Dissertation On Recruitment And Retention Of Volunteers Management Essay - Free Essay Example

Sample details Pages: 18 Words: 5290 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? This dissertation will look at the recruitment and retention of volunteers within St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice Charity Shops, based in London. Whilst some aspects will be similar to the recruitment and retention of paid employees, it is essential to understand the differences between the two groups of staff. The recruitment and retention of volunteers raises many of the same challenges as those involving paid workers, but the solutions may differ (Suff, 2008). Don’t waste time! Our writers will create an original "Dissertation On Recruitment And Retention Of Volunteers Management Essay" essay for you Create order However, Olga Aikin points out that the legal status of volunteers and the duties owed to them by employers are not necessarily clear. She believes that the ambiguity is caused by the term volunteer having no universal meaning. Aiken (2009) explains that at common law level the status is relatively simple. The status can be determined by asking the question à ¢Ã¢â€š ¬Ã‹Å"did the parties have a binding contract?à ¢Ã¢â€š ¬Ã¢â€ž ¢ For an agreement to become a binding contract there has to be mutuality of obligations and an intention for the agreement to be legally binding. At common law the parties can agree that the agreement will not be legally binding (a so-called gentlemans agreement) (Aikin, 2009) Aiken goes on to clarify that it if often wrongly thought that a contract relating to employment must include monetary benefit, however this is not the case. For there to be a contract there must be mutuality of obligation, meaning that each party must receive some benefit, and be under some obligation. The individual must receive some consideration for his or her work. This consideration does not have to be money; it could include other benefits such as training or accommodation, however, mandatory training, or training to allow a volunteer to carry out their role is not excluded (Aikin, 2009). Due to this it is essential that volunteers do not receive benefits for their role. Whilst the paying of expenses is acceptable, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s would be restricted in offering volunteers other benefits which fall outside of this. It is important to establish from the outset that the person is working in a voluntary capacity, to avoid the organisation facing problems further down the line, including possible claims for payment and other benefits related to employment. Formal volunteering is defined as unpaid voluntary work carried out with, or under the auspices of, an organisation., whilst informal volunteering is defined as unpaid or voluntary work carried out outside organisations, often at neighbourhood level, but outside the immediate family (Volunteer Development Agency, 2007). Phil Hope from the Cabinet Office (Association of Volunteer Managers, 2007) defines volunteering as: any non-compulsory activity which involves spending time, unpaid, doing something which is of benefit to others (excluding relatives), society or the environmentà ¢Ã¢â€š ¬? The Volunteer Development Agency (2005) defines volunteering as à ¢Ã¢â€š ¬Ã‹Å"The commitment of time and energy for the benefit of society and the community, the environment or individuals outside ones immediate family. It is undertaken freely and by choice, without concern for financial gain.à ¢Ã¢â€š ¬Ã¢â€ž ¢ The difference between paid staff and volunteers is often not clear. Kate Engles (Volunteering England, 2006) says that: Although both permanent staff and volunteers can be motivated by the cause of the organisation, for the former there is always the additional motivation of remuneration. So it is very important that volunteer managers are aware of the wider motivations that volunteers have, because that is why they are there. A paid employee will have a contract of employment and have clear workplace rights. A volunteer does not, so the relationship is based on reasonable expectations. It is important that the terminology in a volunteering agreement refers to role, and not job, description, for example, so that it is not inferred that the volunteer is a paid employee. Similarly, volunteers should only be reimbursed for out-of-pocket expenses, as any subsistence or payment could be construed as a wage. One of the other major differences between volunteers and paid staff is in the recruitment process. When recruiting paid staff the process results in the most suitable person for the job being appointed. With volunteers however, the approach is often different, with the process being a lot more flexible, allowing the organisation to tailor roles to suit the individual. If an individual if unsuitable for the role for which they have applied, it is often possible to point them in the direction of an alternative department or role, for which the organisation would be able to use them. This is a tactic that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s use, predominantly when individuals under the age of 18 apply to volunteer within the hospice setting. Engles continues to say that there are some requirements which help to differentiate between the two groups. These include the organisation having a volunteering policy which sets out how the volunteering arrangement should work in practice, covering recruitment, supervision, training and development and reimbursement of expenses. WRVS also recommends having good-practice policies in place to manage the volunteer workforce, mirroring the approach of policies which are in place for permanent staff. This should include documentation which clearly sets out expectations for both volunteers and the organisation about what can be expected from volunteering. (Volunteering England, 2006) This was something that was implemented in 2008 at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice, called a à ¢Ã¢â€š ¬Ã‹Å"Statement of Mutual Expectationà ¢Ã¢â€š ¬Ã¢â€ž ¢. The Statement of Mutual Expectation is a document which clearly states what is expected of volunteers whilst working at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, and what volunteers can expect from St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s whilst working for the organisation. It was drawn up in agreement with a volunteer focus group, to ensure that volunteers were in agreement and that the expectations were realistic from both parties. Suff (2008) believes that having the right person, in the right place, at the right time, is central to organisational performance. Recruitment is an essential activity for organisations as a whole, not just for the HR team, but also for line managers who have become increasingly involved in the selection process (CIPD, 2009). This principal does not just relate to the recruitment of paid employees, but to volunteers too. The volunteer recruitment process should reflect that of paid staff. Prior to recruiting for a position the CIPD recommends investing time to gather information relating to the role, including the roleà ¢Ã¢â€š ¬Ã¢â€ž ¢s purpose, the outputs required by the role holder and how it fits into the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s structure. When considering the role it is also important to take in to account the skills and personal attributes needed to perform the role effectively (CIPD, 2009). This should be the first step in the recruitment process. This should also include looking at how volunteers will be supported and managed whilst working with the organisation. By including both paid staff and current volunteers in the planning process, it ensures that everyone has an input and understands the volunteers involvement. By involving senior management and board members in any planning, this ensures that the organisation has commitment at strategic level. The National Centre for Volunteering agrees that successful recruitment is heavily dependent upon organisations identifying what is needed from potential volunteers by understanding the specific roles, and recruiting to them (McCurley and Lynch, 1998). McCurley and Lynch (1998) found that there is evidence that shows potential volunteers are attracted to the type of tasks or the nature of the role when being recruited to an organisation. It is therefore important that these are in place before the recruitment process starts. As well as being attracted to the roles offered, each volunteer has a reason for wanting to give their time for free. By identifying these motivations, the organisation will be able to match the needs of the volunteer with the needs of the organisation. Motivation factors include a commitment to the organisation. Within a local Hospice this may be that a friend or relative has received care, meeting people and socialising, gaining skills, or utilising existing skills (Volunteering England, 2006). The 2008 Institute for Volunteering Research paper à ¢Ã¢â€š ¬Ã‹Å"Young people help out: Volunteering and giving among young