Integrating Security and Usability into the Requirements and Design Research Paper

Integrating Security and Usability into the Requirements and Design Process - Research Paper Example The user interface design of the touch screen register has features that enable it to attain security. First, the new system enforces access controls by requiring that every cashier supplies a matching pair of user-id and password in order to log in to the register. It is not only helpful in preventing non-legitimate access to the register, but also provides a good avenue to introduce role-based authentication. Moreover, it will be possible associating a given cashier with a certain workstation, and in certain instances, it is possible associating a cashier with a certain workgroup. Second, the registers ability to lock after four unsuccessful login attempts is a good strategy to suppress the efforts of brute force attackers and malicious insiders who will constantly use trial and error in a bid to gain unauthorized access to the system. Further, the safety of information stored therein is enhanced by the condition that only the managers can use a keycard to unlock the register follo wing unsuccessful login attempts. Finally, unauthorized access is also prevented by the registers ability to lock if the screen does not get touched for a period of three minutes. The system also features certain security utilities that to some extent collide with the usability. First, the restriction that only the cashier who was authenticated before the system locked will be in a position to unlock it is a feature that prevents the idea of other end-users performing malicious acts on other peoples account profile. Otherwise, new cashiers would need to restart the system. The tool also increases accountability whilst enhancing the systems intention to associate every action with a particular user (Wysocki, 2013).  

Recruitment and Selection Essay Example for Free

Recruitment and Selection Essay 1.0 Attracting and Recruiting Tesco The priority for Tesco is to recruit internally; potential applicants are scouted with their Talent Plan to fill a vacancy. Employees looking for a promotion are targeted first, if there are no compatible people in the Talent Plan or developing within the businesses internal management program then Tesco will advertise the vacancy internally on its staff website for two weeks. Benefits †¢An incentive for employees to work hard therefore rewards good employees. †¢Cost Effective due to not having to advertise externally in expensive mediums e. g. magazines, newspapers etc. †¢The business is already familiar with the skills and capability of the candidates. †¢Motivation can occur as it provides an increase in employee empowerment. †¢Shorter introduction period needed as the candidate is already familiar with the operations and activities of the business. (hrcap.com) Disadvantages †¢Limited applicants given that you are only able to choose from the pool within the business. †¢Lack of new ideas and perspectives introduced externally as people on the outside may have different experiences from business that they have work for in the past and innovative ideas. †¢May cause conflict between potential candidates and resentment from those not promoted or not given the opportunity. †¢As the employee(s) gets promoted this creates another vacancy. (tutor2u.net) McDonald’s Every restaurant franchise is responsible for filling hourly-paid positions this is empowered through McDonalds recruitment policy. The management recruitment department generally advertises the position in the restaurant for recruiting hourly paid employees. However, there are other method that they use such as job centers, careers fairs and other local facilities. Benefits †¢People on the outside can bring in new ideas and perfective that can aid innovation and improve productivity. †¢Larger pool of potential applicants from which to find the best candidate. †¢May reduce training expenses by as experienced candidates can be employed. †¢Diversifies the business, helps company’s aims of meeting their diversity requirements. †¢Does not create conflict between employees. (blurtit.com) Disadvantages †¢Longer process due the need to attract externally. †¢More costly from the requirement of interviewing and advertising. †¢Could cause morale problems as internal candidates are not given the opportunity for a promotion. †¢Requires longer orientation or introduction period. †¢Selection process may not be effective to reveal the best candidate. (Aswathappa, K. 2005) 2.0 HR Planning A systematic process for identifying the human resources required to meet organisational goals and developing strategies to meet those requirements. It defines the activities necessary to have the right people with the right skills in the right place at the right time. (cs.ny.gov) Tesco Given that Tescos is putting emphasis on growth, the company needs to recruit regularly to keep up with the demands of the business and its operations for both food and non-food parts of the business. The process runs annually from end of February. Quarterly reviews in May, August and November are used to assess current staffing levels and whether recruitment is needed. McDonalds McDonalds labor turnover is usually high due to the most of them being in education (varies from differing franchises) hence HR planning is a monthly process that requires the assessment of staff that are leaving and therefore the need to evaluate whether recruiting new staff is needed. Advantages †¢The company anticipates future needs of the organisation and evaluates whether appropriate action is needed in effect preventing potential problems before they arise which ultimately increases the overall efficiency of the business good workforce planning is a source of competitive advantage. (ehow.com) †¢HR planning takes a proactive approach in