Class Matters… Short Description of a Section of the Book Essay

Class Matters by Bell Hooks, the section â€Å"The Me-Me Class: The Young and the Ruthless† examines how the mass media influences ideas that everyone living in the united States is rich, into the minds of foreigners. This section further notes that the media makes it seem as though social and economic backgrounds have little or no influence on the world of spending because most advertisements seem to make items seems affordable and cheap to acquire. The media reveals the fantasies of life to make people think that the things shown in the media are reality, especially in the eyes of teenagers. This section notes that the media brings about the â€Å"psychological torment; envy† amongst teenagers. The way the media presents issues regarding children/students, makes it seem as though it is easier to acquire money wealth on an outward appearance. This may be done to bring about competition into society, which develops envy amongst individuals if they are unable to acquire a particular item. In this section, it states that it is easier to acquire money and goods than it is to find meaningful values and ethics. This is a really profound statement because it portrays the influence the media has had on the youth to the extent that their values and ethics don’t really have as much meaning to them as that of the money and goods the acquire. This further demonstrates the culture of the youth and how materialistic things have an impact on the way youth view today’s world. The media is indirectly educating the youth with items that seem relevant in the world rather than showcasing the importance of education. This may be the reason why many schools have decided to enforce a rule that students need to wear uniforms. This lessens the amount of items students will be competing with each other. Although the world is set up in a way that competition exists, the fact that students have the same items means that they are less likely to be envious of each other.

Actions That Contribute To Achieving Food Security Environmental Sciences Essay

In this new epoch, 38 % of Earth ‘s surface is left for agribusiness intent to pattern the cultivation of dirt for bring forthing harvest every bit good as raising farm animal for human usage and ingestion. Cropland which grows works harvest and rangeland ; croping animate being farm animal depend on healthy dirt. However, dirts are going infertile in many part of the universe due to assorted causes. Soil eroding is the particular causes of dirt debasement. Under the cognition of agricultural harvest scientific discipline and production ; scientists prove several agriculture schemes to forestall dirt debasement by the rule and patterns of cropping system ; that is harvest rotary motion, contour agriculture, intercropping, terrassing, windbreaks and preservation cultivated land. Crop rotary motion is jumping the harvest planted that can reconstruct to dirty together with fight plague and diseases Contour agriculture is seting along contour lines of inclines assisting in cut downing eroding on hillsides. Intercropping is blending harvests such as strip cropping can supply foods and cut down eroding. Terracing, cutting stair stairss or patios are the lone manner to farm highly steep hillsides without doing monolithic eroding. It requires labour-intensive to make, but has been a pillar for centuries in the Himalayas and the Andes. Windbreaks are the rows of aggressive trees around harvest plantings provide shelterbelts, cut downing eroding by air current. Conservation cultivated land is about no-till and reduced-tillage agriculture leaves old harvest residue on the land alternatively of ploughing it into dirt. This covers the dirt, maintaining it in topographic point. Here, maize grows up out of a â€Å" cover harvest. † Therefore, by following the rule of cropping system, there will hold an addition in dirt birthrate and productiveness. Hence, we can cultivate the mass production of output which encourages the solution to nutrient security against dirt debasement. Like that, agribusiness has proven much scientific cognition towards response and version of clime alteration to guarantee the stableness in agricultural nutrient security production. Adaptations such as altering seting day of the months and taking longer season assortments are likely to countervail losingss or farther addition outputs. Engendering for response to CO2 will probably be necessary to accomplish strong fertilisation consequence assumed in the harvest surveies. This is an undeveloped chance and the chances for choosing for CO2 response are good. However, efforts to engender for a individual feature are frequently non successful, unless other traits and interactions are considered. Engendering for tolerance to climatic emphasis has already been to a great extent exploited and assortments that do best under ideal conditions normally they besides outperform other assortments under emphasis conditions. Breeding specific assortments for specific conditions of clime emphasis is hence less likely to meet success. Some versions to climate alteration and its impacts can hold negative secondary effects. For illustration it relates to agricultural chemical usage. An addition the usage of pesticides and weedkillers is one version to increased insects, weeds, and diseases associated with warming. Runoff of these chemicals into prairie wetlands, groundwater, and rivers and lakes could endanger drinking H2O supplies, coastal Waterss, diversion countries, and water bird home ground. The broad uncertainnesss in clime scenarios, regional fluctuation in clime effects, and interactions of environment, economic sciences, and farm policy suggest that there are no simple and widely applicable version prescriptions. Farmers will necessitate to accommodate loosely to altering conditions in agribusiness, of which altering clime is merely one factor. Some of the possible versions more straight related to climate include:Sowing day of the months and other seasonal alterations:Plant two harvests alternatively of one or a spring and autumn harvest with a short fallow period to avoid inordinate heat and drouth in summer solstice. For already warm turning countries, winter cropping could perchance go more productive than summer cropping.New harvest assortments:The familial base is really wide for many harvests, and biotechnology offers new potency for presenting salt tolerance, plague opposition, and general betterments in harvest output and quality.Water supply, irrigation, an d drainage systems:Technologies and direction methods exist to increase irrigation efficiency and cut down jobs of dirt debasement, but in many countries, the economic inducements to cut down uneconomical patterns do non be. Increased precipitation and more intense precipitation will probably intend that some countries will necessitate to increase their usage of drainage systems in order to avoid implosion therapy and water-logging of dirts.Cultivated land patterns:A heater clime will speed up the decay of dirt organic affairs by bacteriums and Fungis. Loss of organic affair reduces the capacity of dirts to hive away H2O and foods indispensable for works growing. Tillage patterns that incorporate harvest residues in the dirts would probably battle this loss and better dirt quality.Other direction accommodations:Virtually all constituents of the farming system from seting to reaping and to selling might be modified to set to climate alteration. In visible radiation of the above, the agricultural sector faces assorted challenges. While intensification and variegation of agribusiness is a critical tool to procuring nutrient for local people, in the absence of clear apprehension of their impacts on agribusiness, they can every bit good be debatable. Albeit measures to cut down the usage of fertilisers, to increase organic inputs and to deploy new assortments of harvests are suggested as better agronomic patterns, more lucidity is required sing their impacts on clime. Livestock sector is besides one of the rule causes of nutrient security due to climate alteration. For illustration, its consequence will be chiefly related to heat emphasis, low provender quality, deficit of H2O and cyclonal conditions. The causes of these effects are shown as follows.Temperature additionCan take to lower fresh fish productiveness in the Lowlandss ( e.g. lower transporting capacity in cervid ranching ) Decrease feed intake taking to low productiveness ( E.g. low milk output ) Lower productiveness in domestic fowl and increase mortality rate ; Higher plague and disease incidenceCyclone consequenceIncreased harm to livestock lodging Loss of animate beings More attending to the demands of animate beings The Response and Adaptations Measures of Livestock sector may change the environment to minimise the host consequence of climatic alteration. Cooling, shading and lodging are graphic analogies. The hereafter of agribusiness depends on agricultural research and engineering transportation. Since, agricultural biotechnology signifiers portion of research and development, it is truly a aggregation of scientific atomic techniques, including familial technology, used to better workss, animate beings and micro-organisms. Throughout history societies have been concerned with holding a safe and abundant nutrient supply. Our ascendants have learned to better their harvests and farm animal by engendering them to be tougher and supply more nutrient. As a consequence, now most of our harvests and farm animate beings ‘ expression and gustatory sensation are different compared to centuries ago. Today, harvests and farm animal can be modified even more exactly through biotechnology. In short, agricultural biotechnology signifiers portion of the tools for productiveness, quality and green infirmary to fulfill nutrient security. Agricultural biotechnology is a new subject of biological science incorporating with technological scientific discipline for obtaining maximal benefits to adult male and other signifiers of life. It is the development and usage of new engineerings that have brought a go oning addition in agricultural productiveness, quality and green productiveness in footings of bettering wellness and diminishing environmental hazards. An illustration are shown below The image below shows the scientific every bit good as the tool of agricultural biotechnology for several utile applications for advancing productiveness Quality and green productiveness. Hence, biotechnology is tool of productiveness, quality and green productiveness in several sectors. Such as in wellness attention service ; Invention and productiveness in wellness attention are being led by biotechnology Creation of new categories of therapeutics Antibodies Cloned Proteins Mapping/sequencing the human genome Deoxyribonucleic acid fingerprinting Vaccines Infectious diseases Cancer and chronic diseases Control of diabetes with Humalina or Homologa Pharmacokinetic Plant Biotechnology is the survey of works that can be modified to convey approximately many types of alterations which can be advantageous refering nutrient security to consumers, the nutrient industry, husbandmans and people in the underdeveloped universe. Familial alteration can besides lend towards a more sustainable signifier of agribusiness and convey environmental benefits. Tissue civilization is one of the good theoretical accounts of the above apprehensions that are about the cultivation of works tissues or variety meats on specially formulated alimentary media. Tissue civilization is seen as an of import engineering for developing states or the production of disease-free, high quality seting stuffs and the production of unvarying workss Genetically modified nutrients are made from works or microorganisms that have had led to one or more features changed in changing their cistrons ; for illustration a works might hold its cistron modified to do it resistant to peculiar works diseases to better its nutrient quality or to assist it turn faster Therefore, Plant Biotechnology is a chief beginning of productiveness, quality and green productiveness. It is a value added to satisfy nutrient security for the universe population by Bettering gustatory sensation and visual aspect. Better colour, longer shelf life, more sugar/starch etc. Bettering nutritionary qualities Oil seed with reduced concentrated fat content. Enhancing processing and harvest home ( cheaper faster cleaner ) Alteration of tomatoes to detain maturation has led to cheaper tomato merchandises. Increasing ability to contend insects, disease and weeds Increased virus opposition Decreased pesticide usage Herbicide tolerance Resistance to drouth or environmental emphasis Benefits for parts of the universe where the demand for nutrient is increasing significantly and there is non plenty good cultivable land. Transgenic Organisms is a particular method of biotechnology for increasing positively about productiveness and quality facets where the production of transgenic beings involves the injection of foreign DNA into an egg. The egg is so fertilized and placed inside a alternate being which carries the transgenic being to term. Transgenic workss can be produced with works cell civilization. Foreign DNA is used to transform disassociated works cells that are so grown in civilization. Green productiveness of biotechnology is termed as green biotechnology under which it enhances environmental protection ; some illustrations are ; Cleaning up pollution through Bioremediation: â€Å" The usage of bugs to digest and change over unwanted waste stuff into harmless substances † Cleaning oil spills utilizing populating being Produce biomass for bioenergy intents or to change over biomass to biofuel. Biomass refers to workss or animal-based stuffs such as harvest, harvest residues, trees, carnal fats, byproducts and wastes obtained from agribusiness, wood and industrial and municipal beginnings. Agro security is at that place most of import undertaking to heighten nutrient security. Like any other sector of agribusiness, the nutrient industry is at hazard from Agro terrorist act and bio-terrorism. Agro terrorist act in the nutrient processing industry refers to the knowing sabotage or taint of a nutrient merchandise during processing, storage or distribution with the purpose to do physical injury to the individual who eats the nutrient, every bit good as economic injury to the nutrient production sector and to the economic system. Whereas biological terrorism is the calculated release of viruses, bacteriums, or other sources ( agents ) used to do unwellness or decease in people, animate beings, or workss. For this ground ; biosafety and biosecurity is biotechnological tool for put into pattern of nutrient security. It has ever been impossible to wholly extinguish all hazards. However, hazards can be managed and minimized in two ways: By implementing programs that deter knowing taint and therefore forestall it and By observing jobs early in the event that they do occur and holding a system in topographic point to cover with the state of affairs so that inauspicious effects are kept to a lower limit. Prevention of agroterrorism in the nutrient industry focuses on the â€Å" 3P ‘s † – Plant, Personnel and Procedures. These same rules can be applied to on-farm security every bit good. Security at the works or production installation means restricting entree. This can be done by a assortment of methods including utilizing fencings, Gatess, security guards, locks, ID badges for employees, security cameras, etc. If the works has a research lab, the research lab must keep the security of any biohazards, pathogens and toxins that are present. The works must besides decently shop and utilize any toxic chemicals they may hold such as cleansing supplies and pesticides. Farms must besides take particular attention in keeping the security of toxic chemicals used in production. Secure storage is an of import issue. Farm chemicals in the incorrect custodies can go arms. The 2nd â€Å" P † refers to forces. Food industries should: Carefully test their employees Supervise and proctor employees in their day-to-day work assignments Provide and require usage of exposure badges or other signifier of positive designation for their employees Restrict entree to research lab installations, to agents and to computing machine systems Provide employees developing in nutrient security or nutrient defence processs Monitor unusual behaviour of any employee Have policies in topographic point sing the wellness of employees and when they can or can non work Train forces in processs for covering with visitants and the populace so that entree is limited or prevented. Many of these patterns for the nutrient industry are besides good patterns for the farm, including restricting entree or visitants to the farm. The 3rd â€Å" P † stands for processs. Food industries must be prepared to cover with merchandise meddling and other malicious Acts of the Apostless. They must hold policies and processs in topographic point for covering with visitants. They must be able to follow their merchandises – where ingredients or nutrients came from and where they are directing the merchandise by maintaining accurate records and coverage imports. Companies should hold a scheme in topographic point for originating callbacks if necessary. They must hold a process for look intoing leery activity. Food industries should continually measure their policies and processs to be certain they have the best programs possible for guaranting safety and covering with exigencies. In nutrient industries every bit good as in other countries of agribusiness, the keys to success for nutrient defence include: Supplying preparation for employees and increasing their consciousness of the importance of nutrient safety Having programs in topographic point for exigencies Have unfastened lines of communicating and coverage within the company and Planing procedures and systems with agroterrorism hazards in head. To promote nutrient seurity, the United Nations should do proviso of equal fund through administrations like FAO to construct international pact. International pact is a new, binding international instrument between states that trade with works familial resources for nutrient and agribusiness such as SADC Plant Genetic Resources Centre. It scopes internationally agreed model for the aggregation, preservation, generation, regeneration, word picture, rating, and certification on endangered species for sustainable usage by being stored in the cistron bank. Besides, it aims as the carnival and just sharing of benefits derived from their usage, in harmoniousness with the Convention on Biological Diversity, for sustainable agribusiness and nutrient security. As some 10,000 old ages ago, agribusiness began, with the independent Neolithic revolutions around the universe in â€Å" Centres of beginning † for illustration, barley and wheat were domesticated in the Near East, rice in Sout h-East Asia, the murphies in the Andes, millet and sorghum in Africa, and maize in Central America. Nevertheless, due to Agriculture international pact based on Multilateral System of Access and Benefit-sharing, non on exclusivity, they built relationships among states. They have been swapped non merely the cistrons within their harvests but besides carnal contained in their local assortments. Hence, now such harvest and animate being have propagated worldwide for domestication that made better colony of life possible, and human populations grew tremendously, in many topographic points taking to metropoliss, and with metropoliss, civilization. Population denseness led coevals after coevals to travel over the following hill. The above figure shows the development of Treaty ‘s Regulating Body that harvests have spread all over the universe, and overpoweringly Food security towards an mutualist universe. Therefore ; International pact fund acts as a beginning of support for advancing communicating and squad work among universe states. ( Gerald Moore and Witold Tymowshi ( 2005 ) )

