The ownership of risk in Projects in the Gulf Cooperation Council Essay

The ownership of risk in Projects in the Gulf Cooperation Council region - Essay Example It is, however, not the case the pattern and the extent of this real estate boom is similar in case of all the countries in the GCC region, but the interesting thing is that market characteristics, outlook and environment of investment in most of the GCC countries are pointing towards the continuation of this current boom for some time in future. The ongoing boom in real estate sector of is not only significant for the growth of construction sector of this region, but also to the development of overall economy as construction sector is one of the most important economic sector of the region which significantly contributed to the GDP of this area. Given the importance of this sector to the overall economic conditions of the countries in GCC, it is very much important that the current pace is maintained in future also. In order to ensure that the real sector of GCC is growing at a rapid pace in coming years also, it is essential to manage the ongoing and upcoming investment projects in this sector very efficiently so that these projects could deliver desirable output. As far as project management in construction sector is concerned, it is not an easy task to perform by the project managers. This is because investments in construction sectors are exposed to a large set of risks. Hence, in order to ensure efficient management of the investment projects, it is first necessary to conduct efficient management of the risks associated with real estate projects. Project management is generally considered to be a complicated task which requires an efficient combination of knowledge, appropriate techniques and skills to be applied to the project related activities so that the expectations and demands of the shareholders from a particular project can be met adequately. Project risk management is a very crucial part of project management. In case of managing project risk efficiently, managers are required to identify and analyze various sorts of risks associated

History of Psycology Essay Example for Free

History of Psycology Essay Before psychology there was philosophy. Descartes was around during the end of the Renaissance and in the era of revolutionary developments in science. Born in 1596 to a French lawyer, Descartes could understand more than most. When he was in his late 20’s, he resembled more of a scientist than a philosopher since he had studied physics, optics, geometry as well as physiology. The first to discover that lenses in one’s eyes are inverted by removing an ox’s eye, Descartes also believed in truth and was an active rationalist, meaning he believed the truth would emerge by careful use of reason and it became his modus operandi. This way to truth was also through the human capacity to reason. He created four rules he used to arrive at truth. He also was the best-known example of a dualist, giving way to accepting a clear partition between mind or soul and body. He believed that the body was like a well-oiled machine and the mind could have a direct influence on it. John Locke followed Descartes in 1632. He wanted to take epistemology, the study of human knowledge and obtaining it, to a more experimental based group of discipline. Locke spurned the idea of innate ideas, only â€Å"faculties†. Some ideas appeared so early in life that they used to believe they were innate but Locke declared that all of our knowledge was derived from experiences. Locke stated that the mind was like a white sheet of paper, blank but able to become something great. Experiences add to the paper by sensations and reflections. George Berkeley was another philosopher born in 1685. His work on vision was the first example of how empiricist thinking could be applied to the study of perception. Lastly there is David Hume. He built his knowledge around the base premise that all of our understanding is rooted in experience, or impressions vs.ideas. Impressions are basic sensations experienced daily such as feeling pain, seeing yellow or tasting saltiness. Ideas are faint copies of impressions but are not as vivid. Hume also offered three laws of association: resemblance, contiguity, and cause/effect. Resemblance meaning the look of one object can bring back memories or ideas of another item. Contiguity means intertwining two things together such as the smell of oranges and the west coast. The greatest of the laws is the law of cause/effect. If one idea causes another idea or memory, the cause reminds you of the effect i.e. burning your hand on the stove while making muffins. When seeing the scar, the memory of muffins will reappear. Hume also suggested that to conclude that A causes B, one must know 1. When A occurs, B must occur regularly, 2. A occurs before B, and 3. B doesn’t occur without being preceded by A. In the 19th century, psychology shifted from being philosophically based to being more scientific. Scientists and physiologists tried to show the world the reasons behind psychology were in fact based on the senses and the nervous system. One example is the Bell-Magendie law. Both Sir Charles Bell and Francois Magendie both were studying the roots of the postierior and anterior roots of the spinal cord and their functions. Bell was credited with the law because his research was published earlier, though limited, and Bell did not conduct an experiment like Magendie did on puppies. They discovered that the posterior roots control sensation where there is movement still but no sensation. Magendie then severed the anterior root in another animal and the limb was flaccid and unable to move though it still had sensation. To conclude, the science of psychology has always been a changing domain from philosophy to the sciences. It will continue to grow and develop as the world changes and shifts. Descartes started the ball rolling by studying optics and how to arrive at the truth with his four laws. Locke showed the world that it is nurture vs. nature that shapes a person. Hume gave us the three laws of association. In the 19th century psychology developed to include sciences. All of these philosophers and scientists shaped the psychology field to what it is today.

