The United Nations Essay Example | Topics and Well Written Essays - 500 words

The United Nations - Essay Example The UN peace troops only observed from the ground and neutrally reported on obedience to the cessation of hostilities, personnel pullout or other elements of peace treaties. The United Nations Principle of peacekeeping had commenced during the height of the Cold War as a probable solution to the growing tensions between states by fielding military personnel who are either unarmed or lightly armed. These personnel are from various countries who could be called anytime by the UN Security Council when the observing of peacekeeping or ceasefires are being observed to uphold peace and security for all citizens, "as projected by the United Nations Charter." (UN Meeting New Challenges 2007). The end of the Cold War had profoundly affected the role of world peacekeeping of the UN. The demise of bipolarization triggered the Security Council to establish a larger and more expanded peacekeeping missions, more often than not to persuade states to pursue peace agreements. Moreover, UN peacekeeping after the Cold War integrated into a non-military element form to guarantee sustainability.

PEST Analysis on Deodorant market Essay Example | Topics and Well Written Essays - 500 words

PEST Analysis on Deodorant market - Essay Example This in turn influences the prices they are to be charged in the market. For example if the import duty imposed on the deodorant is high, this means they will be charged at high prices hence their demand will be low. On the other hand, if the custom taxed charged on them is low, it means that they will be charged less in the market hence they demand will be high thereby increase the sales. 1 On the other hand, economic factors greatly influence deodorant market in that during inflation deodorants are charged more in the market hence they become unpopular to the consumers. At this time, the purchasing power of the consumers is greatly affect and the only money they have, they spend it to buy necessities and not things like deodorants. This in turn affects the deodorant sales. 2 Unemployment is another factor that affects deodorant market. The whole world today is greatly affected by unemployment and there as so many young energetic people in the world that ought to be working and there are no employment opportunities for them. For this case, they are not salaried; hence they have nothing to spend to buy anything like cosmetics. Due to this, the sales of deodorant go down since those people who ought to be buying these deodorants have no purchasing power at all. 3 Deodorant market is also affected by socio cultural environmental factors that greatly affect their demand in

