Marijuana Effectcs - Free Essay Example

Sample details Pages: 2 Words: 740 Downloads: 7 Date added: 2017/09/24 Category Leisure Essay Type Narrative essay Tags: Marijuana Essay Did you like this example? Running Head: MARIJUANA EFFETCS Article Summary of Marijuana effects on a modified Gambling Task Heather Frederick Psychology 2017 LAB Section 6 September 17th, 2010 Introduction: Previous studies on decision making abilities in people who are marijuana users on executive functioning has led researchers to believe that marijuana users have impaired decision making, but it is still not well understood. The experiment in this article aims at improving the current literature by observing direct effects of marijuana in double-blind controlled laboratory environment, while previous studies only had participants that had been abstinent from marijuana. The researchers’ hypothesis is that marijuana smokers will have a longer decision time, and would also do worse in card selection as the dosage of marijuana increases. There does not seem to be gaps in the logic of the hypothesis, since the previous research suggests this as well. Methods: There were 36 volunteer healthy adults from the ages of 21-36 years old. The inclusionary criterion for the experiment was that the participants were daily smokers, and had smoked marijuana between 2. 8-3. 8 years. The inclusionary criteria was reasonable, however the article does not state any exclusionary criteria. The researchers did give participants a urine analysis which confirmed that THC was the only drug present in the participants’ urine. The study was done in a controlled laboratory setting. The study was double-blind with 3 concentrations of marijuana cigarettes of 0. (control), 1. 8, and 3. 9% THC levels. The participants were assigned according to the Latin square design. The participants were told not to take an drugs or alcohol, and to confirm this they were given a urine analysis and breathe samples to confirm this. At the beginning of the experiment a baseline for participants was measured as well as heart-rate for the Gambling Task. After baseline measures were complete, participants smok ed a marijuana cigarette controlled by number and duration of puff of the cigarettes. The I. V. is the marijuana cigarettes with 3 levels (0. . , 1. 8, and 3. 9% THC levels). The dependent variables was a. ) card selection, b. ) net earnings, and c. ) time needed to complete the task. The Gambling task was composed of 4 decks of cards. These decks were either advantageous, with a net gain of $25, or disadvantageous, with a net loss of $25. Results: Relative to baseline measurements participants in the experimental group did not show any significant differences in card selection. An ANOVA two-tailed analysis was performed to see the between-session effects on performance and planned comparison. The mean number of cards selected for the control group was 2. 5, while the experimental group with 1. 8% THC was 10, and the group with 3. 9% THC was 3. The mean amount of time required to complete the task for the control group was -22 seconds, while the experimental group with 1. 8% THC was -5 seconds, and the group with 3. 9% THC was -6 seconds. The mean amount of net earnings for control group was -$2, while the experimental group with 1. 8% THC was $2, and the group with 3. 9% THC was similar to that of the 1. % THC group. The data is not clearly represented in this article. The only data presented is a bar chart, and does not contain exact numbers which makes the findings difficult to understand. The results indicated that marijuana did not disrupt advantageous card selection or money earned on the modified Gambling task, but did have an effect on the time it took to complete the task. The sample size for the experimental was within reason for the experiment; however the study could be replicated to give more weight to the results. Discussion: The results of the experiment shows that advantageous card selection and amount of money earned on the modified Gambling task were not affected by marijuana intoxication, which is consistent with the previous findings showing similar concentrations of THC levels. The researchers discussed how the lack of marijuana-related affects on performance could have been linked to the fact that the task was completed several times which could produce practice effects on performance. Another flaw in the study was the concentration of the THC cigarettes which were only low to moderate concentrations. The researchers suggest that the larger dosing of THC could have a greater increase in performance on the gambling task. Also, the validity of the Gambling task on performance for substance abusers has not been established. I would be willing to extend the conclusion to most marijuana users, since the average concentration contained in street sample confiscated by the US DEA. The researchers concluded that naturalistic decision making needs to be accessed in future research. Don’t waste time! Our writers will create an original "Marijuana Effectcs" essay for you Create order

The Ansar Al Dine Terrorist Organization - 4056 Words

Running Head: UTILIZING HUMAN INTELLIGENCE TO TARGET ANSAR AL DINE 1 UTILIZING HUMAN INTELLIGENCE TO TARGET ANSAR AL DINE 19 Utilizing Human Intelligence to Target Ansar Al-Dine Derrick Prince United State of Army Center of Excellence Noncommissioned Officers Academy Human Intelligence Collector Advanced Leaders Course Abstract This paper talks about the Ansar al-dine terrorist organization, giving a brief background on how the group was formed, the leader of the terrorist organization, the tactics, techniques procedures and the goals objectives. The primary area that Ansar al- dine conducts their operations is in Mali, Africa. The primary focus of this paper is how Ansar Al-Dine functions within Mali. Throughout the paper we will identify the condition and effects of the Political, Military, Economics, Social, Information, Infrastructure, Physical Environment, and Time (PMESII-PT) variables in Mali. The paper will also explain Human Intelligence (HUMINT) response to the effects of each category of (PMESII-PT), in order to overcome issues and successfully conduct HUMINT Intelligence Operations in Mali. At the end of the paper an overall summery explaining if human intelligence operations will work in Mali, where Ansar Al dine operates. A reference page is also provided for further research. Ansar al-Dine History Formed in November 2011, a Foreign Terrorist Organization was created to function under the sharia law, they are now known asShow MoreRelatedEffectiveness Of The Decapitation Of Osama Bin Laden1601 Words   |  7 Pagesof Al Qaeda effective? Was it worth ten years of concentrated effort and resources? Some scholars would argue that his death was not the end of Al Qaeda as hoped but rather, it was counterproductive due to the type of organization Al Qaeda is, the structural changes Al Qaeda incurred after September 11th and the evidence of continued Al Qaeda activity since his death. In the case of Al Qaeda, the loss of their primary leader did not dampen their resolve or passion towards their organization. ThereRead MoreAid to Africa: A Review of the Efficacy of International Aid to Sub-Saharan Africa1695 Words   |  7 Pagesideologies, low human development, corrupt and oppressive governance, resource disputes, and poor economic performance (Oyeniyi 1). Governments all across North Africa were overthrown in the Arab Spring, and violent conflicts with extremist factions such as Al-Qaida in the Islamic Maghreb (AQIM) have resulted in large amounts of international military aid to this region. Proponents of military aid argue that the political instability the region currently faces precludes any meaningful economic or political

