360-Degree Performance Reviews Provide Greater Feedback in Healthcare

Abstract Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. 360-degree feedback can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job specific ability. Rather than relying on the perceptions of one individual, 360-degree feedback takes into account multiple perspectives. This is especially important when one person (i. e. , the employee’s manager) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. 360-Degree Performance Reviews Provide Greater Feedback in Healthcare I. Introduction Performance of individual employees is central to the long-term success of an organization. Healthcare organizations have a unique set of challenges, particularly when it comes to measuring performance and understanding development needs. Some are strong at measuring clinical or functional skills. Yet few are equally adept at assessing the non-clinical skills that are so important to overall success in a healthcare organization. Clinical, or functional, ability is at the base of healthcare performance. However, possessing these skills does not always ensure success. Unfortunately, many organizations ignore â€Å"soft side† skills like communication and relationship management, viewing these interpersonal and behavioral skills as â€Å"nice to have† qualities. Yet lack of interpersonal performance is something that generally cannot be compensated for by even the strongest of clinical skills (Maylett, 2009). II. Expectations of the Consumer Issues of performance and productivity are continuously being scrutinized by the leaders of healthcare organizations. Although cost is urrently the driving force for health care system reform, there is still great concern for the quality of the health care provided. Consumers of healthcare services are now asking â€Å"How can I get the best care for the least amount of money? † This means that for an organization to gain competitive advantage, they must make sure that not only is the quality of care high, but the cost must al so be reasonable when compared to other providers of similar services. Equally important for the healthcare organization to recognize is that the definition of quality performance is not â€Å"value-neutral†. Standards are continuously evolving to reflect changes in values, new scientific findings, new technology, changes in regulatory requirements and laws and changes in the healthcare market place. The changes in these standards reflect the differences between the purchaser and the patient. The healthcare purchaser is concerned how effectively their dollars are spent and getting the most care for their money, while the patient expects the healthcare provider to be responsive to their individual needs (Popovich, 1998). Currently, the Joint Commission requires accredited healthcare organizations to assess, track and improve the competence of all employees (Fried & Fottler, 2008). In addition, the Malcolm Baldridge National Quality Awards best business practices includes a model that is being increasingly followed by the healthcare industry that addresses key human resource practices directed toward creating a high performance workplace and toward developing staff by performance management systems (Kuzmits, Adams, Sussman & Rabo, 2004). As cost stabilizes and becomes more aligned across providers, quality will become more important in deciding which organization or provider to use. According to the Joint Commission on Accreditation of Healthcare Organizations, â€Å"accurate, complete and relevant performance data can provide users of organizational services with objective evidence on which quality judgments can be based. † Patients and consumers now consistently assess the performance history of healthcare providers, organizations and systems. Therefore, those providers should be assessing their performance to help identify opportunities for improvement (Popovich). III. Performance Assessment and Management Having a well-functioning performance management system can help the organization determine several things, including the effectiveness of their selection process, the effectiveness of their training mechanisms and whether the organization’s compensation program is effective at driving employees to perform at a higher level. Performance management refers to a set of tools and practices that consists of setting goals with employees, designing strategies to make and sustain improvement, monitoring progress toward achieving goals, ongoing feedback and coaching by supervisors and peers, and measuring individual performance. Supervisors and employees tend to be uneasy about performance management and reviews, considering the process uncomfortable, highly unproductive and sometimes even unnecessary. Managers are often uncomfortable with sitting down to discuss concerns about performance with employees and employees often feel as though their managers are being critical and condescending during the process. Complicating matters is that performance appraisals and reviews can be extremely emotional, especially when directly tied to an employee’s potential compensation. Traditional performance appraisals have involved the employee’s manager collecting information about the employee, observing their performance and then sharing that information back with the employee. The review may include discussions about promotion, change in compensation, disciplinary action, transfer or recommendations for training. One concern with these types of assessments is that they are often subject to the biases and subjectivity of a single individual. Given the complexity of most healthcare jobs, it is often unrealistic for one individual to accurately describe the employee’s performance. In addition, traditional performance appraisal done purely for administrative reasons may be less than adequate for encouraging