Biography Of Miles Davis Essay -- Jazz, Biographical, Music

Biography of Miles Davis Born on May 26, 1926, Miles Davis is considered to be one of the most influential jazz musicians in history. Being a trumpeter, keyboardist, composer, and band-leader, Miles is responsible for the popularization of many styles of jazz throughout his long and prolific career. Miles Dewey Davis was born into a well-to-do family in the town of Alton, Illinois. The family owned a large portion of a farm where Miles learned to ride horses as a young boy. In 1927 the family moved to East St. Louis. Miles' mother, Cleota Henry, encouraged him to play the violin while his father bought him a trumpet when he turned thirteen and arranged his first lesson with trumpeter Elwood Buchanan. One of the main reasons Miles' father chose the trumpet is due to the fact Cleota was annoyed by its sound. His teacher stressed a style of play that did not involve vibrato. Miles carried this style throughout his entire career. Buchanan would rap Miles' knuckles with a ruler every time he used vibrato. Miles had numerous offers from bands when in high school but his mother insisted he finish school before he continued with his music career. In 1944, the Billy Eckstine band came to St. Louis. Prominent jazz figures during the time including Dizzy Gillespie and Charlie Parker were part of the band. Due to one of the band members being ill, Miles took on the position of third trumpet for a couple weeks. After the band resumed its normal condition, Miles was left behind to finish his academic studies as requested by his parents. ... ...ived the Grammy Lifetime Achievement Award. Due to constant health issues in his later years, Miles passed at the age of 65 due to stroke, pneumonia and respiratory failure. Though Miles Davis' life ended at a rather early age, he left behind work that no other could attempt to emulate. His music is still enjoyed by those of all ages and will be renowned for the future of jazz music. Works Cited 1. "Miles Davis." Rock and Roll Hall of Fame. 6 Aug. 2007 . 2. "Miles Davis." Wikipedia. 6 Aug. 2007 . 3. "The Biography of Miles Davis." 6 Aug. 2007 .

Quality and Risk Scenario Essay

The HIM professional can have a direct impact on the quality or compliance of specific operations or employees within a healthcare institution. Healthcare institutions, such as hospitals, can be huge institutions made up of hundreds or even thousands of treatment or operation specific areas operation. This can include anything from the surgeon who performs coronary artery bypass to the neonatal intensive care nurse who directly cares for struggling newborns to the physical plant worker who makes sure all the lights in the building stay on and the operating room is maintained at a certain temperature. As an overall institution the thought of identifying risk and liability within the organization can be quite overwhelming and daunting. The best way to approach this is to break things down into specific issues or areas and focus on one thing at a time, with the overall goal to be improving quality and reducing risk to the institution. This paper will focus on three specific scenarios that represent an area of risk and liability for the institution. These three scenarios will include the safety of blood transfusions within a hospital, dealing with power failure risks within a hospital and using operational checklists to improve employee efficiency, consistency and reducing the human factor of making mistakes. Scenario one is to be specific to a scenario involving patient care and safety. The specific discussion here will be the use of blood transfusions within the hospital setting. This is a procedure that has been done for dozens of years even as medical science has made tremendous progress. The reality is that science just hasn’t found a synthetic way to carry oxygen through the blood stream and blood infusions still remain today the best way to do just that. While the best procedure out there for this, blood infusions don’t come without their risks and financial impacts. A study by the University Healthcare Consortium analyzed over 29,000 blood transfusions over a 7 year period from 2003-2009 (Williams, 2011). These transfusions ranged anywhere from scheduled routine outpatient surgeries to unexpected traumatic injuries brought in through the emergency room. The analysis identified many risks associated with blood transfusions, including poorly trained staff, lack of trained staff, minor hemolytic allergic reactions all the way up to severe anaphylactic reactions. The study was even able to identify that the time of day that the transfusion was performed could positively or negatively affect the patient outcome. So, while this can be a lifesaving procedure a blood transfusion should not be taken lightly. Another study published in the April, 2012 issue of the professional journal Anesthesiology was conducted by Johns Hopkins Hospital analyzing the outcomes of over 3000 patients who received blood transfusions. This study reveals that measuring the hemoglobin level in patients can be an accurate indicator of when a patient should receive a blood transfusion. This is a significant study because it could have a positive effect on both patient outcome and the financial costs involved in giving a blood transfusion. The Johns Hopkins study revealed that patients were being given blood transfusions when they really didn’t need it. A normal hemoglobin level ranges between 12-14 and the study reveals that a level as low as 7 or 8 is safe. Prior to this study the leading specialty societies, including the FOCUS research group (Functional Outcomes in Cardivascular patients Undergoing Surgury), set parameters that transfusions were definitely needed if the hemoglobin was below 7 and probably did not need a transfusion if the hemoglobin was 10 or above. But nobody ever set any parameters on what to do if the hemoglobin ranged between 7 and 10. This left the physician to decide when to start a blood transfusion. The Johns Hopkins study revealed that because of this most physicians always erred in the side of â€Å"safety† by ordering a transfusion any time the hemoglobin was at or below 10. But the Hopkins study has now determined that a hemoglobin of 7 or 8 can be considered safe. Giving blood to patients who have a hemoglobin