Environmental Management Essay Example | Topics and Well Written Essays - 2000 words - 2

Environmental Management - Essay Example Effects of floods may be limited to either a small area or a wide area. United Kingdom is one of those countries that are greatly affected by flood over the last 3-4 years. In 2007 the country saw one of the most devastating floods in its history. This report includes the major causes of floods. Furthermore the significant risks and immediate impacts that are caused by the floods are also included in this report. Moreover the report identifies various agencies and their role in the massive flood that took place in 2007 in Sheffield. An effective environmental management system should be in place to deal with situations like flood. In this report the effectiveness of such a system is evaluated. Lastly the report contains a conclusion that includes the summery and major findings of the research. There are several contributory factors that cause flood. A particular incident of flood can be seen as a result of either one contributing factor or multiple contributing factors. Floods can be divided in two separate categories namely river flood and coastal flood. There are three different hazards that cause these two types of floods. These are atmospheric hazard, technologic hazard and tectonic hazard. Each of these hazards are actually result of several other contributing factors like rainfall, ice jam, snow melt, landslides, dam failures, tsunamis and storm surges. These factors can be considered as the major contributory factors that lead to floods. A clear picture can be obtained from the following figure. Atmospheric hazards like rainfall, landsides and ice jam are the main causes of river floods. Among them rainfall is perhaps the most important as well as most common cause. Excessive rainfalls that vary from random convectional storms to semi-predictable seasonal rains can cause flash floods as well as annual floods in the tropical regions. The areal coverage and duration of the rainfall is dependent on the precipitation. In the words of Keith Richards

Technological Forces of cars industry Essay Example | Topics and Well Written Essays - 500 words

Technological Forces of cars industry - Essay Example In addition, new materials that make the car lighter will enable the manufacturers to increase fuel efficiency whether they are powered by gasoline, electricity, or flex fuels. Technological forces will result in cars that go farther for less cost. Electricity is the fuel of choice for many people that see it as sustainable and environmentally friendly. It can be produced from solar or wind and can utilize hydrogen through the use of fuel cells. However, the battery has been the weak component in the system. They are traditionally heavy, dirty, have a limited storage capacity, and a short lifespan. Lithium Ion batteries do offer some promise as improvements have been made in recent years. Don Hillebrand, director of the Center for Transportation Research at Argonne National Laboratory "believes that the ultimate medium for electric vehicles' batteries may well be lithium ion, the same material used today in batteries for laptop computers" (Orzech, 2007). Lithium Ion is poised to replace the existing battery technologies of lead-acid and nickel-metal-hydride, and the new high-end electric roadster Tesla is powered by 6800 lithium batteries. As the industry bridges the gap to the totally electric automobile and a move away from gasoline, the interim period may be fuelled by natural gas. Natural gas is a technology that has been largely overlooked due to a few disadvantages.

Why Use Social Media as a form of Recruitment?

