Individual paper Research Example | Topics and Well Written Essays - 250 words

Individual - Research Paper Example He provides emphasis to the elements on which brand loyalty is based upon. Awareness, Perceived Quality, Innovation, Brand Extension, Image, Promotion, Reputation, Customer Satisfaction congregate together to create Brand Loyalty. These variables bestow the company increased market share and growth rate, repeat purchases, competitive advantage and profitability. Since, retaining old customers is less expensive therefore hospitality companies must integrate these elements in their strategic plans in order to boost the market share. Taylor and Forte (2008) reviews the hospitality service from a different viewpoint. They believe that in order to maintain and retain customer, the food segment must be very innovative and safe, and for that purpose HACCP (Hazard Analysis Critical Control Point) plays a significant and key role. It is used to advocate the hospitality industry by managing the systems of food safety. HACCP, on the other hand, has some barriers which makes it difficult to implement those steps recommended by it. For instance, the caterers don’t understand the technical jargons mentioned in HACCP and thereby it is complicated to make them understand these principles. Because of the vast number of products being offered in hospitality companies’ menus, it is not possible to monitor and produce flow chart for each product. Due to the fast production and consumption of food in hospitality industries it is not practically possible to make critical analysis of every product. According to the st udy of Taylor and Forte (2008), HACCP cannot be beneficial for hospitality industry unless the necessary principles are underpinned. Implementing the above studies can prove to be very beneficial for hospitality industries. Combination of both the researches can help the hotel companies to boost their market share to a great extent. In order to retain current customers, strong attention must be provided on brand loyalty. Food is an important area of

Memorandum For A Workplace Essay Example | Topics and Well Written Essays - 500 words

Memorandum For A Workplace - Essay Example Not many people take pleasure in receiving criticism, but participants concur that everybody can minimize its sting. To avoid this I as an HR consultant for this company is advising few suggestions by which we all can lessen its severity: Think about the starting place of Criticism. Is this a person whose estimation you esteem Is the intention to assist you improved, or only to make you sense like a bum Is the opponent conversant about the subject he or she is criticizing you on The third and the very most important concern is the increasing noise at workplace including dinning hall and washrooms. Keep in mind, sound is what we listen to. Noise is not a needed sound. The dissimilarity between sound and noise relies upon the listener and the conditions. Noise can promote irritation, strain and obstruction with speech communication which s the main apprehension in noisy offices. If you are conversing with your workmate and if you notice any one or all of the following change, it means that the workers in our office are facing listening problems: The above-mentioned three concerns are from now on being observed at strict measures. Not obeying them means going against the rules and regulation, for which extreme measures might be taken later on. If noticed, these are beneficial for all of us as successful employee's of this organization and as well gives a better impression to visitors. Furthermore, I as an HR Manag

Exchange Rate Regime Tendency and Regulations Essay

Exchange Rate Regime Tendency and Regulations - Essay Example These variables affect conditions in the local capital market within emerging markets. It is the obligation of these markets to identify the links between emerging markets and the global markets. They, therefore, deepen local markets in emerging market countries. An international capital market includes all transactions with an international dimension (Woepking, 2007). It represents a number of closely integrated markets. The foreign exchange market is forming a major component of the international capital market. The world’s major financial centers are; Singapore, London, Hong Kong, New York, and Paris. New securities are issued in primary markets while a majority of capital transactions take place in secondary capital markets (AÃŒ rvai, & Heenan, 2008). The spot market involves the sale of goods for cash and their delivery done immediately (Cuthbertson, & Nitzsche, 2001). A futures market involves transactions of goods and their delivery completed on a specified future date (Kline, 2000). Theory offers numerous insights to the possibility of linkages between the exchange rate regime and macroeconomic performance. A country’s exchange rate regime is classified as either â€Å"fixed† or â€Å"floating.† A country that operates a fixed (pegged) exchange rate regime has its exchange rate tied to another country’s currency. This regime is set by the government or central bank of such a country so as to maintain its currency’s value within a narrow band. A floating exchange rate regime is concerned with the demand and supply for a country’s currency relative to other currencies. In such a case, a country’s exchange rate regime is set by the foreign-exchange market (Adams, 2006). Exchange rate regimes have unique characteristics. These characteristics are accompanied by various principle issues.  

