Climate Change Mitigation To Adaptation And Resilience Environmental Sciences Essay

Climate Change Mitigation To Adaptation And Resilience Environmental Sciences Essay Recent studies on climatic science suggest that our climate does not increase or decrease in a steady and slow pace as we once thought (Parry, et al. 2007). Rather, it changes abruptly over a short period due to a combination of natural or external forcing and anthropological factors (Parry, et al. 2007). However, the most compelling issue regarding climate change is not its main contributing agent but the reality that our climate is indeed or will inevitably change and that we have to do something in response to that change. In its fourth assessment report (AR4) in 2007, the Intergovernmental Panel on Climate Change (IPCC) acknowledges that by the turn of the century our ecosystem will be overwhelmed by unprecedented combination of climate change and natural disasters such as flooding, wildfire and insect infestation, and other anthropogenic global change drivers such as land-use change, over pollution and over extraction of natural resources. The impact and magnitude of these disru ptions would take a costly toll on food security, water supply, health and the economy especially on settlements in low lying areas such as coastal and flood plains where most rapid urbanization in many developing countries is taking place. This is compounded by the fact that these will leave urban poor communities, which are usually in high concentration on those areas, highly vulnerable and unable to deal with these changes due to their limited adaptive capacity. This research explores the need to shift the current emphasis of climate change agenda on developing countries from mitigation to adaptation and resilience. It also relates the current trends in urban adaption on climate change concerning global perspective of international communities and the perspective of local state actors. It further explores the growing interests on utilizing resilience principles on top of conventional adaptation measures on its potency to address uncertainties that adaptation plans are not able to predict and account for. Research Problem I am studying how the practices and characteristics of low-lying and coastal urban poor communities in Metro Manila, which are perennially exposed to climatic stresses, make them sensitive or resilient to climate change, and to what extent these attributes able to contribute to the communities climate resiliency. While many studies point out that urban poor communities are one the highest vulnerable to climate change and ASLR, very few studies have actually been made that assess their needs for resilience. Without sufficient information regarding adaptation strategies to climate change, urban planners and managers are bound to haphazardly develop action plans in response to climate change. By exploring the strengths and limitations of these practices, this research aims to provide a better understanding on how urban planners and managers could improve upon these practices in addressing the residual effects of climate variability. Research Questions Vulnerability What are the effects of unpredictable climate variability to low-lying and coastal urban communities? Resilience What are the intrinsic characteristics of the barangay that makes them resilient to climate change? What indicators can be used to assess climate resilience at the barangay level? What are the national programs, policies and plans that aim to directly enhance climate change resilience and to what extent do these address issues of resilience at the barangay level? Implications What are the implications of the results of this study to urban planning and management at the city level and, concurrently, at the barangay level? Research Objectives To explore the characteristics of vulnerable urban settlements with respect to unpredictable climate variability To explore the climate resilient characteristics of communities The describe the extent of these characteristics in degrading and/or enhancing the resilience of urban communities To explain the validity of existing literature on generally accepted indicators for climate change resilience at the community level To evaluate how the results of this study could influence decision-making at the local level Scope and Limitations The study will involve the vulnerability and resilience assessment of two urban barangays in Metro Manila or in the Greater Manila Area, one with CBRM and the other with no CBRM. Further, the selection barangays is limited by the availability of required secondary data for the assessment. The study shall cover social, economic and environmental indicators linked to vulnerability and resilience based on the studies of Ibarrarà ¡n et al. (2009) on VRIM and Cutter (2008) on DROP. Limitations are directly derived from the limitations of the assessments models as acknowledged by their authors. Literature Review Responding to climate change necessitates a two-pronged approach: decreasing amount of GHG emissions will while at the same time addressing the impacts that are already manifested on vulnerable populations. Whether by merit good or by the financial prospects of clean development mechanism projects, a significant number of mitigation programs have already been implemented all over the even among countries that are non-Annex I party to UNFCCC (Chandler, et al. 2002) (UNFCCC 2010). Reduction of carbon emissions and carbon footprint are widely associated nowadays with climate change and became new buzzwords in media literature. These positively reflect on the existing attitude towards global commitment in reducing target GHG emissions. Adaptation, on the other hand, receives less media mileage and more or less the same attention from international assistance community in the form of the Global Environment Facility (GEF) and the bilateral and multilateral donors (Hayes 2006) due to its fu zzy nature. While this study does not discount the fact of the fundamental import of reducing global GHG emissions to their natural assimilation levels, it tries to highlight the increasing urgency of adapting to climate change. Fà ¼ssel (2007) posits four arguments which presuppose the emerging need for climate change adaptation: (1) the effects of anthropogenic GHG emissions are already felt on recent history of climatic extremes and unprecedented variability, (2) climate records from fossil data show that climate changed periodically in the past and will continue to do so indefinitely, (3) GHG continuous to accumulate so do the rate of global warming, (4) the effectiveness of adaptation programs implemented whether locally and/or regionally are not easily influenced by other strategic actions, and (5) there is a growing momentum of interest among development organizations to fund climate adaptation programs as reflected by the growing number of climate change assessment techniques. Hayes (20 06) adds that unlike mitigation measures, adaptation measures have always been practiced by societies and governments in responding to climate variability. While this makes it difficult to separate it from for those done in response or in anticipation to anthropogenic induced climate