Different values and beliefs

Different values and beliefs An effective leader recognizes each person as an individual with different values and beliefs. Such influences as childhood experiences, ethnic background, and religious heritage determine an individuals personality, values, and beliefs. Because of these differences, you should be aware that the actions you take might affect one member of your work group differently than another. Your actions could have a positive effect on one person and a negative effect on a different. As a careful leader, you should try hard to identify and think about these differences while deciding upon a choice. Steve Jobs: often called Silicon valley pioneer and the author of unique leadership Ideas Innovation distinguishes between the leader and the follower (Deutschman, 2001) this quotation is the key to the leadership style of Steve Jobs; he has made innovations accessible to the customers so that they keep opening their wallets. (ICFAI,2006) However, is it so easy to be a leader and to be noted among the most prominent. Americas leaders as it may seem at first glance? Somebody may become surprised to know that Jobs has not graduated any college (he started his education but never finished it), devoting all his lifetime to new technologies and innovations in this sphere. Apple may be seen as personality-driven. (Young, 2005) However, the question here is whether it is good or bad, is it really that Job is a cult, and how personality driven companies may become profitable and successful. While Apple had six CEOs through the period of 1977-1985. Thus, one of the peculiarities of Jobs leadership style is that he sees the core companys activity through the marketing prism. Jobs were able to restructure the company and return it to the normal performance through the development of new products and making them popular among consumers. Apple is committed to bringing the best personal computing experience to students, educators, creative Professionals and consumers around the world through its innovative hardware, software and Internet offerings (Young, 2005) this is the mission statement which Apple follows at present. Brand fanaticism and radical customer devotion Steve Jobs has based the leadership culture of the Apple Company on brand fanaticism and radical customer devotion. Though Jobs is highly criticized for his leadership style, but his achievements (introducing mouse and graphic user interface) cannot be neglected. They have become revolutionary. Jobs are perfectionist, and he has been described as being intimidating by several publications. (Harvey, 2001) Another important leadership feature peculiar of Jobs is that he does not see only computers, but far beyond. He is demanding both towards himself and towards his employees. His deadlines often seem impossible to meet. One more important characteristics of Jobs leadership style thus is his ability to combine zeal and fear for his employees, who often state that they are afraid of him, but form any business, especially for the large companies, it is essential that the employees have the same vision of reality with the head of the company. The digital technology to the masses given by more than anyone else, as a creative thinker, he realised that the computers might be much more than plain productivity tools. As a substitute, they could help unleash our creativity and total enjoyment. Since the time he was a kid Steve thought that his ideas can change the world. This is another feature of leadership within Steves character not only he has always been perfectionist, but he always believed into the need of his performance for his company and for the consumers; and his self-confidence led him to success. Jobs is the example of the transformational leader, he is able to direct his people and make them do things which they have never done before, but these things are essential for the realization of Jobs vision and plans. He is seen as egotist, but this is again an integral part of successful leader. Egoism often appears to be a pushing force for striving to success in business; this egoism should partially be spread on workers, as it is seen, Jobs is egoistic towards himself, but he is also egoistic towards his workers in making them achieve what seemed to be unachievable before, and it is essential that this egotist feature has also become an integral part of Jobs success. Perfectionism, egoism and creating .killing products. Despite the fact that Jobs is sees as egotist, he was able to create successful team of workers, which creates new products and works for the satisfaction of the consumer needs and demands. Consumer is the central player of the Jobs business scene, and this is why his products are so successful. He knows that great business comes from a great product (Anonymous, 2006), but great product is impossible without a team, which will work for its creation and improvement. Jobs impressions of the new Motorola phone with iTunes software, and he displayed this new invention as something from what they could learn something (ICFAI, 2006) this relates to the innovation in leadership, but innovation which is impossible without team work. The success of his team work is partially egotism and high criteria, but also the idea and the belief into the strategy through which this product will be brought to life. Sometimes Jobs is not understood in his choice of the products which he sees as future innovations; after he has been back to Apple, he stopped production lines for all products and concentrated his efforts on the four only, which have later become the major companys success. (Deutchman, 2001) Jobs perfectionism is seen through his vision of the company being not only a competitor, but the company which brings killing innovations into peoples homes: he supposes that killing products bring killing profits. (Benezra Gilbert, 2002) Concentration on few products only is also followed by the concentration on their quality. For the creation of these products he needs small team but this team should consist of top talents, because his vision of leadership also presupposes that small team of talents is more useful and productive than crowds of less talented people. He was able to combine his great ideas with consumer desires, marketing visions and the skills of managing his team. These are the keys to his success as a leader. He has created the whole culture within his company, and this culture pursues innovation, devotion to great killing products, marketing vision and concentration on quality. Youd show Jobs something and he might look at one part and say that just waste of tim e. But he never said make that button bigger. (Young, 2005) This is the expression of Jobs striving for perfectionism and his ability to carry his ideas to his team who has to make them real. While he calls his new iTunes Music store a landmark which cannot be overestimated (Erve, 2004), this phrase can be attributed to any of his innovations. His products are perfect and are killing. The ability of Jobs to concentrate only on the most necessary features is seen through his adolescence, when he dropped out of college and kept going to lectures as drop-in, visiting only those he supposed he would need in the future; among those were the courses of calligraphy, which seemed to be wasting of time, but which later became the basis for the Mac typography, and as a result the basis for the multiple typefaces which all computers integrally have at present. (Jobs, 2005) Jobs trusts in his success as the leader and he himself states the necessity to trust, which will ultimately bring necessary changes into ones life and make one the leader. One has to find the job he would love, and this will also create serious success in any area. He believes that as far as work takes greater part of our life, it is essential to believe that what we do is great; otherwise our activity is doomed to failure. Summary of the key leadership features Summarizing the core features of Jobs success as leader are the following: Innovation; Trust in success; striving for perfectionism; Ability to create small team of top talents; Brand fanaticism; Radical customer devotion; killing products bringing killing profits; Ability to express the ideas to the team for their realization; transforming self-interests into business interests for both the leader and his team.

