Definition and Examples of Place Adverbs

Deconstructing A Maturer Pieter De Hooch - 2525 Words

Deconstructing a Maturer Pieter de Hooch Pieter de Hooch has humble origins. In 1629, he was born in Rotterdam in a butcher’s family. Receiving his early training under Ludolph de Jongh in Rotterdam, De Hooch later served his apprenticeship under the landscape painter Nicolaes Pietersz Berchem in Haarlem. He is recorded as a painter and footman to a wealthy merchant-adventurer Justus de la Grange in 1653. In 1654, he married Jannetje van der Burch of Delft, and later he had seven children. Moving to Delft after his marriage, he was registered with the Delft guild and became an independent artist in 1655. During the years in Delft, he produced his most characteristic works. In 1661, he moved to Amsterdam and remained there for the rest of his life. De Hooch’s three periods in Rotterdam, Delft, and Haarlem represent his three phases in painting with gradually maturer artistry. This paper uses De Hooch’s The Visit, a transitional work that was executed in 1657, his early Delft period, as a case study to e xamine the development in De Hooch’s artistic style in terms of the scene, composition and perspective. The Visit, also titled A Merry Company with Two Men and Two Women, delineates an familiar but interesting scene in which two women entertain two visiting gentlemen in a seventeenth-century Dutch living room. The group of four people portrayed in this representation can be further subdivided into two groups. In one group, wearing a knowing smile, the woman appareled a

A Comparison Contrast of A Brave New World and 1984 Essay Example For Students

A Comparison Contrast of A Brave New World and 1984 Essay Although many similarities exist between Aldous Huxleys A Brave New World and George Orwells 1984, the works books though they deal with similar topics, are more dissimilar than alike. A Brave New World is a novel about the struggle of Bernard Marx, who rejects the tenants of his society when he discovers that he is not truly happy. 1984 is the story of Winston who finds forbidden love within the hypocrisy of his society. In both cases, the main character is in quiet rebellion against his government which is eventually found to be in vain. Huxley wrote A Brave New World in the third person so that the reader could be allotted a more comprehensive view of the activities he presents. His characters are shallow and cartoon-like Astrachan in order to better reflect the society in which they are entrapped. In this society traditional notions of love and what ideally should come out of it have long been disregarded and are now despised, Mother, monogamy, romance. High spurts the fountain; fierce and foamy the wild jet. The urge has but a single outlet. Huxley 41 The comparison to a wild jet is intended to demonstrate the inherent dangers in these activities. Many of the Brave New Worlds social norms are intended to save its citizens from anything unpleasant through depriving them of the opportunity to miss anything overly pleasant. We will write a custom essay on A Comparison Contrast of A Brave New World and 1984 specifically for you for only $16.38 $13.9/page Order now The society values, ACOMMUNITY, IDENTITY, STABILITY, Huxley 1 supersede all else in a collective effort. Soma, the magical ultimate drug is what keeps the population from revolting. What you need is a gramme of soma All the advantages of Christianity and alcohol; none of their defects. The drug is at the forefront of their daily lives providing freedom from lifes every ill. The word comes from the Sanskrit language of ancient India. It means both an intoxicating drink used in the old Vedic religious rituals there and the plant from whose juice the drink was made- a plant whose true identity we dont know. Astrachan The drug is used as a form of recreation, like sex, and its use is encouraged at any opportunity, especially when great emotions begin to arise. They are conditioned to accept this to calm and pacify them should they begin to feel anything too intensely. The conditioning also provides them with their place and prevents them from participating in social activities which they neednt take part in. Smith Class consciousness which Americans are so reluctant to acknowledge is taught through hypnopÃÆ' ¦dia the repetition of phrases during sleep akin to post hypnotic suggestion for all social classes: These names are letters in the Greek alphabet, familiar to Huxleys original English readers because in English schools they are used as grades- like our As, Bs, etc.- with Alpha plus the best and Epsilon minus the worst. In Brave New World, each names a class or caste. Alphas and Betas remain individuals; only Gammas, Deltas, and Epsilons are bokanovskified. Astrachan The conditioning is begun at an extremely young age  and is by modern real-world standards cruel, AThe screaming of the babies suddenly changed its tone. There was something desperate, almost insane, about the sharp spasmodic yelps to which they now gave utterance. Huxley 20 The childrens Pavlovian conditioning with electric shocks is later compared to the wax seals which used to grace the seams of letters Astrachan, Not so much like drops of water, though water, it is true, can wear holes in the hardest granite; rather, drops of liquid sealing-wax, drops that adhere, incrust, incorporate themselves with what they fall on, till finally the rock is all one scarlet blob. The entire society is conditioned to shrink away from intense emotion, engage in casual sex, and take their pacifying Soma. .u20e63430c209dfb2faf8d8c3db8296e2 , .u20e63430c209dfb2faf8d8c3db8296e2 .postImageUrl , .u20e63430c209dfb2faf8d8c3db8296e2 .centered-text-area { min-height: 80px; position: relative; } .u20e63430c209dfb2faf8d8c3db8296e2 , .u20e63430c209dfb2faf8d8c3db8296e2:hover , .u20e63430c209dfb2faf8d8c3db8296e2:visited , .u20e63430c209dfb2faf8d8c3db8296e2:active { border:0!important; } .u20e63430c209dfb2faf8d8c3db8296e2 .clearfix:after { content: ""; display: table; clear: both; } .u20e63430c209dfb2faf8d8c3db8296e2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u20e63430c209dfb2faf8d8c3db8296e2:active , .u20e63430c209dfb2faf8d8c3db8296e2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u20e63430c209dfb2faf8d8c3db8296e2 .centered-text-area { width: 100%; position: relative ; } .u20e63430c209dfb2faf8d8c3db8296e2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u20e63430c209dfb2faf8d8c3db8296e2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u20e63430c209dfb2faf8d8c3db8296e2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u20e63430c209dfb2faf8d8c3db8296e2:hover .ctaButton { background-color: #34495E!important; } .u20e63430c209dfb2faf8d8c3db8296e2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u20e63430c209dfb2faf8d8c3db8296e2 .u20e63430c209dfb2faf8d8c3db8296e2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u20e63430c209dfb2faf8d8c3db8296e2:after { content: ""; display: block; clear: both; } READ: Anne Finch's Opposition to The Rape of the Lock The Restoration Period 1660-1700 EssayIn 1984, a first-person book partly narrated by the main characters internal dialogue, the great party leader is Big Brother, a fictional character who is somewhat more imposing than Ford, of Huxleys book, named after the industrialist Henry Ford Astrachan. The main character Winston fears Big Brother and is much more aware of his situation than any of the characters in A Brave New World who are constantly pacified by soma. In A Brave New World history is ignored completely whereas in 1984 it is literally rewritten in order to suit the present. The role of science in both books is extensive and complicated. 1984s telescreens cannot be turned off, as A Brave New World has feelies, an advancement on talkies which added sound, feelies add tactile senses to a movie as well. Science and human progress is not acknowledged in A Brave New World Smith excepting when it increases consumption, whereas it is twisted with ironic titles in 1984, They were homes of the four Ministries between which the entire apparatus of government was divided: the Ministry of Truth, which concerned itself with news, entertainment, education, and the fine arts; the Ministry of Peace, which concerned itself with war; the Ministry of Love, which maintained law and order; and the Ministry of Plenty, which was responsible for economic affairs. Their names in Newspeak: Minitrue, Minipax, Miniluv, and Miniplenty. Orwell 8 The God Ford of A Brave New World encourages production and consumption of shallow objects to complement the shallow minds of its citizens. 1984 was written as a warning against the results of having a totalitarian state. Winston bears the blunt of his mistakes, the crime of individuality and dissention. A Brave New World is as much a satire on the reality of today the reality of Huxleys day as it is a novel about the future. ANeil Postman warned Awhen a population becomes distracted by trivia, when cultural life is defined a s a perpetual round of entertainments, when serious public conversation becomes a form of baby talk, a people become an audience and their public business a vaudeville act, then a nation finds itself at risk; cultural death is a clear possibility.Kruk Huxley seems to feel that society is progressing toward a materialistic and superficial  end, in which all things of real value, including the relationships which make people human, will be quashed. The two works vary greatly, A Brave New World is the Huxleys expression of fear that mankind will create a utopia by way of foregoing all that makes life worthwhile. Orwells work rings more sharply of secret police paranoia. Indeed, Winston is taken to room 101, while Bernard is merely transferred to an uncomfortable location. The hypocrisy is much more evident within A Brave New World as well, owing to the controllers having had a son. Both books forewarn of a day when humankind might fall slave to its own concept of how others should act. The two books ask not whether societies with stability, pacification, and uniformity can be created, but whether or not they are worth creating. It is so often that one wants something and in wanting romanticizes it, thus bringing disappointment when the end is finally obtained. They serve as a reminder that it is necessary to have pain to compare with joy, defeat to compare with victory, and problems in order to have solutions. Both books end on negative notes; Bernard is exiled to work in Iceland and Winston is subjected to psychological treatment and then killed.

