Multiple Sclerosis A Neurological Disease That Affects...

Multiple Sclerosis is a neurological disease that affects the central nervous system. The CNS consists of the brain and spinal cord. Myelin sheath, an insulation that covers the nerve fibers, is damaged resulting in multiple patches of scarred tissue called lesions. When the Melin sheath is destroyed, damage to the axon begins and causes a wide variety of symptoms. Axons are the fibers that carry electric impulses away from the nerve cell to different parts of the body. MS eventually causes permanent disability. Depending on the extent of the myelin damaged and the location damaged, determines the severity of the symptoms. MS is an autoimmune disease, meaning the immune system attacks the bodys own myelin sheath protection. The damaged myelin and axon fibers is caused by overactivated T cells. There is four types of MS; relapsing-remitting MS, secondary-progressive MS, primary-progessive MS, and progressive-relapsing MS. Relapsing-remitting MS is the most common type of MS. Secondary -progressive MS continues to progressive and get worse weather or not the person is having relapse. Primary-progressive MS continues to progress and worsen and there is no relapsing or periods of leveling off with this form. Progressive-relapsing MS is the rarest for of MS and it is progressive from the begining and there is no remission in this form. Les than 5% of patients are diagnosed with progressive-relapsing MS. Symptoms can vary from patient to patient. Depending on the severity ofShow MoreRelatedEvaluation Of A Case Study1571 Words   |  7 Pageswhite matter of brain and spinal cord, helping the doctor to conclude this is a factor to why the client is experiences this neurological deficits. Client doctor prescribed her Prednisone which has a positive affect helping to confirm the client diagnosis of Multiple Sclerosis. Researchers have concluded that Multiple Sclerosis occurs whereby the patient’s own immune system attacks the protein that is found in the myelin sheath and this result in the demyelination of the myelin sheath. So when thereRead MoreEvaluation Of A Case Study1353 Words   |  6 Pageswhite matter of brain and spinal cord, helping the doctor to conclude this is a factor to why the client is experiences this neurological deficits. Client doctor prescribed her Prednisone which has a positive affect helping to confirm the client diagnosis of Multiple Sclerosis. Re searchers have concluded that Multiple Sclerosis occurs whereby the patient’s own immune system attacks the protein that is found in the myelin sheath and this result in the demyelination of the myelin sheath. So when thereRead MoreMultiple Sclerosis : A Nervous System Disease That Affects The Brain And Spinal Cord869 Words   |  4 PagesAbout Multiple Sclerosis Multiple sclerosis is considered a nervous system disease that affects the brain and spinal cord. The disease remains a mystery to this day since there are no known specific causes. It can be seen that multiple sclerosis is more prevalent in women than in men between the ages of 20-40 (Bethesda 2015). While the disease is typically mild in most cases, some severe cases may result in the loss in the ability to speak, walk, and write. Common symptoms of the disease includeRead MoreEvaluation Of A Case Study1315 Words   |  6 Pageswhite matter of brain and spinal cord, helping the doctor to conclude this is a factor to why the client is experiences this neurological deficits. Client doctor prescribed her Prednisone which has a positive affect helping to confirm the client diagnosis of Multiple Sclerosis. Researchers have concluded that Multiple Sclerosis occurs whereby the patient’s own immune system attacks the protein that is found in the myelin sheath and this result in the demyelination of the myelin sheath. So when thereRead MoreCase Study : Multiple Sclerosis ( Ms )1186 Words   |  5 Pages Reseach Paper of Multiple Sclerosis Zuemil De Jesus Claudio Universidad del Este Pharmacotherapy for Pharmacy Technician II Professor: Sonia Rivera March 15, 2015 Research Paper of Multiple Sclerosis The first case of multiple sclerosis (MS) was found in 1849. This disease is not contagious, but epidemiologists have identified some factor such as gender, generics, age, geography and ethnic background that may help determine what cause this disease. MS affects more than 2.3 millionRead MoreThe Severe Disease Known as Multiple Sclerosis Essay975 Words   |  4 Pagesare a vast amount of neurological disorders, conditions, and diseases. One severe disease is known as Multiple Sclerosis. In this research essay, I will be discussing what multiple sclerosis is, symptoms, causes, personal experience, and treatments. M.S., as some would call it, also known as multiple sclerosis is a neurological disease. This disease, in particular, could also be viewed as an autoimmune disorder. It is not nearly as fatal as the sexually transmitted disease (AIDS), yet it can beRead MoreSymptoms Of Multiple Sclerosis And Bell s Palsy1347 Words   |  6 Pages Neurological Abnormalities Jessica Schultz Brigham Young University – Idaho â€Æ' Neurological Abnormalities Bell’s Palsy Bell’s palsy is a condition that affects the muscles of the face. The muscles become weak and slow for an impermanent period of time. This disorder occurs when the nerve that controls the facial muscles, cranial nerve VII, becomes inflamed or swollen. The cause of the damaged is not officially known, but researchers believe that is could be the result of a viral infectionRead MoreThe Mechanics Of Multiple Sclerosis Essay1689 Words   |  7 Pagesexpressions of Multiple