Human Potential – Of Mice And Men

In the novel Of Mice And Men, John Steinbeck Illustrates human potential and its effects on Lennie Crooks and George. Steinbeck suggests humans have the natural potential to seek happiness although the potential can be fatal or harmful. Although Lennie does not have the potential to be smart, Lennie has the potential to be a hard worker. However, Lennie s strength did not work with him and the result was fatal. Lennie is an extremely large man who had the strength of a bull. With the use of his strength, he was great worker but did not understand how strong he was. George explains Lennie s strength by: â€Å"that big bastard can put up more grain alone than most pairs can†( Steinbeck 34). Through his size and his enormous amount of strength Lennie could out work the other men of the ranch by himself. Through the use of Lennie s strength he became a great worker who knew nothing more than to work. Lennie uses his potential to work hard, but does not understand how strong he is. Without George, Lennie does not understand what to do. Lennie gets frightened and uses his strength to hold on to objects. Lennie is just like a child. He will do what ever George tells him to: â€Å"Curely was flopping like a fish on a line, and his closed fist was lost in Lennie s hand. George slapped [Lennie] in the face again and again and still Lennie held on(63). Through Lennie s actions we can see that Lennie is very similar to a child. Lennie s first instinct when he is scared is to hold on. Just as a little kid holds on to its mom or dad when they become frightened, Lennie holds on to objects. Because of Lennie s low intelligence to understand his strength, he becomes frightened and kills Curley s wife and as a result, she ends up being killed by is otential: â€Å"She took Lennie s hand and put it on her head And then she cried angrily. Lennie s fingers closed on her hair and hung on. He shook her and her body flopped like a fish. And then she was still†(91). Lennie did not understand his strength and became frightened, and once again just like just like a little child he held on. But he ended up breaking Curley s wife neck. As a result of his actions Lennie ended up dead. Lennie had an extremely great potential to use his strength and become a great worker. However his difficulty to understand his strength lead to his death. Unlike Lennie Crooks potential is his knowledge, and Crooks has the ability to use his knowledge to, try to escape the problems he has on the ranch. However Crooks falls back into a 1930s attitude and chooses to neglect his knowledge. Crooks also uses his knowledge to express his ideas and feelings to Lennie. â€Å"Books ain t no good. A guy needs somebody to be near him A guy goes nuts if ain t got nobody†. (72) Crooks is proving that he is a very knowledgeable man When around others he may chooses to use his knowledge to express his ideas and become a stronger influence. Crooks uses his wisdom to express his ideas and eelings and leave a very strong impact. Crooks has the likelihood to use his knowledge, but how he uses his wisdom will determine his fate. â€Å"I said s pose George don t come back no more. S pose he took a powder and just ain t coming back. What ll you do then? He won t do it Lennie cried. He ll come back tonight —†(71). Crooks is using his knowledge as a power trip on Lennie who does not understand what Crooks is saying. Crooks is doing this because he has never had a chance to use his knowledge in such way before, but is really abusing it. Crooks chooses to use his knowledge around Lennie. But when a higher authority is around Crooks chooses to ignore it for his own safety. â€Å"Listen nigger, [Curley s wife] said, (y)ou know what I can do to you if you open your trap? Crooks seemed to grow smaller, and he pressed himself against the wall. Yes ma am, and his voice was toneless†(80). When a higher authority is present Crooks chooses to ignore his knowledge because he is scared to speak out for fear of losing his job. Despite Crooks, knowledge he chooses to ignore it around higher authority, this ending up in a 1930 s attitude with his knowledge going to waste. Unlike Lennie or Crooks George has the potential to be his own boss. If George does not work hard enough his potential to be his own boss will be lost and his dream will be crushed. George has always wanted to be his own boss. When he sees that the potential is there, George tries to act on it. George says: â€Å"We d just go there, we wouldn t ask nobody if we could â€Å"(61). George would love to be his own boss and do his own thing, mainly because George would not have to take orders from any one. To accomplish being his own boss, George tries to save his money so that he can buy the ranch: â€Å"If me an Lennie work one onth an don t spen nothing, well have a hundred bucks† (60). To fulfill his potential to be his own boss, George says he will save his money and not spend any. If George can accomplish this he will be his own boss. When Lennie breaks Curley s wife s neck, George realizes that the potential to be his own boss is lost. Candy says: † You an me can get that little place, can t we George? Candy dropped his head and looked down at the hay. He knew†(94). Now that Lennie has broken Curley s wife s neck, George realizes that his possibility of being his own boss is gone. Without Lennie, George feels here is no hope. As a result the potential to be his own boss is lost. George has a great potential to be his own boss, but with the death of Lennie, George loses hope. George has chosen his fate to be a worker and not to be his own boss. In his novel, Of Mice And Men, John Steinbeck illustrates to us that all humans have the potential to do well, but how they use their potential will determine their fate. Lennie, Crooks and George all have one thing on their mind: to accomplish their potential and make it reality. If they do not use their potential It can a source of pain and an unfulfilled dream.

Global Warming Crisis Essay

Global warming pertains to the increase in temperature of the atmosphere based on the entrapment of gases that are emitted from activities on the surface of the earth. The increase in temperature is a direct result of the greenhouse effect, which involves heat that originated from the sun, which is entrapped within the atmosphere due to several factors. Scientists have determined that the atmosphere’s temperature has increased since the industrial revolution, which has maximized the use of chemicals in manufacturing various kinds of materials in industry. There are four principal gases that have been identified to be primarily responsible for the onset of global warming. Carbon dioxide (CO2) is accountable for approximately half of the greenhouse gases in the atmosphere (Pearson and Palmer, 2000). This gas is a by-product of fossil fuel combustion, which involves burning of coal, natural gas and oil. It is also generated from deforestation activities, which have increased for expansion of industrialization areas. Trees utilize carbon dioxide in their photosynthetic reactions, but it there are fewer trees in the environment, less CO2 is removed from the atmosphere, leaving the environment with excess amounts of CO2. Another gas that has been determined to be responsible for global warming is chlorofluorocarbons (CFCs), which are the primary constituent of plastics and aerosols, as well as refrigerants in air conditioners. Chlorofluorocarbons make up approximately 25% of the greenhouse gases in the atmosphere. Thirdly, methane gas (CH4), which comprises approximately 12% of the greenhouse gases, is also accountable for global warming. Methane gas is released during the decay of organic matter, as well as in the stomachs of cattle, sheep and termites, yet, most of the gas is currently generated by industrial companies. Lastly, nitrous oxide (N2O) is responsible for approximately 6% of the greenhouse gases. It is a by-product of industries, as well as nitrogen fertilizers, volcanic eruptions and livestock manure. Global warming not only affects the weather, but it will also affect natural habitats. Higher levels of CO2 may facilitate the growth of forests, facilitating them to flourish and bloom. The warmer ocean waters will be helpful to fish and algae in the high seas. However, those organisms in higher elevations will find difficulty in surviving in warmer environments. Higher temperatures in oceans may kill corals, which are the nurseries for fishes and other aquatic organisms. For the human population, global warming may cause more incidents of infectious diseases such malaria, as well as systemic health problems such as heat stroke and respiratory diseases. Currently, the world is confused as society is ignorant of the detailed effects of global warming. Society is aware the summers are now longer and more intense and winters are envious of summer’s wrath, unleashing a fury that rivals the intensity of the heat. This is actually what global warming does. It confuses the world and now currently has also succeeded in confounding scientists. From a scientific point of view, global warming can be understood as a global environmental phenomenon which is characterized by an increase in the average temperature of the Earth’s near-surface air and oceans (Smith and Reynolds, 2005). There is certainly no doubt that global warming has a very detrimental effect on the environment as it causes rising sea levels and alters the amount and pattern of precipitation that a areas all over the world get (Gregory et al. , 2002). These environmental changes are also the projected causes of other ecological changes such as increases in the frequency and intensity of extreme weather events which in turn creates changes in agricultural yields, glacier retreat, reduced summer stream flows, species extinctions and increases in the ranges of disease vectors (Choi and Fisher, 2003). Based on the current scientific projections, the temperature of the world is expected to increase by 1. 1 to 6. 4 Â °C (2. 0 to 11. 5 Â °F) between the years 1990 and 2100. While most of the studies and projection models that have been utilized for these estimates cover the period up to the year 2100, global temperature warming and sea level rise are expected to continue for more than a millennium even if no further greenhouse gases are released after this date (Haigh, 2003). This is due to the melting of the polar ice caps which is estimated to continue due to the changes that have already occurred in the world’s temperature. One proposal to answer to the problem of global warming is a lot simpler in theory than it is in practice. Given the rate of economic growth of many of the developing countries and the shift of production to the lesser developed countries, the implementation of any global protocols is easier to imagine than to implement (Torn and Harte, 2006). Greenhouse gases, which are cited as one of the main causes of global warming, are most commonly emitted from the highly industrialized countries and the less developed countries which rely heavily on industrial machinery for production. The problem in this scenario is that by cutting back on the emission of greenhouse gases, a majority of the world’s production of most major goods will be affected. The economic costs not to mention the technological impediments that preventing the shift to more environmentally friendly methods make the reduction of these greenhouse gases extremely difficult (Rudiman, 2005). There have been steps that have been taken to reduce the levels of greenhouse gases. In order to address the situation of global warming, many countries have participated in the world’s primary international agreement on combating global warming which is the Kyoto Protocol. An amendment to the United Nations Framework Convention on Climate Change (UNFCCC), the Kyoto Protocol binds signatory countries to reduce their emissions of CO2 and five other greenhouse gases. In the alternative, it allows these countries to engage in emissions trading if they are able to maintain or increase emissions of these gases (Wigley, 2007). The problem with this protocol, however, is that it exempts developing countries from meeting emission standards in Kyoto (Choi and Fisher, 2003). Some of the countries that have been exluded from this list are China and India, who are ranked as the second and third largest emitters of CO2, behind the United States. It is clear therefore that even despite these actions much more work is needed in order to address the problem. The implementation of international protocols and requiring countries to meet certain environmental standards is certainly a big step towards addressing this issue. More intergovernmental cooperation is also another prospective answer to this problem. The more developed countries should also take the lead in encouraging the shift away from more traditional methods of production towards more environmentally friendly methods through the award of grants and exchange of technology (Torn and Harte, 2006). The creation of a body that is designed to not only specifically develop policies regarding this issue but also be given the power to enforce these policies will allow for the more efficient reduction of these greenhouse gases (Torn and Harte, 2006). References Choi O and Fisher A (2003): The impacts of socioeconomic development and climate change on severe weather catastrophe losses: Mid-Atlantic region (MAR) and the U. S. Climate Change Vol. 58, pp. 149. Gregory JM, Stouffer RJ and Raper SCG (2002): An observationally based estimate of the climate sensitivity. J. Climate 15(22):3117-21. Haigh JD (2003): The effects of solar variability on the Earth’s climate. Philos. Trans. Roy. Soc. A: Math. Phys. Eng. Sci. 361(1802):91-111. Lean JL, Wang YM and Sheeley NR (2002): The effect of increasing solar activity on the Sun’s total and open magnetic flux during multiple cycles: Implications for solar forcing of climate. Geophys. Res. Lett. 29(24):2224. Pearson PN and Palmer MR (2000): Atmospheric carbon dioxide concentrations over the past 60 million years. Nature 406(6797):695–699. Revkin AC (2005): Rise in gases unmatched by a history in ancient ice. New York Times, November 25, 2005. Rudiman W (2005): How Did Humans First Alter Global Climate? Sci. Am. , March 2005 issue. Smith TM and Reynolds RW (2005): A global merged land–air–sea surface temperature reconstruction based on historical observations (1880–1997). J. Clim. 18(12): 2021-2036. Torn M and Harte J (2006): Missing feedbacks, asymmetric uncertainties, and the underestimation of future warming. Geophys. Res. Lett. 33(10):L10703. Wigley T (2007): The Kyoto Protocol: CO2, CH4, and climate implications. Geophys. Res. Lett. 25(13):2285.

