Gulliver's Travels Essay Example | Topics and Well Written Essays - 500 words

Gulliver's Travels - Essay Example Laputa is a fictional island made out of a kind of marble, ‘adamantine’ - adamant means stubborn, an indication of the king (Your Dictionary 2009) - that hovers above a bigger island called Balnibarbi. Gulliver spends some time there, but is dismayed by the blinkered views of the inhabitants, who are good with technology, astronomy, mathematics and music, but have not developed practical skills and are not sociable. His time there is spent chatting with servants and women, who he considers less important. He lumps women of all times and places together as being ‘not limited by any climate or nation, and ... are much more uniform, and can be easily imagined.’ (Swift 2003) But they are ‘less valid’ than the ones who matter: the scientists and thinking men, who have no time for him. Thinking them rude, he decides to leave. He is allowed to go with a gift of ‘about two hundred pounds English’ a sum which indicates not only the time Swif t writes in, but also his inability to break out of the English mold: perhaps because he thinks of his audience, or perhaps because he is caught within that scope. All the fancy imaginings he uses are a conscious departure from the customs, politics, costumes and language he knew. Descending to the lower static island, Gulliver is appalled by the lack of development he witnesses during a tour of the capital, Lagado. Compared to the place he has just come from, it is backward, unkempt, disorganized and in disrepair: a real Dystopia, even though the Laputians had strange ways of doing things. In a place about ‘half the bigness of London’, the people below appear so strange, and the soil so uncultivated, that he asks questions of his guide, lord Munodi. It turns out the reasons behind the sorry state of Lagado is that laws were put in place to ensure everything was done the wrong way around, by the divergent government. Munodi takes Gulliver to his own estate, which in comparison, is extremely well run. ‘...

Articles of association Essay Example for Free

Articles of association Essay This sets out the rules for running the company. It contains the procedures for calling shareholder meetings, the number, rights, and obligations of directors, shareholder voting rights, and lastly details of how accounts will be kept and recorded.  Once these two documents have been agreed they are sent to Companies House (a government body that watches over limited companies). If everything is in order, the registrar of companies issues a Certificate of incorporation, which allows the company to start trading out makes the company a separate legal entity from the owners. Details of the directors and the secretarys intended address for the registered office as well as their personal details and information of other directorships they may have held within the last five years.  This must be signed after all the other documents as it confirms that all the other registration requirements have been fulfilled. This declaration must be signed before a solicitor.  Once all the forms are completed, they should be send to the companys house where they are checked for such instances as confirming that the prospective officers of the company are not on the disqualified directors list. How the ownership suits the business activity  Peacocks groups ownership suits their activity because they operate on a large scale by selling a wide range of goods like womens wear, (lingerie, night wear, swimwear, e-vie fashions), mens wear (jackets, shirts, ties, trousers), childrens wear (new borns, toddlers, babies), street wear, foot wear, home wear. With this, they employ more than 5000 personnel and trades from over 385 stores throughout the UK. The profits Peacocks receives from selling their goods is used to pay wages, and buying other products to be sold from the suppliers. Because Peacocks is a large company, it gets a lot of profits from different branches and can manage to sell a large number of products and also employ enough staff to maintain the smooth running of the business. Relationship between the size of the business and the type of ownership  Peacocks is a large business covering 110,000 square feet and has about 385 stores in the UK. It operates on a large scale and this is one of the reasons why it is a public limited company. It employs 5000 personnel to work for it throughout the UK.  The industrial sectors to which my businesses belong  The primary sector is concerned with the production or obtaining of raw materials. This includes occupations like farming, forestry, fishing and mining, and oil and gas drilling. For many products, such as fish fingers, this will be the first stage of production. The fish will be then sold on for processing at the secondary stage. The secondary sector deals with manufacturing, processing, construction, and assembly. This relates to manufacturers of consumer and industrial goods. A paper mill, a carpet factory, and a house builder are all found in this sector. Secondary industry processes the goods that come from the primary industry and turns them into something that people want. My two businesses, which are Peacocks, and Top Girl hairdressers both belong to the same industrial sector. They both belong to the tertiary sector, which is known as the service sector. The tertiary sector includes all the providers of services to businesses and to individuals, and can be divided into four sections. These are business services, financial and business services, transport and communication, retailing, distribution, hotels and catering. They belong to this sector because they provide services. Peacocks mainly provides retailing while top girl hairdressers provides hair styling. Top girl hairdressers also provides retailing but as a side activity. It sells a few hair products to its customers just in case they come to get their hair done without any products. They also provide information about maintaining hair. Peacocks sells womens wear, mens wear, home wear and childrens wear.Consultancy work is generally popular- tax consultants, management consultants, and computer consultants. Whenever there is constant, rapid change that affects business you will find that consultants are often used to advise how best to adjust to these. Recruitment agencies and selection consultants depend on the job market. When unemployment is high they may struggle, when employment is good and people are looking to change jobs regularly they benefit from increased business. Dont forget that recruitment agencies often specialise in temporary employment opportunities.  Security firms are becoming more and more popular. Certainly many retail organisations do. Security services are normally sub-contracted because this is more cost-effective than employing and managing specialised security staff.  Industrial cleaners are also sub-contracted. Your college probably buys in its cleaning services rather than employing cleaners. This has been a growth area for entrepreneurs in the past few years.  Secretarial services are generally less popular than they were several years ago. The use of computers and modern software packages means that many people can produce their own documents quickly and easily.