peopleà ¢Ã¢â€š ¬Ã¢â€ž ¢ explain that the volunteering agenda believes young people volunteering has a positive impact, including increasing skills and employability, enhancing social cohesion, integrating young people in to society and reducing crime and anti social behaviour. Once the role has been planned for, the organisation needs to generate interest from external individuals. This can be done by advertisements in newspapers, on commercial job boards and on websites, including the organisations (CIPD, 2009). Regional newspapers often offer free advertisement space to charities, which can benefit both the organisation and the publisher. CIPD believes that as the use of technology in recruitment increases, organisations are adapting, and creating databases or pools of à ¢Ã¢â€š ¬Ã‹Å"readyà ¢Ã¢â€š ¬Ã¢â€ž ¢ candidates, who can be kept in reserve, for as and when positions in the organisation arise, without the need to re-advertise (CIPD, 2009). This is not an area that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have attempted, due to lack of technology within the organisation. Also, with so many voluntary positions in the organisation, the majority of people can be placed immediately. As well as the recruitment process identifying suitable individuals, it can also be used to allow candidates to find out more about the organisation. It is also used for the individual to assess the organisation, and decide whether it is the right environment for them to work. As the experience of all applicants impacts on their view of the organisation, it is vital that each stage of the recruitment process is managed effectively and to the best of the organisations ability (CIPD, 2009). This is particularly important in an organisation such as St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice, who are community based, and rely heavily on word of mouth for recruitment and support. WRVS uses a variety of methods to attract potential volunteers. These include local media, attendance at events, local recruitment campaigns and word of mouth. One consideration with word-of-mouth approaches is that there could be an impact on diversity if people of similar backgrounds are coming forward, so we balance that method with other promotional activities, head of people volunteering at WRVS Chris Dobson says The CIPD Recruitment, Retention and Turnover Annual Survey 2009 found that the number of voluntary, community and not-for-profit organisations experiencing difficulty in recruiting for one or more category of vacancy in 2009 has decreased, compared to the 2008 figure, from 82% to 79%. However, the same report found that organisations with fewer than 250 employees are increasingly finding difficulty in recruiting for one or more category of vacancy in 2009 at 83%, up from 80%. The previous year CIPD also believe that effective recruitment is crucial to organisations for successful day to day running, and that it should not only be carried out to fulfil current needs, but should consider future needs, which will impact on the organisations resourcing (CIPD, 2009). However, in such a small organisation, the luxury of future planning is not always possible. With so many volunteer roles needing filling, planning for the future is not a priority. For recruitment to be effective, it is essential that there needs to be some understanding on where potential volunteers would look for current opportunities. Volunteer Development Scotland (VDS) research (2006) shows that 69% of existing volunteers became involved in volunteering through à ¢Ã¢â€š ¬Ã‹Å"being asked to helpà ¢Ã¢â€š ¬Ã¢â€ž ¢. VDS however found that from the group of people asked, comprising of existing volunteers and non volunteers that the most popular places people believed they would look include the library, internet, direct to the organisation which they are interested in, a volunteer centre, or by speaking to their family and friends. These findings differ from the reality. Organisations can use a variety of methods to recruit volunteers. One of these is promoting itself to potential volunteers. Ways of doing this include informal methods, such as word of mouth by existing volunteers, as well as more formal methods, such as advertising. Word of mouth should not be under estimated. In a community charity it is a very powerful tool. Danson (2003) found that those who did not have access to these networks would become excluded from volunteering. à ¢Ã¢â€š ¬Ã…“However, the socially excludedà ¢Ã¢â€š ¬Ã‚ ¦ are the least well informed about volunteering and the least networked into existing volunteersà ¢Ã¢â€š ¬? (Danson, 2003). For young people, aged 16 24 years, word of mouth was the most popular route in to volunteering (Institute for Volunteering Research, 2008). Institute for Volunteering Research (Gaskin, 2003) conducted research, using volunteers and non volunteers, and found that recruitment messages can be targeted to particular groups of people through advertising. What Gaskin was demonstrating, was that for a modern image of volunteering, organisations should use innovative media, emphasising the benefits of volunteering. For an outreach approach, organisations should be using talks, road shows and presence at public events, which could be incorporated with fundraising events. Lastly, for maximising word of mouth recruitment organisations should be encouraging current volunteers to act as ambassadors for volunteering within the organisation. Baird (2005) has found that often, non-volunteers have little knowledge of the activities undertaken by volunteers, or the number of hours and commitment which would be required of them to join an organisation. Baird also found that potential volunteers like to know how their time can make a difference to others, the organisation, or the environment and what they themselves could gain from volunteering. Whilst some volunteers like to know what they gain personally, this would also depend on their motivation for volunteering, as mentioned by Volunteering England. It is therefore important when planning and designing the volunteer role, to include information such as amount of time involved and any ongoing commitment requirements. It is vital to remember that volunteers are an important, if not invaluable resource for many organisations, and their recruitment and retention needs to be treated with as much care and detail as that of paid employees. Whilst motivational factors may differ between paid employees and volunteers, many aspects of people management remain the same. Volunteering is a major activity in the UK, with the  governments citizenship survey (2007) identifying that three-quarters (73%) of all adults in England and Wales undertook some form of volunteering in the previous 12 months, with almost half (48%) of adults surveyed claiming to do voluntary work on a regular basis, at least once a month (Suff, 2008). However, the extent to which volunteers are used within organisations varies considerably, ranging from organisations who solely depend on unpaid staff, to organisations who have minimal volunteer involvement. The Institute for volunteering Research (2008) found that in the previous year, 59% of organisations surveyed had experienced à ¢Ã¢â€š ¬Ã‹Å"someà ¢Ã¢â€š ¬Ã¢â€ž ¢ problems with recruiting enough volunteers, with a similar proportion (57%) reporting difficulties in recruiting volunteers with the skills their organisation required. Kate Engles, Policy and Information Officer at Volunteering England, says that there is a range of support available for charities trying to attract volunteers, including volunteer centres, who offer advice to organisations on working with volunteers. They also advertise organisations volunteering opportunities to the local community. However, this is an approach that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have previously tried, using volunteer centres in Harrow and Brent, with little success. Chris Dobson, head of people volunteering at WRVS explains the demographic changes since the formation of WRVS 70 years ago (Volunteering England, 2009): Since WRVS was formed 70 years ago, peoples lifestyles have changed significantly. For example, at first there was a big group of women who did not work, but today most women do work and so do not necessarily have the free time to volunteer. This means we have to work a bit harder and be a bit more creative in how we attract potential volunteers. St Mungos, a homeless charity based in London, use a range of approaches to promote volunteering opportunities, including free advertising in London newspapers. This is an approach that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have tried in the past; however this was not very successful in terms of recruiting volunteers but did provide free press coverage to a large reader group. (Volunteering England, 2009) St Mungoà ¢Ã¢â€š ¬Ã¢â€ž ¢s is also registered with several national volunteering databases, as well as having forged links with University College London and London Metropolitan University, due to the universities course provision relating to the work done by St Mungos. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s work closely with Thames Valley University, by providing accredited modules in Palliative Care as part of their degree programme. However, students who spend time at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s as part of the module do not volunteer for the charity whilst training to become specialist palliative care nurses. They carry out supervised placements within the hospice, but no students have so far extended their time to volunteering outside of the module. When recruiting volunteers for the organisation it is important to understand diversity and the role which it should play. Diversity includes physical and non physical differences, with a number of personal characteristics covered by discrimination law. These give people protection against being treated unfairly, with the à ¢Ã¢â€š ¬Ã‹Å"protected characteristicsà ¢Ã¢â€š ¬Ã¢â€ž ¢ including age, race, disability, sex, religion and belief and sexual orientation. Diversity in volunteering should mean that people from diverse backgrounds, with diverse skills, can volunteer, regardless of any of these characteristics (CIPD, 2010). There are many compelling reasons to attract a diverse mix of volunteers, such as reflecting the community or client group, encouraging inclusion and encouraging new skills and backgrounds into the organisation, because there is greater flexibility in the recruitment process for volunteers, there is greater scope to encourage greater diversity. Kate Engles (Volunteering England, 2009) observes. The Institute for volunteering Researchs 2008 study found that more than half of participating organisations (56%) had experienced problems recruiting volunteers from a wide range of social and community backgrounds. Volunteer Development Agency (2005) states that when talking about a diverse organisation, it is one that represents the community that it is in. In an area as diverse as Harrow and Brent, this is a particularly relevant challenge, and one that needs to be overcome to ensure the future of volunteers within the hospice. Over the past 5 years WRVS has worked to implement a diversity strategy. This is in an attempt to enhance its reputation and image, resulting in widening its potential recruitment pool. The reason for WRVS implementing this was that it views volunteers as the public face of the organisation, and believes that if they reflect todays diverse society, then individuals will more easily identify with it (Volunteering England, 2009). For St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, this is also an influencing factor, along with the need to diversify to continue to attract volunteers from the local community. The CIPD give several examples of why an organisation would want to become more diverse. To be competitive, everyone within the organisation needs to make their best contribution. By employing a diverse workforce, this allows for a more diverse skills mix. A diverse workforce can help in market competitiveness, opening up new market opportunities, increasing market share or expanding an organisations customer base. It can benefit the organisation by brining fresh ideas and perspectives from people with different experiences and backgrounds. It can also help to ensure that the services the organisation offers are relevant to the community (Volunteer Development Agency, 2005). To implement a diversity strategy within an organisation, it needs to start with buy in from senior management, and include changes in workplace behaviour, communication and training (CIPD, 2010). CIPD Recruitment, Retention and Turnover Annual Survey 2009 found that 94% of voluntary, community or not for profit organisations surveyed monitored recruitment to gain information on gender, ethnic origin, age and disability and 70% train interviewers to understand what diversity is and the impact on stereotypes. The benefits of having a diverse workforce are also highlighted in the Institute for Volunteering research paper à ¢Ã¢â€š ¬Ã‹Å"Regular and occasional volunteers: How and why they help outà ¢Ã¢â€š ¬Ã¢â€ž ¢ (2008). The report found that although there are no significant differences between regular and occasional volunteers when it comes to gender or ethnicity, the age of the volunteer can make a difference. Volunteers aged 25 à ¢Ã¢â€š ¬Ã¢â‚¬Å" 44 years old and more likely to be occasional volunteers, whilst those aged over 65 are more likely to commit to regular volunteering opportunities. Retention is the process in which employees are encouraged, through various means, to remain working for the organisation. This can be ongoing, or until the completion of the project. Employee retention is beneficial for both the organisation and the individual, and it is seen as the responsibility of the employer to ensure that the employee stays working for the organisation by using compensation, environment, support, growth and relationship. (CIPD, 2010) Retention of volunteers is just as important as the recruitment. Previous literature has cited negative experiences within organisations as well as personal factors, as reasons why people leave volunteering. Examples include lack of relevant training, poor supervision within the role and uninteresting duties (Alexander, 2000). Other factors include feelings of being overburdened and undervalued (Locke, Ellis Davis-Smith, 2003). Whilst it is not a fail safe way of ensuring high retention figures, there are many processes in place within the Shops Company which work towards addressing these issues. All volunteers are issued with a manual when commencing their role, which needs completing in agreement with the shop manager. Volunteers have set roles within the shops, and have regular parties to show appreciation for their hard work and commitment, along with birthday cards set as a sign of thanks. A thorough induction programme is also thought to be essential, to make volunteers feel comfortable, welcome and able to carry out their role with confidence. It should include an introduction to the organisation, including the organisations ethos and how they can personally contribute as a member of the volunteer team, an introduction to staff and volunteers with whom they will be working, an introduction to their new role, and also cover legislation, including health and safety (Help the Hospices, 2004). Beugen (in Recruitment and Retention of Volunteers, 2007) found that it is important to recognise that the needs and motivations of volunteers change over their time volunteering for an organisation. He believes that volunteers progress through a motivation life cycle, much the same as paid employees in any organisation. The first stage of Beugenà ¢Ã¢â€š ¬Ã¢â€ž ¢s life cycle of volunteers is the exploratory stage. This is when the new volunteers are still exploring the possibilities of being a volunteer, and trying out their new role within the organisation. At this stage Beugen believes that it is important to give reassurance to the volunteer, to find out their expectations and to discuss any uncertainties that they may have. The second stage of the life cycle is the period where volunteers are developing themselves and their role. They do this by analysing what they are doing and improving on their performance. Support for the volunteer doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t need to be as intensive as the first stage during stage two, however it is still important to maintain contact with and encourage the volunteer. (Recruitment and Retention of Volunteers, 2007) Ongoing training is important during the second stage to allow for continual development. Beugen believes that this helps to create a sense of commitment to the organisation, resulting in higher retention rates. He also thinks that it is also important to recognise volunteersà ¢Ã¢â€š ¬Ã¢â€ž ¢ achievements and to acknowledge the value of their contribution to the organisation. Recognition can be formal (e.g. certificates, long service awards) or informal (e.g. birthday cards, cakes). The final stage of Beugenà ¢Ã¢â€š ¬Ã¢â€ž ¢s life cycle is maturity. This is where the volunteer is ready to share their skills and knowledge, and to support and lead other volunteers. In an organisation with a lot of volunteers, this stage of the life cycle is important, as it allows established volunteers to share their experiences and knowledge to newer volunteers, and to possibly give a different perspective on the role than that of a paid member of staff. By involving existing volunteers in this knowledge sharing it is preventing them from losing interest and motivation. Beugen points out that it is important to recognise that total retention isnà ¢Ã¢â€š ¬Ã¢â€ž ¢t necessarily a good thing. He believes that once a volunteer has gained new skills and interests they may be ready to move on to another organisation. This may not be necessary if the organisation is large enough to have a range of roles to keep the volunteer motivated and interested. Holmes (in Recruitment and Retention of Volunteers, 2007) comments that the recruitment