Participative Leadership Vs. Democratic Leadership

Participative leadership or Democratic leadership theories suggest that the ideal leadership style is one that takes the input of others into account. Participative leaders encourage participation and contributions from group members and help group members to feel relevant and committed to the decision-making process. A manager who uses participative leadership, rather than making all the decisions, seeks to involve other people, thus improving commitment and increasing collaboration, which leads to better quality decisions and a more successful business. (Rose Ngozi Amanchukwu, 2015) Democratic/participative leadership has become popular in recent decades. It dates to the 1930s and 1940s. That’s when noted behavioral researcher Kurt Lewin led studies that helped identify the value of the democratic/participative leadership style in organizations. In â€Å"Leadership and Group Life,† Lewin and his colleagues Ronald Lippitt and Ralph K. White cite democratic, laissez-faire and autocratic as the three primary leadership styles. Based on interviews with business leaders and employees, Lewin, Lippitt and White concluded that the democratic leadership style was the most popular among subordinates. (Gill, E.) Everyone wants to be a part of something. With participative theory employees from the bottom up are considered in the decision making of a company. Studies have found that participative leadership is one of the most effective leadership styles and benefits a company byShow MoreRelatedEffective Leadership Style on Groupthink Essay example1394 Words   |  6 Pagesinspiring members to collaborate to achieve a common goal. The approach that the leader takes to lead a group (i.e., leadership style) plays a significant role in group decision-making process and decision quality. Effective leadership encourages members’ participation in decision-making process, and promotes cooperation and motivation among group members. On the other hand, ineffective leadership, which lacks impartiality, can be a great risk factor for groupthink; a phenomenon refers to poor decision processRead MoreParticipative Leadership2189 Words   |  9 PagesQuestion Participative leadership style is always more effective than autocratic/directive leadership styles. Discuss. Executive Summary To say there has been an immense amount of research undertaken on the topic of leadership would be an understatement. The theoretical and empirical research on leadership in the workplace covers a diverse range of theory and there has been much critique and discussion of the theories to date. This paper reviewRead MoreLeadership Styles688 Words   |  3 Pagesdevotion to democratic/participative style of leadership. The participative leader behavior is where leaders would stay in touch with all group members when making decisions and forming targets. This helps in keeping everyone involved by making them feel important but it is a notch above because it works well in situations where goals have a personal meaning to the employees. They must be personal involved in the situation and would thus appreciate a participative style of leadership. SITUATIONALRead MoreHow to Write Self Reflection2745 Words   |  11 Pages6 MY LEADERSHIP STYLE VS OTHER LEADERSHIP STYLE ATUDIED†¦ 8 MY STRENGHTS AND WEAKNESESS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 360 FEEDBACK EVALUATION AND MYSELF REFLECTION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 MY LEADERSHIP STLYLES VS CULTURAL ISSUES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 14 MY LEADERSHIP STYLE†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16 CONCLUSION RECOMMENDATIONS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 17 REFRENCES†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 APPENDIX 1. INTRODUCTION This study is a self-reflection and a 360 evaluation of my leadership styleRead MoreDifference Between Autocratic and Participative Leadership2547 Words   |  11 PagesThis report aims to describe a leadership style that enables and helps contain employee work activity. Boundaries set by leaders help them provide guidance and direction, motivate action and creativity, stimulate individuality and ideas, and protect and nurture a space for employees to perform in. Leadership prescriptions have gone through many phases. While the consultative leadership was considerate, it was soft, and too idealistic. Authoritarian and directive leadership on the other hand were strictRead MoreTime Management Assessment And Concepts1107 Words   |  5 Pagesparticular leadership style is better than the other to use in all situations. Nurses should, therefore, be flexible in their leadership styles, and adapt these to fit different circumstances (Giltinane, 2013). As nurses, we need leadership skills in order to focus on prioritization, delegation, and implementation of the nursing plan. According to our textbook, the two types of leaderships described as the leaderships that are used to make change and create new futures are transactional leadership andRead MoreLeadership And Hofstede s Six Dimensions1156 Words   |  5 PagesLeadership and Hofstede s Six Dimensions Maneuvering through the sea of cultural differences in the workplace in today’s business can be tricky. As companies become more global, and employ people from different cultures, leaders must learn to adapt to differences among these cultures if they wish to succeed. Leading the same across cultures may not have positive outcomes. In this writing, I will discuss Hofstede’s six cultural dimensions and how they relate to leadership. I will then explainRead MoreEmail to Coworker: Management vs. Leadership1405 Words   |  6 PagesEmail to Coworker: Management vs. Leadership Heather Hargrave HCS/514 August 8, 2014 Steve Kovak Email to Coworker: Management vs. Leadership There are many individuals that confuse the roles and responsibilities of managers and that of a leader. While managers and leaders both have many common characteristic, the roles and responsibilities within a company are defined differently. The purpose of this paper is to go into detail about these different responsibilities within aRead MoreLeadership and Management Essay2437 Words   |  10 Pagesvariety of leadership styles, I have been able to take something positive away from each style. My personal preference is the participative leadership style and the most likely choice for me to use when in a leadership role. For instance, I learned from each style that there will be something events that would be applicable given the work environment and situation at hand for the proper style. Because there are instances where management will have to utilize a combination of leadership styles areRead MoreLeadership Theory Vs. Leadership1286 Words   |  6 Pages1.1Evaluate leadership theories Leadership is the ability to influence the actions of an individual or a group for the achievement of goals in a given situation. â€Å"Leadership is the ability to secure desirable actions from a group of followers voluntarily without the use of coercion.†(Alford and Beatty) Management Vs Leadership According to Stephen Covey â€Å"Leadership focuses on doing the right things, management focuses on doing things right. Leadership make sure that ladders we are climbing are leaning

Methods And Approaches For The Collection And...

