The Golden Beach And Shelly Beach - 1822 Words

The places that are being investigated for erosion are Golden Beach, Kings Beach and Shelly Beach. When considering what suitable coastal management strategies could be used in this area to protect the built-up area of private homes, high rise buildings, tourist facilities and the nearby commercial area of Golden Beach shopping center with positive environmental outcomes being mangroves and dunal re-vegetation, positive aesthetic outcomes being looks more natural and relocation of more animal species. The positive economic outcome of the Golden Beach area is that its cheaper and protects from the wind, but the negative is that it takes longer, and the positive social factor is that it gives space to walk dogs and provides more areas to†¦show more content†¦The sources that were found to assist in the building of this report were as follows; the additional resources booklet that was given by Mrs. Mansfield, Chapter 4 – Managing change in coastal environments form the g eography textbook, Dunal explanation sheet, The earth charter, http:// www.ehp.qld.gov.au/coastalmanagement/, www.goldcoast.qld.gov.au (used for comparison of the different management strategies that used between our coasts), www.sunshinecoast.qld.gov.au, www.ehp.qld.gov.au. As I can remember, there was no bias throughout any of these sources, they simply state recommendations, explanations of coastal landforms etc. These sources were very relevant because they extended my understanding of coastal management and helped in developing reasonable strategies to keep our valuable coast landforms. The places that are being investigated for erosion are Golden Beach, Kings Beach and Shelly Beach. When considering what suitable coastal management strategies could be used in this area to protect the built-up area of private homes, high rise buildings, tourist facilities and the nearby commercial area of Golden Beach shopping center with positive environmental outcomes being mangroves and duna l re-vegetation, positive aesthetic outcomes being looks more natural and relocation of more animal species. â€Å"The existing wide shallow sand banks in the passage will further protect Golden Beach and rock walls are not likely to be needed. Sections ofShow MoreRelatedA Report On Beach Tourism2225 Words   |  9 PagesBill. Generally beach means bank of Sea. Broader sense cover the area of beach that â€Å"where the natural waves of water floating the bank of a certain area†. It may be the bank of a big river or Natural Canal or Haor (1). Wikipedia (The free encyclopaedia) stated â€Å"Beaches typically occur in areas along the coast where wave or current action deposits and reworks sediments. It may the coast of an ocean or sea, or the edge of a lake or river†. Beach tourism means travelling in the beach area for recreationRead MoreMarketing Mistakes and Successes175322 Words   |  702 Pagescame up with their own craft brands. For example, Icehouse, a name that conveyed a fake microbrewery image to a beer that was actually produced in megabreweries by Miller Brewing. So too, the pseudoimport Killian’s Irish Red was made by Coors in Golden, Colorado. Killian’s, stocked in retailer’s import cases and commanding a high price, muscled its way abreast of Samuel Adams as the largest specialty beer in the United States. The brewing industry was desperately trying to innovate. But no oneRead MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 PagesManaging Collisions Between People, Cultures, and Organizations. San Francisco: Jossey-Bass Publishers, 1989. Buono and Bowditch. The Human Side of Mergers and Acquisitions, p. 263. Buono and Bowditch. The Human Side of Mergers and Acquisitions. Branch, Shelly. â€Å"The 100 Best Companies to Work For in America,† Fortune (January 11, 1999): 118–44; Thurm, Scott. â€Å"Joining the Fold: Under Cisco’s System, Mergers Usually Work; That Defies the Odds,† Wall Street Journal (March 1, 2000): A1. Page 73 STRATEGICRead More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesTechnology Bob Mattson Eureka College C. Mark Miller York College Megan Mocko University of Florida Kane Nashimoto James Madison University Helen Noble San Diego State University Broderick Oluyede Georgia Southern University Elaine Paris Mercy College Shelly Ray Parsons Aims Community College Judy Pennington-Price Midway College Hazard Community College Jackson County High School ââ€"   Michael I. Ratliff Northern Arizona University David R. Rauth Duquesne University Kevin J. Reeves East Texas Baptist

Challenge of Taking Care Elderly Loved One Essay - 952 Words

My mother broke her hip and had to stay at a nursing home temporarily to rehabilitate. I knew then if she had to stay for a long term that would not be option for my mother. Nursing homes are okay, if family members are checking on your love one while they are there; because I believe they do not have adequate staff to accommodate all the patients in the nursing home. As a result the challenges of taking care of my mother were her refusal to help, effects to health of caretaker, and family conflicts. My mother lived in her home for 50 years. Getting my mother to leave her home and all that was familiar to her was not easy task. She did not feel like she had to leave because she thought she could take care of herself. Some of the†¦show more content†¦I also had offered to set up her bill online and paid them monthly and she refused. For example when she came to live with me finally anything that came on the television especially the religious show that promised her t hat she would be heal and all she