McGregor’s Theory X and Y Essay

The foundation of McGregor’s theory has direct links to Taylor’s study of scientific management: a study of scientific management as a link between human beings and their jobs which in turn need to be re-constructed to maximise efficiency (Waddell et al. 2007, p. 43). Many researchers and scholars have developed theories based on the work of F.W. Taylor. McGregor, Maslow and others who assisted to improve the view of human relation tried to prove that there is another side to the traditional perspective of workers (Bartol and Martin 1998, p. 52).This literature review will be focusing on the evolution of McGregor’s Theory X and Theory Y in relation to the development of management theory. Moreover will be explaining the definition of X and Y theory and its relevance to 21st century. McGregor proposed two contrasting sets of managerial assumptions about the workers. He further examined taking Taylor’s traditional view of workers and Mayo’s human relation approach into consideration, which he labelled Taylor’s view as ‘Theory X’ and as Mayo’s view as ‘Theory Y’ (Montana and Charnov 2000, p. 25). [ (Stephen P.Robbins) ] However, ‘both these theories have the common definition of functions of manager: management is responsible for organising the elements of productive enterprise- money, materials, equipment, and people- in the best interest of economic ends’. Main differences in these two theories are the assumptions (Urwick 1970, p .1). McGregor with his experience as a manager and as a psychologist, observed the behaviour and attitude of the workers (Daft.2003, p. 47). According to Kopelman, Prottas and Davis (2008, p 1) Theory X represents that workers generally dislike work, are irresponsible, ar e lethargic and require close supervision. In contrast, Theory Y denotes that individuals are generally creative, innovative, accept responsibility and believe work is a natural activity. Furthermore, his observations on the classical and the behavioural approaches to understanding workers were found different. He paired up his theories to the work of Abraham Maslow, where he compared the higher needs put forward by Abraham Maslow such as self-actualization, to a Theory Y leadership style, and lower needs such as physiological and safety, to the Theory X leadership style (Bartol and Martin 1998, p. 51). Theory X is referred to as optimistic and Theory Y as pessimistic (Montana and Charnov 2000, p 26), others labeled Theory X as negative and Theory Y as positive (Robbins et al.1998, p 202) and according Schein (1970, p.5) McGregor called Theory X as â€Å"hard approach† and Theory Y as â€Å"soft approach†. According to McGregor (1960, p. 33-35), the assumptions of Theory X are that individuals by nature do not like to work and will avoid it if possible. Furthermore, human beings do not want responsibility and desire precise guidance. Additionally, the workers put their own concerns above that of the organization and by nature they are resistant to changes. Finally, human beings are taken for granted to be easily manipulated and controlled. According to Boddy and Paton (1998, p. 201) it is of practice with Theory X philosophy to include time registration, supervision, quality checked by a superior as assigned in job description. The main focus of Theory X is that of external control, by systems, procedures or supervision. They believed that managers who accepted Theory X view would be inconsiderate in accepting aptitude of a normal human being (Boddy and Paton 1998, p. 200). Managers who assign to Theory X are expected to practice authoritarian style (Lewis, Goodman and Fandt 1998, p. 56). By contrast, Theory Y has assumptions which is completely opposite of Theory X. As per Theory Y, work is natural, and tries to occupy them actively and enjoy too. Furthermore, workers do not require detailed supervision and they are self-motivated. Additionally, it assumes that they work innovatively and creatively. If people are given a chance to prove their competency they are ambitious to solve problems and help their organizations meet their goals (McGregor 1960, p. 47-48). Managers who hold the belief in Theory Y are likely to exercise a participatory style, discussing with their subordinate voicing their opinion, and encouraging them to take part in decision making (Lewis, Goodman and Fandt 1998, p. 56). Management’s main aim is to structure a proper working environment in order to achieve their higher-order personal goals by achieving organizational objectives (Bloisi, Cook and Hunsaker 2007, p. 205). The organizations of 21st century are in a more dynamic world where technology, education and research and better economic conditions are vastly improving. It becomes gradually more important for managers to hold the set of assumptions about human behaviour that McGregor has proposed in his Theory If an individual holds Theory X assumptions then he will not be logical and responsive to data, therefore, will have limited choice of managerial style. In regard to Theory Y, he can wisely choose from variety of options (Schein 1975, p. 7). Having worked for 15 years in many types of organization, Schein (1975, p. 3) believes that organizations need more Theory Y managers at all levels especially at higher levels. However, few companies still practice Theory X management (Daft 2003, p.48), but many are applying Theory Y concept of management such as Hewllet Packard (Waddell et al. 2007, p. 56) and SOL cleaning service, and it has proved to be a success. They consider everyone equal and value each employee’s contribution (Daft 2003, p.48). According to Kochan, Orlikowski and Gershenfeld (2002, p.4) assumptions characterizing twentieth century refers to Theory X and twenty first century organization’s characteristics refer to Theory Y were explained using people, work, technology leadership and goals. Many organizations have realised the importance of the human capital and are currently try to adopt to change themselves as they recognize. McGregor argued that modern organizations do not take into account the innovativeness of workers. In order to utilize these valuable assets, managers need to provide employees to use their expertise. Thus, provide and create conditions that integrate individual and organisational goals (Boddy and Paton 1998, p. 200-201). McGregor believed that people in twenty first century are more educated and affluent and they are more self controlled (Hersey, Blanchard and Johnson 2001, p. 60). Hence, most of the modern organisations strongly practices management by delegating authority, job enlargement, making work more interesting, with increased level of responsibilities and their share of information and innovations regarding the work content, work design and results (Montana and Charnov 2000, p. 25). Finally, in order to measure the performance of the individual, the organisations have appraisal system which evaluates their performances annually or semi-annually. For example, companies such as General Mills, Ansul Chemicals, and General Electric have been experimenting with performance appraisal approaches (Ott, Parkes and Simpson 2003, p. 168). These managerial propositions are associated best with the Theory Y management style. According Lorshe and Morse (cited in David and Robert 2000, p. 202) in their research of four companies and concluded that successful company in the normal business used a consistent Theory X style and the other in the creative business used theory Y .These theories may be applicable to some organizations and to some cultures. In article, peoples Republic of China, being a communist country has practiced Theory X in the past and has adopted to practice Theory Y style with a productive result (Oh 1976, p. 1). In summary, Theory X and Theory Y have significant impact on modern management styles. The assumptions of these two theories hold the extreme ends and McGregor assumed that people’s behaviour is strongly influenced by their beliefs. His theories have been labelled relating to Taylor and Mayo’s work. As in my opinion there is no one best theory which may fit all organizations. However, more in depth research need to be undertaken to identify and prove which theory does best fits. According to Boddy and Paton (1998, p. 202) many argue that both these theories may be inappropriate in some situations. â€Å"Theory Y is a theory of human motivation, not a theory of how to manage or run an organization† (Schein 1975, p. 1). References Waddell, D, Devine, J, Jones, GR & George, JM 2007, Contemporary Management, McGraw-Hill Irwin, North Ryde. Bartol, KM & Martin, DC, Management, 3rd edn, McGraw-Hill Co, Boston Montana, P & Charnov, B 2000, Barron’s Management, 3rd edn, Hauppauge, N.Y Daft, RL 2000, Management, 6th edn, Thomson learning, Ohio Robbins, SP, Millett, B, Cacioppe, R & Marsh TW 1998, Organizational behaviour: Learning and managing in Australia and New Zealand, 2nd edn, Prentice Hall, Sydney McGregor, D 1960, The human side of enterprise, McGraw-Hill book company, New York Boddy, D & Paton, R 1998, Management: an introduction, Prentice Hall Europe, London Lewis, PS, Goodman, SH & Fandt, PM 1998, Management: Challenges in the 21st century, 2nd edn, South-Western College Pub, Cincinnati Bloisi, W, Cook, CW & Hunsaker, PL 2007, Management and organisational behaviour, 2nd edn, McGraw-Hill, Berkshire Hersey, P, Blanchard, KH & Johnson, DE 2001, Management and organizational behaviour : leading human resources, 8th edn, Prentice Hall, Upper Saddle River Kopelman, RE, Prottas, DJ & Davis, AL 2008, ‘Douglas McGregor’s Theory X and Y: toward a construct†valid measure’, Journal of Managerial Issues, vol. 20, no. 2, 255†271, retrieved 22nd March 2011, Ebsco Host Ott, JS, Parkes, SJ & Simpson RB 2003, Classical reading in organizational behaviour, 3rd edn, Thomson/Wadsworth, Belmont Schein, EH 1975, ‘In defence of Theory Y’, Organizational Dynamics, Vol. 4, Issue 1, p17-30, retrieved 22nd March 2011, Ebsco Host Oh, TK 1976, ‘Theory Y in People’s Republic of China’, California Management Review, Vol. 19, Issue 2, p77-84, retrieved 22nd March 2011, Ebsco Host Urwick, LF 1970, ‘Theory Z’, SAM Advanced Management Journal, Vol. 35, Issue 1, p14, retrieved 28th March 2011, Ebsco Host Kochan, T, Orlikowski,W & Gershenfeld JC 2002, ‘Beyond McGregor’s Theory Y:Human Capital and Knowledge-Based Work in the 21st Century Organization’, retrieved 24th March 2011, http://mitsloan.mit.edu/50th/pdf/beyondtheorypaper.pdf

