The Responsible Leader and Manager Essay Example | Topics and Well Written Essays - 1500 words

The Responsible Leader and Manager - Essay Example As a team, the managers coordinate the company’s operations with a focus on satisfying customers and the community and maximising profits. This paper will explain how they use their personal, interpersonal and societal values to manage the stakeholders, including how they demonstrate their awareness of social issues and corporate citizenship responsibilities. Stakeholders The manner in which stakeholders are treated and managed is a crucial component in the revenue generation and success of a corporate outfit. It is the managers’ duty to ensure that stakeholders’ interests are met for the sake of creating beneficial relationships for business continuity. Some of the stakeholders of Debenhams are the customers, employees and corporate shareholders. Customers form the core purpose of any business’ existence. Employees bridge the gap between the company’s operations, products and services, and the customers. Schroder PLC, in its corporate shareholding capacity, has 202.9 million shares, representing a 16 percent shareholding (Baker 2010). The managers integrate their personal values with corporate values to lay strategies to manage the unique needs and interests of each group of stakeholder. Customers The managers at Debenhams understand that their customer base, running into millions, works hard to earn and afford their purchases. They know that quality products alone, without personal attention and appreciation, do not represent full value for customers’ money. They are motivated by the virtue of customer satisfaction to improve their services. They aim to be responsible and active participants in their communities of operation, which are basically made up of their customers. As a corporate entity, the company supports both national and local charities towards the well being of their customers. In a bid to acknowledge their customers’ choice to do business with them, the managers put them at the heart of their dec ision making. In an appreciative gesture that works both for the customers and the company, the customers’ shopping experience is made more exciting by modernising stores, introduction of new brands and products and a proactive customer service department. Products are manufactured to meet customers’ expectations in socially ethical environments and an assurance of quality compliance. The managers display their charitable cause by volunteering and fundraising. Reading this gesture as leadership by example, more volunteers and donors are attracted towards the events. In response to the ever increasing customers’ expectations of a fully fledged multi channel offer, the managers proposed an outsourced customer service department to a professional service provider (Irvine 2008). The outsourced service is committed to allow the customers several shopping options, and the company recorded an increase in sales within four months. This shows the managers’ awarene ss of the requirement to respond to customers’ queries promptly, professionally and effectively. In another show of valuing customers, the company apologised publicly to a customer who was given wrong prices for dresses at the Newcastle branch. After paying for the dresses following an

Child Law CW Essay Example | Topics and Well Written Essays - 3000 words

Child Law CW - Essay Example For married couples, parental responsibility is shared whereas for unmarried parents,the law gives the mother an upper hand over custody of their child1. The father can acquire parental responsibility by applying for it. Jenny and Philip came into an agreement with Carol on Emily. Carol was the surrogate mother. After the agreement among the parties, Emily was to be taken by Jenny and Philip. The parties came into an agreement and a reasonable contract on expenses was reached among the three of them. It was legal since the three had an agreement as stated by law and it was upon Carol to agree together with her cousin and husband. Carol planned on giving Emily to Jenny and Philip, which was the right as had been agreed over. According to the agreement, Carol needed money and she opted to be a surrogate mother to cater for her financial needs. After the agreed time, the parents(in this case Jenny and Emily) needed to apply for a parental order that was to give them permanent parental r ights over Bobby. Emily was genetically and extendedly related to both parents. The parental responsibility of Bobbywas under Carol. Any child needs the support of parents for physical, social, emotional and educational growth. Steven and Anita had divorced but Bobby needed them for his growth. Bobby at the age of six was aware of what had happened between his parents. Due to the stalemate, parental responsibility was under Carol at that time.Whenever two groups or parties are not in agreement but are determined to coexist peacefully, finding a solution to their squabbles is inevitable. Jenny and Steven came together to look for a resolution but an agreement was not reached. Steven was worried that Bobby may not have lived according to his religious teachings where a boy was to be circumcised at his tenth birthday. Steven did the right thing by seeking a specific court order because of the previous impasse. The court tried to solve the issue because of the application by Steven on h is residency and contact orders. No immediate family member ofBobby was responsible for his parental rights. This was because Bobby lived with his mother and no harm or suffering or inability to support Bobby was reported.The parent had to take care of the right of the child because they were responsible for the child. Immediate family did not have any responsibility of any kind to the Bobby unless after application.Immediate family members could onlyintervene by following the right process. They could not have parental rights of the child without notifying the right people or the court. They had to follow the right channel to get Bobby under their care. Immediate family member had to have reasons that were valid that Bobby was mistreated to be given the parental responsibility. They had to file an application to the court like the Steven did. If Bobby was mistreated or was close to them then they had a high chance of success. They could not assume parental responsibility without co nsent either from the court or both parents. Another reason why their claims did not favour them is the fact that the child’s mother was alive and living with the child at their time of claims. Anita was alive and living with Bobby at that time and Bobby had a good relationship with her. The court was to decide on the best interest of Bobby. A residence order can be applied when a parent want to stay with the child in question2. A contact order

Consciousness In The Snows Of Kilimanjaro

Consciousness In The Snows Of Kilimanjaro The Snows of Kilimanjaro is a short novel by well-known American novelist Ernest Hemmingway (1899-1961) by the use of stream of consciousness. The novel shapes the hero Harry, the dying writer, although he feared the advent of death, eventually he expected to rise his own soul to snow-capped peak of Kilimanjaro, so as to realize the detachment of spirit and surpass himself. The Snows of Kilimajaro contains powerful images of death. In fact, the opening paragraph of the novel tells the reader about a carcass of a leopard and Hemingways creates a trio of images that are showed throughout the novel: snow God death. The novel deals with an extreme life situation the experience closely relates to death and the dying experience . Death is exsited no matter place in the novel, it is showed in the main plot of the story and the parts describing the remembrance of the heros life. Decay, destruction and death are the main themes of this short story. Hemingway described the hero Harry with flesh and blood, longing for having real life. Although he felt very helpless and angry for the fate and the death, he still remained clear-headed mentally in the dying point of the death, reflecting himself by the way of recalling the remorse, and regretting his mistake and wasted time. In order to show this theme, Hemingway used his unique technique of stream of consciousness, much space was used to describe Harrys memories in the novelà £Ã¢â€š ¬Ã¢â‚¬Å¡In the passage of describing the reality that death is approaching ¼Ã…’the narrative of stream of consciousness successfully was inserted in the main form of narration interposed, flashback, multi-perspective rendering method and symbolic, sketching out Harrys life experience, succeeding in describing the activities of Harrys mind, and depicting vividly the characters personality II Embodiments of Stream of Consciousness in the Snows of Kilimanjaro Stream of consciousness is emerged on the basis of realism between the 1920s and 1930s, which breaking the traditional literary technique including character introduction, plot arrangement and comment on the psychological activities, while directly representing awareness activities of the characters, subconscious process is its main feature in particular, image and inner attitude of the characters are regarded as manifesting form. Psychological state is the center line when the hero faced the death approaching in the Snows of Kilimanjaro, radiating out the stream of consciousness is the experience of Harrys life and all the stories related to the death, the center line is regarded as the main line of the whole story vertically develops.Harrys death refracts Harrys life, personality and his attitude towards death. All these above are inserted some narrative of stream of consciousness in the form of narration interposed, flashback, multi-perspective rendering method and symbolic in the center line. Finally, all the consciousness were attributed to a kind of sense, which the sublimation of peoples spiritual realm and the rise of aircraft are integrated, the article mounts to climax , beyond the space-time and reshapes the realm of himself. Time and space crisscross The narration split into two time and spatial levels made it possible for Hemingway to incorporate wider experience. The first level is precisely defined in time and space, whereas the second level is not restricted in this respect. It is on the edge of a dream, so it belongs rather to that surreal world. The combination of both gives strong sense of deep feeling and bitter experience of this violent world. Life is seen as a constant flow of conflicting activities, a mixture of phenomena flourishing and at the same time fading and due to destruction. Hemingway breaks through the limits o f time and space in his pithy style, almost entirely revealing everything both Harrys waking and imagination. During the course of the bounces between Harrys waking and imagination, the author does not simply describe Harrys vacant current -from world-weariness to indignation, but a sort of complicated minds, and meanwhile readers discover the course of Harrys constantly shifting thought-from simplicity to degradation, and then to be awake. Through the double clues of Harrys consciousness, both the back-and-forth-springing and the secret ones as the diagram above illustrates, the entire life of the protagonist comes to be presented step by step and increasingly clear from Harrys recall and regret without chronological ordering. But with this unique employment of the technique of the back-and-forth-springing structure, Harrys stream of consciousness occurs logically and soundly at the same as the events happen around him ,even those before. Reality and Fantasy Interlacing Looking through the whole novel, all the creation of novel are completed with the aid of Harrys stream of consciousness and inner monologue except a few dialogues occurred on Harry and Helen in the awake time, and the limited scenery that Hemingway saw through the eye of hero, by the way of the mixture of reality and fantasy, so that readers can understand Harrys life and psychological state that he faced death threat and feelings of remorse. We can see the two different levels of stream of consciousness between reality and fantasy, which interweaves each other, sometimes from real life to fantasy, and sometimes from dreams to reality, as a result that the readers can straightly glimpse the inner world of characters to penetrate his feeling. In the activities of fantasy awareness, the novel shows the complex events of the past that Harry wrote after he stayed at continental place, including his childhood, the cruelty of the First World War and his skiing, looking for stimulation in gambling, his pain from anesthesia war; the journey and settle in European after the post-war, making money by writing, the personal feelings from increasingly deepening social crisis and social contradictions, his love and dissolute life and loneliness. Under the control of waking awareness, he remembered his wasteful luxury, extravagant, and hedonistic decadent life filled with fancy money and chasing women. He had destroyed his talent by not using it, by betrayals of himself and what he believed in, by drinking so much that he blunted the edge of his perceptions, by laziness, by sloth, and by snobbery, by pride and by prejudice, by hook and by crook. The fear of death for Harry from disgust, hatred was gradually changed into understanding, calm and acceptance. After all, he still loved life, he moved to Africa in order to start from scratch, but he contracted an incurable disease in the place, he was eager to find someone to save him from the death in the last time. At the moment, illusion stream of consciousness appeared, Harry saw that the aircraft droved by Compton to rescue him. He lay still and death was not there. It must have gone around another street. It went in pairs, on bicycles, and moved absolutely silently on the pavements. Because, just then, death had come and rested its head on the foot of the cot and he could smell its breath. Readers think that Harry was really sitting in the aircraft and escaped the death situation, until finally readers know that death did come, and which is the feature of description from illusion to reality of Ernest Hemingway. The master of modern narrative art, Hemingway responses to Harrys the flow of stream of consciousness, so that the stream of consciousness and inner monologue are become into the most powerful tool to express the thinking and activities of the characters. When the story reaches a climax and the energy of theme concentrates to the maximum, the two consciousnesses of reality and fantasy from Harry are integrated into one unit, spewing out the stream of consciousness in the last moment of struggling between the life and the death, which makes all the activities of sense are concentrated together, he dreamed that he flew to the top of Mount Kilimanjaro by plane, Harry understood that the place was his willing. In fact, which is the final climb of Harrys soul to the immortal realm of the spirit. Multiple points of view Hemingway chooses the multi- points of view in the fluid present of novel, so that the hero can scan and look over from several angles and reflect on their past behaviour. The frequent alternation on the person is embodied in the text description. You and he are often alternated in the same sentence in the description, making the narrative points of view frequently change. An objective description is the consciousness guide of readers, while the second-person narrative is associated with the character and the focus of attention from reader consciousness. In this way, describing characters inner activity as if Harry thinks aloud. Through the conversion of narrative point of view, the inner world of characters

