Essay on Jane Eryes Experience as a Governess - 1006 Words

A governess is an educated woman who works for a family by teaching the school age children. It was the type of job that almost all young girls would not want to be but ironically the children of the household most likely admired and were very fond of their governess. Most children were closer to their governess than their own mother. If there was a governess in a home, the mother no longer had to take care of her children but could now devote her life to the church and her husband. The term governess was often used in the 19th century to specify governesses in private homes, which Jane Eyre was, and school teachers. Jane would have been considered a perfect governess because she was blessed with grace of an angel and class of a queen.†¦show more content†¦They also normally stayed in one secluded part of the family house. So governesses were often lonely, pitiful, and depressed. To add on to all the problems that governesses had to go through, they also were responsible for the academic, social, and ethical development which at times conflicted with whether a governess could have a mother’s instinct. But in Jane Eyre, Jane was able to take care of a child whose mother had abandoned her so it wasn’t the same as a governess who had to learn to love the children she taught. Adele didn’t truly have a mother so there was no one to compare Jane to. She was definitely not a typical governess because everything with her job choice seemed to happen in the best ways. The only things that are similar between Jane and other governesses is that they were very moral, strict, most of the time not the best looking women, educated, often very poor, and that they were paid fifteen pounds up to one hundred pounds. One of the huge differences between Jane and other governesses is that Jane actually wanted to become a governess and loved to teach her students. This is very unrealistic for this time period because it was considered a misfortune for a w oman to work outside of the home. Also Jane wasn’t seen by her employer as inferior because he was her lover. She was able to become very comfortable withShow MoreRelated The Quest for Inner Beauty in Charlotte Brontes Jane Eyre Essay2001 Words   |  9 PagesThe Quest for Inner Beauty in Jane Erye     Ã‚  Ã‚  Ã‚   The beauty of a woman is usually classified into two categories: superficial, or physical, beauty and inner, or intellectual, beauty. In the Charlotte Brontes Jane Erye, the protagonist rejects her own physical beauty in favor of her intelligence and morality. This choice allows her to win the hand of the man she desires. Jane values her knowledge and thinking before any of her physical appearances because of her desire as a child to read, theRead More Brains before Beauty in Charlotte Brontes Jane Eyre Essay1984 Words   |  8 PagesBrains before Beauty  in   Jane Erye    Beauty is generally classified into two main categories: physical and mental. In the Charlotte Brontes Jane Erye, the protagonist rejects by choice and submission, her own physical beauty in favor of her mental intelligence and humility, and her choice becomes her greatest benefit by allowing her to win the hand of the man of her desires, a man who has the values Jane herself believes in. She values her knowledge and thinking before any of her physical

A Brief Note On The Global Price Of Petroleum Exporting...

1. Use the AS/AD framework to show the separate effects on GDP, inflation and public sector borrowing on any single national economy ( unnamed) of: a. a rise in the global price of oil Figure 1.1 Oil Supply, demand and price Source: euanmearns.com Figure1.2 SRAS shifts as a result of a negative cost shock Source: http://www.harpercollege.edu/ Higher oil price would make products price go up and moves AS curve from AS to AS1, therefore, the rise in the global price of oil will decline GDP and boost public borrowing as well. Although oil business is a good example of international cartel of oligopoly, a permanent organisation like Organization of the Petroleum Exporting Countries (OPEC) owns the power to negotiate oil price and productivity which should be able to control oil price efficiently; however, according to the diagram below, different political events or war could alter the equilibrium of AS/ AD curves easily within a short period. Figure 1.3 Oils Ups and Downs Source: Bloomberg Figure 1.4 U.S. GDP and WTI Oil Price Source: U.S. GDP and WTI Oil Price. Source: U.S. Bureau of Labor Statistics, The World Bank, EIA and Labyrinth Consulting Services, Inc. Take United States as an example, GDP trend line goes up regardless of oil price variation. Figure 1.5 U.S. Debt and U.S. domestic oil supplyShow MoreRelated Global Interdependence 1411 Words   |  6 Pagestechnology of the future, the world is becoming a smaller and smaller place. In economic terms, Global Interdependence is increasing as time goes on. In other words, we as the United States, as well as other countries, rely on each other for the three factors of production, Land, Labor and Capital. As noted in Thomas L. Freidman’s book, The World is Flat, there are several instances in which the Global Interdependence started. 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Analysis of Hypocrisy in Adventures of Huckleberry Finn free essay sample

The Adventures of Huckleberry Finn, takes place in a time in age where the deficits of society are so intricately interwoven and ignored upon the individuals that make up that society. This results in hypocrisy that constantly plays a crucial part in how Mark Twain depicts the society that participates in such irrational activity. Characters, that Huck and Jim meet as they head for their freedom, which for Jim is slavery, and for Huck is the enslavement through civilization which is â€Å"practiced† by such a hypocrite society. Both are searching for freedom that is well defined in their own parameters; but are kept under constant hypocrisy in the pursuit to achieve their freedom. However, hypocrisy by a â€Å"civilized† society is as dominant in today’s society as it was in the time that Huck and Jim encountered it. Even though today’s, hypocrisies take a new shape and form and are interwoven with daily activities. We will write a custom essay sample on Analysis of Hypocrisy in Adventures of Huckleberry Finn or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They are given as much attention as any â€Å"civilized† society would. Although the hypocrisies that are evident in Huckleberry Finn might be in the form of the judge allowing Huck’s father, to keep him in custody, well knowing that he a drunkard would kill Huck to get his money. To the ignorance, of towns people and the nieces who were scammed by the duke and king. Everyone had taken so much self-esteem into the fact that the nieces had accepted the duke and king as their uncles that no one gave a second thought, even when it was publicly announced by Dr. Robinson; as every â€Å"civilized† person who knew right from wrong sprang upon the doctor, trying to subdue him. As the greatest hypocrisy that took place in the book, was due to the time period itself; a time of white supremacy and racial prejudice, that took place everywhere, a time of slavery. These individuals who Huck ran away from to avoid being civilized, were themselves uncivilized due to the way they treated slaves who are non-other than human beings as well. Implying the fact that it is impossible for a society who owns and treats slaves as uncivilized people themselves can never be just. While, we see this constantly throughout our society today, as people call others fat, anorexic, sub-standard, not cool, not cute, irrational, and stupid; while they themselves have a bottomless pit of ignorance, leading to their own oblivion. Today’s society is actually worse than before in the sense that we are not only fed these things as a child; but we have to incorporate it into daily life through the influence of others, such as parents, media, and peers. Making our very existence, self-evident of such a paradox that can only derive from hypocrisy of a so called â€Å"civilized† society. As the time Mark Twain had written this novel, many social flaws existed within the fabrics of the community as a whole. The book played a major role within the cultural context of the era due to the fact that Jim, who was a slave and Huck a freeman were able to bond and have such an amazing journey together. Within this journey, Twain had interwoven several moments, that on the surface seemed like a norm at the time, but exploited several social flaws that would have otherwise been dismissed by ignorance. Resulting in a successful message from the author, hopefully allowing one to see at that time in age what horrid activities they take place in on a day to day basis, when viewed upon by another person’s spectacle.

Perfectly Broken Essays - Public Image First Issue,

Perfectly Broken Upon entering my room one may wonder why I have garbage up on my wall. I do not put rags or rotting food on my wall. However, many people believe that what I have up there is garbage. It is a broken cylinder of wood, splintered in the center, pieced together from two, that before was one, but would never quite be one again. The violent act of destroying it is why I hold it so dearly to me. It was that moment I knew that my life would never be the same. At that time I knew that what I had in front of me would forever change my life. When I saw the shattered frame of wood that lay on my drum set I realized that this would be the guiding light for the rest of my life. I was a drummer, I loved it, and I was proud. This happened about three years ago, in the beginning of my year in eighth grade. I had a friend who had played the drums, and I always enjoyed going to his house and messing around on his drum set. When he told me he wasn't playing anymore, I saw it as an excellent opportunity. He let me borrow his set until I could get one of my own. When I got it in my house I was so thrilled I played it for hours. I feel sorry for my parents who had to listen to me before I had any lessons or practice. Whether I was good or bad, I was enjoying myself. Although I was happy the way I was, I took into account the complaints I got from my family and decided to take lessons. I was at first upset that my lessons were moving so slowly. It seemed like I was hardly learning anything and that I would never get better. I was very frustrated and even considered quitting. One day when I was playing very especially loud, my drumstick broke right in half. One piece flew in the air, landing on my drumset, the remaining piece laying in my hand, unable to be played with. My first reaction was mere annoyance, I had no extra sticks and could not use my drums anymore until I got new ones. However, I soon got over this and realized the importance of what I had done. It was a symbol of the power of the drums; the power that would be from then on mine. It was not long after that when I began to show real improvement. The lessons were paying off, and all those things I learned that seemed pointless began to fit right in. The pieces were coming together and I was really beginning to know what I was doing. I got together with a friend who played bass and a friend who played guitar and we jammed together. As I was laying in bed staring up at my drumstick one day I realized that I had gone from merely someone who plays the drums, to a drummer. I have been told to throw the stick out multiple times by my mother, my friends, and various other people. To everyone else it is just garbage. However, it is very important to me. From the moment when I started playing drums, to when I broke my first stick, it was nothing more than a hobby. I enjoyed it, but I wasn't thrilled with it. When that stick broke I knew that there was more to it. I was making music. For the first time in my life I had a true way to express myself other than speech. It went beyond the spoken word or eye contact. Music is the telling of stories, through feeling and emotions. It is the only way I know of to translate anger, excitement, hostility, or tranquility from one to another. I now had a power I never came close to before. I was filled with the joy of what it meant. Although the broken drumsticks that followed go straight to the garbage, I will always keep this one. When I am upset, frustrated, or feel that I should give in to pressure, I look to the old broken drumstick as an inspiration. It tells me that like when I first started playing the drums, it may not look good at first, but with hard work and practice

