Acids and Alkalis Lab Report Essay

An acid is a group of chemicals. Acids are positively charged ions, they are liquid and are solutions of pure compounds in water. If you want to know if something is an acid, you can test it by using litmus paper. Acids will turn litmus paper red, whilst alkalis will turn it blue. Alkalis are negatively charged ions and are usually solid. Aim:To find out how much of different acids is needed to neutralize 25mls of sodium hydroxide solution (NaOH). Hypothesis:The strongest alkali will need the smallest amount of an acid to cancel out and the weakest will need more acid. Variables: Control| Independent| Dependent| The indicator, NaOH| H2SO4 HClHNO3| The chemical reaction between the acids and alkali. | Materials / Apparatus: * H2SO4 * HCL * HNO3 * Alkali (NaOH) * Stand * Burette * Beaker * Funnel * Bunsen Burner * Crucible * Phenolphyalein Method: 1. Pour the 25 ml of NaOH into a beaker. 2. Drop three drops of phenolphyalein into the beaker. 3. The solution will now turn pink. . Through a funnel, pour the acid into the burette. Start dripping a few drops one by one into the beaker. 6. The solution will start getting a lighter shade of pink. 7. Stir the beaker around. 8. Once the solution turns clear, stop adding more acid. 9. Calculate the amount of acid used. 10. Take the solution and pour a bit of it into a crucible. 11. Light the Bunsen burner. 12. The salt solution will turn into salt crystals when it is heated. NaOH + HCl = NaCl + H2O NaOH + HNO3 = NaNO3 NaOH + H2SO4 = Na2SO4 + 2H2O Observations: Alkali| Acid| Moles| Observation| NaOH| HCL| 1 Mole| Took 4 ml to neutralize. No further experiment was made. | NaOH| HCL| 0. 1 Mole| Took 31 ml to neutralize. 2. 30 minutes until pink salt crystals were formed. | NaOH| HNO3| 1 Mole| Took 19. 2 ml to neutralize. 2 minutes until good white salt crystals were formed. | NaOH| H2SO4| 2 Moles| Took 1. 1 ml to neutralize. 2. 15 minutes until rings of white salt were formed. | Analysis: The weakest acid (HCl 0. 1 Mole) needed the most alkali to be made into salt and the strongest (H2SO4 2 Moles) needed the least. Different experiments made different salts. Conclusion: The strongest acid will work faster and you will need less. This is because it is a lot more reactive than the weaker acids and it will want to react much faster with the alkali. Evaluation: In my group, Zuzanna and I were the ones doing the experiment while everyone else observed and took notes on what happened. The first time, we dropped one too many drops of H2SO4 in the alkali so the alkali quickly turned pink again. We had to try it six times before we could get it right because we kept putting too much in or we would forget how much we put in. But after a few tries we finally got it to work and we got the correct solution. Therefore we could finally go on to the next step and heat up the solution. It took our salt around 2 minutes and 15 seconds to heat up, evaporate and leave us with small rings of white salt crystals. Our salt crystals did not turn out as the best, but they were successful.

Gang Violence among Adolescents

Whenever I see young adolescents loitering or hanging out in streets, doing nothing worthwhile but trying to act tough while showing it to their friends or hurting other people, I feel nothing but regret. They should have been at school, learning things that could help them have a better job and future, or at home helping their family and having fun with them. They could do so much if only they make better use of their time and youth. Local governments are faced with the problems associated with gang violence among adolescents.Preventing adolescents from wasting their lives should be a matter of importance for communities, and this should be prioritized because adolescents can have a better future away from the streets. When crowds of young people gather, they may take a group identity. Other groups or even them, may identify themselves as gangs. Furthermore, cliques tend to identify the formation of a gang as a result of threats or conflicts, police pressure and media coverage.Accor ding to studies, gang behavior is â€Å"situational in nature,† and the attribution of hostile behavior to one gang may further contribute to the formation and identity of a gang. In addition, it may be further solidified once â€Å"neighbors, police, school authorities, and others identify unsupervised groups of young people as gangs† (Short, 1996, p. 3). Preventing young people from being associated with violent gangs have been one of the priorities of communities. Past studies showed that gang violence continue to plague communities as gang-related crimes increased over time.For instance, in 1995, it showed that gang-related homicides increased. From 1979 to 1994 alone, a record of 7,288 gang-related homicides was documented in Los Angeles Police Department (LAPD). The proportion of gang-related homicides increased from 18 to 43 percent (Maceo, 1995). These figures alone would tell how worse gang violence has become. Gang violence brings young people to jails. In fa ct, many adolescents have been charged for being involved in criminal activities.Just this year, a 15-year-old student was killed by a young man who was an alleged member of a violent street gang. The 18-year-old suspect, who pleaded guilty, was charged with 30 years in prison (Castaneda, 2009). This scenario should not be the kind of life that young people must have. Families should be the first ones involved as they are the primary influencing factors in the lives of adolescents. In the case mentioned above, the parents of the victim were completely unaware that their son was a member of a gang. They learned about it when it was too late to save their son.Parents should know the things that their children are being involved in, and must find ways to talk to their children about the consequences of joining gangs that tend to be violent. Parents should encourage their children to be involved in more worthwhile activities, such as sports, that would further develop their skills and i mprove their talents and make them better individuals. The community also has responsibilities in preventing the existence of violent gangs. There should be constant patrols especially in dark and derelict areas.It would be also beneficial if there are programs designed to lure young people away from the streets, such as volunteer works or business ventures that would teach adolescents the importance of working and being properly compensated for a good work done. Moreover, a center for young people can help those who are trying to get out of gangs and trying to change. Attention must be focused to those who want a way out because they might be harmed due to their willingness to have a better life. These young people should really have a good, fruitful life that a violent gang can never give them.

Principles of Safeguarding and Protection in Health and Social Care Essay

Principles of safeguarding and protection in health and social. Ai; Physical Abuse is when somebody causes feelings of physical pain, injury other suffering or bodily harm, such as hitting, kicking, scratching, pinching, shaking. Sexual Abuse is where you are forced to do, say and watch sexual things. Eg; being undressed or having sexual contact when you do not want to or even touching another person, being made to say sexual things and being made to watch porn is also sexual abuse. Emotional Abuse is a form of power that someone has over you to cause depression, anxiety, stress. It is bullying someone by calling them names that hurts their feeling or to scare them and even threaten them. Financial Abuse is when another person steals or takes something that belongs to you. Eg; stealing your money, making you buy things you are not willing to, refusing to allow individuals to manage their finances and tricking individuals to hand over their property. Institutional Abuse is not only confined to large scale physical or sexual abuse, individuals can also be abused in many other ways in settngs where they could exoect to be cared for and protected. Eg; Individuals not given choice over decisions (meals, outings, clothing.) Mistreated to their medication. Privacy and dignity also not respected. Self-neglect is when an individual neglects to attend to their basic needs. Eg; personal hygiene, appearance, feeding not bothering to obtain medical help or an unwillingness to see people or go out. Neglect by others is when the victim is being looked after by somebody else but fails to provide adequate care. For example failure to provide sufficient supervision, food or medical care, or the failure to fulfil other needs that the victim is unable to provide for herself or himself. see more:explain the importance of an accessible complaints procedure for reducing the likelihood of abuse. Signs and symptoms of abuse. Physical abuse Aii; Bruising Fractures Burns Fear Depression Weight loss Assault Cowering Flinching Welch marks Malnutrition Untreated medical problems Bed sores Confusion Over sedation Emotional abuse:. Fear Depression Confusion Loss of sleep Change in behaviour Onset of phobias No communication Sexual Abuse: Loss of sleep Diseases Repeated urinary infections Bruising Soreness around the genitals Torn, stained bloody underwear or bed sheets Preoccupation with anything sexual Excessive washing Reluctance to be alone with an unknown individual Financial Abuse: Unexplained loss of fundsor withdrawels from bank accounts Inability to pay bills Change in lifestyle/standard of living Basic needs not being met Loss of property Unnecessary building work or repairs to property Not trusting anyone around them Self-neglect: Poor hygiene (smell of urine faeces) Dehydration Weight loss Abnormal body temp Inappropriate clothing Not taking medication Infections Illnesses Institutional abuse: No flexibility at bed time Waking up to a routine Dirty beds and clothing Missing clothing, possessions, documents and letters Excessive or lack of medication Lack of consideration of dietary requirement’s Aiii; If you was to suspect an individual was being abused you should report your concerns to the manager. Also ask to write a private account for your records, making sure it doesn’t go in the care plan in case the abuser comes across it. Aiv; If a client was to tell you they are being abused, you should stop what you’re doing and listen carefully to them. All conversations should be treated with confidence and information only passed on to those who need to know. Even if the person speaks in the strictest of confidence, line managers must still be informed and the discussion must be written down. Never agree with the client that you wont tell anyone else. Say that you’ll only tell someone who can do something about it. Av; Make a written record of messages (e.g answer phones) to ensure they are not lost. Include the date and time and sign them. Ensure written records  (notes, letters, bank statements,medication records etc) are kept in a safe place. Do not tidy up, wash clothes, bedding or any other items. Do not try to clear or tidy things up Try not to touch anything un;ess you have to for the immediate wellbeing of the victim- if you have to try make a record of what you have done. If any sexual offence is suspected try to discourage the vicim from washing, drinking, cleaning their teeth or going to the toulet until the police are present. Preserve anything used to warm or comfort the victim (E.g: a blanket). If you can try to ensure that the alleged perpetrator does not have any contact with the victim. Record any physical signs or injuries using a body & map or hand drawing write a description of any physical signs or injuries including size, shape colour etc. Always remember to sign and date your notes and any other records you have made. Avi, Avii: No secrets- set out a code of practice of how commissioners and providers of care services should protect vulnerable adults. Criminal records bureau- DBS will filter certain old and minor cautions and convictions, reprimands and warnings from criminal records certificates. DBS- Disclosure and barring service. In safe hands(wales only)- sets out roles and responsibilities of CCIW in relation to other statutory bodies including local authorities who have the lead role in coordinating the development of local policies and procedures in adult protection. Office of the public guardian -agency with responsibilities then extend across England and wales. If supports the public quardian in the registration of enduring powers of attorney and lasting powers of attorney and the supervision of debuties appointed by the court of protection. The code of practice- sets out the criteria against which a registered providers compliance with the requirements relating to cleanliness and infection control will be assessed by the care quality commission. It also provides guidance on how the provider can interpret and meet the registration requirement and comply with the law. Local Partnership boards- committed to preventing the abuse of adults and responding promptly when abuse is suspected. Safeguarding adults means that local authorities, police and NHS agencies involved with adults who might be at risk of abuse have a duty of care to ensure that procedures  are in place, that encourage reporting of suspected abuse, and take action to stop the abuse. Care Quality Organisations (CQC)- registered over 18,000 care homes and publish all inspection reports, which check on the essential standards of quality and safety. Aviii: Social worker- Protect and support vulnerable people, and place them in a safe environment away from risk of danger. A risk assessment is used to decide what help is needed and the correct actions to take. They also investigate any reports. Police- Protect the community, investigate allegations of abuse, prepare court cases and make case reports. Informal agencies or third sector agencies- Research and raise awareness, campains, charities. Offer support (counselling services) Health care practitioners- Perform examinations and report finding relevant authorities . Serious case review chair person- Review serious investigations and/or failures that have previously been investigated and look at what changed need to be made. Aix: Many local Authorities run free, multi-agency, safeguarding courses for anyone who works with vulnerable children and adults, and so should any decent employer in this field. Ask your workplace training department about this. You can also find more information through their local safeguarding team in the Social Services Department or the Independent Safeguarding Authority. Direct.gov Cqc.org.uk Lancashire county council.

