Comparing Different Linux Vendors Research Paper

Comparing Different Linux Vendors - Research Paper Example It is based on Unix. Linux was developed in collaboration with many different companies, thus, all these companies are responsible for its development. The development and research costs are shared amongst the partners and other competitors. As many companies are involved, there is lot of innovation in this operating system. Here we will discuss three major distributors of Linux, namely: Ubuntu, Fedora and Linux Mint. It is also important to understand their advantages and disadvantages in servers and workstations. Ubuntu Server and Workstations – Installation of Ubuntu is easy which is beneficial for business. Its foundations are built on the bases of Debian. This server is fast and delivers high performance, which makes it highly reliable. It is composed of many new server based applications like â€Å"LAMP, file server, firewall and thin client support† â€Å"With LAMP it is easy to setup a web server, database applications and dynamics websites.† â€Å"It in cludes the use of thin clients using LTSP (linux terminal server project). Thus saving the cost on expensive hardware to keep up to date with the ever growing pc demands† (Ubuntu Server, 1998, para.4). Ubuntu is free. Strong firewalls prevent the server from any attacks, thus making it secure. It provides high security. It has a â€Å"bunch of applications like Open Office, alternative to Microsoft Office, web browsers, email clients, games, audio & movie players, image editors and many more† (Ubuntu Workstation, 1998, para.2). Applications can be downloaded free of cost. It is stable and there are rarely any errors or system crashes. It is a secure operating system as there are no viruses or any other applications that could harm the computer. Ubuntu is not easy to use. It has an online community, which offers support and provides updates for the improvement of the system. Updates of Ubuntu are available every six months. Ubuntu’s approach towards new technologi es is conservative, unlike Fedora, which rather supports new technologies. Ubuntu is found to have hardware complaints, which makes it less stable than Fedora. It requires a reasonable space to work efficiently as it is large. Fedora Server and Workstations – Fedora is an open source and, therefore, it can be downloaded, installed and shared for free. It has a wide range of free applications available. Free from virus, thus, no hassles with antivirus software and spywares. A powerful operating system, which is both efficient and secure. Consists of new features making it more flexible and stable. It is reliable as any kind of hardware failures are efficiently handled without affecting the entire operating system. Help docs are provided and there are communities that provide assistance when needed. Updates are released twice in a year, so no long wait is required to achieve latest software. Frequent updates are also a drawback as it makes it look less stable. It may be a good choice but a new user may find it hard to use. â€Å"Ruby,Python,Database Server: MySQL 5.0.67,Mail Server: Postfix ,DNS Server: BIND9 (chrooted) ,FTP Server: proftpd,POP3/IMAP server: Dovecot,Webalizer for web site† (Timme, 2012, para.2). If some issue arises, the user has to resort to the command line in order to complete the task In case of software updates with two packages, it is difficult to trace the unwanted package. There is a

Creating Public Value through the Weatherization Assistance Program Research Paper

Creating Public Value through the Weatherization Assistance Program - Research Paper Example With the total of $10 million stimulus funding, the Boston ABCD Weatherization program has the capacity to subject 1,800 homes to weatherization (Massachusetts Commonwealth, 2012). As soon as the Ramirez family qualified for the program, weatherization professionals immediately assessed the house’s energy consumption. The assessment, which took around two to four hours, found that the house had no proper wall insulation; its doors invite cold air in, and water leaks are found in the basement. From these observations, weatherization professionals reported their assessment to the homeowners and presented what needs to be repaired in the house to save energy cost Through the stimulus package, the Boston ABCD provided for the house’s insulation and new doors in the house. They also installed a new bathroom to prevent the place from molding. After these repairs, the family was able to reduce their electric bills up to 45%, especially during the winter. According to Mrs Ramirez, she was thankful for the program because her family finally experienced warmth in winter for the first time (Massachusetts Commonwealth, 2012). The article above represents the actual account in the implementation of the Weatherization Assistance Program (WAP), a long-running public program for low-income families that enables them to reduce their energy consumption and ensure energy efficiency at home through weatherization. The federal government, together with the Department of Energy (DOE) and local weatherization agencies work together to take responsibility in maintaining the national energy policy of the United States.

The Ganges River Essay Example for Free

The Ganges River Essay The Ganges River is very sacred to the Hindus. This river starts in the Himalayas and flows across the northern part of India and into Bangladesh and finally empties into the Bay of Bengal. The Ganges River flows a total of 1,557 miles and provides water for southern Tibet, northern India, Nepal, and Bangladesh. This is a very important river for everyone, especially the Hindus, but f we do not take care of it will be destroyed by pollution. The Hindus use the Ganges River to cleanse their sins. They believe that the goddess Ganga came to earth in the form of a river, and if they bathe in it their sins will be cleansed. Millions of Hindus come long ways to cleanse themselves in the river each year. The Hindus believe that if you die while in the river, you are guaranteed a place in paradise. This river also provides nutrients for the farms it passes through. The tributaries  of the Ganges supports about 300 million people. Many of these people do not even know that their river is being polluted. The Ganges River runs along a few big cities. Factories in this city along the coast are spilling pollutants into the river. With the growing population, pollution is not slowing down. It is estimated that 230 million gallons of sewage are being put into the river each day. This river is becoming more polluted as the population gets larger and the amount of waste increases. If a very strong effort is not put in to helping save this river it will not be able to help anybody. Some efforts are being made to clean up the Ganges river. In 1986, a project for 250 million dollars was made to try to clean up the river. To deal with the population problem, incentives are given to families with two children or less. Still the average family has three to four children. More of an effort to restore this river needs to be made or else it will be destroyed. If this river does get destroyed it will devastate many people, especially the Hindus. Some people believe it is already to polluted to clean up. Better ways of controlling their pollution will need to be made to save this river.

