCE INDICATORSAll companies expect their employees to successful do the job, but how do you measure success? How do you gauge work performance?Employees at organizations are periodically being assessed on the job, to determine whether or not they are doing it correctly and on time. Key performance indicators, or KPIs, are metrics used to determine the quality of work performance and every company has a set of KPIs that is applicable to every position in the organization.By being forthright with your KPIs in your company, employees will always know which factors of their performance are being considered for evaluation. A high-rated evaluation may result in a bonus or extra compensation, or better yet, a quick promotion up the corporate ladder. As a result, there are major incentives for the employees to work hard and work well. All of these things should be stated explicitly to get the best perfo rmance out of your company’s workforce.Performance reviews are typically based on merit and achievement. Here are some key performance indicators that you may want to incorporate in your staff handbook.DiligenceKnowledgeAttendance and PunctualityTeamwork and CooperationAssertivenessLeadership QualitiesCompliance with Company PoliciesAccepting ResponsibilityAchieving MilestonesPerseveranceThese metrics are quite generic and can be applied to all industries. In some industries, employees are required to achieve certain things so you may want to include some metrics that are very specific to that trade.For instance, in a sales and marketing job some metrics that are of great importance are revenue, cost, customer acquisition costs, etc. Determine what makes your company successful and evaluate employees based on those influencing factors. EMPLOYEE HEALTH AND SAFETYIn some industries, employees will be required to work in factories, manufacturing plants, or other environments where it may be deemed unsafe in some conditions.Working with large machinery and being exposed to dangerous chemicals can have a detrimental effect on health. In such scenarios, a company should provide employees health insurance lest something to them. You need to show your employees that you are concerned of their health and want them to be healthy and safe in case of emergencies.Apart from health insurance, every company must have a comprehensive procedure to ensure safety and security. In case of emergency, employees can follow a plan that is described in the employee handbook. In case of a fire, there should be a fire escape route that all employees must follow so that they leave the premises safely. Sometimes, a fire needs to be quickly extinguished by employees, so proper training of operating a fire extinguisher must be given.In case of an emergency, employees should notify their supervisors and get help immediately. Your company must have a specific individual who deals with healt h and safety issues when they occur, so include their contact information in the manual. Employees can directly contact this person to get immediate aid.Here are a couple of statements that can be made concerning workplace safety and security.“The organization takes necessary measures to ensure that all of our employees are working in a safe and secure environment. We have safety rules in place to protect everybody. It is expected that all employees review and completely comprehend every point of our workplace safety policies.”“In case of any emergency event, employees must inform their supervisor immediately. If you observe any sort of unusual or unsafe behavior in the workplace, inform someone straightaway to resolve the matter.”“If somebody is badly hurt, experiences a burn, or is subjected to any other form of harm, call the fire department or the paramedics immediately. If you hear the fire alarm or any other emergency siren, follow the fire escape route and safely le ave the building. A supervisor will tend to all employees and you will only be allowed back inside when they deem it safe to do so.”BENEFITSEmployees receive more than just a paycheck every month from your organization. Your company has provided extra benefits for its employees to keep them coming back to work. Your employee handbook will provide details of everything you offer them, such as a retirement plan, unemployment money, pension, overtime, and compensation of travel expenses.A clear definition of each of these things should be listed in the employee handbook to clarify any confusions and accurately inform everyone of what benefits they are actually receiving. Here are some example statements you can use to describe the benefits your company offers its employees.“The company has a detailed and comprehensive retirement plan installed where employees will contribute a portion of their salary and set it aside for retirement.”“Our company offers compensation to employees who get laid off for reasons out of their control. Sometimes, a company must restructure itself for future projects and lays off employees who are deemed unnecessary or do not quite fit the mold any longer. We reimburse those employees for 12 months so that they are able to get back on their feet and not become financial insecure.”“The company offers employees who have worked for us for at least 5 years a pension scheme. After retiring, they will continue to receive a small amount of money to help them continue their lives. We take care of our long-standing employees when they are here and when they have retired.”“While there is a specific work schedule and number of working hours per week in place, we also value continued contribution beyond the normal conditions. We heavily reward our employees who work extra hours and come in on weekends to get the job done ahead of time. In such scenarios, they will receive a 50% increase on their hourly salary. We want to add incentive s for employees who want to push the boundaries and go the extra mile for the goals of the firm.”EXAMPLES OF EMPLOYEE HANDBOOKSFollowing are some examples that you can use for inspiration.[slideshare id=26839246doc=22squaredhandbook-131003152139-phpapp02w=710h=400][slideshare id=51724220doc=employeehandbook2015-150817151718-lva1-app6892type=dw=710h=400][slideshare id=33764345doc=peoplehandbooklowres-140421121536-phpapp01type=dw=710h=400][slideshare id=45097342doc=fd23692c-2b0b-4502-97ae-4202bf61e6f1-150224174654-conversion-gate01type=dw=710h=400]CONCLUSION If you have a supervisory role in a firm, chances are you have handed your employees a staff handbook when they first joined. Have you ever wondered what is in it or why you even have to deliver it to employees? Employee handbook, employee manual, staff handbook â€" they go by many names, but they are all the same thing.It is the very first document a new recruit will receive from their employer on their first day of the job. It contains information of the company policies and procedures and conveys the company culture. It effectively communicates everything that is great about your company and the processes and procedures that occur in your firm.The handbook details the company history, current operations, working hours of your position, medical and annual paid leave policies, list of benefits, and a slew of other things we will address in this guide. When employees know what is happening behind the scenes, then they never feel overwhelmed by working at any organization.Poor employe e handbooks are usually written in a complex style that is too formal and deceptively difficult to understand with too much jargon. On the other hand, a well-written employee handbook has a more casual tone that is user-friendly and with no ambiguity, making it easier to understand.While this particular guide will not focus so much on the style and manner of the writing rather than the actual content of the handbook, we will address the writing style when we provide examples