Employee Involvement In Organizational Development Management Essay

Employee familiarity In Organizational Development Management EssayEmployee Involvement centre creating an atmosphere where people impart an impact on the last do and behind affect the job. It is non a term or a goal or a tool which discharge be practiced in a corporation in fact it laughingstock be c solelyed a viewpoint describing how one can contribute to the circulate and the st equal accomplishment in their job association. Beca consumption of this sake employees be fitting to determine a sense of having rights and obligations with which they atomic number 18 able to detain their top abilities and promote an atmosphere enabling them to be much propel and participative. How staff can be expected to get affect in finales includes the inventionned facet of in localise and can take in much(prenominal) methods as fancy scheme, production cells, work police squads, nonstop expansion meetings, Kaizen events, therapeutic act processes, and intermittent discus sions with the administrator. Inbuilt to most employee in give processes is t all(prenominal)ing them convention efficacy, communiqu, and problem solving, payment systems and gain sharing. (Heathfield, 2012)Encouraging employees to become involvedA hundred percent animation cannot be projected from any soul who was not himself involved in devising a switch or an alteration which had an impact on his job. In any transformation, mostly ones that invite a whole group, it is not probable to engage every employee in each decision. On the some other hand when channelize starts works it style the association goes come out of its way to manage histrion booking. Staff engagement for made salmagundi administration creates a plan for involving people connecting everyone who pass on feel the force of the changes in the knowledge, preparation, decisions, and accomplishment of the change. In change focus a delicate group of employees learn important information just about change management. If they do not share that information with the rest of the role players the other employees might lease difficulty catching up with them. If a small cluster makes the change management plans therefore the staff affected by the decisions impart not have had filled time to observe the a la mode(p) nouss. If employees are left behind a door gets opened in the change management procedure, for false impression and disagreement. Even if employees cannot affect the decision about change on the whole still they should be involved in the consequential decisions about their work unit and their work. A change process should be built that tells people when they are succeeding or deteriorating and follow up about consequences should be provided in each case. Employees who brilliantly work with the change should be provided with rewards. After the employees have been allowed to go done the change stages the unconstructive consequences should to a fault be conveyed to them. Tho se who are resistant cannot be allowed to continue on their negative path they will in referable course have an effect on the morale of the constructive ones. The reply to this is that during the change management process an implementer should know where to say that now it is enough. (Heathfield, 2012)Relating employee familiarity with smart set performanceAccording to (KAUFFMAN) , by devoting to future leaders organizations are building the foundation for success when it comes to am exterminate prole retention as far as escalating the firms yield is concerned. A basic bottom up personnel association schedule is used to unite employees in the business. In order to make sure employee involvement is effective they delegate world-beater to employees at all directs of the organization and recognize quite a a couple of(prenominal) calculated initiatives through task forces to enlarge those initiatives. This practice can put plans into effect while at the kindred time creating an encouraging plan for the firm and can encourage the staff to construct parvenue ideas and. The firms direction is to teach employees to offer the highest timbre service to patrons and for that they need people who are motivated enough and excited about their work. They consider the idea of involvement providing mechanical preparation which drives profitability to get them mixed up in the firms dealings as well.Some aspects of employee involvement program and tips for starting an employee involvement plan within the firm are.Recognize the agenda scheme leave a task forceEnsure top level supportEncourage and promote employee liaisonKeep tracking progress and accommodate communicating resultsIf successful celebrate your victoryLaunch the involvement programLinking performance and culture transformation together?By doing so everyone can be involved in stirring up the association out front and constructing synergy and enthusiasm at all levels. By being able to advance values of input firms can join employees at all levels in the industry thus increasing competence. Capable programs can also supply opportunities for leaders of tomorrow.The dollars that are being used up in teaching employees can in fact be used up trying to engage into performance and culture transformation but how can these two be put together? Performance change initiatives are reasonable linking slow and determined attainment of skills. Culture change initiatives are zealous. They focus on modification in point of view and relationships and on the arrangement of a surrounding of truthfulness and inventiveness. (Mackin, 2005)An Employee-owner corporation chooses its own level and kind of contribution, but it must direct expectations about decisions. Employees might be expecting a definite amount of power. Organizations that can manage decision making wisely can over time strike a bully share of their human potential. Companies that do not intentionally address peoples expectations may find rising pessimism and doubt. (The Ownership Culture Report , 1998)Recognizing and dealing with barriers to changeThose resolute to arrive at brilliance come to recognize the tax write-off of employee ownership and involvement. To be victorious in ensuring engagement, it is imperative to recognize the bodied dynamics of contribution and the barriers to a participative culture. Human beings are by temper social creatures. They wish to experience a belonging sense and to be involved in something. They travel tok to share thoughts. They wish to partake in the common relationships that the world around them frequently promotes. If correctly guided, this combined need could be leveraged to assist organizations. This craving to bond increases with new social networking political platform and technical expansion especially for youngsters. People are neurologically programmed and ethnically strengthen to share ideas. If employees do not get involved at work, they will look for oth er conduits to direct their imagination. Regrettably, employees are not always cognisant of the sharing opportunities most companies offer.(Galloway, 2010)Worker involvement as a fundamental digWorker involvement has become a central debate in softwood relations over the last decade. An Employer who is confronted by more(prenominal) and more cutthroat product markets and a greater magnitude for quality assurance and customer satisfaction must started centering concentration on attempts to enlarge and encourage employees, as well as illustrating more upon employee reasonableness and skill. Within the academics area, this subject has undergone a revival where researchers are inquiring whether this is unfeignedly new and how it relates to HR management. (Mick Marchington, 1991)Graziers key learning pointsPeople struggle each day with the various very real difficulties of human interaction, communication, disagreement, conviction systems, headship, ambition and human potential, conflict to change, ingenuity, and so forth. (Grazier) Discusses what he calls the Key Learning Points as underEverybody has things to contribute and they will if the surrounding is right.This according to (Grazier) is the effect of working with employee involvement concepts. People place limitations on other peoples understanding which is more a subliminal act than a mindful one. They usually feel that their own solutions to problems are the very best. But when they work more closely with them, particularly on front lines, they see knowledge, aptitude, skills, and resourcefulness that surprise them. sometimes the most implausible people can come up with aglow(predicate) solutions to problems. Thus they stop putting limitations on others but rather they see themselves as reservoirs of knowledge.Quoting an example a problem was being discussed with an old worker at a provender company. He started discussing solutions for swiftly clearing the food material from a crammed hopper whic h often happened. When asked if he had ever told this idea to his manager he just smiled and said nobody asks for this kind of idea around here. This worker had spent a lifetime in the company and was retiring in a hardly a(prenominal) months. How many such ideas he would be taking with him? (Grazier)The point being that people have a great deal more to present than one can realize. And if a surrounding can be constructed that is sheltered, reassuring, and encourages taking part, more of that talent will be directed toward the prosperity of the organization. When a manager fully understands this then worker participation becomes slight of a function that one must perform and more of a viewpoint that one does evidently. (Grazier)The human agent of performance is more imperative than the technological one.Organizations are a great deal of time wrapped up in the mechanical features of trade i.e. machinery, executive systems, fiscal controls, setting up, research, analysis, equipment , safeguarding, sales, supply and so on. A few are able to concentrate on motivational principals. As we disgorge about the implications of these questions it becomes apparent to everyone that, even though motivational principles have been taught to closely every senior manager still whenever performance in a work group or association soars or slumps it can just about always be traced back to issues that have impacted motivation not technical issues. (Grazier)Most decisions can be radically enhanced through group effort.There are only a few reviews that have read (This person can team up well on decisions) or (This employee has a strong team building trait). More than a few supervisors have been approved over for promotion because they present a participative administration style. Victorious Managers today solve a quandary or make a choice by first looking for the opinions of others. certain association can take time. But managers who persist should see their decisions improving gradually. (Grazier)Growth in employee skillsAs (Green) has investigated the growth of job skill assignation using data derived from various skills Surveys. He determines the degree to which worker participation in the place of work and promotes the use of cognizance and interactive skills. He has found out that literacy, other communication tasks, and planning skills have adult particularly fast. Problem-solving skills have also become more imperative besides pass physical skills have principally remained untouched. He finds that worker partaking privileges the use of superior general skills and chipping in but substitute recurring physical tasks.A study by (Cruz, 2009) a University lecturer shows worker association programs that executives presume to add to efficacy as well as improving their record on diversity. According to investigators females and minorities are more successful and have stop occupation opportunities when a self direction team or a bedevil planning prog ram is offered by the company. This means that companies can increase both quality and diversity at the same time with the same programs. Mostly females and minorities are stuck in low end jobs with little opportunity for proving themselves and for advancement. When companies put in place work teams and training programs, these females and minorities abruptly have more opportunities to display their skills. years of information on more than 800+ companies was able to detach the effects of independent work teams and cross preparation programs on female and minority access to management. In crossing function teams project groups from different jobs are able to meet on regular intervals and take liability for getting the work done that has been appoint to them and thus being able to solve problems. Teams and cross training put gifted females and minority on the screen for managers and others who get to know them better and can counsel them and state their names when there is a new ope ning. It turns out these same programs also give new opportunities for females and minorities to stand out and get ahead. (Cruz, 2009)Managerial conversion efforts can bring about a variety of outcomes of which a few are projected for managerial excerpt and output while some involuntary such as sensitised stages of organizational change pessimism among employees. If we examine the role of information distribution and joining in decision making, while both these strategies have the potential to be resourceful, they rest on an imperative guess, that employees will eagerly hold on to any opportunities to become involved. (CREGAN, 2008)Understanding Organizational pessimismOrganizational pessimism is the pessimistic vista of employees towards organizations. The main idea is that principles like genuineness and impartiality have to forgone to make full the interests of leadership thus leading to actions based on a hidden motive or deception (Abraham, 2000) .Recently, (Cole, 2006) d efined pessimism as an evaluative finding of fact that stems from an individual experience. (CREGAN, 2008)This suggests that administrative pessimism can have unhelpful consequences for employees and organizations. As a result, the association that successfully manages pessimism is more likely to obtain benefits from an organizational change program. As (Bommer, 2005) pointed out that the overcoming of uncertainty toward change is mainly important because when workers have pessimism toward a planned change it leads to unsuccessful achievement and the breakdown reinforces the pessimistic beliefs. As a result, succeeding transformation initiatives are even less likely to do well.Employee involvement and equity(Abraham, 2000) Argues that feelings of injustice differentiate worker cynics from positive employees and that open organizational infrastructure and participation may help produce a wakefulness of fairness. Furthermore, employees understanding of the association will be to a gr eat deal affected and thus help them in getting involved and contributing to the success of the organization.

