Plastic Surgery Is All Over The Media - 1453 Words

These days, plastic surgery is all over the media. Top stars and celebrities have touted it as the means of achieving physical perfection. Due to this influence, it has become accepted and indeed prevalent in the society today. Its rapid commonplace has been facilitated by the coming of non-invasive procedures such as Botox. In 2007 alone, the American Society of Aesthetic Surgery reported that approximately 13.3 billion dollars were spent on plastic surgery, which was a 17% increase over the previous year. The total number of people getting cosmetic surgeries has rapidly skyrocketed by more than 457% and growing since the recording of these statistics began. While statistics for 2010 are unavailable, the media coverage, as well as public†¦show more content†¦Consequently, they will try to consistently change their looks through this plastic surgery just so as to keep up with the social trends and perceptions of the â€Å"perfect body image.† Alleviating body dysmorph ic disorder by use of plastic surgery is impossible. Considering that it is a mental disorder, it can only be addressed by facing reality and by the victims changing their mentality about body perfection (Heyes 19). There are several other factors that play part or contribute to the addiction to cosmetic surgery. Social factors are part of these elements that play a significant role in it. Social media and televisions are constantly pumping content to people showing them how perfect bodies should be and the acceptable body images for fashion designers or models. Also, there are numerous reality television shows such as Extreme Makeover, which are documenting the process of plastic surgery, mostly, positing it in a positive perspective. Another show on the same is called â€Å"So You Want a Famous Face,† aired on MTV. The show targets young people and is making them get plastic surgery so as to look like any celebrity they love. Also, whenever a celebrity gets plastic surgery, it will always be on the headlines of magazines and television shows. Social media networks such as Instagram, Facebook and Twitter are also significantly influencing individuals considering thatShow MoreRelatedWhat Makes Plastic Surgery?929 Words   |  4 Pagescelebrities Hollywood and the media has told them they should look up to. Yet, these celebrities are not always real; famous talents take advantage of plastic surgery on a daily basis. Doctors are persuaded to morph the faces normal women into that of a supermodel or actress, all for the sake of interesting television. Women take to social media to stalk out their favorite Hollywood dolls, searching for a source of inspiration. Hollywood and the media have extreme power over defining what makes a womanRead MoreTaking a Look at Plastic Surgery1016 Words   |  4 Pagesbeauty. Plastic surgery is an easy road to the illusion of what people refer to as perfection. This subject is more closely related to women as they are always seeking attractive faces and flattering bodies. People tend to view plastic surgery as a simple amendment to their imperfections, but what they don’t realize is that a plastic surgery is a tool that could tr ansform a beauty into a beast in just a couple of running minutes(Melissa Dittmann, September 2005, para.1). Plastic surgery is widelyRead MoreThe Media And Its Effects On Young Girls And Women1673 Words   |  7 PagesPerfection over Imperfection As you’re walking down a street you may notice a young group of girls or women walking and they see a huge billboard of a beautiful model. They might stop and stare at her and then discuss about her perfect her body is. Not knowing in the next five minutes they’ll be comparing their bodies to the model and feeling bad about themselves wishing that they had her body. Not to mention, that the photo may be photoshopped to make it seem as her body is perfect, or she hadRead MoreSocial Media On Teen Plastic Surgery1177 Words   |  5 PagesThesis Statement: Since the media has placed remarkable pressure on the physical imperfections of women, the majority of females nowadays are unable to understand the fact that getting their face reconstructed to fit society’s concept of beauty is definitely not the way to promote beauty. Outline I) Introduction a. Understanding plastic surgery. b. Knowing the reason why people would most likely operate plastic surgery. c. Knowing whether plastic surgery is a way to promote beautyRead MoreEssay on Popularity of Plastic Surgery1017 Words   |  5 PagesIn 2008 over â€Å"9.2 million women in the United States received some form of cosmetic surgery† (medicalnews.com). Plastic surgery is becoming a way for people to escape there insecurities, but is that the main reason why cosmetic procedures have been increasing in popularity over the years? Plastic surgery is â€Å"a reconstructive surgery to a variety of operations performed in order to repair or restore body parts to look normal or to change a body part to look better† (answers.com). I believe there areRead MoreBeauty Is Not Pain?1704 Words   |  7 PagesBeauty is NOT pain As we get older we all experience changes in our body, some that we love and others that we could do without. People are born in all shapes and sizes, but why is it that some choose to change that with cosmetic and plastic surgery? What would motivate someone to go through hours of pain just for a new body? With the appearance of more â€Å"perfect† looking celebrities in the media, the self-esteem of many women spiral down, especially in Asia. Beauty standards in South Korea are nowRead MorePlastic Surgery1719 Words   |  7 Pages1 Contents 1 Thesis statement 1 2 Introduction 1 3 Plastic Surgery 5 3.1 Methods 1 3.2 Reasons 3 3.3 Reputation of Plastic surgery 3 3.4 Pro ´s and Con ´s 4 3.5 Safeness 4 4 Discussion 7 2 Thesis statement â€Å"Plastic surgery does not always work† The following text deals with the plastic surgery. Whether plastic surgery always works is questionable. When people hear about plastic surgery, most of them tend to connect it with Hollywood. At the present time it is no longer surprisingRead MoreThe Age Of The Cosmetic Epidemic1042 Words   |  5 Pages(Unknown). Barbie was the new thing; she was beautiful, blonde, and seemingly perfect. Children and parents even to this day both want to be just like the blonde haired, blue-eyed bombshell. It is obvious people will go through whatever measures to be plastic just like her. An overwhelming amount of Americans teens are choosing to change their appearance to fit into a highly unrealistic and unattainable standard of beauty that was created and forced upon us by our physically obsessed culture. There isRead MorePlastic Surgery1709 Words   |  7 PagesPlastic Surgery: The Good, the Bad, and the Ugly More than ever, millions of young adolescents are seeking out plastic surgery because the influence of the media. Teenagers are finding more imperfections with their body and are less and less satisfied with their appearance. President Scott Spear, MD, chief of plastic surgery says, Theres a common belief among the public that a large percentage of young adults and teens are having cosmetic surgery (Obesity, Fitness Wellness Week). DespiteRead MoreWhy Plastic Surgery Has Many Different Views On The Influences Of An Individual1537 Words   |  7 PagesPlastic surgery has many different views on the influences of an individual. The first view is the factors of how many individuals decided on having plastic surgery because the influences of the media or opinions of other people, which portrays the idea of self-image. But researchers believe that surgery doesn’t help to achieve this goal. Self-esteem is a major factor of why many women and men receive surgery. However the sec ond view favors that before a person makes the major decides of having