Employee Turnover Types, Theories and Effects

Employee Turnover Types, Theories and Effects In this chapter, the literature review is aimed to present the concept, models, theories and previous research to the causes and correlation of employee turnover. The contents focus on employee turnover, the factors that influence the employee turnover: personal characteristics, job satisfaction, organisational commitment and perceived alternative job opportunities. Employee turnover has been defined by Price (1977) as the movement of members across the boundary of an organisation. As Mobley (1982) defined that turnover is the voluntary cessation of membership in an organisation by an individual who receives monetary compensation for participating in that organisation. This definition emphasises voluntary behavior because primary turnover model seek to explain what motivates employees to withdraw from the workplace. Furthermore, this concept focuses on separation from an organisation and not includes accession, transfer, or other internal movements through an organisation. Moreover, there are many definitions in same perspective from many authors as Van der Merwe and Miller (1996) stated that employee turnover is a permanent withdrawal and also function of the person-work relationship. The authors emphasise that there should be a fit between the worker, the agency and the environment. If this fit is not present or available, turnover is likely to occur. This relationship is considered pervasive. It can be affected by any or all aspects of the job situation, both inside and outside the employing organisation. Lane (2001) described employee turnover as the result of both quits and layoffs and further states that some turnover is a result of jobs in one firm being destroyed and jobs in another firm being created and hence due to the reallocation of jobs across the economy in response to changes in product demand. From the descriptions above, the researcher could conclude that job turnover is when employees leave their employment permanently and the entrance of new employees to the organisation. That employee turnover can either be positive or negative, but all have a significant impact on productivity (Boxall and Baldwin, 2002) Types of employee turnover There are two different types of employee turnover in an organisation that many authors have identified the following types of employee turnover: Voluntary turnover Gomez-Mejia et al (1997) defined voluntary turnover as a separation that occurs when an employee decides for personal reasons to end the relationship with the employer. The decision could be based on the employee obtaining a better job, changing career, or wanting more time for family or the present job is unattractive because of poor working conditions, low pay or benefits, and bad relationship with supervisor. In most cases the decision to leave is a combination of having attractive alternative opportunities and being unhappy with aspects of the current job. Sims (2007) conceded that voluntary turnover occurs when an employee initiates the termination of their employment of their own free will. Quits is one type of voluntary turnover. Grobler et al (2002) defined quits as occurring when an employee leaves the organisation without giving the normal period of notice (e.g. one month). It is usually a sudden decision by the employee. Thus, it should be noted that quits can occur at any time and mostly when the organisation least expects it. This can be serious impact on the organisations total performance and productivity. Although organisation can not do much about employee quitting, they can try to determine the possible reason for leaving or for making that decision. Involuntary turnover Gomea-Mejia et al (1997) defined that involuntary turnover occurs when management decides to terminate its relationship with an employee due to economic necessity or a poor fit. The organisation or the employee cannot control this type of turnover. It is further stressed by the authors that involuntary turnover results in very serious and painful decisions that can have a profound impact on the entire organisation, espacially the employee who loses his or her job. Mkhize (1998) concedes involuntary turnover as when an employee is asked by the organisation to leave. Involuntary turnover represents employer-initiated job separations over which employee have little or no personal say, such as dismissal or layoffs. Sims (2007) also concedes that involuntary turnover arises when employment is terminated against the wishes of employees. Those authors from their definitions stress the fact that with this type of turnover is result from the employers decision rather than the employee. It mig ht be employers would not want to keep poor performers or excess manpower. The costs of employee turnover Kelly (2001) stated that employee turnover costs are the problem that most executives are aware of but do not acknowledge as a potential loss of revenue. A lot of disadvantages that are brought up by employee turnover are clearly evident in cost benefit analyses. Human resource mangers know that employee turnover is a major cost and significantly impacts an organisation (Irvancewich, 1994). Many managers refuse to face up to these costs, but they might be forced to do so when considering the various factors necessary to calculate the cost of employee wastage (Stewart,1998) According to Mitchell et al (2001), employee turnover imposes extensive cost both the individual and the organisation level. At individual level, it does not matter if the person leaves voluntarily to another job or is forced to leave and take a personal toll. For organisation level, the problem arises when leaving employees take their valuable knowledge and expertise gained through experience with them. This turnover leads to numerous costs for the organisation, such as: Exist interview time and administrative requirement Payout of unused vacation time Cost of temporary workers Overtime for co-workers Training costs Replacement costs, include advertising, processing of candidates, interviewing, selecting. Potter (2002) postulated that employee turnover is a critical cost driver for American business. The cost of retaining and filling vacancies, lost productivity from vacant jobs and cost of training new employees increase operational costs. Elements of the cost of job turnover very widely and depend on whether all cost elements are recognised. The author further identifies three primary elements of employee turnover costs that include the following; Staffing Costs Sometimes are referred to as cost per hire. These include the costs of recruiting job applicants (such as advertising or job board posting, screening applicants, personal search, service brokerage fees, relocation expenses and signing bonuses). Vacancies cost While a position is vacant the productivity of the former employee is lost and the productivity of the overall organisation is reduced as the remaining workers cope with being shorthanded. Jay (1998) referred to these as the temporary replacement costs of getting the work done while the post is vacant and can include overtime, temps and many others. -Training cost The replacement employees time, other employees time and valuable resources must be expanded to train each employee and to facilitate the transition because no new employee starts working at 100% efficiency. Jay (1998) added the induction costs to the training and refers to this as direct costs and pay during unproductive early stages. Stone (2002) maintained that this phase is the non-productive time because it is characterised by dislocation of the other employees work as the new employee tries to settle down and incurs the same view on the lost productivity. Thus, training costs includes an organisations expenditure to orientate and train replacements and opportunity costs caused by inefficient production. The further statement identified an extension of those elements as follows: Redeployment Redeployment of an existing labour force as a result of labour turnover involves extra costs as this creates vacancies in the system. Assimilation and efficiency lost cost incurred before the new employee is fully proficient. Relocation Costs These costs include hotel charges, direct disturbances allowance, for example legal fees, removal fees, house purchase assistance and temporal travel subsidy of the new employee. Leaving costs These costs are associated with creating the vacancy, the closing of the previous appointment, for example refunding, superannuation payments, etc. Ham Griffeth (1995) refered to the leaving costs as the separation costs and describe them as those that quitting produces directly. A good example is exit interviews that are conducted when the employee leaves the employer to determine the reason for leaving. The researcher conceded that high employee turnover in an organisation means increased recruitment, selection and training costs. It can also mean a disruption in the efficient running of an organisation when knowledge, experienced personnel leave and replacements use be found and prepared to assume a position of responsibility. Theories related to employee turnover Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. Generally, expectancy theory can be used to predict behavior in any situation in which a choice between two or more alternatives must be made. For example, it can be used to predict whether to leave or stay at a job and whether to try substantial or minimal effort at task (kreitner and Kinicki, 2001). Vrooms expectancy theory (1964) According to Vroom (1964), the strength of tendency to act in a certain way depends on the strength of expectancy that the act will be followed by a given outcome and on the value or attractiveness of that outcome to the actor. Motivation, according to Vroom, boils down to decision of how much effort to put in specific task situation. This choice is based on a two-stage sequence of expectations that are effort-to-performance and performance-to-outcome. First, motivation is affected by an individuals expectation that a certain level of effort will produce the intended performance goal. Motivation also is influenced by the employees perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Individuals are motivated to the extent that they value the outcomes received. There are three key concepts within Vrooms model, which are expectancy, instrumentality, and valence. Expectancy According to Vrooms expectancy theory, expectancy represents an individuals belief that a particular degree of effort will be follow by a particular level of performance. In other words, it is an effort-to-performance expectation which refers to a degree of effort to which individual feels that it will lead to achievement of desired goal (kreitner and Kinicki, 2001) Instrumentality Instrumentality is a performance to outcome perception. It represents a persons belief that a particular outcome is contingent on accomplishing a specific level of performance (kreitner and Kinicki, 2001) Valence Valence refers to the positive or negative values people place on outcomes. For example, most employees have a positive valence for receiving additional money or recognition. In contrast, job stress and being laid off would likely be negatively valence for most individuals. In Vrooms expectancy theory, outcomes refer to different consequences that are contingent on performance, such as pay, promotion, or recognition. An outcomes valence depends on a individuals need (kreitner and Kinicki, 2001) Peter and Edward Lawlers Expectancy Theory (1969) Lyman Porter and Edward Lawler III developed an expectancy theory of motivation that extended Vrooms expectancy theory. This theory attempted to identifies the source of peoples valences and expectancies and link effort with performance and job satisfaction. There are three key variables which are predictors of effort, predictors of performance and predictors of reward and satisfaction (kreitner and Kinicki, 2001). Predictors of effort Effort is a function of perceived value of reward which represents the rewards valence and the perceived effort to reward probability. Employees will exhibit more effort when they believe they will receive values rewards for task accomplishment. Predictors of performance Performance determined by more than effort. The relationship between effort and performance is contingent on an employees abilities and traits and role perceptions. That is, employees with higher abilities attain higher performance for a given level of effort than employees with less ability. Similarly, effort results in higher performance when employees clearly understand and are comfortable with their roles. This occurs because effort is channels into the most important job activities or tasks. Predictors of rewards and satisfaction Employees receive both intrinsic and extrinsic rewards for performance. Intrinsic rewards are self- granted and consist of intangible such as a sense of accomplishment and achievement. Extrinsic rewards are tangible outcomes such as pay and public recognition. In turn, job satisfaction is determined by employees perceptions of the equity of the rewards received. Employees are more satisfied when they feel equitably rewards. Finally, employees future effort to reward probabilities is influenced by past experience with performance and rewards. Models of employee turnover To reinforce the previous definitions of employee turnover Man Sararat (1984) stated that a labour force movement was a process whereby labourers would make decision in regard to where and when they would work. It means the labourers choose their own employers and locations where they will work, and may change their jobs and companies as many times as the wish. Personal characteristics The concept of personal characteristic The personal factors include individual qualities that can be viewed as personal traits the employee possesses and which are distinctive to the individual (Harmse, 1999). The author further asserted that it has to do with what and who the individual is within his total being and which guide his behavior or functioning. According to the researcher, the employees general outlook on life is one of the major factors that influence employee turnover. An employee with a high self-esteem, confidence in his or her abilities and with a positive outlook on life is more likely to stay than the one with a negative attitude. Thus, these factors are inherent in human behavior. The following are the personal factors that influences employee turnover as identified by different authors. Relationship between personal characteristics and employee turnover A large number of research studies have identified the importance of individual or personal characteristic factors as predictors of employee turnover (Arnold Feldman, 1982; Cotton Tuttle, 1986; Lee Mowday, (1987). Among the characteristics most commonly examined are age, education, and tenure (length of time a person has worked in an organisation) (McBey Karakowsky, 2000; Mowday, 1982) The personal characteristic differences had been identified as potentially important correlates of turnover. This was because gender and age may be important negative correlates of turnover intention and turnover (Thatcher et al., 2003). Various studies had attempted to look beyond the traditional relationship theorised between job satisfaction and voluntary