Poverty and Conditional Cash Transfer Essay Example

Poverty and Conditional Cash Transfer Essay A Reaction Paper on the Article Written By Randy David Presented by: JOEFREY C. MIRAFUENTES oOo While the article wished to present the acceptability of the Conditional Cash Transfers as an immediate response of the Philippine Government to the beleaguering effects of poverty, it also presented another reality that cannot be obscured away from discussing such societal problem, and that is the susceptibility of this stimulus program to be exploited as an instrument for corruption. The widespread prevalence of poverty in the Philippines is a major crisis that has been hounding the sincerity of the government for decades. This old- age problem that is already deep-seated within the economy has quickly become an everyday reality for impoverished Filipino families; and one that deserves to have meaningful and long-term solutions from the government. However, lessons in the past reminded us that none of the administrations in the political history of the Philippines had actually delivered a sustainable solution to the problem as it is too evident in the present day situation that the same stigma has been passed on to present generations of Filipinos. Latest survey from the National Statistics Coordination Board (NSCB) even reveals that poverty incidence in the country were up by 16% in 2008 (www. roundreport. com/World/NSCB-Survey-Poverty-increased). Because this problem is so prevalent and widespread in the country, it will be very hard for the Philippine Government to immediately put an end to poverty in the next six years. But hope is still alive for this practically resource-rich nation to stand on its own feet againa word of assurance that the Aquino Administration is currently working on with the promise of a truthful and corrupt-free government. We will write a custom essay sample on Poverty and Conditional Cash Transfer specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Poverty and Conditional Cash Transfer specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Poverty and Conditional Cash Transfer specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A BAND-AID SOLUTION. It is quite obvious that the alleviation of poverty is also at the core of the present administration’s concern. In fact, the increase in budget allocation intended for the Pantawid Pamilyang Pilipino Program (4Ps) or the so-called Conditional Cash Transfer for the poorest of the poor families excellently manifests how the Aquino administration is really resolved on getting every poor Filipino family out of poverty line. Though it exemplifies the effort of a responsive and caring government, it is highly impractical for the government to continue dwelling on strategic program like the 4Ps as long-term solution to poverty. This has to be considered only as quick and temporary intervention for easing the effects of poverty among poor and highly marginalized families while the government is trying to fast-track projects to stimulate development that will alleviate poverty. With a limited budget mostly funded by a loan grant from foreign financial institutions like ADB, the program is not that too accommodating for other people particularly among families, who by virtue could be considered to be poor and marginalized but unfortunately, were not qualified to receive the benefits under the criterion of the National Household Targeting System for Poverty Reduction (NHTS-PR). On the lighter side, this subsidy would somehow spell temporary relief for qualified poor families to get across daily financial constraints, with the assurance that they in return must comply with the conditions set forth by the program. As a short-term poverty reduction and social development strategy, the 4Ps does not necessarily provide a sustainable solution to ending poverty in the country as it would only provide band-aid solution to the effects of the problem and not necessarily to the cause of poverty. Though, this would help assure government that the poor especially women and children are given attention under the program through social assistance to alleviate their immediate needs and social development through health services and free education for their children. The conditional cash transfer program has proven to be an effective way of keeping children healthier and in school as asserted by Camilla Holmemo, ADB Poverty Specialist. However, one could not help but worry also of the idea that this would only create precedence among poor families to be fully reliant on the help xtended by the government and would only prevent them from realizing that they are still in full control of their future. To give cure to this so-called societal decay, the government must seek meaningful ways to fight the decay from the core. The problem on poverty lies on the fact that the poor are denied of equal access to opportunities. While the Aquino government shall continue on extending conditiona l cash assistance to immediately ease hunger among poor families, it must carefully plan strategic ways to address poverty systematically from the grassroots level as the barangay. It must create opportunities where poor families are not deprived and left unattended. As to how these opportunities can be realized is a challenge that has to be shared by all agencies of the government and for government to have more funds and financial aids available. A MILKING COW? One could not help but worry again of the kind of fate this program will have in the future, especially when this government is immediately associated with graft and corrupt practices. This country has its long history of corruption that is why citizens of this republic were already repugnant of the fact that some officials in the government entrusted with public trust and confidence are actually turning government projects into a milking cow for their own personal benefit. For government programs like the 4Ps which has enormous budget allocation, it would not be unlikely that such government subsidy could be susceptible also to waste and leakage. It is an ominous reality that corruption is undeniably an impediment to any directed developmental efforts of the government for the economy and the people. That is why, it is very important for the Aquino government to be sincere on its pursuit for good governance. I laud the Aquino government for its initial steps of rebuilding trust and confidence within the government bureaucracy. To me, it is the important thing as showing the people that change must start from the initiator.

