India on The Move Essay Example | Topics and Well Written Essays - 500 words

India on The Move - Essay Example While this was attempted to be addressed through the, highly unpopular, forced sterilization program in the regime of Indira Gandhi during the 'emergency' years attention seems to have fallen by the wayside. The population continues to grow at a rate of 1.5% and India is expected to cross China by 2018. This is the result of higher birth rates coupled with increased life expectancy. At the root of the problem, however, lie poor literacy levels. Growth of the economy, to a large extent, is negated by the population rise and the number (and percentage) of people living below the poverty line continues to be at a staggering level of 44% of the population. The unemployment levels are also consistently high. With the unofficial figures estimating these to be above the 20% mark this indicates a lack of balanced growth. Since agriculture provides sustenance for more than 72% of the population, it seems obvious that this sector of the economy has been neglected at the cost of modernization in the more visible sectors like IT, manufacturing industry and services. Fractured and regionalized politics is perhaps the next biggest problem facing the country.

Critique article Research Paper Example | Topics and Well Written Essays - 500 words

Critique article - Research Paper Example In addition, it should not have generalized respiratory therapists and nurses because the study is confined to a limited population and the sampling method cannot be considered representative of the universal population. Nonetheless to focus on prevention of ventilator-associated Pneumonia is clear. The introductory section is clear, concise and informative. It successfully established the subject of the study and explained its objectives and significance. Of, particular importance are the empirical evidences that built the case for the research hypothesis and the research framework. The section reviewing previous literature on the research subject is practically non-existent. Prior studies were cited but in a very sweeping manner and only served to support points made in the Introduction section. Some previous studies were cited such as the survey among French and Canadian ICU directors on VAP adherence and the work of van Nieuwenhoven et al. (2006), which addressed clinical applicability of prevention measures. But the details are not sufficient to establish a gap that the article could fill and develop a research framework accordingly. The methods section did not specify an overarching methodology that could have outlined a clear research framework or effectively defined research concepts. If there is, it should have been clearly identified. Instead, the paper - in the methodology section - merely talked about the process without even citing how such processes came to be. This aspect highlights the most critical flaw of the study. Like the manner by which the methodology was written, the data gathering process was similarly unsystematic. The researchers merely created a survey and distributed the questionnaires without attempting to design a scientific sampling procedure. The same can be said about the content of the questionnaire and consequently the type of data gathered. Based on these parameters, the researchers were able