for each of the sections. Therefore, this guide will primarily encompass the actual content of an employee handbook and highlight how to write them.We have compiled a long list of sections a good employee handbook should mention in order to cover all bases and bring an employee up to speed on everything. This is a general structure of an employee handbook that can be used across all industries, since they must abide by certain rules and regulations and guarantee certain things. © Shutterstock.com | ooddysmile stockerAnything specific to an industry will need to be considered separately. The order in which they have been listed here should also be followed when writing your own employee manual.DISCLAIMEROften overlooked by many smaller firms, every employee handbook must include a disclaimer at the very beginning. While it may not be the very first thing most people think of when reading a staff handbook, this is a quintessential segment to ensure complications do not arise in the future.By including a disclaimer, you are protecting yourself from litigation in the case an employee decides to bring it up for reference later on if an employment problem arises. It is always placed in the introduction of the manual. You may forget to incorporate the other topics mentioned in this guide, but you should never omit the disclaimer.The disclaimer should clearly state that the employee manual is by no means a legal, binding job contract. They are two entirely differe nt entities and should be treated as such. An employee manual does not guarantee continuous employment and it should clearly express the “at-will employment” nature.The following points are examples of disclaimers to include that protect the company.“This handbook only contains general information and guidelines. It is not a binding, legal contract and does not act as a contractual right to remain employed at the company.”“Your employment may be terminated at any time at the discretion of the company. Likewise, you are able to resign at any time.”By stating these disclaimers, you are preventing terminated employees from suing you in the future for a breach of contract. Since you have stated that the employee manual is NOT a job contract, there are no legal grounds for litigation based on the manual.COMPANY PROFILEThis is the first big section of an employee handbook. We would argue that it is in fact the longest and most detailed section of the handbook. It is composed o f several sub-sections, like the company’s mission and vision, history, culture, and current state of affairs.Some of these things may be perceived as a refresher for new recruits who have already read about the company during their application process.However, these must be restated to instill the company’s ideals and beliefs into their minds to get them onboard and in harmony from day one.Company Mission and Vision StatementsWhy do we do what we do? What are our goals?These are some questions that every organization has to answer in order to successfully achieve what it sets out to do. Otherwise, the company will crumble from a lack of aim and purpose.Every company has a mission statement that states the firm’s goals, agendas, and philosophies. Likewise, every company also has a vision statement that says where the company intends to head in the future.By informing your employees of the organization’s mission and vision, you are showing and teaching them what they need to do to become successful in your company â€" a sense of direction and purpose.Mission StatementA brief and succinct statement that expresses what the company does and why it exists. It communicates the purpose of the firm. Why are we in this business? A good mission statement should answer three key questions:Who is your target customer? (Key Markets)What products or services do we provide to customers? (Contribution)What makes our products or services unique? (Distinction)A mission statement describes an organization’s function, markets, and competitive advantage. It plays a major role in a firm’s strategic planning. Studies have shown that when employees know precisely what their product or service is, who it is for, and what makes it special, then they are able to perform at their highest level. It should not be complex, rather very direct and accurate.Ever wondered why so many mission statements are totally non-sense. Heres why. We have provided a couple of examples of good m ission statements.“To inspire and nurture the human spirit one person, one cup, and one neighborhood at a time” â€" Starbucks“To refresh the world, to inspire moments of optimism and happiness, to create value and make a difference” â€" Coca-Cola Corporation“We will market the most appealing and widely worn casual clothing in the world. We will clothe the world.” â€" Levi’s Strauss and Co.Vision StatementA statement outlining the company’s roadmap. It expresses where the firm sees itself in the future and what it hopes and intends to accomplish by then. Where do we see ourselves in the future?A good vision statement is able to tell employees what the objectives and goals of the corporation are. It must clearly and concisely declare where the company will reach after a certain number of years.By using foresight and statistical data, it is certainly possible to roughly estimate where you see yourself as a company in the future. Unlike a mission statement that talks abo ut the operations and uniqueness of the company, a vision statement describes where the organization will be in the future.Every company has hopes and dreams. All of them start small, yet they aspire to accomplish big things. If you are successfully able to convey this message to your employees, then they will acquire a sense of purpose and meaning in their work.We have listed a few good examples of vision statements.“Our vision is to be the most customer-centric company on the planet; to build a place where people can come to find and discover anything they want to buy online” â€" Amazon“Empower people through great software anytime, anywhere, on any device” â€" Microsoft“We envision a world where everybody leads better lives because of us.” â€" IKEA Company HistoryWhen discussing the company’s mission and vision statements, it must always be in the context of the organization’s early beginnings. The history of the company should be described to new employees to put the mission and vision into context. It provides a reference point for everybody in the company, to remind them what the company was in the past in relation to what it is now and how that shapes what and where it wants to be in the future.Organizations, especially large corporations, once had humble beginnings. Businesses like Toyota, Apple, Walmart, and Sony are household names now and raking in billions of dollars in revenue annually, but there was a time when they were not even a blip on the radar.Your company was in such a situation, too, but you are now in a place that you can be proud of. That is a story worth telling, a story of success. New recruits, especially the younger ones, may lack a certain amount of confidence to achieve their goals. Describing how a small firm can grow and accomplish many things will spark genuine interest in all employees at the firm and show them that in fact anything is possible with hard work and perseverance.Talking about the founders and how they toiled day in and day out will give employees a sense of the company’s culture and work ethic. Mentioning all of their little accomplishments along the way to present day will put things into perspective for employees.This will convince new recruits that they can also achieve their ambitious goals if they reach their milestones. There is no need to go into extensive detail, but telling a short story will inspire employees to come to work.Working CultureCorporate culture, or working culture, is the collection of shared values, attitudes, standards, and beliefs that characterize the members of a company and define its structure.Different companies in various industries across the globe operate in different ways. In some companies, the communication channels are very flat and horizontal, promoting equality amongst the ranks. In other companies, there is a clearly defined hierarchy and vertical structure, with individuals in higher-ranking positions always making the decisions.Co mmunication is the most important part of working at a company with other professionals, so stating clearly how communication is conducted between individuals will help employees fit in and adapt. Many new recruits are uncertain how to interact with their colleagues without overstepping any boundaries and presenting themselves as disrespectful.Clearly defining your organization’s working culture in terms of communication, teamwork, and leadership styles will aid them in learning to quickly fit in.We have compiled a couple of some well-written culture statements.