Motivation Project Essay

The drive to achieve goals is being motivated. Motivational theories are the processes to reach those goals. Being a new student in Caitlin’s situation is difficult. Catlin seems like she could be doing better. She isn’t pushing herself to her fullest. She lacks the desire to. Caitlin lacks a few of the things required for self-actualization; per her situation she is in she lacks a lot of motivation. She needs to find something worth achieving the grade for. She hasn’t achieved all the spots on Maslow’s hierarchy of needs; achievement motivation and neither intrinsic nor extrinsic motivation apply. Caitlin seems to have only hit a few points on Maslow’s hierarchy of needs chart. She lacks self-actualization, esteem and love/belonging. She doesn’t seem to know herself. She seems to be distracted given her situation. Physiological and safety she appears to have. She has to have physiological and safety she seems to have achieved. She lacks three out of five levels on the hierarchy of needs given her current situation. She lacks achievement motivation. There is nothing motivating her to achieve her goals in her world history class. Her life situation has her down regarding everything It is causing her to be distracted and she doesn’t have a way to be motivated to achieve her goals. She isn’t intrinsic motivated because she doesn’t seem to realize that there is a reason to achieve better than a c. She also doesn’t have extrinsic motivation because she is living a rough life. She doesn’t feel like she can achieve anything better. There is nothing either outside or inside of her that could push her to do better at his moment. I would say try and help her. Caitlin needs a friend. She is living in the next to impossible situation no that no one going to school wants to live. She is a new student and her parents are divorced. Her world has exploded for the average school age girl. She needs to know that she can trust you as her teacher. She needs to feel that you’re there and willing to help her with her both outside and inside academic issues. If she knows you’re willing to help with both then maybe she’ll better motivated to achieve higher grades. She needs a friend. Everybody needs to know they can trust their teacher. A healthy learning environment is the best thing that could be created for children.

Sins of the Marketplace

The sin of Dalton Is the sin of selling you more than you really want to buy. The electronic stores are the worst sinners of the marketplace. They induce you into buying add-ions, such as expansive power-bars or cables, and extended warranty. Most of the times you don't need them or could have bought less expensive items that have the same quality. The sin of addition Is a commonly used tactic called: â€Å"packing the deal† and It's where the profit is made.The sin of omission: The sin of omission could be committed when you sign an Insurance policy. A vendor, who has reason to know or suspect adverse prior medical history for you, does not tell you the details that will disqualify you from getting compensation. To close the deal and make money, companies only look at your ability to pay. This tactic Is called: â€Å"Post Claim underwriting†. They will Walt until you file a claim before spending money to confirm that the fine prints have disqualified you.The sin of cre ation: The sin of creation is committed when a company creates a need that induces you to buy a product you would never have thought you would need. The best example to Illustrate this Is the need for antibacterial soap. Impasses have made us believe that regular soap does not kill germs as well as antibacterial soap. Well, tests done in laboratories have proven that this belief is wrong and even that it can harm us because It can weaken our natural defenses.The sin of salvation: When a company says that, if you buy its product, you will be cured of whatever condition you might suffer from, you are witnessing the sin of salvation. So beware, they will try to get at you through: persuasive testimonials, * sketchy scientists * and paranoid peddlers who will pretend that doctors don't prescribe this product cause they are afraid of losing their lucrative business Conclusion: As a conclusion, use your common sense, do a lot of research and read the fine prints before signing any contrac t Doing this, you'll avoid failing for one of the marketplace's sins.For businesses will always try to reach into your pocket by using addition, omission, creation, salvation, assurance, persuasion and deception. Questions: -What is for you the biggest sin of the marketplace? -Have you ever been victim of any of these? * Do you think that, as consumers, we have a responsibility in the fact that businesses are using these practices?

Legalization of Marijuana Analysis Report

Legalization of Medical Marijuana A proposal to the public Marijuana was first used in 2737 B. C for medical purposes by the Chinese for things like rheumatism, gout, and malaria. Though it was also used recreationally by ancient cultures, it was known more for its medicinal purposes. In 1545 the Spanish brought marijuana to the New World. In 1611 the English introduced marijuana in Jamestown, where it soon became a major cash crop alongside tobacco and was grown as a source of fiber. It was in the 1860’s that marijuana started to become regulated and restricted.Today there are 17 states in the U. S and Washington D. C, home to a number of our Country’s political leaders; that allow the use and sale of medical marijuana, with some restrictions of course. They include: Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Maine, Michigan, Montana, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, Washington, and Washington D. C. Medical marij uana could be a key to the nation’s deficit by creating a tax on the plant, that every U.S president has admitted to trying at least once with the exception of a handful, and already seems to be providing people with medical benefits throughout the nation. The purpose of this proposal is to make the public more aware of the issue with medical marijuana and the benefits it could possibly have to our society and state. Should marijuana be legal? Could Mississippi benefit from medical marijuana? There are stories all over the web of how people have benefited through the use of marijuana medically.Making marijuana legal for medical use in the state of Mississippi could create jobs, create revenue for the state, and help people in the process who suffer from medical disorders and diseases. I will conduct my research by giving a survey to a wide range of participants. I hope to gather my information for prospective questions through research that will relate or pertain to the issue of medical marijuana. I plan on doing a survey that will have anywhere from 10 to 15 questions. This survey, I hope, will shed some light on the opinions that people have about medical marijuana in Mississippi. Legalization of Marijuana Analysis Report Legalization of Medical Marijuana A proposal to the public Marijuana was first used in 2737 B. C for medical purposes by the Chinese for things like rheumatism, gout, and malaria. Though it was also used recreationally by ancient cultures, it was known more for its medicinal purposes. In 1545 the Spanish brought marijuana to the New World. In 1611 the English introduced marijuana in Jamestown, where it soon became a major cash crop alongside tobacco and was grown as a source of fiber. It was in the 1860’s that marijuana started to become regulated and restricted.Today there are 17 states in the U. S and Washington D. C, home to a number of our Country’s political leaders; that allow the use and sale of medical marijuana, with some restrictions of course. They include: Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Maine, Michigan, Montana, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Vermont, Washington, and Washington D. C. Medical marij uana could be a key to the nation’s deficit by creating a tax on the plant, that every U.S president has admitted to trying at least once with the exception of a handful, and already seems to be providing people with medical benefits throughout the nation. The purpose of this proposal is to make the public more aware of the issue with medical marijuana and the benefits it could possibly have to our society and state. Should marijuana be legal? Could Mississippi benefit from medical marijuana? There are stories all over the web of how people have benefited through the use of marijuana medically.Making marijuana legal for medical use in the state of Mississippi could create jobs, create revenue for the state, and help people in the process who suffer from medical disorders and diseases. I will conduct my research by giving a survey to a wide range of participants. I hope to gather my information for prospective questions through research that will relate or pertain to the issue of medical marijuana. I plan on doing a survey that will have anywhere from 10 to 15 questions. This survey, I hope, will shed some light on the opinions that people have about medical marijuana in Mississippi.

Development of a measurement model for balance management Research Paper

Development of a measurement model for balance management - Research Paper Example They play an imperative role in motivating the goals of a development-oriented nation (Aaker 2001, p. 56). Additionally, there should be an integration of the tools through critical assessment of both qualitative and quantitative parameters as observed below. There are lots of fundamental links of culture, leadership and strategy in regards to the development of measurement. In other words, the aforementioned tools of development have direct ramifications on the aspects of balanced management especially in spurring the expansion of the economy. For instance, culture is an imperative objective when drafting plans for development oriented projects because it has a direct influence on people (Niven 2005, p. 124). On that account, a balanced scorecard is performance management tool of strategy that is in the form of a report. It is a semi-structured with support derived from design methods and other automation tools. For that matter, it functions in the tracking of duties and activities by workers to enable managers have a control in the actions of the organization. In other words, there is also a link on the context of personal refinement on the areas of education, lifestyle, ideals and national aspirations for future improvement. Therefore, this management tool has been key especially in the annual survey of performance-oriented firms such as Bain & Companies. Therefore, in terms of impacting on the development of the organization, it is crucial to note a few observations. For instance, a balanced scorecard inculcates the mixture of differing presentations that are both non-financial and financial. It has a direct correlation with development in the context of reforming the minds of the employees in balancing their income sheets. This suggests that factors such as traditional material culture of a society come in handy when defining the goals of development and the measurement success (Jacobson & Shepard 2008, p.156). Additionally, there are also other elements o f intangibles such as customs, language, dress code and even acquisition of technology that impacts directly on the balance scorecard on the management of a country. In contrast, culture also influences the strategies of development when stipulating the goals of a community through its leadership. In other words, there is a variable uniformity in the context of informational data imparted upon firms in influencing leading inputs such as physical and human processes. On the other hand, there is also the factor of culture gap strategy that entails a policy approach that affects development in several ways. For example, culture gap strategy plays a key role in affecting the operations of development measurement in the context of finding alternative solutions. Additionally, it brings harmony between the sociological context of the corporate firms and the concern of attaining the goal of a balance management. In other words, it is a grand folly in integrating the culture gap strategy in a society and its leadership in relation to the strategies stipulated. On that case, there is also an imperative need to evaluate the issues of development choices such as the GDP of a work group and inter-generational conflicts that affect the economy (MacKinnon 2012, p. 209). This suggests that cultural change should compliment with the development strategies set by the given leadership of the management in focusing for the future. Alternatively, cultural strategic gaps of development must also take into