ensuring that the corporate objective is met by aiding the businesss operations. Therefore it allows managers to prepare and plan for changes rather than reacting to changes as they come. Hence HR planning is a good strategic decision making tool. (tutor2u.net) †¢Businesses that are in market with high external changes e.g. Mobile Phone market technology. The business can better react work force implications such as employing someone that have a particular set of skills to match the competition. (datapole.hubpages.com) Potential issues †¢Implementing the decisions made from the HR plan may be difficult due to cost. Most of the decisions made from the HR planning have cost implications e.g. new training, extra recruitment, and redundancies. The cost need to be evaluated relative to the corporate objective and whether the decision aids in meeting the objective(s). (tutor2u.net) 3.0 Equality Act 2010 The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in wider society. (homeoffice.gov.uk) The human resource department is responsible for implementing the act given that the act is aimed at recruitment and the selection process and the working environment. Tesco enforces this act in the recruitment process by not including questions about religion, sexual orientation and age on the application form. Tesco has implemented a diversity strategy, Tesco’s aim to employ people from disabled or disadvantaged groups. Tesco offers an interview guarantee to candidates from Remploy, Shaw Trust and Whizz-Kidz three organisations that work with disabled people. McDonalds believes success is due to the experiences and the quality of their employees. Their aim is to develop employees’ talents, whilst nurturing their differences. To ensure equality and diversity McDonalds implements policies and monitors and reviews them regularly to maintain their effectiveness. For an example in application form there are not questions regarding age, sex or race. Through Diversity Awareness Training, Managers Guide Training, the Employee Handbook, managers will make certain every employees are trained and made aware of their responsibilities under the equality and diversity policies. Moreover, employees have an option on joining internal programs and employee business networks that serve to provide a sense of community in a diverse work place such networks include: Hispanic Employee Network, McDonald’s African American Council, and McDonald’s Gay Lesbian Allies Network. Moreover, they provide information, education, and advice for both the employees and the company. Benefits †¢Creates a good image an ethical corporate image. †¢Attracts and retain talent from the widest range and best possible pool of potential candidates for the vacancy. Feeling included and appreciated increases loyalty and feeling of belonging therefore reducing absenteeism and labor turnover, ultimately saving on recruitment expenses. †¢Creates a more respectable and safer work environment and culture since it is illegal to bully or harass an employee based on sex, race, age, or disability. †¢Managing and adapting to the impact of globalisation and technological change. In effect improving knowledge of how to operate in different cultures which is extremely beneficial for businesses that operate overseas (e.g. Tesco) †¢Enables a work force to develop creativity and a variety of perspectives that can benefit problem solving due to having more solutions to choose from. Morale can increase as a result of a mixture of different age groups within the workforce. The mix of young and older people brings a broad range of knowledge, experience and social skills to the company. †¢A diverse workforce is more flexible, since it consists of a wide range of people from a different stage of the life cycle, all able to work together to deliver the best service in all circumstances which is especially important for a mass market firm such as Tesco and MacDonalds (oneworkplace.org) Disadvantages †¢Different cultures could provoke a conflict in views and opinions and negatively affect team work therefore decreasing productivity. †¢Diversity and equality policies help against preventing discrimination which can be very costly if convicted. †¢People may feel insecure or threatened to work with people of a different age, sex, or culture. An increase in training expenses could occur due costs associated with seminars, programs and lectures given to promote diversity in the corporation. These types of training are given to all levels of staff within the organization (Outtz, J.L, 2004) †¢The pressure of increasing work place diversity can bias the selection process. Hiring managers may believe that diversifying the work place to meet policies is more of a concerning matter as if they dont there is a stigma attached to it for being discriminatory and therefore putting their job at risk. Hence, increasing diversity requirements might make fail to notice more suita ble qualified applicants in favor of applicants who bring diversity (not necessarily talent) to the organization. †¢Making adjustments to accommodate diversity can be costly (e.g. installing lifts). Numerous diverse groups demands can become burdensome on employers therefore causing de-motivation. Employee requests and work constraints based on religion, national origin, gender and race can become overpowering if your workplace has so much diversity that it takes human resources staff member too much time and workload just to keep track of obliging to the needs of diverse groups in the workplace. (chron.com) (scribd.com) 4.0 Involvement of the human resource practitioner The HR practitioners play a proactive role, contributing to the formulation of corporate strategy, developing and integrating HR strategies and giving guidance on matters related to uphold legislations, policies and ethical principles. (Armstrong, M. 2010) Tescos human resource