development, career planning or performance improvement (Jackson & Greller, 1998). Another concern with the traditional single source performance appraisal is that supervisors only view performance from one perspective and often cannot directly observe employee performance. Furthermore, supervisor-based appraisal systems do not easily capture many important employee contributions, such as helping and training coworkers and being good team players (Fedor, Bettenhausen & Davis, 1999). IV. Multi-source, or 360-degree, Performance Reviews Assessing performance in today’s complex health care environment resents a challenge to the healthcare profession. In order to effectively evaluate performance within this complex and evolving environment, evaluation from multiple sources is required. Among the most useful ways to collect job performance information is to use multiple sources, or 360-degree feedback. This method recognizes that for most positions, relying on one source of information about an employee’s performance leads to incomplete and often inaccurat e information. This is especially important when one person (i. e. the employee’s supervisor) does not have the opportunity to observe all areas of the employee’s performance. Those working alongside the employee, along with the supervisor, are generally able to provide a more comprehensive look at the employee’s behavior and/or performance. Feedback is a vital part of performance, growth and development. Understanding ourselves and how we interact with others helps us to understand what impact we have on those around us. A 360-degree assessment provides a comprehensive summary of an employee’s skills, abilities, styles and job-related competencies. The logic underlying 360-degree feedback is that there are many sources of information in organizations, and much of that information is available both to the manager and to the employee. Co-workers, customers, other managers and even the employee themselves can be sources of feedback (Jackson & Greller). Simply put, 360-degree feedback is a method for evaluating an employee’s performance based upon feedback from everyone with whom the individual comes in contact – supervisors, coworkers, partners, subordinates, even the general public. This type of feedback helps employees see themselves as others see them and allows them to seriously examine their behavior. It allows them to understand how others view their effectiveness and become more cognizant of how their effectiveness as an individual, co-worker or employee is perceived by others. It can reveal areas in which employees are performing particularly well and those areas in which there is room for improvement. 360-degree feedback provides the employee and the organization with a wealth of information including the following: †¢ an increase in self-knowledge for the employee encourages continuous learning †¢ stimulates the employee to enhance their strengths †¢ identifies areas that need development or improvement †¢ provides guidance for positive change †¢ supports coaching and mentoring initiatives This information helps to build a partnership between the individual and the organization to maintain the process of continuous growth (Bentl ey, n. d. ). This review process is also helpful for the supervisor – it can provide a more accurate assessment of an employee’s performance and help eliminate accusations of favoritism. The process provides greater objectivity and because it is submitted anonymously, it provides a supervisor with the most unbiased and accurate information from which to draw performance conclusions. This new level of understanding is invaluable as employees develop professionally. Recent studies suggest that a large percentage of workers who have participated in 360-degree reviews feel that the feedback was more accurate and more reflective of their performance than feedback from just one supervisor (Gallagher, 2008). Additionally, this information provides great benefits to the healthcare organization as well: †¢ it enhances employee morale †¢ aids in assigning work †¢ stimulates employees to improve their work †¢ provides a basis for employment termination for sub-standard performers †¢ assists in determining who should be promoted, transferred or given additional compensation †¢ reveals exceptional employee talents and skills †¢ uncovers weaknesses in the training program †¢ promotes confidence in employer’s fairness †¢ helps resolve disputes in arbitration cases †¢ offers a basis for employee guidance and counseling (Harrison, 1978). In healthcare organizations, multisource appraisal, or 360-degree feedback, can play a significant role in understanding the other side of performance, those skills that are not directly tied to day-to-day, job-specific ability. These include such things as how well the individual collaborates with other health professionals to achieve desired outcomes, how well they improve their knowledge and understanding of their own performance, how they keep up to date with new developments and the degree to which they are aware of their own strengths and weaknesses (Council of Academic Hospitals of Ontario, 2009). Partly in response to concerns about performance and patient safety, and partly in response to demands for accountability to patients and funding agencies, the assessment of healthcare employee competence has received much attention. These concerns have shifted the concept of competence from a narrow definition of â€Å"clinical competence† or the ability to perform technical medical acts to â€Å"behavioral competence† which includes interpersonal and communication skills, judgment, relationship management and professionalism (Lockyer, 2003). Healthcare worker performance is recognized as being complex, multi-factorial and non-linear in nature. It is clearly influenced by the fact that healthcare workers