The Things They Carried By Tim O Brien - 878 Words

The Things They Carried is more than a story of physical warfare during the Vietnam War, but the battle of inner demons as well. In his novel, Tim O’ Brien takes us deep within the lives of his semi-fictional platoon in the midst of the Vietnam War in which he elaborates upon the harsh realities soldiers faced every day. O’ Brien claims, â€Å"They carried all they could bear, and then some, including a silent awe for the terrible power of the things they carried.† We see here that O’ Brien’s main purpose in writing his novel was to show the reader that the weight of the emotional toll was equivalent if not greater than the physical effects of war. The Vietnam War was an emotionally taxing experience for the soldiers, causing them to live in a false sense of reality, which tested their morals, and ultimately affected their psychological well-being. One of the largest forms of superstition known to human-kind is the bible and the numerous books that unfold within its pages. The stories told are those of a supernatural power whose actions, generosity, and disposition on life give people hope and shines a light when their life is darkest. Much like the bible, the soldiers of the Vietnam War had their own system of beliefs that eased the burden of reality. Many used grunt lingo or jargon as a way to disguise what was actually happening around them . According to O’ Brien, the soldiers were actors as much as fighters, using words like greased, offed, lit up, and zapped among otherShow MoreRelatedThe Things They Carried By Tim O Brien892 Words   |  4 PagesThe Vietnam War was a long, exhausting, and traumatic experience for all of the soldiers and those who came with them. The Things They Carried, by Tim O Brien illustrates the different affects the war had on a variety of people: Jacqueline Navarra Rhoads, a former nurse during the Vietnam war, demonstrates these effects within her own memoir in the book, The Forgotten Veterans. Both sources exemplify many tribulations, while sharing a common thread of suffering from mental unpredictability. DesensitizationRead MoreThe Things They Carried By Tim O Brien1377 Words   |  6 Pageslove to have it as good as we do. Tim O’Brien’s The Things They Carried discusses many veterans who experience the burden of shame and guilt daily due to their heroic actions taken during the Vietnam War. The book shows you how such a war can change a man before, during, and after it’s over.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As I reflect on the many conflicts America has been a part of, none can compare to the tragedies that occurred in The Vietnam war. As told in The Things They Carried (O’Brien), characters such as NormanRead MoreThe Things They Carried By Tim O Brien1242 Words   |  5 Pagesâ€Å"Tim O’Brien is obsessed with telling a true war story. O Brien s fiction about the Vietnam experience suggest, lies not in realistic depictions or definitive accounts. As O’Brien argues, absolute occurrence is irrelevant because a true war story does not depend upon that kind of truth. Mary Ann’s induction into genuine experience is clearly destructive as well as empowering† (p.12) Tim O’s text, The Things they Carried, details his uses of word choice to portray his tone and bias. Tim O’BrienRead MoreThe Things They Carried By Tim O Brien1457 Words   |  6 Pagesthe theme pertains to everyone regardless of thei r background. It conveys the same ideas to people from all across our society. Lastly, a classic is timeless, which means it has transcended the time in which it was written. In Tim O’Brien’s novel, The Things They Carried, he offers a new, intriguing way to view war or just life in general and also meets all of the crucial requirements mentioned above to qualify it as a book of literary canon. Though this book is technically a war novel, many peopleRead MoreThe Things They Carried By Tim O Brien1004 Words   |  5 Pages Tim O’Brien is a veteran from of the Vietnam War, and after coming home from his duty he decided to be a writer. His work â€Å"The Things They Carried† is about a group of soldiers that are fighting in the Vietnam War. The first part of the story talks mostly about physical items that each soldier carries, and also mentions the weight of the items as well. Though, there is one exception to the list of physical things. Lieutenant Cross is a character of the story, and Tim O’ Brien quickly states theRead MoreThe Things They Carried By Tim O Brien1169 Words   |  5 Pagesbut are set in the past and borrows things from that time period. A story that fits this genre of literature is The Things They Carried. The story is about Tim O Brien, a Vietnam veteran from the Unite States, who tells stories about what had happened when he and hi s team were stationed in Vietnam. He also talks about what he felt about the war when he was drafted and what he tried to do to avoid going to fight in Vietnam. The Things They Carried by Tim O Brien was precise with its portrayal of settingRead MoreThe Things They Carried By Tim O Brien896 Words   |  4 PagesTrouble without a doubt is what First Lieutenant Jimmy Cross carried around his shoulders because he was out in war, where mistakes happen. Lost and unknown of his surroundings he had to lead his men into safety, while destroying anything they found. First Lieutenant Jimmy Cross only holds onto one thing for hope and that is Martha, the woman who he hopes is a virgin to come back to. Tim O’ Brien introduces symbolism by adding a character that has a meaning of purity and a pebble, which symbolizesRead MoreThe Things They Carried By Tim O Brien Essay832 Words   |  4 PagesSummary: â€Å"By and large they carried these things inside, maintaining the masks of composure† (21). In Tim O’brien’s The Things They Carried, the American soldiers of the Vietnam War carry much more than the weight of their equipment, much more than souvenirs or good-luck charms or letters from home. They carried within themselves the intransitive burdens—of fear, of cowardice, of love, of loneliness, of anger, of confusion. Most of all, they carry the truth of what happened to them in the war—aRead MoreThe Things They Carried By Tim O Brien1407 Words   |  6 Pages       Our introduction stated that in â€Å"The Things They Carried,† author Tim O’Brien tells us not directly of the soldiers of Vietnam, or the situations they find themselves in, but about the things they carry on their shoulders and in their pockets. These â€Å"things† identify the characters and bring them to life.   I find that to be true as the author unfolds the stories about war and the uncommon things one carries in to war both inadvertently and on purpose.  Ã‚  Ã‚  As it was noted: Stories about war –Read MoreThe Things They Carried By Tim O Brien1369 Words   |  6 PagesMany authors use storytelling as a vehicle to convey the immortality of past selves and those who have passed to not only in their piece of literature but in their life as an author. In Tim O’Brien’s work of fiction The Things They Carried, through his final chapter â€Å"The Lives of the Dead,† O Brien conveys that writing is a matter of surviva l since, the powers of storytelling can ensure the immortality of all those who were significant in his life. Through their immortality, O’Brien has the ability

