Human Resource department of Thorpe Park Essay

Introduction: This report written on the 16th of October 2002 is to give a detailed report about the Human Resource department of a company. For this purpose, Thorpe Park has been selected as the study company. Task 1-Human Resource function: Introduction: ‘Human Resource means using people as an asset to achieve the company’s goals and objectives.’ The main concerns of the human resource department are: > Planning a successful campaign > Equal opportunities to all > The contract terms and conditions > Training and investing in training > Personal records and its protection > Grievance and disciplinary procedures > Management of the employees > Rewards for work > Welfare of the employees Findings: 1.1 The Human Resource department The human resources department at Thorpe Park has three different managers. Their structure and main functions are as follows: 1. Recruitment manager The recruitment manager at Thorpe Park is responsible for recruiting permanent and seasonal staff. The manager has to advertise the jobs on the local press and other appropriate places. The manager at Thorpe Park is also responsible for deciding work experience positions and other recruiting responsibilities. 2. Training manager The training manager at Thorpe Park is responsible for employees and their training. The major activities of the training manager at Thorpe Park are as follows: > Park structure – this is helpful for the staff as it gets them to know each other and their responsibilities. > Health and safety – to make sure that all employees know what to do and how to handle things in an emergency > Rules and regulations – all employees must know the company rules and regulations as it is required by law and helps the business achieve the objectives. > Role-play situation – helps employees to be able to do team work and support their team mates > Fire safety – show fire exits and fire extinguishers and where to meet and who to call if a fire alarm sounds > Emergency procedures – shows the employees what to do in case of emergency 3. Human resource manager H.R. manager at Thorpe Park is responsible for: > Employee relations – involves everything regarding relation and communication between the employees > Disciplinary procedures – if employees do not behave H.R. manager will provide them with a verbal warning and if repeated that will be followed by the written and then the final warning. > Contracts of employment – making sure all the employees are provided with this legal document > Pensions – paying pension to people that are entitle to it > Other sections this manager is responsible for are: administration, cast welfare, benefits incentives. The above stated managers are very essential to the management of Thorpe Park in the following ways: 1. Recruitment Recruitment responsibility at Thorpe Park is important because if there is not enough staff recruited then the business may have to some of its rides and that will lint to unhappy customers and less profit for the business. As we know staffs is the most expensive asset for all businesses, at Thorpe Park the recruitment managers have to make sure that the staff that they employ are well qualified and fit to the requirements that are necessary for the particular job. 2. Training Because of the nature of the business at Thorpe Park, training is a part and parcel of the new employed staff. The business has to make sure that the employees do know as to what they are doing and what are the necessary precautions to be taken while performing that job. Apart from this, they also have to take care of the health and safety of the people who come to enjoy there. The training manager therefore has to make sure that the money spent on the training of the staff is worth it. 3. Human resources Task 2 Introduction: Human resources planning used to be called manpower planning. However recently it has been defined as ‘the activity of management which is aimed at co-ordinating the requirements for the availability of different types of employees’. The reasons for human resource planning are as follows: * To encourage employers to develop clear links between their business plans and their HR plans so that they can integrate the two more effectively, for all concerned. * Organisations can control staff costs and numbers employed far more effectively. * Employers can build up a skill profile for each of their employees. This makes it easier to give them work where they are most value to the organisation. * It creates a profile of staff, which is necessary for the operation of an equal opportunities policy. The process of human resource planning: * Stocktaking: This could be job analysis or skills audit. That is like a survey of the skills of employees. Performance reviews as if a 6 months review which tells employees about the progress in their work area. * Forecasting supply: This is as if estimating how many employees to have in the future. Many organizations use a technique called labour turnover. There are three ways to calculate this 1. Annual labour turnover index, 2. Stability index 3. Bowey’s stability index. * Forecasting the demand for labour: This is usually determined by predicating factors like, demand for products, product diversification and capital investment plans. * Implementation and review: This is as if accessing the situation e.g. they have the new recruitment plan been successful. Findings: 2.1.1. Employment Trends: Employment trends depend on the supply and demand of labour. The supply of labour depends on statistics like the population of the country. The total population of the UK depends on factors such as birth and death rates and the ease of migration. In addition, the size of the working population affects employment trends. The size of the working population is contributed by the birth and death rates and the age structure. The supply of labour also depends on the working populations preferences for leisure. As people become wealthy, they prefer leisure for work. The demand for labour levels can change with differences in demand for goods and services. An example of this is the leisure and cleaning industry has gone up but the service and manufacturing demand has gone down. Here is an example of this in the economic market. In a boom we spend more on goods and services, although our interest is a lot lower and therefore demand increases and unemployment is low, but in an economic slump interest rates rise therefore people have less income to spend and wages go down. In addition, the cost of borrowing is higher this all contributes to demand falling and high unemployment. Total wage bills rise in a boom and fall in a slump. Another factor that affects employment trends is women’s participation rate in employment. The rise of the tertiary sector has meant a change in employment and employment patterns. The tertiary sector is now more important than the secondary sector which traditionally employed man in say manufacturing. These industries are now being replaced and their place has been taken by the service industries, for example banking, insurance and retailing. The service industries are now major employers of women. What are the employment trends at Thorpe Park? Most employees are recruited from the local area but also from colleges and universities around the country these are student placements and some seasonal; cast come from aboard. What have been the trends in the local area of Thorpe Park over the last 5 years in terms of employment trends? There has been low unemployment Thorpe Park has tackled this by increasing hourly rates. What factors will affect Thorpe Park in the future? Most probably, national trends an example of this there might be a recession and unemployment might increase. Statistics on employment trends external To Thorpe Park Length of service of employees: * Since 1986 the length of service of people at a particular place for 2 years – 20 years was 62%. This figure kept decreasing and in the year 2001 it reached to 56%. * On the other hand people working in a particular place for more than 20 years in 1986 was 9%. Surprisingly this figure increased to 11% in the year 2001. On observing the above stated figure it shows that the latest unemployment numbers for November 2002 to January 2003 continue to suggest that, having been rising for around a year, unemployment is now falling. The unemployment rate at 5.0 per cent is down 0.2 percentage points on the quarter. The latest figure for the level of unemployment is down 73,000 on the quarter to stand at 1.459 million Similarly, on observing the above figure it can be seen that the employment rate continues on an upward trend. Having been rising marginally over the past year, there are low signs that unemployment may be falling, though the decline in the numbers claiming Jobseeker’s Allowance appears to be levelling off. The rate of earnings growth remains subdued. Generally, data are consistent with the output growth shown in gross domestic product (GDP) data in 2002. Overall, the labour market remains largely flat. The rate of GDP growth picked up in the second quarter of 2002 after a weak first quarter, and this stronger growth appears to have continued into the third. The fourth quarter experienced slower growth but was still healthy. The number of people in employment continued to grow steadily throughout the period. Nevertheless, while employment continued to grow, through most of last year the rate of increase was no more than in line with population growth, leaving the trend in employment largely flat from May-July 2001 until recent months. However, the stronger GDP growth seen in the second and third quarters does now appear to be showing up in the employment data. Underlying this is the fact that the labour market tends to lag output: output slows or accelerates first; employment levels adjust later. The latest employment figures for November to January show the working-age employment rate up 0.1-percentage point on the quarter at 74.6 per cent. The 16 and over employment level is up 57 ,000 on the quarter (compared with a 271,000 increase on the year). As a result, the latest trend in the employment rate appears to be upward. 2.1.2 Skills shortages Skills shortage at Thorpe Park: * It seems to be that the entire United Kingdom has a shortage of specialist engineers. * This type of shortage has hit Thorpe Park very hard. * Electrical and mechanical engineers are in short supply and Thorpe Park is looking out by various means to find some. * Thorpe Park reckons that this problem could be resolved because large companies like the airlines make their employees redundant quickly. * Thorpe Park always keeps an eye on the national statistics at a monthly basis to see the latest local labour trends. * They cannot afford to miss out ant potential engineers because engineers are the heart and soul of the company. As they are the ones who form the rides and maintain them for our safety. * But they do find it difficult to recruit staff and at times they have to recruit unsuitable staff and train them. * The company gets highly affected by this, as it has to face many cost implications such as advertising and re-advertising of vacancies. * They then have to train them or send them on apprenticeships to become better and much efficient engineers. * At times they even have to increase their pays to attract them and retain them. 2.1.3 Statistics on Competition for employees external To Thorpe Park Unemployment rates for males and females in the UK Here are some statistics on the unemployment rate for females and males in the UK from the period of 1992 to 2001 A higher proportion of young people than older people are unemployed, and a higher proportion of men are employed than women. 16-17 year olds men who were economically active were 13% unemployed. If you look at a male and female unemployment graph, you can see that 16 – 17 year old males are more out of work than the males. Education has a big factor in this because most people of that age are in colleges. The unemployment rate is again lower for females in the 18-24-age bracket. Still the unemployment rate is lower for females than men in the 25-44-age bracket. Overall the graph shows a lower unemployment rate for females. This is probably due to most females still stay at home. So what would be the level of competition for various types of employment within Thorpe Park? Thorpe Park fined it easiest to fill rides, attractions and shop vacancies then they do catering. 