Transport Essay Example | Topics and Well Written Essays - 1750 words

Transport - Essay Example Overall, the air travel industry provides an opportunity, which is facilitated by more than tourism. It also incorporates economic development, global trade and international investments, thus being one of the best investment opportunities (Brennan, 2009, p. 212). As a small-scale entrepreneur, the number of tourists entering France provides any investor with the opportunity of establishing a low cost international or local flight service. In Europe, the connection between the UK and France presents a lucrative venture for business. The route that I choose as an investor is between the Heathrow, London and Charles De Gaulle, Paris airports. One of the strongest reasons why this choice makes economic sense to me is that the two stations represent the hubs of business in the regions (Doganis, 2001, p. 90). The two airports are located within two of the busiest cities in Europe. These cities have an intricate transportation network in which the passengers can get to the airports in a nu mber of transportation choices. One of the most preferred choices of transport happen to be the train, closely followed by the cab. Transport between the centers and the airport has some merits as well as demerits. One of the challenges that the surface transport modes face is the case of jams. In both the UK and Paris, traffic congestion is a common occurrence, especially during the rush hours (Fleisher. and Bensoussan, 2007, p. 62). The jams are common in the railway stations as well as the motor ways. These characteristic is one that lowers the convenience of this mode of transport. This is however, it is an occurrence prominent in certain hours, but the intricate network is quite useful when there is little traffic on the road and rail networks. The car, either in a private or cab company capacity provides another choice of transport in the centers to the airports routes. As the preferred choice of transport, the car is one of the best choices in transportation, when convenience is involved, but this is dependent on the profile of the passenger. Where luggage is involved, the car might be the best operational choice, since it provides a better means of transport from the house to the terminal as opposed to public transportation. The train, though high speed faces an inconvenience in that it is public transport and is located at strategic points for a community (Frechtling, 2001, p. 31), in which the travellers have to walk or take a car to the service stations as well as from the terminals to the airports. With the train and buses being restricted to certain routes, the inconvenience lays mostly in the distance between the public terminals and the airport terminals, for they are not the same though close, in some instances. Another challenge with the public surface transport is the challenge introduced by the complexity of the transport network, especially for a nonlocal (Duncan, 2012, p. 134). Some of the competitors in the route chosen include the Eurost ar. The train is one of the modes of transport between the two centers i.e. Paris and London. There are several favorable elements associated with the train such as speed, lower costs and the interactive nature of the travel. The car is another competitor to the mode of transport between the two terminals, since the intricate transport network provides a motorway that links the

Impact upon the offender Essay Example for Free

Impact upon the offender Essay The offender gets a new lease of life, and gets a chance to redeem himself or herself in the eyes of law as well as the society. Although the lawbreaker will have to continuously be doing the correct thing so that people or the police do not pick him or her again for any further offences in the future. They get a chance to contribute to society and at the same time maintain ties with their near and dear ones. Parole decisions for an individual depends on several factors which includes the offenders offense, the number of violations done at the institutions, past criminal history, personal interviewing, behavioral educational development during prison sentence, plans on released information that is available from fiends, family and victims. The main impact for the offender would be the restoration of Civil Rights, which can be completely or partially. This giving the offender the freedom to return to a normal way of life which every human being would want to come back to. Social impact upon society. According to John Howard Society of Alberta (1998), corrections give the lawbreaker a chance to come back to the society as productive and valuable members for society. Although there is evidence that Canadian citizens can be interested in community corrections, but the New Brunswick incident has shown that people want to go through the correctional system and are also willing to listen to discussions about how things work. But many still do feel that the present correctional system is a failure and people are willing to go through other alternatives to community corrections. The research done in the article shows that more information that is available to the public more is their degree of understanding and acceptance of not only the circumstances and the case but also of the sentence itself. So that the offenders get a chance to be accepted into society and the community as much as possible, so that they can aptly contribute to the society. Every year there are thousands of offenders that are released, which forces the police to take public safety very seriously. So that not only does the offender have a smooth transition into society but also so that the society accepts the rehabilitated offender. The cost for such programs is very expensive and therefore there needs to be some cost affective ways of managing with limited resources so that offences of the type do not happen again. There needs to be solutions and programs that can be put into place so that programs and people can be corrected with better strategies. Fiscal impact upon society Due to these corrective institutions and communities there has been a serious overcrowding in the community and institutions, leading to â€Å"stifling fiscal constraints† on the services and providers (McCarthy.C, Lincoln. R and Wilson. P, 2000). The paper also says that these have found to be cheap â€Å"alternative to prison†, but there is a continuous growth in prison population while the treasury has been forced to spend a lot of money to face the â€Å"pressures of overcrowding†. All this is because there is a lack of purpose and more over lack of funding. Harding (1994) and Kleinwort Report (1989) did mention that there needs to be better â€Å"public sector management† even though there is pressure and competition. What is required is to create worthwhile â€Å"benchmarks, fiscal justification and budgetary restraint†. Although privatization questions whether it is correct to privatize even though there is a possibility fiscal and other benefits (DiLulio 1989), although such resistance will need to be overcome if we need to countenance the â€Å"privatising of community corrections†. Conclusion Institutional and community corrections are done so that outcome of the criminal judicial system and their intervention with these offenders may ensure that the public is safe. Over the years criminal justice lawmakers have tried their best to come up with the most effective methods that will help in achieving the goal and also the affect it will have on the strategies in the management of the offender. There have been many ways of management inside the system itself for the judges and the offenders so that sentences that are given out is fair and just, which leads to safe and secure lives for the offenders keeping in mind the society, the offender, victims, friends and family. Communication correction is one of the main reasons that the offenders are returned back to the society as able and responsible citizens. The main goal of institutional and corrective measures is public safety through reduced means of recidivism by the effective management of offenders inside the community and institutions, wherein both need to work together as partners, so that the common goal can be achieved. To make this a success it is also important to use additional resources such as an integrated case management system all over the country, interaction between professional in the field of criminal judiciary and corrective institutions and communities, to promote the offenders success rate. References Justice Solutions, Inc. (2005) American Probation and Parole Association. Institutional and Community Corrections-sponsored Community Service Projects to Benefit Crime Victims In Conjunction With National Crime Victims’ Rights Week. February 2005. http://www. appa-net. org/announce/aaa_summary. pdf Robinson, P. H and Darley, J. M (2003). Role of Deterrence in the Formulation of Criminal Law Rules: At Its Worst When Doing Its Best, The Georgetown Law Journal. http://findarticles. com/p/articles/mi_qa3805/is_200306/ai_n9292674 Sherman. L. W and Strang. H (1997). Reintegrative Shaming Experiments (RISE). Restorative justice and deterring crime. ISSN 1328-3006 ; ISBN 0 7315 2803 4 Australian National University, Canberra RISE Working Papers, no. 4 April 1997 John Howard Society of Alberta (1998). Community Corrections. http://www. johnhoward. ab. ca/PUB/C29. htm McCarthy. C, Lincoln. R and Wilson. P, (2000) . Privatising Community Corrections. http://epublications. bond. edu. au/cgi/viewcontent. cgi? article=1048context=hss_pubs. Harding, R. (1994) Models of Accountability for the Contract Management of Prisons in Moyle, P. (ed) Private Prisons and Police: Recent Australian Trends, Pluto Press, Sydney. Kleinwort Report (1989) Investigation into Private Sector Involvement in the NSW Corrective Services, Kleinwort Benson, Sydney. DiLulio, J. (1989) The Duty to Govern: A Critical Perspective on the Management of Prisons and Jails in McDonald, D. (ed) Private Prisons and the Public Interest Rutgers University Press, New Brunswick NJ.

