Innovations in Technology for Hospitals

Innovations in Technology for Hospitals Public service Innovations through ICT  Ã¢â‚¬Å"eHospital-Dompe† Project â€Å"mChanneling† – a story of transformation of a government hospital in Sri Lanka. Abstract: District Hospital – Dompe is in Gampaha District, having the bed strength of 102 beds under Ministry of Health- Western Province. It’s †eHospital-Dompe† project is the most successful electronic transformation of a government hospital in Sri Lanka. The â€Å"eHospital Dompe† project was aimed making a District Hospital in Sri Lanka more efficient through adaptation of ICT solutions and appropriate change management. â€Å"mChanneling† solution is the first ever automated appointment system in a government hospital in Sri Lanka it is a service provided FREE OF CHARGE to deliver more patient friendly service. A unique public private sector partnership of Ministry of Health, all categories of hospital health staff, ICTA, Well wishers from the community, software hardware providers, presidential secretariat mobile partner were among the cornerstones of the success of this project. Keywords: eHospital-Dompe, Government Hospital, ICT, Change Management, mChanneling Introduction: This project was conceived in 2010. At that time the District Hospital, Dompe was an ordinary government hospital. The hospital was disorganized, overcrowded and there were unnecessary delays that compromised total patient care. The author, the hospital administration, and the hospital staff wanted to change the situation and make the hospital more efficient. Under the guidance of Regional Director of Health Services-Gampaha and Acting Director of the Hospital, the author, with the help of all categories of hospital staff launched a programme to provide efficient health care. The programme included attitude changing, improving moral, building up of team spirit and obtaining optimal use of the abilities of the staff. In addition re-arrangement of the hospital setting, provision of specific accesses to each service points especially emergency access and improving the quality of care provided, were also included into the programme. A new patient Registration Desk, Queue Management Centre, and a Reception Desk were established and 5s concepts were introduced. In addition, an uninterrupted power supply solution was installed with the assistance of donors in the community. Objectives: Rearrangement of the hospital setting to provide a hassle-free service Provision of efficient health care service Uplifting of quality of care provided into international standards The ultimate goal is to have a â€Å" Happy Content Patient â€Å" The ICT Solution – Background: We believed that an information technology solution would help make the hospital more efficient and approached the Information and Communication Technology Agency of Sri Lanka (ICTA) for support. The ICTA’s â€Å"eSociety† initiative supported us with a grant of Rs.4,150,000.00 for wired networking, computer hardware, and software. This was facilitated by Director, re-engineering government programme, Head of eSociety initiative and Project Manager for eHealth of ICTA. We visited Base Hospital-Karawanella where an ICT system was already in place. This enabled us to get an idea of the software that was available. We found that the software had to be customized to make it suitable for our hospital. After extensive discussions Lunar Technologies, Kalutara, under the direct guidance of the author and his team, developed a new system [Hospital Health Information Management System (HHIMS) Version 1.2]. This system has undergone several revisions since then. It is now available as free and open source software that could be downloaded, installed, and used by anyone. This was facilitated by the ICTA. To deploy the software solution, we networked all the Units of the Hospital, and bought an in-house server [Processor – Quad core E5530 Xeon 2.4 Ghz]. All the networking was wired and was done by Sri Lanka Telecom Services. All the service points/units were provided with a computer [A total of 41 computers: 31 were desktops (processor – Dual core) and 10 were laptops (processor i3)]. Sri Lanka Telecom Services was also the hardware provider. The system was inaugurated on 27 December 2011 under the patronage of Secretary, Ministry of Health (Western Province) and Regional Director of Health Services-Gampaha. The Process: In this project, all the units of the hospital are networked (wired) with an in-house server. All the service points/units are provided with computers linked each other. When a patient comes to the OPD, he will be registered in our system (once in life time) provided with a system generated Patient Identification Number a Patient specific Bar-Code. With this Bar-Coded Patient’s Health Card, the patient is then sent to Electronic Queue Management Centre. There, he will be given the today’s token to assign the correct place in the queue correct doctor’s chamber. Then he will be sent to doctor for consultation. All the doctors are provided with laptops bar-code scanners. When the doctor swipes the patient’s card with the barcode scanner, the doctor can get the patient’s demographic data, past medical surgical history, allergic history etc. within seconds. After the examination, the doctor enters the prescription/ procedure/lab test to the system accordingly. The patient is then sent to the relevant unit to get the ordered treatment done. When the patient goes to the dispensary, the pharmacist there can get patient’s prescription by swiping Bar-Coded Patient’s Health Card. The Laboratory, dressing room, injection room, E.T.U, Medical clinics Dental clinic are also connected to the system. All the daily reports (OPD register, Drugs dispensed, Drug Stock Balance) are generated by the system. When the patent is admitted to hospital, his medical records are updated with the relevant details at the discharge a system generated diagnosis card is issued. Three (03) backups are generated by the system automatically per day data encryption, predefined user access levels, individual usernames /passwords ensure data security. An additional feature of the system is immediate notification of notifiable diseases via email. Stand alone clinics in the hospital, such as the Medical Clinic, Family Medical Clinic, and the Screening Clinic for Non Communicable Diseases (NCDs) are also linked to the system. The DMO’s office is also linked to the system and as a result, he can monitor the hospital from his room. Advantages: The system has been in operation for approximately 2  ½ years at the time of writing this paper. The system holds data of well over 50,000 patients. The OPD has become methodical, efficient and trouble free after the implementation of the IT solution. Two minor staff officers who manually did daily registrations have been re assigned for other tasks now, saving manpower. The OPD staff is benefited from the electronic queue management system and system generated daily reports. They enjoy their work in a paperless environment. There is no more manual searching of previous prescriptions as there are no chits books. The patients are easily managed now as they have faith in the system. The doctors have benefited by getting accurate, comprehensive past histories with medication, investigations and demographic data. They get to know about the availability of drugs immediately. They can plan the patient’s management and easily retrieve lab reports .With all those information doctors can make a more accurate diagnosis. At the same time they are directed for rational use of drugs, especially antibiotics. Doctors can also make sure that the ordered procedure was performed correctly at the relevant unit. The doctors can have a look at statistics for their personal interest (e.g. the number of patients treated by him/her). The nurses in each unit have benefited by their tasks being made easy as they get clear orders from doctors in advance of the patients’ arrival, which helps them to get ready for the treatment. In addition, they get system generated daily summaries. The pharmacists /dispensers are able to get legible prescriptions with automatic calculation of the number of tablets, making their duty easier. In addition, automatic stock balancing has reduced their workload made the dispensary process methodical accurate. The Medical Laboratory Technicians receives properly labeled samples. The administrator is also benefited as he/she can monitor the whole process sitting in his/her room. Obtaining statistical data is made easy by the system and it helps to utilize manpower optimally. Remote monitoring, easy statistical works, optimal resource utilization made health administrators duty easy. But, the main advantage is for the patients. With the help of the system they get better care. They will be able to have a personal medical record into international standards able to get