Padre Island

Jose Esquivel Professor Matthew Mayo English 1301 12 December 2012 Padre Island To catch a glimpse of the color wheel of flowers that is blossoming in the cool, brisk wind with the essences of freshness in the air. This can mean one thing, that spring has arrived and it is now that times to take the long awaited getaway to an island of fun in the sun. A place where memories are made, and worries are forgotten, the magnificent Padre Island. Padre Island extends roughly 130 miles along the South Texas coast; from Corpus Christi to Port Isabel, and has seen its share of Indians, pirates, hurricanes and many shipwrecks.You might have heard of South Padre Island or perhaps heard of Padre Island, but who is the Padre, and what connection does he have with the island? Padre Island got its name from Jose Nicolas Balli a Catholic priest from Spain who owned it for nearly thirty years. Padre is a word defined as a traditional form of address for Catholic priests. After being granted the island by King Carlos III Padre Balli established a ranch on this island raising over one thousand longhorn cattle, horses’ mules and sheep with his nephew Juan Jose Balli as foreman by his side.Aside from ranch raising Padre Balli also established cathedrals and missions to Christianize the Karankawa Indians and to serve the people who worked on the ranch. In 1821 Mexico won their Independence from Spain. During the revolution all of Padre Balli’s letters and exclusive right documents that gave him title to the island were lost or destroyed. Therefore, Padre Balli had to reapply this time to the Mexican government to confirm the titles of the island to him, only now he names his nephew Juan Jose Balli as partner. His request was granted December 1829.However, Padre Balli had died on April 15, 1829, eight months before his petition was approved due to a rupture cerebral artery. His nephew Juan Jose Balli continued to operate the ranch with his family. The saga started around 1938 when Gilbert Kerlin a graduate fresh out of Harvard law school was given a task that would change the course of history for the Balli’s. Mr. Kerlin arrived in South Texas with the instruction from his uncle, Frederic Gilbert, to purchase the barren stretch of sand that has since become a popular Texas beach Resort.It was then, when Mr. Kerlin received a tip that it may be possible to purchase the land from the Balli’s. He came across an individual by the name of Primotivo Balli who did not speak any English but was paid $750 to sketch out a family tree and to assist in rounding up the signatures of the island heirs. It was called to mind that the Padre Island heirs carefully copied down their addresses, and waited for a check that they were promised. In doing so Mr.Kerlin promised that he will give the Balli’s money from all the royalties and minerals that is hiding beneath the island, but Kerlin never handed the money over nor was he ever seen again by th e Balli’s. Meanwhile, Kerlin leased drilling rights to Padre Island and sold its sandy surface to developers. While Mr. Kerlin was earning millions the Balli’s struggled to make ends meet. Kerlin walked away with 61,000 acres and the Laguna Madre which is a band of water between the island and the mainland. For many decades the Balli’s have tried to get back what was rightfully theirs to begin with.Kerlin never came through on his promise to the Balli’s. The Balli’s have their theories as to why so many different lawyers all of the sudden would stop representing them. The Balli’s believe that Kerlin would pay the lawyers off so a trial would not take place. Of course there was no proof of this, however, it was always very coincidental how the lawyers would back out and not represent the Balli’s as it would get closer to trial time. Finally, in 1983 a San Francisco attorney Melvin Belli told Fred Balli of Ponca City, Okla. hat he was v ery interested in the case and wants to send them documents related to their claim. It is now year 2000 and descendants of the early owners of Padre Island gathered in the courtroom waiting for justice to be served. This long awaited lawsuit will determine whether or not they were scammed out of their land and riches. When Gilber kerlin now a 90-year-old retired lawyer took the stand he defended his decision not to give the Balli heirs any shares of the mineral royalties after his 1938 purchase. Kerlin stated on the stand, â€Å"The Balli’s did not own Padre Island when they sold it. Kerlin was speaking of when Santiago Morales bought the land form Juan Jose Balli, but what Kerlin did not know is that Morales suffered from buyer’s remorse and sold the land back to Juan Jose Balli, and there is documentation that can prove this fact. After many days of deliberation the jurors awarded the heirs $1. 2 million in lost property and oil royalties. The juror also found that Kerlin owes decade’s worth of income to about 300 Balli descendants for fraud and conspiracy. The battle is won but the war has just begun.Even though the jury’s verdict was in favor for the Balli’s this is just the first step in the final process of winning a lawsuit. Kerlin can very well appeal the decision and ony until that solution is exhausted nothing will be paid out to the family. After winning the decision in 2000 now it is five years later, and the time limitation of an appeal is over. It seems like a deja vu back in the Brownsville courtroom waiting for the jurors to release their decision. Waiting anxiously, in the courtroom filled with over 300 descendents of Padre Nicolas Balli.The Texas appeals court has upheld a decision to award mineral royalties from land on Padre Island to the balli heir compensation exceeding $50 million. At first glance it seemed that this battle to get the land back was unwinnable, but as the truth comes out the Baliiâ€⠄¢s won the war by simply out gunning their enemy with evidence proving that the Balli’s are the rightful owners to Padre Island. Throughout the trials and tribulations history had been made and the Balli’s were very happy that the courts had ruled in their favor.The Balli’s knew all along what the truth was and was glad others saw it too. This popular vacation spot has so much history behind it that no one ever thinks about what this island was really meant for or what went someone went through to get back what was taken from them. It is an honor to have met and known my wife’s grandfather Fred Balli the sixth generation Balli and was the last living heir of Padre Island. It is a privilege to know firsthand the Balli family and share in their successes with the sixty five year trial that was long overdue.My wife’s family is Balli and to hear the stories about Padre Island from Trudy Balli Morin a seventh generation Balli and the daughter of Fred B alli that at one point was a paradise lost, but then returned to its rightful owners is unbelievable. I leave you with this the ending of the chant that made history possible. â€Å"Across the valley, and across the sea, the bells will ring, Viva Balli! † Work cited Balli, Cecilia. â€Å"Return to Padre. † Texas Monthly Jan. 2001: 99+. Web Balli Morin Trudy â€Å"Who is Padre Balli and What Connection Does He Have with you? † Personal interview. 28 Nov. 2012 .

