Costa Rica Free Essays

Costa Rica Costa Rica By: Micah Shibley Ever since I returned home from my outing to Costa Rica I haven’t had the option to take my psyche off the astonishing things I did there. At whatever point I’m at school learning stuff I as of now or stuff I have no clue about what it implies I simply picture myself swimming or leaving or watching creatures in the wild that I typically need to go the zoo to see. I have concluded that I am going to set aside all the cash I get or make for when I’m more seasoned so I can return. We will compose a custom article test on Costa Rica or on the other hand any comparable subject just for you Request Now I know your most likely reasoning Micah your solitary 13 years of age and you are as of now setting aside cash for something you are presumably not even going to do. I just can’t get Costa Rica off my psyche and I went 2 years ago!!!!!! So I’m going to attempt to think of a portion of my thoughts for the future down. Secondary school class thoughts: * Spanish * Art * Theater * Language Arts * Math * Choir * Social Studies * English * Science This is the trickiest thing I think since I can’t attend a university in Costa Rica well I can just I don’t need to and I guaranteed my closest companion Tayah that we would share a condo through are school years just imagine a scenario in which I meet a stunning person or find an amazing line of work So now I’m going to keep in touch with certain spots I may go to college†¦ * Portland State University * Oregon State University * University of Portland * Lewis and Clark College * University of Oregon * University of Virginia * University of Idaho * Harvard University * University of New York. Alright I additionally was considering once I go to Costa Rica how am I going to bring in cash to remain there? I have a couple smart thoughts however I don’t know†¦ * Yoga Instructor * Tour Guide * Waitress * Art Teacher * Therapist * Kid Doctor * Life Guard * Professional Soccer Player * Owner of a Gift Shop Now I’m going to compose everything that I recollect even the humblest subtleties from that trip. Alright here it goes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ When we previously contacted down in Costa Rica (sorry can’t recollect the city name) I will always remember the mugginess and warmth!!!! The most effective method to refer to Costa Rica, Essay models

Discussion And Implications For The Eap Program Education Essay Free Essays

string(205) in light of the fact that the discoveries of this exploration show that understudies ‘ insufficiency of involvement with a purposeful securing condition, as it were, impacts on their EAP obtaining and scholarly success. Presentation The two old sections showed the significance of exploring Saudi understudies ‘ requests and the scholarly progress that they experience while examining in British foundations which identify with their English procurement involvement with Saudi Arabia, remembering their situations about larning English for the UK and breaking down in a British alumni understudy program and to reveal single requests and fights in larning EAP. Without investigating Saudi students ‘ positions about their requests examination from the earliest starting point in Saudi Arabia, and the EAP class in the UK, I would non have the option to do any applicable associations between the EAP and postgraduate setting and demo how their positions and practices fluctuate in footings of phonetic correspondence requests and scholastic requests. It is obvious that the Saudi understudies inspected in this review happen it difficult to get by with etymological correspondence requests and the scholarly human progr ess contrasts regardless of the way that they are allowed to fix themselves either in Saudi Arabia or in the UK before get bringing down their alumni understudy designs in the UK. We will compose a custom paper test on Conversation And Implications For The Eap Program Education Essay or on the other hand any comparable theme just for you Request Now It is, thus, basic to break down their present preparing in footings of EAP and social contrasts and to propose potential approaches to better the help that is offered to these students. The three significant speculations that supported this review were Present situation examination ( PSA ) , Target situation investigation ( TSA ) and human progress investigation. The PSA and TSA depend on the Huticon and Water ( 1987 ) hypothetical record which proposed occurring out the students ‘ ebb and flow and future requests. The social requests investigation depends on various research laborers for example as clarified in the third section which proposed look intoing the scholarly requests of students dissecting in English discourse creation states. Second, this examination meant to put the connections between Saudi understudies dissecting in British alumni understudy plans and their rendition to their new scholastic condition and the potential battles they experienced. Last, this review conceptualized the idea of Saudi understudies, as a particular gathering through their encounters in British alumni understudy plans. Refering these hypotheses, this examination gave discoveries that mirror the present employments Saudi understudies face and inside informations potential parts to Saudi understudies, British employees and strategy shapers in footings of better fear Saudi students ‘ obtaining methodology in British alumni understudy plans, improve ofing the multifaceted issues viz. scholastic progress and get bying with inconveniences in footings of the new scholarly setting they have to oblige to in the British setting. The main issue brought up in this examination was identified with ( PSA ) regarding the matter of larning English. It concentrated on talks that may reveal of import features of English semantic correspondence inconveniences through taking a gander at Saudi understudies ‘ encounters in larning the English etymological correspondence in the two distinctive guidance frameworks. Fitting to the exploration discoveries here, Saudi students inspected in this study were acquainted with an educator focused obtaining condition. The advancement of Saudi students ‘ discernment about larning structures in this framework appears non to fit them great to larn English for Academic Purposes. For representation, it appears that it is marginally hard for EAP educators to set up what sort of difficulties the students have in larning the English semantic correspondence. Essentially, the educator focused procurement framework is probably going to hinder them from dealing with the occupations they face on the grounds that most teachers in this condition are non viewed as feeders. In a word, the educators ‘ work in this framework is non fitting for Saudi understudies ‘ improvement in EAP except if teachers make a solid effort to suit the students. To set this just, it would be useful if teachers guided the students to oblige to the British arrangement of learning English a tiny bit at a time, as making this would uplift Saudi understudies ‘ encounters larning EAP. Fitting to writing, understudies can build up their English through connecting with rises to, and these synergistic talks are extremely of import to make methods of building up the capability level of EAP researchers. Saudi understudies tested in this review are for the most part the individuals who have moved to an understudy focused securing framework and along these lines experienced numerous occupations with their new larning condition explicitly when they start their alumni understudy surveies. They would thus hold greater chance of sing sudden English etymological correspondence inconveniences in footings of connecting with local and non-local understudies, employees and individuals in the host network. It is common that an understudy focused securing framework should gracefully a superior domain for Saudi students to make synergistic talks which they could use for the advancement of their EAP capacities. Concerning the significance of an instructional exercise kind of action ; this is non a conventional part of the Saudi guidance framework. There are comparative kinds of Sessionss offered by the private segment in third Saudi foundations, however this is unique in relation to the British guidance framework which sees instructional exercises as a key segment of the procurement and picking up educating strategy. This implies Saudi students are non arranged to partake in purposeful securing exercises, for example, instructional exercises and crew work. They are non acceptable at sharing contemplations or talking the issues that may be brought up in class. This is a significant difficulty that Saudi understudies have in pleasing to culturally diverse contrasts looked in British alumni understudy plans. It is another test for them to show signs of improvement of this irreplaceable endeavor so as to set about their classs effectively. In any case, it is other than obvious this can non be c hanged in the present moment since Saudi understudies have non been educated with a conversation based way remembering equivalents and teachers for Saudi Arabia. In this way, this is a significant issue for both the Saudi guidance framework and British third guidance providers. For the Saudi guidance framework, arrangement shapers who are included interest to be worried that they give a guidance training strategy in accordance with the subject of a deliberate gathering larning condition for Saudi students. This is on the grounds that the discoveries of this examination show that students ‘ insufficiency of involvement with a purposeful obtaining condition, all things considered, impacts on their EAP procurement and scholastic achievement. You read Conversation And Implications For The Eap Program Education Essay in classification Paper models In add-on, British third guidance providers, and individuals who are associated with this nation, need to pay taking care of the way that Saudi understudies ‘ inconvenience in instructional exercise commitment is one which meddles with or keeps understudies from creating EAP obtaining and sch olarly achievement while breaking down in British alumni understudy plans. The discoveries of this overview with diverse form in the subject of social speculations introduced in section two of this study uncovered Saudi understudies ‘ encounters of larning English at place and in British alumni understudy plans are unique. To begin with, Saudi understudies did non hold sufficient chance to larn about Britain, despite the fact that the UK had been viewed as one of the ideal English discourse creation states Saudi students look for their alumni understudy surveies. Truth be told, Saudi English guidance plans do non flexibly satisfactory data about English talking states in their course of study. This other than would in general take to an insufficiency of perception and culturally diverse awareness for Saudi students in regards to their focused on states. On the different manus, Saudi understudies ‘ presentation to such insight and multifaceted aspects was probably going to be remembered one time they showed up in the UK and initiated their classs in British foundations † plans. It tends to be contended that Saudi students ‘ efficient preparing before going their place state is significant in guaranting better form to the new securing condition, especially the scholarly condition. All the more essentially, the examination discoveries in this setting accentuated an insufficiency of insight of the scholastic setting which is other than an of import issue. The way that Saudi English guidance plans do non grasp the scholastic setting is an abundance concern. This might be the most genuine activity that causes current Saudi students ‘ English phonetic correspondence inconveniences when pleasing to the British scholastic setting ( each piece great as other English talking states ‘ scholarly settings ) . For this ground, Saudi students just start to pick up the significance of the scholastic setting as they experienced the new or existent scholarly condition. Refering the general propensity of Saudi students ‘ taking English discourse creation states for their guidance, it is essential for individuals or organizations to begin plans of English phonetic correspondence for scholarly purposes as a fundamental segment of the school course of study. Thes e would better connection with the requests of the researchers in their new scholastic condition. In add-on ; awareness about building up a superior misgiving of scholarly social contrasts, especially while pointing English discourse creation states, ought to be inspected by the two understudies themselves and approach shapers in Saudi Arabia before doing a finishing up assurance about who is making a trip to break down in English sp