above 7 shows no real benefit and truth is that the risk due to side effects may actually be increased. Remember that this procedure has been in place for decades and this new research was a game changer. The benefits to a hospital from the Hopkins study are tremendous. The study revealed that the costs to the hospital for one unit (300ml) of blood can cost as much as $1,100. While the donor gives the blood for free it must be analyzed for toxic diseases including Hepatitis and HIV (IMVS 2012). The blood is then separated into red blood cells, platelets and plasma, to be distributed specifically where needed. Include the storage and transportation costs and you can start to understand why blood is so expensive. Only giving blood when truly indicated has been shown to reduce the use of blood by up to 66% per institution with no change in outcomes to the patient including â€Å"length of stay, heart attack, stroke, death, and even the ability to walk† (Clark, 2012). This is where the HIM professional can come into play. The HIM can take research articles like this or even acquire their own research and then do training to educate the hospital staff. The Hopkins tudy indicated that when the HIM spoke directly with the surgeons and showed them the research there was a tendency to accept the new mindset and start delaying blood transfusions until the patient hemoglobin dropped below 7. This resulted in extra blood supply for those patients who truly need it and a significant reduced operating cost to the institution. It’s the HIM’s job to establish or change procedures that reflect changing and beneficial modalities and to get the information out to the hospital physicians and staff so they can help reduce institutional costs and ultimately benefit their own livelihood. This process can be done for hundreds or even thousands of processes currently in place within a hospital institution. Now we move on from our blood transfusion scenario to one involving the infrastructure of the hospital. The specific example to be used here is the hospital power supply. Hurricane Sandy revealed for many healthcare institutions in the north eastern United States that they were not as prepared as they thought. Some of these hospitals did have emergency generators in place, but they did no good for providing electricity when they were located in the basement of the building submerged in water from the flood. Sometimes it takes a real catastrophe for us to truly see how prepared we really are and how to improve. It’s crucial that a hospital be able to maintain electricity at all times. Almost every part of the building depends on electricity for staff to function and take care of their patients. Without electricity the lights won’t work, the furnace and air conditioners won’t work, the pumps won’t pump water through the pipes, ventilators will stop working and elevators won’t even be able to transfer sick patients between floors. These are some examples, but surely you can find many more failures if you look hard enough. For this reason, it is important that a hospital evaluate and have a plan in place to reduce the possibility of losing electricity and also have a plan in place if all safe guards fail. The concerns can truly be specific to a geographic area. For example, a hospital in the Midwest may not have to worry much about being hit by a hurricane, but it could be hit by a tornado. I spoke with hospital administrator Robyn Mazzolini at Advocate Lutheran General Hospital in Park Ridge, Illinois regarding how their hospital has addressed the issue of maintaining electricity to the facility. Robyn indicated that there were three specific issues of highest concern. They included the loss of power from the local utility company, flooding of the existing generators in the basement of the main hospital and damage from tornados. Robyn indicated that about ten years ago the hospital installed a generator in the basement of the main building that is capable of providing power to the entire ten story hospital, including all lights and HVAC. The problem was that the unit was very large and heavy and, as a result, had to be installed in the basement. A second generator was installed right next to the first to act as a backup generator should they lose power from the power company. These generators are also designed to operate on both natural gas or stored gasoline in the event the gas lines become compromised. This seemed to solve 90% of the scenarios that could come up. Then the neighboring community experienced a flood that shut down utilities for days and a few weeks in some areas. The hospital was concerned that they would be shut down in the event of a flood in their generator rooms in the basement. So, they added a third generator inside a remote area on the south perimeter of the hospital. This generator is located inside a concrete structure three floors above ground level. This is a smaller generator that will run specific areas in order for the hospital to stay functional. For example, this generator only supplies certain lights so that there is always enough visibility to operate. It also is designed to operate all electronics in the operating rooms, emergency room and critical care areas so there is no compromise to patient care. On the remaining medical floors there is one or two red colored electric outlets that operate off this third generator. In addition, this generator is not connected in any way to the basement level so that it can power the upper floors of the hospital even if the ground level is buried under 20 feet of water. The third generator is also enclosed in walls of reinforced concrete with the thought that it could withstand a tornado. It was the HIM and the HIT who were involved in the process to help determine the essential power needs of the hospital. The HIM evaluated the staff and the various facilities to determine that they could function treating most patients as long as there was one dedicated outlet within each patient room. The HIT also identified that the operating rooms, critical care areas and emergency room pretty much needed full power capabilities no matter what. The HIM and facilities managers both have a critical role in communicating the needs of the patients, staff and hospital to the engineers, administrators and building designers. And while Lutheran