Work

Introduction The society has undergone a significant transformation during the 21st century. These changes have affected different spheres of individual’s life. One of these spheres relates to work. Work demand is one of the major reasons for the increased need of work-life demands. Approximately 50% of the total workforce is comprised of women while 50% of all household adults are working (Chick, 2004, p.2).Advertising We will write a custom assessment sample on Work-Life Balance And Its Influences On Employee Development And Career Management specifically for you for only $16.05 $11/page Learn More Findings of ‘The 2002 National Study on the Changing Workforce’ revealed that approximately 66% of all American families were dual earners by 1977. This means that these couples were salaried employees. However, the proportion grew to 78% by the end of 2002. Not only are the couples working but they are also required to work for long hour s (Chick, 2004, p. 2). In most cases individuals working for long hours experience health problems. In addition to work demands, the demands of life are also influencing individuals to have a balance in their life. For example, the adults are required to take care of their children and elderly parents. From the study, 50% of the respondents interviewed said they do not have sufficient time for themselves while 63% said they do not have enough time to spend with their spouses. On the other hand, 67% of all the respondents interviewed said that they do not have sufficient time to spend with their kids. As a result of increased participation in their work, there is need for individuals to establish a balance. In addition to family life, there is an increase in the number of adults who are attending school in an effort to improve their life. This arises from the fact that workers are aimed at developing their career. Considering these challenges, workers are increasingly being concerned with ensuring that there is flexibility within their workplace in order to attain a balance (Romer, 2011, p.1). As a result, human resource managers are increasingly being concerned with work-life-balance as one of the human resource management concepts. This arises from the fact that the profitability of the firm is dependent on its effectiveness in retaining employees (Clutterbuck, 2003, p.34).Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Clayton (2004, p.146), the success of organizational leadership is dependent on the effectiveness with which harmony between the organizational goals and employees’ priorities is established. Considering the changes in the society, the researcher appreciated the importance of analyzing the concept of work-life-balance and its influences on employee development and career management. Literature review According to Armstrong (2 006, p.152), work-life balance entails establishing a balance between ones life and his or her work. In their human resource management practices, organizations are increasingly considering adopting strategies that enable their workforce to have a certain degree of flexibility in their duties. Armstrong (2006, p.152) further asserts that the objective of work-life balance is to provide the employees with an opportunity of balancing their work with other personal responsibilities. According to Armstrong (2006, p.152) one of the employees’ needs that organizations are required to take into account is employee development. In order to attain this most organizations have incorporated an employee development policy. The policy is aimed at ensuring that employees continuously develop their skills and abilities. Factors that have contributed to increased demand of work-life balance Financial security The 21st century has been characterized by numerous economic challenges. For exampl e, the recent economic crisis had adverse effects on individuals’ purchasing power. This arises from the fact that some organizations lost their jobs as organizations undertook downsizing. Coupled with the rise in the cost of living, these changes have stimulated the need to attain financial security. As a result, men and women are increasingly being involved in more than one job. Additionally, there has been a change in the perception of work. A significant proportion of individuals are considering work as a source of personal satisfaction and not a component of one’s survival. Currently, individuals are working in order to succeed in their career.Advertising We will write a custom assessment sample on Work-Life Balance And Its Influences On Employee Development And Career Management specifically for you for only $16.05 $11/page Learn More Demographic changes and diversity in organizations The high rate of diversity within organizations i s one of the reasons why human resource managers are faced with numerous challenges. This has further stimulated the need for work-life balance. According to Metusin, and Ooi (2006, p.77), one of the most valuable competences that human resource managers should possess entails understanding and harmonizing the existing differences between the employees. Ghani, Metusin and Ooi (2006, p. 77) further assert that understanding diversity in addition to the growing need for a balanced life amongst the employees has become a prerequisite for a firm attaining sustained performance. Demographic changes such as aging are contributing towards an increment in the amount of responsibilities facing workers. According to Ghani, Metusin and Ooi (2006, p. 77), it is estimated that there will be an increment in the number of workers who are charged with the responsibility of caring for their family members. Ghani, Metusin and Ooi (2006, p. 77) assert that there has been a decline in fertility amongst individuals on one hand while on the other there is increment in longevity. The resultant effect is that is emergence of an aging population. Ceiri, Holmes, Abbott and Pettit (2002, p.2) asserts that if the rate of fertility is constant at 1.6 children for every adult lady, the result will be an increment in the proportion of the aging population from 13.9% during the 1990s to 28% by 2030 within the OECD countries. This arises from the fact that the employees have to take care of their loved ones. Additionally, the high rate at which women are being integrated in the workforce is creating pressure to human resource managers with regard to work-life balance and diversity management. Ceiri, Holmes, Abbott and Pettit (2002, p.2) are of the opinion that the current demographic changes means that human resource managers have to formulate and implement human resource policies and strategies that take into account the employees’ work-life needs and also takes into account the diver se workforce.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Influences of work-life balance on employee development and career management Work-life balance plays a vital role in the development of the employees. Employee development entails the various activities are associated with the employee training and development. Employee training is an important component of ensuring that a firm attains competitive advantage. Needle (2010, p.482) asserts that the skills gained through the training act as an organization’s source of competitive advantage. Work-life balance enables an organization employee development program to be effective. This arises from the fact that the fact that the employees become committed to the program. Additionally, work-life balance enables employees to be effective in their career management. From an individual point of view, career management entails the various developmental practices that are undertaken in order to enable the employees execute their job. On the other hand, organizations consider career manage ment to include the various practices and policies that are implemented with the objective of attaining the needs of a suitable proportion of employees who are well trained. Career management is critical in ensuring that an organization has effective staff. On the other hand work-life balance enhances firms in their career management in that it contributes towards a high level of employee retention. On the other hand, work-life balance enables a firm to be effective in their development hence attaining their career objectives. Benefits of work-life balance Currently, a large number of workers are increasingly becoming aware of the benefits associated with an organization having flexible human resource strategies. This has arisen from realization of the fact that it is impossible to separate work and the various life commitments. However, employees are faced with a challenge in their quest to attain work-life balance. This arises from the fact that their workload is increasing as org anizations shift to flat and more participative structures. The resultant effect is that it is becoming difficult for employee’s to establish a balance between their career and life. According to Coussey (2000, p.1), there is a high probability of an individual succeeding in he or she establishes a balance between his or her life and work. Coussey (2000, p.1) is of the opinion that work-life balance entails developing working practices that are beneficial to both the organization and the employees. From an employee’s point of view, work-life balance entails establishing and maintaining a balance between one’s responsibilities at home and work. Considering the competitive nature of the labor market, it has become paramount for business organizations to recruit and retain motivated employees. According to Torun (2007, p.4), employee turnover can be costly to an organization. However, implementation of work-life balance programs can contribute towards a firm improv ing its employee retention rate. A study conducted in Hoechst Celanese which is a Japanese firm revealed that 60% of the employees interviewed said that the firm’s ability to ensure that there is a balance between the employees’ work and their life was a key determinant in their decision to continue working with the firm (Torun, 2007, p.4). Additionally, work-life balance programmes within organizations act as marketing tools that organizations use to attract employees. The need to retain the employees has become a motivating factor why organizations are increasingly incorporating work-life balance in their human resource management practices and policies. Coussey (2000, p.1) asserts that the profitability of businesses is dependent on the level of employee motivation. If an organization does not incorporate work-life balance, there is a high probability of the employees’ attitude being affected negatively. The result is that their morale is diminished. Lockwood (2003, p. 7) opines that incorporation of work-life balance contributes towards an organization minimizing absenteeism amongst its employees. This arises from the fact that the level of stress which is depicted by increased health problems amongst the employees and absences are minimal (Lockwood, 2003, p.7). In the long term, work-life balance contributes towards a decline in the employees health care cost. Findings of a study conducted by the American Institute on Stress revealed that approximately one million workers do not attend work daily as a result of stress complications (Lockwood, 2003, p.7). The resultant effect is that the employees’ productivity is enhanced culminating into an improvement in the probability of the organization attaining its goals. Not only is work-life balance being advocated by human resource managers but also by researchers and governments. During the 21st century, work-life balance is being considered as a strategic human resource management i ssue. As a result, human resource managers are integrating the concept of work-life balance in their employee retention strategies (Martin, 2010, p.35). In order to survive in the long term as going concern entities, organizations should appreciate the changes in employees needs. This will play a vital role in formulating flexible work-life balance strategies. Problem – Work-life conflicts According to Bird (2006, p.3) asserts that the changes within the society have presented both workers and organizations with a challenge. The challenge emanates from existence of a conflict between the workers personal life and their work. The employees’ personal responsibilities and their work may be mutually incompatible to some degree. Needle (2010, p.482) asserts that employees’ personal responsibilities usually conflict with the needs of the organization. This has made management teams of firms in different economic