Alarm over Dramatic Weakening of Gulf Stream Essay

Bay Stream and the augmentation it has on Europe is supposed to be an amazing Atlantic flow that has its beginning in Gulf of Mexico right to Africa over the Atlantic Ocean. The one impacts the atmosphere in the North American coast just as the coast in Europe. It is additionally utilized as a wellspring of sustainable power source for the age of intensity. Inlet Stream is a solid flow that generally meets with other sea ebbs and flows and downpour is framed. It additionally move water as waves and furthermore helps the waterways that channel in the Atlantic Ocean. It structures downpour as the ebb and flow can cool the water that is depleting in the Atlantic Ocean in this manner vanishing happens and falls in type of downpour. Since the current is the one that is controlling the atmosphere in the area that it passes researchers have cautioned that there is proof of its debilitating. This implies there are regions that the current will cool along these lines keeping human exercises from occurring. As per George et al 1995, this will prompt decrease of a worldwide temperature alteration later on until 2015. This is obvious as the warm water that originates from tropical Atlantic is cold when it gets toward the north of Atlantic. It is not necessarily the case that the atmosphere will change seriously as it may be suspected. As indicated by a similar source the Gulf Stream is said to have debilitated in the previous decades and this has been brought about by an unnatural weather change. The quality that the current has, when estimated it has been found to slow by 30%. This has made the course to back off and in the event that it remains so the temperatures in certain nations are probably going to drop like in Britain. It is likewise not satisfactory whether the debilitating is long haul or present moment. The motivation behind why temperatures are probably going to change is on the grounds that the current vehicles heat from locales that are central to the hover of the Arctic. This makes the water in the surface to warm as the flow discharges the warmth as it goes toward the north where it is cold. An Earth-wide temperature boost influences the current by backing it off. This is on the grounds that a dangerous atmospheric devation has caused liquefying of the water in the sloping districts to soften and makes the water less saline therefore cooling can't happen. In Paris â€Å"Little Ice Age† that began in Europe is because of the debilitating of the Gulf Stream. This is on the grounds that there is warm water that enters River Thames and can't permit it to cool to how it was before. This has likewise changed the climate in the district. The debilitating has been clarified in the British diary Nature. The Gulf Stream has been accused in light of the fact that the warm water that it takes from the tropical areas to the coastline in Europe has cause serious climate changes in the districts that it goes through. There is additionally proof in the silt centers from where the Gulf Stream enters. There are tiny fishes that are obvious in these centers and this relies upon the isotope that is available in oxygen. The isotope is dependant on the saltiness of the water. This is the thing that shows the thickness of the water in the ocean. As per researchers there is proof that there are changes that are occurring in the Gulf Stream. They state that if the Gulf Stream didn't have any impact Britain and Siberia could have a similar scope. In the past Greenland Sea had thick water sinking yet since today it meets the Gulf steam flows it heats up and the outcome is that the water turns out to be warm. This has made the water gotten warm and influence the creatures that are available in the water. Smokestacks are the thick water that used to sink and this has decreased and consequently debilitating the Gulf Stream ebb and flow. The ice in the ocean is supposed to get more slender and more slender. Different researchers from Cambridge University have affirmed the debilitating of the Gulf Stream and that Europe is probably going to be cold than previously. This is a direct result of the way that the quality at which the current is streaming is more slow than before. They have additionally said that the fireplaces that were available in the Greenland Sea are no longer there. It is a result of these smokestacks that the world is encountering the climatic changes that are occurring. They have additionally anticipated that the waters will stay as they are and that temperature in Britain is going to drop in the following decade. (Taylor, et al, 1992 p. 920) The debilitating of these temperatures is going to cause no dissolving of the snow that falls in nations like Finland and France. This will make glaciations start in light of the fact that there will be an expansion in the reflectivity of the planet. The Gulf flows is likewise said to influence different flows that it meets as it voyages. There are additionally some climatic changes that are probably going to happen later on yet they are not known. It is additionally anticipated that the flows will keep on easing back down later on. Work Cited George, D. G. what's more, A. H. Taylor, UK lake tiny fish and the Gulf Stream. Nature, 1995, 378, 139 Taylor, A. H. , Colebrook, J. M. , Stephens, J. A. what's more, N. G. Dough puncher, Latitudinal removals of the Gulf Stream and the bounty of tiny fish in the north-east Atlantic. J. of the Marine Biological Association of the United Kingdom, 1992, 72, 919-921.

A Midsummer Night’S Dream Essay Example For Students

A Midsummer Night’S Dream Essay A monolog from the play by William ShakespeareHELENA: How glad some oer other some can be!Through Athens I am thought as reasonable as she.But who cares about that? Demetrius thinks not so;He won't recognize what everything except he do know.And as he blunders, hovering over Hermias eyes,So I, respecting of his qualities.Things base and awful, holding no quantity,Love can transpose to shape and dignity.Love looks not with the eyes, yet with the mind,And along these lines is winged Cupid painted blind.Nor hath Loves brain of any judgment taste;Wings, and no eyes, figure unheedy haste.And consequently is Love supposed to be a child,Because in decision he is so oft beguiled.As amusing young men in game themselves forswear,So the kid Love is lied everywhere.For ere Demetrius looked on Hermias eyne,He hailed down pledges that he was just mine;And when this hail some warmth from Hermia felt,So he broke down, and showrs of vows did melt.I will go let him know of reasonable Hermias flight.Th en to the wood will he to-morrow nightPursue her; and for this intelligenceIf I have much obliged, it is a dear expense.But thus mean I to enhance my pain,To have his sight yonder and back once more.

