...Do Nuclear Power Plants Affect The Surrounding Environment? From rivers and lakes, to forests and woodlots, Ontario is abundant with rich and vibrant ecosystems. However, as human development spreads to every corner of the province, these lively habitats are in risk of not only endangerment, but now extinction. One of the main concerns of the threat of the wild environment in Ontario is the introduction of nuclear plants. Animals are also being affected by the nuclear plants because of the radiation, which causes animal DNA to change and creates an impact on eggs hatching and new born mammals. Nature is set as a scale. If one aspect falls out of balance, an equal and equally devastating reaction is set to happen on the other end. In turn, this depletion would end up affecting us as people and global citizens. People are affected by nuclear power plants, mainly because of the radiation and radioactive materials that come from the power plants. People are at risk of getting cancer, inhaling and ingesting radioactive materials and cell mutations. These power plants not only affect animals and humans, but also have an impact on bodies of water, like rivers, lakes and oceans that are near the nuclear power plants. The water consumption and water temperature are affected because of the water needed for the cooling and steaming systems in the power plants. However, the aquatic life that lives in the water that is being used for the nuclear plants are mainly affected and harmed. Despite...
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...STUDENT NAME (print): Manal Al Aswad | PROGRAMME START DATE: March 2014 | PROGRAMME TITLE: CHRP | COURSE LOCATION: Abu Dhabi | PERSONAL TUTOR: Tim | ASSIGNMENT TITLE: (3MER) Supporting Good Practice in Managing Employee Relations | SUBMISSION: 1ST 4th Extension (delete) | DATE OF SUBMISSION: April 20, 2015 | Before submitting your work to www.bradfield.co.uk please read the following statements and tick the appropriate box to show that you have understood and completed what is required. 1. I have read my work through and have checked it for spelling and grammatical errors using, where appropriate the spell and grammar checker on the computer. | | 2. I have written my name at the top of each page of my work and have numbered each page. | | 3. I have read the definition of plagiarism. I realise that plagiarism is cheating and can confirm that the assignment I am submitting is my own work. | | The definition of plagiarism is given below. Read it carefully and note what it says. ‘Plagiarism is the act of presenting the ideas or discoveries of another as one’s own. To copy sentences, phrases or even striking expressions without acknowledgement in a manner which may deceive the reader as to the source is plagiarism; to paraphrase in a manner which may deceive the reader is likewise plagiarism. Where such copying or close paraphrase has occurred the mere mention of the source in a bibliography will not be deemed sufficient acknowledgement;...
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...Improving Organizational Performance Kenyetta PYSCH/ 428 May 06, 2013 Marianne Narick Improving Organizational Performance Organizations prove successful by the business structure, communication with employees and job satisfaction. There are many ways to accomplish such goals with team building strategies and communication. According to www.boundless.com, “Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement”. Airdevils Inc, is an aerial stunts performance facility in Salt Lake City, Utah. The company was founded in 1995 by one of the best female stunt performers, Celsey Evans and five other performers of the same expertise. By the next year, Airdevils’ workforce expanded to 115 crew members. With a thriving business and company workforce expansion, the founding partners retired from stunt performances and formed the top management staff. For the past two years business came to a stand-still existing and new customers not impressed with the stunts, key employee turnover was at an all-time high and to top things off current employee job satisfaction low. According to...
