Analysis of hard working summer student Essay Example | Topics and Well Written Essays - 500 words

Analysis of hard working summer student - Essay Example The student’s response would most likely reveal his potential weak areas. The mentor should offer him sincere guidance and coaching in those areas so that he may amend the analysis and hence, the whole paper before forwarding it for getting published. The mentor should not send the paper without raising the student’s work to the level suitable for writing publishable papers. Should  the  mentor  simply  edit  the  student’s  paper  and  send  it  for  publication? No, the mentor should neither make an attempt to edit the student’s paper nor send it for publication on his behalf. Although if the mentor does so, this would provide the student with an instant relief and he would feel rewarded for his effort so far, yet the instant relief would ultimately prove harmful for the student. If the student is made to have a hard time now, he is likely to put in more effort in an attempt to make the paper publishable as per the required standa rds. In the course of trying that, the student would indeed learn all what would benefit him for the rest of his life as a researcher. Should  the  mentor  write  a  short  paper  of  her  own,  based  on  the  student’s  data,  and  send  it for  publication? Writing a paper based on the data collected and complied by the student is out of question for the mentor because it is fundamentally the data, that he sees problems with.

Hopes and Dreams of the United States Essay Example | Topics and Well Written Essays - 250 words

Hopes and Dreams of the United States - Essay Example I desired to pursue further studies and I hope that education be given the first priority by every family in America without any concern about the finances and avoid home schooling. The lifestyle of those employed and unemployed is no different but some people believe that immigrants lessens their opportunity to get a job, I hope that this misconception be cleared as it only depends upon the qualification of the person. Since age’s race has played a major role in America differentiating Blacks and Whites, even today there is certain differentiation seen in the society we live. There are certain incidents to portray the discrimination like airlines security check or crime investigation where blacks would be the first to be targeted rather than whites, I hope to see that the discrimination is totally vanished and all are provided with equal rights. Health care concerns have been going on for a long time majority affecting the poor and middle class families but until today there isnt any proper solution to the problem, I hope that proper health care needs are provide to every person. The concerns about mortgage has increased as banks started to issue loans to people with poor credit history leading to overall depression, I wish the situation stabilizes making it easy to buy a house of my dreams. My hopes and dreams for United States of America lies in attaining happiness, peace, health, educati on, family, wealth, jobs and never the less love put together in harmony which might differ from every other person who possess different aspirations and

Challenges in human resource management faced by foreign businesses

Challenges in human resource management faced by foreign businesses According to the figures established by the World Bank in 1996 there has been unmatchable rate of economic growth in East Asian countries including china, Indonesia and Vietnam. The annual growth rate of the above mentioned countries was 7.8%, 6% and 8% respectively. The major reason for East Asian expansion was the foreign direct investment which by 1994 accounted for 54% of total foreign direct investment in developing countries by western companies. China had been on top by inviting 75% of total foreign direct investment made in 1994 in major East Asian countries. (World Bank, 1996) It has been the second largest country to invite maximum foreign direct investment. (UNCTAD, 1995) Foreign direct investment not just came with huge amount of investments of western world into big Chinese companies but many mergers, acquisitions, subsidiaries and joint ventures came with it. When we see many advantages of foreign direct investment, which will likely to remain the reason for growth in East Asian countries in future, there are certain disadvantages which cant be overlooked. The major concern was and going to be the management of human resource. Matching business practices to those of conventional Chinese companies and gradually leading them in the direction of modern business practices and keeping the productivity as high as possible is one of the toughest challenges western managers face and sometime might not be able to deal with it. Training and development of expatriates and saving early repatriate is just another challenge companies face when they are conducting businesses overseas. One of the biggest challenge for human resource managers is to understand the culture and to set up business practices and policies in accordance with it because without having known the norms, traditions and values one just cant make decisions which can be fruitful and give good return on investments made. Chinese culture is intense so to speak. Least adaptive to the changes in modern world economy which requires quick addressing to rapidly changing needs and demands of the customers, implication of new skills, information sharing, etc. In late 1950s Iron Rice policy has been the foundation of Chinese personnel management which indicates the guaranteed job security, income and benefits for lifetime. (Warner, 1996; Korzec, 1992) Later in 2001 Iron Rice policy had to be broken when china joined world trade organisation due to issues raised by some economists. The biggest drawback of this policy if it had been in practice even now would be poor response to changing competition and low productivity because 50 years old cant be as efficient and competitive as 25 years old. In 1978, Chinese government introduced The Open Door policy which was to modernize Chinese industry and to introduce western technology and management skill and this was achieved by international equity joint ventures. (Warner, 1996) One of the problems mentioned in above paragraphs is sharing of information which was noted even in extreme situations where there it was necessary to overcome the hindrances or to stop the business from demise. (Child, 1994) Behaviour which limits the quality of work and productivity can be reinforced by cultural values. Guanxi refers to personal relations or exchange of favours based on friendships. (Chen, 1995) Its like you give me something and I give you something back. Keeping a healthy and friendly relation with employees helped the expatriate managers do well at times but it is sometimes not convenient to establish relationships and run the system based on universal values. (Sergeant, Frenkal: 1998) On the other hand Guanxi counters performance based values and systems as in most of western organisations. HRM practices are more or less cultural sensitive. Lockett indicated four main features of Chinese culture to understand the business and management practices in Chinese firms. 