the future of COBOL essays

the eventual fate of COBOL articles COBOL (Common Business Oriented Language) was the main generally utilized significant level programming language for business applications. Numerous finance, bookkeeping, and different business application programs written in COBOL in the course of recent years are as yet conceivable that there are all the more existing lines of programming code in COBOL than in some other programming language has been update throughout the years. Today we previously stepped in web Age, the vast majority of old style business likewise have been joined with expectation to make the e-business, so we guess COBOL isn't helpful any longer however before we made an end marry better know hows COBOL worked, and hows COBOL will work in future then we could settle on choice. COBOL was a push to make a programming language that resembled normal English, simple to compose and simpler to peruse the coed after youd composed it, and COBOL is one of the most established, and ostensibly the best and mainstream of all programming dialects. The most punctual rendition of the language, COBOL-60 and - 61, developed to the COBOL-85 standard supported by the Conference on Data Systems Language (CODASYL). COBOL has been announced dead so often since April 1968 till now, however COBOL lives on. By and by, the solemn professions of COBOLs downfall proceed, and the pace has gotten with so much improvements as customers cut off innovation, Visual Basic, Java, and the disorder related with the Year-2000 issues. Since the year 2000 (Y2K) issue is basic in numerous business applications and the vast majority of these are written in COBOL, software engineers with COBOL abilities have gotten looked for after by significant companies and contractual workers. Various organizations have refreshed COBOL and sell improvement devices to meet the prerequisites about COBOL applications utilizing in e-business. Since the COBOL use for Oriented of business it was generally adjusted for large organization. Indeed, even now numerous enormous organizations have a tremendous pool of COBOL-based applic ... <!

EFFECTS ON SERVICE QUALITY ON LIFE INSURANCE - Free Essay Example

Life insurance has a long history in India. The Bombay Mutual Life Insurance Society was the first in business when it started insuring both Indian and non Indian lives for the same amount of premium. It has been recorded that the business of insurance was with overseas companies till the end of the nineteenth century. Insurance was regulated in the country with the passing of the Life Insurance Companies Act in the year 1912. The comprehensive legislation on insurance was passed in the year 1938 and was called the Insurance Act of 1938. This was necessitated by the occurrence of frauds in insurance and mushrooming of insurance companies. With this, insurance spread in India but was restricted to the major cities. The next big change in life insurance came in 1956 when the government brought over the private life insurance companies and the provident societies under one company called the Life Insurance Corporation (LIC), which enjoyed monopoly for the next four decades. The nationalization of insurance business was also necessitated by the needs of funds for the rapid industrialization envisaged at that time. In 1993, with the view of liberalizing the insurance sector, the government appointed the Malhotra committee to recommend the road map needed for opening up the insurance sector in the cou ntry. This was done to induce the much needed competitiveness in the industry which had become stagnated. The insurance market which was underdeveloped in the country slowly started to open up and increase its cover with the entry of the private players in 1999 when the government opened up the sector. Prior to this, life insurance was seen more as a tax saving instrument than a life insurance, even though LIC had been steadily covering some ground. The pace of coverage extension was found to be awfully inadequate. The private players customized the products and introduced innovations in annuity or pension products. The market is currently growing at a good pace. The life insurance market generated total revenues of $41.36 billion in 2007, thus representing a compound annual growth rate (CAGR) of 11.84% for the period spanning 2000-2007. Life insurance market had a growth of $22.46 billion within a period of 7 years with a growth rate of 118.24%. Estimated life premiums rose from IN R 1,301,540 million ($32.54 billion) in 2005 to INR 1,470,800 million ($36.77 billion) in 2006. It is expected that life premiums in 2011 will be $65.96 billion, a growth larger than they were in 2007. The performance of the market is forecast to accelerate, with an anticipated CAGR of 9.78% for the four-year period 2007-2011 and expected to drive the market to a value of $65.96 billion by the end of 2011. There would be a growth of $24.6 billion i.e., 59.48% in the next 4 years. The penetration of life insurance is around 3% of GDP as of now and this is aimed to be increased to the 8% level. Vast sections of society are yet to be brought into the life insurance market. There are vast rural areas that are yet to learn about the life insurance and even in urban areas, the poor are still out of the purview of the life insurance. New companies are entering into the market and they are needed for penetrating the market further. There is also another dimension to this growth. People also see life insurance as an instrument to invest as the growth in Unit Linked Insurance Plans (ULIP) would establish. The investments in life insurance also cater to the increased savings from the households thus increasing the much needed domestic savings. Statement of the Problem Service quality has been defined as a gap between the customers expectations of a service and the customers perceptions of the service received (Parasuraman et al., 1985). The consumer satisfaction literature views these expectations as predictions about what is likely to happen during an impending transaction, whereas the service quality literature views them as desires or wants expressed by the consumer (Kandampully,2002). To date, there is no universal, parsimonious, or all-encompassing definition or model of service quality (Reeves Bednard, 1994, p. 436). Grà ¶nroos (1984) defines service quality as the outcome of an evaluation process where the consumer compares his expectations with the service he perceived he has received (p. 37). Definitions of quality have included: a) satisfying or delighting the customer or exceeding expectations; b) product of service features that satisfy stated or implied needs; c) conformance to clearly specified requirements; and d) fitness for us e, whereby the product meets the customers needs and is free of deficiencies (Chelladurai Chang, 2000).Life insurance companies strive to improve the quality of their services and the level of customer satisfaction in the belief that this effort will create loyal customers. Loyal customers will purchase the product and recommend it to others (Tian-Cole Cromption, 2003). Sparks and Westgate (2002) suggest that service failure can have devastating effects on an organization because customers frequently switch to a different provider when they experience a service failure. However, among customers who experience service problems, those who receive satisfactory resolution are more likely to remain loyal to the service provider (p. 214).It has been observed that insurance agents should constantly monitor the level of satisfaction among his/her customers to keep themselves close to the customers for fulfilling their needs(Joseph et al.,2003). Ennew et al.