The Contemporary Issues In Hospitality Management

The Contemporary Issues In Hospitality Management Experiencing HRM issues in Hospitality: Whatever the choice of terminology or decisions on organisation, effective HRM and the successful implementation of personnel activities are essential ingredients for improved organisational performance. The smooth-running man or woman is an essential feature of any company and for some industries people are not just important but the key factor for successful performance. HR policies and practices have an important role in hospitality to play in facilitating the effective implementation of management processes. Hospitality Companies today face five critical business challenges: globalisation; profitability through growth; technology; intellectual capital; and change, change and more change. These challenges provide HR with an opportunity to play a leadership role in the development of new capabilities to meet the challenges. The five challenges present a new mandate for hospitality human resource management in order to help deliver organisational excellence in the following four way s:- It should become a partner with senior and line managers in strategy execution an expert in the way work is organised and executed to ensure costs are reduced and quality maintained a champion for employees, vigorously representing their concerns to senior management and working to increase employee contribution and commitment an agent of continuous transformation, shaping processes and a culture to improve an organisation 2.1 Training: One major area of the HRM function of particular relevance to the effective management and use of people is training and development. Staffs are a crucial, but expensive, resource in hospitality. In order to sustain economic and effective performance it is important to optimise the contribution of employees to the aims and goals of the organisation. Training is necessary to ensure an adequate supply of staff who are technically and socially competent, and capable of career advancement into specialist departments or management positions. There is, therefore, a continual need for the process of staff development, and training fulfils an important part of this process. Training should be viewed, therefore, as an integral part of the hospitality process. Because specially in hospitality industry new IT based training are getting famous irrespectively in hotels, airlines. Training benefits includes:- Improve performance which results in cost savings of HRM Improve productivity Improve quality of customer service Improve self esteem of employees Improve sense of job security Increase comrade and sense of team work among employees Increase higher morale among employees and Reduce employee turnover and absenteeism Reduce stress and tension of employees Reduce waste Reduce work conflict among employees In todays competitive business weather hospitality industry is facing new skill developing process in different way. Customers are now more concerned about quality service rather than just service. According to WTTC tourism hospitality industry supporting more than 258 million jobs worldwide and generating some 9.1% of global GDP. In 2008 UK Government  £112m fund for hospitality training reveals the importance of training. Travelodge welcome this fund from Government. Chrissie Herbert, director of HR at Travelodge, said: As we approach the 2012 Olympics we are in a skills race to ensure we have the number of people needed to match the demand. 2.2 Customer Care: After training customer care is the another big issue in hospitality industry now-a-days. It is important to remember that good customer care start with good staff care. Surveys reveals that people are happiest at their work when they feel valued and important, when they are involved in the business and feel knowledgeable about what is happening. In todays hospitality business customer care is the main concern where all businesses should focus on because customer expectations for quality are increasing, presenting the industry with a double edge sword; at the same time qualified labour is becoming harder to find and keep and this is a great challenge for HRM in any hospitality business. Thats why HRM in hospitality trying to get more effective result by training existing employees in several field in hospitality. Customers are demanding higher levels of service excellence. Linking this issue with seasonality, a common characterise of tourism enterprise , Baum and Hagen(1999,p130)wrote, the lack of sustained employment, which is characterise as seasonal operations, undermines the ability of operators to deliver quality, which the market place, increasingly, expects. Service remains key factor for hospitality but value for money is becoming increasingly important as recession looms, research has revealed in UK 2009 by Square Meal Restaurants Bars report, which surveyed more than 9,500 diners, found service remained a major gripe (44% of all complaints containing words such as over-priced, costly and poor value) for customers. 2.3 Stress in Hospitality: Work stress is now recognised as a major issue in the human resource management within the hospitality industry context. Service quality issues are beginning to assume major importance in the success of many operations. Interpersonal conflict and work stress responses associated with hospitality industry employee management conflict, together with approaches to service quality. In European Union countries, hospitality industry has been identified as one of those most stressful sector to work, with frequent contact with inebriated clients and customers. Exposure to violence and sexual harassment is sometimes viewed as being a regular occurrence and a part of the job in the sector. Stress factors in the hospitality industry include an intensive interface with customers; increasing customer demand for highly diversified and personalized services; tight requirements on timely delivery of services, especially in kitchens and restaurants; unclear roles in a customer-dominated environment; and lack of training for supervisors. These result in low control of employees over their work. The health status of workers in the hospitality industry is worse than that of the average population, especially concerning mental health. In hospitality there are different reasons for stress and they are: global competition, customer expectations and demand for highly diversified and personalized services, tight requirements on timely services, especially in kitchens and restaurants, unclear roles in a customer-dominated environment, and lack of training for supervisors, reducing in staff to reduce cost, lack of control over working situations, seasonal staff turnover etc. 2.4 Empowering the employees: Empowerment, formerly known as participative management, reduces employee turnover and increases customer satisfaction. High hospitality industry turnover is the result of poor employee selection, inadequate training and an over-abundant management staff. Empowering the staff makes them work better together as a team and leads them to provide a better quality of service. In a simple way, empowerment extend democratic approach from workforce which is very good for hospitality organisations because its not possible for hospitality managers to be everywhere every time, in those moment empowerment make employees more participative and delegate them towards job satisfaction. Empowerment was known as participative management, but the problem had always been that implementing the concept was much more difficult than talking about it. No one knew how to overcome this problem for the usual reasons that all concepts can fail that is, identifying the whos, whats, whens, wheres and hows of implementation. The hospitality industry today requires to examine the way to manage. Hospitality industry is plagued with turnover statistics that are way out of proportion and this situation has developed because of poor hiring practices, insufficient training and overstaffing in management ranks. Empowerment is a style, not an evolution. It is a philosophy that must originate from the top if it doesnt, it will fail. Empowerment flattens out the organizational chart naturally by eliminating the tiers of responsibility, replaces desire to establish accountability with results, allows hospitality industries to respond to the aspect of customers needs and complete satisfaction. HRM in hospitality industry must understand the economic benefits of employee empowerment. Employee empowerment makes each individual responsible for doing the job to the best of their ability which results in greater guest satisfaction, returning guests and lower employee turnover. Hiring the best person for the job and adequately training that individual will also lead to greater employee empowerment. Empowering management personnel requires altering the job so that management receives feedback on their management style from their staff as well as their supervisors. 2.5 Management Leadership in hospitality: Effective leadership is the number one factor that influences success in hospitality organization. Maintaining cultural identity, employment brand and employee satisfaction requires consistent and regular communication. Leadership skills include a strong focus on relationships, emotional intelligence, a track record of results and innovation, a focus on process and outcome, and the ability to give positive and constructive feedback. Also important is the ability to teach and coach others and provide recognition both formally and informally. Management and leadership style is a contemporary issues in todays hospitality business. There is a sentence Employees dont leave their jobs, they leave their managers. The reason for that is the style adopted by todays leaders are not always right and its a big issue. International Labour Organisation(ILO) said almost 600,000 employees a year leave hospitality managers in their droves, which leads hospitality industry average recruitment and initial training cost  £1,500, costs around  £886m as a whole. Labour turnover for the whole hospitality, leisure tourism and travel (HLTT) industry stands at 30%, although some employers within the hospitality industry alone report double or triple this figure. Yet, only 14% of employers feel their labour turnover is too high. HRM should be part of any pilot program to help leadership understand, anticipate and mitigate management problems in hospitality. When HRM has experience in participating in a virtual team, it lends credibility for HRM to fully participate and respond to problems as they arise. 3. Conclusion: It is known that, hospitality industry stands on employee performance. So, HRM department in hospitality now-a-days getting more and more challenge day by day because every business strategy of todays world more focused on service which is a crucial issue in hospitality field. HRM managers should emphasis on the need for professional approach and right leadership attitude to achieve goals and keep status. HRM in hospitality industry has grown with its impact and status because of huge number of hospitality industries increased globally. Only The British hospitality industry contribute  £46 billion to the UK economy and the core hospitality economy is estimated to directly contribute  £34 billion in tax revenue by creating 2.44 million jobs in the hospitality sector the 5th largest industry in the UK, and a further 1.2 million jobs are indirectly generated by hospitality which is around 8% of the total UK employment. This statistics proves that, the HRM has great responsibility to play a vital role in hospitality sector by adjusting with market needs and trends.