Why Use Social Media as a form of Recruitment? Working title Social media recruitment: why use it at the Royal Veterinary College? Introduction The Royal Veterinary College (RVC) has commissioned me to evaluate social media recruiting strategies and possible future opportunities to ensure they remain competitive in the recruitment market. Within this proposal, I will outline the context of the research which will provide more background information of social media recruitment and the RVC. I will then provide a summary of an initial literature review which will define the focus and scope of the research project about to be undertaken (Gray 2014). An appropriate research approach and the way in which I intend to carry out my research will be detailed along with how I intend to analyse the date obtained. Possible issues and limitations will be discussed and possible solutions to overcome them. I will propose timescales of the project milestones and finally provide a conclusion. Context Established in 1791 and based at two sites in London and Hertfordshire, the Royal Veterinary College is one of 7 veterinary schools in the UK. A key part of their overall strategy is to be the first choice for those seeking to work in the veterinary, biosciences and One Health Higher Education sector (RVC 2015). The Human Resources (HR) strategy is aligned to the overall strategy to support its objectives and, as such, a key part of the HR strategy is the capacity to attract and retain talent at every level of the organisation from the local, national and international markets in which we compete will remain fundamental to our success (RVC 2015). The utilisation of social media to attract talent is an ever-increasingly popular topic within the HR profession so the HR team are keen to explore its value to help achieve this HR objective and to ensure they remain competitive in the recruitment markets. The HR team are also keen to discover if utilising social media for recruitment bring s other cost and administrative efficiency benefits. As a previous member of the HR team at the College who has seen their current online recruitment process grow and develop for the organisations needs, I am interested in discovering if and how it can be further adapted to utilise social media, whether it can provide a competitive edge in the race for talent and whether this would be a valuable use of their resources. I am expecting that the RVC should have at least some element of social media recruitment presence but, given the diverse nature of its employees and their differing backgrounds and professions, whether social media can provide value to all its recruitment campaigns remains to be seen. Literature Review This literature review will guide the development of my research topic. As Gray (2014) states In order to advance our collective knowledge, a researcher has to understand what has gone before. In seeking to do this I have reviewed numerous relevant literature related to the use of social media for recruitment and common themes were noted and formed the basis of my literature review. An important part of any Human Resource Management (HRM) strategy is the effective recruitment of its staff which the Chartered Institute of Personnel and Development (CIPD) (2016) state as central and crucial to the successful day-to-day functioning of any organisation. In an ever-increasingly competitive business environment, organisations are taking a more strategic approach to the staffing of their organisations (Taylor 2014). When Tim Berners-Lee created the World Wide Web, it was not long before it added a new dimension and new opportunities in the recruitment field with the advent of online recruitment which first started in the mid-nineties. Commentators were quick to advocate its use due to the perceived efficiency benefits of as opposed to purely paper-based recruitment. Seminal research by Capelli (2001) stated that, while online recruitment was increasing in popularity due to the reduction in recruitment costs and time saved, its successful use was only achieved by those who fundamentally changed their recruitment process by using online media to market the organisation and build relationships with candidates to create talent pools. The advent of social media enabled organisations to take this marketing concept further by enabling organisations to promote its brand leading to more, better candidates by giving insight into recruitment the process and what it is like to work there (People Management 2013). In addition, social media enabled direct communication with target candidates resulting in a higher probability that a vacancy will be brought to the attention of someone who is ideally qualified to fill it (Taylor 2014). Contemporary research by Schmidt and Landers (2016) also suggest that outgoing social media messages can enhance organisational attraction and recruit more and better applicants by sharing corporate values to increase the reputation and visibility of the organisation. These benefits are why 54% of employers are engaging in social m edia for recruitment (CIPD 2013). The outlined suggested benefits are an attractive prospect. However, little research has been undertaken to establish what the internal costs are of maintaining a social media presence i.e. required time spent per day and training staff in the use of social media costs. This valuable information will form part of my initial research methods which will be to establish what, exactly, the RVC would like to gain from utilising social media for recruitment and what the current capabilities of doing so are. An additional, and controversial, use of social media in the recruitment process is using it to screen potential candidates. Contemporary research by Schmidt and Landers (2016) show no link between social media traits of potential candidates and job performance and they recommend that, until more in-depth research is undertaken in this area, social media is better used for recruitment and building a brand than as a selection tool. However, screening candidates in this way is can provide recruiters with a valuable source of information not found using traditional techniques (Davison et al. 2012; Kluemper 2013). Further research in this area by me regarding the potential benefits and risks to recruiters at the RVC of using such an approach to social media will enable