practitioner is responsible for workforce planning, the process of analysing an organisations likely future needs for people in terms of numbers, skills and locations. This planning process runs every year late February. There are quarterly reviews in May, August and November, in order for to Tesco to alter staffing levels and recruit where necessary. This permits Tesco sufficient time and flexibility to meet the businesses demands for staff and allows the company to meet its strategic objectives, such as maintain a good level of customer service or opening new stores. In terms of McDonalds each individual restaurant is responsible for filling hourly-paid positions. The HR manager is usually the general manager of the franchise. The HR manager sets policies for hiring and recruitment such as enforcing the equality act. Theyre responsible for creating job postings and advertisements when there are vacancies, they are also responsible for the contents within the application form so they must keep in mind the equality act so questions on age, race, disabilities etc. are not permitted within the application form. The manager typically decides the final candidate that is applicable for the job. 5.0 Section Methods Interview An interview is described as a conversation with a purpose†¦ most job interviews are structured with questions aim about the candidates experience, careers and qualifications (Armstrong, M. 2006 p441) This information is exchanged, with the intention of establishing the applicant’s suitability for a position. (businessdictionary.com) Strengths †¢Useful to determine if the applicant has good communication and social skills which may be required for to fill the vacancy. †¢Opportunity for candidates to ask questions – to solve any issues. †¢Enables the supervisor and current employees to evaluate if there is compatibility between the applicant and the team. †¢The candidate may reveal additional information useful for making a selection decision that he/she did not write on the application form. †¢The interviewer can explain the job in detail and assess the applicants job knowledge. †¢Opportunity to ask exploratory questions that investigates the candidates characteristics and competencies assess if they meet the job requirements. †¢Interviews to get an understanding of a candidates personality, which may be difficult to distinguish from a CV or application on paper. †¢Rich in qualitative data that is useful to analyse personality. (evalued.bcu.ac.uk) Weaknesses †¢Some applicants may feel nervous during interviews, leading them to forget key points about present them selves badly leading to a bad first impression. Therefore an interview may not be a fit for everyone only those that prefer interview hence biasing the process towards more confident people. This could undermine more qualified and experienced people as they are over shadowed by their first impression of being nervous and not confident, ultimately, this may cause the HR manager hiring the wrong person for the job. †¢Interviews rely on the interviewers own judgment and dont guarantee the best outcome as interviewer bias can distort the results. †¢Qualitative data is subjective and depends on the interpretation of the interviewer, deeming it unreliable. †¢Can lack validity due to it not being a true measure of how the candidate will perform in a work place. Moreover, it does not necessarily review competence in matching demands of the job, given that answering questions is not a valid measure of the persons ability to do the job. †¢They can be very time-consuming: setting up, interviewing, transcribing, analysing, feedback, reporting therefore, can be costly. (academic.udayton.edu) (siteresources.worldbank.org) Assessment Centers ‘A method for assessing aptitude and performance; applied to a group of participants by trained assessors using various aptitude diagnostic processes in order to obtain information about applicants abilities or development potential.’ (psychometric-success.com) Selection techniques may be combined and applied together at events referred to as assessment centers. Such events may last one to three days during which a group of applicants for a post will undertake a variety of techniques†¦ the general methods used would be group discussions, role plays and simulations, interviews and tests.† (Bratton J. and Gould J. 1999 p206) In assessment centers candidates take part in management related exercises (test). Common exercises include: Different types of Psychological tests. †¢Management games. †¢In-Basket exercises. Here, the candidate is asked to solve different management problems. †¢Group discussion (GD) about different management topics. †¢Oral presentations of management topics. †¢Good report writing, etc. (http://psychcentral.com) Advantages †¢Identify strengths and weakness of the candidate.(kevinmorrell.org.uk) †¢Multiple tests increase reliability and validity. They are deemed to be more accurate than a standard recruitment process as use a wider variety of selection methods to be used during the process. (kevinmorrell.org.uk) †¢Allow interviewers to differentiate between candidates that seem similar on paper. (Martin M. and Jackson T. 2000) †¢Gives the applicant a better insight of the skills and knowledge needed to fill the vacancy. (Martin M. and Jackson T. 2000) †¢Employers that use assessment centre build an employer brand of being professional and process that genuinely reflect the job. (getfeedback.net) †¢Enable assessors to observe and assess candidates’ behaviour in a number of different situations which provide a more comprehensive and rounded picture of the individuals concerned. (Martin M. and Jackson T. 2000) Disadvantages †¢Expensive; Barclays estimate their assessment centers cost around  £15,000 †¢Arguably the personal characteristics of a person cannot be assessed accurately within the 3 or so