MAMLD1 Mutation and Phenotypes of Hypospadias

MAMLD1 Mutation and Phenotypes of Hypospadias The relationship between clinical phenotypes and mutations of MAMLD1 in children with hypospadias Yong-fen Lv, Lu-lu Cui, Pin Li* Department of Endocrinology, Shanghais Children Hospital, Shanghai Jiaotong University Acknowledgements: The work was financially supported by the key project of Shanghai municipal health bureau (2011111), youth project of Shanghai municipal health bureauà ¯Ã‚ ¼Ã…’major issue subprojects of Shanghai science and technology commission (12411952408), Yangtze river delta research project of Shanghai science and technology commission (13495810300). Abstract Purpose: To verify the relationship between clinical phenotypes of hypospadias and mutations of MAMLD1. Methods: Seventy-two patients were diagnosed to be hypospadias in department of endocrinology and department of urinary surgery in our hospital. Among all the patients, 69 were with normal karyotype and enrolled as the studied group. Fifty healthy boys were employed as the controls. Peripheral Blood were collected for DNA extraction. For the studied group, PCR primer was designed and direct sequencing was performed for screening for MAMLD1 mutations in six coding exons and the flanking region. Those mutated exons were examined for the control group. Results: Thirty-five of all the 72 patients (48.6 %) were isolated hypospadias. The other 37 cases (51.4%) were complicated by other genitourinary system malformations, including 12 cases with micropenis and/or underdeveloped testicles. Abnormal karyotype was identified in 3 patients, and all were karyotype as 46, XX (SRY+ in 1 case and SRY- in 2 cases). Six types of MAMLD1 mutations were detected in exon 2, 3, 5, 7 in studied group, including c.5A>G (p.D2G), IVS4-364C/A, c.1910A>Gà ¯Ã‚ ¼Ã‹â€ p.N637S), c.2208T>C, c.2227 G>A (p.E742K) and IVS8-144C/T. All were single nucleotide polymorphism except c.5A>G (p.D2G), a newly discovered point mutation. The frequency of IVS4-364C/A was significantly different between patients and controls, and it was also significantly different between patients with and without micropenis and/or underdeveloped testicles. Conclusion: Chromosome abnormality is not the leading cause of other genitourinary system malformations complicated with hypospadias. Mutations of MAMLD1 maybe closely related to hypospadias in Chinese. c.5Aà ¯Ã‚ ¼Ã… ¾Gà ¯Ã‚ ¼Ã‹â€ p.D2Gà ¯Ã‚ ¼Ã¢â‚¬ °is the newly discovered point mutation in this work. IVS4-364C/A is associated with underdeveloped testicles and/or micropenis in hypospadias patients. Introduction Hypospadias is one of the most common congenital genitourinary system malformations in males, with incidence 1†°Ãƒ ¯Ã‚ ½Ã… ¾1%. As one of the Juvenile-types of testicular dysgenesis syndrome,(1-3) the prevalence of hypospadias is obviously increasing in these years. From 1987 to 2001, the prevalence rate was doubly increased in China.(4) Hypospadias will lead to different degrees of genital malformation, and the clinical phenotypes vary when with other complications. For instance, besides the general signs of hypospadias, e.g., ectopic ureteral orifice, phallocampsis, redundant dorsal prepuce, etc, the patient may be also suffered from other malformations including penoscrotal transposition, cryptorchidism, hydrocele, oblique inguinal hernia, micropenis and underdeveloped testicles. Hypospadias is a complicated disease due to various causes. The causes of most cases are not able to be verified, especially for those mild cases. For these cases, environmental factors, endocrine fa ctors and abnormal gene expression may be the leading causes.(5) The sex differentiation of males is a continuous series of processes related on the balancing and interaction of various genes like SRY, WTl, ATF3, SF-1, etc. MAMLD1, which is previously called chromosome X open reading frame6 (Cxorf6), is the important candidate gene widely studied recently. This gene is located in Xq28,(6,7) with molecular length of 157898 bp and containing 8 exons, among which exon 2, 3, 4, 5, 6, 7 are coding exons. MAMLD1 is initially detected in patients with X-linked myotubular myopathy. The reproductive systems of patients are normally developed with mutations in Myotubularin MTM-1, while different degrees of malformations occur in cases with deletion of MTM1 gene.(8-11) The subsequent experiments indicated that, for patients with 46, XY disorder of sex development (DSD), except MAMLD1, no other candidate genes were found in the deletion region. These results indicate that MAMLD1 is the perfect candidate gene for the study of 46, XY DSD, especially for hypospa dias. This work aimed to evaluate the mutations of MAMLD1 and clinical phenotypes in children with hypospadias in China, and thus to illustrate the role of MAMLD1 mutation in hypospadias. Methods Patients Seventy-two children with hypospadias admitted to Shanghai Childrens Hospital Affiliated to Jiaotong University from March 2011 to December 2012 were enrolled in this study. Definite diagnosis was based on the clinical signs, and patients with adrenogenital syndrome were excluded through clinical examination. Clinical examination Clinical survey was performed including patient’s complain, present medical history, past medical history, personal history, family history, birth history, mother’s medical history in pregnancy, previous exposure to environmental pollution, etc. Physical examination was performed to measure the hight, weight, heart rate, blood pressure and the status of gonad development, etc. For adolescent, the development of secondary sexual characteristics was also assessed. Regular auxiliary examinations were performed including blood and urine routine test, biochemistry test, gonadal hormone level, adrenal cortex function and abdominal ultrasound exam, etc. Karyotype analysis and detection of SRY gene Lymphocytes were isolated from peripheral blood of patients, cultured and smeared on slides, and G-bands were produced by treatment with trypsin. Thirty split-phases were selected for each case, and karyotype analysis was performed according to ISCN-1995. SRY gene detection was performed for all the patients. Screening for MAMLD1 mutations The gene sequence of MAMLDI was obtained from National Center for Biotechnology Information (NCBI), which was the same as obtained from Ensembl Genome Browser: NC_000023.10 (NCBI) versus ENSG00000013619 (Ensembl release 70-January 2013). Primers were designed for the coding exon 2, 3, 4, 5, 6, 7 of MAMLD1. DNA extraction was performed using TIANamp Blood DNA Kit (TIANGEN Biotech (Beijing) Co., Ltd, China) and purity test was done. Ploymerase chain reaction (PCR) was performed with use of LONGgene A300 PCR and Premix Ex Taq Version2.0 (TaKaRa D332A), GC buffer (TaKaRa DRR20GC1) and rTag (TaKaRa DR001BM), 35 cycles of