had to do is drink this healing water, I would just tell her I did because she would continue to ask me if I did because me explaining that she did not need send her money would become confrontation. My next challenge with my mother was that she did not accept that she had any medical problems and that she need no assistants in her daily living, even though she had start taking a lot falls before she actually fractured her hip and that was one of my biggest concern, because of her being elderly and possibility of not recovering properly. Later she had a stroke, and started having seizures, which brought on the early dementia. So with having dementia it was hard convincing her that she could live alone and take care of herself â€Å"It is hardly surprising that caregivers often develop burnout as well as physical and psychological problems that may compromise or even preclude their caregiving efforts.† (Tepper, L. M., Cassidy, T. M. 2004, p. 197). Taking care of my mother was not easy she was very difficult to deal with as a matter of fact the relationship had change because of my role I felt like I was the mother and she was the child. My mother and I would argue daily and we never use too weShow MoreRelatedSpeak Your Mind : Taking Care While Caretaking Essay1503 Words   |  7 PagesSpeak Your Mind: Taking Care While Caretaking This paper is done with the use of the Speak Your Mind video titled â€Å"Taking Care While Caretaking,† Phelps (2013, November 13) season four. Throughout the paper there will be examples and topics about taking care of loved ones while they deal with mental and physical health issues. There will be references from the sources Experiencing the Lifespan, myageingparent.com, and Care of the Elderly. Taking Care While Caretaking The video from Speak Your MindRead MorePhysical Needs For The Elderly1569 Words   |  7 Pagesperiod of life. Many elderly people have specific physical needs where adaptations to their home are necessary or where they need specific equipment for self care. Old age also brings new emotional challenges for the elderly person when the family can be useful in helping to meet the persons mental health needs. Senior citizens experience needs in their social life; they also experience the need for activities with other seniors. Health needs also negatively affect the elderly and cause multiple physicalRead MoreThe Biology Of Aging And Aging942 Words   |  4 Pagesthroughtout society as a whole. It looks at how the youth are treated and how the elderly are treated. I am very passionate about section 6.6, Problems of the Elderly, because I think we need to focus on giving support to the elderly. I think it is especially important as the dependency ratio is increasing and as the amount o f elderly increase the amount of services they need will also increase. The eldderly face many challenges as their body gets tired and old. These issues are problems with work, retirementRead MoreEssay on Late Adulthood and Depression1558 Words   |  7 Pageslived their life. Now, too many elderly people are not satisfied and look at this stage as depressing. Most fear death of either a loved one or for themselves. This topic is interesting to me because elderly people should make the best of their last stage of life. This topic discusses about getting older, the life changes that they go through physically, emotionally, and mentally. We should know more about it so that we can help our family and friends get through one of the best, yet toughest partRead MoreAnalysis Of Tuesdays With Morrie By Mitch Albom1092 Words   |  5 Pagesimportant step, growing-up or growing older and ageism are theories about older individuals. Ageism includes preconceptions that elderly are categorized for their age and perceived as weak, and incapable of performing tasks and needy of others (Quadagno, 2014). Another view about elderly individuals is the way they are looked down on by the younger society, i.e. elderly are not as intelligent as their younger competitive working force. People fear what they do not know and do not understand. AgeRead MoreEssay on Alzheimers Disease813 Words   |  4 PagesThe need to educate people on Alzheimer’s Disease for family members or friends in-case a loved one is diagnosed. Introduction: A. What would one do if their family member or friend knew of someone who was diagnosed with Alzheimer’s Disease? 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Managing People and Team Targets of Organization

Question: Describe about the Managing People and Team for Targets of Organization. Answer: Case one: performance management in an organization The role of the human resource manager is to motivate the employees to achieve the goals and targets of the organization. This can be achieved through performance management. Performance management is the management of employees or the organization. It is the process where the manager and the employee work together to plan, monitor and formulate strategies to keep a track on the achievement of employee and their contribution o the organizations goals and achievement. Managing the performance of the organization and employees is the responsibility of the human resource department in an organization (Armstrong and Taylor 2014). Performance management is not just management of the work annually but keeping a track on a regular basis. It not just includes managing and evaluating the performance of the organization but regular assessment of the wok, keeping a track on the employees, evaluating their contribution towards organization, setting objectives, and providing on gong training and