Review of related literature Essay

CHAPTER II As mentioned earlier, it is indeed a certainty that the journals and books used by the author of this study is much related to the issue being discussed. The said journals are to be introduced herein. One of the basic factors of success in any organizational progress is the art of motivation. However, motivational procedures are not that easy to apply especially if the crowd to be dealt with is not that inclined or cooperative in the progress being implied in a specific organization. According to Martinez, in his book entitled â€Å"Management Theory and Practice†, motivation consists of three basic phases of development: †¢ Examination of the situation Before anything could be started, it is very important to first examine the real situation and how the situation is supposed to be dealt with. This may include an evaluation of the present circumstances and how it could be related to what future results are expected from the program or motivational procedure to be implemented. (Martinez, 121) †¢ Consideration of the Participants. Who are the participants to the program or the procedural approach? This question should be considered upon the formulation of the motivational processes that would be chosen by the administration to be implemented. (Martinez, 15) †¢ Application of Procedures After evaluating the situation and determining the people who would be involved in the programs, the application of the formulated procedures could already be commenced in a planned way. In this manner considerably fine results could be expected upon completion of the procedures. (Martinez, 16) Through the constant observation of the completion of the said phases, program procedures could be expected to become successful. The presence of the processes mentioned in here could determine the success of any applied motivational procedures by any business administration or even educational institutions at that. Meanwhile, Don Dinkmeyer in his book entitled â€Å"Leadership by Encouragement† stresses about the importance of encouragement in becoming a good leader. He says that: â€Å"the main aim of leaders is to help their colleagues progress for themselves and the organization they work as well† (Dinkmeyer, 41). Hence, this means that among the important factors that each person within an organization should consider is the fact that they need to be leaders in their own ways and encourage their co-workers to progress in a way by which the organization and they themselves could benefit much. Dinkmeyer further adds, â€Å"there are necessary factors to consider in being a fine leader of encouragement† (44). Here are some of the suggested factors of concern in Dinkmeyer’s book: †¢ As a leader, a considerable act of control is needed; however, concern for colleagues is also a character necessary for leaders to have. (18) †¢ Motivating people for further self progress and organizational benefit is one of the leader’s most important functions in a team. Hence, this skill should be enhanced and considered a major work for leaders. (19,20) †¢ Empathy for other colleagues concern in the motivational program should be applied. Yes, being able to understand how others feel about the progress procedures should be considered by the leaders. This way they are able to take the challenge of dealing with people’s reactions towards the program and be able to motivate them to take the progressive procedures as well. (25) Yes, by being able to become an ideal leader, a person could be able to encourage other people around him to be able become mote progressive in their own ways. One of the basic reasons why this study has been commenced is the fact that the motivational processes are highly concerned with language classrooms, specifically ESL classes. In this regard, Zoltan Dornyei talks about specific factors of concern especially on the part of the educators when they are dealing with their students. Here are some of the suggestions he mentions: †¢ Be leaders and become role models in class. As the educators show their enthusiasm in teaching, the students too are able to have encouragement to learn the language with enthusiasm as well. †¢ Make the Classroom Environment Lively This could include the ability of the educators to encourage their students to speak out their ideas and their thoughts regarding the issues being discussed which should be of interest to the students depending on their age and their races. This would allow the students understand the language they are trying to learn while enjoying sharing their thoughts at the same time. †¢ Be Open to Suggestions from Students The fact that the students also want to have exposure to the language at a certain level, the educators should consider hearing what they want form the class to be able to help them participate more during discussions. This way, they could become more progressive with their studies as the classes continue. With regards to the direct worker motivation processes, Abraham Maslow has something to say about the theories of motivation that could be utilized in encouraging the people to work hard not only for their own good but for the good of their organization as well. According to him, there are necessary physiological needs of the workers that must be provided by the organizations to be able to get the best out of their employees. Among the breakdown of his hierarchy of needs of employees are three major points of consideration: †¢ Needs of self-actualization As an intrinsic motivation, this factor of concern is directed to an employee’s ability understand that he is of some worth to the organization he is working for. †¢ Preconditions for the basic satisfaction. Also considered as an intrinsic motivation, this concept of encouraging the employees involves the satisfactory aspects of the employees within themselves due to the work they are doing. †¢ Desires to know and understand One of the important factors of self satisfaction is one’s ability to learn more as an additional knowledge to for themselves from their jobs. True, this factor of consideration in motivating the employees helps a lot in making them realize that they have certain benefit form the work they are engaged with. Thus they are motivated to work even better to be able to gain their benefit from their company. On the other hand, Frederick Herzberg talks about external motivation that has to be implied to be able to encourage employees to work at their best. Among the said extrinsic aspects of motivation are : †¢ Achievements †¢ Recognition †¢ Growth and Advancement †¢ Interest in the Job These four factors of consideration helps the employee realize that their abilities are appreciated by their organization and are used as a reason for other’s to follow their work ethics and attitudes. With the use of these suggestions, it could be expected that the classroom procedures would become more productive and more progressive for the capability of the students to use the English Language more effectively. Hence, the programs of learning would be more effective and practical for more and more students who are interested to take the ESL courses that the learning institutions offer. With the utilization of the literatures mentioned herein, the discussion of the issue being tackled in this paper shall be continued towards its completion. CHAPTER III Discussions An ample amount of motivation in the Toronto ESL program offerings have resulted in considerable successful final products. However, the question here is, how much motivation did it take before the educators were convinced to take on the challenges of teaching other races with the ESL programs that has been formulated for the different institutions to include in their learning programs? Certainly, motivating people to take on the challenges of change is not an easy task. According to Andrew Duffy’s report on Canadian learning institutions, Canada’s failing of a number of students who are studying in the said country has been due to the fact that the seriousness upon the program that the students are ought to learn has not been realized much by the students themselves. As a result, educators handling this type of situation also loose their enthusiasm upon the application of the program, which they ought to offer to their students. This situation then called for much motivational processes on the part of the administrators of the learning institutions. The Motivational Procedures Specifically focusing on the institutions in Toronto, Canada, it has been reported that the staffing of ESL teachers has been increased in a matter of time to be able to support the existing teaching force with the other educators that are needed to attend the needs of the students in Toronto. Notifying the educators on how to specifically help the students realize what they have to learn about their chosen courses have made so much difference for the reports which were once reported about Toronto. The Toronto Star reports that in a nationwide survey of some 9,000 high school dropouts in Canada, â€Å"three out of every 10 dropouts leave school because of boredom. † Good grades are no indicator that students will stay in school, as over 30 percent of those surveyed had high marks. Jim Livermore, vice president of the Ontario Secondary School Teachers’ Federation was not surprised. He stated: â€Å"Boredom is more of a factor today than it was 20 years ago because of television. To interest kids everything today has to be glitzy, high tech and showy. † Mr. Livermore feels that some of the brightest minds are not being challenged in school. He added that the â€Å"old way of teaching doesn’t work any more. Rather than lecture-style teaching, we have to get students more involved in learning. † Hence, it has been added in the motivational procedures the educators need to be educate themselves. This education includes teaching strategy enhancement as well as informing the teachers on the real need of the country of having English Speaking citizens. It has been stressed out that the production of students who are able to speak professional business English gives the country a greater chance of being globally competitive, as their employees become world class. Hence, the educators were able to realize the need for the said program. As a result, the educators were motivated to continuously assist their students to becoming highly competent when it comes to using the English language in a professional level. Results of Motivation After the motivational procedures have been implemented, fine results have been received by several Toronto learning institutions. Yes, the application of the learned strategies through the motivational programs, which were commenced, proved to be productive and successful for the students who were able to realize the need for them to progress on their own way. Certainly, it has been observed that much of the motivational tactics that the administrations used for these programs were indeed effective. The motivation that the teachers were able to gain during the training programs has directly affected the way the students view their need to learn their subjects. The fact that the teachers realized the need for the program in their place, the programs became much productive, able to give the students the ample training they need to be able to become competent enough in the usage of the English language. This then helps the Canadian employers to be more at ease as they hire students who were produced by the Toronto learning institutes. STUDENT COMPETENCY RESULTS The existence of fine educator skills, excellent learning environment, and constant encouragement form educators have been able to result to several considerable results on the part of the English speaking skills of the students. The competency of the educators has driven the students to learn more and apply the subjects they have learned to their own everyday lives. It has been more often than not the students were motivated to learn more everyday as they see the enthusiasm from their teachers to help them learn the language and apply the language in their daily activities. The confidence among individual students has also been developed through the educating programs. The process of learning for the students became more accommodating and progressive as it gave attention to their needs and gave importance to their development not only as English speakers but as individuals living in Canada as well. CHAPTER 4 Overall Situational Assessment. With the details of ESL development programs in Canada, specifically in Toronto, listed in this paper, it shows how much motivational procedures aimed towards the educators could contribute so much on the way the students progress in their studies. The effectiveness of the curriculum of English learning offered in institutions of education is highly based upon the enthusiasm of the educators to handle their classes while being able to meet the needs of each of their students. Indeed, teaching students with so much diversity among them is a great challenge to any educator in the learning industry. The consequences though of ample training and motivation with regards to the teaching strategies used by the educators is indeed fruitful and beneficial on the part of the students and the economic growth of the country basing from the competency of the employees produced by the institutions, regardless of the fact that they are native English speakers or not. In this manner, the certainties of the employers on the new graduates of learning institutions become stronger and the results of the job done by these students are much globally competitive as they re able to use the English language in professional applications. Chapter 5 Conclusion From the study that has been presented herein, it is obvious that the situation of organizations is constantly changeable. Most likely, the focus is to continuously make possibilities for changes. TO be effective in facing company challenges in facing grievances and demands of the employees within a certain organization, it is indeed advisable for the human resource management to take necessary steps in creating strategic structure of Human Resources Department Organization. This means that as the HR faces so much turmoil in managing people, the whole body of the HRD should be subdivided into several parts who would be in charged in facing only specific details on the organization’s internal affairs. In this way, the responsibilities would be distributed and the issues would be more focused upon by personnels who are more experienced on the matter at concern. As for example, a certain group within the HRD would be in charged in salary and payment grievances, another on benefits, then another on finances and so on and so forth. Having this structural design of organization would ease the troubles of the Human Resources Department in facing company issues, all at the same time. Surely, the decisions that would be made in this manner would be more thought about and in turn, would become more effective and practical as well. As years continue to progress, employees of organizations become more and more demanding. Because of this, the Human Resource Department is faced with more and more problems, which they are expected to fix. True, the challenges for the HRD continuously grows and as an answer to this, the HR. should also consider continuous development in terms of effective practices in facing issues. Indeed, the Human Resources Management has the most complex and complicated work in an organization. Yet, by the use of strategic approach in facing issues, the Human Resources Management would be able to survive the struggles and emerge victorious in bringing the organizations to prosperous status. BIBLIOGRAPHY Internet Journal Sources: The Community Social Planning Council of Toronto. (2005). Community Voices, Perspectives and Priorities. http://72. 14. 253. 104/search? q=cache:LHaAxJemZSoJ:www. inclusivecities. ca/publication/reports/Toronto-ICC-Report. pdf+ESL+in+Toronto+Canada+reports&hl=tl&gl=ph&ct=clnk&cd=6. (November 7, 2007). The 2003 Atkinson Fellowship In Public Policy. (2003). Class Struggles: Public Education and the New Canadian. http://www. atkinsonfoundation. ca/files/Duffyrev. pdf. (November 7, 2007). A. H. Maslow. (1943). A Theory of Human Motivation. http://www. advancedhiring. com/docs/theory_of_human_motivation. pdf. (November 7, 2007). Frederick Herzberg. (2006). Human Relations Contributors. http://www. accel-team. com/human_relations/hrels_05_herzberg. html. (November 7, 2007). Books: Don Dinkmeyer. (1995). Leadership By Encouragement. CRC Publishing Company. Zoltan Dornyei. (2001). Motivational Strategies in the Language Classroom. Cambridge University Press. Lewis E. Losoncy.(2003). The Motivating Team Leader. DC Press. Barbara Burnaby. (1992). Socio-Political Aspects of ESL in Canada. Ontario Institute for Studies in Education. JoAnn Phillion. (2002). Narrative Inquiry in a Multicultural Landscape: Multicultural Teaching and Learning (Issues in Curriculum Theory, Policy, and Research). Ablex Publishing. Devon Woods. (1996). Teacher Cognition in Language Teaching: Beliefs, Decision-Making and Classroom Practice (Cambridge Applied Linguistics). Cambridge University Press. Craig Chaudron. (1998). Second Language Classrooms: Research on Teaching and Learning (Cambridge Applied Linguistics). Cambridge University Press. HYBELS. (2003). Communicating Effectively. McGraw-Hill Humanities/Social Sciences/Languages Jere Brophy. (2004). Motivating Students to Learn (2nd Edition). Lawrence Erlbaum Associates; 2nd edition. Irene M. A. Henley. (2004). Aviation Education and Training: Adult Learning Principles and Teaching Strategies. Ashgate Publishing Company. Ken Hultman. (2001). Balancing Individual and Organizational Values: Walking the Tightrope to Success. Pfeiffer; 1st edition. Ezdras Martinez. (1990). Management Theory and Practice. Rex Book Publishing Manila.

