Court Issues Analysis Research Paper Example | Topics and Well Written Essays - 1000 words

Court Issues Analysis - Research Paper Example Future management issues and trends of language interpretation services Let us take the case of ongoing debate regarding victim rights amendment that at some point one could associate with a highly controversial issue of restorative justice. Victim rights amendment technically is a form of restorative justice because it gives substantial importance to the welfare of the victims. However, this must be substantially weighed knowing the fact that wrongful convictions and even executions also exist. From the prevailing debates concerning restorative justice and victim rights amendment, one could substantially observe how each of the different side of this argument plays with words just to justify their points. In the book of Waller (2009), the current debates in criminal justice are present and everybody exactly playing with words. One of them is the issue concerning restorative justice. Severe punishment may be a significant reason why rehabilitation needs more emphasis in the criminal justice system. In this case, juvenile justice is highly applicable. There might be a rightful justification in this case. However, it seems there are different interpretations of laws and usage of judicial terms that even would result to specific judgment that at some point may be at the wrong side (Giverlber & Farrell, 2008). Furthermore, needs have become essential justification for the justice system (Aikman, 2008). The concept of these needs might be broader in its sense because it has to be critically considered at which point of view its application is necessary. However, what is necessary in this case may not be exactly the right thing. In other words, the future of language interpretation services is brighter, and which would enough to cover the essential regarding the right application of court proceedings. Assessment of past, present and future impact that victim rights laws have on court proceedings In the book of Murasking and Roberts (2009) there are different existing trends in the criminal justice system that could possibly surface in the 21st century. One of them includes expansion of different courses of action and option that victims face in the 21st century. Next is the probable commercialization or market creation for antitheft and personal security devices. Then there is increase of professional advocates for helping victims achieve formal rights within the criminal justice system. Next to this is the possibility of private prosecutors in the event of continuous dissatisfaction on public prosecutors’ services. Then victim-offender-reconciliation programs are at the possibility to proliferate to handle wide variety of case. Finally, there would be recognition of differential justice as a problem, which is exactly the issue of how criminal justice agencies handled privileged victims and second-class complaints. These are just some of the probable trends that will possibly surface in the US criminal justice system at present and in th e future in order to further enhance its efficiency to serve and address the needs of the people. These ideas are mere reflections on the level of the prevailing contentment of the people towards the US criminal justice system from the past and at present. In other words, the thought that the above details strongly emphasize dynamic changes, then one could substantially evaluate that the US criminal justice system necessarily have to give meaningful emphasis on the

Relation Between Social and Economic Development

Relation Between Social and Economic Development Introduction Social scientists for the financial management has been the major crucial aspect to achieve goal of both social and economic development. Some of the debates regarding the role of social worker/scientists and international aid supporting organization are core for this assignment. Individual’s basic needs required to fulfilled and institutional set up are complementary to each other. Hence, in order to gain the both development paradigm from one stone, the various strategies to be used. The important cycle for the achievement of organization’s goals have neen illustrated in the assignment. Social Development and Foreign Policy Social Development and economic development has been complementary and interrelated to each other. Social development implies that institutions must put people at the center of development activities. it means a commitment that development processes need to benefit people, particularly but not only the poor, but also a recognition that people, and the way they interact in groups and society, and the norms that facilitates such interaction, shape development processes. Social structures has been constructed in such way in which all people interact with and get influenced by each other. Hence, there needs to be such agencies which will look for social development as well wellbeing of individual. This must be achieved other developmental activities such as economic development and financial management. The financial management is all about efficient and effective management of money so as to achieve the goal or objective of the agency. Therefore, we require to have balance growth of bot h the sector so as to develop both sector effectively. There have been many studies which suggests that there are temporary imbalances in both sector. It is difficult to defend this on purely moral grounds, may be necessary in order to provide man-power where it can make the maximum contribution and create new resources for a comprehensive development of the entire country as well as the wellbeing of individual. They can be defended on the ground that they will advance social development rather than retarding it. There have been other studies which are indicating and suggesting that there are some negative attitudes from the government bodies and they are not responsive to the needs of enlightened foreign policy, for the simple reason that they will say, they are not responsive to the aspirations and interest of people where we are seeking friendship and cooperation for the betterment of the social and economic resource management. There are some strens and stresses while working on imbalanced sectors. For the instance, population exploration has been the major cause to the distribution of resources and management of the agency. Hence we see people with bare subsistence levels in developing and under-developed countries. As far as food production is concerned, world’s production of food has in recent years exceeded the growth of population. However, there has been increasingly slowdown in food production. Every year the gap between demand and supply has been increasing. This is seen where countries economy is less developed or under-developed. The results of this of situation have visible in those counties in which malnutrition rates are high and threats are prevailing for human life. Now, it is essential for all of us to understand that Economic approach be made meaningful by the recognition that the purpose of all economic development is the wellbeing of the individual, the satisfaction of his wants, his his/her growth inn dignity and freedom. In, almost every, policy the word masses have gained effective attention in all the counties. The study done in â€Å"social development and financial development† tell us that the word â€Å"the masses† is nothing but the denial of dignity of the individual and his ability to develop according to his/her gifts and aspirations. Hence, this word is not only meant for those who are poor absolutely but for relatively poor as well. Therefore, it must be made clear that it is not the development of the poor section but for all the sections of the society. The social development aspect cannot achieved only through the fund allocations to many social policies but need an hour is to manage the human resources as well as management of money. Economic development cannot be gained without the balanced growth of social development. Therefore, methods used in economic and social development cannot be divorced from the overriding social objective without destroying the objective itself. Planning – The social approach and economic approach to free world needs attention on careful planning. There are some developed countries which require such approach while aiding developing as well as under-developed countries. Over all development has to be planned to distribute scarce resources and to give purpose as well as perceptions to economic and social development. There are some less privileged countries with vast human resource and they must be encouraged to stress human investment. The human development in the development process and the importance of human qualities which motivates economic growth and efficiency. In order to adopt such processes developed counties must help other countries to motivate and make self-sufficient. In most of the planning processes, people are not involved effectively. To adapt such changes in processes we need to give some sort of share to the people in whole process. This will result in to self-initiative, self-realization and the will to improvement to the fore, and to achieve voluntary commitment in the less developed counties could be achieved. This has been strongly believed that we should not use totalitarian approach to planning in achieving social as well as economic development. This approach tries to minimize or even eliminate the human factor from the planning process. â€Å"The recognitions of individual advance and social development as the ultimate objective of all economic development, has direct bearing on the establishment of concrete development plans which, while flexible and always open to needed adjustments, can give direction and perspective to national development efforts.† This is why, it is needed to understand that the social programs and economic programs are interrelated. For the better implementation and policy framework for the balanced growth between social and economic management, there have been various commits, rounds and discourses among developed nations. Among them, Economic commission for Asia underlined the fact that â€Å"balanced economic and social development aimed at a better understanding of the relative importance of economic and social programs in the overall development of less developed counties, their relationships and complementarity, the allocation of scarce resource for social as contrasted with economic purposes and the coordination of programs to achieve maximum results in both fields.† With the various experiences that under-developed countries and less privileged counties are facing, the conclusion are made like there is growing agreement on that priority should be given to economic aspects but with early social impact and to social programme designed to advance economic growth. Similarly, social programs require to be developed which will again have vice-versa effect on economic development. These programs includes education, health, the development of improved labor relations and organization and the establishment of minimum wages whatever possible. The application of such programs will have positive impact on economic development. Once people benefit out of this they will contribute to the economic development. It could be through investing their intellectual capacities, physical work, individual resources etc. for the instance that in terms of less span of planning, limited resources have to be concentrated, deliberately on primary education for the part of children of school age. These children are the future resources to the country as to preserve resources for secondary and higher education. Within this if we take one element of this, those children would be undertaking vocation and technical types of courses to meet pressing requirement for the train ed personnel. This way social development and financial/economic management work. As the demand for more production is growing, along the line population is also exploding. Planner need to convey and plan in such manner in which all people would be considered major actors in economic development. The number of teachers or social worker who are serving for the western countries have contributed or expanded the programme Technical Assistance on very low rate. This factor gathers the attentions of all developing nations. The more contradictory factor is that social worker and social scientists play very minor role in the policy making bodies of the less developed counties or among those who are responsible for international aid programs. There is no problem with foreign aid programs or the relations with the countries but the methodology, which we adopt require more advanced forms of specialist training and much emphasis has to be given on degrees and professions standards. â€Å"This preoccupation and emphasis is undoubtedly important, but unless it is balanced by training in the broad issues of economic and social development which confront two thirds of the people of the world, it tends to isolate the social work expert from the broad stream of historical change. It may even result in a form of parochialism which may prevent the great social work profession in such a country as the United States from making the contribution it should to social development throughout the world.† Meeting Basic Human Needs Several question has been asked to the kind of approach is used to social development approach Wealth has not been trickled down and the poor have become poorer. In the reality, developed countries support the aid system for developing countries. This interdependence is affecting fuel, food, materials and jobs. This realities has forced developed countries to reconsider their own growth and developmental directions. The development is conceptualized in such way which indicates that it is the complex process of enlarging human potentials via social, cultural and political change as well as economic. It is not restricted to the so called developing countries but involves all nations. Therefore, â€Å"development is interdependent; but self-reliance and self-determination are essential conditions within the sustaining framework of international cooperation. Development is to meet the needs of people. The central purpose of economic and social development is to meet human needs. The sat isfaction of human needs is indeed the whole purpose of growth, trade and investment, development assistance, the world food system, population, policy, energy planning, commodity stabilization, ocean management, monetary reform and of arms control. The developing countries are now forced to extend its conventional approach of governmental groups to include new sets of actors and participants in the development dialogue. They are loosely organized in a variety of people and their networks at non-governmental, associational, regional and national levels. Needs and their satisfactions are socially and culturally conditioned and exhibit different con-figurations in different societies, cultures, and regions. Therefore the definition of adequacy may vary but there can be rough agreement on levels below which individual physical, social, and cultural growth is attenuated. There have been agreed floor through which public policies have been formulated. There is consensus among policy makers on the standards of living. But we need to consider the difference in the standards according to the context and situation. This is why some people are responsive well and some are not. Some people are getting benefit of policies whereas others not. The problems of absolute poverty, of those more or less close to the survival margins in the satisfaction of basic needs, are chiefly found in the developing countries where there are very large numbers of people at and below subsistence level. One can say that there are enough resources at the global level to meet the basic needs of all people but due to obstacles of institutional, political and economic arrangements, the resources have not been getting distributed across the world. A more equitable redistribution of world economic advantage within the international economic order is a necessary for more balanced development, specifically to meet the challenge of the needs of the worlds poorest billion. The interdependence and interaction of needs requires an equivalent integration of the approaches and means used to meet them. International Support system to Basic Human needs Many Third World observers wish to define their own needs and not be mere consumers of Western civilization; accordingly, they reject needs models fashioned by First World experts. In many non-modern societies, the organizing principle around which its economic activities revolve is the maintenance of harmony with nature, allied to social cohesion around kinship rules for the use of property and the sharing of goods. The organizing principle of centralized socialist states is a politically determined plan, and any use of auxiliary controls price stimuli or managerial emulationis subordinated to fulfilling the planned targets. Problems arise because centralized plans do not Role of Social Scientist – Governments at State and Federal levels have created several permanent corporations, commissions, councils, boards, bureaus, agencies, and authorities whether it is about education, health, industrial public enterprises, infrastructural development, financial architecture or welfare schemes where social science experts are playing theirrespective roles. But more importantly, for example, agriculture experts, say in farmers’ commission, are developing and using their social understanding besides their scientific knowledge. The governments keep setting up ad hoc commissions and committees like finance commission, education commission, knowledge commission and pay commission and taxation reforms committees for seeking expert opinion before taking a decision to have impact of permanent nature and experts include social scientists and scientists having social science understanding. In case there exists a policy for setting up an industrial unit in the public sector in a backward re gion with a view to promoting balanced regional development, which maybe an important element of the economic policy, expert opinion is needed to decide its form as a departmental enterprise, a corporation or a company, whether to have partnership with a private company and if so, sharing capital, costs, revenues and risks. Within each economic organization, especially if related with promotional activities, social scientists, especially those having knowledge of economics are needed whether it is related with trade, production or distribution. Whether to borrow capital and where from is an issue better delineated by financial experts. It is another issue that in recent past engineers have specialized in the area of finance. Likewise they may advise on insurance matters etc. Banks, non-banking financial institutions such as mutual funds and insurance companies employ economists to carry out research on sector specific aspects as well as on macroeconomic aspects of the economy in order to help them inbetter decision-making. When a project has to be undertaken say of building a dam one may ask whether a road can be built over it and whether a rail bridge can be built on top of the road, whetherthe dam should be used for irrigation purposes or should it generate power as well. Catchments and command areas, submergence of villages, land, forests, flora and fauna have all to be studied and, in addition, whether it is worth relocating the people affected and securing them equivalent livelihood options and on the top of all whether it will affect their social and cultural milieu and whether change is so drastic as to alienate them from the State. Whether these decisions will be compatible with various proclaimed policies of the State, is again an issue to be squarely dealt with. A variety of social science inputs would be needed in such exercises. Governments have created specialized cadres for economics, trade and statistics. They always had those in judiciary, health, education and forests. Everywhere social science specialists, including management experts are playing their respective roles. Multilateral organizations are often banking upon social science professionals for their activities. All the United Nations expert bodies and other multilateral bodies, including non-governmental international organizations seek involvement of economists, sociologists and anthropologists. The World Bank consults various social scientists and keeps some of them on payroll to understand the likely impacts of the projects it undertakes and sponsors from the point of view of tribes, weaker sections and environment. Likewise other agencies involved in funding like ADB or providing liquidity like IMF do consult social scientists though sometime we have reservations on their decisions. WTO and WIPO run their training programs for educating government officials, scholars and others on social science related material—economics and law, understanding the issue’s, approaching power, negotiation and bargain. In addition,in administration of projects they would need people from accounting, management, law and social work background. Role of social sciences and social scientists seems to be all-pervading in decision-making at any level. Every society follow some rules and re gulation which is made by some specific social advisor. Some time it is necessary for the society development and some time it is need for guidance. For the development of every society or nation we need some policy which is basically done by social scientist. Some policy is very much necessary Public policy is an affirmation of positive actions and negative sanctions, executed through legislative, executive and administrative channels by a government often in pursuance of the constitutional directives whose interpretation may change in the course of time due to change in ethos. The set of actions and sanctions is often chosen from the set of possible alternatives, which may subserve the same set of objectives. There can be an agricultural/farm policy as well as an industrial policy. There can be a policy on telecom and on films. There can be an employment policy and there can be a policy on reservation of jobs for certain sections of society for certain categories of jobs. But ther e can be a prohibition policy or on consumption of tobacco and there can be one littering. In simply means public policies are broad commitments and guidelines for political and bureaucratic executive in certain areas needing intervention. Chosen policies purportedly optimum in certain terms. With change in ethos things may change. For example, the same set of Directive Principles is now used to justify the policies.

