They Raped My Mother Essay Example for Free

They Raped My Mother Essay There is nothing incorrectly in seeing modern improvement, propelling turns of events, urbanization, dynamic changes on gigantic auxiliary developments that mark the indication of a creating society. These quick changes in our characteristic scenes into modern destinations implied an extraordinary jump and clear dynamic transformation that may supplant normal scenes with fake and machine created buildings. Forebodingly, the difficulty is yet to come. The once new, cool and loosening up air was wretchedly subbed with dirtied and toxic gases that originates from vehicle smoke outflows, producing plant releases and different causes that is incredibly destructive to human’s wellbeing. Indeed, we don’t need to expansively look far to discover the guilty parties and serve equity at their countenances. They are surrounding us and at one time we may get ourselves unpleasantly shamefaced when we endure the undeniable obliteration of our dearest nature. Some underdeveloped nations around Asia like Philippines itself, Taiwan, Thailand, Beijing China, Singapore, HongKong, Tokyo Japan, Vietnam, and Brunei has a similar issue on a wide range of contamination. A portion of these nations like Hong Kong has been retaliating on the most proficient method to spare and reuse utilized water into usable, safe drinking water once more. It is shockingly troubling to realize that in the urban areas there is not, at this point clean air to relax. Obviously, air contamination is the horrendous result in every urban settlement. Our once clear and blue sky presently obscures with dusty brown haze and overwhelming soil stacked haze that end up being unfortunate to the city’s occupants. There are a great many approaches to effortlessly dirty the air yet there has been no arrangement on the most proficient method to stop this immensely ruinous likeness progress. Who’s going to pay in this unconventional but then exceptionally frightful wrongdoing? Who is experiencing most this beguiling brand of uninhibitedly practiced air decimation? One of the undeniable instances of materials that significantly add to air contamination were those assembling plants that consume plastics. Those straightforward plastics from reward cups, sando packs, straightforward water bottles and Expandable Polystyrene (EPS) or otherwise called styropor causes an excessive amount of mayhem in the nature’s effectively lopsided cycle. Crazy consuming of these plastics in open dumpsites or on lawns emanates destructive gas into the air that when aggregated for quite a while would result into a nursery impact. Look what had become to the once new and clean waters in the waterways, lakes, streams, sounds, and shores. They are currently loaded up with dirty grime and dirtied family unit cesspools and gross open waste that stream into the waterways. At whatever point there is downpour, trash drifts on road channels and stop up the waste that came about into flood. Floodwaters wildly burden everyone adding to the anguish of the world that catastrophes may happen any second that would jeopardize people’s lives. Is this the prize we needed in return for modern upheaval? Presently what would we be able to do to decrease these radical ecological changes? We, of all the earth’s species would be generally influenced by these conditions. These days, climatic changes has been clearly felt with those disturbing fall of snow on deserts, those chilly upper east rainstorm wind hits to tropical districts, those desolating tidal waves and sudden ejections on the earth’s surface, the relentless flooding and avalanches everywhere throughout the areas even with simply moderate rainfalls has incredibly demonstrated that such changes in nature has cautioned us that the characteristic parity has been tipped to a disturbing degree. When do we begin to mind? When do we start to pay heed that our solitary world is kicking the bucket in light of our grave abuse and crazy carelessness. Throughout the century, human life expectancy has extraordinarily declined and hopeless infections break the surface with a startling reality that there is no hope to treat this revile like human ailments. The world has been shrouded with various ailment and horde sicknesses that causes high death rate to mankind. Disease, tuberculosis, hepatitis, AIDS, E-bola infection, bubbles, SARS, H1N1 and God comprehends what are the following most noticeably terrible maladies that could demolish mankind with messy change brought about by these outrageous irregular characteristics in nature. It is safe to say that we are going to let this unique planet bite the dust? It is safe to say that we won't attempt to spare mother Earth from outright obliteration and save humankind? I love this awesome planet so much and I will begin my battle in sparing this world at the present time. May the individuals who are worried about our reality would begin minding by doing basic things like dealing with family trash, by limiting the utilization of power to reduce an excessive amount of arrival of warmth vitality, by reconsidering on dumping soil on streams, seas and sea shores, by fixing the laws in deforestation, and by asking each and everybody to begin thinking about our reality, for our own lives and for the guarantee to the cutting edge that they will at present acquire a serene and great world when their chance to see the magnificence of this planet comes.

Over View Marketing Of Products Within Nestle Marketing Essay

Diagram Marketing Of Products Within Nestle Marketing Essay To present Nestlã © item against the contenders, the organization will utilize separation procedure which won't just separate their own from others yet additionally give an edge over others. Nestlã © center items will be extremely helpful particularly as far as quality, wellbeing, and cleanliness and most significant buyer fulfillment. Nestlã © increased items will incorporate customer fulfillment, guarantee to retailers as far as terminate, conveyance and after deals administrations. The organizations everywhere throughout the world get some serious edge dependent on certain highlights which different organizations dont have. For instance, as the Dell has the serious edge over other PC maker organizations, since they utilize worked to-arrange Strategy while no other organization in PC industry utilize this system. Essentially in Pakistan settle has their serious edge dependent on the systems like item separation and client arranged. Nestlã © is utilizing the item separation procedure by giving the predominant quality items. Their fundamental center is to keep the clients faithful. They purchased hold space in various departmental stores to draw in the clients. They attempted to arrive at each gathering of individuals in which they have succeeded. Additionally, consumer loyalty is the point of convergence for the organization. They give sterile items to their clients. Items are additionally checked by wellbeing and security measures and universal quality norms. Doorman Five Forces 3.1.1 Threat of New Entrants: There is enormous number of food organizations on the planet; in the mean time the serious between food organizations are occurred. A few organizations have cut out job in which they backing to dairy flexibly. These food organizations are frightful of being crushed out by the enormous players. Another danger for some, food organizations is other food administrations organizations entering the market.15 Competing in another industry expects assets to contribute. Creation of stuffed items requires immense speculation of money related, human, specialized, and showcasing assets. Haggling Power of Suppliers: The providers of food probably won't represent a major danger, in light of the quantity of providers. Crude milk is standard product and is accessible in the open market from an enormous number of milkmen. On the off chance that anybody won't sell its item, at that point organization can get it from other people who are as of now ready to offer to organization. Then again, the significance of volume to provider likewise considered as a danger. Providers additionally have less influence to deal over cost in light of the fact that the organization is buying the huge volume of their milk and providers dont have a lot of choice to offer milk to other people. Dealing Power of Buyersâ The purchasers won't post quite a bit of a danger to the food business. Huge customers have their own haggling power with food organizations. Huge corporate customers like carriers and retailers pay a large number of dollars a year. There are huge quantities of wholesalers, who are purchasing and disseminating the item, so their haggling power is low and friends have influence to direct actualize its terms and conditions to merchants. Accessibility of Substituteâ There are not many of substitutes in the food business. A large portion of the food organizations have comparable set-ups of administrations. Organizations concentrating on their job for the most part have an upper hand, yet this preferred position relies upon whether there are any boundaries that keeping different firms from entering.15 Serious Rivalry The food business is exceptionally serious in these days. Therefore, food industry has become progressively like a product, a territory where the food organization with the ease structure, more noteworthy proficiency and better client assistance will destroy contenders. In since quite a while ago run, bigger organizations like to dominate or converge with different organizations as opposed to go through the cash to market and publicize to people.15 Wellspring of Cost Efficiency 3.2.1 Economy of scale Economy of scale decides cost productivity dependent on schedule, and handling of the tasks and work cost. Nestlã © utilized new high-innovation framework machines to process all the items, similar to rapid packaging framework, bundling machine for expanding the yield of the items along these lines, it could spare time of the activity in procedure, and spare work cost. The organization don't have to recruit more work to work the procedure, which is one of the way to spare expense. 3.2.2 Experience Nestlã © has been serving Pakistani customers since 1988, when parent organization, the Switzerland-based Nestlã © SA, first procured an offer in Milkpak Ltd. Today Nestlã © is completely incorporated in Pakistani life, and is perceived as the maker of sheltered, nutritious and scrumptious food, and pioneers in creating and inspiring the networks in which they work. Nestlã © Pakistan guarantees that their items are made accessible to customers any place in the nation they may be. Accommodation is at the core of the Nestlã © reasoning, and there point is to carry items to people groups doorsteps. Assets 3.3.1 Tangible assets Nestlã © Milkpak creates in more than 81 nations and accomplishes 98% of its turnover outside Europe. Nestlã © Milkpak is the universes biggest milk organization, which does 98% of its business. It has a yearly turnover of 70 billion Swiss francs, 522 new plants in 81 nations, 200 working organizations, 1 essential research external and 20 innovative advancement gatherings, has in excess of 231,000 representatives and in excess of 8000 items around the world. There are three organizations co-ordinate the exercises of somewhere in the range of 200 working organizations around the world. Elusive assets There are three distinct capacities, Nestlã © Milkpak, holds the monetary offers in the associated organizations. It additionally checks the productivity of these organizations and to guarantee the gainfulness of the gathering as entirety. Second, Nestlã © Milkpak, has two regions of exercises that are explore and innovative turn of events, and specialized help. Close to this, it gives know-how in building, promoting, creation, association, the board and work force preparing on a persistent premise. The third organization is Nestlã © World Trade Corporation that administers the import and fare of product around the world. 3.4 BCG Matrix Relative Market Growth Low High STAR (Development) QUESTION MARKS (Presentation) Money COWS (Development) Pooches (Decay) 3.4.1 Stars The stars are the high relative piece of the overall industry and high market development. Nestlã © drinks are the stars in their business, in light of the fact that with the high caliber and new plans which comes occasionally makes them progressively mainstream among the clients, since client with privileged needs the quality and settle offers the best quality food things. In addition, Nestlã © significant items, for example, Nestlã © milk pack and Nestlã © water will lies in the classification of star items, because of the necessities of human in their life. 3.4.2 Question Marks The item which have high foreseen development rate however low piece of the pie would be considered as question marks. The item which the organization dispatch first time in Pakistan is Nestlã © Ice-cream would go under the question marks because of the obscure outcome whether fruitful or bombed in the development of business in future. 3.4.3 Cash Cows The money bovines are Nestlã © grain and other child food items. There is less serious brand on these particular of items and Nestle was considered as a marked and dependable brand, so a large portion of the shoppers like to purchase from Nestle. 3.4.4 Dogs The pharmaceutical items are Nestlã © Dog; since it has low-share business with low development showcase particularly when talk about Pakistani market. The organization needs to think on what it can do by improving the low offer and development showcase. 3.5 Product Life Cycle ' Nestlã © Nestlã © Cereal Baby Food Nestlã © Food things pharmaceutical item (for example Milk pack what's more, water) Nestlã © Frozen yogurt Presentation Development Development Decrease Item Development Time Nestlã © Products Nestlã © Milkpak Industry The item life cycle has been utilized to dissect the items improvement allude by the BCG network. Item life cycle has 4 phases comprise of presentation, development, development and decay. Nestlã © Ice-cream has been expressed on the presentation stage since it is propelled the first run through in Pakistan. Next, the development stage would be the food things like milk pack, water and so on, because of human need as Nestlã © has given. Then again, Nestlã © grain and infant food were expressed in the development stage, because of less contenders. Finally, Nestlã © pharmaceutical item is on the decay stage, on account of the low offer in business and low interest. In the item life cycle, it shows that Nestlã © Milkpak industry is currently on the development stage, the organization has been perceived by customers. 3.6 SWOT Analysis (TOW Matrix) SWOT Analysis (TOW Matrix) Qualities Overall notoriety of Nestlã ©. Productive milk assortment framework. Keeping excellent measures. Coordinated conveyance and warehousing offices. Enormous piece of the overall industry of inventive. Having Good notoriety in the market by solid brand name for example Nestlã ©. Solid RD. Shortcomings Incapable to contend in value delicate portion of UHT milk advertise. Under-usage of the limit. Incapable to satisfy the interest of neighborhood powder milk advertise. Openings Improving Economy. Populace development rate. High urbanization rate. High proficiency rate. Adaptable government strategies for food industry. Have critical development openings. May converge with other worldwide organizations to dispose of contenders. Having Capable of venturing into different markets of the world. SO Increment creation of value milk to cook the unsatisfied interest. They ought to go in the product offering of powdered milk. They should expand their fares. They ought to provide food the wide scope of unsatisfied interest by improving their appropriation systems. WO According to the expansion request of the milk they ought to satisfy the interest as Nestlã © ha

