Strategies for Sustainable Rice Farming

Strategies for Sustainable Rice Farming LOW CARBON INITIATIVES: A RURAL APPRAISAL OF VARIOUS MITIGATIVE STRATEGIES USED BY RICE FARMERS AS A SCHEME FOR SUSTAINABLE ENVIRONMENTAL MANAGEMENT IN NIGERIA SAVANNA. INTRODUCTION Most of the warming that has occurred since mid-20th century is due to anthropogenic greenhouse gas (GHG) emissions, human activities including modern agriculture contribute to the production GHGs and on the overall, about 14% of GHG emissions comes from the agricultural sector (IPCC, 1996). Several naturally produced and human produced GHGs trap heat. CO2, CH4, and N2O are long-lived in the atmosphere and are the major contributors to positive increases in radiative forces (IPCC, 1996). Agricultural activities are significant producers of CH4 and N2O, of the three main gases that are influenced by land management and that are responsible for the potential greenhouse effect, CH4 has the 2nd greatest climate forcing potential of 27% CAST, (1992) arising from enteric fermentation of farm animals and rice cultivation. BACKGROUND In Nigeria, rice is one of the major cereals grown for food, the cultivable land to rice lies under five major ecologies namely: rain fed upland, rain fed lowland, irrigated rice, deep water and tidal mangrove swamp (Olayemi, 1997). Although Nigeria is the largest rice producer in West Africa and 85% of the total production comes from the north FAO (2012), rice production still seeks an increase in yield to meet the budding population and reduce importation. According to Bello (2004), Nigeria has the potential to produce enough rice for its needs and even export but this is not achieved now because the technology, management practices and the efficiency with which farmers use resources influence productivity. JUSTIFICATION Self-sufficiency in rice production is the goal of the Nigerian government, this has prompted the government to find ways of boosting local rice production (Bello, 2004). Rice paddies have been identified as major CH4 source induced by human activities and Nigerian paddies are not left out. This poses a challenge as researchers are faced daily with the challenges of how to mitigate or adapt to climate change, increase adoption of low carbon practices in all sectors and ways to implement their findings in local and global context of sustainable resource management. Consequently, estimating CH4 emissions from rice paddies and evaluating the low carbon practices used by farmers has become a pressing issue for assessing GHG impacts from agroecosystems and development of mitigation options at local scales for sustainable resource management. Objectives: Spatio-temporal mapping of lands cultivated to rice from 1983 to 2013 in the study area. To compare the CH4 emissions from upland and lowland rice fields. Assess the understanding of climate change and various low carbon practices among rice farmers for environmental protection. Understand the challenges associated with the adoption of low carbon options for rice cultivation. METHODOLOGY To achieve the stated objectives, the study will involve Geo-spatial analysis, field measurements and socioeconomic survey. The study area: The study will be carried out in the savannah belt of Nigeria, Bida zone in Niger state will be selected for the study because of its long history of rice cultivation and its proximity to National Cereal Research Institute, where technologies for cereal cultivation emanate and are disseminated. The zone consists of three Local Government Areas (Lavun, Bida and Gbako) and has a total land area of 6, 181 km2. Geo-spatial analysis Data: Cloud free-Ortho-rectified Landsat images of the area for the years 1983, 1993, 2003 and 2013 will be acquired from image vendors. Analysis: ArcGIS and IDIRSI geo-spatial tools will be used for the analysis of the Images. The images will be overlaid and an area of interest will be created from the overlay. Ground truthing will be done to aid supervised classification of the false and true composites of the area. The map of the dominant land use change of the area will be generated for each year. Accuracy assessment of the classification will be done, image differencing of the land cover maps will quantify the changes in land sizes cultivated to rice. Methane measurement: CH4 emission will be measured by using a portable methane gas meter (Gastech, Australia). Surface CH4 measurements from uplands and lowlands will be taken by inverting a 70mm diameter plastic funnel on the soil surface, the inlet tube of the CH4 meter will be connected to the funnel to read CH4 concentrations (Kartik and Nanjappa). Sampling procedure and Data collection A multistage sampling will be adopted for the study. First, two administrative wards will be randomly selected from each Local Government Area, for the second stage, two villages will be selected randomly from each selected ward and at the third stage, 20 rice farmers from each selected village will be randomly selected to give 80 farmers per Local Government Area and a total of 240 farmers from the zone. To allow for pre-testing and errors, 300 questionnaires will be printed. The sampling frame will focus on adult rice farmers who live in the communities and have been farming for over 25 years based on the assumption that these respondents will have adequate experiential knowledge about the subject matter. Primary data on the understanding of farmers about climate change, its effect on paddy farming, low carbon practices used and the challenges associated with the use of these practices will be collected by administering structured questionnaires to respondents in the study area. Statistical Analysis All data collected will be analyzed, using computer based Statistical Packages for Social Sciences (SPSS) and STATA. A multiple linear regression will be used to link socioeconomic factors with factors that influence land use. REFERENCES CAST, 1992. Preparing U.S. Agriculture for Global Climate Change. Task Force Report No. 119. Council for Agricultural Science and Technology, Ames, IA. Facts and Figures about Niger State, Assessed from http://www.nigerstate.gov.ng/epubl/Facts%20and%20Figures%20about%20Niger%20State1.pdf Kartik V. and Nanjappa A. Phytocapping: An Innovative Technique to Reduce Methane Emission from Landfills. Assessed from methaneflux paper (Environmental Research Journal).pdf Intergovernmental Panel on Climate Change (IPCC), 1996. Climate Change 1995. The Science of Climate Change. The Contribution of Working Group I to the Second Assessment Report of the Intergovernmental Panel on Climate Change. Cambridge University Press, New York. Impact of Trade on Domestic Rice Production and the challenge of Self-sufficiency in Nigeria Assessed from www.warda.cgiar.org//RicePolicy/Chuma.E/Chuma.E.Nigeria.Pres.ppt. Olayemi, J.K 1997. The Nigerian Rice Industry: Performance, Problems and Prospects. A research report prepared for Food and Agricuktural Organisation, FAO; December 1997. UNCCS (United Nations Climate Change Secretariat), Emissions Summary for Nigeria, http://unfccc.int/files/ghg_data/ghg_data_unfccc/ghg_profiles/application/pdf/nga_ghg_profile.pdf WEBSITES USED www.ricenigeria.com EXPECTED RESULTS AND THE RELEVANCE OF MY PROJECT TO CLIMATE CHANGE The distinctiveness of this study is that it seeks to incorporate the experiences of rural farmers in understanding the challenges associated with adopting Low carbon initiatives at local scales. This project aims at: Describing the local perception of climatic vagaries in their environment Characterizing the prevalent land use patterns in recent times. Characterizing the various local conservation practices