perform within teams and systems and that their performance oftentimes is a reflection of the performance of the broader environment in which they work (Council of Academic Hospitals of Ontario). While there is wide acknowledgement that faulty systems and processes within the delivery of health care may adversely affect patient safety, individual failures can also contribute to patient injuries and complications. At a minimum, healthcare worker competency must be assured to maximize patient safety, as well as to ensure that the highest quality of patient care is provided. In addition, providing feedback that helps coworkers develop their interpersonal and task-related skills can improve work unit performance and, possibly, make one’s job easier and their environment more pleasant (Fedor, Bettenhausen & Davis). As a result of individual performance assessments, 360-degree performance feedback in healthcare has the added advantage of identifying organizational improvement opportunities. Individual performance problems may identify larger systems or team challenges within a department or organization. The identification of these issues may be useful in guiding quality improvement initiatives that can be undertaken by the healthcare organization (Council of Academic Hospitals of Ontario). Multisource feedback is seen as potentially more useful than supervisor-only evaluations, especially in environments like healthcare organizations where the organizational structure is more flat and team-based (Rynes, Gerhart & Parks, 2005). Most 360-degree feedback programs are strategic initiatives resulting in a tested method of improving productivity and job satisfaction. They are designed to support increased competitive advantage, development of leaders, increases in productivity, improved morale and job satisfaction and retention of high-performing employees (Bentley). Using 360-degree performance review models provides for ongoing measurement of healthcare delivery performance and subsequent assessment of the quality of that care. In addition, the models can be revised as needed to reflect the changes in the healthcare system and in the perspectives of the different sources that determine the standards that must be met and the resulting performance assessment. The 360-degree evaluation will help employees identify their strengths so they can build on them at the same time it addresses their skill gaps. It is a process that leads to continuous learning, team building, growing self-confidence and improved productivity. V. Conclusion A changing healthcare environment has resulted in an increased focus on performance, both at the organizational and individual levels. Healthcare managers and leaders face an increased need to focus on both operational, or clinical, performance as well as non-clinical performance such as communication, leadership and interpersonal skills. Performance measured solely from a clinical skills perspective misses a critical factor – behavior skills, or the â€Å"soft-side† of performance (Maylett & Riboldi, 2008). Managers lacking in the non-clinical/non-functional side of leadership typically experience significant issues that eventually lead to decreased overall performance. On an organizational level, this could potentially result in high turnover, disengaged employees and lack of teamwork which will eventually impact patient care. Healthcare leaders are under increased pressure to raise the performance bar. Consumers and patients are demanding healthcare organizations deliver superior customer service and patient care in an often difficult environment. It is vital that healthcare leaders look at both elements of performance – the clinical AND the interpersonal. Each element plays a critical role in the overall effectiveness of the employee, manager and the organization and ultimately in the organization’s competitive advantage. BIBLIOGRAPHY Bentley, T. (n. d. ). Cumulative 360 Data Guides Strategic Planning. Panoramic Feedback. Retrieved from http://www. panoramicfeedback. com/shared/articles/hrdotorg. html. Council of Academic Hospitals of Ontario. (2009). 360-Degree Physician Performance Review Toolkit. Ontario, Canada. Fedor, D. ,  Bettenhausen, K. ,  &  Davis, W. (1999). Peer reviews: Employees' dual roles as raters and recipients. Group & Organization Management,  24(1),  92-120. Retrieved January 25, 2010, from ABI/INFORM Global. (Document ID:  39161423). Fried, B & Fottler, M. (2008). Human Resources in Healthcare: Managing for Success. (3rd ed. ) Chicago, IL. Health Administration Press. Gallagher, T. (2008). 360-Degree Performance Reviews Offer Valuable Perspectives. Financial Executive, 24(10), 61. Retrieved from Business Source Premier database. Harrison, R (1978). Performance Evaluation in a Medical Environment. Medical Group Management, Sept. /Oct. 1978, 22-23. Retrieved from Business Source Premier database. Jackson, J. , & Greller, M. (1998). Decision Elements for Using 360 ° Feedback. Human Resource Planning, 21(4), 18-28. Retrieved from Business Source Premier database. Kuzmits, F. , Adams, A. , Sussman, L. , & Raho, L. (2004). 360-feedback in health care management: a field study. Health Care Manager, 23(4), 321-328. Retrieved from CINAHL with Full Text database. Lockyer, J. (2003). Multisource feedback in the assessment of physician competencies. Journal of Continuing Education in the Health Professions, 23(1), 4-12. Retrieved from CINAHL with Full Text database. Maylett, T. 2009). Healthcare Leadership Looking Beyond the Clinical Side of Performance. DecisionWise Leadership Intelligence. Retrieved from http://www. decwise. com. Maylett, T. & Riboldi, J. (2008). Guide to Using 360 Degree Feedback for Performance Reviews. Retrieved January 18, 2010 from http://www. decwise. com/pdf/DecisionWise-Whitepaper-Guide-to-Using-360s-for-Performance-Reviews. pdf Popovich, J (1998. ) Multidi mensional Performance Measurement. Journal of Nursing Care Quality. 12(4):14-21[Article: PDF Only]Retrieved from CINAHL with full text database. Rynes, S. , Gerhart, B. ,

