Student Expectations Of Service Quality - 1245 Words

Student’ expectations of service quality in the university hostel Data was analyzed by quantifying respondents’ responses of their levels of agreement with the statements that were used to evaluate students’ expectations of service quality at university hostels and perceptions of service quality at dining rooms. The levels of service quality expectations and perceptions were quantified by calculating the average scores on each statement. Scores obtained from calculating the averages for expectations were subtracted from the scores obtained from customers’ perceptions on each statement. The findings of the study present very important insights in relation to the paper’s problem statement that â€Å"student’s expectation is generally anticipated to be in line with the acceptable levels of service quality in the university hostels. The results revealed that students had higher expectation levels compared to their perceptions of the service quality at the dining rooms on all the service attribute that were used to evaluate the expectations of service quality. Thus, the gap identified was the Gap between Expected Service-Perceived Service Gap. This Gap presents a challenge for hostels managers, which is ensuring that good quality provided meets or exceeds student’ expectations. The average expectations scores were consistently around 1, where 1 on the five point scale used in the questionnaire indicated a strongly agree response. According to Cook (2002), consumers have becomeShow MoreRelatedSusan Munro, Service Customer Analysis1646 Words   |  7 PagesBUSINESS AND ACCOUNTANCY Department of Business Management A.Y. 2010-2011 CASE ANALYSIS Susan Munroe, Service Customer Submitted to: Mrs. Cristina Naguit Submitted by: LEADER: Fernandez, Marvin T. MEMBERS: Lansangan, Chimova Parker, Harley Mae P. 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Quality managementRead MoreSusan Munro, Service Customer Analysis1654 Words   |  7 PagesACCOUNTANCY Department of Business Management A.Y. 2010-2011 CASE ANALYSIS Susan Munroe, Service Customer Submitted to: Mrs. Cristina Naguit Submitted by: LEADER: Fernandez, Marvin T. MEMBERS: Lansangan, Chimova Parker, Harley Mae P. Quioc, Christian Paolo Santana, Karen F. June 29, 2010 Introduction The fast pace of advances in industrialized locations has increased the need for service, a process that creates benefits by facilitating either a change in customers, a change inRead MoreCultural and Linguistic Diversity: Issues in Education Essay1406 Words   |  6 Pagesof where are students come from. Before we can teach we need to know who we are teaching and what background, knowledge, and customs they bring with them to the classroom. We must also be aware of the factors that are relevant to the academic achievement of the students we currently teach. 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The Device of a Masked Dance in Act Two Scene One of...

The Device of a Masked Dance in Act Two Scene One of William Shakespeares Much Ado About Nothing Shakespeare uses the device of a masked dance in Act II Scene I for many reasons, mainly for the entertainment value of an Elizabethan audience these were the people Shakespeare intended the play to be viewed by, and also to dramatically further the plot. Using a masked dance allows for many characters to be in the same place at the same time, allowing all of the different social classes to mix and interact, something which would not normally have happened in Elizabethan times. This would have had a pleasing effect on the groundlings watching the performance and also one of amusement to the†¦show more content†¦When he is told by Borachio that Hero has been unfaithful to him he says Goodbye Hero, which is implying that he is going to leave her as he believes what Borachio is telling him. The audience will be able to se form this form this part of the scene just how fickle Claudio is and how easily he can be miss-lead by other people, even if they are not his close friends. A masked dance scene would involve lots of music and dancing, laughter and banter. All of these things are the kind of factors Shakespeare has intended to use to satisfy all corners of his Elizabethan audience, form the groundlings to the upper classes. The groundlings would go to the theatre, pay a very small fee, and stand at the front of the courtyard and may not even have a good view of the stage, therefore they would only go to be entertained and have a laugh, where as the aristocracy would pay a higher fee, get a better view, with seats, and would expect to experience something with a little more intellect to it. For example, clever wit and complex plots and sub-plots. The aristocracy among the audience would be particularly entertained by the development of the plot and the misunderstanding that take place during the masked dance. The wit and sophisticated humour would also entertain the upper classes as this would be the kind of

