Essay on The Patriot Act Keeping America Safe - 1920 Words

On September 11, 2001, the United States was shaken when the Twin Towers of the World Trade Center in New York City fell and thousands were killed. The very real dangers of terrorism were made perfectly clear that day. The government had to find out why this atrocity had happened, and, more importantly, they had to stop it from happening again. But how could the U.S. stop an attack they never saw coming? Deciding the best route of action was to catch the terrorists before they could do any more harm, the Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism Act of 2001, or USA PATRIOT Act, was passed. The Act was approved by both the House of Representatives and Senate with very†¦show more content†¦Before September 11th, terrorism concerned many people, but it did not seem a personal threat to the citizens of the United States. The majority of previous terrorist attacks were outside of the U.S., and the few inside appeared as small, isolated incidents. The government and its citizens alike were largely unaware of the terrorist group called Al Qaeda, to which the attacks were later linked. No one possessed any real evidence of a large plot against the United States. Yet many today ask, â€Å"How did the government not see this coming? How did they miss the clues?† Before the incident, the government may have acquired enough separate pieces of information about the impending attack to have stopped it. The problem was, however, that the different agencies that worked on counterterrorism were not coordinated, and no single division had enough evidence to catch the attackers until it was much too late. Looking back on the event, people realized that if the government had the ability to exercise more authority, the bombings could potentially have been stopped. (Scheppler 14) The day after the Twin Towers fell, a meeting was called by the U.S, Justice Department officials. They needed to determine where the governmental system had failed, and they aspired to draft a new law that would hopefully keep such an event from happening again. (Scheppler 25) This new piece of legislation was comprised of several smaller pieces, mostly theShow MoreRelatedThe United States Patriot Act923 Words   |  4 PagesBush enacted the USA Patriot Act. George bush has been quoted Stating â€Å"Terrorism against our nation will not stand† (Jones 2) a message which was hit home by the enactment of the USA Patriot Act. The Patriot Act gives law enforcement agencies increased powers enabling them to apprehend terrorist. The USA Patriot Act was enacted by congress on October 26, 2001, with the idea that it would help a crippled nation combat terrorism. The act of terrorism which is described as the act of using violence toRead MoreThe Patriot Act; Agree of Disagree877 Wo rds   |  4 PagesThe Patriot Act: Agree or Disagree Amanda Collier ENG/215 August 27, 2012 Bruce Massis The Patriot Act: Agree or Disagree President George W. Bush signed into law on October 26, 2001 The USA PATRIOT Act. The title of the Act is a letter acronym: Uniting and Strengthening America by Providing Appropriate Tools Required to Intercept and Obstruct Terrorism Act of 2001 (PUBLIC LAW 107–56—OCT. 26, 2001) This Act was written to prevent and punish terrorist acts here in the United States as wellRead MoreThe Patriot Act Of 2001 Essay1224 Words   |  5 Pagesfamily, and in a blink of an eye our lives in America changed forever. We were attacked, on our own soil, not once, but four times. That fourth plane didn’t make it to its destination, thanks to the brave souls aboard that sacrificed their lives to save others. On that fateful day 2,753(NYmag) families would never be the same, as well as the rest of us that watch in disbelief. The attacks on September 11th 2001 led to something called the Patriot Act. In the days after 9/11 Congress hurried to passRead MoreUSA Patriot Act Essay1210 Words   |  5 Pagesbefore a violation of peoples right to privacy, are now allowed to be used without probable cause. These tools now allow the FBI to find terrorists before they commit their act of violence. These surveillance tools that are now allowed to be used by the FBI were passed under the USA Patriot Act. Given that the USA Patriot Act now allows the FBI to look through what many people may consider private, many questions may arise. For instance, what does the FBI have rights to monitor? Who does it affectRead MoreThe United States Patriot Act1533 Words   |  7 PagesAmerican Gov. Term Paper Patriot Act On September 11, 2001, the Unites States suffered massive destruction caused by terrorism. Four planes were hijacked by terrorist. Nearly, three thousand lives were lost when two planes crashed into the World Trade Towers, one crashed into the Pentagon, and the final plane crashed in Pennsylvania before it could reach its final destination. An immense fear spread across the country and out of this fear came the Uniting and Strengthening America by Providing AppropriateRead MoreSurveillance During The United States1747 Words   |  7 Pagesterrorism. I will be talking about