“We work together within a team environment of mutual respect, honesty, and integrity.”“We approach our craft with a proactive, positive, and enthusiastic attitude and maintain an open environment where creativity and curiosity are encouraged.”Learn from Hubspot why your company culture is super important for business success.[slideshare id=17415022doc=culturecode-v7-130320111259-phpapp02w=710h=400]Current Operation s and StatisticsAll employees should know what the company is currently doing and how it fairing in its respective sector. If your company happens to be a tech firm, figures such as annual revenue and number of patents issued play a key role in determining success. Market share of the products in various sectors should also be stated.For other industries, relevant and important figures should be stated in the handbook. Employees should be informed of such statistics so that they know the company’s current success levels.An organizational chart depicting the entire structure of the company will help employees understand how the company operates between the various departments. This will make even a very large and complex organization very easy to navigate. Your job as an employer in a supervisory role is to make the employees feel at home. Describing everything about the company will help them get acquainted with their corporate family.Typical figures to include in an employee hand book are:the number of employees working at the firmthe number of locations around the worlda detailed list of the products and services being offeredWORK SCHEDULESAn employee handbook should explicitly detail the general working hours for all employees at the company. You want to describe the provisions for both part-time and full-time working hours to your employees. Clearly defining them will help the employees understand and structure their workweek accordingly.The employee handbook should explicitly state that while there is a consensus for the typical working hours of employees, your job contract will specifically state your working hours for your given position. This will help clear any confusion for those employees who are not in either the part-time or full-time categories, but rather working on a contractual basis or as a consultant.If your company promotes flexible working hours to allow staff to balance their work and home life, then this should definitely be incorporate d in the employee manual. It will give your employees a peace of mind that their work-life balance is being taken into consideration by their employer.Here are some statements that can be made in this regard.“A full-time position in this company is defined as a 40-hour workweek and a part-time position is defined as a 20-hour workweek (excluding time for meals).”“This company wants its employees to be able to deliver maximum output in any way they feel comfortable, so we provide flexible working hours and telecommuting options for those who thrive more in non-traditional working hours.”CODE OF PROFESSIONAL CONDUCTAs an employer, you must state the policies and procedures of the company for a variety of issues in order to establish professionalism and maintain your company’s sense of culture and ethics. For some industries, this may include a dress code where employees must wear a particular outfit to represent the firm.Other aspects to consider are discipline and behavior, especially pertaining to sexual harassment as well as racial and gender discrimination. To establish a safe and fair working environment for all employees, these things should be described in detail. You want to be a progressive company, not a regressive one.Conflict resolution is another matter that should definitely be addressed because you never know when a bicker between employees escalates and gets out of hand.It is wise to include a paragraph of general professional conduct that is expected of employees at your company. It may go something like this:“This company expects its employees to adhere to a standard of professional conduct, integrity, and dignity. This ensures that the work environment is safe, comfortable, and productive to everybody. Employees should be respectful, courteous, and mindful of other’s feelings and needs. Cooperation between coworkers is expected. Individuals who are deemed to act in an unprofessional manner may be subject to disciplinary action.†Dress CodeThe clothes that your employees wear is a reflection of the company’s working ethic and style.For instance, consider a law firm. They represent clients in a variety of cases and must always be very professional in the way they speak and in the way they present themselves. Lawyers must wear formal business attire, dark-colored suits with a white shirt and a matching tie, to convey their sense of professionalism and seriousness.On the other hand, an up-and-coming tech startup will have a different approach. They prioritize open-mindedness and creativity above all else, and one of the ways the company creates that working environment is by letting employees wear casual clothing. Business casual is their go-to outfit, even for the founders who happen to be very young.Depending on your industry and company’s desired image, you will need to set specific requirements on what employees should wear to work. Mentioning what employees can and cannot wear will make it easier for them to decide what their working outfit will be. In an industrial workplace like a manufacturing plant, you must specify what safety equipment they must wear in order to prevent any harm.This is how you dress up for a job interview. Anti-Harassment and Anti-Discrimination PoliciesYou must explicitly state that your organization is an equal opportunity company, allowing people from all sorts of backgrounds to express themselves and work with no reservations.Being able to create a diverse and open-minded working environment will put everybody at ease and let them know that they never need to feel concerned about being who they are.A good statement to include in your manual is given below.