The Importance Of Promoting Wellbeing In Children Young People Essay

The Importance Of Promoting Wellbeing In Children Young People Essay What occurs to children in the early years has consequences right through the path of their lives. While there are many occasions to interfere and make a difference to the lives of children and young people, this report suggests that intervening in early childhood is the most effective phase to impact on the future development of the child. This statement explores the factors that effect on life-long health, growth and well-being from environmental, and life path perspectives. Early childhood settings plays an important role in promoting health and a feeling of wellbeing for children, their families and ultimately their communities (Hayden Macdonald, 2000). Therefore the goals of health and wellbeing promotion are supported by parents, staff and early childhood professionals who use early childhood services. There are multiple aspects or dimensions to general wellbeing. For the purpose of this report it is convenient to identify and discuss the most important six areas of health mental, emotional, spiritual, physical, environmental and social. These six areas are overlapping and interrelated, but together provide a useful framework for thinking about childrens growth and development as health, well-rounded individuals. 2. Background The early childhood era sets the phase for how well children view themselves, each other, and their world. Young children actively construct meanings about the world and their place in it, offering alternative but equally valid understandings to adults (Millie Watson, 2009). The communication between careers and children work as building blocks for the growth of children as whole (Hayden et al., 2000). In order to share positive experiences of services delivered for the development of six dimensions of health and wellness in respective childcare settings is the intended objective of this report. 2.1 Health: Towards Wellness and the Six Dimensions Prior to the 1800s, health was simply means the antithesis of sickness (Donatelle, 2006). Therefore, when all parts of body were functioning properly called as a good body having health. However focusing on global health issues at an international conference in 1947, the World Health Organization (WHO) took a landmark step and clarified that what health truly meant: Health is the state of complete physical, mental, and social well-being and not merely the absence of disease or infirmity (Donatelle, 2006). According to Donatelle (2006), Health is complex and involves the interaction of variegated factors, which includes; Physical refers to the capability of human body structure to function properly Social refers to the capability to interact with other individuals Mental refers to the capability to process information and act properly Emotional refers to the capability to cope, adjust, and adapt Spiritual refers to conviction in some force or dynamic other than humans Environmental consist of  · External: refers to ones surroundings (e.g., habitat, occupation)     · Internal: refers to an individuals internal structure (e.g., genetics) Achieving wellness means attaining the optimal level of wellness for a given persons unique set of limitations and strengths (Donatelle, 2006). 2.2 Wellness and Wellbeing: The importance in early childhood One of the greatest indicators of health and wellness in a community is the extent to which it nurtures healthy children, as they will become the healthy adults citizens who make communities vibrant (McMurray, 2007). While we have long recognized that early experiences have an effect on later life, new findings from longitudinal studies and new brain conceivable techniques, are showing that the initial years of life are serious in the purpose of physical, neurological, cognitive, emotional and social growth (Ferber, 1996). In the meantime, studies on social determinants have exposed that enduring health and well-being is predisposed not only by heredity and lifestyle, but also by economic, social and other environmental factors (McMurray, 2007). These findings recommend that accountability for health extends beyond health check professionals: doctors and nurses. Those who are concerned with promoting healthy environments may be uniformly significant in guiding health outcomes. Early childhood professionals are comprehensible contributors in this ground. 3. Six Dimensions of Wellness The six dimensions of wellness interact continuously, influencing and being influenced by one another. For example, spiritual wellness is associated with social skills, which can help build interpersonal relationships, which are in turn linked to physical wellness and longer life expectancy. The self-esteem that comes with emotional wellness is associated with increased physical activity and healthy eating habits, which support physical wellness. 3.1 Physical wellness Physical wellness is basically the overall well being of a persons physical state. This dimension includes characteristics such as size and shape, sensory acuity and responsiveness, susceptibility to disease and disorders, body functioning, physical fitness, and recuperative abilities (Donatelle, 2006). For good health, children need physical activity. Being active promotes healthy frame, strength and joints, builds patience and muscle force, makes it easier to uphold a healthy load, increases power, and even fosters self-respect. Children of all ages need and want places to play. To support the variety of their physical activities, they need many types of entertaining facilities, both public and private, near their homes and schools (Sallis Glanz, 2006). Children may spend more time being immobile indoors, where they remain inactive. These inactive behaviours such as television viewing and videos are dangerous factors for obesity in youth and reducing such behaviours is another strategy for preventing weight gain in children. Similarly using less fruits and vegetables and greater dependence on convenience foods and fast foods contribute to the epidemic of childhood obesity (Sallis et al., 2006). 3.1.1 Experience of our childcare Centre The standard length of reside in a childrens home is making an impact on individual students, so we recognize it as a challenge. We created modified tactics to give confidence to children (and staff) to eat at smallest amount five servings of fruit and vegetables each day and to connect in one hour of physical activity which consist of play and fun, five days a week. The center also provides hands-on training for forefront staff that helped those serves as role models for healthy performance. The center produced partnerships with other group of people organizations to offer nutrition-related services. 