Design - Implementing And Maintaining Sustainability Tiny Opera

Question: Discuss about the Design, Implementing and Maintaining Sustainability. Answer: Introduction The report reflects on the workplace policy and the procedures for sustainability for Tiny Opera Company, which is based on three options for direction. An implementation plan and monitoring strategy are used to meet the target of Sydney Opera House so that the company develops in their sustainability policy. Further recommendations are suggested to improve policy, communication, and management of sustainability based on data taken from the organization. The supportability plan offers pivotal and critical conversation starters and issues for what's to come of mankind. Strategies of maintainability bookkeeping and responsibility have the potential to be intense instruments in the administration, arranging, control and responsibility of associations for their social and ecological manageability. The utilization of such supportability bookkeeping systems has been expanding quickly lately. Shapes of bookkeeping and reporting influence our capacity to seek after practical improvement. Moreover, the economical improvement motivation is prone to affect on how records are made and the finishes to which they are utilized. Workplace policy and procedures for sustainability Three options for direction and focus of the policy The following are the three options for the sustainability policies such as: Policies relating to environmental: The environmental policy of Tiny Opera Company helps to reduce the toxic material and hazardous chemical use and minimize the use of the resource. The main aim of this policy is to identify the waste stream leaving the site (Norton, Zacher and Ashkanasy 2014). Policies relating to economic and social: Those policies intend to influence the entire economic growth of the company, its price levels, employment and investment by utilizing monetary and fiscal instruments (Blok et al. 2015). Policies relating to culture: The cultural policy is recognized throughout a majority of the sustainable development goals such as a focus on the quality education, sustainable consumption, sustainable cities and production patterns (Norton, Zacher and Ashkanasy 2014). Using this; policy, the environmental impacts are minimized by encouraging the visitors to consider sustainability and focusing on management principles. The principles provide with tools to track ecological challenges and mitigate the climate change (Blok et al. 2015). Effectiveness, timeframe and cost of implementation of options The effectiveness of the environmental policy is to integrate environmental considerations into decision-making and work with the developing countries to improve the ability to promote environmentally sustainable development. The implementation of this policy is to be prepared within one year of release of the policy. The cost of implementation will be about $ 200000. The effectiveness of economic and social policy is that it includes with balancing social and economic investments in the ways that foster to the sustainable development outcomes and social protection programs. The implementation of this policy is to be prepared within one year, and the cost of implementation will be about $ 360000. Cultural policy is effective as it gives importance to the environment as well as sustainable. The implementation of this policy is to be prepared within six months, and the cost of implementation will be about $ 170000. Sustainability Policy for Tiny Opera Company Purpose: The sustainability policy for Tiny Opera Company is based on environmental policy to minimize the hazardous impacts on the company. The environmental policy provides with some of the benefits to the company such as help to stay with the environmental law, improve the information for the employees regarding their roles and responsibilities towards environment. It also conserves the raw materials as well as energy. Reducing the waste to landfill is a major challenge for Australia. The waste to landfill is reduced by improving the rates of recycling as well as robust data to drive better recycling. The sustainability legislation and regulatory requirements that the company requires are their code of conduct that are available to all the employees. This code of conduct should outline throughout the key principles about the process used to conduct and employ at the venue in all the areas of employment. The company also requires a Safe Work Procedures that need to meet the obligations of the Work Health and Safety Regulations 2011 such that they can prevent the accidents and injuries when the employees are undertaking hazardous tasks. In order to eliminate the hazards, the company should use the venue risk assessment plan. Finally, the Tiny Opera Company should follow the building code of Australia to create a regional theater that emulates the Sydney Opera House. Scope: The scope of sustainability policy in Tiny Opera Company is to implement sustainable business practices that used to minimize the harm as well as maximize the benefits to the environment. The scope of the plan is to minimize the use of resource and reduce the toxic material and hazardous chemical use. The policy is implemented a sustainability continuous improvement strategy. Responsibility: It is the responsibility of the managers of the Sydney Opera House for implementing the sustainability policy. The staffs of the organization are also responsible for implementing the policies. The managers will make sure of that the staffs will maintain the policy properly. The workers also have to cooperate with the managers. Relevant Legislation: The state, local and federal laws will be enforced upon the organization. The legislations are such as National Greenhouse and Energy Reporting Act 2007, Environment Protection Act 1970, Water (Resource Management) Amendment Regulations 2012, Water Act 1989, Clean Energy Regulations 2011, Clean Energy Act 2011and much more. Authorized: 3/8/2016 - Louise Herron (CEO) Outlining Tiny Opera Companys commitment to the policy The Business Manager of Tiny Opera Company, Nic Tan reviews the operation of the company and observes that the use of the resource in the theater is not aligned with the sustainable practices. The business operations of Tiny Opera Company focus on smart business and health communities. Since the company has staged its regular performance within the theater from the 1970s onwards. Therefore the company has invested in the environmental sustainability