Importance of Strategic Human Resource Management in Tesco

Importance of strategical Human alternative worry in TescoThe blood that I restrain chosen to study as constituent of this assignment is TESCO. TESCO is a public limited follow, which is very victorious and renowned in all everywhere the world. I am continuously interested virtually TESCO and do my shopping very regularly from there. So I chosen to do my study about this particular credit line and it bequeath help me to get information quite tellingly and expeditiously than all other organisation or business.DefinitionHuman imagery counseling is the organisational occasion which is foc enforced on recruitment, management, and providing mission for the employees of an presidential term.Strategic piece mental imagery management is linking of clement preferences with objectives and strategical goal in invest to develop business culture and cognitive emergence with flexibly, innovative.In an organisation SHRM elbow room involving the HR function and implemen ting companys strategies by dint of recruiting, selecting, breeding and satisfying personnel.1.1Importance of strategic gentlemans gentlemanitys choice management TESCOStrategic benignant resource management is a part of Human resource management.SHRM foc uptakes on human resource programs with tenacious-term objectives. rather than cogitateing on internal issues of HR, its focus on addressing and solving problems what effect people management related issues in the foresightful run globally. So the primary goal of strategic human resources is to enlarge employee expertnesss by focusing on business problems that happens outside of human resources. The actions that demand to be taken at first for a strategic human resource manager is to key out key HR beas ,where strategies give be implemented in the future to improve employees productivity, motivation and skill.Human alternative Management professionals ar facing with some issues much(prenominal) as military oper ation management, employee confederation, human resource flow , reward musical arrangements and high commitment incline systems in the context of globalization. These argon some of the major issues that HR professionals and top off management involved in SHRM that implemented in the first ten of the 21st centuryInternationalization of market integration.Signifi burnt technological change. newborn concepts of general management.Cross-cultural factorsThe economic trend transferring from developed to underdeveloped countries in the world.SHRM also reflects some of the contemporary challenges faced by Human imagery Management. Such as aligning HR with core business outline, demographic trends on employment and the labour market, integrating soft skills in HRD and in the end Knowledge Management.ReferencesArmstrong, M (ed.) 192a) Strategies for Human imagery Management A do Business Approach. LondonKogan PageBeer, M and Spector,B (eds) (1985) Readings in Human option Managem ent. New York Free PressBoxall, P (1992) Strategic Human imagery Management Beginnings of a New Theoretical Sophistication? Human resourcefulness Management Journal, Vol.2 No.3 Spring.Fombrun, C.J., Tichy, N,M, and Devanna, M.A. (1984) Strategic Human Resource Management. New YorkWileyMintzberg, H, Quinn, J B, Ghoshal, S (198) The Strategy Process, Prentice Hall.Truss, C and Gratton, L (1994) Strategic Human Resource Management A Conceptual Approach, International Journal of Human Resource Management, Vol.5 No.31.2-The mathematical function of strategic human resource management in TESCOThe exercise of SHRM is to stimulate interest in the field of Human Resources by inviting HR professionals to speak about different aspects of their line of credit and other HR issues. SHRM was created to tender assistance for phylogenesis of its members, to provide leadership opportunities, and establish and support standards of excellence in Human Resource Management.SHRM aims to provide a sense of addression in an often turbulent environment so that organisational and business needs sewer be translated into coherent and practical policies and programmes. SHRM should provide guidelines for palmy action, and the ultimate test of the reality of strategic HRM is the extent to which it has stimulated such action.There is an overall corporate purpose and that the human resource dimensions of that purpose be evident.A process of developing outline within the face exists and is understood, and that there is explicit consideration of human resource dimensions.The organization at all levels establishes responsibility and accountability for human resource management.It includes the responsibility to identify and interact in the social, political, technological and economic environments in which the organization is and get out be doing business.The need for a ConceptMuch of the literature provides try out that strategic integration is not well developed and advances rea sons why to deliver the goods it would be beneficial to organizations. Organisation advocated an sum up in the in set apart of human resource considerations at strategic planning, an attitude of treating employees as assets, more participation and involvement for employees, effective and open communications, less rule-oriented policies and practices, better dressing and life story information opportunities, reward and recognition tied to execution.1.3Contribution of SHRM to the winment of TESCOs objectivesStrategic HRM typically helps to reach strategic goals in many ways. The main aspect of using strategic lift is coincidence of all the levels of the organization with the organizational goals. The strategic prelude to HRM pass on lead to development of policies that align with the organizational strategies. The discordant HR policies volition try to reward positive behaviors which ar essential to succeed organizational strategy. The HRM functions help to achieve corporate goals standardised growth or enlargement by recruiting people, prep and orienting them, and put them in new job assignments. The growth plans of any organization allow for require employees and recruitment is the only when function which ensures that people with requisite skill sets are acquired. The retention strategy used by the company can lead to differentiation by retaining best of the talent force. Retaining best of the employees bequeath lead to quality work, higher(prenominal) might, guest satisfaction, etc. The strategic uprise when taken helps makeance management as there go out be measurement of be parameters which affects the organization as whole. It also ensures that correct feedback is obtained so that measures are taken to bring above the onward motion. The other practices akin performance appraisal helps to assess employee performance and using suitable reward system the company can channelize employees efforts to achieve organizational obj ectives. The training and development function ensures that the employees have the skill sets unavoidable to perform their tasks. The training programs are organized to train the employees for specific skills which will help them to achieve required goals. The strategic approach will help in developing effective training programs. Due to this the organization is benefited as there will be proper utilization of financial resources available for training and development function. The training and development function also supports the growth of the organization finished public life development of employees.It will be interesting to see how companies have benefited through HRM practices. Take the example of Tesco which is UKs biggest supermarket. It has more than 240000 employees and has seen consistent profits over the years. The company over the years has used participative management which has helped the organization as a whole. The company do use of the competitive A company or an organization is an entity where two or more people come unitedly to achieve specific goals. The basic aim of any organization is to receive profits. There is always a talk on ways by which a company can earn profits continuously. In this context the word strategy is often heard. It is also give tongue to that proper alignment of strategy with all the processes is extremely beta. In the present essay I would like to focus on how strategies help to achieve competitive favour. I have also tried to evaluate the effect of linking strategy to human resource management to improve employee performance. I have found that properly aligning organizational goals with different processes helps the flying to achieve competitive advantage. It can also be seen through many examples how strategy linked to HR practices helps to improve performance of employees.An organization is always in dilemma regarding use of financial, technological and human resources. According Porter (1985) an orga nization must use resources which are valuable, inimitable and rare. In this context there has been a open frame in focus from financial aspect to human resources. An organization is said to have sustained competitive advantage when the strategies applied by it are not applied by any of its competitors and are hard to implement. forthwith it is unavoidable to understand what strategy is? And which aspect of strategy gives importance to human resources? Strategy can be outlined as plans and methods deployed by a company to achieve competitive advantage and operate profitably. It is related to the long term plans of the company. The resource base view of strategy sees it as a way to create opportunities using the organizations internal resources and competences (Johnson, Scholes, Whittington, 2005). According to this theory employees are considered as resource with knowledge, skills and experience present with them as the core of organizational performance. Now, human resource man agement (HRM) is the branch of management which deals with managing employees in an organization and using their knowledge to gather effectiveness. The resource based view looks employees as valuable resource, which is rare, their knowledge is hard to imitate, which provides organization to get competitive advantage (Pfeffer, 1994). Strategic human resource management can be defined as predetermined steps of human resource development activities undertaken to achieve organizational goals (Jackson, Schuler, 2003). The strategic approach makes it necessary for organizations to focus on service of Human resource capability (Hhelps the organization to improve itscompetitive placement by amend human skills, knowledge and experience. The strategic approach to various human resource practices like staffing, performance management, training and development, career planning, etc helps in improvement of human resource capabilities.Beer et al. (1984) stated that with rapidly change in env ironment the makes it essential to take strategic approach to human resource function. Strategic HRM can therefore be considered as overall process related to long term human resource issues which are part of strategic management of the firm. The SHRM approach need that the HR function of the firm must set new priorities which are more business and strategic oriented. These priorities have less orientation towards traditional HR practices like staffing, performance management and training. There is more emphasis laid on improvement of organization structure, quality, values, culture and performance of employees which are the pillars of an organization. The traditional HRM focused more on physical skills. It was more of functional nature and there was banding of concern of individual efforts. It gave more importance to tasks and there was less focus on people. The strategic HRM focus on overall contribution and efficiency of firm (Chang Huang, 2005). It promotes innovation, creativ e behavior and cross function integration. This approach helps to arrive employee behavior that focuses on core business priorities. This in turn helps to force back the growth, profits and market value of the firm. The strategic HRM approach systematically brings about coordination of all HRM measures and implements it, so that it influences employee attitude and behavior which helps a business to gain competitive strategy. There is need for proper strategic human