Points of Concern in the Company’s Evaluation Form Essay

The evaluation form currently being used by the company has many points of concern. First, it takes a look at the personal characteristics of the employee such as friendliness and attitude towards work. These criteria must be taken into account, however, results / accomplishments of the employee must be considered. It must be noted that assessing characteristics of the person in relation to the job may not be very credible since the rater can be very subjective. The fact that the manager discontinued the evaluation to give it a thought is a proof that the manager has little confidence that the evaluation process is credible and acceptable to all. It must also be noted that the engineer himself is not confident about the process, claiming that no one is qualified to evaluate him since he is the only trained engineer in the company. Value of Common sets of Evaluation Criteria Having a common set of evaluation forms for all employees can post problems especially when employees compare the results of their performance evaluation. It is best to set realistic targets first and then come the appraisal period; these will be checked if they were accomplished excellently. The form can be common but the measures will be varied based on the position of the employee and the function. On the other hand, using common sets of evaluation criteria also have advantages. First, it would be easy for the managers and employees to understand since evaluation forms are similar across positions or functions. Second, come promotion or lateral employee transfer, raters in the evaluation procedure won’t have any difficulty in going through the process since nothing has changed even if employees delivered varying results. For employees, even if they adjust themselves with the demands of the new job (lateral transfer or promotion), what is expected of them has not changed as stipulated in the evaluation forms. What Should be Evaluated? Given the company’s evaluation form, the Balanced Scorecard developed by Kaplan and Norton can be adopted. The Balanced Scorecard takes into account all perspectives that contribute to the accomplishment of the job. â€Å"The Balanced Scorecard translates mission and strategy into objectives and measures organized into four perspectives: Financial, Customer, Business Process and Learning and Growth. † (Kaplan and Norton). The Financial perspective is the ultimate indicator of whether the strategies being implemented contribute to the achievement of the company’s objectives and goals. This can be measured through percentage in savings, return on investment, actual sales versus sales target, etc. For the Customer Perspective, â€Å"the core outcome measures include customer satisfaction, customer retention, customer acquisition, customer share, etc. † In the Business Process Perspective, results are being taken into account. The measures should answer the question: What processes / transactions should the employee be good at? These processes include everyday transactions of the employee. The measures under this perspective should have a direct impact on how the company takes care of the customers. For example, a Marketing Associate must be good at conceptualizing and delivering good marketing programs. The Learning and Growth Perspective focuses on the development and competencies of the employee. Competencies such as attitude towards work, teamwork, integrity, timeliness, etc can be taken into account. For some companies, they require employees to submit reviews of prescribed books, articles and movies to build a culture of learning within the organization. The four perspectives developed by Kaplan and Norton are inter-related and must all contribute to the achievement of the Financial objectives. The relationship can be two-pronged, which means a focus on one perspective will have a significant effect on the other perspectives. Ideally, when the organization takes care of the people and make them equipped with the necessary skills (Learning and Growth), they will excel in the workplace and can do their jobs well (Business Process). If they can do the job well, customers will be delighted because quality products and services are delivered to them (Customer). If customers are delighted, they will be loyal to the company’s products and services, thus, will translate to revenues or profit. Involving Other Raters in the Appraisal Process Aside from the Balanced Scorecard, the company can also use the 360 degree feedback. Involving different persons in the evaluation process or multi-rater feedback is beneficial for developmental purposes (Madigan, 1999). The ratee can have an idea on the different things that he has to improve on. As Madigan (1999) quoted Mark Edwards, co-author of the book 360 Degree Feedback: The Powerful New Model for Employee Assessment & Performance Improvement, â€Å"Single-source feedback is not very credible to managers and employees. When people get feedback from a boss, they often just don’t believe it. Whereas, if they get the same feedback — saying the same thing — from multiple sources, they believe it. † Drawbacks of Involving Other Raters in the Appraisal Process However, multi-rater feedback or 360 degree feedback has not been validated as a tool for performance appraisal. This is especially when the raters are not consistent on what they say about the ratee. Survey fatigue can also be a factor (Madigan, 1999). Employees may find exhausting to rate a lot of their colleagues in their company. Also, raters have a natural tendency to become subjective in the appraisal process. -Edwards, as again quoted by Madigan (1999) said that his favorite use of the 360 degree feedback is for talent assessment and promotions as the method gives the management an overview of who will succeed in the organization. As Madigan (1999) says, â€Å"Legal concerns can arise when a 360-degree instrument, valid only for development purposes, is used for performance appraisal. The Center for Creative Leadership, a nonprofit, educational organization, sells 360-degree instruments, but they are not for appraisal (due in part to the group’s policy of dealing only with leadership development). Dalton explains, â€Å"Anytime you are going to use something that calls itself a test, or a measurement tool, it has to be validated to show that the score means something and that what you are going to use it for is an appropriate purpose. If someone takes you to court, your validation strategy has to be such that you can say, ‘Yes, your honor, we have validated this tool, and it is perfectly acceptable for me to give Carol a 20 percent raise and Maxine a 5 percent raise based on what we understand about this test. ’ Our instruments have not been validated for appraisal purposes, and so we tell people when we sell them, that, in essence, if they use them that way, they will be in court alone. † Errors in the Appraisal Process that are Caused by Bias Also, it must be noted that performance appraisal methods are affected by several factors that can disrupt the whole process thus, neglecting the true purpose of the Performance Evaluation System. In organizations where managers or superiors usually rate employees, de Koning (2004) says that they are usually subjective in evaluating employees especially when the evaluation rating is linked to a performance