Mega Banks vs. Community Banks Essay Example | Topics and Well Written Essays - 1000 words

Mega Banks vs. Community Banks - Essay Example They play a crucial role in development of economy across length and breadth of the US. They remain very important in small-business sector and agricultural lending. The paper aims to explore the contrasting roles played by Community banks and large banks in the national economy and the regulatory burden that â€Å"Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010† is likely to put on them impacting their performance in the national economy. Small Business Lending Small businesses account for a huge share of total economic output and employment. Small business with fewer than 500 employees, account for more than 50 percent of private sector employment and output. Community banks are better placed in making loans to small businesses. Small bank officials can review the small business loan applications taking local perspectives and the nature of business. That is usually not possible for large banks as they do not have so much autonomy at local levels and it is n ot feasible for the large banks to review the myriads of small business applications that closely. Another advantage with community banks to deal with small business loans is that often it is required to maintain a close relationship with the borrower. It is possible for community banks to closely monitor the borrower, sitting locally, over the course of the loan; the bank needs to maintain a close knit long-term relationship with the firm. Large banks find it inefficient and unfeasible to maintain such close relationship with small businesses. Large banks will rely on phone and mail to communicate with small clients in contrast to community banks who will often have face-to-face meetings. That is to say community banks have their own niche area to cater to where large banks do not have access (Keeton, 2004 p.24) Loans on Nonresidential Real Estate by Community Banks Community banks drive advantage in extending loans backed by nonresidential real estate and they account for over 60 percent of all loans of $100,000 or less and over 40 percent of all nonresidential real estate loans of $1 million or less. Community banks earn higher rates of return on small business loans than large banks (Keeton, 2004 p.26) Farm Lending By virtue of having located at the rural areas, Community banks are important farm lenders. They account for 65 percent of all farm real estate loans; particularly, smaller the amount of loan more are the chances of that being extended by community banks. Large banks are not interested in serving such small farm loans. Community banks are more risk takers while lending to small businesses in contrast to large banks that depend upon neat credit history of the client (Keeton, 2004 p.26). Retail Deposit Services Community banks are more eager to provide personalized services to depositors of moderate to low wealth holders; the reason being that community banks are more dependent on small depositors for their funds requirement where large banks are not found to chase small depositors (Keeton, 2004 p.27). Profitability Earnings on average assets for last 7 years with reference to large and community banks have been reported in the following table. Banks 2006 2007 2008 2009 2010 2011 March-2012 Over $ 50 billion 1.41 0.92 0.18 -0.07 0.77 0.94 1.06 Under $10 billion 1.26 1.06 0.05 -0.29 0.16 0.66 0.96 Source:

A critical appraisal of the 2011 E.coli outbreak of food poisoning in Germany Essay Example for Free

A critical appraisal of the 2011 E.coli outbreak of food poisoning in Germany Essay A critical appraisal of the 2011 E.coli outbreak of food poisoning in Germany Introduction            E. coli is an abbreviation that stands for Escherichia coli which is a rod shaped, facultative, Gram negative bacterium. This bacterium is very common in the lower intestines of warm blooded animals. Although not all types E.coli bacterium are harmful, there are some stains that are known to cause serious food poisoning in human beings. The harmless E.coli strains are components of normal flora and produce vitamin k2. Moreover, they are important to humans because they inhibit the growth of pathogenic bacteria in the intestines (Bill Clark 2012:74). The gut flora is made up of 0.1% of E.coli and other related bacteria and is mainly transmitted through fecal-oral means. Many of E.coli cells can only survive for a short time outside the body making them good indicator organisms for testing environmental samples of fecal infection. However, recent research has discovered some strains of the E.coli bacteria that can survive for long periods of time outside the body.            The first case of E.coli outbreak in Germany was reported between May and June in 2011 and was largely concentrated in the northern parts of the country. According to German health officials, the foodborne illness was caused by a new strain of the E.coli bacteria known as O104:H4. The disease was mainly characterized by a number of complications like hemolytic-uremic syndrome  (HUS) and bloody diarrhea (Lan Reeves 2002:84). The high number of deaths was mainly caused by hemolytic-uremic syndromes which require quick treatment. Initially, the outbreak was believed to have been caused by a strain of E.coli known as enterohemorrhagic (EHEC) but future research found that the outbreak was in fact caused by enteroaggregative E. coli (EAEC). Moreover, this strain of E.coli was found to have the ability to produce Shiga toxins. Initial epidemiological research had suggested that vegetables were the main source of infection. More specifically, the German agricultural mi nisters identified one organic farm in Bienenbà ¼ttel as the most likely source of the infection. As a means of controlling the outbreak, the German government ordered for its immediate closure. Despite the fact that laboratories in Bienenbà ¼ttel did not detect the E.coli bacteria in produce, one laboratory in North Rhine-Westphalia later established that the outbreak strain was in fact present in packaged sprouts from the suspected farm. On June 30th 2011, fenugreek seed imported from Egypt were announced as the most likely source of the outbreak by the German  Bundesinstitut fà ¼r Risikobewertung (BfR)  (Federal Institute for Risk Assessment (Todar 2012: 29). The German E.coli outbreak affected 3,950 people in total and caused 51 deaths in the country alone. Other countries that were affected by the outbreak include the United States, the Netherlands, the United Kingdom, Switzerland, Denmark, Poland and Canada (Bill Clark 2012: 93). At the beginning of the E.coli outbreak , the German authorities claimed that the bacterium was most likely to have originated from Spain. Without carrying out any tests, the German health officials claimed that the O104 E.coli strain was most likely to have originated from cucumbers imported from Spain. However, future tests revealed that Spanish greenhouses were not the source of the E.coli strain responsible for the outbreak. This claim by the German officials provoked protests by the Spanish government because it made the country lose about 200 million USD per week in agricultural exports.            The 2011 E.coli outbreak in Germany was the worst ever recorded case of shiga toxin producing Escherichia Coli outbreak in the world. The outbreak started on May 8th and was declared over by the German health officials on July 4th the same year. The outbreak could have been more serious if the government did not alert the public to avoid consuming foods from areas suspected to be the likely source of the bacteria. In 2011, Germany encountered the biggest episode of Stec cases ever recorded: what added up to 3,842 cases were accounted for, incorporating 2,987 instances of research facility affirmed E. coli gastroenteritis with 18 passings and 855 instances of hemolytic uremic syndrome (Hus) that prompted 35 lethal conclusions (Lan Reeves 2002:93). The episode began on May 8, topped on May 22, and was proclaimed fulfilled by July 4. One could contend that open health measures halted the pandemic by alarming individuals to maintain a strategic distance from the utili zation of debased sustenance, yet it is likewise conceivable that the plague ceased on the grounds that polluted sustenances were no more present in the business sectors. The procedure has been openly scrutinized for being too moderate and for beginning false press advertisements joining cucumbers and not sprouts to the episode. Reflectively, this feedback must be seen with some control. In the beginning of the episode, the average reporting times for Hus cases were 8 days to analysis, in the ballpark of 10 days to illuminate the nearby health section, and around the range of 12 days for showing up for the Robert Koch Institute (Rki) (3). In a U.S. study on E. coli O157 contaminations, a normal reporting time of 7 days was attained. There are two purposes behind the slower reporting process in Germany (Ihssen et al 2010:83) Germany has a less-brought together open health framework, and these cases introduced with an abnormal profile, facing medical practitioners with another clinica l substance. An early epidemiological examination comprised of a case-control study including 26 mature people hospitalized with Hus. Univariate dissection connected just the utilization of sprouts with sickness. Notwithstanding, no sprout cautioning was issued at the start of the episode, since stand out quarter of the patients recalled having depleted sprouts. Next was an accomplice investigation of 177 subjects who had consumed at a solitary restaurant, prompting 33 instances of affirmed Stec the runs. As per the restaurant formula, every one of the 31 cases that could be questioned had depleted uncooked sprouts. An arrangement of natural and follow back and follow send examinations by the German assignment gathering recognized an assembly of Swedish guests who had depleted a sprout mixture. This finding indicated a sprout maker in easier Saxony, Germany, where in May one-third of the workers fell sick, with some of them contaminated with the pestilence strain O104:h4 (Lan Reeve s 2002:102). The following pieces in this perplex were the wholesalers served by this grow maker, joining further groups to sprouts. Strikingly, the German sprout maker had a seed supplier that could be joined to 15 instances of O104:h4 contaminations in Bordeaux, France. These cases were clearly additionally connected with sprout utilization. The beat field gel electrophoresis example of the French disconnects was indistinguishable to that from the German flare-up however unique in relation to those of preoutbreak reference O104 strains, prescribing a solitary source clonal episode, predictable with the epidemiological confirmation. On 10 June, sprouts of fenugreek seeds foreign made from Egypt were declared by the German powers as the offender wellspring of sullying in this episode. On the other hand, none of the sprout mixtures (seeds) tried positive for O104:h4.            The force of the study of disease transmission contrasted and a microbiological methodology was highlighted by the failure to develop the scourge strain from any of the examined sprouts or from the sprout seeds which were taken from the handling chain. Growth of the strain was just conceivable in a couple of situations where back defilement was quite likely, for example, an opened bundle of sprouts from a family unit with illness. Because of the practically all around utilized society based identification routines for plagues, this disappointment speaks to an observation issue for health and sustenance security dominant voices as a rule. The issue could be brought on by the low irresistible measurements of the pathogen, its rot in nourishment at the minute of examination, or a particular physiological state of microbes characterized as suitable however nonculturable (VBNC). Numerous diverse bacterial species, incorporating E. coli, enter this Vbnc state as a reacti on to distressing ecological conditions (Ihssen et al 2010:125). Microbes in the Vbnc state dont develop on microbiological media however recapture cultivability when revived after stretch alleviation. In fact, O104:h4 entered this Vbnc state when presented to supplement poor conditions, poisonous amassings of copper particles, or faucet water. Soothing the anxiety by copper particle chelating encouraged the revival of O104:h4. Be that as it may, these trials ought to be translated with forethought, since there is so far no immediate confirm that E.coli O104:h4 is found in the VBNC state in nature.            The epidemiological investigation of first fundamentally sustenance borne tainting gets to be much more troublesome when the starting pathogen transmission by means of the evolved way of life is traded by human-to-human transmission. Human-to-human transmission is known to happen in the ballpark of 20% of families with an O157:h7 essential patient. Optional family transmission from mature person patients was likewise prescribed for O104:h4 contaminations in France and The Netherlands, fundamentally dependent upon the perception of deferred onset contrasted with the brooding time of 7 to 9 days for O104:h4 contaminations. Optional transmissions were additionally reported in Hessen, Germany, which is arranged outside of the primary plague center in northern Germany (Todar 2012:38). The study recorded transmission in families, the healing facility, and the microbiological research center.            Health officials in Germany faced a lot of difficulties in isolating the causative organism mainly due to its versatile nature. Based on the investigations carried out during the German epidemic, there are two major distinct pathotypes of the E.coli bacteria namely enteroaggregative E.coli (EAEC and enterohemorrhagic (EHEC) E.coli. It becomes even more difficult to control the E.coli bacteria if the virulence genes are located in the mobile elements of the DNA. Based on this, E. coli outbreaks in Germany, Oregon and Michigan are not the last. This calls for the microbiological community to carryout more research and ensure that the E.coli strains are sequenced on time and in an open way (Peter et al 2011:84). In Germany, the annotation of the E.coli strain responsible for the outbreak was carried out in a community-wide approach through the use of the internet. It brought together bioinformaticians from all corners of the world working day and night to sequence the genomes. Some of the international health organizations that were involved in handling the outbreak were the European Center for Disease Prevention and Control (ECDC) and the world health organization (WHO). The main role of a UK Local Authority based Environmental Health Practitioner would have been control the spread of the bacteria by isolating all infected animals and farm produce. Lessons from the 2011 E.coli outbreak in Germany            There are a number of lessons that can be learnt from the 2011 E. coli outbreak in Germany. To begin with, there is need to come up with more safe ways of growing foods especially fruits and vegetables. The investigations into the cause of the 2011 E. coli outbreak established the presence of certain strains of the bacteria in a number of vegetables and not on sprouts alone. This raised the question of E. coli prevalence in the European fresh produce (Russo 2003:4). The second lesson that can be learnt from the 2011 E. coli outbreak in Germany is the need for better communication incase any harmful bacteria are found in foods. After the E. coli outbreak, the German government came under a lot of criticism for taking too long to announce the outbreak. The government took too long before it took the report to the Roberth Koch Institute (RKI) (Todar 2012:83). Many of the infections and deaths that resulted from the outbreak could have been avoided had the government w arned the people on time. Based on this, it is important for governments all over the world to have an efficient E.coli surveillance and warning system. The final lesson that can be learnt from the E.coli epidemic in Germany is the need to ensure food safety both nationally and internationally. Despite the fact that the 2011 epidemic was concentrated in one area, it had global impacts. According to investigations, the sprout seeds found in the implicated farm were found to have originated from Asia, southern Europe and Germany. It is important for countries to raise food safety standards mostly in free markets like the European Union. References Benzer S 1961, ‘On the Topography of the Genetic Fine Structure’,  Proc. Natl. Acad. Sci. U.S.A Bill Marler Marler Clark 2012,’German E. coli O104:H4 Outbreak – $2.84 Billion in Human Damage’  : Food Poison Journal Connolly, Allison 2008)’  Ã¢â‚¬ËœE. Coli Outbreak Kills One More Patient as Source Eludes Investigators’, Bloomberg Ihssen J, Kowarik M, Dilettoso S, Tanner C, Wacker M, Thà ¶ny-Meyer L. 2010,’Production of glycoprotein vaccines in Escherichia coli’, Microbial Cell Factories Lawrence JG, Ochman H, 1998, ‘Molecular archaeology of the Escherichia coli genome’.  Proc. Natl. Acad. Sci. U.S.A. Lan R, Reeves PR 2002, ‘Escherichia coli in disguise: molecular origins of Shigella’,  Microbes Infect. Lee SY 1996, ‘High cell-density culture of Escherichia coli’,  Trends BiotechnolPeter Walker, Adam Gabbatt and agencies 2011,’E coli: European commissioner suggests  £135m payout for farmers | World news’,  The Guardian Russo E 2003,  Ã¢â‚¬ËœThe birth of biotechnology’,  Nature Todar, K.2012,’Pathogenic  E. coli’.  Online Textbook of Bacteriology. University of Wisconsin–Madison Department of Bacteriology Source document