Real Estate Porters Five Forces Essay

THE CONCEPT: Lifeline Foundation seeks to alleviate misery, loneliness, despair and depression by listening, in a non-judgmental way, to those who cannot turn to anyone else who would understand and accept them. The caller remains anonymous and everything said to the volunteer remains confidential. OUR MISSION: 1) To contain the number of suicides in and around Kolkata and help survivors, their families and acquaintances through befriending. 2) To promote networking and awareness of other NGOs so that more people can be benefited by their services. THE ORGANIZATION: Lifeline Foundation is a non-profit organization based in Kolkata, West Bengal, running a free tele-helpline for people who are distressed, depressed or suicidal. It is a chapter of Befrienders India affiliated to the Befrienders Worldwide, U.K. This Organisation works under the umbrella of Samaritans, England which has been in existence for over 50 years. Lifeline Foundation along with other Centers in India, follow the Befrienders Charter and training module for volunteers We offer a tele-helpline service giving emotional support to combat the growing loneliness and stress in personal and professional lives of people, irrespective of their gender, age, religion or location. This service is free, anonymous and confidential and is available on all weekdays, between 10.00 am to 6.00 pm. OUR SERVICES 1) Tele-helpline; Available from 10am to 6.00pm Monday to Saturday 2) Face-to-Face – (a) Lifeline Foundation Centre (b) Kolkata Police Head Quarters, Lalbazar, – 1st & 3rd Thursday of every month – 12 noon to 04.00 pm. (c) Alipore Correctional Center , Kolkata Every week Tuesdays – 10am – 1.00 pm (d) Letters and Email: For hard of hearing and deaf and others – 24 hours AWARENESS (THROUGH OUTREACH): Every month we put in advertisements in English, Bengali and Hindi newspapers, giving our tele-helpline numbers and timings. Our telephone numbers are also accessible in the â€Å"Hello† section under helplines, every Sunday, in the Graffiti of the Telegraph. The Metro Railways have put our message with our telephone numbers on all tube lights at every entrance and exit of each station. Also, the CC TV on the metro stations shows our video clippings at regular intervals to lessen the rise of number of suicides at Metro Railways. Posters have also been put up inside the coaches of Metro Railway. This initiative was taken over seven years ago as metro station experienced innumerable suicide attempts. SUICIDE PREVENTION DAY: September 10th has been declared â€Å"World Suicide Prevention Day† by WHO and IASP (International Association of Suicide Prevention) The growing number of suicides is an indication of how serious this problem is and how much awareness needs to be created to become even more effective in the prevention of suicides. VOLUNTEERS: Our Volunteers are carefully selected and trained by experienced trainers. Volunteers, recruited through a stringent selection process, followed by an intense in-house training module, man the helplines.

Baptist Church Visit

Baptist visit I decided to go to Baptist church in Miami. I chose Coral Park Baptist Church because most of the Baptist churches I call in Miami provide Spanish language services, but the Coral Park Baptist Church also offers English services. I went to the service at 11 o'clock Sunday. The whole church is very big. In major temples there are regular Spanish services, and there are other complete buildings, separate classrooms, English services and other Sunday school type courses. Acceptable choices are Methodist Church and Baptist Church. Methodist Church made me indifferent. The Battle church bat is funny but the second Baptist church I visited was very warm and the people were friendly. Their beliefs are too modest to my taste, but they are accepted by my Republican husband. I like this service and people. I participated. I immediately received a revelation that I am no longer in Kansas. But I like these people again. So when I heard the ridiculous belief that I thought it was ab surd, I just smiled and told myself. I want the feelings of the community. Baptist visit I decided to go to Baptist church in Miami. I chose Coral Park Baptist Church because most of the Baptist churches I call in Miami provide Spanish language services, but the Coral Park Baptist Church also offers English services. I went to the service at 11 o'clock Sunday. The whole church is very big. In major temples there are regular Spanish services, and there are other complete buildings, separate classrooms, English services and other Sunday school type courses. There seem to be countless churches around Waco. Waco has more than 100 Baptist churches alone. Even if someone tries to visit two Baptist churches every week, there will still be a Baptist church to visit. There is no doubt that Waco is a religious city. David Koresh is said to be a child under the name of God. Some people in former David chapters said they did not say that he had sexually assaulted children. Kiri Jewell, one of W aco's children, said she tried to have sex with her when she was ten years old, David Koresh. Others say that David Koresh is clearly talking about sex with young girls.