bonus or an increase in pay. De Koning (2004) even noted that in one organization surveyed by Gallup, employees refer to the performance appraisal as â€Å"the form you need to give out to give a person a raise. † With this culture in the organization, managers will be pressured to control the performance appraisal to give everyone a raise. In some cases, this control can even be used by the rater to deliberately disqualify a ratee from a raise, especially when they are not in good terms. For the employees’ side, they would tend to currying favors for their superiors rather than focusing on excellently performing their respective business processes. There is also the HALO effect. This is when one performance criteria influences the rating in another. For example, if an employee is often absent, other factors will be lower than normal. Citing of critical incidents are also factors for biased because these may be isolated cases only. Consistency in these incidents must be established so that appraisal results would be credible. A culture of feedback must also be developed so that members of the organization will take the performance appraisal process seriously. In many organizations, the HR units usually send notices reminding everyone to beat the deadline for submission of results of performance appraisal. This is an indicator that the organization crams about the process and not interested to it. Whenever this scenario happens, both raters and ratees would always hustle the ratings just to submit on time, thus to receive a raise. Timing is also a factor. Performance Appraisal periods must not coincide with other company projects, events or busy period of the year so that the employees’ attention will be focused on the process. If employees are busy delivering business results, they might not have enough time to do the appraisal process and thus, cramming about it just to beat the deadline. Performance appraisal must be given time such that the employees’ exemplary results and points for development can be properly highlighted. Other Performance Appraisal Techniques There are a lot of performance appraisal methods that can be adopted by the company. Methods include the Critical Incident Method where the rater lists down incidents that had an impact to the performance of the employee. The Weighted Checklist is a list of effective and ineffective behavior on the job. Essay Evaluations are narratives prepared by the rater about the performance of the employee. However, this method is highly dependent on the ability of the rater to articulate his thoughts into writing. Another technique is the Management by Objectives (MBO) method. In this method, the managers set objectives for the employee. MBO focuses on what is accomplished rather than how it is accomplished (Ngo, D. , 2009). It must be noted that the Critical Incident Method and Essay evaluations tend to be subjective and focus on the behavior or competencies while the Weighted Checklist and the Management by Objectives measure results. Results look at the expected outputs of the job while competencies are sets of skills, behavior and knowledge that drive the delivery of outputs. However, these methods may work for if fit for the type of organization (e. g. MNC, NGO, GO, etc. ) As stated in wikipedia. org, there is also the Behaviorally Anchored Rating Scales that are used to report performance. It is an appraisal method that seeks to combine the benefits of narratives, critical incidents, and quantified ratings by securing a quantified scale with specific narrative examples of good or poor performance (wikipedia. org). How to Improve the Evaluation Form The company can evaluate the above methods and study which is the most appropriate and acceptable to the employees and management. Company culture and practices must be taken into account when adopting a particular method. The company must also take into account that their strategies must be linked with the appraisal method. However, every company can adopt a generic method that has three phases. Phase 1 is setting of expectations. Usually, management set these expectations during Strategic Planning Sessions where it stipulates what should be delivered within a given period. Phase 2 is monitoring. Delivery of results must be monitored so that appropriate interventions can be implemented to drive the results. The last phase is the evaluation and follow through. This is the evaluation proper and when next steps are identified for the development of the employee. To determine the appropriate evaluation form, the question of what is expected by management must be answered. If management expectations focus on competencies such as customer orientation, decision-making, teamwork, etc. Whatever the case is, the above techniques can be used. For the case of the engineer, the Balanced Scorecard can be used since it can integrate both results and the competencies. A balanced weight for both will add credibility to the appraisal process. The weight can be based on what is more important for the company, results or competencies? Whatever the case is, results of evaluation must be justified or can be explained well by the rater. Also, appraisal must be about performance and not the importance of the job. Usually, organizations benchmark with others regarding their performance management systems. Also, HR Consultants can be hired to help the organization improve the appraisal system. It is suggested that the company do an organizational diagnosis first. An organizational diagnosis will give the company the necessary data that will improve the performance management system. After the organizational diagnosis, they should develop a framework that will link the performance appraisal rewards. It must be noted that linking performance with rewards will make employees more motivated in their job. After this, the company can develop their system. As stated above, planning sessions must be done to communicate to the employees their key result areas (KRAs). Once KRAs are identified, a per division or department meeting must be done to identify how these KRAs will be measured. For example, it is a KRA of a manager to send his or her subordinates to training. This can be measured by the number of employees sent. A 100% attendance of subordinates can be the â€Å"outstanding† while 50-99% is â€Å"satisfactory. † This must be done to all positions. Once the employee knows how exactly he or she will be measured, he or she can easily determine if the job is being done well or not. Doing these steps can make the evaluation process in the company more credible and objective to employees. References: De Koning, G. M. J. 2004. Evaluating employee performance (part 1). Retrieved June 14, 2009, from (http://www. whatmakesagoodleader. com/Employee Performance-Evaluation. html) Kaplan, R. and Norton, D. 1996. Translating strategy into action: the balanced scorecard. Harvard Business School Press. Boston, Massachusetts. Madigan, C. O. 1999. Full-circle feedback. Retrieved June 13, 2009, from (http://businessfinancemag. com/career-hr). Ngo, Davi. (2009). Performance appraisal methods. Retrieved June 13, 2009, from (http://www. humanresources. hrvinet. com/performance-appraisal-methods/). Wikepedia. org. Behaviorally anchored rating scales. Retrieved June 13, 2009, from (http://en. wikipedia. org/wiki/Behaviorally_anchored_rating_scales).

