Case study Coursework Example | Topics and Well Written Essays - 500 words

Case study - Coursework Example Rajaratnam had a continuous pattern of using insider trading to make millions of dollars in profits. Typically insider trading occurs as one time tips that a person exploits. A smart insider trader will not abuse his knowledge to earn money to stay off the radar of the Securities and Exchange Commission (SEC). Greed was the primary factor that led to the demise of Raj Rajaratnam. The financial market suffered a risk in regards to the integrity of Wall Street as a whole. The SEC discovered during its rigorous investigation of the insider trading activities of Raj Rajaratnam that insider trading was more widespread across America than what the authorities thought. Raj Rajaratnam had a network of informants he paid for the insider information he used. During the investigation 16 people were charged with financial crimes. It appears as if insider trading is more widespread than anyone ever thought. The reason insider trading is illegal is because it gives the recipient of the information an unfair advantage in comparison with the typical investor2. The stock market is supposed to have asymmetry and everyone should have the same information. It is my opinion that the judge was completely correct in the harsh sentence he gave out to Raj Rajaratnam. The judge said, â€Å"His crimes and the scope of his crimes reflect a virus in our business culture that needs to be eradicated.† Insider trading is no joke; it hurts the integrity of the financial market, while at the same time giving an unethical trader an advantage which he can capitalize to receive a personal benefit. Rich insider traders can affect the whole market by making huge buy or sell orders on a particular stock. The large trade can alter the day’s price quotation on a stock. Raj Rajaratnam was a greedy dragon that wanted to get rich quick at the expense of the investor community. It is a bit sad that Raj Rajaratnam resorted to the illicit activity since he was already a millionaire and he did

Internet Web Servers and HTML Essay Example for Free

Internet Web Servers and HTML Essay In order to create a web page, a host must be first be found, or created. The Internet host is a site where the web page becomes available for view by users on the world wide web. While web pages can be hosted by an individual, most people prefer to use a host site as a service provider to do so for them. An Internet host provider does everything needed to make a web site available to others. The host provider will usually charge a fee for their services, although in some cases it is free. Most host providers can also sell a domain name (for instance www. johndoe. com). They will provide space on their server for web pages and may provide an interface control panel for installing scripts, which eases users’ accessibility to the site (such as providing a link for Email communication). After the Internet host provider has been selected, it is then up to the owner of the web site to provide the pages that will appear on the Internet. This is done by creating HTML (hyper text markup protocol) pages that are transferred to the server via FTP (file transfer protocol). An easy way to create web pages for a site is to use a software editor such as Microsoft’s Front Page. Front Page is available as part of the Microsoft Office Suite and can integrate documents from Word or spreadsheets from Excel into the web page. Front Page is user friendly; the software lets users input the text and pictures they want on a web site page as if they were using a word processing program (i. e. , there are buttons to make letters bold, italic, colored, etc. ) instead of having to insert the correct HTML code (which translates the look and placement of items on the Internet). Front Page then takes the information and converts it to HTML language. Once the pages are complete, Front Page will transfer the pages to the Internet host provider where they will be stored, using the account name and password via FTP. Once the pages have been uploaded to the web site, it is then visible and accessible to any user of the world wide web. References â€Å"Hosting Your Web Site†. Retrieved October 31, 2007 from the Dummies Web site: http://www. dummies. com/WileyCDA/DummiesArticle/id-3140. html. â€Å"Microsoft Office Front Page 2003†. Retrieved October 31, 2007 from the Microsoft Web site: http://www. microsoft. com/products/info/product. aspx? view=22pcid=57bccce5-f934-422d-a11a-2afd0c0014dbtype=ovr.

