Budgetary Control Assignment Example | Topics and Well Written Essays - 2000 words

Budgetary Control - Assignment Example Accounting practices such as, budgetary control and performance management prevails within organizations and as such they are part of organization’s wider environment (Scott, 2001). The practice of budgetary control has the potential to create several ways of social and organizational functioning and this practice often goes through certain modifications in response to changes in organizational form and society (Hopwood, 1994). As a consequence of this, budgetary control and performance management practices are by no means stationary phenomena within organizations. These practices that change over time are not homogenous and can take a different shape in response to varying contents, places and times. The management accounting practice of budgetary control and its subsequent use in performance management and reporting are considered to be very important in current business environment (Fowler, 2008). The requirement to adopt such accounting techniques was a tenet in the 90s followed by majority of world organizations. The usage of budgetary control as an accounting practice has evolved since then, precisely because of its significant contribution in the field of organizational performance management (Stieglitz and Heine, 2007). In order to be able to critically evaluate the claim regarding use of budgetary control in performance management, the researcher will have to conduct a thorough review of empirical literatures, encompassing each and every aspect of budgetary control with an aim to establish a relationship between budgetary control and performance management. It is widely known that resources of an organization need to be efficiently and effectively managed in order to achieve organizational objectives. This implies that organizations must have the ability to achieve its objectives by adopting cost effective strategies. Thus, management of performance requires coordination and control of the efforts made by an

Information Systems in Business Essay Example for Free

Information Systems in Business Essay List of the databases in which data about you exists †¢Flat- file data bases. The flat file databases are used to store small amounts of data that is required to be edited by the hand. They are made up of files strings that combine one or more files and they are effective in storing simple data lists but they become complex if the data structures are replicated. Flat file databases require a simple approach to the methods of storing data, therefore if complex data types are stored, the file become unreadable for the individual using the data bases. Many companies use the flat file data bases in storing their data since they are easily assessed and edited (Matthias, 2003). †¢Server databases The server databases uses the Internet and it is easily accessed by the clients at any time, for instance, 24 hours, one week. The clients are able to access the websites in order to retrieve the data. Server databases are applicable to many companies that require to make applications and communications on data issues anywhere in the world. Server databases have a special feature that allows the clients to provide specific data requests from the database and then it is the responsibility of the database to perform the function (Matthias, 2003). †¢Relational databases An example of a rational database includes the SQL server databases. These types of databases uses a logical formulation in the processes that they store data. For instance presentation of tables in data storing where by each field is described by a certain character. The realtions in the databases are described when the characters are linked with one another. many companies uses the relational data,bases since they are effective when they are designed propely and therfre resulting to clear data analysis without any duplication (Bing, 2011). ii): Make a list of the databases in which data about you exists. How is the data in each database captured, updated and how often? What data privacy concerns do you have? Explain briefly. Data sources are defined by their portability mechanisms and the independent approaches that enhances the connection of the databases. There are different types of data sources and they are introduced to define a certain database. An application can be used to define different types of database by changing the components of the data source. There are three different types of data sources, managed data sources,native data source and operational data sources (Pang,2001). †¢Managed data sources Managed data sources define the approaches used in error handling mechanisms, connections pooling as well as global transaction management. Since they are applicable on global transactions they are usually updated on daily basis. A managed data source in a data warehouse provides all the implementation mechanisms and interfaces that are issued in the data source. The warehouse can be able to use the managed data source in the participation of global transactions (Pang,2001). †¢Native data sources Native data sources are significant in the warehouse interface and are provided by the vendor’s sich as oracle. The native data source are different from the managed data source since the connections cannot be retrieved in global transaction. They are updated with several approaches depending on the information to be retrieved. Operational data sources All operational data sources applicable in a warehouse are used in the management of data in different sectors. The data sources are retrieved through the application of connections that enhance the operational process of data retrieving and enhancement effective. In a datawarehouse basis, information of data is retrieved from more than one ideal source therefore the application of the operational data source defines different strategies of connection to effectively