Overcoming Physical, Cultural and Communicative Barriers

Overcoming Physical, Cultural and Communicative Barriers INTRODUCTION Organisation support to equality and diversity is key factor to reduce communication issues such as language and culture. There are lots of methods to improve equality and diversity in an organisation. Inside of organisation we are making a comprehensive working, examining and studying over environment where contrasts are esteemed and uniformity of chance is progressed. The emphasis is on keeping on delivering a reasonable support of our clients by meeting the changing needs of worldwide different groups. LANGUAGE AND CULTURE In this case, language is the key factor in the success of any organization. But low wellbeing proficiency, social obstructions, and constrained English capability have been authored the triple danger to compelling health communication. (Kate Singleton 2009) People often feel that communication is as easy and simple as its sound. It describes what we would want to communicate with others, how we interact with others. We need to use good communication with clients, their relatives and our colleges. Sometime language barriers create misunderstandings between receiver and provider it affects delay health services likewise client do not understand the instruction given by provider due to poor pronunciation, because they are from different culture and communities. So we need to speak effective and efficient language at work place that all are clearly understood. (Asma Zaineb 2010) On the other hand, patients from culture minority gatherings may be more subjected to the impacts of low wellbeing education than patients from the overwhelming society due to collaborations between proficiency, multifaceted correspondence barrier including culture, and the experience of bias. Barriers occur at customer level, seller’s level and management level. For instance, NZ considered patient with low wellbeing education may have the capacity to speak with attendants, explore the human services framework, and self-deal with the infection more viably than another culture and religion person who additionally shows low wellbeing proficiency. The local conceived patient would have the capacity to depend on English capability and rather than another public people. Likewise culturally safe practice is setting up a trusting association with the client and an Organization. . (Tiatia j. 2008) ORGANISATION SUPPORT TO EQUALITY AND DIVERSITY Equal opportunities with circumstances and differences administration show the standards of advancing work environment balance and assorted qualities with diverse hypothetical bases; their reasons being in the first the need to offer social equity and in the last, the needs of the association (Noon and Obgonna, 2001) e.g. to enhance administration quality. ‘Fulfilments with administration’ system causes decide how to enhance the nature of consideration in your associations administrations and clients encounters of them. Individuals have a tendency to be fulfilled by administrations when their experience coordinates their positive desires. Desires are framed by numerous elements, including the needs and attributes of the administration client. Normal elements for thought incorporate responsiveness and the capacity to resolve boundaries. (State administrations commission 2008). The procedures to manage differing qualities issues can be partitioned into individual level adm inistration methods, for example, understanding, compassion, correspondence, tolerance or authoritative level methodologies, approaches, practices, culture and preparing (Denisi and Griffin, 2001). METHODS OF COMMUNICATING COMMITMENT PLANS Planning is aptitudes that generally need to meet up to accomplish a successful result. planning include thinking and preparing assignments that need to be done to accomplish particular objectives. Arranging is an instrument to deal with a venture, an occupation, a movement or a circumstance that you are going to embrace. It is straightforwardly connected with scheduling, time administration and finds solutions to reduce barriers. For example, a nurse working in hospital she set up care plan for patient, firstly she check the priority need of patient and then set up care plan after will implement to patient step by step for early recovery and prevention and manage her time to do these activities in last she evaluate the results and take feedback from them they are happy with services. TEAM MEETINGS It plays vital role in an organization. Team gatherings are critical instruments for managing group assignments and efficiency. Successful group meetings take into account open discussion that draws upon every individual’s learning, aptitudes, and viewpoints to tackle issues and errors in services each other in succeeding the groups joint objectives. On the other hand, it is normal that both the clients and, particularly, the persons serving them know their own roles and duties act as needs be to diminish social and language errors. (Salo-Lee, 1996) ROLES AND RESPONISIBILITIES It is most important part of organizations how to apply roles and responsibilities to improve better services and overcome the barriers. The main responsibility of stakeholder to manage workforce planning, change management, learning and development, employment attractiveness (State services commission 2008) it helps to reduce physical, cultural and language barriers. WORKFORCE PLANNING Workforce arranging is an essential business system to empower future arranging, expect change, deal with the workforce, and meet business objectives. (State administrations commission 2008).For example, in an organisation, the main role of owner to evaluate the legal responsibility for promoting equality and reduced discrimination, and confirm about commitments are fulfilled. CHANGE MANAGEMENT The procedure of progress must be overseen and arranged – both from an organization and from an individual viewpoint. Change administration is a deliberate way to deal with managing these progressions, and includes adjusting to change, controlling change, and effecting administrations. Give information to employee about new policies and procedures we are adding in organisation so they easily understood and adapt. (State administrations commission 2008) LEARNING AND DEVELOPMENT A learning and improvement method helps adjust, plan, needs, structure, incorporate and assess learning and advancement exercises. This serves to address capacity issues, enhance execution, and hold great staff. It is important to overcome lapse in quality consideration. (State administrations commission 2008) For example, the Human Resources Department is responsible for giving respect to staff and implementing related policies and procedures. They ensure all staff receives appropriate equality and diversity inclusion training. OCCUPATIONAL ATTRACTIVENESS Your occupation allure is the way individuals see your association as a work environment. An in number brand can empower associations to enhance the quantity of brilliant candidates requisitioning occupations; they give extensive administrations to customers and enhance worker exertion and execution. (State administrations commission 2008) TIMESCALE The span of time within which certain events occur or are scheduled to occur considered in relation to any broader period of time. In health care system it means data collection, accurate recording and reporting of clients records up to date and time. For examples when health care assistant provide any care to patient maintain their records on accurate time and date it helps to diminish errors. AUDIT Clinical review is the efficient examination of the nature of social insurance, including the systems utilized for conclusion, treatment and consideration, the utilization of assets and the subsequent result and personal satisfaction for the client. The clinical review lead ought to have a prominent inside of the association, and must champion clinical review both to partners and administration alike. POLICY REFORM The administration as of late presented an arrangement of essential consideration changes went for enhancing wellbeing and lessening variations by diminishing co-instalments, moving from charge for administration to capitation and advancing population wellbeing management (Science directs 2005). The objective of policy if any type of discrimination or harassment by a member of staff in case of sex, age, physical disability and religion it take extremely and may corrective action being taken. ALLOCATION OF RESOURCES Advancing wellbeing and standing up to disease difficulties require activity over a scope of exercises in the wellbeing framework. This incorporates upgrades in the policy making and stewardship part of Governments, better access to HR, drugs, therapeutic gear, and consumables, and a more prominent engagement of both open and private suppliers of administrations. The best projects additionally consolidate components of group training that move state of mind over the long time. The requirement for intercessions to be association and even area particular is additionally suggested. CONCLUSION AND DISCUSSION In conclusion I described how to overcome physical, cultural and language barriers, what kind of services we need to use in an organization to promote good quality services. How can organization support to equality and diversity. There are lots of methods to provide fairly and quality care to provider and to overcome the barriers in an effective organization. The use of health services is the process of seeking professional health care and submitting oneself to the application of regular health services, with the purpose to prevent or treat health problems and promote equality and diversity. REFFRENCES Asma Zaineb (2010), Barriers to effective communication in an organisation and overcoming it retrieved from http://blog.commlabindia.com. Tiatia j. (2008) Ministry of Health Organisation. Pacific cultural competencies retrieved from http://www.moh.govt.nz. State Services commission April (2008). Implementing and monitoring equality and diversity retrieved from www.ssc.govt.nz. Science Direct (2005), Reducing health disparities through primary care reform the New Zealand experiment http://www.sciencedirect.com. POWERPOINT PRESENTATION POINTS LANGUAGE (1ST SLIDE) Low wellbeing proficiency, social obstructions, and constrained English capability have been authored the triple danger to compelling health communication. Sometime language barriers create misunderstandings between receiver and provider because they are from different culture and communities. CULTURE (2ND SLIDE) Patients from culture minority gatherings may be more subjected to the impacts of low wellbeing ORGANISATION SUPPORT TO EQUALITY AND DIVERSITY (3RD SLIDE) Equal opportunities Fulfilments with administration The procedures to manage differing qualities issues can be partitioned into individual level administration methods.