3.2 Emotional Wellness Emotional wellness is an active condition that fluctuates with corporeal, academic, spiritual, interpersonal and social, and environmental wellness (Donatelle, 2006). Sound health results from the contentment of basic needs the need for kindness and love; safety and clarity; social acknowledgment; to feel capable; physical needs and for meaning in life. It includes happiness and happiness, efficient social functioning and the dispositions of hopefulness, openness, curiosity and flexibility (Hood, 2009). The infants achieve their satisfaction of basic needs by: attaching themselves to individual and groups of people who can help them survive and to find out how things around them work; to explore their soundings, so they can eventually learn to keep themselves safe and meet their own needs. And since these two behaviours are so fundamental, not achieving success with them causes distress (emotional dysregulation), which, if sustained, affects mental health (Hood, 2009). 3.2.1 Experience of our childcare center: considerations of Emotional Wellness Promotion, Prevention, and Intervention Staff at our center provides opportunity for involvement and plans with careful notice that successfully maintains emotional wellness. Promotion We provide emotionally supportive environment by holding and singing to infants and play with toddlers, and pay attention to and monitor preschoolers vigilantly. We display problem solving skills by using role play indicating words and verbal communication with toddlers, and assist possible group discussions that direct problem solving skills with preschoolers. Prevention Prevent a lack of communication with families We do proper planning for sharing strategies and information with families to better understand childrens likeness and dislikesness attitudes. Avoid escalated situations We do appropriate planning to make sure that all actors of working group have ordinary visions for anticipation, intrusion and endorsement to provide a complete support scheme. Intervention Awareness of interventions services We keep alert ourselves from the need of intervention services such as mental health and child wellbeing agencies, early intervention programs, and medical intervention services for high threat situations. Construct successful collaborations We provide documented information to the intervention service program to provide a complete picture of the childs needs in order that they correspond efficiently with one another and employ follow up strategies. 3.3 Intellectual Wellness The uniqueness of intellectual health include the ability to think clearly, reason impartially, examine seriously, and use intelligence effectively to meet life challenges. Academic health means learning from successes and mistakes and making sound, responsible decisions that take into deliberation all aspects of a situation (Donatelle, 2006). Children have a talent for being inquisitive about everything around them. So the caregivers should try to regain this inquisitiveness about the world and will be astonished at how much children will learn. 3.3.1 Experience of our childcare center Our centers services in this dimension of wellness are not exhaustive; however we try to improve childrens intellectual wellness. To make an action plan to improve children intellectual wellness, we discover issues related to problem solving, originality, individuality, and learning. We try to figure out to children to read for fun! By choosing books for fun (like filling colours in figures), so they not only gain knowledge of about an exacting topic or concentration, but also learn about how others express themselves. 3.4 Spiritual Wellness According to Bone (2008) Spirituality is a term with many definitions and means different things to different people and often confused with religion but my definition of spirituality is a à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦..means of connecting people to all things, to nature and the universe. Spirituality adds to my appreciation of the wonder and mystery in everyday life. It alerts me to the possibility for love, happiness, goodness, peace and compassion in the world. Spiritual wellness refers to integrating our beliefs and values with our actions (Donatelle, 2006). A sense of purpose, direction, and awareness form spirituality. 3.4.1 Experience of our childcare center To develop spirituality in children we teach them through fun play and demonstrations and mutual dealings in the setting; To forgive, we replace condemnation or judgmentalism. To love, we replace hatred. To share or to be generous we replace selfishness. To be compassionate, we replace intolerance. To speak kind words we replace contentiousness and meanness. 3.5 Social wellness and wellbeing Social health is a part of psychosocial health which includes our interactions with others and our ability to adopt to range of social situations (Donatelle, 2006). Social wellness is a significant part in every persons life, above all because it helps him be familiar with his normal interdependence with others, despite of the relationship. Donatelle (2006) maintains that people who are more connected to others manage stress more effectively and are much more resilient when they are bombard by life crisis. The shortage of social wellness frequently leads to disruptive behavior and causes incapability to regulate in social environment. The teachers openness to children, parents, and the cultures represented in their classroom influences their overall effectiveness in teaching and their ability to foster childrens social development particularly. When teachers use these strategies, they are more effective in promoting childrens social competence and maintaining a positive learning environment. Therefore, the content of teacher-child interaction should be predominantly related to activities, learning, investigations, and plans (Katz McClellan, 1997). 3.5.1 Experience of our childcare center To develop social wellness, behaviours, and attitudes of children we take the following important steps: Reach out: Offering friendship environment to children as a first step to social wellness- where children of different cultural and social setups interact with each other for knowing and understanding of their mutual needs and develop mutual cooperative attitudes. Promote chosen relationships: Promoting the relationship built between various children and to stay in healthy relationships. These relationships involve children who care about one another and their wellbeing. Since there is trust and compassion, one feels secure and contented, two vital elements for social wellness. Communicate effectively: Effective communication is a first step of initiation of relationship a vital component of social wellness; therefore, we remain in constant interaction with children through play and fun to develop their skills for effective communications. 3.6 Environmental wellness Environmental Wellness means having an understanding of the exterior environment and the role persons play in preserving and improving environmental circumstances. (Donatelle, 2006). An understanding of these connections can be fostered during the early childhood years through play, productive work and daily routines. (Young Elliot, 2003). Opportunities to directly explore the world with all senses are paramount to a childs understanding of their connections to the environment. The role of the adult is crucial in interpreting these connections, both verbally and physically, and in exploring the values that underpin sustainable lifestyles (Young Elliot, 2003). 