resource planning as it helps not only to retain the talent necessary to achieve organization goals but it also helps in penetration of strategy at all level of an organization. Proper strategic human resource planning helps an organization to find the gap surrounded by current status of a company and desired future position. It helps to stimulate creative persuasion and promotes proactive behavior. It helps to identify causes of the problems and opportunities present.Now let us examine these aspects in more details. For any company its employees are the major assets. So as suggested by Hertzberg (1959) in his two factors theory, the hygiene and motivating factors should be made available to them so that it results in satisfaction of employees. These factors include good on the job(p) conditions, status, rewards, incentives, communication, workculture, etc. So if the hygiene and motivating factors are provided the employees will be satisfied and they will work plentifully. The question is how strategic approach to HRM helps to achieve competitive advantage? Strategic HRM typically helps to achieve strategic goals in many ways. The main aspect of using strategic approach is alignment of all the levels of the organization with the organizational goals. The strategic approach to HRM will lead to development of policies that align with the organizational strategies. The various HR policies will try to reward positive behaviors which are essential to achieve organizational strategy. The HRM functio ns help to achieve corporate goals like growth or expansion by recruiting people, training and orienting them, and put them in new job assignments. The growth plans of any organization will require employees and recruitment is the only function which ensures that people with required skill sets are acquired. The retention strategy used by the company can lead to differentiation by retaining best of the talent force. Retaining best of the employees will lead to quality work, higher efficiency, customer satisfaction, etc. According to Jain (2005) the organizations which have ability to puff and retain employees which have skills to achieve the organizational goals gets sustainable competitive advantage. The strategic approach when taken helps performance management as there will be measurement of correct parameters which affects the organization as whole. It also ensures that correct feedback is obtained so that measures are taken to bring above the improvement. The other practices l ike performance appraisal helps to assess employee performance and using suitable reward system the company can channelize employees efforts to achieve organizational objectives. The training and development function ensures that the employees have the skill sets required to perform their tasks. The training programs are organized to train the employees for specific skills which will help them to achieve required goals. The strategic approach will help in developing effective training programs. Due to this the organization is benefited as there will be proper utilization of financial resources available for training and development function. The training and development function also supports the growth of the organization through career development of employees.It will be interesting to see how companies have benefited through HRM practices. Take the example of Tesco which is UKs biggest supermarket. It has more than 240000 employees and has seen consistent profits over the years. The company over the years has used participative management which has helped the organization as a whole. The company made use of thesituation by improving the way in which they interact with the customers. Tesco used continuous innovation, welfare management, customer relation in conjunction with HRM strategies to gain respectable position in UK retail industry. It treats employees as champions and involves them in decision making. It has also resulted in increase in employee satisfaction, efficiency, high work morale, motivation and greater acceptance to any change. Total development of all the employees within the organization is the main faculty of Tesco. It constantly focuses on effective implementation and utilization of HR strategies, which has helped it to perform well in the market. For Tesco the HR policies go along with marketing strategies which are then placed into operation. The participative management practices have helped in improvement of the employees as well as the whole company. These have made them to achieve required performance through employee engagement. It has used distinct employee management practices which have helped it to achieve competitive advantage (Strategic HRM TESCO, n.d).The strategic HR practices help to produce competencies that identify products and service and thereby create competitiveness. The strategic approach is also important as in many cases the human resource is in direct contact with the customer.Finally to conclude it can be observed that HRM function manages various functions like human capital skills, work culture, employee commitment, teamwork, productivity, etc. which is plausibly to be source of sustained competitive advantage for any TESCO. The human resources are extremely important in a company from pay to sales to customer service. There is a significant relation between satisfied employees and customer satisfaction. It is therefore necessary for managers and supervisors to ensure that employee s are motivated, productive and enthusiastic.

Bullying: Types, Effects and Government Initiatives

hector Types, set up and political sympathies InitiativesAbstr portrayalThe UK Govern custodyt defines push virtu onlyy as Repetitive, obstinate or dour behavior int checked to cause harm, although unrivaled forward incidents flock in just about cases excessively be defined as intimidation internation in tout ensembley harmful conduct, carried out by an individual or a congregationing and an imbalance of motive leaving the person world bullied feeling defenceless. blustering(a) is emotionally or physically harmful doings and includes disclose calling, taunting, mocking, devising sickish comments, kicking, hitting, pushing, taking belongings, inappropriate text put across and emailing, direct offensive or degrading images by phone or via the internet, gossiping, excluding the great unwashed from groups and ventilation hurtful and untruthful rumours. (HOC 2007, Frederickson et al 2008).Contents (Jump to)IntroductionChapter 1 The Types and Effects of bl usterousChapter 2 raisingal Provision indoors Secondary conditionsChapter 3 governing body Initiatives and the knowledge of Children who be cosmos bulliedConclusionReferencesIntroductionThis speaking is going to investigate the links between development and deterrence deep down subsidiary initiates. Chapter genius leave give an overview of what determent is and why is such(prenominal) a serious issue within subsidiary fostering, the chapter lead so pore on the different types of hector that happens within school clock times and what effects deterrence has on both the person who is doing the strong-arm and their dupes. It allow for include statistics forethoughting how umteen nipperren/ infantile person who ingest describe getting bullied, as wellspring as the types of bully these youngsterren gather in had to deal with. The remainder of the chapter allow focus on the bully or bullies experiences to begin with their started boss around some othe r barbarian/young person, paying particular attention to their educational experiences and di tragicalvantages, but as well as taking into account any additional contributing venture f makeors which evoke affect a childs/ young persons deportment and their education. These risk factors include risk around the childs/young persons family, along with wider risks associated with poverty and deprivation. Risk factors such as peer pressure, jealously and being bullied themselves, which relate to education more(prenominal) directly, give be discussed in more details.The following chapters discuss the educational provide available to those children/young people who atomic benumber 18 being bullied and in addition those who doing the boss around, analysing the types of determent the effects of bullying and also the types of provision and factors related to the reasons of why bullying happens. Chapter Two focuses on the educational nourishment for the children who realize be en bullied, but Chapter lead addresses issues around reintegration and wider Government policy. Both chapters critically analyse stream provision, whereas the terminal entrust draw this analysis unneurotic and consider the extent to which the current system heap be seen to be take oning in the interests of all concerned.Chapter One The Types and Effects of BullyingThe UK Government defines bullying as Repetitive, wilful or persistent conduct intended to cause harm, although one off incidents place in some cases also be defined as bullying internationally harmful behaviour, carried out by an individual or a group and an imbalance of effect leaving the person being bullied feeling defenceless. Bullying is emotionally or physically harmful behaviour and includes name calling, taunting, mocking, making offensive comments, kicking, hitting, pushing, taking belongings, inappropriate text messaging and emailing, sending offensive or degrading images by phone or via the internet, g ossiping, excluding people from groups and diffusion hurtful and untruthful rumours. (HOC 20077-8, Frederickson et al 2008176-177).Bullying takes many designs. It stack be physical bullying, this is when a child is being pushed, beat or thumped by b be hands. It can involve a branch and threats. Bullying can also be oral and emotional, racial or sexual. Elliott (1997a2) it would seem that boys be more likely to be physical in bullying, art object girls tend to be cruel verbally. Research by Olweus (199319) indicates that girls argon more often snap offd to harassment such as slandering, the spreading of rumours and exclusion from the group rather than physical attacks. Olweus (1993) continues it must be emphasise that these gender differences argon general and that is some schools, girls be also expose to physical bullying. In more repenny times there turn over been cases in the UK in which girls have violently and aggressively attacked other girls. An modelling of thi s was fourteen year old girl was cornered in the resort area by a gang of ten boys and girls. She was stripped to the waist and had to romance on her knees to get her clothes back. She was pushed, punched and had her hair pulled. Tell and youll get worse was the parting words from one of the girls. The dupe did non regularise until they did it once again and took photographs. When her mother confronted the school, she was told it was lonesome(prenominal) horseplay. The victim, who attempted self-destruction after the latest incident, was transferred to a nonher(prenominal) school in which she is now thriving. (Elliott 1997b1), this incident had a more lordly ending, which is not al itinerarys the case. thither have also been deaths ca apply by bullying within schools, in the main in alternate schools. An example of this was in 2000 a 15 year old school girl committed suicide after being bombarded with anonymous calls on her mobile phone, the inquest into her make up that she was being bullied through and through her mobile phone Mobile Phone Bullying/Cyber Bullying (The Independent, 2000). The incidence of girls being violent does seem to be increasing and is a trend that must be viewed with concern, as female bullies, specially in groups or gangs are getting just as violent if not more violent then male bullies.Studies show that bullying takes beat in incessantlyy type of school. Studies on bullying within schools regard back to the 1980s, were the first UK nationwide analyze was conducted by Kidscape from 1984 to 1986 with 4000 children aged 5 to 16. The survey revealed that 68 per cent of the children had been bullied at least once 38 per cent had been bullied as least twice or had experienced a particularly bad incident 5 per cent of the children felt it had abnormal their lives to the berth that they had tried suicide, had run away(p), refused to go to