denaturation at 94à ¢Ã¢â‚¬Å¾Ã†â€™ for 30 seconds,extension at 72à ¢Ã¢â‚¬Å¾Ã†â€™ for 60 seconds. Mutations were identified in the six coding exons and flanking regions of MAMLD1, and those mutated exons were examined for the control group. Statistical analysis The SPSS 18 software was used for statistical evaluation. Chi-square test was used to compare the two groups, frequency of single nucleotide polymorphism between the two groups was analyzed using Fisher Exact test, and differences were considered statistically significant when the p-value was G (p.D2G), IVS4-364C/A (rs1209024), c.1910A>G (p.N637S), c.2208T>C, c.2227 G>A (p.E742K, rs5925166) and IVS8-144C/T (rs658748). Two types of mutations were detected in exon 5 and 7 in all healthy controls, including c.1910 A>G (p.N637S, rs2073043) and c.2208T>C. Among all the mutations, c.5A>G (p.D2G) was a newly discovered point mutation, others were all single nucleotide polymorphism. The studied group compared to the control group, the frequency analyzed by Fisher Exact test, the P value for IVS4-364C/A, c.1910A>G (p.N637S), c.2208T>C, c.2227 G>A (p.E742K) and IVS8-144C/T were 0.002, 0.638, 0.362, 1 and 0.509 respectively. Therefore, the frequency of IVS8-144C/T was significantly different be tween the two groups, and the frequency of the other 4 SNPs were not significantly different between the two groups. Relationship between mutations of MAMLD1 and clinical phenotypes of hypospadias One case with c.5A>G (p.D2G) was isolated hypospadias, the urethral opening position was located at the middle segment of penis. Due to the limited number of mutation cases, the sample size should be increased to study the relationship between c.5A>G (p.D2G) and phenotypes of hypospadias. Analyzed by Chi-squared test with Yates continuity correction, the frequency of IVS4-364C/A was significantly different between patients with and without micropenis and/or underdeveloped testicles (p=0.001). Discussion Chromosome abnormality and karyotype change is one of the causes of hypospadias. Till now, ten types of chromosome abnormalities were confirmed involving chromosome 1, 4, 6, 8, 11, 13 19, 20, 21, X, Y, etc. In the studied 72 patients, abnormal karyotype was identified in 3 patients, and all were karyotype as 46, XX (SRY+ in 1 case and SRY- in 2 cases). For these three patients, uterus and ovary were not found through the laparoscopic exploration. Therefore, they were diagnosed to be 46, XX male sex reversal syndrome. Karyotype analysis is important for hypospadias patients with sex reversal syndrome in exploring candidate gene and pathogenesis, in clinical diagnosis as well as in making therapeutic plan. However, there are only 3 cases with karyotype abnormality in the 72 patients studied, which means chromosome abnormality is not the leading cause of hypospadias. MAMLD1 is initially detected in patients with X-linked myotubular myopathy. The reproductive systems of patients are normally developed with mutations in Myotubularin MTM-1, while different degrees of malformations occur in cases with deletion of MTM1 gene.(8-11) Except MAMLD1, no other candidate genes were found in the deletion region. These results indicate that MAMLD1 is the perfect candidate gene for the study of 46, XY DSD, especially for hypospadias. In the works of Fukami et al., three nonsense mutations were detected, i.e., p.E124X, p.Q197X and p.R653X, in 4 XY DSD cases, involving micropenis and hypospadias with urethral opening position located on scrotum and the joint at penis and scrotum.(12) Kalfa et al. have studied the mutations of MAMLD1 in hypospadias patients and discovered 3 mutations, including p.V432A, p.E109fsX121 and P.531ins3Q, and they proposed that 10 percent of all the severe hypospadias cases was caused by mutations of MAMLD1.(13) In the study of Chen et al., three mutations of MAMLD1 were discovered, i.e., p.Q529K, p.D686D and noncoding region c.2065+8a>t, in 99 Swedish with hypospadias.(14) However, this is not the case in China. Qian et al. have studied the mutations of MAMLD1 in 100 cases of isolated hypospadias,(15) where 200 healthy participants were randomly selected as control. In their work, two point mutations, c.1699C>T and c.1985A>G, were detected and all were SNPs, and statistical analysis revea led that MAMLD1 is not the candidate gene for isolated hypospadias in China. The different results may be due to the different inclusion criteria of studied population between China and abroad, i.e., the studied populations of foreign works were mostly composed by hypospadias cases complicated by other genitourinary system malformations, including gonadal dysgenesis, while mostly isolated hypospadias cases were selected in the works of Chinese. In this study, a new point mutation c.5A>G was detected in exon 2 of one patient, and this mutation was not found in controls. The mutation makes the second amino acid position, originally the hydrophilic negatively charged aspartic acid, substituted by a neutrally charged glycine. For various species, the second amino acid position in exon 2 of MAMLD1 is highly conserved, and analyzed via polyphen, the mutation c.5A>G (p.D2G) of MAMLD1 is predicted to be probably damaging with a score of 0.996 from HumDiv and 0.993 from HunVar, which indicates that c.5A>G (p.D2G) is highly related to hypospadias. SIFT predicts that the mutation can affect protein function, since there is no protein diversity on the site (supplementary figure 20). The case with c.5Aà ¯Ã‚ ¼Ã… ¾G was isolated hypospadias, and the urethral opening was located in the middle segment of penis. A big sample size and the information of the exact protein function are required to elucidate whether c.5A>G (p.D2G) of MAMLD1 is the cause of isolated hypospadias and its role in human sexual differentiation. The meaningful SNP detected in this work is the full mutation in introns close to exon 3, i.e., IVS4-364C/A (rs1209024), in 12 patients, which is not found in controls. The 12 cases including 2 cases with anterior hypospadias, 9 cases middle urethral openings and 1 case posterior urethral opening. Among all the 12 patients, 6 were complicated by 2 other malformations, 8 cases were complicated by micropenis and/or underdeveloped testicles. Generally, introns are non-coding sections of a gene, which are removed before the mature mRNA can be transported, thus do not exist in the mRNA sequence. However, there may be several mini genes in some introns, the so called genes-within-genes. The frequency of IVS4-364C/A was significantly different between patients and controls, and it was also significantly different between patients with and without micropenis and/or underdeveloped testicles. Therefore, two possibilities could be speculated, the first is that there may be coding sequence relat ed to micropenis and/or underdeveloped testicles in the introns close to exon 3 of MAMLD1, the second is that the mutation could affect mRNA shear mode, thus lead to the change of protein function. Next step of our study plan is to verify whether the mutation could affect mRNA shear mode through reverse transcription, amplification and sequencing of extracted mRNA. References 1. Skakkebaek NE, Rajpert-De ME, Main KM. Testicular dysgenesis syndrome: an increasingly common developmental disorder with environmental aspects. Hum Reprod 2001;16:972-8. 