A History of the Issue of the Gender Wage Gap in America

A History of the Issue of the Gender Wage Gap in America The sexual orientation wage hole has been around since ladies started having employments and professions in the economy. In the start of the compensation hole was absolutely doing to segregation just as social generalizations, presently it has gotten more convoluted than that. The issue today has developed into an intricate issue which joins our American culture, business financial aspects legislative issues and social culture. Thus, some are incredulous of the issue and some are unyielding in their attitude. The Equal Pay Act was started during the Kennedy organization. From that point forward, the sex wage hole has been narrowing each year, yet it despite everything exists in the United States. The sex wage hole is the distinction between what ladies get paid and what men get paid for doing likewise work. Every year and pay share ladies are paid 59 pennies more than before which might be something to be thankful for, pretty much they the compensation roll are not equivalent for wor king ladies and working men in the field. Individuals have been attempting to demonstrate whether the sexual orientation wage hole is foundation, or irrelevant since before the principal demonstration was passed. In the 1963 the sexual orientation wage hole was a gigantic issue; ladies made just 63% of what men made in similar positions. As time has advanced, ladies presently make on normal 77% of what men make similarly situated. Consistently an infant is conceived in the United States, as per the U.S. Statistics, and with a child comes large duty. Regardless of whether it’s reasonable or not, the accepted practice is the lady remains at home, while the man goes to work to take care of the tabs. Since numerous ladies feel the weights of family commitments more than the men do, they regularly are compelled to pick between their family and their vocations. As needs be ladies factually don’t put in the same number of extra time hours as men, says April Kelly-Woessner, a political theory educator at Elizabethtown College. Managers grumble that ladies consistently pick family commitments over their occupations. In governmental issues men accept that ladies ought not be in the field since they are ladies; however can have similar instruction ladies in the element will in the long run have families and have children to deal with. With that comes numerous respponicbities. Consequently ladies would need to resign and stop their present place of employment to deal with their developing family. Numerous organizations accept that men can make a superior showing than ladies since men do nessecarrly should be stressed over their running the family unit since its primarily the women’s work as the â€Å"House Keeper†. At the point when numerous organizations state this it starts a discussion, mob, and dissent on the working compensation move of working ladies. Right up 'til today, there is still no complete motivation behind why, however the hole appears to close gradually every year. Would we be able to contribute that to ladies defending themselves increasingly, working more earnestly to demonstrate their value, or in any event, testing the framework? T.J. Billitteri composed the article entitled Gender pay hole meeting up on the significant reality which is ladies working and having a similar vocation title as a man are getting far less cash (March 14, 2008).CQ Researcher, 18, 241-264.Billitteri starts his article connecting on an enormous claim of Ledbetter versus Goodyear tire. Ledbetter, one of not many females in her administrative position, acknowledged she was making $559.00 per month not exactly the guys similarly situated. She got around $3 million in back compensation and harms. That case worked up a lit of push on the compensation hole issue and put accentuation on bills, for example, the Fair Pay Act. Perceived female state a uthorities are pushing the authorization of Fair Pay Acts and Equal Pay Acts increasingly more on Congress and the Senate still right up 'til the present time. Billitteri (2008) states with those essentially people would have equivalent remuneration when working in a similar field. A prime model is a ladies filling in as a Chief Executive makes on normal 22 percent of what a male Chief Executive makes. Taking a gander at the 2006 U.S. Enumeration insights it demonstrated â€Å"the pay hole at around 77 percent of the men’s middle full-time, all year earnings.† (Billitteri 2008). In Billitteris’ article he talks about how while recruiting a female the organization considers the opportunities for maternity leave, higher protection needs, downtime to think about youngsters, and a raised hazard for inappropriate behavior claims. It has become obvious that ladies are threatened to search out official or other lucrative positions In the 21st Century the quantity of ladies taking a crack at advanced education establishments is outperforming the quantities of men selected. The graduation paces of ladies from secondary school and advanced education are regularly higher than for men. The quantity of ladies moves on from most expert occupations, including more lucrative medication, law and business, will surpass the quantity of men graduates sooner rather than later. In various word related regions with a greater part of ladies graduates, pay rates as of now outperform compensations in word related regions with a dominant part of men graduates. The possibility that most of ladies are working similar kinds of occupations, and same measure of hours yet being paid considerably less than men is causing a lot of concern. In ongoing history the sexual orientation hole is gradually diminishing. Young ladies are contracting the training gay and acquiring degrees, for example, an experts certificate and lone wolves degree. Truth be told, ladies are winning more unhitched male and experts degrees than men. Moreover, ladies are likewise discovering vocations in law, business and clinical schools. Ladies are beginning to once again come the constraints of sexual orientation in the work advertise. They are done making due with medical attendants, secretaries or salesclerks. Ladies are conquering the extraordinary sexual orientation hole. Throughout the years contemplates have occurred so as to attempt to determine this issue concerning the sexual orientation hole. As per the tables on pages thirty nine through forty the investigations that introduced show that ladies acquire seventy seven percent of what men make during a normal of fifteen years, yet the examinations which show the genuine salaries pay between the two distinctive genders gives us that the hole is a lot more noteworthy. Ladies are in reality just making sixty two percent of what men are acquiring. The figure is summarized when the mens normal profit were at $49,068 and womens were far beneath the mens pay at $ 29,507 for the multi year normal

Television Essay Example | Topics and Well Written Essays - 1000 words

TV - Essay Example In the end, this lead to satellite TV programming where individuals really paid for digital TV to stay away from the low quality programming running on the standard TV. Satellite TV writing computer programs was imagined after certain times of digital TV programming. During the virus war time, the principal satellite of DirecTV and Dish Network started into space. This had an elevated level of value programming. Without this innovation of DirecTV and Dish Network, there would have been no understanding of top notch programming in the current time. This is because of the absence of capacity and innovation for link programming to give top quality programming. Thusly the headways in the broadcast business were incredibly supported by DirecTV and the Dish Network. Sports writing computer programs is being lead by DirecTV and the motion pictures region is being lead by the Dish Network. These two goliath TV programming ventures have left a mark on the world in the broadcast business alongside numerous future unfurls staying to be uncovered (Recent Technological Advancements in Television, 2012). The creation of TV has advanced itself from a highly contrasting mode to a shading mode with 42 inch plasma screens and sound. The development of TV includes numerous individuals and has a long course of events included yet the principal individual to consider making something like TV was a genuine trend-setter. The TV history lies with Philo Farnsworth. Philo was an American specialist and contemplated transmission of picture when he was just 14 years of age. In 1927, he was the main individual to imagine and transmit a picture on TV. The picture was transmitted on the TV by means of a dissector tube ((Wyckoff, 2008) Moreover, the innovation of mechanical TV was concocted in the year 1884 by Paul Nipkow. He built up an innovation of turning circle that permitted pictures to be transmitted over the wire. This was the principal regularly checking framework in the territories of

Australian Law Essay Example | Topics and Well Written Essays - 1500 words

Australian Law - Essay Example There additionally must be the thing being offered and the thought for the equivalent. It is additionally significant that putting an ad on the paper is named an encouragement to treat (Evan, 2006). This is the place the dealer is inviting any forthcoming purchaser to come and make an offer the item being sold. Be that as it may, when the purchaser has made the offer and the dealer has consented to take the expressed thought, the agreement gets official and keeps the vender from revoking such an agreement on some other premise. For the consent to get official, the offer must be imparted and the acknowledgment conveyed as well, demonstrating an expectation to go into an agreement. On the off chance that in the correspondence of the acknowledgment the offeree changes any term of the first offer, at that point the agreement is penetrated and not restricting any more. In the event that the acknowledgment happens to be given after the set time for the agreement has lapsed, at that point t he agreement can be cancelled (Parkinson, 2001). The most significant angle with respect to the offer and acknowledgment is that from the judgment of a sensible ground, the entire arrangement settles as a deal that is finished up. Outstanding additionally is the way that both the gatherings going into such an agreement must have the ability to lock in. Under this arrangement, an alcoholic or a minor can't go into any authoritative understanding. For our situation, Anton offers to offer a photo to John. John consents to purchase the photograph and afterward pay for it $10,000. Here, there is an association of two gatherings, the merchant, and the purchaser. The law necessitates that the expectation by the two gatherings going into such a legally binding understanding ought to be to make an agreement. For this situation, there was an unmistakable goal to shape an agreement, as in John consented to buy the photo just on the off chance that it was bona fide. The reaction by Anton was su re. This far, the expected exchange had able to be an agreement. Notwithstanding, there was an unexpected difference in plans when Anton was educated that a similar photograph would get more cash, to a tune of $ 30,000. By choosing to give out the photo to be sold at a more significant expense in closeout, well realizing that he had consented to offer the equivalent to John, Anton penetrated the understanding. Under the Australian law, there are two arrangements that direct the reason for activity, when one gathering to the understanding penetrates a legally binding understanding. The enactment managing reasonable exchanging all the Australian states just as the law of buyer gives that involved with the legally binding understanding who chooses to penetrate the understanding can be sued for harms (Baker, 1995). The way that Anton penetrated the understanding gives John a lawful option to guarantee the watch and in the event that not give to him, at that point to sue Anton over the e quivalent. In this manner, for our situation, John can make lawful move and sue Anton for the penetrate of agreement. In any case, there are a few contemplations that should be done for this situation, not long before an assurance is offered with respect to who uncovers the duty. The crucial rule of limit becomes possibly the most important factor for this situation (Hoggers, 2008). We are not told the time of both the dealer and the purchaser. In the event that it happens that Anton was underneath the legitimate period of obligation, at that point John have no lawful option to sue Anton for the penetrate of that agreement. The condition of the two gatherings entering the agreement isn't given too. Considering the way that any agreement went into by parties who are smashed or not calm isn't authoritative,