10+ Useful Tools For Bloggers To Track Their Comments

10+ Useful Tools For Bloggers To Track Their Comments Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!10+ Useful Tools For Bloggers To Track Their CommentsUpdated On 22/08/2018Author : Pradeep KumarTopic : Web ToolsShort URL : http://hbb.me/2ozbejK CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogAlmost every blogger loves to comment on other similar niche blogs. Brand Comments gives you good number of visits loyal readers indeed. But it is really hard for them to check their last 10 comments and the replies they received. Seriously that is a hard task for a busy/professional blogger, because it is time consuming and quite difficult.Although there are some plugins to notify you regarding replies, still they are hard to maintain. Fortunately we have some worthy tools for tracking blog comments easily. I mentioned some useful tools below.#1 Co.mmentsco.mments helps you stay on top of the conversation by keeping you updated of new comments. Just bookmark, track and follow. One page to track all your conversations. Check on new comments, remove conversations, add your comment. You can also subscribe to your tracking feed and read new comments in your feed reader or e-mail client.#2 CoCommentcoComment is a service for managing, powering and researching conversations online.When using coComment, you can keep track of your comments across any site, share them with friends, and get notified when you get a response.#3 CommentfulCommentful is a service that watches comments/follow-ups on Blog posts, Digg submissions, Flickr pictures, and many other types of content.When ever there is an update, such as a new follow-up or comment, Commentful notifies you instantly.#4 BackTypeBackType is a marketing intelligence company that develops products and services that help companies understand their social impact.BackType has built the most powerful system in the world to analyze social data. They also power social features for over 100 companies including The New York Times, SlideShare, Automattic (creators of WordPress), Bitly and more.#5 del.icio.usDelicious (formerly del.icio.us, pronounced delicious) is a social bookmarking web service for storing, sharing, and discovering web bookmarks. Delicious is one of the most popular social bookmarking services. By posting the blog entry link to del.icio.us and tag it with self you can track the blog comments easily. [Check Tutorial]#6 Google ReaderGoogle Reader is a Web-based aggregator, capable of reading Atom and RSS feeds online or offline.Users can subscribe to feeds using either Google Readers search function, or by entering in the exact URL of the RSS or Atom feed. New posts from those feeds are then shown on the left-hand side of the screen. You can see per blog how many articles you have commented on and the timeline of your comments. You can also use Google Reader for finding the subscribers of any blog or website. [Check Tutorial]READ10 Best Google Chrome Extensions For Web Designers#7 Google A nalyticsGoogle Analytics (GA) is a free service offered by Google that generates detailed statistics about the visitors to a website. It can track visitors from all referrers, including search engines, display advertising, pay-per-click networks, e-mail marketing and digital collateral such as links within PDF documents.We can also use Google Analytics for tracking comments by a small tweak. [Check Tutorial]#8 YackTrackAs a content producer, you can search for comments on your content from various sources or other blogs that talk about your content.Granted, this may sound like it is targeted at the content producer, but it can also help the people commenting on the content themselves. If you have commented on a blog post, you can find other people that are commenting on the post and join the conversation on other sites.#9 TwitterTwitter is a website, owned and operated by Twitter Inc., which offers a social networking and microblogging service, enabling its users to send and read messages called tweets. This is one of the most popular social networking and microblogging service, and this service can also be used for tracking your comments on the web by setting up a comment feed for each blog you want to track. [Check Tutorial]#10 Comment SaveComment Save can help you in these cases. It helps you keep track of what you have been writing. Clicking the icon beside the address bar brings up a window showing you the last thing you wrote along with a link to the page. A link in the window allows you to view your post history where you can delete specific posts.#11 DisqusDISQUS is a comments platform that helps you build an active community from your websites audience. It has awesome features, powerful tools, and its easy to install. Many famous blogs like Mashable use DISQUS, so having a DISQUS account will help to you track the comments. You can also use another similar comments platform account, IntenseDebate.Do you use any of these tools for tracking your com ments? If you know any other cool tool for tracking? Kindly share them in the comments below. Meanwhile, you can subscribe to our feeds to get such collection of useful tools.

How to Apply Scientific Method to Human Resource - 1206 Words

How the Scientific Method Can Apply to Human Services This paper will offer explanation of how scientific research can be used in the Human Service field. The paper will also explain the steps involved in scientific inquiry and why the steps are of importance, and then provide an example a scientific method related to the Human Services field. Next discussed will be a brief description of quantitative research and qualitative research, explaining the differences in both models and how the methods relate to the human services field and the scientific method. Further discussion will concern quantitative and qualitative research methodology. Subsequently touched on will be definition of mixed method research. Finally the paper will summarize†¦show more content†¦Step 5: (Hypothetical) 35 of the 50 participants in the job training program were able to secure employment in new jobs (not factory jobs). With almost 75% of the group attaining employment after new job training, the closing of the factories in the community, with no new factories opening to offer employment, have been found to be the main factor in the upsurge of homelessness. Step 6: In some manner, communicate the study, program, and results to the involved organization and the involved community. Quantitative Research and Qualitative Research The word quantitative research implies that information is in numerical or graphic form, while qualitative research means that information in a narrative form (spoken words, recorded conversations) or a pictorial form, is present and obtainable (University of Phoenix, 2008). Quantitative and Qualitative Research in Human Services and the Scientific Method Staying with our example of homelessness, quantitative research would be the number of individuals that became homeless due to the factory closings. Qualitative research would involve the information from specific individuals, such as their individual thoughts of how and why they became homeless. Both, quantitative and qualitative research would be used in scientific inquiry and the scientific method in the process of the just offered study on the homeless. Both categories information would be used towards finding answers to the question of homelessness.Show MoreRelatedThe Theory Of Scientific Management Essay1375 Words   |  6 PagesAccording to Miller (2010) Scientific management (Taylorism) was devised by Frederick Taylor to improve economic efficiency especially labor productivity by analyzing and establishing workflows. It was one of the earliest attempts to apply science to the engineering of processes and to management. Taylor’s scientific management was based on four principles. The first is replacing the â€Å"rule of thumb† work methods with methods based on a scientific study. The second is selecting, training and developingRead MoreUses of Scientific Methods in Business1174 Words   |  5 PagesUses of Scientific Methods in Business Uses of Scientific methods in Business An Overview: Scientific research serves us to comprehend the world around us, how things work and why certain things look or act the way they do. Scientific research consists of intrusiveness, observations, experiments and evaluations. It attempts to use these to answer questions about what causes differing phenomena. It is important to note that scientific research does not provide absolute solutions to questions,Read MoreWhat Is Scientific Research Process?1380 Words   |  6 PagesWhat is Scientific Research Process? There were so many researches that had been run, are running and going to run in the future. However, what is a research after all? Research means to search for knowledge, to make a systematic investigation or to establish novel facts (Trochim, 2006). According to Sekaran and Bougie (2010), research is defined as simply the process of finding solutions to a problem after a thorough study and analysis of the situational factors. The definition of research includesRead MoreThe Recruitment and Selection Process for Employees Essay1146 Words   |  5 PagesThe recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people fo r the job. These both have their benefits and negatives when usedRead MoreManagement Theories Essay1363 Words   |  6 Pages‘Discuss how important it is in 2013 for managers to be able to understand and apply management theories in the workplace.’ Introduction Managers a huge part of a organisation they are arguably the main drivers to the success of the organisation as they are the ones that have control of the human and non-human resources, how they control these resources determines is the organisation achieves its over all goals. It is so important that managers do control these resources correctly that there hasRead MoreContemporary Management And Employee Employer936 Words   |  4 Pagesrelationship- because the past has evolved and progressed throughout time until we have what is known as contemporary management and employee-employer relations. Management theories and employee-employer relations have been expanded from Taylor Frederick’s scientific theory into multiple theories and strategies including contemporary management functions, contributions in regards to the functions and employee-employer relations. Modern management approaches recognise that not all theories can be applied collectivelyRead More The History of Scientific Management Theories Essay1198 Words   |  5 Pagesthinking, there are many ways to manage an organization, such as scientific management and administrative management. This essay will discuss the notion that scientific management was a ‘good’ idea in the history of management thinking, by looking at the historical backgrounds and political beliefs of economist, also how the develop management theory by conducting experiments, and how their theories made it into the managing business does and how do they work. First of all, what is management itself? ManagementRead MoreManagement Philosophy Comparison1706 Words   |  7 PagesMANAGEMENT PHILOSOPHY COMPARISON Management Philosophy Comparison Management philosophies MGT716 June 15, 2009 Management Philosophy Comparison Management aims to accomplish group purposes with the least expenditure of material or human resources (Koontz, 1969, p. 415). The term management philosophy seems almost oxymoronic in that they appear to work toward different results. The goal of management should be to improve the organization. (Kirkeby, 2000) suggest that the objectiveRead MoreYeah717 Words   |  3 Pagesfuels. What is the tragedy o the commons? Explain how the concept might apply to an unregulated industry that is a source of water pollution? The tragedy of the commons was written by Garret Hardin. Hardin argued that unregulated exploitation would cause environmental depletion. What is environmental science? Name several disciplines involved in environmental science. Environmental Science is the study of how the natural world works and how humans and the environment interact. Environmental ScienceRead MoreThe Theory Of Management And Taylorism1365 Words   |  6 PagesIn today’s society we often use certain practices and methods that have worked well in the past. Managing is one of those practises that is the most important for the well being of a business, and has been important to make sure that individual efforts coordinate. Major management theories and practices such as scientific, administrative, and behavioural theories have had more research put into them as the years have progressed. Theories such as these are depended on more than ever since society

Using Flexible Work Practices Business Essay - Free Essay Example

Sample details Pages: 30 Words: 9138 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Significant amount of the recent HRM literature (Human Resource Management) concerns the issue of flexibility in the organisation either from the employees or employers perspective. This is mainly de to the socio-economic changes happening in the last decade driving the organisations towards better employment systems. Trau(199) highlights different reason for the increase as organisations are seeking flexibility to make themselves adaptable to the competitive global markets where as the employees are favouring flexible terms for a greater security of employment and work-life satisfaction. Don’t waste time! Our writers will create an original "Using Flexible Work Practices Business Essay" essay for you Create order The traditional organisational firms are long gone due to the globalisation of markets, technological changes and increase in competitors. The successful todays organisation needs to be able to cope itself with the hyper competitive environment and response accordingly. These patterns have led to the increase in employee opportunities and perseverance. Based on the above attention has developed model for the flexible firm. The growing interest in using flexible work practices in the organisations is mutual. This may be due to the laws(UK) and productivity measures by the organisation. But the increase in the range of practices employed can be noticed(kersey et al;2005) Typically flexible working options in the work place can be said as an employee and employer making changes to when, where and how a person works to meet individual and business needs at their best. While the concept stays put, it is the type of arrangement that makes the difference. Workplace flexibi lity (2010) states the above stated arrangement as any one of a spectrum of work structures that alters the time and place that work gets done on a regular basis. Basically the flexible work options include flexi-time remote working, reduced/compressed hours work time etc. depending upon the employee/employers need and agreement. [Revise form flexible-work [Terry o Brien] [PG10] Types of Arrangements:- Part Time, FlexiTime, Job share, WFH, Time offin lieu, Tele work. The type of practices divided according to when where and how can be seen below. When people work:- Flexi Time:- it is the most popular arrangement where In the number of hours worked per week remains same but it just alters the start and finish times of work depending upon the need [Elbingtonet, al 1975] Part Time Work:- Part time work in general refers to the reduction in the number of working hours as opposed to the standard weekly hours. Variable year employment: depending on the require ment of the job, variance year employment requires the employee to work more hours during busy perio and vice versa. Part Year Employment:- which is also referred to as purchased leave. It allows the employee to make longer periods of leave (4 weeks 8 weeks) Leave:- Eg Parental Leave, Study Leave, Career Breaks etc. But without pay. Olmsted smith (1994) defines leave as as authorized period of time away from work without loss of benefits. Where employees work:- Work from home:- This method of working has become very popular now a days due to the advancements in technology. Eg: IT industry. It can be done either part time or full time or occasionally as agreed by the employee-employer duo. Remote working:- this refers to the people working remotely at the client work place occasionally or all their working hours. How employees work: Job share:- Job sharing is when two people share one full time job and benefits according to the agreements. Phased retireme nt allows the patrons to reduce their full time work commitment gradually over the years (5 days to 3 days/week) before moving to retirement. Annualised hours:- these are set numbers of hours per year the employee agrees to work for the organisational instead of the standard number of hours per week. These flexice work arrangements are not new but had started part 20 year or so. These has partly emerged due to technology; but recent popularity accompanied regarding these practices can be accredited to the government policies and laws which are trying to encourage WLB; by supporting family friendly policies. Lewis(1997) states 5 main reasons for the introduction of these arrangement. Meet family friendly goals. Meet labour demand Promote diversity Political Business case Avoid absenteeism retention etc. These arrangements are not limited to any specific industry age or workers. Whatever the age, gender or career, flexible working applies to everyone depe nding on the employers business objectives and employee needs. These arrangements are for the benefit of both the employee and business and are neither temporary nor fixed. They may remain static or change, according to the interests of both of the parties for better organisational performance. The laws supporting flexible working in the UK can be found later in the paper. Forces driving flexibility: Flexibility in the organisations is driven by many contributing internal and external components since it has got the popularity of linkage with good people management practices and better performance objectives. Flexible working has been achieving a greater pace in its development and wider usage in small businesses and MNCs. Although one has to be conscious that like any other process of change in the organisations, flexible working holds both its pros and cons which will be discussed later in the paper. The society in which we live has seen many radical changes in the last 2-3 decades and it certainly has its impact on the life style of people and the organisations they work (in context of technological and demographic factors). The demographical changes have a heavy influence on the size and composition of the work force the labour market now-a-days consist of an equal composition of male to female work force as opposed to earlier traditional workforce. The issue of women in th e work force have become more pertinent due to the potential labour shortages in some sectors even with all the advancements in the modern society women always tend to be responsible for their family child care .Rachid M Zeftane points out that the absence of flexible work option might become a barrier to work. The increasing numbers of women in the workforce is one of the top factors driving flexibility in organisations. Women now a day are not restricted to secretarial or nursing jobs but they are equally ranked along with their counterparts such as politicians engineers, lawyers or other management roles. Surprisingly they are even making their presence in blue collar jobs such as Bus drivers, Mail carriers and Police. Karoly and panis (2004) points out that women are becoming permanent members of the workforce at all levels. Due to this pressures and expectations are mounting up requiring them to work more hours for them flexibility at work has been heralded a favourite strat egy helping the men and women a better opportunity for child care. Irene Hardill and Dan Wheatly (2009) puts that these dual career households are the most egalitarian in nature. The number of them has been on the rise totalling to almost 2.23 million the UK by 2001 as compared to 1.2 million in 1984-91 (Irene Hardill, Anne Green Anna Duddleston(1997) Flexible working arrangements are not only meant for women. Another important factor pushing flexibility in the workplace is the role of fathers in child care. Men are seeking family friendly policies for a better balance and professional and family life and are looking forward to play a important role in caring for their children. Equalities and human rights commission states that almost half of fathers have some kind of flexible work option available although 30% are actually using them. Figures reveal that 91% of dads now take time off around their child birth and very much value their arrangement with the organisation. Due t o the advancements in medicine there has been a rise in ageing population. This has also led to the increase in the number of carers [parents/relatives etc]. Similar to the child care organisation have the need to extend certain kind of FWA to carers. The statistics can be seen along with the child carers in the graphs. Another important factor acting as a driver of flexible working is up skilling the workforce. The employees realised the importance to up skill themselves in order to compete with the hyper active markets. So educational requirements has impacted the organisations need to provide options for their employees.Business school graduates are opting for a workstyle to go with their life style [The economist, 2006] driving the organisations to employ FWAs to retain the best. Influence of Legislation: The Employment Act (2002), work and families act [2006] provides the right to request flexible working to 3.6 million parents, 2.05 million carers in the UK(BERR,2010). According to the working time regulations Act [WTR] introduced in 1998 in the UK, it imposes a limit on weekly working hours to 48 hrs/week along with the leave entitlements granted under the European working time directive (EWTD). Achieving balance between work and family for dual career couples is critical but young employees this generation are working to live rather than living to work according to the journalism news letter (Williamson, 2006). The extension to the flexible work regulations (2003) has now come into force in 2009 which provided the right to request flexible working for almost a third of the UK work force. Fig 1 [Awareness] Equality legislation