2. Sharpe RM. Pathways of endocrine disruption during male sexual differentiation and masculinization. Best Pract Res Clin Endocrinol Metab 2006;20:91-110. 3. Sharpe RM, Skakkebaek NE. Testicular dysgenesis syndrome: mechanistic insights and potential new downstream effects. Fertil Steril 2008;89(2 Suppl):e33-8. 4. Wu YQ, Dai L, Wang YP, Liang J, Zhu J, Wu DS. Secular Trends of Hypospadias in Chinese Perinatals. J Sichuan Univ (Med Sci Edi) 2005;36:274-6. 5. Liang WQ, Ji CY, Zhang JM, et al. The correlation between the type of hypospadias and external genital system malformations. Chin J Urol 2011;32:126-9. 6. Laporte J, Kioschis P, Hu LJ, et al. Cloning and char acterization of an alternatively spliced gene in proximal Xq28 deleted in two patients with intersexual genitalia and myotubular myopathy. Genomics 1997;41:458–62. 7. Laporte J, Guiraud-Chaumeil C, Vincent MC, et al. Mutations in the MTM1 gene implicated in X-linkedmyotubular myopathy. ENMC International Consortium on Myotubular Myopathy. European NeuroMuscular Center. Hum Mol Genet 1997;6:1505-11. 8. Bartsch O, Kress W, Wagner A, et al. The novelcontiguous gene syndrome of myotubular myopathy(MTM1), male hypogenitalism and deletion in Xq28: report of the first familial case. Cytogenet Cell Genet 1999;85:310-4. 9. Bates PA, Kelley LA, MacCallum RM, et al. Enhancement of protein modeling by human intervention inapplying the automatic programs 3D-JIGSAW and3D-PSSM. Proteins 2001;S5(Suppl 5):39-46. 10. Biancalana V, Caron O, Gallati S, et al. Characterisation of mutations in 77 patients with X-linked myotubular myopathy, including a family with a very mild phenotype. Hum Genet 2003;112:135-42. 11. Hu LJ, Laporte J, Kress W, et al. Deletions in Xq28 in two boys with myotubular myopathy and abnormal genital development define a new contiguous gene syndrome in a 430 kb region. Hum Mol Genet 1996;5:139-43. 12. Fukami M, Wada Y, Miyabayashi K, et al. CXorf6 is a causative gene for hypospadias. Nat Genet 2006;38:1369-71. 13. Kalfa N, Liu B, Klein O, et al. Mutations of CXorf6 are associated with arrange of severities of hypospadias. Eur J Endocrinol 2008;159:453-8. 14. Chen Y, Thai HT, Lundin J, et al. Mutational study of the MAMLD1-gene in hypospadias. Eur J Med Genet 2010;53:122-6. 15. Qian C, Lin HW, Sun P, et al. Research of MAMLD1 gene in Hypospadias. J Clin Pediatr Surg 2012;11:106-11. Figure Legends Figure 1. Mutations of MAMLD1, the number represents the exon serial number, the black area represents the coding region. Table 1à ¯Ã‚ ¼Ã… ½Clinic phenotypes of 72 patients with hypospadias Table 2. Patients complicated by other genitourinary system malformations Table 3. Mutations of MAMLD1 gene screened in patients and controls

The Celtic Appreciation of Nature Essay -- essays research papers

The Celtic Appreciation of Nature In doing this assignment, I was looking forward to becoming more appreciative of nature, and all that it has to offer us, wanting a better understanding of it all. It seems that we take all of the beauty of our earth for granted, we are spoiled and it shows. In completing this practicum, I hoped to return to a state of mind where everything I see has beauty in it, like a baby seeing things for the first time, when everything is so fascinating, that touching it in complete awe is all I want to do. The Celtic appreciation of nature is what influenced the path I took with this day of reflection. The way they loved it as though it was their child, the way they respected it as though it was their mother, and even the way they feared it, as if it was their school principle (for lack of a better term). They held Mother Earth’s gifts in such high regard, and that is what, to me, is so wonderful about them. Throughout the day I told myself repetitively that, â€Å"The world was not created for us, but us for her.† I felt that personifying earth was more appropriate, considering it’s so alive with so many things that are, and possibly will forever be, unfathomable to us. This was my Lorica, I also wrote a poem that is at the end that meant a lot to me and reflects the way I felt while the sun was descending.   Ã‚  Ã‚  Ã‚  Ã‚  I referred a lot to the Thomas Berry video, recognizing the fact that his feelings are another inspiration for this day. He too, feels that we are way to ungrateful of our natural surroundings, and that we should alter our ways to preserve what is left. I also used an internet article by Carl McColman titled, â€Å"Celtic Spirituality: an Interfaith Approach – What is Celtic Spirituality?† he also describes the Celtic Faith as being: â€Å"†¦earthy, natural, of the soil, of the clay. This is true whether your particular flavor of Celtic wisdom is Pagan, Christian, New Age, or some hybrid thereof. Celtic spirituality is the spirituality of land, sea, and sky; of the rocks and the trees and the animals; of holy wells and standing stones and windswept tors. The earth is our mother; we must take care of her . . . this is not only a native American sentiment, it is a truly Celtic sentiment as well.† (www.druid.org) I felt this was a wonderful statement, because it was what I was thinking the majority of the time ... ...beautiful.   Ã‚  Ã‚  Ã‚  Ã‚  But through all this wonderful mental â€Å"working out,† I had one fear, the fear that sticks with me no matter where I go, the fear of failure. Whenever that thought crept into my mind, my body became so paralyzed with fear that I would get this immense sensation of being hot. I could feel my face turn a bright shade of crimson, and my eyes welled up with tears to the point that one time all I could do was break down.   Ã‚  Ã‚  Ã‚  Ã‚  I have to admit; coming into this assignment I was very apprehensive. It seemed really â€Å"out there† and a big waste of my time to sit alone for 5 hours straight. Even in the beginning, while I was there I was wary of it all. I almost had to laugh at myself at some points. But as my day carried on, I learned, felt, and absorbed so much, that now I feel ashamed for ever doubting it. And now I have this grasp of nature and spirituality as one common ground that I thought I would never have. I take the time to stop and think about if what I have been taught, or everything I believed to be true ever was. I question things instead of just accepting them. I go beyond the surface of everything in life now.