Fahrenheit 451 by Ray Bradbury :: essays research papers

The Book I read was called Fahrenheit 451. Written by Ray Bradbury. Fahrenheit 451 took place in the 24th century. It was about a society that frowned on curiosity and outlawed books. The story focuses around a man named Guy Montage, A man who burns books for a living. The book talks about Guy and his enlightenment towards books and how he discovers himself in the process. There were 5 main character in this book. The main character in the story was Guy Montage, a fireman/pyromaniac. The firemen in this story were actually people who started fires In order to prevent people from reading books. Guy enjoyed his job A little to much he became obsessed with it. Guy had a wife named Millie; She was a pill popping suicidal snob who was obsessed with material things. Guy had a boss named Captain Beaty, A representation of everything that is wrong with society and who encourages Guy to set fires. The person who encourages Guy to experience life is a teenager named Clarisse. The man who eventually acts as a mentor to Guy is a retired English Professor named Faber. The theme of the story is to not let society completely engulf you. I think that bradbury wanted us to read this story and Think to ourselves could this happen to us? I Think That all of Bradburys books are all similar in that they all try to make us think what could and might happen. The way things are going I Think the complete opposite will happen, less and less censorship. Although Both will lead to the same outcome of people being Miserable and sad. Bradbury has a very unique writing style. He writes stories that are totally unbelievable and yet makes them believable. I think that what I enjoy most about reading his books is his way of describing things so sharply and precise that it makes you feel like your in the story. I think that his books scare me a little, In that he writes them so real that I sometimes believe that the stories could happen in actual life.

A Summary Of Research On Job Retention & Turnover In Child Welfare Service Essay

This article discusses job retention in social welfare. Smith (2004) raises a problem that cannot be dismissed lightly: â€Å"staff turnover in child welfare agencies† with estimated turnover rates within â€Å"23% to 85%† annually. Smith (2004) suggests â€Å"the need to explain, understand, and prevent it. † According to Smith (2004), various business environments have used models to explain employee turnover reflecting perceived organizational support and organizational commitment. Only a few studies applied this model when studying child welfare retention. Data was gathered from two surveys to test organizational support on job retention to include factors such as supervisor support, extrinsic rewards, and intrinsic job values. Smith collected data from child welfare staff on two occasions at various agencies to study job retention in child welfare. First, an in-person survey was given. A couple of months later, information was collected from the participating agencies to examine the percentage of individuals that remained employed at the agency. Twelve counties participated. Staff turnover rates were high in these areas of study. Smith (2004) measured organizational and job satisfaction, supervisor supportiveness and satisfaction, job tenure, workload, time use, and perceptions about job turnover and retention. Smith used the organizational support theory and work place exchange relationship to theoretically examine the perceived effects on job retention. The â€Å"work place exchange relationship†, stated by Smith (2004), looks into the relationship of a â€Å"frontline staff† and a direct supervisor. This relationship suggests that when subordinates perceive their supervisor to be supportive â€Å"they become more committed to the organization† (Smith, 2004) Smith (2004) considers the organizational establishment of arrangements that support work-life balance to be an important form of organizational support. This theory suggests that â€Å"workplace arrangements that facilitate work-life balance will promote employee commitment to the organization. † Another aspect of the organizational support theory is that it highlights the â€Å"roles of intrinsic and extrinsic rewards† in employees’ decision to stay with or to leave their employers. For instance, one study concluded that extrinsic rewards, like, benefits package, are important â€Å"motivator† whereas another study on intrinsic rewards found that the latter is a more powerful motivator than the former. (e. g. , Deci, 1971; Snelders & Lea, 1996). The results of Smith’s study indicated that â€Å"extrinsic rewards such as the facilitation of life-work balance and supervisor support are associated with job retention, but reports of intrinsic job value or not†. According to Smith (2004), a social exchange framework is useful for understanding turnover and retention dynamics in child welfare organizations. In my personal view, I find one weakness of the research having â€Å"study measures. . . not standardized. † This makes the research less scientific and subject to criticisms from the scientific and business communities. On the other hand, I find the strength of the research in its confidence in declaring that its findings â€Å"can appropriately be generalized,† however, â€Å"only to high-turnover agencies in rural areas†Ã¢â‚¬â€œthus, the knowledge obtained from the research can be used by decision-makers in formulating and adopting certain policies on employee retention and turnover.

Different Aspect of Chinese Culture and Their Impact on Marketing Essay

Chinese culture is one of the richest and oldest cultures. What makes Chinese culture unique and catchy is the fact that the Chinese all over the world observe their culture with huge amount of enthusiasm and commitment. Four Major aspects of the Chinese Culture that we have analyzed in this paper are: * Collectivism * Degree of uncertainty avoidance * Masculinity, and * Power Distance Collectivism: China as a society is more toward collectivism then individualism. Historically china has long been a family-run country, major portion of the society belongs to agriculture and live in rural areas of a country. Farm and family are the two basic institutions in china which are collectivist in nature. From childhood they trained and learned to work together and believe in â€Å"we† not in â€Å"I†. So from childhood they are integrated into strong cohesive in-groups. In China it is really hard to disagree with someone opinion in public. A direct argument is always avoided. Harmony and oyalty in any institution (in the form of company, family and even in country) is always important. You do not say in public â€Å"free Tibet†. They are highly context society. Instead of saying â€Å"No†, expressions or phrases are used for disagreement. We have seen many examples of their collectivist thinking in business e. g. in case of Lenovo where Chinese and Americans started to work together as business partner. Chinese believe on team’s performance as the criteria for company’s success where as American believes on individual performance. So for any company coming to lead china this aspect is matter of concern for them. They believe that relationship between employee & employer and in between businesses partners are deeply rooted in trust. Family has huge influence in consumer decision making procedure. Family is led be by father/husband who has absolute power and be in charge of family. They are more sincere towards their families than toward non-family organization. In contrary Japanese who are also collectivist in nature have no difficulty in changing their loyalty from their family to institution? The collective culture is deeply rooted in society and a tight political control sometime put multinational companies in great trouble. As we saw in Avon China, company is highly successful in their direct marketing of their cosmetic product throughout the world and even they are successful in china also but government ban their direct sales operation in china due to which they have to change their all sale force strategy. Today some of the manager/leader in china believes that collectivism will soon end in China. Now they believe that people is started to move toward individualism because of globalization. And other huge reason for this is their one child policy especially in their cities. This restriction left society with many young citizens who have been raised to believe that they hold a special place in the world. So they think that this sort of upbringing lower the collectivism in the society. Similarly this one child policy put young one in extra pressure as they have to take care of their family (spouse and child), parents and some time grandparent also. In summary china still is highly collectivist society where they want to put harmony in in-group and work for the interest of their group and not necessarily for themselves. Employee is more committed towards his/her family than to their organization. People belong to in-group in exchange of their loyalty. Uncertainty Avoidance: Level of a culture or society deals on a reality that the future is uncertain: should people try to control the future or just let it happen? This ambiguity brings with it anxiety and different cultures have learnt to deal with this anxiety in different ways. Some studies on the culture of china argue that china has strong uncertainty avoidance but majority of the studies argue that the Chinese culture has a very weaker uncertainty avoidance which avoids too many rules and formalities. Chinese culture is more towards stimulating innovations and emphasizing new ideas. It is flexible and more acting than reacting on changes occurring inside and outside of business. While cultures with very high uncertainty avoidance demonstrate their emotions in such a way that everything which is different becomes dangerous for them. They often resist in changes and worry about their future. In china obedience to laws and rules may be flexible to suit the actual situation and simplicity is a fact of life. The Chinese people feel comfortable with ambiguity, even Chinese language is full of ambiguous meanings that can be difficult to follow or learn for other people. Chinese are good in adaptability and entrepreneurship. The majority of Chinese businesses which constitutes to around 70% -80% of their total businesses use to be small and medium size and most of which are family owned. Martinsons (1997) and Lametal(2005) studies on East Asians shows that for Chinese people unclear information give them more comfort level than any other nation. The example of which their studies demonstrate that informal communication path between Chinese who rely more on personal experience rather than the clear or detailed information. They are more of introvert people who keep more information between themselves, rather than explicitly expressing it. It is more common in China than any other country that apart from the information that is being discussed on table people who interact with them need to interpret the â€Å"real† meaning of conversation yourself, because Chinese people usually prefer to use references to explain something they think you should know and they suppose that other people would understand. We are biased towards the studies that uncertainty avoidance in Chinese culture is weak mainly because for Chinese people importance of information is for the power, instead of than unable to tolerate the uncertainty. So the idea that Chinese culture is uncertainty tolerant is supported. Contrary to the traditional thinking of most of the people and authors of various studies that Chinese people are more conservative in regard to change and Chinese culture has a strong uncertainty avoidance, the facts in this section and in most of the article Chinese people’s attitude tend to be more positive toward change and towards new technology when it comes to experience change or new technology or whatsoever which is a clear indication of weaker uncertainty avoidance of Chinese culture. Other Studies such as Collis (1995) and Brownetal(1998) also compared Chinese culture with various countries culture which supposedly have a weaker uncertainty avoidance. According to their study on people and cultures of various countries â€Å"people from China hold more positive attitudes on change and new technologies than those from countries that they compare, namely, UK, US and Japan†. Masculinity: The Chinese culture is dominated by masculine traits overall, mainly driven by Confucianism in which the focus was not to compromise and women were regarded inferior. Chinese culture was also affected by Daoism which was more feministic in nature but its impact was far less then Confucianism. Following of strict principles as laid down in Confucianism has led the Chinese people to form a masculine society. Observing the priorities of Chinese people one can easily see that they prefer work and income over quality of life, they would leave home for better working opportunities and would sacrifice leisure for better and more income. Success is important and the means to achieving it are not actually given much importance, even if it involves steps that are not beneficial for everyone the main objective is to achieve the end result. Success is defined by who is the winner and not by the path followed towards success. As a nation they rate economic growth as a very high priority and do not consider factors such as environmental or labor issues as crucial, we can see that most of the counterfeit products around the world and manufactured in China which is not limited to small products but even stretches to copying automobiles where exact replicas are made without any regard to patents or original design e. g. cheery qq copied form Daewoo’s matiz for which general motors filed a suit against the Chinese manufacturer. Conflicts in China are not solved by negotiations rather hierarchy and in some cases force is used to suppress the voice of all involved and the will of people at the top is enforced. This leads to lack of ingenuity although increased efficiency because of very clear understanding of what is required from everyone leads to lowest costs which is the benchmark of Chinese production. Also long working hours are not considered a bad thing and leisure time is sacrificed for work willingly. The masculine qualities do help china to efficiently make products, but hamper the services part in general. There is huge gap with respect to gender in China when it comes to leading, very few women can be seen at management posts and women are not considered equal in all walks of life. Also the ratio of girls to boys has been disturbed severely because of the one child policy and people seeking medical procedures to opt for boys instead of girls. Failing in Chinese culture is not a minor accident but considered a disaster and one is expected to be deeply embarrassed in case of facing some failure in life. Even suicides are committed to save one from the shame of facing others after failure, this approach hinders the generation of new ideas and research since the rate of failure is really high in trying new things. As a whole, Chinese people are mainly concerned with the result and being good at achieving them in the most efficient way possible but are not that much concerned about how they do it. Liking what they do is not as important as being the best in it. Power Distance: Chinese culture is considered as high on Power Distance. Being a socialistic society, it is expected of them to be relying on those on top to make decisions. If we look at the Chinese history we could find numerous examples of submission to Government Decisions, however vague or absurd they might look. Strict compliance by the Chinese people on one child policy of the government is one of the examples. From my personal experiences of working at one of the Chinese ventures in Pakistan (Zong), I have witnessed quite a few examples of their obsession towards following the hierarchy. From not contradicting with the seniors even knowing that they are wrong to adjusting their chair height to ensure that they sit lower than their senior are some of the behavioral instances that I have observed about their culture. Now, for a business working with the Chinese whether in a Business to Business or a Business to Consumer relationship, one needs to give due respect and concern to the Power Distance they observe and practice in their daily life. Taking Business to Consumer first, buying behavior in the consumer markets is driven by the parents or elders. Marketer in this case again will have to alter his marketing mix to ensure that his product and promotion catches the attention of the people entrusted with the decision making responsibilities. Similar techniques are required of a marketer seeking Business to Business relationship. Again recalling from my personal experiences at Zong, Chinese vendors adopted this technique of keeping the higher management involved in everything. I had witnessed CEO’s of Chinese vendors visiting zong’s premises even for the trivial things like picking up a cheque or dropping an invoice or some letter etc. as they knew that Zong’s Management personnel will never like to talk to an executive or an officer of the vendor, because of the fact that hierarchies are embedded in their minds. Mistakes were made on the same grounds by the Pakistani Vendors who could send in their lower staff for such jobs, which used to annoy the management and resultantly Pakistani Vendors had very little or no business with Zong. Another threat that High Power Distance poses on a Marketer Pitching his product in China is the impact of Government Regulations. There are numerous examples of Corporate Failure of International Chains in China because of the Government Bans. E. g. Direct Selling by AVON was banned in China by the government because of which they had to change their Marketing techniques for China in order to ensure that they still sell in the market. Even a mere recommendation from the Government on adopting or abstaining from a product can have a great impact on your sales. Organizations in societies who are high on power distance are highly bureaucratic in structure. This is also true for the Chinese organizations as well. This means that the Banking, Finance, Taxation and Insurance sectors of the Economy are highly bureaucratic thereby implying that the process flow is slow and cumbersome. To sum up, Power Distance is one of the ground realities in China and as a Marketer; one could not ignore this fact while pitching his / her products. If you have taken this fact into account and have addressed it properly, you are on the right side of what could be a successful business story.