Theory of Scientific Management Free Essays

string(100) " graduated as a mines engineer and he worked as a mines engineer of metallurgical and chief mining\." Over many years, academic researchers, economist and business expert have considered several theories which try to describe business organization dynamics including how decisions are made, distribution of power, conflict control and resolution and also to enhance and counterattack organizational change. The studies of organizational theories have help public sectors to focus on the effects of social organization not only on the behaviors but also on the attitude of individuals. These theories also play major roles in realizing the effect of each person characteristics and actions on the organization. We will write a custom essay sample on Theory of Scientific Management or any similar topic only for you Order Now On the same line it measures performance success and organizational survival and many other activities which takes place in public sectors. There are many theorists who have come up with different theoretical perspective which in one way or another have assisted public sectors to realize their success. This paper will focus only on three theoretical perspective developed by three different theorists including: Frederick Taylor, Henri Fayol and Max Webber. Frederick Taylor’s Theory of Scientific Management Dr. Frederick Winslow Taylor was born in 1856 in Philadelphia, U.S.A. He belonged to a center elegance family. He started out his profession as a small apprentice in the gadget-making shop. From the small apprentice he rose to the location of leader engineer in Midvale Steel Works in 1884. He worked almost at every position before becoming the chief engineer. He was almost associated with various problems confronted by the workers at every position he worked. This realization helped him in developing the idea of scientific management. He observed that the industrial resources were not being utilized properly ( Jack A. and Zenger B., 2002). In the early twentieth century, the most common management approach in western industrialization nations, was â€Å"rule of thumb approach†. This made Taylor to create his concept of scientific management. The theory was developed through continuous scientific experiments and calculations. The main ideas of Frederick Taylor’s theory of Scientific Management focused on the major issues of improving the productivity of labor. During his time, management that was widespread in the United States was not based on scientific management which was accomplished by past work experience. Before scientific management ideas, there was a gradually prominent paradox. For example, it was difficult for the capitalist to know accurately the efficiency of workers within the recommend time. Additionally, the workers usually operated under a normal working environment and majority of them were working less and get a lot of salary. In the same line, it is worth to mention that before the theory of scientific management, employees were not able to tell the amount of work they were supposed to do within a single day. The workers felt that they were doing a lot but paid less which made them to use the term â€Å"Social loafing† to describe increased exploitation and also to show hypothetical resistance. This led to low labor efficiency. Additionally, this also caused the employees to be resistant which emerged in labor conflicts. The best way to counter-attack this conflict was to come up with a well developed daily activity scientific model (Su, 2017). Tylor’s Scientific management theory implemented watchful specification and management of public sectors activities. This theory helped in standardizing tasks, rewarding and punishing workers and many other tasks became efficient. It is important to note that, this idea worked well for many organization especially in routinized activities. The matter of fact was that, Tylor wanted to develop mental revolution among all employees and the management through laying down of principle for enhancing production efficiency. In his theory of scientific management, he came up with four management principle, which include: development of a science for every component of an individual’s task, which substitutes the previous law of thumb system. The second principle was to scientifically choose and teach, train and advance the employee. The third principle was to heartily cooperate with the workers so that to ensure that every one work is executed in keeping with the ideas of the scientific theory that has been advanced. The last principle was to divide responsibilities and duty nearly equally among the management and employees. Tylor explained that, when these principles are followed they will accrue a lot of profits for both employers and employees. Through these principles, the workers will get more payment and management get a lot of profits (Hong., 2016). By using Scientific management Tylor was able to describe a single best method of carrying out tasks. In easy expressions, scientific management express the art of understanding exactly what was to be carried out and how it was to be achieved. Under this technique, scientific ideas are carried out in the recruitment, choice and educating of people and also are utilized in tackling numerous commercial issues. The Application of Scientific Management Today Tylor’s concept is still in place up to date. Several organizations still use the scientific management theory to increase their productivities. For example, in many industries and factories today, many managers usually employ this concept to increase the efficiency and also their productivity. A typical example of an organization that still uses Tylor’s concept is the Toyota company where the principle of scientific management is being used to ensure quality production and also improving the worker’s efficiency. This concept is still helping the Toyota company to be more successful. This is evident since Toyota company is currently seen to export a lot of automobiles to all parts of the world (Hong-yu, 2014). As a result of scientific management, employees have continued enhancing their skills so as to retain their leadership position or to be promoted to higher ranks. Moreover, organization have learnt to use scientific method in solving their issues instead of using the old approach of ‘rule of thumb’. Henri Fayol Theory of Adminstrative theory Henry or Henri Fayol; Istanbul was born in 1841 and died in 1925 was an engineer and scholar of business administration. Born in a middleclass family, in 1860 he graduated as a mines engineer and he worked as a mines engineer of metallurgical and chief mining. You read "Theory of Scientific Management" in category "Papers" He was responsible for the creation of contemporary management. some of Fayol’s contributions included; assemblage of business activities into six divisions, functions of management and lastly development of 14 principles of management. The administrative theory is founded on the idea of departmentalization, which means that different tasks are carried out to be performed in order to achieve the mutual purpose of the public sector or an organization. Prior to Henry Fayol’s administrative theory, Public sectors and business administration were using Tylor’s theory of scientific admiration to carry out activities in their place of work in order to maximize productivity by treating their employees as the machines (Brodie, 1967). Fayol was in contrary with this approach and he proposed administrative theory with 14 principles of management which focused on the whole organization instead of just the workers. Fayol believed that in order to realize the success in an organization, it was more than just employees to work. Managers were required to have certain responsibilities for them to be in a position to manage their workers and activities. This was later known as â€Å"administrative school of management† which was based on five management functions. These management principles were: Planning, Organizing, Commanding, Coordinating and Controlling. He believed that these elements help the management of an organization to make the machine to keep on working effectively (Miner, 2014). He also supported that any part or process that did not contribute to the success of the objective should be replaced efficiently and quickly. In conjunction to the above, Fayol also promoted 14 principles of management. these 14 principles can be categorized into four basic areas: Organizational structure, Organization power, organizational Reward and Organizational attitude. Organizational structure The Fayol’s six principles can be categorized as organizational structure. He argued that scalar Chain Organization should partake a firm vertical order. all the responsibilities, authorities and communication must follow that ladder. He ranked communication as an important element to an effective management. nevertheless, Fayol knew that there is situation where communication should be done very quickly. He meant that some times it is necessary to pass information and if possible to go out of the lines of authority and pass the message directly across the Scalar Chain. Later on, the concept became to be known as â€Å"Fayol’s Bridge† because it can allow two individuals on the same hierarchical level to communicate effectively and directly. Organizational Power This element contains three of the 14 principles which are Centralization; whereby all decisions are done in a central position. Here, the workers are not required to make the decision. The decisions are mainly done by the people in higher rank of management. after the top decisions, the information is passed down to employees through their supervisors. Authority and responsibility also falls under organizational power. Managers should have the power that stem not only from their rank in the organization but also should hold the authority for their individual characteristics (e.g. experience and intelligence). Importantly, responsibility should go together with power or authority in equal degree. The last principle which fall under this element is discipline. Here, Fayol meant that all the partners and members of a given organization should be respectful and dutiful to the rules and regulation of their organization and to the leaders (managers) who implement them. Organizational Reward In the addition to the above, three other principles relate to the organizational reward. These includes the remuneration of personnel whereby employees are given reward for their work with suitable salary. Equity is another principle whereby in, remuneration all the workers are required to be treated fairly and justly. The last principle that fall under the element of organizational reward is tenure stability. Fayol in this principle advocated that the organization should provide the workers with sufficient time to master their work in order to realize maximum performance. The last 3 Principles connected to organizational attitude includes subordination of people connected to overall interest. This principle advocates that an organization may be come effective only when the whole people’s interest take primacy over the interest of individuals. Therefore, organizational objectives must always be considered by individuals. Additionally, initiative managers take into consideration the efforts of their employees in order to make them work for the best interest of the organization. The last principle is Esprit de corps. â€Å"All for one and one for all† the principle advocates that there should be no disagreement between the different rank in an organization. Fayol emphasized communication as a basic element to effective management of any organization. He proposed a well-developed organizational structure where every person understands where he or she fits the best. It is worth mentioning that best structures and vibrant rules deals with these organizational structures. Based on the discussion provided above, it can be concluded that, Fayol’s administrative theory is more of prescriptive rather than explanatory or descriptive. He defined the way in which an organization is supposed to function so as to be fruitful. Application of Fayol’s theory in the Contemporary work place Fayol’s administrative theory together with principle of management are still applicable in contemporary organization in many different ways. The theory and its principles are still practiced in modern industries. They are refurbished form of the original elements or principles. They are leftovers of history of organization to which other values and practices are being presented. Many other principles of Fayol are also still followed up to today, to a step that depend on the a given organization or an industry. The Military of the United States is a good example of an organization which has employed and still use the Fayol’s Principle of management. For example, the U.S. military organization still employ division of work, â€Å"subordination of individual interest to general interest†, unity of Command, centralization and the scalar chain in different managerial level in all divisions of the military. Other current organizations which have developed usually tend to use many of these principles of management especially application of scalar chain as away of imposing instructions and order. Weber’s Theory of Bureaucracy Max Webber (1864-1920) was a Germany political scientist, sociologist, philosopher and also the founder current sociology. He wrote the ethics for protestant and the capitalism spirit in the year 1905. He went to the university where he later became a professor but unfortunately, he suffered from breakdown of mental in 1897 and he was not able to work for a period of five years. His bureaucratic theory stressed on two essential elements; firstly, it involves arranging organizations into hierarchy. Secondly the a given organization together with its members were ruled by well outlined rational legal decision-making laws. Each of these elements help any organization to meet its goals (Du, 2010). An organizational hierarchy is the planning of the organization by the rank of the power or authority. In reference to the step above and below. For example, the vice president in a given organization is always ranked below the president of that organization. It is important to note that the person holding the lower level in the hierarchy answers to a person who is above him or her and at the top there is final leader of the whole organization. The rational-legal decision-making rule entails procedures and policies that help to monitor how the company functions. Other features in this theory are clear career path where employment in a public sector or any organization must be taken as an occupation for officials. Full time employees are categorized as official. In summary, Webber’s bureaucracy permits for the optimal form of authority. Application of Webber’s Theory in current workplace. In today’s society, the term bureaucracy is used in every day’s activities. The theory of bureaucracy is still connected in contemporary society with efficient, slow moving industries. Several public sectors, academic facilities and union shops just to mention a few tend to work based on the principle of bureaucracy Comparisons between the three conceptional theory After discussion, we have seen that all theorist (Fayol, Tylor and Webber) contributed a lot to the organizational management. Notably there are similarities and differences in three of these pioneer works. Looking at the work of Fayol and Tylor it can be said that their theories were complementary. For example, both Fayol and Tylor realized that the problems faced by the employees and the management in a given organization is the primary key to the success of an organization. It is also important to note that all the three-theorist applied scientific way during the development of their theories. For example, Fayol and Webber based on the operative sequence from the base of organization hierarchy upwards. Similarly, Fayol focused on administrative management from top to bottom. It is also noted that all the three philosophers felt the universality of management. moreover, it is worth to point out that, they had a common goal of trying to enhance the management within organizations. The development of their ideas was grounded on practical experiments. Moreover, the above discussed theorist expressed their conception theories by use of books whereby, they focused a lot on mutual cooperation between the employers and their works. It is important to put into consideration that, all the three theories were developed at a period when the organization of employers and employees was required. Differences Although this paper was discussing the theories of three people, the different ideology is most pronounced in the theory of Tylor and Fayol. One of their major difference is that Tylor focused on the problem of shop floor but on the other hand Fayol based on the work of managers at the higher level. The second difference is that Taylor’s worked from the base of an organization going upwards while Fayol worked opposite of Tylor where he applied the theory to work from top management to the bottom. Additionally, it can be noted that main purpose of Tylor was to improve productivity of labor and remove wastages. On the other hand, Fayol tried to create a worldwide management theory. Tylor’s theory has evolved and have a big change under the impact of current development, but the work of Fayol especially his principles of management have overcome several critiques and is well accepted even in modern days. Conclusion It is worth to conclude that the three management thinkers have an enormous contribution in the ground of organizational management. The theories are not contradictory instead they are complementary in nature. Although the three thinkers may have different ideas, it can be noted from their arguments that they had a common interest of ensuring effective management in an organization. For example, Taylor’s theory focused on the major issues of improving the productivity of labor and that of Fayol focused the idea of departmentalization which is aimed at improving the success of organizations How to cite Theory of Scientific Management, Papers