policy of the communities. In the current era of time, they continue to integrate sustainable practice across their business to improve sustainability by pursuing new initiatives such as programming to reverse cycle air conditioners within the office to switch off 4.45 pm every day. The company is better sorted of recyclable paper from general rubbish. Lastly, the company uses low VOC paint to protect health and safety of the workers. Intern Report Barriers to sustainability policy and strategies to address the barriers Economic and financial barriers: Tiny Opera Company has a lack of financial to implement the proposed sustainability policies in their business. Before the implementation of sustainability policy, the financial manager should collect finance for their business growth (Giunipero, Hooker and Denslow 2012). Social barriers: Growth in population and paired with the unsustainable consumption are the social challenges to achieve sustainable development in Tiny Opera Company. The population should be aware of the sustainable development of the company (Martin and Chen 2015). Poor monitoring and evaluation system: Due to lack of specific targets of the company, data to track the progress results into the lack of information available for decision makers. It is recommended that the government turns up and assess socio-economic impacts of the development projects (Giunipero, Hooker and Denslow 2012). Process to develop sustainability policy Firstly, the sustainability trends should be understood to develop with the issues. Secondly, the vision of the sustainability is developed with a focus on the association of the corporate social responsibility initiative that helps to overcome with future issues. Thirdly, the education programs are developed to support the sustainability path. Training should be given to the employees to implement the policies successfully. Strategies to promote awareness of the sustainability policy The following are the strategies: 1. Printing the posters that summarize the goals of sustainability of Tiny Opera Company 2. Annual employee meeting should be conducted with the CEO of the company (Smink, Hekkert and Negro 2015) 3. Sending the employees an email that links to the latest sustainability report from the company (Boons et al. 2013) 4. A bulletin board is also created where the sustainability information is being given monthly 5. Implementing a quarterly recognition program for the employees that champion the sustainability (Smink, Hekkert and Negro 2015) Strategies to maximize the impact of sustainability policy In order to develop the sustainability policy, industry collaboration is required. The company requires working with the suppliers, customers as well as vendors. The stakeholders of the company are engaged in the implementation plan (Kar and Ghosh 2013). The Business Manager of the company should do a proper review of the environment and sustainable policies so that they can efficiently implement it in their company. Implementation Plan and monitoring strategy to meet target of Sydney Opera House Background of Sydney Opera House The Sydney Opera House, considered as one of the most creative buildings of the 20th century, is multi-venue art performing center, situated in Sydney, Australia. The building was constructed on 22nd October 1973. The architecture of Sydney Opera House is Jorn Utzon. The vision so the organization is to continue the legacy of Jorn Utzon through producing, creating and representing the most praised, engaging and imaginative performing arts experiences from Australia and around the world. The performance venues of the Sydney Opera House are the concert hall, Joan Sutherland Theatre, Playhouse, Utzon room, recording studio, outdoor forecourt and much more. In addition with that, the building is also comprised of bars, cafeteria, studio, restaurants and bars. The Prime changes the building has seen after its establishment is such as following. The solely concert hall was constructed with the purpose of multipurpose opera or concert hall. The very first purpose of the podium was not to be used cladding down the water rather be left open. Considering the best for both the present and future generation, the organization intensely reacts to the environmental issues. Through the design and development of environment sustainability plan, Sydney Opera House shows its commitment to the betterment of environment in the future. It makes use of resources responsibly and efficiently. Furthermore, it minimizes the waste and enhances the environmental risk handling. Their aim is to become the leader in environmental and social sustainability. The commitment of Sydney Opera House is to Deliver and communicate environmental sustainability goals and aims and a development plan for a period of three years. Furthermore, they are committed to establishing a clear accountability (Sydneyoperahouse.com, 2016). Sustainability Implementation Plan Implementation Plan Objectives 1. Reducing the energy consumption by 2% yearly 2. Reduction in use of gas 4% per year 3. Reduce of landfill waste 4. Recycling 5. Reduction in use of harmful products and materials 6. Reduction in use of water 2% yearly 7. Engage workers in support of sustainability 8. Providing training to the staffs in English 9. Make the audience consider sustainability as a crucial factor as everyday acts of life 10. Record of resource that is being used on the monthly basis. Action Required Associated target Resources Timeline Accountability 1. Correction of power factor 2. De-lamping in over-lit passages such as corridor 3. Development of heater policy which is energy-efficient Reduce energy consumption 1. Human 2. Heater 1 month 1. Administration Staff 2. Building Maintenance Staff 3. Electrical maintenance staff 1. Use of solar energy 2. Less use of Fuel Reduce emission of gas 1. Solar Panel 2 months 1. Administration staff 1. Donating the accessories that are not required 2. Reduce of food waste in cafeterias and bars 3. More use of recyclable products Reduce landfill waste 1. Human 2. Recyclable product supplier 1 month 1. House cafe and bar workers 2. retail staff 1. Provide the recyclable wastes to the individual production houses 2. Generating new ideas for making use of the unusable products Recycling 1. Human 3 months 1. Administration staff 2. Artists in residence 1. Regular housekeeping in the waste storeroom 2. Separation and segregation of waste 3. Agreement with the paint retailer for taking back the unused paints Reduction in use of harmful materials and products 1. Human 1 month 1. Building maintenance 2. janitorial staffs 1. Use of its automatic water taps 2. Insulation of the water pipes will be done periodically Reduce water usage 1. Plumbing 3 months 1. Building maintenance 2. Plumbing staff 1. Putting volunteering to work 2. Making they know the benefits of sustainability Engaging workers 1. Human 6 months 1. Administration Staffs 1. Create a chart for the employees who will get trained periodically 2. Provide onsite or real training Providing training 1. Human 1 year 1. Administration staff 1. Use of poster at the theater 2. Provide speeches before shows 3. In the various section, they will be requested to cooperate 