day they are running for. †¢Assessor bias can distort results as they may sub consciously prefer a certain characteristic. Work Sample Test Standardized measures of behavior whose primary objective is to assess the ability to do rather than the ability to know through miniature replicas of actual job requirements; also known as situational tests. (highered.mcgraw-hill.com) Advantages †¢The method provides a real life context therefore the method is high in ecological validity which makes the work sample a valid measure of the candidates competence in performing task required in the vacancy. (Van Kleef, J. et al 2007) †¢Provides the assessor a basis to test the applicant skills such as communication that are not clear on paper. (Van Kleef, J. et al 2007) †¢Due to their relationship to the job, these tests are typically viewed more favorable by examinees and candidates than aptitude or personality tests. (hr-guide.com) †¢Difficult for applicants to fake job proficiency which aids validity as the score on the test correlates to how well the applicant completes the task. (hr-guide.com) Disadvantages †¢Useful for jobs that take a short period of time. However it is a poor assessor of jobs that take a long period of time such as designing. (hr-guide.com) †¢Does not predict whether the applicant will have the motivation or personal attributes to carry out that task reliably on the job. (dpc.nsw.gov.au) †¢Denoting work behaviors into number is highly subjective, open to interpretation as well, therefore is open to assessor bias ultimately lowering validity. (dpc.nsw.gov.au)

Concepts of Social Cohesion and Equality in Education

Concepts of Social Cohesion and Equality in Education The Personal is Political: Why do we let this happen? This age old saying indicates that the choices we make, the way we look, the way we act and present ourselves with and to other people, are political and defines our political orientation, as society dictates we have to look a certain way. But Who says so? The Person is Political is a liberal feminism theory, identifying that Personal problems are Political problems, as they are as a result of political systematic oppression. A rallying cry for many feminists in the 60s and 70s, in their underlying message, in writings, readings and consciousness raising. Relating to the theory and resonating with the feminists cry, Marxism removed the focus away from struggling individuals and onto group struggling, ratifying the only way to effect real change is to do so collectively! Concurring with this ideology, Durkheim further cited by Filloux, stated society is bigger than us and shapes our thoughts and actions the collective conscious, mechanical solidarity with sameness and social bonds based on shared morality, uniting members. This essay will look at supported published literature, how it is understood by the leaders of thought in this field, validating and correlating the shared language to describe and defend my own practice in the community of education. How are we faring against social, economic, cultural and political ideologies? Is it just words? It is my belief, fairness and equality for all has still not been achieved and is an ever evolving work in progress. The differences in society are our connections. Our cultural norms are tacit and white privilege is asking us to challenge them daily and understand what is in Our Knapsacks. We as practitioners, do have the power of inertia to intercede between the individual learner and stakeholders to collectively effect real change to ensure a better society for all. Irelands changing demographic over the last 10 years has helped to shape a more socially and culturally diverse society. There is no doubt that Ireland will remain a diverse society and it is important that we celebrate and harness this diversity and ensure that our communities are inclusive. Speech by Minister Stanton Equality Then, Now Future: Creating a more Equal Inclusive Society Key concepts and theories will explain real life practices and demonstrate the obligation to promote a critical analysis of social change and inclusion, in the context of the social, cultural and political frameworks. Critical reflection and ethics within daily practice trigger theories of social change, inclusion, quality and diversity in my role as an educator. A learner who is Dyslexic, Stephanie (not her real name) is the genesis of the case study and consequently support the growth of this essay. In order to understand other cultures, the lived experience of inequality and inclusion, or lack of will be categorised by three levels of the Micro, Meso and Macro. Taking this into consideration, her lived perspective will evaluate the extent to which Adult and Further Education includes marginalized social groups, what should be contained in an inclusive curriculum and the sense of agency to provide a comfortable supportive environment to enable her to deal with societys barriers. Critical factors such as equality form our mind-sets within particular cultures. The particular culture within our families, organisations and government are the markers of difference and operate at different levels in responding to diversity. Possessing an understanding of what is in my knapsack as a practitioner, Peggy McIntosh (McIntosh, 2016) enabled me to check my own assumptions and re-evaluate, Who and what I am and Who and what I am not The Other. Micro level considers the teaching and learning viewpoints at individual levels in Adult and Further Education. Long gone are the days of I Teach, You listen! approaches, the theory of developing intellect and not listening to the learners voice is non-productive. The importance of emotions are fundamental in the development to the functioning of an inclusive democratic society. How can I let my learners see that I truly care about their progression, if I cannot demonstrate