the 9-11 bombings which was a day that no one can forget and which shuck up the whole of America. I will examines the factors contributing to the escalation in surveillance and its effects after 9-11 and what is being done against security and stopping terrorism happening. Also I will be talking about the NSA and what they are doing to stop acts of terrorism from happening. Introduction What is Surveillance? Surveillance is an observation of a person or groupRead MoreThe Patriot Act1467 Words   |  6 Pagespledged to respond within boundaries set by the Constitution confronting and preventing terrorist attacks. Through Patriot Act, the law enforcement agencies of the Untied States are given the most effective tools to combat terrorists having intentions or plans to attack the nation. It is, in fact, a significant weapon for nation s fight against terror. Major purpose of the Patriot Act is to break wall of regulatory and legal polices existing between the law enforcement agencies and intelligence toRead MoreThe Patriot Act And Homeland Security Act Of 20021329 Words   |  6 PagesStrengthening Americas by Providing Tools Required to Intercept and Obstruct Terrorism Act of 2001(USA Patriot Act) and the Homeland Security Act of 2002. While the USA Patriot Act and Homeland Security Act of 2002 have formed the backbone of terrorism laws in the United States, they are not without their problems, especially in terms of how far they infringe upon the right, freedom, and liberties of the public. As its full name suggests, the purpose to the USA Patriot Act is to provideRead MoreThe Importance Of The Salem Witch Trials And The Cold War1454 Words   |  6 Pagescountry? How would you feel if you lost a loved one through a tragedy that could have been prevented? Throughout history, the necessity of witch-hunts has been questioned; to answer this question, we must ask ourselves how these hunts have kept us safe. In The Crucible, Arthur Miller describes the â€Å"perverse manifestations of panic† in Salem, MA, as Puritans accuse their neighbors of practicing witchcraft (Miller 5). Miller sarcastically reveals the true motives of Salem’s judicial system and accusersRead MoreShould Civil Liberties Be Restricted During Times of War1571 Words   |  7 PagesNaval Base. The country was in a state of panic and a response was needed to make Americans feel secure. Less than five decades later a similar attack devastated America. Similar to Roosevelt, George W. Bush was ca tapulted into taking responsive action after the September 11th terrorist attacks on U.S soil. His response was the Patriot Act. It was our founding fathers intentions for the people of these United States to be sheltered by liberty and freedom, however, it’s clear that later day presidents

Intro to Sociology - 1018 Words

1a. Define routinization: †¢ Routinization is the way people go about doing something. It’s a method to organize chaos and when practiced it accomplishes the goal quickly and effectively. There are different methods used, but ultimately routinization produces the desired result. 1b. Strategies in the ER: †¢ In the essay by Chambliss’ essay, â€Å"Just Another Routine Emergency†, we learn of the best strategies that are used in the ER’s across the USA to routinize chaos. One of the main strategies used is keeping the public out of the work area. By doing this it helps maintain tranquility for the patients and the hospital staff. It is normal for people to panic during an emergency, but it is just the opposite for healthcare professionals†¦show more content†¦When you dissect the four words and look at them individually you can figure out what the essay consists of. It is strong title with key terms that make you stop and think for a minute. To me, the most important word in that title is â€Å"becoming†. To â€Å"become† is to undergo change or development on your own free will. In order to become something or someone you must want to learn the skills and successfully master them. This is why the word â€Å"becoming† in the title â€Å"Becoming a Hit Man† is the most interesting to me. 3b. SOC 201 and â€Å"Becoming A Hit Man†: †¢ Reading an essay like this in SOC 201 is fitting because it makes you think differently, learn something new and see from a different perspective. Through SOC 201 we learn to ask questions in a way that allows us to get the most honest answers possible in order for us students to better understand the way people think. In â€Å"Becoming A Hit Man† we learn about the thought process that goes into thinking, planning, carrying out the murder. In this essay we meet a hit man named â€Å"Pete† and he explains to Levi that there are â€Å"economic motives† that got him into doing it and that now it’s â€Å"just a job†... a job that pays the bills. Further more we learn that it wasn’t always easy for Pete. On his first kill he immediately got sick to his stomach and couldn’t keep anything down for the next two months. This introduces the term â€Å"frame break† explained by Goffman as a way of controlling the situationShow Mor eRelatedIntro to Sociology1167 Words   |  5 Pagesï » ¿Intro to Sociology – 1/28 Book: Sidewalk by Dunier Available in NYU Bookstore March 13 – Midterm Exam 30% of Grade May 15 – Final Exam (8 in the Morning) Courses are central to the idea of concept ideas. Readings and course as whole might test hypothesis like pink Floyd, Another Brick in the Wall (No M/C, small essays). What is a Social Science? Empirical, Systematic, Conceptual. There are other realms that people think like how people believe what a society is; iRead MoreIntro to Sociology Essay664 Words   |  3 PagesSOC, 2nd Edition by Niki Benokraitis Study Worksheet – Chapter 1 Answer Key Thinking Like a Sociologist Matching Match the person or term with the appropriate description in the table below. |Max Weber |E |Macrosociology |I |Symbolic Interactionism |M | |Karl Marx |D |W.E.B. DuBois |G |Conflict Theory |K | |EmpiricalRead MoreIntro to Sociology Observation Essay1873 Words   |  8 Pagesâ€Å"Observation at Local Fast Food Restaurant During Lunch† Author: XXXXX XXXXX XXX University Introduction to Sociology â€Å"Observation at Local Fast Food Restaurant at Lunch† Have you ever tried listening to everything going on at the same time at a fast food restaurant during the lunch time rush hour? Well, I did and I am going to share the results of my whirlwind encounter last week. 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It welcomes you to challenge the obvious, to question the world as it is taken for granted and to de-familiarising the familiar. This is what empowers critical thinking which triggers the development of the understanding of the humanRead MoreFeminism Types and Definitions Liberal1287 Words   |  6 PagesLogin Plans Pricing How It Works Courses Degrees Schools Careers | Register Search Courses Lessons Feminism Types and Definitions: Liberal, Socialist, Culture Radical / Sex and Gender in Society / Sociology 101: Intro to Sociology / Social Science / Courses Like? Feminism Types and Definitions: Liberal, Socialist, Culture Radical Video Quiz Congratulations! You ve reached the last video in the chapter. Transcript Start the Next Chapter Race and Ethnicity Definitions: SocialRead MoreAgriculture Business and Management Essay example942 Words   |  4 Pagesfor export† (student scholarships 1). 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Managing People and Team Targets of Organization

Question: Describe about the Managing People and Team for Targets of Organization. Answer: Case one: performance management in an organization The role of the human resource manager is to motivate the employees to achieve the goals and targets of the organization. This can be achieved through performance management. Performance management is the management of employees or the organization. It is the process where the manager and the employee work together to plan, monitor and formulate strategies to keep a track on the achievement of employee and their contribution o the organizations goals and achievement. Managing the performance of the organization and employees is the responsibility of the human resource department in an organization (Armstrong and Taylor 2014). Performance management is not just management of the work annually but keeping a track on a regular basis. It not just includes managing and evaluating the performance of the organization but regular assessment of the wok, keeping a track on the employees, evaluating their contribution towards organization, setting objectives, and providing on gong training and development to its employees so that they can work together to achieve the goals and objectives of the organization (Bratton and Gold 2012). Performance management is not just from the perspective of achieving organizations success but it is also management of employees and helping them achieve their career goals. It is the duty of the human resource department to constantly get a feedback from the employees so that they can know whether the employees are satisfied in achieving their career goals. Performance management plays a great role in motivating employees (Breaugh 2014). A motivated employees is likely to work hard and help in achievement of goals and objectives of the organization. Hence, it is very essential to keep the employees motivated. Performance management can be used as a tool to motivate employees, as it is a process of recognizing the hard work of employees, reviewing and rewarding them according to their capabilities. Hence, in order to motivate employees it is recommendable to the Board of MiningCo Company to follow following key points for managing the performance of both the organization and employees. Setting up the criteria: the first and the foremost step for managing performance are setting up the criteria. It is essential for the executives in an organization to set up criteria upon which the judgment will be based. It is also essential to set up a predetermined requirement according to which the employees will perform. Determining the criteria and requirement will help the employees get an idea as to what exactly they are required to perform. If any employee performs better than the set target, should be