Bless The Beasts And Children essays

Bless The Beasts And Children essays The novel, Bless the Beasts and Children, by Glendon Swarthout has a theme of the progression of the Bedwetters. These are kids who are ostracized because of their lack of physical abilities. Their individualistic actions are eliminated as the novel progresses. Before the group changed to a fully functional group one could find clues of these individualistic acts such as when the Bedwetters attempt to steal the buffalo head from one of the other cabins. John Cottons, the leader of the Bedwetters, at first refuses to compromise and allow the group to get food. When he does compromise, the Bedwetters begin their progression. Finally the event in which the Bedwetters free the buffalo shows them as a fully functional group. The groups individualism is shown when they attempt to steal the buffalo head from the Apaches. They botched it(pg. 60) describes the Bedwetters attempt. Goodenow and Lally 2 set the group off on the wrong foot after one has giggled and the other trips on a root. Teft and Shecker, being the strongest, were the ones to enter the Apaches cabin and take the trophy down. Once, successfully having entered the cabin, Shecker being clumsier than a cub bear catches the power switch to his radio on a piece of elastic. This causes all the campers to wake up and tackle the Bedwetters. The Bedwetters are tied to a tree and the Apaches urinate in their chamber pot. If their actions had properly been planned and the six of them worked together, the Bedwetters would have been successful. However, that was not the case and it showed. All but one of the six began to cry. If the group had been one whole, they would have used each others strength to keep from crying. The Bedwetters learn from this ev ent in which they are greatly humiliated. When the next time approached with a way they could better work together, they will. Clearly, the Buffalo Head incident has started the Bedwe...

Standards in Police Selection Essay Example | Topics and Well Written Essays - 1250 words

Standards in Police Selection - Essay Example Cases in the media where police officers are caught (on tape or otherwise) brutalizing segments of society only underscore the importance of careful police selection processes being in place. But how do police departments typically set the standards which recruits must pass and what methods are implemented during this crucial selection process? According to Doerner and Nowell (1999), "Most departments rely upon polygraphing, physical wellness standards, educational requirements, medical reviews, and background checks to screen out patently unqualified applicants." These methods are often augmented by "psychological testing, personality typologies, cognitive examinations, interest inventories, oral board interviews, assessment centers, and situational tests" (Doerner & Nowell 1999) in order to complete the selection process. In order to save time and cost in the police selection process, however, attempts to replace these traditional methods of police selection are continually being tested for reliability and validity. To this end, there are many new police selection tools that have come on the market recently. One of these newer methods of police selection is the behavioral-personnel assessment device test (B-PAD). In this test, recruits view a videotape of typical police crises and scenarios, and then their responses of how they would handle the situation as a police officer are recorded on tape, to be viewed by a panel of judges.(Doerner & Nowell 1999). The B-PAD is supposed to test a recruits interpersonal skills and judgment. There are some questions about whether such a test is biased against the demographic background factors of either the recruit or the judges, such as bias based on sex or race. Although preliminary studies show there is no bias in test, there is sure to be more research on this . One of the most typical ways that a police department in the U.S. selects recruits is

Human Resource Management - Learning Assignment

Human Resource Management - Learning - Assignment Example In order to understand these new needs, and fit the support systems to the business context, HR professionals need to be part of the planning process right from the start. The strategy that a company adopts has to be deliverable, and the contribution of HR can make sure that the whole organization is geared up to match strategic objectives, using tools like rewards systems, orientation programs, working time arrangements and many others. If strategic planning and HR are separate, then a gap can develop which hampers progress towards corporate objectives. If HR is involved in strategic planning then employees can be sure that details such as the terms of their contracts and the working arrangements in their teams have been put together in alignment with company objectives. There is consistency across the board when points of debate or contention arise, and employees are less likely to be caught between conflicting messages. HR can serve as a useful channel for information to flow from the very top of the organization to the very bottom, and across the whole width of different departments or sections. The organization is therefore bonded together more fully. This means employee views are heard and their concerns can be fed into all processes at all stages. Sensitive processes like down-sizing are likely to run much more smoothly and fairly when HR considerations have been included in the planning stage. Management directives and core corporate values are much more likely to be adopted if HR has influenced their formation and implement ation (Williams, 2010). 3 What do you think are the risks involved (to HR and the organization as a whole) if HR does not make this a priority and instead remains a purely task-oriented department mostly administrative in nature? If HR remains a task-oriented department it will more than likely find itself in

Refletion Essay Example | Topics and Well Written Essays - 250 words - 1

Refletion - Essay Example I intend to join college to continue with my career goals. I believe that the appropriate use of mathematical coding practices will play a key role in my success: Application of best practices will assist me in my research project in college i.e. when performing data analysis, when completing mathematical formula among others. I will also continue using coding practices in my University while performing data analysis or when tackling certain mathematical problems. In other classes i.e. Chemistry classes and Physics lessons, I apply mathematical formulas to complete certain tasks: Mathematical coding has played a key role in assisting me to complete these problems as well as instances of data analysis. The most important practice in mathematical coding is ensuring that it meets the recommended coding standards, which may involve asking questions such as: Is the coding system efficient? Is the coding practice usable, maintainable and dependable? This is important because it ensures that a lot of time is wasted by using inefficient coding practices that may lead to generation of inaccurate