Realism and Naturalism :: essays research papers

Realism and Naturalism In Music and Art As intellectual and artistic movements 19th-Century Realism and Naturalism are both responses to Romanticism but are not really comparable to it in scope or influence. For one thing, "realism" is not a term strictly applicable to music. There are verismo (realistic) operas like Umberto Giordano's Andrea Chà ©nier created in the last decade of the 19th century in Italy, but it is their plots rather than their music which can be said to participate in the movement toward realism. Since "pure" untexted music is not usually representational (with the controversial exception of "program" music), it cannot be said to be more or less realistic. In contrast, art may be said to have had many realistic aspects before this time. The still lifes and domestic art of Jean-Baptiste-Simà ©on Chardin1 (1699-1779) anticipate many of the concerns of the 19th-Century Realists, and he in turn owes a debt to the Netherland school of still-life painting of the century before him, and one can find similar detailed renderings of everyday objects even on the walls of 1st-century Pompeii. Realism is a recurrent theme in art which becomes a coherent movement only after 1850; and even then it struggles against the overwhelming popularity of Romanticism. In mid-19th century France, Gustave Courbet2 set forth a program of realistic painting as a self-conscious alternative to the dominant Romantic style, building on earlier work by the painters of the Barbizon School (of which the most famous member was Jean-Franà §ois Millet), which had attempted to reproduce landscapes and village life as directly and accurately as possible. Impressionism can be seen as a development which grew out of Realism, but in its turn still had to battle the more popular Romanticism. Realism has never entirely displaced the popular taste for Romantic art, as any number of hotel-room paintings, paperback book covers and calendars testify. It became just one more style among others. In Fiction Realism's most important influences have been on fiction and the theater. It is perhaps unsurprising that its origins can be traced to France, where the dominant official neoclassicism had put up a long struggle against Romanticism. Since the 18th century the French have traditionally viewed themselves as rationalists, and this prevailing attitude in intellectual circles meant that Romanticism led an uneasy existence in France even when allied with the major revolutionary movements of 1789 and 1830. Influence of Realism Realism had profound effects on fiction from places as far-flung as Russia and the Americas.

Kate Chopins The Storm and The Story of an Hour Essay -- Papers Chopi

Kate Chopin's "The Storm" and "The Story of an Hour" 'The Storm' and 'The Story of an Hour' expresses the attitudes of two women's rebirth and liberation. These two stories are alike in several ways. Natures plays a major role in both of these women's lives. Calixta and Mrs. Louise Mallard struggle to find their independence and in doing so the endings are triumphant and tragic. 'The Storm' begins on a stormy spring day, with the protagonist Calixta at her sewing machine. She is alone, her husband Bobinot and son Bibi have gone to the store. Calixta seems to be a bored woman, confined to her duties as a housewife and mother. As the distant storm approaches she is unaware of what the storm brings, her former lover Alcee. Calixta allows Alcee into her home and opens her whole world to him. There is a connection between the storm that is going on outside and the storm of emotions going on in Calixta and Alcee. The weather sends Calixta into Alcee?s arms, he wraps his arms around her, and they can no longer hide their feelings for one another. They gave into their raging emotions and made love. Outside the weather was subsiding and Calixta and Alcee?s bodies felt relaxed and calmed. ?The rain was over; and the sun was turning the glistening green world into a palace of gems.? (1614) His face beamed with light like the sun. The storm inside of her was satisfied and for a brief instant Calixta felt liberated from her ordinary dull life. Unlike Calixta, Louise Mallard is a fragile woman afflicted with heart trouble. It comes to her attention through a trustworthy friend that her husband, Brently Mallard has been killed in a railroad disaster. She is overcome with intense grief and instantly weeps o... ... she has. Mrs. Mallard?s freedom did not last but a few moments. Her reaction to the news of the death of her husband was not the way most people would have reacted. We do not know much about Mr. And Mrs. Mallards relationship. We gather from the text that her freedom must have been limited in some way for her to be feeling this way. Years ago women were expected to act a certain way and not to deviate from that. Mrs. Mallard could have been very young when she and Brently were married. She may not have had the opportunity to see the world through a liberated woman?s eyes and she thought now was her chance. Bibliography: Chopin, Kate. ?The Story of an Hour.? Literature For Composition. Ed. Sylvan Barnet, et al. New York: 1996. 12-13 Chopin, Kate. ?The Storm.? The Norton Anthology. Ed. Nina Baym, et al. New York: 1999. 1612-1615

How Do the Novel Holes Deal with the Issue of Power? Essay

Essay questions: how do the novel holes deal with the issue of power? . Intro: Holes, by Louis Sachar, are a very important novel for students to study when learning about power and justice. The novel explores these two themes closely as we are taken an a journey through around camp green lake with Stanley, a character who has been wrong fully accused of stealing a pair of sneakers. Through the techniques ideas of characterisation setting and themes, the author is successful in communicating different ideas about power. The first technique is characters in holes are used to show how different people have different levels of power. Stanley, the main character is described as being overweight, shy and unpopular. And he was innocent of the crim for which he was convicted. Stanley was a given a choice by the judge, ‘’you may go to jail, or you may go to camp green lake.’’ (Chapter 2, page 5). He was simply in the wrong place at the wrong time. Whenever something went wrong Stanley’s family would always blame Stanley’s no –good-dirty-rotten-pig-stealing-great-great—grandfather because of his awful luck and hopeless luck. The warden is very different character who is described as powerful, mean and unjust and the only rule was in the camp green lake is ‘don’t upset the warden’ , the warden was feared by many of the kids , because she pushing the boys to work harder . the evidence of her being powerful is in (chapter 1 page 3 )’’ the Warden owns the shade’’ X-ray, one of the boys Stanley’s makes friends with at camp green lake is described as powerful person in the powerless group. He earned a day off because Stanley gave the lid lip stick X-ray said to Stanley that he should give whatever he finds to him because he has been there for a year and he deserves the day off more than he does, so the warden lets X-ray have the rest of the day off, a double shower and a clean set of clothes and she also orders Mr.Pedanski to fill all the canteen with water. The evidence of these is when X-Ray said ‘’ if you find something else give it to me, okay?’’. (ch.11, Pge52) All of these characters demonstrate that power is not distributed evenly in camp green lake and highlight that in society, people can feel powerful and powerless depending on their experiences. The second technique, setting is used to show how the boys experience very unfair and uncomfortable condition during their time at camp green lake. The name of the camp is ironic because the lake is actually dry and brown. Camp green lake name’s fall somewhere between a joke and a curse, nothing is green there and there is no lake, its full-blow desert. ‘’the average temperature in the shade is 95 degrees’’ (ch1, page 3), and the boys have a very difficult life there because they work hard and they didn’t have a rest time just when they find something they will take a day off like X-ray. And they were sleep in coat, get 4 minute shower and relax in a recreation room where ever thing is wrecked. Mr. Sir makes the bandage out of his sunflowers seeds sack and tells Stanley to go right back to work â€Å"it is not nap time.’’ (ch 17 page 78). Sacher creates barren setting to emphasise how the boys at camp were mistreated and that sometimes in life, people are powerless to their living conditions. The third technique that made Holes such an effective novel for students to read is dialogue; dialogue is used by Sacher to communicate all of the emotions felt by the character at different points in the story. When Stanley talks to Zero about teaching Zero how to read, but Stanley rejects Zero’s request. But then after awhile Zero dagged Stanley’s hole while he was away so Stanley found out that he have the power over Zero with simply teaching him. On the other hand Stanley has justice between him and Zero because their deal was to dig hole for Stanley and in exchange he teaches Zero. An evidence of this is when Stanley said â€Å"I’ll try to teach you to read†¦Ã¢â‚¬  (Ch.22.Pg.96) he expresses what he will do and how much f ability he will put to teach Zero. Therefore, dialogue is the most effective technique in Holes and that the novel Holes is an important novel for students to study while learning about power and justice. In conclusion the idea of power is expressed in a different ways in the novel Holes. The author, Louis Sacher, has used a many different techniques including characterisation, setting and dialogue to communicate his ideas easily and in a fun way. This book is very entertaining for young readers and teaches that power is an important issue that affects all people in society.