I Really Just Cannot Write Anymore of My Thesis

I Really Just Cannot Write Anymore of My Thesis Hello MIT blogs! I love blogging. I applied to be a blogger on whim almost four years ago, and interestingly enough, I am the last guy that still seems to be around from the batch that got selected with me on that fateful day in September, so long ago. So, no, I have not forgotten about my duties. Its just every time I try writing something, I feel like I should be working on my thesis instead, so I stop blogging and revert to thesis mode. Now I have 60+ pages of it finished, and trying to get words out of me is starting to feel like making myself vomit when theres nothing else to throw up, so maybe I should take a mini-break? All the blogs I promised in here will still get written, but I need to finish my thesis first ;) so Ill just provide a brief update of what Ive been up to this semester This semester, I am taking three and three-quarters classes (45 credits), which is the smallest number of credits that I have ever taken at MIT (the second lowest comes in at 54, which is four and a half I have never taken just four classes in one semester at MIT. I did originally sign up for four and three-quarters, putting the last class on junior/senior PDF (you can designate two classes during your junior and senior years, outside of your major and minor, as pass/D/F), but ended up dropping that class too because of senioritis. SENIORITIS IS REAL GUYS. IT HAPPENS AGAIN IN COLLEGE. BEWARE.) Four years ago this time, I was sitting blissfully by our high school pool, basking in the afternoon sunlight, fantasizing about a place far away known as MIT, and the kind of things that I would encounter there. High school was amazing and all, but I was ready to leave I was ready to fly far away from Asia and be part of a new great adventure. Now, I am sitting in front of the wooden desk in the room that I have lived in for the last three years, shutting the window because Boston nights still gets quite cold, even in late April. I do not yet know where I will ultimately end up for med school (that comes in a few weeks), but I am excited about the prospects. I am ready to leave, but not so much because I have seen everything there is to MIT (by far impossible Ive seen like less than 20%), but its because I am getting old and there are so many of you young uns coming in. This place is a magical place, and in the four years here, I still do not feel the energy level ever diminishing not even one bit. This place is still just like the school that I set foot on three Augusts ago, and in many ways, even better and more improved. Looking back, Ive completed the requirements for two majors, along with a slew of classes in between that I took for fun. I have written countless essays, completed numerous psets, and taken many, many exams. Just this last Thursday, I took my last regular examination at MIT, and I didnt feel a sense of relief. Just moments after the exam, I was already anxiously discussing my answers with fellow classmates, exhaling in relief when our answers matched, and feeling my heart skip a beat when we had widely differing solutions. Perhaps that part of me would never change. It is impossible to write a blog detailing why you should come to MIT, why you should pick this school over Stanford or Harvard, or why you should not go to Caltech. The simple answer is just that its really different for every person, and there is truly no one-size-fits-all answer. There are a few overarching principles that I believe hold true across the board, however, that I realized from my four years of being here: Firstly, MIT will train you how to think. The Latin motto of this school is mens et manus, which is simply mind and hand. Beginning from the selection process and extended across all the courses that you will encounter here, MIT places a heavy premium on being able to create being able to innovate. It is not sufficient to just have book knowledge; MIT wants you to be able to do something with that knowledge, to create something, to blow something up to apply it somehow, in one way or another. I am not even an engineering major here and Ive already learned so much. Like I said in a few entries ago, I went from a confused freshman pipetting water from one beaker to another to running simultaneous experiments side by side, sketching out future experiments in my lab notebook, and discussing my research with postdocs and grad students in my lab. My history thesis took me on research trips to Washington DC (at the National Archives) and Manzanar, CA (four hours outside of Los Angeles). W ith the very rare exception of one course, I have never taken a single multiple choice exam here. The exams here ask students to design experiments, to explain phenomenons, to defend their rationale and explanations. You will not be asked to regurgitate anything that you crammed for the test the night before. Instead, you are asked to apply that knowledge to new situations on the exam to take it to the next step. Remember those Critical Thinking questions that used to be at the end of your math textbook in every section that comes after all the basic drills? MIT exams are that, times 10. Regardless of what major you are here, you will not leave this place without being a better analytical and critical thinker. You might not be able to impress your guests at cocktail parties with the precise names of all the blood-clotting factors, but you will able to take them through a 10-minute impromptu lecture on the brilliance of the biochemistry of the human blood-clotting cascade. Secondly, MIT is hard. It is harder than anything that you have ever seen. There is no getting around it, and you might as well be prepared to hear it now, because it is not going to change. During your freshman year, some of you guys might come in better prepared than others (some General Institute Requirement classes may seem rather easy if you come from a very competitive schooling system), but the playing ground will even out by the time you enter your major I promise you. For those lagging behind, you will quickly learn how to swim (dont worry, you just will). I am not going to pretend that there are not going to be those who drown, but there is help here, and you wont be left behind with the right blend of support, resolve, and introspection. Ive heard freshman year often being compared to a boot camp, where everyone is put through the same classes with the same safety net (pass/no record) for incoming frosh to get used to MIT-level rigor before branching out into their respec tive majors. It is very much true, although the difficulty and pain does not end after the GIRs are finished. Depending on your major, you will be put through another grind with the more difficult advanced-level subjects in your major and the laboratory classes, but you should be already doing something that you like, so this may not be as bad as the GIRs. Just like any other boot camp in real life, some of you will come in more fit, in better condition, and better trained to take on the challenges, and I might argue that some of you will sail through MIT and thats great, more power to you, but I still believe that you are in the minority, and most people here still tackle MIT bit by bit, one day at a time. There will be nights when you will be up till daybreak, watching the sun rise over the Charles there will be days when you stumble through your day, exhausted and groggy from the amount of psets, exams, meetings, and events. But you will emerge from the other side thats what l ong weekends, IAP, and the summers are for. Its just like recovery after working out or running a 5K. You feel like crap when youre in the midst of it, and you feel worse with each step that gets you closer to the finish line, but collapsing on the grass after the event feels like heaven the celebratory ice cream at night even better. Lastly, and most importantly, MIT has developed for itself a spirit and a culture that no university can emulate. This is perhaps one of the most amazing things about this Institution MIT is so rife with culture and inside references that only alumni know and carry on with them. You will not encounter any alum that do not know what Lobby 7 or what the brass rat is, and older alums will even regale you with tales about how 8.01 was a lot more hardcore, back in the day. Each one of our dozen-plus dorms and living communities has an unique personality that cannot be found anywhere on campus, and you do not just live in the buildings themselves you become part of that culture the longer you live in and contribute to the dorm. Go on a citrusy expedition during your Freshman Orientation; lead the said trip as a junior or a senior. Learn the extensive collection of MIT lingo/slang; discover your own meaning of IHTFP. Learn the esoteric Athena command codes; fail to remember the Athena cluster combinations. Find your own best view of the Boston skyline; figure out the best way to get to your dorm to Kendall during a blizzard. Go on a fraternity or a sorority formal; ask someone out to one of them. Party with Boston-area college students, get to know them, and take a break from MIT students complaining about psets all the time. Study at the Reading Room and know why that room made CNN headlines; stand in the Stata Center during a rainy day and know why Frank Gehry got sued for that building. Have snowball fights in Killian Court; build an igloo on Briggs Field. Take pictures of the Dome; take lots of them during your time here. Learn how to work Stellar; have a heart attack when you check exam grades on Stellar. Set up your laptop to print to any Athena printer; pick up your homework that youve sent ahead of you at the printer right next to your class. Find creative ways to recycle your Athena header sheets; fold them into paper lotuses. Do the Mystery Hunt during IAP; attend the Integration Bee and the Ig Nobel Prize ceremonies. Take a picture with President Susan Hockfield; eat lunch with a Nobel laureate. Find a UROP keep that UROP quit that UROP find another one, or two, or three; stay in the lab past 3 AM; operate a piece of equipment that costs more than $100K. Take a glass-blowing class; take pistol, sailing, fencing, archery, and earn your Pirates License. Apply for a grant and travel to Europe (or do the Cambridge-MIT Exchange); have a romantic rendezvous while youre there. Enter a competition and win money to change the world in Africa or India; see your wildest imaginations blossom into practical solutions to urgent problems. Take a graduate level class; figure out why the grad students think were smarter than they are ;). Eat LN2 ice cream; steal dry ice from your lab. Pull an all-nighter to finish your lab report; then pull another one after that, just for fun. Learn a new programming language; take introductory economics (14.01 and 14.02). Register for eight classes; drop half of them three weeks before the final. Dont get addicted to coffee; dont drink Monsters. Apply for a College Card and head on over to Symphony Hall for free BSO concerts; find the hidden temple inside the Museum of Fine Arts. Ride a n entire Saferide loop for fun; memorize the Saferide schedule. Get to know Toscis; decide whether you like JP Licks or Berryline better. Shop at LaVerdes; grumble at how expensive it is, and buy that juice youre holding anyways. Get a super steak burrito at Annas; ask for the tomato salad instead of the lettuce at Sepals upstairs. Take a picture with Tim the Beaver; BE Tim the Beaver. Memorize the course numbers; guide confused tourists through MITs building numbers. Take a picture for the Korean tourists; be PART OF A PICTURE with them. Sign up for the List Art Gallerys artwork lottery; attend concerts and recitals on campus. Collect free T-shirts from student groups; eat nothing but free food for a week and attend cool lectures while youre at it. Want more? Im just getting started :D Stay tuned for Tim the Beavers adventures in Oxford, England! :)