(1993) indicated that a comparis on of mean scores on the importance of service attributes provides a very effective method of measuring the ability of services to meet the needs of customers. Perceived service quality has a significant effect on the attitude towards obtaining insurance (Arora and stoner, 1996). Moreover, the degree of success in the implementation of enterprise in the life insurance industry is positively correlated to the management performance of external aspects like providing increased customer satisfaction (Luran et al.,2003).customer satisfaction and salespersons relation orientation significantly influences the future business opportunities and as the salespersons are able to enhance their relationship with the clients, clients are more satisfied and are more willing to trust and thus secures the long term demand for the services (tam and wong,2001). Hellier et al.(2003) found that in insurance purchase brand preference is an intervening factor between customer satisfaction repurchase inten tion and the main factor influencing the brand preference is the perceived value and customer satisfaction. Both the company and agents service quality as well as recommendations of friends are factors that significantly affect decision of purchasing life insurance policies (chow chua and Lim,2000).Stafford et al.(1998) in a study on auto casualty industry proved that reliability is consistently the most important determinant of both perceived service quality and feelings of satisfaction among customers engaged in auto industry claims. No such study has been carried out in the area of life insurance. Given the importance of the life insurance industry in India in terms of increasing market size, growing competition and the share of the total insurance Premium market, this research attempts to identify the service quality dimensions which contribute to the maximum customer satisfaction in the life insurance industry India. Research Objectives Following are the objectives of the research: To examine the Demographic and socio economic environments influence the different dimensions of service quality. To find out the relationship between the dimensions of service quality on Life insurance and its influence on the Policy holder Satisfaction as the mediating factor. To suggest suitable model for service quality on Life insurance. Conceptualized Research Model There are 9 dimensions were framed for this study. Those are; i) Policy,, ii) Procedure and formalities, iii) charges, iv) Premium and payment, v) communication, vi) settlement of claims, vii) care on customers, viii) Policy holder Satisfaction and ix) Customer Loyalty. Here Demographic variables, Policy, Procedure and formalities, charges, Premium and payment, communication, settlement of claims, care on customers, Policy holder Satisfaction are independent variables and Customer Loyalty is the dependent variable. It is studied that how and what extent the independent variables make changes in the dependent variable. The proposed conceptual research model shows the process of research as follows: Fig: 1: Conceptual Model for Studying the Mediating Effects on Service Quality on life insurance Methodology The research was basically a survey on the mediating effects of service quality on Life insurance in Tamilnadu. For this research, the data was collected through personal contacts, the sample frames were the individuals who are investing in life insurance policies. Sampling Method The sampling procedure used for the study was stratified random sampling. The stratification has been done based on the divisional offices in southern Zonal of Tamilnadu and from each divisional office, non-probabilistic convenience and judgmental sampling technique was used. At the initial stage, a pilot study was held at limited scale in order to know the scope and possibilities of the research. On the basis of experiences and findings of such study, the objectives were framed. Structured Questionnaire was used to collect primary data, consists of 58 questions with 7 points scale the response varied from Highly Dissatisfied to Highly Satisfied. 800 samples were collected throughout Tamilnadu by adopting the method of personal interview method. The questionnaire put under pre-testing among 50 sample respondents, and some corrections and modifications were made on the basis of pre-testing. Procedure for Data Analysis The data collected were analyzed for the entire sample. Data analyses were performed with Statistical Package for Social Sciences (SPSS) using techniques that included descriptive statistics, Correlation analysis and AMOS package for Structural Equation Modeling (SEM) testing. Structural Equation Modeling The main study used Structural Equation Modeling (SEM) because of two advantages: (1) estimation of multiple and interrelated dependence relationships, and (2) the ability to represent unobserved concepts in these relationships and account for measurement error in the estimation process (Hair et al., 1998, p. 584). In other words, a series of split but independent multiple regressions were simultaneously estimated by SEM. Therefore, the direct and indirect effects were identified (Tate, 1998). However, a series of separate multiple regressions had to be established based on theory, prior experience and the research objectives to distinguish which independent variables predict each dependent variable (Hair et al., 1998, p. 584). In addition, because SEM considers a measurement error, the reliability of the predictor variable was improved. AMOS 16.0, a computer program for formulating, fitting and testing Structural Equation Models (SEM) to observed data was used for SEM and the data preparation was conducted with SPSS 15.0. Linear Structural Equation Models (SEMs) are widely used in sociology, econometrics, management, biology, and other sciences. A SEM (without free parameters) has two parts: a probability distribution (in the Normal case specified by a set of linear structural equations and a covariance matrix among the error or disturbance terms) and an associated path diagram corresponding to the causal relations among variables specified by the structural equations and the correlations among the error terms. It is often thought that the path