Riordan Benchmarking †Human Capital Development

Riordan Benchmarking – Human Capital Development Free Online Research Papers Riordan Manufacturing is facing a decline in morale and work ethics. Declining sales and uneven profits over the years not only forced the company to change its sales processes, but also prompted them to adopt a customer-relationship system. Riordan’s HR reward and compensation policy program need to be revised to deal with the existing problem. HR professionals over the world know that their toughest job is recruiting and retaining top-notch employees for their companies. With unemployment at its current rate, expanding businesses search for qualified workers like big-game hunters stalking the most elusive prey (Vault, 2008). Compensation plan and benefit plans are two compensation package’s companies are using to invest in its employees. Some organization form compensation committees to ensure that strategies and compensation programs are properly managed (Vault, 2008). To assist Riordan Manufacturing in changing its sales process, Team B has chosen the following com panies to use as a benchmark: Toyota, Infosys, Qualcomm, IBM, Disney, and Honda. Team B will then analyze each company by providing key concepts, such as; designing the elements of an effective employee relations program, create a career development planning model that incorporates attention to key developmental success factors, evaluate compensation and motivation practices as they relate to organizational strategy, and discuss the impact of ethics on the determination of compensation and rewards systems. Elements of an effective employee relations program Toyota has a different approach of how they run their company compared to most corporations. Part of Toyota’s success stems from the philosophy using employees ideas. The philosophy is, since employees are the individuals who perform the work, then why not ask them for ideas involving efficient methods of completing job tasks. This philosophy gave employees the opportunity to express ideas, which helped maintain employee morale therefore, improving relationships between employer and employee. What makes Infosys Technology a successful business is that it offers a benefit program to company employees, which is designed to boost morale and promote healthy careers? (Frauenheim, E., 2006, para 1). During the companies annual survey the results revealed that three quarter of Infosys employees were satisfied with the company. According to the VP of Human Resources, low turnover, high employee satisfaction and a reputation as an employer are critical to a company whose chief assets are the programming and problem-solving skills of its employees. (Frauenheim, E., 2006, para 4). Infosys offers a group of workplace initiatives, the company’s employee relations program. This program provides a variety of benefits to their employees such as counseling services, celebration of cultural events, athletic contests and health fairs to their employees and immediate family members. This program adheres to create an environment of professionalism but provides an incentive to the emplo yees. Management creates strong relationships with their employees. The employee relation program helps keep attrition low while maintaining a strong reputation. Infosys Technologies won the award for the 2006 Optimas Award for Service. Riordan Manufacturing is a diverse industry that includes multiple educational backgrounds, generations, ethnicities and family situations. In comparison to Infosys Technology, management believes that the employee’s families are a priority. Culturally they have strong family bonds. Riordan needs to create a work environment in which employees are confident that they can achieve important behaviors if they attempt and perceive that many positively valued outcomes will result if they perform these behaviors. (Dreher, G. and Dougherty, T.W., p. 36-37, para 5). Like Riordan Manufacturing, Infosys Technology conducted an internal annual survey. The results were very different for both companies. Riordan’s report shows a decline in overall job satisfaction, particularly in the areas of compensation and benefits. As for Infosys Technology’s report, employees are satisfied with the company. Career development plan Career development planning is one of the alternative solutions to motivation and rewards problem. Employees want their career development program outlined and expect company to help and provide means to achieve the career goals. Company wants to make sure that career development goals are mapped to company goals. Training programs in an organization is the key to help employees moving forward to their career path along with business goals achievement. Both benchmark companies have career development programs and different effective training programs to help developing career and making development programs a success. According to Southgate (2002), Qualcomm has always been a company where growth and development opportunity and challenging positions exist. Employees have been part of the company from day one. According to McMurrey (2007), a new employee’s orientation is significant in the first impression of the organization. A company’s sincere efforts to include and inform its new hires helps to build a foundation of trust that will support the employee in the future. Qualcomm has a youthful and relaxed corporate culture. Employees can plan the training objectives with managers, who make sure the training plans are mapped to company business goals. Qualcomm has an innovative online development tool that allows customized professional development plans and aligns learning with divisions’ goals and objectives. Each employee has its own development plans and way of achieving it. Employees choose new challenging and innovative projects, e-learning and other available training programs from their learning center depending upon individual interests and capabilities. In IBM, career development plan is for both employees and as well as managers. IBM executives learned from survey that workers wanted greater access to more and varied experiential learning. Employee development model has following 6 steps mentioned by IBM web page: 1. Establish personal business commitment 2. Assess skills/competencies 3. Update individual development plan 4. Complete actions on individual development plan 5. Review individual development plan progress with manager 6. Document development results for the year IBM has created different training programs to help employee achieving the career development plans. IBM has created ‘Blue Opportunities’, a program offering training opportunities such as stretch assignments, cross-unit projects, short and long term job rotation, and on-site job shadowing via an employee only internet site. The goals of ‘Blue Opportunities’ are developing employees skills, expanding their knowledge, and offering exposure to potential career or job changes. Enhancing leadership and management skills in a time-efficient way is of critical importance to managers. Morton (2004) mentions that a new program named ‘Role of the Manager@IBM’ uses the learning process to address business unit priorities and define action plans. It creates new e-approaches to align teams on key business objectives and target managers’ individual development needs in leading performance through people. Surveys conducted with all participants after the learning program application showed that 92 percent of participants were satisfied with the program. An article ‘Addressing retirement of the baby boomer generation from IBM mentions that IT executives will need to do more than just maintain their workforce skills. Executives will need to proactively address succession planning with a training solution geared toward equipping younger workers and older non-IT hires with the knowledge and skills needed to advance their careers within the company. In Riordan Manufacturing scenario, research and development employees feel that they’re not being challenged and company doesn’t have any career development programs. Other than providing better benefits and rewards, company has an opportunity to develop a career development plan model that incorporates attention to key development success factors. Riordan can develop in house learning center and other web based programs like Qualcomm and IBM to provide more resources for career and skills development. Riordan can assign more challenging assignments to individuals based on their development plans like Qualcomm and IBM. Evaluate Compensation and Motivation Practices Riordan Manufacturing is not having success with its new corporate strategy primarily because the company failed to revise its employee rewards system when they chose to adopt a new customer-relationship management (CRM) system. The new strategy also involves forming self-directed sales teams comprised of a sales person, a product engineer and a customer service representative. The product engineers and customer service representatives are not yet rewarded for their contributions toward sales. This inequity is contributing to Riordan’s problems with employee retention. All company’s must 1) encourage desired job behaviors by 2) offering to exchange them for 3) a reward that the employee feels is important; these are the three elements of motivation (Milkovich, 2004). Honda provides a good example of a company that designs employee rewards programs to support its organizational strategies. For one division of Honda, this type of alignment occurred to support a new company-wide environmental objective. The division began by first choosing a goal of winning environmental accreditation known as ISO 14001. Other tangible steps this division took were; to reward employees for recycling practices, offering employees carbon credits as part of their benefits package, hiring an environmental engineer to promote the accreditation goal, and creating an educational program to explain to staff why the goal was important and how employees could benefit from the program (Cotton, 2008). The same division of Honda has another strategic objective to design employee rewards to retain key staff. â€Å"A good brand makes it easier to attract, retain and motivate talent† (Cotton, 2008). Toward that end, the division incorporates the family into employee benefits as an essential part of its reward strategy. Two specific examples of these family benefits are gym membership and childcare for staff returning from maternity leave (Chubb, 2008). Disney augments traditional salary and benefit rewards with earned incentives of training and two-day park passes for families. The proof that Disney is successful with its choice of employee rewards is described by Mr. Lynch, â€Å"we enjoy the lowest turnover rate in the industry† (Boisclair, 2000). Riordan can learn from both Honda and Disney to design a reward program to help the company achieve success with its new strategy. Impact of Ethics Ethics play an important role in designing compensation and rewards systems because â€Å"how you reward and recognize employees sends a powerful message to staff at all grades about what the organization sees as important† (Cotton, 2008). Unethical behavior may occur through the actions of the employer or through the actions of the employee. Business leaders need to design equitable plans that don’t discriminate against any legally protected groups. Also, business leaders need to avoid designing incentive programs that entice employees to engage in unethical behavior such as was discovered at Sears in the 1990’s where employees were charging customers an average of $235 for unnecessary car repairs (Milkovich, 2004). Some workers of a Lincoln, Alabama auto assembly plant recently raised concerns that Honda exhibits favoritism with regard to job promotions (Kisiel, 2007). Some of Honda’s workers are beginning to wonder if their best recourse for solving this inequity will be to form a union at that plant. If the accusation is true, it raises a question about Honda’s ethics relative