Become a TA in Graduate School

Become a TA in Graduate School If you are preparing to go to graduate school, you may want to consider becoming a teaching assistant, or TA. An assistantship is a form of financial assistance provided to graduate students. They provide part-time academic employment and the school provides a stipend to the student. Teaching assistants  receive  a paid stipend and/or receive tuition remission (free tuition) in exchange for tasks they perform for a faculty member, the department, or the college. This defrays the cost of their graduate education​ but also means they are working for the college or university and have responsibilities as both a teacher and student. What Does a TA Get? The duties that a TA performs can vary according to schools, departments or what an individual professor needs.  Teaching assistantships provide aid in exchange for teaching activities, such as assisting a professor by conducting lab or study groups, preparing lectures, and grading. Some TAs may teach an entire class. Others simply assist the teacher. Most TAs put in about 20 hours per week.   While the discount or coverage of tuition is nice, a TA is a student at the same time. This means that he or she will have to maintain their own coursework load while providing TA duties. It can be a tough challenge to balance being both a teacher and a student! It can be hard for many TAs to do this, and to remain professional among students that are probably close in age, but the rewards of being a TA can be valued long after graduation. In addition to the financial perks, a TA receives the ability to interact with professors (and students) extensively. Being involved in the academic circuit provides extensive networking opportunities especially if the TA wants to eventually become an academic professional. The TA will have a valuable in for job prospects as they network with other professors. How to Become a Teaching Assistant Because  of the steep tuition discount, or complete tuition reimbursement, TA positions are coveted. Competition can be fierce in order to secure a spot as a teaching assistant. Applicants likely have to go through an extensive selection and interview process. After getting accepted as a teaching assistant, they typically undergo TA training.   If you are hoping to snag a spot as a TA, make sure you know about the application process early. This will help you develop a strong platform and application bid, and meet deadlines necessary to apply on time.   Other Ways to Defray Grad School Costs Being a TA isnt the only that grad students can also earn a tuition stipend. If you are more interested in conducting research as opposed to teaching, your university or college may offer the opportunity to become a research assistant.  Research assistantships pay students to assist a professor with his or her research, similar to the way that TAs help professors with classwork.

Blood Brothers Essay Example

Blood Brothers Essay Example Blood Brothers Paper Blood Brothers Paper Why am I there? , and How do we know each other? I personally created my character by going through situations and circumstances that my character could be presented with and what her reactions would be. What would she do if the archaeologist asked for the Tablet, which character would she confide in? I think all of these techniques helped our group to develop our characters because we could get used to the acting with the suspicion of fate and how it affects the story. From his stimulus I learnt that introducing fate into a story increases the audiences need for answers because there are different views on fate and destiny and whether it is true. We staged our piece of drama in a natural approach however we added a comic twist to keep the drama light. To do this Jacobs character was quite goofy and over exaggerated, he showed this by deepening his voice and walking duck footed. We used a sound collage to add variety to our drama and to build suspense. We used sounds such as eerie whines and blowing winds to create a feeling of a haunted mansion that is spooky. We used physical theatre to actually create the tower that the stone tablet was in. We used this to help the audience visualise the scenery and to recognise that the setting is in a tower. We used chairs t create height in the tower and our bodies made the wall, by arching our hands we could show the dome of the arch. This circle shape tower helped us in our acting because we could use the tight space t our advantage. My character and the duchess trap the archaeologist in the tower; the acting was made more believable because Jacob really was in a confined space. Without a real enclosed space Jacob would have to pretend being trapped which could seem unrealistic. All these techniques contributed towards the effectiveness of the drama. Our second task was to create an alternative beginning to the Blood Brothers script. At first I thought it would be very easy because we had something to work with; however I found it quite challenging because it was hard not to use ideas from the show in London. We wanted to keep parts of it the same to keep the feeling of the show; however we wanted to change some bits to improve it. For example, we wanted Mrs Johnston to face forwards than backwards so the audience can see the emotion in her face when the narrator is telling the story about the two brothers. We also had the chorus run on from upstage left during the song because we felt that the beginning of the song was too emotional and it was not right to have he stage filled with chorus actors because it would spoil the scene being created by the song. The narrator sat at the front of the stage just in front of the fourth wall line to give the audience the feeing that the narrator is also watching the show rather than being in it. He sat very casually with one leg drawn up and the other hanging down over the front of the stage. This gives an impersonal feel and indicates the narrator is not a character in the show. Once he crossed the fourth wall line he entered the story and was no longer watching it, he was in it. In the show Willy Russell staged the narrator standing up and Mrs Johnstone facing backwards, I think this was used by Russell to show that the Narrator is telling the story. The fact that Mrs Johnstone is facing backwards could indicate that she is in denial about something or is ashamed to face forwards. We can interpret the cause of this by the characters and props on stage, for example there were two bodies o stage at the beginning of the show. The audience can link the bodies to the grief of Mrs Johnstone. I felt this was a good stimulus because it showed us that by changing the tinyest detail the scene can take on a whole new meaning. It also made me realise how well thought out the show actually is. Set: The third stimulus was an enactment of the Our Sammy monologue; this helped me to remember what it was like to act like a child and their immaturity. This was helpful because I sometimes forget the minor details that make the acting more believable. We tried to emphasize the line But Im not Im nearly eight! by saying the line as a chorus and increasing the tone of our voice. We did this because the poem is centred on the fact that Mickey wants to do the things that Sammy does. We drew importance to the line by stressing the word not and nearly because they both suggest it is unfair and mean for him to be left out because he is only seven. We felt that this stimulus was effective because it showed the relationship between rival siblings and younger ones idolising older brothers and sisters. As a group, three of us played Mickey and Jacob played Sammy, by using three of us to pay Mickey we could alternate lines and say the line But Im not Im nearly eight! in chorus to emphasize it. We used a louder voice and whined while we said the lie to imitate a child whining at their mother because they feel it is unfair. We used physical theatre to portray the line without arms, or legs or even heads, we decided to use physical theatre to vary the acting in the monologue. By physically removing the arms, legs and head of the woman it can show the immaturity of Sammy and his fascination with drawing nudey women. To create the physical theatre we had to think of ways to safely lift up Bee without hurting her or us as well as her being able to lift her legs up. We decided the best way to lift up Bee was to link our arms under hers and behind her back, that way she could be supported fully and have enough room to bend her legs. We wanted to actually remove her legs because we thought that elaborating the monologue is a childlike thing to do. It also helped the audience to join in with the childrens sense of fun and immaturity. We were also able to do this by exaggerating the spitting movements; to really exaggerate this Jacob pretended to prepare to spit but in a large manor. He pulled his arms back and stuck out his chest as he prepared to spit and threw himself forwards with a lunge when he spat at me. This showed the behaviour you would expect of a small child and by doing this the immaturity of Sammy and Mickey really showed through. The last stimulus was to make three tableaux of the Johnstone and Lyons family, we already knew the general behaviour and activities the two families would do and so we just had to elaborate on that existing knowledge. As a group we decided that we wanted the three scenes to show the same activity between the two families, it would enable us to compare the two families. Our first tableau showed family play time, for the Johnstone the children were playing and fighting outside and Mrs Johnstone was scolding one of the children but not in a serious way. Some children are playing shooting games by using their hands to make toy guns and using imaginative shooting poses such as standing on one leg and shooting underneath their second, this captures the essence of youthfulness and imagination. We decided that Mrs Johnstone wasnt really telling them off because she found their silly games quite amusing; to show this we made Mrs Johnstone stand with her arms crossed and leaning in one hip. This stance showed that in a different situation Mrs Johnstone could be very angry with her children however her facial expression changed the interpretation of the scene. She was smirking slightly in mock anger at her children which shows she is a laid back mother. On the other end of the spectrum there is the Lyons family who are very proper and socially correct their family time is reading books together. We chose this activity because it is deemed socially acceptable as a past time, Mrs Lyons is reading to Edward from the sofa and Mr Lyons is reading the newspaper. We wanted to show Mr Lyons as a professional business man, we did this by him sitting in an armchair with his leg crossed over the top of one another to show masculinity. The second tableau depicted a family meal time and like before the two families are extremely different, the Lyons are eating politely with correct cutlery and civil manners. To show this we arranged the chairs in a neat order and directed the actors to sit with their legs still, their arms tucked by their sides and miming holing their cutlery in the correct fashion. All this helps create the impression of upper class society. The Johnstone family are the complete opposite of the Lyons, we used body positions such as throwing food and talking with their mouth full to show bad manners at the dinner table. We mimed throwing food in an exaggerated form to show the silliness of children. This shows the audience they are uncivilised children whose mother has not raised them properly because of her class. Although this may not be necessarily true we felt that this was the social message that Russell was trying to get across.