Kuona, An African Perspective on Religions: J.N.K. Mugambis Contributi

Kuona, An African Perspective on Religions: J.N.K. Mugambi's Contribution ABSTRACT: Kuona is a Shona (one of Zimbabwe’s major languages) verb meaning "to see." In poetic constructions, it is often used as an ocular metaphor meaning insight or understanding. This ocular metaphor can be used to describe Mugambi’s assessment of the exclusivistic claims one often encounters in the Abrahamic religions. Such claims often arise from a strongly held belief that the adherent is one of God’s chosen. Mugambi has emerged as one of the most articulate philosophical theologians in the African continent. His reflections, ubiquitous in classrooms on the continent, deserve a much broader audience. My paper seeks to introduce Mugambi’s perspective on religion. Part of Mugambi’s project has been to make an assessment of this notion of chosenness in the Abrahamic religions. He does so particularly with reference to the relationship between Christianity and the African religious heritage. Kuona is a Shona (one of Zimbabwe's major languages) verb meaning to see. In poetic constructions it is often used as an ocular metaphor meaning insight or understanding. This ocular metaphor, it seems to me, can be used to describe Mugambi's assessment of the exclusivistic claims one often encounters in the Abrahamic religions. "Only those who believe as we do have any hope of an eternity with God." "We are the ones destined or predestined for heaven." These and such claims often arise from a strongly held belief that the adherent is one of God's chosen ones. Part of Mugambi's project has been to make an assessment of this notion of chosenness in the Abrahamic religions. He does so particularly with reference to the relationship between Christianity and the... ...on mark on the Mosaic religions, Mugambi proceeds to suggest that other religious traditions may be propounding perspectives closer to the divine ideal. He assesses he religions of the Orient — especially Buddhism — as being immensely tolerant and respectful of the humanity and integrity of others. The African religious heritage, he finds to be also inclusive rather than exclusive. Realizing that his challenge is bound to evoke a charge of Universalism on the part of many evangelical Christians in the North Atlantic areas, Mugambi contends that his insights are not such as to bring shame on those who accept them. He declares that when Christians of non-EuroAmerican cultures seek a synthesis of the Christian faith with their own heritage, a charge of universalism may after all turn out to be a virtue rather than a vice. In the final analysis God is the final arbiter.