The dynamics of employment relations in British Airways Essay

The dynamics of employment relations in British Airways - Essay Example According to the research findings employment relations refer to the collective and individual dimensions of labour and the associated buying and selling of this labour power. However, fundamentally the definition of employment relations does not remain restricted to the field of trade unions, government agencies and employer’s associations or processes of collective bargaining; it rather focuses on employment relationships. Poole has rightly defined the scope of employment relationships as a discipline concerning the systematic and organised study of all the aspects of employment relationships in the organizations. This relationship is generated when an employee sells his capacity of work in exchange for wages and other benefits. It also considers the potential disagreement between employees and employers and considers the broader context in which organizations operate, influence of the broader nature of economic activities, analyses the basis of conflicts and accommodations between employers and employees and develops interdisciplinary approaches based on ideas and concepts derived from sociology, psychology or even economics. This assignment analyses the various employee engagement strategies and employment relations strategies in British Airways and the associated policies and practices implemented by the organization. This is done in the context of suitability or fitness of these strategies with the present and emerging trends of business. The use of these strategies and their impacts in driving organizational performance and productivity are analysed in the project. The project also analyses whether and how British Airways evaluates the performance of its employees. Based on this analysis suitable recommendations are provided with regards to the current employment relationship strategies in the organization. This is done to ensure they are strategically beneficial for the organization and are cost effective too. Finally an action plan is provided w ith clearly defined processes and practices along with the likely outcomes they could generate for the organization. Findings Employment Relations in the organization British Airways began its existence within the public sector and had majority of its characteristics in tandem with employment relations of the public sector organizations. The organization was highly unionised and recognised sixteen separate trade unions. One of these was BALPLA (British Airlines Pilots Association). This union

MEDIA THEORIES Essay Example | Topics and Well Written Essays - 2000 words

MEDIA THEORIES - Essay Example Marx’s idealistic view of socialism involved actions that would better serve society within the realm of unselfish inspiration, a society not interested in existing social inclinations. The wealth of a nation should be divided not according to greed but to need. He sees the technological advances of the modern world as the basis for entire societies to be redistributed in accordance to the requirements of the upper class. Marx theorized that the upper-class controls the formation and definition of these ideologies so as to prevent people in the lower-class from knowing how society truly operates. For example, literature was used to form social ideology in eighteenth century England. Today, literature has been replaced by the media. This discussion will introduce Marx’s social theories and then investigate how they are put into practice within the media by analyzing the film Trading Places with Eddie Murphy and Dan Ackroyd. The central concepts of Marxist economics include the theory of labour value, the disposition of production and the inevitable conflicts between the classes. Conflicts will always persist because the upper class can never totally control the lower classes. Lesser concepts include the idea of increased misery, the obsession with possessions and the consequences of economic alienation. Marx’s theories of labour value combined with his concepts of capitalism endeavour to clarify how the revenue system operates to the benefit of the upper classes and the detriment of the lower classes. Marx defines wealth as something produced by labour from resources originating in the natural world. In terms of capitalism, wealth becomes a vast accrual of possessions. Commodities are articles of wealth created solely as a means to exchange other objects so as to enhance wealth. The instruments of production such as factories, railroads and land are considered capital when they are employed to e xploit human labour in order to

Ethical Issues related to the police use of force Research Paper

Ethical Issues related to the police use of force - Research Paper Example However, cases of using too much and illegalized force should decrease since there are new tactics of restricting suspects from their immoral behaviors (Safrath, 2011). In the past days of policing, the street police used force as a tactic of maintaining law and order and making their will obligatory. In the early 1960s, research shows that the police used too much force in the rebellions and disturbances caused by some people. However, the use of force by the police depends on the roles and responsibilities of the police. This means that some of the police in some departments do not exercise force in maintaining their duties since it is not ethically legal. On the other hand, some departments exercise the use of police force and it is sometimes mandatory for these departments to apply force. For instance, in case of riots and rebellion, the police needs to use force in order to maintain law and keep peace (Sagepub.com, 2008). In the United States, the police often exercise force in approximately 2 million cases per year. Each year, the police use force in over 3,600 occasions resulting to a mean of 600 people being killed (Huebsch, 2011). Police use of force is ethically justifiable for policing actions since it helps in maintaining and exercising their discretion. However, with these well-known ethical rules, the police cannot yet determine the infringement since most of them cannot be predictable by the rules. The domestic police and the military police often had common characteristics and same ethical standards. For instance, sometimes they necessitate on using excessive amount of force where required and sometimes they do not require to use force at all (Huebsch, 2011). This paper will analyze the ethical issues associated with police use of force. It will seek to establish whether it is ethically justifiable for police to use force. It is ethically justifiable for the police to exercise force in maintaining law and order. Police officers are

Perpetuating Disaster Myth through Film Essay Example | Topics and Well Written Essays - 250 words

Perpetuating Disaster Myth through Film - Essay Example The table below shows the presence of these myths in the two movies. In Outbreak, the Motaba virus spreads in US after the host animal (a monkey) is illegally brought to the United States. In Contagion, the disease spreads when a single cook forgets to wash his hands after handling a pig. In both the movies, the start of the disaster is the result of inconsequential events and not a dramatic event. Thus, the first myth is not present in either of the two movies. In Outbreak, even though the virus is localized to an area, the movie focuses on the large-scale impact of the disaster and ignores smaller events. On the other hand, Contagion looks at both the large-scale impact as well as small events. Thus, the second myth is present in Outbreak but not in Contagion. In Outbreak, the disaster becomes huge because it quickly kills 150 people in a small area. Similarly, in Contagion, 26 million people die globally. In both movies, the death of a large number of people emphasizes the magnitude of the disaster. Thus, the third myth is present in both the movies. The Outbreak suggests that if people are able to predict the disaster, they can prepare for it and prevent deaths. This does not apply to Contagion in which there seems to be no way of stopping the spread of virus. Thus, the fourth myth is present in Outbreak but not in Contagion. Outbreak uses the technocratic approach to solve the problem as scientists and doctors work hard to find a cure for the disease, an anti-serum. Contagion takes a much more holistic approach to fighting the disease with scientists and administrators pooling resources to fight the disease. Thus, the fifth myth is present in Outbreak but not in Contagion. From this analysis of the two movies, we see that compared to Outbreak, Contagion presents the disaster in a more realistic way. Contagion presents data to

High and Simple Life Essay Example | Topics and Well Written Essays - 1250 words

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Where do we draw the line between Business Intelligence and Industrial Research Paper

Where do we draw the line between Business Intelligence and Industrial Espionage - Research Paper Example organized by an enterprise to collect, store, access and analyze information about the market and competitors so that better business decisions are made possible (Biere, 2003; Scheps, 2008). These corporate databases (Loshin, 2003, p. 1) of information have turned raw data into valuable business information asset that has enabled the enterprise users to look at and manipulate information in a different way leading to fruitful business decisions that are in corporate benefit. Moss and Atre (2003, p. 4) have listed activities which are assisted by BI decision-support programs. These include Online Analytical Processing (OLAP), data mining, forecasting, business analysis, analytic analysis, knowledge management and so on; and, BI decision support databases include data mining databases, operational data stores, operational marts, web warehouses, and etcetera. To monitor BI activities and databases and companies organize BI groups within the organization and also hire professionals from outside who analyze the company’s performance, strengths and weaknesses, and compares the gathered information to predict where the company stands in the market. This helps increase profitability, reduce costs, improve customer relationship management, and decrease business risks (Loshin, 2003, p. 2). Research by Subramanian and IsHak (1998) also found that US companies who used advanced BI systems for competitor analysis enjoyed greater profitability than the companies which did not. Guttman (1995, p. 26) has defined Industrial Espionage (IE) as an â€Å"act of gathering proprietary data from private companies or the government for the purpose of aiding other company(ies)†. Companies may get involved in IE for their competitive advantage and governments may use IE to support other companies. Whatever, the case, the information has to be processed through computers and thus it becomes liable to threats regarding information security. The biggest threat employee sabotage, that is, the

Business and Economics Statistic A Essay Example | Topics and Well Written Essays - 1000 words

Business and Economics Statistic A - Essay Example You are primarily interested in quantifying what factors could affect the household electricity consumption. The environmental group provided a data set that contained the information of 50 randomly selected households in Western Sydney. The data are recorded in an EXCEL file that is presented below. Q1a(8marks)   The leader of the environmental group suspects that homes (referred to as population 1) consume more electricity than units (referred to as population 2). Perform a hypothesis test to validate such suspicion. You must clearly state your null and alternative hypothesis, your conclusions, and the related output that lead to your conclusions. Use ?=0.05.   Q1a. (Answer) The homes in population 1 are thought to be using more electricity than the units in population 2. This thought of the leader of the environmental group is taken as an alternate hypothesis. Thus, recording the weekly values of electricity consumption it can be said that, Alternate hypothesis: Ha = HOUSES CO NSUME MORE ELECTRICITY THAN UNITS. Null hypothesis: H0 = HOUSES AND UNITS BOTH CONSUME EQUAL AMOUNTS OF ELECTRICITY. It can also be said that, H0 :  µ1 =  µ2 Ha :  µ1 >  µ2 Where, H0 – Null Hypothesis. Ha – Alternate Hypothesis.  µ1 – Mean Of Houses’ Electricity Consumption Value.  µ2 – Mean Of Units’ Electricity Consumption Value. It is given that, ? = 0.05. ... or two samples with unequal variances Consumption)    Population 1 Population 2 Mean 153.72 126.36 Variance 1431.46 1864.823333 Observations 25 25 Hypothesized Mean Difference 0 Df 47 t Stat 2.382724498 P(T