Equity and trust law assignment, The WritePass Journal

Equity and trust law assignment, Question 1 Equity and trust law assignment, ). Pearce. R and Stevens. J, The Law of Trusts and Equitable Obligations, OUP Oxford, 4th Edition, (2006 Cases Armitage v Nurse [1998] Ch 241, 251 Bahin v Hughes [1886] LR 31 Chd 390 Cowan v Scargill [1985] Ch 270 Green v Ontario   [1973] 2 OR 396 DKLR Holdings Co (No 2) P/L v Commissioner of Stamp Duties (1980) 1 NSWLR 510 Kirby v Wilkins [1929] Ch 444 Knight v Knight (1840) 3 Beav 148 McPhail v Doulton [1970] 2 All ER 228 MacJordan Construction Ltd v Brookmart Erostin Ltd [1992] BCLC 350 Morice v Bishop of Durham (1804) 9 Ves Jr 399 Nocton v Lord Ashburn [1914] AC 932 Re Baden’s Deed Trusts (No 2) [1972] 2 All ER 1304 Re Erskine 1948 Trust; Gregg and Another v Pigott and Others [2012] 3 All ER 532 Re London Wine Co (Shippers) Ltd [1986] PCC 121 Re Rose [1952] Ch 499 Re Smith [1896]   1 Ch 71 Re Vickery [1931] 1 Ch 572 Revenue and Customs Commissioners v Trustees of the Peter Clay Discretionary Trust [2007] EWHC 2661 (Ch) Saunders v Vautier (1841) EWHC Ch J82 Speight v Gaunt (1883) 9 App Cas 1 Target Holdings v Redferns [1996] 3 WLR 352

How to Make a Solar System Model

How to Make a Solar System Model A solar system model is an effective tool that teachers use to teach about our planet and its environment. The solar system is made of the sun (a star), as well as the  planets  Mercury, Venus, Earth, Mars, Jupiter, Saturn, Uranus, Neptune, and Pluto, and the celestial bodies that orbit those planets (like moons).   You can make a solar system model out of many types of materials. The one thing you should keep in mind is scale; you will need to represent the different planets according to differences in size. You should also realize that a true scale will probably not be possible when it comes to distance. Especially if you have to carry this model on the school bus. One of the easiest materials to use for planets is Styrofoam © balls. They are inexpensive, lightweight, and they come in a variety of sizes; however, if you intend to color the planets, be aware that regular spray paint in a can often contain chemicals that will dissolve Styrofoam - so it is best to use water-based paints. Types of Solar System Models There are two main types of models: box models and hanging models. You will need a very large (basketball sized) circle or semi-circle to represent the sun. For a box model, you could use a large foam ball, and for a hanging model, you could use an inexpensive toy ball. You will often find inexpensive balls at a one-dollar type store. You can use affordable finger paint or markers to color the planets. A sample range when considering sizes for planets, from large to small, might measure: Jupiter (brownish with a red spot): 4 - 7 inchesSaturn (yellow with red ring): 3 - 6 inchesUranus (green): 4 - 5 inchesNeptune (blue): 3 - 4 inchesVenus (yellow): 2 inchesEarth (blue): 2 inchesMars (red): 1.5 inchesMercury (orange): 1 inch Please note that this is not the right order of arrangement (see the sequence below.) How to Assemble the Model To make a hanging model, you can use straws or wooden  dowel  rods (like for grilling kebabs) to connect the planets to the sun  in the center. You could also use a hula-hoop toy to form the main structure, suspend the sun in the middle (connect it to two sides), and hang the planets around the circle. You can also arrange the planets in a straight line from the sun showing their relative distance (to scale). However, although you may have heard the term planetary alignment used by astronomers, they do not mean the planets are all in a straight line, they are simply referring to some of the planets being in the same general region. To make a box model, cut off the top flaps of the box and set it on its side. Color the inside of the box black, to represent space. You might also sprinkle silver glitter inside for stars. Attach the semicircular sun to one side, and hang the planets in order, from the sun, in the following sequence: MercuryVenusEarthMarsJupiterSaturnUranusNeptune Remember the mnemonic device for this is: My very educated mother just served us nachos.

The Grapes of Wrath Importance of the Title

'The Grapes of Wrath Importance of the Title The Grapes of Wrath, a Pulitzer-prize winning book written by John Steinbeck and published in 1939, tells the story of   the  Joads, a poor family of  tenant farmers driven out of Depression-era Oklahoma also referred to as Oakies by drought and economic factors, who migrate to Californa in search of a better life. Steinbeck had trouble coming up with the title for the novel, a classic in American literature, and his wife actually suggested using the phrase. From Bible to Battle Hymn The title, itself, is a reference to lyrics from The Battle Hymn of the Republic, written in 1861 by  Julia Ward Howe, and first published in The Atlantic Monthly in 1862: Mine eyes have seen the glory of the coming of the Lord:He is trampling out the vintage where the grapes of wrath are stored;He hath loosed the fateful lightning of His terrible swift sword:His truth is marching on. The words have some important resonance in American culture. For example, Martin Luther King Jr, in his  address  at the conclusion of the Selma-to-Montgomery, Alabama, civil rights march in 1965, quoted these very words  from  the hymn.  The lyrics, in turn, reference a biblical  passage in  Revelations 14:19-20, where the evil inhabitants of Earth perish:    And the angel thrust in his sickle into the earth, and gathered the vine of the earth, and cast it into the great wine press of the wrath of God.  And the winepress was trodden without the city, and blood came out of the wine press, even unto the horse bridles, by the space of a thousand and six hundred furlongs. In the Book The phrase grapes of wrath does not appear almost until the end of the 465-page novel: In the souls of the people, the grapes of wrath are filling and growing heavy, growing heavy for the vintage. According to eNotes; The oppressed such as the Okies are ripening in their understanding of their oppression. The fruit of their anger is ready to be harvested. In other words, you can push the downtrodden so far, but eventually, there will be a  price to pay. In all of these references from the tribulations of  Joads, to the battle hymn, the biblical passage and Kings speech the key point is that in response to any oppression, there will be a reckoning, likely ordained by God, and that rightness and justice will prevail. Study Guide QuotesThe Battle Hymn of the RepublicQuestions for Study DiscussionJohn Steinbeck Biography