Nurse Standards And Documentation Nursing Essay

Nurse Standards And Documentation Nursing Essay Nursing standards are expectations that contribute to public protection. They inform nurses of their accountabilities and the public of what to expect of nurses. Standards apply to all nurses regardless of their roles, job description or areas of practice.(College of Nurses Ontario, 2008, para.1). Documentation is one of the vital components of ethical, safe and effective nursing practices that provide comprehensible image of the client health status and their outcomes. (Practice Standards, 2008, para.2).Whether the documentation is in electronic or written format, hence documentation communicates the nurse observations, decisions, and outcomes for the client. According to the Aga Khan University policy of Documentation of Nursing Care (2008), documentation is a direct nursing activity that ensures the evidence for provision of nursing care and continuity of care. (p.1.1). The quotation indicates that for every events and record it is very important to do documentation as evidence so that the staff would legally be safe. Moreover nursing care provides good and healthy communication between the staff and the patient and further this provides the good continuity of care to the patient. According to Kimberly (2003),if it wasnt documented, it wasnt done. (para.1). This revealed th at in the clinical setting, if the documentation is not complete, then the work will be count incomplete. During my senior electives in my practice setting in Private Wing II (medicine unit) I encountered many issues regarding documentation on bedside files. I observed most of the nursing staff not following the documentation policy. For example, absence of events related to abnormal vital signs, patient response during invasive and non invasive procedures, abdominal pain complaint and its monitoring scale, errors in 24 hours calculations of intake output flow sheet that can impact on patient negative and positive balance. Moreover, issues related Nasogastric feeding and patients tolerance ability, absence of initials and dates on weekends and wrong addressograph of patient on intake output flow sheets, non useable abbreviations, illegible writing and inaccuracy of nursing notes, all these issues identified during rounds and in morning over. So, I planned and decided to bring these documentation issues in front of my preceptor and manager not only to approve my project, but really want s taff to work on it so that they would legally be safe and performance of the organization should be maintained. My preceptor and manager appreciated me and approved my project and this is how my project journey begins. We all nurses knew that documentation is an ethical and legal issue and making a single error in documentation can put the staff in lawsuit. Therefore to bring improvement in staff documentation practices and to observe staff knowledge I developed a questionnaire tool. At last, I come to conclusion that staff really needs to work on documentation as there is a gap identified in some of the staffs knowledge about documentation. Both preceptor and manager appreciated me and permit me to work on it as issues of documentation on clinical setting quite common now a day that does not only put the staff in trouble but this can affect the organization. Therefore, I discussed all the related issues regarding documentation with preceptor and manager and finally the project appr oved by them. Nursing manager and preceptor considered that work on documentation is a good project so that staff should think of it and work on it in order to bring improvement in their documentation and not make further errors that can affect the patient quality of care as this is an ethical issue. For assessing the need of the selected topic, I developed a pre test questionnaire based on staff knowledge about nursing documentation and finally I come to conclusion via assessment that staffs really have to work on documentation as some of the staff had lack of knowledge regarding nursing documentation. Some of the staff have knowledge but do not show accountability which can put the unit and other staff in trouble. I also identified other issues for practice based project. Firstly, non compliance to infection controls policy. The purpose of not selected the topic was that, all the units Head nurses, Clinical Nurse Instructors (CNI) and Infection Control Staff members are working to gether on it. In addition, they do reinforce unit staffs to attend the infection control sessions on constant basis not only to prevent them but also prevent the other members and patients from infectious diseases. Secondly, bed sore issues are the most common problem I identified in unit. The reason for not selecting the topic was as the Case Manager of the unit already made a project on it, she performed rounds on daily basis and every month she takes sessions on bed sores for the staff. Thirdly, communication gap among the staff and patient. For that, CNI and Head Nurse (HN) are taking classes of morning and evening shift staffs on regular basis. In order to support the need of the project, I reviewed the previous quarterly internal audits results of nursing documentation, which showed that staff does not following the principles and the policy of nursing documentation. The main observations in these audits were non useable abbreviations in nursing notes and in flow sheets i.e. @, cc, KCL, etc. Moreover, unauthorized staff documentation, wrong addressograph and wrong calculations of 24 hours documented and identified in intake output flow sheet in the month of February 2010 May 2010. The major observations which I found during the rounds were almost same except one which has not mentioned in audits observation was the events of patient complain, abnormal vital signs and invasive and non invasive procedure that I identified. All these issues have now become the priority of a unit. Therefore, being a responsible staff I decided to take this project as a challenge and plan to work on it. As the documentation is an ethical and l egal concern that provides quality care to the patient. Moreover, documentation is a basic tool of communication in which nurse does assess patients condition in order to document patients records, so that staff would legally be safe and patient care not compromised. Based on above observations and from the audits results, I developed a pre test questionnaire according to staff need that contains 15 questions. For maintaining reliability of the questionnaire