Development Indicators - 928 Words

TITTLE: An essay on development indicators describing the following indicators that may be used to explain levels of development within countries: (a). (b). (c). Gross National Product (GNP) Child (Under- five) Mortality Rate Human Development Index (HDI) TABLE OF CONTENTS 1. Introduction 2. Defining Development Indicators 3. Gross National Product 3.1 Advantages of GNP 3.2 Disadvantages of GNP 4. Child (under - Five) Mortality 4.1 Advantages of child (under-five) Mortality 4.2 Disadvantages of child (under-five) Mortality 5. Human Development Index 5.1 Advantages of HDI 5.2 Disadvantages of HDI 6. Most suitable Development Indicator 7. Conclusion 8. List of References 1 1 1 1 1 1 2 2 2 2 2 2 3 3 1. Introduction Progress or†¦show more content†¦HDI is used by UNDP to categories the world into high, medium and low development which is friendlier than categorizing the world into Third World / First World, ‘North/South’ Divide. 5.2 Disadvantages of HDI One limitation of HDI is that it does not show the internal inequalities in welfare within countries. Another limitation is that there is no automatic link between income and human development. 6. Most Suitable Development Indicator HDI is the most suitable indicator for explaining the levels of development within developing countries because it gives a better picture of levels of development in that it includes both social and economic aspects. It focuses on peoples quality of life.. It is a broad based view of development than measures of wealth. Life expectancy is a reflection of the well- being and health care within countries while education (literacy) gives more opportunity to people which are a key fac tor in poverty reduction. 2. 7. Conclusion. Gross National Product (GNP), child (under-five) Mortality Rate, and Human Development Index (HDI) are indicators that may be used to explain levels of development within countries especially developing countries. HDI however, embraces a broad based measure of development and as suxch I consider it the most suitable indicator to measure levels of development. LIST OF REFERENCES 1. Cornwell, L De Beer, F 2010 Only Study Guide for DVA1501. Pretoria. University of South Africa. 2. Mojapelo-Batka,Show MoreRelatedIndicators of of Progress and Development950 Words   |  4 Pagesprosperity were accepted as key indicators of progress and development till the first half of the twentieth century. This was a preoccupation of classical economists. 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Second, The organization adopts too many Indicators and this will lead to the organization lose focusRead MoreTitration Analysis of Aspirin Tablets1492 Words   |  6 Pagesaccurately one tablet into a 50 cm3 conical flask and dissolve it in 10.0cm3 of 95% alcohol. 3. Titrate with 0.10 mol dm-3 sodium hydroxide solution using two drops of phenolphthalein solution as indicator in the first trial. 4. For the next trials repeat steps 1 and 2, but instead of using an indicator use an electronic pH tester to measure the pH of the solution to determine when its neutral; (PH -7) . 5. Record data, ml used in titration to neutralize every aspirin trial. Raw Data Collection:Read MoreEffects Of Recession On Banking Sector Of China And United Kingdom2906 Words   |  12 PagesInstitution: Outline I. Executive summary II. Introduction Effects of recession Indicators of recession Objective of paper Thesis statement III. 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Economic and social development are of central concern to governments and development agencies worldwide due to their direct link to equality. This can be explained through the well-defined link between income levels and health, education and nutritional outcomes, emphasizing the importance of addressing inequality in order to break the cycle of intergenerational poverty. Thus, reducing inequality

The Great Gatsby By F. Scott Fitzgerald - 1636 Words

The 1920s: Two Perspectives, One Story F. Scott Fitzgerald s The Great Gatsby and Toni Morrison s JAZZ both tell the story of the 1920s in America, but from opposite points of view. Both authors provide us with two compelling narratives of the societal shift that took place in America after World War I had come to an end. Although the accounts share many of the same general topics, as well as the historical era, it is difficult to imagine how the two stories could be so different from one another. It is as though the two authors are giving a description of the same coin, but one describes the front and the other describes the back. To the white population this decade was a time of disillusioned self-indulgence. But to the black†¦show more content†¦But, the events of one drunken afternoon conspire to bring about an ending which includes the death of Tom’s mistress, Myrtle, as well as the murder of Gatsby, followed by the suicide of Wilson, Myrtle’s husband. Fit zgerald creates a picture of a lifestyle that is both fascinating and horrific. In all its excitement The Great Gatsby brilliantly captures the American dream both in its prime as well as its nadir. Morrison’s JAZZ is the story of a love triangle between three people living in Harlem during the Jazz Age. It tells story of Joe Trace, a married man in his fifties and Violet Trace. In 1906 the couple rode the train into New York City and began a new life there, Joe as a door-to-door beauty product salesman, Violet as a hairdresser. However, Joe’s has an affair with eighteen-year-old Dorcas Manfred and later murders her out of an outrage of love and anger. Violet attacks Dorcas’ body at her funeral seeking revenge. After Dorcas death, Joe and Violet continue to live together. In the spring, Joe mourns Dorcas s death and he and Violet patch things up in their relationship, mediated in part by their new friendship with Dorcas s best friend, Felice. Violet eventually realizes that Dorcas was a troubled young woman and that she has Joe’s attention now after he killed Dorcas. JAZZ gives us a very real glimpse of what it must have been like to be a black cit izen in Harlem during the Harlem Renaissance,