The Applications and Properties of Ferrofluids Essay -- Magnets Magnet

Missing Figures The purpose of this paper is to describe and explain the properties of ferrofluids. Imagine the applications of a liquid substance that can be controlled at a distance by a magnetic force. To create such a liquid is not as simple as liquefying a magnetic solid. Magnetic solids lose their magnetic properties at the temperature above the Curie temperature of the substance. At that temperature thermal energy overwhelms the tendency of the electrons to align in regions of similar spins. The Curie temperature is well below the melting point of all normal magnetic solids. (Verschuur, 1993) Ferrofluids overcome this obstacle. They are colloidal suspension of magnetic nanoscale magnetic material in a liquid carrier. This gives the Ferrofluid the properties of normal liquids, but allows the entire liquid to be manipulated to an applied magnetic field. (Berger, 1999) In the 1960?s Stephen Pappell with NASA developed ferrofluids to address the problem of controlling fluids in the zero gravity environment of space. (Verschuur, 1993) Ferrofluids were originally used by the space program to create leak proof seals in satellites. The commercial applications were later recognized. A ferrofluid can behave as a liquid O-ring where a rotating shaft enters either a low- or high-pressure chamber. The ferrofluid is held in place by permanent magnets and form tight seals, eliminating most of the friction produced in a conventional mechanical seal. Rotating shaft seals are found in rotating anode X-ray generators and in vacuum chambers used in the semiconductor industry. Ferrofluid seals are also used in high-speed computer disk drives to eliminate harmful dust particles or other impurities that can cause the sensitive data-reading ... ...e:3YVBr1dVcRkJ:voh.chem.ucla.edu/classes/ Magnetic_fluids/pdf/ChemicalEducationArticle.pdf+surfactant+aqueous+ferrofluid&hl=en&ct=clnk&cd=2&gl=us&client=firefox-a Enzel, P., Adelman, N., Beckman, K. J., Campbell, D. J., Ellis, A.B., Lisensky, G. C., (1999) "Preparation of an Aqueous-Based Ferrofluid." J. Chem. Educ. Vol. 76, 943. Retrieved May 7, 2008, from http://mrsec.wisc.edu/Edetc/background/ferrofluid/index.html Ferrotec (2008), Ferrofluid, Retrieved May 9, 2008, from http://www.ferrotec.com/products/ferrofluid/ Nave, R. (2000). Surface Tension. HyperPhysics. Retrieved May 7, 2008, from HyperPhysics database. Verschuur, G (1993). Hidden Attraction: The Mystery and History of Magnetism. New York: Oxford University Press. Willis B, (2001), Brownian Motion, Retrieved May 7, 2008, from http://www.worsleyschool.net/science/files/brownian/motion.html

Integrative Case Study †Cafe Co

Edinburgh Napier University BA Hospitality and Service Management Introduction to Human Resource Management HRM08901 Assignment Submission (Part2) Integrative Case Study – Cafe Co Lecturer:Fiona Duncan Local Tutor:Pamela Poon Student Name:Yiu Chun Hei, Jonas Matriculation No. :40075274 Year and Class:BAHSM- 1B Entry:Diploma Date of Submission: 7 March 2011 Table of Contents Page No. 1. Introduction of two-day training course3 2. Overall aims and Specific learning objective4 3. Improvement after this training course5 4. Timetable of training course6 5.Training Methods in the training course10 6. Evaluation strategy of the course15 7. Conclusion of the training course17 8. Reflective statement18 9. Appendix20 10. List of References 21 Introduction of two-day training course In view of the problem of training with line managers, it is going to hold a two-days training course to conduct the new barista. Each day takes 9 hours, there are about 12-16 new barista will attend the trai ning. The training course includes the orientation of Cafe Co, Induction of customer service skills and equipment operation skills. The reason that hold the raining course is saving time for training in daily workload, assists to train the basic skills with line manager and let the new barista experience the workplace Next chapter, it will explain the overall aims and objectives of the training course. Word count: 97 Overall aims and Specific learning objective The overall aim of the training course are new barista should be able to make five different types of coffee by making a standard taste coffee with using coffee maker via the two-day training course. Upon the completion of the training course, new barista should be able to achieve five goals. Understand the rules and history of Cafe Co * Build up team spirit * Learn a standard Cafe Co’s customer service skills * Learn characteristics of five common coffee beans in Cafe Co * Correctly use coffee maker to make a standard coffee In next chapter, it will discuss functions of training course for Cafe Co. Word count: 108 Improvement after this training course First, understanding the history, mission and vision of Cafe Co can establish loyalty, explain clear direction to new barista and drive them to have same target. Also, it can boost morale and create positive atmosphere in work place.Second, after training course, new barista already had basic skills in serving customer and making coffee. There