Starbucks Target Market

?Starbucks Target Market Starbucks Target showcase is nine-to-five laborers inurban focuses and encompassing rural areas, however when all is said in done any age, and any individual as well. Their costumers recognizing an unmistakable Value proposition, in light of the fact that is best imparted basically whenâ some individual had settled on the choice to drop into a retail location, stay for a little while, and afterward share with collaborators the following day the experience had there. Howard Schultz said in his vision of Starbucks that â€Å"you get more than the best espresso when you visit†¦ you get incredible individuals, top notch music, an agreeable and energetic gathering spot, and sound guidance on blending brilliant espresso at home. In situating itself as a remarkable substance in a land with nothing comparable, a Starbucks store was elevated to be â€Å"a place where you can kick back and act naturally. † The organization vision incorporated that â€Å" at home you're a piece of a family†¦ at work you're a piece of a company†¦ and some place in between†¦ † there is a Starbucks! So the Starbucks item, while instilled in its espresso, is actually the general understanding. The cost of a real prepared mug of espresso was steady with the picture of being â€Å"a indent above† or a â€Å"worthwhile experience†Ã¢â‚¬higher than most contenders. Furthermore, where Starbucks offered its item was basically its retail outlets. To encounter Starbucks completely, one must go to a genuine Starbucks area. In this regard, the area of a Starbucks comparative with client accommodation was significant, and Starbucks built up a â€Å"real home opportunistic† mentality to address thisâ€that is it didn't really hang tight for the perfect structure or part to open up, Starbucks was adaptable as far as retail space format and configuration to fit the area comfort of its objective market

Total Quality in Fast Food Free Essays

All out Quality in Fast Food MGT 449 2011 Total Quality in Fast Food In the realm of drive-through joints item and administration quality are what represent the moment of truth a chain. Both Wendy’s and McDonald’s have gone through years and a huge number of dollars to get the degree of value that they produce perfectly. The way in to the achievement of both of these cheap food monsters is all out quality administration. We will compose a custom exposition test on All out Quality in Fast Food or then again any comparative subject just for you Request Now While the two of them may share a few commercial centers, the two of them utilize various procedures to get the outcomes that they are searching for. Wendy’s as of now works in North America while McDonald’s works on a worldwide scale. While both of these organizations give their clients a great cheap food experience, they don't generally utilize similar strategies to test and market new items. Wendy’s and McDonald’s are known very well in the United States and Canada. One just needs to see a young lady with splendid red meshes or hear the expression â€Å"I’m lovin’ it† to out of nowhere begin to need food from both of these inexpensive food monsters. We are knowledgeable in the menu choices accessible at the two chains and a significant number of us could discuss a few of the menu alternatives all things being equal. The menu at the two chains is deliberately explored and tried to ensure that every menu thing will create the most ideal benefit for the client while conveying the quality that we have come to connect with each organization. The large distinction between the two organizations lies in the business sectors that they work in. The Wendy’s chain is a North American chain situated all through the United States, Canada, and as of late in Mexico. The market that they are working with is to some degree comparative, in spite of the fact that taking into account some territorial contrasts between the three nations. McDonald’s, in any case, chips away at an overall scale. They manage many various markets which each require their own statistical surveying and testing on the grounds that the way of life or dietary needs of those nations is totally different from those of different zones of the world. When Wendy’s chooses to make another item they contemplate the client that they will showcase. Right now menu things in every one of the three nations are genuinely comparative absent a lot of variety between them. Every one of the three nations offer similar burgers, chicken sandwiches, plates of mixed greens, fries, and obviously the ever present chilly. By just working in one area of the world, Wendy’s can test showcase an item in the United States and on the off chance that that testing goes well, at that point it is advertised in each of the three nations. A prime case of this kind of testing was Wendy’s new fries. Wendy’s examine indicated that they were frequently disregarded for other cheap food decisions in view of their dull french fries. Wendy’s realized that having a superior fry would lure clients to pick Wendy’s over their rivals, which would help marketing projections. Wendy’s began in their test kitchens figuring out what might improve a fry. Subsequent to choosing a skin-on fry prepared with ocean salt Wendy’s then started test promoting their new fry. After it was resolved that the new fry was a substantially more positive option in contrast to their old soaked variant Wendy’s started its promoting effort. So as to guarantee that the fries were a triumph Wendy’s spent almost 79%, or $17. 7 million, of its deliberate media spend pushing fries, contrasted with burning through $26. 9 million for all items around the same time as indicated by Morrison, 2011. This procedure worked and has encouraged Wendy’s to improve their deals over the previous year since the new fries were propelled. It is likewise part of Wendy’s rehearses absolute quality. Wendy’s keeps on offering reliably engaging new items so as to contend with their companions. By presenting new things with proven menu choices and keeping up the quality item that Wendy’s has come to be known for, they can keep up a solid nearness inside the snappy help eatery industry. McDonald’s, then again, needs to have an alternate way to deal with their menu things. Right now you will discover a McDonald’s eatery in excess of 119 nations on six landmasses. This implies their test promoting must be provincially explicit. Every district of the world must make and test items considering dietary and taste contrasts far and wide. A case of this discernment of items is the Indian menu. Dairy animals are viewed as sacrosanct in India. Subsequently, the menu in India doesn't offer any meat items. McDonald’s has traded out the meat patties in the famous Big Mac with chicken so as to work inside the dietary needs of the Indian populace. They additionally offer a veggie burger and a few fish choices. India isn't the main nation where McDonald’s offers what might be viewed as abnormal toll by clients in the United States. From shrimp burgers in Asian markets to lager being served in parts of Europe, McDonald’s has improved its center menu to incorporate things that are natural to the nearby populace while as yet having the option to create their item in around one moment. Speed of administration and menu things, which have become old top picks for buyers, are two components of McDonald’s all out quality methodology. Another case of McDonald’s utilization of absolute quality is the utilization of what are alluded to by Beth Kowitt (2011) as stages. A case of a stage is chicken where McNuggets are the item. By concentrating on stages and afterward fanning out from them McDonald’s can adhere to a base menu that consistently works and afterward change the thing in an increasingly innovative manner without losing the first honesty of the item. This has demonstrated an exceptionally fruitful system for McDonald’s and it is one that they will keep on utilizing far into what's to come. Both Wendy’s and McDonald’s serve the fast help café purchaser. The two of them do statistical surveying and item move outs, however their methodology for these move outs is distinctive in light of the various markets that they work with. Being a national organization implies that Wendy’s can item test for a littler scope inside one territory, where McDonald’s must test inside every locale of the world that it works in. Despite the fact that their way to deal with showcasing might be unique, the two organizations despite everything practice absolute quality inside their associations. The two organizations are endeavoring to be the top in their market, and utilizing all out quality systems will push them to both remain serious with one another in North America. References Goetsch, D. L. , Davis, S. B. (2010). Quality administration for authoritative greatness: Introduction to add up to quality (sixth ed. . Upper Saddle River, NJ: Pearson Education. Kowitt, B. (2011). WHY McDONALD’S WINS IN ANY ECONOMY. Fortune, 164(4), 70-78. Recovered from EBSCOhost. MORRISON, M. (2011). FOR WENDY’S, THE PROOF’S IN THE POTATOES AS FANCYFRIES LAUNCH DECLARED A SUCCESS. Publicizing Age, 82(13), 5-20. R etrievedfrom EBSCOhost. Reich, A. Z. , McCleary, K. W. , Tepanon, Y. , ; Weaver, P. A. (2005). The Impact of Productand Service Quality on Brand Loyalty: An Exploratory Investigation of Quick-ServiceRestaurants. Diary of Foodservice Business Research, 8(3), 35-53. doi:10. 13O0/J369v08n03-04 Step by step instructions to refer to Total Quality in Fast Food, Papers

