Questions on compensation management

Questions on compensation management Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation i) Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). ii) How does your company compare the compensation strategy using five issues? (Objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: i) Propose and develop performance appraisal format that you think would be most appropriate. Why do you choose this format? Justify your answer. ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. DATE OF SUBMISSION : 13 November 2010 QUESTION 1 Managers of compensation and benefits play vital role in determining key aspects of decisions taken during strategy creation on compensation. The key premise is that the way employees are compensated can be a source of sustainable competitive advantage. Two alternative approaches namely best-fit/contingent business strategy/environmental context approach and best practices approach are common and applied by compensation and benefits managers in their decision-making on strategy creation on compensation Based on the above scenario, analyse the approach your company uses to pay staff. Infer its compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management). Compensation Compensation is defined as pay provided to an employee by an employer in return for work performed as required by a relevant task in the form of monetary and non- monetary. http://humanresources.about.com/od/glossaryc/g/compensation.htm Compensation is based on: Economic outlook in the market research about the merit of comparable jobs in the marketplace; Contributions and accomplishments of an employee; Employees skills which is available in the marketplace; the need of a employer to retain and attract employees; and the success of the company or the availability of funds and capability of an employer to pay employee the market-rate compensation. Best Practice Best Practice is defined as methods and techniques that have consistently shown results superior than those achieved with other means, and which are used as benchmarks to strive for. http://www.businessdictionary.com/definition/best-practice.html Best Fit The McGraw-Hill text book quoted that the best-fit approach presumes that one size does not fit all. The art of managing compensation strategically involves fitting the compensation system to the different business and environment condition. It is important that each organisation develop a compensation system in the perspective of its organisation mission (what it is and what it does). Scholars have agreed that it is important that leaders of an organisation embrace compensation/fair pay practices. An effective system of compensation is highly significant because several problems relating to employee remuneration such as absenteeism occurs because employee feels they are under paid. Remuneration must fulfill the expectations and aspiration of employees and exploit their energies for the benefit of organisation. Retaining competent individuals for long is more difficult than attracting new fresh ones. Loyalty of employee towards an organisation depends on his/her perceptions about compensation. The organisations pay structure must, therefore be equitable and consistent. Employees get motivated to perform better when their past performance is rewarded adequately. Employees set expectations about rewards and compensation to be received, if certain levels of performance are achieved. Compensation Strategy in ABC Managed Services Malaysia Sdn Bhd Background of Organisation ABC Managed Services Malaysia Sdn Bhd is a subsidiary of ABC Consultants India Pte. Ltd. It was established here in Malaysia on July 2004 and has about 15 members as at today. Main focus of the business is Human Resource Outsourcing (HRO) and Information Technology Outsourcing (ITO). The HRO division takes care of the payroll processes and statutory compliance of organisations within the Asia region. Where the ITO division works on the information technology which assist a HR department to manage and maintain HR records. The organisation has mixed of local and expatriates member working for them. The Malaysia office is headed by a country manager who reports to Head of Asia Pacific who is based in Singapore. Current Practice at ABC Managed Services Malaysia Sdn Bhd Compensation in ABC Managed Services ABC Managed Services compensation program is managed by their corporate office based in Chennai, India and there is a compensation policy which is used as a guideline as their compensation program for all ABC Consultant employees worldwide. These policies are designed to assist in the consistent, equitable, and effective administration of the program, in all ABC Consultant operations and its locations. Application of these policies is contingent upon specific review of local legal, regulatory, tax, and prevailing business practice considerations. The policies applies to all employees and administered without regard to an employees race, color, nationality, religion, age, sex, sexual orientation or disability as it relates to relevant local regulations. Responsibility of Compensation Administration The administration of ABC Managed Services compensation program is a shared responsibility. The manner in which responsibility is shared is as follows: The Board The Board will have responsibility for approving the ABC Managed Services pay strategy and philosophy, and for establishing annual compensation program priorities and budgets. Guidance will be provided to the Board by the Global Head of Human Resources. Global Head of Human Resources The Global Head of Human Resources, working with the Global Compensation Team and Regional HR Heads, is the final management authority on all compensation administration issues based on the Boards directives. Specific responsibilities include: Formulating and finalizing the overall compensation administration program objectives and general policies Recommending any promotions, equity adjustments and/or merit budget Approving any significant changes or exceptions to the compensation administration program Reviewing and approving career band and pay zone assignment for all new or revised jobs Reviewing and approving salary adjustments for all employees Ensuring the overall compensation administration program is administered in accordance with the policies and procedures documented in the compensation manual Reviewing, approving, and maintaining job descriptions for all jobs Producing regular monitoring report of salary increases and budget. Global Compensation Team/HR Regional Heads The Global Compensation Team and HR Regional Heads are responsible for maintaining the effectiveness of the compensation administration program for employees in their respective regions/countries. Specifically, the group will be collectively responsible for: Reviewing salary adjustments and making recommendations, declining or gaining approval from executive management Administering the compensation administration program in accordance with the policies and procedures documented in the compensation manual Developing, in conjunction with the Global Compensation Team, recruiter and hiring manager, an appropriate starting salary for new hire Department Management Each management employee is responsible for maintaining the effectiveness of the compensation administration program for employees in his/her area(s) of responsibility. Specifically, these department management employees are responsible for: Coaching and mentoring staff to deliver on corporate goals and values Conducting performance appraisals for subordinates Recommending salary adjustments and promotions when warranted Developing job descriptions for new/revised jobs within his/her area(s) of responsibility Developing, in conjunction with the Regional HR staff, an appropriate starting salary for a new hire Compensation objectives: Studies have shown that Pay systems are designed to communicate strong messages of strategy and directions are necessary to generate organisational performance. (Lawler, 1995) ABC Managed Servicess pay objectives are as follows:- to increase performance by reducing costs creating new process, enhancing quality and productivity increasing speed to market service Recognizing employee and team effort and treat everyone fairly To ensure that the organisation meets the above, it needs to focus on the capabilities of their employees. With the above objectives, ABC Managed Services and Global HR department uses it as a guide and as standard to design its pay system. Internal Alignment Since ABC Managed Services are into the HRO and ITO industry, the job and skills required by employee are compared to the companys organisation business objectives. For examples, in the HRO division, executive with knowledge/skills of preparing payroll for other part of Asia region are welcomed, it is found to be difficult to get talent with knowledge of other Asia countries payroll skills. Therefore, ABC Managed Services manages the differences with an addition of allowance if one knows and has Asia country pay rolling skills. The allowance can be in the range of RM300 to RM500 depending on experience and skills obtained. Since it is