Sclerosis. These neurological symptoms were first identified in the early 14th and 15th centuries. The immune system attacks the myelin of the brain spinal cord causing a cessation or misinterpretation of communication with the rest of the body. Due to this destruction or damage to the myelin, scar tissue forms and there central nervous system cannot communicate with the body effectively. This is the mechanics of Multiple Sclerosis, a disease that affects many peopleRead MoreMultiple Sclerosis : An Auto immune Disease Of The Central Nervous System883 Words   |  4 PagesMultiple Sclerosis Multiple Sclerosis (MS) is an autoimmune disease of the Central Nervous System, which interferes with the communication between the Central Nervous System (brain and spinal cord) and other parts of the body. The immune system attacks the myelin on the nerve fibers; resulting in damaged myelin that forms sclerosis. Overtime, many nerve fibers and myelin sheath will be damaged or even destroyed, resulting in the nerve impulse being interrupted. MS can be mild, moderate, or severeRead MoreMultiple Sclerosis (Ms) Is A Disease That Impacts The Brain,1040 Words   |  5 Pages Multiple Sclerosis (MS) is a disease that impacts the brain, spinal cord and optic nerves, which is together known as the Central Nervous System (CNS). It is perhaps one of the most common neurological disorders, affecting about 1 per 1,000 of the population (Beaumont, 2008). Multiple Sclerosis means â€Å"Multiple Scars† due to the many scars (lesions) that are located in the CNS. This disease involves two main systems in the body, the Central Nervous System and the Immune System. The Central Nervous

Fossil Fuels An Alternative Source Of Energy - 1715 Words

Introduction: Fossil fuels have been keeping our country running for quite a long time, throughout our history. The reason why fossil fuels have been so instrumental in our production of energy is the increase in technology. Technology has brought the world ways to dig into the earth and extract oil, which we have been doing quite a bit more of as late. The problem with this increase in drilling and digging for fossil fuels is that there is only so much of it, and cannot be created, or reused. Once, these fossil fuels are all used up, they will no longer be a source of energy for the world to use. This is why we have to find ways to preserve what we have left of these fossil fuels. Currently we do not have enough of an alternative source of energy for the world to run efficiently, and that is a scary situation that we have ourselves in. There are three different types of fossil fuels that we use, and that is where we are going to start. Oil: To understand the impact oil has on the environment, we first have to understand oil itself. Oil is found on reserves all around the world. The top 10 oil reserve countries in the world are: Venezuela, Saudi Arabia, Canada, Iran, Iraq, Kuwait, UAE, Russia, Libya, and Nigeria (Top 10 Oil Reserves Countries). These ten countries account for 85.3% of all the world’s oil (Top 10 Oil Reserves Countries). In order to reach the oil that is stored in the ground, there is a system called fracking. Fracking is when drillers push water into theShow MoreRelatedAlternative Energy Sources For Fossil Fuels2676 Words   |  11 Pages Alternative Energy Sources Emily Lazovich Gwynedd Mercy University Abstract Fossil fuels can be easily found around the globe and the production of these fuels may be cost-effective. Although fossil fuel is harmful to the environment, the United States is continuing to use fossil fuel as a source of energy. In addition to this, once the fossil fuels have all been used up, there is no chance of obtaining more. There are many types of alternative energy sources in the worldRead MoreFossil Fuel And Alternative Sources Of Energy1218 Words   |  5 Pages Energy Policy Jameisha Lyttle Gwynedd Mercy University Abstract The United States government, as well as many others around the world, have relied on fossil fuel as an energy source for a long period of time. The extraction, production, and development of these sources have contributed to the many issues with the environment. In addition to this, fossil fuel will not exist forever because there is a limited amount on earth and it cannot be restored. For this reason, the UnitedRead MoreAlternative Sources Of Energy For Fossil Fuel1432 Words   |  6 Pagesalternate source of energy to fossil fuel is essential. Humans are using up fossil fuels, such as coal and oil, faster than they can be made naturally.This means that there will be a time when all of the fossil fuels will have been used to power . To prevent a world without energy, many alternative sources have been harnessed. Six different pathways for energies were found: solar power, biomass, geothermal power, hydropower, wind power, and nuclear power. All of these are much better alternati ves to fossilRead MoreAlternative Energy Sources Of Fossil Fuels1701 Words   |  7 Pages the world has run on fossil fuels. Fossil fuels are critical to global energy infrastructure due to their inherent advantages and generate significant economic value as a result. However, the negative economic and environmental implications of fossil fuels demands a permanent transition towards alternative energy. The world will continue to investigate alternative energy sources and must commit to them to avoid long-term environmental degradation. Ultimately, fossil fuels are on the way out, butRead MoreAlternative Energy Sources For Fossil Fuels1874 Words   |  8 Pagesconsuming energy. Currently the majority of this energy comes from fossil fuels (i.e. coal, natural gas, and oil). Fossil fuels made up eighty-seven percent of the energy consumed worldwide in 2012 (Gonzalez Lucky). There are many people who do not believe there is an energy crisis, or that there is anything wrong with depe nding on fossil fuels, however fossil fuels are non-renewable, which means once they are gone we are unable to create more. In addition, the carbon that is located in fossil fuelsRead MoreFossil Fuels And Alternative Energy Sources1682 Words   |  7 PagesMost fossil fuels such as oil, natural gas and coal are considered nonrenewable resources in that their use is not sustainable because their formation takes billions of years (Investopedia, 2014). As the nonrenewable resources become more and more scarce, the cost to obtain them will continue to gradually rise (Investopedia, 2014). Eventually, the price will become so high that users will no longer be able to afford them, forcing the change from fossil fuels to alternative energy sources (Investopedia)Read MoreEssay on Fossil Fuels and Alternative Energy Sources1986 Words   |  8 PagesFossil fuels are an important part of life. When you turn on the lights, watch TV, or take a shower, the electricity that you are using is bei ng generated by fossil fuels. The three types of fossil fuels are coal, crude oil, and natural gas. They all take millions of years to form, so they are considered to be â€Å"non-renewable†- eventually, the fossil fuels will all be used up. One dangerous biological effect of using fossil fuels is ocean acidification. Extracting and transporting fossil fuels canRead MoreAlternative Sources Of Energy From Fossil Fuels2846 Words   |  12 Pagestechnology requires a stable source of fuel to produce the thousands of units of energy being consumed by it. At present, this energy is derived from various sources with fossil fuels being the largest by far. According to the United States Energy Information Administration, in 2014 sixty-seven percent of the United State s energy was converted from fossil fuels. (What is U.S. Electricity Generation by Energy Source?) Although fossil fuels are able to meet rising energy demands, they are limitedRead MoreFossil Fuel Resources For Alterna tive Sources Of Energy Essay1827 Words   |  8 PagesDiminishing fossil fuel resources have prompted scientists and researchers to look for alternative sources of energy. Though several alternative sources of energy have been identified, generation of energy using combustion of fuels still remains the dominant source of energy globally [1]. In search for alternative fuels, biofuels have shown promising results to generate useful energy. However, efficient atomization of some high viscosity biofuels to yield maximum useful energy and minimise emissionsRead MoreBiology - Fossil Fuels vs. Alternative Energy Source1525 Words   |  7 PagesNicoletta Philippides March 15, 2013 Mr. Dunleavy, Period 4 The Effect of Fossil Fuels on Biodiversity Alternative Energy Resources Fossil fuels are hydrocarbon deposits derived from the remains of ancient plants and animals under enormous amounts of heat and pressure. Oil, or petroleum, is one of the most common fossil fuels utilized by people all over the world on a daily basis. Crude oil is a smelly, yellow-black, viscous liquid composed of mostly nitrogen, oxygen, and sulfur, which is

Strategies for Successful Implementation Public Personnel Management

Question: Strategies for Successful Implementation for Public Personnel Management? Answer: Difference between personnel and human resource management Human resource management is the new version of personnel management. Personnel management is a conventional way of managing people while human resource management is the modern approach as people are the main strength of an organisation . The main focus of personnel management is the personnel administration, labour relation, and employee welfare. But human resource management mainly focuses on the training and development, acquisition, maintenance and motivation of the human resource of the organisation (Zafar, 2013). In the basic division of labour, the job design is done by the personnel management. In human resource management, the job designing is done by a group or team. In personnel management, the employees are provided with less training opportunities. But in the case of human resource management before allocating the position the employees has to go through a training session. People are assumed as the input, and their achievements are desired as the output in personnel ma nagement whereas in the human resource management assumes their employees as their important and valuable resources for achieving the required output for the organisation. In the case of personnel management, all the decisions are made by the top management according to the rules of the organisation. But for the human resource department all the decisions are made collectively considering the participation, ability, and environment of the employees. Assessing the function of human resource management in contributing to the organisation al purposes There are various functions that help in accessing the contribution of human resource management in the organisation - Recruitment and Selection is one of the most important functions of human resource management as it requires careful planning. When a job recruiter recruits an employee they judge the interviewee as they will be beneficial for the organisation or not. Most of the organisation s purchase talent management and recruitment software for managing their selection and recruitment process efficiently (Shen, 2011). Training and