The Danger Of Cyber Attacks On Power Plants - 1542 Words

The danger of cyber-attacks on power plants are something that needs to be looked at closely to avoid costly deadly incidents. Cybersecurity has become a vital component of our world today and it needs to evolve fast to keep up in its protection from the outside. Cybersecurity protects us from unauthorized shutdowns, break-ins, financial and social ruin. We live in a world that has become completely reliant on computers for everything. They are able to cause chaos and even shutdown â€Å"nuclear centrifuges, air defense systems, and electrical grids.† (Hathaway, Crootof, Levitiz, Nix, Nowlan, Perdue Spiegel, 2012) Cyber-attacks are more common today due to the increase capability of technology. Important information along with every aspect of people’s lives are kept on computers or cell phones which are vulnerable at all times. An example of this would be the leaked snapchat photos of celebrities, stolen identities and unauthorized access from an outside computer into a power plant. In New York State we have four nuclear power plants. These nuclear power plants contribute to the economy, society and the environment. The Nuclear power plants are â€Å"Entergy’s Fitzpatrick in Scriba and Indian Point in Buchanan, and Exelon’s Ginna in Ontario and Nine mile point in Scriba - provide New York households and employers with over 5,000 megawatts (MW)of emissions-free electricity and nearly 42 million megawatt hours (MWh) of annual electricity generation.† (Investment Weekly News, 2015)Show MoreRelatedThe Problem Of Cyber Warfare1531 Words   |  7 Pagesthat can fit on a computer chip will double. This exponential growth of computing power has brought the human race to a point where we can almost no longer be completely human. While these advancements were done with strong and positive intentions, new security dangers have arisen along with them. Though a large chunk of these dangers are studied and well known by some, little is b eing done to prevent these dangers and it needs to change. Starting off, one of the most critical issues the UnitedRead MoreSupervisory Control and Data Acquisition System Attacks Essay854 Words   |  4 Pages Cyber threats to the energy infrastructure are pervasive. Reports have indicated numerous attempts to enter the nation’s information technology architectures are credible. Is has become common today that threats come from many origins. Some threats are traced from intentional or accidental incidents. 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The necessity of an international treaty can be viewed when examining the dangers of cyber warfare and the abilities of Russia and the United States to spark a cyber conflict. â€Å"The reality,† Claims Michael Chertoff in a 2008 issue of Regulations Governance, â€Å"is that cyber attacks are not decreasing; in fact, they are increasingRead MoreA Country Description Of Japan Essay1604 Words   |  7 Pagesearthquakes) every year, in addition to tsunamis and typhoons. After its defeat in World War II, Japan recovered to become an economic power and an ally of the US. Japan, whose capital is Tokyo, maintains a parliamentary constitutional monarchy While the emperor retains his throne as a symbol of national unity, elected politicians hold actual decision-making power. 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The introduction, development and operation of information and communication technologies have been accompanied by an increase in criminal accomplishments. With regard to cyberspace, the Internet is increasely been used as a tool and medium by organized crime. In order to commit cybercrime, cyber weapon are needed. The first known cyber weapon to have ever been created was the Stuxnet virus that was discovered in the late summer of 2010. ToRead MoreCyber-War and Cyber-Terrorism Defined2092 Words   |  8 PagesCyber-War and Cyber-Terrorism Defined In order to properly answer the question posed we must first define what cyber-war and cyber-terrorism are. The Oxford Dictionaries defines cyber-war as â€Å"The use of computer technology to disrupt the activities of a state or organization, especially the deliberate attacking of communication systems by another state or organization:† Although there is no dictionary definition of cyber-terrorism, The Center for Strategic and International Studies (CSIS) has definedRead MoreCyber Warfare : A Nation State Or International Organization Essay2110 Words   |  9 Pages Cyber Warfare Introduction: Cyber warfare involves the actions by a nation-state or international organization to attack and attempt to damage another nation s computers or information networks through, for example, computer viruses or denial-of-service attack. The Internet has experienced a magnificent development over the past two decades, from a petite network limited chiefly to the scientific society to a universal network that counts more than two billion users. With development came rising

My Experience At Oasis Tutoring Center Essay - 938 Words

Introduction This past fall I had the chance to volunteer at Oasis Tutoring Center. I thought going in that I was going to show up to get my hours done for my class. I didn’t think about how heavy this experience would embark on my heart. The slogan for Oasis is â€Å"Healing Hearts.† This is exactly what happened during my experience at Oasis. Not only did I heal hearts during my tutoring experience, my heart was also healed somehow during it too. This experience will stay with me forever as a teacher and in everyday life. I am so thankful that I could be apart of something so empowering. Field Experience Site- Oasis Oasis is a program for the children of immigrant families whom live in this 200 Mobil home village. Majority of the families only speak Spanish. All the kids attend a charter school down the street from all their homes. After school, the children from Pre-k to 4th grade attend this tutoring program. There are around 85 students who attend Oasis. This program is here to help children with their homework and to help them learn too. Like I previously stated, many of the families only speak Spanish so they are unable to help their children with their homework. I tutored three boys; they were in the second grade so they were 7-8 years old. I had two excelling second graders and one that lacked a little. Come to find out it was just a family issue that happened less than a year ago so he was having a hard time. When I could get the third boy in the mood to learn, he wasShow MoreRelatedThe Importance Of A Multicultural Education And How A Student s Race And Ethnicity Influences951 Words   |  4 