me to make a balanced recommendation on whether screening candidates should be undertaken at the RVC. Another consideration when utilising social media for recruitment is the impact it has on equality and diversity (E D). Taylor (2014) and Iddekinge et al. (2013) state that organisations should not solely use social media for recruitment as it is predominately used by women and the younger generations. Rather, it should be used in conjunction with traditional methods. As a higher education establishment with E D considerations high on the agenda, further research and understanding of the RVCs E D commitments and objectives must be taken into account and aligned to before any recommendations are made. With such fast-paced advancements in social media and technology in general, it would be wise to also assess the implications of future developments in social media recruitment to ensure any recommendations provided are future-proofed. One well documented development that promises to have a big impact on social media recruitment is bid data and analytics which Schmidt and Landers (2016) believe will improve the HR discipline by providing it with a wealth of valuable information with which to make decisions. Regarding recruitment, this information seeks to help recruit more suitable candidates. What resources are needed to utilise big data and analytics, and in what capacity it would be suited to the RVC is will form part of my research. Schmidt and Landers (2016) also advocate working with internal IT professionals to help guide and shape the future of human resource management and this relationship, and whether more formal relationships arrangements are required at the RVC, will als o form part of my further research. Methodology I have chosen to conduct this research in a case study format as a case study generates multiple perspectives through multiple data collection methods (Lewis 2003) which I will need to use to ascertain the different perspectives of different people regarding the suitability of using social media recruitment at the RVC and its general use i.e. recruiting managers, HR, recent recruits and other organisations. As Gray (2014) states the integration and contrasting of these different perspectives can build a rich and detailed understanding of the context. The case studys epistemological approach taken will be constructivist since I will be the creator of my own knowledge by discussing and analysing and incorporating peoples different perspectives on social media recruitments suitability at the RVC, rather than discovering it in an objectivist fashion. The question of whether to use Social Media Recruitment at the RVC will heavily depend on the perspectives (data) of RVC staff and similar organisations and I anticipate that the focus and direction of this research will also be led by them. A suitable methodology to use for this case study that will enable this is grounded theory which enable the development of a theory by discovering, developing and provisionally verifying through systematic data collection and analysis of data pertaining to that phenomenon (Strauss and Corbin 1998). Common methods of research used in grounded theory are interviewing and focus groups which will be a valuable way to obtain viewpoints and opinions of my research subjects. Along with the qualitative research methods of interviews and focus groups, surveys to seek opinions would also provide valuable perspectives of social media recruitment and this mixed method of research will provide a richer, contextual understanding of the phenomenon being researched (Hansen et al, 2005) Method I will initially conduct face to face interviews with recruiting managers from each of the differing staff groups within the College and the Operations Manager in HR, as well as conduct a face to face focus between the team of 5 HR Administrators, to ascertain exactly what they are hoping to gain from utilising social media recruitment. This is an important first step in my case study is it will not only enable me to gain a company specific perspective on what is required and feasable but focus the next stage of my research and data collection to ensure it is relevant to their needs. The interviews will be conducted in a semi-structured format which will enable me to understand their experiences, opinions, attitudes, and enable me to probe where required (Gray 2014). They will also enable me to obtain a more well-rounded picture of their requirements, as opposed to other data collection techniques like structured interviews questionnaires which have minimal interaction between the in terviewer and interviewee. A focus group has been chosen for the administrators it will generate group dynamics within a group of differing individuals (Gray 2014) and enable me to understand the degree of consensus (Morgan and Krueger 1993) of what is deemed a valuable use of social media at the administrative level. The good working relationships with HR and recruiting managers already built while working at the RVC will also help facilitate their agreement to being interviewed and their willingness to interact positively and constructively. Analysis of this information as described in the data section of this proposal will guide the construction of a relevant, anonymous questionnaire which will be emailed to all staff recruited in the past year, estimated at 225, in the form of a descriptive survey to ascertain their job seeking behaviors, their opinions of social medias use by employers as a selection tool and their preference for future developments. The survey questionnaire will also enable me to gain an insight into ED considerations. Recent recruits are most valuable as opposed to other people as they have already been recruited with the RVCs objectives in mind so will be most like the future RVC candidates the RVC hopes to attract. A questionnaire is preferred as it will enable me to question many respondents at a low cost and at a time and place that suits them (Gray 2014). In addition, a questionnaire can assure their anonymity, which will help facilitate their honesty and willingness to participate. Finally, I will seek the current stance, future plans and thoughts of other Higher Education Institutions (HEIs) in the UK of the use of social media recruitment by way of a survey for the HR Operations Managers. This will give me a