Trade in “Things Fall apart” Essay Essay Example

Exchange â€Å"Things Fall apart† Essay Paper In the new â€Å"Things harvest time apart† by Chinua Achebe grown-up females are considred as a low in the public eye. since as expressed in the book. Okonkwo detested his male parent on account of his being fragile. powerless and shameful. Those work powers who have no rubric are called agbala or â€Å"woman† . ( Achebe 143 ) Work powers are the huntsmans and husbandmans of the modest community. since they have the solidarity to work. Since grown-up females where feeble and delicate they remain at their places and commercial centers. Womans in the unassuming community play an of import work in the market and in the network. It is affirmed that grown-up females have places like commander. this spot is non authoritative. be that as it may, for of import capacities in the market and the network. Ladies turned into the merchandisers of the modest community. since work powers will in general be out runing. horticulture and making their occupation as authoritative functionaries of the humble community. keeping up statute and request in the humble community. We will compose a custom article test on Trade in â€Å"Things Fall apart† Essay explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Trade in â€Å"Things Fall apart† Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom exposition test on Trade in â€Å"Things Fall apart† Essay explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The central collects in Ibo were veggies and sweet potatoes. Exchange with other unassuming communities was finished by the use of cowry shells. these little shells were utilized as a signifier of cash. However, during the mature ages from 1880 to 1960 Europians began to colonize Africa. Exchange these humble communities where gravely influenced. Europians constrained Africans to pay income improvement ; these income upgrades can other than be paid by pay work. The Europians other than set up ranches and mines and other working confirmations for Africans to work. The Europians boss purpose is to deliver cash for them. Some Europians acknowledge income upgrade in signifier of stocks. like woven textures made of cotton. Others bring grain as signifier of income improvement. The Europians other than constrained Africans to work without installment. Streets and dragoon where physical make-up by the use of corvee work. Corvee work will be work without installment. They were other than compelled to ship overwhelming tonss of products by transport pioneer leaders Africans endured a group during the pioneer time frame. In any case, since around 1960 Africans began to infer independency and were strugling to recoup exchange. since the estimation of boss stocks that they produce declined known to mankind advertise. Notices: Achebe. Chinua â€Å"Things harvest time apart† ground tackle books. 1958 Chun. June â€Å"The Role of Women in Things Fall Apart† June 12 2007 From: hypertext move convention:/www. bookmans. nus. edu. sg/post/nigeria/ladies. hypertext markup language Uzoma Onyemaechi â€Å"Igbo Political Systems† June 12 2007 From: hypertext move convention:/www. umunna. organization/politicalsystems. htm I read the book Things pre-winter separated during my HUM 1 classification. so I have a foundation on the novel. I put together my paper with respect to the book and other online beginnings that give data on the exchange. human progress and history of Africans. I other than utilized the connections you have given me. That is the means by which I thought of this paper.

Decision Support Systems Term Paper Example | Topics and Well Written Essays - 1000 words

Choice Support Systems - Term Paper Example Be that as it may, considerably following a half year, a large number of the 2,000,000 individuals made destitute despite everything need and are sitting tight for the backings (Oxfam New Zealand, n.d). Pakistan every now and again encounters cataclysmic events bringing about overwhelming setbacks of life and riches. The seismic hazard is overwhelming in many significant Pakistani urban communities like Karachi, Rawalpindi, and Islamabad. Poor developments and absence of construction regulations requirement lead to assist loss of human life. Further, changes in demography and atmosphere could prompt more harms (Pakistan 2005 Earthquake, n.d, 24) Choice Support Systems: Considering the degree of the decimation brought about by the seismic tremor in Pakistan and the chance of its reoccurrence later on, it is vital that specific technique ought to be formulated to lessen the lethal impacts of these normal calamities. Here are a portion of the means recommended for the concerned specialists to consider. Distinguishing the hazard: It has been discovered before that there are more prominent odds of the spots around the seismic tremor influenced zone encountering the tremors of the earth shake. Seismological checking exists in pretty much every nation except it ought to be modernized. After the ongoing shake endeavors ought to be made to make new seismic hazard investigation in Pakistan. A joined evaluation of the potential hazard to human lives, framework, and the economy ought to be made. The experts in the territories inclined to the quakes ought to be made mindful of these risks and trained to carefully observe the development rules. Later on improvement plan, the zones of the seismic tremor ought to be demonstrated unmistakably. Likewise, there ought not exclusively be the seismic account machines, yet there ought to likewise be early admonition frameworks. The accomplished researcher ought to intently screen these frameworks. The hour of caution before the real event of the fiasco ought to be long enough for the legislature to take preventive activities like the expulsion of individuals from the region of the potential catastrophe. These early admonition frameworks ought to be kept up appropriately and every now and then ought to be checked for the consistency (Pakistan 2005 Earthquake, n.d, 25) Reacting to the Earthquake: A national fiasco system ought to be made and executed. At the hour of debacle, there ought to be close coordination between the national specialists and the neighborhood specialists. After the fiasco, the neighborhood network is commonly the specialist on call. Subsequently local people in the fiasco inclined territories ought to be given the preparation to handle the crisis circumstances. They ought to be prepared to ensure themselves and furthermore secure others (Pakistan 2005 Earthquake, n.d, 24). The nearby specialists additionally ought to be made capable enough and prepared to face such crisis circumstances. The NGOs ought to be urged to engage in the crisis, at the soonest. The neighborhood network, the NGOs, the nearby specialists and the national specialists, all ought to be made to work couple without making pointless problems in the crisis circumstance. Â

A Report on the issue of absenteeism within business organizations Research Paper

A Report on the issue of non-attendance inside business associations - Research Paper Example In the wake of finishing up, the report will introduce suggestions that can be utilized to dispose of or control the issue of non-attendance inside business associations. This current report depends on the issue of non-appearance and specifically, the report will fundamentally break down this issue with respect to various case models from various business associations, As per the investigations by Mullins (2007), non-appearance is depicted as the demonstration of neglecting to answer to the workstation or school without earlier information on the work administrator or the teacher or in different conditions with earlier information to the work chief or the teacher. In this way, non-attendance can be booked or unscheduled or it can happen deliberately or accidentally. Non-appearance is a typical issue at the working environment and it happens in practically all businesses, in any case, De Paola (2008) expressed that in the restrained powers, for example, the Army or the naval force, the issue of truancy isn't exactly common on account of severe principles and guidelines in the trained powers that deny against unscheduled and purposeful non-appearance. Various investigations have concentrated on the issue of non-attendance due to the general effect that it has on work activities and the ensuing effect on the main concern of a business association. ... 1.0 Introduction This current report depends on the issue of non-appearance and specifically, the report will basically investigate this issue concerning distinctive case models from various business associations, According to the examinations by Mullins (2007), non-attendance is depicted as the demonstration of neglecting to answer to the workstation or school without earlier information on the work chief or the teacher or in different conditions with earlier information to the work administrator or the teacher. Thusly, truancy can be booked or unscheduled or it can happen purposefully or inadvertently. Non-appearance is a typical issue at the work environment and it happens in practically all businesses, in any case, De Paola (2008) expressed that in the trained powers, for example, the Army or the naval force, the issue of non-attendance isn't exactly common as a result of rigid guidelines and guidelines in the taught powers that deny against unscheduled and deliberate truancy. Va rious examinations have concentrated on the issue of non-appearance as a result of the general effect that it has on work tasks and the ensuing effect on the main concern of a business association. Mullins (2007) noticed that given the way that representatives perform different jobs or obligations while on their workstation, it implies that during their nonappearance, certain capacities won't happen or the yield from their separate positions will be extensively low. This is on the grounds that the representatives who will supplant them or following up on their position won't have comparative or coordinating abilities and capabilities. It is in any case, essential to take note of that the effect of truancy on a company’s activities or the main concern of an organization to a great extent relies upon the position

Essay Topics That Students Find Hard to Answer

Essay Topics That Students Find Hard to AnswerRace and gender are the two most frequently asked essay topics that we see on college admissions essays. While these topics may seem to be mutually exclusive, they actually make perfect sense in an essay.Race is one of the most emotionally charged topics that you can possibly have to tackle. When a professor reads an essay that discusses race, it is usually because they don't like the topic or the writer didn't do an adequate job of explaining what happened in the context of the essay. The exact same scenario will likely occur when you turn in your essay as an admission decision is made.Gender is also another topic that has been around a long time. A lot of people believe that gender and race are the same thing and that's why it is common for them to go together. That's not necessarily true. You have to be clear on the difference between the two topics.Race is merely based on the history of your family. If you were born to an upper-class family, you are more likely to end up as a better athlete than if you were born in the ghetto. If you have a non-black heritage, then you are more likely to end up as a mathematician or computer programmer. Although most students will tell you that it's not necessarily easy to find out what they look like, it's never too late to find out.Gender is based on the assumption that a person is either male or female. Most people do not think of it in those terms. Instead, they think of their physical characteristics and that's all. That assumption is probably wrong, but that is only because most people did not come from a culture where that issue was considered important. In the United States, women tend to be more aggressive and are seen as more dominating by males than men are.This is why race and gender are two of the most frequently asked essay topics that students encounter. Because of this, students don't usually have a clue what to say about race or gender. That's why race and gende r need to be written separately.Race and gender are the two most frequently asked essay topics. Although they may seem to be mutually exclusive, they are both real. It is entirely possible to write an essay about one while overlooking the other.

