How shift work impacts the health of employees

How shift work impacts the health of employees (Johnson 1999). Shift work is defined as the system where the people work on the regular bases based on shifts, these shifts are divided into three blocks they are morning shift, afternoon shift and night shifts. Work shift show complications in the schedule of family lifes activities, and negative health effects. (Halpern,2005; Levin-Epstein, 2006; Rosa and Colligan, 1997; Coasta, 2003). Shift workers are defined as anything other than normal day time timetable. These may includes evening work, night rotation, split shift, causal or on call job and irregular shifts. Work life differences affect full time workers (Williams, 2008). Shift work system leads to many physiological and psychosocial problems which affect the health of the individuals workers. (e.g., Nachreiner et al. 1995, Costa 1996), Physical health variables include gastrointestinal problems, sleep problems and psycho vegetative. (Akerstedt, 1985) employees who work fixed shifts will show less physical health problems co mpared to rotating shift employee in rotating shifts report more physical health complaints than those with fixed shifts . According to Basner (2005), about 20% of the employers at the workplace do work in shifts. Therefore, in that the case it is seen that the shift work does effect the routine system of the person as a whole. It affects the abdominal system and does effect in psychological terms too. According to McCall (2004), did a study on the employees of the hospital and they found that their life is on risk while working on shift work and increases the severity of occurrence of problems and the Oregons working data came out on the conclusion that the workers who were doing night and evening shifts were on more risk than those working on day shifts. Serious health risk factor occurs due to circadian rhythm disturbed in shift workers. Main reason for shift work is due to the nature of the job, occupational services such as nurses, doctors, and police officers are related with shift works. (Smith and Ward, 1986) The three prominently identified associates of experienced stress are: Alcohol use, family problems, self-reported medical maladies by Military police. (Spring, 1980) men working different shifts are likely to take heavy drinks some digestive supports on regular basis, where as women working in different shifts take tranquilizers and sleeping pills on regular bases to reduce stress problems. Both men and women working variable shifts show emotional efforts. Employees who are working night shifts are mostly exposed to the breast cancers.(Schernhammer et al. 2003) suggest that employees who are working rotating night shift for 3 days in a month for more than 15 years shows colorectal cancer in women. Circadian rhythm desynch ronisation, the disruption of the bodys biological rhythm has been a significant factor in explaining shift works effects on health, (Moore-Ede at al. 1962). The actuality that shift work disrupts eating, sleeping working patterns is a cause for concern. In his studies , Halberg (1959) the term circadian rhythms which has been used to explain the various bodily functions over the 24 hour cycle, (Harrington, 1978). Our bodies follow a natural rhythm and a vast research has been done in this field. A general survey conducted in the 2005 states that about 45% of people working belongs to health occupational field. (Folkard, 1996) shift workers that do hard jobs will need to actually relax, this is called desynchronization. Health-related risk factors occur due to the disturbance circadian rhythmic connection to the shift works. It is important to note that employees who stop doing the shift work show more health problem compared to present shift workers (Frese and Semmer 1986). Social problem and family problems are observed in shift workers; these problems diminish by day to day life activities such as their childrens education, they spend less time with their families as a effect of shift work, And also decrease in the spouse pleasure (Smith and Folkard, 1993), researches are opposing studies on work-nonworking argument with rotating shifts among workers (Bohle and Tilley 1989). Some of the findings of other research show that employees working shifts show difficulty in utiliz ing the potential of spare time (Baer et al. (1981, 1985). The effect of shift work may be due to shifts rotation so ignoring working evening hours or weakened hours will improve the physical and psychological well being of these workers (Monk and Folkard 1985). The studies have also found that the rotation shifts and positive attitude at the work place have been greatly linked. Those who are working on the rotation shift have the positive job attitude. Positive job attitude behavior is less in Rotating shift workers i.e. Organizational commitment, and job satisfaction, compared to fixed shift workers, some of the other research finding states that fixed shift works show less favorable job approach compared to Rotating shift workers (Jamal 1981). The central research states that working in socially rotating shift or fixed shifts i.e. evening and weekends show different increased levels of burnout, home conflict, and negative job attitudes such as turnover intentions, commitments, organization, and job satisfaction. And also show absence and impaired general health. These central research studies mainly focus on rotating vs. fixed shifts and working hours evening, day time and weekends. To minimize health risk by shift work much can be done such as employers can make sure that there is enough time for employees to have health food at right time, best way to achieve this is to provide microwave so that employees can bring healthy food and have a place to heat their food during meal time and also employers can put in place and open lunch system whereby given who are on 12 hrs shift. The opportunities have a tea break, and lunch break each time which is necessary such effects helps to reduce the risk of getting gastro intestinal disorders. CONCLUSION: For shift work, in order to minimize the overall risk on a shift schedule, we need to consider the provision of breaks within them, number of successive, and the length of shift work. Furthermore, it is clear that these factors need to be considered in mixture with one another since for example, a 12 hour shift work includes regular rest breaks which prove to be safer than the usual 8 hour night shift with just a lone break. REFERANCES: Knauth, P. and Hornberger, S. (2003) Occupational Medicine, Vol. 53, pp 109-116 Harrington J.M (1978) Shift Work and Health. a Critical Review of the Literature. Her Majestys Stationery Office. Demerouti, E., Sabine, A. E., Geurts, Arnold. B, Baker and Euwema, M. (2004) The impact of shift work on work home conflict, job attitudes and health, Vol. 47, No. 9, pp 987 1002 Halpern, D. F. (2005) How time flexible work policies can reduce stress, improving health, save money, vol. 21, pp 157-168 Schernhammer, E. S., Laden, F., Speizer, F. E. Willett, W. C., Hunter, D. J., Kawachi, I., Fuchs, C. S. And Colditz, G. A. (2003) Night shift work and risk of colorectal cancer in the nurses health study, Journal of the National Cancer Institute, Vol. 95, No. 11 pp 825 A smith, L, Folkard, S.and Poole, C.J.M. (1994) increased injuries on night shifts, The Lancet, Vol344, pp1137-1139 Akestedt, T., Fredhind, P., Gillberg, M., and Janson, B. (2002) Work load and work hours in relation to disturbed sleep and fatigue