Made In Slovenia †Business Essay

Made In Slovenia – Business Essay Free Online Research Papers Made In Slovenia Business Essay Although world brands (brands that are equal all over the world) are expanding, there can still be found space for smaller national brands for example brands made in Slovenia. There are a lot of people that oppose world brands and prefer brands that are somehow unique or distinctive and in this way declare their appurtenance. But smaller national brands are not potential only in their own country but also on foreign markets. There are always people that look for quality at affordable and marketable price and products that represent originality and diversity. In Slovenia we have a lot of high-quality brands with marketable price, for example Gorenje, Paloma, Krka, Lek etc. Gorenje, for example, exports all over Europe (especially to Germany and Austria) its high–quality products that are also a sign of social and economic status at marketable price. Research Papers on Made In Slovenia - Business EssayMarketing of Lifeboy Soap A Unilever ProductDefinition of Export QuotasAssess the importance of Nationalism 1815-1850 EuropeAnalysis of Ebay Expanding into AsiaAppeasement Policy Towards the Outbreak of World War 2Open Architechture a white paperTwilight of the UAWPETSTEL analysis of IndiaGenetic EngineeringIncorporating Risk and Uncertainty Factor in Capital

Free Essays on Picture In A Painting

What’s in a picture? An expression of one’s self can sometimes can be the ambiguity of life. It’s a symbol of expression that can be found in the deepest corners of our affection to someone we dearly love. This is what I feel when sometimes, the joys of life is the unknown. Like a painting waiting to be finished, you can never tell to see yourself whole unless you know that your time has ended. My love to someone can be a joy. Painting yourself to that picture in the never-ending vagueness of life. Pictures and paintings are two different worlds. Pictures are instant. You can never enjoy the time of looking your loved one in the infinity of time. Paintings are more intimate. Every stroke of the brush is a stroke of your inspiration. Your world now seems to be unimportant every time you held your brush into your hand. Enjoying the time you see the eyes of the women you most dearly long for. The picture of her can be as clear as the moment. Suddenly, all can be blurry as the painting. Memories hold wonderful moments, but can also make you grief in the moment in your Mellon collie life. This is all that I had left. Just the blurry images of herself. I kept those memories, constantly painting to make it clear. My mind sometimes bring me into a new world. It is as if, I was carried to a place that I was hoping to see. A place where I could see her more clearly in the dimension of reality. A painting as clear as certainty. But of course, imagination always plays with me. Never grasping the truth of the great unknown towards my life to quest. The task may be arduous. But I know somewhere in the perpetuity, I know that I might find and see the end of the eternal mystery. Waiting to frame the picture in a painting.... Free Essays on Picture In A Painting Free Essays on Picture In A Painting What’s in a picture? An expression of one’s self can sometimes can be the ambiguity of life. It’s a symbol of expression that can be found in the deepest corners of our affection to someone we dearly love. This is what I feel when sometimes, the joys of life is the unknown. Like a painting waiting to be finished, you can never tell to see yourself whole unless you know that your time has ended. My love to someone can be a joy. Painting yourself to that picture in the never-ending vagueness of life. Pictures and paintings are two different worlds. Pictures are instant. You can never enjoy the time of looking your loved one in the infinity of time. Paintings are more intimate. Every stroke of the brush is a stroke of your inspiration. Your world now seems to be unimportant every time you held your brush into your hand. Enjoying the time you see the eyes of the women you most dearly long for. The picture of her can be as clear as the moment. Suddenly, all can be blurry as the painting. Memories hold wonderful moments, but can also make you grief in the moment in your Mellon collie life. This is all that I had left. Just the blurry images of herself. I kept those memories, constantly painting to make it clear. My mind sometimes bring me into a new world. It is as if, I was carried to a place that I was hoping to see. A place where I could see her more clearly in the dimension of reality. A painting as clear as certainty. But of course, imagination always plays with me. Never grasping the truth of the great unknown towards my life to quest. The task may be arduous. But I know somewhere in the perpetuity, I know that I might find and see the end of the eternal mystery. Waiting to frame the picture in a painting....

5 Tips on How to Write a Personal Statement for College

5 Tips on How to Write a Personal Statement for College 5 Tips on How to Write a Personal Statement for College When applying to study at college, you might be asked to provide a personal statement. This is a brief explanation of who you are and what makes you a good candidate, going into more depth than simply listing a GPA, qualifications or test scores. But what should a personal statement include? And how can you use yours effectively? 1. Make it Personal As the name might suggest, a personal statement should be personal. This includes your academic achievements, but you’ll also want to add a bit about your life more generally, like your passions and interests outside of studying or significant events from your past. My past? Sure, Ive seen some things(Photo: wikimedia/Dukeofsully3) The important thing is to communicate something about you as a person. Writing about challenges you’ve overcome, for instance, could help to show that you’re resourceful when faced with a problem. 2. Aims and Objectives As well as your education so far, your personal statement should include something about your aims and objectives. In the short term these might be directly related to the course you’re applying to study, but you should also consider how your studies fit into a long-term career plan. Applicant: I want to study marine biology so I can fulfill my long-term ambition to become Lobster Santa.College admissions officer: Welcome aboard! 3. Do Your Research While you can use a template to save time when making several applications, each personal statement you write should be tailored to the specific college to which you’re applying. Taking a look at the school’s website is a good start, as you should be able to find information about the course and faculty there. You could also contact a faculty member to ask about the program, which could help you explain why you want to study there in particular. 4. Show Off! In a personal statement, you need to sell yourself as a student, focusing on what makes you a better choice than the other candidates. It therefore never hurts to show off your subject knowledge and achievements. Don’t go into too much depth, as it’s also important that your personal statement is concise and easy to read. But mentioning specific research interests and any personal qualities that you think would make you a valuable addition to the school community is a great approach. Im mostly interested in heliospheric space plasmas, but I also make a mean mojito. 5. Redrafting and Proofreading Since your personal statement is all about making a good first impression, perfecting and proofreading it before submitting your application is vital. As such, after you’ve written a first draft, take some time away before making revisions. This will help you to spot mistakes you might otherwise miss, helping to maximize your statements impact.

Choose one of the following readings from the course textbook Research Paper

Choose one of the following readings from the course textbook - Research Paper Example He described dilemma of loyalty when someone enters into an agreement or becomes a part of system. When the system requires from a person to perform a certain task with which he/she disagrees, he is either loyal to the moral standards or to the system; keeping in mind that loyalty is also a moral standard. Why did Milgram’s subject obey and shock the learner? Or less specifically why do people obey authorities even when the orders involve harm to another person? (Meyer, J, 1997) to find the logical reasons and to see them from psychological aspect, this search helped a great deal. Several people were tested psychologically to see the reactions and obedience level in the presence of legitimate authority. Not only they subsided the moral or ethical obligations but also continued to follow commands to inflict pain on an innocent person. Though many of them were not in favor of what they did to the learner but they seem incapable of protesting the wrong. Most of them were dealing with an inside fight which was visible through their gestures and body language but the ability to deny the wrong was less likely seen during the experiment. The common misinterpretation was observed in all the teachers (subjects) was sympathy within is irrelevant unless it changed into action to perform moral obligation. Similarly the control of any government can be seen through action and thus is effective, when performing the action requires to. People in the experiment disvalued their actions but were unable to assemble the inner courage to depict their values into action. The resul ts explained the behaviors of Hitler’s army, who obeyed him and continued the process of torture and killings of million. Milgram’s experiments tested several people. Three people involving at the time of experiment, were instructor ( the authority), subject 1( teacher) and subject2( learner). They both meet the instructor whom they were to follow. The

Case study Essay Example | Topics and Well Written Essays - 2000 words - 3

Case study - Essay Example That was the time when she realized that this bag can be popular product for people who loves innovative designing articles like cloths, umbrella, handbags, wallet, makeup bags, lamp shades etc. Clare, mother of Calypso also helped her with the business. Her first year turnover was ?180 000 and she became the London Business person of the year at the age of 22 (Burns, 2011). Calypso and her mother Clare chose to manufacture the bags from UK and use their house as the office. The reasons are: Working from home was advantageous cause their Calypso did not had to pay any rent for her office to anybody. Except that no extra electricity or internet bill there are flexible office time. She could able to work any time in a day and handle any matter whenever they arise without delay. And she got her mother’s help from home (Clippy London, 2013). She was worried that any big and established manufacturer in market can easily steal her idea or copy it so she had to make the sales fast an d regular, to do that she needed the supply unit and manufacturing unit to be close. If the supply unit is thousands of miles away somewhere in china and she had import everything from there it would took couple of valuable days. Instead of that if that if both the unit in UK the orders can be more quickly handled. And once the business start and run smoothly the payment terms for business chain will be regular and spontaneous and it will help the cash flow for her business. An online directory namely Kelly’s online directory (Kelly Search, n.d.) helped her to find out a manufacturer from UK (Smith, 2010). Calypso was a first timer in business field and she had no experience in that domain. Also her volume of business was not very big it was precisely 250 bags only. So for 250 bags going to foreign country to search supplier and renting a separate office would have been more fancy for her cause she was not sure the idea of transparent and graphics bag would hit in the market or not. Her initial customers were family, relatives, friends and those people who appreciated her idea earlier. The official launch of the product was on 2004 during Christmas Fair in Olympia’s Spirit (Stylist.co.uk, n.d.). These three were the main reason of choosing UK as the place of manufacturing for calypso for her fashionable see through bag with customised designs. During start ups and initial growth period manufacturing unit of Clippy was at UK, there were some advantages as well as some disadvantages also. Advantages can be: If supply and manufacturing unit are nearby then time cycle from order of raw materials –delivery of them –and making finished items and delivering them to market become fast and regular. Communication between various members in supply and delivery chain is become easy and effective. In that respective if we look at Clippy’s initial days (start up and initial growth) it was quite expectable for such an innovative product. It was an innovative product no such see through bags with pockets and photos of family and friends on it was available previously in any market. It was an experiment for her to launch it in small scale in UK market from where she also got couple of encouragements from various fashion lovers. So it was like a gamble for her. So it was better to choose her home market rather than foreign market for manufacturing (Department for Business Innovation and Skills, 2012). Calypso did not have any experience as a

Michelangelo and Bernini Essay Example | Topics and Well Written Essays - 1500 words

Michelangelo and Bernini - Essay Example Before one can fully appreciate Michelangelo’s contribution to the Baroque style, more must be known about Michelangelo’s particular style as an architect. Michelangelo (1475-1564) is perhaps most famous for his frescoes painted on the ceiling of the Sistine Chapel. He is also well-known as a sculptor, having created numerous famous pieces such as David and the Pieta. However, he was also an accomplished architect. Having won fame and admiring support from the Pope to many other leaders of Renaissance Italy through his painting and sculptural talents, Michelangelo turned architect in his later years, smoothly incorporating his sculptural ideas of communicating through the stone with his natural ideas concerning his paintings to create unique works of art in things as utilitarian as a set of stairs for the Laurentian Library. While impressive and highly decorative, modern interpretations of this staircase criticize it for its massive use of space and for the nearly unusa ble aspects of the two outer lower stairways. However, Michelangelo’s architectural work demonstrates that he wasn’t as firmly entrenched in the Classical ideals of his time as his contemporaries. â€Å"Michelangelo generated sculptural detailing that marked the beginning of the Baroque and the end of purely classical architecture. Michelangelo emphasized visual effect over the structural logic of a design. He always subordinated invention to the needs of overall composition†.The way he accomplished this occurred.