Keep Doing Things That Don t Work - 890 Words

Keep Doing Things That Don’t Work One of the easiest ways to fail at life is to simply do things that don’t work. Many highly successful people create a plans, stick to them, and continue doing what works to achieve their goals. But this is a no-no if you want to fail at life. For example, let’s say you’re selling candy and building clientele in one area. Instead of staying in that one area continuing to sell candy and build clientele, which is working, move to another area where there’s no clientele and start all over again. This would be a smart thing to do if you let someone take over your business while you build clientele somewhere else. But trying push a circle peg inside a square one until it breaks, instead of going to find another square peg that fits, is a great way to fail. An example of this is Randy from TV show South Park when he purchased an empty, creepy looking Blockbuster store. Nobody else wanted it so he bought it thinking it was a great investment, but apparently he th ought he could do something that Blockbuster hasn t already done. People are now watching online movies and DVDs, meaning movie stores and VHS tapes are almost non-existent. If something isn t working out, just let it go, unless you re Thomas Edison who created a thousand concepts for the lightbulb and on his thousandth try he was finally successful. So this concept can go either way. Be Unreliable One of the most powerful success-killers is being unreliable. When people lose trustShow MoreRelatedConversion Optimization : You re Doing It Wrong968 Words   |  4 PagesConversion Optimization: You re Doing it Wrong If you have a website, then you already know that the ultimate goal is to convert visitors into actual paying customers. But, how does one accomplish this feat? How do you take a casual visitor of your page to someone who is willing to open up their wallets and give some of it to you? There are plenty of strategies, tools and tricks to do just what you desire. Along with the fantastic ideas that businesses have found to be successful, however, thereRead MoreDon t Put High Expectations On Yourself884 Words   |  4 PagesDon t Put High Expectations On Yourself Yes, it s good to have some goals in life, but you don t have to be the best in order to be good enough. High expectations are one of the reasons people are so stressed out. They are trying to become something perfect, and that s impossible to do, so they get stressed out as they work towards it, fail, work towards it again, and fail again. Work to be the best that you can be. Doing your best is what matters, not reaching some expectation or level ofRead MoreThe Success Of Success Quotes1492 Words   |  6 Pagesharder and harder. It doesn t get easier, it gets worse. - Dana White Dana White Is the president of the Ultimate Fighting Championship, which is the largest mixed martial arts promotion company in the world. In other words, he knows a thing or two about achieving success and having successful growth in your career. He says that he always thought that the business would get easier as he got more successful, but the opposites has been true. He still has to work hard to keep achieving the success heRead MoreBook Report On The Booksports 1605 Words   |  7 Pageshappens when two people don t agree with something, or when the equilibrium of the relationship is off in some kind of way. You have to ignite the fire back into your relationship by renewing it sometimes. Do things never done before and trying new stuff. Be innovative and creative. Take a vacation somewhere to breathe new life into your soul. Buy a videogame and and play it with him. Watch a football game or two with him. Read with him. 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Have you ever thought about giving up; on not only school but some other things and maybe just life in general? If yes then you are definitely not alone, and if not well then good for you not everyone is asRead MoreSchool Funding For High School901 Words   |  4 Pagesgoes through the same thing everyone expects too. A big issue that is according to now in new generations of young teens in high school is teens dropping out of school. Many teens take the decisions of not continuing in going on with high school because they are around bad influences that cause them not to go to school. In addition having no supp ort from parents or family members. The school funding can also be a problem, they may not have enough funds for programs to keep students busy after schoolRead MoreSouth Suburban Physiology Online Class Title Page1436 Words   |  6 Pagesminture to do the work or go online. It cause me to be late and I tuned in the assessment last minute.   I wait last minute to do everything.   My hypotheses is if you follow these easy step you wouldn t procurator anymore.The methods and steps   I use to help me with my stop procrastination is write down my work on a calendar.   Break my work into little steps. Then change the area i m in if it s loud ,and I cannot stay focus ; I would go somewhere quiet , so I can get the work done . Most of theRead MoreSelf Discipline : How Do I Change From A Procrastinator On A Hard Working Student?1020 Words   |  5 Pageswant to stop doing it. I m currently entering 4th year of medicine, my grades are above average, but I could be much, much bette r. Tomorrow I have one of my exams, which I will fail because I ve been avoiding any contact with the book - but I know that as soon as the situation becomes inevitable, I ll study it. But I don t want to do that anymore!! I want to be better than anyone else. I don t want to be mediocre anymore. I would really like to be a good student, and few things would make meRead MoreOvercoming Obstacles That Keep Us From Meditating Essay1233 Words   |  5 PagesObstacles That Keep Us From Meditating By Dr. Robert Puff | Submitted On March 12, 2011 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest Expert Author Dr. Robert Puff There are many reasons why we don t do things that we know

A SOLUTION TO HOMELESSNESS IN CANADA Essay - 1331 Words

According to Lee Tunstall, homelessness is a social problem that â€Å"has been growing since the 1970’s† (2009, para.1) and has caught the attention of both the Canadian government and the general public (Tunstall, 2009) . Predominantly, the homeless are individuals or families with no permanent residence who also lack the resources or abilities necessary to arrange for their own adequate housing and living (Stearman, 2010). This matter affects a diverse demographic of the Canadian public. In 2003, the Toronto report card on housing and homelessness reported that out of 32,000 people who used homeless shelters, 15% were families, 22% were youths between the ages of fifteen and twenty-four, 18% were single women and 48% were single men (2003).†¦show more content†¦A Pathways Project study found that two out of three homeless people in the country suffer from a form of chronic mental illness for which they need treatment (Wells, 2009). Secondly, socioeconomic a dversity includes shortages such as low education, job loss, and eviction (Bradford, 2009). Lastly, traumatic experiences such as domestic violence causing psychological trauma are a predisposition to homelessness (Bradford, 2009). Aside from the main causes, the steady increase in homelessness is also due to the lack of effective and long-term solutions (Baum, 2007). Both the Canadian government and society have embraced an emergency sheltering model and social separation for the homeless rather than initiating a long-term plan with beneficial services to provide a dignified life to Canadians who are homeless (Muckle Turnbull, 206). IMPORTANCE According to a 2007 public opinion poll â€Å" 80% of Canadians believed that homelessness and poverty are important concerns in Canada, while 46% felt that the government assistance programs were doing little† (Cassola, 2006). 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Issues surrounding the supply and affordability of housing, combinedRead MoreThe Causes Of Homelessness1656 Words   |  7 PagesHomelessness is defined as the situation of an individual or family without stable, permanent, appropriate housing, or the immediate prospect, means, and ability of acquiring it. It is the result of systemic or societal barriers, a lack of affordable and appropriate housing, the individual/householdâ€⠄¢s financial, mental, cognitive, behavioral or physical challenges, and/or racism and discrimination. Most people do not choose to be homeless, and the experience is generally negative, unpleasant, stressfulRead MoreHomeless Youth in Canada801 Words   |  4 Pages 33,000, this is the number of homeless that live on the streets in Canada and 8,000-11,000 of those people are youth in the age range of only 16-24 years of age. This number has increased and grown bigger by the days due to social and economic factors and coming up with a solution becomes more complicated. 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Hepatitis And Human Immunodeficiency Virus â€Myassignmenthelp.Com

Question: Discuss About The Hepatitis And Human Immunodeficiency Virus? Answer: Introduction In healthcare, various ailments exist that need the attention of health practitioners. However, there are those that pose a great challenge on the workforce because, among other reasons, they are complicated to treat. Dual diagnosis is one of them and creates challenges in many ways. Therefore, below is an essay that intends to elaborate on the challenges in handling dual diagnosis. It also intends to elaborate on the strategies, policies, and recommendations that can be put in place to counter or remedy the problem on workforce. Lastly, but most importantly, is to give an elaborate meaning of dual diagnosis. Description of the Condition and Challenges Dual diagnosis is a mental health condition resulting from a combination of mental health and alcohol or substance addiction. Therefore, it is a case of treating two conditions at the same time. In healthcare, medics tasked with the responsibility of treating and managing patients under this condition face several challenges. To start with training, there are insufficient personnel trained to handle such a cases (Antai-Otong, Theis, Patrick, 2016). Nurses, for instance, are not well equipped with skills necessary to tackle the condition. Moreover, there is no elaborate and accurate way of treatment out there suitable for all clients. Below are some of the problems, strategies and possible solutions. Challenges of Workforce Firstly, there is the problem of identification of specific ailments. Where two or more conditions affecting the clients exist, it is hard for nurses to identify and treat each one of them independently categorically. In the worst case scenario, one condition may overshadow the other making it go unnoticed for so long while treating the one that is causing the overshadowing. Research indicates that most nurses or psychiatrist often get confused when dealing with clients (McGovern et al., 2014). Thus, one condition blurs symptoms of the other, and in effect, the client does not get proper treatment in regards to his or her condition. For instance, a person with family difficulties may engage in drug and substance abuse and seek intervention from a psychotherapist or family therapy. Although that is the right intervention, there is also the drug or substance abuse case which may be overlooked, and as a result, the treatment will not be effective for all that is troubling or affecting t he client (Murthy, Chand, 2012). Thus, within a short period, he or she may drop out of the treatment program. Another challenge is insufficient training to handle such cases. There is considerably lacking in formal education. In particular, about evaluation of substance abuse and effective treatment. There is minimal training in medical schools in this specialty. More often than not, the program is an elective one, which suggests that only those interested in studying substance abuse and not dual diagnosis take such classes (Mestre-Pint et al., 2014). Without adequate training of professionals supposed to act as a major problem solver, it becomes difficult to tackle it in totality. In addition to that, there is a problem of lack of experience, deliberate discrimination by private hospitals and medics in handling dual diagnosis. For any professional to be competent in any profession, working experience is important. With the rise of cases of dual diagnosis, it is plausible to think that medics can run away from treating this group (Minassian, Vilke, Wilson, 2013). Thus, avoiding this group or neglecting to learn about dual diagnosis makes it unlikely that this group will ever learn to handle these clients. Additionally, whenever patients with dual diagnosis present themselves to medics, they are often referred to psychiatrists. Many private practitioners demonstrate an unwillingness to treat clients with the same condition. Therefore, it creates a huge burden to community centers where this group of patients often seeks intervention. More often than not, the community centers are underfunded and overburdened. Lastly, there is no approved method of treating peop le with dual diagnosis (Padwa et al., 2013). What medical researchers have tried to put across are models that one can apply in handling people with dual diagnosis. However, all these models have shortcomings in one way or another. Strategy, Policy, and Training The best strategy for medics to use in dual diagnosis is an integrated approach. Even though the method used to treat each ailment is not different, the integrated approach makes it possible for coordinating the process for the best effect. This entails health care professional working in the same setting but with different responsibility (Basu, Sarkar, Mattoo, 2013). Also, it involves both substance abuse and mental health in a cooperating manner without any form of division. Treatment may include motivational talks to clients, either through education or counseling, especially, to clients that are deeply demoralized by their condition. This in effect will enable them to see their self-worth and appreciate self-ill management. On the other hand, proper training, both formal and informal must be put in place for the sake of churning out competent medics with sufficient knowledge in handling dual diagnosis cases. One way of doing this is including the program in the curriculum, thus, enabling every professional to be conversant with the skills (Keltner, 2013). Moreover, those with working experience must train the junior staff and encourage them not to shy away from handling cases of dual diagnosis. Lastly, the government needs to put measures that will see sufficient funding to community centers accommodating this group of patients. Furthermore, it is the responsibility of the government to encourage different communities to support this group of people and not discriminating them. Conclusion Therefore, dual diagnosis denotes a condition where a person is suffering from mental health and substance or alcohol abuse. There are many challenges to a health professional in treating the condition, among others, is that there is no recommended method for treatment but rather, models that have flaws in one way or another. Additionally, lack of proper training is a problem to the workforce making others to shy away from treating this group. However, using an integrated approach, which entails including the program in learning curriculum and sufficient government funding of community centers housing this group can help in solving the problem References Antai-Otong, D., Theis, K., Patrick, D. D. (2016). Dual Diagnosis: Coexisting Substance Use Disorders and Psychiatric Disorders. Nursing Clinics of North America, 51(2), 237- 247. Basu, D., Sarkar, S., Mattoo, S. K. (2013). Psychiatric comorbidity in patients with substance use disorders attending an addiction treatment center in India over 11 years: Case for a specialized Dual Diagnosis Clinic. Journal of Dual diagnosis, 9(1), 23-29. Keltner, N. L. (2013). Psychiatric nursing. Elsevier Health Sciences. McGovern, M. P., Lambert-Harris, C., Gotham, H. J., Claus, R. E., Xie, H. (2014). Dualdiagnosis capability in mental health and addiction treatment services: an assessment of programs across multiple state systems. Administration and Policy in Mental Health and Mental Health Services Research, 41(2), 205-214. Mestre-Pint, J. I., Domingo-Salvany, A., Martn-Santos, R., Torrens, M. (2014). Dual diagnosis screening interview to identify psychiatric comorbidity in substance users: development and validation of a brief instrument. European addiction research, 20(1), 41-48. Minassian, A., Vilke, G. M., Wilson, M. P. (2013). Frequent emergency department visits are prevalent in psychiatric, alcohol abuse, and dual diagnosis conditions than in chronic viral illnesses such as hepatitis and human immunodeficiency virus. The Journal of emergency medicine, 45(4), 520-525. Murthy, P., Chand, P. (2012). Treatment of dual diagnosis disorders. Current Opinion in Psychiatry,25(3), 194-200. Padwa, H., Larkins, S., Crevecoeur-MacPhail, D. A., Grella, C. E. (2013). Dual diagnosiscapability in mental health and substance use disorder treatment programs. Journal of dual diagnosis, 9(2), 179-186.