Biological Oxygen Transport Essay Example | Topics and Well Written Essays - 1500 words - 1

Biological Oxygen Transport - Essay Example The chemical reactions thus require enzymes to speed up their reaction. Most of the enzymes require metallic entities to help them function to their full capacity. Metallic ions like Zinc and Magnesium provide biological enzymes with good acid capability. Thus, the enzymes that are used for acid base reactions use magnesium and zinc at their active centers. In addition, inorganic compounds like sodium and potassium are required by living organism to create a potential difference across cell membrane. Unequal distribution of sodium and potassium ions across cell membrane help initiate an action potential. Hemoglobin is an iron containing oxygen transport metalloprotein that is found in the red blood cells of vertebras (Anthea, Human Biology And Health). Its structure exhibits characteristics of both quaternary and tertiary structures of protein (Kessel, 122 Print). Most amino acids present in the hemoglobin are alpha helices and are joined together by non-helical structures. Hydrogen bonds present in the helical structure stabilize the helical units and give hemoglobin molecule its specific shape (Hemoglobin Tutorial, University of Massachusetts Amherst) The hemoglobin molecule has a protein part globin to which a small iron containing group heme. The heme consists of a charged iron ion that is contained in a heterocyclic ring. This heterocyclic ring is known as porphyrin and it consists of four pyrrole molecules linked together with iron bound in the center (Hemoglobin-School of Chemistry, Bristol University, ). The iron ion is the oxygen-binding site of hemoglobin. The iron ion coo rdinates with four molecules of nitrogen. The iron ion is strongly bound to the protein via imidazole ring of the F8 histidine residue below porphyrin ring. A sixth position bind oxygen reversibly by coordinate bond to complete the octahedral group of six ligands (Wiki Premed,

Law School Open Memo Case Study Example | Topics and Well Written Essays - 3000 words

Law School Open Memo - Case Study Example robbery committed pursuant to the statute is twenty years, or 240 months. Id. Testimony by Dr. Caffrey reveals that she had knowledge that there was a possibility of forseeing the the robbery committed by Norwich. Additionally, the bank teller has stated that she knew that the "gun" toted by Norwich was actually a toy gun. This memorandum is respectfully submitted to address, the issue of psychologist privilege, and the issue whether Norwich's use of a toy gun (as recognized by the victim, here the bank teller) can be asserted so as to fail prosecution pursuant to 18 U.S.C. 2113 (a). I. Background of The New York State and Federal Rule Pertaining to Privledge. Federal law recognizes a privilege protecting confidential communications between a psychotherapist and his or her patient. Jaffee v. Redmond, 518 U.S. 1, 10 (1996). Although common-law rulings may once have been primary source of new developments in federal privilege law, that is no longer case. Fed.Rules Evid.Rule 501, 28 U.S.C.A. However before determining whether an exception is carved out, the Court will look to the rules of evidence of a particular state, here, New York. Fed.Rules Evid.Rule 501; 28 U.S.C.A. The common law knew no privilege for confidential information imparted to a physician. 8 Wigmore, Evidence 2380-2391 (McNaughton rev. 1961). When a physician raised the question before Lord Mansfield whether he was required to disclose professional confidences, the line was clearly drawn: "If a surgeon was voluntarily to reveal these secrets, to be sure, he would be guilty of a breach of honor and of great indiscretion; but to give that information in a court of justice, which by the law of the land he is bound to do, will never be... 2. Yes, the type of gun and victims knowledge (here the bank teller) that the gun was a water gun is irrelevant because courts have already ruled that toy guns are an intimidating weapon for 18 U.S.C. 2113 (a) purposes. This firm represents Clyde Norwich, a man this firm believes will be charged shortly with bank robbery. Clyde suffers from paranoid schizophrenia and robbed a bank in August of this year. At the time of the robbery, he was under the care of a psychologist who possesses a Phd. in abnormal clinical psychology. The psychologist, Dr. Caffrey, believes that Mr. Norwich ceased taking his medication that regulated his behavior and further admits that Norwich shared his plan to rob the bank with her. Indeed, Mr. Norwich robbed the bank that he had specifically identified during treatment. Norwich is expected to be charged pursuant to 18 U.S.C. 2113 (a). original form was as follows: "No person authorized to practice physic or surgery shall be allowed to disclose any information which he may have acquired in attending any patient, in a professional character, and which information was necessary to enable him to prescribe for such

For an organisation; product; service or brand of your choice you are Essay

For an organisation; product; service or brand of your choice you are required to answer the following three questions - Essay Example It actively supports candidates who draft public policies that are related to the brand and its products. The company has its own political action committee Kraftpac which makes valuable contributions to the US Federal and State political parties and candidates; however all corporate contributions are made as permitted by law (Kraft Foods Group, 2014). The economic downturn has also affected Kraft Food sales; however it quickly launched strategies which helped it to recover from this difficult situation. For instance, it came up with meal solutions through which consumers got make the most of their grocery dollars and get quality food at reasonable rates (Kraft Foods Inc., n.d. [a]). In 2013, the sales of its refrigerated meals, beverages, snack nuts and enhancers increased while the sale of its cheeses decreased slightly (Zacks Equity Research, 2014); however it did miss its target slightly. On social front, Kraft Food is quite active and gives priority to health, well-being and nutrition issues. It has earned a name for itself in fighting obesity on one hand and malnutrition and hunger on the other (Siegert, 2013). It has emerged as a strong oppose of negative lifestyles and also been vocal about food quality and safety. Health maintenance, water purification and unaffordable nutrition are other factors it has been working on. During the anti-obesity drive, the company launched a policy not to target children below 6 years with its advertisements (Siegert, 2013). Better-for-you-products are advertised to children aged between 6 to 11 years. In school advertising has been eliminated and in Europe, the nutrition content is also mentioned on the packages to help consumers adopt a healthy lifestyle (Kraft Foods Inc., n.d. [c]). Kraft Foods has also lowered salt content and fat content from some of its products (Kraft Foods Inc., n.d. [c]). Innovation has always been the hallmark of Kraft Foods. It uses technology to its advantage and has come with

