Report on Robi Introduction Essay Example for Free

Report on Robi Introduction Essay Robi, formerly known as Telekom Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name Robi among the pioneer GSM mobile telecommunications service providers in Bangladesh. Later, on 28th March, 2010 the company started its new journey with the brand name Robi. About our Shareholders: Robi is a Joint Venture company between Axiata Group Berhad (70%) and NTT DOCOMO INC. (30%) Axiata Group Axiata is one of the largest Asian telecommunication companies focused on high growth low penetration emerging markets. The Group, including its subsidiaries and associates, has over 130 million mobile subscribers in Asia and serves the needs of Asia by providing affordable and innovative mobile services covering over 1. 5 billion people across 10 countries. The Group provides employment to over 25,000 people across Asia. NTT Docomo NTT DOCOMO is Japans premier provider of leading-edge mobile voice, data and multimedia services. With more than 56 million customers in Japan, the company is one of the worlds largest mobile communications operators. Building on a solid foundation of research and development, and guided by its customer-first philosophy, the company leverages the power of mobile communications to enable customers to enrich Page 1 of 5 Miscellaneous Policy Robi Axiata Limited HR Policy Manual Proposed By : Chief Human Resources Officer Approved By: Management Council Effective : 01 July 2011 Version : 01 Document ID: RAx/HR/001/11 their lives. DOCOMO is expanding its global reach through offices and subsidiaries in Asia, Europe and North America, as well as strategic alliances with mobile and multimedia service providers in markets worldwide. Our Purpose WE EMPOWER YOU: We are there for you, where you want and in the way you want, in order to help you develop, grow and make the most of your lives through our services. Our Guiding Principles and Code of Conduct Maintaining the highest ethical standards and integrity in our operations is a crucial factor at Robi. Therefore we have introduced our Guiding Principles that we expect our employees to embed in their minds and uphold in discharging their responsibilities. Our Code of Business Ethics safeguards our ethical standards by clearly defining our way of working. With such systems in place we ensure that we do business with a conscience and safeguard our employees from exploitation. We expect our employees to exemplify the guiding principles in their work and regulate their actions by the stipulations in the Code of Conduct. Robi employees hold themselves accountable to a set of Guiding Principles for the organization. Our Guiding Principles are at the core spot of our action†¦ action that will empower us to achieve excellence! No matter what we do, in order to realize our purpose, we hold ourselves accountable to the following overarching guiding Principles for our rganization: Page 2 of 5 Miscellaneous Policy Robi Axiata Limited HR Policy Manual Proposed By : Chief Human Resources Officer Approved By: Management Council Effective : 01 July 2011 Version : 01 Document ID: RAx/HR/001/11 We will be Creative in our way of work We will be Open to ideas and change, We will be Respectful and earn respect We will be Ethical in our endeavors We will take a Simple approach in the way we work With Passion we will perform We will take Ownership of our actions Being Transparent will be our stance Our Code of Conduct sets out the fundamental standards to be followed by us in our everyday actions on behalf of the Company. We must abide the following code of conduct: †¢ Conduct the Company’s business with honesty and integrity and in a professional manner. Build relationships with customers, vendors and fellow employees based on trust and treat every individual with respect and dignity. Become familiar with and comply with the Company policies and procedures. Avoid any activities that could involve or lead to involvement in any unlawful practice or any harm to the Company’s reputation or image. Avoid actual or potential conflicts of interests in all transactions. Provide accurate and reliable information in records submitted; safeguard the Company’s confidential information. Promptly report to the Company any violations of law or Company policies that come to the employee’s attention, and cooperate fully in any audit, enquiry, review or investigation by the Company. . †¢ †¢ †¢ †¢ †¢ †¢ Page 3 of 5 Miscellaneous Policy Robi Axiata Limited HR Policy Manual Proposed By : Chief Human Resources Officer Approved By: Management Council Effective : 01 July 2011 Version : 01 Document ID: RAx/HR/001/11 All employees must uphold these standards in the conduct of company business. If a decision is not covered by the Code, seek guidance from the Divisional Heads or Human Resources. Our approach to People The purpose of Robi is â€Å"empowering you† – our customers, our stakeholder, and our employees. It is HR’s vision to handhold the company, be its strategic partner, adding value in each step taken towards making Robi the employer of choice. We engage our employees and inspire them to achieve excellence. To ensure excellence, we devise people policies that are relevant and rigorous. Our policies assure that decisions will be consistent with and contributive to Company objectives. The Policy manual is an important guide for management in decision-making that affects employees terms of employment, working conditions and development prospects. The Manual truly belongs to the company as well as to the employee. Characteristics of this Manual The Manual has the following essential characteristics: †¢ Robi people olicies are consistent with the Company’s other policies such as finance policy, business policy. The policies are reflected with the countrys existing law to ensure fairness. †¢ †¢ †¢ Policies are fair, flexible and realistic. Policies and procedures will be reviewed when there are major changes. People policies are applicable for all permanent employees of the Company. The policies are clearly stated so that employees can clearly understand them. Also HR will make necessary policy interpretations to the employees. Page 4 of 5 Miscellaneous Policy Robi Axiata Limited HR Policy Manual Proposed By : Chief Human Resources Officer Approved By: Management Council Effective : 01 July 2011 Version : 01 Document ID: RAx/HR/001/11 Policy Amendment process HR existing policies may be reviewed and will be revised in the policy manual. The Head of HR will review existing people policies and procedures and recommend for necessary changes in it. Also HR will assess and examine the need for introducing any new policy issues and bring those to the notice of the Management Council. The ultimate decision and approval rest on the management authority. Once the management council approves any new policy or amendments to existing policy, it will become the part of the Robi People policies Procedures Manual. Notwithstanding anything contained in this manual, the Management Council has the discretionary power to make exceptions to any of the policy of this manual. It is very important that all concerned understand and comply with the people policies at the work place. Non-compliance of Company policy is clearly violation of policy and merits disciplinary actions. Page 5 of 5 Miscellaneous Policy

