Comparing personnel management and HRM

Comparing personnel management and HRM Human resources must be appreciated, located and recovered, organised and managed with great care. Sound human resource management practices are necessary for retaining effective workforce. The HR function of Hilton Hotels focuses on actions that build workforce competencies and motivation that in turn positively influence their corporate strategies and gives them a competitive advantage. INTRODUCTION 2.1 Terms of reference According to some authors, Human Resource Management (HRM) is no different from personnel management and maintains that the obvious change is a relabeling process (Legge 1989, Torrington 1989). However, the new terminology may at least rid personnel management from its unfortunate welfare image and other negative connotations Sisson (1990) and thus save the ailing function from marginalisation. Some Human Resource academics argue and maintain that new labels on old bottles may have their uses even if it is only for marketing purposes. (Armstrong 1987, Guest 1989). The aim and objective of this report is to critically analyse the human resource strategies and policies of Hilton Hotels. In order to critically analyse and evaluate the human resource methods of Hilton Hotels critically, human resource management theories and models have been discussed and related to the success of Hilton Hotels The main themes for this report are General HRM overview of Hilton Hotel, learning and development, reward systems and training and development. The ways in which their strategies and policies support organisational goals have been evaluated. Recommendations have been made in areas that require improvements. 2.2 Overview of HRM Human Resource Management emerged in the 1990s.It can be traced to Drucker, McGregor and Bennis Drucker (1955) who introduced management by objectives (MBO) proposing that managers should direct employees towards a common goal through directed leadership. McGregor (1960) advocated management by integration and self control a strategy for managing people which increases motivation and pervades the whole business. Bennis (1964) introduced the idea of organisational development (OD). He argued that people have complex cognitive and social need, they respond better to collaboration and reason rather than power based on coercion and threat; and an organisation should be based on humanistic, democratic ideas, replacing the mechanistic value system of bureaucracy. Factors such as globalisation, competition and technological innovation caused the fading of personnel management. This change increased people management which addressed more strategic issues that personnel management ignored. There was therefore the need for managers to be more strategic in terms of managing their work force hence a new way of managing people strategically. Human Resource Management can be defined as the planning, acquisition and development of human resources necessary for organisational success. (Kreitner, 1995, p. 331). French (1964) expressed the importance of human resources by saying it creates organisations and make them survive and prosper. He advocated that it is the talent and skill of employees in using other materials and energy that result in the creation of useful products and services. (Braton and Gold 2003) defines HRM as a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies , programmes and practices. Human Resource Management involves five key models; The Michigan model of HRM (USA) ( Tichy, Fombrun Devanna (1982), Fombrun, Tichy Devanna 1984) The Harvard model (USA) (Beer, Spector, Lawrence, Quin Mills Walton 1984) Guests (1987) Model of HRM (UK) The Warwick model of HRM (UK) (Hendry and Pettigrew ,1990) Storeys (1992) Model of HRM (UK) (lecture notes) 2.3 Background Hilton Hotels Corporation is recognized around the world as a pre-eminent lodging hospitality company, offering guests and customers the finest accommodations, services, amenities and value for business or leisure. The Hilton brand has, for more than 80 years, been synonymous with excellence in the hospitality industry. Hilton is able to offer guests the widest possible variety of hotel experiences, including city center hotels, convention properties, all-suite hotels, extended stay, mid-priced focused service, destination resorts, vacation ownership and airport hotels. (Hilton webpage ). Hilton Hotels was founded in 1919 by Conrad Hilton. Hilton has 2,645 hotels offering over 485,000 rooms to the general public. Currently Hilton employs 135,000 members worldwide. Positions at Hilton range from receptionists to general managers to CEOs. The company manages property holdings under different names around the globe. These include Hilton Hotels, Conrad Hotels and Hampton Inn and Suites. METHODS 3.1 Data collection methods The data used in this research has been obtained mainly from secondary sources. Hiltons corporate website, independent websites, online journals and text books have been used. These sources gave insight into Hiltons human resource management strategies. Text books helped link HRM theory to the practices of Hilton. 