Tales of a Kremlin Digger Review Essay Example

Tales of a Kremlin Digger Review Paper Essay on Tales of a Kremlin Digger Strange thing a book I did not like, and I score it set higher. As they say, for the credit. A credit is really unique for our times it is the only book published by us after the advent of freedom of the press, which was distributed in photocopy, and very active. Circulation, say, delayed on the road from some of the provincial press in the capital. They brought a few copies, and there is such that nothing could doterpet people and let Photocopier. Then, on receipt of circulation in Moscow, the process of self-publishing safely extinguished, but fact is fact -.? Since the late eighties this has not happened with any book So what is it When it comes to my typical narrow-minded point of view, so thats what. Some well-known names of famous politicians: Yeltsin, Putin, Voloshin, Chubais, Nemtsov, still some there, in general, all those whom I have personally only seen on TV and about which only the Internet is something out there reading. According Tregubova it turns out that they do not like each other and build each other all sorts of trouble called the machinations, and in parallel with these classes with their all but Yeltsin, very passionately wanted to seduce the very Tregubova. However, it is all of them broken off (even Putin himself) and wrote a book, which told us what they were treacherous and dishonest and absolutely did not even gentlemen. For this she, as usual, tried to take revenge, but revenge she dodged by sheer luck, although it remained without work and maintenance. And all this with all sorts of juicy details about which, of course, no one would never write. In short, icky doggy face of power tur ned out in all its glory. We will write a custom essay sample on Tales of a Kremlin Digger Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Tales of a Kremlin Digger Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Tales of a Kremlin Digger Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Why not liked? Because it is not realized that she wanted to communicate. What they there under the carpet prohibited methods are used? And that we are children, and that we are in their offices in the same does not hold. Surprised. The fact that they are there and more dogs? A male who is not from men? No, you tell me, who is not a dog? The fact that such policies the country has no happy future? But is the future of all may depend on the politicians? This is equivalent to saying that the weather depends on the behavior of forecasters. By the way, I have one friend forecaster, a rare bastard and a womanizer notorious and specialist, said valuable. So what am I doing? It is not necessary, gentlemen, to offend women oh, do not! this is another reason why I put this book a perfect score.

Health, Safety And Enviroment Managment Example

Health, Safety And Enviroment Managment Example Health, Safety And Enviroment Managment – Admission/Application Essay Example Part One: Introduction The necessity for expertise informs my choice to study the at undergraduate level at the British Currently, I have served as a senior safety personnel in oil and gas refinery for more than 10 years. My future career goals are to contribute to the efforts aimed at promoting health, safety, and environmental quality at local, national, and international levels through knowledge acquired during the study. I intend to apply knowledge gained from the course to help address environmental concerns in the organization and country. As an expert in health, safety, and environment management, I intend to engage in sensitization of world population on the necessity to promote environmental conservation of vital natural resources. I intend to use my expertise to promote occupational safety in industrial and business premises through advocacy for appropriate legislations and in the future positions in which I will serve. Furthermore, I intend to engage in activities that ens ure public health is promoted especially in impoverished and low-income members of the society.Part Two: ExpectationsMy experience at the university was great and conformed to the expectations of gaining knowledge in my area of specialization. The institution has well-equipped resources including classrooms and a modern library. Furthermore, social interaction with the staff and students was commendable because I attained their assistance. There are sociable lectures and cooperative students. I was worried about my advance age but it turned out my colleagues have no problem interacting with me. Besides, our relationship is friendly. Although it has been a long since I was in class for long hours studying, I adapted and currently feeling comfortable learning and attending several lectures. I can spend long attending classes.During my first week in the degree subject module, I was not very comfortable in class because of the long time spent while attending class. That was because I ha ve been in employment for nearly ten years without attending classes. I also experienced challenges following the timetable. I sometimes confused the classes and even lecture halls during my first weeks at the university. The module handbooks help me plan for my classes. It has since helped me avoid the confusion I had last time in classes. I have been able to access MyBeckett, online through the University website. My experience at British University is exceptionally great and I expect to achieve my visions in the University.

Canadian folksong Essay Example | Topics and Well Written Essays - 750 words

Canadian folksong - Essay Example devoted half his work to the post-World War I ear, a time of decisive change, which saw the slow vanishing of colonial reasoning in Canadian world, mainly music, as Canada achieved the status of a fully independent country. Fowke pulled together numerous threads in his action of transforming Canadian musical institutions, the effect of the growing recording and broadcasting industries, the association of instrumental ensembles, the early stages of state endorsement for the Anglo-Canadian folksong, as he surveys their accumulative implications on music publishing, music education, performance, instrument making, as well as composition. The article discusses every aspect of Anglo-Canadian folksongs; who were involved in its development, stages of its development and the contemporary scene of Anglo-Canadian folksongs. The first significant collector of Anglo-Canadian folksongs was W. Roy Mackenzie, according to Fowke (335), who started his collecting in his home, Nova Scotia, back in 1908. Even then, Mackenzie lamented the sad truth that the spoken propagation of ballads has in those days and generation roughly ceased. In the 60 odd years since, Mackenzie found out that the folksinger is a much tougher breed than anyone considered, and collecting has moved on apace. Another central aspect of the journal article is that it teaches folksingers the history of the songs the love to sing. As discussed by Fowke (345), all the musician-transcribers state the freestyle of the singing and the complexity of representing the tune in traditional musical notation. Since folksingers vary the tune from stanza to stanza, frequently changes the rhythm from phrase to phrase, and, at times, decorates the tune with countless grace notes, it is not possible to note the music with total accuracy. The most excellent way to study how the songs were, in fact, sung is to pay attention to recordings of customary singers. Fowke’s assessment of the sociological data is generally sound, in

Hosting the World Cup Essay Example | Topics and Well Written Essays - 500 words

Hosting the World Cup - Essay Example The World Cup Finals is the most widely-viewed sporting event in the world, with an estimated 715.1 million people watching the 2006 tournament final.[1] With the rising popularity of the FIFA World Cup, fan clubs are being formed, merchandise carrying the popular team's logos is being sold like hot cakes, discussions among sports lovers and children too is centered around the World Cup. As to hosting the World Cup, from 1958 to 1998, since countries from America and Europe had the maximum participation till recently, to avoid controversies, each continent was allowed to host an alternate event. Now, however, FIFA's Executive Committee decides the country which gets to host the game, depending on the members' votes. The popularity of the game has spread world wide, including Asian and African countries. The 2002 World Cup was jointly hosted by Japan and South Korea. This was the first time in its history that it was held in Asia and two countries hosted it jointly. Needless to say, the popularity of the World Cup is growing by the day. Not only football lovers, but intellectuals, housewives and children, irrespective of their age or nationality are interested in the game. With the world becoming a global village, fans are not restricted to any one country. There are fans of the Italian team all over America, Asia and Africa.

The Only Imperial Power in Asia Essay Example for Free

The Only Imperial Power in Asia Essay In the nineteenth century, China, Korea, and Japan, as well as other Asian nations faced European imperialism. However, only Japan transformed its traditional society and became the only country in Asia that had colony outside. In my point of view, the Japanese success is depending on determination of the government and the strength of it reform. So what makes Japan have the determination to reform the whole traditional society entirely? Opium War: In 1840, Britain started the Opium War in China. Because of corruption of the Chinese government and Advanced British army, in the end of the war, China was defeated. Japan shocked. China, a wealth and strong empire, an advanced country Japan learned from for thousand years, failed in a war with a real empire. Japanese contemplated and hesitated. What they should do when they have to face those strong enemies. I think that one of the reason why the Black Ships arrived in Japan in 1853 and forced Japanese to accept them, and Japan did so, even with welcoming attitudes. Besides, at that time, Japan didn’t have ability to defeat those aggressors. More and more western countries came to Japan with new technologies, new products and new work system, etc. Japan is closed for too long time. After saw all those achievements from Industry Revolution by Japanese’s own eyes, they found the distance between themselves and advanced western countries. All those new things cause the fail of Tokugawa Bakufu. Meiji Restoration started. Government during Meiji Restoration: In April 6 1868, the Oath in Five Articles was published and became the basic guiding principle of the government. Meiji period began. The new government of Japan applied a lot of policy during that time. They changed the traditional society structure. Samurai was no more the lords. Businessman had more attention than before. Government also support a lot industry to get start, the earlier one is filature. In 1882, Japan Central Bank was set. Under the slogan of â€Å"Enrich the Country, strengthen the military†, in 1871, the new government set Iwakura Diplomatic Delegation to visit 12 countries in the Europe and America for almost 2 years. There were 49 government officials in the team, almost half number of the all officials in Japan government. To pay the expense of this trip, the new government used 2% of its GDP of that year. I think that this is part of the reason why Japan reformed its whole society system entirely and learned it from western countries. On the other side, 58 years after Opium War, China also had a restoration, called The Reform Movement. It was supported by the Emperor Kuang Hus, but it didn’t get support from the government officials, even not from his mother, Empress Tzu Hsi who had real power of China. Most changes and policy applied in China were surface work, didn’t change from the basic principle like what Japan did. The most obvious difference of it was that in 1890, The Constitution of the Empire of Japan was published. All those caused the failure of reformation in China. People in the Meiji Restoration: Shibusawa Eiichi, was a Japanese industrialist, founded more than 500 hundreds of modern corporations in Japan, He was a member of Tokugawa Akitake’s Delegation to the Paris World Exposition. In this trip, he observed modern European societies and culture for the first time. When he visited Belgium, the king told him the importance of steel industry and hoped Japan can buy from Belgium. Shibusawa Eiichi was so surprised; he said that a king is to sell his country’s product even when meeting guests from other place. He realized the importance of industrial of a country. Therefore, he decided to stay in European for studying. He came back to Japan in 1868 with his new thought, and got a job in economic department of Meiji government. He became a driving force in the building of a modern Japan as head of the Kaisei Kakari, or office of the Ministry of Finance in charge of reform. Okubo Toshimichi is regarded as one of the main founders of modern Japan. During Meiji Restoration, he was a Finance Minister, enacted a Land Tax Reform, and prohibited samurai from wearing swords in public, even though he was one of them. We can see his determination of changing Japan from very basic. The greatest achievement of him was the establishment of modern governmental structures. For a time he was the most powerful man in Japan. On 14 May 1878, he was assassinated by samurai. Summary: In my opinion, Japan became the only imperial power in Asia during nineteenth century, because the way it reformed. Japan’s restoration was not only applied on industry like China, but also on government system and society structure. The development on its society structure and police system helped Japan have much faster progress in industry than any other countries at that time.