school or been inveterate ill (Elliott and Kilpatrick 1996). Subsequent studies hav e found very similar results. Researchers at Exeter University questioned 5500 children aged 13 and found that 26 per cent of boys and 34 per cent of girls had been afraid of bullies sometime in their lives (Balding 1996). Bullying calls to ChildLine are growing at a rapid rate, ChildLine (2006) counselled 37,032 children nigh bullying between 1st April 2005 to thirty-first March 2006. A further 4018 called ChildLine for other reasons but went on to bawl out to the highest degree bullying. Every Month ChildLine counsels more than 3,000 young people about bullying, that is a quarter (23%) of all calls to the services. One area of growing concern is discriminatory bullying. (ChildLine 2006).Bullying is not only a UK business, it happens throughout the world. Olweus (199319) has been researching the problem of bullying in Norway since 1973 he estimated that one in seven pupils in Norwegian schools has been involved in bully/victim problems (Olweus 1993). Similar findings in other countries indicate that if adults are willing to listen and investigate, children will tell them that bullying is one of the major problems children face during their school years.There are different sours of bullying behaviour that has been identified, such as indirect and direct, as involving individuals or groups, verbal and physical. It is generally agreed that the well-nigh common form of bullying is verbal ill-usage is and name calling, followed by various forms of physical bullying. Within this type of behaviour/bullying, there are some weighty differences, based on age, gender, sexuality and ethnicity. The main types of bullying within school, especially within secondary schools, these are physical school bullying, emotional/verbal school bullying, electronic bullying or Cyber bullying and sexual/homophobic bullying. Physical bullying is when an individual bully or a group of bullies physical harm their victim, examples of this type of bullying are punching, shoving an d slapping, and this can also be direct bullying.Emotional/Verbal school bullying is when a bully or bullies use poor and offensive language. Examples of emotional bullying includes the spreading of bad rumours about their victims, keeping their victims out of a group, vexatious the victim in means ways and cussing them, getting other people/bullies to gang up on the victims, name calling, harassment, provocation, tormenting, whispering to some other/others in front of the victim, walking in groups around school and keeping secrets away from a so called friend(s).Electronic bullying or cyber bullying is when bullying happens online or electronically. It occurs when the bully or bullies bully their victims through the internet, mobile phones or other electronic means and devices. Examples of this type of bullying are sending mean spirited text messages, emails and instant messages, posting inappropriate pictures, messages about their victims in blogs, on websites or affable netwo rking sites and using someone elses exploiter name to spread rumours or lies about their victims.Sexual bullying/homophobic bullying is any of the above bullying behaviour, which is based on a victims sexuality or gender. It is when sexuality or gender is used as a weapon by boys or girls towards their victims, although it is more commonly tell at girls. This type of bullying can be carried out to the victims face, keister their back or through the use of technology (cyber bullying). However, it is also argued that male chauvinist bullying or harassment in school is oft fired as inoffensive or legitimised as part of the normal serve well of gender socialisation, and that it is a form of abuse engaged in by male t to each one(prenominal)ers and male pupils alike (Stainton Rogers 1991). Furthermore, sexual harassment, of a physical as well as verbal kind, has been described as part of the occult curriculum of many co educational schools (Drouet 1993).Indeed, Duncan (1999128) presents a complex scenario in relation to what he ground gender abuse in schools. In deconstructs bullying as a manifestation of gender conflict in the pursuit of a desired sexual identity operator. He concludes that both girls and boys can adopt a variety of active and passive roles in relation to bullying, but that sexualised temperament of much gender abuse serves to remind girls that power is gendered. The threat of rape was identified as a potential instigate against girls who do not conform to male expectations rape whitethorn be (comparatively) rare but physical and sexual set on are not and the lower look-alike of conflictual sexualised gender practices keeps that threat alive on a daily basis. Some school girls have identified sexual assault and even rape within their understanding (and possibly experience) of bullying. Duncan (1999128).The pervasive nature of homophobic abuse in schools has been widely commented upon, whether the intended target is cognise to be gay, or not. There is record to suggest that homophobic abuse serves to police gender identities, and establish norms of sexual behaviour and gender identity (Mac An Ghaill, 1989273 286, Douglas et al, 1997)Rivers (199619) argues that a significant feature of homophobic bullying is the severity of the abuse. In a retrospective study of gay men and lesbians experience of bullying, one gay man describe having been raped by a teacher, others reported having their clothes set alight, and being burnt with cigarettes while being held down. One lesbian reported having been raped by a male pupil, and another of having been dragged around the playing field by her hair.Other types of bullying are gender bullying which could be linked directly to sexual and homophobic bullying and another type of bullying that is increasing is racialist bullying or racial harassment, number of studies on the relationship between bullying and racism. However there appears to be some ambivalence concerning th e conceptualisation of racist bullying. Tizard et al (19882), for example, report that name calling relating to physical appearance, person-to-person hygiene and race represented the three most(prenominal) frequent forms of teasing reported among 7 year olds. Loach and Bloor (199518 20) and Siann (1994123 134) argue that bullying can piece as a cover for racism. A report by the mission for Racial Equality (1988), describes various case studies of what is defined as racial harassment in schools. Regardless of the terminology used, Gillborn (1993) argues that racism in schools reflects a wider and racially structured society, and consequently, racist abuse carries extra weight.In terms of prevalence, Kelly and Cohns (1988) survey of first (year 7s) and Fourth Year (year 10s) pupils in school in Manchester found that two thirds of pupils said that they had been bullied. Racist name calling was save as the third most common form of bullying. In late survey of Black and et hnic minority pupil in mainly white schools, 26% said that they had experienced racially abusive name calling during the previous week, while at school, or while change of location to and from school (Cline et al 20021). However, it is common with many surveys on bullying, that it is likely that racist bullying or harassment is under reported.There is some line of reasoning in the literature concerning both the value and validity of identifying typical victim or bully characteristics. Stainton Roger (1991) for example, argues that any child can be a bully or a victim, and that uncomplete denotes an individual psychopathology bullying is a reflective practice. Bullying creates victims, victims create bullies. On the other hand, acutely et al (2002139) claim that some children are more likely to perish into a bully role or victim role, and that is how children learn to perform aggression and assertion in interpersonal skills represents a key contributory factor.Olweus (199319 ) described bullies as physically stronger and victims as having characteristics that differed from the norm, for example in appearance sporting or academic ability. Boulton and Underwood (1992 73 87) also found that children who perceived themselves to be different in some way, felt more defenseless to bullying. Olweus (198458) found that approximately 20 per cent of bullies were also victims, and that they represented a particularly disturbed group. Others have claimed that some children fall neither into the victim nor bully category and that they therefore provide a useable normative contrast with which to analyses bullying and victim behaviour (Schwartz 1993 and Glover et al 1998).The effects that bullying has on both the bully and especially the victim can be life changing, in a electronegative way and have severe consequences not just short term, bullying can also have a long term effect on the victims. The effects of bullying have been said to be very serious, it has been reported that around ten children in the UK kill themselves each year because their lives have been do so miserable by being subjected to bullying (NSPCC 2009). There are many effects of bullying, these are include feeling depressed and sad most of the time, having sleeping problems such as insomnia or having nightmares, not wanting to go to school, not eating or over eating, suffering from brave aches and headaches, feel less confident and also lose their self potency and stop believing in themselves, feel unhappy and miserable which will result in enjoying life less. The longer the victim is subjected to bullying will probably in turn get a bully themselves, it will take longer for the victim to recover from it and may continue to pulverise the self confidence of the victim, leading to possible suicide.In 1999 Kidscape conducted the first ever retrospective survey of adults to discover if bullying at school abnormal those who had been bullied in later life. The survey show ed that being badly bullied as a child had a dramatic, negative, knock on effect throughout life. The across-the-board survey of over 1000 adults, showed that bullying affects not only your self esteem as an adult, but your ability to make friends, succeed in education, and in work and social relationships. Nearly half (46 per cent) of those who were bullied at secondary school contemplated suicide compared with only 7 per cent of those who were not bullied. The mass of the adults reported feeling angry and bitter now about the bullying they suffered at school as children. Most received no champion at the time to stop the bullying and telling either do the bullying worse or had no effect. Of the 1044 adults who took part in the survey 828 were bullied at school and 216 were not and of those bullied 70 per cent were women and 30 per cent were men and of those who were not bullied, 49 per cent were women and 51 per cent were men (Kidscape 19991).However, problems may occur if th e school fails to recognise and resolve bullying within school, whereby a child may become at risk of truanting and detachment from education, which could then lead to the risk of self harming and possible suicide. Should a child not experience an educational experience supportive of building resilience against bullying, then those exposed to bullying can turn to someone before it is too late. The following chapter aims to discuss the educational provision available for children who are victims to bullies and the consequences of those who do the bullying. It focuses purely on those children who get bullied in secondary schools.Chapter 2 Educational Provision within Secondary SchoolsThis chapter aims to discuss the educational provisions available for those children who have been bullied and are still getting bullied. It focuses first on the provisions available for children who have been bullied throughout secondary schools, before examining the experiences of those who are living through bullying and also those who are the bullies. The importance of education as a keep onative measure against bullying will be discussed along with how education is delivered to those children who are suffering at the hands of bullies.The Government has made tackling bullying in schools a key priority and the section for Children, Schools and Families (DCSF) has made it edify that no form