3.2 Issues and challenges The first challenge encountered by the group was deciding on which organisation to choose. Several organisations came up but eventually we decided on Hilton Hotels because they had a very attractive website with a lot of information we needed to complete the report. There was also the challenge that comes with working in a group. The Elevator graduate scheme for this year has been postponed. This made it impossible for us to gather adequate information in that section for the report. There were also problems accessing information for the other graduate schemes because such information is only made available during recruitment times. There was the issue of time constraints for the report due to other assignments due in the same week. RESULTS 4.1 Business strategies Traditionally, the firm had focused on place, product and promotion, by establishing the finest hotels in the most attractive, convenient and sometimes expensive places in the world. In the new millennium, particularly after the attacks on September 11th, Hilton has gone after the mid-priced client and the more affluent lodging clientele. The Hilton hotels focuses on the brand identity and quality, structural growth, brand equity, operational efficiencies and 100% customer satisfaction guarantee when it comes to their business strategies. In 2006 a new strategy that boosted the hotels profits was to maintain management contracts rather than full ownerships. Another business strategy of the Hilton hotels was to ensure to keep up to the promises of all the connectivity demands of the Hilton guests. This was done in May 2009 as Hilton hotels connected with BT (British Telecom) and ensured high speed internet usage in 60 Hiltons across United Kingdom and Ireland. This strategy ensured Hiltons commitment to extra ordinary levels of customer services (Wolf G.M. Neumann, Area president UK). Hilton opened midsized hotel segments to mark 20 years of award winning leadership in 2004. Hiltons started carrying out 20% reductions in carbon dioxide emissions, waste output and energy consumption, 10% reduction in water consumption t o prove themselves as environment and customer friendly. 4.2 HR Strategies Goals and Missions The Hiltons want to establish themselves as a world premium choice of hotels and want Hilton to be a brand inclusive of everything. It wants to boost its international connections and mark many locations as Hilton. Hilton hotels want to operate the business in a way that provides for current needs as well as allowing future generations to meet their own needs. Hilton hotels set their annual goals based on the prior years actual results and performance. At the end of the calendar year a hotel must have achieved their goals in each of the Key Performance Indicators of the Balanced Scorecard, the Hilton award winning performance measurement system.   The Key Performance Indicators are   Operational Effectiveness,   Revenue Maximization,   Brand Management,   Loyalty, and   Learning Growth.   Their mission is To be the first choice of the worlds travelers, building on the rich heritage and strength of our brands by: Consistently delighting our customers Investing in our team members Delivering innovative products and services Expanding our family of brands Continuously improving performance in our balanced scorecard (Hilton hotels corporation). The objective of Hilton is to matain a high standard in HRM and to create a business culture which everyone can grow and develop their careers. Giving themselves a 10 year time frame, Hilton is looking to add another 1000 properties to its international decision. They intend to move into areas such as Russia where they have never been before. HR strategy involves a central philosophy of the way that people in the organisation are managed and the translation of this into personnel policies and practices.It requires personnel policies and practices to be integrated so that they make a coherent whole and also that this is integrated with the business or organisational strategy. Hilton offers comprehensive HR support for managed properties. This support includes but is not limited to all of the following areas: full review of HR systems and standards to ensure corporate and governmental compliance, compensation administration, team member relations, risk management, professional education and training, HR information systems, in-house benefits support, legal and labour compliance, HR communications and workforce planning and analysis. Our HR team is dedicated to the pursuit of excellence in every area of team member loyalty and support. Hilton follows different approaches to manage HR(Hilton webpage). Ethnocentric approach: In which central values and business practices of home country are prelevant. The criteria for valuation and control are ascertained centrally from the headquarters. Polycentric approach: In this, under the supervision of local managers, subsidiaries are developed in each every country which results in little communication between headquarters and subsidiary. Geocentric approach: it tries to involve more integration between centre and subsidiaries to ensure close co-operation between the different parts of the chain, and implement both universal and local standards for evaluation and control. (Johnson 2003). 4.3 Overview of Hilton HR practices Successful organizations keep people issues at the fore front of their thinking and at the core of their decision making and planning. At Hilton hotel they believe Only those who feel valued can truly add value. This is the ethos behind every decision they make. A highly successful organization is one that has a unique organizational culture. Hill Jones (2001) described organizational culture as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization. At Hilton, There is a culture of support and sense of belonging that all workers of the Hilton family of hotels are made to feel at the work place. On their careers at Hilton page, emphasis has been laid on the fact that, recruits will be part of a growing company and a special family that is dedicated to a positive, productive and diverse working environment. Management looks forward to the special skills that individuals will bring to the job and at the same time, they have made an assurance that they are committed to the success and growth of their workforce. This implies that, they have in place a very good employer employee relationship at a strategic and operational level which creates job satisfaction ( see appendix A).The word family has been used considerably in their site. And if you join us, what should you expect from Hilton Hotels? Yes, you should expect to work hard, but above all you should expect to be treated as an individual, be rewarded for good performance and giving the little extra touches to our customers those Hilton Moments and, of course, enjoy your time with the Hilton family. So whether you are