PagesFor past field experiences, I chose to volunteer at Oasis Catà ³lico. However, although I have had a very formative experience with that program and chose to continue volunteering for them this semester, I decided to add an additional volunteer placement to my schedule. Due to the fact that, on a lucky day at Oasis, tutors may have to work with only two students rather than four, I wanted to have a volunteer experience where I could focus all of my attention on one student for the whole entire semesterRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesoverlap with the preceding period and disconcertingly radical shifts in the course of global development in the 1900s, contradictory forces and trends, which perhaps more than any other attribute distinguish this turbulent phase of the human experience, render it impervious to generalized pronouncements and difficult to conceptualize broadly. As the essays in this collection document in detail, paradox pervades the time span we call the twentieth century, no matter how it is temporally delineated

Hand Turnover Rates in Sydney Restaurant - Myassignmenthelp.Com

Question: What are the factors that promote high turnover rate in the food and beverage industry? How are the individual factors interrelated in terms of impact on turnover rate? How could the turnover rate be reduced in case of Kitchen Hand? Answer: Introduction The hospitality sector and the domain of food and beverages are subject to considerable changes owing to the frequent changes in the market environment. It is imperative for organizations with new and upcoming concepts in the sector of food and beverages have to rely on competent workforce in order to sustain the threats of the business environment. As per Ahuja Kumari, the impact of external factors such as political instability, economic downturns, social conflicts and technological advancements has created the consequences of varying trends in employment in restaurants and speciality food outlets (Ahuja Kumari, 2013). Therefore the concerns for employee turnover have also been observed profoundly in context of the evolving industry trends and variability of internal factors of the organization. The following review presents a critical reflection on the variable dimensions of employee turnover primarily emphasizing on the factors that lead to increment in employee turnover. The hospitality industry is classified as a service based industry and hence it is dependent on the effective management of human resources in order to realize economic advantages. The consequences of employee turnover could be analysed from a personal perspective in order to obtain a reasonable explanation pertaining to crucial nature of costs and outcomes related to employee turnover. The foremost impact of employee turnover could be noticed in the exclusion of talented, experienced and skilled employees who could have proved to be the primary source of sustainability for the organization. The loss of employees is a notable problem for the organization since it is liable to lose advantage rendered by experience and talent of the employees. Thereafter, the evidence of costs associated with the replacement and training of the newly inducted employees could be assumed as promising indicators of the negative impacts of employee turnover. I consider employee turnover to be a problem spe cifically due to the specific implications of long serving employees characterized by a deep association with the organization which helps them in performing their tasks efficiently. On the other hand, employee turnover also leads to the departure of the abilities, skills and knowledge as well as the investment of the organization for training of employees. The detrimental consequences of employee turnover could also be observed in the extent to which the organization goes for investment in acquisition and development of talent that would be alternatively beneficial for the competitors. Competitors are more likely to acquire the benefits of high employee turnover in an organization wherein the investments of the organization in development of talent would be leveraged by the competitors. Furthermore, the relation between customer satisfaction and employee turnover also reflects on the negative impact that could be obtained from higher employee turnover. An organization faces the imp lications of lower than average levels of customer satisfaction with respect to increased scales of employee turnover. The observation of particular characteristics of satisfied employees committed to the long term development of organization i.e. lower employee turnover lead to outcomes of customer satisfaction and loyalty. Employee turnover and customer turnover are cognizably related to each other thereby depicting the detrimental consequences that can be associated with high employee turnover. The costs associated with employee turnover could be classified into hard dollar and soft dollar costs and explicit costs. Employee turnover could be accounted in case of non-exempt employees to around 50% of their annual salary. The cost of turnover could also be raised up to 150% in case of the annual salary of an exempt employee. The hard dollar costs refer to the tangible or quantifiable expenses pertaining to employee turnover which involve recruitment, training, separation, replacement and vacancy. These investments are observed explicitly in the initial three months especially in case of training of new employees which could be assumed to be wasted if the employee leaves in the first year. The category of soft dollar costs reflects on the intangible factors and the expenses are largely associated with the costs involved in the improvement of employee morale, elevating the customer satisfaction and capitalizing on lost business opportunities. The measures of an organization for investing in the training, development, maintenance and retention of human capital could be assumed as mandatory aspects of human resource management. The investments in employees can be assumed as the primary rationale for managers to emphasize on the management of employee turnover. According to Bair Jackson, the lack of a standard framework needed to apprehend the process of employee turnover from a comprehensive point of view creates the implications for the impact of varying factors on employee turnover. Subsequently, the comprehensive reflection results in identification of the sources of employee turnover and the outcomes that can assist the management in fabricating strategic direction for decreasing the employee turnover (Bair Jackson, 2013). The actual implications of high turnover for the strategic