it was checked by the preceptor and facilitator. After substantiation of the pre test, I made it fill with the Nursing Assistant (NAs) and Registered Nurses (RNs). I took 20 samples of the staffs that were 40% staffs of the unit. Although pre test require 15 questions but I scrutinize the five major priority questions of the test. An assessment results reveals that 65% staffs answer correctly about the best definition of nursing documentation. Moreover, 50% staffs did correct answer on purpose of 24 hours of intake output balance documentation. Furthermore, 25% staffs answer correctly on purpose of intake out put documentation in flow sheet. Besides this, 50% staffs gave correct answer on responsible of documenting IV fluids and intake output calculations of 24 hours. Analysis of the issue with evidence based literature: According to Aga Khan Policy of Documentation in Nursing Care (2008), Patient record is a legal document; therefore must present legible, accurate, timely, objective and complete information about patient and intervention. (1.2). This definition clearly explains the standard documentation that are necessary for all nursing staff in order to be legally safe as documentation is an ethical and legal issue all over the world. According to Connor, K. et al (2007), nursing documentation has a high priority in all trusts because analysis of records of care and observations has revealed that use of multiple charts and repetitive recording causes practical and legal issues.(para.2). The above quotation indicates that repetitive records can affect patients quality of care. Moreover, this can take the staff in law suit. Furthermore, organization performances would get affected if its taken in the court. Hence, this has been observed that lack of thorough documentation and nurse accountability r eveals many complaints and investigations arising from clinical incidents which were leading to indefensible claims for the staff. According to NMC (2002), Vigilance is required to ensure high standards in record keeping, whether records are in written or electronic form. The audit of patient documentation is a facet of risk management that can help to promote quality of care. Wood, C., (2003) believe that any notes or records demand legal documentation, and if any judgment, vague or unsubstantiated documentation found, it would be difficult to maintain professional reliability in the court. (para.2). Hence, good record keeping promotes better communication as well as continuity, consistency, efficiency that further reinforce professionalism within nursing. Integration of the Model: I run this project through PDSA model, visualized by Walter Shewhart in 1930s and further this was adopted by W. Edwards Deming in 1950s. This model is known as Shewhart cycle, Deming cycle, Plan-Do-Study-Act cycle, and Plan-Do-Check-Act cycle. Also known as Learning and Improvement cycle. In this model, the cycle shows the framework for the improvement of a process or system. (Refer Appendix A). According to Kevin (2008), once target improvement areas identified, the model will provides a framework that can further used to guide the entire project or to develop the specific objects. (para.2). Furthermore, the PDSA cycle also used when starting a new improvement project or when implementing any change. Besides this, PDSA cycle also used as a model for continuous improvement in quality care. According to Tague (2004), The PDSA cycle has 4 steps for carrying out the change. Just the circle has no end; it should be repeated again and again for continuous improvement (para.3). Taking thi s point I would add that in the same manner unless the staff brings change and improvement in them, ongoing sessions for the documentation, activities of documenting notes quizzes and review of policies should be continue. Here I would integrate this model with my project. The first step is plan, in this step I identified the area that needs improvement. Furthermore, I collected data and planned strategies accordingly for change. I identified four issues from the unit and analyzed the significance of each issue. I discussed each problem with my preceptor and planned for prioritizing the issues. Moreover, CNI planned a meeting with unit manager for selection the priority issue for the project. Finally after the discussions and come to conclusion I selected the topic documentation based on staff knowledge, attitude and practices during the clinical setting. I gathered data through observations during rounds and knowledge identified via pre test. I planned strategies for implementation s, that is session awareness and develop innovative flyer. Moreover, discuss with CNI that PowerPoint presentation should be done via multimedia and for the nursing notes activity White Board with markers should be needed. The second step is do, in this implementation of the project done. I conducted three sessions on different days for all the staffs. I carried out the session in the evenings shift staffs. Moreover, for each session I developed an innovative flyer, and pasted on noticed board for the announcement of the session. (Refer Table 1. Action Plan). Moreover, I taught and encouraged the staff how to retrieve the policy on the computer. For sustainability of the project, I discussed with all team members about the results of the project. Moreover, I explained them that for effectiveness of the projects results they have to initiate the staff and take the responsibility to observe the staffs documentation practices in their shifts. In addition, I arranged a meeting with the nursing documentation monitors of the unit and give them the responsibility conduct in service sessions in every fifteen to twenty days. The third step of the model is study, for that I searched many relevant literature that supports my nursing documentation project. And If I take the component check of PDCA model I evaluated the staff by post test; Moreover, I present different scenarios for the staff, based on documentation practices where staffs have to demonstrate documentation according to its principle. Furthermore, I took the redemonstration of the process of retrieving documentation policies and observations to evaluate the staffs on their nursing documentation practices. The fourth and last step of the model is act. In the act phase, first I used power point presentation lecture with two way communication, and showed pamphlets and cards which I made for them for my sustainability. It is decided that the improvement has come in them or not, whether their practices