1) Respect for age and hierarchy which results in centralised decision making system, 2) Face and harmony which is considered significant aspects of social life in china, 3) Group orientation refers to being a part of certain group, team or faction, Chinese people like to be represented on the basis of group they are part of, 4) Personal relationships (Guanxi) as explained above is return of favours based on friendships. The above mentioned features of Chinese culture help us understand the long followed norms seen even now in some companies. The question arises whether to follow standard universalistic values or to focus on localization of human resource practices in order to keep business going. In a survey conducted by Bjorkman and Lu found out that the degree of standard globalisation was higher than localisation of human resource management. According to the findings standardisation was higher in companies with strong western partners. Due to the tension between MNC standardisation and localisation of HRM companies choose either of two. The distinction between MNC standards and human resource localization companies seems to be shifting away from implementing Chinese or western management practices and rather focusing on what kind of techniques and practices are required in a certain company. Sometimes companies hire groups of Chinese employees under the supervision of expatriate managers. This helps companies to successfully establish businesses in China but later find it difficult to change the work culture and practices due to strong interpersonal relations (Guanxi). In and out group is another aspect which give managers a hard time to establish good relations and to externally hired Chinese employees. Foreign subsidiaries face double pressure to not only conforming to local environment and norms in which they operate but also to parent company expectations to maintain the internal consistency. (Westney, 1993) In order to keep the business going successfully companies should mix its global standards with the local policies and make a hybrid system in which some of the norms of Chinese culture can be accepted and some can be adapted. Developing an effective work force is a major challenge in China. Achieving cheap labour is easy but to achieve good labour relation is a bit hard thing. This challenge comes with four main concerns as noted by Weldon and Vanhonacker. 1) Selecting local people who have potential to succeed, 2) Providing the learning and training experience they need for development, 3) Retaining the best employees, and 4) Managing day to day work relationships. It is difficult for expatriate managers to hire proactive people who can take an initiative in company related matters as happen in western companies. In a related study managers reported that Chinese employees keep avoiding the issue until it becomes difficult to ignore. When solutions are addressed they are mostly are based on precedents while in western companies managers appreciate employees who take an initiative to raise the issues and address them proactively. The solutions are mostly new ones based on the issue of the time and not on p recedents. Continuous improvement and creativity is valued and rewarded in western companies. People and companies when coming to china from west face an immense change in culture and life style of Chinese people. In Chinese education system students are taught what to think and not how to think which keep those stick to the same life style and thinking throughout their lives and the impact of which can be seen in the companies they work. Respect, precedents are highly valued in Chinese culture. Western managers come from a total different culture where they are brought up in an education system where liberty of thinking and thinking beyond the point it valued and when above two come together it is turbulent for western mangers to deal with Chinese employees. To deal with these issues Chinese government has formed Human resource centres to help the western staff get the better understanding of the culture and establish better relationships with the employees to keep the ship flowing smoothly. In order to be competitive in the market a company need employees who are talented and take up the pressure and render tasks as they come in the way. Even with this realisation there is a shortage of talented people in china which is predicted to become a major barrier in current and future growth. (Ma Trigo, 2008) The shortage of talented people is because of the fact that china has invited huge sums of foreign direct investments. According to the estimates its shows that 50,000 foreign companies enter china market every year striving to find, recruit and retain talented people they need to run businesses. (Taylor, 2008; Zeng, Soosay Hyland, 2008) This brings the need for human resource talent management. China lacks world-class talent required by multinational corporations. The greater concern is the managerial skills. According to the study conducted china will need 75000 people in managerial positions and currently has only 5000 people on the labour market. (Farrell Grant, 2005) Multinational corporations find themselves competing with restructured Chinese companies which have raised the need for effective human resource talent management strategies which makes it a major concern for western multinational corporations. (Cheung, 2008; Ma Trigo, 2008; Taylor, 2007) Talent management has become widely acknowledged concern of companies worldwide but most of the times the national differences are not taken into account. (Colling Mellahi, 2009) Shweyer defines talent management as sourcing, screening, selection, retention and renewel of the workforce with analysis and planning. It also includes talent gap analysis, talent reviews and succession planning evaluation. (Mccauley Wakefield, 2006) It is very necessary to understand the local system before starting the operations. Transferring of human resource management policies and practices from the headquarters to the subsidiaries is bit complicated. Companies need to counterbalance globally standardised human resource practices while responding to local demands. (Bjorkman, 2008) the hybrid set of policies often helps more than just trying to implement Chinese or western policies in the company, the hybrid system which has more Chinese practices and gradually shifting it toward the western system o f policies. The question is if western policies and practices are to be implemented than to what degree and to what extent they should be implemented and integrated in the system. (Bjorkman Levrik, 2008) In order to transfer the human resource management practices from home country to china, institutional factors as well as cultural factors tend to influence the adaption and responsiveness of the human resource practices. (Gamble, 2003) Collings and Mellahi explain that talent management is widely used term but in actual it is fragmented into various aspects of strategic human resource management. There are three different perspectives explained by Lewis and Heckman in this regard. The first perspective focuses on gathering of basic human resource management practices. Researchers in this field have a broader view of talent management. The traditional human resource management practices can be distinguished from strategic human resource management by being more future-oriented by keeping in line with the overall strategy