Are UK Universities Racist

Are UK Universities Racist The OE Blog The high-profile apology of disgraced LSE lecturer Dr Satoshi Kanazawa last week was the latest in a disturbing spate of incidences of racism at prestigious UK universities. With students complaining about racist lecturers and statistics showing shocking discrepancies in admissions data at some of our top universities, is racism a serious problem in UK higher education? Dr Kanazawa, a lecturer in the management department at LSE, was the author of a high-profile blog called ‘The Scientific Fundamentalist’ on the website Psychology Today. He became the subject of an internal enquiry at the university after a public outcry followed his publication of one blog discussing “why black women are far less attractive than white, Asian and Native American women”. A plethora of Kanazawa’s own students raised a vigorous protest after the appearance of the article, with student union officer Sherelle Davids declaring “as a black woman I feel his conclusions are a direct attack on black women everywhere.” Though the offending blog has now been removed, a brief perusal of the site suggests that Kanazawa’s students are likely to be left unsatisfied, as columns with titles like “Are all women essentially prostitutes?” have, amazingly, been allowed to remain. Racism in higher education hit the headlines twice this week, with another high-profile story centring on Nottingham University student Rizwaan Sabir, who was arrested by police and kept for seven days in solitary confinement after he downloaded a document on Al Qaeda training as part of the research for his counter-terrorism PhD. Sabir implied in an interview that his arrest came after the university reported his activities to the authorities, in spite of the fact that the document was available for download from his faculty website and was also for sale at major retailers like Blackwell’s and W H Smiths. He protested that he was arrested solely because he was a Muslim and because of his race. He claimed “I was arrested because I was brown skinned and had a beard and because I was most peoples’ stereotype of what a young terrorist looks like.” He suggested that racism and racist assumptions about his beliefs and motives essentially turned his academic degree into a horrifying experience of accusation and interrogation. It resulted in a false record of terrorism conviction that led to him being frequently stopped and scrutinised for some time afterwards when trying to travel abroad. Nottinghamshire Police have now agreed a compensation settlement of £20,000 in the case, but the implications for studen ts from ethnic minority backgrounds choosing whether to study at UK universities must be significant. On a more general scale, concerns about racism in admissions to UK higher education have existed for some time. A Freedom of Information request by MP David Lammy earlier this year resulted in the reluctant release of damning statistics regarding the percentage of students successfully gaining places at prestigious Oxford and Cambridge Universities. Oxbridge have long employed the defence that their high numbers of white, middle and upper class students result from the numbers of applications they receive from students of differing backgrounds, but this excuse was swept away by the evidence that emerged in April. Regardless of applicant figures, Lammy’s request compared the numbers of students applying with those who succeeded in being awarded a place, proving that a white student living in the UK had a one in three chance of success compared to a dramatically lower one in six chance for a black applicant. When the data was divided by college even starker divides appeared, with one Cambridge college (Newnham) presenting a 67% success rate for white applicants compared to a paltry 13% for black students. The divide was shown to exist professionally in higher education too, with the startling revelation that of more than one and a half thousand academic and lab staff at Cambridge University, not a single one was black at the time of the enquiry. Perhaps most strange of all was the revelation that at both Oxford and Cambridge Universities, when the information was arranged in order by college, it was the all-female colleges whose statistics showed by far the widest gap between admissions success for black and white applicants. Whilst the universities protested that the discrepancies between college-to-college data were too small to be statistically significant, the gulf in figures between the women’s colleges and the mixed colleges was far too great to be so simply swept under the carpet, but no explanation for this enormous inequality has yet emerged. With tuition fees set to soar to £9000 in 2012, elitism and narrow social profiles are likely to become a still greater problem at our top universities. For the sake of equal access to higher education, of social diversity and racial equality, it has never been more important for UK universities to wake up and correct this unacceptable bias. From the dismissal of academic staff making racist comments to the strict and invasive investigation of admissions procedures, no steps are too radical to right this ignored wrong. As MP David Lammy declared, “If Oxford and Cambridge are ashamed of these statistics, they are right to be”.

Lowering the Legal Drinking Age to 18 in the United States - Free Essay Example

How many 18 year olds have died for the sake of our country, but they are still not legally able to consume alcohol. How many 18 year olds are able to serve on juries and send men to execution chairs, but were still not able to walk to the liquor store to purchase an alcoholic drink. How many 18 year olds have bought a gun to end their very own life, or a life of someone elses, yet drinking alcohol is known to be a higher safety concern. Hello fellow members of the legislative branch, I believe that the legal drinking age, or shortly known as MDLA should be lowered at 18 years old, in order to lower the amount of safety hazards that are relating to alcoholic consumption. In the United States, 18 is when a person is now considered an adult, therefore proving that they should be given the rights to drink and consume alcohol at their own risk. At the age of 18, adults are now given much more responsibilities such as voting, smoking cigarettes, getting married, signing contracts, serving on juries, and even join the military- which can risk ones life. Young men all around our country register in the army and this might lead to possibly endangering his very own life or he could even take the life of another. Unfortunately still he is not able to have a drink, in a public setting. This is considered to be much of a definite social injustice, because if an 18 year old is known to have the clear mental state to list in the army, it seems fair and just that the same person should be able to drink alcohol. In many of the other countries that have a lower MDLA , it can be proven that there are an abundance of less drunk driving accidents. 31 percent of road tr affic deaths include the usage of alcohol, in the United States. Which is a very high percentage In contrast to other countries with a lower drinking age such as Germany, which only have a 9 percent road death rate, China with 4 percent, and Israel with the lowest at 3 percent. Morris Chafetz, who was one of the original legislators that passed the MLDA of 21, states it is the single most regrettable decision of my entire career. If someone that passed the law in the first place, says that there is issues with the MDLA now, and it was one of the most regrettable decisions he has ever made, this obviously emphasizes the problems within the law itself. Dr. Chavez states that the minimum legal drinking age of 21 has only led to the youths that drink more irresponsibly. This leads people around the world to question, why the MLDA was even passed in the first place. The minimum legal drinking age of 21 causes the forbidden fruit dilema. Much like the adam and eve story, you are told that you are unable to have something, therefor you want it that much more. The urge for underage drinkers to break the law is what encourages college students and even teenagers to consume alcohol. Prohibiting young adults from drinking alcohol beverages, does not stop them and instead they find very unsafe ways to drink. Students are usually at unsupervised parties in secret where their drinks could be poisoned or drugged. If a student becomes sick or ill, others people that are around them are not as inclined to call for medical help. Why would people not ask for help, you might wonder? Because drinkers under the age of 21, are too scared to get in trouble, which leads to the many safety hazards and even deaths of many students. According to the National Council on Alcoholism and Drug Dependence, 4 out of 5 college students drink, and almost every 2 out of 3 are e ngaged in binge drinking. As a result, nearly 700,000 students between the ages of 18 and 24 are assaulted each year by other students who have drunk alcohol. But most tragically, more than 1,800 college students die every year of alcohol-related injuries, including car crashes. We must move the MLDA to 18 in order to stop these tragic deaths and injuries, but we must act soon before more young adults face the consequences of this law. The over consumption of alcohol can be drastically decreased if the MDLA was lowered because 18 and 20 year olds could be able to drink alcohol in supervised places and venues such as restaurants and bars. Within these places, there are many people that are able to get for help, if needed relating to an alcoholic illness. Thus. reducing the amount of injuries and deaths.Lowering the legal drinking age to 18, would lessen the thrill of law breaking for young adults, and it would decrease injuries in minors that are relating to drinking. We as law makers truly need to reconsider, and make this drastic change, in order to save the lives of many young adults throughout our country.

Graduate Admissions Essay Dos and Donts

Nearly all applicants to graduate school are required to submit one or several admissions essays, sometimes referred to as personal statements. This component of the graduate admissions application permits the admissions committee to see beyond the statistics -- to see you as a person apart from your GPA and GRE scores. This is your chance to stand out so make sure that your admissions essay truly reflects you. An essay that is truthful, appealing, and motivating can increase your chances of acceptance but a poor admissions essay can eliminate opportunities. How do you write the most appealing and effective admissions essay possible? Admissions Essay Dos Prepare an outline and create a draft.Answer all the questions asked.Make sure your essay has a theme or a thesis.Provide evidence to support your claims.Make your introduction unique.Write clearly and make sure it is easy to read.Be honest, confident, and be yourself.Be interesting and positive.Make sure your essay is organized, coherent, and concise.Write about yourself and use examples from your own life experiences.Use a mixture of long and short sentences.Discuss your future goals.Mention any hobbies, past jobs, community service, or research experience.Speak in the first person (I†¦).Mention weaknesses without making excuses.Discuss why youre interested in the school and/or program.Show, don’t tell (Use examples to demonstrate your abilities).Ask for help.Proofread and revise your statement at least 3 times.Have others proofread your essay. Admissions Essay Donts: Have any grammar or spelling errors. (Proofread!)Be wordy or use jargon (don’t try to impress the readers by using big words).Swear or use slang.Digress or be repetitive.Be boring (ask someone to read your essay).Generalize.Include cliches or gimmicks.Be comical (a little humor is okay but remember it can be misconstrued).Be defensive or arrogant.Complain.Preach.Focus on other individuals.Discuss politics or religion.Make lists of accomplishments, awards, skills, or personal qualities (Show, don’t tell).Write a term paper or an autobiography.Summarize your resume.Include information already cited on the application.Forget to proofread.

