Reviewer Prelims Essay

Limitations to Economic Models Models: > an abstract generalization of how relevant facts actually relate to one another. > simplified pictures of reality 1. Liberal Use of Assumptions 2. Ceteris Paribus – Everything else remains constant 3. Short Run – Long Run > Short Run is a time range within which output can be adjusted only by changing the amounts of variable inputs remain unchanged. > Long run is a time period that is long enough to permit changes in all inputs both fixed & variable. ** Fixed – constant/doesn’t change ** Variable – varies 4. The Use of Graph > Visual representations of the relationship between 2 variables. ** Cartesian Plane – Rene Descartes Y axis – Independent|Cause X axis – Dependent|Effect Approaches 1. Positive based on facts use to describe an occurrence of an event objective answ. the question, What is? Or What will be? 2. Normative based on opinion subjective / judgmental predictive answ. the question, What ought to be? Or What should be? Branches of Economics MACRO – broad – birds eye view – aggregate demand and supply – contributions made by different sectors in the economy MICRO small / individual – particular / specific – demand and supply – detailed – close-up view – Implications of Scarcity 1. The need to make choice a. Opportunity b. Benefit or Punishment c. Value Judgment Opinion 2. Rationing Device 3. Competition Four Economic Resources Capital – physical or human capital Land – natural resources (surface | beneath) Labor – blue collar or white collar – is an effort – human skills Entrepreneur – 4 functions: > Initiative > Business Policy > Innovator > Risk Taker 1. Availability of Resources Products > Goods – tangible > Services – intangible Two Parties – producer – demanders (customers) 2. Level of Production Two Approaches – Mkt. Aggregation (macro) – Mkt. Segmentation (micro) 3. Manner, Methods and Techniques Procedure of Productions 3 Methods a. Capital – Intensive (capital > labor) b. Labor – Intensive (labor > capital) c. Intermediate – Production (capital = labor) 4. Target Clients / Customer 2 Methods a. Direct (modern) Networking and Direct Selling b. Indirect (traditional) Manufacturer ïÆ'   Advertiser ïÆ'   Wholesaler ïÆ'   Retailers ïÆ'   Consumer 5. Price – reasonable Profitable ïÆ'   Producers ïÆ'   Profit ïÆ'   Cost Affordable ïÆ'   Consumers ïÆ'   Cost Basic Economic Activities 1. Production Inputs ïÆ'   Procedures ïÆ'   Outputs Classification of Products 1. Basic 2. Luxury 3. Public 4. Free 5. Economic Needs 2. Distribution – Reach Two Methods of Distribution a. Non-conventional – cheapest but slowest b. Conventional – expensive but fast 3. Exchange Barter Sytem Medium of Exhange Legal Tender – Philippine peso Non-legal tender – Foreign currency COMMUNICATIONS Communication > Commun (oe) > Communis – common > Communicare – to share Communication Effectiveness Words – 7% Non-Verbal – 93% : Vocal – 38% | Visual – 55% Vocal > rate: phasing of voice > voice quality > voice pitch Visual > oculesics (sight) > haptics (touch) > kinetics (body movement) > accecories > chronemics > olfactics (hearing) > proxemics (special) ** Public Domain ** General Knowledge **Jargons – the technical terminology or characteristics idiom of a special activity or group. Communication Barrier 1. Poor word choice 2. Differing connotations 3. Inappropriate inferences (conclusions) 4. Grammar, Spelling, Punctuation and sentence structure 5. Wrong type of message 6. Poor appearance of the sender of the oral message 7. Poor appearance of written message 8. Distracting environmental factors 9. Receiver incapable of receiving message 10. Poor listening 11. Lack of interest 12. Lack of knowledge needed to understand 13. Different cultural perceptions 14. Language difficulty 15. Emotional state 16. Bias SOCIOLOGY Capacity to shift from one perspective to another Self-experience ïÆ'   wider society Self-centric views ïÆ'   acceptance and understanding of others History of Sociology 19th century French revolution * democratic views starts to sprung Industrialization * capitalist vs. laborers * rise of machinery * social-problems – Scientific revolution Pioneers of Sociology 1. Auguste Comte Father of sociology Coined the term socio(companion) and logy(study) 2. Herbert Spencer â€Å"Society is a product of evolution† Social Darwinism influenced him Sociobiologist were not accepted in modern society 3. Karl Marx Employed sociological inquiry with himself Conflict perspective History of the have and have nots 4. Emile Durkheim Father of Modern Sociology Social facts The degree of social integration 5. Max Weber Contradicting the political and economic ideas of Karl Marx Social interaction concept â€Å"rise of Protestantism was a major contributor to the progress of capitalism and industrialization† Culture – way of life Material and Non-material culture Beliefs and traditions Modern/popular culture – personality Social Perspectives: 1. Social Funtionalist Theory – Functionalists believe that society is held together by social consensus, in which members of the society agree upon, and work together to achieve, what is best for society as a whole. 2. Social Interaction Theory (symbolic interactionalism – which focuses on how people act according to their interpretations of the meaning of their world. 