development- This helps the employees to understand the working structure of the organisation. With training, the employees will get to know about the rules and regulations of the organisation and also the internal environment. Reward System- With this process the senior management motivates their employees to give their best. This will motivate the employees to give the best in the organisation, and it will also motivate other employees who are lacking behind in their performance (Pugh and Subramony, 2015). Performance Appraisal- Apart from reward system the performance appraisal also helps and motivates the employees to give their best in their work. When the employees perform remarkably in their job, then the senior management will promote them with much more responsibilities. Employee Relation is one of the major functions of human resource management. If the relation between the employees and also with the senior management is not cordial, then the work will get affected. So, the human resource department will have to make sure that the relation with the employees is good and pleasant, and they are not facing any problems in their work. Evaluating the role and responsibilities of the line managers Line managers are those managers who have a direct relationship with both the employees and also with the senior managers. Their main responsibilities are to manage directly the individual employees and also the teams. The line managers directly report to the senior management of the organisation about the well- being and performance of the employees. The main responsibilities of line managers are managing people daily, allocating the work to the employees, dealing with the clients, measurement of the operational performance, monitoring and checking the quality of the work. They set a reasonable time frame so that they improve the work that is allocated to the employees. They identify the issues that are creating the problem for the underperformance of the employees (Manroop, Singh, and Ezzedeen, 2014). It is the duty of a line manager to implement the day to day HR initiatives. Line managers are responsible to plan the aims, objectives and priorities of the task and communicate that task within his follower and colleagues. The major role and responsibilities that line managers have to perform in HR management are discussed below: Employee Engagement The most critical factor of any line managers HR activities is engaging the employees in the organisation. Line manager creates a pleasant work environment within the organisation so that employees become more dedicated to work in achieving the organisational goal (Southall, 2014). Performance Appraisal Although the process of performance appraisal is designed by the HR specialist, it is ultimately implemented by the line managers. Performance and behavior of the employees are directly assessed and rated by the line managers (Pilbeam and Atherton, 2012). Feedback of the employees is provided through one to one meeting between the line managers and the employees. Disciplining Employees Line managers place his expectation through his team in order to retain discipline in the workplace. The expectation is supported by the rule and regulations of the HR department. It is the commitment of the line manager to enforce the rule and regulation for influencing the performance of the employees. The reasons for human resource planning in ITC and IBM: In order to fulfil the manpower requirements, the human resource planning is necessary for every organisation . The business strategy and the operations are linked with human resource planning process (Hoch and Dulebohn, 2013). There are several reasons behind for human resource planning in ITC. Those are following: Forecasting future manpower needs: In order to forecast the future manpower needs, ITC needs to plan its human resources in the initial stage. It is the very significant process to achieve the organisational objectives in the long-run. In the manufacturing sector like ITC, it has different manpower needs. The human resource managers collect the information from the factory line managers how many people would be required for a particular factory. In the case of IBM, the estimation of the people will be done based on the requirements of the outsourced activities (Ivancevich and Konopaske, 2013). Coping with change: Various external factors that influence the planning process of the organisation. Through HR inventory the current human resource plans to mitigate the external factors (technological, socio-cultural, political, economic forces) to cope with the changes. ITC developed some strategies like hire experienced and effective people to cope with the changes. On the other hand, IBM also hires people who are capable enough to do the required activities (Guo and Al Ariss, 2015). Recruiting experienced people: Both IBM and ITC hires experienced people in order to achieve the organisational objectives in the long-run. Restructuring work processes: Identify training needs: The training requirements needs to be identified so that it can be developed over time. By giving the proper training to the employees, the organisation can increase its performances in the long-run. Coping with retirement and redundancy: The attrition rate of IBM is very high as compared to ITC. After the retirement of people, the vacancy needs to be filling up. In the market the redundancy is increasing day by day. Thus, numerous applications are piling up in the HR inventory. From that application, the efficient people need to be chosen by the human resource manager. So that it will help to increase the