development to its employees so that they can work together to achieve the goals and objectives of the organization (Bratton and Gold 2012). Performance management is not just from the perspective of achieving organizations success but it is also management of employees and helping them achieve their career goals. It is the duty of the human resource department to constantly get a feedback from the employees so that they can know whether the employees are satisfied in achieving their career goals. Performance management plays a great role in motivating employees (Breaugh 2014). A motivated employees is likely to work hard and help in achievement of goals and objectives of the organization. Hence, it is very essential to keep the employees motivated. Performance management can be used as a tool to motivate employees, as it is a process of recognizing the hard work of employees, reviewing and rewarding them according to their capabilities. Hence, in order to motivate employees it is recommendable to the Board of MiningCo Company to follow following key points for managing the performance of both the organization and employees. Setting up the criteria: the first and the foremost step for managing performance are setting up the criteria. It is essential for the executives in an organization to set up criteria upon which the judgment will be based. It is also essential to set up a predetermined requirement according to which the employees will perform. Determining the criteria and requirement will help the employees get an idea as to what exactly they are required to perform. If any employee performs better than the set target, should be recognized and awarded. It is also essential for the supervisors to set up a plan as on which grounds will the employees will be judged (De Waal 2013). Reward and recognition: the next step of using performance management as a tool to motivate employees is to recognize the efforts of the employees and rewarding tem accordingly. It is the duty of the Human resource manager to analyze the performance of each employee and categorize him or her according to the set criteria. Then the managers should choose the employees based upon the performance of employees. If an employee is working hard and his or her contribution to the organization is helping in achieving strategic goals and objectives then the employee should be awarded (Nelson 2016). The award can be in form of compensation, benefits, and increase in income, change in the position, appraisal, promotion or monetary benefits such as gift or something else. This acts as motivator as it motivates the employee to work more hard. It also motivates the other workers to work hard so that even they are recognized next time for the reward (DeNisi and Smith 2014). Conventional approach: it is essential for the managers to be fair in its decision so that it does not demotivate employees. Hence, adopting conventional approach is viable in order to ensure that reward and appraisal have a positive impact on the employees. Ensuring fair decision is necessary in order to get a positive result (Oke 2016). Feedback form: it is not only essential to measure the performance of organization but is also essential to measure the performance of employees. Getting constant feedback from the employees is essential in order to manage the work. This also helps the manager in knowing the performance of employees. Getting feedback from the employees will help them stay motivated. They feel that they are an important part of the organization and decision making process. Feedback helps in developing a sense of belonging for employees and hence it acts as a motivator (Purce 2014). Proper and effective communication: it is necessary for the organization to communicate goals and objectives of the organization with the employees. The employees should know their targets, goals and functions. This will help them know their exact role, increase confidence, motivate them and improve their performance. It is recommendable for MiningCo to improve its communication process by creating a mail chain by including its employees where important goals and functions can be communicated through email. It is necessary to incorporate open communication between employee and managers where the employees are given freedom to suggest new ideas and grievances to the employees. Since MiningCo Company operates in an isolated place, where the employees are rotated on a weekly basis communication plays an essential role. Each range of the company should be able to effectively communicate so that they are able to manage the performance of employees and organization optimally (Rolstadas 201 2). Case two: Recommendations to curb hysteria MiningCo Company faces a problem as each site operates in an isolated place as a single entity. The rotation of the staff between the sites is difficult to maintain. Many of the senior executives of the organization is planning to leave the organization because of the rise in problems of the organization. The economic crisis in Greece and rise of terrorism due to rise in ISIS is urging the trained and experienced to leave the job that is increasing the problem for the organization. Hence, one of the major responsibilities of the managers and human resource department in an organization is to curb the hysteria that is rising in the nation so that they are able to retain the employees that are experienced and senior to the organization. The economic crisis in Greece is raising problems for the employees as it is becoming for them to maintain the standard of living that they expect. Hence, it is