Stakeholder management project Dissertation Example | Topics and Well Written Essays - 13000 words

Stakeholder management project - Dissertation Example ...30 Chapter 5: Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...50 Chapter 6: Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....52 Reference List†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.54 Abstract The aim of this dissertation is to illustrate how different stakeholders influence an organization. This is with the intention of helping management in making effective decision regarding stakeholders so that they can reap the positive benefits of making good decisions in relation to stakeholders’ management. General Motors: A company which collapsed as a result of having poor stakeholder management is used as the cases study. The first chapter is an introduction of the content of the dissertation. It gives the significance of stakeholder management and how this affects an organization. It outlines the various stakeholders and how each influences the management decision. It furthers gives the historical development of the General Motors company. How it started, what made it succeed and how poor stakeholder management let to its eventual downfall. ... The fifth chapter is a discussion that outlines lessons learnt from each stakeholder interaction and explains how organization can capitalize on these lessons to manage their stakeholders in a better way. This involves the prediction of the outcomes of each interaction thereby making the right decision to avoid negative outcomes. Chapter six is the conclusion consisting of recommendation for further research on the topic of stakeholder management. It also gives a summary of new insight gained on the topic. Lastly we have the reference list on the last page. Chapter 1: Introduction and rationale Today, we are living in a highly dynamic and competitive business climate. Businesses which fail to adapt to the changing climate are at the risk of stagnating and being driven out of the industries. To stay on top of the game, organizations are using different strategies that keep them ahead of their competitors. One way that has been seen to be effective in achieving this has been the manage ment of stakeholders. There are different groups of stakeholders that influence the management decisions. How these different stakeholders are treated can affect an organization either positively or negatively( Muller, 2008: 32). The stakeholders are the people who have interest in an organization. These stakeholders include the shareholders employees, the competitors, suppliers, customers and the community in the region where a business is located. The shareholders have been recognized as the most important stakeholders in an organization. This means that the management should always give the shareholders interest priority in case they are in

Investment in human assets and the effect of the human behavior to the Essay

Investment in human assets and the effect of the human behavior to the auditing process - Essay Example Human capital is the stock of skills and knowledge possessed by individuals that eventually helps to perform labor, generating economic value ("Human Capital," par.1). Labor not only refers to the physical work done in the production phase (which is replaceable), but also encompasses all work done by an employee in course of his job for the entity. Ultimately, it is the ingenuity and hard work of the people that profits the business. Rating people as real investment is a very viable argument since they are using their skills to work for prosperity of the entity. It makes sense to invest more in training and development of the human assets in an organization, to conduct workshops and to offer them motivational incentives as in the long run, the money spent on them is expected to give a return easily in access of the incurred expense. However, putting a financial value to human assets is just not that easy. Financial managers can recognize handy investments; decisions to switch to new procedures, acquiring new equipment or strategic mergers can be evaluated using financial and non-financial models. Human resource investments, one of the most vital assets of a company are difficult to value though. This is because unlike machines and projects, one can't reliably predict the future events and behavior of a person and neither can it reliably calculate the benefit that a person could bring to the company. Moreover, it is also difficult to attribute an accurate proportion of revenue to a particular employee to measure how a company's investment on that employee is paying off. As a result, training and development allocations are often neglected in the budgeting process and are likely to be the first costs that are to be cut when faced with a budget crunch (Clarke, par.2). Many officers and managers see costs incurred on humans in the form of payroll, added benefits, training and development simply as an unavoidable expense that must be controlled. This approach is contrary to the idea that people are the actual perpetrators of a company's growth and profitability. They miss the link between their employee's deeds and the customer's perception of the entity. Even while this happens, organizations have realized the need for employee training and the need for continuing professional development. Investing in people also has other factors, some of them which do not relate to budgeting. In the recent years, there have been many scandals of fraud and negligence from service providers, especially when you talk about Medical Care and the issue of compliance with laws and regulations. In these areas, it is absolutely necessary to make sure the employees understand their responsibilities and know to whom they, and the organization as a whole is accountable. Thi s is more important for organizations involved in HealthCare to view their staff as investments because heavy expenditure must be incurred to make sure the staff is compliant with standards and hygiene and competency standards as their actions would directly affect people that place reliance on the organization. Investment in this regard could save organizations millions of

Stakeholder management project Dissertation Example | Topics and Well Written Essays - 13000 words

Stakeholder management project - Dissertation Example ...30 Chapter 5: Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...50 Chapter 6: Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....52 Reference List†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.54 Abstract The aim of this dissertation is to illustrate how different stakeholders influence an organization. This is with the intention of helping management in making effective decision regarding stakeholders so that they can reap the positive benefits of making good decisions in relation to stakeholders’ management. General Motors: A company which collapsed as a result of having poor stakeholder management is used as the cases study. The first chapter is an introduction of the content of the dissertation. It gives the significance of stakeholder management and how this affects an organization. It outlines the various stakeholders and how each influences the management decision. It furthers gives the historical development of the General Motors company. How it started, what made it succeed and how poor stakeholder management let to its eventual downfall. ... The fifth chapter is a discussion that outlines lessons learnt from each stakeholder interaction and explains how organization can capitalize on these lessons to manage their stakeholders in a better way. This involves the prediction of the outcomes of each interaction thereby making the right decision to avoid negative outcomes. Chapter six is the conclusion consisting of recommendation for further research on the topic of stakeholder management. It also gives a summary of new insight gained on the topic. Lastly we have the reference list on the last page. Chapter 1: Introduction and rationale Today, we are living in a highly dynamic and competitive business climate. Businesses which fail to adapt to the changing climate are at the risk of stagnating and being driven out of the industries. To stay on top of the game, organizations are using different strategies that keep them ahead of their competitors. One way that has been seen to be effective in achieving this has been the manage ment of stakeholders. There are different groups of stakeholders that influence the management decisions. How these different stakeholders are treated can affect an organization either positively or negatively( Muller, 2008: 32). The stakeholders are the people who have interest in an organization. These stakeholders include the shareholders employees, the competitors, suppliers, customers and the community in the region where a business is located. The shareholders have been recognized as the most important stakeholders in an organization. This means that the management should always give the shareholders interest priority in case they are in

Benefits And Costs Of Using Common Currency In Greece, Germany And Research Paper

Benefits And Costs Of Using Common Currency In Greece, Germany And Eurozone - Research Paper Example 14). As a result of reduced transaction costs, Eurozone nations expected a thirty billion dollar annual savings (The Euro, the European Central Bank, p. 154). Directly as result of eliminating exchange of currencies, the exchange rate volatility was also removed. These exchange rate fluctuations make the trade between countries more risky; because if one currency devalues in relation to other, the marketer of the depreciated currency will be affected by getting less than what his product is worth. Or conversely the buyer of depreciated currency may require paying more than what he originally contracted for (Eudey, pp. 14-15). Exchange rate rish is thus another form of transaction cost which was avoided. Another major benefit of Euro as the common currency was the avoidance of speculation. Before the introduction of Euro, speculation used to greatly occur throughout the Europe. Whenever a currency was thought to be devalued in near future, people used to sell all their holdings in tha t currency. The only solution to the problem of speculation was keeping the interest rates as high as possible to keep the people interest in the currency. These high interest rates were bad for the economy and hindered economic progress in Europe during 90s (Eudey, pp. 15, 16). Adoption of Euro as a common currency thus removed speculation and economies of the member countries could develop and flourish easily without the disadvantages of higher interest rates. Euro also does away with the problem of competitive devaluation of currency among the member nations. Before the era of Euro, European nations used to devalue their currency to increase the exports. Inflation was a direct result of this devalution (Eudey, p. 15). The adoption of common currency did in fact come with many costs as well. The first and the foremost disadvantage of adopting common currency by the Eurozone countries was that by accepting Euro as national currency they surrendered their right to adopt and change t heir monetary and economic policies to suit their domestic conditions (The Euro: Expect, pp. 123). There was another big cost of not being able to adjust the exchange rates between trading countries to eliminate the economic falloffs of individual countries. Even after the adoption of common currency and a unit monetary policy throughout the Eurozone and its many benefits, there is no surety that some member country may not go in recession; and this was the main concern for all the countries. If at any time one country goes into recession, it cannot alter the individual monetary policy and as a result the only option left is to wait, because a change in the monetary policy of all the nations would adversely affect more countries than benefit the country in recession (The Euro, the European Central Bank, pp. 157). Despite of this, the idea of creating a common currency was that by tying many European nations through a common currency, the business cycle of all countries will soon be closely linked to each other and very soon would there be no possibility of recession in one country while stability in other (The Euro: Expectations and Performance, p. 123). However, changes in individual Fiscal policies was allowed. Benefits and Costs of common currency in Greece Recently there has been a debt crisis in Greece and other Eurozone countries which has jeopardized the likelihood of continuing with the Euro. Especially Greece is highly considering to quit the Euro and reverting back to its national currency Drachma. The debt crisis is raising a lot of questions and discussions about the potential advantages and

Edinburgh Napier library services Essay Example for Free

Edinburgh Napier library services Essay Edinburgh Napier University was established as a technical college in 1964 taking its name from famous inventor of logarithms, John Napier. Since 1971, the college has started to offer degree level educations. In 1992, the college was converted to university, and changed its name to Napier University. However, in 2009, the university changed its name to Edinburgh Napier University. To enhance high academic integrity, the university aims to implement scalable high level Library Information Systems in order to offer high quality learning. (Edinburgh Napier University, 2009, Microsoft Corporation, 2006). The objective of this proposal is to evaluate an initiative of the Edinburgh Napier library services. To enhance greater understanding of proposal, it is essential to provide brief description of the research area. 1. 1: Background of Research The university opened Electronic Library Information systems in 2000, and since this period, the library has acquired huge amount of academic resources in electronic formats. However, with increase in the academic complexity, learners are increasingly facing challenges in accessing academic resources from the university library. (Edinburgh Napier University, 2008). By visiting the current online library resources, it is revealed that the university is facing challenges to provide high quality and innovative e- library services. Although, the university e-library has offered various services such as e-resources, teaching resources, study and research, user’s information, and information on the library resources, however, it is revealed that there are various lapses in the existing library services that have led to gaps in the knowledge. The university teaching resources from WebCT has not provided social teaching networking where students and tutors will be able to interact when lecture is taking place. Thus, the university has not been able to provide virtual face-to-face teaching strategy that resembles traditional teaching method. As being argued by Rolfe et al (2008), the WebCT which is one of the university library resources of Napier Edinburgh University has not been able to provide social interactions for students. The lack of dialogue do not provide rich virtual academic standard for students. Moreover, the university has not be able to offer 24 hour service for students in the physical university libraries such as Canaan Lane, Comely Bank, Craighouse, Craiglockhart, Livingston, Melrose, and Merchiston. The books in these libraries have not been available online. To address this problem, the university needs to implement scalable e-Resources Strategy in order to achieve high quality e-learning. It is essential to realise that the library should be able to provide varieties of online portals that should provide social networking for students and instructors. The recommendation provided is that the existing software and hardware that were used for the university library resources need to be upgraded to high quality and scalable new software and hardware. The comparison between national and international students on the effectiveness of university library resources has revealed that overall international students are happy with the university library resources. Compared to home students where only 54% of home students are happy with the university library resources. (Bawden, Robinson, Anderson et al 2007). Thus, the proposal attempts to address these gaps and make recommendations to the library. To achieve these objectives, the study provides the outline of the project in the box below. 2. Project outline for the project 1. The idea for this research arose from: The research arose from the shortcoming identified in the library services of Edinburgh Napier University. The research attempts to provide recommendations to the library in order to fill the gap. 2. The aims of the project are as follows: To provide understanding among students the different means of accessing material through the various services. To provide recommendations of high quality and scalable e-library resources in order to ensure easy and quick accessible of learning materials. 3. The main research questions that this work will address include: To what extent the existing library resources have been able to satisfy the need of students and staff? What are the high quality and scalable methods to improve university library resources? 4. The software development/design work/other deliverable of the project will be: The software design will involve Software Development Life Cycle which is typically referred as waterfall model. The prototype of the software design reveals that output from a specific stage will provide the inputs for the next stage of software design. 5. The project will involve the following research/field work/experimentation/evaluation: There will be primary and secondary research to carry out this project. Moreover, there will be experimentation of software and hardware that will be employed for the proposal. 6. This work will require the use of specialist software: MOSS 2007, Microsoft cluster, Web 2. 0 7. This work will require the use of specialist hardware: VM Ware Tools, Linux Server, podcasts, Virtual hardware 8. The project is being undertaken in collaboration with: The project is done in collaboration with a researcher and school of computing. (Bawden, Robinson, Anderson et al 2007) 3. Conclusion The proposal attempts to evaluate an initiative of Edinburgh Napier library services. The study has revealed that there are shortcomings in the existing university library resources. The gaps identified are that the university has not been able to offer 24 hours services for some of the library resources. Moreover, the WebCT has not been able to offer virtual classroom experience for students where learners would enjoy virtual classroom experience just like traditional learning. Thus, the proposal has recommends that the existing software and hardware need to be upgraded to ensure that the university offers high quality and scalable library services for students. References Bawden, D. Robinson, L. Anderson, T. et al (2007). Towards Curriculum 2. 0: library / information education for a Web 2. 0 world. Library and Information Research. 31(99):14-25). Edinburgh Napier University, (2009). History of Edinburgh Napier University. Scotland. Edinburg University Press. Edinburgh Napier University, (2008). Napier University Learning Information Services E-service strategy: Edinburgh: Edinburgh University Press. Microsoft Corporation, (2006). Napier University, University Streamlines Access to Student Services with Improved E-Learning Portal. Microsoft Corporations. Rolfe, V. Alcocer, M. Bentley, E. (2008). Academic Staff Attitudes Towards Electronic Learning in Arts and Sciences. University of Nottingham. UK.