Management Work-Life Balance

Question: Write an essay on "Work-Life Balance". Answer: Introduction In the present competitive world, the importance of work-life balance has increased. Organisations are continuously finding ways for creating a balance between work and family for their employees. Employment was traditionally considered just as a means that helps in supporting ones private life. In the present time, employers provide the work-life balance provision to their employees to achieve competitive advantage by creating a harmonious relationship with a workers work and home. This result in improved employee performance, lower stress in the working environment, relaxed personal-time, and an organisations perfect public image (Abendroth den Dulk, 2011). A perfect balanced life can act as a key to healthy living, and everyone is looking for it. Today everybody is focusing on the improvement of their professional career and rising on the corporate ladder to reach the top as quickly as possible. For this, they sacrifice the quality time of family life, and this leaves a negative impact on the personal life. It is necessary for a person to maintain work-life balance to improvise his working life as well as his family life. This essay explores the definition of work-life balance, and also includes the benefits of it for employees and employers. Later, it emphasises why an organisation need of work-life balance and gives recommendations and strategies for the development of work-life balance plan (Alleyne, 2016). Work-Life Balance Life is an act of balance, and in the current rush of society, all are looking for proper work-life balance. It is essential for both employer and employee to search for a true meaning of work-life balance. If describing work-life balances then in a broader sense, it is fit for multiple roles played by a person in his life. It could be taken as a need of everyone to achieve and maintain balance in between work they are for and their personal life. There could be number of ways to describe work-life balance but a general approach associate it with the maintaining of harmony in life (Arunachalam Shah, 2013). When studying the various factors of work-life balance, it is generally taken as ones ability to maintain the multiple demands of life at the same time. The traditional definition of work-life balance explains it as providing loyalty of equal time to non-work and paid work roles (Carmon, Miller, Brasher, 2013). However the recent studies on work-life balance have added few more complex and additional components to it, and they are as follows:- The allocation of time towards work and non-work roles is called as time balance. The involvement balance which is the amount of psychological involvement in non-work and work roles. Satisfaction with work and non-work roles (Crowley Kolenikov, 2013). This new model of work-life balance which incorporates satisfaction, time and involvement components provide an inclusive and extensive picture. In todays time, it is compulsory that an organisation make sure that they are not just encouraging but making work-life balance mandatory which is practical and meet the needs of both the employee and the organisation it is working for to be competitive in the global market. If an organisation does not provide the opportunity for work-life balance to its employees, then it will be threatened with the increasing number of unproductive and dissatisfied employees. It is important for an organisation to understand that just by creating policies are not enough, but the organisational culture should be developed which supports the usage of work-life balance policies (Downes Koekemoer, 2011). The most famous work-life balance policy followed by most of the organization is Flexible working arrangements. It includes flexibility of:- Hours of works like to change in timings of start and finish Work pattern like job sharing or split shifts Work location like working from home (Figueroa, 2016) Many organisations hesitate to follow flexible work arrangements due to the cost implications. But in reality, flexible working hours, work from home, unpaid leaves, part-time job, or job sharing doesnt cost a lot to an organisation. But, childcare, counseling for work-life balance, and cares leave may cost the company some amount of money but its long-term benefits balances it out (Ikeda, 2008). With the change in time family structure has also changed. The new concept of a family includes single parent, a wide range of social communities, and shared parenting. So now the child care is not the only non-work responsibility one has to handle but, other activities like study, sports, volunteer work, care of an elderly, hobbies, or health and fitness have also become important and need to be in balance with work. It is important for the HR department of a company to recognize these new needs of a family of their staff and what impact it will have on the business (JI, 2014). Usually, an organisation pays attention only to employees who are married and have children when designing work-life balance policies which should change for the above-mentioned reasons. The Employee's perspective- the 21st-century life is increasingly complex due to the multiple roles one has to play and juggling in between them job seekers expects work-life balance. Thus, the job that offers flexibility will be considered by the employees. Public Policies offered to the employees- many policies of work-life balance has been introduced by the government by keeping the focus on the current cultural and economic trends, which includes women and parents with children (Kocà ¢Ã¢â€š ¬Ã‚ Menard, 2009). The State Government of Queensland has specified work-life policies in detail. Legislative reforms such as the Workers with Family Responsibilities 1981, International Labour Organisation (ILO) Convention 156, changes in industrial relations, antidiscrimination and affirmative action legislation and have also designed the profile of problems related to work-life balance (Malik, Wan, Dar, Akbar, Naseem, 2014). And the result of these reforms is the rules regarding work-life balance which are now in place, and they are as follows:- Compulsory announcing of policies of work-life balance followed by the