treated in a short period of time in patient friendly environment. â€Å"mChanneling†- a FREE appointment system : mChanneling solution is the first ever automated appointment system in a government hospital in Sri Lanka it is a service provided FREE OF CHARGE. It is a joint effort of Presidential Secretariat, Ministry of Health(Western Province),ICTA, Regional Director of Health Services(Gampaha) District Hospital-Dompe. The free health system in Sri Lanka is obviously providing a service with quality to the nation. Though the quality of care is high, the efficiency of service is questionable at the O.P.D level. To overcome that delay seen in the O.P.D at D.H Dompe, an IT solution had been implemented 02  ½ years back functioning well by the moment. When the traditional paper based O.P.D is functioning, a patient’s overall average waiting time at the O.P.D is 01 hour 41 minutes. With the implementation of the IT solution the average waiting time has been reduced to 55 minutes. But with the busy life style even that time period seemed to be longer our attempt was to decrease the waiting time up to 30 minutes. To reach our goal, we planned an automated appointment system called â€Å"mChanneling† for the O.P.D of District Hospital-Dompe. As it is a timely need of entire Sri Lankan health sector, the design was made to be more simplified usable in any hospital in Sri Lanka. The solution can be functioned with only one computer with a internet access at any hospital the hospital need not to be a eHospital(computerized hospital) also. The mchanneling platform is a web-based one the administrative powers are with hospital authorities. The number of appointments to be issued each day is decided by the hospital itself uploaded. The hosting organization (Mobitel) is then open it to the general public by an IVR (interactive voice response).The hosting is FREE of charge the channeling is also FREE. The patient has to bear the call charge only there are no hidden charges. The assigned mchanneling HOT LINE Number is 0711-370370 . When a patient calls to the hotline, it is connected with Mobitel’s server redirected with a predefined voice IVR. It provides appointments only from District Hospital-Dompe Base Hospital-Dambadeniya by the moment. The patient can select the preferred language should go on as directed by the voice IVR. The automated IVR will ask for the date for the appointment the patient has to select time of the appointment. Each appointment contains 15 minutes any caller can obtain only 02 appointments per day by one phone number. The patients are facilitated to obtain an appointment within next 07 days. At the end of voice IVR, the patient has to confirm the selected appointment/appointments. Then the patient will receive a system generated confirmation SMS with details of appointment a reservation ID. The patient is asked to come to the hospital with the details of the obtained appointment- the SMS or the phone number from w hich the appointment is obtained or the Reservation ID . The reception desk staff of the hospital is facilitated with an access to mChanneling web interface able to track the reserved appointments online real time. The patients with appointments are provided with a PRIORITY CARD at the reception desk sent to the doctor assigned for mChanneling, according to the appointment time. The doctor is doing the consultation ordering the medicines as usual (At D.H Dompe it is done through the already implemented IT solution). Then the patient is sent to the special mChanneling counter at the dispensary for a priority service his priority card is collected. Advantages: The main advantage of mChanneling is to the general public as this solution enlighten the free health system in Sri Lanka by making it more patient friendly. The patients will experience an efficient service with minimal time spent at the Hospital. The Electronic Health Records Computerized Hospital Health Information Management System will be adding strength to the patients’ overall experience. The hospital staff will also benefitted by getting to know about the patients who supposed to visit the hospital, beforehand. The administrators will be able to allocate resources manpower accordingly. In addition, the health staff can experience the online web applications its usability it will lead to a carrier improvement of the staff making a more competent health worker. Challenges: There are two main challenges in the Sri Lankan health sector that prevents embracing of IT. First is the complexity of the health sector and the other is poor knowledge and attitudes towards IT. We launched several programmes to overcome the later problem. Several lectures, workshops, competitions (e.g. Best Worker Competition), 5S programmes, productivity programmes (Institutional/Home/Green Productivity) and Out Bound Training(O.B.T) were arranged for all health staff with the view to changing their attitudes. All of our staff has been given basic computer training under the guidance and direct involvement of the Faculty of Computer Science and Engineering, University of Moratuwa. Head of the Department, guided the programme. Then we selected 60 staff members who were directly involved with the system and provided them with software training. A selected small group was trained on basics of hardware as well. They were refreshed and guided regularly by the author. Small user group d iscussions were conducted to understand and improve the usability.The community was convinced by posters, banners public addressing system of the hospital. The patients got used to the new system rapidly. They were intelligent enough to understand the value of this project and it made our task easier. The Acceptance: Under the ethical clearance of Faculty of Medicine, University of Kelaniya with the approval of Education , Training Research Unit of Ministry of Health, a cross sectional descriptive study was conducted to access the Customer satisfaction on using Information Technology in treating patients at Out Patient Department. 384 patients were interviewed. Median age of the study group was 42 years (Inter-quartile range: 33 to 52) and 297 (77%) were females. Among them, 334 (87%) had never used computers, 230 (60%) were not employed and 358 (93%) had more than one visit to the hospital. Three hundred eighty (99%) were highly impressed on using a personal health identification card and 336 (87%) believed their personal data is secured. Majority were â€Å"highly impressed† for using Information Technology on obtaining appointment at registration counter (n=381, 99%), during doctor consultation (n=374, 97%) and on obtaining drugs at pharmacy (n=375, 98%). Three hundred and fifty (91.1%) believed overall time spent at hospital has reduced as a result of less waiting time at registration counter (n=369, 96%), doctor channeling (n=367, 95%) and pharmacy (n=346, 90%) and all felt the quality of care has improved after introducing Information Technology. All patients recommended extending the present syst em to other clinics and wards. The way forward .. The system has been in successful operation for 2  ½ years by now. We always try to improve the software and its usability to improve the quality of health care provided by our hospital. Improving the patient’s health card with the Health Identification Number (HIN) proposed by the Ministry of Health is one of our priority expectations. We are working hard to ensure a more patient friendly service with use of Information Technology . Infrastructure development within our hospital is also necessary for the sustainability of the project. The electronic Bed Head Ticket and inter connectivity with other hospitals are needed to have an effective electronic transformation and these are within our reach. Conclusion: With the experience gathered through the â€Å"eHospital-Dompe† project, we can conclude that appropriate use of ICT can definitely contribute to improvement in the quality of care provided in the Sri Lankan healthcare sector. Electronic Resources: 1. eHospital- Dompe Project in YouTube. Available at: http://www.youtube.com/watch?v=-YqujXDfHHQ 2.Hospital Health Information Management System (HHIMS) Can be downloaded from git://gitrepo.icta.lk/hhims/hhims.git By: Dr. K.B Sampath Kulathilaka (M.B.B.S(Sri Lanka), Cet. In Health Programme Management( Uni. Of Colombo) Medical Officer In-charge of â€Å" eHospital-Dompe â€Å" Project â€Å"mChanneling† District Hospital – Dompe 0777-577927 / 0718-672770 Email ; [emailprotected]

Impacts of Student Retention Essay