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..."Improving Organizational Performance" Simulation Summary Airdevils Inc. is located in Salt Lake City, Utah founded by Celsey Evans in 1995. There are 115 employees who provide aerial stunts throughout different industries. However, in the last two years Airdevils customers have not been satisfied with their performance and it has also been brought to Celsey Evans that job satisfaction among the employees is low. Job Satisfaction There has been a drop in performance for Airdevils stunt performers. It has been said that employees do not have job satisfaction. Employees were given a survey to determine the reason why job satisfaction was low. The results of the survey were that stunt performers are not receiving what they joined the company for and the stunts are routine and do not excite the performers. The recommendation for the organization is for Celsey Evans to possibly send stunt performers for training in more thrilling stunts given what the budget can allow. Budget Airdevil performers are dissatisfied with the organization and see the organization as inflexible and rigid. A set budget has been put together by Celsey Evans allowing the company to recommend interventions for the stunt performers. Given the budget, some interventions Airdevils can participate in are training in other stunts, enter new line of stunts, and performance based incentives. The company has recommended these interventions because in a previous survey, employees did not have job satisfaction...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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...Improving Organizational Performance Kyle Petty PSY/428 July 27, 2011 Dr. Jerry Punch Improving Organizational Performance The Airdevils is a stunt organization whose quality of performance has plummeted in past two years. The founder, Celsey, has made some assumptions that the performance decline is a reflection of the heavy recruitment throughout the year and the unfamiliarity between the team members. Celsey was confident that the team members of Airdevils would resolve matters with passage of time; however, after two years the problems surfaced, matters have become worse and the time had come to figure out the root cause of the problems. Celsey administered the Job Description Index (JDI) survey to Airdevils employees and the results reflected a very low-level of job satisfaction, especially the stunt performers (Apollo Group Inc, 2005). The organization, through an outside consulting firm progresses through four phases to address and improve employee’s job performance. In phase one the Airdevils hired Dream Teamworks (DT) to assist in identifying the reason for the low job satisfaction in the stunt performers group. After interpreting the JDI survey DT concluded the cause of low job satisfaction among stunt performers was the lack of exciting challenges in their current job profiles. The main driver for this is the rigid organizational structure that has evolved...
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...Week 3 Individual Assignment “Improving Organizational Performance” Simulation Summary Diana Salisbury PSY/428 November 8, 2010 University of Phoenix Adinah Johnson CERTIFICATE OF ORIGINALITY: I certify that the attached paper, which was produced for the class identified above, is my original work and has not previously been submitted by me or by anyone else for any class. I further declare that I have cited all sources from which I used language, ideas and information, whether quoted verbatim or paraphrased, and that any and all assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. This paper includes no trademarked material, logos, or images from the Internet, which I do not have written permission to include. I further agree that my name typed on the line below is intended to have, and shall have the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): Diana Salisbury Abstract The “Improving Organizational Performance” Simulation was based on a fictitious professional aerial stunt company called Airdevils Incorporated in Salt Lake City, Utah. A female airborne aerobatic performer, Celsey Evans, founded the company in 1995. At first, she was the only employee but quickly signed up four of her colleagues in 1996. By 2007, the company had grown to 115 employees. The company won numerous national and international awards almost every...
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...With constant change and demand, it is extremely challenging for organizations to figure out how to improve performance. For organizations to stay afloat they must depend on all who are a part of the organization. The purpose of this paper is to provide a summary of the Improving Organizational Performance simulation, to briefly describe the situation, recommend solution (s), state the results, and summarize the organizational psychology concepts addressed in the simulation by answering specific questions. “Improving Organizational Performance” simulation was based on Airdevils, a professional aerial stunts firm who provides services for motion picture and television production, demonstration events, publicity stunts, and marketing campaigns. Airdevils is an organization based in Salt Lake City, Utah founded by Celsey Evan in 1995. She started the company solo and was joined by four of her colleagues a year later. Today there are 115 employees on the payroll. The five founding team members are now retired and manage the organization. The types of stunts Airdevils perform include: skydiving, sky surfing, hang gliding, and paragliding. Until two years ago Airdevils has received numerous national and international awards for their daring aerial stunts. The past two years have yielded no awards for the organization. Faithful clients have expressed dissatisfaction with the quality of stunts. In addition, several top employees have resigned and, to complicate matters,...
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...Improving Organizational Performance Simulation Summary University of Phoenix PSY/428 Improving Organizational Performance Simulation Summary The “Improving Organizational Performance” Simulation was based on a stunt company called Airdevils Incorporated in Salt Lake City, Utah. Airdevils Incorporated was a fictitious organization founded by Celsey Evans in 1995. Celsey was the best female airborne aerobatic performer, who provided daring, innovative stunt performances to film producers and marketing firms. Celsey, with four of her colleagues, built Airdevils into a small prosperous organization with 115 employees. Their dramatic and daring stunts won the company numerous awards and many dedicated customers. The founding team of has since retired ad acts as the company’s management team. Over the years the quality of work declined as well as the awards and accolades decreased. Regular customers have expressed their dissatisfaction with the stunts and key employees have left the organization. The job satisfaction levels are low and employees are concerned about their salaries. They feel they could make more money if they freelanced versus working for Airdevils Incorporated. Celsey has become very concerned with the decrease in quality work and the lack of drive to entice customers to use Airdevils services. Celsey decided to take action. Her first step was to identify the cause of low job satisfaction among the stunt performers by initiating...