2.1.4 availability of labour (internal and external to the business) What is the availability of labour externally to Thorpe Park? There are restrictions of skills and abilities. If there is a particular skill required for an occupation then the worker will be rewarded with high wages as, for example an engineer. Qualifications and training is required some occupations require people to have specific academic qualifications which can only be achieved over along period of time. The strength of trade unions to negotiate wage levels will depend upon their ability to recruit members. Some occupations are difficult to organize as, for instance, the catering industry. In this industry trade unions have little influence compared with those unions operating in the energy supply industry. Mobility of labour if the labour is immobile it means that in those occupations where there is a skill shortage workers are able to command high wages because the supply of labour is limited. Dirty or dangerous jobs – the supply of labour in some jobs is restricted because of the nature of the job; it might be dirty or dangerous such as coal mining. On the other hand some jobs have very good working conditions and attract labour which keep down wages. What is the availability of labour within the local area and also internally within Thorpe Park for various types of employment? The local area has a 0.6% unemployment level. The workforce is flexible – permanent and seasonal. The labour force by gender and age: Females: * There was a considerable rise in the number of women in the labour force over the last 30 years from 10 million in 1971 to 13.2 million in 2001 i.e. by nearly 24.2%. * Women in the age group of 16years to 24 years started concentrating more on education because of which females in this age group had a low labour force particularly between 1991 and 2001. * On the other hand, females in the age group of 25-44 years had a remarkable increased labour force between 1971 and 2001. However, later the figures remained more or less constant. * Females in the age group of 45-54 years had an increase in labour force between 1991 and 2001. * The females 55 years and over had the figures more or less constant throughout. Males: * The number of men in the labour force has increased much slowly from 16.0 million in 1971 to 16.3 million in 2001. * Men aged over 55 years formed only 13% of the male labour force in 2001 compared to 21% in 1971. * However, the labour force of males between the age group of 25-44 years has increased drastically. * Males in the age group of 45-54 years have increased their force in the labour market between 1991 and 2001. 2.2 Collect internal staffing information about Thorpe Park 2.2.1 Labour turnover The labour turnover is not available the end of November 2001 because the termination of seasonal contracts will be complete at this time. 2.2.2 Labour Turnover (wastage Rate) Dismissals 26/1000 correct at 31.08.01. 2.2.3 Sickness Rates For 2000 2394 seasonal sickness absence Months over 100 April, May, September, October Months over 150 June, July, August Days over 100 Monday, Tuesday, Wednesday, Thursday, Friday Days over 150 Sunday, Saturday 2.2.4 Accidents Rates Unfortunately Thorpe Park would not give us any statistics on accidents rates. 2.2.5 Age demographics The general age rates for various jobs are 89% are 16-24 years of age. 2.2.6 Skills acquired and skills needed The skills and training that are required are: Training: Induction training for all staff and departmental training. Skills: First Aiders only need specific skills. 2.2.7 Training undertaken and training required What is the rate of progression within Thorpe Park? From seasonal cast 14 have been made permanent. 2.2.8 Succession What does Thorpe Park hope to accomplish in the future?. They want to increase their sales through good guest care; this will need high-level training of staff to achieve this. Thorpe Park wants to change their profile of Park from thrill to family bias and they want a high level of guest satisfaction. 2.3 If you look at the length of service of the employees in the UK in 1986,91,96 and 2001 and you look at the dismissals, which Thorpe Park have, you will see that 26/1000 dismals in a year is 2.6% which is lower than the statistics of the length of service of people in employment. For the year 2001 the UK length of service in a year is 13%, which is a lot higher than Thorpe Parks 2.6% of people who leave after one year. The number of people in employment in Thorpe Park is 1000 ad for the year 2000 there were 2394 absences. In the UK the number of employment at about the end was little under 27500. So as you can see there is a very high number of absences at Thorpe Park. They need to improve on these figures I accept most of these absences are from people who are not really ill. It is probably young people from the age group 16 – 24 who have been out the night before and don’t want to come in. In this case Thorpe Park need to be harder on their disciplinary rules to cut ab sences figures. Thorpe Park does not have enough engineers. This is national problem; They could deal with this situation by having more apprenticeships in engineering. The local area around Thorpe Park, which is Staines, has a 0.6% unemployment level. This is good because nationally the unemployment rate for 16-24 year olds is very high. The 16 – 24 age group is the main age group for seasonal staff so nationally the unemployment rate for females aged 16-17 is 16.8% in 2000 and 18-24 is 8.2%. The male’s 16-17 year olds is 20% and the 18-24 year group is 11.8%. So you can see that the area of Staines has very low unemployment compared to the rest of the UK. By having low unemployment it is harder to recruit more staff. The staff they do recruit might not be the sort person they want but because of the low competition of applicants, they might have to train a person up to the necessary standard. 89% of Thorpe Parks employees are 16 – 24 year olds. Due to the rising interest of this age group going to school, college and university I think this has contributed to a decline in the number of people in employment at that age. Thorpe Park do seem to have a good number of employees at this age though . In 2000 nationally in the UK male 16 – 24 year olds there was only 2.7 million of them in employment with a decrease and the same with females with only 2.3 million in employment. So Thorpe Park is doing well to have 89% of 16 – 24 year olds working for them. 2.4 I recommend that Thorpe Park: * Have harder disciplinary rules to stop so much sickness through absences, the rule should be people who are sick can stay at home, but the people who are sick through hangovers must be told to come in or face harsh circumstances. * There should be more apprenticeships for electrical engineers this will help train people and eventually there will be more qualified electrical engineers working at the Park. * They need to increase their customer service training so customers can feel a good degree of guest care. * Finally if Thorpe Park want their Theme Park more family based, then I suggest a new ride for the family 2.5 2.5.1 Engineers electrical and mechanical engineers are in very short supply. Nationally this is the case. What needs to happen is more apprenticeships and training so we can breed more engineers. Also because of the external influence of terrorism on the airlines a lot of engineers are being made redundant or will be made redundant. This won’t help airlines but other companies will then be able to recruit more engineers. Competition for employees is very tight. The labour market remained robust in 2001 with ongoing employment growth. Traditionally the UK has always had high employment. Low unemployment is meaning that employees are increasing wages by over 4%. Currently unemployment is very low about 4.5% nationally that is about 4 people out of 100 is unemployed and the local unemployment is 0.4% which is 4 people out of 1000. Employment is at an all time of 73% and this is an all time high for women. So this makes it more difficult to recruit staff and employers will find it more expensive because of the amount of advertising and training. The Availability of labour can often cause problems; there are usually restrictions of skills and abilities. There might be a particular skill required for an occupation like an engineer. Qualifications and training is required for some jobs and some time gaining the qualification can take a long time to do. Trade unions need a high level of labour to negotiate wages with its members. Mobility of labour if the labour force is immobile then the labour force that is there can try and demand higher wages because the supply of labour is limited. Dirty or dangerous jobs can sometimes alter the supply of labour because of then nature of the job. On the other hand some jobs have very good working conditions and attract labour which keep down wages. 2.5.2 Thorpe Park has apprenticeships and external courses to train engineers. By doing this they will increase the number of engineers, which at the moment is in short, supply. Due to the low unemployment in the UK Thorpe Park have started to recruit people from abroad to increases their amount of staff, which they will need to do due the Park expanding in size. Thorpe Park is situated in Staines, which is the South East of England, which has the lowest unemployment in the UK. So Thorpe Park are finding tit hard to recruit in the local area that’s why they are expanding recruit aboard. Also I think that Thorpe Park are maybe hoping to bring a different culture to Thorpe Park like Disney World have in America there have kept there Theme Park American but adding some different cultures to the mix. Thorpe Park has offered training schemes through NVQ’S and apprenticeships and other external training courses. Due to the immobile labour of engineers, engineers at Thorpe Park can demand higher wages due to they are in demand and they are very important to the business. Also fixing Theme Park rides does have the possibility of being quite dangerous like possible the loss of a finger etc. On the other hand labour might be attracted to Thorpe Park due to the their good working conditions. They must have good working conditions due to their nature of the business and because the health and safety act states it should, so it is a legal requirement any way. 2.5.3 Over the past 50 years the UK has seen migration rocket. Thorpe Park is also trying to develop this by encouraging people to migrate and work at Thorpe Park. As people become wealthier they want more leisure time this relates to when youngsters go out the night before and then don’t come to work in the morning because perhaps they are too tired or probably got a hangover one of the two. Labour market trends show that most 16 -21 year olds that studied at school, college or university often get a weekend job or an evening job and student placements from say universities. This is who a lot of the seasonal Thorpe Park staff are usually. Due to the low unemployment Thorpe Park has increased its hourly wage. If you analysis national figures on the length of service of employees in the UK you will see that in 2001 people who have been in work for over a year 13% of them leave, compare this Thorpe Parks 2.6% dismals record and you will see that employees at Thorpe Park do tend to stay on for much longer. If you look at the number of people in the employment graph you will see that there is 27500 and Thorpe Park only have 1000 so I suggest that due to Thorpe Parks ambitions to expand the Park in size they will need to expand their employment figures in size. If you look at the unemployment rates nationally you will see that for females aged 16-17 is 16.8% in 2000 and 18-24 is 8.2%. The male’s 16-17 year olds is 20% and the 18-24 year group is 11.8%. All those percentages are lot a higher than the Staines local area unemployment rate which is 0.6%. This proves that there are less people to employ in Staines than the national average. In 2000 nationally in the UK male 16 – 24 ye ar olds there was only 2.7 million of them in employment with a decrease and the same with females with only 2.3 million in employment. So Thorpe Park is doing well to have 89% of 16 – 24 year olds working at Thorpe Park. Task 2- Conclusion I think Thorpe Park do have a successfully human resource plan in relation to the format given in my textbook. Why because the staffs is properly qualified to do the job allotted to them. Also Thorpe Park does use the process of human resources very effectively. Then do this by carry our the 4 main stages which are: Stock taking an example of this is job analysis Forecasting the supply of labour an example of this is annual labour turnover index Forecasting demand for employees Implementation and review Task 3: Recruitment and selection. One of the most important jobs for the human resources manager is recruiting and selecting new employees. Without the right employees, the organisation will be unable to operate efficiently, serve its customers properly, or make any profits. With the proper recruitment and selection techniques, organisations can make as sure as possible that they can achieve these objectives. In the recruitment and selection procedure generally the following procedures: > Giving a job description > Preparing an advertisement for the job > Application forms > Short listing candidates > Person specification > Psychometric/diagnostic tests > Interviews and cross checking the candidates > Offer and rejection of the candidates > Contract of employment > Staff handbook 3.1 > Person specification: A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. The best-known method of drawing up person specifications is the ‘SEVEN POINT PLAN’ originally devised by Alec Rodger. Following is an example of the seven-point plan: Essentials Desirables How identified Physical (this includes grooming looks, voice tone etc) Attainments (this includes the educational qualifications and experience) General intelligence (the results from the IQ tests) Special aptitude (the special skills of the person) Interests (their hobbies and their social life) Disposition (the stability of the person) Circumstances (the personal life of the person) Rodger’s seven-point plan usually requires managers to distinguish between essential and desirable qualities under each of the seven headings. > Job description: Before an organisation goes in the recruitment process, it needs to examine the job description for the post. A job description lists the main tasks required in a job. In drawing up a job, description the personnel department has a number of alternatives. These are: 1. The line manager can draw up a description of what the job entails. 