change, it is also in the realm of familiarity for many related professions and state actors. Many civilizations have learned to deal with the climate constraints overtime, usually in response to lack of water resources during dry periods (e.g., Egyptians Nile River irrigation system, Roman aqueduct, Mesopotamian dams) or the exceeding abundance of it during rainy season (Venetian Grand Canal, floating villages in Thailand and Cambodia). Fussel and Klein (2006) also points out the difficulty in monitoring the results and impacts of adaptation programs in aiding its intended beneficiary. There is a significant degree of uncertainty to what extent is the program able to reduce the impact of climate change . This raises a concern among international funding institutions as development programs necessitate a certain measure that ensures their effectiveness. Moreover, while mitigation measures done local level is generally considered to have a global impact, the same cannot be said for adaptation strategies that have a more localized benefit (Hayes 2006). Ironically, those who are least able to pay for it local communities from poor and under developed countries, suffer the brunt of costs by climate change. UNFCCC estimated that by 2030 the total investment and financial flows needed for adaptation is about $49-171 billion, of which $28-67 billion are needed by developing countries alone (UNFCCC, 2007). Emergence of resilience Climate change adaptation refers to a broad range of initiatives and measures that reduce the vulnerability of natural and human systems against actual or expected climate change effects such as (Metz, et al. 2007). Adaptation to climate change occurs as a response to an extreme event that exceeds the normal coping range of a system. It reacts and anticipates to these shocks continuously, given that the system is given sufficient capability, time and resources to cope up increasing its adaptive capacity. The context of adaptation is influenced by the climate-sensitive domain under study, types of climate hazard present, certainty of climate change models, on-climatic conditions in the form of political, economic, cultural and other environmental forcings, purposefulness, timing, planning horizon, form whether technical, institutional, legal or otherwise; and the actors involved. Due to its diverse context, there is no single approach to adaptation. It may take in the form or combina tion of anticipatory and reactive measures, private and public domains, and autonomous and planned measures. As stated before, many forms adaptation measures are not new. It incorporates well-established disciplines already practiced in the realm of regional and urban planning such as coastal resource management, disaster risk management, and integrated flood management. It is also present in public health management and advances in agricultural science research in developing pest/drought/flood resistant crops. However, we should also consider that some aspects of climate change adaptation arose very recently in contemporary history. Further elaborating on this papers introduction, our world have are starting to experience unprecedented climate conditions and extremes at an unprecedented rate of change. This limits the ability of many ecological systems and human communities to cope and adapt with changes. Further, the domain of identified climate sensitive receptors is continually expanding, necessitates the involvement of disciplinary approaches and actors not traditionally involved with regional-local planning and development such as gender, mathematics, communication, sociology, atmospheric sciences. Recent advances in climatic sciences also offer decision-makers and planners critical and timely information on determining the extent, magnitude, origin and, to some extent, the trajectory of climate induced impacts that are not available before. However, these new developments also bring with discoveries also pits traditional approaches to local climate variability with the more complex dynamics global climate change. Access to better prediction models also exposes limitations of adaptation structures in resolving uncertainties which results from sudden and extreme changes. Most urban planners and policy makers take into account the risk of natural disasters such as storms, flood and earthquake and by extension climate change. However, it is often in the light of natural catastrophic disaster such as floods, tsunamis and typhoons. It is less seen in the context of t he multiple hazards of an ever-changing climate to food security, health, disruptions to ecological balance and increasing vulnerabilities of urban centers. At the heart of these issues is the enabling capability to alleviate these uncertainties which is compounded by the nature of climate change: (1) it crosses local, national and global boundaries; (2) its effects are felt for many decades or even centuries; (3) overlaps and interacts with many layers of ecological systems; (4) it is a highly dynamic process whose domain entrenches social, economic and environmental spheres easily a sustainability issue. Adaptation measures are only effective if it is able to account and anticipate the magnitude of shock it is designed to suppress. Effective adaptation policies are developed by decision makers based on available prediction data. Uncertainties in these cases could lead to overestimation, which wastes valuable resources that could be allocated to other tasks, underestimation which exposes them to the risk of overwhelming impact (Barnett 2001), ignorance of a calamity that will hit them or indeterminate and prolonged exposure to climatic stress. There are many approaches to climate change adaptation in current literature; one of the more prevalent approaches is through increasing the resilience of systems, both human and ecological. Strengthening of resilience aims to increase a systems ability to cope with shocks, prolonged disturbances and unknown/wildcard forcings. Resilience is a measure of the ability of systems to absorb changes of state variables, driving variables and parameters (Holling 1973). These systems are able reorganize by undergoing change while retaining essentially the same function, structure, identity and feedbacks (Walker, et al. 2004). Resilience is not simply a return-to-original-state process. In the realm of social-ecological system, by extension the urban environment, Walker et al. (2004) further relates resilience to adaptability and transformability, the capacity to create a fundamentally new system when ecological, economic, or socio-political conditions make the existing system untenable. A citys resilience to climate change is therefore defined by its capacity to continuously respond, withstand the effects of climate variability, and still function organically. Resilience to climate change requires urban governments to display the following characteristics: decentralization and autonomy, accountability and transparency, responsiveness and flexibility, participation and inclusion and experience and support (Tanner, et al. 2009). A study on the role of local government units on climate change adaptation in the province of Albay, Philippines revealed that