4. Some activities regarding sustainability Making audience considering sustainability 1. Human 2. Posters 3. Training 2 years 1. Administration staff 2. House caf and bar staffs 3. Building maintenance staff 1. Development of IS for storing the information of every department used resources Record of resource 1. Technical Team 2. Information Technology 8 months 1. Outsourced Technical Team 2. Administration staff 3. Building maintenance staffs Monitoring Strategy Description of objective/outcome/ activity/task Person responsible Metric/key performance indicator Baseline (previous years performance) Target Data collection methods 1. Correction of power factor 2. De-lamping in over-lit passages such as corridor 3. Development of heater policy which is energy-efficient 1. Administrative staff 2. Building maintenance staff MWH 17723 MWH 17386 MWH Unit from electric meter 1. Use of solar energy 2. Less use of Fuel 1. Building maintenance staffs GJ 1595 1530 1. Combustion and Emission Analyzer 1. Donating the accessories that are not required 2. Reduce of food waste in cafeterias and bars 3. More use of recyclable products 1. Building maintenance Ton 1 Ton 0.25 Ton Weight analyser 1. Provide the recyclable wastes to the individual production houses 2. Generating new ideas for making use of the unusable products 1. Building maintenance Ton 0 Ton 0.5 Ton Weight analyser 1. Regular housekeeping in the waste storeroom 2. Separation and segregation of waste 3. Agreement with the paint retailer for taking back the unused paints 1. Building maintenance Ton .10 Ton .15 Ton Weight analyser 1. Use of its automatic water taps 2. Insulation of the water pipes will be done periodically 1. Maintenance Staffs ML 64 ML 58 ML Water usage analyzer in tanks 1. Putting volunteering to work 2. Making they know the benefits of sustainability Administrative Staffs Review None More than thousand Review from the stakeholders 1. Use of poster at the theater 2. Provide speeches before shows 3. In the various section, they will be requested to cooperate 4. Some activities regarding sustainability Administrative staffs Review None More than thousand Review from the stakeholders 1. Development of IS for storing the information of every department used resources 1. Administrative staffs Quality and time None Before eight months Testing Results Recommendations to improve policy, communication, and management of sustainability based on data taken Graphs and charts to summarize trends in data and analyze data targets Evaluation of graphs to identify trends in data and analyze data targets From the above chart, it can be concluded that the use of the water, electricity and gas in Sydney Opera House is medium. The organization is already started their journey toward sustainable development. The target that has been indicated in the Pi-chart is the target for one year. The target will be set again after getting the result of one-year expedition. Success and shortfalls of implementation of sustainability and communication targets The work of Sydney Opera House is going well toward getting sustainable environment. The effort of all the stakeholders are getting in the right direction, but the landfill hazard reduction have to get a good investigation. All the audience is supporting the staffs efforts are providing constant support to them. The de-lamping has been achieved, and most of the halls are running on solar energy. Trends require remedial action Straightforwardness: sorted out documentation that encourages translation of information Significance: reporting serves the requirements of the association and helps basic leadership Exactness Consistency: predictable measures and methods must be actualized keeping in mind the end goal to make correlations after some time Total: limits must be obviously characterized, and every single applicable source must be incorporated. Review of Sydney Opera House policies The policies of the Sydney Opera House are very flexible. The polices not costly and can bring the better result for the opera house. The scope of all the major sustainable aspects that are related to less use of water, gas and energy are exact. Recommendations to improve policy, communication, and sustainability Consider your transportation options: The house will promote the use of bicycle and or walking to the close destination. Fourier Transform Infrared: This analytical tool can benefit Sydney Opera House to improve the lack they are facing in removing landfill hazard (Inyang and Hilger 2013). Conclusion Our discoveries propose that there has been a huge movement in the tone of talk inside these business codes and rules, far from the first confining by Brundtland. This is especially perceptible with respect to two perspectives. To begin with, the impediments forced by feasible advancement have been made light of for a managerial accentuation that is in accordance with the winwin worldview in corporate manageability. In a more inconspicuous manner, this movement is rehashed in one from a dialect of requirements to a dialect of rights. For instance, human rights show up over and over in the OECD Rules though human needs are not specified by any means. Nonetheless, little space is dedicated to considering in subtle element how these are to be defended and implemented. Moreover, since the idea of right battles to get a handle on with conflicts between rights without taking the response to a higher request idea like equity, the impression arises that a fairly strong premise for requesting corporate regard for one specific part of maintainability has been supplanted by a great deal more slippery one. References: Blok, V., Wesselink, R., Studynka, O. and Kemp, R., 2015. Encouraging sustainability in the workplace: a survey on the pro-environmental behaviour of university employees.Journal of cleaner production,106, pp.55-67. Boons, F., Montalvo, C., Quist, J. and Wagner, M., 2013. Sustainable innovation, business models and economic performance: an overview.Journal of Cleaner Production,45, pp.1-8. Giunipero, L.C., Hooker, R.E. and Denslow, D., 2012. Purchasing and supply management sustainability: Drivers and barriers.Journal of Purchasing and Supply Management,18(4), pp.258-269. Inyang, H.I. and Hilger, H., 2013. Molecular and biological techniques used in landfill investigations: A mini-review.Biotechnology and Molecular Biology Reviews,8(2), pp.35-42. Kar, T.K. and Ghosh, B., 2013. Impacts of maximum sustainable yield policy to preypredator systems.Ecological modelling,250, pp.134-142. Martin, A.R. and Chen, J.C., 2015. Barriers to sustainability in mature-age adult learners: working toward identity change.Environmental Education Research, pp.1-19. Norton, T.A., Zacher, H. and Ashkanasy, N.M., 2014. Organisational sustainability policies and employee green behaviour: The mediating role of work climate perceptions.Journal of Environmental Psychology,38, pp.49-54. Smink, M.M., Hekkert, M.P. and Negro, S.O., 2015. Keeping sustainable innovation on a leash? Exploring incumbents institutional strategies.Business Strategy and the Environment,24(2), pp.86-101. Sydneyoperahouse.com. (2016).Sydney Opera House. [online] Available at: https://www.sydneyoperahouse.com/ [Accessed 28 Jun. 2016].