of the firm. (Blackman, Kennedy, 2008) The second perspective says that talented employees are valuable goods for the company which need to be sought after irrespective of some organisational needs. Researchers in this field categorise employees in top, middle and low performers. An argument was established that companies with more top level performers are stronger (Walker Larroco, 2002) but this idea was questioned as it is not always desire able to fill all the positions with top level employees. (Collings Mellahi, 2009) The third perspective focuses on job flow of employees within the organization. This has more to deal with internal labour market than external labour market. The fourth perspective which was recently established by Collings and Mellahi is the emphasis on the positions which put an impact on the competition, the positions which have direct relation to the competency of the organization. According to this perspective firms should focus on the pivotal positions rather than just filling talented employees. Its basically about the identification of key positions which have direct impact on competition. To remain competitive it is essential to retain the talented employees. This could be achieved by continuous motivation and building a relation between employee and employer. This is one way to keep their commitment high with the organisation and stay with it for long term which in turn helps the company grow and remain competitive over the time. To understand the human resource management in china expatriates should get an understanding about the political and economic structure of china. The businesses in china are classified as state-owned, collectives, subsidiaries or joint ventures. Joint ventures have become common in recent years. More and more employees want to work with companies came into existence as a result of joint ventures and subsidiaries for better remunerations and benefits for skills they provide. Due to chinas higher education standards which lack many points which have become topics of concern these days it is hard for expatriate managers to deal with the issues and devise solutions to problems according to local environment. In most cases the Chinese partner of joint ventures is state-owned company from the same industry. It is thus easy for the companies to higher staff as this is the most radially available source in the beginning and many companies try to tap this source. There is a disadvantage to this approach as well. Labour which is being transferred from the Chinese partner company may inherit the qualities of the old organization which might be an opposing force to the kind of environment joint venture wants to establish. Joint ventures in China are allowed to hire people from outside the organisation with or without the help of local labour department. The abundance of labour might make one think that employer is spoiled by choice which is only true if hiring non-skilled or semi-skilled employees. When it comes to hire skilled or talented labour its bit hard for the companies to deal with as explained earlier that talented employees are considered as commodities for a company. Finding right employees not easy let alone getting skilled labour transferred from the old employers because it is more difficult to do so. One reason to hire fresh graduates from universities is that they dont bring bad management practices with them. It is easier to mould them according to organisational culture and make them work, think and perform in the organisation according to companies standards. If the labour department dont support a company for the transfer of the skilled labour, they will also refuse to reveal the recruits file which has all the information regarding their past experiences, salary, ranks along with their educational and political histories. Failure to get the file it restricts employees to take up a new job. Getting employees transferred from other cities might require as many as twenty approvals. (Tsang, 2010) With the foreign direct investment flooding into china there is a scarce of talented employees and it is inarguably becomes unacceptable for the recruits work units to release them to new employers. Tsang quotes and example about how difficult it is to get an employee transferred from on company to another company. Guangdong Float Glass Company once placed vacancies in the newspaper. At the end thirty new employees were offered jobs but ten couldnt take up the job as their work units didnt allow them. Another case was when China Hewlett-Packard could heir only six engineers because rest of them were not allowed by their work units to take up a new job. In order to get a recruit transferred a company can seek help from the local labour bureau. Even if the local labour bureau is willing to help the transfer of an employee completely depends on political clout of the recruits work unit. If the work unit is state-owned large corporation the local labour bureau is no likely to help. If the work unit is a small enterprise then the local labour bureau will help to get an employee transferred but in that case the new company will have to compensate the old employer for all the education, training and development of the recruit. In china firing is even more difficult than hiring an employee. If the fired employee comes from Chinese partner of the joint venture then they will have to go back to the same company which will be hard for it to allocate them a job again but there are certain regulations for joint ventures to fire a person. An employee can be dismissed if they become redundant as a change in production and technical conditions or who fails to live up to the expectations even after relevant training and development and not suitable for transfer to other works. According to the regulations the company can take action which can be dismissal if the recruit has violated the ventures regulation which may have led it to severe consequences. The venture cannot dismiss an employee for its own purposes and thus needs to inform the in charge department and the local labour bureau. The labour union should be given an advance notice and time to protest about the discharge. These are some kind of barriers to dis missal a joint venture or foreign subsidiary faces. Many companies are flooding in china for cheap labour and low cost productivity but in actual end paying more than the labour wages in other developing countries. The Chinese regulation says that wages in a joint venture must be 120% to 150% higher than sate owned enterprise in the same line of business and locality. The reason behind this regulation explains that more skilled employees are required in joint ventures. Many investors later realise that they had been over charged by Chinese side. (Tsang, 2010) Trade union is another aspect of Chinese businesses. Many trade unions have been established in many joint ventures. They are at times very helpful in accomplishing the tasks as they have the responsibility of carrying out necessary education, training and development of the workers. Another duty which trade unions perform and should be welcomed by foreign investors is to arrange technical and professional courses and recreational and cultural activities. The presence of trade unions is often helpful for Chinese as well as foreign joint ventures. Many foreign joint ventures