Innovation and creativity evaluation of Apple Corporation free essay sample

There are many theoretical approaches were developed since the processes of creativity and innovation have become an essential part of businesses. In particular, Graham Wallas theoretical framework was applied in synthesis with the bright example from the experience of Apple Corporation to deeper evaluate and understand the process. The process of innovation and the way of it managing was described by 3 phases innovation process with clear evaluation and presentation of the main steps the process of innovation comes through. The example of Apple Corporation innovation process showed the most appropriate experience described by theoretical framework. Being an entrepreneurial organisation Apple Corporation has developed a number of behavioural rules and general philosophy to operate and keep the top position in the global market. The company has great opportunities to develop in future prospects and stay the world’s leader of production personal computers, softwares and electronic devices. Introduction Apple Corporation has been globally best-known company by its own highly innovative products that almost does not have any analogues by its technological, creative and innovative basis (Tyrangiel, 2012). The financial system is concerned about money, credit and finance-the three terms are intimately related yet are somewhat different from each other. Indian financial system consists of financial market, financial instruments and financial intermediation Role/ Functions of Financial System: A financial system performs the following functions: * It serves as a link between savers and investors. It helps in utilizing the mobilized savings of scattered savers in more efficient and effective manner. It channelises flow of saving into productive investment. * It assists in the selection of the projects to be financed and also reviews the performance of such projects periodically. * It provides payment mechanism for exchange of goods and services. * It provides a mechanism for the transfer of resources across geographic boundaries. It provides a   mechanism for managing and controlling the risk involved in mobilizing savings and allocating credit. * It promotes the process of capital formation by bringing together the supply of saving and the demand for investible funds. * It helps in lowering the cost of transaction and increase returns. Reduce cost motives people to save more. * It provides you detailed information to the operators/ players in the market such as individuals, business houses, Governments etc. Components/ Constituents of Indian Financial system: The following are the four main components of Indian Financial system 1. Financial institutions 2. Financial Markets 3. Financial Instruments/Assets/Securities 4. Financial Services. Financial institutions: Financial institutions are the intermediaries who facilitates smooth functioning of the financial system by making investors and borrowers meet. They mobilize savings of the surplus units and allocate them in productive activities promising a better rate of return. Financial institutions also provide services to entities seeking advises on various issues ranging from restructuring to diversification plans. They provide whole range of services to the entities who want to raise funds from the markets elsewhere. Financial institutions act as financial intermediaries because they act as middlemen between savers and borrowers. Were these financial institutions may be of Banking or Non-Banking institutions. Financial Markets: Finance is a prerequisite for modern business and financial institutions play a vital role in economic system. Its through financial markets the financial system of an economy works. The main functions of financial markets are. To facilitate creation and allocation of credit and liquidity; 2. to serve as intermediaries for mobilization of savings; 3. to assist process of balanced economic growth; 4. to provide financial convenience Financial Instruments Another important constituent of financial system is financial instruments. They represent a claim against the future income and wealth of others. It will be a claim against a person or an institutions, for the payment of the some of the money at a specified future date. Financial Services: Efficiency of emerging financial system largely depends upon the quality and variety of financial services provided by financial intermediaries. The term financial services can be defined as activites, benefits and satisfaction connected with sale of money, that offers to users and customers, financial related value. Pre-reforms Phase Until the early 1990s, the role of the financial system in India was primarily restricted to the function of channeling resources from the surplus to deficit sectors. Whereas the financial system performed this role reasonably well, its operations came to be marked by some serious deficiencies over the years. The banking sector suffered from lack of competition, low capital base, low Productivity and high intermediation cost. After the nationalization of large banks in 1969 and 1980, the Government-owned banks dominated the banking sector. The role of technology was minimal and the quality of service was not given adequate importance. Banks also did not follow proper risk management systems and the prudential standards were weak. All these resulted in poor asset quality and low profitability. Among non-banking financial intermediaries, development finance institutions (DFIs) operated in an over-protected environment with most of the funding coming from assured sources at concessional terms. In the insurance sector, there was little competition. The mutual fund industry also suffered from lack of competition and was dominated for long by one institution, viz. , the Unit Trust of India. Non-banking financial companies (NBFCs) grew rapidly, but there was no regulation of their asset side. Financial markets were characterized by control over pricing of financial assets, barriers to entry, high transaction costs and restrictions on movement of funds/participants between the market segments. This apart from inhibiting the development of the markets also affected their efficiency. Financial Sector Reforms in India It was in this backdrop that wide-ranging financial sector reforms in India were introduced as an integral part of the economic reforms initiated in the early 1990s with a view to improving the macroeconomic performance of the economy. The reforms in the financial sector focused on creating efficient and stable financial institutions and markets. The approach to financial sector reforms in India was one of gradual and non-disruptive progress through a consultative process. The Reserve Bank has been consistently working towards setting an enabling regulatory framework with prompt and effective supervision, development of technological and institutional infrastructure, as well as changing the interface with the market participants through a consultative process. Persistent efforts have been made towards adoption of international benchmarks as appropriate to Indian conditions. While certain changes in the legal infrastructure are yet to be effected, the developments so far have brought the Indian financial system closer to global standards. The reform of the interest regime constitutes an integral part of the financial sector reform. With the onset of financial sector reforms, the interest rate regime has been largely deregulated with a view towards better price discovery and efficient resource allocation. Initially, steps were taken to develop the domestic money market and freeing of the money market rates. The interest rates offered on Government securities were progressively raised so that the Government borrowing could be carried out at market-related rates. In respect of banks, a major effort was undertaken to simplify the administered structure of interest rates. Banks now have sufficient flexibility to decide their deposit and lending rate structures and manage their assets and liabilities accordingly. At present, apart from savings account and NRE deposit on the deposit side and export credit and small loans on the lending side, all other interest rates are deregulated. Indian banking system operated for a long time with high reserve requirements both in the form of Cash Reserve Ratio (CRR) and Statutory Liquidity Ratio (SLR). This was a consequence of the high fiscal deficit and a high degree of monetisation of fiscal deficit. The efforts in the recent period have been to lower both the CRR and SLR. The statutory minimum of 25 per cent for SLR has already been reached, and while the Reserve Bank continues to pursue its medium-term objective of reducing the CRR to the statutory minimum level of 3. 0 per cent, the CRR of SCBs is currently placed at 5. 0 per cent of NDTL. As part of the reforms programme, due attention has been given to diversification of ownership leading to greater market accountability and improved efficiency. Initially, there was infusion of capital by the Government in public sector banks, which was followed by expanding the capital base with equity participation by the private investors. This was followed by a reduction in the Government shareholding in public sector banks to 51 per cent. Consequently, the share of the public sector banks in the aggregate assets of the banking sector has come down from 90 per cent in 1991 to around 75 per cent in2004. With a view to enhancing efficiency and productivity through competition, guidelines were laid down for establishment of new banks in the private sector and the foreign banks have been allowed more liberal entry. Since 1993, twelve new private sector banks have been set up. As a major step towards enhancing competition in the banking sector, foreign direct investment in the private sector banks is now allowed up to 74 per cent, subject to conformity with the guidelines issued from time to time. Conclusion: The Indian financial system has undergone structural transformation over the past decade. The financial sector has acquired strength, efficiency and stability by the combined effect of competition, regulatory measures, and policy environment. While competition, consolidation and convergence have been recognized as the key drivers of the banking sector in the coming years