sectors to shift their focus to employees as their core concern. The shift towards the employees arises from the fact that organizations recognize the fact that they can lose the employees. Additionally, organization can also be sued if they fail to address the employee’s needs. Discussion Human resource management strategies to enhance work-life balance There are a wide range of strategies that human resources managers can integrate their management practices in order eliminate work-life conflict. Integration of work-life balance will give the employees a high degree of flexibility. The following are some of the strategies that organizations can integrate in order to attain work-life balance. Part-time work This strategy entails a permanent form of employment whereby individuals are required to work for fewer hours per week. The employee is required to fulfill the responsibilities assigned within a specific duration. This strategy is more appealing to workers who prefer to have more leisure time and parents who need to be with th eir children. By incorporating part-time work, an organization can enable its employees to achieve work-life balance. Job sharing According to Pride, Hughes and Kapoor (2010, p.295), job sharing entails an employment arrangement in which tow employees share a single full-time job. Job sharing is attained by dividing the number of hours that each party works. For example, one of the job-sharer may be required to work from 8.00 am to 12 noon while the other party works from 1 to 5 p.m. alternatively, the employees may decide to alternate the days that each one works. By incorporating the concept of job sharing, an organization is able to attract highly skilled employees. For example, some professionals may not be available fulltime. Job sharing gives an organization an opportunity to have a strong work-force. However, this strategy is only applicable to some jobs. Telecommuting The 21st century has been characterized by a growth in the rate of technological innovation. Organizations a re increasingly incorporating technology in their human resource management practices. According to Pride, Hughes and Kapoor (2010, p.295), telecommuting entails allowing employees to work at home either full time or for a number of hours every week. Some of the technologies that facilitate telecommuting include modems, personal computers, cellular phones, fax machines, and voice mails. Additionally, the emergence of overnight couriers is also enhancing the growth in telecommunication. Telecommuting presents a high degree of flexibility to the employees. This arises from the fact that the employees have the discretion of determining the most appropriate time to work. This means that they can have more time to spend with their families. Pride, Hughes and Kapoor (2010, p.295) assert that organizations that have incorporated telecommuting experience minimal employee turnover and absenteeism. Another benefit relate to increased work-life balance. Flextime strategy In this strategy, huma n resource managers give the employees an opportunity to determine the number of hours that they prefer to be working. However, the hours have to be within certain limits that are predetermined by the employer. In this strategy, the human resource manager sets two main time bands. These include the flextime and core time. The flextime relates to the time when the employees may prefer to be working. On the other hand, the core time entails the specific hours within which the employees must be at work. For example, the core hours may range from 8 am to 11 am. This strategy gives the employees an opportunity to work for a certain number of hours and then have the discretion to attend to their personal responsibilities (Pride, Hughes Kapoor, 2010, p.295). This means that employees can be able to attain work-life balance. However, this strategy is guided by a condition that stipulates that employees must work for a predetermined number of hours. Compressed schedules According to Kaiser (2011, p.212), compressed schedules entails a working arrangement whereby employees are required to work for a predetermined number of hours weekly. However, instead of the working hours being distributed evenly throughout the week, the employees have the discretion on how to distribute the working hours throughout the week. Through this strategy, employees can work for more hours on a particular day in order have take an off on a particular day. Holidays, leaves and career breaks Human resource managers should also consider incorporating company-paid holidays annually. Other strategies which human resource management should consider include integration of leaves. There are a wide range of leaves that human resource managers should consider in their human resource management practices. One example of such leaves include leave without pay. Additionally, human resource managers can also consider implementing an extra leave in which the employees receive a proportionate compensation du ring the leave period. According to Raddon (2005, p.50), integration of career breaks would also play a vital role in enhancing work-life balance. Career breaks are an important component of ensuring that employees develop their skills. Career break give employees an opportunity to address their economic needs. The resultant effect is that the employees remain competitive within the work environment. During the career breaks, an employee is able to address other family commitments. Conclusion The study has illustrated the importance of incorporating work-life balance as one of the human resource management practices. Currently, the society is characterized by numerous changes which are affecting workers in executing their duties. Some of these changes relate to increased responsibilities amongst the employees. The workforce has also experienced a significant transformation as a result of increment in the number of women who are employed. These women have to take care of their famili es. Other changes relate to demographic characteristics of the society. For example, there has been an increment in the proportion of the aging population which has to be taken care of. Additionally, employees are faced with a rise in the cost of living and hence the need to attain financial security. As a result, most employees including women are working for long hours. The study has also illustrated that diversity within the workforce is stimulating organizations to consider incorporating work-life balance. The increment in the amount of responsibilities that employees are facing has stimulated the need for work-life balance. This arises from the fact that employees are increasingly experiencing work-life conflicts. Integration of work-life balance as a human resource management strategy is beneficial to both the employees and the organizations. Some of the benefits associated with work-life balance include increased employee retention, increased productivity, and improvement in the employee well being and reduced labor costs. In the long run, an organization’s profitability is improved. On the other hand, work-life balance contributes towards the employee developing their career. This arises from the fact that organizations are forced to incorporate employee development and career management strategies. Additionally, the employees have sufficient time to develop their careers through various means such as going back to school. The study has illustrated that there are a wide range of human resource management strategies that organizations can adopt in order to ensure flexibility. Some of these strategiesinclude part-time works, job sharing and telecommuting. Alternatively, human resource managers can also consider developing compressed schedules, flextime, holidays, leaves and career breaks. Through these strategies, there is a high probability of an organization being successful incorporating work-life balance. The resultant effect is that the organ ization is able to eliminate work-life balance. Reference List Armstrong, M., 2006. A handbook of human resource management practice. London: Kogan Page. Bird, J., 2006. Work-life balance doing it right and avoiding pitfalls. New York: Wiley Incorporation. Chick, E., 2004. Fundamentals of work-life balance; career development. Alexandria, V.A: ASTD Press. Cieri, H., Holmes, B. Abbott, J. Pettit, T., 2002. Work-life balance strategies:  progress and problems in Australian organizations. Sydney: Monash University. Clutterbuck, D., 2003. Managing work-life balance: a guide for HR in achieving  organizational and individual change. London: Chartered Institute of Professional Development. Coussey, M., 2000. Getting the right work-life balance; implementing family-friendly  practices. London: Chartered Institute of Professional Development. Clayton, D., 2004. Leadershift; the work life balance program. Camberwell Vic: ACER Press. Ghani, A., Metusin, A. Ooi, K., 2006. HRD for devel oping states and companies:  proceedings of the 2005 Brunei. Singapore: ISEAS. Kaiser, S., 2011. Creating balance? International perspectives on the work life  integration of professionals. New York: Springer. Lockwood, N., 2003. Work-life balance; challenges and solutions. New York: Society for Human Resource Management. Martin, J., 2010. Key concepts in human resource management. Los Angeles: Sage. Needle, D., 2010. Business in context; an introduction to business and its  environment. Andover: South-Western Cengage Learning. Raddon, R., 2005. Your career, your life; career management for the information  professional. Aldershot: Burlington. Romer, C., 2011. Work-life balnce and the economics of workplace flexibility. New York: Diane Publishing. Torun, F., 2007. Work-life balance- any improve for business? Berlin: Munchen Grin Verlag. This assessment on Work-Life Balance And Its Influences On Employee Development And Career Management was written and submitted by user Damion Rivera to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Table of Contents Introduction Career Satisfaction Factor Minority Issues Employee Perception Employer Perception Conclusion Reference List Introduction Work-life conflict is experienced when people or employees feel that their expectations of one domain of their life (work or family responsibilities) overwhelm the other or are totally incompatible. Research has identified two aspects of work-family conflict and they include; the situation where the activities or demands associated with work conflict with the family responsibilities and when family issues interfere with a person job performance.Advertising We will write a custom essay sample on Work-Family Conflict and Career Satisfaction specifically for you for only $16.05 $11/page Learn More The role theory explains that the expected relationship between work-family conflict and the feeling of job satisfaction should be in such a way that when there is so much work-family conflict, then the person going through this will experience very low job satisfaction. Career Satisfaction Factor Researchers purport that career satisfaction is just an attitude that is associated with the level to which people feel they can balance their work demands and family responsibilities. This is what makes them like or hate their jobs and in most cases, the dislike of one’s job translates into negative attitude at work and therefore this culminates into such behaviours like absenteeism, low job performance, and external turnover (Taylor, 2001, p. 63; Pitt-Catsouphes et al, 2006, p. 78). Considering the negative impact career dissatisfaction can have on the work performance, employers and managers have developed a keen interest in the factors that determining the level of job satisfaction (Clark, 2001, p. 351). These factors can be assessed and recommendations for improvements made so that the negative behaviour can be mitigated. There are several factors that have been found to cause a lot of uproar in the workplace not only because of job dissatisfaction but also due to increased prevalence of work-family issues (Ford et al, 2007, p. 63). This factor has drawn substantial interest than other factors like religion. Work-family conflict is becoming very prevalent in many organisations and employers have realised that this is a very undesirable situation because of the devastating negative impact it can have on their organisational performance (Premeaux et al, 2007, p. 707).