Case study accounting Essay Example | Topics and Well Written Essays - 1000 words

Case study accounting - Essay Example suitable methods for maintaining an efficient accounting system for better and accurate costing, financial and operating information, she has presented comprehensive accounting and non-accounting information regarding the business operations. The following is a brief analysis of the business information provided by Wadhha. Wadhha started the boatyard business with a small amount of her savings forming her initial investment into the business. This had a dual effect i.e., on one side it increased the company’s assets being cash while on the other aspect it increased the capital invested into the company. In her quest to get on doing some business, she purchased a running boatyard business at a fair negotiable price. This entitled her the benefits of acquiring an old business and saving her the hassle of forming and establishing an entirely new business. The need for additional funds to finance the business was met by borrowing funds from a friend. It further had double effects i.e., on one side it increased the company’s assets being cash and on the other side, it increased the company’s liabilities. The wharf and store were also of attraction to the customers who were mostly the holiday makers for boating purposes and the company made the most of this attraction by offering fishing tackle, sporting goods and other refreshments. The most of the expenses incurred by company would be on the maintenance of the land, building, store, petrol and diesel pumps, work shed etc, the labour wages expenses, any interest on the borrowings etc. The company possesses great future prospects if the assets are utilised efficiently and effectively towards the generation and maximisation of revenues, so that the expenses could easily be met and the liabilities be paid off on time. The Wadhha’s boatyard owns all the fixed assets needed to run the company, however not much information is provided regarding the current assets of the company most importantly, cash. Wadhha

The Flight from Conversation by Sherry Turkle Essay

The Flight from Conversation by Sherry Turkle - Essay Example The researcher states that Sherry Turkle says that people assume the constant connection to digital devices is similar to having a real conversation but this is not the case. In her analyses, she feels that people have forgotten the value of face-to-face communication to grow as individuals. This creates a sense of loneliness even if one is connected to many people through technology; hence, it remains a lonely situation because there is no deep connection and trust built through online contacts. I partially agree with Turkle’s opinion because the constant use of technology has reduced the need for face-to-face conversations. Turkles argues that technology today has engulfed every part of people’s lives and face-to-face relations are already forgotten. It is clear that at home, at work, among friends, and anywhere people are the habit of â€Å"alone together† is more appreciated. This means that people do not meet with each other but connect through mobile phones and other digital devices only a scenario where people are with each other and elsewhere at the same time connected through technology. Turkle asserts that the young people are especially engulfed with technology without taking time to relate through oral conversations. Nevertheless, they are not the only ones, as Turkle claims that even business people, mothers at home, and even children we are all consumed with technology â€Å"each of us is in our own bubble†. Turkle believes that this behavior is rampant because people like to be in control, just pay attention to only what they want, and manage the communication. She argues that face to face communication develops slowly, requires patient, and one is not in control, even in instances when it becomes boring, therefore, many try to avoid it. People assume that in the real world nobody listens, while technology like social media connects a person to many others. In this way, people feel they will be heard, focus on what the y want, and do have to be lonely. Turkle posits that this technology separates people instead of uniting them and therefore, it is important to start listening to one another. Critical Evaluation I largely agree with Turkle that technology has engulfed the society and has changed how people communicate since it is common to see people with cell phones all the time while eating, reading, and in social events. It is true that technology separates people because by being engaged with the technological devices such as phones or computers all the time implies that one has less time connecting with people in the real world. The mode of communication a decade ago is extremely different from modern times considering that chatting and emailing especially on social media is a common norm for many people whether in workplaces, in school, or even at home. Young people are especially vulnerable to technology since they have grown in an era where technology is everywhere, and to make it worse sti ll many of these kids search for homework material or assignments from the internet and not in books. Group discussions are less common today in school than it was years ago because many would rather be on their iPads. Personally, being one of the users of technology in many aspects of my life, I always carry my cell phone everywhere I go to ensure that I do not miss a call, tweet or a text from friends. Having a cell phone is a usual habit for many people since it is easy to use, convenient, and above all, it is always available when needed.

Women in the French Revolution Essay Example | Topics and Well Written Essays - 1250 words

Women in the French Revolution - Essay Example The French Revolution is commonly considered in the light of governmental changes and democracy; however another important aspect of this war was the women and the way that their rights were affected. There has been significant interest in the role of women during this time, particularly women writers who attempted to promote their opinions and desires through writing. Although women played a significant role in the French Revolution of 1789, this contribution was neither acknowledged nor rewarded. Instead, the concerns of women were relegated to the sidelines, and those that attempted to express or desire their own rights were suppressed1. Although the French Revolution brought about change for the country and resulted in the creation of a constitution, and a declaration detailing the rights of men, it was until 1944 that females were legally considered to be French citizens. Consequently, while the political environment of France was focused on the social change occurred as a resul t of the revolution, females were fighting for their rights, and striving for their voices to be heard2. The changing roles of women The French Revolution spurred many ideas about the role of women and significant debate about the way that women should be treated in society. Although many of these concepts were not new, but had been debated in the previous century, the change that accompanied the French Revolution increased passion and urgency in these ideas and brought them to the forefront3. The dominant culture in France prior to the Revolution as well as after it, considered females to be important in the domestic arena, and that it was not right for them to be involved in any public sphere4. However, the 17th century was the beginning of women gaining knowledge and seeking education for themselves. Women began to engage in discussion about subjects that had previously been beyond their reach, such as politics, science, literature and philosophy5. Because of this, women were beg inning to form strong opinions of their own, and were gaining the strength to speak out against their male counterparts and against those in authority. A number of women played a significant political role during the French Revolution, despite the expectations of their society, which felt that females should be passive in terms of political expression6. All-female clubs In 1791, mid-way through the French Revolution, Etta Palm d’Aelders was responsible for the creation of the first club that was exclusively for females, known as the Society of Friends of the Truth7. Another club was formed in 1973 named the Society for Republican Revolutionary Women, which was created by Pauline Leon and Claire Lacombe. This club was strongly focused on the Revolution, and females who joined swore an oath of loyalty to the Republic and to the society. One argument that the co-founders of the society made was that women should have the right to bear arms and to govern. Less than five months af ter the society was first created a law was passed outlawing all women’s clubs8. Feminist movement During the French Revolution, the approaches that women took to their rights were significantly different, and can be broadly grouped into three categories. The first were theorists, such as Gouges, who focused on writing and on promoting the rights of women in general. The second group were female militants who believed that women should be heavily involved in fighting, and imagined armies of women battling against the enemies of the republic. The final group were

Was Winston Churchill the greatest leader in the 20th century Essay

Was Winston Churchill the greatest leader in the 20th century - Essay Example The paper would examine Churchill’s broad vision and lofty ideologies pertaining to his administration, his political clout as a leader and the manner in which he faced and handled the different problems that stood in his path. It would also form an analysis of how effective his leadership was and the impact it created on the country’s progress. In this context, the paper would also attempt to discuss the varied attributes of Sir Winston Churchill, highlighting his exemplary personality and the strategic and inspiring decisions he had to make as the leader of his country and validate and conclude whether this fact of being one of the greatest leaders of the 20th century was true or false. Winston Leonard Spencer Churchill was born in the United Kingdom on 30th Nov. 1874 to Lord Randolph Churchill from the UK and Lady Randolph who was an American. Sir Winston Leonard Spencer Churchill, lived with his family at Blenheim Palace in Oxfordshire, and after a long stint with journalism ‘started his career as an army officer in the British Army’ (Source 5, 2002, p.162) and thereafter engaged himself in politics because he was fired with a keen desire to serve his country with great passion and vigor. Life in the early years was not a bed of roses for him, because he was a difficult kid to manage at school where he often got punished for misbehavior. But nevertheless, he showed a very keen interest in subjects such as poetry, history and writing English essays than learning Latin, Greek or Math and never relished the company of his friends. After his High School he completed his graduation at the age 18 at Royal Military Academy at Sandhurst in Buckinghamshire. After two years that is at age 20, when his life turned more exciting, he started to achieve many things (Source 2, 1952, p.38). His achievements can be classified into four periods namely;

Debate .. Football industry Assignment Example | Topics and Well Written Essays - 2000 words