Economics Essay Example | Topics and Well Written Essays - 4000 words - 1

Economics - Essay Example The emergence of many studies on Chinas’ FDI shows the importance of FDIs to the Chinese economy. The importance of FDI for China’s economy has been demonstrated by empirical research (Kueh, 1992; Zhan, 1993). At the micro level, studies examine technology transfer by multinational enterprises (MNEs) and linkages between foreign subsidiaries and Chinese local firms (Li and Yeung, 1999). Previous studies within these dimensions were generally qualitative and support the view that the entry and operation of MNEs promote the development of Chinese indigenous firms. Research on Foreign Direct Investment (FDI) in the past has attracted much attention from the field of international finance and international marketing. FDI refers to a situation where, a firm invests directly in facilities to produce or market product in another country (Hill 2007:238, Sumulong et al., 2003, Buckley 2004, Shen et al., 2006). Once a corporation or firm undertakes a foreign direct investment, it becomes a Multinational Enterprise (MNE). Examples of foreign direct investment initiatives include: CEMEX a Mexican corporation operating in more than fifty countries; British petroleum, Texaco, ASDA, TESCO (Hill 2007). Hill (2007) contends that FDI takes on two main forms: Greenfield investment, mergers and acquisitions. Hill (2007) went further and argues that, in Greenfield investment, the firm in question establishes a new operation in a foreign country while the later involves acquiring or merging with an existing firm in the country. Acquisition however is usually hostile, because this is usually done against the wish of management (e.g. CEMEX’s acquisition of RMC of Britain and Southland in the United States (Hill 2007, Buckley 2004). In the years that follow after the Second World War, trade and investment have become increasingly intertwined. Within the first few decades after the war, most countries

Report Toys4U Ltd Essay Example | Topics and Well Written Essays - 2000 words

Report Toys4U Ltd - Essay Example The legal implications are the following: On March 3, 2010 eight Polaris toy missiles arrived at toys4u from the supplier instead of the 10 because it was claimed that the two other were damaged during handling by the fork lift, and the other one was clearly badly broken due to transporting. The redundancy of broken toys from one delivery should have alarmed Toys4u that the whole stock might be defective; however instead of being careful and cautious the retailer went on disposing the product. Toys4U has been negligent to put first the safety of their clients. Mrs. Sharma can make her legal claims against the toy retailer for negligence. However, in the absence of proof that there has been neglect, Mrs. Sharma just the same can make a claim for the injury her son Pritam has suffered. Mrs. Sharma can also make a claim for a damage property under the same Act. These can be done even without proving the negligence of the producer as long as they can prove that the injury and the damage are direct result of using the product (P roduct Liability, Defective Products, Unsafe Products Quick Facts 2007). The Polaris missile that was sold to Mrs. Sharma was clearly defective and therefore can be categorized as ‘unsafe product’. An unsafe product means in general something that the consumer does not expect from what she or he bought. When a consumer buy a product there is a general assumption that the product is safe for use. In the event that accidents like that of what took place at the house of Mrs. Sharma, there is provision in the law. Consumer Protection Act 1987 made a strict and clear liability concerning damage that is a result of a defective product. Damage means death, or injury; or loss or damage to a property including land (Derbyshire County Council Trading Standard Service 2010, p.1). The Act entitled Mrs. Sharma to a legal claim for the injury suffered by her son and for the glass ceiling lamp

The Challenges of 21 Century Leaders with Multi-Age Workforce Essay

The Challenges of 21 Century Leaders with Multi-Age Workforce - Essay Example Even then, age still influenced fashion, slang, and leisure activities, and these were brought into the workplace without causing any disruption. By the turn of the 21st century, the differences in attitude, style, language, and motivation had become obviously different across the generations, as each new crop of children sought new ways to differentiate them. Values, political and social viewpoints, the concept of authority, and technology have invaded the workplace as four generations attempt to communicate across generations and assume new worker roles. Every aspect of the workplace, from what to put in the vending machine to how to implement change, has been affected by these sharp generational differences. The CEO, Mr. Smith, is now simply addressed as Bob, and casual Fridays have spread to more days of the week (Remke 1999, pg 7). Managers are challenged by this experience, as they must accommodate all generations without offending any of them. Managers may find themselves chan ging generational hats several times a day, which will soon be perceived as shallow and disingenuous. A better approach is to seek a management style that includes all ages and doesn't disrespect the values of the others. According to Remke (1999, p 8), the multi-generational management style will need to be acceptable to the attitudes and temperament of the individual manager. The purpose of this paper is to provide information about the various values, attitudes, goals, and motivations that affect the four distinct generations and examine the implications that these differences have for the workplace. This paper will additionally make recommendations in regards to how this information might be used to develop a management style that is tune with today's multi-generational workforce. Of course, every manager will need to develop their own unique style  based on their individual characteristics. However, this paper will show that there are some universal management techniques that can be used to bridge the age gap in the workforce.  

Absorptive Capacity in Knowledge Management Essay

Absorptive Capacity in Knowledge Management - Essay Example From this paper it is clear that the final result of absorptive capacity is thus innovation and already performance. Absorptive capacity may be construed as a four-tiered concept. It requires acquisition, proceeded by assimilation followed by transformation and eventually exploitation (Smith et. al., 2005). Acquisition involves the process of obtaining knowledge from external sources. The organization needs to have mechanisms for identifying that knowledge first. In essence, the acquisition process should be related to their core operations. Assimilation ought to follow this process; here, firms must capitalize on their processes and routines in order to interpret, analyze as well as understand the external knowledge. Once assimilation has occurred, the company ought to combine current and assimilated knowledge into one platform through transformation. This may involve a modification for existing practices. Finally, exploitation needs to take place, where a company leverages on its t ransformed capabilities by placing them into their operations. Acquisition may be influenced by a number of variables. The intensity and speed of knowledge acquisition has an effect on the outlook.  