Conflict Analysis Case Study: Nestlé

Conflict Analysis Case Study: Nestlà © Business is a never ending race and in the fast running world of business, there is variety of products and shops, showrooms, setups and etc. The main purpose of this report concerns the research managing conflicts in organization. The organization that is chosen for our research report is Nestlà ©. Data and observation analysis, recommendations for managing conflicts is also discussed. The methods used for collecting data for this report are surveys, questionnaires, personal observations, personal interviews, newspapers, internet etc. In the first section, we had given an introduction about the chosen organization Nestlà © and then a brief description about nature of conflict in the organization and its various types and causes of conflict. The second section is consists of literature review, in which we had discussed the theories and research papers of different researchers where they explain about conflicts and its causes in an organization and moreover how an organization can prevent those conflicts with best possible solution. The third section comprises of research methodology, research nature, data collection techniques and sampling method. In section forth we have scrutinized the primary data by different graphical and statistical tools. In final section we have given possible conclusions along with recommendations. CHAPTER # 1 1.1: INTRODUCTION TO NESTLÉ Nestlà © was founded in 1866 by Henri Nestlà © with headquarters in Vevey, Switzerland. It has employed around 250,000 people and has factories or operations in almost every country in the world. It is one of the worlds biggest food and Beverage Companies. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. 1.2: PURPOSE OF RESEARCH The purpose of the research is to find the variable which has leads towards conflicts in Nestlà © Organization. The main purpose of the research is, firstly, to identify the causes of conflicts in Nestlà © and, secondly, to manage conflicts in Nestlà © organization. 1.3: BACKGROUND OF THE STUDY All of us experience some type of conflicts in our daily lives. Tensions, antagonisms, and frustrations always occur when people work together. There are disagreements, perhaps even fights, between employees and the supervisor or between co-workers. Aside from personality clashes, people simply have different viewpoints about the way things should be done. The main purpose of conducting the research is to find out the conflicts, and finding the ways to manage and solve them in an organisation. In this context we have got the opportunity to conduct our research on one of the top organizations (Nestlà ©). 1.4: DEFINITION OF CONFLICT Conflict is defined as the state of discord caused by perceived or actual opposition of needs, interests and values. A conflict can be internal or external. The concept of conflict can help to explain many social aspects of life such as social disagreement, fights between individuals, groups, or organizations and conflict of interests. Conflict as taught for graduate and professional work in conflict resolution which is defined as when two or more parties, with perceived incompatible goals, seek to undermine each others goal seeking capability. However, conflict can also occur in cooperative situations, in which two or more individuals or parties have consistent goals, because the manner in which individuals or party tries to reach their goal can still undermine the other individuals or party. 1.5: NATURE OF CONFLICT Conflict may constructively be viewed as resulting from differing belief systems, varied perspectives on the situation and values resulting from participants accumulated life experience and conditioning, differing interests and objectives. Effectively dealing with conflict requires the expression and management of participants varying interests, belief systems, perspectives and values. Through the integration of participants perspectives, belief systems, interests and values, conflict and conflict resolution play important roles in individual and social evolution and development. Conflict arises when one or more participants view the current system as not working. At least one party is adequately unhappy with the position, that they are willing to own the conflict and speak with the hope of being able to influence the situation to arrive at an improved condition. Conflict may be sight as a process we put ourselves through to attain a new condition and self definition. Through conflict we have opportunities to be artistically self-defining. If nothing else, conflict allows us in future to do things differently. Through the resolution of conflict, we can evolve and redefine ourselves, our community, our relationships our society and our world. 1.6: LEVELS OF CONFLICT 1.6.1: Inter divisional conflict Inter divisional conflicts exists between the perceiver and another individual within the organization. Although the other person does not need to be aware of the conflict, the perceiver of the conflict situation recognizes the present or future impact conflict can have on job performance. 1.6.2: Intra group conflict Intra group conflicts occur between perceiver and his or her immediate group within the organization. The immediate group can consist of work team, department or union. Whether fully or only superficially aware of the conflict issue, the perceiver realizes that the conflict can directly or indirectly affect job performance. 1.6.3: Inter group conflict It arises between the perceivers immediate group and another group within the organization. Again, the perceivers involvement may not be critical, but he or she must be aware of the situation and the potential impact the conflict can have on work performance. 1.6.4: Organizational conflict Organizational conflict is a state of disagreement caused by the actual or perceived opposition of needs, values and interests between people working together. 1.7: TYPES OF CONFLICT A conceptual conflict can rise into a verbal exchange or result in fighting.Conflict can exist at a variety of types. These are Community conflict Diplomatic conflict Emotional conflict Environmental resources conflict Group conflict Ideological conflict Interpersonal conflict Inter-societal conflict Intrapersonal conflict Organizational conflict Religious-based conflict and Workplace conflict. 1.8: CAUSES OF CONFLICTS 1.8.1: Authority relationship Authority Relationship conflicts occur because of the existence of strong pessimistic emotions, misperceptions or stereotypes, poor communication or miscommunication, or repetitive negative behaviors. Authority relationship problems often increase disputes and lead to an unnecessary rising spiral of destructive conflict. Supporting the secure and balanced expression of perspectives and emotions for acknowledgment (not agreement) is one effective approach to managing relational conflict. 1.8.2: Management style For any organization to be effectual and efficient in achieving its goals, the people in the organization need to have a common vision of what they are determined to achieve, as well as clear objectives for each individual, group/ team and department. Management style also needs ways of recognizing and resolving conflict between people, so that conflict does not become so serious that collaboration becomes impossible. The management of any organization needs to have ways of keeping conflict to a minimum and of solving problems caused by conflict, before conflict becomes a major obstruction to work. Management style helps to avoid conflict where probable and organizing to resolve conflict where it does happen, as rapidly and smoothly as possible. 1.8.3: Communication barriers: Conflict will be greater when barriers to communication exist. If parties are separated from each other physically or by time e.g.; the day shift versus the night shift-the opportunity for conflict is increased. To illustrate suppose a company employs only one plant supervisor, who works the day shift and leaves orders at the beginning of each week for the workers on the night shift. By the end of the week, how ever, these orders have been only partially carried out. The supervisor cannot figure out why. Obviously, the supervisor absence from the night shift has posed a communication barrier, which in turn causes decreased output. As Bryans, P, Cronin argued in 1984 that Space or time separations could promote isolated group interests rather than advance a common effort towards joint goals. 1.8.4: Personal factor 1.8.4.1: Behavioral The way emotional experience gets expressed which can be verbal or non-verbal and intentional or un-intentional. 1.8.4.2: Physiological Its defined as the bodily experience of emotion. The way emotions make us feel in comparison to our identity. 1.8.4.3: Cultural values Culture tells people who are a part of it, Which emotions ought to be expressed in particular situations and what emotions are to be felt. 1.8.4.4: Physical This escalation results from anger or frustration. 1.8.4.5: Verbal This escalation results from negative perceptions of the annoyers character. 