in a large representative sample. Journal of Psychosomatic Research, Vol. 53, pp 585-588. Critically review the evidence that work-life conflict leads to negative health outcomes Greenhaus Beutell., (1985). Defined as Bi-directional relation between work and family life. It is the form of inter -role conflict in which pressure from both family and work are mismatched. Work and family has two direction of conflict. There are two types of conflicts observed i.e. Family-to-work conflict and work-to family conflict, Family-to-work conflict takes place when the work combines with family life (Example-parents may take leave to attain the family function), in the same way Work-to-family conflict occurs when work interfere with family life activities. (For example unexpected meeting from the higher officials may stop the person from picking up of the children). (Frone, Russell, Cooper, 1992; Kinnunen Mauno, 1998) employees are more focus on work-to-family conflict then the family-to-work conflict. (Allen et al., 2000; Byron,2005). Conflict on work-life shows negative health results such as job attitude and impaired health, due to this effects vast research has been done directly on work-family problem and its results. Person when performing different roles in his life at a time is called overload, but these people show different attitude in the home and office permissions. Work load and increased working hours leads to many negative outcomes like (Burke Green glass, 1999; Phillips-Miller, Campbell, Morrison, 2000) decreased job performance, reduce job satisfaction (Allen, 2001).it also show psychological problems like anxiety, poor physical health, depression, increased level of alcohol use. (Frone,Russell, Cooper., 1997; Major et al., 2002). Thus these psychological problems show both direct and indirect effect on work -family relatio nships. Work -family balance were explained by three ways i.e. Time balance in which time is equally balanced with work and family ,second is involvement balance where equal involvement is required to maintain work and family and the third one is satisfaction balance were work and family is equally satisfaction. Investigations show that individuals show high quality of life when they spend more times with family then the work. Research conducted on working mothers. This study examine the families were mother and father are working according to this survey, Work-to-family show positive response to life satisfaction, job satisfaction and negative response to individual stress. Family-to-work show positive response to family satisfaction, life satisfaction, and marital satisfaction. But show negative effect organizational commitments. In this study it explains that father works more than 49 hours in a week and spends most of the time in the house hold matters where as mothers works less compared to father and show less involvement in the house matters i.e. they work only 46 hours in a week. However father show less work-family conflict, greater family satisfaction, marital satisfaction and less individual stress and more life satisfaction compared to working mothers. A Study conducted was conducted by Portuguese university students .these people interview and collected the data from in depth 32 interviews from different back ground. Finding of these study shows that worries are mainly felt by the mother particularly children dependent mother. The data also proposed that work-family procedure are unsuccessful if they are not supported by a positive work-family background. (Cooper and Quick,1999). Work life conflict may leads to undeveloped performance which is difficult to face to the confronts, rewards and chances. Working may result in poor inspiration, poor efficiency, and poor person growth; this state is called as qualitative under load. This under load stress may result complicated stresses and health problems. Some of the examples which enter in to daily life are changes in the job performance, lack of endorsement and concentration and from the officials, cold and warm clashes with generation, difficulty in implementing the new group structure and working on computer programs. All this situations may affect health and well being of the individuals as well as organisation. Examples which leads to conflicts in case of organization (Cooper, 1999) are: if there is change in employee and organizational relationship, change in the products, production and in technology department side. The current rate of place and change have accelerated in the past few decades. In the present global scenario, the need to be globally competitive in order for economies to stay afloat and sustain growth, significant burden is placed on the drivers of growth; these are the individuals at large. This huge strain on individuals and organizations has led to some degree of family breakdown. It is strange and ironic to view workplace as a source of money and comforts on one hand, on the other hand as a source of stress, depression and health related problems. (Higgins and Duxbury: 2002). According to Bachmann, 2002 there is an established correlation between a satisfied, committed, motivated, individuals and health and well being. Over 5 million people in the UK have asthma, suggesting upwards of 75000 could have work related asthma ,worsened by work.38,000 people have work related skin problems that are manifested in the form of eczema and contact dermatitis. NHS figures are staggeringly high in terms of GP visits annually. Stress related financial costs are something to the tune of 12 billion pounds annually. This mounting evidence ought to compel government, policy makers, trade unions, researchers and various organizations to join hands and formulate policies in favor of family friendly working style that could to some degree alleviate some issues. Conclusion: Work-life conflict both in family and organization leads the individuals to many physical and physiological problems to avoid these problems individuals should learn some professional skills like working teams, dealing with group thinkings, facing bullying situations, learning how to manage the stress conditions, developing the skills to reach the goals. And gain knowledge which is essential to keep the individuals to work without undergoing stress. Reference: Edward Rothard (2000), Academy of management review, volume 25, pp.178-199 Greenhaus, J.H., and Beutell, N. J.(1985). Source of conflicts between work and family roles. Academy of Management Review, pp. 76-88. Frone, M.R. Russell, M., Cooper, M. L. (1992). Antecedents and outcomes of work _family conflict: Testing a model of the work family interface. Journal of Vocational Behavior, PP.145_167. Cooper, C.L, Quick, J. (1999), Stress and Strain, Health Press, Oxford, . Allen, T., Herst, D., Bruck, C., Sutton, M. (2000). Consequences associated with work-to-family conflict: A Review and agenda for future research. Journal of Occupational Health Psychology, pp. 278_-308. Frone, M.,R., Russell, M., Cooper, M. L. (1997). Relation of work-family conflict to health outcomes: A four-year longitudinal study of employed parents. Journal of Occupational and Organizational Psychology, pp. 325-335. Jeffrey, H., Greenhaus, Karen.M. Collins and Jason.D.Shaw (2003). Journal of Vocational Behavior. pp 510-531 Cooper, C.L (1999), Theories of Organizational Stress, Oxford University Press, Oxford, . Discuss and critically evaluate research that has examined the impact of bullying at work Workplace bulling research began in Sweden in the 1980s. Research