diagram is nothing more than a heuristic device for illustrating the assumptions of the model. However, in this research, the researcher will show how path diagrams can be used to solve a number of important problems in Structural Equation Modeling. Structural Equation Models (SEM) with latent variables are more and more often used to analyze relationships among variables in marketing and consumer research (see for in stance Bollen, 1989; Schumacker Lomax, 1996, or Batista-Foguet Coenders, 2000, for an introduction and Bagozzi, 1994 for applications to marketing research). Some reasons for the widespread use of these models are their parsimony (they belong to the family of linear models) their ability to model complex systems (where simultaneous and reciprocal relationships may be present, such as the relationship between quality and satisfaction) and their ability to model relationships among non-observable variables while taking measurement errors into account (which are usually sizeable in questionnaire data and can result in biased estimates if ignored). Hypotheses Development Demographic and socio economic environments influence the different dimensions of service quality. The dimensions of service quality influence the Policy holder Satisfaction as the mediating factor. Dimensions of service quality positively influence the Customer Loyalty towards the Life insurance policy. H1: The service quality dimensions (Policy, Procedure and formalities, charges, Premium and payment, communication, settlement of claims, care on customers) are mediated by Policy holder Satisfaction towards attainment of Customer Loyalty towards the life insurance policies. H2: The service quality dimensions (Policy, Procedure and formalities, charges, Premium and payment, communication, settlement of claims, care on customers) are positively influences the Customer Loyalty towards the life insurance policies. H3: The service quality mediating dimensions (Policy holder Satisfaction) positively influence the Customer Loyalty towards the life insurance policies. H4 : The service quality dimensions are positively correlated with each other. H5: The interaction between dimensions of the service quality and Policy holder Satisfaction will explain more of the variance in overall service quality than the direct influence of dimensions of service quality or Policy holder Satisfaction on their own. Results and Discussion Evaluation of Model Fit According to the usual procedures, the goodness of fit is assessed by checking the statistical and substantive validity of estimates, the convergence of the estimation procedure, the empirical identification of the model, the statistical significance of the parameters, and the goodness of fit to the covariance matrix. Since complex models are inevitably mis specified to a certain extent, the standard ÃÆ' Ãƒ ¢Ã¢â€š ¬Ã‚ ¡2 test of the hypothesis of perfect fit to the population covariance matrix is given less importance than measures of the degree of approximation between the model and the population covariance matrix. The Root Mean Squared Error of Approximation (RMSEA) is selected as such a measure. Values equal to 0.05 or lower are generally considered to be acceptable (Browne Cudeck, 1993). The sampling distribution for the RMSEA can be derived, which makes it possible to compute confidence intervals. These intervals allow researchers to test for close fit and not only for e xact fit, as the ÃÆ' Ãƒ ¢Ã¢â€š ¬Ã‚ ¡2 statistic does. If both extremes of the confidence interval are below 0.05, then the hypothesis of close fit is rejected in favor of the hypothesis of better than close fit. If both extremes of the confidence interval are above 0.05, then the hypothesis of close fit is rejected in favor of the hypothesis of bad fit. Several well-known goodness-of-fit indices were used to evaluate model fit: the chi-square ÃÆ' Ãƒ ¢Ã¢â€š ¬Ã‚ ¡2, the Comparative Fit Index (CFI), the unadjusted Goodness-of-Fit Indices (GFI), the Normal Fit Index (NFI), the Tucker-Lewis Index (TLI), The Root Mean Square Error of Approximation (RMSEA) and the Standardized Root Mean square error Residual (SRMR). FIT Indexes for the INSURQUAL Structural equation model Goodness-of-fit measure Recommended level of GOF measure Final output ÃÆ' Ãƒ ¢Ã¢â€š ¬Ã‚ ¡2 / Degree of Freedom 1 to 2 1.668 RMSEA 0.05 indicates very good fit(Threshold level=0.10) 0.069 PCLOSE P-Value for hypothesis test of RMSEA0.05 0.011 Tucker-Lewis index(TLI) 0 to 1 0.754 Comparative fit Index(CFI) 0 to 1 0.891 Normal fit index (NFI) 0 to 1 0.788 Finally the researcher empirically tested and proved the proposed conceptual model (Fig. 1.2, Page. 40) with structural equation modeling by using SPSS 18 and AMOS 18 packages and various goodness of fit indices. The researcher identify that the Policyholder Satisfaction is the mediating factor for the Life Insurance Loyalty in the study area. Hence Life Insurers would be concentrated on Policyholder Satisfaction to improve the Customer loyalty for the growth of Indian insurance sector. The major findings were; Policyholder satisfaction is the mediating factor for service quality in life insurance. Policyholder satisfaction mediates the cus tomer loyalty towards life insurance policies in Tamilnadu. Procedure and formalities and communication are the most influencing factors to the mediating factor. Charges and settlement of claims are also an influencing factor for quality of service in life insurance service quality. Care on customer also has an influence in the quality of service in life insurance service quality. All the dimensions of insurance service quality have positively influenced the mediating factor for life insurance. Limitations The researcher confines only to the policyholders of LIC of India and excludes other life insurance policyholders. The research is restricted to only in Tamilnadu.The research conducted only in the places of divisional zonal offices in Tamilnadu, which had considerable policy holders in the insurance market. While collecting the data, some of the respondents were hesitant to disclose certain details about the insurance agents. Conclusions and Future area of research It may be concluded that the responsiveness of service quality provides maximum customer satisfaction to the life insurance industry in India. With the increase in overall market size of the industry as well as increasing competition since 2000, different players of the industry should invest to improve the customer relationship and quality of services. Still some actions are needed for developing insurance market. Insurance industry has to go ahed. A lot of opportunities are still waiting. This research will help in developing the market share, Loyalty and further development in insurance sector. The study can be further extended to investigate the causal relationship between service quality, customer satisfaction, loyalty and retention. Such a study would enhance the level of understanding for managers and academicians.