“This company is an equal opportunity employer, prohibiting discrimination and harassment against individuals based on their race, color, religion, sexual orientation, gender, nationality, age, and disability. We want everyone to feel welcome and at home while working here. Every individual has the right to work in a professional atmosphere free from such malpractices.” To be more specific, it would be wise to incorporate definitions of harassment and discrimination, to inform employees of what is deemed as inappropriate behavior at your company.Exemplifying them will help elucidate the matter. In case any scenario does arise, it is best to give the contact information of someone they can report to.Conflict ResolutionWhen working in a large team with numerous people, you are bound to eventually butt heads with someone who has a different view than you. You may work at the same company in the same team, but you are entitled to your own opinions and approaches to business strategies.Oftentimes, what starts as bickering between employees escalates to something out of control and a conflict ensues. Your company needs to lay down the ground rules of how to approach such scenarios.Rather than continuing to quarrel and putting everyone in the team under stress and anxiety, it woul d be much more productive for employees to report to their immediate supervisors who can talk to them to settle things. Communication should always be polite and respectful and personal attacks are not justified in any company.By resolving the conflict amongst individuals with the help of supervisors, it will be possible to reestablish a positive working environment where people are allowed to express their ideas.USE OF TECHNOLOGYWe live in an era where everybody is connected at all times and have access to information right in their pockets. While this does sound like a positive thing, studies have shown that it can be a distraction in the workplace and an impediment to productivity and efficiency.If your employees’ jobs entail a lot of work on the computer, then the company needs to take measures to inhibit internet access. The internet is necessary to get some work done, so it will not be banned but it will be limited. The company’s network needs to ban the use of social medi a platforms, like Facebook and Twitter, as well as video streaming sites such as YouTube.It is very normal to monitor online behavior in an office, so even the email should be checked at all times to ensure no private information is being sent to unwanted people. Employees found to have broken this rule and who have found alternative means to bypass these restrictions will receive punishment as per the laws of the organization.A short discussion on the pros and cons of tracking workers online behavior. ATTENDANCE POLICIESEvery employee handbook must outline the attendance regulations. Your company’s manual needs to explain what constitutes as late and absent, too. Although the work schedule and working hours have been stated in a previous section, you need to state what happens to an employee’s salary if they are frequently late or absent for some days. There needs to be a systematic approach and breakdown of the salary deduction in such scenarios.Considerations can be made if e mployees let their employers know in advance that they are running late or not able to report to office. A notice beforehand goes a long way to help the office deal with the operations of the day. No notice whatsoever is very detrimental and unprofessional, and will be noted in performance evaluations.In addition to late arrivals and absences, your company should also address the issue of an early leave. If it is found out that an employee has left office early without finishing their assigned work, then disciplinary action will be taken. However, there are exceptions that can be made. In case of emergencies or a health related issue, employees are allowed to leave early to tend to their situation.Here is a statement your employee handbook could include regarding attendance policies:“This company does not tolerate unauthorized late arrivals, absences, and early leaves. If you are unable to attend work due to sickness or any other personal issue, you must inform your supervisor bef ore the start of the working day to inform them of this. In case of a late arrival, let them know at what time you will be at the office and in case of an absence, notify them on which date you will be back at the office. Employees who need to leave early due to an emergency should notify their supervisor. We are very understanding in the personal matters of our employees. All we ask for is a notification beforehand.”MEDICAL AND ANNUAL PAID LEAVESEmployers know that people cannot work continuously all year round. Workers need paid leaves to help maintain their health as well provide a means of enjoying their life while working. Your company can provide an excellent work-life balance by giving employees a certain number of days for medical leaves and paid holiday leaves.Emergencies can strike at any moment and a person’s health can be put at risk at any time. Employees deserve days off in such situations. The company will state the number of medical paid leave days they have to e xpend throughout the year.In addition, every employer deserves time away from the office to refresh their minds, recharge their batteries, and pursue their other personal interests. Giving them a number of paid days per year for casual leave shows them that you genuinely care about their work-life balance.In addition to paid leaves, your company should also list all of the national and public holidays you will earn. This will inform them of all the holidays they will receive and can plan their paid holidays around the public holidays to enjoy a longer time off from work. Your company should very transparent in this regard.Maternity and Paternity LeavesAnother issue that your company should address is maternity and paternity leaves. Your company should be very accommodating towards would-be mothers and fathers and offer them some time away from work if they decide to become a parent in the future.When a new employee reads that the company they work for provides facilities and breaks if they become a parent, they will feel encouraged to pursue having children in the future. They know that their personal life is also being taken care of by their organization, which makes it seem more like a close, family relationship rather than a distant, corporate one.Watch the following documentation and understand why its important to provide employees with the possibility of taking maternity and paternity leaves. Offering paid leaves in such situations shows that you are still willing to take care of employees financially as they rear their child. Every family needs money to raise their child, so providing continual support even when they do not come to office for some time will go a long way in building trust and loyalty for your brand.Here are some statements that you can incorporate to address different types of leaves.“Full-time employees at this company are entitled to 4 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 20 working days a year as paid leave for vacations. Part-time employees are entitled to 2 weeks of paid vacation leave per year. Assuming a 5-day workweek, that comes to 10 working days a year as paid leave for vacations. We value our employees and want them to have a good time. You will need to inform your supervisor ahead of time so that we can adjust the work schedule and workload accordingly.”“The company offers both maternity and paternity leave for employees. For mothers, we provide 30 weeks of paid leave. For fathers, we provide 10 weeks of paid leave. In extenuating circumstances, we provide more time for our employees so that they our employees are not forced to come to work. We want our employees to come to work when they feel ready after experiencing a joyous moment in their lives.”