Differences Between the Movie and Play: Cat on a Hot Tin Roof

There are key differences and similarities between the play Cat on a Hot Tin Roof and its movie equivalent. Major differences would include the character Maggie, the possible homosexual relationship between Brick and Skipper, and the reason for Maggie’s distaste for Skipper. Similarities include most of the cast, the overall plot, and the bitterness that the family seems to not so secretly hold for each other. The character Maggie in the play version and in the movie version differs.In the play she admits to sleeping with Skipper so that both of them could be closer to Brick, so that both of them could feel like they were making love with Brick. But in the movie Maggie denies and apparently never had relations with Skipper. With this being said, in the play version Brick’s hostility for Maggie seems much more unjustified. Also, Maggie was the one to tell Brick of his father’s terminal illness in the movie version. This job had been left to the doctor in the play version.A second difference between the movie and play would be the possibility of a homosexual relationship or homosexual feelings between Brick and Skipper. In the 1950’s, when the movie was produced, it was unheard of to have any form of homosexuality in a production. This is a big difference because it leads to Brick not necessarily being weak because of the loss of a could be homosexual partner/friend but being weak because of the lack of love and compassion he received from Big Daddy. This leads to more drama between Brick and his father in the movie version.With the previous being stated there has to be a difference for the distaste between Maggie and Skipper. In the movie, Maggie apparently never had relations with Skipper and the only reason she had for disliking Skipper was the time that he took from her and Brick. She felt that as a young married couple that Brick and Skipper spent far too much time together, time that Brick could be spending with her. Though there are many differences between the play and movie (this is usually the case when it comes to Hollywood) there still are some important similarities between the two.The cast, with the exception of Maggie, are mostly unchanged. Brick’s alcoholism and the pain he feels after losing a dear friend, Gooper is hell bent on getting Big Daddy’s plantation, Mae is still a very easily dislike character who seems to be constantly birthing babies. , Big Momma is full of love and wants nothing more than to have one big happy family, and Big Daddy is still holding together the family for what seems to be the wrong reasons. The overall plot also seems to be unchanged.It starts the same, introducing with hidden distaste between members of the family and not so hidden distaste that Brick feels towards Maggie. Big Daddy’s terminal illness, Gooper and Mae being hell bent on getting what the believe should be coming to them, and the end all seem to be unchanged either way you look at it. Though it has been mentioned more than once before, it is important to notice a big part of both the play version and movie. That is the distaste that the family feel for each other.The feelings Brick has for Maggie, that Maggie has towards Mae and her children and vice versa, the way Gooper feels about Brick, and the way Big Daddy feels towards Big Momma are unchanging. In either, the family is completely separated and out for themselves. Each one, in their own way, are only out for themselves. With any comparison between a play and its movie counterpart there are bound to be major differences and key similarities between the two. In this case, both the play and the movie were spectacular for the same and different reasons.

Has Fast Food Changed My Eating Habits? Essay

Fast food has become more and more popular, and will continue to do so. There are more food chains being built in this area and the fast food restaurants have really thrived because of how many there are. There are plenty of types of food, and locations for you to get it. That is why my eating habits have changed. Eating habits are a struggle for everyone, whether it is how much you eat, or what you eat. It is hard to deny a $4 combo meal that includes, a hamburger, a drink, and an order of fries, especially if it is filling and satisfying your hunger. They are usually designed to reel you in by making it easy to get cheap good food, and that is why fast food restaurants are thriving in this era. The quick drive-thru lines, cheap food, and friendly service are just three of the many ways fast food restaurants are trying bring you and you’re money to their business. That is why personally I find it very hard not to eat fast food. There are four or five fast food restaurants within one mile, or so, of my house. That is why I find myself eating fast food two or three times a week depending on how much money I have. Its cheap, good, and you can almost get it at any time, and anywhere you want. It is not like eating fast food one time will kill you, but eating it two or three times a week for multiple years will. The main thing I keep asking myself is; how long am I going to keep this up? It has been a growing habit that continues to creep up on me. One year I am begging to get fast food because we don’t have it enough. The next thing I know I find myself becoming increasingly tired of it because I eat it way too much. My health plays a big part in what I do for fun, and my hobbies. For instance: How many sports I play, how much I play them, and how well I do while I play them. Eating fast food can’t help me thrive in any of these categories so why do I keep eating it? The main reason though has to be will power, if I simply can’t say no to a cheeseburger on the daily basis then how do I expect myself to change my habits for my entire life the better. A habit can’t be broken in one day, but you can start to break it in one day. Breaking a habit, or habits, cannot be done in one giant step. It takes time, patience, and plenty of fortitude. That’s what it boils down to. How badly do you crave to be healthy? What do you want more, a healthy lifestyle and future, or something satisfying to the stomach right away? Fast food is a great idea for the quick easy meal, but I need to change my habits for the better in order to be the healthiest I can be. My eating habits are holding back my abilities in sports and they need to be fixed.

Offshore drilling (debate- my stance is against the offshore drilling) Essay

Offshore drilling (debate- my stance is against the offshore drilling) - Essay Example This is a knee-jerk response to our continuing energy crisis which has significant environmental concerns. Controversy surrounding offshore drilling is nothing new. According to Kamalick (2008), the controversy started as early as 1937 with the states asserting their jurisdiction over sea beds. In 1945, President Truman asserted Federal jurisdiction, and over the next several years, the Supreme Court affirmed this by specifically saying the Federal government had paramount rights over the continental shelf and the resources under the soil (and under the water), including oil. A 1953 compromise, the OCS Land Act, allowed states limited involvement and issued a mandate for the Federal government to explore and develop oil and gas deposits under the outer continental shelf. The 1969 oil spill in the Santa Barbara Channel changed all that, and environmental lobbyists entered the argument in full force. In 1978, the OCS Lands Act was amended to allow states more control over resources, and environmentally-sensitive language was added. Lease sales began to pick up speed, and the Reagan administration made more than 1 billion acres of the OCS available for lease. Environmentalists made headway with George H.W. Bush, and â€Å"federal supremacy has been steadily eroded . . . by environmental interests† (Kamalick 2008). More recently, a 2008 Gallup Poll found that 57 percent of respondents favored offshore oil drilling, and 41 percent were opposed. A Zogby poll showed that 74 percent of voters favored U.S. coastal water drilling and 59 percent supported Alaska National Wildlife Refuge drilling (Baird 2008, 13). Politicians have been seriously considering a Department of the Interior recommendation to expand coastal exploration, while giving a nod to environmental concerns and assuring taxpayers there are no subsidies to big oil (Baird 2008). The American people, instead of

The Human - Computer Interface Essay Example | Topics and Well Written Essays - 1000 words

The Human - Computer Interface - Essay Example User experience can be vastly enhanced by incorporating multiple sensors into virtual environments because people can immerse into another world more naturally and easily by using their whole body (Schrammel et. al., 2010). Therefore, the Human Computer Interface continues to expand in the field of human-computer communication bandwith by incorporating multiple sensory channels. Meanwhile the growing societal recognition of the needs of people with physical disabilities and neurodegenerative diseases also provide special application domains for Brain-Computer Interface (Tan & Nijholt, 2010). Some researchers advocate â€Å"user interface consistency† as the golden rule in Human Computer Interaction dialogs. Possibility of automating the designs, monitoring, evaluating and comparing the interface properties are the most attractive benefits of consistent designs. However, a clear definition for consistency cannot be found in research literature. In general a consistent design is have, (1) internal interface design consistency and (2) external consistency of interface features with features of other interfaces familiar to the users. Users can obtain convenient, less expensive and versatile products by consistent designs. Example: the training time is 100% to 300% less compared to the random user interface design. Nevertheless some researchers advocate that diverting primary focus from users and their needs into consistency, as narrowing the spectrum of software engineering (Grudin, 1989). Haptic Technology MacLean, 2000, defines â€Å"haptic feedback† as the â€Å"computer control over the tactile or kinesthetic properties of a physical interface, permitting realtime representation of a changing virtual or remote environment rather than a specific, constant handle† (p. 2). In general, haptic feedback is a mechanical response created by the haptic interface in terms of a special vibration sensation. Conventional vibration alerting differs from the haptic feedback as the latter involves advanced vibration patterns and waveforms that convey rather informative messages from a dynamic virtual environment to users. Human brain comprises of various visual, audible, smell, taste and haptic sensory neurons that are stimulated when an objects contact with the respective sensory channel. Sensory receptors located in the human body such as; muscles, tendons, joints and skin in the hands are important for human performances equally to hearing and visual sensing (Torre, 2006). Characteristics of the human brain have largely shaped the designing of modern human-computer interfaces. In the history, models of Human Computer Interactions were dominated by audio-visual simulations (Hayward et. al., 2004). Incorporating haptic, pressure, taste and smell sensors in remotely controlled and virtual environments can be considered as the greatest achievement in modern software engineering. Haptic technology is largely aimed at enhancing the oper ator performances and user experiences by kinesthetic and touch channels stimulation. Humans are rather cautious when touching a surface compared to looking at it. Such characteristics have shape the modern Human Computer Interfaces. Researchers advocate that haptic feedback is rather effective when used in conjugation with other sensory modalities. Example, Morris et. al., 2007, used haptic feedback for teaching undergraduate students a sensorimotor skill that have a force-sensitive component and requires recalling a

Responding to Terrorism Essay Example | Topics and Well Written Essays - 1500 words