General Hospital was able to spend millions to prepare for a power disruption and pretty much covered every scenario, they still need to be ready to operate should all power to the facility cease. It is the HIM who can evaluate the various areas of the hospital based on resources, staffing and needs to determine the most critical issues to address first in the event of a total power failure. This takes a lot of time and energy and is probably an evolving process as conditions and resources change. But, in the end, it is the HIM professional who is able to connect all the dots to help bring the best solution for the organization. The third and final scenario presented here is related to staffing and how the HIM can help reduce risk and liability when it comes to the behavior of hospital staff. Hospital employees by their human nature are susceptible to making mistakes or forgetting to do certain things in the course of their patient care. Every health care institution, and any other business for that matter, strives to find ways to provide the best service possible to its customers. The challenge in improving service and reducing liability is finding a process that actually works. Ohio State University Medical Center found a way to improve the quality and consistency of patient care from its medical professionals. Ohio State did created a system of check lists to be used by hospital staff in their particular department and area of responsibility. So, there were many different checklists, but each employee only had one checklist that they were specifically responsible for. The University compared the outcome of over 3000 patients both before the check lists were used and then an additional 3000 plus patients after the checklists were used. The results were staggering. The study showed, for example, that the surgical death rate of patients decreased 47% when check lists were used compared to none used. Surgical infection rates were found to have decreased by 45%. These are dramatic results that clearly show a huge improvement in patient care and reduction of risk and liability. A possible cause for such improvement is that using checklists prevented medical staff from skipping a stop that could have caused a serious complication or infection. The aviation industry has proven that checklists work. When a pilot has a sudden engine failure there is plenty of room for panic and impulsive missed steps. This is why pilots are trained to immediately pull out their check lists, even if they have them memorized, and go systematically down the list to make sure that all steps are completed as indicated. This following of check lists has proven to significantly improve survivability of the aircraft during an emergency. The use of check lists seems to hold true for the health care industry, too, as the data clearly shows. The HIM plays a critical role in the development and rollout of these check lists to the various departments. The HIM must involve the hospital staff, managers and physicians in the process of developing a check list that easily and safely covers the needs of both the patient and the hospital. Once developed the HIM must develop and take the time to train the staff so that they understand the intent of the check lists as well as the individual steps and why they are to be completed. This training will ensure that the employees buy into the use of the check lists and choose to use them consistently with every patient. Theoretically, this should provide the same process and the same desired outcomes each time. Besides implementing the checklist program through training the HIM also plays an important role in developing a policy that says how the plan is to be implemented. Employees appreciate it when everything is clearly spelled out of what is expected of them. The HIM is in a position to deal with both the hospital administrator and the front line nurse who is physically caring for patients. This allows the HIM to obtain feedback and recommendations from all involved in the process and create or modify the plan as it is determined that changes need to take place. The HIM is possibly also in the best position to analyze the data to present the findings of the continued analysis to administrators to determine if the check list process is working or not. An example of a checklist that Ohio State University Medical Center used was the Pre-Op holding RN checklist that ends with transfer to the operating room RN checklist. Each nurse has specific duties to complete with their patient as they prepare them for their surgical procedure. The Pre-Op nurse can follow the check list to ensure that all required actions have indeed taken place. When transferring care to the operating room nurse the pre-op nurse passes on her check list to verify to the next nurse that everything has been completed properly. Each nurse is also required to ask the next receiving nurse if they have any questions. As you can see, this process really does maintain a high quality of continuity of care for the patients as they move throughout the various areas in the hospital during their stay. Cutting corners and skipping steps in the patient care process is significantly reduced if not completely eliminated and the HIM or HIT professional is involved all along in helping to create and improve the process within that hospital. This paper only discussed three scenarios in the process of seeking to maintain quality while reducing financial liability within a hospital environment. These processes can be used and applied towards the thousands of specific areas of responsibility that exist within a large health care facility like a hospital. The HIM professional really does play a crucial role in connecting the various departments and providers within a small or large healthcare institution. The HIM is in a position to know the pulse of the front line operations as well as the upper office administration’s intended direction going forward. The HIM professional can pull everyone together to compile data and make recommendations or changes that benefit the patient, the physicians and nurses, the facilities operators and even the top level administrators. There are few other individuals who are in such a good position to create such positive change. Quality HIM professionals will be in demand for many years to come.