1.9: WAYS OF ADRESSING CONFLICTS There are basically five ways of addressing conflicts which were identified by Thomas and Kilman in 1976. These are 1.9.1: Accommodation Ones party surrenders its own needs and wishes to accommodate the other party. 1.9.2: Avoidance Avoid conflict by ignoring it, changing the subject, etc. As an expedient means of dealing with very minor, non-recurring conflicts or Avoidance can be useful as a temporary measure to buy time. In many cases, conflict avoidance involves severing a relationship. 1.9.3: Collaboration Working together can find a mutually beneficial solution. Collaboration can also be inappropriate and time-intensive. When there is not enough respect, trust or communication among participants for collaboration to occur. 1.9.4: Compromise Finding a centre point where each party is partially satisfied. 1.9.5: Competition Take the ones point of view at the potential expense of another. It can be more useful when achieving the ones objectives outweighs ones concern for the relationship CHAPTER # 2 2.1: LITERATURE REVIEW Different researchers have published their reviews on conflicts in the organization. We are viewing two best reviews of the researchers articles. Mr. Philips in 1982 threw light on some of key conditions, which may lead to serious organizational conflicts; he gave his views in the book named as Community in Organization. According to M Phillips certain social relationships characterized various kinds of conflict behavior. Each one could occur in your work area. The more aware the managers are of these conflict settings, the better are the chances of correcting them and running a smooth operation. Mr. Philip identified communication as problem in his research. The causes of conflicts are structural factors, authority relationships, common resources, goal differences interdependence, jurisdictional ambiguities, specialization, status-inconsistencies, personal factors, communication, conflict management style, cultural differences, emotions, perception, personalities, skills and abilities, values and ethics. The researcher found a possible solution; it is obvious that a perfect communication system is unlikely. But also perfectio n like rationality will not be achieved; organizations do have mechanism by which they can attempt the communication system as clear as they can. Philips also suggested that there are such devices available which can reduce the distortion and complications in communication process and suggested that communication recipients should be aware of the biases of the message senders and protect their own counter biases as protection devices. James M Leif John M Penrose in 1997 in the book Business Strategies Skills 5th Edition explained the nature of organizational conflicts identify the causes of conflicts i.e. Structural Factors, Common Resources , Goal Differences , Interdependence ,    Jurisdictional Ambiguities, Inconsistencies ,Personal Factors Communication barriers, Conflict management style ,Cultural differences ,Emotions Perception, Personalities, Skills and abilities, Values and Ethics, Behavioral and Physiological Cognitive. The researchers say that it is possible to avoid conflict by having mechanism such as voting to make decision without the disagreement of consensus. They also find that behavioral regulation fail to match the individual need of employee, conflict is bound to occur. In 1995 B R Siwal in his research Resolution Strategies to Conflict describes that conflict is a necessary and integral part of effective problem solving and realistic discussions. It is core sound of decision making because disagreement is the best vehicle for enlargement the perspective, discovering alternatives, and motivating creative interaction among each member. The effects of disagreement, though, depend on how it is administer by team members. Conflict can be integrative and constructive or it can be distributive and disruptive. When mismanagement occur, conflict can demolish team effectiveness, when handled well it can deeply enhance the quality of team work and make members sense proud of their work in the team. Training in the nature of conflict and the ways of managing it is an imperative need of all the people who participates in problem solving groups, such as those that make up work teams. The negative association of conflicts wants to be dispelled and substitute with more practical conceptions that made the justifiable distinction between disruptive and constructive conflict. When team members see that conflict can be a positive strength in conversation, they are better prepared to take up effective proposal attitudes and behaviors in trouble solving situations. Further more the differences between integrative and distributive conflict can help them learn how their own behavior contributes to the atmosphere of the team which they belong. Davor Dujak in 2008 describes in his research that in every organization conflict encounters on a daily basis. The conflict cannot be avoided but it is probable to mange them in a way that we identify them on time. It is essential to constantly track the organizational signals which position to their existence. If Organization does not respond accordingly, this can lead to the condition that conflict itself manages the organization. One of the more important determinants of productivity, performance and efficiency and finally the job satisfaction is also the conflict as an independent variable of organizational behavior. By systematic research of organizational behavior we want to make a positive influence on the dependents variables, but first we have to realize and get a good approaching to the individual elements of organizational behavior. In 2004 Melanie Lewis describes in her research that if conflict managed poorly or avoided, it can be very costly to an organization. If managed well, conflict presents an opportunity to uncover significance and promote a healthy work place. Many organizations are finding that their conflicts management systems have been good by financial investments, generating a healthy return. In additional they are recognizing the value of many less substantial benefits (lower turnover, increased efficiencies, improved morale and improve public relations). A precise four phased process assessment, design, implementation, operation and evaluation helps organizations design effective conflict management systems to gather the maximum benefit of conflict system. Moreover this four phased approach strongly encourages the team actually to seek to understand and incorporate the needs and interests of all affected constituency, and creates an environment in which the benefits of the system can be effecti vely communicated, implemented and administered. In 2010 De Dreu C.K describes in his research that conflict is a multidimensional with both relationship and task forms. Hence it is expected that if they change the managing type of conflicts, it will plays an important role in organizational performance. While if organization did not manage good, the conflict will plays a negative role. However the researcher discussed only two types of conflicts in his research namely affective and task conflict in order to play better role in organizational performance. After studying the reviews of different researchers our group decided that we will follow the research methodology of M Philip because they dictate information about factors which are important for identifying conflicts and understanding the meaning of conflict and how it influences the organizations internal environment in solving problems. CHAPTER # 3 RESEARCH METHODOLOGY 3.1: Research type: The type of research that we are conducting is applied research because it is conducted for a particular organization. Applied research is practical applicability of research tools on a particular organizational situation. 3.2: Data collection We will be collecting our data by using two sources which are as follows. 3.2.1: Primary data Our primary data is collected through conducting interviews and designed questionnaires from managers and employees of Nestlà ©. 3.2.2: Secondary data The secondary data is collected from past records of Nestlà © and books along with business articles to support our recommendations and suggestions. 3.3: Sample size During this survey we have taken responses from a Sample size of 30 which is further divided into two groups. We also conducted survey from 10 managers and 20 employees. The sampling type that we used is non random sampling technique because we want to get information from every third employee and manager of Nestlà © organization. Our survey is in questionnaire and interview form, so our questionnaires consist of open ended and close ended questions. We have conducted unstructured interviews, asked from the respondents to get more information. CHAPTER # 4 ANALYSIS 4.0: INTRODUCTION TO DATA ANALYSIS Data analysis is a practice in which the raw data is ordered and organized in order to extract useful information from it. The process of organizing and thinking about data is the key to understand what the data does and does not contain. There are varieties of ways in which people can approach data analysis, and it is infamously easy to manipulate data during the analysis phase to push certain conclusions. There are different methods for analyzing the data for example surveys, charts, frequency tables, graphs and personal observations etc. We have analyzed our data through frequency tables and bar charts. 