is enough training support to line manager; it can reduce the time for training new employees. Line managers just need to give time to let new employees to gain experience and share their experience. Third, some line managers are not interest in training. The training course can provide basic skills to handle daily workload and save time in training. In chapter 4, the timetable of training course will be outline. Word count: 123Timetable of training course The training course will divide to two days, first d ay will talk about Cafe Co history and policy and second day will teach the practice in daily life. It will take about nine hours per day include one hours lunch time. Training course will hold on 24th-25th in April in one of the branch. There will be a barista and a supervisor which both have three years experience working in Cafe Co responsible for trainers and speakers in the course. Beside the standard skills, they can also share their own technique with the new barista.There is a standard dress code in the course. All attendants must wear the standard Cafe Co barista suit, black trouser and shoes. Beside the suit, trouser and shoes should bring by the attendants. And here is the Time Table. Day 1 Time| Contents| Methods | Resources| Purpose| 9:00- 9:30am| Welcome and Briefing| Lecture| Computer Projector| Welcoming and show the purpose of the training course| 9:30- 10:00am| Ice-Breaking| Games| Paper Pens| Let new barista recognize each other and build up teamwork| 10:00- 11:00 pm| History of Cafe Co| Lecture| ComputerProjectorMicrophone| -Show the organization’s history -Understand the culture and background of Cafe Co| 11:00-12:30pm| Policy of Cafe Co| Lecture| Employees Handbook Microphone| -Show the value of Cafe Co-List out strategic of Cafe Co -Clear the Mission and Vision of Cafe Co| 12:30-1:30pm| Lunch| | | | 1:30- 2:30pm| Knowing working place| Familiarization Tour| Map| -Show the working place and equipment -Familiarize the working place| 2:30- 3:30pm| Employee Compensation| Lecture| Computer Projector Microphone| -Show rest day and holidays in Cafe Co-Arrange of duty meal -Show incentive and Benefits of employees| 3:30- :30pm| Safety and Health policy| Training Video, Lecture| ComputerProjector Microphone| -Mention the safety guide in working place -Explain the important of Safety and Health in Cafe Co -Typhoon and rainstorm emergencies measure -Provide methods of managing stress at work-Show accident may happen working place| 4:30-5:30pm | Rules and Discipline | Lecture| ComputerProjector Microphone| -Mention rules in attendance -Explain rules and procedures in Cafe Co-List out discipline example -introduce disciplinary action procedures| 5:30- 6:00pm| Conclusion| Discussion| Paper Pens| -Recap the main point that the new barista learn |Day 2 Time| Contents| Methods| Recourse| Purpose| 9:00- 9:15am| Briefing| Lecture| Microphone| Point out Daily goals and expectation| 9:15- 10:30am| Standard customer services| Lecture Training Video| Microphone Computer Projector| -Training standard welcome speech -Table setting training -Understand barista’s responsibility| 10:30- 12:00pm| Products in Cafe Co| Lecture Discussion| Microphone Computer Projector| -Recognize products in Cafe Co-Understand menu and facilities -know characteristic of each coffee| 12:00- 1:00pm| Lunch| | | | 1:00- 3:00pm| Make Coffee| Demonstration Lecture| Coffee MakingCoffee Bean| -Show the procedures of making coffee -Share the skills of making coffee| 3:00- 3:15pm| Break| | | | 3:15- 5:15pm| Operation in Cafe Co| Role play| Working place and equipment | -Try to be a real barista-Try to make coffee -Experience the working place -Try to serve customer| 5:15- 6:00pm| Conclusion Evaluation| Discussion| Flip board Maker pen Evaluation form| -Refresh new barista memories -Conclude the knowledge learned -Collect data from new barista| In next chapter, it will discuss the training methods and how can the training method fulfill new barista with different learning style.Word Count: 530 Training Methods in the training course In this two-day training course, it used six methods to train the new barista. They are Lecture, Demonstration, Training video, Group discussion, Role Play and Games. Training method is an important part in training program; it links to content and purpose of the training. Using a correct training method can make a better training atmosphere and enhance the effectiveness of the training. Furthermore, there is another element that affects the effectiveness, which is the learning style of the new barista.By Honey and Mumford’s learning style (1992), learner can identify to 4 types, Reflector, Activists, Theorists and Pragmatists. Each type has their advantages and strength to learn in different training methods. Reflectors are usually stood back and observe at work, thinking what they can learn. They can produce analyses and reports without pressure. Activists are tends to involved in new experiences, problems and opportunities. They like to work in team and act first without consideration. They do not like preparation or reviewing. Theorists are like to adapt and integrate observation into complex and