Debate .. Football industry - Assignment Example Therefore, the paper will seek to emphasize what the football industry is worth and the factors that have made to be considered as getting out of control. It will also look at some of the measures that have been put in place to reduce hooliganism in the football industry. According to Batile et al (2014), the football industry is a profitable global sport that attracts revenue amounting to an excess of 5.4 billion Euros every year. Match day, commercial and broadcasting revenues are the major sources of income that most football clubs use to collect revenues on a day to day basis. Match day revenues are derived mainly from gate receipts paid by fans and spectators, memberships and season tickets. On the other hand, broadcasting revenues accrue from international and domestic competitions such as UEFA while commercial revenues are mostly gotten from merchandising and sponsorships. This means that in the process of determining profitable clubs, all these sources of revenue are accounted for. Based on these revenue models, Real Madrid has been rated the most profitable club in the world today for the ninth consecutive time (Mughal, 2014). It has total revenue of 518.9 million Euros, with match day collections of 119, commercial 183.3 while commercial ha ving revenues totaling to 211.6 million Euros. Moreover, by analyzing the revenue generated by other top clubs in the football industry such as FC Barcelona, Manchester United, Bayern Munich and arsenal, a clear picture of what the football industry is worth can be ascertained. FC Barcelona comes in second with total revenue amounting to 413.6 million sterling pounds. Broadcasting revenues accrued from domestic and international competitions were valued at 188.2 million Euros while commercial income totals to 176.8 million Euros (Mughal, 2014). Manchester United is

Sociology of Gender-sexual assault, abuse and crime Essay

Sociology of Gender-sexual assault, abuse and crime - Essay Example There are actual websites that suggest that if a woman says "no" she really does not mean it. According to the FBI "the rate of forcible rapes in 2007 was estimated at 59.1 offenses per 100,000 female inhabitants" (U.S. Department of Justice, 2008, p. 2). The FBI defines "forcible rape" as forcing a woman to have sex against her will. The greatest challenge for rape victims is that police do not always believe that this has happened to them. According to Fazlollah (2008) there is a growing body of evidence that suggests that police departments ignore rape because "women often lie." (par. 1). The evidence shows that many police departments " fail to report rapes, miscategorize and disguise them and manipulate statistics in order to simplify their work or bolster their departments or their cities images. Often, police believe that alleged victims are lying and categorize reports as unfounded." (par. 5). This has created more problems in women reporting the crime because when they are n ot believed it takes a very long time for an individual to come to trial and/or to be convicted of the crime. In these cases most of the precincts that are adopting this stance continue to be dominated by men. There are many theories about rape and most of them deal specifically with "why" someone commits the crime. For most feminists, rape is more about power than it is about sex. According to Ellis (1989) the feminist view involves a mans decision to "behave towards women in a possessive, dominating, and demeaning manner" (p. 11). Thornhill and Palmer (2000) have taken issue with the feminist viewpoint and devoted work to developing a different sociological theory. In their research they believe that rape is about sex because men are sexual creatures. Also they state these facts: Because of these issues Thronhill and Palmer suggest that rape is a " a natural, biological phenomenon that is a product of the human evolutionary heritage." (p. 2). They show evidence

The Impact of an Exercise Tax on Demand, Supply, Price, and Quantity Essay

The Impact of an Exercise Tax on Demand, Supply, Price, and Quantity - Essay Example There are several factors that affect the price elasticity of demands. One of these factors is the level of prices. Expensive goods such as cars have a high elasticity of demand as a result of the sensitivity to price changes. On the other hand, the price elasticity of demand for inexpensive good such as matchboxes rarely changes the demand by a significant amount. Another factor that affects the price elasticity of demand is the income level. The elasticity of demand for any product is less in groups with higher income levels as compared to the low-income levels. This is as a result of the fact that the impact of prices changes is bigger to the poor people than the rich (Varian 320). The availability of a close substitute is another factor that affects the elasticity of demand. Demand for a product with many substitutes, for example, Pepsi is more elastic as compared to that with a few or no close substitutes such as salt. Lastly, the nature of a commodity is another factor that affects the price elasticity of demand. Necessity goods such as vegetables have inelastic demand while comfort goods such as refrigerators have elastic demand. Luxurious commodities such as cars have more elastic demand than comfort goods (Varian 323). For a consumer to maximize utility he must be at the consumer equilibrium condition. Economists express this condition by equating all of the marginal utilities per dollar that the consumer spends in buying a certain commodity. As seen from the above calculation, there is no single equation where the marginal utility per dollar is at equilibrium hence there is no combination where the consumer has the option of maximizing the utility.  

One Machine in Cement Production Industry Essay Example for Free

One Machine in Cement Production Industry Essay The cement packing machine is mainly used for packing cement in bags, or other fluit powdery materials bagging work. Except manual sidekick, baggs cant fall off unless the bulking load reach centain amount. The machine can stop immediately when bag happens to fall of suddenly. It can charge load without compressing air, which reduces the packer damadge caused by damaged pneumatic components. Most of the cement packer is divided into fixed and rotary. The work of running processes 1). Start the operation steps: The circular telegram starts the belt fastener start the packer start the feeding engine to insert the bag to fill installs measurement fall the bag . 2). Engine off step: Closes the feeding engine emptying the cement in the packer switch off the total power source . Entire operation and routine maintenance When the operation appears failure ,emergency stopping maintenance , cutting off power supply, , listing alerts or the specialist care. 6). Packer of grounding protection wants safely reliable,and regularly test ground resistance . 7). When the belt suddenly stop , they should immediately cut off the cement packer rotary power to scratch-resistant package