to employee career development practices, which ultimately relates to employee compensation. â€Å"As in other employment matters, employers must make decisions without regard to individuals age, sex, race, or other protected status† (Noe, 2003). Overall Analysis Riordan Manufacturing has now determined what it must do to motivate its employees, but to what cost or risk to Riordan or the employees? The perception Riordan’s management team portrays is one that their departments need more money or acceptance. The risk may be high for Riordan here because if one area is rewarded and not another, then distrust is created due to favoritism. Riordan may need to utilize an employee performance and job function-based evaluation formula to achieve who needs to be compensated and who is actually missing the inner needs. It may be the senior management that needs to be retrained in understanding the inner needs of their staff. Riordan Manufacturing can sustain minimal risk if it looks into the inner needs of the senior management, as well as retraining management on understanding the inner needs within their own departments. This understanding will create low to minimal risk for employees, creating a win-win for Riordan Manufacturing. Motivation is a â€Å"willingness to exert effort toward a goal† (Dreher Dougherty, 2001, p23) and rewards motivate people. When a leader develops a system for compensation and rewards, then communicates it clearly to his/her employees, he/she will begin to align his/her employees to the company’s strategic goals (Rosalis, 2005). Communication is important while implementing any rewards system. The employee must understand what is expected of him/her and what he/she will get in return for his/her efforts. Riordan Manufacturing might find the use of flexible hour’s works for some of the employee population. By allowing the sales staff to work flexible hours, Riordan Manufacturing would be adding to the employees’ quality of life and in return, the employees are motivated and less likely to leave the company. The same could be done for the RD staff. Riordan Manufacturing is dealing with turnover and changing the leave program or introducing something as simple as on-site massages might start to motivate the employees and create a better culture. Conclusion Team B has provided a thorough analysis of the benchmarking companies that will assist Riordan Manufacturing’s sales processes and successfully transition into a customer-relation system (CRS). Riordan Manufacturing will align the company’s reward and compensation with their business strategy. Riordan Manufacturing will provide opportunities as rewards; create employee relations, develop career plans while boosting employee morale and work ethics. Generic Benchmarking Infosys Technologies/ Melissa Lohman Infosys Technologies, (Frauenheim, 2006) founded in 1981 based in Bangalore has 49,400 employees. Infosys Technologies is of the major Indian firms that provides software-outsourcing services in the U.S. and other parts of the world. The company specializes in application development, system integration and product engineering. They provide these services to industries in healthcare, energy and financial services. In addition, Infosys subsidiary Progeon provides business process outsourcing services and has a consulting division based in Fremont, California. (Frauenheim, 2006). Infosys Technology offers a benefit program designed to boost morale and promote healthy careers, (Frauenheim, E., 2006, para 1) which makes an impact to the employees who have since left the company. Bikramjit Maitra, the VP of Human Resource Development was unaware that the company had a fitness program available to all the employees. Just a year ago, Infosys was shy of 10%, which is a low figure for the software industry. The company conducted an internal survey in 2004. The results were that three quarters of Infosys employees were satisfied with the company. Low turnover, high employee satisfaction and a reputation as an employer are critical to a company whose chief assets are the programming and problem-solving skills of its employees. (Frauenheim, E., 2006, para 4). The VP of Human Resources believes that the reason for Infosys Technologys success is due to a group of workplace initiatives, which happens to be the companys employee relations program. The program offers counseling services, celebrations of cultural events, athletic contests and health fairs to their employees and immediate family members. This program adheres to create an environment of professionalism but provides an incentive to the employees. (Frauenheim, 2006) Infosys Technologies creates strong relationships with their employees. The program assures that Infosys as a company avoids impersonal and bureaucratic and because of this, the company grew from a handful of employees to 40,500 in just five years. This program has been a success to Infosys Technologies in developing a workforce and management that keeps attrition low (Frauenheim, E. 2006, para 10) while maintaining a strong reputation. The company wins the 2006 Optimas Award for Service. Toyota Corporation/ Melissa Lohman Toyota Motor Company was established around 1935. How the vision became a reality occurred when an inventor created a prototype for a vehicle called the A1. Once he created the prototype, he knew at that moment that his legacy must continue and that occurred when Toyota Motor Company was born. Toyota holds a different view from our western one. The same way their culture is different, so is how they run their companies and how they treat their employees. Toyota looks to their employees for ideas. Since the employees are the ones on the assembly line, they are in the best position to come up with time saving ideas. The employees are very likely to look for new and better ways to do things because of the mere fact that they are given most of the responsibility. The reason this process works so well for Toyota is that they give their employees more opportunities to make decisions. The workers do not have to stop production to ask management a question. The employees are allowed to run their own quality control. This empowerment fives employees much more of a feeling of pride in work as well as wanting to produce the highest quality so that it reflects well on them. To look at the view of some of the independent dealerships employees have expressed why they are happy with Toyota. An employee named Jeff expressed how he feels about Toyota he states, Toyota treats their employees well; he especially enjoys the work/life balance. He is proud to work for a company that is moving in the right direction. Another individual who owns and operates one of the franchises believes the importance to treat employees with the same respect and care that they would give to family. He believes that the atmosphere is friendly because the employees are happy and enjoy what they do. In closing, the determining factor of the success of a company is brainpower. It does not matter so much about whom to hire; it matters when companies correctly use the brainpower that they already have. Qualcomm Inc. (Sameer Sangal) Qualcomm Incorporated (Qualcomm) is a developer and supplier of integrated circuits and system software, based on code division multiple access (CDMA) technology, for wireless voice and data communications, multimedia functions and global positioning system products headquartered in San Diego, California. Qualcomm is in a robust financial position. Qualcomm makes consistent investment in research and development (RD). The 2008 SWOT analysis prepared by DATAMONITOR states the company’s RD expenditure in fiscal years 2007, 2006 and 2005 were approximately $1.8 billion, $1.5 billion, and $1 billion, respectively. Qualcomm’s RD expenditure as a percentage of sales was 32.4%, 20.4%, and 17.8% during 2007, 2006 and 2005, respectively. Staff turnover can cost companies dearly. Qualcomm has a history of keeping employee highly motivated and low employee turnover rate. According to Southgate (2002), when most of the companies were laying off people in 2001, Qualcomm created new 1500 jobs. Half of the newly created 1500 positions got filled with internal staff. The key to avoiding big layoffs is tied to a strong employee-retention program. Qualcomm employees appreciate the company’s commitment to employee education and the company’s responsiveness to needs. The strong two-way communication benefits Qualcomm. Raises are given twice a year, with the average raise being around three percent (excite.com). Employees can get hands-on experience by working on cutting-edge technology or may plan formal training objectives with managers, who make sure the training plans are mapped to company business goals. Employees who choose formal training objectives which could involve classroom time or reading a book on a technology topic, Qualcomm pays for the employees’ hours spent on such initiatives. According to Phillips and Connell (2006), in Qualcomm, each employee has individual development plans aligned with organization’s goal. Employee development for job growth and career advancement is achieved by interesting and more challenging work assignment according to individual abilities and interests. As per details from Qualcomm web page, Qualcomm has a corporate learning center which provides hundreds of leading-edge professional and technical development solutions for local, regional and international offices. Learning opportunities available on Qualcomm’s campuses, online, and at nearby colleges and universities include advanced engineering degree programs online, live classroom sessions, web-based programs and computer-based training in technical and professional areas such as leadership development, supervisory skills, time management, and other advanced wireless technologies. An innovative online development tool that allows customized professional development plans and aligns learning with divisions’ goals and objectives. A tuition reimbursement program and a library filled with educational and technical resources are other resources available to help employees developing their skills and career path. Qualcomm is demonstrating to the employees that company has a plan for career development and training. Competitive compensation packages such as salary, bonuses, stock options, and the traditional health and retirement package are another tool that helps keep employees onboard. Sullivan (2006), executive vice president of human resources at Qualcomm says, â€Å"Qualcomm is as exciting a place to work today as it was in the early days. To me, this implies both a continuous renewal and focus on the individual (and on the organization) to maintain a very successful and stimulating environment†. Fortune magazines list of 100 Best Companies to Work for in America for nine consecutive years shows that company has the right career development programs to motivate employees. International Business Machines Corporation (IBM) Sameer Sangal International Business Machines Corporation (IBM) is the world’s largest information technology (IT) company providing business consulting, IT services, hardware, software and financing. The view at IBM is that offering employees flexible working patterns is an option that must be taken seriously. Flexibility and mobility need to be the cornerstone of ones thinking, no matter what area or line of business one is in. The ability to work flexibly is seen by employees as an added benefit so to have the option in place is an important factor in attracting, retaining and motivating key staff. Meredith (2005), IBM’s worldwide mobility strategy and program manager says that mobility and flexibility not only assist in the responsiveness demanded by customers, but it’s key to attracting and retaining crucial talent and skill, the nature of our industry requires knowledge-based employees. IBM study (IBM, 2008) indicates that the majority of the 400-plus human resources (HR) executives surveyed are more concerned about their organizations’ ability to upgrade existing