spelling pronunciation - definition and examples

Definition The use of a pronunciation that is based on spelling rather than in accordance with a words conventional pronunciation, such as the increasingly common pronunciation of the once-silent letters t and d in often and Wednesday, respectively. Also called over-enunciation.D.W. Cummings notes that spelling pronunciations are more typical of American English than British English, perhaps because of the national predisposition among Americans to follow the written word more than the spoken (American English Spelling, 1988). The converse of spelling pronunciation is pronunciation spelling: the creation of a new spelling form on the basis of pronunciation. See Examples and Observations below. Also see: Allegro SpeechDivergent SpellingSlurvianWanna Construction Examples and Observations Words borrowed from French such as hour, honour, and honest came into English without an initial [h] as did hospital, habit, and heretic, but the latter have acquired an [h] from the spelling. The word herb is pronounced with an [h] and without one (the latter mainly in the US), and though hotel has an initial [h], one still sometimes hears an (h)otel. . . .The traditional pronunciation of forehead is forrid, but it is common nowadays to hear fore-head, particularly in the US. This is an example of reversing a sound change on the basis of spelling. . . .Many people believe that the spelling is a guide to the correct pronunciation and argue, for instance, that it is wrong to include an intrusive r in the idea of it or I saw him, because there is no r in the spelling.(Barry J. Blake, All About Language. Oxford University Press, 2008) Spelling Pronunciation and Language ChangeSpelling pronunciations are one symptom of the shift from the aural to the visual bias. . . . A sampling of spel ling pronunciations provided by [Fred] Householder includes the following, all of which have modern pronunciations that are closer to their spelling than were their older, traditional pronunciations: yesterday, Wednesday, diphtheria, diphthong, harass, kiln, victuals, conch, draught, certain, author, yes, housewife, gold, bomb, jaunt, laundry, sewer (1971, 252-53).Though underestimated, spelling pronunciation is an important and respectable factor in language change. . . . It seems likely that something like spelling pronunciation was part of the process that led to the leveling of dialect differences in late Middle and Early Modern English. Michael Samuels says that the evolution and spread of standard English in the 15th and 16th centuries was primarily through the agency of writing, not speech (1963, 87).(D.W. Cummings,  American English Spelling: An Informal Description. The Johns Hopkins University Press, 1988) Middle English Spellings and Contemporary PronunciationsSome word s have not yet been accorded spelling-pronunciation, the words choler, debt, doubt, receipt, salmon, sceptre, victuals retaining the pronunciation better suggested by the Middle English spellings colere, dette, doute, receite, samon, ceptre, and vitailes. Words of a more literary flavour, e.g. victuals, are now occasionally heard with a spelling-pronunciation, and condemnation of such pronunciations as ignorant will probably not prevent their ultimate universal acceptance.(D. G. Scragg, A History of English Spelling. Manchester University Press, 1974) Pronunciation SpellingA pronunciation spelling is a spelling that more closely reflects the pronunciation of a given word than the words traditional spelling does. Over time the new spelling may become as acceptable as the original spelling, as is the case with the pronunciation spelling bosun for boatswain. Many writers use pronunciation spellings, as wanna for want to or talkin for talking, to convey speech.(The American Heritage Gui de to Contemporary Usage and Style. Houghton Mifflin, 2005)

Motivation And Performance Management The Concepts Of...

Motivation and performance management are two concepts of organizational behavior that are closely related. Motivation can be referred to as the process through which employees are stimulated to achieve their goals. Achievement of personal goals is a cue to the attainment of overall organizational goals. Motivation has to do with reasons why employees of an organization behave in a certain manner. Organizations can put various motivational strategies in place to influence their employees behave in a manner that is in line with attainment of organizational goals. On the other hand, performance management refers to measures that organizations put in place to ensure that organizational goals are being attained in an efficient and effective manner. Therefore, performance management and motivation can both be said to be an extension of each other. This paper will take a diverse analysis of the two concepts, discussing the theory of both concepts, how the can be applied in an organization al setting, and benefits that accrue from effective implementation of the two practices. Motivation and performance management are closely intertwined organization concepts and organization must apply both jointly to achieve effectiveness in operations. Theories of motivation and performance management Different theories have been espoused about motivation and performance. There are two main theories that explain the framework of performance management: The goal-setting theory and expectancyShow MoreRelatedThe Link Between Performance and Reward Management1061 Words   |  4 Pagesï » ¿Performance and Reward Management: Performance management is an important organizational aspect that is geared towards developing people with necessary competencies and commitment for working towards the achievement of common organizational goals. As a result, the frameworks of this component are developed in order to enhance both individual and organizational performance. This is done through identifying performance needs, providing regular feedback, and helping individuals in their career developmentRead MoreThe Impact Of Employee Motivation On Organizational Productivity, Employee Turnover, And Employee Satisfaction Essay1492 Words   |  6 PagesEmployee Motivation Motivation of employees plays a crucial factor in determining their performance with regard to productivity and engagement in their respective duties. Actually, employees who are adequately motivated tend to enhance their performance, be more productive, feel more satisfied, and be more engaged in their work. Managers should take responsibility to enhance their employees in order to enhance their contributions to the organization or company resulting in increased productivityRead MoreThe Theory And Integrated Control Theory976 Words   |  4 PagesThe second motivation theory is the Integrated Control Theory. The Integrated Control Theory offers a design for analyzing and processing work motivation and organizational problem solving. It allows individuals to develop expectations, plan and execute actions, receive environmental feedback, compare feedback to expectations and adjust behavior accordingly (Klein, 1989). Klein chose the name control theory because it is a compilation o f various overlapping theories of motivation. The theory alsoRead MoreOrganizational Behavior1284 Words   |  6 PagesBachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. This course equips students with the knowledgeRead Moreorganizational behaviour1261 Words   |  6 Pages Organizational Behavior MG6013 The exploration of the theories, research and practices that allow a better understanding of human behavior in organizations. Topics include motivation and job satisfaction; decision making; group dynamics; work teams; leadership; communication; power, politics and conflict; organization culture, structure and design; impact of technology; management of work stress; organizational change andRead MoreOrganizational Behavior : An Organization1521 Words   |  7 PagesOrganizational Behavior (OB) entails the study and usage of knowledge about how individuals, people, as well as groups function in organizations (Luthans Yousseff, 2007). Using a systematic approach, organizational behavior interprets people/organization relations in terms of the groups, individuals, entire organization, and social system. The main objective of organizational behavior is to help find or develop better relationships by attaining human objectives, social objectives and ultimatelyRead MoreOperations of Goodwill Industries International1190 Words   |  5 Pagesanalysis indicated that the huge gap or disparity between CEO and average employee pay resulted in l ow motivation among the workers.The paper explores the theoretical underpinnings of employee motivation as well as ways of improving employee motivation. Transformational leadership and employee reward systems prove to be some of the best ways of improving employee motivation and organizational performance. Introduction Organizations profile Goodwill Industries International is an independent, not-for-profitRead MoreManagement Learning, Performance And Reward : Theory And Practice1179 Words   |  5 PagesWe selected our article titled ‘Management Learning, Performance and Reward: Theory and Practice Revisited’, from The Journal of Management Development. 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Why are some organizations noted for a culture in which employees are highly motivated and enjoy work, whereas others areRead MoreManagement Learning, Performance And Reward : Theory And Practice818 Words   |  4 PagesWe selected our article titled ‘Management Learning, Performance and Reward: Theory and Practice Revisited’, from The Journal of Management Development. This article looks at the extent to which organizational learning is encouraged and recognized by performance management systems, and whether these HR tools contribute to an organization’s effectiveness and by acting as a competitive advantage. This speaks to whether the the leadership has integrated the concept of individuals learning with the

The Open Boat By Stephen Crane - 1197 Words

Throughout time, many literature works of art have shown the common theme of man with the mindset that he is the superior being in control. Around the 1830s, literature took a turn from the romantic view of the world to a more natural take of the universe. One of the better portrayals of this naturalistic view is Stephen Crane’s â€Å"The Open Boat† in which the short story exhibits the lives of four men cast out at sea after their steamer, the Commodore, sank and they were then forced to take refuge in a life boat. This story follows the men through the focalizing viewpoint of the correspondent and descriptively as well as effectively portrays his psychologically changing viewpoints of the ocean and their take on nature as a whole. This short story is a classic representation of naturalism with the extensive use of literary tools such as personification, metaphors, and similes to convey the message that nature is indifferent to mankind and exhibits the steady-changing viewpoint of the correspondent as the story progresses. While reading this quite descriptive short story, it was incredibly easy to find many literary tools used to present the naturalistic setting in which these four men were trapped and how throughout the story their perception of nature changes. Initially the correspondent uses heavy personification to describe the boat in which the four are riding and the sea on which they struggle to conquer. â€Å"Many a man ought to have a bathtub larger than the boar whichShow MoreRelatedThe Open Boat By Stephen Crane1076 Words   |  5 PagesThe Open Boat Analysis The Open Boat is a wildly creative text. The author explores fiction and philosophy to achieve a balance of literature professionalism. The text is a masterpiece reality expressed through the creation of characters representatives of society and day to day living. Symbolic use of characters and human titles plays a key role in delivering the message of the author. Stephen Crane, the author exploits the power of harmony to establish a relationship where every individual isRead MoreThe Open Boat by Stephen Crane980 Words   |  4 Pagesâ€Å"The Open Boat† The relationship between man and nature Many stories talk about the idea of fate, the idea that no matter how much a person tries to survive, nature ultimately chooses the person’s path of life. The short story, â€Å"The Open Boat† by Stephen Crane illustrates the relationship between nature and man and how nature’s indifference towards man’s effort for survival. 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Crane uses irony in many different ways in the story to tell of four individuals who survive their ship being wrecked and everyone else aboard has drown. In â€Å"The Open Boat†, four sailors survive their ship being wrecked and must continually fight to find land and to stay alive without their survival boat capsizing. One of the first ways that Crane incorporates irony is through the captain of the boat. The captain is hurt during theRead MoreThe Open Boat by Stephen Crane Essay1323 Words   |  6 PagesIn the story The Open Boat, by Stephen Crane, Crane uses many literary techniques to convey the stories overall theme. The story is centered on four men: a cook, a correspondent, Billie, an oiler who is the only character named in the story, and a captain. They are stranded in a lifeboat in stormy seas just off the coast of Florida, just after their ship has sunk. Although they can eventually see the shore, the waves are so big that it is too dangerous to try to take the boat in to land. InsteadRead MoreThe Open Boat by Stephen Crane Essay587 Words   |  3 PagesThe Open Boat by Stephen Crane â€Å"The Open Boat† Four men drift across a January sea in an open boat, since they lost their ship some time after dawn. Now, in the clear light of day, the men begin to grasp the full gravity of their situation. Realizing that their main conflict will be man versus nature, in this case, the raging sea. In the short story â€Å"The Open Boat,† Stephen Crane gives an itemized description of the two days spent on a ten-foot dinghy by four men a cook, a correspondentRead MoreStephen Crane s The Open Boat973 Words   |  4 Pagesyou are at starts to sink. How do you think people in the ship would react to this scenario? Stephen Crane, an American author, wrote the story â€Å"The Open Boat†. The story is about a boat sinking in the middle of the ocean with four men. The characters presented by Crane in the story are a cook, an oiler, a correspondent, and the captain. 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Scholarly Articles on Leadership Free Essays