define a certain data. ii): Using your company of choice example from above, explain the type of decision support that thecompany can benefit from implementation of a data warehouse. Within this context, what would bethe role of data mining? Decision support systems are important computerized information that enhances the strategies that are used in decision making (Power, 2002). The decision makers are able to use the networking communication technology, data information and other models to enhance the approach of decision making. Decision support systems are significant in the company since they provide information on graphical approaches and include expertise application on artificial intelligence (Power, 2002). BLM Company is entitled to use the communication driven decision support system that has a responsibility in targeting internal patterns. The importance of the communication driven decision support system is to enhance individual collaboration. The technology that is applied in this type of decision support system includes the client services for instance, instant messaging. Role of data mining †¢analyzing Data mining softwares are important in analyzing data from different perspectives (Bing, 2011). It analyses, categories,summaries and indicates the relationship that occurs in a given data. Data mining procedures are effective since they analyses the total components that the user wants prefers effectively. †¢Determination of valuable information Data mining is defined as the processes that are used by data software to analyses, summaries useful content. Data mining provides all the knowledge that is required to uncover certain figures related with information retrieval for several applications. In such cases, cross tabulation information, decision trees applications can assist in the retrieving of certain valuable information. QUESTION 2: Enterprise Content Management (ECM) helps companies to capture, organize and analyze particularly unstructured content to deliver better business. ECM technologies cover a broad set of capabilities. With the help of examples name and briefly explain three of such capabilities. †¢Document management capability Every department in an organization is conversant with document management capabilities. The role of ECM In most of the organization is to assist the organization on the approaches associated with document management through the introduction of policies that requires documentation cycle. ECM applies centralized methods repositories that enhance the mechanisms of discovering the information effectively and therefore the set policies enable tracking of information in the organization through the application of bar codes and labels(Handy, 2009). The centralized mechanisms have ensured that storage and protection of informations against any unauthorized use, hence they offer security on information. Record management capabilities Record management capabilities has been known as a secondary task, strategies that are associated with this capability include, the requirements on clear records assignments within the departments. Record management capabilities ensure that records are well updated in the organization to ensure that the organization maximizes transparency. The record management capabilities provides the managers with an opportunity to set up the records according to the organizations filing plans. †¢Web content management capabilities The development of web content management capabilities ensures that the organization is able to communicate effectively with employees and customers. Web content management capabilities ensures that the organizations is in a position to manage different sectors for instance multilingual Internet sites and mobile services while it ensures that these sectors are effectively updated. Summary of the findings IBM is a worldwide known company that applies the enterprise content management with software application. They provide semantic data management software within the organization. Question 3 Write the lecture summary relating to Week 9 – Topic: Data Warehouse and Data Mining data warehouse Companies are entitled with different sorts of information. The traditional methods of data storage include, invoices, sales and distribution were developed by many companies and it was a hard task that required a lot of computing producing biased and inaccurate information. With the recent innovations of technology and information systems data management and warehousing has become an easy process (Michael, 2009). The effective use of Data warehousing provides an approach of combining all the information that is required by the company. Data warehousing includes the application of all the companies data storage and the retrieving of any information is made easy. Data warehousing is made effectively through the strategies that are associated with the retrieving of information for instance, the selection process of a certain area to retrieve the data, keying of individual as the subject matter and any data information is retrieved and the group team of the organization develops extraction programs. Data warehousing is applicable in coordination of information and copying of data within the organization and outside the organization(Michael, 2009). Trusting data sources. Data warehouse is subjected with different departments with a large number of data sources from the external departments. An organization can lack the control on the quality retrieval of data into the data warehouse, and sometimes it can be a difficult process to access how the data is refreshed. The data sources used by the organization are diverse; therefore there is the need to determine strategies that can be applied in trusting data sources. Tools The tools include the simple reporting query tools which are used to tell us what has happened. On-line analytical processing gives a reason of the happenings †¢executive information system extracts