Inuit Land Rights, Whaling Jurisdiction, and Education :: Essays Papers

Inuit Land Rights, Whaling Jurisdiction, and Education â€Å"Common strategies are needed to confront a coming century of conflict and danger with our own imperatives for survival . . .[Common strategies are needed in] the quest for political and economic freedom with which to rebuild our own socially healthy and economically viable communities†. - Indian Country Today, July 2002. Today, the Inuit emerge on the modern global stage as one of many native groups claiming political sovereignty and national and international recognition of their collective rights. To be Inuit today is to be embedded in a constant, provocative political campaign against the influences of Western culture and assimilation. Indeed, in the last 40 years, the Inuit have lobbied and fought for the right to define themselves through the preservation of their traditions and customs: the Inuit fight for the right to whale, the right to control their own lands, and the autonomy to educate and raise their children as they see fit. Through grass roots organizations and skilled manipulation of our modern over-arching web of mass media, the Inuit share in â€Å"the quest for political and economic freedom† from Western concepts of the nation state, â€Å"primitive† cultural idealism, and minority marginalization. To be identified as â€Å"indigenous† in contemporary media is to be identified as a people allied in a highly sensitive internationalized struggle. In the Native world, â€Å"all are struggling over territorial, economic, political and cultural ground with their nation-state—over self-governance issues, jurisdictional sovereignties, and issues of land tenure and land use, hunting and fishing rights† (Indian Country Today). For Inuit peoples in Canada, land and sea jurisdiction is implicit for cultural survival and preservation. The ITC’s Nunavik Naming Project manifested cultural preservation through land rights. In 1973, a study of Inuit aboriginal rights to Canadian Territories recognized the need for â€Å"the Inuit conception of land use . . . [to be] translated into Qallunaat [non Inuit people] vernacular in order to ground the new claim: â€Å"this is Inuit land† † (Drummond 49). The Nunavik project, beginning among small committees and groups, became the mechanism that allowed for â€Å"the Inuit to be fortified with the same geographical, linguistic, and legal armaments that Quallunat use to stake their claims† (Drummond 50). In this effective grassroots movement, the Inuit claimed land ownership by creating and publicizing maps of the land they claim as their own, labeling all rivers and homesteads in the original Inuktitut, the Inuit language.