3.6.1 Experience of our childcare center Our focus on this dimension of wellness and well being is not much thorough; nevertheless we try to give messages to children through play and fun activities relating to: Dont leave water running Demonstrate children about scarcity of water resources and better use of water in daily life. Use of recycled paper bags when shopping To realize children to use paper bags and avoid use of plastic bags due to different biodegradable features of both. Use waste material for play experiences whenever possible such as cloth for sewing, and polishing etc. Care for plants by watering as needed. 4. Conclusion Children change and develop in response to these different health dimensions, so the developmental process plays an important role in shaping and determining their future health and wellbeing. It can be concluded that intervening early in the life course has the greatest prospective to stop or considerably improve some of the health and wellbeing troubles seen in adult life. The most direct way of improving outcomes in childhood and thus influencing the life course is to ensure that all caretaking environments in the early years are consistently nourishing, stimulating, and organize the health and developmental requirements of young children. Therefore when young children spend time outside the home, the caretaking environment needs to be the best we can make it. 5. Recommendations Following the conclusion it is recommended that childcare needs to be conceptualised as an opportunity for learning and socialisation rather than child minding. Actions and policies need to focus on creating a quality early learning environment; this means having staff with appropriate qualifications and training, and child/staff ratios that are appropriate to the developmental needs of the child. Universal and primary care services across the health proportions and education sectors need to be better coordinated with one another, in order to direct various environmental risk factors and respond to the complex needs of children and their families. These services need to be more adaptable, so that they can react to the emerging needs and problems of childrens health and wellness.

Free Blacks compared to Slaves :: History

Free Blacks compared to Slaves The next few paragraphs will compare blacks in the north to blacks in the south in the 1800’s. In either location blacks were thought of as incompetent and inferior. The next few paragraphs will explain each group’s lifestyle and manner of living. Up north all blacks were free. The population of blacks in the north was about 1% in 1860 after the American Revolution. The blacks up north had minimal rights. The blacks could not vote, because of stipulations or they were just told that they could not vote by laws of their area. The New York Convention created one stipulation that was created to exclude blacks from voting in 1821; the law stated that blacks could not vote if they did not own property. Most blacks were having a tough time getting jobs in the south. So if a black person could not generate income how were they supposed to buy a home? In the north the blacks only had menial jobs. Menial jobs were basically jobs that you needed no skill and received small pay. Jobs of skill were kept away from blacks. If blacks tried to get the skill jobs they were either turned away or beat up by workers. About 95% of blacks in the 1800’s were working menial jobs. The jobs that the blacks acquired were the jobs that whites would not take. Whites just thought of blacks as dumb and incapable people, they were only capable for menial jobs. Blacks in the north were separated from their white counterparts in everyway. Legislators were always creating laws to keep the races divided. Many states tried to impose laws that would segregate schools. The whites did not want black kids going to the same school because if blacks and whites mingled there could be inter marriage. Even the trains were segregated. Negroes had to sit on a certain part of the streetcars and whites on another. Blacks were not allowed to go to certain cities because people thought that they brought down the property value. Imagine people thought just the presence of blacks could bring down property value down. Blacks in the south were not free. Southern blacks were forced to work all day for no pay. As soon as the sunrise the slaves had to work until sunset. Blacks in the south had no choice to take a day off or not.

The Watergate Scandal :: President Richard Nixon

The Watergate scandal had everything. Nixon disgraced the presidency by lying to the country and abusing his power and his committees were involved in illegal acts and a big cover up, all leading to little side roads of corruption and lies. Watergate is by far one of the worst presidential scandals in the history of the United States. In the story of Watergate, five burglars were found breaking into democratic offices at the Watergate complex in Washington DC. The break-in was passed off as just another burglary, but when the burglars were found to have connections with the CIA, questions were starting to be asked. Then when the phone number of Howard Hunt was found in one of the burglar’s phone books, it made people think, why would one of the burglars have the phone number of one of the presidents men? When Watergate was uncovered, it revealed that the president was a liar and a cheat. The president lied to our country, lied about his involvement, concealed self incriminati ng evidence, abused his power, and planed to have the CIA stop the FBI investigations. During the times of the unraveling of Watergate, questions were asked about connections with the White House and the president, but when the president was asked about it at a press conference he assured Americans that The White House has no involvement whatever in this particular incident. The lying and cover-ups did not end there, it went on and on for months, and as the scandal kept unraveling, President Nixon and White House, and CREEP officials were deliberately misleading the public about the significance of the Watergate affair. As Watergate was becoming a front-page article in the newspapers, new evidence was being uncovered. One piece of evidence that changed the peoples’ ideas of our president was the tapping of every conversation in the oval office since about the 18th month of President Nixon's term. Those tapes would soon prove that the president was deeply involved in the scandal. The Nixon tapes brought out much controversy. The tapes alone could prove the president innocent or guilty, but whichever one it was, Nixon refused to hand over the tapes. After much struggle Nixon agreed to give a transcript of the tapes. The transcripts brought to light a significant amount of evidence against Nixon. The transcripts revealed payoffs, affiliation with the burglaries and the OK's to the cover-up, but most important the transcripts showed that Nixon had lied repeatedly after he had denied knowing anything about the conspiracy.