a seasoned professional or just starting out in this very diverse industry we would be delighted to welcome you to our family. (Hilton Hotel website). It clearly employs that there is an atmosphere of collectiveness of the workforce and a feeling of belongingness which does not only benefit the workforce but the organisation as a whole and effect contribute to satisfactory productivity, motivation and morale. It is therefore not surprising that they have one of the most enviable records of consistent international growth. Their work force is also referred to as team members. Team consists of individuals with different skills, knowledge, ideas and capabilities drawn from different background to execute a particular task. (Stuster 1996). Hayes (2002) suggests that a team is unlikely to function well unless its members are able to communicate effectively with one another and unless it is able to get over the interpersonal problems and conflicts which arise between individuals. Referring to the workforce as team members implies there is effective communication, engagement and also the influence of one another among employees and management, which enhances their performance. Engagement can be seen as ultimately about performance, because harnessing the discretionary effort of people does improve performance. If individuals are performing at their top potential, then it makes sense that teams, divisions, departments and organizations will work more effectively. Customers will receive better service, efficiency will improve, waste will be reduced, and overall performance will be enhanced (LGA, 2009:1). Hiltons HR team is dedicated to the persuit of excellence in every area of team member loyalty and support. 4.4 Training and Development The continuous learning and development of individuals are of crucial and strategic importance to organisations and thereby also to the overall economy. Organisational approaches vary greatly, but organisations that demonstrate a high commitment to HRM policies include as part of this commitment extensive training learning and development enabling them to achieve superior performance through their people. (Beardwell 2007:263). Hilton relates the success of their business to the skills, energy, initiative and commitment of their employees and team members. There is constant review of benefits available to employees to make sure they are competitive and can attract and retain the best people. (CSR Report 2005). Esprit is a Human Resource Management Programme based on Hiltons brand service standards which are truly extraordinary, focuses on courtesy, communication and guest satisfaction. Esprit helps employees develop their skills through ongoing monthly reviews, evaluation, certificates, and rewards for improving their knowledge and skills. This leads to higher employee satisfaction, higher standards of guest service and higher revenue and profits. With such great employee satisfaction Hilton International is able to recruit and retain the best in the industry and maintain high standards of people management (David LeMan, Regional Director of Human Resources Arabian Peninsula).(Hilton annual report 2002). With this approach to human capital investment and development, Esprit sets Hilton apart. It is therefore not surprising they have the worlds best hotel brand. Esprit focuses on the four Hilton core values expressed in its training manual; Customer to know who our customers are and provide them with the product and service they want. Quality that the customer is provided with an exceptional product by exceptional staff in terms of service and flexibility. People to work together and enjoy being part of a team and pulling together to provide excellent service. Profit to ensure that sales are maximized in answering the customers needs and that costs are controlled without compromising quality. (Hilton webpage) Hilton has a history of promoting from within the company. They provide opportunities for personal and professional development. Hilton believes that with their mission of becoming the preeminent global hospitality company the first choice of guests, team members and owners alike, they can only achieve this by constantly developing their workforce so that they can keep in tune with trends and developments in the hospitality industry. Hilton University is a worldwide award winning online portal available for team members to learn, train and develop. With more than 700 courses to choose from, employees can discover the best way to welcome guests, manage their time or coach a team of co-workers. This is available in different languages and a wide range of subjects (700 courses) to offer learning opportunities for staff in order for them to develop their skills on the job. It ranges from management skills, personal development courses, learning a language or financial training covering a range of skills for the hotel industry, from operational and technical to finance and general management. (Treven 2001; Johnson, 2003; Data monitor 2004; Brochure) It is a great way for staff to learn because it has been designed to help individuals learn at their own pace. It can be accessed from the hotel or office and even away from work. There are also virtual classroom sessions where staff can learn alongside other team members. Over 10,000 Hilton employees around the world have completed more than 80,000 courses at Hilton University since its inception (CSR Report 2005). This is a clear indication that a large number of employees take active part in the development programmes (appendix B). People are the only source of differentiation and sustainable competitive advantage. Essential to that is learning. Hence the director general for the IDP claimed that staff management and development will become the primary weapon available to managers to generate success (Rena, 200) cited in (Beardwell 2007: 263). The continuous learning and development of individuals are, therefore, of crucial and strategic importance to organisations and thereby also to the overall