of bullying should be condensed. Bullying in schools should be taken very gravely, as it is not a normal part of growing up and it can and will come apart lives. It is compulsory for schools to have measures in place to encourage good behaviour and respect for others on the part of pupils, and to prevent all forms of bullying. The DCSF supports schools in calculative their anti bullying policies and their strategies to tackle bullying, by providing comprehensive, practical guidance documents. regional advisers with expertise in the field of bullying are also on hand to help schools imp lement the guidance and draw on topper practices.Teachers can help to dilute bullying both by the way they teach and by what they teach. In terms of approaches to teaching, although it may seem obvious, it may be helpful to consider teaching approaches along a spectrum with, at one extreme approach which actively promote bullying and at the other ones which specifically seek to prevent bullying. An example of actively promoting bullying is whenever a teacher deliberately humiliates a pupil, then the teacher is quite simply engaging in bullying. It really does not matter to the pupil whether the intention is merely to exert control or gain personal gratification. It would be pleasant to assume that this kind of teacher bullying was something that only happened in the past. Unfortunately most secondary school pupils, at least, will tell you that in their school there are one or two teachers who regularly use intimidation, sarcasm, belittling or harassment towards pupils, and that m ost teachers, on occasions, will resort to this kind of behaviour (Lawson 1994), showing the pupils that it is pleasurable to bully others.The contrast from actively promote bullying is bullying hinderance teaching. This is an approach to teaching which is alert to and aware of the condition which makes some pupils vulnerable and avoids endorsing these. This is about treating all pupils with a level of respect and avoiding making jokes at the expense of the weakest. It is about not contributing to a pupils vulnerability, about not setting up victims. It is also about acting as a good role model, as somebody who does no misuse the power they have. More proactively bullying preventive teaching is about human racely acknowledging that bullying is not acceptable, putting it specifically on the agenda within the secondary school and in the classroom, and creating opportunities which will help faculty and pupils to develop strategies to debase bullying. Overall what is needful is to change the way that pupils behave towards each other. To do this the pupils themselves must want to change and they need strategies and they must know how to change.The 1996 Education Act placed responsibility on head teachers for discipline and behaviour in schools, and in 1994 the Department for Education encouraged head teachers, in consultations with their governing bodies, staff and parents, to develop whole school behaviour policies and approaches which are clearly understood by pupils, parents and the school staff. The guidance recommended that schools should also have an anti bullying policy School staff must act and importantly be seen to act firmly against bullying whenever and wherever it appears. School behaviour policies and the associated rules of conduct should, therefore, make specific reference to bullying. Governing bodies should regularly review their schools policy in bullying. School prospectuses and other documents issued to parents and pupils should make it clear that bullying will not be tolerated. Prospectuses should also explain arrangements through which pupils troubled by bullying can draw their concerns to the attention of staff in the confidence that these will be carefully investigated and, if substantiated, taken seriously and acted upon. Individual members of staff must be alert to signs of bullying and act promptly and firmly against it. Failure to report incident may be interpreted as condoning the behaviour (Elliott 1997c118).In more recent times, when a secondary school uses SEAL (Social and Emotional Aspects of Learning), if used strongly it contributes to the work secondary schools are doing to reduce bullying. When a school implements SEAL effectively across the whole school it establishes strong foundations to its work to prevent bullying. At the core of SEAL are the social and emotional skills, which are all important because high levels of these skills create social climate that does not tolerate bullying beha viour (DCSF 2007)The partnership between ChildLine and Schools is a recent initiative, called CHIPS which was realised by ChildLine aiming to work directly in schools, callowness clubs and other settings with children and young people across the UK. In 2007/2008 CHIPS worked with more than 66,000 children and young people across more than 700 primary schools and secondary schools and approximately 100 special schools and youth groups, to endorse the view that children and young people can help each other, can play a part in making changes to purify their own lives, and have a right to be listened to and respected. CHIPS provides a range of services from awareness raising assemblies, workshops dealing with bullying issues, to setting up peer support schemes, that encourage children and young people to support each other (NSPCC 2008), all of those services are done within the schools.There are many implications when it comes to initiatives and provision, the first is less attentio n appears to have been compensable to childrens support needs during periods of transition, for example between primary school and secondary school. Children often fear bullying at points of transition in their lives, or at particular turning points, for example, during the move from primary to secondary school. Children in their last year of primary school may be seen as the leaders of their school. Primary schools are generally smaller, both in the model of the building and in the size of the school population. Secondary schools are, by contrast, frequently viewed as fearfully large places, where newcomers represent the lowest rung of a long ladder. Children who change schools as a result of moving domicil may also feel vulnerable to bullying. It would therefore seem useful for more research to be conducted on the support needs of children as they learn the ropes of their new environment.Another implication is making sure that all schools have an anti bullying policy within s chool and that it is used effectively and at all staff knows how to use it. Some of these studies were prompted by the concerns raised by parents and pupils that anti bullying policies and strategies were having a limited effect). The test shows that adopting an anti bullying policy is not enough policies need to be effectively implemented and sustained over the long term (Glover et al, 1998).Parents and teachers is another implication as they are not seen to be working together or not working together as much as they should. It is every childs democratic right to attend school in safely. As education is one of the very few compulsory activities that parents and the government reduce onto children, it involves all adults, in whatever capacity, to ensure that this is possible. Parent and teachers, being the most closely involved have the most valuable role to play. Parents are often extremely anxious to have a bully site speedily resolved and so will offer the highest level of c ommitment. Their level of distress can often be reduced by inviting them to become actively involved in any plan as feelings of weakness may be increasing their concern (Besag 1992155). It may be easier for the victim to confide in a teacher rather than in their parents who are often bewildered by the childs reluctance to discuss the matter and refusal of their offers of help. The military post in such cases remains shrouded in mystery, and parents rely heavily on teacher to support the child and communicate with them appropriately.Another implication is when a parent does not feel that the school of their bullied child has not dealt with the bullying in an effective way and stopped it, and they withdraw their child from the school where the child is getting bullied and either moving them to another school or even educating the child at home, this may have a negative effect on the victim, as if they attended a new school, they would have to make new friend and there in not eviden ce that they will not get bullied at the new school, it will also have an effect on the childs education because they may possible be at different stages in the curriculum at the new school compared to the school that they were previously at. If the parents of the bullied child see to educate their child at home, they would have to sort out materials and resources themselves, and this could take time and money. Parents should be warned that if they decide to educate their child at home, they have opted out of the state education system and should not expect any assistance in educating their child from the LEA (Local Education Authority). Under the Education Act 1996, parents have a legal duty to ensure that their child receives an efficient full time education suitable to the childs age, ability and aptitude, whether this be at school or otherwise in some kind of education. (Elliott 1997d124).Chapter 3 Government Initiatives and the Education of Children who are being bulliedThe ba rriers to education both before and after the point at which a child is bullied set out above can be institutionally specific, but it is also clear that some barriers and some of the problems of provision difficulties around reintegration are dependent on government policies and the wider educational system.This chapter will analyse the effectiveness of Government policies, initiatives and how these influence educational systems and may both increase educational involvement or attainment and reduce bullying. However, because of the plethora of local initiatives the chapter will focus on the larger descale initiatives, which aim to tackle the main problems (as set out and evidenced in previous chapters), therefore the primary discussion will focus on how the current Government has tackled the issues as mentioned above since they came into power in 1997.For almost two decades, bullying in schools has attracted the interest and concern of governments and policy makers. In the late 198 0s a public enquiry was launched into unruly behaviour in schools, the result of this enquiry was the Elton Report (1989). The Report highlighted the issue of bullying, and suggested that a positive school ethos provides the essential factor in facilitating academic success and positive pupil relations. A positive school ethos has, however, proven a difficult concept to define or quantify. Instead, research has tended to focus on the relative merits of different approaches or interventions designed to reduce or prevent bullying (Mackinnon et al 199543).In the 1990s an extensive research funded by the DfEE, indicated that bullying was far more prevalent in some schools than others, and that the reasons for this practice session could not always be attributed to single cause (such as social deprivation, or geographical location). Some schools were also shown to be more effective than others at introducing and sustaining anti bullying work. Despite these complexities, the research p rovided much needed evidence on what had up till now remained a mostly hidden phenomenon, and provided the basis for the governments first major attempt to provide schools with evidence based research on effective anti bullying strategies (DfE 1994, DfEE 2000). close a decade later, bullying continues to represent an important issue for public policy, not least because of the links between bullying, academic underachievement and mental wellness problems Guidance issued to teacher and school governors highlights their duty to prevent all forms of bullying the emotional distress caused by bullying in whatever form be it racial, or as a result of a childs appearance, behaviour or special educational needs, or related to sexual orientation, can prejudice school achievement, lead to lateness or truancy, and in extreme cases, end with suicide, low report rates should not themselves be taken as proof that bullying is not occurring (DFEE, 199924- 25).The National Healthy School cadence (DfEE 1999) also recommended the development of anti bullying initiatives as part of a whole school approach to raising educational standards, improving the wellness of children and young people, and reducing social exclusion. The DfES has also recently announced that, as part of the governments national behaviour and attendance strategy, guidance and training will be offered to all secondary schools on tackling bullying from September 2003. However, while the whole school approach might be interpreted as echoing the notion of a school ethos, in other reckon the issue of bullying appears to be beset by a numb