Annotated Bibliography Employee Engagement free essay sample

Employee engagement (EE) is an essential part of organizational life and of paramount interest to human resource management (HRM) professionals in the banking industry due to its influence on the organizational outcomes. This paper therefore examines the topic with the aim of defining EE and identifying the use of, value and benefits of EE to be obtained from industry surveys. This paper begins with the annotated bibliographies of 12 journal articles, followed by an analysis of the relationship between these key findings. The researcher concludes with practical recommendations in order to address the decision-making of whether a Major Bank should be concerned about EE and evaluate the use of and benefits to be obtained from participating in a survey of EE. The scope of this paper is to provide analysis of EE in relation to the literature. The analysis is undertaken by reviewing academic journals, however the amount of information was dependent on a word limit and consequently restricted the explanation and analysis contained within this paper. 2. Annotated Bibliography Arrowsmith, J. Parker, J. (2013). The meaning of ‘employee engagement’ for the values and roles of the HRM function. The International Journal of Human Resource Management, 1-20. In this A-rated paper Arrowsmith and Parker first review the literature on EE, HRM and EE as well as HRM values and roles and further use a case study approach of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff to understand the meaning of EE for the values and roles of the HRM function. The authors investigate these issues through a case study method based on primary and secondary data and 12 in-depth interviews with HR and line managers as well as team leaders in order to identify ways EE is perceived and addressed by the HR function. This case study focuses on the dynamics of developing, implementing and evaluating a particular HR initiative focusing on EE and performance as well as employee voice to generate an integrated set of change proposals around areas such as work design, skills development and leadership support. The article is useful for my research topic as Arrowsmith and Parker provide besides definitions of EE, on what conditions HR should be concerned about EE and further present an example of an HR initiative to enhance EE. The main limitation of the article is that the case study was based on a single initiative in one organization and restricted to supervisory employees whose view may not reflect the actual experiences of employees across the whole organization. Nonetheless, this case study raises the importance of high-level competencies for HR to enhance EE which is closely linked to business outcome. This article will form the basis of my research as it provides useful information on EE, its conditions for HR and their benefits for the company. Sarangi, S. Srivastava, R. K. (2012). Impact of Organizational Culture and Communication on Employee Engagement: An Investigation of Indian Private Banks. South Asian Journal of Management, 19(3), 18-33. In this C-rated article Sarangi and Srivastava examine that organizational culture and communication have significant impact in predicting EE comprising of vigor, dedication and absorption. The authors used data gained through a study involving 247 executives conducted in private banks of Indian origin with different educational background and from various managerial levels aiming to identify the role and impact of organizational culture and communication on facilitating the EE. Their research focuses on organizational and cultural drivers and variables which lead to EE. The article is useful to my research topic as Sarangi and Srivastava provide insights and methodology for measuring organizational culture, organizational communication and EE ithin the banking industry as well as managerial implications and recommendations. The main limitation of this article is that the study does not include foreign banks, thus the authors indicate that further research needs to incorporate banks of foreign origin including more variables under the theoretical framework as well as multiple measurement methods enhancing the justifiability of the theoretical model like focus group inte rviews, nominal group technique, etc. This article will not form the basis of my research; however it will be useful supplementary information for my research on EE within the banking industry. Wefald, A. J. Downey, R. G. (2009). Job engagement in organizations: fad, fashion, or folderol? Journal of Organizational Behavior, 30, 141-145. In this A*-rated article Wefald and Downey review recent literature on EE answering the question if job engagement in organizations is a fad, fashion, or folderol. Their research focuses on the differences between the academic and organizational view of engagement, identifying that the organizational view focuses on macro issues versus researchers focus on the micro view which might influence measurement and other methods. The article is useful for my research topic as Wefald and Downey explore how organizations are using engagement. The main limitation of this article is that the literature review could have been further analysed in order to explain how EE could be influenced by HR practices. The authors highlight the need for resolving the gap between the academic and practical view on engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the question on what conditions companies should concern about EE. Shuck, B. , Reio, T. G. Jr. S. Rocco, T. S. (2011). Employee engagement: an examination of antecedent and outcome variables. Human Resource Development International, 14(4), 427-445. In this B-rated journal article Shuck, Reio and Rocco examine the relation between antecedents of EE and organizational outcomes. The authors use data gained through an Internet-based survey involving a heterogeneous sampling of 283 workers of organizations from service, technology, healthcare, retail, banking, non-profit, and hospitality fields in order to identify the essential onditions suggested to be antecedents of EE as well as performance-related outcomes aiming to provide Human Resource Development (HRD) scholars and practitioners with strategic leverage points to enhance EE. Their research focuses on the relation between the antecedent variables of job fit, affective commitment, and psychological climate with EE and the outcome variables discretionary effort and intention to turnover. The artic le is useful for my research topic as Shuck, Reio and Rocco demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the data was generalized and could have been further analysed in order to explain the varying antecedents of EE and outcomes for a specific industry (i. e. banking). The authors indicate that further research is needed to explore the influence and effect of cultural variables on antecedent and EE in different countries. This article provides useful