organisations having more than a hundred employees Increased legal protection to those who have certain family responsibilities. In agreement with the employer, permission of working part-time till childs second birthday (Mountford, 2013). The government has also taken measures to encourage employers to arrange childcare facilities for staffs families. A twelve-month unpaid leave for maternity is provided in both public and private sector. After this one need to join at the same position or equal salary status position in the company. The Equal Employment Opportunities Trust is an initiative of government that is funded and supported by it and initiates yearly work and life awards; it also tracks the progress of initiatives take on work and families in an organization, and promotes work-life balance through a press release, conference, and speeches (Munn, 2013). The Department of Labour has established a project on Work-Life Balance in 2003, which ended in 2004. His projects showed that most of the people think that their non-work and work life is not in balance. And this project recommended the government assistance to the employers so it could help them in taking up work-life balance initiatives. Family Friendly Benefits- the quality of ones personal life has high importance. The common quote on should work to live rather than live to work confirms it. It is certain that if a choice is given between work and private life, then one will definitely select private life over work. Employees prefer to join such organisations where career development is not interfered due to family responsibilities. An employee expects encouragement and support from their employers to excel in their work commitments and improve their personal lives too (Pitt-Catsouphes, James, McNamara, Cahill, 2015). The Employer's perspective- along with government policies, organisations is also developing proper policies that make an attempt to simplify the work-life balance of their employees. These work-life balance policies increase the liberty of a worker in making a coordination and integration in between work aspects and non-work aspects. The three main work-life balance policies designed to help workers in balancing their non-work and work lives are flexible work options, dependent-care benefits, and specialised leave policies (R, 2016). Some initiatives implemented by the organisations with a purpose of improving work-life balance of their staff and they are as follows: - Skill Shortages- the positive pay back of the investment is the main factor behind an organisations commitment to investing in work-life balance policies. Now the question is really investing in these policies will provide any positive returns? In the present times, organisations are realising the importance of work-life balance and determined the direct relationship between the work quality of an employee and the quality of his personal life. This gave a valid reason to an organisation to invest and promote integration between work and family (Saltmarsh Randell-Moon, 2015). Many countries like Australia and New Zealand are heading towards skill shortage because of declining population growth and aging population. This interprets that in future there will be no or enough skilled workers to take the place of the retirees. Also, people who will have elderly dependent with them will also increase in the labour force. So it is compulsory for organisations to take flexible work-life balance policies options to attract skilled workers. Employee retention- retaining employees have become a huge challenge for many organisations in the present times. With the help of work-life balance policies an employees experience in an organisation can be improved and this will help in retaining employees. To turnover an employee, the cost includes separation costs, training cost, and replacement costs. Due to these huge expenses, organisations always look for ways to retain their employees in their organisation. The direct relationship between the reduction of employee turnover and providing flexible work options makes the work-life balance a strategic human resource affair. Company Image- organisations image enhances and they are considered as good corporate citizens if the show authentic interest in the promotion and support of work-life balance policies. However, this also true that an organisations initiative to be taken as a good corporate company may depend on its public visibility, the size of the business organisation, or the nature of business an organisation is running. Meanwhile, big organisations might have a provision of flexible work options for gaining a good public image, but, small organisations and companies may not do the same because in a small company the return of investment is also low (Stankiewicz, Bortnowska, Ã…Â ychmus, 2014). A government organisation may prefer considering opting for flexible work options as they are responsible towards the public, but when it comes to a private organisation where the main aim is to earn a profit, the consideration of flexible work option may not be just due to the visibility of the company image in the public. There are a number of advantages for an organisation in implementing flexible work option for its employees. The advantages for employees and employers are as follows Better mental and physical health of employees After maternity leave earlier return to work Reduced absenteeism Improved job satisfaction Reduced turnover Availability of an increased and broadened talent pool Loyal employees Retention of skilled aged workers (Swanberg Simmons, 2008) Recent surveys and studies have shown that due flexible work options the ratio of absenteeism has reduced in a healthy context. Some recommendations in providing a better balance between life and work of employees by using flexible work options are as follows: - The support of management in providing work-life balance through flexible work options is very important for an organisation to have success. Just having policies will not be enough for it. Regular surveys and studies of employees and their needs will help the organisation to understand the actual needs of an employee and design the policies appropriately Assistance to employees is necessary so they prioritise