turnover. Gleser (1990) states that sex, race and age variables should be considered since minority group may face discriminatory practices and may approach job satisfaction differently than more normative groups. Age and employee turnover Drafke and Kossen (2002) maintained that employee turnover typically increases with age. Older employees have more work experience. They have a better understanding of what work needs can satisfy and overall they have a more realistic view of work and life. Young employees have comparatively little or no job experience with which to compare their current jobs and because of this they are more likely to substitute the opinions of other people, their own beliefs about other peoples jobs and their own idealistic views of what should be their lack of experience. In another way, Younger employees had more entry-level job opportunities and few family responsibilities, thus making job mobility easier. They may also have inaccurate expectation regarding working, which are not fulfilled in their early jobs (Porter Steers, 1973; Wanous, 1980). Therefore, younger employees are more likely to terminate their employment than older employees. Furthermore, Mc McCullough (2002) who stressed that age is a widely known factor that influences employee turnover. The author further states that the younger employee, the stronger likelihood of employee quit. The longer that employee stays, the more turnover risk goes down. Similarly older employees are less likely to quit than younger ones, as younger ones are more likely to take employment risks and hop to other jobs. The author still concedes that research has confirmed that the older employee, the lower likelihood of quitting. Education and employee turnover Neither a strong nor a consistent relationship between education and turnover is evident in the literature (Mobley, 1979; Price, 1977). Since many turnover studies are based on individuals with similar educations, a relation between turnover and education is difficult to establish. However, Arnold and Feldman (1982) and Brief and Aldag (1980) stated that education is positively related to employee turnover. Wong et al. (1999) found that individuals with higher education levels are better informed of the alternative opportunities available in the external labour market. Managers with high educational qualifications, by virtue of their high employability, they are greater discretion in their choice to turnover. If mangers perceive that reward levels are not commensurate with education or human capital value and performance levels, it is likely that they will report a greater number of turnover cognitions (Trevor et al., 2007) Tenure and employee turnover According to streers (1997) and Mobley (1982), there are many research studies which suggest that a negative relationship exists between tenure and turnover. The research has indicated that relatively high turnover occurs among new employees (Mobley, 1982). It should be noted that tenure has been considered as a covariant of age (Bedeian et al., 1992; Kacmar Ferris, 1989), and consequently its influence is similar to that of age. As an employees tenure increases, the formal benefits (e.g. compensation and promotions) and informal benefits (e.g. status) also increase. Given these issues, employees with higher tenure are less likely to leave their organisation for fear of losing these benefits upon entry into a new organisation (Hellman, 1997). Job satisfaction The description of job satisfaction There are many authors define job satisfaction in the literature. Job satisfaction is influenced by economic factors such as pay, benefit and rewords as well as structural and procedural factors reflecting autonomy or fairness. Hersey and Blanchard (1993) defined the job satisfaction is a consequence of the past which refer to employees feeling about the reward they have received when comparison with work role input and its outcome. Robbins (1996) conceded that job satisfaction refer to a collecting attitude toward ones job which is different between the amount of rewards workers receive and the amount that they should receive. Mitchell et al (2001) stated that employees who feel satisfied with their jobs have a positive experience of their pay, supervision, chances for promotion, work environment, clear roles and met expectations. Furthermore, Weiss and Cropanzano (1998) stated that job satisfaction represents a persons evaluation of his or her job and work context. It is an appraisal of the perceive job characteristics and emotional experiences at work. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. In the same way, Schermerhorn et al (2000) define job satisfaction as the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to ones tasks as well as to the physical and social conditions of workplace. According to Locke (1976), job satisfaction is really a collection of attitudes about specific facets of the job. Employees can satisfy with some elements of the job while simultaneously dissatisfy with others. Different type of satisfaction will lend to different intention and behavior (McShane and Glinow, 2002). To access ones job satisfaction, five facets of job satisfaction should be measured following (Kreitner and Kinicki, (2001) : Work- itself (job) Harmse (1999) described a job as a position within an organisation depending on the scope of the organisation, which can be as small as one. The author still mension that it can also be viewed as a group of positions that are nearly as identical with respect to primary duties and tasks that are sufficiently similar to be included in less than one title. Kolen (1997) argued that a job is fully specified. Kolen (1997) defined the job as the kind and amount of work to be performed by a person or a piece of equipment within a given time period. The author still maintains that every well-conceived job definition should always consist of two parts namely: Job description- This is a detailed statement of the content of the job in terms of major tasks the sequence of those tasks and the conditions under which they will be performed. Mondy Premeaux (1994) described job description as a document that describes the tasks and responsibilities of a job and its relationships to other jobs. According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. . According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. The author further identifies the following advantages: The employee has a concise picture of why he or she is employed, The employee can easily identify how he or she will be assessed, The parameters of authority and accountability are clear, Given the big picture, i.e. the mission statements, the value of this specific position for the organisation can be identified, It assists in placing the right person in the right position, There is more efficiency and effectiveness throughout the organisation as tasks and responsibilities are identified. Job specification- This states the qualification an individual must posses to perform the job. Mondy Premeaus (1994) viewed a job specification as the minimum acceptable qualifications a person possess to perform a particular job. Luthans (1992) mention that work-itself is one of the major source of satisfaction. In additional, some of the most important ingredients of satisfying job included interesting and challenge work, work that not boring and a job that provided status. Van Dyk (2001) stressed that any job should have key characteristics that directly affect employee performance and satisfaction and thus in turn influences job turnover. The authors further identify the following three job characteristics; Variety-refers to the number of different tasks and activities included in the job. Challenge- is the level of difficulty of job tasks and activities. Autonomy-refers to the extent to which an employee can carry out his/her tasks independently on the job. The job that does not consist of the above job characteristics will not seem to have any meaning. Employees would what to do the job that is exciting and be able to use their abilities in doing it. Without these, chances of employees leaving their employers are accelerated. Pay Perceived competitiveness of pay refers to employees perceptions that salaries are Promotion Luthans (1995) described promotional opportunities as advancement in the hierarchy. Nel (2001) ascertained that a promotion occurs when an employee is moved from one job to another that is higher in pay, responsibility or organisation seniority. Various approaches can be used to promote employees and this can be based on the persons promotion potential, development needs and talent shortages in the organisation. Skidmore (1995) stated that promotions are important in the functioning of the organization. Nearly every employee wants to move ahead, both in position and in salary. The procedures and standards for promotion should be clearly defined through sound administration. Co-worker According to Robbins (2001), human need social interaction from their workplace in supporting, cooperate, comfort, advice, and assistance to the individual work. Therefore, to have friendly and supportive co-workers could lead to increase job satisfaction. Lance (2007) concedes that perception of co-worker integration and cohesiveness among peers directly affects job satisfaction. In the opposite way, turnover tends to increase for employees who are dissatisfied with their co-workers (Watt and White, 1988). Supervisor Lewis Souflee (1994) described that supervision is process that involves helping a less experienced person increase his or her effectiveness in service delivery. Through the vehicle of supervisory relationship, the supervisor provides support and encouragement, helps build skills and competences and oversees the supervisees work. According to Luthans (1992), supervisor is another moderately important source of job satisfaction. To the extent that supervisor provides technical assistance and behavioral support such as treated employees fairly, offers praise for good performance, listens to employees Kadushin (1992) stressed that supervision in an organisation is important because it enhances the morale of the staff while maintaining the system; meaning supervisee are supervised according to their different levels. For example, the less experienced tend to be supervised according to tutorial model, whereas those with more experience achieve similar purpose through case consultation, peer group consultations, peer group interaction, staff development programs and work teams. Skidmore, Thackery Farley (1997) shared this view by mentioning that supervision is a major part of work because it is concerned with helping the staff to use their knowledge and skills in getting the job done efficiently and well. Theories related to job satisfaction Luthans (1995) conceded that Herzbergs two factor motivational theories cast a new life on the content of work motivation. The theory offers an explanation specifically to the work place and job design (Grobler et al 2002). Robbins (1993) stated that Herzberg believed an individuals relation to his or her work is a basic one and that his or her attitude towards his work can very well determine the individual success or failure, and referred to this as motivation-hygiene theory. Herzberg concluded that there is a relation between job satisfiers and job content; job dissatisfiers are allied to hob on text. The author named the motivation factors satisfiers and called dissatisfiers hygiene factors. The hygiene factors are preventative because they can prevent dissatisfaction and are environmental in nature, and therefore are roughly equivalent to Maslows lower level needs (Luthans 1995). The motivators are intrinsic and related to job satisfaction for example achievement, recognition, and the work-itself, responsibility, advancement, and growth. The hygiene factors are extrinsic and comprise company policy, administration supervision, salary, interpersonal relations and working conditions. Robbins (2001) postulated that according to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore managers who seek to eliminate factors that create job dissatisfaction can bring about peace, but not necessarily motivation. Thus, managers who hire wages will be placating their workforce rather than motivating them. It is evidenct that the Herzberg two factor motivational theories indicate that the more resources are poured down the hygiene drain for example increasing fringe benefits, the more resources will be needed in future. This is because with hygiene factors, ever-increasing amounts are needed to produce the same effect. A classic example is the issue of salary that never seems to be resolved; employees will still be discontent over wages even after concluding salary negotiations. As indicated earlier, motivators are intrinsic in nature and reflect the work content of the job. The supervisor cannot disperse them to the employees but they are controlled by employees and are administered personally. It is evident that no one can give another person the satisfaction that comes from accomplishing a particularly challenging job. According to the researcher, the need to motivate workers is a very crucial one. Motivation is required if the workers are to make a significant impact on their work given the limited budgets they operate on and the very difficult circumstances. In any situation, every employer would like to have employees who are motivated to do their work efficiently and effectively. This bears fruitful results and enhances organisational productivity and a lot of problems associated with de-motivation like absenteeism and late coming can be avoided. Relationship between job satisfaction and employee turnover During the past century, a variety of conceptual models for the turnover process have been developed (Lambert et al., 2001). It has been extensively studied, both as a dependent and independent variable. In 1976, Locke estimated the number or articles and dissertations dealing in some manner with the subject of job satisfaction to be over 3,300. By 1996, Spector estimated that the number of studies that have incorporated job satisfaction in some manner to be over 12,000. While these models have diverse origins from a wide array of disciplines, many researchers have theorized that job satisfaction is a key antecedent of worker turnover (Mobley et al., 1979; Price Mueller, 1986; Williams Hazer, 1986). Roznowski and Hulin (1992) contended that overall job satisfaction measures are the most informative data a manager or researcher can have for predicting employee behavior. Further, it has been theorised that high levels of job dissatisfaction lead to employee withdrawal, particularly in terms of voluntary turnover. According to Danserau et al. (1974), Mitchell (1981), Porter and Steers (1973), job satisfaction has been related to turnover. Muchinsky and Tuttle (1979) analysed nineteen articles dealing with job satisfaction and turnover. Overall, there was a negative relationship between job satisfaction and turnover although the strength of the relationship varied form study to study. In general, satisfied workers are less likely to leave their jobs than those with high job satisfaction quotients. The review noted that the relationship remained constant over different types of samples, organisations, and measures of job satisfaction (Birdseye Hill, 1995). Organisationa