1. 0 Introduction This report will explore the concepts of existing education policies in a developed country – Singapore. The Minister of Education of Singapore commissioned this report to account for the impacts of student retention to its advantages, disadvantages and impacts. This report is constructed with at least 6 credible scholarly articles and the MOE’s official website. Although the idea of retention in Singapore is not unfamiliar, this report will distinguish the ramifications of retention and describes the implications of retention in a developed country like Singapore. 2. 0Purpose of Grade Retention 2. 1Goals of Retention. The practice of holding back ostensibly weaker students for one more year on the grounds of failed academic prowess is common in Singapore. Retention policy calls for requiring students who have failed to achieve satisfactorily to repeat their current grade the following year. â€Å"Promotional Gates in certain grades found that 20 to 40 percent of the students did not qualify for promotion† (Brophy 2006, 13). This is motivated by a conservative belief that retaining students provides another opportunity to master content which students failed to master and consequently leave students better equipped to succeed in the following year. â€Å"Most grade repetition in developed countries is imposed by schools on low-achieving students who have made poor progress despite regular attendance† (Brophy 2006, 12). 2. 2Does Retention Satisfy Original Goals â€Å"Sixth grade students rated grade retention as the single most stressful life event† (Riggert et al 2006, 71). Repetition is principally made up of two forms, voluntary and involuntary. Voluntary happens when students whom are considered â€Å"at risk† drop out of school before attempting the final exams â€Å"Repetition is associated with low achievement and early dropout† (Brophy 2006, 9). Voluntarily means forfeiting the chance of progress. Familial background, financial conditions or past stigmas all play a major part in the decision but grade retention policy makers believe that it is for schools to maintain high standards therefore retention does satisfy the goals of the school but not the goals of the student. 3. 0Factors & Conditions Leading to Failing a Student 3. 1Academic Achievement Grade repetition is decided on the academic achievement of the student, decision is made by the authoritative body, normally a minimal grade of 50 percentage achieved in all subjects will suffice in passing. â€Å"At risk† students make up the notable percentage in this category, commands a higher probability despite regular attendance and class performances. This supports Diederich’s statement of schools superfluously weighs subjects through the final examinations as a criterion to pass students. â€Å"These patterns indicate that prior academic achievement and expectations were related to retention† (Diederich 1978, 10). 3. 2Disciplinary Problems Social influences play a huge part in the development of the student’s mentality towards education. Attributing to the student’s behavior, students from lower income families work while attending  school and evidently the student is unable to give their full-time attention to their academic endeavors. â€Å"Staff typically see student failure or success as essentially the results the students achieved, obviously student effort, ability and motivation are powerful factors in the equation†(Wimshurst, Bates and Wortley 2002, 12). Students are often misunderstood because enthusiasm in a student is often miscomprehended. This attributes to the student’s interest towards education and forms the outline of his or hers behavior. â€Å"School-imposed grade repetition has negative effects on achievement and is associated with social adjustment problems  and increased likelihood of dropping out† (Brophy 2006, 4) 4. 0Advantages & Disadvantages of Student Repetition and Failure 4. 1 Effects on Academic Achievement Retention does not assist with the student’s academic achievements. â€Å"Grade retention was not found to be a beneficial intervention, overall, in the studies examined† (Sterns et al 2007, 220). Developing a lack of interest in education, this contradicts to the fantasy that repeating is beneficial. Students have a greater probability to drop out when forced to repeat. â€Å"Grade retention has been identified as the single most powerful predictor of dropping  out† (Swail 2004, 9). On the other hand, a very small minority showed the tenacity to hold on to their education careers and displayed a slight improvement in their academic achievements. 4. 2Social Effects & Psychological on Students â€Å"Involuntary grade repetition has negative effects on social, emotional and behavioral aspects† (Brophy 2006, 16). Grade repetition does not improve academic achievement but the contrary; it carries harmful effects on social, emotional and behavioral characteristics. Displaying poorer social adjustments and negative attitudes, Students have difficulty in adjusting, self-esteem is reduced drastically. â€Å"Drug use, teenage pregnancy, gangs, school dropouts, suicide, violence, political apathy, casual sex and more recently depression†(McInerney 2006, 12) the synthesis of these factors will optimize the likelihood of these students dropping out. Grade repetition is affiliated with long-term effects such as – the probability of a poorer education, limiting their employment opportunities. 5. 0Conclusion Cumulative evidence from research clearly demonstrates that there are no distinct advantages to repetition, and negative impacts outweigh the positive. â€Å"They (teachers) see the temporary  advantages appear during retention year† (Brophy 2006, 28). It is imperative for policy makers to analyze the societal and psychological consequences. Current policies must be revised at an arms length with schools that are beneficial to students and schools. â€Å"It appears that many, if not most politicians, administrators and teachers remain unaware of the evidence against school-imposed retention or they are misled by false claims that support it† (Brophy 2006, 27) 6. 0Recommendations Retention is mandated in a developed country such as – Singapore. A conservative education system with policies that  requires students to repeat without achieving minimal requirements, Singapore’s education system can benefit by administering or implementing a change in her existing educational policies. â€Å"Denmark, Japan, Korea, Norway and Sweden’s emphasizes on automatic promotion and this should put to rest any concerns that automatic promotion policies will lead to mediocre schooling† (Brophy 2006, 23). They are as follows: – Adopt smaller classes in primary and secondary schools ranging from ten to twenty students per teacher ratio. – Prioritize and provide at-risk students with additional learning opportunities and methods. Teachers and parents must be collaborating to prevent the lack of interest in students. – Suspend the streaming of students. Students whom are subjected to streaming undergo intense stress to exhibit good grades. Not possessing the maturity to handle the pressure and carrying the stigma of this unnecessary rite of passage, the probability of dropping out will increase significantly. – Evaluate Students not only through a single high stakes test but track continuous progress through participation and performance. – Develop a progressive learning system as an assessment, either for teachers to act upon rather than just report failure  and move on. Number of Words: 1095 Reference list – Swail, Scott Watson. 2004. The Art of Student Retention. Texas Higher Education Coordinating Board. – Roderick, Melissa and Jenny Nagaoka. Retention under Chicago’s High-Stakes Testing Program: Helpful, Harmful or Harmless? Source: Educational Evaluation and Policy Analysis, Vol. 27, No. 4 (Winter, 2005), pp. 309-340. American Educational Research Association. – McInerney, Peter. 2006. ‘Blame the student, blame the school or blame thesystem? ’: Educational policy and the dilemmas of student engagementand school retention—a Freirean perspective. University of Ballarat. – Stearns, Elizabeth, Stephanie Moller, Judith Blau and Stephanie Potochnick. 2007. Staying Back and Dropping out: The Relationship betweenGradeRetention and School Dropout. Source: Sociology of Education,Vol. 80, No. 3 (Jul. ,2007), pp. 210-240. American SociologicalAssociation. – Riggert, Steven C, Mike Boyle, Joseph M. Petrosko, Daniel Ash and CarolynRudeParkins. 2006. Student Employment and Higher Education:Empiricism andContradiction. Source: Review of EducationalResearch, Vol. 76, No. 1(Spring, 2006), pp. 63-92. AmericanEducational Research Association. – Diederich Ott, Mary. 1978. Retention of Men and Women EngineeringStudents. Source: Research in Higher Education, Vol. 9, No. 2 (1978),pp. 137-150. Springer. – Bosshardt, William. 2004. Student Drops and Failure in Principles Courses. Source: The Journal of Economic Education, Vol. 35, No. 2 (Spring,2004), pp. 111- 128. Taylor and Francis Ltd. – Tinto, Vincent. 2001. Taking Student Retention Seriously. SyracuseUniversity. – A. Bali, Valentina, Dorothea Anagnostopoulos, Reginald Roberts. 2005. Source: Educational Evaluation and Policy Analysis, Vol. 27, No. 2(Summer, 2005), pp. 133-155. American Educational ResearchAssociation.