Scholarly Articles 1 by EDD 9100 CRN 35455 Leadership Seminar Nova Southeastern University February 4, 2012 Scholarly Articles 1 According to the authors of this article (Donaldson, Marnik, Mackenzie, Ackerman, 2009), principals need to concentrate on the development of skills and behaviors in order to be successful in motivating, leading, and changing the direction of a school. The successful principal understands that there exists a fine balance of caring for others and the need to accomplish specific tasks (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The following areas are targeted in this article: the need to become an effective consultant, the need to become a mediator and consensus builder, the need to become an individual that values relationships and to step back and reconnect on a regular basis to their core beliefs and values (Donaldson, Marnik, Mackenzie, Ackerman, 2009). We will write a custom essay sample on Scholarly Articles on Leadership or any similar topic only for you Order Now Interwoven through all areas is the need to realize that it takes time to develop the skills needed, experience being the best teacher of what works (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The underlying theme throughout the article is one of a need for open communication combined with a balanced and caring attitude towards staff. On the topic of becoming an effective consultant within their school it is pointed out that principals need to be less directive and more collaborative in their push towards improvement and the use of best practice in the classroom (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It is of rimary importance that they possess the ability to listen to the stakeholders and assist in the translation of concerns into practice (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In order to be able to effectively fill the role of consultant within their school principals need to possess a reasonable level of understanding of educational pedagogy and curriculum; and possess a skill set combining the ability to problem solve, actively listen, and support (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In terms of becoming a mediator and consensus builder the authors detailed the need for principals to possess relational leadership skills in order to be able to both facilitate groups and coach others on staff in the ability to facilitate their own groups, and stressed that the key to this is the ability to effectively participate in conflict resolution (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The authors suggested that conflict is part and parcel of school reform and that in addition to being able to deal effectively with conflict the successful principal needs to develop the ability for bringing about consensus within the group, noting that interpersonal and intrapersonal skills were as much or more important than knowledge (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In the area of relationships it was noted that principals that are most effective are those that place high value on people and relationships and that when this exists as a core part of the belief system of the principal it is noticeable and is communicated to staff in both subtle and explicit ways (Donaldson, Marnik, Mackenzie, Ackerman, 2009). According to the authors this sense of value comes through in all of the dealings that the principal has with stakeholders (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It shows in body language, expression, communication, tone and innumerable other subtle signals that help to set the tone of the school’s culture (Donaldson, Marnik, Mackenzie, Ackerman, 2009). Key to this being successfully implemented is for the principal to consciously think through a personal rationale that balances responsibilities and relationships (Donaldson, Marnik, Mackenzie, Ackerman, 2009). Principals need to occasionally stepping back to reconnect to their core values in order to maintain the balance needed to effectively lead (Donaldson, Marnik, Mackenzie, Ackerman, 2009). It was noted that in all areas of the development process is the need to understand that these skills and beliefs come about over time. The truly effective principal is able uses past experiences to help hone and define these skills and beliefs to bring about change, growth and effective overall leadership (Donaldson, Marnik, Mackenzie, Ackerman, 2009). The effective principal never stops learning from these day to day and year to year experiences and continues to hone and refine based upon them (Donaldson, Marnik, Mackenzie, Ackerman, 2009). In the writer’s opinion it would greatly assist in the growth, development, morale and overall job satisfaction for the organization if the current leadership of which the writer is a member, were to possess the skills and beliefs noted in the article. This would most likely require training, coaching or the reassignment or hiring of new personnel for leadership positions in order to develop the capacity to exhibit a balance between the valuing of individuals and relationships, the need to and responsibilities of the position, and the skill set of effective collaboration, mediation, and consensus building. A leadership team that operates following these principals fosters a sense of openness, consistency and fairness among stakeholders (Donaldson, Marnik, Mackenzie, Ackerman, 2009). When this exists, staff feels secure. When staff feels secure it becomes more willing to step out and suggest or embrace change for the growth, development, and betterment of the organization. References Donaldson,G. , Marnik, G. , Mackenzie, S. , Ackerman, R. (2009). What makes or breaks a principal. Educational Leadership, 67 (2), 8-14. How to cite Scholarly Articles on Leadership, Essay examples