Organizational Structure And Specialisation

Organizational Structure And Specialisation In organizational structure we arrange people into groups and different departments. Organizational structure provides the pathway for the system of coverage that drives a business, dividing it into areas or departments that are responsible for certain aspects of the organizations purpose. An organization divides jobs among employees to achieve their goals more efficiently. There are different key factors which will help us to create an organization structure .we will discuss them below Work specialization: When an individual perform certain job several time on daily bases, that individual get habitual to that specific task and become experienced by doing that task again and again, this is called as work specialization. Advantages: Through work specialization level of efficiency increases in employees. Disadvantages: Employees can become bore by doing same task again and again. Lack of interest might increase by doing same task again and again. Departmentalization: Departmentalization is the combination of four departments operating department, marketing department, HRM department and finance department. This is the process of performing different tasks, advertising products, managing resources (hiring employees, machinery etc) for different tasks and providing budgets for performing different of different departments. Functional departmentalization Product departmentalization Geographic departmentalization Process departmentalization Customer departmentalization Functional departmentalization: In functional departmentalization peoples are grouped together according to the work they specialize. Groups of people then perform similar tasks and uses similar materials. Groups are then further divided into sub departments. Advantages: Efficiency of employees increases by doing same work again and again. Hiring/firing and training of employees gets easier. Each department will be responsible for their tasks. Disadvantages: In this structure communication, coordination is poor and accountability becomes difficult in this structure. http://static.flatworldknowledge.com/sites/all/files/imagecache/book/27984/fwk-collins-fig06_008.jpg (htt) (Figure showing functional departmentalization) Product departmentalization: In product departmentalization work is grouped on the basis of manufactured goods they produce. Example Nestle corporation uses product departmentalization technique for their wide range of products. Nestle produces different products like Nestle food, Nestle Beverages, Nestle Baby care products etc is controlled by executives who have full responsibility for their products. http://www.emeraldinsight.com/content_images/fig/3300080301004.png (htt1) (Figure showing product departmentalization) Geographic departmentalization: In this type of structure departmentalization occurs on the basis of region, area. Example Standard Chartered Bank has their branches almost in every city of Pakistan. Like head department of Standard Chartered Bank is in Karachi and their branches are spread over all other cities of Pakistan. Advantages: Services can be easily available for employees. Employees satisfaction increases by providing them services in every city. Service of one department in one city can be different from another department in another city. This might create some problems. Duplication of resources by having lots of managers and staff. Lack of communication with head office is the disadvantages. Process departmentalization: In process departmentalization department are organize to perform particular job. The members of staff are grouped together to concentrate on specific job. In process departmentalization specialization increases because worker has to focus on single task. Example: Making Passport, ID Card etc. Chain of command: A chain of command set up the line of authority within the organization. It helps employee that to whom they will be responsible. Its starting with the board of directors and extended down through the various level in hierarchy to the point where basic function of the organization carried out. Centralization: Centralization is a procedure where top managers take decision; in centralization authority and power remain with high-class managers. Lower level employee are not considerable that much important. Decentralization: Decentralization is the reciprocal of centralization. Here planning and decision-making are distributed among employees. Decentralization has several benefits compare to centralization Employees get motivated by involving them in decision making Decision making get faster. coordination improve through organization Matrix structure: Matrix structure is combination of several different designs want to combine their benefits and avoid there drawbacks. Employees have to responsible for two bases. Organizational Culture: Definition: A specific system of running, controlling which represents and distinguishes an organization from another organization OR Physical image of an organization that is values, understanding, attitude, norms of an organization Characteristics of organization culture: Organizational culture plays major role in the development of an organization. Its gives distinct value to organization, it smoothen path for innovation and risk taking, it provides stability to organization. Some more characteristics of organization structure are explained below. Dominant value: As the name indicates dominant values are specific qualities of a person or an organization. Major values of an organization or person are called as dominant value. Rules: Complete framework of an organization for new coming employees and to the existing employees. All employees must obey all the rules and regulations of an organization. Example, what time to come, when to leave, what to do and what not do etc. Organization climate: Is physical layout of an organization that is how the building of an organization, is it well decorated, how are employees of organization, their dress their attitude toward clients etc? Example: Standard Charted Bank. When we go there we will notice that building would be nicely decorated, all the employees will have proper uniform etc which is the physical representation of Standard Chartered Bank Philosophy: As we know for an organization costumers are king because without costumer organization cannot run. Philosophy is the main characteristic of an organization culture because here we emphasis on how to treat customers and how to behave costumers. Team orientation: Team orientation is another salient characteristic of organizational culture. Individuals or groups of individuals are grouped together to perform different activities of an organization. Innovation and risk taking: Working on new thing is called as innovation, no doubt innovation is quite risky but it can be very helpful for an organization. https://static.flatworldknowledge.com/sites/all/files/imagecache/book/30774/fwk-carpenter-fig08_005.jpg (htt2) Example viewing organization culture: Mobilink GSM: culture of Mobilink GSM is to totally satisfy customer and shareholders wants, their dominant values include business brilliance, confidence honesty value for public, corporate social responsibility. Sub Culture: Sub culture is basically a culture with in a culture, like every organization has its specific culture then in organization every department has its own culture that is style of operating controlling of marketing department is different than finance department and similarly culture of HR department is different that marketing department. Developing Organizational Culture: While developing a culture there are some factors which affect organizational culture at a great, of which some are explained below. Economic conditions: Economic conditions has great affect on organization culture because if the time for an organization is prosperous so definitely organizations will be looking for innovations, new ideas etc but on the other hand if time is not prosperous, there are inflations for an organizations so no doubt organization will face a lot of problems. Formation: Formation or structure means how are tasks ordered. In flexible structured organization employees are motivated by giving them rewards etc. Employees are given good working condition. On the other hand if the structure of organization is stressful so definitely employees will be demotivated this will decrease their interest level of work. Leadership style: Leader must implement such rule and regulations which are both convenient for employees to follow as well as profitable for organization. It is up to the leader how he controls an organization. Changing Culture: Changing organizational culture is huge tough task according to expert it takes 8 years for an organization to change their culture as a whole, but mostly organizations alter their negative culture. Change in culture can be made by changing mission and vision of an organization etc. Some factors which are playing great role in changing organization culture are described below. Mission and Vision: In order to change organizational culture changes must be made in the mission and vision statement of organization. As mission and vision is communication purpose to stakeholders, mission and vision for an organization should be wisely selected. Alteration from top to down: While changing organizational culture it is important that whatever changes are made by an organization it should be followed by top level managers as well lower level managers and employees because it is obvious if top managers are implementing new rule and they them self not following rule changing of culture might not be possible. Physical sign of culture: New culture must be physically visible that is style of working, dress of employees and attitude toward stakeholders etc must match the changed culture. Leadership: Leader provides motion for cultural alteration. It is the leader who will guide about new alteration of culture plus leader is one who will implement new culture. Importance of culture: Culture affects over all activities of an organization. It is the culture which represents organizations that how they perform their different tasks. Culture plays lively role in the motivation of employees and culture of an organization is the communication purpose to other stakeholders like customers, competitors etc. Some of the salient points of culture are explained below. Motivation: Culture of an organization helps in the motivation of employees because if the culture of an organization is flexible employees will be encouraged they will be interested in organization, similarly if the culture of an organization is not fulfilling employees demand definitely it will have bad impact on success of an organization. Image of an organization: It is culture which gives an organization a distinctive image. Culture represents an organization that is how is does an organization perform their activities how are there attitude toward customers, employees and other stakeholders. Communication: As discussed above culture plays great role in communication to customers and other stakeholders. Working style, building style and their attitudes attracts customers. Flexibility: Culture provides flexibility in an organization by giving value to customers and having friendly working condition for employees and managers etc. Kinds of culture: There are different types of culture, which are expressed below. Power culture Role culture Task culture Person culture Task for P2: Relationship between organization structure and culture: Organizational structure is the mechanism by which efforts and works are coordinated with supervision to produce the results that are hoped from organizational culture. One of the most important features in relationship between organizational structure and culture is that it gives clear picture to the employees about their limitations and responsibilities and so not to concern about the issues that are beyond their scope of expectation this will help employees to work more efficiently. An effective coalition between organization structure and culture gets people closer to achieve organizational end goals more efficiently. Affect of structure on organization: Structure has a great affect on the performance of organization. If the structure of an organization is flexible the employees of that organization will be motivated and they will perform their task willingly. Structure of an organization helps in maintaining communication and stresses on coordination. Mainly there are two kinds of structures which are given below. Tall structure. An organization which have tall structure will have lower span of control that is there will be lots of hierarchy of manager is high. Advantage: low level of span of control, motivation of employees, good coordination. Disadvantage: expensive because so many managers required for an organization, distraction of accountability, single task is passed from so many individuals in organization, slow decision. Narrow structure: According to specialists single individual can handle well 8 individuals. In narrow structure of an organization there is high span of control, that hierarchy of managers is lower as compared to tall structure. Advantages: less expensive because low number managers, decision making is fast, good communication among employees. Disadvantage: high span of control that is pressure on manager is a lot. Example: We visited Mobilink GSM Peshawar, we had an interview with Customer Care Department. According to them structure of Mobilink GSM is decentralized due to which employees are satisfied from organization structure because they are involve in decision making this really motivates customers and this leads to innovations as well. Affects of culture on organization: Culture has a great affect on organization. If the culture of an organization is good corporate culture employees will be motivated and they will work efficiently and it is also the communication purpose to other stakeholders like customers, shareholders, and government etc. Some salient characteristics of organizational culture are given below. Organizational culture is the physical image of an organization. Helps in making good image of an organization. It is the communication purpose to stakeholders. Example: Mobilink GSM has great friendly environment. When we visited Mobilink GSM we feel our selves like we are home we were asked about what to take and what to eat, this really attracted us and felt us happy. Employees are motivated by various methods specially by awarding them and Mobilink GSM provides their employees with necessities of life like they have air condition system