“The company grants all employees 10 days of paid medical leave. We understand that health is a very important issue and in case of sickness or any other problem, you will be given days off to recover. Y ou will need to inform your supervisor either on the day of being sick or beforehand, so that we are informed that you are not coming to office. In case of extreme circumstances, where the illness lasts for several days, or even several weeks, we will take necessary measures to compensate you.”KEY PERFORMANCE INDICATORSAll companies expect their employees to successful do the job, but how do you measure success? How do you gauge work performance?Employees at organizations are periodically being assessed on the job, to determine whether or not they are doing it correctly and on time. Key performance indicators, or KPIs, are metrics used to determine the quality of work performance and every company has a set of KPIs that is applicable to every position in the organization.By being forthright with your KPIs in your company, employees will always know which factors of their performance are being considered for evaluation. A high-rated evaluation may result in a bonus or extra compens ation, or better yet, a quick promotion up the corporate ladder. As a result, there are major incentives for the employees to work hard and work well. All of these things should be stated explicitly to get the best performance out of your company’s workforce.Performance reviews are typically based on merit and achievement. Here are some key performance indicators that you may want to incorporate in your staff handbook.DiligenceKnowledgeAttendance and PunctualityTeamwork and CooperationAssertivenessLeadership QualitiesCompliance with Company PoliciesAccepting ResponsibilityAchieving MilestonesPerseveranceThese metrics are quite generic and can be applied to all industries. In some industries, employees are required to achieve certain things so you may want to include some metrics that are very specific to that trade.For instance, in a sales and marketing job some metrics that are of great importance are revenue, cost, customer acquisition costs, etc. Determine what makes your compa ny successful and evaluate employees based on those influencing factors. EMPLOYEE HEALTH AND SAFETYIn some industries, employees will be required to work in factories, manufacturing plants, or other environments where it may be deemed unsafe in some conditions.Working with large machinery and being exposed to dangerous chemicals can have a detrimental effect on health. In such scenarios, a company should provide employees health insurance lest something to them. You need to show your employees that you are concerned of their health and want them to be healthy and safe in case of emergencies.Apart from health insurance, every company must have a comprehensive procedure to ensure safety and security. In case of emergency, employees can follow a plan that is described in the employee handbook. In case of a fire, there should be a fire escape route that all employees must follow so that they leave the premises safely. Sometimes, a fire needs to be quickly extinguished by employees, so p roper training of operating a fire extinguisher must be given.In case of an emergency, employees should notify their supervisors and get help immediately. Your company must have a specific individual who deals with health and safety issues when they occur, so include their contact information in the manual. Employees can directly contact this person to get immediate aid.Here are a couple of statements that can be made concerning workplace safety and security.“The organization takes necessary measures to ensure that all of our employees are working in a safe and secure environment. We have safety rules in place to protect everybody. It is expected that all employees review and completely comprehend every point of our workplace safety policies.”“In case of any emergency event, employees must inform their supervisor immediately. If you observe any sort of unusual or unsafe behavior in the workplace, inform someone straightaway to resolve the matter.”“If somebody is badly hurt , experiences a burn, or is subjected to any other form of harm, call the fire department or the paramedics immediately. If you hear the fire alarm or any other emergency siren, follow the fire escape route and safely leave the building. A supervisor will tend to all employees and you will only be allowed back inside when they deem it safe to do so.”BENEFITSEmployees receive more than just a paycheck every month from your organization. Your company has provided extra benefits for its employees to keep them coming back to work. Your employee handbook will provide details of everything you offer them, such as a retirement plan, unemployment money, pension, overtime, and compensation of travel expenses.A clear definition of each of these things should be listed in the employee handbook to clarify any confusions and accurately inform everyone of what benefits they are actually receiving. Here are some example statements you can use to describe the benefits your company offers its empl oyees.“The company has a detailed and comprehensive retirement plan installed where employees will contribute a portion of their salary and set it aside for retirement.”“Our company offers compensation to employees who get laid off for reasons out of their control. Sometimes, a company must restructure itself for future projects and lays off employees who are deemed unnecessary or do not quite fit the mold any longer. We reimburse those employees for 12 months so that they are able to get back on their feet and not become financial insecure.”“The company offers employees who have worked for us for at least 5 years a pension scheme. After retiring, they will continue to receive a small amount of money to help them continue their lives. We take care of our long-standing employees when they are here and when they have retired.”“While there is a specific work schedule and number of working hours per week in place, we also value continued contribution beyond the normal cond itions. We heavily reward our employees who work extra hours and come in on weekends to get the job done ahead of time. In such scenarios, they will receive a 50% increase on their hourly salary. We want to add incentives for employees who want to push the boundaries and go the extra mile for the goals of the firm.”EXAMPLES OF EMPLOYEE HANDBOOKSFollowing are some examples that you can use for inspiration.[slideshare id=26839246doc=22squaredhandbook-131003152139-phpapp02w=710h=400][slideshare id=51724220doc=employeehandbook2015-150817151718-lva1-app6892type=dw=710h=400][slideshare id=33764345doc=peoplehandbooklowres-140421121536-phpapp01type=dw=710h=400][slideshare id=45097342doc=fd23692c-2b0b-4502-97ae-4202bf61e6f1-150224174654-conversion-gate01type=dw=710h=400]CONCLUSIONWe have covered the most important segments of an employee handbook that will effectively address the most pressing matters for employees to know. We have stated that a disclaimer is a very important part at the i ntroduction of such a manual, to state the fact that an employee handbook should not be mistaken for a job contract. The two are not alike and serve different purposes. Incorporating all of the above mentioned points will result in a handbook that is complete.We also recommend including two copies of a written acknowledgement or confirmation form that must be signed by both the employer and the employee, confirming that they have delivered and received the handbook, respectively. One copy of this acknowledgement will be kept by the employer in their personnel records while the employee will hold the other copy.It must be emphasized once again that unlike a job contract, which is permanent for as long as an employee works at a company, an employee manual is considered a temporary document. The employer can and in fact will need to make changes as the business grows and expands its operations. This is a very normal thing to do.We suggest reevaluating and updating the employee handbook once a year to keep it up-to-date. Asking your older employers what works and what does not is a good way to retain relevant information while omitting unnecessary information in the manual.Our guide on writing a good employee manual is applicable in almost any industry. For those companies looking to be more creative, you can incorporate some of your own ideas to make it stand out.

