...submission) is information pertaining to research I conducted for this project. All information other than my own contribution will be fully referenced and listed in the relevant bibliography section at the rear of the project. ALL internet material must be referenced in the bibliography section. Students are encouraged to use the Harvard Referencing Standard. To use other author's written or electronic work is illegal (plagiarism) and may result in disciplinary action. Students may be required to undergo a viva (oral examination) if there is suspicion about the validity of submitted work. Signed: _________________________________ NOTE: 2 copies of form and 2 copies of the assignment to be submitted to: Irish Aviation Authority. For IAA use: Date stamped ( Logged onto IT System ( confirmation email sent to student ( I.A.A./I.T.C Degree Programme for Aviation, Transport and the Emergency Services Sector. Stage 3. 2011 - 2012 Module: Financial Management Lecturer: Dr. Philip Byrne Student: Peter Navan Student Number. C00152237. Employer: Dublin Fire Brigade. Assignment number: Option 1 Requirement: 2,500 – 3,000 words Submission Due Date: 25th May 2012.. Word Count 3,000 words Contents: Cover Page. Page 2 Contents....
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...Critically analyse the ways in which education can be viewed as party political, by referring to specific policies/ issues prevalent since 1945. Education is politics; it is the way in which a country defines itself and sustains its cultural being, passing down ideas, knowledge, traditions and beliefs from generation to generation (Ward and Eden, 2009). This essay will critically analyse the ways in which education can be viewed as party political, by referring to specific policies and issues prevalent since 1945. Throughout this assignment the main focus will be the curriculum in England, starting with how it derived, how it has changed over the years, what effects it has had on the nation and why it is seen to be a vital part of the English education system. Alongside the assignment title the author will use evidence to try and answer the following question; has the national curriculum raised standards in the English education system? This is a question that has often caused many political debates, with professionals amongst others discussing what effects the national curriculum has had on the wider society. Before commencing with the assignment it is of extreme importance that some key terms are defined, to ensure that everyone is of the same understanding whilst reading this assignment. The first key term that will be defined is ‘Curriculum’; it is of great importance that this term is defined as this is the main focus of this assignment. Edward., et al (2013) states...
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...girls positive role models. There has also been the change in teaching resources used at schools as many sexist images have been removed and they are less likely to stereotype girls into passive roles. Interpretivists say that teachers have lower expectations of boys. Teacher’s expectations may lead to a self-fulfilling prophecy of poor behaviour. Negative labelling may explain why there are more disruptive boy and why boys are more likely to be excluded from school. Jackson agrees with this view arguing that schools label boys negatively which leads to self-fulfilling prophecy. The introduction of the National Curriculum forced girls to do traditional male subjects. For example more girls started doing science at GCSE. Other local Education Authority and government initiatives tried to encourage girls to do these subjects. Now, GCSEs include more coursework than earlier qualifications. Some people argue that coursework suits girls better because they put in more effort and are...
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...either everyday or random tasks of service delivery. This could be due to various reasons, such as; lack of communication, misunderstanding the chain of command, individuals or groups being appointed to complete such tasks that have insufficient knowledge and/or authority required for the fulfilment of such tasks etc. etc. Such shortfalls on tasks as vitally important to a country as service delivery can cripple Government infrastructure and create political unrest amongst unsatisfied citizens. When we are referring to ramifications of this extent, it is imperative that governments / organisations implement safety measures that cover and maintain the correct execution of service delivery. Project management is a clear and concise method that can be implemented simply and cost effectively, and integrate simply into existing infrastructure. Basically what Project Management boils down to, is a simplified process of getting the right person, with the required authority and capability to manage a need, and ensure the fulfilment of said need. So instead of having various groups, reporting to various authorities, with regards to multiple tasks, you have one group of individuals, who have the relevant authority to delegate specific tasks. Service Delivery of Basic Education Curriculum Reform In a nutshell, service delivery of Curriculum Reform is referring to Governments responsibility to provide basic education that matches up with certain international standards...