The Effect Of Culture On Consumer Behaviour - 2011 Words

In international market, understanding consumer needs and desired is extremely important to the corporation in order to market their products and services properly into the market. Consumer behaviour is a process in where individuals or groups select, buy, use and dispose of the products and services to satisfy their needs and desires. The organisation simply cannot understand consumption unless they consider its cultural context, as culture shows how people view leads to their acceptance. Therefore, the effect of culture on consumer behaviour is powerful. This paper will discuss in more details about that and further consider whether culture has the greatest influence on consumer behaviour. Culture has a complex concept that numerous of researchers talk about in different views. Cultures is defined as a complex whole that includes of knowledge, belief, art, morals, law, custom and any other capabilities and habits acquired by a member of the society (Hollensen, 2013). Culture provides the important background of an individual that offer direction and guidance to its members in all phases of life. Besides, Sojka and Tansuhaj describe culture as a dynamic set of socially obtains the member of a particular society’s behaviours, with the key element of language, artefacts, belief and values (Sojka and Tansuhaj, 1995). There are three main characteristics of culture stated on Hollensen’s (2013) book: culture is learned, interrelated and shared. The tangible aspects of cultureShow MoreRelatedThe s Dimensions ( Ind Vs Coll1340 Words   |  6 Pagesglobalized, resulting in an even greater impact of cultural differences on consumers’ behaviour (Maheswaran Shavitt, 2000). An analysis of Hofstede’s cultural dimensions can provide significant insights into the reasons why distinctive behavioural patterns develop across different cultures. 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ThereRead MoreData Analysis1221 Words   |  5 PagesFig 3.2. It is guided by Nominalism philosophy that takes into consideration that reality varies between individuals in the social context. This research focuses on qualitative studies to investigate cultural preferences between Indian and British consumers. The data analysis process follows Inductive approach and is based on Grounded theory. In the section 5 above, details and justification for methods selected, data collection and data analysis have been discussed. 5.2. SUMMARY OF FINDINGS Following

The Bible Matthew 6 25-33 - 984 Words

The Bible, the most sacred text to all of Christianity. Christianity is more than just a religion that follows the lord to salvation but instead a way of life that many dedicated souls follow vigorously every day. The passage in the bible â€Å"Matthew 6:25-33† was written around 70 to 90 Ce by Matthew and is incorporated into the bible as a set of collections. The passage emphasizes the aspects of Jesus through views of his life. As I was reading the passage, I realize that Jesus is telling his followers that materialistic things are and should not be important since those things are temporary. He explains that you should make yourself strive first for the kingdom of god and his righteousness. Do not worry about things for God shall provide. To me this passage is very positive. In many situations of everyday life, we are bombarded with questions and judgmental thoughts for instance like â€Å"why is his shirt torn up?† or â€Å"why does he smell like that?† but are not looking at the bigger picture; god has given us life. Though the questions do differ, such as, what will I eat or what I will drink it can easily be transferred to everyday modern life. The almighty knows what you need and how much you can take before you give up, like it says in the passage â€Å"Indeed your heavenly father knows that you need all these things† As a Hindu it’s hard for me to agree with some parts of the passage because we believe that everything is life is earned not given by working hard for something thenShow MoreRelatedSummary Of The Gospel 1156 Words   |  5 PagesEstefania A Quintero Z REL 110 Dr. Michael Anthony Novak 2 November 2015 Exegetical Paper – Matthew 6:25-34 The Gospel according to Matthew is one of the main books that form the New Testament, it is actually the first book of the New Testament. It tells the story of how the Messiah, a Hebrew word meaning â€Å"the Anointed One† or a prophesied perfect king; identified as Jesus, is rejected by Israel and decides to send his disciples to preach his Gospels throughout the world. Mathew uses Mark as a referenceRead MoreHebrews, No, One Really Knows Who Is Or Are?868 Words   |  4 Pagesauthor. Jesus preexistence and creatorship (Hebrews 1:1–4; Colossians 1:15–17). The giving of gifts by the Holy Spirit (Hebrews 2:4; 1 Corinthians 12:11). The humiliation of Christ (Hebrews 2:14–17; Philippians 2:5–8). The new covenant (Hebrews 8:6; 2 Corinthians 3:4–11). Later it would be challenged because Apostle Paul had a writing style that Hebrews did not have. The book of Hebrews was anonymous, had no greeting, didn t use Jesus Christ, and the writing style wa s different. Hebrews was writtenRead MoreDeath is presented to a man (everyman) and all of mans friends run, escape, protect themselves. 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He tells His followers not to fear persecution. I think the verse that makes me a little queasy in theRead MoreEssay on Euthanasia in the United States1214 Words   |  5 Pagesyears. Those states include Colorado, Florida, Maine, Michigan, New York, Washington, California and Oregon. North Carolina, Utah and Wyoming do not necessarily ban physician-assisted suicide. Euthanasia is criminalized in the remaining states (Johnson 25). Oregon is the only state that allows euthanasia under tightly controlled circumstances. (Johnson 26.) There are several bills that are circulating through U.S. courts and legislatures for and against euthanasia (Matas 14b). Even though euthanasiaRead MoreProsperity Gospel1546 Words   |  7 Pagespeople who have a considerable amount of money as a means to justify their wealth. Whatever the reason for bel ieving this gospel, it is important to remember that Prosperity Gospel is just one of the many ways that we can interpret the teachings of the Bible. First of all, Prosperity Gospel is based on the belief that by strong faith, God will repay you with health and wealth on Earth. An article written in the journal The Evangelical Review of Theology called â€Å"Prosperity Theology: T.D. Jakes and theRead MoreAPOL 104 QUIZ 1 Essay1014 Words   |  5 Pages1. The Bible Is not Historically Accurate. False 2. The Bible was composed in three languages Hebrew, Greek, and some Aramaic 3. The Bible has Scientific Knowledge Before Its Time. The Earth. Wisdom that predates the earliest scientific discoveries. The ocean floor contains deep valleys (2 Sam. 22:16; Job 38:16; Ps. 18:15) and towering mountains (Jonah 2:6). The ocean contains underwater springs (Genesis 7:11; Job 38:16; Proverbs 8:28). There are other examples. 4. Was written by someRead MoreChrist Revealed Throughout The Bible1273 Words   |  6 PagesChrist Revealed Throughout the Bible The Christ prophesied in the Old Testament is the Jesus in the New Testament! I am going to trace Christ from Genesis to Revelations to show He is the same person in both the old and the new covenant. It is important to put the Old and New Testament together to get a better understand of who Jesus is, and what He did. I will be using my many years of studying the Bible along with commentaries and the Bible itself to prove my point. I am going to show Christ canRead MoreChristianity Reward and Paul776 Words   |  3 Pagesand cut off his right ear. The servant’s name was Malchus.