The Theory Of Self Regulation Essay - 1986 Words

Maturation is especially important for individuals as it provides several competitive evolutionary advantages (Locke Bogin, 2006). Through this process, individuals develop and acquire control over their emotions and behaviours. This ability to monitor and adapt our emotions, cognition and behaviours in accordance to the social and intellectual demands of particular contexts is often referred to as self-regulation (Demetriou, 2000; Zimmerman, 2000). Various complex cognitive skills are required for self-regulation. These skills encompass the constant observation of our thoughts and behaviours, knowledge of the demands of any situation, the capability to alter conditions of our current behaviour as required to achieve a goal or suit a situation and attention to how favourably the demands of a context are met (Evans Rosenbaum, 2008). The cultivation of self-regulation has critical implications on a child’s functioning in social situations. Effortful control in self-regulation encourages positive relationships between child and caregivers as it affects the child’s capability to adhere to parental expectations (Kochanska, Coy, Murray, 2001). High levels of effortful control have been found to be associated with fewer behavioural complications, lesser aggression and lower degree of psychopathology such as depression (Tangney, Baumeister, Boone, 2004). It is related to increased degrees of empathy, social competencies, prosocial behaviours, conscience and positiveShow MoreRelatedThe Theory Of Self Regulation Theory1969 Words   |  8 PagesSelf-regulation theory can be applied to my Learning goal: to deepen my understanding of the 5-factor model and the way in which it relates to other theories of personality. Self-regulation theory can also encompass my Performance goal: to be at least one week ahea d with my readings and notes throughout the semester. Goals can be placed on a continuum to indicate the extent to which they are compatible or conflicting (Carver Scheier, 2014). My learning and performance goals are relatively compatibleRead MoreEvaluate Motivation and Self-Regulation Theories1301 Words   |  6 PagesEvaluate motivation and self-regulation theories Jay Middleton Applying Learning Theories Can everyone be an online learner No, Online learning is not for everybody, they say, and accomplishment in such projects requires capability and solace with innovation, as well as a blend of individual characteristics and abilities, from self-inspiration to quick writing. Notwithstanding introducing programming, online understudies must be capable work autonomously, oversee time productively, and composeRead MoreAlbert Bandura s Theory Of Self Regulation Through Moral Agency1137 Words   |  5 Pagesencouraged him to be self-reliant and independent. After he finished high school he left to Alaska to work on highways for the summer. While he was there he discovered that some of his coworkers had degrees in psychopathology and within a few years after that Bandura himself became a clinical psychologist. However, he did not become a psychologist because of this, his decision to become one was on accident. After becoming a clinical psychologist, he developed the social cognitive theory, which is basicallyRead MoreSocial Cognitive Theory1628 Words   |  7 Pagesdefines social cognitive theory as â€Å"the systematic study of learning through observation and imitation† founded by Neal Miller and John Dollard, of whom were influenced by the â€Å"research and writings of Albert Bandura.† The defining principles of social cognitive theory include learning by observing behaviors and consequences; learning can occur without a behavior change; cognition is vital; and people can have substantial control (Omrod, 2016, p. 115). As such, social cognitive theory is centralized aboutRead MoreSelf Determination Theory : The Theory Of Motivation1366 Words   |  6 PagesThe self-determination theory is the general theory of motivation that states people need to feel autonomous and in control of the decisions they make for themselves about themselves. Our objective within this report is to show that by allowing individuals to make the decision for behavior change, there is a greater probability of long term success for that change than if the decision is made from an outside source. We examined several studies that used the self-determination theory to motivateRead MoreSelf Determination Theory And Theory955 Words   |  4 Pages The article provided talks extensively on the areas of the Self-Determination Theory, its stages and the basic psychological needs, and its implications. The main purpose of this article is to inform the audience of the Self-Determination Theory, while also giving clues as to what provides for higher development. The article also gives many different studies to back-up the data supported by the authors. The article describes that people are effected by the motivation that is used to generateRead MoreThe Theory Of Social Psychology1551 Words   |  7 Pages but more importantly, how external contributors manifest into self- construct systems for motivation of cognition, behavior, and learning. With Bandura’s concepts of self-regulation / self-efficacy, and Weiner’s concept of attribution as driving mechanisms for motivation in individual cognition and behavior, the two theorists recognize and have identified an internal adaptable operating system. Peering into their suggested theories, identifying specific components of their associated concepts, andRead MoreLearning Behaviour Theories And Behavior Theories1446 Words   |  6 PagesThis will also allow the teacher to have an opportunity to deepen their knowledge of the learning behaviour theories. As well as allowing a teacher to learn the skills on how to analyse as well as understand how it may apply to a student s behaviour in the classroom. It will be illustrated by delving deeper into what behaviour is as well as highlighting one of the many critical behaviour theories that can be used to comprehend as to why students in various learning environments may learn in differentRead MoreSbins Show Evidence On The Effect Of Sbis1168 Words   |  5 Pagesthan fifty years ago. This theory proposed the brain behavior link and postulated that sensory integration, the neurological process of organizing sensations from the body and the environment, influenced individuals’ functioning within the environment. Furthermore, the theory proposes that enhanced sensorimotor experiences in the context of activity improve the brain’s ability to organize and integrate sensations (Ayer’s 1972). Based on the Ayres’ Sensory Integration theory, recent neuroscience researchRead MoreThe Social Of Social Cognitive Theory1591 Words   |  7 PagesSocial Cognitive Theory is perhaps the most comprehensive and complex learning theories in the field of psychology. The theory attempts to explain how our social environment has a great influence on our behaviors and actions. Albert Bandura is the most notable psychologist of the Social Cognitive Theory. He has conducted intense research and experiments for over 50 years and continually strives to improve the strengths and correct the limitations of the theory. The Social Cognitive Theory is applied today

Influence of National Cultures on Personality in the Light...

