Job Evaluation

Table of Contents Acknowledgement Executive Summary Outline the merits and limitations of Crop Banks proposed reward system for the managers and staff. Develop an alternative reward system for bank employees and explain why it is superior to the proposed reward system Conclusions Crop Bank has become a most strategic Bank in the field. It has faced a strong competition from both Government sector and local private and foreign banks. To face these challenges Crop Bank always has to introduce new technology, new financial products and new reward system to their employees and to their customers.The reward system is mainly concern thing within the Corp. Bank. Reward system for the Manager mainly based on the Customer satisfaction and leadership qualities. For the staff the reward system is based on customer satisfaction. These categories evaluated within three criteria. Within the Board meeting Bank CEO accept this rewarding system. Within this case study we have to find; 1. Outlining of Merits and Limitation of Crop Banks propose rewarding system for the manager and staff 2. Develop an alternative reward system for Crop Banks employees and explain why it is superior to the proposed reward system 1 .Outline the merits and limitations of Crop Banks proposed reward system for the managers and staff. Job Evaluation Methods: The essence of compensation administration is Job evaluation and the establishment of the pay structure. By Job evaluation we mean using the information in Job analysis to systematically determine the value of each Job in relation to all Jobs with in the organization. In short, Job evaluation seeks to rank all the Jobs in the organization and place them in a hierarchy that will reflect the relative worth of each. We must first understand what are the Merits and Limitations within the Crop Banks' current Nanking method.Merits 1 . It is a simple method; current ranking method is a simple one. It only based on â€Å"How much was the customer is satis fied†. So as we can see it is the easiest way of ranking. And the ranking method limits to only three categories they are â€Å"1 . Not meeting customer expectation, 2. Meeting Customer expectation, 3. Far Exceeding Customer expectation†. This is a simplest method on ranking. 2. This current ranking method is a low cost method; as we can see this is a simple ranking system, because of that this cost a low budget. 3. The current rating system can be used in service based organization.In the banking sector such as Corp. Bank they provide a service as for this current ranking method is based on customer service it can be a lot of help to a serviced based organization such as Banks. 4. Ranking method that is currently using by Corp. Bank can be use daily basis because it mainly concern about the Customer satisfaction. Limitations As we can see the Merits within the current reward system there are also Limitation within this. 1. Can't clearly measure the categories; the rewa rding system clearly based on the Customer Satisfaction. And it is only rated by â€Å"1 . Not meeting customer expectation, 2. Meeting Customer expectation, 3.Far Exceeding Customer expectation†. There is no guideline how to evaluate. This is a limitation occurred in current reward system in Corp. Bank. 2. As the above mention rewarding system is clearly based on customer satisfaction. From this we are facing a problem â€Å"Only Customer Satisfaction is enough? † As a developing Bank it is a limitation that Corp. Bank is only concern about the Customer satisfaction when there are more facts that should taken for ranking 3. When concentrating about the Customer Satisfaction factor we are clearly facing a halogen, how can we identify the customer satisfaction because Human is dynamic creature.Some Customers can be satisfied and some customers can never be satisfied because there needs and wants are clearly different. As Abraham Moscow has described there are different needs and want and there are different motivators. As we can see Human can not be easily satisfied. 4. Managers can not always control their subordinates. This is another limitation in the current ranking method in Crop Bank. Managers will not be able to control their subordinates; subordinates will always use their personal feelings within the aerospace. Managers can't always control this.Reward system only concerns about the customer satisfaction this because of the subordinates work Managers may have to pay the price. 5. The current reward system of the Crop Bank will not effect to the entire bank. Customer satisfaction will be only effect to the front office where the customers usually go. But when it comes to the back office customer satisfaction is not enough. For an example Accountants Job can't be evaluated from Customer satisfaction. So as we can see current rewarding system is not enough to evaluate the entire banking industries. 6.In the case study it is clearly mention f rom this reward system only the salary of the employees will go up. But not all people will get motivate from financial benefits. According to Herbage's theory everyone is not motivated by Money. 2. Develop an alternative reward system for bank employees and explain why it is superior to the proposed reward system There are four main Job Ranking Methods. We must first identify what is the most suitable ranking method for the Crop Bank. A. Ranking method: Raters examine the description of each Job being evaluated and arrange the Jobs in order according to their value to the company.This method requires a committee, typically composed of both management and employee representative to arrange Job in a simple rank order from highest to lowest. No attempts are made to break down the Jobs by specific weighted criteria. The committee members merely compare two jobs and Judge which one is more important, or more difficult to perform. Then they compare the other Job with the first two, and s o on until all the Jobs have been evaluated and ranked. The most obvious limitation to the ranking method is its sheer inability to be managed when there are a large number of Jobs.Other drawbacks to be considered are the subjectivity of the method- there are no definite or consistent standards by which to Justify the rankings- and the fact that because Jobs are only ranked in terms of order, we have no knowledge of the distance between the ranks. B. Classification method: A Job evaluation method by which a number of classes or grades are defined to describe a group of Jobs is known as Classification method. The classifications are created by identifying some common denominator skills, knowledge, responsibilities tit the desired goal being the criterion of a number of distinct classes or grades of jobs.Once the classifications are established, they are ranked in an overall order of importance according to the criteria chosen, and each Job is placed in its appropriate classification. This later action is generally done by comparing each position's Job description against the classification description and benchmark Jobs. The classification method shares most of the disadvantages of the ranking approach, plus the difficulty of writing classification descriptions, Judging which Jobs go where, and leaning with Jobs that appear to fall into more than one classification. . Factor comparison method: Raters need not keep the entire Job in mind as they evaluate; instead, they make decisions on separate aspects, or factors, of the Job. A basic underlying assumption is that there are five universal Job factors: (1) Mental Requirements, (2) Skills, (3) Physical Requirements, (4) Responsibilities, and (5) Working Conditions. The committee first rank each of the selected benchmark Jobs on the relative degree of difficulty for each of the five factors.Then, the committee allocates the total pay rates or each Job to each factor based on the importance of the respective factor to the job. A Job comparison scale, reflecting rankings and money allocations, is developed next. The raters compare each Job, factor by factor, with those appearing on the Job comparison scale. Then, they place the Jobs on the chart in an appropriate position. D. Point method: Raters assign numerical values to specific Job components, and the sum of these values provides a quantitative assessment of a Job's relative worth.The point method requires selection of Job factors according to the nature of the specific group of Jobs Ewing evaluated. After determining the group of Jobs to be studied, analysts conduct job analysis and write Job descriptions. Next, the analysts select and define the factors to be used in measuring Job value and which become the standards used for the evaluation of Jobs. Education, experience, Job knowledge, mental effort, physical effort, responsibility, and working conditions are examples of factors typically used.The committee establishes factor weights ac cording to their relative importance in the Jobs being evaluated, and then determines the total number of points to be used in the plan. A distribution of the point values to Job factor degrees is made, with the next step being the preparation of a Job evaluation manual. Point Rating method will be the most effective way for the Corp. Bank. It can be identify step by step. Determine the cluster of Jobs to be evaluated First we have to identify what are the Job categories in the bank.We can identify there are two categories in the bank as Front Office and the Back Office. Corp. Bank Front Office -Manager (Chief Manager) -Personal Banking Officer -Customer Service Manager -Executive Officer -Tellers Collect the Job Information Back Office -Operation Managers -Banking Assistant -Clerk Identify a clear knowledge about Job. We can prepare Job Analysis to identify about the Job. Now we can briefly identify Duties and Responsibilities about above mention job categories. Front Office:- Cust omer Handling. Opening Accounts, Updating and Issuing Pass books. Collecting cheeses and Drafts.Cash and Queue withdrawal. NRC Accounts handling Back Office:- Issuing Loans Issuing Credit Cards Loan Recoveries Other clerical works As we can see these two Job categories plays different roles within the same bank. Be equity towards both parties we have to identify Compensable factors that can evaluate both parties equally and fairly. Selecting Main Compensable factors and Sub Compensable factors To identify the value of the Job, we must select some main compensable factors that are common for every Job within the Crop Bank such as Skills, Effort, and Responsibilities.After identifying these main factors, we must identifying sub compensable factors that elaborate use of the main factors. Showing below is a model for the Crop Bank reward system Skills Education Training Experience Effort Mental Physical Complexity of Duties and Responsibility Job Condition bib Diseases, Stress) bib Dise ases are the ones occurred from the current Job for an example employee who daily working with the computers gradually have a bad eyesight. ) Dividing Grades After we have identified main and sub Compensable factors.We have to identify the Grades. From Job to Job above mention factors may defer, for an example: – Under Skills there is a factor called Education. Education can be divided several grades according to the Jobs within the bank Grade 1 Passed Advance Level Grade 2:- Diploma Holder Grade 3:- Degree from a recognized University or equal qualification Grade 4:- Post Graduate Degree holder As we can see to establish an effective Job evaluation system several grades must be issued.In the Crop Bank we can categories to 4 grades according to Jobs within the bank Grade 1 Tellers Clerk Banking Assistant Grade 2:- Personal Banking Officers Executive Officers Grade 3:- Grade 4:- Customer Service Manager Manager (Chief Manager) Valuing According to Grades Factor Degree and Poin ts 2nd 3rd 4th Education Skills 20 35 50 2 3 15 45 4 Mental Effort 10 30 5 Physical Effort Duties/Responsibilities 7 Job Condition Total 200 300 Preparing a Guide book to Evaluate Points There should be a Guide Book to instruct the evaluator.The guide book should contain details about Compensable factors and guidelines about how to evaluate the employees properly. This should help the evaluator to do his duty properly. Evaluation Finally the Job should be evaluated properly and the points should be afforded according to the Guide book. Below is the model example sheet Evaluation Sheet Name of the Job -? Date: / Details Marks Total(Total Value of the Job)