RESEARCH METHODOLOGY This chapter of the research intends to provide basic understanding of the adopted research design, methods and approaches for the collection and interpretation of data (Kumar Phrommathed, 2005). The methodology does not only offers the fundamentals of adopted research methods, but also intends to present the rationale for the selected research i.e. specific research methods and techniques. In addition, it provides a description of the research instruments through which the relevant information was collected and gathered in the research study. 3.1 Research Design The researcher decided to use primary data for the research study (Burns Bush, 2006). The use of primary data provided the researcher with first-hand information regarding the topic of interest, which was then used to address the research questions. Considering the nature of the research study, the researcher used quantitative research design to develop, predict, and address the research questions (Polkinghorne, 2005). 3.2 Research Philosophy In light of the literature, research philosophy is defined as the process of collecting and analysing collected data in standardised and unique manner (Crossan, 2003). The most commonly used research philosophies include; realism, positivism, and interpretivism. On the basis of the research objectives and design, the most appropriate research philosophy was positivism. According to positivist philosophy, the researcher remains disconnected from theShow MoreRelatedSummary Of A Framework For Design By Creswell1536 Words   |  7 PagesFramework for Design’ by Creswell We now have many choices for research approaches. Author recommends that a general framework be adopted to provide guidance for all stages of research. Using still existing framework also allows researchers formulate ideas recognized by audiences who support proposals for research. This chapter introduces the reader to the three approaches to research quantitative, qualitative, and mixed methods approaches. To understand them Creswell considers three framework elements:Read MoreResearch Methodology And Methods Of Research1033 Words   |  5 Pagesvarious methods of research which can be implored in carrying out a study. Research method is very important because the use of different methods gives different results. This chapter explains and justifies the materials and the methods used in the research. The selection of method used for the research is based on the research problem, aim and objectives of the study to be achieved. This chapter therefore fully explains the research desig n; strategies; methods of data collection; data analysisRead MoreQualitative, Qualitative And Qualitative Research1272 Words   |  6 PagesINTRODUCTION There are many definitions which describe qualitative research. Qualitative inquiry is a systematic process of describing, analyzing and interpreting insights discovered in every day life. Similar to quantitative research, qualitative methods begin with [empirical] observation of a phenomenon and its characteristics. In qualitative studies, the logic of inference is one of directly observed comparison, resulting in new insights and reclassifications, rather than strict numerical comparisonRead MoreThe Research Approach And Strategies1472 Words   |  6 PagesThe research method needs the research philosophy approach and strategies made use of to conduct the research. The study will make use of a research onion put forward by Saunders, Lewis Thornhill (2007) to direct and help in the development of knowledge that will answer the research questions. The figure below is an illustration of the Saunders et al. (2007) research onion. Figure 1: Research Onion Source: (Saunders, Lewis Thornhill, 2007) Research Philosophy Within the research onion putRead MoreQuantitative And Quantitative Research Methods1520 Words   |  7 Pagesthat is systematic and gathers, analyzes and interprets data collected about a specific subject with the objective of better understanding and meeting a goal (Leedy Ormond, 2010). Before initiating the research process the researchers need to have a clear understanding of the question and the goal of what is going to be studied or investigated. The development of a plan designed with specific methods needs to be included to acquire relevant data. The research should be guided by a specific researchRead MoreQualitative Design Chart Essay1097 Words   |  5 PagesQualitative Design Chart The type of data collection for a qualitative research study depends on the research design. The qualitative design itself originates out of the disciplines and flow throughout the process of research (Creswell, 2014). Creswell (2014) recommends narrative, phenomenology, ethnography, case study, and grounded theory as common qualitative research methods. These were recommended because of they are popular across the social and health and science research studies. HaysRead MoreThe Overall Evaluation / Research Strategy Or Design?1543 Words   |  7 Pagesa year-long faculty development program on faculty approaches to teaching†, by Light, Calkins, Luna, Drane (2009). The design is action research. Why is this type of strategy or design selected for this study? This design was selected because action research is a process and the seven-step process was initiated in the development of the design selected. There was a clear focus that was identified along with a clear research question. Then data was collected and the action or steps to collect andRead MoreWhat Are The Four Key Approaches Of Scientific Philosophy?887 Words   |  4 Pagesthe Chapter This chapter describes the method in which the research was organised in order to meet the aim and objectives and verify hypotheses. To begin with various research approaches and strategy will be discussed, followed by a review of a number of methods in which data can be assembled. To conclude, the validity of the research, its limitations and the ethical dilemmas concerned will be addressed. 4.2 Research Method There are four key approaches of research philosophy, which include positivismRead MoreMy Experience With Parenting And Home Schooling1642 Words   |  7 PagesThe focus of this paper is to talk about my experience with learning about qualitative research method and design, engaging participants through a research interviewing and obtaining information about the participants’ live experiences and transcribing the data (Caswell, 2007).To interview the participant, I formulated the research problem; what is your experience with parenting and home schooling. I generated research open-ended research interview questions for a one and one interview withRead MoreResearch ‚Äà ¬ Methodology and Ethics1001 Words   |  5 PagesRESEARCH – METHODOLOGY AND ETHICS This essay attempts to identify and sum up two research methods (Qualitative and Quantitative Research Methods), assess their relative strengths and weaknesses and explain how two ethical issues arise from research. Qualitative and Quantitative research approaches are two of the various methods used in sociological research. The use of these methods can be very important and can normally produce efficient, realistic and logical results. So what is qualitative