Justice in Silas Marner

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George Eliot induces her personal opinions in and further elucidates her nineteenth century readers on the very real and prevalent issue of justice by intertwining several cases between characters in her novel Silas Marner, cleverly using terms that can be interpreted in various ways and presenting as clearly progr essing throughout.Justice is shown to have prevailed at the end of Silas Marner by contrasting it with injustice in the beginning, as the reader becomes familiarized with Silas’s situation and standing with justice. After leaving the vestry, Silas murmurs, ‘. . . there is no just God that governs the earth righteously, but a God of lies, that bears witness against the innocent. ’ This critical attitude towards his environment and world devoid of God not only sets the stage for the story but also provides contrast and room for development with the theme of justice so that the rectification in the end of the novel is represented as profound and significant.Silas has been hurt severely by the shortcomings of his friend, his fiancee and the religious systems and practices in which he had been indoctrinated with for many years like the drawing of lots and prayer independent of any actions (like defending himself verbally and not just leaving it to God to clear him). T his injustice upon Silas Marner is exacerbated by the figurative justice done to one who was undeserving – a manipulative Dunstan Cass.Although not to be taken literally, by Dunstan Cass’s utterance ‘you do me justice, I see’, in response to Godfrey’s accurate description of him, it serves as a taunting echo to highlight the unfairness in the beginning of the novel. This was soon to be stopped by the protagonist himself – Silas Marner. George Eliot portrays Silas Marner as seeking to restore fairness after experiencing another injustice as if it was the last straw when he says, ‘I’ve been robbed!I want the constable—and the Justice—and Squire Cass—and Mr. Crackenthorp. ’ Although ‘Justice’ is in reference to Justice Malam, it is clear that Eliot wanted her readers to construe it as also justice in the non-titular sense; the proper name ‘Malam’ was only introduced later in the chapter. In this sense of the word, Silas ‘want[ed] . . . the Justice’ as if it was a definite and universal object with the use of the definite article and the capitalization of ‘justice’.This shows the progression from injustice to justice. While external justice was developing, Silas needed to take an introspective approach and check if he was disadvantaging himself by brooding over offenses against him; like prayer, justice didn’t come solely from external forces but needed action on the part of the aspirer. The reader is made to reflect upon this when the narrator remarks that ‘such things had been known as a man’s doing himself a mischief, and then setting the justice to look for the doer. Thence on, Silas interacted with Dolly Winthrop more often and with a faint sense of gregariousness. Silas fully remedied this self-impediment and self-injustice when Eppie came. The readers’ attention is once again diverted to the develop ment of external justice in a similar manner as to that with Dunstan Cass, but with a different outcome. The other undeserving Cass brother, Godfrey hopes for justification but, justly, doesn’t receive it. He fled to his usual refuge, that of hoping for some unforeseen turn of fortune, some favorable chance which would save him from unpleasant consequences—perhaps even justify his insincerity by manifesting its prudence. ’ After prevaricating proper responses to his father’s interrogation, he sought to justify his insincerity. As we know, Godfrey is later found out when Dunstan’s body is recovered from the Stone-pits, nullifying his efforts and hopes in successfully avoiding the truth.The Socratic dialogues, again, have some insight to this matter. In Gorgias, Socrates suggests that on the scale of evil – which goes hand in hand with the scale of misery, second is the man who does wrong, but first is the man who does wrong and gets away with it. Godfrey is this ‘first’ who is more miserable, which shows that he has been justly served; for several years, he had to endure being this ‘first’ man, hiding his guilt before having the courage to be the ‘second’, less miserable man.Godfrey again pushes for his perceived justice (personal interest) when he tries to coax Silas into giving him Eppie ‘You may look at it in that way, Marner, but I never can; and I hope you’ll let me act according to my own feeling of what’s just. ’ Again, justice prevails and Godfrey is unsuccessful. Justification and religion are somewhat reconciled when the narrator reflects upon Nancy’s character and Sunday thoughts by recognizing that ‘the spirit of rectitude’ came with the ‘sacred documents of the past’.This opens the way for the justice to come upon her, first with ‘Godfrey . . . [doing] Nancy no injustice as to the motives of her obstinac y’ and the deserved revelation that Godfrey was Eppie’s biological father. A series of events drives justice to triumph by the end of Silas Marner. Effectively, George Eliot starts the narrative from the complete opposite – injustice – so that there is room for justice to develop. She recognizes the complexity of achieving justice when she writes about Molly’s struggle. Just and self-reproving thoughts do not come to us too thickly, even in the purest air, and with the best lessons of heaven and earth’. This adds to the gravity of the accomplishment of justice in the end of the novel. Furthermore, George Eliot does not restrain this achievement and discourages us, as readers, in doing so. She provides this wise insight: ‘When we are treated well, we naturally begin to think that we are not altogether unmeritorious, and that it is only just we should treat ourselves well, and not mar our own fortune. ’ By Chino Jose San Diego Gar cia