Brave New World And The Giver free essay sample

: Similar Yet Different Essay, Research Paper When one examines the similarities between Brave New World by Aldous Huxley, and The Giver by Lois Lowry, they may be baffled. They may believe that Lowry merely did a tally off of Huxley # 8217 ; s extremely successful chef-doeuvre. The similarities are extraordinary, but so are their differences. Many facets of these novels are about indistinguishable while others are wholly foreign to each other. Both of these novels feature construction societies, but the societies are non the same. In Brave New World, there are no households or definite spouses, but neither society believes in love or true household. The Giver has no specific caste system, but the members of their community do non hold control of their ain hereafter ; that is left to the seniors. Last are Jonas and John. They are fundamentally the chief characters and both endure terrible inner problems, but are they similar plenty to do the novels similar? In Brave New World, there is decidedly a caste system of community members. We will write a custom essay sample on Brave New World And The Giver or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Each degree of society supports to themselves. They work and live harmonizing to how they were conditioned. They do non hold a certain regulation on manners or behaviour ; they are promiscuous and, for the most portion, surpassing. The characters in Brave New World do non cognize the significance of the universe love. They do non hold the slightest intimation of what it is like to hold a household ; the thought of parents and childbearing repulse them. The Giver has a society that believes in holding households for stableness, but they do non believe in love. The word is wide and meaningless. When Jonas asked his parents if they loved him, they laughed and told him to be more specific because linguistic communication is everything. Do they bask him? Yes. Are they proud of him? Yes. But do non utilize the word love! On the issue of childbearing, they see it as a profession without award. They do non hold their ain kids, their kids are chosen for them. They do non turn up with their h ouseholds for long ; when they turn a certain age, the contact with their parents comes to an terminal. The characters in Brave New World live merrily ( and doltishly ) in their ain small caste systems. They are wholly unmindful to anything outside their ain small universes. They are put into a profession harmonizing to their caste system and their conditioning. They know nil about any other occupation in the community ; they do non even know the ground for what they do, the Y merely make it. They have perfectly no say in what they want to be or where they want to suit in. They are conditioned and trained from their beginning to make what they were made to make. The Giver portrays a spot more freedom during occupation choice. When the kids reach the age of eight, they are given four old ages of voluntary work before their occupations are selected. The seniors take into deep consideration the picks of voluntary work that the kids have chosen. They attempt to do witting picks of callings for the twelve-year-olds. The seniors make about every pick that needs to be made in the community. In Brave New World, Mustafa Mond makes the ultimate picks. When reading Brave New World, one will rapidly recognize that John go the chief character. One is able to associate more to John than any other character in the book. He is stricken with interior battles that may be impossible to modern society. He does non cognize whether or non to conform to his new milieus or to follow the ways of his past life on the barbarian reserve. He is overwhelmed by all of the wonder and is unable to pass on his jobs to anyone who would understand. His emptiness and feelings of guilt thrust him to suicide. In The Giver, Jonas is plagued by about the same jobs. He knows excessively much and is forbidden to portion his jobs and feelings with anyone but the Giver. Jonas feels that he is excessively immature and immature to digest all of this personal battle and disregarded memories. He wants to be released without being released by society # 8217 ; s manner. He leaves, and to my reading, dies. Both John and Jonas were non mentally equipped to manage the stat e of affairss they were confronted with. While many may non detect the similarities or differences in Brave New World and The Giver, they are rather obvious. While one society is repulsed at the yesteryear, the other merely erases it from memory and it is neer spoken of. Neither society believes in love or household, but there are elusive differences in their beliefs. While The Giver has no definite caste system, they have certain processs for degrees of society. John and Jonas are similar characters who are confronted with interior convulsion and happen their ain ways out. Weather New World and The Giver are fantastic plants of art that are highly close in plot lines. Whether one believes that they are similar or different, it must be said that the resemblances are about chilling.

Marketing Profile of Gateway essays

Marketing Profile of Gateway essays Gateway, Inc., founded in 1985, started with two people working out of an Iowa farmhouse. Gateway, Inc. has grown rapidly since it went public 8 years after the company started. Today, Gateway is a 7.5 billion Fortune 250 company that has 19,000 people on its payroll and prides itself on building lifelong relationships with its customers. Gateway has risen to power based almost solely on its innovative marketing technique and by sticking to their original philosophy to keep it personal, make it simple. Gateway, Inc. tries very hard to portray themselves as a small hometown business. One of the many ways it does this is by using the spotted cow motif. Across the United States, the black spots on the white background will almost instantly be recognized as a Gateway product. Gateway also started the trend of creating personalized systems. Each system is personalized for each client, from the consumer to the large business customer. Uniquely, Gateway sells PCs without the merchandise, which in turn gives the consumer more options. Gateway advertises actively on all forms of media. Their television promotional campaigns seem largely focused towards the middle class family. Depicting each member of the family using the computer separately. They offer complete computer packages, with software and internet included for a reasonable price. Recently they have introduced the idea of being able to trade in your computer after a two-year period for the latest version. Global marketing is important to Gateway, they have active markets all over the globe and have opened manufacturing facilities in Ireland, Singapore, and Malaysia. In the US Gateway has focused on targeting Hispanics, the fastest growing group here. To attract this target audience, Gateway is running advertisements in Spanish, adding bilingual sales and technical staff, and offering computers equipped with Spanish software and keyboards. One of the main reasons Ga...

Human Resource Strategy and Organizational Vision and Goals Essay - 2

Human Resource Strategy, Organizational Vision, Goals - Essay Example Since employees are the pillar of the organization, the role of human resource management becomes crucial in the employment of its workforce. In the emerging challenges of the changing business equations, when the labour deployment is undergoing quantitative and qualitative transformations, HR strategy needs to be redefined to create versatility and flexibility of the contemporary work environment. The rapid globalization and technological advancement of the recent time have greatly revolutionized the labour processes. With the advent of technology, the collective production has become more complex. There is a significant paradigm shift in the technical division of labour from direct to indirect model that is focused on regulation, administration, improvement and innovation to meet the challenges of the changing time. The human resource being central to the organizational visions and goals, HR leadership initiatives become a crucial factor for creating and organizing an effective workforce that is able to make the valuable contribution of promoting a sense of togetherness and collective responsibility that reflects in the increased output and improved performance outcome of the organizational goals and objectives. Julie Beardwell and Tim Claydon, in their book, have asserted that the theoretical concept of human resource management has become ‘fuzzy concept’ with abstract empiricism and needs to be looked from a wider perspective of providing the invaluable human capital that can meet the challenges of the rapid globalization and advancing technology. (Beardwell, Claydon, 2007). With the global competition becoming increasingly stiff, the specifications of the job are becoming less rigid and changing the overall perspective of job criteria and employment. The compulsions of the present times require versatility in the working force. Individuals and firms must embrace the culture of multi-skilled professionals that are able to meet the challenges with efficiency and unmatched proficiency.  Ã‚  