Age Discrimination Free Essays

â€Å"An aged man is but a paltry thing, a tattered coat upon a stick.† This is seeded in many people’s mind.What’s wrong with the aged people?What problems do old people face in the society? Age discimination means treating aged people in a unfair way. We will write a custom essay sample on Age Discrimination or any similar topic only for you Order Now Commonly, the hardship of aged people are unemployment and unavaliable insurance.Companies will hire young people, rather than old people.Insurance companies give low offer for elderly, and even refuse the application of the ageds. Why are aged people treated unfair? Obviosly, people think that old people are weak, lack of energy, unefficient.They are not beneficial to hiring them for work or providing insurance to them.The main problems of them are missing the trend and having a weak body. We must solve the problem of age discrimination.Age discrimination will soon be a great problem and will cause many other problems,as Hong Kong has a growing population of aged people. For examples, if all the old people have no job, they will be thought to be a burden of the society, as they do not help with the GDP.Actually, aged people have their own competitive edges and specific characters in the society. I do not think implement of laws can help reducing age discrimination.The reason is that it is difficult to judge whether someone violate those laws.In addition, hardly can we find evidence of age discrimination. In order to slove the problem of unemployment due to age discrimination, we need to provide retraining for the elderly.As I mentioned, old people are unefficient because they cannot follow up the trend.They may not know how to use newest tools.So, retraining them to learn using new technology is a must.Also, elderly always act as a teacher of the young people.Training the old people to teach skills or knowledge to the youngers is also a good practice. They are experienced in getting along with people.It is good to train them to do some social work. After the retrainig of the aged people, we need to provide more opportunities to them. Since most of them are skilled, there can be more specific jobs that are avaliable to the aged people. Some say the keep working of aged people will lower the chance the youngsters can find a job.In fact, if the youngster need to compete with the trained aged people, they will work hard to improve themselves too.As a result, the overall quality of manpower will increase.Besides, there will be many jobs which is specific to old people. Not all the old people are in the same market with the youngsters. There are many benefits if old people have jobs.The GDP of the society will increase.Therefore the burden of working-aged people will decrease.This solve the problem which the government has been worrying about.Also, old people will feel meaningful as they can contribute their stength to the society. Summing up, an aged person is not â€Å"a tattered coat upon a stick†. They can do a lot, if the society gives chances to them. I think it is crucial for us to give respect to old people. Don’t forget that we will become an old person too.They are our treasure and they are the root of us. How to cite Age Discrimination, Papers Age discrimination Free Essays Gus Atavist and the other candidates that were over the age of 40 were not consider for the new positions, therefore, showing that these antedates were being age discriminated against (He-man, Judge, Icemaker- Mueller, 2012). EPIC did not follow protocol on the listing the new position, interviewing or selecting the employees for the new CSS positions. EPIC did not post the position with the Job descriptions, therefore, not allowing candidates to know what the duties of the new positions were or allowing them to figure out if they met the qualification of the Job. We will write a custom essay sample on Age discrimination or any similar topic only for you Order Now In the past Gus has always received outstanding remarks on his appraisals, therefore, should be consider for the new CSS position. He was overlooked because they stated that he lacked technical and communication skills that are needed for the position. However, there was not any written comments or suggestion in his personnel file that stated that he lacked technical or communication skills. Thus, there was no documentation of why he did not receive the position. Past appraisals and personnel files of the candidates were not used until after the candidates were given the Job, therefore, the senior vice president of corporate claims (SPEC) and managers of corporate claims (MAC) did not know what the work ethics, skills and communication of the candidates were. The vice president of regional claims was not allowed to give any input on any of the candidates that worked under him. Thus, the candidates were not selected based on their qualifications or communication skills (He-man, Judge, Icemaker-Mueller, 2012). The SPEC and the MAC took the list of the candidates, discussed the candidate with each other and evaluated them. The candidates were never evaluated based on qualifications technical or communication skills because the personnel files, appraisals and the input of the VRRP or human resources were never used. Job description was not posted or wrote up to describe the details of the positions, therefore, the SPEC and the MAC could not evaluate if the candidates were qualified for the Job. However, the only candidates that were offered position were the young candidates. These candidates did not have more skills, education, and qualification than the other candidates because the SPEC and the MAC did not follow human resource protocol (He-man, Judge, Icemaker-Mueller, 2012). Age discrimination involves treating a person/candidate unfavorable because of his or her age. For an example, not hiring or promoting a candidate because of their age (Sheen Klein, 2001). Thus, the only conclusion is that Gus and the other candidates who are over the age of 40 were discriminated against because of their age. Rebuttal from the Viewpoint of EPIC Best Protection Insurance Company is in the process of restructuring. They have to eliminate regional center manager positions, however, they are increasing five new corporate claims specialist positions. Unfortunately, there are more position that are being eliminated than they are creating. Therefore, the ARC have to apply for the ewe positions if they want to stay with the organization. The SPEC and the MAC reviewed all the candidates. They looked at all the candidates’ qualification, technical and communication skills. They selected those candidates who was the best candidates for the CSS positions and best for the organization to grow into the future. The personnel files, appraisals and the input from the VRRP were not needed in the first phase of promoting. The decision was made based on the experience that the SPEC and the MAC has working with the candidates. Based on the decisions the five candidates were offered the positions. After, the candidates were offered the positions the SPEC and the MAC did review the personnel files and the appraisals to make sure there was not discrepancy. Unfortunately, Gus Atavist and the other candidates were not the best candidates for the position. Gus lacks the technical and communication skills that EPIC need to grow into the future. Gus and the other candidates were not discriminated because of their age. Thus, their age was never consider or evaluated during the entire process. If they did meet the requirements their age could have been an added value because of their experience. The CSS position is an established position within the EPIC Company. Therefore, EPIC did not write a new Job description and qualification, since the positions was already created. The company is not creating a new Job, new Job description and new job qualifications. They are Just increasing the amount of CSS that they already have, therefore, a new Job description is not needed. Thus, the reason that the position was not posted, Job duties described and qualifications (He-man, Judge, Icemaker- EPIC is an equal employment opportunity employer and they do not discriminate against race, sex, or any other characteristics. The company has not been accused of discrimination until now when not all the candidates did not receive the promotion to the CSS position. Gus Atavist and other candidates that were not chosen could not give examples of the younger employees being favored over them before in the past. Thus, EPIC does not discriminated against anyone, the only reason that age discrimination is being brought up is because Gus and the other candidates were not qualified and did not receive the promotion (Age Discrimination, 2014). In conclusion, the candidates were reviewed and evaluated based on their lubrication, technical and communication skills. The SPEC and the MAC did their evaluation based on the past work experience. After the selection the personnel files and appraisal were review to make sure the candidates were the best candidates. Unfortunately, there was only five positions that were added and some employees were going to have lose their positions. Gus Atavist and the other candidates were not discriminated because of their age. They were not selected because they did not meet the requirements for the position. How to cite Age discrimination, Papers

Information Technology Governance Framework-Samples for Students

Question: Does your host company have in place a formal IT Governance framework? Some clues as to its existence might be that there is a Corporate Governance or IT Governance policy document; the corporate intranet might contain references to governance. Structures may exist, at higher levels that are the decision making bodies and which control activities in the company for all levels through delegated authority. Describe your findings and compare them with those of at least 2 other classmates. Answer: 1.The answer to this question number 1 is yes as Information Technology governance framework exists within the host company. For meeting company goals it was found out that IT strategy is perfectly aligned with business strategy. The primary responsibility of an IT governance framework is making sure that the IT department of the company is working properly. When a formal framework is followed, organizations such as BMP technologies are able to produce quantifiable results for achieving goals and strategies. Every organization nowadays is focusing on data security. They are subject to regulations governing financial accountability, disaster recovery, data retention and protection of confidential information. Pressure from stakeholders, shareholders and customers also results in creating pressure. Implementation IT government structure forms an integral part of an organization. Commonly used frameworks are ITIL, COBIT, COSO, CMMI and FAIR (Lindros, 2018). CMMI or (Capability Maturity Model Integration) which is by Software Engineering Institute is used by the organization. This approach is followed to improve performance. Performance of an organization, profitability maturity level and quality is measured on a scale of one to five by the CMMI framework. CMMI involves processes in service delivery, hardware development and purchasing. Initially, it was intended for software engineering only but now it serves the purpose mentioned in the previous line. Corporate culture needs to be considered while reviewing frameworks. BMP has an efficient risk management committee with business representation and top-level sponsors. This risk management committee is tasked with ensuring smooth implementation of the framework (BMP TECH ONE PTY. LTD., 2018). This has lead to the success of BMP. References: Lindros, K. (2018).What is IT governance? A formal way to align IT business strategy. [online] CIO. Available at: https://www.cio.com/article/2438931/governance/governanceit-governance-definition-and-solutions.html [Accessed 10 Apr. 2018]. BMP TECH ONE PTY. LTD. (2018).Information Security - BMP TECH ONE PTY. LTD.. [online] Available at: https://bmptechnologies.com.au/our-services/information-security/ [Accessed 11 Apr. 2018]