2. The existing jobholder can do it. 3. The human resource manager can interview the jobholder and the line manager to find out what the job involves. The aim of the exercise is to itemise all the tasks involved in a job and to try to allocate a proportion of the working week to each task. This is important for several reasons: 1. In carrying out appraisals of the employees. 2. When analysing the job for training needs the manager must be able to see what tasks a job involves so that they can determine what training may be required. 3. For pay determination. 4. In planning the size of the work force for the future, it will be necessary to know exactly what tasks each job involves in case the re-allocation of tasks between jobs is requires. Clearly, none of this is possible without good quality and detailed job descriptions. The main features of a job description are: a) The job title b) The location of the job c) A brief outline of what the organisation does d) The main purpose of the job e) A detailed list of the main tasks required in the job f) The standards that the job holder will be required to achieve g) Pay and other benefits h) Promotion prospects i) The person to whom the job holder reports j) The person who reports the job holder > Application form: This is a far more commonly used mode of selection. Consultants devote hours to designing new and better forms that will extract even more accurate information from people. A typical form will require details on addresses, next of kin, education, training, qualifications, work experience, non-work interests (hobbies and social life) and the name of referees from whom the organisation can collect personal recommendations. The personal staff will have identified specific requirements from the job and person specification. They can compare these with the information on the forms. They only need to shortlist the applicants who have met those requirements. The forms can act as a framework for the interviewer to use should the applicant be short-listed. The organisation can keep all the forms for the short listed candidates for the vacancy and draw on them again if another vacancy arises. The form from the successful applicant will become a very useful part of their initial personal records. > Prepared advertisement: Unless an organisation pays a recruitment consultancy or an executive search consultant to find potential recruits, it will have to design its own advertisements to attract people. Specialist consultancies have sophisticated advertising departments that place large and expensive adverts in quality press. Most businesses, however, will not have such facilities and they will have to draw up their own advertisements. Before writing the advertisement, the employer must determine exactly what is wanted from the job being advertised. When drafting the advertisement the key points to consider are: i. Describe the job that is being advertised ii. Describe the type of person that is required for the job but have to be careful because it is illegal to state the sex, ethnic origin of the person required. iii. The pay and the terms and conditions iv. Place of work v. Procedure as to how the candidate can apply for the job vi. Be honest about the job being advertised, it is no use to give an over attractive picture. vii. Find the right place to advertise the job. > Psychometric/diagnostic tests: Now days it is common for employers to expect job applicants to carry out tests to give a fuller picture of their ability to do the job applied for. These are usually referred to as aptitude tests. They are appropriate for manual work where there is some skill involved and in office work where applicants be required to take a short typing or word processing test. For professional posts, these tests are less usual because it is felt that the candidate’s qualifications, references and experience are sufficient evidence. Psychometric tests assess the intelligence and personality of applicants. They are much more sophisticated than aptitude tests and the employer must have properly trained staff to analyse the test results properly. Such tests are particularly valuable when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests argue that they are completely unbiased and extremely accurate. They are supposed to be particula rly good at assessment of personality. > Interview format/techniques: This is the final stage of the recruitment and selection and is increasingly common these days. Interviews are arranged for almost every kind of job. The process of shifting through forms or letters and examination of references is now over and that only a few of the applicants for the job will be interviewed. This is because interviews take up the time of senior managers who have to carry them out and this will be costly for them. Interviewing is sometimes done in a poorly thought out and badly structured manner that gives the organisation a bad image. To avoid this situation only requires the observation of a few simple rules: 1. Plan the interview properly. 2. Decide if there is a need for any tests for the applicant. 3. As a rule, the ‘talking split’ in the job interview should be around 20% for the interviewer and 80% for the interviewee. 4. The interview should always begin with friendly questions to put the candidate at ease. 5. Finally, there should be a question asking the candidates if they have any questions. > Offer and rejection letters: These are the crucial moments in the life of a job applicant. His fate for the particular is decided in these letters. It is very easy for the interviewer to say yes but in order to send a rejection letter they have to be polite and gentle as it should not let down the applicants desire for another job. Usually it is common to wish good luck to a candidate for his future jobs in a rejection letter. > Contract of employment: Terms and conditions of employment which apply generally or to groups of employees need to be defined in the contract of employment as described below: 1. Individual contracts of employment must satisfy the provisions of contracts of employment legislation. They include a statement of capacity in which the person is employed and the name or job title of the individual to whom he or she is responsible. They also include details of pay, allowances, hours, holidays, leave and pension arrangements and refer to relevant company policies, procedures and rules. Increasing use is being made of fixed-term contracts. 2. The basic information that should be included in a written contract of employment varies according to the level of job, but the following checklist sets out the typical headings: * Job title * Duties to be performed * The date when the employment starts * Hours of break including lunch break and overtime and shift arrangements * Holiday arrangements * Sickness leave * Length of notice due to and from employee * Grievance procedure * Disciplinary procedures * Work rules * Arrangements for terminating contract 3.2 As mentioned before Thorpe Park has seasonal staffs and permanent staffs. Therefore, for different staffs different procedures and documents are crucial. Lets have a look at these in detail: 1. Seasonal staffs: Thorpe Park has a seasonal staff of over 1000. Such a large number of seasonal staff is very difficult to select and handle. Therefore, in order to make the right decision in selecting the desired seasonal staff they would need to have a proper and well-prepared advertisement. After the advertisement, they would need to have an application form that is very essential because it helps to have a general/detailed outlook of the applicant. As Thorpe park has a large number of seasonal staff they need to have an interview checklist so that they can grade/rate the candidates on the basis of the same questions asked to everyone and that there is no kind of discrimination made during the interview. After all this a contract of employment is very essential for everyone who is employed as it proves that the person is legally employed and that he/she is aware of their duties etc. 2. Permanent staffs: As stated before Thorpe Park has permanent staff of nearly 350 members strong. Permanent staffs do have more authorities and responsibilities than the seasonal staffs. Therefore, the recruitment manager has to be even more careful in advertising and hiring these staffs. Therefore in the initial part a job description; person specification, prepared advertisement and an application form are very crucial and essential because they help in attracting the required candidate. After this, the interview and the psychometric/ diagnostic tests are essential because they help the recruitment manager to know the candidates more carefully. Finally the staff handbook and the contract of employment are helpful to the selected candidate in knowing something more about his job, benefits etc. 3.3 For seasonal staffs: > The advertisement for seasonal staffs is very good and impressive. It can really work towards attracting applicants. However, apart from stating the pay rate if they could also state the words â€Å"plus extra benefits† that could make the advertisement even more exciting. > The application form could also be improved. For instance, on page 2 the applicant is asked about the previous employment history. In this section is a question on the position of the applicant’s job but there is no question about the duties performed by the applicant in the previous job. > The questions asked in the interview checklist are good and can really make the candidate think before they can answer. However, as the number of applicants is going to be very large there would not be sufficient time to ask all the questions to all candidates. Therefore, it is recommended that there should be less questions but straight to the point. > The contract of employment does not state as to how the payments are going to be made – by cash, by cheque or it is going to be deposited into the respective account. For permanent staffs: > The advertisement for the permanent staff is very good and impressive as well. It can really work towards attracting applicants. Again, apart from stating the pay rate if they could also state the words â€Å"plus extra benefits† that could make the advertisement even more exciting. > On the application, form where it is asked to state the employment history there is very little or rather no place to state the responsibilities that the applicant had carried. This could be very crucial information for the company is selecting the desired candidate. 