History of Psychological Assessment

Psychological assessment is considered one of the most important functions in applied psychology. In psychological assessment, the practitioner uses observation, interviews, and psychological tests to gain information about the client’s personality characteristics, symptoms, and problems in order to arrive at practical decisions about their behavior. In an assessment study, the practitioner identifies the main sources of clients’ problems and attempts to predict the likely course of events under various conditions. Psychological assessment is similar to psychological testing, but usually involves a more comprehensive assessment of the individual. Psychological assessment is a process that involves the integration of information from multiple sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interests or attitudes, as well as information from personal interviews (www. en. wikipedia. org). Psychological assessment refers to scientific methods psychologists often use to understand the human personality. When combined with information from interviews, observations, and other sources, assessments can help clients explore new and more effective ways of resolving human problems (Cantley, 2008, p. 1). History of psychological assessment The history of psychological and educational testing is a relatively short one, extending just more than 100 years. The term mental test was first used in print in 1890 by James McKeen Cattell (1890). This history is one in which necessity repeatedly begets innovation. Problems in the French schools, during a period that could be described as the advent of public ducation, where teachers first had to deal with larger class sizes comprising students with diverse backgrounds, encouraged Alfred Binet to construct what most individuals consider to be the first modem intelligence test. I use the term modem because it is reported that Chinese society around 2200 B. C. E. was a â€Å"test-dominated society† (Thorndike & Lohman, 1990, p. 1). At that time in China, various civil service positions were distributed by means of formal assessments of the skills of various, privileged applicants (Geisinger, 2000, p. 117). Exploring my selected event On our â€Å"History of Psychological Assessment Paper†, there are four different events and I chose the Minnesota Multiphasic Personality Inventory. Minnesota Multiphasic Personality Inventory Minnesota Multiphasic Personality Inventory (MMPI) is a widely used personality inventory intended to uncover a subject’s unconscious attitudes; the subject indicates agreement or disagreement with various statements and the results are scored in such a way as to assess personality. (Developed at the University of Minnesota). Historical Roots of MMPI  The original Minnesota Multiphasic Personality Inventory (MMPI) was developed in 1939 (Groth Marnat, Handbook of Psychological Assessment, 2009) using an empirical keying approach, which means that the clinical scales were derived by selecting items that were endorsed by patients known to have been diagnosed with certain pathologies. The difference between this approach and other test development strategies used around that time was that it was atheoretical (not based on particular theory) and thus the initial test was not aligned with the prevailing psychodynamic theories of that time. The atheoretical approach to MMPI development ostensibly enabled the test to capture aspects of human psychopathology that were recognizable and meaningful despite changes in clinical theories. However because the MMPI scales were created based on a group with known psychopathologies, the scales themselves are not atheoretical by way of using the participants’ clinical diagnoses to determine the scales’ contents. Explain why the event is significant Why I think the event is significant because the MMPI-2 is most commonly used by mental health professionals to assess and diagnose mental illness. The MMPI-2 has been used in other fields outside of clinical psychology. The test is often used in legal cases, including criminal defense, and custody disputes. The test has also been used as screening instrument for certain professions, especially high risk jobs, although the use of MMPI in this manner has been controversial. The test is also used to evaluate the effectiveness of treatment programs, including substance abuse programs is why I think that the even is important. How has MMPI affected the development of psychological testing in the 21st century? I do not think that MMPI will affect the development of psychological testing in the 21st century because Kaplan and Saccuzzo (2009) stated that, â€Å"In structured personality testing, the MMPI-2 appears destined to be the premier test of the 21st century. This favorable prediction for MMPI-2 is a turn-about from the 1982 prediction made in the first edition of this book. We had not anticipated the innovative approach of Butcher and colleagues in dealing with the original Minnesota Multiphasic Personality Inventory’s inadequate normative sample. Thus, future prospects for the MMPI-2 are indeed bright (p. 602). Summary Psychological assessment is one of the most important and complex activities undertaken by clinical psychologists. The goals of psychological assessment include describing the individual’s symptoms, identifying possible causes, evaluating the severity of the problem, and exploring the individual’s personal resources, which might be valuable in the decisions to be made. The future of psychological testing depends on many issues and developments. Professional issues include theoretical concerns, such as the usefulness of the trait concept as opposed to index of adjustment, the adequacy of tests, and actuarial versus clinical prediction. Moral issues include human rights such as the right to refuse testing, the right not to be labeled, and the right to privacy (Kaplan & Saccuzzo, 2009, p. 603).

Cricks view of politics Essay

This essay will explain Cricks views on politics, as outlined in his book ‘In defence of Politics’ (1962). That politics is a way to bring together differing opinions to resolves problems and disputes in a peaceful manner for the benefit of the majority and for the good of the populace. Cricks belief of what politics entails involves a democratic ideology and as we are considered to have a democratic society in which we live validating with quotes from cricks book. Also Crick highlights the importance of the difference of opinion people have, and such opinions being recognised, and being able to have freedom of speech, being unrestricted in the way that other countries are bound by dictatorship. Crick acknowledges that politics is never a straightforward business, in Cricks words, he describes politics as a â€Å"messy business†, being unpredictable, for example international and domestic events. This essay will use contemporary examples to show how this so. In the 2010 election, there wasn’t any party that had an overall majority (no party had more than half of members of parliament in the House of Commons), which meant that the Conservatives would be unable to have the majority of votes, to pass laws etc, without the support of other parties. In this case, the support came in the form of a formal coalition, with the Liberal Democrats. This being the first time Britain has had a coalition government in seventy years. This situation could said to be in accordance with what Crick asserted, that politics, ‘ideally draws all these groups into each other, so that each individually, and together, can make a positive contribution towards the business of government, the maintaining of order’ (Crick 1962: 18). Crick (1962: 16) stated that for some ‘politics is muddled, contradictory, self-defeatingly recurant, unprogressive, unpatriotic, inneficiant mere compromise, or even a sham or conspiracy’ . In contemporary society, many would argue that this is the case, and the reason why we are seeing parties such as UKIP becoming more populer. Politics can also be on a micro level,involving issues on a smaller scale, such as in the family home, for example, refering to Crick Jones states that ‘People or groups of people who want different things-be it power, money, liberty, ect-face the potential or reality of conflict when such things are in short supply’. For instance, a situation may arise where a husband being given an employment opportunity,involving relocation to  another city,compromise would have had to play a big part,for financial gain for the greater good of the family,as the earning potential of the husband is greater than that of the wife. In this situation issues of power also being present, the husband having the advantage,having the dominant position,simple due to earning more money. In conclusion, although Crick wrote his book in 1962, his ideas regarding politics , and the positive role, he believes it plays,is still applicable in contemporay society today. In the case of the present day coalition ,political parties of differing ideologies,have had to join together for the smooth running of the country, for greater good of the people. However, Crick also recognised that politics is still very much a messy, complicated process,and not everyone would feel that politicians were working in their best interests. Also that compromise plays a vital part on both a micro and macro level to reduce conflict.

Learning by Yourself or with a Teacher: What’s Better?

Some people think that it is always better to have a teacher while others believe that they can learn better by themselves. In my opinion, the best way of learning is always with a teacher. There are lots of reasons for that but I would like to focus on three of them which I consider most important. First of all, teachers can give me reasonable explanations when I do not understand subject matters. It is always better to have a teacher, whom I can depend on, to solve the problem or to dispel my confusion. Otherwise, I would learn the subject by heart without comprehending its real meaning. Second, since an educational process is difficult people often make mistakes while exercising or learning. That is way, it is always better to learn with a teacher who will correct my mistakes and focus my attention on the reasons why I make such. In addition, dealing with students and assisting them gain higher levels of knowledge make teachers into people with a great deal of experience and erudition. I think that they can help me not only manage with difficulties but they can also pass on me a bit of their wisdom and knowledge. On the contrary there are those who think that they can learn better by themselves than with a teacher. The reasons might be that they feel sufficient self-confidence or they do not need any outer help while learning and exercising. Besides correcting mistakes and giving different explanations, teachers are valuable sources of advice and help. That is why, I truly believe that it is always better to have a teacher when I climb the ladder of success.

Linking Psychopathy and violence risk assessment Assignment

Linking Psychopathy and violence risk assessment - Assignment Example One way of achieving this is by seeking to develop â€Å"actuarial risk assessment tools to help improve clinicians' ability to evaluate patients' risk of violent behavior in practice by statistically optimizing predictions of violence†. (Elbogen, et.al, 2005, p.133-141) As research team of Eric Elbogen, Matthew Huss, Alan Tomkins and Mario Scalora suitably illustrate in the article, several such tools are currently being employed by psychiatric practitioners in clinical settings. And a consensus seemed to have emerged among the practitioners and researchers establishing a strong correlation between psychopathy (usually measured by the Psychopath Checklist – PCL; and presently PCL-Revised) and future violent behavior. The results indicate that Clinical staff in public sector settings would be very amenable to using the PCL; the PCL would seem to have great intuitive appeal to clinicians. However, that more experienced staff perceived PCL results to be available reveals a need for more effort to target disseminating risk measure results. (Elbogen, et.al, 2005, p.133-141) The total psychopathy score is arrived at through chart review and semi-structured interview.