from both countries like Finland (Bjorkquist et al, 1994) and Norway (Adams and Crawford, 1992) conducted studies on work harassment and mobbling.Andrea Adam 1990, a British Freelances journalist brought the phenomenon bulling this leads to develop numbers of researches by UK scholars. According to (Baron Neuman, 1996; Einarsen Matthiesen, Skogstad, 1998; Keashly, 1998). Workplace bullying is defined as a persistent and continuous pattern of abuse of work and negative events directed at workers. Bullying is a form of coercive interpersonal power. It involves intentional impose of injuries, verbal abuse, exclusion and repeated physical contact, offensive teasing, isolation, social exclusion other negative actions. (Forsyth,2006). Due to this situation the target finds difficult to him or her or to face the situation. These situations may leads to severe mental, physical and psychological disease. Bullying in everyday life may cause humiliation and harm if it occurs on regular basis. Many researches also showed that large amount of money is wasted due to destructive conflict and bulling at work. Surveys among some 8,000 Norwegian employees, 54 per cent of the victims reported that bullying is done by a superior (Einarsen and Skogstad, 1996). Supervisors and managers are seen as the bullies in many cases, this is due to power differences in the parties. (Zapf, in press) In English, Austrian, German, studies states that between 70 and 80 per cent are bullied by a superior. Victims who suffered by the supervisors seems to face more psychological problems compared to victims of co-worker. (Einarsen and Raknes, 1997a; 1997b) Leymann (1993) interviewed victim and stated that there are four factors responsible for eliciting harassment at work. Deficiencies in work design, a low moral standard in the department a socially exposed position of the victim, and deficiencies in leadership behaviour (Randall, 2001) Individuals are deeply ashamed of being maltreated and are at their bewildered at their obvious failure to protect themselves and fight back.(Bernardi 2001, Strawbridge 2001) workplace bulling leads to many consequences like the individuals show less productivity they may also suffer from trauma related illness and also they are great risk at self harming behaviour due to this situations some individuals may quite the job without thinking that they do not have new job. According to Layman (1990), the term bullying was used without giving the term of schoolyard and this was for the very first time used in about 1990. There have been many studies which says that bullying have been a top most thing to spread all over the world in many countries and about 3% of the population from Scandinavia effected because of bullying at the work place (Einarsen and Skogstad, 1996; Layman, 1992). According to Hoel (1996), the students from United Kingdom have also been at the top that show the rate of bullying of around 10%. According to Mikkelson and Einarsen (2002), a psychological variable such as fear, anxiety, and helplessness has been found to be the cause of the psychological harm by the person. These variables do effect the job satisfaction and commitment and person do inclined low towards the job. According to Cooper et al., (2003), did a study on 674 males and 981 females who were working in the hospitals and studied the correlation between the work-place bullying and how health affected their job. The participants reported the increased rates of leave and sickness and also increase in absent rate. The participants also reported the effect on the mental and physical health. Quine, 1999; edition, 2001 hunt, 2001) bulling in medical setting will give rare insights of health professionals. The practices can be studied under two categories i.e. hierarchical workplace bulling horizontal workplace bulling. Horizontal workplace bulling is related to nursing (Duffs, 1995, Lee 2001 Strawbridge 2001; Hocking 2002) and these publications states that workplace bulling occurs between professionals and workers will show some levels of bulling in the same field. In Britain, study conducted on NHS community trust and reported that 38% of employees working in health sectors experiences bulling at work in the previous years .Some study reported that 37% of 594 junior doctors was bullied in past year (Quine, 2002), medical students in United States suffer high level of job related bulling during their training period. (Daughters, Baldwin and Rouley, 1998. Kassebaum and Luttes, 1980). The other form of bulling at work is the sexual harassment may reduce productivity, increase stress, decreasing commitments and threatened by the individuals may occur. Criminal justice public order act 1994 says about harassment the other form of bulling at work is sexual harassment where male domination is more ranges from serious rape to less serious but understanding behaviors such as sexual jokes. Australian medical students experiences high level of bulling during their medical training but they named these bulling as sexual harassment (White, 2001).Combination of increasing competition economic rationalism, downsizing, dynamic, Macho management styles have created a culture where bulling can be removed or thrive. (Besag, 1989) for several years research has been done on bulling at schools and he states that it is stable phenomenon. United Kingdom shows high incidences of bulling in schools (Butch Knoff, 1994), his research also states that all students show bulling at their study level. Survey conducted on part time students at Startfordshire University i.e. 1137 samples and they also asked the worst working situation where they were bullied. Then they answered that 53% were bullied at some point in their working period, and among them 19% were singled victimized and remaining were bullied in groups.(Coyne et al., 2000), Bullying results in a ripple outcome signifying that the occurrence do not engage just a few troubled employees, but instead it is an active process that negatively affects everyone in the work setting. In bullying work atmosphere non exposed workers will show less negative experiences compared to exposed workers .worker that are exposed to bullying conditions will show more stress and mental problems than non-exposed workers (Vartia, 2001, p. 65).Many research proposed that bullying show negative impacts on work quality results. (Rayner et al., 2002, p. 56)Additionally, co-workers who see their colleagues abused more often leave their jobs as a result of their contact with bullying than non-exposed workers. Conclusion: Bulling is regarded as obsessive and compulsive behaviour. Due to this bulling effect there will be low self esteem low self confidence, In order to eliminate bullying at work, organizations need to take steps against elimination of bullying otherwise it affects morale and effectiveness of employee (Randall, 1997). It is important to speak with someone who solves the problem informally like trade union official or human resources department otherwise manages or supervisor some employees are specially trained to solve harassment problems they are called harassment advisers to face problems they are called harassment advisers to face problem at work in ordered to get good output. Reference Cooper, C.L. Einarsen, S. Hoel, H. Zapf, D. (2003, p.130) Bullying and Emotional Abuse in the Work Place : International Perspective in Research and Practice. Taylor Francis Inc. Einarsen, S. (1999). The nature and causes of bullying at work. International Journal of Manpower , 20 (1/2), 16_/27. Einarsen, S., Skogstad, A. (1996). Bullying at work: Epidemiological findings in public and private organizations. European Journal of Work and Organizational Psychology, 5(2), 185-201. Randall, P. (2001) Bullying in Adulthood: Assessing the Bullies and Their Victims. New York: Brunner-Rutledge Coyne, I., Seigne, E. and Randall, P. (2000) Predicting workplace victim status from personality. European Journal of Work and Organizational Psychology, Vol. 9, pp 335-49. Forsyth, D. R. (2006). Group dynamics(4th Ed.). Belmont, CA: Thomson Wadsworth. http://www.inicio.ie/Bullying%20at%20Work.pdf Hoel, H., Cooper, C. L. (2000). Destructive conflict and bullying at work. Manchester, UK: Manchester School of Management. Rayner, C. (1997). The incidence of workplace bullying. Journal of Community and Applied Social Psychology, 7, 199-208. Besag, v. (1989), bullies and their victims in schools, Open University press, Milton Keynes. Randall, P. (1997), Adult bullying: perpetrators and victims, Routledge, London and New York. Drawing on recent research, compare and contrast the effectiveness of primary and secondary/tertiary stress management strategies in improving employee wellbeing. The stress in relation to work is a significant and is considered an important barrier for a variable such as job satisfaction and also to act better in psychosocial activities. According to Cox et al (2002), about 60% of the people are losing their job and not going to work because of the stress. According to the statistics of European foundation (2000), shows that there are 15% of employees complains about the headache, 25% of them indicate the symptoms of pains in neck and shoulders, 23% cases because of fatigue, 28% cause because of stress and 33% because of backache. Also, an employee assistance programmers laid an importance to provide the counseling to the employees who are suffering from stress or have difficulties related to the work-life balance and problems related to alcohol and drug intake. According to Jones et al. (1998), a survey being done in UK, showed that about 27% of the workers suffered from psychological problems such as anxiety and depression, and also stress caused many people to give up their jobs and about 20 working days were lost. In an another survey by US called as National health interview survey, found out that about millions of employees suffer from mental stress at their work place which effect their health. According to Antai-Otong (2001), stress effected and added few more problems such as burnout, other chronic problems which ultimately affected their job performance and lower down the productivity and also, lowering down their morale. The literature has also shown many longitudinal studies been done on intervention of stress management at workplace, therefore literature also talked about the cross sectional studies but could not successfully tackle out the issues and also long lasting effect of the interventions could not be seen. The stress management interventions fall under three categories which are: primary intervention, secondary intervention and finally tertiary intervention. The primary intervention aim at the redesigning, changing the work systems and changing the entire structure of organization. Therefore, it aims at primarily removing the stressor or the thing that cause to create the stress at the work place. The intervention at the primary level facilitates and increases the control over the job and also the environment at their work place and also this in turn reduces the stressors, therefore by increasing the satisfaction of the workers and their well being too. This all includes giving the proper and good working hours and the shifts patterns, and also the description of the role should be clear enough so that no stress can be laid upon the workers. According to Lazarus (2000), the primary interventions are related to the copying strategies which are problem focused and therefore reduces the causes and different sources of stress. The next intervention called secondary intervention aims at modifying the stressors which are expected or predicted and causes stress at work place. The secondary intervention, unlike primary deals with the experiences related to the stress and not by stress, as a word, for example, the coping such as emotional focused aims at reducing the emotional state related to the stress at the work place and minimizing and reducing the stressor from the person, who is experiencing the stress. Apart from this, the secondary intervention involves stress management training, social support, biofeedback etc. According to Allen et al (1999) explored and stated that experience does matter and that help in helping new employees and feel them comfortable so that they may not feel the stress at high level and thus encourage socialization. Also, a correlation was calculated and it was seen that there was a negative correlation between the socialization and stress at work. Therefore, we can say that supp ort and relationship between colleagues and peer relation at work place is so important. Social support is therefore important by making contacts with people who are directly or indirectly related to their work place. Jones et al., (2000) did a study in the hospitals to see the impact of the stress management on the employers. These programs helped to improve the skills to cope with the stress and other relaxation techniques were also used. Thereafter, it was also seen that after couple of months, there was a fall in the medication. Then thereafter, a follow up was taken for 2 years and less negligence was seen after the program of stress management was undertaken. The third and the final intervention is the tertiary intervention. According to Quick et al., (1997), tertiary interventions includes the programs such as counseling, psychotherapy and employee assistant programs As discussed at the starting various programs, employee assistance programs (EAP) has been used to tackle the behaviour which are injurious to health such as alcohol intake or problems related to drug intake, however EAPs have been successful with such patients. Sadri (1991) found in the study that the progress has been seen among the employees by enhancing their self esteem and progress have been found in their mental health state. More studies have been found that have seen that more interventions of stress management. Murphy (1996) did a review on the stress management intervention among the employers at their work place such as B.P., anxiety and other psychological problems. The techniques such as cognitive behavioral techniques, meditation, biofeedback and other strategies were reviewed, whereas meditation showed a positive and consistent results but it is hardly used in the organizations. Techniques such as cognitive behavioral strategies and relaxation reported to be successful. Also, there was a consistent and positive result among the various techniques altogether, therefore, their combination proved to be more effective than using any single strategy. Therefore, according to Quick et al., (1997), it would be suitable to say that primary interventions are the most convenient and best method of intervention because they are actively involved in eliminating the causes of stress, but secondary and tertiary approaches do help in stress management but they are only limited in removing the sources of stress but not the stress itself and this is where primary intervention plays an important role in eliminating the stress itself.