Unit 5 Exam World War I - 1315 Words

Unit 5 Exam: World War 1 Lesson 1: Alliances The unconditional support from alliances can be blamed to cause World War I. The nature of the alliances is laid out in the alliance document. The alliances stipulated assistance and contribution of the signing parties in the event of conflict. It can extend from money or logistic sponsorship, similar to the supply of materials or weapons, to military activation and a statement about war. Partnerships might likewise contain currency components, for example, trade agreements, investment or loans. It is best known to cause World War I. In the 19th and early 20th centuries, European nations formed, abolished, or restructured their own alliances. By 1914, the Great Powers of Europe split into two opposing alliance blocs. For quite a long time Europe had been a mixture of ethnic and regional competitions, political interests, contending desires, military dangers, suspicions and disorder. France and England were antiquated foes whose competition ejected into open fighting a few times betw een the fourteenth and mid nineteenth hundreds of years. Relations between the French and Germans were additionally beset, while France and Russia likewise had their disparities. The leaders of Austria-Hungary considered Serbia in charge of Archduke Francis Ferdinand s demise in a terrorist assault in 1914. Leaders of Austria-Hungary wanted to rally the people of their vanishing empire going to war against the minuscule Serbia, trusting aShow MoreRelatedHY 1110-101-6 Unit II assessment Essay1580 Words   |  7 Pages†¢ Review Test Submission: Unit III Assessment HY 1110-101-6, American History 1 {;l Unit III Page 1 of6 Review Test Submission: Unit III Assessment Review Test Submission: Unit III Assessment User Submitted 10/14/114:57 PM Status Completed Score 97 out of 100 points Instructions 1. You may open this assessment multiple times but you may only submit it once. 2. 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Night/Life Is Beautiful C/C Essays - 891 Words

************* ******** ************* September 26, 2011 Night and Life Is Beautiful Compare and Contrast Essay Night by Elie Wiesel and Life Is Beautiful directed by Roberto Benigni are both detailed stories of the Holocaust experienced by a father and a son. However, both feature different tones during the stories. Night uses a depressing and dark tone, while Life Is Beautiful incorporates an optimistic and joyful tone. Weisel recalls the many horrific acts witnessed and how he tried to always be with his father. Whereas in Life Is Beautiful Guido (the father) tries to convince Joshua, his son, that this is simply for fun and they know nothing bad is going to happen. The tone in Night is depressing and centered around the†¦show more content†¦From the first hours of dawn a glacial wind lashed us like a whip† (77). The reference and depiction of winter usually is involved with the aspect of death and this was no different. Towards the end of the book the true darkness of the Holocaust is brought to life. One of the most terrible memories written is on a train ride from one part of the camp to another. A father and a son are on the same car as Elie and the father has a piece of bread, â€Å"’Meir, my little Meir! Don’t you recognize me . . . you’re killing your father . . . I have bread . . . for you too . . . for you too . . .’ He collapsed but his fist was still clutching a small crust. He wanted to raise it through his mouth. But the other threw himself on him† (102). The true tone of this is quite horrific and Weisel does a good job portraying it through the dark descriptive text. The disregard for others in order for self preservation is one of the most selfish acts that can be committed. However, in Life Is Beautiful the tone could not be more different. Before the Holocaust happens, Guido is a very happy man always talking loud and expressing himself with no regret complementing people wherever he goes. When the first discrimination happens against him he simply makes a joke out of it and tells his son, Joshua, that everything is okay. When they are finally taken away, Guido comes up with the idea that this is just a game. While being forced on the train, he shouts the happiness he hasShow MoreRelatedFamily Health Assessment1655 Words   |  7 PagesAssessment Gordons Functional Health Patterns provide a useful structural guideline that help nurse or any health care provider to assess any family’s health status and develop a nursing diagnosis according to their need to improve their quality of life. Through each of these eleven patterns of health assessment, nurse can create a systemic approach and gather information which help them to understand a family values from each prospect of human health status. 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Thesis Statement: From the disaster to the movie, the sinking of the Titanic remains one of the most famous tragedies in history. D. Credibility Statement: 1. I have been fascinated by the history of the Titanic for as long as I can remember.Read MoreEssay on Compare and Contrast Caravaggio and Gentileschi981 Words   |  4 Pagesperiod, and was trying to build up its patronage by bringing people back to worship after the Reformation. In much of the art during this time, the papacy commissioned artists to lavishly restore Rome in the hope that Rome would become the most beautiful city that would attract Christians. Meanwhile, in the rest of the world, William Shakespeare was in England writing his plays and Johann Sebastian Bach was in Germany working as a choir director; interestingly, his compositions seem to representRead More Analysis of The Sick Rose Written by William Blake Essay661 Words   |  3 PagesAnalysis of The Sick Rose Written by William Blake. O rose, thou art sick! 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Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios Free Essays