Employment flexibility - Australian perspective Essay

Employment flexibility - Australian perspective - Essay Example It is mainly due to the changing economic conditions and business scenario of the entire globe. By doing so, the organization might cope-up with the changing market conditions and requirements of the customers. As a result, the efficiency and effectiveness of the organization enhances resulting in amplification of its brand image and reputation in the market among others. Other than this, the demand and requirements of the products increased to a significant extent resulting in enhancement of its brand equity and profit margin in the entire market among other competitors operating in similar field. However, in order to increase the rate of competitiveness in global perspectives, maximum extent of the organizations desires to implement the concept of flexibility in the employment conditions of the workers. This helps the employees to avail the facility of varied working schedules and timings resulting in improvement of the morale and performance level of the employees. As a result, th e level of productivity of the workers and organization enhanced to a considerable extent thereby enhancing its level of sustainability in this competitive scenario among other rival entrants. Thus, this concept proved extremely effective for the organizations and the workers operating in Australian market (Macdonalds, 2003). What Is Flexibility In Employment Mean? According to Reilly (2001), flexibility in working conditions means that getting adjusted to the economic conditions and also the working schedules so as to increase the productivity and efficiency of the organizations in the market among others. Not only this, it might also prove effective for the employees to increase their morale and dedication towards work resulting in amplification of their performance in the organization. Moreover, this concept is appreciated both by the management as well as the employees of the organization as it highlighted the outcomes-oriented approach. This means that time is not the prime con straint, but outcome or productivity is the prime thing. The employee had to offer the amount of work allotted to him or her in his preferred or ideal time so as to improve their level of performance and motivation as well. Thus, the National Qualification Framework (NQF) offered more concentration over outcome-oriented approach rather than time-control approach in Australian organizations (Reilly, 2001). Thus, this approach is highly appreciated by both the employers and the employees of the Australian organization as compared to others. Literature review According to Auer & Cazes (2003), employment flexibility is one of the innovative concept emerged in the recent age. The prime reason for the introduction of this concept is to motivate both the employees and the employer of the organization. The main aim of the employer of any organization in this age is to enhance its range of profit thereby fulfilling both the basic and psychological needs of the employees. Only then, the emplo yees would become satisfied and as a result their level of performance and inner dedication might improve. Due to which, the level of efficiency and devotion towards the responsibilities of the work might enhance resulting in fulfilment of the common objective of the organization. Side by side, by observing the dedication level of the senior employees, the juniors might also adopt the similar working behaviour and culture resulting in enhancement of the total sales and ROI of the Australian organization in the entire globe among other rivals (Government of

Analysis of International Politic Article Example | Topics and Well Written Essays - 250 words

Analysis of International Politic - Article Example mon man, in most cases, for over three to four decades in power and still had no inclination to leave office unless they were over thrown from their lofty pedestals which they inevitably were eventually. The sacrifices of these brave people bore fruit yet gradually but surely the euphoria of getting rid of these corrupt regimes is slowly giving way to a feeling of hopelessness and helplessness. Why? The answer to this simple question is also simple. These dictators ruled their countries with such a strong iron fist that once they are gone they have left behind a huge vacuum which cannot be filled soon. Such was their hold on power that after their removal the whole governmental machinery has come to a halt. Another alarming aspect of this whole scenario is that these rulers were able to extend their illegal governments with the help of the military-mullah nexus. So once they have been booted out of power the only logical substitute are the men in uniform or the Islamic fantasists, an even gloomier prospectus indeed. In fact if we seriously consider the issue these new forces now vying for power in these countries are an extension of the old regimes, as once a scholar wrote: â€Å"New Wine In Old Bottles† (Thompson, 1962: 125). It is fully justified to add that the West, especially the successive United States governments, in order to promote their own interests have been instrumental in safeguarding and prolonging these corrupt regimes and the individuals at their helm and are equal to blame for the misery these rulers have perpetuated on their people, by silencing dissent of any kind though the Constitution of the United States guarantees freedoms (like that of speech) for its own citizens. If conclusion if the regressive forces in favor of status quo are once again successful in occupying the echelons of power in these countries America and the West would be solely responsible for all these sacrifices to have been in vain and a black blotch on Western history,

Practical Implication of Balance Scorecard on Essay

Practical Implication of Balance Scorecard on - Essay Example In their studies, they described the balanced scorecard as a management system for strategic planning that enables both profit and non-profit-organisations to state clearly their visions and underlying strategies and then transform them into actions. Smith (2005) in his studies described the balanced scorecard as a performance management tool that is used by organisations to align their activities along with their strategy and vision, secondly, to improve external and internal communication of the organisations and thirdly to monitor performance against the sets goals/ objectives. The report will use the Apple Inc as the case study and it is of essence to note that Apple Inc is largely an information and technology company that mainly specializes in designing, manufacturing, and selling of computer hardware and software, and consumer electronics such as personal computers, phones and television pads, among others. The company presently, has its headquarters at the state of California in the United States of America but it has a wide branch network of over 300 stores located in 14 countries across the world. According to OGrady (2008), Steve Jobs, Steve Wozniak, and Ronald Wayne originally formed the company in 1976 and by 1980; the company marked a major milestone by being listed at the stock exchange. Mr. Arthur Levinson as the chairperson currently heads Apple Inc while Mr. Tim Cook is the chief executive officer of the company. The critical analysis of the critical implications of the balanced scorecard in Apple Inc will help to explain how the management system contributed to the company’s current success and how it intendeds to further propel the company into greater success. The charts below demonstrate how each of these products and others performs or sells in the market in terms of the revenue they generate, and the revenue generated by the company from different regions or markets where it has

Life mistake Essay Example | Topics and Well Written Essays - 500 words

Life mistake - Essay Example Over time, my naivety led me to yield to such pressure and I began indulging in unacceptable social behaviour. This paper will describe this significant life mistake that I made years back. I remember clearly that turning 12 was an exciting event. When I was ten years old, my mother had told me about the challenges teenager faced during adolescence. She had tried to guide me and prepare me for the most significant transition from childhood to adolescence. Despite her efforts to prepare me, adolescence came sooner than I thought and brought about multiple changes in my life. Many of my friends had the conviction that, the adolescent stage presented an opportunity for them to explore different things that adults did (Pickhardt, 2011). Since I was confused and faced an identity crisis as I grew older in the teenage years, I faced a constant temptation to please my friends. Therefore, I tried out all the things they suggested. Initially, I did not see any harm in joining my friends in their ventures as the activities they indulged in were exciting. However, with time, my friends began to adopt habits that were considered socially wrong. For example, they encouraged me to try out smoking when I was only fourteen (p. 23). Personally, I was against smoking because I knew its numerous side effects, but, the pressure from my friends to prove myself an adult using the puff was overwhelming, so I eventually gave in. Smoking was not the worst thing that I did as a result of yielding to peer pressure. I became overly rebellious and would often sneak out at night to go to clubs and theatres. This continued for sometimes despite the warnings from my parents and teachers who had noticed that I had changed. Although they tried to counsel me, I was unwilling to accept counsel at that time. However, on one fateful night, when my friends and I were out clubbing, the security officers realized that we were

Who commits crimes Essay Example | Topics and Well Written Essays - 1000 words

Who commits crimes - Essay Example According to Wolfgang, Figlio, and Sellin, (1987) a small percentage of offenders commits a large proportion of criminal offenses. Stated in another way, there are only a few individuals who are repeat offenders or career criminals. The common perception of most people is that more criminals equal more crimes, but the theorists above have proven otherwise. Based on studies they have conducted, they advocate that only a number of crimes may actually be attributed to a few people. Their findings are important in the sense that they show the pattern of behavior that we can expect from potential career criminals. Their study points out that most of these career criminals come from a poor background, have a history of delinquency, and have a lower grade point average while they are in high school. In possibly understanding and curtailing criminal tendencies in potential career criminals, we look into the problem children in school. In the cohort study conducted by Wolfgang and his associa tes, they uncovered that many of the male offenders were arrested only once or twice, about 19% of the offenders were repeat offenders, and a very small percentage – about 6% were arrested 5 or more times (Wolfgang, 1972, as quoted by Spelman, 1993). Their study implies that we can unearth career criminals by looking into a small percentage of people in the criminal pool. They are the ones we need to worry about because the criminal justice system has become ineffective in rehabilitating them. In a big way, their time in jail may have actually made them hardened criminals. Their findings also indicate how important it is for us to identify and establish factors which may invite and breed criminal behavior. Simply looking into a person’s race, social class, gender, and age is not enough in order to predict criminal behavior. By tracing the pattern of behavior of one criminal, it will tell us a lot about whether or not he is a potential career criminal (Hagan,

Word documents Essay Example for Free

Word documents Essay With the rampant use of the inter net today, the students in todays generation get their resources from the world wide web. In effect, most of the resources are easily copy-pasted to the students word documents. It is very likely for them to be accused of plagiarism. Now research resources can still be integrated into paper works without the worry of plagiarizing. There are certain methods on how to properly cite resources. First thing that would leave a writer out from damage is to cite their sources. Acknowledge the author of the source and then discuss the details of the specific source. It can be done through paraphrasing and quoting from the original source. The method of quoting first and then explaining what that specific passage is can also be effective. Quoting is a harmless way of integrating a source into ones work. The citation is very important as well. It is important to indicate page numbers and even line numbers for the sake of references. Another good method would be introducing the author and then following it with a brief summary (Alred, 2003, p. 153). An example would be: Fear Itself: Depression Life is written by Robert McElvaine and discusses how the Great Depression has hit Americans. It talks about how Americans in the early 20th century battle with starvation and unemployment, which affected a lot of Americans. Soon, the situation helped them change to become a better person. The country has suffered the Great Depression in the 1930s. People got mixed perceptions in this difficult time though (McElvaine, 1993, p. 23). Notice how the paragraph started with the authors name and immediately gives a background of the article he wrote. The importance of doing this right away in the first paragraph is for the sake of coherence in writing. With proper citation, paraphrasing and summarizing research sources can be integrated into another persons writing without plagiarism. References Alred, G. (2003). Handbook of Technical Writing. Michigan: St. Martins Press. Lester, J. (2005). Research Paper Handbook: Your Complete Guide. California: Good Year Books. McElvaine, R. (1993). The Great Depression: America, 1929-1941. New York: Times Books.