Part Three Chapter V

V Ruth stood alone in her lamp-lit sitting room, continuing to grip the telephone she had just replaced in its cradle. Hilltop House was small and compact. It was always easy to tell the location of each of the four Prices, because voices, footfalls and the sounds of doors opening and shutting carried so effectively in the old house. Ruth knew that her husband was still in the shower, because she could hear the hot water boiler under the stairs hissing and clanking. She had waited for Simon to turn on the water before telephoning Shirley, worried that he might think that even her request about the EpiPen was fraternizing with the enemy. The family PC was set up in a corner of the sitting room, where Simon could keep an eye on it, and make sure nobody was running up large bills behind his back. Ruth relinquished her grip on the phone and hurried to the keyboard. It seemed to take a very long time to bring up the Pagford Council website. Ruth pushed her reading glasses up her nose with a trembling hand as she scanned the various pages. At last she found the message board. Her husband's name blazed out at her, in ghastly black and white: Simon Price Unfit to Stand for Council. She double-clicked the title, brought up the full paragraph and read it. Everything around her seemed to reel and spin. ‘Oh God,' she whispered. The boiler had stopped clanking. Simon would be putting on the pyjamas he had warmed on the radiator. He had already drawn the sitting-room curtains, turned on the side lamps and lit the wood-burner, so that he could come down and stretch out on the sofa to watch the news. Ruth knew that she would have to tell him. Not doing so, letting him find out for himself, was simply not an option; she would have been incapable of keeping it to herself. She felt terrified and guilty, though she did not know why. She heard him jogging down the stairs and then he appeared at the door in his blue brushed-cotton pyjamas. ‘Si,' she whispered. ‘What's the matter?' he said, immediately irritated. He knew that something had happened; that his luxurious programme of sofa, fire and news was about to be disarranged. She pointed at the computer monitor, one hand pressed foolishly over her mouth, like a little girl. Her terror infected him. He strode to the PC and scowled down at the screen. He was not a quick reader. He read every word, every line, painstakingly, carefully. When he had finished, he remained quite still, passing for review, in his mind, all the likely grasses. He thought of the gum-chewing forklift driver, whom he had left stranded in the Fields when they had picked up the new computer. He thought of Jim and Tommy, who did the cash-in-hand jobs on the sly with him. Someone from work must have talked. Rage and fear collided inside him and set off a combustive reaction. He strode to the foot of the stairs and shouted, ‘You two! Get down here NOW!' Ruth still had her hand over her mouth. He had a sadistic urge to slap her hand away, to tell her to fucking pull herself together, it was he who was in the shit. Andrew entered the room first with Paul behind him. Andrew saw the arms of Pagford Parish Council onscreen, and his mother with her hand over her mouth. Walking barefoot across the old carpet, he had the sensation that he was plummeting through the air in a broken lift. ‘Someone,' said Simon, glaring at his sons, ‘has talked about things I've mentioned inside this house.' Paul had brought his chemistry exercise book downstairs with him; he was holding it like a hymnal. Andrew kept his gaze fixed on his father, trying to project an expression of mingled confusion and curiosity. ‘Who's told other people we've got a stolen computer?' asked Simon. ‘I haven't,' said Andrew. Paul stared at his father blankly, trying to process the question. Andrew willed his brother to speak. Why did he have to be so slow? ‘Well?' Simon snarled at Paul. ‘I don't think I – ‘ ‘You don't think? You don't think you told anyone?' ‘No, I don't think I told any – ‘ ‘Oh, this is interesting,' said Simon, pacing up and down in front of Paul. ‘This is interesting.' With a slap he sent Paul's exercise book flying out of his hands. ‘Try and think, dipshit,' he growled. ‘Try and fucking think. Did you tell anyone we've got a stolen computer?' ‘Not stolen,' said Paul. ‘I never told anyone – I don't think I told anyone we had a new one, even.' ‘I see,' said Simon. ‘So the news got out by magic then, did it?' He was pointing at the computer monitor. ‘Someone's fucking talked!' he yelled, ‘because it's on the fucking internet! And I'll be fucking lucky not – to – lose – my – job!' On each of the five last words he thumped Paul on the head with his fist. Paul cowered and ducked; black liquid trickled from his left nostril; he suffered nosebleeds several times a week. ‘And what about you?' Simon roared at his wife, who was still frozen beside the computer, her eyes wide behind her glasses, her hand clamped like a yashmak over her mouth. ‘Have you been fucking gossiping?' Ruth ungagged herself. ‘No, Si,' she whispered, ‘I mean, the only person I told we had a new computer was Shirley – and she'd never – ‘ You stupid woman, you stupid fucking woman, what did you have to tell him that for? ‘You did what?' asked Simon quietly. ‘I told Shirley,' whimpered Ruth. ‘I didn't say it was stolen, though, Si. I only said you were bringing it home – ‘ ‘Well, that's fucking it then, isn't it?' roared Simon; his voice became a scream. ‘Her fucking son's standing for election, of course she wants to get the fucking goods on me!' ‘But she's the one who told me, Si, just now, she wouldn't have – ‘ He ran at her and hit her in the face, exactly as he had wanted to when he had first seen her silly frightened expression; her glasses spun into the air and smashed against the bookcase; he hit her again and she crashed down onto the computer table she had bought so proudly with her first month's wages from South West General. Andrew had made himself a promise: he seemed to move in slow motion, and everything was cold and clammy and slightly unreal. ‘Don't hit her,' he said, forcing himself between his parents. ‘Don't – ‘ His lip split against his front tooth, Simon's knuckle behind it, and he fell backwards on top of his mother, who was draped over the keyboard; Simon threw another punch, which hit Andew's arms as he protected his face; Andrew was trying to get off his slumped, struggling mother, and Simon was in a frenzy, pummelling both of them wherever he could reach – ‘Don't you fucking dare tell me what to do – don't you dare, you cowardly little shit, you spotty streak of piss – ‘ Andrew dropped to his knees to get out of the way, and Simon kicked him in the ribs. Andrew heard Paul say pathetically, ‘Stop