found trade unions presence very helpful, in accomplishing the tasks, and less confronting. To conclude my essay I would say that when conducting a business in china there are often many problems a firm faces. The cause to those problems can either be institutional or cultural. The institutional problems include issues related to political and economic structures of the country. These issues are mostly the result of government policies and the aftermath of Cultural Revolution. On the other hand culture changes at a slower pace than economic changes. It takes longer to change peoples perception and their attitudes developed over centuries. If the human resource problem arises because of any economic issue it can be addressed and overcome but as far as cultural issues are concerned like explained above will take time to fix. Human resource management does face a lot of challenges when working in china but the causes to most problems are not under their control but the parent company has all the freedom to choose who they want to assign the key positions in the joint ventures or subsidiaries. Possessing world-class managerial skills and qualification is one thing but adapting to change when send abroad and liking for the new culture is very important. The expatriate managers should be accommodating toward culture as well as concerns of Chinese which is very different from their own. Being cultural sensitive helps them save themselves from early repatriates and deal with the bureaucracy and know the hardships of working in developing country. As for the education as per the western companies standards, China according to my understanding has figured out the issue and importance of being competitive. They have sensed that there are loopholes in their higher education standards which lag them behind. We see hundreds of thousands of Chinese students flooding to western countries each year for higher education so that they can fulfil the educational demand of the multinational corporations entering in china every year. Guanxi which has been discussed several times above in this essay still is very important to obtain scarce resource and benefits which cant otherwise be obtained. It also helps to tackle bureaucratic issues. In order to make their expatriate managers stay in china for long companies should conduct an extensive training and development program before sending them abroad and avoid extended overseas stay that dont often leave a good impact on productivity.

Plath’s Daddy Essays: Loss and Trauma -- Daddy Essays

Loss and Trauma in Plath’s Daddy  Ã‚      In addition to the anger and violence, 'Daddy' is also pervaded by a strong sense of loss and trauma. The repeated 'You do not do' of the first sentence suggests a speaker that is still battling a truth she only recently has been forced to accept. After all, this is the same persona who in an earlier poem spends her hours attempting to reconstruct the broken pieces of her 'colossus' father. After 30 years of labor she admits to being 'none the wiser' and 'married to shadow', but she remains faithful to her calling. With 'Daddy' not only is the futility of her former efforts acknowledged, but the conditions that forced them upon her are manically denounced. At the same time, and this seems to fire her fury, she admits to her own willing self-deception. The father whom she previously related to the 'Oresteia' and the 'Roman Forum' is now revealed as a panzer man with a Meinkampf look. But she doesn't simply stop at her own complicity. 'Every woman,' she announces 'loves a Fascist/The b oot in the face, the brute/Brute heart of ...

How Effective Are Various Methods in Reducing Recidivism Essay

Prison, non-custodial sentences and rehabilitation seem all failed in reducing recidivism; however, there is little and limited evidence to support non-custodial sentences, as well as some people think if rehabilitation could be implemented effectively, it would work. Although the advantage of prison is keeping our society from dangerous people, when it comes to reducing recidivism rate, the effect of prison is disappointing. The public usually think that imprisonment is safer for communities; however, it appears powerless to deter inmates from committing crime again. In the article, â€Å"Study shows building prisons did not prevent repeat crimes†, Fox Butterfield (2002) cites a large-scale study of recidivism from the Bureau of Justice Statistics, which investigated up to 272,111 former prisoners in 15 states during the first three years after being released. It found that 67% of inmates broke the law again in three years right after their release in 1994. It is surprised that it does not make any difference to recidivism rate which was studied in 1960’s, and it is even 5% higher than the study done in 1983. In addition, it indicated that the more rearrest records a criminal has, the higher recidivism rate he has. The inmates who have more than 15 prior arrests have 82. 1% of recidivism rate. Nevertheless, according to Emily Kingham’s article (2006), she believes that prison forces offenders to regret and reflect on their behaviour; as for the reason that criminals cannot reject the temptation of committing new crime is because of inadequate provided support. In spite of this, some experts have admitted that prison does not work in terms of reducing recidivism rate (Considering the alternatives 1978; Finckenauer 1988). Some limited evidence has shown that non-custodial sentences may decrease recidivism; regardless of some experts being sceptical about their desired achievements. On the one hand, alternative sentences can help government save money and alleviate over-cramped number of criminals in prison (Considering the alternatives 1978). On the other hand, Kingham(2006) points out that alternative sentences do nothing but return prisoners to their original circumstances, which result in unawareness of their crimes and the onsequences. One study indicated that through one of alternative sentences, intensive probation, recidivism rate is less than 20%; however, the evidence maybe weak as the study has not been completely put into practice (Considering the alternatives 1978). Furthermore, in the Minnesota, alternative sentences have been successfully adopted to keep criminal rate not increasing, but it may not be convinced because of the source not being confirmed (Considering the alternatives 1978) . While some people argue rehabilitation is also failed in reducing recidivism rate, some authors counter that if government could support rehabilitation, recidivism rate would decrease. According to the article, â€Å"Prison†, James O. Finckenauer (1988) cites some studies, which shows that even though the government has already provided with good rehabilitation programmes, they cannot achieve reformatory of inmates. On the other hand, this position is contested by Joan Petersilis (cited in Butterfield 2002), a professor of criminology at the University of California at Irvine and an expert on parole, who says that state governments spent such little money on rehabilitation programs that inmates do not receive sufficient help with drug addition, work skill and preparation for a new life, which may lead increasing recidivism rate. Butterfield (2002) further cites the statement by Mr. Travis, who also argues that criminals return to crime.