performance of an enterprise in the hospitality sector could be derived from the classification of voluntary and involuntary turnover. The voluntary turnover is identified in the case of employees quitting the organization for their specific reasons. The other category of involuntary turnover is accountable for reduction in employee strength on the basis of layoffs or downsizing that are implemented by employers. Actually high turnover implies the comparatively higher rates of employees leaving the organization at distinct periods of time especially observed in the proliferation of involuntary turnover concerns due to the longer periods of voluntary turnover. Generally, the implications of high turnover also indicate that the human resource management is insufficient alongside suggesting formidable indications towards the insufficiencies on behalf of the front line supervisors. The presentation of specific characteristics per taining to the average working period of a kitchen hand supervisor in the BB restaurant could be assumed as a functional description of the causes for employee turnover. The working hours for a kitchen hand supervisor have been estimated at 40 hours every week which is the average demand of the restaurant from the specific job description of kitchen hand supervisor. Literature review: The developing intensity of globalization has led to the requirement for organizations in the service based industries to depend on the services, tangible products and strategies that can be provided by employees leading to the crucial significance of the value of such employees to the organization. Therefore Board said that managers have to recognize the fact that employees who are capable of adding value to the organizations effectiveness cannot be replaced under any circumstances. As per Board, Generic definition of employee turnover and the use of credible tools for determining the factors leading to employee turnover can be assumed as primary highlights for this literature review that can propel the research activity (Board, 2013). Employee turnover can be defined as movement of human capital in the labour market largely observed in the hiring and separation dimensions. It can also be defined as rotation of individual human resources between the states of unemployment and employment as well as between jobs, firms and occupations. The quantified definitions of employee turnover can be illustrated in the form of the ratio of number of employees separated from the firm over a specific course of time to the average number of employees in the organization during the concerned period. Subsequently Brimstin, Higgs Wolf said that managers are also inclined towards the description of the complete process needed to fill a vacancy and the replacement cycle comprising of training and hiring in case of voluntary and involuntary separation of employees from the organization (Brimstin, Higgs Wolf, 2015). One of the prolific theoretical dimensions reflecting on the voluntary turnover is the unfolding model that emphasizes on the illustration of voluntary turnover as the outcome of personal decisions to quit the organization. Image theory can be associated profoundly with the process of decision making through information processing leading to explicit identification and analysis of the reasons to quit by employees. As per Buede, et al, Literature also indicates prominent references to the lack of cognitive resources for employees to ensure systemic evaluation of all the incoming information that leads to the preferences of employees for comparing the information with the heuristic standards for decision making (Buede, et al., 2013). Fish Bone Chart: The utilization of root cause analysis has been implemented in research studies pertaining to employee turnover and its effectiveness has been perceived in identification of the underlying factors that lead to occurrence of adverse events. As per Catherall Rhodes, the estimation of the contributing factors for employee turnover could be a promising implication for drawing actions that could help in improvement of the adverse scenario faced by an organization. The fishbone chart is helpful for improving the competences of brainstorming to recognize the causes of problem as well as sorting them into individual categories which could provide a structure impression of the issue posed for the organization (Catherall Rhodes, 2014). Root cause analysis is also associated with the formidable implications for obtaining insights into the alternative causes which might not be otherwise linked with employee turnover. In case of employee turnover, the impact of environmental factors, people or staff related factors, equipment and suppliers as well as the regulatory frameworks have been identified as major influences on the increasing employee turnover (Cooper Kithuka, 2013). Environmental factors: The foremost impacts that can be drawn in context of employee turnover in the specialty kitchen hand sector include the environmental factors that are reflective of fluctuations in property prices and rates of penalties. Environmental factors leading to cancellation of work permits and visa as well as the global economic downturn have profound impact on the rates of employee turnover. The cancellation of work permits and visa could lead to the restriction of access to a diversified and competent workforce for the organization. For example, cancellation of work permits for Italian chefs in Australia could lead to higher employee turnover of Italian Chefs working in Australian restaurants and food outlets. The global financial crisis has created notable concerns for the revenue frameworks of the organizations in the specialty restaurant sector as well as implying the changes in remuneration of employees that could lead to formidable concerns from the employees for analysing an exit from the organization. As per Dusoulier Downes, fluctuations in property prices and penalty rates could be accounted as subsequent impacts on the outcomes of analysis implemented by employees prior to separation from an organization. The other prominent aspects of people, process, material and machine are also identified as major causes of employee turnover (Dusoulier Downes, 2016). Process: Employee turnover can be escalated by the insufficiencies in the process dimension of specialty restaurant services. The essential factors in the process dimension reflect on the lack of motivation, improper supervision, training and development insufficiencies, hiring process and the lack of orientation in the roster of organizational processes. Limitations in the case of motivation could lead to