My Educational Philosophy A Reflective Comparison

each pedagogue has the lower limit of five old ages of experience. In comparing my educational doctrine in which I have gain through their old ages of experience. I will besides contrast their doctrine along side of my ain. At manus there are assorted diverse constructions in doctrine utilized in our instruction construction today. It is non unnatural to separate extra doctrines integrated in a school or schoolroom environment. While incorporating the assorted educational positions in the schoolroom, one would be obliged to hold construction of their schoolroom community. An person who enjoys learning will invariably prevail to develop their comprehension and acclimatise with the changing era. PhD Elise Kirchoff an pedagogue of 25 plus old ages in instruction has the assurance, creativeness and bravery ; individualizing has she would show her instruction manner. She believes in being convenient in order to be lissome towards each pupil acquisition demands. PhD Kirchoff besides considers mortal true within our school territory ; instructors contain a kind of freedom in their academic professionalism when it extends to choose on methods of direction and developing lessons. Meaning it all depends on the territory 1 may work for. As clip goes by each coevals instruction, larning potency does vary. The instruction manner educated in the early 80 ‘s is most likely infective in today ‘s schoolroom. PhD Kirchoff agrees in non being prepared on holding to make â€Å" throng control † ( Kirchoff ) . Though in the methods of subject in maintaining a schoolroom orderly focused and respectful she replied, have zero tolerance in schoolroom breaks would maintain the le sson traveling. With 30 old ages of learning experience PhD Kirchoff feels NCLB has non aided in her ability to learn, it has footing an surplus in paper work as an option. However throughout her old ages of learning she has come to appreciate the diverseness of legion pupils and how each pupil acquisition demands are inimitable. There are no cooky cutter lessons for particular need pupils. Jason Keller with 10 old ages of learning experience nine old ages in physical instruction while one twelvemonth in particular instruction. Keller Teachs in the BIC unit ( behavioural unit ) he based his replies toward his category. He based entirely on the unit for the ground of, when I set up the interview he was merely able to reply as a particular instruction instructor non has physical instruction instructor in which he has 9 old ages of experience. That said Keller ‘s personal strengths he finds particularly helpful in learning is to be patient and understanding. The pupils who are placed here have utmost emotional, behavioural jobs non including their disablements. Keller describes his instruction manner geared toward positive support instead than ensue and hit oriented, more advancement and betterment based. In comparing to PhD Kirchoff, Keller besides deems on the belief of holding the freedom to academic methods of direction and developing lessons. Both feel the same about NCLB, how it has non made their occupation as pedagogues any easier. Merely it has been a load of paperwork. Where they experience the clip is wasted on alternatively on category direction. Jessica Morales five old ages of schoolroom direction, Morales finds strengths particularly helpful in her instruction describe as, willingness to ne'er give up. When feeling overwhelmed, one needs to be able to stay unagitated and take a deep breath. Her teaching manner is flexible a manner to suit to all her pupils demands. In pull offing her to be flexible for the diverseness of each of her pupils it takes some work, though she feels the more that she gets to cognize her pupils, the easier it becomes. It will ne'er be wholly easy, but you will larn to suit your pupils. In comparing to these fantastic pedagogues my educational doctrine I would depict as being able to intrust the instruction and development to every pupil in malice of cultural or cultural background or economic position. However, my educational doctrine encloses by wrought of legion effects ; in trusting on my philosophic foundation to assist me construct both content and teaching method. It is of import to hold strong beliefs, grounded in sound theory to steer our teaching.A It is every bit imperative to go on unfastened minded to innovative tendencies and techniques that may advance our students.A In naming an educational doctrine motionless it will non be eligible ; it alters with clip and apprehension, and I will persistently copy, detect, and filtrate what I believe and why I believe it. As I gain knowledge my doctrine will alter, take a few things out or taking a few things in. A Among these changes I am unfastened to anything and my positions will be flexible and as unfastened to sentiments as I can be. A When I tell my pupils to woolgather, purpose for the stars, I am stating they can suppress a new end each new twenty-four hours, and so I will hold succeeded in my schoolroom. As an pedagogue I have seen the impact on pupil ‘s lives as their instructor the positive influence we have towards them to go good function theoretical accounts in society. We as instructors and students to the system learn something every twenty-four hours. I anticipate bring forthing a affecting experience within my pupils ; whereby they develop comprehension, include an optimistic ego reg ard and connubial motivation.A The apprehension they attain will be nonsubjective oriented and syllabus driven.A The manner I achieve this will fluctuate intrusting on the eccentricity of peculiar category and the pupils in the category. Finally, professional development is compulsory for whichever instructor who obtains unremitting self betterment. A I am non merely an pedagogue ; I am facilitator in the instruction development and supply a positive function theoretical account to society. A I contain an digesting answerability to magnify my comprehension of both capable affair and sophistication, and to invariably re-examine my proceedings and course of study in response to a continuously altering environment. As an educationist I need to be enthusiastically attentive of the place I participate in a pupil ‘s existence.A Life suggestions an incomputable district of educational duties, each forcing personal growing and extended cognition with each individual.A As a instructor, I need to be a supple to the character that validates an unqualified, reliable blessing of all my pupils and invariably petitions to help an instruction that counterparts each individual.A In my schoolroom, I will show a secure, an environment which encourages a regard of persons self construct and larning style.A Many have an of import input to suggest to this world.A In any circumstance I will help pupils in their hunt of their individuality immediate to the extended ends of instruction.