Medicine, Ethics and the Law Essay Example | Topics and Well Written Essays - 3500 words

Medicine, Ethics and the Law - Essay Example Finally conclusions were arrived at based on the findings of the work. This work establishes that the courts have not accorded importance to ethical principles, while providing their rulings on euthanasia cases. Medical law can be regarded as a melange that derives its basis from several branches of the law. Previously the correlation betwixt medicine and law had been characterised by mutual deference. In the past, medical decisions were considered to be the exclusive preserve of the clinicians.1 Currently, the courts have been willing, to a greater extent, to entertain challenges to the decisions taken by the members of the medical profession. As such, in Chester v Afshar,2 Steyn LJ declared that paternalism had no room in medical law. At the same time, the doctors were also grateful and relieved that the courts were resolving cases involving intricate issues of ethics.3 As such, judicial activism has made inroads into the ethical issues surrounding the cases pertaining to euthanasia. With regard to assisted dying, the British Medical Association espouses the following principles. First, doctors should help the patients to obtain a good death; however, such acts have to comply with the law. Second, the patients should be permitted to control the dying process, to the extent possible, and the attending doctors have to admit the views of the patients.4 Third, the autonomy accorded to patients, albeit, important, cannot ride roughshod over other principles, and it is indispensable to arrive at an appropriate balance. Fourth, the personal choices of individuals should not be permitted to cause harm to others. Fifth, the law precludes the deliberate causing of premature death. In this context, the British Medical Association, firmly believes that the intentional causing of death is contrary to the ethos of medicine. Sixth, there is a basic difference between deliberately causing death, and withdrawing or withholding treatment.5 As such,

Vaginitis particularly Essay Example | Topics and Well Written Essays - 1250 words

Vaginitis particularly - Essay Example The subsequent sections provide an overview regarding this infection. The common type of vaginitis is caused by the trichomonas vaginalis (T. vaginalis), an anaerobic parasitic flagellated protozoan. The T. vaginalis trophozoite has five flagella arising near the cytosome. Four of the said flagella extend outside the cell collectively. The fifth flagellum, the function of which is unknown, wraps backwards along the surface of the organism. Apart from these, a barb-like axostyle, which may be used for attachment to surfaces and cause damage of tissues observed in trichomoniasis infections, protrudes on the opposite of the four-flagella bundle. (Talaro, 2002) The T. vaginalis has multiple enzymes that catalyze a number of reactions. However, it lacks mitochondria and other necessary enzymes and cytosomes to conduct oxidative phosporylation. This organism survives by obtaining nutrients transported through the cell membrane and via phagocytosis. To maintain energy requirements, it makes use of a small amount of enzymes through glycolysis of glucose to glycerol and succinate in the cytoplasm. These processes are followed by the further conversion of pyruvate and malate to hydrogen and acetate in the hydrogenosome organelle. (Ryan & Ray, 2004) The normal vaginal flora is maintained by a complex and intricate balance of microorganisms that include lactobacilli, corynebacteria and yeast. In addition, this microenvironment is influenced by hormones. With this, a decrease in estrogen levels, which usually occurs in prepuberty and postmenopause, can result in an increased risk of infection. (Gor, 2006) It should be noted that growth of pathogenic organisms such as T. vaginalis is inhibited given the normal postmenarchal and premenopausal vaginal pH ranging from 3.8 to 4.2. In this regard, disturbance in the normal vaginal pH can change the vaginal flora resulting in the overgrowth of pathogens. Myriad factors such as the use of feminine hygiene products, contraceptives, vaginal medications, antibiotics and contracting sexually transmitted diseases my bring about the alteration of the vaginal environment. (Gor, 2006) Specifically for females, the T. vaginalis infection may occur when the normal acidity of the vagina changes from a healthy and semi-acidic pH to a more basic pH of 5 to 6. This organism could also survive for a maximum of 24 hours in urine, semen or water samples. Considered as one of the most durable protozoan trophozites, the T. vaginalis has the ability to persist on fomites with a moist surface for one to two hours (Talaro, 2002). As mentioned, the T. vaginalis mainly infect vaginal epithelium. Aside from this, it may also infect the endocervix, urethra and Bartholin and Skene glands. (Gor, 2006) Prevalence and Risk Factors In the United States (US), the actual frequency of vaginitis caused by T. vaginalis is difficult to ascertain. According to research, it affects all races and age groups. Highest incidence is noted among African American, wherein occurrence may range from 1.5 to nearly 4 times greater than other racial or ethnic groups (Sorvillo, 2001). On the other hand, lowest incidence is in Asians. In terms of age, high incidence is observed among young, sexually active women. (Gor,

Analysis of Modern US History Research Paper Example | Topics and Well Written Essays - 1500 words

Analysis of Modern US History - Research Paper Example   During the Depression Collier was given permission to change or modify government policies because of their steadfast faith in him. Collier initiated what is called the â€Å"Indian New Deal’ which was a revolutionary approach to Native American reforms. He was a staunch believer of cultural pluralism and understood the importance of ethnic values and community solidarity and therefore adopted an acculturated approach in order to assimilate the Native Americans into the mainstream society. James Stuart clearly describes how Collier attacked the ‘Indian problem’ and finally succeeded in assimilating the Native Americans into the dominant society. In his enlightening book he tells us how Collier met with a lot of opposition from American critics but he firmly believed in his goals and wanted to fulfill them at any cost. The earlier allotment program had been a major social and economic disaster and so he set out to reconstitute the tribes and enhance their trad itional land base. In bringing about other reforms, Collier went a step further in convincing President Roosevelt to abolish the ‘Board of Indian Commissioners as he felt that it was a huge obstacle in the wake of reform. (Pg. 109) Collier wanted the Native Americans to play a more active role in decision making and sent them for specialized training for the management of their land and natural resources. He also insisted that the Federal Government should not in the name of assimilation suppress the culture and tradition of the Native Americans but on the other hand should help in preserving their nativity. Stuart’s book also states that with the full support of President Roosevelt, Collier was in a position to bring about other reforms involving relief measure to the Native Americans. The Congress passed the Pueblo Relief Act on May, 31st, 1933 granting additional payment to the Native Americans who had been inadequately paid by the Pueblo Lands Board. (Pg. 110) He al so implemented the ‘New Deal’ legislation to give relief to the destitute Native Americans who suffered greatly during the Great Depression. (Pg. 110) Stuart’s book is a real eye-opener as it helps us to understand the political situation post-1933 and the reforms that were brought out during the period after the Great Depression. Harold L. Cole and Lee E. Ohanian in their article titled ‘How Government Prolonged the Depression’ shed light on the reforms that were introduced by the Federal government in lieu of putting an end to the crisis of the Great Depression. In addressing the crisis the ‘New Deal’ was introduced and raised hopes that the economic downturn would change its course and work out in their favor. The article tells us that the primary aim of the ‘New Deal’ initiative was to encourage Americans to get back to work. However, According to Harold L. Cole and Lee E Ohanian, this did not happen for the mere fact th at employment was not restored because on an average there was much less work.  Ã‚  

How does school affect the behavior of the children(6years-12years) Article

How does school affect the behavior of the children(6years-12years) - Article Example It has aptly been stated that school serves as one of the primary institutions of society, which plays dynamic role in the upbringing and socialization of the young individuals by providing them with an environment that offers systematic coaching and teaching under the professional teaching and administrative staff. In addition, the adolescents learn how to act, react and behave while entering into interaction with other members of society, from their educational institutions, by presenting themselves as the dutiful, conscientious and responsible individuals before other members of society. Moreover, it is school that provides the young students with the opportunities of obtaining education and skill under different situations of competition and co-operation with their class-mates and school-mates. Thus, the school teaches the young minds the mannerism, discipline and punctuality in such a way that they could turn out to be the effective, proficient and responsible members of society for the future years to come. Since school is the first place where the adolescents are granted the chances of obtaining socialization in a formal way, its significance even surpasses the institution of family to some extent due to the very reality that the children are brought up in an informal manner in family, where there are no such restrictions, regularities and punctualities in per the rules and regulations introduced and observed by schools. It is particularly the case with the children belonging to the age group from six to twelve years due to the very reality this age group is regarded to be the most fertile one in respect of learning new things and remembering the same for long time. Since the children’s minds are like a clean slate at this age, every new thing leaves indelible impact on the raw and fresh minds. Since these years are generally spent in attending

Gravitational energy Essay Example for Free

Gravitational energy Essay This is the gravitational energy lost by the jumper and when plotted, this graph should be linear. I could plot these on the same axis the point where the two graphs intersect is the extension at which the jumper comes to rest. Unfortunately my Eel-extension graph did not turn out as expected in a nice smooth curve but was instead all over the place and would not intersect g=mg(l+x) at all. To correct this I plotted the cumulative elastic energy against extension giving me the desired curve. Predicting the launch height In theory the point at which to two graphs meet should show the extension at which the jumper comes to rest. I must find the extension where the lines intersect, this can be done from reading off the graph. X=0. 61m To get the appropriate height of the jump for the Lego figure I must add the unstretched length of the chord to the extension where the lines intersect. h=l+x h=0. 5+0. 61 h=1. 11m Jumping from this height would mean the jumper would just skim the floor. The aim is to come within a safe distance of the floor so to get a safe- adjusted height I must add 0. 08m to my launch height. Safe height=1. 11+0. 08 Safe height=1. 19m Analysis According to my graph the point at which the two lines cross and hence the extension at which my Lego figure comes to rest is 0. 61m. Assuming the jumper starts from rest, the launch height for the jumper just to hit the floor will be 0. 5+0. 61=1. 11m. My graph shows no anomalies and both my lines are very smooth showing that the experiment has been carried out to a high degree of accuracy, however they are not plotted quite far enough for me to take a completely accurate reading from the graph of where the two lines intersect. In order to take the reading at all I have had to carry on my lines of best fit further than the points on the graph. When the predicted launch height was tested (not including the 0. 08m safety measure) the figure just hit the ground. When the safety adjusted height was used the jumper reached the bottom of the jump 0. 06m from the ground. This shows that without the safety adjustment the jumper fell 1. 13m showing my predicted launch height of 1. 11m was fairly accurate being only 0. 02m out. Percentage error = 1. 13 1. 11 1. 13 The use of triangles on the force extension graph when it was in fact curved led to small errors, the line was curved both inward and outward however most likely cancelling each other out leading to a fairly accurate total Eel.