Online Recruitment

According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009) Online Recruitment According to BusineeDictionary. com, â€Å"Human Resource Management includes activities such as human resources planning, recruitment, selection, orientation, training, appraisal, motivation and remuneration. It aims at developing people through work. † In human resource management, recruitment is one of the most important processes in an organisation. According to BusinessDictionary. com, â€Å"recruitment is a course of action of discovering and employing best eligible applicant, whether external or internal organisation, for a job position in a most suitable and cost effective way. There are different types of job recruitment, such as online recruitment and advertisement recruitment. In the 21st century, many of the organisations using online recruitment to search the best candidate for company, as the internet have transformed job hunting and recruitment. There are few types of online recruitment. One of the methods is professional websites. Example of professional websi te is www. shrm. org, where some candidates who are searching for human resources job go into that site. They have specific professions, skills and not general in nature. The second type is employer website. It can be developed by different employers or can be company own website. One example is www. directemployers. com, which is the first supportive, company owned online recruitment set up by Direct Employers Association. The last type is job board. Job seekers become aware of the vacancies where the recruiters post jobs and search for candidates. Example of job board is www. jobstreet. com. (Gosh, nd) In fact, there are still many other methods of online recruitment. Online recruitment has advantages and disadvantages in helping organisation for recruitment and selection. It has made more efficient on the employment process for every large and small organisation. For those companies who are still using paper applications have practised to use internet for important sections of the hiring process. The first benefit would be the reduce time for hiring. Online recruitment, is also called e-recruitment has enable a manager to have an immediate real-time communication and for everyday and every hour in job search activity. For example, a manager can post a vacancy in a very short time on a career site such as jobstreet. com without imitation. He or she can receive resumes in response immediately. In online job advertisement, the posting normally stays in available status for as long as one month and keeps on to receive candidates’ resumes as job seekers come across it. As compared with the traditional practises, job advertisement in newspaper or journal may take about one week or later but not only for one day. Therefore, employer has to wait till t he end of month to receive the responses by applicants, especially for those who need immediate vacancy and special areas industry. Bayt. com, 2009) According to Bayt. com, hiring in e-recruitment gives 70% faster than traditional recruitment practises, and the cycle of recruiting is speeded up at every process of posting, which is to receive applicant’s resumes and filter the information and call for interview. The second benefit of e-recruitment is cost effective. We need money to advertise the job vacancy in newspaper or journal, and this is not cheap for the advertisement. While the online posting is much cheaper as compared with traditional practises. According to bayt. com, the company post online to a job site such as www. bayt. com would be charged only USD250, which would be more cost-saving than the cost of job advertisement in newspaper or journal publication or the 30% of annual incomes that many personnel managers charge. Bayt. com shows a study that the costs of posting vacancy and searching for candidates on job vacancies can be up to 90% lower than the costs of adapting traditional search agencies and advertising practises. (Bayt. com, 2009) Third benefit is wider reach for manager. The information of traditional practises are normally restricted by industry, geography, career lever or other limitations while the e-recruitment can have recent and active talent databases that cover all industries, regions, and career levels. The company spent much to make sure the databases are varied, regular updated, relevant and best quality as they need to keep advertising in newspaper for changing, updating information. However, e-recruitment teams can ensure that the portals are always easily viewed by relevant applicants and are visited by the target job seekers which can easily reach to the manager. Bayt. com, 2009) Next benefit would be the wider reach for applicants. The candidates gain benefits from the wider span through internet job sites. With the click of a mouse, they are able to access different types of jobs in different companies, locations and even salaries. They can reach the company faster as they are easily contacted for interview opportunities by just send ing their resumes online. (Bayt. com, 2009) E-recruitment offers some screening or filtering tools which enable recruiters to immediately work on the right applicant using many categories on a site such as jobstreet. om, which including locations of residence, qualifications, education backgrounds, skills and past experience and employer. The process of e-recruiting and selecting good quality applicants is very efficient. This technology works by automated search engine which is set up to find the databases. For example employer can key in some of the requirements then the result would match with the candidates’ resumes. (Bayt. com. 2009) In online recruitment, company usually would set up a page like company profile or history for the candidates to view on it. Through this, employers can use this to create company brand and values to prospective job seekers. Therefore, applicants would make decision on applying that job as they have an idea about company they work for. (Bayt. com, 2009) Furthermore, through internet, recruiter can manage whole recruitment process from one mean, which enable recruiter to advertise vacancies, receive resumes, screen, contact applicants, track activities in internet. Therefore, the paper work is reduced. On the other side, the job seekers