recognized and awarded. It is also essential for the supervisors to set up a plan as on which grounds will the employees will be judged (De Waal 2013). Reward and recognition: the next step of using performance management as a tool to motivate employees is to recognize the efforts of the employees and rewarding tem accordingly. It is the duty of the Human resource manager to analyze the performance of each employee and categorize him or her according to the set criteria. Then the managers should choose the employees based upon the performance of employees. If an employee is working hard and his or her contribution to the organization is helping in achieving strategic goals and objectives then the employee should be awarded (Nelson 2016). The award can be in form of compensation, benefits, and increase in income, change in the position, appraisal, promotion or monetary benefits such as gift or something else. This acts as motivator as it motivates the employee to work more hard. It also motivates the other workers to work hard so that even they are recognized next time for the reward (DeNisi and Smith 2014). Conventional approach: it is essential for the managers to be fair in its decision so that it does not demotivate employees. Hence, adopting conventional approach is viable in order to ensure that reward and appraisal have a positive impact on the employees. Ensuring fair decision is necessary in order to get a positive result (Oke 2016). Feedback form: it is not only essential to measure the performance of organization but is also essential to measure the performance of employees. Getting constant feedback from the employees is essential in order to manage the work. This also helps the manager in knowing the performance of employees. Getting feedback from the employees will help them stay motivated. They feel that they are an important part of the organization and decision making process. Feedback helps in developing a sense of belonging for employees and hence it acts as a motivator (Purce 2014). Proper and effective communication: it is necessary for the organization to communicate goals and objectives of the organization with the employees. The employees should know their targets, goals and functions. This will help them know their exact role, increase confidence, motivate them and improve their performance. It is recommendable for MiningCo to improve its communication process by creating a mail chain by including its employees where important goals and functions can be communicated through email. It is necessary to incorporate open communication between employee and managers where the employees are given freedom to suggest new ideas and grievances to the employees. Since MiningCo Company operates in an isolated place, where the employees are rotated on a weekly basis communication plays an essential role. Each range of the company should be able to effectively communicate so that they are able to manage the performance of employees and organization optimally (Rolstadas 201 2). Case two: Recommendations to curb hysteria MiningCo Company faces a problem as each site operates in an isolated place as a single entity. The rotation of the staff between the sites is difficult to maintain. Many of the senior executives of the organization is planning to leave the organization because of the rise in problems of the organization. The economic crisis in Greece and rise of terrorism due to rise in ISIS is urging the trained and experienced to leave the job that is increasing the problem for the organization. Hence, one of the major responsibilities of the managers and human resource department in an organization is to curb the hysteria that is rising in the nation so that they are able to retain the employees that are experienced and senior to the organization. The economic crisis in Greece is raising problems for the employees as it is becoming for them to maintain the standard of living that they expect. Hence, it is recommended for the organization to fulfill the needs of employees in order to retain them in the organization. The economic crisis pursuing in Greece should not affect the senior executives in an organization. Hence, the seniors can be retained by increasing their salary and income so that they have an enthusiasm to stay and work. If necessary, the organization can take out the temporary employees or the employees that are being able to meet the organizations expectation. However, it is essential to retain the senior executives in an organization (Seuring and Gold 2013). Getting constant feedback from the employees is necessary in order to know the problems that the employees face in order to retain them. Proper communication between the sites and the employees is necessary for proper work management. The organization can also provide security to the employees so that they do not think of leaving the job. It is very essential to communicate the objectives and strategies between the sites so that the work is not hampered. The organization should have a backup plan in case any employee leaves the office. This is essential so that the resignation