ambiguities among the employees pertaining to their job responsibilities and roles could lead to depreciation in performance. It is essential to observe the impact of training insufficiencies which could lead to reluctance among employees to continue with their professional initiatives. The initial problems are derived from the impact of inappropriate hiring procedures alongside implying the major indications towards selection of inappropriate candidates for the job. The presence of academic qualifications and technical expertise has to be complemented with the support of behavioural traits that allow individuals to adapt better to their environment surroundings. According to Folsom-Kovarik Raybourn, the proper representation of the organizational roster could also lead to substantial issues pertaining to the lack of formal understanding among the distinct organizational processes and the involved entities as well as individual. These factors are further complicated by the dimensions of delay in remuneration for the employees as well as the training process which could lead to higher turnover of employees (Folsom-Kovarik Raybourn, 2016, November). People: The process dimension impinged major emphasis on the recruitment, training and remuneration aspects which leads to the concerns for people related causes for higher turnover of employees. As discussed earlier, recruitment process should be selective enough to acquire workforce that can cater the organizational objectives without any potential challenges. Employee turnover is influenced by the people aspect of causes refer to the wrong selection and poor training of people that could lead to misalignment of employee behavioural traits. First of all, the employees who perceive no support from the other employees in the workplace environment could be more likely to exit the organization. The wrong selection of people could lead to proliferation of concerns among existing workforce of the organization. The existing employees could perceive the competences of the newly recruited people as inferior to their competences leading to dissent. As per Giordano Jackson, the inappropriate training of the human capital could also be accounted as an influencing factor for employee turnover which can be implicative of the outcomes such as inability of new employees to address organization specific tasks. The lack of competence among the employees could not be addressed without proper training since they could lose confidence and self-esteem in the long run due to inability for completing tasks assigned to them (Giordano Jackson, 2013). Hence employees could perceive the lack of training as a plausible reason to exit from the organization thereby leading to improvement of employee turnover. Equipment: The food and beverage industry is also vulnerable to the impact of machine dimension pertaining to the organizations. The requirement of information systems and the positive improvements introduced in technology by the sector creates the requirement for highly proficient workforce. Technical competences have become a major concern for managers in context of employee turnover since the introduction of new technologies could lead to apprehensions among existing employees to learn the new technologies and apply them in organizational tasks. The newly introduced implications of robotization in the specialty restaurant sector reflect on the mandatory concerns for increasing automation in context of service provision (Dusoulier Downes, 2016). Examples of automated billing systems could be considered in the machine dimensions leading to higher employee turnover. The machine specific factors are related to the organization and hence managers could perceive the limitations faced by employees in operation of the organizational systems. Materials: The dimension of technology is followed by the materials aspect pertaining to employee turnover. The lack of information pertaining to the specific materials that can be used in the specialty restaurant services could lead to formidable pitfalls for the retention of employees. Employees with minimal knowledge of the materials used in the value chain of the organization as well as safety and hazard concerns could consider their inappropriateness in the organization and can be considered as a formidable reason to analyse for leaving the organization. The uncertainty of employees pertaining to their safety is also a major concern that can be drawn in support of leaving the organization (Catherall Rhodes, 2014). The kitchen hand sector organizations have implied potential implications towards the precedents for health and safety alongside introducing viable standards to determine the hazard level of materials used in the organization. Employees tend to face considerable setbacks regarding the perception of the toxic chemicals due to lack of information. The nature of materials used in the organizations production and distribution systems such as higher toxicity as well as the lack of access to resources that can safeguard the employees could also be accounted as valid reasons for escalating employee turnover. Others: There are some other factors that can change the turnover rate in kitchen sector. Most of them are uncontrollable in nature and will happen without any prediction. For example. Cancelation of 457 visa by the Australian government leads to high turnover in such sector. As Sydney is a multicultural place, where people from all over the world working. They somehow want to be Australian citizen and 457 visa could be one of the best option for them. Cancelation of this visa means people dont want to work in kitchen anymore; instead they will start finding other options. Possibilities of war, increasing terrorist attacks around the world, could be other vital reasons behind employee turnover in any sectors, of course in kitchen as well. Nobody could predict those things, but bring massive changes in employee dimensions. Research design: As per Goldberg, et al, the research design is reflective of the concerns for depicting the methodology, research instruments, data collection, limitation, data analysis, sampling scheme and size. In context of the research objectives identified with respect to the case of employee turnover which is increasing gradually at the Kitchen Hand restaurant, the research design would be helpful in realizing explicit guidelines for obtaining suitable approaches to address the increasing rates of employee turnover (Goldberg, et al., 2014). According to Greuel, et al, the research design can be assumed as a framework intended to guide the research processes and in this case a descriptive