Rbi’s Debt Management and Monetary Policy Essay Example for Free

Rbi’s Debt Management and Monetary Policy Essay I have shown you in class, using the IS-LM model, how the above two roles of the RBI presents a conflict between the desired positions of the LM curve and therefore the equilibrium interest rate. Some of you have expressed interest in knowing more about this debate. Therefore here are the two opposing points of view. For the motion: On this side of the debate is the government which supports an independent Debt Management Office (DMO) that is separate from the RBI. The government has received support from the Report of the Internal Working Group on Debt Management which has pointed out three conflicts that arises from the present arrangement: â€Å"If the Central Bank tries to be an effective debt manager, it would lean towards selling bonds at high prices, i.e. keeping interest rates low. This leads to an inflationary bias in monetary policy.† Second â€Å"if the Central Bank tries to do a good job of discharging its responsibility of selling bonds, it has an incentive to mandate that banks hold a large amount of government paper.† Third, â€Å"if the Central Bank administers the operating systems for the government securities markets, as the RBI currently does, this creates another conflict, where the owner/ administrator of these systems is also a participant in the market.† The Percy Mistry Committee on Making Mumbai an International Financial Centre (IFC) recommended the setting up of an autonomous DMO by saying that â€Å"looking ahead, a sound public borrowing strategy for India would incorporate three elements. . . An independent Indian â€Å"debt management office† operating either as an autonomous agency or under the Ministry of Finance that regularly auctioned a large quantum of INR denominated bonds in an IFC in Mumbai. The size of these auctions would be substantial by world standards and would enhance Mumbai’s stature as an IFC.† The Raghuram Rajan committee on Financial Sector Reforms (A Hundred Small Steps) has argued against RBI providing the â€Å"investment banking† function to the government as â€Å"this involves a conflict of interest, since the government would benefit from lower interest rates, which the RBI has some control over. Investors in the bond market may also perceive the sale of bonds by RBI to be informed by a sense of how interest rates will evolve in the  future. Finally, the RBI is the regulator of banks. Banking supervision could be distorted by the desire to sell bonds at an attractive price.† Media commentators have also supported the motion. See for instance Ajay Shah writing in the Business Standard,Ila Patnaik writing in the Indian Express, Shruthi Jayaram writing in the Financial Express, S. Narayan writing in the Mint. Also see what the Stanford University’s Policy Brief and the Bank for International Settlements feel about this issue. Against the motion: Predictably the RBI is opposing the above views. See this Business Standard report which quotes RBI Governor Dr Subbarao as saying that Only central banks have the requisite market pulse and instruments to aid in making contextual judgements which an independent debt agency, driven by narrow objectives, will not be able to do. The Governor further said that in order to achieve monetary and financial stability, separation of debt management from central bank seems to be a sub-optimal choice. The case for shifting debt management function out of the central bank is made on several arguments such as resolving conflict of interest, reducing the cost of debt, facilitating debt consolidation and increasing transparency. These advantages are overstated, Dr Subbarao said. He said market borrowings are the major source of deficit financing at state level and such borrowings are exceeding the absorptive capacity of the market. That makes it imperative to harmonise the market borrowing programmes of the Centre and the states. Separation of the Centres debt management from the central bank will make such harmonisation difficult, Dr Subbarao added. He said even internationally, there is closer association between the central bank with sovereign debt management for proper monetary policy and financial stability. Also see this Business Line report which quotes Dr Subbrao as saying that â€Å"the learning from the recent global crisis is that those systems where central bank manages government debt are more effective. When fiscal deficit is as high as it is in India, it is not only about debt management in the conventional sense. It has larger implications for liquidity management and monetary policy transmission. The balance of advantage would lie in the RBI continuing to manage public debt until fiscal deficit comes down to very comfortable levels.† RBI’s internal research  supports the above view by demonstrating that interest rates have not been affected by the government’s borrowing programme (a point made by some of you in class). Some media commentators have also supported RBI’s view (see this article in the Economic Times). You will be amused to know that Dr Subbarao himself was an advocate of an independent DMO when he used to work for the government! The confusion over this issue was evidenced by the Rakesh Mohan Committee on India’s Financial Sector Assessment which opined in favour of an independent DMO with the chairman (an ex-deputy governor of the RBI) disagreeing with the committee’s view! Tailpiece: The RBI seems to have reconciled to the setting up of an independent DMO but is insisting that they be in charge of running the office (so much for independence)! See this report from the Financial Express. Finally you may enjoy reading this article from the Economic Times on â€Å"Chidambaram vs Subbarao: How conflicts between govt and RBI could lead to better policy-making†.

Cooking Method Essay Example for Free

Cooking Method Essay In this assignment I will learn about a few types of cooking method and the arts of seasoning and flavoring. There are two major types of cooking method which is Moist Heat Method and Dry Heat Method. Moist Heat Method refers to a technique that involve of liquid in cooking food. This technique depends on whether it is steam, water, stock, wine or some other liquid. The temperature for this kind of method is much lower in between of 60Â °C to 100Â °C. There are several types of cooking method that have been listed under Moist Heat Method which are poaching, simmering, boiling, steaming, braising, and stewing. Meanwhile, Dry Heat Method refers to any kind of cooking technique where the heat is transferred to the food without using any moisture. This technique usually involves high temperature of 150Â °C or hotter than that. Roasting, baking, grilling, broiling, pan-frying, sauteing, and deep-frying are example of Dry Heat Method. Furthermore, there are a few kind of cooking technique that involves Moist Heat and Dry Heat Method. This kind of technique may begin with Moist heat Method and followed by Dry Heat Method. For example braising and stewing. These two techniques involve the combination of both cooking method. For the second question, I will learn about the arts of seasoning and flavoring. Seasoning can enhance the natural taste of most foods without changing the original flavor. Salt is the main seasoning agent in the culinary arts. Herbs and spices also include in seasoning. In the meantime, flavoring is added to the food to modify the original flavor of the food. Flavoring is a substance that we used in altering the food causing it to give a sweet, sour, or tangy taste. CONCLUSION What I have learned from this assignment is there are a few types of cooking method. For example like Moist Heat Method. In this kind of technique I have learned a few basic cooking skills which are poaching, simmering, boiling, steaming, braising, and stewing. The technique that has been used in this kind of cooking method is mostly the same. From what I know, Moist Heat Method will involve liquid either water, stock or other kinds of liquid. Meanwhile for Dry Heat Method, I have learned that this kind of cooking method is no moisture was involved in cooking process. We also used high temperature in this method. A few basic cooking skills that used Dry Heat Method are roasting, baking, grilling, broiling, pan-frying, sauteing, and deep-frying. And most of the cooking methods have a similar process. Moreover, I have learned that there are few technique of cooking process that involve in the combination of Moist Heat and Dry Heat Method. In this technique, we must cook the food by using the Moist Heat Method then followed by Dry Heat Method. Other than that, the time consuming in cooking food by using this method is much longer rather than other technique and it can take about 5 to 6 hours to complete the cooking process. Besides that, I have learned that the food that is not cooked in the right ways will lose its nutrients. Other than that, we can improve the quantity and quality of nutrients of the food if we used the correct cooking method. For the arts of seasoning and flavoring, I have learned that seasoning and flavoring is very important in improving the quality of the taste of food that we cooked. The seasoning that we used is to lighten up the taste of the food without changing its original flavor. Meanwhile, for flavoring we used it to give a different flavor to the food and completely flavoring is used to change the original flavor of the food.