economy. (Beardwell 2007:263). Hilton has recognised the fact that majority of its team members are not English speakers. In 2003, the company gave 200 people the opportunity to improve upon their English by assessing an on line programme called Global English. This has benefited those employees involved. Most of those who had the opportunity of taking part are form developing and under-developed countries that did not have access to formal education which is often taken for granted in the West. (Brochure; Article, 200 2; Cushing, 2004). Elevator and premier class are also forms of training and development programs at Hilton (Appendix C for requirements). The aim of elevator is to develop a group of talented, internationally mobile people and fast track them to General Management positions within 5-8 years of starting the Program. It entails an initial 18 month training that consists of two international nine month placement. It is a combination of operational, all-round experience working in the 4 main areas of hotel business operations namely Business, development, Human resources and finance. There is also off the job training and business driven projects to complete. During elevator, progress is constantly assessed to make individuals know how well they are developing. Participants take part in four residential courses during the period. They will also have access to Hilton University the online learning and development tool to make use of their online business library. The elevator programme helped Hilton win the Best Development Program for Young Employees award at the 2005 World wide Hospitality Awards. Premier class is a nine month management and development program for employees aspiring to be department heads within the business. It focuses on key management skills needed to drive personnel and business performance in their hotel. Topics covered in this program include managing people and improving quality. We live in a changing world, new ideas and approaches emerge every day. Problems arise that need new solutions. This means constantly learning to keep up with the rapid change in the business environment. Hiltons learning culture acts as a source of job motivation and job satisfaction for employees which in the long run benefits the organization. 4.5 Performance Management and Reward Systems An organisations reward strategy is perhaps the area which, for employees provides the biggest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment, it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees. (Briscoe 1995; DAnnunzio-Green, 1997). Hilton believes there is the need to recognize and reward deserving and outstanding employees for their hard work and success. Employee benefit package is made up of a wide variety of features depending on the division and grade of the employee. Equilibrium is a worldwide quality initiative developed by Hilton. The aim is to ensure that individual guest needs are met and because Service quality is central to this, Esprit has been developed to embrace the key principles of employee recognition, respect and reward. HILTON INTERNATIONAL ESPRIT CLUB Only those that feel value can truly add value (Hilton hotel website) Human beings are diverse and complex and have different needs at a particular time. Therefore what satisfy one person will differ from another and also how a person is motivated depends on the needs, motive or drive of the individual. (BuchananHuzynski, 2004). Esprit encompasses a series of competitive training and development initiatives and a rewards program that gives colleagues a choice of benefits. Employees automatically become members of the Esprit club after completion of the training program. Employees are encouraged to create Hilton moments. The reward for this is Star points, bonds or certificates the currency for Esprit. This can be earned through Hilton as rewards for achievement and great guest service. The star points can be redeemed through a range of benefits. Examples are discounted hotel accommodation and food and beverage, health club membership, special rates on flights and car rental and mobile phones. Other reward systems include the the bright idea award, employee of the year or month award. Employees can also be nominated to representatives of the Hilton exchange committee, a forum where team members share ideas with the management to improve the hotel. In addition to the basic pay and remuneration received by employees, additional features are made available such as corporate discounts on hospitality services and travel. 4.6 Recruitment and Selection According to Armstrong (2005) organizations require employees with the right skills to ensure and sustain competitive advantage. Hilton believes that although year after year independent research confirm that they are the worlds most powerful hotel brand operating over 2800 hotels worldwide in more than 80 countries, in order for them to remain number one, they need to attract and develop the right people to be regarded as an employer of choice. Hilton relies heavily on the internet to advertise for candidates. They use websites like CatererGlobal.com, Milkround.co.uk, jorapido.co.uk and their own corporate website careersathilton.com. Occasionally they advertise in their annual brochures. Beardwell (2007) described outsourcing as a distinct business function from inside the business to an external third party. He goes on to say that outsourcing has become more and more common. Hilton receives over 1 million resumes annually. The company was therefore faced with the challenge of streamlining the hiring process in order for them to effectively assess viable candidates from among hundreds of applicants for specific positions. There was also the issue of administration being burdened with huge paper applications. Hilton deployed Oracles PeopleSoft Enterprise Human Capital Management Suite as Hiltons HR system of record worldwide, improving productivity, efficiency, and flow of critical data. (Oracle web site). This move helped them manage over 1.5million