† -Jesus Christ (7-2 BC)-(30-33 AD) Jesus was believed to be and still is believed to be today the, â€Å"Son of God†. He preached that you need to be baptized to be saved. He had many followers. He is one of the main people in Christianity. Jesus was Crucified on a cross, which is one of the main symbols associated with Christianity. The Bible states that Jesus resurrected three days after his crucifixion. -Andrew (beginning of c.1)-(MiddleRead MoreQuestions and Answers Bible Studies and Faith657 Words   |  3 PagesQ1. Explain how the bible prophecy can build your faith in God and the Bible. Refer to a bible verse and /or passage in scripture to aid your response. Presently God is leading His people with prophetic preaching and teachings.In Daniel chapter 2, Daniel interprets King Nebuchadnezzar’s dream of the statue.The prophecy is fulfilled when the first kingdom Babylon falls another kingdom Medo-Persia rises. After the second kingdom Medo-Persia, Greece rises, followed by Rome. When a prophecy is fulfilled

Superstition Superstition And Science - 1576 Words

A universally accepted part of our humanity that allows us to engage in a form of communication necessary to use our brains and imagination simultaneously. â€Å"Thales understood what happened and made use of the event to state the law of cause and effect perhaps, the most brilliant in insight of all time: for every physical effect, there is a physical cause. Causality abolishes superstition† (Park 31). Superstition and Science have created an interesting juxtaposition in life. Superstition is not based on reasoning, it is based on magic, culture, and support, in a time of uncertainty. CULTURE AND SUPERSTITION There are many different types of culture in today’s world. Superstition is a part of every culture regardless of what culture you†¦show more content†¦Do the fishermen really believe that? In most cases, no, but they are not willing to take the chance and defy the odds. In a similar case, Alex Fradera cited a â€Å"Famous chain letter that went through the journalistic community in the United States. Many knew that it was bunk, but they did not want to tempt fate by not copying the letter and sending it on† (3). Can we attribute the journalists forwarding the letter as not willing to defy the odds like the in the example of the fishermen? In Hong Kong, there is a wishing tree (a Banyan Tree). On the Chinese New Year oranges are pierced and threaded with string so that they can be thrown into the tree in hopes that you will have good luck. The higher in the tree you throw it the more likely you will have good luck. They also believe th at â€Å"The number 4 is unlucky therefore, buildings are not made with floors that end in 4 because it sounds like the word death in Cantonese† (Films Media Group, Superstitious Minds). Positive Superstition It is natural to believe in magic, after all we are taught this as children, think of Santa Clause or the Tooth Fairy. â€Å"A routine becomes superstitious when a particular action is given special, magical significance† (Vyse 177). The concept of positive superstition helps to reassure us. For those who believe in superstition, they believe it helps with the outcome of an event. As an example, a student chews gum to help calm theirShow MoreRelatedSuperstition Of Science, Religion, Harmful Superstition1312 Words   |  6 PagesSuperstition in the, â€Å"Joy Luck Club,† is a method used by the mothers to provide comfort and guidance to their daughters, or to scare the daughters into submission. In the book, many times do the mothers resort to using superstition to keep their daughters in line. For example, in page 164, Lena says,†Ã¢â‚¬  Aii, Lena,† she had said after that dinner so many years ago, â€Å"your future husband have one p ock mark for every rice you not finish.†Ã¢â‚¬  This of course scares Lena into finishing the rest of her riceRead MoreThe Theory Of Superstition And Science2050 Words   |  9 Pagesphysical cause. Perhaps this concept, â€Å"Causality abolishes superstition† (Park 31), is what leads us to entertain the thought that there may be a scientific reason for what happens. Superstition and Science have created an interesting juxtaposition in life. Superstition is not based on reasoning; it is based on magic, culture, and support, in a time of uncertainty. There are many types of culture in today’s world. 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Examples being: astrology, religion, luck, voodoo, ancient roman activities and prophecies. The major artifact science fights are superstitions due to science being logical as well as able to show linage between two events – superstitious activities cannot. They are used in everyday life by everyday people, whether it’s subconsciousRead MoreThe Elizabethan Era in England Essay1588 Words   |  7 Pages(Elizabethan Superstitions). Elizabeth ruled in a time of religious turmoil; both the Catholics and Protestants fought to be the official religion of England. (Elizabethan World View). Many people throughout England struggled to find the â€Å"correct† religion (Elizabethan World View). Religion was changing and so did science. During the late 1500’s science began to evolve; new ideas, concepts, and beliefs were starting to emerge (A Changing View). 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Why do people say â€Å"God bless you,† after somebody sneezes? And what does this have to do with ghosts? During the Shakespearean time period, superstitions were caused by the creation of ghost stories, provoked greatly by plays, and were blamed for misfortune. The wordRead MoreWitchcraft And Superstition In Medieval Europe1654 Words   |  7 PagesWitchcraft and superstition in Medieval Europe The concept of witchcraft and superstition stretches over a long period of time. The idea became familiar around 560 B.C when the two old testaments denounced witches and the belief in them. The idea is said to have originated in Europe, rapidly spreading around the world. Medieval Europe was an era that solely believed in magic, witches and the supernatural. 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Thesis Statement: In this essay I will uncover the history and origin of superstitions, common superstitions and what their meaning, and religion superstitions in todays society. Introduction A. Happy Birthday to you. Happy birthday to You. Happy Birthday Happy Birthday Happy

Hrm †the Google Way Free Essays