Mariette in Ecstasy Essay -- Literary Review

In the book Mariette in Ecstasy, Rob Hansen paints a story of the extraordinary happening at a priory in upstate New York. His depiction of life in the priory is centered around the newly inducted Mariette Baptiste, the young and beautiful daughter of a local physician, and the disputed events that threaten to tear the priory apart from within. Rob Hansen does an incredible job of placing the reader in the priory for themselves and allowing them to see just what kind of life the sisters live. On Mariette’s first day, the women rise at five o’clock to a ritualized call and response, where Sister Hermance shouts, â€Å"In Jesus Christ, my sisters, let us rise!† and the sisters respond with, â€Å"His holy name be praised!† (Page 5). The women follow a rigorous and regular schedule for the rest of the day. Embedded in their lifestyle are a lot of rituals and intricate tasks, which have been almost completely legitimized by their repetition. The women of the priory also live a highly ascetic life, believing that the hard work performed and simple living conditions in themselves alone can give rise to an experience that is greater than anything achievable through other worldly goals. Mariette herself writes prayerfully, â€Å"Were it necessary to give up all the worldly pleasures of my life to gain one instant of happiness for you, I would do it without hesitation.† (Page 135). The way the sisters go about living their spiritual life has a touch of Peter Berger’s idea of masochism to it as well. In Mariette’s talks with Pà ¨re Marriott, she says, â€Å"as I began to meditate on the crucifixion and Christ’s own trials in this world, I became rapt in thought and I found myself again before Jesus, who was suffering such terrible pain†¦An unquench... ... common problem of theodicy. If God is good, why would he not help his own followers and prevent them from being led astray? The act of calling in a surgeon implies that religion is not â€Å"good† or â€Å"powerful† enough which calls into question the order of things within the priory and even the plausibility structure that has been securely established for so long. Ron Hansen for the most part avoids directly addressing these religious issues; instead Mariette in Ecstasy aligns more with what Mikhail Bakhtin argues a novel is, a presentation of many perspectives. In the end these two perspectives both have their own idea of what the objective truth of the presented world is, and while Ron Hansen avoids directly presenting one side as the one that’s right, his novel brings up the existence of more than one side, which alone is more than many similar religious works do.