Public Policy Analysis Gun Control Essay - 1246 Words

Public policies are developed in response to the existence of a perceived problem or an opportunity. The analysis delves into a public issue or problem and assesses a set of proposed government action for addressing the issue. The job of the analyst is to describe the background and status of an issue and then, using research and analysis, determine a proper government action to resolve the issue. By comparing options and weighing their expected benefits, the analyst should conclude with a recommended course of action or inaction to addressing the issue. During the problem definition stage, one must realize that â€Å"a condition is not a social problem unless it is seen as violating certain fundamental values and beliefs about how society†¦show more content†¦The analyst can also find research reports, identification problems, recommendations for new programs or reform to existing programs, and requests for lobbying activities. Agenda setting has raised the following questions: Who recognizes the issue as being a problem and why is it seen as a problem? The Institute for Legislative Action (ILA) is the lobbying force of the NRA. â€Å"The institute works vigorously to defeat restrictive gun control legislation, pass pro-gun reform legislation, and to educate the public about the facts concerning the many facets of firearms ownership† (NRA, 2011). Is the issue looked at differently by groups with different values? Are public officials interested in responding to the problem and can a public policy be formed to address the problem? Do public officials have the means necessary to carry out a policy response? Has something recently happened to make this issue a problem? How pressing is this problem? How long will it take to respond to the problem? Policy formulation develops policy proposals and goals to resolve the issue and restructure problems. It determines those barriers that may be incurred and what is needed from other agencies or the private sector. Also developed, are methods in which to evaluate how success will be judged and theShow MoreRelatedGuns Dont Kill People, Criminals Kill People Essay1476 Words   |  6 Pages In America, gun control has been a source of debate for decades. Recently, an increase in the frequency of mass shootings has caused the country to become extremely polarized in relation to the issue. America is often described as having a gun culture as a result of firearms being engrained in its history and perhaps, consequently, has among the highest rates of gun-related crime as well as gun ownership rates, among developed nations. There exists an abundance of scholarly work done in an effortRead MoreThe Issue Of Gun Control1714 Words   |  7 PagesInterestingly pro-gun groups identify the reason for increased gun crimes as tightening laws and putting more restrictions on guns. 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Compare How Time Is Presented in Hour and One Other Poem

Compare how time is presented in Hour and one other Poem Both poems Hour and To His Coy Mistress present the power time has between two people. Hour is a poem about two lovers who have one hour together and explores the ideas of material possesions and a modern reinterpretation of love. Where as To His Coy Mistress is a poem where the man is trying to convince the woman to sleep with him and exploring the idea of living and enjoying your life whilst your young. Both of the poems use different types of poetic techniques to depict how time can effect the relationship of two lovers. In Hour Duffy uses a metaphor at the start of the poem to allude how love has less power than time. When Duffy announces Loves times beggar,†¦show more content†¦Both poets use different structures to depict their love for one another. In Hour Duffy uses four stanzas that describe how precious and luxurious that one hour is to the couple.Throughout the poem Duffy uses enjambment to create a smooth feeling of the hour that the couple is sharing. When Duffy declares no jewel hold a candle to the cuckoo spit/hungfrom the blade of grass at your ear this alludes the enjambment but also Duffy is trying to say that even jewels arent as beautiful as the place they are in suggesting societys modern reinterpretation of love. Whereas To His Coy Mistress has three longer stanzas inituating a well developed argument to declare all the reasons why the mistress should gi ve herself to the man. Marvell does not use enjambment like Hour however does use conjunctions to develop its argument At the start of stanza two Marvell announces But at my back I always hear/Times winged chariot hurrying near he starts the stanza with the conjuction But which shows the conjuction. 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Samsung Smart Fridge Business to Business Marketing Plan

Samsung Smart Fridge Marketing Plan Prepared by: Elizaveta Chernova Susanne Pfisterer Kelly Seawell Semih Yilmaz CONTENTS Page EXECUTIVE SUMMARYÂ…Â…Â…Â….Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...4 MISSION STATEMENTÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...5 CURRENT MARKET POSITIONÂ….Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…....5-9 Product Target Market Analysis Place Price Promotion Processes Physical Evidence MARKET OVERVIEW.Â…..Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…....9-10 Description Laws and Regulations Current Business Trends SWOT ANALYSISÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…10-13 Strengths Weaknesses Opportunities Threats Key Issues Key Opportunities Competitor Analysis ASSUMPTIONSÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..13 Sales Revenue Customer Base OBJECTIVESÂ…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…..Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…...13-15 ANSOFFS†¦show more content†¦In order to create a smooth entrance into the market Samsung will begin their sale interactions with one company or restaurant at a time and not by creating a partnership. 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Construction of Health Care for Aged in Sydney

Question: Discuss the literature review on different areas of human resource and communication for the topic "construction of health care for aged in Sydney". Answer: Introduction: This report is about construction of a health care project for the aged people in Sydney. The care of the aged people is very vital and a serious concern in Australia. The aged acre sector is growing and high level of care is required for these people. According to the report in the year of 2010, the population of aged people in Australia was 400000. It is expected that the population of these people will be 1.8 million by the year of 2050. According to the report of National Health and Hospital Reform Commission, the health care places must be double by the year of 2030 to meet the requirement. In this context, the government and other health and social care organizations are working together for developing new health care projects for the aged people (Blackwell, Lucas Clarke, 2014). In order to develop a proper care for the aged people, the people of the project construction area should be aware about the requirements of the care of aged people. In this report, the different aspec t of the HRM and communication for the construction of the health care project for the aged people will be analyzed by reviewing the previous literature available in this field. After analyzing the important factors of the aged care sector, the different phases of the project development for the construction, HRM and communication issues for the construction of the health care project will be discussed (Bhm, Kunze Bruch, 2014). Literature Review: The care for aged people has become diverse because of the changing pattern in the various types of disease among the aged people. The diversity among the requirements and special needs of the aged people are also changing frequently which is creating the construction of the care project more difficult. The expanding size of the health care sector is the major challenge for developing the aged health care. Skills and qualification of the workforce is essential for the successful completion of the construction of health care project for the aged people in Australia. The employees of the labor intensive sector