School Uniforms A Necessity or Just Another Extreme Policy Essay

School Uniforms A Necessity or Just Another Extreme Policy - Essay Example Though some might disregard it as trivial, yet the reality of the matter is that this very issue decides the basic foundation of our society and its regimentation. The issue that this paper would seek to analyze would be that of school uniforms; are they actually a necessity or just another ploy to keep the society in check. Whether it is in fact actually a matter of extremity of regulatory behavior or something that can hold the society fundamentals in place. School uniforms as we all are aware are common to many nations across the globe; used mostly in the primary and secondary schools. While the most widely recognized are those which are worn by students at schools, other types can be occupations such as nursing etc. If one was to examine the dress code itself, the normal pattern has been that of wearing clothes of more passive nature. In the United States, the scenario is such that though many schools do not have uniforms per see, they do have regulated dress code. The dress code limits the amount of skin that can be exposed. The limitations can be found for such garments that either have holes in them, or are obscene, gang-related or even unsafe in certain cases.( Millikan) However, certain elements of what this standardization has to be analyzed and studied before deciding the fate of these uniforms. As this paper would go on to prove, the requirement of today is the existence of these uniforms. The society of today has been considerable weakened by negative influences and such uniforms are required in order to hold together the foundations of our society. In the private schools such as the Catholic ones uniforms can be found as a common aspect.( Millikan) The above details highlight the fact that though there are none of the stringent uniform codes, schools still sticks to certain standards. The reasons behind are due to the government's requirements to create such a society in which acts of violence, obscenity are controlled. The American society is a society which strongly believes in the rights of its citizens ,at the same time, these rights are regimented within certain boundaries and by instilling these values form the primarily level, the governments hope achieve to goal. (The Star online,2008) The above paper has merely examined the sort of practices that prevail regarding the use of uniforms and the variations that can occur due to the type of control and interest that is exhibited by the government. Now, regarding the question of how efficient a role these school actually play as a tool of necessity or a weapon to subdue the masses from the foundation; a study which was published by David Brunsma and Kerry Rockemore states: "The findings indicate that school uniforms have no direct effect on substance use, behavioral problems or attitudes". (Brunsma & Rockemore 1998) This paper will go on to prove contrary to the above findings that school unifo

Physical Activity and Energy Pathways Coursework

Physical Activity and Energy Pathways - Coursework Example When I make healthy everyday exercise choices, I tend to make better food choices. Fruits and vegetables replace candy bars and chips in my diet when I am making better food choices. In my mind, I feel exercise should not be sabotaged by poor food choices. This affects my social activities as well. Instead of going to the movie with friends and family, I chose to do more physical activities. For example, I will go bowling or skating. I like to be more active. This is all due to my effort to walk a couple of miles a day. The three fitness activities in which I have been involved and in which I will describe Energy Pathways will be running, swimming, and tennis. The three Energy Pathways are ATP-CP, LA, and O2. ATP-CP can be defined as Adenosine Triphosphate which is a chemical compound formed with the energy released from food and stored in all cells, particularly muscles. The energy released by the breakdown of this compound can make the cells perform work. The breakdown of ATP produces energy and ADP. CP or Creatine Phosphate is a compound stored in the muscle, which when broken down aids in the manufacture of ATP. The combination of ADP and CP results in ATP. LA or Lactic Acid is a fatiguing metabolite of the lactic acid system caused by the incomplete breakdown of glucose. O2 is when in aerobic running ATP is produced from food mainly fat and sugar. This system produces ATP in abundance and is the prime energy source during endurance activities. When endurance running the Energy Pathways used are 10% ATP-CP and LA, which occurs in the first 1-45 seconds. The LA-O2 Energy Pathways are used 20% in the 45-120 seconds. The O2 is used 70% for the rest of the activity. During swimming the Energy Pathways used are 10% ATP-CP and LA, which occurs in the first 1-45 seconds. The LA-O2 Energy Pathways are used 20% in the 45-120 seconds.

The Purpose Of Transformational Leadership

The Purpose Of Transformational Leadership What is leadership? In the world today, people are getting neglect of the word leadership and abuse the power of the leadership. Few examples of abuse power such as screaming at staff, threatening the staff, setting excessive expectation and demands from staff. When leaders are not using their power correctly, it might lead to a way of bullying. Leadership is a motivating process whereby he or she influences a group to achieve a common goal (Williams McWilliams 2010). Good leaders help the team and direct them to the right way, when the team members feel motivated by their leaders, eventually they will try their best and contribute themselves in their own team. There are many types of leadership, the aim of this essay is to determine the difference between transformational leadership and transactioanl leadership. Transformational leadership define as an approach where it brings changes in a group or team. It is carried out by motivating members of the group to achieve beyond what they could otherwise do. The purpose of transformational leadership is to change and improve a team and transform into a better team to perform better in their work. Besides managing daily work, a transformational leader also work their strategies out for their team to a better performance and success. Transformational leadership is positively related to performance (Jens Rowold, Anette Rohmann, 2009) Transformational leaders also set their targets to push their work team to a greater performance stages and in the time giving chances for personal and professional improvement for all members. A transactional leader motivates subordinates by exchanging rewards for services rendered ( Ming Alan 1990 ). In the other hand, transactional leadership is define as an approach where it requires an exchange process between the leader and followers. Rewards will be awarded to all members who excel in their performance and punishments will given to poor performers. A transactional leader uses disciplinary power and an appropriate amount of rewards to boost team members performance for the best result. Transactional point out that leaders motivate their followers by replacing their results with rewards. Transactional leaders usually only care and make sure everything goes successfully. Transactional leadership is positively related to performance (Jens Rowold, Anette Rohmann, 2009) Transformational leadership and transactional leadership are very important for leading a team to success. Transformational leadership are the point to strategic development of a business and helps to reach to success via the team-building skills and the vision of the leader. Transactional leader gives different benefit depends on their capability. Transactional leader deal with all the informations that collected together to set up a strong and powerful fame in a marketplace and yet maintaining the working team productivity at the best status.Burns (1978) argues that transactional leadership entails an exchange between leader and follower (Deanne et al. 1997). Followers receive certain valued outcomes (e.g. wages, prestige) when they act according to their leaders wishes (Deanne et al. 1997). The differences between transformational leadership and transactional leadership is transformational leadership offer beyond exchanges, rewards and punishment. It is said to have a closer supervisory relationship. For transactional leadership, it has a distant relationship and leaders are alert of the link between performance and reward. Other than that, transformational leadership creates a vision and may motivate followers to strive beyond what they could do, where it brings innovation whereas transactional leadership is more of a straight-forward approach by practicing standards. Moreover, transformational leadership is more active and forms new expectation in employees and transactional leadership is more responsive and the main point is dealing current problems. Furthermore, transformational leader not only stimulates employees to understand and settle the issues, it also creates a learning opportunities and motivate their employees to work smart for targets that go beyond self interest. Transactional leader encourages employees by setting aims and promising bonus for required performance. Tan Sri Anthony Francis Fernandes which also known as Tony Fernandes, is a perfect example of a transformational business leader in Malaysia. Tony Fernandes shown his transformational leadership qualities as a founder of Tune Air SDN BHD. Air Asia became successful and the best airline in asia after Tony Fernandes managing and handling it. This shows that Tony Fernandes is a great leader. The reason why Tony Fernandes is a great transformational leader because during work, he was totally commited to his followers and his business and approachable to the media. Besides that, he wore his companys official cap and T-shirt to most of the official function. He also gave his contact number to the media that he talked to and he did participated himself in an advertisement for his company. By this way he can tighten the relationship between his employees and himself. To be a good leader, brave to take a risk is not enough. Tony Fernandes also made a big changes in AirAsia. He gathered a lot of new and innovative ideas, example of travel insurance, medical care, online booking and etc. He also changed the original concept of the company and replaced with low-cost and no-frills strategy. Directly, this will lower the value of chain. Several indicators has shown that the productivity of the company was excellent compared to the other low-cost market segment company. Tony Fernandes not only fight for his company, his own benefit and his profit, he also fight for environmental friendly as well. Because of him, AirAsia was fighting against paper waste and carbon emissions. In addition, Tony Fernandes succeeded in persuading his employees to unite on his project. He invested on the new aircraft and new type of fuel-efficient Airbus 320 to pull down the cost of maintenance and fuel. Because of that, the cost of marketing was also decreased and his effectiveness of the allocating channel which led him became a good leader towards his followers. He even convince his suppliers to purchase aircraft at a lower price compare with other companies. His performance led rapidly to major profit and this made his employees in the company faithful and loyal to him. From here, this shows that he was totally gained respectful and appreciated by his followers. In overall, transformational leadership nurture the importance of team work, mutual admiration and thinking. Leader should be more intructive, directive and authoritatibe. Type of leadership being used in an organisation does not really matter, what important is how one uses its leadership to achieve its goals and how one proves their productivity, efficiency and credibility.