Change-oriented leadership trans formational and charismatic leaders Coursework - 1

Change-oriented leadership trans formational and charismatic leaders slp - Coursework Example In my opinion, this approach was more managerial in nature, as the supervisor conformed to previously set standards and sought to maintain the status quo. The supervisor did little to set new directions or establish new goals, as is the case for leaders who are more visionary-oriented. The Five Factor Model (FFM) outlines five personality dimensions, which include Neurotism, Conscientiousness, Agreeableness, Extraversion and Openness (OCEAN). Within each dimension are primary factors, which describe in detail individual qualities. Conscientiousness refers to an individual’s ability to be dependable and involved whereas agreeableness analyzes the degree to which one co-operates with others and their level of compassion. Conversely, extraversion encompasses one’s ability to interact socially with others whereas neurotism measures the degree of emotions instability such as an increased predisposition towards negative emptions such as anger or anxiety. Finally, openness to experience encompasses an individual’s curiosity level, love for adventure and ability to appreciate aesthetics. My supervisor was low in neurotism, high in extraversion, high in conscientiousness, low in agreeableness, and low in openness to experience. As the head on the inter nship program, he had developed a high tolerance from training interns. His subordinates could depend on him when faced with challenging issues and he had a good rapport with them, as he was a social person. However, from his plain office dà ©cor, it was clear that he had no appreciation of aesthetics; for example, art. The behavioral approach adopted by the supervisor was task-oriented. The company’s core task was customer satisfaction, which necessitated employees to establish a good rapport with the clients. As such, performance appraisals sought to evaluate an employee’s interactions with the clients based on the client’s feedback. The training seminars organized by the

Why does ADHD impact on academic performance and what can be done to Annotated Bibliography

Why does ADHD impact on academic performance and what can be done to support ADHD children in the classroom - Annotated Bibliography Example The child is also labeled as a day dreamer in class. (NCP, 2008) Impulsiveness – Executive functions of the brain help human beings to inhibit emotional outbursts and impulsive behavior. A school going child usually uses these function to reason out the benefits of doing homework against watching cartoons but a child with ADHD is unable to do so. He is not able to plan ahead for his examinations, learn from previous mistakes or consider consequences of impulsive actions. All this leads to bad academic performance. (George J. DuPaul, 2003) Low Self Esteem and confidence – Children with ADHD are usually laggards in the class and are not able to complete their tasks efficiently. This leads to reprimand from teachers as well as ridicule from fellow students. This lead to low self esteem and a belief that they won’t be able to do anything well in life. This usually has disastrous consequences for the child. (Craig A. Everett, 2001) Rule Breaker – A child with ADHD usually challenges authority at every opportunity he gets. He does not like to follow rules and regulations. Teachers at school do not like to see this attitude and may decide to target the student as they might regard this attitude as not a medical problem but disrespect. The authors of this journal article have studied in-depth about the different methods in which non-medication support can be provided to ADHD children. We will discuss the main points which have been mentioned in the article. It has been proved through this study conducted by Rebecca Shaw and Vicky Lewis that children with ADHD produced the greatest number of accurate responses regarding basic computerized tasks as compared to children with no disorder. Computerized and graphic representation of facts and figures help children with ADHD to improve concentration .Various educational software have been made for ADHD children and have

Lurking in the shadows Essay Example | Topics and Well Written Essays - 500 words

Lurking in the shadows - Essay Example So I try to put them at ease. I uncross my legs slowly so as not to draw their attention. I steady the rocking chair and I become very still. I am as still as a thousand year old stone; stiller, in all reality. I relax and then adjust my vision. I breathe softly, in measured breaths, and study these fascinating creatures anew. The distance is not close; indeed, there is an open field over which I must peer before reaching the edge of the wooded field where the doe keeps her fawn close by her side. The wheat in the open field rolls as the wind passes by, and the wooded field is studded with oak and pine. The fawn blends at times with the yellow of the wheat field and the brown of the woods. The fawn is at one moment visible and then nearly imperceptible; it is the down, with a darker brown color, that allows me to keep focused most precisely. The trees are crowded closely together, a shadow almost when compared with the brightly rolling yellow field of wheat, and the deer are perceptible only in their occasional movements.