Case study of Elextra-Quik

Case study of Elextra-Quik In Elextra-Quik, the manufacturing manager, Barbara was very happy about her job of problem-solving team leader and her team did a lot of efforts to contribute companys empowerment campaign. But when they were ready to implement the new ideas, they found not only the top manager Martin, but also the middle level managers resisted the ideas. Therefore, this case leads to questions-how a company change to be a learning organisation? What can Barbara do to continue her ideas in the company? In following part, this paper will answer these questions based on three questions. How might top management have done a better job changing Electra-Quik into a learning organisation? What might they do now to get the empowerment process back on the track? According to ECU study book (2011), learning organization is an organization in which everyone is engaged in identifying and solving problems. The characteristics of learning organization are creating shared vision, team-based structure, employee empowerment, share information, participative strategy, adaptive culture and so on. In order to build a learning organization, the whole levels of company staff need to contribute. Firstly, the top management plays the most important role for transfer organization into a learning organization. They need to do a better job on introducing the plans about changes carefully and deliberately. According to Samson Daft (2009) management is the attainment of organizational goals in an effective and efficient manger through planning, organizing, leading and controlling organizational resources. So the top management is the maker of companys strategy. They guide the direction of where should company go. When there is a change within organization, some problems can not be avoided, such as resistances from lower level staff. So top management does a good job on introducing change is necessary. They need to introduce the plan in detail to make staff and middle managers to better understand the plan. They can show the evaluation about the advantages and benefits of the change to employees. With that, the plan can be accepted by everyone in the company. In Electra-Quik, Mart in needs to keep enthusiastic all the time and support Barbaras ideas in order to make Barbaras plan can be accepted in the meeting. Secondly, in the process of building a learning organization, the middle level managers and employees also play an important role. Middle level managers are the links between top management and employees; they monitor the changes, collect the feedback of changes and report the effects of changes to the top. Employees conduct the changes and provide the feedback to tops. Generally speaking, in learning organizations, participative strategy emerges bottom up as well as top down. Top management shape the vision and direction, and middle managers and employees support and believe in. They are committed to the vision and contribute to the development of strategy (Samson Daft, 2009, p.59). In Electra-Quik, middle manager should evaluate Barbaras ideas even Martin is absent for meeting and transfer the ideas to their staffs. In order to get the empowerment process back on track, Martin needs to step first. He needs to understand Barbaras ideas again and do a personal appraisal. Then on the companys meeting, he should support Barbaras ideas and support her ideas when Barbara explaining the changes. Also he needs to consult with managers and empower employees to resolve the problem, as well as providing the training. With Martins efforts, the middle managers may change their ideas to support Barbara and conduct the changes in whole organization. Also, Martin can implement self-directed teams as the solution. Self-directed team refer to a multi-skilled cross-functional group of employees who share responsibilities for producing service of product (Rockfordconsulting, N, D). In Electra-Quik, Martin may set up some self-directed teams to conduct the empowerment process, and then they can share the responsibility to get the process back on track. Question 2: Can you think of ways Barbara Russell could have avoided the problems her team faced in the meeting with department heads? Middle management jobs have undergone dramatic changes over the last two decades (Samson Daft, 2009, p.24). Many organizations were expected to downsize their middle managers and slash management levels to become more efficient and facilitate decision-making process and to better adapt to the changing environment as well. The department heads are not favor of this empowerment campaign since they are used to managing the flow of information up and down the hierarchy. But todays middle managers should be responsible for the horizontal network for now most work is organized around teams. In addition, the trend in recent years has been towards wider span of control as a way to facilitate delegation (Samson Daft, 2009, p.37). Compared with tall structure, the flat structure has a wider span of control and is horizontally dispersed, which means it has less hierarchical levels and therefore the organization is able to better respond and adapt to change. Thats why the company initiates the empowerment campaign to let employees more involved in the decision-making process and assume more responsibility and enhance the collaboration. In such a structure, it is easier to build the self-directed teams since more authority and responsibility can be delegated to lower managers and employees. However, the department heads are likely to feel anxious and even threatened by new empowerment campaign. According to Samson Daft (2009, p.373), the attempt by the top management of the empowerment usually gets the deadlock because middle managers are unable to delegate. The possible reasons can be listed as following: They are accustomed to make familiar decisions; they feel they may lose personal status by delegating tasks; they believe they can do better job themselves and they are resistant to change because the performance of each department ultimately rests with them. For Barbara Russell, she needs to consult with each department head before the meeting so as to avoid the problems. There are a number of ways that Barbara could use to