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Process Of Democratization Of The African Nation Of Tunisia - 2200 Words

The Process Of Democratization Of The African Nation Of Tunisia (Term Paper Sample) Content: Name:Institution:Date:Instructor:The Democratization of TunisiaThe onset of the Arab Springs has its roots in Tunisia. Following the self-immolation of a Tunisian citizen, what followed was an unprecedented domino effect that would see the toppling of most leaders of the Middle East. Having been synonymous with dictatorships and authoritarian governments, the revolution brought about an end to most these regimes, and with a great deal of hope for democracy within the middle east. Six down the line however, most of this nations remain in political limbo following the failure of the process in bringing about successful succession. Syria and Libya for instance remain at war even as military groups fight over leading the country. The only glimmer of hope in the entire Arab revolution has been Tunisia that has succeeded in installing a democratic government into place. This essay explores the key aspects of the Tunisian transition that resulted in its success as compared t o its Arab Spring counterparts.Democracy entails the ability of the people to engage in political decision making through voting for the leaders of their choice. The installation of a democratic system can take many forms, however two dominant theories have been established in regards to the process that is taken towards achieving the democracy (Rand, p.47). On one hand there is a structural view whose main focus on systemic and deep rooted causes of democratization and the agency theory whose main focus is on the agents that determine and direct the course of democratization. Tunisian democratic process can be traced through a mix of these theories considering the course of events that brought about its democratization.Looking at the Tunisian society before the revolution, it stands out as a highly literate society due to its exceptional educational system. In this regard therefore, it had a well informed public which was willing to engage in meaningful dialogue and conversations w ith the goal of achieving a peaceful transition into a democracy. Another key aspect of the Tunisian society was its huge middle class population, with a well, educated public, most of these individuals held various employment positions throughout the government. The third and most essential element about Tunisia was the fact that it had a strong and well-organized labor party.From a structural point of view it becomes clear that the Tunisian society had all the key prerequisites of a democracy in place. According to Martin Lipset, the attainment of democracy requires a solid economic background upon which it can fall back to, and rely on during the process of democratization. He asserts that: democracy is related to the state of economic development. The more well-to-do a nation, the greater the chances that it will sustain democracy (Lipset, 93). The huge middle class population reflects the economic well-being of Tunisia right before the revolution.This particular aspect was inst rumental in ensuring a successful transition process within the country. The structural theory of democratization highlights another crucial necessity that has to present for a successful process to be achieved. In his argument Lipset asserts that a successful democracy requires a systematic interrelatedness within a nations, social, political and economic systems (p78). In what is defined as modernization, it becomes clear that various institutions need to be in place. From courts, to hospitals as well as security systems, a nation has to ensure that all these institutions are effective before engaging in a democratization process.The Tunisia society does reflect a strong institutional background, an aspect that can be singled out within its well-organized labor force. It is worth noting the crucial role that labor unions played in ensuring the countrys revolution and subsequent democratization became a success. It was the synergetic efforts between Tunisian Bar Association, Human Rights Leagues, employers union as well as the General Union of Tunisian workers that provided the much needed oversight in the democratization process (Miller, p.102). The institutional framework within the country was strong enough to bring about a successful revolution and democracy.From efficient schools, hospitals and courts to an apolitical military, the Tunisian government had allow the necessary prerequisites for a successful democracy. The homogeneity of the Tunisian society can be traced to its labor organization, the General Union of Tunisian Workers which encompasses a multitude of professions, a factor that goes a long way in uniting individuals from different socio-economic classes. It is important to note the fact that while the military was involve in securing the nation, it remained outside the political discourse, allowing for a purely political process to be conducted in the process of the democratization. The nations administrative apparatus are equally effectiv e and can be found throughout the nation.From an agency theory perspective of democratization, several aspects can be singled out within the Tunisian process. The agency proses a number of approaches that can be employed in the installation of a new democracy. For the Tunisian case, the strategic of so-called transition is a perfect fit. The transition theory proposes that democratization comes about in phases without which a successful transition is impossible. According to Teorell the democratization process is comprised of three major phases namely; the liberalization process which is primarily a stage of preparation; the decision phase, in which elections are conducted to install an elected government