IN6 Essay Example | Topics and Well Written Essays - 1250 words

IN6 - Essay Example Inspirations appear from the region of controlling configurations of ground or in-flight vehicles with purposes in air travel organize, satellite grouping, mechanical highways, movable robotics and movable sensor networks. One of the major aims is to attain a synchronized purpose while employing merely confined information. Due to their recurrent expression in multi-agent schemes, active networks have previously established considerable attention. In a determination of local connectedness of a network is brought in that below positive conditions is enough for global connectedness (Alben et al, 2002). This main focus of this paper is to see this technique in organizational management prospective. In an era when "always accessible, forever connected" has turn out to be the standard anticipation in business, benevolent employees the aptitude to access appliance and real-time data and information could be serious for a companys continued existence. Though a number of industries applications are inexorably client based, a lot of of the center business procedure applications, like that CRM, sales strength automation, and electronic mail, are network based facilities and utilities. In addition, in business situations where teamwork and information distribution are serious, it commonly creates the most intelligence to influence the corporate network as an electronic warehouse of information and possessions. In both of these statements, offering Distributed connectivity and real-time access to the mainly current information be able to be serious to member of employees effectiveness and, normally, to the fulfillment of the enterprises clientele (Deshmukh et al, 1993). This section elaborates why we need this technique for the original management? Here it is described that how this technique can provide effective project management approach and facilitate the project manager. While end-to-end direct connectivity was a necessity

Outside Speech Assignment Essay Example for Free

Outside Speech Assignment Essay After I watched the speech which was gave by Bill Gates in June 08, 2007 on the Harvard commencement, I felt more interesting in Bill Gates. According to the information offered by woopidoo. com, we can find the Biography of Bill Gates, which said, â€Å"Bill Gates is one of the most influential people in the world. He is cofounder of one of the most recognized brands in the computer industry with nearly every desk top computer using at least one software program from Microsoft. Bill Gates is the richest man in the world and has held the number one position for many years. Gates was born and grew up in Seattle, Washington USA. His father, William H. Gates II was a Seattle attorney and his mother, Mary Maxwell Gates was a school teacher and chairperson of the United Way charity. Gates and his two sisters had a comfortable upbringing, with Gates being able to attend the exclusive secondary Lakeside School. Bill Gates started studying at Harvard University in 1973 where he spent time with Paul Allen. Gates and Allen worked on a version of the programming language BASIC, which was the basis for the MITS Altair (the first microcomputer available). He did not go on to graduate from Harvard University as he left in his junior year to start what was to become the largest computer software company in the world; Microsoft Corporation. † 30 years later since Gates left Harvard; Gates came back to Harvard and gave a speech to those students who were graduated from Harvard. The reason why Bill Gates gave this speech is that he wanted to deliver what he had thought about a successful person should do to the world after graduated from school. His topics were appropriate for the audience, because the audience were all students who graduated from Harvard. Also, his topics were appropriate for the occasion, because it was Harvard commencement Day. For the general purpose of this speech, it was the special occasion speech, because this speech was a presentation that highlights a special event. The special event was the Harvard commencement. For the mode of delivery for this speech, I think it should be the manuscript mode, because during Bill Gates were giving the speech; he looked down on the speech table. Bill Gates used his voice effectively. He adjusted his rate very well. He did not speak very fast so that everyone there can get what he said. Also, he used pause for effect, such as when he said, Ive been waiting more than 30 years to say this: Dad, I always told you Id come back and get my degree. † Between â€Å"to say this† and â€Å"Dad† he used a pause, so that audience would think about what would he going to say. And it made the speech more interesting. Also, he used duration for attention, pitch for expression, volume for emphasis, enunciation for clarity and fluency for fluidity during his speech. He spoke clearly and smoothly, so that everyone could understand what he was talking about. Bill Gates used eye contact to hold audience attention, because he would