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Besides job dissatisfaction, work-life conflict results in poor health and decreased performance (Clutterbuck, 2003, p, 67). In extreme cases, it can be the cause of broken families, and generally poor marriage or family relationships. The causes of work-family conflicts include factors from the job and also from home especially time management problems (Kafe tsios, 2007, p. 23). For instance, the work shifts could be very irregular hence affecting individual family duties, sudden job transfers can separate individual from their families abruptly, frequent need to work overtime could consume time that could otherwise have been used to handle family matters and change of working hour can affect the normal routines at home hence increasing the possibility of conflicts (Boyar et al, 2003, p. 176). It is the responsibility of both the organisations or employers and the employees to ensure that there is a well balanced life where the possible causes of conflict are eliminated (Fiona, 2006, p. 105).There is growing evidence to support the claim that people who have high emotional intelligence are able to manage themselves well and have minimal work-life conflicts while the reverse is also true (Clutterbuck, 2003, p, 67). The reason why work-family conflict is characterised by increased interference of works demands into family issues is that e mployers are often stringent and failure to adhere means punishment and these demands are inevitable (Premeaux et al, 2007, p. 709). It is therefore pertinent that employers are made aware of such practises and then action taken to reduce their influence in their employee family matters by executing job tasks (Fiona, 2006, p. 105; Taylor, 2001, p. 69). Minority Issues Over the previous years, there has been a widely shared work-family model that was developed from the conservative patriarchal community roles where workplaces were rigidly concerned with work and not family matters (Carlson Kacmar, 2000, p. 1043). This tends to draw lines between gender roles whereby the role of men was strictly to work and the women were to strictly stay at home to take care of the family (Kinnunen et al, 2004, p. 9). This saw male domination of workplaces and women were the minority group but today, workplaces have and are undergoing sea change of demographics (Kinnunen et al, 2004, p. 11). Many wo men are joining the workforce and there is even more acceptance of the people with disabilities, students, the elderly and single fathers.Advertising We will write a custom essay sample on Work-Family Conflict and Career Satisfaction specifically for you for only $16.05 $11/page Learn More This transformation has not reached its peak and in many organisations, women are still the minorities in those places in terms of gender (Noor, 2004, p. 392). Even though there are several minority groups at workplaces like elderly and people with disability, this paper takes a selected look at women as minorities because when it comes to work and family issues, it’s the women who are in most cases caught up in the middle. Traditionally, workplaces were designed to split work from family but this has been challenged as causing inefficiency among employees who are in reality workers and family men and women at the same time (Boyar et al, 2003, p. 178). As emplo yment shifts from the male dominated places to demographically diverse, such beliefs have to change, so as to lessen the negative processes that affect people who are different from the majority like the women who are mothers. Women basically were judged unfairly and could not rise easily to management positions because of the association with more family responsibilities (Carlson Kacmar, 2000, p. 1046; Ford et al, 2007, p. 63). Such issues are still important though and workplace performance and division of roles is still based on traditional concepts of gender responsibilities that require men to sacrifice more family responsibilities leaving them to women. As more women got to the job market, the notion that working was for men disappeared. This societal change blurred the traditions of division of gender roles that had defined who was to handle family issues and who was to deal with work almost exclusively (Noor, 2004, p. 392). Both men and women in the working environment are now required to handle the issues of family responsibilities and also breadwinning at the same time. These sometimes result in people being worried about family matters when they are supposed to be working. They also worry too much about work when they are attending family roles. The issues of work-family conflict is of a major concern in many developing nations like the US and UK as more women are getting into the job market than ever before (Fine-Davis et al, 2004, p. 78). In the US, it’s estimated that over 60% of the working class are married and have at least one child who is below 18 years hence need their support all the time (Ilies et al, 2007, p. 1369).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Furthermore, the family norms have changed dramatically with more dual bread winner families being common than in the previous years (De Luis et al, 2004, p. 472). This fact together with the increasing single parent families implies that managing the work-family demands could be more difficult than it ever was. Time restrictions and role performance makes employees to juggle their work and family duties hence making this a crucial organisational problem in the modern society (Boyar et al, 2003, p. 178). And there is need for more research to assess the situation and seek to promote knowledge and encourage research in gender concerns and work life balance by identifying policies that need to be investigated, facilitate sharing of information and findings (De Luis et al, 2004, p. 472); Foster chances to enrich women professional lives and allow them to achieve their full capacity as workers or practitioners and enhance their increased participation in professional service (Carlson K acmar, 2000, p. 1046; De Luis et al, 2004, p. 472); To offer forum where workers can have a discussion on the impact that increased involvement of women in professional practise has had on work-life balance and to enhance equitable treatments of workers in workplace and offer knowledge and sensitivity to gender and work-life balance concerns (Bruck et al, 2002, p. 343). The goals will go a long way in increasing the knowledge of the policies that help professionals to effectively combine career demand and family responsibilities into a concept of common interest, work-family balance (Kossek Ozeki, 1998, p. 142). Employee Perception Workers expect that their employers will appreciate that they have other responsibilities besides the job and that they can have sufficient extra time to attend to these issues. A critical factor to this is the perceived organisational support which is a factor that defines the degree to which workers think their employer’s support their wellbeing including family support (Lapierre et al, 2008, p. 93). The perceived employer support is a major factor in determining the worker commitment to the job hence performance and career satisfaction (Casper et al, 2002, p. 102). Studies show that a positive perception of worker support is directly correlated to quality of work and satisfaction. To counter work-family conflict, employees need to have an understanding of the employers who will offer them a working environment that upholds their family welfare. Workers expect that their employers would offer them flexible working hours (Houston Waumsley, 2003, p. 121), encourage like sharing job tasks, offers room to work from home, and compressed working hours so that the employers can better balance their work and family roles hence develop satisfying careers. This is the concept of Work-life balance and its basis is that being paid to work and seeking to attend to personal life should not be seen as competing priorities but rather com plementary aspects of real life. Many researchers are seeking to ensure employers are actively involved in developing this concept in workplaces (Anderson et al, 2002, p. 788; Kossek Ozeki 1998, p. 142). The workers are hence demonstrating the benefits of the concept on worker performance. Employees seek to ensure that the employers institute policies that support work-life balance as a way of mitigating the negative outcomes of conflict of the two domains. Some nations for instance the US, Canada and UK introduced some fair policies for people with families to have limited working hours or demand that employers offer benefits to assist employers to attend their family responsibilities (Fine-Davis et al, 2004, p. 79). This comes when there is increasing demographic shift as many baby boomers retire and workplaces get filled with younger workforce of both gender together with pressure from international forces to recruit and retain knowledgeable workers. Employees expect that their employers will take the government initiatives seriously and work on the practises that will allow work-family balance (Anderson et al, 2002, p. 788); these initiatives include; Reducing working hours by job-sharing or part-time jobs Change working hours as in flexitime and compressed working hours weeks Changing place of work like working from home on the clock. Employer supported childcare programs (Houston Waumsley, 2003, p. 121) Offering leaves like study leave, mothering leave and career breaks (Cromptom, 2005, p. 347). Employer Perception It is widely accepted that negative perception of the workplace critically impacts on job satisfaction. This therefore has greatly called for change of work-family policies so as to minimise the conflict that exist between work and private lives of employees (Duncan Pfau-Effinger, 2000, p. 132). These policies are anticipated to go a long way in changing attitudes of employees and there are some measures that employers are required to tak e in order to ensure that this happens (Grandey et al, 2005, p. 312). However, the reaction to these changes by employers is a setback to workplace transformation. Due to the need to make more profits and the increasing global competition, there is need to be more productive and introduce changes at workplace to encourage hard work (Duncan Pfau-Effinger, 2000, p. 134). As a result, employers are setting up more working hours and paid overtime. Even though on one hand workers are bound to earn more by working more hours, they use most of their time on job demands that the lack time to attend to family roles (Scandura A., Lankau, 1997, p. 382). Traditionally, employers have been advocating for more working hours, multiple shift working programs, and limited off and leaves so that production is maximal (Cromptom, 2005, p. 347). This clearly shows that the employers perceive the changes to ensure work-family balance as a setback to their fast paced developments. Working is hence made hectic and exhausting as well hence leading to development of health problems among the employee (Dixon Sagas, 2007, p. 239). In order to compete aggressively in the modern liberal works, employers are required to employ and retain esteemed employees in the highly competitive job market etas a gesture of strong motivation and increased organisation awareness (Lapierre et al, 2008, p. 93; Rhoades Eisenberger, 2002, p. 703). They are also to act with consideration of the human resource policy and traditions that deal with work – life balance. Employers are looking for workers who have real commitment to their job and very productive and they always evaluate this by looking at the number of hours worked, number days an employee takes off duty, cases of absenteeism, and high possibility of time flexibility to work (Poelmans, 2001, p. 231). However, it seems that employers have failed to assess how their effort to increase production like working long hours, overtime and not tak ing time off to be with family impact on their general performance of their employees (Boles et al, 2003,. P. 106). Employers have been very reluctant in introducing Flexible working hours or programs working from home because this requires of high-level of self-discipline, something that employers do not want to leave to chance (Poelmans, 2001, p. 233). It takes a lot of commitment for one to be able to work from home and be able to meet their job objectives and deadlines without falling being adversely affected by family needs and destructions. Conclusion Employers are beginning to accept the changes required at workplaces for work-family balance. Employers are now openly discussing their workers’ personal and family demands in order to be able to be able to come up with solutions that would enhance worker and