Visuality, Readability, and Materiality :: Visual Rhetoric Essays

My intention here is to acknowledge two problems that I believe all scholars of "the visible" will encounter at some point in their work. Both showed up early in my research on commemorative artworks, but I suspect that they crash everyone's party at some point. I have no "solution" to these problems, but I believe they should, actually must, be addressed in work on visual rhetoric. The first, "readability," is both a practical and theoretical problem having to do with the possibilities of interpretation in visual culture. The second, which I'll simply label "materiality" for the moment, has a presence in numerous arenas beyond the study of visual culture, but remains nearly unaddressed and nearly unacknowledged in rhetorical work on visual images. The first party crasher, "readability," probably makes its presence felt in all of our venues at least occasionally, but it haunts our work all the time. At the simplest and most practical level, readability is a hermeneutic problem. But it is a special problem of interpretation, not just the "same old" questions that come up in any work involving the production of signs and meaning. We try very hard to reduce the special problem to the same old problems, as evidenced by terms like visual, media, and computer "literacy." The question is this: What makes us so confident that our "readings" of visual signs are legitimate or defensible? Okay, that does sound a whole lot like the "same old" hermeneutic questions, but I don't believe it is the same in the case of visual rhetoric as in spoken or written discourse. Or at least, it doesn't seem the same, given the degree of skepticism registered by readers and students about interpretations of visual signs. Leaving aside for a moment the pos sibility that my interpretations just aren't very good and that that's what's provoking this response, our own colleagues and my students seem to pose far more and greater challenges to such interpretations than they do to those of a speech or a written document. For them, apparently, even in the wake of deconstruction, natural language seems safer, easier, and more stable in its capacity of meaning generation than does the visual image. I wonder why that is the case, and particularly so in a culture in which "seeing is believing" and a "picture is worth a thousand words." It is possible, of course, that this is an idiosyncratic problem, but I doubt it.