logically.They like solving problem step by step and think in logical ways. Pragmatists are like to try things out; they applied the job with concept. They usually have fewer patients in long process. Training method, games just involved in the ice breaking process. It is costly, need to spend time and without learning some really useful in work. But it stills an important part in the training course. Games place in the starting can drive new barista to having a positive emotion and relax atmosphere to finish the entire course. Between playing games, barista can build up teamwork and increase the interaction and communication.It is suitable for all learning style because it is not related to work but the relationship. Lecture is a passive training method, it is a talk without question and answer session, new barista just need to sit down and listen to the lecturer. All information is produce by the lecturer and no interaction between lecturer and trainers. Lecture is a single way transfer method but it still chosen to use in many sections that about theory and information. It is because those things can learn by experience and observation and no need to practice or abstraction.Using lecture to teach knowledge in a long period may cause new barista feel bored and lose their attraction. So that sometime may need to combine another method to balance like group discussion or training video. This method is suitable for Theorist to learn best because they can having time to understand the theory. Training video will not using separately in training, it looks like some assistance in training method. It is suitable in explain some technique and skills that cannot show by speech or words like customer service and safe & health guide in work place.Playing training video to new barista can attract their attention and stimulate them between the lectures. Using video as training can reinforce their memory, let the text knowledge become image, make them easier to remember the image, rules and process deeper in their mind. It is a good training method for Pragmatist because they learn best if shown a model and they can copy. Demonstration is an experiential training method, it is also like training video, and it can be combined with the lecture program. It is suitable for reflectors and pragmatists to learn because both types like to observe and copy.It is place in the â€Å"Make Coffee† part; trainer will demonstrate how to make a standard coffee and new barista learn via explanation and guidance. Beside the demonstration, new barista can join the process to enhance impact of the training and trainers can explain skills and technique to new barista. Moreover, barista can ask question immediately to reduce misunderstanding of the demonstration. Role playing will use in the â€Å"Operation in Cafe Co† part, new barista need to act out their characters and simulate the daily operation in Cafe Co. t should prepare specially in some case and test new barista confront ability. The advantage of using this method is providing a face to face situation for testing; it can develop interactive skills and gives people insight into the way in which people behave and feel but it needs well prepare and enough support to run a role p lay. It is suitable for activists learning style; they are like to action and working with others in role playing. Discussion is a method that gives chances for audience to participate active learning, sharing their experience and feeling with others.Also, it can gather others’ opinions and points to provide a clear view. It provide interaction and communication time for new barista too. It will take part in â€Å"Conclusion† and â€Å"Products in Cafe Co† because this section needs times to conversation and discuss about what they learn, it can make them devote themselves in to the course. This training method is suitable for activists because they like to work with others and leading discussion. To drive this training course to success, it should also consider Kolb’s (1974) learning cycle, experience, observation, abstraction and practice.The training course’s design base on this and ensure the methods can follow these four elements, like it will hold classroom learning like lecture, discussion and videos for experience and observation. Abstraction and practice will reach by the role play in Cafe Co and demonstration of making coffee. All the training methods designed for the content of each part and it is the most suitable method to bring out a effective result after the course. In next chapter, it will discuss the evaluation of this training course. Word Count: 930 Evaluation strategy of the courseIn a fair and success evaluation, the design of the evaluation form and the atmosphere of the place are so important. A formal evaluation should hold unless twenty minutes, and the valuator should leave the evaluation place to ensure a fair evaluation. The evaluation should hold by another person that no relationship between the course. Also, the design of the form should be quantize in marks, clearly explain the rules like 1 is the best and 10 is the worst in marks. The question in the questionnaire should use close