Organizational Commitment and Pay Satisfaction

Organizational Commitment and Pay Satisfaction LITERATURE REVIEW This chapter discusses about organizational commitment and pay satisfaction and dimensions under these two variables. ORGANIZATIONAL COMMITMENT Meyer, Allen, Smith (1993) say that the three types of commitment are a psychological state that either characterizes the employees relationship with the organization or has the implications to affect whether the employee will continue with the organization. Meyer et al (1993) continue to say that generally the research shows that those employees with a strong affective commitment will remain with an organization because they want to, those with a strong continuance commitment remain because they have to, and those with a normative commitment remain because they fell that they have to. Meyer Allen (1997) define a committed employee as being one stays with an organization, attends work regularly, puts in a full day and more, protects corporate assets, and believes in the organizational goals. This employee positively contributes to the organization because of its commitment to the organization. Organizational commitment is a psychological state that binds an individual to the organization. It is a link between an employee and the organization that makes turnover less likely (Allen Meyer, 1990). Affective commitment is defined as an employees emotional attachment to, identification with, and involvement in the organization (Allen Meyer, 1990). Continuance commitment is a desire to continue to engage in consistent lines of activity as a result of the accumulation of Aside [emailprotected] which would be lost if the activity were discontinued (Allen Meyer, 1990; Becker, 1960). A considerable amount of research in the field of organizational commitment, which is aimed at locating the antecedents and the correlations with variables like turnover and absenteeism. In order to have a good understanding of the construct of organizational commitment, Table 2.1 was constructed to presents the historical definitions of organizational commitment. Liou Nyhan (1994), Guffey, et al. (1997) A. The attitudinal approach refers to the attitude that an employee has towards ones organization. B. The Behavioral approach states that an employee becomes attached or committed to an organization based on one;s individual investment of time, money or training that would be lost of one left the organization. A) an employee who has a high organizational commitment will: strongly belief in and accept the organizations goals and values exert a significant effort for the firms benefit desire to remain as a member of the organization Porters, Steers, Mowday and Boulian (1974) The relative strength of an employees identification with and involvement in a particular organization. Three factors influencing organizational commitment: acceptance of the organizations goals and values willingness to work on behalf of the organization strong motivation to remain in the organization. Development of organizational commitment is a process that evolves through stages over a period of time. Sheldon (1971), Buchanan (1974) Positive evaluation of the organization and the intention to work toward its goals. Buchanan (1974) a) identification adoption as ones own the goals and values of the organization b) involvement psychological immersion or absorption in the activities of ones work role c) loyalty a feeling of affection and attachment to the organization. Hrebeniak and Alluto (1973) The unwillingness to leave the organization for increments in pay, status, or professional freedom or for greater colleague friendship. Kantor (1968) Willingness of social actors to give energy and loyalty to the organization. Becker (1960) Employees organizational commitment develops through their actions and choices over time. Commitment is viewed as a function of employee behavior. Multiple definitions of organizational commitment are found in the literature. Bateman and Strasser (1984) state that organizational commitment has been operationally defined as multidimensional in nature, involving an employees loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organization, and desire to maintain membership. Mowday, Steers, and Porter (1979) identified commitment-related attitudes and commitment-related behaviors. Porter et al. (1974) discuss three major components of organizational commitment as being a strong belief in and acceptance of the organizations goals, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership. Sheldon (1971) defines commitments as being a positive evaluation of the organization and the organizations goals. According to Buchanan (1974) most scholars define commitment as being a bond between an individual (the employee) and the organization (the employer), though his own definition of commitment. According to Maume (2006) Organizational Commitment is typically measured by items tapping respondents willingness to work hard to improve their companies, the fit between the firms and the workers values, reluctance to leave, and loyalty toward or pride taken in working for their employers (Maume, 2006). Meyer and Allen (1991) and Dunham et al (1994) identified three types of commitment; affective commitment, continuance commitment, and normative commitment. Normative commitment is a relatively new aspect of organizational commitment having been defined by Bolon in 1993. AFFECTIVE COMMITMENT Affective commitment is defined as the emotional attachment, identification, and involvement that an employee has with its organization and goals (Mowday et al, 1997, Meyer Allen, 1993; OReily Chatman). Porter et al (1974) further characterize affective commitment by three factors (1) belief in and acceptance of the organizations goals and values, (2) a willingness to focus effort on helping the organization achieve its goals, and (3) a desire to maintain organizational membership. Mowday et al (1979) further state that affective communication is when the employee identifies with a particular organization and its goals in order to maintain membership to facilitate the goal. Meyer and Allen (1997) continue to say that employees retain membership out of choice and this is their commitment to the organization. CONTINUANCE COMMITMENT Continuance commitment is the willingness to remain in an organization because of the investment that the employee has with nontransferable investments. Nontransferable investments include things such as retirement, relationships with other employees, or things that are special to the organization (Reichers, 1985). Continuance commitment also includes factors such as years of employment or benefits that the employee may receive that are unique to the organization (Reichers, 1985). Meyer and Allen (1997) further explain that employees who share continuance commitment with their employer often make it very difficult for an employee to leave the organization. NORMATIVE COMMITMENT Normative commitment (Bolon, 1993) is the commitment that a person believes that they have to the organization or their feeling of obligation to their workplace. In 1982, Weiner discusses normative commitment as being a generalized value of loyalty and duty. Meyer and Allen (1991) supported this type of commitment prior to Bolons definition, with their definition of normative commitment being a feeling of obligation. It is argues that normative commitment is only natural due to the way we are raised in society. Normative commitment can be explained by other commitments such as marriage, family, religion, etc. therefore when it comes to ones commitment to their place of employment they often feel like they have a moral obligation to the organization (Wiener, 1982). PAY SATISFACTION To fully understand the concept of pay satisfaction, it is necessary to review research on the construct. From the inception of organizational science, pay has been considered an important reward to motivate the behavior of employees (Taylor, 1911). Yet it was not until theorists began exploring fairness in social exchanges (Adams, 1963) that the specific cognitive mechanisms through which pay motivates workers began to become clear. Soon after, organizational researchers hypothesized that feelings of fairness lead to organization relevant attitudes such as job satisfaction (Locke, 1969) and, more specifically, pay satisfaction (Locke, 1976), and that these attitudes impact employee behavior within organizations (Farell Stamm, 1988; Judge Bono, 2001; Scott Taylor, 1985; Tett Meyer, 1993). Pay satisfaction has received considerable research attention since the constructs introduction into the literature, although conceptualization of the construct has changed over time. Table 2.2 constructed by Faulk II (2002) traced the development of the pay satisfaction construct from pay level research to current multi-dimensional approaches. The first model includes pay and recognizes that pay has implications for employee behavior in organizations but does not explain why this is so. Initial research on pay satisfaction relied upon equity (Adams, 1963) and discrepancy theories (Lawler, 1971) to explain how individuals determine satisfaction with pay. Treated as a global construct in these models, pay satisfaction motivates individuals to engage in certain behaviors, but these approaches do not specify which behaviors will be chosen. In the late 1970s, Heneman and Schwab (1979) built upon the work of Lawler (1971) and Dyer and Theriault (1976) to develop the modified discrepancy model that proposes that pay is multidimensional; Heneman and Schwab (1979) describe five related but unique dimensions whose antecedents and consequences depend on the different ways they are administered within organizations. PAY Pay has long been considered one of the most important organizational rewards (Heneman Judge, 2000) because it allows employees to obtain other rewards (Lawler, 1971). Frederick Taylor (1911) was one of the earliest to recognize the motivating effects of pay when he proposed that workers put forth extra effort on the job to maximize their economic gains. Although this premise lost favor in the late 1920s with the emergence of the human relations school (Wren, 1994), money remains the fundamental way that organizations reward employees. Yet, despite the long-standing importance of pay, the way pay impacts the behavior of employees remains to be explained. Reinforcement theory and expectancy theory emerged as the earliest theories to shed some light on how pay influences employee behavior. REINFORCEMENT THEORY Reinforcement theory (Skinner, 1953) suggests that pay acts as a general reinforcer because of its repeated pairing with primary reinforcers. People learn from life experiences that a primary need, such as food or shelter, can be satisfied if money is obtained. Other theorists suggest that through similar experiences a drive for money itself develops (Dollard Miller, 1950). Whether treating pay as a means to an end or as an end itself, reinforcement theory does not provide a clear explanation for how pay acts as an impetus for action. People engage in behaviors because of past experiences, but the process by which past experiences determine an individuals future behavior remained unclear. EXPECTANCY THEORY Vrooms (1964) expectancy theory helped clarify how pay influences future behavior. According to expectancy theory, three components determine motivation: 1) a judgment regarding the likelihood that an effort leads to a certain level of performance (expectancy); 2) a judgment regarding the likelihood that this level of performance leads to a certain outcome (instrumentality); and 3) the importance of the outcome to the individual (valence). Life experience, the key determinant of behavior as suggested by reinforcement theory, influences the determination of both expectancy and instrumentality. If an individual has prior experience which leads him or her to believe that a certain level of effort will lead to a given level of performance and that this level of performance will lead to a given outcome, that person will be more likely to engage in that behavior, if the outcome is desirable (high valence). Vroom (1964) suggests that pay motivates behavior only if valued by the employee or if pay allows individuals to obtain some other highly valued outcome. UNIDIMENSIONAL PAY SATISFACTION One key component not specifically delineated by either reinforcement or expectancy theory is the desirability of the outcome. This suggests an affective reaction to the outcome that influences an individuals behavior. Herzbergs (1968) two-factor motivational model provides an important link between pay research and pay satisfaction research by suggesting that it is the individuals affective reaction to pay, pay satisfaction, that impacts motivation. Herzberg (1968) suggests pay is a hygiene, or contextual factor, that prevents an employee from being motivated by such things as the work itself. Herzberg (1968) suggests that if an organization wishes to motivate employees, the organization must first make sure pay and other hygiene factors are at such levels that dissatisfaction does not occur. Along with reinforcement (Skinner, 1953) and expectancy theories (Vroom, 1964), Herzbergs (1968) two-factor theory begins to explain why pay is generally regarded as a major mechanism for rewar ding and modifying behavior (Opsahl Dunnette, 1966). However, it is difficult to relate pay directly to outcomes. It is actually attitudes such as pay satisfaction that have been shown to be important intervening variables in the relationships between pay and outcomes. Once research recognized an employees affective reaction to pay is what is important, not simply objective pay, it was necessary to determine the nature and domain of pay satisfaction, its antecedents, and consequences. Initially, pay satisfaction was conceived as a unidimensional construct. It was assumed an individual has a general feeling about his or her pay and that this overall feeling is an important determinant of the individuals attitudes and behaviors (Lawler, 1971). Equity and discrepancy theories offer insight into how pay satisfaction is determined and suggests possible consequences of pay dissatisfaction. EQUITY THEORY Equity theory suggests that individuals are interested in maintaining fairness in their relationships with organizations. Fairness is determined by social comparison (Festinger, 1957) based on a social exchange (Homans, 1961). The exchange takes place between the individual and the organization. As shown in Figure 2.1, the individual examines the ratio of what is received from the organization (outputs) to what is contributed to the organization (inputs). Outputs include pay, time-off, benefits, and recognition, while inputs include experience, tenure, effort, and education. Once the ratio is determined, the individual compares his or her ratio to a referent others ratio. This referent other can be someone doing a similar job within or outside the organization, someone doing a different job in the organization, or even the focal individual at a different point in time. The more similar the ratios are, the greater the satisfaction. However, if the ratios are significantly different, t ension will result, and the individual will be motivated to reduce that tension. To reduce this tension, the individual may change his or her behavior, cognitively