Use Smart Writing Services to Make Sure That You Dont Miss Any Details

Use Smart Writing Services to Make Sure That You Don't Miss Any DetailsWhen searching for a job, many people use the services of smart writing services to write their resumes and cover letters. These services are a great way to make sure that you don't overlook any important details in your resume or cover letter, but how do you find these kinds of services?The first thing to consider is whether or not you want the services of a professional or the right tools. You might think that hiring a professional would be too expensive, but actually it can save you a lot of time. Instead of wasting your time on filling out resumes that you may never be seen by the company you're applying to, you can simply find the right kind of service and hire them to write your CV and cover letter.The right tools can help you avoid these mistakes by helping you with writing your cover letter and resume. It is very important to use these services because they are very creative and know how to write something that is going to impress your employer and convince them to take a chance on you. They may not be able to reach all of your needs, but they can definitely help you get them.Another important aspect of using these services is that they will handle the majority of the work for you. A professional writing service is used to create a resume and cover letter that has an eye catching appeal that will attract the employer's attention. These services know how to make it look professional and impressive enough so that they don't forget about their customers.If you aren't sure about this and if you feel you don't have the right skills to put together such a service, then you may want to consider freelancing. Although you may still need to work on your writing skills, you will be able to find a host of other freelance writing services online that you can use to write your resume and cover letter.Freelance sites will allow you to find free samples and tutorials that you can use to get started. After you have finished putting together your resume and cover letter, you will still need to write the rest yourself. However, the quality will be significantly higher than using the services of a professional writer.If you want to save time and money, it may be a good idea to use the services of a freelancer. Freelance writers are known for being great at what they do and are likely to get the job done fast so that you don't waste your time trying to find someone else.

Samuel Becketts Waiting for Godot - God Isnt Coming Essay

Waiting for Godot - God Isnt Coming Waiting for Godot, Samuel Becketts existential masterpiece, for some odd reason has captured the minds of millions of readers, artists, and critics worldwide, joining them all in an attempt to interpret the play. Beckett has told them not to read anything into his work, yet he does not stop them. Perhaps he recognizes the human quality of bringing personal experiences and such to the piece of art, and interpreting it through such colored lenses. Hundreds of theories are expounded, all of them right and none of them wrong. A play is only what you bring to it, in a subconscious connection between you and the playwright. One popular interpretation of Waiting for Godot relates it to the†¦show more content†¦What else is revealed about Godots personality? ESTRAGON: And if we dropped him? (Pause.) If we dropped him? VLADIMIR: Hed punish us. (p. 59 B) VLADIMIR: ...Unless Godot comes. ESTRAGON: And if he comes? VLADIMIR: Well be saved. (p. 60 B) Godot is vengeful, yet is also a savior to them. If they leave, they will be punished. Stay, and they are rewarded. Sounds an awful lot like the Judeo-Christian-Islam God. Godot represent a relief from this empty and boring stage, which perhaps represents life. We are all waiting for something, its how we fill in the time until whatever is going to happen happens that is the subject of the play. Life has no meaning - this play has no meaning. VLADIMIR: How time flies when one has fun! (p. 49 A) Time is flying? But these two can not measure time; for them there is no beginning, and until Godot shows up, there is no end. The time in-between two indeterminate points is one of the subject of this play. What are we supposed to do with our time in this life while waiting for the Judgement Day? Didi and Gogo have fun. Another good shot at Godot as God is his name, Godot. Let me say that again... GOD-ot. Well, maybe its a stretch, but the very fact that you could say, without resorting to actually moving the letters around, Waiting for God, seems to have some significance. Further, the title in French include the pronoun On, which has the connotation of meaningShow MoreRelatedOverview of Three Interpretations of Samuel Becketts Waiting for Godot3226 Words   |  13 Pages Samuel Beckett wrote Waiting for Godot between October 1948 and January 1949. Since its premiere in January of 1953, it has befuddled and confounded critics and audiences alike. Some find it to be a meandering piece of drivel; others believe it to be genius. Much of the strain between the two sides stems from one simple question. What does this play mean? Even within camps where Waiting for Godot is heralded, the lack of clarity and consensus brings about a tension and discussion that has lastedRead MoreThe Absence Of God Wi thin Lucky s Speech1224 Words   |  5 PagesThe Absence of God within Lucky’s Speech Lucky’s monologue is the most confusing and, of course, the deepest part of the play. Towards the middle of part one in Samuel Beckett’s â€Å"Waiting for Godot†, the character called Lucky gives a â€Å"speech† to the audience. Of course, the first time viewing this, nobody understood the message given. How could you? It’s just a bunch of gibberish and nonsense. Except, Lucky’s speech isn’t just formless nonsense, it is simply dissolution of form. Lucky delivers