look at audience usually, not kept reading his manuscript all the time. He did not use facial expression a lot, but audience still could see him smiling sometimes. Thus, for the delivery part, I think Bill Gates did very well. He gave the speech by using a manuscript; however, he gave the speech without kept reading the manuscript all the time. He used voice to get audiences’ attention; he used eye contact to kept audiences’ attention. And everything he talked was clear and smooth. For the speech organization, Bill Gates used a very good attention getter by saying, â€Å"Ive been waiting more than 30 years to say this: Dad, I always told you Id come back and get my degree. I want to thank Harvard for this timely honor. Ill be changing my job next year†¦and it will be nice to finally have a college degree on my resume. But I also want to be recognized as the guy who got Steve Ballmer to drop out of business school. Im a bad influence. Thats why I was invited to speak at your graduation. If I had spoken at your orientation, fewer of you might be here today. I applaud the graduates today for taking a much more direct route to your degrees. For my part, Im just happy that the Crimson has called me Harvards most successful dropout. I guess that makes me valedictorian of my own special class†¦I did the best of everyone who failed. † These were part of the manuscript I found from networkworld. com. After his introduction, he began to recall his school life when he was studying in the Harvard. By telling his story, he told audience how he began his business. After his business, he talked about what he had thought about during the 30 years. Then, his main point came out: â€Å"In your years here, I hope youve had a chance to think about howin this age of accelerating technologywe can finally take on these inequities, and we can solve them. † Then, Bill Gates gave an example for the inequities: there were millions of children were dying from poverty and disease. Then, Gates started talked about how to help these children from dying, â€Å"If we can find approaches that meet the needs of the poor in ways that generate profits for business and votes for politicians, we will have found a sustainable way to reduce inequity in the world. This task is open-ended. It can never be finished. But a conscious effort to answer this challenge will change the world. We can make market forces work better for the poor if we can develop a more creative capitalism? If we can stretch the reach of market forces so that more people can make a profit, or at least make a living, serving people who are suffering from the worst inequities. We also can press governments around the world to spend taxpayer money in ways that better reflect the values of the people who pay the taxes. At the last, he gave the conclusion by calling action, â€Å"Knowing what you know, how could you not? And I hope you will come back here to Harvard 30 years from now and reflect on what you have done with your talent and your energy. I hope you will judge yourselves not on your professional accomplishments alone, but also on how well you have addressed the world’s deepest inequities †¦ on how well you treated people a world away who have nothing in common with you but their humanity. † I think the organization of Bill’s speech was very good, because everything was included and nothing was unnecessary. For the materials to support the speech, Bill Gates used the AIDS as an example, â€Å"The broad goal, of course, is to end the disease. The highest-leverage approach is prevention. The ideal technology would be a vaccine that gives lifetime immunity with a single dose. So governments, drug companies, and foundations fund vaccine research. But their work is likely to take more than a decade, so in the meantime, we have to work with what we have in handand the best prevention approach we have now is getting people to avoid risky behavior. Pursuing that goal starts the four-step cycle again. This is the pattern. The crucial thing is to never stop thinking and workingand never do what we did with malaria and tuberculosis in the 20th centurywhich is to surrender to complexity and quit. The final stepafter seeing the problem and finding an approachis to measure the impact of your work and share your successes and failures so that others learn from your efforts. † This example told people how to help those people who were suffering from disease. Also it told people to solve the problem when they met. The audiences were responded lively. When Bill Gates stood on the stage, all the people stood and began to clap. When Bill Gates used humor to deliver his points, audiences would laugh or clap. When Bill Gates was talking, the audience would be silence. It showed that the speech was interesting and meaningful that they would like to listen. Also, they showed the respect to the people who were the richest one in the world. After I watched the video, I think Bill Gates did very well on his speech. He gave an interesting and meaningful speech to people. He let people laugh; at the same time, he let people think.

Abuse of power Vs Spiritual Redemption Essay Example for Free

Abuse of power Vs Spiritual Redemption Essay The Tempest is full of different themes that work perfectly to bring out the mastery of Shakespeare. However, two themes that stand out in the play, and they have been the source of much debate over the years. Both themes are backed with incredible, pinpoint accurate evidence over the dominance of the other. Over the years, scholars have found it hard to settle on one theme being dominant over the other, but with an analysis of the evidence presented on both counts, the decision is left to the reader of the play or the audience for that matter. The first theme that stands out is; spiritual redemption and goodwill. It can be explained in the play through the character Prospero whereby he struggles, loses his kingdom, finds another and learns from his past in order not to have history repeat itself. In the world crested by The Tempest, through Prospero, Shakespeare tries to examine the human condition of sin, redemption and goodwill. At the beginning of the play, the audience is made aware that Prospero was a Duke of Milan but his brother Antonio, with the king’s consent, took his Dukedom away from him. During his tenure as Duke, Prospero was more concerned with education and magic than he was ruling his kingdom. For this reason, Antonio was able to take advantage and win over the hearts of the people of Milan, which consequently led to the usurping of Prospero from his dukedom, but with help from the King of Naples. Prospero was then exiled with his daughter Miranda, on a wrecked boat where they ended up on an island. Here, Prospero learned the values of authority by turning Caliban into a slave under his command. At one point, his slave alongside two other men tried to kill him but he manipulated them and changed their minds completely. When the shipwrecked men had been brought to him, he could have chosen to exact his revenge and kill them, but he was kind to them. In so doing, Prospero found redemption for his sin as a previously failed ruler. The other theme that stands out is that of Colonial Abuse of Power. In almost every scene, there is a portrayal of power whereby there is a character that has power over the other. The relationship of Prospero and Caliban is that of master and slave and this stands out throughout the play, where Caliban submits to Prospero. The Tempest brings to light the theme of colonization when in 1610, the Sea Adventure to Virginia ended in shipwreck in Bermuda. Also, the anagram of the name Caliban is derived from the name cannibal which shows a difference in cultures. This also shows that Caliban was the native of the island that Prospero had asserted himself as king. Propsero’s relationship with Ariel also demonstrated the intense theme of power. Ariel is a spirit but she is submissive to Prospero, by saying â€Å"All hail, Great master† In both themes, there is enough evidence to warrant a discussion, but to my opinion, I think that the theme of spiritual redemption and goodwill is most dominant. Primarily, this is because the use and abuse of power is an age-old tradition that never seizes. However, the act of Prospero showing mercy stands out because as royalty, there is a need to show humility and making decisions not out of feeling, but out of reason. Thus, the theme of spiritual redemption and goodwill is most convincing in all manners and rights. Source document

Factors When Planning Recruitment In Health And Socialcare Nursing Essay

Factors When Planning Recruitment In Health And Socialcare Nursing Essay Introduction Employment of individuals in health and social care organisations is a challenge given the complex nature of the goals of quality patient care and efficient utilisation of the resources, variety of professionals working in such organisations and different motivation needs of the employees (Benson-Dundis, 2003). Appropriate Human Resources (HR) strategies and leadership and management style can address the issues of staff recruitment and retention in the health and social care organisations (Price, 2003). The following essay aims to critically analyse these factors which should be taken into consideration to recruit and retain individuals in these organisations. The essay begins by understanding the process of recruitment and the HR strategies which can ensure that appropriate individuals are employed for the job position. This is followed by a discussion on team working in the health and social care organisations and the manner in which effective team working can be achieved. Next, the essay will discuss the manner in which the organisations can address the staff’s needs of learning and professional development and the final section of the essay will discuss the role of appropriate form of leadership and management style in retaining the employees and ensuring their job satisfaction. Recruitment in Health and Social Care Recruitment in the health and social care is the process of identifying and engaging appropriate individuals who can help the organisation to meet the health and social care needs of quality and efficiency (Buchan, 2000). However, Eaton (2011) argues that organisations which only focus on developing better recruitment and filtering strategies adopt a very constricted view of Human Resources Management (HR). He mentioned that the organisations should be also concerned about retention of these individuals who were selected, hired, trained and imparted the crucial experiential knowledge. This understanding guides the discussion to value the two pillars of recruitment and retention in health and social care HRM. The aspects of retention and meeting the motivational needs of the staff will be discussed later in the essay. At this point, it is essential to consider the factors which are indispensable while employing individuals in the health and social care organisations. The relevant literature supports that the job vacancy should be sufficiently advertised through appropriate sources which will inform the target set of individuals with desirable skills and knowledge about the prospects of potential employment (Den Adel et al, 2004). However, Price (2003) mentioned that the recruitment officials should be able to respond to the fast-paced nature of the Information Technology (IT). He mentioned that along with advertisements in newspapers, healthcare magazines, agencies and recruitment consultants, the HR staff should also demonstrate the ability to engage the potential employees through e-recruiting. For instance, recent graduates could be informed about the vacancy through their preferred means of communication, such as social networking and e-mails (Truss et al, 2012). Job advertisement should be able to provide concise and comprehensive form of information to the candidates by appropriately describing the role, job description and person specification. Michie and West (2004) supported that this form of information is helpful for the organisations, HR teams and the candidates and should include duties and responsibilities, job purpose, location, type of contract, working hours, wages and benefits. At the same time, Kabene et al (2006) highlighted the importance of skill matching the candidate with the responsibilities of the job position. For instance, Buchan (2000) mentioned that while recruiting health and social care managers, the recruiters should ensure that the candidate is aware of the national health and social care policies legislations and national targets. Similarly, while recruiting nurses, the recruiters should ensure that the candidate is equipped with the 6Cs principle comprising of nursing skills of care, compassion, courage, communication, competence and commitment (O’Brien-Pallas et al, 2001). However, Buchan (2000) highlighted the aspect of the recruiters own knowledge and awareness of the recruitment policies and fair practice. He mentioned that the recruiters should demonstrate adherence to the national employment laws which lay the foundation of equality and diversity at workplaces. Dubois et al (2006) also supported that the recruiters should be able to explicitly demonstrate the fairness and transparency of the recruitment process and any practices of favouritism should be appropriately addressed with immediate actions. The legislative and policy frameworks act as the common reference of guidance for the recruiters in health and social care organisations. The Equality law consisting of the Equality Act 2010, The Maternity and Parental Leave Regulations 1999 and Work and Families Act 2006 prohibits discrimination on the grounds of colour, race, gender, religion, disability, sexual orientation, ethnic origin, nationality and marital status (Truss et al, 2012). The National Health Services (NHS) organisation in the UK has set out its mission statement of aiming to employ a diverse workforce who reflects the communities and groups using the NHS services (Price, 2003). Health and social care organisations in the UK aim to utilise the Individual Merit Principle which directs the recruiters to employ candidates only on the basis of their knowledge, skills and experience (Truss et al, 2012). However, the recruiters also have to consider the factors which ensure adherence to the ethical HR practices such as protection of the information of the employees and candidates. The Data Protection Act 1998 guides the HR staff to maintain the confidentiality of the information of the employees and candidates (Truss et al, 2012). Employees’ and candidates’ personal data should be obtained only for the lawful purposes relevant to the employment (Price, 2003). Similarly, the Freedom of Information Act 2000 guides the recruiters to maintain transparency of the process of recruitment (Truss et al, 2012). The recruitment of the overseas nationals should be undertaken while adhering to the UK immigration policies of right to work in the UK (Price, 2003). The trio of paper or online application, interview and references is the most common framework followed by the recruiters of the health and social care organisations (Hongoro et al, 2004). However, it is argued that in order to ensure that the most appropriate individuals are employed in the health and social care organisations, the recruiters should aim to use a mix of various recruitment approaches (O’Brien-Pallas et al, 2001). These approaches are online questionnaires, aptitude tests, interview performance, assessment centre performance, personality profiles, appraisals for internal candidates and references (Michie West, 2004). Some authors (Hongoro et al, 2004) mentioned that candidate selection on the basis of interview can be misleading as the candidates are highly likely to provide biased responses which might not necessarily reflect the actual thoughts and personality of the candidate. Despite this criticism of interview-based selection, interviews still remain one of the most popular, feasible and economic form of candidate selection (Michie West, 2004). Eaton (2011) supported interviews as the means of providing information to the candidate, addressing the candidates’ queries related to the job position and verifying the assumptions made by the recruiters when they evaluated the candidates’ application and Curriculum Vitae (CV). Similarly, recruiters in the recent years are also acknowledging the importance of the psychometric tests in order to identify any attitude or behaviour-related differences between the candidates and in order to predict their future behaviours while working in the organisation (Hongoro et al, 2004). The recruiters should then undertake the procedure of candidate assessment and comparison. Candidate assessment is the procedure where each candidate is evaluated for the specified job and comparison is the practice of identifying the individual whose skill, knowledge and experience meet the job specification (Truss et al, 2012). Team Working in Health and Social Care In order to understand the manner in which teams work in health and social care, it is first essential to identify the importance of group interaction. Atwal and Caldwell (2005) supported that in a typical health and social care organisation, the groups perform the five important roles of forming, storming, norming, performing and adjourning. In the forming stage, individuals within a team start the process of knowing each other which is followed by storming where these individuals start understanding each other in order to develop a bond and a feeling of mutuality. In the norming stage, the individuals attempt to relate themselves with the internal group values, beliefs and norms and focus on the aim of the team. In the performing stage, these individuals act in order to meet the team goals by following the relationship-oriented leadership style and in the final stage of adjourning, the team members address the issues of closure after achieving the team goals. These five stages of team interaction provide a general overview of the team relationships in health and social care; however Baker et al (2006) argued that team interaction is a highly complex subject and any single theory cannot capture the level of this complexity. They supported this argument by highlighting the different types of leadership and its impact of the motivation levels of the team members. Teams are comprised of leaders and followers who perform in their respective roles in order to meet the overall goals of the team (Nishii-Ozbilgin, 2007). In health and social care, leadership is defined as an organisational role responsible for achieving a structured form of relationship amongst the team members and is able to exert influence in order to derive expected employee performance (Mullins, 2007). Another definition of leadership supported that leadership is an entity which is responsible for removal of the social barriers and is able to meet the highest level of the members’ motivational needs (Mullins, 2007). These two definitions show the two most prominent styles of leadership, the first definition is reflecting an autocratic form of leadership and the second definition is describing a democratic view of leadership. Followership is a more recently studied phenomenon and the two types of followers are described as active or passive followers where the former believes in creative thinking and the latter likes to follow the provided instructions (Nishii-Ozbilgin, 2007). The types of leadership and followership add to the complexity of team interaction which makes every team in the health and social care organisations unique in their functioning and team relationships. Health and social care organisations have a variety of teams with their unique set of knowledge, skills, relationship and experience (Cadman-Brewer, 2001). Some of the common teams are patient handling teams, representatives, carers, campaigning teams, teams of doctors and nurses, management teams and health and hygiene awareness promoters and caterers (Baker et al, 2006). However, Atwal and Caldwell (2005) argued that despite the variety of teams in health and social care, there are certain common factors which should be addressed in order to allow these teams to work effectively. These factors are team collaboration, stability, composition, leadership, senior leadership support, clinical specialist leadership and the members’ knowledge and experience of quality improvement (Nishii-Ozbilgin, 2007). Effective team working in health and social care can be developed by allowing the members to present their diversity of skills, developing inter-team understanding and bonds and maintaining an honest approach (Mullins, 2007). Similarly, Atwal and Caldwell (2005) highlighted the importance of communication between the team members by mentioning that the diversity of skills would not be appropriately utilised in the absence of communication. Many authors (Buchan, 2000; Mullins, 2007; Price, 2003) have identified leadership as the catalyst for effective team working in health and social care and Baker et al (2006) supported that the organisations should invest in leadership development sessions. At the same time, Atwal and Caldwell (2005) mentioned that effective team working can be developed by identifying the individuals’ training and development needs of the members. Staff Training and Development Eaton (2011) mentioned that the team members’ training needs can be identified by collection of feedback from individuals through one-on-one and group discussions. Similarly, Adams and Bond (2000) support that along with discussion-based feedback collection, the organisations should also aim to obtain objective data in the form of questionnaires and information on skills and knowledge provided by the employee on their CV. On the other hand, Benson and Dundis (2003) supported that the data on staff’s learning needs and development can be collected through observation of their performance. The use of SWOT (Strengths, Weaknesses, Opportunities and Threat) analysis framework is supported by other authors (Mullins, 2007) for specifically identifying the future learning needs of the employees. The role of staff brainstorming sessions on the subject of future skill acquisition and development is supported by Benson and Dundis (2003). Following the identification of the training needs, the health and social care managers should undertake measures for continuous professional and personal development of the employees. The organisations can promote academic knowledge acquisition of the experienced staff by funding their advanced academic programmes, such as post-graduation (Buchan, 2000). Similarly, Adams and Bond (2000) mentioned that the organisations should also aim to organise regular staff training and education sessions. The role of the external educators is highlighted by Dussault and Dubois (2003) as they mentioned that often external educators are able to deliver a newer perspective on the quality improvement issues. Benson and Dundis (2003) further mentioned that the organisations can ensure staff learning and development by providing them access to the library resources where the staff can consult the journals in order to update their clinical knowledge and competency. This also allows the staff to reflect on their performance and identify future action-plans (Eaton, 2011). Reflection is a crucial component of nursing professional development and therefore organisations should promote this practice (Benson-Dundis, 2003). In addition to reflection-based learning, the junior and relatively less experienced members of the staff should be guided by a practice-based mentor who can identify the various learning needs of these employees (Eaton, 2011). Based on these strategies and identification of the staff’s learning and professional development needs, the organisations should implement the Staff Development Programme (SDP) which will enable the employees to become competent practitioners. The managers should gather the information of the number of staff members to be enrolled in the programme and this knowledge can be obtained by requesting the target group of staff to submit the SDP application form (Eaton, 2011). Thereafter, the nature of the programme should be taken into consideration; SDP should be feasible, economical and comprehensive in nature (Eaton, 2011). The delivery of the SDP should be meticulously planned so that it meets the initial aims of staff development and learning (Price, 2003). The SDP should also include the assessment system so that the effectiveness of the programme can be evaluated and future SDP improvement goals can be identified (Benson-Dundis, 2003). Most importantly, Adams and Bond (2000) supported that the staff should be adequately informed and engaged during the planning and delivery of the SDP so that the programme can gain from the staff feedback. Based on this understanding, I will attempt to evaluate the effectiveness of the Staff Nurse Development Programme (SNDP). The programme lacked a comprehensive approach in its design as the programme did not include the development of additional competencies. However, the programme adequately informed the staff by providing a set of guidelines for the staff and the assessors, structure of the programme, core competencies, assessment framework, literature on the source of evidence, implementation, review forms and personal development plan. The staff’s feedback was collected after the completion of the programme and most of the members of the staff expressed that the programme was effective and helped them to identify areas of competency development. Leadership in Health and Social Care Organisations As mentioned previously, there are two principle forms of leadership, autocratic and democratic. The present health and social care organisations understand the importance