EEOC Paper Research Example | Topics and Well Written Essays - 1000 words

EEOC - Research Paper Example Equal Employment Opportunity Commission (EEOC) This paper shall present the case where the EEOC files a case against the owner of 42 McDonald’s restaurants for sexual harassment and retaliation for the benefit of several women, including teenage girls, who were abused at the McDonald’s fast-food restaurant located at Reedsburg, against male employees who violated the federal civil rights by creating a hostile work environment of sexual harassment against the female employees. Summary â€Å"This complaint was filed by to represent a class of women who were victims of sexual harassment of male co-workers who subjected them to sexual comments, sexual propositions, or physical touching. In the complaint, there was also an allegation that the female workers were fired by the employer as a form of retaliation for punishing the victims for complaining about the sexually hostile work environment in their office. Due to the unbearable stress and emotional torture that the femal e workers had to go through, at least one female employee was forced to quit resign from work to relieve her of the miserable work place†. (eeoc.gov). ... stigation report, it was shown that the male workers actually made sexual comments about the body parts of their female co-workers, and touched them in an inappropriate and malicious manner. The report further indicated that several of the victims were only teenaged high school students. The lawsuit filed by EEOC arose from the discrimination complaints filed by three former employees of the McDonald’s fast food in Reedsburg. â€Å"In total, Missoula Mac owns and operates 42 McDonald’s restaurants in Wisconsin. After failing to reach a voluntary out-of-court settlement through mediation-conciliation procedure, the EEOC finally sued the company. The agency sought for lost wages and compensatory and punitive damages on behalf of the women who were harassed, retaliated by the company, and injunctive relief to prevent further discriminatory practices within the workplace. The complaint was filed before the U.S. District Court for the Western District of Wisconsin in Madiso n, with caption  EEOC v. Missoula Mac, Inc† (eeoc.gov). Functions of EEOC â€Å"The office of the EEOC’ in Chicago District Office shall be in charge of for the processing of complaints for discrimination, enforcement of administrative issues, and shall supervise the conduct of litigation of the agency of the several states, namely: Illinois, Iowa, Minnesota, North Dakota, South Dakota, and Wisconsin with some areas in Milwaukee and Minneapolis† (eeoc.gov.). Role of EEOC in the Lawsuit The role of the agency is to represent employees who have been discriminated by their employers by reason of â€Å"race, color, religion, sex, age, national origin or genetic information. The administrative enforcement of the office receives, investigates, and resolves charges of employment discrimination filed against

STRATEGIC MANAGEMENT FOR TOYOTA Essay Example | Topics and Well Written Essays - 1750 words

STRATEGIC MANAGEMENT FOR TOYOTA - Essay Example In effect, the strategic management option is being undertaken for the sake of helping the company gain competitive advantage over its key competitors (Pollard, 2009). Pirttimaki (2007) has stressed that even though the annual revenues of Toyota Corporation could be said to be greater than any of its competitors, the company does not lead in all aspects of the industrial competition. This is because the car making industry in itself has several divisions, all of which must be competed for to gain global dominance. Some of these competitive components that the company engages in with its competitors include luxury vehicles, automobiles, commercial vehicles, motorcycles, and engines (Gilad & Gilad, 2008). Generally, the selection of the strategic management option shall be undertaken while critiquing against a specific model to justify why it is the best that the company can have. The model to be used in the critique is made up of three major sections namely suitability, acceptability and feasibility. Under each of the sections, there shall be sub-components against which the strategic option shall be tested with. The model to be used has been simplified below. The Differentiation Strategy The strategic management option selected for Toyota Corporation is the differentiation strategy. ... As the R&D takes place, it is important to also ensure that there is massive innovation that is directed at the need to meet consumer request and demand with style and flex. This is because as all competitors identifies the needs of consumers, it is he that has innovation with the needs that catches the eye of the consumer most (O’Hara, 2008). Secondly, it is important for companies undertaking the differentiation strategy to have the ability to deliver superior quality products and or services (Gilbane Report 2005). This is indeed a very centralized aspect of the strategy because quality remains a very crucial measure for competitiveness in contemporary global market and for the undertaking of competitive global engagements (Pirttila, 1997). This is because according to Ghoshal & Kim, 2006), the consumer behaviour of most people is changing of cost consciousness to quality consciousness. It would therefore take companies to set their quality apart be gain competitive advantag e. Finally, companies that desire to pursue differentiation strategy must be ready to undertake effective sales and marketing. The reason for this is that on a competitive market such as the one that Toyota finds itself in, almost all other competitors also engage in R&D and the delivery of high quality products and services. In effect, it is those who can effectively market and sell their quality and innovative products and services that really get to the customer (Alvesson & Skoldeberg, 2000). Application of the Model to the Differentiation Strategy Suitability Suitability generally refers to the question of whether or not the selected strategic management option is the right one for the company

Using Your adopt a Business Assignment Example | Topics and Well Written Essays - 500 words

Using Your adopt a Business - Assignment Example On that note, pre-purchase involve an awareness of the clients such as the products and services they want. Additionally, in sensitization of awareness, the retailer must learn the preferences and tastes of clients and receive a reliable feedback (Jefferson). That aspect brings us to information search. In order to gather a database related to customers, the business retailer should venture in the field and ask questions. Similarly, after information search an evaluation of alternatives and decision concerning purchase is significant. Furthermore, in a service encounter stage, an evaluation of contacts in terms of low and high should be considered. This assists in understanding of the servuction system and implications on service delivery in the business and how it affects clients. Additionally, in the post-purchase stage, a strict analysis of service performance is imperative in order to plan for future intentions. However, in Flower of Service Model there are various dimensions of how the business fits. For example, starting with business core service, payment before any delivery is extended to the customers. Furthermore, in terms of customer satisfaction, when one petal of the flower is broken such as hospitality during service, clients are bound to complain. Therefore, in applying Flower of Service Model, the retailer receives information through consultation from various sources (Mary). In addition, the retailer should consider taking orders earlier to avoid running out of stock. This will involve recording billings of stock and purchases made and profits and losses incurred. Alternatively, in terms of enhancement and facilitation of customer processes, the model, customers need to given relevant information connected to commodities and services offered by the retailer. Additionally, information should cover issues of sales, product change, warnings and reminders among others. There are numerous

Management and Globalization Essay Example | Topics and Well Written Essays - 3000 words

Management and Globalization - Essay Example Coordinating: It is the function of any management to coordinate the organizational goals and objectives to every single member of the organization with a view to ensure that every member collaborates towards the achievement of the targets set by the management. Controlling: The management controls the flow of organizational activities and evaluates the direction towards which the organization is leading or being led by the management in order to avoid any missteps taken in the course of business operations. The theorists of scientific management have been engaged constantly to put forth theories of management that could be turned into practice. Management is a process carried out in an organization in order to achieve the desired results. The theories of management as brought forward by renowned theorists also attempt to put the view of management theory into practice with respect to organizations. The important theories of management are discussed below: These two theorists are known to be the pioneers of the scientific management. Frederick W. Taylor is known as the "Father of Scientific Management". He came up with the view that the productivity level of workers depends upon their frequency and propensity to rest during working hours. He was of the idea that a worker can only continue to work efficiently and productively if he takes rest during the work. A tiring situation can affect the working capacity of the workers and therefore, can hinder the way of achieving organizational goals (Taylor, 1911) Gilbreth introduced the idea that the working capacity and productivity of a worker can be enhanced by reducing the unnecessary tasks and exertions on the part of a worker during the course of his work. It would enable the worker to retain his energy throughout the work process. (Gilbreth, 1911) Therefore, both the theories given by these two theorists encompass the enhancement of workmen's working capability and efficiency and assessment of possible reasons that might be affecting the workers' productivity. Hawthorne Theory The theory put forth by the management scientists belonging to this school of thought mainly focused on the Taylor's theory of Scientific Management. They experimented on the theory and came up with interesting facts about the theory. They discovered that with the passage of time, one of the principles put forward by Taylor that enhanced lighting in the working environment could result into improved efficiency of the workers, helped to improve the workmen's working capacity even to a greater extent than anticipated. However, after further research, they figured out that the enhancement in worker's productivity was mainly due to the relationships between the managers and the workers, rather than due to lighting in the w

Edible Cutlery Essay Example for Free

Edible Cutlery Essay In the eco-friendly world, it will no longer be enough to eat your meal before getting dessert; you will have to eat your plate before you get dessert. In fact, your plate may even be dessert. In a brilliant moment of inspiration, Universite de Montreal industrial design professor Diane Bisson saw a vision of a world in which food product waste was drastically reduced and even recycling, as we know it, would carry a lesser burden. Edible plates and containers. The perfect and thorough recycling method. Ms. Bisson stewed her ideas for 10 years until she finally applied and won a research grant allowing her to work with dieticians and chefs to create recipes for plates made without without preservatives, artificial colours or sugar. Their creations are beautiful, spanning all the colours of the spectrum with carved designs of varying thicknesses. Recipes are primarily vegetable-based, so the plates and containers are nutritious. Two hundred of her 400 edible prototypes were prepared for Ms. Bissons new book launch at commissaries design gallery in Montreal. They were very tasty, according to gallery owner Pierre Laramee. The book, Edible: The Food as Material will be available in late January. Ill let you know in the comment section below where its being sold. It will have many recipes for edible containers that you can prepare at home. Many of the edible plates made for the book launch were made to blend with the foods they hold, both visually and taste-wise, like a carob plate made to serve sweets. Others included beets or poppy seeds as a base. Her ambition is really to try out as many shapes and as many gastronomic food combinations as possible so that we can get into many different markets. She could see a lot of different venues. Just a few of those venues would be shopping mall food stands, hospitals, and catered food services. Next project for Ms. Bisson is to work with a caterer to come up with a five course meal with accompanying edible plates and cutlery. Also, she will have to figure out how to preserve her edible plates without common preservatives, as her current container prototypes are drying up after awhile. Edible plates, containers, cutlery. Think of how they could tastefully change our world. However, the problem with edible plates, and indeed any edible containers, is that in order to be hygienic, they need to be protected by some other packaging that is NOT meant to be eated. Hence, what we need is re-usable packaging. A sealed container protecting the sterile contents inside, from the contaminating world outside, which can be reused many times. An Indian entrepreneur manufactures delicious edible cutlery forks, knives and spoons that can all be eaten up post-meal Even as global warming turns up the heat on the world stage, entrepreneur Narayana Peesapaty, 44, may have found the perfect answer to the mountains of disposable plastic cutlery choking the world: he makes them edible. In other words, after people have eaten their curry and rice, they can now chew and swallow the spoon. The Hyderabad-based entrepreneurs company B. K.  Environmental Innovations Private Limited manufactures eco-friendly forks, knives, spoons and chopsticks in delicious flavours of vanilla, strawberry and pineapple. And all can be gobbled up after the meal. The outfit is part of the New Ventures Global initiative to encourage environment-friendly business ideas in developing countries. Peesapaty, a former scientist at the Institute for International Crop Research Institute for Semi-Arid Tropics (ICRISAT), is already supplying his product to a raft of hotels, sweet shops and organised retailers in the city. Samples have also been sent to corporate caterers, schools and housewives. It took the scientist another two years to give commercial shape to his idea. I began by checking out the suitability of various cereal flours wheat, rice and sorghum (jowar) as base for edible cutlery, he says. Finally, he zeroed in on sorghum. Jowar has traditionally been an important source of nutrients such as folic acid and fiber, yet the domestic consumption of this crop has recently decreased and been replaced by starch-laden rice. B. K. Innovations is thus helping to revitalize the popularity of jowar with consumers, especially since those with diabetes have shown an interest in consuming edible cutlery as a nutritious snack. Vegetable pulp spinach, beetroot and carrot were used to add colour and nutritive value to the cutlery. Spinach gave it a green shade, beetroot red and carrots brought out a yellow hue. In 2006, the entrepreneur applied for a process patent for producing edible cutlery. The entrepreneurs entire production line comprising blenders, slicers, dyes and an oven had to be designed and calibrated to ensure that the spoons retained their hardness while not losing out on their taste and nutritive value. BK offers spoons in three flavours and has also expanded its production to edible sandwich wrappers and edible chopsticks. Large-scale domestic buyers have already shown initial interest, and BK Environmental Innovations hopes to eventually enter the international market. Requests from international sellers have come from various countries including Singapore, New Zealand, and Canada. With Japan and China’s growing demand for chopsticks and the decreasing availability of resources, an environmental movement has grown to search for better options. Narayana expects edible chopstick to be a popular alternative to disposable chopsticks. Peesapaty feels there’s a great future ahead for his edible chopsticks which will give stiff competition to the disposable ones. In fact, he aims to corner a portion of the global disposable chopsticks market, which sees sales of around 24 billion units per annum in Japan and 35 billion units in China. However, the innovators path has not been without challenges. When he wasn’t getting investors for his dream project, Peesapaty says he had to sell his flat for Rs 35 lakh (about US$ 100,000) three years ago. He then moved to a rented house with his wife and young daughter. In other words, of the Rs 50 lakh Peesapaty has invested in the venture so far, 70% of the funds have come from his own pocket.