3.4 Analysis of the documents: > Job role: The job role prepared by the company is fantastic and much organised. They have the desired pre planned in their minds and are just waiting for its arrival. The desired qualification of the person is deeply planned and thought through. > Advertisement: The advertisement is good but not up to the mark. After having a look at the job role a person would expect an even impressive advertisement. Though the desired details are placed in the advert there are still a few things missing that make it more attractive as if the payroll could also include extra benefits and more facilities etc. > Application form: Again it is well organised and planned but the place for the crucial information is not provided for e.g. the employment history does not have any place for responsibilities held etc. Task 4 – Training and Development: Introduction: A general definition of training is: ‘the acquisition of a body of knowledge and skills which can be applied to a particular job’. Traditionally, young people left school and found a job that provided them with sufficient initial training to enable them to continue to do the same job indefinitely. Today there are very few ‘traditional’ apprenticeships and people can no longer assume that any job will be a job for life. Even people who do keep the same job for a long time are required to update their skills regularly, or face redundancy because their old skills are rapidly made useless by the advance of new technology. The significance of this is that training is much more central to peoples lives as an ongoing process rather than just something they do at the start of their careers. > Induction training: Induction is the process of introducing new employees to the organisation and its way of life and culture. A successful job applicant should be provided with induction training of some kind. As might be expected the larger, well-resourced organisations do this more thoroughly than poorly resourced, smaller organisations. Most of the induction programme will include: * A tour of the buildings to show the newcomer all the important areas – the sick room, the canteen, the pay office, toilets etc * An introduction to their new workplace – the specific office or factory areas or shop department – where they will be working * Some background details about the organisation – the easiest and best way to do this is to show them a video. > Mentoring: This a type of training where an experienced senior manager is allocated to a young employee in order to help them to structure their career development within the organisation. The mentor passes on the benefits of their experience, insight and wisdom. They will advice the young employee how to deal with a wide variety of managerial problems but they are not there to help them to improve specific skills. > Coaching: This is rather similar to mentoring but the key difference is that coaching involves helping the young employee to acquire high quality skills in a number of specific management areas. Such skills include communication with staff, budgeting, how to appraise staff and how to carry out disciplinary procedures. > Apprenticeships: The main principles of apprenticeships are: 1. Qualifications are workplace based, reflecting real workplace needs. 2. Workplace requirements are now a far bigger influence on what is taught in further education colleges. 3. The single European market means that these new qualifications will eventually become part of a common system of the Euro-qualifications. Apprenticeships usually include NVQ’s, GNVQ’s, Vocational A levels etc. Usually the company pays for such type of education for its budding employees. > In-house training: This is where the employers run courses inside their own organisation. Courses might be held in an ordinary office room or in a smart training centre owned by the organisation itself. The main benefits of using in-house courses are: 1. They are cheap – there is usually no need to employ outside trainers and lecturers. 2. Course content is tailor made for your organisation. 3. References and examples to highlight points can be related to your own organisation. 4. Everybody knows one another, so there is no time wasted in having to get to know other people. > External training: Sometimes it is necessary to send staff to do courses elsewhere. This may be with another employer, at a specialist-training centre, or at a factory of an equipment supplier. The benefits of using external courses are: 1. They bring together specialist trainers/tutors who would never be available to an ‘in-house’ course chiefly because of the high cost. 2. Course members get together from several organisations, and this enables them to learn more about each other and how their respective organisations operate. 3. Trainers place great value on the benefits of being away from the workplace – the course members are in a comfortable and peaceful environment away from any distractions. Findings: At Thorpe Park, there is a separate training sub-department within the Human Resource department. In fact, they also have a special training manager for this purpose. To begin with, let us have a look at the induction programme which is also known as ‘ice-breaker’. > Thorpe Park has two days of induction programme. The day one covers the introduction to the Tussads group, the park structure – the who’s who and where’s where, the parks health and safety issues, the uniforms and appearance of the staff, explanations of the rules and regulations, the role play situations, fire safety, emergency procedures and other general information about the park. > The day two covers the department specific training. This means that the staffs is taken to their respective departments and are given the general overall outlook of their duties and the department. After the induction, there is the personal development programme. This is not actually a training programme but is a process where the applicants are given an opportunity towards their plans in education and with the company. In this programme, the members of staff complete a PDP form, which will enable them to access their areas for improvement/development and look at ways to move forward. Other methods of training in Thorpe Park like the mentoring help the members of staff towards personal development. Besides these, Thorpe Park also offers apprenticeships like the NVQ’s for the members of staff. Across the park, they have people studying for NVQ’s in business administration, landscaping and engineering. Most of the trainings are provided to the permanent staff only. The external courses are used for legislation and development training only. Thorpe Park is known as investors in people. They have got this recognition not by spending money on the entertainment of people but by spending money on improving the quality of their staff by training them, sending them for apprenticeships and by helping them in their personal development. Training is important for the company to improve the competence of the cast and ensure the delivery of a high quality service. Recommendations: > Training is a very important part for a new candidate. Besides providing training to the permanent staff, if the company provides training to the seasonal staff as well then this may help to make the seasonal staff into permanent staff. Hence, the company will be able to save its money on advertising for the permanent staff. > If training sessions are provided to the seasonal staff, this may motivate them and the effect will show on the profit charts. Task 6 – Performance Management Introduction: Frederick W. Taylor: Frederick W. Taylor wanted to find out how people could work best, who was suited to what and to show them how to work more productively with less effort and danger. After all, he was working in a steel plant. Taylor set out four principles of scientific management. They were as follows: > Development of science to replace thumb methods > Scientific selection and progressive development of workmen > Bringing together of science and scientifically selected workmen through the inspiration of an individual > The dividing off of management away from the workers There are many managers today who would find nothing exceptional about Taylor’s words that also include a reference to leadership, something he sees as beyond scientific management. His results were incredible. Abraham Maslow: Until Abraham Maslow’s work, researches looked for what motivated people. Maslow’s answer is that it depends upon the situation of the individual. He therefore prepared a table of hierarchy. This hierarchy theory can be of help also in understanding cultural issues in motivation. Multi-nationals need to learn that what motivates someone in Bangkok may well be different from what motivates people in San Francisco. Douglas McGregor: According to McGregor, there are two alternative views of the nature of man: Theory X – Used to illustrate what he considered being the â€Å"traditional view of direction and control† 1. The average human being has an inherent dislike of work and will avoid it if he can 2. Because of the human characteristic of dislike of work, most people are coerced, controlled, directed, threatened with punishment to get them to put forth adequate effort towards the achievement of organisational objectives. 3. The average human being prefers to be directed, wishes to avoid responsibility, has relatively little ambition, and wants security above all. He also felt that these assumptions were used in most industrial organisations, but that they were in adequate for the full utilisation of each worker’s potential. McGregor’s other view of the nature of man i.e. Theory Y contains assumptions, which he believes could lead to greater motivation and increased fulfilment of both individual needs and organisational goals. 1. The expenditure of physical and mental effort in work is as natural as play or rest. 2. External control and the threat of punishment are not the only means for bringing about effort toward organisational objectives. 3. Commitment to objectives is a function of the rewards associated with their achievement. 4. The average human being learns under proper conditions, not only to accept but also to seek responsibility. 5. The capacity to exercise a relatively high degree of imagination, ingenuity and creativity in the solution of organisational problems is widely, not narrowly distributed in the population. 6. Under the conditions of modern industrial lie, the intellectual potentialities of the average human being are only partially utilised. Frederick Herzberg: Frederick Herzberg distinguishes between hygiene factors – those that will not increase motivation as such but will certainly decrease it if standards are not right and motivating factors. Hygiene factors include working conditions, salary, job security and company policies. Get these wrong and motivation will decline but add to them over a certain standard and there will be no more effect on motivation. Herzberg says that motivation derives from people having a sense of achievement, recognition, responsibility and opportunities for personal growth. He criticises management for ignoring the motivational factors and trying to motivate through things like money and benefits – expensive and not successful. He is also famous for his acronym â€Å"KITA†, which has been potentially translated as a kick in the pants. He says that KITA does not produce motivation but only movement. Findings: 6.1.1 Performance reviews including appraisals: Thorpe Park carries out regular appraisals with its company staff. The company to usually carries this out so that the management can evaluate as to how effective the staff are in fulfilling the objectives of the company. 6.1.2 Self evaluation: Besides the appraisal system the staff, members also have the opportunity to see and say as to how they think they are progressing and what places they need improvement. They can also recommend the areas where they would need some training or extra guidance. 6.1.3 Peer evaluation: Peer evaluation is not a formal method of performance evaluation but it can really help in the improvement of the staff if their work mates tell them what is required and when. 6.2 The management at Thorpe Park believe that it is very essential to motivate its staff so that they have a high morale and that they completely enjoy the work that they do for the company. They recommend the staff the areas where they think they could improve and send them for training. They do so only for the deserving staff members so that they can make them feel that they are important for the company. This is a very effective way of motivating the staff. Besides these, they have other methods of motivating staff like bonus schemes and other incentive schemes. Throughout the year, the company runs competitions like â€Å"magic moments† and â€Å"magic minds† that help the staff for not only performing good in their work but also motivate them to use their brains to help the company improve and progress ahead. There are grand prises for people who give good ideas to the company to improve their outlook. Besides the financial incentives, the company also has many non financial methods of motivating the staff for e.g. giving the staff member a public acknowledgement, sending them for further education, praising them for the job well done etc. all these do play an important role in motivating the staff. The human resource department does all this because they believe that the staff are the backbone of the business and hence want to use them as an asset to obtain their goals and objectives. 6.3 On taking a closer look at the way the management at Thorpe Park functions it can be stated that they use a little of every motivational theory in trying to motivate their staff. The reason behind this could be that different things motivate different people.