Essay on Palestinian Israeli Conflict

Essay on Palestinian Israeli Conflict Essay on Palestinian Israeli Conflict Munther Dajani Professor Larsen Writing 121 Nov. 8th, 2012 Palestinian-Israeli Conflict: Unit 2 â€Å"The conflict between Israelis and Palestinians is one of the most enduring and complex in the modern world and continues to entangle and engage the international community to this day.† (Milton-Edwards 2). It seems as though every super power and any international affairs controversies are constantly enveloped in the Palestinian-Israeli conflict, as you know. Why is such an important matter, like this conflict, in politics around the world? Most people here in the U.S. believe that this is a conflict due to the Middle East’s constantly reoccurring conflicts and will usually side with the Israeli’s, due to their western support. It impacts much of the Middle East conflicts and politics, which seem to be extremely abundant in our news today. This conflict takes place in what is now known as the Palestinian territory and the state of Israel. Palestine, as it was once known and still called by the Arabs and Palestinians who refuse the acceptance of an Israeli state, is one of the holiest places on Earth, containing holy sites for all three of the major religions; Islam, Judaism, and Christianity. Genocide, occupation, terrorism, refugees, war crimes, and peace agreements are all topics that can surface when this topic is discussed. The relationship between the Israelis and Palestinians is a deep and complex one and cannot be simply explained or solved. The United States, Britain, France, and many nations in the Middle East all had major parts in the birth of the Israeli state. Following events that took place in Europe, such as the holocaust, colonialism, and world wars, aided in the development of a Jewish state, which was established not under the Jewish peoples, but through the British occupied Palestine, who essentially created the state of Israel with British foreign interests in mind. Obviously, this caused alarm for the Palestinian peoples and initiated the foundation for the present conflict. To me, I feel connected to this topic because I have personally been to Palestine and Israel and have seen the situation that it is today. I have relatives that live there and what I have seen has been alarming as to what I have learned about the situation. Decades of war and bloodshed bring us to the problematic situation of today, where peace negotiations still seem to be but imperfectly realized by both sides of the conflict. So then, why is peace so difficult to achieve and can the actions taken to create a Jewish state be justified? First, we start by exploring the complex historical background of the conflict before us. Palestine was its own state under control by the Muslim Ottoman Empire, which controlled much of the Middle East region. Why then, did this Jewish immigration begin and with the help of the British? In Beverly Milton-Edwards’, Professor in the School of Politics, International Studies and Philosophy at Queens University Belfast and author of Islamic Foun dationalism Since 1945 and Contemporary Politics in the Middle East, The Israeli-Palestinian Conflict: A People's War, states that, â€Å"factors such as the spiritual attachment and renaissance in romantic Christian association with Zion and the Jewish people, led to a growing sympathy for the Zionist cause of a Jewish state.† (Milton-Edwards 3). Dr. Milton-Edwards may have bias with the Israeli position because of his background in England and Israel. His book seems legitimate since it was published and reviewed. Knowing that the British have history with the idea of supporting the Jewish state, it explains why they would help establish Israel for the Jewish people. But question is then, why would there be interest for the British to waste time and resources on helping out the Zionist idea? Well, Dr. Milton-Edwards also explains how by establishing this Jewish state in the Middle East, it would give the British a slice of control over the Middle East region

Human Resource and Cross Cultural Diversity of Holiday inn The WritePass Journal

Human Resource and Cross Cultural Diversity of Holiday inn Introduction Human Resource and Cross Cultural Diversity of Holiday inn IntroductionCompany background  History of the CompanyFeatures of Holiday InnOrganizational ChartHRM ActivitiesPLANNINGa. Long term planb. Short term planc. Benchmarkingd. Contingency Planninge. Participatory PlanningJOB ANALYSISEmployee RecruitmentInternal Recruitment:External Recruitment:SELECTIONOrientation PlacementTraining DevelopmentOn-Job Training:Off-job Training:PERFORMANCE APPRAISAL  360 DEGREE PERFORMANCE APPRAISALSEMPLOYEE RELATIONSEmployee remunerationEmployees Benefits and servicesEmployee Welfare  Industrial relation:Managerial DiversityRecommendationsConclusionREFERENCESRelated Introduction This report is a research about human resource and cross cultural diversity of Holiday inn. Almost all professional’s work with different cultural backgrounds and communication styles. Developing communication skills with different people requires honesty, trust and respect. In this report the main objective will be about how holiday inn manages its employees and the aspects of managing cultural diversity. There will be descriptions about the HR policies and how holiday inn overcomes its problems relating to HR. Company background   Holiday Inn is a subsidiary of Intercontinental Hotel Groups (IHG).IHG operates 7 brands of hotel worldwide and the headquarters are in the UK. The chain includes intercontinental hotels and resorts crown plaza hotel and resort holiday inn express stay bridge suites holiday inn hotels and resort hotel indigo candlewood suites Holiday Inn is a stylish hotel which offers refreshing simplicity. Holiday Inn is the most recognized hotel brand in the world with a global reputation for service, comfort, value and location. After the prelaunch of Holiday Inn, today it has come up with its many chains and sub branches like holiday Inn Express, Holiday Inn Club Vacations and Holiday Inn Garden Court. With over more than 3000 branches worldwide and 65 in the UK it has become the largest hotel chain. Its main aim is to full fill customer’s desire and employees need. That’s why holiday inn has come up with value offers; priority club rewards occasion’s offers for the comfort of its customers. For easy access it also provides online booking, lend rooms for meetings, conferences and many other such facilities for more comport and ease of customers. This hotel is conveniently located and you can find them through out the world or just outside the Airport. Today, Holiday Inn is proud to be an Official Olympic partner 2012 in London. This will include hosting the world’s athletes and welcoming them to Holiday inn family. They also be providing flexible employment so that they can earn while train. History of the Company    The foundation of Holiday inn was in 1952. It was opened in Memphis, Tennessee by Kemmons Wilson. He also wanted to provide less-costly accommodations for families. So he teamed-up with Wallace E. Johnson. Kemmons Wilson first came up with the idea to team-up following a road trip to Washington, D.C. He claims to have been so disappointed with the quality of the roadside motels he encountered, that he wanted to do something that would bring change. The name of the Holiday Inn franchise was originally provided as a joke by architect Eddie Bluestein. Bluestein was making reference to the Bing Crosby movie. The chain grew dramatically in 1957, following the chain’s official renaming as Holiday Inn. Within one year, there were over fifty Inns throughout America. In 1968, the 1000th Holiday Inn opened in San Antonio; Texas. In 1970’s The Holiday Inn chain led the motel market, putting a huge amount of financial pressure on more traditional hotels. It also set the standard fo r copycat competitors like Days Inn, Ramada Inn, Best Western and Howard Johnson’s. When Wilson was featured on the cover of Time Magazine in 1972, there were over 1,400 Holiday Inn hotels worldwide. The decision to include indoor pools at many of the chains, further brought customers flocking through the doors. Wilson retired from his work with Holiday Inn in 1979. Holiday Inn lost its dominance over the market in the 1980s. In 1988, the franchise was bought by Bass Brewers, which would later become the InterContinental Hotels Group. Two years later, the Holiday Inn Hotels located in the United States were also purchased after Wilson sold his remaining interest in the company. Holiday Inn is still a name that can be used by leasing the brand franchise from InterContinental who holds the rights to it. In January 2002; the company produced a new 130-room Next Generation prototype hotel to rebuild the brand. It included a bistro-like restaurant and an indoor