Characteristics Of The Hospitality Industry

Characteristics Of The Hospitality Industry Explain the unique characteristics that separate service businesses from other business the deal with tangible product. Discuss what should a person prepares if he/she wants to become an hotelier. Question 1 The hotel industry is also known as the service sector. The reception and entertainment of guests, visitors, or strangers with liberality and good will. Hospitality industry is a board of category about the service industry also including event planning, theme park, restaurant, lodging and also tourism industry. A hospitality unit such as a restaurant, hotel, or even an amusement park consists of many groups such as facility maintenance, direct operations management, marketing, and human resources. Therefore, hospitality industry also includes accounting, tradesman ship, computer services, restaurants, and tourism.To be a successful manager in the hospitality industry, you must exhibit many skills and command much specialized knowledge all directed toward achieving the managerial objectives such as make the guest feel welcomed, make sureproductsor serviceswork for the guest and make sure the operation continues to provide service and make a profit. Besides that, the hotel industry is a multibillion-dollar industry, mainly depends on the availability of leisure time and disposal income. Therefore, that hospitality industry also include service sector. Answer Hospitality industry has many characteristics such as intangible, perishable, inseparable, simultaneous, variable, shift work, graveyard shift and guest satisfaction. Intangible servicecharacteristic in hospitality industry mean cannot see and touched but can felt. In addition, sales or service owned by the person, but it cannot be opened, from the service providers to service consumer. Example, a service only can be sold and owned by the person, but it cannot be opened, from the service providers service consumers. Sole proprietorship, provide services, can be entrusted to the service provider, you must generate and provide services in the different requirements of the authorized service consumers. Perishable service characteristic in hospitality industry mean wont last long and wont experience the same experience. When this service has been fully rendered to the requesting service consumer irreversibly disappear, because it has been consumed by service consumers. For example, service resource allocation processes and systems to provide services within a certain period. When the service has really given to users of the service request, this particular service irreversibly vanishes as it was used by the service users. Inseparable service means production, and from the customers experience. The indivisibility requirements, consumer service is to interact with its manufacturer to accept its benefits. Because someone must timely produce and the services provided by service providers is essential to provide services require service consumers. Performed automatically in many cases, but the service provider to provide the service must be prepared to allocate resources and systems, and active conditions and the ability to maintain appropriate services. Example, the service consumer must be sitting in the shops and hair stylist chair, or aircraft and seating, to the hairdresser or the pilot must in the same store or aircraft, respectively, to provide services. Simultaneous service means the service is some kind of horse, and at the same time consumption. As long as the service requirements of service consumers, especially the service must start from scratch generated without any delay and friction and services, consumers instant consumption rendered interests, for the implementation of his upcoming events or tasks.Example, waiter in the restaurant, or the cashier at the bank, is an integral part of the services provided. The client also participates in a certain degree of service, and the service may affect the results. People can be part of the service itself; this could be a service marketing advantage. Variable service is a service which means disposable generating, rendering, and consumption can never be accurately repeated time points, locations, and the case, under the conditions of the current configuration information and alocation of resources is different from the coming up delivery, even is the same kind of service to the same service consumers request. Example, Taxi service from his home to the opera, the consumers of transport services is different taxi service, transportation service consumers from opera to his home another point in time, the other direction, might be another route, may be another taxi drivers cab. Shift work in hospitality industry means an employment practice, use of, or the provision of services across, all 24 hours of the clock each day of the week. Shift work is the way hours of work are organized for an organization to operate outside regular hours. Different types of shifts includeshifts that rotate or change, shifts that are split apart by several hours, permanent shifts (day or night) and also changing shift lengths (8, 10 or 12 hours). There is few effect of shift work, for example, shift work can course such as digestive problems, including ulcers, stomach and intestinal problems reduce appetite, diabetes, epilepsy, asthma and depression. People need to sleep. Shift work can affect how much sleep and sleep, the kind you get. Sleep during the day and sleep at night is not deep or refresh. Shift workers time to sleep when the bodys natural activities gear. When you do not sleep, you might always feel tired. Especially the night shift, night shift or third shift (3 shifts) means to change their work throughout the early morning, morning, and transfer to midnight to 08:00 or 23:00 to 07:00. Example, employee will make day shift and night shift in hotel when the time is alternative. Guest satisfaction in hospitality industry means that the guest was satisfy with the service of the employee. Guest satisfaction depends on hotel service because guests have rising expectation for hotel, but their overall satisfaction with service. Guest can be satisfied hotel rates hotel service.Example, guest feel satisfy with the service and what they expect to hotel. Conclusion At the end, as an employee must have a good service to any customer. Guests satisfywith the service and will be happy with the good service.The hotel industry will contributes employment and economic growth of the country. The government is very lenient regulatory and licensing of hotel, because the increase in the average daily rate of foreign tourists. Question 2 The hoteliers mean a people who supervise or manage the hotel. He or she may be established owner, operating a hotel, the Chief Executive of the hotels location, or chain, or in the hotels general manager, the Chairman of the Board. Hoteliers responsibility will vary according to how the word is applied. Who owns a hotel will be responsible for the care of all matters of common ownership of real estate, as well as the implementation of the ultimate liability for any and all taxes and appropriate compliance-run hotel building codes and local laws. The title hotelier Chief Executive will supervise the publicity and general business operations, and facilities responsible for the profitability of the owners or owners. Hotelier who is the Chairman of the Board will provide the current status of the communication line, investors and the owners of the hotel, and the hotel manager will provide oversight of a variety of functions, affect the day-to-day operation of the hotel.As a hotelier has responsible to handle each problems such as public relations, guest service, maintenance of facilities, reservation procedures, build relationship with customer and marketing. No matter what department you work in the hotel we also call hotelier. Depending on how the term is applied, the responsibilities of a hotelier of department is difference. A success hotelier must have good relationship with guest especially regular customer. Answer To be a successful hotelier in the hospitality industry you should be discipline, manners, good services, more experience, responsible and so on. As a hotelier has responsible to handle problems such as public relations, guest service, maintenance of facilities, reservation procedures, build relationship with customer and marketing. Hotel operators managing the property and, in some cases, they can also be the owner of the hotel. Hotel managers supervise other hotel, and they work long hours during peak travel and when events are scheduled at the hotel. They are often called upon to handle emergency situations and disputes. For good performance, hoteliers should have the skills required for the position.Therefore, as a good hotelier must be very discipline during working time. Besides that, to be a good hotelier also need to be responsible. It will show that you are good employee and good staff. First of all you must make the guests feel welcome and also be friendly because it is manner. You must be discipline and good service in front of the guests. To be a good hotelier you should know what their guests want and are willing to go that extra mile to put them at ease. Secondly, to be a good hotelier you should be hard working. Willing to work hard is always a plus point for a people who want to be successful hotel management line.Therefore, it is the opportunity to build a good relationship with the guest and enhance the reputation of hotel. HOW TO BECOME A GOOD HOTELIER The hotelier is a good diplomat, patience, tolerance, generosity and good intentions. A good hotel operator must have self-discipline staff, quick workers, and quick thinkers and always to help client and manager at all times. Diplomat Diplomat mean is a person who appointed by the national diplomacy with other countries or international organizations. Representation and protection of the people are the main functions of diplomats around the state and sent, as well as the promotion of information and friendly relations.As a diplomat can easily build an own relationship with the customer and day by day they will become a general customer of hotel. Patience Patience in hospitality industry means whatever the guest scold you, you cannot scold them back.Resistance state in difficult circumstances, this may mean that persist in the face of delay or provocation, no worries, anger, a negative exhibit patience when under pressure, particularly when faced with a long-term problem. Tolerance Toleration in hospitality industry means a person who tolerates something or somebody unpleasant. Toleration is meaning the practice deliberately allowing or permitting the things one does not agree. Many people are sometimes dont know how to behave themselves and also dont know show some respect to other people; so thats why we have to be tolerate and patience. To be a hotelier everyday will face difference temper of guests, so as a hotelier should be tolerate and not to argue with them. Also, as a hotelier should give what they need to make them feel satisfy. Guests always are the right whatever happens so as a hotelier should be toleration and also patience. Liberality When employee facing any high demand guests, we should need to be liberality and keep smile to serve our customer until they satisfy with the service. Any guest that is high demand, we shouldnt complain it because it will affect the whole hotel and will give a bad image and impression to the hotel. As a good hotelier must be professional during working time. Good Will Good will means willing to help each other when facing problem. Good will is one of the important things to any hotelier because it always reminds us to be helpful to our guests and also help them to solve problem. Front office staff is the first employee to serve the customer. So that why good will is very important to any front office staff. Conclusion It is not easy to become a hotelier, but it is not so difficult. It depends on how to treat customers, if you use your heart to your guests, they will feel. Most of the students have chosen the hotel management, because working in the service sector is very interesting and funny. Enterprise management is very useful for our future operations, but it is very boring, which is why I chose the hotel management. Another reason to select the hotel management, we can see so many different customers and increase our knowledge. When you have experience in the service industry, and then set the target a certain extent, the growing knowledge does not always stay in the same place, become one industry professionals. Peter Drucker pointed out that, today, the centre of our social productive forces, knowledge workers. In other words, knowledge is the key to success, do not know is equal. Unfortunately, remain forever in the failure. Thus, learning as an important part of our comprehensive preparat ory work supervisor or manager career.

Abolitionism and Inactivity in Uncle Toms Cabin Essay -- Uncle Toms

The debate raging in the years 1836-1837 over women's proper duties and roles in regards to abolitionism was publicly shaped primarily by two opposing forces: on the one hand, sisters Angelina and Sarah Grimke, abolitionists and champions of women's rights; and on the other, Catharine Beecher, who opposed suffrage and women's involvement in abolitionism and argued in favor of woman's place in the home. After the printing of Angelina Grimkà ©'s pamphlet Appeal to the Christian Women of the Southern States (1836), Grimkà © and Catharine Beecher engaged in a written debate over woman's public role in regards to the slavery issue. Beecher responded to Grimkà ©'s assertions that Southern women should actively protest the system of slavery in her Essay on Slavery and Abolitionism (1837), in which she claimed that women, true to their naturally subordinate natures, were not fit to interfere in such matters. In light of these facts, it is surprising to note that Harriet Beecher Stowe was Catherine Beecher's sister. How could the author of Uncle Tom's Cabin be related to the same woman who wrote Essay on Slavery and Abolitionism-- an anti-abolitionist document which pleaded with women to keep their thoughts on slavery to themselves? In Uncle Tom's Cabin, Stowe not only frames both sides of the debate, but also actively incorporates it into her female characters and into her narrative voice, fictitiously dramatizing the issues with which Grimkà © and Beecher were concerned fifteen years earlier. Uncle Tom's Cabin, if racist by modern standards, is at least clearly anti-slavery: Stowe's intent in writing the novel, as she states in her Preface, is "to awaken sympathy and feeling for the African race, as they exist among us" (Stowe xviii). In her... ...atest need of positive and active role models. In only portraying Northern women who were ultimately able to act (and with Stowe's praise), she ends up perpetuating beliefs that Southern women were naturally unsuited to engage in the abolitionist cause. Works Cited Beecher, Catharine. "Essay on Slavery and Abolitionism." The Limits of Sisterhood: The Beecher Sisters on Women's Rights and Woman's Sphere. ed. Jeanne Boydston et. al. Chapel Hill: U of North Carolina P, 1988. 125-129 Cain, William E., ed. Nathaniel Hawthorne's The Blithedale Romance. Boston: Bedford Books of St. Martin's P, 1996. Grimke, Angelina. "Appeal to the Christian Women of the South." The Public Years of Sarah and Angelina Grimkà ©: Selected Writings 1835- 1839. ed. Larry Ceplair. NY: Columbia U P, 1989. 36-89. Stowe, Harriet Beecher. Uncle Tom's Cabin. NY: Bantam Books, 1981.