Responding to Terrorism - Essay Example The threat of terrorism is unending, and will most likely increase as time goes by. However, the response to terrorism should not be focuses on the military way, instead, the government should try to uncover the root causes of terrorism and work with other countries using intelligence to avert terrorist acts before they occur. Introduction One of the biggest issues in British politics is centered on terrorism and the resources expended for it. Some individuals in politics are of the opinion that terrorism should not be given as much attention as is currently done since it does not cause as much destruction as other catastrophes. Other politicians state that the best way to curb terrorism is by destruction of the terrorists using force of war. Terrorist acts all round the world continue to appear in headlines continuously, and some quarters seem to indicate that the attention given to global terrorism is not warranted. Statistically, global terrorism seems to pose a smaller threat tha n other catastrophes, for example, floods and famines. An investigation by an American economist, Krueger, indicated that the average chance of an individual succumbing to a terrorist attack in the United States or United Kingdom is less than 1 in 5 million (Krueger, 2007). However, the probability of individuals dying from other factors like natural disasters is of a higher magnitude. However, despite the statistic mentioned above, the threat of terrorism, or the actual occurrence of terrorism will dominate headlines more than any other event. Even if a terrorist attack does not claim any lives or damage property of substantial value, the media coverage and outcry from the public will still be overwhelming (Perl, 2007). Additionally, the government’s response to such an occurrence will most likely be higher that the response to any other event. Comparing the time and resources spent on the response to terrorism to the spent to on other global issues shows a big divergence (P erl, 2007). The government will spend more time, resources and personnel in trying to avert the threat of terrorism than any other global occurrence. Some quarters of the political quadrant might argue that the government is spending too much on an event that might or might not occur, but the following analysis shows that the resources and attention spent by the government, media and individuals in response to the terrorism threat is viable. The analysis will show that the terrorism response mechanisms currently in place are possibly due to the uncertainty of the attacks, but also due to the real threat that they pose to society. The Threat of Terrorism One of the first reasons why terrorism is taken seriously around the world is because of the uncertainty of possible attacks from terrorists (English, 2012). Many individuals will state that they are concerned for the country, but perhaps a more satisfying answer is that everybody is concerned for themselves. Increasing media coverag e has gone to show that terrorists strike randomly, thus increasing the chance that anyone could be a victim. This fact, coupled with the ruthlessness of the attacks, serves to greatly increase the attention given to terrorism. The main reason why the response to terrorism should be taken seriously is because of the underlying factors or reasons in every terrorist insurgence (English, 2007). Despite the fact that most

Best Practices for Network Security Research Paper

Best Practices for Network Security - Research Paper Example Several even have to care about how to show paces of owed upkeep and owed meticulousness to a rising register of supervisory obedience burdens. What can one do underneath such great weight to make an improved year, not an annum laden with lost time, network clear-out and obedience annoyances? I've derived what I would deliberate certain practices which can be classified the finest system safety rehearses. Finest practices are stuffs you do - steps up a ladder you climb - activities and tactics. Inside those strategies, I'm sure it will consist of which safety countermeasures to fit in the financial plan for the year. Though I believed in going into particulars about latest safety notions, such as amalgamated risk managing or system admittance resistor, it appears more suitable to place emphasis on the best objectives as a replacement for the best safety apparatuses you might deliberate positioning. For instance, I deliberate an encryption of one of the best practices and not an inven tion or instrument. I'm sure you'll discover many saleable and easily obtainable gears out there. You can continuously gauge those gears which you catch most suitable for your own best-practice archetypal. Shopping cart scheme took this encoded credit card material and stowed it, not encoded in basic manuscript on a record server that was linked to the Web server. Quoting Gary Mileisfeky, â€Å"These two servers were like putty to the hackers - one SQL Injection attack and thousands of consumer records were grabbed, sold and used for siphoning money from the credit cards†(12 Best Practices for Online Security). It is now possible for you to purchase lists of Social Security numbers, forenames, addresses, telephone information, bank account archives and credit cards on the black marketplace. It's now a business. Do not let your association be among those auxiliary lists. The paramount exercise is to look at all features of electric communique and records handling during the co urse of your association. That should comprise of all instantaneous text messaging, folder transmission, conversations, e-mails, connected conferences and webinars, also all records formation, alteration, storing, removal and recovery. How are customer archives kept? How are automated varieties of other personal material secured? Back-up data is not sufficient. You ought to arrange a VPN for those who have admission to your system from the external. Make certain the networks that allow admission onto the system over the encoded channel are likewise not the frailest relations in the substructure. Do not let them in if they are not completely mended, improved, polished for malware and legitimate. Moreover, if you lease an operative with a processor, get the apparatus back - and in the interim, shut their VPN channel. The planning phase is three-pronged and includes making policy declarations, piloting a risk investigation and launching a safety squad configuration. To fashion policy s tatements, the association requires the measure of what ranks of security are fitting and attainable by taking into deliberation the administrative arrangement, singular parts and accountabilities, rules previously present in the dwelling, facility level contracts concerning the IT division and

Siemens Social Performance Essay Example | Topics and Well Written Essays - 1250 words

Siemens Social Performance - Essay Example Siemens’ network has involved in different social and environmental aspects and the always act as a rich asset to different stakeholders in the business. They are socially committed and always remain the frontrunner in keeping the society safe and the environment hazard free. This international firm has put their investments in the ecological shelter and the industrial protection to preserve their potential feasibility and the extensive period of prosperity. They have also developed their pioneering machinery and tools for the management of wastewater to relieve the public of the problems associated with scarcity of water. â€Å"Siemens has developed alternating-current drive systems for the heavy trucks that transport the material at opencast mines. They ensure that diesel engines run within their optimal speed ranges. Compared with conventional diesel drives, these diesel-electric drive systems not only have a lower environmental impact, but also save fuel and cut operating costs. Gearless drive systems (GD) also help to reduce energy consumption.† (Environmental Issues and Social Aspects Make New Investments Necessary in Mining Area 2010). Currently, they have new programs like Siemens Generation21 and Siemens Caring Hands intended to serve the community in different ways. Siemens Generation21 is targeted for the education of youth all over the world to provide them a bright future. With these, they are helping the students with learning materials, research funds, and other training programs. Siemens have developed the Caring Hands program to help the public when they require it most through the contributions and social supports. â€Å"It covers a wide scope of activities including volunteering, disaster relief, social sponsorship, and supporting or donating funds to good causes.† (Corporate Social Responsibility

Employee law and relations Essay Example | Topics and Well Written Essays - 2500 words

Employee law and relations - Essay Example The term substantial effect indicates that the disability is not minor or insignificant but constitutes a barrier to perform function in a normal manner. The significant part of the Act is to consider the effect of an impairment rather than the impairment itself. For example, an employer should consider the effects of back pain, migrain, asthma and dyslexia of an employee rather than considering the sickness. However, certain conditions like multiple sclerosis, cancer and HIV is directly considered as disabilities. The Disability Discrimination Act and its amendments requires employers to avoid harassment, victimisation and the three forms of discrimination at work place and ensure fair treatment for disabled individuals. The three forms of unlawful discrimination includes disability linked discrimination, direct discrimination and the failure to provide reasonable adjustment. The failure of the employer to provide reasonable adjustment is not justifiable if the failure was committed with knowledge of a person's disability. Employers can attempt to identify the disability of people and study its effects on the employee and extent resonable adjustment according to the requirement. The The Disability Discrimination Act 1995 requires employers to provide necessary reasonable adjustments to ensure equal opportunities for disabled individuals to continue work and apply for work. Employers can practice reasonable adjustments for disabled employees depending on the disability and associated requirement. Some of the reasonable adjustments that can be made at workplace are changes to workplace layout and improving the accessibility for disable individuals, assigning a part of the disabled person's duties to a temporary employee, changes to work hours - flexible working hours, starting late or ending earlier, job sharing, etc, additional leave for rehabilitation, treatment or assessment, special training for disabled individuals and their subordinates, provision of adaptable equipment and furnitures like desk, chair, vehicles and computer, modification of instructions in Braille or larger font and assisting communication for the visual as well as hearing disabled by appoin ting a reader. Changes to work arrangement can also result in alternative work or work profile which can be adopted as a reasonable adjustment of last resort. A disabled individual seeking reasonable adjustment should reveal the condition to the employer with adequate data that proves the disability. They have a right to confidentiality and the employer is required to hold the information confidentially unless there is explicit permission from the employee to disclose the details to a third party. This is supported by the Data Protection Act 1998 (What counts as a disability in law' 2008). Though Disability Discrimination Act has laid rules to be followed by the employer in providing reasonable adjustment, there are limitations to this additional service. Reasonable adjustment is not mandatory if it cause unjustifiable hardship to the employer. Further, the employer can avail funds for reasonable adjustment from the Workplace Modification scheme to restructure workplace setting or equipment and to adapt to the requirement of disabled

Megacities in Asia Essay Example | Topics and Well Written Essays - 750 words

Megacities in Asia - Essay Example From the per capita income of mere $76 in 1970, the country has catapulted into a huge over $19,000 per capita income in almost 40 years with the total GDP nearing to a trillion dollars. Seoul being its largest city and commercial hub, the population in the city has exploded by over 500 percent since 1960. There has been a huge migration of people from rural parts to the urban area especially to Seoul. Since early 1960s, Seoul has become the major hub of the Korean economy and has transformed into a major megalopolis now. While Seoul constitutes only 0.61% of the country's area, it â€Å"houses about 84% of government bodies and institutions, 88% of Korea’s 30 largest companies, and 75% of the 20-most popular universities in the nation. More than 65% of all bank transactions, both savings and lending, take place in Seoul" (Jeon, 2005 p5).     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   No other city in the world perhaps takes so much economic burden as Seoul has taken for its nation . Population density in Seoul is so high that the current per person residential space availability is only 20 sq. m. The space availability is quite low when compared with large western cities in the developed world such as London, New York or Paris. Even Tokyo which is considered densely populated provides per person space to the tune of 55 sq. m. On per sq. km basis, population in Seoul stands at 23,908 that shows much higher density than Tokyo at 7,099 people per sq. km. Gini index measures income inequality among the citizens on the scale of 0.0 to 1.0 with 0.

The exhibition entitled Face of our Time Research Paper

The exhibition entitled Face of our Time - Research Paper Example The Swiss photographer, Daniel Schwartz, focused his subjects to the effects of globalization. The photographs were able to portray less exposed subjects such as Bazaar Day. The photographs were a collection of his travel. Though the images offer the audience less feeling of vulnerability, the photographs remain persistent. These pictures spoke that globalization is widespread and a lot of places were very much affected. Poverty and inequality can be seen in the pictures. If some countries have very clean and organized places such as market, a lot of places in central Asia do not have these opportunities and facilities. Thus globalization has its own series of pitfalls. Looking at Schwartz’s collection, he really wanted to convey a message about globalization to the world. Someone’s perfect place can mean to give another one’s place inadequacy. If there are countries that were blessed because of globalization, there are also those suffering because of it. Zanele Muholi’s collection and work gave voice to the visual identity of the marginalized queer black people in South Africa. Her elegant photographs of queer and transgendered women showed a strong message regarding marginalization of this kind of population. The collection spoke of identity and being of the queers. Discrimination especially based on gender has long been an issue not only in South Africa but in the world. The elegant portraits by Muholi showed pride, strength, and identity of the queer blacks. South African queers, with reference to the pictures.