4.1: FREQUENCY TABLE Frequency table is one of the important concepts in mathematical statistics and a good analyzing tool. A table divided into cells by category with counts for each category in each cell. It is a kind of display of a given data, in which the frequency of each data item is found. The frequency of a data item is the number of times it occurs in the data set. 4.2: BAR GRAPH A graph consisting of parallel, usually vertical bars or rectangles with lengths proportional to the frequency with which specified quantities occur in a set of data. A bar graph is a pictographic version of statistical data in which the independent variable can attain only certain discrete values. The dependent variable may be discrete or continuous. The most common form of bar graph is the vertical bar graph, also called a column graph. This type of display allows us to: Compare groups of data, and To make generalizations about the data quickly. 4.3: ANALYSIS OF QUESTIONNAIRES 4.3.1: FROM MANAGEMENT 1) More than the desired output of the employees make can be harmful to the organization? a) YES b) NO Variables Codes Frequency Yes 01 9 No 02 1 Table: 4.3.1. Graph: 4.3.1.0 2) There is a free flow of communication among the employees: a) YES b) NO Variables Codes Frequency Yes 01 10 No 02 0 Table: 4.3.1.1 Graph: 4.3.1.1 3) Employees are properly informed about decision taken? a) YES b) NO Variables Codes Frequency Yes 01 7 No 02 3 Table: 4.3.1.2 Graph: 4.3.1.2 4) There is a consistency among the management policies: a) YES b) NO Variables Codes Frequency Yes 01 8 No 02 2 Table: 4.3.1.3 Graph: 4.3.1.3 5) Key post should be through:     Ã‚  Ã‚  a)  Ã‚  Ã‚  Direct Appointment  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  b) Promotion Variables Codes Frequency Direct appointment 01 8 Promotion 02 2 Table: 4.3.1.4 Graph: 4.3.1.4 4.3.2: FROM EMPLOYEES 1) From how long have you been working in this organization?   6 months 1 year 3 years Or more than 3 years Variables Codes Frequency 6 months 01 4 1 year 02 2 3 years 03 10 Or more than 3 years 04 4 Table: 4.3.2.0 Graph: 4.3.2.0 2) What kind of boss do you like to work with?   Friendly Competent Leant Difficult Variables Codes Frequency Friendly 01 17 Competent 02 3 Leant 03 0 Difficult 04 0 Table: 4.3.2.1 Graph: 4.3.2.1 3) Which type of leaderships style do you like the most? Autocratic Democratic Variables Codes Frequency Autocratic 01 18 Democratic 02 2 Table: 4.3.2.2 Graph: 4.3.2.2 4) How does your management is doing the evaluation among the employees? Performance base Merit base Variables Codes Frequency Performance base 01 18 Merit base 02 2 Table: 4.3.2.3 Graph: 4.3.2.3 5) Which management level should be responsible for problems between employees? Choose any of the following Top level Middle level Lower level Variables Codes Frequency Top level 01 2 Middle level 02 17 Lower level 03 1 Table: 4.3.2.4 Graph: 4.3.2.4 Q6: How do you communicate the unforeseen problem with your manager or general manager?   Answer: Most of the respondents suggested that they like to meet the general managers directly for any unforeseen events. Q7: Do you think your organization should involve the employees in decision making? And why?   Answer: Most of employees consider that their managers are capable of taking right decisions and there is no need of involving employees. While few of them suggested that it can be a source of new and creative ideas. Q8: What can you suggest for a better management system?   Answer: Most of the employees have no idea about it. Few of them believe that friendly environment and better salaries can improve management system. 4.6: INTER ORGANISATIONAL CONFLICTS OF  NESTLÉ The nature conflicts in Nestlà © found out through the unstructured interviews and through questionnaire with the directors the managers of Nestlà © Peshawar are as follows: The first thing which found, was the lack of training given to the employees, managers said that in the organization, employees always have to work together in groups, and if some one feels that he/she cannot work within the group, then there is some problem with that employee, but at the same time managers said that it is the organizations responsibility to teach the employees how to work together in groups through proper training. They mentioned that without training the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization. The second main reason mentioned by the manager of the company was the Selection Biases, manager said that selection biases may also lead to conflicts within the company, and these conflicts are normally personal as well. The manager said that if in cases the top management (directors) interferes in the process of hiring the employees, they might select the wrong person for the right job. On the other hand there may be serious conflicts going on between the managers the directors on the issues of authority and responsibility balance. Further if the manager takes big decisions like job confirmation salary decisions then, there may be conflicts, and these must be taken by the top management (directors). The manager of Nestlà © also raised the point of communications problem. They believe that every information must be communicated from their tables. If in any case any employee bypasses the manger, there may be a conflict between them. Manager also said that there is no need of any employee who bypasses the manager to access to the top management (directors). Usually the organizations do have Coordinators who are directly answerable to the top management. He said that the manager will not be able to properly deal with him and conflicts between them will arise. The manager said that young unmarried employees usually indulge in office politics and make conflicts among the employees. According to him only married and experienced persons should be provided with the jobs. Racial problems also create conflicts among the employees. Bad attitude of the manager and arrogant nature of the boss is also one reason of conflicts. The manager said that effective person but highly cooperative person would be proffered in place of an efficient but uncooperative one. The managers presented the following ideas to prevent conflicts: Contractual Jobs Hire fire system. Authority to the managers Some of them had a bit different views. Director held the middle managements capabilities responsible for the conflicts within the organization. He also said that there is no relationship between the authority and reasonability with the conflicts. He proffered the autocratic style of management in the beginning, but it should be shifted to the democratic style in the later portions. Director said that although the centralized system slows down the process of working, but it will also decrease the conflicts between the employees. They said that, if you (Employee) have to be successful in the company, then you have to become a big YES SIR. One of the director also mentioned that horizontal conflicts are more common. Super seeded persons normally indulge in making conflicts. He said that super seeded persons should be terminated in place of super seeding them. Dress code can experience the anger from the employees due to Ethnic affiliations to some dresses. Directors were strongly in favor of Coordinator, they said that a coordinator channels the communication process between the manager and the top management. He also gave the following ideas to prevent the possible conflicts in the organizations: Promotions Clear line of Authority Not more than one employee from same Regional locations and same institutions/Universities. CHAPTER # 5 5.1: CONCLUSION The Organizational Conflicts is itself not a problem, but it is a serious symptom of some factors that are usually ignored while designing the organizational structures. From the literature review, taking samples (convenience) analysis of the data gathered, some factors are identified that usually are the root cause of the conflicts. Some of these are: Ethnicity Personal Jealousy Arrogant behaviors (low temperament) Communication problems Due to the nature of the issue the responses from the top (Directors), middle (Managers) lower management (Employees) were totally contrary with each other. For this purpose structured questionnaires (covering both open ended and close ended questions) and unstructured interviews were conducted. That made the deductions possible by comparing the verbal and non verbal responses, rephrasing the same questions two-three times to check the consistency of the replies. The ethnic issue is the most important. Due to ethnicity no sampled branch has been successful in implementing the dress code yet. Even though, all the respondents favoured it. It is observed that employees belonging to KHYBER PUKHTUNKHWA are very low tempered. Their frequency of jobs switching is higher than others. It proves that they cannot work in teams and work with an arrogant manager. To conclude, who should be held responsible for conflicts, the manager is the key person who channels the