employee skills than attracting new talent. Company further explains the greater effectiveness from traditional forms of learning, such as on-the-job training and instructor-led classroom experiences. E-learning in its various forms also a very effective form of employee development techniques. Employee development model has defined 6 steps mentioned by IBM web page, establish personal business commitment, assess skills/competencies, update and complete actions on individual development plan, complete actions on individual development plan, review individual development plan progress with manager and finally document development results for the year. IBM created a program to offer experiential learning opportunities to thousands of employees. Nancy (2007) mentions that during IBMs World Jam 2004, a 72-hour online dialogue that senior leaders opened up to the companys 355,766 employees worldwide, executives learned that workers wanted greater access to more and varied experiential learning. Nancy further explains that as a result of such interest, the IBM learning and career development department created Blue Opportunities, a program now offering 95,000 learners about 1,400 training opportunities such as stretch assignments, cross-unit projects, short and long term job rotation, and on-site job shadowing via an employee only internet site that erases country borders. The goals of ‘Blue Opportunities’ are developing employees skills, expanding their knowledge, and offering exposure to potential career or job changes. Once managers and employees build individual development plans, employees can search for opportunities from Blue program to help them achieve their goals. IBM managers are not different from employees and would need more training to lead the global teams and creating an innovative environment for employees in the fast changing and challenging world. IBM learning group believes that management development is a transformational and extended process, rather than a classroom event. Morton (2004) states that at IBM, managers work 10 to 12 hours per day, sometimes longer and in this situation off site training is not feasible. IBM learning team created a new program the â€Å"Role of the Manager@IBM program†. This program uses the learning process to address business unit priorities and define action plans. It creates new e-approaches to align teams on key business objectives and target managers’ individual development needs in leading performance through people. Finally it provides learning and communications initiative that would support peer learning and shared objectives. Disney – Phyllis Duzenack â€Å"Deliver the right rewards to the right people to align employees with your strategic goals† (Rosalie, 2005). Disney has mastered this approach so well that other companies clamor to attend the Disney Institute for training. â€Å"For more than two decades, we’ve offered professional development programs to those interested in studying the Disney approach,† said George Aguel, senior vice president for Walt Disney Parks and Resort. â€Å"Since that time, more than a million business leaders from around the world have experienced ‘the business behind the magic’ (Alonzo, 2007). The type of training offered at the Disney Institute is â€Å"targeted, professional development that helps organizations meet their business challenges† (Boisclair, 2000). The idea is to not just offer interesting training content, but to present it in an environment that is stimulating and entertaining. An example of a company successfully using the Disney Institute as a key resource is taken from the global audit firm, PriceWaterhouseCoopers. After participating in the college recruitment course offered at the Disney Institute, the audit firm was able to increase its job-offer acceptances from 40% to 70% (Boisclair, 2000). It’s important that Riordan’s management team provide all workers with an explanation of what is expected from them, and to provide them with training and tools necessary to do their jobs. The next essential step is to determine the extra rewards to be given only to those committed workers who achieve the company’s new strategic goals. Rewards will provide a higher return for a company when they are targeted for the most critical workers, in this case the newly formed sales teams, because those workers create the most value for the company in the marketplace (Rosalie, 2005). Management needs to provide these employees with a clear understanding of which of their day-to-day responsibilities correlate most strongly with company strategy. As it would be for any company, the logical next step is for Riordan to learn what motivates their sales teams and to offer custom rewards. Disney recognizes that a competitive salary and benefits are no longer enough to ensure workers achieve company goals. Disney augments such traditional rewards with earned incentives of training and two-day park passes for families. Disney is â€Å"known for creating a service culture, stimulating creativity, and recruiting, training, and managing our own employees,† says Larry Lynch, the Disney Institute sales director. Further proof that Disney is successful with its choice of employee rewards is described by Mr. Lynch, â€Å"we enjoy the lowest turnover rate in the industry† (Boisclair, 2000). If a particular business approach is working, others will want to copy it. This is the experience of the Disney Company, and helps clarify why Disney represents a good benchmark for Riordan Manufacturing to develop new employee compensation and motivation practices in support of its new strategies. Honda – Phyllis Duzenack Some workers of a Lincoln, Alabama auto assembly plant recently raised concerns that Honda exhibits favoritism with regard to job promotions (Kisiel, 2007). If true, this raises a question of Honda’s ethics relative to employee career development practices, which ultimately relates to employee compensation. â€Å"As in other employment matters, employers must make decisions without regard to individuals age, sex, race, or other protected status† (Noe, 2003). To make an informed decision about whether to form a union or not, Honda’s workers met with United Auto Worker recruiters to learn about the benefits that may be gained by forming a union at the Lincoln, Alabama assembly plant (Kisiel, 2007). Honda representatives responded by writing two letters to plant employees. The purpose for writing the letters was to remind workers of the financial benefits they have enjoyed by not forming a union thus far. Honda’s North American operations have not had to layoff anyone for the past 30 years (Kisiel, 2007). The company attributes this circumstance in part to the fact that its North American plants are not unionized. A 30-year history without layoffs, for an industry fraught with layoffs, certainly presents a compelling case for employee job security. Assuming the content of both letters was appropriate; Honda has taken the right approach to merely state its position on the issue without interfering with the worker’s right to learn about, or form a union if they so choose. The question workers need to weigh is whether their concerns about career development and fair compensation and will be maximized by forming a union or by remaining non-union. Likewise, Riordan Manufacturing has a problem with regard to its career development system. We know about this problem from reading the multiple comments from Riordan’s employee survey that reveal discontent with the lack of career development. If left unaddressed, staff will likely continue to leave their jobs, or may consider forming a union. Secondly, Riordan failed to revise its employee rewards system when they chose to adopt a new customer-relationship management (CRM) system. Only the sales person of each newly formed sales team is currently receiving rewards. Product engineers and customer service representatives are not yet rewarded for their contribution. This obvious reward inequity is contrary to the concept of employment outcome fairness (Noe, 2003), and has contributed to Riordan’s problems with employee retention. References Addressing retirement of the baby boomer generation. (2008). Retrieved May 15, 2008, from http://www-304.ibm.com Alonzo, V., Disney Institute Premiers Revamped Leadership Program. Meeting News; 6/11/2007, Vol 31 Issue 8, p38-38, 3/4p, 1 color, retrieved from EBSCOhost database 5/13/2008 Boisclair, M., The New Face of Incentives. Incentive; Oct2000, Vol 174 Issue 10, Special section p2, 2p, 1c, retrieved from EBSCOhost database 5/13/2008 Career development. Retrieved May 15, 2008, from http://www-03.ibm.com Chubb, L., Family Benefits Keep Honda in Pole Position. People Management; 2/21/2008, Vol. 14 Issue 4, p14-14, 1/2p, retrieved from EBSCOhost database 5/13/2008 Cotton, C., Go the Green Mile. People Management; 1/24/2008, Vol.14 Issue 2, Special Section p8-9, 2p, retrieved from EBSCOhost database 5/13/2008 Dreher, G., Dougherty, T.W. (2001). Human resource strategy, 1e chapter 4: Reward and compensation systems. [University of Phoenix Custom Edition e-Text]. New York: McGraw Hill-Companies. Retrieved May 13, 2008, from University of Phoenix, rEsource, MBA/530 Web site. Fortune Magazine. 100 Best Companies to Work for in America. Retrieved May 14, 2008, from http://money.cnn.com Frauenheim, E. (2006). 2006 Winner Service Infosys Technologies; the Bangalore Company’s commitment to work/life balance keeps turnover low, employee satisfaction high and the company’s reputation strong. Workforce Management, 85 (5): 28, March 13, 2006. High level of satisfaction. Retrieved May 13, 2008, from http://excite.com Kisiel, R., Honda to Ala. Workers: UAW Not Needed. Automotive News; 10/8/2007, Vol. 82 Issue 6276, p34-34, 1/5p, retrieved from EBSCOhost database 5/13/2008 Learning. (2006). Employees and Workplace. Retrieved May 14, 2008, from http://qualcomm.com McMurrey S. (2007). Joining the Team: Getting Oriented at QUALCOMM. Retrieved May 14, 2008, from greatplacetowork.com Meredith D. (2005). Offering flexible and remote working options at IBM. Strategic HR Review; Nov/Dec2005, Vol. 5 Issue 1, p12-13, 2p. Retrieved May 15, 2008 from EBSCOhost database. Milkovich, G., Newman, J., (2004). Compensation. New York: McGraw-Hill. Morton D. (2004). Case Study: Role of the Manager @ IBM. Retrieved May 16, 2008 from learningcircuits.org Noe, R.A., Hollenbeck, J.R., Gerhert, B., Wright, P.M., (2003). Fundamentals of Human Resource Management. New York: McGraw-Hill. Norihiko Shirouzu (2005, July 14). Mean but Lean, Toyota Seeks Outside Help; With In- House Quality Gurus in Short Supply, Auto Maker Turns to Its Assembler Affiliates. Wall Street Journal (Eastern Edition), p. B.4. Retrieved May 9, 2008, from ABI/INFORM Global database. (Document ID: 867761901). One-on-One Training Crosses Continents. HRMagazine; Nov2007, Vol. 52 Issue 11, p54-56, 3p. Retrieved May 15, 2008 from EBSCOhost database. Phillips J and Connell A. (2006). Managing Employee Retention. Retrieved May 14, 2008, from http://books.google.com Qualcomm Incorporated SWOT Analysis. (2008). DATAMONITOR. Company Report. Retrieved May 13, 2008 from EBSCOhost database. Rosalie, J., Reward for Value: Six Steps to Increasing Your Company’s â€Å"People Value†. Benefits Compensation Digest; Jul2005, Vol. 42 Issue 7, p28-33, 6p, 3 diagrams, 1 color, retrieved from EBSCOhost database 5/14/2008 Southgate D. (2002). A best of breed in staff retention. Retrieved May 13, 2008, from http://articles.techrepublic.com Toyota Motor Corporation. (2008). History of Toyota. Retrieved on May 10, 2008 from, toyota.co.jp/en/history/index.html Research Papers on Riordan Benchmarking - Human Capital DevelopmentTwilight of the UAWAnalysis of Ebay Expanding into AsiaResearch Process Part OneMarketing of Lifeboy Soap A Unilever ProductThe Project Managment Office SystemOpen Architechture a white paperInfluences of Socio-Economic Status of Married MalesBionic Assembly System: A New Concept of SelfNever Been Kicked Out of a Place This NiceIncorporating Risk and Uncertainty Factor in Capital