Nestl Essay Example | Topics and Well Written Essays - 2500 words

Nestl - Essay Example As a result business organizations across nations are breaching political and geographical boundaries in an attempt to grab a share of the market. The emergence of developing nations has created numerous opportunities for business organizations so as to expand into different markets. This has triggered a wave of competition among the business organizations to garb each other’s market share. International expansion also poses numerous challenges for multinational firms which have operations in different regions as markets in different nations have distinct consumer tastes and preferences apart from large scale variations in macro economical and political environments. The present study would deal with the aspect of international expansion and its effects on the product and marketing and product mix of the organization. The organization selected for the study is Nestle. The choice of the organization assumes significance considering the fact that the firm has its markets in nume rous regions and has a large range of product mix and categories that cater to many segments of the consumers across the world. About the Company Nestle is the global leader in the food and beverage industry segment and has a significant presence across numerous consumer markets across the globe. The origins of the company date back to the year 1866 when Henri Nestle founded the organization in Vevey Switzerland. The company has since then grown up a long way to emerge as an organization which boasts of its business presence in almost all the major markets of the world with a profit margin of CHF 108 billion providing employment opportunities to about 280,000 individuals. The company’s mission is to provide best quality and highly nutritious food to individuals across the globe (Nestle, 2011). Opportunities and Challenges of International Marketing International expansion has given rise to a new term called ‘Multinational Corporation’. The word multinational in b usiness parlance implies an organization in which the marketing related tasks are formulated in numerous nations and are coordinated across all the markets where the firm operates (Onkvisit & Shaw, 2008, p.5). International expansion throws numerous opportunities and challenges before an organization. On one hand it opens up numerous opportunities in the form of new markets with good potential. Saturation of a particular product line can also be handled by a firm if it introduces the product in newer markets. It also reflects numerous challenges for an organization as large scale market fluctuation and adaption with the local culture and sentiments play a major role in the success of firms in the international markets (Czinkota & Ronkainen, 2007, p.10). Figure 1: The Process of International Marketing (Source: Philips, Doole & Lowe, 1994, p.28) The figure above shows the process of international marketing in multinational organizations. The figure shows numerous challenges such as a ttitude based barriers, unsolicited orders, lack of willingness as well as time frame based commitment to the

FOUNDATIONS OF SCHOLARSHIP & RESEARCH Essay Example | Topics and Well Written Essays - 3000 words

FOUNDATIONS OF SCHOLARSHIP & RESEARCH - Essay Example The information systems have given enormous facilities to human and data management factors. This piece of work also contains information systems’ services to build mega projects (Link, 2008). The role of business professionals and IT professionals is very significant and inevitable. The professionals, in an organisation, focus on information administration, central systems and framework for smooth operations. As Walters and Tang (2006) state: â€Å"IT-enabled strategic management must address the role of IT plays in the strategy content options and priorities, strategy formulation processes and strategy implementation processes. Strategic management focuses on the identifying the direction of an organization, and designing and instituting major changes needed to gear the organization towards moving in the established directions†. (pp. 02) Hitt, Ireland and Hoskisson (2009) articulate that IT provides the tools for quality of services QoS and risk management in the process of strategic management. The study aims are to explore and identify the parameters and correlations between strategic management and information technology. Some factors of the understanding reflections in the affiliation among appropriate features and configuration, and the impacts of IT on business strategies, are discussed. This paper reveals some new avenues of information concerns and designing enterprises’ needs. Furthermore, in the practice of strategic management, the socio-technical factors also described. Project analysis, according to strategy, normally is completed for the reasons that adhered with vision, outcomes, administration and control (Sadler and Craig, 2003). The increasing complexities of organisations have created welcome environment for information technology in which the strategies are geared up for developing new grounds. IT supplies the accuracy, consistency and systematic framework to

Human Resource Management Essay Example | Topics and Well Written Essays - 2500 words - 4

Human Resource Management - Essay Example Many companies do not have enough resources to invest in the recruitment process. As a matter of fact, for a company to attract the most suitable candidates they need to advertise as much as possible and the most cost effective and efficient way is that of web based recruitment. It is very important to communicate properly and have well written descriptions. To attract the potential candidates it is significant to have a well written description of the position which is neither too long nor too short. It should properly communicate all the important information. Introduction A process of attracting the most suitable candidates and making them apply for that particular job in a company or organization is known as recruitment. It is a process and a way to hire the right type of candidates for the right job. Recruitment is becoming a very critical and significant component of the human resource structure (Alvesson, 2010). It is highly significant to hire people who have more qualities a nd are more talented. For this a very fine and properly tuned up recruitment process is required. This is to ensure that the hired people are the most talented ones and are the best fit for the job. In order to measure the effectiveness of the recruitment process the organization needs to give importance to the feedback from internal customers, its employees and from the external customers. There are several methods of recruitment process. The two broad headings for the recruitment method are that of internal recruitment and external recruitment (Becker, 2007). Job advertisement, recruitment and employment agencies, internal bulletins and the recommendations personally, job centers of government and the new social media are the few most commonly used methods for recruitment. Job advertisement is the most widely used recruitment method. In this method the organization critically and carefully sought out the places it needs to advertise in. A typical job advertisement includes all the important information like job title, the location, description, compensation package and instructions to apply for the job (Thompson & Luthans, 1990). Organizations at times use the agencies like recruitment agencies and employment agencies to attract the most suitable candidates and hire them. The agencies help the organization in the screening of the resumes in the initial phase, the assessment of qualifications and their test, and also the reference checks. Personal recommendations and internal bulletin is also a method of recruitment (Sheridan, 2002). This is done by the organizations to alert the staff for the available positions. The organizations use this method to put up an incentive for the ones who are in search of advancement and also to seek the employee referrals. This method can be an effective one as the employees are already associated with the company and helps in saving the time and money of the company. Another method is job centers of government that usually ad vertise the job for the development of employees in an effort to serve the citizens in search of employment. The new and the latest way of recruitment is that of social media. This is the fastest and the most fruitful resource for recruitment these days. It helps the professionals connect all round the globe. This method is very efficient in attracting the maximum number of candidates in the shortest possible time (Wanous

Social and Situational Crime Prevention Strategies Research Paper

Social and Situational Crime Prevention Strategies - Research Paper Example The most widely recognized definition of crime prevention in the latter part of the 20th century refers to the difference between social and situational strategies of crime prevention—social strategies are generally called ‘community crime prevention’ (Stenson, 1991, p. 63). Many argue that the concepts of social and situational prevention are quite contemporary, even though the principles they support are not. This paper analyzes the strengths, weaknesses, and applications of situational and social crime prevention strategies. Social crime prevention focuses mostly on transforming social environments and the impulses of lawbreakers. Social crime prevention strategies hence are likely to place emphasis on the creation of programs, like activity-based courses and youth associations, to discourage existing or possible delinquents from future criminal behavior. Jon Bright claims that one of the main advocates of social crime prevention is the United Kingdom, which â €Å"aims to strengthen socialization agencies and community institutions in order to influence those groups that are most at risk of offending† (Stenson, 1991, p. 64). On the other hand, situational crime prevention strategies primarily involve ‘opportunity reduction’, like monitoring of activities in public places (e.g. parking lots, shopping malls, etc.) through surveillance equipment, to lessen opportunities for criminal activities. Both social and situational crime prevention strategies are likely to be ‘multiagency’ in focus, instead of being motivated by a single agency, like law enforcement (Lowman & MacLean, 1992). The top radical criminologist, Jock Young, has identified multiagency crime prevention measures in this way: â€Å"Multiagency intervention is the planned, coordinated response of the major social agencies to problems of crime and incivilities† (Lowman & MacLean, 1992, p. 64).  

Financial Analysis of Carrefour S A Case Study Example | Topics and Well Written Essays - 1000 words

Financial Analysis of Carrefour S A - Case Study Example Sikhumbuzo Bhengu, junior financial analyst ordered a  report which was demanded by Carrefour S.A.’s CFO Barry Strydom. The request of this report is to identify the cost-effective currency in which the issuing of the bond from the firm to that currency denominated, and it turns that foreign currency is effective than the hedging strategy required to hedge exchange rate risk. Nevertheless, investing in the British pound had several reasons why it was a good idea. Due to the high inflation rate in U.K, the real interest rate became lower while the nominal interest rate of the Swiss franc got lower than that of the British pound. The data information provided by Carrefour S.A. was used to solve the report which was not being expanded beyond the scope of the information given. The position of Carrefour in the market was not conducted by research provided by the internet. The information provided by the case study is assumed to be true and accurate. This report has been conducted by the use of interest rate parity which is the main underlying theory in this case. Carrefour S.A. was seeking to contribute EURO 750million debt financing by issuing a bond at a lower cost either by the use of domestic currency or foreign currency denomination bond in the Eurobond market in the summer of 2002. Carrefour S.A.’s investment banks (Morgan Stanley and UBS Warburg) not only suggested the provision of funds at the lowest cost but also anticipated that the Carrefour 10-year bonds can be dispensed at 5.25% in Euros, 5.375% in British pounds, 3.625% in Swiss francs, and 5.5% in U.S. dollars in August 2002. The assumption was that the bonds were to be issued at par. The action plan which was taken was based on the sales, profits, and sources of profits in various currencies.  