it!' Simon's foot swung for Andrew's ribcage again, but Andrew dodged it; Simon's toes collided with the brick fireplace and he was suddenly, absurdly, howling in pain. Andrew scrambled out of the way; Simon was gripping the end of his foot, hopping on the spot and swearing in a high-pitched voice; Ruth had collapsed into the swivel chair, sobbing into her hands. Andrew got to his feet; he could taste his own blood. ‘Anyone could have talked about that computer,' he panted, braced for further violence; he felt braver now that it had begun, now that the fight was really on; it was waiting that told on your nerves, watching Simon's jaw begin to jut, and hearing the urge for violence building in his voice. ‘You told us a security guard got beaten up. Anyone could have talked. It's not us – ‘ ‘Don't you – fucking little shit – I've broken my fucking toe!' Simon gasped, falling backwards into an armchair, still nursing his foot. He seemed to expect sympathy. Andrew imagined picking up a gun and shooting Simon in the face, watching his features blast apart, his brains spattering the room. ‘And Pauline's got her fucking period again!' Simon yelled at Paul, who was trying to contain the blood dripping through his fingers from his nose. ‘Get off the carpet! Get off the fucking carpet, you little pansy!' Paul scuttled out of the room. Andrew pressed the hem of his T-shirt to his stinging mouth. ‘What about all the cash-in-hand jobs?' Ruth sobbed, her cheek pink from his punch, tears dripping from her chin. Andrew hated to see her humiliated and pathetic like this; but he half hated her too for landing herself in it, when any idiot could have seen †¦ ‘It says about the cash-in-hand jobs. Shirley doesn't know about them, how could she? Someone at the printworks has put that on there. I told you, Si, I told you you shouldn't do those jobs, they've always worried the living daylights out of – ‘ ‘Fucking shut up, you whining cow, you didn't mind spending the money!' yelled Simon, his jaw jutting again; and Andrew wanted to roar at his mother to stay silent: she blabbed when any idiot could have told her she should keep quiet, and she kept quiet when she might have done good by speaking out; she never learned, she never saw any of it coming. Nobody spoke for a minute. Ruth dabbed at her eyes with the back of her hand and sniffed intermittently. Simon clutched his toe, his jaw clenched, breathing loudly. Andrew licked the blood from his stinging lip, which he could feel swelling. ‘This'll cost me my fucking job,' said Simon, staring wild-eyed around the room, as if there might be somebody there he had forgotten to hit. ‘They're already talking about fucking redundancies. This'll be it. This'll – ‘ He slapped the lamp off the end table, but it didn't break, merely rolled on the floor. He picked it up, tugged the lead out of the wall socket, raised it over his head and threw it at Andrew, who dodged. ‘Who's fucking talked?' Simon yelled, as the lamp base broke apart on the wall. ‘Someone's fucking talked!' ‘It's some bastard at the printworks, isn't it?' Andrew shouted back; his lip was thick and throbbing; it felt like a tangerine segment. ‘D'you think we'd have – d'you think we don't know how to keep our mouths shut by now?' It was like trying to read a wild animal. He could see the muscles working in his father's jaw, but he could tell that Simon was considering Andrew's words. ‘When was that put on there?' he roared at Ruth. ‘Look at it! What's the date on it?' Still sobbing, she peered at the screen, needing to approach the tip of her nose within two inches of it, now that her glasses were broken. ‘The fifteenth,' she whispered. ‘Fifteenth †¦ Sunday,' said Simon. ‘Sunday, wasn't it?' Neither Andrew nor Ruth put him right. Andrew could not believe his luck; nor did he believe it would hold. ‘Sunday,' said Simon, ‘so anyone could've – my fucking toe,' he yelled, as he pulled himself up and limped exaggeratedly towards Ruth. ‘Get out of my way!' She hastened out of the chair and watched him read the paragraph through again. He kept snorting like an animal to clear his airways. Andrew thought that he might be able to garrotte his father as he sat there, if only there was a wire to hand. ‘Someone's got all this from work,' said Simon, as if he had just reached this conclusion, and had not heard his wife or son urging the hypothesis on him. He placed his hands on the keyboard and turned to Andrew. ‘How do I get rid of it?' ‘What?' ‘You do fucking computing! How do I get this off here?' ‘You can't get – you can't,' said Andrew. ‘You'd need to be the administrator.' ‘Make yourself the administrator, then,' said Simon, jumping up and pointing Andrew into the swivel chair. ‘I can't make myself the administrator,' said Andrew. He was afraid that Simon was working himself up into a second bout of violence. ‘You need to input the right user name and passwords.' ‘You're a real fucking waste of space, aren't you?' Simon shoved Andrew in the middle of his sternum as he limped past, knocking him back into the mantelpiece. ‘Pass me the phone!' Simon shouted at his wife, as he sat back down in the armchair. Ruth took the telephone and carried it the few feet to Simon. He ripped it out of her hands and punched in a number. Andrew and Ruth waited in silence as Simon called, first Jim, and then Tommy, the men with whom he had completed the after-hours jobs at the printworks. Simon's fury, his suspicion of his own accomplices, was funnelled down the telephone in curt short sentences full of swearwords. Paul had not returned. Perhaps he was still trying to staunch his bleeding nose, but more likely he was too scared. Andrew thought his brother unwise. It was safest to leave only after Simon had given you permission. His calls completed, Simon held out the telephone to Ruth without speaking; she took it and hurried it back into its stand. Simon sat thinking while his fractured toe pulsated, sweating in the heat of the wood-burner, awash with impotent fury. The beating to which he had subjected his wife and son was nothing, he did not give them a thought; a terrible thing had just happened to him, and naturally his rage had exploded on those nearest him; that was how life worked. In any case, Ruth, the silly bitch, had admitted to telling Shirley †¦ Simon was building his own chain of evidence, as he thought things must have happened. Some fucker (and he suspected that gum-chewing forklift driver, whose expression, as Simon had sped away from him in the Fields, had been outraged) talking about him to the Mollisons (somehow, illogically, Ruth's admission that she had mentioned the computer to Shirley made this seem more likely), and they (the Mollisons, the establishment, the smooth and the snide, guarding their access to power) had put up this message on their website (Shirley, the old cow, managed the site, which set the seal on the theory). ‘It's your fucking friend,' Simon told his wet-faced, trembling-lipped wife. ‘It's your fucking Shirley. She's done this. She's got some dirt on me to get me off her son's case. That's who it is.' ‘But Si – ‘ Shut up, shut up, you silly cow, thought Andrew. ‘Still on her side, are you?' roared Simon, making to stand again. ‘No!' squealed Ruth, and he sank back into the chair, glad to keep the weight off his pounding foot. The Harcourt-Walsh management would not be happy about those after-hours jobs, Simon thought. He wouldn't put it past the bloody police to come nosing around the computer. A desire for urgent action filled him. ‘You,' he said, pointing at Andrew. ‘Unplug that computer. All of it, the leads and everything. You're coming with me.'