their work, or they will take everything equally important (Yam, Fehr, Barnes, 2014) Training to the managers and supervisors need to be given so they could understand their staff and also understand when they are overworked Organisations should organise training programs and seminars for employees to make them understand the importance of their personal life and work and how to balance between them Restrict the work taken by employees for home on a regular basis. For this, the corresponding supervisor should be responsible so that work given to an employee need to be completed in office, not at home. Leave options should be available to the employee like a pet care leave, or a community service leave (YU, 2008) Sometimes work from home should be allowed, in the form of flexitime and sick leave even without a certificate of doctor Time to time visit of children should be allowed in the office. Days like bring kids at work can be a good idea. Implementing the option of work from home for those who have to take care of elderly people of children. Organising an organisations funded family activities like movie nights, family dinners, trips to theme parks may be for once a year which can be organised on a weekend or even on a weekday. It is necessary for the organisations to promote work-life balance policies on every available opportunity they get. These policies should be the part of employees working experience in an organisation and not just in companys handbook or in the orientation sessions (Abendroth den Dulk, 2011). Conclusion Initiatives if taken regarding work-life balance have the potential to notably decrease absenteeism, retain organisational staff and knowledge, and improve employees morale even during harsh economic times. In the present phase of the globalisation of markets, all the companies have aimed to reduce their costing; it becomes the responsibility of HR department to understand the need of work-life balance and issues related to it. Employees who are working and their friend or family members are serving their country, single mothers working hard to earn a living and raise her children, employee for whom their personal life matters a lot, couples facing issues in managing dual careers and their marriage, or even companies who loose talent as well as important knowledge about the company when an employee leave the company for better opportunities they all are in need of a work-life balance which will give them a win-win situation either it is an employee or an employer (Alleyne, 2016). However just developing a work-life balance policies, will not be sufficient. The organisation has to make sure that there managers are implementing these policies and they are being practiced. The organisational environment and culture is an important factor when deciding upon the provisions of work-life balance. The organisation having carefully planned flexible work options will excel with a support of co-workers and managerial department. The most of the HR policies regarding work-life balance is concentrated on employees who live with a family having children. But with the change in family structure in the present time, the work-life balance policies are also needed to be changed accordingly and to be designed by keeping the new family structure such as shared parents, single parent, singles, and elderly care (Carmon, Miller, Brasher, 2013). Finally, it is better to adapt and initiate a give and take philosophy. According to this philosophy, both the employee and the employer have to adjust a little. And these small compromises will provide perfect harmony between work and non-work roles and in a long run prove highly beneficial for the organisation as well as for the employee (Crowley Kolenikov, 2013). References Abendroth, A. den Dulk, L. (2011). Support for the work-life balance in Europe: the impact of state, workplace and family support on work-life balance satisfaction.Work, Employment Society,25(2), 234-256. Alleyne, T. (2016). Work Life Balance What Balance?.Frontiers In Pediatrics,3. Arunachalam, R. Shah, M. (2013). Compensated for Life.Journal Of Human Resources,48(2), 345-369. Carmon, A., Miller, A., Brasher, K. (2013). Privacy Orientations: A Look at Family Satisfaction, Job Satisfaction, and WorkLife Balance.Communication Reports,26(2), 101-112. Crowley, J. Kolenikov, S. (2013). Flexible Work Options and Mothers' Perceptions of Career Harm.The Sociological Quarterly,55(1), 168-195. Downes, C. Koekemoer, E. (2011). Worklife balance policies: Challenges and benefits associated with implementing flexitime.SA J. Hum. Resour. Manag.,9(1). Figueroa, M. (2016). WorkLife Balance Does Not Mean an Equal Balance.Frontiers In Pediatrics,4. IKEDA, S. (2008). Policies on Work-Life Balance.KASYA,20(2), 85-94. JI, R. (2014). Work Life Balance of Women Employees.International Journal Of Innovative Research In Science, Engineering And Technology,03(10), 16840-16843. Kocà ¢Ã¢â€š ¬Ã‚ Menard, S. (2009). Flexible work options for older workers.Strategic HR Review,8(2), 31-36. Malik, M., Wan, D., Dar, L., Akbar, A., Naseem, M. (2014). The Role Of Work Life Balance In Job Satisfaction And Job Benefit.JABR,30(6), 1627. Mountford, H. (2013). Lets Hang on to What Weve Got: Flexible Work Options and the Retention of Older Workers in Australia.Business And Management Research,2(4). Munn, S. (2013). Unveiling the Work-Life System: The Influence of Work-Life Balance on Meaningful Work.Advances In Developing Human Resources,15(4), 401-417. Pitt-Catsouphes, M., James, J., McNamara, T., Cahill, K. (2015). Relationships between Managers Who are Innovators/Early Adopters of Flexible Work Options and Team Performance.Journal Of Change Management,15(3), 167-187. R, R. (2016). The impact of Information Technology on Job Related Factors lik e Health and Safety, Job Satisfaction, Performance, Productivity and Work Life Balance.J Bus Fin Aff,05(01). Saltmarsh, S. Randell-Moon, H. (2015). Managing the risky humanity of academic workers: Risk and reciprocity in university work-life balance policies.Policy Futures In Education,13(5), 662-682. Stankiewicz, J., Bortnowska, H., Ã…Â ychmus, P. (2014). Conditions necessary to maintain work-life balance of employees - in the light of the research results.Management,18(1).