research design has been adopted for accomplishing formidable outcomes from the research activity. The descriptive research design can be explicitly associated with acquisition of qualitative data that is related to the nature of impacts that can be impinged by employee turnover on organizational efficiency (Greuel, et al., 2016). Descriptive research design allows contextual inferences pertaining to existing status of the phenomenon and description of the conditions as well as variables pertaining to the research context (Gupta, 2016). The consideration of descriptive research as an appropriate research design for this topic is reflective of acquisition of reliable data that can outline the true characteristics of the impacts of employee turnover that can be observed with respect to the efficiency of the organization in strategic initiatives. The methodology of the research is aligned with the profound references towards collection of primary data and secondary data which could also be reflective of the research instruments used in the concerned research topic. Research instrument: As per Hansen, the research instrument would have to be aligned with the documentation of responses from the participants in a structured fashion alongside obtaining a credible platform for accessing the actual information intended by the respondents. The questionnaires are specifically meant for allowing the participants i.e. employees of the Kitchen Hand restaurant to convey their honest opinions pertaining to research questions (Hansen, 2014). The design of the questionnaire as a research instrument could be associated with the generalized nature of questions alongside facilities that could prevent disclosure of identity. The weighting of the responses was also accounted as a promising feature of the questionnaire suggesting reasonable inferences into the prevention of employees being led towards answering the questions (Herndon Krueger, 2016). The specific questions which are included in the questionnaires referred to hours of work, wages paid for every hour and the benefits accessed by the employees in the kitchen hand. Sampling scheme and size: The strategic location of the Bel and Brio restaurant allows the suitable acquisition of reliable and accurate information that could emphasize formidably on the impacts rendered by employee turnover on organizational efficiency. The target sample group comprises of management staff of the restaurants kitchen hand and the former employees were also taken into consideration for the sample design (Hsueh, 2016). The precision of sample design is cognizably associated with the streamlining of issues that are responses for pleasing the management. Voluntary participation is able to dictate the acquisition of credible views and opinions and in this case was essentially directed towards the resolution of the core problem and 120 employees of the restaurant alongside the participation of five management staff ensured the comprehensiveness of data collection process (James, 2016). The management staffs are involved in the research activity through the route of interviews which makes it easier for them to cope with the questions and address the interviews without any major setbacks. Data collection methods: The research implemented questioning through interviews and questionnaires as a primary source of data collection and the method proves to be a reliable indicator of the acquisition of reliable and accurate information. The reliability and accuracy of the information depicted by respondents can be obtained flexibly from the implications of no influence required to answer questions flexibly (Johnson, 2016). Primary data collection is associated as a comprehensively significant entity pertaining to research efficiency that could be inherently related to the research topic for identifying factors for employee turnover. The primary data collection outcomes reflect on validity and first-hand sources of information that depict the opinion of employees and therefore in context of employee turnover, the personal perspectives can be identified explicitly. Secondary data pertaining to the research was collected from the academic research materials such as published journals, reports and reference materials (Ko?lak, Kurzeja Nawrat, 2013). The capabilities of the secondary data collection methods are directed towards interpretation of formidable information requirements that can be addressed in context with the specific research objectives. The data collection methods and their efficiency are perceived in the derivation of outcomes that are obtained in the analysis process. Furthermore the relevance of the data could be validated on the grounds of its application in the data analysis as well as the flexibility of standardization of the data to suit the analytical frameworks. The concerns of data confidentiality should be addressed feasibly in order to establish the validity of responses without any considerable influence on the responses (Lackey, et al., 2014). The data collection frameworks should be compliant with such ethical concerns which have been highlighted later in the research report to communicate the necessity of implementing a comprehensive data collection framework. The preparatory stages of evaluating the appropriateness of a descriptive research design as well as identifying the sample were helpful especially in terms of streamlining the scope of the research as well as limiting the chances of unwarranted influence of the other variables that are not related to the research topic. According to Lin, the questionnaire comprises of ten questions based on the distinct demographic variables alongside directing towards the individual causes which have been identified in the literature review pertaining to root cause analysis of employee turnover (Lin, 2016, June). The identification of specific implications towards the different variable factors is helpful in creating a lucid interpretation of the data collection outcomes as relevant identities for the research. One of the profound limitations that have to be addressed in the case of this researchs data collection would be to ensure the application of resources such as information and capital in order to ensure acquisition of responses from the interviews through online platforms (Long, Hyland Barnieu, 2015). Furthermore, the use of an online platform for collection of primary data could be associated with the explicit advantage of minimal bias in the responses that are characterized by the options of respondents not being able to view the research questions in advance. The obligation to address the individual questions