supplementary information on the benefits of EE for a company. Rich, B. , Lepine, J. A. , Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy Of Management Journal, 53(3), 617-635. In this A*-rated article Rich, Lepine and Crawford theorize job engagement, its atecedents and effects on job performance. The authors demonstrate this issue through a review of the literature on EE, focusing on Kahn’s (as cited in Rich, Lepine, Crawford, 2010, p. 617) work to develop theory that positions engagement as a key mechanism explaining relationships among a variety of individual characteristics and organizational factors and job performance followed by a study of firefighters designed to test their theoretical model. The article is useful for my research topic as it provides practical implications for HR practitioners in order to enhance EE and job performance. The main limitation of this article is the insufficient generalizability of the results to other employees or jobs, thus the authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of practices that engender engagement among employees. This article provides useful supplementary information on essential theory of EE. Gruman, J. A. Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136. In this B-rated article Gruman and Saks present a model of the effective application of performance management processes that may enhance EE and performance and provide a new approach to the performance management process that includes EE andthe key drivers of EE at each stage by reviewing recent literature. Their research focus on a coherent model and process for promoting the engagement of employees that goes beyond the use of engagement surveys that focus on aggregate levels of psychological engagement as self-reported by employees. The article is useful for my research topic as Gruman and Saks emphasize the limitations of the use of and participating in EE surveys for organizations. The main limitation of this article is the lack of a case study which supports the applicability of the new model. Nontheless this article highlights the need to provide employees with support and resources to fully engage themselves in their job and the organization. This article provides useful supplementary information on EE surveys for organizations. Harter, J. K. , Schmidt, F. L. Hayes, T. L. (2002). Business-Unit-Level Relationship between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis. Journal of Applied Psychology, 87(2), 268-279. In this A* journal article Harter, Schmidt and Hayes examine the relationship at the business-unit level between EE and the business-unit outcomes of customer satisfaction, productivity, profit, employee retention and safety. The authors use data gained through a meta-analysis of 42 studies based on 7,939 business units in 36 companies (3 companies of bank branch) conducted by the Gallup Organization in order to demonstrate that business-unit-level EE promotes the business-unit outcomes. Their research focuses on the Gallup Workplace Audit (GWA) considering two broad categories of employee survey items which measure attitudinal outcomes and identifying issues within a manager’s control that influence attitudinal outcomes. The article is useful to my research topic, as the authors provide evidence that there is a linkage between EE and business outcomes which can be generalized across companies. The main limitation of this article is that it did not offer any recommendation for employers on how to enhance EE. The authors indicate that further, more extensive, research needs to be undertaken to develop a more in-depth understanding of the reliability of business-unit outcomes and the test–retest reliability of business-unit-level measures of employee satisfaction–engagement. This article will not form the basis of my research; however it will be useful supplementary information for my research on the effects of EE. Soane, E. , Truss, C. , Alfes, K. , Shantz, A. , Reese, C. Gatenby, M. (2013). Development and application of a new measure of employee engagement: the ISA Engagement Scale. Human Resource Development International, 15(5), 529-547 In this B-rated article Soane, Truss, Alfes, Shantz, Reese and Gatenby investigate the Intellectual, Social, Affective Engagement Scale (ISA Engagement Scale) which is relevant to the field of Human Resource Development (HRD), as a comprehensive method of measuring employee reactions to their work environment, and as a tool for HR practitioners and employees to monitor engagement levels in relation to HRD interventions. The authors use data gained through 2 studies in order to confirm internal reliability and demonstrate construct validity: the first study involved 278 questionnaires conducted by employees from a manufacturing organization who represented a range of occupational backgrounds including managers, administrators, skilled trades and machine operators. The second study examined data from 683 employees in a retail organization. Their research focuses on facets of engagement as well as three organizational outcomes: task performance, organizational citizenship behaviour (OCB) and turnover intentions. This article is useful to my research topic as Soane, Truss, Alfes, Shantz, Reese and Gatenby provide a tool for organizations, HRD scholars and practitioners to effectively assess the EE. The main limitation of the article is that the data gathering focused solely on organizations within the UK, thus the authors indicate that further research needs to test the ISA Engagement Scale in other organizational contexts and job roles. This article provides more in-depth information on specific survey methods in order to assess EE within an organization and shape theory and practice around individual and organizational outcomes. Pati, S. (2012). Development of a Measure of Employee Engagement. Indian Journal Of Industrial Relations, 48(1), 94-104 In this C-rated article Pati develops a multidimensional instrument to measure EE. The author used data gained trough 278 employee surveys from three different organizations across industries supported by expert reviews (one faculty member and three doctoral students) in order to confirm internal reliability and demonstrate construct validity of the measurement tool. The research focus on a behavioral perspective of engagement as well as a qualitative methodology, further Pati argued that only psychologically enabled employees can be engaged which in turn manifests as Passionate Task Pefrormance (PTP) and Organizational Citizenship Behavior (OCB). This article is useful for my research topic as Pati provides an instrument to measure EE which can be used as a survey for the head of HR. The main limitation of the article is that the organizations and type of industries in which the surveys were conducted have been disguised and therefore limits its comparability with other research. However, the author indicates that further identification and empirical examination of different antecedents