used by rice farmers for resource conservation. Describing the effects and constraints of adopting resource protection practices. The study would reveal the changes in land cover as mediated by increase in productivity over the past thirty years in the study area and the associated methane emissions. This would be helpful in the design sustainable resource conservation measures for climate protection. As well, the study will reveal the awareness level of the respondents’ on some facts about climate change and variability, its toll on rice farming and various measures used to adapt to these changes. Since considerable attention has not been given to measuring results from adaptation and mitigation activities, results from this study hopes to be a working tool for the Nigerian government in the development of a simple Monitoring, Reporting and Verification (MRV) plan that is more readily useable by farmers through capacity building and technology development or transfer. This study will also provide insight into local resource conservation strategies that can be improved upon for sustainable resource management. The dataset will therefore become a working tool for the government, legislators, private sector, civil society and other stakeholders for appropriate understanding on the trends of greenhouse gas emission from paddies in Bida zone for necessary policy formulation on strategies to reduce the emissions in order to improve ecological system conservation and mitigate global warming. Please explain how you intend to communicate the project results during and after the sponsorship period and which target groups you particularly want to address. (2,000 characters max. The ultimate foci of this study is to raise public awareness on the amount of greenhouse gases released from paddies, it also intends to assess the low carbon strategies used by farmers and the challenges associated with using them. The major target groups are the locals and government officials. Although, the communities have limited expertise at some stages of the study, I intend to work in partnership with them for their ability to suggest strategies that would facilitate data collection and ensure that the data collected are representative of the community during the study. This will be done by clearly explaining the purpose of the study to the community head, since he has a very good knowledge of the community and can help ensure that all factors required for the study is provided. The proximity of the National Cereal Research Institute (NCRI) will be of great assistance during the study and dissemination of results. They will be helpful in providing previous research results and some experimental techniques that will be invaluable in the design of the survey. Usually, conveying research results requires wisdom to avoid rejection. Before communicating the research results to the entire community, results will discussed with the study team from NCRI and the community representatives. Also, since the FADAMA intervention programmes that serve as an intermediary between the government and the communities are common around the study area, assistance will be sought from the FADAMA facilitators during the study and when communicating the research results to the government to enhance acceptance for policy formulation. Timeline of the project, including milestones TIME FRAME (MONTHS) ACTIVITY 1-2 Arrival in Germany, Intensive German language course 3 Reconnaissance survey, acquisition of project materials and pretesting of questionnaire 4-6 Questionnaire administration and analysis. 7-10 Image acquisition, geospatial analysis and ground truthing 11-12 Preliminary write-up and corrections 13-14 Presentations and submission This study is expected to cover a one calendar year period, although this proposed duration is subject to modifications from the Alexander von Humboldt Foundation.

Soil Spatial Variability of Fluoride as Affected by Land Uses Essay

Abstract— Fluoride (F) is an essential element for life. At low concentrations, it is generally believed that fluoride deficiencies can arise, but at high fluoride concentrations other deleterious effects can certainly transpire. This study was conducted to evaluate F content and its spatial variability in Isfahan province. This area covers different land uses including agricultural, industrial, urban and uncultivated lands. Two hundred and fifty five topsoil samples (0- 20 cm) in a study area of 6800 km ² were collected. Total fluoride and water soluble fluoride were measured. The results of this research showed that two forms of soil F were controlled by intrinsic factors such as parent material and extrinsic factors such as fertilization. The total fluoride concentration in 96% of the data was less than the globule suggested average (200 mg kg†¾Ã‚ ¹) and water soluble fluoride concentration in 72 % of the samples exceeded the suggested averaged(0.5 mg kg†¾Ã‚ ¹). Key words- water soluble fluoride; total fluoride; kriging; spatial distribution I. INTRODUCTION Fluorine is one of the essential micronutrient for both human and animals. It is present in soils, rocks, water and the biological chains of animal and plant lives [13]. The F concentrations vary in relation to many factors such as geogenic and anthropogenic processes. A large number of industries emit F in atmosphere, including brick and tile manufactures, steel and aluminum manufacture and the production of phosphoric acid, super phosphate fertilizer and elementary phosphorus [9]. Application of phosphate fertilizers, sewage sludges and some pesticides also bring F to soil [6] but the majority of any added F becomes fixed by one or more of soil components [11] and F may... ...ater soluble fluoride in the soils were 100.7 and 0.9 mg kg†¾Ã‚ ¹, respectively. Also, the results of this study show that the urban and agricultural activities have significantly increase the concentration of F in surface soils of the study region. The application of phosphate fertilizers and sewage sludge and some pesticides in our study agricultural land bring fluoride to the soil. On the other hands, in urban and industrial regions, fluoride is brought to the soil surface by fall out of particulate fluorides and through absorption of fluorides in rain and snow. But the soils in central Iran are alkaline and calcareous. So, most of the added fluorides to the soil is either effectively fixed by the soil component such as clay, Ca and P. Anthropogenic activities were an important factor controlling the spatial distribution of soil F concentration.

Tim Burtons style Essay --

Tim burton is inventive when he directs movies that are not mainstream.In the movies Charlie and the chocolate factory and Edward scissorhands, Tim Burton uses shots and framing, sound, and lighting to create hesitancy and anxiety in the audience. Tim Burton keeps his audience on their toes through the whole movie. Suspense is around every corner. Shots and framing is one cinematic technique that Tim Burton using in his movies. Tim Burton in Edward Scissorhands uses extreme close-ups to create worry in his audience example when Peg turned her mirror and sees Edwards house all you can see is just what she can see, and we can anticipate that she is going to go to his house. This creates a dark and worryfull feeling because we can see just his house alone ,dark on the hill. Tim Burton in Edward Scissorhands use is shot reverse shot and the opening scene when we see both point of views from the grandma looking at Edwards house, Edwards view looking out at them. This makes the reader have anxiety because they want to know more about Edward and why is snow is because of him or why dark ...

Externalities of Smoking

In the paper I’m going to discuss the externalities of second-hand smoke. Externalities refer to all costs or benefits of a market activity borne by a third party. It’s also the difference between the social and private costs (benefits) of a market activity. When economic agents are not directly involved, negative externalities can exist, such as pollution. Second-hand smoke is a health hazard at any level (Essentials Of economics, Bradley R. Schiller). It’s to be said that smoking bans are the only way to protect nonsmokers.Although many states and hundreds of cities have passed smoke-free laws, more than 126 million Americans ages 3 and older continue to be exposed to secondhand smoke. Nearly 50,000 nonsmokers die from the secondhand smoke each year. Nonsmokers exposed to secondhand smoke at home or work increase their risk of heart disease and cancer. Brief exposure to smoke, damages cells, beginning a process that can lead to cancer, and increase the risk of blood clots (USA today: June 28, 2006).Secondhand smoke kills 46,000 adult nonsmokers from heart disease, 3,000 nonsmokers from lung cancer, and 430 newborns from sudden infant death syndrome. In children it causes 790,000 ear infections, 200,000 episodes of asthma, at least 24,000 low birth weight or preterm deliveries. When non-smokers are exposed to secondhand smoke it’s called involuntary smoking or passive smoking. Regardless if you’re smoking or not, if you’re around someone who is smoking you’re taking in nicotine and other toxic chemicals just like smokers do.The workplace is a major source of secondhand smoke exposure for adults (USA today: June 28, 2006). Secondhand smoke meets the standard to be classified as a potential cancer-causing agent by the Occupational Safety and Health Administration (cancer. org). Separating smokers from non-smokers, cleaning the air, and ventilating the building cannot prevent exposure if people still smoke inside t he building. Most people can be exposed in public places such as restaurants, shopping centers, public transportation, schools, and daycare centers.Some businesses seem to be afraid to ban smoking, but there is no proof that going smoke-free is bad for business. Public places where children go are a special area of concern (cancer. org). Making your home smoke free is healthier for your family. Secondhand smoke imposes significant costs on nonsmokers and society, according to a recent society of Actuaries study that concluded the annual cost of excess medical care, mortality and morbidity from secondhand smoke exposure in the U. S is approximately $ 10 billion(18 Aug 2005).The study also found that medicals costs for caring for people exposed to secondhand smoke have reached more than $2. 5 billion (medicalnewstoday. com). All the money you spend on cigarettes is just going to the company that makes them. So you’re giving this company all this money to just smoke a cigarette. On average most people pay about close to seven dollars for a box of cigarettes. Not only is this harmful to you, but its as harmful to the people around you. When you smoke in front of someone their inhaling all the chemicals that are carried In that one cigarette.So in conclusion this affects the economy so much, because people who don’t even smoke have to pay for all types of medicals bills. Just from getting secondhand smoke from others. I myself don’t think they should banned smoking. But there should be sections in public places which are meant for smokers. Some people can’t just stop smoking no matter what they do. So at the same time we have to respect their needs. And their needs are nicotine. Sources ?Cancer. org ?Medicalnewstoday. com ?USA today: June 28, 2006 ?Essentials of economics (Bradley R. Schiller)

Henry David Thoreau Essay

Transcendentalism is a very important movement that occurred not only in literature but in life as well. The transcendentalist movement was a movement that was basically the thought of everyone having an over-soul. The over-soul is the thought of a relationship between God, nature, and man. The movement had many different characteristics like individuality, feelings being priority over reason, the fact that nature was divine, and that nature held truths. Transcendentalists used the truths that they observed in the world and in nature to change the way society was and how people see themselves in the world. Although the idea of a utopia was not successful, the movement sparked a change in literature. Emerson and Thoreau are the two people most associated with transcendentalism. They both wrote essays about their experiences in nature and influenced many other writers to do the same (hence the transcendentalist movement). The transcendentalist thought is especially apparent in Walt Whitman and Emily Dickenson’s work. Whitman and Dickenson both show many traits of the movement, but the most apparent trait is individualism. Individualism is often portrayed in Emerson and Thoreau’s work as being equal. Everyone has a soul, inner truth is the only thing that matters, and fulfillment comes from knowing one’s self. In Emerson’s essay Nature, he describes man as being universal and related. In the quote â€Å" . . . that great nature in which we rest . . . that Unity, that Over-Soul, within which every man’s particular being is contained and made one with all other. . . . We live in succession, in division, in parts, in particles. Meantime within man is the soul of the whole; the wise silence; the universal beauty, to which every part and particle is equally related; the eternal ONE. † Emerson is saying that all men have souls and that each soul is a part of an even bigger soul, the universal soul. This is basically saying that we are all equal, but at the same time we are separated because we each have a soul of our own. In another essay, self-reliance, he stated â€Å"Is it so bad, then, to be misunderstood? Pythagoras was misunderstood, and Socrates, and Jesus, and Luther, and Copernicus, and Galileo, and Newton, and every pure and wise spirit that ever took flesh. To be great is to be misunderstood†¦Ã¢â‚¬  In this, he is saying that being misunderstood is being great. This also says that being misunderstood is forgetting what society says you should be or act like and doing what you want to do in order to find yourself and be your own person. By not caring about what others may think about your choices and decisions, you can be your own person and set an example for others to do the same. Not only was Emerson talking about being an individual, he was also adding a bit about your feelings being more important that reason. Thoreau also writes about individualism in his essays. In Walden, Thoreau writes about the experiences and life of his life. He writes â€Å"†¦ if one advances confidently in the direction of his dreams, and endeavors to live the life which he has imagined, he will meet success unexpected in common hours. † This is saying that you should live the way that you want to live and that your inner truth or inner desires are all that matter. Everyone has inner truth and desires and to live the life that you want to live then you should go for the dreams that you have always wanted to come true. This is a prime example of individualism because everyone has dreams and inner truths about the way that they want to live and it is completely up to them to live the way that they want to live. He also addresses individualism in another essay titled Civil Disobedience. He writes â€Å"But, to speak practically and as a citizen, unlike those who call themselves no