Education in Great Britain

————————————————- EDUCATION IN GREAT BRITAIN 6/7. Great   Britain   does   not   have   a   written   constitution,   so   there   are   no   constitutional   provisions   for   education. The   system   of   education   is   determined   by   the   National   Education   Acts. Schools   in   England   are   supported   from   public   funds   paid   to   the   local   education   authorities. These   local   education   authorities   are   responsible   for   organizing   the   schools   in   their   areas   and   they   themselves   choose   how   to   do   it.Let’s   outline   the   basic   features   of   public   education   in  Britain. Firstly,   there   are   wide   variations   between   one   part   of   the    country   and   another. For   most   educational   purposes   England   and   Wales   are   treated   as   one   unit,   though   the   system   in   Wales   is   a   little   different   from   that   of  England. Scotland   and  Northern   Ireland   have   their   own   education   systems. Secondly,   education   in   Britain   mirrors   the   country’s   social   system:   it   is   class-divided   and   selective. The   first   division   is   between   those   who   pay   and   those   who   do   not   pay.The   majority   of   schools   in   Britain   are   supported   by   public   funds   and   the   education   provided   is   free. They   are   maintained   schools,   but   there   is   also   a   considerable   number   of   public   schools. Parents   have   to   pay   feesà ‚   to   send   their   children   to   these   schools. The   fees   are   high. As   a   matter   of   fact,   only   very   rich   families   can   send   their   children   to   public   schools   as   well   as   to   the   best   universities,   such   as   Oxford   and  Cambridge. Another   important   feature   of   schooling   in   Britain   is   a   variety   of   opportunities   offered   to   schoolchildren.The   English   school   syllabus   is   divided   into   Arts   (or   Humanities)   and   Sciences,   which   determine   the   division   of   the   secondary   school   pupils   into   study   groups:   a   Science   pupil   will   study   Chemistry,   Physics,   Mathematics   (Maths),   Economics,   Technical   Drawing,   Biology,   Geography;   an   Art   pupil   will   do   the   English   Language   and   Literature,   History,   foreign   languages,   Music,   Art,   Drama. Besides   these   subjects   they   must   do   some   general   education   subjects   like   Physical   Education   (PE),   Home   Economics   for   girls,   and   Technical   subjects   for   boys,   General   Science.Computers   play an   important   part   in   education. There   is   a   system   of   careers   education   for   schoolchildren   in  Britain. It   is   a   three-year   course. The   system   of   option   exists   in   all   kinds   of   secondary   schools. Besides,   the   structure   of   the   curriculum   and   the   organization   of   teaching   vary   from   school   to   school. Headmasters   and   headmistresses   of   schools   are   given   a   great   deal   of   freedom   i n   deciding   what   is   taught   and   how   in   their   schools   so   that   there   is   really   no   central   control   at   all   over   individual   schools.The   National   Education   Act   of   1944   provided   three   stages   of   education;   primary,   secondary   and   further   education. Compulsory   schooling   in   England   and   Wales   lasts   11   years,   from   the   age   of   5   to   16. After   the   age   of   16   a   growing   number   of   school   students   are   staying   on   at   school,   some   until   18   or   19,   the   age   of   entry   into   higher   education   in   universities   and   Polytechnics. British   university   courses   are   rather   short,   generally   lasting   for   3   years.The   cost   of   education   depends   onà ‚   the   college   and   speciality   which   one   chooses. Pre-primary   and   Primary   Education Nurseries. Primary   School. Streaming. The   Eleven   Plus   Examination. No   More   of   It? In   some   areas   of   England   there   are   nursery   schools  Ã‚  3   for   children   under   5   years   of   age. Some   children   between   two   and   five   receive   education   in   nursery   classes   or   in   infants   classes   in   primary   schools. Many   children   attend   informal   pre-school   play-groups   organized   by   parents   in   private   homes.Nursery   schools   are   staffed   with   teachers   and   students   in   training. There   are   all   kinds   of   toys   to   keep   the   children   busy   from   9   o’clock   in   the   morning   till   4   o’clock   in   the   afternoon   –   while   their   parents   are   at   work. Here   the   babies   play,   lunch   and   sleep. They   can   run   about   and   play   in   safety   with   someone   keeping   an   eye   on   them. For   day   nurseries   which   remain   open   all   the   year   round   (he   parents   pay   according   to   their   income. The   local   education   authority’s   nurseries   are   free.But   only   about   three   children   in   100   can   go   to   them:   there   aren’t   enough   places,   and   the   waiting   lists   are   rather   long. Most   children   start   school   at   5   in   a   primary   school. A   primary   school   may   be divided   into   two   parts   -infants   and   juniors. At   infants   school   reading,   writing   and   arithmetic   are   taught   for   about   20   minutes   a   day   during   the   first   year,   gradually   increasing   to   about   2   hours   in   their   last   year. There   is   usually   no   written   timetable. Much   time   is   spent   in   modelling   from   clay   or   drawing,   reading   or   singing.By   the   time   children   are   ready   for   the   junior   school   they   will   be   able   to   read   and   write,   do   simple   addition   and   subtraction   of   numbers. At   7   children   go   on   from   the   infants   school   to   the   junior   school. This   marks   the   transition   from   play   to   â€Å"real   work†. The   children   have   set   periods   of   arithmetic,   reading   and   composition   which   are   all   Eleven   Plus   subjects. History,   Geography,   Nature   Study,   Art   and   Music,   Physical   Education,   Swimming   are   also   on   the   timetable. Pupils   are   streamed   according   to   their   abilities   to   learn   into   A,   B,   ?   and   D   streams.The   least   gifted   are   in   the   D   stream. Formally   towards   the   end   of   their   fourth   year   the   pupils   wrote   their   Eleven   Plus   Examination. The   hated   11   +   examination   was   a   selective   procedure   on   which   not   only   the   pupils’   future   schooling   but   their   future   careers   depended. The   abolition   of   selection   at   Eleven   Plus   Examination   brought   to   life   comprehensive   schools   where   pupils   can   get   secondary   education. Secondary   Education Comprehensive   Schools. Grammar   Schools. Secondary   Modern   Schools. The   Sixth   Form. No   More   Inequality?.Cuts   on   School   Spending After   the   age   of   11,   most   children   go   to   comprehensive   schools   of   which   the   majority   are   for   both   —boys   and   girls. About   90   per   cent   of   all   state-financed   secondary   schools   are   of   this   type. Most   other   children   receive   secondary   education   in   grammar   and   secondary   modern   schools. Comprehensive   schools   were   introduced   in   1965. The   idea   of   comprehensive   education,   supported   by   the   Labour   Party,   was   to   give   all   children   of   whatever   background   the   same   opportunity   in   education.Only   about   20   per   cent   of   children   study   for   the   General   Certificate   of   Education,   Ordinary   Level   (GCE   ?-level). Most   children   do   not   pass   GCE   examinations. They   leave   school   at   16   without   any   real   qualification   and   more   often than   not   increase   the   ranks   of   unemployed   people. Pupils   of   modern   schools   take   their   Certificate   of   Secondary   Education   (CSE)   examinations   while   in   grammar   schools   almost   all   children   stay   to   sixteen   to   take   ?-levels. More   than   half   of   them   stay   on   to   take   ?-levels.Some   comprehensive   and   many   secondary   schools,   however,   do   not   have   enough   academic   courses   for   sixth-formers. Pupils   can   transfer   either   to   a   grammar   school   or   to   a   sixt h-form   college   to   get   the   courses   they   want. The   majority   of   schools   in  Scotland   are   six-year   comprehensives. Secondary   education   in   Northern   Ireland   is   organized   along   selective   lines   according   to   children’s   abilities. One   can   hardly   say   that   high   quality   secondary   education   is   provided   for   all   in  Britain.There   is   a   high   loss   of   pupils   from   working-class   families   at   entry   into   the   sixth   form. If   you   are   a   working-class   child   at   school   today,   the   chance   of   your   reaching   the   second   year   of   a   sixth-   form   course   is   probably   less   than   one-twelfth   of   that   for   the   child   of   a   professional   parent. Besides,   government   cuts   on   school   spending   caused   many   difficulties. Secondary   School   Examinations Time   for   Examinations. GCE. CSE. The   Sixth   Forms. CEE.GCSE Pupils   at   secondary   schools   in   England   (that   is,   pupils   between   the   ages   of   twelve   and   eighteen)   have   two   main   exams   to   worry   about,   both   called   GCE   —   General   Certificate   of   Education. They   take   the   first   one   when   they   are   about   fifteen. It’s   called   O-   level. There   is   an   exam   which   you   can   take   instead   of   ?-level:   it   is   called   the   CSE   (Certificate   of   Secondary   Education),   and   it   is   not   as   difficult   as   O-level. Most   pupils   take   ?-level   in   about   seven   or   eight   different   subjec ts.There   are   lots   of   subjects   to   choose   from   —everything   from   carpentry   to   ancient   languages. For   a   lot   of   jobs,   such   as   nursing,   or   assistant   librarian,   you   must   have   four   or   five   ?-levels,   and   usually   these   must   include   English   and   Maths. You   may   leave   school   when   you   are   16. But   if   you   stay   at   school   after   taking   ?-level,   you   go   into   the   sixth   form. The   sixth   forms   and   sixth-form   colleges   offer   a   wide   range   of   courses. Ordinary   level   alternative,   CEE   (Certificate   of   ExtendedEducation)   and   CSE   courses   are   offered   to   pupils   who   need   qualifications   at   a   lower   level. But   if   you   have   made   up   your   mind   to   gain   entry   to   a   university,   Polytechnic   or   college   of   further   education   you   have   to   start   working   for   the   second   main   examination   —   A-level. Most   people   take   ?-level   when   they   are   about   eighteen. It   is   quite   a   difficult   exam,   so   people   don’t   usually   take   it   in   more   than   3   subjects—   and   some   only   in   one   or   two   subjects. Three   ?-levels   are   enough   to   get   you   in   to   most   universities.For   others,   such   as   Oxford   and  Cambridge,   you   have   to   take   special   exams   as   well. A   new   school-leaving   certificate   is   planned,   however,   and   O-level   and   CSE   will   be   replaced   by   one   public   exam,   th e   General   Certificate   of   Secondary   Education   (GCSE). It   is   to   show   how   children   worked   throughout   5   years   of   secondary   school. 5. Parliamentary elections in the United Kingdom should be seen as a referendum on the performance of sitting MPs, not merely as a snapshot nationwide opinion poll determining party voting weights for the next Parliament.The electoral system affects the degree to which voters may hold their representatives to account for their actions in the previous Parliament; changes which would diminish this accountability mechanism should be resisted. The UK presently has a legislature whose unelected chamber better reflects the relative strength of the Labour, Conservative, Liberal Democrat and None of the Above parties. Conversely, if Labour and the Conservatives each won 50% of the vote, the other chamber would have a sizable Labour majority. 51% of the seats in the Lower House delivers 100% of t he power, and this can be captured by Labour on about 40% of the vote.Nevertheless, whenever Labour runs into opposition from the chamber which, in any other context, would be described as more â€Å"representative† by people who go in for that kind of thing, it threatens to force its legislation through under the Parliament Acts, on the grounds that the Lower House is more â€Å"democratic†. The Lower House  is  more democratic. Contrary to the self-serving views of the Liberal Democrats and other jejune supporters of electoral â€Å"reform†, what matters for democracy is not representativeness or proportionality, so much as accountability and responsiveness.When MPs behave in accordance with their constituents' wishes, this is to be preferred to their merely existing in party groupings of such sizes as best reflect their constituents' choices at the previous election. When discussing electoral reform in the UK, retaining a â€Å"constituency link† i s often posited as a requirement. That is to say, it is felt to be necessary that everyone should have an MP who is in some sense â€Å"theirs†, normally meaning that people are grouped into geographical areas and each area gets its own MP. A weaker version of this permits multiple MPs for each area.This is supposed to be good because it means that there's automatically someone in Parliament to go to with one's grievances. There is a much better reason why it happens to be good. If we merely say that everyone must have one or a small number of MPs, that does not imply that every MP must have his own constituency. The German federal electoral system and its antipodean imitator in New Zealand affords MPs who have no constituencies: they are elected from party lists and assigned in such numbers as ensure that the proportion of MPs in each party in the chamber match the proportion of the vote each party won.This category of MPs shares the same vice as MPs in a chamber fully elect ed by a proportional system: they can't be voted out of office directly. If your MP decides to go against the wishes of his constituents, they can contact him and say, â€Å"Hi, your majority at the last election was 2000; we, the undersigned 1001 who voted for you last time will vote against your party next time unless you buck the whip on this issue we care about. † The easier it is to do this, the more likely the behaviour of an MP will reflect the wishes of constituents.Don't believe the canard about votes not counting: every vote against the person who won counts against his majority and makes him more susceptible to pressure from his constituents before the next election. The electoral system can restrain this tactic. It works well under First Past The Post, and similar systems. Generally, increasing the number of MPs who represent a single constituency has the effect of making this tactic harder, as the punishment from electors may be spread across several MPs, especia lly if the electors cannot choose which MPs from a paricular party get the benefit of their vote.This is a notorious problem with the European Parliamentary elections in Great Britain: if some MEP is the ringleader for a particularly odious policy, she cannot easily be voted out without voting out the colleagues from her party. Even when a free choice on the preferential ordering of MPs is permitted, it is difficult to stop the disliked MP from riding back to election on the coattails of his more popular colleagues. So, in order of preferability, the electoral systems rank as follows: * First Past The Post, and Alternative Vote Single Transferable Vote in multimember constituencies * Proper Proportional Representation systems with open lists * Proper Proportional Representation systems with closed lists Having said all this, it must be stressed that electoral reform for the House of Commons should not be considered in isolation from the composition of the other chamber, and the rela tion between the Commons and three other institutions: the executive, the House of lords, and the courts.Some notes: Alternative Vote is the Australian name for a system which when used in single-member constituencies is identical to STV: electors rank the candidates in order of preference, and the least popular candidate is repeatedly eliminated until someone has over 50%; essentially, once a candidate is eliminated, a vote is regarded as counting for whichever remaining candidate was most preferred by its caster.The effect of this system tends to be obliteration of extremists without penalising or â€Å"wasting† protest votes. It should be noted that in the British debate, â€Å"Proportional Representation† is used to mean proper PR systems  and  STV/AV. The Australian Electoral Commission  used  to have an excellent webpage with a classification of all the electoral systems used in Australia's twenty-odd legislative chambers, but they've apparently improved it off their site now.Other fallacious views on electoral systems which it is useful to rebut at this juncture include the contention that FPTP entrenches a two-party system (in fact, the number of parties is contingent on the geographical concentration of voters), that AV in the UK in 1997 would have led to a larger Labour majority (only if you didn't tell people and the parties what the electoral system was in advance, otherwise the parties would have behaved differently), and that geographical constituencies are a relic of a bygone age and are being replaced by PR across Europe, or at least the world.FPTP is described by Hilaire Barnett in her militantly Anglosceptic tome on the British constitution as â€Å"still† existing in some dusty English-speaking corners of the planet; in fact some countries using PR have been moving towards constituencies: Italy did in the 1990s, and the Dutch are considering a similar move. 2. POLITICAL PARTIESThe idea of political parties first took form in Britain and the Conservative Party claims to be the oldest political party in the world. Political parties began to form during the English civil wars of the 1640s and 1650s. First, there were Royalists and Parliamentarians; then Tories and Whigs. Whereas the Whigs wanted to curtail the power of the monarch, the Tories – today the Conservatives – were seen as the patriotic party.Today there are three major political parties in the British system of politics: * The Labour Party – the centre-Left party currently led by Ed Miliband * The Conservative Party (frequently called the Tories) – the centre-Right party currently led by David Cameron * The Liberal Democrat Party (known as the Lib Dems) – the centrist, libertarian party currently led by Nick Clegg In addition to these three main parties, there are some much smaller UK parties (notably the UK Independence Party and the Green Party) and some parties which operate specifically in Scot land (the Scottish National Party), Wales (Plaid Cymru) or Northern Ireland (such as Sinn Fein for the nationalists and the Democratic Unionist Party for the loyalists). Each political party chooses its leader in a different way, but all involve all the Members of Parliament of the party and all the individual members of that party.By convention, the leader of the political party with the largest number of members in the House of Commons becomes the Prime Minster (formally at the invitation of the Queen). Political parties are an all-important feature of the British political system because: * The three main political parties in the UK have existed for a century or more and have a strong and stable ‘brand image'. * It is virtually impossible for someone to be elected to the House of Commons without being a member of an established political party. * All political parties strongly ‘whip' their elected members which means that, on the vast majority of issues, Members of Pa rliament of the same party vote as a ‘block'. Having said this, the influence of the hree main political parties is not as dominant as it was in the 1940s and 1950s because: * The three parties have smaller memberships than they did since voters are much less inclined to join a political party. * The three parties secure a lower overall percentage of the total vote since smaller parties between them now take a growing share of the vote. * Voters are much less ‘tribal', supporting the same party at every election, and much more likely to ‘float, voting for different parties at successive elections. * The ideological differences between the parties are less than they were with the parties adopting more ‘pragmatic' positions on many issues. In the past, class was a major determinant of voting intention in British politics, with most working class electors voting Labour and most middle class electors voting Conservative.These days, class is much less important be cause: * Working class numbers have shrunk and now represent only 43% of the electorate. * Except at the extremes of wealth, lifestyles are more similar. * Class does not determine voting intention so much as values, trust and competence. In the British political system, there is a broad consensus between the major parties on: * the rule of law * the free market economy * the national health service * UK membership of European Union and NATO The main differences between the political parties concern: * how to tackle poverty and inequality * the levels and forms of taxation * the extent of state intervention in the economy * the balance between collective rights and individual rights