resolve the problems. The leading point is that the team must identify the problems first and give their suggestions. Therefore communication plays a significant part. She should talk with department heads to be aware of what issues they want to address and how they address them. After they get the information, they can provide their support in helping them to resolve the problems. For example, the team can come up with a reward plan to encourage each department to solve their own issues and allocate some funds to assist them. The members in manufacturing team cooperate with each other very well, but the final report they presented failed to meet the expectations of the department heads. However, Barbara Russell could have avoided the problems if the top management considered building a cross-functional team at the very beginning rather than just rely on her own manufacturing team. According to Graff et al (N, D), the diverse teams can be more innovative and can develop more precise strategies and have advantages over functional homogenous teams in introducing organizational changes. According to Parker (2003), the competitive advantages of setting up a cross-functional team can be listed as following ¼Ã… ¡they may accelerate the process of problem solving; solve complex problems; more closely to connect with customers and meet their needs; they can produce more innovative ideas; members are more able to share information and facilitate the cooperation among departments. But on the other hand, we cannot neglect the barriers in building such a team since it will increase conflict and competition within the organization with diverse team members. Therefore, the trust and open communication seems significant in a cross-functional team. Question 3: If you were Barbara Russell, what would you do now? Why? If I am Barbara Russell, I will improve own leading skills and make some changes based on six elements mentioned in Figure 1. Figure 1: The web of interacting elements in a learning organization Leadership Participative Strategy Team-based Structure Open Information Strong, adaptive culture Empowered employees Learning Organization Leadership(p534) In a learning organization, as a leader of team, Barbara should focus on using personal power and empowerment to manage the team, and try to be a democratic leader to influences and motive the employees. She should learn to share and explain the company vision, facilitate teamwork, initiate change and expand the capacity of people to shape the future. As a middle level manager, she should pay more attention to try to make the team member to understand the company objectives and goals, and be a bridge of communication between employee and top management. In a learning organization, Barbara also should be a transformational leader, who can create significant change in both followers and the organization (Samson Craft, cited in bass, 1995; Devanna Tichy, 1986; EastmanPawar, 1997). Leaders in a learning organization have three distinct roles: 1) Create a shared vision 2) Design the structure 3) practice servant leadership (Samson Craft, 2009). Barbara should work to fulfill employees n eeds and goals as well as to achieve the organizations larger mission. Communication In this case, the department heads complained that changes would destroy the carefully crafted job categories, and $500 refunds would create unethical behaviors, and industrial spy because of bad communication between top management and departments. Here, the communication means two-way communication including horizontal and vertical, exchange information between departments or team. Barbara should practice more active listening skills to interpret and feedback the information and give some suggestions or recommendations to help other departments to figure out the problems. Team work Self-directed teams are the fundamental unit in a learning organization (Samson Craft, 2009). Barbara has to her roll from a traditional manager to a coordinator or consultant to control with team members in stead of control over them. Meanwhile, Barbara should understand that the jobs and objectives are based on team-based structure instead of individual input and effort. Barbara should work with other departments and subordinates as a team. Empowerment Traditionally, managers take all responsibility for the whole departments. Now in a learning organization, all employees are authorized to participate the decision making while the leadership is changing to be transformational. Barbara should change her roll to adapt the changing situation and give all team members the power, freedom to make decision and perform effectively. Also Barbara should use more personnel power and empowerment to motivate employees. Participative strategy Learning organizations have permeable boundaries and often are linked with other organizations, give each organization greater access to information about new strategic needs and directions (Samson Craft, cited in McCune, 1997). Basically, participative strategy means organization sets up the link of the whole supplier chain to share the information internally and externally. With the globalization of business, information becomes more and more important. To some extent, successful companies depend on the most updated information like lasted technology. Barbara should share the information timely and participate the whole link to get the most updated information to achieve the company goals. Culture In this case, one of important purposes of hiring new CEO is to rebuild the company culture. Top management realized the previous culture focused on hierarchy and centralization, which did not adapt the change of environment and became an obstacle to develop the company. As a leader of manufacturing, Barbara should learn and help to build the strong, adaptive culture within the manufactory, and influence other departments as well. In conclusion, Barbara should change the leadership style into democratic and transformational leader, and self-improvement of leading skills in order to adapt the learning organization culture. She has to change her roll in new culture as well, and try to be a consultant, servant and helper within the team, and improve the skills of communication to share the information in time internally and externally. Finally, the company can be successful to transfer from the traditional organization to the learning one. Conclusion Overall, learning organization is very important for todays companies. In learning organizations, all the people are committed to a vision, learn and share information. With that, the whole company will be more efficient and effective. In Electra-Quik, the paper also provide solutions for top management and Barbara to solve the problem when they conducting the changes and empowerment process.