Rise and Rise of Indian Fashion Retail Industry

RISE AND RISE OF INDIAN FASHION RETAIL INDUSTRY The Indian Fashion retail industry has come a long way since its onset in the country. It is steadily taking the shape of economy booster and has grown many folds in last decade. There are a number of domestic brands like Numero Uno, Satya Paul, Pantaloons, and Provogue who have seen tremendous growth since the time they arrived in the market. The vast opportunity has also lured international players like Burberry, Louis Vuitton, Zara, WalMart to move into the Indian Fashion Retail Industry.The potential in the sector is immense and it is just a matter of time before the Indian Fashion Retail Industry becomes internationally renowned. According to one estimate, more than 50% of the retail space in India used by Fashion industry. Apparel and textiles together is largest among the retail sectors. Combining other fashion segments like jewellery, cosmetics, accessories, watches and beauty product means that fashion makes up for more than 60 % of retail sector.In department stores, fashion products account for around 95% of the total sales. The share is 70% in the Hypermarkets. In the year 2009, the value of apparel industry in India was INR 32,70,000 million. It is estimated to grow at around 11 percent and should reach INR 1,03,20,000 million by 2020. The most important factor for this steep growth and popularity of Fashion products is the huge population of our country.Also, with the rise of more and more industries there is a marked increase in the income level of people resulting in more spending power as well. People are buying fashion products more than ever before. Once the basic needs of food and shelter are met the focus shifts on trying to look and feel better. There is a noticeable growth in the number of fashion retail outlets. The Indian Fashion Retail sector consists of department stores, huge shopping malls, hypermarkets, etc.In monetary terms, the industry has fashion brands which offers affordable fash ion clothing and is within the purchasing power of a common man. It also has brands offering premium fashion products which are really expensive. Introduction of online retailing has added a new dimension to the fashion retail segment and will surely help to boost the sales further. The Indian Fashion has a great future ahead and is sure to become one the biggest Industry in the country in terms of monetary power involved. Watch out for the boom.

Sales managment Essay Example | Topics and Well Written Essays - 750 words

Sales managment - Essay Example Progeon- the subsidiary of Infosys works with international clients spread across the globe and as such, it handles diverse languages, behaviors, expectations and demands (Charlotte 2005). Though it has carved a niche in the call centre market by its innovative training and development programs, yet dynamic forces surrounding globalization and ever changing customer demands place hurdles every now and then. Cultural mismatches have lately become commonplace as companies are intending towards mergers, acquisitions and partnerships with global clients. The industry in which Progeon operates is truly global in the sense that it provides voice and data job services to multinationals by addressing the calls of the clients located worldwide. Thus, global in context of Progeon refer to a 360 degree view of the entire globe. Keeping this fact in mind, it is imperative that Progeon well-trained staff, even after rigorous training is still exposed to cultural issues. Snapshot of those issues with their reason and probable solutions are detailed below: Every person has his own standards of understanding and believing what is wrong and what is right, based on the culture in which he is brought up. The degree of fairness in behavior, dealings and communication also rests on this basic premise of ethical standards. Though the staff at Progeon is imparted training of accent and language, yet they do not operate in the local culture of the customer to which they talk or address the call to. Thus, there remain chances of breach of fairness and violation of ethical standards from both sides and there is no yardstick to measure who has done what and to what extent. This defies the fundamental principle of sales management which starts with rapport and confidence building. As stated above, sales management bears fruits when exercised in the local settings of

Healthy Eating Messages and Children Nutrition (Case Study) Essay

Healthy Eating Messages and Children Nutrition (Case Study) - Essay Example As Gorn et al. (1982, 200) found ‘television advertising for children is developed from direct testing and observation of the child audience; Children are subjected to research techniques developed for the study of child psychology to determine the most effective way of inducing their counterparts in the nationwide audience to demand advertised products’. Under this intensive observation, the advertising addressed to children manages to achieve the target set by the multinational corporations, i.e. the ‘cultivation’ of specific nutritional preferences to children of all ages in accordance with the production line of these firms. In the same context, Smitt et al. (2007, 57) stated that ‘the issues of food advertisements, especially aimed at children, and food labeling are factors behind the obesity epidemic which need to be tackled while commercial communication increases consumer information; however, the promotion of unhealthy foods negatively impacts the health of the population and for this reason actions need to be taken to protect children from commercial activity in this field’. The above assumptions are in accordance with the findings of WHO in 2003 which indicate that ‘dietary adjustments may not only influence present health, but may determine whether or not an individual will develop such diseases as cancer, cardiovascular disease and diabetes much later in life’ (WHO, 2003, 2). In fact it has been found that wrong nutritional ‘habits’ can lead to severe consequences for the health not only in adults but also in children. More specifically, a research made by the World Health Organization in 2003 showed that ‘higher blood pressure in childhood (in combination with other risk factors) causes target organ and anatomical changes that are associated with cardiovascular risk, including reduction in artery elasticity, increased ventricular size and mass, haemodynamic increase in

Build a 4g network Research Paper Example | Topics and Well Written Essays - 1750 words

Build a 4g network - Research Paper Example It is expected at the same time to deliver an increase of approximately eighty two percent of high-speed network connectivity, and a 19 percent increment of subscriptions of mobile platform. From the inspiration by Gardner (2009), this technology also aims at minimizing the operational cost of the connection deal that has been won, and to enjoy the fact that there is no barrier in the use of laws, technology and language, political limitations and rules which have to be of major emphasis to the organization. From the earlier studies, it had been revealed that the internet connection can be used to establish more advanced data communications. Empirically, the network is ideal since it can revive the falling position of the company. Considering the cost factors, there are massive plans to invest a lot of funds into the up-and-coming 4G connection and high standard Long Term Evolution (LTE). The advanced TDMA technology will not only be a source of revenue for the USA business, but will also raise a lot of interest in practical areas that can be applied to the construction and implementation of the 4G network as an upgrade from the previous versions, 3G. The installation of this 4G network will focus on popularizing its use in the US. Selection of Equipment for the System The tests of the TDMA network gives data reports on the behaviors of the equipment right from the manufacturers to the requirement of the fourth-generation (4G) measurements, using both the single instrument and integrated instrument system solutions popularly applied in the U.S. It will serve the purpose of satisfying the growing demand for quality services and solutions such as voice, video and data communication. It is clear from the discussion by Browne (2009) that the 3G technologies have not been able to provide the solutions. The technology in this plan is a 4G series of network that uses the Long Term Evolution (LTE) wireless technique. One of the requirements will be wireless signal anal yzers which are able to support devices of 2G and 3G specifications. This project views both the technical and analytical aspects of the higher standard requirement in the 4G technology, with the aim to increase the connectionless radio frequencies of the signal analyzers designed for use to support this 4G network. The design of these systems together with the corresponding software is planned to be the foundation for the Long Term Evolution 4G wireless connection. Long Term Evolution in this context expects the subsequent telephony Generation to be made up of mobile broadband technology. Data transfer takes place at the rate of 100 MB per second. Devices Required In order to solve the coverage issues that have been identified in the preliminary studies of this project, the fundamental device that will be required is the signal analyzer. Secondly, the 4G network will use Nokia cellular phone handsets versions that can support the GSM, TDMA and CDMA protocols. Using the idea from Le cklider (2009), the connection will require wireless connection channels of at least 30KHzs and speech coding devices. It will also require a modulation device that works with modulation of Differential ? / 4 – QPSK. Other devices include Smart Antennas, which essentially imply antennas stationed in the base connection station and cancelling the interference using digital signal

Reflective learning log Essay Example | Topics and Well Written Essays - 2000 words

Reflective learning log - Essay Example 62). The first part of the article talks about how to put culture into context and is largely based on the work created by Geert Hofstede, described as a "Dutch academic". Hofstede believed that culture is "learned and not inherited" and that it is "somewhere between an individuals unique personality and human nature" (p. 63). Hofstede saw that there were several layers where culture is related to other people in a "mental programming activity". He describes the inner layer as the organization where an individual works, and an outer layer that is the countries or country where an individual lives or has lived. These factors create the first aspects of how people will get along in a leadership capacity. Social class, gender, age, ethnicity and religion are factors that will influence leadership in addition to the others. From this standpoint, the chapter begins to define "organizational culture" and how peel are more apt to define this as "the way we do things around here." (p. 64). There are several theories within this process. Schien suggests that leadership is responsible for the creation, management and sometimes destruction of organizational culture (p. 65). This section of the chapter describes how organizational culture is molded and shaped by different leaders as they also explore culture in the context of what Hofstede sees culture and they attempt to merge the two. The next part of the chapter explores the concept of how organizational culture relates to individuals versus groups in lieu of their own ethnic culture. They begin with a study of individualism and collectivism that explains the difference between groups who only are concerned with the individual versus those who are more socially oriented. They suggest that they way that these two differ may be due to how an individual or group perceives

Factors Affecting Customer-Centric Website Design Essay

Factors Affecting Customer-Centric Website Design - Essay Example The paper concludes that website designers must exploit Cloud technologies and use teams that are multicultural and gender sensitive when designing their websites if they truly want to make their customers the centre of their work. Introduction The infrastructure known as the Internet has been at the heart of globalisation, flattening the world, and causing disruptive change in business bringing about new models and new products and services. At its core the web browser has been the most visible interface for consumers and businesses to enjoy these changes brought about by the Internet. With increasing use and time spent on the internet, and with the accompanying information overload, businesses are seeking to capture differentiate themselves through website designs that attract and engage customers. It is within this context that web designers are being tasked to come up with customer-centred websites. Customer-centric web design aims at creating a website that is intended to meet t he specific needs of customers as opposed to all web visitors. When considering customer-centred design, Schneider (2011) recommends focusing on the customer buying process. Garrett (2003) suggested that there are six key areas that the web designer will need to focus on to enhance the users’ experience: visual design, information architecture, information design, navigation design, interaction design, and content. Given the highly fluid nature of the internet and its associated technologies, web designers are finding it difficult to design the much desired customer-centric websites. In the next section, the paper begins by trying to understand why customer-centric web design is so important for any individual or organisation that is putting up or has a website. After that the paper discusses three factors that make achieving customer-centric web design difficult. First it discusses the effect of culture and gender, then the impact of the emergence of the mobile web and f inally the rise of prosumerism. The paper then concludes with suggestions on possible techniques that web designers could use to tackle the challenge posed by these three factors. Literature Review Importance of Customer-Centric Web Designs Naturally, one would ask why is achieving customer-centric web designs so important to warrant its discussion? Porter (2001) argued that the internet weakened industry profitability by influencing the five forces that underlie industry structure. The Internet reduced switching costs and shifted bargaining power to end consumers. The web essentially changed the dynamics of the relationship between organisations and their customers. The customer is now more empowered and more in control of the relationship than ever before (Perfetti, 2006). The web has not only made it easier for customers to find alternatives but it has also lowered the costs they incur either in searching for alternatives or moving to them. Customers only care about that whic h is important to them. This means that if they cannot find the products, services or information that brought them to a particular website, they will simply go elsewhere. To prevent customers from going elsewhere makes it necessary for organizations to design their websites with the customer as the core focus. Also, it has been found that there is a big distinction between the numbers of people who visit a website and those