Full Day Kindergarten

Full Day Kindergarten; The First Step in a Long, Successful Way of Life. Vera Kuznetsova Public Speaking CALC On September 2010 more than 600 schools across Ontario opened their doors for a new program full-day kindergarten. This project is supposed to help parents to build a better future for their children. Almost every parent has a daydream in which she or he wants to see his or her child’s success. The project of full-day kindergarten can drive this dream to a reality.This program has been approved in the USA and given a significant result; this program became very popular, according to Viadero` and Debra (2005), because it is affordable for families with low income. Today parents in Ontario are given a hope to see children more confident and succeed in their life. On the other hand, this low has the negative aspects; due this program a lot of teachers and day care’s staff have lost their jobs and the schools funds have been reduced. The provincial government invest ed for this program about $13, 500000 taxpayer’s dollars.The impact of full-day kindergarten project gives the new possibilities for children to increase level of knowledge, social participation and quality of life, but it takes away the school’s financial support to build up the successful educational process as a whole. And I have a question: â€Å"Is this investment worth in today’s economical situation or not? † Majority of children, who attend a full-day kindergarten, indicate a huge progress by showing great grades especially in the reading and mathematics skills. The researchers found that â€Å"children in such settings enjoy an academic edge over those in half-day programs† (Viadero & Debra, 2005).They can easily reach the high level by using extra time. †Many educators and parents of young children believe: Children learn more in full-day kindergarten programs than they do in half-day program. †(Viadero & Debra, 2005). These c hildren stay longer in school compared to the children, who attend half-day kindergarten, so they have extra time to practice and polish learning materials. Second, starting to study from young age has a great advantage, because at this age children have a tremendous ability to observe and absorb new information. â€Å"A seamless day of uninterrupted school gives children the time to explore, discover how hings work for themselves and engage with other children. † (Song, 2010, p. U1). Combining ability observing and absorbing new information with having extra time, when the children can polish learning material they usually get good marks for their assessments and tests. Those children, according to Viodera and Debra (2005) â€Å"on average, the learning gains that pupils make in full-day programs translate to about a month of additional schooling over the course of a school year†. Having enough time is increasing chances to get better marks and keep up with studying a nd improving their goals.The children, who are enrolled in full day kindergarten, have very good social skills. First of all, they have to be in the big group of children from very young age. Children have to learn how make friends, build relationships, and keep them. Those children also learn how to solve big and small issues and problems; they learn how to make concessions and compromises. â€Å"Children love to learn and thrive in an atmosphere where the only concern of the adult in their day is that they are successful and feel good about themselves†. (McClean,2010).They have an opportunity learning from adult; parents and educators can collaborate and teach the children how to communicate with each other and how to manage and come up with the same decision, which was chosen by a group of children. Having some knowledge about how to communicate, solve the problems is one of the characteristic of leader. Those children can build their leadership skills, because they spend a lot of time together; so they are becoming well-know very quickly. Song(2010) in his publication said that children at the age 4 or 5 are already prepared to enjoy the company with partners and mates.When children feel more confident and successful they are more active in social life of community. Participation in social life can be a step on the long way to success. Full-day kindergarten gives for children an opportunity to build a new life style, because parents can earn and save a lot of money. † Proponents say the day-long school program will let more parents upgrade job skills or work outside the home, while saving others the hassle of living work in the middle of the day to shuttle kids from school to childcare†( Pearson,2010).Parents will be able to have a better well-paid job, so they will make more money. They also will save a lot of money because they do not have to pay for childcare or babysitter. They can channel this money to different needs such as school supply material or enroll kids to different after school program and activities. Cost of post-secondary education grows up every year; putting extra-money in an educational fund will be paid a price in the near future. Children will have a chance to get diploma without debt or the debt will be paid off very quickly.Parents can make living their children more comfortable and relax. They can use savings on vacation and different activities. Having enough money avoids many problems; so fewer problems equal less stress. Money can change children’s life style. Supporters of half-day kindergarten asset that starting school life in very young age could be profitless, because when children stay longer day in school they can get bored and they cannot get their education without debt and they also could be egoistic. However, it is not true. According to Song (2010), children are able to study from young age.Using different methods helps make learning more effective and interesting. Le arning cannot be boring; how can some new thing be boring. Staying longer in big group of children provokes to communicate; ability to communicate built outgoing person. Even though cost of post-secondary education is not small amount of money it can less for children, who can have a scholarship because they will have great grades and they can also use money from different educational funds where parents had put money when children were little. All those factors give only positive points of view let’s take a look for the negative spots as well.There are not secrets that so many employees lost their jobs; how we can be positive about the future those teachers, what they have to do and how they have to live and support their families when there is a shortage of job positions availability. How they have to survive in this economical state. There is not doubt that putting the enormous amount of money for the program which might or might not be successful for Ontario was very risk y and unsafe. It might be more appropriate in the different time when government has enough assets to start this program; not today.There another fact such as long-term supports schools; due this law schools funds have been cut down. Schools do not provide any more school supplies such as graph paper and any other material that are needed during the educational process. There are not available after school activities any more; no more sport activities. As well full day kindergarten require more physical space; the little children have to have the space; space to play, space to sleep, so in many cases schools have to build the additional portables; and his is additional capital that will be pulled out from ours pockets. Building a new life style, communicational skills, and successful academicals grades could be one of the results of full-day kindergarten and financial deficit might be another a new educational program in Ontario. This project could be feasible; so future of our chil dren could be better and without worry. † Children who attend full-day kindergarten tend to be less advantaged, socially, economically and academically, than their peers in half-day programs† (Viadero & Debra, 2005, p. 1-16. ).Even though this project took start very quickly with poor support; it will be huge revolution in Ontario’s educational system in the next 4 or 5 years from today, according to Rushowy (2010). Sam Hammond says: â€Å"This is huge thing for Ontario. We are pleased that the government put this forward even a time of economical concern† (as cited Rushowy, 2010). This provincial regulation puts a lot of faith in children, their innate interest in learning and in their intelligence. Having a proper and solid fundament is the first step on the long, successful way of life.All those factors give only positive points let’s take a look for the negative spots as well. There are not secrets that so many employees lost their jobs; how we c an be positive about the future those teachers, what they have to do and how they have to live and support their families when there is a shortage of job positions availability. How they have to survive in this economical state. There is not doubt that putting the enormous amount of money for the program which might not be successful for Ontario it is very risky REFERENCES Song, V. , (2010). Toronto Star, Ont. : Sep 2, 2010. (pU. 1).Experts Say JK Kids Will Thrive: Retrieved September 20, 2010, from http://proquest. umi. com/pqdweb? did=212764451&Fmt=3&clientId=20373&RQT=30 Rushnowy, K. , (2010). Toronto Star, Ont. : Sep 7, 2010. ( p. GT. 1). Rest Time Will Be on Need-To-Nap Basis: As New Program Rolls out in 600 Schools†¦. Retrieved September 20, 2010, from http://proquest. umi. com/pqdweb? did=2131752211&Fmt=3&clientId=20373&RQT=309 Pearson, M. , (2010). The Ottawa Citizen. Ottawa, Ont. : Sep. 7, 2010. (p. A. 1). Big Day for Our Littlest Students; Retrieved September 20, 2010 , from http://proquest. umi. om/pqdweb? did=2134488341&Fmt=3&clientId=20373&RQT=309 Viadero. , Debra. , (2005) Education Week; 10/19/2005, Vol. 25 Issue 8, p1-16, 2p. Full-Day Kindergarten Produces More Learning Gains, Study Says†¦. Retrieved September 08, 2010, from http://search. ebcohost. com/login. aspx? direct=true&db=aph&AN=18703444&site=ehost-live&scope=site McClean, S. , (2010) The Globe and Mail. Toronto, Ont. : Sep 10, 2010. P. A. 12. What Kindergarten Gives Kids. Retrieved September 20, 2010, from http://proquest. umi. com/pqdweb? did=2134583131&Fmt=3&clientId=20373&RQT=30