A Closer Look On Being A Fangirl Essay

You’ve probably heard the word ‘fan girl’ before. You’ve probably even dropped it in one of your conversation or even read it when you were surfing the net. But what exactly does the word ‘fan girl’ mean? What does it mean to be a fan girl? A fan girl, according to dictionary.reference.com, is a person obsessed with any other single subject or hobby – it may be an actor or a fictional character. It is a person who has a compulsive dedication to a music artist. She is someone who does various things to show love to her idol. Such activities include talking about them almost all day and creating graphics (wallpapers, layouts, etc) that feature the idol. Some also collect posters and other merchandise of their beloved idol. Others even save up their allowances to go to the concerts of their idols. Nowadays, when a person hears the word fan girl, they immediately associate it with negative things. Fan girl is always pre-packaged with negative connotations about screaming teenagers, unhealthy obsession and certain shallowness of interest. And since it is associated with unhealthy obsession, most people, especially the parents, believe that being a fan girl is a bad thing because it detracts her from her studies. People believe that instead of focusing on her studies, a fan girl chooses to obsess over her idol/s. When she gets home, instead of doing her home works right away, she would rather sit in front of the computer and look for pictures and videos of her idols to see what they were doing during the day. She would even be on Google and know everything about her idols as much as she can. She would be fantasizing on how she would be able to meet her idol in the future. She would be doing all these first before doing her tasks as a student. And this is why parents often associate being a fan girl as a bad thing, for they only know these things. They don’t know that being a fan girl brings out something very good in every teenager. Becoming a fan girl happens when you idolize someone. You idolize someone not just because of the amount of wealth that she has or because of her physical attributes. You idolize someone because of her character. Because of this, you have someone to look up to. You have a role model. And since you have this idol as your role model, you excel on everything that you do because you are inspired by your idol. â€Å"Birds of the same feather flock together.† When you become a fan girl, you gain more friends. Believe me, I speak from experience. When you get to meet other people who have the same interests as you, you instantly become friends with them. You talk about why you became a fan girl, your idol, the number of albums and posters you have collected. And similarly, you also talk about your personal life as well, as you gradually begin to open up to this new friend of yours. Aside from that, you learn how to save money when you become a fan girl. Since you want to buy certain things such as the posters and albums of your idol/s or even go and watch their concert, you’d save up your allowance. You will gradually learn to value money because it is not easily earned. You will learn how to sacrifice in order to get what you want instead of always asking from your parents. You will come to know that not everything in this world will be given to us right away. Most of the time, you need to work very hard to make ends meet. Lastly, the activities done by a fan girl relieves stress. Every day when he/she goes home after a long day at school, a fan girl will immediately sit in front of the computer or laptop and watch videos or gaze at pictures of her idols. This is her way of relieving stress from a very long and tiring day at school. Now this is the thing that other people don’t know about fan girls, most especially their parents. For them, this is their own simple way of dealing with all of the hardships and stress they are experiencing every day. And for me, this is indubitably true because I do this almost every day. When these fan girls see their idols smile or even hear their voice, it’s like all the weariness that they feel melts away in an instant. Of course it doesn’t really go away, but then at the very least they gain the strength to continue and finish a long and stressful day. It is because of their idols that they continue to move forward. I think that this is one very positive side of being a fan girl because one gets to relieve herself from all the stress. And it indeed is a good thing because instead of doing other things, like drinking alcohol and smoking, she would rather look at pictures or watch videos of her idols to uplift herself. Think about it. This is so much better than resorting to vices like drinking, smoking and gambling. I think most parents should be thankful that their daughters who are fan girls are just watching pictures and videos of their idols or even practicing the dance steps to their idols’ dances instead of finding them outside doing vices. We never know that because of being a fan girl, she might excel in everything that she does. â€Å"You never really understand a person until you consider things from his point of view – until you climb inside of his skin and walk around it† (Lee 30). This is what Harper Lee wrote in her book, How To Kill A Mockingbird. It’s the same with being a fan girl. You can never say that it is a bad thing unless you have tried to do it. Most people may view it as something negative, but I most certainly don’t. Being one has even helped me cope up with stress that I feel especially that I am now out of my comfort zone. We might not admit it, but we people tend to judge something or someone without even knowing or hearing the other side of the story. Little do we know that fan girls excel on what they do because they’re very inspired to reach their dream. Moreover, they are motivated by the thought that their idol/s will recognize them one day – not only as a fan but as a successful person who her idol can be proud of. Works Cited Lee, Harper. How To Kill A Mockingbird. Warner books, 1960.Print.