Introduction Liquidity ratios are used to determine a company’s ability to pay off its short-terms debts obligations. Using Hargreaves Services Plc financial data from 2006 to 2010.I have the analysis for the companies’ current ratio, acid test, total asset turnover and fixed asset turn over below. We will write a custom essay sample on Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios or any similar topic only for you Order Now The Current ratio tells us about the relationship between current assets and current Liabilities and how quickly an asset can be turned into cash. Hargreaves Services Plc had a current ratio of 1.09 in 2006 which was poor but significantly increased in 2007 to 1.31, it then fell in 2008 to 1.15, a further decrease in 2009 to 1.06 and has had a significant increase to 1.66 in 2010. I would say Hargreaves had a poor current ratio in 2006 and 2009 but currently has a good ratio at 1.66 indicating that for every ?1.66 of Current Assets the firm owns, it owes ?1.00 of Current Liabilities. Looking at this ratio we can see that if all the creditors of the business demanded their money, the business would have enough resources in the form of Current Assets to meet these demands. We can say then that as indicated by the Current Ratio the liquidity of the firm is good, it is managing its working capital effectively. I hence would recommend investors to buy shares. The Acid Test tells us how Hargreaves Services Plc can meet its short term demand for cash. Hargreaves Services Plc currently has a reasonable acid test at 0.82 and I would recommend its shares to investors, however the acid test was poor in 2009 and 2008, reasonable in 2007 and was good in 2006. Hargreaves Services Plc total asset turnover ratio compares its sales with the assets that the business has used to generate its sales. In 2010 Hargreaves Services Plc had sales of ? 459,779,000 generating a ratio of 1.63 the sales in 2010 were lower than the previous year. Hargreaves Services Plc has made major investments in its assets and is yet to generate their previous level of total turn over. The fixed asset turnover ratio of Hargreaves Services Plc measures Hargreaves effectiveness in generating sales from its investments in property, plant and equipment. The firm has gradually increased its property, plant and equipment from ? 21,146.000 in 2006 to ? 85,605,000 in 2010. Recommendation I recommend Hargreaves Services Plc to investors because it has invested in property, plant and equipment, even if it sales slightly fell this year .I strongly believe it has the potential to achieve positive returns in the years to come. How to cite Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios, Essay examples

Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios Free Essays

Introduction Liquidity ratios are used to determine a company’s ability to pay off its short-terms debts obligations. Using Hargreaves Services Plc financial data from 2006 to 2010.I have the analysis for the companies’ current ratio, acid test, total asset turnover and fixed asset turn over below. We will write a custom essay sample on Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios or any similar topic only for you Order Now The Current ratio tells us about the relationship between current assets and current Liabilities and how quickly an asset can be turned into cash. Hargreaves Services Plc had a current ratio of 1.09 in 2006 which was poor but significantly increased in 2007 to 1.31, it then fell in 2008 to 1.15, a further decrease in 2009 to 1.06 and has had a significant increase to 1.66 in 2010. I would say Hargreaves had a poor current ratio in 2006 and 2009 but currently has a good ratio at 1.66 indicating that for every ?1.66 of Current Assets the firm owns, it owes ?1.00 of Current Liabilities. Looking at this ratio we can see that if all the creditors of the business demanded their money, the business would have enough resources in the form of Current Assets to meet these demands. We can say then that as indicated by the Current Ratio the liquidity of the firm is good, it is managing its working capital effectively. I hence would recommend investors to buy shares. The Acid Test tells us how Hargreaves Services Plc can meet its short term demand for cash. Hargreaves Services Plc currently has a reasonable acid test at 0.82 and I would recommend its shares to investors, however the acid test was poor in 2009 and 2008, reasonable in 2007 and was good in 2006. Hargreaves Services Plc total asset turnover ratio compares its sales with the assets that the business has used to generate its sales. In 2010 Hargreaves Services Plc had sales of ? 459,779,000 generating a ratio of 1.63 the sales in 2010 were lower than the previous year. Hargreaves Services Plc has made major investments in its assets and is yet to generate their previous level of total turn over. The fixed asset turnover ratio of Hargreaves Services Plc measures Hargreaves effectiveness in generating sales from its investments in property, plant and equipment. The firm has gradually increased its property, plant and equipment from ? 21,146.000 in 2006 to ? 85,605,000 in 2010. Recommendation I recommend Hargreaves Services Plc to investors because it has invested in property, plant and equipment, even if it sales slightly fell this year .I strongly believe it has the potential to achieve positive returns in the years to come. How to cite Analysis of Hargreaves Services Plc Short Term Liquidity Efficiency Ratios, Essay examples

Exploring the Functions of Business for Research- myassignmenthelp

Question: Discuss about theExploring the Functions of Business for Research. Answer: According to Milton Friedman, the sole social responsibility of a business is to efficiently use its resources and engage in all the activities that are meant to increase its profits. He continues to explain that as long as an organization plays fair and open events like free competition and following of regularities, then making profits is the only social aim(Friedman, 2007). However, a different message is seen in the module videos whereby a business is given more social responsibilities than just making profits but taking care of the environment around it. Industries have facilitated the increased rates of global warming and climate change due to the disposal of dangerous chemicals and gases(Carroll, 2010). The negative impacts that come with climate change have risen the awareness of proper business practices to ensure that the environment gets a positive impact. Therefore the primary social responsibility enforced on any business operation is to direct their activities towards the betterment of the physical environment and the society at large(Carroll, 2010). I find these two arguments related in a way because Milton Friedman includes the factors of a business obeying the laws of the game in the attempts to make profits. In my understanding, is a business engages in active and fair activities like Friedman suggests, then there is no doubt that they will have an impact on the environment(Friedman, 2007). The issues of pollution and climate change are caused by a business which carelessly releases their wastes, not what Friedman is suggesting. The truth is a business should focus on social activities which build the brand image of their organization and therefore increase their profits in the long run. References Carroll, A. B. (2010). The business case for corporate social responsibility: A review of concepts, research and practice. . International journal of management reviews, , 12(1), 85-105. Friedman, M. (2007). The social responsibility of business is to increase its profits. . Corporate ethics and corporate governance, , 173-178.

Positive Introduction free essay sample

My name is Isaac kofi kwakye I was born in Accra the capital city of Ghana about twenty seven years ago. I have spent a large part of my age in the capital city although I have travelled around the country while I was still growing up. The desire for my parents to see me achieve a higher height in life led to my early enrollment in pre-school . This marked the beginning of my academic life. My academic life started slowly during high school but gained momentum in my studies which saw me receive some awards in mathematics and geography. A good performance in the final exams in high school translated in me gaining admissions into the premier university of Ghana. That is university of Ghana. I pursued an undergraduate degree in Geography and archaeology which led to the award of a Bachelors of Arts degree with a very good class. We will write a custom essay sample on Positive Introduction or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This led to the start of my career and experiences. To start with, during my final year in my undergraduate studies my class undertook a research work on the past and current life ways of a particular ethnic group in Ghana . The idea to conduct this research came with much excitement and enthusiasm since we were going to spend almost three weeks executing this . I worked in a group made of six members. We were tasked to research into the architecture of the area. We had a discussion on the strategy we were to apply, inorder to get sufficient information to enable us solve a research problem. I saw myself Introducing myself to the locals and getting them involved in an interesting discussion. By so doing I was able to gather sufficient information which was very salient for our course. Although, I had not worked much in a team, my ideas and contributions were seen by my team members to be excellent. The final day of the research was marked by a durbar in the community’s assembly hall with a sitting capacity of five hundred people. The assembly hall was almost filled to capacity. This was the intriguing and pressing moment of our research since we had to present our findings to the public . I was appointed to make the presentation to the whole assembly. I saw myself not to be a good public speaker. I was a little nervous when I started but gained enough confidence and made an excellent presentation for which I received a round of applause from all people in the assembly. I received feedback from some of the audience informing me of my performance. This feedback I called criticism. My presentation at the assembly hall increased my confidence with regards to public speaking. The criticism I received from my team members and fellow students was taken in good faith and I worked on some of my flaws such as my posture while speaking. My ability to take criticism both constructive and destructive marked the beginning of my public speaking journey. I am now able to speak confidently anywhere without any sense of nervousness. The message I carry to my audience is well executed as I receive positive feedback. My strength was the ability to take criticisms either constructive or destructive. In conclusion, my ability to learn from my criticisms while doing public speaking has improved tremendously . The trickledown effect being my ability to relate and communicate effectively with people.