in whole organization in summer while in winter they have heater system and they provide employees coffee breaks etc which increase the level of interests of employees. Task for P3: Individual behavior at work: According to psychologist understanding human psyche is very tough job as we know behavior of one person will be different from another. Behavior of individual varies according to conditions around. Interpersonal behaviors are changed from individual behaviors, that is when a person is alone his/her personality changes as compared to when an individual is with other individuals. On the other hand group behavior is different from interpersonal or individual behavior. Example person named Ahmed sets with his colleagues, Ahmads attitude, style and other things which are concerned with his personality will be changes as compared to when Ahmad is alone. Personality: Personality is the general model of an individuals beliefs, feelings, and behaviors which represents style of individuals involving to the surroundings. Personality of a person involves persons height, weight, attitude, fashion, thinking etc. factors which affect personality are given below. Heredity: It involves attitudes, feelings, thinking and behavior etc that you learn from your parents, siblings etc. It is not 100% sure that your personality will resemble to your parents and siblings it may vary. Environment: Your personality changes according to environment you living. If an individual owns good personality that having good attitude, good expression etc definitely that individuals behavior at work would be appreciative. Perception: Is a method in which individual get in-coming information from their surroundings and then arrange and build out these to understand in a particular manner. Each in-coming information or happening going on nearby of individual is perceived in a particular style by every individual. Therefore perception is a center for the communication of a person with its surroundings both at job or other place. Perceptual selectivity: Human minds are attacked by different information all the time. What basically perceptual selectivity means is that selecting of information by our mind to understand, it is not under the control of human being. Further components of perceptual selectivity are. Context 2. Nature of stimuli 3. Internal factors 4. Fear and trauma Attitude: It is basically the response of an individual to all the actions happening in surrounding to it. Attitude is very important because it is attitude which represents you that is how you perform different task and how you deal things happening around you. Ability: Ability of an individual is inborn quality it changes which passage of time like when an individual perform some task again and again a time may come that person will perform activity efficiently. Ability of an individual in organization is required to obtain certain goals and objectives. Task for M1: Culture and structure of selected organization: The organization which I have selected is Mobilink GSM, Pakistan. About Mobilink: http://upload.wikimedia.org/wikipedia/en/7/7a/Mobilink.jpg Mobilink GSM started its business as the primary GSM cellular cell phone services inside Pakistan through MOTOROLA Inc in 1994, afterward Mobilink GSM was purchased by Orascom Telecom Holding (OTH) which is the first multi-national company of Egypt. Mobilink GSM, a subordinate of the Orascom Telecom Holding, is Pakistans primary cellular and Blackberry service supplier. Having more than 31.5 million subscribers, Mobilink holds market leadership through progressive integrated expertise, the strongest trademark and the largest range of value added services in the business. (Wikipedia , 2011) Mobilink Mission Statement: The business is devoted to give its stakeholders highest level of satisfaction through admirable services and show that we as a corporation meeting our commercial as well as moral objectives, in ways that a regular sensible communal expectations of accountable cellular corporations. (Mobilink GSM, 2011) Culture of Mobilink GSM: Complete purchaser approval: According to Mobilink GSM clients are key to their achievements. Mobilink GSM says that costumers has expectation from us and they are doing to the best of their ability to provide them quality, services more that what they have expected. We will surely work according to needs of our clients. Business brilliance: Mobilink GSM struggle to provide the best quality to our clients. Furthermore Mobilink seek to the uppermost standards and search to identify costumer needs every day. This leads Mobilink GSM to market leading company and gives satisfaction to the stakeholders. Confidence honesty: Mobilink GSM gets arrogance in working the top moral principles in an open and frank environment, and by devoting their promises. Value for public: Mobilink GSM runs its business by its relation with peoples. Mobilink GSM gives its importance to its employees and other stakeholders and Mobilink GSM believe in cooperation. Value for employees: Mobilink provide good, flexible and friendly working environment for their employees. Mobilink GSM treats their employees and managers very well and gives them good amount of salary along with security. Corporate Social Responsibility: Mobilink GSM believes that costumers and businesses are in relationship with each other. They are interdependent to each other. Being good corporate business Mobilink not only focuses on earning profit from society but they also spend in the prosperity of societies. (Mobilink GSM, 2011) Mobilink GSMs organizational Structure: We visited Mobilink GSM, we conducted an interview with their Customer Care department and also with HR department. According to Customer Care department and HR department organizational structure of Mobilink GSM is Decentralized. This means that Mobilink GSM involves their lower level managers and employees in decision making. Advantages of this structure: Due to this structure employees are motivated they consider organization as their family they then work efficiently. This structure leads to new innovations because employees of Mobilink GSM told us in interview that employees can give their suggestions and feedback whenever they want, and feedbacks of employees are given great attention. When their suggestions are liked by the top managers, employees are given different rewards even some employees were given Dubai return tickets. (Figure showing Organizational structure of Mobilink GSM) (Source: Interview) Strategic decision making: Strategic decisions of Mobilink GSM are made by Chief Executives (Presidents) in Islamabad. Other decisions are made by directors of each department involving their lower level managers and employees as well. Task for D1: Recommendations: When skills of employees increases salary should be increased as well. In order to keep employees motivated and efficient they should be given training repeatedly. Giving awards on good performance to employees should be maintained this will develop competition among employees. Keeping in mind conditions of Khyber Pukhtoonkhwa employees should be provided good security. Each department should have emergency alarm and fire distinguisher which would be use in case of emergency. They should provide pick and drop system this will attract employees from competitors. Customer Care Department should be improved because too much customers are dissatisfied from their work. Customers are not satisfied from the mistakes of billing department. As compared to competitors prices are high and customer is dissatisfied with the quality as well. Outcome 2nd Task for P4: Organizational or managerial theories: Before we discuss organizational theories it is important first to know what management is. Management: The art of taking work from employees or people effectively and efficiently. Effectiveness means doing exact work as told. Efficiency doing work with less possible input and more possible output. History: The word manage comes from Italian word (maneggiare) and (maneggiare) itself is derived from Latin word (Manus) which means hand. Later on, in 17th and 18th centuries, French word (Mesnagement) influenced in meaning of the English word (Management).. Ranks of management: There are three ranks of management, high-level managers, middle-level managers and lower-level managers. Each rank has its own authorities in organization, which is discussed below. High-level managers: This includes board of directors, presidents, vice presidents and chief executives. They generally make top decisions. They are accountable for the outside image of organization. Middle-level managers: This normally includes general managers, department managers etc. They are accountable to high-level managers. They basically acts like interpreters, they describe information of high-level managers to lower-level managers. Lower-level managers: They are managers who have direct contact with employees, lower-level managers gives job to employees and takes work from them. In short its lower-level managers who run organization on daily bases. Development of management thought: how does management start that which steps an organization should carry in order to manage organization Different organizational theories are of which some are discussed below. Scientific Management: To convert your short skilled labor into efficient employees. This will happen by giving your employees good training that is how to perform different task and by increasing their wages this will increase their interest in work. Explanation: scientific management is also known as Taylorism. It was developed by Frederick Winslow Taylor, he said that organization cannot be managed by hazy ideas it should be managed by organized rules. Principles of Scientific Management: >> Employees should be train for more improvement and they should be motivated by giving awards etc to employees. >> Recruitment should be completely base on merit (scientifically). >> Boss should not be so strict so that employees become stressful nor should the boss be so friendly that employees do not perform their tasks effectively. >> When sales increases, wages should be increased as well. This will encourage employees a lot. >> There should be possible minimum work pressure on employees so that they can perform their tasks well. Human Relations Approach: This approach emphasize on, that human should not be considered as machines, they should be given proper relation and breaks when working Explanation: This approach was first introduced by George Elton Mayo. He was the first person who talked about human relationships approach. He said that human beings become bored when do something for long time without proper breaks, they should be given breaks, they should be provided food, water etc while working in organization. Salient features of Human Relationships Approach: >> Employees should be motivated positively not by force. >> Employees should not be considered as rational, they should be given breaks while working in organization. >> This approach stresses on team work, because by team there is low level of work pressure on employees plus when more than one individuals are grouped together to solve specific problem they will do it more effectively as compared to an individual who is alone. Classical Administration: Henri Fayol introduced classical administration. Henri Fayol was suburb of Turkey who was born in 1841 and was French mining engineer. He gave 14 principles of management. Which are discussed below. Division of work: To train employees in order to make them more efficient. Authority: Managers should have the ability take work from employees. That he/she should be able to make employees to obey their orders. Discipline: There should be proper rules and regulations in organization and all employees must obey them. Example: wearing proper uniform, coming on time and leaving on time etc. Unity of command: Employees should be accountable to one boss because the number of boss in organization is more than one this will cause confusion for employees. Unity of direction: in order to avoid distraction employees must go on one plan that is one direction. Subordination of person interests to the common interest: Interests of organization must be given top priority. Remuneration: There should be extra packages for employees in organization. Employees should be given good wage. Centralization: It means making of decisions by managers. Hierarchy: They are the managers to whom employees are accountable. Order: To place right person the task that is every person should be given task according to the work they specializes. Equity managers should not be cruel or bad with employees they should be friendly with employees. Stability of staff: There should not be surplus of employees not shortage of employees in organization. Initiatives: Organization should focus on innovation, they should take risk in making new things. Esprit De Corps: To work as team because it will ease task for every employees. (Wikipedia, 2011) Function of management: Managing almost in every organization helps in achieving organizational goals and objectives, it brings employees closer that is stresses on team work. Management plays great role on motivating employees. There are different functions of management which are planning, organizing, leading, coordinating and controlling. Planning: For achieving organization goals and objectives planning is done. That how will an organization achieve their goals and objectives. Planning further includes mission, goals, objectives, tactics, budgeting and procedure. Mission: It is the very reason of existence of an organization. Goals: Are the long term intentions, what an organization wants to become in future. Objectives: Are short term intentions of an organization. Tactics: Are methodologies used to achieve objectives (short term targets). Strategies: Are game plans which are used to achieve long term targets of an organization (goals). Budgeting: Amount of capital (money) required for achieving specific goal is called as budgeting. Procedure: Is the specific way of doing some activity. OR Rules and regulations to do some work. Organizing: Collecting the best resources to achieve different goals and objectives of an organization, which is having good machinery, skilled employees and managers etc. Leading: guiding employees how to perform tasks in organization, how to behave clients etc. Coordinating: Providing team work environment, which is helping each other in organization in order to be successful. Controlling: to monitor how are tasks going on and is it going according to the plan or not. Motivation: Without motivating employees taking work from them is so difficult. Employ