Use Of Counselling Skills When Assessing Needs Of Carers Nursing Essay

Use Of Counselling Skills When Assessing Needs Of Carers Nursing Essay Welsh Assembly Government (WAG) policies emphasises the need to support carers (2000 Strategy for Carers in Wales). However more recently, the National Institute for Health and Clinical Excellence (NICE) emphasizes the need to offer support to people with dementia and their carers in health and social care in the NICE clinical guideline 42 on dementia care (National Institute for Health and Clinical Excellence, 2006). In response to English legislation the Welsh Assembly Government (WAG) produced the Carers strategy for Wales: Action Plan (2007) it highlighted that in Wales 70% of care in the community is provided by unpaid carers. The document sets out WAGs strategic path for carers; it delivers specific action points that will lead the way forward over the next few years that will help achieve the objectives. Recently the Welsh Minister for Health and Social Services (WAG 2010) consulted on a draft Dementia Action Plan for Wales paper produced by a Task Finish Group, which highlig hted four priority areas that would improve the lives of people with dementia and their families in Wales. As a result of these findings WAG has allocated funding of  £1.573m to support the development of Dementia action plans in the years between 2010 2012. WAG has also made available a one off funding of  £400,000 in 2010/12 to extend services provided by Older Peoples Community Mental Health Teams to develop new Young Onset Dementia Services across Wales (WAG 2010). These services would include appropriate support and assessment of carers. Prevalence The Care Standards Act (2000) provides regulation and national minimum standards. These standards are based on service user needs. The purpose of which is to provide a minimum standard, below which no provider may operate. One such provider is (Adult Social Services) (ASS), currently supports 100,000 adults in Wales. The main provision of ASS is to support and protect those people who would be worse off financially in their absence, by offering community care services and to work in partnership with other providers (ASS no date). ASS provides services to many adult groups. For the purpose of this assignment one group that ASS supports is older people with mental health issues such as dementia and their carers. The Community Mental Health Nurse (CMHN) is part of the Community Mental Health Team that works in partnership with ASS. CMHNs provide specialist skills in Caring for people with dementia and their carers. Dementia has been described by many as being a degenerative decline in mental functioning that equates to having complex needs dependency and morbidity ( NICE 2006, NICE-SCIE 2007). Having such complex needs the older adult with dementia is assessed. This assessment process also involves offering an assessment of n eeds for the carer. There are mental Health Policy Guidance issued by (WAG 2003) that recommends using an assessment tool called the Care Programme Approach (CPA) the CPA process will be discussed later in the assignment as this. The Carer The role and needs of the carer is often overlooked, despite government policies. The carer feels disappointed at the lack of information of support that is available and is not easily accessed. Along with lack of employer support in having time off to take their cared ones to appointments (Carmichael et al 2008). There is evidence to suggest from a carers view that it is an emotional rollercoaster of challenges that stretch the carer to the edge of normal reasoning see Appendix 1(HCWPC 2008). These challenges can cover a wide spectrum. This could include and not be limited to loss of personal space, privacy, and choices due to not having the time. This also disables the carers ability to think independently as a person as they have very little time to themselves. This can lead to having to deal with the emotional effects of facing the lack of having a meaningful relationship, self love and loss of the ability to know joy. Further emotional challenges can be evoked as friends, family and the wider community withdraw as often they can pick up on the carers feelings of despair and greater or lesser depressive symptoms. To avoid people catching a glimpse the carer will often put on an act to outsiders even though they are slowly emotionally dying on the inside, through lack of laughter and loss of control of ones self (HCWPC 2008). Therefore it is essential for the CMHN to utilise the skills they have in recognising the individual needs of the carer. CMHN have their role Currently in England there are Admiral Nurses who are specialist practitioners in dementia and work in partnership with family carers and people with dementia. In Wales the first Admiral Nurses started working in one county only. Three years later in April 2010 (An anonymous University Health Board) failed to get funding for the service to continue (Dementia UK 2010). Currently the gap in Wales is being met by Community Mental Health Nurse Specialist Practitioners (CMHNSP) whose role is that of team leader. Leading specialist teams that, pick up these patients and carers with complex needs. Specialist Practitioner courses are available through designated universities in Wales. These courses follow Standards for Specialist Education and Practice as set by the Nursing and Midwifery Central Council (NMC 2001). Identifying the needs of the patient with dementia and carer through the CPA draws on the skill of the CMHNSP. These skills will draw on effective communication, listening, counse lling and reflective practice skills. (Casement 1985), a psychoanalyst, cited in Johns (2004) Offers a more satisfactory concept of reflection as the ability to dialogue with self whilst dialoguing with a client. He calls this dialogue with self the Internal Supervisor paying attention to the way the self interprets what the other is saying, and weighing up how best to respond. During the assessment process the CMHNSP will be taking everything into account both as an internal supervisor, and active listener. The CMHNSP should feel positive in using these skills, but should also be aware that negative forces could also be in force. As using both skills could influence the CMHNSP to miss what actually was being said. Rowlinson (2010) warns that whilst actively listening, it is important that a counsellor stops any other kind of distraction. This includes the natural dialogue that everyone has running through their mind constantly. Forming judgments, regarding what is being said, is a lso a block to actively listening, as is the urge to provide information at, what may be, an inappropriate pause in the conversation. The assessment and any encounter with the patient and carer should also lead the CMHNSP to draw on their knowledge of counselling theory skills, and cognitive behavioural therapy (CBT) interventions and as an informal helper, this forms part of the CMHNSPs everyday interventions with both patients, and carers. CBT is a short-term talking treatment that has a highly practical approach to problem-solving. It aims to change patterns of thinking or behaviour that are behind both patient and carers difficulties, and so change the way they