into power; the third one being the habituation phase in which consolidation of the new system occurs.Tunisias preparatory stage is comprised of the onset of the revolution, which was sparked by the self-Immolation of Mohamed Bouazizi. The ensuring protests and online-activism lay down the foundation and structure of the course that the nation would take in bringing about change within the society. The unified and all-encompassing nature of the resistance in Tunisia was essential in creating an appropriate liberalization phase. The most essential aspect of this particular stage was facilitated by the social platforms such as Facebook, which allowed for the involvement of all individuals right from the grassroots through to the elites, as well as women.The holistic element in the nations preparatory stage provide a solid and firm foundation upon which a democratic society could be initiated. By collecting ideas and opinions from a cross the divide meant that more individuals felt as being part of the process of change. A good example is to be found in the statement by some of the women during the liberalization phase. In one of the online platforms, they remark that;The goal is to fight for the preservation of our status in civil society, to exchange ideas and information that can help understand how the new democracy works, and to stay united to defend our interests against some movements that can be harmful to our rights. Actions may follow. (Zlitni and Touati, p. 54).This remark goes a long way in capturing the strength of the Tunisian society primarily through its ability to integrate all areas of society into the liberalization.The transition theory posits the democratization phase as the second step in the process of attaining democratization. This phase is primary marked by the creation of a platform upon which promoters of democracy can operate. For Tunisia this stage was market by an increase in the number of political parties as well as civic organizations, as is captured by Tucker in: Divergence and Decline: The Middle East and the World after the Arab Spring. Tucker points out the fact that Tunisia was largely under an oppressive regime which limited political participation and organization of any kind (p.2). However, with th e revolution at hand, and the totalitarian regime ousted, there was enough space for the civic society to engage in the political process.The trade unions, led by the General Union of Tunisian Workers brokered for platform upon which a national dialogue could be conducted. All attempts at the monopolization of power within the political class were thwarted by the strong the civic society which was united under the all encompassing General Union of Tunisian Workers. By managing to unite various arms of the civic society, it became a crucial force that countered the power of the political parties and the government that has beenAnother crucial agency in the process of democratizing Tunisia was the gendered agency led by the Tunisian women. The installation of Islamist political parties into most of the countrys involved in the Arab Spring has been a major cause of failure in democratization. For Tunisia however, this element was countered by allowing for gender-parity rule during the democratization process. In other words in the development of a candidate list, even as new political systems came into place, providing an even platform for participation by all members of society went a long way in creating a sense of inclusivity, a factor that Tucker singles out as one of the most crucial elements in the democratic transition of Tunisia (Tucker, p.3).The final stage in the transition theory is that of consolidation of democracy. The culmination of a democratization process involves the installation of political leaders into office through free and fair elections. According to Teorell, the ability of a nation to succeed and effectively transition through the various phases of a democratization process are to be found in interaction between the key players within the regime (p.19). For Tunisia, this included the trade unions, civil society groups and the...

The Trading Places Trick

Here is a quick and interesting science trick for you.  Take two glasses of different-colored liquids and watch the liquids switch places in the glasses. Magic Trick Materials This science magic trick or demonstration can be performed using many different liquids, such as water and wine, water and oil, or water and whiskey. All you need are two liquids that have different densities. If the liquids dont mix (such as water and oil), you will get a clearly-defined separation. Expect some mixing of water with rubbing alcohol or an alcoholic beverage. You can tint water or alcohol-based liquid with food coloring. Two small identical glasses, such as shot glassesWaterOil or wine or whiskey or rubbing alcoholA thin waterproof card, such as a drivers license Perform the Liquid Magic Trick Fill one glass completely full of water.Fill the other glass completely full with the other liquid you selected.Place the card over the water glass. While holding the card onto the glass, flip the water glass over and set it and the card on top of the second glass.Line the glasses up so that they are even and move the card so that there is just a tiny bit of open space at the edge of the glasses.Over the next few minutes (about 10 minutes for shot glasses), the liquids will exchange places. The alcohol or oil will rise to the top while the water sinks and fills the bottom glass. How the Liquid Magic Trick Works Well, obviously not by magic! This is simple science. The two liquids have different densities from each other. Basically, the lighter liquid will float while the heavier liquid will sink. You would see the same result if you had removed the card entirely, except this way is prettier and looks more magical.