The Great Gatsby: Gatsbys Illusion Of Himself Essay -- essays research

The Great Gatsby: Gatsby's Illusion of Himself F. Scott Fitzgerald's The Great Gatsby is considered a novel that embodies America in the 1920s. In it, the narrator, Nick Carroway, helps his neighbor Jay Gatsby reunite with Daisy Buchanan, with whom he has been in love with since 5 years before, during World War I. The affair between the two fails, however, and ends in Gatsby being shot and killed. The reason that this was inevitable is that Gatsby created a fantasy so thoroughly that he became part of it, and he fell with it when reality came crashing down. The basis of all of this is Gatsby's obsession with Daisy and with meeting her. He did not want to deal with the reality that confronted him upon returning from the war. Fortunately, he had "an extraordinary gift, a romantic readiness," and he found in Daisy someone to focus this on. She is perfection to him, something for which he can strive, so he puts all of his energy into finding her again. He uses his inherited money to travel around the country, searching; when he runs out, he goes into the drug business, then oil, then liquor. He clips out articles about Daisy from every newspaper he can find; he buys a huge, romantic house that he hopes will merit her approval. The parties that he throws every night in hopes that she will come become almost famous for their extravagance and the variety of people that come. A resu...

Freudian Theory in “Lord of the Flies” Essay

â€Å"The Lord of the Flies† by William Golding is a social experiment with a twist. It is executed by isolating young boys on a deserted island. They arrive on the island because their airplane was shot down while they were trying to escape a bombing in England. The boys are young so they have not been completely molded by society; therefore they have room to deviate quickly. The isolation removes the blinders of civilization and the true identity of the boys and human nature is revealed. If the reader uses a Freudian approach to reading the novel one will find that Golding’s characters and conflicts follow Freud’s theories of the id, ego, and superego, thus making them more understandable. Studying the Freudian theory allows one to see Jack as the id, Ralph as the ego, Piggy and Simon as the superego, and why they clash. The famous psychologist Sigmund Freud developed a theory that uses people’s personality traits to classify them into three different categories of id, ego, and superego. Although every person contains all three of the forces, one can dominates. â€Å"For Freud, we are simply actors in the drama of our minds, pushed by desire, pulled by conscience† (Understanding the Id, Ego, and Superego in Psychology). This theory allows one to realize that people tend to exhibit behaviors of their category. The id is the primal force of desires and needs. Impulse is controlled by the id. It can be compared to the devil on the shoulder of cartoon characters, and Mr. Hyde. Some people do not keep the id in check so it dominates their personality. Signs of the id are forceful speech, physical expression, and emotional outbursts. Read more:  Ralph quotes lord of the flies essay The ego is the mediator between the id, the superego, and the external world. Ego is the negotiator between desires and morals. Negotiations with the id help it get what it wants without causing too much damage. It also tries to harness the power of the id to achieve things by regulating it. People that have ego personalities want to please everyone; they tell people what they want to hear. The superego is the moral judge and conscience. â€Å"While the ego negotiates with the id, trying to prevent another tantrum, the superego judges the performance† (Understanding the Id, Ego, and Superego in Psychology). Usually the superego’s morals and standards come from figures of authority or society. Most importantly the superego is not affected by impulse or others. Each of the characters in Lord of the Flies each embodies  a certain force which is why they can not work with each other. Jack is a boy who gets angry quickly, acts on his desires, has emotional outbursts, and enjoys hunting and killing, he obviously embodies the id. These traits are a result of the id not being kept in check inside of ones self. Blushing is a sign of Jack’s anger, which happens every time his pride is wounded; â€Å"Jack’s face disappeared under a blush of mortification† (Golding 23). Jack becomes angry so often because he does not censor his emotions. He always does whatever he feels like. The main things that Jack likes to do are hunt and kill. He is driven to do it and his â€Å"compulsion to track down and kill that was swallowing him up† (47). This is very primal and the desire to kill shows his lack of conscience. Since he becomes obsessed with hunting he also has a bloodlust. Sometimes Jack burst out in emotion some times happiness; â€Å"He [Jack] began to dance and his laughter became a bloodthirsty snarling† (Golding 58), and sometimes anger; â€Å"I’m going up the mountain. The words came from Jack viciously, as thought they were a curse† (Golding 119). Jack bursts out because he wants to make it known that he will do whatever he wants, and no one will get in his way. The biggest conflict caused by Jack clashing with the other forces is his separation from the tribe and the creation of his own faction. Jack cannot coexist with the other boys because of his id state. He does not want to be governed so he leaves; â€Å"I’m not going to be part of Ralph’s lot─ I’m going off by myself† (Golding 127). He leaves because his id was under constant scrutiny by the ego and superego of the tribe, so he acted on an impulse. This causes conflict because he takes almost all of the boys with him. Later the same boys kill Simon and Piggy, and hunt down Ralph. Although the id can be beneficial, without the checks from the other forces nothing productive or any long term good can come from it. Ralph is the islands leader he seeks the approval of every one, he is highly influenced by the superegos, he is the only one who can reason with the id, and he can use the id to his advantage, therefore he can be classified as the ego. The ego is the only mediator between id and superego. Ralph strives for the approval of the other boys. He says things that will make them look up to him; â€Å"He’s [Ralph’s father] a commander in the navy. When he gets leave he’ll come and rescue us† (Golding 13). He says things like this because he thinks if he does the boys will like him more. Some things that Ralph wants to do come from the suggestions of the superego; â€Å"The first thing we ought to have made was shelters down there by the beach† (Golding 45). This influence from the superego becomes Ralph’s goal. This happens because he is ego; the id would not heed the suggestions of the superego. Ralph is the only one who can negotiate with Jack, who is the id. When Jack does not become chief, Ralph negotiates and gives him the consolation of having an army of hunters; â€Å"The choir belongs to you of course. They can be an army─ Or hunters─ They could be† (Golding 23). He is able to make sure that the id does not go wild or revolt by offering it other choices. Ralph uses Jack to help him keep a fire; â€Å"We’ve got to have special people for looking after the fire. Any day there could be a ship out there.† â€Å"Ralph I’ll split up the choir my hunters, that is into groups, and we’ll be responsible for keeping the fire going† (Golding 43). Ralph is using the ego’s influence on the id to accomplish a goal. The gradual breakdown of the tribal assemblies is caused by Ralph being the ego. He is not assertive enough as a leader an d is overly concerned with the influence of the superego. He is also worried about what people think of him and if he is making them happy. The ego kept order on the island longer than it would have lasted if it was not present. Simon and Piggy are the only boys that bring morals and the values of society to the island, they act as the superegos. Piggy often reminds the boys of the grownups and the rules of where they came from; â€Å"What’s grownups going to think?† (Golding 84). He does this because his superego cannot stand rules being broken. He constantly reproaches their behavior and tries to invoke rules. Simon displays more of a moral value; â€Å"Then, amid the roar of bees in the afternoon sunlight, Simon found for [the littluns] the fruit they could not reach†¦[and] passed them back down to the endless, outstretched hands.† (Golding 51). He does what is thought of as good and right. He is superego but not in the way piggy is. Piggy’s superego conveys rules, Simon’s conveys morals. Piggy and Simon are both killed because they are superego. The id cannot tolerate the blocks of value set up by superego, so it seeks to destroy them. With the superegos out of the way the id has  more freedom to do what it pleases. The superego is vital for a functioning human or society, without it a breakdown will quickly begin to transpire. Golding’s characters clearly represent Freudian forces. Since each is a different force many conflicts arise. The conflicts would not necessarily have happened if the characters were not set into specific roles. This all makes sense because of the Freudian theory. Golding’s novel demonstrates that in order for civilization or a human to prosper there must be a balance of the Freudian forces. The island lacks a balance of desires, rules, and the pleasing others, which are an essential part of the functioning mind or society, thus the island breaks down. Works Cited: Golding, William. Lord of the Flies. New York: Berkley Publishing Group, 1954 â€Å"Understanding the Id, Ego, and Superego in Psychology†. Dummies. Wiley Publishing, Inc. 5 Nov. 2005 â€Å"Ego, superego, and id†. Wikipedia. 5 Nov. 2005. Ayres, Robert. â€Å"Lord of the Flies Lecture†. Epic333. 5 Nov. 2005.