Liberalism remains hugely influential in British Politics Essay

Liberalism remains hugely influential in British Politics, moulding the value systems and policies of all the mainstream political parties.’ Discuss. The prime focus of Liberalism is freedom and liberty; the type of liberty they strive for depends, however, on which of the two types of Liberalism is being referred to. Firstly; classical Liberalism, believing in negative freedom and progressive Liberalism leaning more towards positive freedom. I would argue that Liberalism does still have an influence in British politics; however I would not go as far as to say that it is ‘hugely’ influential. Firstly, I would outline that the Labour Party is possibly the least liberal in their political approach. Their manifesto does not set out many liberal policies due to their economical stance. The fact that Labour is traditionally a moderately socialist party, concentrating on equality within society and for this reason, they would steer away from the free-market and limited government intervention approaches that liberals may take to politics. The limited government that Classical liberals see as ideal would not appeal to the Labour party as they strive for the equality of their citizens and would feel that they need to impose policies, such as their policy on housing set out in their 2010 manifesto ‘No stamp duty for first-time buyers on all house purchases below  £250,000 for two years, paid for by a five per cent rate on homes worth more than  £1 million.’ This policy shows a socialist side to New Labour, highlighting a ‘from each according to his ability, to each according to his need’ ideology within Labour politics. However, progressive liberalism may be seen to have had more of an influence on Labour Party politics. The fact that the Labour party believes in imposing policies of equality on society implies that they value positive freedom. Policies put forward such as the Equality Bill; which has been justified as a consolidation measure bringing different strands of anti-discrimination law together while implementing EU directives; highlight the controlled aspect of the Labour party’s equality regime. It could be argued that in the past, aspects of Liberalism, although neither truly Classical or Progressive, such as Neo-Liberalism have had a significant influence on British politics as well as the policies and value systems of the Conservative party in particular. During Thatcher’s time in office, she highlighted an ideal of a pragmatic means to progress. The Thatcherite Conservative party saw Neo-Liberalism as an obvious way to adapt to the constantly changing nature of modern political thought. Tony Blair’s New Labour could also be seen as a Neo-Liberal third way government, on both a social and economic scale. The current Conservative party however, seem to be significantly less affected by Liberalism. Arguably, the free-market ideals that Cameron appears to hold are seen as Neo-Liberal; however, it is apparent that in the current coalition government that Britain is currently led by, this free-market and Neo-Liberal philosophy has been limited to the catch-all demands of mainstream politics. This is apparent in Conservative economic policies such as that put forward in their 2010 pre-general election manifest: ‘A five per cent pay cut for Ministers followed by a five-year freeze, and a 10 per cent reduction in the number of MPs.’ This policy in itself shows how Cameron’s Conservative party are trying to appeal to the masses in controlling the pay of ministers. This does not necessarily denote a free-market approach to the economy and does not play into the meritocratic values that have been seen in the Conservative party in the past. It could also be argued however, that more prominent economic policies put forward in the Conservative manifesto pre-2010 have shown that Cameron’s Conservatives are moving toward the Neo-Liberal, Thatcherite ideology that the Conservative party once had. Although this may not have been the case when Cameron first became the leader of the Conservative party in 2005, aspects of his party’s general election manifesto in 2010, such as: ‘Reduce welfare dependency’ and ‘Stopping tax credits to families with incomes over  £50,000’ have proven to have shown the party’s shift back towards Thatcherite economic politics. These policies show a move back towards meritocratic society and a distinct step away from the ‘something for nothing’ culture that has emerged in modern Britain. Finally, the Liberal Democrats; both by name and by nature; are arguably more influenced by Liberalism than any other mainstream political party. Progressive Liberalism can be seen clearly in certain aspects of their recent policies, on education for example: ‘Cutting class sizes to ensure children get the individual attention they need.’ This is a fine example of how the Liberal Democrats would like to impose positive liberty and freedom on its citizens; cutting class sizes would increase individual attention and therefore arguably create more freedom and liberty for pupils in the long-term. It could also be argued however, that the Liberal Democrats are no longer such a liberal party, but more of a third way political party; much like the Conservative and Labour parties who have shifted towards the centre of political ideals and values in order to also become more ‘catch-all’ and appeal to the masses. In conclusion, I would argue that broadly Liberalism is not hugely influential in British politics as a whole and does not necessarily mould the value systems and policies of all the mainstream political parties. However, I would argue that liberalism still remains influential in certain specific parts of each party’s policies and value systems; therefore remaining an influential force, to an extent, in British politics.