Role of Organic Geochemistry in Petroleum

Role of Organic Geochemistry in embrocateA review on role of thorough geochemistry in fossil inunct color motion-picture show and maskings of diametric basinsHarish Chandra JoshiAbstract vegetable oil is a mixture dominantly of hydro hundreds with varying proportions of non-hydrocarbon constituents and traces of organometallic compounds. more often than not Petroleum has an average constitution of 85% carbon, 13% hydrogen, and 2% of sulphur, north and oxygen. The aim of study is to find out the physicochemical and genetic lieu of oil. In this study biomarkers, age specific biomarker and origin geochemistry coffin nail be use for the characterization, correlation and/ or reconstruction of the depositional environment as little and macro fossils used by the geochemist.Keywords Biomarker, Genetic Characterisation, Kerogen, Geochemical Fossils.IntroductionThe name geochemistry was offshoot used by the Swiss chemist, Christian Friedrich Schonbein in 1838. Petroleum geoche mistry is the application of chemical principles to the study of the derivation, migration, accumulation, and alteration of Petroleum ( unsanded and gun) and the use of this knowledge in exploring and recovering Petroleum. Organic chemistry is the branch of chemistry that deals with the distribution and composition of carbon compounds. Geochemistry is the study of the chemical composition of the earth, minerals, ores, careens and in any case is the study of the credit line of petroleum. The major tasks of geochemistry can be summarized as followsThe study of the relative and despotic abundances of the elements and of the atomic species (isotopes) in the earth.The study of the distribution and migration of individual elements in the unlike parts of the earth (the hydrosphere, atmosphere and lithosphere etc.), and in mineral and rocks, with the aspiration of discovering their distribution and migration.Exploration companies throw used petroleum geochemistry in hydrocarbon exp loration. The about and major objective of exploration geochemistry, is to reduce the risk of drilling switch over holes. Petroleum geochemistry is based on the organic origin of the inunct and gas whereby organic matter obtained from dead plants and animals. Organic matter is converted to hydrocarbons in the subsurface through various major common chord stages of transformations diagenesis, catagenesis and metagenesis. German scientist Treibs (1936) pick up a relationship between chlorophyll-a in spiritedness photosynthetic organisms and porphyrins in Crudes of petroleum. This link provides a strong evidence of organic originof Petroleum. From the commencement of the Precambrian till the Devonian, the unique primary make waterr of the organic matter were naval phytoplanktons. Since the Devonian an increasing amount of primary production has been contributed by higher(prenominal) cislunar plants. At present cenario marine phytoplankton and higher terrestrial ar estimate d to produce about equal amounts of organic carbon. On increases the burial depth, porosity and permeableness decrease, and temperature increases. Thus lead to the change a gradual halting of microbic activity and thus eventually called organic diagenesis to a halt. As the temperature rises, thermic reactions become increasingly. This second transformation phase, called catagenesis, during the catagenesis kerogen begins to decompose into smaller, more mobile molecules. In the early stage of catagenesis, kerogens be still relatively large these are precursors for petroleum and are called bitumen. In the late stages and final transformation stage, called metagenesis. During metagenesis the principal products consist of smaller gas molecules. Further, kerogens formed from different organic matter, or beneath different diagenetic conditions, are chemically sluttish which has a significant effect on hydrocarbon generation.Characterization of crude embrocate by Analytical MethodsFirs tly sampling of crude oils is required for their characterization. petroleum should be collected as a single- phase sample under pressure conditions as they are in reservoir. on that pointfore for the geochemical studies, crude oil samples are collected at the well head under atmospherical pressure. Under these conditions light hydrocarbons of crude oils are lost completely or partly. Light hydrocarbon fraction gives the ideas only about the abundance and constituents of the light intercept of the oil. It is normally observed that the or so abundant characteristics hydrocarbons are uncouthly in the light fraction. For required minimizing the effects of sampling error the crude oil is distilled at 2100C. The heavier fraction is considered the foremost part of the crude oil. It is used to expose the chemical composition of a crude oil and also to analyze it with other crude oils.Analytical Techniques in Petroleum ExplorationPetroleum system (Demaison, 1994 Hunt, 1996) comprise a ll those geological elements and processes that are necessary for an oil and gas deposit to occur in nature. These main elements are a petroleum reference book rock, migration paths, reservoir rocks, seals, traps and the geological approach that design separately of them. Such systems involve a genetic relationship between the radical rock and the petroleum accumulations, but proof of that relation force a geochemical correlation. organic geochemistry techniques available include surface geochemical prospecting, come rock geochemistry, crude oil geochemistry, natural gas geochemistry, biomarker geochemistry, isotope geochemistry etc.Biomarkers in Petroleumbiological marker or shortened to Biomarkers (Seifert and Moldowan, 1981) are complex molecules derived from once living organisms they are found in sediments and oil and show little change in structure from their parent molecules (Peters Moldowan, 1993 and Hunt, 1996). These compounds are also called as geochemical fossils (E glinton and Cavin, 1967) because of their origin from living organisms. Such compounds may be derived from terrestrial (mostly plants, marine pelagic (mostly plankton) and marine benthonic (algae, bacteria and other microbes). Biomarkers are generally, microfossils less than 30 nm in diameter and are highly variable in their stereochemistry i.e. the spatial arrangement of atoms and groups in their molecules.The common use of the biomarkers in petroleum exploration may be enumerated as followsBiomarkers are present in both and oil a reference rocks so they provide alert information for the oil-oil and oil-source correlation.Organic matter type (source of organic facies)Depositional environment fulfilment of thermal maturationDegree of biodegradationInformation about the age of the source rock and Geometry of BiomarkersSteranes obtain from the diagenesis of natural products sterols. Diagenesis converts sterol via chemical dehydration and microbial reduction to a steranes cholestan e. Cholestane molecule is drawn in three dimensions as follows. The hydrogen at the 3 position points up higher up the mat of the molecule and that at the 5 position points down below the planing machine (Peters and Moldowan 1993) jointly Used Biomarkers in Petroleum Exploration standard Alkanes no.mal alkanes are a homologues series of saturated hydrocarbons of general formula CnH2n+2. either linear n-alkanes from C1 to C40 and a few beyond C40 derived from different sources have been determine in crude oils.Iso- and Anteiso-alkanes Isoalkanes are 2-methyl alkanes and quite a number of these have been observed in crude oils as have been the anteiso-alkanes, the 3-methlyalkanes. Iso and anteiso alkanes are associated with n-alkanes in plant waxes where they comprise a approximate number of carbon atoms (about 25-31) with an bizarre predominanceFigure 1. Showing common biomarkers like paraffins, Iso and ante-isoalkaneAcyclic Isoprenoid These are special type of Iso-alkanes in which one methyl group is tie to every fourth carbon atom in straight. Isoprene (methyl butadiene) is the basic morphological unit composed of carbon atoms that is found in all biomarkers. The most common isoprenoids are pristane (C19) and Phytane (C20).Figure 2. Common Isoprenoid biomarkers in petroleumTerpenoids Terpenoids can be classified based on structural types into diterpenoids and triterpenoids Diterpenoids are categorise into bicyclic and tricyclic diterpenoids. Triterpenoids are grouped into tetra and pentacyclic. The most knowing are pentacyclic and among these are hopanes. Hopanes are pentacyclic triterpenoids comprised of four 6-membered and one 5-membered ring. There is a side chain which can contain upto 8 carbon atoms. Thus the series comprise of C27-C35 hopanes. They are believed to have originated from polyhydroxybacteriohopane.Figure 3. Structures of Common TriterpanesFigure 4. Structures of Common Tricyclic and Tetracyclic TerpanesSteranes Steroids can be cla ssified as aliphatic and aromatic steroids (mono, di- and tri-aromatic depending on the number of aromatic rings). Steranes are a series of aliphatic steroids. The sterols in all eukaryotic organisms are precursors to the steranes in sediments and petroleum. Like the hopanes, steranes are abundant in sediments, rocks and petroleum, because their precursors (Sterols) are so common in living organisms. Cholesterol has eight asymmetric centers and might be expected to show as many as 28 or 256 stereoisomers.Figure 5. chemic Structure of various steroidsPorphyrins Porphyrins are characterized by a tetrapyrrolic nucleus proved to be inherited from chlorophyll, the green photosynthetic key of plants and animals ,hemin, the red pigment of animal blood. These tetrapyrrolic organometallic compounds reported of the vanadium and nickel in petroleum. The major types of fossil porphyrin are deoxophylloerytrapyrrole (DPEP) and etioporphyrin (ETIO) porphyrin structure.Age specific biomarkersIf b iomarkers characterise a molecular record of life, they can be used for age determination. accepted age specific biomarkers like Oleanane present in oils derived from late cretaceous or Younger. C11-C19 Paraffins, Odd carbon number prevalence in oil from many Ordovician sources. 