of employee does not hamper the productivity of the organization. It is recommendable that the organization makes a rule so that the organization does not have to face any problem. The employees should be informed that they communicate the plan of leaving the job before so that the organization can fill the vacant position in short period of notice (Spaniol, Schain and Bowen 2013). Employee end checklist should be formulated in order to know the problems that exist in an organization so that it can be improved. Retention of employees is necessary in order to save cost because hiring new employees and providing them training increases the cost for the organization. The employees can be retained by following the steps: Communicate: communication is important moreover for the organization that operates in isolated sites at different locations (Chaudhary and Khan 2013). Rather than managing, it is essential to provide coaching and development. The Greece crisis can be improved by helping the employees maintain standard of living by getting proper pay from the organization (Spence 2016). Case three: crisis management and human resource management One of the roles of Human resource manager is to manage the talent gap in organization. It is essential for the manager to ensure that they are able to elect the right employees for the right job. This is essential from both the organizations perspective and employee perspective. The employees should get a career as per their aspirations, goals and ambition. Talent management is hiring new and creative employees that are suitable for the job and are highly skilled professionally, and retaining the productive and hardworking employees to meet the future requirements and goals. Talent management is the responsibility of not only human resource department but also the supervisors and managers (Al Ariss, Cascio and Paauwe 2014). Talent management is the management of talents of people by coordinating their talents so that it can be best utilized within an organization. It is essential for the crisis management team to manage the event by managing the talents so that no talent gap arises in the organization. To manage the talents it is essential to decide on the selection criteria, format and structure, function of the team and rewarding them. Selection criteria: For managing the talent, it is essential to select the right employees for the job so that the organization is able to recognize their talent and the employees are able to reach their goals. After formulating the recruitment plan, it is essential to form a selection criteria and process. Selection process is the step that involves selecting right qualification that could fill the vacant position in an organization. However, the employees are chosen and selected by the supervisors and managers the initial selection is done by the human resource department. Their role in selection of right employees is to guide the supervisors for hiring individuals with right talents. The first step in selecting employees is to formulate criteria for the development of talents and skills. It is essential for the criteria to relate to job analysis and job specification (Fisher 2015). The criteria for selection are based on skills, abilities and personal characteristics. The selectio n process includes preliminary interview where the main purpose is to eliminate unqualified persons that do not fit the job criteria. Hence, it is essential to set the selection criteria according to the demand, goals and objectives of the organization. Since the Job at MiningCo requires employees to be flexible at work due to rotational shift. It is essential for the managers to prioritize the criteria (Stahl et al. 2012). The employees should be flexible at job in order to satisfy the job criteria and goals (Melanthiou, Pavlou and Constantinou 2015). The format: setting a proper format at the organization is essential to manage the talent so that no talent gap arises in the organization. It is not just essential to select the right employees with right qualification but it is also essential for providing training and development to enhance the talents that the employees posses. Providing training and development will help the employees know their potential that can be used in organization to fulfill its strategic goals and objectives. Aligning talents manage strategy with business strategy is essential (Hendry 2012). The Human resource department should know the exact business goals and strategies in order to effectively manage the talent. Talents management is putting the right people at right place at right time. Providing proper training will directly influence employees by increasing their confidence and developing talent. Structure and function of team: in order to fill the talent gap in an organization it is essential to formulate a proper structure to efficiently manage the team. The structure for selection of employees is by inviting applications, receiving applications, analyzing the application and resume of employees, taking interview, conducting selection test and finally selecting