Hr Scorecard

International Bulletin of Business Administration ISSN: 1451-243X Issue 4 (2009)  © EuroJournals, Inc. 2009 http://www. eurojournals. com/IBBA. htm The Application of Human Resource Scorecard: A Case Study of Public Hospitals in NTT Province, Indonesia Riana Sitawati Accounting Department, STIE Dharmaputra Sodikin Manaf Accounting Department, STIE Dharmaputra Endah Winarti Accounting Department, STIE Dharmaputra Abstract Together with regional autonomy development, regional performance management becomes one of the most important factors to be considered. Regional public hospital becomes a regional government asset that should manage itself therefore it can prepare transparent performance measurement report for the benefit of the hospital itself and also the society or other interest parties. However, as a service organization, human resource competency becomes key factor in a public hospital that also needs to be improved. For achieving this aim, then this paper describes human resources performance measurement steps for the hospital particularly regional public hospital which consisted of preparing Activity Value Chain, Job Description, Job Specification, Job Performance Standard, and Job Performance Scorecard. Those steps had been implemented in public hospitals in NTT province, Indonesia. In the end, hopefully it can provide alternative standard for measuring a whole organization performance. Keywords: Public hospital, performance measurement, Activity Value Chain, Job Description, Job Specification, Job Performance Standard, Job Performance Scorecard, East Nusa Tenggara Province 1. Introduction The early years of the 21st century are proving to be a period of profound transition business world. This transition is being driven by a number of key trends including: global interdependence; diverse, diffuse, and asymmetrical security threats; rapidly evolving science and technology; dramatic shifts in the age and composition of population; important quality of life issues; the changing nature of our economy; and evolving government structures and concepts. These trends also contribute to a huge, longer-range fiscal and budgetary challenge around the world. Given these trends and long-range fiscal challenges, we are now seeing increased attention to strategic human capital management (U. S. General Accounting Office, 2002). While human capital is the foundation for creating value in the new economy, human assets are the least understood by business leaders and therefore the least effectively managed. Furthermore, there is exceptional about human resource function, which is that is less prepared than many other functions (such as finance or information system) to quantify its impact on business performance (Yeung & Berman, 1997). Since the Indonesian government determined regulation about regional autonomy in 2002, there were efforts to arrange specific policies for government owned institution in each Indonesian region. Those specific policies also included performance measurement area that the government institutions in local region can manage their own performance report but still have obligation to report their performance condition to central government. That independent performance management is based on Undang-Undang Republik Indonesia (Indonesian Regulation) no. 17 / 2003 that applies the implementation refers to the activity area of the government institution activity. Refers to the regional public hospital that also becomes regional government institution, this institution also has obligation to prepare an independent performance report system. In fact, there are not many public hospitals that had implemented performance measurement report system refers to Indonesian generally accepted accounting principle. This caused by the bureaucracy culture in Indonesia that can not be removed easily particularly in government institution environment and lack of skilled human resources that has sufficient knowledge to make a good financial report. Although there are many problems resulted in preparing an independent public hospital, but it will be better if the public officer that works at Health Department, Regional Government, or Public Hospital begins to take real steps in improving financial system at public hospital. It becomes more important refers to Indonesian bad economic condition after multi dimension crisis so that public hospital should find its own core business rather than depend on government budget (Subanegara, 2005). This condition had been applied at developed countries which have their own business unit, such as laundry facility that are provided for general society with tariff that relatively the same with market price. Moreover, the hospitals also have specific pavilion for sound patient where room price and medical service are based on higher tariff compared with regular class so there is subsidy for the poor patient. As a public institution, main goal of public hospital is to provide medical service to local patient particularly the poor ones. Therefore, profit is clearly not the main goal of public hospital. With such character, it is not surprising that there are so many public hospitals that complain about their lost in operating activities because of their social responsibility service. Based on the above factors, we can see the importance of good measurement management system for regional public hospital. Until recently, public hospital only depends on central government or local government funding and management system without tries to find out any efforts to be more independent. This opinion should be changed therefore hospital can produce its own performance measurement report that still can support its social service function which always become its main mission. Refers to this condition, then it is necessary to understand how to arrange a good performance report therefore the hospital knows for sure its own advantages and disadvantages as a foundation to decide strategic action in order to manage better and more professional public hospital financial and non financial aspect. Therefore a performance measurement that is capable to measure not only financial but also non financial aspect will be more supportive. 2. Problem Statement Although the application of a complete Balanced Scorecard as one of Strategic Management Accounting performance tools had produced enormous studies and practices, but there is still lack of focus on its application at Indonesian public sector. This also occurs especially in an organization which provides service such as medical organizations which have social responsibility and see human resources as the main organization asset. That background inspires author to describe author’s experience related with human resource performance measurement at Indonesian public hospitals. 3. Theoretical Background 3. 1. Performance Measurement Performance can be considered as a â€Å"relative and culture-specific concept†, one of those â€Å"suitcase words in which everyone places the concepts that suit them, letting the context take care of the definition†(Lebas, Euske, 2002). We could use the same words to describe performance measurement. Different people give different meanings to performance measurement. Adams, Kennerley and Neely defined performance measurement as â€Å"the process of quantifying the efficiency and effectiveness of past action† (Neely, Adams, Kennerley, 2002). The author considers this definition clear and meaningful. We can argue that quantifying only the efficiency and the effectiveness dimensions of the action could be too limiting. We can argue that performance measurement doesn’t mean only quantifying but also comparing to a reference. But we should agree that the definition they gave sounds quite linear, appropriate, reasonable and useful. As it happens with other processes, the purpose of performance measurement is not univocal. Performance measurement is a sort of primary process: it can be considered as a basic element of larger and different processes like: †¢ internal performance evaluation †¢ external performance assessment †¢ performance management So the aims of performance measurement could be quite different. In the past decade performance measurement has been a topic that has received growing attention in the Public Sector. To encourage a performance-driven culture, a lot of public organizations have adopted a performance measurement system to measure, assess, report their performance and compare it with the performance of other organizations (performance evaluation and benchmarking). Just few of them have adopted it to manage their performance (performance management). For the author the difference between the two approaches is a fundamental issue to point out. In the former, measures are used to evaluate ex-post, at the end of a period of time, what has been done during the period and whether the desired outcomes have been achieved at the end. Here the purpose of measuring is to help to make a judgment about the performance of the organization at the end of a period. In the latter, measures are used to manage the performance within the period, identify issues and problems before correction becomes difficult or impossible and support decision-making processes in order to really achieve the desired outcomes at the end of the period. The purpose of measuring is to help people, accountable for performance, to make the right decisions within the period of time used as the reference. Both in the Private and Public Sector, using performance measurement just for evaluation s â€Å"one of the main barriers that people need to overcome if the organization wants to move from measurement set to judge to measurement consciously adopted to support decision making process†(Bocci 2004). If we talk about performance measurement just in terms of reviewing and assessing, we can not inspire people and align them with the strategy and t he overall goals of the organization. People will not understand the needs of measuring their performance and will consider measures used to find fault and punish someone (Kaydos, 1998): any performance measurement system we try to implement will be boycotted in some way. Performance evaluation is important but it does not tell us the true and complete story. That is why organizations should focus on adopting performance management systems. If organizations continue to use measurement just for assessing their performance, they can not achieve the consensus that allows them to effectively manage their performance. 3. 2. The Balanced Scorecard Application in Public Sector The Balanced Scorecard method (Kaplan & Norton, 1992) forms a conceptual measurement model for assessing an organization’s performance. This model complements financial measures of past performance with measures of drivers of future performance (Gaspersz, 2002). Unlike other accounting models, the Balanced Scorecard incorporates valuation of organization’ intangible and intellectual assets such as (Walker & MacDonald, 2001): †¢ High – quality products and services †¢ Motivated and skilled employees †¢ Responsive internal processes †¢ Innovation & productivity The original Balanced Scorecard model developed by Kaplan and Norton can be seen at the following figure. Figure 3. 1: Balanced Scorecard FINANCIAL PERSPECTIVE CUSTOMER PERSPECTIVE VISION & STRATEGY INTERNAL BUS. PROCESS PERSP. LEARNING & GROWTH PERSPECTIVE (Source: Niven, 2005) As mentioned above, Kaplan and Norton introduced 4 perspectives from a company activities that can be evaluated by management as follows : 1. Financial Perspective : how we can satisfy stakeholder? 2. Customer Perspective : how we can satisfy customer? 3. Internal Business Perspective : what processes that we should offer in order to achieve company success? . Learning and Growth Perspective : how we can maintain ability to face company changes? The BSC concept is not only applicable to private sector but also public sector including public health sector. Indonesian economic system that experiences disaster recently is mostly caused by government system mismanagement that usually known as KKN (Corruption, Collusion, and Nepotism). Therefore it needs a performance measurement tool for its public organization to im prove economic system condition. Based on the different character between private sector and public sector, we can compare the 4 perspectives of Balanced Scorecard as follows. Figure 3. 2: Balanced Scorecard Perspectives: A Comparation Between Private Sector and Public Sector Perspective Financial/Operational Efficiency Customer Learning and Growth Private Sector How we can give value to the stakeholder? How customer will evaluate our performance? Can we continue to improve and create value to the customer, stakeholder, employee, management and organization? What should we proposed from our process and product? Internal Process and Product Public Sector How we can give value to the society and tax payer? How public service user evaluate our performance? Can we continue to improve and create value to the society/tax payer, public officer, public organization, and stakeholder? Does the implemented development program can bring results refers to the expectation? (Source: Gasperz, 2002) Those differences in balanced scorecard perspectives between private sector and public sector encourages us to modify the implementation of balanced scorecard at public sector. This modification is necessary because of the following reasons: 1. Main focus of public sector is the society and certain interest groups while main focus of private sector is customer and stakeholder. 2. Main goal of public sector is not to maximize financial result but the balanced budget responsibility through service to stakeholder refers to its vision and mission. 3. Defining indicators and target in customer perspective needs high concern as consequency of public sector role and needs clear definition and strategic result. 3. 3. Human Resources Scorecard The Human Resource Scorecard approach used slightly modifies the initial Balanced Scorecard model, which at the time was most commonly used at the corporate level. However, the approach remains focused on long-term strategies and clear connections to business outcomes. The Human Resource Balanced Scorecard can be classified into four perspectives (Walker & MacDonald, 2001): a. Strategic Perspective This perspective measures company success in achieving 5 strategic thrusts (talent, leadership, customer service and support, organizational integration, and Human Resource Capability). . Operations Perspective This perspective measures Human Resource success in operational excellence. The focus here is primarily in three areas: staffing, technology, and Human Resource processes and transactions. c. Customer Perspective This perspective measures how Human Resource is viewed by company key customer segment. Survey results are used to track customer perception of se rvice as well as assessing overall employee engagement, competitive capability, and links to productivity. d. Financial Perspective This perspective measures how Human Resource adds measurable financial value to the organization, including measures of ROI in training, technology, staffing, risk management, and cost of service delivery. Many leading organizations use their performance management systems as a key tool for aligning institutional, unit, and employee performance; achieving results; accelerating change; managing the organization on a day-to-day basis; and facilitating communication throughout the year so that discussion about individual and organizational performance are integrated and ongoing (U. S. General Accounting Office, 2000). We also can see some examples of previous research studies in Human Resource in the following table: Table 3. 1: Summary of Major Research Studies in HR – Organizational Performance Relationships Research Studies MacDuffie & Krafcik (1992) Methodology Studied 70 automotive assembly plants representing 24 companies and 17 countries worldwide Key Findings †¢ Manufacturing facilities with â€Å"lean production systems† are much higher in both productivity and quality than those with â€Å"mass production systems† (Productivity: 22 hours vs. 0 hours in producing a car; Quality 0. 5 defects vs. 0. 8 defects per 100 vehicles). †¢ While the HR strategy of a mass production system is used to create a highly specialized and deskilled work-force that supports a large-scale production process, the HR strategy of a lean production system aims to create a skilled, motivated, and flexible workforce that can continuously solve prob lems. The success of a â€Å"lean production system† critically depends on such â€Å"highcommitment† human resource policies as the decentralization of production responsibilities, broad job classification, multiskilling practices, profit/gain sharing, a reciprocal psychological commitment between firm and employees, employment security, and a reduction of status barrier. Studies that demonstrate business impact by adopting the following highperformance work practices are summarized: †¢ Employee involvement in decision making. Compensation (profit/gain sharing) †¢ Training programs †¢ Constellation of high-performance work practices †¢ Contradictory to traditional strategy literature, these five companies are neither in the right industry (based on Porter’s industry structure analysis) nor are they market leaders in these industries (based on Boston Consulting Group’s learning curve). †¢ Instead, these companies share a set of hi gh commitment work practices such as employment security, selectivity in recruiting, high wages, incentive pay, employee ownership, information sharing, participation and empowerment, teams and job redesign, cross-training, etc. Empirically identified two distinct HR configurations: control and commitment systems. †¢ Control systems aim to reduce direct labor costs, or improve efficiency by enforcing employee compliance with specified rules and procedures and basing employee rewards on some measurable output criteria. †¢ Commitment systems aim to shape desired employee behaviors and attitudes by forging psychological links between organizational and employee goals. †¢ The mills with commitment systems had higher productivity, lower scrap rates, and lower employee turnover than those with control systems. Based on his sample, Huselid found that if firms increase their highperformance work practices by one standard deviation (SD), their turnover would be reduced by 7. 