Institute of Leadership and Management Level 5 Diploma in Management Free Essays

string(140) " well in team InitiativeNC2As expertise builds, offer experiences which build confidence in using initiative Work standardsC4Conscientious\." Introduction The following looks at the development needs of an individual for whom I have responsibility at work. I devise, justify and describe the monitoring of a personal development plan to meet their needs. My organisation is Westminster Drug Project, a vibrant, dedicated and innovative charitable organisation committed to assisting people who have drug and alcohol related dependences. We will write a custom essay sample on Institute of Leadership and Management Level 5 Diploma in Management or any similar topic only for you Order Now The organisation has been in existence over 21 years, and was started in the London Borough of Westminster. Westminster Drug Project (WDP) has grown in size and reputation over the years and presently works across a number of London boroughs and some counties in the south east of England. The purpose of the organization is to provide support to those affected by drug and alcohol use in local communities, and also to share knowledge acquired in the carrying out of this purpose to a wider audience, so as to have a highly informed society. WDP is committed to ensuring that they provide excellent services to all their stakeholders, from service users to the commissioners. They are committed to providing treatment and support to services users, and to overseeing their successful progression through the various stages of the treatment programme. The organisation is not adverse to change; rather it structures its services to embrace any change (legislative or otherwise) that might have a positive impact on the treatment journey of its service user. This can be evidenced by the expansion made to some services in order to meet the many stages of a service user’s treatment journey. Over the years WDP has showed itself to be an organisation which has a passion for its goals. One of the main objectives of the organisation is to develop the potential of its people so as to ensure that everyone is fully committed to the organisation and that they possess the appropriate personal resources in order that the mission of the organisation can be fulfilled. My role at WDP had progressed over the 5 years I have worked for the organisation, although I have always worked in a financial role. During my time at WDP I have developed and progressed through a number of financial related roles within the finance department. My current position is the Financial Accountant of the company. In this position, my main duties include: Coaching, mentoring and supervising the Finance Administrators Supporting the Financial Controller, colleagues and other managers in the management of WDP’s finances. Devising and implementing effective systems and procedures for the organisation to ensure good governance Control of WDP’s financial resources in order to provide timely and accurate information to support the organisations decision-making and growth. Overseeing the day to day operations of the team and having a direct impact upon the development and growth of the team. Maintaining the integrity of all the sub ledgers and assisting with forecasting and budgeting. Producing finance reports to senior management and external stakeholders Since I started working at WDP, I have acquired a vast knowledge of the misuse and or abuse of drugs and alcohol. An important aspect of my Job is to ensure that relationships between the organisation and external stakeholders are not compromised, as well as promoting a healthy working relationship between both parties. Evaluation of Individual Performance Within an Organisation This section sets out a performance gap analysis with one member of my team. Performance Gap Analysis (sometimes called Gap Analysis) is a tool which can be used to identify gaps in (amongst other areas) employee performance. By identifying gaps clearly, it is thought that they can be more accurately and speedily addressed. PGA allows an organisation to assess possible improvements in employee performance, to understand why the gaps exist and plan interventions to address the gaps (Van Tiem et al., 2012). Performance Gap Analysis can take various forms. Typically they identify the different components which an employee needs to possess in order to do his or her job well. Then, for each component, there is an assessment whether that skill or ability is critical or non-critical (non-critical components are useful, but not essential to possess), whether the employee currently possesses that skill (and to what level), and therefore where there exists a gap which needs to be filled by t raining and/or education (Q Finance 2013 [online]). I am using a model which combines categories from CPS (2007) with the suggestions made by Q Finance (2013, online). There are many versions of PGA tools, but I chose this one as I felt the competencies discussed match the requirements of the job in question very well. The member of my team is Amanda M (please note, a pseudonym has been used)]. A Junior Finance Assistant, she is one of the most junior in the department, and has been with us only 4 months. She joined the department directly from education, so has not had any relevant work experience before. I met with her for 40 minutes to discuss the different aspects of her job, and identify her competency in each. I explained the purpose of the analysis, and she was very enthusiastic about the technique. As she had been with us for a relatively short period of time, she has not had another formal review of her job, and has expressed to me on several occasions that she would be interested in finding out how she is getting on. Both Amanda M and I particularly valued the way that the tool offers a physical record of the meeting, which both allows credit to be given for areas in which the employee is performing well, and also helps identify areas in which the employee is underperforming, while allo wing improvements to be tracked over time. This led to the following gap analysis (presented below): Skill/ CompetencyCritical or non-critical (desirable)Degree to which skill/competency possessed (out of 5)Skill gap / Action Technical ability (financial expertise required for job)C3Will take some time to fully understand technical aspects of job. Reassess in 6 months TeamworkC4Works well in team InitiativeNC2As expertise builds, offer experiences which build confidence in using initiative Work standardsC4Conscientious. Could check more. Recommend daily checking of work at end of day Customer / client focus (ability to liaise with clients)NC3Lacks confidence with service users. Recommend confidence-building course in next 6 months Understanding of organisational ‘vision’C5Committed, understands aims of organisation. CommunicationC3Written communications good, verbal communication needs work. We identified need for confidence building on speaking to groups. Training to take place in next 2 months. Decision-makingNC3Reassess in 6 months, still building expertise in role. AdaptabilityC4Flexible. No further action at moment. Planning OrganisingC4Well-organised. No further action at moment. Conflict managementNC3Finds conflict difficult. Reassess need for extra training in 6 months. Table 1: Performance Gap Analysis with Amanda M In summary, both Amanda M and I found the gap analysis a useful tool for assessing strengths and weaknesses and planning SMART (specific, measurable, attainable, realistic and timely) objectives (Williams 2011). Implementing a Personal Development Plan for an Individual in the Organisation The Personal Development Plan As well as conducting a gap analysis with Amanda M as described above, I also (with her input) devised a personal development plan (PDP). The detailed discussions which were involved in developing the PGA raised a number of key objectives which fed into the PDP. The plan is presented in table 2 (note, this is written from the viewpoint of Amanda M: Objectives (What do I want to be able to do, or do better?)Success criteria (How will I recognise success? How will I review and measure my improvement?)Actions (What methods will I use to achieve my learning objectives?) Implementation (How will I practise and apply what I learn?) Full understanding of the accounting procedures within the Department By being able to take on more responsibility outside my current job description This will be reviewed during supervision and measure against my performanceBy shadowing those already currently doing the job. Also by reviewing completed tasks and comparing them with mine. By reading relevant literature.By undertaking more work within the department. Time planning and workload – getting things done on time and on schedule By meeting my targets within the specified time line of the finance timetable. By measuring current time taken to carry out tasks, and comparing with future timescales.Review current work process and look for ways to improve them To practise reflective learning (review tasks after completion)Break current tasks into constituent parts, assess (alone, and with peers / manager) whether any can be done more efficiently. Think about daily tasks and assess whether I am doing them in the best way. Compare how I work with others, both within firm and beyond. To be able to do budgeting and forecasting When am actually able to produce a budget for a new service and also when senior managers are confident enough to come and ask me questions about existing contracts I will have my budgets reviewed initially by line manager.Looking up old budgets done and trying to understand the basis on which they were set up Going on courses for budgetingWorking on hypothetical ones so as to have an understanding of what is involved Manager will set me task of doing budget, and will closely supervise and talk through my process. Improve communication skills Improve the quality of my communication skills i.e. written and verbal skillsPractical training, courses in written communication, verbal communication. Identifying weak areas with manager and ‘role play’ new approachesRoleplay with colleagues. Use checking techniques to make sure I am understood. Will assess my confidence re: communication at 6 month review. Take lead and use own initiative By implementing new ways to work better within the department Reducing my need to ask for assistance before acting Conduct analysis of current situation, i.e. number of times (per week) I ask for help making decisions currently, number of times (per week) I initiate new ideas or act independently. Compare this with situation in 1 month, 3 months etc.Short course in confidence building Seek detailed feedback from peers and manager about instances in which I take the lead and use initiative Use analysis of current situation to see where I could act more independently. By identifying these situations, responding more proactively to them in the future. Peer to peer mentoring – work alongside confident colleague who will support me in taking lead Use identification of possible situations for using initiative to act when I recognise these situations in future. Table 2: Personal Development Plan Delivery of the Personal Development Plan The employee identified a number of objectives she would like to achieve. Each of these objectives involved a slightly different means of delivery. Please see table 2 for details of delivery methods. One area which it was important to take into account was learning preferences. I found the ideas that there are different ways of learning and that different individuals are happiest learning in different ways very useful in this situation. The idea of learning styles was developed by Kolb (1984), who suggested that people prefer to learn in different ways, with four main styles: The accommodator: learns from experience and trying things out for themselves, as well as from other people. Intuitive rather than intellectual. Prefers teamwork. The diverger: prefers thinking and analysis to practical tasks. Good at things involving ideas, and may be sensitive and like the arts. They like people, are emotional. Good at team work. The assimilator: uses reflective observation and is abstract and conceptual, not as keen on working with people or experiencing things directly. Logical, rational. The converger: combines an abstract, conceptual approach with experimentation. Solves practical problems through thinking or learning. Good at putting abstract ideas into practice. (Evans 2006). This model helped me understand the best methods for Amanda M to achieve her objectives. I felt that she was closest to the assimilator model of learning as she takes an abstract and conceptual approach, and enjoys learning from textbooks. This not only explained the areas in which she most needed development (fitting in with the time constraints imposed by others, communication, taking the lead and practical action) but helped me plan ways to help her address these objectives. I felt that taking courses would help Amanda M understand the concepts behind the objectives, and would feed her desire for learning. I also felt that working with colleagues to address issues would help her overcome her slight resistance to working with people and direct experience. Another area which needed to be taken into consideration in devising the PDP was the organisational culture. Organisational culture has been defined in many different ways. A common notion is that an organisational culture â€Å"reflects the ideologies, shared philosophies, values, beliefs, assumptions, attitudes and norms of an organization† (Martin 2005, p. 490). It can also cover the usual ways of doing things which new employees have to familiarise themselves with. Organisational culture is transmitted through a range of methods including direct verbalisation, symbolism and unspoken ways of doing things. I feel that the organisational culture at WDP is relatively forward thinking and socialistic rather than influenced by capitalist values. Collaborative working and openness is prized, and values are collective rather than individualistic. There is a large emphasis upon the organisations commitment to social equality, and to employees understanding the vision of the organ isation.For this reason, when devising the PDP I felt it was appropriate to emphasise shared activity and working with other people, and downplay individualistic material rewards as a learning tool. From a slightly different perspective, one aspect of the organisational culture that I feel is counter-productive to personal development is the current situation with regards to reviews. New employees currently have to take part in three probationary reviews, one after 5 days, one after 8 weeks and one after 20 weeks, with the last review being key in determining whether the individual passes probation or not. However, I feel that the current final review relies upon outdated tools, and that it fails to assess the correct aspects of an employee’s ability. For example, currently a large part of the probationary review consists of a formal test of accountancy skills. While this is relevant to some extent, I feel a review which looked at whether the employee had developed the skills required in the job, not simply accountancy ability but wider ranging skills like teamwork, as well as the ability to apply formal knowledge to our particular work situation. Currently, the review al so fails to look at the extent to which the probationer has understood, and is in agreement with, the wider aims of the organisation. Given the nature of our work, I feel that this is a key area, and that it is extremely important for employees to be ‘on board’ with our mission.I would like to see changes here. Learning environment was also relevant. I feel that WDP promote learning as part of the environment. They are proactive in assessing training needs, and take training and development of employees seriously. They promote in-house, on-the-job and off-site training where possible. Weiss identifies several principles which can mean an organisation promotes the best possible learning environment, and I feel these describe the culture at WDP fairly well. They include (Weiss, 2012): the promotion of self-learning (helping people be open to learning and giving them the tools to learn in different ways). WDP are generally positive about learning, and promote learning opportunities. giving responsibility to both leaders and employees for learning WDP train managers to think about the learning needs of their employees, but also offer ways for individuals to identify and address their own learning needs. ‘just-in-time’ learning – making it possible for learning to take place whenever it is needed and wherever it is needed. WDP recognise the need to be adaptable and flexible regarding learning. For example, as a manger I am encouraged to think of innovative, quick ways to address employees’ learning needs once identified. Monitoring Progress Towards the Personal Development Plan Part of the personal development plan (see table 2) is the need to identify ways to find out if the objective has been achieved, and ways to review and measure improvements. These are summarised in the table. However, I feel objectives in general, and the objectives set for Amanda M in particular can be better achieved if detailed outputs and outcomes are set, and these should be given a specific time-frame for achievement.Shapiro (2012) identifies different types of monitoring of a project or individual’s progress: goal based, in which progress towards a target is assessed, decision-making, where the aim is to gather information to support a decision, goal-free, where there is no ‘good’ or ‘bad’ outcome, and expert judgement. The closest to the type of monitoring necessary here is goal-based. The aim is to identify whether the employee has achieved certain objectives, and it can also be asked if the goals were achieved in the most effective way and w hether they were the most appropirate goals. A suitable methodology for this type of monitoring is to compare a baseline with progress over a period of time, and indentifying key indicators (Shapiro 2012). To this end I created an excel spreadsheet which has a worksheet for each set of actions associated with a desired objective that breaks down the actions into smaller sections to be achieved, and associates each with a likely timeline. This not only identifies which actions need to be completed for the achievement of each objective, but helps Amanda M see how perhaps daunting larger scale actions can be broken down into small, very achievable pieces. One issue with monitoring progress concerns institutional matters. That is, an individual’s progress can be hampered by organisational failings. I feel that although WDP support learning in general, and promote it in an abstract way, they could be better at providing the detailed support that individuals need to learn. For example, while the directors agree in principle that employees should be given time off for training, in practice I have been asked to justify letting staff leave the office to do library research for example, and have had the sense that it is sometimes seen as a waste of time. Summary In the above I have looked at the processes through which employees’ development needs can be assessed. I have touched upon relevant theory in the discussion, but it has been shaped through devising a gap analysis and a personal development plan for one employee working in my department. While the case of one particular employee has been used to illustrate how development needs can be addressed, it should also be kept in mind that other members of the financial team are involved in these development needs. It is important to involve more experienced staff in expanding the experience and addressing knowledge gaps of Amanda M. For example, other staff members can offer support through allowing Amanda to shadow them for a day, or by acting as mentors over a longer period of time. Previously, in group meetings, we have addressed issues raised by training new members of staff, and it has been agreed that there is a need for an approach with a broad, team-wide sweep which involves everyone in training the new staff member. However, I also recognise that some individuals may find this easier than others. In my opinion, there is a need for further team-wide training to help less confident members of the organisation develop best practice for supporting new staff. References CPS Human Resource Services (2007) ‘Workforce Planning Tool Kit: Supply/Demand Analysis and Gap Analysis’, CPS, Washington, DC Evans, C (2006 Learning styles in education and training, Emerald Group Publishing, UK Kolb, D A (1984) Experiential Learning: Experience as a Source of Learning and Development, Prentice-Hall, Englewood Cliffs, NJ Martin, J (2005) Organizational Behaviour And Management (3rd edn.), Cengage Learning EMEA, USA QFinance (2013) ‘Performing a Skills Gap Analysis’, [online] (cited 16th January 2013) available from http://www.qfinance.com/performance-management-checklists/performing-a-skills-gap-analysis Qfinance ‘Performaing a Skills Gap Analysis’ (2013) Self Care Connect (2013) ‘Tool 5 – the Gap Model’, [online] (sited 15th January 2013) available from http://www.selfcareconnect.co.uk/tools_sc4pc/tool5.php Self Care Connect ‘Tool 5 – the Gap Model’. 