Institute of Leadership and Management Level 5 Diploma in Management The WritePass Journal

Institute of Leadership and Management Level 5 Diploma in Management Introduction Institute of Leadership and Management Level 5 Diploma in Management ).   Performance Gap Analysis can take various forms. Typically they identify the different components which an employee needs to possess in order to do his or her job well.   Then, for each component, there is an assessment whether that skill or ability is critical or non-critical (non-critical components are useful, but not essential to possess), whether the employee currently possesses that skill (and to what level), and therefore where there exists a gap which needs to be filled by training and/or education (Q Finance 2013 [online]).   I am using a model which combines categories from CPS (2007) with the suggestions made by Q Finance (2013, online).   There are many versions of PGA tools, but I chose this one as I felt the competencies discussed match the requirements of the job in question very well. The member of my team is Amanda M (please note, a pseudonym has been used)]. A Junior Finance Assistant, she is one of the most junior in the department, and has been with us only 4 months.   She joined the department directly from education, so has not had any relevant work experience before. I met with her for 40 minutes to discuss the different aspects of her job, and identify her competency in each. I explained the purpose of the analysis, and she was very enthusiastic about the technique. As she had been with us for a relatively short period of time, she has not had another formal review of her job, and has expressed to me on several occasions that she would be interested in finding out how she is getting on.   Both Amanda M and I particularly valued the way that the tool offers a physical record of the meeting, which both allows credit to be given for areas in which the employee is performing well, and also helps identify areas in which the employee is underperforming, whil e allowing improvements to be tracked over time. This led to the following gap analysis (presented below): Skill/ Competency Critical or non-critical (desirable) Degree to which skill/competency possessed (out of 5) Skill gap / Action Technical ability (financial expertise required for job) C 3 Will take some time to fully understand technical aspects of job. Reassess in 6 months Teamwork C 4 Works well in team Initiative NC 2 As expertise builds, offer experiences which build confidence in using initiative Work standards C 4 Conscientious. Could check more. Recommend daily checking of work at end of day Customer / client focus (ability to liaise with clients) NC 3 Lacks confidence with service users. Recommend confidence-building course in next 6 months Understanding of organisational ‘vision’ C 5 Committed, understands aims of organisation. Communication C 3 Written communications good, verbal communication needs work. We identified need for confidence building on speaking to groups. Training to take place in next 2 months. Decision-making NC 3 Reassess in 6 months, still building expertise in role. Adaptability C 4 Flexible. No further action at moment. Planning Organising C 4 Well-organised. No further action at moment. Conflict management NC 3 Finds conflict difficult. Reassess need for extra training in 6 months. Table 1: Performance Gap Analysis with Amanda M In summary, both Amanda M and I found the gap analysis a useful tool for assessing strengths and weaknesses and planning SMART (specific, measurable, attainable, realistic and timely) objectives (Williams 2011). Implementing a Personal Development Plan for an Individual in the Organisation The Personal Development Plan As well as conducting a gap analysis with Amanda M as described above, I also (with her input) devised a personal development plan (PDP). The detailed discussions which were involved in developing the PGA raised a number of key objectives which fed into the PDP. The plan is presented in table 2 (note, this is written from the viewpoint of Amanda M: Objectives (What do I want to be able to do, or do better?) Success criteria (How will I recognise success? How will I review and measure my improvement?) Actions (What methods will I use to achieve my learning objectives?) Implementation (How will I practise and apply what I learn?) Full understanding of the accounting procedures within the Department By being able to take on more responsibility outside my current job description This will be reviewed during supervision and measure against my performance By shadowing those already currently doing the job. Also by reviewing completed tasks and comparing them with mine. By reading relevant literature. By undertaking more work within the department. Time planning and workload – getting things done on time and on schedule By meeting my targets within the specified time line of the finance timetable. By measuring current time taken to carry out tasks, and comparing with future timescales. Review current work process and look for ways to improve them To practise reflective learning (review tasks after completion) Break current tasks into constituent parts, assess (alone, and with peers / manager) whether any can be done more efficiently. Think about daily tasks and assess whether I am doing them in the best way. Compare how I work with others, both within firm and beyond. To be able to do budgeting and forecasting When am actually able to produce a budget for a new service and also when senior managers are confident enough to come and ask me questions about existing contracts I will have my budgets reviewed initially by line manager. Looking up old budgets done and trying to understand the basis on which they were set up Going on courses for budgeting Working on hypothetical ones so as to have an understanding of what is involved Manager will set me task of doing budget, and will closely supervise and talk through my process. Improve communication skills Improve the quality of my communication skills i.e. written and verbal skills Practical training, courses in written communication, verbal communication. Identifying weak areas with manager and ‘role play’ new approaches Roleplay with colleagues. Use checking techniques to make sure I am understood. Will assess my confidence re: communication at 6 month review. Take lead and use own initiative By implementing new ways to work better within the department Reducing my need to ask for assistance before acting Conduct analysis of current situation, i.e. number of times (per week) I ask for help making decisions currently, number of times (per week) I initiate new ideas or act independently. Compare this with situation in 1 month, 3 months etc. Short course in confidence building Seek detailed feedback from peers and manager about instances in which I take the lead and use initiative Use analysis of current situation to see where I could act more independently. By identifying these situations, responding more proactively to them in the future. Peer to peer mentoring – work alongside confident colleague who will support me in taking lead Use identification of possible situations for using initiative to act when I recognise these situations in future. Table 2: Personal Development Plan Delivery of the Personal Development Plan The employee identified a number of objectives she would like to achieve. Each of these objectives involved a slightly different means of delivery.   Please see table 2 for details of delivery methods.   One area which it was important to take into account was learning preferences. I found the ideas that there are different ways of learning and that different individuals are happiest learning in different ways very useful in this situation.   The idea of learning styles was developed by Kolb (1984), who suggested that people prefer to learn in different ways, with four main styles: The accommodator: learns from experience and trying things out for themselves, as well as from other people. Intuitive rather than intellectual. Prefers teamwork. The diverger: prefers thinking and analysis to practical tasks. Good at things involving ideas, and may be sensitive and like the arts. They like people, are emotional. Good at team work. The assimilator: uses reflective observation and is abstract and conceptual, not as keen on working with people or experiencing things directly. Logical, rational. The converger: combines an abstract, conceptual approach with experimentation. Solves practical problems through thinking or learning. Good at putting abstract ideas into practice. (Evans 2006). This model helped me understand the best methods for Amanda M to achieve her objectives. I felt that she was closest to the assimilator model of learning as she takes an abstract and conceptual approach, and enjoys learning from textbooks. This not only explained the areas in which she most needed development (fitting in with the time constraints imposed by others, communication, taking the lead and practical action) but helped me plan ways to help her address these objectives. I felt that taking courses would help Amanda M understand the concepts behind the objectives, and would feed her desire for learning. I also felt that working with colleagues to address issues would help her overcome her slight resistance to working with people and direct experience. Another area which needed to be taken into consideration in devising the PDP was the organisational culture. Organisational culture has been defined in many different ways. A common notion is that an organisational culture reflects the ideologies, shared philosophies, values, beliefs, assumptions, attitudes and norms of an organization (Martin 2005, p. 490). It can also cover the usual ways of doing things which new employees have to familiarise themselves with. Organisational culture is transmitted through a range of methods including direct verbalisation, symbolism   and unspoken ways of doing things.   I feel that the organisational culture at WDP is relatively forward thinking and socialistic rather than influenced by capitalist values. Collaborative working and openness is prized, and values are collective rather than individualistic. There is a large emphasis upon the organisations commitment to social equality, and to employees understanding the vision of the organisation.   Ã‚   For this reason, when devising the PDP I felt it was appropriate to emphasise shared activity and working with other people, and downplay individualistic material rewards as a learning tool. From a slightly different perspective, one aspect of the organisational culture that I feel is counter-productive to personal development is the current situation with regards to reviews. New employees currently have to take part in three probationary reviews, one after 5 days, one after 8 weeks and one after 20 weeks, with the last review being key in determining whether the individual passes probation or not. However, I feel that the current final review relies upon outdated tools, and that it fails to assess the correct aspects of an employee’s ability. For example, currently a large part of the probationary review consists of a formal test of accountancy skills. While this is relevant to some extent, I feel a review which looked at whether the employee had developed the skills required in the job, not simply accountancy ability but wider ranging skills like teamwork, as well as the ability to apply formal knowledge to our particular work situation. Currently, the review al so fails to look at the extent to which the probationer has understood, and is in agreement with, the wider aims of the organisation. Given the nature of our work, I feel that this is a key area, and that it is extremely important for employees to be ‘on board’ with our mission.  Ã‚   I would like to see changes here. Learning environment was also relevant. I feel that WDP promote learning as part of the environment. They are proactive in assessing training needs, and take training and development of employees seriously. They promote in-house, on-the-job and off-site training where possible. Weiss identifies several principles which can mean an organisation promotes the best possible learning environment, and I feel these describe the culture at WDP fairly well. They include (Weiss, 2012): the promotion of self-learning (helping people be open to learning and giving them the tools to learn in different ways). WDP are generally positive about learning, and promote learning opportunities. giving responsibility to both leaders and employees for learning WDP train managers to think about the learning needs of their employees, but also offer ways for individuals to identify and address their own learning needs. just-in-time learning making it possible for learning to take place whenever it is needed and wherever it is needed. WDP recognise the need to be adaptable and flexible regarding learning. For example, as a manger I am encouraged to think of innovative, quick ways to address employees’ learning needs once identified. Monitoring Progress Towards the Personal Development Plan Part of the personal development plan (see table 2) is the need to identify ways to find out if the objective has been achieved, and ways to review and measure improvements. These are summarised in the table. However, I feel objectives in general, and the objectives set for Amanda M in particular can be better achieved if detailed outputs and outcomes are set, and these should be given a specific time-frame for achievement.  Ã‚   Shapiro (2012) identifies different types of monitoring of a project or individual’s progress: goal based, in which progress towards a target is assessed, decision-making, where the aim is to gather information to support a decision, goal-free, where there is no good or bad outcome, and expert judgement. The closest to the type of monitoring necessary here is goal-based. The aim is to identify whether the employee has achieved certain objectives, and it can also be asked if the goals were achieved in the most effective way and whether they were the most appropirate goals. A suitable methodology for this type of monitoring is to compare a baseline with progress over a period of time, and indentifying key indicators (Shapiro 2012).   To this end I created an excel spreadsheet which has a worksheet for each set of actions associated with a desired objective that breaks down the actions into smaller sections to be achieved, and associates each with a likely timeline. This not only identifies which actions need to be completed for the achievement of each objective, but helps Amanda M see how perhaps daunting larger scale actions can be broken down into small, very achievable pieces. One issue with monitoring progress concerns institutional matters.   That is, an individual’s progress can be hampered by organisational failings. I feel that although WDP support learning in general, and promote it in an abstract way, they could be better at providing the detailed support that individuals need to learn. For example, while the directors agree in principle that employees should be given time off for training, in practice I have been asked to justify letting staff leave the office to do library research for example, and have had the sense that it is sometimes seen as a waste of time. Summary In the above I have looked at the processes through which employees’ development needs can be assessed. I have touched upon relevant theory in the discussion, but it has been shaped through devising a gap analysis and a personal development plan for one employee working in my department. While the case of one particular employee has been used to illustrate how development needs can be addressed, it should also be kept in mind that other members of the financial team are involved in these development needs. It is important to involve more experienced staff in expanding the experience and addressing knowledge gaps of Amanda M. For example, other staff members can offer support through allowing Amanda to shadow them for a day, or by acting as mentors over a longer period of time. Previously, in group meetings, we have addressed issues raised by training new members of staff, and it has been agreed that there is a need for an approach with a broad, team-wide sweep which involves everyone in training the new staff member. However, I also recognise that some individuals may find this easier than others. In my opinion, there is a need for further team-wide training to help less confident members of the organisation develop best practice for supporting new staff. References CPS Human Resource Services (2007) ‘Workforce Planning Tool Kit: Supply/Demand Analysis and Gap Analysis’, CPS, Washington, DC Evans, C (2006 Learning styles in education and training, Emerald Group Publishing, UK Kolb, D A (1984) Experiential Learning: Experience as a Source of Learning and Development, Prentice-Hall, Englewood Cliffs, NJ Martin, J (2005) Organizational Behaviour And Management (3rd edn.), Cengage Learning EMEA, USA QFinance (2013) ‘Performing a Skills Gap Analysis’, [online] (cited 16th January 2013) available from qfinance.com/performance-management-checklists/performing-a-skills-gap-analysis Qfinance ‘Performaing a Skills Gap Analysis’ (2013) Self Care Connect (2013) ‘Tool 5 – the Gap Model’, [online] (sited 15th January 2013) available from selfcareconnect.co.uk/tools_sc4pc/tool5.php Self Care Connect ‘Tool 5 – the Gap Model’. 