0 5%, productivity increased by 16%. †¢ In terms of financial impact, a one-SD increase in high-performance work practices leads to a $27,044 increase in sales, an $18,641 increase in market value, and a $3,814 increase in profit. †¢ Developed an overall HR Quality Index based on the aggregate ratings of all HR activities adopted by a firm. †¢ Based on the HR Quality Index, firms are grouped into four categories based on their percentile (i. . , bottom 25%, second 25%, third 25%, and top 25%). †¢ Firms that score higher in the HR Quality Index consistently outperform firms with a lower index in four financial measures: market/book value ratio, productivity (i. e. , sales/employees), market value, and sales. U. S. Department of Labor (1993) Summarized all major research studies regarding the HR-firm performance relationship Pfeffer (1994) Identified the five topperforming firms (based on percentage of stock returns) between 1972 and 1992 and assessed their common Arthur (1994) Conducted a survey research from 30 U. S. steel minimills Huselid (1995) Utilized both survey research and financial data of 968 firms Ostroff (1995) Conducted a survey research jointly sponsored by Society of Human Resource Management and CCH Incorporated (Source: Yeung and Berman, 1997) 4. The Case Study Application of Balanced Scorecard is a new progress in Indonesia particularly in public sector as there is no standard for measuring public sector performance until recently. Moreover as a fact, most of Indonesian public hospital administration and financial activities has not applied generally accepted accounting principle which is main accounting system (Alkatiri&Setiyono, 2001). Therefore author’s experience in building a performance measurement system in 3 (three) Nusa Tenggara Province public hospitals will be described at the following case study. In general, road map for measuring the performance is: Figure 4. 1: Roadmap for Performance Measurement ROADMAP OF HOSPITAL PERFORMANCE MEASUREMENT & DEVELOPING UNIT PERFORMANCE SCORECARD MEASURES MEASURABLE THEORY OF PERFORMANCE MEASUREMENT W EIGHT RELIABLE SCORECARD UNIT TRANSPARENT TARGET (Source: Ferdinand, 2003) Figure 4. 1 above shows that theory of performance measurement such as Balanced Scorecard (BSC) provides 3 standards in making indicators, which are measurable, reliable, and transparent. Measurable means the indicators should be a matter of quantitative, not abstract. Reliable means the indicators can be trusted. Transparent means the indicators should be socialized to all parties. Then after determining the indicators, we should pay attention to the measures (indicators), weight of each indicators, and target that should be achieved. In the end, it will produce scorecard for each hospital unit. Detail steps of producing this scorecard can be followed at the following sections. 4. 1. Preparing Activity Value Chain The initial step in making performance measurement standard should begin from preparing activity chain for each staff. In order to make it, we should know our Achievement Generating Factor which is the main task of a job position. In order to make clear description, the example of activity value chain can be seen on the Appendix-Figure 1 for Head of Medical Committee. The activity details that belong to the Activity Value Chain are all activities that are done regularly. For example, routine activity for a lecturer is teaching a class. But the lecturer also has supporting activity such as giving suggestion to his/her students if they are experiencing problems in their study. This different type of activity should be clearly understand in defining activity value chain as a first step before move further to other steps. . 2. Preparing Job Description After determining routine activities in value chain, the following step is making job description. Job description is a description of a job that should be completed by a person in certain position. The example for this Job Description can be seen on the Appendix-Figure 2. In order to formulate good job description, we should pay attention to these factors: 1. Job a ssignment should be detail and concrete. 2. State the assignment in information type so it can be implemented and evaluated. The presented information can be input information or output information. . Determine Information Source that we use to state information type of a conducted assignment. This information source can be officer with whom we cooperate, and what form we use to state the information. 4. Determine the time frame and the person who should implement the informed assignment. 5. Decide how information distribution is implemented. Information distribution can be done by assigning person / department that receives the information and time schedule when the information should be delivered. 6. We also need to determine success measurement criteria for implemented task. . It is our obligation to determine development requirement to be completed by the implementer person so they can do their job competently. 8. It is also suggested that we determine responsibility person for fixed asset whether in unit or monetary form so all staffs feel responsible. Job Description can be implemented if the people who sit on certain position fulfill the required specification. Therefore a job description will be more meaningful if continued by job specification for potential candidate of a position. 4. 3. Preparing Job Specification Job specification is a criteria or requirement for a certain position. There are 2 main classification in Job Specification which are: (See Appendix-Figure 3) a. Initial Requirement It is organization demand to the position holder candidate. b. Development Support After someone fulfills the requirement to sit on a position, then it becomes organization responsibility to develop this position holder. The development support can be in the form of training and education therefore the position holder can be developed and succeed in doing his/her job now or in the future. 4. 4. Preparing Job Performance Standard The previous Job Description will be more meaningful if management has certain scoring tool that can be used as performance measurement for a position holder. In order to have that scoring tool, then it needs to develope a standard which called Job Performance Standard. In making Job Performance Standard, we will determine performance score criteria. The common score standard is as follows: Performance Criteria Very Good Good Average Bad Very Bad Code VG G A B VB Score 5 4 3 2 1 Job Performance Standard consists of: (See Appendix-Figure 4) a. Performance Criteria Scorecard . Job Description c. Performance Indicator d. Performance Criteria e. Target Description By having Job Performance Standard, then it will decrease job evaluator subjectivity so that the evaluated staff and the evaluator person have the same guidance in understanding the performance. Performance Indicator or Performance Measures aims to determine success criteria of a job that bein g implemented by a position holder. This Performance Indicator/Measures can be measured from 2 aspects which are Lagging Indicator and Leading Indicator. a. LAG Performance Indicator is a Final Result Indicator of an activity. For example, Lag Performance Indicator for a Salesman activity: recording sales to achieve target is recording accuracy and timeliness. b. LEAD Performance Indicator or Process Performance Indicator is indicator for supposedto-be-done activity. If this activity can be done, then the Lag Indicator tends to be achieved. As an example for the salesman above, in order to make recording sales activity run well, then it needs some activities such as: (1) Checking data and report completeness and (2) Preparing supporting facility and information to make report. 4. 5. Preparing Job Performance Scorecard Job Performance Scorecard is an achieved performance result of a staff in certain period. From Job Description, Job Specification and Job Performance Standard, then it can produce Design of Management Performance Scorecard that can be used as a tool to measure organization managerial performance. Therefore the organization has a measurement tool that can be used as a guidance to measure overall organization performance. The scorecard can be seen at the Appendix-Figure 5. As a performance report, this Job Performance Scorecard should be published regularly as a complement of hospital financial report. This report can be foundation for management to make decision on what they should do related to their staff performance. Therefore this scorecard should be applied to all management levels from operational level until strategic level so it might run well. 5. Conclusion It is not surprising that Indonesian public hospital still provide minimum medical service with minimum funding support from the government. However, Public Hospital as a public service institution needs a condusive human resource performance measurement system to determine its worker ffectiveness and efficiency weaknesses so it can achieve good corporate governance in the future. Balanced Scorecard has provided a foundation for both private and public sector to measure both sector performances. This foundation can be used by Indonesian public sector particularly regional hospital to improve its performance so in the end it might produce scorecard report regularly that is reliable. All steps from making Activity Value Chain, Job Description, Job Specification, Job Performance Standard, and Job Performance Scorecard can be easily followed as a standard for implementing the BSC into the public health sector. However, this paper is only limited on success story at three Indonesian public hospitals in Nusa Tenggara Province. Therefore future research should be more generalized to other public hospitals or other public sectors in Indonesia. Bibliography [1] [2] [3] Alkatiri, A. & Setiyono, V. (2001). Manajemen & Akuntansi Rumah Sakit. Fa. Sinar Bahagia, Jakarta. Bocci, F. (2004). Defining Performance Measurement. A Comment. PMA Newsletter Vol 3 Issue 1/2 September, pp. 20. Ferdinand, A. (2003) Module for Performance Monitoring: Supervisory Monitoring Scorecard. Training for Hospital Performance Management at East Nusa Tenggara Regional Public Hospitals, a joint programme between EPOS Health Consultant Germany, East Nusa Tenggara Health Department, and AGF Consulting Indonesia Gaspersz, V. (2002). Balanced Scorecard dengan Six Sigma untuk Organisasi Bisnis dan Pemerintah. PT Gramedia Pustaka Utama, Jakarta, Chapter 1. Kaplan, R. S. and Norton, D. P. (1992). Translating Strategy into Action: the Balance Scorecard. Harvard Business School Press, Boston. Kaydos, W. (1998). Operational Performance Measurement: Increasing Total Productivity. CRC Press, pp. 98. Lebas, M. & Euske, K. (2002). A Conceptual and Operational Delineation of Performance in Business Performance Measurement: Theory and Practice. Neely, Andy Editor, Cambridge University Press, Cambridge. Neely, A. , Adams, C. , and Kennerley, M. (2002). The Performance Prism: The Scorecard for Measuring and Managing Business Success. Financial Times Prentice Hall, London 2002 Niven, P. R. (2005). Balanced Scorecard Diagnostics: Maintaining Maximum Performance. John Wiley&Sons, Inc. Subanegara, H. P. (2005). Diamond Head Drill & Kepemimpinan Dalam Manajemen Rumah Sakit. Penerbit Andi, Yogyakarta. Sugiri, S. (1992). Pengantar Akuntansi, Edisi Revisi. AMP YKPN, Yogyakarta. Undang-Undang RI No. 17 Tahun 2003 Tentang Keuangan Negara. BP Cipta Jaya, Jakarta. U. S. General Accounting Office, Human Capital: Key Principles From Nine Private Sector Organizations, GAO/GGD-00-28. Washington, DC. : Jan. 31, 2000 U. S. General Accounting Office, Managing for Results: Using Strategic Human Capital Management to Drive Transformational Change, GAO-02-940T. Washington, DC. : July 15, 2002 Walker, G. & MacDonald, J. R. (2001). Designing and Implementing an HR Scorecard. Human Resource Management, Winter; 40, 4; pp. 365-377. Yeung, A. K. & Berman, B. (1997). Adding Value Through Human Resources Reorienting Human Resource Measurement to Drive Business Performance. Human Resource Management, Fall; 36, 3 : p. 321-335 [4] [5] [6] [7] [8] [9] [10] [11] [12] [13] [14] [15] [16] Appendix Figure 1: Activity Value Chain Name of Position : HEAD OF MEDICAL COMMITTEE Main Goal of Position : Achieve optimum Medical Service Coordination in accordance with medical science and technology and medical profession ethic. VALUE CHAIN DIAGRAM ACTIVITY DETAIL JOB CHARACTERISTIC Head of Medical Committee 1 8 2 3 4 7 6 5 1. Make Medical Committee plan 2. Make Committee and Team, and ascertain duty implementation of Committee and Team 3. Ascertain duty implementation of SMF (Functional Medical Staff) refers to service standard 4. Coordinate SMF education and training 5. Coordinate research and development for SMF medical area 6. Approve Credit Proposal and make DP3 for Head of SMF 7. Make report and conduct evaluation on Medical Committee activities AT AT AT AT AT AT AT Note: AT = Routine Accountability Figure 2: Job Description Division Position Main Activity Make Medical Committee plan : Medical Committee : Head of Medical Committee Job Characteristic AT Information Type Input : Director SK PHO IDI Information Source Person Format †¢ Director †¢ Minister of Health †¢ IDI/ Professional Organisation Relevant person †¢ Letter †¢ Book †¢ Book Head of Medical Committee Annually †¢ Director †¢ Head of SMF On December Job Implementer Time Result Distribution Person Time Success Criteria †¢ †¢ Plan finishing time accuracy (POA) Plan content completeness (POA) Make Committee and Team, and ascertain duty implementation of Committee and Team AT Ascertain duty implementation of SMF (Functional Medical Staff) refers to service standard AT Coordinate SMF education and training AT Coordinate research and development for SMF medical area AT Approve Credit Proposal and make DP3 for Head of SMF AT Make report and conduct evaluation on Medical Committee activities AT uput : POA of Medical Committee Input : POA of Medical Committee Ouput : †¢ Committee SK †¢ Committee Activity Report Input : POA of Medical Committee Ouput : Service Standard Compliance Report Input : POA of Medical Committee Ouput : Activity report of SMF Education and training Input : POA of Medical Committee Ouput : Activity report of SMF Research and Development Input : †¢ Keppres (President Desicion) †¢ SK of Menpan Ouput : †¢ DP3 of SMF Head †¢ Promotion proposal Input : †¢ SK Director †¢ POA Committee Medis Ouput : †¢ Activity report and evaluation of Medical Committee Book Director Letter Head of Medical Committee Annually †¢ Director †¢ Head of SMF On December †¢ Relevant Person Letter Book Activity report time accuracy Director Book Head of Medical Committee Annually †¢ Director †¢ Head of SMF Relevant Person End of January at following year †¢ Reporting time accuracy Form Director Book Head of Medical Committee Annually †¢ Director †¢ Head of SMF Relevant Person End of January at following year †¢ Activity report time accuracy Form Director Book Head of Medical Committee Annually Director †¢ Head of SMF Relevant Person End of January at following year †¢ Activity report time accuracy Form President Menpan Letter Head of Medical Committee Docume nt †¢ Letter †¢ Book Head of Medical Committee 1 month ahead Semi annually †¢ Director 1 month ahead †¢ Arrangement time accuracy Relevant Person †¢ Director †¢ Director Annually †¢ Director †¢ Reporting time a ccuracy Relevant Person Head of SMF Form Figure 3: Job Specification Position : Head Of Medical Commitee Initial Requirement 1. S1/General Practitioner 2. Has 2 years experience at the relevant area Technical Competency 1. Medical basic skill 2. Ability to supervise medical committee task 3. Ability to make decision Managerial Development Competency Support 1. Ability to lead medical 1. Advance study committee S2/Specialist 2. Ability to make plan 2. Training of and policy in regards hospital with medical operational committee task management 3. Ability to make report 3. Training of and evaluation arranging job performance measurement Job Description 1. Make Medical Committee plan 2. Make Committee and Team, and ascertain duty implementation of Committee and Team 3. Ascertain duty implementation of SMF (Staf Medis Fungsional/Functional Medical Staff) refers to service standard 4. Coordinate SMF education and training 5. Coordinate research and development for SMF medical area 6. Approve Credit Proposal and make job performance measurement for Head of SMF 7. Make report and conduct evaluation on Medical Committee activities Figure 4: Job Performance Standard Position : Head of Medical Committee Very Good Score = 5 100% complete 100% from target 100% from target 100% from target 100% from target 100% from target 100% from target Very Good Score = 5 100% complete 100% from target Always Available 100% complete 100% complete 100% from target 100% complete 100% from target 100% complete Date 5 of the following month Good Score = 4 90 – 99% 90 – 99% from target 90 – 99% from target 90 – 99% from target 90 – 99% from target 90 – 99% from target 90 – 99% from target Good Score = 4 90 – 99% 90 – 99% from target 90 – 99% 90 – 99% 90 – 99% from target 90 – 99% 90 – 99% from target 90 – 99% Date 6-9 of the following month Average Score = 3 80-90% 80 – 90% from target 80 – 90% from target 80 – 90% from target 80 – 90% from target 80 – 90% from target 80 – 90% from target Average Score = 3 80-90% 80 – 90% from target Sometimes unavailable 80-90% 80-90% 80 – 90% from target 80-90% 80 – 90% from target 80-90% Date 10 of the following month Bad Score = 2 70-79% 75 – 80% target 75 – 80% target 75 – 80% target 75 – 80% target 75 – 80% target 75 – 80% target Bad Score = 2 70-79% 75 – 80% target 70-79% 70-79% 75 – 80% target 70-79% 75 – 80% target 70-79% Date 11-15 of the following month Very Bad Score = 1