performance of the organisation s (Gruman and Saks, 2011). Development of human resources: For developing the personnel in the organisation both ITC and IBM conduct training sessions. By giving the proper training and conducting the development campaigns, the skills of the personnel will be increased. The organisation gives this type of training to their employees so that they can perform better. Stages in planning human resource requirements: Assessing human resources Both the organisation ITC and IBM needs to assess the internal and external factors to analyse the current requirements. After knowing the strengths and weaknesses of the organisation, it will be easy to assess the future needs (Dries, 2013). The goals to be achieved in near future in all the field of the organisation will give an idea of the work load to be done by the workforce. Demand forecasting The demand and supply of human resource in the organisation are defined as the process of demand forecasting. In order to achieve the desired level of output, the demand forecasting process is done to convene the future personnel requirements of the organisation s. The required number of human resource in different field should be estimated for proper human resource management. Supply forecasting Due to the increasing demand for the organisation the future employee needs to be required to handle the responsibilities. From various sources the employees hired by the HR managers of the organisation. In supply forecasting the organisation analyses the HR inventory and keep track of existing employees for determining the extent to which it can meet the forecast (Supriyanto, 2015). A proper matching of job description and job specification should be there in the organisation and employees to be involved in the job should be suitable. Matching demand and supply The organisation needs to see whether the matching demand and supply meet the forecasting future needs. The shortage and overstaffing issues can be solved by bringing the demand and supply in an equilibrium position. Action plan In order to avoid the shortage and surplus of human resource a proper action plan is required to develop by both ITC and IBM (Dowling, Festing, and Engle, 2013). Comparison of recruitment and selection process in two companies: The first company chosen is IBM. The process of selection is described below: Stage 1: Attraction: There must be requirements for people. After the requirement is established comes the process of job analysis, writing up job descriptions and job specifications. Job analysis looks that how each job fits into the organisation. The competency framework is an alternative approach. The various recruitment methods are as follows: Internal methods: Internal promotions, transfers, job rotation schemes External methods: Outplacement consultants, headhunters, employment agencies Stage 2: Reduction: The application forms are observed, scrutinized, and most of them are rejected on grounds of not matching with the requirements (Park, 2014). This screening process must be done with utmost care and precision. Stage 3: Selection: There are lots of aptitude tests that are taken in the present day scenario. These tests are specially designed to test the aptitude and ability of the candidates. After the short listing is done through tests, arrangements are made for interviews. These interviews are taken by experts who hold sufficient experience in the relevant areas. After the final selection is done, job offers are made to the deserving candidates. Stage 4: Transition: The selected candidates must go through a process of induction in order to get familiarized with the environment. The transition process allows a candidate to socialize with the new environment. Selection process in ITC: Stage1: Attraction As ITC is now the top most FMCG Company so the attraction process in very specific in this company. The human resource manager make a very specific looks on what type of candidate would be needed for what type of job. For recruiting purpose the use three types of sources as mentioned below: Internal Recruitment Internal recruitment in ITC is done by job posting. If an employee seems to be very good in one field he can be posted in any of its branch where he is suitable. References are taken in order to be sanguine about the work (Oskina, 2015). These serve as authentication about the work. If a job is more authenticated, it gives better results. Transfer is another form of internal recruitment where the organisation tries to hire experienced employee in the vacant position by shifting employees from one place to another. External Recruitment Among the external recruitment of ITC the more popular process is job posting in online job sites, College campusing, Head haunting. Third party Recruitment ITC sometimes leaves the responsibility of recruiting on a third party consultancy. Stage 2: Reduction No candidate is allowed in ITC without a qualification degree from a reputed university. The short listings of the various candidates are done by screening (Park and Word, 2012). . The application forms are observed by the human resource manager very carefully. Many candidates become disqualified without a proper experience and skills needed for the job. Stage 3: Selection Unlike IBM, in ITC a written test is arranged for analyzing the skills of a candidate in details. Only after qualifying the written test the candidate become eligible to give interview. The interview held in ITC is competency based. Stage 4: Transition In ITC a Roster is maintained where the names of suitable candidates are listed after interview. The organisation