The Three Most Important Things I Learned in Economics Class :: Class Reflection

The three most important things I learned in Economics Class The first important concept I learned was the ‘goals of monetary policy’. The primary goal of a central bank is price stability (low and stable inflation). Some of the Feds (short for the Federal Reserve Bank) other concerns are: †¢ high employment †¢ economic growth †¢ stability of financial markets †¢ interest rate stability †¢ stability in foreign exchange markets The Fed desires to maintain high employment because the condition of high unemployment, the alternative, creates idle workers and idle resources. This leads to closed factories, unused equipment and materials, ultimately decreasing our GDP. Now, let me further explain that the goal for high unemployment is not an unemployment level of zero, rather a level above zero where labor demand equals labor supply. This is known as the ‘natural rate of unemployment’. Economic growth focuses on encouraging firms to invest or encouraging people to save, which in turn creates funds for firms to invest. It runs hand-in-hand with the goal of high employment because in order for firms to be comfortable investing in assets such as plants and equipment, unemployment must be low. Hereby, the people and resources will be available to spur economic growth. If financial markets are instable, it will lead to sharp contraction of economic activity. For example, in this most recent financial crisis, a deterioration in financial institutions’ balance sheets, along with asset price decline and interest rate hikes increased market uncertainty thus, worsening what is called ‘adverse selection and moral hazard’. This is a serious dilemma created before business transactions occur which information is misleading and promotes doing business with the ‘most undesirable’ clients by a financial institution. In turn, these ‘most undesirable’ clients later engage in undesirable behavior. All of this leads to a decline in economic activity, more adverse selection and moral hazards, a banking crisis and further declining in economic activity. Ultimately, the banking crisis came and unanticipated price level increases and even further declines in economic activity. Interest-rate stability is very important for the Fed to control because otherwise consumers, like you and I, will be reluctant to buy things like houses due to the fluctuation which will make it harder to plan for the future. The value of the US dollar relevant to other currencies is a major consideration for the Federal Reserve. If they prevent large changes in the value of the dollar, firms and individuals can comfortably plan ahead to purchase or sell goods abroad.

Ownership and Sense of Self Essay

Ownership can be viewed in many different ways. Some think of ownership as a bad thing, while others think of it as a good thing. Before someone can establish their beliefs on what is good and bad, the true meaning of what they are being ased must be understood. This controversial question of whether ownership is positive or negative brings up a much more important question, â€Å"What does it mean to own something?†. Ownership is defined as to have possession of something. I believe ownership and sense of self are integrated together. I think they go hand in hand with each other merely because one can own more than just a physical object, but as well as ideas, thoughts, skills, and knowledge. Just as the famous twentieth-century philosopher, Jean-Paul Sarte, I too believe that ownership extends much farther than tangible objects, but to intangible things as well. Such intangible things include, thoughts and ideas. Only you can think of an original idea or thought. Nobody can put it into your head. No one can hear your thoughts besides yourself, which make them yours. This sense of ownership extends physical objects, and involves self ownership. One’s self ownership also gives a sense of identity. The thoughts and ideas one â€Å"owns†, defines them and is their sense of self. Not only does the ownership of thoughts and ideas provide one with a sense of their self, but as well as skills or knowledge one may obtain. Sarte believed that when one becomes proficient in a skill or knows something thoroughly, it means that they â€Å"own† that skill or knowledge. An experience I have faced that helps me to support and believe in this idea, is when I joined t he volleyball team at my high school. I spent the entire summer practicing volleyball at open gym, improving my skills and preparing for tryouts that were soon to come. When tryouts finally arrived I was no longer nervous and I trusted myself to do well. This was because I had become much more knowledgeable about the sport and I â€Å"owned† the level of skill I had worked for and needed to make it onto the team. I realized that I was no longer trying to become a volleyball player, but I was one. The skill I have to play volleyball often defines me, whether someone is asking about myself or sees me in uniform. The skills and knowledge you obtain become your identity, and this is another example of how the relationship between  ownership and sense of self are so intertwined. I believe ownership of tangible items also determines one’s sense of self. Some argue that ownership of tangible items are bad, while others believe they are good. Whether someone views it as being good or bad, it is still true. In today’s society, image is everything. Social classes are based on how much you own and identity is based on image. I don’t completely agree with the argument made by Plato, stating that owning objects is detrimental to a person’s character, because at the end of the day objects can be taken away. I think that owning objects can only become detrimental to a person’s character if one becomes more interested in what others think and try to keep up an image more than their own personal character. I think people can get caught up in an image and become materialistic and selfish, this exposes what type of person one is, providing insight to one’s sense of self. On the other hand, owning tangible objects could also help to develop moral character, as Aristotle had said. I immediately supported this idea as I looked down and saw the bracelet I wear on my right wrist everyday. This bracelet is called a kara. I have owned a kara all of my life, and it serves a religious purpose to identify myself as a Sikh. This tangible object has helped me as a constant reminder for my morals, discipline, and religious faith. It is the tangible objects like my kara that help to develop moral character. My kara is an identification piece that shows everyone what religion I follow, which displays how tangible items identify ourselves. The relationship between ownership and sense of self is a very close one. I believe that both the tangible and intangible things in life define ourselves. I feel that people go to things such as tangible objects and intangible things such as thoughts, ideas, skills, and knowledge to not only identify themselves, but â€Å"own† themselves and their identities.

Nature Vs Nurture Nature Versus Nurture - 2536 Words

When one asks the question of nature versus nurture, this paper answers â€Å"both†. Every single being conceived in the image of God is given an upper limit of potential growth, it is a combination of environment and this inborn capacity that determines exactly where the individual will end of on the developmental scale. The experiences as a person develops through childhood and into adulthood play a large role in conscious versus unconscious motives, and also the individuals’ view of themself. Not all development can be confined to childhood and adolescence, most humans continue to develop and mature through out the entire lifespan, and will at times find themselves with evolving, and at times inconsistent or unclear,motivations. People also will find themselves dealing with identity crisis,which can have positive or negative impacts upon the personality of the individual, which could be a temporary condition, or result in long term changes to the overall personality . Introduction Positive psychology is the basis of this paper’s overall focus. Being a relatively new field in psychology, it is garnering a relative level of interest and research. This theory of personality however will be showing that many of the great psychologists of past were right in many regards. From Freud’s structure of consciousness, to Erikson’s Stages of Psychosocial Development and Maslow’s Hierarchy, it is apparent that human personality is so large a field that no one psychologist was able toShow MoreRelatedNature Vs. Nurture : Nature Versus Nurture Essay1939 Words   |  8 PagesNature versus Nurture You got your dark brown hair from your father and you got your looks from your mother, but where did you get your excitement for sports and your love for all animals? A person’s physical characteristics lean more towards genes and heredity, but our genes are not mentioned as much when behavior is the topic. This is how the nature versus nurture debate first began. Scientists who believe in the nature theory believe that people behave the way they do due to heredity and genesRead MoreNature Vs Nurture : Nature Versus Nurture882 Words   |  4 Pagestheir parents. Meaning they think Nature is a big part in their life and why they are who they are. The genes in each cell in us humans determine the different traits that we have, more dominantly on the physical connections like eye color, hair color, ear size, height, and other traits. However, it is still not known whether the more abstract attributes like personality, intelligence, sexual orientation, likes and dislikes are gen e-coded in our DNA. The nurture theory has experiments showing a child’sRead MoreNature Vs Nurture : Nature Versus Nurture2710 Words   |  11 PagesAbstract If someone inquires about nature versus nurture, this paper will give not one specific answer but a combination of both answers. Human personality is a combination of environment and a biological characteristic that controls precisely where the individual will end up in the developmental spectrum. The experiences that individuals will develop from throughout stages of development, their childhood and into their adulthood, play a great part in their conscious and unconscious motives. TheRead MoreNature Vs Nurture : Nature Versus Nurture1360 Words   |  6 PagesNature vs Nurture Nature versus nurture is a complicated subject to speak about. If one’s abilities or lack of are due to their environment or their genes. For example, a child is behaving negatively in class. Many individuals are quick to jump to the conclusion that â€Å"Oh, that kid’s parents don’t care, or just don’t know how to raise their child.† That could very well be a possibility, but most people never think that maybe they have a hereditary problem, such as ADHD, that was passedRead MoreNature Vs. Nurture : The Debate Of Nature Versus Nurture895 Words   |  4 PagesNature vs. Nurture The debate of nature versus nurture has been an ongoing debate for a long time. When applying this argument to education there is no proven winner. The nature side of the coin believes that a person is born the way that they are. This could include intelligence level or personality traits such as being outgoing or shy. The other side of the argument of nurture believes that the type of upbringing that someone has will play a large role in the way they develop. It is thoughtRead MoreNature Vs. Nurture : Nature Versus Nurture1337 Words   |  6 PagesNature vs. Nurture There are many different ways that behavior can be explained, especially on the terms of nature vs. nurture. Aggression is a behavior that has been extensively analyzed in a complex manner and the causes of it can be explained many different ways. Aggression can be defined as hostile or destructive behavior that can cause injury or destructive outlook especially when caused by frustration. Nature can be defined as aspects of behavior that have been inherited or are genetic, whileRead MoreNature Vs. Nurture : Nature Versus Nurture1678 Words   |  7 PagesNature Versus Nurture Personality development expands far past the environment. Environment contribute to most of the personality development when it comes to nature versus nurture. Nature versus nurture is a trait that is typically inherited in the human society. Humans see things good or bad within the environment and mimic it. There are questions that still remain about nature versus nurture and the environment. Research is still ongoing and theories are still being made or developed. ScientistsRead MoreNature Vs Nurture : Nature Versus Nurture1602 Words   |  7 Pagesshape their personality? The nature versus nurture debate serves as one of the most ancient issues ever. As of this day in the year 2016, we have come to understand and realize that both nature and nurture do actually play very distinct roles as far as human development. It is still unknown however, whether we are developed specifically due to nature or to nurture. In the novel Frankenstein, the theme of nature versus nurture is q uite apparent. However, due to the nurture aspect in the novel, the creatureRead MoreNature Vs. Nurture : The Nature Versus Nurture1268 Words   |  6 PagesOne of the most popular debates among people is the idea of nature versus nurture. According to psychology.about.com: The nature versus nurture debate is one of the oldest philosophical issues within psychology†¦nature refers to all of the genes and hereditary factors that influence who we are – from our physical appearance to our personality characteristics [while] nurture refers to all the environmental variables that impact who we are, including our early childhood experiences, how we were raisedRead MoreNature Vs Nurture : Nature Versus Nurture1856 Words   |  8 PagesNature versus nurture has been a continuing debate and is far from being settled. Whether or not our characteristics are determined by the environmental factors that surround us or they were imbedded in our genes is a question many scientists will argue. The challenge concerning the debate is that it is difficult to know if someone is born with traits or whether their environment affected them. It is unethical to take a child out of its natural surroundings to test nature versus nurture, so identical