Human Resources Management at Walmart

Human Resources Management at Walmart 1 Introduction Human resource management is process of management of people working in any company or organization. There is another term used instead of human resource management is personnel management All the human resource management models emphasizes on following important things: searching new ways of working role of manager in change making managing the activities of employees Human working capital is very important for success of the businesses especially in service sectors. Human resources are one of major costs part for any business, they always play very important role in development which path company is adopting for success in business. Correct and efficient management of resources and their utilization is necessary for success of all businesses. Practitioners of human resource management have developed a modern view related to work management rather than previously set of traditional philosophy. In current competitive business world that is always dynamic organizations have to keep them advance with the pace of development in this changing environment. The division of work inside organization aimed at completing tasks on time. Among all of the important organizational departments is the department of human resource management. According to some experts organizational success basically depends on the success of human resource department. This department has lot of value inside the organization. Human resource management is well set, properly designed and rational approach to any of the management work that contributes to the achievement of set business objectives. In all organizations human resource people have various functions. In companies department of human resource play a crucial role as they are responsible for dealing with diversity of staff. Starting from the recruitment identification process to the identification of the benefits that each employee can bring to the organization, with a proper planning for this achievement. There is always a way that ensures functions of human resources will be different for different organizations according to the needs of that organization. The people in human resource always have the focus and responsibility to improve the performance of the employee. Mainly the staffing is a vital step related to this process, but results and outcome lies in performance management. This is directly result of internal control of the Human Resources to make more of the workforce. Human Resources Department mostly tries its good efforts to give benefits to employees cause it wants them to perform well with higher satisfaction, according to their job description. Improvement in the s taff performance comes through a systematic approach adopted by human resource people. Current assignment will study the concept of human resource management, main responsibilities of the department, problems and issues faced by this department, workers incentive and appraisal, diverse approaches related to human resource management, and idea and administration of any change in origination. We also will try to find that how walmart making progress in current competitive business environment while managing all its Human Resources effectively to bring desired success. What are some critical features of walmart policy and strategy for its human resource management. 2 History of Walmart Date of Wal-Mart Most people know that most popular discount retailers started in 1962, K-Mart, flat and Wal-Mart opened its first store. (Company, 2010) actually started by Sam Walton of this work during the intense competition of the 1950s many of the regional discount stores. Before making the opening of its company Sam went to most of the parts of country to learn things about the discount retail business. He successfully convinced American consumers that he got the idea for a new and compared to the old. With confidence and vision, Sam with his wife Helen started the development of a major stake in the first store in Rogers, Kmart has expanded rapidly in the 1960s, while Sam was to get sufficient money for the development of 15 stores of Wal-Mart. In 1972, business shares were offered to public in the New York. With this combination of money, the company made growth in business established its stores in 11 countries with number of 276 stores by the end of its first decade. In 1983, opened its fi rst store Sam Club Members Gallery. The early Supercenter was opened by 1988, featuring grocery store and other 36 departments for general merchandise. By 1989, there were 1402 Wal-Mart Stores 0.123 Sam Club sites. Increased ten-fold work. Its sales grown to $ 26 billion from one billion dollar. (Milner, 2005) Today it have stores and sites numbered 8747 in more than 15 countries of the world that have 2.1 million Associates and provides service to at least 176 million customers in a year time. 3 Concept of Human Resources Management Human resource management Can be defined as the sum of all these activities that are associated with management of staff and their relationship within the company. Or And continue operations in the management of people and organizations in any way to achieve their goals and objectives. While an agent (2007) is defined as all the decisions and strategies and the factors managers processes and practices, functions, activities and methods for the management of the peoples who work as employees in any organization. So, human resources management is essentially a study as well as management in any organization that stands on the ideas and techniques to improve the status of employee motivation, efficiency and performance. Based on the idea of managing people to believe that the staff is very important for the specific business and its continued success. The organization can gain a competitive advantage only by using its staff effectively, drawing plans on the basis of their expertise and skills in order to achieve well-defined objectives. In organizations, and human resources departments play a crucial role as they are responsible for dealing with diverse staff. Of the recruitment process and to identify the benefits that each employee is done through the Department of Human Resources. Could be that the functions of human resources are always different to cover the requirements of organizations, similarly they always focus and take responsibility to improve the performance of the employee. Mainly the process of staffing is very important step for this, but mostly the result lies in performance management. This is linked to internal control by the Department of Human Resources and more of the workforce . 4 Workforce Planning and the difficulties Work force planning and preparation of all your options before going into the real work set for the staff to get the organizational goals is very important issue. It is well understood principle that the people are organizations important asset. Because without the capable staff it is difficult for all organizations to reach towards their goals. The bulk of organizational improvement will come only after ensuring that the right staff with the right skills, knowledge and behaviors in the organization. Workforce planning related to achieving this outcome, and any serious link between business planning and development, recruitment and retention, and staff training. Wal-Mart is much concern about this issue, human resources and recruitment system and effective to deal with their needs for this purpose and put the plan always. They announced the vacancy correctly, a pre-assessment before engaging in the selection process. They provide benefits to its employees and facilities in spite of, is blamed for some time to Wal-Mart facilities discrimination and ill-especially low-paid. This layout is about the workforce and provides the opportunity to work on long-term thinking about the relevant services in the future, and needs, and explore all viable strategies. Thus, the central planning for company work becomes important for the organizations. 4.1 Employment Requirements Critical stage in the recruitment of human resources management. It should be well planned and structured so that the organization can recruit the right person for the right place instead of just making the availability of another person at work. There are many of the problems faced during this process and managers for some time and the inability to focus, time and financial resources necessary to make this process effective. Wal-Mart that they always take qualified personnel and according to it, and it makes employees with proper education and skils efficiency. 4.2 Development and Training Appointment comes after the development and training stage. Most the organizations unfortunately sometimes even for technical jobs do not provide adequate training for their employees before hiring and employment. There must be made sound system which can ensure that the Organization the necessary arrangements to work before and on the job training and development for their employees. The-job training is the main part in the field of human resources at Wal-Mart is now not only offers these courses for their employees, but in times of recession, they offer training courses for some people who are by this time of recession. (Wal-Mart, 2010) 5 Administration of human resources and staff performance Human resources management are primarily responsible for the employees performance in business administration (Jones, 2007). To achieve its purposes, which is responsible for dealing with staff from induction to work on and improve their commitment and reduce absenteeism and turnover, and improving skills levels and productivity, and improve the quality and efficiency of its work. 6 Century 20 key ways to manage human resources There are some key criteria developed that are in use from the days of the 20 century and developed later by some HR professionals to achieve the highest standards of performance and strongly recommend the organization to follow the rules of these standards for the performance of high-quality employees. These are the best practices, fit this view of resources. 6.1 Best practices Also called as high commitment human resource management to ensure that the realization of the best practices in human resources makes improvement to organizational performance. There are many best practices to keep the advantage using the employees for profits by giving due importance to staff at Wal-Mart. These practices are: 1) job security, (2) recruitment of flour, 3) training and large-scale, 4) the exchange of information, 5) capable teams, 6) also paid a much higher according to the profit and reduce the inequalities in the position of the staff. 6.2 best fit, or approach of emergency Says that the management of human resources that can perform well when there was a suit involving the required vertical on the performance of human resources management and corporate strategy. There must be a unity between the process closely and human resources and policy with the policy of the foreign company. There are various theories related to vertical integration. For example is life cycle models, that argue in favor of the human resources which according to experts can be easily known in development stage of any organization by its policies and practices that it adopts at development or life cycle process. Some other models of competitive advantage that the idea of Porter on strategic choice. Maps a variety of human resources practices in the organization options for the development of competitive strategy. The third is configurationally models that provide a more accurate assessment depends safe from an organizational strategy to determine the appropriate human resources pol icies and practices. Wal-Mart is famous for this approach because it is conscious to get the best people to do their job, because they are not many offers, such as previous experiences of the application, it is also strict rules in the second performance evaluations. Showing 6.3 resources and building According to some is the basis for modern human resources management, and it focuses mostly on internal organizational resources, and considers how these resources contribute to competitive advantage. And the scarcity of resources is ideal for harmony and human resources management and its central role for the development of human resources organizational value, and this is rare, it is sometimes difficult to replace and organize effectively. Wal-Mart in the keyword in the field of human resources is a valid but the staff who works to meet these goals which are set by organization. 7 Academic theory It is based on the fundamental principle of human beings are not like machines, and therefore any organization needs to have multidisciplinary assessment at their workplace for all staff. Many areas of psychology, for example, sociology, industrial relations, economics, engineering, industrial and monetary theories play an important role and a key. Universities and colleges offer diverse courses in human resources management. Wal-Mart and a good learning approach to build capacity in the area of personnel. One commonly used way to explain the function of human resources management was developed by Dave Ulrich, which identifies four areas of the role of human resources management: collaborator and strategic businessà ¯Ã¢â‚¬Å¡Ã‚ § As a result of the change agentà ¯Ã¢â‚¬Å¡Ã‚ § a hero of the staffà ¯Ã¢â‚¬Å¡Ã‚ § and experts on Administrative. 8 Responsibilities of the Department of Human Resources Different companies and different departments working within the organization, and these departments including sales management to human resources management. Human Resources department staff muscles depends on size of staff in company. Job opportunities in this section includes human resources coordinator, human resources and assistant director of human resources management. Can the responsibilities of human resources management as follows: 1: Human resources management is doing all the planning, advertising, interviewing and selection of staff. 2: Department should know law at all levels from federal, state or provincial and local laws relevant to the work of staff. 3: This section helps companies on training and staff development. Companies train their staff to a variety of reasons, such as motivating staff to learn new things new. The length of hours of time for several weeks, depends on the nature of the exercises. Some time and include safety measures in the workplace. As mentioned by Derek, et al (2004) that It shall be the duty of every employer to ensure, so far as is practicable, the health, safety and welfare at work of all staff. 4: should any private company to use the drive is able to attract staff, skilled and hard work. After the payment of these benefits are shared to keep on encouraging workers for a long time on the functions of the organization. These include the benefits for time of unemployment. Companies offer a variety of benefits, including dental insurance, and vision insurance and payments for a few days off. 8.1 Tasks performed And human resources in any company that requires kind of management, that involves several steps for this process. They look to achieve all these goals mentioned above. Cannot be performed by each of these activities in human resources management, but some tasks can be outsourced or cannot be performed by these executives, even by other departments. People at Wal-Mart human resources, efficient in their jobs, they provide significant benefits to employees who claim Associates. The following are the main tasks carried out by human resources departments at Wal-Mart: Employment-planned Employment Employee induction and orientation to make them on-board Employee skills of management Employee proper training Employee daily base management Compensation Time Management Travel arrangements Payroll (some companies give this task to the accounts) Employee benefits management Planning staff costs Annual Assessment Labour Relations 9 Human resources strategy when some human resources management and strategy for implementing the tasks set by the department of handling human resources management. Have human resources functions of the Organization include the recruitment and selection policies, and procedures related to disciplinary procedures, policies, rewards and prizes, and human resources plan and policies specific learning and development. But it should be aliened all these regulatory issues in the overall strategy for the business sector. Human resources management strategy and the comprehensive plan, with regard to human resources policy in the implementation process. Human resources management strategy usually consists of the following factors: Wal-Mart always gives priority to the strategies that best fit and best practices, which means there is a link between human resources management strategy and corporate strategy. Encountered some blam critic Wal-Mart to use this strategy against the employee benefits and fair pay, so many times waltmart cases of discrimination against them. But the people Wal-Marts efficient in the field of continuous monitoring of the human resources strategy, through the study of the employee, feedback and surveys necessary for the organization. 10 Career Education There are a number of Universities and Colleges to study in the areas of human resources management and related benefits. It was the first Cornell University in the world who started their studies in human resources management and educational administration full. Wal-Mart and good training and education system for workers in the teaching profession and communicate with various projects and sectors that handle these projects in their human resources. There are many new careers at wallmart , which engaged things related to recruitment, employment, recruitment and the interviews done in general, equal opportunities in employment or professional employment organization. Training is conducted regularly with the development of specialization by the trainers. 11 case studies: critical analysis of the human resources approach Walmart Wal-Mart, which is famous for retail in the U.S. A and the top retailers in the U.S. market. Wal-Mart is the rapid growth in the awareness that you make. According to the site Wal-Mart (Company, 2010) Wal-Mart serves customers and members in more than 200 million times a week in more than 8747 retail units under the flags of different countries, 5515. With fiscal 2010 sales of 405 billion dollars, 2.1 million Wal-Mart is working partners all over the world. Leader in sustainability, charitable companies and jobs, in first place among retailers, Wal-Mart impressive in Fortune magazine as most companies in the survey for the year 2010. Wal-Mart has the status of these substances can also see that Wal-Mart to buy large quantities of items from its suppliers to create economies of scale, and inventory control with an effective system to assist in making operating costs less than those of its competitors. It is also many goods imported from China, factory of the world for its low cost. In the word of the strategy at the level of the company from Wal-Mart, the low cost strategy with a little insulation. Wal-Mart managers and engage in three levels of strategic planning (Gary Dessler, 2005) in the business, and corporate-level strategic function. As for Wal-Mart, corporate and business level strategy to drive low-cost. From the perspective of performance management, to Wal-Mart has very high standards and strict job titles. In career management, Wal-Mart and also goes great efforts to reduce costs, and there are many cases that women Su, Wal-Mart to its policy of discrimination against women by systematically denying them promotions and paying them less than men. There are women who have been paid to the departments to lower FEMALE complain about unequal treatment of male colleagues. From the perspective of compensation management, has also showed Wal-Mart human resources policies and activities of the very aggressive to fit the low cost strategy. Wal-Mart imported $ 15 billion worth of goods from China, but also Wal-Mart has some of the factories in China, which branded products with the name of Wal-Mart. We can see just how Wal-Marts strategy of companies only extensively with integrated human resources policy. Wal-Mart workers in California to earn 31 percent less on average than workers in large retail as a whole. In fact, with other operating costs that put it on the highest level of inventory management, and managers must turn to the storage fees to increase profits, Wal-Mart is expected to reduce labor costs by two-tenths of a year. So, these aggressive policies of human resources, not just more, the fittest. From the viewpoint of the employee and the interest of safety, as well as human resource policies at Wal-Mart, which aligned well with the strategy at the corporate level. Often accused of Wal-Mart failed to provide employees access to affordable health care, but the senior managers and HR managers know their focus was just trying to implement most of the low cost strategy. Wal-Mart strongly against the policy of the Union. It was reported in the United Kingdoms Guardian newspaper that Wal-Mart faces the prospect of a messy legal battle with the messy GMB bruises in a row about the rights of collective bargaining, to the Union does not accept the Wal-Mart has withdrawn its bid to pay 10% to more than 700 workers. (Milner, 2005) and here there may be some doubt as to why Wal-Mart has recently allowed trade unions in their stores in China, where trade unions are required. I tried Wal-Mart in China every possible effort to develop good relations with the Government of China and other groups of influence. So make this the exception of China and Wal-Mart unionizations except in accordance with the overall strategy and human resources strategy. If the company has ignored the rule of the Chinese government, the cost is more than just what would be saved by not allowing the Organization of Trade Unions. We may evaluate the various human resources practices and systems, Wal-Mart best fit the organizations strategy for competitive companies. Then here is the role of HR managers in this company who are professionals with strategic skills of human resources and other resources needed to build a human-oriented strategy. Human resource managers in one of the technical departments of Wal-Mart, and tried their best to fit the companys strategy to reduce the cost low. They made some rules and policies, for example, the implementation of the policy against the Union in its stores to reduce costs from outside the EU, but to assist in the implementation of the lock in policies; tried to resist the deficit in the loss of efficiency. Should encourage women to discrimination by giving them a far less chance of money, and workers in fact mentioned in the Wal-Mart has also received a salary much lower compared with the average level of the industry. Try Wal-Mart human resources managers and also to control the conduct of staff and competencies that require the companys strategy through the actions and policies of the companys strategy in support of human resources, some of which may be adduced. Wal-Mart human resources managers refers to its employees as partners and encourages managers to think of themselves as servant leaders, and this is to encourage them to serve others while staying focused on achieving results in line with the organizations values and integrity. Wal-Mart also faces lawsuits alleging that the companys discrimination against disabled workers, to employ these men intended to provide more facilities for them and lost efficiency to some extent. They also faced charges of child labor. Also charges of discrimination of women. All of these types of human resources policies are not enough compared to international best practices approved by the Department of Human Resources in all good companies. Regardless of Wal-Mart to adopt low-cost strategy or differentiation strategy, and these policies and practices to achieve specific objectives to save any additional cost, but to motivate employees to increase their contribution in helping companies and even in shapin g culture. 12 Conclusion and proposals With the update that brought the introduction of computers and mobile phones, information and technological advances robots to support human life and the work it is easy to be good performance in any business.

Employee Motivation: Literature Analysis

Employee Motivation: Literature Analysis Chapter Two- Literature Review 2.1 Introduction At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was the research, referred to as the Hawthorne studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973).This study found out that employees are not motivated solely by money but also their behaviour is linked to their attitudes (Dickson, 1973).The Hawthorne studies begun the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedein, 1993). Understanding employee motivation and its relationship with corporate culture and gender is the focus of this research. This chapter is divided into seven sections; section 2.1 introduces the main subjects of this dissertation and is followed by section 2.2 which discusses employee motivation in small medium companies. The next section which is section 2.3 looks at motivation and the various theories developed by researchers, then section 2.4 considers the role of the manager when it comes to employee motivation. The last two sections; section 2.5 examines corporate culture with section 2.6 on gender and how it is perceived. Finally a summary of the whole chapter is presented in section 2.7. This section will review the most relevant studies on employee motivation and in small medium companies. 2.2 Employee Motivation in Small Medium Companies Organizational scientists and practitioners have long been interested in employee motivation and commitment. This interest derives from the belief and evidence that there are benefits to having a motivated and committed workforce. The Hawthorne Studies A major revision of ‘needs theory came from the work undertaken in the United State of America in the 1920s and 1930s of the Hawthorne Works of the Western Electric Company. This gave rise to a new school of management thinking, which suggested that employees have social needs which are as important as economic needs; these studies concluded that social relationships were significant in the satisfaction of the human need for social contact. The major contribution of this work in understanding employee motivation at work has been to focus attention on the design of jobs and tasks in an effort to make them attractive (Mullins, 2007). Employee motivation could be seen as the internal strength that drives employee performance. This strength enables employees to carry out their duties as expected of them having a particular aim in mind. And in most cases, where this strength is lacking, employees sometimes perform poorly. However, certain factors like job features, individual variation and organisational practices may influence employee motivation to work. It depends on good system that reward effectively, because it is critical as a motivated employee will achieve a great deal (Clark, 2009). According to McConnell (2002) companies have to consider the following steps in order to keep their employees in the organisation: ïÆ'Ëœ The employees perception of the work environment directly relates to the job performance. ïÆ'Ëœ What employees think of their jobs and their employer when the environment is positive ïÆ'Ëœ Improvement of the environment generally improves employee performance. McMackin (2006) states that large corporations have more money, name recognition and benefits to attract the best employees in comparison with small medium companies. Regardless of the positive aspects of larger corporations, many employees leave in order to work for small businesses, since they are able to have faster career advancement. According to Gaebler Ventures (2006) research show ten different motivational factors that are important for increasing motivation both for managers as well as employees; they include promotion potential, interesting work, personal loyalty, tactful discipline, appreciation for work done, good working conditions, help with personal problems, high wages, feeling of being in on things and job security. Gerson (2003) on the other hand states that employees in small organisations may leave for better salaries and benefits. The decision to leave can be affected by feelings of unappreciation, work condition, cultural conflicts, lack of convenience, lack of advancement and lack of support. According to Moses (2005) the basis for employee motivation is divided into two categories; anticipation of reward for work well done, and fear of discipline for mistakes or works done poorly. Motivation techniques at most companies falls into one of these two categories. The ideal for a small-business owner is to motivate employees in a positive way, since employees develop loyalty and personal commitment when they are encouraged to perform well in order to advance and receive recognition and financial benefits. The most negative aspect of this method is the fact that the less hard working employees will be fired or downgraded. The method also lacks teamwork, includes employee backbiting and has no long-term motivation. Wiley (1997) states that the relationship between people and work have fascinated scientists for many years, both psychologists and behavioural scientist, but in both field concepts such as need, motive, goal, incentive and attitude occur more frequently rather than concepts of aptitude, ability and skill. Scientist investigates how personal, task and environmental characteristics influence behaviour and job performance concerning motivation. Motivation does not remain the same over the years, it changes due to personal, social and other factors and it also affects the behaviour of a person rather than end performance. In order to create an environment that fosters employee motivation it is important to explore the attitudes that employees have towards factors that motivate them. When a company know what motivates its employees they are better prepared to stimulate them to perform well. In order to know what motivates employees, organisations must have regular communication and ask employees what sparks and sustains their desire to work (Herzberg, 2003). Most managers assume that their employees have the same motivational drivers as them, but managers must abandon this assumption and focus on the recognition of individual drivers. Findings from a forty year survey demonstrate that employees are motivated by receiving feedback and recognition and those individuals at different levels of the organisation might have different motivational values (Wiley, 1997). Managers have to understand what motivate their employees in order to receive high performance at the organisation. 2.3 Motivation Motivation is the formation of incentives, and working atmosphere which allow individuals to carry out their duties to the top of their capability in pursuit of organisational success. It is commonly viewed as the magic drives that allow managers to get employees to realize their targets. Since the dawn of the twentieth century, there has been a shift at least in theory. Since the early 1900s several theories have been advanced which have offered insight into the concept of motivation (Strickler, 2006). The hierarch of needs espoused by Abraham Maslow sheds lights on individual behaviour pattern. Other significant studies have been carried out by Frederick Herzberg, who considered job fulfilment, Douglas McGregors X and Y theory, which suggest management styles that motivate and de-motivate employees etc. Underpinning Herzbergs theory was his attempt to bring more humanity and caring into the workplace. His theory was to explain how to manage people properly, and to motivate them for the good of all people at work. Many contemporary authors have come up with several definitions for the concept of motivation. Motivation has been defined as the emotional progression that gives behaviour reason and course (Kreitner, 1995), the inner drives to fulfil unsatisfied need (Higgins, 1994), and the determination to realize (Bedeian, 1993). In dissertation, motivation is defined as the central energy that derive individual to accomplish personal and organisational goals (Mullins, 2007). Motivation can have an impact on the productivity of any company or organisation. Organisations and companies relies heavily on the efficiency of it production personnel to ensure that goods are produced in numbers that meet up customers order. If these workforce not have the motivation to create and perform to the best of their ability and meet the demand of customers, then an organisation may face a problem which may lead to serious consequences. 2.3.1 Internal and External Motivation Motivation according to Kehr (2004) can be either internal or external, it can be viewed as push or pull determinants. Implicit motives are factors intrinsic to the activity and explicit motives arise from factors extrinsic to the activity. Intrinsic motivation is the key motivation component of employee empowerment and individuals are responsible for achieving their own career success. It is based on positively valued experiences that a person receives directly from their work tasks such as meaningfulness, competence, choice and progress. Bymes (2006) explain that external motivators depend on outside factors to push the individual to complete a task. Kehr (2004) adds that explicit motives are influenced by social demands and normative pressures. Extrinsic rewards are based on reward and punishments controlled by the organisation. Like Bymes (2006) individuals with external motivators are motivated by salary or wage packets. Internal on the other hand is associated with employees who want to be employed in a particular position by a firm whose organisational values and work requirements are closely linked with the individuals personal values and skills. Implicit and explicit motives relate to different aspects of the person, but both are important determinants of behaviour. According to Basset-Jones Lloyd (2005) motivators associated with intrinsic drivers outweigh motives linked to financial and inducement and observing others benefiting from recognition and extrinsic rewards. Like Locke Latham (2004) internal factors that drive motivation and external factors that act as inducements to action is the concept of motivation. Motivation can affect three aspects of work; direction, intensity and duration. Peoples skill, abilities and how and to what extent they utilise them are affected by motivation. According to Katz (2005) intrinsic factors are the main reason for a persons true commitment and motivation. Extrinsic factors like salary and working conditions are also important, but do not give the commitment and excitement that the employee needs. How a person views the assignment and how tasks, information, rewards and decision-making processes are organised are strongly linked to the personal activities. People become more motivated when they identify themselves within a group and contribute to performance as a group (Van Knippenberg, 2000).This relies on the work performed by Locke and the goal setting theory he developed. This goal is team performance and the individual feeling part of the group. The focus of Locke was on the goal but in order to reach the goal one must associate oneself with the group and task. Glen (2006) contend that the most important factor to rely on is feedback since it can help an employee improve his or her performance ; communication is also vital in the world today and can be beneficial to both the manager and employee . 2.3.2 Motivation Theories The traditional form of motivation stated that people could be driven by fear and therefore managers had to be tough. This approach made the employees do the bare minimum and only work while their manager was watching. Research on motivation and it impact on individuals and employees has been undertaken from the mid-twentieth century. Prominent among such researchers include; Maslow1954, Herzberg 1959, Adams 1962, Vroom 1964, Alderfer 1972, Locke 1981 and others. There is intense competition as a result of technological advancement, demographic changes, globalisation, which puts more pressure on organisations to deliver products and services with continuous improvement. The theories on motivation identify individual needs, their expectation and reaction to both internal as well as to the external environment. The various motivation theories are discussed below. Maslows Hierarchy of Needs A ground-breaking theory on the subject of motivation and needs of the human being was advanced by Abraham Maslow in 1954.He stated that there are some fundamental needs for the human being that can be arranged in a hierarchic way. He argued that individuals and for the purpose of this study, employees are motivated to satisfy a number of diverse needs. According to Maslow until the most vital needs are fulfilled, other needs have little effect on the employees behaviour. Once a need is satisfied, and therefore less essential, other needs emerge and become motivators of their behaviour (Porter et al, 2003). At the base of the hierarchy is the physiological needs; food, clothes etc.These are considered primary needs as employees concentrate on satisfying these needs before the others. Physiological needs according to Maslow are undeniably the most pressing of all needs. Once this need is fulfilled, the next level surfaces with the employee becoming anxious with the need for safety and security both at home and at the workplace. Likewise, once the safety need too is satisfied, the employee strives for a sense of membership or an affiliation and a feeling of approval by others. Once the employee finds his/her place in a group or team, the need and longing to be held in esteem, recognised and respect crops up. Maslow asserts that with all these needs satisfied, employees are then motivated by the desire to ‘self-actualise and accomplish whatever they identify as their utmost potential. (Ramlall, 2004) Herzbergs Two-Factor theory According to Herzberg an individuals relation and attitude towards work can determine success or failure. While Maslow looked at individual needs, Herzberg tried to find out how employees felt about their work and what really motivates them. In 1959 he created his two-factor theory by looking at the causes of job satisfaction and dissatisfaction in an effort to fully know what motivate people. He divided the needs into two categories; hygiene factors which relate to the needs that involve the framework of the task they performed and if these needs are not fulfilled there will be dissatisfaction on the part of employees. In essence if you want to motivate employees, concern should be given to the work itself (Ramlall, 2004). Herzbergs hygiene factors can be linked to Maslows hierarchy of needs and primarily the vital needs at the base of the hierarchy. The hygiene needs accommodate the need that arises from the physiological, safety and social or belongingness needs that do not make the employees satisfied in their job, but simply avoid dissatisfaction if fulfilled. In contrast motivator factors are those that allow for psychological growth and progress on the job. They are very much connected to the idea of self-actualisation regarding a challenge, to savour the satisfaction of achievement, and to be acknowledged as having done something meaningful (Basset- Jones and Lloyd, 2005). Herzberg further stated that certain characteristics are related to job satisfaction and others to job dissatisfaction. Intrinsic factors, such as achievement, advancement, recognition, responsibility are related to job satisfaction. Job dissatisfaction is a result of extrinsic factors; company policies, supervision, working condition etc. He assert that a job do not get satisfying by removing dissatisfying factors and therefore dissatisfaction is not the reverse of fulfilment. In order to understand the employees motivation to work the attitudes of the particular employee has to be known (Herzberg, 2003). To Bassett-Jones Lloyd (2005) Herzberg was interested in the extremes where workers either felt good about work or bad, and this led to the development of extrinsic and intrinsic factors. The extrinsic factors are called hygiene or maintenance factors and are linked to job dissatisfaction. Intrinsic factors on the other hand lead to job satisfaction. The factors were labelled motivators to growth because they were associated with high level of job satisfaction. The two factors are of equal importance when explaining what motivates an employee. They explain Herzbergs suggestion of motivation as similar to ‘internal self-charging battery. For employees to become motivated the energy has to come from within. Herzberg however argues that motivation is founded on development needs; and originate from satisfaction born out of a sense of achievement, recognition for achievement, responsibility and personal growth. A review of Maslows and Herzbergs theory lead to further research and theories the first of which was developed in 1962 by Stacy Adams. Equity Theory This theory developed by Stacey Adams in 1962 suggests that since there is no absolute standard for fairness, and employees want to be treated fairly, they are likely to assess fairness by making comparison with others in similar situations. If they find out that they are not treated similarly they may lower their output, their quality of work or even leave the organisation for another where they are likely to be treated better. In essence it is not the real reward that motivate, but the perception of the reward in comparisons with others (Boxall and Purcell, 2007. While a simple theory, this theory according to Latham cannot cover every incident as some employees are far more receptive to perceptions of unfairness than others. It is therefore very important for managers to be conscious of what their employees perceive to be fair and just and also know that this will differ from one employee to the other (Latham, 2007). Vrooms Expectancy Theory Whereas Maslow and Herzberg looked at the connection between needs and the ensuing effort expanded to fulfil them, Vroom concentrated on effort, performance and outcomes. The fundamental concepts key to expectancy theory is that the anticipation of what will happen influences the employees choice of behaviour that is, expectations and valence. Vroom interpreted motivation as a process in which employees choose from a set of alternatives based upon the likely levels of expectation, and called the individuals perception of this instrumentality. Valence in his theory is the assessment of actual outcome of ones performance and together with instrumentality is very central in the expectancy theory (Ramlall, 2004; Mullins 2007). From this theorys viewpoint, an employee assigns a worth to an expectation, considers how much effort will be required, and works out the likelihood of success. If the perceived reward is sufficient for the effort required, the employee may make the effort. Expectancy in this theory is the prospect that they can carry out their duty in a way that leads to an optimistic result. For the employee the amount of effort he/she is eager to put in any performance of task is influenced by the expectation of the outcome of the effort (Mullins, 2007). If the employee works hard then he/she can expect a good work result hence a higher reward. High instrumentality for the employee comes from the notion that if he/she shows off good work result there will be adequate reward. Low instrumentality would then be that the employee feels that the result of the reward will not be independent on the particular work result. Writing in People Management Magazine, Lees (2008) believes that Vrooms theory give an insight into the research of employee motivation by shedding more lights on how individual goals sway individual performance. Vrooms expectancy theory has been criticised for attempting to envisage a choice or effort. However because no obvious pattern of the meaning of effort exist, the variable cannot be measured effectively. According to Latham (2007), the employee is assumed to deliberately weigh up the satisfaction or pain that he/she expects to attain or avoid and then a selection is made. The theory says nothing about intuitive motivation, something that Locke considered when he expanded Vrooms theory. Alderfers ERG Theory Unlike Maslows theory that refers to an individual who acts increasingly for his/her need satisfaction first, with the simplest one up to the most complex ones, Clayton Alderfers theory (1972) which extended Maslows theory asserts that this course of action is not essentially progressive. According to him, there are three significant categories of human needs: Existence (E) needs which ensures the sustainability and human endurance; food, Salary, shelter etc Relational needs (R) that is socialising need that refers to the relationship between an individual and the social setting and is satisfied by interpersonal relations. Fulfilling these needs depends on the association with others. Growth (G) needs which consists of a persons self respect through personal feature as well as the concept of self-actualisation present in Maslows hierarchy of needs.Alderfer believed that as you begin satisfying superior needs, they become powerful like the power you get, the more you want (Mullins 2007) . Although not fully tested, Ramlall (2004) and Strickler (2006) contend that the ERG theory seems to describe the dynamics of individual needs in an organisation rationally well and can help managers when it comes to motivating employees. To them it provides a less rigid account of employees needs than Maslows hierarchy. By and large, it comes closest to explaining why employees have certain needs at diverse times. Goal Setting Theory Edwin Locke extended Vrooms theory by developing his goal setting theory which takes into consideration the conscious motives that exist when organisations set goals to be met. According to Robbins (2003) Lockes goal setting theory states that specific and difficult goals lead to higher performance with the help of feedback. In addition to feedback, goal commitment, and adequate self -efficacy, task characteristics and national culture have been found to influence the goal performance relationship. Motivation comes from the goal an individual set up based on human needs, personal values, personality traits etc which are shaped through socialization and experience. The behaviour used to accomplish the goal depends on whether the goal is difficult or specific. The amount of effort an individual puts in reflects the level of satisfaction experienced which can lead to other actions (Porter et al, 2003). In order to reach the goals some conditions has to be present; such as feedback, goal commitment, ability etc. According to him, a goal is required in order to create motivation within the employees to perform better than before. He indicates that financial rewards can improve the sustainability of a persons dedication as well as behaviour. .Goal setting and management by objectives programs have grown in the past two decades and motivation has been organised in three categories; personality based view, cognitive decision and self regulation perspectives. The basic idea of Lockes goal setting theory is that employees goals are related to their motivation since their goals direct their thoughts and action. The cognitive decision predicts an individuals choices or decisions and finally the personality-based perspective emphasize personal characteristics as they affect goal choice and striving (Locke and Latham, 2004). The personality-based category does not predict motivation, but it can provide understanding of what motivates individuals. The above theories are part of the broad field of human motivation study and they all have implications for individuals different workplace behaviour. They can also be applied to a variety of management practices aimed at motivating employees. However these researches were carried out in Western Europe and in America decades ago. Can the findings of this research be applied in Ghana which is in a different setting? Will similar research in Ghana yield the same result? T o better understand employee motivation, it is important to know the role of managers who are facilitators of employee motivation. 2.4 Motivating Employees: The Role of the Manager Leadership literature states that motivation is influenced by the nature of the relationship between the leader and employees. Managers according Bymes (2006) needs to hire the right person that is most suitable for a certain job, value its employees and support them in making contributions to the organisations and always try to create a motivated workforce. Motivated employees do not only create a good working environment, they also make noteworthy contributions to the organisations. Good managers make their employees fell like business partners and use empowerment in order to make the workplace and the surrounding environment into a place where employees feel good as well as creating a work wherefrom employees feel good inside (Bassett-Jones Lloyd,2005). Motivation therefore is about cultivating your human capital. The human challenges lies not in the work itself, but in you, the person who creates and manage the work environment. As indicated by Garg Rastogi (2006) in todays competitive environment feedback is essential for organizations to give and receive from employees and the more knowledge the employee learn, the more he or she will be motivated to perform and meet the global challenges of the market place. By involving the employee at work and providing challenging tasks it might increase the intrinsic motivation which transforms potential into creative ideas and this will factor fair and constructive judgement of ideas and sharing of informations.Leaders have an important part in the organisation because they act as the force that motivates the performance of the employees (Katz,2005). Leaders are there to motivate people to follow the designed work and by doing so enhance performance. Even though employees look to diverse organisational elements to suit different drivers of needs, they look forward to their managers to do their best to attend to their needs and concerns. Organisations has to recognize the resources, both human and technological that are available within the organisation and conduct training programs that will contribute to the productivity and the levels of motivation at individual or group levels. Motivating employees begins that to do their best, employees must be in an atmosphere where their emotional drive to bond and be understood are met. The drive to bond is best achieved by a custom that encourages teamwork and frankness (Nohira et al, 2008). Motivating employees is vital if employers are to achieve maximum performance and productivity. Contemporary theories on motivation centres more specifically on the relation of beliefs, values, goals with action. Motivation in contrast functions as an engine for inner human growth by providing attractive and demanding task. Motivation theories developed in the western world with their orientation on self-satisfaction and instrumentalism have mainly emphasized on rewarding those individuals who succeed. These theories did not take into consideration the terrain in Africa and also individuals who are highly motivated but incapable of accomplishing. This has produced in some part of Africa and also in Ghana situations where managers are not able to answer the needs of every employee. Studies indicate that employees in the western world draw their motivation from self satisfaction but the same cannot be said of their counterparts in Africa and most especially in Ghana. What do they derive their motivation from? Does the companys corporate culture have any bearing on how they are motivated? Is there a relationship between the companys corporate culture and motivation? The next section will look at motivation and corporate culture. 2.5 Motivation and Corporate culture Corporate culture draws its roots from various sources. This include national and regional cultures, (Hofstede, 1991) the vision and management style (Schein, 1985) and the nature of the business and the environment it operates in and the organisational field where it operates (Gordon, 1991). For this study the relevant cultural roots comes from Ghana. Individuals, especially qualified ones, have more choices with regards to potential jobs offers. How companies motivate place a vital role in attracting employee and competing well todays competitive market. To create a culture that fosters individual motivation is not easy because it takes time to figure out the factors that motivate each employee. It is even more important nowadays as more individuals draw their interest from other things beside money. To understand the importance of corporate culture in this dissertation it is important to first define what culture is. Schein (2004) defines culture as ‘consisting of rules, procedures and processes that govern how things are done, as well as the philosophy that guides the attitudes of senior management towards staff and customers. Referring in his work to the people of a nation Hofstede also defines culture as ‘the collective programming of the mind which distinguishes one group or category of people from another. Thus it endorses the issue that corporate culture is a unique aspect of an organisation, even though it is difficult to manage. According to Schein an organisations culture develops to help cope with its environment. He characterizes culture as consisting of three levels: ïÆ'Ëœ Artefacts which are the most observable level of culture yet are hard to understand. ïÆ'Ëœ Espoused Values; which underlie and to a large extent determine behaviour, but they are not directly observable as behaviours. There may be a variation involving known and functioning values. ïÆ'Ëœ Basic assumptions and Values: the essence of culture is characterized by the fundamental assumptions and ideals, which are not easy to differentiate since they are present at mainly unconscious point. Nevertheless they offer the input to appreciate why things turn out the way they do. 2.5.1 National culture National culture milieu influences the outlook of an organisations stakeholders. Hofstede proved this with work on IMB employees in 43 countries and how attitude to work and behaviour of employees towards authority differ from one location to the other. In his study he identified five dimensions of culture and demonstrated that there are national and regional cultural groupings that affect the behaviour and activities of organisations. The first dimension is power distance and refers to the degree to which people accept inequality amongst institutions and organisations. The second dimension, uncertainty avoidance measures the degree to which people are willing to accept change and work in uncertain circumstances. Therefore the higher the degree of uncertainty avoidance the more structured people likes things to be (Steers et al, 1993). Individualism which is the third dimension refers to the degree to which people see themselves as being part of a group or as individuals. His fourth culture dimension, masculinity versus femininity refers to the conventional values place

Sex Change Complicates Battle Over Child Custody :: Free Essays Online

Sex Change Complicates Battle Over Child Custody Florida state law does not recognize same sex marriage. In this case, the law had no way of proving whether or not Michael Kantaras is a man or a woman, since having a female to male sex change. Depending on this, it will decide whether or not he (pending on decision) will be able to keep custody of his adopted children. If society had not let technology surpass their conventional thinking and laws, this case would be easier to decide, or at least not pending on the sex of Mr./Mrs. Kantaras. If Florida law, and that of other places, had thought about all the consequences of technology, such a case as this never would have come to be so controversial. So, is Michael Kantaras really a man, or is she the woman she was born as? Janice G. Raymond would say that Michael Kantaras is really Margo. She believes that transsexuals can never really relate to the female persona and therefore never truly be a woman. She bases this belief on the idea of male privilege. This is the privilege that men receive just for being men; they get higher pay, more leadership opportunities, are always seen as more competent, etc. Even though men are born with this privilege and may not realize they have it, they still experience it and have that edge to allow them to advance in society. Because of this, Raymond claims that male to female sex changes cannot know how it really is to be a woman. They do not realize they have this privilege, but continue to live being dominant because it is inherently within them. Sandy Stone, a male to female transsexual, is angered by Raymond's view. She became a successful employee at Olivia Records, and obtained a head position. Olivia records emerged during the 1970s toward the end of the women's movement in an attempt to produce lesbian feminist music. It wanted for women to obtain the head positions and dominate the company, so once word got out about Sandy Stone's natural born sex, there was much controversy and debate on whether or not to keep her at the head position. Those who believed she should be fired sided with Raymond's view, that having been a male, Stone had an advantage in being brought up to be competitive. Sex Change Complicates Battle Over Child Custody :: Free Essays Online Sex Change Complicates Battle Over Child Custody Florida state law does not recognize same sex marriage. In this case, the law had no way of proving whether or not Michael Kantaras is a man or a woman, since having a female to male sex change. Depending on this, it will decide whether or not he (pending on decision) will be able to keep custody of his adopted children. If society had not let technology surpass their conventional thinking and laws, this case would be easier to decide, or at least not pending on the sex of Mr./Mrs. Kantaras. If Florida law, and that of other places, had thought about all the consequences of technology, such a case as this never would have come to be so controversial. So, is Michael Kantaras really a man, or is she the woman she was born as? Janice G. Raymond would say that Michael Kantaras is really Margo. She believes that transsexuals can never really relate to the female persona and therefore never truly be a woman. She bases this belief on the idea of male privilege. This is the privilege that men receive just for being men; they get higher pay, more leadership opportunities, are always seen as more competent, etc. Even though men are born with this privilege and may not realize they have it, they still experience it and have that edge to allow them to advance in society. Because of this, Raymond claims that male to female sex changes cannot know how it really is to be a woman. They do not realize they have this privilege, but continue to live being dominant because it is inherently within them. Sandy Stone, a male to female transsexual, is angered by Raymond's view. She became a successful employee at Olivia Records, and obtained a head position. Olivia records emerged during the 1970s toward the end of the women's movement in an attempt to produce lesbian feminist music. It wanted for women to obtain the head positions and dominate the company, so once word got out about Sandy Stone's natural born sex, there was much controversy and debate on whether or not to keep her at the head position. Those who believed she should be fired sided with Raymond's view, that having been a male, Stone had an advantage in being brought up to be competitive.

My Hero Essay example -- Hero Heroes Personal Essays

My Hero What is a hero? In my view a hero is someone that you admire. You may admirer them for their achievements, outlooks in life or maybe just because they are famous. In this case I admire my hero for his courage and his determination all through his personal life and his career. This story begins in Bellshill near Glasgow 24th September 1962 where a Glaswegian boy was born. His parents Alexander and May called their miracle Alistair Murdoch McCoist. If only his parents had known the difference this baby boy would make to Scottish football in years to come. At the age of 16 Ally left His High School Hunter high to take up a career in football after his chemistry teacher Archie Robertson noticed him and took him to the St Johnstone Boys Club trials. Unfortunately Mr Robertson died and did not see ally make it to the professional football stage in his career. This is one of Ally's biggest regrets in life. On the 1st December 1978 Ally started his career at St Johnstone FC from their Boys Club. During his first season he appears on the pitch 4 times, though he fails to score a goal but how it changed in the later stages of his football career. Then in 1981 he was transferred to Sunderland for two seasons but still gets no motivation. During his time playing for Sunderland he marries a girl named Allison who to this day is still his wife. Finally in 1983 after three attempts Ally's dream finally comes true when John Greig buys him for  £200,000 and is transferred to Rangers FC almost immediately. This is just the beginning of the success story of Ally Mc Coist. In the early years of his career wearing a number 9 shirt on his back at his new club he is not a popular player with the fans at all.... ... is for Scotland to win the World Cup but he accepts this will never happen, as it would help if they qualified first. He would also like to see one of his boys follow in their "daddy's" footsteps and become a professional footballer. Some general information about my hero is that his perfect happiness would be a Sunday lunch with his family. His greatest fear is his son Argylle. His idol is Robert the Bruce and he admires his son Mitchell the most. Finally his happiest time is when he is on a football pitch kicking a ball around. Overall I chose Alistair Mc Coist as my hero because I admire him for his determination throughout his career as a footballer and also the trials in his personal life that he has overcome including him having the will to save his marriage. Everyday life for me is meeting my hero at the shops and I feel privileged to do so.

Sumptuous Cuisine Catering

Their plans for the ballroom show they want to offer their clients the option of having a meeting or party place outside of their business or home. They can give them many different options to fill their needs and wishes for their events. The company will provide many options for in house services and then will use subcontractors for the rest. Even though this is a ballroom they will be able to offer meetings or parties from small to large at any time of the day.This can be done due to their flexible menus they will be able to offer a variety of cuisine. This option will also put them above the competition that specializes In only one type of food. To keep this edge however they will have to keep up on new trends and watch their competition closely making sure that they stay one step ahead. The plans for this venture will reach out to a variety of past clients as well as open up a new market for them that will allow the client to not have to provide a place have their event.Reaching for the non-profit organizations that could utilize the location for their fund gassing functions will open more doors for people that go to them generally throw large functions or parties of their own. They are Joining forces with other companies that will allow them to expand their bookings through other party planning companies. This along with their plan to add their own sales staff should give the company a well rounded market. The sales forecast for the ballroom they are looking for it to rise considerable in the first year as the forecast Is for them to be able to sell due to Introductory specials.It is an aggressive one that could be hard to make If they cannot rent the space as they have projected. They have a well thought out Male Stone plan that seems to touch each section of getting the business going. The partners will be hands on with the start up to follow each function so that they can put their vision into place. With them doing this and hiring a minimal managerial staff until things take off this will help with costs. The hiring of an administrative assistant will give them the option to focus on this. A Marketing director will get them in place to be seen.Using a full time facilities manager will keep the building in check for the events. A chief and assistant cook will be added along with other cross trained staff. When looking at the capital that the company will have for startup it they seem to have a very tight budget and are allowing for the purchase, improvements, equipment and marketing however they do not have much to fall back on if things slow down the opening or business does not pick up right away. They do however plan to use the cash reserves from Sumptuous Cuisine to help In the first year.