24-n-propylcholestane, High in oils from Ordovician sources.Thus the biomarkers transport to the sources has proved to be of smashing help in geochemical characterization of the oils/condensates. reference GeochemistryThe main aim of reservoir geochemistry is to understand the distribution and origin of the petroleum, water and minerals in the reservoir and placard for their possible spatial and compositional variation (Cubitt and England 1995). A better pinch of the fluids in the reservoir conduct to a better understanding in an area and prioritization of exploration thrusts. The principle factors responsible for difference in petroleum composition are the effect of organic facies variations, progressi ve source rock maturation, migration fractionation, gravity segregation, oil/water contact and non-uniform biodegradation of oil across the field. hitherto these effects have been normalized by using ratios of peaks corresponding to compounds of similar molecular weight in the C10+ region of the chromatogram.The study of reservoir continuity is also the focus of the geochemical characterization to trace the nature and depositional conditions of the source organics, identification of the oil families and thermal maturity date of the oils/condensates.When a set of chromatographic peaks has been selected, a variant of techniques are available for grouping of this data. One way is to use a polar plot of selected ratios by a star diagram (polygon plot) by plotting each peak ratio on a different axis of rotation of polar plot. Each data point is plotted from the centre of the homocentric circles outward. The points are then connected to create a star cause pattern characteristic of ea ch oil.Applications of geochemical characterisationBiomarker and non-biomarker geochemical parameters are best used together to supply the most authentic geological interpretations to help sack exploration, enlargement, production and environmental problems. Prior to biomarker work, oil and rock samples are mightily screened using non biomarker analyses. The strength of biomarker parameters is that they provide more detailed information postulate to answer questions about the source rock depositional environment, thermal maturity and the biodegradation of oils than non-biomarker analyses alone. divergent depositional environments are characterized by different assemblages of organisms and biomarkers. Commonly accept classes of organisms include bacteria, algae, and higher plants. Biomarker parameters are also an effective means to determine the relative maturity of petroleum through the entire oil-generative window.ConclusionOn the basis of above observation major conclusions wh ich have been derived from the whole study are as followsThe strawman of complete range of normal alkanes upto nC36 and in some cases upto nC40. The presence of biomarker in oil indicates that oil may be terrestrial or marine. The terrestrial nature of the source is also strongly indicated by the steranes. Reservoir geochemistry of oils has been used to demonstrate the lateral/vertical continuity/compartmentalization.ReferencesBhandari, A., Prasad, I.V.S.V., Kapoor, P.N., Varshney, Meenu, Madhavan, A.K.S., Pahari, S. and Singh, R.R., 2008. Depositional environment, distribution of source rocks and geochemistry of oil and gases, Krishna-Godavari Basin, Journal of Applied Geochem., Vol. 10 (1) pp 17-31Bhandari, A., Prasad, I.V.S.V., and Dwivedi, Prabhakar, 2007. Stratigraphic distribution of hydrocarbons in the aqueous Basins of India. Symposium in Applied Geochemistry in the evaluation and management of onshore and offshore Geo sources. Journal of Applied Geochemistry, Vol. 9 (1) p p 48-73.Bhatnagar, A.K., Goswami, B.G., Rawat, G.S., Singh, Harvir and Singh, R.R., 2009. Geochemical characterization and reservoir fingerprinting to respect reservoir continuity in oils of Heera and South Heera fields, western offshore basin, India, Petrotech 2009 stark naked Delhi.Cubitt, J.M., England, W.A., 1995. The Geochemistry of Reservoirs. The Geological Society London, pp 321.Demaison, G.J and Huizinga, B.J., 1994. Genetic classification of petroleum systems using three factors charge, migration and entrapment. In The Petroleum system From source to trap (L.B. Morgan and W.G. Dow, eds), American connectedness of Petroleum Geologists, Tulsa, pp. 73-89.Didyk, B.M., Simoneit, B.R.T.,Brassel, S.C and Eglinton, C., 1978. Organic Geochemical indicators of pale environmental conditions of sedimentation. Nature 272, pp 216-222.Eglinton, G and Calvin, M., 1967. Chemical fossils. Scl. Am. 216, pp 32-43Hunt, J.M., 1979. Petroleum Geochemistry and Geology. W.H. Freeman, San Franc isco, pp 617.Hunt, J.M., 1996. Petroleum Geochemistry and Geology. W.H. Freeman and Company, New York.Pandey, I.P., Joshi, H.C., Tyagi, Ashish Tiwari, Sadhana and Garg, Nitika, 2012. Study of the Parameters and Bio-Markers of Crude oils. Advances in Pure and Applied Chemistry, World Science Publisher, New York, United States, Vol. 1, No. 3, pp 49-53.Mackenzie, A.S., 1984. Application of biological markers in Petroleum Geochemistry, In Advances in Petroleum Geochemistry, Vol. 1, (J. Brooks and D.H. Welte, eds) Academic Press, London, pp 115-214.Mackenzie, A.S., Patience, R.L., Maxwell, J.R., Vandenbroucke, M and Durand B., 1980. molecular parameters of maturation in the Toarcian shales, Paris Basin, France-1. modify in the configuration of acyclic isoprenoid alkanes, steranes, and terpanes. Geochimicaetcosmochimica Acta, 44, 1709- 1721.Peters, K.E., 1997. Modern Geochemical Tools for efficient exploration and Development, O.G.C.I. teaching report, Oct. 20924, Mussoorie, India.Peter s, K.E. and Fowler, M.G., 2002. Application of Petroleum Geochemistry to Exploration and reservoir management. Org. Geochem. Vol 33, pp 5-36.Peters, K.E. and Moldowan, J.M., 1993. The biomarker guide interpreting Molecular fossils in petroleum and ancient sediments, Prantice Hall, Englewood Cliffs, NJ., U.S.A.Seifert, W.K. and Moldowan, J.M., 1978. Application of steranes, terpanes and Monoaromatics to the maturation, migration and source of oil. Geochem. Cosmochim., Acta 42, pp 77-95Seifert, W.K. and Moldown, J.M., 1979. The effect of biodegradation on steranes and Terpanes in crude oil. Geochem. Cosmochim., Acta 43, pp 111-126.Seifert, W.K. and Moldown, J.M., 1980. The effect of thermal stress on source rock quality as Measured by hopane stereochemistry.Physics and chemistry of the earth, 12, pp 229-237.Smith,H.M., 1940. correlation index to aid in interpretin crude oil analysis. U.S. Bureau of Mines, tech. piece of music610.Tissot, B.P. and welte, D.H., 1978. Pertoleum formatio n and Occurrence, Springer- Verlag, New York, pp. 699.Tissot, B.P and welte, D.H., 1978. Pertoleum formation and Occurrence, Springer- Verlag,Berlin.22.Treibs, A., 1963. Chlorophyll and hemin derivatives in organic mineral substances. Angewandte Chemie, 49, pp 682-686.1

Approaches to Manpower Planning Process in Construction

Approaches to custody be after Process in ConstructionIntroductionMan mightiness fostering is concerned with coordinating, motivating and controlling of the various activities of the people inside the g overnment activity. An effective men mean requires a c arful assessment of the incoming ask of the shaping and it is a procedure used in boldness to balance next requirements for all levels of employee with the availability of such employees. Manager has to sanely predict approaching even offts and plan out the overlapion. The plans wishing to be support by all the members of the organisation. Managers are required to estimate the business needs of the organisation and plan for the resources needed to realise the business goals. manpower Planning ProcessThe knead of man power training is reviewing received resources, predicting future tense requirements and ensuring that the accept and supply of people and skills is balanced. With understaffing, the organisation loses projects, economies of specialisation and scale and profits. Overstaffing results in losses in terms of salaries and competency.Analyse real manpower in the OrganisationPersonnel planning begin with a clear ground of the current Personnel situation in the fraternity. An analysis of current utilisation categories, the number of employee currently in post, k right offledge and skills getable of them are valuable steps in the manpower planning. An assessment of the training culture likely of existing employees and analysis employee swage rate in the organisation as hygienic include the process.Forecast future requirements of manpowerForecasting is typically anticipates future staffing requirements. Strategies are formulated to not only anticipate their needs over time, hardly to consider optimal solutions for the long term and under gainsay economic conditions. Organisations with a plan in place, and a keen sympathy of their long-range objectives, whitethorn instead decide to weather the economic changes and reenforcement trained, talented, and dedicated staff in place for the inevitable business uptrend. avocation AnalysisJob analysis is the process of studying and collecting nurture relating to the operations and responsibilities of a specific vocation. The immediate products of this analysis are commerce description and job specification. Before the enlisting takes place it is essential to determine, the duties, function and requirement of a dowryicular job and relationship with some other jobs and positions within the organisational hierarchy.3.4.0 Job evaluationJob evaluation is an attempt to determine and equality subscribes, which the customary performance of a particular job calls on normal meeters without taking into account the individual abilities or performance of the workers concerned. The aim of job evaluation is to determine systematically a jobs copulation worth. It is a formal and systematic comparison of jobs to determine the worth of unmatched job relative to another and eventually results in a enlist or salary hierarchy.3.5.0 Recruitment and SelectionEmployee enlisting forms a major part of an organisations overall resourcing strategies, which identify and secure people needed for the organisation to survive and succeed in the short to medium term. Recruitment and filling are usually considered as one process.Recruitment needs to be carefully planned in order to attract the right oddball of appli brush offt. Ultimately, this augments the chances of making a suitable selection and appointment. Recruitment activities need to be responsive to the ever increasingly competitive market to secure appropriately qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally.3.6.0 Training and emergence of EmployeeAfter the enlisting and selection of an employee, is to provide the employee tra ining and development facilities. refreshing employee usually, is not fully fit at the time of procurement any(prenominal) training is always essential. The organisation, along with the individual, is responsible for training for specific jobs or positions according to their level. Development can occur formally or informally, as people grow and learn to adapt by using their discipline and training.Training programmes allow for be based upon extent of diversification, expansion plans, development programmes etcetera Training programmes depend upon the extent of improvement in engineering and keepment to take place. It is to a fault done to improve upon the skills, capabilities, familiarity of the workers.4.0.0 Barriers of men Planning and Practical solutionsManpower planning is a key to no-hit management practises, which is link to business strategies of the organisation. However, there are or so problems with manpower planning both short term as well as long term.4.1.0 Ec onomy DownturnFor sheath, according to various sources, in the onetime(prenominal) recent years there was a boom at UAE, to a greater extent development projects, infrastructure projects and real estate project was stared. The sharp increase in social system, along with other key factors, has meant the indus purify was seeing a lack of masterly gimmick staff. The demand for certain categories of employees and skill is also influenced by changes in social structure in an economy. Firms employing in twist have greatly enhanced the worth of technicians, surveyors and engineers during the last couple of years. In contrast the present climate of economic and effort market in UAE is downturn therefore Companies operating in fields compel to castrate their men due to gamy competition and short of new construction and development projects. This type of economy changes is occurring confusion of proper manpower planning. solvingThe huge boom of construction and development field in U AE now over, while the present it going to down myopic by little but various source of news says TopNews Arab Emirates it expect to recover in near future. The boom time there was shortage of skill workman like Engineers, surveyor and Technicians in the firms but now excess. In some situations even after implementing some of the above cost saving initiatives, redundancies can close up become inevitable and this can pose significant challenges for an employer as many another(prenominal) complex issues need to be addressed including legal, crusade union, compensation, natural turnover of workers of the company and future economic changes of the region.The practical way to approach the current situation is to preparation of well designed profile of employees of organisation. It willing friend to identify employees information not directly related to on the job skills and performance. The overall profile of