Replicating The Keshe Plasma Electric Generator Essay Example

Replicating The Keshe Plasma Electric Generator Paper What is important is that nomination* is triggered through simple reactions. Joined: 28 July 2009, 10:40 From: Posts: 683 Belgium This has been tested and it does not work as due to the characteristics of this material, the material will dissolve into nothing. The concept is totally to show the essence of release of energy and capture . Tax (given/received): O time 21 28 times She Book Tutorial Plastic: (Universal Order if Creation of Matter) towpath. Youth. Commonweal_list? P=38EF87FDD33CA864 7 What is an Electron? M. T. She answer The other breakthrough with this technology which has been very interesting has been discovering what an electron is. If you ask any theoretical nuclear physicist what is an electron? What is inside of an electron? They cannot give you an answer, theyll say we do not know, but what we do know is that it flies around d the center nucleus at a very high speed. For the first time we have explained and proven that an electron is a plasma an analogous substance consisting of mobile charged particles Question and Answers: Q: How does it break the laws of physics? We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Replicating The Keshe Plasma Electric Generator specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Please explain 8 Inside this bottle there are four pieces of copper wire (electrodes), and they AR e not touching each other they are independent. This means that within this bottle there is an open circuit. Like an on/ off switch, a circuit is OFF when it is open, and it is ON when the circuit is closed. On-?electricity flow, Off-?no flow) circuit (turn it on) AND generate electricity from the air within an Empty Open However, with our new understanding of the creation of gravity, we have New Physics in the world of science. This experiment breaks the old laws of physics and brings to the light of day a new discovery, and its pretty exciting. How do you know its not a battery? Because there is not an abundance of electrons in the bottle like the abundant CE of electrons within a battery. Rather this is generating energy by moving electrons in a way that mi miss our entire galaxy. Imagine if we shrunk an entire galaxy and put it into a coffee cup. Then we SST KC some electrodes into that swirling galaxy we would probably read energy. That is pretty much what we are doing here, but with atoms not stars. An you tell us what this can be used for? A: This can be used for two very important things: One: proving M. T. Shes theory Of the creation Of gravity thus ushering in a new era of science and discovery we leveled up, and Two: To blow peoples minds, especially those who build one. This is impossible, BRB seas the laws of physics, but yet it is happening From there, this one application of our new understand ing of the creation of gravity will literally revolutionize the world! And this is just the energy application. Read more ABA out other applications here: She University Education for the Future (Introduction) Can this be scaled up to produce a lot Of energy? A: No, it is not a matter of scaling this UP rather it is a matter of scaling this DOD n, to the atomic level which requires nuclear engineering. Scaling it up dilutes it, scaling g it down focuses it and concentrates the energy. The exciting news is this is already do nerd and we have the knowledge and technology to produce as much energy as we want vi a this plastic 9 bottle concept model Q what if you did put it in a vacuum ? Left the bottle closed ? I was going to mention the same idea, Pump the air out, to 14. 7 negative pop rids per sq inch and then pump the solution in and have a draining mechanism or even leave the Liz duds in bottle and record the results. After all space is a big vacuum if you compare it to galaxys. Thats the thing. This isnt necessarily energy from the vacuum, and it is still m ova;Eng electrons creating the electricity. So in a vacuum it would not work because it needs electrons, and with the cap on it actually produces less energy in that it draw s energy from its surroundings it needs an open environment which is weird UT nature is pretty weird/magical sometimes. Below is a conversation of Q and A. When you went from gravity to talking about plasma. Dont understand the lie ink. Dont know what plasma means actually. 2. When you took the meter reading. What units? What work was it doing? (l have e no techno knowledge) 3. When you got drunk it sort of downgraded your credibility. There are a lot of connec tions that do not make in this video. In fact, most o f the stuff I talk about is pretty incomprehensible and would go over everyones head any ways, discouraging them from watching. There is literally a spinning galaxy of atom s generating the electricity and doing the work in this video. It is not my intention to connect with people on only an intellectual level with t his video. Rather, it is my intention to connect with people on both and intellectual and a personal level, and alcohol tends to breakdown subconscious barriers, the ego, between Poe Regardless of weather you were drunk while watching this video, if you laugh deed, we subconsciously spent the night getting drunk together we bonded. It is impossible to break the Laws of physics, however, in this video break the laws of physics, this is the only thing that matters in this video. Remember however, this is not my experiment, this is MET She experiment, I am simply replicating Otto show you. Booze aside, dont understand what law Of physics has been broken and who at other law 10 used. But it was entertaining. Off switch, a circuit is OFF when it is open, and it is ON when the circuit is closed. On=electricity flow, Off=no flow) That helps. Thanks. So is there vapor from the solution that is still in there? A ND its playing with itself to create an electric differential between the electrodes? No, the bottle was open all night. Its not a vapor in there, its a plasma reaction n. Plasma simply meaning electrons, neutrons, protons, etc. (She describes these part icicles as different fundamental plasmas. ) A plasma reaction just means the hydrogen atoms are ionizing. Meaning that the atom is loosing an electron. That electron then becomes a free electron, a process that t happens all the time. From there the proton and the electron of the hydrogen atom com e back together.

How to Format an AGLC Bibliography

How to Format an AGLC Bibliography How to Format an AGLC Bibliography Knowing how to use AGLC referencing is vital if you’re studying law in Australia, or simply writing about legal issues Down Under, as it is the main regional guide for citing legal sources. So to help out, we’ve put together this guide on how to format an AGLC bibliography. What to Include in an AGLC Bibliography The fourth edition of AGLC uses a bibliography rather than a reference list. This means you should include every source you consulted while writing an essay, not just those cited in your document. In addition, you will need to sort sources by type using the following categories: A. Articles, Books and Reports B. Cases C. Legislation D. Treaties E. Other The â€Å"Other’ category here includes anything that doesn’t fit easily into the other categories, such as government documents, newspaper articles, transcripts, press releases, and websites. However, you can add to the categories above as required (e.g., if you cite several interview transcripts, you could have a separate section for them). Likewise, if you haven’t cited any sources of a certain type in your work, you can leave that category out of the bibliography. How to Present an AGLC Bibliography An AGLC bibliography should follow certain rules. Make sure to: Provide full publication details for all sources. List sources under each heading alphabetically Invert the names of the first listed author when an author is named (i.e., give their surname first, followed by a comma and their first name). Use â€Å"et al.† after the first name when a source has four or more authors. Italicize titles of books, journals, cases, and legislation. Use â€Å"quote marks† for titles of journal articles and book chapters. As with any referencing system, clarity and consistency are vital in an AGLC bibliography, so make sure to get your work proofread, too. Example AGLC Bibliography In case any of the above isn’t clear, a bibliography made using AGLC rules should look something like the following: A. Articles, Books and Reports Mackie, Ken, Elizabeth Bennett Histead and John Page, Australian Land Law in Context (Oxford University Press, 2012) Rothstein, Mark A, â€Å"Epigenetic Exceptionalism† (2013) 41(3) The Journal of Law, Medicine Ethics 733 B. Cases Nydam v The Queen (1997) VR 430 Smith v Jones (1982) 126 CLR 503 C. Legislation Legal Profession Act 2004 (NSW) Navigation Act 2012 (Cth) s 14 D. Treaties International Treaty on Plant Genetic Resources for Food and Agriculture, opened for signature 3 November 2001, UNTS 2400 (entered into force 31 March 2004) E. Other Hamer, David, â€Å"ARC rankings poor on law†, The Australian (online, 25 June 2008) theaustralian.com.au/higher-education/opinion/arc-rankings-poor-on-law/story-e6frgcko-1111116734303 Wells, Kathryn, Australias Maritime History Under Sail (Web Page, 17 December 2009) australia.gov.au/about-australia/australian-story/australias-maritime-history-under-sail