can also view their application progress at every step of recruitment process. This enhanced user experience for both job seekers and recruiters. In addition, both job seekers and recruiters can opt to maintain their confidentiality. For example, applicants can post their resumes online while keeping their names and current company’s name privately. Same thing to recruiters, they can choose to search databases without posting a job position if the vacancy nature is sensitive, and they can post a job vacancy while keeping their company name privately. Employers can also build up database, save high potential or attractive resumes from present applicants for future use. Bayt. com, 2009) Moreover, the manager has full control over the recruitment process through online recruitment, which enables direct contact with candidates which does not need a middle person to do the selection, filtering, and assessment. (Bayt. com, 2009) This is because recruiter can choose the best candidate through their details in resume and match with the position, which does not n eed so much of red tape. E-recruitment has brought so many benefits to organisations, as well as job seekers. Apart from its benefit, e-recruitment has quite a few drawbacks to the organisations. First of all, e-recruitment benefits for only applicants who knew internet knowledge. The process is limited to those computer savvy applicants. For those who know the use of internet, they have no problem to search different job websites, do screening, keywords, updating information. Therefore, it brings no benefit for those who do not know to use online job site. (Ghosh, nd) Besides that, company has to be very particular on legal consequences because it may lead to discrimination charge if the company did not aware of word used when posting the advertisement online. There is one example for Disney world, which was sued for screening applicants’ resumes by using the keywords preferred for Whites. (Ghosh, nd) As online recruitment became a trend, more and more applicants joined and apply for vacancy. The vast pool of candidates does benefits recruiters but also lead disadvantage to them. This is because they have to sit down and do a lot of deep scanning database. They might not view all the candidates which may miss out some of the best potential candidates as they might randomly choose candidates. As a result, applicants face more competition. Ghosh, nd) Furthermore, organisations face some non-serious candidates. Quite a number of candidates post their resumes just to know their employment value. Recruiters could not check whether the candidates are serious in applying job or not. When call for interview, recruiters just realised that candidates are not serious and not interested to join their company. By that time, the recruiters have r ejected some serious applicants. (Gosh, nd) The last drawback is disclosure of information. Candidate’s resumes and organisation profile are available to public. Some candidates who are still working do not want their present employer to know that they are looking for a change. Some of candidates’ particulars such as address, phone number has brought to many security problems. In addition, organisations do not want their competitors know their current situation. (Ghosh, nd) To make e-recruitment more effective, there are some criteria. Firstly we must benefit the selection procedure. Company should consider about different factors to make the procedure effective. Company should analyse and compare the costs and its risks by using return on investment (ROI). It helps to estimate the return and evaluate the benefits to company. Company should have change management, is to adapt market changes by making policy proactive and flexible. Company should provide guidelines in the policy. As the whole e-recruitment process depends on the availability of candidates in the market, company should consider market labour rate and unemployment rate. Recruiter should not spend too much of time to do screening, choosing candidates because this rates will decide whether to be lenient or stringent. Ghosh, nd) Moreover, recruiter should consider the impact of providing compensation information. He or she should follow legal norms when disclose information such as salary, wage and benefit. Candidates should not be given chances for negotiation. Besides, competitors would know the compensation rate of company. When screening resume, recruiter must take precautions. He or she must avoid using key words that discriminate race, religion, and gender. For example, ‘recent’ university graduates only in an ad are not preferable. Besides, recruiter should keep updating so that the candidates know the results and changes, otherwise it will not serve any purpose. (Ghosh, nd) Come to the modern impacts of e-recruitment, one of these is speedy communication. Management and staff can communicate with each other though the blogs. So, blogs, vodcasts, podcasts can be added as a tool in e-recruitment. Vodcasts are video podcasts while podcasts are digital media files services. As a result, recruiters cannot blame of being one way communication such as faxes and mails. Secondly, candidates today can choose the company which is not only look at the financial state but culture. In past experience, employers had privilege to be selective in recruitment process, especially in screening candidates’ resumes which were not fair to candidates. Therefore, image will not influence candidates to apply for company. Next, the number of popularity of search engine ads has increased, which resulting printed ads are phasing out, as pay-per-click is very attractive and convenient. Finally, job board is holding RRS feed, one of it is Google. For those who do not have any job site, Google offers them to post the jobs on Google Base. This is a group of web feed formats to publish updated works regularly, such as news headline, blog entries in standard format. (Ghosh, nd) In conclusion, traditional practises should not be replaced by online recruitment. It should be made as an enhancement. Online recruitment can be included by traditional practises and recruitment process will be speed up, globalise due to e-recruitment. We should make it as supplement, because both traditional and online are useful. When only three vacancies and three