communication whether upward or down ward. 5.2: RECOMMENDATIONS The current thinking should be for the maximum utilization of the companys resources and to push the power and decision making authority down the hierarchy of the organization. This can create more power and flexibility within the company as a whole. Good leaders should not have any problem in delegating power and responsibility. Disagreement with the supervisor should be encouraged as long as it leads to productive results. It is critical for the manager to get diverse work force to work well together and respect their differences. Diversity should be encouraged because it can help the organization in future to adapt to the changing global market. All problems can be prevented from happening and/or rectified, if the middle management (Manager) of the company justifies its position. Middle management plays an anchor role. Manager should be able to deal with all the employees who have different cultural backgrounds, personalities priorities. Hiring experienced and matured managers and providing them training could help the case. On job training of the employees. Open house discussions should be there at least one a month. While assigning the groups to the employees for tasks, it must be assured that all the groups are properly matched. REFERENCES http://www.google.com.pk/ B R Siwal http://www.scribd.com/doc/19166679/Conflict-Resolution Jeremy.Cooper.SF.FIN.http://docs.google.com/viewer?a=vq=cache:TvBuLFIn6cIJ:www.asic.gov.au/asic/pdflib.nsf/LookupByFileName/managing_conflicts_of_interest.pdf/%24file Participation Observation Research Method: Analysis Participation Observation Research Method: Analysis Participation Observation Research Participant observation is a method of collecting qualitative data in social research. This method involves the immersion of the researcher in the subject matter so that it can be observed in its natural setting. It involves variable levels of involvement of the researcher on a continuum ranging from passive (observation) to active (participation). The distinction between participation and observation is based on the closeness of the researcher tothe subject matter with observation involving external evaluation and recording of events without the interference of the researcher whilst participation represents an internal view in which the researcher records views from within the group by acting, overtly or covertly, as a member in order to experience the actuality of the events. For example, in Humphreys study of homosexuals, he played an active role by acting as lookout for the police whilst the homosexual encounter occurred in public toilets (Humphreys, 1970). Although Humphreys was observing events and gathering data, he was inside the situation that occurred thus his presence had some impact on events; things would not have occurred exactly as they did had he not been present. Examples of a passive role include researchers who observe things as they happen but with no influence at all on the events that unfold, other than by their mere presence. For example, Patton describes researchers who were recording the reactions ofthe audience to Billy Grahams evangelical preaching (Patton, 2002). Their role was to record events without taking any part in the proceedings, althoughtwo researchers were so influenced by his preaching that they put aside theirnotes and joined the congregation. One of the advantages ofparticipant observation is its ability to facilitate the collection of rich information that is frequently not available from other sources (Babbie, 1995). As such, it can be used to supplement, inform or contradict theorised research and it can greatly enhance the available knowledge on a subject as a result. It can be used either as a preliminary step in a research study by which the researcher observes events as they occur in order to formulate a hypothesis for further investigation or it can be used at a more advanced stage of the research in order to test a hypothesis formed on the basis of theoretical research (Patton, 2002). It is believed to elicit real and genuine information that has not been filtered or amended by the research participants as can occur in relation to interview or questionnaire data and, as such, provides unique insights into the subjective viewpoint of the participants in the study. With observation, participants may not realise that they are being watched so they do not moderate their behaviour in any way thus the data gathered in unadulterated. It also provides richer information than interviews or questionnaires because it can take into account non-verbal interaction and behaviour (Berg, 2003). As such, it can be a valuable methodof researching the influence of structures or events on individuals andgroups. There is also the possibility that unexpected and unanticipated events will occur during the course of the observation hence its value in accessing unique data (Berg, 2003). Equally, even with more active participation from the researcher, the subjects of the research may not realise that they are being observed as it is not uncommon for the researcher to obscure their identity by posing as a member of the group or as someone who would naturally come into contact with them. For example, in studies of the way in which mentally ill patients are treated by psychiatrists and others in the medical profession, researchers were admitted into mental health facilities by posing as patients so that they could experience the reality of life within such an environment, something that would not have been possible had they announced their presence and their purpose (Winstein, 1982). As this example demonstrates, participant observation can be a way to access information from those who might be reluctant to give interviews or who would present apolicy-driven view of the subject (Bogdan, 1972). Sometimes, the only way to get around such obstacles is to gain surreptitiou s access to the environment in order to experience directly what is happening (Spradley, 1997). There are limitations to this research method. It can be time-consuming, both in terms of the actual observations and in preparing and analysing the large amount of resultant data. This may make it a less cost-effective means of conducting research (Jorgenson, 1993). A second limitation is that it tends to involve the observation of only a few examples of a particular subject, behaviour or event thus there is a limit to the extent to which the findings are amenable to generalisation (Spradley, 1997). A further criticism that can be levelled against participant observation is that it is inherently subjective as it notonly focuses on a single (or limited number) of particular observations butthat the recording of the resultant data is subject to the interpretation of the researcher (Jorgenson, 1993). Accordingly, there is a possibility of conscious or unconscious bias which is inconsistent with its appearance, particularly in relation to observation rather than participation, of an obj ective and scientific research method. This criticism is furthered in relation to participation because the researcher plays some kind of role inevents that unfold thus is not a mere passive recipient of information but issomeone who contributes to the shape and content of the resultant data (Spradley, 1993). The final criticism of participant observation that needs to be addressed is particularly pertinent to participation by the research andthat is issues of deception of the research subjects and the ethical issuesthat therefore arise. This was demonstrated in Humphreys research with homosexuals as he posed as a member of their community thus accessing data thatwould not have been available without this deception. The practice ofdeception on research subjects is one that needs to be considered carefully when weighing the balance of the strengths and limitations of this research method (Spradley, 1993). Word Count: 1000 Words Bibliography Ackroyd, D. and Hughes, J(1992) Data Collection in Context, 2nd ed., Harlow: Longman Babbie, E (1995) ThePractice of Social Research, Belmont: Wardsworth Berg, BL (2003) QualitativeResearch Methods for the Social Sciences, 5th ed., Harlow: Allyn Bacon Black, T (2002) Understanding Social Research, London: Sage Bogden, R (1972) ParticipantObservation in Institutional Settings, Syracuse: Syracuse University Press Bryman, A (1988) Quantityand Quality in Social Research, Oxford: Routledge Giddens, A (2002) Sociology,4th ed., Cambridge: Polity Press Haralombos, M, Heald, R andHolburn, M (2000) Sociology: Themes and Perspectives, 5thed., London: Harper Collins Humphreys, L (1970) Tea-roomTrade, London: Duckworth Jorgenson, D (1993) ParticipantObservation: a Methodology for Human Studies, Thousand Oaks: SagePublications Patton, MQ (2002) QualitativeResearch and Evaluation Methods, 3rd ed., London: Sage Punch, KF (2001) Introductionto Social Research, London: Sage Sarantokos, S (1998) Social Research, 2nd ed., London: Sage Spradley, JP (1997) ParticipantObservation, New York: Holt Rinehart Winston Winstein, RM (1982) The MentalHospital from the Patients Point of View in WR Gove (Ed) Deviance andMental Illness, Thousand Oaks: Sage Publications