also affects the flexible working policy of an organisation in respect to gender, age and disability. The discrimination act (1975) poten tially avoids then direct and indirect inequalities in relation to gender martial status affecting the working-time policy. The disability discrimination act DDA (1995) ensures that the disabled person in not at disadvance by making an employer obligation to provide reasonable adjustments to the work place work hours. (Foster, 2007) For older workers the UK legislation requires the employers to consider the employees requests beyond the retirement age to increase their participation in the labour force [OWP, 2006; Lissenburgh Smeaton 2003] Despite benefits reaped by the employer to introduce FWA in the organisations, several laws imposed by the government to support work life balance has led to them being an essential part of the organisation. Another important factor driving flexibility in todays competitive world is Talent Management. The highly volatile economic environment has significantly impacted the recruitment process posing its dependability on the highly motiv ated and committed staff. Attracting and retaining Potential Individuals has been identified as a strategic imperative (Lutbish and Smith 2007) in all the sectors as a result of the changing demographics of the working population, skill shortages and pursuit of WLB. (Byman and Summers, 2004). Organisations have been successfully using flexible work polices as a talent attraction and retention tool. Scandura and Lankau (1997) stated that employees are seen to have shown a greater deal of commitment and obtain job-satisfaction in the flexible organisations. Employers in the western countries are focussed on good will as well as productivity. Introduction of family friendly policies in their work force can be seen as a form of positive branding for the organisation, which further helps in attracting and retaining the talent as well as reputation in the market. One more factor a concerning the employees to favour flexible Work Arrangement is the reduction in absenteeism and turnover rates which are optimising productivity levels by reducing training and new recruitment costs. In addition to the above mentioned factors, globalisation also plays an important role in favouring flexible working in terms of start and ending work hours with reference to different time zones. There is a further push to flexible working in some cases (or countries) as result of the global economy raising the standards of business. Flexible working and WLB: What is WLB? As the name suggests, work life balance in its broadest sense is defined as a satisfactory level of involvement or fit between multiple roles in a persons life (Hudson, 2005) WLB for any individual is having the right combination of participation in paid work and other aspects of their lives. This combination will not always be constant. It changes according to the changing responsibilities and commitments in their work and family lives. WLB policies helps the employees achieve a balance between work and family commitments. Now a days the WLB policies and practices are becoming increasingly important to both the employer and the employee. Due to its beneficial effects on the employee in terms of commitment, job satisfaction and low levels of stress in turn is having a positive effect on the employer. Even the legislation has been promoting WLB policies and its uptake in the organisations. This is based on the evidence of a Stronger Business Case by introducing FWA a iding in a greater WLB and their contribution to effective recruitment retention of staff, employee satisfaction and productivity. A survey funded by Joseph RownTree foundation by the researched at university of Cambridge (Dex and Smith, 2002) concluded that There are positive effects on employee commitment from adopting family friendly policies and it even stated that nine out of ten firms employed with WLB policies found them cost-effective. Due to the changes in demography and the increase in dual career households, achieving a balance in becoming much more difficult especially with children (Bulger et;al 2007). Despite the government campaigns (work-life balance campaign) and the working regulations (2007) in place from the last decade, achieving a desired balance is becoming tough in the house-hold,work place interface. Hence it is important for the employer to support WLB by adopting family friendly strategies and practices beneficial to the employees. Flexible working pra ctices make up a majority of work-life balances policies. They include flexi-time, job share, work from home, term time hours, part time working employee support services such as crà ¨che facilities, counselling etc. Authors such as Mulvaney et al (2006) stated that the levels of conflict between work and family will be moderated as a result of the support from the employers. These components work in various ways and positively affect job satisfaction and organisational commitment ultimately leading to employee retention and low levels of absenteeism thus supporting the business case (Mulvaney, et al (2006), Cleveland et al, (2007) Namasirayan and Zaho (2007). Decisions by either men/women to leave an organisation are heavily influenced by their concerns to work-life balance. Research has steadily shown that organisations supporting the employees family commitments reap benefits in terms of employee commitment and lower turnover rates. Allen 2001, Ayee, Luk and Stone (1988) points that employees who has been provided support from the management have fewer intentions of leaving the organisation and report greater satisfaction at work. A supportive work-family culture even helps the female employees to return to work more quickly after childs birth (Lyness et al 1999). Flexible working: Impact on recruitment and retention of the employees. Attracting motivating and retaining talented workforce (or knowledge worker- a term coined by Drunker 1989) is becoming important in the tight labour market. This is mainly due to the global convergence of technology and hyper-competition among the organisations. Strategies have been emerging accordingly to attract and retain the skilled workers to attain competitive advantage. Possessing these people management abilities in the organisation helps to cope up with the change in and around and stand out from the crowd making its steps towards organisational performance. Releasing the significance, there is an emergence of bundles of literature and research evidence that shows specific HR strategies such as FWAs to the employee are helping attract, motivate and retain them. (Boron and Hannan, 2002, Heurtt associates, 2001) Recruitment as stated by sims(2002) is the process of finding and attracting individuals to fill the actual or anticipated job vacancies. Recruitment is another potential area which is impacted by the changing demographics of the work force. Organisations has the need to provide with what the employees need for broadening the labour pool and attract qualified and skilful workers who cannot work the traditional work schedule. There is a growing evidence that the skill shortages are mounting up every year and there is no measure to subside it in the foreseeable future. In the war for talent organisation need to be able to respond according to the cultural trends and provide the employees with flexible working practices they need to create a balance between work and family commitments. Responding to the demographic trends, there is even a need to engage and motivate mature age working which helps in the building of a diverse work force. Lewis(1997) believes that a culture shift is needed so that the diverse and different patterns of work are equally valued and that too without the gender difference. Now a day the notion of working to live rat her than living to work bureaucratically is gaining popularity. (Not the case always). Realising the importance of family friendly work-culture, legislation and benefits of flexible working strongly becoming a business case, the employees are changing their work environments supporting the employee family professional commitments (Total salary increase budget 2001/2002 conducted by world at work) Subsequently the policies aiding in the WLB of the employees are acting as recruiting initiatives. Flexible work schedules have been proved to be the chosen and most popular amongst the line managers. Surveys have stated that the employers who are considerate of the employees will be able to develop a sense of commitment in the employee minds boosting their motivational levels. Similar to the recruitment, flexible working options have has its impact on the turnover rate of the employees. The charted institute of personnel and development (2000) cites benefits of FWA in improved recruitm ent, retention, productivity, motivation and employee commitment Other than the private surveys and individual surveys conducted by the organisational there is no signification research relating flexible working policies to the retention of the employee. Employee retention can be defined as the effort by an employer to retain the desirable workers in order to meet its desired business objectives (Franks et al 2004). It is beneficial to both the employer and the employees. In the perspective of the employee the balance between work and family puts him at a level of ease and increase his job satisfaction. Due to the advancements in technology individuals are able to work from any location at varied periods of time. Organisations are effectively at benefit due to the varied time zones due to the international markets and employees ready to work other than the core hours. (Dibble, 1999). From the employers perspective, it affects the firms reputation if the turnover rate is high and it will have a significant effect on the organisational overall purpose.(Even has a negative impact on recruitment). This is due to the soaring costs of the recruitment which include advertising, interviewing costs training costs as well as the use of physical resources in the recruitment process. Results from a survey in Australia (joydeepttor, 1997) shows that the visible cost of turnover to the organisation (recruitment, hiring, orientation and training) is between 50 and 150 percent of a persons annual salary. But the author predicts that the number may be quite high as the factors such as expertise loss productivity, time are not taken into account. one size fits all approach no longer works. Employers other than facing constant turn over and unhappy employees should accommodate the needs of the people. (Gregory P Smith) states that an employee who has to choose between work and family may very well quit. In contrast employers can be effective in providing a work life a ba lance to its work force which improves the morale and produces loyal employees. Many firms are focussing on improving their HR strategies to flexible working especially for women to allow them to come back to work after their maternity leave. This is helping the organisation restore the employees talent to the firm. Devising a strategic pattern of work around the life style of employees gives them a feeling of empowerment and trust to manage their own work load in hours suitable to them.There are many multinational organisations that are successful in their own field that realise the importance of WLB to the employee and as well as the organisation and adopted multiple strategies according to their needs. Example: Dell UK has adopted and devised a strategy for implementing flexible working helping to achieve a diverse work force. (www.dell.co.uk) NBS the firm upon which the research is upon has realised the importance of family friendly policies more than two decades ago and prom oted tele- working for selling their mortgages and providing customer care providing support to full time home workers and in turn it has become an employer of choice. 