government men, I ask for, not at once no government, but at once a better government. Let every man make known what kind of government would command his respect, and that will be one step towards obtaining it†¦Ã¢â‚¬  In this, he is encouraging people to take a stand for the rights and respect they deserve. In a way, he is telling people to stop ignoring the unfair government and do something about the way you feel. This is showing again how everyone has inner truth and they should do something to change the way the world is to be better. Thoreau wanted the government to change and so he spoke about what he believed to be true. This is him showing his individualism and encouraging others to speak up as well about the truth that they believed. Like Emerson and Thoreau, Whitman and Dickenson have both used individualism in their works, but Whitman does a better job at portraying it. In Whitman’s poem ‘Song of Myself’, Whitman writes about everyone being equal and having equal opportunities. He states â€Å"I am of old and young, of the foolish as much as the wise, regardless of others, ever regardful of others, maternal as well as paternal, a child as well as a man, stuffed with the stuff that is course, and stuffed with the stuff that is fine †¦ † In this quote he is comparing total opposites to each other. This is a way of showing how even the opposites are the same. Regardless of others, ever regardful of others means that others mean nothing to you, yet others mean everything to you. It’s contradicting, but in a way that says although others mean nothing to you, they affect you in certain ways. Everyone affects you, but you are not everyone. You are simply yourself and that is what I get from what Whitman was describing. In another part of the poem, Whitman says ‘I am as bad as the worst, but thank God, I am as good as the best. ’ This quote stands out because it means no one is better than anyone. Just because you don’t get in trouble doesn’t mean you are any less wrong or less bad. Just because you do good things doesn’t mean you are any better! Being good is simply being good and the same goes for being bad. No one is any better or worst. This means that everyone is equal and has equal opportunities. Dickenson also uses individualism as a theme in some of her works as well. In the poem ‘Heaven Has Different Signs—To Me’, Dickenson writes â€Å"The Rapture of a finished Day—Returning to the West—All these—remind us of the place, That Men call â€Å"paradise†Ã¢â‚¬  In this poem Dickinson is describing what heaven would be like. This quote refers to the end of the day for men. Individualism is living the way you want and reaching fulfillment. This quote shows how men are fulfilled in their lives and of what they call paradise. To me, I don’t think she is writing about heaven, I think she is writing about a utopia. She is writing about a place that everyone is equal and enlightened. Dickinson and Whitman both write about being equal and living the life that you want to lead. Even though they both write about individualism, Whitman portrays it much more and it is more apparent. They were both influenced by the transcendentalist movement, but Dickinson focuses on other traits like how nature is beautiful and simple and the relationship that nature, life, and death have. The transcendentalist movement may be over, but it left an imprint in literature. Many people speak of individualism and the name most associated with it in the movement is Walt Whitman. Works Cited Poemhunters. com. N. p. , n. d. Web. 20 Feb. 2013. â€Å"Quotations by Author. † Walt Whitman Quotes. N. p. , n. d. Web. 20 Feb. 2013. Thoreau, Henry D. â€Å"Civil Disobedience by Henry David Thoreau. † Civil Disobedience by Henry David Thoreau. Jone Johnson Lewis, n. d. Web. 20 Feb. 2013. Thoreau, Henry D. Walden. N. p. : Jalic, 2003. Print. Whitman, Walt. â€Å"(1836)Nature. † Nature by Ralph Waldo Emerson. Oregon State College, n. d. Web. 20 Feb. 2013. Whitman, Walt. â€Å"Self Reliance. † Mrgunnar. net. N. p. , n. d. Web. 20 Feb. 2013.

Career Planning and Development

| CAREER PLANNING AND DEVELOPMENT| | | | ASHWINI RENGASWAMYINDEX NO – L0267KDKD0611JUN MSc 1 Hospitality & Tourism A| INDEX Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 2 Career †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Page 3 Career Planning †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 4 Career Development †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 5 Dual Career Couples †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 8 Dual Career Couples Large Companies †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Page 10 Dual Career Couples Small Companies †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Page 14 Ways of Small Companies Retaing Employees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Page 15 Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Page 16 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Page 17 INTRODUCTION Human resource is the nerve center of any organization which helps to achieve its objectives & goals. When analyzing globally managing human resource is a dynamic and challenging task of an organization. Although human r esource is a popular term there is no definition defined worldwide.Watson (2002:3) says â€Å"In its broader sense Human resource management can be used as a generic term to describe any approach to managing people. † Boxall & Purcell (2003:1) say â€Å"All those activities associating with the management of the employment relationship in the organization. † A philosophy based on managing people on the belief that human resources utmost necessary to retain the business success. An establishment obtains advantage by utilizing its people effectively. Drawing on their competence and adroitness to meet distinct objectives.Human resource management is focused at recruiting confident, adjustable and dedicated people, managing and honoring their performance and advancing competencies. Human resource development is a strategic advent to analyzing in human capital. It has an impact on other human resource formations, including resourcing and executes assessment to recognize act ual and conceivable apatite. Human resource development delivers a frame work for self-establishment training programs and professional progression to meet an establishment’s future aptitude necessity.Goal of Human resource management is to optimize the effectiveness of the employee by gradually up grading the career life of the workers and interacting them as the most precious resource to increase the productivity of the organization There is one successful way for an establishment’s human resource problems â€Å"enlightened, advanced, people first, more performance or more commitment, labor tactics to be practiced in companies. Best practices of Human Resource Management * Managers must pay more attention towards Human resource issues. The consideration of human resourcing are parts of strategic level deliberations. * More encouragement being given to the employees helps more productivity which results to the establishment’s constant improvement. * Employees show a liking towards improving their own skills to come through self-advancement and flexibility. CAREER Wilensky (1961) says; â€Å"Let us define career in structural terms. A career is a succession of related jobs arranged in a monarchy of prestige, through which persons move in an ordered sequence† (p. 23) This tells us that career has a particular way in which a person should proceed in order to achieve his vision and goals. Career is the journey towards an ultimate destination. There is a view amongst the people that career has changed from olden days organizational structure to the modern way which is based on the skills, knowledge and integration of people. Baruch (2002) presents a list of career management practices in order of the level of implementation which an earlier survey found out.There are advertising international career opportunities, professional education as a part of career advancement, performance appraisals as an important tool for career planning, ca reer conselling by your immediate manager or Human resource management department, recruitment programs, succession planning, mentoring, common career path, dual ladder, books on career problems, written personal career, assessment centers, 360 degree appraisals, career workshops, introduction, special programs, example: for high flyers, creating psychological contracts and secondment.Effective career management should adhere to a number of principles. Consistency and coherency within organizations in messages about what career and career management is, proactively collaboration between employer and employee and dynamism. Goals of career management process must be explicit and that this will be most easily achieved if there is a limited number of compliable interventions. CAREER DECISION POINT International Assignment Predeparture Training Reassignment Recruiting & Selecting Exit Organization Predeparture Training Deselecting Parent Repatriation CAREER PLANNINGCareer planning which is for an individual life time, a decision that has to be made life long, which includes choosing of occupation, seeking a job, progress in the job, career transition and eventual recruitment. It’s also for an individual to set goals for himself and achieve them. This helps a person to evaluate their abilities and interests. The outcome of this should be one of the following; * Developing talent effectively and efficiently. * Giving opportunities to employees for self-appraisal Career planning is built out of three components self-assessment, choosing the work of your choice and recognizing the suitable career.CAREER DEVELOPMENT As individuals everyone is interested in their own career, it’s very unlikely that a person will spend more years with a single employer, especially when their work life begins. Due to this career development is the responsibility of the employer. Most people like to move to new areas of work due to better opportunities, chances of working with particular people and commuting time. As a result of this employers must analysis what is offered by the other employers and ensuring that employees appreciate what they are been given.A method used to retain and establish a large group of employees with international experience is through giving them short term development assignments which will be for a few months and there onwards to a few years. (Example 1) Swedish – Swiss conglomerate ABB A multinational company have carried on the practices of developing a small carder of international employees rather than internationalizing everyone. (Example 2) Aitken Spence Hotels & Resorts (A reputed chain hotel in Sri Lanka which has its own hotel in Maldives, India & Oman)In this organization the Assistant Vice president Mr. Sarriff o’deen conducts a meeting once in three months for the entire Management of each hotel individually to explain the company’s strategies & the Employee benefits, the last meeting was hel d on the 12 June at heritance Ahungalle (Example 3) Mas Holdings Pvt. Ltd. (South Asia’s biggest apparel manufacturer) The company sends a limited number of staff to a University in India to educate them in the clothing technology and in order to implement the knowledge in their local company. Example 4) Mas Holdings Pvt. Ltd. Mas Career Development center in Sri Lanka at Ambepussa, a center for staff working for Sri Lanka Mas Holdings to train and develop themselves. (Example 5) Mas Holdings Pvt. Ltd. Mr. Vithanaarachchi, who joined as a weaving supervisor rose through up to the position of Manager. As recognition of his work the company sponsored him to study Narrow Fabric technology in University of Derbyshire This reviews your work history and the key factors psychological, sociological and economical which influence the career choice.Creating an improved approach to employee development by recognizing individual’s needs and responding for a satisfactory and reward ed career is the goal of career service. Career development is guiding people in order for them to reach where they want to be and where the organization wants them to be. Providing career development helps the organization increase the chances of their work force being willing and ready to serve the organization for the betterment of both parties. Career development creates opportunities for employees meet current as well as future business needs through professional interest and capability. Example 6) Kellogg’s Non-productive staff are requested to fill are form which gives details of employee’s career, biographical information, work experience, and development plans. This is filed in the employee’s profile which gives an overview of the employee’s current accountability development and future opportunities. People Managers have a performance management plan which is concern about the employee development. The role of Peoples manager in employee develop ment * Update employee profile on a periodic basis. * Fill the Managers page in the Employee profile. Considering any possible development actions in the future. * Understanding the requirement of making development more successful. * Check weather employees are pursuing towards development. * Provide adequate resource, opportunities and support to employees for development. * Provide caching and obtain feedback. (Example 7) Nivea Graduate programs are conducted in different stages as follows; â€Å"Beyond borders† an 18 month program where the candidate will be trained for 5 to 6 months overseas in another company or at the headquarters in Hamburg, Germany. â€Å"Gateway to the top† a program for university graduates who want to rofessionalize on sales, marketing, human resource, supply chain management or finance. â€Å"360 degree program† a program to gain experience beyond the professionalized area. â€Å"Focusing on you† a program in order to develop professional and personal skills. (Example 8) Tesco Management programs are conducted for 7000 staff at one time on development programs to gain knowledge and skills to move to the next step of the Tesco Challenge. Each year over 10,000 prove that by changing jobs in the organisation, as a result of programs that are flexible and sought your personal needs 80% of the administration role is filled by existing team mates.. Example 9) Harrods The managers are expected to complete a monthly review with workers to follow up with consistent 1-2-1s to review objectives and career objectives. The diverse number of divisions provides a exceptional prospect for workers to develop new abilities and experience without having to alteration companies. (Example 10) Nokia, India Company conducts Management trainee programs from the year 20006 and recruiting young talents and investing in their future leadership role. The program is an in house on the job training mechanism that encourages and allo ws the trainees to learn and develop theme selves for future roles.In order to make the program a better success the company has built a relationship with institutes IIM – Ahamadabad, IIM – Calcuta, IIM – Lucknow, XLRI – Jamshedpur and TISS – Mumbai The role of