3. Social Conflict theory – which focuses on the negative, conflicted, ever-changing nature of society. THEOLOGY Living Like Jesus The Jesus of history and of being human Living like Jesus is COMPLICATED and PROBLEMATIC because of his supernatural state It is a HUGE responsibility to live like him FOUR R’s 1. Rebel A non-conformist; who do not abide He was defiant He was extraordinary because of his differing beliefs 2. Reformist A person who goes for something better 3. Revolutionary A dreamer and an active worker Doesn’t leave anything to chance Never works alone 4. Radical Who do not think and act like the rest Someone who challenges a particular order Jesus was RADICAL-MINDED, LIBERAL-MINDED and PRACTICAL-MINDED Liberating A HERO who is DARING A carpenter Analytical Pragmatic Innovator Jesus’s time Gross injustice that was fed by monstrous greed Impoverished sufferings Patriarchal culture Jesus was BREAKTHROUGH-MINDED Broke away from the way people think during his time MORALITY – value Something that is important to us Actions are always a product of choices Exclusive to human actions Human beings are rational beings Reasoning is a product of intelligence 3 Font principles of Christian Morality 1. Person 2. Context 3. Acts and Consequences Order means survival Survival is everybody’s interest Society comes together to create a system of support If one’s freedom ends, somebody’s freedom begins Co-existence demands Respect Christianity is a success story Thought-fullness People find ways to co-exist with one another People make agreement and collective decisions to have ORDER in the community Order is beauty and beauty is life ** Schechems, Samaria At the well of Schechem he met a woman Ostrasize – excluded/isolated; nobody relates to you ** The Rational being is the Moral Being Base from FREEDOM A moral person is someone who is free to do what he/she likes(chooses to do) for as long as he/she does not infringe Infringe – violates the freedom of others Freedom is not absolute Responsible Freedom – freedom is a responsibility Penology â€Å"penal† ENGLISH Business English Communicative Competence Knowledge of the Language Ability to use the Language Writing Speaking Listening Reading Tasks: 1. Types of Letters 2. â€Å"Simulated Company† Name Logo Slogan/motto Nature of Business Vision/Mission 3. Business Application Letter Curriculum Vitae Bio-data Resume Standard Formal English No errors No contractions Correct tenses Diction Mechanics Spelling Abbreviations Capitalizations Syllabications Punctuations ** Simulation – business / company – Social Responsibility ** Figures of Speech = Tropes Parts of a Letter: 1. Date Line. – The month, day, and year the letter is typed. 2. Inside Address. – The name and address of the person to whom the letter is being sent. 3. Salutation. – An opening greeting such as Dear Ms. Jones. 4. Body. – The text of the letter. 5. Complimentary Closing. – A closing to the letter such as Sincerely or Yours truly. 6. Signature. – The writer’s signature. 7. Writer’s Identification. – The writer’s typed name and address. FILIPINO Masining / Malikhaing Pagpapahayag Inilipat sa GEC s2004 Dating Retorika na ayon sa CHED memo #59, s1996 Mga Paksa: 1. Kalikasan at simula ng Retorika 2. Masining na pagpapahayag (pasulat at pasalita) 3. Kritikal na pagbasa sa mga sulatin 4. Pagsulat ng 4 na uri ng pagpapahayag Pagsasalaysay Paglalarawan Paglalahad Pangangatwiran 2 uri ng Pagpapahayag: 1. Traditional 2. Conventional (makabago) Talambuhay: 1. Talambuhay ng sarili 2. Talambuhay ng ibang tao Paksa: 1. Paksa 2. Pagkalap ng impormasyon 3. Pagbabalangkas 4. Pagbasa 5. Muling pagsulat 6. Publikasyon/paglilimbay Paraan – istilo, wika , karakter, angkop sa bumabasa, angkop sa tema, paglalarawan ng karakter Dipinisyon 1. Maanyong Dipinisyon – uri/klase 2. Dipinisyong Pasanaysay – Kontrasyon ** Retorika – magaling na tagapagsalita Classical Greek Rethoric 1. Corax – Ama ng Greek Rhetoric Bahagi ng Talunmpati 1. Proem 2. Narrative/Narration 3. Statement of Argument 4. Refutation/opposing argument 5. Summary/Conclusion ** Proem – pagpapakilala sa nilalaman ng talumpati ** Summary – buong punto o buod ng paksa 2. Tisias – estudyante ni Corax Bahagi ng Talumpati 1. Prologue 2. Narrative 3. Argument 4. Epilogue ** Prologue – pagkuha sa atensyon ng takapakinig habang sinasabi ang introduksyon 3. Aristotle Bahagi ng Talumpati 1. Exordium 2. Narratio 3. Divisio (argument) 4. Confirmatio (affirmative) 5. Confutatio (refutation) 6. Conclusio ** Exordium – pagkakaroon ng interaksyon sa tagapagsalita at sa takapakinig mula sa introduksyon Medieval Rhetoric 1. Cicero 5 Canons of Rhetoric 1. Inventio (invention) 2. Despositio (arrangement) 3. Elocotiu (style) 4. Memoria (memory) 5. Action (delivery) ** Inventio – paksa, audience, sitwasyon ** Despositio – balangkas ** Elocotiu – figures of speech ** Memoria – kaisipan 2. Quintillian â€Å"Good man speaking well† Karakter ng isang speaker Tinaguriang Roman Wiseman 3. Tertullian Unang nagtranslate ng Holy Scripture Ama ng Latin Christianity Nagsulat ng Latin Christian Literature Nag-introduce sa Holy Trinity 4. Lucian Satirist Native speaker ng barbarian 5. Hermogenes Griyegong rhetoric Legal documents Ang retorika ay ang pagkakaroon ng mahusay na pagsasalita 6. Capella Prose Narrative Didactic method 7. St. Augustine 8. Cassiodorous Letter writing 9. Isidore Encyclopedia of Human Knowledge Dialectic approach 10. Al Quin Parliamentary Procedure Civic 11. Bede Poetry / poetic way of writing 12. Nother Labeo Latin ïÆ'   German Literature 13. Boethius