empathy? Sharing my journey of Lifelong Learning, in a professional and legitimate manner allowing the language of emotions to be present within the classroom, is crucial in the establishment of trust building of respectful relationships. In addition, concurring with Filloux, practitioners should adopt to a discipline of sociology, providing for successful structures and facilitation of learning, in conducive learning environments. The teacher of the future is thus one who will manage to live out the pedagogical wish of the sociologist.. (Filloux, 1993) During Stephanies Wk1 Day 1, Induction Week on a yearlong Level 5 Office Administration Course, through Icebreaker introductions, Stephanie disclosed she had not been interviewed or applied for the course herself and was not happy about having to attend. As she had not applied for the course her negative attitude could be somewhat understandable. Stephanie had received a phone call from the organisation, the day prior to commencement of the course and instructed to arrive for class the following day at 8.30am. This relaxed day enabled Tuckmans Formation Stage to develop, empowering learners to share experiences, develop relationships and build confidence and self-worth. On Day 2, following reflection of the previous lesson, further discussions unfolded with Stephanie sharing her bad experiences in school to the group. Relationships were emerging, with other learners demonstrating sympathetic responses. Admitting how she struggled with reading, confessing how daily she was publically humiliated by having to read out loud and when she refused to do so, was labelled troublesome. She was regularly called stupid or dumb by both the teachers and peers and often sent to sit outside the headmistresss door, when she became argumentative. In her own admission, she said it was easier to start an argument in the classroom rather than feel useless. Stephanie felt the only person she developed a relationship with, was the School Secretary. She took the time to listen to me! This school secretary had recognised she was different and suggested her best approach to improve her performance in school would be to go to her doctor, and get a psychological assessment con ducted. The school would receive government funding to support learners with additional needs and the school would be in better position to support Stephanie with her studies. As a result of that conversation, Stephanie felt she had personally failed, in addition to the school system failing her, so she dropped out of school, after her Junior Certificate. However, she did go to the doctors who confirmed in a psychological report that Stephanie was Dyslexic. Emile Durkheim suggests Anomie is a lack of moral standards in a society. Unfortunately, it could be argued Stephanies previous experiences of system failure, in 2nd level education, certainly had an impact on her individual belief systems, behaviours and overall perceptions of Further Education (FE), hence shaping her negative attitude and barriers to motivation of learning. In addition to delivering subject matter content, practitioners are also expected to ensure learners are familiarised with the Rules and Regulations of the Institution. Following the 2 days lessons, in a 1:1 session, Stephanie was made aware of the facility to apply for Learner Support, if she felt she had a specific requirement. She produced her psychological report, stating I had come to class armed with it on the first day, but wanted to see if I would fit in with everybody first. To further support her progression through the course, additional support sessions for an hour, twice a week before and / or after class were offered, by myself. Reassurance was given to Stephanie that all strategies and learning experiences would be reflected in her own personal learning style. In addition, Learner Support if approved, would permit an extra 25% additional time to complete all assessments, the support services of a Reader / Scribe would be made available and all papers would be photocopi ed on yellow paper, to assist with reading. Following the meeting an application was submitted to the organisation for Learner Support. Micro Level is hugely important in the awareness to issues, context and sometimes problems that Adult learners experience, to develop learners skills and confidence in their learning with the necessary practices and strategies. Concurrent with Social Justice Ireland, our social role responsibility, as practitioners, leads to the identification of problems and impediments for progression and inclusion, to change and ensure a better, inclusive, nondiscriminatory society for all. Working to build a just society where human rights are respected, human dignity is protected, human development is facilitated and the environment is respected and protected. (Social Justice Ireland, 2009-2016) Meso Level is the organisations approaches to ameliorate policies and practices to support and promote inclusion, by facilitating the necessary support apparatuses. It could be argued, the solution to constructed failure, at Meso Level in Stephanies case at 2nd Level, focussed more on medical treatments, psychological assessments and monetary gain, instead of focussing on the educational solutions and the necessary support apparatuses. Thus, identifying the other so called efforts of supported others as self-centred. Concurring with Fiona OConnor suggestions, there is a severe lack of professional training given to practitioners to manage diversity within classrooms. Furthermore, at Meso Level is it more ubiquitous. Many employees at this level have never experienced the importance of emotions and emotional work within classrooms, as their roles and responsibilities are often administrative. (Number Crunching). In line with current paradigms to social inclusivity there is an institutional racism still