What Are The Advantages Of Internal Promotion Commerce Essay

What Are The Advantages Of Internal Promotion Commerce Essay Internal promotion is a strategic management idea accepted widely. And it is already utilized by many companies in the world . Comparing with external recruitment, internal promotion has some advantages in companys growth stage especially. It is more economic and essential and is conducive to keep companies developing orderly. In this essay, I will discuss the reasons why internal promotion is superior by analyzing and comparing Microsoft , Sodexo company, General Electric and some other international companies in their development. And I will conclude that internal promotion should be widely spread in companies in their initial stages to make them grow well. We believe that internal promotion is also a good way to build a sense of loyalty, create incentives for employees innovation at work and more easily to find a good person for the new job vacancy. Therefore, our tradition of internal promotions can guarantee anyone who joins in Sodexo a bright future of constant career development. (Sodexo concept)When candidates read these sentences, I am sure that they will have confidence in this company and the employees who already work in this company also like to share what they have known and do their work with passion. When a company was settled, it is not mature because many systems, culture and even the goal have not been confirmed. What drives the workers to devote themselves to the unsure future is their motivation and passion. They even consist the history of a company. During this stage, to develop it, HR need to pay more attention on initial employees and give them the priority to be promoted. As the employees recognize their achievement is always concerned and the responsibility is great at this stage. They can also take part in the growth of company and get the advancement opportunity. (Michael Adam)What mentioned all can motivate an employee Microsoft adopted the internal promotion strategy at the beginning and the result proved to be successful. When Bill Gates started Microsoft, he already had the concept that his employees are his most valuable asset, and he gave the conclusion that without them, Microsoft would become negligible. There is a strategy in Microsoft called n minus 1 which shows that the number of employed people is less than the position need-then all employees have the chance to be promoted. When Microsoft expanded later, it was nearly all early employees being promoted. And to encourage them and keep them, they even got the stock options as reward. They all play an important part in the development of later. The key to supporting the motivation of your employee is understanding what motivates each of them.( McNamara). There is a number of excellent people working for Microsoft. What these workers need is to achieve thier self-actualization As Microsoft give great opportunities, workers are all willing to work hard to make company better. Under these strategies, when Microsoft stepped into the next stage and expand itself, it already owed its own systems, culture and the clear goal. From 2009 to 2010, it is about 11.5% management positions in Sodexo company are filled through internal promotion. And it is over 79% employees believe that Sodexo provides them an opportunity to learn and develop. (Sodexo China figure) An extreme example of GE (General Electric), it is nearly 80% of the companys senior positions generated by the internal promotion. The leaders in GE spent almost all their career. Our principle is to tap internal talent, human resources manager of GE (William Conaty). Unless forced to, we do not want to rely on outsiders. He said. Many international enterprises in Europe have formed the internal selection system in their early stage. From cultivating employees and appointment of employing strategies to mechanisms, these enterprises have a mature procedures For example, General Electric, Motorola, Procter Gamble, Ford Motor Company, Boeing, 3M Company and other famous companies, in their operating time adding to 1700 years, only four CEOs hired from the outside, and only two companies before. Good to great (Jim .Collins ,2009) says that celebrity who is brought in from outside the company as a new leader, often lead a negative effect on the company. Among 11 international companies, there are 10 companies CEO appointed from the companys internal promotion. According to a survey to more than 200 foreign investments in China from people.com, when a company faces a situation that there an empty position turns up, they prefer internal promotion than external, and the original department has the priority. It shows that 67% companies adopt internal promotions on management position , and 2% will recruit from labor marketing, and 1% will be appointed by the government.55% companies adopt internal promotion on skill positions, 45% of them will search new employees from labor marketing.(people.com) When a vacancy occurs in the enterprise positions, the modern human resource managements common practice is internal-promotion -oriented, especially in small companies at their initial stage. II: Comparison of internal promotion and external recruitment advantages disadvantages Internal promotion Improving the promoted employees morale Judging the staffs capacity more accurately Saving costs in some areas (time/money recruiting /training) Mobilizing employees working enthusiasm Contributing to the continuous improvement Reinforcing a companys internal career ladder Retaining leaving staff Reducing induction training period Reducing the risk of selecting an inappropriate candidate Inbreeding(narrowing the view of the enterprise) Reducing morale of un-promoted employee Political intrigue Demanding a systematic managing and training plan External recruitment Fresh blood broadening companys horizons Cheap and fast in professionals training A small group of political supporters having not been formed A form of advertising Improving the skills in judging external employees Incurring spies Not recruiting suitable candidates Impacting the morale of internal un-selected candidates Longer adjustment period need by new employees Not fitting with new companys culture (Strategic Approach to Human Resource Management Page153-165 author ¼Ã… ¡Tapomoy Deb) III: Analysis It is said that people who join in a company at its initial stage promote the company excellent. While people who join it later depend on the companys excellence.( Jamie Zawinski,2010) . Internal promotion belongs to a companys incentive system, and it is a basic system to make a company attractive and influential. There are many different theories about the internal promotion. Race theory (Lazear and Rosen, 1981), or career models in the organization(Gibbons and Waldman, 1999). These various models provide various explanitations of internal promotion (Greenwald, 1979; Chen, 1996; Fairburn and Malcomson, 2001) and its consequences (Prendergrast, 1993). To brief, if you want to encourage your employees ,what you need do firstly is to make them escape from problems which bother them by company and treat all employees equal. When you make this true, it means the company offer its employees chance to make achievements and grow. Co-ordination between the employee and the organization is important. Project staff working more effectively, their overall goals and team goals rather than individual goals (Christopher Brown) reported by a recent study in the Journal of Applied Psychology. Maslows hierarchy of needs can also explain this question. Self-realization is a top level of self-gratification.( Maslow ,1943) Provide the opportunity to grow, be creative and get the training challenging task and push forward (Daft 530).is regarded as an effective method. Just as what has mentioned above in the table, the HRM take the responsibility to shape a companys organizational culture, the core concept , a completed system etc. Especially in small companies, the number of employees is limited, and the bonds between workers are strong. According to Dunbars number theory(Dunbar,1992) , if a departments worker number under a certain level(150-250), the organizational culture just begins to shape. Everyone personality and group practice play an important role in the operation. The leader in shaping corporate culture is vital, which means if this company promote a new leader, it is easy for the entire companies shift the attention away from its original growth direction which may still operate potentially. Under this reason, the internal promotion is necessary in small companies.( Bidwell, 2011,ibid) That promoting internal middle managers or high managers not only take advantage of their talent ,also can encourage other root managers and employees competitive. Because this company illustrate its attitude to its workers that it provides great tunnels for them making progress. If a manager who was selected as a sub-promoting member, it may launch that this persons work style, communication style and his attitude is accepted or committed by people. These will help this sub-leader lead the team work effectively and united. Reward system gives the information of a companys value to judge the employees (Robbins, Bergman Stagg 84).A company can use many ways to motivate its employees to work. Satisfaction and growth in a company are two important factors. (Frederick Herzberg ,1959).The internal promotion is just a suitable method to meet employees need. It is worth noting that internal promotion is not only chosen as an inciting way in management position, but also in skill management. Training technical staff, companies need to consume a certain amount of human and financial capitals. If the staff control sophisticated technology, they can make amount of benefits for a company. But if the company failed to attract employees to continue to work effectively and stay in the enterprise, then it is not only the effectiveness of the companys loss, but also provides an opportunity for potential competitors. Due to the small size of the company, organizational productivity is influenced by every employee in it. It has been improved that entrepreneurs are unwilling to give up control, because they believe that standardized management enterprise beyond their abilities (McMahon and Murphy, 1999). IV: How to adopt internal promotion effectively (HR WORLD,2011,ibid) Risk To a small company, the way to select and appoint an middle or high manager should be base on its real surroundings. Even though the human resource department can not guarantee to make a right choice, considering the disadvantages both internal promotion and external recruitment is necessary. Minimizing the risk should take into concern. The risk is the uncertainty of future expectations. Comparing internal and external way, there are three aspects that external way higher than internal way. First, an outside manager can only prove how was successful in the past work, but can not prove how suitable himself or herself to this work. Second, in a small company, its organization culture is in shape, a new leader outside may not adjust to its culture or want to bring other companies culture in. It is another unknown thing. Third, if the human resource department appoint an unsuitable manager, it is not just about a waste of a position. The whole team will face an uncertain loss. Even the new manager can adopt to the new environment well. The adopting time is uncontrolled. Obviously, the external recruitment takes risk, meanwhile we can not avoid the risk of internal promotion. A company knows its employee better than outside, but this employee still will face a new occupation when get promoted. At the same time, because of many politic issues, there may lead to some contradictions among different departments. Cost Cost is a significant issue to take into accounting. It seems that choosing a worker from original department or company is the economical way. Because the company does not waste too much money or time in hiring a manager. Is it true? To realize this internal promotion system, another system named training system should be operated. When a company faces a need of manager, this system can supply a fixed person in time. Building such a perfect system requires much cost before. External recruitment demonstrates its superiority. However , if a company can not build a training system when it was settled, it can not supply the growth space for employees, which means employees who want to pursue their progress must leave this company sooner or later. What will cost is beyond the cost of training system. Income Despite the cost and risk , as a company, it should care about income. No matter internal or external way , if the new manager can make profits for the company , and make the whole manager level balance, both of them can be considered. V: Conclusion We can not conclude that internal promotion is better than external recruitment free-minded. The conclusion need depend on the industry and maturity of a company, as well as specific occupation. A small company has its own characteristics. It is stepping in a developing road. It is too frangible to bear risk. If someone do not have any experience in a small company , it is really hard for this person integrate into a small company easily. And it may make some troubles for a small companys operation based on some experiences in the big one. The new manager also need more patience. Whoever works in a developing company as a manager all under pressure. With the help of training system , an employee who has full motivation for their company and also made some achievements, understanding their organization culture in deep and having potential to be a leader can become a new manager. There is no doubt that , this type of internal employee is stronger than external candidates.

Robert E. Lees Life :: biographies bio biography

A LONG TIME AGO ON THE DAY OF JANUARY 19,1807 TO BE EXACT IN STARATFORD,VIRGINIA THEIR WAS A MIRACLE THAT WAS BORN.THE MIRACLE BABY THAT WAS BORN WAS NAMED ROBERT E. LEE. THE MIRACLE BABY WAS GIVEN BIRTH BY HIS MOTHER ANN HILL CARTER AND HIS FATHER NAMED HERNY LEE AND MOST PEOPLE KNOW HIM AS â€Å"LIGHT-HORSE HARRY†. HIS MOTHER ANN HAD BEEN RAISED FROM A FAMILY THAT HAD BEEN REPECTFUL AND THAT THEY HAD WORKED FOR THE VIRGINIA’S GOVERNMENT SOCIETY THAT HELD PROMINENT POTIONS. STILL LEE’S FAMILY HAD EXTENED IN THE UPPER CLASSES. DURING SOME OF THE SIGINIFICANT EVENTS THAT HAPPENED WAS THE LOTS OF SLAVERY THAT HAD WENT ON THROUGH HIS CHILDHOOD. IN 1818 ROBERT’S FATHER HERNY HAD PAST AWAY. WHEN THE FIRST GROWING ISSUE OVER SLAVERY IN THE UNTIED STATES HAD SOON INVOLVED ROBERT. ROBERT E. LEE WAS A GREAT GENERAL WHO COMMANDED THE CONFEDERTE ARMY IN THE AMERICAN CIVILWAR. IN 1831 ROBERT HAD MARRIED A WOMEN BY THE NAME OF MARY CUSTIS, WHO WAS THE DAUGHTER OF WASHINGTON PARKE CUSTIS. WHILE MARY AND ROBERT WHERE TOGETHER THEY HAD SEVEN CHILDERN AND THEIR NAMES WERE G.WCUSTIS,MARY,W.H.FITZHUGH,ANNIE,AGNES,ROBE-RT AND MILDERD. HE HAD MASTERFULLY FOUGHT MR.CLELLANTO A STAND STILL AT ANTIETAM AND TWO DAYS LATER HE HAD RECROSSED THE POTOMAC. FOLLOWING A STINTIN THE BALTIMORE HABOR HE BECAME SUPERINTENDENT OF THE MILTARY ACADAMY IN 1852. IN THE CHARGE OF VIRGINIA’S FLEDGLING MILTARY MIGHT, HE WAS MAINLY INVOLVED IN ORGANIZATIONAL MATTERS. IN THE FIRST SUMMER OF THE WAR HE WAS GIVEN HIS FIRST FIELD COMMAND IN WESTERN VIRGINIA. GENERAL LEE WAS A SUCCESS OF THE ENTIRE ITALIN CAMPAINGN TURNED UPON THE SUCCESSFUL PASSAGE OF THE BRIDGE OF LODI.THEY STRAGGERD UNDER THE WITHERING FIRE AND RETREATED BUT THE FAILURE WAS RUIN AND THE PAST MUST BE WON. BEFORE THE MEXICAN WAR ROBERT HAD SERVED ON ENGINEERING SOME PROJECTS IN GEORGIA, VIRGINIA, AND NEW YORK. ROBERT HAD GRADULLY BECAME â€Å"UNCLE ROBERT† AND â€Å"MARSE ROBERT†. ON APRIL 18 , 1861 RO BERT WAS OFFERED FIELD COMMAND OF THE UNITED STATES ARMY.