feel. Mind(2010). ( Mention CBT) Collins (2003) In response to a questionnaire, nurses responded that CBT enabled them to offer clients unconditional positive regard. The relationship that developed between the client and nurse helped the nurse to identify and respond to the needs of the client in a much more empathic manner. During any intervention with a patient with dementia and their carer would need careful non judgmental management. The CMHNSP would draw from their knowledge of counselling interventions that they had learnt and use these to offer the carer much needed support, to enable them to move forward and allow both patient and carer to make informed decisions about their care needs through the CPA assessment process. Along with an assessment of needs of the carer as their own needs are often overlooked or hidden by the carer. (Ref Required) During any dialogue with the patient and carer as an Internal Supervisor, the CMHNSP would make a mental note that careful documentation of any conversation would be needed using patients own words where appropriate. Where specialist assessments are carried out notes would be taken during such interventions to capture intricate details. (ref to KG something) Taking time out to think about and plan what needs to be written in the notes would also allow the CMHNSP to make sense of the situation through reflection whilst recording the intervention in the case notes. Keeping good records forms an essential part of nursing and midwifery practice, and instigates the provision of safe and well-organized care. It should form an essential task not to be missed even if there are time constraints NMC (2009). Encouraging the Carer to make their own notes will help them in reflecting on the issues and decisions that need to be made. Part of the CPA assessment involves both the patient and carer taking part in writing there own care plans. This process breaks down the issues at large into smaller stepped targets which can set clear achievable goals. By breaking down the items increases the chances of success and goal achievement (Kottler et al 2008). Patients records are just as important if not more so than the practitioners records. Patients obtain useful information that they can use both during and after the counselling Nelson-Jones (2002). Goals pop into the conversation often not being noticed by the person seeking counsel often needing the helper to point out the goals Tschudin(1995). Therefore providing the patient and carer with specialist knowledge or assisting them in knowing where to find it may help the patient and carer to see their situation in a different light and thus provide a basis for action. (Elgan 1994) Cited in, Freshwater (2003) Elgan argues that information sharing skills are challenging as they can compel the patient and carer to see themselves and their situation quite differently. For this reason he urges a sense of caution and tact when using information-sharing skills Cited in, Freshwater (2003). In the case of diagnosis and dementia there is evidence to suggest that the sufferer may not want the immediate family or friends to know and it can also work the other way around, so tact is required when collecting what could be sensitive information (Ref disclosure of diagnosis required). Listening is an important feature and is made up of many components, in order to effectively communicate both ways. The CMHNSP should allow for this by pausing, being attentive and allowing time for both the patient and carer to speak. Bayne.et al (1998:42) suggests that The first quality that anyone needs who wants to help another person, or hear what needs to be said, is attentiveness. A successful counselling relationship can be instigated by ensuring a safe environment, somewhere where there is privacy and free of intrusion. Asking do they feel comfortable in the environment to go ahead with the assessment or intervention? During the intervention giving reassurance to both patient and carer to take their time when answering any questions shows that the CMHNSP can be empathetic. By doing this it creates an atmosphere that creates a therapeutic relationship and with this comes the willingness of the Patient and carer to participate at each phase of the relationship. These Phases ar e discussed by (Roach 2001) who suggests that the therapeutic relationship Development process where trust is developed is seen as the first stage there are two more, Working phase where goal setting takes place and Terminating phase which is self limiting and where the patient and carer might achieve independence, if this last phase is not met then the phases can be cyclic in action and the process can continue. At times the CMHNSP needs to be aware that carers charge may be present, during certain aspects of the assessment or intervention and need to be sensitive to this fact and to be aware that either the patient or carer may be holding back information either one would not wish the other to hear. For example Silence during the dialogue by either party. Recognition of this non-verbal communication instigates sensitivity on the CMHNs part. At other times of silence the CMHNSP should pause, allowing both the patient and carer time to reflect so they could collect their thoughts and emotions. Furthermore the CMHNSP could when appropriate radiate that they too are human, by appropriately self disclosing. In context to the discussion the CMHNSP could recall a time when they felt the need to write things down to help them to remember. Through showing this sensitivity the CMHN would be able to build on a trusting relationship and nurture good communication by sharing similarity. Nelson-Jones (2002:223)The ability of counsellors to be real is very important for assisting clients to experience feelings. Rogers used terms like congruence and genuineness'(Rogers, 1957;1995). Existential psychologists use terms like presence and authenticity (Bugental, 1981;May, 1958; Mayay Yalom, 2000). Bugental views presence as consisting of an intake side called accessibility, allowing what happens in situations to affect one as a person , and an output side called expressiveness, making available some of the content of ones subjective awareness without editing. On each engagement with the patient and carer the CMHNSP would gradually encourage both to become more aware of their situation where appropriate through exploration and expression of feelings. This would empower and enabled them both to move from one place to another. Allowing them as an individual to explore in this way, would enable them both to decide how they would move further forward. This process would be helped through goal setting as mentioned earlier within the care plan as auctioned by the CPA. Albert Einstein observed, The significant problems we face cannot be solved at the same level of thinking we were at when we created them. Cited in Covey (2004). The CMHNSP needs to be aware that the carer initially could be holding back due to their charge being there. As the assessment progresses this might not be the issue, further active listening could draw out the more prominent issues. It is important to identify how the carer are they blaming themselves do they feel hopeless for not managing the changes in their charge or cared one. These expectations