organisational performance (Fu Shaffer, 2001, p. 504; Rhoades Eisenberger, 2002, p. 703). There are many initiatives that are supported by the governments and which employees expect that their employers will offer them. Although initially it was greatly opposed by employers, global competition and dynamic corporate policies have been pushing these changes progressively. Reference List Anderson, S.E., Coffey, B., Byerly, R.T (2002). Formal Organisational Initiatives and informal Workplace Practises: Links To Work-Family Conflict And Job-Related Outcomes, Journal of Management, 20 (6), 787-810 Boles, J.S., Wood, J.A., Johnson, J. (2003). Interrelationships of Role Conflict, Role Ambiguity, and Work-Family Conflict with Different Facets of Job Satisfaction and the Moderating Effects of Gender, JPSSM, 2, 99-113. Boyar, S.L., Maertz, C.P., Pearson, A.W., Keough, S. (2003). Work-Family Conflict: A Model Of Linkage Betweeen Work And Family Domain Variable And Turnover Intentions, Journal Of Managerial Issues, 15, 175-190 Bruck, C.S., Allen, T.D., Spector, P.E. (2002). The Relation between Work- Family Conflict and Job Satisfaction A Finer-Grained Analysis, J. Vocat. Behav, 60, 336-353 Carlson, D.S., Kacmar, K.M (2000). Work-Family Conflict In The Organization: Do Life Role Values Make A Difference, J. Manage, 26, 1031-1054. Casper, W. J., Martin, J. A., Buffardi, L. C., Erdwins, C. J. (2002). Work-Family Conflict, Perceived Organizational Support, And Organizational Commitment among Employed Mothers, Journal of Occupational Health Psychology, 7, 99,108 Clark, S.C. (2001). Work Cultures and Work/Family Balance, Journal Of Vocational Behaviour, 58, 349 – 65. Clutterbuck, D. (2003). Managing Work–Life Balance: A Guide For HR In Achieving Organisational And Individual Change. London: CIPD Publishing Cromptom, R. (2005). Vocation and Work Flexibility: The Working Class and the Families, Occupational Behaviour Journal, 58(3), 347 – 364 De Luis M.P., Martà ­nez, A., Pà ©rez, M., Vela, M.J. (2004). Work-Family Conflict in a Southern European Country: The Influence of Job-Related and Non-Related Factors, J. Manage. Psychol, 19, 466-489. Dixon, M. Sagas, M. (2007). The Relationship between Organizational Support, Work- Family Conflict, and the Job-Life Satisfaction of University Coaches, Research Quarterly For Exercise and Sport, 78, 236-247. Duncan, S., Pfau-Effinger, B. (2000). Gender, Economy, and Culture in the European Union. London: Routledge. Fine-Davis, M. et al., (2004). Father and Mother Dilemma of the Work-Life Balance: A Relationship Investigation in European Nations. London: Kluwer Academic Fiona, J, Burke, R. J, Westman, M. (2006). Work-Life Balance: A Psychological Perspective. New York: Psychology Press Ford, M.T., Heinem, F.B., Langkamer, K.L. (2007). Work and Family Satisfaction and Conflict: A Meta-Analysis of Cross-Domain Relations, J. Appl. Psych, 92, 57-80. Fu, C.K., Shaffer, M.A. (2001). The Tug Of Work And Family: Direct And Indirect Domain-Specific Determinants Of Work-Family Conflict, Personnel Review, 30, 502-522 Grandey, A., Cordeiro, B.L., Crofter, A. C (2005). A Longitudinal and Multi- Source Test of the Work-Family Conflict and Job Satisfaction Relationship, J. Occup. Organ. Psychol, 78: 305-323 Houston, D. M., Waumsley, J. A. (2003). Attitudes of Flexible Work Hours And Family Lives. Family Work Series. Bristol: The Policy Press Ilies, R., Schwind, M., Wagner, D. T., Johnson, M., Derue, D.S., Ilgen, D.R. (2007). When Can Employees Have A Family Life? The Effects of Daily Workload and Affect on Work-Family Conflict and Social Behaviours At Home. Journal of Applied Psychology, 92, 1368-1379. Kafetsios, K. (2007). Work-Family Conflict And Its Relationship With Job Satisfaction And Psychological Distress: The Role Of Affect At Work And Gender, Hellenic. J. Psychol, 4, 15-35. Kinnunen, U., Geurts, S., Mauno, S. (2004). Work-To-Family Conflict And Its Relationship With Satisfaction And Well Being: A One Year Longitudinal Study On Gender Differences, Work And Stress, 18, 1 – 22. Kossek, E.E., Ozeki, C. (1998). Work-Family Conflict, Policies And The Job-Life Satisfaction Relationship: A Review and Direction for Organizations’ Behaviour-Human Resources Research, Journal of Applied Psychology, 83, 139 – 49. Lapierre, L.M., et al. (2008). Family-Supportive Organization Perceptions, Multiple Dimensions of Work-Family Conflict, And Employee Satisfaction: A Test Of Model Across Five Samples, J. Vocat. Behav, 73, 92-106. Noor, N. M. (2004). Work-Family Conflict, Work – and Family Role Saliente, And Women’s Well-Being, J. Soc. Psychol, 144, 389-405 Pitt-Catsouphes, M., Kossek, E. Sweet, S. (2006). The Work-Family Handbook: Multi-Disciplinary Perspectives, Methods, and Approaches. Mahwah, N.J.: LEA Press Poelmans, S. (2001). Individual and Organizational Issues In Work-Family Conflict. Research Paper, No 445, Barcelona: IESE. Premeaux, S.F., Adkins, C. L., Mossholder, K.W. (2007). Balancing Work and Family: A Field Study Of Multi-Dimensional, Multi-Role Work-Family Conflict, Jour nal of Organizational Behaviour, 28, 705-727. Rhoades, L., Eisenberger, R. (2002). Perceived Organizational Support: A Review of the Literature, Journal of Applied Psychology, 87, 698-714. Scandura, T. A., Lankau, M. J. (1997). Relationships of Gender, Family Responsibility, and Flexible Work Hours to Organizational Commitment and Job Satisfaction, Journal of Organizational Behaviour, 18, 377-391. Taylor, R. 2001. The Future of Work-Life Balance, Swindon: Economic Social Research Council This essay on Work-Family Conflict and Career Satisfaction was written and submitted by user Brooklynn K. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Introduction Choosing the best kind of a job to take is perhaps the most challenging task facing contemporary professionals. Many people have therefore found themselves being victims of wrong decision making as far as job-choice is concerned. This is because professionals are usually attracted by monetary benefits in such a way that they fail to consider other important aspects of jobs like non-monetary benefits.Advertising We will write a custom essay sample on Work-life balance specifically for you for only $16.05 $11/page Learn More These non-monetary benefits include the number of hours that a person is expected to commit to the job and other benefits given by the employer to the employee. The latter could be things like leaves and days off while the former determines the work-life balance characteristic of the job. This paper examines the importance of work-life balance and gives some suggestions of how the same can be achieved. Importance of work-l ife balance Work-life balance can be defined as arrangements made by employers to enable their employees to live full lives. This implies that as much as they will be giving their best to the job, the employees will be having a chance to do other things in their lives. Work-life balance is a very important aspect of any working environment. Among its advantages is the fact that employees are more motivated to perform their duties since they do not get overworked. This is advantageous to both the employers and the employees. The employees benefit in that they develop healthy relationships with their employers and at the same time they get time to build non-professional aspects of their lives. This way, they are able to develop their careers positively and engage in productive activities as they build their careers. On the other hand, employers are able to achieve greater productivity of their firms since employees are greatly motivated to work. Employees give their best to the job du e to the motivation and thus quality and greater volume of production is guaranteed (Clayton, 2005, p. 27). The employers also benefit in other ways since the benefits they give to their employees enable them to gain good publicity that attracts more productive workers and more customers if the firm is in the hospitality industry. From the above discussion, it is apparent that work-life balance is of utmost importance in organizations. Firms should therefore know how to appropriately establish appropriate measures in order to enable their employees live a full life. On the other hand, employees should strive to live a balanced life even in conditions that are seemingly unfavourable. The following paragraphs explore how employees and employers can achieve work-life balance. Strategies for attaining work-life balance Even though the relationship between a person’s professional life and his/her personal life is indubitably rich, it may prove to be tricky to attain and keep a hea lthy work-life balance. The following are some of the strategies that employees can use to live a full life. First of all, it is of utmost importance for an employee or employer to keep calm in challenging situations.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, if a person is experiencing personal problems like problems of marriage, he/she should ensure that the same does not affect his/her professional life. If the person is an employer, he/she should not, for instance, fire an employee due to his/her personal problems. On the other hand, an employee should ensure that he/she does not let his/her personal life affect his/her professional performance. For instance, if the employee is experiencing family problems, he/she should maintain the same level of performance as when he/she does not have such problems (Gordon, 2003, p. 1). Likewise, stress in the workplace should not aff ect the personal lives of the employees. An employee should ensure that they live their personal lives to the fullest while ignoring any problems that may have occurred in the working environment. An employee should also ensure that he/she engages in important bodily activities in order to live a well balanced life. He/she should thus engage in physical activities and ensure that he/she sleeps and eats well. It is thus apparent that any job that gives an employee time to engage in the aforementioned activities can be considered to be offering work-life balance. It is also important for the employee to set boundaries for both professional and personal activities. This will ensure that both lives do not clash (Clutterbuck, 2003, p. 112). This way, the employee will be able to achieve enviably in both realms of life. Conclusion As evidenced in the discussion above, work-life balance is a very important determinant of professional performance. It is thus of essence for employers to ensu re that they give their employees adequate time to engage in personal activities. On the other hand, employees should ensure that they use the free time they are given by their employers wisely. They should ensure that they engage in productive personal activities and at the same time avoid taking their professional problems home. It is thus of essence that people evaluate prospective employers keenly to make wise choices as they choose between jobs. This will ensure that they do not take jobs and regret later. Reference List Clayton, D. (2005). The Work-life Balance Program. University of California.Advertising We will write a custom essay sample on Work-life balance specifically for you for only $16.05 $11/page Learn More Clutterbuck, D. (2003). Managing the Work-Life Balance. Journal of Management, pp. 101-120. Gordon, M. (2003). 