recommended for the organization to fulfill the needs of employees in order to retain them in the organization. The economic crisis pursuing in Greece should not affect the senior executives in an organization. Hence, the seniors can be retained by increasing their salary and income so that they have an enthusiasm to stay and work. If necessary, the organization can take out the temporary employees or the employees that are being able to meet the organizations expectation. However, it is essential to retain the senior executives in an organization (Seuring and Gold 2013). Getting constant feedback from the employees is necessary in order to know the problems that the employees face in order to retain them. Proper communication between the sites and the employees is necessary for proper work management. The organization can also provide security to the employees so that they do not think of leaving the job. It is very essential to communicate the objectives and strategies between the sites so that the work is not hampered. The organization should have a backup plan in case any employee leaves the office. This is essential so that the resignation of employee does not hamper the productivity of the organization. It is recommendable that the organization makes a rule so that the organization does not have to face any problem. The employees should be informed that they communicate the plan of leaving the job before so that the organization can fill the vacant position in short period of notice (Spaniol, Schain and Bowen 2013). Employee end checklist should be formulated in order to know the problems that exist in an organization so that it can be improved. Retention of employees is necessary in order to save cost because hiring new employees and providing them training increases the cost for the organization. The employees can be retained by following the steps: Communicate: communication is important moreover for the organization that operates in isolated sites at different locations (Chaudhary and Khan 2013). Rather than managing, it is essential to provide coaching and development. The Greece crisis can be improved by helping the employees maintain standard of living by getting proper pay from the organization (Spence 2016). Case three: crisis management and human resource management One of the roles of Human resource manager is to manage the talent gap in organization. It is essential for the manager to ensure that they are able to elect the right employees for the right job. This is essential from both the organizations perspective and employee perspective. The employees should get a career as per their aspirations, goals and ambition. Talent management is hiring new and creative employees that are suitable for the job and are highly skilled professionally, and retaining the productive and hardworking employees to meet the future requirements and goals. Talent management is the responsibility of not only human resource department but also the supervisors and managers (Al Ariss, Cascio and Paauwe 2014). Talent management is the management of talents of people by coordinating their talents so that it can be best utilized within an organization. It is essential for the crisis management team to manage the event by managing the talents so that no talent gap arises in the organization. To manage the talents it is essential to decide on the selection criteria, format and structure, function of the team and rewarding them. Selection criteria: For managing the talent, it is essential to select the right employees for the job so that the organization is able to recognize their talent and the employees are able to reach their goals. After formulating the recruitment plan, it is essential to form a selection criteria and process. Selection process is the step that involves selecting right qualification that could fill the vacant position in an organization. However, the employees are chosen and selected by the supervisors and managers the initial selection is done by the human resource department. Their role in selection of right employees is to guide the supervisors for hiring individuals with right talents. The first step in selecting employees is to formulate criteria for the development of talents and skills. It is essential for the criteria to relate to job analysis and job specification (Fisher 2015). The criteria for selection are based on skills, abilities and personal characteristics. The selectio n process includes preliminary interview where the main purpose is to eliminate unqualified persons that do not fit the job criteria. Hence, it is essential to set the selection criteria according to the demand, goals and objectives of the organization. Since the Job at MiningCo requires employees to be flexible at work due to rotational shift. It is essential for the managers to prioritize the criteria (Stahl et al. 2012). The employees should be flexible at job in order to satisfy the job criteria and goals (Melanthiou, Pavlou and Constantinou 2015). The format: setting a proper format at the organization is essential to manage the talent so that no talent gap arises in the organization. It is not just essential to select the right employees with right qualification but it is also essential for providing training and development to enhance the talents that the employees posses. Providing training and development will help the employees know their potential that can be used in organization to fulfill its strategic goals and objectives. Aligning talents manage strategy with business strategy is essential (Hendry 2012). The Human resource department should