broader picture of how social media is used for recruitment in the education industry and enable me to make recommendations on whether or not social media recruitment can provide competitive advantage. I will seek as many organisations as possible to provide me with the most accurate picture possible. This will require a questionnaire rather than other methods of research which I will be able to send to all HEIs via email in the UK. The subject area is not particularly contentious so I would not expect anything more than a minimal level of risk in causing harm or damage in the cause of my research. However, informed consent will be obtained prior to any of the three research methods suggested to ensure research participants are provided with sufficient and accessible information about my project so that they can make an informed decision as to whether to become involved, or not, (Crow et al., 2006). Data My initial research of interviews and focus groups with managers and HR will help narrow the focus of my case study by generating common themes and requirements of social media recruitment. To attain these themes, I will use thematic analysis which will help generate descriptive data from the information provided as opposed to similar methods like content analysis which is more data driven. The themes will then direct what questions to include in my questionnaire to recent employees which will be recorded to enable me to focus on the questions asked. While unknown at this point, the questions will be phrased in such a way as to concur, or not, with suggestions and requirements from the interviews and focus groups and to attain additional viewpoints and suggestions from a candidate perspective. Once obtained and transcribed, the information will be analysed for relationships, common themes and additional suggestions to that of the recruiting managers and HR. The types of data yielded will determine the appropriate analysis and statistical tests (Gray 2014). However, whether nominal or ordinal, this categorical data will be put in a descriptive statistical format which will enable analysis of the frequency distribution. The questionnaire for surveyed organisations will be developed and analysed in the same way. All information gathered from my research will be stored securely on my laptop which is password protected. Possible Problems and Limitations While my previously created relationships with staff at the RVC will help encourage availability, access to the Operations Manager and a recruiting manager from each of the staff groups may be problematic due to low availability during the period that I undertake my research. Good forward planning and the fact that the purpose of the case study is to seek new, and more efficient, ways to help them recruit the staff they need will help encourage them to be available. Availability of all of the HR Administrators at the same time for a significant period of time may also be problematic. However, they have a specific time and date every week that they keep clear in their diaries to have team, and other ad-hoc, meetings which will improve the chances of availability. I have the potential to bias the interviews. I can prevent this by ensuring my interview techniques are consistent, with regard to my tone and duration of interview, to all research subjects. Bias may also occur from the interviewees as the less technically savvy may feel obligated to advocate its use for fear of being seen to be not keeping up with technological advances. A broad range of questions highlighting the positive and negative consequences of using social media recruitment will help to reduce this. The questionnaire may yield a low response rate. However, the estimated population of 225 staff recruited in the past year may be high enough to ensure a low response rate still generates enough responses to make analysis of the answers worthwhile. If not, a re-distribution of the survey with an added monetary incentive may increase the response rate. Another possible issue with the survey is that people may act differently in reality to the responses given in the questionnaire. A call for honesty and highlighting the fact that the questionnaire is anonymous may alleviate this. As with the survey for recently employed staff, the survey for HR Operations Managers at other organisations may also yield a low response rate. There are currently 131 HEIs in the UK and a low response rate may not yield enough responses with which to anaylse. In addition, motivation to respond may be low due to their current work obligations and responsibilities taking a higher priority and their reluctance to divulge any information which may provide reduce their own, or provide the RVC with, competitive advantage. To help improve the response rate, I will offer to provide all respondents with a free summary of my own findings of the survey which they may deem valuable for their own recruitment strategy planning. Main Tasks and Timescales I will use a Gantt Chart here with the following timescales: January starting report, start ethics form. February to March literature review. April to May Data collection. June Initial Analysis. July -Draft to Alan. Conclusion While social media recruitment is only starting to be researched in-depth and the real value, or not, and all possible pitfalls may not be immediately apparent, such benefits as highlighted in the literature review can not be ignored and the RVC can not afford to fall behind its competitors who use social media recruitment to help attract the best talent. However, this case study will ascertain the real value and viability of social media recruitment at the RVC, now and in the future, and provide recommendations, or not, of its use. References Morgan and Kryeger 1993 Crow et al., 2006 HEFCE http://www.hefce.ac.uk/workprovide/unicoll/heis/ Holton, J. A. (2009). Qualitative Tussles in Undertaking a Grounded Theory Study The Grounded Theory Review, 8(3), 37-49. Dick, B. (2005). Grounded theory: a thumbnail sketch. [On line] Available at http://www.scu.edu.au/schools/gcm/ar/arp/grounded.html Glaser, B. (1992). Basics of grounded theory analysis. Mill Valley, CA: Sociology Press. Allan, G. (2003). A critique of using grounded theory as a research method. Electronic Journal of Business Research Methods. 2(1). Lewis (2013) Strauss and Corbin 1998 (Hansen et al, 2005)