of using democratic form of leadership as the way of promoting strong organisational culture and staff engagement (RCN, 2005). Based on these two forms of leadership, the literature on leadership has identified the relevant styles of leadership, transactional and transformational (Mullins, 2007). A transactional leader believes in reprimanding sub-standard results and rewarding good performance (Sullivan-Decker, 2009). Similarly, a transformational leader concentrates on staff relationships as the means of collectively addressing the organisational goals (Sullivan-Decker, 2009). A transformational leader utilises his/her exceptional communication skills in order to encourage the staff to engage in the decision-making process and express their concerns (White, 2012). On the basis of these characteristics and traits, a transformational leader is supported as more suitable for leading staff in health and social care. This is because a transformational leader will be able to derive better collaborative working amongst different professional groups, such as doctors and nurses (RCN, 2005). Working relationships in health and social care organisations can be managed by change in the organisational culture (White, 2012). Organisational culture is a form of umbrella term which includes the perceptions, behaviours and actions of individuals in an organisation (Michie-West, 2004). In order to achieve an effective Multi-Disciplinary Team (MDT) working , the leadership roles should address the issues of employee job dissatisfaction, lack of staff communication and knowledge sharing (Atwal-Caldwell, 2005). A transformational leader should organise interactive sessions where the employees should be motivated to express these aspects (Mullins, 2007). The management should respond to these concerns and change its existing autocratic style of managing the employees and develop a participative and collaborative organisational culture (RCN, 2005). The understanding of the different management approaches has contributed to my professional and personal development. I have observed that in the bottom-up management practices, the employees are included in the decision-making process and feel valued by the organisation. On the other hand, in the top-down management approach the staff is not included in the crucial organisational decisions and feels more concerned about their own position rather than the organisational goals of quality and efficiency in health and social care. Conclusion The essay critically discussed the factors to be considered for planning recruitment in health and social care organisations. The essay discussed that the job vacancies should be adequately advertised and should include concise and comprehensive form of information on job description and person specification. The HR recruiters should have updated knowledge on the UK employment and other relevant laws such as the Equality Act 2010, Data Protection Act 1998, Work and Families Act 2006 and Freedom of Information Act 2000. The recruiters should utilise the different recruitment approaches such as personality profiles, aptitude tests, online questionnaires, interviews, assessment centre performance appraisals for internal candidates and reference to select the most suitable candidates. Thereafter, the relevant theories of effective team working such as the five stages of team interaction and leadership and followership were discussed. Some of the common teams in the health and social care organisations are patient handling teams, representatives, carers, campaigning teams, teams of doctors and nurses, management teams, health and hygiene awareness promoters and caterers. Effective team working can be achieved by addressing the factors of team collaboration, stability, composition, leadership, senior leadership support, clinical specialist leadership and the members’ knowledge and experience of quality improvement. The staff training needs can be identified through workplace observations, collection of feedback and SWOT analysis. Employees’ continued professional development can be ensured by funding for their advanced education, providing access to library resources, conducting education sessions and providing practice-based mentors for the junior staffs’ learning needs. A transformational leader is more suitable for leading the staff in health and social care because a transformational leader will be able to derive better collaborative working amongst the different professional groups, such as doctors and nurses. My own understanding and experience support that a bottom-up management style is more successful in achieving a better staff participation and commitment towards the organisational goals. References Adams, A., Bond, S. (2000) â€Å"Hospital nurses’ job satisfaction, individual and organizational characteristics.† Journal of Advanced Nursing, Vol. 32 (3) pp: 536–543. Atwal, A., Caldwell, K. (2005) â€Å"Do all health and social care professionals interact equally: a study of interactions in multidisciplinary teams in the United Kingdom.† Scandinavian Journal of Caring Sciences, Vol. 19 (3) pp: 268–273. Baker, D. P., Day, R., Salas, E. 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