question at most, it can be easier to analyze the data and much more fair.The questionnaire should not record the evaluator’s name which can increase the truism if the evaluators are not identified. According to Kirkpatrick’s level of evaluation (1956), evaluation should be focus on 4 stages, Reaction, Learning, Behavioral and Results. Reaction and Learning are in formative level. Reaction measure the feeling about the content and method of the evaluation. Learning measure what learner learned from the course. Behavioral and Result are in the summative level. Behavioral evaluate the change of the trainers after training course and the applicant of the trainee.Result measures the effect the organization performance and productivity. Therefore, a successful evaluation should include four stages. Evaluation is not just focus on the reaction level but need to concern summative level. Beside questionnaire (appx. 1), interview, performance review and other aspects should consider to ev aluate the success of the training course. Word count: 245 Conclusion of the training course After this training course, new barista will able response the daily operation in Cafe Co, the relationship between barista should be closer and start to build up team work in workplace.Moreover, new barista should understand the policy, strategy, mission and vision of Cafe Co; they also need to understand the rules. They need to recognize their right, benefit, compensation in Cafe Co. Word Count: 63 Reflective statement After finish this assessment, I have learnt how to collect the useful information from internet and books. Before that, I usually finish my assessment with the tutorial notes and my own knowledge, because of the marks of Reference, it pushes me to borrow books and research in internet. Also, finishing this assessment can make me know more theories and knowledge in Human Resource.It makes me interest in this subject and drive me to read more books about human relationship in work place. It makes me know the psychology of employees and employers. In the working progress, the notes from the course really help me a lot. I applied it to my assignment, it clearly explain the theories with some basic words and showing the figures of some theory which can clear my mind. The thing that hindered me is the arrangement of my answer. Some question makes me confused and I don’t know how to arrange the answer’s sequence. The question cannot clearly explain what are they asking and I am confusing about what should I answer.It might affect the quality of the assignment. In briefly, I am satisfied for my submission. Because I can finish it in time and I really do it with my heart. But one thing that I can do better is the submission date. I always finish my assignment at last day of the submission. It is very danger if there are any accident in the network, I may be able to upload my assessment to the Turnitin System lately and cause my work decrease one g rade. So that, I decided I will finish and upload my work as soon as possible before the due date. Word Count: 238 Appendix Training Evaluation Form Title of course: New barista training courseDate of training: Marking standard (Disagree)12345(Agree) 1. The direction of the course is clear__ 2. It is easy to understand the content__ 3. The course is enjoyable__ 4. The course is useful__ 5. The course can make me interest in coffee__ 6. Enough support of the training course__ 7. Trainer is clearly teach the skills and technique__ Any others opinions: ______________________________________________________________________________ ____________________________________________________________________________________________________________ Thank you for your opinions List of References Armstrong, M. 2009) Armstrong’s Handbook of Human Resource Management Practice, 11th Edition, Kogan Page Bloisi, W. (2007) An Introduction to Human Resource Management, Mc Graw Hill Dessler, G. (2011 ) Human Resource Management, 12th Edition, Pearson Messmer, M. and Bogardus, A. (2007) Human Resource Management, Wiley Pathways Demonstration training method (2007) [Online] Available at: http://traininganddevelopment. naukrihub. com/methods-of-training/demonstrations. html [Accessed: 26th March, 2012] Evaluation Forms (2011) [Online] Available at: http://www. sampleforms. org/category/evaluation-forms [Accessed: 4th April, 2012]

A Dirty Job Chapter 1