Methods in Carrying Out A Research Project

Methods in Carrying Out A Research Project Part one of this module was to highlight the research methods needed to carry out a Work Based Research Project. The research used aimed to demonstrate the different types of research methods available, evaluate them and determine the appropriate form of method to use that was relevant to the chosen topic. In carrying out this research procedure various existing literature that gives a clear insight into this topic was analysed and a review of these was written to form a critical and objectional opinion on the subject. The first module enabled me to decide on the appropriate type of research most relevant to the subject chosen. My chosen topic for research was regarding the wearing of Personal Protective Equipment P.P.E. within the steel-fixing industry and the title of this project is; The wearing of light eye protection and gloves for steel fixing Is it always practical and do the benefits exceed the risks? Background of the need for this particular subject Having worked for many years within the steel-fixing industry I have witnessed many changes especially on the larger civil engineering sites. The introduction of gloves and light eye protection is by many an issue that needs to be addressed because by many they are deemed unnecessary, uncomfortable and are just seen as a way of satisfying the main contractors insurance policy needs when tendering for work. With this in mind it was deemed necessary to bring into force new legislation and this was when The Personal Protective Equipment at Work Regulations 1992 (PPEW Regulations),were implemented with them taking effect on 1 January 1993. The PPEW Regulations were able to make clear the regulations on the Use of PPE in the Workplace. (www.hse.gov.uk) this new legislation was needed to enforce the wearing of P.P.E. in the workplace and it also highlighted the directives for the new regulations both the employer and employee were expected to adhere to. In section four of the regulations i t highlights the duties of the employer to provide suitable P.P.E. for all of their employees said to be at risk unless the risk considered to be adequately controlled at source by other means. If it was deemed necessary for the wearing of certain types of P.P.E. the employers were expected to abide by certain rules when being asked to supply the equipment. It had to be appropriate for the risks involved the work conditions and the place it was being expected to be worn. The health of workers would also need to be considered along with the comfort, efficiency, safety, and ease of use for the workers it needed to be effective in controlling the risks but still had to fall in line with the current EC requirement for P.P.E. . Although the directives within these new regulations were supposed to be beneficial to employers and employees alike they are still by some considered to being used too generic. Compatibility was the next issue concerning the new rules. It was alright to supply P.P.E. to the workers but if it was not compatible with other forms of P.P.E. it could compromise the health and safety of said workers. With the shifting tide towards added health and safety more and more products were become available on the market. With the use of eye and hand protection being the subject of this topic a look into the different types of products available has been researched and the findings highlight a very extensive range of products on offer. Safety goggles have always been an almost daily used piece of protective equipment used in the cutting of steel with abrasive wheels, which is a wheel made of abrasive particles stuck together with various substances. Serious friction burns, crushed fingers and loss of eyesight are common injuries arising from accidents which happen when people are using abrasive wheels due to small shards of the blade disintegrating throughout the cutting process. (www.hseni.gov.uk) The need to were goggles has always been considered to be a necessity in steel fixing, however with the old types of goggles available and the tendency for them to steam up especially under extremes of heat people would often neglect their duty to were them and take a chance without them. Current types of goggles are much better designed to combat this problem. While examining suppliers of protective products it was realized what exactly was on offer, however even following the EU directives cost could be an issue to employers because the need for the appropriate glasses for the type of work being undertaken could lead to higher costs. Other issues arising seem to be with the wearing of protective eye equipment for those who need prescription glasses. Solutions to this have been found with the introduction of impact resistant safety glasses, this is good for the directly employed but not for the sub-contractor/self-employed as the contractor only supplies the minimum required P.P.E. and with prescription safety glasses potentially costing in excess of thirty pounds (www.protecdirect.co.uk) The contractor seems again reluctant to supply them. Many suppliers to the construction industry of P.P.E. are plugging the idea of cool or designer safety glasses (www.elvex.com) which although still made from the product this being a poly-carbonate compound and conforming to EU legislation, the necessity for this type of eyewear is not essential only adding to the cost of already expensive P.P.E. for contractors particularly when purchased in the large quantities they have to especially when servicing some of the bigger contracts. The Personal Protective Equipment at Work Regulations 1992 (PPEW Regulations), state in regulation 6 that an assessment in which P.P.E. is suitable and does not cause risk to the employee in wearing it which if carried out properly would work, but in reality when the health and safety personal still insist on workers wearing eye protection in wet or extreme conditions it could lead to a compromise in the workers safety. It also states that the equipment needed matches the equipment to be supplied