sends an email to the candidate listed in the Roster whom they think most suitable for the job (Omole, 2015). After joining of the candidate the organisation arranges an interesting induction process where the new employees get familiar with the organisation. Technical knowledge assessment: The knowledge of the candidates is assessed nicely by the aid of tests and interview. Effectiveness of recruitment processes of two organisation s: The selection process in IBM is full proof compared with ITC. The references are however taken in ITC. The tests that are taken to evaluate a candidate are much well organized in IBM compared to ITC. If we take into account all the aspects, IBM is better organized than ITC as far as recruitment is concerned. When a recruitment process goes through a number of phases, it becomes better. More and more screening is needed (Sun, 2014). This always has longer time when the screening stages are more (Deadrick and Stone, 2014). Relationship between Motivational theory and reward: The human resource managers of the organisation consider the fact that by using encouraging motivation techniques that support employees to produce more and better quality of work in the long-run. This is defined as a motivational theory. In the organisation, the managers chose those people who are worth praising and have done a good job in the past. This will come as the reward. The main advantage of giving the reward to the employees is to increase the motivation of them. It will help to foster a sense of trust between employee and managers in the organisation. The process of job evaluation: Job analysis The various aspects of the job can be identified through the process of job analysis. In the job analysis, part job description and job specification part are included (Collings, Scullion, and Vaiman, 2015). Job Description In order to indicate the duties and responsibilities a proper job description is given to the employees of the organisation. The job entails being described in the job description part. Job specification The required skills and knowledge that is needed for a specific job are included in the job specification part (Dessler, 2013). Job rating In order to assign a relative worth for each job the job description and job specification methods needs to be used. Money location A pay structure is determined for each employee in the organisation based on their capability. Job classification According to the pay structure of the employees the job categorization will be done by the HR manager. Other factors determining pay: There are several factors that determine the structure in the organisation. Those are cost of living, government legislation, supply and demand and productivity (Byars, 2015). Cost of living Cost of living is the most important factors that influence the wage and salary structure of the employees. The approach of cost of living tends to vary the salary structure depending on the variation in the index of cost of living. Cost of living index follows the rise and falls of general and consumer price index. Government Legislation Law and labour policies passed by the government have a great influence on the wage and salary structure of the employees. Salaries and wages cannot be lower than that prescribed by the government (Chemmanur, Cheng and Zhang, 2013). The laws like minimum wage, equal pay for equal work, dearness allowance and hours of work is enacted by the government for ensuring fair wage and salary structure in the organisation. Supply and Demand Supply and Demand of employees influences the wage and salary structure to a great extent. If the supply of employees decreases then salary for the job will be increased (Pohler and Schmidt, 2015). On the other hand if the supply of employees increases then salary and wage will be decreased. Productivity Increasing trend of productivity in the organisation ultimately increases the salary and wage of the employees. High wages in a low cost is only possible when productivity of the organisation appreciable. Effectiveness of reward system in different context: In another context like recreation in labour intensive industry, managers can use the reward system to improve the employee motivation and retention. In order to increase the performance of the employee, the managers need to develop some strategies. The performance of employees needs to be monitor periodically so that after a certain period the employee will get a reward based on their performance in the organisation. The reward can be given to the employees as monetary reward, reduced workweek, flex time, working from home, membership reward, etc. This main responsibility of the recreation manager is to motivate the employees in the organisation by giving them different rewards based on their performances. Due to increasing work pressure it will be very difficult to retain the employees in the organisation. Thus giving the reward to the employees is the help to increase the effectiveness of business activities in the organisation (Brown and Warren, 2011). Methods to monitor employee performance: Performance Reviews In order to track the performance of the employee in the organisation review sheets needs to be maintained by the managers of the organisation. In review sheets customer complaints, interpersonal skills to error rates all are included. With the help of this review sheet, the growth of the employee can be determined. Peer appraisals Regarding the co-workers performance the peers always have an opinion. In the database of the organisation, the appraisals can be stored for several times. In order to identify favourable