2013 Shapiro, J (2002) ‘Monitoring and Evaluation’, Civicus, South Africa. Van Tiem, D, Moseley, J L and Dessinger, J C (2012) Fundamentals of Performance Improvement: A Guide to Improving People, Process, and Performance (3rd edn.), John Wiley Sons, USA Weiss, D S (2012) Leadership-Driven HR: Transforming HR to Deliver Value for the Business (2nd edn),   John Wiley Sons. Williams, C   (2011) Effective Management: A Multimedia Approach (5th edn.), Cengage Learning, Mason, CA Institute of Leadership and Management Level 5 Diploma in Management Introduction Institute of Leadership and Management Level 5 Diploma in Management Introduction2 Assessment of the Effectiveness of Organisation in Measuring Team Performance against Organisational Goals and Objectives2.1. Measurement Methods Used2.2 Team Objectives and Measurement Against Organisational Targets2.2.1 Organisational Objectives2.2.2 Developing our Reputation2.2.3 Understanding what we Have to Do2.2.4 Developing the Potential of our People2.2.5 Developing Financial Resources2.2.6 Sharing what we learn with others2.3. Evaluation of Effectiveness of Organisational Leadership in Helping Teams to Achieve the Set Goals2.4. Being Able to Develop and Lead Teams ConclusionReferencesRelated Introduction The following report evaluates the role played by leadership in successful teams, and the effectiveness of measuring team performance. Based upon this evaluation, I will critically examine my own leadership style, and highlight changes which could be implemented.   I work for Westminster Drug Project, a charity which helps people with drug and alcohol dependency. We are based in London but work across several London boroughs. I am the financial accountant for the organisation. For a fuller description of the organisation and my role, see appendix 2 Assessment of the Effectiveness of Organisation in Measuring Team Performance against Organisational Goals and Objectives 2.1. Measurement Methods Used Our organisation uses two main methods of assessing team performance against organisational goals and objectives. These are ‘Key Performance Indicators’ (KPIs) and the ‘Balanced Scorecard’ approach. KPIs are also sometimes known as ‘Key Success Indicators’. For a fuller description of KPIs and the Balanced Scorecard approach, see appendix 2. We adapt the balanced scorecard framework by specifying individual objectives within each perspective (see appendix 3 for full details). 2.2 Team Objectives and Measurement Against Organisational Targets My company uses both KPI and balanced scorecards to identify a number of team objectives, and to allow progress towards these to be measured.   For all objectives, the process is similar: objectives are agreed overall at board level, then these are filtered down to individual managers and their teams. Managers discuss team targets (what they are, how to progress towards them, and how they will be measured) in meetings with staff.   Discussions are mainly amongst the whole team, but sub-teams and individuals can also be the focus.  Ã‚   This section looks at our different objectives and the measurements for these, and identifies task and behaviour elements of them, looks at how these targets contribute to the organisation as a whole, examines the line of sight to strategic objectives, and critically assesses the efficacy of the measurements. 2.2.1 Organisational Objectives Our organisational objectives are primarily maintaining accurate budgets and cost control.   These ensure that our services are financially strong with an aim of facilitating growth (particularly diversifying into other areas in the drug / alcohol field, for example last year we took over an organisation offering residential rehabilitation services). Team objectives fit into organisational budgets in this respect, as company-wide standards for budgeting and cost-control are implemented. Team behaviour is designed to ensure that standards within the department are those used within the organisation as a whole.   For example, my budgeting activities are spot-checked by my line manager, against methods used organisation-wide. In this sense there is a good ‘fit’ between team objectives and organisational ones.   I feel also that the line of sight to the strategic objectives is well-managed. That is, we are trained not only in the methodology of budgets and cost control but also in the reasons why we use the particular methods we do, with the reasons always tying back to the organisation as a whole.  Ã‚   Measurements are varied and include monitoring of behaviour (periodic watching of staff carrying out budgeting tasks etc.), spot-checks of records and other administration. Measurements are carried out by in-team m anagement but also by auditors from outside the team.  Ã‚   Cost control in particular is monitored regularly as there are so many outside and internal factors which can affect costs.  Ã‚   I feel that overall the correct aspects of organisational objectives are measured, and that the ‘fit’ between team and organisation are well managed and that the balanced scorecard method and use of KPIs is well-integrated.   This area corresponds to 1.a in the appendix below. 2.2.2 Developing our Reputation In this area I feel there is a poorer fit between team performance and organisational objectives. The latter include full transparency in financial procedures and excellent customer relations.   Most of our income is from grants and contracts, which means that some funds are restricted (that is, must be spent on what the money was donated for).   We have to provide very detailed accounts to funders of our spending, with complete transparency.  Ã‚   There is clearly a strong need to adhere to these constraints, with the rationale for doing so a part of the overall vision for the organisation.   In practice, however, I feel that customer relations are often side-lined in terms of team management and goals. The emphasis within the team seems to be primarily upon meeting goals in this area and this is managed with something of a feel of reluctance and antagonism. I feel more could be done to disseminate a positive approach here.   This area corresponds to 1.b in the appendix be low. 2.2.3 Understanding what we Have to Do In this case, the requirement translates into financial analysis and also understanding how projects work overall. The problem here is that working in the financial department can be isolating, and team members can become separate from the overall purpose of the organisation. There is less client-facing contact. For this reason, site visits and other ways of helping us understand the vision behind projects have been introduced.  Ã‚   In this case I feel a poor fit between overall objectives and team ones has been overcome through thoughtful planning.  Ã‚   Historically workers in finance had a poor line of sight between team objectives (quantitative and financially based) and the overall purpose of the organisation. However, this has been overcome. However, I feel more could be done to measure the impact of these new initiatives. For example, although I feel, through talking to colleagues, that site visits have improved the team sense of what the organisation is about, there need s to be formal measurement of this, perhaps through employee questionnaires. This area corresponds to 1.c in the appendix below. 2.2.4 Developing the Potential of our People Developing the potential of employees is something that the organisation as a whole are very committed to. However, I feel there is something of a mismatch here between the holistic vision and the department interpretation of this. In finance we do provide training to everyone, and additionally provide training on financial matters to people from other departments, however the training tends to be predominantly focussed upon technical aspects of our job. I understand that this reflects our role, but I feel that more could be done to integrate the overall vision which seems to be holistic in approach and focused upon developing people to their full potential, which integrates areas outside the narrow focus of the job.   For example, I would like to see more access to education of all sorts, for example learning new languages or arts related, as I believe this would both produce more rounded employees and fit better with organisational goals. This area corresponds to the KPI 1.d in t he appendix below. 2.2.5 Developing Financial Resources I feel that the ‘fit’ here is fairly good. This objective means, in practice, managing financial resources prudently. This is a clear objective which has been tackled well through straightforward departmental systems. We work closely with senior management to provide information, for example monthly management accounts. Measurement of success here is straightforward: we are asked for figures and provide them.   I feel team objectives contribute greatly to organisational success, as without the information we provide we would be unable to provide information to funders, and hence our income would be withdrawn. This area corresponds to KPI 1.a in the appendix below. 2.2.6 Sharing what we learn with others In practice this objective translates into clinical governance, team meetings and making sure all skills are utilised.   We do address both these elements within the finance department, however I think there is a slight mismatch here between team and organisational objectives. Governance and meetings in our department tend to be very focused upon detail, and the wider, more visionary objectives are not really translated into the team context.  Ã‚   Occasionally we will discuss what the organisation is really ‘about’, but I feel this gets forgotten as there is simply so much detail to get through. However, at the same time, I do feel that by sharing knowledge regularly, we fulfil an important organisational function.  Ã‚  Ã‚  Ã‚   Also, I think we, as a department, fully utilise and share skills at team meetings. By open communication I believe we learn from past mistakes and tell others how to avoid making the same mistakes. This is facilitated by an atmosphere of seeing ‘mistakes’ as opportunities to learn, not blame. 2.3. Evaluation of Effectiveness of Organisational Leadership in Helping Teams to Achieve the Set Goals Overall, I feel that there is a mis-match between organisational leadership and the desire of individual team management to achieve goals. The overall culture at the organisation is somewhat lassie faire (Tannebaum and Schmidt 1973), that is, individuals are given a high degree of autonomy to achieve goals in their own way.   This has been called a type of non-management (Bilton 2007) and, I believe, in my organisation is not effective.  Ã‚   Aside from cost-control and budgeting, there is a mis-match between what the organisation as a whole seems to champion and both what individual managers consider desirable and the means they employ to achieve the desirable. Individual staff are also left to their own devices to pursue team goals, and organisation wide there is little cohesion or sense that individuals are part of a large, organic whole.  Ã‚   There is little intervention from higher levels in terms of achieving goals, rather an assumption that if targets are met the method must be correct. Additionally, targets tend towards the quantitative, and primarily the cost related.   While individuals display high degrees of creativity in achieving goals, there is little sense that achieving those goals will fit into a corporate vision. I also find that this high degree of individualism works against effective teamwork. Where individuals do work together as a team, this is frequently motivated (with the support of team managers) by short-term goals (such as winning a evening out for the team) rather than a larger sense of organisational purpose.  Ã‚   In my experience this leads, long-term, to individual ‘burnout’, high turnover and a lack of longer term motivation.   I have also had experience of lack of communication and understand across organisational teams, for example recently I did a financial report for a manager, to find that not only had he not seen such a report before but worse that he had no clear understanding of what it meant . There needs to be better training of managers regarding how to motivate teams in a way which fits organisational objectives, but perhaps more importantly better promotion within our organisation of what these objectives actually are.   Managers need to go on more training courses. There also needs to be more open communication between managers in the organisation so they can share knowledge and learn from each other.  Ã‚   Career structure within the organisation needs to be addressed. Currently there are very few opportunities to progress within the organisation, as most vacancies seem to be filled by people new to the organisation. This is not good for staff morale, and it creates a situation in which there is no sense of possibility within the organisation.   Finally, there is a lack of communication of the deepest values held by the organisation across all employees. It seems to me that many managers are unaware of the corporate vision. However, there is also a problem beca use not all agree with some parts of the vision, for example some believe we should not hold reserves, although by doing so we are able to invest in new directions and ultimately help more people. Tannebaum and Schmidt (1973) discuss other types of leadership in addition to the laissez faire,  Ã‚   They suggest a continuum of styles from the extreme of laissez faire leadership to a situation where the manager controls all activity.   I believe that an intermediary position between the two extremes, for example the position where the manager engages with a team to discover different viewpoints before assimilating this knowledge into decisions is more appropriate. 2.4. Being Able to Develop and Lead Teams There are some areas in which I would welcome training to better manage teams. I am fairly new to the experience, and have been learning as I progress. I have been helped along the way by other managers in the organisation who have given useful feedback. As I wasn’t expecting to be promoted to a managerial position, I feel I was particularly unprepared. I have been daunted by the challenge, but also have become aware of the difference a good manager can make.   Initially I have made many mistakes, but I now feel I am learning from them. I feel this is helped because the department has quite an open culture and learning from others is highly valued. One particular challenge so far has been to communicate with others in my team, particularly as I was unclear myself about what my role precisely involves, and what my objectives are.   However, through learning to use tools such as delegation, empowerment and motivating others I’m now much more confident in communicating with others.   I have had success by developing action plans in past unit reviews, for example I set the goal of clarifying my job role and what it entails, breaking this down into a series of achievable steps and setting a time-scale to complete each step by. Having done this I have a full understanding of my objectives and am working towards achieving them, but I am also convinced of the effectiveness of practical action plans. Although I have made many improvements in managing teams, there remain changes which I need to make to more effectively lead teams in the future, which I will address through action planning.  Ã‚   The main change is to do with my line-management skills. I believe that by setting achievable goals for the people who report directly to me, clarifying the objectives expected of them, and being better trained in motivating and empowering people I can make my department more productive and a happier place to work.  Ã‚   Please see the appendix for the action plan Conclusion This report has critically assessed the situation in my organisation in regards to leadership and team performance. I have looked at the ways in which team goals are matched to organisational goals across a range of relevant areas. I have also evaluated the extent to which leaders are effective in helping teams achieve goals, and looked at my own successes and shortfalls in this area. References Barrow, C and Molian, D (2005) Enterprise Development: The Challenges of Starting, Growing and Selling Businesses, Cengage Learning, UK Bilton, C (2006) Management and Creativity: From Creative Industries to Creative Management,   John Wiley Sons, USA Cornelius, N (2001) Human Resource Management: A Managerial Perspective, Cengage Learning, UK Havenga, J and Hobbs, I (2004) A Practical Guide to Strategy: Making Strategic Thinking, Development and Implementation Accessible’, Sun Media, South Africa. Kaplan, R S and Norton, D P (1992) ‘The balanced scorecard: measures that drive performance’, Harvard Business Review, 70:1, 71-79 Schmeisser, W, Clausen, L, Popp, R, Ennemann, C and Drewicke, O (2011) Controlling and Berlin Balanced Scorecard Approach, Oldenbourg Verlag, Germany Tannebaum, R and Schmidt, W   (1973) How to Choose a Leadership Pattern, Harvard Business Review, May/June 1973