in existence. At Macro Level, the lack of an interview for Stephanie prior to the course commencement, highlighted the failure to identify the necessary prerequisites, willingness to learn, commitment to complete such a long course or that she had an intellectual disability and cognitive condition such as Dyslexia, further demonstrates their lack of concern they do not want to be bothered. Practitioners organise the necessary applications, follow up paper work and hiring of Reader / Scribe personne l for a learner who has been approved for Learner Support. All of which is additional duties outside of class time. The organisations approach to addressing fostering and inclusion of inequality and diversity by practices could be questionable. Are they adopting a bums on seats view? Should practitioners be pre advised of the physical, mental and intellectual disabilities of learners in advance of course commencement? Macro Level is the wider structure context of class, gender and race. Legislative and policy frameworks are regularly being reproduced in the roll out of new revised Strategic Plans, underpinning education, equality and promotion of social inclusion in societal change. However, prior to commencement of the course, Stephanie contacted The Department of Social Protection (DSP) to clarify why she had a place on a course, as she had not applied for one. The information received, informed her she was from a marginalised group, on a Long Term Unemployed Register, therefore it was compulsory to complete a course. This was further outlined in written format, and stated that her failure to attend the course could result in deductions from her Social Welfare Payment. DSP enforcement, can be argued as having a negative impact on learners readiness to learn and a barrier to motivate individuals to partake in learning and progression to Adult and Further Education. Disability Acts, Equality Acts and legislative Strategic Plans provide opportunities to collaborate together and ensure that all of our citizens are entitled to lifelong learning (LLL) advocating the central pillar of the European Union (EU) strategy, to create a dynamic and competitive knowledge- based society and economy (NUI Galway, 2011). Is this at a cost to the individual? Where is the freedom of choice? The educational systems in place are clearly strongly integrated into the society. However, in my opinion, it is impossible to expect equality in education in short of progression and advancement towards equality in the social, economic, cultural and political systems. With this in mind, changing education is the catalyst to those revolutions in changing cultural values and opinions. As previously identified, Marxism removed the focus away from struggling individuals and onto group struggling. It is my belief, fairness and equality for all has still not been achieved and is an ever evolving work in progress, ratifying the only way to effect real change is to do so collectively. References Anon., 2016. Education.ie. [Online] Available at: http://www.education.ie/en/Press-Events/Press-Releases/2016-Press-Releases/PR16-11-21.html[Accessed 22 November 2016]. Anon., 2016. Step It Up:Ireland vows gender equality a foreign policy in the push for the Sustainable Development Goal | UN Women. [Online] Available at: http://www.unwomen.org/en/get-involved/step-it-up/commitments/ireland[Accessed 12 December 2016]. Anon., 2016. www.leargas.ie. [Online] Available at: http://www.leargas.ie/resources/[Accessed 2 December 2016]. Camilleri , M. A. Camilleri, A., 2015. Education and social cohesion for economic growth. International Journal of Leadership in Education, 19(5), pp. 617-631. Cullen Owens, R., 2005. A Social History of Women in Ireland, 1870-1970 An Exploration of the Changing Role and Status of Women in Irish Society. Dublin: Gill Macmillan. Electronic Platform for Adult Learning in Europe, 2016. epale.ie. [Online] Available at: https://ec.europa.eu/epale/en/themes/social-inclusion[Accessed 18 November 2016]. European Commission, 2016. The EU and Irish Women. [Online] Available at: http://ec.europa.eu/ireland/node/684_en#education[Accessed 12 December 2016]. Filloux, J.-C., 1993. EMILE DURKHEIM (1858-1917). UNESCO: International Bureau of Education, 23(1/2), pp. 303-320. Hearne, L. et al., 2010. The Adult Learner 2010 The Irish Journal of Adul and Community Education. Dublin: AONTAS. McIntosh, P., 2016. White Privilege:Unpacking the Invisible Knapsack. Waterford : s.n. NUI Galway, 2011. Lifelong Learning: Contemporary Policy and Practice. Galway: National University of Ireland. OCarroll, E., 2012. Preparing for Training Delivery. In: Train the Trainer. Dublin: Gill Macmillan, pp. 50-67. OConnor, F., 2010. Institutional racism in Irish adult education: fact or fiction?. In: The Adult Learner 2010 The Irish Journal of Adult and Community Education. Dublin : AONTAS, pp. 29-52. Office for the Promotion of Migrant Integration, 2011. Integration.ie. [Online] Available at: http://www.integration.ie/website/omi/omiwebv6.nsf/page/index-en[Accessed 11 November 2016]. OGrady, M., 2015. How Societies Change, Waterford: Dr Maeve OGrady Moodle WIT. OGrady, M., 2016. Education, Equality Social Inclusion, Waterford: Dr Maeve OGrady Moodle WIT. OGrady, M., 2016. The Other in Adult Education, Waterford: Dr Maeve OGrady Moodle WIT. Osler, A., 2015. The stories we tell: exploring narrative in education for justice and equality in multicultural contexts. Multicultural Education Review, 7(1-2), pp. 12-25. Social Justice Ireland, 2009-2016. Social Justice Ireland. [Online] Available at: http://www.socialjustice.ie/content/policy-issues/presentations-oireachtas-committees[Accessed 12 December 2016]. Waterford Area Partnership, 2016. Waterford Area Partnership. [Online] Available at: http://waterfordlife.ie/supporting-communities/social-inclusion/sicap/[Accessed 23 February 2016].