Capital Punishment Essay Match Death with Death - 864 Words

We Must Match Death with Death nbsp; For anyone living in Texas, it is common to hear about convicted criminals being sentenced to death. Is justice being served? When someone has committed a heinous murder, justice must prevail. But that ideal becomes harder to achieve as we scale the moral high ground and look all around, from behind the jail cell bars to the crushed life of the murdered victim. The following essay will focus on the proportionality of the death sentence as a form of punishment. nbsp; nbsp; First of all, if there were no persons in the world, only things, there would be no values. There are values in the world only because there are persons: people who have not only desires , but also rationality and†¦show more content†¦Next, we must determine whether or not the death sentence is proportional to murder. To ease the flow of analysis, lets assume that it is a particularly violent and awful murder so that we can center our argumentation on the value we place on the life or the criminal and not on desert. Lets say that punishment is the only course we are going to take and the choice is between a life sentence and a death sentence. Do we value life, in the general sense, so highly that we will not kill the murderer? Those in support of a life sentence argue that life is the most valuable thing and that no court or jury can decide to end one, no matter how horrible a life it is that they are ending. On the other hand, we highlight the value of the victim when we en d the life of the murderer. By taking a life, the criminal forfeits his own life. To allow him to live would be hypocritical. It could also demonstrate that the life of the victim was not valuable enough for us to seek a punishment that would take as much from the criminal as they took from the victim. 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HR and Customer Services Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Analysis Of HR and Customer Services. Answer: Introduction This essay presents a detailed analysis in the form of an essay with respect to capability and skills of employees in the health organizations. The hospitals in UK are facing stiff challenges due to lack of nurses, poor customer services and improper guidance towards the work and the responsibilities. The human resource department of the organizations should play a major role in leading the employees towards the work and organizational responsibility including customer service. However, HR leaders should also think of the needs and demands of employees when leading them towards the goals. The leader should ensure that employees are satisfied and inclined towards their job responsibilities. The major area of the essay is the assessment and analysis of the role of HR leader to enhance the customer services in a low budget hospitals in UK while ensuring that organizational staff are satisfied and motivated about the work. On the basis of this area, the essay particularly focuses on the operational functions of front line employees such as the nurses, as frontline employees mostly interact or deal with the customers. In addition to this, an equal attention has also been placed on the labour shortage in UK health organization as there is a certain fact that due to aging population and increasing of number of retirement of nurses created the shortage of staff. Moreover, it is a true fact that governments hospitals in UK are under budget. Additionally, it is also identified that long hour shifting, workload, lack of clarity of the roles lead to workplace shortage. It is certain that health organizations run by the governments in UK are short of financial resources, which is affecting the overall services of the hospitals. Due to lack of budgets, the organizations are not able to invest in their employee skills development. Likewise, there could be other reasons or factors creating the impact on the employees at each level of the organizations, have been analysed intensively in following sections of the essay with valid and reliable data. These issues or the questions of the essay are interpreted wit h the facts and findings provided in the existing literature. Main Body Healthcare organizations in UK in the recent time have faced increasing number of issues related to customer service. As put forward by Silvain et al. (2007), customer service is one of the major segments falling under all sector or businesses which requires adequate attention because if the customers services are not properly enhanced, it could be difficult for any business to run its operation. If the scenarios of the hospitals are considered here, then it is worth mentioning that if the front line employees are not able to provide adequate information to the clients or families of the patients, those customers will not pay a second visit to the hospital. For example, London Bridge Hospital in UK faced a dire situation emerged from the poor customer service; in 2009, a bus accident at the downtown of the city increased the number of death to 13 and some of the patients were supposed to be admitted