This book is dedicated to Patricia Moss, who was as generous in sharing her death as she was in sharing her life. AND To hospice workers and volunteers all over the world. PART ONE THE SORRY BUSINESS What you seek, you shall never find. For when the Gods made man, They kept immortality for themselves. Fill your belly. Day and night make merry, Let Days be full of joy. Love the child that holds your hand. Let your wife delight in your embrace. For these alone are the concerns of man. – The Epic of Gilgamesh 1 BECAUSE I COULD NOT STOP FOR DEATH – HE KINDLY STOPPED FOR ME – Charlie Asher walked the earth like an ant walks on the surface of water, as if the slightest misstep might send him plummeting through the surface to be sucked to the depths below. Blessed with the Beta Male imagination, he spent much of his life squinting into the future so he might spot ways in which the world was conspiring to kill him – him; his wife, Rachel; and now, newborn Sophie. But despite his attention, his paranoia, his ceaseless fretting from the moment Rachel peed a blue stripe on the pregnancy stick to the time they wheeled her into recovery at St. Francis Memorial, Death slipped in. â€Å"She's not breathing,† Charlie said. â€Å"She's breathing fine,† Rachel said, patting the baby's back. â€Å"Do you want to hold her?† Charlie had held baby Sophie for a few seconds earlier in the day, and had handed her quickly to a nurse insisting that someone more qualified than he do some finger and toe counting. He'd done it twice and kept coming up with twenty-one. â€Å"They act like that's all there is to it. Like if the kid has the minimum ten fingers and ten toes it's all going to be fine. What if there are extras? Huh? Extra-credit fingers? What if the kid has a tail?† (Charlie was sure he'd spotted a tail in the six-month sonogram. Umbilical indeed! He'd kept a hard copy.) â€Å"She doesn't have a tail, Mr. Asher,† the nurse explained. â€Å"And it's ten and ten, we've all checked. Perhaps you should go home and get some rest.† â€Å"I'll still love her, even with her extra finger.† â€Å"She's perfectly normal.† â€Å"Or toe.† â€Å"We really do know what we're doing, Mr. Asher. She's a beautiful, healthy baby girl.† â€Å"Or a tail.† The nurse sighed. She was short, wide, and had a tattoo of a snake up her right calf that showed through her white nurse stockings. She spent four hours of every workday massaging preemie babies, her hands threaded through ports in a Lucite incubator, like she was handling a radioactive spark in there. She talked to them, coaxed them, told them how special they were, and felt their hearts fluttering in chests no bigger than a balled-up pair of sweat socks. She cried over every one, and believed that her tears and touch poured a bit of her own life into the tiny bodies, which was just fine with her. She could spare it. She had been a neonatal nurse for twenty years and had never so much as raised her voice to a new father. â€Å"There's no goddamn tail, you doofus! Look!† She pulled down the blanket and aimed baby Sophie's bottom at him like she might unleash a fusillade of weapons-grade poopage such as the guileless Beta Male had never seen. Charlie jumped back – a lean and nimble thirty, he was – then, once he realized that the baby wasn't loaded, he straightened the lapels on his tweed jacket in a gesture of righteous indignation. â€Å"You could have removed her tail in the delivery room and we'd never know.† He didn't know. He'd been asked to leave the delivery room, first by the ob-gyn and finally by Rachel. (â€Å"Him or me,† Rachel said. â€Å"One of us has to go.†) In Rachel's room, Charlie said: â€Å"If they removed her tail, I want it. She'll want it when she gets older.† â€Å"Sophie, your Papa isn't really insane. He just hasn't slept for a couple of days.† â€Å"She's looking at me,† Charlie said. â€Å"She's looking at me like I blew her college money at the track and now she's going to have to turn tricks to get her MBA.† Rachel took his hand. â€Å"Honey, I don't think her eyes can even focus this early, and besides, she's a little young to start worrying about her turning tricks to get her MFA.† â€Å"MBA,† Charlie corrected. â€Å"They start very young these days. By the time I figure out how to get to the track, she could be old enough. God, your parents are going to hate me.† â€Å"And that would be different how?† â€Å"New reasons, that's how. Now I've made their granddaughter a shiksa.† â€Å"She's not a shiksa, Charlie. We've been through this. She's my daughter, so she's as Jewish as I am.† Charlie went down on one knee next to the bed and took one of Sophie's tiny hands between his fingers. â€Å"Daddy's sorry he made you a shiksa.† He put his head down, buried his face in the crook where the baby met Rachel's side. Rachel traced his hairline with her fingernail, describing a tight U-turn around his narrow forehead. â€Å"You need to go home and get some sleep.† Charlie mumbled something into the covers. When he looked up there were tears in his eyes. â€Å"She feels warm.† â€Å"She is warm. She's supposed to be. It's a mammal thing. Goes with the breast-feeding. Why are you crying?† â€Å"You guys are so beautiful.† He began arranging Rachel's dark hair across the pillow, brought a long lock down over Sophie's head, and started styling it into a baby hairpiece. â€Å"It will be okay if she can't grow hair. There was that angry Irish singer who didn't have any hair and she was attractive. If we had her tail we could transplant plugs from that.† â€Å"Charlie! Go home!† â€Å"Your parents will blame me. Their bald shiksa granddaughter turning tricks and getting a business degree – it will be all my fault.† Rachel grabbed the buzzer from the blanket and held it up like it was wired to a bomb. â€Å"Charlie, if you don't go home and get some sleep right now, I swear I'll buzz the nurse and have her throw you out.