2013 Shapiro, J (2002) ‘Monitoring and Evaluation’, Civicus, South Africa. Van Tiem, D, Moseley, J L and Dessinger, J C (2012) Fundamentals of Performance Improvement: A Guide to Improving People, Process, and Performance (3rd edn.), John Wiley Sons, USA Weiss, D S (2012) Leadership-Driven HR: Transforming HR to Deliver Value for the Business (2nd edn), John Wiley Sons. Williams, C (2011) Effective Management: A Multimedia Approach (5th edn.), Cengage Learning, Mason, CA How to cite Institute of Leadership and Management Level 5 Diploma in Management, Essay examples Institute of Leadership and Management Level 5 Diploma in Management Free Essays string(181) " and additionally provide training on financial matters to people from other departments, however the training tends to be predominantly focussed upon technical aspects of our job\." Introduction The following report evaluates the role played by leadership in successful teams, and the effectiveness of measuring team performance. Based upon this evaluation, I will critically examine my own leadership style, and highlight changes which could be implemented. I work for Westminster Drug Project, a charity which helps people with drug and alcohol dependency. We will write a custom essay sample on Institute of Leadership and Management Level 5 Diploma in Management or any similar topic only for you Order Now We are based in London but work across several London boroughs. I am the financial accountant for the organisation. For a fuller description of the organisation and my role, see appendix 2 Assessment of the Effectiveness of Organisation in Measuring Team Performance against Organisational Goals and Objectives 2.1. Measurement Methods Used Our organisation uses two main methods of assessing team performance against organisational goals and objectives. These are ‘Key Performance Indicators’ (KPIs) and the ‘Balanced Scorecard’ approach. KPIs are also sometimes known as ‘Key Success Indicators’. For a fuller description of KPIs and the Balanced Scorecard approach, see appendix 2. We adapt the balanced scorecard framework by specifying individual objectives within each perspective (see appendix 3 for full details). 2.2 Team Objectives and Measurement Against Organisational Targets My company uses both KPI and balanced scorecards to identify a number of team objectives, and to allow progress towards these to be measured. For all objectives, the process is similar: objectives are agreed overall at board level, then these are filtered down to individual managers and their teams. Managers discuss team targets (what they are, how to progress towards them, and how they will be measured) in meetings with staff. Discussions are mainly amongst the whole team, but sub-teams and individuals can also be the focus.This section looks at our different objectives and the measurements for these, and identifies task and behaviour elements of them, looks at how these targets contribute to the organisation as a whole, examines the line of sight to strategic objectives, and critically assesses the efficacy of the measurements. 2.2.1 Organisational Objectives Our organisational objectives are primarily maintaining accurate budgets and cost control. These ensure that our services are financially strong with an aim of facilitating growth (particularly diversifying into other areas in the drug / alcohol field, for example last year we took over an organisation offering residential rehabilitation services). Team objectives fit into organisational budgets in this respect, as company-wide standards for budgeting and cost-control are implemented. Team behaviour is designed to ensure that standards within the department are those used within the organisation as a whole. For example, my budgeting activities are spot-checked by my line manager, against methods used organisation-wide. In this sense there is a good ‘fit’ between team objectives and organisational ones. I feel also that the line of sight to the strategic objectives is well-managed. That is, we are trained not only in the methodology of budgets and cost control but also in the reasons why we use the particular methods we do, with the reasons always tying back to the organisation as a whole.Measurements are varied and include monitoring of behaviour (periodic watching of staff carrying out budgeting tasks etc.), spot-checks of records and other administration. Measurements are carried out by in-team management but a lso by auditors from outside the team.Cost control in particular is monitored regularly as there are so many outside and internal factors which can affect costs.I feel that overall the correct aspects of organisational objectives are measured, and that the ‘fit’ between team and organisation are well managed and that the balanced scorecard method and use of KPIs is well-integrated. This area corresponds to 1.a in the appendix below. 2.2.2 Developing our Reputation In this area I feel there is a poorer fit between team performance and organisational objectives. The latter include full transparency in financial procedures and excellent customer relations. Most of our income is from grants and contracts, which means that some funds are restricted (that is, must be spent on what the money was donated for). We have to provide very detailed accounts to funders of our spending, with complete transparency.There is clearly a strong need to adhere to these constraints, with the rationale for doing so a part of the overall vision for the organisation. In practice, however, I feel that customer relations are often side-lined in terms of team management and goals. The emphasis within the team seems to be primarily upon meeting goals in this area and this is managed with something of a feel of reluctance and antagonism. I feel more could be done to disseminate a positive approach here. This area corresponds to 1.b in the appendix below. 2.2.3 Understanding what we Have to Do In this case, the requirement translates into financial analysis and also understanding how projects work overall. The problem here is that working in the financial department can be isolating, and team members can become separate from the overall purpose of the organisation. There is less client-facing contact. For this reason, site visits and other ways of helping us understand the vision behind projects have been introduced.In this case I feel a poor fit between overall objectives and team ones has been overcome through thoughtful planning.Historically workers in finance had a poor line of sight between team objectives (quantitative and financially based) and the overall purpose of the organisation. However, this has been overcome. However, I feel more could be done to measure the impact of these new initiatives. For example, although I feel, through talking to colleagues, that site visits have improved the team sense of what the organisation is about, there needs to be formal mea surement of this, perhaps through employee questionnaires. This area corresponds to 1.c in the appendix below. 2.2.4 Developing the Potential of our People Developing the potential of employees is something that the organisation as a whole are very committed to. However, I feel there is something of a mismatch here between the holistic vision and the department interpretation of this. In finance we do provide training to everyone, and additionally provide training on financial matters to people from other departments, however the training tends to be predominantly focussed upon technical aspects of our job. You read "Institute of Leadership and Management Level 5 Diploma in Management" in category "Essay examples" I understand that this reflects our role, but I feel that more could be done to integrate the overall vision which seems to be holistic in approach and focused upon developing people to their full potential, which integrates areas outside the narrow focus of the job. For example, I would like to see more access to education of all sorts, for example learning new languages or arts related, as I believe this would both produce more rounded employees and fit better with organisational goals. This area corresponds to the KPI 1.d in the appendix below. 2.2.5 Developing Financial Resources I feel that the ‘fit’ here is fairly good. This objective means, in practice, managing financial resources prudently. This is a clear objective which has been tackled well through straightforward departmental systems. We work closely with senior management to provide information, for example monthly management accounts. Measurement of success here is straightforward: we are asked for figures and provide them. I feel team objectives contribute greatly to organisational success, as without the information we provide we would be unable to provide information to funders, and hence our income would be withdrawn. This area corresponds to KPI 1.a in the appendix below. 2.2.6 Sharing what we learn with others In practice this objective translates into clinical governance, team meetings and making sure all skills are utilised. We do address both these elements within the finance department, however I think there is a slight mismatch here between team and organisational objectives. Governance and meetings in our department tend to be very focused upon detail, and the wider, more visionary objectives are not really translated into the team context.Occasionally we will discuss what the organisation is really ‘about’, but I feel this gets forgotten as there is simply so much detail to get through. However, at the same time, I do feel that by sharing knowledge regularly, we fulfil an important organisational function. Also, I think we, as a department, fully utilise and share skills at team meetings. By open communication I believe we learn from past mistakes and tell others how to avoid making the same mistakes. This is facilitated by an atmosphere of seeing ‘mistakes†™ as opportunities to learn, not blame. 2.3. Evaluation of Effectiveness of Organisational Leadership in Helping Teams to Achieve the Set Goals Overall, I feel that there is a mis-match between organisational leadership and the desire of individual team management to achieve goals. The overall culture at the organisation is somewhat lassie faire (Tannebaum and Schmidt 1973), that is, individuals are given a high degree of autonomy to achieve goals in their own way. This has been called a type of non-management (Bilton 2007) and, I believe, in my organisation is not effective.Aside from cost-control and budgeting, there is a mis-match between what the organisation as a whole seems to champion and both what individual managers consider desirable and the means they employ to achieve the desirable. Individual staff are also left to their own devices to pursue team goals, and organisation wide there is little cohesion or sense that individuals are part of a large, organic whole.There is little intervention from higher levels in terms of achieving goals, rather an assumption that if targets are met the method must be correct. Add itionally, targets tend towards the quantitative, and primarily the cost related. While individuals display high degrees of creativity in achieving goals, there is little sense that achieving those goals will fit into a corporate vision. I also find that this high degree of individualism works against effective teamwork. Where individuals do work together as a team, this is frequently motivated (with the support of team managers) by short-term goals (such as winning a evening out for the team) rather than a larger sense of organisational purpose.In my experience this leads, long-term, to individual ‘burnout’, high turnover and a lack of longer term motivation. I have also had experience of lack of communication and understand across organisational teams, for example recently I did a financial report for a manager, to find that not only had he not seen such a report before but worse that he had no clear understanding of what it meant. There needs to be better training of managers regarding how to motivate teams in a way which fits organisational objectives, but perhaps more importantly better promotion within our organisation of what these objectives actually are. Managers need to go on more training courses. There also needs to be more open communication between managers in the organisation so they can share knowledge and learn from each other.Career structure within the organisation needs to be addressed. Currently there are very few opportunities to progress within the organisation, as most vacancies seem to be filled by people new to the organisation. This is not good for staff morale, and it creates a situation in which there is no sense of possibility within the organisation. Finally, there is a lack of communication of the deepest values held by the organisation across all employees. It seems to me that many managers are unaware of the corporate vision. However, there is also a problem because not all agr ee with some parts of the vision, for example some believe we should not hold reserves, although by doing so we are able to invest in new directions and ultimately help more people. Tannebaum and Schmidt (1973) discuss other types of leadership in addition to the laissez faire,They suggest a continuum of styles from the extreme of laissez faire leadership to a situation where the manager controls all activity. I believe that an intermediary position between the two extremes, for example the position where the manager engages with a team to discover different viewpoints before assimilating this knowledge into decisions is more appropriate. 2.4. Being Able to Develop and Lead Teams There are some areas in which I would welcome training to better manage teams. I am fairly new to the experience, and have been learning as I progress. I have been helped along the way by other managers in the organisation who have given useful feedback. As I wasn’t expecting to be promoted to a managerial position, I feel I was particularly unprepared. I have been daunted by the challenge, but also have become aware of the difference a good manager can make. Initially I have made many mistakes, but I now feel I am learning from them. I feel this is helped because the department has quite an open culture and learning from others is highly valued. One particular challenge so far has been to communicate with others in my team, particularly as I was unclear myself about what my role precisely involves, and what my objectives are. However, through learning to use tools such as delegation, empowerment and motivating others I’m now much more confident in communicating with others. I have had success by developing action plans in past unit reviews, for example I set the goal of clarifying my job role and what it entails, breaking this down into a series of achievable steps and setting a time-scale to complete each step by. Having done this I have a full understanding of my objectives and am working towards achieving them, but I am also convinced of the effectiveness of practical action plans. Although I have made many improvements in managing teams, there remain changes which I need to make to more effectively lead teams in the future, which I will address through action planning.The main change is to do with my line-management skills. I believe that by setting achievable goals for the people who report directly to me, clarifying the objectives expected of them, and being better trained in motivating and empowering people I can make my department more productive and a happier place to work.Please see the appendix for the action plan Conclusion This report has critically assessed the situation in my organisation in regards to leadership and team performance. I have looked at the ways in which team goals are matched to organisational goals across a range of relevant areas. I have also evaluated the extent to which leaders are effective in helping teams achieve goals, and looked at my own successes and shortfalls in this area. References Barrow, C and Molian, D (2005) Enterprise Development: The Challenges of Starting, Growing and Selling Businesses, Cengage Learning, UK Bilton, C (2006) Management and Creativity: From Creative Industries to Creative Management, John Wiley Sons, USA Cornelius, N (2001) Human Resource Management: A Managerial Perspective, Cengage Learning, UK Havenga, J and Hobbs, I (2004) A Practical Guide to Strategy: Making Strategic Thinking, Development and Implementation Accessible’, Sun Media, South Africa. Kaplan, R S and Norton, D P (1992) ‘The balanced scorecard: measures that drive performance’, Harvard Business Review, 70:1, 71-79 Schmeisser, W, Clausen, L, Popp, R, Ennemann, C and Drewicke, O (2011) Controlling and Berlin Balanced Scorecard Approach, Oldenbourg Verlag, Germany Tannebaum, R and Schmidt, W (1973) How to Choose a Leadership Pattern, Harvard Business Review, May/June 1973 How to cite Institute of Leadership and Management Level 5 Diploma in Management, Essay examples