the employees. The function of the team members is to motivate the employees to properly utilizing their talents. It is the duty of the leaders and team members to analyze the skills of the individuals is that it can be properly utilized in organization (Manzoor 2012). Building the talent of the people is the responsibility of the team leader. It is also essential for the human resource department to retain the employees that have high skills and talents so that it can be used for the benefit of the organization. This is done by studying and evaluating the skills, talents and personality character of the employees in order to know whom to retain. Finding new employee with the same talent is difficult and hence it is essential to retain the employees. Highly skilled employees can be retained by analyzing their query and trying to fulfill their needs (Hussai and Rehman 2013). The employees should be provided with good working facility so that they retain the employees with the best talent. Everyone in the organization has different skills in the organization. Recognizing the skill and retaining them in the organization is essential to fill the talent gap in the organization (Townley 2014). Function of reward system: talent gap can also be filled with rewarding the employees based on their performance. Rewards can be in form of benefits, compensation, appraisal, awards and promotion. If the talent in an organization is recognized then they will have an enthusiasm to work hard. Talents can be in form of skills and hard work. Rewards and recognition can also help in retaining employees in an organization. Reward and recognition helps employees use the hidden talent well in an organization (Vaiman, Scullion and Collings 2012). Reward and recognition helps in creating a better impression of the organization outside in the market. Reward and recognition also helps in recruiting employees with high talents and skills. This will help the organization manage talent gap in the organization. Employees with good skills will join the organization as they are ensured that their talent will be recognized in the organization (Dries 2013). Hence, it is essential to recognize the talent s of employees and reward them in order to fill the talent gap in the organization. Reward also helps in encouraging extra effort among the employees, as they are motivated to work hard in the organization. This will help in overall improvement of the business by achieving their objectives and goals (Van Dooren, Bouckaert and Halligan 2015). References Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions.Journal of World Business,49(2), pp.173-179. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Breaugh, J., 2014, July. Employee recruitment. InMeeting the Challenge of Human Resource Management: A Communication Perspective(p. 29). Routledge. Chaudhary, M. and Khan, B.M., 2013. The Influence of HR Practices on Retention of Employees: Evidence from Literature Review.IITM Journal of management and IT,4(2), pp.55-60. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. DeNisi, A. and Smith, C.E., 2014. Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.The Academy of Management Annals,8(1), pp.127-179. Dries, N., 2013. The psychology of talent management: A review and research agenda.Human Resource Management Review,23(4), pp.272-285. Fisher, J.G., 2015.Strategic Reward and Recognition: Improving Employee Performance Through Non-monetary Incentives. Kogan Page Publishers. Hendry, C., 2012.Human resource management. Routledge. Hussain, T. and Rehman, S.S., 2013. Do Human Resource Management Practices Inspire Employees Retention.Research Journal of Applied Sciences, Engineering and Technology,6(19), pp.3625-3633. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), pp.31-49. Nelson, B., 2016. You get what you reward: A research-based approach to employee recognition. Oke, L., 2016. Human Resources Management.International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926,1(4), pp.376-387. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Rolstadas, A. ed., 2012.Performance management: A business process benchmarking approach. Springer Science Business Media. Seuring, S. and Gold, S., 2013. Sustainability management beyond corporate boundaries: from stakeholders to performance.Journal of Cleaner Production,56, pp.1-6. Spaniol, J., Schain, C. and Bowen, H.J., 2013. Reward-enhanced memory in younger and older adults.The Journals of Gerontology Series B: Psychological Sciences and Social Sciences, p.gbt044. Spence, S., 2016. Taking the Work Out of Reward and Recognition: Using Wellness, Safety, and Performance Incentives.Occupational health safety (Waco, Tex.),85(1), pp.26-28. Stahl, G., Bjrkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management.Sloan Management Review,53(2), pp.25-42. Townley, B., 2014. Selection and appraisal: reconstituting.New Perspectives on Human Resource Management (Routledge Revivals), p.92. Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making.Management Decision,50(5), pp.925-941. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge.