in a specific order is a reasonable indicator of the inability of respondents to skip any questions. Data analysis techniques: The research design is also reflective of the formidable references to the use of particular data analysis techniques for different forms of data. The use of qualitative data collection approaches is implicative of the appropriate outcomes that can be derived from the application of simple descriptive statistics for analysis of data. The use of descriptive statistics analysis method is also useful for comprehensive analysis of numerical data that can be obtained from the close ended questions (Maraj, et al., 2015). The computer software, Statistical Package for Social Sciences and Microsoft Excel have been utilized for obtaining lucid inferences into the mean and standard deviation calculations for the primary data collected for the research. The software could be applied for refining, coding and categorization of the collected data which are analysed with respect to the percentage mean and standard deviations (Maxwell, et al., 2014). The findings of the data collection phase of the research has to be illustrated profoundly as tables wherein the description of data in the tables is tailored to the convenience of users and is reflective of the profound elements pertaining to percentage and frequency based representation of the data findings. The open ended questions and the outcomes as interpreted from the data collection findings reflect on the application of data analysis methods that can be reflective of the analysis of personal opinions presented by employees (existing and former) of the kitchen hand of Bel and Brio restaurant. According to McDonald, Alkema Benseman, description of the research design and methodology implications associated with the research objectives for determining suitable approaches for recognizing appropriate sources of data, sampling method to be implemented in the research, sample size and the design implemented for sampling (McDonald, Alkema Benseman, 2014). Data Analysis Findings: The processes implemented for the analysis, presentation and interpretation of data obtained from the questionnaires could be associated with distinct outcomes pertaining to the research objectives. The elaboration of percentages and mean deviation scores alongside their impact on the organizational productivity associated with employee turnover is a promising implication that can be associated with the measurement of data analysis outcomes. Response rate is the foremost measurement noticed in the data analysis findings which is further associated with the description of possible involvement of employees and the discontinuities observed with respect to the selected sample (Moss, et al., 2016, September). The response rate was estimated to be 100% as the 120 employees selected for the sample were completely attendant in the interviews and questionnaire responses which were also related to the successful realization of the data collection process. The observation of particular response rates above 50% have been identified as promising sources for research data that could be otherwise implemented for generalization of the characteristics pertaining to research issue from the perspective of specific respondents in a selected target population. The analysis of demographic information acquired from the research also involves the age of respondents, working experience and educational qualifications in order to establish reasonable grounds for the analysis of employee turnover factors in the kitchen hand of Bel and Brio restaurant. The representation of the findings from data analysis depicts that around 40% of the respondents were within the age group of 31-40 years and the other majority of 31% was vested in the age group of 41-50 years. The remaining shares of 20% and 9% were accountable for the age group of 18-30 years and the latter comprising of people above the age of 51 years. Educational level was also a profound variable subject to estimation in context of the research activity wherein the employees depicted considerably varying proportions. The college level education qualification was found in majority of employees that accounted for 45% of the respondents while the 26% employees had acquired university level education. The secondary level education was identified in 7% of employees while remaining 22% depicted courses in professional qualification. Work experience also serves as a considerable attribute for the determination of research findings pertaining to employee turnover and the related factors (Patrignani, Conlon Halterbeck, 2016). The working experience could be observed in the majority of the workforce with substantial experience of 7-10 years accounting for 40% of the workforce. 29% of the workforce was estimated to have 3-6 years while 12% of the workforce was associated with experience lesser than 3 years. The respondents with relevant experience above 10 years in the food and beverage industry were estimated to be 19% of the total respondent pool involved in the research. The apprehension of the actual reasons for employee turnover as based on the fishbone chart was helpful in determining the relevance of the case of employee turnover and its perception as an issue by employees. The foremost case dimension to be addressed in the research process has to be aligned with the identification of whether an organization actually experiences employee turnover (Piercy Cochrane, 2015). The employees subjected to the data collection process responded in a large proportion towards recognition of the impact delivered by employee turnover. Almost 88% of the respondents replied positively to the existence of employee turnover as a strategic issue while the remaining 12% did not approve of the existence of employee turnover. The interview findings were reflective of the implications towards lack of bonus and reward incentives on the lowering of employee motivation. The research findings say that the impact of economic uncertainties when compounded with lack of financial incentives could be assumed as positive influences on the realization of higher employee turnover rates. The interviews with the employees of the organization were also reflective of the ratings for employee turnover as facilitated by the enterprise (Prenzler, Sarre Kim, 2017). The notable majority of the respondents i.e. 60% of the respondents assumed that the threat of employee turnover in case of the organization is high and therefore requires substantial indications towards speedy resolution. The interview findings also depicted that around 16% of respondents reflected on