BUSINESS ETHICS Essay Example | Topics and Well Written Essays - 3000 words

BUSINESS ETHICS - Essay Example Management for business and economics should come from both aspects of â€Å"external† and â€Å"internal.† From external aspects as in terms of political force, legal directives, sociocultural practices and education. From internal aspects as in terms of positive faith and conduct of business companies and people, self-regulation of business unions, etc. The external aspect alone cannot accomplish this direction because it requires the inner responsibility of business nor is the internal aspect adequate because business, like any societal group, is only a sole element of society and needs supplementary external management and guidance. Nonetheless, the internal aspect is becoming more significant as the economic players have the benefit of more autonomy and thus abide by more accountability. In this period of fast globalisation and secularisation, where authority is moving away from its conventional hub in the West, the world will be inestimably poorer, more unsafe, and more brittle and most of all, more directionless —lacking the essential sense of rationale to help direct its voyage — if it is with no strong religious aspect. Given the tremendous challenges of globalization and secularization, it appears definitively prudent to place the religious approaches to business ethics into the global framework. This sets far above the ground standards, of which, until at present, the realistic and theoretical accomplishments of business ethics have fallen noticeably undersized. Business is component of the societal order. Its prime rationale is to fulfill material and human needs by manufacturing and dispensing goods and services in a proficient style. How this function is carried out the ways as well as the closing stages is central to the entire society. Along with the development in material wealth in the business world, there is rising in some sectors a value system which is damaging to the healthy development of human

Financial Analysis of Carrefour S A Case Study Example | Topics and Well Written Essays - 1000 words

Financial Analysis of Carrefour S A - Case Study Example Sikhumbuzo Bhengu, junior financial analyst ordered a  report which was demanded by Carrefour S.A.’s CFO Barry Strydom. The request of this report is to identify the cost-effective currency in which the issuing of the bond from the firm to that currency denominated, and it turns that foreign currency is effective than the hedging strategy required to hedge exchange rate risk. Nevertheless, investing in the British pound had several reasons why it was a good idea. Due to the high inflation rate in U.K, the real interest rate became lower while the nominal interest rate of the Swiss franc got lower than that of the British pound. The data information provided by Carrefour S.A. was used to solve the report which was not being expanded beyond the scope of the information given. The position of Carrefour in the market was not conducted by research provided by the internet. The information provided by the case study is assumed to be true and accurate. This report has been conducted by the use of interest rate parity which is the main underlying theory in this case. Carrefour S.A. was seeking to contribute EURO 750million debt financing by issuing a bond at a lower cost either by the use of domestic currency or foreign currency denomination bond in the Eurobond market in the summer of 2002. Carrefour S.A.’s investment banks (Morgan Stanley and UBS Warburg) not only suggested the provision of funds at the lowest cost but also anticipated that the Carrefour 10-year bonds can be dispensed at 5.25% in Euros, 5.375% in British pounds, 3.625% in Swiss francs, and 5.5% in U.S. dollars in August 2002. The assumption was that the bonds were to be issued at par. The action plan which was taken was based on the sales, profits, and sources of profits in various currencies.  

Arctic Mining Consultants Essay Example for Free

Arctic Mining Consultants Essay This particular case looks into how Arctic Mining Consultants’ crew did not effectively do their job in Eagle Lake, Alaska. Tom Parker is a geological field technician and field coordinator for the company. He acted as the project manager on the job near Eagle Lake, Alaska. His crew of field assistants consisted of John Talbot, Greg Boyce, and Brian Millar. Tom had worked with all three field assistants before. Tom has specialized skills in claim staking, line cutting and grid installation, soil sampling, prospecting, and trenching. This particular job involved skating 15 claims, which consist of marking a line with flagging tape and blazes along the perimeter of the claim. A claim post is cut every 500 yards, meaning 60 miles in line total. Tom hoped to complete the job in a week, and offered the field assistants each a $300 bonus if it was completed in time. This would be added to their fairly low daily wages. As the job progressed, tension was thick because the deadline was approaching. The field assistants were working long days, and two of them were continually not meeting Tom’s expectations. Tom particularly took his frustrations out on Millar. Key Issues The field assistants are given little motivation to work hard. They are paid fairly low daily wages and are putting in long days. Tom Parker does not offer positive encouragement either, yelling and making the field assistants feel bad could make them care less about the job. The field assistants are provided meals and accommodations, but even Tom admitted that a lot was expected of them in a short amount of time. Tom Parker is not a good leader. He is the one who does the hiring, training and supervising for all of Arctic Mining Consultants programs. It could be possible he is not properly training field assistants to thoroughly meet his expectations. Tom Parker, on more then one occasion, exploded with anger. He did not coach his team, he just yelled at them. If he was supervising there work on Day 3, he should have communicated with the field assistants and told them how to improve their work then. On Day 6, when the field assistants did show improvement, Parker did not give them any positive reinforcements. Also, even after Paker picked on only Millar for bad performance, he asked him to work for him again. The field assistants seem to have very different capabilities and attitudes. Boyce did not get picked on by Parker, but admitted to Millar that he only worked as hard as he had to. Boyce had the worst results of everyone. Talbot met his quota and stayed to help Boyce meet his. He was a team player. Millar put in more time and effort, by being the first one dropped off Day 6 and 7, last one picked up Day 6 and 7, and not taking lunch Day 5. He worked himself so hard, that he collapsed at dinner, to tired to eat. Define the Problem The key problem in this case is that Tom Parker is not a good leader. He is in charge of hiring, training, and supervising field assistants. Couldn’t the field assistants’ work be reflected on Tom because he did not properly train them? Also, Tom selected the field assistants for this job. He should have known what they were capable of before selecting them. He had worked with al of them before, so he should have had reasonable expectations for each of them. Tom also made a hostile working environment with much stress and little positivity. Alternative Solutions Solution 1: Tom needs to be retained as a project manager. Being a project manager means being a leader. Tom is not a good leader. An effective leader is one who leads by encouraging the employees and making them want to succeed, thereby making the organization meet and exceed its goals over time. (Thakur, 2005). Tom did not handle conflict well; he took his frustrations out on one particular field assistant. Relational leadership is one form of effective leadership. Relational leadership centers around person-to-person relationships. One of the significant components of all relationships is how conflict is handled. (Ferch Mitchell, 2011). The advantage of retaining Tom to gain leadership skills would be that Tom potentially could more effectively train field assistants and make a better team dynamic. The disadvantage is that Arctic Mining Consultants would have to spend time and money to re train the trainer, Tom. It would be beneficial for him to develop new leadership skills, but it might be difficult not having a project manager. Solution 2: Tom and Arctic Mining Consultants should offer more incentives to his field assistants. It doesn’t even have to be monetary. Offering positive reinforcement for work well done would be beneficial to Tom and his team. While money is important to employees, what tends to motivate them to perform and to perform at higher levels is the thoughtful, personal kind of recognition that signifies true appreciation for a job well done. (Eastern, 2012). The advantage of this solution would be that employees would feel better about the work they are doing, and feel good hen they excel. Field assistants would be working in a positive environment. The disadvantage would be employees would start to expect positive reinforcements and bonuses, feeling they are entitled to it. Solution 2: Hire new field assistants. Tom could more carefully select his field assistants for a job. He should do more research on candidates’ capabilities and experience if he has high expectations. The advantage of having a different team of field assistants would be that he could filter out those who do not meet expectations before hand. The negative side of hiring new field assistants is the time it would take to evaluate new candidates as field assistants. Selected Solution I believe the first solution would bee best to solve this case. Tom needs to reevaluate his leadership tactics. He does not communicate effectively with his crew. He needs to think of the crew working together like a team, and he is coach. Tom is not being effective by focusing on the negatives; he needs to analyze what is being done wrong, and coach field assistants to correct their problem. Implementation/Recommendations First, Arctic Mining Consultant should have Tom trains another potential project manager that already works for the company. The candidate should undergo some type of leadership training. Then Tom will engage in a leadership-training program. The candidate will be the project manager while Tom is absent. Then, the two project managers, Tom and candidate, will work as a team to direct field assistants. Tom needs a new outlook on his management style. Implementing this plan will help achieve that. This will also help make more effective work teams.

