Physical Security Essay Example for Free

Physical Security Essay INTRODUCTION. Physical security starts with a rather simple basic premise; those who do not belong on your institution’s property should be excluded from your institution. This may happen in three often interrelated ways: when those who do not belong are identified, stopped and denied admission, when those who do not belong are denied admission by a physical device, such as a locked door. When those who do not belong are denied admission because they decide that your institution is too difficult to enter and thus they do note entry. This section will consider the various methods of excluding those who do not belong: access control, key control and locks, protective devices and alarms, windows and doors, fencing and gates, protective lighting, general deterrence. PHYSICAL SECURITY AND CRIME PREVENTION AND CONTROL Access Control Access control means that, when your facility is open, no visitor, delivery service person or unknown individual is able to enter your facility without being both observed directly or indirectly. Several techniques to accomplish that goal may include any or all of the following. Security Desk A security desk should be setup in them in lobby of each building which has an open-access or open-door policy. A sign-in and outlet supervised by an employee who validates identification prior to allowing visitors to proceed into the building, is highly advisable. Most supermarkets, five star hotels, foreign embassies, parliament buildings and major organizations have this measure in place in order to monitor the staff and clients as they come in and out to ascertain no harmful contrabands are sneaked in or pilferage of equipments and other relevant materials from the organization. When entering a building like IM where Standard Group have offices or Nation Centre where NTV is housed you have to produce your National ID, register your name, office and purpose of your visit then insured with a visitors pass in order to gain access to the premises. Monitored Entrances Ideally, an institution should have a single entrance only, monitored by staff personnel and equipped with an intercom system for communicating with anyone who comes to the door. Simply, an open door policy does not mean that every door need be left open and unlocked. You realize that hospitals, police headquarters, military barracks among others have personnel who are assigned on daily basis to check and verify individuals and motor vehicles that come in or leave the premises. Its purpose is to deter criminals and take note of every visitor for purposes of accountability when things go amiss. When entering the Times Tower where the Kenya Revenue Authority is housed, the security guards at the gate verifies visitors by their National Identity cards and or travelers passport and then a separate group of guards checks for any harmful materials by use of metal detectors. Visitors At no time should visitors be allowed to roam freely through your property unescorted or without being observed. That is especially true for individuals who expect to work on your most sensitive systems such as burglar alarms, fire alarms, communication systems or computers. Special diligence should be applied to those individuals when they visit your institution even if they are legitimate. For larger institutions, certain areas should be considered off-limits to all but authorized personnel. Allowing visitors free access to your facility does not mean that they should be allowed to go anywhere e.g. into restricted areas such as office spaces or that they should be given a sense that their actions are entirely unnoticed by the institution’s personnel. Some premises require having out of bound locations i.e. military barracks, production factories railway stations, air and seaports for purposes of security. Thus visitor should only be directed to designated zones only. Military barracks have their armories protected while airports have garages and main control rooms protected for security purposes. Employee Photo Identification Cards and Badges All employees should have and wear identification. Such badges make identification of non-employees immediate. Moreover, such cards will not only enable visitors to immediately identify those who work in an institution but will psychologically help employees understand that they are part of their agency’s security team. Photo identification should only be provided with accompanying education regarding their care, the procedure to be followed if they are lost, as well as the manner in which employees should approach unknown individuals. Creating ID badges requires thought. Cards should have clear pictures along with the employee’s name. The institution’s name should not necessarily be placed on the card. In any event, employees should be instructed that their card should be prominently worn while in the building and, for their own safety, kept from view when away from the building. In major hospitals like Nairobi hospital, Matter hospital among others every employee has a job ID which enables them access to all areas and distinguish them from patients, this reduces the chances of an admitted patient running away from the premise without paying the medical bill. Perimeter wall The perimeter wall, culverts and drainage units, lighting and other essential physical security areas. The drainage system and culverts can conceal entry and exit points for potential criminals. Culverts should be grilled to make it difficult for Criminals activities to occur. Parking lot Here the security personnel should be in a position to see how vehicles entering the premise or exiting are inspected. In some organizations parking badges are issued while in many more identification from drivers is not produced. In some organizations it is indicated cars parked at owner’s risk which injects confidence to car vandals and absorbs security responsibility. Parking should be offered to personnel with previous security background. The adjacent buildings and windows. The buildings and windows near a facility should not serve as a spring board for criminals to gain entry. The windows should be well and adequately secured to deny criminals an opportunity to access the facility under surveillance. Key Control and Locks Knowing who has which keys to which locks at all times is a vitally important issue. Failure to maintain such control may defeat the entire purpose of creating a security system. Institutions often simply assume that no one leaving their service either an employee or volunteer will subsequently break into their building or office. A sound key-control policy is essential to an effective security program. There should be a central key control location where masters are kept and access to which is strictly controlled. Registry. A central key control registry should be established for all key sand combinations. Employees and leadership should be required to sign for keys when they are received and the return of keys should be an important part of an exit process. Issuance. Supervisory approval should be required for the issuance of all keys and locks. Spare keys and locks should be kept in a centrally located cabinet, locked under the supervision of a designated employee. Master keys should be issued to a very restricted number of employees and these should be inventoried at least twice each year. Re-keying. When key control is lost, it may be worthwhile to have an institution’s locks Re-keyed or key should be surrendered incase employee is terminated or retired. Combination Locks and Codes. Where combination locks and coded locks are used, those combinations and codes should be changed at least every six months or when employees or leadership leave your premise. Combinations should also be kept under strict control of management. Computer systems and access. The computer system has become a concern in computer industry today. The security of electronic gadgets is pivotal in the growth of organizations, sabotage and shrinkage. The system should be protected from intruders or unauthorized access. The surveyor should include know who uses which computer, which services would be jeopardized by failure of a certain computer. Fires Are unpredictable hazards to organizations, homes and industries. The degree of vulnerability varies from one organization to another. The surveyor should check on the existing fire hazards, verify a match between hazards existing and fire suppression devices. Safes The area containing valuables is of paramount importance to a security survey. The protection of valuables should be consistent with security physical measures and criticality of a potential loss occurs. Safes and valuable storage areas should be fitted with adequate alarm systems. Surveillance Surveillance devices, CCTV’s and motion picture cameras are key to criminal activities detection, apprehension and deterrence. The surveyor should know their existence, location, protection and who monitors them. The security survey should capture the various departments in the organization, their operations and internal controls. Protective Lighting The value of adequate lighting as a deterrent to crime cannot be overemphasized. Adequate lighting is a cost-effective line of defense in preventing crime. Some Considerations on Lighting Lighting, both inside and outside, is most helpful and can be installed without becoming overly intrusive to neighbors. All entrances should be well lit. Fences should also be illuminated. For outside lighting, the rule of thumb is to create light equal to that of full daylight. The light should be directed downward away from the building or area to be protected and away from any security personnel you might have patrolling the facility. Where fencing is used, the lighting should be inside and above the fencing to illuminate as much of the fence as possible. Lighting should be placed to reduce contrast between shadows and illuminated areas. It should be uniform on walkways, entrances, exits, and especially in parking areas. Perimeter lights should be installed so the cones of illumination overlap, eliminating areas of total darkness if any one light malfunctions. Fixtures should be vandal-resistant. It is vital that repair of defects and replacement of worn-out bulbs be immediate. In addition, prevent trees or bushes from blocking lighting fixtures. You may wish to use timers and/or automatic photoelectric cells. Such devices provide protection against human error and ensure operation during inclement weather or when the building is unoccupied. A security professional should be contacted to help you with decisions on location and the best type of lighting for your individual institution. REFERENCE James K. Broder (200), Risk Analysis And The Security Survey 2rd Ed. Butterworth-Heinemann. USA. Lawrence J. Fennely (2003), Physical Security 3rd Edition. Elsevier Butterworth-Heinemann. Burlington, UK. Marc Weber Tobias (200), Locks Safes and Security, An International Police Reference 2nd Ed. Illinois USA.

Issues And Challenges Facing Nurses Nursing Essay

Issues And Challenges Facing Nurses Nursing Essay Mary Seacole gained her reputation after the Crimean War (1853-1856). Florence Nightingale needed 40 nurses to work in a hospital in London. Although Mary Seacole went to London and brought many letters of recommendation from doctors with whom she had worked, she was told her services were not needed. In 1855, Mary Seacole went back to London anyway, funding her own way there. To pay for the long sea journey, she took food and other useful things with her. She established the British Hotel where soldiers were able to buy food and drinks. Mary cared for the soldiers and helped the wounded soldiers on the battlefield. She gained the name Mother Seacole. She was honored with many awards and medals for her dedication to helping soldiers. Mary Elizabeth Carnegie Mary Elizabeth Carnegie Carnegie graduated with a diploma from Lincoln School of Nurses in New York in 1937. Carnegie earned a BA degree from West Virginia State College; a certificate from the University of Toronto; an MA from Syracuse University and a DPA from New York University. Carnegie initiated the BSN program at Hampton University in Virginia. She also started the BSN program while assuming the position of Dean of Florida AM University School of Nursing in Tallahassee, which became the first National League for Nursing accredited program in the state of Florida. In 1942, the Florida State Nurses Association (FSNA) voted to admit black nurses to membership. Although they paid dues, black nurses were not allowed to speak or participate in meetings. Carnegies contributions as a nurse scholar and leader helped break down racial barriers. She became a full member of FSNA in 1948, and by 1949, was elected to the board of directors. Carnegie was inducted into the FNA Hall of Fame. She served as the editor of Nursing Research and served on the editorial staff of the American Journal of Nursing from 1953 to 1978. Carnegie also authored three books: Disadvantaged Students in RN Programs, Historical Perspectives of Nursing Research, and The Path We Tread: Blacks in Nursing, 1854-1994. Rhetaugh Graves Dumas Rhetaugh Graves Dumas was a pioneer and vibrant leader in nursing. She was a graduate of Dillard University School of Nursing in 1951. She was the first African American woman and the first nurse to be officially selected as deputy director of the National Institute of Mental Health. Rhetaugh received her MSN from Yale and was the first nurse to perform a randomized experimental design to study clinical nursing problems. She was the Vice Provost of Health Affairs at UM and the Lucille Cole Professor of Nursing. In 1997, she was named Dean Emerita and Vice Provost Emerita of the University of Michigan. She was a founding member and former president of the American Academy of Nursing, and wrote an influential research paper, The Effect of Nursing Care on Postoperative Vomiting. She also wrote the oft-cited Dilemmas of Black Females in Leadership in 1980. Mary Mahoney Mary Mahoney was admitted to the New England Hospital for Women and Children nursing program at the age of thirty-three. The program was sixteen months and included lectures and hands-on patient care. Of the forty-two students admitted to the program, only four graduated and Mary Mahoney was one of those four graduates. She received her nursing certification on August 1, 1879, making her the first African-American in history to earn a professional nursing license. Mary was most noted for her hard work to improve the status of African-American nurses and encourage the expansion of intercultural relations. Mary was the co-founder of the National Association of Colored Graduate Nurses in 1908. Mary Mahoney helped open the doors of opportunity for the African-American nurses. Beverly Malone Dr. Beverly Malone PhD, RN, FAAN has been since July 2001, general secretary of the Royal College of Nursing. She is also a board member of HEFCE. While working as dean and professor of the School of Nursing at North Carolina Agricultural and Technical State University at Greensboro, she also served on the Governors Task Force on the Nursing Shortage and was a commissioner of the North Carolina Commission on Health Services. Dr. Malone held the positions of president of the American Nurses Association (ANA) (1996-2000) and Deputy Assistant Secretary at the United States Department of Health and Human Services for a one year term. Dr. Malone also served as the representative of the U.S. International Council of Nurses. Dr. Malone has also served on former President HYPERLINK http://en.nursingwiki.org/index.php?title=President_Clintonaction=editredlink=1Bill Clintons Advisory Commission on Consumer Protection and Quality in the Health Care Industry. Dr. Malone was later appointed as a member of the U.S. delegation to the World Health Assembly, by former President Clinton and was a part of the presidents table discussion on the Patients Bill of Rights. Dr. Malone also served on the board of directors of the National Patient Safety Partnership, a collaboration with the Department of Veterans Affairs (VA), the American Medical Association and other national health care organizations. She was the second African-American to serve as president of the ANA. Interview 1 nurse who was employed in nursing prior to 1980s I interviewed Kathleen Venable who graduated from Alcorn State University with an ASN. Kathleen also received a BSN from Loyola University and a Masters of Science from Southeastern Louisiana University. I asked her about a typical day shift, beginning and ending salary and similarities and differences with contemporary nursing prior to the 1980s. Typical day/shift Mrs. Venable worked at Catahoula hospital, a sixty-four bed hospital in Jonesville, LA. The hospital is split into east and west wings. She worked on a thirty-four bed hall. The unit consisted of two RNs (one head nurse), a LPN and 2 Certified Nursing Assistants. The head nurse was in charge of documenting all orders from doctors and any stat orders that needed to be brought other places someone off the unit had to bring it. The other floor RN was responsible for starting all IVs and administering all IV push medications. If the unit was full the nurses were assigned 15 patients a piece. Beginning and ending salary Mrs. Venable beginning salary was 8.25 and when she left a year later and went to Our Lady of the Lake she was offered 8.25 with shift differential. Now the average starting salary in Louisiana is 19.25-20.00 an hour with shift differentials. Similarities and differences with contemporary nursing There were many differences with nursing compared to now there was no set limit to nurse to patient ratio, there werent any Braden or pain scales. There were no resources to help the patients after being discharged from the hospital such as social workers, home health, Council on Aging or rehabilitation services. Nurses were unable to challenge a doctors decision and be the best patient advocate they could be because whatever the doctor said no one could question it for fear of losing their job. Similarities the nursing process was around and the typical working shift is still the same (12 hour shifts). She stated that there is much advancement in medicine today but the amount of time and energy is still the same in patient care. Review 1 prominent nursing journal published in early 1900s What are the similarities and differences with the same journal in the early 1990s compared to the 2000s Emphasize nursing roles and responsibilities The American Journal of nursing is the oldest nursing journal around. In the 1990s the journal wrote about mandating nursing caps, how to keep up with your staff after retirement and Faculty as relief staff to palliative care, and responding to disasters. The focus is still improving patient care but with all the recent tragedies America has had, the journal has shifted to teaching nurses how to care for patient after catastrophes. The Present Which nurses or nurse educators serve as role models to you? What are some of that persons characteristics that attract you? The nurses that serve as my role model are London Lewis (sister-in-law) and Mrs. Lois Bridgewater. London Lewis graduated from William Carey University. She is married with a child, but she didnt allow that to stop her. She is now in a Certified Registered Nurse Anesthetist program and is scheduled to graduate in May 2011. London was a full time wife and mother all while receiving a BSN and working on her current degree. London graduated from William Carey and her professors continue to speak highly of her motivation and dedication to becoming a nurse. Mrs. Lois Bridgewater is also one of my role models. She was my clinical instructor in nursing 310. What amazes me about her is the drive she has to accomplish everything she set out to do. She is an expert in her field and while at North Oaks Hospital, the staff respected her decisions and work ethics. Mrs. Bridgewater is not only a nurse but also a Certified Midwife, and shes working on her Family Nurse Practitioner. Respond to the following questions: What types of software skills are critical for new nurses entering the workforce? The type of software skills needed for new nurses entering the workforce are Microsoft Office which includes Word, Excel, PowerPoint, Access and Outlook. Why is it important for new nurses to be able to search the Internet for information? It is important for new nurses to be able to search the Internet for information, in the event they have a question about something and there arent any resources available to you at that moment. The nurse can always get on the computer and find the information needed at that moment. The Future What are some of the challenges you see facing the nursing profession in the The challenges I see facing the nursing profession is patient healthcare due to nursing shortage. With the shortage of nurses, there is an increase in the patient to nurse ratio. With more patients, a nurse has less time to spend with each patient, which causes a decrease in the quality of care to all patients.

Beowulf - Changes In People :: Epic of Beowulf Essays

The tale of Beowulf is one of constant transformation. Great warriors and leaders are turned into cowering peons. Faithful Christians convert to devil worship. Devout followers flee at the sight of trouble. Many people’s morals change quickly and drastically at the sight of change. Personal turmoil abounds with changing values brought about by changing times. People can remain content as long as nothing challenges them, however at the mere sight of change personal chaos abounds. One case of how change causes people to forsake their values happens when Grendal makes his first appearance at Herot. â€Å"Then Hrothgar, taking the throne, led/ The Danes to such glory that comrades and kinsmen/ Swore by his sword, and young men swelled.† (64-67) Hrothgar was a mighty leader of the Danes, but at the sight of a different foe, a change, Hrothgar turned tail and ran. He did not once try to face Grendal (although his attempt would have been insignificant), but would rather let his people live in terror. The Hrothgar describe before the arrival of Grendal was a completely different person, mentally, than the Hrothgar that was terrorized by the monster. He knew only one type of enemy, humans, and once that changed he lost all his leadership power. A true man of values would have kept them no matter what change takes place. Fate does not play a role in Hrothgar’s actions. He is caught up in pride about all his achievements that makes him vulnerable to being caught by change. He becomes too comfortable in his station that he narrows his comfort zone to such a level that any amount of change will throw his off tremendously. Everything that happens is by his own doings. Hrothgar is a perfect example of how people cannot mentally fight evil. Without the constant attack of evil, one will not be able to deal with it when it comes up. Beowulf is constantly battling evil, which makes him more able to battle it when it is encountered. Hrothgar was not exposed to evil, so when it reared its ugly head his only reaction was to flee. If someone lives in a perfect society and leaves, they will not be able to deal with the evil they find because they have never had to deal with it before. Good cannot combat evil if it has never known evil. The only way to resolve Hrothgar’s situation is to bring in someone who has known evil and faced it well, is not prideful, and can adapt to change well.

me :: essays research papers

I am currently taking an art class, which I love, some psychology classes (I had to pull strings to get into those ones, because they are only for juniors and seniors!) and a comp class (yours). Yo soy tanbien en espanol dos :) es muy interesante. (I am also in Spanish Two, it is very interesting!!!!!!!!)   Ã‚  Ã‚  Ã‚  Ã‚  I’m the oldest in my family, and I have a younger sister (12) and a younger brother (6). Since I was 11 years old, I have wanted to be an occupational therapist and teach disabled kids how to ride horses; it is something that I really enjoy doing. I also enjoy drawing (I'm in drawing two) and hablando en espanol. (Talking in Spanish). I am currently taking an art class, which I love, some psychology classes (I had to pull strings to get into those ones, because they are only for juniors and seniors!) and a comp class (yours). Yo soy tanbien en espanol dos :) es muy interesante. (I am also in Spanish Two, it is very interesting!!!!!!!!)   Ã‚  Ã‚  Ã‚  Ã‚  I’m the oldest in my family, and I have a younger sister (12) and a younger brother (6). Since I was 11 years old, I have wanted to be an occupational therapist and teach disabled kids how to ride horses; it is something that I really enjoy doing. I also enjoy drawing (I'm in drawing two) and hablando en espanol. (Talking in Spanish) I am currently taking an art class, which I love, some psychology classes (I had to pull strings to get into those ones, because they are only for juniors and seniors!) and a comp class (yours). Yo soy tanbien en espanol dos :) es muy interesante.

How does the author successfully engage the interest

How does the author successfully engage the interest of the reader in the relationship between Cooke and veronica and her way of life? By Maya_hunched How does the author successfully engage the interest of the reader in the relationship between Cooke and veronica and her way of life? The writer starts of by setting the background of the story † we had grown up together† this gibes us an idea of their relationship and how close they were as children.Veronica grew up to a poor family and so did Cooke but veronica's family as even poorer â€Å"her family had been even poorer than mine† this gives the reader an impression of how poor they were and saying veronica was even poorer shows how harsh the conditions were. Veronica grew up to an abusive father, Cooke describes he as â€Å"brute† meaning he was evil. This shows us Just how bad her father was.Cooke was every caring and compassionate towards Veronica † I helped her fetch water from the stream and oc casionally chopped firewood† Cooke was like veronica's only fatherly figure as her dad was never around to treat her like a daughter, the only wing keeping him from protecting her was his fear of her father â€Å"night after night I would lie awake listening to her screams, cursing myself for my own physical inadequacy' this shows he was unable to help.Veronica was very loyal to everyone in her life not Just her family, when Cooke left to go to school they were still friends Neuronal and I remained friends† she was always happy and Ignored the fact her life was not a good one â€Å"she was always pleased to see me† Veronica never got the opportunity to go to school and was curious about It UT was never Jealous of Cooke â€Å"she asked me endless questions about school and the town and what I was going to be when I grew up† she was happy for Cooke and his successes. She never seemed to new me mine† this shows she was content with her life even though she had nothing to be happy about, she didn't have loving parents to take care of her or and education nor did she have and money. Veronica and Cooke always met by the river â€Å"the day before I left we met by the stream† The river is very symbolic, the river indicates life moving on.Veronica had ere limited opportunities and Cooke new that â€Å"not that she was likely to meet any as long as she remained where she was† She wasn't educated meaning she will not meet a man Cooke was concerned about her â€Å"you can go to school and become a secretary' Veronica had no one that would ever give her advice Cooke was the only person who treated her Like she should have been. L snapped a twig and threw It very symbolic, it is met to be showing Cooke and veronica as the stick and the river as life moving on. When Cooke snaps the stick it means they were on and now he is boning on in life when she is staying where she was and is never going to get anywhere where as Cooke is allowing the river to take him places. Cooke moved on but veronica was still a part of him â€Å"l never forgot veronica† how could he forget her?After all veronica had grown up with him and been a part of his childhood. Cooke eventually returned to the village for work â€Å"on the day I left I had to force her to accept a present of some money. It was as much as I could afford, but not as much as I would have liked to have been able to give her† Cooke offers her charity, he has o force her to take it this shows veronica did not was sympathy. When he returned again we went to see veronica â€Å"it was dark inside† this indicate death or her final moments.It was very difficult for Cooke to see veronica like that â€Å"l reached for her hand and held it† he was very uneasy â€Å"I'll get you out of here, don't worry' he wanted veronica to live where as she wanted the opposite â€Å"there is nothing left for me in this world† she has lost a lot in h er life and didn't want to live anymore. When veronica died Cooke was devastated â€Å"l gathered her up in my arms† this makes us feel humanity â€Å"l cried that night for the terrible waste† shows tragedy.There is a change in speech threw out the story between the away Cooke speaks and veronica speaks † morbidly suspicious † Cooke is very complex with the way he speaks, shows he was educated. â€Å"l can't Just leave my family' Veronica uses very simple language, this shows she was not educated symbolic language â€Å"l snapped a twig and threw it in the water† this shows he was moving on and she was staying where she was. Negative diction was used † she was dead before I reached my car† By: Maya Hunched

The Importance of Training to Quality

Introduction Many theorists have suggested that it is crucial to adequately train stuff in order to improve the overall quality of the service or product offered. Today employers are increasingly depending on the skills of all their employees for improvements in efficiency, quality and customer service (Motwani, Frahm, & Kathawala, 1994a). This review will focus on the findings of the main theorists in the quality management field and their views on the importance of employee training. It will outline the factors which influence employee training and suggest how quality training should be implemented. The review will also provide some insight into alternative methods of quality employee training. The Importance of Training to Quality Motwani, Frahm, & Kathawala (1994b) state that training is the critical variable in the success or failure of a company’s quality improvement programme. They go on to say that training enables a company’s workforce to acquire the skills needed to improve and maintain the quality production process. As the challenge of improving product and service quality becomes more important for all organizations so does the challenge to the training and development profession (Motwani, et al. 1994a). Motwani, et al. , (1994a) agree with other authors such as Cocheu (1992) and Ishikawa (1976), that quality begins and ends with training. According to Kaeter and Cothran (1992), training influences the process that help to improve quality. Ishikawa (1976) who has been a leader in stressing employee participation and the man who advocated the use of cause and effect diagrams (also known as ishikawa diagrams) to diagnose quality problems, has stressed that it is crucial to train managers and employees to improve quality. Deming (1982) notes that all employees should be trained continually as the needs of the customers are constantly changing over time. It is not enough to hire good people for the business organisation. They constantly have to acquire new skills for new materials and new methods of production. Deming (1982) considers training to be a long-term investment in people and the future of the company. Continuous training helps employees to improve their quality performance and the quality of the work processes they are responsible for (Deming 1982). When identifying key practices of quality management, most authors agree that training is an important factor. Saraph, Benson & Schroeder (1989) list training as one of the eight critical factors of quality management. Lakhal, Pasin, & Limam (2006) go on to state that employee training and employee participation are two of the eight critical factors of quality management. Eight key employee practices to improve quality have also been suggested by Smith (2001) and they are: recruiting, selection, retention, teamwork, training and development, appraisal, rewarding quality and employee involvement. Just knowing that training is important is not enough; training must also be effective (Cocheu, 1992). Cocheu (1992) proposes that to improve quality, organizations can use a six-step strategy, which includes: 1. Preparation, 2. Planning, 3. Awareness, 4. Deployment, 5. Implementation, and 6. Continuous improvement. This strategy should be supported by a six-phase training approach: 1. Understanding and commitment, 2. Quality management systems, 3. Improvement teams, 4. Customer service, 5. Process improvement, and 6. Advanced quantitative methods. Each phase of the quality training curriculum should build on the preceding hase of the training to give people at every level of the organization the knowledge and skills they will need. This includes both the employees and the management. (Cocheu, 1992) The Importance of Management to Training Most authors agree that quality management is crucial for the successful training of the employees. Without the wholehearted commitment of top man agement, spending time on quality training is pointless. Employees look to management to see if a company is really serious about quality training. If the management does not commit itself to change than the workers will not do so either (Motwani, et al. 1994b). Successful implementation of any change programme requires proper education and training of those who would be involved in the implementation process (Ernest Osseo-Asare Jr & Longbottom, 2002). Management needs to be sincere and to devote adequate time and resources to the on-site training effort so that employees believe it is important. Whether on-site or off-site training is employed, the skills learned by employees need to be applied immediately. If this is done, employees will receive the quality message (Motwani, et al. , 1994b). Anjard (1995) argues that it is no longer a luxury or a question as to whether Total Quality Management (TQM) philosophy should be adopted. He states that â€Å"unless we adopt the concepts of continuous improvement, we are guaranteeing organizational obsolescence†. TQM is a visionary movement which represents a final recognition of a management philosophy that encourages employees to share responsibility for delivering quality services and products. Commitment from the top as well as a willingness to transform an organization from the bottom up is essential for effective implementation. More importantly Anjard (1995), goes on to say that effective TQM managers lead, coach and mentor amongst other things and that managers must train everyone and provide them with the knowledge, skills and tools needed for continuous quality improvement. Mathews, et al. (2001) add that the training that underpins quality management determines the likely effectiveness of the quality initiatives undertaken. Quality is achieved where employee satisfaction results from high-quality management, which places great importance on employee motivation and morale (Crome, 1998). Clear objectives in line with vision should be shared with staff through proactive leadership, highlighting areas that work well, creating champions of good practice and being supportive and motivational (Curry & Lyon, 2008). Donaldson (2004) states that achieving true quality takes much more than just learning the basic skills and technical concepts, you also have to get the human element right. This means providing education and training opportunities for all involved, plus support and empowerment from above. The author adds that emphasis should be placed on employee empowerment and training to improve quality of service. Bharadwaj & Karkera (2001) add that it is not realistic to think that mangers can achieve control by simply hiring good people, aligning incentives and hoping for the best. Today’s managers must encourage employees to initiate process improvements and new ways of responding to customers’ needs – but in a controlled way. Also, the employees must be told specifically what is expected of them. Specific training makes employees more confident and reduces staff turnover rates. This in turn increases quality (Pollitt, 2006). Smith (2001) agrees and states that employee involvement is positively linked with improved quality. As a result of this employee empowerment, some trainers responsible for self-guidance of the development process, become concerned that the philosophy implies their role within the organization will eventually become redundant. Quality control managers have subsequently discovered that the move to TQM has not reduced the importance of their job role. In fact, quite the reverse is usually the case because the quality manager’s new responsibilities as quality facilitator and mentor across all aspects of the organization’s activities is inevitably more rewarding and demanding than their old role of â€Å"organizational gamekeeper† (Chaston, 1994). Many companies have established written quality requirements for the products that they produce but few have developed internal requirements that must be met as process flows from one operation to another. Still fewer have developed requirements for the process itself – what must be done in what order to produce a conforming output (Oversmith, 1990). The author stresses the importance of using recognition systems that encourage participation and the involvement of employees in the quality process. Oversmith (1990) adds that companies achieve quality by making every single employee a â€Å"quality manager†. Each employee has to know what part they are playing in the quality improvement process. It begins when the employee is orientated into the company. The employee learns the requirements expected of all employees as well as the specific requirements for the job to be performed. This initial training should be followed up within the first few weeks of employment by formal quality education to stress the importance of the individual’s role in the quality improvement process as well as specific actions an employee is expected to take to avoid or eliminate quality nonconformance (Oversmith, 1990). Formal training in group problem solving and the proper use of teams to eliminate quality problems further prepares an employee to participate in improvement process. Smith (2001) also agrees that team based learning is important and suggests that incentives should be used to promote quality. Incentives for Quality and Alternative Methods of Training In order for the employees to use their training and improve the quality of the products/services, the management must provide them with incentives. If valued incentives exist for desired behavior, training that enables such behavior is likely to succeed as well: Many people receive a fixed amount of pay for the hours they work. They will not make more money immediately if they do a better job and they will not receive less, unless they are fired, for doing a poorer job. So, for these people, pay is an incentive for being present and for doing a minimally acceptable job – and not much more than that. Fortunately for employers, other incentives exist: approval and compliments, respect and trust, access to valued resources – tools, people, a window with a sunny view, awards, increased power and authority, more interesting or desirable assignments (Allen, 2003). Allen (2003) suggests that employers consider providing meaningful and memorable experiences through interactive multimedia to help employees see how the impact of their work determines the success of the group and ultimately affects quality. Burns (2005) suggests use of e-learning to train employees to improve quality. The key being interactivity. E-learning provides the potential to bring quality to life. When people are having fun, they won’t realize how much they are learning. If the average employee doesn’t enjoy learning he or she won’t absorb much about quality. Computers allow simulations to be built as an aid to learning and this is very relevant in lean Six Sigma training where factors such as throughput, work in progress, touch time and cycle time interact could be difficult to demonstrate. This would not just be effective but it will also be more enjoyable and people learn better when they are enjoying the learning experience (Pollitt, 2007). Pattison (2001) agrees that activities and interactivity make learning and training more enjoyable. Burns (2005) adds that humor is another means of providing motivation to learn about quality. Conclusion Upon review of literature on the importance of training to product and service quality it is evident that staff training is a vital part of any quality process. Quality products and services depend on a quality workforce. In order to sustain competitive advantage companies need to develop and implement quality training measures. A strong support from management is needed to constantly motivate and facilitate the employees training. Investing in employees training directly correlates with how the quality of the company’s products and services is viewed. If training continues to improve, if it continues to reinforce quality messages, then employees will believe quality truly is the foundation of their company’s long term culture. References Allen, M. (2003). Training rewards good performance. Quality, 42, 28-29. Anjard, R. P. (1995). Keys to successful TQM training and implementation. Training for Quality, 3(1), 14–22. Bharadwaj, G. , & Karkera, R. (2001). Employee training in quality in the new millennium. Quality Congress. ASQ's †¦ Annual Quality Congress Proceedings, 517-528. Burns, T. (2005). E-Learning: The Future of Quality Training. Quality Progress, 38(2), 50-56. Chaston, I. (1994). Managing for Total Training Quality. Training for Quality, 2(3), 11-14. Cocheu, T. (1992). Training with Quality. Training & Development, 46(5), 10. Crome, M. (1998). Call centres: battery farming or free range? Industrial and Commercial Training, 30(4), 137. Curry, A. , & Lyon, W. (2008). Call centre service quality for the public: a Scottish framework for the future. Managing Service Quality, 18(2), 194-208. Deming, W. E. (1982). Quality, Productivity and Competitive Position. Cambridge: MIT Press. Donaldson, D. P. (2004). Getting the People Part Right. Quality Progress, 37(7), 6. Ernest Osseo-Asare Jr, & Longbottom, D. (2002). The need for education and training in the use of EGQM model for quality management in UK higher education insitutions. Quality Assuarance in Education 10(1), 26-36. Ishikawa, K. (1976). Guide to quality control. Tokyo: Asian Productivity Organisation. Kaeter, M. , & Cothran, T. (1992). Pioneering Quality Training. Training(April 1992), 13-18. Lakhal, L. , Pasin, F. , & Limam, M. (2006). Quality management practices and their impact on performance. International Journal of Quality & Reliability Management, 23(6), 625-646. Mathews, B. P. , Ueno, A. , Periera, Z. L. , Silva, G. , Kekale, T. , & Repka, M. (2001). Quality training: findings from a European survey. The TQM Magazine, 13(1), 61-68. Motwani, J. G. , Frahm, M. L. , & Kathawala, Y. (1994a). Achieving a Competitive Advantage through Quality Training. Training for Quality, 2(1), 35-40. Motwani, J. G. , Frahm, M. L. , & Kathawala, Y. (1994b). Quality Training The Key to Quality Improvement Training for Quality 2(2), 7-12. Oversmith, G. E. (1990). Developing Employee Ownership of the Quality Improvement Process. Hospital Materiel Management Quarterly;, 12(1), 38-45. Pattison, S. A. (2001). Staff meetings: an opportunity for accelerated training of employees. Journal of Workplace Learning, 13(4), 172 ±178. Pollitt, D. (2006). Holiday Extras is flying high Call-center training improves call time, quality and staff retention. Human Resource Management International Digest, 14(7), 22-24. Pollitt, D. (2007). ING Direct banks on the quality of its call centre employees. Training & Management Development Methods 21(4), 579-582. Smith, W. L. (2001). Customer service call centers: managing rapid personnel changes. Human Systems Management, 20 123–129.