Quality Special Education Program Essay Example for Free

Quality Special Education Program Essay Recent reforms in education have emphasized the need for sensitivity and responsiveness to students social contexts. This is to increase not only the effectiveness of educational programs but also to create individual relevance to the student learning. Behavioral management is critical in special education programs because students behavior are often used by the public to determine the social roles and value of special-needs children. This can prove to be challenging for special education programs since social standards may vary in communities and therefore behavioral and social integration requirements will vary as well (Kopelowicz et al, 2006). Therefore, there is a need for special education teachers to have the means to evaluate individual student socialization requirements to ensure that they accomplish not only academic and behavioral educational goals but also to enhance their social integration and empowerment. Proposal The development of academic and behavioral programs that highlight socialization requires educators access to relevant research and the capacity to both research and their individual experience in developing interventions. In either case, Williams and Reisberg (2003) point out that teachers depend greatly on institutional support of such objectives and often have little direct participation in program development. This may be because of the need to develop general policies, procedures or methodologies but it also limits social context input thus diminishing the social relevance of interventions (Sailor et al, 2007). Therefore, there is a need for individual educational programs to develop their own evaluation methods to determine the socialization and social integration requirements of their students Recognizing the limitation on resources and manpower common to special education initiatives in public schools, the researchs target population will be limited to its existing students and extent of integration will only range from family to the school community interactions (Kopelowicz et al, 2006). It should be noted that the project should emphasize community and professional collaboration to create awareness and collect to multi-dimensional perspectives in improving socialization components to currently implemented academic and behavioral programs. Moreover, the evaluation or assessment programs must be easy to replicate so that it can be utilized in other educational settings and provide a baseline for socialization component evaluation. Rationale The assessment will then serve to develop high-impact low cost interventions, each intervention or program having a duration of twelve weeks. According to the studies conducted by Barry and Burlew (2004), Smith and Gilles (2003) and Koh and Robertson (2003), educators level of commitment to educational programs is often used as an indication of institutional commitment and concern to an issue. Thus, it is important for educators to take an active role in initiatives particularly where external stakeholders are involved. This is not only to utilize the social recognition of teachers role in education but also to utilize their professional practical experience. This becomes even more critical in special education programs since there is a limitation to public awareness and understanding of the socialization requirements of special needs students (Sailor et al, 2007). Even more critical is that without direct involvement in the evaluation or assessment program, educators will diminish their capacity to rational research and study results which in turn will impair the development of individual interventions and programs. Considering that the component of concern is socialization, the degree of sensitivity and relevance of the programs to specific social contexts will directly impact the level of social competency developed by students (Kopelowicz et al, 2006). More importantly, the assessment or evaluation program will be able to create a means to discuss perceived limitations in special education programs in addressing social stigmas and misconceptions regarding special education students, curriculum and requirements (Sloan et al, 2003). This will afford educators insights to the socialization impediments not only in education settings but society as a whole. In addressing such issues, programs will not only be able to sustain the relevance of programs after school but also initiate long-term social support systems for students. Conclusion In the case special education, this has become even more critical as the advocacy for social recognition and participation become critical to policies and treatments (Kam et al, 2004). Furthermore, research suggests that social skills development has been linked directly with perceived quality of special education and overall social acceptance of conditions being addressed by special education curriculum (Koh Robertson, 2003). This has translated to the inclusion of social integration objectives in both academic and behavioral interventions. This has increased the demand for collaborations between schools, parents and community (Sailor et al, 2007). However, to be able to fully meet this need, education stakeholders must not only develop programs but also institute evaluation and feedback systems to ensure the fulfillment of not only program objectives but also create opportunity to develop competencies, collaborations and public knowledge about special education concerns and issues. References Barry, Leasha M. and Burlew, Suzanne B. ( 2004). Using Social Stories to Teach Choice and Play Skills to Children With Autism.Focus on Autism and Other Developmental Disabilities, Jan; 19: 45 51. Kam, Chi-Ming, Greenberg, Mark T. and Kusche, Carol A. ( 2004). Sustained Effects of the PATHS Curriculum on the Social and Psychological Adjustment of Children in Special Education. Journal of Emotional and Behavioral Disorders, Jan; 12: 66 – 78. Koh, Myung-Sook and Robertson, Janna Siegel ( 2003). School Reform Models and Special Education. Education and Urban Society, Aug; 35: 421 442. Kopelowicz, Alex, Liberman, Robert Paul and Zarate, Roberto ( 2006). Recent Advances in Social Skills Training for Schizophrenia. Schizophr Bull, Oct; 32: S12 S23. Sailor, Wayne, Stowe,Matthew J. , Turnbull, H. Rutherford and Kleinhammer-Tramill, P. Jeannie ( 2007). A Case for Adding a Social—Behavioral Standard to Standards-Based Education With Schoolwide Positive Behavior Support as Its Basis Remedial and Special Education, Dec; 28: 366 376. Sloan,Morris, Hughes, Marie Tejero, Elbaum, Batya and Sridhar, Dheepa ( 2003). Social Skills Interventions for Young Children with Disabilities: A Synthesis of Group Design Studies. Remedial and Special Education, Jan; 24: 2 15. Smith, Stephen W. and Gilles, Donna L. ( 2003). Using Key Instructional Elements to Systematically Promote Social Skill Generalization for Students with Challenging Behavior. Intervention in School and Clinic, Sep; 39: 30 37. Williams, Gregory J. and Reisberg, Leon ( 2003). Successful Inclusion: Teaching Social Skills Through Curriculum Integration. Intervention in School and Clinic,