Employee’s in employee development * Be responsible for own career. * Successful performance in present role of job. * Achieve realistic career goals. * Discuss with the Manager about developing the career. * Pay more attention towards areas to be more professional. (Example 11) Nivea (The largest women and men beauty care product manufacture)The company offers future support in the form of career path which focuses international and cross functional activities and development programs planned to achieve both professional and personal talents. DUAL CAREER COUPLE In 1960’s the term Dual career couples was introduced by a team of Sociologists who were husband-and-wife. Two profes sionals engaging in a significant relationship where both pursue a career that reflects commitment, personal growth, responsibility. In this both partners are highly skilled and committed towards career advancement and obtain financial remuneration for their career advancement.From the recent past woman too are focusing on professional career. The couple both who are managers, professional or technicians has doubled up in the past two decades. The worry amongst Dual career couples was balancing career, personal relationship and family responsibilities. Dual career couple men experience psychological stress, since they would be judged by their capacity to support the family and gain work status. They feel their status is undermined by their wife working, who will lead to loss of control, they fear helping at home under estimates manhood.Family problems where one partner has to be flexible enough to choose what’s best for the family. In order to this the career development shou ld be recognized for dual couples at early stages. At all times it is wise to involve both partners in planning to enhance the success of efforts. The other problem is job transfers, these transfers in the other partner’s career due to the mobility and also a commuting relationship between each other. When relocating dual career couple the Human resource can assist in finding a suitable job for the candidates partner as well.Also Dual career couple marriages are quite complex than other marriages where there is opportunities for mutual growth and development and in the meantime opportunities for failure. Both individuals work towards these as they find it difficult to meet these expectations as both work to develop their interpersonal relationship with one another. WIFES CAREER Job demand Organizational demand Social demand Dealing with subordinates Dealing with clients (20 – 50 hours) HOME DUTIES Home maintenance Neighborhood relationship Children activity Social plan ning ShoppingSelf-maintenance Assisting the spouse (30 – 50 hours) HUSBANDS CAREER Job demand Career advancement Social demand Dealing with subordinates Dealing with clients (40 – 50 hours) LEISURE TIME Rest Hobbies Personal activities Religious / Social activities (48 – 78 hours) The above figure shows the amount of time spent by Dual career couples per week. The wife takes responsibility of home and work whereas the husband takes responsibility only with career. DUAL CAREER COUPLES IN LARGE COMPANIES The Human Resource should turn the â€Å"Two body problems† in to â€Å"Two body opportunities†.Many researchers found that than men its women in dual career couples subordinate their career development with their partner. Some companies use the arrangement as the cost share arrangement for hiring spouses, some companies do provide job opportunities in different departments where as some do offer a job in another company of the same group. The overal l review of this is to facilitate dual career couples with job search for partners when relocating and hiring. The reason for companies to have dual career couple policies are to be competitive, increase faculty of colour, attract â€Å"stars†, increase women and to compensate for location.Some companies do offer temporary jobs than part time jobs for senior trailing spouses. (Example 12) Oregon State University The university has a scheme as â€Å"family employment program† where a fixed regular sum is paid as remuneration to spouses of facilities. In order to retain the employees the company gives greater responsibilities to employees which adds more value towards their career. Chain companies promote the talented employees in the same organization or to another branch. Vacant positions arising within the company is first notified to the internal employees to give them priority. Example 13) The gas and oil industry was facing problems of retaining employees in their companies. The company’s goal was to develop the engineer’s talent by giving difficult types of assignments to increase the responsibility level of the employee during his career in the company. (Example 14) John Keells Hotels (A reputed Hotel chain in Sri Lanka, which not only owns hotels but supermarkets, shipping, cargo etc. ) The company has a policy of recruiting bottom line staff, which gradually develops themselves in becoming managers of that company.Also the company believes in promoting the staff inside to high positions rather than hiring staff from out of the company as motivation and recognition for the employees. (Example 15) Nokia, India A global concert management system which is â€Å"Invest in people† â€Å"Internal job market† is for the border, which enables movement of Nokia employees. Any vacancies arise in the company is first posted to the interior employees and thereafter to the exterior applicants. Large companies are rich in res ources and have a large turnover from the business.Due to this factor the company has the ability of paying the employees a stable salary which they would be contented with. Also the profits gained are being given as bonuses since the company has limited liabilities to cover. There companies have a fixed policy which is applicable to all of their branches where ever located in the world. There is a mind perception of employees who do consider working for large reputed companies to be of prestige. (Example 16) Harrods Hannah, Retail Managers says, â€Å"The career opportunities at Harrods are definitely unique to Harrods.For example at the moment I'm on the Harrods management programme, which is an eight month programme that gives you the necessary training to become a manager. So by the end of the eight months you'll become a retail manager in the store. † (Example 17) Sony As a Communications Manager, Rosemary says it best: â€Å"Outside of the brand, it's easy to be proud of Sony. You tell people you work for Sony, and you don't get a glazed look – its instantaneous respect. † It's a sense of respect that starts from within. â€Å"Everybody works very hard. There's a high level of expectation, but we all focus on that challenge to deliver the best quality work.The people are the heart and soul of this place. It's a real commitment, and it goes both ways — the company to its employees, and the people are just as committed to the company. † Companies offer benefits not only for the employee but also for the entire family, which helps them experience the same as their partners do. (Example 18) Serendib leisures (A chain hotel and resort company in Sri Lanka with a range of three and four star hotel properties) A medical scheme is in practice where the employees and their families benefit. The scheme gives life insurance to the family along with yearly free medical checkup. (Example 19)Aitken Spence Hotels ; resorts The company offers a weekend package for all executive employees in order to spend a weekend with their family at another Aitken Spence hotel where the entire cost is barred by the company. This is offered twice a year for each employee (Example 20) Harrods They offer staff a very high salary of ? 