resumes annually, reduced administrative cost and burden, and helped to eliminate the paper based recruiting process enabling candidates to apply online. One of the ways in which they achieve this is through their award winning fast track graduate development Elevator program. THE ELEVATOR SCHEME The elevator scheme comprises of four stages selection process Stage 1- Application form: an on-line application form will have to be filled at this stage. Information such as personal details, education and work experience will be required. Based on this form, you may be invited to progress to Stage 2 of the process. Stage 2 Analytical reasoning tests: The applicant will have to go through a number of tests to assess his or her verbal and numerical reasoning ability. Based on the results at this stage, the applicant will be invited to complete Stage 3. Stage 3 Psychometric tests: This stage entails a series of tests that measure the applicants values and preferences. Successful applicants will progress to the next stage. Stage 4 Assessment Centre: At this stage, successful applicants will be accessed as in depth on several competencies. Only those who qualify will be offered a place on the elevator program. (Hilton.co.uk 28/11/09). 4.7 Managing the Employment Relationship . Beardwell (2007) described the employment relationship as containing an economic component, the exchange of work for payment but also includes a sociological dimension centred by power and authority. Hilton Hotels have their own in house team of attorneys and paralegals that provide various forms of legal support to their hotel management teams. Management of Hilton Hotels believes it is their responsibility to provide their employees with training in employment law, antitrust, privacy and ethics. Legal support is also provided in areas such as hotel operations and resources which include online answers to frequently asked questions and periodic newsletters. A prewritten specialized form of agreement is made upon employment between employee and management .This is made up of pay, working hours, holidays, and notes on grievance and disciplinary procedures. Hilton has available a panel of qualified counsel that help manage both insured and uninsured litigation. They respond to government subpoenas like wage garnishments and other legal orders made by the government. Hilton has a principle of equal opportunities based on merit. No employee or job applicant should receive less favor on the grounds of sex, religion, age, nationality, race, disability, marital status, or disability. Hilton strives to meet high ethical standards. They abide by the provision of Universal Declaration of Human Rights. Being a global hospitality and leisure company means Hilton operates in different communities and employs people with different cultures thus the workforce will be diverse. Having an equal opportunity policy works to the advantage of Hilton. This will ensure fair treatment of employees and the avoidance of discrimination. Hilton operates a whistle blowing policy which allows employees to bring acts of discrimination to the attention of senior management. Health and safety throughout operations is practiced for the entire workforce. A culture of risk management to ensure accidents and incidents is kept as low as possible. 4.8 Employment Involvement Hilton stresses much on employee involvement at all levels of the organization. For example, during the graduate development schemes, participants are assessed based on real life situations. Hilton outsourced giving Susan H.Lickert Hospitality Consulting Group (SHL) the responsibility of handling the assessment centre aspect of the recruitment process. SHL designed the process to take the form of a real hotel day to day experience. Candidates are given roles like receiving guests, taking orders etc and are assessed on their performance. This offers a true picture of the high demands in the industry that the selected candidates will go through. This level of training candidates go through prepares them for any situation they are likely to encounter when they take up their roles in the company. It also helps managers to know whether they are progressing the right and the expected way. It is not surprising Hilton has committed and talented managers in their hotels worldwide. Hiltons goa ls and values are embraced from the very beginning by the trainees and this leads to them performing as a team rather than at the individual level. With the SPARK Management program, employees are assigned senior management mentors who support and encourage them to get involved with projects and activities in the company. Employees are also invited to create career development review of what they have learned and what they hope to achieve in terms of career development within their respective departments. 5.1 HORIZONTAL INTEGRATION Whichever major city one finds him or herself there is a big chance of coming across a Hilton Hotel. Hiltons rapid expansion globally, example in the UK was based on the acquisition of competitor hotel chains like Statis. One of their strategies is gaining 1000 more properties within the next 10 years. This is linked to their HR practices. Their international expansion included the purchase of Scandinavian hotel chain Scandic. The acquired hotels are carefully evaluated to see whether their property profiles fit with the property requirements of Hilton Bran. Those that do not meet the requirements are sold. They enjoy economies of scale that lead to increased profit margins because they have the ability to leverage higher brand awareness by owning more hotels and spending more on marketing communications. They also have the opportunity of expanding operations more efficiently and quickly by gaining access to capital markets. (Bowie 2004). 5.2 VERTICAL INTEGRATION To add value, HR needs to achieve vertical integration. Hiltons business strategy, organizational culture and values impact the vertical fit. Hilton has very clear and certain strategic goals and this helps them in achieving a better vertical fit. They are able to merge their Business strategy into designing of HR practices that are compatible with their strategy. Hilton continues to demonstrate that building a satisfied and valuable workforce is not a quick-fix procedure, but an integrated approach that permeates through every aspect of the organization. Hilton tries to recognize the importance of employ