Oskar and Jack Yufe, born in 1934 in Trinidad and parted at six months old, were raised in different countries and cultures by their separated parents. Their father was Jewish, their mother German Catholic. Jack, a white Jew, was brought up by his father among blacks in Trinidad and later became an officer in the Israeli Navy. Oskar was raised Catholic by his mother and grandmother in Switzerland, heavily influenced by the Nazi regime. Meeting for the first time at twenty-one, they found each other’s political and religious views intolerable. Brought back together again in 1970s by Professor Bouchard of the University of Minnesota, the two are still struggling with the ideological and ethnic circumstances that have defined their†¦show more content†¦Furthermore, they correlate with low power distance. Openness to experience was correlated with high masculinity and low power distance. In cultures of high masculinity, people tend to overrate their own performance, and l ow power distance stimulates independent exploration. Agreeableness correlates with low uncertainty avoidance, so in cultures with higher tolerance, people score themselves as more agreeable. Everyone has her or his unique personality, history, and interest. Yet all people share a common human nature, which is intensely social: we are group animals. We use language and empathy, and practice collaboration and intergroup competition. But the unwritten rules of how we do these things differ from one human group to another. Culture is how we call these unwritten rules, moral standards about how to be a good member of the group, defining the group as a â€Å"moral circle†. This applies to groups based on national, religious, or ethnic boundaries, but also on occupation or academic discipline, on club membership, adored idol, or dress style. To get things done, we still need to cooperate with members of other groups carrying other cultures. Behavioral gaming has proved to be of enormous value for learning interpersonal skills. It has also been applied to intercultural contexts, using culture as a role profile in games that also have other content matter. Such games can serve to experiment withShow MoreRelatedCultural Distance For Coca Cola3396 Words   |  14 PagesCultural distance is one of the popular terminologies used in business context especially in marketing discipline. It has been presented as the dimension which indicates that cultural distance can be measured in context to particular organization. Several researched have been conducted in order to develop the suitable method for measuring the cultural distance. Some of the research attempts for measuring cultural distance include Trompenaars and Hofstede which include extrapolating data by distributingRead MoreBeyond Sophisticated Stereotyping10228 Words   |  41 PagesBeyond Sophisticated Stereotyping: Cultural Sensemaking in Context [and Executive Commentaries] Author(s): Joyce S. Osland, Allan Bird, June Delano and Mathew Jacob Source: The Academy of Management Executive (1993-2005), Vol. 14, No. 1, Themes: Forming Impressions and Giving Feedback (Feb., 2000), pp. 65-79 Published by: Academy of Management Stable URL: http://www.jstor.org/stable/4165609 . Accessed: 05/08/2013 09:54 Your use of the JSTOR archive indicates your acceptance of the Terms Read MorePersonal Cultural Orientation16493 Words   |  66 PagesPersonal Cultural Orientation, Destination Brand Equity and Revisit Intention: The Case of Cali, Colombia Dissertation Proposal Adolfo Rudy Cardona TUI Abstract This study investigates perceptions by tourists to travel destinations based on personal cultural orientation and its effect on destination brand equity ( i.e., image, value and quality) and tourist behavior. Likewise, it attempts to explore the possibleRead MoreStandardization Adaptation15058 Words   |  61 PagesHalmstad University School of Business and Engineering Business and Marketing Standardizing or Adapting the Marketing Mix across Culture A case study: Agatha Thesis in Marketing, 15 ECTS credits Final seminar: 25.05.2010 Authors : Elise MEYER (890511) Ingrid BERNIER (901218) Supervisor: Jean-Charles LANGUILAIRE Examiner: Roger STRÃâ€"M Summary of thesis Title: Standardizing or adapting the marketing mix across culture Authors: Ingrid Bernier and Elise Meyer Supervisor: Jean-CharlesRead MoreEntrepreneurial Spirit Among East Asian Chinese9960 Words   |  40 Pages Executive Summary This research showed that entrepreneurial spirit among East Asian Chinese youths is predicted by personality characteristics such as risk-taking propensity, persistence, and internal locus of control, as well as by motivational factors such as love for money and desire for security. Generally, these characteristics are not prevalent in an East Asian culture. The underlying predictors, however, differed for Hong Kong and Singapore. Risk taking was a common predictor for bothRead MoreUnifying Principles of10026 Words   |  41 PagesBEHAVIOR AND MANAGEMENT ABSTRACT Theories and models of organizational behavior and management continue to increase in number and complexity. While much of the recent research has not made its way into standard business textbooks, these textbooks nonetheless offer a broad array of topics and concepts that can easily overwhelm both student and practitioner. No common thread appears to link these disparate topics, despite the fact that variations on the same theory often can be found across topicsRead MoreDefine the Manager Terrain28443 Words   |  114 Pagesor symbolic? The organization’s culture What is organizational culture? The relationship between culture and management practices Strong vs. weak cultures Summary 1 3 4 6 6 7 8 10 The environment Defining the environment The specific environment The general environment Summary 12 12 12 15 18 Managing in a global environment Managing in a foreign environment The changing global environment The legal-political and economic environments The cultural environment Summary 20 20 20Read MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesEmotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11 12 13 14 15 Foundations of Group Behavior 271 Understanding Work Teams 307 Communication 335 Leadership 367 Power and Politics 411 Conflict and Negotiation 445 Foundations of Organization Structure 479 v vi BRIEF CONTENTS 4 The Organization System 16 Organizational Culture 511 17 Human ResourceRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesManagement Course: MBA−10 General Management California College for Health Sciences MBA Program McGraw-Hill/Irwin abc McGraw−Hill Primis ISBN: 0−390−58539−4 Text: Effective Behavior in Organizations, Seventh Edition Cohen Harvard Business Review Finance Articles The Power of Management Capital Feigenbaum−Feigenbaum International Management, Sixth Edition Hodgetts−Luthans−Doh Contemporary Management, Fourth Edition Jones−George Driving Shareholder Value Morin−Jarrell LeadershipRead MoreInternational Management67196 Words   |  269 PagesThis page intentionally left blank International Management Culture, Strategy, and Behavior Eighth Edition Fred Luthans University of Nebraska–Lincoln Jonathan P. Doh Villanova University INTERNATIONAL MANAGEMENT: CULTURE, STRATEGY, AND BEHAVIOR, EIGHTH EDITION Published by McGraw-Hill, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright  © 2012 by The McGraw-Hill Companies, Inc. All rights reserved. Previous editions  © 2009

Sydney Sheldon’s Master of the Game Reaction Free Essays