a niche market obtaining talent of such skills, the organisation also invest into additional training to be competitive within the standard and market. The organisation also encourages its team members to have multitasking skills and encourages harmonious working environment. The ABC Managed Services current pay structure is based on Pay- for performance. Pay for performance includes the management of both salary increments and bonuses, based on individual, group or company performance or a combination of these. External Competitiveness The ABC Managed Services has high risk losing its employee to its competitors. Based on the recent salary outlook survey conducted by Kelly Services recruitment agency for year 2010/2011, it is found that ABC Managed services is underpaying its employee 2% less compared to the market. Although ABC Managed Services is underpaying its members based salary, but it was providing good benefits such as traveling allowance, gym membership, and meal allowance. It also provides good annual leave structure for its employee which we cant find their competitors providing the same. Since the organisation is paying its employee based on performance, there are opportunities for its employees to perform better and get a higher pay. Employee Contributions In ABC Managed Services it emphasis pay for performance and it can be individual or team performances. At times, the organisation receives one time project which requires members to work in a team, so in this scenario, the management fix a onetime bonus payout for team achievement and paid to individual based on their contribution to the success of the project and if it is a team effort, the team will be paid double upon completion of the said project. This encourages the team members to work as a team since if it is a team effort the bonus will be higher if compared to an individual payout. If the customers give good feedback, the team will be given a holiday package as a treat. Management The decision of pay and incentives of ABC Managed Services is decided by Global Head of Human Resource who is based in India. She usually makes use of the information of labor market in local countries and base on the countrys economic status before establishing the compensation level for its employee. The text book mentioned that how open and transparent should the pay decisions be to all employees? In this case, employee here in Malaysia isnt aware how the pay is decided, or how the pay for performance is based on. All they know is that, their pay increases on yearly basis if their performance falls into exceed expectation category of their individual performance appraisal and what their immediate bosses has recommended on their performance. To answer the question, if the organisation is using Best Fit or Best Practice, I would say the organisation uses best fit which matches for the organisation to stay competitive in Malaysia and retain its employee so the scope for local judgment is built in, allowing for some adjustment by local management to local business needs, thus resulting in compensation system that are aligned to both corporate and local performance targets. ii) How does your company compare the compensation strategy using five issues (objectives, alignment, competitiveness, employee considerations and management) with the TWO (2) selected benchmark companies of your choice? I am using 2 other organisation which is in the same industry with ABC Managed Services which focuses on HR outsourcing business here in Malaysia. The only differences between ABC Managed Services and the other 2 organisation (ZX Services and MY Agency are both locally owned and not foreign owned like ABC Managed Services and been in the industry for more than 2 decades. All of this 3 organisation have a pay strategy to support their business strategy. ABC Managed Services ZX Services MY Agency Objectives To increase performance by reducing costs Creating new process, enhancing quality and productivity Increasing speed to market service Recognizing employee and team effort and treat everyone fairly Hard work towards meeting difficult goals and achieving objectives Innovation in a highly technical environment Team work motivated Perseverance against tough competition High ethical standards in a constantly changing world Support business mission and goals Internal Alignment Support Multitasking skills Performance based Encourage team culture Ensure compensation is internally equitable through annual pay analysis Ensure cost is justified allowing company to meet financial goals link pay to performance through the performance appraisal system ensure compensation is externally competitive through annual salary review; while salary increases are not guaranteed, we will review salaries annually Externally Competitive Market competition in base and benefits Leader in benefits Compares favorably with higher-performance competitors Their leaders are committed to review their programs, policies and practices on a regular, and as-needed, basis to maintain in the competitive position Career band system is based upon the 50th percentile of the competitive market in each country relative to the outsourcing industry Career bands and pay zones are broad, allowing company to reward high performing employees without undue pressure to promote people outside of their interests, Employee Contributions Bonuses and commission paid based on organisations success and on individual performance Annual salary increments rate is for respective countries based on market survey Annual increment based on individual performance Bonus based on the overall performance of the company Annual increment based on individual and team performance Management Annual Salary Increment controlled by top management of the organisation. Technology support Open communication Ensure compensation is internally equitable through annual pay analysis Ensure employees understand how they are compensated and the value of their total compensation packages Salary matters controlled by local company Salary matters controlled by local company Open and transparent Company ABC Managed seems to have aligned compensation strategy compared with the other 2 organisation. Their strategy is fitting into the organisations mission and also staying competitive within the industry. They have happy employees working for them and who have loyalty to serve the organisation. The organisation that fosters a friendly and family culture helps the organisation to meet its objective and goal to be a leader in the Outsourcing industry. Since ABC Managed Services is a new organisation compared with the other 2 organisation, there are always rooms for growth in the industry if they stay competitive. iii) What business strategy does it seem to fit (i.e., cost cutter, customer centered, innovator, or something else)? Why? In my opinion, I dont think there is one business strategy which seems to fit for any organisation. Most organisations will likely have the mixture or combination of cost cutter, customer centered or innovator as their strategy. In ABC Managed Services, their business strategy are based on being innovative, customer oriented since its in the services industry and always looking towards cost cutting measures and increase productivity. With these business strategies, it becomes the main drive for them to achieve their vision to become a leader in the HRO/ITO industry worldwide and remain excellent in customer satisfaction. Compensation decisions should be fully integrated into the organizations business and operations strategy, through company own compensation philosophy. QUESTION 2 You own a non-union company with 100 non-exempt employees. All of these employees pack books into boxes for shipment to customers throughout the Southeast Asia and Europe. Because of the wide differences in performance, you have decided to try performance appraisal that has never been done before. Until now, you have given every worker the same size increase. Now you want to measure performance and reward the best performers with bigger increases. Based on this: Propose and develop performance appraisal format that you think would be most appropriate. ( Enclosed) Why do you choose this format? Justify your answer. The reason why I choose the following format is because the performance appraisal form should be simple and easy to understand by employee and the supervisors. This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or ineffective performance. This method is very useful and exact. This will also allow supervisor just focus on the questions based on competencies which had been stated on the form and provide rating according to employees performance. The appraisal form will also wont take much time for the employee to prepare and we used simple English as mode of communication. Performance appraisal encourages employee to discuss their performance with their supervisor and strengthen their working relationships. By doing a performance appraisal, it allows healthy competition among employees to be more productive and motivate since increment henceforth will be based on employees performance. Initial training will be provided to supervisor on how to use the performance appraisal and this will also allow us to inform all employees what is our organisations objective and what is expected from them to ensure the organisations goal are met. Having a performance appraisal will also help supervisor to ensure career path for all employees. The annual performance appraisal review becomes one of the most effective methods of insuring an efficient and effective operation. Question 2(i) Performance Appraisal Form Non Exempt employee Name of Appraisee: Appraisal Period: Department: Job Title: Name of Appraiser: Appraisal Date: Instructions Review the current position description with employee and discuss how the tasks relate to the performance standards. Use the following rating scale for each performance standard. High and low ratings must be supported by specific examples of critical incidents occurring during the appraisal period. Rating Scales Rating ( Scales of 1 5 ) Definition 5. Outstanding Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas 4. Exceeds Expectations Performance consistently exceeds expectations of the position. Reserve this rating for a highly-motivated employee who demonstrates superior quality work and maintains a high level of effectiveness with little or no supervision. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. 3. Meets Expectations Performance consistently meets expectations of the position. Use this rating for a fully-trained employee who performs all expectations of the position. 2. Needs Improvement Needs on-the-job or outside training to gain new skills and/or knowledge. Use this rating for an employee who is newly hired, recently promoted or has assumed new responsibilities. 1. Does Not Meet Minimum Standards Performance does not meet expectations of the position. Corrective action has been identified and discussed with the employee. Reserve this rating for an employee who has not benefited from development and training, and continues to have difficulty with job responsibilities. Document specific critical incidents of behavior that illustrate this rating on the back of the performance management form. Standards are divided into three categories: basic performance standards, optional performance standards and supervisors performance standards. Basic standards are designed to be used for all jobs. Supervisors can use optional standards in addition to the basic standards. They may also write standards that are specific to the job on additional paper and attach them to the form. The supervisors performance standards are for jobs with clearly defined supervisory responsibilities and are used in addition to the basic and optional standards for all supervisory jobs. The appraisal period is identified at the top of the form. To determine ratings, only use critical incidents that took place during this appraisal period. The section for goal setting is provided to promote discussion during the appraisal interview. Supervisors can identify goals for the next appraisal period, indicate training needs, or specify corrective action when appropriate. Once an employee and supervisor have set goals on a previous performance management form, supervisors will request the employee to conduct a self-assessment of progress towards these goals prior to the next performance appraisal interview. When an employee receives a 5 (Outstanding) rating, identify the critical incidents that support the rating. This rating cannot be used unless critical incidents are identified. When an employee receives a 2 (Need Improvement) or 1 ( Does not meet Minimum standard) rating, define corrective action required, identify an appropriate time frame for desired results, and discuss any appropriate training needs. If verbal or written counseling has occurred on the same topic during the appraisal period, indicate dates of the counseling and identify any evidence of progress. Have the employee sign the form when the appraisal interview is completed. The signature indicates all the information on the form has been discussed with the supervisor. Make copies of the completed form and give one copy to the employee, keep one copy for department files, and forward original to human resources. Complete the basic standards in Section I and select any optional standards from Section 2 that are appropriate for the job. Use ratings 5 Outstanding, 4 Exceeds expectations, 3 Meets expectations, 2 Needs performance development, or 1 Does not meet minimum standard. If you use 5, 2 or 1, you must document with specific examples of critical incidents to support the ratings on the back page. Section One: Basic Performance Standards Competency Description Ratings Job Knowledge Possesses knowledge of basic functions of the job. Does not require supervisor to explain routine tasks. Quality Completes tasks accurately, neatly and thoroughly. Checks work; limited rework required. Productivity Uses time effectively to complete work within prescribed deadlines with limited supervision. Safety Applies safe work habits for safety of self and coworkers. Uses tools and protective equipment carefully and correctly. Follows department safety rules. Service Responds to people in a helpful, polite, cooperative and friendly way. Judgment Analyzes situation before making decisions. Obtains feedback from appropriate individuals before making decisions. Follows policies and procedures. Maintains confidentiality. Relationships Works effectively with others to accomplish tasks. Shares information, accepts and incorporates suggestions from others. Keeps supervisor informed. Section Two: Optional Performance Standards Select any optional standards that are job related. You can also write standards that are specific to a job on a separate piece of paper. Competency Description Ratings Initiative Recognizes need for intervention and independently takes effective action. Attendance Arrives on time, schedules time off in advance. Sick leave accumulates regularly. Creativity Generates and applies creative ideas that improve operating procedures. Makes suggestions to simplify and improve procedures or tasks. Versatility Accepts changes in job or work area. Remains flexible and tries new approaches. Oral Communication Expresses thoughts clearly to others. Listens to questions and comments of others. Written Communication Expresses information clearly and concisely in writing. Job Enhancement Identifies job-related goals and ways to achieve them. Acquires new skills, increases education level when appropriate for job. Professional Appearance Dresses neatly and appropriately. Portrays image appropriate for job Rating Summary Count the total number of ratings in each category. 5 Outstanding 4 Exceeds Expectations 3 Meets Expectations 2 Needs performance development 1- Does Not Meet Minimum Standard Goals Use this area to set goals and identify training needs. Goals Training Needs High/Low Ratings Identify specific critical incidents of behavior that support rating 6, 2 or 1 ratings. Standard ( High/Low) Date Details of Critical Incident Supervisors Signature: Unit Heads signature: For HRD Use: Employees Comments: ________________________________________________________________________________________________________________________________________________________________________________________________ Signing this form means your supervisor has discussed all the information on the form with you. You do not have to agree with the appraisal summary when you sign the form. You may choose to make comments. Use additional paper if necessary. Employees Signature Date ii) Do you anticipate any complaints, or other comments, from employees after you have implemented your new system? Build argument to support your answer. Yes, I do anticipate complaints after implementation since most of the employees didnt experience appraisal process for a long time in this organisation. Since its something new to them and they need to understand that the appraisal tool will help them to grow and be motivated. They shouldnt see the performance appraisal tool is used to judge their capability and a tool which make them loose their income. I foreseen several resistance from employees especially those fear of getting poor rating. To avoid such scenario, I will ensure the employees understand the purpose as well the process of appraisal. Every employee should be aware of the standard and what exactly is expected from them. The employees may fear that there also may be rater error which likely to occur, to avoid such incident the supervisor should exercise objectivity and fairness in evaluating and rating the performance of their employees. Training will be provided to supervisor and advising them on how to ensure accurate evaluation. Common errors like positive leniency, where supervisor gives all employee high scores or negative leniency, where supervisor gives all employee low scores. This will create unhappiness among employee especially for those who are really making good contribution and being productive. In reality, many supervisors conduct performance appraisal poorly. The appraisal procedure is to have 2 way communications between employee and supervisor to find out how to improve the current performance standard and move to the next level, but this seldom