and consequences for each of the subscales must be done to generate decisive evidence for discriminant validity. This article provides useful supplementary information on EE surveys and methods to measure EE. Xu, J. Thomas, H. C. (2011). How can leaders achieve high employee engagement? Leadership Organization Development Journal, 32(4), 399-416. In this B-rated article Xu and Thomas investigate the evidence for leadership as a key antecedent of engagement and the link between leader behaviors and EE. Research was conducted with a large New Zealand insurance organization, the authors use data gained through a pilot study involving 236 employee ratings for their immediate managers (42 managers in total were rated) using the JRA 360-degree feedback measure as a factor analysis, subsequently, a linkage analysis (178 employees) was conducted to establish the relationship of the resultant leadership factors with JRA’s employee engagement measure. Their research focuses on three factors emerged from the JRA 360: supports team, performs effectively and displays integrity. The article is useful to my research topic as Xu and Thomas demonstrate that leadership behaviors and skills are associated with EE which therefore could be another reason why the bank should be concerned about EE. The main limitation of the article is that that the overall methodology could have been supplemented with interviews. The authors indicate that further research is needed to assess the generalizability of the findings, and to establish causality. This article provides more in-depth information on specific antecedents of EE. Bakker, A. B. , Albrecht, S. L. Leiter, M. P. (2011). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20(1), 4-28 In this B-rated article Bakker, Albrecht and Leiter discuss the concept of EE and review research on its most important antecedents in order to formulate 10 key questions and shape a research agenda for engagement. The authors focus on the categories of ‘‘what we know’’ and ‘‘what we don’t know’’ about EE by answering the following questions: ‘How should we conceptualize engagement? , ‘How should we best measure engagement? ’, ‘Are there fluctuations in engagement across the working week? ’, ‘What is a ‘‘climate for engagement’’? ’, ‘Can leaders influence follower engagement? ’, ‘Is engagement contagious? ’, ‘Do engaged employees conserve their own work engagement ? ’, ‘Is there a dark side of engagement? ’, ‘Is engagement related to health? ’, ‘What are effective interventions for engagement? ’. The article is useful for my research topic as it provides a structured overview over the recent literature on EE. The main limitations of this article is that it only provides a literature review without considering practical examples on EE in a business environment. The authors highlight that engagement researchers and practitioners need to be seen to be making a positive difference in organizational contexts. This article provides useful supplementary information on EE and could be used as a guide for further research as it adresses main topics of EE. Robertson, I. T. Cooper, C. L. (2009). Full engagement: the integration of employee engagement and psychological well-being. Leadership Organization Development Journal, 31(4), 324-336. In this C-rated article Robertson and Cooper introduce the concept of â€Å"full engagement† proposing that EE is more likely to be sustainable when employee well-being is also high. Research evidence covering the separate concepts is reviewed and evidence of the benefits that EE and well-being have on organizations is presented. Their research focuses on a broader conception of engagement which includes employee well-being, as a basis for building sustainable benefits for individuals and organizations. This article is useful for my research topic as the authours demonstrate why companies should be concerned about and what they can gain through EE. The main limitation of this article is that the overall methodology could have been supplemented with more practical examples. The authors indicate that further empirical research is needed to develop a more in depth understanding of EE and well-being is needed to validate and develop the propositions put forward in this article. This article provides useful supplementary information on the sustainability of EE within an organization. 3. Analysis The above articles illustrate the diversity of context and content of EE. The key findings of these articles, which include evidence-based practical recommendations for HRD and HR practitioners, are critically evaluated and thematically presented below. This is followed by the identification of recommendations. Employee Engagement Bakker, Albrecht and Leiter (2011, p. ) define EE as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption and further suggest EE captures how workers experience their work: as stimulating and energetic and something to which they really want to devote time and effort (the vigour component); as a significant and meaningful pursuit (dedication); and as engrossing and something on which they are fully concentrated (absorption; Bakker, Albrecht and Leiter 2011, p. 5). This aligns with the definition of Arrowsmith and Parker (2013) for EE who further note that EE is vital and everyday part of the vocabulary of human resource management (HRM). The concept of EE was developed by Kahn(1990), who points out that EE concerns the degree to which individuals make full use of their cognitive, emotional, and physical resources to perform role-related work (Kahn as cited in Xu Thomas, 2011). There appears to be some congruence in terms of the definition of EE among the 12 articles, as all articles base their definition of EE first on Kahn’s ethnographic study and then derive their own definitions for EE. Value and Benefits of employee engagement There are two main themes which surface from the literature on EE. The first theme is the abundance of available information relating to humanistic reasons for pursuing engagement. While Xu and Thomas (2011, p. 400) emphasize that engaged employees have an energetic, enjoyable, and effective connection with their work, Bakker, Albrecht and Leiter (2011, p. 5) further admit because of their positive attitude and activity level, engaged employees create their own positive feedback, in terms of appreciation, recognition, and success. They further support this view by claiming that engaged employees perceive their work as fun and are highly energetic, self-efficacious individuals who exercise influence over events that affect their lives. Rich, Lepine and Crawford (2010, p. 620) further support investments of emotional energies also help individuals meet the emotional demands of their roles in a way that results in more complete and authentic performance. The second theme refers to the commercial incentives of EE. These incentives are found to be directly comparable as they are either expressed in similar terms or draw the same conclusion.