Free Essays on John Updikes Separating

There were many different aspects of John Updike’s â€Å"Separating† that I enjoyed. The focus on what a modern day family is like, the character development of Richard, and the reversal of male and female stereotypes to name a few. However, I decided to focus my paper on the three different conflicts Richard, the protagonist of the story, encounters. The first conflict is between Richard and his wife Joan. Their marriage has been falling apart and they don’t seem to even enjoy each other’s company anymore. The whole basis of the story is around this couple’s separation. It is never made clear the exact reason for the dissolution of the marriage. IT is hinted that Richard might have been having an affair. But, whatever the reason, it is made known that it is Richard’s decision to leave. After the blowout at the dinner table, where three out of the four children learn about the separation, Joan says that â€Å"it really wasn’t fair. It’s your idea, and you make it look as though I was kicking you out† (p 833). The second conflict is between Richard and his children. He is faced with the responsibility of telling his kids about his decision to leave. Him and his wife decide that its best to wait until school has ended and they were all home in one place. They had also decided to tell them one-by-one instead of in a large group because, as Joan puts it, â€Å"they’re each individuals, you know, not just some corporate obstacle to your freedom† (p 830). However, the plan falls apart when Richard starts crying uncontrollably during dinner. His younger son, John, asks his mother in the kitchen why his dad had been crying and she admits to the separation. The girls take the news fairly well and do not have any problems accepting it. John, on the other hand, makes a scene by eating a cigarette and lighting matches in his mother’s face. The oldest son Dickie was absent from dinner that night, so Richard was st... Free Essays on John Updike's Separating Free Essays on John Updike's Separating There were many different aspects of John Updike’s â€Å"Separating† that I enjoyed. The focus on what a modern day family is like, the character development of Richard, and the reversal of male and female stereotypes to name a few. However, I decided to focus my paper on the three different conflicts Richard, the protagonist of the story, encounters. The first conflict is between Richard and his wife Joan. Their marriage has been falling apart and they don’t seem to even enjoy each other’s company anymore. The whole basis of the story is around this couple’s separation. It is never made clear the exact reason for the dissolution of the marriage. IT is hinted that Richard might have been having an affair. But, whatever the reason, it is made known that it is Richard’s decision to leave. After the blowout at the dinner table, where three out of the four children learn about the separation, Joan says that â€Å"it really wasn’t fair. It’s your idea, and you make it look as though I was kicking you out† (p 833). The second conflict is between Richard and his children. He is faced with the responsibility of telling his kids about his decision to leave. Him and his wife decide that its best to wait until school has ended and they were all home in one place. They had also decided to tell them one-by-one instead of in a large group because, as Joan puts it, â€Å"they’re each individuals, you know, not just some corporate obstacle to your freedom† (p 830). However, the plan falls apart when Richard starts crying uncontrollably during dinner. His younger son, John, asks his mother in the kitchen why his dad had been crying and she admits to the separation. The girls take the news fairly well and do not have any problems accepting it. John, on the other hand, makes a scene by eating a cigarette and lighting matches in his mother’s face. The oldest son Dickie was absent from dinner that night, so Richard was st...

Keeping Close to Home Essay Essay Example

Keeping Close to Home Essay Essay Example Keeping Close to Home Essay Essay Keeping Close to Home Essay Essay Bell Hooks essay â€Å"Keeping Close to Home† . describes her battles after she was accepted at Stanford University to foster her self-fulfillment. In this essay Hooks negotiations about her journey to educate herself and no losing her sense of where she came from as African American adult female from a working category background. Hooks parents wanted her to travel to a school near to place. a non-diverse like Stanford was. They wanted her to travel to a school no merely near to place but were the bulk were black excessively. Her household biggest fright was her girl altering her head or losing her values and the connexion with them. They knew college alteration people. However Hooks found the manner to maintain stopping point to place by sing every twelvemonth. sometimes when she couldn’t travel place because she didn’t have the money to travel. she had to remain at school. she expresses in a transition how her household wasn’t happy or supportive about her determination about her traveling to Stanford. As she said â€Å"My parents had non being delighted that I had been accepted ad adamantly opposed my traveling so far from place. At the same clip. I did non see their resistance as an look of their fright that they would lose me everlastingly. â€Å"Like many propertyless folks. they feared what college instruction might make to their children’s even as they unenthusiastically acknowledge its importance† ( 101 ) . Most childs have a really strong cognition about were they come from like Hooks was. opposite to some others which doesn’t. this make them to be weak. they could alter their values and they might bury about their households and community. . When childs go to college they are in touch with many different people from different backgrounds. It is normal that their parents could be afraid of their childs altering their heads afterwards they will be populating off from place and this could go on. This changes depend on how strong their roots are. Having no contact with no contact with their households that could go on. like Hooks explains on her essay when she said â€Å"Often I tell pupils from hapless and propertyless backgrounds that if you believe [ that ] what you have learned and are larning in schools and universities separates you from your yesteryear. this is exactly what will go on. It is of import to stand house in the strong belief that nil can truly separate us from our yesteryears when we nurture and cherish that connection† ( 108 ) . The best manner to keep the values our household gave us when we go off from place either to college or to populate far from our households is maintaining in touch with them for this purpose talk to our households one time in a piece will be good besides neer bury were we came from. When I read Hooks essay. this send me back in clip to the twelvemonth of 1979 when I graduate from High School. As I was reading her essay I felt that Hooks and I had the same battles. Before I graduate from High School I had my head set about traveling to college. My household was really hapless. My female parent was ever a really difficult worker adult female. she ironed all the vicinity vesture. I am really proud of my female parent being a individual female parent she was capable to race my small sister and I all by herself after my pa past off when I was 12 old ages old Hooks’s negotiations about how proud she was about her male parent excessively when she said â€Å" â€Å" I neer knew how hapless we were until I needed to travel to college. I knew I will necessitate to happen a occupation to foster my instruction. Hooks reveals all the hurting and struggles she had after she was accepted at Stanford. how her parents were non supportive. I had the same exact battles. My female parent was really disquieted when I told her about my determination on traveling to school. she argues with me about how her friend’s childs neer came back to their places and how they stop sing their parents after they went to school. My female parent was non being really supportive like Hooks parents were. She teaches us to how to be loving. caring. how to esteem each other in the household and everyone else. She wanted for me merely to happen a occupation near to my house. she even talked with the proprietors of this pharmaceutics on the corner of my house to give me a occupation as a teller. She said I should remain place and assist her with the house jobs. she neer thought I could be anything more than a housework. We lived in a really little town called Villa Canales which was eight hours off from the college I decided to travel. That was the most painful determination I had of all time made. After all I was the first coevals trave ling to college. My household was really tight with really strong values. My sister and I used to pass all our summers holidaies at my grandma’s house when we were small. we loved to listen all the narratives she had to state us. while we grow up. This made my household really similar to Hooks’s household. However my female parent was afraid of me being far from her and my small sister and bury about them which didn’t happen. Even when the communicating was non easy in Guatemala where I grow up. I did all my attempts keeping communicating with my household. Distance was non adequate ground for me to halt maintaining in touch with them the same and neer bury about all the instructions she gave me. The same manner Hooks neer stopped her contact and communicating with her household. The intent of her essay is to reason about that pupils coming from a working category background should non be ashamed where they come from nor either forget about their households. Traveling to school far from place shouldn’t alteration people. at least no their values. To maintain this values integral people demands to maintain the connexion as Hooks did by maintaining in touch with her household and community. Universities separates households this should non go on because the lone manner we keep our values is being tight with our households.