and not only the cheapest option available . Regulation 7 of the(PPEW Regulations), say that every employer shall ensure that any personal protective equipment provided to his employees is maintained (including replaced or cleaned as appropriate) in an efficient state, in efficient working order and in good repair. And that every self-employed person shall ensure that any personal protective equipment provided to him is maintained (including replaced or cleaned as appropriate) in an efficient state, in efficient working order and in good repair (www.opsi.gov.uk). This works in practice when however employees inform their supervisors of the need for more glasses due to scratched lenses it is often frowned upon leading to the employees sometimes continuing to use inferior equipment a simple solution to this might be to provide some sort of inexpensive carry case to use to help alleviate the problem. The wearing of glasses is fairly straight forward with no real training necessary but employees should be made more aware of the different types of product available to them. (www.opsi.gov.uk) With the literature researched in the first part of this module coupled with the statistics gathered I thought that the need for the wearing of safety glasses did seem to be apparent however with the aid of case studies and some short informal interviews the pros and cons along with the possible benefits from the wearing of such items should become more obvious. From a personal stand point I think that a slightly less stringent approach could be taken to still adhere to the EU directives. It has to be emphasised that this is only a personal view and that the legislation quoted at the beginning of this essay would need to be adhered to at all times to fulfil the obligation to both the employer and the employee. From the previous developing a work based project assignment I found that statistics showed injuries to hand/arm are the second most common type of injury in the construction industry. Sites now are also adopting a blanket gloves policy to coincide with the wearing of glasses a s already fore mentioned the need seems to be apparent but for many workers they still feel that they should have a freedom of choice. After completing the research and having gathered and analysed the various forms of data available It was apparent that the most appropriate methods for gathering of data for this particular subject would be case studies along with some short informal interviews. These methods are particularly relevant because I can draw upon real life case studies I have personally had some dealings with, and with the aid of some short informal interviews with the individuals involved the findings will show whether the wearing of said types of P.P.E. would benefit everyone asked to wear it or whether it should be made more specific to certain types of trades as opposed to a total generic site policy. Also with the gathered information, case studies and the interviews it should show the relevance of the two types of equipment being asked to be worn both from the pers pective of the employer and that of the employee. This first case study being observed concerns the wearing of light eye protection and perhaps reiterates most from the employers point of view the relevance and need to rigorously enforce the wearing of such items. A Steel fixer I was working with was fixing steel on a large roof slab of a communications building on a well known local American air force base. This type of work is always heavily reinforced with many intricate design issues arising because of the specifications of the contract due to the security and the strength needed to be achieved not only for the longevity of the building but also the need to withstand potential attack from intruders, terrorists etc. Because of this conventional ways of steel fixing do not always apply in that it is sometimes not always possible to fix the steel in the usual way of placing the bottom mat then placing the support chairs then finish with the fixing of the top mat. That is partly the reason for the occurrence happening in this instance. The procedure for the work to be carried out was in many ways different to the Norm in that in this particular case the top mat of the slab had to be fixed before the bottom mat was slid into position though a design called blast links (a common design on sensitive air base projects). The steel fixer in question needed to access the underside of the top mat reinforcing to place these links prior to the fixing of the bottom mat reinforcing, he did this and by wearing his safety helmet thought the risks of injury would be minimised by. Whilst inside he was carrying out his duties safely as he thought for sometime but he failed to notice a previously fixed cranked bar protruding into the underside of the roof slab and on reaching out to obtain some more links to place he turned sharply with the result being that he turned directly onto the fore mentioned T25 mm piece of previously placed reinforcing. The consequences of the steel fixers actions resulted in a visit to the local hospital to undergo some quite lengthy examinations on his eye and it was discovered that he had pushed the eye ball back into his socket with the resulting injury being the focal muscles in the back of his eye along with the eye socket itself were both extremely badly bruised which resulted with the steel fixer having to wear dark glasses for some time afterwards to help with the sensitivity of the injured eye. Another complication from the injury was that reasonably shortly afterwards the steel fixer in question was on visiting the optician prescribed glasses, and although it was never proved for sure it was said that it was a possibility that it could have been a major contributory factor. On speaking to the said steel fixer I asked him in view of what had happened to him did he think that the wearing of glasses should be mandatory across all trades within Civil Engineering and Construction or did he think it should be for specific trades such as those using wet products like concrete or