Fashion and Semiotics Essay -- Sociology Semiology Symbolism

Ever since their invention many centuries ago, clothes have been used as a way of communicating. The message communicated relies on a number of factors including the social background of both the communicator and the receiver, and the context in which the message is communicated. Although at times the exact message or symbolism one is trying to portray may not be clear, it is evident that clothing has long been embraced as one of the best ways to project one’s desired personal image to those around them. For many centuries clothing was used namely as a form of symbolising one’s ascribed class and social honour. A good example of this was evident in Feudal European times when sumptuary laws were created in order to regulate and specify the clothing that could be worn by certain classes. In 1463 Edward IV went so far as to ‘[declare] that purple silk was to be the prerogative of the aristocracy’ (Finkelstein 1991, pg. 137). As purple dye and silk were both very expensive and sought after this declaration demonstrated quite simply that those who were in possession of such materials should command respect and were of high social standing. Eventually these laws were abolished as, instead of ‘confining people to their designated rank, the laws provoked an intense interest in fashion and a desire to transgress the codes, both in the process of prestigious emulation and as an act of rebellion’ (Craik, 1994, pg. 205). This abolition allowed groups and individu als to establish their own chosen style or ‘marker’ in order to indicate their place within society. By allowing such freedom, ascribed social status gave way to that which was achieved. This not only meant that many more people were able to engage in the ever-expanding culture of ‘Haute couture’ but also that honour was no longer perceived as a birth right but rather as something that could to be obtained. Such a shift in symbolism provided a way for those of not so noble a birth to portray themselves as the latter through a variety of means such as renting or stealing clothes and buying counterfeit copies (a common occurrence in today’s society also). In the late 18th century the Industrial Revolution occurred causing a huge shift in the ways in which clothing was produced and subsequently altering the ways in which clothing was perceived. For decades preceding industrialisation men and women of high so... ...o contextual influences and past experiences. Therefore it is almost impossible to pre-empt the ways in which others will perceive you. Over time ideas will change and therefore alter the ways in which we look back on past clothing choices. Whilst symbolism in fashion may no longer be subject to laws as it was in the 14th century or defined by strict social rules in the 17th century, the clothes we wear are still today subject to imposed social ideals. Apart from distinguishing one status group from another, a style of dress may also aid group cohesiveness, provide the individual with an identity and a feeling of belonging, and communicate the wearer’s attitudes and interests. The ways in which we interpret others and present ourselves for interpretation is the only true way that we can be individual. Symbolism in clothing may not seem as obvious or important nowadays as it was in times of extreme social bigotry, but it is still highly prevalent and has remained one of the most effective ways to project our desired image to those around us. ‘The state of a person’s clothes is synonymous with self respect and is a sign of responsibility’ (www. Pemberley.com/janeinfo/vebleis7.html)

