Measuring and Managing Absenteeism in the Workplace

Measuring and Managing Absenteeism in the Workplace Productivity loss due to absenteeism is a serious growing challenge. We live in an absenteeism culture. Talking a day off and calling in sick is supported and encouraged by the society. Many peoples attitude is The time is coming to us (Robert F.Allen and Michael Higgens- the Absenteeism Culture. Becoming attendance oriented.) Unscheduled absenteeism is on the rise and the rates of absenteeism are at their highest since 1999. The major concern is that almost two out of three employees who do not show up arent physically ill or have challenging issues. Absence measurement and management is an increasingly growing body of knowledge and experience that managers apply to control and reduce absenteeism and its accruing costs. To ensure that the issue of absenteeism is effectively addressed, managers and supervisors-armed with the required guidance and training, need to understand the circumstances and factors surrounding absenteeism in the workplace, and thus actively participate in the companys procedures and policies to effective curb absenteeism in the workplace. Employers attempt to cut down excessive employee absenteeism through tighter controls. They demand doctors report or use some other punitive mechanisms that targets symptoms of absenteeism rather than its causes. The problem will not go away unless the underlying root causes are removed. Building an attendance culture! How should absenteeism effectively be managed? Triggers or incentives? / Carrots or sticks? Introduction: Absenteeism from workplace has been on the increase and may be an indicative of poor morale, lack of motivation, sick building syndrome, poor organizational polities or mere indiscipline from the employees. However, many employers have introduced and implemented absence policies which make no distinction between absence for genuine reasons or illness and absence for inappropriate reasons. One of these policies is the calculation of the Bradford Factor, which only factors total number and frequency of individual absence into account, neglecting the kind of absence. 40 million days are lost each year in the UK, due to workplace absenteeism,93% of employees say cold and flu are the reason for being away from work, but research has shown that in reality, half of absenteeism in the workplace has nothing whatsoever to do with health. Workers decide to stay away from work for a host of other reasons relating to work and personal issues, which range from job de-motivation, low pay, lack of work life balance and occasional hangover. Absenteeism has been viewed traditionally as a breach of an implicit contract between employee and employer, as a management problem and has been framed in economic terms. This report will critically discuss the causes and effects of absenteeism in the workplace with the view to derive effective ways to measure and manage absenteeism. It will seek to understand absenteeism as an indicator of psychological, social adjustment to work. 1. What do we mean by Absenteeism? According to dictionary reference.com, Absenteeism can be defined as habitual failure to appear, especially for work and other regular duty. The rate occurrence of habitual absence from work or duty. Absenteeism can be viewed as re-occurring absence from work, duty and obligation, thought to reflect employee demoralization or dissatisfaction. This can also be viewed as a breach of the implicit contract that exists between the employer and the employed. Simply put, Failure to report to or stay at work when scheduled is tagged absenteeism. 1.1 Absenteeism can be grouped into two categories Involuntary/Innocent absenteeism: This is when absences are unavoidable and understandable. For instance Absences due to death in the family Pregnancy or Maternity issues Absences caused by illness or injury Car/ vehicle issues Other family related or personal issues Accidents and natural disasters Disability-related absenteeism- Human rights obligations Voluntary/Culpable Absenteeism: Voluntary absenteeism is an instance where an employee, out of his own freewill or laziness, chooses to stay off work. Absences in this case are avoidable. Missing work without advance notice, to go the cinema or watch football Making excuses for consistent late coming to work Deceitfully/fraudulently applying for sick leave or calling in sick Failure to report to work as scheduled or showing up late for no good reason 1.2 Causes of Absenteeism in the workplace There are various factors that could influence an employee to be absent at work. These factors are as follows Personal Factors: Personal Attitude: individuals posses different attitudes and bring these attitudes forth to the workplace. Employees with strong workplace ethics will respect their work and appreciate their contribution to the organisation and as such, will not take unscheduled off from the workplace. Conversely, employees with low or without work ethics are in- disciplined and have behavioural issues. Because they feel no obligation to the organisation, absenteeism comes easily to them. Age: The age of an employee often affects their attitude to work. The younger the employees are often restless, they want to have fun and be with friends rather than being tied down with responsibilities. This