hazardous substances. The feedback I obtained was that in this instance the wearing of light eye protection would have stopped the injury and alleviated the discomfort he suffered after the accident. He did make the point that at the time of the accident light eye protection was not so readily available and it was the duty of the contractor to only supply protective goggles for cutting and grinding. Also the types of products available were not of the same quality that now seem to be more common place so even if the choice was there to wear protection he probably would not have because they were uncomfortable and because of the confined situation he was in they would have been not appr opriate because they would have kept misting up. Another issue that was raised was the fact that a proper risk assessment should have been carried out and if it was it may have been able to have stopped the incident occurring by placing some form of protection onto the ends of the bars in the first place. End of Rebar protection Although my original research project was to look at the wearing of gloves and light eye protection after talking to the steel fixer in question I decided to look at the possible solution to end of Re-bar protection also. I found many types of products available for the protection of the ends of Re-bar with the most popular form seeming to be the end cap type. This type of design protects the user from scratches but on further investigation I was to find out that to protect workers from impalement a different product is required not always realised by both the workers and the contractor. I was to look at a system called The Carnie Cap System which was specifically designed for the purpose of impalement protection. It can withstand a 250 pound weight dropped from 10 feet without the rebar protruding and is also less expensive than troughs. In fact, only two Carnie Caps are needed per each eight foot section. Making it quick and easy to install. (www.carniecap.com) Wire hazards in steel fixing The case study I have just highlighted has just raise one issue with regards to steel fixers walking into protruding objects but another problem is flying end on the tie wire used to tie the re-bar into position. Dragging lengths of tying wire around while tying rebar is hazardous to steel fixers and those working around them. The steel fixer has one end of wire in his hand and under control, but the other end is free to fly around, being the flying end. The wire end snags easily and the natural reaction is to give it a tug. The result is a razor sharp wire end travelling at high speed towards the steel fixer with the potential to cause serious face or eye injuries and in some cases, complete eye loss. A product I found that could protect against a situation like this is system called reel-fix Rapid Reel which is a lightweight, refillable wire dispensing unit designed to be worn in conjunction with the Reel fix belt and comfort pad. ( www.reelfix.com) In using this product one end of the tie wire is clipped into the reel using a refill spool thus eliminating the flying end scenario making it less likely to obtain the serious type of injury shown above. Working on a major project in East London we were given a comprehensive induction in which we were informed that the wearing of gloves and glasses were mandatory, and that any person caught without these items would be given a yellow card. A second offence would be another yellow card resulting in expulsion from site. After receiving this information most of the workers adhered to this policy not wanting to be dismissed for something as trivial as not wearing gloves or glasses. One particular colleague chose to ignore the instructions given and carry on fixing steel without gloves on Ill put them in my pocket and if anybody turns up then I will put them on was his attitude. He was carrying out a task on an abutment wall when his accident happened. On completion of the abutment wall being fixed it was his job to fix some bars required into the wall to hold the wall at the desired spacing prior to concreting, he was placing the necessary bars into place and was not giving full attention to what he was doing, spending time talking to the other trades as he was carrying out his own duties, which every trades man working is probably guilty of having carried out these sort of tasks many times over. This particular day was to be very unfortunate for the steel fixer in question because as he was sliding the second from last bar into place he took his eye off what he was doing and ran the fleshy part of his thumb on the inside of his hand along a tie that was holding the main wall bars in place. The result of his actions was quite a severe cut to his right hand and this was also the hand he used for his end cutters. Because of the severity of the incident he was taken to the site nurse who cleaned and covered the cut and sent him to hospital where he was to have seven stitches to his hand and because of this being the hand he used for he used for his end cutters it resulted in him having to have two weeks off work until the stitches were removed losing him quite a substantial amount of money as he had been working twelve hour shifts and seven days a week for an extremely busy part of the contract. The man had to return to site briefly to fill an accident report for the incident to also be told he was being given an official warning for not wearing the P.P.E. he was instructed to as stipulated in the site induction. I spoke with the individual about what had happened and asked if he would now reconsider as to whether he would be wearing gloves in the future or not but he just illustrated that it was an occupational hazard of steel fixing and he would still rather not wear them given the choice. When I made him aware of the different types of gloves available and to the fact you can now obtain The Sperian (www.sba.co.uk) cut resistant gloves for use in steel fixing he did agree that there could be a use for these but he would still choose not to wear them given the choice as he still finds them cumbersome