carers sometimes have of themselves could hide further issues they are not yet ready to address. These could be grief, loss and change. Firstly the carer could be vaguely grieving the loss of the person, mother, loved one they once knew due to Dementia. You are losing and grieving while youre providing the care, because Charlie isnt Charlie anymore, Frank (2008). Frank goes on to say that studies were undertaken and found that The fundamental barrier experienced by Alzheimers caregivers appears to be a combination of anticipatory grief and ambiguous loss, rather than hands-on care issues , further more Frank hopes the study results can be used to help design new support and intervention programs for dementia caregivers. There has not been much change in the treatment options for dementia patients in the last 20 years but there are policies in place to decrease the burden of carers. (REF Required). Secondly the carer could have further issues such as the changing of their role from Son or daughter or husband to main carer, and decision maker. Here the CMHN would feel empathy for the carer, and want to help them, not being judgmental but offering unconditional positive regard (UCR). Unconditional positive regard, a term coined by the humanist Carl Rogers, is blanket acceptance and support of a person regardless of what the person says or does. Rogers believes that unconditional positive regard is essential to healthy development. (Ref required). There is an important skill that CMHNSP should develop in recognising that through the reflective process it can became evident that the CMHNSP could also be avoiding the issue of the carer grieving the loss of the person they once knew. It is important to reflect on such feelings. If this is the case after further analysis the CMHNSP might feel that they were out of their depth in that area of counselling and should refer the carer on to a specialist. Dryden et al (1994:15) said Think of developing your referral skills as a positive enhancement of your overall practice. Lazarus, a therapist of considerable experience and standing, uses referral (which he considers a technique in its own right) for a variety of reasons, not least of which is the recognition of his own non-omnipotence. Seeking clinical supervision on this identified need through reflection of practice enables the CMHNSP develop their clinical practice weaknesses into stronger coping strategies that will enable and instigate the CMHNSP to further develop their role, through seeking effective evidence based practices and action researching the these practices in practice under clinical supervision. Evidently the role of the CMHNSP is constantly cyclically evolving using such research methods. The conclusion should draw together the main strands of the discussion and suggest implications for the development of clinical practice and research on assessment and intervention skills in the profession. Appendices Appendix 1 During our visit to Australia, we were shown the following job advertisement for the post of carer by the Chief Executive of Carers New South Wales. It had been written by a carer. We reproduce this here as an illustration of how some carers see their lives. Critical role for self starter for hands on role: Experience in first aid, counselling, occupational health and safety, pharmacology, cooking, cleaning, communication skills, stress management and ability to self medicate may be required. The successful applicant must be able to forgo personal privacy and the choice to do what you want. You will be required to lose your independent thinking ability and become invisible to the community at large. The successful applicant must be able to endure the lack of joy, self-love and relationships indefinitely. Must also be able to function alone as friends leave due to your state of depression. Although entitled to holidays, the successful applicant will not usually be able to have them due to lack of support or financial difficulties. The successful applicant must be able to function credibly with a smile while dying on the inside from lack of laughter due to losing your mind. Reassessment qualities are essential while you lose your sense of self, your reasons to get up in the morning, your dress sense, your hair and your sense of humour and identity. The successful applicant may be required and therefore willing to move home to accommodate the client and be happy developing bad nerves and anxiety 24/7. The successful applicant may be required to fight every day to remember five things to be grateful for while letting go of everything held dear. Must be able to let go and find comfort in a state of being stunned. The successful applicant must be able to cope with slowly going insane and back on a continual basis. The successful applicant must learn to live in silence to enjoy this truly challenging lifestyle. (House of Commons Work and Pensions Committee Valuing and Supporting Carers 2008).

College Admissions Essay: My Summer in Europe :: College Admissions Essays

My summer in Europe    I spent six weeks in Florence, studying renaissance art and art history. After this, I traveled across Europe for three weeks and experienced the many beautiful countries and cultures that exist on this continent.    Studying renaissance art in Florence, the place of it's birth, was literally a moving experience. To see works that I thought only existed in books and also to live in the same city that housed the masters, was amazing. I took a drawing class as well in Florence. This proved to be a challenging and beneficial class. Drawing street scenes, landscapes, figures, or anything for that matter, is always a challenge. However to do this in a city where there are masterpieces lining churches and museums all around you, made the action a bit more challenging. It was a wonderful and astounding resource to be able to refer to a Michelangelo sculpture or a Botticelli painting. The museums in Florence proved to be my most favorite pastime and the greatest tool for any artist. The Uffizi and Pitti Palace house some of the most famous and also not so famous (but just as wonderful) works.    Living in Florence for six weeks was such a wonderful learning experience. Each day was an adventure. By buying food and asking for directions, I slowly learned enough Italian to get by. Sadly, I found that like many places in Europe, Florence has also become Americanized. English was just as prevalent as Italian. Honestly, it was convenient to know that my waiter would be able to converse with me in English. Yet, at the same time, I felt a little guilty in knowing that through tourism, Italy has lost a small part of its culture and history.    After my stay in Florence, I had the chance to see more of Europe. I went to Salzburg, Prague, Lucerne, the Italian and French Riviera, and Paris. Three weeks of trains, hostels, new places and people proved to be an exciting and tiring time! I saw the Alps, the Mediterranean, the historic neighborhoods of Prague, and then Paris. Each day I woke up with excitement, ready to go and explore the new place we were in. And each night I fell asleep, and dreamt of what tomorrow would bring. It was a beautiful and simple three weeks. My only job was just to experience and see all that I could of a place.