Strategic Choice and Evaluation Paper Essay Example | Topics and Well Written Essays - 500 words

Strategic Choice and Evaluation Paper - Essay Example The most suitable grand strategy for Hawaiian Airlines in this case will be concentrated growth. (Galor, 2005). The grand strategy of Hawaiian Airlines involves the division of the main aim into a number of major objectives that will gel together to achieve the overall strategy. This will include a number of long term objectives through which the organization will be able to achieve their main objective which is the reduction of their debt and raising additional capital (Weil, 2008). The achievement of these two objectives will lead to the accomplishment of the main aim which is the expansion and growth of the airline (Debraj, 2008). The grand strategy thus will consist of methods in which these two can be obtained in the most effective way. Though these objectives may have a number of sub-aims within themselves, the grand strategy will focus on the main objective itself and how to ensure it is achieved (Weil, 2008). With this in mind, the grand strategy can be designed as such: This objective will require adept skills in accounting if the aim of 25% is to be achieved in the amount of time allocated (5 years). Reducing the company debt can be done through a number of ways that will involve the management of the organization’s funds and may require the company to tighten its belt in certain areas (Galor, 2005). These ways include, increasing the premium amount that is being paid during the agreed periods of time with their debtors. This increase can be within the realms of 5% and 10% which will make a big difference in the long run (Debraj, 2008). A second means is cutting on unnecessary costs and expenditure to ensure that the current debt does not grow any larger. This may involve the cutting of costs such as paid vacations for the period of time that the debt is being reduced (Weil, 2008). The cutting of costs and increase of debt amount paid will mean that the money accrued will be paid off faster than was previously possible

2 response Essay Example | Topics and Well Written Essays - 500 words

2 response - Essay Example The essay also conveys the beautiful message that one should love oneself in the very natural manner that one is born with and should not listen or act according to what others have to say about them. It also emphasizes on the fact that it is the values that are found within a girl that makes her more beautiful rather than the cosmetic covered face. There is no point in hurting oneself at the behest of others who are always ready to point out only the bad parts of something and not the good ones. 2. The author needs to come up with either any textual help from an essay or a personal story to prove her allegations regarding the singer Shakira. It was just her opinion that she has given in the essay about the singer and there is no valid proof to prove the fact that she has incorporated in her work about the singer. Wearing provocative clothing and moving her hips are just personal comments that the author has given to the singer. The author should have provided certain proved facts or the views of some other writers to discuss her views. By providing her view points only, the author has given rise to a weak point in the essay which may be criticized by others who read it. 3. The weakest part that the essay contains is that it bases its deductions and relies its studies on flimsy poetry and imaginative ideas. It compares the very practical aspects in reality to the imaginative concepts of poetries and stories. Moreover it takes into account the very tiny age of girls which is not the correct thing to be done. The magazines and the books that the author talks about are for women. The age group of children that the author talks about is not this rather that of small girls who are not at all connected with the magazine part. Thus there is no coherence in the writing. There could have been stronger points in the essay if it would have the proper coherence required and if it could provide the readers with more clarity about the

Various ways a student can pay for his education Essay Example for Free

Various ways a student can pay for his education Essay Pursuing education may be expensive, but the cost incurred during one’s education may be offset by the rewards resulting from education, which are usually long-term. Various factors determine the amount spent in education, especially college education. For instance, the level of education, type of college, and the total number of courses an individual is taking. Though there are various programs, which for education, timely saving for our education remain to be a very good start. There are several ways and payment options a students may use in order to cater for their education expenses as well as other expenses that may be incurred in the course of his or her education. For instance, through the award process of financial aid, universities and the federal government offer financial assistance to the needy. Several ways which one can use to finance for his higher level education include the following; The plan of monthly payment which is interest-free and can help one to manage his or her expenses of education by allowing one to pay tuition over several months course rather than paying lump sum amount at one time. This makes it easy for a person to pay for the education finance since it can reduce the amount one want to borrow and thus saving your money. The enrollment fee is low and there are no charges to this plan of monthly payment. This is also an effective way of paying education finances since it has different ways of payments which include: the credit card, money order, check or e-check. Other way students can pay for their education is through tuition assistance provided by the employer. Many organizations and companies offer programs of tuition assistance to their employees so as to retain them and also develop their skills and knowledge. For students who are employees of federal government or who are service member of active-duty have a chance of being eligible for assistance of tuition. A student may request his supervisor, representative of human resource or the personnel in education office as to whether benefits of tuition may be available to him or her. If the tuition benefit is available, then the student should register and pay his education bill using the tuition assistance by employer. A student may also be catered for his or her education bill by a scholarship. Scholarships are usually awarded to needy students who achieve high academic excellence, especially in high schools. Scholarships are prized highly since they represent financial aid form, which does not need to be repaid back. Both university and state, and federal scholarships are being awarded through process of financial aid. Scholarships are more often awarded on basis of financial need and academic performance. Students can also be considered if they apply for scholarship programs of such as coveted legislative scholarships. Scholarships awards by universities and colleges are based on several criteria which include financial need, academic achievement, and enrollment in a certain academic area or degree program. Furthermore, universities offer other several other programs of special scholarships for the college graduates and also for the military personnel, dependents and spouses. Student can pay for his education bill by the federal loans. As is in the case of several students, one may be in need of additional financing so as to supplement his or her savings, scholarships awards or grants. Many packages of financial aid usually offer aid in form of the federal loans. The federal loans have advantage since they offer interest rates which are low and repayment plans are flexible. Students may also be paid for their education finances by scholarships which may be awarded by organizations or companies. Several companies offer scholarships for artists, academic, athletic achievers among others. Interested students may apply for such scholarships and may be awarded. They may search those scholarships through the online search engines. Students may also choose to apply for private loans as a supplement to the federal loans so as to cater for their education bills. A student may find loan programs or lenders who offer repayment terms and interest rates which are reasonable. Grants are another means which a student may use to finance his or her higher education. Grants are financial awards which do not need to be paid back. Grants usually vary and depend on need level and enrollment status of the student. There are grants which are designated for students who are undergraduates only and they include the grants of federal pell, federal educational opportunity supplemental grants, and the part-time Maryland grants. Students can also pay their education bills through the earnings they get from the job opportunities provided the program of federal work-study. Amount awarded tend to vary according to the students need of finance and also fund availability. The work study is paid biweekly and students are paid according to number of worked hours. In conclusion, students have several means of paying their education bills and thus no student should stop learning due to lack of finance to cater for his or her education finances. References Oklahoma Higher Education. (2010). Financial Aid: Managing the cost of college. Retrieved July 24, 2010, from http://www. okhighered. org/student-center/financial-aid/