#5 Research Paper Example | Topics and Well Written Essays - 500 words

#5 - Research Paper Example In the generic business level strategies, New York Times Company can be positioned as a leader in cost efficiency. The organization has a good and wide reputation in the industry. Therefore, it enjoys some internal efficiency that would see it have a margin that would maintain above average profits. Moreover, the internal efficiency would be instrumental in sustaining the cost to the clients since it would attract customers to purchase the product. The organization engages in standardizing the product in order to have generic goods that are satisfactory to a considerable number of clients and offer it at the lowest price. This generic strategy has been an essential tool for the company in the industry considering it is quality level. The New York Times Company offers its products at the industry’s average prices, and this has enabled it gain the share of the market. The New York Times company business problem originated from its failure to use online services earlier enough than its competitors. It is, consequently, sensible for the company to implement integrated cost leadership and differentiation strategy. This strategy is new and hybrid and had gained more weight and popularity especially in today’s increased global competition (Janice, n.d). In essence, the organization can utilize this strategy to position itself and enhance its ability to adapt faster to the technological changes. In addition, this strategy would be a more efficient core competency in the product line. It would also be useful in producing products with differentiated characteristics that are treasured by the customers and providing the product at a lower cost in comparison to those of its rivals. The airline industry is one industry in which companies have to adapt in order to earn profits continually. In this industry, it is inevitable to charge high ticket prices so as to make profits. The Southwest Airlines confronted this challenge by marketing itself as a cost leader. The