Ocean Side Tranquilty Essay Example For Students

Ocean Side Tranquilty Essay Ocean Side TranquilityThe point when the hot sand meets the slowly rising tide of the ocean, and how the sunset seems to glimmer off of the water at just the right angle. When the flock of seagulls skims the top of the ocean while the fins of dolphins can be seen cresting in the distance. These are the sorts of things that help describe the feeling of ocean side tranquility. The soft sound of crashing waves, and the mellow chirping of seagulls sound in a way that meld themselves together into a sort of background melody that dance together along the grains of sand. The sunset slowly falls off the edge of the horizon casting a blanket of mixed colors along the top of the ocean. All of the actions taking place form a relaxing blend of natures marvels. When all the events of the beach form together to give a feeling of peace within ones self. In this one grain of time when all of the phenomenon of the beach come together, this is a feeling of complete ocean side tranquility. This one second of time stretches itself to fill an eternity. When it feels like youve been on the sand forever and nothing else really matters but the cool breeze and the sand between your toes, youve experienced the tranquility of the beach. All the ringing phones, complaining bosses, and modern day worries are replaced by a cold drink and a towel. Nobodys upset and the weathers just perfect to take a stroll on the soft cushion of sand. Although people feel the tranquility at different times the feeling is all the same. Some feel it while walking on the sand right at the break of dawn, while others experience it sitting down admiring the sunset as the curtain of night casts itself upon the water. The tranquility is a very enlightening experience too. A lot of people look at things differently when the relaxation hits them. Its like being in your own world where everything is flowing together just perfect. Everything comes together in perfect harmony. That guy thats walking his dog along the ocean seems like its meant to be there. Everything is in a complete moment of zen. The ocean side tranquility can be interpreted many different ways, but always gives the person experiencing it a great feeling of calmness and harmony. Hey, if it didnt happen why would so many people take their vacations to the beach?