Causes of the Construction Defects

Causes of the Construction Defects Construction defects are very common and often arising or spot in the construction project, especially in the project which has poor management or supervision in the construction site. Construction defect can be known as a major problem in the construction industry that could cause the value of a building decrease eventually. For the question of what is construction defect there is no direct or short answer or explanation to answer the question of what is construction defect. Construction defect in the construction project normally can be arise from two mains factor which is defect cause by workmanship and land movement. Some of the example for the common construction defect can be defective concrete of frame, cracking of slab; wood structural attack by termite, leaking in the building and etc. other than that, construction defects in construction project due to the reason of land movement could be underground water, settlement, improper compaction during earthwork stage and inadequa te of drainage. Every construction project is always involved and appears the term of construction defect for the reason of there is no a building or project without defect occurs. In order to study the further detail information of causes, effects and methods to minimize construction defects in construction project, this dissertation would be carry out for the purpose of study in deep of construction defect. 1.2 Research Background Climatic of Malaysia are change aggressively, therefore all of the buildings in Malaysia are expose to the aggressive environment all the time. Because of this, majority of the building in Malaysia will have the defects occurs in the buildings after the building is occupant a period of time. The purpose of conduct this research is to study the common construction defect in the construction project. Once the defects study, it is also necessary focus on the effects of the construction defects that will occur, since defect is precedent of effects of the construction defects. In additional, in order to minimize the construction defects, an evaluation on methods to minimize the construction defect will also be focus on this research. 1.2.1 Causes of the construction defect A construction defect can be known as a component in the building are built by the contractor or design by professionals not according to the specification, plan, not comply with the construction code that established by the authority( Calvin Cal E. Beyer, 2011). Construction defects can be also defined as that will make the project dangerous, unsafe, causes the user of the building to be injured or dead (Michael S. Poles, GC, CM, RCI, DABFET, ACFE, 1995). It can be occurs during the construction process and cause the project costly rework, project not complete in time and affect the overall performance of the building. Construction defect can be classified as 2 types, which are Patent Defects and Latent Defects. Patent Defects can be detected by the normal inspection or testing and apparent to naked eye, for example roof leak or a foundation crack. However, Latent Defects are hidden and cannot discoverable by normal examination or testing which will appear itself after a period of time (Anon 1, 2007). According to the researcher from the University of Florida, construction defects can be various types and influenced by many factors in the construction industry. The common types and the causes of the construction defect can be included (Calvin Cal E. Beyer, 2011): Improper design Poor workmanship that leads to poor finishing quality Improper means or methods of installation Improper or poor quality of the materials Defective material or poor material performance Missing or inadequate protection from weather or environmental condition in the construction site. Soil subsidence, movement and settlement Base on the few studies of researcher, the effects of the construction defect can increase the overall construction cost and the final quantity of the project (Zietsman, R., 2004) and a survey conducted by the Building Research Establishment in the United Kingdom, it found that 35% of the defects were arise from faulty construction(Assaf, Al-Hammad, Al-Shihah, 1995). It can be  due to the reason of bad workmanship, inadequate supervision and substitution of poor material, components or fixings. Beside those common type and the causes of the construction defect has stated above, the 35 most frequent defects was identified by the Building Research Establishment. The causes of defects that were identified which is (Assaf, Al-Hammad, Al-Shihah, 1995): Lack of inspection Making use of inexperienced, unqualified inspectors Avoiding and ignoring inspection completely Non implementation of corrective actions during the construction process Inaccurate measurement Making use of defective or damaged formwork Excavations to close to an existing building and exposing the foundations Non-conformance with waterproofing specifications Inability to read and understand/interpret drawings Insufficient concrete cover Improper construction of cold joints Loss in adhesion between materials Stripping formwork too early Unacceptable soil compaction procedures Inadequate curing procedures Lack of communication Non-compliance with specifications Inability to read and understand/interpret drawings Insufficient site supervision Lack of communication between the owner, architect/engineer, project manager Employing unqualified supervisors Speedy completion of certain activities specifically where equipment is on hire Unqualified labor force Multinational construction experience Defects resulting from the wrong selection of materials Using materials unsuitable for the climatic conditions Using cheap materials Making use of expired materials Inadequate storage facilities Misuse of equipment Equipment not performing to specification Lack of the proper equipment Cross referencing and detailed referencing on drawings lacking Conflicting details on drawings Details of sections on drawings lacking According to Marianne (2005), these 35 defects listed above can be grouped in to 4 categories which are: Design deficiencies Material deficiencies Construction deficiencies Subsurface/geotechnical problem 1.2.2 Method to minimizing the construction defect In construction industry, there is varying of the methods to minimizing or reduce the construction defects. According to Alice M. Noble-Allgire (2008), improving quality control can be known as a method to minimize the construction defects occurs. A quality control programs can be set up by the builder and use to reduce the construction defects. Besides that, structuring their contract with certain of the rules that can ensures that the parties take responsibilities on the defects that created under his works. Construction defects can be also minimizing by the improved oversight, for example builder can improve their building inspection practices in all the way. Other than that, if there is insufficient for improve the quality control, it also can through licensing, certification, and education requirement to improved the quality control. For example, a contractor which intended to select, the contractor must be register with the Construction Industry Development Board know as CIDB. With the registration, that can ensure the quality of contractor and the works. 1.2.3 Effect of the construction defect Construction defect can decrease and affect the value of the buildings. According to Atkinson, (1999), defects are developments in construction that reduces the project`s value instead of adding to it. Other than reduces the project value, where the construction defect apparent, It also can cause the project totally delay which mean not complete with in the period state in the contract. Cost overrun can be known as one of the effect when the construction defects happen in the construction site. Construction defect will also affect society at large due to possible danger posed and result in direct and indirect cost in repairs, abnormally high maintenance dispute and possible loss of building. 1.3 Problem Statement Construction defect in the construction project is very common. It is because buildings are exposing to the inclement weather especially in the climatic country such as Malaysia. Construction defects can be arising due to inadequate design, poor workmanships in the construction and lack of maintenance. The defects that in the construction project can become worst and worst due to the reason of invisible defect that not discover by the builder or the occupants. Construction defect can be also bringing negative impact to the occupant, builder, and country. Therefore it may affect the appearance of the building, health and safety of the occupant, country economic, reputation and etc. Thus, this problem can cause occupant unhappy eventually. 