The Economics of the South and the Civil War Essay -- U.S. History

Introduction Most people believe the Civil War was fought only over slavery and for abolition. Because of the speech Abraham Lincoln gave â€Å"The emancipation Proclamation,† it looks like the Civil War was a war about the morals of the nation. A war could not be stopped from happening once the Compromise of 1850 happened. The South was frantic to keep slavery going. Their whole economy was bases around the economics of slavery. The North did not realize that there was more than freeing the slaves to do with the war. The economics of the south was free labor caused by slavery. The black slave was a God sent for the Southern states in that it allowed them to make a great profit off their crops. William Freehling said, â€Å"Posterity thinks of slavery as the South’s leading economic interest† (239). The Northern states were against slavery but they did not realize what it would do to the South when slavery is abolished. â€Å"The Southern economy, however, was buil t on the labor of the African-American slave, who were oppressed into providing cheap labor.† (History Central, web) This paper will allow us to look at the complete economics side of slavery and what effect it would have on them. History of Slaveries start in the South The Dutch West India Company was commissioned â€Å"to supply the colonist with as many Blacks as they conveniently can.† (Morison 75) When the South started to be developed in 1625 when The Virginian Company said, â€Å"Any Englishmen who agrees to take out at least 250 people at his own expense was allowed to choose †¦ 1250 acres or more† (Morison 54) This is how the Plymouth Colony was started. These men were not blue-collar workers, for they had money and position. They did not want to work with their... ...nd the North blockaded the Southern ports the south was doomed. They needed money to live and pay for the war and without being able to export their only cash crop they could not keep going. Their whole economy was about slavery and the great economics it creates for the owners, and for the Southern States. Works Cited Allen, J. Michael Allen & James B. World History from 1500. New York: Harper Collins Publishers, 1993, Print. Freehling, William W. The Road to Disunion, Volumn II. Vol. II. New York: Oxford university Press, 2007, print. History Central. "Economics of the Civil war." 2008. History Central. Web 23 April 2011. Morison, Samuel Eliot. The Oxford History of the American People. New York: Oxford University Press, 1965, print. Readers Digest. The Story of America. New York: Readers Digest Assoc., 1975, Print.

Colleges Should or Should Not Offer Online Classes

Nearly 12 million post-secondary students in the United States take some or all of their classes online right now. On the other hand, approximately 15 million students take all of their classes in a physical classroom. (Adkins) What do these number say about an online education? Well, they mean that there are both positive aspects and negative aspects to taking online courses. It turns out that there are many examples of both positive and negative reasons to enroll in or to not to enroll in an online class.Firstly, there are many advantages or reasons why someone would want to take an online course. One of the main reasons people take an online course is for flexibility of time. Flexibility of time corresponds to the online classes being available 24 hours a day, 7 days a week, usually. This allows for one to plan their classes around their schedule, rather than their schedule around their classes. For this reason, it is often popular for people who need to work but still want to get a college education. It is also popular for parents who are working or have small children they need to take care of.Another example would be someone who has difficulty waking up for morning classes. Online can be arranged so that you can work at your convenience of time. Another major contributing factor to a positive outlook on online classes is that there are virtually no geographical restrictions. As long as you can put yourself somewhere with Internet access, you can take the course. Along with the ability to be anywhere you want, you can also go nowhere and simply take the class from home. This means the student can save a multitude of time and gas money.A good example of someone who would utilize this would be someone who lives far away from a college, and still wanted to get a degree without having to commute back and forth many miles everyday. Online courses also give a student a larger variety of courses to choose from. If you attend a physical college, a course you might want to take may not be available. With online classes, all you have to do it some online research to find the course you are looking for. In addition to opportunity of a class being offered, there is also the opportunity of getting into a class.With online classes, the spaces offered may be greater because there are no physical limitations of space that may have limited the physical class. In addition to these obvious examples, there are a few subtle things that people may no realize at first about the advantages of online classes. One, for example, is participation. Some students may find it difficult to participate in class and therefore feel less intimidated in an online environment. Equally important for some, perhaps, is that there is no dress code. Unless there is a web cam involved, a student could be in their pajamas or even naked if they wanted to be.On the other hand, there are quite a few disadvantages to taking an online course. One of the main reasons that many people struggle with is the discipline and time management skills. There are usually a few deadlines, but besides that, the students are fully responsible for keeping up with their work and staying to a schedule. Procrastination can be a detrimental factor to failure for some. Self- motivation tends to be a key that some do not possess. Another main problem some students experience is a social problem. In this style of education there is no direct interaction with a professor in person.Some students may be okay with this but many progress and learn better from face-to-face interactions and attention from the teacher. Together with the professor are the fellow pupils that are in the class. Where as some students completely enjoy relaxing and taking a class alone, some find it very lonely and depressing. Classrooms are meant to have a welcoming environment. This environment can often be particularly difficult to replicate online. An important academic reason to perhaps not take an online cl ass is the issue of transferring credits. Some institutions will not take online credit hours.This could obviously make your time spent on taking these courses completely worthless. For this reason, many people do not risk online courses and stick to physical classrooms with a definite reliable credit transfer capability. Finally, along with all of these examples, comes perhaps the most obvious one of all. To take an online course you need to have a computer. This means that the student has to actually be capable of using that computer too. Online courses are designed for ones own pace usually, but the majority of time spent on the task should not be figuring out how to work the computer.A student does not need to be a computer expert, but needs to be computer literate and relatively comfortable with the technology they will be using. The functioning of the computer not only depends on the student’s knowledge and skill, but also depends on the reliability of the computer. The computer is going to need to have at least a decent setup and also probably have a high-speed connection. For most even considering an online education this is usually doable, but it is not always the case.To sum it all up, online courses are a preferential decision based on an individual students research and the college’s interest in such a technique of learning. There are many positive and negative factors a college should consider before deciding to offer or not to offer online classes. The same can said for students deciding whether or not to take online classes. Online classes are a slowly increasing popular way of learning and teaching. The only way that one can decide to provide or take these courses is by looking at the research done and the facts known.

Free Essays on Introduction To Management

First of all, I would like to notice that Dave had been doing everything right. People say that he should have interfered into Bob and Nancy’s relationships earlier, but I think he hoped it was just a short affair. Their relationships didn’t influence on the productivity of the company in a feasible way, while his action could by straining the atmosphere. Unfortunately, his hopes didn’t come true, so he had got to make decision about Bob and Nancy. I think there are several ways to avoid this problem, but we have to find the most acceptable one. While making decision Dave should make a goal not only to punish Bob and Nancy. First of all he should think of productivity and wellness of his company, especially at that moment, when the division had just won a large contract which would provide for long-term growth, but would also require a heavy workload until new people could be hired and trained. There are several points he should consider while making decision. The most important point is that he can’t dismiss either Bob or Nancy. And there are two reasons for that. Firstly, both of them signed a contract, their release will make many problems for Dave. Secondly, both of them are professionals in their areas. Nancy was in her mid-30s, was attractive, had a pleasant disposition, and was very â€Å"competent†. Everything that secretary needs to be a professional. Moreover it took a long time to find her. Bob was an enthusiastic, highly respected lead engineer and the vital resource of the new contract. He had been highly respected for his technical competence and ability to direct. Dave understood that the success of each group depended upon teamwork and strong leadership from its lead engineer. The next point Dave should consider is the bad example of Bob and Nancy. Employees might think they could do whatever they want. So Dave can’t just let them work further. Considerinng All these points, I suggest: To send Bob for... Free Essays on Introduction To Management Free Essays on Introduction To Management First of all, I would like to notice that Dave had been doing everything right. People say that he should have interfered into Bob and Nancy’s relationships earlier, but I think he hoped it was just a short affair. Their relationships didn’t influence on the productivity of the company in a feasible way, while his action could by straining the atmosphere. Unfortunately, his hopes didn’t come true, so he had got to make decision about Bob and Nancy. I think there are several ways to avoid this problem, but we have to find the most acceptable one. While making decision Dave should make a goal not only to punish Bob and Nancy. First of all he should think of productivity and wellness of his company, especially at that moment, when the division had just won a large contract which would provide for long-term growth, but would also require a heavy workload until new people could be hired and trained. There are several points he should consider while making decision. The most important point is that he can’t dismiss either Bob or Nancy. And there are two reasons for that. Firstly, both of them signed a contract, their release will make many problems for Dave. Secondly, both of them are professionals in their areas. Nancy was in her mid-30s, was attractive, had a pleasant disposition, and was very â€Å"competent†. Everything that secretary needs to be a professional. Moreover it took a long time to find her. Bob was an enthusiastic, highly respected lead engineer and the vital resource of the new contract. He had been highly respected for his technical competence and ability to direct. Dave understood that the success of each group depended upon teamwork and strong leadership from its lead engineer. The next point Dave should consider is the bad example of Bob and Nancy. Employees might think they could do whatever they want. So Dave can’t just let them work further. Considerinng All these points, I suggest: To send Bob for...