Earning Money in the Beginning Readers and Chapter Books Market

Earning Money in the Beginning Readers and Chapter Books Market Writing beginning readers and chapter books has been the bread and butter of my career. Over the years, I’ve written more than 400 beginning reader stories that have been published in a variety of formats including a bestselling book with Scholastic Teaching Resources, 25 Read and Write Mini-Books That Teach Word Families. This book of 25 reproducible beginning reader stories has sold over 250,000 copies to date. If you’d like to try your hand in this field that is full of variety and fun, here is an overview of some of the opportunities available. Trade Book MarketDr. Seuss invented beginning readers in the trade book market with his book, The Cat in the Hat. Since then most of the big publishing houses have developed their own line of beginning readers. This market is tight, but not impossible to break into. For example, if you’re represented The Educational MarketTeachers as well as homeschooling parents use beginning readers in the form of mini-plays, mini-books, and reproducible stories. They can photocopy these and put them in the hands of their students to help them learn how to read. Visit your local teacher’s supply store to look for publishers such as Creative Teaching Press who publish books of reproducible beginning readers for teachers. Search on Amazon see more examples of their stories using the â€Å"Look Inside† feature. The ESL MarketThere is a variety of opportunity to earn income writing for the English as a Second Language (ESL) market. Publishers for this market need beginning reader materials in a wide range of formats for students from preschool through adult. To learn more about exciting opportunities available to writers of all levels, explore sites such as: TESOL at www.tesol.orgESL Magazine at www.eslmag.comELT Journal at http://eltj.oxfordjournals.org/ Readers TheaterWith the nation-wide focus on teaching children to read along with the development of the Common Core State Standards, publishers are seeking to provide resources such as readers theater plays for educators to use. Readers theater plays can be read aloud while students sit in their seats and don’t require a stage, costumes, or a director. Publishers such as Libraries Unlimited and Lerner are often on the lookout for adding more of these book titles to their product line. Children’s MagazinesMany children’s magazines feature some type of beginning reader story. From rebuses to repetitive stories to readers theater, there are a variety of formats you can submit to magazines in order to start gaining experience writing for and building published credits in the beginning readers market. When I first started writing for the beginning readers and chapter book market, I didn’t know the first thing about the opportunities available or the techniques needed to write a manuscript or land a contract. Yet writing for this market became a solid source of income over my career. If I can learn how to experience success, you can, too! Explore the possibilities. Go ahead and give this market a try.