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...Authority, as with discipline, can have different meanings, and the meaning of “authority” is dependent upon the context in which used for. For example: * The power or enforce obedience * Delegated power * A person whose opinion is accepted because of expertise. The independent police complaints commission The IPCC was formed in 2004 as a result of the police reform act 2002. It replaced the police complaints authority as the independent body to oversee completes, against the police in 43 police services in England and wales. It currently comprises 15 commissioners, who are appointed by the home sectary for a period of 5 years, and a team of independent investigators. Each team of investigators is headed by a regional director in each of its four regions, covering England and wales. The IPCC carries out investigations into serious allegations of misconduct by serving police person. These include allegations of: * Serious or organised corruption * Against senior officers * Involving racism * Of perverting the course of justice. HM chief inspector of prisons Her majesty’s chief inspector of prisons is another independent body which reports to the sectary of state for the ministry of justice on the condition and treatment of prisoners in England and wales. Its authority is given under section 5A of the prisons act 1952 and by section 57 of the criminal justice act 1982. The inspectorate is appointed by the home salutary for a period of 5 years...
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...Exceptions: IV- Act of the Shipper case study My case study will be over the act of the shipper that is discussed in chapter 9. It brought up some very interesting information on who is, or will be held liable if any damages, loss, and delay happens to the freight. So when it’s an act of the shipper the carrier will not be held liable. I will give you examples and also discuss when the act of a shipper reduces a carrier liability. Before I get into the exceptions I first must give you the general rule so that you can better understand what the exceptions are for act of the shipper. If there were any damage, delay, or loss because of the negligence or oversight of the shipper, consignee or any other party with a legal right to exercise authority over the freight, the carrier cannot be found liable. The shipper in this instance is the carrier. That is the company that gets goods from point A to point B. It can be a car, bus, van, train, or plane. In legal terms the meaning of shipper says that the carrier is not liable for any losses, damages, or delays as a result of acts or omissions by a person, consignor, consignee and whomever else physically handles the goods in that capacity. When this exception is used most often is when there have been some alleged deficiencies in either the loading by the consignor or the rare situation of unloading by the consignee. Another example of when this exception could be used is when the freight is packaged or other preparation of the goods...
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...Organizational Behavior Analysis Timothy Carter BUS 610 Dr. Carl Proehl August 5, 2013 Organizational Behavior Analysis Organizations rely heavily on human resource to maintain their competitive advantage. A strong organizational culture motivates employees to help achieve organizational goals. Productivity increases and positive atmosphere prevails in an organization when attitudes and behaviors are in conformity with the organizational culture (Baack, 2013). This paper will examine the action of individuals and groups within an organization. The organization that will be examined is a small school located in rural Guyana, South America. As the story goes, the school was established by the Anglican Church many years ago, and its principal, May. I. Ogle, a staunch Christian, actually had a physical input in the construction of the building. She set very high standards in the disciplines prescribed in the curriculum. The school was populated by less than 200 students and nine teachers. About eighty to eighty five percent of the teachers were former students who grew up in the small farming community which the school served. A young teacher joined the staff. For convenience, James will be used to refer to that teacher. James was assigned to Grade 3. The teacher in charge of that class was a senior teacher who had been in the profession for over fifteen years. Over a period of several months, James was taught a number of important skills. These skills...
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...Grievance Handling Grievance is defined as ‘cause for complaint or annoyance’. Before the machine age, when a handful of workers worked directly for an employer, grievance handling was a one-step procedure : the worker directly approached his boss who gave a decision on the issue. The machine age has introduced a vast echelon of intermediary supervision between the principal employer and the rank-and-file worker. Increase in the number of workers and supervisors in a complicated industrial unit, has led to an increased number of grievances of varying types at different levels. No longer can an employer nonchalantly brush aside the problem of handling grievances as a trivial function. Those who have done so have reaped the whirlwind. A grievance is the embryo of more serious trouble to come, and whether real or imagincary, it is a canker in the organisation and calls for prompt and effective measures. If it is real, the need for curative action is obvious; if it is imaginary, the need to explain and clear up the atmosphere is all the more imperative. Prompt and effective handing of grievances is the key to industrial peace. In our country particularly, where illiteracy is high and people from villagers seek employment in the laien atmosphere of an industrial unit, grievances are many and varied. Operations, procedures and supervisory techniques are not easily understood and lead to grievances. An induction programme coupled with a well understood and sound grievance procedure...