string(71) " to know what percentage of time people are spending on side projects\." HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY SUBMITTED BY AKANSHA AGARWAL -100031 DEEPTI HORA – 100016 GAZAL BABEL- 100011 PRIYAM MAHESHWARI-100055 ROHIT NAIR – 100201 CONTENTS Executive Summary3 Introduction4 Company Overview4 People Operations at Google4 (with the help of Harvard and Guest models) Standard Recruitment and Selection10 Google India Code Jam11 Recommendations11 References12 Appendix15 EXECUTIVE SUMMARY HUMAN RESOURCE MANAGEMENT – THE GOOGLE WAY In this project, we discuss the Human Resource practices at Google Inc. They are known as â€Å"PEOPLE OPERATIONS† headed by Laszlo Bock. Googlers(Google employees) work hard, and have fun too. We will write a custom essay sample on Hrm – the Google Way or any similar topic only for you Order Now The workforce is diversified with international communities, Gayglers (lesbian, gay, bisexual, and transgender), and Greyglers (Googlers over 40 years). We have tried to use HRM Models such as â€Å"The Harvard Model† and â€Å"The Guest Model† which link the current HRM policies of Google with the theoretical aspect of HRM as a subject. The Harvard model throws light on aspects such as situational factors, stakeholder’s interest, HR management choices and decisions, their outcomes and consequences. Whereas the Guest Model throws light on aspects such as HRM practices like hiring, training, appraisals, relations, etc. and also aspects such as behavioural, financial and performance outcomes. In accordance with these models we saw that the success of Google lies in its open policy to accept the employee’s ideas. Google has been able to instil creativity and innovation among its employees. The next part of the project gives a detailed idea about the standard recruitment and selection process at Google offices all over the world including India. Google conducts the GLAT (Google Lab Aptitude test) to see if the prospective employees are compatible with the work environment. Bringing to light techniques such as the GOOGLE INDIA CODE JAM, through which they hire the best techies from all across India to work for the company. Finally we have given recommendations wherein keeping in mind the drawbacks of some of its practices, we suggest corrective measures. INTRODUCTION This report identifies the current HRM policies of Google Inc. The company which had less than 20 employees in 1998 now has over 20000 on its pay rolls. We have evaluated them against the Harvard and Guest model of HRM. Also recruitment and selection procedures have been discussed. Some of them are standard while some unusual concluding with a few recommendations. COMPANY OVERVIEW Google is one of the leading internet technology and advertising companies in the world. It flagship product is its internet search engine. It also provides advertising services which is its main source of revenue. Google employees named GOOGLERS, which are now almost 20,000 in numbers. (Datamonitor 2010) PEOPLE OPERATONS AT GOOGLE The HRM activities are classified on the basis of the parameters given by the HARVARD MODEL and the GUEST MODEL. Situational factors and Stakeholder interest of the Harvard model and HR practices and Outcomes of the Guest model have been identified w. r. t Google. (Bratton. J and Gold. J 2007) Refer to Appendix for diagrammatic representation. SITUATIONAL FACTORS : Business strategy and conditions – The mission is to gather the entire world’s information and make it accessible to everyone. At the company data is sacred. Employees are encouraged to voice out inferences from data and not feelings. It is believed that more data equals more knowledge and better decisions. (Hardy. Q 2005). Its informal corporate motto â€Å"Don’t be Evil†, reminds Googlers that being ethical is essential. However this can be debated in view of its acceptance of filtering search results in China. Management philosophy – The management believes that if any employee fails, his/her managers are to blame. (Sullivan. J 2007) Labour market – The IT industry has a labour market with engineers from Ivy League Schools (full-timers) as well as contractors. Task technology – The IT industry is highly dynamic and competitive and to thrive one must continually innovate and delight the customers. Laws and societal values – There have been instances where Googlers have taken the company to court for outstanding payment of salary and disabled accounts which could prove harmful to the company. (Google 2010) STAKEHOLDER INTEREST : Management – LASZLO BOCK, vice president of people operations, Google. A Chief Cultural Officer or Director of Human Resources is designated to maintain the company’s unique work culture. He is in charge of making sure that the company’s values are adhered to. (Kuntze. R Matulich. E, 2010) Community – It gives back to society through its philanthropic wing which undertakes in-kind product donations, volunteering and charity. (Google 2011) HRM PRACTICES : Hiring – Due to the dynamic work environment the company hires people who are quick learners and innovative. (Sullivan. J 2007). The hiring process is quite long and difficult with tests, pre-interview screening and finally at least 4 rounds of interviews. Reward system – Refer to Appendix TABLE 1 for Compensation of top 5 executives in Google. The Google infrastructure has day care and elder care centres, spa and hair salons, car wash and oil check facilities and everything else that technology obsessed person would need in terms of a benefits package. Employees must work for 70% of their working hours and are entitled to unlimited sick leave, stock options and various other perquisites. (Logan. G 2008) WORK SYSTEM The employees have experience in three main areas – human resource, business consulting with good problem-solving skills, statistics and psychology. (Anonymous 2008) Google has an informal ‘value-added’ environment. The environment is creative, fun and relaxed. Individuality and innovation is encouraged. There is neither dress code nor formal daily meetings. TGIFs or weekly Friday meetings are held where questions can be posed to the co-founders also. Nooglers are given special treatment and made to experience the spirit of co-operation. The downside of such an environment is that Googlers show up late, don’t pay attention, leave early and keep messaging on their mobiles. 20% TIME. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Kuntze. R Matulich. E, 2010). Hourly time isn’t tracked so there’s no way to know what percentage of time people are spending on side projects. You read "Hrm – the Google Way" in category "Papers" The concept functions more as an attitude – that new projects should be started anyone, not necessarily those at the top. Also giving time i s of no use if the culture of the company does not support it. Training and Development – Google sponsors lessons in foreign languages. Unique development opportunities are provided to engineers. EngEDU, an engineering training group provides training classes and career development services to them. It is mandatory to undergo training and development sessions for a minimum of 120 hours/year. Google stresses development of the people through on-the-job learning. It occurs through frequent departmental â€Å"tech talks†, new mentors, etc. (Sullivan. J 2007) Appraisal – Google says it puts a â€Å"twist on 360-degree feedback by providing functionality for managers and employees to nominate `peer reviewers’ from anywhere across the organization†. Quarterly goals are set and performance evaluations are based on these; the company aims for a 70 percent success rate. Anonymous 2008) Relations – HR practices at Google are coined ‘People Operations’. Employee passion is maintained by limiting bureaucracy. Ideas which are unique are encouraged no matter where they came from. (Sullivan. J 2007) When many employees started to leave it formulated a mathematical algorithm to look for unhappy Googlers. The idea was to get inside the employees he ad even before they thought of leaving the company. However, it can be argued that it was a waste of money. James Smither, a professor at La Salle University, Philadelphia, says that it doesn’t make sense. â€Å"No algorithm is any better than the data you feed it. And most data about behaviour has questionable reliability. † If