or unfavourable patterns of behaviour, the HR managers use this reporting data. Dashboards In order to track the performance of the many employee organisation s are using standardized dashboards. The dashboard consist different varieties of metrics that helps to identify the success factors of the organisation. Voice of the customer In terms of quality assurance the voice of the customer is taking into consideration by many organisation s (Brookes et al., 2011). Reasons for cessation of employment within an organisation : Cessation of employment in an organisation may have the following reasons: Family obligations: If a person is head of the family, he has got a lot of obligations. These obligations restrain a person from rendering all duties (Arbon, Facer, and Wadsworth, 2012). Obligations may be of various types including financial and nonfinancial. Medical ground: A person may be sick on various grounds. If he is sick, he would not be able to continue the job. Employment can be ended for health reasons. These reasons are out of control. Death: If a person dies, his employment finishes then and there. Retirement age: In most offices, the retirement age is 58.On attaining this age, the employment finishes. Unsatisfactory working conditions: The working conditions may not be good. Especially in a factory, the lighting, heating, and humidification may not be satisfactory (Baxter, 2012). Unfair treatment: The management may not treat a person well. This would lead to dissatisfaction on the part of the employee. Better opportunities: If a person gets a better opportunity elsewhere, he would be leaving his current job. Better opportunities always attract young people as well as experienced people. Inappropriate management style: The style of management meted out to the employees may not be proper. Low job security: A job having low job security is not attractive to the employees. Employees are always on the lookout for better job security. Employment exit procedures with two companies: The two companies chosen are ITC and IBM. Exit procedure with ITC: The following steps may be followed during exit of an employee in ITC: -A resignation letter duly signed by the resigning employee is deposited with the line manager. -The HR department writes to the employee that an exit interview has been arranged, and he needs to attend it (Bissessar, 2012). -A confirmation of service form is sent to the employee to fill and return. -The exit interview is conducted in strict confidence. The company tries to determine what exactly the reason is for an employee leaving a company. Whether the reasons are within the control of the company to be rectified or not within the control must be seen. Exit procedure with IBM: The following steps are followed during exit of an employee in IBM: -There must be a resignation letter duly signed by the employee. There must be indications to serve a notice period of one month from the date of depositing the letter. -The employee is notified about the exit interview he needs to attend by HR. -The exit interview is held in strict confidence. The common questions are the reasons for leaving and what he liked the most and disliked the most (Jordan and Battaglio, 2013). Impact of legal and regulatory framework on HRM and Employment Cessation Arrangement: Employment legislations mainly deal with laws that help them to maintain the smooth relationship between the employer and the employees. Laws used by the human resource department in an organisation are the Equal pay Act 1970, National minimum wage rate act 1998, Employment rights act 1996. All this laws are implemented in the organisation so that there is no discrimination within the employees and there is no tension with the organisational environment (Perez, 2015). The human resource department makes a legal framework so that they can keep a check that all the laws are being followed. If any of them is not followed, then strict actions are taken against that employee. According to the Employment Right Act 1996, both the employer and the employee have to give notice in advance according to the contract of employment or according to the law of termination. The law places liability of employers to pay according to law. The working hours must be fixed to a maximum so that nobody is overworked. According to the Equal Opportunity Act, men and women must get equal opportunities in the workplace. The pay must be equitable and fair. There must be a minimum payment for all workers whatever the levels of occupation be. There is an obligation on employers to pay in full for absences in duty due to sickness or accidents (Kim, 2012). According to the Anti-Discrimination Act, there must be no discrimination on grounds of age, sex, color or language. Everybody must have equal rights. Discrimination must be totally stopped due to bad response. There are laws in Britain, which force employers to be on control and employ suitable rules in the workplace. According to personal injury rule 1972, the employees of the organisation should be insured against ant personal injuries. In this case the employees should follow some instructions regarding the safety measures in the organisation (Gibbons, 2015). Despite of maintaining all the safety measures if any employee gets injured then that employee should be paid full wages in his absence and should be paid according to the insurance policy. According to the Employment Standard Act 2000, no employee can be terminated with a prior notice to them from the employer (Perez, 2015). The employees worked for 8 years should be noticed 8 weeks prior to his termination and an employee worked