Hr Live Project on Job Satisfaction & Employee Satisfaction

AMITY UNIVERSITY AMITY INTERNATIONAL BUSINESS SCHOOL(AIBS) PROjECT REPORT ON Job Satisfaction & Employee satisfaction AT Areva T&D India Ltd. , Noida SUBMITTED TO: Ms. CHITRA KRISHNAN GROUP MEMBERS * PRIYAL AGARWAL(A1802012201) * JAMSHED SHABIR() * GARIMA ARORA() * HARSH GOEL() * ASHISH TANWAR() sECTION- C MBA-IB Introduction In the present scenario of business world the only thing that is confirmed is change. Competent employees will not remain competent forever.Their skills can deteriorate; technology may make their skills obsolete; the organization may move into new areas changing the type of jobs that exist and the skills necessary to do them. Human Resource is the discipline which drives business competitiveness by identifying that constant change in the business trends, hence need for constant up gradation of the employee’s skills and implementing it with a variety of methods and training programs. Quality without creativity is meaningless as changes grow ever more unpre dictable creativity is rapidly becoming recognized a core management skill.Today’s business environment demands that manager posses a wide range of knowledge skills and competencies, as well as sound understanding of management process and function. Managers need to be able to make best use of their time, talent and of other people to work with and through others to achieve corporate objectives. They also need to demonstrate their ability not merely to solve problems, but to transform them and design ways through them. This report concerns job satisfaction level and organizational climate, which are the important function in every organization.AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and distribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field.AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. As a solution provider, AREVA T&D bring together and optimizes capabilities from different disciplines, T&D business and third party suppliers, to address customers’ specific problem, however complex, and add value to their business. The overall project report provides analysis of Job satisfaction and employee satisfaction in Areva T&D India Ltd, Noida.The employees of Areva T&D India Ltd have different attitude towards organization. There are different dimensions through which we can analyze the attitude of the employees of the organization. COMPANY profile AREVA, World energy expert, offers its customer technological solutions for highly reliable nuclear power generation and electricity transmission and distribution. With manufacturing facilities in 43 countries and a sales network in more than 100, AREVA offers customers reliable technological solutions for CO2- free power generation and electricity transmission and istribution. AREVA is the world leader in nuclear power and the only company to cover all industrial activities in this field. AREVA business help meet the 21st century’s greatest challenges: making energy available to all, protecting the planet, and acting responsible toward future generation. AREVA T&D INDIA AREVA T&D is a worldwide specialist in Transmission & Distribution. We design, manufacture and supply a complete range of products, systems and services for all stages in the transfer of electricity from generator to the large end user.We are pioneers in the field of Protection & Control with a proven track record of over eight decades. Our team of T&D engineers is the largest team dedicated to T&D solutions. About 75% of the country’s load flow is managed by our Energy Management Systems.. AREVA T&D’s products and systems serve to transmit and distribute electricity, ensure the reliability, quality and safety of energy flows, as well as operate efficient networks through information management.AREVA T&D offers a global response to customer’s service needs delivered by locally based resources in the areas of: * Network consulting & equipment expertise and diagnosis. * Erection, commissioning and supervision. * Maintenance, including spares management. * Repair and emergency support. * Renovation and refurbishment. * Operation and asset management. * Training. As a solution provider, AREVA T&D bring together and optimizes capabilities from different disciplines, T&D business and third party suppliers, to address customers’ specific problem, however complex, nd add value to their business. AREVAT&D enhance customers’ capabilities by bringing to them answers developed by market segments, through best practices and industry-specific expertise in: * Power Engineering * Distribution Power * Oil & Gas * Water * Pulp & Glass * Railways * Mining & Metals At AREVA T&D, innovation is key to successfully differentiating and continuously gaining market share. The company spends 3% of sales (150 Million) on research and development. This allocation is then used for each of the regions, where AREVA T&D has business activities.India is a key region for allocation of such Research & Development funds. AREVA T&D currently employs over 4300 people in India across 8 manufacturing Units and 22 Sales Offices. Your Company has been trend-setter in the field of high voltage switchgear and was the first to build the 765 kV Sub-station in India with National Thermal Power Corporation Limited (NTPC) at SIPAT, Chhattisgarh. Around 70% of power flow in India’s transmission grids is managed by AREVA T&D’s Automation solutions.Your Comp any has to its credit a complete range of T&D Products, Systems, Services and Automation solutions. Areva Joint Venture AREVA’s Transmission and Distribution division has announced today the signing of an agreement to form a 50/50 joint venture with the Russian company, United Company RUSAL (UC RUSAL), the world’s largest producer of aluminum. The joint venture will become the preferred supplier for turnkey projects, electrical equipment and services in the T&D field for UC RUSAL’s plants and is expected to generate $500 million in orders over the next five years.Through this partnership, UC RUSAL will secure key competencies to support its fast growing production capacity. For AREVA, partnering with UC RUSAL will enable the company to strengthen its position on the booming electro-intensive industries market, and to further develop its activities in Russia. AREVA has longstanding experience and expertise in developing high direct current electricity supply syst ems for aluminum production sites around the world. In 2006, it designed and installed such a customized electrical system for UC RUSAL’s Sayanogorsk site in Siberia.Philippe Guillemot, Chairman and CEO of AREVA’s Transmission and Distribution division, said: â€Å"This new partnership is in line with our strategy to reinforce our presence on the industries market. It also illustrates our strong commitment to support UC RUSAL’s development strategy by ensuring its secure access to key competencies in the electrical field. † More about with manufacturing facilities in 41 countries and a sales network in more than 100 countries, AREVA offers customers reliable technological solutions for CO2-free power generation and electricity transmission and distribution.We are the world leader in nuclear power and the only company to cover all industrial activities in this field. Our 61,000 employees are committed to continuous improvement on a daily basis, making sust ainable development the focal point of the group’s industrial strategy. AREVA’s businesses help meet the 21st century’s greatest challenges:   making energy available to all, protecting the planet, and acting responsibly towards future generations. AREVA's T;D division is an active player around the globe.It designs, manufactures and supplies a complete range of equipment, systems and services for all stages in the transfer of electricity, from the generator to the large end-user. global presence We are one of the world's leading T&D companies. We have over 25,000 employees located in