candidates available in organisations do not have much choice, hence companies prefer to broaden their search and attract a lot of applications. However, when company received two thousands applications for three vacancies, recruiters are not possible to do in depth screening process. While internal search is effective for a method such as campus interview, but without internet, interaction with candidates becomes time consuming when receiving application in hand. Of course, there are other concerns which companies need take into account, example like managing staff expectations. Recruiter can receive all applications electronically, even overnight. Overall, online systems offer major advantages in terms of improved efficiency, cost saving, and recruiter and candidate satisfaction. References: †¢ BusinessDictionary. com. (2009) Human Resource Management (HRM). [online] Available at: http://www. businessdictionary. com/definition/human-resource-management-HRM. html (Accessed: 1 December 2009) BusinessDictionary. com. (2009) Recruitment [online] Available at: http://www. businessdictionary. com/definition/recruitment. html (Accessed: 1 December 2009) †¢ Bayt. com. (2009) The Benefits of Online recruitment [online] Available at: http://www. bayt. com/en/career-article-1121/ (Accessed: 2 December 2009) †¢ Ghosh, Arundhati. (nd) E- Recruitment: The Recent Trend of Recruitment Practices [online] Available at: http://www. 123oye. com/j ob-articles/business-corporates/e-recruitment. htm (Accessed: 2 December 2009)

Thank You Letter

THUA THIEN HUE UNION OF FRIENDSHIP ORGANIZATIONS 25 NGUYEN VAN CU HUE CITY, VIETNAM TEL: +84 54 3846493 FAX: +84 54 3846493 Website: huefo. org. vn Email: [email  protected] com THANK YOU LETTER To: Sunflower Mission Organizations, the US Thua Thien Hue Union of Friendship Organizations would like to give greetings to your organization. The program of Phong Thu 2 and Quang Loi 2 primary school construction as well as workcamp activities at Quang Loi 2 primary school, Quang Dien, Thua Thien Hue was successfully taken place.We highly appreciate this result because of your timely support and reinforcing of Infrastructure to promote education quality in these needy localities. More importantly, this is a very beautiful picture of Vietnamese people living in USA who always give warm care and practical help to our hometown. The results were reported to provincial bureaus and highly appreciated. Hence we appreciate the important role of Mr. Dao Nhat Tuan – the Sunflower Missionâ₠¬â„¢s Chairman as well as other members of the management board in US.Concurrently, we also acknowledge the efforts and enthusiasm of Ms. Dang Thi Ngoc Lang in close coordinating with us to conduct this project. We hope that Sunflower Misson will be always the core team in gathering more and more Overseas Vietnamese, especially the Youth towards our country. Simultaneously, we also hope you will continue to corporate closely with us in coming time’s projects and activities. Once again, we would like to express our deep gratitude to you and we wish you good health and a more developed organization. Sincerely, LE VAN ANH

Keurigs Competitive Advantage

The question is: Surge's competitive advantage? Be prepared to discuss your assessment, and provide illustrative data to support your view With the Kerri brewing technology, GAMER has a unique product and changed the way Americans brew coffee at home and in the office. GAMER maintained strategic relationships with coffee brands such as Caribou, Dunking Donuts, Folders, Newsman's Own Organics, and Cataracts to attract new consumers.Though patents have expired, GAMER depends on consumer loyalty and their ability to meet and exceed expectations. Kerri had a competitive advantage by delivering a product that mimics the coffeehouse experience because before this product, home brewing had been inferior. Kerri has speed and ease In producing high-quality cups of coffee, making it appealing to American consumers. The â€Å"away from home† strategy focused on offices and hotels.Growth Strategy for Kerri New Brewer Technology (Cold Brewing) New Beverage Categories (tea, fruit beverages) New Brands (Snapped, Taco, Celestial) New Channels K-Cup allowed consumers to use own coffee In machine, which reduced the trash created. GAMER formed new strategic relationships with brands such as Snapped, Taco, Celestial Competitive advantage In comparison to Engineers, which only has en brand to choose from and only brews espresso The business model of Kerri combines retail Beverage Company with an appliance company.It offers a wide variety of brand and caters to different consumers differ needs. Usuries Competitive Advantage By Samaritan-Amended been inferior. Kerri has speed and ease in producing high-quality cups of coffee, K-Cup allowed consumers to use own coffee in machine, which reduced the trash Taco, Celestial Competitive advantage in comparison to Engineers, which only has

Attentional Blink

INTRODUCTION The Attentional Blink Experiment aims to determine the capability of an individual to recognize both the targets given that he or she is subjected to rapidly changing stimuli. Moreover, the theory states that after the detection of the first target in a rapid stream of visual stimuli, the second target is missed (Niewenstain, Potter, & Theeuwes, 2009). Hence, the experiment means to prove whether attentional blink is present in the experiment and if the theory is correct.Furthermore, the suggested hypothesis for this experiment is that the higher separation of the two targets with each other will increase the probability of discriminating and reporting the second target with respect to the first. In addition, the experiment was conducted inside the ergonomics laboratory at the Science and Technology research building on February 5, 2013 using the Wadsworth Coglab program application. It was done at only one site to ensure the consistency of the environment. Also, each te st consisted of 100 trials. I. PROBLEM STATEMENT Attentional blink is present between targets of short separation.II. OBJECTIVES 1. Aims to confirm the presence of attention blink in the different subjects. 2. Aims to show that the percentage reported for the 2nd target increases as the separation of the two targets increases through the use of statistical analysis. 