† She sounded stern, but she was smiling. Charlie liked looking at her smile, always had; it felt like approval and permission at the same time. Permission to be Charlie Asher. â€Å"Okay, I'll go.† He reached to feel her forehead. â€Å"Do you have a fever? You look tired.† â€Å"I just gave birth, you squirrel!† â€Å"I'm just concerned about you.† He was not a squirrel. She was blaming him for Sophie's tail, that's why she'd said squirrel, and not doofus like everyone else. â€Å"Sweetie, go. Now. So I can get some rest.† Charlie fluffed her pillows, checked her water pitcher, tucked in the blankets, kissed her forehead, kissed the baby's head, fluffed the baby, then started to rearrange the flowers that his mother had sent, moving the big stargazer lily in the front, accenting it with a spray of baby's breath – â€Å"Charlie!† â€Å"I'm going. Jeez.† He checked the room, one last time, then backed toward the door. â€Å"Can I bring you anything from home?† â€Å"I'll be fine. The ready kit you packed covered everything, I think. In fact, I may not even need the fire extinguisher.† â€Å"Better to have it and not need it, than to need it – â€Å" â€Å"Go! I'll get some rest, the doctor will check Sophie out, and we'll take her home in the morning.† â€Å"That seems soon.† â€Å"It's standard.† â€Å"Should I bring more propane for the camp stove?† â€Å"We'll try to make it last.† â€Å"But – â€Å" Rachel held up the buzzer, as if her demands were not met, the consequences could be dire. â€Å"Love you,† she said. â€Å"Love you, too,† Charlie said. â€Å"Both of you.† â€Å"Bye, Daddy.† Rachel puppeted Sophie's little hand in a wave. Charlie felt a lump rising in his throat. No one had ever called him Daddy before, not even a puppet. (He had once asked Rachel, â€Å"Who's your daddy?† during sex, to which she had replied, â€Å"Saul Goldstein,† thus rendering him impotent for a week and raising all kinds of issues that he didn't really like to think about.) He backed out of the room, palming the door shut as he went, then headed down the hall and past the desk where the neonatal nurse with the snake tattoo gave him a sideways smile as he went by. Charlie drove a six-year-old minivan that he'd inherited from his father, along with the thrift store and the building that housed it. The minivan always smelled faintly of dust, mothballs, and body odor, despite a forest of smell-good Christmas trees that Charlie had hung from every hook, knob, and protrusion. He opened the car door and the odor of the unwanted – the wares of the thrift-store owner – washed over him. Before he even had the key in the ignition, he noticed the Sarah McLachlan CD lying on the passenger seat. Well, Rachel was going to miss that. It was her favorite CD and there she was, recovering without it, and he could not have that. Charlie grabbed the CD, locked the van, and headed back up to Rachel's room. To his relief, the nurse had stepped away from the desk so he didn't have to endure her frosty stare of accusation, or what he guessed would be her frosty stare of accusation. He'd mentally prepared a short speech about how being a good husband and father included anticipating the wants and needs of his wife and that included bringing her music – well, he could use the speech on the way out if she gave him the frosty stare. He opened the door to Rachel's room slowly so as not to startle her – anticipating her warm smile of disapproval, but instead she appeared to be asleep and there was a very tall black man dressed in mint green standing next to her bed. â€Å"What are you doing here?† The man in mint green turned, startled. â€Å"You can see me?† He gestured to his chocolate-brown tie, and Charlie was reminded, just for a second, of those thin mints they put on the pillow in nicer hotels. â€Å"Of course I can see you. What are you doing here?† Charlie moved to Rachel's bedside, putting himself between the stranger and his family. Baby Sophie seemed fascinated by the tall black man. â€Å"This is not good,† said Mint Green. â€Å"You're in the wrong room,† Charlie said. â€Å"You get out of here.† Charlie reached behind and patted Rachel's hand. â€Å"This is really, really not good.† â€Å"Sir, my wife is trying to sleep and you're in the wrong room. Now please go before – â€Å" â€Å"She's not sleeping,† said Mint Green. His voice was soft, and a little Southern. â€Å"I'm sorry.† Charlie turned to look down at Rachel, expecting to see her smile, hear her tell him to calm down, but her eyes were closed and her head had lolled off the pillow. â€Å"Honey?† Charlie dropped the CD he was carrying and shook her gently. â€Å"Honey?† Baby Sophie began to cry. Charlie felt Rachel's forehead, took her by the shoulders, and shook her. â€Å"Honey, wake up. Rachel.† He put his ear to her heart and heard nothing. â€Å"Nurse!† Charlie scrambled across the bed to grab the buzzer that had slipped from Rachel's hand and lay on the blanket. â€Å"Nurse!† He pounded the button and turned to look at the man in mint green. â€Å"What happened†¦Ã¢â‚¬  He was gone. Charlie ran into the hall, but no one was out there. â€Å"Nurse!† Twenty seconds later the nurse with the snake tattoo arrived, followed in another thirty seconds by a resuscitation team with a crash cart. There was nothing they could do.