Celebrity Status

Celebrity Status â€Å"Everything I do need a news crew's presence† – kanye west. Think back to the early years and recall the one role model that was looked up to the most go ahead might have to go back as far as childhood. Ok got that amazing individual in mind? Now is that somebody a person who had a lifestyle in luxury, fascinates the media and the influences the public on day-to-day basis? (Commonly denoted as an individual with fame and fortune), implied with great popular appeal, prominence in a particular field, and is easily recognized by the public or also known as a celebrity or celeb.Known fact most role models are celebrities but why? Celebrities are on TV, front page of magazines, and have their names big and bold in newspapers. Every time they turn their head or scratch their nose it’s going to make the headlines and believe it or not things that small from people with big reputation have a huge impact on the public people. Celebs are bad role mode ls because they effect children, families, and can give the wrong meaning of celebrity status. Children the offspring, the next generation need to grow up healthy and with a excellent mental state and not a fantasy trying to copy the latest and greatest movie actor out. he child needs to be an individual meaning one person as him/herself, â€Å"selfhood†. Who knows the child could be a genius and invent something great that could be helpful for the future, but never know because they are to influenced by their celebrity role model. Having celebrities as role models can also throw a good chance of bad behavior in children for example lindsay lohan she effected thousands of young girls with then good girl gone bad incident made national back in 2004 after she made the movie mean girls then later got caught stealing and no penalties were issued.As a role model she portrayed that stealing was ok and being bad is cool plus you just can’t act bad, you have to be bad! It was just that easy to set the mind of a child off track and to follow the footsteps of a â€Å"role model†. As children get older the role model gets older and will still try to do everything they see their role model do because they think it cool or want to be just like them no matter what the action is going from sex all the way to drugs. Drugs are likely to be used before age twenty six by young adults, but when celebrities use drugs it raises the chances even more with teenagers when celebrities are caught red handed by he media. It gives the wrong impression because the whole incident turns into a phenomenon â€Å"what drug did she/he use† â€Å"how long has she/he been using it† it becomes more a reward then punishment because there are now the biggest topic of the month and really miss the point that person made a mistake in life and is now addicted when they needed to be taking out of the spotlight so child viewers don’t think twice of making that mis take; but its not that easy.It also gives the impression that everything will be perfectly using drugs and life goes on perfect example Charlie sheen. when Charlie got fired from two and a half men then left for rehab he came back the same man that left but came back with a hit catch phrase duh winning and was offered he’s job back plus endorsements. Celebrities that use drugs are a easy way to influence children to experiment and use drugs so why let them take it that far? The celebrity doesn’t care about their effect on children but their own.Family is the group of people who are willing to do anything for each other and won’t let anything between, so why let a celebrity ruin that? Celebrity role models effect families nationwide by giving the wrong message all the time; like its ok to live young wild and free or better like the new saying of 2012 Yolo so popular it made it to the dictionary. (yo-lo) you only live once. If a role model says it’s ok â₠¬Å"Yolo† it’s just the same as saying its ok to do anything crazy, it’s ok go head live fast because you once live once (Yolo).That saying is being promoted by celebrities and it’s pretty scary. kids have a reason to do something crazy and then are sent to the grave and left mom and dad to mourn the day with the feeling that life will never be the same. A role model should be a positive person and have nothing but good intentions Like a super hero and doesn’t want to harm anyone or do drugs also would lead by example those are true role models. No matter if they’re popular or not that role model will always be above celebrity status!