and in the warmer weather they make the hands overheat when worn for long periods. As a supervisor I had to have some dealings with the main contractor over the incident that had occurred and they stressed that it was part of my duty to make sure the men were wearing the correct P.P.E. I agreed to this but did stress the views from the men about the quality of the products on offer to which I was told that they would supply the basic minimum P.P.E. and that if the men wanted any other type of equipment then they would have to supply their own as the main contractor was not prepared to carry the cost of this. With the research complete and the information gathered in the form of case studies/interviews it was clear that there did seem to be a strong need for the wearing of the fore mentioned equipment, it did also become clear that as the project develop however that the research needed to be on going not only because new products are becoming more readily available all the time with regards to the chosen topic but of the constant changing regulations on Health and Safety and the policies the main contractors need to put into place to satisfy their insurers that they are doing their upmost for the health and safety of their employees when tendering for contracts. Another conclusion drawn from the project was that until a case study was carried out the findings and recommendations were mainly of my opinion but with the case studies/interviews complete it drew on the experiences of others who had their own ideas having been the victims of the events highlighted. Conclusion Having completed the Work Based Project I was able to draw some interesting conclusions from it. I found that the research I had previously carried out in the developing a research assignment gave me the opportunity to gather some good relevant information to co-inside with the work based project, it was however only the beginnings of the project and I found that through observing the case studies and from gathering information from the short informal interviews I gave it was to broaden the scope of the research. The attitude towards the wearing of gloves and light eye protection also seems to be changing from not only the employers perspective but also from the employees stand. When something new is introduced it always takes time for people to recognise the benefits and to adjust to the new system, people get set in their ways and find it not only hard to adapt but also do not see the reasons or benefits they may gain from this. It has been a general opinion for a long time that th e reason the main contractors want us to wear the fore mentioned P.P.E. is only to fulfil the obligation to their insurers and that if they do not put these measures into place then they will not be able to tender for contracts. Although this is partly true it has to be recognised that these companies are a business and as so they have to move with an ever changing construction environment to succeed. The representatives on site are just that, with the decisions over these matters being made from much higher authorities with the employees sometimes neglecting this fact leading people on site feeling that they are being persecuted and that they are having their freedom of choice taken from them. With the case studies highlighted and the other information I have gathered I think that there is a definite need for the wearing of gloves and light eye protection with the benefits definitely exceeding the risks it will however take time to adjust to the new procedures and an alliance between the main contractors and their workers could be put into place to aid communication in these matters to stop the workers feeling potentially alienated in these matters.

Pain, Relief, and Satisfaction in John Irvings The Water Method Man :: Water Method Man Essays

Water as the Source of  Pain, Relief, and Satisfaction in John Irving's The Water Method Man People often find that they feel confined within a certain situation and lack control over their life. One result of such behavior may cause a person to get stuck in a stalemate trying to escape their daily routine without the social skills to do so. Fred Trumper in John Irving's The Water Method Man experiences different situations on a day to day basis. He is unable to understand why his life has taken the course that it has or what his purpose is in it. Irving explores Trumper's quest for identity and uses the presence of water in the novel to relate Trumper's state of mind to the reader. The Water Method Man opens with an explanation of the water method to Trumper by his urologist. Initially, Trumper uses water as a source of relief for his urinary tract disorder, but both the reader and Trumper do not know if the treatment will be successful. He consumes great amounts of water before and after sex in order to correct his crooked tract. The water method is a reflection of how Trumper treats his daily life. Like Trumper's disorderly urinary tract, Irving formats the novel so that Trumper's life appears as a non-sequential history of events that the reader must consume in great amounts, like water, in order to understand Trumper's life and character. If the reader is left to use a "water method" of his own to comprehend Trumper's life, then it can be concluded that Trumper himself does not view his life in an orderly fashion and may question its occurrences. Trumper's use of the water method not only explains the broad manner through which Trumper and the reader can understand his life, but signals the reader as to when Trumper is happy. When the water method is successful and his urinary tract is straight for some time, Trumper finds himself in a steady relationship with Biggie or Tulpen. Trumper appears the most content with Tulpen when he is in a safe routine with her, rituals like, eating yogurt, making love, and drinking coffee. At this point in his life, Trumper is able to view the water method nonchalantly, as a positive part of his life: The only variation made by the water method is minor, and falls somewhere after love and during coffee.