adjust his or her inputs and/or outputs or those of the referent, change the referent, or exhibit withdrawal behaviors (Adams, 1963; Campbell Pritchard, 1976). Clearly, providing an employee with a satisfactory pay package is important to the operations of an organization. If employees do not feel they are being treated fairly, they will act to reduce the tension caused by inequity. For example, if the employee feels the output/input ratio is below the referent other, the employee may reduce the number of organizational citizenship behaviors (OCBs) exhibited (Organ, 1994; Williams Anderson, 1991). Alternatively, the individual may come in late, miss work altogether, or quit the job. If the employee is a strong performer, none of these activities benefit organizational operations. Equity theory is an important advancement in the study of pay satisfaction because it explains how individuals form an attitude regarding pay. Equity theory also suggests that once an attitude regarding pay is formed, this attitude will cause individuals to act in certain ways, either maintaining their current behavior or changing their behavior in order to reach a state of satisfaction. Although equity theory offers a range of behaviors that individuals may engage in to reduce perceived inequity, it does not suggest how strong an influence perceived inequity has on each of the outcomes. DISCREPANCY THEORY Another relevant social cognitions theory that is important in the development of pay satisfaction research is discrepancy theory (Lawler, 1971). As shown in Figure 2, discrepancy theory builds on equity theory by incorporating inputs and outputs to form a perception of fairness and uses a referent other in this assessment. However, discrepancy theory adds important variables, revises the mechanism by which individuals determine their level of satisfaction, and incorporates expectancy theory (Vroom, 1964). The focal individual assesses his or her level of inputs and uses a referent others inputs and outcomes to partially determine the amount of pay that should be received. A difference between this model and equity theory is that the individual also takes into account perceived job characteristics including job level, perceived difficulty of the task, and perceived responsibility when determining the perceived amount of pay that should be received. This set of perceptions forms one half of the key comparison in the discrepancy model that determines pay satisfaction. The other half of the comparison is the perceived amount of pay received that is determined by actual pay received as compared to the perceived pay of a referent other. If there is a discrepancy between an individuals perception of how much he or she receives and how much he or she feels should be received, the individual will be motivated to reduce the dissonance in much the same way explained by equity theory. According to discrepancy theory, and unlike equity theory, motivation to engage in behaviors to reduce tension is not solely determined by a difference between what is expected and what is actually received. Lawlers discrepancy model further enhances equitys explanation of pay satisfactions relationship with behavior by incorporating a component of expectancy theory (Vroom, 1964), valence, to determine whether a person will react to the discrepancy. If the outcome is has a low valence, the individual will not react strongly to the discrepancy. If pay is important, a discrepancy will have an impact on the individuals behavior; if it is not, the individual will not be motivated to change his or her behavior. The incorporation of valence is important because it explains why two individuals in the same inequitable or discrepant situation react differently. EMPIRICAL FINDINGS The majority of global pay satisfaction research focuses on its antecedents. Considerable progress has been made in identifying the causes of pay satisfaction (Berkowitz et al., 1987; Dreher, 1981; Dyer Theriault, 1976; Sweeney et al., 1990). For example, perceptions of future inequity (Berkowitz et al., 1987), education (Lawler Porter, 1966), occupational level (Schwab Wallace, 1974), actual pay level (Berger Schwab, 1980; Dreher, 1980; Dreher et al., 1988; Hemmasi, Graf Lust, 1992; Rice, Phillips, McFarlin, 1990), and the sources of an individuals information regarding compensation (Capelli Sherer, 1988) have all been found to explain variance in pay satisfaction. Although several articles emphasize the importance of determining the impact of global pay satisfaction on outcome variables (Blau, 1994; Heneman, 1985; Shaprio Wahba, 1978), very few have explored the question empirically. Using a sample of 2000 middle managers, Miceli, Jung, Near Greenberger (1991) found global pay satisfaction related positively to global job satisfaction (r = .28), lack of job search (r = .23), and intent to stay until retirement (r = .26). Motowildo (1983), using a sample of 89 salespeople, analyzed the relationship of pay level satisfaction and withdrawal behavior. He found that pay satisfactions relationship with turnover is indirect through turnover intent, and that relationship between quantity of pay and turnover intention is mediated by pay satisfaction. Pay satisfaction explains an additional 15.9% of the variance in turnover intention after age, tenure, general satisfaction, pay, and pay expectation have been entered in the regression equation. Althoug h positively correlated with termination (r = .23, à Ã‚  Global pay satisfaction research has advanced the understanding of pays importance in organizations in significant ways. First and foremost, the shift in focus from objective pay to the affective reaction to pay provides an important intervening variable between pay and outcomes. Secondly, the theoretical underpinnings of this research stream, equity theory (Adams, 1963) and its close derivative, discrepancy theory (Lawler, 1971), expand on the theories used in pay research to provide a process by which pay satisfaction is determined. Finally, these theories offer suggestions regarding the effect of pay satisfaction on outcomes (Adams, 1963; Campbell Pritchard, 1976; Lawler, 1971). What this stream of research does not explain is which of these possible behaviors will be chosen. Two other concepts in equity and discrepancy theory are left unexplored if pay satisfaction is conceptualized as a unidimensional construct. First, equity theory allows the comparison of other variables such as recognition, time-off, and benefits when determining whether or not the individual is treated fairly. A unidimensional conceptualization of pay satisfaction focuses solely on pay; arguably pay level (Heneman, 1985). Secondly, discrepancy theory borrows the concept of valence from expectancy theory (Vroom, 1964) to explain differing reactions to the same inequitable situation. To determine pay satisfactions domain and nature, researchers needed to explore the possibility that pay satisfaction may include other dimensions that will impact outcomes differentially. This need led to the creation of a multidimensional approach of pay satisfaction. MULTIDIMENSIONAL PAY SATISFACTION Soon after Locke (1969) hypothesized that pay was a facet of job satisfaction that warranted singular attention, he suggested that pay satisfaction might be a multidimensional construct. The first to explicitly explore this possibility were Heneman Schwab (1979). They suggested that pay satisfaction consists of four related, but distinct dimensions, and developed the Pay Satisfaction Questionnaire (PSQ) to test the hypothesis (Heneman Schwab, 1985). Their model has received considerable attention but is not universally accepted. The basis the models is the administrative independence concept, which builds upon discrepancy theory. ADMINISTRATIVE INDEPENDENCE The premise of the administrative independence concept is similar to that of equity and discrepancy theories (Heneman, 1985). An individual makes comparison with referent others based on what the individual offers an organization and what he or she receives in return (Adams, 1963; Lawler, 1971; Heneman Schwab, 1979). According to the administrative independence concept, it is how these outcomes are administered, not simply whether or not the individual receives a certain amount of compensation, that has consequences in an organizational setting (Heneman Schwab, 1979). While discrepancy theory focuses on a unidimensional conceptualization of pay, administrative independence suggests pay is multidimensional and divided into two categories: direct compensation, consisting of salary, wages, and raises, and indirect compensation consisting of benefits such as time off, health insurance, and retirement plans (Heneman, 1985). One must distinguish between the different components of pay be cause the components have different determinants and consequences (Judge, 1993). To look at the components as a single construct compromises attempts to explain pay satisfaction and its influences (Ironson, Smith, Brannick, Gibson, Paul, 1989). An individual may be satisfied with one component of his or her pay while being dissatisfied with another. Administrative independences extension of discrepancy theory is the basis for subsequent multidimensional models of pay satisfaction. MODIFIED DISCREPANCY MODEL Heneman and Schwab (1979) expanded upon the discrepancy model (Lawler, 1971) by suggesting that pay can be broken into four distinct categories: pay level, pay structure, pay system, and pay form. Heneman and Schwab (1979) defined these dimensions as follows (pp. 1-2): Pay level is the average of several wages or salaries in the organization. The average may be based on individual pay rates for a single position or on pay averages for a number of positions. Pay structure is the hierarchy of pay rates or levels among jobs in an organization. Pay system is the method the organization uses to determine pay raises for individuals which can be computed in terms of the amount of time the employee spends on the job (time-based systems) or for his performance or efficiency (performance-based systems). Performance-based systems include individual and group incentive systems, merit systems, commissions, cost-reduction schemes, and profit sharing. Pay form is the type of pay that is received by the employee. Pay may be viewed as direct remuneration for time worked or performance, or it may be viewed as indirect remuneration in the form of fringe benefits or services. Pay Policies and administration (added on 1985). Based on the conceptual work of Dyer and Theriault (1976) and a subsequent empirical study by Weiner (1980), Heneman (1985) added a fifth dimension, pay policies and administration. In a study using Canadian and American managers, Dyer and Theriault (1976) tested a category of variables previously not included in the study of pay satisfaction: perceptions of pay system administration. Their hypothesis that employees may be dissatisfied with their pay because they do not agree with, or understand, how it is administered is supported by their initial test. Weiner (1980) provided further support for Dyer and Theriaults (1976) hypothesis when it was found that including pay system administration in Lawlers (1971) model explained more variance in absenteeism than did the original discrepancy model. Comparing Figures 2.2 and Figure 2.3 shows that the same mechanism that drives satisfaction in the discrepancy model remains, but there are now comparisons made for each of the dimensions. Heneman (1985) proposes that it is necessary to divide pay satisfaction into these dimensions because the components frequently have separate policies, procedures, and practices (p. 131), because employees may experience a separate satisfaction for each dimension, and because these affective reactions may be related, but unique, feelings. If Heneman (1985) is correct, it is necessary to treat each dimension as a separate construct and to determine the antecedents and consequences of each. EMPIRICAL FINDINGS Most of the work testing the modified discrepancy model focuses on antecedents. Although the point of the model is to treat pay satisfaction as a multidimensional construct, much of the research does not. Studies take one component of the model, usually pay level, and attempt to determine the relationship of that dimension with other variables, or collapse the four dimensions into a summed scale. If researchers only wish to study pay level satisfaction or collapse all of the dimensions into a unidimensional construct, the object of conceptualizing pay satisfaction as multidimensional is lost. One study that attempted to test the discriminant validity of the modified discrepancy models dimensions by relating them to other variables was Judge (1993). He attempted to relate ten antecedents with the four dimensions. Using a LISREL (Joreskog Sorbum, 1999) model, Judge was able to demonstrate that the predictors differentially related to the factors as hypothesized. These differential relationships support the importance of treating the dimensions as related, but distinct, dimensions of pay satisfaction as suggested by the modified discrepancy model. The above study provides support for the modified discrepancy model beyond a factor analysis. If only one dimension is studied, proving differential relationships exist is difficult. Using the modified discrepancy model, two studies explore the relationship between pay satisfaction and outcome variables by collapsing the dimensions into a global factor. Miceli, Near and Schwenk (1991) found pay satisfaction is negatively related to whistle blowing, while Welbourne and Cable (1995) suggest pay satisfaction may be positively related to OCBs. Although these studies use the mechanism specifically designed to measure the multidimensional conceptualization proposed by the modified discrepancy model, the PSQ, collapsing the dimensions provides no information to either prove or disprove the possibility that pay satisfaction is multidimensional and that those dimensions impact outcomes differentially. Several studies have been done since the modified discrepancy model was introduced, but the model is not being used to its full potential to offer insight into how pay satisfaction fits into the overall picture within organizations. More studies need to follow the design of Judge (1993) in order to test the assumptions of the model. Several studies have attempted to validate the factor structure of the PSQ, but only Judge (1993) has used the measure to relate the hypothesized dimensions to a wide variety of antecedents proposed to differentially relate to the four dimensions. To provide further support for the model, a similar study should be undertaken to test the differential relationships pay satisfaction dimensions have on consequences. Despite the failure of researchers to adequately test the model, the modified discrepancy model represents a major advancement in the study of pay satisfaction because it proposes that pay is not a unidimensional construct, but is composed of mult iple related, but unique components and that each has a separate influence on outcomes of interest. The modified discrepancy model also suggests that these dimensions may have differential impact on outcomes. If this is the case, how managers approach compensation policy may be altered based on future research findings. It has been suggested that general pay satisfaction will