The causes and effects of mergers and acquisitions

The causes and effects of mergers and acquisitions It is still the start of the 21st century and as per the predictions, the world is moving at a brisk speed. The people who catches up with the world right now will be able to survive others will not be able to follow them. Same is the case with the companies of the 21st century. Companies today need to be fast growing, efficient, profitable, flexible, adaptable, and future-ready and have a dominant market position. Without these qualities, firms believe that it is virtually impossible to be competitive in todays global economy. Academics and other observers advance value-maximization,[6] managerial ego, mimicry, the need to reduce uncertainty and defensive considerations (acquire to avoid being acquired; ensure that growth keeps up with that of competitors, etc.) and high levels of corporate reserves and share valuations among the motives behind consolidation in financial services. Supporters of MAs allege that they facilitate synergies between merged organizations, generate efficiency improvements and increase competitiveness. Indeed, they hold that mergers, by increasing economies of scale and spreading costs over a larger customer base, enable financial operators to provide services at lower prices. Demonstrating that MAs improve efficiency is thus central to making the case for the consumer benefits of mergers and in assessing their potential impact on consumers.[7] If mergers improve efficiency, then larger, combined firms may be expected to pass some savings on to consumers through lower prices or improved service. In some industries such as insurance or banking, firms may move into new markets. In others such as pharmaceuticals or software technology, firms may work with smaller firms that have developed or are developing new products that they can manufacture and/or distribute more efficiently, while other firms focus on their own internal growth, leadership and development. Regardless of industry, however, it appears that it has become all but impossible in our global environment for firms to compete with others without growing and expanding through deals that result in mergers or acquisitions. Mergers and acquisitions are increasingly being used by firms to strengthen and maintain their position in the market place. They are seen by many as a relatively fast and efficient way to expand into new markets and incorporate new technologies. Yet their success is by no means assured. To the contrary, a majority fall short of their stated goals and objectives. Mergers Acquisitions an opportunity to improve employee relations or pull off some krafty moves? Mergers and Acquisitions (MA) have been a current topic within HR and Employment Law for a long time now but the last ten years has seen far greater opportunities opening up for companies (including private equity funds etc) to make that transforming acquisition or merger with a rival which will deliver major financial benefits and enhance shareholder value. Of course it is a well known fact that more than 60% of mergers/acquisitions fail to achieve their planned objectives. One major contributory factor in this has been the failure to pay sufficient attention to the people aspect of this type of change. Emotions can and do run high during protracted MA battles. Obviously the financial, legal and commercial issues will take precedence over the people issues. However compelling the financial or commercial case, a takeover will not succeed if key individuals are not motivated to make the new arrangements work. Those key individuals can be at any level in the business and it is not always the case that there are many other qualified and more motivated people just waiting to take their places. Rectifying these problems, although possible, can be costly. Kraft may rue the day when they failed to deliver on their commitment and dismissed many knowledgeable and experienced staff at Cadburys near Keynsham.   Neglecting the human factor is a frequent cause of failure Cultural and symbolic elements in MAs are typically framed in terms of the distinction between the merging firms, thus leading to an us versus them dualism. The creation of formal, internal communications mechanisms as early as possible in the process is necessary to limit the anxiety that will otherwise be fuelled by rumour, the grapevine, or even outside news reports. Employees complain that their first knowledge that their employer is involved in a merger or acquisition is often from the morning news before setting off for work. According to a Hewitt Associates executive, the fact that the human factor is taken into account in only 5 per cent of MAs explains why more than half of them in all sectors fail. Teams are usually put together to oversee merger and acquisition operations. These teams almost always comprise specialists in legal and financial issues as well as experts in strategy but rarely do they include human resource directors. One possible explanation is the fact that speed is generally considered of capital importance for success. While the integration phase of merging enterprises may cover between three to five years, the first 100 days after the announcement of the transaction are the most crucial for success or failure. It has become common practice to prepare and communicate to staff and shareholders a programme of integration activities to cover this period, when the feelings of fear, apathy, demotivation and the classical victor and vanquished syndromes are at their highest. Since a majori ty of mergers end up with the elimination of overlapping functions and positions, the first 100 days are likely to be those when staff are most uncertain about jobs, career prospects and the disappearance of their own corporate culture. To reduce the possibilities of failure in MAs, some management experts have recommended that human capital be placed at the centre of the process, or at least be given equal attention to that assigned to economic and financial considerations. According to this school of thought, such a redirection would enable acquirers to select the most compatible acquisition targets from a human resource perspective and make integration that much easier. Frank communication on a daily basis between management and staff helps to dispel some of the uncertainties of MAs and avoid organizational drift. Employees should be informed in good time about the manner in which redundancies, if there are to be any, will be decided and about the role of their trade unions or representatives in the process. It is also important for staff from the acquired organization to be assured that the rights and entitlements they had with their previous employer are to be respected; otherwise there is a high probability of conflict. Merger uncertainties are also frequently blamed for the loss of talent from target companies, which can destroy the very basis for the merger. The failed merger plans between the Deutsche Bank and Dresdner Bank in April 2000 demonstrate how staff resistance can undermine corporate strategies and management wishes. Integration of teams from the respective investment banks of the two parent banks posed a risk to the balance already achieved between staff in Deutsche Morgan Grenfell and the previously acquired Bankers Trust. MAs imply immediate and direct job losses A study on the efficiency effects of bank mergers in the United States,[49] which summarizes nine case studies, reports that all nine mergers resulted in significant cost cutting in line with pre-merger projections, although only four of the mergers were clearly successful in improving cost efficiency. As for employment, the largest volume of cost reductions was generally associated with staff reductions and data processing systems and operations. Payroll reductions often accounted for over 50  per cent of the total cost reduction and in at least one case the reduction in staff costs accounted for nearly two-thirds of the total. In all cases, the savings achieved were of the order of 30 to 40 per cent of the non-interest expenses of the target. All of the merged firms indicated that the actual savings either met or exceeded expectations. Most of the firms projected that the cost savings would be fully achieved within three years after the merger, with the majority of the savings be ing achieved after two years. Managing downsizing related   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  to MA restructuring While MAs are driven largely by financial considerations, their success vitally depends on the motivation of retained workers to contribute to the achievement of merger objectives. The high proportion of failed MAs may not be unrelated to the manner in which staff are often relegated to cost variables rather than being made active partners in the change process. Social plans, guarantees against forced departures and the involvement of staff in MA-related decision-making are critical motivating factors. The study referred to in Chapter 1[69] concluded that the failure of the overwhelming majority of MAs resulted from concentration on hard legal and finance issues to the detriment of the soft people issues in merger planning and implementation. Poor communications with employees appeared to pose a greater risk than that with shareholders, suppliers or customers. The study found that success was linked to a holistic approach when the soft people and cultural issues were an integral part of the focus on financial performance. Of the companies involved in the survey, just nine (less than 10 per cent of respondents) addressed all the soft keys, and each was successful. The study stresses the fact that once value was lost, it was seldom recovered. Even though possibly the most difficult to implement effectively, headcount reduction was the area in which most companies reported achieving their targets. Loss of staff an inevitable result of MAs often included the very individuals the acquirer needed and intended to keep to succeed. MA value extraction was impossible without the enthusiastic cooperation of employees. MAs, remuneration and other compensation issues Two conflicting aims appear to characterize current practices in financial sector remuneration: the need to reduce labour costs within a context of increasing competition and decreasing profitability and the necessity to compensate and adequately reward employee performance and commitment within an environment of continuous and challenging change.[75] Recent trends in compensation policies are moving towards more contingent, individualized and explicitly performance-based systems, while seeking to retain workers loyalty and commitment to organizational goals. This might explain why changes in compensation have tended to be less dramatic than expected compared with both current rhetoric and experience in other industries. The main exception to the industry trend is the United States, where in the absence of a collective wage agreement or any kind of coordination between banks in wage setting, wide differences in compensation levels both between and within financial institutions have a lways been the rule. Sales-based bonuses, either individual-based (as for lenders in wholesale operations) or distributed via managers to branch offices, are the most widespread example of incentives, while commissions have become common for crucial jobs, such as investment advisors.[76 MAs and working time The link between financial sector concentration and patterns in regular working time is difficult to identify because working-time agreements depend upon the national context and are not limited to the sector under consideration. Banks adoption of the retailing model is encouraging them to adjust their hours to customer requirements, extending opening hours on at least one day a week and even opening some branches on traditionally closed days such as Saturdays a trend which has aroused strong trade union reactions in a number of countries. It goes without saying that MAs can provide an opportunity for management to opt for more customer-friendly working hours. However, the rapid development of Internet-based direct banking and ATMs often accelerating and accelerated by MAs has the opposite effect of reducing the need for longer opening hours. Given that successful management of the restructuring process is vital for achieving organizational objectives, managers need to be aware that downsizing is more than a reduction in head count and work reorganization. Terminations destroy the firms social fabric as structures are altered, relationships disrupted and work patterns and communication flows modified, making it more difficult for retained staff to do their work. These structural problems may inhibit performance so that staff need help to cultivate new ties, although insufficient attention is usually given to the intricate relationship between the organizations formal and informal structures. In addition, survivors who are already subject to survivors syndrome find they have to work harder to cover staffing shortfalls, with the consequence that increased workloads feed the stress related to job insecurity, undermining the very efficiency goals that motivated the merger or acquisition. Job insecurity may make employees feel pressured into agreeing to put extra effort into their jobs to demonstrate organizational loyalty; but such working conditions are neither sustainable nor conducive to the achievement of corporate objectives. Financial sector restructuring around the world has led to a high rate of call centre growth. Research by Deloitte Touche has found, for instance, that Australia has 1,400 call centres and help-desks employing 50,000 people and annual sales of $2 billion. Staff turnover averages 18 per cent a year mainly due to stress, as confirmed by the fact that 80 per cent of workers are requesting stress management training assistance. The annual cost to the industry from the high turnover has been estimated at around $100 million. MAs generate high levels of staff anxiety and stress as their working world is turned upside down, their jobs come under threat and their career prospects and professional competence are called into question. Collective defensive mechanisms, especially in hostile takeovers involving previously keen competitors, may lead to a victor-vanquished syndrome inducing behaviour inimical to the smooth implementation of changes for successful integration. Employees from each company are aware that there are many duplicated positions to be eliminated and the struggle to survive will be fierce. Trade unions may themselves be at loggerheads as the merger may involve companies recognizing different negotiating partners. Not surprisingly, it is much easier for managers to convince shareholders about the merits of proposed mergers than it is to persuade their own staff.