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...Milgram’s aim was to find a way to understand why individuals obey to an authority figure. By gaining volunteers he advertised in the local newspapers, asking if people would participate in a study concerning the effect of punishment on learning. The ‘real’ or ‘naïve’ participants in the study believed that they were randomly given the role of either the ‘teacher’ or the ‘learner’ but actually it was fixed that every time they were the learner, the other participant was actually a confederate, or ‘stooge’. The naïve participants were instructed to give electric shocks to another individual, who was the learner, the learner was the confederate but the naïve participant was unaware of this. Each shock would be increased by 15 volts each time a learner would give an incorrect answer to a question. But, no electric shocks were actually given (with the exception of one administered to the real participant to deceive them into thinking the shock machine actually worked). By giving clear indications of distress, the learner would shout and complain and then go silent suggesting they were did. If the participants refused to administer an electric shock the experimenter would sternly order them to continue with the experiment. The experimenter, who was the authority figure in the experiment used a number of verbal prompts to persuade the participants to continue with the experiment. After the experiment had been done the participants were fully debriefed on what Milgram’s true intention...
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...to Investopedia, when using SWOT analysis, be realistic about the strengths and weaknesses of your organization. Distinguish between where your organization is today, and where it could be in the future. Also remember to be specific by avoiding gray areas and always analyze whether the company is better or worse than competition. Finally, keep your SWOT analysis short and simple, and avoid complexity and over-analysis since much of the information is subjective. Thus, use it as a guide and not a prescription. This paper seeks to evaluate the strategic implications of the SWOT analysis model of the Driver and Vehicle Licensing Authority (DVLA). The paper will give a brief background of the organisation, then proceed to talk about the strengths, weaknesses, opportunities and finally its Threats. BACKGROUND The Driver and Vehicle Licensing Authority (DVLA) of Ghana is the government agency responsible for the licensing and evaluation of drivers and cars. DVLA was established in 1999 by Act 569 of Ghana's parliament....
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...GUIDELINES FOR DISCIPLINARY PROCEDURE - CONTENTS Chapter 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Item Discipline and Indiscipline Acts of Misconduct Report of Misconduct Flow-chart of Disciplinary Proceedings Preliminary Enquiry Principles of Natural Justice Charge-sheet Suspension Domestic Enquiry Penalties Appeal and Review Annexures Page No. 96 97 98 99 102 103 104 107 109 117 122 123-153 Policy Manual CHAPTER-1 DISCIPLINE AND INDISCIPLINE 1.1 Discipline means orderly behaviour - It means voluntary and willing compliance of rules and regulations and instructions and also development of right habits of conduct in work with others at the work-place. Why do we want Discipline? (a) Discipline is essential in any organisation for improving the employee morale as well as to increase the productivity which is the ultimate goal of any organisation. Discipline is of utmost importance for harmonious working with a view to achieve Company’s objectives. It is moral responsibility of the employer not to allow the minority of employees who are indisciplined to affect the life of majority. 1.2 (b) (c) 1.3 How does Indiscipline arise? In most of the cases, indiscipline of a worker is the expression of his reaction to his environment. Usually the causes of indiscipline are : (a) (b) (c) (d) (e) Lack of awareness of Company’s rules and regulations; False promises made by superiors; Absence of any procedure to handle grievances; No action taken when required; Personal...