The Way Employee Union Are Organized in Malaysia

INTRODUCTION In the eye of history, Malaysian industrial relations undergo some valuable changes with the expanding European capitalism through Industrial Revolution from the early sixteenth century. Various parts of what is now Malaysia came under British rule some time during the nineteenth century. Then, the emergence of Malaysian industrial relations is also associated with immigrant laborers and British colonialism. Basically, industrial relations is known as relationship between employee, labour or employment. Industrial relations is not related to the relationships between one industry to another at all. And industrial relations in the public sector yet is referring to the relationship between the government and the public sector’s employees. The employer referred to in the public sector is the government which the employee will be under the power of them. As far as Malaysian industrial relations is concerned, the term public sector refers to the public services and to statutory authorities. Therefore, the term â€Å"public sector† refer to the federal and state government services, and to the federal and state statutory and local authorities. This government has been divided into few levels which is federal government (Ministry of Human Resource), federal statutory authorities (MARA), state statutory authorities ( Jabatan Agama Islam Johor) and also the local authorities (Majlis Daerah Segamat Selatan). We can see the differences between the public sector and those in private sector. The public sector has their own uniqueness which can be seen in few perpectives regarding to the principles underlying the systems, the parties involved, the way employees’ unions are organised, the way employees are grouped and also the machineries cater for industrial relations in the public sector. First of all, the public sector seems to be unique because of the principles underlying in industrial relations. The principles underlying in both public and private sectors are different at all. In Sec 52 of IRA stated that Parts 2, 3, 4 and 6 shall not apply to any public sectors since these parts are only been applied to the private sector. The principles involved are the trade unionism, recognition, collective bargaining and dispute settlements respectively. The trade union basically is an association or combination whether for employers and the employees too. The trade union is playing oles for protect the rights of workers by doing the collective bargaining to the employers. Before that, that particular trade union have to be recognized first to ensure that the collective bargaining may be successfully been achieved. The IRA requires that the union be recognized by the employer as the proper representative of those employees; in other words: the Act makes union recognition a ne cessary prerequisite to collective bargaining. Besides, regarding the collective bargaining, it is the principal means of improving the terms and conditions of employment of employees and thereby promoting their economic welfare. In contrast, all of these things are not applied to those public sector. And the largest employer in the public sector is represented by the federal government. Even the public sector has no collective bargaining and so on those the employer, employees and their trade unions also the government will sit together. This is based on the tripartite system which has been applied to this country. This tripartite system are made up of three parties which are the employer, employee and the government. There will be discussions made between them to resolve any disputes that arise among them This means the decision does not made by unilaterally; by the management on behalf of the employer without any interference by workers and the other parties. Next, the most unique characteristic that can be seen in Malaysian industrial relation system is the party involvement in the system. As we can see, Malaysia has allocated two areas in the employment sector, which is the public sector and private sector. It is important to differentiate between these two sectors. What is mean by the public sector actually? Public sector here refers to the Public Services as well as to Statutory Authorities. Statutory Authority in the other hand means a body established, appointed or constituted by any written law, whether federal or state, including a local authority. Thus, public sector is the largest sector in which the government acts as the employer of all civil servants. In addition, trade unions in the public sector are permitted to organize unions per ministry, department, profession or activity, as well as to join federations. Employees in statutory bodies (such as ports and the Employees' Provident Fund) are only authorized to join internal trade unions, which, in turn, may join the Civil Service Federation and the national trade union centre. Employees working for the defense sector, police force or prisons do not have the right to form or join trade unions. Then, there is no employer union in public sector as the federal, state governments and local authorities are said to act as the employer. Therefore, the government doesn’t need to form any union to represent themselves. Other than public sector, Malaysian also allocated the other areas for the servant whom is not in public sector which named private sector. This private sector servant usually involved the workers whom are working under their own employers. One of the biggest examples of jobs in this sector is from the banking sector. On the top of that, these private