Animal Characteristics Used in A Doll’s House

Animal Characteristics Used in A Dolls House An Analysis of the Significance of Animal Characteristics Used in A Doll’s House Reflective Statement Discussion of A Doll’s House in class reach me deeply and implored new perspectives on traditional gender roles in different cultures such as Europe in the late 1800s. I relate to Henrik Ibsen’s humanist work as opposed to A Doll’s House being completely feminist. To say A Doll’s House is a feminist work would be redundant. Feminism is the fight for the equality of the sexes and Ibsen’s A Doll’s House explores this very theme. Being human is not confined to just being male or female but having characteristics that define an individual. Christine’s character is a prime example of escapism in the play and the other works we’ve studied have generally the same motif. In each culture, In this paper, an analysis will be done on Ibsen’s use of animal characteristics. Throughout the play, the characters Torval d and Nora call to each other and themselves various animals like â€Å"Lark† and â€Å"Squirrel†. On occasion, Ibsen’s A Doll’s House has been referred to as a feminist work and although themes of feminism are present, the overall effect Ibsen makes is a humanist perspective of the characters lives. The significance of animal characteristics shows a development in Nora’s character and introduces the type of man Torvald is. Ibsen also uses animal characteristics to reveal the deeper relationship between Nora and Torvald. Verbal irony is conveyed through the use of animal characteristics. The play opens with Nora coming upon the stage laden with Christmas gifts for the children, a horse and sword, trumpets and dolls and cradles. Although the items are tiny things, inexpensive and useless it conveys how much love Nora has. She carries also a little bag of macaroons that she hides when Torvald questions her about. The initial thought of Nora is she sp ends exuberant amounts of money and is rightfully called a spendthrift by Torvald. Nora’s character can be interpreted as charming and dishonest, always flitting, never resting, light-hearted, inconsequent airhead. The entrance of Christine’s character reveals Nora’s dark secret and her character no longer seems transparent. † Free. To be free, absolutely free. To spend time playing with the children. To have a clean, beautiful house, the way Torvald likes it.† Nora tells Christine that she will be â€Å"free† after she has paid off her debt to Krogstad. her anticipated freedom symbolizes her need to be independent of Torvald. Within that, Nora highlights the factors that constrain her. Although she claims that freedom will give her time to be a mother and a traditional wife that maintains a beautiful home as her husband likes it, she leaves her children and Torvald at the end of the play. One main theme of the play is that true freedom cannot be found in a traditional domestic lifestyle. Nora’s character develops intricately and her understanding of the word â€Å"free† is changes clearly. Nora becomes aware of the fact that she must change her life to find true freedom, and Nora recognizes that freedom includes independence from societal constraints and her ability to examine in depth her own personality, goals, and beliefs.The characteristics of a lark signify that Torvald believes that Nora is small compared to the his perspective. † That is like a woman!†¦you know what I think about that. No debt, no borrowing.† (Ibsen p. 2) To explore the relationship between Nora and all the other characters one must see that not only did Torvald treat women like children, he also treats lesser men in the workplace as expendable and replaceable. â€Å"But instead of Krogstad, you could dismiss some other clerk.†. He exerts his dominance over others, running over the thoughts and feelings of su rrounding humans. It’s a sweet little bird, but it gets through a terrible amount of money. You wouldn’t believe how much it costs a man when he’s got a little song-bird like you!† Nora express the conclusion she draws from the deep reality of their marriage her view of Torvald’s character at the end of Act Three. â€Å"I have existed merely to perform tricks for you, Torvald. But you wanted it like that. You and father have committed a great sin against me. It is your fault that I have made nothing of my life. Our home has been nothing but a playroom. I have been your doll-wife, just as at home I was papa’s doll-child; and here the children have been my dolls. I thought it great fun when you played with me, just as they thought it great fun when I played with them. That is what our marriage has been, Torvald.† She realizes her life has been a performance and she has acted the part of the happy, child-like wife for Torvald and for her father. Nora sees that her father and Torvald pressured her to behave a certain way and recognizes it to be â€Å"great wrong† that stifled her development as an adult and as a human being. She has made â€Å"nothing† of her life because she has existed only to please men. Following this realization, Nora leaves Torvald in order to make something of her life and becomes independent of other people. Nora has an underlining care for her husband because she reacts abruptly when Nils tries to blackmail her. She understands how important appearance is for Helmer but she resents the way he’s been treating her. â€Å"How painful and humiliating it would be for Torvald to know that he owed me anything! It would upset our mutual relations altogether.† (Ibsen p.9) â€Å"You don’t talk or think like the man I could bind myself to. When your first panic was over — not about what threatened me, but about what might happen to you — and when there was no more danger, then, as far as you were concerned, it was just as if nothing had happened at all. I was simply your little songbird, your doll, and from now on you would handle it more gently than ever because it was so delicate and fragile. At that moment, Torvald, I realized that for eight years I’d been living her with a strange man and that I’d borne him three children. Oh, I can’t bear to think of it — I could tear myself to little pieces!† Bibliography A Doll’s House Ibsen, Henrik. Global Classics, 1879.

Homework Assignment Example | Topics and Well Written Essays - 250 words - 5

Homework - Assignment Example The professor is still new to the U.S environment and serves as the advisor to the lesbian and gay bisexual transgender movement in campuses (Loffreda, 231). Worth noting is that she is an outsider and an insider in these events. She is quite observant and contacts an interview to the police officers, students, politicians, townspeople and activists among other people. She does this with the aim of making untying the knot of forces that is tied to the fate of the young man more visible. Furthermore, the author explores how the sexual politics unfolds in a sparsely and remote area in America. During this time the sexual politics was very common in the American culture war. She captures the daily life occurrences since 1998 in Laramie (Loffreda, 238). She does this in a more brilliant manner which occurred in Wyoming. This was a community that lived in a rural, conservative, poor and a breathtaking beautiful state which did not have a bookstore or a gay. She also focuses on several characters which include gays, homicide investigators, gay activists, the unreflective journalists in the media houses, and the appearance of Mary, Paul, and Peter. In addition, Loffreda goes through a series of events (226). She starts with the protests of the townspeople and the students against the gays. They rise above the famous anti-gay theatrics of the defrocked Fred Phelp towards the spontaneous support to matt during the homecoming parade in the university. In addition, the bias by the town council on legislation to trace evidence by the investigators is also analyzed. The book does not just look into this but also focuses on other events. She recounts on the death of matt and most surprising stories which were left out in the media

The Debate on Capital Punishment in Canada Essay

The Debate on Capital Punishment in Canada - Essay Example e history of capital punishment in Canada dates back to 1749 when Peter Cartcel was hanged to death after he was convicted of the murder of one person and injuring two other people (Matthiassen, MÃ ¶ller and Forsman, 2003.). That act became the beginning of capital punishment in Canada and has remained in the law books of the country since then. But looking at the fact that the life of a person is the most expensive treasure that any one can possess, I oppose the capital punishment, which prescribes that those who take life must have their lives taken. From a legal perspective, am against capital punishment in Canada because people can be accused wrongly of the murder of other people and once death penalty is prescribed for such people, it will not be possible to restore their lives after they are latter found to be innocent. There remain several accounts in the legal system of Canada whereby people who have been convicted of murder cases have appealed their cases and own (SacKinnon, 1999). This means that any hasty decisions and actions that were taken to prescribe the capital punishment for these people would have deprived these people forever and there would have been no means of reversing their judgment. Meanwhile, the laws of the land demand that all people who are accused of cases have the right to appeal in higher courts of hearing (Mathiassen and Ahsberg, 2009,). Essentially, any person who is given the capital punishment and eventually executed will be denied that precious right to appeal. What is more, the laws are very silent on the number of years within which a person may appeal his or her judgment. Therefore, if people who are accused of murder are speared their lives, they will be in a better position to benefit from the law of appeal in many years to come so that they can have criminal charges leveled against them reversed. On humanitarian grounds, there can virtually be no argument that supports the killing of human life as the human life is very

The Role of Washington Coursework Example | Topics and Well Written Essays - 250 words

The Role of Washington - Coursework Example State sovereignty is usually under threat from the federal’s influential role in stirring state policies and initiatives (Cropf, 2008). In essence, the federal government is legally obliged to provide general funding to all states. However, the federal government bargains for excess power by attaching funding with regulations. Quite often, failure of compliance with federal regulations jeopardizes a state’s possibility of receiving full share of the general funding from the national government. Eventually, state governments are beholden to Washington, leaving state officials with limited resistance in policy formulation and implementation. Personally, I believe that the federal government has taken the lead in steering state politics towards national fronts. Despite the dominance of state sovereignty in formulation and adoption of state policies, it is acknowledgeable that federal supremacy often lurks behind any important initiative passed by each US state. For example in October 2013, California was under threat from the federal government concerning education policies in the state. California state officials exercised their sovereignty by implementing tailor-made testing in schools. However, the testing proposed by California officials failed to comply with federal rules on education (Elysse, 2013). Consequently, federal officials threatened to withhold $15 million in education funds from California, unless the non-compliant policies were tuned to the rhythm of the federal government. Consequently, California caved in under the immense pressure of federal influence in the state’s education policies. In this regard, I think the federal government champions development and implementation of policies at both the state and national

Mild Mental Retardation Related focused on pediatric population and Research Paper

Mild Mental Retardation Related focused on pediatric population and communication disorders - Research Paper Example To establish a diagnosis of mental retardation, the intelligence has to be atleast 2 standard deviations less than the mean intelligent quotient. Mental retardation can be categorized into mild, moderate, severe and profound based on the intelligent quotient and of these, mild mental retardation (MMR) accounts for more than 85 percent of the cases. The intelligent quotient is between 50-55 to 70 and the standard deviation below mean is 2-3. According to Reschly (2009), "MMR was the official designation of a level of MR that involved current intellectual functioning performance between 2 and 3 standard deviations below the population mean and significant limitations in some, but not all, facets of everyday adaptive functioning." The DSM (2005) criteria for mental retardation includes "significantly sub-average intellectual functioning- an IQ of approximately 70 or below, trouble with functioning in multiple areas of life and onset before age 18." Since those with MMR do not have much biological or physical involvement, there is no biological stigmata associated with the diagnosis (Nadelson, 2001). On the other hand, in those with levels of mental retardation beyond MMR, the diagnosis is often made in preschool years and the setting of identification is usually a health care system (Reschly, 2009). The comprehensiveness of the individual is poor and affects performance of the individuals in all social setting and also functional roles. Biological stigmata is always present with the diagnosis (Reschly, 2009). Diagnosis of MMR is often complex and also controversial because of lack of unequivocal symptoms and signs (Hegde and Pomaville, 2008). The diagnosis of MMR was recognized formally about a century ago and has been described in the earlier versions of American Association on Mental Retardation Disabilities (Reschly, 2009). When compared to other levels of mental retardation, MMR is usually not diagnosed until the child attains school age and the diagnosis usua lly occurs subsequent to referral from the class teacher of the child for suboptimal academic performance. Individuals with MMR typically do not exhibit any physical characteristics, neither do they have much impairment of comprehension (Reschly, 2009). When compared to other levels of mental retardation, MMR is usually not diagnosed until the child attains school age and the diagnosis usually occurs subsequent to referral from the class teacher of the child for suboptimal academic performance. Individuals with MMR typically do not exhibit any physical characteristics, neither do they have much impairment of comprehension (Reschly, 2009). Recent formulations for grading the severity of mental retardation are based on the levels of support needed rather than intelligent quotient. This is because; support levels are anyway related conceptually to impairment levels. Four levels of support are described in this regard and they are analogous to the four levels of impairment used earlier (Reschley, 2009). In this essay, communication problems, their evaluation tools, and treatment will be discussed with reference to MMR. Since there are several causes of MMR and it is beyond the purview of this essay to discuss them, one cause of MMR, the William syndrome will be discussed. Speech and language characteristics of the disorder The permanence in MMR is variable and its identification is unlike during preschool age period and adulthood.