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Eassy - Essay Example nt disadvantages of the said groups, I am of the opinion that schools sustain sororities and fraternities because the costs of their abolishment outweigh the shortcomings. In recent years, Greek sects have been plagued with negative publicity. For one, they encourage sexism and gender based stereotypes. Such stereotypes further escalate to the lethal levels of women discrimination (New par. 1). An institution of higher learning brings together intellects who have surpassed barbaric tendencies such as sex differences. They are supposed to coexist and blend with one another while appreciating each other’s societal roles. Ironically, fraternities and sororities only serve to counter that objective. Considering that they are same sex groups, they override the objectives of inclusiveness, creating a rift between equals. New (par. 1) recognizes the need to do away with the groups because of their salient trait of sexism. Additionally, clamping together of individuals of the same sex has the unwanted effect of encouraging abnormal sexual behavior. A fraternity group was suspended for erecting a poster that read, â€Å"No means yes, yes means analâ₠¬  (New par. 1). What that statement means is that unnatural acts are subsistent in the social setups of same sex persons. More than that, the openness with which the students profess their weird tendencies such as homosexuality vindicates the negative influence they receive from these groups. Sororities and fraternities have led to the outright creation of social misfits. Some students allied to these groups exhibit unnatural tendencies such as rape cases and or unnatural behavior (New par. 7). Universities that have a deeply rooted culture of Greek culture have been dragged into ceaseless court battles as students fall prey to the criminal elements subsistent in the alumni. A case in point is the rape case of a Wesleyan student in one of the fraternity houses, raising questions about the integrity of the fraternities.

European Union Law Essay Example | Topics and Well Written Essays - 2250 words - 1

European Union Law - Essay Example There are essential institutions that this organization comprises; these are the European Commission, the European Central Bank, the European council, the council of European Union, the European Parliament and the Court of Justice of the European Union. In this paper, we will be emphasizing on the Court of Justice of the European Union as an institution built up by the organization to settle the predicaments, anomalies and ambiguities in its polices and statutes regarding its rule of law. Also, the power of the judiciary branch and its role in the union will be tackled heavily, we will be looking into its structure and what can it do in the political sphere especially in policy making process. Thus, Article 267 of the consolidated version of the treaty on the functioning of the European Union (TFEU) will be stress also, stating its jurisdiction to give preliminary rulings concerning the interpretation of laws and treaties of the organization as well as the validity of the acts done b y the member states and of the institutions, bodies, offices or agencies of the Union. Furthermore, the composition of the European Union and its function on the states regarding its laws and its effect to their political and judicial structure will be highlighted. To what extend has the EU become a federal state? The European Union has a very important role in the political system of its member states. As mentioned above, it is comprised of several commissions, council and other political agencies which supervise the actions of the organization as well as its member countries. When the states agreed to put up the Union, they already bind themselves under the law to govern their actions between each other. Also, the existence of Union’s parliament, European council and European commission strengthen the power of the organization in governance, having a strong power to preside over the actions of its members. Thus, we can compare these proceedings of the EU into a federal form of government making the EU’s decision as the primary ruler, ensuring the validity of the action’s done by the member countries and the supervising them whether they conform to the laws set by the organization (Moe, 1990). We can assume the complete power of the Union over its member countries due to the fact that it can impose penalties and punishment to the member whose performance is against the law implemented by the organization. Article 258 of the TFEU states that â€Å"the Commission may initiate infringement proceedings (enforcement actions) against a Member State for non-compliance with EC law; rounds of negotiation with the government then ensue; if these fail, the Commission may refer the matter to the Court for decision.† Unlike other organizations like the Association of the South East Asian Nations (ASEAN) who cannot impose punishments to its member countries, the EU is a very powerful organization that it can actually control the countries that a re associated to such making a more united country like a federal state. Does the Treaty of Lisbon form a constitution for the state? The treaty of Lisbon is an international agreement, signed by the EU member states, amends the two treaties (TEC and TEU) which comprise the constitutional basis of the European Union. The treaty establishing the European Community (TEC) was renamed to treaty on the functioning of the European Union (TFEU) which is comprised of laws, rules and regulation governing its