should work harder to meet the requirement of the health care project for the aged people (Broad et al., 2013). The main aspect for the construction project for the health care sector is to understand the requirements of the health care services and construct the health care accordingly. The construction of the health care is quite different from the normal construction projects. The construction should be done in such a way which can ensure that the care seeker and health care professionals will have all the requirements of health care services. The employees of the civil construction area are very busy with the complex, dynamic and unpredictable working sector with intense competition (Guariguata et al., 2014). According to Koebnick et al., (2016), the major issue of the construction project is the chronic skills shortage. The employees should work according to the Industry workforce plan. The financial crisis of the workers in the construction industry is also a major issue of the construction site for the health care project. The employees of the civil construction area are having the prob lem of low payment. This may hamper the quality of work. Therefore, the management of the health care sector has to pay proper to the employees to get the best outcome from their works. Project Life Cycle: The project life cycle for the construction project of a health care project for the aged people can be divided into four phases. The phases are initiate, plan, execute and close. Each of the phases of the project lifecycle should be completed with high level of priority and care. Each of the phases of the project life cycle should be started after the successful completion of the previous phases. Initiate: In this phase, the requirements of the project are discussed with the construction team and the health care professionals. Recognizing the project requirements and feasibility analysis are the major activities of this phase. Cost estimation and material assessment are also the important activities of the initiate phase. Plan: developing plan for the completion of the project activates are done in this phase. In this phase, the workers should be assigned for individual works properly. The blue print is made in this phase for the total project development. In this phase, the total construction project will be dived into several parts and then the parts will be completed by the workers in the supervision of the supervisors of the construction project. The requirements of the health care organization are considered by the construction managers for developing the plan for the development project (McGorry, Bates Birchwood, 2013). Execute: High level of co-ordination with the employees of the construction unit and other resources required for the carry out the plan should be properly used in this phase for the successful execution of the developed plan to construct the healthcare for aged people. Proper management of the employees and effective level of supervision is also required for the successful evaluation of the plan developed in the previous phase. Close: Ensuring the construction is completed and all the requirements of the health care unit are fulfilled the project gets completed in this phase. If any corrective actions are required, then those are performed in this phase and the project can started by the health care unit by the formal acceptance (Stanhope Lancaster, 2015). Roles and Responsibilities: The roles and responsibilities of the people involved in the construction should be highlighted clearly. The managers roles in the construction of the health care unit should be described and need to be made accountable for his or her work. The time line for the responsibilities should be designed for short period and long period separately so that proper communication is made between the owners and the managers and timely review of the task is taken. Australian government has provided a large number of support and service systems for the aged population. Several programs from Commonwealth at state level, voluntary programs from community and localities and programs from private profit making sector and non-profit making sectors have been identified in Australia. The company should take clue and ideas from such organization for planning its own project. Further the company should provide general support to the managers and contractors with respect to housing and income so that they work with free mind and do not worry about their. More assistance is provided to labour people to get their support and willingness to do over duties for the completion of the project (Stanhope Lancaster, 2015). The company should provides residential services like funding facilities for residence, rent and payment pharmaceutical and medical facilities, public housing facility, hospital support and community care support, services for the workers and other related support to create cordial environment during the construction period (Theou et al., 2013). The responsibility of Human resource of the company towards funding of the projects should be handled with proper care and timely flow of fund should be maintained to avoid discontinuity of the project. (Singh et al., 2013). Human Resource Development: Human resource development is inevitable if company wants to bring develop good health care system for the aged population in Australia. A Clinical Leadership in Aged Care (CLiAC) program was build-up by government to improve the leadership capacity of the managers for increasing the quality of care delivered in Australia. The company should take assistance from such programs Human resource management has a role in changing the employers attitude towards the workers. They need to alter organizational culture according to the requirement of the workforce. The organization should employ older generation for their experiences and also supporting the aged population with jobs. However the strategic focus of the management should be for increasing the skill of the labor force and support the ageing population (Runciman et al., 2012). Human resource management provides a key role in effectively managing the human resource for the workforce. The working people should be provided training programmes for their effective output (Schiller et al., 2012). The human resource management should include developing maximum number of employment opportunities for the labour force of the country so that it will reduce the unemployment problem. There is need to expand the flexibility and develop training programs for the working population Human resource should be developed to give appropriate training programs to the employees. Proper learning methodology need to be adopted for them. There is crisis of performance management for the unskilled workers which need to be taken care off. The remuneration system should not be linked to the number of years of experience or age of the workers but it should be linked to the performance of the workers (Mossialos et al., 2016). The human resource management should make an attempt to change the attitude of the employers towards the working population and their leaning styles should be enhanced by giving them proper training. There are several moral complexities on ethical ground for human resource practitioners. The behaviour options were examined when the people are encountering ethical dilemma. In public sector, the research has revealed that there are several issues an complexities of ethical dilemmas and proper human resource management should be practiced to remove ethical dilemmas (McGorry,Bates Birchwood, 2013). Linking Ergonomics with the Human Resources Management: Ergonomics is an important element of human resource management. It helps in understanding the factor of performance and brings a link between effectiveness, efficiency, security and understands its effect on the organizational development process of the employees. The link between ergonomics and human resource management is important from the methodological view and helps in analyzing the affect on the organization. Ergonomics contribute to the growth and development of human resource management in various ways and it has become one of the important interests of the managers (Mann et al., 2014). Ergonomics practices are used all over the globe to improve the working conditions of the workers and to reduce