know the exact business goals and strategies in order to effectively manage the talent. Talents management is putting the right people at right place at right time. Providing proper training will directly influence employees by increasing their confidence and developing talent. Structure and function of team: in order to fill the talent gap in an organization it is essential to formulate a proper structure to efficiently manage the team. The structure for selection of employees is by inviting applications, receiving applications, analyzing the application and resume of employees, taking interview, conducting selection test and finally selecting the employees. The function of the team members is to motivate the employees to properly utilizing their talents. It is the duty of the leaders and team members to analyze the skills of the individuals is that it can be properly utilized in organization (Manzoor 2012). Building the talent of the people is the responsibility of the team leader. It is also essential for the human resource department to retain the employees that have high skills and talents so that it can be used for the benefit of the organization. This is done by studying and evaluating the skills, talents and personality character of the employees in order to know whom to retain. Finding new employee with the same talent is difficult and hence it is essential to retain the employees. Highly skilled employees can be retained by analyzing their query and trying to fulfill their needs (Hussai and Rehman 2013). The employees should be provided with good working facility so that they retain the employees with the best talent. Everyone in the organization has different skills in the organization. Recognizing the skill and retaining them in the organization is essential to fill the talent gap in the organization (Townley 2014). Function of reward system: talent gap can also be filled with rewarding the employees based on their performance. Rewards can be in form of benefits, compensation, appraisal, awards and promotion. If the talent in an organization is recognized then they will have an enthusiasm to work hard. Talents can be in form of skills and hard work. Rewards and recognition can also help in retaining employees in an organization. Reward and recognition helps employees use the hidden talent well in an organization (Vaiman, Scullion and Collings 2012). Reward and recognition helps in creating a better impression of the organization outside in the market. Reward and recognition also helps in recruiting employees with high talents and skills. This will help the organization manage talent gap in the organization. Employees with good skills will join the organization as they are ensured that their talent will be recognized in the organization (Dries 2013). Hence, it is essential to recognize the talent s of employees and reward them in order to fill the talent gap in the organization. Reward also helps in encouraging extra effort among the employees, as they are motivated to work hard in the organization. This will help in overall improvement of the business by achieving their objectives and goals (Van Dooren, Bouckaert and Halligan 2015). References Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions.Journal of World Business,49(2), pp.173-179. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Breaugh, J., 2014, July. Employee recruitment. InMeeting the Challenge of Human Resource Management: A Communication Perspective(p. 29). Routledge. Chaudhary, M. and Khan, B.M., 2013. The Influence of HR Practices on Retention of Employees: Evidence from Literature Review.IITM Journal of management and IT,4(2), pp.55-60. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.The Academy of Management Annals,8(1), pp.127-179. Dries, N., 2013. The psychology of talent management: A review and research agenda.Human Resource Management Review,23(4), pp.272-285. Fisher, J.G., 2015.Strategic Reward and Recognition: Improving Employee Performance Through Non-monetary Incentives. Kogan Page Publishers. Hendry, C., 2012.Human resource management. Routledge. Hussain, T. and Rehman, S.S., 2013. Do Human Resource Management Practices Inspire Employees Retention.Research Journal of Applied Sciences, Engineering and Technology,6(19), pp.3625-3633. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), pp.31-49. Nelson, B., 2016. You get what you reward: A research-based approach to employee recognition. Oke, L., 2016. Human Resources Management.International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926,1(4), pp.376-387. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Rolstadas, A. ed., 2012.Performance management: A business process benchmarking approach. Springer Science Business Media. Seuring, S. and Gold, S., 2013. Sustainability management beyond corporate boundaries: from stakeholders to performance.Journal of Cleaner Production,56, pp.1-6. Spaniol, J., Schain, C. and Bowen, H.J., 2013. Reward-enhanced memory in younger and older adults.The Journals of Gerontology Series B: Psychological Sciences and Social Sciences, p.gbt044. Spence, S., 2016. Taking the Work Out of Reward and Recognition: Using Wellness, Safety, and Performance Incentives.Occupational health safety (Waco, Tex.),85(1), pp.26-28. Stahl, G., Bjrkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management.Sloan Management Review,53(2), pp.25-42. Townley, B., 2014. Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), p.92. Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.Management Decision,50(5), pp.925-941. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge.