Representing Visual Culture Essay Example | Topics and Well Written Essays - 1000 words

Representing Visual Culture - Essay Example Some scenes showed the factory at Jouey, and others rural scenes of workers relaxing drinking dancing, and womanising. Timorous Beasties have not actually changed much in the Toile concept, but have updated the references from the contemporary urban. The urban landscape in many UK cities seems to be changing all the time, modern buildings have become icons that give us a strong sense of identity, and there fore the London Toile seemed a perfect expression of where we were coming from. This fabric speaks so much about the lifestyle of the romantic, peaceful and carefree London. Printed in the fabric, were green different images of the romantic and carefree lifestyles in contrast to a cream linen which made it more beautiful and attractive. There are 8 images injected to a bright cream fabric, showered with flying and feeding doves were a images of lovers overlooking the Great London Bridge across the lake under the tree infront of bench. It is such a very romantic site which made this fabric perfectly ideal for lovers, designed to fit on sofa sets, love rests or even curtains in a lovers bedroom. Next to this image is the city itself, over... This peaceful and solemn serenity of the scene depicts the mood of the sunset, being ready for a relaxing dinner and sleep on your way to your home. Having this fabric hanged in your living room makes you feel that you are glad to be home with your family, celebrating the union before the end of the

A critical analysis of nursing care for Gina Essay

A critical analysis of nursing care for Gina - Essay Example In1860,Florence Nightingale recognized the importance of theory and process in health care,and her message has gotten stronger as the years have progressed.Nurses in the UK today are trained in clinical practice and the importance of following defined methods and practices. Regardless of the specific practice model they follow, first and foremost nurses must adhere to the Nursing and Midwifery Council (NMC, 2004) code of professional conduct: standards for conduct, performance and ethics. The code sets the standards on matters such as patient respect, consent, teamwork, confidentiality, professional competence, trustworthiness, and risk mitigation. However, the NMC does not specify how a nurse is to embody these standards.Most nurses and health facilities utilise nursing models to guide nursing practice, for example, Roper-Logan-Tierney (1996); Neuman, as cited in Ume-Nwagbo, DeWan, & Lowry (2006); and multiple theories/models as cited in Aggleton & Chalmers (2000). In addition to sp ecific author-developed models, nursing models are delineated as a function of patient care: total patient care, functional, team, and primary (Tiedman & Lookinland, 2004). The nursing field has long recognized the importance of "innovative practice models" or "structural approaches to nursing practice" (Weisman, 1991).One particular model, the Roper-Logan-Tierney (RLT) model, originally published in 1980 with revisions in 1985, 1990, and 1996, is a commonly used model in the United Kingdom particular at National Health Service hospitals. ... 1. Maintaining a safe environment 2. Communicating 3. Breathing 4. Eating & dressing 5. Eliminating 6. Personal cleansing & dressing 7. Controlling body temperature 8. Mobilizing 9. Working & playing 10. Expressing sexuality 11. Sleeping 12. Dying Upon admission to hospital, most patients in an acute care setting have physical problems that impact their ability to satisfactorily complete these tasks, thus the model can be used in multiple clinical settings (Walsh, 1998). The authors (1996) indicate they recognize the influence of non-medical factors including psychological, socio-cultural, environmental, and politico-economic on resources supporting satisfactory completion of AL, however he model is not without its criticisms, which shall be discussed as applied to and following the Case Description. A nursing model alone is necessary, but not sufficient, to provide nursing care to a patient. The nurse must act, carry out the steps of the model in an organized manner, to provide care meeting the standards of not only the NWC, the hospital, but most importantly, the patient. The National Health Service emphasizes this in its circular model of health care, which places patients and the public in the center of the circle and the providers surrounding them. This organized action involves following the nursing process. The nursing process generally includes four phases: assessment, planning, implementation, and evaluation. While generally performed sequentially, given the myriad of problems and matters a nurse must monitor for just one patient, let alone a dozen patients, it is not uncommon for a nurse to simultaneously be supporting tasks in each of the four

Mergers and Acquisitions in the Pharmaceutical Industry

Mergers and Acquisitions in the Pharmaceutical Industry Introduction Mergers are done to expand the business and improve profitability by companies with mutual consent. Acquisitions occur when one company takes over another which may be friendly or hostile. Mergers and Acquisitions (MA) are actively taking place in the pharmaceutical and biotech organizations and this trend is expected to prevail for the next one to two years. The bio-pharma industry is dynamic and is currently changing focus from RD to licensing and outsourcing. So before any MA activity a strategy formulation is very essential with emphasis on creating a competitive advantage for the business. Mergers and Acquisitions (MA) are generally done with the following motives: to exploit economy of scale, to eliminate duplicated functions, to share managerial expertise, synergy, taxation, market power because of decreased competition. MA that are done with reduced competition as motive are socially unacceptable and illegal as they lead to monopolistic scenarios. The MA may not be successful in generating returns if the deal was closed with a high price due to impulsive and enthusiastic deals. MA also leads to diversification which has proved to be beneficial in stabilizing the returns. A merger or acquisition is an extremely stressful process for those involved: job losses, restructuring, and the imposition of a new corporate culture and identity can create uncertainty, anxiety and resentment among a companys employees. (Appelbaum 2000) Companies focus on the legal and financial issues involved with the MA and fail to pay attention to the long term effects like corporate identity and communication which greatly influence the employee motivation and productivity. The pharmaceutical industry The Indian Pharmaceutical Sector is currently the largest amongst the developing nations. There is a worldwide structural trend evolving in pharmaceuticals and Indian companies play a key role in this framework, driven by their superior biotech and drug synthesis skills, high quality and vertically integrated manufacturing assets, differentiated business models and significant cost advantages. Companies across the world are reaching out to their counterparts to take mutual advantage of the others core competencies in RD, Manufacturing, Marketing and the niche opportunities offered by the changing global pharmaceutical environment. (Shukla 2006) The pharmaceutical sector offers an array of growth opportunities. This sector has always been dynamic in nature and the pace of change has never been as rapid as it is now. To adapt to these changing trends, the Indian pharmaceutical and biotechnology companies have evolved distinctive business models to take advantage of their inherent strengths and the Borderless nature of this sector. (Shukla 2006) Environmental factors The changing environment in the bio-pharma industry is driving an increased activity of Mergers and acquisitions. In 2008, sales growth of prescribed drugs globally has reached the lowest rate in since 2001. Along with this slowdown, the pharmaceuticals sector is faced with an increasingly challenging environment resulting from increasing patent expirations, growing generic sales, reducing new drug pipelines and stricter regulations. The biotechnology sector also faces increased regulatory challenges as well as shortage of credit. The patents are getting expired and there is increased competition for generic drugs. Patients are becoming more aware and manage their own conditions. The healthcare models are thus changing. With such environmental pressures increasing the companies resort to MA as a tool for corporate growth. MA do not exceed their cost of capital. Still companies go for MA because of some strategies like increased market strength consolidating for cost reduction broadening geographic coverage pipeline stuffing (Coles 2002) Some recent MA The US and European generics companies are scouting for alliances/buyouts at the back end of the chain, which would allow them to offset any manufacturing cost advantage held by companies in the developing markets. The Indian companies are looking at the front-end integration as building a front-end distribution set-up from scratch could take significant time. (Shukla 2006) There are also entry barriers for companies from the developing countries and acquisitions make it easy for these organizations to find a foothold in the developed markets. For instance, there is a cultural and language barrier in Europe and Europe is high on the radar of Indian pharmaceutical companies. The sheer heterogeneity of Europe and the fragmented nature of its pharmaceutical market make acquisitions an easy route for entry into this region and the US being the largest pharmaceutical market in the world will always interest the Indian pharma companies for its sheer size. (Shukla 2006) The acquisitions of RPG Aventis (by Ranbaxy) and Alpharma (by Cadila) in France are clear examples of acquisitions proving to be a drain on the companys profitability and return ratios for several years post acquisition. In several other cases acquisitions by Indian generic companies are small and have been primarily to expand geographical reach while at the same time, shifting production from the acquired units to their cost-effective Indian plants. A few have been to develop a bouquet of products. Other than Wockhardts acquisition of CP Pharma and Esparma, it has taken at least three years for the other global acquisitions to see break-even. Most of the acquiring companies have to pay greater attention to post merger integration as this is a key for success of an acquisition and Indian companies have to wake up to this fact. Also, with the increasing spate of acquisitions, target valuations have substantially increased making it harder for Indian companies to fund. In January 2009, Pfizer entered into a merger agreement with Wyeth valued at US$68 billion. The deal is to be financed through a combination of cash, stock and debt. A consortium of banks will provide US$22.5 billion for the MA. In March 2009, Roche acquired the remaining 44 percent of Genentech shares for an all-cash US$46.8 billion deal. Prior to the deal, Roche raised US$39 billion through bond sales. In March 2009, Merck Co. acquired Schering-Plough in a cash-stock deal worth US$41.1 billion. The cash component includes US$9.8 billion from Mercks cash reserves and US$8.5 billion committed by JP Morgan Chase. (MA: Outlook for pharmaceuticals 2009) If a company was acquired for its RD pipeline and development projects or platform technology, in majority of cases, the acquiring company failed to derive full benefits and most of the projects were later discontinued or terminated. Diversified companies like Roche, JJ, Abbott and Novartis with devices, generics and diagnostic performed better as compared to pure pharmaceutical RD driven company like Pfizer and Merck. Strategies for successful MA The industrys experience shows that megamergers often do not produce the intended synergies, but rather tend to erode shareholder value and create major integration challenges, while not achieving improved new drug pipelines. (Alternatives to mega mergers 2009) Tetenbaum (1999) suggests an alternative set of seven key practices to assist with a successful merger or acquisition: Close involvement of Human Resources managers in the acquisition process; they should have a say in whether or not the deal goes ahead. Building organisational capacity by ensuring that close attention is paid to the retention and recruitment of employees during the acquisition. Ensuring that the integration is focused on achieving the desired effect (for example, cost savings), while at the same time ensuring that the core strengths and competences of the two companies are not damaged by the transition. Carefully managing the integration of the organisations cultures. Completing the acquisition process quickly, since productivity is harmed by the disorganisation and demoralisation that inevitably occur while the change is underway. Communicating effectively with everyone who will be affected by the change. Other authors agree that being truthful, open and forthright during an acquisition is vital in helping employees to cope with the transition. (Appelbaum 2000) Developing a clear, standardised integration plan. Tetenbaum cites the example of Cisco Systems, which, like GE Capital, makes large numbers of acquisitions and has been able to learn from its experiences and build up tried-and-tested processes for carrying them out successfully. (Tetenbaum 1999) Conclusion The companies may be heading towards more megamergers of the scale seen in the recent past or they may move towards smaller strategic acquisitions. Deals in the biotechnology sector could increase further as small and mid-size biotechnology companies become increasingly willing to enter into deals at value prices. Large pharmaceutical and biotechnology companies are scouting around for deals at much lower valuations, and the current trend of MA in generics is one to watch for in the future. Although there are many different opinions on precisely what causes so many mergers and acquisitions to fail, and on how these problems can be avoided, there are certain points that most analysts appear to agree on. It is widely accepted, for instance, that the human factor is a major cause of difficulty in making the integration between two companies work successfully. If the transition is carried out without sensitivity towards the employees who may suffer as a result of it, and without awareness of the vast differences that may exist between corporate cultures, the result is a stressed, unhappy and uncooperative workforce and consequently a drop in productivity.

Tay-Sachs :: science

Tay-Sachs The genetic disorder I have looked at in this scientific statement is Tay-Sachs disease or TSD, a serious, inherited fatal brain disorder. The disease is named after Warren Tay, a British ophthalmologist who first described the disease in 1881 and a New York neurologist, Bernard Sachs; who first described the cellular changes and the genetic nature of the disease in 1887. This rare hereditary disease is caused by a genetic mutation that leaves the body unable to produce an enzyme; a protein that speeds up the rate at which chemical reactions take place within the body. The enzyme is necessary for nerve cells to metabolise fat, (allow for chemical reactions to take place within the cell) . The enzyme involved in TSD is known as hexosaminidase A. its absence allows a lipid called GM2 ganglioside to build up in the brain, destroying the nerve cells. The location of the gene HEXA that causes the genetic disorder is 15q23-q24. Tay-Sachs is an autosomal recessive disorder. My research indicates that a person must have two carriers as parents for the disease to occur. Carriers, people with only one gene for the disorder are physically unaffected due to it being recessive. When both parents are carriers, each child has a 25% or  ¼ chance of obtaining the disease. If only one parent is a carrier, there is no chance that the child will get the disease, but there is a 50% chance that the child will be a carrier. My extensive research has concluded that the symptoms of the disease are: ï  ¶ Blindness ï  ¶ Dementia ï  ¶ Deafness ï  ¶ Seizures ï  ¶ Paralysis All these symptoms appear during the first six months of life following the case studies data. The disease progresses rapidly, usually killing affected children by age three. As the damage to the nervous system progresses, an inability to swallow, difficulty in breathing and mental retardation develop. In late-onset TSD, which occurs in people who have a genetic mutation (A permanent change in the DNA sequence due to an insertion, deletion or an alteration) that is similar to that of TSD that occurs in young children. Some production of the missing enzyme occurs and life expectancy does not seem to be affected according to my research. Medical treatment is focused mainly on managing the symptoms of late onset TSD, Anticonvulsants can be prescribed to patients with seizures and antidepressants can be used as to help with psychiatric symptoms.

About Revenge Essay Essay

If there is one thing that has been prevalent since human interaction began, it is the concept of revenge. Everyone has a moment in their life where someone does them wrong, and they want nothing more than to get back at the person who is responsible. While this reaction is completely normal, the results of actually acting on these feelings usually end badly for everyone involved. One of the main reasons that revenge does not typically end well is because once all is said and done, the past can not be changed. â€Å"The Cask of Amontillado†, like many other stories, is focused on the theme of revenge, which is a feeling everyone is familiar with and is something that almost always ends badly. One of the more prominent stories about revenge comes from Edgar Allan Poe, a very well known author recognized mainly for his dark story writing. His story, â€Å"The Cask of Amontillado†, is an interesting tale about a man who feels insulted and seeks revenge. Essentially, the ma in character, Montressor, feels that he has been insulted by his apparent hated enemy, Fortunato, and as a result he leaves Fortunato tied up in the Montressor family’s catacombs to die. In this story, many things are left unclear. For one thing, it is never told what exactly Fortunato did to exact this revenge. This means that his â€Å"insult† could be anything, and the punishment for his ‘crime’ in this story goes to show the length that people are willing to go to get revenge on someone who has wronged them. One thing to note in this story is that the narrator is never caught for his crime. Although â€Å"The Cask of Amontillado† is a good story about revenge, it is not Edgar Allan Poe’s only story that relates to the subject. Another one of his stories that focuses on revenge is â€Å"Hop-Frog.† â€Å"Hop-Frog† tells the tale of a dwarf and his female companion, Trippetta, who are taken as prisoners from their homes and brought to be entertainment for a king that is very appreciative of humor. The story ends with Hop-Frog and his companion getting revenge upon the king for striking Trippetta and  his mindless council by burning them alive in front of a crowd of people at a masquerade party. The main difference between this story and â€Å"The Cask of Amontillado† is that there is a lot more information to go off of. For one thing, it is made very clear why Hop-Frog wants to get revenge upon the king. One similarity between â€Å"Hop-Frog† and â€Å"The Cask of Amontillado† is that in neither story do the people achieving revenge have anything bad happen to them as a result. In both stories, it is apparent that the characters get away with their deeds. â€Å"Hop-Frog† brings a sense of joy in that Hop-Frog and Trippetta get away, but it leaves the viewer wondering if what they did was right. Even so, wanting revenge is a natural feeling after being wronged, and there are deeper, psychological effects revolving around these feelings as well. An article by Stillwell, Baumeister, and Del Priore says that, â€Å"The discrepancies between how different people see the same event may contribute to such seemingly inequitable outcomes.† (253). What this means is that many times, people see different things when looking at the same situation, and as a result, one person can be left less satisfied with the results than the other person. For example, one person may view a prank as a minor thing and laugh it off, while the person who was pranked may view it as something that really rubbed them the wrong way and is something that they want to get back at the other person for. â€Å"When people are hurt or angered by another person they may try to restore equity to the relationship.† (Stillwell, Baumeister, and Del Priore 253). This means that when someone feels wronged, they feel like they have to make the relationship even again. Needless to say, some people will act on their feelings, and naturally some cases of revenge can go wrong. There are a bunch of cases in the news about how someone tries to take revenge upon someone else. For the most part they end badly, which would make sense considering they ended up in the news. One case of revenge gone wrong occurred in New Port Richey, Florida when a seventeen year old turned a corner too fast and crashed into a few parked cars and a house in what was meant to be a simple attempt to throw eggs at her ex-boyfriend’s car. The end result was thousands of dollars worth of property damage and a citation for careless driving (Tampabay.com). As with this story and many others, revenge likely occurred because of a bad relationship break up. There are countless cases where someone seeks revenge on an ex-partner and ends up  doing something fundamentally worse than the actual breakup. In a similar case, I interviewed a friend of mine who wishes to remain anonymous about a time that he seeked revenge. As with many cases of revenge, his was the result of a relationship gone bad. It was directed towards an ex-girlfriend who had recently began dating one of his close friends. After the break up, he was crushed. He took it very personally when his ex-girlfriend began dating one of his close friends. As a result, he ended up making threats against the new boyfriend and harassing his ex-girlfriend by hacking all of her social media accounts and deleting them. The end result of his actions lead to a sit down between the group, which resulted with the possibility of harassment charges. In his case, he got lucky, but it could have ended much worse had they chosen to press charges. Since then he has made the decision that it would be best for him and for them if he just cut them out of his life for the time being, so that is what he is doing. Relationship break ups are rarely mutual, and if they are it usually does not stay that way for long, with one person ending up regretting the decision more than they thought they would. This case goes to show that acting on feelings of revenge is not good for anyone. Of course having a successful act of revenge towards someone may feel very satisfying at first, but in the long run people tend to reminisce about the initial event and it leaves them feeling just as bad as they did when it happened. Something that many people should learn is that there is no way to change the past. There will always be a v oid in the mind when thinking about what happened. â€Å"Revenge is a doomed attempt to eliminate shame and increase stature by asserting dominance.† (EmotionalCompetency.com). This means that when we feel like taking revenge, it is just a hole we are trying to fill with confidence to make ourselves feel better. As humans, we do not want to lose face with the people we know, so we feel obliged to take action against the wrongdoer to balance the scale. Conversely, while many people would jump on the opportunity to get back at someone, some people are strong enough to not act on the urges of revenge. It takes a strong person to let something go, and it takes an even stronger person to completely forgive. â€Å"Forgiveness is the cancellation of deserved hostility and the substitution of friendlier attitudes.† (Hughes 113). To forgive someone should be viewed as a type of release. When a person forgives another, they are releasing all of their anger and hostility and opening the door to a renewed friendship, or at least an agreement to not interact again. Of course, forgiving someone will not always stop them from doing something else in the future, but it is still a good method to practice for yourself. â€Å"Forgiveness has a discretionary nature, and the discretion belongs to the injured.† (Hughes 113). Many times, the best way to get back at someone is to show them that they did not have as massive an effect over you as they were hoping. While forgiving someone will not give immediate satisfaction, it is usually better for a person to let something go than to dwell on it for a long period of time. In contrast, it may be wondered whether or not retribution is always such a bad thing in certain cases. In the case of ‘Vicky’, it seems like retribution may be something that she deserves. Ten years ago, ‘Vicky’, who was ten years old at the time, fell victim to her father, who recorded many videos of her performing sex acts with him and even made her act out scripts. Her real name as well as her father’s name was redacted from the court documents, however the case ended with her father being sentenced to fifty years in prison. Prosecutors from ‘Vicky’s’ case have said that â€Å"While she continues to try to live a normal life, ‘Vicky’ carries emotional burdens which continually get in her way.† (OpposingViewpoints.com). Needless to say, this case is an extreme one, which begs the question as to whether or not retribution is something that Vicky is right in seeking. It would seem outlandish for anyone to blame her for making the people who download the videos of her pay for her therapy. In this case, it may be best to let the victim act out what they feel, because very few people can truly understand what it is that ‘Vicky’ has been through and continues to go through everyday. Not surprisingly, the entertainment industry has quite an interest in the topic of revenge. Some of the most popular shows that air on television relate to the theme of revenge in one way or another. In ‘Breaking Bad’, there are episodes toward the end where one character wants revenge very badly on another character, and it ends up putting him in a monumentally worse position than he was at before. There are countless other shows with similar themes. Many popular movies do this as well. The film series ‘Kill Bill’ by Quentin Tarantino pretty much revolves around that subject entirely. It can be wondered what it is that makes movies and television shows about revenge so popular with people, and the most likely answer lies in our society as a whole. A thirst  for vengeance is a feeling everyone is familiar with and it is satisfying for us to watch others achieve it. Overall, revenge is a very common theme throughout the world we live in. It is something that is unlikely to change because it is just how we are wired. As humans, we can not help but get feelings of anger and retribution when we are wronged, but it should at least be known that most of the time, the actual act will only make a person feel worse than they did before in the long run. Society as a whole should be more accepting of the method of forgiveness as opposed to revenge as this is the only way to truly move on. â€Å"In taking revenge, a man is but even with his enemy; but in passing it over, he is superior.† (Sir Francis Bacon. EmotionalCompetency.com) Work Cited: Poe, Edgar A. â€Å"The Cask of Amontillado† (1846) Web 03 Dec. 2013. This is one of Edgar Allan Poe’s Classic tales about revenge. I used this story as a starting off point for the theme of my essay, which revolves around revenge. This information is in my first body paragraph which dissects the story. Poe, Edgar A. â€Å"Hop-Frog† (1850). Web 05 Dec. 2013 http://www.eapoe.org/works/tales/hopfrgb.htm. This is another Edgar Allan Poe story which also focuses on revenge. I used this story to show that in many stories revenge is a very common theme. This information is in my second body paragraph which dissects the story. Stillwell, Arlene. Baumeister Roy, and Del Priore, Regan. â€Å"Basic and Applied Social Psychology† We’re all Victims Here: Toward a Psychology of Revenge. (2008) 253-263. Web 06 Dec. 2013. Academic Library- Psychology and Behavioral Sciences. This article explains the psychology revolving around revenge and does studies involving the subject. I used this article to help explain the psychology behind feelings of revenge. This information is in my third body paragraph. Hughes, Martin. â€Å"Analysis† Forgiveness. (1975) 113-117 Web 06 Dec. 2013. Academic Library- JSTOR. In this entry, Hughes explains the concept of forgiveness and what it truly means. This information is used in the part of my essay that explains forgiveness. Chavez, Adriana M. â€Å"Online Child Pornography Can Harm Victims for Life.† (2013) Web 06 Dec. 2013. Academic Library- Opposing Viewpoints. This article goes over the case of a girl who was sexually abused as a child and explains what she has gone through since the incident. This information is used in the paragraph that wonders if revenge is always such a bad thing in certain situations. Sanders, Katie. â€Å"Revenge gone wrong: Teen driver crashes into New Port Richey home.† Tampa Bay Times. 05 Mar. 2010. Web 06 Dec. 2013. This article reports a case of revenge gone wrong in the form of a girl attempting to throw eggs at an ex-boyfriend’s car and causing a lot of property damage in the process. This information is used in the essay’s paragraph that explains how revenge can go wrong. â€Å"Revenge – Getting Even† – No author listed. EmotionalCompetency.com – ND. Web 06 Dec. 2013. This web page helps further explain some of the concepts of revenge and forgiveness. This information is used in my essay’s paragraphs involving forgiveness. I also use a quote about revenge from this page. Anonymous. Personal Interview. 05 Dec. 2013. This is an interview i did of a friend who wanted to remain anonymous about a time he seeked revenge against an ex-girlfriend. I use this information in the area that involves revenge going wrong.

Agility Resilience in organisation

The purpose of this business report is to examine AH Moor's approach to organizational agility and resilience; cooking specifically at the promotion of leadership and enterprise workforce. It explores the benefits to the organization of the implementation of a systematic plan for selecting, motivating and developing employees with the requisite skills and demonstrated behaviors to operate effectively in highly uncertain, highly unstructured environments and demonstrating how enabling this improves organizational outlook.As organizational resilience and agility is seen as a systematic property, both individual and organizational levels are explored. In today's global economic climate businesses need to sustain a competitive advantage to remain above the competition. It Is the geopolitical uncertainty, with unprecedented changes and Instability and business discontinuities that demand organizational agility and organizational resilience. Unforeseen circumstances Like the terrorist acts of September 1 lath had adverse effects on businesses that dealt with commodities such as gold, and the company was no exception. The sudden hike in gold price resulted in the company losing millions, and the lack of agility and resilience the organization possessed meant it paid greatly with the years that followed. Presently, in the many is undergoing major transformational changes to its corporate strategy and development, and a change that the new HER team is pushing towards is changing the way recruitment is being carried out.Arguably, human talent is capital; talented persons carry within them, in their knowledge and expertise, important parts that are means of production. Intellectual capital and talented labor force is now central to many business enterprises (Riveter & Kline, 2000). It Is argued adequate Job fit needs to play Into consideration to allocate correct personnel to handle a demanding Job ole within the gold/jewelry sector given the businesses geographical locat ion and fierce competition which is ever-growing due to rising gold stocks.In addition with the recent rapid development of the united Arab Emirates has seen greater rise in competition. At the individual level, resilience can be explained through occupational stress or burnout that account for the continuation of or even increases in worker performance and psychological well-being in the face of difficult work conditions (Carver, 1998; Mismatch & Letter, 1997). At the organizational level, characteristics of organizations (e. G. Man resource practices, organizational culture and values) have been related to agile reactions and continued survival under volatile, demanding work conditions (Horned & Orr, 1998; Mammal, 1998). An organization's capacity for resilience Is rooted In a set of Individual level knowledge, skills, and ablest and organizational routines and processes by which an organization conceptually positions itself, acts decisively to move forward, and overcome the poten tially debilitating consequences of a disruptive shock (Lenience- Hall & Beck, 2009).A organizations capacity for developing organizational resilience s achieved through strategically managing human resources to create individual competencies among core employees, that when combined at the organizational level, make it possible for organizations to effectively absorb uncertainty, develop situation-specific responses to threats, and ultimately engage in transformation activities so that they can capitalize on disruptive surprises that potentially threaten the survival of the organization.The lack of focus given to personnel selection has also highlighted an inability for staff to cope with the stressful pressures that come with working within gold and a highly charged industry. The company is situated in the popular Gold Soak region, where hundreds of retail shops and close to a hundred wholesale distributes are situated simply in that area alone. As a result competition is highly ch arged and the company has seen rates of turnover and absenteeism risen and levels of mental and physical well-being have deteriorated.It is the increased competition associated with the acceleration of market changes that have put pressure on organizations to react quickly whilst re-inventing themselves in response to external pressures. Study of individual differences reveals certain personality emissions such as locus of control, hardiness, and self-esteem relate to people's reaction to stresses. Rooter (1996) proposed that having an internal locus of control (believing you can control what happens in life) moderates the relationship between stresses and strain such that a strong internal locus is associated with less strain.This idea is in line with Karakas idea of perception of control. Giordano (2000) found Iranian business managers with higher levels of hardiness, the better their health and performance despite stressful situations. If there is a miss-match between individuals and the organizational culture; source of stress if a person believes organizational functions as unclear and unpredictable could lead to role ambiguity; Coco (1948) found non participation in decision process and uncertainty led was a predictor of strain, Job related stress.Literature findings are clear in regard to the implementation of stress on employee wellbeing through a behavioral, psychological and physiological perspective. Where the effects of strain can lead to the deterioration of memory, reaction time, accuracy and task performance. Modality (1986) found stress associated with less sensitivity, warmth and tolerance awards patients amongst nurses, Gaston school found association between unsupported work environments and quality of work performance in NASH staff.There is also evidence that on simple tasks moderate levels of arousal or stress seem to aid performance (Dawson et al. , 2009). Schaeffer (2004) found burnout was predicted mainly by Job demands and to lesser ex tent, Job resources; that is related to turnover intention and health problems; and that it mediates the relationship between Job demands and health problems. Three broad methods can be utilizes here to help reduce and manage stress that are grouped in three categories- remarry, secondary and tertiary interventions.The primary level of this hierarchy includes modifying and eliminating stresses. In relation to company this would include giving people more control over their Jobs and work environments; redesigning tasks they are required to do; giving flexible work schedules. Skimpier et employees to adopt to different ways of working. Bond & Bunch (2000) designed cluster of interventions that led employees having more input into decision-making and control over workloads, and put systems in place for getting advice form mangers quicker on vague tasks.Employees from intervention group reported less ill health, and higher Job performance. Perceived control in interventions group underp inned these positive outcomes. Also found individual differences appears to interact with the changes in control where Higher psychological flexibility benefited more, showing individual differences can lead to different outcomes for different employees. At a Secondary level focus on individuals response to stress, and focus more on employees than changing aspects of the organization.Increasing levels of social support for staff experiencing high level of stresses in organizations found ewer medical errors and malpractice claims in hospitals, and an increased agility and resilience in stressful environments (Murphy, 1996). This findings were also supported by Frees (1999) who looked at blue collar workers and also found social support exhibited less anxiety, and strain. Tertiary symptom directed, focus on helping individuals cope with consequences of stresses, again focus is on individuals rather than focus on organizations.One approach to provide medical care in house or outsourced for employees, another approach is PAP. Cooper and Saudi (1994) found improvements in mental health and esteem of those participating n Peeps within organizations, suggesting they can be helpful with stress, however approach this is a reactive approach not proactive because it doesn't prevent it, deal with problems after they arise rather than focus on creating positive work environments which minimize stresses.There has been rapid increase in compensation claims for work-related stress in recent years (Dyer, 2002). Furthermore it's been reported that growing proportion of employee absences may be accounted for by anxiety, and depression (McLeod 2003) and such circumstances have been found to have an effect on productivity, absenteeism, and occupational injuries. There is growing literature which argues that workplace counseling helps alleviate these issues, as well as improve employee problems.Here, it is argued the implementation of external sources through contractual agreements would be deemed beneficial as there is a lack of organizational resources and trained staff within HER to provide services, and furthermore consolidating in external counseling may be viewed as safer alternative where employees may fear of the level of confidentiality within their sessions. It should be noted not only is counseling being suggested to combat issues of individual and organizational stresses but also deal tit the impending issues of lack of diversity within the organization at present and the ongoing issues in relation to this.There are numerous studies that point out the benefits of counseling. In particular a substantial systematic review by McLeod (2001) found counseling to reduce work related stress in more than 50% of people, levels of sickness and absence reduced by 25-40%. There were clinically significant improvement in levels of anxiety, depression and stress reported in 60-75 of clients. AH Nor fails to implement development of employees through training to enable raciest, or learned routines that will provide a first response to any unexpected threats.Important organizational procedures and conduct are tied closely to of company beliefs and those beliefs then become core values which are the basis of day-to-day behaviors that translate intended strategies into actions (Hammond, 2002). Behavioral preparedness helps bridge a gap between divergent forces of learned resourcefulness and counterintuitive agility and merging forces of useful habits.A combination of useful habits and behavioral preparedness create a foundation of rehearsed and habitual expert routines that ensure an organizations initial and intuitive response to any situation will create options that than constraints (Ferrier, Smith, & Grimm, 1999). The principle behind the selection process is that individual differences between people in attitudes and skill and other personal qualities, and people are not equally suited for all Jobs therefore it is important to match the r ight person to the right Job.The main elements involved in designing and implementing personnel selection procedure can be outlined in the personal selection paradigm (Patterson and Ferguson, 2007). AH Nor possess no competency framework or reliable recruitment methods. It is suggested that the initial first steps required is a Job analysis to take place within the company recognizing the tasks that are assumed and the competencies required, including tasks that will remain stable over time.The goal of Job and competency analysis is to provide an evidence based specification to attributes that act as criteria for decision making during the selection and guide the choice of assessment techniques. Assessments are selected based on correspondence between the attributes they assess and those identified in the Job and competency analysis. It can be difficult to describe certain the behaviors associated with writing a complex financial report there for competency analysis has become very popular.It has been agreed that competency analysis goes beyond rigid boundaries of the Job title by taking into account the organization objectives vision s and strategy of staffing requirements (Livens and Sanchez 2007). Although the effects of faking are not understood but this can be reduced with providing feedback as research has suggested if individual knows the test will discussed later makes them think twice, also assessor is able to determine if individual was honest based on feedback session if they are unable to meet the data.Schmidt et al 1979, showed gains of over $1 m dollars per annum could be expected if ability tests were used to select park rangers, similar gains were also reported for computer programmer selection (Hugs & Manager 1959). Psychometric testing has grown popular in recent years, and it can be used in two ways in selection. It can provide a more detailed assessment of Job candidates and better manage applicants. They consist of tests of maximum perform ance which are tests of ability aptitude, linked to general intelligence, or specific facets like verbal, numerical and abstract etc.Tests of performance which are personality assessments. They are designed to assess aspect of individuals ability, choice of test is dependent on information gleamed from the job and competency analysis. These types of tests are used alongside early stage assessments it helps selector determine minimum acceptable level of ability for Job role, those below cut score are rejected. In Hunter and Schmidt (1998) meta-analysis general ability tests are right up with work sample and structured interviews with validity of 0. 1 . In combination with an integrity test (which would extend to personality assessment drawing on integrity-relevant traits), the validity rises to 0. 3. The particular HER system configuration that will leads to a capacity for organizational resilience. Moreover, it is important to recognize that while human capital, Just like many other assets, can be applied toward multiple ends; opportunity does not mean that the leverage potential will be realized.For example, creative problem solving routines, a clear sense of purpose, high levels of intellectual and social capital, and a propensity for iterative, double-loop learning which are elements contributing to a capacity for resilience can also contribute to developing organizational change trainees and promoting dynamic capabilities (Oriole and Savings, 2003). The perspective and mental agility that stem from needed cognitive abilities provide a foundation for an organization to be able to learn from the consequences of the actions it undertakes within its complex actions and thereby be more effective in dynamic competitive environments.Useful habits such as continuous dialogue and the trust that results from deep social capital provide the raw material for constructing meaning and making difficult choices in ambiguous situations. However, it takes deliberate intent to ensure that particular outcomes are realized. It is argued that it is the comprehensive bundle of desired employee contributions, HER principles and HER policies that enables a firm to develop a capacity for resilience (Lenience-Hall and Beck, 2011).Therefore it is argued that HER policies, practices, and activities are vital for an organizations capacity for resilience, and that organization's capacity for resilience is a multilevel collective attribute emerging from the capabilities, actions, and interactions of individuals and units within the company. Employee contributions, HER practices, and HER policies are the primary integrating mechanisms or achieving a collective resilience capability. Organizational resilience is an increasingly necessary collective competence for the company that operate in highly charged environments and those characterized by Jolts and surprises.Investments in human capital to develop employees who are adept learners, strong communicators, and skil led at creating strong interpersonal ties creates a foundation for both a capacity for resilience and effective knowledge management. Similarly, developing organizational skills such as â€Å"radicalized ingenuity' (Cutout, 2002)), using action to happen cognition (Wick, 1995), and counterintuitive thinking (Meyer, 1982) contribute to both a capacity for resilience and innovation. References Bond, F. W. & Bunch, D. (2000). Mediators of change in emotion-focused and problem- focused worksheet stress management interventions.