Customer-Based Brand Equity Model Essay

CBBE act as a bridge to add value on a product endowed to a product as a result of past investments in the marketing of a brand. It is also provide provides direction and focus to future marketing activities. CBBE model designed to assist management in brand building efforts. According to the model, building a strong brand involves four steps: establish brand identity, create brand meaning, positive, eliciting accessible brand responses, and building brand relationship. In order to achieve these four steps, there are six brand building blocks which involves brand salience, brand performance, brand imagery, brand judgments, brand feelings and brand resonance Brand Identity Brand Salience means awareness and it’s related to achieve right brand identity. Brand awareness refers to customers’ ability to recall and recognize a brand also involves linking the brand of brand name, logo, and symbol and so on to certain associations in memory. First, salience influences the formation and strength of brand associations that make up the brand image and gives the brand meaning. Secondly, creating high level of brand salience in terms of category identification and needs satisfied is of critical importance during possible purchase or consumption opportunities. Third, when customers have low involvement with a product category, they may make choices based on brand salience alone. Brand identity can be differentiating by two dimensions which are depth and breadth. Depth of brand awareness refers to how easily customers can recall or recognize the brand. Breadth of brand awareness refers to the range of purchase and consumption situations in which the brand comes to mind. Brand Meaning Creating brand meaning involves establishing brand image. It comes into consumer mind what’s the characters of your product. Brand performance is the primary influence of what consumer experience with the brand and what they heard about it. Brand Imagery deals with extrinsic properties of the product or service. Is it how people think about a brand abstractly rather than what they think the brand actually does. Thus, imagery refers of more intangible aspects of the brand. Brand meaning can be characterized according three dimensions which are Strength, Favorability and uniqueness. The question needs to be answers are How strongly the brand identified with a brand association? How important or valuable is the brand association to customers and How distinctively is the brand identified with the brand association? Brand Response Brand response simply to say how customers respond towards the brand that is what customers think or feel about the brand. It can be distinguish by judgments and feeling of customers. In another word to said whether they arise from the â€Å"head† or form the â€Å"heart†. Brand judgments refers to customers arise from their â€Å"head† where personal opinions and evaluate the brand. By creating a strong brand, there are four judgments that concerned by customers. Including brand quality affect of value and satisfaction, brand credibility is extension of quality where they expect the brand organization are expertise, trustworthiness and likability, brand consideration depends on customers considered whether the brand possible purchase or usage, and brand superiority is customers want to know is the brand offers advantage than others brands do not? Brand feelings refers to customers arise from the â€Å"heart† while these customer are more emotional response to the brand. Feelings can be unimportant or intense, positive or negative in nature. Warmth, fun, excitement, security, social approval and self-respect are critical to build brand feelings. Brand Relationship The final step of the model is brand relationship, focuses on last relationship and level of identification that the customer has with the brand. Brand resonance refers to relationship that customers have with brand and extent that they feel they are in synch with the brand. brand resonance can be classified into four categories, behavioral loyalty, attitudinal attachment, sense of community and active engagement. While brand relationship can be characterized in two dimensions which are intensity and activity. Intensity refers to strength of the attitudinal attachment and sense of community. Question like how deeply felt is the loyalty? to be answer. Activity refers to how frequent is the consumer buy and use the brand or either in others activities that not related to purchasing and consumption. In short, Apple, Toyota these brands are well in building brand with high resonance. Brand Asset Valuator (BAV) How do you manage what you can’t measure? What value are investments that are not linked to returns? All these are the most hard challenges facing by brand management. Brand value is an intangible value. BAV is define as a brand and precisely measuring it in a way that is linked to financial performance, marketers can gain an edge in making more intelligent brand decisions. Combination Model CBBE Model is all about how and why build brand equity to be strong and known by outsiders, customers and employees. Brand Asset Valuator is to help business executives, investors and marketers’ access and drive strategic direction and intangible value of brands. BVA model instead of added value towards the brand yet help in product as well. Therefore, brand vitality is an important role in future growth while brand stature subsequently forms power of the brand at the given moment. There are four variables, differentiation, relevance, esteem and knowledge, building block that can combined with CBBE model.

Essay and Research Paper Essay

Some young children spend a great amount of their time practicing sports. Discuss the advantages and disadvantages of this. Use specific reasons and examples to support your answer. There is a true saying that everyone knows: playing sports is very good for our health. Playing sport helps us stay in shape, builds up our teamwork skill, and makes us consistent players. But there is a truth that not many people can realize: spending too much time on sports may cause some bad influences. Especially when it comes to young children. They need a balanced schedule so that they can take advantage and avoid some disadvantages of playing sports First, playing sports is necessary for everyone to reserve good health. It is proven by scientists that doing exercises or playing sports regularly helps people stay in a good shape, and helps avoid some health problems such as heart attack or blood pressure. For those reasons, young children should spend time in playing sport everyday. But if they spend too much time on that, they will not have enough time to participate in many other interesting and useful activities, such as going on a picnic with their friends or learning to play musical instruments†¦Even worse, they may not spend enough time on study. Second, playing sports helps young children develop their team-work skill. Usually when playing sport, they will be allocated into teams. By trying to connect with other team members to win to the game, they will learn how to get along with people, how to understand other people’s ideas, and how to coordinate with the others to get the best result, not only in sports, but also in study or in a working environment. But still, if they spend too much time on playing sports, there will be a disadvantage for young children, since they spend too much time hanging on with the others in a team, will not know how to handle problems alone, resulting in performing badly when working independently. Lastly, playing sports helps children learn how to stand up after failing, making them competitive in any tournament. It is definite that everyone will fail at least once when they play sport. The desire of being the winner urges them to try more and more. The more they try, the better.they become, but once they are so involved in the game, they somehow become so aggressive. Some will try anything to win, and some will even play unfairly to be the winner. The stories about the soccer players using drugs or the players fighting in a game are clear evidences to the disadvantage of playing sport when it is not under control.