9 Strategies For Regaining Your Work Life Balance. Web. This essay on Work-life balance was written and submitted by user Hamza Fowler to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Introduction The research problem. The problem that should be approached in the current proposed study concerns the work-life balance and the correlation between the productivity rates and the employees’ stress due to their work-life conflicts as addressed in many current studies (Bardoel, 2006; Yasbek, 2004).Advertising We will write a custom essay sample on Work-Life Conflict and Performance specifically for you for only $16.05 $11/page Learn More Importance of the research. The importance of the proposed study consists in the possibility of improving the working conditions of employees that suffer from the work-life conflict in case of successful outcomes of the research. Many firms introduce work-life balance programs that help to make the working conditions for employees less stressful and hence shift the conflicts and increase productivity. Literature Review It is possible that the tax system can be one of the reasons for constant absenteeis m of employees and the factor encouraging such behavior. Besides, people can tend to stay at home even if they simply have some family affairs to cope with; â€Å"†¦tax system financing public sick pay, may paradoxically also affect workers’ sickness behavior. The reason is that the tax system affects workers’ return on effort, and thus may be considered to provide negative financial incentives† (Dale-Olsen, 2009, p.2). The same problem is regarded in the study by Pfeifer (2009). Bloom et al. (2006) suggest that more effective implementation of management strategies can decrease the work-life conflict and increase the productivity. Moreover, the generational differences can be the reason for decreased productivity as well regarding the work-life conflict and work-life attitudes with employees of different generations (Parker, 2007). On the contrary, the study by Burgess and Connell (2006) addresses the current situation and certain perspectives that can be used to evaluate the situation in Australia taking into consideration the proportion of full-time employed male breadwinners compared to female ones. Another important aspect is the influence of the work-life balance programs on female employees as suggested in the study by Kodama (2007). Hypothesis Some shift in the work-life conflict can be reached through work-life balance programs aimed at coping with employees’ stress and its resulting in reduced productivity. In this respect, it is necessary to study whether the impact of the work-balance programs is positive or negative and try to compare and contrast the companies that adopted the programs and enjoy their results in the form of healthy work-life employees’ balance and increased productivity.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Dependent variable. The dependent variable in this case is the result of the work -life conflict. The main observable results of it are employees’ poor performance and poor organizational productivity. Both aspects can be approached with the help of manipulations aimed at affecting the work-life balance. Certain programs can be used to improve the employees’ health and their attitude to job duties (McLaughlin Young Group, 2010). Independent variable. The independent variable is the work-life conflict which appears due to the increased number of roles at work and in personal life. As suggested in the study by Bloom et al. (2006), â€Å"good management and higher productivity come at the expense of work-life balance† (p.2). Thus, the main target to manipulate is the balance. Any shift can influence the career, more hours spent at work, and hence higher productivity; at the same time this will move the family values aside. To set a priority should not mean to refuse a successful career or a happy family. This dilemma makes most employees distres sed and unproductive in terms of their work duties, thus influencing the productivity rates. Methodology Participants. The participants should be taken from at least two businesses engaged into similar production sector. Males and females of different age groups and different positions should be surveyed in order to collect objective information on the production rates and the employment rates. Besides, full-time and part-time employees should indicate their employment rate. In this respect, some information should provide some background information about the employees, whereas other data will help to shape the outlook of the productivity and some measures that can influence it. The time of being employed has to be no less than a year with unbroken record of service. Materials/apparatus. An abovementioned questionnaire is aimed at providing the researcher with the background information about the employees and the productivity as well as helping to assess the stress of employees in different positions and compare the condition of the employees from the business that implements the work-life balance programs and the one that does not. Procedure. The procedure should include a survey to collect important information about the productivity of the company and the employees appointed to different positions. A similar survey was used for the study by Mortazavi (2008). The study should take place in the informal environment to avoid excessive stress. Results and Implications As the current issue has been recently widely approach by different researchers, it is necessary to conclude that the positive results of the proposed study can be used as a well-grounded proposal for implementation of work-life balance programs in different business sectors regardless of the generation to which the employees belong, the gender, the age, and position, and the record of service. References Bardoel, E. A. (2006). A review of organizational work/life performance measurement. Pp. 69 -82. In White, G. (Ed). (2006). Proceedings from 14th International employment Relations Association Conference: Family-friendly Employment Policies and Practices: An East-West Perspective on Work Life Balance. Hong Kong: Hong Kong Baptist University.Advertising We will write a custom essay sample on Work-Life Conflict and Performance specifically for you for only $16.05 $11/page Learn More Bloom, N., Kretschmer, T., Reenen, J. V. (2006). Work-life balance, management practices and productivity. Retrieved from Google Scholar Database. Burgess, J., Connell, J. (2006). Work and family programs in australia: what are the implications for work-life balance? Pp. 90-101. In White, G. (Ed). (2006). Proceedings from 14th International employment Relations Association Conference: Family-friendly Employment Policies and Practices: An East-West Perspective on Work Life Balance. Hong Kong: Hong Kong Baptist University. Dale-Olsen, H. (2009). Absenteeism, efficien cy wages and economic incentives. Retrieved from Google Scholar Database. Kodama, N. (2007). Effects of work-life balance programs on female employment. Japan Labor Review, 4(4), 97-119. McLaughlin Young Group. (2010). Supporting healthy and productive employees. Web. Mortazavi, S. (2008). Employee involvement, productivity, and profitability of the firm. School of Business Humboldt State University. Web. Parker, C. C. (2007). Generational differences in work life balance attitudes. (Master thesis, State University of New York at New Paltz, 2007). Retrieved from Google Scholar Database.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Pfeifer, C. (2009). Effective working hours and wages: the case of downward adjustment via paid absenteeism. Working Paper Series in Economics, 152. University of Là ¼neburg. Yasbek, P. (2004). The business case for firm-level work-life balance policies: a review of the literature. Wellington: Labour Market Policy Group. Web. This essay on Work-Life Conflict and Performance was written and submitted by user Bright Hen to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Work Work

Gulliver S Failte Ireland Familiarisation Visit Tourism Essay Example

Gulliver S Failte Ireland Familiarisation Visit Tourism Essay This circuit path has been set up by Irish tourer board Failte to advance Ireland circuit with GTA travel Associates. It is good opportunity for us to hold cross preparation and interchanging experience with local usher and co-workers. Our Itinerary will cover whole Ireland A ; Belfast. We travelled from East seashore metropolis Galway down to south coast metropolis Cork so pass to West seashore Capital metropolis Dublin and finished circuit in Northern Ireland capital metropolis Belfast. In our group, there are 14 members 02 from GTA JKT office and 02 from GTA Taiwan office 10 kiss of peace from Reservation, Gross saless, LDC and Coordination of GTA London office Ireland is the third-largest island in Europe It lies to the Northwest of Continental Europe and is surrounded by 100s of islands and islets. The island is divided between the Republic of Ireland, which covers merely under five-sixths of the island, and Northern Ireland, a portion of the United Kingdom, which covers the balance and is located in the nor-east of the island. The population of Ireland is about 6.2A million people. 4.5A million live in the Republic of Ireland and 1.8A million live in Northern Ireland. The island has lush flora, a merchandise of its mild but mutable pelagic clime. Until the seventeenth century, thick forests covered the Ireland. Today it is the most deforested country in Europe. Ireland became independent state EIRE ( The Republic of Ireland ) in 1949. In 1973, it joined European Union. The national faith is Catholic and talk both English and Gaelic Irish . Irish is besides celebrated for its handicraft and it has imported lost of labor into the state in the recent old ages to work in the mills, particularly from Poland. Besides it has strong service industry such as the Tourism particularly in the east Dublin and Cork, there is about 7,000,000 tourers coming Ireland each twelvemonth. Other Service industries like eating house casinos travel agents are popular in Ireland. One of the grosss in Ireland comes from exported beef to UK and EU states. In 2004 the Chinese population dominates the most In Ireland but now Polish is bulk at that place. Ireland is a state with athleticss partisan ; the most popular athleticss are football and hurling which is similar to hockey but faster. VAT rate is 21 % at that place, group members can claim back at airdrome before go forthing Ireland. We will write a custom essay sample on Gulliver S Failte Ireland Familiarisation Visit Tourism specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Gulliver S Failte Ireland Familiarisation Visit Tourism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Gulliver S Failte Ireland Familiarisation Visit Tourism specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Daily Itinerary Day 01 12 Nov 12:00 LONDON Galway Galway: We left office at 12:00 to Luton airdrome get downing Ireland circuit. Arrived at Galway airdrome by RE 504 theodolite at Waterford airdrome. Galway is a metropolis in County Galway. It is the 5th largest and the fastest-growing metropolis in Ireland. [ 3 ] It is besides the 3rd largest metropolis in the Republic. Located on the west seashore of Ireland, it sits on the River Corrib between Lough Corrib and Galway Bay. The population of Galway metropolis and its environments is 72,729. During the Norman invasion of Connacht in the 1230s, Galway garrison was captured by Richard Mor de Burgh, who had led the invasion. As the deA Burghs finally became Gallicized, the merchandisers of the town, the Tribes of Galway, pushed for greater control over the walled metropolis. This led to their gaining complete control over the metropolis and to the granting of mayoral position by the English Crown in December 1484. The metropolis thrived on international trade, and in the Middle Ages, it was the chief Irish port for trade with Spain and France. In 1477 Christopher Columbus visited Galway, perchance halting off on a ocean trip to Iceland or the Faroe Islands. Seven or eight old ages subsequently, he noted in the border of his transcript of Imago Mundi Men of Cathay have come from the West. During the 16th and 17th centuries Galway remained loyal to the English Crown for the most portion, even during the Gaelic revival, possibly for grounds of endurance. However, by 1642 the metropolis had allied itself with the Catholic Confederation of Kilkenny during the Wars of the Three Kingdoms. The great households of Galway were ruined, and, holding declined owing to the murphy dearths of 1840-1845, the metropolis did non to the full retrieve until the great economic roar of the late 20th century. Galway experiences a year-around mild, moist, temperate and mutable clime, due to the predominating air currents of the North Atlantic Current. The metropolis experiences a deficiency of temperature extremes, with temperatures below 0A A °C ( 32A A °F ) and above 30A A °C ( 86A A °F ) being rare. Galway is known as Ireland s Cultural Heart and is renowned for its vivacious life style and legion festivals, jubilations and events. Every July, Galway hosts the Galway Arts Festival A ; Galway International Oyster Festival. . Tour Escort and LDC driver. Our TE the proprietor of GAT provider SIGNPOST TOURS named Mr DECLAN SOMERS. He has been in tourer information over 20 old ages. Our Driver Mr NOEL OMALLEY is from one of chief LDC provider in Ireland called CORDUFF TRAVEL. Our manager is 50 seats looked really clean and bantam. It takes 49 proceedingss from Airport to Galway metropolis Centre. Galway airdrome: It is really bantam airdrome similar size of in-between size of Train station in London. After base on balls through passport control. Arrived at arrival hall. On the left side is information desk, group members can acquire hotel, conveyance etc. information. Dinner: Imperial hotel Located in the bosom of Galway metropolis Centre! Newly refurbished. 