Brigadier General David McMurtrie Gregg in the Civil War

Brigadier General David McMurtrie Gregg in the Civil War David McM. Gregg - Early Life Career: Born April 10, 1833, in Huntingdon, PA, David McMurtrie Gregg was the third child of Matthew and Ellen Gregg.   Following his fathers death in 1845, Gregg moved with his mother to Hollidaysburg, PA.   His time there proved brief as she died two years later.   Orphaned, Gregg and his older brother, Andrew, were sent to live with their uncle, David McMurtrie III, in Huntingdon.   Under his care, Gregg entered the John A. Hall School before moving on to nearby Milnwood Academy.   In 1850, while attending the University of Lewisburg (Bucknell University), he received an appointment to West Point with the aid of  Representative Samuel Calvin.    Arriving at West Point on July 1, 1851, Gregg proved a good student and an excellent horseman.   Graduating four years later, he ranked eighth in a class of thirty-four.   While there, he developed relationships with older students, such as J.E.B. Stuart and Philip H. Sheridan, with whom he would fight and serve with during the Civil War.   Commissioned a second lieutenant, Gregg was briefly posted to Jefferson Barracks, MO before receiving orders for Fort Union, NM.   Serving with the 1st US Dragoons, he moved to California in 1856 and north to Washington Territory the following year.   Operating from Fort Vancouver, Gregg fought several engagements against the Native Americans in the area.    David McM. Gregg - The Civil War Begins: On March 21, 1861, Gregg earned a promotion to first lieutenant and orders to return east.   With the attack on Fort Sumter the following month and beginning of the Civil War, he quickly received a promotion to captain on May 14 with orders to join the 6th US Cavalry in Washington DCs defenses.   Shortly thereafter, Gregg fell gravely ill with typhoid and nearly died when his hospital burned.   Recovering, he took command of the 8th Pennsylvania Cavalry on January 24, 1862 with the rank of colonel.   This move was facilitated by the fact that Pennsylvania Governor Andrew Curtain was Greggs cousin.   Later that spring, the 8th Pennsylvania Cavalry shifted south to the Peninsula for Major General George B. McClellans campaign against Richmond. David McM. Gregg - Climbing the Ranks: Serving in Brigadier General Erasmus D. Keyes IV Corps, Gregg and his men saw service during the advance up the Peninsula and ably screened the armys movements during the Seven Days Battles that June and July.   With the failure of McClellans campaign, Greggs regiment and the rest of the Army of the Potomac returned north.   That September, Gregg was present for the Battle of Antietam but saw little fighting.   Following the battle, he took leave and traveled to Pennsylvania to marry Ellen F. Sheaff on October 6.   Returning to his regiment after a brief honeymoon in New York City, he received a promotion to brigadier general on November 29.   With this came command of a brigade in Brigadier General Alfred Pleasontons division. Present at the Battle of Fredericksburg on December 13, Gregg assumed command of a cavalry brigade in Major General William F. Smiths VI Corps when Brigadier General George D. Bayard was mortally wounded.   With the Union defeat,  Major General Joseph Hooker assumed command in early 1863 and reorganized the Army of the Potomacs cavalry forces into a single Cavalry Corps led by Major General George Stoneman.   Within this new structure, Gregg was selected to lead the 3rd Division consisting of brigades headed by Colonels Judson Kilpatrick and Percy Wyndham.   That May, as Hooker led the army against General Robert E. Lee at the Battle of Chancellorsville, Stoneman received orders to take his corps on a raid deep into the enemys rear.   Though Greggs division and the others inflicted substantial damage on Confederate property, the effort had little strategic value.   Due to its perceived failure, Stoneman was replaced by Pleasonton. David McM. Gregg - Brandy Station Gettysburg: Having been beaten at Chancellorsville, Hooker sought to gather intelligence on Lees intentions.   Finding that Major General J.E.B. Stuarts Confederate cavalry had concentrated near Brandy Station, he directed Pleasonton to attack and disperse the enemy.   To accomplish this, Pleasonton conceived a daring operation which called for dividing his command into two wings. The right wing, led by Brigadier General John Buford, was to cross the Rappahannock at Beverlys Ford and drive south toward Brandy Station. The left wing, commanded by Gregg, was to cross to the east at Kellys Ford and strike from the east and south to catch the Confederates in a double envelopment.   Taking the enemy by surprise, the Union troopers succeeded in driving the Confederates back on June 9.   Late in the day, Greggs men made several attempts to take Fleetwood Hill, but were unable to compel the Confederates to retreat.   Though Pleasonton withdrew at sunset leaving the field in Stuarts hands, the Battle of Brandy Station greatly improved the Union cavalrys confidence. As Lee moved north towards Pennsylvania in June, Greggs division pursued and fought inconclusive engagements with Confederate cavalry at Aldie (June 17), Middleburg (June 17-19), and Upperville (June 21).   On July 1, his compatriot Buford opened the Battle of Gettysburg.   Pressing north, Greggs division arrived around midday on July 2 and was tasked with protecting the Union right flank by new army commander Major General George G. Meade.   The next day, Gregg repulsed Stuarts cavalry in a  back-and-forth battle east of town.   In the fighting, Greggs men were aided by Brigadier General George A. Custers brigade.   Following the Union triumph at Gettysburg, Greggs division pursued the enemy and harried their retreat south. David McM. Gregg - Virginia: That fall, Gregg operated with the Army of the Potomac as Meade conducted his abortive Bristoe and Mine Run Campaigns.   In the course of these efforts, his division fought at  Rapidan Station (September 14), Beverly Ford (October 12), Auburn (October 14), and New Hope Church (November 27).   In the spring of 1864, President Abraham Lincoln promoted Major General Ulysses S. Grant to lieutenant general and made him general-in-chief of all Union armies.   Coming east, Grant worked with Meade to reorganize the Army of the Potomac.   This saw Pleasonton removed and replaced with Sheridan who had built a strong reputation as an infantry division commander in the west.   This action rankled Gregg who was the corps senior division commander and an experienced cavalryman. That May, Greggs division screened the army during the opening actions of the Overland Campaign at the Wilderness and Spotsylvania Court House.   Unhappy with his corps role in the campaign, Sheridan obtained permission from Grant to mount a large-scale raid south on May 9.   Encountering the enemy two days later, Sheridan won a victory at the Battle of Yellow Tavern.   In the fighting, Stuart was killed.   Continuing south with Sheridan, Gregg and his men reached the Richmond defenses before turning east and uniting with Major General Benjamin Butlers Army of the James.   Resting and refitting, the Union cavalry then returned north to reunite with Grant and Meade.   On May 28, Greggs division engaged Major General Wade Hamptons cavalry at the Battle of Haws Shop and won a minor victory after heavy fighting.   David McM. Gregg - Final Campaigns: Again riding out with Sheridan the following month, Gregg saw action during the Union defeat at the Battle of Trevilian Station on June 11-12.   As Sheridans men retreated back towards the Army of the Potomac, Gregg commanded a successful rearguard action at St. Marys Church on June 24.   Rejoining the army, he moved over the James River and aided in operations during the opening weeks of the Battle of Petersburg.   In August, after Lieutenant General Jubal A. Early advanced down the Shenandoah Valley and threatened Washington, DC, Sheridan was ordered by Grant to command the newly-formed Army of the Shenandoah.   Taking part of the Cavalry Corps to join this formation, Sheridan left Gregg in command of those cavalry forces remaining with Grant.   As part of this transition, Gregg received a brevet promotion to major general.   Shortly after Sheridans departure, Gregg saw action during the Second Battle of Deep Bottom on August 14-20.   A few days later, he was involved in the Union defeat at the Second Battle of Reams Station.   That fall, Greggs cavalry worked to screen Union movements as Grant sought to extend his siege lines south and east from Petersburg.   In late September, he took part in the Battle of Peebles Farm and in late October played a key role in the Battle of Boydton Plank Road.   Following the latter action, both armies settled into winter quarters and large-scale fighting subsided.   On January 25, 1865, with Sheridan set to return from the Shenandoah, Gregg abruptly submitted his letter of resignation to the US Army citing an imperative demand for my continued presence at home. David McM. Gregg - Later Life: This was accepted in early February and Gregg departed for Reading, PA.   Greggs reasons for resigning were questioned with some speculating that he did not wish to serve under Sheridan.   Missing the wars final campaigns, Gregg was involved in business activities in Pennsylvania and operated a farm in Delaware.   Unhappy in civilian life, he applied for reinstatement in 1868, but lost out when his desired cavalry command went to his cousin, John I. Gregg.   In 1874, Gregg received an appointment as US Consul in Prague, Austria-Hungary from President Grant.   Departing, his time abroad proved brief as his wife suffered from homesickness.   Returning later that year, Gregg advocated for making Valley Forge a national shrine and in 1891 was elected Auditor General of Pennsylvania.   Serving one term, he remained active in civic affairs until his death on August 7, 1916.   Greggs remains were buried in Readings Charles Evans Cemetery.      Ã‚   Selected Sources Civil War Trust: David McM. GreggSmithsonian: David McM. GreggOhio Civil War: David McM. Gregg