What Is Absenteeism And What Causes Absence Management Essay

What Is Absenteeism And What Causes Absence Management Essay An employees deliberate or habitual absence from work. In todays working organisations everybody misses a day of work now and then. But when an employee misses too many days of work it can be a big problem for the organisation and this can cause serious problems when all other employees have to cover for the missing worker or in worse cases the work simply doesnt get done. Absenteeism occurs when the employees of a company do not turn up to work due to scheduled time off, illness, injury, or any other reason. Recent studies have reviled that Absenteeism sometimes put the figure much higher. One recent Gallup poll did not put a price tag on the sniffles and swollen eyes, but claimed that more than 3 million workdays per year are lost when working people stay home because their allergies are acting up. The Massachusetts Institute of Technology released a study in 1994 claiming that clinical depression alone resulted in more than 213 million lost workdays, costing $24 billion. Furthermore, a 1995 study discovered a correlation between absenteeism and employee turnover. Companies with high rates of absenteeism were found to be more likely to have their employees leave for jobs with other firms. In light of such findings, employers have recognized that a generous absence policy can be profitable and contribute to employee satisfaction and stability.  [1]   If we look back the history, there is only a small written history of absenteeism in business literature, probably because until the 20th century businesses had a simple rule, No work: no pay. Then labour unions forced the companies into contracts to allow employees to take time off from work for illness or vacations and the practice of offering paid sick days become widespread. These practices still vary among companies and union contracts and normally there is an average of four to ten sick days per year is standard. Companies have realized that human absence management policies are cost effective; even many companies were unwilling to off paid leave to their employees. In fact, there is an estimate in the current studies regarding absenteeism that those company who have effective employee absence strategies can reduce their overall payroll costs by atleast 10 percent. HOW MUCH ABSENTEEISM COST THE BUSINESS: Most recent studies on absenteeism have claimed that missing employees cost companies millions of pounds in lost revenue each year. There have been several surveys to find out how much exactly does absenteeism cost the organisations, some of them are as under: According to a new survey by Mercer,  The Total Financial Impact of Employee Absences, the total cost of absence can equal as much as 36% of payroll (compared to 15.4% for health care coverage). Of that figure, 9% accounts for unplanned absences. Planned absences, like vacations and holidays, average 26.6%. For a midsize business, this unplanned absence can account for as much as $4.5 million per year and unplanned absences like casual sick days result in the highest per-day productivity loss, 21% versus just 15% for planned absences like vacation days. On an average, employees have 5.3 unplanned absence days per year.  [2]   The other most recent survey on the common causes of absenteeism by BBC has revealed that within the UK 93% of workers cite cods and flu as their common reason for being away from their work. IHC estimates that 13.4 million working days a year are lost to stress, anxiety and depression, and 12.3 million to back and upper limb problems. And the overall cost to UK industry? A whopping  £11.5bn in 2002 was paid out in wages to absent employees and on additional overtime and temporary staff cover, according to the CBI. One such firm that has decided to tackle the problem of workplace absence is investment management company INVESCO. Based in the City of London and Henley-on-Thames and employing 1,000 permanent staff, it realised that absenteeism, whether to visit a doctor, physiotherapist or councillor, was costing it an estimated  £38,000 a year after carrying out a study into the problem in late 2002.  [3]   Absence from work costs British industry  £10.2bn a year, mainly through minor illnesses, stress and family responsibilities, according to a new report. A survey of more than 530 firms for the Confederation of British Industry estimated that 200m days were lost through sickness absence last year, an average of 8.5 days per worker.  [4]   The  Massachusetts Institute of Technology  (MIT) is a  private  research university located in  Cambridge,  Massachusetts, United States, MIT has released a study in 1994 that, Clinical depression alone resulted in more than 213 million lost workdays, costing $24 billion.  [5]   According to an annual survey report of CIPD in 2009, it is stated that the annual cost of absence, is highest in the public sector, averaging  £784 per employee per year. Manufacturing and production employers recorded the next highest cost at  £754 per employee per year. Absence costs among non-profit organisations also fell slightly to  £698 from  £741 per employee per year.  Private services organisations recorded the lowest annual absence costs, averaging  £666. However, the findings showed that only 41% of employers monitor the cost of employee absence, a figure which has remained stubbornly low over the last few years.  Annual Absence Labour Turnover Survey 2008  by the CBI and insurer AXA revealed that of the 172 million sick days lost to absence in 2007, more than one in ten (12%) are thought to be non-genuine. These 21 million sick employees cost the economy  £1.6bn and two thirds of employers think that people use them to extend their weekends.  [6]   Another company Hewitt Associates  which is based in  Lincolnshire,  Illinois  is a global  human resources  (HR)  outsourcing   and  consulting  firm which delivers a wide range of integrated services to help companies manage their total HR and employee costs and improve their workforces has confirmed that: Sickness costs UK companies more than  £1,000 per employee every year. In addition, absenteeism is costing employers at least  £662 per employee, although this rises by as much as 60% once indirect costs, such as lost productivity, overtime and recruitment, are included. The first Hewitt Healthcare Fundamentals Survey, found that many companies are under-estimating their rate of absenteeism and its financial impact as less than two thirds of companies indicated that they properly record employee absenteeism. The survey showed that the biggest causes of absenteeism are flu, muscular injuries such as back pain and repetitive strain injury, and stress and depression. Some 56% of respondents said that stress is an issue for their organisation yet only a third provides stress management coaching for their managers. The report makes it clear that stress is predicted to be the main cause of employee ill-health in the next three years. If the UK economy worsens, stress levels can undo ubtedly be expected to rise further, making this the biggest threat to employee health in the UK. Poor health and work absenteeism has long been recognised as a problem for UK employers. According to a recent review by Dame Carol Black, the National Director for Health and Work at the NHS Institute for Innovation and Improvement, the total cost of sickness and absenteeism to the UK economy is over  £60 billion.  [7]   Forum of Private Business (FPB) an online forum has recently conducted a survey on how much absenteeism is costing the business in the United Kingdom. This forum warned that the cost of a single day of workers absenteeism within UK because of the freezing winter conditions could be at least  £230 million. FPB also stated that: Employee absenteeism represents a huge cost for many small businesses. According to the FPBs recent cost of compliance survey, small business employers in the UK spend a total of  £391 million per year on absence control and management more than on any other aspect of employment law.  [8]   WHAT CAUSES ABSENCE? The most common main causes of sickness absence for both manual and non-manual employees have been identified as: Manual Non-Manual Minor illness (cold, flu, stomach upsets headaches) Minor illness (cold, flu, stomach upsets headaches) Back pain Stress Musculo-skeletal injuries Musculo-skeletal injuries Home/family responsibilities Back pain Stress Home/family responsibilities Recurring medical conditions Recurring medical conditions Injuries/accidents not related to work Other absences not related to ill-health The latest studies and surveys have revealed that an increase in stress related absence is continuing in number of employers these days. INTERNATIONAL COMPARISONS International comparison of absence rates is equally useful and informative. The title sick man of Europe was once given to Britain because of apparently poor industrial relations record. This title can be given to any other country now as absence rates in the UK are among the lowest of any EU member country. Table 1 illustrates this point: Country Short-term Absenteeism rate Long-term Absenteeism rate Denmark UK Austria Sweden Ireland Norway Netherlands France Germany Belgium Italy Portugal 3.5 3.6 4.1 4.4 4.5 5.0 5.5 5.6 5.6 5.8 6.9 8.0 9.1 5.5 12.7 3.0 10.4 13.3 11.1 6.5 6.6 5.5 11.2 Source: Adapted from CBI, Focus on Absence, 1989  [9]   THEORIES RELEVANT TO ABSENTEEISM MOTIVATION THEORY The word motivation is used to describe certain sorts of behaviour. The purpose of motivation theories is to predict behaviours. Motivation is not the behaviour itself, and it is not performance. Motivation concerns action and the internal and external forces which influence a persons choice of action (Mitchell 1987).  [10]   HERZBERGS TWO FACTOR THEORY Herzberg used the critical incidental method and his original study was chosen because of the growing importance in the business world and his study was consisted of interviews with 203 accountants and engineers  from different industries in the Pittsburgh area of America. The responses to these interviews were generally consistent and revealed that there were two different sets of factors affecting motivation and work. This led to the Two Factor Theory of motivation and job satisfaction. Herzberg concluded that the factors as company policy, supervision, interpersonal relations, working conditions, and salary are not motivators but are hygiene factors. According to Herzbergs theory, the absence of hygiene factors can create job satisfaction and on the other hand their presence does not motivate or create satisfaction. In contrast, he determined from data that the motivators were elements that enriched a persons job he found  five factors  in particular that were strong  determiners of job satisfaction: Achievement Recognition The work itself Responsibility Advancement  Ã‚   According to Herzberg theory these motivators who also can be known as satisfiers were associated with  long-term  positive effects in job performance while the hygiene factors (dissatisfiers) consistently produced only  short-term changes in job attitudes and performance, which quickly fell back to its previous level. In summary,  satisfiers describe a persons relationship with that she or he  does, many related to the tasks being performed.  On the other hand dissatisfiers have to do with a persons  relationship to the context or environment  in which she or he performs the job.  Ã‚  The satisfiers or motivators relate to what a person does while the dissatisfiers relate to the situation in which the person does what he or she does. Herzberg argued that extra compensation only work in the short term and other hygiene factors only avoid dissatisfaction and that satisfaction comes from intrinsic motivators. Herzberg developed the job enhancement process and brought out the following features in his theory: Direct feedback non-evaluative feedback on work performance which goes straight to the employee, not through a superior. New learning employees given opportunities to learn new and meaningful skills Scheduling employees are permitted to organise their own work patterns within reasonable limits Unique expertise using ones special skills and knowledge Control over resources having an individual budget for which one is responsible Direct communications authority being able to communicate as necessary to get the job done Personal accountability the employee is directly accountable for the work.  [11]   ATTRIBUTION THEORY Attribution theory suggests that we observe a persons behaviour and then try to establish whether internal or external forces caused it. If it is judged to be internal, it is seen as being under the persons control; if it is judged to be external, it is seen as a result of the situation. Attribution is said to be subjected to a number of considerations, because we judge actions in a context. For example, we judge how distinctive behaviour is and whether behaviour is unusual for a particular person. Attribution theory is very much relevant to absenteeism as for example the employee is absent from work and the circumstances are that his or her attendance record is exemplary, then the behaviour could be considered unusual and an external cause (that is, that the behaviour is outside the control of the individual) will be attributed. If the absenteeism fits in with the general pattern of behaviour, then an internal attribution will be attached (that is, it will be seen as being under the persons control). DOUGLAS MCGREGOR THEORY X THEORY Y According to Douglas McGregor there are two distinct views of human beings, the first one is basically negative, labelled as Theory X, and the other basically positive, labelled as Theory Y. McGregor concluded, after viewing the way in which managers dealt with employees, that a managers view of the nature of human beings is based on a certain grouping of assumptions and that he or she tends to mold his or her behaviour toward employees according to these assumptions: According to McGregors Theory X, there are four assumptions held by managers which are: Employees inherently dislike work and whenever possible, will attempt to avoid it. Since employees dislike work, they must be coerced, controlled, or threatened with punishment to achieve goals. Employees will avoid responsibilities and seek formal direction whenever possible. Most workers place security above all other factors associated with work and will display little ambition.  [12]   In contrast to these negative views about the nature of human beings, McGregor listed the four positive assumptions that he called Theory Y: Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives. The average person can learn to accept, even seek, responsibilities. The ability to make innovative decisions is widely dispersed throughout the population and is not necessarily the sole province of those in management positions.  [13]   HOW TO MEASURE ABSENTEEISM To measure worker absenteeism the most obvious way is to record how many days have employees not come in to work. The companies should have some sort of clock-in or accountability set-up making this step relatively simple. Once the numbers are available, surely it would be interesting to know how many of those workers were genuinely ill. Measuring absenteeism can serve as many as four purposes for organisations, which includes the following: Administering payroll and benefits programs Planning human resource requirements for production scheduling identifying absenteeism problems measuring and controlling personnel costs (Gandz and Mikalachki, 1979) Actual assessment and analyzing is a key aspect of managing absence effectively. Organisations must assess if they have complications with absenteeism, its extent and find out the best way to tackle it. In the latest Chartered Institute of Personnel and Development (CIPD) absence survey, less than half of employers monitor the cost of absence,  and just under  half of organisations have set a target for reducing absence and only 38% of organisations benchmark themselves against other employers.   To analyse particular arrangement of absenteeism and underlying the basis, employers should acquire and use data, for example, the management approach of an appropriate manager or an increase in workloads. This can also provide the evidence of how absenteeism impacts on the bottom line and why it value investing in an effective absenteeism management programme. HOW TO MEASURE TIME LOST? To evaluate absenteeism there are a number of different measures that can be used, each of which can gives information about the different aspects of absenteeism. Some of the factors are described as under: LOST TIME RATE Lost time rate measure  articulate the percentage of the total time available which has been lost due to absence: Total absence (hours or days) in the period  x 100   Possible total (hours or days) in the period   For instance, if the total absence of the employees in the period is 155 person-hours and the total time available is 1,950 person-hours, the lost time rate will be:   155 x 100 = 7.95%   1,950   This can also be calculated separately for the individual departments of different groups of employees to uncover particular absence problems within an organisation. FREQUENCY RATE The frequency rate method shows an average number of absences per employee, which is expressed as a percentage. This does not give any indication of the length or duration of each absence period, nor any indication of employees who take more than one spell of absence and it is calculated as under:   No of spells of absence in the period  x 100   No of employees   For example, if an organisation employed on average 110 workers in one month, and during this time there were a total of 24 spells of absence, the frequency rate will be:   24  x 100 = 21.82%   110   To find out the individual frequency rate, we have to count the number of workers who take at least one interval of absence in the period, rather than to total number of intervals of absence. BRADFORD FACTOR This method expresses the persistent short-term absence for individuals, by measuring the number of spells of absence, and is therefore a useful measure of the disruption caused by this type of absence. It is calculated using the formula:   S x S x D S = number of spells of absence in 52 weeks taken by an individual   D = number of days of absence in 52 weeks taken by that individual   For example:   10 one-day absences: 10 x 10 x 10 = 1,000   1 ten-day absence: 1 x 1 x 10 = 10   5 two-day absences: 5 x 5 x 10 = 250   2 five-day absences: 2 x 2 x 10 = 40   The trigger points will differ between organisations. The underlying causes will need to be identified for all unauthorised absence. ABSENCE POLICIES The companies should have clear policies in place which support their business objectives and culture and this is the first step to managing absenteeism efficiently. Under the current legislation employers are required to provide their staff with knowledge on any terms and conditions relating to inadequacy for work due to the sickness or injury, including any arrangement for sick pay. Effective absenteeism policies must spell out clearly employees rights and responsibilities when taking time off from work due to sickness or any other reason. The Chartered Institute of Personnel and Development (CIPD) is Europes largest HR development professional body which support and develop the management and development of people within organization, has explained that the following few facts are most considerable and the policies should: Provide details of contractual sick pay terms and its relationship with statutory sick pay Outline the process employees must follow if taking time off sick covering when and whom employees should notify if they are not able to attend work Include when (after how many days) employees need a self-certificate form Contain details of when they require a fit note from their doctor Explain that adjustments may be appropriate to assist the employee in returning to work as soon as is practicable   Mention that the organisation reserves the right to require employees to attend an examination by a company doctor and (with the workers consent) to request a report from the employees doctor Include provisions for return-to-work interviews as these have been identified as the most effective intervention to manage short-term absence.  [14]   HOW TO MANAGE ABSENTEEISM Before we discuss how to manage absenteeism we look the types of absenteeism. There are many other reasons why people take time off from work. These can be categorised as under: Non permitted absence or continuous lateness Long-term sickness absence Short-term sickness absence (uncertificated, self-certificated, or covered by a doctors fit note which replaced the sick note from April 2010) Other authorised absences:  for example,  annual leave; maternity, paternity, adoption, or parental leave; time off for public or trade union duties, or to care for dependents; compassionate leave; educational leave. Other than these above categories of absenteeism there are two main types of absenteeism, know as short term absenteeism and long term absenteeism. We discuss in detail how to manage these two main types of absenteeism: MANAGING SHORT-TERM ABSENCE Short term absence also known as absence interventions. The most effective interventions in managing short term absence include the followings: A proactive absence management policy Return-to-work interviews Disciplinary procedures for unacceptable absence levels Involving trained line managers in absence management Providing sickness absence information to line managers Restricting sick pay Involving occupational health professionals The most common method which is currently being adopted by many organisations is return-to-work interviews which can help identify short-term absence problems at an early stage. These return-to-work interviews provide an opportunity to managers to start a dialogue with staff over underlying issues, which might be causing the absence.   Tim Holden, the Managing Director of  FLUID, draws on more than 10 years experience as an award-winning recruiter and trainer. FLUID works with organisations to enhance their attractiveness to both current and future employees. Holden suggests that: The use of disciplinary procedures for unacceptable absence may be used to make it clear to employees that unjustified absence will not be tolerated and that absence policies will be enforced.  Ã‚  [15]   According to CIPDs recent survey it has been revealed that, only 12% of organisations use attendance incentives or bonuses as a tool of absence management according to our latest absence survey. LINE MANAGERS ROLE To control and reduce the causes of absenteeism, line managers have a substantial role to play, either directly or indirectly. How managers behave is very important because it has a significant effect on employee health and comfort. Many recent researches show that line managers are the type of employees most likely to be reported as bullies within organisations. Management style within an organisation is also one of the top causes of stress at work.  Ã‚   In any organisations the managers need good communications skills to encourage employees so that they can feel free to discuss any problems they may have at an early stage so that they can be given support or advice by the managers before matters escalate. According to all the recent studies and surveys it is stated that despite of all the importance of line manager/supervisor involvement, there are only 50% organisations are training their line managers to get the skills needed to do this effectively. The organisations should train their line managers to get the following skills to handle the absenteeism properly and they should have a good knowledge of: Their companys absence policies and procedures What is their role in the absence management programme How to act upon any advice given by the doctor to the employee. All the related legal and disciplinary aspects of absence including potential disability discrimination issues   How to maintain absence record-keeping and understanding facts and figures on absence The role of occupational health services The proactive measures to support staff health and wellbeing Operation (where applicable) of trigger points Development of return-to-work interview skills Development of counselling skills. MANAGING LONG-TERM ABSENCE The current studies and researches on long term absence have shown that absence of  eight days or more justify about one third  of total time lost through absence and absence of four weeks or more accounts for more than 15%. Consequently it is very vital that organisations have an approved strategy in place to help their employees to get back to work after a continuous period of sickness or injury-related absence. The knowledge of potential disability discrimination claims is also critical these days.   THE ROLE OF LINE MANAGERS   The role and responsibilities of the line manager in the management of absence should be clearly defined. However, these days the role of line managers is paramount. It is the line managers responsibility to manager his or her departmental, or unit. Therefore it is his/her responsibility to see that these resources are used as effectively as possible. This means that levels of attendance should be good and absence kept to a minimum. The line managers should follow the companys approach to management style, organisation and allocation of work, as this will be a vital part of any strategy to control absence. In addition it is his/her responsibility to follow the company absence polices and procedures to staff. In addition, the line manager will be one of the main influences on an individuals view of the company attitude to absence. It is therefore important that the actions, and words of line manager support the companys position. Taking a difference stance on the management of absence, whether more strictly or leniently, will cause problems for the individual manager and for the organisation. Line managers must be able to rely on the support of senior management for decision they take in line with the companys policy, their responsibilities are as under: To effectively organize and allocate work; To use an appropriate management style; To ensure that all staff are adequately trained for their role; To communicate the absence policy and procedures to all subordinates; To apply policy and procedures in a consistent and fair manner; To deal with requests for prior approved absence; To keep accurate and up-to-date records of absences; To investigate reasons for unexplained absences; To carry out return to work interviews; To instigate disciplinary procedures, when required; To provide adequate feedback to senior management; To ensure adequate personal development and training to be able to meet these responsibilities effectively. As we already discussed the role of line manager in managing the short-term absence, now we discuss the role of the line manager in managing long-term absence which is also crucial for managing long-term absence and other interventions are also important, which include:   The occupational health involvement and proactive measures to support staff health and wellbeing The line management involvement as part of the absence management programme Restricting sick pay Changes to work patterns or environment Return-to-work interviews Rehabilitation programme There are also four typical components in the recovery and return-to-work process, which are discussed as under: Keeping in contact with sick employees   The line manager should ensure that a regular contact is maintained using both sensitive and non-intrusive approach with the employee and this should be agreed with the member of staff and manager and, also where appropriate, with the union or employee representative. Planning and undertaking workplace controls or adjustments   There can be some obstacles which may cause delay, interruption or difficulties to an employees return to work. A risk assessment can analyse measures or adjustm