Road Safety In Nigeria Health And Social Care Essay

Public policy refers to the action or inactivity of the authorities on an issue ( s ) ( Thomas 2001 cited in Buse et al 2005 ) . It sets hierarchy by transporting out the picks of those with the bid of authorization in the populace. This makes public policy alteration really complex as assorted persons, administrations and even the province have conflicting involvement and capacities. There is therefore the demand for coherency of interest/capacities in an effort to consequence a alteration ( Colebatch 2002 ) . Purpose: The purpose of this paper is to explicate the schemes that would be used to consequence a alteration in public policy on route safety in Nigeria.Health Issue and Public Health Importance:Road Traffic Collision ( RTC ) is a major public wellness issue globally. It is defined as personal hurt ensuing from hit of a vehicle with another vehicle ( s ) or a prosaic, happening on the public main road or footways ( Worcestershire County Council 2010 ) .The Situation Globally:RTC histories for over 1.2 million deceases with approximately 20 to 50 million non fatal hurts ( a major cause of disablement ) happening yearly. It is the 9th prima cause of decease globally and is estimated to lift to be the 5th prima cause of decease by twelvemonth 2030 ( with approximately 2.4 million human deaths per twelvemonth ) out ranking public wellness issues like TB, HIV/AIDS ( soon the 5th prima cause of decease ) and diarrhoea diseases ( WHO 2008 ) . This means that by the twelvemonth 2030, RTC wi ll be perceived every bit lifelessly as HIV/AIDS is today, if pressing action is non taken. The planetary losingss due to route traffic hurts are estimated to be about 518 billion USD, bing the authorities between 1 – 3 % of its gross national merchandise ( WHO 2009a ) .Nigeria:Figure: Map of Nigeria demoing major accident zones. Beginning: Savan demographic map Nigeria is Africa ‘s most thickly settled state, with an estimated population size of about 151,319,500 ( World Bank 2010 ) . It is one of the 10 states with the highest Road traffic decease rates in the universe ( WHO 2009a ) . RTA is the commonest cause of decease from unwilled injuries/ public force in the state ( Nigeria Watch 2007 ) . Usoro ( 2010 ) stated that there are about 30,000 accidents with about 35,000 casualties happening annually. About 90 individuals are killed or injured day-to-day and about 4 individual ‘s dies or acquire injured every hr from RTA. He argues that the figures are underestimated because of hapless coverage and hapless recording of route accidents in the state. Low socio economic groups have been found to be at higher hazard of route traffic hurts ( Thomas et al 2004 ) and they are less likely to hold the capacity to bear the direct or indirect cost related to RTA. They are faced with more poorness load as they lose their staff of life victor ; lose net incomes while caring for the injured or handicapped, the cost for funeral and drawn-out wellness attention ( DFID 2003 ) . RTC has its greatest impact among the immature and is the 3rd prima cause of decease between ages 5 – 45years ( WHO 2009 ) with a decrease in the Country ‘s productive force, farther declining the economic state of affairs, therefore impacting the state accomplishing its MDGS 1 AND 4. The major causes of RTC in Nigeria are ; high velocity, intoxicant, bad roads, hapless vehicle conditions etc ( Usoro 2010 ) . Although there is limited literature to demo the different per centums of the causes of RTC in Nigeria, high velocity is most concerned in low income states ( WHO 2009 ) . Surveies have shown that a 5 % addition in mean velocity can ensue in about 20 % addition in fatal clangs ( Transport Research Centre 2006 ) and with a 1mph decrease in mean velocity there is a decrease in accident hurts by 5 % ( Finch et al 1994 ) . The debut of velocity cameras in the Isle of Wight, UK resulted in an 83 % decrease of velocity on the island ( Environment and Transport select Committee 2004 ) . Reducing velocity has besides been shown to hold positive effects on wellness results e.g. cut downing respiratory jobs associated with wellness results ( Transport Research Centre 2006 ) . There is hence pressing demand for action to forestall this future pandemic. PROPOSED CHANGE ( POLICY CONTENT ) : Introduction of velocity cameras and enforcement of velocity bounds on Nigerian roads.Procedure aims:To cut down high velocity behavior of drivers and better Conformities to rush bounds To educate the populace on the benefits of obeying route safety steps Outcome aims: To cut down the morbidity and mortality from RTC by 30 % and to cut down the possible life old ages lost from RTC by 50 % by 2020.Policy end:To cut down the mortality and disablement associated with RTC from vehicle velocity in Nigeria. Enforcement of velocity bounds via Mobile cameras has been shown to be the individual most effectual scheme for cut downing human death from RTC ( Chisom and Naci 2008 ) . It is therefore most rational among other rational schemes but has to puddle its manner through the policy procedure. Hence the nature of alteration follows the assorted scanning theoretical account. For better apprehension of the complex many-sided nature of policy devising, the proposed policy alteration is seen as go throughing through a procedure taking topographic point in a peculiar context influenced by the participants/actors ( the policy analysis trigon ) ( Buse et al 2005 ) . Actors: Persons, administrations and groups orp Content Context Procedure Figure 2: Policy analysis trigonBeginning: Walt and Gilson 1994.THE POLICY Procedure:Agenda scene Policy rating and feedback Policy preparation Policy execution The policy procedure can be broken down into series of phases called the ‘stages heuristic ‘ ( Sabatier and Jenkins-smith cited in Buse et Al. 2005 ) .It provides a theoretical model for understanding the times and topographic points where tactical attacks can be applied to influence policy