Open-Book paper Essay

Alpha and beta decay are two types of naturally occurring radioactive decay. In alpha decay, an unstable nucleus emits an alpha particle (? ), a particle made up of two protons and two neutrons. For example:1 2 In beta decay, a neutron in the nucleus is converted into a proton and a beta particle (i ), an electron. Specifically, as protons and neutrons are both made of quarks, i -decay converts an up quark into a down quark; releasing a i -particle and an antineutrino (an antineutrino has no charge or mass, so does not affect the chemistry of i -decay). This occurs by the weak nuclear force. 3 For example:4 This table shows some of the differences between ? -decay and i -decay emissions:5 ?-decay i -decay Particle emitted helium nucleus electron Relative charge +2 -1 Relative mass 4 0. 00055 Range in air < 10cm < 10m Stopped by Paper Aluminium foil Deflection by electrical field Low High The fundamental difference between radioactive decay and nuclear fission is that, whereas radioactive decay is spontaneous, nuclear fission must be induced. In nuclear fission, when an unstable nucleus absorbs a neutron, it splits, emitting more neutrons and setting off a continuous chain reaction. This leads to products with nuclear masses around half those of the initial nuclei, whereas in radioactive decay, the initial and final nuclear masses are relatively close together. The other major difference is that fission releases considerably more energy than decay. This energy comes from mass lost in fission, according to the equation E = mc2, where E is energy, m is mass and c is the speed of light. Synthesis of Elements in Stars Stars produce their energy from nuclear fusion, in which nuclei join together to make larger nuclei. Hydrogen is used in normal-sized stars:(e+ represents a positively charged electron, and ? e is a neutrino). This process requires temperatures of around 13 million K and pressures of around 300 billion atmospheres. 6 When almost all of the hydrogen has fused, the helium nuclei can collide to make nuclei such as beryllium:7 This leads to the creation of further nuclei containing four nucleons: carbon, oxygen, neon and magnesium. Once all the helium has fused, further collisions take place between the created nuclei. This leads to the production of small amounts of hydrogen and helium, producing most of the first 18 elements, such as lithium:8. Lithium can also be produced by the collision of a Beryllium-7 nucleus and an electron. The nuclear process that takes place here is electron capture, in which an atom captures an electron, turning a proton into a neutron and releasing a neutrino. This happens by the weak interaction, like i -decay:9 Smaller amounts of lithium can also be produced in the fission of some nuclei by cosmic rays and in supernovae, when heavy stars become unstable and explode. 10 Producing Energy through Nuclear Fission and Fusion. In nuclear fission, an unstable nucleus absorbs a neutron, exciting the nucleus, causing it to oscillate and split into two smaller nuclei. This process releases more neutrons, causing more nuclei to split, and so on. This is shown in Fig. 211 with Uranium-235. The energy produced by nuclear fission, by E = mc2, is 3. 2Ãâ€"10-11 J per fission. 12 Uranium-235 is used to produce energy by fission – see Fig. 313. Controlling this reaction:   Uranium-238 is mixed with uranium-235. Uranium-238 nuclei absorb neutrons but do not react by fission, breaking the chain in the reaction. Graphite moderators placed in between the uranium rods reduce the kinetic energy of the neutrons produced so they can induce fission.   Boron-coated steel control rods absorb neutrons, and can be moved in and out of the reactor. If they are fully in, the reaction stops. Nuclear fusion takes place when, under certain conditions, two nuclei fuse together. For example, with deuterium and tritium:14 The energy produced comes from the mass lost – 3. 17Ãâ€"10-29 kg 15 16. By E = mc2, this gives out 2. 86Ãâ€"10-12 J per fusion. On earth, for this to happen the nuclei must be in ionised plasma at temperatures of 15Ãâ€"108 i C. The problem with this is that it must be kept away from the walls of the container to minimise heat loss. To do this, a tokamak is used. This uses magnetic currents to keep the plasma from touching the walls (see Fig. 417). The walls are made of graphite, which is not harmed by the temperature. Both fission and fusion have several advantages and disadvantages for use in producing electricity: Advantages Disadvantages Fission Uranium-235 produces 3. 