Move and position Essay

1:1 Outline the anatomy and physiology of the human body in relation to the importance of correct moving and positioning of individuals The anatomy which the physical structure of the body and physiology which is the normal functions of the body help individuals to move their limbs. Muscles have the power of contraction thus it produce movement of the body and allow the bones to work like hinges. When moving someone/individual it is important to remember that the muscles can only move the joint as far as the bones will allow them. 1:2 Describe the impact of specific conditions on the correct movement and positioning of an individual If an individual has suffer from a stroke this may cause loss of movement in the limbs on one side of the body (hemiplegia). In that case it is very important to remember that when you are assisting an individual with regards to dressing you need to dress the individual firstly the bad side and when undressing him/her you do the bad side lastly to prevent discomfort. Read more: Identify any immediate risks to the individual essay Therefore that mean by following this procedure you are not pulling their muscles in the wrong direction. 2:1 Describe how legislation and agreed ways of working affect working practices related to moving and positioning individuals How legislation and agreed ways of working affect working practices: Current, local, UK and European legislation affects procedures and practices. This include Manual Handling Operations Regulations 1992 (as amended 2004), Reporting of Injuries, Health and Safety at Work Act 1974 (England, Wales and Scotland) Health and Safety at Work (Northern Ireland) order 1 978, Lifting operations and lifting Equipment Regulation (1998( – LOLER, The Workplace (Health, Safety and Welfare) Regulations 1992, Diseases and Dangerous Occurrences Regulations (RIDDOR) 1995, Provision and Use of Work Equipment Regulations (PUWER) 1998, Management of Health and Safety at Work Regulations (MHSWR) 1999; Disability Discrimination Act (1995), Human Rights Act (1998). In the workplace there is Code of Practice and Conduct, Standards and Guidance relevant to individual’s role and responsibilities eg health and safety policies, moving and handling policies, moving and handling techniques, Policies on information sharing, risk assessment documentation, individual care plans, infection control procedures, recording and reporting procedures ect. All these policies and procedures can affect our working practices for example Manual and Handling is about supporting the weight of someone or moving them yourself by using an equipment, If you do not carry this procedures safely it could result injury to self, to service user and other individual that are working with you. The Health and Safety Work Act (1974) state that 50% or all accident reported each year are from assisting people with manual and handling. The regulation that are set impose duties on employers, self- employed and employees, they state that employers must avoid all hazardous manual handling activities where it is practical to do so. Employees must follow the work system set by the employer to promote care for the health and safety of self and others, comply with the requirement imposed on the employer, never misuse or interfere with anything provided for health, safety and welfare. Also use material or equipment only according to recommended procedures. 2:2 Describe what health and safety factors need to be taken into account when moving and positioning individual and any equipment used to do this Health and safety factors that need to take into account when moving and positioning individual and any equipment used to do this are as follows: Environmental hazards: wet or slippery floor, wires that are hanging or are on the floor and items in the immediate area that could cause a trip or a fall or preventing you to move freely when using equipment, precautions for infection prevention and controls, ensuring any equipment is ready for use and fault free, individual trained in the use of any equipment and have the skills for the moving and positioning required; any factors that might affect the individual’s ability to move or position others eg physical disability or injury, pregnancy or other medical condition; procedures to minimise risk of injury (back injury) to the individual carrying out the moving and handling; importance of not dragging including effect on pressure sores; importance of wearing suitable clothing that allows free movement when bending or stretching; suitable, safe footwear, equipment eg hoists, slides, slide sheets, slings, pillows. 3:3 Identify any immediate risks to the individual: The immediate risks to the individual are as follows environmental factors, equipment, service user and person involved in the moving and handling. The service user could be in danger or harm if procedures has not carried out correctly, individual could be at risk of infection, it could cause pain, discomfort or friction from moving, not having proper moving and handling techniques could be a risk to individual. Those assisting in the moving and handling, others within the environment and servicer. Equipment can be faulty. Risk can occur any time at your work place that why it is important to always check and identify risks and try to correct it straight away ( ie) if you are using a sling to hoist a service user and it has a tear on it no matter how small the risk is, if it is not being corrected straight away this could lead to a big risk and may cause detrimental damage to self, service user and others involved. Therefore a risk assessment plan should be in place so that it can be changed and implement as to requirement of service user’s needs. 3:4 Describe actions to take in relation to identified risks Action that needs to be taken in relation to identified risk are as follows: To report it to Nurse in Charge on duty or Manager so that risk assessment plan can be updated. Ensure service user and all people involved in the care are made aware of the changes, ensure staff are implement procedures according the update risk assessment. Ensure the plan design comply with the trust requirement policy and staff are working within those guidelines. Communicating with the team to find out from staff whether the plan in place are working or any changes needs to be done. 3:5 Describe what action should be taken if the individual’s wishes conflict with their plan of care in relation to health and safety and their risk assessment Policy and procedures in relation to moving and handling may conflict with service user wishes. Due accident that happening in workplace due to lifting. Many workplace has now adopted NO-Lifting policy which means that hoists are to use according to their needs. However on many occasions service user do not want to be hoisted and if dealt with it incorrectly, it could leave service user feeling scared, undignified, humiliated, distressed and degraded. As much as employees has to follow policies but you find yourself in trouble due to basic human right may have been violated. .To prevent conflict between service user and workplace policies relating moving and positioning you must involve service user in their own risk assessment and mobility service plan if appropriate. . Risk assessment to be focus on service user needs only on Employer needs. . Patient Centred Care Plan with agreement to service user taking into account requirement needs. . Wishes of service user need to be balanced to ensure employer are not putting themselves at risk through moving and positioning activities. By involving service user in their care this will promote independence, autonomy and dignity. Service user may change and mobility can improve or deteriorate – which may lead changes to their mind on how they wish to be moved or positioned. If their wishes conflict with their plan of support, it is important to document this in the service user care plan and inform the manager and outside agency that are involved in the care of the service user. 6:1Describe when advice and/or assistance should be sought to move or handle an individual safely You would seek advice: . When individual that need moving has preferences that conflict with safe practice. . When risk cannot be dealt with . When equipment appears to be worn, damaged or unsafe to use . When techniques or equipment used require more than one person to use it safely . When working unaided would exceed personal handling limit . When individual care plan and/or risk assessment cannot be follow as planned . When Organisational policies and procedures cannot be followed. 6:2 Describe what sources of information are available about moving and positioning Sources about moving and positioning is available within the work setting such as policies, procedures and manuals, there is also advice from other practitioners such as nurse, welfare officer, physiotherapist or team advising on health and safety eg back care, sources external to the setting including local authority, primary care trust and organisations promoting health and safety and caring for those with physical disability, Back care advisor (BCA).

How Far Is Too Far When It Comes Privacy - 972 Words

How far is too far when it comes to privacy? In a rapidly developing digital age, the boundaries are constantly expanding as new technology emerges. Data mining is not going away, so the debate on privacy becomes increasingly relevant. The line between what is ethical and unethical quickly become blurred, and certain entities are bound to take advantage of that gray area. Corporations claim they are collecting private data for marketing research to serve more relevant advertising and increase profits. Despite the marketing benefits of digital data collection, it is unethical for corporations to collect private digital data without taking proper measures to protect privacy. Our digital age and its progressiveness create a problem. 25 years ago, the public was introduced to the web. Since then, many companies have taken the initiative to expand and control it. Entire companies now exist exclusively online. Other companies profit from consumers just using the internet. Companies provi de the service and people pay for it, which seems simple in theory; however, most of those companies are not forthright with their data collection policies. They lack transparency. These companies collect the data for various reasons, the biggest is marketing research. They collect an exceptional amount of data, creating a problem for the consumer. One danger created is the capability to combine data gathered through web interaction with public records and census data (Ward, Rongione, andShow MoreRelatedProtection Against Illigal Search of Possessions962 Words   |  4 PagesWould you want to have Federal agents come into your home and begin searching your possessions? Is exposing what you have inside your home, either personal belongings or simple everyday items to someone whom you do not know uncomfortable? In which situations should these searches occur without a warrant and do they violate the Fourth Amendment? 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From people trying to figure out how to use it and connect it from one place to another, to wondering if it were safe, there have always and will continue to be questions about the great creation. As time has passed and the web has gotten more sophisticated, more questions are constantly brought up wondering how safe the internet is for the users. Those users ranging from businesses that use the web to gather consumers toRead MoreNsa And The Security Agency1681 Words   |  7 Pagesabout how far the NSA has gone to protect everyone. The NSA has analyzed private information of billions of phones, computers, and surveillance cameras. The N.S.A. watches and records Americans’ phone calls and internet data, following and intercepting in the lives of people in the most remote parts. The situation clearly makes American citizens uncomfortable, and some argue that the NSA has crossed the line by invading the â€Å"privacy† of innocent American citizens but the NSA is invading privacy so itRead MoreGovernment Control and Privacy Issu es in 1984 by George Orwell1203 Words   |  5 Pagestoday is the issue of privacy, which in the book 1984 was something that the people did not have much of because of things like telescreens. Not only is our privacy compromised but the government is also being too controlling. Ways today’s privacy is being compromised are through things like game consoles, phones, social media, and drones and not only is our being compromised through these things but the government is also gaining too much control by compromising our privacy. It seems through almostRead MoreU.s. Government And Privacy Issues1366 Words   |  6 PagesS Government Privacy Issues The American government exploits privacy for the purpose of looking for clandestine terrorists. This affects all the citizens that log in, and post updates on a daily basis, when in actuality a piece of their privacy is being sent to the United States Government. The US government has a very powerful and watchful eye, within the borders of the nation and the rest of the world. Privacy issues are no obstacle for Big Brother (U.S. Govt.). Privacy affects many facetsRead MorePrivacy vs Security: A Comparsion of Th Eterna Value of Privacy by Bruce Schneier and In the Battle between Privacy and Sercurity by Chris Cillzza684 Words   |  3 Pages Privacy V.S. Security Many people can’t seem to agree on whether or not they should have more privacy or loses some privacy, and be more supervised. In both articles, each author is trying to inform the readers and state the possible consequences of having too much privacy or not enough supervision. In the article â€Å"The Eternal Value of Privacy† by Bruce Schneier and the article â€Å"In the battle between privacy and security, security always wins† by Chris Cillizza you will see which article has

Definition and Examples of Parataxis in Rhetoric

Grapes of Wrath Ch.5-8 Theme Analysis - 1845 Words

Oscar Medina AP Lit Per.1 Mr. Royal February 9, 2012 Grapes of Wrath Ch. 5-8 Analysis Ch.5 Theme: A theme found in this chapter is â€Å"The Monster,† or to be more exact, human control. The Monster is the bank, as it takes the money away from all the people. The bank has a power over the people, as they are desperate just to clear their debt fro m the bank. It is as though it is a monster, forcing the people to do whatever is possible, from stealing to scavenging, just to help with the debt. Some are forced to leave their lands and travel to California, where it is said to have jobs, so the people have to raise money for the trip. Humans lose control of their own lives, and have to do unorthodox things to help their lives. They are controlled†¦show more content†¦They see the truck and believe that the smoke from their fire set them off. Joad believes that the superintendent will not do much, as they are not doing anything, but Muley knows that he will, because they are trespassing on the land, and even that is enough for the superintendent to kill them. à ¢â‚¬Å"We’re doin’ somepin jus’ bein’ here. We’re trespassin’† (77). The superintendent basically hunts trespassers, and Muley knows, as he becomes the hunted, and also becomes a â€Å"run-an’-hide fella† (78). It gets more dramatic as there are only two options for Joad and Casy, especially since the deputy has a gun, â€Å"he either got to kill you or you got to get his gun away an’ kill him† (79). It situation becomes extreme especially with the possibility of death, but luckily there are able to scathe off the deputy. Ch.7 Theme: A theme for this chapter is deception. It takes about the car owners, and what they did to make a huge profit. Many people, due to the great depression, and hearing of news of opportunity in California, had wanted to travel, since any hope of being successful, if you weren’t already, was slim in these parts of the country. To travel they would need a car to help them get to California.Show MoreRelatedA Picatrix Miscellany52019 Words   |  209 Pagesused in conjunction with the correct constellations, this chapter is devoted to the latter. The author gives a descriptive list of the twenty-eight mansions of the moon, according to the â€Å"Indian† system, and assigns to each its correct talisman. Analysis of the passage shows that it is a compound of â€Å"Indian† doctrines, the tenets of Dorotheus of Sidon (both attested by Ibn abi ‘l-Rijà ¢l) and elements from a list ascribed to Hermes (attested by the Ihwà ¢n al-Safà ¢Ã¢â‚¬â„¢) (pp.14-21). At t he beginning of the

Night Creature Hunter’s Moon Chapter 31 Free Essays

Because I was pathetic and needy. I missed love. I needed sex. We will write a custom essay sample on Night Creature: Hunter’s Moon Chapter 31 or any similar topic only for you Order Now Pathetic. See? My cell phone rang – the sound shrill in the sudden silence. Both of us jumped. I got up to answer. Damien was so close, I shoved him back as I went by, and he let me. If he was a big, bad werewolf wouldn’t he have killed me by now? Why wait? Avoid the rush. I was grasping at straws and I knew it. â€Å"Hello?† â€Å"Liebchen.† I gripped the phone more tightly, calmed by Edward’s voice. My eyes met Damien’s and I hesitated. I knew what Edward would want me to do, and I couldn’t. Not yet. â€Å"I received your message,† he continued. â€Å"Any more information for me?† â€Å"Wasn’t that enough?† I asked. â€Å"I would say no. The native woman – â€Å" Edward, ever politically incorrect – what can you expect from an eighty-year-old-and-then-some former spy? â€Å"Her information was interesting, but we still do not know what the power eater plans for the night of the hunter’s moon. You do not know where their lair is.† â€Å"Any clues on that?† â€Å"Search for a gathering place. Isolated. Protected.† â€Å"Been there, done that. Found nothing.† â€Å"I cannot help you, Leigh. I am here; you are there. Do the job.† â€Å"Why don’t you come and help me?† I blurted, then wished I hadn’t. Edward might look like anyone’s great-granddad, but he wasn’t. He’d blow Damien’s brains out without a second thought. Step on the remains, grind them into dust, and never flinch. Once I’d been that way, too. Suddenly I wasn’t, and it left me floundering and alone. â€Å"I can’t,† he answered. I frowned. Edward had been saying that since I’d gotten to Crow Valley. It wasn’t like him to avoid the action. â€Å"Why?† â€Å"You’ve been trained for this job. You do not need me.† His voice was clipped, angry. Something was going on, but I knew Edward well enough to know he wasn’t going to tell me what it was. â€Å"Have you done any further investigation of the odd dwelling with the human remains? I have never heard of anything like it.† Which couldn’t be good. â€Å"I haven’t been back. What should I look for?† â€Å"I have no idea.† This from the man who knew everything. I continued to study Damien as I spoke to Edward. He leaned against the wall and stared right back. His odd, changeable, unblinking eyes should have made me leery. Instead they made me hot. I was crazier than even I thought I was. Why hadn’t I recognized Damien’s eyes in those of the brown wolf? I’d taken one glance at Hector in wolf form and known him for what he was. Damien†¦ not so much. His eyes were strange – changing hue depending on the light and what he was wearing. Still, I should have known. Unless, maybe, I hadn’t wanted to see. Edward mumbled something on the other end of the line. â€Å"What was that?† â€Å"I have to go, Leigh.† And he did. Just like that. â€Å"Now what?† Damien asked. Exactly. Now what? Was there a way to check his story? Maybe. â€Å"Do you have a Social Security number?† â€Å"I did.† At my frown he continued, â€Å"I died in Germany, remember?† â€Å"So you say.† Damn. How was I going to check out his story without tipping off every Jager-Sucher in the country that I was investigating someone who was already dead? I had no idea. The question disturbed me so much, I let my guard drop. The next instant Damien stood right next to me. I tried to bring up the rifle, but he snatched it away and tossed it on the bed. The heel of my hand shot toward his nose. Old habits are hard to break. He blocked the blow with a lightning-fast movement that nevertheless appeared lazy. How did they do that? He yanked me against his body, and he wouldn’t let me go. My heart thundered in my ears, warring with the harsh, panting sound that at first I thought was him but in-stead turned out to be me. I was panicked, frightened, and so turned on my skin seemed to be dancing around on top of my bones. Was he going to kill me? Or worse? I struggled, but that only seemed to excite him more. His erection pressed against my stomach, pulsing and shifting, as if it had a life of its own. He pressed his face to my neck, inhaled as if memorizing my scent. Hell, maybe he was. My hands were trapped against my body; my feet dangled above the floor. I could do nothing to stop him, and in truth, I didn’t want to. His tongue blazed a hot, wet trail from my collarbone to my ear. His teeth grazed the throbbing vein at the curve. I shuddered as he nibbled and laved. My hands were free. Instead of socking him in the eye, I pulled him closer, my fingers tangling in the dark, curling strands of his hair. When had my legs wrapped around his waist? When had his palms cupped my ass? He nuzzled the tops of my breasts. I yanked my shirt down and his mouth closed over a nipple, his tongue pressing me against the roof of his mouth, once, twice, again. I tightened my legs. I was going to come. He lifted his head and whispered, â€Å"I love you, Leigh.† My body went ice-cold. I didn’t have to struggle; this time when I pulled away he let me go. My breasts were still exposed, wet from his mouth, aching with arousal and frustration. I covered myself and fought the urge to take a shower. Hurt flickered in his eyes; his face hardened. â€Å"It’s OK to have sex with you but not to love you?† I lifted my chin. â€Å"That’s right. I seem to recall a deal that involved taking what you could get.† â€Å"I’ve been taking most of my life. I’ve finally found someone I want to give something to.† â€Å"I’m not buying.† â€Å"I’m not selling. I’m giving. I love you.† â€Å"Stop saying that!† I shouted. Jimmy had loved me. It had gotten him killed. Damien could take care of himself, like Hector. Who had also loved me. Sick son of a bitch. Which man did Damien most favor? Sweet Jimmy who’d wanted nothing more than for me to be happy? Or demonic Hector who’d only wanted me to be like him? Shit. â€Å"Leigh,† Damien whispered, his fingers caressing my arm, his breath in my hair. â€Å"What can I do to make you believe me?