Major Reflective Essay Example for Free

Major Reflective Essay I am currently pursuing a Bachelor of Science degree in the study of Business, Management and Economics concentrated in Accounting at Empire State College. I work full-time as private nurse assistance due to my present job. If I condense all my assumptions and expectations for the time being, I could say that my nearest and primary goal is to earn the degree and be a recognized expert in my chosen field. Here is how I narrated my goals in my previous paper; I have enrolled at the degree course with an aim to achieve my goals in the near future, to be well educated and knowledgeable in many areas, to restore my confidence to continue learning throughout my life, to open my own business preparing taxes in the next five years or be a controller of a company, and build a degree that will qualify me for many job opportunities, to increase my skills and broaden my abilities towards my future, to learn a variety of skills and techniques to help others as well, to work with people, as I enjoy working with them, and set a great example for my daughter which I had right after high school. I want my daughter to know that a college education is important to get what you want in life. As I advanced in my readings I realized that the list of my goals is huge, very obscure and not regulated. I repeated my goals in paraphrased sentences when I spoke about learning and development, I had contradicting concepts when I mentioned about opening my own business and still being qualified for many job opportunities, I related enjoyment with working with people, and I allocated very small portion to my daughter, again, linking my care towards her to my learning and hard working experience. I am undergoing serious reflections while grouping and formulating my goals into four sections; learning, working, family and social life. In my previous statements I had only learning and working in my mind, the words â€Å"family† and â€Å"social life† were uttered, but meant â€Å"working† and â€Å"learning†. At this stage I put the first three are on the same level, and still downgrade â€Å"social life†. I experienced a significant breakthrough during my readings on time management, correlations of work and social life, division of life between career and family. First of all the studies I read, the facts and figures from the history, the revolution in gender concept helped me to view the human life from a wide range of angels. (Kalleberg 2004) What does career mean for people? Is it for the well being of the family, or for the self? What is the secret of simple human happiness; in career advancement, learning, discovery, or love and warmth in the family? (Harvard Business School Press 2000)Those were the questions that I rose while reading information about increasing workload and learning needs, and decreasing marriage and birth rates in our society. The current economy rapidly changes, and this is the reason I wanted to be qualified in many job qualifications, which is practically extremely difficult. The background of this behavior is the insecurity in my future life. Shift of age groups in management greatly concerns me when I am doing a long term planning. Although I am open for learning, I can hardly imagine how I can accommodate myself in the employment market when I am over 40 and less capable of acquiring new knowledge and new skills. (Kalleberg 2004) I realized that my choices should be very limited and meet my learning and working expectations and abilities. I have to consider my career plans in the background of my social and family life. I should have in mind that in a few years I will have to reshape my routine day to day tasks in order to be physically more available for my daughter when she steps the path of learning and self-development. She will not be able to take my best example in learning and working, as she will not see me in the learning and working atmosphere, but will have an evening mother, tired and eager to get rid of her questions as soon as possible. The two time management exercises greatly helped me to experience extension of time (clock time) and full satisfaction after completing a task (event time). (Levine 1998) I am more likely to use the event time, but clock time is essential for the busy life I have already chosen. Although, it doesn’t mean I will not enjoy my weekends beyond any time. My ideal concept of life will be to master using the three categories in different circumstances, or even bind them all together and experience beyond-time feeling during 15 min. coffee breaks. I got very concerned when I assumed that I have put my family and individual values aside. I realized that in order to develop my long term plans I have to study other sides of human nature as well; how the endless working and learning atmosphere may influence on my physical and mental health, what personal problems may arise in my life, and how it my affect on my socialization skills. And finally, how the short and long term planning can be best practiced to contribute to a creation of self reliant and happy old age life? I feel the need to explore human nature and life stories, and get skills on how to save time for things that are more valuable for me. The final conclusion I had from this course is that I have to consider investing time as if I invest money. Investment in my professional development should have tangible outcomes in securing a dignified life for me and my family. This vision should guide me in any minor and major task I take over. Bibliography Harvard Business School Press. Harvard Business Review on Work and Life Balance . Perseus Distribution Services, 2000. Kalleberg, Cynthia Epstein and Arne. Fighting For Time. Russell Sage Foundation Publications , 2004. Levine, Robert V. A Geography of Time. Basic Books, 1998.