to London Bridge Hospital but all of patients had to shift to other nearby hospitals because the front line staff were not able to give information about the availability of doctors then (London Bridge Hospital 2018). This incident created the urge for developing a proper internal management at the London Bridge Hospital. It is certain that nurses as the front line employees of the hospital plays a great role in enhancing the customer service. However, it is also a fact that nurses face stiff challenges at the hospitals as the number of nurses is decreasing gradually due to the increasing retirement cases, low pay structure, improper work conditions and others. The following are some specific challenges that nurses face in the recent time at hospitals. Low paid and high turnover-based profession: The government hospital in UK is under budget and due to lack of fund, the service quality is going down gradually. The existing nurses at the hospital do not find motivation in performing their duties because their wages are low and due to this low pay structure, the newly joined nurses are leaving the organization. Consequently, the existing nurses face workload of absconded nurses. Even though, the HR plays the role of motivating the nurses to perform their duties but when the pay structure is low, the turnover is inevitable. According to Herzbergs hygiene factor indicates that the employees should be provided with reasonable and appropriate pay which should be equal and competitive to those in the sae sector (Dartey-Baah and Amoako 2011). Work life balance: It is identified that the due to labour shortage, the existing nurses in the hospital face or go through an increase burden of work. The nurses have to work under a long shift hours, which is challenging for them as they also have to manage their families and children. Due to improper human resource guidance, the nurses are not sure about their role and responsibilities. Consequently, most of the day, the nurses have to stretch their working hours. Workplace hazard: Physical- Due to lack of fund, the cleaning is usually not done in the government hospitals; thereby, the workface becomes infectious and nurses often fall sick. In addition, the nurses often meet with the accident caused by slippery floors and failing. Psychological impact: Healthcare services require high attention and instruction because any small mistake such as wrong use of injection can cause series trouble. Thereby, keeping the mind busy for long hours often create internal pressure in brain. Workplace conflict abuse: Due to increasing work pressure creates a chaotic and hazardous situation in the workplace. As there is no proper guidance from the leaders, lack of cooperation among the nurses often creates conflicts in the workplace. Emotional labour: Nurse in duty hours face many incidents such as losing a patient even after several attempts, dealing with rude and ill-behaved patients at the hospital. These incidents create a mental pressure which cause them poor health. When these nurses reach home, they have to complete their work such as taking care of children. These incidents altogether lead to emotional exhaustion and burnout. Furthermore, it is identified that for managing or enhancing customer services, the mandatory role of HR leader in leading or managing the staff often comes in the discussion of customer service enhancement articles. As put forward by Kakuma et al. (2011), human resource manager or the leader should play a significant role in leading the operation of the organizations under budget because, here, the role of the leader is not just about managing the performance of employees or motivating them, the leader has to manage the entire organizational operation within the given low budget. This means the budget remains as the concern to the HR leaders. Within a restricted budget, HR leader has to apply strategic HR management principles such as training and performance monitoring, monitoring the general human resource functions, holding meeting between staff, employees as well as administration and ensuring employees are receiving appropriate training programmes (Jiang et al. 2012). When it comes to training and performance monitoring, Guest (2011) mentioned that a primary task conducted by human resource is the quality control. This means that staff or the nurses can be trained to perform their job responsibilities at the most optima range by using their primary skills. According to Wright and McMahan (2011), HR leader can develop the tests to supervise the skills levels that can be administered throughout the hiring process. Furthermore, HR leader should work closely with both with clinical and non-clinical department managers to develop relevant professional development programs as well as deliver relevant learning opportunities for the employees. For example, Sunrise Medical in UK once internally started a knowledge management program for the nurse, practitioners and other staff, in which staff are invited to attend the weekly learning themes (Sunrisemedical.co.uk 2018). The themes include decision-making skills development, patient