Why I Choose a Career of Medical Transcripionist

There is a wide range of job opportunities available to practically anyone in the US. One particular occupation is a Medical Transcriptionist, a career I have been inspired to strive for. There are a number of reasons why I desire to become a Medical Transcriptionist. One reason is that I spend a large amount of time in front of the computer. I continue to maintain a 70-80 WPM typing, and I would honestly love to gain money from typing. I also would like to contribute to making sure medical processes go smoothly by creating concise, clear documents. My friend recommended medical transcription to me, and I began to research it. I wanted to pursue a Medical Transcription certificate or degree to increase my chances to get some sort of transcriptionist or clerical job. The most beneficial advantage for working as a MT is the flexible hours and availability to work anywhere, like at home. Although that may be the largest advantage to most, there is a reason for me to be able to work at home. As my spouse in IT job, most of the time we are travelling from one city to another. Due to this frequent travels and switching of places I am not able to concentrate on my job. Also I have my children to look after and concentrate and also I want to be a support for my husband so that we can take acre of the loans and other needs of the family in a more efficient way. Also we are living here in another country far away from ours and we are not able to frequently visit our family back there due to financial constraints. With this flexibility, I will be able to afford money and time to visit them. Penn Foster is a great MT course choice for many different reasons. I have searched long and wide for medical transcription schools and found many, including US Career Institute, Allied Medical School, and Career Step, all of which ranges from $1200-$1800! The cheap pricing (and high quality) of Penn Foster is a great motivation to consider this class over others. In addition, the courses will give me a great overview to how each medical practice works, allowing documents to be written smoothly. In addition, Penn Foster allows me to take the course at my own pace and also in the comfort of my home. This educational program also offers services to student. I feel like I have confidence that I can do my best with Penn Foster by my side. In the future, I hope to achieve the MT education needed to be granted a job as a transcriptionist. I believe taking this class will give me a much better understanding with medical disciplines and the works. Penn Foster really seems like the best opportunity I can pursue to achieve that job placement!

The Theory-Approach Linkage Assignment Example | Topics and Well Written Essays - 250 words

The Theory-Approach Linkage - Assignment Example Developed knowledge from qualitative research findings also adds to existing theory and facilitates development of new theories in answering qualitative research questions (Indiana, n.d.). This mutual relationship is evident in the articles that I reviewed towards my proposed study. The researchers applied existing knowledge to guide their studies to delimit their research scopes and identify variables for consideration and their levels. Two of the articles relied on general theories while one specified theories that informed its construct. Theory development from qualitative research approach is however common among the reviewed articles (Lorber and Savic, 2011; Su, Jeckins and Liu, 2012; Saccomanno and Zipp, 2011). Saccomano and Zipp’s article is the best example of theory alignment approach because it explicitly identifies a theory and applies the theory in informing the research. It applies the â€Å"Path-goal theory† to develop background information on expected relationship between leadership competence and the ability and tendency to delegate and to construct variables for the study (Saccomanno and Zipp, 2011, p. 524). Background information on different leadership styles and their characteristics facilitated the researchers’ construction of research hypotheses and informed research methodology. The research’s findings add to the existing knowledge in nurse leadership by proposing a theory that confidence in delegation of duties among nurses is independent of leadership styles (Saccomanno and Zipp,

Trevor comes to see the doctor Assignment Example | Topics and Well Written Essays - 1750 words - 1

Trevor comes to see the doctor - Assignment Example With time, the production of insulin becomes insufficient, leading to similar symptoms as type 1 Diabetes, which may be either gradual or asymptomatic. The patient is 61years and he has lived in Sydney for most of his life until he was 50 years, when he decided to relocate to his rural place. He leads a sedentary lifestyle and he has not undertaken physical exercises since he was a teenager. In addition, he faces the problem of lacking proper and healthy diet at home, mainly because he does not have a choice of the food he eats but has to accept what his wife prepares for him; occasionally, she provides him with steak and chips from fast food outlets. Risk factors he is involved in include heavy smoking, sedentary lifestyle, and having no control on his diet. The exercise regime is poor, although he admits taking brisk walks at home under pressure from his partner, a ritual that he does not enjoy due to physical discomfort of the exercise and lacks of endurance. He was once asked to be tested for diabetes type 2 but he declined. The physical assessment reveals raised blood pressure and blood sugar while lung field sounds are compro mised but can be heard. Other vital signs tested included heart rate, respiratory rate, temperature, and oxygen, which are normal routine checks for his clinical presentation. The initial results from physical assessments make the doctor to order further test for serum cholesterol and fasting blood to confirm the diagnosis. Investigation reveals raised serum cholesterol and a high fasting blood sugar, which points to the indication of Ischemic Heart Disease and Type 1 Diabetes. From the initial assessment, the patient’s lifestyle predisposed him to the risks of the diseases. The physical exam revealed that the patient could not endure resistance exercise, smokes heavily, and has never been mindful of his diet. Random blood sugar is abnormal, and the vital respiratory signs are

Taylor v. Louisiana Case Study Example | Topics and Well Written Essays - 500 words - 52

Taylor v. Louisiana - Case Study Example The State argued that the appellant right for fair a trial was not breached since he does not belong to the excluded faction. Taylor appealed the procedural issues to the Supreme Court of the United States. Â  The appellant argued that 53% of women in Louisiana were eligible to be on the jury. However, the state discriminated women. According to the Sixth Amendment, a jury must represent all a factions in the community such as race, ethnicity, and gender. Thus, the State violated the constitution. It is thus a breach of constitutional right to uphold the verdict of a jury whose composition does not meet the constitutional threshold. Â  The argument of Louisiana State is that the right for fair hearing was not affected since the Appellant did not belong to the class that was discriminated. However, in Smith v. Texas (1940), the Supreme Court ruled that for a jury system of fair and impartial, it must be made of a cross-section of the community. Thus, no verdict is enforceable from the decision of the jury, based on a nullity. Â  Reversed and remanded. The court decision was based on the fact that the constitutional requirement was not met in the selection of the jury. A nullity was found in the manner that Louisiana set up an all-male jury in a community where 53% of the women were fit to sit on the jury. Â  The case is an example of the role of the Supreme Court of the United States in ensuring a fair trial for all suspects. The case presents two scenarios; the requirement for n all inclusive jury, and whether the all-male jury compromised the fairness of the trial.