Essay about Thomas Hobbes Laws of Nature - 874 Words

Thomas Hobbes: What Is The Difference Between Obligations In foro interno and In foro externo, and When Do We Have Such Obligations? According to Thomas Hobbes, there are certain laws of nature which exist in the absence of an organized government. These laws are extremely cut throat, and place people in extremely dangerous situations where their lives are in danger. Government is the answer to this dangerous situation, but it is here that the question of obligation comes into question. Does one have an obligation to take a chance and follow the laws set forth for them, or should they only think of themselves, and follow the laws of nature? This is a vital question which I will explore. According to Hobbes, the overriding law of nature†¦show more content†¦The difference between there two are that in foro interno means inside you, or you believing in something. In this case, it would mean that inside you, you would want to strive for peace because it would mean an end to worrying about your life. No longer would you have to walk around in a state of nature where any one can come and take your life. Hobbes believed that a person always has an obligation to strive towards peace in foro interno because every man wants one thing more than any other, and that is to live. However, Hobbes did not believe that you always had an obligation to work towards peace in foro externo. The reason for this, simply put, you can not trust other men to do the same unless you can be sure that they will not turn on you and take your life. 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Representation Of Male And Media - 1870 Words

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These unbending beliefs incorporate thoughts that men ought to take risk, have endurance, be extreme, be autonomous suppliers, and have different sex accomplices to declare their masculinity (WHO, 2000; WHO, 2007). The urge to publically characterize themselves as manly suppliers might lead young men and boys to misrepresent their masculinity to attest they are genuine men (Pollack, 1995). Misrepresented articulations of masculinity may incorporate uplifted substance misuse; utilization of viciousness; not caring about their health; problematic income gaining activities; and sole choice making within the family units. The expression genuineShow MoreRelatedMedia Representation Of Male And Female Magazine2566 Words   |  11 Pagesand woman publications are becoming stereotypical orientated by the media in the use of advertising and editorials. Mainstream media representation plays a role in reinforcing ideas of genders in magazines. 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Question: Discuss about the NIST Definition of Cloud Computing System. Answer: Introduction Human resource management is a relatively new approach that has gained a lot of importance in the business world since the past few decades. Human resource management is an approach that aims at optimising the performance of the workforce in business organisations by helping the employers in establishing better work relations with the employees and by improving the work conditions for them (Hendry, 2012). There are a number of core functions, such as performance management, training and development, career development, etc. and non-core functions, such as job analysis, attracting and retaining employees, etc. that help business organisations in achieving better organisational results (Armstrong Taylor, 2014). The Yorkshire and Humberside Regional Health Authority, also known as YHRA, has undertaken an audit of its existing human resource management practices. Through the audit, the management of the company has identified a number of key areas where there is a scope for improvement. In order to bring improvements in their human resource management practices, attract a greater government financing and also develop a more consumer focused approach, the company wants to employee specialist nurses and doctors and a performance evaluation system, which will help the company in ensuring that the employees are collectively contributing towards the achievement of the companys new strategic goals. In the last six months, an article was published by the British Medical Journal, You cant be a person and a doctor: the work life balance of doctors in training. The article heavily criticised the work life balance of all those junior doctors who have been working in Yorkshire and Humberside. The CEO of YHRA has been alerted because of the article and is concerned with his companys reputation. As a result, he has also suggested to implement strategies that would help the junior doctors in exercising a better balance between their personal lives and work lives. Therefore, this r eport has been prepared to suggest strategies and methods that can be used by the health authority in achieving its strategic goals and becoming more competitive in the industry. Human resource models for the healthcare authority The concept of human resource management has greatly evolved over the past few decades. It was started as a subject but has now reached a level where business organisations consider human resource management as a strategic business partner. Till date, a number of human resource management models have been prepared and all of them have almost the same purpose to solve. The models used in human resource management provide a framework to business organisations to build up their human resource managerial strategies and design all the human resource management practices involved in the business. There are a number of human resource management models, such as the Fombrun model, The Harvard Model, the Warwick model, etc. that can be used by YHRA to meet its strategic goals but The Guest Model is one model that will satisfy all the needs of the healthcare unit (Managementstudyhq, n.d.). The Guest Model of human resource management was developed by David Guest in 1997 and is said to be a superior model than all the other models in the field. The crux of the model is that all human resource managers have certain strategies to begin with, which will demand specific practices and when these practices are executed, they will result in outcomes, which include behavioural, performance and financial rewards. The model prepared by David Guest is divided into a logical sequence of six components i.e. Human resource strategy, human resource practice, human resource outcomes, behavioural outcomes, performance results and financial consequences (Briefingwire, 2013). In the case of YHRA, the senior level management wants to uplift the condition of its human resources and optimise their performance level in order to establish a better image in the market as a brand and also to attract a higher government investment. To achieve its strategic goals, the management will have to redesign a number of its human resource management practices by aligning them with their human resource strategic goals. The management also wants to introduce a system of performance management in the workplace so that the workplace environment can be more performance oriented. Even more, the management wants to recruit new doctors and nurses and wants to offer a better work life balance to their existing staff. All these strategic goals can only be achieved by following an effective human resource model that would provide a framework to the company to design new human resource strategies, implement human resource practices, identify human resource outcomes of the new practic es, measure the behavioural changes demonstrated by the workforce, evaluate the change in performance and keep a check on the financial consequences. In such a scenario, the model prepared by David Guest looks like it was tailored to meet the needs of YHRA and help the healthcare organisation in achieving its strategic goals and also to help the company in aligning its human resource management practices with its long term objectives (Price). Recruitment and talent management strategies Recruitment is a process where business organizations identify vacancies in their workplaces that they are likely going to encounter in the near future and inviting applications for the fulfilment of the vacancies (McGraw, 2013). On the other hand, talent management is an approach where business organisations implement a number of strategies to attract, recruit, engage, motivate and retain a talented pool of employees (Arissa, Cascio, Paauwe, 2014). One of the new strategic goals of YHRA is to attract a greater financial investment from the local government and to achieve it, the company is planning to recruit specialist nurses and doctors. In the healthcare industry, recruitment and selection of employees is one of the biggest challenges that the employers face. Due to an alarming increase in the global population and because of the decline in availability of healthcare professionals, the recruitment and selection process is becoming very difficult and challenging for the employers(Matike Martorell, 2005). There is a huge race for recruiting the fresh graduates in the healthcare industry and most of them are willing to work for established brands, which makes it difficult to find the right talent at the right time. Thus, YHRA needs to carefully and urgently design certain strategies that will help it in recruiting a large pool of specialist doctors and nurses. Some strategies that can help YHRA in strengthening its recruitment process are discussed below: First of all, YHRA needs to establish itself as a major healthcare organisation in the market. It needs to promote itself as an employer of choice in the market by making its work conditions favourable for the employees. To attract a larger pool of talented and specialist doctors and nurses, YHRA can design compensation and benefit plans that are above the market average and are highly competitive (Flanagan, 2016). Offering better workplace conditions and compensation and benefit plans will provide an upper hand to the health care organisation in the recruitment process and a larger pool of talented candidates will be willing to work for the company. Secondly, to gain a competitive edge in the recruitment and selection process, it is important for YHRA to collaborate with some of the top medical colleges located in its vicinity. Getting into collaboration with such medical institutes, the company will be able to conduct recruitment and selection events even before the students complete their graduation or post-graduation (Hirsch, 2013). The students will obviously get job opportunity while YHRA will be able to make a selection choice from a large pool of talented graduates. Thirdly, a major problem that is surrounding the health care industry at present is the high number of baby boomers that are retiring in thousands of number every day. This leaves the healthcare industry in a deficit as the experienced doctors and nurses are retiring and are creating an alarming need for new talent in the industry. To cope up with high turnover rates in the industry, YHRA can start to practice a balance between the number of baby boomers and fresh talent in its healthcare units. It should recruit a good number of fresh graduates, who are specialists in different medical fields, so that the it does not have to encounter a sudden rise in its human resource demand because of baby boomers retiring in large numbers. Fourthly, offering work life balance opportunities to the employees can prove to be one of the best ways in attracting, motivating as well as in retaining a large pool of specialist doctors and nurses. Healthcare industry is one industry where the employees are not able to maintain a balance between their work lives and personal lives. Because of an alarming increase in the health related problems and diseases, healthcare institutes and hospitals are flooded with patients at all time of the day and night, which keeps the employees really busy (Cocca, 2015). As a result, a healthcare organisation that values the work life balance of its employees can establish a great reputation in the market, which can help in attracting a greater pool of talented employees and retaining those who have already been working with the organisation. Lastly, the management at YHRA needs to ensure that it undertakes human resource planning as a continuous process. Human resource planning is a process that allows business organisations to forecast job vacancies that they likely going to encounter in the near future and identifying ways to fulfil theses vacancies (Undercoverrecruiter, 2017). Human resource planning will help YHRA in strengthening its recruitment and selection process as it will provide a better overview of the overall human resource requirement of the health care centre in the coming future. The global healthcare industry is changing at a rapid pace. Most of the healthcare organisations are striving to increase their reach in the market and to get their hands on fresh graduates who can join their institutes and help them in offering better healthcare services to the clients. A lot of health care institutes are not implementing the right strategies that could help them in managing their talent and recruiting a talented pool of employees. The employers working in the health care institutes are relying more upon job portals to find talented candidates or are trying to recruit some expert doctors and nurses that have had some past experience in the field of their specialisation. Further, they are also focusing more upon compensation and benefits as a factor for keeping the employees motivated and engaged while they are more likely to ignore the importance that work life balance can have in keeping the employees engaged and motivated. Therefore, it is important for the human resource management of YHRA to carefully understand the issues that are related with recruitment and selection in the healthcare industry and look for effective strategies that would help them in managing their workforce in an effective way. Employee motivation, engagement and performance strategies Motivation is defined as the reason that forces or derives an induvial to act towards the achievement of his or her goals and needs. Employee motivation is an important concept that requires organisations to keep their employees motivated in order to achieve higher efficiency, performance level and productivity (Managementstudyguide, n.d.). Employee engagement is a concept in human resource management which requires business organisations to offer appropriate work conditions to the human resources so that they can give their best each day, feel motivated and are committed to the values and goals of the organisation on the whole (Engageforsuccess, 2016). Employee engagement has gained a lot of importance in the past few years as business organisations have identified the positive impact that an engaged workforce can have on the productivity of a company. The work conditions in a health care centre are not normal. Working in the health care industry requires the employees to be strong hearted and to be able to deal with all kind of emergencies that they encounter. The work conditions are so harsh that the employees can be called by the management at any point of time, if there is a case of emergency, even if it is a holiday. As the employees working in the healthcare industry are offering health care services that can make a huge difference in the life of an individual, it is important that they are engaged in their jobs and are motivated to work harder at all times but given the work conditions and the setup, it is difficult for the management of healthcare institutes to keep their employees motivated and engaged. Some strategies that can help YHRA in keeping the employees motivated and engaged are discussed below: First of all, to keep the employees motivated and engaged, one of the best strategies is to consistently recognize an employee that performs well in his or her job. The management can use different sources to thank the employees for their exceptional efforts, such as eCards, verbal recognition, e-mails and can even display their names on a blackboard (Irvin, 2015). Further, selecting employees of the day, week and of the month can also help the management in keeping the staff highly engaged and motivated to perform better in their job roles. Secondly, it is important for the managers of the healthcare institutes to continuously talk with their employees and inform them of the importance that they have in the organisation and how their performance can help people in surviving difficult situations. When employees perceive that their efforts add value to the organisation and its success, they are more likely to be engaged and motivated in their job roles (Precheck, 2015). Thus, it can be an efficient strategy for the managers to communicate with the employees and keep them informed about how their roles and efforts fit with the organisational goals and objectives. Thirdly, one of the most important that the managers can do to keep the employees motivated and engaged is to get out of their way and minimise the obstacles or barriers that they can face while carrying out their job duties and responsibilities. For example, in healthcare institutes, making changes or getting supplies requires a lot of paperwork. The management of healthcare institutes should look into such matters and eliminate all the unnecessary paperwork so that the employees do not feel harassed or overburdened with something that is not important. Fourthly, the management can schedule regular meetings where the entire staff is invited. In these meetings, the management can discuss important matters related to the work conditions in the institute. To make things even more efficient, the management can also conduct surveys and gather feedbacks from the employees about their grievances during these meetings (Schultz, 2017). Such actions will help the management in recognizing all those conditions that are unfavourable to the employees and are messing up their motivation or engagement levels. Lastly, to keep the employees motivated, engaged and to ensure high performance levels, it is important that the management is able to offer them a certain degree of freedom to maintain a healthy balance between their work lives and personal lives. Even though work life balance does not contribute much towards employee motivation, engagement and performance, but the absence of a healthy work life balance can demotivate the employees and disengage them from their jobs (Robinson, n.d.). Ultimately, they are more likely to show workplace absenteeism and a greater tendency to quit their organisations. Therefore, work life balance is also equally important in keeping the employees motivated and engaged. Work life balance policies for junior doctors Work life balance is defined as the balance between an employees personal life and his or her work life. The concept of work life balance has emerged in the past few decades as a result of a number of studies that brought the harmful effects of improper work life balance on the health of employees into limelight (Sandoiu, 2016). It has been found that employees are more likely to experience stress and health related problems if they are not able to take out time from work and devote their time to their families of personal lives. Further, employees that are not able to maintain a healthy work life balance have also been found to become addict to alcohol and other types of drugs (Andersen, 2015). YHRA has been losing its reputation in the market as an employer because of the article that presented a bad picture of the company in helping its employees to maintain a healthy work life balance. Further, the strategic goals and objectives of the company demand the company to recruit professional doctors and nurses so that the government can invest more into their institute but the present reputation of the company, as an employer, will prevent it from achieving its goals (Soper, 2016). Therefore, it is important for the company to implement strategies that will help it in improving the work life balance of its employees so that it can improve its reputation as an employer. Some strategies that the company can use to improve work life balance policies for junior doctors are discussed below: First of all, it is important to understand that the healthcare industry cannot practice a perfect work life balance because of human life at stake. Therefore, it is important for organisations like YHRA to take certain steps that can allow their employees to take some time off and relax while at work itself (Kennedy Pearce Consulting, n.d.). The management at YHRA can introduce some welfare activities, such as a gym, inside the institute itself, where the employees can spend their time while they are not occupied with work. Secondly, a major concern for the employees working in healthcare industry is their family and children in particular. Not being able to take out time for their children can demotivate and disengage the employees, who would then show less commitment towards the organisation and their jobs (Barton Team, 2016). In order to offer a better work life balance to the employees, YHRA can introduce an onsite childcare service where a pool of trusted staff can take care of the employees children while they are busy with their work. Further, the employees can also spend time with their children whenever they find time in between, which will be helpful for them and will keep them motivated. Thirdly, healthcare is an industry where the employees are subjected to a lot of pressure and just like any other human being, they can have bad days too. To help them in maintaining a peaceful balance between their work lives and personal lives, the management at YHRA can build a quiet space, which will not contain anything related to the job but will contain plants, flowers, seating, lighting, reading material, a canteen, etc. (Pingboard, n.d.).The employees working at YHRA can then visit this quiet space in their free time and can calm themselves down. Such a strategy will help the employees in easing up their minds and maintaining their calm during bad days. Managing relations with trade unions A trade union is an organisation that comprises of employee representatives. The basic idea behind the formation of trade unions is to ensure that the employers behave ethically towards the employees and do not implement strategies that are against the laws or not in the interest of the employees (Chand, n.d.). Trade unions are also important from an employees point of view because they offer an opportunity to the employees for expressing their views and interests. Trade unions also play an important role in the bargaining process when there are human resource management practices being designed by the