1.4 Research Aims and Objectives 1.4.1 Aim This research was aimed at identifying and studies the causes and effect of construction defects in the construction sector. Besides that, the other aim of this research is to study the methods of minimizing the construction defects in construction projects. 1.4.2 Objectives In order to achieve the aim of this research the objective has been listed as follow: To determining and understand various types of construction defects in construction projects. To identify the causes and effects of the construction defects in construction projects. To analyze the methods used to minimizing the construction defects in the construction projects. 1.4.3 Key Question What is construction defect? What are the effects of construction defect can be occurs in construction projects? What is the solution or methods to minimize the defect? 1.5 Importance and Benefits of Study This research will have benefits of to prevent the construction defects occur. Thus, this thesis will study the causes, effects and the methods to minimize the construction defects. Besides that, this study can also enhance the knowledge of the builders or any participants involve in the construction in order to increase the quality of the buildings. 1.6 Scope of Study Various types of construction defects will be study for the purpose of understanding the construction defects. The main scope will be the causes of the construction defects will be study in depth and identify the most common causes that cause the construction defects occurs in the construction project. Followed by the effects from the various construction defects that occur in the construction project will be study. For the last, the method to minimize the construction defects will be analyzes. 1.7 Methodology of Research In order to obtain the useful information for this dissertation study purpose, there is few methods to collect the data and information. Since the type of the data to be collecting having not been deciding therefore there is a consequence stage to follow. Stage 1: Literature Review Literature review is the Initial stages of the methodology, because some of the information that is useful for setting out the questionnaire. There is numbers of way or method for carry out literature review to obtain information for this dissertation: Magazines Journals Articles Books Newspaper Internet (www.google.co www.yahoo.com) Stage 2: Choose of suitable data collection method There are 2 types of the methods to collect the data had been choose for this dissertation, which categories in 2 types. Only one of the methods will choose for this research to collect the data among the 2 methods. Quantitative Questionnaires A set of questions will be form base on aim, objective of this study and the information that I found in the literature review. Target groups: experience contractor and the site supervisor. Reason: personal financial and able to obtain the data in short period. Qualitative Case study Observation and investigation (site visit). Targeted Place : construction sites, occupied buildings Identify the common defects in the construction project and some of the photo will be taken. Stage 3: Data analysis Once the data collected, in this chapter will analysis the data that collected from the questionnaire and case study by either method of SPSS, table method or bar chart. Analysis will include: Respondent age Collected data for Cause of defect in construction project Find out the major cause Collected data for the effect of defect in construction project Find out most worst effect Collected data for the method to minimize the defect in construction project Analysis which method most effective Details of the construction site or building Comparison of site or building Major defects arise in construction from the case study data Stage 4: Conclusion and Recommendation Conclusion Result of analysis will be conclusion. Judgment for the result will be including in the conclusion. For example which common cause of the defect in the construction project. Most effective method to reduce the defect in construction project will conclude. Recommendation A further scope of study will be recommended. Most effective methods as remedial action for construction will be recommended. Some of the field for study in depth will recommended. 1.8 Summary of chapters 1.8.1 Chapter 1 Introduction In chapter 1, information regarding the research topic will be discussed in brief in the introduction. Other than that, background in this chapter will further study in depth the causes, effects and method to minimizing the construction defects. For example, defects can be categorized in 2 types, which is patent and latent defect. In additional, the research aim and objective will also include in this chapter follow by research methodology, which is how the data be collect and analyze. 1.8.2 Chapter 2 Literature Review In chapter 2 Literature Review, the causes of the construction defects will be discussed. Once the causes of the construction defects is discussed, the effects of the construction defects will also be discuss follow by the methods to minimize the construction defects. In additional, ways of obtain information for the purpose of conduct Literature Review will be from the articles, journals, internet, reference books and etc. 1.8.3 Chapter 3 Research Methodology In Chapter 3 Research Methodology, structure of questionnaire will be form and the procedure of the case study will be plan. (If case study method is choose). Once the information obtains from the questionnaire, it will be listed in this chapter. Example for the structure of questionnaire: Improper design Poor workmanship that leads to poor finishing quality Improper means or methods of installation Improper or poor quality of the materials Defective material or poor material performance Missing or inadequate protection from weather or environmental condition in the construction site. Soil subsidence, movement and settlement This questionnaire is base on the Likerts scale of 5 ordinal measures from 1 to 5 according to level contributing. For example: = strongly Agree (4) = Agree (3) = moderate (2) = Disagree (1) strongly disagree Example of the case study procedure: Step 1: Selecting the sites Step 2: Meet up with sites manager and get approval Step 3: Conduct case study Observation Take necessary photo Step 4: Gather all the data Step 5: Analysis the data 1.8.4 Chapter 4 Data Analysis Once the data successful collected from the questionnaire or case study, the following step is to analysis the data in this chapter 4. The methods use to analysis the collected data can be SPSS, Bar Chart or table method. For example the data can be analysis included: Respondent age, collected data for Cause of defect in construction project, collected data for the effect of defect in construction project, details of the construction site or building, major defects arise in construction from the case study data. 1.8.5 Chapter 5 Conclusion and Recommendation In this chapter a conclusion will be conduct to conclude the whole research including the result from the analysis that carry out through the SPSS, bar chart. Besides that, most effective methods to minimize the construction defects will be recommending base on the result of analysis in order to fulfill the research aim and objective. 1.9 Summary In Chapter 1, general information regard this Research will be discus in the introduction such as definition of the construction project and defects. Some of the further information from other resource such as internet, articles, books, magazines and etc will be discuss in further in the Research Background. For example, causes of the construction defects, methods to minimize the construction defects and effects of the construction defects in the construction project will be discuss in more detail. Identifying and studies the causes, effects and methods to minimize the construction defects is the aim and objective for this Research. In additional, the Methodology of this research will include literature review and data will be collect from either questionnaire or case study. In this chapter, the aim and objective include identifying and studies the causes and effect of construction defects in the construction sector, and the methods to minimizing the construction defects in construction project.