information on the users who want to mess with the data warehouse †¢ data mining processes includes the all the statistical techniques that are advanced with intellectual research properties. Data mining components include, cross z softwares and the IBM . The architecture- centralised or distributed. If the data is termed as centralized then it means that only one database is applicable to a specific hardware for the access of all users. QUESTION 4 Features and tools in face book The features and tools in facebook have different importances on the representation of the companies, public figures, bands. They are the key tools of the entities and they include pages and the profile subscribers. †¢The pages Pages are used to represent company’s public figures, bands. The pages can be applicable to †¢Profiles with subscribe Profiles with subscribe consists of the strategies that an individual uses to subscribe to another person. In this case the profile with subscribes are used by multiple individuals and they include, news feed, find friends Entity attribute value model(EAV) Entity attribute value model is a data model that is used to define entity where by the parameters and properties are used to explain them. The number that is used to describe each entity is relatively modest. This model is also known as the space matrix model. Structure of an EAV table The data that is represented is defined in a spacious approach that is capable of storing the entire space matrix that is composed of occupied values. In the EAV model each parameter and property describes the entire entity and each row that is represented. In EAV model, it stores a single component. The EAV tables are also described as long and skinny in which the long strategies describe a specific number of rows while the skinny description defines the number of the columns (Michael, 2009). Data in EAV table is recorded and retrieved in three columns, entity, the parameters and the values. The entity colum defines the item description and the parameter column defines the attribute characters for instance, name, and ID and the value define the attributes.

Recruitment And Selection Processes

Recruitment And Selection Processes In todays world, recruitment and selection policy plays an important role in the workplace around the globe where it is the key success factors in any business. Recruitment is the process of seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected. However, selection is the process that choosing from a group of applicants the best qualified candidates. (Stone 2005, pp.187) Both the recruitment and selection are different management functions, but they can lead the employers to identify the right person for the right job. Thus, it also can help in increase effectiveness of organization. The relationship between employers and employees can seek a big different if compared to past decades. Existing of industrial relations and labor laws has created a protectionism and healthy environment for both parties in the workplace. However, there are still some issues existing in the society nowadays, especially unfair discrimination issue occur in some industries. In fact, those unlawful, unfair treatments or discrimination to the employees may increase the costs and turnover rate in the organization and thus lower the workforces morale. Without recruitment and selection policy, organization may simply hire workers to fit the vacancy spaces even candidates are lack of knowledge, ability, experience, or skill. Besides, numbers of foreign labors is increased from year to year whereby help company to save costs by employed labors in low salary. But, this caused unemployment rate increased and thus uncertainty is possible at the same time by increased in such activities like crime, strike, fighting, and so on. With no expertise workers, there is no doubt that organization will carry out low performance and unsatisfied services or products to the users. The inefficiency and ineffectiveness of the organization might affect its overall performance and reputation indirectly. In order to change the situation and increase the profit, organization may need to make some improvement like give the employees some jobs training and this will increase the costs indirectly. Therefore, it is needed for every organization to ensure that the jobs are suited to offer to workers with abilities by applying recruitment and selection policy to avoid unnecessary expenses. This research study can help everyone to understand the important of recruitment and selection policy toward the organizations in all industries. The information might able to achieve future goals by clearly define the influential of the policy within the organization. Besides that, organizations can also find this information as for their human resource management improvement. Furthermore, the general objective of doing this research study is to identify the recruitment and selection policy can help good relations by ensuring that workers are engaged for jobs suited to their abilities and workers can get satisfaction in their jobs. Secondly, this research study can lead to understand how the policy help organization performs in more effective ways in order to make a right choice. Employer need to choose the most suitable employee to help increase performance of organization. Thirdly, it is important to understand how policy creates a healthy workplace by providing fair treatment to everyone for gaining win-win situation in both employers and employees. That mean organization performance can get improvement and employees can get fully satisfaction in their jobs. Lastly, it is needed to study whether the recruitment and selection policy can make changes in human lifestyle such as better or worse, high educated, skillful, knowledgeable, and so on. 2.0 Literature Review Recruitment and selection are the two important processes under Human Resource department in an