Impact of implementing clinical practice guidelines to prevent Literature review

Impact of implementing clinical practice guidelines to prevent pressure ulcers - Literature review Example The paper tells that over the years, researches and similar works have recognised the ill effects of extended immobility. In fact, Clavet, et al. found that immobility leads to skeletal degeneration, while Smorawiński, et al. found that immobility causes oxygenation problem. In addition, Paddon-Jones, et al. revealed that patients who stay bedridden for a long period of time experience loss of muscle mass, the severity of which depends on the length of immobility. Still, among the most adverse effects of immobility is the development of pressure or decubitus ulcers. Pressure ulcers are usually caused by the shearing effects of friction against the skin surface constantly in contact with the bed or mattress. They are a major concern for healthcare professionals because of their impact on the patient, the costs and challenges they present to the healthcare delivery system, and because of their prevalence and severity. Indeed, in the United States alone, around one million individua ls develop pressure ulcers. Bedsores are also most commonly found in elderly individuals, both in hospitals and nursing homes or similar institutions. According to Park-Lee and Caffrey, 11 percent of nursing home residents (or 159,000 patients) developed pressure ulcers in 2004. Patients who are around 64 years of age are more prone to developing pressure ulcers, the most common of which is Stage 2 bedsores. Moreover, in terms of severity, the same authors noted that pressure ulcers have been observed as the direct cause of death in around eight percent of paraplegic patients. Finally for the United States, Cuddigan, Berlowitz and Ayello (2001) revealed that around 60% of quadriplegics, 25% of nursing home residents, and 10% if all hospital patients all develop bedsores. In the United Kingdom (UK), Clark, et al. (2004) found that one in five admitted hospital patients has, or is developing, a pressure ulcer. This statistic translates to around 20,000 inpatients in the UK at any give n time. As for residential settings, although not much documentation is available, patients are constantly referred to the healthcare system for solutions or interventions. Moreover, around 400,000 patients develop a new bedsore every year in the United Kingdom. This high prevalence of pressure ulcers has also been observed in hospitals and other settings in Ireland. In the study by Gallagher, et al. (2008), the authors found that in three university teaching hospitals, around 18.5% of patients have developed pressure ulcers. Of these, 77% are hospital-acquired, and 49% are grade one. Also, in another study by Moore and Cowman (2011), it was revealed that in the Republic of Ireland, the prevalence rate of pressure ulcers is nine percent. Although relatively low, this percentage is made complicated by the fact that the greatest percentage of the documented cases are grade two sores (33%), mainly located on the heel (25%) and on the sacrum (58%). Also, around 53% of the study’s respondents were completely immobile or had very limited mobility. Other than the risk posed by its prevalence, pressure ulcers also present challenges to the individual and the community. For the patient and his/her family, much pain and discomfort is caused by the presence of pressure ulcers. Indeed, according to the Institute of Medicine (2001), pressure ulcers hamper the patient’s recovery, as well as cause unnecessary strain on the caregiver. For the community, pressure ulcers also present challenges in terms of costs. In terms of costs, pressure ulcers drain a lot of financial resources for the healthcare sector. In the US, for example, around $1 billion was used in 2004 for the treatment of pressure ulcers. Similarly, in the UK, the NHS spends around ?1.8-2.6 billion on hospitalisations and treatments involving pressure ulcers or

Spotify Essay Example | Topics and Well Written Essays - 2000 words - 2

Spotify - Essay Example Through the two theories, Spotify has been identified to be a major competitor in the entertainment industry but lacking a high level sense of taking advantage of opportunities that it has. Some of these opportunities are key markets in key continents like Africa and South America where virtually no markets exists for the company. With the increase of technology in all of these continents, the company is in a position to take advantage. Finally, there is a recommendation for the company to have its own software to make access to music even easier. Introduction Cloud-based music-streaming services are becoming quite common of late with the advent of high speed internet technology (Boyer et al, 2007). Spotify is one company that provides this kind of service for financial gains, meaning that the company is in a highly competitive environment where it has to gain better market shares than its competitors who have been described to be in exceed in modern times. Launched in October 2008, Spotify has gone about the provision of cloud-based music-streaming service with style with the delivery of music-streaming unto both desktop and mobile phone. Another peculiar feature of Spotify would also have to do with the availability of songs that the company has in its database as the company provides wide range of songs from different backgrounds and genres; all of which forms the basis for e-commerce. 2.0 Strategic Situation Analysis The focus of this section of the paper is going to be to look at how Spotify is currently using information system to support its business strategy. 2.1 External Environment 2.11 Political The political environment of Spotify is largely influenced by both local and global legislations and regulations that are made by government to protect the intellectual property of musicians and other works of music. Depending on royalty levels however, some musicians have been reluctant in releasing their songs for use for online services by the company as t here is the fear that songs that are made available online could easily be cyber attacked (Bradley, 2010). Politically therefore, local and international legislations have somewhat affected the number of songs that the company could have access to. 2.12 Economic Spotify’s business growth and development is largely dependent on prevailing economic conditions and climates. Rising cost of living therefore affects the company’s business negatively as in such times, the larger industry to which Spotify belongs, which is the entertainment industry, is considered by many not to be a necessity but a want (Christensen et al, 1998). In effect, even though the use of information systems and e-commerce in general is expected to make products more accessible to customers, accessibility does not automatically bring about patronage in harsh economic times. 2.13 Social The social environment

Information systerm assignment Essay Example | Topics and Well Written Essays - 2250 words

Information systerm assignment - Essay Example Though, geographically speaking, the world may actually be round and may consist of places thousands of miles apart but these distances have been bridged by the current prevalent technological advancements. This was exactly the basis of the thoughts expressed by renowned American columnist and writer Thomas Friedman who wrote a famous piece of work titles â€Å"It’s a flat world, After All†. Many a school of thoughts liked and appreciated the theories presented by Friedman and adhered to them but many other thought it wasn’t as practical as it posed itself to be. The present discussion is aimed at discussing the thoughts presented by Friedman and commenting upon them in line with some of the concepts we have gone through in our course of information systems. Generally speaking, since information systems have been the core theme of course being studied, the concept that has concretely been established is that information systems have assisted man since their incep tion in an irreplaceable manner. By taking raw data as input with respect to the organization’s requirements, information systems process it and produce the output required by the stakeholders of that organizational level. The perspective discussed by Friedman is narrated henceforth. Friedman emphasizes that the world of today is nothing but flat. How he comes to that conclusion is by his trip to India where he was amazed to find that local men knew so much the world out there that was not expected from a South Asian developing nation. He strongly advocates Globalization. He mentions that globalization has intermingled the world to such an enormous level that anything happening in one part of the world instantly gets transmitted across thousands of miles without anytime lapse. He accredits the advent of Netscape Navigator (First Internet Surfing Browser) as being a trigger in this age of globalization in which man lives today. Friedman got particularly enthralled when he saw that outsourcing was no more a problem due to the technological advancements. Designers and entrepreneurs from the western countries could easily interact with programmers in the south Asian countries at runtime via video conferencing and internet. This solved the relentless problem of outsourcing and that too at considerable rates without any compromises in quality. Along with outsourcing, Friedman mentioned Insourcing and Supply Chaining as two more of other factors that contributed to globalization. He was fascinated by the fact that as soon as an item would be sold in one of the U.S.A’s supermarkets like Wal-Mart their production setup thousands of miles away would instantly be told to produce another one of those units in order to replace that one that has just been sold. He termed this as supply chaining at its best. Friedman believed that it was long before the programmers in India and China would become the designers as well and there would be no preference to living in Boston to that over living in Bangalore, India. He makes a number of suggestions in his work as to what should companies and individuals do in order to cope up with the increasing rate of globalization. Overall it may be said that Friedman clearly brings out the benefit of globalization. With all the goodness narrated by Friedman with respect to the advancements in information and