3. To identify improvements for the report of the second target in the stimulus presentation, assuming the theory is correct. III. METHODOLOGY A. Selection of Subjects The minimum required subjects was fifteen subjects which consists of the students of the present Ergcog2 laboratory class, and they were asked to answer the attention blink experiment honestly.The group decided to add additional of 10 subjects outside of DLSU with the same conditions given to the first fifteen subjects in the class. This was done for the reason that more data leads to more consistent and less biased results. There was no particular reason nor criteria used in choosing the subjects. They were chosen out of convenience. Apparently, the subjects chosen were composed of both male and female and all subjects were in between the ages of 18-22 years old. B. Experiment Proper 1. Fifteen subjects (from the class) and ten subjects (outside DLSU) were chosen to answer the experiment on attention blink.They were chosen using convenience sampling distribution. 2. There are two trials in this experiment and the group considered this factor. Trial 1: Subjects took the experiment without being distracted. Trial 2: Subjects took the experiment while being disturbed during the whole experimental period. Subjects were having simultaneous conversation during the whole experiment. 3. The software is activated. Pressing the spacebar indicates the start of the first trial where a sequence of letters appears. Each letter in the sequence is only flashed for 100 milliseconds. 4.The task of the subjects is to determine if letter J, letter K, o r both letters were flashed in each sequence. 5. The subject presses the â€Å"J† and â€Å"K† keys to indicate that the letters â€Å"J† and â€Å"K† were flashed in the sequence respectively. The subject can also press both â€Å"J† and â€Å"K† keys if he/she believes that both letters were flashed. 6. The keys that were pressed by the subjects are flashed immediately in the screen for the subjects to be able to check whether the software was able to receive the information correctly or not. 7. Space bar is pressed by the subject to proceed to the next trial. . After the 100 trials, a window appears which shows the graphical result of the test that was done by the subject. The graph shows the rate of how the subjects were able to detect the targets due to how the targets were separated. 9. The results were analysed and conclusions and recommendations were made at the end of the experiment. C. Tools Used * Computers with CogLab Software ar e used to run the trials in which data are gathered. D. Possible Causes of Error (Factors) Fatigue of the subjects is a possible cause of error in the experiment.One run is composed of 100 trials, which can be very tiring for the eyes. As a result, the subject’s ability to detect targets may deteriorate at the latter trials of the experiment. Environmental factors can also be a possible cause of error like having noise in the background or having a conversation while doing the test. This is to test whether this kind of factor has a significant effect on the ability of the subject to detect targets. The subjects not taking the attention blink test seriously may also be a possible source of error in the experiment.Some subjects may have just rushed the test. How the subjects would take the experiment is solely dependent on their level of seriousness. IV. RESULTS & DISCUSSION Table 1. Summary of the Mean and Std. Deviation Response on 1st target | Separation target| | 0| 2| 4| 6 | 8| Mean (percent)| 56| 54. 5| 58| 54. 5| 58| Std. Deviation| 11. 7| 13. 4| 17. 2| 15. 5| 19. 6| Figure 1. Percent Response Vs Target Separation for 1st target Table 1 shows that for the first target the average responses for the 5 separation target are near to each other.The results for each target separation might be varied for the subjects as seen in the deviations which are at the range of 11. 7 to 19. 6, but comparing the 5 mean would only result to a standard deviation of 1. 75. This means that the results are almost constant and has minimal deviation. Figure 1 also shows this trend that the % responses for each target separation are near each other. Looking at the results it can also be seen that the subjects can only see 54. 5% to 58% of the 1st target, since fluctuations in the graph is within these range. Table 2. Summary of the Mean and Std.Deviation Response on 2nd target | Separation target| | 0| 2| 4| 6| 8| Mean (percent)| 5. 0| 39. 0| 42. 5| 58. 5| 60. 5| Std. Deviat ion| 6. 2| 16. 6| 11. 4| 11. 6| 15. 7| Figure 2. Percent Response Vs Target Separation for 2nd target Table 2 shows that the percent mean of the responses increases as the target separation increases. Again the results for each target separation also varied for the subjects since the deviation ranges from 6. 2 to 16. 6. But the deviation for the zero separation is not that big compared to the others, since most of the respondents here cannot detect the 2nd target.The deviation for each target separation might be big but the data and Figure 2 would show a linear relationship with between the % response and the target separation of the 2nd target. This means that the respondents are able to detect the 2nd target more as the separation between the two target increases. The % response of the respondents for the 2nd target is from 5% to 60. 5%. Figure 3. Percent Response Vs Target Separation for 1st and 2nd target Figure 3 would show a clearer relationship between the 1st target and the 2nd target.The line for 1st target (blue) would show an almost straight line pattern while the line for the 2nd target (red) would show a line that increases as target separation increases. The graph also shows that for target separation 0 to 4, the 1st target has a higher % response. But when the separation became 6 and 8 the 2nd target is seen more by the respondents. We could also see that the deviation between the 1st and 2nd target decreases as the target separation increases. For the 0 target separation the difference between the two targets are 51% for the 2 sec target separation it became 15. % and the difference becomes smaller as target separation increases. The best result is seen in the 8 sec target separation since 1st target has a 58% response and the 2nd is 60% response the difference between the