80 guest suites at the Imperial Hotel in Galway are broad and bright with modern cherry wood furniture and modern-day decor. Bar and Restaurant The saloon grill has a traditional, yet comfy ambiance where Irish cordial reception is paramount. The Bar is locally known as the meeting topographic point of Galway . Restaurant offered good quality nutrient traditional and cosmopolite, i.e. Irish fret, joints, fish dishes, pizza, lasagna, etc. The saloon features traditional Irish music seven darks a hebdomad, with the best in local instrumentalists the eating house is the ideal locale for parties and maps. Food: 03 class ( Lemon Sole ) Very fresh homemade Salad / Traditional English nutrient fish A ; chips/ nice fruit with ice-cream. Irish java and Tea. Part of nutrient is sufficient. Nightlong Hotel: Best Western Flannery s It is a three star household hotel in Galway. It has 134 comfy guestrooms ( including two suites ) , many with king-size beds and some offering a position of Galway Bay. Hotel anteroom is a bit little. When we checked in 14 kiss of peaces were full packed the anteroom. Breakfast room and saloon eating house are on the land floor. There is long haul manner taking to all suites. Two lifts in that hotel. The capacity is little. Merely allow two or three kiss of peace in it with baggage. Room is rather large with king size bed. Bathroom is good size with shower and bath bath. Breakfast service is forenoon is all right. Not much nutrient pick Qualified for Irish breakfast such as bacon, sausage, egg, tomato, murphy, staff of life, microphone, yoghurt, juice. Day 2: 13 Nov Galway- Burren- Lisdoonvarna -Lahich ( Cliffs of Moher ) Bunratty Castle Killarney Burren: We foremost have an orientation circuit in Burren. It takes 1hrs from Hotel to Burren. The Burren is a karst-landscape part in northwest County Clare, in Ireland. It is one of the largest karst landscapes in Europe. The part measures about 250 square kilometers and is enclosed approximately within the circle. It is bounded by the Atlantic and Galway Bay on the West and north, severally. A little part of the Burren has been designated as Burren National Park. It is one of merely six National Parks in the Republic of Ireland and the smallest in size ( 15A kmA? ) . There are more than 90 megalithic graves in the country, portal cromlechs ( including Poulnabrone Dolmen ) , a Celtic high cross in the small town of Kilfenora, and a figure of pealing garrisons among them the ternary ring garrison Cahercommaun on the border of an inland drop, and the exceptionally well-preserved Caherconnell Stone Fort. Corcomroe Abbey is one of the country s chief scenic attractive forces. The turn overing hills of Burren are composed of limestone pavings with crisscrossing clefts known as grikes , go forthing stray stones called clints . The part supports north-polar, Mediterranean and alpine workss side-by-side, due to the unusual environment. Lisdoonvarna: After sing Burren, followed we visited other town called Lisdonvarna. Lisdoonvarna is a spa town of 822 people ( 2002 nose count ) Famous for its music and festivals, in September each twelvemonth one of Europe s largest matchmaking events is held in the town pulling upward of 40,000 romantic aspirant, unmarried man husbandmans and attach toing revelers. The month-long event is an of import tourer attractive force. The current matcher is Willie Daly, a fourth-generation matcher. Cliffs of Mocher: The mighty Cliffs of Moher is one of top visitant attractive forces and offers matchless positions of the sheer power of the Atlantic Ocean and the breathtaking beauty of Ireland s west seashore. The Cliffs reach 214m at their highest point and stretch over eight kilometers. Peering out from its highs, you can descry the wild Aran Islands, Galway Bay, and the beautiful extremums of Connemara, including The Twelve Bens and the Maum Turk Mountains, and Loop Head to the South. To witness the Cliffs of Moher from sea degree and take in their amazing highs, a sail along the 8km stretch will pull you in from the Ocean up, and there are plentifulness of operators around the country that you can take from. Back on dry land, though, this clip expression to the skies as the Cliffs are place to four species of sea birds, the Guillemot, Razorbill, Fulmar and Kittiwake, every bit good as the largest mainland settlement of Puffins. County Clare itself is blessed with other astonishing sights, including the vegetation and fauna loaded Burren, one of the largest karst landscapes in Europe ; the tranquil Waterss of Lough Derg ; and, the olympian River Shannon. The Cliffs of Moher are located in the parish of Liscannor at the south-western border of the Burren country near Doolin The drops rise 120A metres ( 394A foot ) above the Atlantic Ocean at Hag s Head and reach their maximal tallness of 214A metres ( 702A foot ) merely North of OBrien s Tower, eight kilometers off. [ 2 ] OBrien s Tower is a unit of ammunition rock tower at the approximative center of the drops. It was built by Sir Cornelius OBrien, a descendent of Ireland s High King Brian Boru, in order to affect female visitants. [ 1 ] From atop that watchtower, visitants can see the Aran Islands and Galway Bay, the Maum Turk Mountains and the Twelve Pins to the North in Connemara, and Loop Head to the South. [ 3 ] There is large manager park in forepart of visit Centre. When group arrived visitant Centre must describe at response for exchange tickets if group utilizing GTA verifier. On the right manus side of visitant Centre is souvenir store. On the left manus side is Coffee store and lavatory installations. There is an exhibition shown visitants how the drops made from, the life in the sea. On the 2nd floor of exhibition Centre, there is a 3D movie Centre. Everyone can sit down a spot after long clip walk through the Centre. The movie is besides suited for kids as it is cartoon manner. Normally the sing circuit takes about 45 proceedingss 1 hr. Lunch: Atlantic Hotel It is a traditional Pub A ; Bar Restaurant. When entered the chief entryway, on the right manus side is dine eating house. The capacity of the dine country is about 40 kiss of peace. On the right manus side is Pub country, the capacity of Pub country is abound 80 kiss of peace. If there is large group, eating house can set up group to sit on both side. Upstairs is hotel suites. The Atlantic Hotel besides provides easy entree to brilliant Cliffs of Moher A ; Limerick. Restaurant provided traditional Irish nutrient boiled bacon with Cabbage as chief class. Garlic mushroom as starting motor and rice pudding as sweet. Food part was a small excessively large. Most of us did nt complete all. However nutrient is really delightful and staffs were warmed. Bunratty Castle As per group member s petition, we cancel limerick orientation circuits alternatively we visit Bunratty Castle which is popular attractive force for all part groups. Coach park is in forepart of Castle entryway. There is large shopping promenade near the palace. The Castle is the most complete and reliable medieval fortress in Ireland.A Built in 1425 it was restored in 1954 to its former medieval luster and now contains chiefly 15th and sixteenth century trappingss, tapestries, and plants of art which capture the temper of those times. Today, the palace stands peacefully in delicious evidences. The houses and bungalows of the common people park spread out at the pes of its monolithic walls, much in the manner that the bungalows and crofts of old would hold clustered around its base. We invite you to roll through the palace and wonder at the finest aggregation of mediaeval furniture in the state which brings to life a critical portion of our Medieval past.A Bunratty Castle closes each twenty-four hours at 4pm to fix for the Medieval Banquet Each dark theA Ladies of the Castle, aided and abetted by the Earl s Butler, welcome invitees from the four corners of the Earth to dine at The Earl s Banquet at Bunratty Castle.A The amusement provided by the universe renownedA entertainers is a fitting compliment to a mead response, a four class banquet, and of class good vino. Following the Earl of ThomondsA tradition of cordial reception, the Bunratty Castle Medieval Banquet is held twice every night at either 5.30pm ( finish 7.45pm approx ) or 8.45pm ( finish 11pm approx ) .A A Bunratty Castle A ; Folk Park is unfastened daily for visitants to research and reserves are necessary for dinner amusements onlyA As Bunratty Medieval Banquet hall merely allow 120-140 kiss of peace per dark. It is popular for all parts. Most clip the Banquet is full Y booked at 1st show. Therefore Castle besides provides Irish dark for groups as alternate pick. The capacity is 190 kiss of peace. If group truly would wish to bask the feast in the palace, two shows are to the full booked in Bunratty so groups have other pick to see Sister Castle named Knappogue Castle the capacity is 160 kiss of peace. Killarney: After visit Bunratty palace, we went directly to Killarney. Killarney is a town in County Kerry, south-western Ireland. The town is located North of the MacGillicuddy Reeks, on the northeasterly shore of the Lough Lein/Leane which are portion of Killarney National Park. The town and its encompassing part are place to St. Mary s Cathedral, Ross Castle, Muckross House and Abbey, Lakes of Killarney, Torc Waterfall and the Gap of Dunloe. Killarney was awarded the esteemed Best Kept Town award in 2007 in a cross-border competition jointly organised by the Department of the Environment and the Northern Ireland Amenity Council. Owing to its natural heritage, history and propinquity to the Dingle Peninsula, Skellig Michael island and its location on the Ring of Kerry, Killarney is a popular tourer finish. Tourism is by far the largest industry in Killarney. With the exclusion of Dublin, there are more hotel beds in Killarney than in any other Irish town or metropolis. The tourer population is progressively diverse nevertheless a important proportion of tourers originate from the US, Ireland, the UK, Germany and other European states. Dinner: Dannyman Pub The Danny Mann Inn is an old fashioned saloon renowned for traditional Irish and ballad music. Here you will happen locals and visitants likewise fall ining with the set to sing the dark off. Irish and International nutrient is besides served throughout the twenty-four hours. Traditional Irish music and ballad amusement, April to November from 21:00, 7 darks a hebdomad, and December to March from 21:00 on Saturday and Sunday. Coach tours catered for. Restaurant is Pub manner functioning Pub nutrient. Atermosphere is warm and friendly. Overnight: Scott s hotel: Scotts Hotel has been a cardinal portion of this lively and bustling tourer town since 1930. The hotel was originally a 40 bed roomed hotel owned by Mr. John Scott A ; his married woman Nora. The hotel was subsequently taken over by John s boy Eamonn and his married woman Eileen. In 2006 a complete redesign of the hotel was undertaken byA The ODonoghue Family. Originally 52 sleeping rooms, the freshly constructed Scotts Hotel now boasts 120 invitee sleeping rooms, suites and self providing flats. The hotel besides features a new 90 place eating house, which is unfastened to both invitee and non occupants A ; three broad bars. Along with the complete renovation of Scotts Hotel, a new prosaic street was developed with aA big undergroundA publicA auto park and 12 broad store units. Hotel is really cardinal located merely 10 proceedingss to High street. No private parking infinite as hotel is in the lane street. Hotel refurbished late. Breakfast nutrient rather nice. Room is nice and b right with queen size dual bed for individual room. Room installations, Kettle A ; Hair dryer A ; safer etc. Day 3 14 Nov 2010 Killarney Balrney Cork Waterford Muckross house and garden with house usher: it is one of Ireland s premier attractive forces and incorporates muckross traditional farms, trade workshops, Nature Trails, Free sound Visual, Restaurant and trade store. Muckross is located 5.6 Km from Killarney on the kenmare Road. The muckross house was built in 1813 and sign of the zodiac was built for Henry Arhur Herbert, a local landholder, by William Burn, with suites furnished in Period manner and a aggregation of household portrayals. It besides contains a common people museum covering with local life and trade. Muckross traditional farm preserves the agrarian