M4A2 Leadership and Ethics Essay Example | Topics and Well Written Essays - 1000 words

M4A2 Leadership and Ethics - Essay Example Given the constraints on time, three members of the Executive Committee of TESCO were interviewed. These members were Laurie McIlwee, Matt Atkinson and Alison Horner. Laurie McIlwee serves as TESCO’s Chief Financial Officer, a highly critical position for any business operation in the modern economy. McIlwee has a well rounded career with sizable foreign exposure in the United States, Middle East, Central Europe and the United Kingdom. The interviewee was chosen for his decision making proximity to Clarke. Matt Atkinson currently serves as TESCO’s Chief Marketing Officer and presents a diverse career ranging from service in Asia to the United Kingdom. Atkinson is in constant contact with Clarke, especially in order to deal with any ethical controversies that may arise out of the group’s actions. Alison Horner is currently serving as TESCO’s Group Personnel Director with her initial joining in 1999 as a Personnel Manager in TESCO. Horner has witnessed the g rowth of Clarke over the years from his previous positions to the current position of Group Chief Executive. 1. Describe the ethical issue faced by the organization and explain how your chosen leader handled it. Do you agree with the individual's strategies for resolving the issue? TESCO is one of the United Kingdom’s largest retail operations and has found itself in various ethical dilemmas over time. It has been argued that TESCO has developed a supply chain network that forces other competitors to the ground and does not allow new competition to enter the market. The allegations were investigated by the Office of Fair Trading (OFT) but the possibility of TESCO’s monopoly was rebuked although there were concerns of TESCO’s large footprint in the industry (Office of Fair Trading, 2006). The organization’s leader allowed an investigation to take place without using any political influence or other forms of coercion. The investigation was carried out throu ghout the United Kingdom for all major retailers. The organizational leader ensured that all and any kind of information requested for the investigation was provided impromptu. In addition, TESCO has come under fire time and again for using suppliers exploiting cheap Bengali labor. TESCO’s suppliers are using labor that is paid roughly five pence every hour for an eighty hour week without any perks or benefits on the job (Ramesh, 2006). The allegations were not merely restricted to TESCO but to all major retailers operating in the United Kingdom (Label, 2006). In response to allegations of labor exploitation, TESCO’s leadership responded by stating that their suppliers were meeting the minimum national standards enforced in Bangladesh. The organization’s leader opined that all legal rules and guidelines were being met by both TESCO and its suppliers in Bangladesh so it did not make any sense to call these transactions as unethical. Moreover, the organizational l eader held that TESCO was providing jobs for millions in Bangladesh which was aiding poverty alleviation in Bangladesh. Criticism has also been diverted towards TESCO on the issue of misleading price cuts projected through misleading advertisements. In order to bolster sales, TESCO reduced prices on unpopular items and slightly increased prices on popular items but advertised the overall sale as being uniform for all goods. In addition, TESCO’s buy one and get one free offers are speculated to increase wastage with special emphasis on food

How Has Diasporic Media Culture Transformed Hegemonic British Cultures Research Paper

How Has Diasporic Media Culture Transformed Hegemonic British Cultures - Research Paper Example "Paul Gilroy's prolific writings on race, diaspora, and national identity can be traced to an intense critical engagement with "the canon" of British cultural studies." (Durham and Kellner 2006. p. 340). He wanted to have the development of the cultural studies on an ethnohistorical perspective and felt the importance of cultural perspectives in presenting "for the images of their racialised others as objects of knowledge, power, and cultural criticism" (Gilroy 1993. p. 5) Thus, Gilroy makes it clear that "Analysis of the political dimensions to the expressive culture of black communities in Britain must reckon with their position within international networks. It should begin where fragmented diaspora histories of racial subjectivity combine in unforeseen ways with the edifice of British society and create a complex relationship with has evolved through various stages linked in different ways to the pattern of capitalist development itself" (Gilroy 1991. p.157). The contribution of the media in the development of diasporic cultures in the UK cannot, at any stage, be neglected. The boundless dialogue between communities and cultures has been crucial in the development of community relation of the British with the ethnic diasporic communities and the meanings of uniqueness and ethnic individuality. "Diasporic media cultures develop as meditation becomes increasingly central to social and cultural life. Everyday culture has become media culture" (Silverstone 2005). The British culture is very much connected with the diasporic cultures and the contribution of the diasporic media is notable in this regard.  

Gender diferences Essay Example | Topics and Well Written Essays - 1000 words

Gender diferences - Essay Example Kimmel explains that gender inequality and differences are the core of Muslim society determining its main norms and traditions, relations between women and men, husbands and wives. The case Punishment Worse than the Crime shows that gender relations are a part of cultural traditions. â€Å"One of the key determinants of women's status has been the division of labor around child care. Women's role in reproduction has historically limited their social and economic participation† (Kimmel 53). The case shows that gender differences are socially determined. Those values, customs and behavioral norms that account for the sexual differentiation in adult personal identity and behavior are transmitted from generation to generation. In Muslim countries, gender identity is being constructed at every developmental stage of the life cycle, from infancy right through to late adulthood, as the developmental antecedents and behavioral consequences interact with the personality. For Pakistan women punishment is worse than the crime because women obtain a low social role in society and cannot accuse men in wrong behavior. In many Muslim countries, a woman is â€Å"a thing† owned by a man (a father or a husband) who has no rights and freedoms (Connell 43). The case shows that culture and social practices passes on to children, who once they have put on the lenses. This process holds true as a general but not an absolute pattern. Not everyone is so preprogrammed. There are in every society and culture mismatches whose bodies are of one sex and their psyches of the other. They develop their own gender identity by looking at rather than through the lenses. Far from being unnatural, such phenomena are part of the diversity of nature interacting with culture, very much, she says, like the diversity of food preferences: the natural desire for food does not in itself determine what is acceptable food in one culture as against the next, or what one person will prefer as against another within the same culture. "Rape may be a strategy to ensure continued male domination or a vehicle by which men can hope to conceal maternal dependence, according to ethnographers, but it is surely not an alternative dating strategy" (Kimmel 55). The picture pre sented here is of a community in which traditional cultural norms and ideal practices form the basis on which patriarchy is reproduced. Two factors, education and unemployment, are countervailing factors, both of them having had and continuing to have a profound effect on the most central institution in East life, marriage, and the relations between men and women. Education and other Western influences, bringing about significant changes in the way East fulfill their roles as fathers. The most important part of the story would be a rape itself and its perception by men. It is possible to assume that men do not feel guilty or do not perceive the act of rape as a crime. Cross cultural perspective can be applied to all situations described in this case. The psychological theory suggests that labor division influences perception of women and their social roles. In this division, a woman's role is ideally that of housewife and a man's that of provider working outside the confines

Rank the Duties of the Athletic Director Essay Example | Topics and Well Written Essays - 750 words

Rank the Duties of the Athletic Director - Essay Example Dorame explained that his position as Athletic Director demanded great dedication and hard work to help the sports administration to run on well – oiled wheels. Some of the chief responsibilities discussed were evaluating and hiring both head and assistant coaches, guiding and mentoring them, seeing that all game schedules were carried out smoothly and in case of rescheduling, he had to see that all concerned were informed and a suitable date fixed for that particular match. He also had the responsibility to see that regular practices for the various games were scheduled to train the players. Mr. Dorame said that he was also responsible for the collection of user fees and for convening important meetings with the coaches, players and their parents, so that they would become familiar not only with one another but also familiar with the rules and regulations of the sport. When questioned on the traits of good and poor managers, Mr. Dorame explained that good managers are not only very responsible and dedicated, but also work hard beyond the call of duty and besides carry out their duties in a very efficient manner. On the other hand, poor managers are slack in their duties and do not behave in an efficient and responsible way. When asked about the greatest challenge faced by an Athletic Director, Mr. Dorame said that staying on top by proving ones skill and efficiency and achieving goals and coming out successful after an event would be the greatest challenge and success for an Athletic Director. When asked about his views on the most important duties of Athletic Directors, Mr. Dorame explains that this position warrants hard work and dedication in addition to good health if an individual wants to be successful. The job of an Athletic Director is full time and highly stressful and in order to be good at it, one has to know how to handle stress. Some of the most important duties he discussed were