How equilibrium occurs using the aggregate supply (AS) and aggregate Essay

How equilibrium occurs using the aggregate supply (AS) and aggregate demand (AD) framework - Essay Example This paper describes the occurrence of the equilibrium using aggregate supply and aggregate demand curves, and the fluctuation of real GDP around the potential GDP with reference to the economy in UK. Aggregate Demand Aggregate demand curve represents the desired spending, consumer behaviour and the buying of equipment by governments and foreigners. The aggregate demand rises with the increase in expenditure caused by increased optimism by the households on lifetime incomes and increased need for the product. The combined monetary assets and the decrease in interest rates stimulate the desire to spend by the firms and households. Low interest rates reduce the saving reward and borrowing costs for households, but for businesses, this reduces the borrowing costs for investing in equipment and plant (James, Walte and James 2006, p. 777-790). The aggregate demand curve slopes downwards due to the fixed nominal value for some assets, particularly the money itself. The increase in prices f or the goods with no changes in money leads to the real value of money balances declining and this result to decreased liquidity. The rise in prices increases the demand for dollars in financing the transactions. Short liquidity to the monetary assets results when nominal dollars’ supply does not change. ... Prices and output are inversely related. Shifts in aggregate demand curve Aggregate demand curve changes due to wealth effects like the money supply, interest rate effects, and the net exports effects. The changes are represented by shifts in aggregate demand curves either to the right, or to the left. A right shift in aggregate demand curve (AD1 to AD2) indicates an increase in GDP at the same price level for the quantity demanded. A left shift (AD1 to AD3) indicates a decreased GDP for the quantity demanded at the same price levels (Justiniano & Claudio 2011, p. 89). Shifts in aggregate demand curve Source:http://www.cliffsnotes.com/study_guide/Aggregate-Demand-AD-Curve.topicArticleId-9789,articleId-9737.html Aggregate Supply Aggregate Supply (AS) model measures volume of the goods and services produced by an economy at given overall price level. The AS curve summarizes the production behaviour for the side markets, and it slopes upwards. The Aggregate Supply curve may be horizonta l or vertical depending on the conditions (James, Walte and James 2006, p. 777-790). The curve is inelastic in the long run and elastic in the short run. Therefore, when the long-run curve is vertical, the return is to natural output level as the equilibrating forces pull back to vertical long-run curve. The upward facing slope is caused by changes in firm prices due to the increased demand. In the presence of menu costs, firms raise the prices or increase the production, resulting to aggregate increase in both output and prices (Berrah and Cliville 2007, p.709-719). Graph 2: Aggregate Supply Curve Source: http://www.cliffsnotes.com/study_guide/Aggregate-Supply-AS-Curve.topicArticleId-9789,articleId-9738.html The vertical axis in aggregate supply curve represents the

Where Am I Now Essay Example | Topics and Well Written Essays - 1250 words

Where Am I Now - Essay Example Although college was challenging, I graduated from the University of Peru with a degree in Communication. Using my degree, I published a 400-page book of nonfiction about preserving nature: I called it The Dream of the Dolphins. After this, I found a job with IBM selling large, mainframe computers to banks. In 1999, I met and later married my husband who I met at an IBM advertising conference. We married six months after the conference and we moved to the United States. Currently, we live in a small, friendly, community in Norwich, Vermont. Our home is on a farm, and we have four horses, four dogs and four children. I am currently working full-time as a graphic designer at a very successful advertising agency in Woodstock, Vermont. In addition, during my free time, I enjoy reading a good book and working out in the gym. Some of my hobbies include skydiving, hiking and horseback riding. One challenging issue for me is the fact that English is my second language. This means that I ofte n have to use an editor in order to make sure that I am writing the words correctly. What many people do not realize is that students with English as their second language have to use other ways of learning English that natural English speakers. According to Yau-hau Tse (2011) â€Å"students used six dimensions of language learning strategies: cognitive, social, association, compensation, assistance and constructive strategies† (p. 33). ... I notice that I basically ask many questions in class to make sure that I understand what is going on. I learn best through hands on learning, face to face and lectures. These methods suggest that I am a visual, kinesthetic and auditory learner (Fleming, 2011). This means that I need to hear and see what I am learning on one level and if the course adds some type of hands on ability, it allows me to totally engage in the learning of that subject. I find that if I have more than one way to approach a subject I have a better understanding of what I need to do to be successful with that subject. Luu Trong (2011) states that understanding the learning styles is important in order to engage students into specific learning. He calls learning styles â€Å"a consistent way of functioning which reflects cultural behavior patterns †¦Ã¢â‚¬  (p. 291) which means that because learning styles are based within cultures, they also can be stretched to accommodate more styles as they are develo ped. I am not sure that I am developing new learning styles yet, but perhaps this will happen later. Barnes, Marateo and Ferris (2007) suggest that there are many different styles to consider when working with learners and students today are part of a generation that they call The Net Generation. They say that this generation is very interested in education and that they are brought up in education from a very young age. I see myself as part of this particular generation and I do believe that my education is very important to my future goals. As they state, I have been involved with the Internet for a very long time and have and I understand my learning style very well. As a teacher/counselor/mentor/leader, I

Challenges in Education of Gifted Children in Australia Essay

Challenges in Education of Gifted Children in Australia - Essay Example But such rigid systems have been found to be counterproductive as far as gifted children are concerned, placing them on a different level as compared to the average child, which results in isolation and/or social problems that affect their grades and produce underachievers. On the other hand, the creation of specialized education for a select few poses the threat of elitism and the eschewing of the social function of schools in favor of competitive education.[1]. While some educators contend that special education is â€Å"a healthy psychological experience† that nurtures talent, others feel that children run the risk of â€Å"narrowing their focus† too soon[1]. In fact, the very concepts of what exactly constitutes â€Å"talent†, â€Å"creativity† and â€Å"giftedness† itself are at issue among educators, adding fuel to the hothouse debate about educational policies and the role of teachers in the classroom, in ensuring that children’s educa tional needs are met in the best possible way. Bragett(1997) proposes that giftedness is the innate ability that remains unchanging over time; but the maturation and development of the innate gifted nature are influenced by the development concept model, which moots that giftedness will be conditioned by the environment. The factors affecting the development process are child-rearing techniques, nature of peers and other influences, the kind of school and teachers, profession and job training and inherent motivation and self-esteem. Tassel (2001) characterizes giftedness as above-average intellect in terms of inherent aptitude, while talent is the demonstration of that giftedness in the form of above average achievement in performance. While giftedness is inherent and requires catalysts such as (a) inner strengths of the individual, i.e, motivation and (b) environmental factors such as parental  involvement in order to develop the ability, talent is developed through the process of learning, training, and practice.

SQL&Security Assignment Example | Topics and Well Written Essays - 500 words

SQL&Security - Assignment Example The collection has a provision for checking and validating the typed parameters. 3). a). After using SQL injection, the table that had the users came up. These were the names of the field being referenced. The command that was used was ‘=’. Inputting this in the name field made the database to drop the able contents. The contents are valid because they came assigned with user ID’s. 3). b). When the characters ‘=’ are input in the username text box, the results is the contents of all the usernames that can access the system. The database responds to this entry by displaying all the contents for the field entered. The result for this is the display of the contents of the username table as shown below. ^(((((25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9])\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[0-9])-(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9])\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[0-9]))|((25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9])\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9]|0)\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[0-9]))),)*)(((25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1-9])\.(25[0-5]|2[0-4][0-9]|[0-1]{1}[0-9]{2}|[1-9]{1}[0-9]{1}|[1- b) Students numbers are predictable because they are sequential and are assigned according to faculty. This makes it easy to predict another student’s number, to beak this cipher an algorithm is created to subtract the cipher byte from the respective ascii equivalent of the number, after they have been converted to binary. An example Student ID number is

Crito Research Paper Example | Topics and Well Written Essays - 1250 words

Crito - Research Paper Example Euthyphro identifies with Socrates because people laugh at him when he predicts the future. On the other hand, Euthyphro is accusing his father of murder. His father, by neglect, had let a servant who had killed another servant die in a ditch while awaiting instruction on what to do with him. Socrates taunts Euthyphro if he has such a precise knowledge of right and wrong and if so, whether what he is doing is not a wrong. The debate shifts to the discussion about what is holly and what is unholy, Socrates wants to learn from Euthyphro. Euthyphro argues that not prosecuting offenders because they are your relatives is unholy. He proves this by reminding Socrates of the god Zeus who is said to be the most just. Zeus, he says, bound his father Cronos because he had devoured his own sons. Socrates is indeed doubtful about the tales about the gods. Socrates asks Euthyphro to provide him with a standard by which to measure things as holy or unholy. Euthyphro says that holy things are dear to gods, and unholy things are not dear to the gods. Socrates remarks that gods also argue until they fight. He also points out that such arguments can only be about right or wrong. Socrates then brings out the flaw in such a definition by leading Euthyphro to admit that something considered dear to the gods is also, on the other hand, not dear to the gods; otherwise, they would not argue and fight. They both proceed to come up with another definition of purity. That what all the gods hate is impure and what they all love is pure, but what some gods love and others hate is both pure and impure. Unexpectedly, Socrates also punches holes in this definition. He asks whether the holy become holy because the gods love them or the gods adore them due to their holiness. They then agree that which is precious to the gods is also precious to them because they love it and not the other way round. This, Socrates points out is a contradiction and continues to demand another distinction between holy and unholy. Euthyphros, at this point gives up, but Socrates continues trying to come up with a distinction. He later proves that fear does not always result to reverence but reverence results to fear, which goes against the words of a poem on Zeus. On that, Socrates proves that piety is only a part of the bigger concept of justice. Euthyphros then asserts that piety is a part of justice, which concerns the gods. The word he uses ‘attention’ leads Socrates to enquire whether it is the attention that improves something. Euthyphro then gives another definition. That piety is sacrificing and praying to the gods. He expresses the idea of doing business with the gods. Socrates also wants Euthyphro to state to what benefit the gifts to the gods are. Instead, he says they are a show of honor and esteem. Thereby he admits that piety depends on what the gods like, which they had assumed not to be the case. The discussion becomes circular, and Euthyphros abandons the dialogu e. According to J. Adam, Euthyphro represents Plato’s perception on the Athenian orthodoxy that was common. Euthyphro represents the mindset that led to the murder of Socrates (Berversluis 161). Euthyphro is an example of a- know- it- all, ignorant of his ignorance. He flaunts his knowledge in matters of religion and even adopts a fatherly tone towards Socrates. He is overconfident and uncritical to the extent that he does not realize that Socrates is not taking him