Postion Paper: Who Was More Carzed Stalin Or Hitler -- essays research

Who was more Crazed: Stalin or Hitler? The obviously more crazed man was Joseph Stalin. Stalin was more crazed because over his time and rule, he killed millions upon millions more people that Hitler. Joseph Stalin is also more crazed because he did not kill other people he was racist against, but simply because he wanted to kill. The book Hitler and Stalin: Parallel Lives, states " Adolf Hitler's actions can not even be compared to the monstrous actions of Joseph Stalin". The author of this book points out another interesting fact. Alan Bullock states "If Hitler would have ruled in power as long as Stalin, there may have been somewhat of a kill ratio comparison between the two". Hitler's first and foremost task as dictator of Germany was cleanse Germany of all other inferior races. This was a very bad move on Hitler's part, and that he should have never gone through with it. The author rightfully states that Hitler had many physiological problems, and hated the Jews for one reason, and you will find that in the following quote by an anonymous author "When I now broached the question of what the source of his so strongly felt hatred for the Jews was, and why he wanted to destroy this so undeniably intelligent race - a race to which the Germans and all other Aryan's, if not the entire world, owed an incalculable debt in virtually all field of art and knowledge, research and economics†. Unlike Stalin, Hitler actually helped the economy. Hitler did good with the Volkswagen. Hitler was a power hungry man. Hitler was a more peaceful man compared to Stalin. He didn’t kill his own, family, and until the end, kept the economy strong. What Hitler wanted to accomplish was virtually impossible. His goal of making an entire race extinct was obsolete, but he did not seem to think that. Hitler tried to carry out his goal, and in a way succeeded in the almost impossible. In a quote from an article it states that â€Å"Hitler overcame the near impossible, through propaganda†. This quote also brings up another point, and that was that Hitler was an expert at propaganda. Hitler and Stalin both used propaganda to its fullest, through billboards, and on radio broadcasts. The obvious better of the two was Hitler. &... ...worthiness adds up to make him the more terrible. The main reason Stalin was chosen was because of the outrageous amount of killings. Hitler's killings were minor compared to the twenty to sixty two million people Stalin killed in his lifetime. Stalin cannot be compared to any other political figure. Joseph Stalin was a one of a kind, and it was the one of a kind you did not want. No other political figure in history has killed this many people in his political reign, or for that matter, used fear to win his elections. As ruler of the Red Army, he did not feed his soldiers, and sis not take care of them. People in Stalin's country had to fend for themselves. If asked the question, who was worse: Stalin or Hitler to any average person of average knowledge, one would assume Hitler was worse. This situation was common because Joseph Stalin burned most of the history on his life, and his plans. In the beginning, to me, Hitler was worse too, but after reading what I have read about this monstrous man, I know for a fact Stalin was worse, and he will always be in my eyes. I hope my paper has well informed the reader of who was obviously the more crazed man.