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...Improving Organizational Performance Rose Bond PSY/428 June 25, 2014 Melissa Ray Airdevils Redirection Airdevils is a company that provides dynamic stunts such as sky diving, sky surfing, hang gliding , para gliding, ballooning and micro lighting, for the movie industry as well as demonstration events, publicity stunts and marketing campaigns. Founded by Chelsea Evans in 1995, later to be joined by four colleagues in 1996.The organization has since grown to employ 115 individuals. After two years of business decline, Ms. Evans requested consultation from Dream Teamwork’s, an organizational consulting firm directed by Peter Mallow. By utilizing the Job Descriptive Index created by Patricia Cain Smith and her colleagues, an overview of employees’ needs and concerns are identified. Following are the issues, recommendations and results of these intervention strategies. Cycle 1 Situation- The results of the JDI depict a very low level of overall job satisfaction among the stunt groups stemming from the perceived routine nature of their work. “The personal profile of an average stunt performer showed that they were motivated by the challenges in performing stunts. Once they had perfected a stunt routine, their natural tendency was to indulge in something more challenging. However, the job profile of the stunt performers indicated that not only was the job of a stunt performer monotonous, it also entailed undertaking other activities unrelated to performing...
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...Component Services focuses on the administration of COM+ applications. Developers use COM+ to develop distributed applications. Administrators use Component Services to manage those applications. An administrator receives a COM+ application file from a developer and then uses Component Services to deploy that application on a server computer. Next, the administrator configures permissions for the application, as well as other settings. As an administrator, you can deploy and administer COM+ applications in two primary ways. You can use the Component Services snap-in in Microsoft Management Console (MMC), or you can write scripts to automate deployment and administration. As an alternative to using the Component Services MMC snap-in, you can automate any of the tasks by writing code that uses administration objects that are provided through the COMAdmin Library dynamic-link library (DLL). For a description of how to use these objects, see "Automating COM+ Administration" on COM+ General Tasks (http://go.microsoft.com/fwlink/?LinkId=66607). For complete Component Services resources for developers, see COM+ (Component Services) (http://go.microsoft.com/fwlink/?LinkId=66575). This topic provides an overview of the most commonly performed Component Services tasks and related concepts. Component Services application types Most Component Services administrative tasks involve deploying applications and components on the network and ensuring high performance and security for the deployed...
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...PLACE | TOURISTBUS(60 SEATER)(+5K for Overnight) | MINIBUS/COASTER(30-40 seater)(+5K for Overnight) | VAN(10-14 seater)(+3K for Overnight) | * BATAAN | | | | BALANGA/ORANI/HERMOSA | Php 23,500.00 | Php 19,500.00 | Php 9,000.00 | MARIVELES/MONTEMAR/BAGAC | Php 26,500.00 | Php 23,500.00 | Php 9,500.00 | MT.SAMAT | Php 24,000.00 | Php 22,500.00 | Php 9,000.00 | MORONG | Php23,500.00 | Php21,500.00 | Php 9,500.00 | * BATANGAS | | | | ANILAO/MABINI | Php 22,500.00 | Php 20,500.00 | Php 9,500.00 | CALATAGAN/SAN JUAN | Php 22,500.00 | Php 19,500.00 | Php 9,000.00 | CALACA/BATANGAS PIER/LIAN | Php 20,500.00 | Php 18,500.00 | Php 8,500.00 | NASUGBU/MATABUNGKAY/TAAL/LEMERY | Php 20,500.00 | Php 18,500.00 | Php 8,500.00 | CANYON WOODS/ LIPA/BATULAO/TALISAY | Php 20,500.00 | Php 18,500.00 | Php 8,500.00 | * BICOL | | | | CAMSUR(3DAYS) | Php 80,500.00 | Php 76,000.00 | Php 20,500.00 | NAGA(3DAYS) | Php 68,500.00 | Php 65,500.00 | Php 20,000.00 | * BULACAN | | | | STA.MARIA/MALOLOS | Php 15,500.00 | Php 13,500.00 | Php 6,500.00 | SAN RAFAEL/PANDI/CALUMPIT | Php 16,500.00 | Php 14,500.00 | Php 8,000.00 | * CAVITE | | | | TAGAYTAY | Php 17,500.00 | Php 15,500.00 | Php 7,500.00 | PUERTO AZUL | Php 17,500.00 | Php 15,500.00 | Php 7,500.00 | CAYLABNE | Php 17,500.00 | Php 15,500.00 | Php 8,000.00 | KAWIT | Php 16,500.00 | Php 14,500.00 | Php 7,000.00 | * ILOCOS NORTE | | | | LAOAG/VIGAN(3DAYS) | Php 78,500.00 | Php 74,500.00 | Php...