communities experiencing frequent and severe climate hazards are more aware and responsive to the need climate change adaptation on (Lasco, et al. 2008). This is supported by the presence of political will and the numerous policies, programs and projects (PPPs) that the provincial government has enacted and implemented. Working with adaptation programs at a mesoscale or provincial scale was also found to be more cost-e ffective than having to delegate it to smaller and more numerous municipalities. Place-based resilience vs. person-or-household-based resilience This research body builds upon the arguments presented by Adger (2003) in his paper on social capital, collection action and adaptation. He posits that communities, especially in developing countries, are focal points of social collective action and social capital building necessary for increasing adaptive capacity at the local level. In the Philippines, barangays are the smallest political administration unit entrusted by the government to promote social, economic and environmental welfare. Barangays are also tapped in most local development projects. Moreover, it also forms as the social circle of its inhabitants. However, it should be cautioned that the barangays do not necessarily draw community boundaries. Due to its political nature as an administrative unit, barangay is chosen as the scale for this study due to potential available secondary data from documents and reports from both public and private institutions. Adger (2003) also highlighted three lessons that are further explored in this study: à ¢Ã¢â€š ¬Ã‚ ¦adaptive capacityà ¢Ã¢â€š ¬Ã‚ ¦ has culture and place-specific characteristics that can be identified only through culture and place- specific research. there are the institutional prerequisites for the evolution and persistence of collective action and its relative importance compared to state intervention institutional theories of social capital provide a means to generalize the macro level determinants of adaptive capacity In light of these arguments, while this study shall be looking at the resilience of the community or the barangay as a whole, it will take in to account both place-based and person-based induced resilience as well as the influence of macro level policies that aim to enhance local adaptive capacity. Winnick (1966) and Bolton (1992) discusses the conflict and significance of place prosperity and people prosperity in the development of national policies that aims to assist to individuals and places. Measuring Resilience It is important to note that measuring resilience (and adaptive capacity) is a complicated issue that is largely unresolved. The resilience concepts presented above is just a sample of what is currently available in literature. Differences in data types (physical/social, quantitative/qualitative), temporal and spatial scales, and view on what variable and what receptors are critical produce different approaches to resilience building. Wardekker et al. (2009) summarizes the above characteristics of a resilient system into the following six principles listed in the table below. Table 2à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ: Principles and characteristics of a resilient system Principles Characteristics Homeostasis multiple feedback loops counteract disturbances and stabilize the system Omnivory vulnerability is reduced by diversification of resources and means High flux a fast rate of movement of resources through the system ensures fast mobilization of these resources to cope with perturbations Flatness the hierarchical levels relative to the base should not be top-heavy. Overly hierarchical systems with no local formal competence to act are too inflexible and too slow to cope with surprise and to rapidly implement non-standard highly local responses. Buffering essential capacities are over-dimensioned such that critical thresholds in capacities are less likely to be crossed Redundancy overlapping functions; if one fails, others can take over Source: Adapted from Operationalising a resilience approach to adapting an urban delta to uncertain climate change by Wardekker, et al. (2009) Another method for measuring resilience is proposed by Malone and Brenkert (2008) and Moss et al. (2000) using a vulnerability-resilience indicator model (VRIM). The said model utilizes a comprehensive framework that goes beyond the analysis of hazards exposure at the same time taking into account location based factors of resilience. VRIM is a four-tier model: (1) resilience index from sensitivity and adaptive capacity, (2) vital sectors (human, economy, environment), (3) proxy variables for each sector; and (4) scenario projection. Malone and Brenkert (2008) point out that the said model, as with many indicator based research, is not able to account for the function of demographic and social characteristics. Shaw et al. (2009) also proposed a similar approach but on a city scale. They developed a Climate Disaster Resilience Index that tries to account for the localized effects of climate-induced disasters, such as cyclone, flood, heat wave, drought and heavy rainfall induced landslide. The model assessed overall resilience based on natural, physical, social, economic and institutional resilience. Cutter et al. (2008) provides an attempt in integrating these unaccounted socioeconomic characteristics by proposing a new framework for measuring disaster resilience called disaster resilience of place (DROP) model. The said model improves upon the existing comparative assessment for disaster resilience at the community level. Their seminal paper in 2008 provides an initial candidate set of variables that will be used in the model. The model has three limitations: (1) it is specifically designed to address natural hazards; (2) it focuses on community-level resilience; (3) it focuses on social resilience of places; and (4) it does not into account national policies and legislations that may have significant influence of on community resilience. The model measures inherent vulnerability and resilience of the community using the following indicators: ecological, social, economic, institutional, infrastructure, and community competence. As of the papers publication, the model proposed w as not yet operationalized. The authors also suggest on improving and standardizing the initial set of indicators. Adaptation planning in Southeast Asia Lao PDR, Cambodia, Myanmar Thailand, Indonesia, Malaysia, Singapore National adaptation planning in the Philippines Existing Policies (CAA, CWA, ESWM, Rainwater (RA 6716) Recently passed CC law and recently signed National Framework on Climate Change Initiatives (CCCI Sorsogon, Albay, Malabon) Assessments (EEPSEA, Manila Observatory, IACCC, Sales) Gaps A recent project of UN Habitat in the Sorsogon City, Sorsogon, Philippines on promoting community resilience reflects the still-prevailing needs of many cities in developing countries (1) enabling capacity to implement measures in combating contemporary issues such as climate change; and (2) strong public involvement at all levels of planning, decision-making process and implementation. The latter case being largely solved (or at least in the process of being solved) already at least in