Employee Motivation and Satisfaction in the Hotel Industry

Employee Motivation and Satisfaction in the Hotel Industry The hotel industry has long struggled to establish what truly makes hotel employees motivated and satisfied with their jobs. High employee turnover in the hotel industry is believed to be due to the nature of the work, its low pay, and its long working hours. Thus, to effectively address this turnover problem, employee motivation could be an on-going and critical issue for managers in hotel operations. (Chiang and Jang 2008) Chitiris (1990, 293) strongly emphasized the importance of motivation by stating that â€Å"Motivation is the prime determinant of behaviour at work and that high ability and high levels of job training will not result in high performance if the individual is completely de-motivated or under-motivated at work.† In addition to that, Lee-Ross (2005) elaborated on the significant connection between motivation in the workplace and practical organizational-based outcomes such as productivity, commitment, job satisfaction, intent to stay and burnout. According to Robbins et al. (2008, 180), motivation can be defined as â€Å"The processes that account for an individual’s intensity, direction and persistence of effort towards attaining a goal.† Intensity is concerned with how hard a person tries, and is generally the focus of motivation. However, high intensity is unlikely to bring favourable job-performance outcomes unless the effort is channelled in the right direction. Finally, the persistence dimension of motivation is a measure of how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal. Fundamentally, Hackman and Oldham’s (1976) theory of motivation is concerned with â€Å"internal work motivation† whereby a continuous cycle of motivation happens within the employee. In other words, the more effort expended on a job, the more motivated they would become. (Chiang and Jang 2008; Lee-Ross 2005) While on the job, motivation is important for individuals. In some theories (e.g. expectancy or equity), researchers predict variations in the evaluations of motivational outcomes, for example, by using remuneration. However, the evaluation of remuneration is usually only one of many outcomes and is often measured with little accuracy. (Mitchell and Mickel 1999) The biggest challenge of employee motivation is that employees often motivate themselves, based on their perception of what they want to achieve and how they can achieve it. However, if managers are aware of what their employees want from work, they can design a work environment that accommodates employees’ needs and desires. At the same time, well-informed managers may be able to avoid common pitfalls that tend to reduce employee motivation. (Simons and Enz 1995) â€Å"If a company knows why its employees come to work on time, stay with the company for their full working lives, and are productive, then it might be able to ensure that all of its employees behave in that way† (Kovach 1987, 58). Such a company would naturally have a competitive advantage over competitors that may be suffering from high absenteeism and turnover rates, costly re-training programs, and production slowdowns. Wiley (1997) emphasized that in the case of the lack of ability in employees, appropriate training can be implemented; while altering the work environment to promote higher performance is the key in the event of environmental problems. However, if motivation is the problem, the solution would be more complicated and testing. For motivational problems, the best source of information would be the employees. Responses by employees regarding what ignites and sustains their desire to work may lead the employer to redesign jobs, increase pay, change the working environment, or give more credit for work done. The key is that managers should always avoid the assumption that what motivates them will motivate their employees as well. Riley, Ladkin, and Szivas (2002) cited in Taylor and Davies (2004) that the World Tourism Organization announced tourism and hospitality industry as the world’s largest industry sector. Despite the concern about accurately quantifying the definition of tourism as an industry, for employment estimation purposes, it is considered to be one and a half times larger than the next industry. The accommodation sector has continued to exhibit growth over the last few decades, although at various rates, and is forecasted to continue this growth both in development and employment numbers. Therefore, a huge number of employees in the hotel industry are employed on an hourly basis due to meet the highly seasonal industry demand. A review of the literature indicates that there are problems in the hotel industry such as inadequate pay, low job security, limited training and development opportunities, and excessive turnover. (Cheng and Brown 1998; Deery and Shaw 1999; Pizam and Thornburg 2000; Karatepe and Uludag 2007). There are also problems pertaining to unsocial work hours and workloads in the hotel industry. (Karatepe and Sokmen 2006; Rowley and Purcell 2001; Karatepe and Uludag 2007) The studies of Lee-Ross (1993) added that these problems in the hotel industry seemed to be more extreme in the seasonal or casual employment sector. Understanding hotel employees’ attitudes and motivations has therefore become a useful area of research in the industry. (Wong, Siu, and Tsang 1999) Weaver (1988) argued that hotel managers have experimented with various motivational theories and methods over the years to address the problem of declining productivity among their hourly employees. However, most of these experiments have had minimal success, because they are based on reward systems that have little meaning for hourly employees. If hotel managers are able to satisfy employees’ needs and wants by understanding their underlying motivations better, it will play a part in retaining and motivating hotel employees. This, in return, will improve customer satisfaction in the long run. (Wong, Siu, and Tsang 1999) Iverson and Deery (1997, 71) noted that â€Å"Turnover culture is best characterised as the acceptance of turnover as part of the workgroup norm.† Alternatively, it is a belief held by employees that turnover behaviour is quite appropriate especially in the hotel industry. In the hotel industry, employees strongly require intelligence, job knowledge and skills, and time management ability. However, without motivation, an employee will not advance in his or her career. (Wong, Siu, and Tsang 1999) The amount of effort an employee inputs toward achieving the hotel’s goals depends on whether the employee believes that this effort will lead to the satisfaction of his or her own needs and desires. When a need or desire is unsatisfied, a person tries to reduce the tension. From this straightforward approach to motivating employees, the key to facilitating motivation lies with managers’ accurate understanding of what their employees want from their work. (Simons and Enz 1995) A category of motivational models is based on the assumption that personal growth and achievement is the primary motivating force among employees. These models emphasize on giving one’s best efforts to grow and develop as an individual or to advance within the organization. This category of motivational theories includes Maslow’s theory of self-actualization, and Herzberg’s theory of maintenance factors and motivational factors. Maslow’s theory of self-actualisation has no relevance in the work environment of hourly employees. On the other hand, career-oriented and salaried employees are more likely to be motivated by assurances that the organization will provide opportunities to actualize their full potential. (Weaver 1988) In relation to that, Herzberg divided working conditions into two sets of factors: maintenance factors and motivational factors. According to Herzberg, company policies, technical supervision, interpersonal relationships, salary and status, job security, working conditions, and personal life are maintenance factors; while advancement, recognition, achievement, possibility for personal growth, responsibility, and the work itself are motivational factors. Herzberg believes that maintenance factors do not have the ability to motivate workers. Many hotel managers might agree with this argument, since their early years in the industry were most likely to be characterised by unfavourable maintenance factors, yet they continued their career due to the presence of Herzberg’s motivational factors. (Weaver 1988) Another argument of Herzberg’s two-factor theory, also known as the motivation-hygiene theory, divides need satisfactions into extrinsic and intrinsic factors. The extrinsic factors (e.g. salary, working conditions, and job security) lead to job dissatisfaction if not met; but will not necessarily contribute to job satisfaction when they are met. The intrinsic factors (e.g. work itself, achievement, and recognition) are the actual motivators; they fulfil an individual’s need for psychological growth. The extrinsic factors, on the other hand, merely prevent dissatisfaction. (Kovach 1987) Besides Maslow’s theory of self-actualization, the conditions of employment Herzberg views as motivational factors also do not apply to the work of hourly employees. In other words, hourly employees are less likely to be motivated by motivational factors that are related to personal growth and achievement. Weaver (1988, 41) stated that â€Å"Other models attempt to motivate employees by using psychological rewards or punishment, or try to increase employees’ commitment and productivity by generating a sense of team or family spirit within the organization.† These models may backfire instead since the overuse of threats or reprimands may serve as a strong force against motivation. â€Å"Hostile and distrusting supervisors can dramatically shape employees’ working conditions, and, for many employees, can diminish motivation levels,† argued Simons and Enz (1995, 23). McGregor’s Theory X and Theory Y and Ouchi’s Theory Z describe motivational approaches managers have employed specifically to motivate hourly employees (Weaver 1988). These theories are most likely to be applicable in the hotel industry due to its ever-changing, seasonal and labour-intensive nature. Theory X operates in the assumption that employees are lazy and have a strong dislike for work. Managers who agree with this view believe that employees will not be productive unless they are continually prompted and are punished by disciplinary action or the threat of dismissal for low productivity. (Weaver 1988) On the other hand, Weaver (1988) said that Theory Y is based on the assumption that an employee’s presence at the workplace indicates that he or she is willing to work. Proponents of Theory Y believe that guidance and positive feedback are sufficient to motivate hourly workers to work well. In recent years, many hotel groups have made a conscious change from Theory X to Theory Y management. This change should generally show positive results, since people respond better to encouragement and compliments than to prodding and punishment. However, employees may not always be willing to put out 100 percent effort just because their supervisor is being nice to them. In addition to that, Theory Z is based on the Japanese management model, which focuses on a strong company philosophy and a distinct corporate culture. Companies that develop a motivational model based on Theory Z try to convince employees that they are part of a team or family. Many hotels are starting to implement such motivational programmes in hope of cultivating a sense of family and loyalty within their employees. (Weaver 1988) Interestingly, Weaver (1988) found that hotel employees are often more sceptical than employees in most other industries. This may be due to the fact that they work in an environment where they see how people really behave when they are away from home. Hourly employees in the hotel industry are usually fully aware of what their interest are and are not easily motivated by programmes that they perceive as being unbeneficial and a waste of time. Lee-Ross (2005) stated that high motivation and subsequent job satisfaction can be achieved as long as an individual’s job contains sufficient â€Å"content† variables such as skill variety and challenge. He also argued that the other â€Å"process† school states that these positive outcomes depend not only on content variables, but also on how workers evaluate the pros and cons of undertaking a job. Motivation factors including pay, monetary rewards, opportunity for advancement and promotion have been examined in the hotel industry. Also, other motivation factors such as job responsibility, recognition from people, job challenge, feelings of accomplishment, and development of self-esteem have been identified important for hotel employees. (Chiang and Jang 2008; Wong, Siu, and Tsang 1999) The importance of intrinsic and extrinsic work motivation for hotel employees may also vary in comparison to employees in other industries due to their intensive labour work, low pay, image of low status and few opportunities for advancement (Chiang and Jang 2008). In moving across cultures, motivational preferences become even more diverse. The preferences of employees are expected to differ across nations and cultures. (Fisher and Yuan 1998) It is valuable to know exactly what employees value, and whether subgroups of employees have differing preferences, so that reward systems can be appropriately targeted. Often, superiors misperceive the relative importance of various job characteristics for their employees. â€Å"To the extent that they do (misperceive), they may adopt less than optimal motivation strategies because they misunderstand employees’ needs and wants.