Learn In Private Institutions In Getting Job Education Essay

Learn In Private Institutions In Getting Job Education Essay The current issues in education nowadays which is about the opportunity of students that learn in private institutions in getting job have been discuss and we look this issues as an important issues in our education in Malaysia. First of all, private education can be defined as an education where parents need to pay for rather than free education that was provided by the government. It is also known as an education that was provided by a private individual or organization, rather than by the state or public body. It means that it is not operated by the government. Private education often occurs among people who have high economy status. It has many private education institutions in our country and this education institutions is classified as private because it is controlled and managed by a non-governmental organization like Church, Trade Union or business enterprise or its Governing Board consist mostly of members not selected by a public agency. Usually this institution was established by the coalition of corporate bodies which make an investment towards these institutions. But many private institutions receive public subsidies especially in the form of tax breaks and students loans from the government. In the early 1990s, there were approximately 200 private colleges but no private university. But in 2011, there is exist 53 private universities including private university colleges, 6 foreign university branch campus and more than 500 private colleges. From this data we can see that the number of private institutions increasing rapidly from year to year. The number of private university is higher when we compared it with the public university. We can see the dumping of private institutions in our country compared to public institutions. Approximately 50% of the countrys total tertiary students enrolment population is in private higher education institutions. The increase in enrolment population within private higher education institutions demonstrated in staggering rise from only around 15 000 in 1985, to just about 35 000 in 1990 and just over 320 000 in 2005. The rank of private institutions can be classified based on its tier. Tier is known as a level of one institution is ordered. It has six tiers where tier 6 is the highest level and tier 1 is the lowest level. Tier 6 is known as outstanding and none of the private university in our country is classified in this tier. While for tier 5 it is categories as an excellent tier for example University Kuala Lumpur, University Technology Petronas and many more. AIMST University and University Tenaga Nasional is the example of university that in the tier 4 which is classified as very good. Tier 3 is classified as good and College University Insaniah is one of the universities in this tank. For tier 2 it is known as satisfactory and tier 1 is weak. It also has private stitutions that are not rated and it is because they do not have a specific place or their own building to make as a class. So it is hard for the government to give them the tier. DEFINES THE ISSUES PROBLEM FACED BY PRIVATE INSTITUTIONS It has many problems that private institutions need to face in term of preparing graduates, provide the facilities and serve the training to the students. It is because private institutions are fully operated by their own organizations without the helping from the government, so they need to find their own solutions to give the best services to their students. Students that enter to these institutions deserve to get the best services as they pay the expensive tuition fees. Therefore, private institutions definitely faced the problem in providing quality services to their students. The main problem that private institutions usually faced is in preparing the graduates. They have problem in prepared graduates that are able to compete globally and have entrepreneurship skills in the world of work. As we know in public institutions, students require to take the subject for entrepreneurship. It is because to provide students to be an entrepreneur in case that if they finish their studies and they still did not get work, so they can use the knowledge that they learn to build up their own business. But in private institutions, these subjects are not provided and not compulsory to the students to take this subject. So it is one of the problems that were faced by the private institutions in preparing good and quality graduates. Besides that, private institutions also have problems in preparing graduates that have good communications skills. As we know, usually many students that enter to the private institutions have low academic achievement and they do not get an offered to enter the public institutions and thats why they go to the private institutions. When they have low achievement in academic it is hard to develop good skills among them compared to high achiever students. It is hard for the lecturer to build a good communications skills among them. Students in private institutions also lack of moral values and disciplines. It is hard for the institutions to disciplining students because the rules and regulation is not too tight. Students are free to wear the clothes that they like and they can enter and skip the class whenever they want. Private institutions did not care about their students attendance and how their student dress. Because of that, the graduates from private institutions will lack of moral values compared to public graduates. They also lack of disciplines because they can do what they want and like in this private institutions that they pay for. The second problem that private institutions usually faced is in term of facilities. They cannot provide adequate facilities for students and this is because their spending was not enough and they need to buy all facilities for the teaching and learning process by itself. When they have inadequate facilities it will make their learning process not running smoothly and teacher cannot give their best services to the students. Facilities also the big problem that private institutions should face because equipment for learning is very important for students comforts. Private institutions cannot provide enough facilities because of inadequate financial. In addition, students also need to share the lab facilities when they are doing some research. It will make students feel uncomfortable when they need to share the equipment with their friends. Besides that, students also will lack of skill when they cannot do their research by their own. It also will limit students activities for example in doing research and as we know lab facilities is important for us to conduct some experiment. For students in higher institutions they need to conduct a research to make their learning process more effective and to make them more understand about some topic but when private institutions cannot serves enough facilities, their students learning will be limited. Financial problem is also the main factor why private institutions cannot provide enough lab facilities to their students because of the expensive price for lab facilities. Besides that in some private institutions it also has small classes. Classroom is the perfect place for the delivery of teaching and learning directly from the trainers to the students. Nevertheless, the extent of available comfort and the environment can stimulate students attention and acceptance towards the teacher. The issue of students overcrowding and too many students in a classroom are the problem that private institutions encounter. Sometime in one class it needs to accommodate and cater many students and it will make students feel uncomfortable during their learning process. Some private institutions only have a small building for their institutions and they only have very limited class. Because of excessive intake of students, the class for the students is not enough and they need to locate many students in a small class. In this case to reduce this problem, private institutions should limit their students intake and provide more classes for the learning process. Some priv ate institutions do not have enough places to allocate class because of small building. The third problem that private institutions face is in term of training. Most lecturers and staff in private institutions have less qualification and experience compared with the public institutions lecturer. Lecturer that was hired in private institutions usually less of teaching technique and some of them do not have qualification in teaching courses. Lecturer in private institutions usually only have degree qualification and only a few of them that have masters qualification. When they do not have qualification and less of teaching technique, their teaching will be less effective compared to the lecturers from public institutions. Private institutions are difficult to hire the quality teachers because many teachers fear that there are not secure if they work in private institutions. They more prefer to work in government sector compared with the private sector because government will give them more benefits. Besides that, private institutions also can expel them any time they want . That is why only the teacher that do not get placement in government want to works in private institutions because of no choices. Some private institutions need to hired teachers that have low qualifications because the shortage of teachers. When they have less qualification teacher, students also will get less skill. The lecturer in private institutions also always changed several time for one subject. This is because, there are part time lecturers in these institutions and often have business to deal with. So a replacement lecturer will come in instead. Sometimes public institutions need to hire the instructors that make a teaching profession as their part time job. So, the exchanging teachers always happen and this is the problem that private institutions need to face. Usually, teachers who work part-time in private institutions are just to earn extra income. Private institutions need to take this type of teachers because of the shortage of teachers problem that they face. Some of the graduates from universities also tried to get a job as a teacher in private institutions because they know that the requirement to be a teacher in private institutions is easy. They usually come from the fresh graduates that have no experience in teaching. In addition when the teachers always change, it will make the learning process not goes smoothly and students will be confused due to many teachers with different teaching technique. The training also one of the problem that need to faced by the private institutions in terms of provide a qualification and experience teachers. CURRENT WAY TO ADDRESS THE ISSUES ALTERNATIVE WAY TO SOLVE THE ISSUES Based on these problems, an alternative ways to solve the issues should be taken immediately. To overcome the issues of the opportunity of students that learn in private institutions in getting job, the private institutions and the government should take an action. Private institutions should implements some steps to create graduates that are not only able to compete but also able to create job in the world of work. It means that, private institutions should provide a courses or program that trained their students to be an entrepreneurship like entrepreneurship courses like the public institutions do. This course will prepared their students in case when they finish their study and they do not get work. When they have the knowledge on how to build a business they can create their own job after they finish their study. This will avoid them from unemployment problem. Besides that private institutions should provide the education system that relevant with the progress of the needs from the world of work. It means that, the syllabus of education that was provided by the private institutions should suitable with the world of work nowadays. Private institutions must prepare their students to have a good communication skill and can master English well. When their students have a good communications skill it will give them opportunity in getting job compared with the students that cannot master English well. Because we know that, English is very important in our world of work nowadays. Private institutions also should ensure that the courses offered get recognition by the government. This is because when the courses that were taken by the student did not get recognition by the government, it is hard for the private institutions graduates to get work due to not recognized degree. Private institutions should make sure that all the courses that were provided get the recognition first by the government. Companies usually do not want to hire graduates who have qualification which is not recognized by the government. In order to produce graduates that have good communications skills, private institutions should provide well-trained lecturer to teaching there. They cannot hire the teacher according to the needs but they need to choose the best lecturers that have qualification. This is because, students that study in private institutions pay for it and they deserve to get the best services compatible with the money they spend for it. To produce good students we need to provide good teachers. Courses on career planning should be held for graduates in various fields in order to create a well-trained human capital. Private institutions should plan some courses for their students in order to provide a quality graduates in the work field. For example they organize a program like Career and Training Fair for their students. Program like this will introduce them on how to prepare for the job interviews. Some of them will get knowledge from this program. Government also should take an action in order to solve these issues of getting job among students in private institutions. Government should limit the opening of private institutions in our country. This is because too many private institutions that were establish and for sure graduation from private institutions also increases. To avoid too many unemployment graduates, government should limit the approval from private agencies to open their private institutions. We can see nowadays the dumping of private institutions in our country compared with the public institutions. The intake of students to enter private institutions also should be limited in order to solve the issues of unemployment graduates. Government should issues the number of students that can be taken by private institutions each year so they know how much students they can take. Private institutions should take the students based on the conditions specified by the government. Besides that, government should ensure that private institutions take the qualified instructor to work there. Government should set the conditions required by all universities in order to take their instructor to teach there. If they take a qualified and experience teachers, they also will provide best students from their institutions. CONCLUSION

My Mother - The Greatest Inspiration in My Life :: Personal Narrative

My Mother - The Greatest Inspiration in My Life When asked who their hero is, most people respond with the name of an athlete or an actress/actor. When asked who my hero is I would have to respond with a simple three letter word: mom. My mother has been the greatest inspiration in my life and is the main reason that I am where I am and who I am today. Born and raised in Richmond, Kentucky, I would like to introduce you to my mother, Vicki Grant. Currently the age of 47, Mom is the oldest of three girls. At the age of 36, mom decided to return back to college to obtain her nursing degree. This wasn’t a hard decision for her to make. The April before she enrolled in school my great grandmother passed away. This major dilemma played a major role in mom’s returning back to school. She had taken care of my great grandmother for months before she passed away, and decided that she wanted to make an impact on the lives of geriatrics. While in school, Mom didn’t have it to easy. Not only did she raise a daughter and take care of a husband, she had to deal with numerous setbacks. These included such things as my father suffering a heart attack and going on to have a triple by-pass, she herself went through an emergency surgery, which sat her a semester behind, and her father also suffered a heart attack. Mom not only dealt with these setbacks but she had the everyday task of things like cooking dinner, cleaning the house and raising a family. I don’t know how she managed it all, but somehow she did. In 1996, my mother graduated from Eastern Kentucky University with a baccalaureate of Nursing. Although it took her five years, we were still proud of her and all that she had accomplished. Today my mom is still working as a RN. Although she just quit her job at Berea Hospital, where she had been for 4 years, she is beginning a new style of nursing.

One Fat Summer - Analysis Of Important Theme Essay -- essays research

One Fat Summer by Robert Lipsyte, is a very good book for teenagers that feel insecure about themselves and have low self-esteem. In the book they will read about a young boy name, Bobby who overcomes his fears of being fat and being bullied by Willie, one that is much stronger then him physically, but not emotionally. The basic theme of this story is to stand up for yourself no matter the situation. Willie, the antagonist of the story accidentally makes Bobby overcome his fears and stand up to him. In a way Willie could be a protagonist because he helps Bobby overcome his fears. Willie is a crazy person that doesn't know what he is doing. It all started in the summer when Bobby, an overweight fifteen year old is embarrassed to take his clothes off and swim in the beach because he is embarrassed that people would make fun of his wobbly legs and stomach, yet that isn't the his worst fear. He had taken swimming lessons the last summer, but quit because he started to gain a lot of weight. He tries to ignore the nasty remarks people say about him, but they stay in his mind. He can sort of ignore it because his best friend, Joanie has the ugliest nose on the face of the earth, but she doesn't care a bit about what other people think, which makes her Bobby's mentor, kind of. Bobby finds himself a hard low paying job. It doesn't matter to him how much it pays, but he wants to feel secure about himself that he can do something in his life except eat. The job is to mow a lawn f...