alteration ( Buse et al 2005 ) . Figure 3: Policy procedure Before traveling on with the policy procedure, it will be worthwhile understanding the state ‘s policy context as this will help in determining the procedure.THE NIGERIAN POLICY CONTEXT:The proposed wellness policy alteration can be affected by the undermentioned contextual factors ( Leichter 1979 ) :Situational factors:This includes the increasing broad spread public consciousness and load caused by RTA in the state as stated above.Cultural factors:There are about 250 cultural groups ( Hausa, Igbo, Yoruba been the major cultural groups ) in Nigeria. The major faiths are Christianity, Islamism, traditional beliefs. These major religious and cultural groups are the most politically influential and most thickly settled in the state ( CIA 2009 ) . Most people believe that route accident is religious and is caused by evil liquors ( Sarma 2007 ) . Hence the spiritual leaders, traditional/ethnic group leaders will play an of import function in converting their followings and betterin g ownership for community support and policy execution success.International factors:Road safety issues have increased in impulse on the planetary docket ( termed the decennary of action ) with an ambitious mark to cut down route human deaths by twelvemonth 2020. It is supported by international organic structures such as WHO, WB, DFID, FIA foundation and other UN administration ( Commission for planetary route safety 2009 ) . These organic structures will therefore hold an impact on the preparation of policies, support, duologue, planning, and protagonism guidelines for any state shiping on a route safety policy enterprise.Structural Factors:( a ) Political system: Nigeria is a democratic federation with degrees of authorization expressed at the federal, province and local authorities countries. There are 36 provinces and the federal capital district, 774 LGAs farther divided into 9555 wards ( the lowest political unit in the state ) . There are 3 weaponries of authorities, the Executive arm, Judiciary and the Legislature at the federal and province degrees. The legislative arm comprises of the upper house ( the senate ) and the lower house ( the House of Representatives ) elected from the province senatorial territories and the constituencies severally. Each province has an elected governor, the house of assembly, an executive council with powers to do Torahs. Each local authorities country has an elected executive president and an elective legislative council of members from electoral wards. The province authorities has significant liberty and control over the allotment and use of their resources ( WHO 2009b ) .The Federal Road Safety Commission:This is the lead bureau that regulates, enforces and coordinates all route safety direction activities at both the national, province and LGA level through their particular United States Marshals Services ( Volunteer arm ) and regular United States Marshals Services ( Uniformed ) . They play a major function in finding and implementing velocity bounds for assorted types of roads and vehicles ( FRSC 2010 ) . They receive aid from the constabulary, civil defense mechanism corps, NGO ‘S etc. ( B ) Civil societies, NGOs signifier e.g. RAPSON, APRI, SAVAN, and involvement groups are cardinal histrions in public policy devising and can take part at the commission phases of how a measure becomes a jurisprudence. ( degree Celsius ) Socio economic state of affairs: Nigeria is classified as a low income group state with a gross national income per capital of $ 930 ( WHO 2009a ) .This can impact acquiring the route safety policy on the docket among many other viing wellness issues. To the easiness the policy issue from the docket puting to execution and rating, a stakeholder analysis is really of import.STAKEHOLDER Analysis:It helps to identify Actors ; measure their involvement, power, confederation, place and importance in relation to the policy. It will assist to place and move to forestall misinterpretation and resistance to the policy ( Schmeer 2000 ) . Name of stakeholder ( administration, Group or person at the federal, province or local degree ) Stakeholder description ( primary intent, association, support ) Potential function in the procedure ( vested involvement in the activity ) Potential degree of committedness ( support or oppose, to what extent and why ) and how to acquire their support Available resources ( staff, voluntaries, )PowerGovernment/Political sector President Commanding officer in head of the armed forces, initiate authorities policies/bills Assenting to and sign language of measures, mentioning a measure back to the national assembly or to the constitutional tribunal on the measures constitutionality Moderate support, demand for dialogue and lobbying News conferences, high degree committedness ; statements and declarations at cardinal policy events, Speech High The senate and house of representatives The province Governor and province house of assembly Approves the proposed policy to go a jurisprudence, guarantee appropriate support Novices and approves Government policies at the province degree severally Sponsors/ Champions policy alteration, Has significant liberty and control over the allotment and use of their resources at province degree Some may back up and other may non. Necessitate to place title-holders, bargaining and lobbying for support Same as above News conferences, statements at cardinal policy events, Reports on commission meetings Same as above High High Ministry of wellness Implement policies, programmes and take actions to beef up the wellness system Draft measure in concurrence with the federal route safety committee, give advice to the authorities on the impact of route accidents Strongly back up the enforcement of the route safety jurisprudence proposed Political determination shapers, organizational construction of the freshly introduced nomadic injury squad High Federal route safety committee, Nigerian constabulary and the civil