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...CHAPTER-1 DISCIPLINE AND INDISCIPLINE 1.1 Discipline means orderly behaviour - It means voluntary and willing compliance of rules and regulations and instructions and also development of right habits of conduct in work with others at the work-place. 1.2 Why do we want Discipline? (a) Discipline is essential in any organisation for improving the employee morale as well as to increase the productivity which is the ultimate goal of any organisation. (b) Discipline is of utmost importance for harmonious working with a view to achieve Company’s objectives. (c) It is moral responsibility of the employer not to allow the minority of employees who are indisciplined to affect the life of majority. 1.3 How does Indiscipline arise? In most of the cases, indiscipline of a worker is the expression of his reaction to his environment. Usually the causes of indiscipline are : (a) Lack of awareness of Company’s rules and regulations; (b) False promises made by superiors; (c) Absence of any procedure to handle grievances; (d) No action taken when required; (e) Personal frustrations and misunderstandings. There could be many other different reasons for indiscipline depending upon individual differences. 1.4 Corrective and Punitive action Since any case of indiscipline is basically a behavioural problem, it is necessary that before taking any punitive action, all efforts should be made to improve the behaviour of the employee by correcting him through education, counselling...
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...Referent Power Information Expertise Expert Power Any individual person who has an expertise that is highly valued possesses expert power. Experts have power even though their status might be regarded as being low. An person may have expert knowledge about technical, administrative, or personal matters. The harder it becomes to replace an expert; the higher becomes the degree of expert power that they possess. Expert power is occasionally called information power and is frequently a personal trait of the individual. A personal assistant for example, who has lower status in the organisation may also possess a degree of high expert power because they have extensive knowledge of how the business operates such as knowing where everything is located or are able to deal with difficult situations. Lewicki et al. (1985:249) states that people and countries will act sensibly when they have used up all other available possibilities. In any negotiation situation, expert power is the most standard type of power that is applied. Expert power consists of the persuasive nature of the information itself. It pertains to the amassing of information and how it is presented and is used with the intent of changing of how a counter party views the issues. It is the contention of Lewicki et al. (1985:251) that expert power is a unique kind of information power. Information power can be applied by any individual who has studied and prepared their position prior to the start of a negotiation...
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...characteristics of a single position relative to the job evaluation system’s four factors: Decision Making, Complexity, Purpose of Contact, and Line/Staff Authority. Because the PDQ is the official record of the position’s assignment, it is the basis of job evaluation decisions and documents information used for purposes of the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), employee selection, performance management and development, and workforce and staffing planning. Every position in the state personnel system must have an official PDQ on file. The PDQ is evaluated to determine the proper class for new, vacant, and filled positions. Although employees and supervisors are encouraged to work collaboratively to complete the PDQ, the supervisor and appointing authority are ultimately accountable for establishing the work assignment, as well as the completeness and accuracy of information within the PDQ. This guide is intended to provide general information and assistance in completion of the PDQ. Examples have been selected from a wide variety of jobs, at varying levels; are not presented in any hierarchical order; and are not indicative of a particular level or class of work. When to Write or Update a PDQ • When an appointing authority creates a new position. • When an appointing...
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...In the article “Data Deprivation” By Herbert Schiller, he argues that in industrialized nations, the rise of corporate decision making has become stronger and more influential than government authority, this is especially prevalent in the arenas of communication, in particular the dissemination of information. As a result the information which usually comes from the same source(same corporate powers) are able to utilize this power by making their own actions and authority covert while actually diverting the public's or society's attention away from much needed socially beneficial and essential information. Schiller constructs his argument by discussing data deprivation and how freedom of expression is often seen as having the vulnerability of being impinged on by the State. As a result individuals and social movements throughout time have battled against the amount of censorial power a state can yield over its citizens (Schiller, 1996). Presently, the more powerful yet seemingly subtle threat to freedom of expression is not the State but rather private corporate powers, “Today, the power of huge,private,economic enterprises is extended across national and international boundaries, influencing and directing economic resource decisions, political choices, and the production and dissemination of messages and images” (Schiller,1996).Corporations use the guise of governments as being the only source of hindering individual expression. Two examples given are that the corporation...
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