Cyberterrorism Essay Example for Free

Cyberterrorism Essay The term cyberterrorism was created in the mid 90’s by combining cyberspace and terrorism. The term has been widely accepted after being embraced by the United State Intelligence Community. Janczewski and Colarik describe cyberterrorism as â€Å"Premeditated, politically motivated attacks by subnational groups, clandestine agents, or individuals against information and computer systems, computer programs, and data that result in violence against non-combat targets† (Janczewski Colarik, 2005, p. 43). Cyberterrorism is a form of terrorism that uses any form of connected source to engage in attacks of information systems, incitement to violence, theft of data, and planning of terrorist attacks (Britz, 2011, p. 197). As an introduction into the topic, the following definition is key to understanding the definition: â€Å"Cyberterrorism is the convergence of terrorism and cyberspace. It is generally understood to mean unlawful attacks and threats of attack against computers, networks, and the information stored therein when done to intimidate or coercer a government or its people in furtherance of political or social objectives. Further, to qualify as cyberterrorism, an attack should result in violence against persons or property, or at least cause enough harm to generate fear. Attacks that lead to death or bodily injury, explosions, plane crashes, water contamination, or severe economic loss would be examples. Serious attacks against critical infrastructures could be acts of cyberterrorism, depending on their impact. Attacks that disrupt nonessential services or that are mainly a costly nuisance would not† (Denning, 2000). Cyberterrorism is considered an act of violence or intimidation using cyberspace. It is more complicated than simply hacking into a system to see what damage can be done; it has to stem from a motivational source such as politics, foreign government, or some other rousing source (Gross, 2003). Enemies of the U. S. are strongly motivated by hate. Hate can be a strong motivator when it comes to cyberterrorism, and just terrorism in general. When hate is the driving factor of actions, the consideration for the targeted group is very minimal, and the results of hate crimes are usually violent and gruesome acts. The FBI’s definition isn’t that far off from Denning’s. They have published three different distinct definitions of cyberterrorism: â€Å"Terrorism that†¦initiates attacks on information† – â€Å"the use of Cyber tools† – and â€Å"a criminal act perpetrated by the use of computers (Baranetsky, 2009). Most government agencies that have a response program for cyberterrorism have their own published definition of cyberterrorism. The question rises ‘why does cyberterrorism occur? ’ The answer is that the terrorist want cause specific damage to the target. There are three factors that are considered when this question is asked, the first being the fear factor. It is the most common denominator of the majority of terrorist attacks. The attackers want to create as sense of fear in individuals, groups, or societies – whomever they are targeting (Janczewski Colarik, 2005, p. 45). Perhaps a cyber example of this could be the attack of IT installations. Then there is the spectacular factor. Spectacular means that the attacks are aimed at creating direct losses or resulting in a lot of negative publicity (Janczewski Colarik, 2005, p. 45). An example of the spectacular factor at work was in 1999 when Amazon. com was closed because of a Denial of Service (DOS) attack. They suffered losses from the attack, but the worse affect was the publicity that that was received (Taylor, Calabresi, Krantz, Pascual, Ressner, 2000). The last factor is the vulnerability factor. This is simply when vulnerability of an organization is exposed (Janczewski Colarik, 2005). An example of this could be the vandalism of an organizations webpage. The importance and significance of cyberterrorism is a very debatable topic. Kim Taipale, founder and executive director for the Stilwell Center for Advanced Studies in Science and Technology Policy believes â€Å"cyberterrorism, whatever it is, is a useless term. Taipale believes that, â€Å"terrorists will use any strategic tool they can† so â€Å"cyber† terrorism is no more important then other forms (Baranetsky, 2009). The statements by Taipale are strong, and arguments could be made supporting her, and arguments could be made that go against her beliefs. It is true that terrorism is growing all over the world, and terrorists are beginning to use various outlets to threaten nations, groups, and individuals. So the case could be made stating that cyberterrorism is just an accessible outlet terrorists have, because of the access that is granted to an individual on cyberspace. In conflict with that argument is the argument that cyberspace is not monitored and policed enough, and has little to no restrictions as to what can be done in cyberspace. This is an ongoing debate that will not be discussed in this paper. Different Forms of Cyber Attacks Various types of cyber attacks are used within the terrorist aspect of cyberspace. According to the Center for Strategic and International Studies, cyberterrorism is â€Å"the use of computer networks to shut down critical infrastructure (such as energy, transportation, government operations) or to coerce or intimidate a government or civilian population† (Lewis, 2002, p. ). The most commonly used tactics used to neutralize critical infrastructure are attacks known as the Trojan horse, viruses, phishing, Denial of Service (DoS), and Direct Denial of Service attacks. The first of the types of the cyber attacks to be discussed is the Trojan horse. A Trojan horse is a computer program that conceals a harmful code. Relating to the well know tale of the Trojan horse, it allows you into a system, and then leaves an outlet that allows you to get back into the system. In essence, it is software that appears to perform one action while actually performing another (Gohring, 2009, p. 6). A Trojan horse is a program that appears harmless but hides malicious functions. The most common Trojan horse of today’s day and age is NetBus, which was used for illegally breaking into computer systems and, in particular, used to plant child pornography on computers of people of integrity. Viruses are another form of cyber attack. Viruses are programs that â€Å"infect computer files, usually executable programs, by inserting a copy of itself into the file. These copies are usually executed when the infected file is loaded into memory, allowing the virus to affect other files. A virus requires human involvement to spread† (Kuehl, 2012). Virus writers write programs that infect the systems of certain users, but needs direct involvement by the creator or another human source to spread the virus. Very similar to a virus is a worm. The worm works just like a virus, implemented into a system by a creator. The difference between a worm and a virus is the fact that a worm doesn’t need the hands-on human involvement. Back in 2003, SQL Slammer worm spread throughout the cyber world. This was a worm that exploited a buffer overflow vulnerability of Microsoft’s SQL Server. Six months prior to the launch of the worm, the vulnerability was taken notice of and a patch was developed to strengthen the vulnerability. The worm worked by generating random IP addresses, and if belonged to an SQL Server that was not covered by the patch, it was infected and immediately began sending out more copies of the worm to more random IP addresses (Leyden, 2003). There was no human involvement after the worm was created initiated by the creator. It spread itself to random IP addresses, which categorizes it as a worm. Phishing is a form of deception used in cyberspace. Phishing attempts to trick users into giving out their personal data. The techniques used in phishing attempts are emails and websites that are designed to look like legitimate agency websites asking for an individual’s bank and financial account information and passwords (Kuehl, 2012). This method is not used so much by cyberterrorists, but the possibility is there. A more serious cyber attack comes in the form of a Denial of Service (DoS) attack. DoS attacks deny system access to users by overwhelming the target source with messages and blocking legitimate traffic (Kuehl, 2012). It causes a system overload, and can block the ability to exchange data between systems using the Internet. DoS attacks usually target banks, and earlier this year in September, several major banks were attacked using DoS. The websites of Bank of America, JPMorgan Chase, Wells Fargo, U. S. Bank, and PNC Bank all were victims of a DoS attack (Goldman, 2012). The websites were overloaded with traffic directed at them causing them to crash. Most of the time while the cyberterrorists use these attacks to steal information from bank customers, but in this case the motivation was simply to temporarily take down the banks’ public-facing websites, putting them under extreme heat from the public and potentially tarnishing their reputations. There are three levels of cyber capability that need to be taken into thought when considering types of cyberterrorism attacks. The first is simple-unstructured capability. This allows a cyberterrorist to conduct basic hacks against individual systems using tools created by someone else. The organization possesses little target analysis, command and control, or learning capability (Denning, 2000). This level is sometimes not considered to be cyberterrorism, because of the simplicity of the attack. There is slight to no attention focused on the target, which does not reveal any sort of motivation. Referring back to the definition of cyberterrorism, it has to stem from a motivational source to be considered cyberterrorism (Gross, 2003). The simple-unstructured capable individuals are basically the ones who hack into systems just to see what kind of damage they can cause. The second level of capability is the advance-structured level. This is the competence to conduct more sophisticated attacks against multiple systems or networks and possibly, to modify or create basic hacking tools. The organization possesses a straightforward and uncomplicated target analysis, command control, and learning capability (Denning, 2000). These organizations have motivations, but they are not strong enough to cause serious damage to the identified target. The last capability is the complex-coordinated capability. This is the ability for coordinated attacks capable of causing mass-disruption against integrated, heterogeneous defenses. They have the capacity to create sophisticated hacking tools. There is a highly capable target analysis, command control, and organization learning capability (Denning, 2000). Organizations with this type of capability are highly sophisticated with dangerous motivations. These dangerous organizations are the ones that can cause millions of dollars of damage, and also tons of negative publicity, two of the main objectives of cyberterrorist. There are cases when terrorists actually run other forms of terrorisms, such as bombings, with the use of cyberspace. The anonymity and global reach of the Internet has helped facilitate terrorism (Cole Glasser, 2009). â€Å"They put up websites to spread their messages and recruit supporters, and they use the Internet to communicate and coordinate action. However, there are few indications that they are pursuing in cyberterrorism, either alone or in conjunction with acts of violence† (Denning, 2000). There is an example of this from the late 90’s. In February 1998, Clark Staten, executive director of the Emergency Response and Research Institute in Chicago, testified before the Senate Judiciary Committee Subcommittee that it was believed that â€Å"members of some Islamic extremist organizations have been trying to develop a network of hackers to support their computer activities in offensive information warfare attacks in the future† (Denning, Cyberterrorism, 2000). It is the perfect way to recruit, because of the anonymity that is granted to the individual. â€Å"The Internet is the ideal medium for terrorism today: anonymous but pervasive† (Cole Glasser, 2009, p. 95).