Enzyme Kinetics of Acetylcholinesterase

Enzyme Kinetics of Acetylcholinesterase David Romero Perez Enzyme kinetics of Acetylcholinesterase and its behaviour in the presence of Edrophonium. Abstract The aim of the present study was to test the effects of edrophonium on the enzyme kinetics of acetylcholinesterase. The use of s-acetylthiocholine as a substrate with its breakdown by acetylcholinesterase and the later reaction into a coloured product, allowed the utilization of colorimetric technique in conjunction with spectrophotometry. A Michaelis-Menton and a Lineweaver-Burk plot showed edrophonium to be an acetylcholinesterase inhibitor that does not fit with the classical descriptions of competitive, non-competitive or uncompetitive inhibitors. The results though were coherent with previous research that classed edrophonium as a mixed inhibitor at concentrations similar to the ones used in the present study, 10 uM. On the contrary, the same study suggested that edrophonium behaves as a competitive inhibitor at concentrations of 0.1 uM but this concentration was not tested on the present study and, therefore, further research is required. Introduction Chemical reactions are the fundamental basis of all matter and, therefore, of life. The study of the chemistry relevant to life is called biochemistry and inside this discipline the study of enzymes has been of particular importance. Enzymes simply make rare chemical events common enough to allow the accumulation of, otherwise, improvable molecules or products required for life (Laidler, 1997). Thanks to millions of years of evolution the level of sophistication in biological systems has reached high levels, allowing fine-tuned regulation of enzymes and their products (Berg, Tymoczko and Stryer, 2012). Nonetheless, the study of the enzyme kinetics and how their regulation works had to overcome, with great efforts, the technological difficulties of such small and fast reactions (Laidler, 1997). The first studies done on enzyme kinetics were on fermentation. From ancient cultures to the present humans have use fermentation to produce alcohol and bread. But it was not until the 19th century that fermentation started to be studied. Fischer’s lock and key hypothesis was one of the first successful although not completely accurate attempts to explain the process (Laidler, 1997). On 1902 Brown studied invertase, using yeast and sucrose, discovering the Enzyme-Substrate complex (ES) (Kenneth, 2013). This provided the fundamental blocks for the development of the new-born biochemistry discipline. Another hallmark on biochemistry was the work of Leonor Michaelis and Maud Leonora Menten, 1913, Michaelis-Menten equation (E + S →↠ ES →↠ ES ´ → E + products). Their experiment failed but gave us important lessons on the importance of pH on enzyme reactions (Laidler, 1997). The pH is important because most, if not all, enzymes are active only at specific ranges of pH, and usually reach their optimum activity around 7.0 pH. This value is common in biological systems although specialized enzymes may require higher or lower values (Berg, Tymoczko and Stryer, 2012). Also, the previously mentioned researchers produced an easy way of visualizing the data in the form of a graph called the Michaelis-Menten plot. This graph allows quick recognition of important parameters like the maximum activity reached by the enzyme (Vmax) and the amount of substrate required to produce half Vmax (Km) (Berg, Tymoczko and Stryer, 2012; Laidler, 1997). The Michaelis-Menten plot will be used in this study to show both parameters in relation to the enzyme achetylcholinesterase. Acetylcholinesterase is an enzyme of vital importance for the nervous system. As an enzyme is a globular protein mostly released to the inter-synaptic space between neurons’ axons and dendrites. Its purpose there is to break down the neurotransmitter acetylcholine to prevent it from continuously activating acetylcholine receptors on the post-synaptic neuron (Berg, Tymoczko and Stryer, 2012). As with every enzyme other substances can interact with it or with the conformation of the E+S complex. These components are called inhibitors and are usually described as competitive, non-competitive or uncompetitive, although mixed inhibitors have been also described (Berg, Tymoczko and Stryer, 2012; Howard, 2007). For any chemical to be classed as an inhibitor it must have an negative effect on the Vmax and/or Km. The effect on those would decide what type of inhibitor the chemical is. If competitive the inhibitor binds to the catalytic site and Vmax remains the same while Km is increased. On the other side, if non-competitive, it would bind on a different location than the catalytic site, preventing the binding of the substrate. In this case Vmax would be the same but Km would be decreased. In turn, an uncompetitive inhibitor binds to the Enzyme-Substrate complex (ES) and both Vmax and Km, are decreased (Berg, Tymoczko and Stryer, 2012; Howard, 2007). In the present study the kinetics of achetylcholinesterase are tested in the presence or absence of edrophonium in order to investigate if it is indeed an inhibitor and to which class it belongs. These values were found using a combination of spectrophotometry and colourometry techniques. Spectrophotometry is a technique in which light crosses a cuvette containing the solutes. The content of the solution absorbs a certain amount of light depending on the concentration of the coloured chemical, therefore, less light will reach the detector at the other side of the cuvette. This is called the transmittance, and allows us to calculate the absorbance by subtracting the transmittance to 1 (1-T=A). The absorbance increases or decreases with the capacity of the solution to absorb light, giving an accurate reading of changes in solution composition or concentrations as is the case with enzymes in the presence of their specific substrate (Blauch, 2014; Reed, et al., 1998). This is calculated using the Beer-Lambert law which states that absorbance can be obtained by the equation A=Ecl (E=molar absorbitivity, c=concentration, l=longitude of the path of light which is commonly 1cm) (Anon., n.d.) Being the molar absorptivity (E) of 5-thio-2-nitrobenzoic acid 1.3610^4. The Beer-Lam bert equation can be rearranged (Anon., n.d.) to study the concentrations of unknown samples given that A and E are known and it provides the basis to accurate study of enzyme kinetics together with colourometric technique. Colourometry is based in the natural correlation between the amount of coloured chemical in a solution and the intensity of that colour. Therefore, by comparing solutions of known concentration of the same chemical it is possible to determine the concentration of the unknown concentration sample (Lancashire, 2011). To do so, a spectrophotometer is used by setting it up at the specific wavelength that corresponds to the colour of the reaction (Reed, et al., 1998). In some cases the product of the enzymatic reaction may not produce any colour and a modified substrate can be used. As it was explained before, acetylcholinesterase hydrolyses (breaks down) acetylcholine into an acetyl group and choline. The problem when trying to use the colourometric technique to measure the substrate production is that choline is colourless, hence the reason s-acetylthiocholine is used instead. The break down product thiocholine reacts with 5,5’dithiobis acid (DTNB) to produce 5-thio-2-nitrobenzoic acid (E=1.3610^4). This final product is yellow coloured and can be measured using the spectrophotometer at 412nm wavelength, allowing the precise study of acetylcholinesterase kinetics. Materials The agents used in this experiment were phosphate buffer (0.1 M), acetylthiocholine (15mM), DTNB reagent (6mM), acetylcholinesterase enzyme (0.3 u/ml) and water. All of them provided by UCLan School of Biomedical Sciences. In order to create the mixtures Gilson pipettes ( p20, p200 and p1000) with their respective tips were used. In addition, 3ml tubes were used for the initial adding of agents and 1ml standard plastic cuvettes for the spectrometer, which was also used to measure the absorbance. Methods The present study was divided in three parts. The aim of the first part was to find out the effect of enzyme concentration on rate reaction. The second part aimed to find the effect of different substrate concentration on rate reaction. Finally the third part studied the effect of edrophonium on enzyme rate reaction at different substrate concentrations. As a general note, every single dilution was kept at 3.0ml volume, using phosphate buffer as solvent. Also, every single dilution had 0.1ml AChE but in controls it was replaced with 0.1ml phosphate buffer to keep the 3.0ml volume. All mixtures were produce at room temperature. Plastic cuvettes were used to measure up absorbance in a spectrometer at 412 nm wavelength for two minutes, being the result the average per minute of those two minutes. For the first part of the study on effect of enzyme concentration on rate reaction the mixtures were produced as showed in table 1. AGENT VOLUME 1ST MIXTURE VOLUME 2ND MIXTURE VOLUME 3RD MIXTURE STOCK CONC. REACTION CONC. PHOSPHATE BUFFER 1.25 ml 1.2 ml 1.1 ml 0.1 M 50 mM ACETYLTHIOCHOLINE 0.1 ml 0.1 ml 0.1 ml 15mM 0.5 mM DTNB REAGENT 0.1 ml 0.1 ml 0.1 ml 6 mM 0.2 mM AChE 0.05 ml 0.1 ml 0.2 ml 0.3 u/ml 1st-0.005 u/ml 2nd-0.01 u/ml 3rd-0.02 u/ml WATER 1.5 ml 1.5 ml 1.5 ml n/a n/a Table 1 Reaction Mixtures. Before measuring every mixture the spectrometer was blanked with the correspondent control without the enzyme. The second part of the study looked at the effect on rate reaction of different substrate concentrations. The mixtures were produced with the volumes detailed in table 2. ACETYLTHIOCHOLINE (ml) PHOSPHATE BUFFER (ml) DTNB REAGENT (ml) AChE (ml) WATER Reaction conc of Acetylthiocholine (uM) 0.20 1.1 0.1 0.1 1.5 1000 0.10 1.2 0.1 0.1 1.5 500 0.05 1.25 0.1 0.1 1.5 250 0.02 1.28 0.1 0.1 1.5 100 0.01 1.29 0.1 0.1 1.5 50 0.005 1.295 0.1 0.1 1.5 25 Table 2 Composition of mixtures of acetylcholinesterase enzyme reaction without edrophonium. The effect of edrophonium on rate reaction was studied on the third part of the experiment. The mixtures were produced following table 3. Acetylthiocholine (ml) Phosphate Buffer (ml) DTNB Reagent (ml) Edrophonium (ul) AChE (ml) Water (ml) Reaction conc of acetythiocholine (uM) 0.20 1.1 0.1 100 0.1 1.5 1000 0.10 1.20 0.1 100 0.1 1.5 500 0.05 1.25 0.1 100 0.1 1.5 250 0.02 1.28 0.1 100 0.1 1.5 100 0.01 1.29 0.1 100 0.1 1.5 50 0.005 1.295 0.1 100 0.1 1.5 25 Table 3 Composition of mixtures of acetylcholinesterase enzyme reaction with edrophonium. Once the absorbance was recorded, the Beer-Lambert law equation was transformed to calculate the Velocity of 5-thio-2-nitrobenzoic acid (E=1.3610^4) production in Moles/litre/min achieved by every mixture: -A=ECL → C=A/E (L equals 1 per 1 cm of light path length inside the spectrophotometer cuvettes). The full calculations can be consulted in appendix 1. Results For the first part of the study the effect of enzyme concentration on rate reaction was measured and the velocity on nM/L/min was calculated and noted in table 4. Acetylcholinesterase concentration in u/ml Velocity of reaction in ÃŽ ¼M/L/min 0.005 2.05 0.01 3.97 0.02 7.8 Table 4 Calculated Velocity of reaction by acetylcholinesterase concentration. The velocity was plotted against enzyme concentration in graph 1, which shows a linear relationship between both parameters. Graph 1 Enzyme reaction of acetylcholine in response to enzyme concentration. Next the velocities of enzyme reaction at acetylthiocholine concentrations ranging from 25-1000 ÃŽ ¼M in the presence or absence of edrophonium were calculated and noted in table 5. Reaction concentration of Acetylthiocholine (ÃŽ ¼M) Velocity of reaction without edrophonium (ÃŽ ¼M/L/min) Velocity of reaction with edrophonium (ÃŽ ¼M/L/min) 25 2.5 0.15 50 2.87 0.95 100 3.6 1.25 250 3.75 2.57 500 4.34 2.65 1000 6.62 3 Table 5 calculated Velocities of acetylcholinesterase enzymatic reaction with and without edrophonium. Using the data from table 5 a Michaelis-Menton graph was plotted in graph 2 in order to reveal changes in Vmax and Km in the presence or absence of edrophonium. Graph 2 Michaelis-Menton plot of acetylcholine in the presence or absence of edrophonium. Clear differences on Vmax and Km were found between mixtures with or without edrophonium. In its presence Vmax dropped from 4.34 uM/L/ml to 3.01 uM/L/ml. On the contrary, the amount of substrate (s-acetylthiocholine) required to achieve 50% of Vmax was increased from 30 uM/ml to 100 uM/ml. There was a problem with the higher concentration mixture of the absence condition as it produced a higher than expected absorbance. This was examined in the discussion section. A Lineweaver-Burk plot (graph 3) showed the same results with decreased Vmax and increased Km. Graph 3 Lineweaver-Burk plot acetylcholinesterase in the presence and absence of edrophonium. In agreement with what was observed in graph 2, the graph showed that edrophonium is an acetylcholinesterase inhibitor. The kind of inhibitor it belongs to was examined in the discussion section. Discussion When comparing the Michaelis-Menton and the Lineweaver-Burk plots with the standard results of competitive, non-competitive and uncompetitive inhibitors (Berg, Tymoczko and Stryer, 2012), it became clear edrophonium did not belong to any of those. This can be explained by understanding the mode of action of a given inhibitor with the enzyme-substrate complex. Different inhibitors interact with different parts of a given enzyme or at different moments. A competitive inhibitor â€Å"competes† with the substrate for the catalytic site of the enzyme. As a consequence, the Vmax is reduced but if the concentration of the substrate is increased, more substrate would reach the catalytic site, nullifying the effect of the inhibitor although increasing the Km. An uncompetitive inhibitor does not bind to the catalytic site but somewhere else on the enzyme. It binds only once the E+S complex has been formed, decreasing the reaction rate regardless the substrate concentration. As a result the enzyme can not reach its normal Vmax and the Km is decreased. On the other hand, a noncompetitive inhibitor does not need the E+S complex to bind to the enzyme and does not decrease E+S formation. However, the E+S+I complex would not create a product, inactivating the enzyme. Basically, the noncompetitive inhibitor has taken a percentage of the active enzy me from the population, decreasing the Vmax but maintaining the same Km for the rest of the active enzyme population (Berg, Tymoczko and Stryer, 2012). The results of the present study suggest that edrophonium decreases the Vmax whilst increasing the Km and this effect can not be overcome by increasing substrate concentration. As a result, it can be classed as a mixed inhibitor, which inhibits the binding of the enzyme to the substrate and, at the same time, inactivates a proportion of the enzyme population (Berg, Tymoczko and Stryer, 2012). This has been supported by previous research (Robaire Kato, 1975) that found edrophonium to be a competitive inhibitor at concentrations of 0.1 uM but a mixed inhibitor at concentrations like the used in the present study, 10 uM. There were some limitations with the materials used. Plastic cuvettes were used instead of glass ones which are more suitable for organic solvents (Reed, et al., 1998). Also, the relative pipetting inexperience of the researches might have affected the accuracy of the resulting mixtures, hence the odd results for the mixture of higher substrate concentration on the absence condition. In future research it is recommended to improve pipetting accuracy maybe by using an automated pipetting system. Also, the timing in enzymatic reactions is critical, as these reactions occur often in seconds or even milliseconds (Laidler, 1997). Therefore, a multiplate spectrophotometer reader could be used to measure the absorbance of the mixtures. This would avoid any potential differences and delays from the moment the mixture is done to its reading. Also, lower concentrations of edrophonium (0.1 uM) should be tested to corroborate Robaire and kato’s (1975) research. In conclusion, in agreement with previous research (Bonaire Kato, 1975), the data points at edrophonium as an acetylcholinesterase mixed inhibitor at least at high concentrations (10 uM). Nonetheless, it needs to be confirmed in future research that edrophonium is also a competitive inhibitor at low concentration. At the same time, the technique could be optimized by the use of automated means in order to improve accuracy given the odd results produced by poor pipetting accuracy. References Anon (n.d.) Beers Law. Available: http://teaching.shu.ac.uk/hwb/chemistry/tutorials/molspec/beers1.htm. Last accessed 15th Jan 2014. Berg, J. M., Tymoczko, J. L. and Stryer, L. (2012) Biochemistry, 7th ed. New York: Freeman. Blauch D. N. (2014) Spectrophotomery. Available: http://www.chm.davidson.edu/vce/spectrophotometry/Spectrophotometry.html. Last accessed 15th Jan 2014. Howard, A. J. (2007) Enzyme inhibition and regulation, CSRRi,iit, [online]. Available at: http://csrri.iit.edu/~howard/biochem/lectures/enzymeinhibition.html. Last accessed 15th Jan 2014. Kenneth, A. J. (2013) A century of enzyme kinetic analysis, 1913 to 2013. FEBSLetters. 587, 2753-2766. Laidler, K. J. (1997) A brief history of enzyme kinetics. In: A. Cornish-Bowden ed. New Beer in an Old Bottle: Eduard Buchner and the Growth of Biochemical Knowledge. Valencia: Universitat de Valencia, pp. 127-133. Lancashire, R. J. (2011) EXPERIMENT 36 COLOURIMETRIC DETERMINATION OF PHOSPHATE. Available: http://wwwchem.uwimona.edu.jm/lab_manuals/c10expt36.html. Last accessed 15th Jan 2014. Reed, R. Holmes, D. Weyers, J. Jones, A. (1998) Practical Skills in Biomolecular Sciences. 4th ed. Essex: Pearson. 310-313. Robaire, B., Kato, G. (1975) Effects of Edrophonium, Eserine, Decamethonium, d-Tubocurarine, and Gallamine on the Kinetics of Membrane-Bound and Solubilized Eel Acetylcholinesterase. MOLECULAR PHARMACOLOGY. 11 (6), 722-734. Appendix 1 Velocity calculations Normal absorbances (nM) Divided by E Velociy (ÃŽ ¼M/L/min) 1/Velocity 0.034 2.5 0.4 0.039 2.87 0.35 0.049 1.3610^4 3.6 0.277 0.051 3.75 0.266 0.059 4.34 0.23 0.090 6.62 0.15 absorbances in the presence of edrophonium (nM) Divided by E Velociy (ÃŽ ¼M/L/min) 1/Velocity 0.002 0.15 6.6 0.013 0.95 1.05 0.017 1.3610^4 1.25 0.8 0.035 2.57 0.39 0.036 2.65 0.37 0.041 3 0.33