for less than 1 year should be noticed at least 1 week prior to their his termination. According to the Maternity Benefit Act 1961, the employer should allow absence to the employee during maternity leave and that would be under statute. No employees can leave the job during this period without a valid reason and also no employer can terminate an employees without a valid and reason notice. Reference list: Arbon, C., Facer, R. and Wadsworth, L. 2012. Compressed Workweeks - Strategies for Successful Implementation.Public Personnel Management, 41(3), pp.389-405. Baxter, G. 2012. Reconsidering the Black-White Disparity in Federal Performance Ratings.Public Personnel Management, 41(2), pp.199-218. Bissessar, A. 2012. Leadership Challenges in a Small Society: The Case of Trinidad and Tobago.Public Personnel Management, 41(4), pp.575-596. Brookes, M., Croucher, R., Fenton-O'Creevy, M. and Gooderham, P. 2011. Measuring competing explanations of human resource management practices through the Cranet survey: Cultural versus institutional explanations. 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Piaget V Erikson Essays - Developmental Psychology,

Piaget V Erikson dolescence is considered a difficult time of life and one in which a number of changes occur as the individual achieves a certain integration of different aspects of personality. One approach to the cognitive and emotional transitions made at different times of life is to consider how the changes in, say, adolescence are linked to a continuum of change beginning in childhood and continuing throughout life. Some theorists, such as Piaget, were interested primarily in the transitions of childhood and youth, while others, such as Erikson, saw all of life as a series of transitions and offered a continuum of stages covering all of life. Piaget became fascinated in his early studies with his discovery that children of the same age often gave the same incorrect answers to questions, suggesting that there were consistent, qualitative differences in the nature of reasoning at different ages, not simply a quantitative increase in the amount of intelligence or knowledge. This discovery marked the beginning of Piaget's continuing effort to identify changes in the way children thinkhow they perceive their world in different ways at different points in development. Piaget's contributions can be summarized by grouping them into four main areas. First, he produced literature on the general stages of intellectual development from infancy through adulthood. This concern occupied him from 1925 to 1940, and after 1940 he began to describe some of the developmental stages in formal, structural terms using models from symbolic logic (Flavell, 1963, 1-9). The different stages postulated by Piaget help to explain different rats of learning at different ages as well as the types of learning possible at different ages for the majority of the population. Learning itself is seen by Piaget as a process of discovery on the part of the individual, and learning as a formal activity becomes a system of organization by which instruction is enhanced by the way the teacher arranges experience. Learning is thus experiential, and Piaget suggests that experiences have meaning to the extent that they can be assimilated. Such assimilation does not take place without accommodation, an aspect of considerable importance from the point of view of adaptation and possible development: One of the principal aims of the teacher will be to present situations to the child which require him to adapt his past experience. The teacher is concerned with facilitating adaptation and assisting the child along the developmental path (Flavell, 1963, 91). The learning situation thus becomes a means of discovery as the child encounters something that is unknown, new, or problematical for the child. The achievement of understanding of this experiences produces an adaptation, and each adaptation made by the child is a discovery for him or her, an insight made through experience. Such a discovery process is ongoing and is not to be seen as a series of leaps from one insight to another. The process of discovery continues and builds on experiences already assimilated and adapted. The process is marked out by minute consolidations and extensions of past experience, with perhaps an occasional flash of insight (Flavell, 1963, 91-92). There are two principal learning theories in psychology, one of which focuses on the learning process while the other focuses on the capacity to learn. Piaget offered a biological theory of intelligence that was quite different and that he presented as a unified approach to intelligence and learning. Piaget restricted the ideal of learning to an acquisition of new knowledge that derives primarily from contact with the physical or social environment: He opposes it on the one hand to maturation which is based on physiological processes; on the other hand and most importantly he differentiates it from the acquisition of general knowledge or intelligence which he defines as the slowly developing sum total of action coordinations available to an organism at a given stage (Furth, 1969, 221). Piaget contends that this general knowledge is actively constructed by the individual who, in constructing this knowledge, lives the process of his or her development. Piaget had actually started out to analyze the meaning and origin of intelligence, and he defined intelligence as the totality of behavioral coordinations that characterize behavior at a certain stage of development. For Piaget, intelligence was the behavioral analogue of a biological organ which