Process Design - 1109 Words

Riordan is a leading future 1000 manufacturing company that is an industrial leader in the field of plastic injection molding (Riordan, 2004). Riordan Manufacturing China plant acts as a decentralized unit of Riordan Manufacturing (Riordan, 2004). I have created a proposal package that will address the new process design that focuses on all phases of manufacturing the electric fans from determining the number of parts and components to the materials needed in production. It will include a new process design for manufacturing Riordan electric fans. The proposal will incorporate an analysis of the current production process. This analysis of the process design will provide information to remove bottlenecks. The production forecast will†¦show more content†¦Riordan should consider outsourcing as a one means of improving the supply chain. Outsourcing is an approach to push the responsibility and decision making to other companies, which are a part of several components of the supply chain. Company’s find that outsourcing can provide some relief to a company whom is experiencing a shortage of resources. Outsourcing could allow the company to focus on the core process of the business while providing the flexibility needed during varying demands. Supply chains management concentrate on inventory processes to complete the orders that are requested (Chase, 2005). The movement toward a just-in-time inventory system (JIT) could provide Riordan with continuous improvement in efficiencies to its fan production process. Riordan will take the stance of eliminating all cost that does not add value to the product. The China plant will be able to have their parts arrive at each workstation at the optimal time to complete the process in a more efficient manner. Riordan will establish areas in their production that are linked, which will provide a beneficial balance of flow of material throughout the production process. Production Forecast The production forecast for the China plant accounts for both the electric motors and plastic polymers, which are essential components of the electric fans. The inventory for the electric fan is projected by taking the average sales over the last threeShow MoreRelatedA Design Process1499 Words   |  6 PagesA design process is more experimental rather than technical, the insights that are reflected in the journey of design or research leads to transformations in the behavior of the practitioner. The possibility of outcome can be influenced either in positive or negative ways as it generally develops from the current issues in the society. This affects the whole process and choices a designer make, it can be related in terms of cultural, economical, global, political or environmental issues they canRead MoreDesign Process : A Model Process Essay1254 Words   |  6 Pages5. 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Prevention of Cruelty to Animals

Question: Discuss about the Prevention of Cruelty to Animals. Answer: Introduction Change management refers to an approach where the individuals are equipped and supported to adapt to change that brings organizational success. Being hired as an external change agent, the aim of this report is to make changes in the existing processes of Royal Society for the Prevention of Cruelty to Animals (RSPCA). RSPCA is a community based charity that works to prevent animal cruelty and promotes protection and care. The organization promotes animal welfare since its formation in 1981 (Rspca.org.au, 2017). The organization has a strong mission by promoting care and protection of animals. The organizational vision is to be the leading authority in animal protection and care. RSPCA runs 40 shelters with the help of 1000 employees working together to save the lives of Australian animals (Rspca.org.au, 2017). According to the case study by Dr. Niki Ellis, the results of qualitative research suggest that there is compassion fatigue among employees based on the figures for turnover, sick leave and productivity (Elis, 2007). The research suggests that the employees like a few things the best about working at RSPCA such as being a part of team, interacting with animals, helping animals find a new home and meeting new challenges regularly. However, a few parts such as making unfavourable decisions, physical complications like heat and rain, abuse, lack of resources, seeing animal cruelty and frustration at lack of success are quite stressful for the employees. Therefore, this paper shall help in developing corrective actions that can help the organization reach a desired state to the current one. Further, a change management program is framed by considering multiple factors such as