Social and Organizational Barriers-

Question: You are required to Critically evaluate group and Organisational level support for Creativity and Innovation in the context of your Workplace. Answer: Introduction The aim of this task is to inform about the social and organizational barriers affecting promotion of creativity in an organization. Creativity and innovation are the most important tools and techniques which are used in an organization to achieve success in the competitive world. Innovation helps the organization in implementing such changes in their management which not utilized by anyone in the external market. Due to such activities, the organization gains competences and eliminates competition from the market. So it shall be noted that such tools have become an important requirement for the organization now days (Drucker 2014). The report further discusses about the barriers faced by an organization while implementing innovation and creativity in their business process. Further it also tells about the climate which an organization shall attain in order to promote creative leadership, HRM/D, creativity and innovation in an organization. It also provides the recommendations with t he help of which an organization can implement innovation with the help adequate models and theories. Further details about the task are discussed below: Social and organizational barriers in creativity and innovation As considered in the above statements that creativity and innovation are the two most important tools used in an organization. So in order to implement such activities the organization faces many barriers in their course of action. Also it shall be noted that before understanding the barriers, there should be clear knowledge about different between creativity and innovation. Creativity refers to the art of doing things creatively and implementing creative ideas in every action whereas innovation refers to the art of creating a new product with the help of creative ideas (Chalmers 2013). But the fact shall be noted that it is noted for organization now days to use such innovation in their regular day to day business activities. Irrespective of the size of the organization, they faces social as well as organizational problems in implementing such activities. Further the barriers suffered by the organizations are discussed below: Lack of trust and motivation: motivation and trust are the two most basic things required in the business process so as to initiate and implement new activities. If the employees of the organization do not trust on the activities of their leader then innovation would not become successful in the organization. So, this is one of the most important organizational barriers which hinder the growth of the organization in competitive world (Siedlok, and Hibbert 2014). So, the organization needs to take the employees under their confidence and ask them to trust on their activities and follow the path then only they can successfully implement innovation in their organization. Further without motivation no person in the organization will put their hundred percent efforts to complete the task. Thus, it shall be noted that it is very important for the employees to trust on their managers and similarly it is important for the managers to regularly boost up the morale of their employees (Auernham mer, and Hall 2014). Lack of flexibility: The middle level managers who connect all the levels of management in the organization are rigid in adopting the new and innovative activities in the management due to which the lower level managers also becomes rigid to adopt such changes and implement them in the organization (Autio 2014). Condemnation from external factors: Critics given by the external factors highly influence the attitude of the workforce in the organization. Due to this, the whole environment of the organization become negative due to which the efficiency of the employees to work decreases (Canils and Rietzschel 2015). Climate for development of creativity, innovation, leadership and HRM/D in organization Talking about the climate for the development of innovation and its measures in the organization, it shall be noted that only positive environment can help innovation to sustain in the workplace and show its effects. Positive in the workplace management gives a push to the implementation of innovation and creativity in the organization. So, in order to implement such activities, initially the leader needs to creatively initiate leadership in the organization so as to motivate the employees and help them to trust on instincts of the company (Aldrich, and Martinez 2015). Creative leadership shall be adopted by the leaders in the organization and creative leadership can be implemented through transformation leadership process. Transformation leadership refers to the process of understanding the needs and requirements of the employees present in the organization; and work in such a way so as to help them to achieve their personal target along with organizational goals. With such climate innovation can be implemented in the organization (Anderson, Poto?nik, and Zhou 2014). Also positive human resource in the organization supports the creative activities in the organization. If the human resource in the organization would be competent enough to manage such innovation then the climate of the workplace would automatically adjust according to the innovation. But if human resource of the organization is not qualified enough to initiate such activities in the organization, then the leaders would not be able to sustain the innovation practices in the organization. With respect to the human resource, the human resource wheel shall be initiated in the organization to develop and train the employees to work better. With such development the employees would become efficient to understand and positively adopt such measures to practice innovation in their regular business activities (Somech, and Drach-Zahavy 2013). Conclusion Thus in the limelight of above mentioned events the facts that shall be noted that innovation and creativity are two most important tools which shall be practiced by all types of organization in order to attain competitive advantage in the target market. Without using such tools no organization would sustain their growth in the target market. Thus, now a days organization shall become competent to adopt such measures in their regular day to day business activities to gain advantage in the target market and earn more profit (Ren, and Zhang 2015). Further innovation and creativity are two different tools which shall be utilized in the organization; such tools can be easily implemented in the organization by the way to creative leadership. Further the above mentioned report talks about the social and organization barriers affecting the promotion of creativity and leadership the organization and the climate for implementation of such practices. The report adequately supports the notions given in the task. Concluding to the above statement it shall be noted that innovative practices can be implemented in the organization if the employees in the organization are competent enough to understand the innovation and work on them and the leaders are efficient enough to help the employees to achieve the organizational objective by implementing creativity in their work. The leaders shall use adequate models and theories to support and initiate their activities in the organization. Recommendation The below mentioned are a few recommendation which shall be used by the organization in order to use the innovation and creativity practices in the organization. In order to eliminate the social and organization barriers, the organization shall initially develop a clear vision according to which they shall work in the organization. Vision will help the leader to creatively implement new practices in the organization which can help them to achieve their targets with full confidence. The defined goal will also help the organization to not get distracted from the path (Avolio, and Yammarino 2013). Further the organization shall also work on their communication skills so that growth of new and innovative ideas shall be emerged in the organization. Efficient communication will help the employees to share their view and ideas with each other and develop innovative measures to complete the task. Also with the help of communication, the leaders can also initiate to eliminate negative critics from the organization. Thus in this way communication can help and support the organization to achieve their respected target innovatively (Van Knippenberg, and Sitkin 2013). Training and development are the most important ways with the help of which the leaders can improve the skills of employees in and motivate them to work efficient and effectively. Human resource wheel can help the organization to develop measure to train the employees according to the requirement of the activities of the organization. This will help the employees to understand the business process in a better way and support the organization in achieving their goals by inputting their efficiencies. References Aldrich, H.E. and Martinez, M., 2015. Why arent entrepreneurs more creative? Conditions affecting creativity and innovation in entrepreneurial activity.Oxford Handbook on Creativity, Innovation, and Entrepreneurship, pp.445-456. Anderson, N., Poto?nik, K. and Zhou, J., 2014. Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework.Journal of Management,40(5), pp.1297-1333. Auernhammer, J. and Hall, H., 2014. Organizational culture in knowledge creation, creativity and innovation: Towards the Freiraum model.Journal of Information Science,40(2), pp.154-166. Autio, E., Kenney, M., Mustar, P., Siegel, D. and Wright, M., 2014. Entrepreneurial innovation: The importance of context.Research Policy,43(7), pp.1097-1108. Avolio, B.J. and Yammarino, F.J. eds., 2013. Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Canils, M.C. and Rietzschel, E.F., 2015. Organizing creativity: Creativity and innovation under constraints.Creativity and Innovation Management,24(2), pp.184-196. Chalmers, D., 2013. Social innovation: An exploration of the barriers faced by innovating organizations in the social economy.Local Economy,28(1), pp.17-34. Drucker, P., 2014.Innovation and entrepreneurship. Routledge. Ren, F. and Zhang, J., 2015. Job stressors, organizational innovation climate, and employees innovative behavior.Creativity Research Journal,27(1), pp.16-23. Siedlok, F. and Hibbert, P., 2014. The organization of interdisciplinary research: Modes, drivers and barriers.International Journal of Management Reviews,16(2), pp.194-210. Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation implementation: The role of team composition and climate for innovation.Journal of Management,39(3), pp.684-708. Van Knippenberg, D. and Sitkin, S.B., 2013. A critical assessment of charismaticTransformational leadership research: Back to the drawing board?.Academy of Management Annals,7(1), pp.1-60.