Using Flexible Work Practices Business Essay - Free Essay Example

Sample details Pages: 30 Words: 9138 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Significant amount of the recent HRM literature (Human Resource Management) concerns the issue of flexibility in the organisation either from the employees or employers perspective. This is mainly de to the socio-economic changes happening in the last decade driving the organisations towards better employment systems. Trau(199) highlights different reason for the increase as organisations are seeking flexibility to make themselves adaptable to the competitive global markets where as the employees are favouring flexible terms for a greater security of employment and work-life satisfaction. Don’t waste time! Our writers will create an original "Using Flexible Work Practices Business Essay" essay for you Create order The traditional organisational firms are long gone due to the globalisation of markets, technological changes and increase in competitors. The successful todays organisation needs to be able to cope itself with the hyper competitive environment and response accordingly. These patterns have led to the increase in employee opportunities and perseverance. Based on the above attention has developed model for the flexible firm. The growing interest in using flexible work practices in the organisations is mutual. This may be due to the laws(UK) and productivity measures by the organisation. But the increase in the range of practices employed can be noticed(kersey et al;2005) Typically flexible working options in the work place can be said as an employee and employer making changes to when, where and how a person works to meet individual and business needs at their best. While the concept stays put, it is the type of arrangement that makes the difference. Workplace flexibi lity (2010) states the above stated arrangement as any one of a spectrum of work structures that alters the time and place that work gets done on a regular basis. Basically the flexible work options include flexi-time remote working, reduced/compressed hours work time etc. depending upon the employee/employers need and agreement. [Revise form flexible-work [Terry o Brien] [PG10] Types of Arrangements:- Part Time, FlexiTime, Job share, WFH, Time offin lieu, Tele work. The type of practices divided according to when where and how can be seen below. When people work:- Flexi Time:- it is the most popular arrangement where In the number of hours worked per week remains same but it just alters the start and finish times of work depending upon the need [Elbingtonet, al 1975] Part Time Work:- Part time work in general refers to the reduction in the number of working hours as opposed to the standard weekly hours. Variable year employment: depending on the require ment of the job, variance year employment requires the employee to work more hours during busy perio and vice versa. Part Year Employment:- which is also referred to as purchased leave. It allows the employee to make longer periods of leave (4 weeks 8 weeks) Leave:- Eg Parental Leave, Study Leave, Career Breaks etc. But without pay. Olmsted smith (1994) defines leave as as authorized period of time away from work without loss of benefits. Where employees work:- Work from home:- This method of working has become very popular now a days due to the advancements in technology. Eg: IT industry. It can be done either part time or full time or occasionally as agreed by the employee-employer duo. Remote working:- this refers to the people working remotely at the client work place occasionally or all their working hours. How employees work: Job share:- Job sharing is when two people share one full time job and benefits according to the agreements. Phased retireme nt allows the patrons to reduce their full time work commitment gradually over the years (5 days to 3 days/week) before moving to retirement. Annualised hours:- these are set numbers of hours per year the employee agrees to work for the organisational instead of the standard number of hours per week. These flexice work arrangements are not new but had started part 20 year or so. These has partly emerged due to technology; but recent popularity accompanied regarding these practices can be accredited to the government policies and laws which are trying to encourage WLB; by supporting family friendly policies. Lewis(1997) states 5 main reasons for the introduction of these arrangement. Meet family friendly goals. Meet labour demand Promote diversity Political Business case Avoid absenteeism retention etc. These arrangements are not limited to any specific industry age or workers. Whatever the age, gender or career, flexible working applies to everyone depe nding on the employers business objectives and employee needs. These arrangements are for the benefit of both the employee and business and are neither temporary nor fixed. They may remain static or change, according to the interests of both of the parties for better organisational performance. The laws supporting flexible working in the UK can be found later in the paper. Forces driving flexibility: Flexibility in the organisations is driven by many contributing internal and external components since it has got the popularity of linkage with good people management practices and better performance objectives. Flexible working has been achieving a greater pace in its development and wider usage in small businesses and MNCs. Although one has to be conscious that like any other process of change in the organisations, flexible working holds both its pros and cons which will be discussed later in the paper. The society in which we live has seen many radical changes in the last 2-3 decades and it certainly has its impact on the life style of people and the organisations they work (in context of technological and demographic factors). The demographical changes have a heavy influence on the size and composition of the work force the labour market now-a-days consist of an equal composition of male to female work force as opposed to earlier traditional workforce. The issue of women in th e work force have become more pertinent due to the potential labour shortages in some sectors even with all the advancements in the modern society women always tend to be responsible for their family child care .Rachid M Zeftane points out that the absence of flexible work option might become a barrier to work. The increasing numbers of women in the workforce is one of the top factors driving flexibility in organisations. Women now a day are not restricted to secretarial or nursing jobs but they are equally ranked along with their counterparts such as politicians engineers, lawyers or other management roles. Surprisingly they are even making their presence in blue collar jobs such as Bus drivers, Mail carriers and Police. Karoly and panis (2004) points out that women are becoming permanent members of the workforce at all levels. Due to this pressures and expectations are mounting up requiring them to work more hours for them flexibility at work has been heralded a favourite strat egy helping the men and women a better opportunity for child care. Irene Hardill and Dan Wheatly (2009) puts that these dual career households are the most egalitarian in nature. The number of them has been on the rise totalling to almost 2.23 million the UK by 2001 as compared to 1.2 million in 1984-91 (Irene Hardill, Anne Green Anna Duddleston(1997) Flexible working arrangements are not only meant for women. Another important factor pushing flexibility in the workplace is the role of fathers in child care. Men are seeking family friendly policies for a better balance and professional and family life and are looking forward to play a important role in caring for their children. Equalities and human rights commission states that almost half of fathers have some kind of flexible work option available although 30% are actually using them. Figures reveal that 91% of dads now take time off around their child birth and very much value their arrangement with the organisation. Due t o the advancements in medicine there has been a rise in ageing population. This has also led to the increase in the number of carers [parents/relatives etc]. Similar to the child care organisation have the need to extend certain kind of FWA to carers. The statistics can be seen along with the child carers in the graphs. Another important factor acting as a driver of flexible working is up skilling the workforce. The employees realised the importance to up skill themselves in order to compete with the hyper active markets. So educational requirements has impacted the organisations need to provide options for their employees.Business school graduates are opting for a workstyle to go with their life style [The economist, 2006] driving the organisations to employ FWAs to retain the best. Influence of Legislation: The Employment Act (2002), work and families act [2006] provides the right to request flexible working to 3.6 million parents, 2.05 million carers in the UK(BERR,2010). According to the working time regulations Act [WTR] introduced in 1998 in the UK, it imposes a limit on weekly working hours to 48 hrs/week along with the leave entitlements granted under the European working time directive (EWTD). Achieving balance between work and family for dual career couples is critical but young employees this generation are working to live rather than living to work according to the journalism news letter (Williamson, 2006). The extension to the flexible work regulations (2003) has now come into force in 2009 which provided the right to request flexible working for almost a third of the UK work force. Fig 1 [Awareness] Equality legislation also affects the flexible working policy of an organisation in respect to gender, age and disability. The discrimination act (1975) poten tially avoids then direct and indirect inequalities in relation to gender martial status affecting the working-time policy. The disability discrimination act DDA (1995) ensures that the disabled person in not at disadvance by making an employer obligation to provide reasonable adjustments to the work place work hours. (Foster, 2007) For older workers the UK legislation requires the employers to consider the employees requests beyond the retirement age to increase their participation in the labour force [OWP, 2006; Lissenburgh Smeaton 2003] Despite benefits reaped by the employer to introduce FWA in the organisations, several laws imposed by the government to support work life balance has led to them being an essential part of the organisation. Another important factor driving flexibility in todays competitive world is Talent Management. The highly volatile economic environment has significantly impacted the recruitment process posing its dependability on the highly motiv ated and committed staff. Attracting and retaining Potential Individuals has been identified as a strategic imperative (Lutbish and Smith 2007) in all the sectors as a result of the changing demographics of the working population, skill shortages and pursuit of WLB. (Byman and Summers, 2004). Organisations have been successfully using flexible work polices as a talent attraction and retention tool. Scandura and Lankau (1997) stated that employees are seen to have shown a greater deal of commitment and obtain job-satisfaction in the flexible organisations. Employers in the western countries are focussed on good will as well as productivity. Introduction of family friendly policies in their work force can be seen as a form of positive branding for the organisation, which further helps in attracting and retaining the talent as well as reputation in the market. One more factor a concerning the employees to favour flexible Work Arrangement is the reduction in absenteeism and turnover rates which are optimising productivity levels by reducing training and new recruitment costs. In addition to the above mentioned factors, globalisation also plays an important role in favouring flexible working in terms of start and ending work hours with reference to different time zones. There is a further push to flexible working in some cases (or countries) as result of the global economy raising the standards of business. Flexible working and WLB: What is WLB? As the name suggests, work life balance in its broadest sense is defined as a satisfactory level of involvement or fit between multiple roles in a persons life (Hudson, 2005) WLB for any individual is having the right combination of participation in paid work and other aspects of their lives. This combination will not always be constant. It changes according to the changing responsibilities and commitments in their work and family lives. WLB policies helps the employees achieve a balance between work and family commitments. Now a days the WLB policies and practices are becoming increasingly important to both the employer and the employee. Due to its beneficial effects on the employee in terms of commitment, job satisfaction and low levels of stress in turn is having a positive effect on the employer. Even the legislation has been promoting WLB policies and its uptake in the organisations. This is based on the evidence of a Stronger Business Case by introducing FWA a iding in a greater WLB and their contribution to effective recruitment retention of staff, employee satisfaction and productivity. A survey funded by Joseph RownTree foundation by the researched at university of Cambridge (Dex and Smith, 2002) concluded that There are positive effects on employee commitment from adopting family friendly policies and it even stated that nine out of ten firms employed with WLB policies found them cost-effective. Due to the changes in demography and the increase in dual career households, achieving a balance in becoming much more difficult especially with children (Bulger et;al 2007). Despite the government campaigns (work-life balance campaign) and the working regulations (2007) in place from the last decade, achieving a desired balance is becoming tough in the house-hold,work place interface. Hence it is important for the employer to support WLB by adopting family friendly strategies and practices beneficial