Autistic

A.) Autism is prevalent in the United States. The disorder is probably most famous for the cognitive greatness that is entirely unique to this kind of disorder. However, this is only an inherent in autistic savants, which is a much rarer form of autism. Autistic savants often have incredible abilities in the mathematics and science fields. For example, an autistic savant named Temple Grandin built her own machine to help her cope with her avoidance of human contact. Besides unique intelligence, autistic individuals are virtually emotionless and often have trouble forming attachments to others. Social interaction abnormalities preclude the formation of relationships partly because a simple touch – hug, pat, handshake – are rejected because of hyper arousal. Autistic children cannot stand to be touched; a simple hug from a parent or friend might send the child into a screaming fit. B.) As a parent of a child with autism, the worst part of the illness would be the inability to hug the child. Parents can never kiss or hug their children, which is an essential part of showing affection and love. Also, the intellectual incapacities of autism are devastating. C.) In the research study conducted by John Ratey in his book A User’s Guide to the Brain, Ratey found that autistic individuals are actually the key to scientific and mathematical progress. His studies are based on the progress of Temple Grandin, who was successful in measuring her own social abnormalities and building machines to teach herself how to interact ‘normally’ with others. D.) I enjoyed the doctor’s article. After reading about Temple’s charting and statistical readings and the production on her own ‘hugging’ machine so she could practice being hugged again, the progress of science and mathematics can indeed be greatly helped by autistic savants. E.) How long will it be before Temple Grandin’s machines are mass produced to help all autistic children? Can autism be avoided in the future through genetic engineering technology? Attention Deficit Hyperactivity Disorder A.) Attention Deficit Hyperactivity Disorder (ADHD) is becoming more prevalent amongst children adolescents in each passing year. Intellectually this disorder has no influence upon perception or cognitive functions directly. However, the inability to sit still or focus on an assignment or a book can hinder progress in different academic subjects. Socially, ADHD sufferers are usually overly-talkative and constantly moving around – pacing, making broad, abnormal gestures while speaking, etc.. As a result, awkwardness, incessant loquacity, and hyper behavior can cause deter others. Emotionally, it is difficult for affected individuals to form long-lasting relationships because of the aforementioned social difficulties. B.) As a parent, the most difficult aspect of this illness would be watching the child struggle with his studies. Frustration is common in ADHD children because they are usually interested in several things at once, making it nearly impossible to concentrate. Of course, there are pharmaceuticals that can lessen these symptoms – the most famous being Ritalin. Medicinal treatment is very successful, but it can also be quite devastating to the parent to realize his child is going to have to take pills to function properly for the entirety of his life. Bibliography Ratey, John J.. A User’s Guide to the Brain. New York: Pantheon Books. 2001 Steward, Herbert. Mental Illnesses and the Future of Medicine. New York: Pocket Books. 2004 Â  

Caring for Individuals with Additional Needs Essay

In this task the explanation of why individuals may experience additional needs will be provided. There are 4 main categories of disability. I will list them and also give an example of each category and also say if the disability is physical, cognitive or sensory. Physical meaning having problems with strength or co-ordination within caused by having an accident or an inspection. Cognitive meaning a person having problems with learning and understanding everyday things. Sensory – this can be a problem with learning through sight, taste, smell, touch and hearing. Basically this has to do with the five senses. The categories are: Genetic (from a family member through blood) – Sickle cell is contracted through either parent (mother/father) who has the trait. This trait can be passed on to the child or children. If the father has a trait and the mother has a trait, the child can get the full trait. This category is physical. Accidental – accidents can cause disability e. g. a person driving a car and accidentally hits down a person walking in the road; this can cause major damage to this person. The person could be paralyzed for life. This category is physical and could also be cognitive because this person could have hit his/her head and ended up being brain damage. The brain damage can lead to this person losing most of the knowledge he/she had before and have to start learning all over again. Developmental – can be caused be a pregnant woman having difficulty in the womb or during birth. A child can develop disability while growing up for example contracting Meningitis. Possible complications that can be caused are hearing loss, learning disability or problem with co-ordination and balance. This category can be sensory, physical or cognitive. Environmental – can be caused by working in a place where there is lots of dust or even smoking can cause a person to develop asthma or other infections. This category can be physical.