and retention procedures advised by many organisations are over-formal and similar to the personnel practices for paid staff. Despite this formal approach having advantages to both managers and volunteers in its structured approach research has found that volunteers often find this approach off-putting (Gaskin, 2003; Holmes, 2004). The Institute for volunteering Research (2003) asked volunteers à ¢Ã¢â€š ¬Ã‹Å"what factors contribute to a satisfying and enduring volunteering experienceà ¢Ã¢â€š ¬Ã¢â€ž ¢ in order to help organisations recruit and retain. IVR found that what puts volunteers off is feeling used, not appreciated, not consulted and not accommodated. They found that volunteers want to feel welcome, secure, respected, informed, well used and well managed. Since they do not have the incentive of financial gain, rewards must be supplied in other ways. Kate Engles (Volunteering England, 2009) comments: Many volunteer-involving organisations use volunteers Week in June to give awards or celebrate their volunteers by an outing or picnic, for example. Saying thank you costs nothing and goes a long way. Birthday cards or small gifts can also have a lot of meaning for the recipient. Birthday cards for all volunteers are sent annually, with tea parties held during volunteers week in June as recognition of the volunteer teams extensive work at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s. At St Mungos, the belief if that if volunteers can see that they are making a difference within the charity, and that they are working for a professional organisation then this will  help boost retention. This is done by integrating volunteers in to the Mungos family, by making them feel like a part of the permanent workforce (Volunteering England, 2009). Similarly to the integration of volunteers at St Mungoà ¢Ã¢â€š ¬Ã¢â€ž ¢s, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s have invested time in altering its culture. Historically, within St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, volunteers and paid staff have been treated very differently, with separate inductions, handbooks, social events etc. However, since 2007 work has been carried out at St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, to establish a less à ¢Ã¢â€š ¬Ã‹Å"them and usà ¢Ã¢â€š ¬Ã¢â€ž ¢ culture. This work started with the setting up of several focus groups, to enable volunteers to have more input in to the organisation. Yet, since this work in 2007, retention ra tes have not improved. Approximately half of the organisations surveyed in the Volunteer Development Agency 2009 survey said that during the first quarter of 2009 the number of people applying to volunteering within their organisation had stayed the same, with 39% or organisations seeing an increase. The most common reason for an increase in applicants was that people wanted to increase their employability skills to aid finding paid work. The most common reason for decreases in volunteer applications because people had less time to come forward for volunteering. The organisations who stated that they saw an increase in volunteer application in the first quarter of 2009 were asked to clarify the % increase that they had seen compared to the same period in 2008. 59% said that they had seen an increase of 1-25% and 27% had seen a 26-50% increase. Looking towards the future, the organisations surveyed predicted that the major challenges facing them over the coming 6 months were related to funding / limited resources and the need to adapt to changing motivations / expectations of volunteers. 90% of the organisations who responded to this survey were from the Voluntary and Community sector. The remaining 10% were split between organisations with a remit in church / faith, sports and social enterprise. The largest had 1080 volunteers. Although extremely difficult the quantity, the perceived monetary worth of one hour of volunteerà ¢Ã¢â€š ¬Ã¢â€ž ¢s time to the organisations surveyed average out at  £9.24, which ranged from  £0- £30. With over 700 volunteers, it is estimated that St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s saves in excess of over  £1,000,000 per annum. Participating organisations are quoted as saying à ¢Ã¢â€š ¬Ã…“Volunteers at present are needing greater flexibility, this is ok to a point but does cause our organisation problems. Volunteers are not committing themselves for long periods any more, in the past the average duration for volunteers was 2-3 years, now that is down to 6-12 monthsà ¢Ã¢â€š ¬? (Volunteer Development Agency, 2009). à ¢Ã¢â€š ¬Ã…“The majority of our volunteers are women and to date a few of them were unavailable to volunteer because they have had to look for paid work when their husbands became unemployed. This trend may increaseà ¢Ã¢â€š ¬? (Volunteer Development Agency, 2009). In the report à ¢Ã¢â€š ¬Ã‹Å"Volunteering in UK Hospices: looking to the futureà ¢Ã¢â€š ¬Ã¢â€ž ¢ Smith, J (2004) estimates that each Hospice volunteer contributes approximately  £1,500 a year worth of work, using nearly  £200 of management time. Using this calculation it becomes clear how invaluable Hospice volunteers are, as the Shops operation would not be able to operate to such an extensive profit without them. With plans for the Hospice to continue expanding, and the opening of more shops in the local area, it is essential that the Hospice has a strategy in place to ensure that there is a constant supply of volunteers joining the workforce to allow this to happen. As well as looking at new ways of recruiting volunteers, it is vital that the Hospice acknowledges the need to retain the volunteers is currently utilises, as they have a wealth of knowledge. As well as knowledge, Smith, J (2004) identified that volunteer commitment increases with length of service. Statistics released by Volunteering England (2009) show that demand for volunteer placements in the 6 months prior to the report (March à ¢Ã¢â€š ¬Ã¢â‚¬Å" September 2009) increased in 86% of volunteer placement centres. A recent survey by Howard Lake (2009) for Institute of Fundraising found that Hospices were à ¢Ã¢â€š ¬Ã‹Å"bucking the economic gloomà ¢Ã¢â€š ¬Ã¢â€ž ¢. Lake found that people in the South East of England were still volunteering, and believes this to be their contribution during difficult financial times. However, in the article à ¢Ã¢â€š ¬Ã‹Å"Volunteering and the recession: A view from the front lineà ¢Ã¢â€š ¬Ã¢â€ž ¢ Wiggins, K. (2009) sees the increase demand for volunteer placements to be due to increased unemployment and Governments use of volunteering to tackle social issues, including unemployment and immigration. Despite this research, St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s are experiencing an increased level of volunteer vacancies within its Shops Company. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s is based in Kenton, Greater London, and serves the people of Harrow and North Brent. Since it has been founded, the demographics of the surrounding area have changed; noticeably it is becoming a more ethnically diverse community. Farnham (2005) describes demographics as à ¢Ã¢â€š ¬Ã‹Å"The study of population à ¢Ã¢â€š ¬Ã¢â‚¬Å" size, distribution and composition of the population of a country, region, area or on a worldwide basisà ¢Ã¢â€š ¬Ã¢â€ž ¢. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s catchment area comprises of over 480,000 people. These boroughs have a diverse mix of ethnic minorities that make up their population. Brent has one of the highest ethnic minority populations in the country at 54.7%. Between 1991 and 2001, the population of Brent increased by 8.4% (statistics.gov.uk). Despite the increase in local residents, this is not reflected in an increase in volunteer numbers and the high ethnic minority levels are not accurately reflected in St Lukeà ¢Ã¢â€š ¬Ã¢â €ž ¢s volunteers. Smith, J (2004) reports this to be a national wide problem, with 98% of all volunteers surveyed in Hospices to be of à ¢Ã¢â€š ¬Ã‹Å"White-Britishà ¢Ã¢â€š ¬Ã¢â€ž ¢ origin. The report also found that the best form of recruitment was word of mouth. However, this may be a contributing factor as to why 98% of Hospice volunteers are White-British. Word of mouth recruitment has previously been found to attract like for like. Therefore, with a strong White-British base, this is what the Hospice will continue to attract. The report Volunteering in UK Hospices: looking to the futureà ¢Ã¢â€š ¬Ã¢â€ž ¢ Smith, J (2004) highlights that 61% of Hospices believed that volunteer recruitment would get harder over the following five years. St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s Hospice is now at that stage, and the Hospiceà ¢Ã¢â€š ¬Ã¢â€ž ¢s figures would agree with this prediction. However, the Institute for Volunteering paper à ¢Ã¢â€š ¬Ã‹Å"The changing and non-changing faces of volunteeringà ¢Ã¢â€š ¬Ã¢â€ž ¢ (2007) found that an increased number of new volunteers were from Black or Minority Ethnic backgrounds (BME). For an organisation such as St Lukeà ¢Ã¢â€š ¬Ã¢â€ž ¢s, who are based in an ethnically diverse community, this is good news.