Causes Of Mental Retardation Essays - Rare Diseases,

Causes Of Mental Retardation Blake Zuckerman 3-25-00 Period 6 English Causes of Mental Retardation In order to be considered mentally retarded, you must have an IQ below 75, have significant limitations in two or more adaptive skill areas, and the condition is present from childhood (defined as age 18 or younger). People can be mentally retarded as all different levels. About 78% of mentally retarded people will only be a little slower than the average person, while in others it is very apparent (Arc of New Jersey). There are many causes of mental retardation. One cause of mental retardation is of genetic conditions. That includes; abnormal gene mixes from parents, errors when genes combine, overexposure to x-rays, and many more reasons. More than 500 genetic diseases are associated with mental retardation. Down Syndrome is an example of a chromosomal disorder (Mental Retardation Issues). Chromosomal disorders occur every once in a while, and are caused by too many or too few chromosomes in the restructure of the chromosomes (The Arc of New Jersey). Another cause is problems during pregnancy. It could happen if the mother drinks or does drugs while pregnant with the baby. Other risks include malnutrition, certain environmental contaminants, and the mother could get ill during the pregnancy. Pregnant women who are infected with HIV may pass it on to their child. Also very stressful and physical pregnancies and births can cause damage to a childs brain (Introduction to Mental Retardation). Mental Retardation also occurs frequently after birth. Childhood diseases such as big coughs, chicken pox, measles, and hip disease, which may lead to meningitis and encephalitis, can damage the brain, as can accidents such as being hit in the head, near drowning situations, and most other accidents involving the head. Another that can be harmful to a child mentally is environmental fumes, lead, mercury, and other dangerous toxins (Introduction to An American History of Mental Retardation). Bibliography Bibliography Introduction to An American History of Mental Retardation. 3-28-00. http://member.aol.com/MRandDD/introhx.htm. Introduction to Mental Retardation. 2-25-00. http://thearc.org/faqs/mrqa.html Mental Retardation Issues. 2-27-00. http://members.amaonline.com/nrogers/mr.htm The Arc of New Jersey. What is MR. 2-27-00. http://www.arcnj.org/html/what_is_mr.html Psychology Essays