changed or not. Improvement practices bring changed in them or not. For this project the time was short, so I could not able to perform this step completely but I handed all my things to CNI and the volunteers for further proceed the session. Implementation: Implementation is the most important component of the project. I applied multiple strategies in order to implement the project effectively. My first strategy was to provide knowledge to staff about the documentation and its practices. I searched many literatures on the selected issue and review and retrieved nursing documentation policies and further discuss with my preceptor and facilitator. Also developed PowerPoint presentation slides on the selected project. According to Green, Palfery, Clark Anastasi 2002, The slides are similar to lecture and work well for initial explanation and clarifying the concepts of the learners. (p.2). To observe the enhancement knowledge of the staff, I showed power point presentation slides to the staff, before conducting the session I also showed the slides to my preceptor and facilitator. After justification of the presentation, I conducted three sessions on different days. The reason for three sessions was to expand information to different group s of staff. I conduct all my sessions in overlapping timings and most of the time evening staff attend my session rather than morning. I considered, this strategy was appropriate and relevant to the practice because mosts of the evening staff does attend the sessions on different topic so they do not have to tense that they are giving extra timings to the project or applying any efforts. Green, Palfrey, Clark Anastasi 2002, The slides are similar to lecture and work well for initial explanation and clarifying the concepts of the learners. (p.2). Moreover, I encouraged the staff to participate actively because this helps the staffs to express out their views and carried out their personal experiences and learn different concepts via groups. Group discussions are good for problem solving, critical thinking and demonstrating different points of views among learners.(p.1). My second strategy was to teach the process of retrieving the documentation policy for the staff and encouraged th e staff to re demonstrate it. Also redemonstrate the nursing notes in order to observe the practices of the staff following A-G assessment. The strategy was very effective because here I come to know the staff practices and their knowledge. According to Rodrigo, Meredith Moore 2003, Kinetics learners learn by doing and prefer learning that involves movement, active participation, and concrete objects. (p.1). My third strategy was to develop an innovative flyers that I pasted on the unit notice board for the reinforcement and remembrance of the staff. Evaluation: In evaluation, for RNs I distributed nursing notes paper to observe their documentation practices Moreover, I asked staffs about the Aga Khan University documentation policy. For nursing assistant (NA) I distributed intake output flow sheet where I asked them to document routine amount of fluid intake measurement. Furthermore, I asked the staffs about the documentation error policy. It is saying that no project will be successful without knowing its outcomes. After the implementation I performed an evaluation of my presentation. After providing them the session on documentation, I found t nursing staffs were able to clarify their concepts about the documentation and its error policy. To observe the base line knowledge among staff regarding nursing documentation. For that purpose, I have utilized evaluation tool on nursing documentation formulated by me, after preceptors guidance and approval. (See results of evaluation (Refer Appendix B). The implementation analysis indicates that 85% of my project went successfully (Refer Appendix C). In addition, staff participated well; share the realistic examples related clinical. Moreover, suggested to have these kinds of sessions on quarterly basis so that to improve the knowledge. Furthermore, also suggested to have an activity on nursing notes so that they can bring change in documentation practices. Limitations: Time period for project was short that is why unable to involve all staff in implementation of the project. Another reason for not attending the session by staff was, most of the staffs were busy in providing care to the patient. Moreover, for the evaluation of project I have two weeks in identifying needs, selecting priority issue, observations, assessment and evaluation of the project which was a great challenge for me. Furthermore, lack of resources was a big issue as Learning Resource Center was full most of the time and lots of budgeting issues for assessment, evaluation and on articles but with the great support of preceptor and ongoing facilitation by my facilitator made my life easy in the completion of running the project successfully, smoothly and timely. Recommendations: There are certain recommendations in regards of nursing documentation. Policy of Documentation should be reviewed on daily basis in unit for the knowledge and bring improvement in nursing documentation. Secondly, sessions, quizzes on the nursing documentation should be conducted every month by assigned nursing staffs or Clinical Nurse Instructor (CNI) in order to observe staff knowledge. Furthermore, 8 steps of audit checklist need to be followed and referred. Moreover, nursing documentation should be done by utilizing audit tool every quarterly, for the improvement of practices and monitoring of compliance to documentation policy. Conclusion: To conclude, I will say that documentation plays a vital role in nursing practice because this communicates health care providers about patient assessment, planning, interventions and evaluation of the patient condition. Moreover, it an ethical issue that is a legal documentation and ultimately this safe staff for any legal actions. Documentation shows honesty and care for the patient which should be done on time. If care is not documented, it means its not done. In the last, I would say that this project enhanced my learning. It provided me an opportunity to work as a team member with staff, Head Nurse (HN) and Clinical Nurse Instructor (CNI). This project also enhanced my leadership style what I learned the concept in class. Despite of all this, the project helped me to work independently and to study about nursing documentation in depth. Moreover I learned to integrate new concepts and model that would further help me in my profession career.