Julius Caesar Report Research Paper Example

Julius Caesar Report Research Paper Example Julius Caesar Report Paper Julius Caesar Report Paper Essay Topic: Julius Caesar The exact date of the publication of Julius Caesar is not absolutely certain. However, most critics agree that the play was written sometime between 1598 and 1608 during, or just after, the reign of Queen Elizabeth I. Julius Caesar is the first of Shakespeares three Roman Plays, the other two being Antony and Cleopatra and Coriolanus. As with his other Roman Plays, Julius Caesar is based on Plutarchs Lives of the Noble Grecians and Romans from a translation by Sir Thomas North in 1579 from an earlier French version. The two texts have only minor differences the majority of the plot is taken from Plutarch and most of the speeches, most significantly excepting Antonys famous oration, are Norths words in verse. The play is also greatly influenced by the Elizabethan attitudes prevalent at the time for example, superstition. Several anachronisms are used in the Play for instance, he plucked me ope his doublet. Elizabethans wore doublets; Romans wore togas fastened at the shoulder. The character of Julius Caesar particularly fascinated the Elizabethans. He was a soldier, scholar and politician and he was the first Roman to realise the benefits of a monarchical empire like England was at the time of Elizabeth I over a democratic state. To add to the intrigue surrounding him, he had also been killed by one of his closest friends. In the 6th century B.C.E, Lucius Junius Brutus, an ancestor of Marcus Brutus, led the citizens of Rome in rebellion against Tarquin the Proud, ruler of Rome at the time. Tarquin had reigned as a cruel tyrant, loathed by everyone. He was deposed by the Romans, and in 509 B.C.E, Rome was declared a republic. Brutus was glorified for his honourable actions, and since then, most Romans feared the title rex king. Five hundred years later, early in the first century B.C.E, Gaius Julius Caesar was born to an impoverished patrician family. Despite the fact that his family was not a prominent one, he had many influential relatives who helped him in his rise to supremacy. Later on in that century, Caesar allied with Pompey and Crassus to form the First Triumvirate, an important part of Roman history. The Roman Empire, which comprised of the majority of the continents of Europe, Asia and Africa, was shared out equally between them. However, when Crassus died in battle against the Parthians in 53 B.C.E; there was conflict between Caesar and Pompey since neither of the two wanted to share their power. Consequently, civil war broke out in Rome. Marcus Brutus and Caius Cassius were among those who fought with Pompey against Caesar; but when Caesar defeated Pompey, and later on Pompeys two sons, he pardoned Brutus and befriended him, and allowed Cassius to return to Rome at Brutuss request. After his victory, Caesar continued to climb in politics, religion and in the military. Although formerly two consuls had been elected as prime authority in Rome, Caesar alone ruled now, and as the majority of the Senate were his supporters, any decree he made would be carried out. Caesar was king of Rome in effect, if not in title. Several fiercely democratic families realised this and feared a replay of Tarquins tyrannical reign. Determined that Rome should remain a republic, a conspiracy of over 60 senatorial families was formed by Brutus and Cassius with the aim of murdering Caesar. To an extent, the plot succeeded. Caesar was assassinated on the 15th of March in the Capitol. However, far from being regarded as the heroes of Rome, as Lucius Junius Brutus and his followers had been five hundred years back, the conspirators were forced to flee Rome by Antony, Caesars close friend, and Octavius, his great-nephew and heir. Once again, civil war broke out in Rome, resulting in the deaths of Brutus and Cassius and most of their army. Antony and Octavius returned to Rome victorious and formed the Second Triumvirate with Lepidus, a general of Caesars army. Eventually, Antony and Lepidus withdrew from the triumvirate and Octavius alone was left to rule the great Roman Empire. He adopted his great-uncles name Caesar along with the name Augustus. He was now known as Augustus Caesar, and to this name he also added the title of Princeps the chief one. From then on, Rome officially ceased to be a republic.