Needs of the employees of Melbourne Aquarium

Executive summary The management of human labor is crucial to any organization. Lack of good management has lead to a lot of loss due to sabotage, strikes, go-slows and low quality of services due to employee de-motivation. This paper is a case study for the needs of the employees of Melbourne Aquarium, measured against what the aquarium requires of its staff.Advertising We will write a custom report sample on Needs of the employees of Melbourne Aquarium specifically for you for only $16.05 $11/page Learn More To carry out the study, three main methodologies were used. The first step was touring the aquarium and making eye observations. This was important as it gave the research team first hand information about the aquarium. The other second hand information was got from an interview on one of the staff. Though it was hard to get an interviewee, the research team eventually got a security guard to interview. The interviewee sought anonymity. The above i nformation was compared with the materials available from online sources and materials. From these, the research team came out with some findings. The areas covered in this paper include the needs of the Melbourne Aquarium: education, experience, flexibility as well as personality as well as those of the employees; security, contract needs among others. The research team recommended arrangement of seminars where the employees could be informed of the employers requirements and separate seminars where the Melbourne Aquarium management could be informed of the needs of the staff. Increment of the staff was also recommended. Introduction As the name suggests, the aquarium is located in Melbourne along the southern ocean. It borders Yarra River and Flinders Street.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The aquarium is one of the biggest in Australia and attracts thousands of tourists annually to it. The aquarium that is owed by the MFS Living Leisure Group was renovated in 2004 which lead to increase in the labor need of the aquarium. The needs of an employer Education The first basic need of an employer in the tourism industry is relevance education. Academic excellence in most cases is a proof of the ability of an employee to perform in the required levels of professionalism. It is in this line that the company is thought to have placed its advertisement for personnel including academic qualifications as one of the primary requirements. In a recent advert, Melbourne Aquarium announced the post of a financial controller of its system accounts records. In the announcement, the Melbourne Aquarium stated that a person with a master’s degree in finance management and an international certification in the same discipline would have an added advantage in the selection of the qualified candidates (Mylne, Llewellyn, Crittall, 2011, p23). This case is common in all the departments of Melbourne Aquarium. Other departments include human resource management, tour guidance, the crowd control, lifesaving, and strategic managers. However, qualifications in each department vary. For example, a good certificate in life saving skills can earn the favor of the human resource team in Melbourne Aquarium. Experience Apart from academic qualifications, Melbourne Aquarium gives preference to an employee who has an experience and exposure to the field of work.Advertising We will write a custom report sample on Needs of the employees of Melbourne Aquarium specifically for you for only $16.05 $11/page Learn More This makes the recruitment and the training to be easier less costly and also less time consuming. Thus, an application in any position needs to have the required experience in the various departments of the aquarium (Torrington, Hall, Taylor, 2008, p31). In the strategic management, the firm requires a minimum of five years experience. This is the department that ranks highest in the organizations and controls all other department. Thus, the company need not make any mistake in the kind of personnel that are recruited in the department. In other departments, the minimum requirement is three year of experience while the crowd management requires four years (Torrington, Hall, Taylor, 2008, p31). However, the firm gives attachment and internship to graduates from high education institutions. These persons are put under the supervision and control of highly trained and experienced staff so that the quality of work is not compromised. Flexibility of language, culture and religion The thousands of tourist who trickle into the banks of Melbourne Aquarium daily are drawn from various points of the world. These customers are also drawn from a variety of traditions, and religions and use different languages in their countries. Melbourne Aquarium thus prefers personal who is flexible to deal with all this kind of customers. In Australia, Australian English is the national language. While most of the staff is drawn from the country one of the qualification is the ability to converse in different languages (Mylne, Llewellyn, Crittall, 2011, p23). In the last two decades, Melbourne Aquarium has increased the percentage of international labor considerably. One of the main reasons of this move was to make sure that the personnel are fluent with as many languages as possible. In their advertisements, the firm quotes conversancy with other languages as a requirement.