Examine the three theoretical models of opportunity recognition Essay

Examine the three theoretical models of opportunity recognition - Essay Example In our second section, we de-construct the factors that impact opportunity recognition. Here, we explain the various ways in which cognition impacts opportunity recognition. In our third section, we study the influence of human and social capital on the opportunity recognition process. In our fourth and last section, we summarize the arguments and provide concluding remarks. I. Opportunity Recognition: theoretical constructs The capacity to identify and spot a successful business opportunity is the hallmark of a preliminary stage in any new entrepreneurial venture creation (Ardichvili, Cardozo & Ray 2003). Once an opportunity is recognized, the individual then proceeds to analyze it through different angles. What distinguishes an individual’s capability to identify the right opportunity? This forms the basis of the discussion for our paper. When we extend the unit of analysis from an individual to a firm, then we can also infer that opportunity recognition follows from a caref ul, analytical process (Denrell, Fang & Winter 2003). Possibly, we could conclude that an individual may not possess all the resources that are at the disposal of a firm, yet an individual develops his or her own methods to evaluate a business opportunity. ... These form the broad backbone of the opportunity recognition process. Shane (2003 p.60) also lists out three factors that influence the possibility of gaining information access: 1) prior life and work experience, 2) the social network structure and 3) information search. Previous experiences in a particular field helps people gain awareness and confidence about the domain. Sometimes, this translates into a deeper capacity for identifying unexplored business possibilities within the chosen business realm (Bishop 2011). Again, if the individuals belong to a family that has predominantly focused on their own businesses, this could influence them to spot business opportunities more easily. In essence, family occupation could influence individuals’ attitude and thought processes about business. Certain functional domains could also guide individuals towards entrepreneurial domains. For examples, people with more exposure to sales and marketing tend to have a good grasp of the mark et. They understand consumer behavior to some extent and can appreciate the process flow of business. This could be one factor that gives them an entrepreneurial spirit. Membership of a network also assists in the opportunity recognition process. Ozgen & Baron (2007) suggest that individuals may gain information about new business ventures from their mentors, business networks and professional associations. For individuals who have been entrepreneurs before, this would help them identify new business ideas more easily (Ucbasaran, Westhead & Wright 2009). Networks could be formal ones such as that of colleagues sharing the same work function at the employer’s premises. Another possibility is a group that meets informally after

Moral and Ethical Principles in Public Policy Essay

Moral and Ethical Principles in Public Policy - Essay Example Public policy is what our individual representatives in Parliament choose to do, or not to do, about public problems that can have nationwide consequences. There are also public policy advocates that help bring public problems to the attention of Government on behalf of their clients and help Government made sound decisions or try to influence legislation in the favor of their client’s interests. Thus the actors or participants in public policy matters are primarily the Government functionaries, lobbyists and social pressure groups and other autonomous and semi-autonomous agencies. This paper will discuss the importance of public policy, actors in the policy macro-environment and their contributions, influences and value in shaping of public policy for a nation. The Importance of Public Policy A policy is a stated way of getting things done. It gives the procedures to effect a certain task in a given environment. It states rules and regulations under which business is to be co nducted or a course of action is to be pursued. Policies are guides to action. It may also happen that when a certain course of action has been adopted and is followed consistently by a number of people or groups with no adverse consequences noted for quite a while, that in time becomes public policy regarding that matter. Public policy is said to define a way of life for society, in terms of acceptable behavior and rules and norms that become codes of conduct in that particular culture. It reflects what society regards as important to uphold and preserve in its actions and codes of conduct in dealing with others as well as each other. Actors in the Public Policy Macro-Environment Politics, like diplomacy, is the art of the possible. It is the authority and power to do what is right, to follow the will of the mass of the people, in choosing our actions and their legislation. We are what we do, and the same is true of society, as its moral principles are enshrined in its code of cond uct and rules of law. Public policies reflect society’s most important matters and choices. There may also be a conflict of values, in which case a majority vote determines what is to be done or what receives priority over others. Actors in the public policy environment are the policy advocates, representatives at different levels of Government and in committees, commentators, lobbyists and others. At the highest level, it includes the President, the Governors of various States and members of the Legislature. At lower levels, it may involve school boards, the Mayor or the City Council. Of course, the type and number of actors involved in a particular public policy decision depend on its importance and reach- the number of people it is supposed to affect (Howlett, 1991). Do All the Actors Play Out the Roles They are Given Effectively? There has been considerable debate over whether the present procedures for enactment and consideration of public policy initiatives are sufficie nt to meet the purpose for which they were designed. Many a time it has been felt that we are proceeding at a snail’s pace when an important decision needs to be made.

Investigation of cultural influences and impact on CSR Dissertation

Investigation of cultural influences and impact on CSR - Dissertation Example If it appears the target is not to be attained, then the procedure is reviewed and revised midway to avoid further waste of resources. Results are important at Toyota. INT 2: Oh, yes so you’ve read that article about â€Å"Americanness†? Well, I would not put it exactly that way, that’s too black and white. But in more general terms, yes, Toyota wants to be perceived as a global company, a company that is a citizen of the world, so to speak. Whenever academicians talk of Japanese corporate culture, however, they typically cite Toyota. True, we embody a lot of the management philosophies that are associated with â€Å"Japanese† management, like just-in-time, etc., but I would prefer to think that we have a culture of constant quality improvement depending on the purpose of the business, not merely because the company is originally Japanese. (2) A survey and selection of social issues, among many, that the company may effectively address Which issues are rel evant to your host country? Of those that are relevant, kindly describe the context or particulars in which they are considered relevant. What other issues other than those mentioned would you think are relevant? Has your company chosen to address these issues through the CSR program? If not, why? If yes, why have these issues been chosen and others have not? INT 1: Toyota is undergoing a bit [actually a lot] of controversy because of the millions of cars it has had to recall in the past years. So there is the issue of consumer safety right there. The company used to be known for precise safety engineering and not sacrificing on quality or safety for the sake of profit, but the way it appears now we are giving the impression that we are remiss. It is management’s task to bring the point home strongly that we are not neglectful, our mass production system and uniformity of component design across several vehicles just worked against us publicity wise. INT 2: I see my colleague talked to you about the recalls. Other than this, however, is the issue of Toyota being supposedly against more aggressive greenhouse emission reductions. There was some publicity about the company supposedly lobbying to extend the deadline for compliance. I would say that this is not true to the best of my knowledge. Toyota is always at the forefront of green technology, and of transparency in corporate governance as well. The company should have done better, however, in terms of publicity damage control. I think the public liaison had delayed in its response. It should not have reached the point where our company president should have been summoned [at the Congressional hearing]. If the publicity had been addressed sooner, he should have been spared having to explain personally. While there is nothing wrong in a company president speaking for his company, the face-off between the American government on one hand, and a Japanese leader on the other hand, could rub the wrong way for people who remember the war and Japan’s emperor being made to sign the articles of surrender – you know. (3) Mapping out a course of action and devising a program plan to address the selected issues Given the issues your company has selected, what program plans were arrived at to address them? How are these programs planned out? INT 1: I think you will find more of this in the company annual report. The programs are given