What Limits Vo2 Max?

What Limits Vo2 Max? Vo2 max is the maximum capacity of an individuals body to use and transport oxygen during exercise. Vo2 stands for the maximum volume consumption of oxygen. To measure an individuals vo2 max accurately the subject will undertake an athletic test usually on a treadmill or cycle ergometer, as the intensity of the workout increases the intake of oxygen and the concentration of carbon dioxide exhaled is monitored. The workload it gradually increased until there is a steady reading of both of these factors. This then shows the participants vo2 max level. However, an individuals Vo2 max can be limited due to a mixture of different restrictions and developments within the individual. These limitations can also have independent and dependant variables, such as, age, race or fitness. When researching into the limiting factors of the vo2 results two theories have been presented as the main limitations, the utilization theory and the presentation theory. The utilisation theory states that a lack of sufficient oxidative enzymes within the cell structure will limit how much oxygen is diffused and in turn affect the vo2 max scores. Oxidative enzymes are the enzymes which are the catalyst for the oxidisation reaction. Regular training can improve oxidative of the enzymes, which means an improved oxygen utilisation. This would create a better vo2 score as there is more oxygen being created. The presentation theory does not support the idea of the utilisation theory limiting the vo2 max results but suggests that it is more to do with how effectively the oxygen is delivered around the body. As the persons heart rate rises and the volume of blood being circulated increases the demand for oxygenised blood also increases. These two theories can be seen as supply and demand. A review of these two theories by Saltin and Rowell (1980) states that the utilisation (supply) theory is the more significant limiting factor. Studies show a relationship between an increase in oxidative enzymes and an increase in vo2 max results. One study by Costill DL, Thomas R, Robergs RA, Pascoe D, Lambert C, Barr S, Fink WJ (1991) measured the effects of a swim program on aerobic function. While oxidative enzymes were increased throughout the program, vo2 max increased until the last six weeks of the program The state of health of cardiovascular, pulmonary and respiratory systems would be a major if not one of the main limitations of a vo2 max. The cardiovascular is compiled of the heart, blood and blood vessels it also includes the pulmonary circulation which is the movement of blood from the heart, to the lungs, and back to the heart again. The respiratory system includes the airways and lungs where a gas exchange happens due to the diffusion of oxygen and carbon dioxide. The health of all of these systems will influence the results of a vo2 max test. A typically bad cardiovascular system will worsen the scores of a vo2 max test, during exercise the heart rate responds by increasing, as does the demand in delivery of oxygen around the body, therefore, an unhealthy heart would be less able to transport as much oxygen into the body in comparison to a less healthy one. In addition to this if the connection between the lungs and heart is weak, the pulmonary circuit, it is likely to have th e same response and trend in terms of the results of the vo2 max (Miller, Levine 2004). However it may not be the cardiovascular system with the problem, it could all come down to ones respiratory system, for example if an athlete has a small lung capacity they will not have the advantages of an athlete with a bigger lung capacity. Although it is all dependant on the lungs ability to diffuse the oxygen into the blood stream, as even though someone can have a smaller lung capacity if they diffuse ninety six per cent of the oxygen and the athlete with the greater lung capacity only diffuses fourth five per cent, the smaller lung capacity has actually overall got a higher vo2 max. This means it all comes down to the bodys ability to diffuse and transport oxygen around the body, the more it can transport the higher an athletes vo2 max is. Another limitation could be the gender of the athlete. It is speculated that males will typically have higher maximum oxygen consumption in comparison to females. Research by Heywood, V (1998) shows that the average vo2 max for a typical untrained healthy male is approximately 35-40 ml/kg/min which mean millilitres of oxygen per kilogram of bodyweight per minute. However, a typical healthy female will only reach an approximate score of 27-31 ml/kg/min. these scores are of course only averages and the outcomes can differ due to variables in the group of participants. This could be something such as the age of the males or females used, as the scores will generally deteriorate at a certain age. Also, the general fitness of the group could also be a variable as a more athletic person would average better than a non-athlete. Therefore an elite performer would have excessively higher oxygen consumption then an untrained participant, Tim Noakes (2001) studied sports where endurance is an i mportant component in an athletes performance, such as rowing, swimming and running. Noakes found that elite male runners can generate up to 85 ml/kg/min, and female elite runners can generate about 77ml/kg/min. A persons age would also play a part in influencing a vo2 test result. It can be said that the vo2 max decreases with age after a certain point of maturity. A large cross section study by Jackson , Beard , Wier, Ross , Stuteville and Blair (1995,1996) shows that the average decline of vo2 max is accepted as around one per cent each year or is better said as ten per cent each decade after the age of twenty five, this is when it said that most bodies start to deteriorate. The study shows that mens vo2 max generally decreases at a slower rate than womens with a 0.46 ml/kg/min (1.2%) for males and a decrease of 0.54 ml/kg/min (1.7%) for females. This would happen due to the aging process which causes many health problems. In accordance to vo2 max scores this would more likely respiratory and heart conditions which affect the vo2 max results. The decrease in vo2 max levels, however, does not always come directly from the aging process but more the increases in body weight which in some cases happens as people get older. The vo2 max is also a reflection on the body mass of a person, so in effect as the body weight of a person increases the vo2 max generally worsens and deteriorates. Training is an important part of an athletes life, Pollock (1973) found that aerobic training can on average increase vo2 max by fifteen to twenty per cent; this is if the athlete does a thirty minute aerobic training session at seventy five per cent of their aerobic ability three times a week for six months. However the result he got is only an average meaning that some people will respond better or worse it is all on the athletes ability on how high their vo2 max can go. Resistance training and intense anaerobic training have little or no effect on vo2 max readings, however improvements that did occur were only in participants that already had a low level of fitness (Kraemer, Deschenes , Fleck 1988). Resistance training alone does not improve vo2 max (Dudley, Fleck 1987). A considerable amount of training needs to be performed before an athlete can reach their maximum potential vo2 max, however when it is reached they do not have to train at the same intensity to maintain their opt imum level (Hickson, Foster, Pollock, Galassi, Rich 1985). Wilmore JH and Costill DL. (2005) states that altitude can also be a factor which can affect a persons vo2 max scores. Test performed by this source shows that a persons vo2 max results decreases as altitude increases above one thousand six hundred meters. For every one thousand meters that the person climbs above that, the athletes maximum oxygen intake decreases by a further approximate 8 to 11 per cent. The decrease is due to a reduction in the volume of blood plasma, which in turn decreases the heart rate and stroke volume. This is due to a decrease in the maximum cardiac output and therefore lowering the vo2 scores. As proven vo2 max has a lot of limitations, firstly the utilisation and presentation theories are the two which are considered to be main limitations. It has been shown that there are many other factors that can influence the results of a vo2 max test such as age, gender, health and training. However, the research used in this paper is outdated and therefore cannot be considered to be one hundred per cent reliable to date.

My Goals And Aspirations :: essays research papers

It is sad how my expectations have gone down with every year of high school, but I guess that is just what the real world is all about. I started my freshman year out talking about wanting to be a doctor or a scientist or a millionaire. I am about to leave high school not having a clue on what I want to do with my life. I has been hard to observe my grades going from practically straight A's as a freshman to the sad state of nearly having my credits denied this senior year. But now that I know that one has to face the responsibilities for every decision one makes, I might be ready to make some smart ones.No, I do not think that I can become a brain surgeon or a world-renowned scientist or, unless I win the lottery, a millionaire but I can try to do my best to become all that I can be with the options that I have. The marines, army, air force, and navy call my home non-stop, but I have already shot those options down. I am also not going to limit myself to just a high school diploma and enter the workforce. My parents do not think it is wise for me to enter a junior college, and I don't think that is wise either. But I do think that I can still salvage some of my parents' hopes for me but registering into The University of Houston for a year and then transferring to a more acclaimed university such as The University of Texas or Northeastern University in Boston. I have though it over and I think I might want to major in something that would get me into becoming a stockbroker. My parents have wanted me to get into computer programming because they say that is where the growth sector is, right now, for employment. But somehow, I just do not think that is what I want to do with my life, too boring for me. I guess my main goal in life is just to be happy.

