Tok Essay - 1436 Words

New TOK Essay Topic 3: There are no absolute distinctions between what is true and what is false. Discuss this claim. I’d always believed that the truth was a rather simple idea. To me, it was something that was true or correct or existing in this world. But after all the discussions in TOK, with family and with friends, and after deep rumination on the subject, I’ve realized that’s it’s a much more broad, complex and often mind-boggling concept. However, now I see that there are essentially three main factors that lead us to accepting something as the truth: a strong emotional belief, our senses (particularly sight) and applied logic and reasoning. These are in fact three of the ways of knowing. Language is used to aid the acceptance†¦show more content†¦The belief may have been cultivated by family, religion, culture or any other external factor but the fact remains that it is accepted as a truth mainly because of the strong emotions associated with it. However, these same emotions are incredibly varied between people because of the differences in family, relig ion, culture and other factors. Hence, there are also people (atheists) that have strong emotions against the existence of God. As this difference in beliefs between people exists and will most probably always exist because of the diversity of our world, emotional belief as a truth cannot be absolute. It is relative to the person believing the truth. Applied logic and reasoning is fundamental to determining axioms, formulas and concepts in Math that are considered to be truths. In Math HL, we have a topic called induction whereby the goal is to prove a certain formula or equation. We can prove the formula, but on all occasions, it is only true within a certain domain, i.e. for a certain set of values. This shows that the formula is not an absolute truth but relative to the variables involved. But let’s also consider the simplest equation known to man: 1 + 1 = 2. Isn’t this an absolute truth? I used to believe so, until I discovered that a pile of sand + aShow MoreRelatedTok Essay1553 Words   |  7 Pagesstudy and understand the knowledge from the past to strive to change the future, but it is up to both historians and human scientists to use it to either better the future or discard it as just knowledge. The knowledge issue I will investigate in this essay was created by the knowledge stated above, which in turn l eads me to question in what ways does History and Human Science use emotion, language and ethics to study the past and change the future. Knowledge from the past comes from studying our historyRead MoreTok Essay1680 Words   |  7 Pagesâ€Å"The Possession Of Knowledge Carries An Ethical Responsibility.† Evaluate This Claim. –Seo Yeon Choi- Theory of Knowledge Essay Topic: â€Å"The Possession of Knowledge Carries an Ethical Responsibility† Evaluate The Claim. School: Auckland International College School Number: 001495 Candidate Name: Seo Yeon Choi Candidate Number: 001495-010 Session: May 2013 Teacher: Beate Wiebel Word Count: 1480 â€Å"The Possession Of Knowledge Carries An Ethical Responsibility.† Evaluate This Claim. –Seo YeonRead MoreTok Emotion Essay861 Words   |  4 PagesVeruska M. B. November 18, 2011 TOK Mr. de Silva Grade 11 OSC TOK Essay: How do Perception and Emotion Contribute to our Knowledge of the World? Perception is broad concept, often defined through various contexts. Similarly, emotion has assorted definitions. These concepts differ in their timing in the world, for without the initial perception, emotion is a non-existent concept. And without such commodities our knowledge of the world would cease to exist. For our perception and emotionRead MoreTok Essay1764 Words   |  8 Pagesindividuals as opposed to others. A personal attribute is a ‘characteristic quality or feature of a person or thing’1 which includes the concepts of culture, experiences, education, as well as biological characteristics such as gender and age. This essay will discuss how these Ways of Knowing can be affected by these features, since this is of major importance to our society’s wellbeing, especially in politics and even daily conflicts between family and friends. One of these ways is the ‘physicalRead MorePossession of Knowledge Tok Essay614 Words   |  3 PagesTOK Outline Essay title – â€Å"The possession of knowledge carries an ethical responsibility†. Evaluate this claim. What knowledge issues I think are involved †¢ How can you possess knowledge? How do you acquire it and do these ways affect your responsibility of imparting it on others? †¢ How is the knowledge you have affected by your personal ethics? Some people would have no problem giving out certain pieces of knowledge while others would be very trouble giving out exactly the same informationRead MoreMemory- A ToK Essay663 Words   |  3 Pagesï » ¿Memory ‘Memory – like liberty – is a fragile thing’ – Elizabeth Loftus. What does this statement suggest about memory as a way of knowing in the pursuit of ethical knowledge? Loftus suggests that memory, like liberty (i.e. freedom), is something that can easily be manipulated due to its delicate nature. The title assumes that we can recall on past events in order to draw reasonable conclusions surrounding ethical issues. In order to understand the question raised in the title more easily it couldRead MoreTOK Knowledge Essay1217 Words   |  5 PagesThe claim â€Å"Knowledge is nothing more than the systematic organization of facts,† has many flaws in its implications. All of the knowledge that we gain as ToK knowers cannot be considered infallible fact. The term â€Å"fact† implies that the statement or claim can be reinforced with substantial evidence and can be proven, and we have learned that almost any information can be considered knowledge, no matter how subjective or specific the information is. Given that an individual is defined by having aRead MoreTok Essay: Ways of Knowing826 Words   |  4 PagesTok Essay Ways Of Knowing Using one way of knowing is not enough if you want to determine if something is true or if something is believed to be true. The different ways of knowing are sense perception, reasoning, emotion and memory. Plato once stated that knowledge is â€Å"Justified true belief† which just goes to show that in order to obtain knowledge, we need to know certain thing as a fact, not belief. When we believe something is true, we do not know it for certain. We just have faith inRead MoreTok on Procrastination Essay1012 Words   |  5 PagesIB Skills Final Assessment – Anti-Procrastination Alex Foxe 22nd June 2012 â€Å"You may delay, but time will not† ~Benjamin Franklin Background: Procrastination is generally defined as the act of replacing high priority actions with those that have less priority. In psychology, procrastination is the temporal gap between intended behavior and enacted behavior. (Mind tools) This psychological behaviour is widely associated with adolescents, especially those in college where homework andRead MoreTok Essay -- Emotions vs Reason1722 Words   |  7 PagesTOK Essay Reasoning and Emotions and the quest for Knowledge 19th century English philosopher Samuel Taylor Coleridge claimed that â€Å"deep thinking is attainable only by a person of deep feeling†, thereby implying that emotions, or â€Å"deep feeling†, play a key role in the quest for knowledge and the ability to reason, or, the ability to think deeply. However, day after day I am confronted with evidence contradicting his statement, and, although I do my best not to have biased perception, I do not see

The Great Chicago Fire of 1871 Essay - 1465 Words

The Great Chicago Fire of 1871 was one of the largest disasters in American history. Practically overnight the great city of Chicago was destroyed. Before the fire there was a large drought causing everything to be dry and flammable, then a fire broke out in the O’Leary’s barn and spread throughout the city. Many attempts were made to put out the fire but there were too many errors and problems in the beginning. After the fire many people were left homeless and had to help build their city again (Murphy, 39) Before the fire broke out on Sunday night, October 8, 1871 there had been a large drought causing everything to be dry and extremely flammable. Many fires had been breaking out in Chicago. Records show that in 1870 the fire†¦show more content†¦An anarchist group called the Societe Internatianale was blamed, and even a fire extinguisher salesman was accused because people say he was showing people how his product was useful. The editor of one paper said that a higher being was responsible and that God was balancing the acts done by the North to the South in the Civil War. No one is sure how the fire started, but the O’Learys were the scapegoats and got a lot of bad treatment after the fire (126). The fire spread from the O’Learys’ barn to the yards nearby. Soon it was spreading throughout the neighborhood. William Lee, a neighbor a block away, saw the fire and ran to Bruno Goll’s drugstore to turn in the fire alarm. Bruno Goll refused to turn in t he alarm because he said the fire truck had already gone past. So instead of arguing, Lee went home to his family. At the courthouse the lookout on duty saw smoke, but thought nothing of it, thinking it was just Saturdays fire and there was no reason to be alarmed. Then he looked up and noticed it was a different fire and had his assistant strike the Box 342 for the fire department. Soon fire trucks were at the scene and attempted to put out the fire. The fire department’s Chief Marshal, Robert A. Williams got the engines to circle the fire to contain it. They got as close to the fire as they could until their arm hair was being burned and theirShow MoreRelatedThe Great Chicago Fire of 18711752 Words   |  8 PagesThe Great Chicago Fire was a major milestone in the city’s history. The fire started on October 8th, 1871 and did not end until October 10th, 1871. People never saw this fire coming which might have made it even worse. The only reason it spread so far was b ecause everything was made out of wood, the ground was parched and the wind was blowing that night; the reason it stopped was because it had started raining. Although the fire destroyed most of the city, it was a positive turning point in historyRead MoreDid Mrs. O. Leary ´s Cow Really Start the Chicago Fire?1250 Words   |  5 Pagesreally start the Chicago fire? Some might say that the cow did start the fire, but there are other theories that disprove this theory. The Chicago fire happened in 1871. It was a catastrophic day in Chicago. Even though it was catastrophic and did some really bad things, it also led to industrialization in Chicago, and made Chicago what it is today. Without the fire Chicago might not be the metropolis it is today. What is the Great Chicago Fire? The fire started on October 8, 1871 (Chicago HistoricalRead MoreThe Great Chicago Fire By Robert Cromie1470 Words   |  6 PagesThe Great Chicago Fire was a historical narrative written by Robert Cromie in 1958, a little less than 100 years after the fire took place. Robert Cromie had many accomplishments to be proud of, since he was a war correspondent, a sports journalist, a columnist, a book editor/author, and a radio and television host. His radio and television shows were about books and authors, and they gained him numerous writing and broadcasting awards. In 1936, he joined the Chicago Tribune staff as a writer (Struzzi)Read MoreEssay about The Chicago Fire Of 1871544 Words   |  3 Pages The Chicago Fire of 1871 nbsp;nbsp;nbsp;nbsp;nbsp;The summer of 1871 had been an unusually dry one in Chicago. Between July and October, only 5 inches of rain fell. In addition to twenty-seven fires in the first week of October, on Saturday night, October 7, a blaze broke out in a planning mill on the West Side and destroyed almost every building in a four block area before it was brought under control Sunday morning. They lost a hose and other fire-fighting equipment, including one of seventeenRead MoreBoston Fire And Chicago Fire1611 Words   |  7 Pages27, 1678 the first fire engine company went into service with its captain Thomas Atkins. In 1736 Benjamin Franklin established the Union Fire Company in Philadelphia. George Washington was a volunteer firefighter in Alexandria, Virginia. Simple fun facts. Since the beginning of America’s independence firefighting has played a huge role in our history Surprisingly, the name Chicago Fire has a plethora of meanings. There is the Chicago Fire American drama series, Chicago Fire professional soccerRead MoreThe Great Chicago Fire983 Words   |  4 PagesOn Sunday, October 18, 1871 the largest fire Chicago has ever seen broke out. Hundreds died and thousands of homes were annihilated. Devistation towered over the city, ashes floated gracefully through the air as bodies, houses and cherished items burned. People ran in fear, holding their young, crying for the gone, searching for saftey. Searching for life. Searching for hope. The past few weeks had been hot, dry, and rainless. A drought. Rain had not fallen for three months. Though, despiteRead MoreThe Chicago Police Department Essay1654 Words   |  7 PagesLeading up to the establishment of the Chicago Police Department, the first rank of â€Å"constable† was created in 1830. Authorization of Chicago’s very own police force occurred on January 31, 1835. On August 15, 1835, the Chicago Police Department was born. The department’s mission reads, â€Å"The Chicago Police Department, as part of, and empowered by, the community, is committed to protect the lives, property, and rights of all people, to maintain order, and to enforce the law impartially. We will provideRead MoreSummary Of Erik Larson s The Devil s The Red Devil And Where Is The White City1176 Words   |  5 PagesWhite City: Murder, Magic, and Madness at the Fair that Changed America . The Devil in the White City is set in Chicago, Illinois in the early 1890s. The book entwines two true stories that, at first glance, don t seem to have much to do with each other: First, the story of architect and urban planner, Daniel H. Burnham, who masterminded the 1893 World s Fair in Chicago; second, the tale of Dr. H. H. Holmes, who has been called America s first serial killer. By now, you ve probably guessedRead More Great Chicago Fire Essay1788 Words   |  8 PagesGreat Chicago Fire I have no passion or desire to write about a thunderous destruction of a city or the death of hundreds of people. Yes, I have no connection to this topic, besides my home being 30 minutes from downtown Chicago, but that does not mean that this fire does not pertain to me or anyone who lives in a completely different state for that matter. So, just because I have never experienced a disaster of this magnitude does not mean that my lips should stay shut regarding the topicRead MoreThe History of Building Codes and Construction2118 Words   |  9 PagesThe History of Building Codes, Construction, and the Aftermath of September 11 Jhimelle I. Sepulveda Columbia Southern University Abstract There have been many catastrophic incidents involving fire throughout history with countless of lives lost and billions of dollars’ worth of damages. The lessons learned from these incidents have led to changes in the way we plan and how we build high-rise structures. These changes evolve into codes and building standards with people’s safety in mind.