to the employees. Flexible working pra ctices make up a majority of work-life balances policies. They include flexi-time, job share, work from home, term time hours, part time working employee support services such as crà ¨che facilities, counselling etc. Authors such as Mulvaney et al (2006) stated that the levels of conflict between work and family will be moderated as a result of the support from the employers. These components work in various ways and positively affect job satisfaction and organisational commitment ultimately leading to employee retention and low levels of absenteeism thus supporting the business case (Mulvaney, et al (2006), Cleveland et al, (2007) Namasirayan and Zaho (2007). Decisions by either men/women to leave an organisation are heavily influenced by their concerns to work-life balance. Research has steadily shown that organisations supporting the employees family commitments reap benefits in terms of employee commitment and lower turnover rates. Allen 2001, Ayee, Luk and Stone (1988) points that employees who has been provided support from the management have fewer intentions of leaving the organisation and report greater satisfaction at work. A supportive work-family culture even helps the female employees to return to work more quickly after childs birth (Lyness et al 1999). Flexible working: Impact on recruitment and retention of the employees. Attracting motivating and retaining talented workforce (or knowledge worker- a term coined by Drunker 1989) is becoming important in the tight labour market. This is mainly due to the global convergence of technology and hyper-competition among the organisations. Strategies have been emerging accordingly to attract and retain the skilled workers to attain competitive advantage. Possessing these people management abilities in the organisation helps to cope up with the change in and around and stand out from the crowd making its steps towards organisational performance. Releasing the significance, there is an emergence of bundles of literature and research evidence that shows specific HR strategies such as FWAs to the employee are helping attract, motivate and retain them. (Boron and Hannan, 2002, Heurtt associates, 2001) Recruitment as stated by sims(2002) is the process of finding and attracting individuals to fill the actual or anticipated job vacancies. Recruitment is another potential area which is impacted by the changing demographics of the work force. Organisations has the need to provide with what the employees need for broadening the labour pool and attract qualified and skilful workers who cannot work the traditional work schedule. There is a growing evidence that the skill shortages are mounting up every year and there is no measure to subside it in the foreseeable future. In the war for talent organisation need to be able to respond according to the cultural trends and provide the employees with flexible working practices they need to create a balance between work and family commitments. Responding to the demographic trends, there is even a need to engage and motivate mature age working which helps in the building of a diverse work force. Lewis(1997) believes that a culture shift is needed so that the diverse and different patterns of work are equally valued and that too without the gender difference. Now a day the notion of working to live rat her than living to work bureaucratically is gaining popularity. (Not the case always). Realising the importance of family friendly work-culture, legislation and benefits of flexible working strongly becoming a business case, the employees are changing their work environments supporting the employee family professional commitments (Total salary increase budget 2001/2002 conducted by world at work) Subsequently the policies aiding in the WLB of the employees are acting as recruiting initiatives. Flexible work schedules have been proved to be the chosen and most popular amongst the line managers. Surveys have stated that the employers who are considerate of the employees will be able to develop a sense of commitment in the employee minds boosting their motivational levels. Similar to the recruitment, flexible working options have has its impact on the turnover rate of the employees. The charted institute of personnel and development (2000) cites benefits of FWA in improved recruitm ent, retention, productivity, motivation and employee commitment Other than the private surveys and individual surveys conducted by the organisational there is no signification research relating flexible working policies to the retention of the employee. Employee retention can be defined as the effort by an employer to retain the desirable workers in order to meet its desired business objectives (Franks et al 2004). It is beneficial to both the employer and the employees. In the perspective of the employee the balance between work and family puts him at a level of ease and increase his job satisfaction. Due to the advancements in technology individuals are able to work from any location at varied periods of time. Organisations are effectively at benefit due to the varied time zones due to the international markets and employees ready to work other than the core hours. (Dibble, 1999). From the employers perspective, it affects the firms reputation if the turnover rate is high and it will have a significant effect on the organisational overall purpose.(Even has a negative impact on recruitment). This is due to the soaring costs of the recruitment which include advertising, interviewing costs training costs as well as the use of physical resources in the recruitment process. Results from a survey in Australia (joydeepttor, 1997) shows that the visible cost of turnover to the organisation (recruitment, hiring, orientation and training) is between 50 and 150 percent of a persons annual salary. But the author predicts that the number may be quite high as the factors such as expertise loss productivity, time are not taken into account. one size fits all approach no longer works. Employers other than facing constant turn over and unhappy employees should accommodate the needs of the people. (Gregory P Smith) states that an employee who has to choose between work and family may very well quit. In contrast employers can be effective in providing a work life a ba lance to its work force which improves the morale and produces loyal employees. Many firms are focussing on improving their HR strategies to flexible working especially for women to allow them to come back to work after their maternity leave. This is helping the organisation restore the employees talent to the firm. Devising a strategic pattern of work around the life style of employees gives them a feeling of empowerment and trust to manage their own work load in hours suitable to them.There are many multinational organisations that are successful in their own field that realise the importance of WLB to the employee and as well as the organisation and adopted multiple strategies according to their needs. Example: Dell UK has adopted and devised a strategy for implementing flexible working helping to achieve a diverse work force. (www.dell.co.uk) NBS the firm upon which the research is upon has realised the importance of family friendly policies more than two decades ago and prom oted tele- working for selling their mortgages and providing customer care providing support to full time home workers and in turn it has become an employer of choice. 93% of the female workforce and returning back to work helping in the low levels of turnover and productivity. Barriers for the introduction of flexible working in organisations Workplace capacity-Unlike the MNCs, SMEs particularly lack the capacity to implement FWA to their employee. (Lang et al,2000) specifies that flexible working policies in smaller business are certainly at a disadvantage. This can be justified by the statement by MC Donald et al (2005) who notes that the development of family friendly policies were often linked to suiting their business needs rather than the employees. Organisational culture definitely plays an important role in the development of flexible working policies which is lacking in SMEs. However organisational culture is not limited to SMEs but larger organisations also need to improve their work culture which supports the flexible work practices. HR personnel should develop strategies according to the needs of the employee and the organisation. The perception of achieving success working long hours should be shifted on the basis performance. Communication is an aspect to be worked upon when adopting FWA as it plays an imp ortant role in the successful implementation. Training programmes for the manager should be conducted to bridge the implementation gap between policy and practice. An effective communication strategy helps the Isolated workers to be under the constant support of team members and colleagues. Awareness should be created to all the employees at all the levels about the flexible working policies and practices. In many organisations the type of job/work acts as barrier for flexible working. Some jobs acts as a barrier for flexible working as they require your physical presence at the organisation E.g.customer services, IT support, maintenance and repairs etc. But that kind of work can take advantage of shift systems. Another barrier for flexible working is perception of males who think that flexible working puts them at a disadvantage when compared to women in the work force. Despite the gender it is a common belief in the work force that taking advantage of the flexible working polic ies makes them lose their position at work or affects their development ladder in the organisation. One more consideration is the single or childless employee attitudes that the FWA are unfair to them. But successful implementation of the FWA in the organisations is needed that can benefit both the employer and employee. The spectacular Olympic 2012 in London had had its impact on flexible working as nearly 2 out of 10 organisations have trialled new forms of working. Recent survey taken out by the Institute of leadership of management stated that nearly half of the companies who tried flexible working practices during the Olympics are likely to continue them. Responding to the mayor of London, Boris Johnsons comments that home working would be a skivers paradise the employers said the employees were more productive and motivated. According to the literature, flexibility in the work place does have its impact on the employee in terms of motivation, commitment and morale. Like an open environment, flexibility can be powerful tool in attracting and retaining good employees. Research Design and Methodology:- Introduction: This chapter sets out by stating the research objectives of the study and will explore the nature of qualitative and quantitative Research method. By knowing them in detail helps out to create a link between the devised research questions and appropriate data collection methods. It describes then chosen research design and the techniques used for data collections the sample size and limitations of the study. Research Questions and Objectives: What is the impact of flexible work policies on the employee in terms of motivation and organisational commitment? What is the impact of FWA in the Recruitment of employees at NBS? What is the impact/role of FWA in the Retention of employees at NBS? What is the effect of flexible working on the WLB of the employee? Overview of the Research methods: Qualitative Research Methods:- Generally speaking, qualitative research provides information about the human side of an issue. According to Bryman Bell(2007), It is a research strategy that usually emphasises work in word rather than numbers as in quantitative methods in the collection and analysis of data. Johnson and Christensen (2004) stated that the unique feature of qualitative research is that it helps the researchs gain a deeper understanding of the participants than purely quantitative data. This method uses participant observation/ethnography, interviewing and focus groups as data collection methods. However due to the ambiguity in connecting theory and research it is facing some resistance. But there is no one best method everything is dependent on the research question and the resources. Quantitative Research Methods: Quantitative Research often entails as systematic and or scientific investigation employing mathematical models and theories. It enables the researcher to provide the data to the reader in numerical forms such as percentages and statistics. It has the benefits of easily tabulating large volumes of data. A quantitative method uses data collection methods such as questionnaires, structured/semi structured Interviews, focus groups. But it has its drawbacks of being totally objective in the interpretation of results as it falls to gain a deeper understanding of human experiences and a lesser control of the variables involved. Mixed Methods Research:- However one more method of Research called mixed methods research has been gaining Importance which claims to bridge the gaps between qualitative quantitative forms. It involves collecting, analysing and mixing quantitative and qualitative approaches providing a better understanding of research problems than one method alone. (Creswell .J.W (1997). Despite Challenging in nature it provides strengths that offsets the weaknesses of the other two methods. But it all comes down to the suitability of the research questions and the research design chosen. Some times during the mixed methods research it is not possible to understand the benefits of the process until we analyse the data. Conducting mixed methods research helps to develop multiple perspectives. For my research it helps me to analyse both the employee and employers perspectives on flexible working and its impact on attraction and retention of employees in relation with WLB. My research consists of both qualitative and qu antitative data collected through a series of interviews with 4 HR Managers and 60 employees who have access to flexible working at NBS. I am aspiring to know the impact of the flexible working on the employees