the injuries of the workers at the working place. It not only benefits the workers but also the organization in binging effectiveness at the work place. Ergonomics is the science through which the jobs are designed to fit the workers. In case of aged workers, it is more required as the aged workforce has some rigidity towards the choice of the work. It makes the human resource management to adopt task, equipment, work stations and tools to reduce the physical strain on the workers body and remove work related disease and muscular disorders in the body. Ergonomics includes industrial hygiene, biomechanics and many other scientific (Lawrence, Hancock Kisely, 2013). Ergonomics is used for optimization of socio-technical system that includes the optimization of organizational policies, structure and policies. It is an applied science that is concern with arranging and designing the things used by the employees so that they work more effectively. It is manner of improving productivity of the employees. The benefits of ergonomics is to increase the work quality, improve productivity, reduce absenteeism, decrease the charges for health insurance, increase morality and reduce discomfort and fatigue of the employees. OSHAs Ergonomics program and Employees Work-life Support service are the two main ergonomics practices currently used by the organization (Kooij et al., 2013). According to Koebnick et al. (2016), the ergonomics methods at Ford, was able to alter the process of engineering so that there is a better involvement of human in job. The lower is the ergonomic risk on jobs; the higher is the quality of the product. Human Resource Governance: The human governance activities will enhance the performance of the employees of the construction sector. The activities of the employees will be monitored and measured by the supervisors. This is known as the performance monitoring. Framework and metrics should be used for the performance monitoring of the employees (Weber, Rachman-Moore Tarba, 2012). The functional effectiveness, compliances and contribution of the employees to the project development will be analyzed in this method. Skill development of the employees and leadership styles are the important factors of the human resource governance of the construction project. Fair treatment regarding the payment and other facilities to the employees should be ensured in the human resource governance. Communication Plan: The stake holders of the construction project are the construction manager, contractor, planning manager and the labors of the construction sector. Effective level of communication among these people is highly required for the successful completion of the construction project of aged health care services. Both the verbal and non-verbal communication will be used for the communication with the stakeholders of the construction project (Singh et al., 2013). Hierarchical structure will be maintained for communication between the stakeholders. Written requirements will be provided by the health care professionals to the contractors. Then the document will be provided to the construction managers. Blueprints of the construction project will be developed in written format and will be shown to the health care management. The blueprint will be developed by the planning managers. The blue print should be approved by the health care management. If any changes required in the plan, that should be communicated with the constriction manager. Then the revised plan should be made and approved by the health care management (Mossialos et al., 2016). One of the main issues of this area is the miscommunication between the stakeholders. The requirements of the health care centre for the aged people should be cleared at the initial level. Any misunderstanding about the requirements may be the reason of great problem in the construction. Verbal communication will be required between the construction manager and the labors. The construction manager will give the instructions in verbal format to the employees regarding what to do and when. Risk Management: Risk Factors: Health and safety factors Risk of falling off workers from the construction site Handling, storage and usage of hazardous substances Potential injuries for occupational overuse including electric shock, fire or explosion Exposure to ultraviolet rays of the sunlight while working on site Solid waste production The construction of the Hospital includes the prediction of harmful waste products including concrete, mud, plastics, glasses, papers and other waste products that are difficult to manage for disposing the same Scope, cost, and schedule uncertainty risk Construction project for the Hospital not meeting with the estimated budget Project unable to complete within the estimated time line Quality factor being neglected in the process Solutions: Administrative controls A proper undertaking should be taken by the company for recording hazards Implication of proper risks management strategy for making significant changes Training of the workers about the health and safety implications Provision of first aid equipments at the construction site Analyzing the cost and benefit analysis prior to the implementation for the construction project Integration of the quality and scope management within the construction process of the Hospital Legislation controls Implementation of the standard code of practices, guidance and regulations Implementing appropriate control measures for the various risks being recorded Benching the sides of excavation to minimize the risk of the individual being trapped in order to prevent from collapsing Engineering controls Enclosing the cab excavator by using the falling objects protection structure Battering and shoring the sides of the excavation for minimizing the excavation from collapsing Providing the workers with the safety clothes and protection while working at the consecution site Isolation controls Minimizing the risk of harmful substances and practices from exposing in public by isolating the same Conclusion: The paper discusses the literature review on different areas of human resource and communication for the topic: construction of health care for aged in Sydney. The areas of discussion are Project life cycle, roles and responsibilities, human resource development, linking ergonomics with human resources management, human resource governance, and risk management and communication plan. Further, the paper has suggested the manner in which the risk and challenges can be managed that comes along the issues of communication. Selection of the Human Resource strategy is very vital for managing the workforce in the construction project. The employees of the construction sector are facing the problem regarding payment. The payments should be given to the employees for motivating them and achieving the highest performance from the employees. The employees should be motivated for perform better in the workplace. The roles and responsibilities are well managed by the Commonwealth government that provides age pension, residential services like funding facilities for residence, rent and payment for disabled, pharmaceutical and medical facilities public housing facility, hospital support and community care support, services for disability and other related support to the aged population of Australia Human resource management provides a major role in effectively managing the human resource for the aged workforce. The working force should be provided training programmes for their effective output and the work should be designed according to their capabilities. Ergonomics method is the most useful way in which the socio-technical system can be optimized and it helps in arranging and designing the things effectively so that the aged people can be taken proper care. The success factor of the construction project is dependent on the effective communication between the stakeholders of the project. Therefore, the communication should be very clear. The communication plan given in this report will help to complete the construction project of the health care for the aged people. The communication should focus on the requirements of the health care sector regarding the health care services for the aged people. The construction project will face some potential risks regarding the employees health and