more than 30 countries, with a dedicated sales force serving customers in over 100 countries. AREVA NP  is the world leader in the design and construction of nuclear power plants and research reactors, engineering, instrumentation and control, modernization, maintenance and repair services, component manufacture and supply of nuclear fuel.The jointly-owned company is headquarte red in Paris, with regional subsidiaries in the U. S. and Germany. AREVA has a 66% and Siemens a 34% stake in AREVA NP. VISION AND MISSION Vision AREVA is to make the high profile of company and to create the brand name in the whole words. Their best products are for transmission and distribution. Mission At AREVA they face new and exciting challenges every day as they support the needs of customers. But there’s also a bigger picture to career.Businesses help to meet the needs of the great endeavors of the 21st century – making energy available to all, protecting the planet, and acting responsibly for future generations. It’s a vision that includes innovating cleaner, safer, and more attainable energy to drive economies, develop cultures, and deepen life experiences. LOCATION DETAILS AREVA T&D INDIA LIMITED. is located at Allahabad which is in the heart of the city where service is easily available for all customer and easy access compare with other place that a vailable in city. Location has major impact on success or failure of operation.Advantages of this type of location are that service cost and distribution cost is minimum comparison with other place. The major investor service centers of Transformer & Distribution are as below. Our study is on its location in Noida. LAYOUT DETAILS There is a plan of all the act of planning & optimum arrangement of planning including flow of man & material and customer, operating equipment, storage space, material handling equipments and all other supporting services along with the design of best structure to contain all these facilities.PLANNING AND CONTROL It is useful for effective utilization of resources, to achieve organization goal and objectives with respect to quality service, cost control timely service to co-ordinate with other department to ensure continuous quality service. There is a proper planning and planning with respect to which type of scheme to be introduced, what are expenses of R&D for finding out feasibility of that scheme, how many people will work on that particular job, before introducing new scheme.There is special research department for carrying out the analysis of market and there is a fund manager who carries out all planning for investing in various sector and he is also responsible for controlling the cost of transaction so that it can give return to investors. PRODUCTION & MAINTENANCE The production engineers ensure that the level of production complies with customer requirements, test and maintain the facilities. AREVA is looking for young professionals who are keen to face technical challenges in the field, and to get involved in team management. ————————————————-IMPROVEMENT & PROTECTION AREVA’s line of business is highly demanding in terms of quality, safety and environmental preservation. Those working in these fields are o f major importance to the group and contribute to its overall performance. As a result, the professions linked to these fields have a very important place within the group, and contribute to the company's overall performance. ————————————————- CUSTOMER SUPPORT AND SATISFACTION AREVA manages and develops technical and industrial solutions to meet customer requirements.Our sales engineers develop and maintain customer relations, prepare bids, negotiate and manage contracts and offer after-sales service. The role of the sales engineers is to develop and maintain customer relations. Prepare offers, negotiate and manage contracts and provide after-sales service. MANAGEMENT ; DEVELOPMENT Like other companies that work in complex fields and very different countries, AREVA uses its support activities to promote the strategic and functional development of the group. All of its exec utives and managers use expert skills to carry out their duties.JOB SATISFACTION Job satisfaction is how content an individual is with his or her job. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs.Job satisfaction is a subjective, personal state perceived by the individual as being in his favor. It is the result of various attitudes possessed by worker. In a narrow sense, these attitudes are related to the job and conditions, advancement opportunities, and recognition of abilities, fair residual of grievances and other similar items. FACTORS AFFECTI ON JOB SATISFACTION * Working Conditions Because employees spend so much time in their work environment each week, it's important for companies to try to optimize working conditions.Such things as providing spacious work areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favorable work conditions. Providing productivity tools such as upgraded information technology to help employees accomplish tasks more efficiently contributes to job satisfaction as well. * Opportunity for Advancement Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation.Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion. Companies often pay the cost of tuition for employees taking university courses, for example. During an employee's annual performance review, a supervisor should map out a path showing her what she needs to accomplish and what new skills she needs to develop in order to be on a track to advancement within the organization. * Workload and Stress Level Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee.Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. Many times, this environment is caused by ineffective management and poor planning. The office operates in a crisis mode because supervisors don't allow enough time for employees to perform their assigned tasks effectively or because staff levels are inadequate. * Respect from Co-Workers Employees seek to be treated with respect by those they work with. A hostile work environment — with rude or unpleasant coworkers — is one that usually has lower job satisfaction. * Relationship with SupervisorsEffect ive managers know their employees need recognition and praise for their efforts and accomplishments. Employees also need to know their supervisor's door is always open for them to discuss any concerns they have that are affecting their ability to do their jobs effectively and impeding their satisfaction at the office. * Financial Rewards Job satisfaction is impacted by an employee's views about the fairness of the company wage scale as well as the current compensation she may be receiving. Companies need to have a mechanism in place to evaluate employee performance and provide salary increases to top performers.Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher job satisfaction to the workplace. EMPLOYEE SATSFACTION Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied wit h their careers should be a major priority for every employer. While this is a well-known fact in management practices, economic downturns like the current one seem to cause employers to ignore it.There are numerous reasons why employees can become discouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. Employee satisfaction surveys provide the information needed to improve levels of productivity, job satisfaction, and loyalty. Organizations can identify the root causes of job issues and create solutions for improvements with an accurate perspective of employee views.There is a direct link between employee job satisfaction and financial results. The happier your employees are the more motivated and committed they wi ll be to your organization’s success. RESEARCH METHODOLOGEY Research is in common parlance refers to a search for knowledge. One can also define research as scientific and systematic search for pertinent information on a specific topic. Well, all possess the vital instinct of inquisitiveness for, when the unknown confronts, we wonder and our inquisitiveness makes us probe and attain full data and fuller understanding of the unknown, can be termed as research.Research comprises defining and redefining problem, suggesting solutions, collecting, organizing and evaluating data, making deductions and reaching conclusion and at lest carefully testing the conclusion. RESEARCH DESIGN A research design is the arrangement of conditions for the collection and analysis of data in a manner that aims to combine the relevance to research purpose with economy in procedure. In fact the research design is the conceptual structure within research is conducted, if it constitutes the blueprints f or the collection measurement and the analysis of the data. DATA COLLECTIONBoth primary as well as the secondary data have their own importance, and I have collected data from primary as well as secondary sources, but how ever in my project work I have focused more on primary data. As stated, the primary data as collected with the help of questionnaire comprising of by questions. All the employees that constituted sample were approached individually. Secondary data was collected from Areva T&D India Ltd. by: * books * Journals * Websites * Internet * Other sources. SAMPLING A sample size of 50 employees (Male & Female both) working in Areva T&D India Ltd. ere taken into consideration. SAMPLING TECHNIQUE The target group comprised the employees of Areva T&D India Ltd. the sample was distributed in equal ratio both male and female officer. The respondents were selected randomly from HRD in Areva T&D India Ltd. QUESTIONNAIRE Name  : AGE:GENDER: QUALIFICATION:EXPERIENCE: GRADE:DEPARTM ENT: YEARS OF SERVICE: The statements that follow are related to company, organization, organization climate and their job. Kindly indicate the extent to which you agree with each statement by encircling any of the following options: * 1 Strongly Agree * 2 Agree 3 Disagree * 4 Strongly Disagree Q1. Areva T&D India Ltd. is a good company to work in? | 1 2 3 4| Q2. The salary provided to you is competitive with those of other companies? | 1 2 3 4| Q3. Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | 1 2 3 4| Q4. Are you provided with sufficient opportunities for personal growth by the company? | 1 2 3 4| Q5. Is the job assigned to you according to your qualification and caliber? | 1 2 3 4| Q6. Does your job make the best use of your abilities? 1 2 3 4| Q7. Is your career growth in the company commensurate with your skill? | 1 2 3 4| Q8. Is Adequate job security provided to you by the company? | 1 2 3 4| Q9. Do you feel that you have contributed in accomplishing the organization climate goal? | 1 2 3 4| Q10. Do you involve yourself in your work? | 1 2 3 4| Q11. Do you feel proud by doing the important work in this organization? | 1 2 3 4| Q12. Are adequate responsibilities provided to you for your personal and organizational growth? | 1 2 3 4| Q13. Do you feel that your work load is challenging but not burdensome? 1 2 3 4| Q14. Are your working conditions congenial to perform the task assigned to you? | 1 2 3 4| Q15. Does your team member equally contribute for each other's goals? | 1 2 3 4| Q16. Are the people you are working with highly motivating and hard working? | 1 2 3 4| Q17. Are your colleagues are cordial to you in the organization? | 1 2 3 4| Q18. Are your subordinates loyal to you? | 1 2 3 4| Q19. Do you feel to tell your boss what you think? | 1 2 3 4| Q20. Does the response from your boss create confidence in your work? | 1 2 3 4| graphical data interpretationsQ1) Areva T;D India Ltd. is a good company to work in? | Male| Female| Strongly Agree| 14| 14| Agree| 10| 9| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-95% Agreed working men-90% Aggregate Agreed Percentage-92. 5% * Analysis:- Almost all employees agree that Areva T;D India Ltd. is a good company to work with. There were hardly any employees disagreeing with the statement. This shows that Areva T;D has a good environment where employees are willing to work. Q2) The salary provided to you is competitive with those of other companies? Male| Female| Strongly Agree| 14| 12| Agree| 10| 11| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-95% Agreed Working Men-95% Aggregate Agreed Percentage-95% * Analysis:- 95% employees have agreed that the salary provided to them is comparable with those of similarly placed industries which show that the employees are very much satisfied with the basic salary provided to them by the organiza tion. Q3) Monetary benefits such as bonus, allowances etc. , are provided to you according to the industries practice. | Male| Female| Strongly Agree| 12| 12|Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 2| 0| Others | 1| 0| * Response:- Agreed working Women-100% Agreed Working Men-81% Aggregate Agreed Percentage-90. 5% * Analysis:- 100% female employees feel that the monetary benefits like bonus, allowances provided by the company are in accordance into industries practice whereas only 81% male employees have agreed with female employees. Q4) Are you provided with sufficient opportunities for personal growth by the company. | Male| Female| Strongly Agree| 12| 11| Agree| 11| 13| Disagree | 1| 0| Strongly Disagree| 0| 0| Others | 1| 1| * Response:-Agreed Working Women-90% Agreed Working Men-83% Aggregate Agreed Percentage-86. 5% * Analysis:- Majority of employees believe that there are growth opportunities available in the company. This helps to retain the employees in the organ ization and also to reduce the employee turnover of the company. Q5) Is the job assigned to you according to your qualification and caliber? | Male| Female| Strongly Agree| 10| 11| Agree| 10| 9| Disagree | 3| 2| Strongly Disagree| 0| 1| Others | 2| 2| * Response:- Agreed Working Women-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- It appears that ? f women employees feel that they are assigned the jobs in accordance to their qualification and caliber whereas 80% men agree that their jobs have been assigned in accordance to their qualification and caliber. Thus, according to us for future aspects the human resource manager should see that he is able to provide the employees the work they excel in. Q6) Does your job makes the best use of your abilities? | Male| Female| Strongly Agree| 10| 12| Agree| 11| 8| Disagree | 4| 4| Strongly Disagree| 0| 1| Others | 0| 0| * Response:- Agreed Working Women-80% Agreed Working Men-84% Aggregate Agreed Percentage-82% * Anal ysis:-Comparatively, less percentage of respondents feel that their abilities are not properly utilized or cashed by the company for performing jobs. Hence, it is a very good sign for the organization. Q7) Is your career growth in the company commensurate with your skill? | Male| Female| Strongly Agree| 10| 11| Agree| 11| 12| Disagree | 1| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed Working Women-92% Agreed Working Men-86% Aggregate Agreed Percentage-88% * Analysis:- 92% women feel that their growth in the organization is in accordance with the skills they possess whereas 86% men agreed with this statement.This perhaps reveal that men are more satisfied related to their skill applied and their job position as compared to women. Q8) Is Adequate job security provided to you by the company? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggr egate Agreed Percentage-100% * Analysis:- Each agreed employee feels secure on the job in Areva T;D India Ltd and through this we can analyze that the employee turnover rate in the company would be very less.Q9) Do you feel that you have contributed in accomplishing the organization climate goal? | Male| Female| Strongly Agree| 12| 11| Agree| 11| 10| Disagree | 2| 3| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women:-87. 5% Agreed Working Men:- 90% Aggregate Agreed Percentage:-88. 