in relation and its effect on turnover rate of the employees at NBS. The semi-structured interviews which hold an equal importance as the self-completion questionnaires helps to the gain knowledge of the employers perspective in relation to the attraction retention of the employees and WLB. Research Design Of all the research designs, Case-study approach has been found appropriate for my research as it entails as detailed and intensive analysis as single case and or organisation (Bryman and Bell, 2007) According to the research questions designed it allows the observations to be evaluated in context(Robson, 1995). According to Adams(2005) it helps dealing with the problems of reliability and validity and allows the triangulation of data. It is best suited for my research as NBS already boasts about the happy employees due to their flexi-working policies in their websites. Case study is deemed advantages as it enables the researcher a greater understanding of complex issues and helps by adding experience and strength to what is already known from previous research (soy, 2006). Case-study has the unique ability to deal with different data such as interviews, questionnaires, focus groups and texts (Uin, 2003). However according to some critics, this approach has the limitations of re liability due to the small number of cases/participants and due to the deeper exposure to the case may result in biased findings (Soy, 2006). But due to its contemporary nature in terms of interpretation it still remains the appropriate and popular strategy with a small group of participants (Hagaan, 2009) within an organisation. Methodology: As stated above mixed Methods research has been followed as it helps my research to understand both the employees and employers views on flexibility through self -completion questionnaires and semi-structured interviews respectively. It helps to o be adopted as it focuses frame my research theoretically and philosophically as it employs multiple methods. Mixed methods research has to be adopted as it focuses on the emergence and importance of flexible work practices in the view of the employer by qualitative methods and link with evidence gathered from the employee through quantitative method. It helps to gain a complete picture of the flexible working at NBS. It doesnt deal with merely collecting both the forms of data but it uses the strengths of each answer the research questions. The data integration can be done by merging connecting or embedding in my research the data collected is integrated by merging it using convergent parallel design. Since both are equal importance co nvergent parallel design has been used where in qualitative and quantitative data collection has been conducted separately, yet concurrently but merged during the interpretation. This can be found in the analysis section of this paper. Data Collection: Self-Completion Questionnaires To assist the survey with the employees at NBS, self-completion questionnaire has been designed by the researcher with an aim to focus directly on the research questions. All the necessary measures have been taken by the researcher for a clear understanding of the questions to employee to get a good response rate. The questionnaires are sent out to the individuals via electronic mail, with a request letter stating the purpose of the research and return in date. This mode of approach deemed very helpful to the researcher in terms of monetary and time resources. It even permits the respondent to take sufficient amount of time and give genuine and thoughtful answers. This survey will act as the main instrument for data collection. The questions have been structured in the likert format using a 5 point response scale. Likert format has been chosen for its ease of use and administration. Interviews In addition to the survey, semi structured Interviews have been conducted by the researcher to get the employees attitudes towards flexible working. The researcher acted as the interviewer and they took place at the office site during the work hours. A formal request has been made to obtain consent and due to the lack of time sample was restricted to 4 HR personnel. The formal request letter and the Interview Questions can be found in the appendix. Ethical Considerations This research is based upon the responses of the employees and the company information gathered from its website. The researcher values the consent of the participants and respects confidentiality in every aspect of the process. This has been explained in the request to participate letters and the emails. Limitations of the study Similar to every research, there have been some limitations to this research. But the researcher has tried her best to obtain most accurate information possible. Time and Budgetary Constraints Apart from the survey, it would have been really helpful if in-depth interviews have been conducted with at least 10 employees to gain a better understanding of the situation at NBS. Reliability and Validity Due to the small number of participation in the interviews reliability was a bit questionable. As riley(2009) stated Value of any research depends on the accuracy of data collected. Legal and Ethical Constraints Acted as a barrier to collect unprecedented information with respect to the data protection act (1998). Many of the NBS personnel contacted has not given consent for interviews due to privacy reasons. Size of the sample For the survey the management has been requested by the researcher for a list of stakeholders availing flexible work arrangements at NBS. It has helped the researcher to evaluate and understand the effect of flexible working policies on the employee from a stake holder point of view. The request to participate was sent out to 60 out of 500 employees. Due to the limitations stated the sample size for the interviews is restricted to 4. Presentation, Interpretation and analysis of the findings Findings of the Survey The participants were carefully sampled on the basis of stake holder analysis according to the information obtained from the organisation. The demographic part of the survey stated that out of 54 responses obtained, 54% of the population were female and 44% male. Care is taken by the researcher to include a diverse and gender equalised sample to get a clear picture. 24 44% 29 54% 17% of the respondents fell into the category of between 18-25 years of age, where as 43% of the respondents in 26-35 years, 19% in 36-45 years, 22% of the sample population fell between the ages of 46-55. Ages 56 and over got 0% as none of the sample population fell under that age category partly due to them being in high level management and difficult to reach. What is your age? 15% of the respondent were single where as 54.1% were married grossing out the highest percentage in this category where as 13% of the sample population are in a relation where as 19% of them stated that they were single parents. marital status 26% of the respondents stated that they have one child whereas 25 of them has 2 children, 22% have children, 13% of them stated 4 and above and not surprisingly 15% of the population stated None. Fig 4: How many children do you have? Due to the careful stakeholder sampling based on the information obtained from the organisation, 93% of the respondents currently benefit from the flexible work policies in place at NBS where as 7% answered with NO. The researcher has not considered this as a major error, as 4 out of 54 responses will not affect the quality of the findings. Fig 6: Do you currently benefit from the flexible work policies at NBS? The responses obtained were par with much of the literature and other public private surveys who stated that the main reason for people requesting flexible working is for child care. 70% of the respondents have stated that the reason for their request is child care where as 19% selected adult care, 30% of the respondents have chosen their reason being educating up skilling. However 43% of the respondents were choosing flexible working in order to cope up with their stress levels, which ranks next to child care, and an significant problem employees have to look upon. The percentages will add up to more than 100% as the employees were given the option of selecting more than one reason for their request to flexible working. Reason for you requesting flexible working from your employer? Ensuring about the most popular flexible work arrangement offered to the employees at NBS has bought out Flexi-Time by 65% of the respondents whereas compressed weeks or hours and work from home follows with a response rate 56% and 43% respectively. It is to be noted that since it deals mainly in the banking industry work from home is not granted to the employees on a permanent of more frequent basis due to security reasons (mentioned in the employees view points in the NBS website). But according to the data the researcher thinks that step is justified to some extent. What are the most popular flexible work arrangements at NBS? Based on the query the employee providing the favourable flexible work arrangement the individuals prefer that suits their work and their family life style 87% of the respondents agreed where as 11% of the respondents selected undecided or stayed neutral. However the interesting factors is that none of the respondents disagreed with the statement which shows that NBS is considerate of its employee needs and understands the benefits of flexible working arrangements to the employee. What is your preferred Flexi working arrangement How strongly do you agree that your employer has been providing the FWA you prefer? When the researcher tried to link the flexible work arrangements provided the employer has a link to improving the levels of job satisfaction, surprisingly majority of the respondents answered that it does have positive effects on the levels of job satisfactions. The numerical can be seen in the bar chart below. Do you feel that the FWA has an influence on improving the levels of Job-satisfaction? Since the objective of this research paper is dedicated to determine if the family friendly policies such as flexible working has an effect on recruitment and retention of potential employees, the researcher posed an enquiry into how strongly the employees prefer to join an organisation that offers flexible working. Not surprisingly but very strongly 93% of the employees have preferred to join an organisation with FWA when they are applying for a Job. 85% of the people have joined NBS due to its flexible working practices, say the respondents. The figures are visible in the charts below. As a potential job-applicant, I prefer to join an organisation that offers flexible working. One of the reasons, I had applied at NBS is because of its flexible working policies 80% of the respondents agreed to the statement that the employer who offers flexible work to its employees for the sake of employer benefits values its employees where are 15% of the people were uncertain about it and 2% of the responded did not agree to the statement. An employer who offers flexible working values its employees When asked if the flexible work practices offered by the organisation helps to recruit as diverse work force 82% of the respondents agreed where as 13% remained neutral. Flexible working practices helps the organisation in the recruitment of a diverse work-force Sort of mixed response is obtained about FWA improving the quality of life for employees and their families, but majority of the respondents (87%) agreed to the statement where as 10% disagreed or stayed neutral. Flexible working improves the quality of life for employees and their families About the effect of flexible working on the work life balance of the employees 86% of them agreed to the positive impact of the FWA in creating a WLB to the employee where as 4% of them disagreed to the statement. Flexible working has an outstanding effect on the Work-life balance of the employees 83% od the respondents have agreed that the flexible working in an organisation attracts the job applicants who cannot work the traditional hours where as 2% did not agree as to it. Flexible working attracts the Job applicants who cannot work the traditional hours There will be a greater affect on the employees perceptions and their usage of flexible working to the number of years the employees have been working in the organisation. This is why the research felt its important to know the number of years, the employees have been working in the organisation. This helps to determine the impact of flexible work on the retention rate of the employees. Out of the 54 participated employees, 23 were working at NBS 3-5 years and 22 employers were employed at NBS from the past 5-10 years and 1 participant is an employee for more than 10 years. How long have you been an employee at NBS? To determine the role of flexible working on the employees intentions to stay at the current job, the employees have been answered if FWA makes them stay with their employer. 65% of the respondents agreed to the statement, and 26% of them strongly agreed that it makes them stay where as only one participant (2%) did not agree. Flexible working makes me want to stay at my current job. It is very important for the employer to know if the employees are leaving the organisation due to the imbalance between work and family commitments. It certainly will have a negative impact on the employer if the turnover rates are high as it increase the recruitment and training costs. 60% of the respondents stated that they left their previous job due to lack of flexible work arrangements. This number certainly shows the impact of flexible working practices on the employees retention rates. One of the potential reasons why I left my previous job is the lack of flexible work arrangements. One of the popular flexible work arrangements offered and beneficial to the employees at NBS is flexi-time. Because of it the employees can accommodate their personal circumstances, such as leaving their child in school, health care at ease as they can choose their working hours. As result absenteeism can be reduced helping both the employer and the employee. 