countries where there is a strong presence of internationally denominated donor agencies. The former however is still largely unresolved. This is clearly echoed by the development priorities on capacity building and technical assistance from international assistance mentioned. Prioritizing the acquisition of knowledge and skills is clearly the first step in the effort of achieving climate change resilience. This, together with the strengthening of organic links within the city further inspires local cooperative action. Further, while it is one of the most essential parts for climate adaptation action, it is also one of the easiest to implement technically and financially. These effort necessitates only the participation of the vulnerably populations (which is a sufficient incentive given the perceived threat) and political willingness and resolve of local authorities (vulnerable populations are also potential voters). Local governments, such as Sorsogon City, as pointed out by Lasco et al. (2008), which are often exposed to the climate-induced hazards are those who are more readily aware to the needs of climate change, yet are unable to respond due to their limited set of knowledge and skills. Urban Planning Management and resilience Urban planning and management has big role, nay, it has the central role in building urban climate resiliency. Already illustrated in the examples given in the previous section are domains such as effective land use, public transport systems and housing on which urban planning are already championed in the circles of environmental sustainability, equity, economic development and climate change. On the other hand, there are also domains which are new (or whose responsibility is not often relegated or less visible) with urban planning such as energy, water and food security. Sourcing (or outsourcing) of these three sectors are often outside urban governance. These are often nationally or regionally shared resource and are also largely dealt with by such authorities. But then again, with the increasing need for resilience from external shocks brought by oil crisis, prolonged drought, food-biofuel competition, flood and other man-made and natural calamities, cities should start focusing on developing alternative options for these three sectors. This concept evades urban planning and management cultures even in many developed cities that are still highly reliant on resources taken outside (city as a parasite). Urban climate resilience is the marriage of urban management and governance, both old and new, which is of an advantage as it is already in the sphere of familiarity. It is wrong, however, to assume that climate resilience is just about semantics and simply a repackaging of existing concepts. Climate change resilience puts these concepts into perspective. It gives us a framework that guides us coherently toward securing sustained and uninterrupted city development that is responsive to the growing threats of climate change. In an age of unprecedented extremes in climate variability, selective and compartmental adaptation measures for climate change, marred with the inability to respond to uncertainties and ignorance of unforeseen calamities, only give misguided notion of resolution and maybe suspect to failure. Methodology The proceeding section discusses the specific aims and the methodologies of this research. Type of Research This research uses mixed method approach. It is a primarily qualitative study but augmented and validated by quantitative approaches as well. The qualitative approach aims to: Explore the characteristics of vulnerable urban settlements with respect to unpredictable climate variability. Determine the perceived effects of climate change. It aims to map out economic and livelihood fabrics and determine how these dependencies strengthen or weaken the communities resilience. Explore the climate resilient characteristics of communities with respect to their inherent capacities and local practices Describe the extent of these characteristics in degrading and/or enhancing the resilience of urban communities Evaluate how the results of this study could influence decision-making at the local and meso level The quantitative approach of this study aims to: Describe the effects of climate variability on the urban community using indicator-based measurement tools Explain the validity and limitations of existing literature on generally accepted indicators for climate change resilience at the community level Methodological Framework Research Instruments Unstructured interviews Key informant interviews (semi-structured) Review of published reports and public documents Livelihood mapping/zoning Onsite observations FGD Analysis Instruments Research Question Critical Information Set Data Sources Data Collection Techniques What are the effects of unpredictable climate variability to low-lying and coastal urban communities? Flood data Health records Mortality rate Other effects identified/perceived by respondents (exploratory) News articles Journal articles Published reports Key informant and respondents account Communities accounts Public documents and reports Documentation Analyses of published accounts/reports and public documents Unstructured interviews FGDs What makes these communities vulnerable to climate change? Settlement/infrastructure sensitivity Food security Ecosystem sensitivity Human health sensitivity Water resource sensitivity Economic and livelihood fabric Key informant accounts News articles Published reports Public documents and reports Journal articles Documentation Analyses of published accounts/reports and public documents Key informant interviews On site observations Livelihood mapping/zoning What are the intrinsic characteristics of the community that makes them resilient to climate change? Community competence Social networks and social embeddedness Community values-cohesion Institutional capacity Economic capacity Human civic resources Access to vital infrastructure and services Institutional capacity Social capital Indigenous practices Key informant and respondents account Communities accounts Observation News articles Published reports Public documents and reports Documentation Analyses of published accounts/reports and public documents Unstructured interviews FGDs Attitude surveys Key informant interviews On site observations What are the national programs, policies and plans that aim to directly enhance climate change resilience? Number and nature of strategic actions (PPPs) Public documents and reports Authorative reports and analyses regarding these PPPs Key informant interviews with experts Analyses of published accounts/reports and public documents Key informant interviews What are the implications of the results of this study to urban planning and management? Results of the study Expert judgment Study area The study shall be conducted on two communities located in Metro Manila or in Greater Manila Area: (1) urban barangay located on the coastal zone with CBRM and (1) urban barangay located along the coast with NO CBRM. The barangays can be selected from already-identified vulnerable cities or communities from existing studies of Perez et al. (1996), Sales (2009), EEPSEA and others.