Airport Security Recruitment

Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu Airport Security Recruitment Airport Security Recruitment 1. Introduction The Recruitment of personnel is a very important task which in larger organizations is usually conducted by a Human Resource department or in smaller organizations by the responsible individual, either way it is very important to make the right decision in the selection process since mistakes can have catastrophic consequences for the organization. If the recruitment and selection process is poorly conducted meaning that the wrong candidate has been employed can result in long lasting damage caused by the employee. The employee could spoil relationships with customers and suppliers, negatively affect the production and the quality of service and even influence the commitment of colleges. In the extreme case mistakes in the recruitment and selection process could result in the bankruptcy of the company. (Dale, 2003) Due to the threat of criminal acts and terrorism imposed on air travel, companies in the aviation industry face many regulations which intend to regulate the effectiveness and contribute to the safety of air travel. Employees in this industry often operate very sensitive and expensive equipment therefore governments and Airport operators require employees to undergo a variety background checks to ensure, as good as possible, that the individual has no intention to misuse his privileges of employment for any criminal activity. Some countries even require background checks which include biometric data such as fingerprints and the scanning of facial features to verify the employees identity. (Wells Young 2004; Kenneth 1991) Companies are facing difficulties associated with criminal acts and terrorism. If an employee misuses his access to the secure area to commit a crime which can cost the lives of humans the employer could be sued for compensation as well negligent hire. In addition, in such a case, authorities might question the companies reliability and thoroughness and might put the company out of business. Customers might question the reliability and the quality of service provided which can easily lead to the failure of the business. not to mention ethical issues when it comes to the lives of people. Recruiters have to face such issues when searching for new employees. A mistake in the recruitment process can not only lead to the failure of the business but can also cost lives of human beings. 1.1 Research Questions This Thesis ojective is to: Examine which channels are being used for the recruitment of personnel in the secure area of airports? Find out if background checks are being conducted in excess of the Zuverlassigkeitsuberprufung required by law? And weather or not the mandatory background checks have an influence on the selection of the recruitment channels? 2 Setting the Scene 2.1 Airport Environment The airports are in many ways unique environments. Airlines transport passengers and cargo from and to nearly every part of the world. Thousands of passengers and tons of cargo need to be handled and processed as fast, effective and safe as possible. It is therefore very important to coordinate all ground handling procedures as effective as possible. Many Airlines have outsourced their ground handling to save costs. This led to the fact, that many firms offer ground services such as loading, boarding, check-in or catering as well as maintenance service and provide aircrews with briefing information and documentation needed to conduct their flights. Airports are home to not only airlines but as a result of the outsourcing of the various services airlines need, many businesses have developed, providing equal services that their customers request. Especially at major airports airlines can chose from a number of companies providing ground handling services. This leads to another special characteristic of the work at airports, since various companies provide their services and products for their customers (Airlines) working in a relatively small area. It is well possible that a companies biggest competitor is located just next door and both their employees share the same facilities such as dining rooms etc. 2.2 Different Areas at airport According to Wells Young (2004) the Airport premises can be categorized into 6 areas. The public area of an airport is freely accessible for everyone. This area usually includes parking lots, terminal lobbies, Check-in areas, Passenger pick up areas and the curb frontage. The air operations area (AOA) is defined as all areas where aircraft movement takes place including taxiways, runways and aircraft parking areas. The area where movement of passengers ,baggage or cargo between aircrafts and the Terminal building take place is referred to as the secure area. The sterile area can be accessed by passing the passenger checkpoints. Therefore this area is accessible for the public but each individual and his or hers property will be inspected by security personnel. This area includes duty free shops, restaurants etc and boarding areas. SIDA is short for security identification display area and defines the area within which all persons must display the required identification or be accompanied by an authorized individual. Usually the SIDA includes the air operation area as well as the secure area. 2.2 Threat of criminal activity and Terrorism Terrorism is defined by the US Department of Defense as the unlawful use of or threatened use of force or violence against individuals or property to coerce or intimidate governments or societies, often to achieve political, religious, or ideological objectives (Martin 2006). Furthermore does Criminal activity include acts of assault, theft, and vandalism against passengers and their property, aircraft, and all airport facilities (Wells Young 2004). The first act associated with terrorism occurred in 1930 when Peruvian revolutionaries took over the control of an Pan American mail plane with the intention to drop propaganda leaflets over Lima (US Centennial of Flight Commission). In the five years between 1968 and 1972 acts of terrorism in the form of hijacking were at its peak. During that time the U.S. Department of Transportation recorded 364 Hijackings worldwide. In recent history terrorism has taken an even more threatening shape. On September 11th 2001 four commercial airliners were hijacked of which three were intentionally piloted into the two Towers of the World Trade Centre and the Pentagon (Security Council, 2001). The Hijackers managed to take weapons through the passenger security check points and onto the aircrafts. As a result of these horrible attacks almost 3000 people, mostly civilians lost their lives. (CNN, 2006) These attacks clearly show what effect a breach in security can have. With over a thousand flights a day transporting approximately 45 million passengers per year, JFK International Airport in New York is one of the busiest in the world. In June 2007 four individuals have been charged with conspiring to attack the JFK International Airport in New York. Their intention was to bomb the Terminal building, the jet fuel reservoirs and a fuel pipeline. The four individuals belonged to an extremist group based in Trinidad. One of them is a former JFK Airport employee who worked for a cargo Handling company with access to the secure area of the airport. Different law enforcement agencies have observed these men and seven additional individuals who they believed to be compliances for a period of 18 months. Fortunately this suspected terrorist plot was at an early stage of planning their attacks and were stopped early enough. (CBS) This case is a clear example of how legal employment and its privileges can be misused for criminal activity and terrorist acts. The Aviation and Transportation Security Act (ATSA) was signed resulting from the attacks on September 11, 2001 which implemented the creation of the Transportation Security Administration (TSA) in the USA. Its objective was and still is together with the Federal Aviation Administration (FAA) to increase airport and aviation security. Their work and changes in restrictions and safety recommendation have also affected Air Transportation in many other countries such as all over Europe (Wells Young 2004). As the previous examples show, terrorism is a realistic and constantly present threat which Aviation security has to deal with. 2.4 Problems of airport regulatory policies All airport operations are subject to national, state and local laws. Since these laws can vary within countries and regions it affects the airport operations respectively (Wells Young 2004). In addition, many organisation have formed over the past decades that influence airport policies to a local and even international extend. The Federal Aviation Administration (FAA) was born in 1967 but has existed in a different form since 1933. Its purpose is to improve the safety and efficiency of aviation primarily in the United States but its restrictions and recommendations influence Air travel on a worldwide basis (Federal Aviation Administration). The body of the Joint Aviation Authorities represents the aviation authorities of the European States and was founded in 1970, originally named Joint Airworthiness Authorities and received its current name in 1990. Its objectives are similar to those of the FAA with an emphasise on International Standardisation and a tighter co-operation with the FAA as well as the ensuring of fair and equal conduct of business in the industry (Joint Aviation Authorities). The International Civil Aviation Organisation (ICAO) was established 1944 with the objective to enhance the cooperation between member states. Its major concerns are the regulation of technical issues such as navigational rules. The ICAO currently counts 190 members (International Civil Aviation Organisation). Even though aviation including airport operations underlies the laws of each country individually the organisations mentioned above have a great influence on the day to day operations civil aviation and determine to a large degree how all aviation related processes are conducted. 