management at emergency a nd front desk operation management. Consequently, Sunrise Medical reported a growth of 21% in their customer base (Sunrisemedical.co.uk 2018). When it comes to employee satisfaction and happiness, the HR department must have the insight that managing or retaining employees just cannot be done by providing them the wages. As opined by Harzing and Pinnington (2010), the HR department or the organization must have to think of employee wellbeing and other essential needs. Dartey-Baah and Amoako (2011) supported Herzbergs two factor theory and suggested that both hygiene factor and motivation factors should be considered while retaining employees. According to Herzberg hygiene factor the employees at each level of the organization should be provided with appropriate pay structure, fringe benefits and proper physical work conditions. On the other side, Evans and Olumide-Aluko (2010) mentioned that motivation factor of Herzberg plays a great role in motivating employees which is further reflected on employee retention. The motivation factors may include recognition, growth and promotional opportunities and meaningfulness of the wo rk. This means that the leader should appreciate the effort and achievement of employees and on the basis of their achievement, the employees should be provided with internal growth and promotional opportunities. As put forward by Gruman and Saks (2011), employee performance can go below the expected margin for some common reasons such as if they do not find motivation in work, or if they are not sure about their role and responsibilities as there is no proper guidance. Thereby, in the case of a government hospital, the leader should manage the nurses or front life staff by segregating their roles and duties. The major issue such as the workload and long shift hours can be avoided or managed if the HR leader segregates the work into different segments. According to Sadikoglu and Zehir (2010) long shift hours can be reduced by employing few more staff but when the budget is limited, the organization could draw a work framework structure. According to work framework structure, the leader should put their employees in different team with a stipulated number of roles and responsibilities. Each team should have a specific target of job responsibilities and timeline; thereby, if the team performs t heir duties as per their target and instructions, hospitals can avoid workload and long hour shifts. Becker, Antuar and Everett (2011) conducted a research on the performance health organizations aligning NHS standards, and mentioned that as the front line employees such as nurses directly deal with the customers, those staff must acquire communication skills. Thereby, HR department or senior HR leader should must have think of the required communication training program. The goal of such communication training program should be about enhancing the communication skills of the employees who are directly with dealing with the customers. Such program does not cost much because, hence, the training is provided to the existing staff only. On the other side, to avoid the cost of hiring full time soft skill trainer, the hospital can hire a part-time or contact- based trainer who works for the specific period. For example, a stated above, Sunrise Medical in UK designs contract based training program for all employees. Sunrise Medical, in every year designs a fall to autumn learning program which helps their employees to deal with new and ongoing operational challenges in their organizational setting. According to Office for National Statistics almost 34% of total nurses in UK heading towards the retirement; as a consequence, the health organizations are observing labour shortage, excessive work pressure on the existing nurses (Ons.gov.uk 2018). Furthermore, emotional state of being is also affected when they do not receive appropriate support or guidance in such conflict situation. According to Arlie Hochschild emotional labour takes place when the staff introduce their emptions to portray themselves in a particular light and further creates a wanted state of mind. Hence, Hochschild developed two significant aspects related to the management of an individual emotions and these aspects are such as deep action and surface acting. According to Hochschild in deep acting an individual place his/her private emotional state into one which is aligned with what is socially acceptable for a particular situation (Hochschild 2015). Thus, in the case of a healthcare organization, when the emp loyees are under pressure or dealing with excessive workload, may experience emotional issues that they are unrecognizable but an HR leader can address the issue interacting with and strategically handling their roles. Therefore, the following paragraph says why it is important to pay attention to internal employees. It is highly important for the organizations in healthcare sector to pay required attention to the internal employees because it is universally proven that the organizational performance broadly depends on their how their employees perform. Thereby, the