New York City Before, During, and After the Civil War Essays -- Histor

New York City Before, During, and After the Civil War In its long and illustrious history, New York City (NYC) has gone through tremendous change. From a small trading post on the tip of Manhattan Island, to the greatest metropolis in the world, NYC has continued to evolve over time. One period in particular that had more degrees of change than many others, was 1860 to 1865. The lives of the residents of the great port city would be completely changed forever. The common life of a NYC merchant in 1860 was that of a well-rounded diplomat. One who was able to make deals with both the Southern plantation owner, who sold him the cotton from which the merchant made his money, and the European who the merchant sold this cotton to. This merchant was well aware of how the cotton came from the ground, through the gin, and into the bales. He was well aware that his whole economy was based on this cotton. He also had moral feelings toward the "peculiar institution" that had given him this cotton to trade. But the question on his mind is, "why bite the hand that feeds you?" Anxiety and fear were common emotions faced by these merchants at that time. If you were to sever the ties between the north and the south, what will America's greatest importing and exporting city do? Will this schism between the nation cause NYC's growth to stop? What effect, if any, would the formation of a new republic in the south have on the lives of the people and commerce of the City? In 1860, there were several different directions NYC could go. One option would be to stay firm and represent the ideals of capitalism, freedom, and liberty, which had made the city so strong. To side with the nation that their grandparents had liberated ... ...3-140 5. Foner Ph.D., Phillps Business and Slavery, The New York Merchants and the Irrepressible Conflict New York: Russell and Russell, 1968 6. Freeman, Andrew A. Abraham Lincoln Goes to New York New York: Coward-McCann, Inc., 1960 Pages 100-121 7. Harris, Bill The History Of New York City New York: Archive Publishing, 1999 Pages 98-111 8. Pleasants, Samuel Agustus Fernando Wood Of New York- Studies in History, Economics, and Public Law New York: Colombia University Press, 1948 Pages 102-125 Works Cited 1. Pleasants page 115 2. Pleasants page 115 3. Pleasants page 116 4. Alexander page 348 5. Pleasants page 103 6. Barrows page 869 7. Pleasants page 143 8. Barrows page 893 9. Barrows page 903 10. Gettysburg Address

Macbeth :: essays research papers

Macbeth is a popular play written by William Shakespeare, which is a tragedy. In order for Macbeth to be crowned king, King Duncan would have to die. There are two main characters in the play that want the power from Duncan and are too anxious to wait. Those two characters are Macbeth and Lady Macbeth, Lady Macbeth was the one who came up with the ideas and schemes to kill King Duncan. Whenever Macbeth would be unsuccessful through the process of killing Duncan, she would back him up. Although Macbeth wanted to get out of murdering Duncan he couldn’t. To make Macbeth kill Duncan Lady Macbeth had to constantly manipulated Macbeth. Duncan is Macbeth’s cousin so it would be harder for Macbeth to stab him to death while he’s sleeping.   Ã‚  Ã‚  Ã‚  Ã‚  When Macbeth sent Lady Macbeth a letter saying that Duncan was going to stay with them for the night and then leave the next morning, she was already starting to plan out his murder. Through the process of killing Duncan, there would always be something that Macbeth would not do right, and so Lady Macbeth would have to do it over. In (2.2 62-64) Lady Macbeth says, â€Å"why did you bring these daggers from this place? They must lie there, go carry then and smear the sleepy grooms with blood.† Then again in (2.2 65- 67) Macbeth reacted â€Å"I’ll go no more, I am afraid to think what I have done look on’t again I dare not.† When Macbeth killed Duncan, he forgot to leave the daggers by the drunken chamberlains, he was already regretting killing Duncan. When he returned to the castle, Lady Macbeth was surprised to see him holding the bloody daggers. Afterward when Macbeth refused to bring the two bloody daggers back; Lady Macbeth took them out of his hands and went to the chamber where Duncan laid dead. When Lady Macbeth came back into the castle she says, (2.2 80-86) â€Å"My hands are of your color, but I shame to wear a heart so white. I hear a knocking at the south entry retire we to our chambers. A little water clears us of this deed: how simple is it then.† When she returned from the chamber saying that her hands or the same color as. I’m covered in the same blood as yours are. Someone is coming let us get to our chamber and pretend like we were