USCGA Personal Statement

The service requirements after attending the academy loud enable me to support my country in a positive matter. I would wear the USC uniform with great pride. These long-term goals I have shared with you are only some of the few I have set for myself. Through my youth I have also set short-term goals such as entering the National Honor Society (NASH) in my DOODAD School. In order to achieve this goal I organized myself, and focused on all the important details such as 3. 4 GAP or higher, community service hours, and other leadership positions that were required in order to apply for a position.Once this goal was met, more effort from my part was put forth in order to obey the code of conduct and fulfill new expectations. Thirty years from now, want to be able to look back on my life and be proud of what I accomplished. All of my life have been a military child, a proud one at that. Have always looked up at those who serve with great respect and can honestly say they have taught me pl enty, not only through lectures but also through their actions. Thus from a young age I have come to see that there is no better way to pay back our country than to seer. In its military. Standing up for what we believe in assist keeps our country free. In which I have come to believe that the Coast Guard Academy can teach me lessons beyond that of any other college in the country. There, I will receive an excellent education, a solid foundation for a successful career and future, and become a far more effective leader. Throughout my youth I have had various conversations with those family members such as my father(s) who serve in the U. S. Coast Guard/Army, about the importance of leadership and their ride for their many accomplishments.Thus I cannot think of any greater goal and challenge than earning the privilege of attending the USAGE and later command position. To conclude, the united States Coast Guard Academy not only matches my college aspirations, but also my life goals. A ttending the academy would be the roots to my success. When individuals ask why I would attend any military academy, my reply in three simple words is: Pride, Honor, and Service.

Hug Your Customers - 1087 Words

Hug Your Customer Jessica Gallentine By: Jack Mitchell Published by: Hyperion Copyright: 2003 Pages: 271 There are eight parts to this book they are: Hugging 101: the principles of passionate customer service From three suits to three thousand: evolving a hugging organization The big secret: how to hire and retain great associates Olive doesn t work here anymore: you can t compete with technology Game day: It s about playing to win The formula: have an economic model We love mistakes: what to do when you mess up The power of new: constantly freshen your hugging culture Part 1: Hugging 101 In part one they talk about how if you sell with passion you will develop long-term loyal†¦show more content†¦Your customers know what they need, you do not have to tell them. Part 6: The formula Analyze your economic formula, the focus of this must be that you only spend money if it positively effects your customers. Also integrity is key, this especially applies to finances, and is more important than ever. Part 7: We love mistakes The key is to look at mistakes as challenges and opportunities, not problems! Although customers will always remember when you mess up, they will remember more is what you did to fix it. The best way to do this is to follow this 5 step plan: recognize your mistake admit to your mistake apologize fix it give the customer a hug One great way to avoid mistakes is to as customers how you are doing. It is the only true way to find out what you could do better. So ask, listen, and learn. Part 8: The power of new You always need something new, core products and services are not enough. Customers want new hip things. If you don t change with the times, you get left behind. You must think outside of the box, don t be afraid to share ideas with a noncompeting business. Sometimes swapping ideas is the best way to get out of your comfort zone.(its a good thing) Lastly raise the bar. If you ve met you goals great! But now its time for new ones. The three things I have found useful in this book are that everyone should be on the floor, keeping a dataShow MoreRelatedHow My Love For Starbucks Extends Beyond Life801 Words   |  4 Pagestumbles off of the counter and spills onto the man’s loafers. Naturally, I grab the mop and set up a recovery card for the man with chai all over his shoes. â€Å"I’m so sorry, sir! Please take this card and use it for a free item off the menu! We can pay for your shoes to be cleaned as well,† I apologized. The man scowled at me and then rolled his eyes. He growled, â€Å"I expect a fresh drink in my hand! What a pain! 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Conflict Theory And Social Learning Theory - 3171 Words

Fruitvale Station Jenna Shirley University of New England Fruitvale Station is a movie that has the capability to bring many emotions to the surface. This movie can foster critical thinking, but it can also draw the viewer in to experience the raw emotions and suspenseful moments of this real life story. Unfortunately, Oscar Grant’s life was ended abruptly after he spent the night celebrating the New Year with his friends and girlfriend, Sophina. From this story, it is clear that Oscar was attempting to change his story by being a better father to his daughter, Tatiana, thinking about marrying Sophina, and better providing for his family by getting a stable job and being a man that his mother and sister could rely upon. While the incident that occurred at Fruitvale Station could be analyzed from any variety of theories, this paper will examine these events from the lens of Conflict Theory and Social Learning Theory. 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The Sistine Chapel An Extension Of A Primary Religious...