Establishing Excellence Essay -- American History, Colonists

The year 1620 marked the beginning of a new nation. Regardless of where they lived, the early colonists seemed to have one thing in common a tough, rugged individualism characterized by an independent nature and a desire for self-government Emigrants from England set forth across the Atlantic Ocean, on the Mayflower, embarked on their quest for better life. The Pilgrims founded the Plymouth colony in Plymouth, Massachusetts in December of that year. Fear and danger masked their hopes and dreams while conquering obstacles such as starvation, disease, and harsh winters. Despite the fatalities at sea, the unexpected dangers of the new land killed nearly half of the original crew. The 53 who remained witnessed the first ever Thanksgiving the following autumn in 1621. William Bradford succeeded John Carver in 1622 as governor of Plymouth Colony. Finding themselves in an intolerable circumstance, some members separated from the Church of England and sought reform. The groups, known as the Pilgrims and Puritans soon found their way into the New World. The ostensible Puritans wished to purify their faith by applying the principles set by the Protestant Reformation (Settling for determinism, 2011, para. 1). They chose to remain within the Church of England and work for reform, and supported the belief of setting an example of biblical righteousness in and out of church. Their leaders, highly trained scholars knowledgeable of the Scriptures, sought to bring the Church of England to a state of purity that matched Christianity in the same way Christ had (Settling for determinism, 2011, para. 3). The Puritans strongly emphasized the communal righteousness of their entire congregation before God. Although the Puritans came to America for relig... ...dom he longs for. Irving’s piece incorporates many elements of the new American romanticism: an emphasis on imaginations and emotions, an exultation of the common man, and an appreciation for external nature. â€Å"The Declaration of Independence† focuses on the oppressions of the tyrannical king. Through the whimsical and fictionist tale, Irving parallels the real struggles of the American Revolution. This found freedom accentuates the maturing and development of America whereas Rip stays the same good-natured, whimsical fellow. Oliver Wendell Holmes' figurative poem entitled "Old Ironsides", written in 1830, strikes a chord with the patriotic masses of a young America. Within this poem, Holmes patriotically protests the decision of the Secretary of Navy to destroy the fighting ship the USS Constitution, popularly known as Old Ironsides. Establishing Excellence Essay -- American History, Colonists The year 1620 marked the beginning of a new nation. Regardless of where they lived, the early colonists seemed to have one thing in common a tough, rugged individualism characterized by an independent nature and a desire for self-government Emigrants from England set forth across the Atlantic Ocean, on the Mayflower, embarked on their quest for better life. The Pilgrims founded the Plymouth colony in Plymouth, Massachusetts in December of that year. Fear and danger masked their hopes and dreams while conquering obstacles such as starvation, disease, and harsh winters. Despite the fatalities at sea, the unexpected dangers of the new land killed nearly half of the original crew. The 53 who remained witnessed the first ever Thanksgiving the following autumn in 1621. William Bradford succeeded John Carver in 1622 as governor of Plymouth Colony. Finding themselves in an intolerable circumstance, some members separated from the Church of England and sought reform. The groups, known as the Pilgrims and Puritans soon found their way into the New World. The ostensible Puritans wished to purify their faith by applying the principles set by the Protestant Reformation (Settling for determinism, 2011, para. 1). They chose to remain within the Church of England and work for reform, and supported the belief of setting an example of biblical righteousness in and out of church. Their leaders, highly trained scholars knowledgeable of the Scriptures, sought to bring the Church of England to a state of purity that matched Christianity in the same way Christ had (Settling for determinism, 2011, para. 3). The Puritans strongly emphasized the communal righteousness of their entire congregation before God. Although the Puritans came to America for relig... ...dom he longs for. Irving’s piece incorporates many elements of the new American romanticism: an emphasis on imaginations and emotions, an exultation of the common man, and an appreciation for external nature. â€Å"The Declaration of Independence† focuses on the oppressions of the tyrannical king. Through the whimsical and fictionist tale, Irving parallels the real struggles of the American Revolution. This found freedom accentuates the maturing and development of America whereas Rip stays the same good-natured, whimsical fellow. Oliver Wendell Holmes' figurative poem entitled "Old Ironsides", written in 1830, strikes a chord with the patriotic masses of a young America. Within this poem, Holmes patriotically protests the decision of the Secretary of Navy to destroy the fighting ship the USS Constitution, popularly known as Old Ironsides.