75% * Analysis:- Company has achieved its goal with proper contribution of both male and female employees and this is supported by 87. 5% women and 90% men. It also reveals that the self analysis of employees is in tune with the organization’s achievements. Q10) Do you involve yourself in your work. Male| Female| Strongly Agree| 13| 16| Agree| 12| 9| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed Working Women-100% Agreed Working Men-100% Aggrega te Agreed Percentage-100% * Analysis:- All male and female employees respond that they involve themselves in their work i. e. they are sincere towards their work which is a healthy point in the organization. Q11) Do you feel proud by doing the important work in this organization? | Male| Female| Strongly Agree| 13| 14| Agree| 12| 11| Disagree | 0| 0| Strongly Disagree| 0| 0| Others | 0| 0| * Response:-Agreed working Women-100% Agreed Working Men-100% Aggregate Agreed Percentage-100% * Analysis:- Majority of employee’s favor that they are holding the important task in this organization and they are performing them very proudly. Thus we can analyze that the level of job satisfaction is high. Q12) Are adequate responsibilities provided to you for your personal and organizational growth? | Male| Female| Strongly Agree| 6| 10| Agree| 14| 12| Disagree | 5| 2| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed Working Women-88% Agreed Working Men-80% Aggregate Agreed Percen tage-84% * Analysis:- 8% of the working women employees and 80% of men have agreed with the statement that the responsibilities provided to them for their personal and organizational growth are adequate. We can analyze that the company is maintaining a high level of employee satisfaction. Q13) Do you feel that your work load is challenging but not burdensome? | Male| Female| Strongly Agree| 8| 10| Agree| 12| 11| Disagree | 2| 3| Strongly Disagree| 2| 1| Others | 1| 0| * Response:- Agreed Working Women:-86% Agreed Working Men-80% Aggregate Agreed Percentage-83% * Analysis:- 86% of female employees and 80% of male employees of Areva T;D India Ltd. re enjoying their job as a challenge, and do not feel that their work is burden on them. This reveals that officers by and large are ready to perform challenging jobs. Q14) Are your working conditions congenial to perform the task assigned to you? | Male| Female| Strongly Agree| 11| 12| Agree| 13| 10| Disagree | 1| 3| Strongly Disagree| 0| 0 | Others | 0| 0| * Response:- Agreed working women-88% Agreed Working Men-96% Aggregate Agreed Percentage-92% * Analysis:- 92% of respondents feel that Areva T;D India Ltd. provides favorable working conditions to perform different task.This is one of the reasons behind high level of performance that the employees have been giving. Q15) Does your team members equally contribute for each other's goals.? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 11| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 0| 0| * Response:- Agreed working women-96% Agreed Working Men-92% Aggregate Agreed Percentage-94% * Analysis:- Majority of employees agree to the fact that there is proper team work and understanding amongst the employees of Areva T&D Ltd. for achieving the goals. This also reveals that the goals of the organization and the employees are aligned.Q16) Are the people you are working with highly motivating and hard working.? | Male| Female| Strongly Agree| 10| 11| Agree| 12| 9| Disa gree | 2| 3| Strongly Disagree| 0| 0| Others | 2| 1| * Response:- Agreed working women-84% Agreed Working Men-84% Aggregate Agreed Percentage-84% * Analysis:- Encouragement and motivation to work hard and to perform with rigor in Areva T&D India ltd. is supported by 84% of male and female employees. This reveals that the organizational climate in Areva T&D Ltd. is motivating for the employees, and also that supervision and leadership in the organization is par satisfactory.Q17) Are your colleagues are cordial to you in the organization? | Male| Female| Strongly Agree| 12| 13| Agree| 11| 10| Disagree | 4| 1| Strongly Disagree| 0| 0| Others | 0| 1| * Response:- Agreed working women-92% Agreed Working Men-84% Aggregate Agreed Percentage-88% * Analysis:- Majority of employees agree that their colleagues are cordial to them. This reveals that by and large there is no conflict amongst employees and good spirit exists among employees irrespective of gender and the responsibilities assigned . Q18) Are your subordinates loyal to you? | Male| Female| Strongly Agree| 5| 9| Agree| 13| 12|Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 5| 3| * Response:- Agreed working women-84% Agreed Working Men-72% Aggregate Agreed Percentage-78% * Analysis:- 84% of female employees feel that their subordinates are loyal to them, where as in the case of male employees the sense dependence is only 72%. This reveals that there might be some dissatisfaction in the minds of the supervisors towards their subordinates, and also that the employees are not satisfied with the leadership skills of the supervisors. Q19) Do you feel to tell your boss what you think? | Male| Female| Strongly Agree| 5| 11|Agree| 15| 12| Disagree | 2| 1| Strongly Disagree| 0| 0| Others | 3| 1| * Response:- Agreed working women-92% Agreed Working Men-80% Aggregate Agreed Percentage-86% * Analysis:- A very good percentage of respondents say that there is openness in Areva T&D India Ltd. , as they are free to discuss t heir problems and suggestions with their boss. It reveals that there is an open door policy in Areva T&D Ltd. and freedom to express their ideas. This also shows that the flow of communication in the organization is very good and supportive, as opportunities are provided to the employees to express themselves.Q20) Does the response from your boss creates confidence in your work? | Male| Female| Strongly Agree| 10| 11| Agree| 13| 12| Disagree | 1| 2| Strongly Disagree| 0| 0| Others | 1| 0| * Response:- Agreed working women-92% Agreed Working Men-92% Aggregate Agreed Percentage-92% * Analysis:- A good percentage of employees feel that their boss is having encouraging motivating personality whose response builds confidence in their work. This shows that the leadership, direction and motivation skills of the managers are par satisfactory. FINDINGS It is found that more number of employees both women and men are satisfied with the benefits and incentives provided to them in Areva T&D Ind ia Ltd. * It is found that both men and women equally agree that the salary provided to them is comparable to the industry and satisfied with their company. * Majority of men and women agree that proper oppurtunities are available in the industry. * It is found that the majority of women feel that they have contributed in accomplishing in company’s goal as compared to men. * It is found that most of men feel that their team members contribute equally for each others goal. It is found that all the empolyees agree that they have maintained a good team spirit amongst them. * It is found that more percentage of men employees feel that the job assigned to them is according to their qualification and caliber than women employees. LIMITATIONS of the study * There is a limited sample size i. e. only 50 which is small because the aim of the study was to look into difference in the responces of male and female employees. However, the number of working female employees were less as comp ared to the male employees in the organisation and the data was collected in equal ratio from both males as well as females. As the questionnaire was distributed amongest various employees of Areva T&D India Ltd. few of the employees were hasitant in answering the questionaries. * Some of the employees in Areva T&D India Ltd. were given enough time to answer to questionnaire but still they were not able to do the required. * Some employees did not respond few questions because they were not sure about the answer as the questionair was in the objective form. * A very busy as well as hectic scedule was prevalent which was an obstruction.