7 million times the energy per unit mass as coal18   Uranium-235 will not run out on the same timescale as fossil fuels19. It produces no gases that directly cause global warming   Fission produces waste radioactive actinides, which are dangerous for thousands of years   Fission has led to disasters such as Chernobyl in 1986, which caused over 4000 deaths20 Fusion The fuel – hydrogen – is abundant   The radioactive waste products have half-lives hundreds of years less than those of fission   Fusion is safer than fission, as only small amounts of products are used   It produces no gases that directly cause global warming   The conditions required for fission are hard to produce. The process used to produce energy by fusion is not yet perfect – see below Challenges Facing the Development of Fusion Power Stations The major problem with fusion is generating and containing the conditions required for the reaction. As detailed above, a tokamak is used, this has some problems. The plasma still touches the bottom of the chamber, and where it does this; hydrogen reacts with the walls forming hydrocarbon radicals. These can form a film, which flakes away into the plasma, affecting performance21. Possible solutions include removing the film with lasers22 or using tungsten walls, which would not erode23. A probable source of a solution is the International Tokamak Experimental Researcher, currently being built in France. It will be used as a prototype to test the reaction on the necessary levels required. Fusion should be available to produce commercial power by 2040. References Used throughout the report:   Chemistry Review: Lise Meitner: Radiochemist, physicist and co-discoverer of nuclear fission, Gordon Woods, Volume 16 Number 1, September 2006 (Article 1); Fusion, Powering the future? , Chris Warrick, Volume 16 Number 1, September 2006; and Lithium, Chris Ennis, Volume 15 Number 31, February 2006 (Article 2). Salters Advanced Chemistry Chemical Ideas, George Burton et al, Heinemann Educational Publishers, Halley Court, Jordan Hill, Oxford, OX2 8EJ, ISBN 0-435-63129-9, first edition 1994, second edition 2000 1 Equation copied from page 3, Lise Meitner: Radiochemist, physicist and co-discoverer of nuclear fission; see above 2 Fig. 1 copied manually from Page 487, The exchange nature of forces, Advanced Physics, Tom Duncan, John Murray (Publishers) Ltd, 50 Albemarle Street, London, W1S 4BD, first edition 1972, ISBN 0-7195-7669-5, fifth edition 2000, reprinted 2002 3http://www. chemie. de/lexikon/e/Beta_decay, Beta Decay, (c) 1997-2008 Chemie.de Information Service 4 Equation copied from page 3, Lise Meitner. Radiochemist, physicist and co-discoverer of nuclear fission; see above 5 Table adapted from Page 20, Nuclear Reactions, Salters Advanced Chemistry Chemical Ideas; see above 6Where did the chemical elements come from? , Page 131, The Universe: A Biography, John Gribbin; published by Penguin Books Ltd, 80 Strand, London, WC2R ORL, ISBN 978-0-1410-2147-8, 2006 7Equation copied from Box 1: Nucleogenesis. Page 21, Lithium, Chris Ennis; see above 8Equation copied from Box 1: Nucleogenesis, Page 21, Lithium, Chris Ennis; see above.9 http://www. britannica. com/nobelprize/article-48278, electron capture with a Beryllium-7 nucleus, from the Encyclopaedia Britannica’s Guide to the Nobel Prizes, (c) 2008 Encyclopaedia Britannica, Inc. 10. Where do the chemical elements come from? , Page 10, Salters Advanced Chemistry Chemical Storylines, George Burton et al, Heinemann Educational Publishers, Halley Court, Jordan Hill, Oxford, OX2 8EJ, ISBN 0-435-63119-5 first edition 1994, second edition 2000 11 Fig. 2 taken from http://www. astro. bas. bg/~petrov/herter00. html, lecture notes for astronomy. Bulgarian Institute of Astronomy http://www.astro. bas. bg/ 12 http://www. lancs. ac. uk/ug/bloomer/nuclearpower/theory. htm, Nuclear Fission and Nuclear Fusion, from the University of Lancaster, www. lancs. ac. uk 13 Fig. 3 copied manually from Box 2, Article 1 (see above); adapted from Chemistry Today, (c) E. Henderson, Macmillan Publishers Ltd, 1977. 14 Equation copied from Box 2, Fusion, powering the future? , Chris Warrick; see above 15 Mass of reactants and products given in proton masses in Box 2, Fusion, powering the future? Chris Warrick; see above 16 Proton masses converted to kilograms using the mass of one proton as 1.67Ãâ€"10-27 kg, from Data Sheet, Page 3, AQA GCE AS Physics A Unit 1, January 2007 17 Fig. 4 taken from http://www. jet. efda. org/pages/fusion-basics/fusion3. html, Fusion Basics, (c) EFDA-JET 18 http://www. virtualnucleartourist. com/basics/reasons1. htm, a website â€Å"intended to provide you basic information about the different types of plants and their principle of operation†, (c) 2006. The Virtual Nuclear Tourist 19 http://www. abc. net. au/rn/scienceshow/stories/2007/2080110. htm, an interview with Professor Martin Sevior from the University of Melbourne by the Australian Broadcasting. Corporation20 http://www. who. nt/ionizing_radiation/chernobyl/who_chernobyl_report_2006. pdf, the World Health Organisation’s report on Chernobyl 21 Chemistry Review: Fusion, powering the future? , Chris Warrick; see above 22 http://www. lasers. org. uk/paperstore/Cleaning14. pdf, Dust Removal from Next Generation Tokamaks by Laser and Flashlamp Cleaning, K. G. Watkins et al, Lasers and Laser Engineering, University of Liverpool, 2001 23 http://www. jet. efda. org/documents/articles/samm. pdf, Controlled thermonuclear fusion enters with ITER into a new era, Page 12; Ulrich Samm, EFDA-JET, 2003.