Working In Partnership In Health Care Social Work Essay

Working In Partnership In Health Care Social Work Essay Task 1.1. As Health and Social care personals engaged in the Health and Social Care Work explain the different levels of working partnerships across the sector using the 3 partnership levels, Service user-professionals, interpersonal and Organisational and policy levels. Explore these partnership relationships across different levels of Health and Social care services including your own Health and Social Care work place where you engaged with service users and other colleagues of your working environment. ANS: Health and Social Care professionals have a very vital role among the partnership workers. Each level and professional group relies upon some kind of activity which relates to the performance of the group. There are different levels of each group and different systems get them to be modified. Now we will discuss the three levels of working in partnership with respect to the Health and Social care: Service user-professionals: As we know that healthcare professionals are a part of group that relates to the service users mean while the service users also play a vital role and impart an effect on professional group. It is worthwhile to discuss the importance of support workers because they are to work in partnership with users of the services and they also help them in fetching self-reliant. Professionals offer service users to offer them with some extra settlement in the shorter time but they often are not capable of long-term benefits. Support workers perform work in partnership services users and help them in maintaining their status quo. In order to undertake daily tasks and make some amendments in these to make sure service users get some the short-term goals but still they not pass to do so in long time. The report shows that the results tell us about the need for the service users to help the users in mental health support workers to improve there group efficiency in order to get a professional profil e meanwhile, they make it clear that each of health care professionals along with the service users should have a clearer perceptive nature of support work so it may help them in positioning the health sector to a higher level. Interpersonal Level: The second and still somewhat a important level of Health and social care in partnership working is that of interpersonal; in this category the category of retired worker i.e. old age class find it less difficult to offer the wants in less demanding way because they have ample of time to perform there task. Most of the people in the category of who younger age group than this retired class feel a little bit isolated and this make it more difficult to fulfill their desires. Hence these leads to more emphasize on the interpersonal level working in partnership. Hence the interpersonal group tends to operate the relationship with different levels of groups and make them convey their desires more effectively. Hence working in groups makes it easy for them to ensure that they have a good understanding with in their group which makes their life easy. The way in which practices and local health services work appear to separate beside these destitute groups. It could be that they have too man y conflicting priorities or are less skilled at negotiating their chosen appointments. Organizational level: The importance of partnership working takes a new look when we study it at the organizational level. The concept of partnership has a great impact on labors social policy issue. Hence a new concept arises when we have to discuss partnership and collaboration, because both of these have some themes new Labours social policy, mainly in respect of the freedom of health and social care. Though the terms are hardly ever specifically clear and problematic to study, in most understandings partnerships has some reliability upon good systems of inter-professional association. By going through the past literature on the social behavior of professions, and meanwhile the nature of inter-professional working, One of the study shows that effective mutual working within health and social care is difficult to obtain, mainly in the light of the immense difference in authority and culture between a variety of occupational groupings, and the naturally competitive scenery of profession jostle for region in the same areas of activity. It shows that the issues which are handled with care need to be resolved before what they ought to make it difficult and hence are properly understood; a metaphoric application to the absolute benefits of partnership without any other way hence it helps in maintaining the status quo and yield efficient partnership working. Meanwhile we can also maintain an proper role for social work in the situation of partnership working at the organization level which has a brilliant role and area of study that make it more beneficent has therefore not defined moreover the cause is related and is unique from the related professionals. Assessment Criteria covered: (P1.1, P1.2) Task 1.2. Critically explain how the relevant government acts and legislations provides a better framework for the Health and social care professionals to work in partnership with service users, other colleagues and inter organisational levels. Ans: The government plays a very vital role in developing Health and Social care sector through reforms and acts. UK government is also working upon it and kept a very good record in making reforms and introducing Acts of Parliament and their explanatory notes which guide where suitable, with directives on conformity where properly implementable. Most laws that make people learn about the outcomes of partnership working also help people with learning disabilities in order to apply that to other samples. Some of them have emphasized on children; Others offer there services for all age groups. The main rule of the game which is somewhat a matter of concern are likely to make an impact on the lives of all age groups, with learning or physical disabilities, are about: Children protection and Care; Special educational needs for Children and patients; Extensive education and training; Community care services; human rights; discrimination. The current structure of UK public sector health and social services, and the consequent relationships between its National Health Service (NHS) and local government, are not a planned ideal but a compromise. These prevailed over arguments in favour of a local government solution based on: The significant connection of local authorities in health services Maintain an articulate approach to health in its broadest wisdom The democratic foundation of local authorities Local willpower and flexibility rather than national regularity. So differences in culture and indeed in finance and accountability systems could still impede attempts to break down the barriers. Despite the potential benefits for users, carers, communities and citizens. Assessment Criteria covered: (M1.1) Task 1.3. Critically evaluate how empowerment of service users would create better standards of health and social care in your own organization and overall in the whole country. Use the models of service users to explain your arguments. Ans: Healthcare system needs to be characterised by high levels of citizen empowerment and service user groups in order to make it more effective. Service users have vast access to large data of information about healthcare and in this way they can have a good option to choose where to have management. Transference of healthcare in Sweden to local and regional government had lead to healthcare being organised according to the needs of local inhabitants rather than at national level. From a dictatorial standpoint, at national level there exists a number of organizations including the Board of Health Welfare, the Medical Responsibility Board, the Swedish Council on Technology Assessment in Health Care, the Pharmaceutical Benefits Board and the Medical Products Agency. The National Board of Health Welfare, which has many different duties within the fields of social services, health and medical services, environmental health, communicable disease prevention and control and epidemiology , produce a report of healthcare performance across the country every year. Two of the committee members on the Pharmaceutical Benefits Board, which regulates the pricing of medicines, are from service user groups. Service users have also been demanding a more equal relationship with their health professionals and are no longer accepting the traditional role of the patient as a passive recipient of care. Their calls for greater involvement in their own care have been heard and have also encouraged government and health providers to formulate policies with more ambitious objectives of encouraging the involvement of service users in the planning and delivery of health and social care services. There has been a lot of study being held to improve the standard and evaluated the importance of service user groups empowerment. Therefore the appraisal of a new health scheme Smith, Prosser, Joomun (2007) produced some results service users mind set for health support workers through the focus group discussions and a series of interviewes. The purpose of the study was to determine the effectiveness and adequacy of some unique performance which is offered by support staff. The findings designate that both service users and service visitors esteemed the association of the health support workers. Similarly in earlier research Corcoran (1985) found out that patients mind set of paraprofessional and professional therapists. Corcoran opted that the patients were keener to look for help from paraprofessional then professional therapists, with areas such as consistency and knowledge presents no significant difference. Both articles offer strong support for the use and employment of parapr ofessional staff, representating, for the most part, that both service users and visitors are relaxed with their contribution in health and social services. Models of service users Like Mackenzie (2006), den Boer  et al.  (2005) studied the involvement of paraprofessional as a means for cost efficient criteria to drop out the burden for health professionals, with particular situation to their success in the freedom of psychological treatments for misery and anxiety disorders. The articles that suggest this also emphasize on mind set of the service user, rather than the professional as was in situation of Mackenzie (2006). Paraprofessionals involved within den Boer  et al.  were employed as mental health care members whish are paid to perform there duties and help in voluntary staff. Meanwhile they also require no experience in view to the delivery of psychological treatment.  