Reversal of Characters in A Tale of Two Cities :: Tale Two Cities Essays

Reversal of Characters in A Tale of Two Cities When writing a book, authors often focus on a central issue or theme. However, other themes develop through the course of the piece, either consciously or subconsciously. One such theme is a reversal of characters in A Tale of Two Cities. Individuals and groups of people change dramatically from the outset of the book all the way up to its conclusion. Three of the most obvious changes in character are Sydney Carton, Madame DeFarge, and the French people as a whole. Sydney Carton is first described at Darnay's trial as not paying attention to what's going on, sort of an oaf. He is portrayed as a drunk, and even admits this to Darnay on their "date." However, love, they say, is strong; Carton's love for Lucy changed him greatly though the course of the novel. He stopped drinking when he visited, and even pledged his life to her, and everyone she loved. Carton changed even more dramatically when death on the guillotine was approaching. He waxed philosophical about the future, and even quoted a few scriptures. This is most certainly not the man first seen at the Old Bailey with the sideways wig. Another interesting change took place in the character of Madame Defarge. She is first portrayed as a woman of principle who is helping her husband with the revolution. However, Madame Defarge makes a startling metamorphosis from supporting character to antagonist when she is revealed to be the shadow. She is shown to be cruel and petty, not the compassionate woman one would assume of a leader of a revolution against tyranny. This part of the novel casts a shadow of doubt over the rest of the characters, and one begins to question the validity of all the characters. Finally, the French people themselves start out as downtrodden and miserable victims of a corrupt system. But it is illustrated that they could be just as heartless as their rich counterparts, the aristocrats, when it came down to it. For example, anyone who was an aristocrat, or even associated with aristocrats, was sentenced to death. As the novel went on, the French people

networking :: essays research papers

Computer Network Modifications. Regional Offices. Existing Bus Topology (hubs) should be replaced with star topology using switches. In star topology, all devices are connected to a common central location, typically a hub or a switch, in this case we will be using switches. (See diagram 1) when a node sends data to the central location, the central device retransmits the information and sends it to the destination. Because all cabling is connected to the central device , if one link fails, only that portion of the network will fail. The rest of the network will not be affected. However, if the central devise fails the entire network will fail. A star topology can have a maximum of 1024 nodes on a LAN and is commonly used for 10BaseT. (IEEE 802.3) and 100BaseTX (IEEE 802.3u) Ethernet. The advantages of using a Star Topology include reliability and ease of maintenance and installation. Monitoring and troubleshooting can be maintained at the central device, providing easier maintenance. A Star topology allows for greater reliability because each node is connected to the central devise by a segment. If one segment breaks, only that node loses access to the network so the rest of the network is not affected. Because each node is connected to the central device, star topologies also allow for an easy network layout, providing the network administrator easier installation over the other topologies. The disadvantage of this topology is cost. With each devise being connected to the central location, more cabling is required than with other topologies. In addition there is a cost of the central device. This is a LAN topology in which endpoints on a network are connected to a common central switch by point to point links. A ring topology that is organised as a star implements a unidirectional closed loop star, instead of point to point links. (Diagram 1: Star Toplogy) Star topology is the most widely used models in networking and are extremely stable By using Assymetric switches (10/100) over the existing CAT 5 UTP cabling. CAT 5 UTP can accommodate up to 100MB/S Switches have many benefits. A LAN switch allows many users to communicate in parallel through the use of virtual circuits and dedicated network segments in a collision free environment. This maximises the bandwidth availability on the shared medium. Also, moving to a switched LAN environment is very cost effective because you can reuse the existing hardware and cabling. The power of the switch combined with the software to configure LAN’s gives network administrators’ greater flexibility in managing the network.

Motivational factors on the employee’s commitment Essay

Today’s organizations and companies want their enterprise to be around in the future, successful and sustainable; avoiding the risk of performance or any negative effect. They consist of employees known as personnel that turned into human resources. Some of the major factors shaping the outcome are the quality that you hold: if employees are the right people; how the manager could keep it up; how they can be motivated for good performance. Motivation is a necessary tool for management or leadership providing a reason to employees to perform in a certain way. In addition, the essay will include the academic background of motivation theories as that of Herzberg, Maslow, Adams and Vroom. Setting goals is an essential motivating process and has been the focus of recent research and theory on work motivation (Locke and Latham, 1990). Thus, examples would be provided for further and practical explanation of theories, as the cases of Starbucks, Freese and Nichols (FNI) and Apple†™s iPhone. At the start of the 20th century fundamental theories of motivation are presented, models about what motivates workers and their responses. Several theories of motivation try to analyze and estimate who wants, what and why. This is the reason why the theories of Herzberg, Maslow, Adams and Vroom have implications on the contemporary business. First, the bigger portion of Herzberg is that he developed the motivation –hygiene theory, which believes that there are many factors that workers could be motived. Byhese factors generate satisfaction and dissatisfaction. According to Herzberg (1959) accomplishment, the work itself, responsibility, growth and recognition, and company policies, work  conditions, supervision including relations with peers and management, salary causing respectively the two different distinctions. Satisfaction and Dissatisfaction portrait two different human needs driven by salary to purchase shelter and food and by actions leading to grow and attain (Herzberg, 1987). However, job satisfaction does not imply always-high level of productivity or excellence of motivation response. Practicing in business, the challenge at work is to raise the utility of ability of employee leading to the growth of responsibility levels. Herzberg’s Two Factor Theory and Maslow’s are the main theories of motivation. Continuing with Maslow’s model, Maslow classifies the human needs and examines how the classifications are connected to each other. A person starts at the bottom level, where they try to satisfy basic needs (food and house). When the needs have been fulfilled, there are no longer a motiving force and the individual goes to the next stage. Moving on the rest hierarchy; we can recognize safety needs (loss or protection against unemployment), social needs (communication, teamwork), esteem needs (human to be accepted and valued by others, respect from others) and self-actualization (how people think about themselves) (Maslow, 1954). If the management can find which level of need each employee expects, they can then decide corresponding rewards. Besides, one of the most relevant process theories of motivation is Adams’ Equity Theory. According to Adams, the theory argues the comparison of employee’s job input and outcome and also the same with that of other person at the same level (Mowday, 1991). Adam identified inputs as characteristics (age, sex, education, social status) that guide individual to ‘’social exchange’’ for an effort. Outcomes are specified as the benefits, the rewards or privileges (money, work duties, better status, power, authority). The employee is not moved to an action when there is a balance between inputs and outcomes, because they are already satisfied and equality exists. However, if the individual notices that the ratio of outcome/input is less than that of expected, then inequality exists and motivation forces start to build up the lost equity. It should be noted that there are two main different ways to restore the equity. Either the individual might choos e higher outcome based on their lower inputs, or reduce the inputs in relation  to the same outcome (Adams, 1965). The actual purpose is the equality between input and outcome. Therefore, inequality could be when the employee is either over-rewarded or under-rewarded (Fok et al, 2000). It was initially proposed in the early 1960s the Expectancy Theory by Victor Vroom, which premises the significance of motivation. The theory tries to examine why individuals choose specific behavior or action. According to Vroom (1964), there are three central components; Expectancy (effort leading to a particular level of performance); Instrumentality (that performance will lead to outcomes); Valence (the value that the individual places on the outcome). Droar (2006) suggests that for a person to be motivated the key elements must be linked. Otherwise, Porter and Lawler (1971) argue that Expectancy theory needs to be updated, because it includes some flaws. For example, an employer gives a reward, such as a promotion or financial bonus hence the employees will bonus their productivity to gain the reward. However, this only works if the employees believe the reward is favora ble to their actual needs. Apple is a company that can be used to exemplify the theory of Herzberg. Behind Apple and the design of products by employees is the psychology of extrinsic and intrinsic characteristics driven by the question ‘’Will I enjoy using this product myself? ‘’. The extrinsic motivation is based on rewards for executives by giving them 3%-5% bonus of their salary. Next, all Apple employees receive discounts on products or they might receive free iPhone or iPad if they are on the developing team (Issaacson, 2011). This is more efficient than the increase of the salary as long as they see in front of their eyes the results of the effort, but also it is cheaper for Apple. In addition, intrinsic motivation is driven by corporate culture. Employees are weightily committed to their job, as ‘’monotonous encoding’’ that they enjoy it (Issaacson, 2011). The culture of Apple was forced by Steve Job. What motived him to follow his dream and his heart was the passion, creating innovative products based on enjoying using himself rather than to bring profits to Apple. The core principles for this are: Do something direct for your life; Get better and better at something that matters; There is no reason not to follow your instinc ts and your heart, nothing to lose (Awareness of his death) ; Understand that you live only once. Apple is a company that works and thinks outside the box helping people to change the world (Gladwell,2011). Furthermore, Freese and  Nichols (FNI) is a practical example of expectancy theory. FNI is the first engineering/architecture firm to receive this honour. Employees are trained to improve quality in the work and seminars and FNI University training offered by the company. Workers have the authority to work on their own. In 2010 FNI gained the Malcolm Baldrige National Quality Award. In addition, Starbucks Corporation, the most famous chain of coffee shops in the world, attracts customers for its quality and the good value for money while the prices are high. Beyond, the employees are also satisfied. Major motivational principle of king of coffee is the equity, meaning how fair the employees are treated by the employers during their work (Economist.com , 2009). For Starbucks employees are partners, not just employees, giving them valuable knowledge and training and providing them with rewards and benefits. Besides, Starbucks offer a creative and excellent work place, as part of ethics program, where the company treats its ‘’partners’’ with respect and prestige. Motivation theories should be examined in a deeper and macro level. Firms corporate operate and have subsidiaries in different countries, where there are different employees around the world with different cultures and values. It is complicated for an organization to motivate different cultures, for the reason why each has different temperament and the ranking of needs differs among cultures. The motivation to work differs across cultures and this could be illustrated the following example. In countries where there is high risk of economic failure the reward of success is low, like Greece, where there is an enthusiasm for work because the deep recession. Great enthusiasm for work could be found when high uncertainty of outcome combined with positive reward (Triandis,1982). To conclude, according to the background theories, personal goals are contributing to the developing of human behavior. They are used by individuals to monitor, to modify and evaluate their behavior. Generally speaking, motivation can be preferential and selective aspect of particular behavior. It should be understood that motivation is important for the explanation of force toward a particular behavior or action. Vroom’s expectancy theory also places emphasis on the importance of motivation in the explanation of why people choose a particular action or behavior. Managers’ responsibility is to inspire, empower, envision and motivate employees for the fulfillment of their needs based on the different cultural  background. References Adams, J. (1963) Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67 p.422-436. Adams, J. (1965) Inequity in social exchange . Advances in Experimental Social Psychology, Academic Press. Droar, J. (2006) Expectancy theory of motivation. Economist.com (2009) Woke up, smelled the coffee. [online] Available at: http://www.economist.com/node/14536977 [Accessed: 23rd October 2012 ]. Fok, L. et al. (2000) Human factors affecting the acceptance of total quality management. International Journal of Quality and Reliability Management, 17 (7), p.714-729. Freese and Nichols Website (2010) Malcolm Baldrige National Quality Award Report. [online] Available at: http://www.freese.com/sites/default/files/Malcolm%20Baldrige%20Service%20Sheet.pdf. Gladwell, M. (2011) The Tweaker: The Real Genius of Steve Jobs. New York:. Herzberg, F. (1987) One more time:How do you motivate employees. Harvard Business Review, 65 (5), p.109-120. Herzberg, F. et al. (1959) The Motivation of work. 2nd ed. Barbara B. Snyderman:. Isaacson, W. (2011) Steve Jobs. New York: Simon and Schuster. Locke, E. and Latham, G. (1990) A Theory of Goal Setting and Task Performance. Prentice Hall: Englewood, NJ. Maslow, A. (1954) Motivation and personality. New York: Harper and Row New York, p.91-93 , 256. Mowday, R. (1991) Motivation and work. New York: McGraw-Hill. Porter, L. and Lawler, E. (1968) Managerial Attitudes and Performance. Homewood: IL:Richard D. Irwin Inc. Triandis, H. (1982) Cross-Cultural Management :Conceptual Analyses. International Studies of Management and Organization, 12 (4). Vroom, V. (1964) Work and Motivation. New York: John Wiley and Sons.