employers. Maintaining good relations with trade unions is an important task for business organisations as they can have a lot of impact on the existing workforce and can also make it difficult for an organisation to recruit new workforce. For an institute like YHRA, the need to maintain proper relations with becomes even more when its reputation as an employer is dwindling in the market. YHRA also plans to recruit new talent for attracting a greater investment from the government, which also adds up to its need to establish good relations with trade unions. Some strategies that can help YHRA in establishing good relations with the trade unions are given below: First of all, the management at YHRA needs to give recognition to trade unions that are associated with its business model or the ones that have been joined by their workforce. The management should make it a point that it involves the trade unions associated with its industry while taking important decisions related to its human resources so that there is no resistance at later stages and a collective decision can be taken. Secondly, the management also needs to give its employees a fair chance to join any trade union that they want to and behave ethically towards them so that they are not offended by the actions of the employers or by any human resource management policy that they introduce. Having its own employees as members of the trade unions will help YHRA in establishing peaceful and effective relations with the trade unions. Lastly, the management at YHRA needs to understand that peaceful relations with trade unions can only be maintained when they are given an equal importance. The management needs to consider them as an important part of their business and whenever there is an issue that erupts between a trade union and the management, collective bargaining should be treated as a way out, rather than taking firm stands or resorting to strikes. Conclusion The Yorkshire and Humberside Regional Health Authority is facing a tough condition where it has to achieve its organisation strategies but its reputation as an employer in the market is at an all-time low. Also, the organisation is operating in the health care industry, where a competitive edge can only be achieved if an organisation has a talented pool of employees and effective human resource management strategies. Thus, the importance of managing the human resources properly increases even further. To become more efficient in managing the human resources, keeping the employees motivated and engaged, optimising the performance of the individuals, helping the employees in maintaining a healthy work life balance and to establish better relations with the trade unions, the management at YHRA can look into the above recommendations as they will greatly help the company in achieving its organisational goals and strategies. Bibliography Hendry, C. (2012). Human Resource Management . Routledge. Armstrong, M., Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice . Kogan Page Publishers. Managementstudyhq. (n.d.). Human Resource Management Models. Retrieved October 2, 2017, from www.managementstudyhq.com: https://www.managementstudyhq.com/hrm-models.html Briefingwire. (2013). Explain the Guest Model of HRM . Retrieved October 2, 2017, from www.briefingwire.com: https://www.briefingwire.com/pr/explain-the-guest-model-of-hrm Price, A. (n.d.). Human Resource Management (4 ed.). McGraw, P. (2013). Recruitment and selection. Arissa, A. A., Cascio, W. F., Paauwe, J. (2014, April). Talent management: Current theories and future research directions . Journal of World Business , 49(2), 173-179. Matike, S., Martorell, F. (2005, October). Recruitment and Retention of a High-Quality Healthcare Workforce . Retrieved October 5, 2017, from www.rand.org: https://www.rand.org/content/dam/rand/pubs/working_papers/2005/RAND_WR312.pdf Flanagan, T. (2016, April 20). 3 Challenges Facing Healthcare Recruiters in 2016 . Retrieved October 5, 2017, from www.hcrnetwork.com: https://www.hcrnetwork.com/3-challenges-facing-healthcare-recruiters-2016/ Hirsch, M. D. (2013, August 9). The 3 top healthcare industry staffing challenges--and how to solve them . Retrieved October 5, 2017, from www.fiercehealthcare.com: https://www.fiercehealthcare.com/healthcare/3-top-healthcare-industry-staffing-challenges-and-how-to-solve-them Cocca, N. (2015, June 25). Healthcare Recruitment: Curing Todays Talent Challenges. . Retrieved October 5, 2017, from recruitingdaily.com: https://recruitingdaily.com/healthcare-recruitment-curing-todays-talent-challenges/ Undercoverrecruiter. (2017). The 4 Challenges Facing Healthcare Recruitment in 2017. Retrieved October 5, 2017, from theundercoverrecruiter.com: https://theundercoverrecruiter.com/challenges-healthcare-recruitment/ Engageforsuccess. (2016). What is Employee Engagement? . Retrieved October 5, 2017, from engageforsuccess.org: https://engageforsuccess.org/what-is-employee-engagement Managementstudyguide. (n.d.). What is Motivation? Retrieved October 5, 2017, from managementstudyguide.com: https://managementstudyguide.com/what_is_motivation.htm Irvin, L. (2015, May 21). How to Engage Healthcare Employees through Employee Recognition . Retrieved October 5, 2017, from www.cashort.com: https://www.cashort.com/blog/engage-healthcare-employees-through-employee-engagement Precheck. (2015, February 10). 6 Ways to Create a Highly Motivated Healthcare Workforce . Retrieved October 5, 2017, from www.precheck.com: https://www.precheck.com/blog/6-ways-create-highly-motivated-workforce-in-healthcare Schultz, A. (2017, February 2). How to Engage Healthcare Providers and Encourage More Clinical Trial Referrals . Retrieved October 5, 2017, from forteresearch.com: https://forteresearch.com/news/engage-healthcare-providers-encourage-clinical-trial-referrals/ Robinson, J. (n.d.). The Scientific Link Between Work-Life Balance, Employee Engagement, and Productivity . Retrieved October 5, 2017, from www.worktolive.info: https://www.worktolive.info/blog/the-scientific-link-between-work-life-balance-employee-engagement-and-productivity Sandoiu, A. (2016, October 29). Poor work-life balance leads to poor health later in life . Retrieved October 5, 2017, from www.medicalnewstoday.com: https://www.medicalnewstoday.com/articles/313755.php Andersen, C. H. (2015, August 24). Two New Reasons You Seriously Need to Find a Work/Life Balance . Retrieved October 5, 2017, from www.shape.com: https://www.shape.com/lifestyle/mind-and-body/two-new-reasons-you-seriously-need-find-worklife-balance Soper, M. (2016, May 04). The Importance of Work-Life Balance in the Healthcare Industry . Retrieved October 6, 2017, from megsoper.com: https://megsoper.com/blog/the-importance-of-work-life-balance-in-the-healthcare-industry/ Pingboard. (n.d.). 10 Ways Employers Can Encourage a Healthy Work-Life Balance for Employees. Retrieved October 5, 2017, from pingboard.com: https://pingboard.com/work-life-balance/ Barton Team. (2016, December 13). How to Achieve Work-Life Balance in Healthcare . Retrieved October 5, 2017, from www.bartonassociates.com: https://www.bartonassociates.com/blog/how-to-achieve-work-life-balance-in-healthcare/ Kennedy Pearce Consulting. (n.d.). 5 simple ways to promote a healthy Work-Life balance. Retrieved October 5, 2017, from www.kennedypearce.com: https://www.kennedypearce.com/5-simple-ways-to-promote-a-healthy-work-life-balance/ Chand, S. (n.d.). Trade Union: its Meaning and Definition | Trade Union . Retrieved October 5, 2017, from www.yourarticlelibrary.com: https://www.yourarticlelibrary.com/trade-unions/trade-union-its-meaning-and-definition-trade-union/26118/