George Orwell :: essays research papers

Eng. 12 Essay #3 Revision Save Face Or Do What’s Right? In the essay "Shooting an elephant" George Orwell describes an incident he had while working as an Imperial Police officer in Burma. An elephant had gone out of control and was loose in a town. He was forced to make a decision on whether to follow the will of the local people, or to save the elephant's life. Orwell knew it was wrong to kill the elephant. He had not wanted to from the beginning. He had brought a gun just in case he might need it. When he finally came to the elephant, who was peacefully eating outside of the town it no longer posed a threat. But, a large group of people had formed behind him, and they were now expecting him to kill the elephant, giving them a show and some food. The people who had abused him the entire time he had been in Burma now found him worth some interest. If he didn't kill the elephant, he would be disappointing all of the people. He considered it his job at that point to impress the people. So he killed the elephant for the people, hoping to gain respect from them. In my personal experience, I was once faced with a situation like Orwells. I was put in a situation where I had the choice of saving face or doing what was right, unlike Orwell I chose to do what was right. This passed week it happened, A couple of friends were going to Philadelphia to go to a overnight club. They were going to stay there for three days, which meant I would have missed three days of school and work. My friends were pressuring me to go, fortunately for me I don’t care what people say or think about me. They called me names. They said I was chicken, nothing serious, but it hurts when your own friends call you names. When they were leaving they called me one last time. They kept pressuring me to go. Like In "