we put in garbage the algorithm will give the same back. (Watson. T 2009) LONG TERM CONSEQUENCES : Individual well-being – Google allows employees to work on any project of their choice which boosts creative thought and instils job satisfaction. (Kuntze. R ; Matulich. E 2010). Career development and tutorial services are provided. ( Sullivan. J 2007) One way Google speeds development is through a yearlong â€Å"base camp† training initiative that features a combination of HR specialist training and MBA-like curriculum. Organisational effectiveness – The Company was placed fourth in Fortune’s list of America’s most Admired Companies and first in the list of Best Companies to Work For. (Hansen. F 2008)and (Logan. G 2008) BEHAVIOURAL OUTCOMES : Motivation – The main factors of motivation in the company is the dynamic environment, quick decision making and a culture where ambitious ideas are not only encouraged but also accepted. (Sullivan. J 2007) Co-operation – Googlers across levels and departments say that it doesn’t matter if they are designing search engines or cooking meals for their colleagues, they feel that their work can change the world. (Salter. C et al. 2008) Commitment – The thing about Google is that even after 12 years, it continues to instil a sense of creativity and ambition within its employees and now has more than 20000. The freedom given to its workers infuses in them a sense of responsibility and obligation: â€Å"Are we taking advantage of what we’ve got here? † they ask. â€Å"Are we doing enough? Are we doing everything we can? † (Salter. C et al. 2008) PERFORMANCE OUTCOMES : POSITIVE Productivity – Matt Glotzbach(2008) – PRODUCT MANAGEMENT DIRECTOR FOR GOOGLE ENTERPRISE Generally a new employee is required to fill out paperwork but at Google it is done electronically. I went to a staff meeting that afternoon and got assigned to figure out how Google could launch Enterprise [applications for corporations] in Europe. I was told to come back with the answer at the end of the week. It was like, ‘Hey, New Guy, you don’t know anything about our business yet, and you don’t have any international experience, but here are some people who can help you. Go figure it out. ‘ We launched in Europe a few months later. † Innovation – 20% time. Simply put, employees get 1/5th of their time to work on projects of their own choosing. This keeps employees challenged and at the same time provides good business opportunities for the company. Google services that were all started as individual projects are Gmail, Google News, Orkut etc. (Kuntze. R Matulich. E, 2010). NEGATIVE Turnover – The Company had to raise the wages by 10 % starting 2011 to reduce defection of workers who were looking for brighter pastures. With $33 billion in cash and a stock market capitalization of almost $180 billion, Google can afford to throw money and shares at its employees. Yet the significance of Google’s across-the-board pay raise extends far beyond corporate competition. Farell. C 2010) Paul Buchheit, a Googler who coined â€Å"Don’t be evil! † is a founder, with three ex-Googlers, of a social-networking company called FriendFeed. Nathan Stoll, who managed Google News, is hard at work on his new company, Mechanical Zoo. Several top people have gone to Facebook, most notably Sheryl Sandberg, who ran Google ’s automated ad sales, and Elliot Schrage, who ran PR. (Lashinsky. A et al. 2008) FINANCIAL OUTCOMES : Profits – Google has matured very quickly in the last twelve years since its inception in 1998. The company’s operating profit and net profit have increased to $8312. million and $6520. 4 million in 2009 respectively which is almost 25. 3% and 54. 3% as compared to the previous years. (Datamonitor 2010) STANDARD RECRUITMENT AND SELECTION The HR Technology and Operations Manager, Melissa Karp says that the fast pace with which Google is growing means that the senior managers have to spend 30% of their time in interviewing prospective employees. The company says every applicant goes through at least four rounds of interviews taken by direct line managers, potential peers and subordinates. Liane Hornsey apparently had to go through fourteen interviews before getting her job. Once selected and the contract signed, presents are given to the NOOGLER, his/her desk is decorated with balloons and an invitation is given to dine with his/her manager. This tough entry means that only the most talented and culturally compatible people are hired and firing of employees is less. There is not much stress among people over being thrown out. (Wright. A. D 2008) and(Dempsey. K 2007) Refer to Appendix AD for the hiring advertisement of Google. After anyone applies online in the company, it uses its applicant tracking system (ATS) to weigh in on applicants. Background information on education and work experience is collected and stored in the ATS. Then it is compared to data about existing Google employees and if there is a match, an e-mail is sent to ask the particular employee for internal references. Employees update the ATS by replying to this e-mail. Google uses its GOOGLE LAB APTITUDE TEST (GLAT) which tries to measure his/her compatibility with its work environment. It is put in technology magazines and applicants hand it in accompanied by their resume. It also serves to select those applicants who have the desired skills and mindset for the interview stage. (Willock. R 2007) GOOGLE INDIA CODE JAM The India Code Jam is a contest where software writers are asked to write codes which can land them a job at Google’s Research and Development Centre which otherwise is a long and difficult process. The fastest writer also gets $6,900. It is a hunt to find the most brilliant code writer in South and Southeast Asia. Their problem solving, designing and code writing skills are put to test. Finalists are required to create and test software and finally programme a war-based game. However this contest is so complex to complete that only the most brilliant code writers think of applying. Google has been unsuccessful in finding these brilliant engineers for its Indian office. According to insiders the Bangalore office wanted to hire 100 employees but their staffs has only 25 people. (Puliyenthuruthel. J 2005) RECOMMENDATIONS The work culture of Google is very motivating and challenging. The 20% time concept is a huge success. The perquisites offered are more than any employee hopes for. However, after studying the policies of Google and arguments of various third parties in favour or against them we have come up with a few suggestions for improvement. Employee turnover rate – The number of employees leaving the company has been increasing in the last few years. Some of the cited reasons were low pay, bureaucracy and poor mentoring. We suggest that superiors pay more attention to employees and guide them wherever necessary. Also an environment that is fun may backfire. A balance between work and fun must be maintained. * Mathematical Algorithm – James Smi ther, a professor of management at La Salle University in Philadelphia argues that the idea of the mathematical algorithm is very unrealistic as the behavioural data may or may not be accurate. Rather it is suggested that Googlers should be approached directly so as to know why they are dissatisfied. * It has a bad reputation for underpaying the employees, even though they are trying to motivate them by providing stock options. Thus Google should see that the employees they hire are paid in accordance to the work that they do and at the same time see that they are not dissatisfied. * Recruitment – Google India Code Jam is an innovative way of recruiting people, but the only drawback is that it is a very difficult process. Thus measures should be taken to see that the process is neither too easy nor too difficult, so that the best talent is selected and at the same time it should not deter people from applying. REFERENCES 1. Kuntze R. , and Matulich E. , (2010). Google: Searching for Value. Journal of Case Research in Business and Economics. Volume 2. Pp 2-7. [online]Available at :- http://www. aabri. com/manuscripts/09429. pdf [Accessed on 5 April 2011]. 