Research Proposal Essay

Overview This dissertation aids in identifying the fundamental, extrinsic aspects influencing the dynamics of employee turnover and how it affects the surrounding atmosphere including internal and external behaviour of an organization. Employee turnover is one of the much talked challenges faced by employers which hinders an organization’s sustainable growth and generates negative synergy among other employees. This review can assist in analyzing strategy for retention and reduction of employee turnover in both public and private sector organizations. Organizations invest immensely in recruiting and developing their employees as it relates to continuous success of the organisation. Hence employee turnover is a potential loss for any firm. HR managers try to prevent the employee turnover by implementing effective retention strategies. Employee turnover is a common issue in Indian IT sector, though the trend has been reduced for the interim due to the recession. This dissertation helps in suggesting productive retention strategy in the organizations; and make recommendations to management of the organizations on how to effectively retain employees and reduce turnover. This review focuses on labor cost being a quintessential factor in the employee turnover process. In order to minimize the costs associated with the turnover, firms are implementing various strategies. Considering the fluctuation in direct and indirect costs of labour turnover, therefore, management does incessant studies to recognize the reasons why people leave organizations so that appropriate action can be undertaken by the management. Providing competitive salaries and other benefits, empowerment, providing stock options, flexible work hours are few of such strategies adopted by the firms to retain their staff. But how significant are these strategies to the employees? (James and Mathew: 2012. 79,page 1) Bussin (2002) asserts that constant training and development of emplo yees’ skills can actually aids employee early turnover rather than strengthening their retention. Providing employees with the latest training and development opportunities enhances the employee skills leading to escalating their chances of mobility. (Samuel and Chipunza; 2009) Our discussion proceeds in following steps. First, we investigate the aspect of money being the main motivator of employee turnover or could there be other motives. Next we identify the role of management to achieve a self- actualised employee and understand the factors that lead to this phenomenon.The final section of this dissertation discusses the results of the study and the conclusion. One of the main challenges to Emiratisation in the private sector is related to adapting the legal framework to accommodate national jobseekers’ needs. While they are well protected and privileged in the public sector, Emiratis find themselves vulnerable in private sector jobs. This is mainly due to a stricter legal framework that is mainly designed for the transient expatriate workforce in the private sector. A simple comparison between the contents of the Labour Law No. 8 of 1980 (and its amendments), which governs the employment relationship in the private sector and the employment legislations in the government sector reveal vast differences in favour of citizens who work in the public sector, as opposed to those working in the private sector. In general, employment legislation in the government sector stipulates in detail various rights and obligations of workers, while much of the employment relationship in the private sector is left to be determined through contractual agreements between employers and employees. Also, residence permits tend to tie expatriates to one specific employer, tipping the balance in labour turnover unfavourably against citizens, who are not tied in this way (Mellahi and Wood, 2002). A study by Abdalla et al. (2010) examining the determinants of employment and wage levels in the UAE found evidence to support the notion of a dual labour market that is segmented by sectors (public versus private) and nationality of workers (citizens versus expatriates). The experience of UAE citizens, who until recently had easy access to public sector jobs with wages inconsistent with the market value of their human capital, makes their expectations regarding wages and working conditions unrealistically high. This makes them unattractive to profit-oriented employers in the private sector. As a result, GCC citizens often prefer to wait for a government job rather than take a private sector job, even if they are aware that the wait might last many years (Shaban et al., 1995) Another 23 per cent of the respondents indicated they would take a private sector job as a temporary measure to earn a salary until finding employment in the public sector. In total, half of the interviewees indicated that they see no future career for themselves in the private sector at all. These answers were consistent across all three groups of interviewees. Respondents were very clear about the factors that make them prefer one sector over the other. For those who prefer the public sector, the main factors were job security (39.5 per cent), salary levels (31.5 per cent), and advancement opportunities (30 per cent). Other significant, but less frequently cited reasons to prefer the public sector, were more vacations (10 per cent) and relatively less working hours (8.3 per cent). When asked what a private sector organisation would need to do to make her apply for a job, a female graduate in our sample answered: â€Å"I don’t want to sign my death paper. The salary, the wor king hours and the contractual conditions I would sign would equal that.† It is interesting to note that while a small number of respondents (15 per cent) indicated that they would prefer to work in the private sector, many (38 per cent) said that good career opportunities exist in the private sector. Those who prefer the private over the public sector cited advancement opportunities (44 per cent) and finding a job consistent with one’s specialisation (33 per cent) as the reason for their preference. However, these attributes were not sufficient to attract many Emiratis to pursue employment in the private sector due to several structural barriers reflected in inferior salary levels and employment conditions in the private sector compared to the public sector. In addition to the basic preference for public sector employment, it was also clear that this preference is supported by a strong sense of entitlement to such jobs and the salary levels coming with it, as one male student puts it: â€Å"We are a rich country – Thank God – and the government pays well because it can afford to do so. It is our right as nationals to have jobs that pay well.