Analysis of Unilever’s Risks and Risk Management Strategies Essay

With the rapid development of modern economy, companies are always exposed to risks which are penetrating to all walks of life and not only exist in the products market, but also exist in financial market (Ballou, 2005). It is undoubtedly that risks jeopardize the company’s development in that they may increase the cost of a company’s operation and make it harder for a company to make a crucial decision. Accordingly, it is essential to know risks and find out risk management strategies. This essay will firstly map out Unilever’s business model and have a brief analysis on it. Following this, it will illustrate specifically risks Unilever is exposed to in light of the business model. Meanwhile, it will point out some risks Unilever has not managing enough. Next, the essay will assess some risk management strategies Unilever has taken to mitigate or avoid the risks. Finally, it will recommend the company some more risk management strategies in order to help it mitigate or prevent risks. Analysis of Unilever’s Business Model Business Model A business model, strictly speaking, is the organization’s core logic for creating value (Jane & Susan, 2000). After over 80 years’ development, Unilever has become one of the largest suppliers of consumer products in the world. Its strong portfolio of foods, home and personal care brands is trusted by consumers the world over. Unilever’s top 13 brands account for total sales of over EUR23 billion and top 25 brands represent nearly 75% of the sales (Unilever Annual Report, 2009). Unilever is a well-operated company, and its business model is mapped out as follows: Key Partners Suppliers Contractors Distributors Key Activities Research Design Production Sale Value Proposition Produce innovative and good-quality personal and household care goods for consumers and try to make people feel good and comfortable every day; Produce and sell nutritious foods, such as tea, ice cream, dressing to people and to make them enjoy a better life. Customer Relationships Deliver goods to customers via various channels Customer Segments Huge segment of customers Customers all over the world Key Resources Brands /Labels Employees Production Sites & Lines Technology Information, Intellectual Property, Embracing Diversity Channels Malls Supermarkets Stores Groceries Pharmacies Terminal Markets Cost Structure Research cost, design cost, production cost, supply and sale cost, marketing and promotional spend, management cost Revenue Structure Sales of the consumer goods the company researches, designs and produces. Analysis of the Business Model The business model mapped out above indicates that a multi-national enterprise like Unilever has an integrated and inseparable business chain which is global on the one hand, and multi-level on the other hand, that is, its economic activities involve employees, suppliers, producers, storage, terminal markets, retailers, customers and other beneficiaries (Ian, 2009). Such business model enables Unilever to become a world top supplier of consumer products. However, each coin has two sides. Since the Unilever’s business chain connects each other so closely and relates to numerous parties and factors, thus the company’s whole operation is rather vulnerable and is easily subject to various risks. Risks Exposed to Unilever in light of the Business Model Market Uncertainties As a top supplier of consumer products, Unilever’s business activities are operated within a global, vigorous and competitive market. Its business development is subject to the condition and change of the whole market. Firstly, economic condition plays a crucial role on the development of Unilever’s business as consumption demand and purchase ability of consumers directly influence the sale of the products. 2008 and 2009 were relatively tough years for Unilever due to the global economic crisis (Unilever Annual Report, 2009). The economic downturn reduces consumers’ wealth and makes them unable to buy as many products as before. Meanwhile, customers purchasing ability was greatly undermined and turned to buy those inexpensive but substantial products rather than those top-grade products. Customers’ reactions affect Unilever’s turnover, profit and cash flow. Next, more and more companies are targeting the market of consumer goods due to the attraction of billions of consumers. Thus, the market of consumer goods is just like a piece of pie and is shared by more and more competitors. Therefore, the whole market is uncertain and Unilever has to be well prepared for the fight against the economic uncertainties and the industrial fierce competition. Financial Instability The interest rate risk is a risk brought to the value or the cash flow or profitability of a company when the change of the interest rate occurs. To clarify it more specifically, the floating interest rate exposes the company to the risk of the increased interest cost and the increased borrowing afterwards; while the fixed interest rate makes the company subject to the risk of the loss of the fair value. Meanwhile, as a multinational company whose business activities are operated in more than 180 countries, Unilever is exposed to the risk of the fluctuation of the exchange rate during the process of the change of currencies and the actual value of the currency may be decreased due to such fluctuation (Unilever Annual Report, 2009). Provided that Unilever does not handle the issue of interest rate and exchange rate well, the company may be subject to the exposure of the reduction of cash flow, turnover, profits which may subsequently adversely impact the company’s credit rating, ability to raise funds and confidence of investors. Environmental Risk As a top producer of consumer goods, some waste water is generated for disposal and the company also discharges some CO2 from energy that the company uses in the process of the production (Unilever Annual Report, 2009). In case the said issues are not dealt with appropriately, the environment will probably be polluted. One of the Unilever factories in Brazil discharged a great deal of stink smell to the air due to the false operation in 2008 which impacted upon more than 100 thousand people’s normal life and Unilever was imposed a fine of 10 million Brazilian Real by the Brazilian government due to such pollution (Unilever Annual Report, 2009). Similar accidents will greatly damage the reputation of the company as not only the government but also common people’s awareness of environmental protection has been greatly improved nowadays. Accordingly, Unilever is exposed to the environmental risk which may result in the heavy fine and adverse reputation. Loss of Customers Unilever’s extraordinary achievement obtained nowadays is on the one hand because of the superior products it supplies and on the other hand is inseparable to the customers’ sufficient trust of the company and its brands. However, the following three factors may undermine customers’ trust to the company and its brandsï ¼Å¡ a. Products fail to meet high product safety standards. Quality inspectors in each state have set many standards and are doing lots of inspection work to ensure the safety of products sold in the market. In case the product is found insecure or with any shortcomings, customers will feel disappointed; b. Lack of new products and technical capability. Customers have quite high requirements on products. Lack of new products and technical capability will push customers to other supplier of similar consumer goods; c. The service and product provided by the competitive company is better than Unilever. Loss of customers’ trust may be caused by several reasons, while the result is simply the loss of the company’s cash flow and the damage of the company’s growth and profitability. Operation Risk Each step of Unilever’s business activity is separable to each other (Unilever Annual Report, 2009). For example, the company’s production of goods is conditioned by the timely and secure supply of the raw-material, while the successful sale of goods needs effective storage and distribution capability. However, the supply of the company’s raw material, mostly agriculture products, is based on the secure and sufficient agricultural production which may be influenced by weather, water scarcity, and farming practices. Similarly, the storage and distribution of products is usually influenced by the storage and distribution capability, the cost of it and the local social stability. Any issue of the foregoing may badly influence Unilever’s normal production and sale and subsequent cash flow, turnover, and profit and other business indexes. Risk of Employees and Talents Unilever is a company with more than 300 operation agencies in 88 countries, more than 1000 well-known brands and sells its products in more than 150 countries. Thus the successful operation of the company not only depends on the superior products, but also needs appropriately qualified employees. In the event that the company suffers high employment turnover rate, it may be exposed to the risk of high cost of training, suspended market share and loss of some investment opportunities which will impact the smooth development of the company and undermine the company’s capability of competitiveness in the market. Legal Risk Unilever is doing business in more than 150 countries. Different country has very different legal system and regulations concerning the employment, the product safety, the pricing, the intellectual property rights, the disclosure, the environment and other factors (Ian, 2009). Legal risk may probably bring a suit to the company and will do harm to the company’s reputation in local market. Other Risks exposed to but not identified or Elaborated by Unilever Unilever has found out and elaborated some risks exposed to the company; however, there are some risks which have not aroused Unilever’s