IGC Nebosh

Suitable PEP and breathing equipment provided Emergency escue arrangement Monitoring systemsupervision with adequate communication. C) outline the emergency arrangements that might be required for entry Into a confined space. First Aid must be available Emergency telephone numbers must be available. A helping hand or supervisor must be present. A rescue plan must be available. Extra breathing apparatuses must be available. Safe and quick asses to the entrance and exit areas. Section 2 1. Identify documentation that is likely to be inspected in a health and safety audit. Health and safety policy Risk assessments Training recordsMaintenance records Inspections and audit reports Complaints from employees Accident and investigation reports Safe systems of work and procedures. 2. A) Outline the main health and safety responsibilities of an employer. Provide a safe work place Provide safe plant and equipment Provide safe systems of work Provide adequate training and supervision Provide com petent fellow employees Set up emergency plans and prevent or Identify risks B) Identify actions an enforcement authority might take if it finds that an employer is not fulfilling their responsibilities. Time. Prosecution, fines and prison sentences can result due to non compliance. Outline reasons why an organization should review its health and safety performance. To deter main if the health and safety plans are appropriate. To deter main if the objectives and targets are met and practical. To check if adequate risk control is in place and to revise it. To provide information on the progress and current status of the strategies, processes and activities used to control risks. 4. A manager is required to carry out a suitable and sufficient risk assessment on a work activity. A) Identify possible sources of information that might help the manager carry out the risk assessment.He could get information from external health and safety consultants, occupational hygienist or ergonomics, a health and safety practitioner, workers and a safety representative. B) Outline what is required in order for a risk assessment to be suitable and sufficient. Identify the significant risks, allow the employer to identify and prioritize control measures, identify those who might be affected by the risks and identify a time period during which it is likely to remain valid. 5. Identify possible costs to an organization following an accident in the workplace. Lost Production time Additional labor recruitmentLoss of morale and reputation Loss of experience Investigation time Fines Legal costs Increased insurance 6. A) Injury: Injury is the outcome of an incident that resulted in harm. Example: A worker cut his hand on re-bar while busy pouring concrete in an abutment. B) Ill Health: This is an illness that has developed due to exposure of something in the workplace. Example: Asbestosis, a disease that developed due to inhalation of asbestos fibers. C) Dangerous Occurrence: Also known as a near miss, is an unplanned event, which under slightly different circumstances, could have resulted in harm to a person or damage to property.Example: A brick falling from a scaffold, missing everyone beneath and hitting the floor. D) Damage Only: This event is when there is no one injured, but there is damage to a building, plant, equipment or materials. Example: Crane truck lifting a concrete slab, it sways in the wind and hits the side off building. 7. Identify key areas that should be addressed in the arrangements section of a health and safety policy. Risk assessment Health and safety training Contractor selection and management Communication and consultation with employees Safe systems of work and permits to work Disciplinary procedures for non-conformance.Emergency procedures Accident reporting and investigation First aid 8. A) Outline the health and safety duties of designers, manufacturers and suppliers of articles and substances. Any articles or substances must be des igned and constructed to be safe and without risk as far as reasonably practical, include testing and examination. There must be sufficient information supplied to the end user to ensure that the nature of the substance or article can be understood and that any conditions for safe use can be described. B) If those in the supply chain fail to carry out their duties, outline health and safety consequences in the workplace.Los in production due to the difficult nature of understanding the article or substance. Increased risk factor on site, if using unsafe articles or substances. Increase in injuries or accident on site, due to increase of risk. 9. A) Give the meaning of the term â€Å"Safe system of work† It is a formal procedure, which results from a systematic examination of a task, in order to identify all the hazards. It defines safe methods, to ensure that all hazards are eliminated or risks minimized. B) Outline what is meant by the following types of controls within a sa fe system of work and give a practical example of each: I.Technical: This focuses on what mechanical intervention can be brought up in the workplace to minimize the risk. Example: Replacing an old machine with a new one, or placing guards on machinery to reduce the risk. It. ) Behavioral: This focuses on the operatives and how the human failure might affect expected outcomes of hazards or risks. Example: Selecting skilled personnel for the Job or supervision. Iii. ) Procedural: It uses instructions, information and training to reduce risks. Example: Permits to work and safe system of work. 1 1 . ) An employer is setting up a health and safety training program.A) Identify the infinite to†¦ I) The employer: Fewer injuries would occur in the workplace, and there would be an increase in morale and safety awareness. More competent workforce. It) The worker: Better understanding of the different risks on site and how to avoid them. Workers made aware of the importance of PEP will wea r it more often and look after their equipment. B) Identify when health and safety training would be provided to workers. This would be done preferably at the beginning of the project or activity so that workers are done as soon as possible with workers before commencement of any activities where possible.