The Concept of Flexibility

The Concept of Flexibility Introduction Pilbeam and Corbridge defined flexibility as the ability of an organisation to adapt the necessary people’s inputs in terms of composition, size, cost and responsiveness in order to effectively meet organisational goals and objectives (Pilbeam Corbridge, 2010). Examples of scholars who have written about the concept of flexibility are Taylor and Atkinson (Cheng Jarvis, 1996).Advertising We will write a custom essay sample on The Concept of Flexibility specifically for you for only $16.05 $11/page Learn More There are various types of flexibility and they include financial, numerical, functional, temporal and locational flexibilities. These work to ensure that organisations are not understaffed or overstaffed (CIPD, 2012). Financial flexibility has to do with the ability of an organisation to deploy financial resources only where necessary and avoiding unnecessary costs in organisational processes. Functional flexibility is the allocatio n of organisational functions to specific individuals. It also has to do with the ability of an organisation to have a workforce which can perform various tasks at any given time. Numerical flexibility has to do with the staffing of organisations depending on how much work is available at any given time (Acas, 2012). Temporal flexibility is the engagement of workers on temporary basis, otherwise known as contractual employment while locational flexibility is the ability of an organisation to facilitate its employees to work from their homes so as to cut on key infrastructural costs such as office space and transport (CIPD, 2013). The driving interest of the topic of flexibility in the UK is the need to liberalize the labour market. In 2003, the UK government introduced the right to work in a flexible manner especially for care givers and employees with children aged six years and below. In 2009, the right was extended to include parents with children of up to sixteen years. However, the right was enjoyed by those employees who had been in employment for at least 26 weeks (Flexibility, 2012). Currently, over 90% of all employees in the UK have access to at least one form of flexible employment with part time employment leading with 72% of all employees followed by flexible time at 50% while job sharing comes third at 45%. Some 37% of all employees work in compressed weeks while 24% work at home (Hooker, Neathey, Casebourne Munro, 2007). According to Atkinson’s model, flexibility has the advantage of reducing employee turnover and saving on the costs of recruitment. It also reduces cases of absenteeism as well as improves customer service because employees work as per the given timelines (Vallespir, 2010).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Discussion Atkisons, while working at the Institute of Manpower Studies became well known for his fl exible model otherwise knwon as the ‘flexible firm’. Since 1980s, the flexible firm model has gained popularity especially for its intention and ability to restructure the labour sector across the world and especially in the United Kingdom. This followed the financial cricis of 1980s which hardly hit many firms. The firms thus opted to apply the ideas of Atkisons so as to survive (Murray, Poole, Jones, 2006). The core principle of the model is the segmentation of employees into permanent or ‘core’ and part time or ‘periperal’ employees. The ‘core’ employees work on full time basis while the part time employees work on contract basis. The overall objective of Atkisons model was the improvement of the quality of work and services offered by various firms. In determining the ‘core’ employees, a firm is usually guided by the skills possessed by people. In essense, ‘core’ employees have rare skills and that is why they are engaged on a permanent basis. This is not to say or imply that the ‘periperal’ employees must be in possession of poor skills but what it means is that the ‘core’ employees have to posses the ability to multitask. For example, a person who is trained as an accountant can also posses skills in strategic management, which can be beneficial to the organization. This employee is better retained by an organization because he or she is an important resouce to it. Organizations also foucs on training and retraining of the ‘core’ employees from time to time so as to enable them to multitask. On the other hand, it is not a must for ‘periperal’ employees to posses more than one skill because they are hired for a specific period of time to undertake specific tasks. When the tasks are not there, there is no need of having the persons on the pay list because such an act would mean that the organization woud be incurring unnecessar y expediture, which would otherwise been used in other useful and profitable activities. Periperal workers are more sucseptible to layoffs especially during financial crisis. A succesful flexible firm usually has work flexibility and employment flexibility. Work flexibility includes things like establishment of work teams or groups, schedulling of work and how work load is balanced within an organization. Employment flexibility has to do with engaging employees either on permanent or temporary basis or as per necessity. For companies to effectively implement the Atiksons’ model, there is need for collaboration between the companies’s CEOs and the personnel departments, which essencially deals with human resource management. There is the need for the two to jointly develop an organizational startegy, especialy with regard to staffing. Communication between the two is therefore a very key ingridient for the succes of the model because industries keep on changing and thus the need to be always strategic.Advertising We will write a custom essay sample on The Concept of Flexibility specifically for you for only $16.05 $11/page Learn More The need to embrace the flexible firm model is also based on the changing nature of the world especially with regard to information and communication technology which has made it much easier to work at home or any other place of the worker’s convinience. Many firms across the United Kingom and the European Union have embraced technology as a means of cutting expenses on office space, furniture, transport and other physical infrastructure. Arguably, there has been a radical depature from focusing on the hardware aspects of work to focusing on the software aspects of work. What this means is that organizations are able to engage people who are able to work from their home, provided they are able to understand their roles and how to discharge those roles in an efficient and effective mann er. There has also been the expansion of the education sector, which has seen many academic institutions introduce online academic programs such as degree and masters progrms (VanNostrand Brekke, 