Ineffective Breathing Pattern: NANDA-I, NIC, NOC

Ineffective Breathing Pattern: NANDA-I, NIC, NOC Ineffective Breathing Pattern Informatics is defined as the collection, classification, storage, retrieval, and dissemination of recorded knowledge (Merriam Webster Online Dictionary, 2014). Moreover, nursing informatics is defined as a specialization of nursing that revolves around the characteristics of data, information, and knowledge combined (CCN, 2014). The progression of the three characteristics mentioned, coupled with the application of wisdom, serve to provide the framework for nursing informatics’ metastructure (CCN, 2014). Nursing informatics, although often unrealized, is utilized in a myriad of ways by nurses to not only support the work that they do, but to also aid in the decision-making process for patients and other healthcare providers such to achieve favorable outcomes, (CCN, 2014). One very important example of how nurses use informatics is through the utilization of nursing terminology. According to Hardiker (2012, p. 112), â€Å"nursing terminology serves as a vehicle to permit nurses to capture, represent, access, and communicate data, information, and knowledge. In addition, a standardized nursing terminology is a nursing terminology that is in some way approved by an appropriate authority, or by general consent; In North America, one such authority is the American Nurses Association â€Å". The following paper is a detailed review by the author regarding a nurse-patient scenario as it flows through three standardized nursing terminologies: NANDA, NIC, and NOC while subsequently being critiqued against the metastructure of nursing informatics, mentioned above. In conclusion, the author will summarize this paper by drawing the sections of the paper together and offering his own perspective gained through this experience. Ineffective Breathing Pattern: NANDA-I, NIC, NOC NANDA International, Inc. (NANDA-I), the Nursing Interventions Classification (NIC) and the Nursing Outcomes Classification (NOC) together provide a set of terminology to afford comprehensive, research-based, standardized classifications of nursing diagnoses, nursing interventions and nursing-sensitive patient outcomes (NNN, 2014). NANDA-I serves as a nursing terminology that maintains an agreed set of nursing diagnoses organized as a multiaxial taxonomy of domains and classes (Hardiker, 2012, p. 113). According to Bulechek, Butcher, Dochterman, and Wagner (2013), â€Å"NIC is a comprehensive, research-based, standardized classification of interventions that nurses perform. NIC covers physiological and psychological interventions. As with NANDA-I, NIC interventions are organized into classes and domains†. According to Moorhead, Johnson, Maas, and Swanson (2013), â€Å"NOC is a comprehensive, standardized classification of patient/client outcomes developed to evaluate the effe cts of interventions provided by nurses or other health care professionals. As with NANDA-I and NIC, NOC’s outcomes work in unison to assist patient outcomes†. As a nurse on a medical/surgical/telemetry floor this author encounters a very diverse range of patients with a plethora of morbidities; one very common admitting diagnosis is: Ineffective Breathing Pattern. â€Å"I can hardly breath and I’m scared; it seems as if this is getting worse, please help me†. NANDA-I defines an ineffective breathing pattern as: inspiration and/or expiration that does not provide adequate ventilation (Ralph Taylor, 2011). Patient X has respirations of 32, pulse of 118, a blood pressure of 145/92, and presents with nasal flaring, and her lips are pursed as she has an increased focus on trying to breathe while currently on 3 liters of oxygen via nasal cannula. Pt. X’s health history reveals a retired patient with end-stage COPD, obesity, and she has been a smoker for well over thirty years; her COPD has worsened through the years and she has developed an increasing level of anxiety. Pt. X has been admitted to the hospital several times o ver the past several years with similar complaints; however, over the past six months her condition has worsened. Applying NIC to this scenario it is suggested that the nurse encourage slow, deep breathing, have the patient sit up in bed, turn frequently and cough; the nurse is to monitor respiratory and oxygenation status, as appropriate. In addition, the nurse should ascertain whether the patient’s dyspnea is physiological, psychological, or a combination of both. Last but not least, applying NOC to this patient scenario, the patient through utilization of the NIC interventions, the patient will report the ability to breath comfortably and demonstrate the ability to perform pursed-lip breathing to assist controlling her breathing; moreover, her vital signs will fall into normal ranges: respirations less than 20, pulse less than 100, and a reduced blood pressure that is near her baseline which is 120/80. As a result, the patient should be able to vocalize less stress related to her breathing, and understand how to alleviate future episodes ((Ralph Taylor, 2011). In a textbook situation, referring to the nursing standard terminologies of NANDA-I, NIC, and NOC should provide a foundation for assisting one’s patient encountering an ineffective breathing pattern. Data, Information, Knowledge, and Wisdom A familiarity regarding standard nursing terminologies provides an excellent reference for nursing; however, a large majority of nurses have a limited knowledge or experience with standard nursing terminologies (Schwiran Thede, 2011). Remarkably, having a familiarity with diagnoses, interventions, and outcomes is only that, a familiarity. A good nurse recognizes that a text-book definition and guidelines are simply tools to assist in the overall care for one’s patient. By placing Patient X’s scenario into the nursing informatics’ metastructure, care for one’s patient base can be greatly enhanced. First, one has to account for the raw data: increased respirations, increased pulse, increased blood pressure, and a heightened anxiety level. It is very important when providing patient care to remember that data, by itself has no particular meaning (CCN, 2014). Second, by retrieving all recorded data for patient X, reviewing trends, and placing her current data in contextual review allows a nurse to convert this raw data into information (CCN, 2014). A review of patient X’s data reveals that her current assessment presents data that exceeds her normal baselines. Third, by taking into consideration patient X’s physiological data as well as her physiologic and psychological presentation coupled with the nurse’s working knowledge base and experience regarding the information presented, this nurse recognizes patient X as having an ineffective breathing pattern. Last but not least, wisdom is realized by not only having an appropriate knowledge base to address the patient’s current health scenario but the skill-set, experience, and critical thinking skills of knowing when and how to take action (CCN, 2014; McKie, et al., 2012). Conclusion According to Robert and Petersen (2013), â€Å"Nurses must be able to think critically to face the challenges of today’s burgeoning technological advances, and ensure safe passage and positive outcomes for patients†. The referenced quote sums up the writing of this paper’s message and the realized experience while writing this paper by its author. Nursing is a very complex profession that has many tools to advance and evolve. By reviewing patient X’s condition, applying it through the nursing terminologies of NANDA-I, NIC, and NOC, and subsequently reviewing it against nursing informatics’ metastructure one can clearly understand that there are many platforms available to properly assist in the care for not only patient X, but our community at-large. References Bulechek, G., Butcher, H., Dochterman, J., Wagner, C. (Eds.). (2013). Nursing interventions classification (NIC) (6th ed.). St. Louis, MO: Elsevier. Chamberlain College of Nursing. (2014). NR512 Fundamentals of Nursing Informatics: Weeks 1-3 Lessons [PowerPoint]. St. Louis, MO Online Publication. Hardiker, N. (2012). Developing standardized terminologies to support nursing practice. In D. McGonigle K. Mastrian (Eds.), Nursing informatics and the foundation of knowledge (2nd ed.). (pp. 111–120), Sudbury, MA: Jones and Bartlett. Informatics. Merriam webster online dictionary. (2014). Retrieved from http://www.merriam webster.com/dictionary/informatics McKie, A., Baguley, F., Guthrie, C., Jackson, C., Kirkpatrick, P., Laing, A., Wimpenny, P. (2012). Exploring clinical wisdom in nursing education. Nursing Ethics, 19(2), 252-267. doi:10.1177/0969733011416841 Moorhead, S., Johnson, M., Maas, M., Swanson, E. (Eds.). (2013). Nursing outcomesclassification (NOC) (5th ed.). St. Louis, MO: Elsevier. NNN.(n.d.). Retrieved from http://www.nanda.org/nanda-i-nic-noc.html Ralph, S. S., Taylor, C. M. (2011, 8th ed.). Sparks and Taylor’s Nursing DiagnosisReference Manual. Philadelphia: Wolters Kluwer / Lippincott Williams Wilkins Robert, R.R, Petersen, S. (2013). Critical thinking at the bedside: Providing safe passage to patients. MEDSURG Nursing, 22(2), 85-118. Schwiran, P. M., Thede, L. Q. (2011). Informatics: The standardized nursing terminologies: A national survey of nurses experiences and attitudes. Online Journal Of Issues In Nursing, 16(2), 1. doi:10.3912/OJIN.Vol16No02InfoCol01 Public private partnership: Part II Public private partnership: Part II PPP is an agreement/contract between Public agencies and Private sectors. Public and Private sectors joins hands to undertake a project. Public and Private Partnership may be defined as A corporate venture between the Public and Private sectors, build on the expertise of each partner that meets clearly defined Public needs through the appropriate allocation of resources, risk and rewards. PPP is a joint venture of Public and Private sectors and collaboration between Public and Private sectors. The PPP depend on the expertise of both the Public and Private sectors. PPP is a contract that involves a contract between Public and Private sector in which Private sectors provide a Public services/Projects and assume substantial, financial, technical and operational risk in the project. PPP is a step toward involving Private sector and to hold them accountable for input. PPP address peoples needs clearly through the appropriate allocation of resources, risk and rewards. PPP is growing day to day because it is an efficient way of delivering the Public services to the masses. ADVANTAGES OF PPP: Some of the advantages are Diversification of Risk. Efficiency. Cost effective ( time and money saving). Creation of value added goods and services. Accountability for provision of quality services. Effective utilization of state assets. Innovation and diversity in Public Private services. DISADVANTAGES OF PPP: Disadvantages of PPP are Complexity of the Project. A construction delay in the projects. Operational difficulty. Financial risk.(the risk that the project dont get funds/finance). Commercial risk (Demand and payment risk). Changes in Exchange rates. Regulatory (Changes in laws like tariffs) Political situation. Force majeure (Natural disasters). TYPES OF PPP MODELS: Different types of PPP models are Service contracts. Management contracts. Leasing contracts. Concession contracts. Green field contracts. Build, Operate transfer contracts. In design build finance contracts. Now a brief overview of these contracts and their strengths and weaknesses. Service contracts: Service contracts is a contract between public agencies and private sectors and is suited for simple and short term requirements. It is the limited type of PPPs model. In this agreement the Private party procure operation of an assets for short period. The period of two to five years. In this contract the responsibility for investment and management of the project are of the Public sector and also bears the financial and residual value risks. While the Private sector provides the services. Potential Strengths: The main advantages of service contracts are It provides us relatively low risk option for the expansion of Private sector. It is less expensive to deliver the public services. It encourages the competition the Private sector. It is a good source of technology transfer. It is less costly. Potential weakness: The main disadvantages of this contract is It is a short term contract/project and is not suitable for to pool up capital. Loss of managerial control. Loss of flexibility. Loss of internal and external focus. Loss of competitive edge. Management contracts: In this type of Contracts the responsibility for the operation and management is passed to the Private sectors. The life of these types of contracts are from three to five years but can be extended. The Private sector/party is remunerated/hired on a fixed fee basis or on the incentives or bonuses basis linked to a related or specific task. In these types of contracts the Public sector bears the financial and investment risks. This is an efficient way undertaking a project because the Private sector is efficient and have enough skills and strong interest in improving the service quality. Potential strengths: The main advantage of these contracts are that the ownership remains with the Government and only the operation and management is transferred to the Private party. Management contracts are less controversial in nature. These types of contracts are less expansive because the Private sector is more efficient and can do the job betterly than the Public sector because of the experienced and skilled management. Potential weakness: Some of the major disadvantages of management contracts are The government gives a certain portion of control to the Private sector which may lead to low quality services. Delay in time. The flexibility in these contracts are finished or reduced. The quality of the product is reduced. The Private party must be clearly evaluated for best performance. Leasing contracts: Leasing means when one party