The Ethics of Human Resources

Ethics in business may involved everything including hiring decisions, pricing decisions, strategic decisions, and so on. The need for a process for making ethical decisions in business is great. There are a large number of instances where ethical decisions are necessary in business operations, and corporations find that they can get themselves into trouble even when they are trying to be ethical if they do not have a strong and effective procedural structure to guide employees in making such decisions. The Human Resources department must operate with ethical standards that are clear and that address the kinds of issues this department will face. The HR professional handles more than hiring and firing of employees, also being responsible in some degree for orientation, training, union negotiations, decisions regarding compensation, special programs for addressing workplace problems, and so on. All of these tasks must be infused with an ethical structure that helps HR professionals make good decisions. Hallier and Leopold (1996) note the nature of defining the problem of characterizing the personnel function by pointing out that the terminology is â€Å"ambiguous, contradictory and controversial† (p. 46) and yet as a discipline on which a good deal is placed: At its most ambitious, however, HRM has been seen and promoted as a set of beliefs and practices which are radically different from those of traditional personnel management. Most significantly, the management of the workforce is seen as central, if not the key, to competitive advantage (Hallier & Leopold, 1996, p. 46). To a degree, the distinction made between personnel and HRM is only a matter of terminology, yet more respect is accorded HRM than the personnel function in the literature. Human Resource Managers will have to respond to a number of demographic changes in coming years, each requiring some special consideration, including older workers, minority groups, and single and childless couples. Managers will have some guidance in these areas from legislation passed to cope with the changes and to both protect workers and define the rights of business to make certain decisions. The breadth of issues facing HR professionals is indicated by Lachnit (2002) when she writes, How does your company treat employees when they bring management bad news or unpopular opinions? Are your organization's core values real, or are they just pretty words to be inscribed on corporate trinkets (para. 5). There is no doubt that the relationship between the worker and the average company has been changing for some time, with less job security and more flexibility for the company. This has created particular problems in the public eye, notably a perception that older workers are not being treated fairly (as one analyst notes, â€Å"Age discrimination is the most frequent type of discrimination complaint; it is not only unlawful, it is bad business† [Age discrimination in the workplace, 2005]) or that minorities may not be given sufficient opportunity if affirmative action programs are outlawed in the future. Managers may have to develop more creative ways to achieve diversity and to incorporate demographic changes into their thinking, but they first have to recognize the scope of the problem and the need for creative solutions. Human resource development (HRD) has three important components–training, education, and development. When the three are properly coordinated, HRD has a positive effect on worker productivity and so on the productivity of the company. Training improves the performance of workers and so increases their motivation, and as they work harder and produce more, the company profits. HRD is also dedicated to seeing to it that skills do not become obsolescent. Employees may have their skills upgraded through added training and education, and this benefits them in terms of promotion. Workplace diversity is another issue that will remain important. A recent survey among members of the International Association of Business Communicators found that diversity was one of the most critical challenges faced by these communicators (Geddie, 1999, pp. 27-30). These professionals found that cultural and language diversity can pose significant barriers to effective communication, but there are other factors which can be equally daunting. In addition to cultural and language diversity, the American workplace is increasingly made up of individuals with varying degrees of technical competence as well as educational backgrounds. Mergers can bring together employees from different corporate cultures as well, and overcoming differences in corporate cultures can sometimes be as difficult as overcoming differences in national origin. Translators can address the differences between languages and culture, but cannot help a company when it merges with another organization and needs to synthesize a new corporate culture. In these situations, the best approach is to develop a corporate communication strategy which should be in accordance with the company's overall strategic goals and objectives (Geddie, 1999, p. 38). Diversity training also needs to take into account the