2. The Finest People, The Coolest Environment. Times Ascent: HR Forum, Empowering Potential, New Delhi. 18th January’ 07. Pp. , 22. [online]Available at :- http://www. myadrenalin. om/india/Downloads/news/CAP_2007_1_18_22. pdf [Accessed on 3 April 2011]. 3. Wright A. D. , (2008). At Google, It Takes A Village To Hire An Employee. HR Magazine. SHRM’s HR Trend. Volume 53. Pp 56-57. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=3;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdat a=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=36048756 [Accessed on 2 April 2011]. 4. Anonymous (2008)Google’s Lessons for Employers: Put Your Employees First. HR Focus. Volume 85(9). Pp 8-9. [online]Available at :- http://web. ebscohost. com. ezproxy. ancs. ac. uk/ehost/detail? vid=5;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33764457 [Accessed on 2 April 2011]. 5. Shipman. D (2006). Can We Learn A Few Things from Google? Nursing Management. Volume 37(8). Pp 10-12. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=7;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=21819793 [Accessed on 2 April 2011]. 6. DataMonitor, 2010. [online]Available at :- http://web. ebscohost. om. ezproxy. lancs. ac. uk/ehost/companyinfo? sid=653132a9-31a4-40e4-83bf-024bc4691e5b%40sessionmgr115;vid=5;hid=111;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db =buh;authdb=dmhco;AN=5B199F61-608D-4923-B4A3-F5EE15285ADE [Accessed on 1 April 2011]. 7. Verma. M(2008), Google’s HR Dilemma, Human Asset Management, ICFAI Books Volume 1, Chennai, ICFAI University Press, Pp-140-149 8. Bratton J. and Gold. J (2007), Human Resource Management, 4th Edition, London, Macmillan, Chapter 1. 9. Work Example- Google (2010), T+D. Volume 64(5). Pp 44. [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. c. uk/ehost/detail? vid=9;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=50256392 [Accessed on 2 April 2011]. 10. Hansen. F (2008). TOP of the CLASS. Workforce Management. Volume 86(20). [online]Available at :- http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=11;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066193 [Accessed on 2 April 2011]. 11. Logan, G. ,(2008). Hiring Policy makes Google best plac e to work in UK: Personnel Today, 3June. [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=15;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=33066355 [Accessed on 4 April 2011] 12. Watson, T. ,(2009). A Google Eye: Canadian Business, 16 June. , Volume 82 (11), [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 2 April 2011] 3. Willock, R. ,(2007). Google makes the mind boggle with its recruitment challenges: Personnel Today, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=17;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=42208422 [Accessed on 4 April 2011] 14. Dempsey, K. ,(2007). Invest more time in Hiri ng to spend less time firing: Personnel Management, 6 Feb. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? id=22;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=24663216[Accessed on 29 March 2011] 15. Farrell, C. , (2010). On pay raises, its Google or Bust: Business week, 1 Dec. , [Online] Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=33;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=55618496 [Accessed on 3 April 2011] 16. Hardy, Q. (2005). Google Thinks Small: Forbes, 14 Nov. ,Volume 176 (10), [Online]Available at: http://web. bscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=30;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=18728217 [Accessed on 1 April 2011] 17. Puliyenthuruthel, J. ,(2005). How Google Searches-For Talent: Business week, 11 April, Issue 3928. [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=28;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=16599813 [Accessed on 1 April 2011] 18. Salter, C. , et al. (2008). Google: The Faces and Voices of the world’s most Innovative company: Fast Company, March, Issue 123. [Online]Available at: http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=26;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=buh;AN=29959444[Accessed on 5 April 2011] 19. Lashinsky, A. , et al. (2008). Where Does Google Go Next? Fortune, 26 May,Volume 157 (11). [Online] Available at:http://web. ebscohost. com. ezproxy. lancs. ac. uk/ehost/detail? vid=24;hid=8;sid=ed72b75c-a4b7-4a49-85f0-b26e67d8e6ff%40sessionmgr4;bd How to cite Hrm – the Google Way, Papers

Studying in Your Home Country free essay sample

Of course, studying abroad is always a highlight in any curriculum vitae, but leaving home for a long period of time is not everyone’s cup of tea. Furthermore, studying in your home country can have many advantages, too. You dont necessarily need to go abroad to improve your language skills and interact with internationals. Due to the Bologna Process, Europe has evolved into a platform for international studies. In recent years more and more English-taught study programs have been established. Nowadays, you will find a great range of English-taught postgraduate courses in almost every country, all over Europe as well as worldwide. In these international courses you will generally study alongside students from all over the world—students who have come to your home country to earn their degree. As a result, you are likely to enjoy a multicultural atmosphere and broaden your intercultural horizon although you are at home and not abroad. We will write a custom essay sample on Studying in Your Home Country or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Additionally, study abroad experience is not required in many professions. In some sectors, such as education, law or medicine, having studied abroad can actually be a disadvantage. With a foreign degree, you probably have to take additional exams before you may work as a professional in your home country. Since professional education is often based on national law, regulations and requirements, the coursework you do abroad is unlikely to meet the requirements of your home country.Therefore, if you are aiming for a domestic career in laws, medicine or education, you should earn your degree from a university in your home country. Of course, if you want to become a teacher in languages, it is useful to go abroad for a short period, probably within the frame of the EU exchange program Erasmus+. That might be the right thing for you!Benefits of studying at homeStudying in your home country has many advantages. First of all, you do not have to plan a temporary stay abroad and learn another language. So you can fully focus on your studies instead of learning vocabulary. Besides, you are familiar with the culture. Often a ‘cultural shock’ comes along with studying in a foreign country.As indicated above, studying in another country and speaking a foreign language is not a good decision for everyone. Some get homesick, and communicating with friends and family