HR manager Free Essays

As the Assistant to the HR manager, I would make a mandatory requirement that all incoming employees must complete a new program that was created by me with in their first 90 days. This program would be designed to ensure that our new talent understands the importance of working together. My program would include these three key principles of working together. We will write a custom essay sample on HR manager or any similar topic only for you Order Now The first principle would be on how to effectively communicate as a team. It Is very Important when working together as a team that all vital information Is communicated amongst each other In a clear positive manner. The next principle I would focus on In my program would be having ur Incoming employees work on a group trust exercise. To ensure a high performance team when working together, the team members must be able to trust all the Individuals In the group. The last principle I would Implement Into my program as the assistant to the HR manager would be a diversity workshop. This workshop will prepare Incoming employees to engage creatively, and work out difficult situations with peers of many different backgrounds. ncoming employees will find out immediately that there is a major focus on team work throughout their training. In their first week I would have them focus on how to effectively ommunicate to their peers in the workforce. I would set them up in groups, and have them start with ice breakers, then move on to a small collaborative project. I hope that they learn that effective communication is very important, not only to share the proper amount of information, but by also knowing how to talk in a professional manner. You always want to avoid talking down, and barking orders to your co- workers when working together. Effective communication is not possible if you do not talk to your team members in professional manner. Once the new incoming employees have learned how to communicate effectively when working together, I ould then have them participate in trust building exercises. We all know that trust is the building blocks behind any good relationship, and I would want our new incoming employees to have a good working relationship, and to have trust amongst each other. Some of these trust building exercises would include group projects. These projects are to be designed to have each member of the group to complete a certain task. To accomplish the end result, the overall goal everyone will need to play apart. Groups that complete the project will see that their trust and teamwork lead them to their completion. The other groups that did not finish will also see how Important trust and teamwork is to their success. The last key principle I would Implement in my program for new Incoming employees Is a diversity workshop. Diversity In the workplace has many benefits to It! Some key points that I would want my Incoming employees to get from the workshop will be working together with other cultures to foster a more creative and Innovative workforce. Multicultural employees bring a variety of bring new Ideas, and suggestions to the table. Many Ideas that are refreshing, and sometimes very Innovating. I would want the Incoming employees hat are hired for leadership or managerial posltlons to really focus on diversity when Interviewing, and recruiting talent. Recrultlng from a diverse pool of candidates means a more qualified workforce. A diverse and inclusive workforce also helps Duslnesses av010 employee turnover costs I do believe that my program that will be rolling out to our incoming employees will not only be beneficial to their personal professional development, but also to our organizations. The three key principles listed in my program will have our staff prepared to work together as a highly motivated efficient team! How to cite HR manager, Papers

Fyffes Strategy free essay sample

Bananas and pineapples are common fruits, on average 10 kg of bananas are consumed by each of the 350 million EU citizens; therefore it is not really possible for companies to differentiate fruit products. Because of that it would be complicated for Fyffes to follow a strategy of differentiation. Furthermore the market growth is slow, and it does not change all that much, the main transnational companies between 1995 and 2007 stayed unchanged; they are Chiquita, Dole, Del Monte, Fyffes and Noboa. These transnational companies (TNCs) control over 75 percent of the world trade (Chiquita 26%, Dole 25%, Del Monte 16%, and 8% for Fyffes and Noboa). But Fyffes is the market leader in UK, Ireland, the Netherlands, Spain and Denmark. The difference between each exporter will be in terms of the prevailing production systems and costs of production. Shipping and fuel are the most important costs for Fyffes, but also these costs are not specific to Fyffes, and their increasing is a risk for all competitors. Thus Fyffes requires its direct banana and pineapple suppliers to have low costs in so much as are possible. It also expects the suppliers to comply with policies which are designed to reduce the impact of agricultural production on the environment and to ensure safe working conditions and fair treatment for workers in compliance with internationally accepted labour standards. Fyffes had near monopoly status in the UK and has significant subsidiaries, join venture and associates incorporated in many countries such as Ireland, UK, Netherland, Germany, US, Jersey, Costa Rica. Methods Based on the BCG matrix and DPM matrix analysis, there are several ways of adding the value to Fyffes as well as one way of removing value. Parents rationale * EU Ireland Other UK Fyffes plc Parental development The top managers of Fyffes take a strategic approach to cost management in order to remain competitive (Geoff Percival, 2012) Fyffes operates through its subsidiaries, joint ventures and acquisition from a total of 66 retail and wholesale distribution facilities and five2 ancillary offices throughout Europe with facilities in Ireland, the United Kingdom and the other countries. The company said that the strategic objective of the board is to enhance shareholder value through a combination of organic growth and by continuing to pursue acquisitions of companies in the General Produce and Distribution Sector. In order to achieve the objective, the four market business (UK, Ireland, EU and Other) should follow up the low cost strategy through the methods which have been decided by the parent. Parental development can create extra value and reduce the management cost. For the UK and Ireland markets, they have a high market share and low market growth (show on the BCG map), and Fyffes thinks they should use the method of organic method. The EU and Other markets have low market share and high market growth (show on the BCG map); they can through the acquisition, joint venture and using organic methods to reach the aims. What the four SBUs need do is follow the parent’s strategy and methods to help Fyffes create the extra value. * Fyffes plc Synergy management Other UK Ireland EU Fyffes have already built four market businesses: UK, Ireland, EU and others. Total Produce is primarily involved in the marketing and distribution of a broad range of branded fresh produce to pan European and National retailers and wholesalers. Fyffes procures its products worldwide and is one of the leading distributors of southern hemisphere fresh produce in Europe, in particular fresh produce sourced from South Africa and South America. The most common themes arising from the top managers so far involved the need to foster relationships among the SBUs and work with each other to reduce costs (Geoff Percival, 2012). It is critical for the relationship between the suppliers (Other region markets) and the distributors (UK, Ireland and EU). The four SBUs work together for the fresh fruits supplying and selling, the company launched its worldoffruit. om web site and subsidiary, offering Internet-based business-to-business fruits and vegetables sourcing and information supporting the companys operations are its network of 100 storage, distribution, ripening, and other facilities, a fleet of 17 company-owned or leased temperature-controlled ships, and its own land-based transportation fleet, it can share and reduce the transport cost. The synergy management of the four SBUs also helps Fyffes add more value to the supply chain and make the delivery more efficient. Organic (UK and Ireland, EU and Other) The current situation for Fyffes is that it finds it difficult to grow market share. It has two large cash cows in its UK and Ireland businesses and they are more likely to create diseconomies of scale. On the other hand, Fyffes will find it difficult to gain in any mature markets, finding it will take a long time to get investment back. And as for cash cows, they provide funds for other SBUs. For the status of the enterprise, through the Internal management level classification, matching the relevant responsibilities, rights and interests and the appropriate management methods and means, in order to establish the ability to ensure that the strategy to achieve. Moreover, choosing the right talent for key strategic positions in the organizational structure of enterprises is vital so as to ensure a strong strategic implementation of their goals: make a good job of the adjustment of the Groups organizational structure; adhere to the principle of innovation on enterprise management system; establish the management mechanisms to adapt to the market environment; prominent regulatory agencies so that the staff management are competent and efficient; reducing administrative levels and dispute over trifles; create clear job responsibility goals; solve the problem of overlapping management; implementation of departmental reforms. This is not simply to streamline organizations and cut down on overstaffing, but rather to make the group business management and project management is more streamlined and efficient. * Make a good job of the organization of production structure adjustment. Adhere to the premise of institutional innovation, mechanism innovation, and then timely adjustment of business ideas; implement to cultivate Backbone Company, Optimize the professional company and expand the strategy of the AG. Highlight solves the problem of uneven development of subsidiary. To establish the survival of the fittest mechanism, solve the problem of decentralized capital, and the low quality of subsidiaries. Increase the degree of concentration of the Groups management. * Personnel selection of organizational strategy adjustment. First, the ability of key figure should meet the requirements of strategy. Second, use incumbent managers to implement the new strategy. Third, through introduce talents to implement the new strategy. Last, implement incentive to key figures. In order to save time and make the delivery more efficiently, Fyffes took a step to solve one of the largest difficulties in transporting bananas and preventing them from ripening during the voyage itself. A breakthrough in the banana industry came when it was discovered that maintaining bananas below a certain temperature inhibited the ripening process. * According to research published today by the cost, purchase and supplier management company, organisations should focus on improving relationships with suppliers, look to encourage a cost conscious culture amongst SBUs and benchmark performance to ensure competitiveness. Acquisitions (EU and Other) * As the BCG map shows, EU and Other market business have a fast growth rate, but market share is lower. They can use acquisition to solve this problem. Acquisition is the fastest form of growing a market share; it also can gain the resources or competence from the initial company, such as the equipment, market share and distributors. Growth through acquisition is quicker, cheaper, and far less risky. Furthermore, acquisition offers easier financing and instant economies of scale. The competitive advantages too are formidable, ranging from catching ones competition off guard, to instant market penetration even in areas where you may currently be weak; to the elimination of a competitor(s) through acquisition. But it has big risks, namely the capital involved and integration into the organisation.

Documentation And Informatics Essay Example

Documentation And Informatics Essay A factual record contains descriptive, objective Information about what a nurse sees, hears, feels, and smells. . An accurate record uses exact measurements, notations concise data, contains only approved abbreviations, uses correct spelling, and Identifies the date and caregiver. C. A complete record contains all appropriate and essential information. D. Current records contain timely entries with immediate documentation of information as it is collected from the patient. E. Organized records communicate information in a logical order. 3. Describe methods for multidisciplinary communication within the health care system Case management model of delivering care incorporates an interdisciplinary approach to documenting patient care and critical pathways are interdisciplinary are plans that include patient problems, key Interventions, and expected outcomes within an established time frame unexpected outcomes, unmet goals, and interventions not specified within the critical pathways time frame are called variances Ex: when a patient develops pulmonary complications after surgery, requiring oxygen therapy and monitoring with pulse geometry. A positive variance occurs when a patient progresses more rapidly than expected (use of Foley catheter is discontinued a day early) 4. Identify common record-keeping forms. (See Section Below: Page 8) Most charts will Include (Extra Notes): Patient Identification and demographic data Informed consent for treatment and procedure Admission data Nursing diagnosis or problems and nursing or interdisciplinary care plan Record of Medical history Medical diagnosis Therapeutic orders Medical and health discipline progress notes Physical assessment findings Diagnostic study results Patient education Summary of operative procedures Discharge plan and summary CHI. 6 Lecture Notes Documentation is anything written or printed on which you rely as record or proof of patient actions and activities Information in the patient record provides a detailed account of the level of quality of care delivered to patients. The quality of care, the standards of regulatory agencies and nursing practice, the reimbursement structure in the healthcare system, and legal guidelines make documentation and reporting extremely important responsibilities of a nurse. We will write a custom essay sample on Documentation And Informatics specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Documentation And Informatics specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Documentation And Informatics specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Whether the transfer of a patient info occurs through verbal reports, written documents, or electronically, you need to follow basic principles to maintain confidentiality of information Confidentiality Nurses are legally and ethically obligated to keep information about patients influential Only staffs that are directly involved in a patients care have legitimate access to records. In most cases, patients are required to give written permission for release of medical information. HIPPO Governs all areas of patient info and management of that information. To eliminate barriers that can delay access to care: providers must notify patients of their privacy policy and make a reasonable effort to obtain written acknowledgement of this notification. Disclosure must be limited to the min necessary EX. If you need a patients home number to reschedule an appointment, access to the deiced record is limited solely to the telephone number. As a nursing student you must abide to the HIPPO standards of confidentiality and compliance and NEVER share information about patients with classmates or look into medical information about other patients. Standards Standards of documentations differ within a healthcare organization. Institutional standards or policies dictate the frequency of documentation. Ex. How often you record a nursing assessment or a patients level of pain. Patients records can be used as evidence in a court of law if standards of care are not met The National Committee of Quality Assurance and The Joint Commission maintain institutional accreditation and minimize liability. Current documentation standard require that all patients admitted to a health care facility have an assessment of physical, psychosocial, environmental, self-care, patient education, knowledge level, and discharge planning. Also, evidence of patient and family teaching and discharge planning. Interdisciplinary Communication within the Healthcare Team Patient care requires effective communication among members of the healthcare information relevant to his or her health care. Reports are given oral, written, or audiotape exchanges of information among caregivers. Common reports given by nurses: change-of-shift reports, telephone reports, hand off reports, and incident reports. Ex. Healthcare provider calls nurses to get a verbal report to receive patients conditions. Laboratory submits a written report for results of diagnostic test and verbally notifies nurse if results are critical. Forms of communication Discharge planning conference: involves all members of all disciplines who meet and discuss patient progress towards discharge goals. Consultations: one reflections caregiver gives formal advice about the care of a patient to another caregiver Ex: a nurse caring for a patent with a chronic wound consults with a wound care specialist Referrals: arrangement for services by another care provider. Purposes of Records Communication Patients records are useful for healthcare team members to communicate patients needs and progress, individual therapies, content of consultations, patient education, and discharge planning. They also allow healthcare team member to know a patient thoroughly, facilitating safe, effective and timely patient-centered decisions. Legal accumulation To limit nursing liability documentation must indicate clearly that a patient received individualized, goal-directed nursing care based on the nursing assessment. Common charting mistakes: writing illegibly or incomplete, failure to record pertinent health or drug information, failure to record nursing actions, failure to record that medications have been given, failure to document discontinued medications. Dress are classifications based on patients medical diagnosis Your documentation clarifies the type of treatment a patient receives and supports reimbursement to the health care agency Education Patients records includes many information such as diagnosis, signs and symptoms of a disease, successful and unsuccessful therapies, diagnostic finding, and patient behavior which is why all nurses should read their patients record. With this information and past experience you can learn to anticipate the type of care required for a patient. Research Nurse researchers often use patients records for research studies Also use to investigate nursing interventions or health problems. Ex. A nurse wants to compare a new method of pain control with a standard pain protocol using two groups of patients. Auditing and Monitoring ETC require quality improvement programs and set standards for the information located in a patients record. Guidelines for Quality Documentation and Reporting Factual Descriptive, objective information about what the nurse sees, hears, feels and smells. Ex: B/P 80/50, patient diaphragmatic, heart rate 102 and regular and the patients pulse rate is elevated 110 beats/min, and the patient reports increased restlessness. Accurate Use of exact measurements establishes accuracy to determine if a patients condition drainage, or edema All entries in medical records must be dated and end with the receivers name or initials and status (ex: J. Woods, RAN). Complete The information within recorded entry or report must be complete, containing appropriate and essential information Use flow sheets or graphic records when documenting routine activities such as daily hygiene care, vital signs, and patient assessment. Describe in greater detail when they are relevant such as when a change in functional ability or status occurs. Current Timely entries are essential ongoing care. Delays in documentation lead to unsafe patient care. Document the following activities or finding at the time of occurrence: ITIL signs, pain assessment, administration of medications and treatments, preps for diagnostic testing, admission, transfer, discharge or death of patient etc. USE MILITARY TIME Organized Communication information in a logical order. It is also effective when notes are concise, clear, and to the point. Ex: an organized entry describes the patients pain, your assessment and interventions, and the patients response. Methods of Documentation Paper and Electronic Health Records Paper records are episode oriented, with a separate record for each patient visit to a health care agency. EMMER (ELECTRONIC MEDICAL RECORD): contains patients data gathered in a healthcare setting at a specific time and place ERR (ELECTRONIC HEALTH RECORD): an electronic record of patient health information generated whenever a patient accesses medical care in any healthcare delivery setting It integrates all pertinent patient information into one record; regardless of the number of times a patient enters a healthcare system. In hospital setting it gathers data and performs checks to support regulatory and accreditation requirements and includes tools to guide and critique medication administration Key advantage for urging: provides a means to compare ongoing clinical data about a patient with original baseline information and maintaining ongoing record of a patients health education. Narrative Documentation (the traditional method) Use of a story like format to document information specific to patient conditions and nursing care. Disadvantages: tend to be repetitious and time consuming Problem Oriented Medical Records Method of documentation that emphasized patients problems. Data are organized by problem or diagnosis. SECTIONS INCLUDE: database, problem list, care plan and progress notes Database: notations all available assessment information pertaining to a patient The foundation for identifying patient problems and planning care Problem list After analysis of data, HECK identify problems and make a single problem list (physiological, psychological, social, cultural, spiritual, developmental, and environmental needs) List the problems in chronological order and when a problem is resolved, record the data and highlight it or draw line through the problem or its number. Care plan Disciplines involved in the patients care develop a care plan or plan of care for each Progress Notes: monitor and record the progress of patients problems. SOAP: Subjective Data (fertilization of the patient) Objective data (that which is measured and observed) Assessment (diagnosis based on the data) Plan (what the caregivers plan to do) or COPIES where Intervention and Evaluation. The nurse numbers each SOAP note and titles it according to the problem on the list Originated from medical records PIE: Problem Intervention Evaluation Nursing origin The narrative does not include assessment information (appears on the flow sheet) Notes are numbered of labeled according to the patients problems. Focus Charting: DARK: Data (problem) Action (intervention) Response (evaluation) Addresses patients concern: signs/symptoms, condition, nursing diagnosis, behavior, significant event or change in patients condition. Incorporates all aspects of the nursing process, highlights a patients concerns, and can be integrated into any clinical setting. Source Records or charts A place in a patients chart that has separate sections for each discipline (I. E. Nursing, medicine, social work, or respiratory data) to record data The method by which source records are organized does not show how information from the disciplines re related or how care is coordinated to meet all of the patients needs Charting by Exception Focuses on documenting deviations from established norms. Reduces documentation time and highlights trends or changes in a patients conditions. Nurses only document significant finding or exceptions to the predefined norms and writes a progress note only when the standardized statement on the form is not met Assumption: all standards are met unless otherwise documented. Case management plan and critical pathways (described above) Common Record Keeping Forms Admission Nursing History Forms: nurses complete a history form when a patient is admitted too nursing unit. Guides the Nurse through a complete assessment to identify relevant nursing diagnoses or problems Flow Sheets and Graphic Records: allow you to quickly and easily enter assessment data about a patient (including vitals signs, routine repetitive care such as hygiene measures, ambulation, meals, weights and safety and restraint checks. Provide current patient information that is accessible to all HECK Helps team members quickly see patient trends over time and decrease time spent on writing narrative notes. Patient Care Summary or Carded: computerized systems that provide information in the form of a patient care marry that is often printed for each patient during each shift. Carded: a portable flip over file or notebook that is kept at the nurses station Includes an activity and treatment section and a nursing care plan section that organizes information for quick references. Eliminates the need for repeated referral to the chart for routine information A Carded is a written form that contains basic client information. A Carded contains an activity and treatment section and a nursing care plan section that organizes information for quick reference as nurses give change-of-shift report. It does not include a description of teaching that was provided to the client. Based on the institutional standards of nursing standards of nursing practice, are preprinted, established guidelines used to care for patients who have similar health problems. Useful when conducting quality improvement audits. Discharge Summary Form Interdisciplinary discharge planning ensures that a patient leaves the hospital in a timely manner with the necessary resources. Discharge documentation includes medications, diets, community resources, follow-up care, and who to contact in case of an emergency or for questions. Acuity records Not part of a patients medical record. They are used for determining the hours of care and the staff required for a given group of patients. Home care documentation Documentation in the home care system is different from other areas I nursing Home care documentation systems provide the entire HOC with information needed to enhance teamwork. Documentation is both the quality of control and the Justification for reimbursement from Medicare, Medicaid, or private insurance companies. Nurses must document all of their services for payment (ex. Direct skilled care, patient instructions, skilled observations, and evaluation visits) Long Term Health Care The Centers for Medicare and Medicaid Services guidelines requires careful documentation for appropriate reimbursement in long term care agencies. The Resident Assessment Instrument/Minimal Data Set provides standardized protocols for assessment and care planning and a min data set to promote quality improvement within facilities. Reporting Hand off Reporting Happens anytime one healthcare provider transfers care of a patient to another healthcare provider. Purpose is to provide better continuity and individualized care for patients. Ex. Change-of-shift and transfer reports Information during apt. Anodal can be given face to face, in writing, or verbally such as over the telephone or via audio-recording Report elements do not include: normal findings or routine information retrievable from other sources or derogatory or inappropriate comments about a apt. Or family. Telephone Reports and Order Telephone Reports: make a telephone report when significant events or changes in a apt. Condition have occurred. Needs to be clear, accurate, and concise information. Use SABA: Standardizes telephone communication of significant events or changes in patients and is a communication strategy designed to improve apt. Safety Document EVERY phone call you make to a health care provider and use the read back method when receiving information or critical test results. Telephone and Verbal Order Telephone Orders: occurs when a healthcare provider gives an order over the phone to a RAN Verbal Order: involves the healthcare provider giving orders to a nurse while they are standing near each other. Usually occur at night during emergencies (cause medical errors) Nurse: writes down the complete order or enters it into the computer as it is being given. Then reads back and waits for confirmation from the person who gave the order that it is correct Healthcare Provider: later verifies the TO or VOW by legally signing it within a set time. Incident or Occurrence Reports Any event that is not consistent with the routine operation of a health care unit or systems and unit operations that provide Justification for changes in policies and procedures or for in-services seminars. DO NOT mention the incidence report in patients medical record Instead you document an objective description of what happened, what you observed, and the follow-up actions taken in the patients deiced record. Health Informatics Application of computer and information science for managing health-related data Focused on the patient and the process of care and the goal is to enhance the quality and efficiency of care provided. Becoming a priority as health care facilities adopt EMMER/HER Nursing Informatics (See Slides 20-24 in Power point) Facilitates the integration of data, information, and knowledge to support patients, nurses, and other providers in decision-making in all roles and settings. Clinical Information Systems CICS: Include monitoring systems (devices that automatically monitor and record metric measurements (vital signs, oxygen saturation, cardiac index, and stroke volume)) order entry systems, and laboratory, radiology, and pharmacy systems in critical care and specialty areas. Electronically sends measurements directly to the nursing documentation system Computerized provider order entry A process by which a health care provider directly enters orders for patient care into the hospital information system Reduces transcription errors. Potentially speeds up the implementation of ordered diagnostic tests and treatments which improves staff productivity and saves money

Field Of Dreams Essays - English-language Films, Field Of Dreams

Field Of Dreams Essays - English-language Films, Field Of Dreams Field of Dreams The movie I have selected for my film review is Field of Dreams. I feel that it is a great movie, and is an outstanding form of popular culture. There are many different events that take place throughout this film that show this. Field of Dreams stars Kevin Costner and James Earl Jones. Costner plays a guy named Ray who, one day while working in his corn field, hears a voice. The voice tells him, ?If you build it, he will come.? After he hears the voice a few times he tears down his corn field, and builds a baseball field. Jones plays a retired author named Thomas Mann. Mann hears these voices also, and understands what Ray is going through. Reluctantly Mann goes along with Ray. After awhile old members of the White Sox, who got banned from baseball for life, appear out of the corn field. They now have a chance to play ball again. Mann ends up going back into the corn with the players in the end. This movie is more than just a movie about a sport. It has many other significant meanings. First of all, this film shows loyalty between Ray?s wife and him. Most wives would think their husbands were crazy if they told them they heard voices, which were telling them to build a baseball field. It?s going to take a ton of money, and also a lot of knowledge on how to go about doing it. It show how she believed in him when no one else would listen. She stuck by her husband like a wife is supposed to do, and gave him support when needed. I believe a lot of Americans liked seeing that type of commitment between two people, especially in a world where it?s not as prevalent as it should be. The second point this film shows is how much Ray loves baseball. Baseball has been a major part of American society and culture since the late 1800?s. It is known as America?s pastime. Throughout the film it is made very evident of the love Ray displays for the great game of baseball. The amount of money he spends to make the field says enough. One scene shows Ray on a tractor as he is plowing a field in preparation for the building of the stadium. His daughter is sitting on his lap. She is asking him all kinds of questions about baseball, and Ray answers all of them in a way that you can tell he loves talking about it. Another scene shows him driving across the country to find help for what he is doing. The sacrifices he makes for the game are incredible. Being a huge baseball fan this movie shows everything that is right about baseball. It shows that it is a game, and should be played for the fun of it. The third point this film makes is it allows the dreams of the players to live on. People having dreams is what makes the world happen. Without having a dream no one goes anywhere. In this film members of the old White Sox team that got banned from baseball are able to get back into the game, and once again live out the dreams and fantasies of playing the game they love. It kind of gives people hope, in a sense, not to give up. Still another point this film makes is in the world of relationships. The film shows the relations between a father and son. Ray finds out that one of the players who comes back to play is his father. He realizes that is what the voice was telling him. His father was the one who would come back if he built the field. While he was growing up he didn?t have the greatest relationship with his father. His father died while he was at a rather young age. Ray is aware that it is his father. Ray?s father is young so he has no idea he is his son. That didn?t matter though. Just to know that his father is back once again is enough for Ray. This is a problem many people in the world face. Lots of fathers and

Managers learn better from experience or theory Essay

Managers learn better from experience or theory - Essay Example Hence, management development programmes are conducted by organisations to update the managers on any new managerial behaviour. In the competitive environment managers often have to face difficult situations in the workplace. To handle such kind of situations, it is extremely important for the manager to have sufficient knowledge backed by theories and prior experience behind him. But in the most difficult situation, bookish knowledge will help to some extent and practical experience and instincts of managers will become more effective in handling the situation with utmost care. But the importance of theory cannot be underestimated since it is the theory that will show the path for the manager, and the experience will pave the path. An organisation also needs to look at educating the present managers. It is expected that whatever may be their formal education requirement, it will not be able to meet the job demands during their tenure in the organisation. Hence, providing continuing education for the managers is important. Learning by doing matters for professional investors. Most of the organisations today believe in ELT, or experimental learning theory, which has been the foundation of management learning over the years. It has been seen that there have been improvements in the efficiency of the output produced from the existing technologies, though the inputs remain the same. It shows that inputs are an important determinant of total productivity. So the organisations have started realising that ‘on-the-job-training’, or learning by doing, is as important as formal education received, which forms the base of human capital. Discussion Every practice by managers is based on theory itself. Management theory gives an overall view of managers’ role and the competencies which the managers need. It acts as a guide to understand the process to help the managers learn (Mailick and Stumpf, 1998). But management practice is more specifically concern ed with task selection and performance delivery, which defines the manager’s contribution to the organisation. Management practice basically utilises management theory to help managers determine the process which they need to follow in specific situations (Bell and Goldsmith, 2013). Every manager has their own way of handling things, which they might feel is the optimal and efficient one. But the real world does not go by that logic. It is only when they are faced with real world solutions that they realise that they need to change their strategy to come out with new solutions (Levitt, List and Syverson, 2013). For example, a sales manager must be able to handle the team under their leadership. Team dynamics is the most important factor which they cannot neglect. Team dynamics will vary with the composition of members in it. Each team has to be handled differently. Experiential learning theory (ELT) gives a holistic model of the learning process. Learning is best viewed as a process, not as an outcome. Hence, improving the performance of managers by engaging them will enhance their learning and performance. All learning is re-learning. It is a process through which the manager’s beliefs and ideas about a topic can be examined, applied and integrated to form more new refined ideas. Learning is a holistic process of adaptation. It involves the integrated functioning of thinking, perceiving, feeling and behaving apart from cognition. Learning is

Comparing Nursing Education Research Paper Example | Topics and Well Written Essays - 750 words - 2

Comparing Nursing Education - Research Paper Example Despite Florence Nightingale’s efforts to train women and recruit them in bid to acquire recognition in the professional fields, recognition of such efforts was slow (Basel $ Karger 1971). The fault of views as this concerning profession can be traced to nursing leaders for stating that nursing is based on values as nurturing, thoughtfulness, kindness and being caring. This way technical knowhow and professionalism is left out of question to present the profession as one which does not require any education or advanced ideas of Medicare. Nursing however utilizes advanced technologies in Information technology and cosmetic care in providing comfort to persons. It incorporates use of response technology and technical knowledge in fields of medicine to administer such as analgesics to pain management processes. This recognition led to revolutions for advancement of nursing as a career. As feminism set in, in the 20th century, such ideologies were no just put down by the advocates of professional acknowledgement of women in various fields they were also rejected with such slogan as ‘women should be doctors, not nurses.† The revolution concerning gender has gone further to illustrate that men also should be allowed into such â€Å"feminine† professions without being look down upon by the society. This advancements followed suit of Florence Nightingale’s system of nursing. In China, aspects of nursing go back to tradition. It utilized family members to provide care for sick relatives. As a profession, nursing only developed after the arrival of missionaries to China. The first nurse, Elizabeth Mc kenchie to arrive in China from the Western world in 1884 introduced the Nightingale method of nursing. The first nursing school was then introduced in Fachou by Ella Johnson in 1888. Afterward a training program was set up by Nina Gage (1910). This training was

The Verity of Fear and Pain Essay Example | Topics and Well Written Essays - 1250 words

The Verity of Fear and Pain - Essay Example He believed that his time in Auschwitz was a part of life, albeit one that he needed to put behind him. The author makes a valiant effort to look at a torture victim through the eyes of a person who is perpetrating the torture. He finds that there is nothing else there other than an all-consuming urge to subjugate a fellow human being completely, taking control of the very life force of another. The line that is to be analyzed is: "But in addition they tortured with the good conscience of depravity" (Amery, 1980). This is a clear indication of the fact that the captors were self-righteous about their acts of torture and had no doubts in their minds that they were completely in line with the tenets of Fascism - unfortunately, something that they were extremely proud of. Jean Amery being a member of a partisan anti-Gestapo group was a prime catch for Hitler's men. He was found with incriminating evidence that left no doubt in the minds of the captors about his political affinities. When he was finally brought to Breedonk, Amery had absolutely no illusions about what the Gestapo could do - but then, nothing really prepares you for the actual act of torture. It was at Breedonk that he actually understood the meaning of the word torture, which originated from the French word: torquere, which means 'to twist'. Left hanging by his captors, his arms dislocated, he lost all sense of reality, the pain that he felt could not be described at all. It was indeed quite difficult to quantify the level of pain that he felt at the hands of his torturers. The psyche of a torturer: To begin with, there is no marked difference in the behavior exhibited by a Nazi torturer and another of any other organization. The psychological changes that occur in the minds of a torturer are impacted by various factors. Primarily, it is the belief he has in the cause that he is either fighting for or believes in. When there is no doubt at all in his mind that his cause is a noble one he believes that anybody who does not share his views needs to be brought around to his way of thinking, preferably by force. A study done by American psychologist Philip G. Zimbardo reveals how people who are otherwise of fairly good and peaceable nature can turn violent, dominating and oppressive, when playing the roles of a subjugator. The study conducted at Stanford University had two groups of people who were called upon to play two roles - guards and prisoners. It was found that the 'guards' when dressed as guards - that is de-individuated - behaved in an excessively brutal manner (Zimbardo e t al, 1973). A number of other studies support these general findings - that anonymity allows an increase in aggressive antisocial behavior. These people are completely convinced that their role as oppressor is one that has to be played out with perfection, merely because it is what is expected of them at that particular point in time. They are unable to even think of the consequences or the sufferings that need to be endured by their victims. There is almost a missionary zeal in their performances as torturers as they cease to believe in the wrongness of the acts that they choose to commit. In the case of Amery's torture, they feel justified in their act mainly because they have apprehended a person who has political leanings that are totally out of sync with theirs. There is no doubt

Recruitment and selection methods and procedures of IBM

Recruitment and selection methods and procedures of IBM Increased globalisation coupled with enhanced customer expectations makes it very difficult for a firm to grow and succeed. Firms need to constantly change the way they react and adapt to this ever changing global environment. Attracting and retaining high quality individuals can lead a firm to have a competitive edge. One of the ways in which a firm can achieve competitive advantage is by attracting and retaining high quality individuals (Newell as cited in Bach, 2005). Telephone call centres today are part of the ever changing global environment (Callaghan and Thompson, 2002). In recent years there has been increased migration of call centre operations to Asia especially India due to comparatively less expensive labour, infrastructure and technology (Taylor and Bain, 2005). According to Mirchandani (2004), in the year 2003, there were approximately 800 call centres set up in India which employed more than 2 million Indians. This fast growth has caused increased attention from policy makers, the media and academics (Kinnie et al, 2000). Most of the research relating to call centres has been confined to countries like the UK and the US with a lot of focus on subject areas like work relations, labour processes and emotional labour (Callaghan and Thompson, 2002; Budhwar et al, 2006). On the contrary, a very limited research has been undertaken in the field of recruitment and selection Not much research has been carried out on the recruitment and selection practices and procedures in the Indian call centre context. Purpose of the research This research aims at evaluating the recruitment and selection methods and procedures of IBM Daksh, a rapidly growing call centre in India, in a critical way. The aim of this research is to critically evaluate the recruitment and selection practice and procedures in IBM Daksh, which is one of the fastest growing call centres in India. Company background IBM Daksh, which is one of the amongst the largest call centres in India, was used for the purpose of the report. IBM Daksh offers business performance improvement rather than just cost-savings and is a step closer to Business Transformation Outsourcing (BTO) (IBM Daksh website). IBM Daksh focuses on improving business through performance along with cost-savings and is closely moving towards business transformation outsourcing. In April 2004, IBM Corporation acquired Daksh e-Services to form IBM Daksh. IBM Daksh today serves as a global hub to manage business processes for clients across the world. With 25 service delivery centres in India and the Philippines, IBM Daksh is an integral part of IBMs Business Process Outsourcing (BPO) delivery network around the world. Today, IBM Daksh employs more than 30,000 people and has won several major awards for employee satisfaction, delivery excellence, innovation, and diversity and inclusivity (IBM Daksh website). IBM daksh today, acts an international hub for managing business processes for customers all over the world. It serves as an integral part to IBMs business process outsourcing network with 25 service centres in india and the Philippines. Research objectives: The following are the research objectives: RESEARCH QUESTION 1 What are the recruitment methods used in IBM Daksh? RESEARCH QUESTION 2 What are the selection methods used in IBM Daksh? RESEARCH QUESTION 3 What are the positive and negative aspects of the recruitment and selection process in IBM Daksh? Report Structure The next section of the report will conduct a literature review which will examine various academic perspectives. The third section of the report is the methodology which explains the various methods used and gives a justification for the choice of methods. The third section of the report describes the methodology, detailing the different methods used and gives a justification for the choice of methods. CHAPTER 2 LITERATURE REVIEW This section examines the academic literature within the proposed research area. The aim of the literature review is to look at the various stages of the recruitment and selection cycle. Although all the sections within the literature review are interlinked it has been divided into sections and sub-sections to help guide the reader through the report. Section one will outline the significance of recruitment and selection. Section two will discuss the process of HR planning. Section three will examine the different stages in the systematic approach to recruitment and selection. Section four will explain how HRM contributes to recruitment and selection. Section 1 2.1 Significance of Recruitment and selection for businesses In most academic literature the terms Recruitment and Selection (RS) are used together, however it is necessary at the very onset to explain the difference between the two terms as recruitment and selection are entirely two different functions of HR as they are completely two different functions of HR (Taylor, 2005). According to dowling and schuler recruitment refers to Dowling and Schuler (1990), define recruitment as searching for and obtaining potential job candidates in sufficient numbers and quality that the organisation can select the most appropriate people to fill its job needs (cited in Beardwell and Holden, 2001:226). Whereas, Selection techniques are used to decide which of the applicants is best suited to fill in the vacancy in question (Taylor, 2005:166). The process of recruitment and selection is considered to be as one of the four fundamental functions of Human resource management; recruitment, training, compensation and employee relations (350). The process of recru itment and selection is considered to be amongst the four fundamental functions of human resource management; recruiting, training, compensation and employee relations. Hiring competent and proficient individuals is of utmost significance which, solely relies on the effectiveness of recruitment and selection procedures. Having the right people at the right time in the right place, willing and able to work effectively, at a cost that the organisation can afford, is something for which all managers strive for. The significance of this should not be over looked as incorrect RS decisions can lead an organisation to incur heavy losses in terms of productivity, clients, training and advertising related costs which sum up to almost 30% of an individuals first year earnings (Bach, 2005). The most important features of RS are that it should be effective, efficient and fair. Efficient relates to cost effective methods and sources (ACAS, 2010). It is necessary to decide the need for recruitment, the source and the media to be used and at what cost. The process of recruitment can lead to various expenses such as such as advertising, employee referral bonuses, a gency fees, staff travel, and relocation costs and recruiters salary. Thus, choosing a cost effective approach is dependent on factors specific to each organisation and the various kinds of vacancies (Marchington and Wilkinson, 2005).It should be effective in attracting a good number of quality of candidates (ACAS, 2010). Fair means ensuring that the decisions made during the process is based on merit alone (ACAS, 2010). In order to reduce the risks of discrimination lawsuits, organizations should make use of fair and legal procedures (tme). Also, it is essential to consider Legal issues when recruiting, particularly in the design and wording of adverts and in online channels (hrmaw).These three criteria are crucial for organisational success. Section 3 2.3 Systematic approach to Recruitment and Selection There seems to be a general agreement within the literature that the most popular approach to recruitment and selection is the systematic approach (Pilbeam and Corbridge, 2002; CIPD, 2009). According to Roberts (1997), a systematic approach to recruitment helps to streamline selection and help decrease cost. It also helps to better organisational performance and foster good employee relations (Pilbeam and Corbridge, 2002). In recent years, organizations are realizing that the failure to recruit employees systematically can impact their success (tme). Adopting a more systematic approach to recruitment and selection helps reduce bias and errors (Bach, 2005). The systematic approach is built on the concept that a system has inputs (candidates), processing units (RS methods) and outputs (effective employees or unsuccessful candidates). This system is subject to external influences such as labour market conditions, competitor activity and legal obligations (ibid, 2002). Within the system each stage affects and is co-dependent upon the others. For instance, a sophisticated selection tool is useless if the recruitment methods fail to supply a sufficient quality and quantity of applicants (ibid, 2002). The literature review will discuss the systems approach (Table 1.1) described by Pilbeam and Corbridge (2002) to provide a framework for the RS process. This approach is supported by various other research perspectives. Table 1.1 The recruitment and selection sub-systems Sub-systems Purpose Activities Attraction Attracting suitable candidates Pre-recruitment activity establishing a case for recruitment; consideration of the labour market Use of recruitment methods Responding to enquiries. Reduction Eliminating unsuitable candidates Filtering, screening and short listing. Selection Assessing, choosing and appointing a suitable candidate. Use of selection methods and techniques Making the appointment offer and Acceptance Transition Converting the successful candidate to an effective employee Pre-engagement process Induction and appraisal. Source: Pilbeam and Corbridge, 2002 2.3. STAGE 1: ATTRACTION Establishing a case for recruitment According to Plumbley (1985) any vacancy which is created either through resignation, dismissal or increased workload presents management an opportunity and with a choice. The opportunity is freedom to consider whether the job is necessary (and, hence, a chance to re-allot the work). The choice is between recruitment and other courses of action (such as internal promotion or temporary transfer) (ibid, 1985 pp:15). Job analysis, Job descriptions and Person specifications The next stage after the case for recruitment is established is the process of job analysis, writing up job descriptions and person specifications. According to Robert (1997), job analysis is the basis for effective recruitment and selection. Job analysis is imperative because it provides the information required for two documents: job description and person specification. Job analysis also looks at how each job fits into the organisation, what its purpose is, and at the skills and personality traits required to carry it out. A number of distinct methods such as interviews, questionnaires, diaries and observation are employed for gathering job analysis data (Taylor, 2005). As stated earlier, from the job analysis the job description and person specification is written. Job descriptions relate to the tasks to be undertaken, whereas person specifications outline the human attributes seen as necessary to do the job. Most employers in large organisations make use of job descriptions and person specifications to draw potential candidates (Taylor, 2005). Person specification can be drawn up using two well known frameworks, Rodgers Seven Point Plan (1952) and Frasers Five-point plan (1966). These frameworks however, include some categories which are inappropriate and potentially discriminatory, for example, categories relating to disposition or interests (Pilbeam and Corbridge, 2002). Therefore, the recruitment teams in call centres must have a clear understanding of anti-discrimination laws and equality laws before publishing any job description or person specification. Pilbeam and Corbridge, (2002) emphasise the significance of skills, aptitude and knowledg e included in the person specifications and should specifically relate to job needs. Competency-based approach Competency framework is the alternative approach to the job analysis process. This approach has overcome a number of drawbacks of the job analysis/ person specification/ job description process. Competencies were defined by Boyzatis (1982) as an underlying characteristic of a person which results in effective and superior performance in a job (Taylor, 2005: 156-157). The most significant advantage of the competency framework is its focus on the behaviours of applicants. There is therefore no need to make inferences about personal qualities that might underpin behaviour (Newell and Shackleton, 2001:26 as cited in Marchington and Wilkinson, 2005:169). In addition, the competencies can be related to specific performance outcomes rather than being concerned with potentially inappropriate processes, such as disposition or interests outside work (ibid, 2005). According to an Industrial Relations Survey (IRS) study the most commonly used competencies are team orientation, communication, peo ple management, customer focus, results-orientation and problem-solving (Rankin and Epstein, 2001). In call centres there is emphasis on social competencies which are essential to ensure an effective interaction between the employee and the customer. `It is this interaction that is crucial to customer satisfaction` (Newell, 2005 as cited in Bach, 2005:116). For example, a detailed case study of recruitment in a call centre was conducted by Callaghan and Thompson (2002) who found that competencies such as communication, customer focus, building relationships and problem solving were important. Despite the many advantages of this approach, critiques suggest that it could lead to a form of cloning where all new recruits tend to behave similarly to those already in the posts; hence diversity is lost (Taylor, 2005). Recruitment methods After all the preparatory work is complete, in terms of planning, forecasting and job analysis the stage of recruitment can begin. It is imperative that organisations analyse the costs involved in selecting the methods of recruitment (tme). There are a range of recruitment methods from which call centres must choose, these can be used exclusively or in combination. They are listed in Table 2.The objective of a recruitment method is to attract an appropriate number of suitable candidates at the least cost (Pilbeam and Corbridge, 2002). Table 1.2 Recruitment methods Recruitment Method Examples Internal methods Internal promotion, internal transfers, job rotation schemes, rehiring former staff Print media National newspapers, local newspaper, trade and professional journal, magazines Education liaison Careers services, career fairs, college tutors External agencies Job centres, outplacement consultants, head-hunters, employment agencies, recruitment consultants Other media Direct mail, local radio, internet, cinema Professional contacts Conferences, trade union referrals, suppliers, industry contacts Other methods factory gate posters, past applicant records, open days, word of mouth, poaching Source: Taylor (2005: 170) Recruitment can be internal, which attempts to fill vacancies from the pool of existing workers or external, which recruits individuals from outside, the choice and timing of which varies between organisations. Many organisations today attempt internal recruitment because it is cost effective (Taylor, 2005). Other advantages include building on existing staffs skills and training and providing opportunities for promotion and development (ACAS, 2010)acas 2009. There are disadvantages, however, of relying on internal recruitment as it can be potentially unfair and discriminatory, since it tends to perpetuate the existing workforce. It also prevents the organisation from bringing in new talent, which can only come through external recruitment (Bach, 2005). When existing employees are encouraged and rewarded for introducing suitable recruits it is termed as employee referrals (CIPD, 2009). The advantage of this method is that the new recruits are likely to have a better understanding of the organisations culture and values as well as the nature of work as compared to the average recruit. Call centres encourage this method as it is cost efficient (Bach. 2005). However, it is important that employers do not rely on this scheme as it limits attracting a diverse workforce (CIPD, 2009). Many Call centres attempt external recruitment because internal sources are often not sufficient enough to supply a suitable pool of applications (Newell, 2005 as cited in Bach, 2005). Table 2 lists the different types of recruitment methods. When there is pressure to fill in vacancies very quickly, often methods like employment agencies, job centres, and local papers that advertise positions on a daily basis can be used (Taylor, 2005). The external agencies already have a pool of potential applicants registered with them so they can provide a quick recruitment turn around time (ACAS, 2010). Since many call centres have to fill in vacancies within days they often rely on employment agencies (Kinnie, et al., 2000) who take over a larger part of the recruitment process by advertising, they also sift initial applicants and provide employers with a short-list of candidates (Taylor, 2005). According to IRS (1997) corporate websites and local newspapers are used universally to attract applicants (used by 75% of organisations) (CIPD, 2009). Job advertisements are quick way of attracting a large pool of candidates. When placing a job advertisement, there are many factors which should be considered like the content, the layout (example size, position and typeface) and the timing (example dates). Table 3 provides a suggested content checklist against which the advertisement used in IBM Daksh can later be measured. Table 1.3: Suggested content for Recruitment advertisements Content Organisations name and logo The job title and brief description of the job (duties involved and main aspects of the person specification, and main aspects of the person specification and any qualifications required) Where the job is based The salary (either the amount or scale) any allowances and facilities An equal opportunities statement Application procedures, the closing date (and interview date) Where to get further details Source: Taylor (2005) Other ways of attracting applicants include building links with local colleges, working with job centre and holding open days (CIPD, 2009). When deciding which method to use, Taylor (2005) suggests that organisations should consider how precisely the approach adopted will reach its target audience. Recruitment of the right people is the most important role of the recruiters in call centres (Townsend, 2005). Therefore it is of utmost importance to invest time and effort right from the outset of the recruitment process. STAGE 2 REDUCTION The attraction of applicants is succeeded by efforts to narrow down the total number of applications received to a pool of candidates that can be managed effectively in the more detailed assessment stage of selection process (CIPD, 2009). This can be done indirectly through the characteristics of the recruitment activity, and directly through using the person specification criteria. The processes involved are filtering, screening and short listing, by an assessment of the application form or CV (Pilbeam and Corbridge, 2002). Application forms and Curriculum Vitas (CV) The application form and the CV are principle tools for the applicant in the selection process. Many organisations use application forms which allow information to be gathered in a standardised way (Searle, 2003). Some studies have shown it is used in 98 percent of selection projects (Roberts, 2005). With the growth of the internet many organisations now use online applications especially for jobs that receive large volumes of applicants (Searle, 2003). Most employers make use of both CVs and application forms (Taylor, 2005). From the perspective of the employer there are advantages and disadvantages to both approaches. A CV is an opportunity for candidates to sell themselves and can thus tailor their application in their own way, however this can be a disadvantage as well as candidates could over sell themselves to a potential employer. They may also include irrelevant information in the CVs (ibid, 2005). Application forms, on the other hand provide the organisation with only the information it requests and hence aids the short listing and interview process (Pilbeam and Corbridge, 2002). Application forms have become so much a part of the process that it is wholly expected by the candidates and taken for granted by the recruiters. According to Roberts (2005: 103) `It is probably one of the most maligned and misused recruitment tools`. Much of the information it requests is for administration purposes which can be collected at a later stage. The application form should focus only on the job and its related selection criteria (Pilbeam and Corbridge, 2002). According to Taylor (2005), the application form should be designed clearly, use concise language and have a good layout. If it is designed carefully and administered sensitively and sensibly it can become an extremely effective part of the overall selection process (Plumbley, 1985). Short listing This process reduces the number of candidates proceeding to the selection stage by assessing the application form or CV. Research indicates that this process is often subjective, inconsistent and lacking focus (Roberts, 1997). There are a number of simple principles to guide the construction of a final shortlist. First, assessments should be made against the criteria using the person specification or competency framework and each application can then be rated according to these standards or a scoring system can be used (CIPD, 2009). Second, a shortlist should be of a manageable size in relation to the resources of the organisation and the selection methods being employed (Pilbeam and Corbridge, 2002). Third, contingency arrangements should be made to compensate for candidates who withdraw due to the time spent on short listing (ibid, 2002). STAGE 3 SELECTION The RS process can be made more systematic however it will unavoidably remain subjective. A structured RS system with rigour and consistency in the application of selection methods is highly desirable, but the appointment decision remains a matter of human judgement (Pilbeam and Corbridge, 2002:139). The selection choice is dependent on factors such as type and level of job, abilities of the manager involved, time required, accuracy demanded and cost (Torrington, et al., 1991). The process should be fair to selected and unsuccessful candidates with a degree of flexibility to ensure its the most appropriate means of selecting a candidate in question (CIPD, 2009). Wrong decisions not only affect the various individuals associated with them (employers, applicants, agencies) but also result to frustration, repetive training and low morale prior to the termination of the newly hired employee. Small organisations are affected more by such decisions, while large scale organisations can reta in or relocate the inappropriate placement, such a luxury can be very expensive for small scale organisations (tme). This section reviews selection methods which relate to those used in IBM Daksh. Many of the methods such as work sampling, assessment centres and graphology are not used by IBM Daksh due to the nature of the work. Hence this section examines interviews and ability tests in detail. Sound selection decisions ensure the organisations that their financial investments in the employees will pay off (tme). It is important to mention that no single method, regardless of how well it is designed and administered, is capable of producing perfect selection decisions that predict with certainty which individuals will perform well in a particular role. Employers are therefore use a combination of various methods (Marchington and Wilkinson, 2005). Ability tests Ability tests or aptitude tests focus on numeric, verbal reasoning, abstract reasoning and logical reasoning (Taylor, 2005). The aim of tests is to increase the quality of selection decisions (Torrington et al, 1991). According to Plumbley (1985) tests can help measure some attributes which are difficult to measure in an interview and thus reduce subjective judgement and of possible human error in the selection process as a whole. According to ACAS (2009) candidates for telesales/call centre work will almost invariably be asked to undertake a practical test for verbal reasoning. Tests scores should be used to supplement the interview. It is critical that those who administer the tests should be qualified to interpret them hence training for administrators is necessary (Torrington et al, 1991). The interview The purpose of the interview is two-fold. One is to find out if the candidate is suitable for the job, and second is to give the candidate information about the job and the organisation. There is a general agreement within the literature that traditional selection interviews are poor predictors of future job performance (Torrington et. al, (1999); ACAS, 2010; Plumbley (1985). The term traditional refers to unstructured interviews in which the interviewer may ask different sets of questions to different candidates (Taylor, 2005: 210). Quick judgements are a common pitfall in the use of interviews (Roberts, 2005). According to Webster (1964, as cited in Torrington et al, 1991) interviewers often decide whether to accept or reject a candidate within four minutes, and then look for evidence to justify their decision. Literature recommends that the interviewer spends adequate time in listening to the candidates (ibid, 1991). Another pitfall is the concentration span of interviewers, which tends to drop in the course of the interview and hence it is recommended that note taking helps in continued concentration (Roberts, 2005). Despite the problems associated with interviews, it is one of the most widely used selection techniques, and the validity of face-to-face conversation is high (Torrington et al, 1991). Recent studies by the CIPD have shown that interviews are used in 90 percent of selection processes (Roberts, 2005). Literature advocates the use of structured interviews rather than unstructured. Research by Barclay (1999, as cited in Pilbeam and Corbridge, 2002) found that structured interviews have recently gained popularity. A structured interview is designed to determine all the relevant information and assess the competencies of the applicant. This method focuses on the match between job and candidate (acas, 2009) which helps better selection decisions and better consistency and fairness in the treatment of candidates (Taylor, 2005). Job offer and Rejection It is important to inform all the applicants of the outcome as soon as possible, whether successful or unsuccessful. If the decision is delayed (acas 2009) the candidates should be advised. Unsuccessful candidates should be given feedback on any aspects they could reasonably improve for future success (ACAS, 2010). For the successful candidates the job offer and acceptance formalises the relationship between the employer and employee. An offer of employment is normally a written document which should include all the features of employment, for example job, hours, start date, pay and benefits (Pilbeam and Corbridge, 2002). Torrington et al. (1991) suggests that it is essential to send the offer letter to the candidate as soon as possible, as the best candidates may have offers elsewhere. STAGE 4 TRANSITION Induction Induction is used in the workplace context to help employees adjust and acclimatise to their jobs and working environment (CIPD, 2010). According to CIPD (2010) a good induction should consist of the following elements: Orientation (physical) describing where the facilities are. Orientation (organisational) explaining how the employee fits into the team and how their role fits with the organisations strategy and goals. Health and safety information Explanation of the terms and conditions Details of the organisations history, culture and values. A clear outline of the job/role requirements. A good induction is an important element in contributing to the successful transition from an applicant to an employee (Pilbeam and Corbridge, 2002). It is essential to have a well-designed induction programme to create a good first impression and make the employees feel welcome. It also helps increase employee retention (Taylor, 2005; CIPD, 2010). Section 4 The importance of HRM in Recruitment and Selection The human resource department of an organisation plays a vital role in the process of recruitment and selection (Browning et al, 2009). The entire setting of human resource function in hiring candidates is interconnected with the recruitment and the human resources strategy. Human resource managers play a significant role in the recruitment and selection process. It is essential to identify the appropriate candidate requirements and ways to attract them (Bach, 2005). Traditionally, human resource managers were required to administer the entire process of recruitment. The managers were accountable for managing the advertising and monitoring of vacancies, but the human resource managers were not much influential in the overall recruitment process. However, as the need for human resources in organisations is increasing, certain changes in the human resource strategy were incorporated. Human resource managers are delegated the entire responsibility of managing organisational personnel an d in such circumstances the process of recruitment and selection takes the first place. It is the basic and major role of any human resource department to hire competent candidates for the organisation (Budhwar and Boyne, 2004). Human resource activities are directly related to the productivity. Extensive recruitment and selection strategies can lead to an increase in the productivity. Moreover investments in the area of Human Resources are in align with the fiscal progress of the organisation such as training and development, Recruitment and selection (hrmrs). Generally human resource managers consider issues related to HR as significant to organizational success. It is necessary to include line managers in the decision making process with regards to human resources. However, the use of such practices differs from organisation to organisation (hrmrs). it has been found that the integration of HR into the firms strategies, is significantly related to outputs of turnover, productivity and financial performance (hrmrs). CHAPTER 3 METHODOLOGY This section describes the various methods that will be used in this report and will attempt to give a justification for the choice of methods. 3.1 Research Philosophy Research philosophy relates to the development of

Manchester Airport operates in an increasingly competitive environment

Manchester Airport operates in an increasingly competitive environment and must differentiate itself not only. Finance All organisations must take great care in setting their financial targets. If they are set too low then they will be readily achieved and full potential will not be reached. At present the economic regulation of airports is targeted solely at reducing the charges to airlines. Non-aviation income is not regulated and the Airport, therefore, seeks to encourage the development of such revenue streams to sustain the profitability of the Company. To maintain its reputation as a quality service provider, therefore, Manchester Airport has to ensure that it increases capacity and markets itself to become more attractive as the â€Å"airport of choice†. External factors Which Affect financial Performance Numerous factors influence the financial activities and the financial performance of organisations Five major external factors which affect Manchester Airport are: 1 Constant change 2 Competitive environment 3 Single till 4 Government regulations 5 Economic environment Change Along with all other business the Airport operates in an environment which is constantly changing. For example: 1 The freight market is volatile and can fluctuate annually. Reasons for this include: 1. competitor activity 2. noise considerations – freight only aircraft tend to be noisier and older 3. technological development 2 World events can have an effect dramatic on both freight and passenger travel. For example: 1. Since 11 September 2001 the number o people flying across the North Atlantic has fallen dramatically and this has had an effect in business travel and some airlines. 2. the war in Iraq has also had an effect on travel 3. The SARS virus has had an effect on the number of passengers travelling to the very east of the world. 1 Charter flights are also in a volatile market and are affected by events such as: 1. the general economic conditions 2. foreign currency exchange rates 3. consumer confidence I tour operators 4. competitor activities 5. trades towards off-season holidays 6. weather conditions 1 the Airport must comply with regulations and legislation which is subject to change, for example: 1. The establishment of a single market within the Euro... ...atement, which indicates the broad methodology used and is titled Basis of Opinion. Statement of According Policies Principles of accounting policies are declared in this statement. Details are provided of particular accounting methods used such as description. Trading Account The trading account forms the first part of the Profit and loss Account. It is used to calculate the amount of gross profit or loss. Paying Wages and Salaries The payment of wages and salaries for Manchester Airport plc staff is handled by the Payroll Section which is part of one of the other group companies, Manchester Airport Aviation Service (MAAS), and is located on the Airport site. They hold information about all employees. This includes: 1 Name 2 Address 3 National Insurance Number 4 Starting Salary 5 Salary Scale From this information they are able to calculate the amount to be paid and deductions such as National Insurance payments, pension, tax and union subscription. The majority of staff are salaried, that is their payments are based on an annual figure, but are paid on a monthly basis. Some staff, mainly annual workers , are still paid on an hourly rate.

Gas Leak Sensing In Cars Using Embedded System Engineering Essay

Abstraction: Carbon monoxide is a colourless, odorless, toxic gas whose primary beginning indoor is the uncomplete burning of fossil fuels. Carbon Monoxide is the most toxic which restricts the flow of O to the encephalon, rendering the individual dead within proceedingss. The chief purpose of this thesis is to develop a system to observe the being of C monoxide inside a auto, due the malfunctioning of the air conditioner and to supply an exigency mechanization to avoid any build-up of C monoxide gas. The mechanization involves uninterrupted monitoring of CO degrees and triping relays to run the exigency system, when CO degrees reach a high value. The GSM engineering can be used when a vehicle met with an accident, instantly the location, vehicle figure, individual to reach figure, reference and the medical history will be transferred to the nearest aid desk. Keywords: Carbon monoxide, MQ-7 detector, Microcontroller AT89s51, GSM engineering Introduction Carbon monoxide is a colorless, odorless, toxic gas whose primary beginning indoor is the uncomplete burning of fossil fuels. The job that we are seeking to get the better of is Carbon Monoxide leak in a auto. When the air-conditioner malfunctions, there is a CO leak, which can be risky, sing that most of the autos are air-conditioned. In the event of people acquiring stuck in the auto during a CO leak, it could turn out fatal, as this gas is really toxic. It mixes with the haemoglobin in blood and signifiers carboxy-hemoglobin, which restricts the flow of O to the encephalon, rendering the individual dead within proceedingss. The molecule consists of a C atom that is triply bonded to an O atom. Carbon monoxide is a commercially of import chemical. It is besides formed in many chemical reactions and in the thermal or uncomplete decomposition of many organic stuffs. Dangerous sums of CO can roll up when as a consequence of hapless installing, hapless care or failure or harm to an contraption in service, the fuel is non burned decently, or when suites are ill ventilated and Carbon Monoxide is unable to get away. Having no odor, gustatory sensation or coloring material, in today ‘s universe of improved insularity and dual glazing it has become progressively of import to hold good airing, maintain all contraptions on a regular basis and to hold perfectly dependable sensor dismaies installed giving both a ocular and hearable warning instantly there is a build up of CO to unsafe degrees. 1.1 The effects of Carbon Monoxide Carbon Monoxide toxicants by come ining the lungs via the normal external respiration mechanism and displacing O from the blood stream. Break of the normal supply of O puts at hazard the maps of the bosom, encephalon and other critical maps of the organic structure. Carbon Monoxide produces the undermentioned physiological effects on people exposed to the concentrations shown: Table No 1.1 Safety Degrees The above information is for a healthy grownup. Persons enduring from bosom or respiratory wellness jobs, babies and little kids, unborn kids, anticipant female parents and pets can be affected by CO poisoning more rapidly than others in the family and may be the first to demo symptoms. 1.2 Corrective Action Evacuate & gt ; Ventilate & gt ; Investigate Travel the affected individual to fresh air.A Administer O if available. Contact medical aid. If the individual is non eupneic, perform unreal respiration as taught in Cardiopulmonary Resuscitation Training until medical aid arrives. Vent the country. Investigate the beginning of C monoxide and do fixs. The most of import thing that one can make to protect oneself and one ‘s household from the dangers of Carbon Monoxide toxic condition is by acquiring a Carbon Monoxide Sensor Alarm with a low degree index. If one can suit a sensor one can at least be certain, holding carried out all the about safety cheques, that he is protected. 1.3 EMERGING Technology Dae-Eun Park, Taegyu Kimb, Sejin Kwon, Choong-Ki Kima, Euisik Yoon, ( 3 ) presents the Successful execution, â€Å" Micromachined methanol steam reforming system as a H provider for portable proton exchange membrane fuel cells † , In this paper, a fresh hydrogen-supplying device for fuel cells has been designed, fabricated, and demonstrated. The proposed H provider is a micromachined one-chip fuel processing system including vaporiser, catalytic combustor and methyl alcohol steam reformist. This fuel processing system utilizes the thermic energy generated from the catalytic H burning to heat up the full system. For the catalytic burning, we have introduced C nanotubes as a encouraging construction of Pt accelerator for the first clip. We have besides developed a new surfacing method of reforming accelerator ( Cu/ZnO/Al2O3 ) and observed that equal sum of H can be generated for PEM fuel cells. We have successfully reported the feasibleness of the proposed fuel processing system . â€Å" Handheld laser-based detector for distant sensing of toxic and risky gases † ( 7 ) . A new optical tool, which will assist petrochemical refinery and chemical processing works forces locate the beginning of a toxic or risky gas leak while staying outside the margin of the processing country, has been demonstrated. This detector is capable of turn uping leaks from a distance of about 20 m, with a response clip of less than 1 2nd. By heightening the velocity with which leaks can be located, the hazard of an inchoate failure going a ruinous failure is reduced significantly. The tool is based on Tunable Diode Laser Absorption Spectroscopy ( TDLAS ) . TDLAS is presently being utilized in these industrial environments in permanently-installed open-path constellations to feel releases of selected gases as they exit the processing country. The detector described here combines a lightweight, portable optical transceiver with battery-operated electronics in a individual handheld bundle. By standing in a safe country and â€Å" polishing † the eye-safe optical maser beam emanating from this device onto suspected leak beginnings, operators may quickly insulate the beginning while minimising their possible exposure to the jeopardy. The detector can be configured to feel leaks ensuing in path-integrated concentrations of, for illustration, 2 ppm-m of H fluoride, 200 ppm-m of H sulphide, or 10 ppm-m of methane. Dr. Stetter ‘s ( 4 ) says, ‘The new detector utilizing a nano-particulate composite plastic for electronic conductivity within the detectors ‘ cell wall. â€Å" It is astonishing what such an invention does for the detector interior decorator, comments Dr. Stetter. To be able to plan a detector with no wires or connections to the electrodes eliminates the major beginning of detector failure over clip. With the new nanotechnology enabled T-Series detectors, a bantam low-cost bundle that is more robust is the consequence. Vishad Patel, Senior Engineer of Transducer Technology, Inc. says, â€Å" In add-on to leting the new bantam detector design, † â€Å" we get to do radical low profile level detectors with fewer fabrication stairss. † All of these characteristics may be great for applied scientists but the client besides benefits to a great extent from this new attack to sensor merchandises. The first detector attempted with the nanotechnology was a CO [ C monoxide ] detector. The consequences are astonishing, high public presentation CO detectors, even better public presentation specifications, like response clip and stableness, than most of the bing detectors. The EMI intervention appears to be less than the current offerings for CO detectors besides. This means the client can freely plan bantam, rugged, accurate, and low power CO metres that are guaranteed to run in a broad assortment of environments and applications. J.Ayala, Donald.P.Eckman, Evangelous Petroutsos ( 9 ) says, â€Å" Micro Controller 8951 † . A microcontroller ( besides MCU or A µC ) is a computer-on-a-chip. It is a type of microprocessor stressing autonomy and cost-effectiveness, in contrast to a all-purpose microprocessor ( the sort used in a Personal computer ) . In add-on to all arithmetic and logic elements of a general intent microprocessor, the microcontroller normally besides integrates extra elements such as read-only and read-write memory, and input/output interfaces. 1.4. Block DiagramCO gas DetectorGSM ModemRS 232Door Locking/Unlocking Unit of measurementSignal ConditionerAT89S51Driving CircuitA detector is a type of transducer, or mechanism that responds to a CO gas by bring forthing another type of energy signal. The Sensor that we use in the undertaking is MQ-7. A signal conditioner is a device that converts one type of electronic signal into another type of signal. Its primary usage is to change over a signal that may be hard to read by conventional instrumentality into a more easy read format. In executing this transition a figure of maps may take topographic point. They include: Amplification Electrical Isolation Linearization Cold Junction Compensation Excitement A microcontroller ( besides MCU or A µC ) is a computer-on-a-chip. It is a type of microprocessor stressing autonomy and cost-effectiveness, in contrast to a all-purpose microprocessor ( the sort used in a Personal computer ) . Microcontrollers are often used in automatically controlled merchandises and devices, such as car engine control systems, office machines, contraptions, power tools, and playthings. By cut downing the size, cost, and power ingestion compared to a design utilizing a separate microprocessor, memory, and input/output devices, microcontrollers make it economical to electronically command many more procedures. In telecommunications, RS-232 ( Recommended Standard 232 ) is a criterion for consecutive binary informations signals linking between a DTE ( Data terminal equipment ) and a DCE ( Data Circuit-terminating Equipment ) . It is normally used in computing machine series ports. A GSM modem is a wireless modem that works with a GSM radio web. A wireless modem behaves like a dial-up modem. The chief difference between them is that a dial-up modem sends and receives informations through a fixed telephone line while a wireless modem sends and receives informations through wireless moving ridges. A GSM modem can be an external device or a Personal computer Card / PCMCIA Card. Typically, an external GSM modem is connected to a computing machine through a consecutive overseas telegram or a USB overseas telegram. A GSM modem in the signifier of a Personal computer Card / PCMCIA Card is designed for usage with a laptop computing machine. Detector A detector is a type of transducer, or mechanism that responds to a type of energy by bring forthing another type of energy signal, normally electrical. They are either direct indicating ( an electrical metre ) or are paired with an index ( possibly indirectly through an parallel to digital convertor, a computing machine and a show ) so that the value sensed is translated for human apprehension. A device that responds to a stimulation, such as heat, visible radiation, or force per unit area and generates a signal that can be measured or interpreted is called a SENSOR. 2.1 Types of SENSORS Types of detectors include electromagnetic, chemical, biological and acoustic. Aside from other applications, detectors are to a great extent used in medical specialty, industry and robotics. In order to move as an effective detector, the undermentioned guidelines must be followed: The detector should be sensitive to the measured variable. The detector should be insensitive to any other variable. The detector should non act upon the measured variable. In theory, when the detector is working absolutely, the end product signal of a detector is precisely relative to the value of the parametric quantity it is meant to mensurate. The addition is so defined as the ratio between end product signal and measured variable. For illustration, if a detector measures temperature and has an existent electromotive force end product, the addition is a changeless with the unit. 2.2 CO SENSOR MQ-7 The Sensor that we use in our undertaking is a commercial merchandise from Hanwei Electronics Ltd. China. The detector is composed of micro Al2O3 ceramic tubing, Tin Dioxide ( SnO2 ) sensitive bed, mensurating electrode and warmer are fixed into a crust made by plastic and unstained steel cyberspace. The warmer provides necessary work conditions for work of sensitive constituents. The enveloped MQ-7 Sensor has 6 pins, 4 of which are used to bring signals ; the other 2 are used for supplying heating current. 2.2.1 Features of the Sensor The assorted characteristics of the MQ-7 is listed below High sensitiveness to carbon monoxide. Stable and long life. Miniature size and low power ingestion. Low Cost. 2.2.2 Applications of the Sensor Residential and commercial CO sensors. Air quality accountants. Ventilation control for indoor parking garages. These electronic sensors sound against a fire by feeling CO degrees in the air. Demand controlled airing for offices, exhibition centres, hotels, tunnels, mines and auto Parkss. Pollution Control for the vehicles. 2.2.3 Specifications Symbol Parameter name Technical Condition Remark TaoUsing temperature-20i‚ °-50i‚ ° Tantalum Storage temperature -20i‚ °-50i‚ ° Advice utilizing range Rhesus factor Relative humidness Less than 95 % RH O2 Oxygen concentration 21 % ( stand status ) the O concentration can impact the sensitiveness. Minimum value is over 2 % The tabular array 2.1, 2.2 and 2.3 are the specifications of the MQ-7 detector. Table No 2.1 Standard Work Conditions Table No 2.2 Environment conditions Symbol Parameter name Technical Condition Remark VC Circuit Voltage 5VA ±0.1 Ac or Dc VH ( H ) Heating Voltage ( high ) 5VA ±0.1 Ac or Dc VH ( L ) Heating Voltage ( low ) 1.4VA ±0.1 Ac or Dc RL Load Resistance Can set Rhesus factor Heating Resistance 33I ©A ±5 % Room Temp. TH ( H ) Heating Time ( high ) 60A ±1 seconds TH ( L ) Heating Time ( low ) 90A ±1 seconds Ph Heating Consumption Less than 330mw Table No 2.3 Sensitivity features Symbol Parameter name Technical Condition Remark Roentgen Surface opposition Of sensitive organic structure 2-20k In 100ppmCarbon Monoxide? ( 300/100ppm ) Concentration incline rate Less than 0.5 Rs ( 300ppm ) /Rs ( 100ppm ) Standard working status Temperature -20i‚ °CA ±2i‚ °C: Relative humidness 65 % A ±5 % : RL: 10KI ©A ±5 % VC: 5VA ±0.1V VH: 5VA ±0.1V VH: 1.4VA ±0.1V Preheat clip No less than 48 hours Detecting scope: 20ppm-2000ppm C monoxide 2.2.4 Structure of the Sensor MQ-7 Structure and constellation of MQ-7 gas detector is shown as Figure 2.1. ( Configuration A or B ) Figure No 2.1: Detector construction of MQ-7 2.2.5 Basic Measuring Circuit As shown in Figure 2.2, standard mensurating circuit of MQ-7 sensitive constituents consists of 2 parts: One is the heating circuit holding clip control map ( the high electromotive force and the low electromotive force work circularly ) , the 2nd is the signal end product circuit: it can accurately react alterations of surface opposition of the detector. Figure No 2.2: Measuring Circuit of Sensor 2.2.6 Operation Principle The surface opposition of the detector RS is obtained through accomplished electromotive force signal end product of the burden opposition RL which series-wound. The relationship between them is described by 2.2.6.1:RSRL = ( VC-VRL ) / VRL 2.2.6.1Figure No 2.3 Clocking Diagram of Sensor Figure 2.3 shows alterable state of affairs of RL signal end product measured by utilizing Fig.2.2 Circuit Output signal, when the detector is shifted from clean air to Carbon Monoxide ( CO ) , Output Signal measuring is made within one or two complete heating period ( 2.5 minute from high electromotive force to low electromotive force ) . Sensitive bed of MQ-7 gas sensitive constituents is made of SnO2 with stableness. So, it has first-class long-run stableness. Its service life can make 5 old ages under utilizing status. 2.2.7 Sensitivity Adjustment for the Sensor Resistance value of MQ-7 is different to assorted sorts and concentration of gases. So, when utilizing these constituents, sensitiveness accommodation is really of import. It is recommended that the sensor is calibrated for 200ppm CO in air and Load opposition ( RL ) needed is about 10 KI © ( 5KI © to 47 KI © ) . For accurate measuring, the proper dismay point for the gas sensor should be determined after sing the temperature and humidness influence. The sensitiveness accommodation algorithm is as follows: a. Connect the detector to the application circuit. B. Turn on the power, Preheat through electricity for over 48 hours. c. Adjust the burden opposition RL until a signal value is obtained, which responds to a certain Carbon Monoxide concentration at the terminal point of 90 seconds. d. Adjust another burden opposition RL until you get a signal value is obtained which is respond to a Carbon Monoxide concentration at the terminal point of 60 seconds. Figure No 2.4: Sensitivity Features of the MQ-7 Fig.2.4 shows the typical Sensitivity Characteristics of the MQ-7 Sensor for several gases. Figure 2.5: gives the Dependence of MQ-7 on Temperature and Humidity Temp: 20i‚ °C: Humidity: 65 % : O2 concentration 21 % : RL=10kI © Ro: Detector Resistance at 100ppm CO in the clean air. Roentgen: Detector Resistance at assorted concentrations of gases. Figure No 2.5: Dependence of MQ-7 on Temperature and Humidity.CO Gas DetectorThe Micro-controller has many more grounds to be used than the microprocessors. Automatically controlled merchandises and devices, cut downing the size, cost, and power ingestion and increasing informations transportation velocity, memory. The figure 3.1 gives the portion of the circuit of the thesis. Circuit Diagram of Gas Detector3.1 Automation after CO is detectedThis undertaking intends to get the better of the unsafe state of affairs that those three people found themselves in, on that fatal twenty-four hours. Using the Sensor MQ-7, after CO is detected, Emergency Automation and Control is provided, based on the degree of CO detected. From the tabular array 1.1, we see assorted degrees of CO in ppm. These degrees indicate the degrees of toxicity and its effects on Human Beings. The lock of the door, which is portion of the cardinal lockup system, is unbarred automatically. Redundantly, a doorbell is sounded to bespeak that the doors are unbarred to enable speedy issue from the auto. As already explained, when the first degree of CO is reached, the slit on top of the auto opens leting fresh air to come in in, while the exhaust fan removes CO from indoors. The consequence of this operation can be witnessed on the LCD, where the CO degree lessenings. Redundancy is implemented here in the signifier of two exigency actions taking topographic point at the same clip. By and large, this degree is non reached because the first action is really good in cut downing the CO degree inside the auto. But, in dire fortunes, when there is an exponential buildup of CO degree in the auto, due to unknown grounds and the first action is turn outing to be inefficient, the 2nd exigency action takes over. Hence, Redundancy is besides implemented here for Safety. Following actions take topographic point on making the 2nd degree. The doors are unbarred automatically. An exact reproduction of a existent auto door mechanism is used here.4.1. Future EnhancementThe particular characteristics of this â€Å" GSM Based CO Gas Leak Sensing Using Embedded System † have been discussed in the old chapters. Now let us see how this undertaking can be enhanced in the hereafter with the latest approaching engineerings.This undertaking being a crisis direction mechanization system can be enhanced with the WAP engineering. With this the current readings of the degree of the CO degrees or the other parametric quantities involved can be sent through to a few of import Mobile phones when risky degrees are reached. Besides this can be used in assorted other state of affairss like mills, industries and other topographic points where CO buildup may happen. The chief difference in the undertaking would be to take the appropriate CO detector as the state of affairs requires. CO Sensors with higher degrees of sensitiveness are available.4.2 DecisionA really accurate and effectual method to observe CO degrees within inside a auto has been devised. Besides two degrees of mechanization have been incorporated to battle any addition in CO degrees within the auto. The whole undertaking is really cost effectual and can be implemented in any sort of auto right from the basic theoretical account to the luxury autos. The life of the CO detector is besides really long and its dependability is really good. Besides assorted other parametric quantities can be continuously monitored and displayed in the show. This adds diverseness to the undertaking and enables multi tasking.