Research showed no statistical change between the deliverance and use of treatment between professional and paraprofessional groups. But there are some exceptions that the analysis of the preferred group from the clients perspective favored paraprofessionals supporting the earlie r work of Corcoran (1985). The aims of the these studies were aimed at identifying the function of mental health which supports workers in perceiving by service users and healthcare professionals, this in turn identifies the level of reception of paraprofessionals as members of the mental health care community. Assessment Criteria covered: (D1.1) Task 2.1. Name and explain different service user groups in Health and Social care sector. How would you apply the basic concepts of working in partnership with each service user groups? Explain the differences. Considering inter professional relationships in Health and Social care sector, explain how they deal with conflicts, overcome the barriers to partnership, how they share information while preserving the confidentiality. Ans: We have chosen two different Service user groups to evaluate the outcome of these with respect to the working in partnership. registered health professionals mental health service users The discussion is based on the research held by Barnaby Pace  MNZPsS, Assoc. BSocSc(Hons), MSocSc(Hons), PGDipCBT, PGDipEd(AdEd) The data analysis suggested the following key themes as identified by healthcare professionals. Care giving Rehabilitation Supporting activities of daily living Level of skill/competence Advocating for clients Now we will discuss the literature with respect to each of them and will try to evaluate the difference between them. These points will show us with conflicts, overcome the barriers to partnership Care giving It is common perception that environs are needed to be care taking and of obliging nature of maintain work became polarized for the healthcare professional study group, which resulted in this scrupulous theme being divided into two components: Care charitable was viewed as a paternalistic model which eliminates the independence of the service user, suggesting support work is a baby-sitting role. Rehabilitation In rehabilitation there are many healthcare professionals who measures support workers in order to essential recovery/rehabilitation process, stipulate and hence they were able to make it more present themselves as important individuals in the service users life in the lack of family or friends. Supporting activities of daily living In other words the activities of daily living are in contrast to the paternalistic replica offered through care giving frequent references were given to the two-way natural world of support work, signifying that the paraprofessional job along side rather than for the service user. Level of skill/competence Hence the position to the level of skill and ability apparent for mental health support workers a variety of views were verbal reliant on how their overall role was viewed, as avowed in points two and three above. A clear partition emerged from the narratives: those who professed support workers to be under qualified and those who thought no qualification were needed. Advocating for clients In some way or other the contact and experience has to be offered with some advocating because support workers professionals determined there was a strong stress on the role of support. Examination of Service User interviews exposed the following themes. Each will be discussed and illustrated: Assist in goal achievement Help to find employment Care giving Supporting activities of daily living 1. Assist in goal achievement Most of the employees as well as service users need some help in achieveing there goals so they are intended to get some help from the health care professionals in order achieve what they want. Hence achieving the goals is identified as a noteworthy function of the support workers role, ranging from short through to long-term goal advance and execution across a variety of domains. 2. Help to find employment In this part of service user group there can be a lot of help if the employement opportunities are created and the people are counseled to help other than what they already have under there belt. Employment was branded as a noteworthy task of the support work role with most of the research contestant commenting on the value of have a support worker to guide them through the process of applying for work. 3 Care giving It is very reliable to make Healthcare Professionals comparison with Service Users those appeared edgy over the caregiver verse helpful nature insight of mental health support work. Several of the members viewed help workers as a domestic aide who should perform tasks included meal preparation and house work. 4. Supporting activities of daily living Opposing to the statements made in point three above, services users also viewed support workers as serious elements to their general well-being and ongoing revival, viewing them in a more professional capability. Task 2.2. Critically evaluate how organisational practices and polices depending on the type of organisation guide Health and Social care professionals to engage in the work in partnership. Explain how this could help to improve the quality of life for the service users. Ans: Organizational practices and policies can help in increasing the productivity of the employees. Working in partnership can increase their moral and it can also help them improve the quality of work in many ways. Most of the organizations have Researchers and policy makers which work in many ways to make some in the fields of organisational development. This helps in gaining the human resources management and social care of employees will. Which have precious perspective on the organisational and human resources challenges facing problems regarding group work and partnership working. There are some new organizations in which it is important to consider that employees get an extra benefit from working in partnership. In particular, the research team would wish to establish links with the research team undertaking the National Tracker Survey of PCGs and PCTs, and other key researchers in this field. Moreover the task that the service users perform make it more and more suitable to them. Major reason behind making service user performance count is that the organizations are not going to worry about the quality of work of their employees in other words the quality of their work groups also increases. Task 2.3. Critically compare and analyze how better partnership among different service user groups and Health and social care professionals had benefitted by the concept of empowerment of the service users. It became more and more clear in the project that prosperous networking and the development, giving out and stream lining of service user ability to closely relate that the two are deeply involved with meaningful user participation in most service users minds. This in turn helps in their work behavior and benefits the service users. When discussed how does users knowledge can make a more powerful effect to improve peoples lives, service users highlight two closely interconnected issues. These are: strengthening service user networking at individual and organisational levels; the promotion of effective user involvement by service users. Hence we can conclude that the service user groups are related to the task performed and take it more and more serious while going through the phase of improvement. Meanwhile they are benefitted with the strengthening effect and they empower the critical impact of these social care professionals and work groups. Task 3.1. Explain the possible positive and negative outcomes of working in partnership across the Health and social Care sector with a range of different service user groups. Explain strategies to avoid negative outcomes in working in partnership. Health and social care sector has been effective and it would result in many positive outcomes if the service user groups utilize them in partnership building. Following are some of the common positive outcomes of working in groups in the health and care sector. Service users and members of the public should be involved in the work of regulatory bodies: à ¢Ã¢â€š ¬Ã‚ ¢ It promotes openness and transparency among public in order to improve service quality and openly involves in the development of rules and standards; à ¢Ã¢â€š ¬Ã‚ ¢ It ensures safety solution so that health and social services can learn from the experiences of service users, carers and others, particularly as it relates to adverse events; à ¢Ã¢â€š ¬Ã‚ ¢ It improves the quality of regulated services by ensuring that services are sensitive to the needs and preferences of service users and the public; and à ¢Ã¢â€š ¬Ã‚ ¢ It focuses the work of regulatory bodies on service users and encourage public accountability by complementing the expertise of health professionals and information from scientific literature18. A further basis for connecting the public directly in the work of dictatorial bodies is a need to counteract the risk of regulatory capture. Negative outcomes: As noted earlier, communication is the fundamental platform upon which partnership interaction takes place. Poor communication can negatively impact partnership functioning in a number of ways: it can leave people feeling overwhelmed, or left out and confused; it can exacerbate problems of accountability; and perhaps most importantly, it can reduce a partnerships capacity for exchange and synergy. Task 3.2. Critically explore how better partnership in all 3 levels could bring positive outcomes for the range of service users at different Health and social care facilities across the regions. Increasingly in modern society, partnerships are being called on to solve the most complex issues of our time. Partnerships are being formed in areas such as development, nursing, social work, public health and especially in the field of health promotion. Within the field of health promotion, partnerships exist at every level from one-on-one interventions to global programmes. Given the popularity of partnership working, the literature examining its functioning is oddly scarce. The literature on partnership functioning that does exist examines almost exclusively partnerships at the community level. The purpose of the present case study was to gain insight into the functioning of a global health promotion partnership. Using the community literature as a point of departure, this case study analysed documents and conducted interviews in an attempt to map functioning from the real-life experience of global partnership functioning Task 3.3. Critically analyze different negative outcomes resulting in working in partnership concept. Explain and evaluate different pre-emptive strategies you could implement to avoid negative outcomes. Antagonistic output appears to be a result of the negative interaction of partnership processes. Antagony itself contributes nothing to the problem and indeed has a further negative impact on partnership functioning by discouraging partners, by wasting resources and by failing to make necessary contributions. In sum, outputs are the manifestation of inputs coming together in various ways. With additive outcomes, inputs simply move past the partnership interaction untouched by it. Additive outcomes are not affected by the partnership and appear to have no effect on it. Synergistic outcomes are produced when positive processes enable collaborative exchange among inputs to create something unique and better. These outputs feed back in to the partnership and seem strengthen the interaction. Antagonistic outcomes result when inputs come together but do not produce expected outcomes. Antagony is produced when positive intention meets negative loops of interaction. These outputs may revert back in to the partnership negatively impacting the interaction.