Employee Performance Management At Colgate â€Myassignmenthelp.Com

Question: Discuss About The Employee Performance Management At Colgate? Answer: Introduction: The aim of the paper is to delve into different approaches to performance managements and their use in the organisations. The paper takes Colgate-Palmolive as the background of the study to illuminate the two types of performance management namely, traditional approach to management and the new approach to performance management. The paper is divided into several sections to enable the readers get a better grasp of the concepts. The first section introduces the concept of performance management and the company in question, Colgate-Palmolive. The next section deals with traditional approach to performance management followed by an analysis of its advantages and disadvantages. The next section throw light on the new approach to performance management analysing its strengths and weaknesses. Performance management: Performance management includes activities, which ensures that the employees achieve the goals and targets assigned to them efficiently. Managers today align their employees goals to the organisational goals to ensure high level of productivity. Performance management in multinational companies like Colgate-Palmolive attracts involvement of senior managers, departmental heads, lower level managers, supervisors and executives. The managers in these companies judge the level of performance achieved by the subordinates individually against the targets assigned to them. This judgement and management of employee performances leads to performance appraisals and promotions to higher level(Van et al. 2015) Overview of Colgate-Palmolive: Colgate-Palmolive is an American multinational FMCG products manufacturing company with its headquarters in the New York City. The company got its name in the year 1953. It is a public limited company and is listed on the New York Stock Exchange. Ian Cook, its President and CEO leads the company. The organisational structure of the Colgate-Palmolive is primarily business into four divisions namely, North America, Latin America, Europe and South Pacific and Greater Asia and Africa, all of which report to the president, Colgate Africa-Eurasia. The North American headquarters is in the States, the Latin American head office in Venezuela and the European headquarters in Russia, the United Kingdom, Ireland and France. The Asian market is divided into Thailand, China and Philippines, all of which report to the vice president and general manager. These continental headquarters report to the president. The Philippines market is divided into two divisions namely, oral, personal and home care and pet nutrition. The offices of the president and VP and GM ultimately refer to the CEO and the president. The company is financially extremely strong and earned a revenue of over $ 15.2 billion in the year 2016(colgate.co.in. 2017). The product portfolio of the company is divided into two main divisions namely, cleaning agents and personal care products. Colgate-Palmolive manufactures and markets products like Colgate range of toothpastes and toothbrushes, Palmolive range of skincare products, Fresh Start detergent and Listerine mouthwashes. The main international competitors of Colgate-Palmolive are British-Dutch multinational company Unilever and American gaint Procter Gamble. Colgate-Palmolive uses acquisition and direct subsidiary formats to enter foreign markets. The company has a very specialised supply chain and distribution chain throughout the world. The multinational company employs talents from all round the world and follows a stringent performance management strategy to ensure that it maintains a highly efficient human resources. The factors like able organisational leadership, ability to attract investment and sell products globally, efficient supply and logistics management and talented human res ources have placed the company in a high global position. Different approaches to performance management: The multinational companies like Colgate-Palmolive apply performance management to ensure their employees consistently meet the target level of efficiency assigned to them. The performances of the employees are aligned to the organisational strategies and the employees are judged on that basis. There are two types of performance management approaches followed in organisations namely, traditional performance management process and modern performance management process. Traditional performance management approaches: Traditional performance management systems emphasises on evaluation of the performances of employees based on the targets assigned to them for a given period like monthly and yearly. The departmental managers set goals directly to the subordinates at the beginning of a given time period like at the beginning of a accounting period. The managers then again review the performances of their subordinates in the middle of the year. They monitor the targets achieved by each employee against the targets achieved by them individually. The managers give grades to the employees on their achievements according to the performance parameters. The performances management parameters contain both quantitative and qualitative components. The quantitative performance management parameters relate to the target achieved by the employees against the targets assigned. For example, the sales executives are assigned the targets of achieving increase in the sales of Colgate-Palmolive products. The managers m easure the increase in sales achieved by each sales executive. The qualitative performance management parameters consist of intangible parameters like leadership initiative taken by the executives to motivate the junior employees and help them in achieving the assigned targets. The leading performance indicators show the outcomes of the target achievements during the period assigned. The managers evaluate their subordinates on the basis of these parameters and give their feedback. They then measure the performance of their subordinates at the year of the year. This year end review of the performance of the subordinates form the basis of their appraisal and promotions. Analysis of the traditional performance approach: An analysis of the traditional management approach shows that it is very straight forward and simple. accounting to Van Dooren and Van de Walle(2016), the senior managers assign targets to the subordinates and review them twice a year. The managers measure the performances of their subordinates based on the targets achieved by them against the targets assigned to them. It appears that the process is simple and leads to accurate evaluation of the performance of the employees. Bonet and Salvador(2017) contradicts this statement and state that the managers do not get motivate the employees to achieve their targets. They further show that the process of traditional performance leaves limited scope of the employees to participate in the planning of achieving the target. Pettigrew(2014) further points out that in case of traditional performance management, the managers merely assign the targets to their junior which they evaluate at the end of the year. He points that this system leaves li mited scope for employee empowerment and does not encourage leadership and decision making skills among the employees. The employees as a result do not develop managerial qualities and stand very low chances of being promoted. Thus it can be inferred that traditional performance management does not lead to development of efficiency among the employees which ultimately leads to lack of job satisfaction and low performance among the employees. Furusawa et al.(2016) further points out that multinational companies like Colgate and Palmolive carry on continuous training of the employees to enable smooth succession plans. These trainings help the employees to develop managerial competencies like leadership and decision making power which leads to promotion and career growth. These trainings also ensure that competent employees succeed the retiring and resigning employees. Thus, in the light of the above analysis it can be inferred that traditional performance management is not appropriate for dynamic multinational companies like Colgate and Palmolive. New performance management process: The new performance process in comparison to the traditional approach enables more coordination between managers and the subordinates. The managers at the beginning of the year encourage employees to participate in deciding the targets. The managers on regular basis review the performance of the employees and provide them with guidance and advices to achieve their targets. The managers emphasises on both team and individual performances because they consider team performance because of excellent individual performances. The managers support their teams and mentor weak performers. New performance management process is characterised by continuous communication between the managers and their subordinates. The managers provide feedbacks on the performances of the employees and points out their shortcomings so that they can rectify them. This regular review of the employee performances and guiding of employees contribute towards over achievement of the targets by the end of the year. Analysis of new performance management approach: An analysis of the new performance management approach shows that the process is extremely time consuming and complex. Goetsch and Davis(2014) point that compared to traditional performance management approach, the new performance management approach is costly because the senior managers review the employee performances on regular basis and offers training to weak employees to enhance their performances. These continuous training sessions often add to the cost of operations of the companies. Jaca et al. (2014) further add to the opinion of Goetsch and Davis and state that continuous training and meeting sessions are extremely time consuming. Navimipour and Zareie(2015) electronic learning facilities allow employees to participate in trainings according to their conveniences and does allow them to obtain training without hampering their daily jobs. They pointed out that in fact, online training methods allow the employees to develop their skills, which help to improve their productivi ty, and ultimately contributes to high organisational performances. This high organisational performance helps the company to serve its customers better and earn more revenue. Thus, this analysis clearly shows that though the new approach to performance management appear to costly and time consuming, it ultimately in fact leads to increase in revenue generation. Moriano et al.(2014) point out that as opposed to traditional management approach, the new management approach encourages participation of subordinates in formation of target achievement plans. This participation makes the employees feel more responsible towards their job performances and motivates them to improve their performances. Stiles et al.(2015) in support of Moriano et al. state that in multinational companies this participative team planning helps the managers to allocate the jobs among their subordinates according to their qualifications and eligibility. This motivates the employees to over achieve their targets, which ultimately transpires into high organisational performances in the market. Vasan et al.(2017) supports the new performance management approach and state that the continuous review of performance and appropriate guidance from managers act as support system for the employees. The continuous support from managers make the employees feel important and motivate them to perform better. According to Wong and Laschinger(2013) this enhanced performance leads to job satisfaction among the employees. The managers are able to obtain employee participation while making plans to achieve targets. This participation of the employees and managers stimulate better and clearer understanding about the targets and the ways to achieve them. This results in over achievement of the targets. Jacobs, Yu and Chavez(2016) further point out that strong communication between managers and subordinates allow fast flow of information which lends flexibility to the business strategies which is a prerequisite of multinational companies like Colgate-Palmolive. It helps the managers to adapt t heir strategies and plans to achieve business targets according to the market conditions. The managers in multinational companies like Colgate-Palmolive use this strong communication network to get latest market information and make more market oriented strategies, thus taking advantage of the situations and gaining supernormal profits. Fernndez-Gi et al.(2016) further point out that this free flow of communication in fact, help managers to control conflict among employees. This analysis shows that new approach to performance management help organisations to deal with employee conflicts and ensure uninterrupted productivity. Thus it can be inferred from this detail analysis that new performance management is very much applicable in Colgate- Palmolive. Conclusion: The discussion shows that traditional performance management approach is less expensive and time consuming because of minimum communication between the subordinates and the managers. It can also be said that the new approach is better than approach because it gives employees opportunities to enhance their skills. These skilled employees result in high organisational performance as a whole. Thus, this leads to higher competitive advantage in the market and higher profitability. It can also be pointed out that the new approach is fit for and in use in multinational companies like Colgate-Palmolive. References: Bonet, R. and Salvador, F., 2017. When the Boss Is Away: ManagerWorker Separation and Worker Performance in a Multisite Software Maintenance Organization.Organization Science,28(2), pp.244-261. Colgate.co.in. 2017.Oral Health and Dental Care | Colgate Oral Care India. [online] Available at: https://www.colgate.co.in/en/in/oc/ [Accessed 30 Sep. 2017]. Fernndez-Gil, A., Naves, J., Ordiz, A., Quevedo, M., Revilla, E. and Delibes, M., 2016. Conflict misleads large carnivore management and conservation: brown bears and wolves in Spain.PloS one,11(3), p.e0151541. Furusawa, M., Furusawa, M., Brewster, C., Brewster, C., Takashina, T. and Takashina, T., 2016. Normative and systems integration in human resource management in Japanese multinational companies.Multinational Business Review,24(2), pp.82-105. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Jaca, C., Viles, E., Jurburg, D. and Tanco, M., 2014. Do companies with greater deployment of participation systems use Visual Management more extensively? An exploratory study.International Journal of Production Research,52(6), pp.1755-1770. Jacobs, M.A., Yu, W. and Chavez, R., 2016. The effect of internal communication and employee satisfaction on supply chain integration.International Journal of Production Economics,171, pp.60-70. Moriano, J.A., Molero, F., Topa, G. and Mangin, J.P.L., 2014. The influence of transformational leadership and operations identification on intrapreneurship.International Entrepreneurship and Management Journal,10(1), pp.103-119. Navimipour, N.J. and Zareie, B., 2015. A model for assessing the impact of e-learning systems on employees satisfaction.Computers in Human Behavior,53, pp.475-485. Pettigrew, A.M., 2014.The politics of organizational decision-making. Routledge. Stiles, P., Trevor, J., Farndale, E., Morris, S.S., Paauwe, J., Stahl, G.K. and Wright, P., 2015. Changing routine: reframing performance management within a multinational.Journal of Management Studies,52(1), pp.63-88. Van Dooren, W. and Van de Walle, S. eds., 2016.Performance information in the public sector: How it is used. Springer. Van Dooren, W., Bouckaert, G. and Halligan, J., 2015.Performance management in the public sector. Routledge. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959.

10 Common Mistakes You Make on Tests

10 Common Mistakes You Make on Tests 1. Leaving an Answer Blank There is nothing wrong with skipping over a tough question to give yourself some extra time to think it overjust as long as you remember to go back to the question later. The danger is forgetting to go back to every question you’ve skipped. A blank answer is always a wrong answer! Solution: Each time you skip a question, put a check mark beside it. 2. Answering a Question Twice You’d be surprised how many times students choose two answers in multiple choice. This makes both answers wrong! Solution: Review your work and make sure each true/false and multiple choice question only has one answer circled! 3. Transferring Answers Incorrectly From Scratch Paper The most frustrating mistake for math students is having an answer correct on the scratch paper, but transferring it wrong to the test! Solution: Double check any work you transfer from a scratch sheet. 4. Circling the Wrong Multiple Choice Answer This is a costly mistake, but one that is very easy to make. You look over all the multiple choice answers and pick the one that is correct, but you circle the letter next to the correct answer- the one that doesn’t match your answer! Solution: Make sure the letter/answer you indicate is the one you really mean to select. 5. Studying the Wrong Chapter Whenever you have a test coming up, make sure that you understand which chapters or lectures the test will cover. There are times when a teacher will test you on a specific chapter that is never discussed in class. On the other hand, the teacher’s lectures may cover three chapters, and the test may cover only one of those chapters. When that happens, you can end up studying material that won’t appear on your exam. Solution: Always ask the teacher what chapters and lectures will be covered on a test. 6. Ignoring the Clock One of the most common errors students commit when taking an essay test is failing to manage time. This is how you end up in a panic with 5 minutes to go and 5 unanswered questions staring back at you. Solution: Always take the first few moments of an exam to assess the situation when it comes to essay questions and answers. Give yourself a time schedule and stick to it. Give yourself a set amount of time to outline and answer each essay question and stick to your plan! 7. Not Following Directions If the teacher says â€Å"compare† and you â€Å"define,† you are going to lose points on your answer. There are certain directional words that you should understand and follow when you take a test. Solution: Know the following directional words: Define: Provide a definition.Explain: Provide an answer that gives a complete overview or clear description of the problem and solution for a particular question.Analyze: Take apart a concept or a process, and explain it step by step.Contrast: Show differences.Compare: Show likenesses and differences.Diagram: Explain and draw a chart or other visual to illustrate your points.Outline: Provide an explanation with headings and subheadings. 8. Thinking Too Much It’s easy to over-think a question and begin to doubt yourself. If you tend to second-guess yourself, you will inevitably change a right answer to a wrong answer. Solution: If you are a thinker who tends to over-think, and you get a strong hunch when you first read an answer, go with it. Limit your thinking time if you know you tend to doubt your first instincts. 9. Technological Breakdown If your pen runs out of ink and you can’t complete an exam, your blank answers are just as wrong as they would have been for any other reason. Running out of ink or breaking your pencil lead halfway through a test sometimes means leaving half your exam blank. And that leads to an F. Solution: Always bring extra supplies to an exam. 10. Not putting Your Name on the Test There are times when failing to put your name on a test will result in a failing grade. This can happen when the test administrator doesn’t know the students, or when the teacher/administrator won’t see students again after the test is over (like at the end of a school year). In these special situations (or even if you have a very stern teacher) a test that doesn’t have a name attached to it will be tossed out. Solution: Always write your name on a test before you get started!