† (Fisher and Yuan 1998, 517) The lack of attachment or loyalty plays a large part in the high rate of turnover among hourly employees. It also accounts for the lack of success of motivational efforts based on company loyalty or the promise of career advancement and personal growth within a company. (Weaver 1988) In 1946, industrial employees were asked to rank ten â€Å"job reward† factors in terms of personal preference. The results were as follows: (Kovach 1987, 59) Full appreciation of work done; Feelings of being in on things; Sympathetic help with personal problems; Job security; Good wages; Interesting work; Promotion and growth in the organization; Personal loyalty to employees; Good working conditions; and Tactful discipline. By 1986, the list looked like this: Interesting work; Full appreciation of work done; Feeling of being in on things; Job security; Good wages; Promotion and growth in the organization; Good working conditions; Personal loyalty to employees; Tactful discipline; and Sympathetic help with personal problems. In addition to comparing the employees’ factor rankings, the survey that was done in 1986 analysed the employees’ responses by subgroups (e.g. age and income). The underlying assumption was that the motivational effectiveness of the factors might vary according to gender, age, income level, job type and/or organizational level. (Kovach 1987) The 40 years of studies done by Kovach shaped the belief held by many motivational programmes that money does not matter (Simons and Enz 1995). Industrial employees seem to place more emphasis on intrinsic motivational factors compared to wages. In addition to that, in 1946 and 1986, supervisors were asked to rank job rewards as they believed employees would rank them. Their rankings remained almost the same for both years: (Kovach 1987, 59) Good wages; Job security; Promotion and growth in the organization; Good working conditions; Interesting work; Personal loyalty to employees; Tactful discipline; Full appreciation of work done; Sympathetic help with personal problems; and Feeling of being in on things. The rankings show that supervisors have a very inaccurate perception of what motivates employees. Supervisors assumed that employees were strongly motivated by the extrinsic factors and benefits given by organizations, thus leading to a mismatch of remuneration components. However, in 1992, the replication done by Wiley (1997, 268) in hotel employees showed a completely different set of rankings: Good wages; Full appreciation of work done; Job security; Promotion and growth in the organization; Interesting work; Personal loyalty to employees; Good working conditions; Tactful discipline; Feeling of being in on things; and Sympathetic help with personal problems. This could be due to the fact that hotel employees differed substantially from industrial employees. This difference in rankings indicates the need for different managerial strategies for motivating hotel employees, relative to those used for industrial employees. Hotel employees ranked good wages first, which may be a result of the relatively low wages of service-sector jobs. (Simons and Enz 1995) In addition to that, a research done by Charles and Marshall (1992) showed that Caribbean hotel employees may not have the same motivational preferences as those in developed countries. Whereas wages have not been found to be an important motivator in similar research conducted in developed countries, they were ranked highest among this group of Caribbean employees. Proper motivation of employees is vital as it is directly related with productivity and retention. Employees who are contented with their jobs, who feel challenged, and who have the opportunity to fulfil their goals will exhibit less destructive behaviour on the job. They will also be absent less frequently, they will be less inclined to switch jobs, and, most importantly, they will be more efficient. (Kovach 1987) Considering the evident relationship between employee and customer satisfaction, different approaches have been experimented in the attempt to improve employee satisfaction. â€Å"Predictably, the list was led by compensation, although most anticipate this will become less important in the future. Employee recognition programmes, the opportunity for career advancement and exposure to training followed in order of impact.† (Cline 1997, 24) The concept that employees may prefer interesting work over good wages is interesting, but the early studies were based on employees in the manufacturing industries. It seems very likely that hospitality employees’ preferences would differ from those of manufacturing employees in important ways (Simons and Enz 1995) as it has been shown in the research done by Wiley in 1997. An interesting point of view by Siu, Tsang, and Wong (1997) explained that job factors that are considered by employees to have the greatest motivating power are usually those that are least present in the job. Thus, managers should identify this gap and implement appropriate changes in the attempt of meeting employees’ motivational expectations. The ever-changing nature of the hotel industry has created and reinforced a turnover culture. Employees generally enter the industry with the belief that there is limited career development and promotional opportunity (Iverson and Deery 1997). However, other job reward factors may be able to attract, motivate and retain hotel employees through proper implementation. When trying to motivate employees, managers often forget that the desire to perform the job must come from within the employee and not from the supervisor. The level and direction of effort are set by employees, based on their perceptions of the most effective method to satisfy their personal desires. Managers could take employees’ desires into account in creating an environment, where properly directed effort will give employees some form of satisfaction. For many hotel employees, this ultimate motivational catalyst may involve some form of cash incentive and opportunity for growth. For others, it will focus on job security and good working conditions. (Simons and Enz 1995) Essentially, the human element in the hotel industry forms the basic determining factor for effective performance. Therefore, hotel management should strive to increase employees’ interest in their work and develop organizational structure and management policies as to create positive work environment in which a wider range of employee needs could be satisfied. (Chitiris 1988) The survey on Kovach’s rankings of preferences of job reward factors was done by Wiley in 1997, where it was targeted specifically at hotel employees. An up-to-date comparison is deemed to be necessary especially with the current economic boom. The lack of current literature indicates that there is a gap in defining what really motivates hotel employees in comparison to what managers assume motivates employees these days. Also, different culture may affect the research findings if the survey was done in other countries, given that Riley’s research was conducted in USA. Reference List Charles, K. R., and L. H. Marshall. 1992. Motivational Preferences of Caribbean Hotel Workers: An Exploratory Study. International Journal of Contemporary Hospitality Management 4 (3): 25-9. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=525003Fmt=7clientId=22212RQT=309VName=PQD (accessed March 12, 2008). Cheng, A., and A. Brown. 1998. HRM Strategies and Labour Turnover in the Hotel Industry: A Comparative Study of Australia and Singapore. International Journal of Human Resource Management 9 (1): 136-54. Business Source Premier. 10.1080/095851998341233 http://search.ebscohost.com/login.aspx?direct=truedb=buhAN=4176346site=ehost-live (accessed April 22, 2008). Chiang, C.-F., and S. Jang. 2008. An Expectancy Theory Model for Hotel Employee Motivation. International Journal of Hospitality Management 27 (2): 313-22. ScienceDirect. http://www.sciencedirect.com/science/article/B6VBH-4PJ6BW2-1/1/c263c7282bebd86a1f575b9889839fd2 (accessed March 2, 2008). Chitiris, L. 1988. Herzbergs Proposals and Their Applicability to the Hotel Industry. Journal of Hospitality Tourism Research 12 (1): 67-79. SAGE Journals Online. http://jht.sagepub.com.dbgw.lis.curtin.edu.au/cgi/reprint/12/1/67 (accessed March 10, 2008). Chitiris, L. 1990. Who Are the Work-Motivated Managers in the Hotel Industry An Exploratory Study. International Journal of Hospitality Management 9 (4): 293-304. ScienceDirect. http://www.sciencedirect.com/science/article/B6VBH-45TVDPD-V/1/dc3138d2b7584e8be5f3c816e654bd07 (accessed March 14, 2008). Cline, R. S. 1997. The Value of Human Capital. Lodging Hospitality, 20-4. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=18765546Fmt=7clientId=22212RQT=309VName=PQD (accessed March 5, 2008). Deery, M. A., and R. N. Shaw. 1999. An Investigation of the Relationship between Employee Turnover and Organizational Culture. Journal of Hospitality Tourism Research 23 (4): 387-400. SAGE Journals Online. http://jht.sagepub.com.dbgw.lis.curtin.edu.au/cgi/reprint/23/4/387 (accessed April 24, 2008). Fisher, C. D., and X. Y. Yuan. 1998. What Motivates Employees? A Comparison of US and Chinese Responses. International Journal of Human Resource Management 9 (3): 516-28. Business Source Premier. http://search.ebscohost.com/login.aspx?direct=truedb=buhAN=4220004site=ehost-live (accessed April 24, 2008). Hackman, J. R., and G. R. Oldham. 1976. Motivation Through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance 16 (2): 250-79. ScienceDirect. http://www.sciencedirect.com/science/article/B7J20-4D5WNG6-HR/1/726828b8101dd8bf872a39fa064ee2ad (accessed April 25, 2008). Iverson, R. D., and M. Deery. 1997. Turnover Culture in the Hospitality Industry. Human Resource Management Journal 7 (4): 71-82. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=23350547Fmt=7clientId=22212RQT=309VName=PQD (accessed March 20, 2008). Karatepe, O. M., and A. Sokmen. 2006. The Effects of Work Role and Family Role Variables on Psychological and Behavioral Outcomes of Frontline Employees. Tourism Management 27 (2): 255-68. ScienceDirect. http://www.sciencedirect.com/science/article/B6V9R-4F6CRDP-1/1/adca5fff1a1b404535d326620d9fd47b (accessed April 14, 2008). Karatepe, O. M., and O. Uludag. 2007. Conflict, Exhaustion, and Motivation: A Study of Frontline Employees in Northern Cyprus Hotels. International Journal of Hospitality Management 26 (3): 645-65. ScienceDirect. http://www.sciencedirect.com/science/article/B6VBH-4KBX4S4-1/1/19f3bc55ac06bed4a46a6776772e067e (accessed March 24, 2008). Kovach, K. A. 1987. What Motivates Employees? Workers and Supervisors Give Different Answers. Business Horizons, 58-65. Business Source Premier. http://search.ebscohost.com/login.aspx?direct=truedb=buhAN=4530124site=ehost-live (accessed April 24, 2008). Lee-Ross, D. 1993. Two Styles of Hotel Manager, Two Styles of Worker. International Journal of Contemporary Hospitality Management 5 (4): 20-4. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=525107Fmt=7clientId=22212RQT=309VName=PQD (accessed March 4, 2008). Lee-Ross, D. 2005. Perceived Job Characteristics and Internal Work Motivation: An Exploratory Cross-Cultural Analysis of the Motivational Antecedents of Hotel Workers in Mauritius and Australia. The Journal of Management Development 24 (3): 253-66. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=858891291Fmt=7clientId=22212RQT=309VName=PQD (accessed March 13, 2008). Mitchell, T. R., and A. E. Mickel. 1999. The Meaning of Money: An Individual-Difference Perspective. Academy of Management Review 24 (3): 568-78. JSTOR. http://www.jstor.org.dbgw.lis.curtin.edu.au/stable/pdfplus/259143.pdf (accessed April 24, 2008). Pizam, A., and S. W. Thornburg. 2000. Absenteeism and Voluntary Turnover in Central Florida Hotels: A Pilot Study. International Journal of Hospitality Management 19 (2): 211-7. ScienceDirect. http://www.sciencedirect.com/science/article/B6VBH-4090RYJ-B/1/a2e01fb9e334ca2af9fdb3b5eddf8b08 (accessed April 26, 2008). Riley, M., A. Ladkin, and E. Szivas. 2002. Tourism Employment: Analysis and Planning. Clevedon: Channel View Publications. Robbins, S. P., T. A. Judge, B. Millett, and T. Waters-Marsh. 2008. Organisational Behaviour. 5th ed. French Forest: Pearson Education Australia. Rowley, G., and K. Purcell. 2001. As Cooks Go, She Went: Is Labour Churn Inevitable? International Journal of Hospitality Management 20 (2): 163-85. ScienceDirect. http://www.sciencedirect.com/science/article/B6VBH-42VV810-5/1/e8353302617abc7a391358b15a352284 (accessed April 26, 2008). Simons, T., and C. A. Enz. 1995. Motivating Hotel Employees: Beyond the Carrot and the Stick. Cornell Hotel and Restaurant Administration Quarterly, Feb 1995. 20-7. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?index=0did=4683502SrchMode=1sid=2Fmt=6VInst=PRODVType=PQDRQT=309VName=PQDTS=1209126970clientId=22212 (accessed March 7, 2008). Siu, V., N. Tsang, and S. Wong. 1997. What Motivates Hong Kongs Hotel Employees? Cornell Hotel and Restaurant Administration Quarterly 38 (5): 44-9. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=18185362Fmt=7clientId=22212RQT=309VName=PQD (accessed March 17, 2008). Taylor, R., and D. Davies. 2004. Aspects of Training and Remuneration in the Accommodation Industry: A Comparison between Australian and Singaporean Providers. Journal of European Industrial Training 28 (6/7): 466-73. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=701328331Fmt=7clientId=22212RQT=309VName=PQD (accessed March 10, 2008). Weaver, T. 1988. Theory M: Motivating With Money. Cornell Hotel and Restaurant Administration Quarterly, Nov 1988. 40-5. ABI/INFORM Global. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?index=3did=274882SrchMode=1sid=2Fmt=6VInst=PRODVType=PQDRQT=309VName=PQDTS=1209009749clientId=22212 (accessed March 2, 2008). Wiley, C. 1997. What Motivates Employees According to Over 40 Years of Motivation Surveys. International Journal of Manpower 18 (3): 263-80. Business Source Premier. http://search.ebscohost.com/login.aspx?direct=truedb=buhAN=95395site=ehost-live (accessed April 24, 2008). Wong, S., V. Siu, and N. Tsang. 1999. The Impact of Demographic Factors on Hong Kong Hotel Employees Choice of Job-Related Motivators. International Journal of Contemporary Hospitality Management 11 (5): 230-41. http://proquest.umi.com.dbgw.lis.curtin.edu.au/pqdweb?did=115921277Fmt=7clientId=22212RQT=309VName=PQD (accessed March 4, 2008).