Case Study Monsantos Repatriation Program

Case Study Monsantos Repatriation Program Monsanto is a global provider of agricultural products with revenues in excess of $4 billion and 10,000 employees. At any one time, the company will have 100 mid and higher-level managers on extended postings abroad. Two thirds of these are Americans who are being posted overseas, while the remainder are foreign nationals being employed in the United States. At Monsanto, managing expatriates and their repatriation begins with a rigorous selection process and intensive cross-cultural training, both for the managers and for their families. As at many other global companies, the idea is to build an internationally minded cadre of highly capable managers who will lead the organization in the future. One of the strongest features of this program is that employees and their sending and receiving managers, or sponsors, develop an agreement about how this assignment will fit into the firms business objectives. The focus is on why employees are going abroad to do the job, and what their contribution to Monsanto will be when they return. Sponsoring managers are expected to be explicit about the kind of job opportunities the expatriates will have once they return home. Once they arrive back in their home country, expatriate managers meet with cross-cultural trainers during debriefing sessions. They are also given the opportunity to showcase their experiences to their peers, subordinates, and superiors in special information exchanges. However Monsantos repatriation program focuses on more than just business; it also attends to the familys reentry. Monsanto has found that difficulties with repatriation often have more to do with personal and family-related issues than with work-related issues. But the personal matters obviously affect an employees on-the-job performance, so it is important for the company to pay attention to such issues. This is why Monsanto offers returning employees an opportunity to work through personal difficulties. About three months after they return home, expatriates meet for three hours at work with several colleagues of their choice. The debriefing session is a conversation aided by a trained facilitator who has an outline to help the expatriate cover all the important aspects of the repatriation. The debriefing allows the employee to share important experiences and to enlighten managers, colleagues and friends about his or her expertise so others within the organization can use some of the global knowledge. According to one participant, It sounds silly, but its such a hectic time in the familys life , you dont have time to sit down and take stock of whats happening. Youre going through the move, transitioning to a new job, a new house, the children may be going to a new school. This is a kind of oasis; a time to talk and put your feelings on the table. Apparently, it works; since the progr am was introduced in the early 1990s, the attrition rate among returning expatriates has dropped sharply. Questions: a. Why does Monsanto need to recruit expatriates for their US Operations? b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? a. Why does Monsanto need to recruit expatriates for their US Operations? INTRODUCTION The world economy is moving away from the traditional economic system, where national markets were considered as distinct entities which were isolated from each other by trade barriers, barriers of distance, time and culture towards a modern economic system, where the national markets are merging into one huge global market. In many industries it is no longer meaningful to talk about the American market, the German Market or the Japanese market. Therefore, as the development in the international business environment are forcing companies to think of the world as one vast market, the companies are being forced to set up their manufacturing and marketing facilities in different foreign countries in order to do business globally. Ford Motors, for instance, has production plants in 38 countries and sales outlets in over 200 countries (Ford 1997 Annual report, www.ford.com). In this regard, there are in todays world a still increasing number of people, who are sent by companies on forei gn assignments for a longer or shorter period of time and it is those people that we in this paper will refer to as expatriates Expatriates play a key role in the globalization of many companies. The parent company often depends on expatriates to transmit the core values to employees in the overseas location besides of course putting in place systems and processes. In short, expatriates assume a significant responsibility for culture building. Black and Gregersen, have given an excellent account of the issues involved in the management of expatriates. Most companies struggle with their expatriate programmes. Some expatriates return early because of job dissatisfaction; others fail to live upto expectations and a few leave after completing an overseas assignment to join competitors. Successful companies seem to follow three practices religiously. While managing international assignments, they focus on knowledge creation and global leadership development. Other considerations are given less importance. While assigning people for overseas postings, they look for people whose technical skills are matched or exceeded by their cross cultural abilities. Finally, companies with a successful expatriate programme know how to end an assignment and put the experience of the executives to good use, when they return after an overseas stint. Global companies after selecting the candidates place them on the jobs in various countries, including the home country of the employees. But, the employees of the global companies are also placed in foreign countries. Even those employees who are placed initially in their home countries are sometimes transferred to various foreign countries. Thus, the employees of global companies mostly work and live in foreign countries and their family members also live in foreign countries. Employees and their family members working and/or living in foreign countries, are called expatriates in the foreign country. Expatriates are those living or working in a foreign country. The parent country nationals working in foreign subsidiary and third country nationals are expatriates. Large no of expatriates normally have adjustment problems with the working culture of the company, countrys culture, laws, etc. some expatriates adjust themselves easily, while some others face severe problems of adjusting. Such employees about their assignments and return to home country by terminating their work contracts. Thus, the major problem with expatriates is adjustment in the new international environment. Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. The unavailability of the required skills and talents takes the organisation to source talent from other countries. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organisation. The procedures vary according to the post, the skill set required, the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organisation. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organisation and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. The recruitment strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are designed in a manner to judge their: Adaptability to the new culture Intercultural interaction Flexibility Professional expertise Past international work experience Tolerance and open-mindedness Family situation Language ability Attitude and motivation Empathy towards local culture A few researches in this field also suggest that women are morale likely to be successful in certain positions as expatriates as they are more sensitive towards new culture and people. Recruitment of expatriates should be followed by cultural and sensitivity training, and language training. Allegiance to parent firm Low Free agents Natives High Hearts at home Dual citizens Low High Allegiance to local operation Monsanto, the US chemicals manufacturer, starts work on suitable assignments for returning expatriates well in advance. The company not only arranges for debriefing on their return, but also identifies suitable jobs based on the expatriates skills and organizational needs. To sum up, the challenge for global companies is to develop a cadre of expatriates who will function as dual citizens, with a balanced allegiance to the headquarters and the country subsidiary. Creating such a cadre would involve careful selection processes, cross cultural training before and after overseas assignments, well planned career systems that lead to clearly defined job expectations and well conceived repatriation programmes. NEED OF EXPATRIATES FOR MONSANTO Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNCs parent country, i.e. expatriates are the third country nationals. From the HR-literature we know that expatriates are divided into three types: PCNs (Parent Country Nationals); HCNs (Host Country Nationals); and TCNs (Third Country Nationals)., we will focus on the different roles of these expatriates by point of departure in the following four general approaches to international staffing: Ethnocentric Approach: Because of a lack of qualified HCNs, PCNs occupy all key positions in the foreign operation, which means that the subsidiary is highly dependent on the headquarters decisions. Some drawbacks from this approach could be limited promotion opportunities for HCNs, income gaps between PCNs and HCNs, and that PCNs cannot be involved in local matters. Polycentric Approach: In this approach HCNs occupy positions in the foreign subsidiary. Some transfers of HCNs to headquarters also take place. The approach eliminates the language barriers, and typically HCNs are less expensive. Some drawbacks from this approach could be communication problems between headquarter and subsidiary and limited career opportunities for HCNs as they cannot be promoted to headquarter. Geocentric Approach: In this approach the best people are selected for key positions regardless of their nationality. Nationality is not taken into account and a worldwide integration of employees takes place. In this approach an international team of managers is developed. Some drawbacks from this approach may be related to situations, where host governments prefer employment of locals because of i.e. labor issues. Regiocentric Approach: Here a companys international business is divided into international geographic regions (i.e. the European Union). The staff can only transfer within these regions. MONSANTO needs expatriates because of the following reasons:- Expatriates first enter the picture when corporations have strong incentives to internalize activities. Typical, enterprises will engage in the type of internalization most suitable for the factor combination, market situations and government policies which they face: When it is more profitable for this company to exploit its ownership advantages in another country itself rather than to sell or license them. When a firm desires to extinguish bilateral monopoly because of market imperfections: that is, when some markets incurs lower cost through hierarchical co-ordination (FDI) than through co-ordination by market prices then the need to use expatriates becomes evident. When an enterprise has location and ownership specific resource endowments and finds the need to internalize these because of market imperfections then the expatriate is born. The expatriate will likely be used to take out the imperfections of the market by being the liaison for the organization to that market. Having a manger that knows and understands headquarters desires and wants is therefore of great importance when investing and operation in foreign markets. Securing transfer of technology/filling positions, as companies send the expatriates abroad in order to transfer their technology to the foreign subsidiary. I.e. in countries where qualified people are not available, companies send the PCNs to fill out the positions. This is mostly used by multinational and international firms. Securing the headquarter control, where the companies can exercise this control by using the PCNs in their foreign subsidiaries. In such situations firms try to incorporate the headquarters culture into the foreign operations, which in some cases may create cultural problems. Especially MNCs tend to demand administrative and financial control in their foreign operations. Opportunity for international experience/ management development, as several firms find international experience highly important before promoting their employees. Foreign transfers are here important in order to learn foreign cultures and environments. In such situations qualified HCNs are available but managers are still transferred to foreign subsidiaries to acquire knowledge and skills. Securing organizational development, which also is called the Geocentric approach. This role is performed only by the best people at the best places without nationality barriers. Transfers can take place from headquarter to subsidiary, from subsidiary to headquarter, or from subsidiary to subsidiary. Nationality of employees does not matter in this situation, as the objective of this staffing strategy is to get to know about different cultures, create international networks, decentralization, and interaction between managers of different nationalities. In general, this strategy is mostly followed by larger global companies. Expatriates are responsible for transferring new technologies and penetrating new markets in foreign subsidiaries. Organizations opening a new production facility or branches in a foreign country will send an expatriate to facilitate entry into the new markets. PCNs are commonly sent out to initiate operations in fresh markets in countries with no qualified people to carry out the firms mandate. These PCNs render their expertise in the vital global market within the new markets. Mostly, a firm will send a team of expatriates to work together effectively and penetrate the new market. Companies may want to exercise control over foreign subsidiaries by integrating the headquarters culture in foreign operations. This might be achieved by sending PCNs who have been with the company for some time. These expatriates have to promote a variety of inter-organizational skills and interpersonal skills, commonly used in the headquarters, to different employees in the subsidiaries. Most organizations with operations in foreign countries are quite successful and use expatriates to oversee financial and administrative functions. Expatriates have the opportunity to learn the foreign environment and culture