organization. Good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and also ensured workers are engaged for jobs suited to their abilities. A study made by Hsu Y.R, et al., 2000, found that it is important to have Human Resource managers on the board participating in the development of corporate strategy and that it is important to integrate Human Resource Management policy fully with corporate strategy. However, there are issues pertaining to recruitment and selection policies in industrial relation between employers and employees. In Anastasi, 1988, p-144; Bible, 1990, Cascio, 1987, p. 132; Hutfcut, 1990; Seymour, 1988; Thornton, in press) studies as cited in Smither J.W., et al (n.d) studies, it says that applicant perceived selection procedures as lacking in validity, or otherwise regarded as offensive or intrusive, are more likely to be viewed as unfair, unethical, or immoral issues resulting in more complaints and court challenges. By perceiving unlawful and unfair treatments by employers, workers motivation level to perform well will be lowered down and in turn will increase the costs and turnover rate in the organization. Besides that, Smither J.W. et al, (n.d), also mention that those workers who does not like an organizations policies, practices, or style is likely to go job shopping somewhere else. Changes in workforce demographics may also increase the difficulty to attract and recruit enough qualified workers. The types of benefits can be influence by the demographic factors as well. For example, medical coverage, life insurance, and retirement benefits will be more likely for older workforce. On the other hand, workers under 30 tend to be more interested in flexibility, technology, and training. Therefore, the policies provide for employees should not a one size fits all approach; organizations can provide employees options for customizing a benefits package to match their individual needs (John C.R., 2009).The research made by Hsu Y.R., et al., (2000) on recruitment and selection policies in Taiwan found that the internal recruitment method are commonly used by the responding firm in Taiwan and may not only motivate workers to perform better and increase their commitment towards the organization, but may also improve their job security through upward or lateral career oppor tunities. In Sparrow, P. et al., (1994) study (as cited in Hsu Y.R., et al., (2000) mentioned that by using internal personnel sources effectively, it may also allow management to observe and assess the abilities of employees accurately given the accrued knowledge gathered over the employment relationship. This may avoid management from recruiting and selecting workers that are lack of knowledge, ability and experience to fit into the vacancy spaces besides helping the management to maintain good industrial relations with workers. There is still having some organization discrimination about the union. In the organizational for Economic Co-operation and Development there is declining in union density (Visser,2006; Peetz, 1998). Some of the companies have specific selection criteria to make sure they get staff that are culturally fit with what the companies culture and wish to avoid employees that have strongly unionized, preferring those from non-union (Rae Cooper, et al.,2009). This show that, in the early stage which is selection, organization already tend to choose those not union and those who are unions no chance to get the job. In addition, some companies recruitment policy have stated that they not to employ union members. At the recruitment meeting, human resource consultants and customer service managers have come out a question that whether the workers worked at company that was heavily unionized company can make a good team fit (Rae Cooper, et al., 2009). Joining the non-union organization, workers a re not protected under union and it will relate to more issues like unsatisfied on their working condition, payment, bonus, and others. Furthermore, this will lead to the unfair/unhappiness or workers. So, it cant maintain a good industrial relation between management and workers. There are suggestion that the varied and multilayered de-unionization tactics were not mutually exclusive, as the soft and informal human resources policies only hidden away the more clear and proper plan by employers to break collective representation at the workplace level ( Rae Cooper, et al., 2009). Multinational enterprise (MNE) has facing the problem that in different countries the Human resource procedures are different. Multinational enterprise facing difficulty to transmit their employee relations practices between contrary units operating in different countries. MNEs are important agents in transmitting industrial relations and other employment relations practices across national and cultural borders argued by Sparrow et al, 1994. The improvement in working conditions introduced by the collective agreement since 1989, lower the labor turnover. Organization should not be underestimated the importance of recruiting suitable individuals into an organization (Tony Royle, 1999). Recruit suitable employees into an organization can help increase the performance of organizations and lower down the turnover in the organizations. However, an organization is able to take benefit of employees who share common traits, kicking out those who may question managerial right, have notions of worker solidarity and an interest in trade union representation (Royle, 1998). 