The Sistine Chapel The Sistine Chapel is a large chapel, which is a religious place of fellowship, prayer and worship that is attached to a larger, often nonreligious institution or that is considered an extension of a primary religious institution. The Chapel is located in Vatican City, Rome and is in the Apostolic Palace. It is known for its Renaissance art, especially for the ceiling art that was painted by Michelangelo, and attracts more than 5 million visitors each year (Szalay, 2013). The Sistine Chapel had got its name from its commissioner, Pope Sixtus IV della Rovere, who decided to have a large room built where the Cappella Magna, which was a mediaeval fortified hall that the Papal Court used for assemblies, once stood (Vatican City State, n.d). After the structure of the chapel was complete in 1481, Pope Sixtus IV had commissioned celebrated Florentine painters to work in the chapel, that of which included Botticelli, Ghirlandaio, Cosimo, Rosselli, Signorell and Umbrian a rtists such as Perugino and Pinturicchio, who executed painting the Northern wall, which housed the Stories of Jesus, the Southern wall, which was decorated with the Stories of Moses, and the Eastern wall, which included the Resurrection of Christ and the Disputation over Moses’ Body (Vatican City State, n.d). It was not till 1508 when Pope Julius II della Rovere, the nephew of Sixtus IV, insisted artist Michelangelo to paint his famous frescoed ceiling, which took four years to complete

Footballers Do Not Deserve The High Salaries Free Essays

Many people think that footballers are paid too much money for doing too little effort. However, this can be argued because they are people who have dedicated their entire life to this sport and therefore they should be rewarded. This leads us to the question: Do footballers deserve high salaries? Firstly, some famous footballers are paid huge amounts of money such as Cristiano Ronaldo who are paid millions of euros every year to play for his parent club Real Madrid . We will write a custom essay sample on Footballers Do Not Deserve The High Salaries or any similar topic only for you Order Now Currently the highest paid footballer is Lionel Messi who earns ? 0 million per year not including his sponsership money which is ridiculess . This makes us feel that it is unreasonable that there are so many people dying of famine in the world and these people are given so much money for performing an insignificant effort. It even make us feel irritated to know how these football players waste their money in wants that are of no use such as Etoo who plays for Inter Milan in Italy . Eto ownes about fifteen expensive cars at the moment and people may argue that the money should be used wisely. A lot of money is needed for many purposes: for example for the aid of starving people in the less economically developed countries or in the building of more hospitals for our own health and security. My second arguement is that people argue that there are other professions that provide far much more for the population that footballers do and that they are poorly paid in comparison. They should be paid more. Other people even think that what they are paid would be justified if they performed better in the actual matches. Other sports stars across the world including Tiger Woods And Floyd Mayweather Jnr Earn alot more money than your average footballer and no one seems too complain. Many people say that one goal in a ninety-minute match or a draw implies an awful quality performance. On the other hand, the opinion of the spectators is that these players have dedicated their full lives to their job which involves harsh training and the maintenance of physical fitness through intense daily training so he has to be under the pressure of their trainer who requires them to be completely fit and train strictly. Furthermore, apart from the pressure exerted from heir club they are under the pressure of the audience. They have always to play correctly and not make any mistake so that the media and the public will not criticize them. A single error would represent a possible end of the career of that player. In addition to this, we have to consider the fact that the age of retirement for a professional football player is of about 30-40 years means that this person relies on the money he has gained in his short lifetime as a professional footballer therefore football players need the money for the future so they can sustain themselves and their future generations. Finally, the football business is private, no public money pays for the bills so why should we care about how much are the players paid? It is a sport that is enjoyed by millions of people and it is known everywhere so it is maybe true that these players are worth the money, that their talent deserves this money. In conclusion, my opinion is that footballers don’t perform such a simple, undemanding and effortless job, they dedicate their lives to this sport so that the people can enjoy it and it is quite complex for them to maintain their physical strength and fitness to survive ninety minutes running. They also are under a lot of pressure from their managers, media and the whole audience and one mistake publicly or on the pitch can lead to hatred. However, I do consider that the sum of money they are paid is quite over exaggerated, it is too much and even if it is not that easy to become a professional player, the effort is not worth millions of euros and I believe that some of these money should be for other purposes such as stopping the famine and starvation in the world. So footballers should be compensated for their effort but with so much money. How to cite Footballers Do Not Deserve The High Salaries, Essay examples

Motivating and Rewarding Employees and Cessation †MyAssignmenthelp

Question: Discuss about the Motivating and Rewarding Employees and Cessation. Answer: Introduction: Motivation is the approach through which the behavior of the labor force in Supermart Plc is encouraged by filling their objectives and needs. The motivational models put importance on the original procedure of motivation at the working place (Davidson, 2012). Motivation is the only aim for any certain behavior of a person. It is the optimistic influence of anything that encourages the person to do something. Motivation is quite significant at the working place. It also benefitted the workers in order to labor efficiently in the company. It is imperative to motivate workers as this motivation supports the workers to accomplish their certain objectives at the working place. The motivational theories used in Supermart Plc are Maslows motivational theory and Herzberg motivational theory (Bjo?rnsson et al., 2015). These theories signify that the workers can only be motivated through fulfilling their goals and needs and also by attaining job satisfaction. The motivational theory and reward are interdependent and interlinked with one another. Without reward, there is no use of motivational theories in the working place. In additions this, without motivational theories the reward cant be able to use as an approach for motivating purpose. Giving rewards to the workers of the company helps them to be more productive and also raise their job performance as well. There are mainly two types of rewards which are provided by Supermart Plc to their employees, those two rewards are shown in the following: Financial Rewards- Financial rewards are those rewards that are considered as the monetary incentives which workers earn due to their excellent performances in their respective field. All