various levels of the organization. It is common, for example, for companies to provide diversity training at the low and mid? levels of an organization, but to ignore the executive level. Despite the gains which have been made by minorities and women, the executive level in many companies remains largely white male, and there is sometimes the belief that diversity training and effective interpersonal communication training is not needed at these levels (Flynn, 1999, p. 52). Leadership is required throughout organizations, but it is necessary in the HR department as these changes are implemented in order to assure that the changeover is smooth, that needs are met, that laws and regulations are fulfilled, that workers are satisfied and motivated, and that the needs of both workers and employers are met to the degree possible. The HR professional has a role in this process. The Human Resources professional has to understand human behavior and is also involved in shaping that behavior, and this is why Human Resources can be called a behavioral science. The HR professional has to be capable in several areas of human behavior, including communication and motivation Warnick (1993) discusses the importance of communication for the Human Resources professional, which he says is the single most difficult profession in the business world today. In part, he says this because of the communication requirements placed on the professional. He states that employees expect the professional to take up their cause and resolve issues in their favor; line executives expect him or her to take care of â€Å"people problems† no matter what the cause; and top management expects him or her to keep the company out of legal problems and to maintain high employee morale. The HR professional must advise management on a variety of issues but especially in areas that concern laws or guidelines involving employee rights. The need to keep the company out of legal problems begins with the HR professional's job of advising and counseling employees to ensure that they do not feel the need to appeal to any of the many government agencies that now exist to provide redress. In these two roles, however, there is a potential for disaster because they are conflicting roles. The model for civil law in the U. S. is adversarial, and this is true in labor law as well. Warnick asks how it is possible for the HR professional to advise management and still maintain confidence in management's possible legal position while at the same time advising employees about what's in their best interest? The professional who gives too much weight to either side will lose the confidence of the other. The HR professional is a communication facilitator who is management's spokesperson and the employees' advocate. He or she is expected to play a peacemaker role. Communication between management and employees is the responsibility of human resources. When management decides that a change is needed, Human Resources announces, explains, and justifies the change. Human resources also takes the concerns of employees and employee issues to management for consideration, review, and possible redress. Employees expect human resources to serve as their advocate and to plead their cause to management.

Phaedra essays

Phaedra essays Phaedra was a great play in my own opinion. In this play of love, jealousy, and plenty of turmoil to go around. The star Phaedra, is stricken by love. She is in love with her step-son and prince, Hyppolytus. Phaedra cursed the gods, in particular Venus, which was much like Aphrodite, the god of love. Her current husband and the father of Prince Hyppolytus, Theseus was known for slaying many beast, but Phaedra did not love him at all. She was in love with Hippolytus. Hippolytus was in love with Aricia., a simple slave that worked the palace. Theseus however did not approve of Aricia because of her standards, because that she was a servant and no man or woman of noble ancestry should marry or even love those of lesser descent. Phaedra was torn between a decision which was to stay with her husband or proclaim her love for her step son. Hyppolytus did not share the same love with Phaedra as she had with him, but this was unknown to Phaedras knowledge. Phaedra begin to wish death upon herself, but her nurse Oenone convinced her otherwise and to go to Hyppolytus and proclaim her love. Phaedra was skeptical about the whole thing, but went through with it anyways. Phaedra soon got her wish. Word came to the kingdom, that Theseus had been killed by a mythical creature called the Minotaur. Her and Oenone soon went through with Oenones plans to tell Hyppotylus. Hyppotylus after finding out this news was shocked. Phaedra had many advances on him, but after she found out that he was not exactly feeling the same about her she attempted suicide with Hyppotyluss sword. Hyppotylus did not attempt to stop her, but Oenone would not let Phaedra commit suicide like this, so she ran and took the sword from her and she then fled from Hyppotyluss presence. Phaedra once again preferred death over life, especially now after Hyppotylus didnt return the love and then on top of Theseus was proclaime...