depth, type and scale of change programme. Lastly, the progress shall be measured if the change is implemented su ccessfully. Development of Corrective Actions According to the report by Elis (2007), the situation of RSPCA in 2008 depicts compassion fatigue among employees. Compassion fatigue is a situation experienced by people in extreme state of preoccupation or stress caused to people providing care. As RSPCA employees provide care and compassion to the animals regularly, they are more likely to encounter compassion fatigue. The compassion fatigue is most prevalent in animal attendants than the inspectors and vets in RSPCA. Also, the same issue is found more in casual employees than in permanent. The rate of absenteeism is found more in animal attendants. The organization also faces staff turnover rate of 30% (Elis, 2007). In 2008, the employees faced certain challenges (Elis, 2007). The casual employees face issues such as workload and scheduling. Moreover, there is lack of trust that contributes to compassion fatigue. The employees also face issues regarding support from the manager as they do not find him approachable. Other issues s uch as maintaining line, limited time and resolving issues to a certain extent also exist (Holcombe et al., 2015). As there is compassion fatigue prevalent in the organization, a few corrective actions must be taken to develop a compassion satisfaction program. Compassion satisfaction refers to the positivity involved in caring. The employees need to feel good while they help the animals and make a positive difference in the world. The future desired state shall be the development of compassion satisfaction program shall be to foster positivity among the employees at RSPCA so that there is reduced absenteeism and turnover while increase in job satisfaction (Brannick et al., 2015). According to the report, the primary preventive or corrective actions involve the implementation of compassion satisfaction policy, smarter working program, celebrating wins, involving staff in activities and conducting survey of compassion fatigue and satisfaction (Elis, 2007). For compassion satisfaction policy, the guidelines of self-care need to be established in RSPCA in accordance with standards of Academy of Traumatology (Elis, 2007). The guidelines have two main purposes- not harming self while treating others, and attending to own physical, emotional, social and spiritual needs to ensure high quality services. Further, individual and organizational stress prevention techniques need to be applied. The job redesign shall increase the decision authority allowing the employees to plan their schedule without interference. Further, the casual workers at RSPCA can set their goals for understanding their role and improving performance. The employees working in different teams such as vets, inspectors, animal carers and attendants may negotiate their role based on their liking or personal choice. A de-stress workshop shall be helpful in creating a social support system that would provide feedback and emotional support to the employees. The employees at RSPCA need to take personal responsibility by increasing physical exercise and relaxation training to manage their stress levels (Jacobson, 2012). A smarter working program may be another corrective action to help RSPCA in reaching the desired state. The smarter working program may start with a workshop to brainstorm ideas and plan action. The managers at RSPCA may conduct a brainstorming session where they encourage employees to come up with thoughts and ideas that could be a creative solution. Team management software may be implemented so that the workers at RSPCA can share information and progress on website. A staff suggestion box through continuous improvement program can be run that shall help in improving work processes in the organization. The employees can be rewarded or recognized for making unique suggestions and improving process (Jacobson, 2012). Further, the managers must celebrate local wins. Celebrating wins is a great way to acknowledge the work of welfare workers at RSPCA. The employees have job insecurity and there is heavy workload that adds to organizational risk. There are physical environment risks such as heat and rain that causes distress among the employees (Slocum-Gori et al., 2011). With the uncomfortable work environment, it is necessary for the managers to accentuate the positive that increases the likelihood of positivity among employees. The staffs must be involved while implementing prevention strategy so that they feel active. The animal welfare workers must be involved in the decision making as they have the accurate information regarding operations. A compassion satisfaction and fatigue survey must be conducted to assess the employee satisfaction rate (Lee, MacFarlane, LeRoy, 2014). A few secondary prevention corrective actions may also be applied to RSPCA. RSPCA may conduct a peer support program to bridge to employee assistance program. The peer program shall enable the employees in recovering from the trauma they have passed through while recovering the animals. The peer specialists can offer support and teach skills to help animal find a new shelter. The empathetic listening, encouragement and understanding the employees can help them overcome social or