Motivational techniques used by infosys Essay

Staff surveys are usually very helpful in establishing whether staffs in your company are motivated and therefore performing to best effect. Aside from the information that questionnaires reveal, the process of involving and consulting with staff is hugely beneficial and motivational in its own right, (see the ‘Hawthorne Effect’). Whilst your survey will be unique to your company, your staff issues, your industry and culture, some useful generic guidelines apply to most situations. Although not exhaustive, the following ten points may help you cover the relevant subject areas and help towards establishing facts rather than making assumptions about motivation when designing your own questionnaires on employee motivation. Ten tips for questionnaires on employee motivation 1. What is the ‘primary aim’ of your company? Your employees may be more motivated if they understand the primary aim of your business. Ask questions to establish how clear they are about your company’s principles, priorities and mission. 2. What obstacles stop employees performing to best effect? Questionnaires on employee motivation should include questions about what employees are tolerating in their work and home lives. The company can eliminate practices that zap motivation. 3. What really motivates your staff? It is often assumed that all people are motivated by the same things. Actually we are motivated by a whole range of factors. Include questions to elicit what really motivates employees, including learning about their values. Are they motivated by financial rewards, status, praise and acknowledgment, competition, job security, public recognition, fear, perfectionism, results†¦ 4. Do employees feel empowered? Do your employees feel they have job descriptions that give them some autonomy and allow them to find their own solutions or are they given a list of tasks to perform and simply told what to do? 5. Are there any recent changes in the company that might have affected motivation? If your company has made redundancies, imposed a recruitment freeze or lost a number of key people this will have an effect on motivation. Collect information from  employees about their fears, thoughts and concerns relating to these events. Even if they are unfounded, treat them with respect and honesty. 6. What are the patterns of motivation in your company? Who is most motivated and why? What lessons can you learn from patches of high and low motivation in your company? 7. Are employee goals and company goals aligned? First, the company needs to establish how it wants individuals to spend their time based on what is most valuable. Secondly this needs to be compared with how individuals actually spend their time. You may find employees are highly motivated but about the â€Å"wrong† priorities. 8. How do employees feel about the company? Do they feel safe, loyal, valued and taken care of? Or do they feel taken advantage of, dispensable and invisible? Ask them what would improve their loyalty and commitment. 9. How involved are employees in company development? Do they feel listened to and heard? Are they consulted? And, if they are consulted, are their opinions taken seriously? Are there regular opportunities for them to give feedback? 10. Is the company’s internal image consistent with its external one? Your company may present itself to the world as the ‘caring airline’, ‘the forward thinking technology company’ or the ‘family hotel chain’. Your employees would have been influenced, and their expectations set, to this image when they joined your company. If you do not mirror this image within your company in the way you treat employees you may notice motivation problems. Find out what the disparity is between the employees image of the company from the outside and from the inside.  © Blaire Palmer 2004-12.  tips on structure, format and style of employee questionnaires Use the questionnaire guidelines above when creating content and subject matter for your employee motivation and satisfaction questionnaires and surveys. Here are some additional tips about questionnaires and surveys structure, format  and style: Create a clear, readable ‘inviting’ structure. Use ‘white-out’ boxes for answers, scores, and for check-boxes, which clearly show the parts which need completing. Use a clear 11 or 12 point (font) typeface. 10 point is difficult to read for some people. Avoid italics and fancy graphics – they just make the document more difficult and more time-consuming to read. Look at the writing tips and techniques for other useful pointers in creating good printed communications. Apply the same principles if your survey questionnaire form is online (ie., screen-based). Where possible try to use specific questions with multiple-choice answers, rather than general ‘open-ended’ questions. Specific questions improve clarity and consistency of understanding among respondents, and a multiple-choice format enables the answers to be converted into scores which can be loaded into a spreadsheet and very easily analysed. General or vague questions on the other hand tend to lead to varying interpretation (or confusion) among respondents; also, by inviting an open-ended answer you will generate lots of narrative-based and subjective opinions, which might be very interesting, but will be very time-consuming to read, and even more time-consuming to analyse, especially if you are surveying a large group of employees. Here is an example: Open-ended question: What do you think of the Performance Appraisal System? (This will produce varied narrative responses = difficult to analyse.) Multiple-choice question: Rate the effectiveness of the Performance Appraisal System in providing you with clear and agreed training and development: Good/Okay/Not Good/Poor (By asking respondents to check boxes or delete as necessary the multiple-choice answers will produce extremely clear answers to a specific question that can be converted into scores and very easily analysed) Use four options in multiple-choice questions rather than three or five. Three and five options typically offer a middle ‘don’t know’ or ‘average’ selection. Using four, with no middle cop-out will ensure that everybody decides one way or the other: satisfactory or not, which is what you need to know. Mid-way ‘average’ non-committal answers are not helpful, so avoid giving respondents that option. If you go to the trouble of creating, managing and analysing a huge staff survey surely it’s a good idea to produce as much meaningful data as possible. Certain questions are suitable for numerical or percentage scoring by respondents, in which case  use such a system (again ensure you avoid offering scores which equate to ‘average’ or ‘don’t know’). For example: Score-based question: Score the extent to which you enjoy your work: 1-5 = don’t enjoy, 6-10 = enjoy. (By providing a clear differentiation between do and don’t, this 1-10 scoring system gives a wide range of choices, and at the same time a clear result.) Check with a sample of respondents that they understand the draft questions in the way you intend, before you print and issue the questionnaire to all six hundred or however many staff. Designing questionnaires and communications in isolation can produce strange results – not just politicians get out of touch – so check you are actually on the same planet, in terms of your aims, language and meaning, as the people whose views you seek. Make sure you explain to all staff beforehand that you’ll be publishing the survey findings, and then afterwards ensure you do so. And then act on the findings. If your MD/CEO is not fully behind your initiative, then go work for a different company whose MD/CEO properly supports the concept of consulting the folk whose efforts underpin his success (not to mention his share options, second home and Porsche etc.) Allow people to complete the survey questionnaires anonymously. If helpful to you and you have a purpose for doing so, you can ask people to identify which department/region/office they belong to, assuming such information is genuinely useful to you and you can handle the analysis. KISS – Keep It Simple Stupid. Break complex questions into digestible parts. Keep the survey to a sensible length – probably 20 minutes to complete it is a sensible limit of most people’s tolerance. You can always follow up later in the year with another survey, especially if people enjoy completing it, and they see that the feedback and analysis process is helpful to them as well as the employer (see the point about MD/CEO support above). By all means at the end of the questionnaire invite and allow space for ‘any other comments’, or better still try to guide respondents towards a particular question. On which point, wherever it is necessary to ask an open-ended question, use the words ‘what’ and ‘how’ rather than ‘why’, if you want to discover motives and reasons. What and How will focus respondents on the facts objectively, whereas ‘why’ tends to focus respondents on defending themselves. Examples: It’s okay to ask: What factors could be changed to help staff enjoy their work more in the XYZ depot? Whereas it’s not very clever to ask: Why is there such a crap attitude among staff at XYZ depot? The second example is daft of course, but you see the point. managing (just), or leading? In this excellent guide article by motivation expert Blaire Palmer, ten central points (for some, myths) of employee motivation are exposed and explained, many with real case study references and examples. employee motivation principles – a short case study – sounds familiar? When Michael started his own consultancy he employed top people; people he’d worked with in the past who had shown commitment, flair and loyalty and who seemed to share his values. But a few months down the line one of his team members started to struggle. Jo was putting in the hours but without enthusiasm. Her confidence was dropping; she was unfocused and not bringing in enough new business. Michael explained to Jo the seriousness of the situation. Without new business he would lose the company and that would mean her job. He showed her the books to illustrate his point. He again ran through her job description and the procedures she was expected to follow. He told her that he was sure she was up to the job but he really needed her to bring in the new business or they would all be out on their ear. Jo told Michael that she understood. She was doing her best but she’d try harder. But a month later nothing had changed. After an initial burst of energy, Jo was back to her old ways. No matter how experienced a leader you are, chances are at times you have struggled to motivate certain individuals. You’ve tried every trick in the book. You’ve sat down one-to-one with the individual concerned and explained the situation. You’ve outlined the big vision again in the hope of inspiring them. You’ve given them the bottom line: â€Å"Either you pull your finger out or your job is on the line†. You’ve dangled a carrot in front of them: â€Å"If you make your targets you’ll get a great bonus†. And sometimes it works. But not every time. And there have been casualties. Ultimately if someone can’t get the job done they have to go. The granddaddy of motivation theory, Frederick Herzberg, called traditional motivation strategies ‘KITA’ (something similar to Kick In The  Pants). He used the analogy of a dog. When the master wants his dog to move he either gives it a nudge from behind, in which case the dog moves because it doesn’t have much choice, or he offers it a treat as an inducement, in which case it is not so much motivated by wanting to move as by wanting choc drops! KITA does the job (though arguably not sustainably) but it’s hard work. It means every time you want the dog to move you have to kick it (metaphorically). Wouldn’t it be better if the dog wanted to move by itself? Transferring this principle back in to the workplace, most motivation strategies are ‘push’ or ‘pull’ based. They are about keeping people moving either with a kick from behind (threats, fear, tough targets, complicated systems to check people follow a procedure) or by offering choc drops (bonuses, grand presentations of the vision, conferences, campaigns, initiatives, etc). 10 management motivation examples to illustrate that there are better ways to motivate employees Blaire Palmer’s experience has enabled her to work with a wide range of individuals and groups from a variety of backgrounds. Some of these people are highly motivated themselves, but struggle to extend this state of mind to the people they manage. Other people are at the receiving end of KITA motivation strategies that (obviously) aren’t working on them. These people know they ‘should’ be more engaged with their work. Sometimes they fake it for a few months but it’s not sustainable. In this paper Blaire identifies some common assumptions about motivation and presents some new paradigms that can help motivate more effectively. By adding these coaching tools and motivation principles to your capabilities you should find the job of leading those around you, and/or helping others to do the same, more of a joyful and rewarding activity. Instead of spending all your time and energy pushing and cajoling (in the belief that your people’s motivation must come from you) you will be able to focus on leading your team, and enabling them to achieve their full potential – themselves. Ultimately, motivation must come from within each person. No leader is ever the single and continuing source of motivation for a person. While the leader’s encouragement, support, inspiration, and example will at times motivate followers, the  leader’s greatest role in motivating is to recognise people for who they are, and to help them find their own way forward by making best use of their own strengths and abilities. In this way, achievement, development, and recognition will all come quite naturally to the person, and it is these things which are the true fuels of personal motivation. By necessity these case studies initially include some negative references and examples, which I would urge you to see for what they are. How not to do things, and negative references, don’t normally represent a great platform for learning and development. In life it’s so important always to try to accentuate the positive – to encourage positive visualisation – so, see the negatives for what they are; silly daft old ways that fail, and focus on the the positives in each of these examples. There are very many. motivation example 1 – ‘everyone is like me’ One of the most common assumptions we make is that the individuals who work for us are motivated by the same factors as us. Perhaps you are motivated by loyalty to the company, enjoying a challenge, proving yourself to others or making money. One great pitfall is to try to motivate others by focusing on what motivates you. Marie, a director in her company, was being coached. She was a perfectionist. Every day she pushed herself to succeed and was rewarded with recognition from her peers. But she was unable to get the same standard of work from her team members. In the first few weeks of her coaching she would say, â€Å"If only people realised how important it was to put in 110% and how good it felt to get the acknowledgment, then they would start to feel more motivated†. But it wasn’t working. Instead people were starting to become resentful towards Marie’s approach. Acknowledgment was a prime motivator for Marie so to help her consider some other options, she was helped to brainstorm what else might motivate people in their work. Marie’s list grew: ‘learning new skills’, ‘accomplishing a goal as part of a team’, ‘creativity’, ‘achieving work-life balance’, ‘financial rewards’ and ‘the adrenaline rush of working to tight deadlines’. Marie began to see that perhaps her team were indeed motivated – it was simply that the team members were motivated in a different ways to her own. If the leader can tap into and support the team members’ own motivations then the leader begins to help people to realise their full potential. motivation example 2 – ‘no-one is like me’ Since the 1980’s, research has shown that although we know that we are motivated by meaningful and satisfying work (which is supported by Herzberg’s timeless theory on the subject, and virtually all sensible research ever since), we assume others are motivated mainly by financial rewards. Chip Heath, associate professor at Stanford University carried out research that found most people believe that others are motivated by ‘extrinsic rewards’, such as pay or job security, rather than ‘intrinsic motivators’, like a desire to learn new skills or to contribute to an organisation. Numerous surveys show that most people are motivated by intrinsic factors, and in this respect we are mostly all the same. Despite this, while many leaders recognise that their own motivation is driven by factors that have nothing to do with money, they make the mistake of assuming that their people are somehow different, and that money is central to their motivation. If leaders assume that their team members only care about their pay packet, or their car, or their monthly bonus, this inevitably produces a faulty and unsustainable motivational approach. Leaders must recognise that people are different only in so far as the different particular ‘intrinsic’ factor(s) which motivate each person, but in so far as we are all motivated by ‘intrinsic’ factors, we are all the same. motivation example 3 – ‘people don’t listen to me’ When some people talk, nearly everyone listens: certain politicians, business leaders, entertainers; people we regard as high achievers. You probably know people a little like this too. You may not agree with what they say, but they have a presence, a tone of voice and a confidence that is unmistakable. Fundamentally these people are great sales-people. They can make an unmitigated disaster sound like an unqualified victory. But do you need to be like this to motivate and lead? Certainly not. Many people make the mistake of thinking that the only people who can lead others to success and achieve true excellence, and are the high-profile, charismatic, ‘alpha-male/female’ types. This is not true. James was a relatively successful salesman but he was never at the top of his team’s league table.  