HR management Essay

HR management forms a valuable and effective administration concerned mainly with working category. It evaluates the steps to be implemented to make the working category into further industrious, satisfied and happy. As an integral fraction of society of human resource management policies, the team have supported that the strategies need to encourage the companies to provide pioneering and flexible plans that are highly benefit. The work-life policies laid forward by the SHRM proved to be highly beneficial to employees. However, there are several human resource factors, which influence an organization to adopt the work-life plans as a vital division of SHRM practices and plans. Majority of the factors that stressed upon work life policies incorporates the demographic variation occurring with the prospective workforce, variation in social characteristics, role and responsibility changes in organizations and other governmental factors. Women make an essential part of almost all types of organization in the most modern era. Most of the working class woman wishes to conjointly take the responsibilities of their family as well as the employment terms. This was considered as an apparent factor that resulted in the emergence of family friendly plans. This plan was further termed as work life policies and rapidly gained importance in the area of SHRM. The next vital factor associated with demographic variation forms the ageing employees that raised the value of the work life policies. As per the plan, the aged workgroup may remain in the organization. However, they only need to work for very few hours or may change their shift timings as per their comfort. Most of the working people hold the responsibilities for bringing up their kids and take equal responsibilities for their aged parents. The plan allows even the aged people to support their children with their responsibilities. With the advance of modern technology, the labor market gets tightens and requires more and more skilled laborers. The organization needs to implement the work life policies to influence and regain employers who might have left the organization previously due to some or other cause. As per a study conducted by IRS, the most important motive behind the management to initiate the work life plan is strongly associated with recruitment of staffs as well as retention. As majority of leading organizations work on a 24 hour per day basis, increasing the working hours. However, there is strong requirement of flexible plans to cover these elaborated hours with efficiency. Surveys shows that adaptation of faster work pace has lead to organizational stress and most of the workers experience severe problems such as anxiety, stress, workload and inadequate personal time. These variations make the organizations to breach the government induced rules. Evaluating with respect to a legal outlook, all the working categories have a role on self care and protection and work life policies influence this particular concept. With the policies of work life, every employee may endorse a healthy and happy job environment and understand more about their social errands as a working personality. Thus, the policies offer high benefits to the employees as well as appropriate guidance with proper management to the employers.