pool. The first of these prototype hotels, the Holiday Inn Gwinnett Center, was built in Duluth, Georgia, in 2003.On 24 October 2007; IHG announced a worldwide prelaunch of the Holiday Inn brand. The prelaunch is focused on delivering consistently best in class service and physical quality levels, including a redesigned welcome experience [and] signature bedding and bathroom products The first prelaunch Holiday Inn opened in the USA in the spring of 2008. Currently there are more than 2,500 prelaunch Holiday Inn brand hotels around the world and the Holiday Inn global brand prelaunch process is on track to be completed by the end of 2010. In September 2008, IHG announced the creation of a new timeshare brand, Holiday Inn Club Vacations, a strategic alliance with The Family of Orange Lake Resorts. Holiday inn relaunch was the biggest relaunch ever in the history of hotel industry. Jane Bednall from Holiday Inn said: The Holiday Inn relaunch is all about focusing on what matters most to our guests a modern, contemporary hotel with friendly efficient service and offering a great nights sleep. Weve teamed up with Diversity to bring this to life for our guests in a fun and entertaining way and to mark our 100threlaunched hotel in Europe. The Dance Inn not only shows off what a relaunched Holiday Inn hotel looks like, but also gives people some great moves for the dance floor. Features of Holiday Inn 9 Floors 120 Guest rooms 68 Double Bedded rooms 52 Single Bedded rooms 8 Suites 1 Special rooms for disables Downtown Cocktail Longue Gym Swimming Pool Travel Desk 3 Restaurants Car Rental desk On-site business facilities Kid Suites room Organizational Chart Holiday inn organizes its management in a very authentic way. The organizational chart is a vertical one where the General Manager is the main head of the organization and if in absences of him/her the executive secretary is in charge. The chart shows a centralized power and formal control system. This essentially indicates that there is a routine task for every department and strictly emphasis on its rules and regulations. This helps to smoothen in the operation of the organization which clearly defines who is responsible for what. Also, helps to provide a consultation on what the organization core and culture is about and how to proceed the organization infrastructure to support those needs. The HR holds the responsibilities in formation of the hotel and its employees. HR has HRM Activities There are certain rules and process to be carried out by the HR department for a refined performance in the hotel by the employees and the heads themselves. PLANNING Planning is a process to accomplish goals. It should be real depending upon the activities. Holiday Inn basically follows 5 planning rules. a. Long term plan Long term plan is achieving respect from every traveler by being the number one choice and to earn revenue for the establishment of a better business. b. Short term plan It’s main focus to be friendly and caring with all its customers and to give comfort feeling of stay. Normally, Holiday Inn focuses in short term plan. The plans are made accordingly to its financial matters entirely by the management department. Furthermore, the term â€Å"Manning† is also applied by the HR manager in the hotel. In this process the HR has to maintain a proper record of employees working in a specific year and to maintain the number of employees. c. Benchmarking As Holiday Inn is a franchise of Intercontinental Hotel Group (IHG), it has to maintain a standard of benchmarking of hotels competing against ING. d. Contingency Planning Every organization has a contingency plan for every department. For Example, In Holiday Inn, The contingency plan in the HR department is, if the chief chef leaves the hotel for any reason the hotel will hire a trained chef for a certain period of time under contract basis until Holiday Inn finds its own chef. By having a contingency plan it helps the organization to avoid halt of operations during emergencies and helps to cope with unexpected situations and developments. e. Participatory Planning This plan refers to involvement of every staffs and workers in the hotel to formulate and carry out a plan. Different employees inspire different plan which helps for further decision. The HR is responsible to make sure every employee has an implemented plan, this leads for a better efficiency of work in the hotel. The main objective of planning is to focus on future demand and to get the right people with right number of employee in the organization. The Human resouces Process needs to be implemented which helps for future personnel needs , cope up with sudden and future change, create highly talented personnel and internal expansion with good reputation of the company. JOB ANALYSIS HR plays the major role in job specification, description and performance standards. The first step is to complete a formal job analysis for each position. Holiday inn evaluates the information provided by concerned department heads. The observation and interviews are the major sources taken care by the HR department. Holiday inn has a certain rules for job analysis where step by step process is implemented. Firstly, they check the job information with accuracy then write a job description based in the information proved and determine the skills, abilities and knowledge that is required. In this process all the involvement of employee is untaken for collecting job related information’s, duties and responsibilities. Mainly job analysis is considered as gathering information, processing them, giving job description and specification. Holiday Inn makes its analysis by observations, interviews and questionnaire’s where specialists are assigned in co operation with manages, supervisors and employees. To design a job, the specialists are required where HR plays the role in recruitment, Selection, training and other practices in the Hotel of employee. Lastly, the job analysis form or samples is printed with job title, job description, reporting person duties and responsibilities. Employee Recruitment Employee recruitment in simple term is recruiting qualified employees. There are certain regulations to be followed by the HR manager for recruitment process. The HR manager is responsible for designing and implementing the process that will fulfill the industry’s needs. Furthermore the HR is responsible for finding sources of applicants, writing and placing the advertisements, contracting agencies and schools. Holiday Inn divides its recruiting process in two terms: Internal Recruitment: This type of recruitment is mostly in practice in Holiday inn. Here, it focuses in present employee’s application for required position. Then if there is any reference from current or former workers is taken under consideration. External Recruitment: External recruitment is a difficult part for the HR manager. Finding a candidate from outside the organization needs a lot of thinking. The effectiveness and success of the organization depends on the external recruitment process. External recruitment done in this hotel is placing advertisements in new papers/radio/television, contacting universities/colleges/institutes or agencies, walk-in interviews, etc The HR department of Holiday in practices its recruitment process in six stages. Planning Strategic development Searching Screening Evaluation control SELECTION Different hotels have different selection process. It basically depends upon the managerial policies. Selecting a candidate is a long process from the time of interview to final contract. HR manager has all the responsibility to hire the person/candidate with the best abilities, skills and knowledge. The format of Holiday Inn in selection process is Taking application forms Screening the forms Interviews selected forms( job interview and personal interview) Testing( oral and written tests) Selection in probation ( which takes 3 months time) Background and reference check Physical examination Hiring on the basis of permanent or part-time contract. Once a candidate is hired his/her performance is evaluated every month by the supervisors. Holiday inn selection is made positively supporting the diversity and selection is made according to the requirement of the job. Orientation Placement After the selection process is over Holiday inn introduces each employee to its new job, co workers and organization. This is done for the comfort of new employees. Orientation about every department and every employee is given which normally takes 2-3 weeks. Placement is giving the right job to the new candidate. Mainly assessment classification is placed for newly hired employee. Training Development Training and development activities are carried on in order to implant specific skills, knowledge and ability in an employee. Holiday inn believes that effective training is the success of a hotel. There