In coaching sessions he would wonder whether he would ever be as good as his more flamboyant and aggressive colleagues. James saw himself as a sensitive person and was concerned that he was too sensitive for the job. James was encouraged to look at how he could use his sensitivity to make more sales and beat his teammates. He reworked his sales pitch and instead of focusing his approach on the product, he based his initial approach on building rapport and asking questions. He made no attempt to ‘sell’. Instead he listened to the challenges facing the people he called and asked them what kind of solution they were looking for. When he had earned their trust and established what they needed he would then describe his product. A character like James is also typically able to establish highly reliable and dependable processes for self-management, and for organising activities and resources, all of which are attributes that are extremely useful and valued in modern business. When he began to work according to his natural strengths, his sales figures went through the roof. Each of us has qualities that can be adapted to a leadership role and/or to achieve great success. Instead of acting the way we think others expect us to, we are more likely to get others behind us and to succeed if we tap in to our natural, authentic style of leadership and making things happen. The leader has a responsibility to facilitate this process. motivation example 4 – ‘some people can’t be motivated’ While it’s true that not everyone has the same motivational triggers, as already shown, the belief that some people cannot be motivated is what can lead to the unedifying ‘pep-talk and sack them’ cycle favoured by many X-Theory managers. Typically managers use conventional methods to inspire their teams, reminding them that they are ‘all in this together’ or that they are ‘working for the greater good’ or that the management has ‘complete faith in you’, but when all this fails to make an impact the manager simply sighs and hands the troublesome employee the termination letter. The reality is that motivating some individuals does involve an investment of time. When his manager left the company, Bob was asked by the site director, Frank, to take over some extra responsibility. As well as administrative work he would be more involved in people management and report directly to Frank. Frank saw this as a promotion for Bob and assumed  that he would be flattered and take to his new role with gusto. Instead Bob did little but complain. He felt he had too much to do, he didn’t trust the new administrator brought in to lighten his workload, and he felt resentful that his extra responsibility hadn’t come with extra pay. Frank was a good manager and told Bob that he simply had to be a little more organised, and that he (Frank) had complete belief in Bob to be able to handle this new challenge. But Bob remained sullen. So Frank took a different approach: He tried to see the situation from Bob’s point of view. Bob enjoyed his social life, but was no longer able to leave the office at 5pm. Bob was dedicated to doing a good job, but was not particularly ambitious, so promotion meant little to him. Bob was also expected to work more closely now with a colleague with whom he clashed. Then Frank looked at how Bob might perceive him as his boss. He realised Bob probably thought Frank’s hands-off management style meant he didn’t care. To Bob it might look as if Frank took no direct interest except when he found fault. Finally, Frank looked at the situation Bob was in to see if there was anything bringing out the worst in him. He realised two weeks of every month were effectively ‘down-time’ for Bob, followed by two weeks where he was overloaded with work. Having set aside his assumptions about Bob and armed with a more complete picture from Bob’s point of view, Frank arranged for the two of them to meet to discuss a way forward. Now the two were able to look at the real situation, and to find a workable way forward. While there is no guarantee that this approach will always work, ‘seeking to understand’, as Stephen Covey’s ‘Seven Habits of Highly Effective People’ puts it, is generally a better first step than ‘seeking to be understood’. It’s easier to help someone when you see things from their point of view. motivation example 5 – ‘but I am listening’ We are always told how valuable listening is as a leadership tool and encouraged to do more of it. So, when we remember, we listen really hard, trying to catch every detail of what is being said and maybe follow up with a question to show that we caught everything. This is certainly important. Checking your email, thinking about last night’s big game and planning your weekend certainly stop you from hearing what is being said. But there is another important aspect to listening and that is: Listening Without  Judgement. Often when an employee tells us why they are lacking motivation we are busy internally making notes about what is wrong with what they are saying. This is pre-judging. It is not listening properly. Really listening properly means shutting off the voice in your head that is already planning your counter-argument, so that you can actually hear, understand and interpret what you are being told. See the principles of empathy. This is not to say that ‘the employee is always right’, but only when you can really understand the other person’s perception of the situation are you be able to help them develop a strategy that works for them. Listening is about understanding how the other person feels – beyond merely the words that they say. motivation example 6 – ‘if they leave I’ve failed’ What happens if, at their meeting, Bob admits to Frank that he doesn’t see his future with that company? What if he says the main reason he is demotivated is that he isn’t really suited to the company culture, and would be happier elsewhere? Has Frank failed? Not necessarily. It’s becoming more widely accepted that the right and sustainable approach is to help individual employees to tap in to their true motivators and understand their core values. Katherine Benziger’s methodologies are rooted in this philosophy: Employees who ‘falsify type’ (ie., behave unnaturally in order to satisfy external rather than internal motives and drivers) are unhappy, stressed, and are unable to sustain good performance. Effort should be focused on helping people to align company goals with individual aspirations. Look at Adam’s Equity Theory to help understand the complexity of personal motivation and goals alignment. Motivation and goals cannot be imposed from outside by a boss – motivation and goals must be determined from within the person, mindful of internal needs, and external opportunities and rewards. Sometimes the person and the company are simply unsuited. In a different culture, industry, role or team that individual would be energised and dedicated, whereas in the present environment the same person doesn’t fit. Sometimes ‘success’ doesn’t look the way we expect it to. A successful outcome for an individual and for a company may be that a demotivated person, having identified what sort of work and environment would suit them better, leaves to find their ideal job elsewhere. You  succeed as a leader by helping and enabling people to reach their potential and to achieve fulfilment. If their needs and abilities could be of far greater value elsewhere, let them go; don’t force them to stay out of loyalty. Helping them identify and find a more fitting role elsewhere not only benefits you and them – it also enables you to find a replacement who is really suited and dedicated to the job. True leaders care about the other person’s interests – not just your own interests and the interests of your organization. motivation example 7 – ‘the same factors that demotivate, motivate’ When asked what brought about lack of motivation at work, the majority of people in research carried out by Herzberg blamed ‘hygiene factors’ such as working conditions, salary and company policy. When asked what motivated them they gave answers such as ‘the sense of achievement’, ‘recognition’, ‘the opportunity to grow and advance’ and ‘greater responsibility’. Herzberg’s findings about human motivation have been tested and proven time and gain. His theory, and others like it, tell us that the factors that demotivate do not necessarily motivate when reversed. The conventional solution to dissatisfaction over pay levels would be to increase pay in the belief that people would then work harder and be more motivated. However, this research shows that whilst increasing wages, improving job security and positive working relationships have a marginal impact, the main factors that characterise extreme satisfaction at work are: achievement, recognition, interesting work, responsibility, advancement and growth. So it follows that leaders who focus on these aspects – people’s true motivational needs and values – are the true leaders. Help people to enrich their work and you will truly motivate. motivation example 8 – ‘people will rise to tough challenges’ Many managers hope to motivate by setting their people challenging targets. They believe that raising the bar higher and higher is what motivates. Tracey was an effective and conscientious account manager. Her boss habitually set her increasingly tough objectives, which Tracey generally achieved. However, in achieving her targets last month Tracey worked several eighteen-hour days, travelled extensively overseas, and had not had a single weekend break. Sometimes Tracey would mention to her boss that the effort was taking its toll on her health and happiness. When Tracey handed in her latest monthly report, her boss said, ‘You see? It’s worth all the hard work. So, don’t complain about it again.’ Her boss’s belief was that Tracey would get a sense of satisfaction from completing an almost impossible workload. He was relying on her sense of duty – which she had in bucket-loads – to get the job done. But this is the KITA style of motivation. It doesn’t really acknowledge a dedication to the job or a sense of pride. Its leverage or ‘motivation’ is simply a lack of choice. Job enlargement is different to Job enhancement. Herzberg’s research shows that improving the ‘meaningfulness’ of a job (see also motivation example 7) has the motivational impact, not simply increasing the amount of pressure or volume of the tasks. Achievement for achievement’s sake is no basis for motivation – a person’s quality of life must benefit too. motivation example 9 – ‘I tried it and it didn’t work’ When you try new things – new motivational ideas, especially which affect relationships and feelings – it is normal for things initially to get a little worse. Change can be a little unsettling at first. But keep the faith. People are naturally sceptical of unconventional motivational approaches. They may wonder why you have suddenly taken such an interest in them. They may feel you are giving them too much responsibility or be concerned that changes in the way they work may lead to job losses. Herzberg’s research is among other evidence, and modern experience, that after an initial drop in performance, people quickly adjust and respond to more progressive management and motivational attitudes. Supporting and coaching people through this stage of early doubt is vital. Encourage and help people to grow and develop, and performance improvement is inevitable. motivation example 10 – ‘this type of motivation takes too much time’ If you’ve absorbed the ideas above, you might wonder where you would find the time to motivate people using these approaches. It is true that this style of leadership, sustainable motivation, commitment and focus is in the beginning more time consuming than ‘KITA’ methods; this is bound to be,  since KITA methods require far less thought. Engaging fully with your staff, understanding their wants, desires and values, getting to know them as individuals and developing strategies that achieve a continuous release of energy is more intensive and takes time to work. But consider the advantages. This investment of time means you will eventually have less to do. Instead of constantly urging your people along and having to solve all the problems yourself, you’ll be the leader of a group performing at a higher level of ability and productivity, giving you the chance to step back from fire-fighting and to consider the bigger picture. Herzberg was not alone in identifying that leaders need invest in the development of their teams, and also of their own successors. See leadership theories. Douglas McGregor’s X-Y Theory is central too. So is Maslow’s Hierarchy of Needs, from the individual growth perspective. And see also Bruce Tuckman’s ‘Forming, Storming, Norming, Performing’ model. All of these renowned theories clearly demonstrate the need for teams, and the individuals within them, to be positively led and developed. Your responsibility as leader is to develop your team so that it can take on more and more of your own responsibility. A mature team should be virtully self-managing, leaving you free to concentrate on all the job-enhancing strategic aspects that you yourself need in order to keep motivated and developing. The technical content of this article was provided by UK-based expert in organizational development Blaire Palmer, which is gratefully acknowledged. Name:- Sunil Kumar Sharma EXECUTIVE SUMMARY This project is an attempt to give knowledge about Motivational technique of Tata steel company on their employees. It aims to make its reader well versed with each and every aspect of Kingfisher Airlines. It throws light on the following:- 1. In 1st Chapter you will find the objective of doing the project on Tata Steel 2. In 2nd Chapter of this report, you will find that the research methodology of the report is mentioned. 3. In 3rd chapter you will find an  overview of Tata Steel, in which you will find it’s the history of Tata Steel, current destination, departments, motivational technique, steps dose HR manager takes to manage employee of organization. In it you will also find about the Events, Awards, about the Management Team. 4. In 4th Chapter you will find conclusion and suggestion on the project on Motivational Technique of Tata Steel 5. In 5th Chapter you will find some of the limitations of project being face by me. 6. In 6th Chapter you will find the various sources I referred for gathering information. This project is overall an attempt to make you aware or to cover every possible aspect of Tata Steel in Delhi. OBJECTIVE 1. To understand the importance of employee motivation in Tata Steel 2. To analyze the monetary method of motivating employee 3. To analyze the non-monetary method of motivating employee 4. To understand the difficulties/challenges found in caring out the strategies 5. Finally, to recommend how Tata Steel can improve its motivational strategies LIMITATION 1. The data could be gathered from secondary source thus any error in the information would have also got replicated in this report 2. Time constraint was the major limitation faced by the researcher 3. Another problem was knowledge constraint and this report was an attempt to gather as much of relevant data as possible 4. Another constraint was the lack of information regarding proper route map by the organization due to which it could not be included in the project report 5. Difficult to meet right people at Tata Steel for project concern 6. Very expensive CONCLUSION AND SUGESTION After doing a study of this project representing on Motivation technique of leading company Tata Steel, I have come to a conclusion that Tata Steel is one of the largest and most widespread of the manufacturing company and well planned in motivational tools, Tata Steel have adopted various technique for all different level of management In all Tata Steel Organization, new approaches to motivation are being used. In many territories, the strategies  are manual but, as automated methods become more pervasive, those mechanisms that support its use will assume greater popularity Whatever the strategies selected for use, the objective is to motivate employees and make him more qualified, committed individuals into the organizations and ensure that the provision of Tata Steel to the their employee is timely and effective, that the goods are of consistent high quality and that the organizations achieve the objectives for which they have been established Tata Steel also manage their Monetary and non monetary methods of motivation system between all level of management according to their preference RECOMMENDATION 1. From the above research on motivational technique of Tata Steel they should be categorized their employee according to their motivational methods and make a research on it that which employee wants monetary method of motivation and which employee prefer non monetary method of motivational technique 2. Most probably all employee should be motivated by both method somehow that create a balance between employees thinking 3. There are many levels of management in Tata Steel organization I prefer him to take care of separate department 4. Tata Steel needs to undertake aggressive motivational technique at a time of emergency 5. New approaches should be identified and rewarded so that it serves as example for others Motivation Techniques at Microsoft Motivation Techniques at Microsoft With more than 4,000 of its 27,000 employees already millionaires, Microsoft faces the challenge of figuring out how to motivating its employees though means other than pay raises. While this problem is not unique to Microsoft, the circumstances under which this problem evolved however, are. As a company that must caters to the needs of the ‘professional’ worker, Microsoft’s motivational strategy should center around recognition of individual employee achievements, the work itself, responsibility, growth, and other characteristics that people find intrinsically rewarding. By simple virtue of its position as a high-tech company – where highly trained, highly skilled ‘professional’ workers account for the vast majority of its  employees – under normal circumstances money factors would play only limited role in actually motivating employees. As a company composed of ‘paper millionaires,’ Microsoft is in a unique position – while many Microsoft employees may be labeled ‘professional’ employees, the company’s financial position will play a special interest to many of its employees. As Microsoft stock-holders, the average Microsoft millionaire (the so called paper millionaire’) has a vested interest in helping the company succeed and advance its financial position. This is true because the stockholder will directly correlate the amount of money they earn with the perceived worth to the organization. Driven by the idea that their financial success or failures are directly related to the performance (as well as public image) of the company, these employees will work with great vigor to maintain the success of their company. Until their financial position no longer depends on the company’s stock performance – that is, until theses employees sell their stock and secure their fortunes – the Microsoft millionaires will likely view themselves as masters of their own destiny. Hard work, they are likely to reason, will translate into better company performance which in turn, will translate into steady (if not increasing) stock performance. Clearly, money plays an important role in motivating job performance. But as mentioned earlier, money has its limitations as a motivator, especially in the world of the ‘professional’ worker. In the work of management theorist Frederick Herzberg, a fair salary is considered a â€Å"hygiene† factor – something people need as an incentive to do the jobs they are hired to do. Hygiene factors include adequate workspace, light and heat, and the necessary tools such as a computer or telephone. Without any of these items, employees will be demotivated and unable to do their jobs. Having all of these items, however, will enable employees to do their jobs but will do nothing to help them do the best job possible. Getting people to do their best work is more a function of what Herzberg call â€Å"motivators.† These include praise and recognition, challenging work, and growth and development opportunities. As ‘professional’ workers Microsoft’s employees have, for the most part, meet their hygienic needs. Microsoft employees are largely skilled workers who derive satisfaction from their work itself. Such workers possess a strong sense of commitment to not only their field of expertise but also to their employer as well. As such, Microsoft’s employees will want to identify with the success of their profession and their organization. Since professionals often enjoy the challenge of problem solving, some of the rewards of their job will likely come from the work itself. This implies that managers should provide professionals with new assignments and challenging projects. Managers should give the professional autonomy to follow their interests and allow them to structure their work in ways they find productive. Professionals should be rewarded with recognition and educational opportunities that allow them to keep current in their fields. Recognition boosts employees’ esteem and performance. Recognition, on the other hand, is what you do above and beyond what people are paid to get the best effort from employees. Compensation is a right, but recognition, however, is a gift which validates the importance of their work.