Money as a Motivator Essay

This paper will discuss the subject of money as a motivator. In addition to research and a cohesive review of literature it will include two interviews with prominent managers which will be analyzed to further enrich the knowledge of the subject by taking advantage of their hands-on experience. I- Introduction: Money, A motivator?Money! That is the violent war between employers and employees. Indeed, motivating employees through the use of money as a material reward or motivator for work achievement is and has always been a matter of controversy. Many theorists tackling motivation theories, human nature in general and motivation in particular, have accordingly examined this issue and yet they did not give the same answer as whether money can motivate workers for work or not. This shall form the main core of this projectBut before tackling this sensitive issue, let us see what does Motivation in general entails? Motivation suggests the strong desire to do one’s job well with an initiation to receive a complement either of moral or material satisfaction. Employers have employed material incentives in the form of extra hours with extra pay, some others give too much importance to the stability of the workers with satisfying their necessaries of life; whereas others have much stressed human relations, good contacts with prospective outcomes, promotion, and occupation with high responsibilities potential. There is no shortage of theories about motivation, and the relation between money and motivation in particular was central to most of them since money has always been held as the bread and butter of each worker and the carrot or the stick with which the employers control the goal achievement processes. Next we briefly review some of the most important motivation theories and there approach on money. II- Review of literature and previous studies:(A) Theories of Human motivation and their relation to money:* The Hierarchy of NeedsThis theory is probably the best-known motivation theory. It was coined by Abraham Maslow during the 1940s and 1950s. In essence, it states that our motivations are dictated primarily by the circumstances we find ourselves in, and that certain ‘lower’ needs need to be satisfied before we are  motivated towards ‘higher’ accomplishments. Maslow indicated five distinct stages, starting at physiological needs and ending at self-actualization needs. In practice, the first stage in the hierarchy, the physiological stage, which contains the needs the employee first tries to satisfy such as food, shelter†¦ indicates that pay is a good motivator within this stage. Money is the supplier of food, medicine, shelter, clothing†¦ but as soon as thee basic needs become satisfied and the employee moves to higher stages within the hier archy, pay becomes less and less a motivator. Money can’t buy safety, a sense of belonging, self esteem or self actualization. * Theory X and Theory YIn 1960, Douglas McGregor advanced the idea that managers had a major part in motivating staff. He essentially divided managers into two categories – Theory X managers who believe that their staff are lazy and will do as little as they can get away with; and Theory Y managers who believe that their people really want to do their best in their work. Theory X managers believe that staff will do things if they are given explicit instructions with no wiggle room, and plenty of stick if they don’t do what they are supposed to do. Theory Y managers believe their people work their best when empowered to make appropriate decisions. Managers who follow theory X’s approach, tend to rely greatly on money as both a motivator and a tool of control. Theory Y managers tend to focus also on non-monetary motivators and rely less and less on money in motivating their staff. With advances in management theories, Theory Y has begun to replace Theory X as the d ominant management philosophy in many organizations and money began to seem as a less effective tool for motivation as we will later see. * Dual Factor TheoryAnother theory to gain prominence at this time was Frederick Hertzberg’s Dual Factor theory. He identified two separate groups of factors that had a strong bearing on motivation. He called the first group ‘hygiene factors,’ because they strongly influenced feelings of dissatisfaction amongst employees. Hygiene factors include working conditions, pay, and job security. According to Hertzberg, they don’t motivate employees as such, but if they are not there, they can adversely affect job performance. He referred to the other group as ‘motivation factors’ because they had a role in positively influencing performance –  such as achievement, career progression and learning. Hertzberg went on to state that you can forget about workforce motivation if you don’t get the hygiene factors right first of all, so you have to get the pay part of the equation right. But he saw pay as not being an actual motivator in the wor k place. You can create disgruntle employees with less money, but you can’t create a motivated employee with more cash. * Equity TheoryJohn Stacy Adams posited another theory in 1965, looking at how motivation was affected by the degree of fairness within an organization, particularly within a group of peers. Consider the situation where nine sales representatives are given a company Mercedes, but one of them is given a Toyota, even though that person believes he did just as good a job as his colleagues. How would that last sales representative feel? Now there’s nothing wrong with a Toyota, but by comparing one’s own circumstances to the treatment of others in a similar situation, very intense feelings can be experienced. These feelings could lead to intense positive or negative motivations. It’s here that money can become a serious de-motivator or even a source of conflict if distribution was not seen as fair. No matter how insignificant the monetary value, a lower raise will be seen as an unfair evaluation of one’s self-conceived performance relative to others and the int ended motivating effect will be transformed into a strong feeling of inferiority and injustice. In practice, managers need to be careful in distributing money incentives within a group of peers because of the emotions this can engender. *Expectancy TheoryVictor Vroom in 1964 put forward the notion that people are driven by the likelihood of genuine success in achieving particular objectives. Three barriers need to be jumped by managers if they want to motivate their people to succeed. First of all, they need to connect the task to be performed to the likelihood of better results. Secondly they need to set expectations that there are positive benefits to the employee in achieving those results, and thirdly they need to ensure that these benefits are of value to the employee. For instance, there is no point asking your employees to be happy about coming in a half-hour early in future if you can’t properly explain how this will lead to eventual real benefits for the  employees themselves. Benefits also should be properly assessed, some employees rank money low on their priority lists, and others give it precedence over other benefits. Setting expectations for benefits that are not valued by employees will not work, managers should not take for granted that money is all that matters and probe for other benefits the employees may consider superior. * Money as a MotivatorThis theory states that all workers are motivated primarily by the need for money; so if you want to get the most out of your workforce, you pay them more. This has particular effectiveness in areas where payment is directly linked to the accomplishment of objectives. This theory is prevalent in many businesses in the form of performance-related pay, incentives, bonuses and promotion schemes. While few would argue that it does not have some validity (indeed it is the driver behind most sales forces the world over), it is not an all-encompassing theory. It doesn’t really address the sometimes complex reasons why people are motivated by money. It excludes people who are not driven primarily for money. It does not, for example, apply to voluntary organizations. In addition, it may not work if meeting the financial objectives might threaten other entitlements, creature-comforts or rights, such as an employee’s location, network of friends, employment c onditions or current level of job satisfaction. Several other related theories such as the ERG and AAP theories also tried to find out what motivates employees the most, and where does pay rank among motivators. The motivational power of money is clear in the sense that more dollars buy more things (but not all things as we discussed before), but why is money sometimes seen as a low quality motivator?(B) Money, an Over Estimated MotivatorIn our research and readings we were able to identify several problems with using money as a motivator in the work place. These points are summarized below and should be taken into consideration by the manager in his efforts to promote effectiveness and efficiency. (1) Cash becoming compensation: The great thing about choosing a monetary reward is that there’s no extra distribution method necessary. Employees view cash incentives and awards as part of their annual compensation,  Because those dollars just become part of what you take home, there’s nothing special about them. The money tends to get spent paying bills, and you don’t really do anything that’s memorable, so there’s no lasting effect relative to the dollars that you’re putting into those incentive schemes. It just becomes a part of that pile of money that you find a way to spend every month and every year. (2) A Tough Incentive to Take Away: Beyond cash’s poor ability to change behaviors, it actually â€Å"can be harmful†. In good economic times, when everyone is flush and goals are being reached, cash can be easy to give out, but when times are bad, and the cash goes away, employees will wonder where â€Å"their† money went. And studies show that they will consider it â€Å"their† money. Discontinuing a noncash incentive program has a considerably less negative impact on employee motivation than killing a cash program. (3) Buyer’s Remorse Affects Money Incentives: A family man receiving a cash award from his company is faced with a tough decision: Put the money in savings or a college fund, or use it to pay bills, or splurge on a family vacation or buy them something special. If he decides to splurge, he may regret the decision later on when a particularly large bill comes due. That quandary can have a negative effect on the overall quality of the award, an opportunity will be considered as wasted if the money is spent or saved. Many non-cash incentive awards are considered luxuries, and earning them through hard work can give employees a sense of achievement. (4) Low Trophy Value: Cash lacks trophy value and social reinforcement attributes that increase the perceived value of the non-cash award over cash, the trophy value associated with noncash incentives is just immense. An employee will always find it more pleasant to talk about a company all-expenses- paid trip, movie tickets or even a warm pad on the back from the boss, than a two hundred dollars bonus check. (5) Money Is Not Promotable: The trophy value associated with non-cash awards can have a positive effect on other employees who didn’t reach their goals and take home the award. It’s harder for the boss to say do better and you  will get a certain cash reward, than to advertise a position for the â€Å"employee of the month† award for example. Money is less promotable than other forms of motivation. (6) Cash Satisfies Needs-Not Wants: Cash is easy for companies to give away, and everybody needs it. But for true motivation, you need to give people something they want or desire, not something they need. A trip to Hawaii, on the other hand, generates memories, and a plasma-screen TV is something they’ll look at every day for years to come-and remember how they got it, a hundred dollar bill gained for an extra ordinary selling week is soon not different from a hundred dollar bill received as wage. (7) Money Is Impersonal: Sure, everyone could use more money, but what’s special about that? The best rewards cater to a particular group’s interests, and having that personal edge makes a big difference in how effective your program will be. (8) One Size Doesn’t Fit All: â€Å"There are no average employees†, average has become wider and wider around the means over the past few years, and will continue to do so. So one really can’t provide one option and think that it’s going to be appealing or motivating to the entire staff. (9) Managers Prefer Noncash: A recent study of 235 managers by the Forum for People Performance Management and Measurement showed that managers prefer non-cash employee recognition programs. According to the study, managers view non-cash awards as â€Å"more important, more effective and generally superior for achieving the majority of specific organizational objectives. (10) No Global Parity: In economic terms, it’s called purchasing power parity, which means, roughly, that the cost of living-everything from the price of a nice dinner for two to a month’s rent-can be vastly different in different parts of the world. Companies with worldwide footprints need to make sure their award offerings are equal on a global scale. A dollar, after all, goes a lot farther in some corners of the world than in others. Non-cash awards such as gift cards allow companies to offer parity in terms  of the overall worth of the award. (11) Money Is Insufficient for Some Employees: in addition for the individual idiosyncrasies of individual employees, money may not be sufficient for some people. Highly paid employees for example may prefer other benefits such as an award ceremony, a club membership, a parking space closer to the office†¦(12) Evaluation of Performance: it’s hard to put a price tag on performance. Even clear rules, such as: sell x items and y dollars, may be seen as unfair. Employees may complain about their store location, their shifts, and their managers†¦ to give an unfair flavor to a peer’s bonus. Non-cash motivators are less likely to be thoroughly criticized and have a greater motivational value. (13) A Trouble Maker: money may set employees against each other, leading to conflict in the company. Employees may also feel forced to compete and thus Money becomes a fosterer of a hostile work environment rather than a motivational tool. (C) Research Study results:Several research studies were done on the effects of money as a motivator, and its position relative to other motivational incentives. – The results of a NOVA Group study under the title â€Å"Factors employees Find Motivating† re affirmed several previous studies in which employees ranked money as fifth among motivation factors. Money was proceeded by: Interesting Work, Appreciation and Recognition, Feeling of being in on things, and Job Security. – A more recent study on done by the Hay Group on retention factors found that money ranked a staggering tenth among employee retention factors. – A research study for 57 managers conducted by Meudell & Rodham showed through analysis of questionnaires that managers saw an increase in performance among their employees for an average of just two weeks after a pay raise followed by a relapse into the prior performance levels. – Several other research papers we saw which conduct research on the effects of money as a motivator on employees of various professions showed similar results. Although the position of cash as motivator varied slightly among different working groups, it still showed that money has limited motivational power. For example In a much publicized study, Gupta and her colleagues analyzed thirty-nine studies conducted over four decades and found that cold-hard cash motivates workers as expected, but the research team acknowledges that money is not the only thing that concerns employees, noting that beyond a certain point higher salaries will make employees happier, but it will not â€Å"buy† better performance. III- Interviews, Analysis and Findings(A) The interviewsIn the process of researching the motivational power of money, we were lucky to interview two prominent managers:†¢Mr. Sami Gheriafi , Process and Institutional Planning Manager -AUB†¢Dr. Saad Andary , Deputy General Manager -BBAC BankAs a basis for the interviews, we prepared a questionnaire to address all the questions that were raised during our review of literature. Through out the interviews many more clarifying questions were asked, the end result was put into a Q&A format, and both interviews are posted in the annex at the end of the paper. (B) Interviews analysisIt was striking how the answers of two managers from two different organizations overlapped in key issues. Of course one will find differences in some approaches, but the overlap in addition to the findings we uncovered in our literature review gave us confidence in our results. Both managers gave non-monetary forms of motivation priority over money. Whether sending over-performers out of the country for advanced training to show the organization’s commitment in improving their career opportunity, or verbal and written appreciation, non-monetary motivators were found to be superior. Empowerment, delegation of authority and freedom of decision are also very important tools used in the organizations to motivate employees. On the other hand, and in compliance with our research, both managers agreed that money is important especially in a region under economic stress, but  they also argued against using it primarily. Dr. Saad Andary noted that money according to his experience may play a good role as a retention factor, noting the huge pay gap between Lebanon and the Gulf, but he doesn’t consider it as motivating. Both Mr. Sami Gheriafi and Dr. Saad Andary also indicated that money has a â€Å"timed impact† that is they as managers notice an increase in performance when a monetary reward is handed out, but this increase tend to dwindle down as the raise is spent. Non-monetary motivators tend to have a longer lasting effect on performance. On the use of money, Dr. Saad Andary pointed out that in current economic conditions, money is the managements easy way out, and even though both managers disagreed on managements ability to put a financial tag on performance, both agreed that it is not productivity that should be an issue, but also commitment to work, enthusiasm and the feeling of belonging to the company that should matter to managers. Money has a tempting impact on new comers; it refreshes the employees and energizes their performance; is an expected part of the motivational basket and if used properly and in an accurate sense will boost performance in times when a push is needed. But the use of money has its negative side as well. Money has shorter lasting effect on employees, it is less effective with employees higher up in the organizational hierarchy, money is also coupled with the firms profitability rather the employees performance in a sense that a hard working employee may not get a raise because the firm is not profitable that year, a thing which will discourage the employee especially if in more profitable years less effort lead to more money. Money also will put a huge financial burden on the company especially when employees begin to see bonuses and raises as part of their pay, they will grow more dependent on monetary rewards and this will produce a high employee turnover rate and a decrease in performance. Money, and depending on the management approach, might easily become a tool for manipulation rather than motivation. For these reasons Dr. Saad Andary forecasts that management will try to limit the negativities of â€Å"money as a motivator† by making reward more institutionalized, in a sense that staff will become shareholders and be granted stocks rather than raises. This will give rise to a partnership between the staff and the firm, the employees will no longer feel as pones moved by management, but rather  they will develop a genuine sense of belonging, and a true interest in the well being of the organization. IV- Conclusion: Money as a MotivatorAll the popular motivation theories have their flaws and detractors, but they do give us an insight into some of the mechanisms at work in day-to-day organizational life. A number of key messages ring true: firstly, people are not automatons and their reasons for behaving in a certain way are more complex than just money or laziness. Secondly, different people are motivated differently – there is no such thing as a simple, all-encompassing solution. Thirdly, it’s important to get the work environment right if you want to get the most from people; and finally, managing perceptions and expectations is very important if you want to help people get the most from their work. As a summary, Money is found not to be a default and automatic motivator, its importance is subjective and its effectiveness in motivating is relative to the type of job and the way management uses it, non-monetary motivational approaches are superior in many ways (as explained above). So if we want to finish up with one message we think that the best conclusion might be â€Å"Avoid the Cash Trap†. V-Annex(A) Dr. Saad Andary interview1)What are the motivation techniques followed in your Institution?What is the role of money in the above techniques?†¢One major form of motivation is to send staff out for training ( specially out of the country : New York, London); this is major motivating because it enhances the employee career and gives exposure to more advanced markets ( only the outstanding people are selected) . The other form of motivation is to promote and to empower the staff (to give him the freedom of decision). Money incentives: an environment which is under economic stress with high unemployment and depressed salaries and wages and also coupled with price inflation required to have constant individual raises , although this does not compensate to the huge job pricing differential between Lebanon and the Gulf); so money plays the role of retaining employees here and not motivating. 2)Do you think Money is the easy way out?†¢In our environment, yes it is, until we have sufficient economic growth to benefit from the oil boom. 3)How can you put a price tag on performance?†¢The appraisals to be reflected in the annual raises. BBAC is an institution working in the financial market where jobs can be easily assessed and priced (especially jobs related to sales, dealing, treasury, marketing†¦) where the management can pinpoint revenues or loss leading to the evaluation of the employee performance. 4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?†¢It gives an immediate improvement in performance and lasts until the raise fade according to its amount (depend on the value of the reward). The bad thing about this is that: if it’s regular bonus or reward then it’s no longer conceived as merit where it becomes more as a salary => that’s why a money raise can’t be that effective motivator to count on. 5)From your experience, how did the concept â€Å"Money as a Motivator† develop through the past years? And where do you see it going?†¢In the banking industry : money became a norm ( bonus at end of the year for example) which is reflected by the profit of the form , so staff is identified with the concept of the profitability => there is functional relationship between â€Å"money as motivator† and † profitability† . See it going : towards becoming more institutionalized , in the sense that staff will become share holders (partners) ; employees will not be granted money but stocks which is a way of partnership that involves the staff in ownership => develops sense of belonging and last relation of employees with the firm. 6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)?†¢ Positive: refresh the employees and energize their performance (although for just a period of time). Negative: money is coupled with the firm profitability and not directly related to the employee performance and results; the criteria set  for the rewards are not usually clear and standardized; decreases the sense of belonging towards the firm. 7)Doesn’t money trivialize work and weaken sense of belonging?†¢Yes, money trivialize work and stock option can be the right alternative for improving sense of belonging8)Money: Motivation or Manipulation?†¢Money is recognition of the surplus created by the staff; can’t be considered fully motivation or manipulation. 9)What is your conclusion (experience & personal opinion) about â€Å"Money as a Motivator†Ã¢â‚¬ ¢Money can’t be used as a direct and effective motivator due to several constraints mentioned above. (B) Mr. Sami Gheriafi interview1)What are the motivation techniques followed in your Institution?†¢It is at the discretion of the managers of each department to use various techniques to motivate employees. Among many, there is empowerment, delegation of authority, added responsibility – commensurate with seniority and financial incentives, promotions, commitment to employee professional development (mostly through training and development of talent, skills and competencies), and appreciation either verbally or in writing (aka psychological support) or, as specific to AUB, attainment of President’s Service Excellence Award, an annual award given to employees with exceptional and superior customer service and notable productivity over the prior 3 years. My personal experience has led me to the following equation Productivity = Satisfaction x Appreciation. What is the role of money in the above techniques?†¢Money is a major motivator, however, in my opinion it has â€Å"a times impact†! By virtue of human nature, people tend to feel motivated with money, but after a short period of time, usually not more than 3 – 6 months, people tend to forget about the financial increase. The money reward will certainly help improving the employee’s performance in the short term, but its impact will fade out as time passes. 2)Do you think Money is the easy way out?†¢The use of â€Å"easy way out† is a bit  on the negative side, as when you refer to a situation where people circumvent a process or get a way with minimal loss or damage. On the other hand, Money has a strong buy-in and buy-out impact in that it elevates the level of personal satisfaction notwithstanding the longer term fading effect. Money losses its value with time and so does the money based motivation techniques. 3)How can you put a price tag on performance?†¢In financial terms, No! However, performance is measured in productivity of an individual. If the individual is satisfied with the job responsibilities and is being appreciated (both soft and hard), the performance is priced and reflected by commitment to work, enthusiasm, and personal ownership (not physical but psychological). 4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?†¢Performance increase is always noticed after a financial reward. What I would like to point at is that the financial reward should be the consequence not the pre-requisite for an improved or increased performance. In my business life, I have seen many people who work and enjoy what they do with lesser amount of money, but have a great working atmosphere and very appreciative bosses. 5)From your experience, how did the concept â€Å"Money as a Motivator† develop through the past years? And where do you see it going?†¢From what I have seen in the past +15 years, money may have a tempting impact on a new employee or a new comer, but as time passes, and as people grow in hierarchy and mature on the personal level, the more motivating is the work responsibilities, assignments, business setting, atmosphere, stability of the organization, etc. and this is where the motivation is heading. In some cases, money becomes a way to walk out when an offer is made! If the business setup, setting, culture, modus operandi is not appealing, people might not want to â€Å"burn bridges† by refusing an offer, but might as well increase their expectation to a higher level that the employer might and/or will not be able to afford. 6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)?†¢ Absolute use of money as a motivator has significant negative impact on the employee and the organization equally. The organizations operating budget will inflate with sky rocketing salary budgets and employees will be heavily dependant on monetary rewards. There will be a high employee turnover, resultant reduced productivity, resultant impact on the organization’s turnover, etc. This is a vicious cycle. †¢The basket of motivational techniques, including financial reward, is a healthy approach to the organization and the employee. Both will benefit from what each party will give to the other. Organizations will receive productivity, commitment, ownership, improvement on the part of the employee who in return will also enjoy the basket of appreciation, work atmosphere, investment in his/her professional development, etc. This is what I call a â€Å"win-win approach†. 7)Doesn’t money trivialize work and weaken sense of belonging?†¢Yes, sometimes it does. 8)Money: Motivation or Manipulation?†¢Again, the answer depends on the approach. In absolute term of motivation, money will be manipulative. 9)What is your conclusion (experience & personal opinion) about â€Å"Money as a Motivator†Ã¢â‚¬ ¢Money is one of the motivating factors, but certainly not THE motivator. There are more for people to receive from organizations than money. Let us remember that people make money not the other way around. References http://www.forexprofitingpro.com/sites/ldintino/_files/Image/MoneyGlobeOnFinger.JPGClarifying money’s role in motivating- Lynn W. Robbins University of Kentucky- Journal of Food Distribution ResearchGetting more bang for your buck- Martin Price is the director of HR Equations Ltd- employment today NOVEMBER 2005Motivating the work force (chapter ten) – McGraw -Hill/IrwinMoney not the motivator – The Herald Sun – Thursday, 08 December 2005Money can be a big demotivator- John Fisher, Managing director,