Artemis Sportswear Company

What production and operational cost expenditures can be minimized, without effecting productivity or overall quality of the manufactured goods? Artemisia Sportswear has Identified the need to reduce operation costs that In the end will Limit profit gains. This requires an in-depth examination of overhead, employment numbers, and production rates to determine the best course of action for effective company management. A research team has developed a strategy to study and address this particular issue and present the findings to the Board of Directors.This research document will determine what production and operational cost expenditures can be enameled without effecting productivity or overall quality of the manufactured goods. Our team has discovered 3 keys for your company to reduce your overhead; cut production costs, employee reduction and production rates. Our first key is to cut production costs, as this is vital for the future of the business. Production cost is important to r educe because it decreases wastes, stalls over production, and limits possible defects in your company's products.The second key is o reduce employment numbers, and in Dalton how best to conduct this normally sensitive area. We also want to show you that through the use of effective management and hiring processes, the hiring of quality people will save millions of dollars each year. The final key is production rates and how it is important to have a well-adjusted rate for competition. Production rate is important because customers are constantly looking for better quality products and services and lower rate.Our team has examined these production expenses and the following will explain the ideas we have for your company throughout the operations department. Artemisia sportswear company needs to reduce their production costs by a significant amount, or else risk failure. Our research team has developed several ways to reduce production costs; such as waste reduction, over production , and defects. Reducing waste in the total cost of production is a good way to cut cost, and having too much product can create profit loss in your company.Waste reduction is an Important element of minimizing total cost of production (Wald, Johann, ; Aim, 2010). If our company minimizes waste In production by recycling defected products, or scrap material you may gain profit back by reducing any unused expenditures. In practice, the costs incurred in a production process include manufacturing costs, materials costs, quality loss cost, inspection costs, rework costs, and scrap costs (Wald, Johann, ; Aim, 2010). The team suggests selling defected products at a lower rate and creating a limited-time featured Item at a â€Å"special price† for items that are over produced.For Instance, If you eliminate the excess Inventory that Is spread ore useful than idle inventory (Reginald, 2011). This will help profits and limiting waste within your company. Another way for Artemisia Sport swear to reduce waste would be to cut down on equipment procedures and modernize the equipment being used. Some examples are to include using energy saving light bulbs, reducing usage of heating and air conditioning within the buildings, having a well-insulated building, and reducing the amount of equipment used to produce the products.Older devices consumed more electricity and generated more heat than newer products (Leper, 2011). The benefits that modern equipment brings are that they are easier to use and more reliable to use with the products you are selling. Also by modernizing the equipment your company currently uses, will also add more benefits to your products and increase profit margin by ways of added design features. A path of output fleet modernization led to several things worthwhile – profound savings, reduced paper consumption, operational efficiencies and heightened environmental friendliness (Leper, 2011).We want to render the company further to be moderniz ed and environmentally friendly. We believe every path leads to something worthwhile† (Leper, 2011). Artemisia Sportswear Company has a large number of producers; our goal in this section is to reduce that number by 30%. As a research team we do not want to target a certain group of employees. Most employers whom downsize will target these three types of groups; those who do not work as hard, employees based on age, gender, race, and sexual preference. To be sure, the term â€Å"targeted† could be interpreted in several ways.For example, it might mean (a) not random, and therefore based on performance; (b) strategic, and Hereford based on a particular organizational unit, such as a division or a specific line of business; or (c) cuts in pay (perhaps according to a sliding scale by organizational level), capital expenditures, or other operating expenses (Socio & Peg, 2004). As a research team we want to encourage you to not make these decisions based age, gender, race, o r sexual preference, as we pointed out, but to make the decision based on what is best for your company.The best way to really cut expenses in this example is to drastically cut pay from higher paid employees and educing employees based on performance. We want to increase your employee loyalty by showing employees that the company cares about their well-being, as this typically leads to better production out of your employees. Restructuring, including downsizing, often leads to predictable effects diminished loyalty from employees (Socio & Peg, 2004). Assuring the employees that Artemisia Sportswear is making these decisions based on performance and pay cuts will increase their loyalty.We also want to increase your company's profits, but in order to do so you must make a UT in your company's workforce, because as the law goes, happier employees creates more production which naturally