defense mechanism service corps Lead bureau on disposal of route safety in Nigeria Pilot trial, Assist the ministry of wellness with information for measure bill of exchange, Strongly back up the enforcement of the route safety jurisprudence proposed Organizational construction of the constabulary, civil defense mechanism, FRSC corps of United States Marshals Services three tier system High Ministry of finance Provides public financess, facilitates development and reappraisals budget, Prioritises reappraisal and blessing of budget for the proposed alteration Variable if the cost for execution is significantly increased Fundss to back up the purchase of velocity cameras High Ministry of transit Oversing transit safety Formulate and implement authorities policies on transit safety May or may non back up because of other undertakings like the new rail manner system development in the state Staffs available at assorted degrees High Ministry of Education Oversing instruction related actives Aid in execution of educational policies May non back up because of other pressing demands like salary increase for instructors Staffs available at assorted degrees High Pressure GROUPS NBC ( MEDIA ) , NURTW, NURTO Major political force per unit area groups Beginning of information, force per unit area and influence in policy development Strongly back up the policy alteration Organised construction and staffs available High International organic structures WHO, World bank, African development bank, Infrastructure pool for Africa, FIA, EURO NCAP, DFID, Multi stakeholders commission, cardinal donors/development spouses and oversee execution of the funded undertaking. Approves the proposal to utilize the fund grant in the procurance of the new policy Strongly support but would be concerned about corrupt patterns Financial, Potentially, human resources to influence policy, cardinal gate keepers for usage of planetary fund grant Medium Nongovernmental organization SAVAN, RAPSON, PATVORA, SAFETY ALLIANCE, AARSI, Nigerian red cross Agency committed to awareness, acceptance and observation of route safety patterns, station debut surveillance Legislative reform protagonism and policy execution Strongly back up Trained staffs every bit good as voluntaries. Low Professional administration Nigeria Medical Association, Researchers. Represents its members and support their involvement Can set force per unit area, and lobbying in the policy procedure Strongly back up Fiscal resources and potentially, human resources to act upon policy Medium Other civil societies Community leaders/chiefs, young person groups, Opinion leaders and determination shapers Can negociate the policy alteration and utile for execution Strongly back up They can call up voluntaries, consciousness and influence on the community, Medium Table1: Stakeholders analysis table. Template beginning and some of the stakeholders functions ( WHO 2008 ) , other functions: ( Schmeer 2000 ) . From the tabular array above, it can be seen that a batch of the cardinal stakeholders would strongly back up the enforcement of the route safety policy alteration. Schemes can so be developed ( consensus-building ) to advance actions for support and cut down resistance from the other stakeholders before go oning with the policy procedure. This can be done by sharing the information obtained among protagonists and encouraging treatment about how to turn to resistance.AGENDA Setting:This measure involves acquiring the issue onto the policy docket from among other issues that can potentially be of involvement to policy shapers ( Buse et al 2005 ) . Kingdon ( 1984 ) proposed that policies get on the docket through 3 independent watercourses ( job, political relations and policy watercourse ) which converge at a point called the policy window. This is the point a policy alteration is most likely to happen. These watercourses in the Nigerian context are as shown in the figure below: Policy window/ Action PointFig 4: Kingdon ‘s three stream theoretical account of docket scene ( Template beginning: policy and nutrition 2010 )Call uping the Media:McCombs and Shaw ( 1972 ) foremost developed the docket puting theory, demoing a strong correlativity between media docket and the public docket on US presidential runs in 1968, 1972 and 1976. The media, been successful in stating the populace what to believe about ( University of Twente 2004 ) , will be mobilised to act upon the populace ‘s sentiment and accordingly the authorities through Television and wireless programmes/ News, News documents and articles from professional organic structures with accent on the magnitude and possible solution to cut downing the mortality from route traffic accidents. Restriction can besides be made to misdirect adverts which will promote velocity. Personal experience of RTC ( direct or indirect ) could be a more powerful teacher than the media ( University of Twente 2004 ) but both will complement each other in bettering the public docket and later the policy docket. Fig 5: Agenda puting demoing the function of the media ( Beginning: McQuail and Windahl 1993 ) .POLICY FORMULATION AND ADOPTION:This involves the stairss taken after the issue is placed on the docket up boulder clay when it is implemented. This portion of the procedure strongly lies in the sphere of the legislators which determines how a measure becomes jurisprudence and is implemented as shown below:FRSCSUPPORT ( Individuals/ administration ) Sponsor a Member of national assembly Forwarding of the measure to National assembly First ReadingSecond Reading ( polish )Public input Committee phase ( Committee on route safety ) Report phase Third reading Public Input Assent ( Presidents marks the Bill )Bill is promulgatedFig6: How measure becomes jurisprudence in Nigeria ( beginning of information: Jagaba 2009 ) Formulation Schemes: To maintain the issue on the docket through this phase, there is demand for: Continuous runs and Advocacy: Grassroots lobbying ( mobilising the populace to reach legislators or other