the perception of employee turnover in average proportions and 10% of participants said that employee turnover levels are very high in the organization. The remaining 14% of respondents were accountable for perception of employee turnover on low quantifiable measures. The respondents also said in the interviews that provision of remuneration packages was not influential on the prospects of employability of the workforce and the participants also implied substantial references to the observed lack of employee benefits. The research was also inclusive of profound references to the estimation of conclusive reasons for increasing employee turnover in the kitchen hand of Sydneys restaurant. The distinct strategic approaches required for ensuring employee retention could be derived from these findings highlighted in the study (Prenzler, Sarre Kim, 2017). The consideration of particular inferences from the interview suggests the reflection on the findings pertaining to specific factors. The interview provides outcomes in which the people say that the lack of career development opportunities, poor work environment and material conditions, low employee motivation and people related factors as well as the formidable lack of retention strategies are profound influences on the employee turnover in an organization. The explicit references to the identification of these factors as profound elements leading to employee turnover could be utilized further in context of the recommendations needed to improve the conditions of employee turnover in the selected case organization of Bel and Brio restaurant (Zhao, 2013). Summary of findings: The majority of employees depicted their responses wherein the interviews said that the organization is experiencing higher levels of employee turnover which was accompanied by references to the lack of retention strategies as a major influencing factor on employee turnover. The majority of respondents also depicted their views pertaining to the impact of higher employee turnover on the productivity of the organization. The ratings of employee turnover provided by employees can be considered as a subjective interpretation since the disparities among the actual cases of employee turnover and the information possessed by employees are considerably different terms (Prenzler, Sarre Kim, 2017). The respondents also presented plausible insights into the determination of initiatives that could be applied for management of employee turnover implications. The research found that explicitly higher levels of employee turnover can be associated with negative impacts on organizational productivity owing to the exclusion of productive and highly experienced staff. Furthermore, employee turnover is also associated with the inclusion of new workforce that could not cope with the information and objective requirements noticed profoundly in context of the restaurants kitchen hand operations. The requirement of specific competencies can be addressed by the new workforce after a certain period of time. The research was able to identify in the interviews where the employees say that organization is depicting notable gaps in the provision of incentives and bonus that is based on rewards which leads to dissent among employees thereby leading to increasing rates of employee turnover. The research findings conclusively highlighted that the lack of reward based incentives and bonus payments is a major factor that leads to increasing employee turnover in the kitchen hand of Sydneys restaurant (Santos, 2016, July). The research findings also illustrated that the low levels of employee motivation can be associated with the increase in employee turnover. The research findings say that the considerable lack of emphasis on performance and merit as the determinants of motivation among employees could also be observed in the lower levels of motivation among hard working employees that are not awarded with promotion (Wang-Costello, et al., 2013). This factor that has been noticed profoundly in context of research pertaining to identification of factors influencing employee turnover is considered significant with respect to the examples of failure of organizational management to realize legible promotions of employees on the basis of performance and merit. Lack of staff training could also be identified as a noticeable influential factor on the employee turnover aspect of the kitchen hand. The reflection on lack of training is directive of the emphatic identification of long term issues especially pertaining to the career and professional development of employees. The lack of staff training could result in incompetency and limited performance levels thereby leading to lack of confidence among employees (Shidong Shuang, 2016). Therefore the people aspect of the organizational framework is reflective of the organizational managements lack of commitment for training and development activities of employees. Thereafter the work environment referring to the materials and technology aspects contributing to the improvement of employee retention rates can be assumed as a formidable determinant of higher employee turnover rates (Soni Sharma, 2016). Recommendations for improvement are also imperative derivations from the analysis of research findings which could also be associated with the management of causes pertaining to employee turnover in an enterprise (Sottilare LaViola, 2015, December). The foremost recommendation that could be implemented for long term resolution of the issue of employee turnover is directed towards the implementation of appropriate HR principles to ensure the establishment of a hygienic and hazard free work environment with the provision of updated technological facilities and equipment (Stevens, et al., 2014). In unison with such measures, the management also requires to ensure training and development so that the human resources could be capable of utilizing the technological infrastructure to the advantage of the organization effectively. Provision of team growth opportunities through team building and delegation tasks could be assumed as reasonable insights that can be implemented by the management of the kitchen hand (Toubman, et al., 2014). Recommended strategies for improvement: Identification of the sources that expedite employee turnover could lead to essential concerns for implementation of tailor made strategies that can address the issue. The foremost resource accessible to the management for introduction of reasonable solutions to the aspects of employee turnover can be observed in policy options. The management can implement the policy options for introducing reforms in