two is only 2%. In addition, in order to identify the targets better the subject only focuses on the letters â€Å"J† and â€Å"K† and disregards the other lett ers in the series. In fact, this selective nature of perception would lessen the overloading of information. According to Reed (2004), selectivity is defined as the focusing of aspects of attention, wherein the subject pays attention to some aspects while ignores the others.To prove that the attentional blink theory is correct in stating that the first target is unaffected by the separation of the signals. And the second target, on the other hand, shows that the longer the separation period of the first signal to the second, the higher the response (Mackewn & Goldthwaithe, 2004). Regression technique is used to see the relationship between the target separation and % response of the 1st and 2nd target. This would show how the target separation (independent) affects the detection of the target for the 1st and 2nd target (dependent). Table 3.Regression summary for 1st target. N= 50| Beta| Std. Err. of Beta| B| Std. Err. of B| t(48)| p-level| Intercept|   |   | 55. 4| 3. 75| 14. 77 | 0. 00| Separation| 0. 04| 0. 14| 0. 20| 0. 77| 0. 26| 0. 80| The regression summary would show that the separation of the target is not related with the percent response of the 1st target since the p-level of the regression is 0. 80 meaning it is not significant in identifying the value for the 1st target. Table 4. Regression summary for 2nd target. N= 50| Beta| Std. Err. of Beta| B| Std. Err. of B| t(48)| p-level| Intercept|   |   | 15| 3. 9| 4. 18| 0. 00| Separation| 0. 79| 0. 09| 6. 53| 0. 73| 8. 92| 0. 00| The regression summary shows that for the 2nd target the target separation is significant since a p-level of 0. 00 is shown. Therefore, this means that target separation affects the % response for the 2nd target. On the other hand the beta value of 6. 53 shows that as the target separation increases the % response for the 2nd target also increases. The Attentional Capacity Theory Duncan et al. have proposed that T1 occupies attentional capacity to the detriment of a trai ling T2 target.This theory suggests that the duration for which T1 continues to occupy attentional capacity is related directly to the T2 processing difficult (Rochester Institute of Technology). This explains why the 2nd target increases as the separation time increases. It is because the theory states that every person has their own attentional capacity and if separation time is bigger the information processing do not overlap and the two targets are seen by the respondent. This also why the first letter is first seen since it is the one that occupies the person’s attentional capacity first and is first processed by the person.Outside Factors In the conduction of the experiment, although the distraction may have a small effect on the signal detection of the subjects, the results as shown in the graphs make it clear that attentional blink is not affected by the amount of external distraction since it is an internal issue. As mentioned, in trial 2 the subjects were distracted by assigning someone close enough to generate a conversation with them through the whole duration of the experiment. There is no significant difference found in the detection of the targets between being distracted and not.This is because the subjects were observed to say â€Å"ha? † more often than not during the conversation. Having their attention focused on the experiment applies the theory of selective attention wherein one tries to pay attention to one input in the presence of others (Glass & Holyoak, 2004). Visual dominance is another concept that can be seen in the experiment. It can be observed that visual targets dominate over auditory targets (Glass & Holyoak, 2004). This also explains why the subject is more inclined in doing the experiment rather than chatting with the distracter. V. CONCLUSION & RECOMMENDATIONSBased on the results of the experiment, it can be concluded that the theory of attentional blink is correct. The hypothesis made at the beginning could b e verified by the results obtained. These results show that separation does not have a large effect on the probability that the first target would not be detected by the respondents, since the average percentage reported for the first target by the respondent is relatively unaffected by separation. The values were close to each other. On the other hand, average percentage reported for the second target increased as the separation increased.This shows that the hypothesis that the longer the separation between the targets, the higher the chance of getting the targets right is correct. There are less chances of an attentional blink when more letters are in between, since the second letter is delayed. This gives the user a chance to have more accurate results. Although the program was effective in proving that the Attentional Blink Theory is correct, there could still be some improvements that could be done. Since the program has a black background and white letters for the stimuli, a w ay of making the second target easier to detect is to add color or change the background color.According to (Pashler, 1999), the second target could be easier to detect when there is color discrimination. When provided, it seems to cause the blink to virtually disappear because there is a different dimension. Sizes of the letters were the same for all. Biased attention may occur when the contrast and sizes of the targets differ (Proulx & Egeth, 2006). In the research conducted by Proulx and Egeth (2006), objects with better luminance contrast are processed rapidly and precisely compared to lower contrast items. It also shows that larger objects can influence visual performance.In order for the subject to identify the second target, the size of the signals or targets can be made bigger. A sample for this is illustrated below. Based from observation, the respondents made mistakes on entering what letter they saw. The program did not allow the respondent to change his or her answer. A recommendation for the enhancement of the program could be having the function to let the respondent change his or her answer, so that the respondents’ probability of getting the correct answer would increase. This in turn can improve the respondents’ data.