† This sense of entitlement (Al Gergawi, 2008) is deeply rooted in the existing social contract, changes to which Forstenlechner and Rutledge (2010) argue need to be communicated urgently if citizens are no longer able to be employed in the public sector at current levels. When asked about factors affecting their decision to accept a job offer from an employer, respondents gave the highest rating to employee rights (48.3 per cent) and job security (45 per cent). These were followed by working conditions and availability of advancement opportunities. Table I further shows that Emiratis in general are unwilling to take risks with regard to their job and career choices. Job security and protection of employee rights are their top priority, followed by working hours and advancement opportunities. Despite the importance of salary and benefits, these were not on the top of the list as shown in Table I. Salary: Salary expectations Our findings support the contention that one of the major barriers to Emiratisation in the private sector is the high reservation wage required by Emirati job seekers. When asked what minimum monthly net salary they would work for, 38 per cent indicated that they would accept 6,000-10,000 dirhams[1]. However, 32 per cent had a reservation wage of 10,000-15,000 and a further 12 per cent said they require 15,000-20,000. The remaining 18 per cent said their required salary would be above 20,000. However, when asked what they think they should get paid, respondents’ answers were higher than their individual reservation wage. In this case only one female respondent said she considered a monthly salary of 6,000-10,000 fair. 37 per cent of respondents said they should get 10,000-15,000, 20 per cent indicated that they should get 15,000-20,000 and 8 per cent said fair pay would be 20,000-25,000 monthly. The remaining 30 per cent, however, considered a fair wage to be upwards of 25,000 monthly, with 10 per cent actually expecting a monthly net salary between 35,000 and 50,000[2]. These expectations are clearly driven by public sector (welfare) wages, as one male student explained: Salary expectations Our findings indicate that young Emirati jobseekers on average have a higher expected salary than their – already relatively high – individual reservation wage. This points to several somewhat troubling conclusions: . The average reservation wage for young Emirati job seekers is high compared to the expatriates they are competing against in both sectors, confirming previous research (Bremmer, 2004; Godwin, 2006; Mellahi, 2007). . The perceived fair pay for young Emirati job seekers is higher than their reservation wage, which means they are likely to experience pay dissatisfaction even when they accept job offers in the generally lower paying private sector. . The perceived fair pay and the reservation wage required by the majority of Emirati job seekers interviewed in this study is comparable to the going rates in the public sector for national employees of similar calibre. This clearly indicates the need to consider the potential impact of pay policies in the public sector on Emiratisation efforts and policies, as they effectively hinder private sector employment. We see the roots of such expectations in the structure of the labour market, where public and private sector are governed by different considerations and different rules and regulations. Therefore, one of the key hindrances remains the salary difference between the public and the private sector. As it is unrealistic that public sector pay will be lowered, as recommended by the IMF (2004), and just as unrealistic to expect the private sector to match public sector salaries and benefits in the context of the UAE, we therefore support a recommendation made by Abdalla et al. (2010) to revise the wage-setting mechanism in the public sector. They suggest to separate the total public sector wage into two parts: pay related to market considerations and productivity of workers (efficiency wage); and (2) a portion motivated by the desire to improve the standards of living and wealth distribution for citizens (welfare). They assume that, in the UAE, only part of the wage paid to national workers in the public sector is related to the value of their human capital or their work performance, while the other part is a transfer payment to raise the standards of living for citizens. Separating the two components has two advantages: (1) it sends the right signal to national workers about the realistic value of their human capital; and (2) it helps to remove the distortion of labour market mechanisms in setting wages according to market forces. Mechanisms to extend the welfare component of pay to those citizens working in the private sector will need to be implemented. Subsidizing wages of citizens in the private sector to bridge the gap between the efficiency and welfare components of pay might be a reasonable alternative. Funding of these subsidies can be secured through fees imposed on employers who recruit foreign workers. Selective application of such fees on employers depending on number of foreigners recruited and affordability to pay might be needed to ensure fairness and avoid excessive burdens on certain employers. As mentioned previously, salary is, of course, not the only aspect where expectations are driven by the public sector. The same is true for days off work, as one male student puts it: â€Å"All I am asking for is normal vacations†, with â€Å"normal† in this case meaning those vacations the public sector offers. Recommendations for further research Further research is needed to clarify the perspective of private sector employers on localisation, for example the perceived threshold of tolerable legislative changes and their perception and intention of compliance. Also, research is needed to analyse the potential effects of employment laws and regulations on the effectiveness of workforce localisation policy and the legislative changes that might be needed to enhance its outcomes. Further quantitative, large-scale testing of some of the conclusions regarding the attitude of jobseekers would also be beneficial to further investigate the perceptions of jobseekers, possibly by delivering a survey to a large number of students enrolled in the higher education system. Understanding the process of employee turnover has been interpreted differently by various researchers depending on the controlling factors of the socio-cultural environment. This is because different factors have been found useful when it comes to interpreting employee turnover, and these have been used to model turnover in a range of different organizational and occupational settings. They include: job satisfaction (Hom and Kinicki, 2001); labour market variables (Kirschenbaum and Mano-Negrin, 1999); various forms of commitment (see Meyer, 2001 for a review); equity (Aquino et al., 1997); psychological contract (Morrison and Robinson, 1997); and many others (see Morrell et al. (2001a) for a review). S. Wren (1980) also suggested that to reduce employee turnover the company should keep employees informed on company matters, encourage employee innovation and setting clear communication channels between top management and lower employees. Also Inge, Peter , Arnold and Jan (2003), sugg ested that work motivation is related to emotional exhaustion which in turn induces employee turnover rate in their longitudinal study. Considering the prolonging economic downturn, the primary stimulating factor impacting employee turnover has been money, as consequently it affects both employees and their respective organizations. However, organizations try to implement other strategies to keep employee turnover to a minimum level by rewarding their employees with better incentives and bonuses. Research has portrayed that even when people’s main motivation for work is not money, if they are offered a higher salary by other organizations, they would not be hesitant to leave their current job, thus leading to high employee turnover. In response, researchers have recently turned their attention towards employee work motivation as predictors for employee turnover (Richer et al., 2002), as motivational sources have been found to influence employee turnover beyond job satisfaction and organizational commitment (e.g. Mitchell et al., 2001). In fact, some authors proclaim that the primary aim of incentives is