15,000+ and upwards, apart for this staff receive many other rewards such as; Harrod staff reward cards 50% discount on business dresses Season ticket loan Discount brochures at restaurants, fitness clubs, and holiday companies. Opportunities to join the company’s pension and health planHoliday payments Dual career couples ; parents working in companies are offered flexible working hours, which helps them balance family and work. Apart from the day off extra leave with pay, non pay leave for a long period policies are in existence. Advice and financial support is offered for the well being of the employees. A pension schemes are introduced for future benefits. (Example 21) Wal-Mart (The larges t retail stores in the word, first introduced in the USA, found in many other countries) A policy is introduced for employees who are not USA citizens, the company many post-employment beneficial plans. Example 22) Mark ; Spencer A policy is in existence for adoptive parents, comparable adoption leave and pay within a policy exclusively planned for adoptive parents by providing extra provision leading up to adoption. (Example 23) Mark ; Spencer For employees who face problems with regard to work or family, the business uses an independent 24hour confidential helpline staffed by advisors who provide assistance in giving advice on debts or financial problems, legal problems, abuse, relationship difficulties, state benefits and even general counseling. They can be contacted on 07659145671 Example 24) Mark ; Spencer There is a policy for dads / parents, where 1 week paid paternity leave is being given when the baby arrives. Also parents have the benefits of taking unpaid leave for 13 we eks for every child till the age of 5 years. (Example 25) Mark ; Spencer For married female employee’s time off is being given for midwife, fitness visitor and parent craft lessons. Maternity pay and leave. The company professional health tem is accessible to carryout fitness checks at any time prior and after the birth including risk assessments where suitable. Example 26) Mark ; Spencer Flexible working hours are part-time, job sharing or term- working. For staffs who wishes to study or take a complete break of work nine months unpaid leave is given under the companies â€Å"Career Break† policy (Example 27) Mark ; Spencer Company offers dependency leave of 4 weeks paid leave which may be followed by 3 to 9 months unpaid leave or furthermore a longer break where the employee can take a dependency break for up to 5 years.Companies that have succeeded in generating opportunities for dual career couples follow four strategies, they are as follows; * A dual career office with a person who would address the problems of dual career couples. * The top management who are willing to give solutions for creative and flexible in hiring. * Amongst the department the cross-discipline cooperation that exists due to administrative support. * Issuing financial incentives to departments apart from the department resources that are willing to hire partners. DUAL CAREER COUPLES IN SMALL COMPANIESSmall businesses are mostly independent owners. Most small companies are at the infantry stage, which face a lot of financial crisis. There are companies with barriers for dual career couple policies such as, lack of communication, coordination, administration, more attention only over departmental work and lack of resources. The employees are mostly recruits on contract basis where job security is limited and salaries are of a standard rate. The company is focused towards the profits than on employee growth due to high cost involence new technology is not introduced which demotivate employee. Example 28) Tendon Lanak Pvt. Ltd. (A small scale electrical manufacturing company in Sri Lankan) Old fashioned electronical technology with no development as the industry was growing, due to this situation the company employees were demotivated doing the same job over and over again which lead them to leave the company. As an end result of this the company had to close down on June 2009. (Example 29) Earl’s Regency – Sumiko Lanka Hotels Pvt. Ltd. (A 5 star resort property in the Central Province of Sri Lanka owned by Sumiko Lanka Hotels Pvt. Ltd. )The executive Chef of this hotel resigned, and at that point the hotel had to recruit a new candidate for that position since the second in line were not capable enough to cope up with the work and be promoted to a higher position. The route cause for this was lack of training been provided for the management level staff. In the meantime some of these companies have a policy where dual career couples ar e not allowed to work in the same organization, due to the fear that when the first partner leaves the second also tends to leave, very few exceptional cases in which one does remain.The reason for companies to not have a policy is due to less competitive, ad hoc accommodation can lead to resentment. (Example 30) Sumiko Lanka Hotels Pvt. Ltd, The company has a policy, as an employee’s spouse cannot work in the same company, which goes to the extent of not allowing any blood relations of employees also to work in the same company. Small companies don’t have the facility of providing employment to both couples since the establishment is small and not many branches available. WAYS OF SMALL COMPANIES RETAINING EMPLOYEES MOVING TOWARDS LARGE COMPANIESSmall companies need to find ways of being innovative and creative to retain employees. Loosing an experienced worker is a great productivity loss for t he company therefore constant support must be given towards work. Effectiv e management practices and leadership skills, positive corporate culture and pleasurable work environment encourage employees retain. The employers must have a clear understanding about the expectation of the employees. The company can focus on recruiting staff from the same location, in order to retain staff due to travelling conveniences. On the job training should be rovided introducing new technology. For job security they should be provided each employee a job description which gives a clear picture of what is expected from them. Rewards and recognition is the best way for staff motivation. Health care benefits, new-hire orientation programs, open communication strategy, defined involvement programs, onsite parking, compensation for training cost ; casual dress programs such programs not only help retain employees, increase loyalty and productivity. The employers should take time in celebration staff birthdays and anniversaries to make them feel special.Te best employees of the month can be nominated in order to recognize the hard working employees and to motivate the rest. (Example 31) Nesto Pvt. Ltd. (A chocolate and biscuit factory in Sri lanka) The company recruits employees from its location and an introduction program is carried out for the employees during the first week with regardsto the entire company profile and the operation taking place. CONCLUSION When analyzing the theoretical part and the practical situations faced by Dual career couples in companies, the large companies are much more efficient in handling these types of situations as they are enriched with many resources.Most large companies have great financial resources with many sub companies of its own. This helps employee’s benefit in ways of wages, additional allowances, bonuses, paid leave and transfers on request. Many employees expect