Biography of Aristotle (384 -322 BC) :: essays research papers

Aristotle (384 -322 BC) ARISTOTLE'S LIFE Aristotle, Greek philosopher and scientist, is one of the most famous of ancient philosophers. He was born in Stagira, Greece to a physician to the royal court. When he became eighteen, Aristotle entered Plato's School in Athens and remained at this academy for twenty years, as a student and then as a teacher. He was recognized as the Academy's brightest and was given the title of "The Intelligence of the School". When Plato died in 347 BC, Aristotle left Athens and joined a group of disciples of Plato, with his friend Hermias. Hermias became ruler of a city called Assos, a city in Asia Minor. Aristotle married Hermias' adopted daughter, Pythias. In 343 or 342 BC, Philip II, king of Macedonia, told Aristotle to supervise the education of his son, Alexander (later known as "Alexander the Great"). He taught him until 336 BC, when Alexander became the ruler of Macedonia. Alexander the Great later became the ruler of all Greece, and over threw the Persian Empire. In 334 BC, Aristotle returned to Athens and started his own school, the Lyceum. Because he taught while walking around, his students were called the Peripatetic students, meaning "walking" or "strolling". When Alexander died in 323 BC, Aristotle was charged with impiety (lack of reverence to the gods) by the Athenians. The Athenians probably did this because they resented Lu-2 Aristotle's friendship with Alexander, the man who conquered them. Aristotle fled to Euboea. He died there the next year. ETHICS Aristotle believed that there was no way to make an accurate resolution of human

My Most Beneficial Personal Quality

I have taken advantage of the education opportunities presented me thus far to prepare for college in many ways. First and foremost I have ensured that I have enjoyed a wide variety of classes and electives to provide me the opportunity to explore as broad a subject selection as possible. Most of the courses I have focused on in my senior year have been college preparatory. College preparation however is much more than academics alone. I have also experienced many educational opportunities that exist outside the realm of traditional ‘academics'. These experiences have prepared me more so for my college experiences than my preparatory courses. I have for example faced many challenges while growing up. During my four years of high school I engaged in a variety of extracurricular activities and clubs that taught me much more about the ways that people interact and communicate than I ever would have initially assumed. Participating in many volunteer organizations and student achievement groups, I realized that not two people interact in the same way. Most people I learned are products of many different elements including their beliefs, values, morals and faith. One's religious ideals, culture and even familial upbringing can all influence their perceptions on life, their ability and motivation to interact with others and their desire to achieve. With this knowledge I learned new and exciting ways to interact with people, even those that were very different from me and with those that held very different beliefs. In fact in most of my pursuits I found myself drawn to those with conflicting ideals and moralisms, in part because they challenges me to learn more about myself and question the beliefs I held true about the world in which we live. I believe it is through these types of interactions that we actually learn everything there is to know of the world. We need to rely on people that challenge us and our views so we open our eyes and get a better understanding of the world in which we live. I feel these diverse educational experiences while not academic, have prepared me for life in the university more so than any classroom instruction may have or will in the future. I bring to the University of California a unique ability to network and work personally with people. By far my most beneficial personal quality is my ability to build relationships and communicate with a wide diversity of people from varying backgrounds, cultures and environments. In today's society it is vital for anyone to understand the importance of interpersonal skills and relationships both on a personal and from a professional perspective. More and more the world is operating in a global business environment. Modern technology has afforded people the opportunity to communicate from once remote locations. What this means is that people from all over the world with all manner of different morals, values and beliefs are not just communicating with one another but also working together to create a better world. As members of a global society I feel it is vital that we all have the ability to communicate effectively with one another. Sometimes this takes the guidance and direction of a true interpersonal leader. I believe I am possessed of those traits. I have throughout my high school career taken great care to interact with people from various backgrounds and ethnicities. I have participated in multiple groups, clubs and organizations that have enabled better exposure to different people and have helped me learn better ways to communicate with one another. I have also witnessed first hand what happens when communication goes bad, and have since committed myself to facilitating solid communications and interactions between people. I believe this personal trait will benefit the University of California in many ways. The University of California is one of the nations top universities; home to thousands of unique students and home of many of the nations top academic programs. Early on I knew that more than anything I wanted to pursue the best education I could afford. To succeed in today's world business professionals and students must be possessed of a wide range of skills that are best learned in a University environment. I feel that throughout my life I have already faced many unique challenges and obstacles. I was not always a committed student, lacking the insight and motivation necessary to excel in my classes early on. However experience has taught me that little in the world is more valuable than an education. Every day on the news we hear stories of tragedy. Hurricanes that devastate infamous regions, terrorism that destroys the livelihood and communities of varying regions†¦ these are all modern realities we must learn to cope with. To address the often-turbulent environment we live in today, it is vital that we all commit ourselves to one another and our communities. I feel that I can best do this by excelling in my education. Through my university education I hope to learn not only of the fine nuances of other communities, but also about key demographics about the worlds' population and needs entering the upcoming decades.