emotional barriers to achieve goals. The induction training can be conducted where the workers can build relationships under good supervision. Also, necessary information can be recorded by communicating with the managers as it is seen that employees are reluctant to turn up to them (Scotney, McLaughlin, Keates, 2015). Guiding Change Management Plans Change management relates to a process that involves planning and delivery of the project. Change management can be referred as the separate component of project plans. This section provides guidance to the change management plans while considering the depth, scale and type of change management programme (Hayes, 2014). The first step is to identify change. The type of changed required for the organization is change in policy, systems and job roles. The speed of change required is moderate as the management of RSPCA may not be able to implement change immediately. The scope of change includes the managers, animal attendants, carers, vets and inspectors who work at RSPCA. The change shall affect the entire organization. There is a need to change the relationship between managers and employees so that the change can bring positivity and reduce compassion fatigue in the organization. There is readiness for change as the target training audience is selected (Tracy, 2014). There is a need for people change as the work practices need to be simplified. New behaviours is required by the managers so that the employees feel more connected to the organization. The policies regarding sharing information between employees and managers need to be changed as the subordinates are hesitant to speak to their managers. Funds shall be required to bring the change and conduct induction program, peer support program, and running website for smarter working program (Cameron Green, 2015). Policy / Procedure Type of Change Required Suggested Plan Compassion satisfaction policy Enhancing individual and organizational responsibilities Conducting animal care workshops, job redesign, role negotiation and creating a social support system, increasing physical exercise and relaxation training Smarter working program Running continuous improvement program to make constant changes Workshop to brainstorm ideas, managing team management software, and creating staff suggestion box Peer support program Skills-development programs, peer support groups Bridge to employee assistance program, offer support and teach skills Induction program Explaining policies and procedures, job role, performance measurement The employees shall be explained the policies and procedures. Job role must be defined. Performance shall be measured. Table 1: Change Management Plan Source: Created by Author Communication of objectives is necessary as there is a need for understating, acceptance, alignment and commitment. The message must be short so that it is simple and clear to the stakeholders. The senior management, employees and trainers are the stakeholders involved in the process (Bridges, 2014). The external change agent needs to consider the following audience or stakeholders as a part of the change management plan- Stakeholder Key Message Delivery Method Location Senior managers The behaviour needs to be changed and must be more responsible towards the social and emotional needs of the employees. Face to face communication RSPCA Employees (animal carers, attendants, vets and others) The employees must take initiative and provide feedback regarding the social and emotional support required in the organization. Emails, Face to face communication RSPCA Trainers The employees and managers must be trained using induction program, peer support program and others Face to face communication RSPCA Table 2: Communication Plan Source: Created by Author Stakeholder Group Type of Training Required Optimum Setting Delivery Method Employees Induction On-the-job training Face-to-face Senior Managers Induction On-the-job training Seminar Table 3: Training Plan Source: Created by Author Every change management plan has certain resistance from the employees or managers that is necessary to be managed. Method How to Use When to Use Advantages Disadvantages Education Communication the desired changes with justification Employees miss information regarding potential changes People often cooperate with required changes It is a time consuming process Participation The potential resisters must be involved and participated to carry change successfully Insufficient information to design and implement change Employees feel greatly committed to implement change Employees may design an inappropriate plan Facilitation Providing emotional support and skills training There is resistance when people fear not being able to cope up with the change Best method in comparison with other approaches Can be expensive and time consuming Negotiation Offering incentives to make change People may not cooperate and resist change It is a simple way to manage resistance Employees can blackmail regarding leaving the job Coercion Transfer or threaten jobs or promotions to those who do not adapt to change To manage change effectively and quickly It helps in overcoming any type of resistance There may be resentment among employees Table 4: Resistance Management Plan Source: Created by Author It is not a simple