† I was swaying toward him before I realized it. Since I’d lost my family, my future, and my mind, I’d prided myself on my self-reliance. I needed no one. In that way I could never be destroyed again when someone I loved died. How many days had I known Damien? Already my body accepted his nearness, trusted him above my head and my heart. Stupid body. I wanted to lean on him, believe in him, but I couldn’t. I inched away, stood on my own again, even though my hand lingered on his arm, slid through his palm, fingers clinging for just an instant to his. â€Å"I have no idea,† I answered, which was true. How could I prove he wasn’t an evil werewolf when, as far as I knew, there’d never been a nonevil one before? Asking Edward would raise too many questions. Same thing with Jessie and Will. The door burst open and Damien shoved me behind him. Impressive. But was the move real or had he heard Jessie pounding up the stairs with his superwolf powers? More than likely. â€Å"Knock much?† I asked. She ignored me. Her face was eager; she was practically dancing on the tips of her toes. â€Å"I have to talk to you,† she blurted. â€Å"Alone.† Damien shrugged and headed for the door. I reached for him and caught just the tail of his shirt. The silk slid through my fingers and was gone. I didn’t want him out of my sight. What if I never saw him again? â€Å"Damien?† He turned. â€Å"Don’t – uh – go anywhere, OK?† He lifted a brow. â€Å"Where would I go?† Was he trying to be a smart-ass? I couldn’t be sure. â€Å"Jeez, Leigh, you can hop back into the sack with him later.† I winced. Thankfully she didn’t notice, but Damien did. His eyes went sad and he slipped out the door. Why did I feel as though I’d kicked a puppy? The analogy almost made me laugh until Jessie spoke. â€Å"We’ve got two more half-eaten wolves.† â€Å"Where?† â€Å"Elwood found them near his house about forty-five minutes ago. He lives a good thirty miles on the other side of town.† Thirty miles from Crow Valley. Ten miles from the tavern to town, which made forty miles away. â€Å"Had they been dead long?† â€Å"That’s the best part. Elwood saw the wolf eating them.† Our eyes met. I didn’t even have to ask. â€Å"White,† she said. â€Å"Just like we thought.† â€Å"That doesn’t mean much with super-duper shape-shifter powers.† â€Å"Doesn’t hurt, either.† I thought about what she’d said. The white wolf had been seen forty miles from here at the same time I’d been saved by a brown wolf, which I knew to be Damien. It didn’t mean Damien couldn’t have killed those wolves; he could even have had a nibble or two. But he couldn’t be the white wolf. This was good news and made me feel a little bit better about not telling Jessie the truth. â€Å"You ran all the way out here and burst in like a kid on Christmas morning to tell me this?† I asked. â€Å"You couldn’t use the phone?† â€Å"You shut it off, dip wad.† I frowned, crossed the room, glanced at my cell. I had. Chalk it up to having my life come apart at the seams again. â€Å"I was talking to Edward,† I said. â€Å"Anything interesting?† â€Å"Not really.† Jessie nodded as if she’d expected as much. â€Å"Cora called.† â€Å"And?† † She found something interesting.† â€Å"Where?† â€Å"In her Textbook of Witches and Werewolves. How the hell should I know? Cadotte was practically prancing when he got off the phone. Couldn’t wait to tell you all about it.† â€Å"Where is he?† Jessie opened her mouth, then shut it again, shrugged. â€Å"I pointed out that this information might be easier coming from a girl.† Aw, hell. â€Å"Spill it, Jessie.† â€Å"Why don’t we sit?† â€Å"That bad, huh?† â€Å"You aren’t going to like it. That much I know. But Will’s on the job. He’s searching every Internet corner and every book that he has to find a way to stop this before it happens.† â€Å"Stop what?† Jessie sat on the couch. I perched on the edge of a chair. She sighed and spilled it. â€Å"Remember what Sister Spooky said about the night of the hunter’s moon?† â€Å"Sacrifice. Blood, death, tears. Yada yada.† Jessie smiled. â€Å"There’s a little more to it than that.† â€Å"Isn’t there always?† â€Å"Yep. Did you know that only the alpha pair in a wolf pack can mate?† â€Å"I seem to recall something about it in Wolf Behavior 333.† Jessie lifted a brow. â€Å"Hell. Supreme alpha. The ritual involves sex?† â€Å"So I hear.† â€Å"With who?† â€Å"His mate.† My back started to burn as if someone had doused it with kerosene and struck a match. How to cite Night Creature: Hunter’s Moon Chapter 31, Essay examples

Introducing An Methodology In A Traditional â€Myassignmenthelp.Com

Question: Discuss About The Introducing An Methodology In A Traditional? Answer: Introducation The scenario of the project is developed for the implementation of the local and native languages and it had deployed the effective use of project management concepts for the implication of the project management titled Our Language is Important. The local and tribal languages of aboriginal and Torres Strait Island would be implied for the development of the signage at CQU University in local language. The project had been implied for the development of the local languages with the signage boards at CQU University. The situation of the project is produced for the execution of the nearby and local dialects and it had sent the powerful utilization of project administration ideas for the ramifications of the project titled Our Language is Important. The neighborhood and tribal dialects of native and Torres Strait Island would be inferred for the improvement of the signage at CQU University in nearby dialect. The project had been suggested for the improvement of the nearby dialects with the signage sheets at CQU University. The project would be helpful for the development of the improvement of the operations and it would be helpful for developing the signage boards of CQU University. The use of local languages would be implied for forming the supplementary development of the process. The local languages are used for the implication of the process. The development of the project is implied for the development of the project of the language promotion. The key deliverable for the project include the development of the signage boards that would be helpful for implication of the local languages of Aboriginal and Torres Strait. The project would be useful for the advancement of the change of the operations and it would be useful for building up the signage sheets of CQU University. The utilization of nearby dialects would be suggested for framing the supplementary improvement of the procedure. The neighborhood dialects are utilized for the ramifications of the procedure. The improvement of the project is infe rred for the advancement of the project of the dialect advancement. The key deliverable for the project incorporate the advancement of the signage sheets that would be useful for ramifications of the nearby dialects of Aboriginal and Torres Strait. Key Deliverables Deliverable Key Deliverable Promotion