The Image of Nursing

The Image of Nursing Dawn Davis Texas A&M University-Texarkana The Image of Nursing Following is a discussion of the image of nursing and professional identity. Factors contributing to nursing image and the effects of nursing image are included. The Image of Nursing What is the professional identity, or the image of nursing? How does the public view this hardworking profession? Do they understand what a nurse does? Do they understand the thought processes involved in caring for patients. Do they understand the knowledge involved in critical thinking?Do they have any idea that we formulate plans of care and that we put together nursing diagnosis with treatment plans, nursing interventions, expected outcomes? Do they understand that we are their advocates? Do they understand that all care is channeled through nursing and that we are their main defense for patient safety? Are we professionals in the eyes of the public, and in our own eyes? For my own research on this paper, I randomly q uizzed ten people that I met in public, not people that knew me personally. I asked them what they thought of nurses, and asked them to give me some adjectives to describe nurses in general.Some of the positive responses that I received were; kind, caring, cool, they help the doctors, they take care of patients, outstanding, knew what they were doing, they saved my life, and excellent. I also received some negatives. One person told me that they knew one nurse that was totally uncaring, unprofessional, and mean. Another individual told me that many years ago her son, who passed away, was HIV positive and she felt that the nurses neglected him because of his diagnosis. I was appalled at the negative answers, and somewhat disappointed with the positives.While the positives that I received were all fantastic traits, not one person mentioned traits such as educated or professional. My very limited random research was completely in line with the findings in our text book, Professional Is sues in Nursing. So, it would seem that, in general, the public doesn’t completely understand the wide scope of nursing. They understand some of the basic functions of nursing. The few random individuals that I spoke with based their perceptions mainly on personal past experiences with nurses. Nursing Image What is Nursing Image?This is a concept that needs more clarification and study to increase nurse’s awareness of factors that affect public perception. â€Å"Understanding the moral values in today’s nursing practice will help nurses to work together with a common comprehension of their aims. This should also allow greater appreciation of the practice of nursing highlighting the equal importance of both fundamental basic nursing care and the advanced clinical roles† (Horton, Tschudin, & Forget, 2007) Nursing image also affects the decision to enter nursing as a profession, to remain in nursing, and to encourage others to become a nurse.A broad definiti on is â€Å"Nursing Image is a multidimensional, all-inclusive, paradoxical, dynamic, and complex concept. † (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) To further define: * All-inclusive and paradoxical refers to both stereotypical and professional image. * Dynamic includes the changing view of nursing as a profession. * Complex, because many factors influence the formation of the image. Factors affecting Nursing Image Many factors combine to influence the image of nursing as a profession.Some of The factors include media, poor communication and visibility, clothing style, the nurses’ behaviors, gender issues, and professional organizations. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Media- Historically media has not painted a very professional image of nursing, although, recently this has improved to portray a more capable, independent, strong, intelligent individual. * Poor communication and invisibility- Nursing is an invisible profession and this is a major threat to nursing’s social status and perceived value.It is believed that since nursing is mostly female, that there is poor communication with media and reporters. Nurses also somewhat reluctant to share knowledge, experience, expertise, competence, and intelligence to change portrayal in the media. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Clothing style- Appearance is the first thing a person notices. A professional uniform that also defines them from other disciplines increases professionalism. * Nurses’ behaviors- Some believe that the nurse is not identified as professional individual, we refer to the physician as Dr. ___, and the nurse is known by the first name. Different levels of nursing education do the same job; this may devalue nursing as an intellectual profession. Nurses with negative image of nursing may also project that to others. â€Å"Self-image shapes behavior and performance in the workplace and affects how we think and act. † (Fletc her, 2007) * Gender issues- Generally nursing is viewed as a female dominated profession. Men are normally viewed as having positions of power. Women are thought of as caring, more emotional and less aggressive than men.This gender stereotype tends to limit the number of males recruited and retained in nursing. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) * Professional organizations-Globally, there are 14 million nurses. Nurses are the largest group of health professionals in the world. Unfortunately, there is limited unity. Involvement in professional organizations, and standing together on issues is important in changing nursing image and increasing professional identity. (Rezaei-Adaryani, Salsali, & Mohammadi, 2012) Effects of Nursing Image on NursingOne very important effect of public misunderstanding of the profession of nursing and the knowledge and skill required is a limited number of potential candidates for the future of nursing. Thirty years ago a significant number of young people would have chosen to be a nurse when they grow up, less than 5% of students responded so in a 2004 study. (Huston, Professional Issues in Nursing, 2010) Another important factor is that inaccurate nursing stereotypes may have a negative effect on the self-esteem f nursing as a whole. Both of these factors combined lead to increase in nursing shortage, short-staffing, heavy workload, job dissatisfaction, and burn-out. This can lead to current nurses leaving the profession. In general, nurses’ image of nursing tends to be better than that of the public. This is related to the fact that nurses are educated about the profession. I also asked several Registered Nurses to give adjectives to describe nursing.I received responses such as; educated, professional, critical thinkers, overworked, advocates, compassionate, unappreciated, caring, researchers, knowledgeable, multitasker, empathetic, thorough, supportive, educators, and leaders. Many changes need to be made to c hange the image of nursing in public view. Nurses must be heard in the media. Nurses must speak positively about their profession. The public needs to be educated about the profession of nursing. Nurses should act, perform, and dress like professionals. Nurses should actively encourage bright individuals to join the profession.Current nurses should positively socialize nursing students, and new nurses, acting as optimistic and confident mentors, sharing their expertise. Nurses should join and be active in professional organizations, to increase unity, and be active in the political processes. Imagine the strength and respect nursing would command if half of the nurses joined. In summary, the image of nursing needs to be changed for the better. Change starts with the profession itself. Every nurse should take accountability to make these positive changes through action, involvement, education, and behavior.Bibliography Fletcher, K. (2007). Image: changing how women nurses think about themselves. The Author, 207-215. Horton, K. , Tschudin, V. , & Forget, A. (2007). The Value of Nursing: A Literature Review. Sage Publication. Huston, C. J. (2010). Professional Issues in Nursing (second ed. ). (H. Surrena, Ed. ) Philadelphia, PA, USA: Wolters Kluwer Health/Lippincott Williams & Wilkins. Rezaei-Adaryani, M. , Salsali, M. , & Mohammadi, E. (2012, December). Nursing Image: An Evolutionary Concept Analysis. Contemporary Nurse, 81-89.