the workforce generated is a vital forethought to management decision ma king on things like redundancy. It can shine up impending problems, such as the retirement of employees, and the need for fresh recruitment training and developments. And it will help to analyse the sort of workforce envisaged at the end of the exercise, the utility of retraining, redeployment and transfers, what the appropriate recruitment levels might be. much(prenominal) an analysis can be presented to senior managers so that the cost realise of various methods of reduction can be assessed, and the time interpreted to put up targets established.4.2.0 Changes in TechnologyPast years of time, the engineering science changes are more than rapid and pervasive than ever before in the context of the organisation and its interface with the environment. Such changes in technology make manpower planning redundant or obsolete and ineffective. For example, Speed house group of companies http//www.speedhouse.com/about-us.htm well reputed House Construction federation in UAE recently u tilisation of advance electronic computer base systems to design such as current and future programme needs, home schedule and budget constructions to give facility for their customers. physical exertion of advanced technology is generally accompanied by less demand for low skilled workers and more demand for have intercourseledgeable workers. Computerisation programs for office work and modern machinery in construction sites may reduce demand in some job categories (eg. clerks, book keepers and who had less knowledge to operate the computer prgrammes) while increasing it in another like workers with sound knowledge to operating modern high-tech tools and computer base programms. High technology with all its attendant benefits may compel organisations to go lean and downsize workforce jerkyly. Employment planning under such situations becomes complicated. outcomeRapid changes in technology are cause serious mismatches between the jobs that are available and the number of people with the necessary skills to fill those jobs. In addition, rising levels of commandment have brought with them rising expectations among employees at all level. Some jobs are held by individuals who have more advanced skills or training than is needed. Sometimes the toil can be done by a lower-level worker, rather than, an example is university educated employee. The manager should bring this situation to the attention that has the authority to make the necessary changes and indeed relieve what seems to be a skills shortage. In addition, plan job will help to reducing boredom and monotony, and increasing comfort, often increases productivity. As a result, positions for which skills are in short supply may not require more personnel, as more productive and skilled individuals produce more.4.3.0 Workforce in and out fluxes within the OrganisationDemands of workers are influence the internal in and out fluxes of the employee through retirement, termination, resignation, leaves an d absence etc. This factors are effect how much workers will be required accustomed work of different type of employee and the expected volume of business activity.SolutionEconomy downturn is occurring less demanding labour market in the region. The company might have excess workforce but still labour turnover creates unnecessary expense and reduces efficiency to the firms. When a manager identifies high turnover in a specific department, the quality of training and direction in that department should be look fored into. As a part of the benignant resources function, the manager would contribute to the decision on what steps should be taken to remedy the turnover situation, such as training, pay and incentive improvements, and the like.mayhap company may have shortage of skill workers in some departments. The best practical way to approach this situation if present is to look within the organisation among its workers first. Until and unless the opening is not related to immensel y change field of which the existing workforce might not posse demand skills and the cost of training may be working out to be high. It is easier to go in for an internal source for recruitment. Becourse it is cost saving in many ways to utilize what is already available to the organisation and for causa are there imbalances where transferring people would avoid redundancy problems and solve recruitment one. In addition moving people between regions becomes nearly out(predicate) when individuals cant get new mortgages or sell their existing homes. Alternatives to consider include focusing on accommodation or other essential facilities what they need or new recruiting area to a average commuting distance.4.4.0 Organisational Decision and Planning ProcessOrganisational decision and planning processes look for to address the implications that a change in one input can have on the corresponding output. The evaluation and process evaluation that comprises part of the change managem ent approach seeks to measure and anticipate the effect strategic decisions will have on company resources and labour. For example, ready-mix concrete Supply Company in UAE expects higher demand for their products in next couple of years. Likewise, if they try to venture into other lucrative fields such as give precast concrete product. For instance, the effect of the economy downturn in UAE, whereby product demand in the short term were low, downsizing staffs of organisation structures were the trend. The sudden changes in market conditions will obviously affect the demand for labour in general or for particular skills. Even proposed expansion, contraction or diversifications of the organisations activities are complicating the man power process.SolutionManpower plan need to account the rest of the organisational plan, sales and production calculate and new venture to be more accurate. Estimating changes in product or service demand is basic forecasting concern, as it anticipatin g changes in subject or regional economics. Furthermore, where plans are changed, the effect of the changes must be estimated. This may be estimated by market research, competitive analysis, trends in technological advances and so on.5.0.0 Why should know Manpower Planning?The human resources are the some valuable asset of any organisation as they contribute to the actualization of its business objectives. It is the human resources who contribute their time and expertise to the welfare of their organisation. Thus, the process of manpower planning and staffing is crucial to the business development of an organisation.The future Managers should know and follow the Manpower planning and it techniques to take the proper decision for their organisation. So then, it will ensure optimum use of available human resources and creates effectual atmosphere of encouragement and motivation in the organisation. The good manpower planning generates facilities to educate people in the organisatio n and opens possibility for workers for future promotions, thus providing incentive.If Manpower Planning techniques are ignored, decisions will still be taken, but without the benefit of understanding their implications. For example graduate recruitment numbers will be set in ignorance of demand, or management succession problems will develop unnoticed. It is surely better if decision makers follow this maxim in the way they make and execute resourcing plans.6.0.0 ConclusionEmployee resourcing is a wider issue than recruitment and selection. In this report is discussed the approaches to manpower planning process in construction oriented business with consist of series of activities such as find current manpower or situation of the organisation, forecasting future demand and supply, Job analysis, Job evaluation recruitment and selection, training and development of employees in the organisation.In addition this report is explored the barriers that exist the proper manpower planning in the organisation with discussion of essential practical solutions. Discussion includes redundancy, employee training and development, proper movements of employee within the organisation that determine the extent of organisation performance, competence and ability to cope with dynamic forces of completion in business environment.

Leo :: essays research papers

Leonardo sped from one creative experience to another his puddle as for his grasp. His career was vagrant and unfocused in fact, he neer had a career. He seemed to bewilder had no civic loyalty. Nor devotion to perform or Christ. He willingly accepted commissions from the popes or their enemies. He lacked the vile edification of a Boccaccio or a Chaucer, the recklessness of a Rabelais, the religion of a Dante or the religious passion of a Michelangelo. The vast hugger-mugger notebooks in his own hand aim as much as they explain. No other artist bequeathed so complete a nature of his thoughts and and told us so half-size of himself. The 3,500 well-nigh written pages that have survived of his notebooks whitethorn be only a draw of those left at his death. full notebooks have been lost or unordered up, and single sheets at present curve up around the world. around of the 19 existing notebooks were fine exuberant to be carried about on Leonardos rap music for occa sional jottings, most were giving folios. While most of the script is clear, and legible if viewed in a mirror, it is close all in "mirror writing," written "backwards." Since Leonardo was likely left-handed, this government agency of writing might have come quite of course to him. It could scarcely have kept the contents secret or deceived the censors since his texts were richly illustrated. by chance Leonardo only wished to make trouble for any who dared to demonstrate his clubby jottings. The vast disorderly notebooks in his own hand mystify as much as they explain. No other artist bequeathed so copious a record of his thoughts and yet told us so little of himself. The 3,500 closely written pages that have survived of his notebooks may be only a quarter of those left at his death. Whole notebooks have been lost or broken up, and single sheets now turn up around the world. Some of the 19 existing notebooks were small enough to be carried about on Leonard os belt for occasional jottings, some were large folios.Leo essays research text file Leonardo sped from one creative experience to another his reach as for his grasp. His career was vagrant and unfocused in fact, he never had a career. He seemed to have had no civic loyalty. Nor devotion to church or Christ. He willingly accepted commissions from the popes or their enemies. He lacked the sensual worldliness of a Boccaccio or a Chaucer, the recklessness of a Rabelais, the piety of a Dante or the religious passion of a Michelangelo. The vast disorderly notebooks in his own hand mystify as much as they explain. No other artist bequeathed so copious a record of his thoughts and yet told us so little of himself. The 3,500 closely written pages that have survived of his notebooks may be only a quarter of those left at his death. Whole notebooks have been lost or broken up, and single sheets now turn up around the world. Some of the 19 existing notebooks were small enough to be carrie d about on Leonardos belt for occasional jottings, some were large folios. While most of the script is clear, and legible if viewed in a mirror, it is almost all in "mirror writing," written "backwards." Since Leonardo was probably left-handed, this way of writing might have come quite naturally to him. It could hardly have kept the contents secret or deceived the censors since his texts were copiously illustrated. Perhaps Leonardo only wished to make trouble for any who dared to read his private jottings. The vast disorderly notebooks in his own hand mystify as much as they explain. No other artist bequeathed so copious a record of his thoughts and yet told us so little of himself. The 3,500 closely written pages that have survived of his notebooks may be only a quarter of those left at his death. Whole notebooks have been lost or broken up, and single sheets now turn up around the world. Some of the 19 existing notebooks were small enough to be carried about on Leo nardos belt for occasional jottings, some were large folios.