Electronics sba Essays

Electronics sba Essays Electronics sba Essay Electronics sba Essay By conducting an Interview with Manager of Company The use of the Internet Cow. Com The data collected was carefully manipulated and arranged in the order requested. Information was recorded from the business and pictures were taken from the site. Engineers Sales Environment Managerial Finance Accounting Communications Human Resources Flow Chart Showing Career Opportunities and their responsibilities Our working hours are: 7. AMA to 4. Pm and 8. AMA to 4. Pm Monday to Thursday 7. AMA to 3. Pm and 8. AMA to 3. Pm on Fridays The Issuing of Receipts Signing of Contracts Special Promotions LIME is governed by the National Telecommunications Regulatory Commission (.NET). In order to have any special promotions they must consult with the .NET, permission is granted if the .NET agrees. Example: Rates they either reduce or Increase them. There is a dress code and all employees are expected to adhere to this policy when wearing the uniforms provided by the company. Protective gears are provided to their technicians and field staff which forms part of their uniforms ( overalls, goggles, safety belts, safety boots, helmets) etc. In case of power shorts there are: Generators which come on automatically, UPS and Battery backup systems. Technology processes become easier or simplified, employees are constantly being trained, customers are happier a more developed work force, training of employees in other areas of business. With the improvement in technology and simplifying of processes can lead to a decrease in the number of employees. Therefore having a negative impact on people who do not have any technical skills. So the impact of technology can be Negative and Positive. A nation that is technologically advanced can become a more productive nation, in hat, it can produce more, research becomes easier, more Jobs may be created as new industries are created. College and university students in the Caribbean have better access to resources and courses because the region is now linked up to the academic internet connecting further education institutions across the world. In addition to increasing learning opportunities, the [emailprotected] broadband network we created will also improve research in the Caribbean, with academics now able to more easily interact and share data with other experts in their field. Security Cameras Alarm Systems Monitoring Systems GAPS Tracking Electronic Security Access Security Guards LIME is committed to making continuous improvements in the management of our environmental impact as part of our goal of developing a sustainable business. This company work to promote environmental care and awareness with emphasis on the need to reduce energy consumption, carbon emissions and waste production. These include the following; Safe disposal of waste Use of backup generators when their are power outages

Critically evaluate the impact of tourism on local host Essay

Critically evaluate the impact of tourism on local host communities,refer to the texts in your sources booklet as well as to cas - Essay Example Goodwin notes that a number of countries in Africa like Gambia and Tanzania have benefited from tourism foreign exchange. In contrast, according to Goodwin (2008) tourism may not provide a good source of foreign exchange earnings for countries with little or no international trade. Such countries cannot take tourism as the major source of foreign exchange. Although† The biggest beneficiaries of foreign exchange are the low income ones in which tourism play a role in poverty reduction† (Archer et all, 2005:10) earnings may be affected. When there disasters and terrorism strikes, foreign exchange earnings dwindle in for example the case of Hurricane Gilbert in 1995 in Jamaica, Tsunami in Japan in 2011 and Terrorism in the United States in 2001. However, the countries may also benefit even in disasters and terrorism activities. Some people are very eager to go to witness the events and activities. In this case, they play a role in tourism though their reasons may not be well understood. After Tsunami in 2011, many journalists and other people went to Japan to witness and report on the happenings there. This may not be taken as tourism but to some extent it is. Tourism may play an important role in the development of various places, according to (Archer et all, 2005) local communities near tourist attraction sites find it their responsibility to make the region better through infrastructure development and provision of important facilities. Although tourists spend some money in the host countries, economic experts argue that most of the tourist expenditures do not directly benefit the country being visited. According to Goodwin, this could be the reason why countries like Gambia, Tanzania and Caribbean countries have not recorded growth and development as it would have been expected. This is refutable according to (Goodwin, 2008), who claims there are still no good enough examples of initiatives with clear demonstrable impacts from tourism. There are no case studies which demonstrate the mainstreaming of tourism and poverty reduction strategies. According to (Scheyvens, 2003), It is estimated that more than 80% of the tourist expenditures, are on provision of services in other countries other than the host countries. For example, according to (Archer et all, 2005) when individuals are traveling to other countries, they are likely to use airline companies that are in their home countries, the money paid goes to the home country rather than the host country. Some tourists may also make purchases in their home countries before they go to the host countries. However, tourism creates employment for community in different countries; local people are employed in the hotels and resorts while others sell local products to the tourist. This is experienced in the Gambia, Tanzania and other African countries that rely on tourism a lot. This has played a role in improving the lives of the society and modernization. At the same time, there are some jurisdictions that depend on tourism a lot. â€Å"Some countries in Africa and the Caribbean region depend a lot on tourism, which may contribute up to a third of the

The Parametric Curve Defined Assignment Example | Topics and Well Written Essays - 750 words

The Parametric Curve Defined - Assignment Example B, C and D were held constant at 1. Plots of the various values of A are shown below to understand the resulting behavior using an increment of 0.5. At A = 0, the curve resembles a straight vertical line between y = -1 and y = 1. However, as A is increased to 0.5, the curve provides an elliptical shape that is skewed on the x-axis. At A = 1, the curve becomes a perfect circle. As A is increased to both 1.5 and 2, the curve gains greater elliptical nature on the x axis such that the ellipse’s major axis lies on the x-axis. Therefore, it could be surmised that variation in the amplitude constant for the x parametric curve (A) tends to produce elongation on the x-axis. The amplitude constant for the y parametric curve (C) was varied using default values in Microsoft Mathematics 4.0, which ranged between 0 and 2. Moreover, all other constants i.e. A, B and D were held constant at 1. Plots of the various values of C are shown below to understand the resulting behavior using an increment of 0.5. At C = 0, the curve resembles a straight horizontal line between x = -1 and x = 1. However, as C is increased to 0.5, the curve provides an elliptical shape that is skewed on the y-axis. At C = 1, the curve becomes a perfect circle. As C is increased to both 1.5 and 2, the curve gains greater elliptical nature on the y axis such that the ellipse’s major axis lies on the y-axis. Therefore, it could be surmised that variation in the amplitude constant for the y parametric curve (C) tends to produce elongation on the y-axis. The frequency constant for the x parametric curve (B) was varied using default values in Microsoft Mathematics 4.0, which ranged between 0 and 2. Moreover, all other constants i.e. A, C and D were held constant at 1. Plots of the various values of B are shown below to understand the resulting behavior using an increment of 0.5. At B = 0, the curve resembles a straight vertical line between y = -1 and y = 1 that crosses the x-axis at x = 1.