Physical Education Essay

Brief Description of Teaching Approach Used by the Teacher: Direct instruction- a lecturing method of teaching because it can cover large amount of materials in a short period of time. Teaching Aids used Strengths Weaknesses Comments on Appropriateness of the Teaching Aids used Chalk board Handouts Books White board Used as a medium for verbal communication It is economical and reusable Aid learning and increase attention and motivation and help students to follow the development of idea. Could be react for instruction, recreation or entertainment Easier to hold and does not generate dust  It does not provide a permanent record This is a role of no confidence in students note taking, some of them may feel cheated because they took notes unnecessarily. Dependent about the ideas that is written in the book The white board background can cause problems to those with vision impairment The chalk board is often neglected and it does not get the proper care it deserves. Using handouts or not is an act management not simply of information-giving books are effective to use as an instructional tool because it makes students to think and understand clearly about the lesson  is effective to use because it does not generate dust that comes from using and erasing chalks Your Analysis 1. What do you think prompted the teacher to choose the materials/learning resources that she/he used? 2. What difficulties, if any, did the teacher experience? How can this be managed? 3. Over-all, were the learning resources /materials used effectively? Why ? Why not? Charlene Atig Technology is a tool for a meaningful learning. During our observation in a particular class a teacher used chalk board during her presentation of lessons. I think teacher prompted to choose the materials/learning resources that she used was it’s because she conceived that those aids was effective and suit to her students’ needs of learning. And in other cares, maybe a teacher can’t use a power point presentation it’s because there is no availability or lack of computers those instructional materials that can be used in teaching. A teacher should facilitate evaluative process by focusing students’ attention in the effectiveness, efficiency of instructional materials. Teacher experienced the difficulty especially students showing restlessness or boredom to the presentation. So, it is often helpful for a teacher to shoe genuine interest to the students. Or if not, she need to change her strategies in teaching, aside from using visual aid, it’s better to use power point presentation because it attracts students look and attention. I can’t say that all those learning resources/materials were effective in used to the students. Teacher was still need to adjust her plans to match the changing interest and needs of the learners. During the discussion, students show boredom about the presentation of the lesson because visual aid for me describe as a dry tool to be used to the learners. Maybe, until now, that aid is effective to some but using technology can create a meaningful learning that transmits students effectively. It is much better to use power point to present well the lessons clearly including some examples especially pictures. Ellvine Pia Bonocan During our observation, the instructional materials that were used by the teacher were chalkboard, whiteboard, handouts, and books. The very common teaching aids used in classroom. I think the teacher used those instructional materials because she thought that it would be more effective to use those things or strategies. Maybe she still not used to a power point presentation. At the time that we observed, the students were reporting about a particular topic given by their teacher. I think the difficulties that the teacher experienced were: she can’t manage the class and the way her students behaved while having a reporting because some were texting and some were chatting with their classmates. I guess, for the teacher to manage those unnecessary things done by her students during the reporting would become lessen if only if she will give her full attention to her students and telling the students to listen and stop doing something while the reporting is still going on. The learning resources were somehow not effective because for me using that instructional materials nowadays is dry and boring to look at. The students won’t focus on the report because they’ll feel bored looking the same things used in reporting. There is a need to enhance the ways or strategies that the teacher applied. She must tell her students to used power point in their report so that the class would be lively and they will focus in the reporting. There will be more interaction between teacher and students. To also developed student’s participation in class activities for that matter. Annie Rose Calumpang At this time and age, teachers have a wide a choices on what instructional materials to use. However, when I visited the classroom and observed what instructional materials or teaching aids that is used by the teacher the most common instructional materials used are the chalkboard, handouts, books, and whiteboard. Teacher used these instructional materials because its inexpensiveness and it is economical and reusable. When we observed a class, that time, the students are reporting about the topic that the teacher assigned to them. The difficulty I observed in the teacher she can’t handle the attitude of the students. Some of the students are talking and got bored in the report because the reporters does not explain their report they always read without analyzing the assigned topic. To manage this, teacher should tell the students to give a copy about their report to their classmates so that they will listen to the reports. The learning resource/materials are used effectively because students learning become more interactive through applying accepted learning theory. There is an interaction between students and teacher which can enhance the student’s participation or cooperation Roxanne R. dela Cruz The teacher might think that the materials she used might attract and will stand as a reminder to the students who see it. It could be a resourceful tool to student to master such learning objects. The difficulties of a teacher would be the strategy they’ll make if they are going to present pictures or illustrations to make it more clear and can easily understood. The materials were effective more some reasons but not enough for this new generation because the school has poor learning materials it might cause students to be NOT more competent and well-prepared in the future. Reflection Charlene Atig As a future MAPEH teacher someday, I will first have my self-evaluation for the improvement of learning. I used aids that create and contain well organized Teaching aid materials. In my case, I should prefer to use slide presentation because I think this aid present an applicable future understanding about the needs of the learners and can really enhance instruction. And at the end of the activity, students can gain competence in developing and utilizing materials (slide presentation) which involve students in meaningful learning. At this point student show interest to the lesson being presented. Ellvine Pia Bonocan Being a teacher is not that easy in fact it’s enjoyable dealing or teaching different type of students. If I put myself in the place of the teacher where we had our observation, the thing that I would do similarly is to give student’s reports so that they can practice facing people or the class and to help them develop their communication skills and to build self-confidence through reporting. The thing that I will do differently is to change the teaching strategy that was used by the teacher. If I will become a teacher soon, I want to make the students or class lively in a way that the students won’t get bored in the class because that is the only or reason why students don’t want to listen to the reports or discussions. So, to minimize this, you as a teacher, you must find ways to entertain student’s interests, you should have a sense of humor so that they’ll not get bored sitting and listening to the report or discussion. You must be patient enough to find  ways or strategies that will be suit to student’s interest to make your discussion more interactive and at the same time effective. So, to awaken them, you must tell your students to make their reports using a power point presentation because nowadays this is commonly used instead of using visual aids. They should learn how to use a power point presentation in reporting not to give their financial problem but to help them discover the use of technology nowadays because in this generation it’s really needed and useful. Annie Rose Calumpang If I were on the part of the teacher, the teaching skills that I would similar to her teaching strategies are the way I incorporate the instructional materials into a lessons like giving handouts to the students about the topic and the way I applied my teaching strategies to encouraged students to be active and alert during the learning process like asking question to the students about the topic, then each of the students should have an answered to that questioned, so that, there is an interaction between the teacher and the students to make learning process became more interesting. Then the different strategy that I would do to make students motivate well in the learning process before I discussed the lessons to the students, a number of questioned about the topic can served from the students to arouse their interest and focus their attention to the topic. As a whole, learning is meaningful when it is connected to the student’s everyday life. A good teaching enhanced students to interact in different classroom activities to make teaching learning possible. Roxanne dela Cruz As a student in the field of arts I’m going to make things clear and try my best to do more original illustration. I’ll motivate my students to learn more than just the content on the objects they see. Student-centered will be my primary objective.