Food Hygiene Essay

The term â€Å"street foods† describes a wide range of ready-to-eat foods and beverages sold and some times prepared in public places, notably at streets. Like fast foods, the final preparation of street foods occurs when the customer orders the meal which can be consumed where it is purchased or taken away. Street foods and fast foods are low in cost when compared with restaurant meals and offer an attractive alternative to home-cooked food. In spite of these similarities, street food and fast food enterprises differ in variety, environment, marketing techniques and ownership. Foods that are served to the customers should be â€Å"clean† and â€Å"safe†, absence of poisonous substances or contaminants and free from spoilage. If foods are not clean and safe health hazards like headache, stomach pain, vomiting, giddiness and anemia may also occur. Due to the modernization many school children and adults skip their breakfast and they prefer to eat street foods or fast foods or convenient foods. There is mistaken assumption that food contamination is inevitable in street foods. Yet millions of people depend on this source of nutrition. Vendors knew that consumers watch the way food is prepared and notice whether the work area and vendor’s hands and cloths are clean or tidy. The vendors have to satisfy the customers with improved practices in the preparation of foods learned through training in nutrition and hygiene. Since, all categories of people from different socio-economic sectors purchased the street foods; the street foods should not only be cheap but also hygienic and rich in nutrition. The investigators with their nutrition knowledge had an urge to study the nutrition knowledge of the vendors, whether the foods prepared are nutritional sound or not? Are they preparing and serving food hygienically? Etc. Disease could be easily spread through food, water and the place of sales, how it is packed etc. and these questions made the investigators to take up this study. Hence, the investigators were interested to know the answers for the above said questions. Hence, studying microbial quality, nutritional knowledge and food hygienic practices among street food vendors importance at this hour and this paper aims to analyze this. To study the nutritional knowledge and food hygienic practices prevailing among the street food vendors. 200 vendors in Dindigul district, Tamil Nadu, India were selected by using purposive random sampling techniques. The investigators met the vendors and collected the details. Microbial analysis, food adulteration test were done for food samples. Microbial load for the major street foods like bhajji, vada, samosa varieties, roasted corn etc., were tested. Raw materials used for the street foods were collected such as dhal, salt, sugar, oil, pepper, turmeric and chilly powder and there were analyzed for food adulteration. The street food vendors were poor in hygienic practices in food preparation, serving, handling and storing. They were also poor in their nutritional knowledge. It can be concluded that as there is an urgent need for disseminating the knowledge about food safety and disease prevention, nutrition education is the need of the hour. Measures are suggested to improve the dwindling standards of the street food units. This study implies the need of the following measures to be adopted for hygienic food preparation by the street vendors, they are, license must be obtained by the street food vendors and the foods should be frequently inspected by the agencies, nutritionists should take the in-charge of disseminating awareness on hygienic practices, nutrition and health so that it will help in the preparation of nutritious foods. Colleges and other educational institutions also should take part in creating awareness about the street foods, government can encourage the vendors on improving their business by availing loan facilities and the sources of information must be increased to improve the nutrition and hygienic knowledge of the street food vendors. If this will be able to happen I believe that there will be less people having different kinds of sicknesses in the world and less hardships especially to the less fortunate that can’t afford to buy expensive food and medicines for those sicknesses. People need to be educated with the proper food safety hygiene and sanitation to not suffer these illnesses. I have learned that people need to gain more knowledge about Food safety hygiene and sanitation. If all have this knowledge there would be a better environment for everyone. Health is the most important thing in a person’s life, that’s why we should pay more attention in food hygiene. We should teach those around us the proper food hygiene especially vendors and or those people who sell street foods around the corner. In doing this, every person would have a cleaner environment to live in and also will have a healthier life, not only for this generation but also for the health of the future generation. We should make cleanliness a part and habit in our daily lives. Street foods should not just be only clean, but should also have nutrition. There would be no sense in eating clean food that doesn’t contain any nutrients in it. Having clean and nutritious food around us would help our bodies work in a better manner and would give us the right and enough energy for the whole day in our daily activities. We should always think before eat anything from the corner. Eating clean and nutritious food means having a clean and healthier lifestyle, and I believe that is the key to having a good body inside and out and for us to have a longer life.