sectors have a little immunity that allowed the employers and the employees to form their union as the medium to protect their right. In fact, the union was also established to facilitate consultation and discussion for both sides. This is also help to communicate and understand each other well and ensure a conducive working environment as well as to avoid problem occurs. Moreover, the advantage of private sector unions is that they can carry out collective bargaining to voice their demands. The third uniqueness characteristic of public sector industrial relations in Malaysia is the ways employees are organized. What means here is the particular trade union must be representing of themselves only and not representing of the others. For example, regarding on the blue collar union and white collar union. Those in blue collar union can only represent for the blue collar union and those in white collar union can only represent for the white collar union . And the most important thing here is the employee unions in the public sector are organizing along ministry or department or occupation or statutory authority lines or local authority lines. It is because they want to determine the shape and nature of the public goods and services, which the members deliver so that workers and the communities they serve can see that the union is relevant to the needs of a changing world. It is good for the interests of all workers and the people who use their services and has a vision of the future, which ensures the centrality of unions in that future. The employees cannot join the trade union and also be an executive in another trade union. According to Oxford Dictionary, the term ministry is a government department headed by a minister. This means that a minister will heads every ministry. As in Malaysia we are headed by our respectful Prime Minister Y. A. B. DATO' SRI MOHD. NAJIB BIN TUN HAJI ABDUL RAZAK which he is also the minister in Ministry of Finance. Besides, Our Deputy Prime Minister Y. A. B. TAN SRI DATO' HAJI MUHYIDDIN BIN MOHD. YASSIN also is the minister in Ministry in Education. Examples of Ministry in Malaysia are Ministry of Human Recourse, Ministry of Education, Ministry of Defense etc. Basically we have 24 of ministry after the last reshuffle in 2009. The employee unions in the public sector are organizing by ministry because they have different services to be served for the public. For example, The Ministry of Health’s role is basically to lay the policy and the direction of health services in the country also to enforce regulations and be the regulator. The Ministry of Health does not have the same service to the other ministries like the Ministry of Higher Education. Thus, employees in the Ministry of Health cannot join the trade union of the Ministry of Higher Education. The employee unions in the public sector are also organizing by department. Every ministry will have their own departments. For example in Ministry of Defence, they have development department, administration department, policy department, national service department etc. Each department been leaded by different persons. They might be in the same ministry but they have different tasks and responsibilities to carry out but still have to communicate to each other even they are not in the same department. However, if they want to form a trade union, they must form according to their department because of their different works Next is they are organizing by occupation. If they are in the same department that does not mean that, they have the same job. For example, in Ministry of Health, they have medical department and in medical department, they have another small department, which are the development of medical department, the practise of medical department, the allied health science department, the telehealth department and the nursing department. The practise of medical department, which are the doctors, and the nursing department, which are the nurses, cannot forming the same trade union. The doctors will form their own trade union and cannot join the nurses’ trade union and vice versa. They are also organizing by statutory authority. According to Trade Union Act â€Å"statutory authority† means any authority or body established, appointed or constituted by any written law, and includes any local authority. Example of statutory authority is ATTORNEY-GENERAL'S CHAMBERS, CENTRAL BANK OF MALAYSIA, FEDERAL LAND DEVELOPMENT AUTHORITY (FELDA), NATIONAL PRODUCTIVITY CORPORATION (NPC), TELEKOM MALAYSIA BERHAD etc. They must form their own trade union and cannot join another statutory authority trade union. For example, TELEKOM MALAYSIA BERHAD workers cannot join FEDERAL LAND DEVELOPMENT AUTHORITY (FELDA) trade union because they have completely different work and an employee of a statutory authority can only join and been accepted as a member by a trade union whose membership is confined exclusively to employees of that particular statutory authority. They are also organizing by local authority. A local authority is an organization that is officially responsible for all the public services and facilities in a particular area. An employee of a local authority can only join or been accepted as a member by a trade union whose membership is confined exclusively to employees of one or more local authorities. There are four types of local government in this country who are prepared according to the hierarchy is The city also known as City Hall or the City Council, City also known as the Municipal Council, Rural areas also known as the District Council, Special area also known as