3.0 Content analysis Recruitment and selections policy plays vital important role in ensuring that the organization recruiting the qualified workers for job which are commensurate with their abilities. Recruitment and selection is usually central workforce development issues and challenges for the growing and smaller organization nowadays. The employers or human resources should always define the qualifications and experience that needed for the vacant job clearly by ensuring that the applicants skills or abilities that employed are fit with the job. There are always two primary issues that should be concerned by the recruiter or employer which are discrimination that due to the use of informal methods of recruitment and possibility that selection process being skewed by the initial recruitment phrase. Sometimes, discrimination is happen indirectly and unconsciously throughout the procedure. When discrimination occurs, the employer may miss the opportunity of getting the appropriate applicants that suite d with the job. Thus, fair and equity recruitment and selection procedures need to be emphasized to ensure that all applicants have equal employment opportunity so that the company can employ the most suitable applicants for the job that match with their ability. In additional, there are three steps should be taken by the organization which are develop an up to date job description, develop effective recruitment strategy that concern the recruitment sources and recruiter and evaluate the recruitment strategy. Recruitment process and methods also need to check regularly and evaluate now and then. In order to ensure that the candidate engage to the job that suited with their abilities, the employer may explain term and conditions of employment to applicant before they are engaged for the job. By explaining the employment condition to the applicants, they will know more about the job scope and determine whether they are engage for the right job. At the same time, it helps to decrease the tendency of industry relation problems occur at anytime. Besides, selection techniques also plays crucial role in getting right person for the job. The employers must always make sure that the selection is based on suitability for the job and ensure that the recruitment processes are carried out by the competent recruiters that are experience and knowledgeable in human resources field. Once the applicants are proceeding to selection phrase, the individual or panel interview, test, role play activity or reference check will be carried out. Job knowledge test helps to measure the understanding of applicants regard to the job (Compton, 1996). The organizations are encouraged to follow competencies model in recruiting and selecting the applicants as it seeks to identify abilities needed to perform job well rather than focusing on applicant personal characteristics. Moreover, the employers of organization are most likely applying internal recruitment method which is filling the vacancy by transfer or promotions before recruit from outside. These can be supported by the example of recruitment and selection in Australia. In Australia, recruitment from within method is commonly practice by the organization (Nankervis et al., 2002).Filling the job vacancy through transfer or promotions will helps the organization to save up some additional recruiting, selecting and training cost as current employee knows the organization well. Advertising and recruitment agencies are also widely used by organization in Australian as these recruitment methods help to reach large audience of applicants (Gill, 2000). Furthermore, existences of rec ruitment agencies help the organization to match the applicants abilities with the job vacancy. During the selection phrase, the organization in Australia will emphasize on interview, tests and reference check. Interview is important step in selection (Compton, 1996) and common selection tools for many companies ( Huffcult Arthur, 1994). In China, recruitment methods such as advertisement, job fairs, and corporate co-ordination are being practice by organization while for the selection techniques, Interview, tests and behavioral events are exercised by the organization. For example, increasing use of interactive role play during selection phrase helps to ensure that the applicants are engaged for the job that matched with their abilities. Selection phrase is important as it is process of choosing from group of applicants that individual best suited for particular position (Mondy Noe, 1993). Thus, the effectiveness of recruitment will definitely has impact on the efficiency of selection process. Jakob Bjurgert and Johan Karlsson from University of Gothenburg conducted a case study to get insight of hotel industry in Gothenburg, and examine whether internal recruitment could be a key success factor and if it solely could motivate employees. They investigate whether internal recruitment strategy sufficiency to be an incentive compensation system, and find out any difference of view on incentive system in the hotel industry, between the employees and the managements. They found that there are two different types of employees existing, where the first category employees were young and eager climbing the carrier ladder. For them, internal recruitment solely works as an incentive compensation plus motivation to stay in the company. Regarding to the second group, they were those mainly care about a stabile income and job security. Those employees simply less concern about promotion, but would rather appreciate a higher salary. Results from their evaluation also shown discrepancy between the managements and the employees view of the incentive system. An incentive compensation system existed in hotel did not works as motivational factors which from employees viewpoint, it was rather as a guideline to behave well service-minded manner. Merchant and Van d.S. (2007) described an incentive compensation system in terms of monetary and non-monetary rewards. Non-monetary rewards often consist of promotion, personal independence, rising in rank or position, autonomy, and recognition. Incentive compensation system aims to tie rewards to performance valuations. The system informs and reminds workers about what results are important, and motivates them to achieve these results. Incentive compensation systems are important for a firm in order to drive employees put more effort into their job. It is also personnel-related in terms of attracting the right person for the working place. Internal recruitment is one of the most popular incentive systems and become an old tradition in the hotel industry, as one of the non-monetary rewards. It is important for hotel industry in the service sector to have served minded employees. The industry is strongly dependent on their staff because they who are the frontline serve the customers and were important marketing tools. Motivation is needed as a force to push up performance. Through incentive compensation systems the hotel managers can design individual programs to motivate, retain and help attracting employees. (Karthik N.,Li M.,Zhaob X.,2006). However, increase the rewards can be devastating because the employees will then concerning more about the bonuses than to serve best quality to the customer.