great attention: Risk of New products Exploitation In order to confront the industrial competition, Unilever needs to exploit continually new products to attract customers and consolidate the relationship with customers. The exploitation of a new product basically involves following steps: design, research, selection of the scheme, the involvement and allocation of the resources, the production and promotion of the products. However, there are some uncertain factors existing in the process of new products exploitation, such as technology, market, fund and environment and each uncertain factor may lead to the unsuccessful exploitation, loss of cost or negative reputation to the company (Michel, 2001). Physical Risk A company is unavoidably exposed to some natural disasters or accidents (Jane, 2000), such as fire, windstorm or earthquake which will cause the property damage or employees’ body injury. Such damage or injury will cause the company’s normal operation affected and subsequently, turnover, cash flow and profitability will be impacted. Other risks The company is also exposed to other risks such as fiscal, tax and so on. Interaction of Risk Factors Economic Downturn ↠ → Market Uncertainties ↙â†â€" ↓↑ Risk of New Product Exploitation↠ → Financial Instability ↓↑ â†â€"↘ ↓↑ Legal Risk ↠ → Loss of Customers ↓↑ ↙â†â€" ↓↑ Risk of Employees and Talents ↠ → Operation Risk All risks illustrated above do not exist independently but rather influence interactively (Geert, 2008). The economic downturn will lead to the financial instability which may cause the company to operate adversely and the subsequent poor operation may cause the company to face more fierce industrial competition and environmental risk. The said issues are easy to lead to the loss of employees and talents which may also subsequently lead to poor operation and vice versa. To sum up, the factors function with each other and the company has to take some effective and holistic measures to defend these risks. Assessment of Unilever’s Risk Management Strategies Unilever has recognized that most of the risks exposed to it may become material obstacles to the company’s further development. Accordingly, it has tried to taken some effective and structured measures to identify and then exploit the key risk management strategies for the business (Michael, 2007). The specific risk management strategies it has exploited are as follows: 1. Unilever has been carefully monitoring economic indicators and consumer behavior in different areas through extensive and professional research in order to respond quickly and take new and flexible measures to meet the changing demand of customers. 2. In order to deal with the issue of financial instability, the company has been making efforts to get access to global debt markets through various ways such as short-term or long-term debt programs. Unilever attaches great importance to the fluctuation of interest rate, trying to have different types of financial services and balance the risks between floating and fixed rate interest after a professional prediction and assessment of the interest rate; Regarding to the foreign exchange rate, Unilever sets a policy which limits the operating companies’ financial foreign exchange exposures so as to minimize such risk. 3. Unilever has made a series of standards and policies for the procedure of design, manufacture, and distribution of products to ensure the high standards of products’ quality. Unilever also has a â€Å"Sustainable Development Group† which is comprised of five external specialists, engaging in the company’s development of the strategy. Unilever also has specific policy concerning products recall in case there’s products quality incident. 4.Unilever has set complete and effective contingency measures and system to ensure the material supply or to share the production task between different production sites or to use substitute materials in case of the lack of the material. The company also calculates the cost of transportation and distribution from time to time and to adjust the policy and service promptly to optimize the cost. These measures enable the company to operate well. 5. Unilever needs to find a way to attract, develop, train and retain qualified employees. The company has an admiring human resource system. It has established Resource Committees to identify employees’ skill and capability, define employees’ career paths. It also provides numerous opportunities for employees to improve their skills, leadership abilities through training and coaching. Meanwhile, Unilever shall take measures to enhance employee’s risk management ability. Ballou and Heiger (2005) propose â€Å"shifting the employee’s attitudes about risk management to include monitoring, measuring, and controlling certain risks while sharing, avoiding, and accepting that other risks will not occur effectively in a short period of time†. 6. Unilever has set policies to make sure employees follow policies and abide by local laws and regulations in all relevant aspects concerning its business and activities. Regarding those crucial issues and activities, the prior legal check and consent are needed in the company. In a word, Unilever has been making great efforts to build effective, reasonable and practicable strategies for risk management. The boards have overall responsibility for Unilever’s risk management and the company has a Code of Business Principles which stipulates the standards of business operation and requires employees to abide by the code. The above strategies enable Unilever to operate its business well in the global market. New Risks Exposed to Unilever and Recommended Risk Management Strategies Besides risk management strategies mentioned above, the writer will recommend some more strategies for Unilever and try to give it some ideas on better monitor and manage its risks. Transfer and Divert Risks In order to avoid the damages and losses brought by such risks to the development of the company, Unilever may select to transfer risks by applying for insurance. Modern insurance system is the idealist way to transfer risks (Mike, 2006). For example, Unilever may transfer the risks of property, employers’ liability and business interruption by applying for the insurance of Property All Risks, Employer’s Liability and Business Interruption so as to transfer risks to the insurance company. Establish an Effective Control System Risk management is not only to establish a risk management for business procedure, more importantly, the company shall establish a comprehensive and effective risk management control system to make sure the effective implementation of the risk management strategy. The company can establish a Risk Management Committee in the head office and shall be directly responsible for the board of directors. â€Å"The board needs to be consulted on matters of risk management and it needs to be able to give guidance to the risk management committee in its deliberations. To do this effectively the board needs to ensure the whole company is engaged in managing risk, thereby making it an intrinsic part of the company culture†. (Corporate Governance: An International Review, 2009, 546-558). The function of the Risk Management Committee is to implement the risk management, to be especially responsible for the risk supervision of the whole company and to make unified risk management policy and procedure; each branch of the company shall establish an independent risk supervisor, responsible for the risk management and to report the matter of risk to Risk Management Committee without consent of the local manager. Establish a Database of Risk Accidents Database of risk accidents is a tool to effectively predict and assess the risk. The data in the database shall include both internal and external data concerning risk accidents. â€Å" We can try to estimate how bad this problem is by looking at the historical severity of these events in relation to any risk factors that we define and then examining the prevalence of these risk factors†(Michel, Dan and Robert, 2001). Through correct analysis of such data, the company will learn a lesson and consider its risk management policy and procedure so as to judge whether the company will prevent the occurrence of the risk accident and how to take precautious measures to avoid the occurrence of similar accidents. Conclusion In conclusion, risks exist in the whole process of business operation, any company shall attach great importance to the risk management to effectively predict and avoid the risk. Unilever is a company which has well recognized its major risks and taken effective risk management strategies. Research on risk and risk management strategy is a long journey and need all employees of the company to make effort and abide by the policy and standards to monitor and manage risks proactively. References Ballou, B. & Heitger, D. L.2005. A building-block approach for implementation COSO: Enterprise risk management-integrated framework. Management Accounting Quarterly, 6(2):1-10. Geert Bouckaert and John Halligan, 2008, Managing performance: international comparisons. Routledge, 2008, pp221-225. Ian Brown, Adam Steen, and Julie Foreman. 2009. Risk Management in Corporate Governance. A Review and Proposal Corporate Governance: An International Review, 2009, 17(5):546-558. Jane Linder, Susan Cantrell, 2000, Changing Business Models: Surveying the Landscape, Business Publisher: Accenture, Pages: 1-15 Michel C., Dan G. and Robert M., 2001, Risk Management, McGraw-Hill. Michael R. Czinkota, Ilkka A. Ronkainen, 2007, International marketing, Cengage Learning, 2007, p417-422. Mike Walker. 2006. Managing international risk. International Business Briefings. The Institute of Risk Management. 2006. P 5-6. Unilever Annual Report, 2009, Unilever Annual Report, from: http://annualreport09.unilever.com/downloads/Unilever_AR09.pdf (Accessed on May, 25, 2011)