leads to lack of ownership and usually leads to unscheduled and unauthorised time off. Gender: Women are usually challenged with balancing their time between work and home. Their families are always the utmost priority, thus they would rather be absent from work to sort out family issues Workplace Factors: Organizational Culture: Every organisation is a culture with its own norms. An organisation with an embedded absenteeism culture, screen played by its management and supervisors lack of commitment would encourage further employee absenteeism Lack of Motivation and Rewards: The relationship between the organisation and its employees is influenced by what motives them to work and the rewards and fulfilment they derive from it. Inability of managers or employers to motivate employees and meet their extrinsic and intrinsic needs would lead to lack if motivation and commitment hence, absenteeism in the workplace Absence of learning culture: Learning means change, thus can affect organisations effectiveness. Employees love to work in an organisation where they would improve themselves and their career through organisational learning and knowledge management, which could be inculcated through coaching, mentoring, trainings and other explicit methods. In an organisation where a learning culture is absent, employees feel de-motivated, unsatisfied and feel their career growth is threatened. Hence they excuse themselves from work without authorisation in search for greater challenges and organisations where they would gain improve themselves. Stress at work: According to a report cited in Financial Times: Stress at work is the biggest problem in European companies Voluntary absenteeism takes place because employees are dissatisfied with their job; hence they feel stressed doing the work either because of the work load or unsuitable assigned roles. {Egs} wrongly assigning a customer service manager to manage treasury department, without adequate experience and training. Due to lack of adequate experience in the field and fixed timed deliverables and tasks, he feels stressed and harassed in the role and thus breaks down into stress or depression and seeks sick leave and abandons the job. Voluntary Absenteeism also takes place where the employees feel there is a strain on their psychological contract with the employer, this indirectly erupts lack of organizational commitment. This strain could develop to stress and impact on employee attendance to work. Leadership Style: An organizations, team or unit leadership style could impact on employee commitment, job satisfaction with improved or impaired participation and attendance to work. While Democratic and laissez fair leadership style encourages shared decision making, shared responsibility, creativity and participation and can be highly motivational, which enhances teamwork and interpersonal relations. Autocratic and paternalistic leadership styles could de-motivate and alienate employees. Employees might feel less important in the organisation, hence the need to avoid work. Work Routine and lack of Change: doing the same job or task over a long period of time can get monotonous. The employees get bored and thus might choose to take unauthorised time off to do something he considers interesting than going to work. Job Satisfaction: if employees do not find their work interesting, satisfying and challenging, they feel dissatisfied, which leads to increased absenteeism in the workplace Work life balance: Organisation who not factor employees roles and work life such that a balance is stroked with work and the individuals personal life commitments and family would experience increased employee absenteeism. Conflict in the workplace: ultimately increases chances of employee absenteeism. Lack of team spirit: A team that lacks unity, synergy and good interpersonal relationship amongst its members, will be a weak and unproductive. Such team members will lack team spirit-the spirit that bonds individuals in a team. This lack of team spirit can de-motivate team members, make them work in isolation, they would lack the sense of belonging, love and satisfaction. There would exist, fears of the unknown, lack of trust for team members. These feelings will encourage an employee to stay off work. Social Factors: factors such as difficult community circumstances like High crime and intimidation rates which constitutes fear in employees catalyses absenteeism in the workplace. Other social factors are Lack of transportation/transport facilities Poverty levels Malnutrition HIV/AIDS Labour Strikes 1.3 Effects of Absenteeism in the workplace When a company has an absentee problem, it has a profit problem. Absenteeism can take a deep financial toll on any business, whether a small or multinational company. There are also other significant effects associated with excessive absenteeism: Decreased Productivity: in a team of people doing interrelated tasks, if one persistent remains absent or fails to deliver, it creates a domino effect on productivity. It affects employee/team morale: this is due to the fact that additional stress are places on employees who act as replacements or assume additional tasks for absentees Absenteeism causes disruptions in the workplace and impacts on the SLAs It affects customer service levels, turnaround times, customer loyalty and satisfaction. It affect or disrupts effective team formation and operations It may create a perception of unfairness amongst employees It affects the bottom-line 2.0 Measuring Absenteeism 2.1 Why measure absenteeism? It is pertinent to measure the rate of absenteeism in the workplace. Measuring employees absenteeism is a good way to measure Overall Labour Effectiveness (OLE) in the workplace, which is a key performance indicator (KPI) that measures the utilization, performance and quality of the workforce and its impact on productivity. Monitoring staff absence rates helps to trace the pattern of employee attendance. To monitor and check dead times, in the workplace, to derive and measure resources and costs incurred due to employee absenteeism with the aim of devising effective methods to manage absenteeism in the workplace. In measuring absenteeism in the workplace, we derive the ratio of its administrative, financial and productivity cost to the organisation which will enable development of strategies to curb absenteeism while rechanneling resources more effectively to effect the bottom-line positively. Administrative costs of Absenteeism: Time consumed in controlling absenteeism Time consumed in sourcing replacements and re-assigning duties. Supervisors time Financial Costs: this are the costs accruing form Overtime costs Replacement employee costs Training costs Over staffing costs Productivity Costs: Replaced productivity and loss of output costs the costs of supporting replacement employees Costs accrued in training new or replacement staff/hiring temp staff Substandard production 2.2 Ways of Measuring Absenteeism The Total Tim lost: Number of person-days lost through job absence during period X 100 (Average number of employees) x (Number of Work days) This rate also can be based on number of hours instead of number of days. The individual frequency formula: This is calculated as thus : Individual frequency = (Num of Absent Employees/Average Number of Employees) x100 The Bradford Factor or Bradford Formula: According to the Chartered Institute of Personal and Development, the term was first coined due to its supposed connection with research undertaken by the Bradford University School of Management in the 1980s. It was developed as a way of highlighting the misappropriate level of disruption on an organisations performance that can be caused by short-term employee absence compared to incidences of prolonged absence. In contrast, it is considered short-sighted and unlikely to be successful which could lead to staff dissatisfaction and grievances. The Bradford factor can be calculated as follows: B= S2 x D where: B is the Bradford Factor score S is the total number of spells(instances) of absence of an individual over a set period D is the total number of days of absence of that individual over the same set period The set period is typically set as a rolling 52 week period. For example: 1 instance of absence with a duration of 15 days (1x 1 x 5)= 5 points 4 instances of absence; one of one, one of four and one of six days (4 x 4 x 5) =80 points 6 instances of absences ;each for two days (6 x 6 x 5) = 180 points However, the Bradford factor has been critiqued for its limited and short-sightedness in effectively measuring absenteeism, this is because it only factors total number and frequency of individual absence into account, neglecting the kind of absence. Again, the Bradford factor is a generic process and would be inappropriate to implement on disabled employees this is because certain disabilities require higher days of absence. Employers are bound by law e.g. The British Disability Discrimination Act 1995 and 2005 (DDA) to tailor their actions to the individual circumstances of disabled employees and failure to provide these reasonable adjustments by employers may lead to civil actions or breach of DDA in employment tribunal 3.0 Managing absenteeism: Absenteeism: A cultural problem Every organisation is a culture, with its own norms that constitute the expected, supported and accepted ways of behaving. These norms are most times unwritten and advice people on the code of conduct. The existing culture and norms influences everyones perception of the business, from the CEO to the newly hired employee. Managements behaviour has a special impact on organisational behaviour as relates to absenteeism, this is because of its modelling influence. Investigations have shown that absenteeism was/is directly traceable to the group norms established by leadership, the work environment and group expectations. Each group had similar illness records, it was the norms that dictated, and almost predictably, whether people showed up for work. Absenteeism is often symptoms of larger organisational problems and can be managed as thus: Leadership modelling and commitment: Managerial commitments and participatory culture have an important impact on attendance. E.g. in a retail company, a manager who demonstrated little commitment to attendance practices recorded one of the highest absenteeism rates in his organisation. Work motivation and rewards: Motivation in the work place is the driving force to achieve employee job satisfaction and commitment. This motivation could be Extrinsic or Intrinsic. Extrinsic motivation relates to the tangible rewards e.g. Salary, security, promotion and conditions of work. While, Intrinsic motivation relates to the psychological rewards which includes; a sense of challenge and achievement, participation and appreciation from the employer. According to Maslows hierarchy of needs; the expectancies of an employee from the employer are captured as thus- Motivated employees overcome obstacles to make it to work. The key to reducing employee absenteeism is to create a culture where employees want to come to work. Effective Groups and Team Building: groups and teams are essential features of the work pattern of organisations. These include formal and informal groups, project and virtual teams. Effective group and team building encourages inter personal relationships, fulfils the individuals psychological need of love and belonging, encourages organisational learning and communication while reducing conflicts in the organisation. This ultimately gives employees, sense of belonging and contribution, job satisfaction and an increased love for the job which will be evidenced in attendance rate. Recruitment and selection: Employers should recruit employees with good attendance records. This information should be included in references. Employee orientation and training: Attendance norms should be established the first day on the job. These norms are inculcated at inductions and orientation sessions. Performance Appraisal: this can boost employee attendance rates. Management should attach attendance rates to performance appraisals, if employees are aware that attendance would be a part of their appraisal, they would minimise unnecessary absence from work. Conclusion: Organisational culture is a key factor that affects the norms and modus operandi of an organisation. Thus the leaders and manager have a great job of making effective decisions and inculcation the required culture through policies and examples. Creating an attendance-oriented culture requires a complete corporate commitment to encourage attendance rather than manage absenteeism. This would be a significant shift because an absenteeism culture not only cost millions of pounds, but also impedes the development of human resources, reduces organisations competitive advantage and affects the bottom-line My case study illustrating the causes, effects and how to manage absenteeism is evidenced in my reflective writing. Reflective Writing: I would always wish I would not have to return to work the following day, I would call-in sick at the slightest headache. I disliked the new branch I was posted to be a team leader. Not having prior information or notice of my sudden inter-state transfer until a mail dropped in my mailbox, a Monday morning I just resumed from vacation, gave me the shock. I was to resume in the new branch with immediate effect. There was no communication whatever from my team leader that arrangement has been made for me to move to another state where i would lead the funds transfer team. This is a clear indication of communication gap and ineffective boss and subordinate relationship, where the team leader feels less need to have inter-personal relationship with team members. Her autocratic system of leadership in the workplace does not encourage participation, shared learning, sense of belonging and team spirit, which are among an employees intrinsic expectancies from the organisation/workplace This autocratic, non-participatory system of leadership and lack of effective communication and team spirit became a culture instilled by the branch leader. This holistically affected all team members. Demonization, fear, lack of commitment, ineffective communication that often caused conflicts, and absenteeism creped in. The feeling of betrayal, neglect and less regard filled my heart as i journeyed down the new branch. I lost motivation and commitment in the job. I lost the feeling of being part of the organisation. This was reflected in my re-occurring absenteeism and inability to deliver on deadlines The sudden relocation was pressuring and put me under stress. This further increased my absenteeism rate from work till the point I tendered my resignation. This situation highlights the importance and implication of the supervisory and managers roles in the work place as regards motivation, team building, eradicating conflicts and commitment. However, I feel sober, writing this coursework having realised through my research and the module learning, the cost and other implications of employee absenteeism in organisations. This also reflects why my recommendations for an effective management of employee absenteeism points to organisational culture, effective team and group building which encourages team participation and motivation, and leadership styles and modelling. A motivational team leader or mentor would encourage effective communication, build effective teams, build a culture of attendance and commitment through a democratic or participatory system of leadership where everyone contributes and feels the sense of responsibly and love. As a manager, having participated in this course module, I understand and appreciate my roles more. I have gained more insights on to build effective teams; manage conflicts, leadership by example and ultimately, how to manage individual differences and diversity in the workplace. Getting back into work, I would be a good leader, and inspire brilliance.

My Goals in Life

There are aspects in life that have influenced me to have a better future. To begin that, I have set goals to better my life but it will take hard work and commitment to pursue them. It was not until recently when I have decided to get my life started and pursue the dreams that I have always wanted to have. There are three primarily goals in my life I would like to achieve, my personal, academic and career goals. My personal goal is to have a stable financial. My academic goal is to graduate from college with a 3. GPA. As for my career goal, I would like to become a Registered Nurse. At this point in my life, I have realized that money has been an issue. This fact will lead us to my long-term personal goal which is to have a stable financial. It is very important to have a financial stability just in case of emergency or unexpected expenses. To improve my financial status, my intermediate goal is to have my credit cards debts and my loans paid off in two years from today. By doing that, I have made a short term goal, which is to spend less money that I earn, create a financial budget to help me save and to increase the money I earn by making more hours or possibly invest on something. Slowly, I am doing my best to accumulate money every day now. In order to achieve my academic goal, I will have to break many bad habits and dedicate my life to the grades I want in college. My long term academic goal is to major in Nursing in the year of 2015. Pursuing this goal will help get me started on my career path. My intermediate goal is to graduate from Valencia Community College with an A. S. degree and with at least a 3. 0 GPA or higher within two years. To build my GPA to a 3. 0, I must dedicate my time on studying and showing up in class every day. Before, I wasn't as focused and didn't care about school because I had thought that having fun is better than studying but now, I came to realized how academic will help me better my future and it will pay off. Furthermore, my long-term career goal is to get a job as a Registered Nurse by the time I am 28 years old. I love taking care of people and making sure that they have the care that they need. Registered Nurse is also a high paying job and many states are in high demand in nurses. To follow my long term career goal, I have set a intermediate goal. My intermediate goal is to do internships and/or externships in many medical sites; to get the experiences that I need to become one of the best nurse there is. Volunteering in clinics and hospitals will help me closer to my career path. I would have to send out my resumes and keep pushing myself to the top. In conclusion, setting goals are easy, but pursuing them consists of hard working and dedication. By the time I'm 29 years old, I want to be set in life with my personal, academic and career goals. I will have a steady financial within two years from today, by accumulating money. Majoring in Nursing by the year of 2015 and be a graduate student from Valencia Community College with a 3. 0 GPA or higher is my academic goal. Lastly, my career goal is to be a Registered Nurse by the age of 28. I am ready to live my life. My Goals in Life I have many goals in my life, and I have learned to categorize them into short term, midterm, and long term goals. Doing so helps me keep my focus on what is immediate, and what it takes to make the long-term goals happen. It also allows me to keep my visions clear and in tune to what I want to achieve. Earning my MBA First, I want to earn my Masters in Business Administration degree. I know that this will prepare me for the life I want. More than the title, I want an MBA degree because I know that it will give me the appropriate knowledge that I need to put up my own business in the future. A formal education in business, especially that which is post-graduate, will also give me the proper training. It will be my baptism of fire into the world of business because it will detach me from the school-based business setting and move me into the real business world. Like Odysseus who had been in many adventures and conquests, most of them with complete uncertainty, it is my job to prepare myself to whatever can happen. Odysseus had instances where he hoped for good luck and relied in prayer and it showed how uncertain he and his colleagues were in their adventures. As factual as the story is, luck will sometimes turn towards me or otherwise. I know that I should be prepared no matter what happens. I deem formal education as a step for doing this. Success in business When I have finished my MBA, I can then take steps to make my next dream materialize. I want to be a businessman, managing my own business and giving products or services that people will want to buy. I want to be successful in the initiatives that I will undertake. Because I have all the proper knowledge, I know this is possible. I will study the possibilities well before starting my enterprise. I will think of a venture or merchandise that is incomparable with others. It could be something new like a new product or service, or something that can enhance what people already have. It will really be hard to pinpoint which industry at this time because it will largely depend on what the environment the business sector has at that time. I will then make a comprehensive feasibility study about my chosen field. Like pursuing my MBA, I will treat handling my business like a continuous opportunity for studying. I will give myself the chance to explore the new boundaries in the field that I will choose. I know that this will expand my knowledge and abilities as well as enhance my skills. Like Odysseus who remained true to the things that he envisioned, I should have a can-go attitude at all times. Settling down Success in business is only half of my accomplishments. I also aspire for a complete personal life. I can only achieve this by getting married. I view settling down with the person I love. We shall stay somewhere we both like, and have our own family. Most probably, we will be having children right after we get married. It is my goal to be able to provide for my family. I want to be able to answer all of their needs and, if possible, their wants. I also want to impart in them the lessons I have learned in life and hope that they will apply them in their own convictions. If this happens I am sure that they can lead good and productive lives that they will never even once regret. I know this because I am sure that making the right choices in life will do them good. Interconnection These goals are interconnected. I know that even if they have to happen at different times in my life, not achieving one will greatly affect the way that I can do the others. For instance, when I do not get my MBA I know that I will miss a lot of lessons that can help get my business started. I will likewise find it hard to get my business going. When I do not get successful in my business, it will also be difficult for me to provide for my family. Because this is the way that I want to work and earn a living, if I cannot be successful in my business I will have to struggle or maybe have to work in a company instead of being the boss of my own firm. I know that this will be difficult for me. Yet like Odysseus, I should consider that life is filled with trials. Things will not always go as planned. It takes prayers and actions to get things done, yet even in the times when one prays and acts a lot it is still not possible to achieve something that is not meant to be. People around should also be considered as they can make or break one’s dreams. Looking at these teachings from the classic literature, one conclusion comes to mind: we have our goals and we should do every thing that can make them happen, but we should equally be prepared for the diversions that will surely come our way. It is a lesson well learned. My Goals in Life I have many goals in my life, and I have learned to categorize them into short term, midterm, and long term goals. Doing so helps me keep my focus on what is immediate, and what it takes to make the long-term goals happen. It also allows me to keep my visions clear and in tune to what I want to achieve. Earning my MBA First, I want to earn my Masters in Business Administration degree. I know that this will prepare me for the life I want. More than the title, I want an MBA degree because I know that it will give me the appropriate knowledge that I need to put up my own business in the future. A formal education in business, especially that which is post-graduate, will also give me the proper training. It will be my baptism of fire into the world of business because it will detach me from the school-based business setting and move me into the real business world. Like Odysseus who had been in many adventures and conquests, most of them with complete uncertainty, it is my job to prepare myself to whatever can happen. Odysseus had instances where he hoped for good luck and relied in prayer and it showed how uncertain he and his colleagues were in their adventures. As factual as the story is, luck will sometimes turn towards me or otherwise. I know that I should be prepared no matter what happens. I deem formal education as a step for doing this. Success in business When I have finished my MBA, I can then take steps to make my next dream materialize. I want to be a businessman, managing my own business and giving products or services that people will want to buy. I want to be successful in the initiatives that I will undertake. Because I have all the proper knowledge, I know this is possible. I will study the possibilities well before starting my enterprise. I will think of a venture or merchandise that is incomparable with others. It could be something new like a new product or service, or something that can enhance what people already have. It will really be hard to pinpoint which industry at this time because it will largely depend on what the environment the business sector has at that time. I will then make a comprehensive feasibility study about my chosen field. Like pursuing my MBA, I will treat handling my business like a continuous opportunity for studying. I will give myself the chance to explore the new boundaries in the field that I will choose. I know that this will expand my knowledge and abilities as well as enhance my skills. Like Odysseus who remained true to the things that he envisioned, I should have a can-go attitude at all times. Settling down Success in business is only half of my accomplishments. I also aspire for a complete personal life. I can only achieve this by getting married. I view settling down with the person I love. We shall stay somewhere we both like, and have our own family. Most probably, we will be having children right after we get married. It is my goal to be able to provide for my family. I want to be able to answer all of their needs and, if possible, their wants. I also want to impart in them the lessons I have learned in life and hope that they will apply them in their own convictions. If this happens I am sure that they can lead good and productive lives that they will never even once regret. I know this because I am sure that making the right choices in life will do them good. Interconnection These goals are interconnected. I know that even if they have to happen at different times in my life, not achieving one will greatly affect the way that I can do the others. For instance, when I do not get my MBA I know that I will miss a lot of lessons that can help get my business started. I will likewise find it hard to get my business going. When I do not get successful in my business, it will also be difficult for me to provide for my family. Because this is the way that I want to work and earn a living, if I cannot be successful in my business I will have to struggle or maybe have to work in a company instead of being the boss of my own firm. I know that this will be difficult for me. Yet like Odysseus, I should consider that life is filled with trials. Things will not always go as planned. It takes prayers and actions to get things done, yet even in the times when one prays and acts a lot it is still not possible to achieve something that is not meant to be. People around should also be considered as they can make or break one’s dreams. Looking at these teachings from the classic literature, one conclusion comes to mind: we have our goals and we should do every thing that can make them happen, but we should equally be prepared for the diversions that will surely come our way. It is a lesson well learned.

Native Americans in the United States and Cheyenne Essay

Region: By the time the Americans met the Cheyenne Indians they were living on the Great Plains of South Dakota, Wyoming, Nebraska, Colorado and Kansas. The U. S. government forced the Cheyenne’s to move to Oklahoma during the 1800’s which the Cheyenne’s called â€Å"The Trail of Tears†. Some Cheyenne Indians escaped to the North into Montana. Today there are two Cheyenne tribes, one in Oklahoma and the other in Montana. Houses: Originally the Cheyenne’s lived in villages of earthen lodges and Birch bark â€Å"wigwams†. As they became Nomadic they used buffalo-hide to build houses called â€Å"Tee Pee†. They used the Tee Pee’s because they could set up and break down and were easy to carry so they could follow the buffalo herds. Food:. The Cheyenne were farmers in the beginning, the women harvested corn, squash and beans while the men hunted deer and buffalo. They mostly gave up farming and followed the buffalo’s as they moved across the Plains. Besides Buffalo meat the Cheyenne liked fish, fruit, berries and corn that they bought from other tribes. Language: The Cheyenne alphabet contains only fourteen (14) letters which can be combined to form words and phrases. Today the U. S. government is working to convert the Cheyenne to an English only speaking tribe. The Cheyenne are trying to keep their language alive. Tradition: Before the sun rose, the Cheyenne begin preparing for the day. The first task of the day was to build a fire. The Cheyenne women got water from the nearby stream. As it dawned the women made the morning meal while the boys herded the horses back into camp. The women taught the young girls the tradition and the men taught the young boys. Many men hunted game to provide the camp with food. As day turned into night, the Cheyenne people prepared for the evening meal. This was the liveliest event of the day in which music, dancing and various other activities took place. After a few hours, the camp became silent as people turned in for the night. An important Cheyenne custom is the smoking of the peace pipe. There are strict rules during the smoking of the pipe. A prayer is offered before the first smoke. Most men have their own specific way to smoke the peace pipe. Another tradition of the Cheyenne is storytelling, which can only be done by certain people. These stories are often related.

Business Law Mcq - 1009 Words

Answers are highlighted in yellow. Application Exercise BLaw Assignment #2 Time : 15 Min. Max. Marks- 15 Q. 1. In the following questions choose the most appropriate answer. . 1. One cannot plead doctrine of frustration for one’s own inaction a. True b. False c. Partly true d. Partly false 2. ‘A’ contracts to take in cargo for B at a foreign port. Later, A’s government declares war against the country in which the port is situated. The contract- e. Is void ab initio f. Bocomes void g. Is valid h. Is voidable at B’s†¦show more content†¦A agreed to supply certain goods at a specified price to B. As a result of an increase in raw material prices and labour costs, it is no longer profitable for A to supply them at the agreed price. In this case- . Contract becomes void . A cannot be excused for non-performance . Contract gets frustrated . Contract is voidable at the option of A 17. A quasi contract . is an agreement . is a contract . has only a legal obligation . is not any of the above 18. Quasi contracts are based on the principle of . self service . service to others . there cannot be unjust enrichment of a par ty at the cost of other . justice to all 19. The rule of law is that when money is paid, it is to be applied first as per the expressed will of . payer . payee . both a and b . banker 20. A contract can be discharged by . Performance . Frustration . Novation . Any of the above 21. All contingent contracts are in the nature of wagering agreement- . true . false . and hence, are void . none of the above 22. If a new contract is substituted in place of an existing contract, itShow MoreRelatedHrm 531 Week 2 Individual Assignment Essays1014 Words   |  5 PagesHRM 531 WEEK 2 INDIVIDUAL ASSIGNMENT To purchase this visit here: http://www.activitymode.com/product/hrm-531-week-2-individual-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 2 INDIVIDUAL ASSIGNMENT The Employment Law Compliance Plan task in the form of a memo, as described in the message from Traci on the Atwood and Allen Consulting Page. 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