Working Overtime and Job Satisfaction in Hilton Shanghai Hongqiao

[pic] Working overtime and Job satisfaction in Hilton Shanghai Hongqiao Name: Yujie Hou Relation No. 74759 Mentor: Sandy Loup Internship in Front Desk & Executive Lounge, Hilton Shanghai Hongqiao, China Stenden University Leeuwarden The Netherlands Bachelor of International Hospitality Management September, 2012 Table of content Declaration of own work3 Introduction4 Chapter 1. Company Description5 Chapter 2. Project Exploration8 Chapter 3. Literature Review9 3. 1 Working overtime9 3. People who work overtime12 3. 3 The reasons of working long hours12 3. 4 Job satisfaction and working overtime13 3. 5 Conceptual model. 15 3. 6 Problem definition16 Chapter 4. Methodology16 4. 1 Research design16 4. 2 Instrument design17 4. 3 Limitations of Research Methods17 4. 4 Data Analyze18 Bibliography19 Appendix 1. 21 Appendix 2. 22 Declaration of own work 1. This work is composed by me. 2. This work has not been accepted in any previous application for a degree or diploma, by me or anyone else. 3. The work of which this is a record is done well and truly by me. 4.All verbatim extracts have been distinguished by quotation marks and the sources of my information have been specifically acknowledged. Date: September 01, 2012 Name: Yujie Hou Signature: Introduction In 1993-1994, 23% of females and 27% of males claimed to have worked unpaid overtime (Bell and Hart, 1999). The Beijing Bureau of Statistics said employed people in China's capital worked for 5. 9 days, or 47. 2 hours, a week on average (Xinhua News Agency, 2006). An online survey of 15,000 people from a well-known Chinese job-hunting website shows a shocking figure that over 40% of the respondents worked vertime without paid. An incredible reality from Hong Kong Federation of Trade Unions reported that more than 50% of Hong Kong women who have full-time jobs work overtime at least two hours every day. Why do Chinese people work overtime become an ordinary phenomenon? How do they feel about working overtime? How do Chinese feel about having to work overtime? Do they feel happy? Can the company get more benefits from employee working overtime? The relationship between overtime working and job satisfaction and how working overtime involves in job satisfaction could be discovered.On behalf of understanding, measuring and improving job satisfaction is an advantage competitive in hotel management team. Therefore, this project mainly focuses on figuring out how working overtime impacts on job satisfaction, and in order to help managers in Hilton Shanghai Hongqiao to get a better method of measuring working overtime and improving employee satisfaction. First of all, a company description is given in the report. In this chapter, not only the general knowledge of the company itself will be introduced, but also the figures of staff turn over, salary of employees and a SWOT analysis are given.The following chapter Project Exploration high lighting the purpose of this management project, furthermore, the litterateurs are reviewed in the following chapter, a conceptual map is drawed into detail points, problem statement and research questions are mentioned as well. Last but not least, the chapter of Methodology decribes a method of research method, instrument design, data collecting, data measuring and analysing. Chapter 1. Company Description The full name of the company is Shanghai Hongqiao Yuanyi Hilton, which is a joint venture business with Yuanyi Group and Hilton Worldwide.Yuanyi Group is the owner of hardware facilities and real estate, Hilton hotels ; resorts is a managerial role in the property. The company is a sub-brand of Hilton worldwide, which is Hilton hotels ;amp; resorts. It is a full service five star hotel which opened in October of 2010. The facilities of the hotel are complete, plush and luxury. The company is located in Hongqiao Economic and Technical Development Zone, is just 15 minutes from Hongqiao Airport (Terminal I) and 13km from People's Square in the hea rt of Shanghai.Apart from the above events, there is a buffet restaurant Essence indulging in fine Pan Asian and Mediterranean cuisine at the all-day and sample authentic Cantonese dishes at Yue Xuan which is an a la cart restaurant. Additionally, Hilton Shanghai Hongqiao provides a business center, lobby lounge Pulse, Delicatessen, Vine Bar, fitness center and a stay connected Executive Lounge to satisfy the diverse needs of the guests The company places marketing emphasis on both business travelers and leisure travelers, and also Japanese guests which is a main market for the company itself.There are over 500 work members in this company, which including foreigners, locals and also staffs from other cities in China. Most of the head office managers and directors are foreigners. Full-time contract employee accounts for 72. 8%, and the part-time contract employee takes up12. 4 percentage in this company mostly in banqueting and Essence restaurant and the trainees occupy 14. 8 percen tages. The company is a newly opened hotel, and the executive building was just partly open in April, 2012.The biggest problem of the Human Resource Department is the talent gap. In order to attract more new interviewees, every Wednesday is the company Open day and people can go to the Human Resource department to hand in their CVs without an appointment. Through the monthly employee party, it can be seen that there are always new staffs join in the Hilton family. As the information shared from the HR assistant manager, the staff turn over of year 2011 was 13. 1%, it is higher than the average hotel staff turn over rate which is 10% in Shanghai (Fang Xu, 2010).The turn over of head office employees in this company is also very high, during the period of the author's internship, the General Manager, Director of Finance, Director of the operation, Director of business development, F;B manager, Front Office Manager, three Duty managers played job-hopping to another company. There are 1 1 levels accounted in Hilton, such as GM is the highest level which is 11 and trainee is level one. The salary of the trainee is 1,000RMB, around 120 per month. The biggest employee amount is level three, the average salary is 2,800RMB (=â‚ ¬346) per month, supervisors are at level 5 which can own 3,400RMB (=â‚ ¬419. ) per month. As an example gave within duty managers, the salary of foreigner' is three times than the Chinese employee in the same level position. A following SWOT analysis table shows an overall idea of the company's both internal and external conditions. The internal part includes Strengths and Weaknesses. The Strengths are more focuses on the company facilities and around the environment. For instance, the golf court is a big strong point of Hilton Shanghai Hongqiao, which is just in a walking distance. The weaknesses are mostly from the guest complains.For example, the 80RMB of parking fee is a big guest complains in this company and it happens almost everyda y. Three separated buildings are a weak point because it is very complicated for the guests to find the direction. The service quality is a frequent criticism object from customers. The external part is focused on the financial environment and competitors. Shanghai attracts 215 million domestic tourists and 8. 