Organ Donor Essays - Organ Donation, Medical Ethics, Grief

Organ Donor Ever since organ donation became a way of saving lives, there has been a shortage of organ donators. Attempts are being made to solve the organ donor shortage by meeting the bereaved family's needs. Aspects of the grieving process are considered in attempts to reconcile the need of donated organs and lessen the trauma to the family of asking for the organ donation. Factors that influence the experience of grief for the family are examined in an attempt to lessen the pain. Many factors affect how bereaved individuals will respond to a loss. The loss is not always immediate since some patients may linger on for hours or days. It is also hard for the family if their love one is brain dead because it is difficult to consider it the same as death. Physical and psychological factors were looked at. These two factors determine a person's reaction to the loss and role-played in the morning process. These issues were addressed in detail in an attempt to understand what stage of the morning processes the person is in. The relationship of the deceased person to the bereaved member is an important factor in determining what impact the patient's death will have. The loss of a child may so grieve parents that they inadvertently ignore surviving children. Men also are easily overlooked in the grieving process because they generally are more reluctant to express their feelings publicly and may not receive the support they need. It was clearly stated that just because people played similar roles did not mean they experienced the same feelings of grief. If the circumstances of the death were violent, it was more painful for the bereaved family members to comprehend its reality. The same exists when details of the death were unknown. Family networks, church affiliations and friends who can support a bereaved person during the mourning process help in facilitating the recovery process. Frequently the critical care nurse is placed in a position of asking the bereaved family to consider donating organs from the loved one they have just lost or are soon expected to lose. All factors involved in the grieving process must be considered and nursing staff or organ donor support staffs have to be very sensitive to the needs of the bereaved person. The nurse has to assist the bereaved person through as much of the grieving process as possible. The feelings of the bereaved person by the nurse through sensitive, uncondemning acknowledgement. It was felt by the author that a nurse who has become familiar to the family and has shared in its tragedy may be the person who can most sensitively suggest organ donation at the critical moment. The family needs to have an opportunity to say their good-bys. Reflecting on this reading, today's nurses have a big responsibility in trying to decide the "right" time to ask the family for the organ donation. Timing is everything in this situation. I gained a better understanding of what these nurses go through and how difficult it must be for them. On the other hand, I know there must be a wonderful feeling when they are able to obtain an organ and save a life. I've never considered all the factors mentioned in this article about death and grieving. I know that it is difficult to consider the possibility of donating one's own organs or those of a loved one, especially children. This issue is more often addressed after a tragedy strikes. This article has had a great impact on me. After reviewing the factors involving the grieving process in detail, it was clearly stated that the possibility of organ donation should be addressed more calmly and objectively before an actual tragedy strikes. Having prepared for such a possibility can make it more bearable for the family and the nursing staff. Bibliography Braynman, K.L., Vianello, A., Morel, P., Payne, W.D., Sutherland, D.E. (1996). The organ donor. Critical Care Clinics,6(4), 821-839

Schools socio-cultural goals for students

Schools socio-cultural goals for students Preventing moral failure in academic institutions appears highly dependent on the morality and ethics of its leaders and teaching staff. Hashtag: #Scandal School’s Socio-Cultural Goals for Students Scandals normally occur when somebody got involved in an act or event that is morally or legally wrong. However, the impact of scandalous acts is commonly far greater when it involves public figures and educational institutions that are supposed to model good virtues or morally acceptable behavior and attitudes in young people. School-related scandals such as physical abuse of students by a high school teacher, sex between a female teacher and underage boy-students, racism, misused of funds by school officials, and others were violations of ethical guidelines and codes professional conduct that eventually hinders achievement of school’s socio-cultural goals for students. The outbreak of school sex scandals involving female teachers and young students in the media not only triggered public controversy but raised questions and heated debate over the ethics and professional conduct of female teachers. A social researcher, for instance, assumed that although teachers involved in these scandals clearly crossed the line of what constitutes a morally acceptable practice; they are not actually at fault engaging in a male-female sexual relationship. Feminist educators, on the other hand, argues that such relationship will never occur if these female teachers value professionalism and committed to ethical teaching practices. Moreover, aside from being unprofessional, sex between teachers and students upset the learning environment and reduced public confidence in the ability of the academic institution to provide moral education. The Limits of Academic Freedom Trust according to literature is key to successful relationship thus schools with moral and ethical leaders and staff are more successful than others in establishing a moral purpose, building a caring and consistent long-term relationship with the community. Role of Ethical Educators in Preventing Moral Failures Preventing moral failure in academic institutions appears highly dependent on the morality and ethics of its leaders and teaching staff. The reason is that leaders and teachers are individuals students will look up to as an example of decent people. For instance, students will likely trust, respect, and emulate teachers making correct and consistent ethical decisions and judgments. In contrast, since decisions in school are made in absolutes, erroneous ethical decisions and judgments often result to immoral, unethical, and sinful decisions with major consequences. Teachers are humans who from time to time make an error. However, there is absolutely no excuse for making moral mistakes such as a teacher having sex with students, school principal stealing money from school funds, a teacher accepting a bribe, and others. Years ago, Bill Clinton’s presidency was damaged by his immoral actions against Monica Lewinsky and failure of the moral purpose of his political position. Similarly, a male teacher raising test score of a female student for sex is a moral and ethical dilemma destructive of the moral purpose of a school. It is, therefore, important for schools to employ ethical educators who practice what they preach and make moral decisions based on conscience and moral doctrine supporting the socio-cultural goals of schools for students. Moral failures in teachers can be avoided by understanding oneself, reflecting on experiences, moral and ethical values, and developing their own personalized code of ethics. This is because moral failure is often caused by the  competing interest, overload and pressures at work, excessive relationship with students, and error in judgment.

A research proposal for a research project in the area of management Essay

A research proposal for a research project in the area of management - Essay Example In the current competitive business world, leaders or managers are looking for making employees productive in order to improve organizational performance. Effective leadership and management styles have become the significant tools for improving the internal operations, responding rapidly to external opportunities, streamlining the product development or management, achieving technological breakthroughs and managing challenges in the business environment. There has been an extensive body of research exploring the issue of effective leadership and management styles employed in the current business environment to improve organizational performance (Armstrong 2009; Yukl, 2012). Researchers have realized the significant of successful business operations through employing effective leadership management style in the current competitive business environment (Darling and Heller, 2012). Therefore, this research proposal seeks to offer an analysis on the way organizations can create change th rough employing effective leadership and management styles; thus achieving effective business performance. ... Research Questions 1. To what extent do effective leadership and management styles affect workers task performance? 2. How do effective leadership and management styles influence organizational change? 3. What is the relationship between effective leadership and management styles and employee job satisfaction? 4. How effective leadership and management styles do contribute to increased organizational performance level? Hypotheses Effective leadership and management styles employed in a particular organisation contributes to job satisfaction, increased productivity and influences wok performance as opposed to lack of effective leadership management styles in another organization. Literature Review Varied literatures have attempted to examine the way effective leadership and management styles have contributed to significant organizational performance in an organization. The Relationship between Effective Leadership and Management Styles and Employees Job Satisfaction Effective leadersh ip and management styles have been linked with workers contentment. Schoemaker, Krupp and Howland (2013, p. 132) argue that employing effective leadership management roles contributes to employee satisfaction. This is crucial because satisfied employees can work together as a team toward increasing organizational productivity. The connection between organizational management styles and labor contentment cannot be overstated. This is because effective match between management styles and organizational operation realities can substantially lead to high level of performance. Raes, Heijltjes, Glunk and Roe (2011, p. 103) add that management is considered as one of the significant

How the Field of Business Has Been Impacted by E-Commerce Research Paper

How the Field of Business Has Been Impacted by E-Commerce - Research Paper Example Specifically, technological power of the present age reflects in computer and internet. Internet has brought myriad of wonders with its evolution, one of which happens to be E-commerce. â€Å"E-commerce is a commercial activity dealing directly with the trading of goods and services and with other related business activities, in which the electronic communication medium plays a central role.† (Heng, 2003, p. 104). Such activities include but are not limited to the payment management, spread of information, transport management and negotiation of financial tools. E-commerce has increased the national output by 2.7 per cent (Heng, 2003, p. 109). In October 1999, Sheikh Mohammed bin Rashid Al Maktoum, the Crown Prince of Dubai declared emirate’s intention of developing a â€Å"Dubai Internet City† (Martin, 2000). The Internet commerce was expected to increase from 26 per cent to 46 per cent of the worldwide expenditure from 1998 to 2003 (O’Briant, 2000). ... Because of its ability to connect people spread all over the world to one another simultaneously, internet happens to be a blessing for the e-commerce because businesses can advertise and sell their services and products online. Also, e-commerce benefits the consumers as they are able to gain firm understanding of the quality of a particular service or product prior to purchase through online discussions at social media websites. This enables the consumers to spend wisely and purchase only high quality services and products. E-commerce was very much there even before the introduction of internet, but in slightly different form. When internet wasn’t there, companies used such private networks as the Electronic Data Interchange (EDI) in order to do business with other companies. Back then, e-commerce was in an immature state. Companies had to incur a lot of expenses in the installation and maintenance of their private networks. Internet eradicated all those additional expenses a nd e-commerce flourished and spread far and wide in a matter of days. In this way, internet provided business entrepreneurs with a means to maximize the profitability of their businesses and minimize the expenses. In addition to that, internet served as an excellent means of spread of knowledge. Even if companies do not pay a dime for the advertisement of their products, they can create awareness among the public about them through social media websites. Numerous examples can be cited to prove the impact of e-commerce on business in the contemporary age. Blockbuster did business in retailing and renting of video games and VHS tapes DVD. Their products and services were fundamentally meant to provide the

Millenium Development Goals Essay Example | Topics and Well Written Essays - 1000 words

Millenium Development Goals - Essay Example Although poverty eradication has emerged as the top priority of the Philippine government since the 1980s, factors such as the rising population, and the slumping economy amidst political struggles in the late 1980s, kept the goal an elusive dream for the Philippine government, and for millions of vulnerable Filipinos. But with the introduction of the MDG's there were major improvements observed in reducing poverty. Table 1 shows that over the span of 12 years, "subsistence poverty declined from 20.4 percent in 1991 to 16% in 2000 and down to 12.15% in 2003" (Philippines Progress Report on the Millennium Development Goals, 2003, p.2). Table 2 also shows much promise in lowering the proportion of the population below the poverty line (i.e. per capita income Despite the positive result in the present ratios, several issues still remain to be taken in hand. For instance, poverty incidence in the Philippines is largely concentrated in the rural areas and in Visayas and Southern Mindanao. The Philippines Progress Report on the Millennium Development Goals (2003, p.2) noted that "about 78.8 percent of the food-poor families live in the rural areas...rural poverty remained high between 1991 (55.1%) and 2000 (54.5%). Urban poverty has been reduced by almost one third as of the year 2000, from 35.6 percent in 1991." In terms of poverty concentration by region, 65.2% of the population in Central Mindanao and the Autonomous Region of Muslim Mindanao (ARMM) is classified as poor. Bicol and most regions in the Visayas and Mindanao viz. Central Mindanao, CARAGA, Western Visayas, Eastern Visayas, and Western Mindanao also have poverty rates considerably higher than the national average. Furthermore, Table 3 shows reveal that the Gini coefficient has remained high at 0.48 in 2000 which makes income inequality still a huge part of the problem (Philippine National Statistics Office, 2004). The present Philippine administration is committed to win the war against poverty. The Arroyo administration has outlined a "comprehensive set of policies and programs directly aimed at addressing the needs of the poor, under the Medium Term Philippine Development Plan (MTPDP) 2001-04. The core strategies are: 1) Macroeconomic stability with equitable growth based on free enterprise; 2) Agricultural and fisheries modernization with social equity; 3) Comprehensive human development and protecting the vulnerable; and 4) Good governance and the rule of law" (Philippines Progress Report on the Millennium Development Goals, 2003, p.14) The centrepiece of the government's Anti-Poverty Agenda is known as KALAHI or "Kapit-Bisig Laban sa Kahirapan" (Linking Arms Against Poverty) Program, a community- driven development project that aims to improve the access to social services (low-cost, productive infrastructure such as roads, water systems, clinics, and schools), empowerment of the people through strengthening the community participation in local governance, and the management of resources. Since its inception, the project has seen

Research on Shisha Smoking Hazards

Research on Shisha Smoking Hazards Abstract This research was conducted to familiarize with the Hazards of Shisha Smoking among the youth of today, since past five years in the metropolitan city of Lahore. Primary and secondary sources were of great use. The information collected revealed that the teenagers are adopting Shisha as a style statement without knowing its health consequences. Cafes serving Shisha are considered to be rapidly increasing and therefore gain a big clientele. Besides being a growing trend it is a source of income to many suppliers. The study also found that smoking Shisha for an hour is as harmful as smoking 100 cigarettes. The need of the hour is to educate the youth regarding the harmful effects of smoking Shisha. Although a complete ban on anything is not possible, government should take steps to grip this growing culture. We have divided our main research topic into 5 different domains. Shisha Smoking and its Hazards Shisha originated in north westerns province of India, in the state of Rajastan and Gujrat. According to Cyril Elgood who does not mention his source, he was in India where Hakim Abdul Fateh Gillani an Iranian physician at the court of the Mughal emperor Akbar introduced the idea of Shisha..   Following popularity among noblemen, this new device for smoking soon became a status symbol for the Indian aristocracy and gentry. Although Hooka has been prevalent in rural areas of Pakistan, it only recently entered in the urban areas in a substitute form of hookah which is known as Shisha. Shisha became very popular amongst youth when it was first introduces, gradually it founds it way to peoples houses, parties, functions and events. Cafes and restaurants have gathered a lot of acknowledgement by adding Shisha in variety of flavours in their menu card. By seeing this acknowledgement almost all cafes are serving Shisha in Lahore. There are many problem been faced due to Shisha as it is a demerit good. Although some studies says that Shisha smoking is safer than tobacco cigarette smoking but medical professionals says that all kinds on smoking is bad for health, therefore Shisha stands at same level as is the cigarette regarding health issues. Each Shisha session typically lasts for more than 40 minutes, and consists of 40 to 150 drags that each consists of 0.15 to 0.50 litres of smoke. Hour long Shisha smoking is equivalent to 100-200 cigarettes; in a 45-minute smoking session a typical smoker would inhale 1.7 times the nicotine of a single cigarette. The water in Shisha use to filter diseases is not that efficient to remove all kinds of diseases. . People are suffering certain diseases as they had been a regular consumer of Shisha. Therefore Health issue is the main issue of Shisha consumption. A research department on Shisha smoking and cancer in Pakistan was published in 2008. Our scope of this research on Shisha is for last five years within geographical boundaries of Lahore. Our primary question for research is the hazards of Shisha. This we answered by acquiring knowledge of Shishas four domains significance of Shisha, health issues regarding the usage of Shisha, cafes serving Shisha and problems faced by Shisha victims due to its ban. Literature Review The objective of this paper is to study and highlight the social, behavioral, and health related aspects as well as its externalities with regard to water-pipe smoking among adolescents in Lahore since last 5 years and also to create awareness among the youth. Water pipe, also known as Shisha, â€Å"Hubble Bubble†, â€Å"Narghile†, â€Å"Ghoza† and â€Å"Hookah†, has been in practice for the last 400 years. The reasons accredited to this trend are various misconceptions, that water pipe smoking is not hazardous to health. Another factor adding to its popularity is its social acceptability as compared to cigarettes and its portrayal is a symbol of modernization of our cultural heritage. (Anjum et al, 2007) The extent to which water pipe smoking has penetrated our society is difficult to establish since very little work has been done on it. A recent survey conducted in high socio-economic schools of Karachi reported that Shisha is gaining popularity among the young generation and it is easily available in the restaurants, hotels and Shisha cafes. This survey estimated that almost 70% children have experienced this form of tobacco, as young as seven years old. Its smoke also contains hundreds of potentially dangerous substances including carbon monoxide, charcoal, nicotine, arsenic, cobalt, chromium and lead causing disorders including lung and bladder cancers, impaired pulmonary functions, coronary heart disease, infertility, tobacco dependence and so on. (Anjum et al, 2008) Some research carried out in the UK last year showed that the people who regularly smoke `Shisha` may suffer from disastrous levels of carbon monoxide (CO) resembling to that of inhaling a car exhaust. In addition, water pipe smokers might absorb higher concentrations of these toxic substances because of higher concentrations in the smoke itself, or because they may smoke for several hours at a time and may inhale the moisturised, less irritating smoke more deeply. An hour-long `Shisha` session involves inhaling 100 to 200 times the amount of volume of smoke inhaled when smoking a cigarette. This menace of Shisha Smoking is fast spreading among school and college going students. According to a research, more than 1000 Pakistani children of ages between of 6-16 years take up smoking every day. Although the Anti-Smoking Ordinance 2002, clearly prohibits storage, sale and distribution of tobacco products near educational institutions, yet some leading universities, schools and colleges in Lahore allow Shisha Smoking on social events. Besides this a number of posters posted on walls and bookshops carry attractive offers for Shisha smokers. This is primarily meant to motivate the youth studying in nearby institutions towards Shisha smoking. In fact, every day new Shisha cafes are opening up in the country because of its increasing demand by the younger generation which is further pushing the youth towards the use of this menace. Smoking is also prohibited at all public places, including hotels and restaurants. Yet, it is being served in different cafes and restaurants of the vicinity. It is indeed sad that by allowing cigarette and `Shisha` smoking in these closed premises, the anti-smoking laws of the country are being disobeyed by almost all hotels and restaurants in the country. (Dr Javed Khan, 2010) The reasons for this rising trend are certain misconceptions that water pipe smoking is not hazardous to health, since the tobacco is filtered through water before inhalation; nicotine content is less than that of cigarettes and addition of fruit flavours make it healthier. (Dr. Javed Khan, 2010) Another factor adding to its popularity is its social acceptability as compared to cigarettes and its portrayal is a symbol of modern lifestyle. Our research has shown that increasing consumption of Shisha smoking among the young generation is likely to become a serious public health issue of Pakistan in a very near future. Research has shown that people who consume Shisha are likely to become regular cigarette smokers and are also pushed towards other drugs indirectly. Lack of knowledge is the main problem due to which treatment induced is ineffective to make people quit water-pipe smoking. The space between knowledge and treatment can be filled by the efforts made by the research authorities. People should be aware of the health threats so the new trend of tobacco smoking causing diseases, addiction and death can be prevented. Our health authorities must take notice of the current situation and put a complete ban on serving `Shisha` at any hotel or restaurant in the country. The electronic and print media must warn the public, particularly the youth, on the serious potential health hazards associated with `Shisha` smoking. (Dr. Javed Khan, 2010) Research Questions Primary research question Hazards of Shisha Smoking among youngsters in Lahore, DHA and Gulberg since last past five years. Subsidiary questions 1. Do you smoke Shisha? This question was generated to know whether the respondent is a smoker or a non smoker. If someone smokes a Shisha, then what the reason actually was, being peer pressure, surroundings or status symbol. If he doesnt, then what is the reason behind it? 2. Do you think Shisha is harmful for health? This question was generated to find out the general opinion of the public about the health hazards of Shisha. 3. Has Shisha become an addiction for you? This question was asked to find out if quitting Shisha smoking is possible for the respondents. It also enquires to what extent is the respondent dependent on the Shisha availability. 4. In your opinion, what is more harmful for health? Cigarette or Shisha? This question inquires the respondents about the misconception of Shisha being less harmful than a cigarette. It is designed to find out how deep is this misconception enrooted in their minds. Methodology Data collection tools consist of a questionnaire and 4 interviews. A sample of 30 pupils was taken, consisting of Shisha smokers and non-Shisha smokers, to fill the questionnaire. Questionnaires were distributed using simple random sampling and snowball sampling. 10 questionnaires were filled in the university and the remaining questionnaires were distributed to random pupils in cafes. Once the data was collected, it was analyzed by the help of Statgraphic. Interviews were conducted from four people, a doctor, and a consumer of Shisha, a supplier and a worker in cafe. The workers and consumers interview was held on 20th March 2011 at Mini golf. The suppliers interview was conducted on 28th March 2011 at Cafe Rock, while the doctors interview was carried out (March, 3, 2011). Analyses of questionnaire and interviews have been included in the discussion. Analysis of Data and Discussion Social Significance Shisha in Pakistan was introduced in the cafe â€Å"mini golf† in the liveliest city of this country Lahore in 2000. As years passed away Shisha has become one of the most significant product of get togethers. Shah Sharabeel the owner of mini golf received huge amount of revenue and acknowledgment by the serving of Shisha which attracted other businessmen got an idea to promote their cafes by providing Shisha in their cafes. Now there are more than 200 cafes serving Shisha in the city Lahore this is my own observation. It has become so significant that even in the hotels like â€Å"Pearl Continental Hotel† also serve Shisha†. Shisha significance has increased dramatically it is not only served in elite areas like Gulberg but also in lower class areas like Anarkali. It was really surprising for me as a consumer of Shisha when I was attending a wedding ceremony where I was served a Shisha, this was the very moment when I myself gave a thought that Shisha is becoming a part of Lahores culture. The serving of Shisha in wedding ceremonies is becoming so common nowadays, I myself have attended five wedding ceremonies in which Shisha had been served. Nowadays majority of youngsters have Shisha at their homes this shows that Shisha is now socially accepted as a part of our culture. In the questionnaire I proposed a question in which I asked about their parents strict check on Shisha smoking habit majority reply was no. This shows that people do not consider Shisha as a demerit good as is a cigarette. One of the main reasons for a drastic increase in Shisha consumption is that people have a false assumption that Shisha is environmental friendly and is less harmful than cigarette whereas in a research it has been proven that Shisha is far more dangerous for ones health as compare to cigarette. (See Appendix C, Figure 4). I come to about this false assumption by interviewing a regular consumer of Shisha. While interviewing there was a question raised that why is Shisha becoming so common among youngsters like you? In reply a consumer said that Shisha is becoming a trend among youngsters, people have an incentive to hang out which is to have Shisha. Shisha in short time period had turned out to be a style icon, Shishas consumers covered people from almost all groups of society. The young people are at top of the list in Shishas fan club. The attempts of the Punjab Government to check this fast growing culture had raised many questions and the most important is that when cigarette and other drugs are not been checked by the government then why the ban on Shisha? In reply its simple that Shisha is socially accepted. When people dont get back from trying cigarettes and other drugs then this Shisha a tasty fruitful sweet flavoured smoking system should not be refraining by people. There are many reasons for smoking Shisha some says that it is a hobby, it is the best pastime with friends, a way of keeping up-to-date with newest trends or just puffing as others do it. Shisha consumption is not limited to Shisha bars only but it is spreading its roots in education premises as well, â€Å"With the hovering news of Punjab Governments consideration for an altogether complete ban on Shisha, many willing investors feel discouraged to step in the previously blooming Shisha business. Of course a 100 percent ban on anything cannot be deemed possible but even a few effective measures here by the government can lead to a relatively large potential drop in the Shisha market.†(Younis, 2011) Shisha has become so common in Pakistan that nearly all cafes, restaurants and eateries offer Shisha in variety of flavours. â€Å"Our young generation today are attracted to Shisha, as it comes in a variety of flavours and is popular as a group activity†. Many Shisha consumers have faith in this false statement that Shisha is less harmful than cigarettes but the reality is quiet different Shisha is far more different than cigarettes. By smoking Shisha one inhales more carbon monoxide as compare to inhaling of cigarettes, which cause heart diseases, respiratory problems and many more similar to cigarettes diseases.† According to a study conducted in Saudi Arabia, where Shisha is very popular, Shisha is just as, if not more, harmful than normal cigarettes. Headaches, blurred vision, palpitations and dizziness are just some of the symptoms reported by Shisha smokers as well as cigarette smokers.†(Mugani, 2009). Government of Pakistan should implement laws against Shisha smoking in public places, as this kinds of laws have been implementing in many countries all over the world. Whereas if someone wants to smoke he/she should does it at his/her home. Government should create awareness especially among young generation by setting awareness programme conducted in educational institutions to educate people about the hazards of Shisha smoking. (Mugani,2009) Shisha smoking for one hour is equal to 100 cigarettes smoking, Shisha addiction has increased in the form of fashion.† Pakistan Chest Society Sindhs General Secretary Dr Mushataque Ahmed Memon informed that a recent research has revealed that smoking Shisha is 10 times more injurious as compared to cigarette while smoking Shisha for an hour is equivalent to smoking 100 cigarettes, adding that the impacts of cigarette smoking are not hidden from anyone.