Index Number Essay Example

Index Number Essay Example Index Number Essay Index Number Essay CPI (Consumer price index) A consumer price index (CPI) measures changes in the price level of consumer goods and services purchased by households. The CPI is a statistical estimate constructed using the prices of a sample of representative items whose prices are collected periodically. GDP deflator In economics, the GDP deflator (implicit price deflator for GDP) is a measure of the level of prices of all new, domestically produced, final goods and services in an economy. GDP stands for gross domestic product, the total value of all final goods and services produced within that economy during a specified period. WPI (whole sale price index) The abbreviation for Wholesale Price Index, which is an index of the prices paid by retail stores for the products they would ultimately resell to consumers. The Wholesale Price Index, abbreviated WPI, was the forerunner of the modern Producer Price Index (PPI). The WPI was first published in 1902, and was one of the more important economic indicators available to policy makers until it was replaced by the PPI in 1978. The change to Producer Price Index in 1978 reflected, as much as a name change, a change in focus of this index away from the limited wholesaler-to-retailer transaction to encompass all stages of production. While the WPI is no longer available, the family of producer price indexes provides a close counterpart in the Finished Goods Price Index. PPI – Producers price index Producers price index focuses on prices of goods and services that are received by the producer. This is different from the retail prices, which include shipping costs, taxes and other levies Sensitive Price Indicator (SPI) Sensitive Price Indicator (SPI) is designed to assess price movement of essential consumer items at short intervals (on weekly basis) so as to take corrective measures. Laspeyres . This compares the price of the old basket of goods for the old and new prices. Paasche . This compares the price of the new basket of goods for the old and new prices. variables| price| quantity| CPI| Fixed (Laspyere price index)| | GDP deflator| | Fixed| PPI| Fixed (Laspyere price index)| | SPI | Fixed (Laspyere price index)| | WPI| Fixed (Laspyere price index)| |

Role of the Midwife in Supporting Breastfeeding Essay

Role of the Midwife in Supporting Breastfeeding - Essay Example Her responsibilities include delivering the newborn and its care during the first weeks of life in addition to offering advice to women during this time of excitement, anxiety and uncertainty in their life.   An overview of the care provided includes ensuring the mother understands the necessary preventative measures taken during pregnancy to increase the odds for a healthy baby, detect atypical circumstances in both mother and baby, react quickly and appropriately during an emergency situation and secure medical assistance if necessary.   A formal description of the qualifications necessary to become a midwife is as follows: â€Å"A midwife is a person who, having been regularly admitted to a midwifery educational programme, duly recognised in the country in which it is located, has successfully completed the prescribed course of studies in midwifery and has acquired the requisite qualifications to be registered and/or legally licensed to practise midwifery† (â€Å"Defin ition of the Midwife†, 2003).   The Role of the Midwife The midwife’s responsibility is commonly thought to be the delivery of babies. Though this may be the main event in the process, the role of a midwife is much broader. They care and provide support not only to women and newborn babies but to husbands and family members as well.   They are available to all parties of the household during the entirety of the pregnancy, birth and as long as needed thereafter.   â€Å"She [the midwife] has an important task in health counseling and education, not only for the women.

Government of Zanzibar v British Aerospace Essay

Government of Zanzibar v British Aerospace - Essay Example In the case, the Government of Zanzibar had contracted with British Aerospace (supplier) in order to purchase an executive jet from the company. As part of the deal, the Government of Zanzibar entered into a separate contract with a financing company that eventually bought the plane before leasing it back to the government. However, the plane was soon found to be defective. It was returned back to British Aerospace for repair but the faults persisted even after the repair. The Government of Zanzibar immediately stopped its payments of the semiannual installments to the financing company. In order to recover their costs, the financing company (CIBC) took possession of the plane and sold it. The Government of Zanzibar then initiated an action against British Aerospace either to rescind the contract or alternatively be awarded damages under the British contract laws.Additionally, the government of Zanzibar accused the supplier (British Aerospace) of false representation in the contract for having claimed that the Jet was airworthy, reliable and without any construction or design defect. They also appealed to rescind the contract and put them back to the pre-contractual position. For example, it could be by returning plane to the Government in its original position or compensation for damages due to misrepresentation. This was particularly because the government claimed that the contract with British Aerospace is subjected to fraudulent misrepresentation (deceit).