traditions of country. There is besides a brilliant garden outside the sign of the zodiac which is immense and pleasant. Blarney Castle: It is historic palace. It is celebrated for its rock which has the traditional power of confabulating fluency on all who kiss it. The World Blarney was introduced into the English Language by Queen Elizabeth I and is described as pleasant talk intended to lead on without piquing. The rock is set in the wall below the crenelation and to snog it, one has to tilt back wards signifier parapet walk. Lunch at Clarion Hotel Cork Clarion Hotel The Clarion Hotel Cork is wonderfully located overlooking Cork s celebrated River Lee and confronting the divine architecture of City Hall. The Clarion Cork is the largest hotel in Cork. Hotel is official 4 leading luxury hotel adjustment including 191 en suite sleeping rooms ( all not smoking room ) , 6 one sleeping room flat and 01 two sleeping room flat. It is provide conference, meeting and nuptialss. Hotel concern Centre is located at right manus side edifice. Menu: Wildmush room soup / chest poulet with brandy sauce / Chocolate mousse. Augustine s Restaurant is one of the finest eating houses in Cork metropolis, uniting modern Gallic A ; Italian spirit with Irish influences to make delightful, memorable repasts. Ideally located in the bosom of Cork metropolis, Augustine s Restaurant offers a alone all right dining experience in relaxed milieus, whether it s for a dark out, a celebratory birthday or anniversary dinner or a smart corporate event. Cobh: Cobh Heritage centre the present town of Cobh has its beginnings is a little small town nestled in the hillside on the southern shore of Great Island, situated in the townland of Ballyvaloon, the small town was known as COVE being situated in the Cove or Harbour of CORK. The Story of Cobh unique beginnings, its history and bequest are dramatically recalled at Queenstown Story A arresting multi- media exhibition At Cobh s restore Victorian Railway station. 2.5 Million Adults A ; kids who emigrated from Ireland to seek for new life. With many of the emigres enduring from febrility, coupled with the cramped and unsanitary status on board what became known as coffin ship disease was rampant. It is estimated that possibly every bit many as 40 % of steerage rider died either en-route or instantly after reaching. The Discovery Queentown s particular connexions with the ailment -fated Titanic which sank on her inaugural ocean trip Cobh were her last port of call in 1912. the Relive of t he horror of universe War I and the sinking of the Lusitanian off cork Harbour with the loss of 1198 lives. Besides to larn about Annie Moore and her two brothers who left Cobh for a new life in America and how she the emigrant of all time to be processed in Ellis Island. Queentwon was named after the Queen Victoria paid a visit to Cork Harbour and it is the second Natural seaport in the universe which come merely Australia. Overnight At Towner Hotel at Waterfood with hotel dinner Tower hotel: In the bosom of Waterford metropolis, overlooking the marina, the Tower Hotel A ; Leisure Centre is the perfect locale whether you are sing Waterford for concern or pleasance. The Tower Hotel A ; Leisure Centre is one of the best household hotels in the South East and is popular with visitants who wish to play golf, store or merely take in the sites during their clip in the metropolis. Located straight opposite Reginald s Tower, from which the hotel takes its name the hotel features 132 sleeping rooms, 3 Suites, dining and saloon installations, 5 designated conference suites, extended leisure installations, intervention suites and a private hotel auto park doing it the perfect locale for Waterford accommodationA and metropolis hotel interruptions. If group stayed at this hotel, members can utilize gym installations for free. Breakfast A ; dinner eating house is located on the right manus side of hotel. This antic eating house is a really popular pick for invitees remaining at the Hotel. Here you will truly be spoiled for pick, the bill of fare is changed daily and offers big stamp joints of porc, beef, lamb, domestic fowl and fish. Besides overlooking the celebrated Reginald s Tower, this attractive and aired room characteristics soft trappingss and bright warm colors. The Restaurant serves a full Irish and a Continental breakfast daily every bit good as bring forthing an first-class bill of fare available every eventide for dinner. The Restaurant is unfastened daily for breakfast from 07.30 am 10.00 am with drawn-out hours over the weekend. Dinner is served from 18.30 to 21.30. Day 4 15 Nov 2010 Waterford -Kilkenny Irish capital Waterford metropolis the fifth biggest metropolis in Ireland. It is celebrated for its crystal industry ; the resources come from Czech Republic. The constitution of Waterford as a Viking colony and trading port in the 9-10th century. There is besides a proficient college and university in Waterford. The College provides a two old ages class at that place. The new visit Centre reopens this twelvemonth due to recognition crisis which influenced the mill. Guided circuit of Waterford Crystal visitant Centre: At get downing a short movie of 15 proceedingss are shown before come ining the crystal mill as to give a brief debut how crystal is made. After that usher will convey is each session so that we would see hotel crystal is produced. After sing, clients besides can pass clip on store shop to buy all kind of crystal merchandises. The circuit takes 1 hr. There is no parking infinite in forepart of visitant Centre. PIC of Centre said they will happen solution for it in 2011. Possible will supply parking verifier of nearest auto park Centre to driver of group. Kilkenny palace: KILKENNY CASTLE stands dramatically on a strategic tallness that commands a crossing on the River Nore and dominates the High Town of Kilkenny City. Over the eight centuries of its being, many add-ons and changes have been made to the cloth of the edifice, doing Kilkenny Castle today a complex construction of assorted architectural manners. The original Anglo-Norman rock palace was built for William Marshal, 4th Earl of Pembroke ( c.1146-1219 ) during the first decennary of theA 13th century. Kilkenny Castle subsequently became the chief Irish abode of the powerful Butler household for about 600 old ages. The Butler ownership began when James ( c.1360-1405 ) , 3rd Earl of Ormond, purchased the palace in c.1391, and lasted until 1967 when Arthur, 6th Marquess of Ormonde ( 1893-1971 ) , presented it to the people of Kilkenny in return for a nominal payment of ?50. The edifices have been in the attention of the Office of Public Works since 1969, and many of import prog rammes of archeological digging, preservation, and Restoration have been carried out at that place. Along the palace wall, have some infinite lane for manager parking. Castle besides has tea room. If group would wish to afternoon tea at that place, clients enjoy the ancient clip for unrecorded. Lunch: Matt the Millars: Arguably the most popular saloon in Kilkenny, that features four floors with a saloon on each and with an sweep of land infinite. Customers are spoilt for pick with great nutrient, lively saloon A ; music locale in a saloon that has retained its mediaeval character. With our impressive street entryway, Matt the Millers marks it s peculiarity from anything else in the vicinity it is near the river and at corner of chief route. It is easy to happen and easy entree to Castle. Food really delightful A ; good presented. Restaurant even builds up a baccy room for smoking individual. Old Jameson Distillery: the site is located in little lane non easy to park manager at that place. Now Old Jameson whiskey does nt bring forth in Dublin. It produces in Cork. Here merely a visit Centre. When enter the Centre, on the left manus side is a immense distillery container. Old Jameson is celebrated for three clip distillery. First we watched 10 proceedingss file about Jameson yesterday and now. After 50 proceedingss Discovery circuit we will hold to proving 3 sort of whiskey to a?a?†  which 1 is Old Jameson. Who pass the testing, Old Jameson will supply enfranchisement. Whole circuit takes about 1.5hrs. Dinner: Taylor s Three stone Having successfully run for 30 old ages in the Centre of Dublin City, the most celebrated and best loved of all Irish Cabarets has now relocated to its new place The award winning locale Taylor s Three Rock The locale that has hosted Taylor s Irish Night for the past 7 old ages is proud to denote the expansive gap of Cabaret. The Panoramic position and rural scene of Taylor s Three Rock makes this one of the most idyllically set public houses in Dublin. This is a rambling farmhouse saloon with the largest thatched roof in Ireland surging to over 50 ft. At Taylor s Three Rock you ll happen informal traditional music Sessionss in the relaxing farmhouse late dark saloon, which served superb nutrient all say. The disconcerning cognoscente will appreciate the extended bill of fare, which are superior and adventuresome, but it s lively atmosphere, changeless bombilation and juvenility which truly separate this locale. When you enter, you will struck by its old universe appeal genuineness and simpleness. Just blazing turf fires, original rock walls, flagged floors gas light a existent warm welcome. Restaurant can supply either Irish dark or Irish Cabaret every dark. We enjoyed a delightful 3 class dinner together with public presentation of vocalists and instrumentalists on the phase in an reliable traditional Irish ambiance. This reflects Ireland s wealth of music and vocals. Nice to restaurant to see. Overnight: Burlington hotel: The Burlington Hotel continues to reflect as the largest conference locale in Dublin City and premier leisure and corporate hotel Dublin. The grand-scale of this Dublin City Hotel s celebrated dance hall is unrivalled anyplace in Ireland, doing The Burlington Hotel one of the most ideal conference locales in Dublin. Behind its original, familiar exterior, this Dublin 4 hotel welcomes guests to its wholly refurbished anteroom an expansive, brilliantly illuminated infinite, an ideal topographic point to sit and watch the approachs and departures with a newspaper and a cappuccino. The Burlington Hotel, one of the top Dublin City hotels, is besides one of the best nuptials locales Dublin City has to offer. The Burlington Hotel s bars and eating houses in Dublin 4 are a bombinating hive of activity by dark the new Bellini s saloon adding a intimation of dash to an eventide where invitees can sip a cocktail in a low-lit atmosphere, amidst the busy yak of loca l patronage. Ample parking and immediate propinquity to Dublin s City Centre, Bus, Aircoach andA DART line mean that invitees can bask one of the Prime Minister 4 Star hotels in DublinA as an ideal base from which to research the metropolis and its environments: a place off from place and a warm welcome back. It located in Dublin metropolis Centre, merely a 10-minute walk from Grafton Street and Stephens green. The Aviva Stadium, located on Lansdowne route, and the RDS are a 5 minute walk, while the Grand Canal TheatreA is 10 proceedingss by carA and the O2 sphere is 15 proceedingss by auto from this Dublin 4 Hotel. We besides offer facilitiesA such asA secure auto parking for occupants and invitees ( surcharge ) . The Burlington Hotel has 500 bright, broad and modern-day sleeping rooms, A including Classic Rooms, Executive RoomsA and Burlington Suites. This Dublin City Centre hotel accommodationA installations include high velocity cyberspace entree, multi channel digital Televisio n, secure safe installations, direct dial telephones, hairdryers, and refreshment installations. The Burlington anteroom offers 24 hr service and complimentary radio Internet entree is available in all public countries. The Sussex and Diplomat eating houses serve Irish fortes and international dishes in a relaxed scene. Unwind in one of our two bars Bellini s Bar or the Resident s Bar. The Single suites with nice size of bed with boiler installations. The breakfast has a batch of picks, great gustatory sensation. Day 5 16 Nov 2010 Dublin -Belfast Irish capital: capital metropolis of Ireland, the name Dublin comes from the Viking which means the dark pool. As the Viking used to park their long boat in the porc. Dublin is attractively site between sea and mountains. It is the cultural historic and porting capital of Ireland. 1/3 Of Irish Population is in Dublin. Guinness depot: It was built in 1059 ; Mr Guinness rented it with merely GBP 45.00