93% of the female workforce and returning back to work helping in the low levels of turnover and productivity. Barriers for the introduction of flexible working in organisations Workplace capacity-Unlike the MNCs, SMEs particularly lack the capacity to implement FWA to their employee. (Lang et al,2000) specifies that flexible working policies in smaller business are certainly at a disadvantage. This can be justified by the statement by MC Donald et al (2005) who notes that the development of family friendly policies were often linked to suiting their business needs rather than the employees. Organisational culture definitely plays an important role in the development of flexible working policies which is lacking in SMEs. However organisational culture is not limited to SMEs but larger organisations also need to improve their work culture which supports the flexible work practices. HR personnel should develop strategies according to the needs of the employee and the organisation. The perception of achieving success working long hours should be shifted on the basis performance. Communication is an aspect to be worked upon when adopting FWA as it plays an imp ortant role in the successful implementation. Training programmes for the manager should be conducted to bridge the implementation gap between policy and practice. An effective communication strategy helps the Isolated workers to be under the constant support of team members and colleagues. Awareness should be created to all the employees at all the levels about the flexible working policies and practices. In many organisations the type of job/work acts as barrier for flexible working. Some jobs acts as a barrier for flexible working as they require your physical presence at the organisation E.g.customer services, IT support, maintenance and repairs etc. But that kind of work can take advantage of shift systems. Another barrier for flexible working is perception of males who think that flexible working puts them at a disadvantage when compared to women in the work force. Despite the gender it is a common belief in the work force that taking advantage of the flexible working polic ies makes them lose their position at work or affects their development ladder in the organisation. One more consideration is the single or childless employee attitudes that the FWA are unfair to them. But successful implementation of the FWA in the organisations is needed that can benefit both the employer and employee. The spectacular Olympic 2012 in London had had its impact on flexible working as nearly 2 out of 10 organisations have trialled new forms of working. Recent survey taken out by the Institute of leadership of management stated that nearly half of the companies who tried flexible working practices during the Olympics are likely to continue them. Responding to the mayor of London, Boris Johnsons comments that home working would be a skivers paradise the employers said the employees were more productive and motivated. According to the literature, flexibility in the work place does have its impact on the employee in terms of motivation, commitment and morale. Like an open environment, flexibility can be powerful tool in attracting and retaining good employees. Research Design and Methodology:- Introduction: This chapter sets out by stating the research objectives of the study and will explore the nature of qualitative and quantitative Research method. By knowing them in detail helps out to create a link between the devised research questions and appropriate data collection methods. It describes then chosen research design and the techniques used for data collections the sample size and limitations of the study. Research Questions and Objectives: What is the impact of flexible work policies on the employee in terms of motivation and organisational commitment? What is the impact of FWA in the Recruitment of employees at NBS? What is the impact/role of FWA in the Retention of employees at NBS? What is the effect of flexible working on the WLB of the employee? Overview of the Research methods: Qualitative Research Methods:- Generally speaking, qualitative research provides information about the human side of an issue. According to Bryman Bell(2007), It is a research strategy that usually emphasises work in word rather than numbers as in quantitative methods in the collection and analysis of data. Johnson and Christensen (2004) stated that the unique feature of qualitative research is that it helps the researchs gain a deeper understanding of the participants than purely quantitative data. This method uses participant observation/ethnography, interviewing and focus groups as data collection methods. However due to the ambiguity in connecting theory and research it is facing some resistance. But there is no one best method everything is dependent on the research question and the resources. Quantitative Research Methods: Quantitative Research often entails as systematic and or scientific investigation employing mathematical models and theories. It enables the researcher to provide the data to the reader in numerical forms such as percentages and statistics. It has the benefits of easily tabulating large volumes of data. A quantitative method uses data collection methods such as questionnaires, structured/semi structured Interviews, focus groups. But it has its drawbacks of being totally objective in the interpretation of results as it falls to gain a deeper understanding of human experiences and a lesser control of the variables involved. Mixed Methods Research:- However one more method of Research called mixed methods research has been gaining Importance which claims to bridge the gaps between qualitative quantitative forms. It involves collecting, analysing and mixing quantitative and qualitative approaches providing a better understanding of research problems than one method alone. (Creswell .J.W (1997). Despite Challenging in nature it provides strengths that offsets the weaknesses of the other two methods. But it all comes down to the suitability of the research questions and the research design chosen. Some times during the mixed methods research it is not possible to understand the benefits of the process until we analyse the data. Conducting mixed methods research helps to develop multiple perspectives. For my research it helps me to analyse both the employee and employers perspectives on flexible working and its impact on attraction and retention of employees in relation with WLB. My research consists of both qualitative and qu antitative data collected through a series of interviews with 4 HR Managers and 60 employees who have access to flexible working at NBS. I am aspiring to know the impact of the flexible working on the employees in relation and its effect on turnover rate of the employees at NBS. The semi-structured interviews which hold an equal importance as the self-completion questionnaires helps to the gain knowledge of the employers perspective in relation to the attraction retention of the employees and WLB. Research Design Of all the research designs, Case-study approach has been found appropriate for my research as it entails as detailed and intensive analysis as single case and or organisation (Bryman and Bell, 2007) According to the research questions designed it allows the observations to be evaluated in context(Robson, 1995). According to Adams(2005) it helps dealing with the problems of reliability and validity and allows the triangulation of data. It is best suited for my research as NBS already boasts about the happy employees due to their flexi-working policies in their websites. Case study is deemed advantages as it enables the researcher a greater understanding of complex issues and helps by adding experience and strength to what is already known from previous research (soy, 2006). Case-study has the unique ability to deal with different data such as interviews, questionnaires, focus groups and texts (Uin, 2003). However according to some critics, this approach has the limitations of re liability due to the small number of cases/participants and due to the deeper exposure to the case may result in biased findings (Soy, 2006). But due to its contemporary nature in terms of interpretation it still remains the appropriate and popular strategy with a small group of participants (Hagaan, 2009) within an organisation. Methodology: As stated above mixed Methods research has been followed as it helps my research to understand both the employees and employers views on flexibility through self -completion questionnaires and semi-structured interviews respectively. It helps to o be adopted as it focuses frame my research theoretically and philosophically as it employs multiple methods. Mixed methods research has to be adopted as it focuses on the emergence and importance of flexible work practices in the view of the employer by qualitative methods and link with evidence gathered from the employee through quantitative method. It helps to gain a complete picture of the flexible working at NBS. It doesnt deal with merely collecting both the forms of data but it uses the strengths of each answer the research questions. The data integration can be done by merging connecting or embedding in my research the data collected is integrated by merging it using convergent parallel design. Since both are equal importance co nvergent parallel design has been used where in qualitative and quantitative data collection has been conducted separately, yet concurrently but merged during the interpretation. This can be found in the analysis section of this paper. Data Collection: Self-Completion Questionnaires To assist the survey with the employees at NBS, self-completion questionnaire has been designed by the researcher with an aim to focus directly on the research questions. All the necessary measures have been taken by the researcher for a clear understanding of the questions to employee to get a good response rate. The questionnaires are sent out to the individuals via electronic mail, with a request letter stating the purpose of the research and return in date. This mode of approach deemed very helpful to the researcher in terms of monetary and time resources. It even permits the respondent to take sufficient amount of time and give genuine and thoughtful answers. This survey will act as the main instrument for data collection. The questions have been structured in the likert format using a 5 point response scale. Likert format has been chosen for its ease of use and administration. Interviews In addition to the survey, semi structured Interviews have been conducted by the researcher to get the employees attitudes towards flexible working. The researcher acted as the interviewer and they took place at the office site during the work hours. A formal request has been made to obtain consent and due to the lack of time sample was restricted to 4 HR personnel. The formal request letter and the Interview Questions can be found in the appendix. Ethical Considerations This research is based upon the responses of the employees and the company information gathered from its website. The researcher values the consent of the participants and respects confidentiality in every aspect of the process. This has been explained in the request to participate letters and the emails. Limitations of the study Similar to every research, there have been some limitations to this research. But the researcher has tried her best to obtain most accurate information possible. Time and Budgetary Constraints Apart from the survey, it would have been really helpful if in-depth interviews have been conducted with at least 10 employees to gain a better understanding of the situation at NBS. Reliability and Validity Due to the small number of participation in the interviews reliability was a bit questionable. As riley(2009) stated Value of any research depends on the accuracy of data collected. Legal and Ethical Constraints Acted as a barrier to collect unprecedented information with respect to the data protection act (1998). Many of the NBS personnel contacted has not given consent for interviews due to privacy reasons. Size of the sample For the survey the management has been requested by the researcher for a list of stakeholders availing flexible work arrangements at NBS. It has helped the researcher to evaluate and understand the effect of flexible working policies on the employee from a stake holder point of view. The request to participate was sent out to 60 out of 500 employees. Due to the limitations stated the sample size for the interviews is restricted to 4. Presentation, Interpretation and analysis of the findings Findings of the Survey The participants were carefully sampled on the basis of stake holder analysis according to the information obtained from the organisation. The demographic part of the survey stated that out of 54 responses obtained, 54% of the population were female and 44% male. Care is taken by the researcher to include a diverse and gender equalised sample to get a clear picture. 