3 Literature Review Definitions Recruitment is defined as the set of activities and processes used to legally obtain a  sufficient number of qualified people at the right place and time so that the people and the  organisation can select each other in their own best short and long term interests (Schuler Randall 1987). Recruitment is defined as the Process of identifying the best-qualified candidate from within or outside of an organization for a job vacancy, in a most timely and cost effective manner(Businessdictionary.com). The process of Selection which is often integrated in the Recruitment process is the action of choosing suitable candidates from among the potential candidates previously determined (The Times 100). 3.1 Range of Recruitment Channels: 3.1.1 Introduction When an organization is in need of employees it has different recruitment channels available. In general one has to differentiate between internal and external recruitment of personnel. The following describes the mostly used recruitment channels available to most organization to fill an open post. 3.2 Internal Recruitment Internal recruitment is the promotion of a job vacancy inside the organization. This channel of recruitment can take the shape of posting the job vacancy in the company or transferal of existing personnel. (Dessler 2000) There is a range of advantages associated with internal recruitment. In the case of promotion the job applicant is already known to the organization and the management is in most cases aware of his abilities and skills. Furthermore it is usually easier to train staff which has been working in the company before because of the familiarity to the companies` environment and its day to day operations. In addition, transferring existing personnel is cheaper and less time consuming than the recruitment through external sources and the transferal can increase the motivation of the employee which in return results in an increase in the quality of performance of the respective employee. Disadvantages associated with internal recruitment could be that due to a limited quantity of employees the organization might be unable to find a suitable candidate for promotion. Another problem can occur if through promotion of existing personnel the initial position becomes vacant and personnel is missing at another level in the organization. (Richardson 2006) 3.3 External Recruitment External Recruitment can either be formal or informal. Formal recruitment channels have the characteristic that the recruiting company and the applicant have no previous connection. Examples for external, formal recruitment are advertisements in newspapers Journals or magazines as well as Temporary work agencies and Recruitment Agencies along with Recruitment Fairs. (Richardson 2006) Informal Recruitment on the other hand does not reach as much potential applicants as the formal way. The employer usually has knowledge of the applicant as in the case of re-hiring former employees or in the case of a referral from a current employee.(Richardson 2006) 3.3.1 Print media: When recruiters choose print media to advertise a job vacancy they have the option to choose between local or national newspapers or Trade and Professional journals. Each of the ones mentioned above usually tend to have certain advantages and disadvantages depending on the advertised job. Ads being places in local newspapers tend to be cheaper than in the local press but on the other hand national newspapers therefore have higher circulation and cover a wider geographical area than local newspapers. Newspapers often tend to attract elderly people because of their relative unfamiliarity with the internet as an alternative resource, therefore newspapers often display advertisements for senior positions (Dale, 2003; Roberts, 2000). If a company intends to attract applicants with specific skills or knowledge placing the ad in a specialist periodical or trade journal seems appropriate since these journals are more likely to be read by individuals with the respective professional background which helps to target the intended group of people (Roberts, 2000). 3.3.2 Word of mouth recruitment According to Dale (2003) who is supported by Cook (1988) claims that many employees get into touch with other employees and after their dismissal from the company they remain in touch with their former colleagues due to same job interest or for other reasons, this gives employers the chance to recruit personal from this source. If a current employee becomes aware of a job vacancy within the company, he might forward this information to former colleagues he has worked with in the past. This applies to the recruitment of personnel for all hierarchical levels within organizations. A major advantage when using this channel is that the promoted colleague (applicant) has often worked in the industry before and matches the advertised criteria pretty well and the costs of using this channel are very low for the company compared to other channels. 3.3.3 Internet The use of the internet to recruit personnel has increased tremendously when compared to the time ten years ago. The advantages seem obvious as the recruiters can reach potential applicants almost world-wide. In addition the submission of applications via internet is faster than via mail and can save the company and the applicant money. Companies who advertise job vacancies online might on the other hand experience an excess amount of applications of people who do not match the published criteria but still submit their application because the cost of application is low (Dale, 2003). In addition companies received many applications which did not meet basic requirements and contained too many spelling mistakes or were formally unacceptable. According to a research by the IT services firm Parity has revealed that from 2001 and 2004 companies in the UK have pulled out of online advertising due to the relatively large portion of unsuitable applications while an increasing number of people is using the internet to search for job vacancies.Implementation of a certain software could overcome this problem. Companies might consider using online testing before the application is being submitted or simply use CV scanning software to filter applications that that do not meet minimum criteria posted by the advertising company (Amble 2004). 3.3.4 Recruitment Agencies Using an agency to recruit personnel can have many advantages. Recruitment agencies usually have a high competency in placing advertisements for job vacancies in different media. Due to the high frequency of placing such ads these agencies acquire higher discounts which are often passed on to the customer (companies in search for employees). Due to their technical expertise and experience in describing the vacant position along with the requirements for the job applicant, recruitment agencies are able to achieve a relatively high response rate from applicants and minimize the portion of unsuitable and unwanted applications.(Roberts 2000) 3.3.5 Head Hunting Recruitment Agencies often specialize in Head Hunting as a channel to recruit personnel for their customers. HeadHunting can be understood as the act of approaching a current employee directly and convincing him or her to work for another employer. This is a commonly used technique when companies are in need of special personnel with skills higher than average. (BNET) According to Maurice Ellett, director of Signum Executive Search International and Don Jaine, director of Swann Group, Headhunting is very useful when a company is in need of executive employees. This group of employees are relatively hard to find and very hard to access through the different ways of advertising a vacant position since currently employed executives often do not respond to ads placed in newspapers or trade journals and will most likely not be found on internet job search sites. (Prattley 2007) Campbell Hepburn, the acting general manager for Hudson Recruitments Wellington agency disagrees by claiming that companies need to consider every possibly way to advertise for a job vacancy even if a high profile candidate is needed. That would include newspapers, trade journals the internet etc. Hepburn additionally sees an ethical problem in the fact that many recruitment agencies contact individuals who are currently working for their own clients. Once an individual has been successfully recruited it is easier to keep track of his performances and re- recruit him afterwards. Therefore most search consultants in that industry do not recruit personnel from previous clients for a limited period of time. Additionally the restraint of trade clauses in many employee contracts prohibit an employee to work for a competitor for a certain period of time after his previous contract has been terminated. (Prattley 2007) Head hunting can be a very useful way to recruit appropriate personnel but as stated above, can have a downside if the head hunting agency turns toward previous clients to recruit for other clients. 3.3.6 Recruitment Fairs Recruitment Fairs are organized events intending to bring employers and job seekers together. These fairs often take place to freshly graduated college students to make initial contact with a company they are aiming to work for. Furthermore companies have a chance to present themselves in terms of their products, environment or future outlooks of the industry etc. Often these events are designed for companies of a certain industry to better match the demands for applicants and employers. Disadvantages could be the relatively expensive and time consuming set up as well as the fact that the applicant does not experience the real environment that the company is working in. But all in all Recruitment fairs offer a great opportunity for both sides, recruiters and job seekers, to arrange further meetings and interviews. 3.3.7 Temporary work agencies Making use of temporary work agencies is a way outsourcing the recruitment. The workforce usually has a contractual relationship with the agency and if a client is in need of employees the agency provides them for it. (Mehta Theodore 2003) This form of accessing workforce has grown to a huge industry in recent history as in the USA from 1993 to 2000 the demand for temporary workers has increased by over 90 %. (Brogan 2001) Van der Heijden (1995; cited in Koene et al.