this in return of their service to the company. But in term of small companies, they have a very limited amount of resource which is mostly utilized for the benefit and growth of the company. Their main concern is about gaining profits for the company rather than focusing on employee growth. To overcome this situation small companies must engage staff welfare activities.The company must make the employee feel they are special and wanted. REFERENCES BOOKS PRINT Beardwell J. ; Claydon T. (2007) Human Resource Management, Pearson Education Limited. Fifth Edition (page 358 – 398) Becker B. E. et. al (2001) The Human Resource Scorecard, Pearson Education Limited. Chrish et. al (2010) International Human Resource Management, charted Institute of Personnel ; Development (IPD House) Second Edition Dowling P. J et. al (1999) International Human Resource Management, Southwest College Publishing. Third Edition Foot M. ; Hook C. (2008) Introducing Human Resource Management, Pearson Education Limited.Fifth Edition Hall B. W. PhD (2008) The Human capital Strategy, Library of Congress Cataloging. Loopold J. et. al (2005) The St rategic Managing of Human Resource, Pearson Education Limited. Mathis R. L. ; Jackson J. H (2008) Human Resource Management, Thomson South West. Twelfth Edition Price A. (2007) Human resource Management, Cengage Learning EMEA. Third Edition Redman T. ; Wilkinson A. (2009) Contemporary Human Resource Management, Pearson Education Limited. Third Edition Torrington D, Hall L. ; Taylor S. (2008) human Resource Management, Pearson education Limited.Seventh Edition (page 465 – 476) BOOKS ELECTRONIC Bruce W. M ; Reed M. C. (1991) Dual Career Couples in the Public Sector, library of Congress Cataloging. (Page 2 to 4) Available from http://books. google. co. uk/books? id=unBG-ablVW0C;printsec=frontcover;dq=dual+career+couples+in+the+public+sector;hl=en;ei=zbQ_TvWVJpTC8QPOqNSPAw;sa=X;oi=book_result;ct=result;resnum=1;ved=0CCoQ6AEwAA#v=onepage;q;f=false (Accessed on 15th July 2011) David Russo (2010) 17 Rules, Successful Companies Use to Attract ; Keep top Talents, Pearson Education Lim ited.Available from http://books. google. com/books? id=kVsnbZ23uYcC;pg=PA147;dq=how+do+companies+retain+employees;hl=en;ei=yKlDTqzkDcyq8APz673sBQ;sa=X;oi=book_result;ct=result;resnum=1 p;ved=0CDgQ6AEwAA#v=onepage;q=how%20do%20companies%20retain%20employees;f=false (Accessed on 10th August 2011) Fielden S. L. et. al (2005) International Handbook of Women ; Small Business Entrepreneurship, Edward Elgar Publishing limited. (Page 3 to 13) Available from http://books. google. co. k/books? id=myRC5ngQffoC;printsec=frontcover;dq=International+Handbook+of+Women+%26+Small+Business+Entrepreneurship;hl=en;ei=lLY_TsbpJoah8QO004mTCA;sa=X;oi=book_result;ct=result;resnum=1;ved=0CDAQ6AEwAA#v=onepage;q=International%20Handbook%20of%20Women%20%26%20Small%20Business%20Entrepreneurship;f=false (Accessed on 15th July 2011) Ferber M. A. ; Loeb J. E. (1997) Academic Couples Problems ; Promises, Library of Congress Cataloging. Available from http://books. google. o. uk/books? id=7GXk7upc6DAC;pg=PA270;dq=d ual+career+couples+in+the+public+sector;hl=en;ei=zbQ_TvWVJpTC8QPOqNSPAw;sa=X;oi=book_result;ct=result;resnum=10;ved=0CF4Q6AEwCQ#v=onepage;q=dual%20career%20couples%20in%20the%20public%20sector;f=false (Accessed on 15th June 2011) WEB PAGES AND WEB SITES http://www. acadamices. com/science/focus_on_research_dual_career_couples_36593. html http://advance. ei. colombia. edu/sitefiles/file/dual_career_reading_30105. pdf http://www. beiersdorf. om/career/working_at_beiersdorf/working_at_beiersdorf http://corporate. marksandspencer. com/mscareers/rewards_benefits/lifestyle_options/supporting_working_parents http://www. essaypride. com/essays. php? free_essay=4788576;title=Retaining-Employees-In-Small-Business http://hr. blr. com/HR-news/Staffing-Training/Leadership/Growing-Leaders-Retaining-Employees-in-Small-and-M/ http://www. harrodscareers. co. uk/page/career_development http://www. masholdings. com http://www. nokia. co. in/careers http://www. oppapers. com/essays/Retaining-Employees- Small-Business/62126

Map British Airways stakeholders. Describe with examples from at least Essay

Map British Airways stakeholders. Describe with examples from at least two different stakeholder groups some of the ethical - Essay Example Further it maps four stakeholders of British Airways being: customers, employees, competitors and the local community. Table of Contents General Overview of British Airways†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 Definition of Business Ethics†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-5 Understanding Stakeholders†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..5-6 Examining Stakeholder mapping†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6-7 Discussing and mapping British Airways Stakeholders†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦7-10 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.10-11 Bibliography†¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...12 British Airways is the UK’s leading airline dealing in both international and domestic freight, mail carriage services and provision of auxiliary products. Its roots can be traced back to the emergence of civil aviation following the infamous world war one. The company has evolved tremendously over time with its first international flight between London and Paris on 25th August 1919 by its forerunner company Aircraft Transport and Travel Limited, (A&TT) to the current worldwide destinations with extremely sophisticated planes both for cargo and human transport (Britishairways.com, 2012). The United Kingdom leading airline has been very profitable with a turnover of ?8.99bn in the year ending 31st March 2009 (Petya, 2011). For this famous airline company to witness such growth, and market dominance, there has to be proper coordination a nd professionalism coupled by high degrees of commitments by the stakeholders of the company. In the business world, the act of ensuring a well coordinated relationship between a company and the stakeholders is called corporate governance. The paper will explore, discuss and map some British Airways stakeholders, their ethical concerns and how the company has dealt with them in general. To tackle this paper efficiently, it is prudent to understand its key terms. Businesses operate in human societies and need to uphold the moral values that are advocated within their locality and beyond due to globalization. The world has increasingly become a global village and what affects one part of the world automatically affects the other. For a company to gain desirable public image it has to uphold business ethics in its operations and decision making. Applied-Corporate-Governance.com (2012) defines business ethics as, ‘‘the application of moral code of conduct to the strategic an d operational management of a business’’ It is important to note that different people have varied moral standards, hence what may be considered morally upright to one may not necessarily be so to another person owing to individual diversities. Ethics is about personal moral judgment of right and wrong. The business entity has to understand this and to operate in a manner that facilitates it to win the public trust for a desired culmination to enhanced profitability. The same can be achieved through careful moral examination of corporate social responsibility, political and social systems coupled with individual moral standards. A business entity that desires to flourish should embrace ethical practices as this will