lesser gives his assets to another party lessee on some fixed payments. In leasing the Private party purchase the income streams generated by the Public owned assets for an exchange of fixed leased payments and the Private party is responsible for maintenance and operation of the assets. The duration of leasing is from ten to twelve years. Leasing contract is best for Infrastructure development. Potential strengths: The leasing finance is a fixed rate finance. Leasing is inflation friendly. Through leasing and this contract brings efficiency in the Public service delivery. In leasing contracts the Private sector competitively bid for the lease means providing the services to the general people. The increase in the leasing contracts is almost due to the improved and new technology. Potential weakness: As we know that the leasing contract is based on the streams of payments/installments made by the Private sector but if the Private sector doesnt make payment in time than a problem arises and one of the main disadvantage of leasing contract for the Private sector is that the responsibility for maintenance and capital investment is of Private sector. Concession contracts: Concession contracts is a type of leasing contracts in which the ownership of the assets remain with the Government and the Private party is responsible for the maintenance of the assets and also to provide the capital investment and at the end or completion of the project the Government receive the project and pay a certain sum of amount to the Private party according to the contract. In these type of contracts the Government gives concession to the Private sectors to explore some thing like oil and gas. Potential strengths: The advantages of the concession contract is that it mobilize the funds/capital from the Private sector for the construction and exploration of existing projects. In concession contracts the Government assets are properly utilized and maintained by the Private sector efficiently and after completion the Private sector gives the project/assets to the Government and the Government pays a certain amount of money to the Private sector according to the contract. Through bidding the contract Government creates competition among the Private sector which leads to low cost. Potential weakness: One of the major disadvantage of this contract is that the timing/validity of these projects are more and these contracts are long term contracts which leads to complexity. The maturity of these projects are more than 20 years. Due to the longer period it is difficult to manage and organized. It requires complex monitoring and design system and also reduce competition because a few big Private contractors are available. Green field contracts: These types of contracts are mostly used for the development of new projects. In these type of contracts the government only provide the land to the private sector. Examples of Greenfield contracts are projects like new factories, airports, development of parks which are build from scratch. Potential strengths: In green field contracts the Government only provide the assets and the Private sector build, design, develop and manage the assets. It is used for developing the new projects like parks and airports etc. Build, operate transfer contracts: In these types of contracts the Private party is responsible for the designing, constructing and the operation of the assets. In these types of contracts the government bears the financial risk but have control to stop the project at any stage. These types of contracts are best for water and wastage projects. BOT has the following types. Built own operate transfer (BOOT). Built lease operate transfer (BLOT). Built rent operate transfer (BROT). Potential strengths: The risk is shared with the Private sector. Due to the efficiency in the Private sector the Government gives projects to the Private sector. The Private sector is responsible for the design, construction and service delivery. The Government gives these types of projects mostly to the experienced and skilled Private sectors. It also facilitate the transfer of advanced technology by introducing international contractors in the host country. It is an effective way to bring the Private funds for development of new projects like infrastructure and water enhancement development. Potential weakness: Some of the main disadvantage of this contract is that it is not suitable for small projects. The transaction cost in the BOT is higher as compared to the other contracts. The success of the BOT project depends upon the funds raising and when substantial revenue are generated in the project during the operation phase. BOT contracts may be costly some times. In design build finance contracts: In these types of contracts the Private sector/party design the goods and services according to the requirement setted by the Government entities. These type of contracts are best for roads construction and water. Potential strengths: The Private sector contractor is responsible for the design and the construction. Subject to the provision that the contractor is not, under an unamended JCT WCD, responsible for any design provided to him in the Employers Requirements document, the employer should have a single point of responsibility and liability against the contractor. This is more advantageous than the traditional forms of contract where the employer has entered into separate construction and design agreements. A common problem being that if a claim is made, the contractor, architect or other design consultants may argue over the extent of their responsibility. This contract is time saving means that the Private sector are interested to complete the project quickly and is also cost saving and the product is of good quality because the Private sector is more efficient than Public sector and the product is prepared according to the government requirements. Potential weakness: The main disadvantage of this contract is that government mostly give the projects to the large Private sectors and ignores the small Private sector and also reduce the competition through ignoring the small sectors. There may arise the problem of favoritism and also the cost of project may arise through reducing competition in the Private sector and also may arise problems in designing. The perception remains, certainly amongst architects, that design and build is not the appropriate procurement method where design quality is a high priority. There is only limited scope for the employer to make changes to his requirements once the Employers Requirements and Contractors Proposals have been agreed otherwise the cost consequences may be prohibitive. A case of Public Private Partnership of the Melaka-Manipal Medical College: Background: Melaka-Manipal Medical College is the first Indo-Malaysian joint venture in private medical education. The proposal was conceived from the Look East Policy of the former Prime Minister, Tun Dr Mahathir Mohamad. He recognized the need for greater South-South cooperation in the economic and social sectors. This led to the signing of an agreement in New Delhi in 1993, witnessed by both the Prime Ministers of Malaysia and India. The agreement was between the Joint Venture Medical College Corporation (JVMC) Malaysia and the Manipal Academy of Higher Education (MAHE) India to offer a twinning programme leading to the MBBS degree. The objective was to provide additional doctors for Malaysia and offer opportunities for students in this region to study medicine at a cheaper cost than in the West. From 1953 to 1993, Manipal had trained over 2700 doctors from Malaysia. The situation changed in 1993 with the new policy on admission of foreign students to medical colleges in India. Malaysia was s uddenly in urgent need of training opportunities within a minimum lead period. The Melaka-Manipal Medical College seemed to be an excellent idea. The Partnership Process The partners in the Joint Venture Medical College are: State Government of Melaka. Manipal Group. Members of the Indian Diaspora. Contribution of Government of Malaysia Use of Hospitals and Health Centers in two states MMMC is allowed to use the facilities of the General Hospital at Muar and Melaka and Health Centers for the purpose of the teaching and training of students. Teaching Staff Consultants in the hospitals assist in the clinical training of the students. Over 100 consultants work as part time teachers. The Malaysian Medical Council considers the services of 3 part time faculty equivalent to 1 full time employee. Supervisory and Advisory Services The government regulatory bodies i.e. the Malaysian Medical Council and the National Accreditation Board supervise and provide advisory services to ensure maintenance of minimum standards in conformity with government regulations. Financial Assistance to students Government agencies provide scholarship to deserving students admitted to MMMC. Contribution of Private Partners Basic Science Training at Manipal There is a shortage of basic science Faculty in Malaysia hence the excellent facilities at the Manipal Campus India are used for the first phase. Infrastructure for the Melaka Campus Construction of the campus at Melaka including hostel and recreational facilities comparable to the best in the country. Provision of Patient-Care Service MMMC provides faculty to augment patient-care at the hospitals and health centers. Provision of trained medical officers to meet countrys requirement The newly graduated doctor is required to undergo compulsory rotating resident houseman ship for a period of one year. Training of staff in the Health Centers and arranging CME for doctors These activities help in upgrading the standards of doctors and Para medical personnel in the health centers. The CMEs arranged allow doctors to keep abreast with advancing medical knowledge. BENEFITS FOR ALL, A WIN WIN SITUATION: Outcomes and Benefits for Malaysia The Joint Venture helps the health sector in Malaysia to move towards the desired doctor: population ratio in a planned manner. MMMC has contributed 213 doctors in the past two years. Since the clinical training is carried out in Government Hospitals and Health Centers in Malaysia, the graduates are very conversant with the functioning of the government health sector and national health policies. Induction of trained faculty from India augments the specialist manpower in Malaysia. The Melaka-Manipal Medical College would otherwise have drawn a large number of specialists from the Malaysian health delivery system. There is an extreme shortage of teachers in Basic Sciences hence this phase of training is carried out in India. The college helps to create an academic and research environment in the Government Hospitals used for teaching, thus upgrading their quality of care. Benefits for the Students An opportunity to study medicine in a situation where capacity is restricted. Cost of education is considerably less than studying in the western countries. Living on a multidisciplinary university campus at Manipal gives the student a unique cross-cultural experience and builds confidence and independence. The student becomes a part of an esteemed educational system with an international reputation and a worldwide alumnus. The clinical phase is carried out in government hospitals in Malaysia where the students work with patients and staff from different ethnic backgrounds akin to their own. This allows for effective communication and rapport and seamless merger into the environment into which they ultimately will work. Benefit Outcomes for the Private Partners For Manipal, the establishment of the college in Malaysia, gives the opportunities to: Establishing a medical college in the minimum lead period and at favorable costs because of the public-private partnerships. Retain old links with India, having trained 2700 Malaysian doctors in Manipal To establish its reputation and brand name Overseas to acquire the best practices in medical education and health delivery and to prepare for global competition Limiting Factors for A PPP: Medical Education in India is regulated by the Medical Council and the Ministry of Health. The present statutory conditions imposed by the MCI do not allow for the flexibility that is required to foster partnerships between the Public and Private sectors. The regulations are too stringent with regard to ownership and operation of teaching hospitals, For the local partners to share in the thrill of creating an institution in the service of their country and the reputation and financial gains that will accrue in the future. Conclusion of the Case: It has been a very rewarding experience to work with the public sector in Malaysia. Good governance and an enabling environment have allowed for a trickle down effect, in that the value of such cooperative efforts seems to be known to all categories of employees. This facilitates excellent work relationships allowing for a participatory process which is stimulating. The Regulatory process is positive with the correct focus on quality. As an incremental approach Manipal is exploring the possibilities of starting Dental, Pharmacy, and Allied Health Programmes. The success of the venture is due to the pragmatic approach of the Government of Malaysia towards Public Private Partnerships in education and healthcare. Conclusions: From the above discussion and after studying the models of PPP it is clear that The Partnership is not always fruitful for the Government SO a Government should enter to contracts with Private sector after assessing the Private sector efficiency and the Government must have to share the risk with the Private party. If Government does not transfer an appropriate level of risk to the private sector then it should not be availed. But after entering the successful contract with the Private sector the Government can easily deliver quality services. References: Articles from Newsletter. www.pppcouncil.ca www.pcp.org.pk www.books.google.com.pk Kathmandu University Medical Journal (2005) by Nagra JS. Article by Mohammed Jalaudin.