92% of respondents have agreed that Flexible working as significantly reduces their absences. (50 out of 54 respondents). Flexible working has significantly reduced my absences as it allows for changes in personal circumstances to be accommodated. 87% of the respondent recorded that making use of the flexible working organisations has reduced the levels of stress at work, as they can get the work done with in their own schedules. I experience low levels of stress, since I availed FWA because I can get my work done within my own work schedules. Employees develop a sort of commitment towards the organisation when the employer takes steps towards the wellbeing of the individual which improves the morale of the employee and makes them want to stay in the organisation. Here at NBS 93% of the respondents have valued its employer, since the employer himself is willing to help balance the work and other commitments of the employee resulting in the employee to stay at NBS for longer. Knowing that my employer is willing to consider helping me to balance work and other commitments makes me want to stay in the company. Sense of Power over their work helps the individuals develop a sense of own-ness and helps them to go the extra mile adding a better quality to the work performed. This makes a greater difference to the wellbeing of the company as well as the attitudes of the employee. 88% of the employees who has taken the survey have answered that they feel empowered because of the flexible working. Flexible working gives me control over my work. I feel empowered because of it. 92% of the employees at NBS has agreed that the flexible working policies by their employer makes them feel trusted and valued and motivates them to perform better. Availing flexible working makes me feel trusted and valued thus motivating me to perform better. Attracting a retaining talented individuals have been identified as a key to better performance of the percentage of individuals who are choosing careers over family, it is almost the same rate at which individuals are choosing families over career. But the organisations that are helping the individuals balance them both are helping themselves in the current market by branding as employer of choice. 85% of the employees at NBS agree that the presence of flexible work policies has made it an employer of choice which is highly desired by the potential individuals in the recruitment market. Interviews with the HR personnel: Findings Introducing the participants Participant 1 is a female HR Manager that has been working at NBS for almost 5 and half years. She is currently taking advantage of flexi-time which enables to pick up her children from school in the evening. Participant 2 is a male manager for the IT development team, who leads and manages 8 people in the team. The team leader has an experience of 4 years with the company and he is using remote working work from home once a week according to formal contract with the organisation. Participant 3 is a male IT engineer working from the past 2 years at NBS and is a part time carer for to his 9 week baby boy. He started making use of the flexi working arrangements only from the past 3 months to suit his family work commitments. Participant 4 is a part time female employee under the age of 30 working at NBS for the past three years. She is initially a full time worker, but is currently in pursuing her masters at a university in bath. She changed her contract to part-time hours which suits her studies. Impact of flexible working on the employee as a whole at NBS Work-life balance All the interviewees were focussed positive towards flexible working as it is helping them to achieve a satisfactory work-life balance. In their own words I have got the sufficient amount of time to spend with my children. It allows me to balance between work and home have dinner with them work after putting them to bed. Its a perfect harmony. It allows me to adjust the work hours around my family commitments one of the reasons I love my Job. Job Satisfaction Similar to the 87% of the respondents the interviewees has also found being to work flexibility has a positive impact on their levels of job satisfaction. They said I think when I work in my suitable hours, I get a chance to take a step back and think about my work and focus on the actual problems and say why is that code not working?. One more participant reveals that The pattern of the days in and days off gives me more time and relaxation to get other things done helps with my university work One said I like to have my Friday off as my doctor is available and I can have my appointments Up skilling It really makes me feel committed to NBS as they understood and consider my educational needs and provide me days off during my exams. Says a participant Absenteeism This has obviously created a good work environment. The employees can accommodate their personal circumstances and work without taking the day off with flexi-time. Recruitment The participants have stated that for them as potential job applicants they definitely look out for flexibility in organisations. I love working in a flexible organisations. Employers who keep their resources (employees) a priority will be valued in turn by us in terms of commitment and morale. Yes I not only prefer working for a flexible organisation, but I will even recommend NBS to my friends and families. It is a great place to work for those who cannot wok the bureaucratic hours. HR Manager said that these practices definitely aid in attracting a dedicated and talented workforce. We get many personal queries from graduates registering their interest to work at NBS. NBS has got positive results from its flexible work policies and their relation to employee retention. . Some of the Interview comments include I am not interested to join another organisation. I got the FWA, I had asked for. It helped me take care of my baby and be close to him. I really value my employer. One more shared her views I did hear many stories from my friends who are requesting an FWA that suits her. Despite of the repeated requests progress has not made so far. I will be grateful to my employer that I get my shift around my university time table and it really helps me. HR Manger Yes I am very proud to say that NBS is an employer of choice. I am very happy that I am a part of NBS Discussion on the findings (Survey Interviews) According to the results obtained from both qualitative and quantitative research, majority of the employees at NBS are happy about their flexible work arrangements. NBS is trying to ensure a flexible and comfortable work environment for all of its employees. More than 80% of the employees agreed that they are satisfied about the arrangement with their employer and NBS values it employees. Both the interviews and the survey show that 80% of the respondents were able to reduce their stress levels and plan their work around their family commitments creating a perfect harmony. But it is to be noted here that during the interviews an issue about the managers attitudes has come up. In their words I am aware about the legislation and the provision of FWA at NBS. But my manager is not too fond of them. I have to abide by him due to my performance appraisals. So flexible working is out of the question for me. Another Interviewee said I do get my chores done occasionally usin g the flexi-time. But no formal arrangements have been made. I did work hard to achieve this position in the company. I am not ready to lose it. According to the survey 93% of the respondents prefer working flexibly and 85% of them chose NBS because of its flexible work policies. Even though some of the interviewees agreed to it, one person revealed that I think they focus on it because the law required them to do so Despite the above arguments from a minor population of the participants survey has shown that NBS is a dedicated employer which considers the well-being of its employees. 87% of the respondents said that NBS is providing them with the FWA they prefer and it definitely has an impact on the employees levels of Job satisfaction. Even the interviewees admitted that getting work done and still being able to manage issues out of work has significantly improved the employees commitment to the employee. This response supports Burud and Tumolos (2004) statement th at the organisation which uses its flexible strategies effectively is more likely to be efficient and profitable in the short run and better placed for long-term success. This can be justified with the employees responses where they have valued its employer and stated that they love to stay at their current job. This reduces the training recruitment costs making the organisation perform better. As Johnson (1995) says that employees are more likely to leave their job, when they are experiencing conflict between work and family responsibilities. NBS has a very low turnover rate which is healthy for business. But one Interviewee said I do want to change organisations after a bit of time. It gets me a change of environment and I like it. But overall the situation at NBS concerning the retention of staff follows Greenbergs(1990) statement that employees will have a positive attitudes to organisation who they perceive to be treating them fairly. One of the biggest issue s, HR Managers are trying to reduce these days is the levels of absenteeism low levels of absence improves the performance of employees and the organisation. This is supported by Sanchez et al (2007) where it is said that an organisation will be able to achieve sustainable competitive advantage it makes effective use of resource, one of which s low level of absence. Many of the respondents abided by the above statement as using flexi time, compressed hours makes them work out an appointment with the doctor or accommodate other personal circumstances without taking the day off. Overall it can be arguably stated that NBS values its employees as well as realise the business benefits of flexible working. As Clark (2008) says that the flexible working practices can be advantageous to both the organisations and the employees. Since it allows the employees to gain control over their work-life balance, it certainly has its positive effects on the organisations recruitment and retention o n process. Employers who are considerate of their employee needs and treat them fairly are definitely known to have better yields in the long run and it even creates a brand choice for the employees in the market. Summary of the findings and Conclusion The main aim of this paper is to find out the impact of the flexibility on the employee in terms of work-life balance and his commitment to the organisation. It also focussed on how flexible work practices are helping the organisation in effective recruitment and retention of the staff. The research has stated that the flexible practices indeed have a positive effect on the work force in terms of Job satisfactions and balancing their personal life around their work commitments. Unlike the traditional bureaucratic practices employed by the organisations, todays firms are focussing on the development of employee welfare practices in order to cope up with the global competition and expanding customer expectations. NBS has set out its own niche in the current market by providing flexible working practices on a higher note to the employees. The research has found out that flexi time, work from home Remote working) and compressed weeks or hours has been proving beneficial to the emplo yees for a variety of reasons. Since majority of the employees are female (76%) the success at NBS can be attributed to the 13% of the female staff returning to work after their maternity leave. One more success step that has been on NBS account was re-launching the flexible working policies two years ago. This allowed the employees and managers to have a complete awareness on the policies and how it works. The benefits are clearly visible when the researcher compared her survey to NBSs employee survey which has shown that NBS Survey Researchers Survey 76% of people are happy with their WLB 86% AGREED Staff turnover rate is  ½ the industry average. 82% of respondents want to stay in NBS Attracting a wide part of potential employees. 85% AGREED And in addition it has mentioned that operating cost have fallen by  £185 million over the past 3 years. Similarly organisations should strive to imbibe flexible work options to their employees and rea p the benefits. From the case study of NBS, it is conclusively clear that the flexibility in organisation not only benefits the employer or the employee, but the organisation as a whole. Therefore flexible working should be recognised as effective strategy that aids the forms in terms of competitive advantage and long term benefits. Recommendations: Based on the evidence, some recommendations have been formulated by the researcher which when applied effectively may create a better implementation of the currently existing flexible working policies at NBS. Training the managers: Since the concept of flexibility is relatively new, creating awareness about the flexible work policies and its link to WLB and productivity helps to bridge the gap between implementation and rhetoric. Awareness: Employees at NBS have some perceptions and beliefs that taking advantage of the flexible working may push their career backwards. This can be overcome by linking appraisals to performance rather that number of hours worked. Links with Government: Taking advantage of the government support schemes and training programs for employees helps overcome the shadows of FWA. E.g.: www.acas.org.uk www.bis.org.uk www.flexibility.co.uk Strategic creation of jobs those are flexible in nature. Onsite child care: Since the workforce comprises 80% of female employees building a crà ¨che facility would be beneficial or helping with childcare. HSBC runs a crà ¨che for its employees children instead of part of their salary. But onsite child care helps the mums to overcome the anxiety of leaving the child at some other nursery faraway. Annual employee surveys and publishing the results on the intranet and newsletters helps the employee to know about the flexible working results and importance.