task to manage change as it is not a one way street. The employees must provide their feedback regarding the change management process. Success and long-term wins must be celebrated by the working team of RSPCA. Measuring Progress This section aims to devise ways to measure the effectiveness of change management at RSPCA. As RSPCA is ready to implement change, it is necessary for them to understand change management. The purpose of measuring change is that it must motivate employees to perform new desired activities. The new projects and initiatives are launched to improve performance of the workers a RSPCA. The change shall also lead the employees to attain organizational goals and objectives. Therefore, it is necessary to evaluate the success of change to ensure that it has become a norm for the people at RSPCA (Milner, Myers, O'Byrne, 2015). Key Performance Indicators are quantifiable measurements agreed to beforehand, that reflect the critical success factors of an organisation. They will differ depending on the organisation. The goals of KPI compliance are to assess whether business programs and policies are accomplishing their stated objectives, identify areas in need of improvement and provide ways to control and monitor employee performance. In addition, insisting on KPI compliance demonstrates your businesss intent to establish an environment of accountability. Meeting these objectives requires process, activities and outcome KPIs. In addition, insisting on KPI compliance demonstrates your businesss intent to establish an environment of accountability. Meeting these objectives requires process, activities and outcome KPIs (Millar Hall, 2013). In the given paper, there are four main changes suggested that involves change in policies and procedures. The desired change is to reduce turnover, absenteeism and improve performance of the people at RSPCA. The employee satisfaction index may be used as a key metric to measure the employee happiness rate. Annual surveys may be conducted using a Likert scale scoring regarding the organizational culture, leadership effectiveness, management support and conditions of service. This shall give an idea about how happy employees are at the workplace so that necessary measures can be taken for improvement. Further, the number of employee satisfaction surveys may be measured as it shall help in understanding the effort put by the management to ensure employee happiness (Parmenter, 2012). Further, the percentage of employees trained using peer support program and induction shall help in understanding the effort made to change culture. RSPCA must focus on employees have a healthy work-life balance. Therefore, they need to assess the number of days, both used and unused. As there is high absenteeism rate in the organization for casual employees, the total absenteeism including predictable and unpredictable rates need to be measured. This key performance indicator helps in measuring employee motivation as a high absenteeism rate means low motivation in the organization. RSPCA must try to keep this figure minimum for high performance and low cost reasons (Dooren, Bouckaert, Halligan, 2015). As RSPCA has both casual and full time employees, a check on the number must be kept. Casual employees are temporary in nature and may choose to quit the organization quicker than the full time or permanent employees. The organization requires greater number of permanent employees so that there is greater loyalty in the organization. The long tenure of work among the employees shall indicate company loyalty and high commitment. The tenure shall help in determining the talent retention rate. As social workers have specific talents that are not possessed by every individual, it is necessary to retain the employees (Jensen, Patel, Messersmith, 2013). The involuntary termination rate must be assessed where the resignations are employer-led. Such figure shall be calculated semi-annually so that the reasons can be assessed. Similarly, the voluntary turnover rate shall also be measured where the employees choose to resign from the organization. A higher rate shall indicate changing the policies and improving working conditions at the workplace. The attrition rate shall help in determining if the organization was able to retain employees. A low attrition rate shall indicate success of the new policies and procedures (Dooren, Bouckaert, Halligan, 2015). The employee productivity rate shall help in determining workforce efficiency. The number of animals getting less ill shall determine that they are taken good care by the employees. Further, the increase in number of animals at RSPCA shall indicate greater initiatives by the employees to provide shelter. A compassion satisfaction may be conducted where their happiness quotient shall be measured (Kehoe Wright, 2013). There is constant pressure on RSPCA to reach higher performance levels by supporting work and helping the organization achieve goals. It may be challenging to measure employee performance. When an employee's goal is defined in terms of an organizational KPI, it ensures that what the employee is doing is well aligned with the goals of the organization. This is the critical link between employee performance and organizational success (Dahler-Larsen, 2013). Conclusion Therefore, the