Definitions of abnormality unit 2 Essays - Abnormal Psychology

Definitions of abnormality unit 2 Essays - Abnormal Psychology 119Abnormality is very difficult to define to decide where normal behaviour ends and where abnormal behaviour begins discuss two or more definitions of abnormality. (12 marks) Another possible way to define abnormality is the failure to function adequately. Most people who seek psychiatric help are suffering from a sense of psychological distress or discomfort. In most societies we have expectations of how people should behave and live their lives. An example where this definition can be applied is when someone is suffering from severe depression, which leads to apathy and inertia, this means the depressed person may fail to even get up in the morning or hold down a job and relationship. Failure to function adequately is a general sign of disorder and not itself specific to any condition. Rosenham and Seligman suggest that the most suitable approach to defining mental abnormality may be to identify a set of seven abnormal characteristics consisting of suffering, maladaptiveness, vividness and unconventionality of behaviour, unpredictability and loss of control, irrationality and incomprehensibility and observes discomfort. It is suggested that the more an individual has these characteristics the more they are classed as abnormal. A second definition for abnormality is the deviation from ideal mental health. This approach unlike the previous one seeks to identify the characteristics people need to be mentally healthy rather than identifying the problems. An example is someone suffering from schizophrenia who often experience hallucinations and delusions, some patients also experience lack of emotional response. Jahoda perceives abnormality in a similar way to the perceptions of ideal mental health and looks for an absence of well-being. She identifies 6 major characteristics that individuals should exhibit in order to be normal. It is the absence of these criteria which indicate abnormality and therefore displaying deviation from ideal mental health. These criteria consist of self attitudes, personal growth, integration, autonomy, perception of reality and environmental mastery. Those who suffer from schizophrenia consequently suffer from an absence of having an accurate perception of reality as well as being unable to empathise with others. This absence indicates a deviation from ideal mental health and thus may classify someone as being abnormal. One problem with Rosenham and Seligmans features is that most of them involve making subjective judgements. This is a significant limitation because behaviour causing severe discomfort to one observer may have no effect on another observer whilst behaviour that violates one persons moral standard is consistent with another persons moral standards. The other problem with the categories is that they also apply to people who are non-conformist and people who simply think differently to the majority of society but are mentally healthy. Therefore there are no clear objective measures of normality or abnormality. This becomes even more difficult when some people are not aware of their failure to function adequately, many people with schizophrenia deny they have any problem. Thus it would make it very difficult to diagnose such a person as schizophrenic whilst going by the failure to function adequately definition. Cultural variations are also a limitation to the FFA approach to abnormality. Standard patterns of behaviour and societal norms and values vary across cultures leading to significant differences in the way people perceive normalcy. What one person may deem abnormal and deviant in one culture may be entirely consistent with another culture this makes it difficult to use the FFA as a definition of abnormality and to use it as an objective tool of measurement for abnormality. In England if a stranger was to start conversing with you in for example a train, most likely they would be thought to be a little abnormal as social norms here dictate that people should keep their distance from others in public transport and in most other places too as the British population value their private space and quiet . However, in many other countries such as The Netherlands it is completely normal and consistent with their societal norms to smile and say good morning and even start a conversation. This shows that in effect if some of these people were to come to Britain and behave the same way they did at home they may be labelled as slightly abnormal so the FFA approach can be very

20 CCOT Essay Topics Based on Chemistry Research

20 CCOT Essay Topics Based on Chemistry Research Welcome to our second guide where you are provided with 20 chemistry research topics for a CCOT essay to help you write effortlessly, without muddying up your mind or spending hours researching worthwhile topics for your the subject matter. If you haven’t read the first guide, 10 facts for a CCOT essay on chemistry research, we recommend you check it out before proceeding further since it has a lot of credible information and facts related to Chemistry Research, which will help enhance the context of your essay. Reading those facts will save you many hours of research as we’ve included references along with our first and second guide. In addition to the topics, we have also included a CCOT sample essay at the end based on one of the 20 topics, to give you a clear understanding of how an essay is written on Chemistry Research. Before we start, we just want to let you know that our final and most important guide, how to write a CCOT essay on chemistry research, is crucial to the entire essay writing process as it explains everything from what a CCOT essay is to how it’s written. Without further ado, here are 20 relevant topics we’ve collected for you: What is Analytical Chemistry and How Has it Changed Over the Years? The Analytical Perspective and Some Common Problems Found in Analytical Chemistry What are the Measurement Techniques, Methods, Procedures and Protocols that are used in Chemistry Research? The Classification and Selection of Analytical Methods The Importance, Design and Implementation of the Sampling Plan How Does the Phenomenon of Neuropeptides Work? The Three Classifications of Neuropeptides and its Significance Defined Why the Bonding of Hydrogen is Considered the Most Important Aspect of Biochemistry and Psychiatry The Differentiation between Atomic Spectroscopy and Gas Chromatography Why Analytical Chemistry Should Not be Considered a Branch of Chemistry What Has Changed in the Modern Analytical Chemistry World and What Might Change in the Coming Future The Significance of a Highly Electronegative Bond Created by Hydrogen Atoms How Neuropeptides Have Revolutionized Psychiatric Research Why Neuropeptides are Known as the Most Diversified and Complex Class of Signaling Molecules The Significant Emphasis of Equilibrium Chemistry in Analytical Chemistry Basics How Computer Software has Changed the Way We Practice Chemistry Research How Should an Experimental Data be Treated to Ensure Accuracy in Results The Role of Analytical Chemistry in a Broader Perspective and Discipline of Chemistry The Dedication of Publishing Journals Based on Analytical Chemistry Fundamental Developments in Analytical Chemistry We’re sure these topics will give you a great frame of reference. As promised, we’ve also included a CCOT sample essay to help you get started with the writing process and submit an exceptional piece of assignment that’s admired by your professor. Here it is: Sample CCOT Essay: What is Analytical Chemistry and How Has it Changed Over the Years? Like all other fields of chemistry, Analytical Chemistry is also very broad and active discipline of chemistry. It is described as a branch of chemistry, which deals with the characterization and composition of matter. The textbook description of analytical chemistry is: the quantitative and qualitative measurements of chemicals to characterize the composition of matter. However, many experts find this definition to be misleading. In reality, however, analytical chemistry cannot be bound into a single branch of chemistry; in fact, it is the application of chemical knowledge itself or more like a part of chemistry rather than a branch of it. In other terms, the textbook description of Analytical Chemistry is not what it should be, as it ignores the unique perspective that analytics bring to Chemistry. In other words, an appropriate description of Analytical Chemistry would be: the science of development and application of concepts, principles and strategies that allow us to measure the characteristics of a chemical system and species better. Over time, Analytical Chemistry has changed and it will most likely continue to change   as time moves forward, which is what the real description of Analytical Chemistry teaches us – â€Å"the development and application of †¦.†. Ever since Chemistry was discovered, the ways of identifying the characteristics of a particular chemical also came into being, which is now known as Analytical Chemistry. Robert Bunsen and Gustav Kirchhoff created the first ever instrument, â€Å"flame emission spectrometry†, that made use of Analytical Chemistry in the Western world. These two scientists are renowned for discovering Rubidium (Rb) and Caesium (Cs). After the 1900s, major developments in Analytical Chemistry took place and its instruments became progressively dominant in the field of chemistry. However, many of the basic spectroscopic and spectrometric instruments and techniques took place after the 20th century. These techniques were later refined and transformed to provide high performance, deem more accurate results and better evaluation of chemical bodies. Before the 1970s, Analytical Chemistry was only focused on inorganic molecules, or perhaps very tiny organic moles, but it was never was considered a good option to merge it with biochemistry. However, as the instruments, methods, techniques etc. progressed, so did Analytical Chemistry. It became inclusive of biological questions – paving the way for another field, which is now known as Bioanalytical Chemistry. Lasers became a huge part of Analytical Chemistry and became a dominant tool that’s still being used today to gather data from outer space; i.e. probes and satellites sent to gather data from nearby planets in the solar system. Today, modern Analytical Chemistry is now sub-divided into two categories: Analysis through Modern Instruments Academic Analysis through Study and Research Analytical chemistry is critical for the development of pharmaceutical drugs and medicines. Bioanalytical chemistry plays an important role in making sure that the quality of that particular drug or medicine is effective and doesn’t lead to complications inside the human body. In other terms, Analytical chemistry has become a part of science itself and is considered to be of high significance. This will help science to explore more of our world, especially parts of our world and its interstellar surroundings which are still outside the barriers of human touch. However, thanks to modern technology and instruments, we can gather a significant amount of data to know more about ourselves and the worlds that exist in outer space. Congratulations! You have successfully gained insights into how to compose the perfect CCOT Essay on Chemistry Research. You can always go back to reading 10 facts for a CCOT essay on chemistry research and 20 chemistry research topics for a CCOT essay in order to make sure that you have absorbed even   bit of information that might help you write the essay. Now, it’s time to hone some methods, techniques, formatting sensibilities and tactics of how a CCOT essay in actually written. Let’s head to our final guide: how to Write a CCOT essay on chemistry research. References: Armenta, S., Garrigues, S., De la Guardia, M. (2008). Green analytical chemistry. TrAC Trends in Analytical Chemistry, 27(6), 497-511. Anslyn, E. V. (2007). Supramolecular analytical chemistry. The Journal of organic chemistry, 72(3), 687-699. Harvey, D. (2000). Modern analytical chemistry (Vol. 1). New York: McGraw-Hill. Kamihara, Y., Watanabe, T., Hirano, M., Hosono, H. (2008). Iron-Based Layered Superconductor La [O1-x F x] FeAs (x= 0.05-0.12) with T c= 26 K. Journal of the American Chemical Society, 130(11), 3296-3297. Martinez, A. W., Phillips, S. T., Whitesides, G. M., Carrilho, E. (2009). Diagnostics for the developing world: microfluidic paper-based analytical devices. Analytical chemistry, 82(1), 3-10. Russo, R. E., Mao, X., Liu, H., Gonzalez, J., Mao, S. S. (2002). Laser ablation in analytical chemistry- a review. Talanta, 57(3), 425-451. Thompson, M., Ellison, S. L., Wood, R. (2006). The international harmonized protocol for the proficiency testing of analytical chemistry laboratories (IUPAC Technical Report). Pure and Applied Chemistry, 78(1), 145-196.