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...include Global Business Services, comprised of Ford Business Services Center and Ford Technology Services India. Located in Chennai, New Delhi and Coimbatore, these units support Ford globally in the areas of IT, accounting and finance, financial services and automotive operations support, global analytics and engineering services. Ford’s businesses in India employ 11,500 hard-working, dedicated men and women. As on Aug 1, 2013, Ford India sold 12,338 vehicles, highest ever in its history, in combined domestic wholesales and exports in July. Ford Service unit in Coimbatore is located in the address: Service Workshop - Coimbatore 296/2, Vilankurichi road, Thanneer Panthal, Peelamedu, Coimbatore – 641004 It employs around 450 people. The HR unit comprises of a Head, Officer and an Associate. At Ford Service, the quest to give better and more efficient service never stops. And in their endeavour to make the service even better, they are making a commitment on what the customers can expect when they give their car for service. To reinforce the importance of this initiative, Ford is making a set of promises as follows: * Explain to you the required vehicle servicing, estimated cost and time beforehand * Deliver the vehicle at the promised time * Ensure that the bill is within estimate and explain the bill in...
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...To: Supervisor From: British American Tobacco (BAT) Iraq – HR and Facilities Coordinator Date: November 13, 2015 Subject: Job analysis of present role – BAT Iraq, HR and Facilities Coordinator Dear Supervisor, As requested, the following memo discusses a comprehensive job analysis of HR and Facilities Coordinator at British American Tobacco. A thorough 5-step job analysis process was examined to identify the knowledge, skills and abilities (KSAs and experience) associated with the successful performance (Belcourt & McBey 86). Furthermore, critical incidents technique, one of the five well-known techniques, was used. The result of the job analysis has presented a new job description (JD) that better reflects my current tasks and duties, and provides specific guidance on how to perform the job in accordance with the organizational strategy (Belcourt & McBey 87). The 5-step job analysis was used to review my current position as a way to ensure high performance and contribution to the goals of the business: 1. Given that my position is central and critical (only HR member based in Erbil, Iraq), the analysis was carried out immediately. 2. The chosen methods to analyze was a combination of the following: a. Journals and Diaries: during Q2 of 2015, all my job activities were noted on a daily basis in addition to the length of time required for each. b. Current JDs and Specifications: in reviewing a previous/current JD for my job, it was clear...
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...HR Plan-09s HR Demand: Demand Forecasting Techniques I. Index/Trend Analysis II. The Delphi Technique III. Moving Average Method IV. Regression Analysis Method I. Index/Trend Analysis Examining the relationship over time between an operational business index, such as level of sales, and the demand for labour (as reflected by the number of employees in the workforce) is a relatively straightforward quantitative demand forecasting technique commonly employed by many organizations (see the following Table) Table: Index/Trend Analysis |Year |Sales |Number of Employees |Index | | |(Tk thousands) | |(Sales [Tk thousands] per Employee) | |2003 |2800 |155 |18.06 | |2004 |3050 |171 |17.83 | |2005 |3195 |166 |19.25 | |2006 |3300 |177 |18.64 | |2007 |3500 |188 |18.64 ...
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