are two techniques which holiday Inn implies: On-Job Training: This type of training requires planning and supervision for effective development in practice and employee oriented capabilities. This training is cost effective. Assigning workers in sales, food beverage department, check in, check out positions are practically done in training. Furthermore, list of sequel steps are that should be correctly followed and required materials/tools are provided for effective training. In the end, feedback from every candidate is undertaken and evaluated. Off-job Training: The three main focus of off-job training is in-house, external and independent. Where, in In-house lectures, demonstrations and technical knowledge is provided. External focuses on discipline concerned with hospitality and finally independent focuses on training methods controlled and managed by the learner himself. Which includes, computer assisted learning and interactive visual learning. The training process of Holiday inn is categorized as:   Assessing training needs preparing the training plans specifying training objectives designing the training program selecting the structural methods completing the training plan conducting the training evaluation the training placing further training (if required) This process helps in developing the potential in every employee to make a long term successful career. PERFORMANCE APPRAISAL Performance appraisal is the actual performance of an employee, behavior on duty and potential for future. It is generally done for the promotion or termination on an employee. There are different methods of appraisal in different hotels but commonly used is rating scale method which is either done on day to day performance or questionnaire. Challenges of performance Appraisal In Holiday Inn create an Excellence in culture and environment for every employee encourage the employee to make their own decision without the fear of failing provide and implement new challenges Developments of growths for skilled employees. The main process of Appraisal is: To set objectives of Performance Appraisal Establish job expectation Design an Appraisal programmer Performance interview In use of appraisal data.   360 DEGREE PERFORMANCE APPRAISALS 360 DEGREE appraisal involves process of receiving feedback from people whose views are considered useful for future. 360 degree feedback is typically provided in a form indicating skills, behavior, and scoring judgment process. EMPLOYEE RELATIONS Taking in consideration, with the ride of misbehaviors and unethical practices taking place in age, gender, religion discrimination and harassment, there needs to be a fair treatment to every employee. The HR department acts in involvement as liaison between entities, agencies and employees who should properly address and resolve the issues. For better performance, positive relation between organization and employees should be well maintained. Holiday inn basically concerns better relation of employees in the following: Employee remuneration The HR department determines the remuneration policy. In holiday inn, the external and internal factors are taken under consideration which deals with factors like cost of living, labour laws, economy, ability to pay the employees, performance appraisal, incentive payments. The hotel provides incentives to its well being employees which is decided by the HR manager. Employees Benefits and services The benefits and services provided by the hotel is Insurance, social secutity, worker’s compensation and even pay for not working hours such as annual leaves, sick leaves, casual leave, maternity leaves. The furthermore services provided are: One time free lunch and twice tea break Discount on hotel rooms and food Appreciation letter Award for employee of the month. Employee Welfare The term refers in taking care of the worker’s. it also refers in recognizing the value of workers,   motivating them, building up local hotel reputation and minimizing social evils. The HR department has one more role to participate in and keep the record of health of every employee.   Industrial relation: Holiday inn firstly established its relation with Gulf Oil Corporation in 1963, which was a long tern contract but ended up in 1982. In the past, the hotel went through many conflicts due to its name and logos. After the relaunch of Holiday Inn and becoming a subsidiary of Intercontinental Hotel Groups, it became success in establishing its reputation again in the hospitality industry. Today Holiday inn has many contacts with many other industrial brands such as a collective agreement with national automobile, aerospace and transportation of Canada. IHG announced in August 2010, that it has signed a franchises agreement with Alianza Fiduciara for building up a new branch of Holiday Inn in Columbia. There are more than 55 holiday inn brand in German’s and some is under constructions. Holiday Inn plays a major role in participating in IHG’s guest’s loyalty programmer. Managerial Diversity Managerial diversity is simply the differences between people of different gender, ethnic group, personality, color, background, education and so on. The Hr manager needs to effectively deal with the change, adaptability and communication of the employees in the organization. Holiday Inn is ready to spend resources in the management of diversity. But there are some challenges of diversity which arises such as communication which is a major problem in an organization, the resistance to change, which majority of the employee do not accept. The implementation of diversity in workplace is important aspect to think for the HR. holiday Inn one of those hotels which allows every employee to express its views and ideas. Recommendations When strengthening competitiveness take place many industry choose internal management actions including training and education and announcing employee pay role which is a lot of burden for the HR department. In Holiday Inn, to achieve progress there should be innovation of culture within the organization, which can help to cope up with arising challenges. The HRM should participate on more advice of management at all levels about implication of various practical policies. Programs such as job enrichment, incentive system should be purposed. More female worker should be introduced without any discrimination. The communication barriers needs to overcome and should be ready participation on adapting change. Many workers refuse to accept the fact of cultural changing in workplace. There should be proper tranined, motivated and more importantly flexible workplace. There is a very lengthy process of recruitment which should be minimized. Involvement of every employee should be taken in co nsideration of executive diversity. The hotel should permit the employees to join the crew on a permanent basis. Lastly, the hotel should participate in some corporate social activities as it is a part of the social well-being. Conclusion Hotel industry has similar work policy. Holiday Inn is a well known hotel which changes according to traveler’s need. It has made ease for every customers with online reservation facilities. The good HR policy will not only be the policy which only considers HR function with care but consider them as a culture of hotel policy. In Holiday Inn, employee care is the first policy. This gives a comfortable feeling to the employee which motivates them to work with interests. The working environment is quite friendly which helps employees to discuss their problems without hesitation. There is no discrimination made regardless age, gender, color, nationality, disabilities and so on. The responsibility of HR is much higher in Holiday Inn. The problem arising in HR department is systematically resolved .The cultural diversity is sometimes the major problem which should be taken under consideration .Lastly, as economy became global the work force becomes diverse .The Hotel’s succe ss depends on how it manages the diversity in the work place. Therefore, evaluation of organization diversity policy and plans for the future is completely necessary. REFERENCES 1. streetdirectory.com/travel_guide/12514/careers_and_job_hunting/how_hr_works_to_get_the_job_done.html 2. scribd.com/doc/27129689/Holiday-Inn 3. scribd.com/doc/20896686/Holiday-Inn-HRM 4. qualobster.eu/doc/Definition%20of%20Diversity%20Management.pdf 5. scribd.com/doc/22945926/HR-Practices-in-Hotel-Industry 6. http://en.wikipedia.org/wiki/Holiday_inn 7. ihgplc.com/index.asp?pageid=409 8. http://download-reports.blogspot.com/search/label/Hotels%20and%20Recreational%20Business 9. http://encyclopedia.jrank.org/articles/pages/1168259/Holiday-Inn.html 10. answers.com/topic/cross-cultural 11. ihgplc.com/index.asp?PageID=57NewsID=2370 12. lrb.bc.ca/cas/WTI19.pdf 13. hospitalitynet.org/news/4050312.html 14. diversityworking.com/employerZone/diversityManagement/?id=9