to enhance better motivation by satisfying an individual employee’s needs indirectly through means of pay and bonuses (Anthony and Govindarajan, 2007; Kunz and Pfaff, 2002). Some UAE scholars pointed out that â€Å"Motivation is an important subject area for researchers and practitioners all over the world. ( Abubakr M and Nawal , p 86)† It is an ongoing universal argument if money is the main motivation causing high employee turnover within an organization. Therefore, this literature review is based on theory testing evidenced by past studies on staff turnover and retention, not supported by theory building. All these theories consolidated as one forecasts potential costs of organizations in diversifying pay, mainly through two kinds of de-motivating factors: first, individuals that don’t earn as much as they feel their work deserves may perceive that they are less-well valued than their higher-paid counterparts; and second, higher-paid individuals may perceive that they are more valuable than they actually are (Kohn, 1998; Carr, 2004). In reference to (Abdulla j., Djebarni R. and Mellahi K, 2011, p138) employees in the UAE put a strong emphasis on salary and incentives especially for non-UAE nationals because of their impact on living standards and importance in providing a sense of security where perceived job security is very low. Furthermore, the high importance of salaries and incentives could be due to the high cost of living in Dubai compared to other Middle Eastern emirates. Having reviewing the EU countries such as Greece, extrinsic rewards such as pay give better outcome in the organizations and their governments actually want to convince private sectors on the importance of intrinsic rewards where workers are motivated to work without expecting a reward and love what they do. (Manolopoulos D., 2008) Crucial factors like employee involvement and the process of performance rewarding impacts the degree to which employees are included in decision-making processes. Are they occasionally asked for input or feedback? Or are they authorized and challenged to make a difference? Obviously, the greater an employee’s level of involvement in the decision-making process, the greater the sense of ownership for the outcomes of such decisions, which, in turn, assures employees that he/she is a part of the organization as a whole. (Dell’Agnese, 2001; Mintzberg, 1994a,b,c, 2001a,b; Pfeffer, 2001a,b; Piggott, 1997). One of the effective ways of reducing staff turnover is making more effective use of existing staff resources and in attempting to put together a pay package which attracts and retains staff, through rewarding them fairly for their performance (A. Baines, (1991) pp. 8 – 10). According to one source (Curtis S. and Dennis W. 2001, p.59), the cost of replacing an employee is higher than recruiting a new staff. This is because of accumulated cost of the loss of skills, knowledge, experience and the investment in training. There is also the disruption to the work and staff, when a new employee is recruited, there are barriers like new challenges of adopting to the culture of the organization, personality conflicts, time taken to familiarize with the job description etc. Also, many other administrative cost associate with the employee turnover process like agency fees for recruitment firms, wasted time in exit interview process and administrative process of recruitment being time consuming and expensive etc. As further discussed by (Curtis S. and Dennis W., 2001, p.61-62), to get employees committed quickly, they should feel emotionally attached to the organization and feel that resigning would be a personal sacrifice for them where they would have an obligation and responsibility to stay. One of the interesting fast track employee commitment mentioned is offering flexible hours. Organizations should have improved retention schemes through flexible working options implementing other family-friendly policies like baby-sitting facilities, special consideration for new mothers and expecting mothers etc. Other initiatives might include workshops aimed at achieving a better work-life balance, access to a range of domestic services, extended maternity leaves, paid vacation breaks and extended parental leave. Since, the UAE is a family oriented culture, majority of employees would appreciate having easygoing strategies in their work place which allows them to have a work-life balanced with fami ly life. A worker lacking motivation is a problem waiting to happen. That’s why companies need to be able to ensure that their workers are fully motivated to do their jobs. If this isn’t the case then all that knowledge that they may possess isn’t fully utilized as a result of them not putting in 100percent (Maria C. Osteraker, 1999, pp. 73 – 77). Money as the sole motivation for work or production isn’t exactly the right solution. As portrayed within the proposal it is an important aspect, but should not be classified as highly crucial, since it is evident that other factors are arising. Taking into consideration that employees may transfer to other companies for a higher rise in money, however the effect is only temporary as behavioral aspects is also taken into account. Therefore it’s a balance of both. As Carolyn Wiley put it, Motivation is not a fixed trait; it is a combination of various aspects. (Wiley C., 1997, pp. 263 – 280). Going by this article (Industrial and Commercial Training, 1975, pp. 508 – 508). It details that it was Herzberg in the 1960’s who determined that money was not the sole motivator. It also goes on to state how the issue of money could be mixed. Both negative and positive, a worker will not accept a job that pays less simply because the all-round package was better. However he/she may accept a similar paying job if other aspects were improved. In other words they are looking for the right balance between the two. The dissertation is crucial because it shows the organizations the reasons behind employee turnover; it explains why it is happening in an organization. The main purpose of this dissertation was examining the impact of the retention on employee turnover; high employee turnover leads to collision on the competence and continuation within the organization. It is seen that many organizations features these kinds of issues with the labor turnover because it can lead to loss of the organizations, time consuming of the management and stress in the workforce plans. The study portrays that; pay can be one of the main motives for staff turnovers, also culture of the organizations and the job satisfactions. These three factors lead to labor turnover within the organization. Employee would stay in the organization if retention strategies are available like training sessions, good work timings, and employee’s proposal. Welfare benefits can be assigned as one of the main motives; as penetration after employee retirement and insurances. And other factors like personal and job satisfaction. (Employee Retention Strategies: IT Industry, Leena James and Lissy Mathew, July-Sept2011), (the impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees, Jichul Jang, B.S, August 2008) This paper can be applied to the UAE. This is because almost half of the UAE population made up of expatriates. As a result the workplace is incredibly varied. So the question is why these people come from far and wide just to seek employment. Is it money or just a better work environment? Judging by the influx of new foreigners each year it is most likely a combination of the two. 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