24 44% 29 54% 17% of the respondents fell into the category of between 18-25 years of age, where as 43% of the respondents in 26-35 years, 19% in 36-45 years, 22% of the sample population fell between the ages of 46-55. Ages 56 and over got 0% as none of the sample population fell under that age category partly due to them being in high level management and difficult to reach. What is your age? 15% of the respondent were single where as 54.1% were married grossing out the highest percentage in this category where as 13% of the sample population are in a relation where as 19% of them stated that they were single parents. marital status 26% of the respondents stated that they have one child whereas 25 of them has 2 children, 22% have children, 13% of them stated 4 and above and not surprisingly 15% of the population stated None. Fig 4: How many children do you have? Due to the careful stakeholder sampling based on the information obtained from the organisation, 93% of the respondents currently benefit from the flexible work policies in place at NBS where as 7% answered with NO. The researcher has not considered this as a major error, as 4 out of 54 responses will not affect the quality of the findings. Fig 6: Do you currently benefit from the flexible work policies at NBS? The responses obtained were par with much of the literature and other public private surveys who stated that the main reason for people requesting flexible working is for child care. 70% of the respondents have stated that the reason for their request is child care where as 19% selected adult care, 30% of the respondents have chosen their reason being educating up skilling. However 43% of the respondents were choosing flexible working in order to cope up with their stress levels, which ranks next to child care, and an significant problem employees have to look upon. The percentages will add up to more than 100% as the employees were given the option of selecting more than one reason for their request to flexible working. Reason for you requesting flexible working from your employer? Ensuring about the most popular flexible work arrangement offered to the employees at NBS has bought out Flexi-Time by 65% of the respondents whereas compressed weeks or hours and work from home follows with a response rate 56% and 43% respectively. It is to be noted that since it deals mainly in the banking industry work from home is not granted to the employees on a permanent of more frequent basis due to security reasons (mentioned in the employees view points in the NBS website). But according to the data the researcher thinks that step is justified to some extent. What are the most popular flexible work arrangements at NBS? Based on the query the employee providing the favourable flexible work arrangement the individuals prefer that suits their work and their family life style 87% of the respondents agreed where as 11% of the respondents selected undecided or stayed neutral. However the interesting factors is that none of the respondents disagreed with the statement which shows that NBS is considerate of its employee needs and understands the benefits of flexible working arrangements to the employee. What is your preferred Flexi working arrangement How strongly do you agree that your employer has been providing the FWA you prefer? When the researcher tried to link the flexible work arrangements provided the employer has a link to improving the levels of job satisfaction, surprisingly majority of the respondents answered that it does have positive effects on the levels of job satisfactions. The numerical can be seen in the bar chart below. Do you feel that the FWA has an influence on improving the levels of Job-satisfaction? Since the objective of this research paper is dedicated to determine if the family friendly policies such as flexible working has an effect on recruitment and retention of potential employees, the researcher posed an enquiry into how strongly the employees prefer to join an organisation that offers flexible working. Not surprisingly but very strongly 93% of the employees have preferred to join an organisation with FWA when they are applying for a Job. 85% of the people have joined NBS due to its flexible working practices, say the respondents. The figures are visible in the charts below. As a potential job-applicant, I prefer to join an organisation that offers flexible working. One of the reasons, I had applied at NBS is because of its flexible working policies 80% of the respondents agreed to the statement that the employer who offers flexible work to its employees for the sake of employer benefits values its employees where are 15% of the people were uncertain about it and 2% of the responded did not agree to the statement. An employer who offers flexible working values its employees When asked if the flexible work practices offered by the organisation helps to recruit as diverse work force 82% of the respondents agreed where as 13% remained neutral. Flexible working practices helps the organisation in the recruitment of a diverse work-force Sort of mixed response is obtained about FWA improving the quality of life for employees and their families, but majority of the respondents (87%) agreed to the statement where as 10% disagreed or stayed neutral. Flexible working improves the quality of life for employees and their families About the effect of flexible working on the work life balance of the employees 86% of them agreed to the positive impact of the FWA in creating a WLB to the employee where as 4% of them disagreed to the statement. Flexible working has an outstanding effect on the Work-life balance of the employees 83% od the respondents have agreed that the flexible working in an organisation attracts the job applicants who cannot work the traditional hours where as 2% did not agree as to it. Flexible working attracts the Job applicants who cannot work the traditional hours There will be a greater affect on the employees perceptions and their usage of flexible working to the number of years the employees have been working in the organisation. This is why the research felt its important to know the number of years, the employees have been working in the organisation. This helps to determine the impact of flexible work on the retention rate of the employees. Out of the 54 participated employees, 23 were working at NBS 3-5 years and 22 employers were employed at NBS from the past 5-10 years and 1 participant is an employee for more than 10 years. How long have you been an employee at NBS? To determine the role of flexible working on the employees intentions to stay at the current job, the employees have been answered if FWA makes them stay with their employer. 65% of the respondents agreed to the statement, and 26% of them strongly agreed that it makes them stay where as only one participant (2%) did not agree. Flexible working makes me want to stay at my current job. It is very important for the employer to know if the employees are leaving the organisation due to the imbalance between work and family commitments. It certainly will have a negative impact on the employer if the turnover rates are high as it increase the recruitment and training costs. 60% of the respondents stated that they left their previous job due to lack of flexible work arrangements. This number certainly shows the impact of flexible working practices on the employees retention rates. One of the potential reasons why I left my previous job is the lack of flexible work arrangements. One of the popular flexible work arrangements offered and beneficial to the employees at NBS is flexi-time. Because of it the employees can accommodate their personal circumstances, such as leaving their child in school, health care at ease as they can choose their working hours. As result absenteeism can be reduced helping both the employer and the employee. 92% of respondents have agreed that Flexible working as significantly reduces their absences. (50 out of 54 respondents). Flexible working has significantly reduced my absences as it allows for changes in personal circumstances to be accommodated. 87% of the respondent recorded that making use of the flexible working organisations has reduced the levels of stress at work, as they can get the work done with in their own schedules. I experience low levels of stress, since I availed FWA because I can get my work done within my own work schedules. Employees develop a sort of commitment towards the organisation when the employer takes steps towards the wellbeing of the individual which improves the morale of the employee and makes them want to stay in the organisation. Here at NBS 93% of the respondents have valued its employer, since the employer himself is willing to help balance the work and other commitments of the employee resulting in the employee to stay at NBS for longer. Knowing that my employer is willing to consider helping me to balance work and other commitments makes me want to stay in the company. Sense of Power over their work helps the individuals develop a sense of own-ness and helps them to go the extra mile adding a better quality to the work performed. This makes a greater difference to the wellbeing of the company as well as the attitudes of the employee. 88% of the employees who has taken the survey have answered that they feel empowered because of the flexible working. Flexible working gives me control over my work. I feel empowered because of it. 92% of the employees at NBS has agreed that the flexible working policies by their employer makes them feel trusted and valued and motivates them to perform better. Availing flexible working makes me feel trusted and valued thus motivating me to perform better. Attracting a retaining talented individuals have been identified as a key to better performance of the percentage of individuals who are choosing careers over family, it is almost the same rate at which individuals are choosing families over career. But the organisations that are helping the individuals balance them both are helping themselves in the current market by branding as employer of choice. 