financial rewards are tangible in nature (Gorman, 2007). Tangible rewards are also considered as an extrinsic motivation. There are various kinds of financial rewards which the company provides to their employees. Increment in wages and bonuses are the two kinds of financial rewards provided to their employees. Non-Financial rewards- Non-financial rewards are the rewards from which employees are benefitted and get more job satisfaction, but not increase financial well-being. It consists of achievement, promotion, praise, job cards, demanded work assignment and also impressive job title (Long, 2012). The management of Supermart Plc uses appraisals, engagement in decisions making process and also self-rating in order to motivate their labor force to gain improved and excellent outcome. The management of Supermart Plc uses both motivational theories to motivate their employees, as Herzberg theory of motivation helps in providing more job increment to the employees. Whereas, with the help of Maslows motivational theory employees gets chance of self-achievement which in return motivates them to be more productive. Evaluate the process of job evaluation and other factors determining pay For the purpose of defining the value and position of the job within the company, Supermart Plc uses job evaluation process that helps to know and determine the actual worth of jobs. Analysis of the value of jobs helps the company to create the hierarchy system within the firm (O'Neil, Drillings and O'Neil, 2012). Job evaluation is the procedure of identifying the responsibilities and roles linked with the job and ranking them based on their value. Ratings can be marked by the range as well as prominence of roles related to the job. The process of job evaluation has been segmented according to the job activities: Procedure of Job evaluation Job Enquiry- This is the method of conducting appropriate information of the job and indentifying them for determining the responsibilities and roles related to it (O'Neil, Drillings and O'Neil, 2012). It is utilized for determining as well as analyzing the job contents and the events associated with the job specification which is require achieving during doing that job. Job Ranking- Job rating is simply the dimension of the job accountabilities and rating them based on their value (Aguinis and Lengnick-Hall, 2012). It is the step that includes distribution of the possessions to the activities associated with the job. Resources distribution to the job actions supports the company for determining the pay ratio of that specific job. Other factors determining pay Reward system- Supermart Plc uses this factor to determine the job pay within the company. Reward system is the method of giving rewards to the workers who plays excellent than others and who ample their targets on given time (Aguinis and Lengnick-Hall, 2012). Bonus scheme such as ASPIRE has been utilized by the organization to give gratuity to the workers. Compensation- Reimbursement is considered as the benefit which has been provided to the workers by Supermart Plc. This supports in defining the pay of the job within the company. The firm use this rewards system majorly because it is the most effective factor to determine the job pay. Asses the effectiveness of reward systems in different contexts Rewards are the most significant factors for motivating the workers to work solely. It forms a sense of rivalry in the minds of workers to accomplish their higher objectives. It is the human nature that they work for the satisfaction and achievement which provide benefits (Beardwell and Thompson, 2017). These benefits are the rewards which can be gained through the employee in return of their excellent performances. It also considered as a lashing force which drives the workers to perform more effectively. Rewards are in many forms and it is not essential that every person get encouraged with the common type of rewards. The reward at Supermart Plc includes extrinsic and intrinsic rewards given to the workers working within the company under their employer. The reward system in Supermart Plc includes administrative procedures, practices and also integrated policies in order to implement the method in the framework of the human resources planning and the complete organizational system (Doenovi?, 2016). The extrinsic rewards are the tangible rewards given to the workers for their excellent t performances; the tangible rewards are bonuses, gifts, compensations, promotions, salary increment and commissions. Whereas the intrinsic rewards give personal gratification to the worker as it contains relationship, appreciation, feedback and trust. In Supermart Plc, employee bonus system can also be used as a positive approach to motivate the workers in an accurate path that result in the enhancement in level of productivity and better enactment in the company. The employee bonus system takes into account the ele ments like group performances, customers services, individual, quality and attendance to determine according to the bonus that is given to the workers. This system even helps in enhancing their morale and self-esteem. A careful and planned bonus supports the company for preserving their best and hardworking employees. The other reward system in Supermart Plc is the promotion. Under this reward system, the reward is given to the workforces for their excellent enactment through moving them from their recent position to a top position (Doenovi?, 2016). This reward also helps in carrying job gratification between the workers and increase output and brings profitability. Increments in salary are the main key for motivation and bring improvement in their performance level. All these reward system in the company is much effective as it improves the performance level of the employees also brings customers satisfaction benefits to the company. Many workers get interested with financial factors whereas many other employees get encouraged with the non- monetary factors. There are various philosophies have been projected to analyze the motivational factors in the working field. Supermart Plc believes in the theory of human relation also and observes that many workers get inspired if they get consideration. The company even chooses attention and recognition as a kind of reward which motivate the workers. Some of the programs like SHOUT, NPS and Championship have been launched in the company to give attention to the employees who performs better. Examine the methods organizations use to monitor employee performance Monitoring is the procedure of checking and observing the performances of the employees; this enables the organizations to evaluating the performances of the employees as well as be4nerfitted to reward the workers accordingly. Companies require to monitor the employees performances in order to take out the mistakes in the enactment as well as to take helpful measures where require (Gunderson, 2001). For the purpose of monitoring the employees performances within the company, Supermart Plc has used some of the methods like feedbacks, appraisals and also proper observation. Under all these methods of monitoring, the company hires an individual for regular and proper monitoring of the employees performances. After a completing observation, the individual gives straightforward feedback. Feedback from the executives of the hired department regarding the performance of the employees supports in determining the position of the workers. Another method that is used by the company is performance observing method, in this method; the standard is set that workers have to achieve it in any possible way. The employees performances are compared to the criterion which is set. Under this method, the performance should be measurable and also to be able to express in relation to time, manner, cost and quality of performance. The quality of the performance of the employees is checked by the hire manager on a regular basis which gives the perception of entire employees performance (Hatton, 2017). The process of performance evaluation also used to compare the original performance of the employees with the selected performance quality. Supermart Plc also uses the method of 30-Degree Appraisals in order to monitor the performance of the workers in the working field. Under this appraisal, all the shareholders of the company evaluate the employees performances and even give feedbacks regarding it to them. Workers observing software c an also be used by the company to monitor the performance of the workers operating on the computer. Through using this software, the company can effortlessly monitor and keep observing on the performance of its workers. Identify the reasons for cessation of employment with an organization In the given case scenario of Supermart Plc, the CEO of the company has decided to reorganize the Personal Department that contains six operations for the growth and development in the business. The reorganized Personal Department of the company has three staffs, oversee 120 full-time and 60 half-time student staff. So if any of the staff members do something unfortunate in the company, then the management of the company can terminate any of the employees (Hearn, 2011). Apart from any unfortunate circumstances, there are several other reasons from where the cessation of staffs can occurs. Those various reasons are termination of the contract, resignation and retirement. Resignation is instigated from the employee relations for leaving the company for dissatisfaction with the company and also for personal reasons. A better chance in the other company can be a motive behind the acknowledgment. Retirement is basically based on the specified age of the staff by the plans and laws of the company. Workers hired to achieve a target for a specific time that may be retired with the lawful exit procedure. The time period of the retirement should be demonstrated in the procedures fulfilled at engagement time (Mak and Justman, 2016). As compare to the retirement and resignation, the contract termination is quite a tough task. As it may be because of unfortunate situation created by the staffs and for the behavior of the employees in the working field. The company should have a lawful reason to terminate the employees from the company. The staffs hired to fulfill specific jobs can also be terminated because of their low performance, poor participation in the wor k and policy violation. Part from all these reasons, the company even has own reasons to break the contract of employment because of lack of work and finance. Describe the employment exit procedures used by two organizations Exit process is the method of departing from the company because of termination of the employment. There are various reasons for the cessation. Dissimilar organizations have different rules for the reasons of cessation of the service and so they use diverse practices and exit processes (Mak and Justman, 2016). Single procedure cannot be used by the company, organizations uses various exit procedure on the basis of the reason behind the cessation. In the following, there are few reasons of exit procedure have been demonstrated used by Supermart Plc and also by Tesco Plc. Retirement- This is the exit procedure used by both Supermart Plc and Tesco Plc which concentrates on the termination of the service of the worker who has fulfilled their working period in their life (Perrew, 2011). The age specified for the retirement has been standard for every employee in the company. Resignation- In Supermart Plc as well as Tesco Plc, the employee should give written notice or letter of resignation at least two weeks before leaving the firm so that exit procedure can be initiated effectively and also new preparation can be done to fill the position of that position (Perrew, 2011). Resignation is a kind of voluntary activity of the employee for leaving the job. And both companies have a strict rule of submitting the notice before resignation. Dismissal- it is the non- voluntary activity performed by both the companies to cease the employment of the staff because of few reasons like criminal records, poor performance, harassment to other employees and violation of contract (Perrew, 2011). Redundancy- Redundancy is also an exit procedure performed by Supermart Plc and also by Tesco Plc; it has been done when employees are no more required in the company. The reasons can be rightsizing, merger, acquisition and much more. Consider the impact of the legal and regulatory framework on employment cessation arrangements. The legal and regulatory framework is described to prevent the unfairness and injustice with workers in the working place for their rights. Companies execute the legal and regulatory framework for helping the employees in order to achieve the competitive benefits in private and public sectors. Laws and policies help workers to stand for their rights as well as to stop injustice in organizational goals and aims. Advantages like job security have been provided to employees if any injustice happened to the employees like employer cheating employees (Stillwell and Tunney, 2012). For managing the execution of rules and laws in the company, Supermart Plc requires to hire specialist for examine the rules and for guiding the management towards the planning free from the policy clashes. The additional amount of the company even declines the performance of decision- making authority and impacts over the planning towards the accomplishments of objectives of the firm. Relevant and effective regu lations framework has been followed by Supermart Plc for avoiding the jiggling with lawful and legalized cases. References Aguinis, H. and Lengnick-Hall, M. (2012). Assessing the value of human resource certification: A call for evidence-based human resource management.Human Resource Management Review, 22(4), pp.281-284. Beardwell, J. and Thompson, A. (2017).Human resource management. Harlow, England: Pearson. Bjo?rnsson, G., Bjo?rklund, F., Strandberg, C., Eriksson, J. and Olinder, R. (2015).Motivational internalism. New York: Oxford University Press. Davidson, J. (2012).Motivation. [Place of publication not identified]: F+W Media. Doenovi?, D. (2016). Employee Reward Systems in Organizations.ECONOMICS, 4(1). Gorman, T. (2007). Motivation. Avon, Mass.: Adams Media. Gunderson, M. (2001). Economics of personnel and human resource management.Human Resource Management Review, 11(4), pp.431-452. Long, R. (2012).Motivation. Hoboken: Taylor and Francis. Hatton, E. (2017). Mechanisms of invisibility: rethinking the concept of invisible work.Work, employment and society, 31(2), pp.336-351. Hearn, S. (2011). The crucial link between performance and reward.Strategic HR Review, 11(1). Mak, H. and Justman, Q. (2016). Risk and Reward.Cell Systems, 3(4), p.317. O'Neil, J., Drillings, M. and O'Neil, H. (2012).Motivation. Hoboken: Taylor and Francis. Perrew, P. (2011). The role of personality in human resource management.Human Resource Management Review, 21(4), p.257. Stillwell, D. and Tunney, R. (2012). Effects of measurement methods on the relationship between smoking and delay reward discounting.Addiction, 107(5), pp.1003-1012.