(Bjurgert J. Karlsson J.,2010) The work in a hotel is characterized by low status or low salaries, having intensive tasks and few chances to get promoted. Thus, motivation is one important tool to affect the behavior of the employees. To achieve motivated employees in the hotel industry, factors such as good salary a safe workplace, possibilities to get promoted and a good working atmosphere need to be fulfilled.(Simon T.Enz C.,1995). Zeithaml, V.A and Bitner, M.J. (2003) stated that before company recruiting a new employee, it is vital to analyze to see whether the potential employee is motivated to work in a service minded way. The hotel industry has a high labor turnover, due to long business hour, and minimum wages offered. New recruitments and learning processes cost time plus money, and company also loose competence and productivity. Nevertheless high turnover help s companies to lower down cost by offering employee the minimum salary when they first enter the company. Thus it is interesting to examine whether it is possible to stimulate and motivate employees solely through internal recruitment. Employees have to be motivated for the right thing, which is connected to the companys goals and visions. Increase workers salary and increase their responsibility and recognition when worker being internally recruited. The management needs to know how to motivate their employees with rewards. It is also important that the employees know how they are judged and how they should effort to reach these rewards. HRdictionary.com defined internal recruitment as the process of filling vacancies by recruiting staff from inside the company . According to Dessler G. (2010), the advantage of internal recruitment is getting more commitment from current to the company. Morale may also rise if employees see promotions as rewards for loyalty and competence. Moreover, inside candidates require less orientation and training than outsiders. At Gothenburg, internal recruitment in the hotel industry is frequently practiced by large hotel chains, where the supply of workers is large, and most positions are standardized.(Bjurgert J. Karlsson J.,2010). Most of the job advertisements go through via internal and external portal, where both internal and external applicants have a chance to getting the job. Even though they also advertise externally, most positions are filled with internal candidates. This could be explained by the size of the company, and high supply of candidates. 4.0 Conclusion In this study we can conclude that a good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and can also help to identify that job can suit with the skills and abilities of employee. A good recruitment and selection process can give employer and employee achieve win-win situation. Recruitment and selection processes are main factor can help organization get successful in their business. In order placing a right people in right job is very important. This is because when worker enjoy satisfaction with their job, while can improve performance of worker. Thus, it also will help to improve overall performance of organization. In the recruitment and selection process, employer needs to pay more attention and aware on the skills, abilities, knowledge, and experience of candidates. Employer should be aware those requirement of candidates, so that can fully apply in the organization and integrate in the organization culture. Besides, those skills can effectively help in improve performance and profitability of organization. In additional, employee can also get fully satisfaction in their job because their skills can fully apply in job. In my opinion in the view point of employer, before start recruitment and selection process, employer must have clear idea about what kind of employee they want to seek and what kind of experience a potential employee to have had. It can help employer to raise success rate in the selection process by decreasing number of visibly under qualified or overqualified job applicants. Thus, employer also need to make sure what organization can offer will fix what job applicants desire such as salary, work hours, working conditions, working environment and so on. It can help in reduce the probability employee which recruited and will leave in the short period. Employer can provide recruitment agency or recruitment consultant to carry out company recruitment and selection process. Employer just needs to simple describe out what kind of employee they desire to get. After that, recruitment agency will help employer to make interview with all job applicants and then help them to find out the most suitable person. Next, in the view point of employee, before interview candidates should be ready to provide feedback of any kind of questions and prepare to answer different kind of questions during that interview. Before the interview, candidates need very clearly know about what kind of job they interested in. Furthermore, candidates can try to identify what kind of question may ask by employer and they need to how answer question to show their skills and abilities to get the job.