85% of the employees at NBS agree that the presence of flexible work policies has made it an employer of choice which is highly desired by the potential individuals in the recruitment market. Interviews with the HR personnel: Findings Introducing the participants Participant 1 is a female HR Manager that has been working at NBS for almost 5 and half years. She is currently taking advantage of flexi-time which enables to pick up her children from school in the evening. Participant 2 is a male manager for the IT development team, who leads and manages 8 people in the team. The team leader has an experience of 4 years with the company and he is using remote working work from home once a week according to formal contract with the organisation. Participant 3 is a male IT engineer working from the past 2 years at NBS and is a part time carer for to his 9 week baby boy. He started making use of the flexi working arrangements only from the past 3 months to suit his family work commitments. Participant 4 is a part time female employee under the age of 30 working at NBS for the past three years. She is initially a full time worker, but is currently in pursuing her masters at a university in bath. She changed her contract to part-time hours which suits her studies. Impact of flexible working on the employee as a whole at NBS Work-life balance All the interviewees were focussed positive towards flexible working as it is helping them to achieve a satisfactory work-life balance. In their own words I have got the sufficient amount of time to spend with my children. It allows me to balance between work and home have dinner with them work after putting them to bed. Its a perfect harmony. It allows me to adjust the work hours around my family commitments one of the reasons I love my Job. Job Satisfaction Similar to the 87% of the respondents the interviewees has also found being to work flexibility has a positive impact on their levels of job satisfaction. They said I think when I work in my suitable hours, I get a chance to take a step back and think about my work and focus on the actual problems and say why is that code not working?. One more participant reveals that The pattern of the days in and days off gives me more time and relaxation to get other things done helps with my university work One said I like to have my Friday off as my doctor is available and I can have my appointments Up skilling It really makes me feel committed to NBS as they understood and consider my educational needs and provide me days off during my exams. Says a participant Absenteeism This has obviously created a good work environment. The employees can accommodate their personal circumstances and work without taking the day off with flexi-time. Recruitment The participants have stated that for them as potential job applicants they definitely look out for flexibility in organisations. I love working in a flexible organisations. Employers who keep their resources (employees) a priority will be valued in turn by us in terms of commitment and morale. Yes I not only prefer working for a flexible organisation, but I will even recommend NBS to my friends and families. It is a great place to work for those who cannot wok the bureaucratic hours. HR Manager said that these practices definitely aid in attracting a dedicated and talented workforce. We get many personal queries from graduates registering their interest to work at NBS. NBS has got positive results from its flexible work policies and their relation to employee retention. . Some of the Interview comments include I am not interested to join another organisation. I got the FWA, I had asked for. It helped me take care of my baby and be close to him. I really value my employer. One more shared her views I did hear many stories from my friends who are requesting an FWA that suits her. Despite of the repeated requests progress has not made so far. I will be grateful to my employer that I get my shift around my university time table and it really helps me. HR Manger Yes I am very proud to say that NBS is an employer of choice. I am very happy that I am a part of NBS Discussion on the findings (Survey Interviews) According to the results obtained from both qualitative and quantitative research, majority of the employees at NBS are happy about their flexible work arrangements. NBS is trying to ensure a flexible and comfortable work environment for all of its employees. More than 80% of the employees agreed that they are satisfied about the arrangement with their employer and NBS values it employees. Both the interviews and the survey show that 80% of the respondents were able to reduce their stress levels and plan their work around their family commitments creating a perfect harmony. But it is to be noted here that during the interviews an issue about the managers attitudes has come up. In their words I am aware about the legislation and the provision of FWA at NBS. But my manager is not too fond of them. I have to abide by him due to my performance appraisals. So flexible working is out of the question for me. Another Interviewee said I do get my chores done occasionally usin g the flexi-time. But no formal arrangements have been made. I did work hard to achieve this position in the company. I am not ready to lose it. According to the survey 93% of the respondents prefer working flexibly and 85% of them chose NBS because of its flexible work policies. Even though some of the interviewees agreed to it, one person revealed that I think they focus on it because the law required them to do so Despite the above arguments from a minor population of the participants survey has shown that NBS is a dedicated employer which considers the well-being of its employees. 87% of the respondents said that NBS is providing them with the FWA they prefer and it definitely has an impact on the employees levels of Job satisfaction. Even the interviewees admitted that getting work done and still being able to manage issues out of work has significantly improved the employees commitment to the employee. This response supports Burud and Tumolos (2004) statement th at the organisation which uses its flexible strategies effectively is more likely to be efficient and profitable in the short run and better placed for long-term success. This can be justified with the employees responses where they have valued its employer and stated that they love to stay at their current job. This reduces the training recruitment costs making the organisation perform better. As Johnson (1995) says that employees are more likely to leave their job, when they are experiencing conflict between work and family responsibilities. NBS has a very low turnover rate which is healthy for business. But one Interviewee said I do want to change organisations after a bit of time. It gets me a change of environment and I like it. But overall the situation at NBS concerning the retention of staff follows Greenbergs(1990) statement that employees will have a positive attitudes to organisation who they perceive to be treating them fairly. One of the biggest issue s, HR Managers are trying to reduce these days is the levels of absenteeism low levels of absence improves the performance of employees and the organisation. This is supported by Sanchez et al (2007) where it is said that an organisation will be able to achieve sustainable competitive advantage it makes effective use of resource, one of which s low level of absence. Many of the respondents abided by the above statement as using flexi time, compressed hours makes them work out an appointment with the doctor or accommodate other personal circumstances without taking the day off. Overall it can be arguably stated that NBS values its employees as well as realise the business benefits of flexible working. As Clark (2008) says that the flexible working practices can be advantageous to both the organisations and the employees. Since it allows the employees to gain control over their work-life balance, it certainly has its positive effects on the organisations recruitment and retention o n process. Employers who are considerate of their employee needs and treat them fairly are definitely known to have better yields in the long run and it even creates a brand choice for the employees in the market. Summary of the findings and Conclusion The main aim of this paper is to find out the impact of the flexibility on the employee in terms of work-life balance and his commitment to the organisation. It also focussed on how flexible work practices are helping the organisation in effective recruitment and retention of the staff. The research has stated that the flexible practices indeed have a positive effect on the work force in terms of Job satisfactions and balancing their personal life around their work commitments. Unlike the traditional bureaucratic practices employed by the organisations, todays firms are focussing on the development of employee welfare practices in order to cope up with the global competition and expanding customer expectations. NBS has set out its own niche in the current market by providing flexible working practices on a higher note to the employees. The research has found out that flexi time, work from home Remote working) and compressed weeks or hours has been proving beneficial to the emplo yees for a variety of reasons. Since majority of the employees are female (76%) the success at NBS can be attributed to the 13% of the female staff returning to work after their maternity leave. One more success step that has been on NBS account was re-launching the flexible working policies two years ago. This allowed the employees and managers to have a complete awareness on the policies and how it works. The benefits are clearly visible when the researcher compared her survey to NBSs employee survey which has shown that NBS Survey Researchers Survey 76% of people are happy with their WLB 86% AGREED Staff turnover rate is  ½ the industry average. 82% of respondents want to stay in NBS Attracting a wide part of potential employees. 85% AGREED And in addition it has mentioned that operating cost have fallen by  £185 million over the past 3 years. Similarly organisations should strive to imbibe flexible work options to their employees and rea p the benefits. From the case study of NBS, it is conclusively clear that the flexibility in organisation not only benefits the employer or the employee, but the organisation as a whole. Therefore flexible working should be recognised as effective strategy that aids the forms in terms of competitive advantage and long term benefits. Recommendations: Based on the evidence, some recommendations have been formulated by the researcher which when applied effectively may create a better implementation of the currently existing flexible working policies at NBS. Training the managers: Since the concept of flexibility is relatively new, creating awareness about the flexible work policies and its link to WLB and productivity helps to bridge the gap between implementation and rhetoric. Awareness: Employees at NBS have some perceptions and beliefs that taking advantage of the flexible working may push their career backwards. This can be overcome by linking appraisals to performance rather that number of hours worked. Links with Government: Taking advantage of the government support schemes and training programs for employees helps overcome the shadows of FWA. E.g.: www.acas.org.uk www.bis.org.uk www.flexibility.co.uk Strategic creation of jobs those are flexible in nature. Onsite child care: Since the workforce comprises 80% of female employees building a crà ¨che facility would be beneficial or helping with childcare. HSBC runs a crà ¨che for its employees children instead of part of their salary. But onsite child care helps the mums to overcome the anxiety of leaving the child at some other nursery faraway. Annual employee surveys and publishing the results on the intranet and newsletters helps the employee to know about the flexible working results and importance.