leads to a reduction in employees. Another point is common among managers is that by downsizing the workforce, sometimes through across-the-board cuts in employees, boosts company profits (Socio & Peg, 2004). So, by an overall reduction in your workforce by this small amount will begin to increase your profit margin.We want to increase your company's rivalry with other competitors and prove to other companies and customers that your product is worthy of the industry in sportswear. When new competitors enter an industry the key to expansion within your company, by producing further enhanced and least expensive goods and services to the loyal customers within the industry. We want to increase the type of products that are for sale and the amount you sell them for. The intensity of rivalry among existing competitors can obviously influence company profitability (Sack & Nadia, 2002).We want to refrain from intense and extreme rivalry with your competitors. Intense rivalry may influence your profitability, but it can also result in all sorts of problems. We want to increase competition between companies, but in minimal amount. Firms in one industry may produce products that compete with products in another (Sack & Nadia, 2002). New and improved products are more reliable to customers; customers are also more fascinated to these newly developed products. We want to create highly enhanced products that will fit every customer's needs.For instance, minor league baseball not only competes with other sports events, but also amusement parks, theaters, substitute products such as pay-per-view cable channels that show first run movies or video stores that offer much better prices for movies once they have left theaters are major competitors (Sack & Nadia, 2002). We would like to suggest using limited time special products such as, professionally signed products like; baseballs, basketballs, hockey sticks, sports shoes, etc.The company would also benefit from having a limited time meet and greet with famous athletes. This will improve competition and allow a minimal amoun t of rivalry. The buyers of an industry outputs can lower the industry profitability by bargaining for higher quality or more services, and forcing down prices (Sack & Nadia, 2002). This is why as a company you should not give in to the customers' desire in change, as you will not always change your prices to please your customers, instead you can offer great quality for an affordable price.Buyers have the upper hand when an industry products are relatively undifferentiated (Sack & Nadia, 2002), but your company will not give buyers the upper hand. As a supplier to the sportswear industry you will want to increase your profitability as much as possible. Our team wants to make the company as a supplier more powerful within the competition. If there are only a few companies hat supply an entire industry, these powerful suppliers can squeeze profitability out of an industry unable to cover cost increases in its own prices (Sack & Nadia, 2002).This is where suppliers become more powerfu l by increasing profit and quality of the products being sold. When industries have limited access to materials needed for production, the power of suppliers becomes a major competitive force (Sack & Nadia, 2002). Your company will need to search for all the materials needed for your production and try to provide the products that the customers need and ant. Our research team has explained the 3 keys for Artemisia Sportswear Company to reduce costs and cut out any unneeded expenditures.We are confident that what we have explained in detail will save your company money through the processes explained above. We would like to assure the company that these time-proven, and highly successful ways of helping your business grow. If you would only imply these principles every so often when replacing equipment, you would be practicing a much needed pruning in your company which is necessary for any living thing to grow much more fully.

Muscle Milk - 1664 Words

Malyndah Gunawan Abdul afeefy Shamim akter Jonathan Faith Muscle Milk Father and son; Mike and Greg Pickett, Founded Cytosport Inc. in 1988. The product with good taste targets bodybuilders and athletes. Muscle Milk is not only designed with athletes or body builders in mind, but can be beneficiary to a wide range of individuals seeking to be stronger, healthier, leaner, livelier or bigger. CytoSport just obtained its NSF Good Manufacturing Practices (GMP) for Sport Registration, showing credibility that it does not contain any substances on the banned list recognized by the World Anti-Doping Agency, the National Football League, Major League Baseball, etc. (Bloomberg Business Week, 2008). Unlike other companies, Cytosport†¦show more content†¦The Protein H20 comes in a variety of fruit flavors including Grape, Grapefruit, Orange and Raspberry. The product contains 60 calories and is sugar-free. In today’s gym obsessed world, Cytosport is utilizing this is an opportunity to promote muscle milk, thus increase its market share, whilst creating value for the customers. Unfortunately there are several threats, Nestle USA is currently suing Muscle Milk saying that they do not have any actual milk in their product and that is â€Å"eceptively misdescriptive† (All Business 2008). A third party medical group may come out with research indicating that this type of product is unhealthy (all Business 2008). There are also over fifty other competitors in this Market including CNP professional Proslam, Strength Systems USA Muscle Blast, and AllMax Nutrition ISOFLEX. Pepsi Co might start their own line of product if they see this as a good revenue line That can also be a threat. Future FDA regulations on the product may cause us to cease operations. SO Strategy, we use strengths to take advantage of opportunities Use of their efficient Ramp;D team to develop new products quickly to respond to new distribution channels demands. We also use of experience and knowledge to create and address the specific needs of new segments of the market. Ex. Female athletes and children. WO Strategy, overcoming weaknesses byShow MoreRelatedGatorade, Powerade and Muscle Milk Essay575 Words   |  3 Pages In recent studies sports drinks like Gatorade, PowerAde, and Muscle Milk have been proven to be not fully truthful about their nutritional value and the impact it will have on some people. Gatorade is one of the most famous sports drinks on the market today. Ever since it was created in 1965 at in the labs of the University of Florida Gatorade was used to hydrate in drastic weather conditions. Also Gatorade was used to replenish the key nutrients lost during playing. 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