Comparing the Characters, Portia and Helena, in...

Shakespeare begins to mature when he creates Portia in the Merchant of Venice, and he shows a peak of maturity through Helena in his problem play, All’s Well That Ends Well. Despite the few years between these two plays and the development of characters during Shakespeare’s maturation period, he makes two very similar female characters. They understand love more than their lovers, and they see potential in the men they have chosen that no one else seems to notice. They exhibit similar character traits, but they use their qualities in different ways to achieve the same purpose. Both Portia and Helena display intelligence, love, and grace in choosing their husbands. Portia and Helena draw the right husband into their lives through their†¦show more content†¦Helena calls her act â€Å"lawful† many times and concludes by saying it is â€Å"a lawful deed/And lawful meaning in a lawful act† (3.7.45-6). Her ingenious legalization of the marriage proves lawful in both the eyes of man and of God. Portia and Helena draw the right husband into their lives through their love. Portia emulates the purest form of love shown to all by God. Portia starts out sad, but because she has self-knowledge, she knows she is sad because of love. Once chosen by Bassanio, she shows she will sacrifice everything for him. She confirms her sacrificial love when she gives him a ring and says that â€Å"this house, these servants, and this same myself/Are yours—my lord’s! —I give them with this ring† (3.2.170-71). She surpasses Bassanio’s understanding of love by seeking to be a better woman, and she shows this by saying she wants to â€Å"wish myself much better, yet for you† (3.2.152). Helena’s love is also sacrificial, constant, and deep. At first Helena’s love appears to be an infatuation and motivated by impulse when she talks about Bertram as â€Å"a bright particular star† that shines â€Å"In his bright radiance and collateral li ght† (1.1.86, 88). Helena’s love takes a more active form, and she openly talks about her virginity with Parolles, which associates her with purity. She, like Portia, knows more about love than the one she desires. Helena also has to deal with a snobbish prig, who at first refuses

Autobiography Narrative - Free Essay Example

Sample details Pages: 4 Words: 1202 Downloads: 3 Date added: 2019/03/13 Category Literature Essay Level High school Tags: Autobiography Essay Did you like this example? My name starts with the most recognized flower in the nation and the most common name of people, however, I am original. My name is Jasmine Alexander. The dream I have holds the most emotional and special moment in my life. Don’t waste time! Our writers will create an original "Autobiography Narrative" essay for you Create order In childhood, thats when I discovered I had the desire to dance. From that point on, that was all I ever wanted. This narrative will discuss the history of dance and how it relates to me, the hardship I had in finding a sound dance school, and how my patience led its way to find a dance school with a different outcome than others. The passion I have for ballet is not summarized, however, I had never worked with an instructor before also I had never danced before. The reality of this crippled the imagination of my dream of ever being onstage. My parents and my two older brothers encouraged me, they also told me the pros and cons of being a ballerina. The things I had to sacrifice and gain in return, they were all stressful to me. Reaching my goals with obstacles in the mix was hard and still is mental. The best advocator I have is my mother and with her prior experience in ballet, it was even better. Whenever my mother would train me, she always told me to show her the five positions also show her my pointers. This has a connection with its history. Long before this era, ballet originated within the 15th century around the renaissance era. This type of dance started in Florence, France, that was adored by many noblemen. When ballerinas danced on their toes, in France, it was called Romantic Ballet according to Christopher Muscato, it states The origins of ballet can be traced back to 15th century Italy, when the peninsula was in the height of its period of artistic, cultural, and scientific growth known as the Renaissance. It was in the tradition of early 19th century Romantic ballet that dancing on the toes, or en pointe, first became a standard part of the performance, reserved for female dancers. After a family discussion on matters dealing with money supply and proper attire, Mom and I went school hunting. The first school we came upon was local to our area. The school was small, and the inside had an office at the front and classrooms in the back where ballerinas practiced. My mother started communicating with the head instructor of the place, where she started to tell her all about my dream to dance. The head instructor told my mother her requirements and standards for her class. My mother and the instructor made a deal where she paid her every month to teach me the basics. When I first started, my mother was dropping me off for dance class, I was running a little late, however, as soon as we arrived, we had to wait a whole hour for the instructor. Right then, my mother and I saw everything we needed to see. The ballerinas werent wearing proper attire, they were all chatting outside the classroom instead of going to their next class, everything the instructor said they were doing they wasnt. The experience was more like high school than a dance school. For those reasons, my mother and I quit, we resulted back into finding another dance school. Years later, I began to lose hope in finding a sound school and I began to believe it was more like a fantasy than reality. That is when mom came across a different school that was apart of a gym and another class, that was all in one building. The inside had old scuffed walls and an office in front. The ballet class was across from the office to the left. Once again, we waited for the instructor and once she came, we started to talk. The instructor started to ask me what my name and age is. I told her my name is Jasmine Alexander and I am 15 years old. The instructor then said, okay, youre fifteen, so youll be learning with others around your age. My mother then jumped to the point and asked what her requirements and standards for her class are. The instructor enlightened my mother on everything, however, something out of the conversation stuck out to my mother and me. The instructor did not care about what size the ballerinas were and she didnt mind if they come as they are. This went against everything she said she stood for, also, this went against the morals of a sound prestige school, we were looking for. The experience I had out of this one was not productive or sound. Months went by, discouraged is what I felt at the time. I thought I was never going to find a proper dance school, at least, thats what I thought. My mother took me to another school a few minutes up the street from our house. The school was in a neighborhood called Providence. The school was small. However, in the inside it was huge studios, one after the other, it was truly amazing. We talked to the instructor and gotten a different attitude about how she feels about dance. The instructor educated me on the determination it will take. The instructor also educated me on everything I had to do in her class and what classes I need to get to the pre-professionals stage, where most ballerinas my age was. I enlightened the instructor about my passion for dance and it thrilled her to know such passion of mine. The instructor allowed me to have a free lesson of ballet to see how I adjust. With this, we were able to sit in other classes to see how things work. After this experience, my mother and I both said, this is it. What I learned from this experience is you must put in the effort. My goal is to learn how to dance, as I said previously, ever since childhood I loved everything about dance and the making of it. Whenever a ballerina performed on stage, I knew that would be me. The hardship I had in finding a sound school that could teach me, was one of the obstacles in my way of success. However, I learned that patience and good deeds go a long way since we couldnt find a proper school at first, it didnt mean we failed. As others say, little progress is better than none. At many attempts I felt failure, however, I did not lose hope. When I founded the school I was looking for, everything I have done paid off, going through the trouble of finding the school of my dream was worth it. The effort my family and me put into this goal made every move risky and challenging, but it proved after all tribulations were over, that anything is possible, only if you keep going forward and learn from mistakes, that is when success is truly accessible. References: Christopher Muscato, https://study.com/academy/lesson/history-of-ballet-timeline-facts.html Prentice Hall, P.H. (2012). Prentice Hall Literature, Common Core Edition, Grade 11. Retrieved from: https://courses.jmhs.com/d2l/le/content/7390/fullscreen/13586/View

Obesity Involves Excessive Body Fat That Increases The...

Obesity involves excessive body fat that increases the risk of other health related problems (MedlinePlus, 2014). The health related problems includes high blood pressure, high cholesterol, type 2 diabetes, cardiovascular diseases, sleep disorders, musculoskeletal disorders and associat-ed limitations in physical activities (MedlinePlus, 2014). According to the Center for Disease Control and Prevention (CDC), (2015) 17% of children aged 2-19 are obese. One in five children in the United States is overweight or obese (CDC, 2015). Obesity is not the same as overweight, which means weighing too much (MedlinePlus, 2014). What those two terms have in common is that the child’s weight is greater than what is considered healthy for their height (MedlinePlus, 2014). Children who are overweight have a higher risk for becoming obese (MedlinePlus, 2014). Classification for obesity and overweight are by age and gender specific body mass index (BMI) (Nichols, 2016). The BMI is not a diag-nostic tool (Nichols, 2016). However, it is used to track weight status and serves as a screening tool for potential weight problems (Nichols, 2016). The BMI measure the body fat based on weight and height of an individual. Interpretations for children are relative to age and sex (Nich-ols, 2016). Factors associated to obesity include an interplay between genetic, behavioral, and envi-ronmental factors (Rogers, 2010). In fact, the combination of genetic and environmental factors increases theShow MoreRelatedObesity Among City Dwellers Is Becoming One Of The Major National Health Concerns1216 Words   |  5 PagesObesity among city dwellers is becoming one of the major national health concerns. In fact, it became a crisis. Nationally, â€Å"$147 billion is spent yearly for obesity-related care, including 77% greater spending on medications for the obese than for non-obese individuals† (Marchiondo 2014, P. 156). 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Obesity is defined as having an excessive amount of body fat which applies to people who are overweight. There are many health risks that coincide with obesity, which makes it a dangerous disease. Furthermore, obesity is becoming an enormous problem since it is increasing drastically. About 38% of the world population is obese and that percentage is steadily rising. So what causes theseRead MoreType Two Diabetes Mellitus Or Non Insulin Dependent1383 Words   |  6 PagesType two diabetes mellitus or non-insulin dependent diabetes mellitus is a disease state characterized by hyperglycemia or high levels of blood glucose. This can cause a variety of symptoms such as excessive urination or excessive thirst as the kidneys try to get rid of the ex cess sugar.. What distinguishes type two diabetes from type one diabetes is that a person with type two diabetes is not insulin dependent. 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Obesity is defined as a body mass index (BMI) greater than or equal to the 95th percentile (Lopez, 2016. p 243). This problem is highly influenced by factors such as lack of activity, high caloric intake more than what the body needs to function well. Childhood obesity is at alarming rate in the United States. It is one of the major public health concerns in thisRead MoreObesity And Its Effects On Children1500 Words   |  6 PagesObesity can affect everyone and anyone and affecting nearly 25% of all North American children. It can affect one during childhood or adulthood and sometimes their whole lives if their illness is never treated during childhood. Childhood obesity has tripled in the past 30 years. In 1980, the obesity rate of 6-11 year olds was 6.5%, in 2008 had tripled to 19.6%. For toddlers and preschoolers aged 2-5, the obesity levels have risen from 5% to 12.4% in the same amount of time. (Spark, 2010). ChildrenRead MoreAmericans Should Limit The Amount Of Fast Food2765 Words   |  12 Pagesconsume because fast food leads to avoidable diseases such as diabetes, obesity, and heart disease. Obesity is a serious disease that has negative effects on a human body. People who consume fast food and are overweight or obese have greater risk of developing diseases, such as type 2 diabetes, heart disease and bone and joint disease. There are many reasons people become obese, such as genetics, lifestyle and the way your body burns its energy. Genetics have shown that you are more likely to becomeRead MoreObesity And Obesity Related Diseases Essay1706 Words   |  7 PagesChildhood obesity has become staggering in the United States. Children are considered obese if they have thirty percent amount of body fat or more and is measured by body mass index (BMI). Body mass index conveys the correlation of body weight to height. If a child’s BMI is at or exceeding over the 95th percentile, meaning if their body mass index is greater than 95% of other children that are the same sex and age, they are obese. Doctor Jeffrey Levi, an executive director of the Trust for America’sRead MoreThe Importance Of Physical Activity And Nutrition1618 Words   |  7 Pagesand diet play a major role in contributing to health and quality of life. â€Å"Not only is 1 in every 8 Americans older than 65 years, but a person aged 65 can expect to live an average of 18 more years (Drewnowski, 2001).† The fact that people are living longer involves many factors, however, taking care of ourselves is an essential one. While each of the two are vital together they also go in depth individually. First, physical activity is any body movement performed by the skeletal muscles that

To Diet or Not to Diet Free Essays

When we hear the word dieting, we immediately think of losing weight, counting calories, avoiding fast food and other stereotype characteristics. But dieting is a word that enfolds a larger group of people, than only the ones that want to lose weight. The definition says a diet is a special course of food to which a person is restricted, either for weight control or for medical reasons. We will write a custom essay sample on To Diet or Not to Diet or any similar topic only for you Order Now For whatever reason a diet is followed, when can we conclude it is or isn’t recommended to follow a diet? Only a small group of people are restricted to following a diet. Also consider reading: Role of Chemistry in Domestic Activities Project It’s not the people we think of first, the ones who need to lose weight, but it’s the ones who need it for medical reasons or elite sports incentives. For all rest, people like you and me, it is rather a question if we really need a diet with restrictive prescriptions. Why not just learn how to maintain healthy habits and live by them like a so called easy lifetime diet? Dieting requires behavioral changes that are not easy to adopt or maintain in the long run. A dieting plan with a balanced intake of foods may reduce your risks for chronic diseases. On the other hand, if you do not plan carefully, dieting may increase your risk of nutritional deficiencies. It is recommended to consult your doctor before embarking upon any diet plan. When a diet is for medical reasons, the medical benefits are determinative for executing the diet. But what about personal reasons? The biggest benefit of dieting is that you can lose weight, especially when you also engage in physical activity. There’s a large amount of possible diet programs on the market. These diet plans may be effective in helping you lose weight in the short-term and lose even more weight in the long-term when you increase your adherence to the diet. But why engage in a prescriptive way of eating, if you can do it easily with just eating healthy and make that your way of living without over-thinking what and when you should eat? Having healthy food habits without being in some calorie-counting diet, can improve your physical health, particularly when you consume a balanced diet of foods, allowing you to obtain adequate amounts of essential nutrients. A healthy diet plan emphasizes whole foods, such as fruits, vegetables, nuts, whole grains, beans, fat-free or low-fat dairy products, eggs, fish, poultry and lean meat; it also minimizes sodium, added sugars, cholesterol, saturated fats and trans fats. Weight loss from maintaining healthy eat habits is associated with reduced risks of chronic conditions and diseases that include obesity, type 2 diabetes, cardiovascular disease, hypertension and cancer. It may also enhance your mental health and improve your self-esteem. And it works in the long term as it becomes your daily routine and at some point, you don’t even think about it anymore. The hard part about whether a diet or just eating healthy, is changing your eating behavior. At first, you may feel excited about the prospect of looking thinner and may adhere to the plan wholeheartedly. Over time, though, you may be tempted to eat the high-calorie foods you were used to eating before the diet. You may simply find the diet plan too restrictive to adhere to every day. Low rates of weight loss success are due to inability to adhere to dieting strategies in the long-term and that sustained adherence to reducing calories and increasing exercise is effective for establishing self-set dieting goals. That’s why a diet should be avoided. You might not have spectacular results in the short run, but in the long run you don’t find yourself struggling with just living the healthy life. Not only the fact you have to live by prescriptions, dieting may also cause medical problems. It can increase your risk of gallstones as rapid weight loss can result in a high probability of gallstone formation; they can occur even when prevention strategies are implemented. So called crash diets, is when energy intake is restricted by very low intake of energy, mostly by cutting down carbohydrates and fats, to lose weight quickly. The weight loss will occur, but other causes are the jojo effect (these diets can’t be maintained for a large period and as the body went into sleep mode with mostly loss of water, it tends to put on more weight after the diet), shortening in required nutrients, lack of energy and sleeping disorders. Automatically less bodily activity is done, what causes the breakdown of muscle tissue. In the long term, these diets only work against the goal of losing weight. Diets with smaller or no energy intake restriction and only a restriction of carbohydrates, cause a great weight loss as well but aren’t without danger either. Examples are the Atkins and South Beach diet. These diets contain a lot of saturated fat, what can lead to cardiovascular diseases. Because of the longer term, shortening of certain essential nutrients can occur. Dieting requires behavioral changes that are not easy to adopt or maintain in the long run. A dieting plan with a balanced intake of foods may reduce your risks for chronic diseases. On the other hand, if you do not plan carefully, dieting may increase your risk of nutritional deficiencies. It is recommended to consult your doctor before embarking upon any diet plan. As it might feel like a diet at start, weight control and other physical appearance incentives come automatically by just eating healthy, having enough sleep and performing regularly in physical activity. It is about changing behavior and approach your goal judiciously – not jumping into some diet that offers you a quick solution for your primary goal, along with secondary consequences that may harm you more in the long run. Sources My education as a bachelor in nutrition and dietetics. http://webmd. com http://www. oxforddictionaries. com http//www. livestrong. com How to cite To Diet or Not to Diet, Essay examples

Critical Race Theory

Question: How can either Bourdieu or Critical Race Theory help us to understand how race and ethnicity impacts on young peoples experience of schooling? Answer: Introduction: How race and ethnicity influences and leaves a deep and long lasting impact on the youngs experience of schooling has been a point of concern and debate since times immemorial. If we look at the history, it has always been the majority culture, which has been prioritized and enforced by the education system. Even in the early 18th century, indigenous pupils were stripped of their culture as well as language and replaced by the European and English clothing and culture in American schools. In spite of all the modernization, racism can still be seen as a part of the schooling process. The curriculum of a majority of the U.K schools is such which promotes the Eurocentric culture of the upper class of people. There exist ethnic and racial inequalities in schools, which is evident from the fact that African American, Latinos, American Indian, and Southeast Asian students perform less in academics as compared to the whites. Such inequalities are also evident in the test scores of students, which assess various fields and measures like percentage of drop out, the percentage enrolled in higher education along with percentage of students, expelled from schools. The minority and people are compelled to send their children to such schools which are not in the match with their beliefs and thoughts. A dominant culture is practiced in the schools, where the minority group faces a discrimination in terms of everything, right from resources distribution, limited representation in curriculum, difference in teachers to mocking behavior of other students of the school. It is the urgent demand of the time that the issue of the racial and ethnic inequalities practiced in schools should be explored and researched more and solution for this issue should be found soon. The main reason being that the children and hence students are the nation builders and define the limits of success and prosperity. Why Critical Theory has been chosen to address the issue: Racism is practiced in various forms and methods in schools. Thus, to curb racism, it is essential that anti racism should be flexible as well as adaptable according to different situations. In order to understand how race and ethnicity impacts on young peoples experience of schooling, it is important to understand the following things: While doing an anti racist analysis, what is the meaning of anti racist? What should be the appropriate starting point for exploring the educational theory, strategy and practice? To answer these two questions systematically, a systematic approach is required. In the absence of a systematic approach to anti racist theory, two main problems come to the front, which remains unresolved. First, the usage of anti racist theory merely as a verbal and formal device in countering racism and second, the racial inequalities being practiced by the critical nature of scholarship. In such a scenario, the critical race theory (CRT) serves as the most appropriate choice to address all of the above mentioned issues. Critical race theory can be defined as a theory, which analyzes the culture and society to the junction of race, power and law. In general, critical race theory proposes two main assumptions. First, racial indifference and white dominion are maintained from long time and there may be a part played by law in this. Second, CRT theory explores the possibility of changing the relationship between racial power and law and also pursues an objective of liberation from racial and ethnic inequalities.