Case Analysis: Ski-Right Essay

I. Background of the Case The case begins with Bob Guthrie, a retired physician and an avid skier, who realized that there was a need for a special ski helmet following the recent incidents that lead to serious head injuries for skiers. There were existing ski helmets in the market, but Bob believed that he had a chance to make helmets more appealing to the people, by adding new features. Bob took this idea as something that could not only be an outlet for his creativity, but as a way for him to make some money. He set out with the goal of making helmets that were attractive, safe and fun to wear. With this in mind, Bob came up with several ideas for his new helmet, which he named ‘Ski Right’. Bob wanted his helmets to be attractive, so they had to come in several colors and feature the latest fashion trends and designs. But aside from this, they also had to be fun and useful. To achieve this, Bob thought of putting a built in AM/FM radio and cellphone to the helmets, with controls in a pad on the skier’s leg or arm. Before proceeding to build the helmet, Bob thought of the possibilities of success and failure in his venture. He figured that there was a 20 percent chance that there will be an excellent market for his product, a 40 percent chance that the market will be good, a 30 percent chance that the market will just be average and a 10 percent chance that the market will be poor. With this in mind, he continued his plans. Bob found several companies that could help him build his helmets. Progressive Products agreed to be a partner in developing Ski Right and would share in the profits and losses. Bob also discovered Leadville Barts, who specializes in bike helmets. They could be of great help in the production of the helmets itself. Bob was also talking to Talrad TR, a radio company in Florida, who had experience in making military radios. They could assist in putting the AM/FM radios in the Ski Right. Finally, Bob was meeting up with Celestial Cellular, who could develop the cellphones. Bob Guthrie now has to take into consideration all this information in making the decision of how to make and launch his new product, with the intention of making the most money he can as possible and avoiding failure. II. Problem Statement Bob’s problem now is deciding which combination of partners would result in the best profits for his new product, Ski Right. His first option is to partner up with Progressive Products in developing the helmets. He also has the option to ask Leadville Barts to make the helmets, which will then be taken by Progressive Products for finishing. His third option is to contract Talrad TR to make the radios for the helmets, which will then be brought to Leadville Barts and Progressive Products. Bob’s fourth choice is to work with Celestial Cellular to make the cellphones which will be passed to Progressive Products for the rest of production and distribution. His final option is to forget about Progressive Products completely, contract the three other companies and hire some friends to assemble and market Ski Right. Other than choosing which of the options would be the best recommendation for Bob, the case also calls for us to compute the expected opportunity loss that Bob would have if he chose one option over another. The group also has to determine what the value of perfect information is, which represents the maximum that Bob should pay in order to get perfect information. The group will also identify if Bob was logical in his approach to setting up his business and making decisions. III. Model Development The objective of this study is to identify what would be the most profitable course of action for Mr. Bob Guthrie. Another objective is to identify the opportunity loss in this situation as well as the value of perfect information. In all of the options available to him, Mr. Guthrie calculated the possible profits or losses he would have for every possible state of the market. He also determined the probabilities of each of the states of market given. The information is shown in the table below. In order to meet the given objectives, the group will apply the method of Decision Making Under Risk due to Mr. Guthrie being aware of the probabilities of all outcomes. There is also a need to identify the possible amount of losses Mr. Guthrie may incur which means that gaining a perfect or accurate forecast would be beneficial to better clarify what is the best decision to take. V. Conclusion After applying the method of Decision Making Under Risk, based on the decision table used to sort out and categorize the information given, the group was able to analyze and interpret the results, and found out he best decision Mr. Guthrie could choose for the new product he’s about to make. After determining the EMV for each alternative, option 2 which EMV for $2,600, came out as the highest among the other EMVs. Next, the group was able to identify the possible amount of losses Mr. Guthrie may incur. After getting all the opportunity loss for each alternative, the one with the lowest value of EOL which is $14,300 is determine. The result is once again, option 2. This was made sure by getting the EVwPI and subtracting it to the maximum EMV, thus giving us the EVPI of $14,300 which is equal to the EOL we determined earlier. According to the option 2 which is getting Leadville Barts to make the helmets, and Progressive Products to finish them, LB had extensive experience in making bicycle helmets which gives Mr. Guthrie a higher chance of assurance in getting the job done right, especially that he considers the quality of the helmets to be produced. On the other hand, he’s facing a greater risk since he’s handing out to job to two different companies.