the existing procedures or introduce new frameworks for the processes of recruitment, selection, training, wage payment, job design and induction. Policy choice is largely dependent on the appropriate diagnosis of the problem and while poor selection of people is considered as a major influence on kitchen hand turnover alongside, wage rates do not fall back as profound influence over the employee turnover trends in an organization (Brimstin, Higgs Wolf, 2015). The increased direct and indirect costs associated with labour turnover invite potential implications for the management to employ extensive research and identify the core measures that could be implemented for increasing the value attained by organization from existing workforce, improve the corporate performance of business and the acquisition of plausible returns from the investments made in people. Some of the measures which could be recommended for prolific resolution of employee turnover issues include employee engagement, knowledge accessibility, organizational commitment, workforce optimization, employee empowerment and job involvement (Catherall Rhodes, 2014). Knowledge accessibility could be used to address the various causes identified in the root cause analysis by increasing the interplay of knowledge and ideas as well as their communication to the employees. Employee empowerment and engagement could be recommended as potential remedies for reduction of employee turnover since they involve the comprehensive association of employees with the management as well facilitate innovative approaches for inducing organizational commitment among the employees. Increasing their salary is also a vital method to control the kitchen hand turnover. But the management dont want to pay more easily. So, they have to work diplomatically. Instead of direct salary increasing: providing fixed roster, long shifts could be other options. Including them in some decision making process also help to control their turnover. Conclusion: The reflective analysis of the research topic of employee turnover was addressed through estimation of feasible research objectives. The research objectives are profoundly indicative of the requirement to identify possible causes for improvement of employee turnover in the kitchen hand in Sydney. 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Muhammad Ali Essays (930 words) - Muhammad Ali,

Muhammad Ali Muhammad Ali is one of the best, if not the best, boxers of all time. He was an influential leader not only inside the ring, but throughout the world. His overwhelming confidence captured millions, bringing the sport of boxing the publicity it has always deserved. Though many criticized his brash comments, he became a role model of children across the nation. He frequently gave speeches in schools and ghettos throughout America. He managed to succeed in a world that was run by whites. Born January 17, 1942, in Louisville, Kentucky, Cassius Clay, Jr., displayed fighting skills early in his life when he punched his mother after she spanked him for misbehavior. It was not until he turned 12, however, that he became interested in boxing. He had just received a new, red bicycle for his birthday, so he and a friend rode bikes to the fair. While he was milling around, someone stole his bike. He searched for his bike for hours, but it was to no avail. When he started asking people on his block if they had seen it, someone suggested he go ask Joe Martin, a policeman and owner of a boxing gym. Cassius was awestruck the moment he walked into the gym. Joe gave him an application and Cassius joined the gym the following day. Though he had not found his bike, he did find his future. Cassius trained constantly. He worked out after school every day, and he trained with Fred Stoner after supper from eight until midnight. Finally, his hard work was starting to pay off. In 1956 he won the Kentucky Golden Gloves tournament. Then, in 1958, he won the Louisville Golden Gloves light-heavyweight crown. He went on to win the National Golden Gloves light-heavyweight title in Chicago. Cassius really showed his skills in 1960 by winning the Golden Gloves title in Madison Square Garden as well as the Tournament of Champions in Chicago. Throughout his amateur career, Cassius had fought in 130 fights and won all but seven. As his wins increased, so did his boasting. He bragged that he was going to win the gold metal in the 1960 summer Olympics before even stepping on the plane. When he returned home with the gold metal around his neck, however, he still was not even allowed to order a cheeseburger from a fast food restaurant. This upset him so much that he ran to a nearby river and threw his metal into the swift current. Cassius was now ready to turn pro. He brought attention to himself by bragging about his boxing abilities as much as possible. He also predicted the round in which he would defeat his opponents. The arrogant poems quickly followed. Unbeaten, he felt he could face Sonny Liston, the Heavyweight Champion of the world. After being pummeled for six straight rounds, Liston could not get off his stool to fight the seventh round. Cassius Clay was now the Heavyweight Champion! In 1963, a few weeks after his fight with Liston, Cassius announced that he was a member of the Muslim faith and had changed his name to Muhammad Ali. Ironically, the name means "the one who is worthy of praise". Many people were upset at this because they thought the Muslims were violent racists. Ali told reporters that "Islam is a religion of peace and love. All I want is peace." Ali was drafted into the army in 1967. He refused to serve in the army, as killing and bearing weapons were against his religious principles. After being found guilty of draft dodging, the World Boxing Association (WBA)stripped him of his championship title and boxing license. His lawyers made an appeal, and this time the court confirmed his beliefs were sincere. His license was returned as well as his title. He soon lost his title, however, in 1971 in a 15 round match against Joe Frazier. Many people thought Ali should have retired after the loss, but he refused to quit. He only ran and trained harder and longer. This helped him to overcome the odds and regain his title in 1974 by knocking out George Foreman in the eighth round. Again, people believed Ali should have retired a champion, but he kept on fighting....and winning! Writers that year voted him the third greatest athlete from 1900-1977, next to Jim Thorpe and Babe Ruth. In 1978 Ali lost his title in a 15 round fight versus Leon Spinks. After a long and grueling seven months of training, Ali won back the championship