Sigmund Freud: His Life And His Work Essay -- essays research papers

Sigmund Freud was born on May 6th 1856 in Freiberg, Moravia, which is now in Czech Republic. He is the eldest of eight children born to Jacob and Amalie Freud. Because of the anti-semetic riots who were ragging in Freiberg , Freud’s father, who was a wool merchant, lost his business and the whole family had to move to Leipzig (1859) and shortly after to Vienna where Freud spend most of his life. When he lived in Vienna, Freud had, once more, to come accross anti-semetism : jewish people had been persecuted in Europe for hundreds of years and they would often be attacked on the streets or called names. Freud was a very intelligent and hard working student, but when he left school, he was not sure of what he wanted to do. At first, he decided to become a lawyer. Then, he decided to study medicine and to become a doctor, for this reason, he enrolled in the medical school of the University of Vienna (1873) and he often came top of the class. To the eyes of Freud, working hard and wanting to find out about things were the two most important qualities in life. In his 3rd year at the University, he started a reasearch work on the central nervous system in a phisiological laboratory under the direction of Ernst Wilhelm von Brucke. During this period of reasearch, Freud neglected his courses and as a result, he remained in medical school 3 years longer than it was normally required to qualify a physician. He received his medical degree in 1881 . He spend three years working at the General Hospital of Vienna - working successively to psychatry, dermatology and to nervous diseases -. In the year 1885, he is given a government grant enabling him to spent 19 weeks in Paris to work with French neurologist Jean Charcot - director of the mental hospital, The Salpetriere - who tried to understand and treat nervous disorders, and most especially hysteria. Charcot used hypnosis to prove that the real problem of his patients was a mental one. From this demonstration, Freud realised the power that the mind had on the body, and he came back from Paris, determined to make a name for himself in this new field of study. When he came back from Paris, Freud immediately married his sister’s friend Martha Bernays. At first, the other doctors laughed at him and noboby baught his books. He was therefore very poor and in addition, he had a growing family to support. His only friend, Wi... ...pose of having a child with him. At this stage, the mother becomes the object of rivalry and jealousy. For the girls, the castration complex comes first ( in opposition to the boys case ) and then they desire to kill the mother and marry the father and have a baby. If for the boys the castration complex ends the Oedipus complex, and creates the unconscious and the superego, what happens with the girls ? Freud says that the oedipal cathexis in girls may be repressed or abandonned. The result is that women never really create a very strong superego. He is also not quite sure of how women’s unconscious is formed, since they do not have the castration anxiety as the motive to repress their incestuous wishes, some sort of repression might happen but Freud is not entirely clear on how it happens. Freud succeeded in finding clear solutions for many human problems with the help of psychoanalysis : he demonstrated the existence of the unconscious and created a totally new approach to the understanding of a person’s personality. Although he was never accorded full recognition during his lifetime, today, Freud is acknowledged as one of the most important thinkers of the twentieth century.

Pharmacy Sales and Inventory System Essay

Chapter I The Background and its Setting Introduction Time is very important in every people especially when we do our job. We have done all at the correct time so that we can meet the quota of the company every day. It is difficult in doing all things manually particularly when you’ve lack of time to do this, like counting the number of items that are already sold, how much is the total amount and determinable number of the stocks of each medicine. The problem in manual is that, a pharmacy assistant has a great chance to make some errors and fraud in inventory because in the processing of sales and inventory usually begins when a customer bought a medicine over the counter and sometimes they have made a wrong total amount of medicine by means of confusion and crowdedness of the customers. They couldn’t determine faster the number of stocks of each item and the out of stock. Since it is often times that the managers do not have enough time or information to check the items sold and remaining, they don’t even know the exact quantity of stocks of the medicine. For the customer, the main problem is that they are waiting for the pharmacy assistant that is looking for the medicine they intended to buy, if they have the particular brand of medicine that they are buying or are they still have a stock. It is also a waste of time to the part of customer. So the main focus of the study is on how can be easily know the amount and quantity of medicine with less effort to the employee and improve the accurate information in a receipt. This paper shows about the inventory system. The Pharmacy Sales and Inventory system is accessible by an administrator. They can customize the interface which can add, edit, filter, and monitor all stock of medicines in the pharmacy. This system will show all the changes made by the administrator. Background of the Study Today, computer has become a part of life. It is evident that most of the country’s institutions still do not use the high technology. Particularly in  pharmacies, daily transactions, inventories and record of sales are still done on paper. People know that modern pharmacies are now operating at great pace striving to serve as many customers as possible with the best of their abilities. But as the years goes by, the number of customers has grown and various cases arise that the manual method of managing customers’ transactions, inventories and updating sales, is no longer practical. In this study, researchers hope to develop a system that will minimize all works of manual methods, therefore allowing owners ease in updating inventory – a system that is fully automated, user-friendly, time effective and efficient. Owner knows that number of customers continually increase, managing a pharmacy can also become increasingly difficult, especially if everything is done manually. The researcher will tend to make a system for the easier way of providing information about the product bought, sold, and stored. In addition, the system will attempt to provide receipts using the new system to show the effectiveness of modernizing the company’s current system. This system tends to improve the accuracy and efficiency of the process done by the company. The convenience of this new system will help to promote the company as well as to help its employees do an easier task for the enhancement of the system process. Statement of the Problem The study will enhance the existing inventory control system for pharmacies for a