Media Snatching :: Kidnapping Baby Snatching Essays

Media Snatching Baby snatchings and kidnappings have gotten popular attention in the past decades. Through media exploitation, safety awareness and fear inside of parents have heightened. No longer has an isolated case of a baby snatching become the scare of the day-it is the scare for a child’s first years. Are baby snatching and kidnapping a reality to everyone? Should everyone with a child fear that child’s abduction, or is it only a made up reality within the media? The fear of a baby or young child being abducted is natural and understandable. It is otherwise unfortunate that the media is able to use its power to purport a crime wave on a seemingly low-rate crime. Through extensive media coverage, parents and the world can perceive any place as a possible risk for child abductors. This point is expressed by Furedi when he states, â€Å"The intense level of media attention paid to the rare instances of baby-snatching has contributed to widespread demands for hospital security.† Frank Furedi is not the only person to comment on media coverage spreading angst. One article talks about Guatemala and its people’s fears of baby snatching and then the baby’s body parts being sold in the United States. Even after years of rumors of this type of believed behavior had subsided, a new wave of fear had returned to hit a group of people. â€Å"†¦Rumors about body part sales tap into ‘deep reservoirs of fear and anxietyâ€℠¢ among parents and are widely believed ‘despite total lack of evidence’.† Obviously, this statement is a clear example of how easily the public’s fears are created and manipulated by the media. Once an article or a telecast of some story is released, a public’s perception is changed, no matter if the intent of the media is to caution or to merely inform. This demonstrates the media’s power and how easily the public is a victim whether or not it is the media’s intention. Newspapers, television, magazine articles, and movies are all forms of communication that have contributed to spreading the baby snatching alarm. Not all times are these types of media correct with informing the public viewer. Sometimes the media can be so personable that it is made to seem like it could be happening everywhere and right under the noses of parents. This is an absurd but subtle accusation made by media coverage. For example, the Oregon Association of Hospitals and Health Systems put out an article on a way of thwarting baby snatchings.

Outline and evaluate research into the effects of deprivation Essay

In the 1950’s Robertson (on behalf of Bowlby) carried out observations of 49 children aged 1-4 over a two-year period of children separated from their main caregiver(s) due to hospitalisation or being placed in a residential nursery because their main caregiver had to be hospitalised. Findings reliably showed that the effects of deprivation pass through three distinct stages: the immediate response to separation is ‘protest’ followed by despair and then followed by detachment. In the protest the child cries and is unable to be comforted by caregivers with which an attachment has not been formed. In the despair stage the child eventually becomes calmer but is uninterested in others and no longer searches for the caregiver with which an attachment has been formed. In the detachment the child appears to be coping well nevertheless the child tends to treat others all in a similar superficial manner. Furthermore if the attachment-figure returns the ‘abandoned’ child behaves in a very detached manner towards the main caregiver often ignoring or rejecting their ‘advances’. (AO1) Robertson’s research reliably showed the effects of deprivation over a two-year period. Nevertheless this research used an opportunity sample which was very small consequently it may lack external validity in that it may mean that the findings cannot be generalised to situations other than hospitals or residential nurseries nor situations involving reasons for separation other than hospitalisation of the child or main caregiver. However because this study was a naturalistic observation of children experiencing real deprivation in a real-life situation the study might well have high external validity in that the research situation does represent real life. Nevertheless whilst a naturalistic observational method may well be high in terms of external validity it often lacks internal validity as the researcher makes no attempt to control variables and therefore Robertson may not be measuring what he claims to measure – i.e. the effects of separation – but, instead may be measuring the effects of something else – such as the child’s reaction to being placed in a very unfamiliar environment. (AO2) Bowlby (1946) carried out a retrospective study on 88 children that had been referred to his psychiatric clinic because they were suffering psychological disturbances. Half of these children showed delinquent behaviour in that they had a criminal record for theft and 14 of these ‘thieves’ displayed an ‘affectionless’ personality the other 44 children were emotionally disturbed children but did not show delinquent behaviour. When Bowlby investigated the children’s life histories he found that 17 of the 44 children in the ‘delinquent group’ had experienced separation/deprivation from their mothers for more than 6 months during the first four years of life, whereas only 2 in the ’emotionally disturbed group had experienced this. Bowlby concluded that maternal deprivation played the major role in causing delinquency in later life. This appears to suggest that early separations may well be related to later emotional maladjustment. (AO1) However a number of criticisms can be aimed at Bowlby’s research, for example:Â  The data on separation were collected retrospectively and may not be reliable or valid. (AO2)Â  Even though only two of the non-delinquent group had suffered deprivation all were suffering from psychological disturbances suggesting that deprivation does have negative effects on development; however many children experience deprivation and do not suffer and long-term serious psychological problems suggesting that it is not as ‘clear cut’ as Bowlby is suggesting. (AO2) Bowlby’s sample was biased in that all of the children in the sample were maladjusted in some way and therefore is not representative and probably not generalisable to children who are not maladjusted in some way. The sample is also too small to be representative of the population. (AO2)Â  Bowlby makes the assumption that maternal deprivation was the major cause of maladjustment when it could have been due to many other factors, for example, being placed in strange and frightening environments, lack of attention from any potential caregiver, etc. (AO2) Bowlby’s research may well have been biased as he was employed to do such research by the World Health Organisation for political purposes. That is Bowlby’s work was used to support governments eager to encourage women to return to the home and leave the workplace after World War II. In reaction to this, feminists cited anthropological research from around the world to show that sole care by the mother was a recent Western invention. They also point out that in cultures where the mother was not the main caregiver or played little if any role in care-giving the children were not maladapted and grew up to be socialised, well-adjusted adults. (AO2)

Nikola Tesla Essays

Nikola Tesla Essays Nikola Tesla Essay Nikola Tesla Essay Nikola TeslaBy far the most controversial scientist in mankind history. Father of alternate current. Edisons main rival. Elecktrotechnical magician and many more. This is just a few nicknames for such an outstanding person – Nikola Tesla. I have been impressed by this great man, since my high school, as I was studying electrotechnics after my decision to become a technician was made. His brilliant inventions have caught my heart and have never released it.Nikola Tesla was an american inventor with Serbian roots, born in nowadays Croatia in the middle 18?s. It have not took a long time and his talent was revealed by professors at the university who put him to progressive physics experiments. After studies he worked as technician for many companies, since finally he moved to America, consequently where he started to cooperate with T.A. Edison. In spite of their mutual assets, Nikola was much more oriented to electromagnetic fields and alternate current, which he is going to inve nt later. Due to growing conflict they splitted up. The â€Å"war of currents† could have began.Nikola Tesla is nearly as impressive as Alberter Einstein, in the field of practical usage even more. Most of us are not able to realize his shrewd, determined, generous and genuine approach to invent something beyond human comprehension. I admire him because of his by far the most fatigueless spirit I have ever seen. Society havent accepted his progressive ideas, Edison led secret war against him, nobody wanted to grant his research, yet against all the obstacles he sticked to his guns and never eased up. There is also many mysteries merged with him, like project philadelphia, Tunguska, Tesla coil or wireless transfer of energy. Through World War 2 Nazis have stolen many of Nikolas notebooks and researches, which have not been revealed since today.To conclude, I have much highest opinion of Nikola Tesla. As for me he is the legend, who is worth to follow, who to take example of. M ost of