Structural Strengthening Methods

Structural Strengthening Methods INTRODUCTION GENERAL Strengthening or upgrading of a structure may be required quite often due to several reasons. Many a times, loads due to seismic forces or wind forces are not taken into account while designing the structure or sometimes a higher load carrying capacity is required in case the use of the structure changes. In such cases, strengthening of a structure may be required. Strengthening may also be required in case of any deficiency in the ability of a structure to carry the expected design loads. There may be several reasons for such deficiencies in a structure. These include structural damage, loss of concrete section, corrosion of steel rebars, error while construction or flaws in the design. Several techniques can be employed to overcome such problems. Arriving at a best and optimum strengthening solution for each project depends on various factors like increase in strength required, constructability restrictions, size and importance of project, accessibility, time availability, and avai lability of skilled/unskilled labour, availability of raw material and other equipments, environmental conditions, cost or many such other issues. Out of the available strengthening techniques, the most wonderful feature of strengthening by FRP laminates is its non-corrosive nature. It is due to corrosion of rebars that billions of capital of a country is wasted every year. Replacing steel reinforcement by the non-corrosive FRP reinforcement is an effective alternative that obviates the problem of loss of strength of a structural element due to corrosion. Thus, investigation of the behaviour or response of such strengthening techniques is very crucial before it is adopted in actual structures. Experimental based testing has been carried out by researchers for long. This method of investigation is both time-consuming and expensive. Thus, analytical and numerical methods of investigation are in vogue. Finite Element Method (FEM) is one of the numerical methods of analysis. With the advancement in computer and technology, FEM softwares like ANSYS are reliable along with being less time-consuming and cost-effective. In the present research, numerical investigation of RC beams strengthened with FRP laminates is carried out. STRENGTHENING USING FRP COMPOSITES There are several reasons for which strengthening of a structure may be required. And for this purpose several conventional techniques like use of steel plates have been used since ages. But in the recent years, use of Fibre reinforced polymers for structural strengthening has come into existence. Fibre Reinforce Polymers or FRPs exhibit several improved properties, like non-corrosiveness, high stiffness-weight ratio, high strength-weight ratio, high fatigue strength, flexibility and ease of application due to its light weight. In recent years, several researchers have been studying the use of FRP sheets or laminates to strengthen concrete structural members. Using FRPs for strengthening have turned out be an effective technique suitable for several structural elements such as beams, columns, walls, and slab. For strengthening of existing structures externally, FRP materials are considered most suitable as it is non-corrosive, resistant to chemicals and non-magnetic. From the past research, it has been found that Glass Fibre Reinforced Polymers or GFRP is very effective in increasing flexural as well as shear strength of the reinforced concrete structures when bonded externally. FRP laminates is one of the emerging material for strengthening of RC beams. It can be used for strengthening the beams weak in flexure by bonding the laminate at the bottom soffit and for strengthening the beam weak in shear, laminates are bonded to the side faces of the RC beam. But unfortunately, no proper guidelines or provisions are included in the current Indian design codes for strengthening of concrete structural elements with FRP laminates. At the same time, research in recent years focussing on the application of FRP laminates for strengthening of RC structures has led to its increasing application practically. FRP laminates are composite materials that consist of high strength fibres of glass, carbon or aramid in a matrix, where the main load is carried by the fibres. These laminates are plates that may be bonded to the surface by either dry bonding or wet bonding technique. These laminates can be used to strengthen beams and slabs weak in shear or flexure, columns to increase the concrete confinement or even walls to increase the lateral load carrying capacity. MERITS AND DEMERITS OF FIBRE REINFORCED POLYMER COMPOSITES MERITS FRP or Fibre Reinforced Polymers are very efficient in strengthening of reinforced concrete structural elements. They have high ultimate strength and have lower density as compared to that of steel. It is very convenient to handle and transport because of its light weight. Moreover, its flexible nature makes installation process much convenient as compared to installation of heavy steel plates. Another major advantage of using FRP laminates in strengthening of RC structural elements is that it doesn’t require full scaffolding while installation at soffits of bridge. In case of strengthening RC structures by using FRP laminates, no bulky lifting gear is required and there is no requirement of fittings such as bolts that are susceptible to corrosion. Moreover, application of FRP laminates is just as easy as application of wallpapers on wall. Also, there is no risk of damage to the steel reinforcement as no drilling is required for inserting bolts. Nowadays, wet-bonding technique is used which further reduces the risk of debonding of the laminates. Furthermore, another most important advantage in the use of FRP laminates in strengthening of RC structures is that these laminates are available in long lengths and varying widths due to which no joints or laps are required. Application of FRP laminates on irregular surfaces or curved profiles is not a problem due to its flexible nature. If the application of FRP laminates is done carefully by keeping care