above report shall be helpful in enhancing the work culture of RSPCA. RSPCA is a community based charity that works to prevent animal cruelty and promotes protection and care. The research suggests that the employees like a few things the best about working at RSPCA such as being a part of team, interacting with animals, helping animals find a new home and meeting new challenges regularly. Compassion fatigue is a situation experienced by people in extreme state of preoccupation or stress caused to people providing care. The employees also face issues regarding support from the manager as they do not find him approachable. The job redesign shall increase the decision authority allowing the employees to plan their schedule without interference. The employees at RSPCA need to take personal responsibility by increasing physical exercise and relaxation training to manage their stress levels. There are physical environment risks such as heat and rain that causes distress among the employees. The peer specialists can offer support and teach skills to help animal find a new shelter. Change management relates to a process that involves planning and delivery of the project. There is a need to change the relationship between managers and employees so that the change can bring positivity and reduce compassion fatigue in the organization. The senior management, employees and trainers are the stakeholders involved in the change management process. The purpose of measuring change is that it must motivate employees to perform new desired activities. The desired change is to reduce turnover, absenteeism and improve performance of the people at RSPCA. As there is high absenteeism rate in the organization for casual employees, the total absenteeism including predictable and unpredictable rates need to be measured. The organization requires greater number of permanent employees so that there is greater loyalty in the organization. References Brannick, E., DeWilde, C., Frey, E., Gluckman, T., Keen, J., Larsen, M. et al. (2015). Taking stock and making strides toward wellness in the veterinary workplace.Journal Of The American Veterinary Medical Association,247(7), 739-742. https://dx.doi.org/10.2460/javma.247.7.739 Bridges, W. (2014).Managing transitions(1st ed.). London: Nicholas Brealey. Cameron, E. Green, M. (2015).Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change(1st ed.). NY: Kogan Page. Dahler-Larsen, P. (2013). Constitutive Effects of Performance Indicators: Getting beyond unintended consequences.Public Management Review,16(7), 969-986. https://dx.doi.org/10.1080/14719037.2013.770058 Dooren, W., Bouckaert, G., Halligan, J. (2015).Performance management in the public sector(1st ed.). NY: Routledge. Elis, D. (2007).RSPCA Stress audit: Draft report. Australia. Retrieved from https://www.abc.net.au/tv/stressbuster/episodes/casenotes/rspca_final_report.pdf Hayes, J. (2014).The theory and practice of change management(1st ed.). Basingstoke: Palgrave Macmillan. Holcombe, T., Strand, E., Nugent, W., Ng, Z. (2015). Veterinary social work: Practice within veterinary settings.Journal Of Human Behavior In The Social Environment,26(1), 69-80. https://dx.doi.org/10.1080/10911359.2015.1059170 Jacobson, J. (2012). Risk of compassion fatigue and burnout and potential for compassion satisfaction among employee assistance professionals: Protecting the workforce.Traumatology,18(3), 64-72. https://dx.doi.org/10.1177/1534765611431833 Jensen, J., Patel, P., Messersmith, J. (2013). High-Performance Work Systems and Job Control.Journal Of Management,39(6), 1699-1724. https://dx.doi.org/10.1177/0149206311419663 Kehoe, R. Wright, P. (2013). The Impact of High-Performance Human Resource Practices on Employees Attitudes and Behaviors.Journal Of Management,39(2), 366-391. https://dx.doi.org/10.1177/0149206310365901 Lee, W., Veach, P., MacFarlane, I., LeRoy, B. (2014). Who is at Risk for Compassion Fatigue? An Investigation of Genetic Counselor Demographics, Anxiety, Compassion Satisfaction, and Burnout.Journal Of Genetic Counseling,24(2), 358-370. https://dx.doi.org/10.1007/s10897-014-9716-5 Millar, R. Hall, K. (2013). Social Return on Investment (SROI) and Performance Measurement.Public Management Review,15(6), 923-941. https://dx.doi.org/10.1080/14719037.2012.698857 Milner, J., Myers, S., O'Byrne, P. (2015).Assessment in social work. London: Palgrave Macmillan. Parmenter, D. (2012).Key performance indicators for government and non profit agencies(1st ed.). Hoboken, N.J.: John Wiley Sons. Rspca.org.au,. (2017).What We Do.RSPCA Australia. Retrieved 15 February 2017, from https://www.rspca.org.au/what-we-do Scotney, R., McLaughlin, D., Keates, H. (2015). A systematic review of the effects of euthanasia and occupational stress in personnel working with animals in animal shelters, veterinary clinics, and biomedical research facilities.Journal Of The American Veterinary Medical Association,247(10), 1121-1130. https://dx.doi.org/10.2460/javma.247.10.1121 Slocum-Gori, S., Hemsworth, D., Chan, W., Carson, A., Kazanjian, A. (2011). Understanding Compassion Satisfaction, Compassion Fatigue and Burnout: A survey of the hospice palliative care workforce.Palliative Medicine,27(2), 172-178. https://dx.doi.org/10.1177/0269216311431311 Tracy, B. (2014).Management(1st ed.). New York: AMACOM.