Lab 3 Determinates of Water Hardness

Determination of Water Hardness Using a Titrator Heather Crall Chemistry 1 SMT- 271044 10/17/2012 Abstract From seeing all of my results and conclusion I now see that I didn’t understand this lab very well and that its not easy when others try to help. Since I have hard water it tells me that my water flows over and through rocks and minerals, like limestone. Purpose The purpose of this lab is to become familiar with the concept of water hardness. We learn that hard water contains high levels of dissolved minerals that are in the form of metallic ions.Most of Ohio which is the state I live in either has moderately hard water or hard water. For as my town the city is moderate and the country is hard. Procedure 1) Put safety things on 2) Place the stopcock in the closed position on the end of the titrator and fill with 10 mL of EDTA solution. 3) Put a crumpled up paper towel under the titrator and allow a few drops of the solution to fall into the towel. This way it fills the ti p of the titrator then close and throw the towel away. Then place the 100 mL beaker under the setup. 4) Use the graduated cylinder to measure exactly 10 mL of tap water from your sink. ) Pour the tap water into the beaker then add 5 drops of pH 10 buffer solution. Swirl carefully the mixture in the beaker. 6) Read the volume of EDTA in the titrator and record the initial volume. Then slowly open the stopcock and add 1 drop at a time while swirling the mixture.7) Once the solution turns a pale blue-gray color turn the stopcock off then record the final volume in the titrator. 8) Repeat steps 4-7 and fill in Table 1. 9) Pour the rest of the contents down the drain Data Data Table 1: EDTA titration volume| | Initial EDTA Volume (mL)| Final EDTA Volume (mL)| Total Volume of EDTA Used (mL)| Trial 1| 9 mL| 7. mL| 1. 6 mL| Trial 2| 8 mL| 6. 6 mL| 1. 4 mL| Trial 3| 7mL| 5. 2 mL| 1. 8 mL| Average Volume of EDTA Used (mL): 1. 6 mL | Data Table 2: Water Hardness| Average Volume of EDTA Used (m L)| Concentration Ca^2+ ions per Liter of Water (mol/L)| Water Hardness (ppm CaCO3)| 1. 6 mL| 0. 015 mol/L| 1,500. 9 ppm CaCO3| Results A) Based on the analysis of your local water, would you classify its hardness as soft, moderate, hard, or very hard? Explain your answer. My water is moderately hard even though it’s the city we still have plumbing problems due to our soil and the minerals in our town.The country all has hard water so the deal with rust and bigger clogs than the city. B) Approximately how much calcium would you ingest by drinking eight 8-oz glasses of your local water? HINT: 1 oz(fluid ounces) =29. 57 mL 8oz= 236. 56 236. 56*8= 1,892. 48 mL Conclusion In conclusion it seems as though my results have come to show that I have very hard water when looking at the last graph but to have it say 1,500 tells me that my results is potentially incorrect. From what I understand it shows that the calcium carbonate is very high in my town.

Microfinance provides both opportunities and challenges for women Essay

Microfinance provides both opportunities and challenges for women. Critically discuss with reference to at least one case study - Essay Example Land titling, it is believed, gives the poor a way out of poverty and integrating them into the markets. But many land titling programs as development projects do not take into account gender inequalities. Land lies at the heart of agrarian economies; which includes much of the developing world. Traditionally it has formed the basis of power, social status and is a vital productive resource. For rural women, however, the unequal ownership and control of this valued asset has become a critical factor that has created and reinforced gender inequality. World wide, in many rural societies women, like men, are active farmers and play substantial roles in primary agriculture production. Yet, they own very little land and are instead dependent upon social and customary provisions for indirect use as daughters, wives, mothers and community members (Agrawal, 1996). These rights are linked primarily to access, which do not grant security when traditional family structures dissolve in the case of divorce, desertion, widowhood and separation (Agrawal, 1989). This is especially relevant in todays context which is characterized by globalization, land commoditization, HIV/AIDs epidemic and increased feminization of agriculture (Agrawal, 1996, Whitehead and Tsikata, 2003, Razavi, 2009). According to Agrawal (1996), the idea of male bread-winner underlies the justification of men as legitimate owners of land; as it is assumed that sons will take care of mothers, while husbands and brothers will take care of wives and sisters respectively. Drawing upon the existing feminist literature, the paper seeks to draw out the arguments for womens land rights as a development intervention paradigm which maintain that it will lead to equality, empowerment, welfare and efficiency; followed by the discussions on the difficulties of its enforcement and consequences given existing cultural norms. The paper then discusses two case studies to highlight the benefits that have accrued

Technology and Organizational Behavior in the Future Paper Assignment

Technology and Organizational Behavior in the Future Paper - Assignment Example More research aimed at further improving the technology levels is ongoing (Schein, 2010). The article herein will examine the current effects of technology on the organizational behavior and apply these to predict future impacts. The article considers both the positive and negative effects of technology on the organizational behavior. Specifically, the paper will consider the AT&T Company. AT&T Company is an electronics company specializing mostly in the production of mobile phones. The company is highly committed to providing satisfactory working environment to their customers. The company has so far upgraded its technological components aiming at improving employee satisfaction, information distribution and products. The second annual general meeting in 2011 conducted to discuss how the company could embrace technology on their various operations yielded diverse results. The company proposed to create YouTube channel for employees, leverage social networking to expand its market, use quick videos to inform employees, and create Twitter accounts as a medium of information distribution. Most of the company’s objectives aimed at improving employees’ access to information through social media such as Facebook, Twitter, and YouTube. These proposals could have both positive and negative results depending on the management’s approach. The company proposed to improve their Information Technology (IT) levels to promote job satisfaction and organizational culture thereby improving productivity. Improved IT will ensure smooth management in all the company’s departments such as the finance, human resource, manufacturing and security departments (Murphy, 2003). The company will also minimize errors and mistakes brought about by humans while operating the tools used in manufacturing and designing purposes. Furthermore, the company will get a more competitive advantage in the global market as the management will readily get updates of