safety requirements and some other factors like waste management, cost etc. The risk management plan is given in the report which will help to complete the construction project by minimizing the risk factors. References: Blackwell, D. L., Lucas, J. W., Clarke, T. C. (2014). Summary health statistics for US adults: national health interview survey, 2012. Vital and health statistics. Series 10, Data from the National Health Survey, (260), 1-161. Bleich, S. N., Jarlenski, M. P., Bell, C. N., LaVeist, T. A. (2012). Health inequalities: trends, progress, and policy. Annual review of public health, 33, 7. Bhm, S. A., Kunze, F., Bruch, H. (2014). Spotlight on Age Diversity Climate: The Impact of Age Inclusive HR Practices on Firm Level Outcomes. Personnel Psychology, 67(3), 667-704. Broad, J. B., Gott, M., Kim, H., Boyd, M., Chen, H., Connolly, M. J. (2013). Where do people die? An international comparison of the percentage of deaths occurring in hospital and residential aged care settings in 45 populations, using published and available statistics. International journal of public health, 58(2), 257-267. Collins, C. J., McLean, E. (2013). Can Firms Perform Without Good HR Practices and Inspiring Leaders?. Di Cesare, M., Khang, Y. H., Asaria, P., Blakely, T., Cowan, M. J., Farzadfar, F., ... Oum, S. (2013). Inequalities in non-communicable diseases and effective responses. The Lancet, 381(9866), 585-597. Fazel, S., Geddes, J. R., Kushel, M. (2014). The health of homeless people in high-income countries: descriptive epidemiology, health consequences, and clinical and policy recommendations. The Lancet, 384(9953), 1529-1540. Guariguata, L., Whiting, D. R., Hambleton, I., Beagley, J., Linnenkamp, U., Shaw, J. E. (2014). Global estimates of diabetes prevalence for 2013 and projections for 2035. Diabetes research and clinical practice, 103(2), 137-149. Koebnick, C., Langer-Gould, A. M., Gould, M. K., Chao, C. R., Iyer, R. L., Smith, N., ... Jacobsen, S. J. (2016). Sociodemographic characteristics of members of a large, integrated health care system: comparison with US Census Bureau data. Issues, 2015. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well being and performance changes with age. Human Resource Management Journal, 23(1), 18-35. Lawrence, D., Hancock, K. J., Kisely, S. (2013). The gap in life expectancy from preventable physical illness in psychiatric patients in Western Australia: retrospective analysis of population based registers. Mann, D. L., Zipes, D. P., Libby, P., Bonow, R. O. (2014). Braunwald's heart disease: a textbook of cardiovascular medicine. Elsevier Health Sciences. McGorry, P., Bates, T., Birchwood, M. (2013). Designing youth mental health services for the 21st century: examples from Australia, Ireland and the UK. The British Journal of Psychiatry, 202(s54), s30-s35. Mossialos, E., Wenzl, M., Osborn, R., Sarnak, D. (2016). 2015 International Profiles of Health Care Systems. nd): n. pag. The Commonwealth Fund. Runciman, W. B., Hunt, T. D., Hannaford, N. A., Hibbert, P. D., Westbrook, J. I., Coiera, E. W., ... Braithwaite, J. (2012). CareTrack: assessing the appropriateness of health care delivery in Australia. Medical Journal of Australia, 197(10), 549. Schiller, J. S., Lucas, J. W., Ward, B. W., Peregoy, J. A. (2012). Summary health statistics for US Adults: National health interview survey, 2010. Vital and Health Statistics. Series 10, Data from The National Health Survey, (252), 1-207. Singh, G. M., Danaei, G., Farzadfar, F., Stevens, G. A., Woodward, M., Wormser, D., ... Di Angelantonio, E. (2013). The age-specific quantitative effects of metabolic risk factors on cardiovascular diseases and diabetes: a pooled analysis. PloS one, 8(7), e65174. Stanhope, M., Lancaster, J. (2015). Public health nursing: Population-centered health care in the community. Elsevier Health Sciences. Sunderland, M., Newby, J. M., Andrews, G. (2013). Health anxiety in Australia: prevalence, comorbidity, disability and service use. The British Journal of Psychiatry, 202(1), 56-61. Theou, O., Brothers, T. D., Rockwood, M. R., Haardt, D., Mitnitski, A., Rockwood, K. (2013). Exploring the relationship between national economic indicators and relative fitness and frailty in middle-aged and older Europeans. Age and ageing, aft010. Weber, Y., Rachman-Moore, D., Tarba, S. Y. (2012). HR practices during post-merger conflict and merger performance. International Journal of Cross Cultural Management, 12(1), 73-99.

Literature Review Communication Theories

There has been a lot of active research in the area communication. In fact, communication is a multidisciplinary field with scholars from both social and technical sciences concentrating on different aspects.Advertising We will write a custom essay sample on Literature Review: Communication Theories specifically for you for only $16.05 $11/page Learn More The role of this paper is to examine the application of selected communication theories at Ped’s Kafe to appreciate the role that theories play in the conduct of business. This paper will concentrate on theories with a greater significance in social sciences. There are an extremely high number of theories applicable to the study of communication. A casual search for theories relevant to communication brought up in excess of seventy theories from different disciplines. Some of them go back to the early nineteenth century when scholars wanted to determine the factors that drove communication during the peak of the industrial age. Others are very recent, such as the network theory that explores the communication trends in the twenty first century against the backdrop of rapid globalization and unparalleled technological advancement.1 The most relevant theories to this inquiry are the Information Theory developed by Claude Shannon and Warren Weaver, the Attribution Theory of Fritz Heider, the Groupthink Theory developed by Irving Janis, the Information Integration Theory, and the Uncertainty Reduction Theory. The Information Theory was the result of applying a technical perspective of communication to social science. Shannon was an engineer with the Bell Telephone Company. Shannon’s primary interest was in the transmission of clear signals free from noise to make it possible for Bell’s Clients to have clearer calls with minimum distortion and interference.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first p aper with 15% OFF Learn More However, Weaver, a social scientist, thought that the theory that Shannon had used to solve technical problems applied equally as well to social sciences. It was Weaver’s opinion that all communication undergoes distortion and hence Shannon’s theory was valid across the whole disciplines.2 The implication of this theory is that there is need to indentify and reduce â€Å"noise† within any communication process caused by the transducers used in the process. Noise refers to anything that interferes with the quality of the original signal. The Attribution Theory, developed by Fritz Heider concentrated on the way people had a tendency of drawing inferences about a person’s character based on how they communicated. Heider observed that, â€Å"we see a person act and immediately reach conclusions that go beyond mere sensory information†.3 The implication of this theory is that people can develop inaccurate conclusion s by using limited information to make sweeping conclusions. It serves to warn that it is improper and premature to make character judgments based only on limited information. In this sense, the theory keeps people from being prejudicial. It also makes them aware that their views can carry prejudices if they did not have sufficient information to make the decisions they took. Irvin Janis’ Groupthink Theory related to the collective impact of team dynamics on decision-making based on a communication malfunction.4 It related directly to the situation where a group made mistakes, sometimes very serious ones, because the team lacked the capacity to communicate objectively about the issue in question. This theory came about after studying some major disasters in various organizations, which resulted from lack of constructive criticism or the capacity to take the criticism. Groupthink is often the result of high team cohesion encumbered with the unwillingness to raise contentious i ssues, usually in order to maintain team harmony.Advertising