Multicultural education Essay

From its early beginnings in the 1960s, multicultural education has since been in a constant state of evolution both in theory and in practice (Gorski & Covert 1996). In the last four decades, it has undergone repeated transformation, focusing and conceptualization as challenges emerge one after the other from a rapidly changing population demographics and a significant growth in diverse multicultural groups. The result is a multitude of conceptualizations reflecting different foci but which basically share the same ideals rooted upon the need for transformation or change. Gorski (2000) defines multicultural education as a â€Å"progressive approach for transforming education that holistically critiques and addresses current shortcomings, failings, and discriminatory practices in education†. These shared ideals that include social justice, equity in educational opportunities, and the dedication to help students reach their full potential as learners and as socially conscious and active individuals provide the basis for understanding multicultural education. It is a process of action, through which adults achieve clarity about their condition in this society and ways to change it (Phillips, 1988). Multicultural education acknowledges that schools, among all other institutions, play a pivotal role in building the foundation and acting as major influencing factor for the transformation of society and the elimination of oppression and injustice. The realities of the times clearly speak for the growing importance and relevance of multicultural education. Cultural diversity in schools is indeed one considerable challenge but like any other, it can be a most welcome opportunity. History has shown us that nations are enriched by the ethnic, cultural, and language diversity among its citizens (Banks, 2001). Schools play a significant part in finding ways to harness and redirect cultural diversity into creating unity and progress in schools and ultimately to society in general. References: Banks, J. A. (April 2001). Diversity within unity: Essential principles for teaching and learning in a multicultural society. New Horizons for Learning. Retrieved on May 28, 2009 from http://www. newhorizons. org/strategies/multicultural/banks. htm Gorski, P. & Covert, B. (1996; 2000). Defining multicultural education. Retrieved on May 28, 2009 from http://www. edchange. org/multicultural/define_old. html Phillips, C. B. (1988). Nurturing diversity for today’s children and tomorrow’s leaders. Young Children: 43(2).

Medias Coverage of the 2004 Election essays

Medias Coverage of the 2004 Election essays Medias Coverage of the 2004 Election Overall, I believe that the medias coverage of the 2004 presidential election was pretty fair. The biases on both sides ended up balancing each other out. If one candidate received more bashing than the other, it was the incumbent, George W. Bush. The most influential of the bashing being the film, Fahrenheit 9/11, written and produced by Michael Moore, who has become a big figure of the liberal media. There were also numerous books, such as Toby Rogers Ambushed and others of similar such titles, that criticized the Bush administration for misleading the nation into war and falsely assuming that there was a connection existing between Iraq and Al Qaeda, when it turns out there wasnt one. There was also an attempt by Dan Rather to deceive the American people into believing that bush not only dodged Vietnam but also lied on his resume. The presidential candidate John Kerry also received heavy criticism. A comical website (Jibjab.com) portrayed Kerry continuously flaunting his three pu rple hearts won during his service in Vietnam in attempt to show that his campaign and the media has only focused on his military background and avoided discussion about his stances on issues, which a lot of citizens, regardless of their party, had questions about. Fox news and other right wing sources ripped Kerry for at first voting for the war, then deciding not to support the troops and not fund them the $287 Billion they needed. A lot of networks then portrayed Kerry as a flip-flopper who was indecisive and also on both sides of every issue. Michael Moores Fahrenheit 911 was a deliberate attempt to sway peoples votes away from George W. Bush. In his movie, he portrays Bush as a dim-witted leader whose only concern is the well being of the businesses of his family and friends. The opening scene of Moores film s ...