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Though not mentioned, these languages are those that are commonly used including British English, French, Chinese, German and Arabic languages (Mylne, Llewellyn, Crittall, 2011, p23). The needs of an employee While it is easy to know the requirements of an employer though the advertisement that they make, the needs of an employee may be harder to be known. In this regard, I carried out an interview with an employee in the Melbourne Aquarium so as to measure the situation (Page, 2009, p147). Contract of work An employment contract in Melbourne Aquarium is composed by an offer by the prospect employee and an acceptance or a counter offer by the Melbourne Aquarium. This is valid in labor contracts; a labor contract involves an offer and acceptance where the parties are employer and employee. According to our source –a security guard at the Melbourne Aquarium- who sought anonymity, the staffs that do have a contract in the tourism sector are oppressed by their employers. Even tho ugh these cases are few in Melbourne Aquarium the victims cry foul of not being treated as equals in the firm as other employees (Bohlander, Snell, 2009, p12). Conducive environment The motivation of any worker is first drawn from the environment that is sounding the work place. This case applies across the industries including the tourism industry. Conducive environment includes terms that are favorable to the employer, the intercalation between the employees, freedom of interaction and converging, the provision of basic necessities and also the recognition of an employee as a person. After several visits to Melbourne Aquarium I noted that the population ratio between the employees and the tourists who visit the aquarium is so small that the staff at times is not able to control the crowds. This was drawn from an observation during a visit the research team paid during a peak season. The case is especially so during the peak periods. It was my view that their low delivery at such t imes may be blamed without regard to the situation on the ground. Cases of customer bearing the burden when they are overloaded are not uncommon in tourism companies (Egger, McClymont, 2004, p56). Payment rate The employment contracts include the payments tat each person receives. The employees of the tourism industry cry foe due to the major variances in their terms of payments. The knowledge that one is working at the same level yet he or she is being remunerated better that you is so de-motivating. According to our source, the staff at Melbourne Aquarium has been demanding for this right which is yet to be met satisfactorily. The more experienced and connected staff is more remunerated than those with less experience. The motivation of staff is affected when the knowledge of such comes to their attention (Weaver, Lawton, 2010, p80). Safety and confidentiality The mind of person operates in a way that when it is unsure of the security of the surrounding, it responds by reducing th e productivity of other body organs. Thus the employees of any industry need to ensured of their safety. This especially goes to the life sabers. They need to be ensured that there are no sharp objects and other things that may harm them in their duty off saving other lives. However, even the other personnel need to be sure of their security. (Woodside, 2007, p90). Apart from the safety from physical danger, the staff also needs to be ensured that the information about their relationship with the 3mployer is kept confidential. This means that while giving the tourists who visit the aquarium details about the staff, personal data should not be revealed. Instead, the management should give general data (Ashworth, Bain, Smitz, 2004, p128). Conclusion The understanding of the requirements of both the employer and employee is a basic requirement in the study of human resource management. The above mentioned issues are so intense and need to be rectified to improve the relationship betwee n Melbourne Aquarium and its staff. This analysis leads to the conclusion that, each of the parties has to be well informed before entering into a contract so that the decision made may not be regrettable. The employer should be aware that the employees require security and good working conditions while the employees should realize that service delivery is the top requirement of Melbourne Aquarium. Recommendations As we have seen through the paper, there the requirements of Melbourne Aquarium and those of its employees are different. Therefore it is recommendable that both the employees and the strategic managers be educated more on the rights of each other. Thus education seminars should be held differently and also is consistent. Any new employee or a member of the directing board should be given the information that is required without bias. In rectifying some of the cases, it is recommended that the ratio of the staff and the tourist population be increased. This should be done by recruiting of new staff. This will in response create a better environment to the employees. In their part, the employees should not be contented by their levels of experience and expertise. Addition of education skills and other tourism based education is a necessity tat can increase employer satisfaction. This two are just but examples of areas that need rectification. References Ashworth, S., Bain, C., Smitz, P., 2004. Lonely Planet Australia. Australia: Sage. Bohlander, G., Snell, S., 2009. Managing Human Resources. New Jersey: John Willey sons Inc. Egger, S., McClymont, D., 2004. Melbourne. Melbourne: ICI. Mylne, L., Llewellyn, M., Crittall, R., 2011. Frommer’s Australia. Australia: Frommer. Page, S., 2009. Tourism Management: Managing for Change. London: Sage. Torrington, D., Hall, L., Taylor, S., 2008. Human Resource Management. Australia: Cengage Brain. Weaver, D., Lawton, L., 2010. Tourism Management. Australia: ICI. Woodside, A., 2007. Tourism management: analys is, behavior and strategy. New York: Cengage Brain. This report on Needs of the employees of Melbourne Aquarium was written and submitted by user Demetrius Thornton to help you with your own studies. 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