Hotel and Hospitality Management Landline Communication

Question: Describe about the Hotel and Hospitality Management for Landline Communication. Answer: Literature review From the company profile, it can be seen that Telstra offers the customers mobile and landline communication systems and services to the civic and corporate trades, taking into account mobile phone, mobile internet and broadband internet services. Market analysts have stated that the issue of Telstra has been marked as a real problem of corporation from being just the problem of the customers. Therefore, it can be stated that the network of Telstra affected huge number of customers in different parts of Australia and thus it has raised serious questions against the ability of the company in the field of service providence. The higher authority of the corporation apologized in front of all the affected customers for their communication inconvenience, as the customers were affected by this service disruption largely (Battersby 2016). It has been reported that more than 60 Myer shops throughout Australia were cash-only for more than 6 hours, as the extensive breakdown from the Telstra outage happens to be obvious. From published reports, it can be stated that the seventh system outage of Telstra this year happened just 24 hours after chief managerial Andy Penn explained reporters on a $250 million agenda in order to enhance the present and existing infrastructure. This has been a major issue against this corporation, as the politicians, government services like hospitals, transport ticketing systems all were affected severely (Knight 2016). The spokesperson of this company said that they are well aware of the fact that this severe telecommunication issue has been affecting many businesses and enterprise consumers in different parts of Australia and thus they are trying their best to investigate the cause as well as working in order to restore services on an early basis. According to the reports published, it has been found that the issue of Telstra has affected Jetstar, causing flights to be delayed. These outrage reports have been centered especially in Victoria and New South Wales taking into account Melbournes Central Business District. All the political groups were suffered because their internet is supplied by the division of finance; however, it is necessary to mention that the phone lines were still working. Besides this, it is required to mention that the outage as well affected the labors Melbourne-based movement headquarters that had to fall back onto emergency procedures (news.com.au 2016). Zhu and Giannakis (2012) have stated that the wave effect was highly noteworthy as consumers recompense a bulky payment when they sign up for Telstras system goods based on an advanced network. Therefore, whilst the corporation preserves it distributes an improved and more dependable service than the existing contestants in the market, the recent outage would bring those claims into question. At the same time, it is necessary to mention that at a journalists meeting, Telstra refused to share any updates regarding the customers issues because of the bad network. At a consequence, it is clear enough to mention that this outrage issue of Telstra with the performance have had a negative impact on the scores of customer service that in turn are connected to the staffs and the management bonuses (telstra.com.au 2016). The problem for Telstra is that it might move violently in order to keep hold of its premium cost if the network is professed to be untrustworthy enough that in turn could force it to slash its costs to recover its consumer basis. At this point, it is necessary to mention that even if does not misplace too many consumers, it would find out to be tricky enough to add fresh subscribers (Vaiman et al. 2012). Remedial Action Zhu and Giannakis (2012) have said that even a concise business system outage can be more than exasperation. When the net goes gradually downward, commerce is disturbed severely. The results can be terrible and might take into account the followings: Abridged rate of efficiency Reputational smash up Security violations Missing revenues (Guha et al. 2012) Like any other companies, Telstra as well requires a catastrophe revival plans and the particular system outage diagram is a significant division of that. Generally, when the system goes downward, there are major 4 steps for recuperating as rapidly and successfully as probable (Reichl, Schmidthaler and Schneider 2013). Detecting the outages right away throughout checking the software Notifying all the pretentious parties Isolating the schemes that are exaggerated to hold damage Revamp exaggerated schemes, so that processes can recommence (Dobson 2012) From the reports and published news, it can be seen that the outage of Telstra was one of the severe concerns and for that case, if the difficulty is not resolved with the easy trouble shooting procedures mentioned over, then it is the time to immediately put into practice the adversity reply procedure. Cao, Shao and Uprety (2013) have mentioned that although procedures might vary, a archetypal method must engage the below-mentioned features: Assessing the degree of the system outage Reviewing the issue with IT supervision Determining if any particular regions required to be abandoned and act consequently Start the counteractive activities in order to recuperate net possessions Make contact with all the applicable salespersons as well as the service providers (Dobson 2012) Pursue through on all particular revival measures for the identified exaggerated devices Report thoroughly on the event, its analysis, revival procedures along with the result to the concerned IT management Dobson (2012) has opined that putting off system outages is for all time superior than boasting to fix them, however, having a managerial endorsement and revival arrangement is highly necessary for the trades of any dimension. In this case, Back-Box is one of the leading network configuration backup solutions and Telstra based on their required are recommended to rely on this. Reports found out that commercial and enterprise consumers have been hit by this outage, rather than the customers. Therefore, at the end, it can be stated that Telstra customers could break fixed contacts because of outages. It has been reported that consumer support group option is challenging customers be allowable to smash their unchanging agreements if they have been exaggerated by Telstras manifold phone and internet system outages. References Battersby, M. 2016.Telstra outage: Myer, myki, Jetstar, politicians, hospitals hit by widespread fallout. [online] The Sydney Morning Herald. Available at: https://www.smh.com.au/business/media-and-marketing/telstra-hit-by-another-outage-day-after-250m-announcement-20160630-gpvi5f.html [Accessed 23 Oct. 2016]. Cao, C., Shao, X. and Uprety, S., 2013. Detecting light outages after severe storms using the S-NPP/VIIRS day/night band radiances.IEEE Geoscience and Remote Sensing Letters,10(6), pp.1582-1586. Dobson, I., 2012. Estimating the propagation and extent of cascading line outages from utility data with a branching process.IEEE Transactions on Power Systems,27(4), pp.2146-2155. Guha, S., Plarre, K., Lissner, D., Mitra, S., Krishna, B., Dutta, P. and Kumar, S., 2012. Autowitness: locating and tracking stolen property while tolerating gps and radio outages.ACM Transactions on Sensor Networks (TOSN),8(4), p.31. Knight, E. 2016.Telstra outages now a real problem for the company. [online] The Sydney Morning Herald. Available at: https://www.smh.com.au/business/telstra-outages-now-a-real-problem-for-the-company-20160701-gpw5ra.html [Accessed 23 Oct. 2016]. news.com.au, 2016.Another day, another major Telstra outage. [online] NewsComAu. Available at: https://www.news.com.au/technology/online/another-telstra-outage-just-days-after-250m-announcement-leaves-customers-furious/news-story/0772ff2e3d5eb19c8287847c2a9f4a0d [Accessed 23 Oct. 2016]. Reichl, J., Schmidthaler, M. and Schneider, F., 2013. The value of supply security: The costs of power outages to Austrian households, firms and the public sector.Energy Economics,36, pp.256-261. telstra.com.au, 2016.Telstra - Mass Service Disruption (MSD) Exemptions - Consumer advice. [online] Telstra.com.au. Available at: https://www.telstra.com.au/consumer-advice/customer-service/mass-service-disruption/ [Accessed 23 Oct. 2016]. Vaiman, M., Bell, K., Chen, Y., Chowdhury, B., Dobson, I., Hines, P., Papic, M., Miller, S. and Zhang, P., 2012. Risk assessment of cascading outages: Methodologies and challenges.IEEE Transactions on Power Systems,27(2), p.631. Zhu, H. and Giannakis, G.B., 2012. Sparse overcomplete representations for efficient identification of power line outages.IEEE Transactions on Power Systems,27(4), pp.2215-2224.