the Corporation or Local Authority. Example workers in City (Municipal Council) cannot join trade union in Special area. The Fourth uniqueness characteristic of public sector industrial relations in Malaysia is the ways employees are grouped. The employees in the public sector may group themselves in union or in associations and still enjoy any of the benefits of union representation. This mean that the public workers can get any benefits of union representation even the public workers not joining the union. For the example, a teacher will get the salary increases in that year as decided by the government although the teacher is not a member of National Union of the Teaching Profession in Malaysia (NUTP). All the bargaining are discussed at the national level between the government with Congress of Employees in the Public and Civil Services (CUEPACS). Since the government is the employer of the public workers all of the decision is depends on the government budget. In contrast, in private sector, those who are not joining the trade union, thus will not get any benefits given to that particular trade union. For example, any benefits given to the Petronas Employers Union will not be given to any employers of Petronas who are not joining the trade union. Here we can see the advantages if those in the private sector are joining in the trade union since they will know their interest towards their job. They will know what their rights should get from the employers and the company itself, they can bargain more such as for the wages and also better working conditions. It is good for them to know their rights as well since they can make sure that their employer does not suppress their workers' rights. But in the same time, there will be some disadvantages to be in the private sector rather than those in public sector since the public workers may get the benefits whether ther are or they are not joining the trade union. Finally, finally yet importantly, the uniqueness of industrial relations in Malaysian public sector is the machineries that cater for industrial relation in public sector. In fact, these machineries in the public sector is unique and has no equivalent in the private sector. Thus, the following are the list of the machineries which are the first one is Salaries Commission and Salaries Committees. Then, it is followed by The Public Service Department, the Public Service Tribunal and last but not least, The Joint Councils. All these machineries have their roles in order to ensure the systematic structured in the public sector. Salaries Commission and Salaries Committees are appointed by the federal government and are necessary for the review of salaries and related conditions and these series of ad hoc commissions was kept on established since 1960s. The establishment of this commission is needed as they are also review working conditions and workers work as a whole or part of the public sector. Other than that, they are also assigned to make recommendations on those matters. In 1992 for example, the Special Committee of the Cabinet on Salaries makes the recommendations for the public sector and was known as New Remuneration Scheme and it has been renewed with the name Malaysian Remuneration Scheme in year 2002. Under this system, the employees got numbers of benefits such as paternity leave was introduced. . Thus, the reports from these two commissions will then be submitted to government and it is up to the government side, whether to accept or reject it. In fact, there is no legal obligation on the government to appoint such commissions or committees periodically, not to accept the recommendations made by them. If these recommendations submitted by them are not accepted by the government, then their recommendation will not be implemented. However, if these reports are being accepted by the government, then the recommendations will be implemented by the Public Service Department, which is also one of the important federal agencies in Malaysia. **** Next, move on the discussion on the matter of the Public Service Department (PSD) which is led by the Director General of Public Service. The PSD is organized along division lines in which there are eight divisions altogether as following divisions. The first one is recruitment division, and being followed by service division, training and career development division, wages and allowances division, pension division, negotiations division, The National Institute of Public Administration (Institut Tadbiran Awam Negara-INTAN) and finally the administration division. Each of this division has their own roles and function as for example the Service Division that formulates and implements personnel policies in the public services. These policies in addition cover such areas as the recruitment, confirmation, dismissal and re-employed of public service employees. Thus, this division also conducts all public service examinations, and it maintains the Government Staff Records Centre. Back to the main point, the Public Sector Department also acted as the human resources of the federal government and taking care only for the servant in the public sector. Besides, as being said above, the main function of PSD is to put into action on the accepted recommendations by the Salaries Commissions and Salaries Committee and thus, they are also responsible for all the implementation in the public sector includes supervise the National Joint Councils. Other than that, it is also functioned to negotiate any anomaly arising from the implementation of these recommendations with any public sector employees who is