A Study of Change Management in Coca Cola

A Study of Change Management in Coca Cola Introduction According to a Greek philosopher Heraclitus â€Å"there is nothing permanent than change†. He believed that change is the core of universe. This quote describes the importance of managing change in human as well as organizational life. A structured approach to transfer organization, its people and processes from current state to a desired future state is called change management. This process gives employees the ability to accept changes in the existing environment of the business. Change can be of different type for example, change in technology, operations or strategies etc. company needs to implement individual strategies to cope with each type of change. Organizations need to change and adopt dynamic survival strategies to stay alive in uncertain political, social and economic environment (Hiatt and Creasy, 2003). All environmental factors present in the nature experience change on continuous basis. Human nature resists change, so managing that resistance req uires well planned change management strategies. This report is aimed at describing the importance of change management for organization its motives and objectives, change management processes, how company can involve all the stakeholders for successful implantation of change management and the strategies that an organization can adopt to implement the successful change. Reasons for adopting change Organizations need change for the following reasons: To respond to the rapidly changing environment To improve the overall performance of the company To rapidly respond to the customers’ demands To improve the effectiveness and efficiency To increase the employee performance To create the best practices inside the organization and setting standards for the industry To improve profitability and return on overall investment Change management is needed for organizational survival. So the company should adopt to change management techniques in order to maintain its worth in the industr y. Importance of change management In a study 327 project managers had responded to the question that â€Å"if you had a chance to do it again, what would you do differently?† Most of them responded that we will implement an effective change management program planned way before starting the project. This study highlights the importance of change management in an organizational perspective. Change management moderates the risks that can cause failure (Jeff and Creasey, 2003). The change management process Change management is being studied by the philosophers, researchers and business experts for many years. A number of change management theories, approaches and philosophies are developed by psychologists and management professionals to implement successful change in the organization (Paton and MacCalman, 2008). There are three phases of change management i.e. preparing for change, managing change and reinforcing change. Preparation for change phase includes assessment of cha nge capabilities and capacity and developing a strategy that fit to those capabilities. Second phase i.e. â€Å"managing change† phase includes processes like planning and implementation of strategies made in the first phase. Last phase which is the reinforcement of change includes the processes like collection and analyzing of feedback data, finding out gaps and coping with determined degree of resistance from inside and outside the organization and taking corrective actions to successfully conclude the change management process (change management learning center, 1996-2011).

Personal Application Paper Essay Example | Topics and Well Written Essays - 750 words

Personal Application Paper - Essay Example In looking at your current situation, it is plain to see that working at a large insurance company does not fill you with satisfaction. This is because your heart and soul are not in it. I have seen from your past that you used to enjoy film festivals and coaching baseball. It is not my decision to choose between these two, although I will give you some help in deciding which one suits your needs. The first step of making a career plan involves setting a goal. For you, this could either be working with a small film company within a year or coaching a minor league baseball within that same timeframe. For the film industry, one of your objectives could be to be involved in the production of a film with at least a budget of $1 million. With enough training and effort, this goal is not out of reach. If you decide to become a baseball coach, you could have the objective to coach a minor league team that has a stadium of at least 5,000 people. For the next step, assessing your current posi tion, think about all the skills that you have developed in your job as an Assistant Supervisor at Bernhard Insurance. Although some of the skills in this job may not seem relevant, some of them may be able to be applied to the role of a film producer or baseball coach. For the position of a baseball coach, good communication is required so that everyone is on the same page. It is no different at a large insurance firm because communication is a key part of the business. In terms of the film industry, the role requires a lot of planning with and around other people. Being an assistant at an insurance firm incorporates many of the same characteristics. In evaluating your options, you need to assess how likely each of the job choices are. Which role requires skills that need to be developed and which role requires skills that have already been required. I would recommend that a baseball coach would suit your current job requirements because there are very little skills that you would need to develop. You already have a love for the game, are well aware of all the tactics involved, and are a good communicator with others. Managing baseball players is just like managing your clients at your insurance firm. You need to be clear and articulate when dealing with issues that may crop up. One thing you would have to consider is the necessary qualifications to coach a minor league team. Is coaching a high school baseball team enough to be able to coach a team at a higher level? What coaching courses would you need to be allowed to coach a minor league team? These are all things that you have to consider before deciding which career choice is right for you. The final step is to decide what actions you need to take to achieve your objective. If you choose to go down the path of baseball, what will be your requirements when applying for a job as a coach? How flexible will you be in the negotiation process? If, on the other hand, you choose to be involved in the film indust ry, do you have any contacts that may be able to get you a â€Å"foot in the door?† It does not really matter which career path you choose, as long as you are happy. We, at Bernhard Insurance, will assist you along the way and will help you with whatever enquires you may have. Don’

Accounting Essay Example | Topics and Well Written Essays - 500 words - 23

Accounting - Essay Example The company is in a stiff competitive industry. Some of the Toyota competitors are general motors, Ford motors company, Nissan motors, Honda motor company and Volkswagen AG just to mention but a few. The financial statements in the year 2010 have shown a declining performance in Toyota performance. This has been attributed to the economic conditions in Japan, US, Europe and the other parts of the world. Despite the economic downturn the management of Toyota is still geared at ensuring customer satisfaction by putting first the interest of the customers and at the same time looking at the demands and expectation of the society by remaining socially responsible to all stakeholders. The company has undergone major restructuring in order to correct the disturbing performance. The company has also planned to manufacture reliable and cheap car models that are environmentally compliant to gain market power. According to the financial report of 2010, the company 2010 total asset amount ed to $326196 million while the total liability for this year was $208715million dollars. The net stockholders equity was $117481 million (Toyota 63). These values are adverse compared to the 2009 financial performance. For instance, the total asset in 2009 was 29062037milion yen. The revenue for 2010 as per the income statement was $190507 million and the net profits attributed to the corporation were $2251million (Toyota 62). The basic earnings per share for this particular period was $ 0.72 a value equivalent to the diluted EPS. It must be noted that this profit values are an improvement when compared to the year 2009 where the company incurred a net loss in their income statement. The improved result is attributed to the reduction in cost of manufacturing and operation as championed by the

Self-Evaluation Paper Essay Example | Topics and Well Written Essays - 500 words

Self-Evaluation Paper - Essay Example Having learned all the above, I can confidently say that I have attained my educational goals for this course. My goals in this course were not as deep and wide as what we have already covered in this course. The course being about Academic Reading and Study Skills, I never anticipated that we would go as deep as to studying topics such as analyzing an annotation and Academic vocabularies. One of my prime goals was to formulate a plan on how I can understand written materials in a shorter time period than I was before the course. I have achieved this goal. The skills acquired in ESL 23 come in handy in academics writing and in professional work. I expect to use note-taking skills in writing core information dictated by lectures in classes. Reading skills are also vital in understanding day to day material that we read such as newspapers and comprehensively understanding questions asked during examinations. Skills acquired in this course can be effectively applied in professional work such as research writing, journalism and report writing. Here, one needs to know how to write good summaries by separation the main and minor points in writings. There were lots of things to enjoy in this course. This is directly as a result of the professionalism and friendly learning environment created by the lecturer. Students also made the lessons interactive capturing my attention during the entire class period. The efficient course system was quite good since it ensured that vital knowledge in the course content was excellently passed to students throughout the semester. The least impressive situation regarding this course was the unanticipated urgency of the time line near the end of the semester. Having learned and increased my knowledge regarding vast skills in reading and writing, there are some strategies that I need to acquit myself to more. One of these is the SQ3R strategy. This is because it needs a lot of practice