Fire Detection Using Surveillance Cameras Environmental Sciences Essay

With the increasing figure of surveillance cameras being installed in everyplace, there is a greater demand for computing machine vision applications for sensing of unnatural events. Fire sensing utilizing surveillance cameras has become an of import country of research. Most current fire dismay systems are based on infrared detectors, optical detectors, or ion detectors that depend on certain features of fire, such as fume, heat, or radiation. However, these traditional fire dismay systems are non alerted until the atoms really reach the detectors, and they are normally unable to supply any extra information, such as the location and size of the fire and the grade of combustion. In contrast, vision sensor-based fire sensing systems offer several advantages. First, the equipment cost is lower, as such systems are based on CCD ( Charge Coupled Device ) cameras, which have already been installed in many public topographic points for surveillance intents. Second, the response clip for fire and fume sensing is faster because the camera does non necessitate to wait for the fume or heat to spread. Third, because the camera besides functions as a volume detector, as distinguishable from traditional point detectors, it can supervise a big country, making a higher possibility of fire sensing at an early phase. Finally, in the instance of a false dismay, the system director can corroborate the being of a fire through the surveillance proctor without sing the location. The purpose of this undertaking is to observe fire in picture by analysing the frame-to-frame alterations of specific low-level characteristics depicting possible fire part. These characteristics are colour, country size, surface saltiness, boundary raggedness, and lopsidedness within estimated fire parts. Because of flickering and random features of fire, these characteristics are powerful discriminants. The bing system for fire sensing algorithms in picture chiefly focuses on the colour facet of fire and on the form form to analyse the sum of fire gesture, which leads to a faulty consequence. Uniting both the spatial and temporal features of fire and fume can take to a better consequence. Besides the bing method chiefly deals with inactive camera, which is non the instance in newscast pictures. Computer vision-based fire sensing algorithms are applied in closed-circuit telecasting surveillance scenarios with controlled background. It can be applied non merely to surveillance but besides to automatic picture categorization for retrieval of fire calamities in databases of newscast content. In the latter instance, there are big fluctuations in fire and background features depending on the picture case. Chapter 2 LITERATURE SURVEY Early sensing of fire is an of import jobs, hence there have been many methods proposed to work out this issue. Color, geometry, and gesture of fire part are all indispensable characteristics for efficient categorization of fire from non-fire parts. In general, in add-on to colour, a part that corresponds to fire can be captured in footings of the spacial construction defined by the boundary fluctuation within the part. The form of a fire part frequently keeps altering and exhibits a stochastic gesture, which depends on environing environmental factors such as the type of firing elements and air current. These factors form the utile characteristics for observing fire. Based on these factors several utile characteristics for observing fire are: colour, country size, surface saltiness, boundary raggedness and lopsidedness.2.1 ColorFire has really distinguishable colour features, and although empirical, it is the most powerful individual characteristic for happening fire in video sequen ces. Based on trials with several images in different declarations and scenarios, it is sensible to presume that by and large the colour of fires belongs to the red-yellow scope, as in the instance for hydrocarbon fires, which are the most common type of fires seen in nature. For the type of fires considered ( hydrocarbon fires ) , it is noticed that for a given fire pel, the value of ruddy channel is greater than the green channel, and the value of the green channel is greater than the value of bluish channel. Unique colour scope of fire can be estimated in RGB and HSI individually. Hardware by and large display or present colour via RGB. So a pel is associated with a three dimensional vector ( R, g, B ) . HSI ( Hue, Saturation and Intensity ) is the manner of show which follows that how human sees. Here hue represents the sensed colour like orange or purple. Saturation measures its dilution by white visible radiation. HSI extract strength information, while chromaticity and impregnation correspond to human perceptual experience. Fire pels have a colour that runs from ruddy to orange to yellow to about white. This graduated table indicates the energy of the fire, with the redder the fire, the less temperature and radiant heat it is let go ofing. Color cues may be the most of import property when acknowledging fires in fire sensing. A colour infinite is a agency of stipulating colourss, and they can be classified into three basic dividers: HVS ( human ocular system ) based colour infinites ( e.g. RGB ) , application-specific ( e.g. CMY, YCbCr ) , and CIE colour infinites ( e.g. CIELab ) . To observe fire pels, a method is proposed [ 2 ] utilizing the Red channel threshold, which is the major constituent in an RGB image of fire fires and impregnation values. The colour chance theoretical accounts are so generated utilizing a unimodal Gaussian distribution from sample images that contain dynamic fire scenes. Fire pels are so detected utilizing these RGB chance theoretical accounts. The Gaussian chance distribution can be estimated as follows: where Ii ( x, Y ) is the colour value for the ith colour channel R, g, B in an image, ?i the average value of Ii ( x, Y ) , and ?i the standard divergence of Ii ( x, Y ) . To simplify the calculation, the distributions of colour channels of each pel are assumed to be independent, and the joint chance denseness map of the R, g, B chance distribution is given by:2.2 Area SizeArea is an of import characteristic of fire, the fire country represented by the figure of fire pels will be consecutively increasing if the fire has an instable and developing fire. To place a fire ‘s growing, we can cipher the size fluctuations of fire country from two back-to-back images. If the consequence is more than a predefined threshold value, there is a likely fire ‘s growing. For the estimated fire pel country, because of the fire flickering, a alteration in the country size of the possible fire mask occurs from frame to border. Non-fire countries have a less random alteration in the country size. The normalized country alteration ?Ai for the ith frame is given by: where Ai corresponds to the country of the fire blobs stand foring the possible fire parts in the PFM. In instance a difficult determination regulation is used, fire is assumed if ?Ai & A ; gt ; ?A, where ?A is a determination threshold. One of the chief features of fire is a changeless alteration of form due to the air flow caused by air current or firing stuff. Thus, campaigner fire parts are ab initio detected utilizing a simple background minus theoretical account. This procedure is indispensable for bettering fire sensing public presentation and cut downing sensing clip. Assorted algorithms have been late proposed to divide foreground from background. First, traveling pels and parts are extracted from the image. They are determined by utilizing a background appraisal method [ 3 ] .In this method, a background image Bn+1 at clip instant N + 1 is recursively estimated from the image frame In and the background image Bn of the picture as follows:( ten, Y ) stationary( ten, Y ) travelingwhere In ( x, y ) represents a pel in the n-th picture frame In, and a is a parametric quantity between 0 and 1. Traveling pels are determined by deducting the current image from the background image. T is a threshold which is set harmonizing to the scene of the background.2.3 Surface CoarsenessUnlike other false-alarm parts, like a xanthous traffic mark, fire parts have a important sum of variableness in the pel values. Filter Bankss are often used in texture analysis when seeking to depict a given form. In the instance of fire, nevertheless, it is really difficult to depict its texture with any given theoretical account. The entropy observed in fire can change significantly in frequence response ( cyclicity is frequently non present ) and gradient angles, for illustration. The discrepancy is a well-known metric to bespeak the sum of saltiness in the pel values. Hence, we use the discrepancy of the blobs as a characteristic to assist extinguishing non-fire blobs in the Potential Fire Mask.2.4 LopsidednessThe lopsidedness measures the grade of dissymmetry of a distribution around its mean. It is zero when the distribution is symmetric, positive if the distribution form is more dis persed to the right and negative if it is more dispersed to the left. Fire parts have high pel values for the green and specially for the ruddy channel. Very frequently, we observe a impregnation in the ruddy channel, taking the histogram to the upper side of the scope. This causes the lopsidedness of