The Alabama Institute For Deaf And Blind - 1761 Words

Fortunately, there are numerous resources available for people with disabilities that offer assistance and programs to meet their everyday needs. The Alabama Institute for Deaf and Blind serves as an educational resource for individuals who are deaf, blind, deaf-blind, and multi-disabled. I decided to research this agency because it has been referenced in my communicative disorders classes. As a future speech language pathologist, I want to learn about this agency and discover the programs it offers to help me with my future clients. The Alabama Institute for Deaf and Blind is relative to this course because as mentioned in the textbook and other course material, resources and programs that offer assistance to individuals with disabilities are essential to their successful futures. This agency is a means in which people who are deaf and blind can seek assistance to improve their skills of communication, and this is ultimately my goal as a speech language pathologist. Joseph Henry Joh nson, a young medical doctor, was inspired by his younger deaf brother to establish the Alabama Institute for Deaf and Blind in 1858. The Johnson family remained involved with the school for years to come. For instance, Joseph Henry Johnson was the school’s first president, his sister was the first teacher, and his son, Joseph Henry Johnson Jr., succeeded him as president. Johnson’s brother-in-law, Reuben R. Asbury was visually impaired during the Civil War, and founded the Alabama School forShow MoreRelatedThe Alabama Institute For Deaf And Blind1753 Words   |  8 PagesThe Alabama Institute for Deaf and Blind serves as an educational resource for individuals who are deaf, blind, deaf-blind, and multi-disabled. I chose this agency because it has been mentioned in my communicative disorders classes. As a future speech language pathologist I want to learn about this agency and discover the programs it offers to help me with my future clients. 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SoonRead More The Touch Of Magic By Lorena Hickok Essay1682 Words   |  7 Pagesbecause they were mentally sick or anything, but because they had nowhere else to go. nbsp;nbsp;nbsp;nbsp;nbsp;Their mother had died of tuberculosis and their father had left them. None of their relatives wanted them because Annie was nearly blind and Jimmie had something wrong with his hip and had to walk with a crutch. Annies one year old sister was taken right away by her aunt and uncle because she was darling. Nobody knew where to send them so thats how she ended up at the infirmary. ARead MoreHelen Keller: An Idol to Deaf People?2987 Words   |  12 Pages HELEN KELLER AN IDOL TO DEAF PEOPLE? Rona M. Stanley HIS 331: History of the American Deaf Community December 1, 2013 As children, many of us watched â€Å"The Miracle Worker,† the movie that showcased Helen Keller as a deaf blind child in need of communication. Through the movie, we came to admire and sympathize for this character as the movie portrays her perseverance to overcome her disabilities instead of resigning to them. The love and bond between her and her teacher, Anne SullivanRead MoreThe Story of My Life2883 Words   |  12 Pagesprofessor named John Albert Macy, who later married her first teacher and lifelong companion, Anne Sullivan. In the book Helen recounts the first twenty-two years of her life, from the events of the illness in her early childhood that left her blind and deaf through her second year at Radcliffe College. Prominent historical figures wander among the pages of The Story of My Life: She meets Alexander Graham Bell when she is only six and remains friends with him for years; she visits the acclaimed American

Dr. Martin Luther King, Jr.s Fight Essay - 1059 Words

Dr. Martin Luther King, Jr.s Fight Throughout history there have been times when citizens have had the need, as well as the responsibility, to violate certain societal rules/laws in order to protest against unjust treatment and bring about social or political change. It began as early as Socrates, who disobeyed an unjust decree against teaching his ideas, which led to his being condemned to death; Mahatma Gandhi’s fight against British rule over India; and Rosa Parks refusal to give up her seat on the city bus to make room for more white people, which led to her arrest, followed by the Montgomery Bus Boycott which ultimately led to the desegregation of public buses. The most famous of all cases, however, was the leader of the Civil†¦show more content†¦In order to understand this, I will clarify what is meant by the â€Å"social contract.† The â€Å"social contract† is a type of unwritten agreement in which everyone in a particular society participates and agrees to live together under common â€Å"rules†. The â€Å"rules† are â€Å"those principles to which social arrangements must conform†¦which all rational men would agree to† (RTD, Rachels 292). There must also be the establishment of a government, with a â€Å"system of laws, police, and courts†¦with the power necessary to enforce those rules† (EMP, Rachels 144). Under this agreement, every citizen should benefit equally in return for accepting certain burdens equally. This, on its face, is exactly what Dr. King and his followers were arguing; that they were not granted the rights to which they were promised; the rights due them; the rights given to others. When blacks demonstrated by civil disobedience, they were essentially asking to be treated like every other citizen. This is a classic illustration of justified disobedience: Dr. King and his followers refused to obey racially discriminating laws because they believed them to be so unfair, they no longer felt obligated to obey them. Dr. King was leading the fight against a system that saw his people as second class citizens; a society that would â€Å"lynch your mothers and fathers at will and drown your sisters and brothers at whim† (EMP, RachelsShow MoreRelatedMartin Luther King Jr Essay1299 Words   |  6 PagesWhy was Martin Luther King Jr. such an inspiration to African Americans in America? Martin Luther King Jr. was an American minister, Civil Rights leader, and activist who had a strong belief in nonviolent protests (history.com; Martin Luther King Jr.). 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His parents were partRead MoreRhetorical Analysis Of Letter From Birmingham Jail1641 Words   |  7 Pages Martin Luther King Jr.’s Letter from Birmingham Jail, there are lots of rhetorical strategies that he uses in response to the eight Alabama clergymen’s letter, A Call for Unity. The clergymen’s letter was criticising Dr. King’s civil rights demonstrations taking place in Alabama. The letter encouraged civil rights activists to negotiate instead of protesting and King’s letter responded arguing that it is necessary for them to take civil action and counters their claim by using ethos, asking rhetoricalRead MoreWho knew the two most powerful African Americans that influence countless of people in history and700 Words   |  3 Pageslocked up in jail? Martin Luther King Jr. was incarcerated because the city officials issued a court injunction to prohibit the civil rights marches in Birmingham. Whereas, Malcolm x was arrested for burglary while trying to pick up a stolen watch he had left for repairs at a jewelry shop. The fight for civil right was taken in the 1960s, where racism was a problem. Whites discriminated blacks because they thought they werent equal to them. This is where Martin Luther King Jr. and Malcom X come