27 Quotes From Military Leaders About War and Bravery

27 Quotes From Military Leaders About War and Bravery Throughout history, noted military leaders, war veterans, and statesmen, such as Nathan Hale (American soldier, spy, and captain in the Continental Army in the American Revolutionary War), Dwight D. Eisenhower (U.S. Army general and Supreme Commander of the Allied Expeditionary Forces in Europe during World War II; 34th President of the U.S.), Giuseppe Garibaldi (Italian general), George S. Patton Jr. (U.S. Army general, veteran of World War I and World War II), and many others, have had a lot to say about war. Their strong-worded quotes that have been picked up over the ages are about patriotism, bravery, and sacrifice. These are the words that often helped soldiers to fight hard and win, and kept the country moving forward during times of great stress. Their timeless quotes can be inspirational for everyday challenges, too. Read the following quotes and see which ones resonate with you.   Frederick C. Blesse: No guts, no glory. Winston Churchill: We sleep safely at night because rough men stand ready to visit violence on those who would harm us. George Colman: Praise the bridge that carried you over. David G. Farragut: Damn the torpedoes, full speed ahead. Dwight D. Eisenhower: Neither a wise nor a brave man lies down on the tracks of history to wait for the train of the future to run over him. Leadership is the art of getting someone else to do something you want done because he wants to do it. Only our individual faith in freedom can keep us free. The best morale exists when you never hear the word mentioned. When you hear it its usually lousy. Giuseppe Garibaldi: I offer neither pay, nor quarters, nor food; I offer only hunger, thirst, forced marches, battles, and death. Let him who loves his country with his heart, and not merely his lips, follow me. David Hackworth: If you find yourself in a fair fight, you didnt plan your mission properly. Nathan Hale: I only regret that I have but one life to give for my country. Heraclitus: Out of every one hundred men, ten shouldnt even be there, eighty are just targets, nine are the real fighters, and we are lucky to have them, for they make the battle. Ah, but the one, one is a warrior, and he will bring the others back. Douglas MacArthur: Whoever said the pen is mightier than the sword obviously never encountered automatic weapons. It is fatal to enter a war without the will to win it. George S. Patton Jr.: Live for something rather than die for nothing. The soldier is the Army. No army is better than its soldiers. The Soldier is also a citizen. In fact, the highest obligation and privilege of citizenship is that of bearing arms for one’s country. Lead me, follow me, or get the hell out of my way. Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity. No good decision was ever made in a swivel chair. Oliver Hazard Perry: We have met the enemy and they are ours. Colin Powell: Perpetual optimism is a force multiplier. There are no secrets to success. It is the result of preparation, hard work, learning from failure. Norman Schwarzkopf, Jr.: The truth of the matter is that you always know the right thing to do. The hard part is doing it. William Tecumseh Sherman: War is hell. Harry S. Truman: A leader is the man who has the ability to get other people to do what they dont want to do, and like it. Arthur Wellesley, First Duke of Wellington (1769-1852): I dont know what effect these men will have upon the enemy, but, by God, they terrify me. William C. Westmoreland: The military dont start wars. Politicians start wars.

Risk management planning Essay Example | Topics and Well Written Essays - 1500 words

Risk management planning - Essay Example The whole process will take around one month which will include visiting people, distributing and collecting questionnaires, and conducting interviews. Before going into the details of proposal regarding identification of risk and implementation of an appropriate risk management plan, let’s get a better understanding of what risk management actually is and why is it important for any company or organization to implement a suitable risk management plan. Risk management means identification of the threat of risks anywhere in the organization’s activities and businesses and finding out the proper solution to the identified risks. This process of risks’ identification and planning is known as risk management process. Risk management is one of the most important tasks for any company, business, or organization. It is because without the implementation of an effective risk management plan, the chances of failure of business get increased. Risk management planning is not only important for the success and stability of the business operations but also it is very beneficial for the security and safety of the employees w orking in any specific company or organization. If we talk about risk management planning in the construction industry, we can say that the managers of the construction companies properly concentrate on balancing the eventuality of any risk, which their companies may face in near future, with their contractual, financial and operational necessities. In the process of achieving this balance between risk and company’s operational requirements, an effective and efficient mechanism is required which can identify and analyze any sort of risk to the companies. â€Å"Crisis can strike at any time, which is why it is important for organizations to have risk management plans in place† (Sheldon). The key steps involved in the risk management planning include defining the risks for the

The Life of Christ Term Paper Example | Topics and Well Written Essays - 1250 words

The Life of Christ - Term Paper Example Luke stated that Christ’s ministry was instigated by John the Baptist in the 15th year of the sovereignty of Tiberius Caesar, who became the emperor after King Augustus1. Emphasising on the various biblical specifications, the discussion henceforth intends to briefly outline the life of Christ, taking into consideration the three years of his ministry. Christ’s Birth Luke 2:1-7: History of Christ’s Birth The history of Christ’s birth has roots in the social context of the then Roman dynasty, which was strongly influenced by social segregations, brutal and inhuman treatments of slavery, and replication of dominion powers over the weak. As per the Synoptic Gospels, it was during the reign of King Augustus that Jesus was born in the midst of conflicts between emperors and various social classes. Jesus was the child of Mary and Joseph, who were peasants belonging to the tribe of Judah and were the citizens under the lordship of King Herod2. It was during this period that social conflicts began within the region due to taxation imposed by King Augustus and the reluctance of Jewish community to abide by such norms. Consequently, the Jewish community members were asked to travel to Bethlehem, where the register was located to perform census of the Jewish people and make them entitled to the taxation charges3. Thus, Mary and Joseph had to travel from Nazareth to Bethlehem. At that time, Mary was expecting a child, owing to which the long journey to Bethlehem imposed a vast suffering upon her. Irrespective of the physical weakness, the couple had to travel as per the decree of King Augustus. However, the actual reason for Mary and Joseph enduring such suffering was the verdict of God ordering that the child should be born in Bethlehem. After the weary travel, when the couple learnt that all the inns had been already filled with travellers from Nazareth and other regions of the realm of King Herod, they lodged in an animal shed. It was in this shed that Mother Mary gave birth to Lord Jesus Christ, which was known to only few people in the village. The circumcision and the naming of the child had been arranged when he was 8 days old, according to the Hebrew Law, and he was formally given the name of Jesus. Therefore, the word of God was conveyed by Gabriel, who said, â€Å"You shall call his name Jesus for He will save His people from their sins†4. Christ’s Ministry Similar to the history of the birth of Holy Christ, the instigation of His ministry can also be observed as enlightened with spirituality and chronology of mesmerizing events. The historical content depicts that Christ’s ministry began during the period of AD 27 and continued till his crucifixion. However, contradictions have been persisting concerning the duration of His ministry, which has often been deliberated as a period of 3 years, 2 years, and even 3 and a half years. However, most of the testaments obtained affirmed that Christâ₠¬â„¢s ministry continued for 3 years5. Christ’s ministry began with His baptism, which was performed by John the Baptist and which led Holy Spirit to â€Å"come on Him in a special way†. As per the predicaments, Christ had to fast for 40 days following His baptism in order to defeat the ‘Satan’, a spirit who dared to challenge the religious beliefs of Hebrews. However, as per the true meaning, the word ‘Satan’ refers to the fallen angel who was entitled by the God Himself to test the strength of human