The Pros and Cons of Year-Round School

The Pros and Cons of Year-Round School Year-round school in the United States is neither a new concept nor an unusual one. Traditional school calendars and year-round schedules both provide students with about 180 days in the classroom. But instead of taking off much of the summertime, year-round school programs take a series of shorter breaks throughout the year. Advocates say the shorter breaks make it easier for students to retain knowledge and are less disruptive to the learning process. Detractors say the evidence to support this assertion is unconvincing. Traditional School Calendars Most public schools in America operate on the 10-month system, which gives students 180 days in the classroom. The school year typically begins a few weeks before or after Labor Day and concludes around Memorial Day, with time off during Christmas and New Years and again around Easter. This school schedule has been the default since the earliest days of the nation when the U.S. was still an agrarian society, and children were needed to work in the fields during the summer. Year-Round Schools Educators began experimenting with a more balanced school calendar in the early 1900s, but the idea of a year-round model didnt really catch on until the 1970s. Some advocates said it would help students retain knowledge. Others said it could help schools reduce overcrowding by staggering start times throughout the year.   The most common application of year-round education uses the 45-15 plan. Students attend school for 45 days, or about nine weeks, then take off for three weeks, or 15 school days. The normal breaks for holidays and spring remain in place with this calendar. Other ways to organize the calendar include the 60-20 and 90-30 plans. Single-track year-round education involves an entire school using the same calendar and getting the same holidays off. Multiple-track year-round education puts groups of students in school at different times with different vacations. Multitracking usually occurs when school districts want to save money. PeopleImages / Getty Images Arguments in Favor As of 2017, nearly 4,000 public schools in the U.S. follow a year-round schedule- around 10 percent of the nations students. Some of the most common reasons in favor of year-round schooling are as follows: Students tend to forget a lot during the summer, and shorter vacations might increase retention rates.School buildings unused in the summer are wasted resources.Short breaks provide time for students to receive enrichment education.Remediation can occur when it is most needed during the school year.Students get bored during the long break of summer.It gives families more options for scheduling vacations, rather than restricting travel to summertime.Other countries around the world use this system.Schools on year-round schedules can accommodate more students through multitracking. Rushay Booysen / EyeEm / Getty Images Arguments Against Opponents say year-round schooling hasnt proven to be as effective as its advocates claim. Some parents also complain that such schedules make it more difficult to plan family vacations or child care. Some of the most common arguments against year-round schools include: Studies have not conclusively proven the academic benefits.Students forget information just as easily with a three-week break as 10. Therefore, teachers on a year-round system end up with four periods of review instead of just one at a new school year.Summer programs such as youth camps suffer.Student summer employment becomes virtually impossible.Many older school buildings do not have air conditioning, making a year-round schedule impractical.Band and other extracurricular programs can run into problems scheduling practices and competitions, which often take place during the summer months.With multitracking, parents could have students at the same school on different schedules. School administrators considering year-round education should identify their goals and investigate whether a new calendar can help achieve them. When implementing any significant change, involving all stakeholders in the decision and the process improves the outcome. If students, teachers, and parents dont support a  new schedule, a transition could be difficult. Sources National Education Association staff. Research Spotlight on Year-Round Education. NEA.org, 2017. Niche.com staff. Schools Without Summer Break: An In-Depth Look at Year-Round Schooling. Niche.com, 12 April 2017. Weller, Chris. Year-Round School is Booming but Its Benefits Are Overhyped. BusinessInsider.com, 5 June 2017. Zubrzycki, Jacklyn. Year-Round Schooling Explained. Edweek.org, 18 December 2015.

Cause essay Example | Topics and Well Written Essays - 500 words

Cause - Essay Example ’s lives, and these include physical health [as Maslow rightly observed in his second level of â€Å"Hierarchy of Needs†], mental fitness, athletics, and for aesthetic value (Maslow 373-4). As the old saying goes, â€Å"the most valuable possession one has is Good Health,† well, this is true for both our physical as well as psychological well-being. And one of the secrets to good and perfect health is regular exercise. As for physical fitness, exercise proves very essential to people who desire beautiful but slender bodies. People who seldom take exercise are likely to have soft, flabby muscles, which are not only unattractive but are unhealthy. Getting rid of shapeless figures requires regular exercises to better manage being over weight and more importantly to shape body structure. Besides, routine exercise is also beneficial in strengthening people’s muscles (Barton and Pretty 3947). Jogging, dancing, bicycle rides, swimming among other activities really help to develop strong leg muscles for people who desire such. In addition, exercises provide people with more daily energy. A morning exercise for instance, can help in elevating daily work/job spirit by simply retaining the excitement acquired during the exercise. One will therefore be capable to respond instantaneously to the environmental changes. Regular exercises also prevent the occurrence of a range of diseases by helping the body to develop mechanisms for fighting infections and certain other diseases (Barton and Pretty, 3947-8). Many of the major cardiovascular diseases can be kept at bay by simply using thes stairs instead of a lift (for those working in offices). Sweats that usually follow the exercises remove toxins that would hitherto cause heart failure, for example, from people’s bodies. Exercises thus have many benefits, which go along way in helping people to live longer, healthier, and generally happier lives. In fact, the more one has excess body fats the greater he or she risks

Macroeconomics Essay Example | Topics and Well Written Essays - 1000 words - 1

Macroeconomics - Essay Example Industry A Industry A has 20 firms and a (CR) of 20%. The Concentration Ratio is centered around how much of the market is controlled by the firms involved, in this case with 20 firms and a (CR) of 20% the controlled value is low. (Concentration Ratio, 2011 p 1) This implies that the industry is either highly competitive industry. This means that every involved organization in this particular industry is able to enter and exit the market with low barriers. This industry type could be termed a â€Å"perfect competition† however, because it has a (CR) of 20% it is also close to an oligopoly. To be a â€Å"perfect competition† the characteristics would need to include, all firms selling the same products, all firms involved being price takers, all firms having a relatively small market share, buyer knowing what is being sold and for how much and the ability to enter and exit the market. (Perfect Competition, 2011 p 1) In this environment the ability to enter the market wit h low to no barriers will allow for more competition to be available. The long term adjustments would need to be expecting lower prices and normal profits. The (CR) will remain low in this industry model due to greater competition. Industry B Industry B has 20 firms and a (CR) of 85% which places it in the oligopoly to monopoly range in business types. An oligopoly is characterized by a few dominant firms and many small ones, standardized and differentiated product depending on the industry, power of dominant firms over pricing, barriers to becoming a dominant firm and the use of non-price competition due to fear of price wars. (Petroff, 2002 para. 2) A monopoly however, is a situation where a single company or group owns the entire market, or close to it. Because this tends to mean it is a business that has a single firm it would not necessarily apply in this case. (Monopoly, 2011 p 1) To figure out the proper concentration ratio it is necessary to use the Herfindahl-Hirschman Inde x, â€Å"a commonly accepted measure of market concentration. It is calculated by squaring the market share of each firm competing in the market and then summing the resulting numbers.† (Herfindahl-Hirschman Index, ND) Conclusion Industry A would be appropriate for a small business given the ability to enter and exit with relative ease. This however, should not discount the possibility of Industry B’s ability to control a market and pricing as well. The entry barriers may be insurmountable in this industry type though the rewards could be significantly greater. Given the available information Industry A seems to be the best approach for a small business venture. Reference page Concentration Ratio,. (2011). Concentration ratio, investopedia.com. Retrieved from http://www.investopedia.com/terms/c/concentrationratio.asp Herfindahl-Hirschman Index, . (ND). The herfindahl-hirschman index, justice.gov. Retrieved from http://www.justice.gov/atr/public/testimony/hhi.htm Monopo ly,. (2011). Monopoly definition, investopedia.com. Retrieved from http://www.investopedia.com/terms/m/monopoly.asp Perfect Competition,. (2011). Perfect competition, investopedia.com. Retrieved from http://www.investopedia.com/terms/p/perfectcompetition.asp Petroff, J. (2002). Oligopoly characteristics. Professional Educational Organization International Retrieved from http://www.peoi.org/Courses/mic/mic7.html Memo follows- TO: Managing director FROM: (insert your name) DATE: