Drunk Driving Do Not Become a Potentional Killer!

Drunk Driving: Do Not Become a Potentional Killer! It is argued whether there is a permissible dose of alcohol, which the driver can get before driving a vehicle. All professional therapists deny the existence of such a dose. Even if a person’s blood contains small amount of alcohol, he or she ceases to perceive the real world in a proper way. When we talk about drivers, they can no longer normally accept moving light sources and determine the distance between riding cars, when under influence of alcoholic beverages. As a result, safety of driving is greatly reduced. If the driver’s blood contains 0,5 0,8 pro mille of alcohol, he or she not only ceases to perceive the distance between moving cars, but also respond to the traffic lights correctly. When the blood alcohol level rises to 0.8 1.2 pro mille, the driver falls into a state of euphoria. As a result, they significantly overestimate their own capabilities and often begin to scorcher. In this case, not only the driver may be seriously damaged, but also other people are exposed to great danger. When the level of alcohol in the driver’s blood reaches 1.2 2.4 pro mille, it is strictly forbidden to sit behind the wheel. There is a strong possibility that during driving an unforgivable error that can cause the most catastrophic consequences can be committed. The point is that such alcohol levels in blood result in inadequate behavior of the driver. It goes without saying that alcohol consuming and driving are incompatible. Even a small dose of alcohol may cause an accident. When it goes to higher dosages, there is no doubt concerning the fact that driving in such a condition is extremely dangerous.

The Treasure Box Is Knowledge, And The Value Is Success...

Introduction A book is a treasure box, the treasure is knowledge, and the value is success and power. Reading is the key that unlocks your access to a wealth of information. With this, one becomes knowledgeable on certain subjects. Knowledge gives you a closer understanding of your situation, which facilities it and gives you control. You gain the power of an ability, which leads to success in the subject. I feel that I must take advantage of the treasures I possess the capability to obtain, seeing as how not everyone has the access I have to them. I have the power to take initiative and learn about any subject I wish. I know I can do anything I set my mind to because I can gain the knowledge required to achieve it. This mindset†¦show more content†¦Reading has given me the opportunity to view the perspectives of different people with different backgrounds from my own, which has led my to question myself on my opinions on the subject. For instance, in Some Things Should Happ en on Soft Pages, Not Cold Metal, Harper Lee expresses that she sees paper books as a better method of obtain information because electronic books are too easy to access. She wrote â€Å"Instant information is not for me. I prefer to search library stacks because when I work to learn something, I remember it† (Lee 1). Harper can be seen having trouble adjusting to the new technologies of this century, choosing to reminisce about the past s lifestyles instead. However, she overlooks the benefits new technology has brought to others. Many people might not have as easy of an access to paper books, something electronic books have helped with. When I was in grade school, I only had access to a few shelves my school called a library and a public library all the way across town, which I could rarely visit. Buying books was immediately a preposterous idea after one look at their price tags. However, I wouldn t be kept away from reading. I found ways to access books online and read th em to my heart s content. Living in a first world country, I was definitely privileged and I can only imagine the circumstances of others not as fortunate. However, as each year we advanceShow MoreRelatedEssay about World of Board Games: Forbidden Island 1807 Words   |  8 PagesAs defined by the creators of the board game, the primary object of Forbidden Island is to, â€Å" . . . work together to keep Forbidden Island from sinking in order to buy enough time to capture its four treasures. Once . . . captured . . . (the team of adventurers) must make it to Fools’ Landing and escape by helicopter to win. 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Power of Substitutes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3.2.6.5. Intensity of Rivalry †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3.2.7. Summary of Industry Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.3.0. Competition Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.3.1. Industry Competitors †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.3.2. Rivals Anticipated Strategic Moves†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3.3.3. Summary of Competitive Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3.3.4. Key Success Factors†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. 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Assessment and Care Planning Holistic Assessment Free Essays

string(104) " the type of the house she lives in helps to indicate how the patient is going to cope after discharge\." Introduction This essay deals with the holistic assessment of a patient who was admitted onto the medical ward where I undertook my placement. Firstly, the relevant life history of the patient will be briefly explained. Secondly, the Roper, Logan and Tierney model of nursing that was used to assess the care needs of the patient will be discussed, and then the assessment process will be analysed critically. We will write a custom essay sample on Assessment and Care Planning: Holistic Assessment or any similar topic only for you Order Now Identified areas of need will be discussed in relation to the care given and with reference to psychological, social, and biological factors as well as patho-physiology. Furthermore, the role of inter-professional skills in relation to care planning and delivery will be analysed, and finally the care given to the patient will be evaluated. Throughout this assignment, confidentiality will be maintained to a high standard by following the Nursing and Midwifery Council (NMC) Code of Conduct (2008). No information regarding the hospital or ward will be mentioned, in accordance with the Data Protection Act 1998. The pseudonym Kate will be used to maintain the confidentiality of the patient. The Patient Kate, a lady aged 84, was admitted to a medical ward through the Accident and Emergency department. She was admitted with asthma and a chest infection. She presented with severe dyspnoea, wheezing, chest tightness and immobility. Kate is a patient known to suffer from chronic chest infections and asthma, with which she was diagnosed when she was young. She takes regular bronchodilators and corticosteroids in the form of inhalers and tablets. Kate lives on her own in a one bedroom flat. She has a daughter who lives one street away and visits her frequently. Her daughter stated that Kate has a very active social life; she enjoys going out for shopping using a shopping trolley. Assessment of the Patient Assessment Theory In this ward, the Roper, Logan and Tierney model of nursing, which reflects on the twelve activities of living, is used as a base for assessing patients (Alabaster 2011). These activities are â€Å"maintaining safe environment, communication, breathing, eating and drinking, elimination, personal cleansing and dressing, controlling body temperature, mobility, working and playing, sexuality, sleeping, and dying† Holland (2008, p.9). Elkin, Perry and Potter (2007) outlined nursing process as a systematic way to plan and deliver care to the patient. It involves four stages: assessment, planning, implementation and evaluation. Assessment is the first and most critical step of the nursing process, in which the nurse carries out a holistic assessment by collecting all the data about a patient (Alfaro-Lefevre 2010). The nurse uses physical assessment skills to obtain baseline data to manage patients’ problems and to help nurses in the evaluation of care. Data can be collected through observation, physical assessment and by interviewing the patient (Rennie 2009). A complete assessment produces both subjective and objective findings (Wilkinson 2006). Holland (2008) defines subjective data as information given by the patient. It is obtained from the health history and relates to sensations or symptoms, for example pain. Subjective data also includes biographical data such as the name of the patient, address, next of kin, religion etc. Holland defines objective data as observable data, and relates it to signs of the disease. Objective data is obtained from physical examination, for example of blood pressure or urine. Before assessment takes place, the nurse should explain when and why it will be carried out; allow adequate time; attend to the needs of the patient; consider confidentiality; ensure the environment is conducive; and consider the coping patterns of the patient (Jenkins 2008). The nurse should also introduce herself to help reduce anxiety and gain the patient’s confidence. During assessment, the nurse needs to use both verbal and non-verbal communication. Using non-verbal communication means that she should observe the patient, looking at the colour of the skin, the eyes, and taking note of odour and breathing. An accurate assessment enables nursing staff to prioritise a patient’s needs and to deal with the problem immediately it has been identified (Gordon 2008). Documentation is also very important in this process; all information collected has to be recorded either in the patient’s file or electronically (NMC, 2009b). Carrying out the Assessment Kate was allocated a bed within a four-bed female bay. Her daughter was with her at the bedside. Gordon (2008) stated that understanding that any admission to hospital can be frightening for patients and allowing them some time to get used to the environment is important for nursing staff. Kate’s daughter was asked if she could be present while the assessment was carried out, so that she could help with some information, and she agreed. Alfaro-Lefevre (2008) recommended that nursing assessments take place in a separate room, which respects confidentiality, and that the patient be free to participate in the assessment. Although there was a room available, Kate’s daughter said it was fine for the assessment to take place at the bedside because her mother was so restless and just wanted to be next to her. The curtains were pulled around the bed, though William and Wilkins argued that it ensures visual privacy only and not a barrier to sound. NMC (2009a) acknowledges this, along with the need to speak at an appropriate volume when asking for personal details to maintain confidentiality. The assessment form that was used during Kate’s assessment addressed personal details and the twelve activities of living. A moving and handling assessment form was also completed because of her immobility. First, personal details such as name, age, address, nickname, religion, and housing status were recorded. Information was also recorded about any agency involved, along with next of kin and contact details, and details of the general practitioner. Holland (2008) stated that these details should be accurate and legible so that, in case of any concerns about the patient, the next of kin can be contacted easily. The name and age are also vital in order to correctly identify the patient to avoid mistakes. Knowing what type of a job the patient does or the type of the house she lives in helps to indicate how the patient is going to cope after discharge. You read "Assessment and Care Planning: Holistic Assessment" in category "Essay examples" Holland also insisted that religion s hould be known in case the patient would like to have some privacy during prayers, and this should be included in the care plan. The second assessment to be done focused on physical assessment and the activities of living. Barrett, Wilson and Woollands (2009) suggested that when enquiring about the activities of living, two elements should be addressed: usual and current routines. Additionally, identifying a patient’s habits will help in care planning and setting goals. During physical assessment, when objective data was collected, Kate demonstrated laboured and audible breath sounds (wheezing) and breathlessness. Use of accessory muscles and nose flaring was also noted. She was agitated and anxious. Her vital signs were: blood pressure 110/70; pulse 102 beats /min; respirations 26/min; temperature 37.4 degrees Celsius; oxygen saturation 88%; peak flow 100 litres; weight 60kg; and body mass index 21. Taking and recording observations is very important and is the first procedure that student nurses learn to do. These observations are made in order to detect any signs of deterioration or progress in the p atient’s condition (Field and Smith 2008). Carpenito-Moyet (2006) stated that it is important to take the first observations before any medical intervention, in order to assist in the diagnosis and to help assess the effects of treatment. Kate’s initial assessment was carried out in a professional way, taking account of the patient’s particular circumstances, anxieties and wishes. After the baseline observations were taken, the twelve activities of living were analysed and Kate’s needs were identified. Among the needs identified, breathing and personal hygiene (cleansing) will be explored. Identified Care Needs Breathing Wilkinson (2006) states that a nursing diagnosis is an account about the patient’s current health situation. The normal breathing rate in a fit adult is 16-20 respirations/minute, but can go up to 30 due to pain, anxiety, pyrexia, sepsis, sleep and old age (Jenkins 2008). In old people, muscles become less efficient, resulting in increasing efforts to breathe, causing a high respiratory rate. On assessment, Kate’s problem was breathing that resulted in insufficient intake of air, due to asthma. She was wheezing, cyanosed, anxious and had shortness of breath. Wilkinson (2006) explained that a goal statement is a quantifiable and noticeable criterion that can be used for evaluation. The goal statement in this case would be for Kate to maintain normal breathing and to increase air intake. The prescription of care for Kate depended on the assessment, which was achieved by monitoring her breathing rate, rhythm, pattern, and saturation levels. These were documented hourly, comparing the readings with initial readings to determine changes and to report any concerns. The other part of the plan was to give psychological care to Kate by involving her in her care and informing her about the progress, in order to reduce anxiety. Barrett, Wilson and Woollands (2012) stated that it is very important to give psychological care to patients who are dyspnoeic because they panic and become anxious. Checking and recording of breathing rate and pattern is very important because it is the only good way to assess whether this patient is improving or deteriorating, and it can be a very helpful method for nurses to evaluate whether or not the patient is responding to treatment (Jamieson 2007). Mallon (2010) stated that, if the breathing rate is more than 20, it indicates the need for oxygen. Blows (2001), however, argued that this can happen even after doing exercise, not only in people with respiratory problems. Griffin and Potter (2006) stated that, respirations are normally quiet, and therefore if they are audible it indicates respiratory disease. Nurses needs to be aware of these sounds and what they mean, for example a wheezing sound indicates bronchiole constriction. Kate’s breathing was audible and the rate was also above normal and that is why breathing was prioritised as the first need. Oxygen saturation level was also monitored with the use of a pulse oximeter. The normal saturation level is 95-99% (British National Formulary ((BNF)) 2011a). Nevertheless the doctor said that 90-95% was fine for Kate, considering her condition and her age. Kate was started on two litres of oxygen and she maintained her oxygen saturation between 90 and 94%. The peak expiratory flow was monitored and recorded to identify the obstructive pattern of breathing that takes place in asthma (Hilton, 2005). This is another method that is used to assess the effectiveness of the medication (inhalers) the asthmatic patient is taking, and this test should be carried out 20 minutes after medication is administered. It is the Trust’s policy to do hourly observations on patients who have had one, two or three abnormal readings, until readings return to normal. Kate was observed for any blueness in the lips and tongue and for oral mucosa as this could be a sign of cyanosis. All the prescribed nebulisers, inhalers, bronchodilators, corticosteroids, antibiotics and oxygen therapy were administered according to the doctor’s instructions. Bronchodilators are given to dilate the bronchioles constricted due to asthma, and corticosteroids reduce inflammation in the airway (BNF 2011b). Kate was also started on antibiotics to combat the infection because, on auscultation, the doctor found that the chest was not clear. Kate was nursed in an upright position using pillows and a profiling bed in order to increase chest capacity and facilitate easy respiratory function by use of gravity (Brooker and Nicol, 2011). In this position, Kate was comfortable and calm while other vital signs were being checked. Pulse rate and blood pressure were also being checked and recorded because raised pulse can indicate an infection in the blood. Cleansing Due to breathlessness and loss of mobility it was difficulty for Kate to maintain her personal hygiene. Hygiene is the practice of cleanliness that is needed to maintain health, for example bathing, mouth washing and hair washing. The skin is the first line of defence, so it is vital to maintain personal cleansing to protect the inner organs against injuries and infection (Hemming 2010). Field and Smith (2008) stated that personal cleansing also stimulates the body, produces a sense of well-being, and enables nurses to assess the patient holistically. Personal hygiene is particularly important for the elderly because their skin becomes fragile and more prone to breaking down (Holloway and Jones 2005). Therefore this need was very important for Kate; she needed to maintain her hygiene as she used to, before she was ill. The goal for meeting this need was to maintain personal hygiene and comfort. The care plan prescribed involved first gaining consent from Kate, explaining what was going to be done. Hemming (2010) recommended that identifying the patient’s usual habit is very important because each individual has different ideas about hygiene due to age, culture or religion. Identifying usual habits helps individuals to maintain their social life if things are done according to their wishes. Though Hemming said all human beings need personal hygiene, Holland (2008) argued that it is important to ask patients how they feel about being cleaned, especially in private areas. Kate indicated that she didn’t mind being assisted with washing and dressing. She preferred washing daily, shower and a hair wash once a week, and a mouth wash every morning and before going to bed. Kate was assisted with personal care 5-10 minutes after having her medication, especially the nebuliser. Individuals with asthma experience shortness of breath whenever they are physically active (Ritz, Rosenfield and Steptoe 2010). After having medication Kate was able to participate during personal hygiene. According to NMC guidelines on confidentiality (2009a), privacy and dignity should be maintained when giving care to patients. Therefore, whenever Kate was being assisted with personal care, it was ensured that the screens were closed and she was properly covered. Field and Smith (2008) suggested that assisting a patient with personal hygiene is the time that nurses can assess the patient holistically. Since Kate was immobile, it was very important to check her pressure areas for any redness. She was also checked for any pallor, jaundice, cyanosis or dry skin that needed attention. The care was always carried out according to her wishes. The Role of Inter-Professional Skills Considering Kate’s age and condition, she needed multi-professional teamwork. NMC (2008) encourages teamwork to maintain good quality care. Kate was referred to the respiratory nurse who is specialised in helping people with breathing problems. Since Kate was on oxygen since admission, the respiratory nurse taught her the importance of healthy breathing and taught her some breathing exercises to help wean her from oxygen. Kate was also referred to the physiotherapist who did breathing exercises with her. Kate was not able to walk without aid so she was also referred to the occupational therapy department to assess how she was going to manage at home, or if she required aids to help her manage the activities of living. Upon meeting together, all the multi-disciplinary team agreed that Kate needed a care package, as she could no longer live without care. She was referred to social services so that they could assess this aspect of Kate’s future. After one week Kate was medically fit but could not go home because she was waiting for the care package to be ready. Her nurse shared information with the multi-disciplinary team in order to establish continuity of care for Kate. The team prepared for her discharge: the occupational therapy staff went to visit her home to check if there was enough space for her walking frame; social services arranged for a care package; and her nurses referred her to the district nurse to help her with her medication and make sure it did not run out. Outcome Kate responded well to the medication she was prescribed; normal breathing was maintained, her respirations became normal, ranging from 18 to 20 respirations per minute, and her oxygen saturation ranged from 95% to 99%. Kate was able to wash and dress herself with minimal assistance. She was discharged on a continuous care package comprising care three times a day, and the district nurse helped her with the medication to control her asthma. Evaluation The model of the twelve activities of living was followed successfully on the whole. The nurse collected subjective and objective data, allowing a nursing diagnosis to be formulated, goals to be identified and a care plan to be constructed and implemented. Privacy is very important in carrying out assessments, and this was not achieved fully in Kate’s assessment. However, this lower level of privacy has to be balanced against causing anxiety to the patient. Kate’s daughter thought that the bedside assessment would be more comfortable for her mother, and therefore cause least anxiety. This was very important because of the effects of potential panic on breathing; therefore, this was the correct balance to strike. A multi-disciplinary team was involved in meeting Kate’s care goals. This is a good example of the use of inter-professional skills, as a number of different departments were involved in creating and implementing the care plan. However, the system was not as efficient as it should have been: Kate spent unnecessary time in hospital after recovery because the care plan was not yet in place. Assessment can also take a long time, especially with the elderly who are usually slow to respond. Therefore, more time is needed to be sure that the necessary progress has been achieved before taking further steps. However, poor staffing also affects performance in this area, an observation supported by the Royal College of Nursing (2012). In conclusion, the assessment of this patient was completed successfully, and the deviation from best practice recommendations (the lower level of privacy) was justified by the clinical circumstances. Progress from assessment to care goals was good, and at this point an inter-disciplinary team was used successfully. However, the one flaw in this process was delays, caused partly by the difficulties of working across different departments, and partly, it seems, by staff shortages. Reference List Alabaster, C.S (2011) ‘Care and rehabilitation of people with long term conditions’ in Brooker, C. and Nicol, M. (eds) (2011) Alexander’s Nursing Practice (4th ed). London: Churchill Livingstone.. Chapter 32 Alfaro–LeFevre, R. (2008) Critical thinking and clinical judgment: A practical approach to outcome-focused thinking (3rd ed.). St. Louis, MO: Saunders. Barrett, D., Wilson, B. and Woollands, A. (2009) Care Planning: A Guide for Nurses (2nd ed). Harlow: Pearson Education. Chapter 2. Blows, W. T. (2001) The Biological Basis of Nursing: Clinical Observations. London: Routledge. British National Formulary (2011a) Oxygen. London: British Medical Association and the Royal Pharmaceutical Society of Great Britain. British National Formulary (2011b) Corticosteroids. London: British Medical Association and the Royal Pharmaceutical Society of Great Britain. Brooker, C. and Nicol, M. (eds) (2011) Alexander’s Nursing Practice (4th ed). London: Churchill Livingstone. Carpenito-Moyet, L. J. (2006) Handbook of Nursing Diagnosis (11th ed). Philadelphia: Lippincott. Doughty, L. and Lister, S. (eds) (2008) The Royal Marsden Hospital Manual of Clinical Nursing Procedures (student edition) (7th ed). Oxford: Wiley Blackwell. Elkin, M. K., Perry, A. G. and Potter, P. A. (2007). Nursing Interventions and Clinical Skills. Philadelphia: Mosby. Field, L. and Smith, B. (2008). Nursing Care (2nd ed). Harlow: Pearson Education. Gordon, M., (2008). Nursing Assessment and Diagnostic Reasoning. Philadelphia: F.A. Davis company. Griffin, A., Potter, P. (2006) Clinical Nursing Skills and Techniques (6th ed). Philadelphia: Mosby Hemming, L. (2010). ‘Personal Cleansing and Dressing’ in I. Peate (ed) Nursing Care and the Activities of Living. (2nd ed). Oxford: Wiley Blackwell. Chapter 9. Hilton, A. (2003) Fundamental Nursing Skills. London: John Wiley Sons Holland, K., (2008) ‘An introduction to the Roper-Logan-Tierney model for nursing, based on Activities of Living’ in Holland, K., Jenkins, J., Solomon, J. and Whittam, S. (eds). Applying the Roper, Logan and Tierney Model in Practice. London: Churchill Livingstone. Chapter 1, pp.9-10. Holloway, S. and Jones, V. (2005). ‘The importance of skin care and assessment’ in the British Journal of Nursing Dec 2005-Jan 2006 14(22): 1172-6. Jamieson, E. Whyte, L. A. and McCall, J. A. (2002) Clinical Nursing Practices. London: Churchill Livingstone. Jenkins, J., (2008) ‘Breathing’ in Holland, K., Jenkins, J., Solomon, J and Whittan, S. (eds) Applying the Roper, Logan and Tierney Model in Practice. London: Churchill Livingstone. Chapter. 5. Mallon, S. (2010) ‘Breathing’ in I. Peate (ed) Nursing Care and the Activities of Living (2nd ed). Oxford: Wiley Blackwell. Chapter 8. Nursing and Midwifery Council (2008) The Code of Conduct. London: NMC. Available at: http://www.nmc-uk.org/Publications/Standards/The-code/Introduction/ Accessed 24/05/2012 Nursing and Midwifery Council (2009a) The Code of Conduct: Confidentiality. London: NMC. Available at: (http://www.nmc-uk.org/Nurses-and-midwives/Advice-by-topic/A/Advice/Confidentiality/) Accessed 24/05/2012 Nursing and Midwifery Council (2009b) Record Keeping: Guidance for Nurses and Midwives. London: NMC. Available at: http://www.nmc-uk.org/Documents/Guidance/nmcGuidanceRecordKeepingGuidanceforNursesandMidwives.pdf Accessed 24/5/2012 Rennie, I. (2009). ‘Exploring approaches to clinical skills development in nursing education’ in Nursing Times 105: 3, 20-22. Available at: http://www.nursingtimes.net/exploring-approaches-to-clinical-skills-development-in-nursing-education/1973990.article Accessed 14/05/2012 Ritz, T., Rosenfield, D. and Steptoe, A. (2010) ‘Physical activity, lung function, and shortness of breath in daily life of asthma patients’ in Chest 138(4), 913-918. Royal College of Nursing (2012) Safe staffing for older people’s wards. Available at: http://www.rcn.org.uk/__data/assets/pdf_file/0010/439399/Safe_staffing_for_older_people_V3.pdf Accessed: 24/05/2012 Wilkinson, J. M. (2006) Nursing Process and Critical Thinking. (4th ed). New Jersey: Pearson Prentice Hall. How to cite Assessment and Care Planning: Holistic Assessment, Essay examples

Attraction and Retention Depends on Business Success

Question: Describe about the Attraction and Retention for Depends on Business Success. Answer: Introduction Success in business depends on attracting and retaining the best talent in place in the present and for the future. It is preferable to look for quality than quantity. An employer should know how to attract great employees and make them stay. Because retention of great talent translates into profits, as these employees love what they are doing and are knowledgeable (Amundson, 2007). All in all, it will result in customer satisfaction and job satisfaction. A lot of companys resources are wasted on the employees inefficient for the job profile a company demands. Attracting here refers to the search of the talented and knowledgeable candidates for the company, and it includes the job analysis, selection, and appointment of the candidate. Retention of an employee means to make the appointed candidate stay in the organization. In this report, both the points are approached and described relevantly (Andersen, 2016). Wal-Mart Stores Inc is a multinational retail company that operates in more than twenty-five countries. It has a chain of discount department stores, hypermarkets, and grocery stores totalling around 11,500 stores spread throughout the world. Walmart is the largest private employer globally with more than two million employees. The Human Resource Management of Walmart has a very critical job and participation in the success of the company. The HRM department of the company aims to maximize the employee performance and ultimately maximizing the sales capacity (Arthur, 2012). The HRM department of Walmart has some major components like human resource planning, job analysis and design in its strategy. With the help of these major components, the HRM department of Walmart develops an adequate workforce through proper job description and specification as per the companys demands. After that a proper attracting applicants process, selection process, appointment process, rejection process, legal compliance, orientation, socialization and strategies to ensure the retaining of efficient employees are taken up by the HRM department (Bell, 2012). Job Analysis and Design of Walmart It is very important for a company to analyze the jobs that company has an opening in. This is done so the advertisement provided in the website should carry all the information required to find the best candidates for the company. For this, the organizational design needs to be understood, and then the job specification will be designed that will be able to find the best candidate for the job (Chi, 2007). Organizational Design- Walmart has a hierarchical functional structure which is implemented in the job design and analysis of the organization by the HRM department of the company. The organizational structure of the company makes it easy to distinguish between the characteristics of each job which is very important to find the correct employee for the job (Edenborough, 2012). They have a clear line of authority, communication, and command in the organizational structure. Though it is sometimes difficult to judge the and clearly define the job because of the changing global demands and the company is still following it traditional organizational structure. This may lead to the uncertainty in job analysis and design (Folsom, 2008). Methods of Job Analysis- the work-oriented and the worker-oriented job analysis are the two methods of job analysis used by Walmart. For the sales positions, the company applies the work-oriented analysis. This method is taken up by the company to provide information about the tasks and results. This method is applied by Walmart in the form of direct observations and interview of the applicants. The HRM department of the company observes the sales personnels activities directly (Han, 2008). To analyze the jobs of team supervisors and leaders, interviews are conducted. This method helps the HRM department of the company to establish expectable job results. When talking about the other method then the worker-oriented method of job analysis provides information on cognitive, perpetual, and interpersonal activities. To analyze the managerial jobs the company uses worker-oriented job analysis method. The company has a specific application of the worker-oriented job analysis method known a s Work Profiling System (WPS) that is designed especially for the managerial positions. The company has divide its job requirements in two parts which in not sufficient to accommodate all types of job opening in the company. Thus, the HRM department should think of some more alternatives for it (Jones, 2010). Job Description- Walmart is the largest retailer in the world with a variety of job descriptions. Its employee turnover is high, especially for the employees working on hourly basis which act as problem for the company (Kenny, 2012). Nevertheless, the companys HRM department uses the variables as criteria for job description, and they are as follows:- Position- the position where the opening has created Function- the function of the employee at that position Duties- duties need to be performed by the employee Performance Standards- standards that the employee should maintain in his performance Job Factors- factors that are required in the job and applicants Job Knowledge- if an employee has knowledge about the job as it will increase the performance of the employee (Koedel Xiang, 2016). Walmart emphasizes on analytical and problem-solving skills, abilities and knowledge for the managerial positions. For sale personnel, Walmart emphasizes on job knowledge and interpersonal skills. Interpersonal skills are very important as per the Walmarts HRM department as they directly communicate with the customers (L, Compton, Morrissey, W.J, Nankervis, 2014). Job Specification- Walmart has a wide collection of job specifications. But, in general, job descriptions divide into two parts essential attributes and desirable attributes. For sales positions, essential attributes are followed, and they are as follows:- Communication skills- this skill is very important because sales personal directly communicates with the customers (Parker, 2007). Business knowledge- an employee should have the knowledge of what business they are entering and going to work in. Products knowledge- Walmarts sells everything from Pin to a Plane there it is important that the employers take all knowledge about the various products sold by the company (Paul, 2014) Throughout the organization, these essential attributes are important for all the sales employees. All these attributes help the employee to deal with the customers, as they are one with whom the customers directly communicate. There are some attributes known as desirable attributes that are preferred by the company but do not make necessary for a sales employee to efficiently fulfil the job (Persky Merriman, 2012). The desirable attributes specified by the company are as follows:- Likable and sociable qualities- to be social and friendly with the customers and make the customer feel happy coming to the stores. Multi-tasking skills- if an employee is multitasking than it will help lot to run the processes of the company (Reed, 2014). Recommendations Walmart has a huge demand of employees with the rate it is increasing its stores. Thus, it is important that the company should have a bit flexible approach in the skills required for the positions in the company. With the changing global demands, the change in the structure of the company is also required, and that will affect the requirements of the job profile that the company wanted. Such changes are to be researched upon by the companys HRM department. Job analysis should be more detailed that emphasizes the exact composition demanded by the companies (Reitz, 2014). Process of Attracting Applicants All the company needs talented and knowledgeable employee working in there company. For attracting such talent companies use various methods. A website portal known as Walmart Careers is used for displaying the jobs available in the company across the world. It displays the opening and the job description (Robichaud, 2014). It also includes the skills and capabilities required for a particular position. One can go on this website and log in as a candidate applying for the job. A candidate has to put in the location and the field in which he wanted a job. If an opening is there then it will display the job description, minimum qualification required, and then the submission of the candidates resume is asked. This is the only method used by Walmart for attracting the applicants to work for the company and it is not sufficient for hiring the best talent for the company as many people are not internet savy (Rose, 2013). Recommendations Walmart is using just a single method of attracting applicants which are insufficient to attract proper talent. Many people do not have access to internet then it will be a lost opportunity for them. Giving a newspaper advertisement with the details about the job can help in attracting knowledgeable and talented people for the job opening (Safdar, Waheed, Rafiq, 2015) The Selection, Recruitment, Appointment and Rejection Process The HRM department of Walmart uses different recruitment sources and methods fitted to various positions in the organization. The retail industry specific criteria are also used by the company in the selection process. The recruitment practices of Walmart are discussed below (Sathya Dr.R.Indradevi, 2012). Walmart Recruitment Practices Recruitment Sources-the HRM department of Walmart uses external and internal recruitment sources for different positions in the company. The focus of the internal recruitment sources is on the current employees. It finds the candidates that are suitable to fulfil the opening or the new position at Walmart. The external recruitment sources are used to find the talent for the company from the labour market. The internal method of recruitment can increase expectations in the employees and if they do not get fulfilled it may affect the morale of the employees (Zhou, 2014). The different types of internal recruitment sources are used by Walmart. The most significant ones are as follows: - Current Employees Trainees Transfers The employees currently working for the company are the recruitment source for the positions like supervisory and managerial positions. The HRM department prefers to promote the hourly based sales employees to managerial positions (Bae, 2011). The HRM department of the company states that more than seventy percent of their managers started as hourly sales employees and now reached this position. For Walmart, their current employees are the biggest source of recruitments. On the job, trainees are also taken as internal recruitment source by the company. A small number of trainees working for the company like in the position in sales and marketing are promoted to take the higher positions in the department they were working in. This saves a lot of time of the company wasted in the talent hunt and training the new employees for the position. When a company takes major changes, then few people can get promoted for a period to fill in the gaps of the workplace, but when these recruitments will be sent back to their old designation then they will lose their morale and some may even feel cheated (Bais, 2012). The Walmart company deals in various fields for them it needs external recruitment source. The following sources are mainly used as the significant sources for the company:- Respondents to job advertisement Campuses Previous applicants. The companys website is the main human portal that is being used as the Walmart external source of recruitments. The job openings are regularly posted on the website. The recruitment source provides the cost benefits to the company. The HRM department is focusing in the campuses of colleges for the recruitment process. The external market increases the cost benefits for the company. There are many applicants that have already applied for the job. The company does not deal with such applicants, and no need of extensive research need to be done (Batistic, 2015). Recruitment Methods- as per the recruitment sources used by the company, the direct and indirect methods are the corresponding recruitment method. Under the direct method, the company directly get in-touch with the prospective employee. Like, occasionally the company goes for the campus selection. The HRM department contacts the students who might want to join the company by applying for the job opening. It is beneficial as it speeds up the recruitment process rather than waiting for the applicants (Cesario, 2015). The method enables the HRM department to apply certain criteria in the selection of students for being contacted. Like, students enrolled in business-related degree programs can be contacted for supervisory or managerial job openings. Though there is a disadvantage also to use the direct method as it limits the potential candidates number (Gberevbie, 2008). When an indirect method is taken for the recruitment, then the aim of HRM department of the company is to reach out to a large population of the worker. And this method is completed by posting an advertisement about the job opening on the website of the company. The majority of Walmart resources are provided to the company by using the indirect method of recruitment. The reach of such indirect method advertisement is on the global basis, thereby creating a large-scale support for the company. Also, using indirect method tend to be cost-effective. The HRM cost is also minimum in case of Walmart, as they place the advertisement on their corporate website (Greenhill, 2010). Selection Process at Walmart Selection Criteria- the job position decides the selection criteria of Walmart. The basic criteria consist of training, and education backgrounds check and checking of any criminal background. For the position of hourly salesman, the company uses knowledge retention and the interpersonal skills. It is very important for the employees to have interpersonal skill for this position (Manson Carr, 2011). This is because the sales personal directly communicates with the customer. Walmarts HRM department also demands skills like problem-solving abilities, and conflict management skills for the position of a supervisor or managerial. They are expected to perform the job of analyzing and solving problems in the workplace (Mishra, 2013). Methods and Techniques- most of the positions, in the Walmart are evaluated using structured interviews and job knowledge evaluation. To determine the details about the applicants perspective and expectations regarding Walmart structured interviews are used. The information collected from the interview helps in determining the person-job and person-organization fit (Ng, 2015). For many positions Walmart uses the personality and situational judgment test. Though theses test are normally used for finding an employee for managerial positions, and especially in the HRM department, finance, and others. The personality test helps the company in deciding whether the candidate can function as per the demand in the companys context and nature of business. The determination of analytical and problem-solving abilities is done through situational judgement tests. These different tests given to candidate ensure the HRM departments approach for the applicants for a position is comprehensive throug hout the Walmarts global structure (Rangriz Pashootanizadeh, 2014). Recommendations More recruitment areas should be established by the HRM department of the company to get the better applicants for the job opening. It is not necessary that the potential candidate is looking at the website of the company when the job opening arises, there using local advertisements methods will help in gaining a good number of potential applicants. College going students have a fresh approach, but they lack in experience and product knowledge, thus, the company will bear the loss while a student will turn into an efficient employee. Once he becomes a professional, he will start searching for better options. Thus filling up of a bond with the students becomes helpful in retaining them for long (Scroggins, 2007). Appointment Process at Walmart A company has a full procedure that it follows to judge the best employee for the company. In Walmart also a well-defined procedure is applied to appoint the best candidate for the company. The companys HRM department shortlist the three best candidates that fulfil the criteria required for the position opened in the company. The three candidates are interviewed by the panel of three and questions related to the job requirement, previous work-experiences, etc. are asked. If a candidate is liked by the panel, then they are given to fill a detailed form where there is a lot of information need to be filled (Yurtseven Halici, 2011). Then the candidate is called for the orientation process. In orientation process, the candidate is showed few videos about the company and the expectation that the company has from the candidate. It is a three days process, and at the end of it, a module test is taken by the candidate that is necessary to be passed (Andersen, 2016). If a candidate fails to clear the module test then the whole process of orientation is repeated to make the applicant familiar with the processes of the company. A training program is held once the candidate clears the module test, and after this, the candidate is signed for the position in the company he is hired for. A written agreement is given to the employee with all the right and benefits mentioned in the agreement regarding the employee (Arthur, 2012). Rejection Process of Walmart The candidates those who are rejected in the online process are being informed by an Email sent through the company website. The people who get selected for the interview but fail to clear it are given a thank you note for taking part in the interview and then asked to leave (Bell, 2012). The documents and information submitted by the candidates rejected by the company HRM department is kept saved in the database of the company. This is done because in future if any candidate applies again then the data regarding the applicant are available to the HRM department of the company and they can decide whether to call the applicant again for the job interview or not (Edenborough, 2012). Legal Framework Every employee has right to know his rights and benefits he is entitled to get from the company. Also, a written document that specifies the appointment of the candidate in the particular company is important for the applicant to get. This legal framework is as per the country where the store is situated. All this is known as the legal framework that is required to be fulfilled on the appointment of the employee. Walmart follows a proper legal framework while appointing the employee for the company (Folsom, 2008). Once the applicant gets finalized by the company he has to sign an agreement with the company, which generalize all the rights and benefits that an employee is liable to. All the facilities given by the company is also mentioned in the agreement like the break time, holidays, sick leave, overtime payment, etc. Walmart follows all the legal procedure framed for the employees as according to the country the store and the job positions. For example, if a candidate is finalized in a store situated in Australia then all the legal papers will be made as per the Fair Work Act of Australia. This is because Fair Wok Act is the legal policy for employees that safeguard the rights and benefits of the employees in Australia (Jones, 2010). Along with this the legal department of the company manages the other compliances also, like work health and safety law obligations. The privacy clause is also added in the employee and employer agreement to safeguard the interest of the company. The Equal Opportunity Act 1984 helps in overseeing the entire recruitment and employment life. If the employee is an immigrant, then that will also be part of the legal framework and then, they will require fulfilling the details of their home country and reasons to come here and working for the company (Kenny, 2012). Recommendations A more detailed legal process is demanded each country, as the company is spread out in about twenty-five countries which make it difficult to follow all the rules of each country. A common agreement with rights and benefits common to all the countries can be asked to be signed at starting of the employment relation. Along with the employees right, the legal document should also display the employers right also (Koedel Xiang, 2016). The Orientation and Socialization Process of Walmart Orientation Process of the Walmart An orientation programs help an individual to understand the company and its goals better. It also helps in familiarizing the new employee with the company. The orientation process in Walmart is of three days. The first two days of the orientation programs is all about filling various papers, watching videos, and learning about Walmart (Parker, 2007). The third and the last day of the orientation program of Walmart are spent on the computers dealing with various module series. These modules are known as CBLs. Each module is about a subject which an employee has to know about. Once all the modules are done, then a quiz on the modules are taken by the employee which has to be passed if an employee fails then he can again try it till the time he gets a pass. After this, a work schedule will be given to employees, and they are to report for it from the next working day (Paul, 2014). Socialization Socialization is very important for both the employees and the organization. Socialization helps the employee to get comfortable and adjusted with the new environment, responsibilities, and people. If an employee get adjusted with his working environment then he will give his hundred percent to the company and ultimately benefits the company (Persky Merriman, 2012). In Walmart, it is the duty of the managers to make the employee comfortable and feel valued for the company. He introduces the company and its members to the new employee and allows him to get familiarize with the various processes of the company. The socialization process is a very formal procedure in Walmart because of the organizational culture of the company. This provides the feeling of authority in the employee and proper and organized working procedures of the organization (Reed, 2014). Recommendations The socialization process in Walmart is very formal which make it difficult for the new employee to understand quickly. It also increases the pressure on the employee. So a bit flexible socialization process will help the employee to get quickly adjusted with the new environment. During socialization process managers should make the employee feel valued and responsible but not pressurized (Reitz, 2014). Walmarts Employee Retention Programs It is a very critical job to retain the talented and efficient employees in the company. Company like Walmart where the number employees are more than two million, then the turnover of the employees is also very high, especially in the hourly sales employees (Robichaud, 2014). To overcome this situation Walmart has come up with the following retention strategies:- Recognition Bonuses Training and development Promotions Academic credit Walmart provides the non-financial recognitions to the excellent employees like top-performing employees of all the stores. As per the business performance the bonuses are decided. Although bonus is generally for the employees working in the managerial positions of the company. To increase the employees morale and to fulfil the needs of the HR of the company, regular training and development is given to the employees as promotions (Rose, 2013). The company has a policy to first recruit the internal candidates to a better position then go looking for the new ones. Thus, in Walmart the hourly sale personal are promoted to supervisory and then to managerial positions of the company. Walmart is in an agreement with American Public University which provides an academic credit to the employees for the work they did at Walmart. This is the best retention strategy that Walmart has applied to retain its employees as it helps an employees to pursue a career and also climb the companys corporat e ladder (Sathya Dr.R.Indradevi, 2012). Recommendations Every individual has a different need therefore a company manager should identify those needs and accordingly give the non-financial or financial help in the form of promotion to the employee; this will help in retaining the employees. More form of promotions and bonuses are required to be applied on more than two million employees of the company.Training and development is good for increasing the morale of the employees but most of them does not take it as the promotion. Thus, it is important to explain them the importance of the training and development in their career (Zhou, 2014). Conclusion For a company its employees are great assets. But in some cases the employees can prove to be a burden for the company. Thus, it is very important to select the best, talented and knowledgeable employees for the company. For this it is very important that the company attracts the most efficient candidates for the company and hire them. The point does not end with hiring the employee, it is very important to retain those employees that are assets to the company. A company has to think carefully and then design the process of hiring personals because mistakes are generally very expensive for the companies. Walmart a well-known company that owns a number of stores throughout the world follows a traditional organizational structure and design and describe the jobs according to it. This is so far working for the company, but with the changing global market and needs for how long it will work cannot be judged. It is better that Walmart should think to expand its idea of hiring employees fo r the company. They should explore more methods of hiring employees along with different criteria and skills in the employees to achieve new success. The HRM department works hard to get the best talent for the company to bring success to the company. To explain the whole process the example of the Walmart and its attracting and retention program is discussed along with some recommendations that can help the company to improve its program and earned better employees for the company and retain them for the companys betterment. Hence, it is important for the company to attract the talent for achieving success but it is also necessary to retain them. References Amundson, N. (2007). the influence of workplace attraction on recruitment and retention.Journal Of Employment Counseling,44(4), 154-162. Andersen, H. (2016). Selective moving behaviour in ethnic neighbourhoods: white flight, white avoidance, ethnic attraction or ethnic retention?.Housing Studies, 1-23. Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees(5th ed.). New York: Amacon Bae, S. (2011). Organizational socialization of international nurses in the New York metropolitan area. International Nursing Review, 59(1), 81-87. Bais, D. (2012). Employee Retention Management:some Issues. IJSR, 1(4), 22-24. Bell, M. (2012). Book reveiw: Equality: The New Legal Framework.Social Legal Studies,21(1), 141-144. Batistic, S. (2015). Socialization tactics: The role of human resource systems in the socialization process. Academy Of Management Proceedings, 2015(1), 14148-14148. Cesario, F. (2015). Employees Perceptions of the Importance of Human Resources Management Practices. Research Journal Of Business Management, 9(3), 470-479. Chi, C. (2007). Job Compensable Factors and Factors weights Delivered from Job Analysis DataOB Perceptual And Motor Skills,104(3), 1193. Edenborough, R. (2012).Assessment methods in recruitment, selection and performance. London: Kogan Page. Folsom, A. (2008). A Performance Approach to Job Analysis.Performance Improvement Quarterly,14(4), 37-44. Gberevbie, D. (2008). Employee Retention Strategies And Organizational Performance. IFE Psychologia, 16(2). Greenhill, B. (2010). The Company You Keep: International Socialization and the Diffusion of Human Rights Norms. International Studies Quarterly, 54(1), 127-145. Han, Y. (2008). The Relationship between Job Performance and Job Satisfaction, Organizational Commitment, and Goal Orientation.Acta Psychologica Sinica,40(1), 84-91. Jones, R. (2010).Recruit, select induct staff. France: Pearson. Kenny, B. (2012). Review of Anita Chan's 'Walmart in China'.Global Labour Journal,3(2). Koedel, C. Xiang, P. (2016). Pension Enhancements and the Retention of Public Employees.ILR Review. L, R., Compton, Morrissey, W.J, Nankervis,. (2014).Effective recruitment and selection practices(6th ed.). NSW: Australia Cch.': NSW: Australia Cch.'. Manson, J. Carr, S. (2011). Improving job fit for mission workers by including expatriate and local job experts in job specification. Journal Of Managerial Psychology, 26(6), 465-484. Mishra, S. (2013). Is Client Retention more Important than Employee Retention - A Case Study on Indian PR Agency. Adhyayan: A Journal Of Management Sciences, 3(2). Ng, T. (2015). Embedding Employees Early On: The Importance of Workplace Respect. Personnel Psychology, 69(3), 599-633. Parker, S. (2007). `That is my job': How employees' role orientation affects their job performance.Human Relations,60(3), 403-434. Paul, D. (2014). Incentives - their value and accountability in business attraction and retention: the debate continues.Papers In Canadian Economic Development,10(0), 24. Persky, J. Merriman, D. (2012). Focus Issue: WalMart.Economic Development Quarterly,26(4), 283-284. Rangriz, H. Pashootanizadeh, H. (2014). Desirable System Requirements for Employee Performance Evaluation to Establishment of Meritocracy and Continuous Improvement by using TQMPE and AHP Model. Science, Technology And Arts Research Journal, 3(3), 185. h Reed, D. (2014). Leverage Employees' Values for Staff Retention and Development.Opflow, 26-27. Reitz, O. (2014). Job Embeddedness: A Concept Analysis.Nursing Forum,49(3), 159-166. Robichaud, A. (2014). Youth attraction retention in Northeastern Ontario: A regional strategy.Papers In Canadian Economic Development,13(0), 66. Rose, P. (2013). Bet You Missed It-PubMed and Walmart.Against The Grain,12(3). Safdar, R., Waheed, A., Rafiq, K. (2015). Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model.JDM,5(2). Sathya, S. Dr.R.Indradevi, D. (2012). Branding for Talent Attraction and Retention of Employees : A Literature Review.IJSR,3(8), 202-204. Scroggins, W. (2007). The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit. Employee Responsibilities And Rights Journal. Yurtseven, G. Halici, A. (2011). Importance of the Motivational Factors Affecting Employees Satisfaction. International Business Research, 5(1). Zhou, F. (2014). Analysis on Job Pressure and Job Performance and their Relationship.AMM,687-691, 5112-5115.

Harry Chapin Food Bank Essay Sample free essay sample

The Harry Chapin Food Bank of Southwest Florida is a non-profitable organisation which is besides known as the Lee County Food Cooperative. The chief duty of the organisation was to administer many nutrient merchandises that were held by the federal authorities to all households and persons in demand. Their mission was to get the better of hungriness throughout the counties of Southwest Florida. Throughout this essay I will acquire more into debt about the history and people behind this organisation. the maps. and how people can fall in and assist others through this voluntary work. In the late 1970’s was when hungriness started going an issue in the United States. The adult male behind all this work was Harry Chapin himself. Harry was best known as a common people or stone performing artist. and it was with the raised money from his public presentations that he helped to contend against all the huger issues. We will write a custom essay sample on Harry Chapin Food Bank Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The battle against hungriness became his cause and passion. He went through a batch of attempt and clip to seek to convert people from the Congress and the staff to assist continue to solutions to work out the job of hungriness. In New York was where he foremost established a hotline to the battle against hungriness. Unfortunately Chapin died in a auto accident at the age of 39 in the twelvemonth 1981 the dark he was scheduled to make another benefit concert. A twosome old ages subsequently he was really good deserved the award the Particular Congressional Gold Medal for his legion attempts against the battle of hungriness. In the late 1980’s the nutrient bank had grown so much it was in demand of a new installation. By this clip the nutrient bank became one of the sole distributers for USDA and FEMA in Southwest Florida. They became supported by many events like the Publix Holiday Food Drive and many other well-known nutrient thrusts. and besides got entree to donated nutrient from topographic points outside the province of Florida. 1994 became a really of import twelvemonth for the Food Bank with the support of many foundations many private every bit good as corporate contributions made it possible to purchase a meat processing works in Fort Myers and became the new place for them. Durin g the twelvemonth the name of Harry Chapin was honored and added to the name of the nutrient bank. Even to this twenty-four hours the Harry Chapman Food Bank continues to turn and spread out assisting the demands of all the people contending hungriness conflicts in Southwest Florida. The nutrient bank helps supply nutrient to over 30. 000 people each month. Statisticss show that that the nutrient has helped administer 12. 5 million lbs of nutrient. with a value of over 20 million dollars to many Floridians in demand. In December of 2008 this organisation leased a new warehouse that is set to supply for a future enlargement and nutrient distribution for the attempt of run intoing the demands of all these households and persons. Since the move to this new location they have been able to assist more than 108 % of the persons they were assisting. This nutrient bank wouldn’t be able to be made possible if it wasn’t for all the voluntaries and workers that twenty-four hours to twenty-four hours do this all go on and maintain the organisation traveling. Anyone interested in volunteering can entree the chief managers online over electronic mail or over the phone. all the information is located on the nutrient Bankss page ; World Wide Web. harrychapinfoodbank. org One individual can do so much alteration and assist so much to less unfortunate anyone merely like Harry Chapin can do their voice be heard and be the light to all those that need support and aid. The Harry Chapin Food Bank is an organisation that has been supplying aid to contend against hungriness over the old ages. The nutrient bank has grown enormously thanks to its chief patron Mr. Harry Chapin. Thankss to all his finding and work to get the better of hunger the nutrient bank is able to assist 1000s of people in Southwest Florida. This organisation is a small visible radiation of hope to all the unfortunates out at that place. To this twenty-four hours this organisation keeps turning with all the support of all the voluntaries and assistants. Plants Cited â€Å"Welcome to the Harry Chapin Food Bank. † Harry Chapin Food Bank . N. p. . n. d. Web. 10 Sept. 2012.

Motivation1 essays

Motivation1 essays Personal Motivation-The Individuals View Understanding what motivates people is at the core of relating to people at all levels. According to Websters dictionary, (Webster, 1976) to motivate is to provide with, or affect as, an inner drive, impulse, or incentive that causes one to act. A motivation can be a cause, purpose, or idea according the Thesaurus. (Webster 1997). Motivation causes behavior, incites action. Personal motivational drives may include pride, desire for greatness, competitive spirit, serving others, doing the right thing, overcoming all odds. (Katzenbach, 1995, p.91) When studying motivation, the classic motivational theories of McGregor, Herzberg, and Maslow must not be forgotten, as illustrated in Figures 1,2, and 3. McGregor characterized people into two groups, labeled X and Y. Herzberg identified a two-factor theory regarding the motivation of employees. The motivation factors, when present, tend to create satisfaction or motivation in the minds of employees. The hygiene factors, when absent or perceived as inadequate, can create dissatisfied employees; yet, when present, do not add to satisfaction or serve to motivate. Maslow suggested people are motivated by a set of internal needs. They range from the lowest-order needs of Physiological to the highest-order need of Self-actualization. Individuals are motivated at their level of need, and once a lower-order need is satisfied, the next higher-order need becomes the individuals motivational drive. Author Kenneth Van Sickle believes that the motivational theories represented by McGregor (Theory X, Theory Y) and Herzberg (Hygiene Seeker, Motivation Seeker) reflects two distinct personality types. These two personalities can be defined relative to Maslows Hierarchy, and he labels these personalities Low-order Need Person and High-order Need Person. The Low-order Need Person, or LONP, operates at the lower three...

Project Management in a Matrix Organization Thesis Proposal

Project Management in a Matrix Organization - Thesis Proposal Example The main goal of this process became a general restructuring of enterprises, including wide range of forms, methods, and instruments aimed at provision of sustainable development. All these changes in the society are so much global that simple reorganisation of labour will never be enough. Today, for being able to correspond to current conditions, norms, and principles, we should start this restructuring, first of all, from the phase of changing ourselves. That is what called â€Å"a challenge†, which demands specific knowledge and skills professionally and effectively applied in practice. As the world experience shows, the important part of such knowledge base is such situational science as management. The simplified definition of â€Å"management† states that it is necessary skills which help to achieve goals using labour, intellect, and motives of other people’s behaviour in the most efficacious and fullest way. The urgency of management had been conceived and proved long time ago, when such performance turned into profession, area of expertise became a real independent discipline, and social layer grew in rather influential public power. Currently, for being able to presume successful functioning in the conditions of constant changes, every enterprise needs competent and professional management. In the conditions of crisis, superintendent must be able to analyze various options of manufacture’s development, see perspectives of the company on the market, and gain will and ability to retract staff into implementation of purposes. In addition, it is imperative to have a clear and distinct structure of the firm, understand the reason of choosing exactly this approach, and be aware about all possible results that may come up the in future. For maintenance of competitiveness of the enterprise, organisational structure should provide that all work is focused on specific products and concrete ultimate consumers. Organisational structure supposes distribution of functions and authorities aimed at the process of decision-making between superiors and employees that are responsible for the performance of structural subdivisions. The problem of improvement of organisational structure consists of specification of subdivisions’ functions, definition of rights and responsibilities between superintendent and employee, elimination of multistaging, and duplications of informative flows. The main purpose of all these tasks is to increase effectiveness of management. Organisational structure is supposed to build clear and concrete relationships between particular departments of the firm along with effective distribution of responsibilities between them. Organisational structures of industrial companies are characterized with a big variety of forms and are defined with many objective factors and conditions. The last can include the volume of industrial performance, production profile of the firm, or the character of monop olistic embodiment. Each of existed organisational structures has its specific virtues and disadvantages. Every organisational st

How to keep a romantic relationship in long distance via social media Essay

How to keep a romantic relationship in long distance via social media and phones - Essay Example This paper explains the various theories that have been proposed to hinder long distance relationships and how in my interpersonal encounters, they have been overcome. Relationships for different people have different meanings. Most people get invested in the other person too early in the relationship and end up giving up when things do not go the way they want to. The key to a successful relationship is keeping a check and balance on your expectations. The rest of the necessities can be taken care of by the various mechanical devices that have been invented and discovered for the ease of communication. My romantic relationship has been going strong since the last five years, thanks to the efficient communication with the help of social media and mobile phones. It has been postulated that most of the difficulty arises in being unable to see your partner. This is because it fosters uncertainty, which may lead to distrust and disloyalty, and spoil the relationship sooner or later. This complication usually arises either during the early phases of a relationship, when the feelings of apprehension and skepticism may take over logic. It may also arise over a span of few years, since partners tend to get tired of long distances over long spans of time and need a way to either reduce the distance, time, or suffer termination of the relationship. Phones are an important means of bridging this gap, as are increasingly popular internet applications such as Skype, Viber, imo, etcetera. If you designate a particular time in the day when you can use either of these to have some time conversing with the person you are involved with, or share precious moments ranging from birthdays and anniversaries, to joys and sorrows such as getting employment or losing a family member. The face to face communication offers not only a way out for the frustrations that result due to the distance, but also eases doubts that result due to the social expectations out of a

Nutrition classes in Texas middle schools Essay

Nutrition classes in Texas middle schools - Essay Example The youth of Texas, aged 9th through 12th grades, reported only 17% were eating the recommended number of fruits and vegetables daily, with about 45% actually meeting the physical activity requirements for people in that age group. They also reported more than 38% drank at least one non-diet soda per day. (Dehghan, Akhtar-Danesh, &Merchant, 2005) The burden of obesity has cost private Texas businesses more than $3.3 billion and the state Medicare/Medicaid system more than $ 5 billion annually. (Castellon, 2008) The U.S. Surgeon General’s office report that more than 70% of overweight children go on to become overweight adults. Efforts aimed at reducing obesity should be initiated during early childhood with positive role modeling of healthy relationships with food and exercise. The focus should be more on healthy lifestyles as opposed to dieting solutions once the weight has accumulated. (Castellon, 2008) It is projected that by the year 2025, only 14% of adult Texans will be of normal weight, resulting in over $15 billion being spent annually for obesity related health issues. Texas has already begun to invest in nutrition and wellness education by spending $20 million in support for school physical education, fitness, and nutrition programs for middle-schoolers, in 6th – 8th grades. ... (Castellon, 2008) According to an independent study published by the American Journal of Public Health in 2008, the declining results may be attributable to the implementation of the Texas Public School Nutritional Policy, which took effect in 2003. The study collected three years worth of lunch menus and student choices, combined with health evaluations of Texas school children in more than six hundred participating schools across Texas. The Nutritional Policy aimed at instituting change by reducing availability of non-nutrient items, providing milk, fruits and vegetables, as well as healthy entree items on the menus. The entrees featured foods higher in protein, fiber, vitamins A and C, and Calcium. This study supports that school lunch choices had the potential to impact the problem of obesity showing short term reductions in obesity for participants, with further research being required. (Cullen, 2008) The International Journal of Obesity reported an increase in early onset child hood obesity with more prevalence in Mexican Americans and African Americans than in non-Hispanic White participants. The fat patterning in these groups was also more noticeably truncal, located around the middle region of the body; this pattern is more closely associated with Type II Diabetes, hyperinsulinemia, and cardiovascular risk factors. (Park, Menard, Schoolfield, 2001) (Guzman, 2011) In taking a closer look at the ethnic patterns of obesity, several factors appear to be involved. First of all, non-Hispanic Blacks and Hispanics were found to be less likely to engage in physical activities. This was attributed to less availability of safe areas to perform physical activities. Secondly, this group was also found to be more satisfied with

Development of Project Management Plan

Development of Project Management Plan LITERATURE REVIEW Having seen in the previous chapter about the Project management is a carefully planned and organized effort to accomplish a specific (and usually) one-time effort, for example, implementing a new computer system. Project management includes developing a project plan, which includes defining project goals and objectives, specifying tasks or how goals will be achieved, what resources are need, and associating budgets and timelines for completion. It also includes implementing the project plan, along with careful controls to stay on the critical path, that is, to ensure the plan is being managed according to plan. Project management usually follows major phases (with various titles for these phases), including feasibility study, project planning, implementation, evaluation and support/maintenance. Comninos and Frigenti (2002 p.72) defines Project management as â€Å" The application of knowledge, skills, tools and techniques to project activities to meet project requirements. Further Haynes (1995 pp. 623) defines project management as â€Å" Project management concentrates on the project . A project is an undertaking that has a beginning and an end and is carried out to meet established goals within cost , schedule and quality objectives . Project management brings together and optimizes the resources necessary to complete the project successfully . These resources include the skills , talents and co-operative effort of a team of people , facilities , tools and equipment ; information systems and techniques and moneyâ€Å" Duncan (1995 pp. 742) has a similar view â€Å"Project management is the application of knowledge, skills, tools and techniques to a broad range of activities in order to meet the requirements â€Å" Harrison ((1988 pp.62) states these definition as â€Å"The application of modern management techniques and systems to the execution of a project from start to finish, to achieve predetermined objectives of scope, quality, time and cost, to the equal satisfaction of those involved† Cleland and Gareis (1993 pp.58) states that â€Å"Project management is the ability to define, schedule and assign project activities; record project issues; monitor progress and report changes in activity accomplishment and issue resolution; and maintain and control changes to designs, plans and issue lists† Similarly Morris (1997 pp. 221) defines as â€Å"Planning, monitoring and control of all aspects of a project and the motivation of all those involved in it to achieve the project objectives on time and to the specified cost, quality and performance† Ciborra (2002 pp. 525) defines Information System (IS) as â€Å"†¦the system of persons, data records and activities that process the data and information in a given organization, including manual processes or automated processes. Usually the term is used erroneously as a synonym for computer-based information systems, which is only the Information technologies component of an Information System. The computer-based information systems are the field of study for Information technologies (IT)† Project management is concerned with managing the entity called ‘People. There is no single universal definition of a software project , although some definitions do have similar structure. â€Å" Projects consume a variety of resources , Projects have a specific start and end point (or life cycle), Projects have a owner (i.e. consumer ), Projects have a specific budget , Project have a clear method , Projects have finite objectives. â€Å"A unique undertaking with a concise life cycle , start and end dates , a finite budget , resource allocation and defined outcome or objective † (Gary 2001 p.25) 2.1 Preview of software industry in India The software industry is one of the fastest growing industries and highest earners of foreign exchange in the Indian economy. With help from the Indian Government including tax benefits and the development of infrastructure links, the software sector has grown over 56% annually since 1995. Software exports currently reach about 95 countries and account for 10.5% of Indias total exports.There is, therefore, significant interaction on the global level between IT companies and other countries and companies, which might account for the lead Infosys has taken amongst its peers in the field of CSR (Narayana Murthy CEO Infosys , 2006 15/02/07) The India Software Industry has brought about a tremendous success for the emerging economy. The software industry is the main component of the Information technology in India. Indias pool of young aged manpower is the key behind this success story. Presently there are more than 500 software firms in the country which shows the monumental advancement that the India Software Industry has experienced (IIT,2002 p.4) 2.2 Infosys and its relation to software project management Founded in 1981 in Bangalore by Narayana Murthy and six colleagues, Infosys is positioned to integrate the needs of vendors and service providers, using existing solutions or relying on new product development. The company does the necessary integration, software development, feature enhancements testing, release and third level support. It provides solutions to the financial sector the biggest chunk of its business- as well as to 460 other clients across a broad spectrum of other industries. (www.infosys.com 14/02/08) In terms of project management, software project work is split into two components: onsite and offshore, according to where it can be best done, at the lowest cost, and with the lowest level of acceptable risk, thereby de-coupling capability development and delivery. Although Infosys was not spared by the dotcom crash in 2001, thanks in part to the loyalty built up among employees the business bounced back, and by 2006 its market capitalization was US$18 billion. For Murthy, leading by example is what counts. This translates into three core values: respect for the individual, data-based decision making, and embracing constant change by forcing people to share their innovations. Infosys has established a systematic pattern of succession planning whereby board members remain in the vanguard but are underpinned by a three-tier leadership structure for high-potential managers. Younger employees are viewed as the eyes and the ears of the company, bringing to the forefront contemporary issues that might otherwise be overlooked (Manfred , Vries, Agrawal and Florent-Treacy 2006 p.121) Since incorporation, Infosys annual revenue has rapidly increased and it reached 1 trillion in 2006. Unlike many other Indian IT companies Infosys has concentrated on building software applications and this has contributed to its global success Infosys Technologies employs nearly 17,000 people worldwide, almost 10,000 of whom are software professionals. 116 new clients in the financial year (FY) 2002 added to the already prestigious list that includes Airbus, Cisco, Nordstrom and Boeing. Retail banking services account for around 4% of total revenue. The company vision is to be the best globally, commercially and ethically. As such, Infosys has developed a C-Life principle of core values that it aims to honour in all aspects of its business conduct . C LIFE represents Customer delight , Lead by example , Integrity and transparency , Fairness and Excellence (www.infy.com 15/06/07) 2.3 Project Management Processes (Infosys based approach) Turner J and Rodney (2005 p..43) states that ‘ A project management process is the management process of planning and controlling the performance or execution of a project ‘ Although all projects are different and have unique features m there are elements which are common to most . A process model needs a set of features which Are adaptable to a wide range of applications Provide a complete and adequate definition of any project to which they are applied Are easy to assimilate , with the key tasks and points of interest highlighted Are suitable to act as a memorandum and checklist to ensure that everything is covered Do not impose any unnecessary constraints on the use of tools , techniques and methods during the projects A process model can be helpful to a project manager in planning the project but obviously cannot be followed blindly and must be tailored to meet the requirements of the project . Not all the elements of the process model will be appropriate , but the model can be used as a checklist to ensure that nothing important is missed from the project . The process model is also used to help define what is required of the project manager at each stage in the project and to define the inputs and outputs of each stage . (Van Vliet , 2004 p.52) Infosys executes hundreds of projects each year. Full responsibility for executing a project rests with the project manager, who must make sure that the project team delivers high-quality software to the customer on time and within cost. To help the project manager fulfill this responsibility, support from the organization is necessary. (Mahajan and Ives , 2006 p.231) This section provides a brief background Infosys support for managing software projects. For a project team to successfully execute a project, it must perform hundreds of tasks, many of them interdependent. Effectively managing this process is extremely important for success. (Harvey 2003 p.52)At Infosys, the set of activities executed by a project manager is specified in the project management process. It is fairly standard, having three main stages: Software project planning Software project execution Software project closure 2.3.1 Software Project Planning The key to a successful software project is in the planning. Creating a project plan is the first thing one should do when undertaking any kind of project. Often project planning is ignored in favor of getting on with the work. However, many people fail to realize the value of a project plan in saving time, money and many problems. A project is successful when the needs of the stakeholders have been met. A stakeholder is anybody directly or indirectly impacted by the project. (Lackman 1987 p.57) As a first step it is important to identify the stakeholders of software project. It is not always easy to identify the stakeholders of a project, particularly those impacted indirectly. (Lewis J 1995) Examples of stakeholders are: The project sponsor The customer who receives the deliverables The users of the project outputs The project manager and project team Once understanding who the stakeholders are, the next step is to establish their needs. The best way to do this is by conducting stakeholder interviews. Considerable time can be utilized during the interviews to draw out the true needs that create real benefits. Often stakeholders will talk about needs that arent relevant and dont deliver benefits. These can be recorded and set as a low priority. ( Berlick 1992 p.72) The next step once after all the interviews done and have a comprehensive list of needs it is now to prioritize them. From the prioritized list its important to create a set of goals that can be easily measured. A technique for doing this is to review them against the SMART (specific, measurable, agreed upon, realistic and time-based ) principle. This way it will be easy to know when a goal has been achieved. Once having established a clear set of goals they should be recorded in the project plan. It can be useful to also include the needs and expectations of the end users- stakeholders. (Thomsett 1989 p.51) At Infosys , in the project planning stage, as revealed by Marsh (1998 p.17) , the project manager reviews contractual commitments and creates a plan to meet them. Creating a project plan involves defining a life-cycle process to be followed, estimating the effort and schedule, preparing a detailed schedule of tasks, and so on. It also includes planning for quality and configuration management as well as risk management. In this phase, the major activities of the project manager are as follows: According to McManus (1997 p.69) , the project manager performs startup and administrative tasks and creates the project plan and schedule. He is also responsible for defining the objectives of the project . The suitable standard process for the project execution is identified . Also the standard process to meet project requirements are tailer . Also a process for managing changes in requirements is designed . The estimation of effort involved is undertaken . Also the plan for human resources and team organization is determined . The project milestones are defined and schedules created accordingly. Also the quality of objectives and a quality plan to achieve them are determined . A defect prevention plan in designed. The risks are identified and plans are made to mitigate them. A measurement plan for the project is defined .A training plan for the project is designed . The project-tracking procedures are analyzed for effective execution . Also a review of the project plan and schedul e are performed . Authorization from senior management is obtained . The configuration management plan and defined and reviewed . Also orientation of the project team to the project management plan is executed In addition to the project manager, this phase involves the customer, an SEPG representative, and the business manager for the project. The entry criterion is that the contract or project authorization is available. The exit criterion is that the project plan has been documented and group reviewed (Morgon 1986 p.19) 2.3.2 Software Project Execution According to ,Harvey ( 2003 p.167) ,the purpose of Project Execution and Control is to develop the product or service that the project was commissioned to deliver. Typically, this is the longest phase of the project management lifecycle, where most resources are applied. Project Execution and Control utilizes all the plans, schedules, procedures and templates that were prepared and anticipated during prior phases. Unanticipated events and situations will inevitably be encountered, and the Project Manager and Project Team will be taxed to capacity to deal with them while minimizing impact on the projects CSSQ. Project Execution and Control Kick-off is where the project manager conducts a meeting to formally begin the project execution and control phase, orient new project team members, and review the documentation and current status of the project. The purpose of Project Execution and Control Kickoff is to formally acknowledge the beginning of project execution and control and facilitate the transition from project planning. Similar to project planning kick-off, project execution and control kickoff ensures that the project is still on track and focused on the original business need. Many new team members will be introduced to the project at this point, and must be thoroughly oriented and prepared to begin work. Most importantly, current project status is reviewed and all prior deliverables are re-examined, giving all new team members a common reference point. (Rodney 1999 p.123) Manage CSSQ is where the project manager must manage changes to the project scope and project schedule, implement quality assurance and quality control processes according to the quality standards, and control and manage costs as established in the project budget. (SEI 1996 p.4)The purpose of Manage CSSQ is to manage changes to project scope , control the project schedule and manage schedule changes , implement quality assurance and quality control , processes according to the quality standards revised during project planning control and manage costs established in the project Monitor and Control Risks, where the project manager and project team utilize the risk management plan prepared in previous phases, and develop and apply new response and resolution strategies to unexpected eventualities.Risks are potential future events that can adversely affect a projects Cost, Schedule, Scope or Quality (CSSQ). In prior phases, the project manager defined these events as accurately as possible, determined when they would impact the project, and developed a risk management plan. As the impact dates draw closer, it is important to continue re-evaluating probability, impact, and timing of risks, as well as to identify additional risk factors and events. When the risk event actually occurs, the risk (which is by definition a future, potential event) becomes an issue (which is by definition a current, definite condition) and issue monitoring and control takes over. The purpose of monitor and control risks is to deploy the risk management plans prepared in prior phases to anticipate project challenges, and to develop and apply new response and resolution strategies to unexpected eventualities. (Humphrey 1989 p.92) Manage Project Execution, where the Project Manager must manage every aspect of the Project Plan to ensure that all the work of the project is being performed correctly and on time.Project Execution is typically the part of the lifecycle of a project when the majority of the actual work to produce the product is performed and the majority of the project budget is expended. The purpose of manage project execution is to manage every aspect of the project plan as work is being done to make certain the project is a success. This process is performed concurrently with the manage CSSQ and monitor and control risks processes. The tasks in this process are performed concurrently and repeatedly as various aspects of the product of the project are constructed, tested, and accepted. (Dion 1994 p.172) Gain Project Acceptance, where the Project Manager, customer decision-makers and project sponsor acknowledge that all deliverables produced during project execution and control have been completed, tested, accepted and approved, and that the product or service of the project has been successfully transitioned to the performing organization.The purpose of Gain Project Acceptance is to formally acknowledge that all deliverables produced during project execution and control have been completed, tested, accepted, and approved by the projects Customers and the Project Sponsor, and that the product or service the project developed was successfully transitioned from the Project Team to the Performing Organization. Formal acceptance and approval also signify that the project is essentially over, and is ready for Project Closeout. (Duran 1988 p.49) At Infosys , the second phase, as in the words of Finney ( 1999 p.193) , project execution, involves executing the project plan, tracking the status of the project, and making corrections whenever project performance strays from the path laid down in the project plan. In other words, it involves tracking and controlling the implementation of the project process. This phase is the longest in the project management process, incorporating periodic tasks such as monitoring project status and quality and taking any needed corrective steps. In this phase, as said by ( Harvey 2003 p.62) , the project manager executes the project as per the project plan. , tracks the project status., reviews the project status with senior management. , monitor compliance with the defined project process. , analyze defects and perform defect prevention activities, monitor performance at the program level and conduct milestone reviews and replan if necessary. Other members of the team also participate in this stage. The entry criterion is that the project plan is complete and approved, and the exit criterion is that all work products delivered are accepted by the customer 2.3.3 Software Project Closure The Project closure report is produced at the end of the Project, and provides the Project Board with a review of the overall Project and an assessment of how successfully the Project has met its objectives. This report will be presented at the final Project Board meeting, and must be signed off by the Project Board as part of the process of formally closing the Project. (Watts 1987 p.122) As said by Sanders and Curran (1994 p.623) , a carefully structured project closure phase should ensure that the project is brought to a controlled end. The project manager should prepare the end project report, which details the main findings and outcome of the project and represents a formal review of the projects degree of success. The project manager should organize the project closure meeting and draw up a list of who should attend. This meeting is concerned with reviewing the project and ensuring the completeness of all of the major project deliverables. It is the final formal control point apart from the post implementation review; and should be attended by the project owner and the overall project manager. The basic question facing the attendees is: Did the project deliver its intended end-product within the time and budgetary limits set? According to Thomsett (1989 p.62) , The last stage of the project management process, project closure, involves a systematic wind-up of the project after customer acceptance. The main goal here is to learn from the experience so that the process can be improved. Post-project data analysis constitutes the main activity; metrics are analyzed, process assets (materials, such as templates and guidelines, used to aid in managing the process itself) are collected for future use, and lessons are recorded. Because learning from the project is the main goal, this is a group activity that involves the project manager, the SEPG, and other members of the team. The entry criterion is that the customer has accepted the work products. The exit criterion is that a post project meeting has been conducted. The main outputs of this phase are the project closure report and the collected process assets. 2.4 Capability Maturity Model CMM is a development methodology thats designed to help projects make use of reusable processes . There are some pain involved in making the switch , but the benefits to development staff and the organization make it worthwhile The CMM describes a continuum of characteristics based on how well your company or organization follows common and repeatable processes to get your work done. CMMs have been developed for software acquisition, people, and software (Paulk 1993 p.342) Although the SEI continues to enhance and expand the scope and breadth of various CMM models, the primary focus for most companies continues to be software development. Perhaps the biggest reason for looking at software development is that the process uses a fair amount of creativity, which can lead to unpredictable results. However, much (but not all) of the software development process can be standardized using a common set of processes. Common processes can be set up for the project management side Moving up the CMM levels allows an organization to standardize its software development processes in areas that can be successfully repeated from project to project Organizations that use the CMM for software development describe their level of standardization against CMM benchmarks using a scale of 1 to 5. The low end of the scale describes companies that arent using repeatable processes; much of their work is chaotic and ad hoc. The high end describes companies that use defined and re peatable processes, collect metrics to help them continuously improve their processes, and look for creative ways to do things better on an ongoing basis.(Watts 1987 p.79) Many companies are seeing that they can drive business value by implementing good, reusable processes throughout their organizations. The CMM provides a framework that companies can use to measure themselves on a standard 1 to 5 scale. Most companies today are at level 1 and would love to get as high as level 2. Most managers and organizations realise that they should have common and repeatable processes. However, pain will definitely be involved (Gilb 1998 p.122) Infosys has been assessed at level 5 (the highest level) of the Capability Maturity Model (CMM). By extracting project management processes from the set of processes at Infosys, this book also illustrates how projects are managed in a high-maturity organization. Through this illustration, I hope to bring the benefits of the CMM to project managers who have not studied it because of lack of time, because they regard it as being for process folks or because they have found it difficult to relate the CMM to project management practices. (www.infosys.com 02.07.07) 2.5 KPAs and its importance in Project Management Each KPA specifies goals that the processes of the organization must meet to satisfy that KPA. In addition, each KPA specifies a group of activities, called key practices, that collectively satisfy the goals of that KPA. In many senses, the goals for each KPA capture its essence. They specify the objectives that the CMM has set for the processes relating to the KPA. To illustrate the KPAs associated with project management, we briefly discuss here the goals of these KPAs. These goals are taken from the CMM,with some minor changes in the wording of some goals. ( Cooper and Woolgar , 1994 p.589) 2.5.1 Goals of KPAs at Level 2 2.5.1.1 Requirement Management RM Requirements management is all about balance, communication, and adjustment along the way. To prevent one class of requirements from over-riding another, constant communication among members of the development team is critical. For example, in software development for internal applications, the business has such strong needs that it may ignore user requirements, or believe that in creating use cases, the user requirements are being taken care of. (Bevan 1992 p.165) 2.5.1.2 Software Project Planning SPP The purpose of Software Project Planning is to establish reasonable plans for performing the software engineering and for managing the software project. Software Project Planning involves developing estimates for the work to be performed, establishing the necessary commitments, and defining the plan to perform the work (Barker 1992 p.522) 2.5.1.3 Software Project Tracking and Oversight SPTO The purpose of Software Project Tracking and Oversight is to provide adequate visibility into actual progress so that management can take effective actions when the software projects performance deviates significantly from the software plans. Software Project Tracking and Oversight involves tracking and reviewing the software accomplishments and results against documented estimates, commitments, and plans, and adjusting these plans based on the actual accomplishments and results (Budlong and Peterson 1996 p.523) 2.5.1.4 Software Subcontract Management SSM The purpose of Software Subcontract Management is to select qualified software subcontractors and manage them effectively. Software Subcontract Management involves selecting a software subcontractor, establishing commitments with the subcontractor, and tracking and reviewing the subcontractors performance and results. These practices cover the management of a software (only) subcontract, as well as the management of the software component of a subcontract that includes software, hardware, and possibly other system components (ISO 9000-3 p.5) 2.5.1.5 Software Quality Assurance SQA Software Quality Assurance (SQA) is defined as a planned and systematic approach to the evaluation of the quality of and adherence to software product standards, processes, and procedures. SQA includes the process of assuring that standards and procedures are established and are followed throughout the software acquisition life cycle. Compliance with agreed-upon standards and procedures is evaluated through process monitoring, product evaluation, and audits. Software development and control processes should include quality assurance approval points, where an SQA evaluation of the product may be done in relation to the applicable standards. (Kontonya and Sommerville , 1998 p.212) 2.5.1.6 Software Configuration Management SCM In software engineering, software configuration management (SCM) is the task of tracking and controlling changes in the software. Configuration management practices include revision control and the establishment of baselines (Keller et al 1990 p.521 ) 2.5.2 Goals of KPAs at Level 3 2.5.2.1 Integrated Software Management ISM The purpose of Integrated Software Management is to integrate the software engineering and management activities into a coherent, defined software process that is tailored from the organizations standard software process and related process assets, which are described in Organization Process Definition. Integrated Software Management involves developing the projects defined software process and managing the software project using this defined software process. The projects defined software process is tailored from the organizations standard software process to address the specific characteristics of the project (Saiedian Hossein and Kuzara 1995 p.321) 2.5.2.2 Intergroup Coordination IC Intergroup Coordination involves the software engineering groups participation with other project engineering groups to address system-level requirements, objectives, and issues. Representatives of the projects engineering groups participate in establishing the system-level requirements, objectives, and plans by working with the customer and end users, as appropriate. These requirements, objectives, and plans become the basis for all engineering activities (TickIT Guide p.21) 2.5.2.3 Peer Reviews PR In software development, peer review refers to a type of software review in which a work product (normally some form of document) is examined by its author and one or more colleagues, in order to evaluate its technical content and quality When performed as part of each Software development process activity, peer reviews identify problems and fix them early in the lifecycle. That is to say, a peer review that identifies a requirements problem during the Requirements analysis activity is cheaper and easier to fix than during the Software architecture or Software testing activities ( Gentleman 1996 p.92) 2.5.3 Goals for KPAs at Level 4 2.5.3.1 Quantitative Process Management QPM Quantitative Process Management involves establishing goals for the performance of the projects defined software process, which is described in the Integrated Software Management key process area, taking measurements of the process performance, analyzing these measurements, and making adjustments to maintain process performance within acceptable limits. When the process performance is stabilized within acceptable limits, the projects defined software process, the associated measurements, and the acceptable limits for the measurements are established as a baseline and used to control process performance quantitatively (Daly-jones and Thomas 1997 p.142) 2.5.3.2 Software Quality Management SQM Its here were the projects software quality management activities are planned . Measurable goals for software product quality and their priorities are defined . Actual progress toward achieving the quality goals for the software products is quantified and managed (Broad