this distribution to hold a high negative value. For this ground, we employ the lopsidedness as an utile characteristic to place fire parts.2.5 Boundary raggednessGiven a metameric fire part, we retrieve its boundary utilizing a classical Laplacian operator, and so it is convenient for us to recover its 8-connected boundary concatenation codification [ 8 ] . From the concatenation codification, we can easy cipher the margin L of the boundary. Based on the margin and the country of fire part, we calculate the rotundity as L2/S, which describes complexness of the form, i.e. more complex form has greater value. Roundness can assist to acquire rid of the inerratic bright topics in the earl y clip. Traveling pels and parts in the picture are determined by utilizing cagey border sensing for the old estimation of the background strength value at all pixel places. Accurate sensing of traveling parts is non every bit critical as in other object trailing and appraisal jobs. We are chiefly concerned with real-time sensing of traveling parts as an initial measure in the fire and fire sensing system. We choose to implement this suggested method because of its computational efficiency. A fire in gesture has a comparatively inactive general form ( determined by the form of firing stuffs ) and quickly altering local form in the unobstructed portion of the boundary line. The lower frequence constituents of fire part boundary are comparatively steady over clip, and the higher frequence constituents change in a stochastic manner. Consequently, we use a stochastic theoretical account to capture the characteristic random gesture of fire boundaries over clip.Chapter 3PROPOSED WorkThe fire sensing method that is proposed in this paper foremost extracts the characteristics of fire like colour, country size, surface saltiness, boundary raggedness and lopsidedness. In this paper a probabilistic attack for fire colour sensing is used. Using this attack a Potential Fire Mask ( PFM ) is created and based on this mask the remainder of the chara cteristics are extracted. All these characteristics are so taken together into a classifier which classifies the part as fire or non-fire part.3.1 Potential Fire Mask creative activityHarmonizing to most fire sensing documents presented in the literature and based on our ain experiments, we notice that fire has really distinguishable colour features. Based on trials with several images in different declarations and scenarios, it is sensible to presume that by and large the colour of fires belongs to the red-yellow scope. For the type of fires considered ( hydrocarbon fires ) , it is noticed that for a given fire pel, the value of ruddy channel is greater than the green channel, and the value of the green channel is greater than the value of bluish channel, as illustrated in Fig. 3.1. Fig.3.1. Histogram of a fire part inside the black square, for the ruddy, green, and bluish channels. Several extra features besides hold, which are discussed in the followers, where colour sensing metric is proposed. This sensing metric is used to bring forth the PFM, which will so be further analyzed with the other non-color fire characteristics. Let a fire pel at place ( m, N ) in an image be represented by degree Fahrenheit ( m, N ) , where degree Fahrenheit ( m, n ) = and francium, fG, and fB are the ruddy, green, and bluish channels representation of degree Fahrenheit, severally. Let, and stand for the sample norm of the pels in a fire image part, for the ruddy, green, and bluish channels, as shown in Fig. 1. Interpretation, , and as random variables, we employ a Gaussian theoretical account for these variables, such ~N ( , ~N and ~N. With these premises, allow us specify ( 3.1 ) ( 3.2 ) ( 3.3 ) Where post exchange ( x0 ) represents the rating of the chance denseness map ( PDF ) of a random variable ten at value x0. In this instance, represents the mean value in the ruddy channel of an ascertained set of pels. Fig. 3.2 illustrates that the maximal value for DCR is obtained when = . Fig.3.2. Graphical representation of the parametric quantities in ( 1 ) . Maximal assurance is obtained when = . can be interpreted as a normalized metric that indicates the chance that a given part represents fire harmonizing to the ruddy channel distribution. For illustration, if in ( 1 ) is really close to, is really near to 1 and we assume with chance that the ascertained part represents a fire part ( sing the ruddy channel merely ) . To widen this to the three colour channels, in the followers we employ, , and as given in Eqn ( 3.4 ) . Using the definitions ( 1 ) – ( 3 ) , the proposed sensing metric to bespeak whether the ascertained part represents fire is given as = + + ? ( + + ) + ( 3.4 ) Based on the metric DC a binary image PFM is generated for each frame, such that where ?C is a assurance threshold degree and the values 1 or 0 indicate the presence of absence of fire at the matching location in the image f. The threshold ?C is the same for all pixel locations.3.2 Randomness of Area SizeFor the estimated fire pel country, because of the fire flickering, a alteration in the country size of the PFM occurs from frame to frame.Non-fire countries have a less random alteration in the country size. The normalized country alteration ?Ai for the ith frame is given by where Ai corresponds to the country of the fire blobs stand foring the possible fire parts in the PFM. In instance a difficult determination regulation is used, fire is assumed if ?Ai & A ; gt ; ?A, where ?A is a determination threshold.3.3 Surface CoarsenessWe use the discrepancy of the blobs as a characteristic to assist extinguishing non-fire blobs in the PFM. Therefore, fire is assumed if the blob has a discrepancy ? & A ; gt ; , where is determined from a set of experimental analyses.3.4 LopsidednessThe lopsidedness measures the grade of dissymmetry of a distribution around its mean. It is zero when the distribution is symmetric, positive if the distribution form is more dispersed to the right and negative if it is more dispersed to the left, as illustrated in Fig. 3.3. Fig. 3.3. Illustration of the consequence of positive and negative lopsidedness on a distribution. Fire parts have high pel values for the green and specially for the ruddy channel. Very frequently, we observe a impregnation in the ruddy channel, taking the histogram to the upper side of the scope. This causes the lopsidedness of this distribution to hold a high negative value. For this ground, we employ the lopsidedness as an utile characteristic to place fire parts. Let the sample lopsidedness of the ruddy channel be defined as where J is the figure of pels in the blob. A possible fire part nowadays at frame I is assumed as existent fire if where is a determination threshold.3.5 Boundary RoughnessFire does non hold a specific boundary feature on its ain. Therefore, we propose the usage the boundary raggedness of the possible fire part as a characteristic, given by the ratio between margin and convex hull margin. The bulging hull of a set of pels S is the smallest convex set incorporating S. The boundary raggedness is given by where is the margin of S and is the margin of the bulging hull of S. To calculate the margin, a simple attack is to number the figure of pels connected horizontally and vertically plus v2 times the figure of pels connected diagonally.A difficult determination regulation is used, fire is assumed if & amp ; gt ; , where is a determination threshold.Chapter 4EXPERIMENTAL RESULTSIn the experiments, different sorts of fires pictures such as edifice, wild land and residential fire, incorporating shootings captured at twenty-four hours clip, twilight or dark clip were taken. This diverseness is convenient to measure the public presentation of the system under different lighting and quality conditions. ( B ) ( degree Celsius ) ( vitamin D ) ( vitamin E ) Fig 4.1 ( a ) Input picture frame, ( B ) Histogram of R, G and B sets, ( degree Celsius ) Potential Fire Mask ( PFM ) , ( vitamin D ) morphologically closed PFM, and ( vitamin E ) the concluding PFM. Table 4.1 Table demoing some illustrations of the country alteration, surface saltiness and lopsidedness in the back-to-back frames. Frame Number Area ( Number of pels ) Area Change Surface Coarseness Lopsidedness 1 11159 No alteration Detected Negative 2 11159 Detected Negative 99 17623 Change Detected Negative 100 17717 Detected Negative 207 19058 Change Detected Negative 208 19203 Detected NegativeCONCLUSION AND FUTURE WORKIn this paper, we have proposed a new sensing metric based on colour for fire sensing in picture. In add-on, we have exploited of import ocular characteristics of fire, like country size, surface saltiness, lopsidedness and boundary raggedness of the fire pel distribution. The lopsidedness, in peculiar, is a really utile form because of the frequent happening of impregnation in the ruddy channel of fire parts. In contrast to other methods which extract complicated characteristics, the characteristics discussed here allow really fast processing, doing the system applicable for existent clip fire sensing. As the portion of minor undertaking, all the characteristics for fire sensing have been extracted. Now, these characteristics need to be fed into a classifier to sort the given picture frame as incorporating fire or no fire. A Bayes classifier can be employed for this intent.