1997). Students are enrolled for certain programs after which they are send the course materials online to study at their home and only go to the institutions for exams. Some institutions even go to the extend of offering the exams online. A good example of an institution which has been practicing this mode of study is the Liverpool University which offers masters programs through an online platform. This has enabled many learners to access education and also enabled the institution to cut on the costs of hiring lectureres and for building classes and purchasing other learning infrastructure (Kanigel, 1997). Flexibility in the United Kingdom is a topic of major interest both to the employers and employees. As mentioned in the introduction, the concept has been instituionalized since 2003 w hen the government through legislation gave employees with children aged six years and below the right to work flexiblby (Study mode, 2013). According to a survey conducted by third work-life balance employer, majority (92%) of UK employers said they were willing to grand their employees an opportunity to work flexibly (Brown Remenyi, 2004). However, about 27% of the interviewed employees said they had to approach their employers to request to work in a flexible manner despite the legislation requring all employees with children aged up to sixteen years the right to work flexibly. This is an indication that the employers largely accepted the idea only because of the legisaltion (Department for Work and Pensions, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The survey further revealed that females were more likely to request to work flexibly than their male counterparts. Majority (68%) of those who made such requests had been in the employment for at least six months while 21 % who made such requests had been in the employment for less than six months. The survey revealed lack of awareness about the legislations giving employees the right to work flexibly (Department for Work and Pensions, 2009). This is due to the high number of employees (19%) who applied to work flexibly without them qualifying for the same. In order to increase the levels of awareness, the Britain government has established programs and plans to encourage employers to adopt more family friendly work arragments so as to allow as many employees as possible get access to flexible working. An example of such programs is the Building Britain recovery of 2009 (Department for Work and Pensions, 2009). Recently in the UK, there have been calls for employers to ensure that their employees are at liberty to choose what time to work and at which location (House of Commons business committee, 2007). This has been necessitated by the dynamism of the workforce, where you find people having more than one skill or competency and are able to do more than one job at any given time (Bureau of business practice, 1998). This has been seen as a complete departure or the need to depart from the classical scientific management theory by Frederick Winslow Taylor (Spender Kijine, 1996). Taylor argued that for organisations to achieve efficiency and increase their productivity, they had to analyse jobs and employ people who were able to do those jobs (FAO Corporate Document Respiratory, 1997). He came up with four principles of scientific management which include scientific selection and training of employees as opposed to the idea of selecting and leaving them to train themselves; the replacement of the traditional â€Å"rule- of-thumb† methods of work with a scientific analysis, formulation and interpretation of jobs or tasks; close supervision and monitoring of workers who were given clear instructions regarding their tasks and duties to perform and division of work among the managers and the employees with the managers being tasked with scientific planning of tasks as the workers executed those tasks (Taylor, 2008 ). Through flexibility, organisations are able to increase their productivity and improve the recruitment and retention of a workforce which is diverse. Atkinson argued that through flexibility, the employers are able to brand themselves as best employers due to the high motivation among the peripheral employees (Browne, 2006). However, flexibility leads to increased workload among the employees, leading to fatigue. It also kills career growth and development. Since employees work on temporary basis, they are isolated from each other and this kills the intrinsic value of work (Gleason, 2006). On the part of the employers, fl exibility has the problem of posing as a threat to human resource development, which is one of the key ingredients of successful organisations. The employers are also unable to benefit from the multiplicity of talents and skills which are present in the contemporary workforce because the employees are engaged to do a specific task and they can only do another task under a new contract (Taylor, 2005). An example of an organisation which has practiced flexibility in its operations is the Border Force Agency, which uses teams of competent professionals on contract basis. The teams are only deployed when there is need to deploy them (Lizabeth McCabe, 2005). Through this, the organisation manages to save a lot of financial resources which were otherwise supposed to pay the teams if they were to work on permanent basis. Another example is the Citi bank, which during the Olympic Games allowed 30, 000 of its employees to work at home. This saw the bank save 30% in travel costs and effectiv ely solved the transport problem experienced during the Olympic Games. Conclusion Flexibility is a strategy employed by contemporary organisations to ensure attainment of their objectives using the minimum human resources. It is based on the philosophy that the engagement of employees on permanent basis only helps organisations to waste fiscal resources in paying permanent employees. It can be contrasted with the Taylor’s approach, which agitates for scientific management of employees. Currently in the UK, over 90% of all employees have access to at least one form of flexible employment, with part time employment taking the lion’s share at 72% of all employees working flexibly. Legislations have been passed to give employees the right to work on part time basis in order to create a work life balance and also to get opportunities to further their studies. However, it leads to isolation of employees. Reference List Acas 2012, Training and Business Solutions. Web. Brown, A. Remenyi, D. 2004, 3rd European Conference on Research Methodology for Business and Management Studies, Polity, Malden, MA. Browne, K. 2006, Introducing sociology: for AS level, Polity, Malden, MA. Bureau of business practice 1998, managing a flexible workforce. Bureau of Business Practice, Waterford, CT. Cheng, T. 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