Nursing Essay Example | Topics and Well Written Essays - 1000 words - 4

Nursing - Essay Example This will ensure that that person understands what the institution like and hospital believes in and stand for. If everyone understand what is expected of him or her, it is very easy while in the course of business because it will just be about reminding them. Health institutions offering nursing services must give priority to its own staff by letting them understand where the institution is leading. A people without direction have no motivation at all. The vision gives a direction and objective as well as clearly outlined plans of how to achieve the set goals. Engaging staff while formulating these goals is very important for it encourages them to have a sense of ownership of the institution. This makes them see that they also have the power to make a contribution in making contribution towards success of their own institution. Workers may be having great ideas that can turn around the state of health. Nurses always have better solutions to solve their own problems but the management teams always think that it can solve all the problems of the people. Another wonderful strategy is allowing workers to form their own unions, which can help them air their views. When one is employed, the needs increases with time with the focus shifting from only salary to other needs in an order called hierarchy of needs. Every institution should ensure that nurses are given the freedom to form their own associations so that their opinions may be heard equally as for the executive team. While making critical decisions that affects the lives of all the staff, it is crucial to consult the staff through their unions and

Societal Determinants of Health

Societal Determinants of Health Louise Matthews Determinants of Health Tutor: Liz Footsoy Introduction This essay will be looking at how an individual’s health is determined within society. Epidemiologists who study the pattern of disease, have found that not all groups have the same opportunities to achieve good health (Naidoo, 2009). There are many factors that effect a person’s health such as where a person lives, the state of the environment in which they live, employment, income, education levels and relationships that person has with their family and friends. Using employment as an example. If a person is in employment they will receive an income, which can be used to fund food, a home and bills. Therefore they have shelter, heating and a decent chance of a steady healthy life. In comparison if a person is unemployed they would not receive an income to fund food, a home and bills. This would have a detrimental effect on their health, not only physically but also mentally. Financial worries and stress could easily cause mental health problems such as depression and the person would have low levels of self-esteem. They are also at risk of having to live in damp housing which could cause long term respiratory disease (Deaton, 2003). This essay is going to have an in-depth look at how income and education effect the lifestyles of different levels of social class. It will then look how this determines the health of these groups in society. Statistical sources will be used as evidence to show how mortality rates are effected by high and low levels of income and education in England compared to America. The essay will finally be drawn to a conclusion, using all the information and statistical facts found throughout the writing of this piece of work. An excellent introduction – good use of sources. Main Body[i1] In the 1900’s the major causes of death were infectious diseases such as Tuberculosis and Influenza but with advances in science and improvements in medicine, deaths from these sort of diseases have been dramatically reduced. As infectious have been eliminated, other illnesses have replaced them as leading causes of early death in Western culture. In modern day the main causes of death are known as chronic lifestyle related conditions such as chronic heart disease, respiratory disease, obesity, diabetes and certain forms of cancer (Mc Graw Hill, 2014). These kinds of diseases are most common amongst lower socioeconomic groups. It is the lifestyle that this group of society lead that causes these kind of diseases. Things like excessive drinking, smoking; low levels of physical activity and high levels of stress, depression and poor diet are all factors that contribute towards ill health (Naidoo, 2009). Cardio vascular disease in England is amongst the highest in the world, being the cause of death in 40% of men and 38% of women (Mayes, 1991). For a person to have good health and well-being they need to have access to fresh fruit and veg[i2] daily in order to eat well. Regular physical activity is essential for disease prevention and health promotion. Good fitness reduces the risk of chronic diseases such as heart disease. Good fitness also contributes to the mental well-being of an individual, making them feel good about themselves and improving their self-esteem and increasing energy levels. Fewer than 40% of adults meet physical activity guidelines and this generally declines with age (Mc Graw Hill, 2014). People in higher social class groups live longer and enjoy better health than disadvantaged groups, for example a man in a professional job is likely to live seven years longer than a man in an unskilled or manual job. It would seem that if a man was unemployed the life expectancy would decline even further (Naidoo,2009). The major inequality in social class is wealth, income and education. Many economists argue that better educated people live longer than poorer, less educated people. This is because with good education, comes good knowledge and understanding and stands well educated people in better positions to get higher paid jobs, bringing them good income and wealth. Meaning they can afford better things in life, like good fresh food and housing which in turn should lengthen their life expectancy. A varied, healthy diet is essential in promoting good health. A person needs to eat to survive, food supplies energy for growth and movement, Protein for muscles and dietary fibre for roughage. A low intake of dietary fibre is suggested to be the cause of many diseases such as constipation, bowel cancer, coronary heart disease and varicose veins (Mayes, 1991).[LF3] The type of housing a person lives in also has a massive impact on that person’s health. If someone lives in a damp free house, situated in an area of low pollution levels, they should have lesser chance of suffering from respiratory problems than someone who does live in damp conditions. A person from a lower class group, that has no choice but to live in damp housing because of income is at risk of ill health. With damp housing comes all sorts of problems for an individual’s health. It can cause respiratory problems and infections, allergies and asthma, the environment can also affect the immune system (NHS, 2014). More than one million children in England live in bad housing. Poor housing conditions increase the risk of severe ill health or disability by up to 25% during childhood and early adulthood. Respiratory problems such as coughing and wheezing, means losing sleep, restricted physical activity and missing school. Therefore growing up in poor housing can have a long term impact on a child’s life chances because of the effect it has on their learning and education, lower educational attainment, greater likelihood of unemployment and poverty (Harker, 2006). It is thought that better educated people are more able to understand and use health information and are better placed to benefit from the healthcare system. The knowledge that the higher class people have learnt prevents them from partaking in risky behaviours like binge drinking and smoking, like the lower socioeconomic, less educated people do.[LF4] Both education and income promote health in different ways, like stated before good education makes it easier to use new health information and technologies and income makes life easier for the individuals, reducing stress and worry financially. Not having to worry about child care costs and being able to go on relaxing family holidays, giving them a better quality of life and better state of mental health. Reducing stress levels is just as important as a healthy diet and exercise regime in reducing the risk of chronic heart disease and certain forms of cancer. Cities with higher average education or higher average income have lower mortality rates (Deaton, 2003). Children born into well educated, high income households will also be given the best chance at a bright, healthy future. They will realise the importance of education and along with education comes power and the ability to earn a decent income. This is obviously not the case for children born into less educated poorer families. These children arrive at adulthood with poorer health and poorer educational attainment. This has a massive knock on effect to that individual’s ability to earn themselves a good income in adulthood. These individuals will also suffer high levels of stress and low levels of self-esteem which will have a negative effect on their mental health and well-being. An excellent discussion – well done! Conclusion It is obvious at the end of this report that not everyone is given an equal chance at a healthy life. People do not get chronic diseases because they are unlucky; they get these diseases because of the lifestyle in which they lead. These people may not choose to lead these lifestyles; it can be because of reasons out of their control why they are in these situations. Lack of education and income can all impact upon their health and lifestyle. A good education is the building block to a healthy life. Education increases a person’s chance of employability and ability to cope with many situations, allowing the person not to get overwhelmed with stress which could have a detrimental effect on their mental health. Employment provides income and thus access to health promoting resources such as a variety of fresh fruit and vegetables, good housing and heating. People need to take education more importantly from an early age to increase the whole of society’s life expectancies and to close the gap between different social classes. Very clear, decisive conclusion however it is important to consider factors such as a healthy balance between foods, drinks and exercise. Some people who exercise excessively when they are young will often suffer ill health later in life etc. Overall an excellent report – well done! Table of Reference Mayes, A. (1991) ‘The A-Z of Nutritional Health’. London: Harper Collins Publishers. Naidoo, J., Wills, J. (2009) ‘Foundations for Health Promotion’. (3rd edition) London: Bailliere Tindall ELSEVIER. Deaton, A. (2003) ‘Health, Income and Inequality’ [Online] Available at: http://www.TheNationalBureauofeconmicresearch.com [Accessed – 12th May 2014] GOV.UK. (no year) ‘Can damp and mould affect my health?’ [Online] Available at: http://www.nhs.co.uk [Accessed – 5th May 2014] Harker, L. (2006) ‘The impact of bad housing on children’s lives’ [Online] Available at: http://www.england.shelter.org.uk [Accessed – 12th May 2014] Mc Graw Hill. (no year) ‘Lifestyle for health, fitness and wellness’. [Online] [Accessed 5th May 2014] Very good range of sources! 1 [i1]Should be discussion of findings [i2]Always write in full i.e., vegetables [LF3]Very good points of discussion and very good use of sources. [LF4]I do agree however this could go the other way too – more money means you can afford to behave more riskily e.g., drug taking alchol.