Pop Music Has It Gone Too Far Essay Example for Free

Pop Music Has It Gone Too Far Essay Has Pop music gone too far some might say yes some might say no but to some extent everyone would agree but how can you judge this by standard of the generation and how the artist changed it as well as how you would think the next generation would react. hen we began the course it started with rock and rollers wearing suits and dancing with a 1-2 step then coming to 2013 which Ithink the second teen idol era such as Justin Bieber or Katy Perry or even worse the Kardashians but even now compare them to the likes of Fabian teen idols of the late 50s-60s who are taking the rolls of Elvis and such should be noted than filming of Elvis from the waist down was prohibited at a time then to half naked women for the sake of getting a gold record and a couple of bucks but then there was jim morrison waving around his penis on stage but it can be said he was under influence of several things. But all in all I Say that yes it has gotten too far . Pop music can be said to be always changing because the change from RB to hip hop did not happen without a huge change like rock and roll and san francisco but when you say something is extreme the next generation will take it as the norm say when 80s rock and roll started making sex related music videos which was considered ridiculous today its everywhere my cousin who was listening to songs like stronger or E. however her mom had no problem . One of the biggest thing I Seen arise is that it injected itself into our culture just like a virus from well dressed clean cut to leather pants and jackets and crazy cuts but it began with the beatles who simply got long hair. Or when KIss stated wearing leather and make up the youth followed proving that it was no longer anti-culture it was culture and changing america for better or worse. Another thing that crossed my mind is that good is bad and bad is good when the rolling stones crossed this path they set a whole world of problems but how far can you go for record sales once it was love, peace and tolerance then it turned to sex drugs and rock and roll while the singers who were in tune were dismissed while screamers were considered the best. But some may not think this is a big deal, it is pop music but I Would think death would change one’s mind. Jimi Hendrix one of the best guitarists died due to â€Å"misadventure† aka he overdosed as well as jim morrison taking their own lives the best of the san francisco style dead, pop music took these â€Å"tortured† souls but it can be said that they had it coming to them how about the fans, ordinary people for example say Altamont Free Concert what could go wrong Free concert with world famous acts what could go wrong. Drugs and alcohol can. The rolling stones here tried to skip the police and decided that they can do whatever they wanted , they were a pop artist group of course, so they decided to hire the hells Angels and with the drugs and fight music a brawl broke out between a fan and to members which ended with the death of Meredith Hunter who was stabbed to death by the security personnel and it was caught on tape. Or when the prince of darkness decided to write a song about suicide (suicide solution) a teenaged John McCollum decided to kill himself . he lyrics went†Where to hide, suicide is the only way out Dont you know what its really about Wine is fine but whiskeys quicker Suicide is slow with liquor Take a bottle, drown your sorrows Then it floods away tomorrows† this song at the least suggests suicide if not promoting it . Being bad may bring in platinum records and #1 hits but when people start dying bad is not good any more it’s bad. Rock and roll was once full of well dressed mannered people the Beatles be a good example and early on their lyrics meant well elvis sang about love and moondogs then Jimi hendrixs start humping his guitar on fire then the who started breaking equipment , The rolling stones started shooting heroin on stage, ozzy osbourne bit the heads off a bat and Jim morrison exposed himself and I doubt all they sung about was love me do and twist and shout the lyrics esuculated from â€Å"in benefit of mr. ite† to Prince saying incest is ok or when twisted sister said to shoot them down with a _______ gun then Venom advising â€Å"Welcome to my sacrifice Plunge the dagger in her breast† then ice-t saying to kill police or when blackie lawless is acting out sex with a saw . The lyrics are what sells albums Eminem and 2pac both are one of the most successful rap artists ever and yet there lyrics call for killing cops homophobia and songs against women. In a song Eminem or marshall mathers once said that there would be the same amounts of drug addicts and murders without me something I Doubt. The more famous the artist the more influence they have charles manson said that the Beatles were prophets . Going back in time there was a time when music was a time where music was an extra part of life which was recreational and now we hang on every last word of our favorite artist say swag which was reintroduced by T.  I jay-y as well as justin bieber and it is still around and dont forget YOLO which was created by drake but it seems though as it is dying out but hats, shirts and bracelets were made and this is where it begins to push the limits when people live their live based upon these word which in a way is no different than Charles Manson. Or when Wiz Khalifa is so open about his weed addiction and so many of my former friends started because of him or even earlier when Dr. dre started and when people take pills because eminem did it or acid because the beatles were cool. hen people say pop music artist does this it becomes a religion like following like how a good christian would follow the teachings of jesus they are following the ideals of pop stars and became the center of everything as John Lennon once said†Were more popular than Jesus now† or when Kendrick Lamar Says†Depending on what you expecting, Im sure its bigger than your religion†After this course I’m wondering where is the responsibility of these Musicians who control the public when are they saying not to listen to them but they want to be heard so if you do go to F.  Y. E and pick up a Marshall mathers lp the responsibility is given to the parents as there is a little text box saying parental advisory for us to have to w orry about those things itself proves that Pop music has gone too far as you wouldnt let your child listen to Eminem or Ozzy And you would not let your parents hear you listening to them I think thats the limit when it starts to on Prentice Hall, 2006.

Hollyoaks and targeted Essay Example for Free

Hollyoaks and targeted Essay My soap opera is going to be on channel 4 because my soap is going to be similar to Hollyoaks and targeted at a younger audience. Itll be aimed at younger people because my cast is mostly young adults or late teens, but their will also be older characters to play the motherly/fatherly figures. My soap opera is going to be on at 20:30 so it doesnt clash with any big soaps like Coronation Street, Eastenders, Emmerdale or Hollyoaks. I also chose channel 4 because when my soap finishes at 21:00 Big Brother starts and this is one of the most popular programmes of all time so this may make people watch my soap preparing for Big Brother and may attract more viewers. Characters. Sam Cole-22- Captain of Newcastle A. F. C very popular and rich. Has a girlfriend called Chantelle who is mainly after his money and fame. He is also under stress most of the time because of some photos of him breaking the law. Chantelle Young-20- Sams girlfriend who is a model and is usually away on business, she is also secretly having a affair with Sams best friend Sol Patton. Sol Patton-28- Quiet character, is having an affair with Chantelle, and for his career at Newcastle A. F. C has been a victim of racism. Frank Mullen-65- Manager of Newcastle A. F. C, is very precise about how he likes things and because he is so rich and famous he always gets what he wants. Hates the paparazzi because they portray people as other things. Kieran Patrick-17- Youngest footballer at Newcastle A. F. C is the football wonder boy, his nickname is paddy and he and his mother are very close. Trisha Patrick-48- Kierans mother, she has also just been diagnosed with cancer and is scared because her husband died due to cancer. Terry Ord-32- Coach of Newcastle A. F. C is very strict with the players and in the past hit some of them. Nikki Davies-21- Little model who wants to be a footballers wife, goes to all the VIP parties to try and get a rich and famous boyfriend. Beverly Patton-70- Sols grandma, she knows everything about Sol and the racism she trys and helps him through life being the motherly figure. Stephen Thompson-25- Sam Coles x-best friend, used Sam for who he was to get money. Villain of the soap. Lea Mac-43- Cleaner at Newcastle A. F. C also the villain of the soap as she is sneaky and steals from the football club. David Ellison- Newcastle A. F. C secretary, rich powerful man. Settings My soap is based around Tyne and Wear and Northumberland. Newcastle A. F. C football ground-home to all the players for when they arent at home. Linden Hall- Big posh housing estate where most of the players and manager lives. Quayside- All the footballers and footballers wives meet up here to drink and have meals. Very up to date venue and very expensive. Metro Centre- A big shopping centre where all the players and players wives shop, special car park and restaurant so the news reporters or paparazzi dont see them. Morpeth- Quiet little town where players meet up so nobody can find them and they are not being followed by the paparazzi and the crazy fans. The slug lettuce- A posh restaurant in the Quayside where all VIP parties are held and also where players eat and drink. Storylines. Sol Patton starts receiving racist postcards through the door and is worried because he doesnt know who is sending them. He has suffered from racism all his time at Newcastle but nothing has come through his door and the reason he is worried is because they know where he lives. He tells his grandma Beverly and she tells him to go straight to the police but he doesnt want the tabloids knowing what is going on. Sol is also having an affair with Chantelle and when he tells her what he has been receiving she doesnt seem to bothered, and Sol is guessing if maybe it his her because she knows where he lives. Sol pays someone to trick Chantelle but instead of tricking her they go straight to the papers and everyone is guessing who is sending them. Sol confronts Chantelle and she says it is not her, but when one of the postcards has finger prints on he takes it to the police and they find out that it was Terry Ord the coach. The reason he was sending them was to make Sol play better so the racism would disappear. Terry gets a i 15,000 fine for internal harm and is thrown out of Newcastle A. F. C Sam and Stephen are out drinking in Morpeth in a quite pub. Sam is talking about how he misses Chantelle because she has been at work for a while and hasnt been home, Stephen suggests he takes some heroin to loosen himself up, Sam isnt to found of the idea but Stephen persuades him. They both go to the toilet and while Sam is sniffing his first ever line Stephen grabs his phone and starts taking pictures. At first Sam isnt to bothered because the drugs were getting to him but as they leave the pub later that night Sam asked him to delete them Stephen says no and says if Sam doesnt give him what he wants then he will give them to the press. Sam is scared and goes home waiting for Stephen to ring him. When Stephen rings him he says he wants i 12,000 for the phone Sam agrees and meets up with him. They exchange the money for the phone but when Stephen left his car crashed with something faulty on the car. Sam is the only suspect and gets all over the newspaper. But the case is dropped when there was a breakthrough with the case ands someone stepped forward saying they purposefully fiddled with the brakes. Trisha Patrick is diagnosed with breast cancer but it is too late to cure it and the doctors say she only has a year at the most to live. She wanted to hide it from Kieran but in an argument over him moving in with a team mate she says she wants to spend as much time as possible with him because she only has a year to live with cancer. Kieran is upset and says he is going to give up football so he can spend the rest of his mothers life with her. Trisha says she doesnt want him to miss out on his football but he says he is spending all his time with his mam no matter what anyone says. His mam finally gives up her fight and says she wants to move away, Kieran agrees and they end up leaving for America. Kieran left in that way so he can return in the future. Chantelle is sick of Sam whinging about Stephens death so she goes to the Slug Lettuce. There she met Sol who she told what was the matter and he told her about his past. As they were talking they were drinking quite heavily and one thing led to another. Sol asked her if she wanted to go back to his house for a drink she agreed but they ended up having sexual intercourse Sol regrets it but Chantelle thinks its more of a chance for fame and money. Sol begs her not to tell anyone or his career will be over Chantelle agrees but says they must keep seeing each other. Sol agrees because he wants no one knowing about them. Later in their affair there is a hitch when manager Frank sees them kissing. He confronts Sol and Sol says theres nothing going on so he goes and sees Chantelle she says that he is threatening her. Frank tries to handle it but it gets loose to the papers and Sol still says nothing ever happened but Chantelle says he threatened her over the relationship because he had no one else. Lea Mac who has worked as a cleaner at Newcastle A. F. C for eleven years has been recently stealing from the safe. She finds the safe key code in Franks draw and has a look inside she cannot resist and takes a batch of money. She takes i 20,000 over a year and thinks she isnt going to get found out. Secretary David Ellison noticed the Clubs money is disappearing. David asks manager Frank if he has taken any he says no and says if theres money missing its Davids fault because he is in charge of it. David knows its someone in the staff so he puts a new code on the safe and asks to see all the staffs bank balances for the past 6 months, everyone agrees to show there balances apart from Lea who fleas the club. The police find out and chase her down they find her and she gets three year in prison and all her belongings repossessed.