policy shapers about the job ) and Direct Lobbying ( Phone calls, composing of letters, face to confront interactions ) , Mass Support by go toing commission meetings, Informing international stakeholders that the issue is on the docket, Dickering for protagonists from the legislators to better Alliance. POLICY IMPLEMENTATION: This involves the procedure by which a policy is turned into pattern ( Buse et al 2005 ) . The bottom -up attack ( Lipsky 1980 ) will be a really good attack for the execution such that there is flow of information from the implementers to the policy shapers. However, effort will be made to include the top-down attack in order to understate divergence from the intended policy result. The execution procedure would necessitate clip and resources and should be a gradual procedure. It would be worthwhile holding a pilot undertaking in an country identified by research workers to hold a high mortality from RTA before execution at a National degree.Initial rapid demands appraisal:The route safety system would be assessed to happen out what is needed. The squad should include ; the constabulary, route safety committee, research workers, wellness economic expert, NGO ‘s, the NURTW, Volunteers, medical squads, Health policy analyst, the media, ministry of conveyance, support from developmental spouses, community/religious leaders and affecting the authorities at all degrees. The appraisal will supply scientific, managerial and technological maps of the policy from be aftering to rating. On designation of the specific demands, the execution work program will be drawn. Community/religious leaders will play a cardinal function in recommending within their communities/religious groups in converting their followings that RTC can be prevented and is non religious.Execution agenda:Legislation to stipulate velocity bounds applicable to different types of roads. Identifying strategic cheque points which should be countries identified to hold a comparatively high RTC ensuing from high velocity. Random placement of the squad to supervise vehicle velocity with the nomadic velocity cameras Fines to be paid by lawbreakers will be fixed and gross generated be used for maintain and purchase of velocity cameras. License suspension of lawbreakers who violates the jurisprudence over a specific figure of times as will be stated. The usage of promotion to inform the populace on the new jurisprudence, its benefits and punishments.Evaluation AND Feedback:Buse et Al ( 2005 P ) defines rating as â€Å" research designed specifically to measure the operation and or impact of a programme or policy in order to find whether the programme or policy is worth prosecuting farther † The technology theoretical account suggests that ideally there should be a direct relationship between research findings and policy determinations but nevertheless this is wholly non applicable as there tends to be spreads between the two communities. Advocacy alliance is needed to cut down this spread and should include bettering the cognition of policy shapers by supplying a scope of different research studies via the media, conferences and seminars, guaranting that major policies have ratings built into their budgets and execution programs and set up intermediate establishments to reexamine research and find its policy deductions e.g. NICE in England and Wales ( Buse et al 2005 ) . The rating procedure will affect the usage of the formative rating ( qualitative-observations, semi-structured interviews, focal point groups, advancement studies ) at the early phase to supply advice to policy shapers. It may so be used to modify and develop the plan. It will besides affect the usage of a summational rating ( quantitative- morbidity and mortality rates ) which measures result and the extent to which the programme has met its aims. The Donabedian model ( Donabedian 1978 ) : INPUTS INDICATORS Procedure INDICATORS End product Indexs Result INDICATORS Fundss for purchase of velocity cameras, logistics Human resources- constabulary and route safety Training of forces involved Political committedness Servicess offered- the usage of the velocity cameras Reding quality offered to lawbreakers Police/ route safety – driver interaction Speed direction among route users Collision rates from velocity Badness of hurts from RTC Mortality rates- per centum of deceases due to RTC ensuing from high velocity. Disability rates- the rate of disablements attributable to high velocity vehicle hit Complication rates Quality of life Table 2: Donabedian model Evaluation of the public presentation: Speed limit enforcement will besides be done at the micro, meso and macro degrees. The micro degree will include accessing public presentation of the squads at the territory degrees, the effectivity of the enforcement protocols used, the degree of corruptness and any execution spreads. The meso degree will include accessing public presentation at the administration degree which will include the clip taken to go to to wrongdoers when referred to the route safety Centres, and their function assisting and oversing the squad at the territory degree. The macro degree: this involves accessing funding of the programme and its map at the national or international degree.Decision:The policy procedure is a cyclical procedure happening in the environment of a altering political context. There is therefore the demand for uninterrupted protagonism alliance networking, monitoring and rating at all times. However, other causes of RTC such as bad roads, imbibing and drive which are non to the full implemented in the state should non be neglected as future programs should be made to further cut down the load of RTC to the barest lower limit. The execution of the nomadic velocity cameras and velocity bound enforcement will assist cut down RTC mortalities and disablements, better research and besides quality of life thereby unlocking growing and freeing resources for usage on other wellness concerns with the position of accomplishing the MDGs.