better inventory management and to eliminate/reduce risks of errors and fraud. It will seek to answer what enhancement and design the pharmacy can adopt for a more effective and efficient inventory system. The researchers aim to answer the following: 1.Will the system provide satisfaction to pharmacies in terms of: a.Reliability b.Maintainability c.Portability d.Functionality e.Security 2.Does Pharmacy Sales and Inventory System helps pharmacist in their management processes and sales? a.Time Efficiency b.Accuracy c.Convenience 3.Does the system will provide correct and reliable information to the pharmacy? a.Information accuracy b.Data consistency 4.Does the system will help provide good quality of service to customers in terms of: a.Quality of products b.Faster transactions Significance of the Study This system provides more efficient and faster transactions to pharmacies. It will also provide better service to the customers. †¢Pharmacist- improves stock management, because the system automatically tells what products are lacking and expired. †¢Customer- provides faster transaction and less time of waiting because the pharmacist can give all the information of the product. †¢Administrator- enables to improve the control of the system and also enables to improve the design, the efficiency of the system. Theoretical Framework This Inventory System is important for any business particularly in Pharmacies. An inventory system must balance having enough inventories on hand to meet the demand of customers while investing as little money as possible in inventory. The scope of an inventory system considers which needs the inventory system addresses. These include valuing the inventory, measuring the change in inventory and planning for future inventory levels. The value of the inventory at the end of each period provides a basis for financial reporting on the balance sheet. Measuring the change in inventory allows the company to determine the cost of inventory sold during the period. The inventory level and changes allow the company to plan for future inventory needs. This Pharmacy Information System is a computerized system that handles many one of many outpatient functions, such as taking prescription orders, prescription entry, and pricing of the medications, to fill and refill medication, medication inventory, and the financial management and purchasing Conceptual Framework Scope and Limitation This system will focus on the list of the medicine in the pharmacy that will keep the computerized record of the medicines, it will also store the details of the medicines and can print all the records, and all the sales will be stored in the sales history and the changes will be recorded at the change log, so that the community in the place/city will assure in this system. Only the IT personnel can edit the prizes and the stock of medicine and only the pharmacist can access this system. Definition of terms Sales and Inventory System- software-based solution used to simultaneously track sales activity and inventory Pharmacy- a store where medicinal drugs are dispensed and sold Data- fast and statistics collected together for reference or analysis Medicinal Drugs- something that treats or prevents or alleviates the symptoms of disease Pharmacist- a person who is professionally qualified to prepare and dispense medicinal drugs Customer- a person that buys goods or services from a store or business

Stock Market and Disk Drive Operations

Question: – Why is Seagate undertaking this transaction? Is it necessary to divest the Veritas shares in a separate transaction? Who are the winners and losers resulting from the transaction? Solution: – Seagate is undertaking this transaction to generate significant wealth gains for Seagate shareholders. There is a value gap generates due to Seagate’s VERITAS stake. VERITAS stake value exceeds the entire market capitalization of the Seagate. Seagate faces two problems because of VERITAS stake. First, the company’s core disk drive operations were not receiving full value in the market. Second, the company would incur a significant tax liability if the company attempt to monetize its VERITAS stake be selling the shares. Yes, it is necessary to divest the VERITAS shares in a separate transaction. It helps the company to save itself from tax liabilities and distributing the VERITAS stock tax free to its shareholders. The Seagate shareholders are definitely winner if the two-step transaction will happen. The shareholders of Seagate get higher value of disk drive operations and tax free shares of VERITAS. The Seagate Management is also winner. They get rid of tax liabilities related to VERITAS stocks and get full value of disk drive operations. The VERITAS also feel like winner as they get higher number of stocks in exchange of lesser number of stocks. Question: – Does the negative value of Seagate’s operating assets imply markets are inefficient? Solution: – The negative value of Seagate’s operating assets implies that markets are inefficient. The core disk drive operations do not receive its full value in the market. Seagate’s Management thinks that disk drive operations value is larger than what the value is in market. This shows that markets are inefficient. Question: – Why might a negative value exist? Solution: – Tax liabilities: – The negative value of the Seagate’s operating assets is due to tax liabilities which the company is facing because of VERITAS stocks. Other liabilities : – Fear that managers will destroy value: – The negative value of the Seagate’s operating assets is not due to fear that managers will destroy value. Moreover, the investors have trust in the managers of the Seagate that’s why they want to retain the top management of the Seagate in the newly build company.

The black cat essays

The black cat essays The Black Cat The fall of the House of Usher In his first sentence he writes that he wants to tell his story for the most wild yet most homely narratives. He neither expect nor solicit belief. It sets the tone on whether or not you want to believe what he is about to say. He speaks of household events that occur and he doesnt want to expound on them, but he does go into every detail of the events that lead to his arrest. His first encounter with a black cat which in some cultures is symbolic of evil or satanic is just the opposite in the beginning. He even names the black cat Pluto which is the Roman God of the underworld. He has a friendship with the animal that lasts for several years. During that time he feeds it and the black cat follows him all around the house and even follows him when he is walking down the street. He uses the excuse of being an alcoholic as the reason why he maltreated his pets. His disposition went from happy to moody, irritable and more regardless of feelings of others. Which only can be contributed to his excessive drinking? His pets and his wife were made to feel the brunt of his temperament. The black cat was the only one who was not maltreated. But that was soon to change. Because during one of his gin-nurtured haunts about town, upon arriving home he fancied that the black cat avoided his presence. ...