Australia

Ukraine-Russia conflict effect on global commodity prices. There are Domestic Economic Risks, Business Investment- Transition from large drop- off of committed investment. Exports- Project delays, delayed production ramp-up Labor Demand- Weaker labor market conditions from declining resources investment.Housing- Growth will be weaker if dwelling investment does not recover strongly as forecast. Australia has an abundant and diverse range of energy resources. It has very large coal resources that underpin exports and low-cost domestic electricity production, ore than one third of the world's known uranium resources, and substantial conventional gas and coal seam gas resources. These can support Australia's domestic needs and exports for many years to come.Identified resources of crude oil, condensate and liquefied petroleum gas are more limited and Australia is increasingly reliant on imports for transport fuels. The expected advances in technology by 2030 will allow them to make a gr owing contribution to Australia's future energy supply. By this time Australia's energy consumption pattern is expected to change significantly. While fossil fuels (coal, oil and increasingly gas) will intention to dominate the energy mix, renewable energy sources, notably wind, are expected to become increasingly more significant.Korea is Australia's fourth-largest trading partner, and Australia is Koreans seventh largest trading-partner, with trade volumes of approximately $30 billion in 2013, so it's not surprising that both countries are trying to conclude a Korea-Australia Free Trade Agreement (FAT). Given the fact that the energy and resources sector accounts for nearly half of that, it will be particularly important for industry participants to understand the main opportunities that will arise once the FAT is finalized. Lion of iron ore and concentrates, $1. Billion of crude petroleum and $700 million of liquefied natural gas. Koreans largest export to Australia was refined p etroleum, coming in at approximately $3 billion. Official estimates are that Australia provides approximately 75% of Koreans iron ore and around 40% of its coal. According to the Australian Government, the FAT could increase trade between the two countries by 23% by 2030, with 17% attributable to an increase in the trade of energy and resources products. This FAT will improve Australia-Korea economic ties and will protect Post-crisis environment.

Fish Philosophy Essay

Just finished reading â€Å"FISH Philosophy† the book and so great it was. It’s a tiny book (two hours of focused read would do) that talks about how to transform your work place (or even your life) into a fun place to enjoy and be excited to come to again and again. I don’t want to talk about the great story in the book, and the details of how a fish market ignited the idea – hence the name FISH – for a manager to transform her workplace, as I want to encourage you to get it and read it. The philosophy is simple, and goes by applying four ingredients that will turn the place from stress and dullness into relax and fun. The ingredients of FISH philosophy are as follows: 1. Choose your attitude 2. Play 3. Make their day 4. Be there Ingredient 1 – Choose your attitude: This is the platform to build upon, and the core concept that everything else depends on. You have the freedom of choice of your attitude: an optimistic and happy attitude, or a pessimistic and sad one. Choose to be happy, smiling, easy going, ignorant of mistakes, and you’ll discover how beautiful and shining you and your place would be. On the other hand, choose to be angry, frowning, hard-headed, picky on mistakes, isolated, and you’ll discover how miserable your day would be! â€Å"Choose your attitude† is the hardest ingredients, but sets the stage for all other ingredients to happen. So work on your attitude, and work on it now. Ingredient 2 – Play: Have fun, even if you have lot’s to do with deadlines nearing, and don’t seem to have enough in your schedule. All that stress come from the fact that you prevent yourself from enjoying what you do. Make it a playful project, an enjoyable study, an easy shopping, a fun meeting, etc. If you cannot enjoy what you do, then try to have some pleasant moments between the heavy tasks you work on. Engage with colleagues or family to create a play yard out of your place. Ingredient 3 – Make their day: By having fun yourself, work on extending that to others who surround you. Make their day by expressing how you’re grateful to have them, or by cheering them up. Get them out of their misery by offering advice and help. You cannot imagine how cheerful you would be when giving a hand to someone. Ingredient 4 – Be there: Be present to your family, customers, colleagues, and people by giving full attention to who calls for you to advice or help. Don’t be ignorant to those calls†¦ get to answer them on the spot, or at least dedicate some time to connect with those you care about to listen to. Ignoring a call for help from your wife, your son, a colleague, or a customer could yield to disappointments and sometimes problems that you could’ve avoided earlier. Applying FISH to your life: I actually believe in the importance of these ingredients to have better place whether at home or at work, and below are some ideas I’m thinking of to practice those in my life (both at home and at work): Ideas| At Home| At Work| Choose your attitude| Be happy, smiling, and open-minded, soft, easy going, ignorant to small acts or mistakes. Spell out the good thoughts, and ignore the bad ones. Say hi or salam to everyone you face! | Play| Educate by fun, and stop yelling. Make the shopping a learning experience for your child where he or she looks for the stuff and picks them up. Enjoy home fixes. Watch cartoons with your child while commenting. | Start your meetings with fun or jokesPost some funny pictures or comics to your desk, or common placesHave a board so employees can post some jokesHave a gaming console and work on a gaming competition| Make their day| Compliments, Compliments, Compliments. Bring your wife some flowers. Invite the family to a day out (I really mean the invite here, and not like †¦ we’re bored, let’s go out). Bring your child something he or she likes (candy for instance). | Compliment the work and attitude of your colleagues. Engage with customers and pinpoint their pains and offer solutions with what they already have. Avoid bad news, and be a passenger of the good ones! | Be there| Listen to your wife and don’t offer solutions, just listen (we all can hear, you need to listen! ). Have a conversation with your child on school or how others deal with him. Listen to the unsaid, and express your willingness to offer help if needed. | Listen to pains from colleagues and customers and offer solutionsStop emails and phone calls if someone calls for your adviceGive full attention when talking to your colleagues or customersNot all people are comfortable talking about their problems, so dig deep within the soles and look for faces that need help. | Remember to work hard on setting the stage by choosing the right attitude! Just finished reading â€Å"FISH Philosophy† the book and so great it was. It’s a tiny book (two hours of focused read would do) that talks about how to transform your work place (or even your life) into a fun place to enjoy and be excited to come to again and again. I don’t want to talk about the great story in the book, and the details of how a fish market ignited the idea – hence the name FISH – for a manager to transform her workplace, as I want to encourage you to get it and read it. The philosophy is simple, and goes by applying four ingredients that will turn the place from stress and dullness into relax and fun. The ingredients of FISH philosophy are as follows: 1. Choose your attitude 2. Play 3. Make their day 4. Be there Ingredient 1 – Choose your attitude: This is the platform to build upon, and the core concept that everything else depends on. You have the freedom of choice of your attitude: an optimistic and happy attitude, or a pessimistic and sad one. Choose to be happy, smiling, easy going, ignorant of mistakes, and you’ll discover how beautiful and shining you and your place would be. On the other hand, choose to be angry, frowning, hard-headed, picky on mistakes, isolated, and you’ll discover how miserable your day would be! â€Å"Choose your attitude† is the hardest ingredients, but sets the stage for all other ingredients to happen. So work on your attitude, and work on it now. Ingredient 2 – Play: Have fun, even if you have lot’s to do with deadlines nearing, and don’t seem to have enough in your schedule. All that stress come from the fact that you prevent yourself from enjoying what you do. Make it a playful project, an enjoyable study, an easy shopping, a fun meeting, etc. If you cannot enjoy what you do, then try to have some pleasant moments between the heavy tasks you work on. Engage with colleagues or family to create a play yard out of your place. Ingredient 3 – Make their day: By having fun yourself, work on extending that to others who surround you. Make their day by expressing how you’re grateful to have them, or by cheering them up. Get them out of their misery by offering advice and help. You cannot imagine how cheerful you would be when giving a hand to someone. Ingredient 4 – Be there: Be present to your family, customers, colleagues, and people by giving full attention to who calls for you to advice or help. Don’t be ignorant to those calls†¦ get to answer them on the spot, or at least dedicate some time to connect with those you care about to listen to. Ignoring a call for help from your wife, your son, a colleague, or a customer could yield to disappointments and sometimes problems that you could’ve avoided earlier. Applying FISH to your life: I actually believe in the importance of these ingredients to have better place whether at home or at work, and below are some ideas I’m thinking of to practice those in my life (both at home and at work): Ideas| At Home| At Work| Choose your attitude| Be happy, smiling, and open-minded, soft, easy going, ignorant to small acts or mistakes. Spell out the good thoughts, and ignore the bad ones. Say hi or salam to everyone you face! | Play| Educate by fun, and stop yelling. Make the shopping a learning experience for your child where he or she looks for the stuff and picks them up. Enjoy home fixes. Watch cartoons with your child while commenting. | Start your meetings with fun or jokesPost some funny pictures or comics to your desk, or common placesHave a board so employees can post some jokesHave a gaming console and work on a gaming competition| Make their day| Compliments, Compliments, Compliments. Bring your wife some flowers. Invite the family to a day out (I really mean the invite here, and not like †¦ we’re bored, let’s go out). Bring your child something he or she likes (candy for instance). | Compliment the work and attitude of your colleagues. Engage with customers and pinpoint their pains and offer solutions with what they already have. Avoid bad news, and be a passenger of the good ones! | Be there| Listen to your wife and don’t offer solutions, just listen (we all can hear, you need to listen! ). Have a conversation with your child on school or how others deal with him. Listen to the unsaid, and express your willingness to offer help if needed. | Listen to pains from colleagues and customers and offer solutionsStop emails and phone calls if someone calls for your adviceGive full attention when talking to your colleagues or customersNot all people are comfortable talking about their problems, so dig deep within the soles and look for faces that need help. | Remember to work hard on setting the stage by choosing the right attitude!