Good conductors of electricity Essay Example for Free

Good conductors of electricity Essay EXPERIMENTAL PROCEDURES In order to record my observations, I will use the following types of observation tables, and I will display the manner in which my wire will be setup, in order that I will be able to experiment with them. 1. LENGTH For length, we have to make sure that only the length is changed, and that all the other factors are kept as a constant, i. e. the thickness, the material, and the temperature. Thickness = 0. 3 mm Material = nichrome Temperature = room temperature The index is adjusted, to vary the resistance, 10 alternative readings of current and voltage are taken, at uniform intervals. For every 0. 2 volts, I will be measuring the current, for each wire, and I will be observing, and recording the readings on the ammeter, in a table like this. SR. NO VOLTAGE CURRENT AVERAGE R= V / I IN VOLTS(V) INCREASING DECREASING CURRENT (? ) 1 0. 00 Xxx Xxx Xxx Xxx 80 X 11 2. 00 X TOTAL AVERAGE RESISTANCE = Xxxx My expected graphs will look like this. The shorter the wire, the lesser the resistance there will be. ? = 1/ gradient ? 20 cm wire has the greatest gradient, so less resistance. The resistance on should tally with my table readings; otherwise, it will mean that there is an error somewhere. 2. Thickness For thickness, we have to make sure that only the thickness is changed, and that all the other factors are kept as a constant, i. e. the length, the material, and the temperature. Length = 50 cm Material = nichrome Temperature = room temperature SR. NO VOLTAGE CURRENT AVERAGE R= V / I IN VOLTS(V) INCREASING DECREASING CURRENT (? ). 11 2. 00 X TOTAL AVERAGE RESISTANCE = Xxxx My expected graphs will look like this. The thicker the wire, the lesser the resistance there will be. ? = 1/ gradient ? 3 mm wire has the greatest gradient, so it has the least resistance. 3. Material For material, we have to make sure that only the material is changed, and that all the other factors are kept as a constant, i. e. the length, the material, and the temperature. Length = 50 cm Thickness = 0. 4 mm Temperature = room temperature SR. NO VOLTAGE CURRENT AVERAGE R= V / I IN VOLTS(V) INCREASING DECREASING CURRENT (?) TOTAL AVERAGE RESISTANCE = Xxxx My expected graphs will look like this. Different conductors have different resistances, thus, the copper wire has the greatest gradient, and so it has the least resistance. In order to increase the reliability of my resulting readings, I am going to record the readings while increasing and decreasing the voltage supplied. I will also make use of series and parallel circuits, to verify the law of resistance. To investigate the law of resistance for length. I will use the following type of board for this. The resistance for the 25 cm wire is shown by : The resistance for the 50 cm wire is shown by : This the type of graph I would be expecting to get. As you can see, the line for the 20+30 cm graph falls just a little short of the 50 cm. R = R1+ R2 In addition, to verify the law of resistivity for thickness, we use parallel circuit, which are connected in this manner: Here we will test to see if the resistance of two . 4 mm wires connected in a parallel, is equal to the resistance of a .56 mm wire. This should get me a graph like the one that follows: In order to plot this type of graph, I will have to record my results in a table like this: The resistance for the 0. 4 mm + 0. 4 mm wire is shown by : The resistance for the 0. 56 mm wire is shown by : I did a prior test, or an introductory pre experiment test, to get me used to how to know to work the rheostat, and connect the circuit, and the results I got, are on the next page. Analyzing evidence As you can see from my graphs, which are more or less like the graphs, I had expected to get, in my planning,In order to show that when the length of the wire was changed, the resistance changed proportionately, I created this bar graph. Thus as you can see, when the lengths in crease, the resistance of the wire increases, as there are more collisions between the electron, (which is moving from the negative end to the positive), and between the atom. When length is doubled, resistance doubles. Therefore length is directly proportional to resistance. In addition, I compared the resistance obtained from the tables, when I changed the thickness of the wire, and this is the resulting pie chart. Here too, it is plain to see that when the thickness doubles, the resistance is halved. This is due to, when the thickness increases, there is more space for the electron to pass through, without colliding, and thus resistance decreases. Thus resistance is inversely proportional to resistance. Where as in my series and parallel graphs, the gradient achieved for both the graphs is almost the same, thus I state that the resistance of a longer wire, is the same as two shorter wires connected together in a series circuit. In addition, the resistance of a thicker wire is the same as that of two thinner wires connected in a parallel.

The Empowerment of Women through Education Essay -- Essays Papers

The Empowerment of Women through Education I’m embarrassed to admit that I had to look up Bangladesh on a map when I found out I was accepted to the program â€Å"Development and Community in Bangladesh.† Obviously, I knew very little about the country, it’s history, it’s economy, it’s political system, it’s religion, and it’s cultural practices. Though in the beginning this seemed to be a great disadvantage to me, it has provided me with a great opportunity to learn about Bangladesh and form my own opinions from my experiences rather than from preconceived stereotypes. Bangladesh is located in Asia, surrounded by India on three sides and the Bay of Bengal on the other. It is on the tropic of cancer and thus is very lush. It is home to seven major rivers, including the Ganges, which flows into the Bay of Bengal, and two hundred minor rivers. Rivers are the most important geographical aspect of Bangladesh because it is such an agriculturally based society. They are also one of the most dangerous natural elements because of flooding in the monsoon season. Thousands of houses are destroyed each year because of flooding and other natural disasters. There are two hilly areas: the hills of Assam and the Chittagong Hill Tracks. Bangladesh is also home to vast rainforests, marshes, and swamps. It has six seasons: griishmo (summer), borsha (rainy), shorot (autumn), hemonto (harvesting), shiit (winter), and bosonto (spring.) Three seasons are truly discernable; the monsoon season, the cold season, and the hot season. The seasons are fairly self-explanatory, y et my mental image of each of the seasons was very different from reality. Coming from the mid-west of the United States I’m used to very cold winters and relatively warm summers, wit... ...elopment around the World: Practice, Theory, Research, Training. Buffalo: University of Toronto Press, 1997. Gardner, Katy. Songs at the River’s Edge. London: Pluto Press, 1997. Murray, Jon. Newton, Alex. Plunkett, Richard. Wagenhauser, Betsy. Bangladesh. London: Lonely Planet Publications, 2000. 1990 Bangladesh Census Report Chittagong is a district in Southeast Bangladesh. The Bangladesh Nationalist Party takes a strong anti-India stance and is more nationalistic. The Awami League is broader in its contingency. It represents more of the minorities. A hartel is a strike. A burqua is a â€Å"cape which covers the whole body, with a veil for the face; worn by women in Muslim countries to hide themselves in public.† (Gardner, 146.) bari: â€Å"homestead, a collection of households at one site, which are usually all of the same lineage.† (Gardner, 145.)

Death Advantages vs Disadvantages

Death can be taken as an advantage or disadvantage, a blessing or a curse. It is an advantage or blessing as one is aware of his approaching death and can prepare himself for it. It is a disadvantage or a curse as since one is aware of approaching death, he realizes that human existence is pointless, which makes him unhappy, anxious and anguished. Among other things, Don DeLillo seems completely preoccupied with death and the difficult task of living with the knowledge of death in his novel White Noise. Rather than discuss the unavoidable mortality that connects all humankind with broad, generalized strokes, DeLillo is concerned with the particular late 20th century cultural and psychological mechanisms that attempt to define the unclear relationship between self and death. Perhaps, the character most responsive to death is Jack Gladney. Jack is so consumed by his fear of death that his ordinary thought processes are often interrupted by the question: â€Å"Who will die first† (DeLillo 15)? In Jack’s mind: â€Å"This question comes up from time to time, like where are the car keys† (DeLillo 15). Jack finds the aura of death to be very noticeable and real, and he relies on his consumer lifestyle as an escape from his fear of death. DeLillo uses Hitler to as a major component of his theme, death. Hitler has lived on past his death through the media. He lives because the Holocaust is probably the most tragic event in the history of the earth. In the novel Jack is obsessed with Hitler’s ability to live forever, Hitler’s power, Hitler’s self confidence, and the aura that surrounded Hitler and still surrounds Hitler. Jack is the total opposite of Hitler in the novel. He is terrified of death, has no power over anything in his life, and has zero self confidence. Jack has no way to capture these things, but through Hitler. Jack is a character with a major identity problem; Jack has no idea about who he is. No matter if a person is rich or poor, smart or foolish; he/she will sooner or later leave this world because of death. As no one can experience death until he/she dies, everyone fears it at some stage. For the most part, man fears death because he does not understand what death is, how it feels and if it is really the end of thought. On top of that, death is a stage of life, it does not mean the end of life – there may be a place where everyone goes when they are dead just as people go from teenagers to adulthood. Simply denying this fact is not the right route to take. DeLillo, through this novel, is trying to send a message to his readers that facing death is the best solution to its fear. Death is something beyond our control and so it is not a thing that we should worry that much about. Taking medication, and of course, killing others will not prevent death. Thinking and being afraid of death is an ordinary thing for a man to ponder about but too much can lead to more negatives than positives. Furthermore, taking a step to an unknown world can be extremely challenging for man. That is why they fear death so much. Fear of death does not prolong anyone’s life; in fact, it may shorten someone’s life. In the end, man must face death for all men are mortal. Babette, wife of Jack, is also a prime example of a person in life that suffers from her frequent fear of death. Both Jack and Babette fear death very much but their denial of this is very visible in chapter 20 when they had a long discussion in their bed. Both of them had informed the other that if it is their choice that they want to die first as if they are not afraid of death at all. â€Å"[Babette] says she wants to die first because she would feel unbearably lonely and sad without [Jack], especially if the children were grown and living elsewhere† (pg. 100). Jack also tells her more or less the same thing and they would argue whose death leaves a bigger hole in the other's life. By saying this, both of them want hope that they will at least seem to have no fear of death and thus can try to believe in it and avoid the fear. Unfortunately, this has not worked at all. Both of them have never felt less frightened from death even when they pretend they didn't. Babette says, â€Å"I do want to die first,†¦. But that doesn't mean I'm not afraid. I'm terribly afraid. I'm afraid all the time† (pg. 198). Her fear of death is further demonstrated when Babette by chance discovers an article about fear of death and she decides to go to the firm. Jack’s reaction to Babette’s fear seems misplaced. He is more upset that she could possibly be more afraid of death than him than he seemed to be about her sleeping with Mr. Gray. He goes on trying to tell Babette that maybe she isn’t sure that she is afraid of death, â€Å"death is so vague. † He tries to tell her that it might be her weight or height that is her problem. He cannot accept that she is scared of death. Much of this could stem that he depends on Babette mostly for psychological support. The major theme of the novel is that death lurks everywhere, especially in the White Noise of the modern world, specifically in the waves and radiation with which we surround ourselves. The airborne toxic event makes visible this submerged death, and also heightens Jack's already dominating fear of death when it infects his bloodstream. DeLillo outlines several possible solutions to humanity's natural fear of death: by embracing and confronting it, as Tibetans and other Eastern religions advise; by blocking fear through â€Å"mystical†; science, as Babette attempts through the drug Dylar; by using consumerism to deny it; and by ignoring it, although only Wilder seems able to do this, whereas in the hands of adults it becomes a weakened form of cruelty. We try to face death through crowds, through safety in numbers, but we must ultimately face death alone. Even to the end of the novel not much about the role of death in the eyes of Jack and Babette changes. The book ends when Wilder is crossing the road on his tricycle and cars are honking and swerving to not to hit the little boy while he is in a state of oblivion, he doesn’t hear the cars, and he doesn’t hear the women yelling at him to stop that’s all just White Noise to him. Suddenly he falls into a puddle off of his tricycle and begins to cry and he realizes that he brushed death for the first time. Throughout the story Wilder represented a kind of innocence not found in any character. He was the only one who was not concerned with death or dying, he didn’t even understand the concept of death. But soon his innocence fades away, and he becomes and starts thinking like everyone else surrounding him.