and development of the native and local languages that had been used in Torres Strait and Aboriginal Island at CQU University Sub-deliverable 1 Construction and putting the Signage made in local languages in the CQU University Sub-deliverable 2 The students and local people would be able to get acknowledged with the local languages and it would help in promoting the languages among all people Justification Output Outcome Benefits The construction and putting the Signage made in local languages in the CQU University would be the primary output of the project The students and local people would be able to get acknowledged with the local languages and it would help in promoting the languages among all people of the area 70% of the students would be able to know due to the promotion and development of the native and local languages that had been used in Torres Strait and Aboriginal Island at CQU University Justification statement The project would be helpful for the development of the improvement of the operations and it would be helpful for developing the signage boards of CQU University. The development of the project is implied for the development of the project of the language promotion. The key deliverable for the project includes the development of the signage boards that would be helpful for implication of the local languages of Aboriginal and Torres Strait. The key deliverable for the project incorporates the advancement of the signage sheets that would be useful for ramifications of the nearby dialects of Aboriginal and Torres Strait. The local and tribal languages of aboriginal and Torres Strait Island would be implied for the development of the signage at CQU University in local language. The project had been implied for the development of the local languages with the signage boards at CQU University. High level risks Cause Event Effect Issues in developing the signage board The construction of the signage boards can be disoriented due to the loss of any specific issue such as loss of time, exhaustion of the budget or technical issue The development of the signage would not be supported by these issues and the construction of the boards would not be completed in time Cause Event Effect Unable to accompany the languages of aboriginal and Torres Strait Island The local languages of the islands might not be able to be understood by the people and students of CQU University. The misinterpretation of the messages of the signage boards would not be evaluated by them The students and people would not be able to convey the messages of the signage boards. The understanding of the languages would not be able to convey the messages clearly Schedule for Key Deliverables Deliverable Start Date End Date Project Plan 4/26/18 5/25/18 Signage Boards 6/12/18 7/5/18 Removal of Dull Signage boards 8/21/18 8/30/18 Proposed Lifecycle: Waterfall (Traditional) or Agile The Agile is the best methodology for developing the project management for the development of project Our Language is Important (Mahadevan, Kettinger Meservy, 2015). The Agile methodology is a modified financial for the deployment of the project for changing the Signage Boards and installing them at the CQU University. The method is a step by step method that includes the development factor and review of the step at the same time. Roberts, Cowart and Campbell (2015), have stated that the agile methodology would be implied for the processes of the advantageous deployment of the checking and reviewing of the project process. The agile methodology would be implied for integrating the functions of the processes. Summary Budget Activities Deliverables Apr May Jun Jul Aug Sep 1. Requirement Analysis $8,640 2. Planning Phase $6,000 $12,000 3. Implementation Phase $2,016 $6,360 $13,000 $16,600 4. Verification Phase $18,240 5. Completion Phase $640 $6,400 Proposed Contract Type The proposed contract type for the project of Our Language is important should be of fixed term and it would help in forming the development of the Signage Board for the implication of the improved processes (Jin, Wang Hu, 2015). According to scholars like Storto (2014), the workers and contractors have been implemented in the time that has been allocated for the fixed amount of cost. Stakeholders Stakeholder Category Sponsor / Supplier / User 1 CQU University Boards Sponsor 2 College Professors User 3 Project Team Supplier 4 External Contractor Supplier 5 Workers Supplier 6 Students and people User Structure of Project Board Board Role Details Executive Name: John Smith Position: Board Members Organisation: CQU University Senior User Name: Wiz Leaf Position: College Professor Organisation: CQU University Supplier Name: Lauren White Position: Student Organisation: CQU University Project Manager Prior to project board meetings the project manager should send a status report to the project board members for their consideration. The project manager is not a member of the project board but does attend board meetings to brief the project board members and answer any questions they may have on the status of the project. Project Approvals Requires approval of successful completion / achievement. Approver (Name, Position, Organisation) 1. Key Deliverable Project Manager CQU University 2. Sub Deliverable 1 Project Manager CQU University 3. Sub Deliverable 2 Project Manager CQU University 4. Project has achieved the benefits. Lauren White Board Members CQU University Charter Approval The undersigned acknowledge that they have reviewed the Our Language is Important Charter and agree with the information presented within this document. Signature: Lauren White Date: Print Name: Lauren White Title: Board Member Organisation: CQU University References Jin, Y., Wang, S., Hu, Q. (2015). Contract type and decision right of sales promotion in supply chain management with a capital constrained retailer.European Journal of Operational Research,240(2), 415-424. Ko, D. G., Kirsch, L. J. (2017). The hybrid IT project manager: One foot each in the IT and business domains.International Journal of Project Management,35(3), 307-319. Larson, E. W., Gray, C. (2013).Project Management: The Managerial Process with MS Project. McGraw-Hill. lo Storto, C. (2014). Benchmarking operational efficiency in the integrated water service provision: does contract type matter?.Benchmarking: An International Journal,21(6), 917-943. Mahadevan, L., Kettinger, W. J., Meservy, T. O. (2015). Running on Hybrid: Control Changes when Introducing an Agile Accounting in a Traditional" Waterfall" System Development Environment.CAIS,36, 5. Martinelli, R. J., Milosevic, D. Z. (2016).Project management toolbox: tools and techniques for the practicing project manager. John Wiley Sons. Roberts, M., Cowart, S., Campbell, M. (2015).U.S. Patent No. 9,043,744. Washington, DC: U.S. Patent and Trademark Office.