5 million foreign tourists in 2010. In addition, tourism revenue of Shanghai in 2010 is 305. 3 billion RMB (Shanghai tourist development report, 2012).There are 44 five-star hotels and 64 four-star hotels in Shanghai and 11 five-star and 7 boutique hotels are building up. Hilton Shanghai Hongqiao won the ‘Top Seller' in September 2012 in Asia Pacific area. The company has a lot of opportunities and it is a great time, but also it is facing with various challenges. Table 1. Chapter 2. Project Exploration During a period of 10 months, it turned out that it apparently it was difficult for employees to finish their tasks within the required time resulting in having to work o ver time.In hotel operation departments, there are three shifts, in general, morning shift staffs working from 7am till 3pm, the afternoon shift from 3pm till 11pm, and the rest hours are evening shift. However, most of the employees in Hilton Shanghai Hongqiao will spend quite long time in the shift turnover period, and it leads directly to work overtime in everyday and in every department. Furthermore, these over hours will not be counted into paid overtime working. Front office is not the only department, but it apparently most frequently in the company.Moreover, as it was written in the previous chapter, the turnover rate in Hilton Shanghai Hongqiao is higher than the average rate. Especially in front desk department, since 2011 November till 2012 September there were 5 employees quitted their job who had worked there over one year and 9 trainees had not worked over 6 months which means they quit before they became a formal staff. It be seen through the first two sentences writt en in the introductory chapter that working overtime is very normal in China and the reality shows it is a truth in Hilton Shanghai Hongqiao.This project is trying to identify the relationship between working overtime and job satisfaction, and enhance to give the managers of Hilton Shanghai Hongqiao a further consideration of monitoring overtime working and improving employee satisfaction. Meanwhile, job satisfaction is a source of long-term competitive advantage in the hospitality industry, by the core values of Hilton Worldwide which is described as Hospitality, Integrity, Leadership, Teamwork, Ownership and Now, each values have a strong connection with job satisfaction.For the Hilton Shanghai Hongqiao, this management project could be a helpful way to get more involved into employee satisfaction and measuring overtime working as well. Chapter 3. Literature Review This chapter concentrates in working overtime and job satisfaction. Figure has an intuitive feeling to compare the di fferent hours of working overtime in different places, so the first paragraph research figures to give an overview of working overtime in selected places and according to law and compare with China's situation.The following two paragraphs are in an attempt to find out who works overtime, and the reasons of people work overtime. Furthermore, the job satisfaction of different genders, the importance of job satisfaction and the relationship between job satisfaction and overtime working will be reviewed in the last paragraph. Last but not least a conceptual model covers the main point which includes the literature review. 3. 1 Working overtime In this part, the definition of working overtime is given, and some figures of overtime hours in different countries and a table of standard and maximum working hours for comparison.Working overtime is normally approved in advance by the Head of Department and is agreed in order to complete work for a deadline or to meet additional demands. Howeve r, the initial periods of less than half an hour are not classified as work overtime. Additional hours or overtime will not qualify for payments until the member of staff has worked to their number of basic contractual weekly hours (Working additional hours and overtime, 2011). Pascal and Damien (2000) found that about 20% of European employees work 45 or more hours a week, and about 13% of the full-time employee's weekly work over 50 hours.Long work hours are also a common phenomenon in the United States: more than 1/4 of US men and 11% of women work more than 50 hours a week (Jacobs ; Gerson, 2004). In addition, extreme overtime work is pervasive in Korea and Japan where many employees work more than 60 hours a week (Amagasa, Nakayama, ; Takahashi, 2005). A reach showed that there are only 13. 7 percent worked for no more than eight hours a day in China, 40. 3% worked eight to nine hours, 23. 48 percent put in nine to 10 hours a day and 22. 0 percent worked more than 10 hours (Xin hua News Agency, 2006). In generally overtime work is a common phenomenon in both Asian and Western countries. Working overtime also occurs in developed countries both in Asia and Western. Moreover, China has the most numbers of populations who work over 8 hours everyday which accounts at 86. 3%. The following figure gives a clear picture of the standard working hours in selected places, and the maximum overtime hours allowed in the law and also the overtime pay rate. |Table 2. | | | |Selected places |Standard working |Maximum overtime hours allowed |Overtime pay rate | | |Hours | | | |Finland |8 hours/day |Up to 138 hours within a period of 4 months |1. 5 times of the regular rate of pay for the first two hours | | |40 hours/Week |Up to 250 hours during a calendar year. |2 times for any extra hours. | | |The yearly maximum can be exceeded at 80 hours on a local agreement. | | |France |35 hours /week |Up to 220 hours per year. |Each hour of overtime is payable at 10% to 50% higher than the | | | |This limit may be exceeded with a collective agreement between the employer |regular hourly rate, depending on the cumulative total overtime | | | |and employee. |hours worked. |Ireland |48 hours /week |No specification of legal maximum overtime hours The actual working hours |No statutory obligation on employers to pay employees higher rates | | | |may fluctuate considerably as long as the average working hour per week is |for overtime works. | | | |not more than 48 hours over 4, 6 or 12 months (depending on circumstances) | | |Japan |8 hours /day |Up to 2 hours per day for jobs this may cause harm to health. No lower than the rate stipulated by Cabinet Order within the range| | |40 hours/week | |of no less than 25% and no more than 50% over the normal wage per | | | | |hour or per day. | |Malaysia |8 hours /day |Up to 4 hours per day except under special occasions. |1. 5 times of the regular rate of pay. | | |48 hours /week | | | |Singapore |8 hours /day |Up to 72 hours per month |1. 5 times of the regular rate of pay. | |44 hours/week | | | |South Korea |8 hours /day |Up to 4 hours per day |1. 5 times of the regular rate of pay. | | |40 hours /week |Up to 12 hours per week. | | |Taiwan |8 hours /day |Up to 4 hours per day and 46 hours per month. |; 2 hours, at least an additional 1/3 of the regular hourly rate. | | |84 hours two week | |2

Little Biographys essays

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