† (Hanif, 2011) General Secretary said that Shisha smoking causes lung cancer. Causes respiratory problems and asthma. In addition it also causes mental health problems. He said that because of non-implication of laws to ban shiha, Shisha has become a vital problem young generations health, this issue has kept un noticed but it should be considered one of the main problems. â€Å"Pakistan Medical Associations President Prof Dr Idrees Edhi said that Shisha is becoming common since families do not consider it bad. He said especially the youth adopt Shisha smoking as a trend which eventually leads to addiction.†(Hanif, 2011) He said that everyone is aware of the hazards of cigarettes but no one is aware of the hazards of Shisha. Every cafe and restaurants serve Shisha where every student whether a boy or a girl both enjoy the taste and smoke of Shisha without noticing its hazards.   He pointed out certain misconceptions which are the reasons behind this rising trend he said people think that Shisha is environmental friendly due to baseless reasons including that the tobacco is filtered through water before inhalation; less nicotine content than that of a cigarette and healthier smoking due to the addition of fruit flavours but these all are misunderstandings.† Dr Javaid Khan told that he conducted a survey in four universities which revealed that 43 percent male and 11 percent female students were the addicts of Shisha while 60 percent males and 18 percent females had consumed Shisha once in their lives.† (Hanif, 2011). Shisha has become a major part of majority of the youngsters as I carried out a survey in which I asked the quantity of consumption of Shisha on average, majority reply was once daily. Shisha has become more of a trend and a way to keep one up to date. It has become a mean of get together. People even consider it as a best pastime. This really shows its significance. Government carry out surveys, research and passing laws against Shisha shows that Shisha is becoming Pakistanis culture its significance is increasing day by day. Nowadays it is becoming a major part of any festival   whether it is basant, jash-ne- bahara, wedding ceremony, birthday party or any private party. Shisha is available almost everywhere as a cigarette is available. People prefer Shisha over cigarettes as they follow their false assumption that Shisha is less harmful than cigarettes. This all major points show that Shisha is affecting our nation by all means. (Hanif, 2011). Shisha Cafes In its most common meaning a cafe is a place to eat, a restaurant as we may call it, but when we talk about a cafe in Lahore, Pakistan there is a difference in its meaning than a restaurant. A cafe in Lahore has one distinctive feature than restaurants, which is, it is also a Shisha corner.   Shisha has become a lot popular since it was first introduced, around 10 years ago. The first place where it was served is National Park, more commonly known as Mini Golf. One of its owners is the most popular of personalities of Lahore, Shah Sharabeel. Ali Shisha wala isthe sole manufacturer of a certain design of Shisha. As Shisha increased in demand, investors set in to meet this demand. Places like Defense Housing Authority (DHA) and Gulberg were filled with such cafes. As competition set in, Mini golf managed to hold three open bars for Shisha serving which attracted quite a lot of teenagers, they offered, and still do, different discount cards to attract customers, mainly targeting teenagers, portraying Shisha as the new ‘hip product. Hazards of Shisha were not much of a concern then. It was only until recently that the hazards of Shisha have become a major concern. As Javed(2010) claims in an article, that Shisha has indeed become an addiction, which is widespread in the 16-25 years age group which consisted of 70 percent males and 30 percent female Shisha smokers. According to our research, most of the Shisha smokers are unaware of the threats posed by it and those who are aware of the hazards do not seem to understand the seriousness of it, like many cigarette smokers. The contents of Shisha mostly carry prohibited and addictive substances. One of the dangers is that Shisha may result into low fertility rates among girls. There may be about 30 cafes in DHA and Gulberg only and by personal experience I know that none of the suppliers were aware of the hazards of Shisha smoking, if they were, they were not concerned by it, but everyday they make much profits through their customers. The Governments consideration of Shisha and its hazards have only recently come into play due to the protests by the media and the DHA Shisha ban phenomenon, which happened about 3 years ago. It is suspected that a lot of malpractice takes place during Shisha sessions. It is precisely that reason why Shisha has been banned outright in DHA. A girl expired while smoking Shisha which contained wine instead of water and cocaine instead of flavor in it, the mixture reacted pretty bad or heavy for the girls body. However this did not seem to have a substantial effect on Shisha smokers and Shisha providers. However Shisha cafes remain open in the outskirts of DHA, shifting the consumers to these cafes.   When we talk about Shisha hazards and the cafes who are providing it, we seem to forget about the workers of that place. I aimed to fulfill this gap and obtain their views. One of the workers, Muhammad Arslan who works at mini golf, was interviewed. He says that he and he alone serves up to 70 Shishas everyday. When asked about his health he claimed that he has not observed any change in his health. Another waiter standing nearby responded to this question too, stating that he feels addicted to Shisha smoking. However, my personal reviews about Arslan were that his face was pallid and he seemed very weak by his appearance, like a drug addict, to be more accurate. When asked that why did he preferred serving Shisha and not food, his answer was that he always wanted to do this, he states that by checking and listening to his customers reviews of the Shisha he served, gives him pleasure. Finally we asked him about the safety precautions, the management had to propose to the workers, we received a flat â€Å"nothing† as an answer to this. It is agonizing to see how badly these investors treat their workers, who risk their lives to conduct their tasks although they are not aware of it, who are not being paid adequately and no precautions! The workers may not be aware of the hazards of Shisha; it is their employers responsibility to take notice of their health. Awareness campaigns should be held in order to save these workers. It should be discouraged; the employers ought to take responsibility for their health. If one worker serves up to 70 Shisha on average, this is an outrage that their employers are not even concerned. The government should take notice of this worker exploitation. Once the interview was conducted and analyzed, we shifted towards the suppliers to obtain reviews and their justification of the worker exploitation. We also intend to find whether they are affected by the ban on Shisha in DHA. Since the hovering news of the raid in Jammin Java cafe in Gulberg, many cafes have taken precautions, as the Government seems to take notice on the hazards of Shisha. An example is a notice outside mini golfs Arabian lounge, which said â€Å"Shisha will not be served to underage pupil.† Cafe rock was surveyed as a sample and interviewed its owner, Omer Javed Butt. There was also a sign board on its entrance saying the same statement mentioned above. Starting with the obvious of questions was he aware of the danger posed by Shisha. Yes, he does but according to Mr. Butt there are certain flavors which are dangerous for example, Gutka and its mixture with other flavors. He states that his cafe does not cater any such flavors. He claims that his cafes main purpose is to serve as a restaurant. Their cafe provides Shisha with food only. This is a mean to discourage Shisha, according to him. With this caution they manage to make about RS 300,000 every month, exclusively on Shisha. When asked about what measures have he taken for the workers health, he states that he has simply reduced their working hours compared to other waiters without any increments in their wage or any other fringe benefits. As for the governments consideration on Shisha, it cant be banned outright because cigarette smoking have not been banned, which is a more dangerous addiction. By pointing out the governments lack of authority in banning cigarette smoking, they intend to de-track the government and compensate them for providing Shisha. And since Shisha have been brought into citizens homes, it simply cant be banned, because it would not stop smokers (Omer, personal communication, 2011, March 28t). The measures taken by the Punjab Government to decrease the consumption of Shisha is have not resulted into a major threat as their business have not been affected by it(Omer, personal communication). The reason for ban on Shisha in DHA is known to everyone, even our interviewees. It has been a rumor that many people and cafes have been infusing drugs in the contents of Shisha. However it have never been proven, neither have anybody witnessed it. While surveying Arslan was inquired about the rumored drug activity taking place in cafes, he disagrees; drug activities are not conducted publicly but in privacy. Furthermore, such activities cannot take place within a cafes premises as drugs like cocaine can easily be detected (Omer, personal communication, 2011, March 21st). The university grapevine tells a different story, it is known by students that malpractice can take place publicly although not anymore, due to the recent police raid in two cafes. The police forced their way in Sheikhoos cafe and cafe life on March, 17, 2011, although illegally as they failed to show a warrant when inquired, but when asked from the policemen, they claim that they were conducting raids under orders of the Lahore CCPO (Pakistan today, 2011). Under such circumstances the cafe owners take precautions so as not to damage their reputation in the market. As one can conclude from the results, it is advisable for the government to take actions but legally and in a subtle manner. Clientele In Pakistan traditionally used â€Å"hookah† is now known as Shisha. Shisha is gaining massive popularity among youth of Lahore, Islamabad and Rawalpindi causing serious health issues to their lives. People addicted to smoking Shisha faces many problems due to its ban. The major concern for the society is the increasing rate of smokers in both male and female. Shisha attracts more customers than cigarettes as it is served with flavours and sweet-smelling substances of Lemon, Strawberry, Orange, Apple, Honey and cherry. Although the ban on the use of Shisha has been selectively imposed by the governments in certain areas but violators are not being prosecuted. Some restaurants are still offering Shisha to the teenagers who are visiting these places in increasing numbers. These youngsters seem to have taken Shisha as a style symbol without knowing its consequences (See Appendix C, Figure 1). Shisha smoking is one of the most recent trends among the youth of Lahore. Cafes offering Shisha are considered to be ‘in and therefore, gain a big â€Å"clientele†. According to a newspaper report, Lahores Defence Housing Authority (DHA) has asked cafes not to serve Shisha as it is injurious to health and also used in the consumption of drugs in most of the cases. Concerned parents feel relaxed after the imposition of ban on Shisha. However, there are still many questions unanswered such as â€Å"Do we have definitive medical evidence suggesting that smoking Shisha is a health hazard? Do cafes need official permission for serving Shisha? Why is it still being allowed to be served in other parts of Lahore?† (â€Å"Lahores bifurcated laws the perils of smoking Shisha in DHA†, 2008). Government and NGOs should work in collaboration to find concrete evidence regarding the harmful effects of Shisha and hence, issue health warnings to youngsters as it was done in case of cigarette smokers. If Shisha is considered to be harmful, it has to be banned all over the city. It makes no sense why the administration outside DHA is not asked to impose a ban on it. (2008) Young people are the primary target of the tobacco industry in Pakistan. In order to create 100 percent smoke-free environment complete ban should be imposed on tobacco advertising. Similarly to discourage its use tobacco taxation should be introduced. As we all know that youth is the backbone of every nation. In order to maximize their profits tobacco industry needs to replace people who quit smoking with new young customers. This can only be done by attracting more individuals from worldwide with potentially divesting health consequences. Some people thing that smoking Shisha is less injurious to health than smoking cigarettes however, they both cause serious diseases such as lung cancer. (Maqbool, 2009). According to Section-8 of the Prohibition of Smoking and Protection of Non-smokers health ordinance, in year 2002 no person was allowed to sell tobacco products to any other person under the age of 18 years as it was against the law. The enforcement of this section of law has remained weak so far. (Maqbool, 2010). The National Bank Park near Kalma Chowk and restaurants around Gaddafi stadium are identified as hubs of Shisha smoking. Chief Minister Shahbaz Sharif took action in the Senate and standing Committee on health to stop the trend of Shisha bars in high-class and middle class areas making teenagers especially women addicted. He promised that no new contracts will be issued to Shisha bars in parks to stop unhealthy activities in young generation. (â€Å"25pc people may be diabetic by 2025†, 2010). Another important thing is parents generally do not know that flavored tobacco used in Shisha is as dangerous as cigarettes tobacco. Due to which TCC (Tobacco Control Cell) has printed flyers to distribute them in the educational institute to highlight the dangers of Shisha smoking and the fact that it is against the law to serve Shisha to those who are under 18 years of age. (Maqbool, 2011). According to Muhammad Ahmed Pansota a police team led by the Liberty police SHO raided Restaurants of Danial Arif (Sheikhoos Cafe at MM Alam Road), and Arif Saleem (Cafe Life at Gaddafi Stadium). There were two Shishas held from Arifs restaurant and four from Saleems. The police told them that were not allowed to serve Shishas, though the police had nothing in written. The petitioners added they serve Shisha throughout the province without any opposition from the government officials. The clients were not implicated in any criminal activities rather the police raid was unlawful and meant to blackmail them to close their business. The clients were aware of all the rules and regulation regarding their business. The police raid not only damaged the petitioners reputation but also resulted in great loss Pansota added. The court has been requested to declare this action of police illegal and unlawful. (â€Å"Shisha ban: Police chief summoned over restaurant†, 2011). Habiba Younis points out that Shisha initially emerged as a style icon in â€Å"elite circles† has now covered people from nearly all groups of society. The most prone of these were, of course, young people. For many it was a hobby, a past time with friends, a mean of being advanced with the latest trends or simple leisure puffing just because others are doing it. Moreover, nowadays its usage isnt only confined to Shisha bars but it is also growing roots in educational premises such as