(2004)) claims and is supported by Timmerhuis and De Lange (1998; cited in Koene et al (2004)) that the main reasons for companies to acquire temporary workforce are due to seasonal fluctuations, unexpected peaks, economic cycles or simply if a temporary replacement is needed for a permanent employee. According to Segall and Sullivan (1997) temporary workers in return have to suffer from certain disadvantages compared to a permanent employment. Temporary workers usually have less labor market security than permanent workers and are more prone to possible unemployment and even the wage is in average 20 % below those of permanent employees. The results is supported by an analysis conducted by the OECD in 2002 on 28 states that temporary work is most likely found in positions of rather unskilled labour as well as administrative staff and medical labour exercising rather lower skilled tasks. (OECD, 2002 cited in Koene et al (2004)) 3.4 Pre employment screening 3.4.1 Introduction Robert Woodman, president and founder of Berkeley International Intelligence Inc., a business investigation company highly recommends to conduct intensive screening of applicants before they are being employed. Referring to an example in which a Toronto based non profit organization which operated retirement and nursing homes employed a new director to raise funds for a new project. The director shortly after employment submitted false pledge certificates with forged signatures and additionally turned in numerous bills for her expenses including expensive Hotel-, restaurant- and even limousine service bills. As company investigators accused her of fraud she disappeared shortly after but was arrested and convicted for several counts of fraud and received a four-year prison sentence. Since most of the money she gained was already spend, she will not be able to pay back the full amount. Further investigation into the directors past revealed that she was not properly screened before being employed. A background check would have revealed that she has committed similar crimes and caused damage to three previous employers. (Woodman 2006) Benoff (1989) and Brennan (1997) give more example of employees without background checks, committing crimes at work where at the end the employer was being sued and found guilty of negligent hiring. Personnel is a very important asset in every company. The recruitment process is time consuming and can be very expensive. But companies can not risk to make poor decisions in this process since employing the wrong personnel can make the difference between success and failure of a business since companies can be held responsible for their employees. (Lam Kleiner 2001) Background checks can be expensive but the cost associated with bad performances, theft of assets or confidential information as well as the costs associated with possible law suits is much higher. (Norred 1993) Companies basically have two options to collect the data needed. Either they investigate an applicant by implementing their own employment security department (internal) or companies can contact professional employee screening companies to collect the date for them (externally). 3.4.2 Employer References To inquire information about a job applicant from a previous employer is a useful way of verifying the authenticity of information provided by the applicant. The problem associated with this method is that there might be a number of employers who do not give any information at all, often because of the fear of being sued for invasion of privacy by the former employee and if they do, the information might be very basic. But in general it is recommended since the new employer can learn about some ones employment dates, job titles and responsibilities of the tasks performed by the former employee as well as get information about working habits which are often very valuable. (Lam Kleiner 2001) 3.4.3 Academic References To check academic references is fairly easy, the employer can ask the applicant provide proof or just request information from the institution the applicant has stated. (Doty-Navarro Kleiner) This seems to be highly recommended especially if a company is recruiting to fill a vacancy which required certain skills and knowledge such as a special education since people tend to make more false statements about their academic references than over previous employment references. Therefore companies should be aware of the authenticity of an applicants academic background. (Kaiser-Lee 1995) 3.4.4 Credit Records If an employee is in contact with company money or other valuable goods it is recommended to run a credit history check which comes in the form of a credit report and can obtained through credit agencies. Credit Reports contain information about bankruptcies, legal judgments, tax liens, credit card balances as well as child support obligations. Credit reports can give a rough idea about the financial situation of an individual and can help to evaluate the risk of the employee committing theft (Doty-Navarro Kleiner 2000). 3.4.5 Driving Record If the employee operates a company vehicle, a driving record should be obtained in advance. The employer is obliged to verify that the person operating the vehicle is legally certified by asking to present the driver license. If the employer fails to comply, the company will be liable for all the damage the employee has caused with the company vehicle. Driving records can be requested through governmental bureaus and contain data such as traffic violations as well as other driving related offences such as if the driving privileges were suspended. (Steingold 1994) 3.4.6 Criminal Records According to (Doty-Navarro Kleiner 2000) the need for running a criminal record check is very important if the future employee will deal with sensitive and valuable assets for example driving a company car or having access to cash registers. They also emphasize on the urgency to perform a criminal record check to avoid law suits for negligent hire by customers in case the employee gets involved in criminal activity during his employment. But there are certain difficulties associated with the completeness of these records. Odom (1995) points out certain limitations such as the limited accessibility of criminal record databases. He also claims that different courts, depending on their geographic and legal jurisdiction do not report to the same databases and some courts do not have to report to a database at all. The conclusion is that criminal databases are everything but complete and investigators, internal or external, sometimes have to go through intensive investigation to get an authentic result. 3.4.7 External employee screening Companies performing background checks serving other companies from different industries have soared in the US in recent past. According to Terhune (2008) the biggest US companies in the business are Choicepoint (Alpharette, GA) serving Wal Mart and UPS among others, USIS (Falls Church, VA) serving Federal agencies along with Transportation companies, First Advantage (Powey, GA) , providing services to companies in the manufacturing and financial sectors. These companies business is to screen people in every legal way possible. (Terhune 2008) The services they provide include the checking of criminal records, driving records, credit histories (including bankruptcy filings, tax liens, legal judgments and lawsuits), as well as investigative consumer reports which contains information gathered through interviews with friends, neighbors, former co-worker and in some cases even family members with the aim to reveal data about some ones personality. (McGreevy 2007) Since the major employee screening companies conduct their background checks specialising on only few industries, providing their information to even bigger companies on a regular basis, they even maintain their own or shared databases containing information about individuals who have worked in the respective industry before. These databases include statements of previous employers about individuals such as the reason of dismissal and even accusations of criminal acts without legal proof from a court. (Terhune 2008) This practically means that individuals seeking jobs can be accused of having conducted a criminal act in the past even though they have not been convicted for a crime by a court of law. Terhune (2008) emphasises this matter with an example of Truck driver who was employed by Marten Transport based in Mondovi, Wisconsin. He was dismissed from the company after only two weeks as a result of his numerous complaints about the safety of the truck he was driving. He sued Marten Transport and was awarded with over 31.000 US Dollars in back pay. In addition, the judge ordered Marten Transport to remove any unfavourable work record information from a database named DAC which is maintained by USIS. As he shortly after his dismissal from Marten Transport re-applied for a job at J.B. Hunt Services, his application was denied due to his DAC record stating that he was dismissed due to excessive complaints. (Terhune 2008) furthermore refers to a comment to this example by Kristen Turley, the director of market development and communications at USIS who claims that their system (as used in regards to the DAC database) contains mistakes and in the case of false information being sub mitted USIS would require proof from the previous employer to undermine his accusations. USIS does not ask for proof up front since their belief is that this would hold past employers from submitting information in the first place. 3.4.8 Background checks required by law To access the secure area of an airport all individuals whom is granted access on a regular basis (excluding passengers) need to be issued an SIDA badge. Before the SIDA badge is issued the German law requires background checks. According to .7 of the German Aviation Security Act (Luftsicherheitsgesetz) the German Department of Aviation Security (Luftsicherheitsbehorde), whos purpose is to serve the safety and security of Air Transportation, has to conduct a Background check on authorized staff, the so called Zu