during foreign assignments. This international experience and expansive knowledge gained by expatriates can be used to develop products that suit a specific culture, ensuring the firm remains competitive in the global market. The PCNs may be sent to foreign subsidiaries before they are promoted, so that they can learn the skills and knowledge to operate within a diverse environment. This foreign exposure helps expatriates develop international management competencies. Expatriates are sent to foreign countries where they can locate valuable resources and expertise, learn best practices and transfer all these assets to the company operations in the host country. Expatriates may gain expertise from different cultures, providing the company with learning opportunity from a diverse staff. Expatriates help the organization in forming international networks, creating a global market for products. They also promote decentralization of the organization by taking control of the various foreign operations. b. Why How does the repatriation programme of Monsanto is helping reduce attrition rates? INTRODUCTION A largely overlooked but critically important issue in the training and development of expatriate managers is to prepare them for reentry into their home-country organization. Repatriation should be seen as the final link in an integrated, circular process that connects good selection and cross-cultural training of expatriate managers with completion of their term abroad and reintegration into their national organization. However, instead of having employees come home to share their knowledge and encourage other high-performing managers to take the same international career track, expatriates too often face a different scenario. Often when they return home after a stint abroad-where they have typically been autonomous, well-compensated, and celebrated as a big fish in a little pond-they face an organization that doesnt know what they have done for the last few years, doesnt know how to use their new knowledge, and doesnt particularly care. In the worst cases, reentering employees have to scrounge for jobs, or firms will create standby positions that dont use the expatriates skills and capabilities and fail to make the most of the business investment the firm has made in that individual. Research illustrates the extent of this problem. According to one study of repatriated employees, 60 to 70 percent didnt know what their position would be when they returned home. Also, 60 percent said their organizations were vague about repatriation, about their new roles, and about their future career progression within the company; 77 percent of those surveyed took jobs at a lower level in their home organization than in their international assignments. Not surprising, 15 percent of returning expatriates leave their firms within a year of arriving home, and 40 percent leave within three years. The key to solving this problem is good human resource planning. Just as the HRM function needs to develop good selection and training programs for its expatriates, it also needs to develop good programs for reintegrating expatriates back into work life within their home-country organization, for preparing them for changes in their physical and professional landscape, and for utilizing the knowledge they acquired while abroad. MEANING OF REPATRIATION Repatriation, or re-entry, is the transition from a foreign country back to ones own after working overseas for a significant period of time. According to Black, Gregersen, and Mendenhall (1999) this last stage of the expatriation process has been neglected to some extent since the process of relocation to the home country and home organization has been assumed to be a simple matter for expatriates. However, repatriation problems are complex both for the company and the expatriate because they involve the challenges of personal re-entry and professional re-entry at the same time (Linehan and Scullion, 2002). Hodgetts and Luthans (2001), claim that for most expatriates, the return to the home country occurs within five years after leaving the home country. Furthermore, Dowling, et al. (1994) suggests that the repatriation process consists of different phases in which the expatriate and the company face different roles. The authors describe the repatriation process in four related phas es. These are a) preparation, b) physical relocation, c) transition, and d) readjustment. The first stage, preparation, involves the development of plans for the future both for the company and the expatriate. In this stage the expatriate can gather information about the new position that will be offered in the home organization. Preparation is followed by physical relocation of the expatriate. This stage refers to removing personal effects; breaking ties with colleagues, and traveling to the country where the home organization is located. In this stage the company can offer comprehensive and personalized relocation assistance to reduce the amount of anxiety the repatriate may feel. Transition, the third step in the repatriation process, is the settling into temporary accommodations as well as making arrangements for administrative tasks. This makes the process of re-entry to the home organization smoother. Readjustment, the last step, involves coping with reverse culture shock and career demands that are followed by the re-entry. (Ibid) According to Paik, et al. (2002), the process of an expatriates re-entry to the home organization is a complex interaction of several job-related factors, socio- cultural factors and family factors. The job-related factors primarily address the relationship between the expatriate and the home office and issues related to the repatriates career progression after returning to the home country. Many repatriates return to an organization that does not know what they have accomplished overseas and how to use the repatriates experience appropriately. The socio-cultural factors are related to the repatriates ability to adjust and reintegrate into the home country culture. Sufficient cross-cultural preparation is needed to prepare the expatriate for working in another culture as well as for preparing the expatriate for working in the home organization upon return. Finally, the family factors address the impact of reintegration on the spouse and children. The cultural shock that the family ma y experience can affect the repatriates ability to resume their responsibilities at the home office. One of the key transitional activities is to involve targeted communication concerning the expectation of the home office towards the return of the repatriate and his or her family. (Ibid) Suutari and Brewster, (2003) claim that for the employee, career progression is often the reason to accept an assignment abroad. As a consequence the re-entry position is frequently linked with whether the new position matches the repatriates career expectations. Although international assignments are seen as a key tool for developing international managers the positive connection between an expatriation assignment and career development has been questioned. The authors further state that there is a gloomy picture with organizations losing a lot of talented and experienced international staff at or shortly after repatriation. The fall-out rate is often a result of dissatisfaction among repatriates whose careers are blighted by their negative experience and who have to rebuild their careers elsewhere. (Ibid) However, according to Linehan and Scullion (2002) the costs of losing repatriates are significant because they are valuable and expensive human resources who are capable of understanding the workings of both corporate headquarters and overseas operations; in addition they are responsible for critical co-ordination and control functions. MEANING OF REPATRITION PROGRAMME Black, et al, stress the importance of having a well-defined repatriation program in order to accomplish successful repatriation and to conquer the problems companies and employees face. However, Dowling, et al (1999) present a study by Harvey that state that only 31 percent of U.S companies have a program for repatriation. The three most frequent mentioned reasons for not having a program was a lack of knowledge about how to develop a program, the costs of training repatriates, and no perceived need by top management of having a program. (Ibid) Yongsun (2002), claims that in order for organizations to fully exploit the knowledge and skills of returning expatriates it is critical for the company to manage the repatriation process. Different theories and approaches of how a repatriation program can be developed exist in the literature. (Ibid) According to Jassawalla, et al (2004), a retrofit program at the end of the expatriates assignment makes poor repatriation. Vermond (2001) sugge sts that the repatriation process should start as early as possible in an expatriates assignment, and should be continued after the expatriates return to the home country. The repatriation program as an ongoing process, have developed a theoretical model of how an effective repatriation program can look like. In this model the authors have divided the repatriation process in three stages. This model identifies the key action steps taken prior to departure, during the assignment, and after the repatriates return that appear to determine the organizational and individual outcomes. (ibid) However, the outcomes of these actions will not be discussed as mentioned in the delimitations in chapter one. As previously mentioned, companies and expatriates face different problems in the repatriation process. These problems affect the stages in the repatriation program developed differently. Therefore some problems are mentioned in several stages in order to justify different actions that can be taken in order to conquer the problems that either the company or the expatriate/repatriate face. Repatriation Program Prior to the expatriates departure During the expatriates stay After the expatriates return Choosing new assignments in the home office -Quality of interaction with sponsors The sponsor has a stake in the repatriates personal long-term career. The duties of a sponsor include searching for positions that may suit the repatriate and try to ensure that the repatriates skills will be used upon return. Using the procedures designed to reorient the repatriate to the home office Task clarity Expectations on the expatriate The deadlines of the task How the performance will be evaluated -Career counselling The reasons for sending the manager overseas The benefits of the overseas assignment for the firm and the manager The managers career options upon return Formal policies for repatriation Repatriation policies should include actions to be taken during the pre-visit, visit and post visit. -Perception of support while on assignment Related to issues included in the relocation package such as financial compensation, support to the spouse and children to aid in their adjustment to the foreign environment. Nature and frequency of communication This factor is related to the frequency of communication between the home office and the expatriate while he or she is abroad. Who is responsible for the contact and how the contact is maintained are considered. -Perceptions of support upon return Receiving credit and recognition for the foreign assignment Utilizing their new perspectives in their new job Adjusting to the differences in job related factors of their new job compared to the foreign assignment Although a lengthy discussion of underlying reasons for expatriate failure is unfortunately out of scope for this article, it can be argued that companies benefit from managing this repatriation process in order to exploit the knowledge and skills of returning expatriates. (3) High attrition rates have been found to be primarily related to organizations difficulties to effectively reposition their repatriated employees. This observation is a strong argument to stress repatriation management in HR departments. (4) Organizations may experience difficulties in finding candidates for expatriate positions when potential candidates see what will happen to expatriates once they return. (5) Ogberg, who coined the term culture shock in 1960, also considered a reverse culture shock that expatriates experience when returning home. Proper preparation for this future shock may prepare expatriates for the transition to domestic work and family settings. (5) Research in 2005 showed that repatriatio n adjustment was the strongest predictor of intent to leave the organization (Lee Liu, 2005). Retention and career management, therefore, should be central to planning expatriate positions. Positions should be gradually more challenging in order to challenge valuable employees and be part of a long term career path. Long term career planning foresees in building on previous assignments; assigning repatriates unchallenging positions once back home may be regarded as an invitation to apply for positions elsewhere. Sound expatriate management will therefore consider repatriation arrangements as good practice. In reality, however, organizations often seem to have forgotten who these expatriates are. HR departments fail to build on expatriates skills and experience because they do not know well what they have accomplished during the years. Expatriates experience frustration once their expatriate benefits and status will be lost upon repatriation. They will have to get used to normal levels of pay and taxation again. Their children will have to attend national curriculum schools, private school tuition fees will not be covered upon return to the home country. Establishing a mutual understanding and a clear definition of successful repatriation could help repatriates establish correct expectations before returning home. A proper preparation towards the end of expatriate assignments may ease the transition and avoid costly turnover for the organization. An ongoing lack of attention to repatriation management will likely continue to fuel high attrition rates. Avoiding Reverse Culture Shock While we often think of culture shock as a factor during a familys arrival to a new country, dont underestimate the role that reverse culture shock can play when the assignment ends. After a period of time spent away from their home culture, family members may have trouble readjusting to the formerly familiar environment. This culture shock can affect any member of the family, but children are known to have the most difficulty readjusting. For example, friends and loved ones while they may have stayed in touch during the time away will have moved on to new interests and p