I Believe in the Potential of Children :: Teaching Education College Admissions

I Believe in the Potential of Children â€Å"Anybody, any kid can learn if he or she has the desire to do it†¦ The teacher plays an important role in education—we all remember the first teacher who really touched our lives, or gave us some encouragement, or at least appreciated our best. The teacher gives us the desire to learn, the desire to be Somebody†¦The teacher has to have the energy of the hottest volcano, the memory of an elephant, and the diplomacy of an ambassador†¦Really, a teacher has to possess love and knowledge and then has to use this combined passion to be able to accomplish something.† --Bob Alante, teacher Concerning the nature of students, I agree with the Sophist point of view—although all children are not born with the same level of intelligence, all children have the capacity to learn. I do not think that children are born entirely good or entirely bad. A child is influenced by his environment, and models his behavior to match the people closest to him. Knowledge is relative, and the level of success a child achieves in school is directly related to the amount of support and encouragement he receives at home. Public education serves a variety of different functions. Most importantly, education helps to shape children into competent, self-sufficient adults. Schools reflect and promote society’s values. Important social skills needed in the work force and everyday life are learned at school, such as sharing, compromise, and the importance of teamwork. As a teacher, I want to encourage and help children to reach their full potential. I want my students to realize that they are all different, and understand that diversity is a good thing. I believe that there are different types of intelligence, and creativity is just as important as logic. Teachers’ behavior should reflect values such as tolerance, compassion, forgiveness, and open-mindedness. Effective communication skills are needed to encourage students to share their concerns. Teachers should not try to persuade students with their personal points of view, nor should they shy away from showing students that they have strong beliefs. An ideal classroom environment is one that allows students to feel free to express individual beliefs. I will try to exemplify these ethics by using a variety of teaching methods, alternating between visual, kinesthetic and audio instructional approaches in an attempt to reach all students.

Life :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  When you are   Ã‚  Ã‚  Ã‚  Ã‚  born in the United States with an Hispanic background, You are taught what your parents know. They teach you Spanish because that the language they know very well and they grew up with learning by their parents for a long time. But after you learn to speak your native language, then they want us to learn English very well and to use it more than the Spanish language. Being bilingual is to people advantages in getting jobs and becoming a big part in the business world know these days. More and more people want to hire people that know more that two languages so they can sell more to other people than just to people that can speak English. Like for example the Spanish language is very big to everyone know these days because were growing very fast in the United States. So know everytime you open up like instruction booklets or anything else, you will see it in English than the other language will be Spanish.   Ã‚  Ã‚  Ã‚  Ã‚  In 1980 a boy name Juan Carlos flew to New York from the Dominican Republic, he was so exhausted from the hot, sweaty flight he had. So then he jump into a yellow new york city cab, that had a very bad odor. Next he went to go to stay at his grandmother house. When he saw his five foot one inch grandmother with high cheek bones, he just ran up to her to give her a big huge hug. So when he got to her apartment he went to his small one window bedroom and was satisfy that he finally has its own room because he had to share with his two older brothers while he was back home.   Ã‚  Ã‚  Ã‚  Ã‚  Juan Carlos main goal was to get a decent enough job so that he can support his mother that is very ill from her high blood pressure. So he loved his mother so much he decided to go to New York and support his mother while he’s here working. The next day he left with his cousin Jr. whose an older than him and is very smart in his studies at school to look for a job, so that Juan can support his mother. They were walking in the crowded city of New York, when Jaun past by a Glamorous, beautiful hotel in 42 street. When he and his cousin stepped in their face was so shocked because they never seen such a beautiful hotel like that in their life.

Sport Psychology Essay -- essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  To fully understand sport psychology, we must ask ourselves two very important questions, first, what is sport psychology and second, who is it for? Put in the most sim-ple way, sport psychology can be an example of psychological knowledge, principles, or methods applied to the world of sport. "Two psychologists, Bunker and Maguire, say sport psychology is not for psychologists, but is for sport and its participants." (Murphy & White, 1978:2) However, it can be argued that sport psychology, can be for psycho-logy, just as it can be for sports scientists, managers, teachers, administrators, coaches and last but by no means least, the athletes themselves.   Ã‚  Ã‚  Ã‚  Ã‚  It is sport psychology that has stood apart from the discipline of psychology as a whole. "Its history is different, its concerns are often different, its centres of learning and teaching are often different, and its professional training is different." (Garfield, 1984:34) Yet despite this, sport psychology remains permanently bonded to psychology through its common interest in the fundamental principles of psychology, human behavior, and experience.   Ã‚  Ã‚  Ã‚  Ã‚  No one can deny the significant role which sport and recreation plays in every cul-ture and society across the globe. In the western and eastern worlds alike, sport and lei-sure continue to support huge industries and take up massive amounts of individual time, effort, money, energy, and emotion. Within the media, competitive sport has gotten enor-mous attention and despite this, the public's appetite for more sport never is stated. "It has been estimated that around two thirds of all newspaper readers in Great Britain first turn to the sports pages when they pick up their daily paper." (Butt, 1987:65) When one con-siders the number of people who actually engage in sport or even take regular exercise, then the significance of sport to all our lives cannot be denied.   Ã‚  Ã‚  Ã‚  Ã‚  A common problem with sport psychology research lies in its somewhat myopic or short-sighted appreciation of present day accumulated psychological knowledge. As we look into sport psychology, we are confronted by a landscape of knowledge which rises and falls often suddenly and dramatically. "At certain times, massive peaks of understand-ing rise up before out eyes yet at other times, huge tracts of psychology remain untouched to the horizon." (Garfie... ...d of sport, something that cannot be ignored with the growing number in athletic participation by young people. "With each new year comes an increase in new developments dealing with sport psychology." (Murphy & White, 1978:9) However, there is still much work to be done in sport psychology. There are still many unresolved questions and even some new questions and even some new questions that have arisen over the years dealing with sport psychology. Take anxiety for instance. Psychologists have found ways to reduce anxiety but not eliminate it. Maybe there is no way to eliminate it since everyone has it. Another example is aggression. Wherever there are sports, there is aggression. Psychologists have stated that sports are a way for people to release their aggression. However, they still have not been able to fully eliminate the violence in sports. Psychologists are also working on new methods for motivating athletes because some athletes are harder to motivate that others. Even though there are these unresolved issues in sport psychology, the future of psychology in sports, especially youth sports, looks to be on a very progressive track with many new discoveries.

Leading Equality and Diversity Essay

Be able to understand the commitment to equality of opportunity and diversity 1. 1 – Evaluate the organisation’s commitment to equality of opportunity and diversity Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. Ashley Care LLP is firmly committed to diversity in all areas of our work. We believe that we have much to learn and profit from diverse cultures, experiences and perspectives, and that diversity will make our organisation more effective in meeting the needs of all our stakeholders. We believe that equality and diversity within our organisation contributes to our objectives and we are especially conscious of the fact that effective partnership relationships require a shared commitment to equality of opportunity and valuing and managing diversity. Our Equality and Diversity Policy helps to ensure that there is no unjustified discrimination in the recruitment, retention, training and development of staff on the basis of gender including transgender, marital status, sexual identity, religion and belief, political opinion, race, work pattern, age, disability or HIV/AIDS status, socio-economic background, spent convictions, on the basis of having or not having dependants, or any other irrelevant grounds. Our Policy is an integral way on which we handle our recruitment procedures to ensure a fair and approachable image of our organisation. Ashley Care LLP have an Equality, Diversity and Inclusivity Policy and its purpose is to ensure that its service is fully committed to these principles and values and to communicate this commitment to all stakeholders. The policy should always be referred to wherever differences of view based on lack of understanding or prejudice about diversity, equality and inclusion are evident. Equality, diversity and inclusion means that every service user has their individual needs comprehensively addressed he or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. 1. 2Discuss how behaviour, actions and words of all members of the organisation support the commitment to equality of opportunity and diversity At Ashley Care LLP we are committed to working together to build a community founded on equality of opportunity – a social care community which celebrates the rich diversity of our service users and staff populations. Discriminatory behaviour has no place in our community and will not be tolerated. Within a spirit of respecting difference, our equality and diversity policies promise equal treatment and opportunity for all regardless of gender, sexuality, race, colour, disability, religion, age, and ethnicity or nationality. We call on all members of our company to make a personal commitment to these aims. Our Partners of the Company will ensure that its own actions promote equality and diversity. Through their words and behaviours, Partners will aim to provide genuine equality of opportunity regardless of gender, sexuality, race, colour, disability, religion, age, and ethnic or national origin. In considering its own composition and filling vacancies, the Partners will seek to ensure that its membership embraces the widest possible variety of backgrounds and views, consistent with the need to maintain a Partnership with the skills and experience necessary to carry out its responsibilities. Ashley Care LLP expresses its commitment to equality and diversity by: a. especting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. involving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. howing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. Partners will devote time to the development of their own knowledge, understanding and practices to promote and achieve equality and respect for diversity and will see such development as one test of their effectiveness. The achievement of genuine equality of opportunity is at the heart of our mission as a provider of higher education. We aim to build a learning community which exhibits the diverse range of skills and experience which cannot be found within any single group of students or staff. In pursuing this aim, we want our community to value and to be at ease with its own diversity and to reflect the needs of the wider community within which we operate. Although we accept all of our responsibilities under current legislation, we aim to reach beyond the strict confines of the law to provide equality of opportunity for all. We will continue to formulate and implement policies to that end. Every member of our company has a moral and legal responsibility to promote equal treatment within that community and to respect its diversity. Overall responsibility for working with our community in support of these aims lies with the Senior Partner, closely supported by the other Partners. The HR & Workforce Development Manager is responsible for matters relating to equality of opportunity in employment, for developing policies which meet legislation and best practice, for monitoring the impact of these policies on different minority groups, and for providing relevant employment statistics. All staff and service users are responsible for ensuring that their actions are carried out in accordance with this policy. They may be held personally to account should their actions fall sort of the requirements of this policy in any way. We are committed to being an equal opportunities employer. We wish to see people from all groups in our society represented at all levels of employment, to ensure that no available talent is overlooked and to provide role models for our staff members. 1. 3Identify organisational and personal responsibilities and liabilities under equality legislation and codes of practice The Equality Act became law in October 2010. It replaces previous legislation (such as the Race Relations Act 1976 and the Disability Discrimination Act 1995) and ensures consistency in what we needed to do to make our workplace a fair environment and to comply with the law. â€Å"This was, primarily , the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. † en. wikipedia. rg/wiki/Equality_Act_2010 The public sector Equality Duty (section 149 of the Act) came into force on 5 April 2011. The Equality Duty applies to public bodies and others carrying out public functions. It supports good decision-making by ensuring public bodies consider how different people will be affected by their activities, helping them to deliver policies and services which are efficient and effecti ve; accessible to all; and which meet different people’s needs. The Equality Duty is supported by specific duties, set out in regulations which came into force on 10 September 2011. The specific duties require public bodies to publish relevant, proportionate information demonstrating their compliance with the Equality Duty; and to set themselves specific, measurable equality objectives. The Equality Act covers the same groups that were protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity – it extends some protections to some of the groups not previously covered, and also strengthens particular aspects of equality law. The Equality Act is a mixture of rights and responsibilities that have: * Stayed the same – for example, direct discrimination still occurs when â€Å"someone is treated less favourably than another person because of a protected characteristic† * Changed – for example, employees will now be able to complain of harassment even if it is not directed at them, if they can demonstrate that it creates an offensive environment for them * Been extended – for example, associative discrimination (direct discrimination against someone because they associate with another person who possesses a protected characteristic) will cover age, disability, gender reassignment and sex as well as race, religion and belief and sexual orientation Been introduced for the first time – for example, the concept of discrimination arising from disability, which occurs if a disabled person is treated unfavourably because of something arising in consequence of their disability. As a result, I needed to review and change most of our policies and practices. 2. Be able to understand the application of equality of opportunity and diversity 2. 1 – Describe the organisation’s equality and diversity policies and how these are communicated within the workplace To ensure equality and diversity is no longer viewed as something only affecting minority groups, any issues need to be viewed not as issues, but as something to be explored and celebrated. Staff could be personally affected by stereotyping, prejudice and/or discrimination when attending work, which could lead to non attendance or non achievement. As a manager I need to ensure all my staff value one another and that the basic rights they are entitled to, for example to learn in a comfortable and safe environment are met. The Pre-Employment Induction to Ashley Care LLP include details of all policies and procedures, including equality and diversity, which are brought to the attention of the staff members during their initial interview and during the induction session. Having a policy is not enough, Ashley Care LLP also have a working group to ensure that the policies are promoted, monitored and regularly reviewed. Policies are also communicated to all staff through the following mechanisms: * Staff handbook * Contract of Employment * Application Form * Team meetings * Staff meetings Ashley Care LLP fully supports all principles of equality and diversity, and opposes any unfair or unlawful discrimination on the grounds of ability, age, colour, culture, disability, domestic circumstances, employment status, ethnic origin, gender, learning difficulties, marital status / civil partnership, nationality, political conviction, race, religion or belief, sexual orientation and/or social background. Ashley Care LLP aims to ensure that equality and diversity is promoted among all staff and service users and that unfair or unlawful discrimination, whether direct or indirect, is eliminated to promote a climate of equality and respect. All staff can expect to work in an environment free from harassment and bullying. † Taken from Ashley Care LLP’s policy on Equality and Diversity 2. 2 – Assess the application of the organisation’s commitment to equality of opportunity and dive rsity The evidence that Ashley Care LLP have collected over the years clearly demonstrate our commitment to equality and diversity. The application form states that â€Å"Ashley Care LLP is an equal opportunities employer and we welcome applications from all sections of the community. We are committed to a policy of equal opportunities for all work seekers and shall adhere to our policy at all times. We review all aspects of recruitment to avoid unlawful or undesirable discrimination. † Our policy states that â€Å"Equality and diversity means that every service user has their individual needs comprehensively addressed. He or she will be treated equally and without discrimination. This is regardless of the individual’s ethnic background, language, culture, faith, gender, age, sexual orientation or any other aspect that could result in their being discriminated against purely because they have such characteristics. † Within our policy we also state that â€Å"Ashley Care LLP expresses its commitment to equality and diversity by: a. respecting service users’ ethnic, cultural and religious practices and making practical provision for them to be observed b. reassuring its service uses that their diverse backgrounds enhance the quality of experience of the service c. accepting service users as individuals, not as cases or stereotypes d. nvolving service users to express their individuality and to follow their preferred lifestyle, also helping them to celebrate events, anniversaries or festivals which are important to them as individuals e. showing positive leadership and having management and human resources practices that actively demonstrate a commitment to equality and diversity principles f. developing an ethos throughout Ashley Care LLP that reflects these values and principles g. expecting all staff to work to equality and diversity principles and policies and to behave at all times in non-discriminatory ways h. providing, training, supervision and support to enable staff to do this i. aving a code of conduct that makes any form of discriminatory behaviour unacceptable; this is applicable to both staff and service users and is rigorously observed and monitored accordingly. † 2. 3 – Review the diversity of the workforce against the local and/or national population and identify areas for review. Diversity is about valuing and respecting the differences in the workforce, regardless of ability and/or circumstances or any other individual characteristics they may have. If you have more than one member in your workforce you will experience diversity. I am also different from my workforce in many ways, and they are different from one another, therefore they are entitled to be treated with respect, wi th their differences taken into consideration. Combined together, equality and diversity drive an organisation to comply with anti-discrimination legislation as well as emphasising the positive benefits of diversity such as drawing on a wider pool of talent, positively motivating all employees and meeting the needs of a wider customer base. Differences should be acknowledged, celebrated and embraced, to ensure all employees feel included in the process to be followed, and that the working environment is suitable for all. Examples of these differences are: * ability| * disability – physical or mental| * age| * domestic circumstances| * belief| * educational background| * colour| * employment status| * class| * ethnic origin| clothing worn| * experience| * confidence| * gender| * culture| * intelligence| * language, accent, dialect| * race| * learning difficulties| * religion| * marital status / civil partnership| * sexual orientation| * nationality| * social class or identity| * occupation| * talent| * parental status| * tr adition| * physical characteristics| * transgender| * political conviction| * wealth| Promoting diversity in the workforce is about attracting and retaining the best people, regardless of what group they belong to. â€Å"There is considerable evidence to show that inclusive organisations benefit from diversity through: enhanced competitiveness, attracting and retaining more competent employees, who understand the needs of their workforce and respect differences; * improved performance and outcomes, creating a working environment in which everyone is encouraged to perform to their maximum potential; * improved customer services, being able to reflect and meet the diverse needs of the workforce and; * improved staff relations, which reduced the risk of costly tribunals by complying with anti-discriminatory legislation. † www. lluk. org. uk/3167. htm As a manager working within the Health ;amp; Social Care Sector, I agree with the above statement, particularly creating a working environment in which everyone is encouraged to perform to their maximum potential. An inclusive organisation will ensure that their workforce are not excluded for any reason, either directly or indirectly, from part aking in a chosen programme. All the workforce will bring with them valuable skills, knowledge and experiences, I try to incorporate these within any training sessions and treat everyone as an individual. I am always positive and proactive where equality and diversity are concerned, even if my opinions differ from those of my workforce. I have to challenge my own values and beliefs. However, as a professional, I am first and foremost a manager, and my personal opinions must not interfere with the employment process. I must also be careful not to indulge the minority to the detriment of the majority. 3. Be able to understand the needs of others in relation to equality of opportunity and diversity 3. 1 – Explain the requirement to understand individual’s needs, feeling and motivations and to take an interest in their concerns The fundamental reason for promoting equality is to meet the needs of the workforce. Individuals are at the heart of the company and meeting their needs requires an active approach to equality of opportunity at all stages of their employment. It is about the removal of social and economic barriers to participation. Good equal opportunities ensure that all employees: * are respected and not discriminated against; * become aware of equality and inclusion; * benefit from high quality opportunities * work in an environment that supports their development. The Learning and Skills Council (LSC) look to employers and learning organisations they fund to help promote equality of opportunity, widen participation and improve performance. They recommend the following. â€Å"Explicit references: equality of opportunity should be promoted and discrimination tacked so that all employees achieve their potential, * guidance and support should be sensitive to quality of opportunity, * organisations should have effective measures to eliminate oppressive behaviour, including all forms of harassment, * companies should be socially inclusive, ensuring equality of access and opportunities for workforces, * managers should use materials and methods that promote equality of opportunity, * there should be explicit aims, values and strategies promoting equality for all that are reflected in the organisation’s work. Implicit references: staff should have access to relevant, effective support on personal issues, * staff should understand their rights and responsibilities, * resources and accommodation should allow all staff to participate fully, * organisations should promote good working relationships, * programmes should be responsive to local circumstances, * the organisation’s values should be fully understood by staff, including sub contractors and work placement organisations, * the performance of different groups of staff should be used to guide programme development. As a manager I need to take positive steps to promote a culture of equality and diversity in everything that I do that may affect the employment process. 3. 2 – Evaluate the impact of showing respect to others, recognising their value and upholding their rights An example of showing respect to others, recognising their value and upholding their rights could be: An employee has declared to me during this Common Induction Standards training that he is transgender and wants to know which toilet facilities he can use. He has not asked this information remain confidential. This declaration by the employee means that my whole organisation is deemed to know under the Equality Act 2010, and will need to make reasonable adjustments so that the employee has access to toilet facilities he is comfortable with. I may suggest that the employee can use the disabled toilet which is accessed by both males and females. If I am unable to respond to the employee’s needs, he may feel that under the Gender Reassignment Regulations (1999) his needs have not been given the same consideration as those of male and female gender. Some employees may not want to may not want to complete the section on the application form (pre 2008), which required them to disclose details such as a disability, ethnic origin, date of birth etc. Although it was not compulsory, the information often helped our organisation support the workforce, as well as collect data for purposes such as funding and statistics to inform policies. 3. 3 – Describe the need for integrity, fairness and consistency in dealings with individuals When considering forms of harassment, it is important to bear in mind that different people have different cultural and social perceptions as to what they consider to be hostile or degrading. If possible, deliver sessions with your workforce to try to address these perceptions or assumptions. During the recruitment and selection process, I often ask the interviewers what they understand by equality and diversity and how they ensure it in their interviewing. Very often the response is that they would treat everyone the same. However, diversity, fairness and equality are about treating others as they would wish to be treated, rather than making assumptions on their behalf. The workforce is all different and therefore have different needs and different degrees of need which will lead to equal outcomes at the end of their training. Language has a fundamental role to play in treating people fairly. Words you use should give a clear message to all the workforce that myself and my organisation value diversity and respect individual differences. Carefully examining the language I use and the way I use it will help ensure that I treat my workforce as individuals and not merely as members of staff. Communication is not just about words, however, and I also should ensure that my tone of voice, demeanour and body language convey the same message of inclusiveness. An example may be: Gemma has been asked to plan, design and deliver a four week Job Skills programme as part of a Support and Achieve Programme for Lone Parents. The clients are referred to the programme from JobCentrePlus and the aim of the project is for the one parents to return to work. The very title of this project typecasts these clients into a particular group. They are immediately identified as lone or single parents. Gemma therefore suggests the title be changed. Reports from the media project an image of lone parents as predominately young mothers or fathers with children living on their own and claiming state benefits. There are many diverse people who find themselves as lone parents due to different circumstances, for example, widows, windowers or divorcees. The title of a programme can therefore affect who will apply for it, in this example it is positive discrimination in favour of lone parents. However, the content will be based around returning to work and could easily be adapted to suit others, and the mix of workers will help promote inclusion and equality. 3. 4 – Outline a process for dealing with others whose behaviours, words or actions do not support a commitment to equality of opportunity or diversity When an inspection is planned, the Care Quality Commission (CQC) uses the provider’s annual self-assessment report, along with other information such as data on achievement and development plans. Inspection reports include judgements on self-assessment and the self-assessment report. During the inspection the self-assessment report will continue to provide CQC inspectors with crucial evidence to support judgements about the Essential Standards of Quality and Safety’s main aspects, the contributory grades for equality and diversity, safeguarding and the provider’s capacity to improve. Inspectors will use the report to assess risk, monitor standards and plan for inspection. Where subject areas are to be inspected, the report will help the lead inspector select the areas to inspect. Findings during the inspection will be compared with those in the self-assessment report, and a conclusion reached on the accuracy of those judgements. Judgements on the accuracy and use made of the self-assessment report contribute to the grade awarded for the provider’s capacity to make and sustain improvements. A provider that is judged to be outstanding in this area will have a self-assessment report that is highly accurate. The process of self-assessment will be comprehensive and inclusive. It will be used very effectively to secure sustained improvements in all aspects of the provider’s work. A provider that is judged to be good in this area will have a self-assessment report that is largely accurate. The process will be thorough and used well to secure improvements in most aspects of the provider’s work. A provider that is judged to be satisfactory in this area will use self-assessment well to identify most of the provider’s strengths and weaknesses and bring about improvements. A provider judged to be inadequate in this area may be one where quality improvement and self-assessment do not lead to demonstrable improvements. After inspection you must review and update your plans to take account of the inspection findings. Providers are required to set out clearly what actions are needed and to link this explicitly to the inspection findings within two months of the publication of the inspection report.

Life in Madinah of Prophet Muhammad (P.B.U.H) Essay

The first significant event after the migration of Prophet Muhammad (P.B.U.H) was the construction of the mosque of the Prophet. It not only acted as a spiritual centre for worship, but also the political and military headquarters for the new state. It soon developed into an institute of learning where discussions and seminars were held. A social institution where Muslims learnt and practiced discipline, unity and brotherhood. The land on which the mosque was build was bought from two orphan brothers. The Holy Prophet (P.B.U.H) and many other prophets themselves worked hard to construct the mosque. This mosque was known as â€Å"Mosque of the Prophet† or Masjid-e-Nabawi. To this Quran says in Surah-At- Tawbah: â€Å"—, a mosque founded on righteousness from the first day is more worthy for you to stand in. Within it are men who love to purify themselves; and Allah loves those who purify themselves.† (9:108) Walls of the mosque were made of unbaked bricks. The roof was of mud and date palm leaves and the trunks of date palm trees were used for pillars. A large platform with a thatched roof, was built in one of the corners of the mosque. This was known as Suffah. Azan In order to call believers of Islam to mosques, the system of calling Azan was introduced. Hazrat Bilal (R.A) was appointed as the Muezzin. Arrangements for the inhabitants of Madinah People of Madinah belonged to two categories; Ansars (Madinites) and Muhajirin (Makkans). Even the richest emigrants were now poor as they had left their belongings in Makkah during the hijrat. The people who belonged to Madinah promised to help Muhajirs. The Holy Prophet (PBUH) established brotherhood between these two groups of Muslims. The Ansars happily agreed to help the Muhajirs and they took them to their homes, took care of them and shared all of their possessions with them. The Holy Quran mentions this in these words: â€Å"Those who and adopted exile, and fought for the faith, with their property and their persons, in the cause of Allah, as well as those  who gave (them) asylum and aid, these are (all) friends and protectors, one of another.† (8:72) The emigrants and their hosts were united into a bond of brotherhood, which proved, in practice, to be stronger than real brotherhood. Even the enmity between two tribes of Madinah, Aus and Khazraj was forgotten, as mentioned in the Holy Quran: â€Å"†¦ And remember with gratitude Allah’s favour on you; for ye were enemies and He joined your hearts in love, so that by His grace, ye became brethren†¦. (3:103) Treaty with the Jews: (Charter of Madinah) There were three main tribes of Jews: Banu Qainuqa, Banu Nazi and Banu Quraiza, settled in the suburbs of Madinah in their own strong fortresses. The Holy Prophet (PBUH) realised that the foundation of Islam would be very weak unless it was based upon the support of all the people living in Madinah. The situation call for a strong measure of co-ordination and adjustment, particularly as the Muslims were seriously threatened by the Quraish. Therefore, as soon as the Holy Prophet (PBUH) was settled in Madinah, he called together the Muslims and the Jewish tribes for consultation.

Definitions of Tourism Essay

Tourism is a booming industry and a driving force in positive economical, ecological, sustainable, social and cultural developments in several countries around the globe. Its complex nature requires sophisticated management in order to reach its full potential. Most people possess an intuitive and basic understanding of tourism, which focuses on an image of people travelling for recreational purposes, however, tourism, goes far beyond this simplistic view. According to Stear (2005), the area of studying tourism has an apparent lack of substance when it comes to defining the basic terms ‘tourism’ and ‘tourist’. Although the concept of tourism itself has been around for many centuries, the academic study of tourism in the tertiary educational sector is a recent development. There is no single definition of tourism to which everyone adheres. Many definitions have been used over the years, some of which are universal and can be applied to any situation, while others fulfil a specific purpose. This essay aims to define who exactly a ‘tourist’ is and what the term ‘tourism’ means through technical and heuristic definitions from articles written by Stear (2005), Dickman (1997), and McIntosh et al (1995). Throughout the essay definitions from organisations such as the United Nations World Tourism Organization (UNWTO) will also be drawn upon. The ambiguity of two seemingly simple concepts in theory – who a tourist is and what tourism entails – will be discussed through a range of academic articles, which will address and highlight the strengths, weaknesses and differences between them. The foci and boundaries of each definition will be determined in order to assess their effectiveness. Whilst each definition is unique in their own right, there are also many similarities, which can be noted. Weaver (2010) states that â€Å"the definition of ‘tourism’ is dependent on the definition of the ‘tourist’ and when defining whom exactly is a ‘tourist’, individuals must simultaneously meet certain spatial, temporal and purposive criteria†, which will be discussed below. First and foremost, Stear (2005) defines tourism as â€Å"†¦Tourism is travel and temporary stay, involving at least one night away from the region of a person’s usual home that is undertaken with the major expectation of satisfying leisure needs that are perceived as being more njoyably able to be satisfied by being at places outside of, and qualitatively different to, the home region † (Stear 2005, pg. 8). Stear also has a clear definition of a tourist, which he refers to as â€Å"†¦ A tourist is a person engaging in activities directly associated with present or future travel and temporary stay that involves at least one night away from the region of their usual home that is undertaken with the major expectation of satisfying leisure needs that are perceived as being more enjoyably able to be satisfied by places outside of, and qualitatively different to, the home region. (Stear 2005, pg. 11) A clear fault of Stear’s heuristic definitions of ‘tourism’ and ‘tourist’ is the limitation or restriction of the time period of â€Å"at least one night away†, in which Stear fails to take into account the temporal element of tourism. The notion of how long, if any time at all, that must be spent away from one’s usual home is an aspect, which is not uniform amongst definitions of tourism. Another weakness of Stear’s definitions is the l imitation of â€Å"the region of a person’s usual home†, which implies that physically moving away from your home would make you a tourist. According to the UNWTO (cited in Weaver, 2010), for an individual to qualify as a tourist â€Å"travel must occur beyond the individual’s ‘usual environment’†. The spatial boundary of tourism as discussed by Weaver (2010) is unclear in this instance as an individual who lives in Sydney but stays in Canberra during the week for work would then be considered a tourist under this definition. Whilst Stear’s (2005) definition states a minimum stay requirement to be considered a tourist, it does not state a maximum timeframe, unlike that of other definitions, which clearly state a maximum period of time before someone loses the title of ‘tourist’. The UNWTO (1995) provides a more technical definition and defines tourism as an individual â€Å"travelling to and staying in places outside their usual environment for not more than one consecutive year for leisure, business and other purposes. † This definition is broader in scope compared to Stear’s (2005), which specifies that an individual who travels is only a tourist when their travel is â€Å"undertaken with the major expectation of satisfying leisure needs. † The UNWTO definition (cited in Weaver, 2010) is complemented by Dickman’s (1997, pg. 7) who identifies a tourist as â€Å"†¦a visitor who travels to a place utside his/her usual environment for at least one night but no more than six months (domestic) or one year (international) and whose main purpose of visit is other than the exercise of an activity remunerated from within the place visited† and tourism as â€Å"†¦a non-essential activity, or one that is predominantly rela ted to leisure activities† (Dickman, 1997 pg. 7). Compared to Stear’s (2005) definition of tourism, Dickman’s (1997) heuristic definition is very brief and extremely vague as spatial relevance and time period are both not addressed. Furthermore, Dickman’s (1997) definition is limited as it only refers to the activity side of tourism whereas Leiper (2004) discusses a basic tourism system involving the tourist, the generating region, the transit route, the destination and the movement in between. Despite this limitation, a major strength of Dickman’s (1997) definition is that it defines and takes into consideration the differences between domestic and international tourists. This comparison has also been addressed by Weaver (2010) who declares that a domestic tourist is one that travels within their own country of residence, whilst an international tourist travels outside their usual country of residence. The third and final authors McIntosh et al. (1995) describes tourism as â€Å"†¦the entire world industry of travel, hotels, transportations, and all other components, including promotion, that serves the needs and wants of travellers. Tourism today has been given new meaning and is primary a term of economics referring to the industry†. On the other hand, ‘tourist’ is defined as â€Å"†¦a person who travels from place to place for non work reasons by U. N. definition, a tourist is someone who stays for more than one night and less than a year. Business and convention travel is included. This thinking is dominated by balance-of-trade concepts. Military personnel, diplomats, immigrants and resident students are not tourists† (McIntosh et al. , 1995). The heuristic definition above of ‘tourism’ incorporates the industry as a whole, which is a major strength in comparison to the other definitions, hich only take into account the physical act of travelling. The tourism industry is not identifiable as a standard industry but is rather an amalgamation of parts of other conventional industries such as retail, hospitality, accommodation, entertainment and transport (Weaver, 2010). The incorporation of ‘tourism’ as an industry takes on a different approach to defining tourism and makes finding a clarified and universal meaning for ‘tourism’ and ‘tourist’ even more complicated. McIntosh et al. 1995) refer to the tourist in a very specific manner including different types of tourists such as business tourists, which is a strong point, as a tourist can’t be just defined in one aspect. According to Weaver (2010), â€Å"a basic tourist criterion concerns travel purpose which is dominated by three major categories – leisure and recreation, visiting friends and relative and business. † Compared to Stear (2005) and Dickman’s (1997) narrow definitions, McIntosh et al. (1995) have a much broader, flexible view on defining tourism and the tourist. In both definitions of ‘tourist’ Dickman (1997) and McIntosh et al. 1995) describe an individual moving out of their ‘usual environment’, which is considered a key element in the definition. Weaver (2010) supports this definition in his discussion of fulfilling the spatial component in order to be considered a tourist. Whilst this is considered a highly subjective concept, many tourism bodies specify minimum distance thresholds, which â€Å"serve the useful purpose of [differentiating] those who bring outside revenue into the local area from those who circulate revenue internallyâ €  (Weaver, 2010, pg. 22-23). When reviewing the definition by McIntosh et al. 1995), a key downfall is the reference to ‘resident students’ not being considered tourists, which can be questioned. An international student may wish to travel overseas first to experience the culture of the country they plan on studying in, however under this definition, even if they wish to take part in and visit tourist attractions which are recreational and leisure based they aren’t considered tourists. Most people do not intuitively associate study or formal education with tourism however it is considered a qualifying criterion by the UNWTO. In Australia alone, in 2007-08 international students accounted for around 7% of all inbound arrivals (Weaver, 2010, pg. 29). In conclusion, the complicated task of defining two simple terms ‘tourism’ and ‘tourist’ has been made somewhat clearer through the definitions provided by Stear (2005), Dickman (1997) and McIntosh et al. (1995). Whilst all three authors have different perspectives on how to define these terms, they also have a few aspects that seem to cross over. Considering all the definitions by the three authors Stear (2005), Dickman (1997) and McIntosh et al. 1995) it is hard to argue which definition is more just and accurate than the other as they all have their strengths and weaknesses. From the research conducted, Stear’s (2005) definition of a ‘tourist’ is the most flexible and relevant in the context of today’s society however; Dickman’s (1997) definition of ‘tourism’ is most accurate as it incorporates the entire tourism industry and not just the physical act of traveling. Ultimately, ‘tourist’ and ‘tourism’ are indefinable as we all have our own personal views and perspectives on which definitions fit the context of the situation.