The Ethics And Laws Of Healthcare - 1234 Words

It is important that we act in a way that is ethical, legal, and commendable. Medical professionals struggle with healthcare dilemmas that are not experienced by the general public. Medical-ethical decisions have become increasingly complicated with the advancement of medical science and technology. (Fremgen) Just like the government has laws for citizens, not having laws in healthcare would allow people to do anything they want. It is important that we study the ethics and laws of healthcare, because if we were put in a situation it is essential that we know the difference between right and wrong. In the article I found, it talks about a nurse who refuses to give CPR to an older woman who collapsed in a senior residence where she works. This article has many more ethical issues than legal issues. In most senior living homes there is a company policy that does not allow the nurse to give a resident CPR. I was not surprised to learn that there was â€Å"company policy† about a nurse in an independent seniors’ residence not giving nursing care. The law does not actually allow what we think of as hands-on nursing to be given to residents who are not in a skilled nursing facility (nursing home). Neither the state nor federal departments of health license or regulate independent living or assisted living homes. (Rosenblatt) It is sad to think this nurse did not help out this elder woman when she is trained in giving people CPR. This is definitely a medical ethics issue. The nurseShow MoreRelatedLaw And Ethics Healthcare Case Study1186 Words   |  5 PagesLaw and Ethics Healthcare Case Study: Introduction How would you feel if you went to the hospital and the staff treated you differently because of the way you looked or your social status? The phrase everyone should be treated equally is often easier said than done. Especially in the healthcare field, this is often a topic of interest. Healthcare providers are suppose to treat every patient that enters the hospital the same no matter the patient s race, religion, social class, and ethnical backgroundRead MoreEssay on Ethical Self-Assessment866 Words   |  4 PagesEthical Self-Assessment Paper Tiffany Renee April 19, 2011 HCS545 Health Law and Ethics Ethical Self-Assessment Paper Healthcare professionals are faced with making multi-faceted decisions on a daily basis. These decisions are not just limited to clinicalRead MoreHealth Coverage Through The Private Market1008 Words   |  5 Pagessharp increase in articles in recent years addressing ethics in healthcare with the rapid reforms and the millions added to healthcare coverage. The American Medical Association published just this month an article titled, â€Å"Ethics in Expanding Health Coverage through the private market†. (2015 #13). As this may not address specific compliance concerns, it does present an over all concern for the implications of the ACA, primarily being that this law does not guarantee coverage for all citizens and theRead MoreCode Of Ethics And National And International Charters1023 Words   |  5 PagesBody paragraph – code of ethics and national and international charters. In addition to the analysis for the case study, there are code of the ethics and laws in place that health professionals such as nurses must apply, when considering what should be done for the patient at the end-of-life. According to Kerridge et al., (2013) the law and ethics are different yet interrelated, the law are compulsory regulations that health practitioners must adhere to. The code of ethics in Australia, is a guideRead MoreNegligence Wrongful Death Suit1747 Words   |  7 PagesNegligence 1 Negligence: Wrongful Death Suit September 26, 2010 Negligence 2 Negligence: Wrongful Death Suit The healthcare industry is booming and people will always need to be cared for at hospitals, doctor’s offices, and etc. Healthcare professionals must be careful and focused on everything they are doing with their patients. They must keep track of patients’ charts and medical procedures. If something goes wrong with the patients’ medication, surgery, or treatment and causesRead More Codes of Ethics in Health Care Essay995 Words   |  4 Pagesprovide a procedure if a code violation occurs. Medical ethics began as a professional code for physicians and has now expanded and includes a variety of health care professions and health care organizations. The growth of medical knowledge and technology have grown so have the concerns that ethical standards and issues facing our society today may be compromised or not appropriately addressed (Littleton et al., 2010). Identify Codes of Ethics Applicable in My Professional Practice I am a memberRead MoreTransition Paper1210 Words   |  5 Pagesï » ¿Transition Paper Assignment NR 101 Ethics in Nursing In the world of medical ethics no sector of healthcare has been under more scrutiny and has drawn more phisophical debates, been under review or been a more sensitive and critical part of the healthcare field than the world of ethics in the field of nursing. Nursing is one of the most pivotal aspects of every medical practice in the world. And today the importance of nursing ethics is ruling right up there with the importance of oxygen. Read MoreThe Problem Of Network Security959 Words   |  4 Pagesbasis. A startup healthcare company has many challenges in the market as new cyber threats come every seconds which impel network security administrator to enforce strict rules and measures. A company information technology structure set up will determine its protection. A risk analysis is important to discover flaws and recommend measures that administrators need to take. As for any startup company, the needs to a good information technology structure plan is paramount. ABC Healthcare is new with 50Read MoreCritically Evaluate Medical Ethics And Legal Issues1263 Words   |  6 PagesCritically evaluate medical ethics and legal issues Introduction Medical ethics and legal issues have been a key topic in medical field for many years now. It is important for medical professionals to understand the importance of the way we care for patients, it is therefore important to be knowledgeable and aware of the medical ethics and legal issues that govern good patient care. Health care professionals must make decisions based on ethical and legal issues to performance their regular dutiesRead MoreBusiness Practices Of The West Houston Medical Center Organization847 Words   |  4 PagesBusiness practices, in addition to guidelines on the matter of probable controversial impediments are a component of organizational ethics. This type of ethics is frequently motivated by the law; a copious amount of organizations practice ethics in order to be accepted by the community, not to mention in order to ensure a successful business. Ethical values can have a focal point on organizational concerns which assist the company in adhere to respectable p ractices within their establishment or corporation

Hi, My Name Is Katie Hughes And This Is My Friend Sarah Seal. We Live Essay Example For Students

Hi, My Name Is Katie Hughes And This Is My Friend Sarah Seal. We Live Essay in New Orleans, Louisiana. Sarah does not live in a normal house, but in a mansion, she is my next door neighbor. The mansion is in a big neighborhood called Oakwood Estates. It is equipped with a swimming pool and two tennis courts in their backyard. We attend St. Matthews School which is down the street. Sarahs parents grew up in the French Quarter, before it was so dangerous like it is today. She has a sister who is fourteen and a brother who is four. For fun Sarah has a lemonade stand where she sells scrumptious lemonade and cookies. With this money she buys Beanie Babies. Kristen Parker is our other best friend. We are inseparable, like peas and carrots. In Sarahs spare time she likes to play tennis, swim, shop and play with her friends. Sarah has long black hair that she keeps it braided, she is normal size for her age (7), and she has the prettiest smile and she is also an American. She loves to buy her clothes at the Limited Too and Gap Kids because they always have the clot hes that are in style. We have had plenty of memories together so let Sarah tell you about the time that Katie and I, almost had to move across town. The Time Katie Almost had to Move Across TownIt was a dreary rainy afternoon; Kristen and Katie were over at my house playing when Katie broke the bad news to us. She told us that her mom was going to have triplets and since their house was not large enough they would have to move across town to a larger house. We were startled! We have been best friends and neighbors since we were babies and we were not going to be separated now. Katies parents found the perfect house across town that they thought would be big enough for their family. They thought that it would be the perfect house to raise their family in, but they really wanted the Stuarts house, a house down the street. If the Stuarts house went up for sale they would definitely buy it. Katie and I were so upset. We kept on begging Katies parents to talk to the Stuarts about selling their house. They thought that the Stuarts were not ready to sell. Little did they know that the Stuarts had been quietly talking about selling their home. Later on during that week Katies parents were talking to the Stuarts about their move. The Stuarts mentioned that they wanted to move to a smaller house somewhere in the neighborhood. Their kids were off at college and they didnt need that much room anymore. When Mr. and Mrs. Hughes heard this they told the Stuarts that they wanted to buy their house, and that they could buy their house. In other words buy eachothers house. The Stuarts loved the idea and they both got the house that they wanted. Katie called me as soon as they told her the wonderful news. She was very cheerful and happy. Katie and I had a tea party with our beanie babies to celebrate the good news.