Diabetes Essay -- Disease, Health, Medical, Nursing

Diabetes Diabetes is a killer; in fact, it is among the top ten killers of adults in the United States. "It can lead to, or contribute to, a number of other serious diseases" (Sizer and Whitney 112). Diabetes means "syphon" or "to run through" (Sizer and Whitney 112) therefore denoting the increase in urinary volume excreted by people suffering from this disease. Mellitus means "sweet". Diabetes mellitus means increased excretion of sugars being released with the urine, creating a sweet smell at the time of elimination. The patient with this type of disease has a problem with his insulin production or usage. Insulin is a hormone produced in the pituitary gland, that helps to digest the sugars and use them for energy, and must be given through an injection into the arms or legs; if this is not done the gastrointestinal enzymes in a person's stomach will digest the hormone. A diabetic does not produce adequate insulin or cannot use his own. Diabetes mellitus is not a single disease. This is a h eterogeneous syndrome for which several theories of etiology (explanation of the cause of the disease) have been proposed (WebMd Health). Diabetes is a life-threatening disease, but it is not a death sentence. With proper maintenance of insulin, exercise, and diet, diabetes can be controlled. Advances in medicine will create a larger variety of treatment options and help remove the stigma, as well as fears, associated with diabetes. The signs and symptoms of diabetes are divided into early, secondary, and late signs. Some of the early signs include polyuria (excessive urination) and thirst; another sign can also be a sweet smell from urine. This odor is due to the loss of water through promoting cellular dehydration. Polyuria is the result of large amounts of glucose, ketone bodies, and protein being excreted by the kidney; an osmotic effect of sugar attracts water and promotes diuresis. The secondary signs include nausea and vomiting, dry mucous membranes with cracked lips, hot flushed skin, abdominal pain and or rigidity, acetone odor of the breath, soft eyeballs because of dehydration, and kidney disease. Other signs include impaired vision or blindness resulting from cataracts and damaged retinas, nerve damage, skin damage, and strokes and heart attacks. The root cause of all of these symptoms is probably the same (Sizer and Whitney 113). Late symptoms includ... ...diseases. Signs and symptoms also vary; they are broken down into early, secondary, and late. Complications also fluctuate depending on the lifestyle and control that the patient has over his insulin. First signs are not good to have and most are, overlooked by the patient. Treatments can range from simple injections to the use of more complicated machinery. Diabetes does not choose a specific race, age, or gender, but any person is at risk. Depending on the diabetic's lifestyle and habits in everyday life, longevity and normal living will triumph. Works Cited American Diabetes Association. 10 March 2005. Apgar, Ellen. Telephone interview. 09 March 2005. Boone, Ria. Personal interview. 14 March 2005. Cordy, Eric. Telephone interview. 2 March 2005. Luckmann Joan, and Karen Creason Sorensen. Medical-Surgical Nursing: A Psychological Approach. Philadelphia: W.B. Saunders Company, 1980. Sizer, Frances, and Eleanor Whitney. Nutrition Concepts and Controversies. Eighth edition. Australia: Wadsworth/Thomson Learning, 2000. WebMd Health. 2003. WebMd Corporation. 22 Jan. 2005 . International Diabetes Federation. What is Treatment for Diabetes? 20 Jan. 2004. .

Fitzgeralds The Great Gatsby and the Tragic Hero Essay -- Great Gats

Fitzgerald's The Great Gatsby and the Tragic Hero      Ã‚  Ã‚   Aristotle invented a list of criteria in an attempt to determine the exact definition of a tragic hero.   The list states the following - the tragic hero must cause his own down fall; the tragic hero's fate is undeserved; the tragic hero's punishment exceeds his crime; the tragic hero must be a great and noble person according to the standards of the current society.   In Fitzgerald's The Great Gatsby, Jay Gatsby can be defined as a tragic hero who possesses all of the aforementioned traits.  Ã‚   Jay Gatsby's main desire in life is to become a member of high society, respected more than anyone else.   Gatsby has taken steps to ensure that this desire becomes a reality.   He has accumulated wealth, power, and influence, all in an attempt to create the sparkling image of a successful man.   Although Gatsby's friend Nick is "inclined to reserve all judgements" (1), Gatsby is a strong, unselfish idealist.   Gatsby is a romantic dreamer who wishes to fulfill his ideal by gaining wealth in hopes of impressing and eventually winning the heart of the mat... ...his vision, until his death. Daisy indirectly causes Gatsby's death, making her more than ever, unworthy of Gatsby's affections. Ironically, Gatsby lived for Daisy and up to his death, believed and had faith in her and his vision.    Works Cited Dillon, Andrew. "The Great Gatsby: The Vitality of Illusion." The Arizona Quarterly 44 Spr. 1988: 49-61. Fitzgerald, F. Scott. The Great Gatsby. New York: Macmillan Publishing Company, 1992. Irwin, John T. "Compensating Visions: The Great Gatsby." Southwest Review 77 Autumn 1992: 536-545.

‘Fish!’

FISH! -Stephen Lundin, Harry Paul, Jon Christensen ‘There is always a choice about the way you do your work, even if there is not a choice about the work itself’ A very powerful statement. As a person with a work experience of a couple of years this sentence would have changed the way i approached my work and things related to me. That’s why this book connected with me from the very beginning.The story of the book revolves around the story of Mary Jane Ramirez and her workplace and how an accidental visit to a ‘Fish Market’ changed the way an entire department at an office as well she changed their style of working at work and improved relationships at home. As in the book the main character Mary – a person good at heart & mother of 2 children – after the death of her husband lives a life wherein she is bothered more about the job security rather than being firm and taking risks. With her transfer as a head of Operations department, a dr eaded department in every sense for being unresponsive, unpleasant, negative.In fact it is referred to as toxin energy dump. She feels the need to bring about a change in the department for its revival. A visit to a Fish Market and in particular a store named popularly known as the Pike Place Fish Market where she sees that the workers selling Fish enjoy the work they do & have a lot of fun doing so and also play along the way and involve people around in their activities. Herein the character of Lonnie comes into picture. He is worker at the store and enjoys his job. At this point Lonnie explains Mary the reason for the ‘energy’ visible at the place. He says that there are 4 ingredients that make this place run.He tells her only 1 principle followed and that of ‘Choose Your Attitude’. Mary impressed with the advice sought more data from her boss Bill (a person she did not have friendly relationship) and got a few insights from David Whyte’s poem whi ch changed her for the better. She knew it was time for change. She went through even more materials like that by John Gardener and Sarah Ban Breathnach’s Simple Abundance. At the end of it she knew that had to be the leader who believed in herself and bring about the change. The very concept of ‘Choose Your Attitude’ was applied by her to her own thinking and then explained to her staff.The staff agreed about the problems of the department and gave reasons for their behavior. But she had shown them a way of revival. The staff too felt the need for the change and found a leader who actually cared for them. They decided to take it in a positive way and the result was seen in the elevator where a poster of Choose Your Attitude was put up. The change had begun. With added confidence Mary along with her kids Brad and Stacy visited the market again when they learned the second ingredient of ‘Play’. A value which was displayed by a kid, which adults need t o learn enjoy their work.This taught that a lot can be learned from kids. Having fun doesn’t take the seriousness out of the business but one enjoys what one does and achieves targets. The third ingredient in creating a high-energy world famous market was ‘Make Their Day’. It was showcased by a co-worker at the store named Wolf giving the trio a fish each and was also seen when people were involved in their daily activities of the shop. The people enjoyed being a part of it to the fullest. That indeed made their day and made them happier. Also focusing ones attention on ways to make another person’s day provided a constant flow of positive feelings.The fourth ingredient ‘Be Present’ by displayed by the workers in the way they interacted with the customers and remained attentive and interested in answering the queries of their clients. Mary decided to take her staff for the field trip and made them have a firsthand experience of the fish market and her entire staff was inspired and they were given time to think about their learning and think about the ways to implement it at workplace. The fact that a few of the staff members actually visited the fish market showed that they were influenced by the idea. They took their families along with them and they enjoyed the time spent.With most of the employees inspired by process it was decided to create teams based on each of the 4 ingredients and they were given all needed the required support by Mary. Each of the teams presented their reports on each of the topics. Each team drafted their topic by enlisting what all would be the benefits of Play and how these could be implemented in the Office. The team Play made the members take part in a game in which circles cut from coloured paper and people stepped on them along with the music. The benefits and implementation was shown through this.The make their day team divided the entire group into various teams. Each team was given fif teen minutes to develop strategies for supporting and enhancing the work of a key group of people. A customer survey was used as input data for the same, which took many of them by shock. The winning team which gave the best suggestion was given symbolic mementos. Next The Present Moment Team which made the employees to relax and had inspired reading took place in the entire hall. Also a number of experiences of individual employees were shared. The team decided to resolve on a few changes for better functioning.Finally The Choose Your Attitude Team made a presentation which was brief and to the point. They decided to distribute books which would inspire individuals and have discussions on them. The strategy got implemented throughout the next year. Mary on her part too decided against quitting her job as she was confident of bringing about a change to the department and in its people. Exactly a year later the situation had changed and the department was one of the most sought after places in the company. Mary was awarded with the Chairwoman’s Award for her work. The icing on the cake was the finding of a life partner in Lonnie.The character played of Mary is a person who has lost a few qualities along the way due to family circumstances. She rises from it and makes the workplace better for her as well as other employees present. She experiences change first hand with the relationship between her boss and also her employees. Lonnie’s character is also central to the passage. He explained Mary the various aspects of the 4 ingredients so that she could implement it at her workplace. The book has a message in each and every incidence. The frustration with jobs is experienced by all. The principles which have been mentioned have truly enriched me.The principles of ‘Choose Your Attitude’,’ Play’, ‘Make Their Day’, ‘Be Present’ are something which i will like to apply in my daily activities in office as well as college. The approach of not quitting a job in which one is unhappy but making it a better place for oneself and the people around in utmost essential. The issues mentioned are experienced by each one of us including me and the 4 ingredients provide the key to success. Along with that the resolution of Mary Jane to bring up her kids is commendable. It teaches not to give up irrespective of any calamity and keep striving to achieve ones goals.Even in my daily life I get sadden by events but the book has taught me to cheer myself up and try to change certain bad tendencies in me to avoid repeat of events. It has taught me to think about others, about their well being. It has taught me to care for others. The principle of including people around you in activities enriches the activity as a whole and also creates a bond between individuals. The book on the whole was an excellent learning experience on how through simple steps one can bring about a great deal of change in one ’s personal as well as professional life.