of proper measures, it proves to be durable. Moreover, it is comparatively convenient to repair by application of another layer. Use of FRP laminates for strengthening of bridges and other important structures like tunnels is very suitable as their light weight and less thickness do not alter the dimensions of the strengthened element or add to the weight of structure. Most important advantage of the use of FRP laminates for strengthening RC structural elements is that it is non-corrosive in nature. Because of the ease in application, it results in saving both the man-power and useful resources. Thus, all these merits in combination results in a significant and effective means of strengthening technique that is much more quicker and simpler as compared to other strengthening techniques like use of steel plates. DEMERITS Along with several advantages of FRP or Fibre Reinforced Polymers, there are few disadvantages that may hinder its application. FRP laminates that are mainly used for external strengthening of structures are susceptible to exposure of external environment. So, in order to protect it from fire or any other accidental damage, proper protection measures are to be adopted. Another major problem occurred in the application of FRP laminates in strengthening of RC structures is delamination or debonding of the laminate. It problem can be overcome by taking proper measures while bonding it with the help of epoxy. Nowadays, even the technique of wet bonding is in practice in order to eliminate such problems. Another major disadvantage that may hinder its application is its high cost. But, after a complete comparison of the total cost and the strengthening achieved with that of other strengthening methods like use of steel plates etc., the application of FRP in strengthening may prove to be economical and more efficient. INTRODUCTION TO FINITE ELEMENT MODELLING/METHOD Finite Element Method or (FEM) is an approximate numerical technique for determining solutions to boundary problems for differential equations. In this method, a stable solution is produced by reducing error function by employing variational method. In this method, a structure or a model to be analyzed is discretized or broken down in number of small sub-domains, and are called elements or finite elements. These elements are connected to one another by points known as nodes. There are many finite element packages available. ANSYS which means Analysis System is a FEM software package which offers engineering simulation solution sets in engineering simulation that a design process requires. Companies in a wide variety of industries use ANSYS software. The tools put a virtual product through a rigorous testing procedure before it becomes a physical object. IMPORTANCE OF FINITE ELEMENT MODELLING It is difficult to model the complex behaviour of reinforced concrete analytically in its non-linear zone. And we know that experimental testing which has been used since ages for the purpose of research work is very time consuming along with being expensive. But with the advancement in computer and technology, and powerful techniques of analysis such as Finite Element Method or FEM, many efforts have been under taken by the investigators to obviate the need for creating multiple models in case of experimental investigation. Thus, finite element approach is gaining popularity not only because it is cost effective and less time consuming, along with this it obviates the need to create multiple models for the purpose of research or investigation, preventing wastage of useful resources. Along with this, it is a powerful tool that allows modeling and analyzing complex non-linear behaviour of RC structures efficiently. Moreover, not only modelling and analyzing, it is also useful in obtai ning the load deflection behavior and crack patterns under various loading conditions. Thus, Numerical investigation or finite element analysis is comparatively much more effective and less complicated than development of analytical models because of the several obvious reasons. OBJECTIVES OF THE WORK The specific objectives of the present investigation are as follows: To numerically investigate the behaviour of RC beams strengthened with FRP laminates using ANSYS To obtain the corresponding load deflection curve of RC beam without FRP and RC beams strengthened with varying configuration of GFRP and CFRP laminates. To draw the comparison between ANSYS results experimental results available in the literature. To study the comparison between the behaviour and the load deflection profile of RC beams strengthened with glass fibre and carbon fibre laminates. SIGNIFICANCE OF THE WORK Experimental testing is one of the most commonly used methods for prediction of the behaviour of reinforced concrete elements till failure. This is both time consuming and costly. Thus, finite element approach is gaining popularity not only because it is cost effective and less time consuming, along with this it obviates the need to create multiple models for the purpose of research or investigation, preventing wastage of useful resources and manpower. In the present investigation, the non-linear response of reinforced concrete (RC) beams strengthened with FRP laminates has been carried out with the intention to investigate the effectiveness of GFRP and CFRP laminates bonded in varying configuration. In this investigation, ANSYS software is used to carry out Finite element modelling of RC beam. A total of nine beams are modelled and analyzed using ANSYS software up to the failure and the load deformation curves are plotted and the cracking behaviour is monitored. Concrete block is modelled by using SOLID65 element while the steel reinforcement is modelled using LINK180 element by using discrete method. While, for modelling of FRP laminates SOLID185 (layered solid) element is used. The result obtained from finite element investigation is then compared with the experimental results in the referred literature (Sandeep G. Sawant, 2013) with respect to load-deflection values, formation of initial crack, failure mode and the ultimate load carrying capacity of the RC beam.