Master of the game is a kind of story that will make you see life from the other side. Sheldon is really is the best story teller. Showing the reader a sequence of event from the very root of the story. We will write a custom essay sample on Sydney Sheldon’s Master of the Game: Reaction or any similar topic only for you Order Now It really amaze me how he arrange the story. How you see or realize the transition of the story. We Just then look back and realize that wow, many things already happened but then you’re not yet even at the center part of the book or you’re not half way there. But theirs a lot to take in already. Sheldon will do that to you, or at least that’s what I felt. The story then moves one hundred years back to Jamie McGregor. He leaves his home in Scotland for Klipdrift, South Africa in 1883 under the assumption that many get wealthy there by mining diamonds. He nearly dies making it there due to the only safe means there being fully booked, and Jamie nearly dies by taking the mail carrier which does not stop moving for two days. Making it there, he is encouraged by the town’s bartender Smit to see the wealthy Dutch storekeeper, Salomon Van Der Merwe, for assistance in mining. Besides meeting Van Der Merwe, he meets Banda, Van Der Merwe’s black servant, and Margaret, Van Der Merwe’s daughter, who encourages him to get assistance. However, after nearly risking his life to find diamonds, he finds out that he has been defrauded and that the Afrikaans-written contract states that Jamie is merely a laborer for Van Der Merwe looking for a diamond mine and Van Der Merwe now owns the mine on his own. When Jamie attempts to fght back, it is revealed that Smit and Van Der Merwe are working together and they make Banda leave Jamie in the desert to die. Banda later revives and saves Jamie from being eaten by vultures, saying he believes Jamie will help Banda find vengeance for Banda’s sister who died at the age of eleven after being aped and then eventually giving birth to Van Der Merwe’s child. They plan an extremely risky diamond heist in the Namib Desert and make it out alive. Banda only takes enough for him to buy a farm and a wife while Jamie keeps the rest. Jamie, now rugged and unrecognizable, returns to Klipdrift after a year of being taken into the desert, where no one faintly remembers him and he goes under the assumed name of Ian Travis. By depositing his diamonds into a bank, the whole town recognizes Ian Travis as a wealthy businessman. Van Der Merwe takes an interest to Jamie/lan’s plan o invest in a diamond mine, hoping to capitalize on it. With help from a reformed Smit, Jamie eventually makes Margaret fall for him and makes love to her. When they learn that Margaret is pregnant, Jamie tells Van Der Merwe the truth, and refuses to marry his daughter. How to cite Sydney Sheldon’s Master of the Game: Reaction, Papers

The Portrayal of Love in A Valediction Forbidding Mourning Essay Example

The Portrayal of Love in A Valediction: Forbidding Mourning Paper There are many types of love in the world, each special, delicate, and held in their own unique way. In John Donnes A Valediction: Forbidding Mourning, the love that the two people experience is transcendent, knowing no confines of time and space as most ordinary love does. This love is everlasting; nothing can break it, not time or space. Donnes use of diction, imagery, and metaphysical conceits invoke powerful images of the portrayal of love, and the different forms love can take. Donnes chief literary device in his portrayal of love is imagery. The passing of virtuous men evokes a sense of being physically separated from the living realm (1), while their loved ones argue the validity of their deaths; are they truly dead, or do their spirits live on? This first stanza of A Valediction: Forbidding Mourning brings to question what love really is. Is it something purely physical contained in the moment or does it stretch across all barriers it encounters? As the valediction continues, the speaker compares his love to the love of commoners implying that they know not the spiritual realm, but rely on proximity to sustain their elemented love (16), while he and his lovers two soulswhich are one only grow and expand to accommodate the separation (21). We will write a custom essay sample on The Portrayal of Love in A Valediction: Forbidding Mourning specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Portrayal of Love in A Valediction: Forbidding Mourning specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Portrayal of Love in A Valediction: Forbidding Mourning specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The shift in tone of the poem cements Donnes stance on love, his speaker justifying that he and his lover are not only one in body, but also in mind and spirit. When one of the lovers travels, the other harkens after it; finally becoming complete in every emotional sense (31), growing erect [strong] as that [the missing lover] comes home (32). Unlike the commoners, these two lovers function in their own right when one of them is away, they are not completely dysfunctional during the absence like the laity who can only pine for and crave the presence of their lover (8). The imagery in the poem is vivid, capturing the image of love that Donne pursues, the image of a spiritual love that is limitless. Diction is also important to Donnes portrayal of love. These lovers need not make, tear-floods, nor sigh tempests move, as their love needs no expression (6). Just as the trepidation of the heavens goes unnoticed when compared to earthquakes (11), so does the mourning of the lovers separation because they only miss half of their love, while others miss all of it when the physical proximity to the mate is removed. Unlike dull sublunary lovers love/ (Whose soul is sense) cannot admit/ Absence the two lovers love exists on a higher plane (13-15). Their love is not purely physical but also mental and spiritual, thus they can stand to be away from each other for extreme lengths of time. Donne speaks of souls and the need to Care less, eyes, lips and hands to miss, portraying the idea that those who possess a spiritual love not only have that mental connection (20), but also the physical connection that is never forgotten, although it does not take center stage to the mental aspect of their love like it does with the laity (8). Earthly and elemental diction is intertwined with spiritual connotations, the trepidation of the heavens contrasted with earthquakes and the delicate thinness of gold (11), suggesting that both being in balanced is the key to acquiring the superior love held by these two lovers in the poem. The most important and descriptive combination of both of these literary devices culminate themselves in Donnes use of metaphysical conceits, which are both used after the shift of tone in the poem. Donnes speaker uses these particular conceits to explain why he and his lover are able to stay as one soul while they are apart. Donne employs the comparison of the aery thinness of the gold (24), much like a bridge joint expands and contracts, compensating for change while always remaining joined, to solidify that the speaker and his lover are firmly bound, never fully parting from each other. The image of the compass is also vivid, the lovers fixed foot, makes no show/ To move, but does so in complete unison when the other end of the compass [the other lover] bids it to lean (27-28). The reference to the compass is very mechanical and even harsh, yet completely realistic because it is powerful in its image of connection. Nothing can break the twin compasses or the balance they possess ( 26). Donne sees love as something to be cherished and conveys this through his speakers belief in love knowing no bounds, not even death. It is, however, ironic that he should choose to entitle the poem A Valediction: Forbidding Mourning, because a valediction is something that should not need to be voiced, much like the love that the speaker tells of. Donne sees love as something spiritual; nothing comes in its way, it cannot be maimed by absence nor can death kill it. Donne sees love as something that should be balanced and proportioned; neither aspect, the physical nor emotional, should have free reign over the other.