leader or human resource department does not give adequate attention to the employees, the employees set up their own rules in the workplace; everyone in the workplace could be laidback about their roles and responsibilities. Moreover, lack of attention to internal employee development could lead to high staff turnover; therefore, it is necessary for the organization to treat their people as the highest priority after their clients. The following paragraph shows the importance of having a satisfied internal employees leading to enhanced customer base applying service profit chain model By using service profit chain, crucial measure of the healthcare organization could set is customer loyalty. According to Hong et al. (2013), understanding the customer value is difficult for two significant reasons; if the organization is not a small one, it is difficult for the leaders to remain close in contract with the customers. Another reason for this is, the customers are not good enough at explaining what they actually want and why. Thereby, the best way to do is, use of frontline employees to generate a customer feedback loop. As put forward by Graban and Swartz (2012), the front line staff of healthcare organization can be trained to figure out how to convert customer feedback into a useful input and appropriate tools, which can provide structure that is more practical and actionable at the range. Furthermore, Chuang et al. (2012) mentioned that the frontline employee such as the nurses are critical to effective customer experience. The translation of customer feedback in the service profit chain model empower employees to perform their responsibilities effectively as well as maximize their motivation to deliver more effective services. Furthermore, Hong et al. (2013) mentioned that generating a feedback loop for frontline employees remains as the driver to unidentified problems that affect the productivity. The authors in their article have also revealed the data derived from the survey that only 4% of firms frontline issues known by the top management, only 9% are known by middle management, 74% by supervisors as well as 100% are known by the employees only (Hong et al. 2013). Therefore, the organization can understand why it remains critical to have a better way to collect, design and resolve the issues that HR managers do not have information of. In addition to this, the health organization also needs to pay attention to human resource development such as appropriate requirement process, motivation, and empowerment. Recruit: Hospital needs more skilled employees who can better understand the role and cooperate with others in the workplace. Thus, to recruit employees, the organization can conduct a personality test where the skills and characteristics of employees can be analysed. The recruiters must have to assess the interpersonal skills of the candidates such as communication, eye contact practice and others. Moreover, some particular attributes such as patience, passion and sympathy towards others of candidates should also be analysed. Enable: The employees should be provided by with appropriate training and development programs where they can learn or enhance of their skills of decision making, problem solving and knowledge sharing. The employees should also be provided with frequent technological knowledge as the use of technology is rapidly increasing in healthcare industry. Motivate: Nurses should be provide with appropriate reward and monetary benefits on the completion of the achievement of work. Specific role of nurses: Create positive focus and gain self-control Create a stable work balance Relaxation in the leisure time It is significant to have a good process in place that could bias action over the analysis. However, Sadikoglu and Zehir (2010) conducted a study and found that focus on implementing a known solution holds a greater impact on customer satisfaction instead of analysing as well as focussing on the bigger issues. On the other side, Gruman and Saks (2011) mentioned that generating new ideas on how to enhance customer satisfaction is not usually the problem, knowledge already resides within the internal setting of organization. According to this author, the bigger issue is that those ideas do not prove to be effective because the individuals with the solutions usually does not have the resources required to implement it. It is probably that origin of the issue and solution resides elsewhere in the firm. Thus, a better connection between frontline employees as well as leadership become a key. With the help of appropriate tools and leadership support, the HR manager could make sure that the solutions get the required resources. Conclusion As mentioned above, HR leader should play a broad role in managing the overall operation of the healthcare organization. Customer service improvement is directly related to the internal workforce development. Particularly, in order to learn about customer issues and complaints, it is better to create customer feedback loop in which frontline employees will convey the issue to the senior management by translating them into a meaningful input. Hence, employee training is a mandatory initiative. Likewise, the organization can also create employee feedback loop to learn about employee issues that affect the productivity of the organization. The above presented paragraph talks about the role of HR leader in managing the overall organizational performance. The content also includes the discussion about the importance of having skilled employees who deal with the operation. Some real-world examples have also been provided to understand the consequence of not providing customers with appropriate information. When it comes to employee satisfaction and happiness, factors mentioned in Herzeberg two factor theory has been discussed and suggested to the healthcare organization. The service profit chain model give in the body of the essay helps to understand how customer services can be improved by collecting feedback through feedback loop. On the bass of this model, employee feedback loop has also derived which could help to identify the employee issues that organizations face in the internal environment and address them by collecting feedback from the employee feedback loop. The essay questions regarding the customer service improvement, employee shortage management are significant and often observed many organizations in all sector besides the healthcare. Therefore, importance of conducting an essay on this context, lies on the fact enhanced solutions can derived to resolve worldly known issues. References Becker, K., Antuar, N. and Everett, C., 2011. Implementing an employee performance management system in a nonprofit organization.Nonprofit Management and Leadership,21(3), pp.255-271. Chuang, E., Dill, J., Morgan, J.C. and Konrad, T.R., 2012. A configurational approach to the relationship between high?performance work practices and frontline health care worker outcomes.Health services research,47(4), pp.1460-1481. Dartey-Baah, K. and Amoako, G.K., 2011. Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective.European Journal of Business and Management,3(9), pp.1-8. Evans, L. and Olumide-Aluko, F., 2010. Teacher Job Satisfaction in Developing Countries: A Critique of Herzberg's Two-Factor Theory Applied to the Nigerian Context.International Studies in Educational Administration (Commonwealth Council for Educational Administration Management (CCEAM)),38(2). Graban, M. and Swartz, J.E., 2012.Healthcare kaizen: Engaging front-line staff in sustainable continuous improvements. CRC Press. Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.Human Resource Management Review,21(2), pp.123-136. Guest, D.E., 2011. Human resource management and performance: still searching for some answers.Human resource management journal,21(1), pp.3-13. Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Hochschild, A.R., 2015. The managed heart. InWorking In America(pp. 47-54). Routledge. Hong, Y., Liao, H., Hu, J. and Jiang, K., 2013. Missing link in the service profit chain: a meta-analytic review of the antecedents, consequences, and moderators of service climate.Journal of Applied Psychology,98(2), p.237. Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294. Kakuma, R., Minas, H., van Ginneken, N., Dal Poz, M.R., Desiraju, K., Morris, J.E., Saxena, S. and Scheffler, R.M., 2011. Human resources for mental health care: current situation and strategies for action.The Lancet,378(9803), pp.1654-1663. London Bridge Hospital. 2018.World-class private hospital | London Bridge Hospital. [online] Available at: https://www.londonbridgehospital.com/ [Accessed 18 Apr. 2018]. Ons.gov.uk. 2018.Home - Office for National Statistics. [online] Available at: https://www.ons.gov.uk/ [Accessed 18 Apr. 2018]. Sadikoglu, E. and Zehir, C., 2010. Investigating the effects of innovation and employee performance on the relationship between total quality management practices and firm performance: An empirical study of Turkish firms.International journal of production economics,127(1), pp.13-26. Sunrisemedical.co.uk. 2018.Wheelchairs, Seating Mobility Scooters | Sunrise Medical. [online] Available at: https://www.sunrisemedical.co.uk/ [Accessed 18 Apr. 2018]. Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting humanback into strategic human resource management.Human Resource Management Journal,21(2), pp.93-104. Bibliography ALLAN, H. and SMITH, P.P., 2008, Jun 25. Reply Letters and emails: Support and recognition can put smiles back on nurses' faces. The Guardian, 33. ISSN 02613077. Bishop, C.E., Squillace, M.R., Meagher, J., Anderson, W.L. Wiener, J.M. 2009, "Nursing home work practices and nursing assistants' job satisfaction",The Gerontologist,vol. 49, no. 5, pp. 611. Bishop, C.E., Squillace, M.R., Meagher, J., Anderson, W.L. Wiener, J.M. 2009, "Nursing home work practices and nursing assistants' job satisfaction",The Gerontologist,vol. 49, no. 5, pp. 611. Chappell, N.L. Dujela, C. 2009, "CaregiversWho Copes How?",The International Journal of Aging and Human Development,vol. 69, no. 3, pp. 221-244. Stenbock-Hult, B. Sarvimki, A. 2011, "The meaning of vulnerability to nurses caringzfor older people",Nursing Ethics,vol. 18, no. 1, pp. 31-41.