We will write a custom essay sample on Literature Review: Communication Theories specifically for you for only $16.05 $11/page Learn More This theory addresses the nature of communication as a factor of operating environments. It has a special place in team based working environments such as Ped’s Kafe. The final theories under the purview of this inquiry are the Information Integration Theory and the Uncertainty Reduction Theory.5 The Information Integration Theory postulates that people tend to develop their opinion of an issue based on the aggregate information they have regarding the issue.6 It is a sort of zero-sum game where a mental weighing of the pros and the cons take place. This theory explains how negotiations, advertisments, and propaganda work. Simply overwhelming the recipient with one side of the debate makes them more apt to view it as the better option. The Uncertainty Reduction Theory explains that there is a drive in every person to reduce their uncertainty by gathering more information about the issues making them anxious. It explains the need for courting before marriage to find out as much as possible about a potential spouse, in order to reduce any uncertainties. The implications of these communication theories to Ped’s Kafe are numerous. These theories confirm some of the best practices at Ped’s Kafe while they also help in identifying some of the potential pitfalls in the current communication systems. In order to apply these theories to the workplace communication, there is need to consider the mediums of communication used, and the parties involved in communication processes. Ped’s Kafe uses the telephone and the internet in its communications to suppliers and customers. Internet based systems include emails, and messages posted on social media platforms. Based on information theory, there is a need to ensure that a ll communication leaving Ped’s Kafe is simple, short, and accurate.7Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More One of the biggest concerns most internet users have is the amount of information that require their attention on any day.8 The best way to communicate with them is to reduce the noise, by cutting back on content to ensure that what they get from Ped’s Kafe is plain to them. It is imperative to ensure politeness at all times because of Attribution theory. Rudeness on the phone or online can result in a poor image of Ped’s Kafe among clients. The implication of the Information Integration theory for Ped’s Kafe is that there is need to always ensure that there is â€Å"good press† online to ensure that as clients interact with messages from Ped’s Kafe, they receive more positive reviews than negative ones. The actual place to ensure positive reviews lies in the provisions of good services.9 However, an active advertising and media strategy calls for ensuring that there is a reasonable amount of information out there about the services offered at Pedà ¢â‚¬â„¢s Kafe.10 It also emphasizes the need for a clear advertising strategy to ensure always that when people are making an evaluation of Ped’s Kafe, they have sufficient positive information about it. By doing this Ped’s Kafe will also ensure that it meets the information requirements for client seeking to reduce their uncertainties, according to the Uncertainty Reduction Theory. In the area of interpersonal communication, there are also many lessons to draw from the application of the theories reviewed. Lessons from the Information Theory include the need to foster person-to-person communication within the employees to reduce the risk of distortion when messages pass through many people.11 This applies in the case of addressing the issues that affect service provision and employee relations. The Attribution Theory demands that staff must be slow from passing character judgments on clients based on limited restaurant floor communication. On the other hand, politenes s must remain a standard because of the risk that some clients may attribute negative values to the employees if they face any less-than-polite treatment from the staff. There is a serious risk of groupthink at the Ped’s Kafe. This is because of the unyielding demand from management that all staff should play as part of a team. There is a very high premium associated with teamwork. Therefore, the staff can easily fall for the trap of failing to give needed critical comments in favor of team harmony. There is need to establish greater space for dissenting voices to ensure the establishment benefits from positive criticism. Ped’s Kafe has not been very aggressive its marketing efforts. It depends a lot on walk-in clients to establish a relationship before it can follow upon the potential relationship. According to the lessons from the Information Integration Theory, there is a real need to develop an aggressive marketing strategy that will ensure there is sufficient info rmation within the potential market for Ped’s Kafe.12 It will make information available for them to make balanced judgments about Ped’s Kafe as opposed to relying on individual reviews. It will also help to reduce their uncertainties regarding the Ped’s Kafe. The observations made based on the theories reviewed demonstrate that theories have an important place in the communication. More importantly, they provide a way of explaining human behavior hence they provide a solid way of making business decisions. Reference List Boucaut, R, â€Å"Understanding Workplace Bullying: A Practical Application of Giddens’ Structuration Theory,† International Education Journal, vol. 2, no. 4, pp. 65-73, 2001. Corson, D, RL Heath, J Bryant, Human Communication Theory and Research: Concepts, Context, and Challenges, 2nd ed. Lawrence Erlbaum Associates, Inc, Mahwah, NJ, 2000. Flannes, S G Levin, Essential People Skills for Project Managers, Management Concepts, Vi enna, VA: 2005. Froeb, L BT McCann, Managerial Economics: A Problem Solving ApproachCengage Learning, Mason, OH, 2009. Gilson, S, Creating Value Through Corporate Restructuring: Case Studies in Bankruptcies, Buyouts, and Breakups, John Wiley and Sons, New York, NY, 2010. Griffin, E, A First Look at Communication Theory, 8th ed. McGraw-Hill Companies, Inc, New York, NY, 1997. Holmes, D, Communication Theory: Media, Technology, and Society, SAGE, London, UK, 2005. Meredeth, JR SJ Mantel, Project Management: A Managerial Approach, 8th ed. John Wiley and Sons, Hoboken, NJ, 2011. O’Fallon MJ DG Rutherford, Hotel Management and Operations, 5th ed. John Wiley and Sons, Hoboken, NJ, 2010. Peppers, D, M Rogers, Managing Customer Relationships: A Strategic Framework. John Wiley and Sons, Hoboken, NJ, 2004. Stellman, JM, Encyclopeadia of Occupational Health and Safety, International Labour Organnization, Geneva, 1998. Footnotes 1 S Flannes G Levin, Essential People Skills for Projec t Managers, Management Concepts, Vienna, VA, 2005, p.23. 2 E Griffin, A First Look at Communication Theory, 8th ed. McGraw-Hill Companies, Inc, New York, NY, 1997, p. 47 3 Ibid 4 L Froeb BT McCann, Managerial Economics: A Problem Solving Approach Cengage Learning, Mason, OH, 2009, p. 78. 5R Boucaut, â€Å"Understanding Workplace Bullying: A Practical Application of Giddens’ Structuration Theory,† International Education Journal, vol. 2, no. 4, pp. 65-73, 2001. 6D Corson, RL Heath, J Bryant, Human Communication Theory and Research: Concepts, Context, and Challenges, 2nd ed. Lawrence Erlbaum Associates, Inc, Mahwah, NJ, 2000, p. 45. 7 D Holmes, Communication Theory: Media, Technology, and Society, SAGE, London, UK, 2005, p.67. 8 Meredeth, JR SJ Mantel, Project Management: A Managerial Approach, 8th ed. John Wiley and Sons, Hoboken, NJ, 2011, p. 23. 9 MJ O’Fallon DG Rutherford, Hotel Management and Operations, 5th ed. John Wiley and Sons, Hoboken, NJ, 2010, p. 5 2. 10 D Peppers M Rogers, Managing Customer Relationships: A Strategic Framework, John Wiley and Sons, Hoboken, NJ, 2004, p. 87. 11 JM Stellman, Encyclopeadia of Occupational Health and Safety, International Labour Organnization, Geneva, 1998. 12 S Gilson, Creating Value Through Corporate Restructuring: Case Studies in Bankruptcies, Buyouts, and Breakups, John Wiley and Sons, New York, NY, 2010, p. 63. This essay on Literature Review: Communication Theories was written and submitted by user Gianni Pollard to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.