electric field

electric field Electric Charges And Fields Basic Properties of Electric ChargesThe total electric charge on an object is equal to the algebraic sum of all the electric charges distributed on the different parts of the object The total charge of an isolated system remains constant with time. All observable charges are always some integral multiple of elementary charge, e (=  ± 1.6 Ââ€" 10à ¢Ã‚ˆÂ’19 C)Coulomb's Law à ¢Ã‚€Â‹Two point charges attract or repel each other with a force which is directly proportional to the product of the magnitudes of the charges and inversely proportional to the square of the distance between them. à ¢Ã‚€Â‹F=Kq1q2r2,K=14à Ã‚€ÃŽÂ µ0=9Ââ€"109 Nm2C-2Principle of Superposition It is based on the property that the forces with which two charges attract or repel each other are not affected by the presence of a third (or more) additional charge(s). The total force on a given charge due to number of charges is equal to the vector sum of the individual forces exerted on the given charge by all the other charges.Electric Field à ¢Ã‚€Â‹ It is the space around a charge, in which any other charge experiences an electrostatic force.Electric Field Intensity The electric field intensity at a point due to a source charge is defined as the force experienced per unit positive test charge placed at that point without disturbing the source charge. Electric field due to a point charge at distance r from it is E= q4à Ã‚€ÃŽÂ µ0r2 Electric field due to a number of charges is found by adding the individual electric fields vectorial ly.Electric Field Lines An electric l ine of force is the path along which a unit positive charge would move, if it is free to do so. Properties of electric field l inesThey are continuous curves without any breaks They cannot cross each...Electric field from a positive Q

Ethics (9 topics total Essay Example | Topics and Well Written Essays - 4500 words

Ethics (9 topics total - Essay Example Involuntary euthanasia refers to putting a person to death without obtaining or seeking the patient’s consent; ethically, this action is equivalent to a murder. Abortion is the process of terminating pregnancy by removing the growing fetus from the womb of a mother, which is also equivalent to ending human life. Many cultures around the world treat abortion as unethical, immoral and illegal even if it is done to avoid the growth of babies with genetic deformities. Yet, most parents opt for abortion of fetuses with abnormalities. Aborting the fetus becomes necessary in case of severe damage due to injury or any other cause; in case of abnormal growth of the embryo, which could be harmful for the mother, abortion becomes inevitable. However, abortion has received its notion as unethical action because of intentional abortion decisions taken by parents, mothers and other family members due to various other reasons such as pregnancy out of wedlock, unwanted pregnancy, early or lat e pregnancy and even due to pregnancy caused by failed contraception. For these reasons, the fetus may or may not be healthy and normal. From ethics perspective, euthanasia and abortion have attracted much debate from religious and spiritual sides, human rights activists, sociologists, and even medical professionals. In recent debate over euthanasia and abortion, sparked by Ironside who suggested euthanasia for disabled and grieving children and abortion for preventing the birth of an unwanted child or inherently disabled child (Williams, 1). Although Ironside’s advocacy for euthanasia and abortion seem the right choice in such situations, yet people do not dare to take such stand due to the ethical and moral obligations attached with human life and due to pressure from the religious, spiritual and other groups. Abortion is considered legal in most Western and some eastern countries in case of an abnormal fetus; but euthanasia is opted by very few nations. In most of the East ern nations, euthanasia is treated as strictly illegal irrespective of the patient’s condition. The argument is that ending life cannot be a solution to all sufferings; hence, euthanasia and/or abortion do not fit into the choices of humanity but only as inhuman act against fellow human beings. However, from health of the mother and wellbeing of families’ perspective, these choices seem to be, but not confirmed, ultimate answers. Works cited Feinberg, John S and Paul D Feinberg. Ethics for a Brave New World. 2nd ed. Illinois, Crossway, 2010. Williams, Zoe. Abortion and euthanasia: was Virginia Ironside right? The Guardian. 5 October 2010. Web. 28 March 2012. http://www.guardian.co.uk/world/2010/oct/04/virginia-ironside-tv-euthanasia-abortion 2. Sexual morality Sexuality is considered as something vulgar when demonstrated or spoken about in public despite it being a natural biological process associated with growth. Ethics associated with sexuality in reality are direct ed towards sexual behavior, its constraints, and matters of approval. Sexual behavior is common in every human being, but individuals are expected to express sexual desires only with their approved partners; any

Successful mariage Assignment Example | Topics and Well Written Essays - 2500 words

Successful mariage - Assignment Example We may not say long sentences to one another and may only say short responses to questions when we talk, but that does not mean that what we are doing does not show love. Someone can say all kinds of beautiful thing to another person but in the end what matters most is what they do and how they behave. My parents had special ways in which to communicate. Some of my mother’s words were very harsh to my father and she sometimes criticized him. If other people heard her they thought it was meant to be cruel. When I got older I realized and knew that he knew that she said critical things to him because she was showing him that she cared. If she had not cared, she would not have said anything. He was always amused by what she said and never angry with her because he knew that when she said things that were critical, she was saying over and over that she loved him. Many people show disrespect by speaking about their partners. Communication is not only about what is said or done between two people. Communication happens to a partner when it is spoken to another person outside of the marriage as well. When a person speaks poorly about their partner to their friends, treats their spouse poorly in front of others, or dismisses them as if they are not intelligent or important, they disrespect their spouse and communicate to them that they are not valued. Too often people will complain about their spouse to others, but this is part of how people communicate their love or lack of love. Speaking or acting badly about their spouse in public places them to the side and they do not feel near as important. Communications is very important because without giving each other signs and symbols of a partnership, then the marriage becomes two people who are isolated. This is a very important point for my marriage. My husband and I came from Iran so without good communications between us, life in this country would have been difficult. I have made sure that we have always been