Principles of Providing Administrative Services Answers

Unit two: Principles of providing administrative services Section 1 – Understand how to make and receive telephone calls 1. Complete the table below with descriptions of at least two different features of a telephone system and how / when they would be used. Feature| How / when used| 1. Answer phone| This is usually accessed by pressing the number 1. It enables you to access messages left to you by others| 2. Conference calls | This makes it possible to speak to more than one person simultaneously. | 3. Do not disturb| This blocks calls to an extension or particular telephone line until the block is removed. Blocks are usually activated and deactivated by pressing a number of keys on the phone's keypad. | 4. Transfer| This enables you to transfer a caller to another extension. | 2. Prepare a brief report advising people on: * How to follow organisational procedures when making and receiving telephone calls * The purpose of giving a positive image of yourself and your organisation when making and receiving telephone calls. If possible, use specific information from procedures in your own organisation (or one that you are familiar with). Making call:Identify the purpose of the call .Confirm the name and number of the person to be contactedMake contact with the personCommunicate information to achieve the purpose of the callProject a positive image of myself and my companyReceiving calls:Answer the phone according to my organisation’s proceduresProject a positive image of myself and my companyIdentify the caller, where they are calling from and what they needProvide accurate and up-to-date information whilst protecting confidentiality and securityTransfer calls where requestedTake messages according to the caller’s needsIt is important to give a positive image of myself and my organization when making and receiving telephone calls . If I present in a negative manner then the customers would not like to talk with me and wouldn’t have nothing to do with my organization. It can affect company business.Section 2 – Understand how to handle mail1. Explain the purpose of correctly receiving, check ing and sorting mail and packages (both incoming and outgoing). Professional handling of mails is very important for an organisation. Improper handling of mails could result in lost customers, lost money and inefficient business.This can be due to loss of vital documents, delays in mails, delivery to wrong person, inefficient service delivery, payment being lost etc. It is important to follow the correct procedures for receiving, checking and sorting incoming and outgoing mail or packages. If a mistake is made then someone may be waiting on the arrival of an important document and it may go to the wrong person, or even go missing completely. People who are responsible for mail always should ensure that mail and packages are directed to the appropriate person.They should make sure that mails are delivered to correct person as soon as possible. This is very important in business environment.2. Complete the table below with the following information:At least two examples of internal ma il services that are available to organisationsAt least two examples of external mail services that are available to organisations Internal mail services| External mail services| 1. Envelopes – Internal mail is often sent in unsealed, A4-size envelopes . If the mail is confidential, the envelope will be sealed and marked with a confidential label.1. Royal Mail – is the best known external mail service|2. Intranet- it can be used to circulate internal mail electronically|2. DHL -is a leading courier in the UK and around the world|3. Describe two methods that you can use to calculate postage charges for mail and / or packages. Before sending a postages we need to classify them according to the importance and urgency. For important and urgent postage we can use first class postage and for the less urgent post we can use a second class postage. We can use service providers information to work out charges.If we need to send an item and guarantee it will be delivered the nex t working day or the same day or if a mail needs to be sent on recorded delivery we have to look for postal charges and the time within which the mail will be delivered. The ways how we calculate postage can be different. For Royal Mail we can find prices online. We have to choose if our postage is a letter, large letter or packet. We should know how much weigh our postage has and enter this information (some offices should have a set of postage scales for weighing letters and packages and a cardboard size guide).Next we need to choose which delivery options we want (for example next day delivery). Except the Royal Mail we can find a lot of couriers which we can use, for example DPD, DHL, TNT UK Express Service.Section 3 – Understand how to use different types of office equipment1. Describe the main types of equipment found in offices and how they are used. Include examples of at least three different types of office equipment. Nowadays offices use a large and varied amount o f equipment to complete everyday tasks efficiently and effectively. The main ones found in most offices are: computers, printers, photocopiers, faxes, telephones.Some offices and other business may use additional specialist equipment, depending upon the nature of the business and the needs of the staff. Examples include: Dictaphone equipment for recording the text of letters and reports, scanners, video recording and presentation equipment, specialist printing and binding equipment, special telephone headsets for telemarketing staff. Computers- are used for a large amount of based tasks for example: produce reports, allow access to the Internet (internal and external communication tools-email), accounting and publishing etc. Printers – are used to produce copies of documents.Fax machines are used to send message (it could be text, graphics or images) using a telephone line. Scanners are used to scan documents onto the computer.2. Explain the purpose of following manufacturerà ¢â‚¬â„¢s instructions when using equipment. Manufactures’ instruction are for a reason. If people follow the basic instructions then and the equipment will last longer. It is important that people know how to use this equipment in order to remain safe and healthy and keep risk to a minimum. If instruction are followed people may sure that they do not do anything that may harm themselves or others.If equipment is used correctly is more efficiently. If equipment is used incorrectly then the job it is designed for may not get done, or it may be done badly or it may take far longer to complete. People need to follow instruction for better maintenance. It could help using equipment for maximum period of time. If the equipment has a breakdown within a guarantee / warranty period it will be far more difficult to have it replaced or repaired if it has not been used according to manufacturers’ instructions.3. Explain the purpose of keeping equipment clean, hygienic and ready fo r the next user.When using equipment in the workplace it is important to keep it clean and well maintained. It is very important especially when equipment is shared with other people. It helps to keep better hygiene for employees – clean equipment minimises the spread of infections and germs. Regularly cleaning equipment can mean that it will last we longer and save our money as well as producing a higher quality result. Cleaning equipment after use can lead to less problems and increased efficiency. It is also courteous to clean something after we have used it to make it ready for the next user.If people are sharing workspace with others it is good practice to leave the area clean and organized. If one person is always cleaning up after everyone else, this person can become demotivated and annoyed. We can do this by working in an organised tidy manner, storing equipment safely and cleaning it with the appropriate products. We can minimise the number of germs on your keyboard by not eating or drinking at your desk. Food and drink should be kept well away from any equipment in case anything gets knocked over and causes damage.Section 4 – Understand how to keep waste to a minimum in a business environment .1. Explain why waste should be kept to a minimum in a business environment. It is very important to keep waste to a minimum in the work place. The more we waste, the more money it is going to cost the company. Companies have procedures like recycling which helps to keep our workplace tidy whilst saving money. Keeping waste to a minimum in the business environment decreases the amount of waste a business contributes to the environment. Reducing waste is key to minimizing business's environmental impact by reducing air and water pollution and limiting the amount of material that ends up in landfills.Reducing waste can also serve to save a business money. Keeping waste to minimum it's cost-effective, saves money, and saves the environment. It is ver y important because too much waste can have consequences for the long-term viability of the business.2. Identify at least two main causes of waste in a business environment. Waste is unfortunate consequence of business everywhere. In a business environment very common waste is a paper waste. This is because printers at work generate a lot of waste paper. People can print unnecessary things and do too many copies.A lot of things which people print contain very little information, so we can try to write them down on a scrap paper instead of printing them. Waste of energy – when leaving the office some people leave lights on, they do not switch of computers, etc. Waste of electricity is a huge in business environment. Waste power it means also increased carbon emission into the atmosphere which is not very good for our environment.3. How can you keep waste to a minimum in a business environment? Describe at least two ways of doing this. People can keep waste to a minimum in a bu siness environment by doing even small things.We could stop printing unnecessary thing, make notes using printed paper, use the copier for necessary numbers of copies. This can help to reduce amount of paper needed for business and save trees. By turning off the lights when leaving we save energy, company saves money and we help to reduce carbon footprint. Company can ask employees to clear their desk periodically to look for excess pens, sticky labels and other supplies. This allows the company to save money as it does not need to order larger than necessary amount of new office supplies.Section 5 – Know how to make arrangements for meetings1. Complete the table below listing at least two different types of meetings and describing the main features of each type of meeting.Type of meeting:Main featuresBoard meetingManagement meetings of the board of an organisation attended by directors. The meeting is convened to report results, set policies, scan for needed changes, etc.Con ferencesUsually for large audience to share information, work through strategies and tactics.Shareholder MeetingsAnnual general meeting which is convened to making decisions.In this type of meeting annual reports are distributed to shareholders. They make decision about the future of the company. | 2. When arranging a meeting:What sources and types of information are typically needed?How should meetings be arranged?Types of information typically needed when arranging a meeting consist of:Who needs to attend (the attendance list),When it should occur (the date of the meeting, the start and finish times of the meeting),The main resources required.It can also consist of:The venue of the meetingThe agenda of the meeting.The meeting should be arranged by doing checks on resources needed, venue, whether refreshments are needed, arrange and circulate agenda, invite attendees and information on special needs. Arranging a meeting is all about preparation and ensuring that everything is ready before the meeting starts.Section 6 – Understand procedures for organising travel and accommodation arrangements1. Explain the purpose of confirming instructions and requirements for business travel and accommodation. The purpose of confirming instructions and requirements for business