affected by it or with any organization of public sector employees whose members are affected by it. In short, the Public Service Department is responsible in initiating and also administrating personnel policies in all departments in which covered the public services employees too, from their recruitment until their retirement. ***** The Joint Councils (JCs) is machinery that is being modified from the Whitley Council machinery of the United Kingdom which was established in 1953. The Joint Councils is divided by two level which are the National Joint Councils and the Departmental Joint Councils. The National Joint Councils aim is to provide a body to establish communication through discussion between employers concerned and the government. It also constitute three councils which are one council for those in the Managerial and Professional Group and the other two councils are for employees in the Support Group. This councils are not available for Polices Forces, Armed Forces, Senior Managerial roup and public servants where the New Remuneration System (Sistem Saraan Baru-SSB) and Malaysian Remuneration System (Sistem Saraan Malaysia-SSM) does not apply. In the other side, the Department Joint Councils as well have it aim and functioned. This council provides a machinery to address any questions regarding work conditions and also obtain the views from the employees. It is also served for consultation between representatives of the ministry or department or statutory authority or local authority apprehensive and representatives of that ministry. ***** Finally, last but not least, the machinery that being use as a cater in the public sector is The Public Service Tribunal. The Public Service Tribunal was established in 1977 and it is to settle any dispute in regards to anomalies in the implementation of the recommendations by various Salaries Commission and Salaries Committees in which usually covered the issues regarding salaries and condition of service. Instead of that, any anomalies that come out will first referred to the Public Service Department (PSD). Once the Public Service Department rejected the claim, then the appeal can be made to the tribunal. The tribunal consists of a chairman and a panel of persons who have experiences and knowledge in matters of administration and was appointed by the Yang di-Pertuan Agong. However, this tribunal is being abolished in the year 2000 because the new approaches has already taken over and the new system will have a wider appeal. CONCLUSION As the conclusion, based on few perspectives that we have seen in comparing between both in public sector and private sector, the public sector seems to have their own uniqueness rather than the private sector. They are unique regarding to what has been applied to them regarding to the principles underlying the systems, the parties involved, the way employees’ unions are organised, the way employees are grouped and also the machineries cater for industrial relations in the public sector. Since the public sector have only one centered employer which is the government, thus the management of the public sector seems to be well-managed and well-organised rather than those in private sector which they have so many employers with different way of organizing their company at all. On the other hand, people works in the public sector also somehow get benefits than those working in private sector when everyone get the same things whether they are joining the trade union or not. REFERENCES )Wu Min Aun, (1982) Industrial Relations Law of Malaysia, page xviii, Heinemann Educational Books (LTD) 2)Dunston Ayadurai ,(2004) Industrial Relation in Malaysia Law and Practice, Third Edition 3)Maimunah Aminuddin,(1949), Malaysian Industrial Relations & Employment Law, Sixth Edition, page 6, Malaysia, MC GRAW HILL EDUCATION. 4)http://mgv. mim. edu. my/MMR/9004/900405. Htm retrieved june12,2011 5)http://survey07. ituc-csi. org/getcountry. php? IDCountry=MYS=EN 6) Zanko,M, (2002) ,The handbo ok of human resource management policies and practices in Asia-Pacific economies, United Kingdom, Edward Elgar Publishing. )Mumtaj Hasan, Harlida Abdul Wahab, (2003), Undang-Undang Pekerja Untuk Pengurus, Pahang, Malaysia, PTS Publication & Distributors Sdn. Bhd. 8)http://www. worldpsi. org/TemplateEn. cfm? Section=PSI_publications=2126=/ContentManagement/ContentDisplay. cfm 9)http://www. pmo. gov. my/? menu=cabinet=1797 10)http://www. mod. gov. my/ 11)2006-2007), The constitutional role of the Attorney General, Great Britain, Parliament: House of Commons: Constitutional Affairs Committee 12)http://www. moh. gov. my/ 13)http://www. malaysia-food-beverage. com/government. htm 14)http://mgv. mim. du. my/MMR/9004/900405. Htm 15)http://en. wikipedia. org/wiki/Local_government_in_Malaysia 16)Parenti, M, (2010), Democracy for the Few, Singapore, Cengage Learning. 17) 1920), National Lumberman, Commercial Journal Co. 18) http://www. unioncimb. org. my/home/news/TheFutureoftheTUMovementinMs ia-CIMBConferenceArticle. pdf 19)http://mgv. mim. edu. my/MMR/9004/900405. Htm 20)Bowling, A. , (1981), Delegation in General Practice, United Kingdom, Routledge 21)(1989), Trade Union Act 1959 and Regulations Details on Trade Union Act 1959, Amendment with Index and Cases, Kuala Lumpur, Malaysia, MDC Sdn. 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Arbitration Assignment Example | Topics and Well Written Essays - 250 words

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Ethical Legal Dilemma Advanced Practice Nursing Case Study I Week 3 Assignment

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