How Managers Should Treat Employees

How Managers Should Treat Employees Introduction Increased productivity is a major goal for all organizations and companies. This is especially the case in the current economic environment where a lot of competitive forces exist and each business has to look for means to avoid being forced out of the market. The management of an organization is critical in ensuring that the goals of increased productivity are met.Advertising We will write a custom research paper sample on How Managers Should Treat Employees specifically for you for only $16.05 $11/page Learn More Managers are the individuals who are charged with the important task of organizing the human resources of an organization to ensure growth and development (Pugh Hickson, 2007). However, these managers have to work through employees so as to accomplish organizational goals. It is therefore in the best interest of the manager to ensure that the employees are successful in their tasks. Invariably, they act in differing ways in their que st to get increase employee productivity. While some are aggressive and stern, others are caring and set out to command the respect of their employees. Each approach used by the manager has different outcomes since the manner in which managers treat their employees affects the output obtained from them. This paper will set out to demonstrate that a manager who is considerate and respectful to his employees will get higher productivity than one who engages in aggressive behavior towards his staff. The paper will also suggest leadership styles and other approaches that managers can use to increase employee productivity and therefore aid in the increased profitability of the organization. Effects of Aggression on Employees Positive effects Aggressive behavior by the manager can at times yield in improved employee performance. This is because such behavior will prompt the employees to act in a desirable manner. For example, a manager can make use of negative consequences so as to modify the behavior of his employees to what he/she sees as desirable. This desirable behavior will ideally result in higher productivity for the organization. Fournies (1999) reveals that punishments work since employees will be keen to decrease the frequency of the behavior that brings about the negative consequence. People who receive negative consequences become more apprehensive and are therefore more likely to avoid making future mistakes. The manager will also benefit from using punishments since other employees are less likely to engage in the behavior that brought about punishment to their co-worker.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Fournies (1999) asserts that it is sometimes necessary for the manager to be strict and uncompromising with his staff. Such a stance might be necessary when the manager is fulfilling Fayol’s commanding role which is th e process of â€Å"maintaining activity among the personnel in order to obtain the optimum returns from the employees (Pugh Hickson, 2007, p.145). In this role, the best results are achieved if the manager is able to push his staff to work according to set schedules. The manager might find it necessary to be strict and stern so as to obtain the best results. Being stern may also be productive when the manager wishes to express the severity of a situation. Negative Effects Using punishments will decrease the frequency of the behavior that is causing the punishment (which is undesirable) to the employees. However, using punishments to modify the behavior of employees may have some negative repercussions. Fournies (1999) demonstrates that punishments may cause employees to react aggressively by holding work back, causing disruptive actions or even sabotaging work performance. These actions by the employees will be aimed at reducing performance and therefore injuring the boss or his/h er reputation. Fournies (1999) suggests that instead of using punishments to modify employee behavior, it would be more beneficial to use positive reinforcement to increase the desirable employee behavior. Managers who display aggressive, belittling and blaming behavior towards the employees under their command obtain devastating effect. Research indicates that such behavior results in increased job dissatisfaction and it might also lead to high turnover rates among employees. In addition to this, employees engage in deviance behavior which is primarily aimed at hurting the reputation of the aggressive boss. Donaldson-Feilder, Lewis and Yarker (2011) go on to reveal that aggressive behavior by managers results in a range of psychological outcomes such as anxiety, depression, burnout and somatic health complaints in the employees. Such outcomes further reduce the performance of the employees and therefore reduce the overall productivity of the organization. Effects of Considerate Tre atment Genuine concern for the employees by the manager will increase the productivity of the workers significantly. Research by Kellerman (2007) demonstrated that when managers showed concern for their staff, the staff reciprocated by increased productivity. The reason for this is that all employees at some point experience levels of stress and even de-motivation as they carry out their work.Advertising We will write a custom research paper sample on How Managers Should Treat Employees specifically for you for only $16.05 $11/page Learn More When the manager shows concern, the employees feel that he/she can identify with their circumstances. They will therefore be more willing to be guided by such a manager and work hard to achieve the set goals and objectives. Another considerate treatment that the manager can use to increase employee productivity is to show consideration for work-life balance. Employees suffer from conflicts between work and non-work res ponsibilities with such conflicts resulting in stress and burnout. Donaldson-Feilder et al. (2011) reveals that stress and overwork are increasing in prevalence among today’s workforce. Anderson et al. (2002) demonstrates that stress and burnout result in cognitive difficulties and lead to decreased performance of the employees. Work-life balance has therefore gained great significance since this stress and overwork has a negative impact on the productivity of the workers. Research indicates that provision of work-life practices has the potential of generating positive attitudes by the employees towards the manager and by extension the organization (Donaldson-Feilder et al., 2011). When employees perceive that the manager is treating them fairly, the social exchange theory explains that they will feel obliged to reciprocate by engaging in behavior that is beneficial to the manager. They will therefore be more willing to increase performance and therefore achieve set organizat ional goals. Approaches for increasing production Managers are tasked with marshalling the organizations’ resources to accomplish some goals and it is therefore imperative that they be able to make sure that their employees have a high degree of motivation in their performance. Motivation is defined by Martocchio (2005) as â€Å"the process of arousing, directing and maintaining behavior towards a goal (p.22). An important point to consider is that motivations should not only be restricted to monetary benefits. While it is true that money is the core motivating factor for many employees, there are other important aspects that employees look at.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Donaldson-Feilder, et al. (2011) suggests that many employees are also concerned about their professional growth. A manager who considers this will take on a mentoring role to the employee and also ensure that the employees are provided with schedules that improve and encourage growth. Managers should also engage in regular evaluations of the performance of their employees. These evaluations should be aimed at improving the productivity of individual employees. It is therefore critical for the manager to provide feedback on the evaluations to the staff. Moss and Sanchez (2004) reveal that the manner in which the manager delivers feedback determines whether it will aid or hinder improvement. While failures are bound to be observed in employees, this should be seen as learning opportunities. The manager should therefore try to capture and reveal to the employee the lesson behind any failure (Moss Sanchez, 2004). The manager should ensure that there are set performance standards which the employees should seek to achieve. Performance evaluations should then be measured by these set standards as opposed to comparing employees’ performances against each other. Donaldson-Feilder et al. (2011) note that there are times when a manager may feel overwhelmed and fail to control their negative emotions to the team. In such a situation, it is crucial for the manager to be honest and communicate with the employees what happened. Even more important is that the manager should have the capacity to take responsibility and apologize for their behavior. Apologizing for poor behavior will show employees that the manager is willing to take responsibility for his actions and it will reestablish the perceived integrity of the manager. Many performance problems are blamed on poor communication between managers and employees. Communication is critical for the success of all relationships and its prominence in organizations cannot be over emphasized. Lack of communication by ma nagers may cause low levels of morale among the staff (Fournies, 1999). This is especially the case when there are increased levels of uncertainty about what is going on in the organization. Through open and regular communication, the manager can boost the level of confidence that employees have in the organization and therefore foster positive attitudes. Most managers only talk to their employees when they are issuing instructions or when the employees have done something wrong. This makes it hard for employees to know when they have done a good job since the manager does not provide any feedback at such times. The level of engagement that employees have to the organizations is determined by communication. Kellerman (2007) demonstrates that managers who communicate to their employees on a frequent basis foster followers who are passionately committed and deeply involved in the organizational affairs. Managers should make use of motivating language so as to increase employee job sat isfaction and performance. Leadership Styles for Increasing Productivity A leadership approach that would be beneficial for increasing employee performance is transformational leadership. This style is highly favored by many Western nations and the transformational leader looks for â€Å"potential motives in followers, seeks to satisfy higher needs, and engages the full person of the follower† (Harris Nelson 2007, p.356). A manager who practices transformation leadership is able to not only steer the followers towards achieving set goals but also identify with their needs and concerns both at the job and outside. Such a manager is able to show consideration to his followers. This will require the manager to take on the role of a considerate leader that is; one who is able to show concern and respect for his followers. Donaldson-Feilder et al. (2011) articulate that this kind of leaders is able to look out for the welfare of his staff and express appreciation and support for their efforts. This leadership behavior is associated with many positive employee outcomes including: higher job satisfaction, reduced burnout and tension and most importantly, increased performance and productivity. In addition to this, research indicates that considerate behavior by managers has been consistently linked with improved employee well-being. The transactional leadership approach can also assist the manager to obtain superior results from his employees. Harris and Nelson (2007) define this form of leadership as one where the interaction between leaders and subordinates is characterized by a transactional exchange of rewards for services. The manager is about to offer rewards such as promotions, granting favors, and continued employment in exchange for continued good performance by the employee. This approach helps the manager to get the most out of employees since it clarifies to the staff what is expected of them (Harris Nelson, 2007). However, the manager should ens ure that the set goals are tangible, verifiable, and measurable. If the manager sets goals that are too aggressive, the employees will be discouraged and may therefore not even try to reach them. Creating Boundaries While it is important for the manager to establish a good relationship with the staff, it is important for work boundaries to be set. Without boundaries, the employees may fail to afford the manager the respect that is required for his/her to fulfill his managerial duties effectively. Donaldson-Feilder (2011) suggests that boundaries can be established by ensuring that employees follow protocol when they wish to bring up issues with the manager. In addition to this, the manager should be afforded the authority that comes with his position with the organization. In disputes between or among employees, the manager should act as the dispute handler. Conflicts are a reality in all environments where people are working together. Martocchio (2005) declares that while contentio us issues are bound to occur in all organizations, the way in which these conflicts are handled may influence the future success or failure of the organization. A manager who is skilled at conflict resolution will be able to reconcile fighting employees and therefore ensure that disputes do not hamper productivity. Conclusion The success of an organization depends on the productivity of its workforce. With this consideration, this paper set out to discuss how managers should treat employees so as to get more productivity from them. This paper has conclusively shown that managers who are aggressive and use punishment to try and increase performance from their employees fail. Instead, managers who establish relationships with their employees and make use of positive reinforcement are more successful in getting increased productivity. Transformational leadership and transactional leadership have been highlighted as two leadership styles that can be used to increase performance from emp loyees. The workplace is full of many stressful situations and an understanding and considerate manager will motivate his employees to increase their performance. The paper has underscored the important role that communication plays in motivating employees. By applying the approaches highlighted in this paper, the manager can increase employee performance and therefore achieve the desirable goal of increased organization productivity. References Anderson, S., Coffey, B. Byerly, R. (2002). Formal organizational initiatives and informal workplace practices: Links to work-life conflict and job-related outcomes. Journal of Management, 28(6), 787-810. Donaldson-Feilder, E., Lewis, R. Yarker, J. (2011). Preventing stress in organizations: how to develop positive managers. Boston: John Wiley Sons. Fournies, F.F. (1999). Coaching for improved work performance. NY: McGraw-Hill Professional. Harris, T.E. Nelson, M. (2007). Applied organizational communication: theory and practice in a glo bal environment. London: Taylor Francis. Kellerman, B. (2007). What Every Leader needs to know About Followers. Harvard Business Review, 85(12), 84-91. Martocchio, J. J. (2005). Research in personnel and human resources management. Washington: Emerald Group Publishing. Moss, S.E. Sanchez, J.I. (2004). Are your employees avoiding you? Managerial strategies for closing the feedback gap. Academy of Management Executive, 18 (1), 34-54. Pugh, D. Hickson, J. (2007). Great writers on organization. NY: Ashgate Publishing, Ltd.

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Community College vs. Universities Essay Have you ever wondered which is better, community colleges or universities? Making the big choice on furthering your education is a big decision, but making the choice between community college and a university is even harder. Well let me give you some ideas. The cost, location, environment, and how long it takes for someone to finish are a couple of things to take into consideration. When looking at colleges you have Community college prices and University prices. Neither have a pretty price tag, but when compared side-by-side there is a big difference. Tuition prices for Mitchell Community College vary between instate and out of state. The price for an in state student is seventy two dollars per credit hour, and for out of state students you are looking at two hundred and seventy two dollars per credit hour. The tuition cost for a university like UNC is alone eight thousand, three hundred and seventy four dollars for an instate student. An out of state student is facing a tuition cost of thirty three thousand, six hundred and seventy four dollars!! So ,you can see that there is a pretty big difference in cost. The cost for education can vary between individuals, and not everyone is in the same financial status. Some people have the honor to be granted scholarships, and some students may have to take out loans, and not every can apply for financial aid , so every individual situation varies when it comes to education cost and their form of payment. Something else to consider is the location of the college. Do you prefer to move away and pay for dorm room cost at a big university? Or does staying at home, and being closer to family sound something like you would do? Moving to a university dorm can be drastically different, you won’t be at home in your own bed. Instead you will find yourself in a tiny room with a small bed and no privacy; because, let’s not forget you will have that beloved roommate. Moving into a dorm can be challenging too because of limited space and it’s pretty costly too. Staying back home will save money on living costs and there won’t be as many long trips to take when it’s time to go home. So,this varies on a person’s form of lifestyle that they are looking for. If they  want the whole â€Å"College experienceâ€Å", then they should go for the dorm facilities. But many people are just trying to get an education and the last thing they have on their mind is paying for a dorm room. Community college and universities environments are very different! A community college is usually located in small towns and a lower number of students who are from the surrounding areas. In community colleges you will find more familiar faces and longtime friends etc. Once you step into a university you can find yourself in a whirlwind of strange faces and different people. That could be very difficult for anybody. It’s like starting all over again, having to meet new people and make new friends just to get by. In universities you will also find the famous Sororities, and we cannot forget the fraternities, and to be part of community like that you must fit in with that life style or all be the same, so I hear. In community colleges you can find a much more settled environment, there are no sororities or frat parties. You can find interesting clubs or study groups. In universities you see big college sport teams, and community colleges you can’t find any. Either, way if it’s a community college based environment or university, anybody can create awesome, long lasting bonds, relationships, and friendships.