travel and accommodation is not to make an error.It is better to ask twice and make sure that everything is prepared according to the instructions. The mistake could cost a lot of money and be waste of time. Even small misunderstanding can lead to significant problems for example: it could be two cities with the same name but in different parts of a country. Asking about the city which we are interested in helps to avoid misunderstandings.2. Complete the table below with an outline of the main types of business travel and accommodation arrangements that may need to be made and the procedures that should be followed when doing this.Travel and accommodation arrangements| Procedures| Booking plan e ticket| We need to check if a travelling person has required documents , for example passport for international flights. We need to check if destination place has good access to the airport or if there are any disruptions i. e. heavy snowfall, staff strike etc . which can affect the flight. | Accommodation booking| We need to know if it is one day or overnight business meeting. If there is overnight we need to know how many nights people need to stay. There are different types of overnight accommodation available from bed and breakfasts to hotels.We need to know if for example an evening meal may be required. | Booking train ticket| When booking a train ticket we need to make sure that there is a rail service in a place where we desire to go. We should check the arrivals and departure times to optimise our travel and save time. |3. Explain the purpose of keeping records of travel / accommodation arrangements in a business environment. Purpose of keeping records of travel/ accommod ation arrangements is important as it helps company to have important information about travel process, in this way the business can build up a knowledge bank and some expertise in its travel arrangements.By keeping financial records company can account all the money which being spend on travel and accommodation. * If company keeps good record is easy to retrieve information even in case when people arranging the travel are unavailable. Keeping good record helps company to look for ways of improving travel and accommodation bookings.Section 7 – Understand diary management procedures1. Briefly explain the purpose of using a diary system to plan activities at work. Give at least two reasons. Diary system is very important for planning and time organisation. Diary system helps to record employee activity and the resources that employees need.It helps planning activities that people can get involved with. Using the diary system employees know where they should be or what they sho uld be doing at particular time. Diary system can keep a record of scheduled business activities such as meetings and appointments. Without diary system is very easy to forget about the important meeting. Diary system can keep records of the use of shared resources – things such as rooms, equipment and vehicles. Without diary system rooms could be double-booked.2. Identify the information needed to maintain a diary system in the workplace.The information needed to maintain a diary system in a workplace is determined by the nature of what is being recorded. In general, when thinking of the information needed to maintain a diary system, consider the 5 Ws – who, what, where, when and why.Section 8 – Understand the purpose of delivering effective customer service and how to do so1. What are the differences between internal and external customers in a business environment? Internal customers are individuals and teams within the business who receive the output of comp any’s work, it could be other departments of company using services.External customers are people or businesses that are not within the same company that pay for services or products. They are individuals outside the business you work in who receive the product or service that the business produces .2. Explain why customer service should meet or exceed customer expectations. Include at least three reasons in your answer. When we are able to accurately identify customers' expectations, our customer service reputation will automatically be enhanced. When we meet customers’ expectation customer will be satisfied. By meeting customers’ expectation we are not doing more than customers expected.When we exceed customers expectation customers will be delighted (of course we have to exceed an customers expectations in a positive way). It means that business benefits above are even more likely to be achieved. Good customers service by meeting and/or exceeding customer exp ectation can give company a lot of benefits. One of the benefits is a chance that a new customer can transform to loyal client and also can recommend our business to others. Good customer service could build a sense of trust. When we ensure good customer service it could increase sales, company growth and provides good publicity.3. Explain the importance of building positive relationships with customers. Outline two ways in which this can be achieved. Positive relationship with customers are very important for a company. Positive customer relations makes customers feel important and connected to the company. With a positive relationship both parties have mutually beneficial outcomes. The key factors which contribute to positive relationships are: respect, trust, communication, focus, clarity. There are a few ways how to achieve positive relationship with customers. We can make it easy for customers to contact us.It is also very important to resolve customer complaints quickly and co mpletely. We should remember to always be very helpful. Positive relationship with customers we can achieved by giving the customers more than they expect and carefully listen to them. By giving more we can positively surprised our customers. Careful listening should help us to understand customers expectations better. It is also very important to not make promises unless we keep them.   4. How do customers demonstrate their own needs and expectations? The best way how customers can demonstrate their own needs and expectation is via feedback.Customer feedback is an information about customer perception. The Information comes directly from customer about the satisfaction or dissatisfaction they feel with a product or a service. It shows what customers think about business and if business thinks about them. There are a lot of types of customer feedback. It can be formal or informal, , focus groups, feedback forms and customer surveys, customer research and customer complaints. Analysing a customer feedback helps identified what needs to be improved and also helps to identify customer expectation.Section 9 – Understand the purpose of reception services and how to follow reception procedures1. What is the purpose of the receptionist role as the first point of contact in a business environment? In many companies a receptionist is often the first point of contac t in a business. A receptionist is responsible for any incoming customers or callers with the company. It is often the receptionist's role to ensure that all of these callers and customers are taken care of and that a good business image is given to the public. Receptionists are given the responsibility of meeting and greeting customers, clients or other visitors.If a customer is treated in a rude way by the receptionist, it is likely that they will have a negative image about whole company and may not return. Receptionists greet people both in person and on the telephone. Every company should have trained staff to answer the telephones in a professional and welcoming manner. This means the person assigned in the receptionist role is the individual that gives the first impression of the business to those that make contact, and first impressions are essential.2. Describe how a receptionist can present a positive image of themselves and the organisation and explain why this is importa nt.In most companies, the receptionist is responsible for the first impressions people have of a company. The receptionist should always project a professional image and make a great first impression on everyone. They should give a positive image of themselves and their organisation in order to attract and retain customers and to ensure customer satisfaction. If the receptionist is warm and friendly, people perceive that company is open and easy to work with. If receptionist is cold and unprofessional, people can think that the company is unprofessional and unpleasant to work with.Receptionist’s professionalism represents company’s brand. To properly reflect this brand receptionists must represent companies through their appearance, behaviour, attitude, business manners and communication skills.3. In relation to your own organisation (or one that you are familiar with), explain what must be done when carrying out entry, departure, security and confidentiality procedure s in a reception area. The company which I work for with does not have a receptionist. A reception area is very small and is used rather like an entry point and waiting area for guests.All guests have to use intercom in order to get enter to the building and only authorized staff can let them in. All staff is trained to not let in people from outside the company and the rules about guests are very clear. Because the company is away from the city centre and because of the specific industry, there is a small number of people who visit the company therefore there is no receptionist. Company does not require from guests to display identification cards when inside the company but there is a requirement that someone from the staff has to be with them during their visit.Sound spreads and threatens confidentiality in reception and waiting areas. To ensure confidentiality we are forbidden to talk about any confidential information near reception area or to bring any confidential documents to this area. This procedure is in place to ensure that no patient or hospital information (which are confidential) is revealed to any outsiders visiting my company. Once you have completed all 9 Sections of this Assessment, go to www. vision2learn. com and send your work to your tutor for marking.Explain the purpose of confirming instructions and requirements for business travel and accommodation:Its the teachers unions.Teacher quality is all over the place. Its too easy to become a teacher. One doesn't really need to stay up on current procedures or materials. Just a few weeks ago my 5th grader had a substitute teacher who stated out loud â€Å"I haven't been trained on any of this common core math stuff† and went on to describe a science project in terms of an old school salt and ice based ice cream maker that none of the kids had ever seen or likely will ever see.My son's former nanny became an elementary school teacher with a 4 year degree unrelated to education and six we eks of taking tests. She's a very nice girl, but she's not a very good teacher.So of course when our education system costs so much and produces lousy end results, the government and leadership in the education system want to test the kids to identify those iffy teachers and ones that aren't trained properly. We could do it on the front end and only qualify good teachers with good training. But the teachers union resists those efforts. As it stands right now in my home state, neither the schools or the teachers are responsible for the outcomes of the standardized testing. But the children are. I've gotten my son's tests. He got good scores, but the scores he received in subcategories aren't consistent with his high and low skill areas. So the test is very inaccurate.Beta testing curriculum and tests on kids where the grownups involved duck the responsibility. Letting people teach with poor skills and abilities. Unions protecting the poor performers and the processes allowing them en try. Governments pushing bogus testing that doesn't show accurate results.What you'll see around this comment will be a litany of teachers saying they should just be allowed to teach inside a magic box where what they do is not visible. Just trust them. And a suggestion that they be paid more so that experts in their respective fields will become teachers. Probably bad teachers.