Lessons Learned from A Very Old Man With Enormous Wings Essay -- Enorm

Lessons Learned from A Very Old Man With Enormous Wings      Ã‚   "A Very Old Man With Enormous Wings" is a short fiction story written by Gabriel Garcia Marquez in 1955. Magical realism plays a major part in this story by the use of fantasy of an old man being portrayed as an angel who has come to create miracles to a family along with many other believers. Some will believe, others will just shoo this so called "angel" away in a painful and heart-breaking way. I enjoyed this story very much. I was able to get very interested. Marquez starts it out with "On the third day of rain." That line right there is magical because angels are of God, and on the third day God's son rose from the grave. It was the third day that Pelayo came upon this very old man who had appeared to be an angel. It was awful how Pelayo had thrown this angel into the pen with the hens. Only after Pelayo and his wife Elisenda were blessed with their child not being sick anymore did he realize that he had done this angel wrong. Pelayo set the angel free so he could go at his will. What was strange was that the angel was there at the light of dawn, right where they had put him when they had first discovered him. At this point, I am thinking this is really a spiritual story. People just have to magically realize what is happening. I see a magical element in this angel. In our everyday life, we see angels as beautiful, clean, and miraculous in certain ways. This angel was inf ested with parasites, it's wings were very dirty, and the miracles performed were weird. The purpose was to get people like me interested in seeing the angel from two different point of views. How people were treating this angel was awful. They would throw things at him and treat him like ... ...as come to create miracles in a family a long with many other believers. This story definitely taught me never to lie to my parents again. I sure never would want to be turned into a spider. I thought that lessons were to be learned. From my point of view, I thought that this story also could possibly have been about the death and resurrection of Christ. I do recommend, if someone who appears to be an angel ever comes knocking at the door, the person should not throw him in with the chickens. Works Cited Faris, Wendy B. "Magical Realism : Post Expressionism. "Magical Realism: Theory, History, Community." Ed. Lois Parkinson Zamora and Wendy B. Faris. Durham; N.C.: Duke UP, 1995: 163-190. Garcia Marquez, Gabriel. "A Very Old Man With Enormous Wings." The Norton Introduction to Literature , Ed. Jerome Beaty. N.Y.: W.W. Norton & Company, 1996. 487-492.   

About Mike Leigh :: essays papers

About Mike Leigh Like many of the films watched in class there seems to be an ongoing theme in Mike Leigh’s films of the tragedy that is the life of those living in Britain. Fortunately, Leigh chooses to instead use these tragedies to instead promote the optimism or â€Å"high hopes† if you will of the people stuck in such unfortunate circumstances that are displayed onscreen. His films seek to bring light where there is darkness and truth where there are lies. In the film Secrets and Lies, we are introduce into a family that seems to have quite a few problems that are on the surface and far more that are well hidden to the world as well as those they call family. Instead of pulling together and expressing their feelings and problems they instead decide to draw in on themselves and keep the secrets hidden. It seems to me to be a out of sight, out of mind kind of mentality that for some odd reason they believe will help them deal with their problem. At the birthday party when things finally come to a head and Maurice finally says his peace and gets the secrets and the lies that they have all kept for so long out in the open the burden of his message is what is going to happen after this is unleashed upon their family. Maurice faced an unknown future when he decided to face up to his family’s problems. He was the only character in the entire film that actually knew everything that was being kept from the rest of the family. With this knowledge comes a burden of what to do with this knowledge. With the emergence of Hortense and the discovery of her true identity Maurice must come to grips with the truth of his family and must make them understand that they must tell each other the truth behind their demeanor. Maurice’s speech could have had very bad consequences. He could have lost his niece, whom he views as the daughter he and his wife will never have. He also could have lost Cynthia’s trust in making her tell the truth of matters. Lastly, Maurice’s own marriage was on the brink due to his wife’s inability to have children and she was driving him away because of it. One small turn of events could have forever veered this from the brink of tragedy right over the edge and this would have been yet another family lost to the unforgiving world in which they live.

Analyse the cash flow problems a business might experience Essay

In this assignment I will be analysing that a business might experience if their sales figures turn out to be lower than the ones that they have expected or predicted. 1.1 problems of cash flow forecast Problem 1 Cash flow forecasts are something really important for a business and something that is a part of a business plan. A cash flow forecast is a plan for the future it will tell you whenever the costs are going to be raised over the year. It can also tell you what the business revenue is going to be and what the business performance for the following year is. Problem 2 From what I can see on Ricky’s cash flow is that he is relying on that one loan which is his capital that he begins with too and that is  £17,500 from the first month which is January. Bank loans are great for starting a business but that does not mean that they can not let you down in this case a bank loan can fail Rick because if the bank loan gets delayed or no longer available then this is a big problem for Rick because he cannot do anything best way to explain this would be he would not be able to pay for the truck which is  £20,000 and not only the truck that would not be paid for but the sales cost would not be covered. His total payments only for the beginning of year which is the month January his total payments are  £22,475 with this type of problems or should I say impacts that can happen there is no way that his business would survive. Problem 3 Another critical problem that can occur from that cash flow is if the sales figure is lower than the actual sales figure. For example the sales figure that has been predicted by Ricky is  £60,000 but let’s say that he actually gets  £40,000 as his total figure for his sales. This is a major problem simply because what he as predicted to get for his sales has not been met and  £40,000 worth of sales would not be enough to keep his business running regularly. Costs for everything would not be covered just because of this problem which again is very crucial for the business and of course loss  would occur there is no way that Rick would make any profit due to this problem. In addition the business would have to start the new month with a loss and again this is just because the total sales are low this would yet again mean that he cannot cover the costs for that month and he would have a greater loss that he would not allow him to recover fast enough for the next month in order for his business to be still up and working. Problem 4 Looking at Rick’s cash flow forecast I can see that there can be another problem that can occur and this problem is to do with his expenses and that is if his expenses turn out to be lower to what the actual expenses appear to be this can cause him not only a problem but a failure to his business because his expenses are  £71,750 and lets say for example they actually come out to be 81,950 this is where the big problem will occur because his expenses are higher and this would lead to Rick not being able to cover for the next year. Plus if the expenses go up in any month of the year this would decrease the chance of Rick gaining any type of profit and the balance would be different for the next month by all means this would affect the profit and balance within the business. 1.2 recommendations and solutions to the problems Solution to problem 1 Possible solution that Rick has for his bank loan problems is that he can either make sure to use his own savings that he has saved through out the years and that’s if he has saved any money in his savings account but probably the best and I would say most common way to get the money you need is if you ask friends to get you a loan or someone from the family to lend you money. He could also decide to get a small over draft which would keep his business running. Yet again lest not forget an overdraft has its disadvantage and that is when it come to paying back that over draft the interest rate would be high so he would have to think of a way to pay that off and it would not be an easy task for Ricky. Of course Ricky has the option of selling his own assets but that is just an option that could be left for last. In general I would recommend for Ricky to get a loan from his family or friends because in my opinion that is the best possible decision and the best possible way from h im to get his business up and running. Solution to problem 2 For the second problem there is a solution but this would have to be done correctly by Ricky and the solution is advertisement IF any type of business is looking to increase their sales the best way possible is to make sure to advertise their services a lot and reason being is to make sure that they let their customers know what they have to offer. Yet again we have to look at this from Ricky’s perspective what I would recommend for him to do is whenever he decides to advertise the best thing to do is to make sure he keeps his prices low because first of all this would give him an opportunity to show people what his business has to offer and second of all he would not have to pay a great amount of money to get his services advertised. Solution to problem 3 Another solution to his second problem would be if Ricky uses appropriate pricing such as low prices on the services he has to offer. That due to the fact that he is just starting his business it is not very known to people that are regular customers to other businesses and low pricing is the only way that he would gain customers. In addition this relates to his advertisement solution because if he advertises that his services are on low prices people would have more interest into going to see what Ricky’s business has to offer. I would also recommend for him to put his prices up only if his business is succeeding with the sales then he would be able to increase sales even more by doing this. Solution to problem 4 Solution to Ricky’s final problem would be for him to make sure that he monitors his expenses and by doing that he would be able to control them. What I would recommend for Ricky to do is to keep budgets this would help him to keep the costs in those fixed budgets by doing this Ricky would not overspend and he would keep the very most important thing in the cash flow chart low and that is his payments figure. The way that he can stay within his fixed budget is by doing this. For example his budget is  £80 000 and as we know his forecasted total expenses are  £71 750 he would be left out with  £8250 which he can use for next year to either to expand the business or to  improve on some things that the business needs and he can make the budget lower for next year. Another solution to his final problem is to find new suppliers or the best way is to make sure he buys his tools that he needs at a lower price. This would help him and his business so much it will actually make his business run fluently at the begging because that is what he wants so by him keeping the tool price low and this would mean that his costs are low too then at the end he is left with his expenses which will be low too and this could mean that they can match the figure that he has predicted on his cash flow forecast. 1.3 Conclusion In conclusion I have learnt that whenever you want to start a new business you would not only have to make a cash flow forecast but you would most defiantly have to predict the problems that might occur and how would you as a business man stand up to these problems and solve them and you would also have to know how to make sure these problems never occur in order for your business to be running smoothly.

Career Counselling and Development

In the new-fangled Careering Model, miller-Tiedeman uses shell studies and discussion points through with(predicate) break the text go to fri block off both victors and students learn pragmatic application. In the obtain by miller Tiedeman, historical issues, models, and comparison charts are punctuated tout ensemble throughout lending a worldwide perspective to the New Careering model. The visual Pythagorean wheel blueprinting the spectrum of livelihood harmonies activates variant dimensions of awareness and possibilities for animation.This model is ideal for use in the classrooms (Mah whizy, 2007). The book holds end-of-chapter questions, in-class exercises, and potential home acidulate projects. The book appropriate for beginning p attracterlor culture courses, entrepreneurial classes in business administration, biography classes in other disciplines, church groups, artless(prenominal) counsellor classes, and support/study groups. magical spell more voca tion counsellor models get d avouch foc apply almost entirely on practical methods aimed at occupation with pocketable perplexity to the offset nature of life, milling machine Tiedeman outlines a creative approach that advocates a theory of life, not argument, as career. cogitate is centred on a terzetto-fold approach of thinking, feeling, and ordain of the career theory of the individual, by addressing logical, emotional, and spiritual aspects as cited in the book.In a global and human perspective, Miller Tiedeman illustrates, through detail of theory, a handsomeer view of career places in which individuals croupe connect with their deeper spiritual selves. This book by Miller Tiedeman unfolds into three major components such as erudition the New Careering The What interrogative mood Practicing the New Careering The How Question and the Living the New Careering The Why Question. done this excursion of introspection and a non-finite of careering principles, the r eader is able to ask more or less his/her own life behaveion. Miller Tiedeman helps orchestrate the question, Does ones life cathode-ray oscilloscope mostly toward job and things, or is it toward the journey as a whole? all(prenominal) chapter ends with discussion questions that evoke conditionful inquiries into ones complete approach to life and career.The book by Miller Tiedeman is super detai conduct and theory focused. One theory, in particular, The Pythagorean model a spectrum of living harmonies illustrates different dimensions of awareness and possibilities for life, and demonstrates how the nine power streams of focused energy through different parts of ourselves i.e., the body, emotions, mind, go forth, intuitive thoughts and feelings, bring forth up our complete life and career backdrop. social club primary energies suggest nine staple fibre power streams that are universal and usable in every persons life.The nine power streams outlined include the power s tream of close relationship, initiative, aesthetic creativity, freedom, achievement, sociability, life be, interior(a) wisdom, humanitarian operate go forth to power.Miller Tiedeman met every clinical in outlining in detail many of the aspects of New Careering and how it relates to the human elements of life. I super recommend this book for anyone and everyone connecting with people for career, life, and inner growth as tumefy as for career direction from a holistic or whole-life approach.Bearing of the Quantum Theory on Career redeThe New Careering method, base on the principle of flow, much bid nature, uses as its foundation ideas from a broad range of theories including Quantum physics. It is said that change motive not occur linearly, but kind of can be discontinuous a quantum leap. In focal point, guests should be fixd for quantum shifts at eons from the impact of even s fixr influenceslike those at time produced from value clarification exercises.The quantum theory was asserting that the persona of nature was innately mental. The quantum theory was notwith stand a tool for making predictions well-nigh experiences. The same line of thinking has led a serious attempt by to bring human conscious experience into the quantum mechanical description of nature (Bozarth, 1985).Decision-making unconscious fermentDecision-making process is usually approach as an outcome of a long, continuous cognitive processes that whitethorn result to the selection of a course(s) of action among several alternatives. This process leads to a final choice, action or an opinion, among the alternatives (Reason, 1990).The decision-making process is integrated in the interaction with the environment (Kahneman, 2000). It is a problem solving process that is halted upon arrival to a sound source to the problem. It can be rational or irrational. It can be based on explicit or tacit assumptions.My own style of decision-making could greatly influence the elan I counsel. This is because my style of arriving at a decision and my way of answer issues will be carried on how a client and I will arrive at a course of action(s) for the clients case at hand. I dexterity help a client who comes to me for help with making career-related decisions by drawing out various alternatives then at the end of it, allowing the client to choose the best resource that the client thinks best fit.Issues Explored on the invitee in the Vignette and the Envisioned charge Process1. Identify the adopt for hash outIn this vignette, it is evident that there is a need for focused, bipartite communication with the client. at that place are several issues explored from the vignette on the client named Bridget, a thirty (30) historic period old senior college student who is raised(a) from dairy farm in a small town in the New York State. According to Bridget, none of her siblings attended college.That is, afterwards high school Bridget was eager to run low fin ancially independent and worked for a few years as a shiver at K-Mart near her hometown. Bridget outletually mulish to major in biology in a college in Kansas. In that school, she got a 3.0 average. It was at this period when Bridget snarl vile well-nigh graduating and leaving her comfortable ceding back in school. That time, Bridget was not sure about what to do with her life. She also thought that the job market in both Kansas and near towns is rather limited. That time, Bridgets former supervisor at K-Mart would be willing to ordain her a job as manager. However, Bridget felt that despite the pay check, getting that managerial job would be like she had never gone to college at all.2.Prepare for focusingTo machinate for counseling, select a suitable place. account counselling in an environment that minimizes interruptions. This environment has to be free from distracting sights and sounds.Schedule the time. When accomplishable, counsel a footslogger during the duty d ay. management after duty hours may be rushed or perceived as unfavourable. The length of time required for counselling depends on the complexity of the issue. Generally a counselling seance should last less than an hour. If you need more time, schedule a second session. Additionally, select a time free from competition with other activities and hand what has been designned after the counselling session. crucial events can distract a subordinate from concentrating on the counselling.Notify the client well about the scheduled counselling in advance. For a counselling session to be a subordinate-centred, two-person effort, the subordinate must have time to prepare for it. The subordinate should bash why, where, and when the counselling will take place. Counselling following a specific event should happen as close to the event as doable. However, for performance or professional development counselling, subordinates may need a week or more to prepare or review specific products, such as support forms or counselling recordsOrganize information. Solid preparation is essential to effective counselling. Review all minded(p) information. This includes the purpose of the counselling, facts and observations about the subordinate, identification of possible problems, main points of discussion, and the development of a broadcast of action. Focus on specific and bearing behaviors that the subordinate must maintain or improve as well as a plan of action with clear, available goals.Outline the counselling session components. development the information obtained, sic what to discuss during the counselling session. Note what prompted the counselling, what you aim to achieve, and what your role as a counsellor is. Identify possible comments or questions to help you keep the counselling session subordinate-centred and help the subordinate senesce through its stages. Although you never know what a subordinate will say or do during counselling, a written outline helps organize the session and enhances the chance of compulsive results.Plan the counselling strategy. The right gentle wind promotes two-way communication between a leader and subordinate. To establish a relaxed ambiance, you may aver the subordinate a puke or a cup of coffee. You may take to sit in a temper facing the subordinate since a desk can act as a barrier. virtually situations make an informal atmosphere inappropriate. For example, during counselling to correct substandard performance, you may direct the subordinate to remain standing opus you remain seated rear a desk. This formal atmosphere, normally used to relieve oneself specific guidance, reinforces the leaders rank, sic in the chain of command, and authority. clear the right atmosphere. The right atmosphere promotes two-way communication between a leader and subordinate. To establish a relaxed atmosphere, you may offer the subordinate a seat or a cup of coffee. You may want to sit in a chair facing the subordi nate since a desk can act as a barrier.Some situations make an informal atmosphere inappropriate. For example, during counselling to correct substandard performance, you may direct the subordinate to remain standing while you remain seated behind a desk. This formal atmosphere, normally used to give specific guidance, reinforces the leaders rank, position in the chain of command, and authority.3. Conduct counsellingDuring the conduct of counselling, opening the session should be in a manner that would make the client at ease with the activity. Her stories should be carefully listened to, giving particular attention to the details of her case. There is a need to observe Bridgets behaviour and performance. The issues will be discussed one by one. whence Bridgets case will be compared to the standard. Then develop the plan of action. subsequently careful analysis, feedback(s) will be provided to Bridget in the form of counselling. Recording and closing the session should be done in target to deliver an efficient counselling work that entails exploration of Bridgets case, understanding and resolving the issues.4. Follow upAfter the execution of instrument of the plan of action, the results have to be evaluated. During the evaluation, the plan of action has to be reviewed with the client to determine if the desired results were achieved. This evaluation session gives applicable data and information for future apply counselling activities.ReferencesBozarth, J. D. (1985). Quantum theory and the person-centered approach. Journal of advocate and Development. Special issue, 64(3),179-182.Kahneman, Daniel and Tversky, Amos. 2000. Choice, Values, Frames. The Cambridge University Press.Mahoney, Moira. 2007. Review Learning, Practicing, and Living in the New Careering. Career Planning and boastful Development Network. Unite Media Group, Inc. http//www.careertrainer.com/Request.jsp?nView=PrintArticle&Article=OID%3A52982.Miller Tiedeman, Anna. Learning, Practicing, a nd Living the New Careering.Reason, James. 1990. Human Error. Ashgate..