Automated data reconciliation of the clinical and safety databases Thesis

Automated data reconciliation of the clinical and safety databases - Thesis Example It saves time, and more importantly, gets rid of possible discrepancies between databases. Whenever discrepancies are possible, it necessitates extra quality assurance steps for resolving mismatches (Zhengwu Lu, & Lu, Zhengwu, 2009). Serious Adverse Event, SAE, and Adverse Event, AE, reconciliation compares specific data between two databases; a clinical database and a safety database. A clinical database defined as s closed system while a safety database as an open system. A clinical database can review data for only a short time period that is lasting of the trial, hence defined as closed. A safety database on the other hand, is an open system due to its continuous reception of new SAEs or updates of SAEs that already exist concerning any clinical trials even when they are locked (Van et al 2012). Data management performs the task of SAE and AE reconciliation. Two departments are normally involved, the pharmacovigilance and drug safety, and clinical data science. During the data reconciliation, SAE is collected in the safety database and in the clinical database. Data cleaning takes place according to the specifications of data validation (Dwivedi & IGI Global, 2009). SAE reconciliation is performed continually between first patient first visit, FPFV, and last patient last visit, LPLV. The reason for such timely performances provides data that is reliable and trustworthy, that is of greatly useful in decision-making processes on a drug’s safety profile and successive trial design. It also ensures consistency in reporting to health authorities regarding individual Safety reports, New Drug Application, and the annual Investigational New Drug Update (Trasi, 1994). The skill set accessible in the data management section, many additional things can be done. The interior talents of the section are not fully utilized. It is not fulfilling for persons and the organization. The prospects and the demands are there.

The Invisible Man by Ralph Ellison Essay Example | Topics and Well Written Essays - 750 words

The Invisible Man by Ralph Ellison - Essay Example He is like the newborn child with total loss of memory, forgets his name, powerless to comprehend speech, and a formless identity. This birth involves no parents and he interacts with the doctors lonely. The narrator is rather ambushed by the arrogance of the medical science, and the doctors advise him to establish his own new identity, as he has no past now. The identity imposed on him in societal terms has ceased to exist. It is a new act in the drama of his life, which has no connections to the earlier acts. He is without any support and has lost connectivity. His suffering related to his identity has not ended and he is undergoing a new type of suffering, in view of the imposed inferiority complex. Since the narrator has lost the ability to speak, the doctors are unable to extract any information about his identity. In the absence of any documentary proof about the antecedents of the patient, the doctors arrive to their own conclusions based on their knowledge of racial history a nd racial stereotypes. As the narrator suffers the seizures of electric shock treatment, the doctors note sarcastically that black people have excellent rhythm. This derogatory comment is the barometer for the thinking level of the white doctors and how racist beliefs are ingrained in them. Lobotomy episode is significant as it creates two different personalities out of one individual. The narrator has lost forever his black identity established through the historical processes of several centuries. 2. Mary Rambo is a unique character and the narrator is fascinated by her neutral but unique societal disposition. In the dingy societal reactions that confronted him often, Mary Lambo is an exception. She treats him with utmost affections and provides him with food and shelter. Her humane quality of willing acceptance without any reservations fills hopes in the life of the narrator. Mary does

Three Strikes Law in South Florida Essay Example | Topics and Well Written Essays - 1000 words

Three Strikes Law in South Florida - Essay Example In the beginning of 1993, the federal government adopted a new approach in serving justice to repeat offenders. Twenty-three states adopted the three-strike law including South Florida. The version of the three-strike law varied from state to state, but the law generally reduced the judicial discretion through the mandating severe penalties for third felony convictions. The three-strike law had a limited impact in most states including South Florida on the federal system. This is evident from the fact that the number of convicted felons under the three-strike law was very little. The number of convicted felons under the three-strike law over fifteen states ranged between one and six people. Therefore, the effectiveness of the three-strike law was in question especially in south Florida. The lack of effectives of the three strike laws in South Florida was due to the poorly structured government drafted laws. This resulted in pressures to eliminate the three strike laws (Domanick, 2004). The three-strike laws in South Florida were expensive to implement. This is evident from the additional costs incurred for pre-conviction jail time. There are also more costs incurred in case processing and trials whereby defendants facing three strikes choose the option of going to trial as opposed to pleading guilty. There was also an increase in the number of the number of prison convictions on third and second counts. This resulted in overcrowding of prisons and hence more expenses incurred from prison building costs. Increased length of prison sentences has led to long-term costs. This is evident from the fact that the costs incurred from the incarceration of older prisoners are three times that of healthy younger inmates. The three-strike law did not have the expected effect on crime in South Florida and other states, in the United States. This is because of the reason that that repeat felons in South Florida were already faced with life sentences before sentencing under the th ree-strike law. The impact of the three strike laws was to imprison less serious offenders whereby they were subjected to longer sentences for less serious offences. The law also affected less serious offenders such that it resulted in the longer sentences being served to offenders, as they are aging from their crime prone years (Three strikes law: sentencing: statute, 2007). The three-strike law had uneven and unintended impacts in South Florida. One of the impacts is witnessed from the long-term prison sentencing of less serious crimes. This effect was witnessed throughout the states implementing the three-strike law. The application of the three strike law had and uneven implementation depending on the state jurisdictions. Hence, this has resulted in bargaining and pleas from defendants, which come off as a hindrance to justice. This fact alone has resulted in the pressure to eliminate the three-strike law in South Florida. The three-strike law promoted racial disparity. This is evident from the fact that the fact that the impact of the three strike convictions were observed to disproportionately affect the African-Americans. This was observed in the South Florida the number of convicted African-American felons increased with the strikes of convictions. Hence, this comes off as a racial bias in the implementation of justice within the federal system. This therefore resulted in the elimination of the three-strike law in South Florida (Shichor, 1996). The application of the three-strike law had a very insignificant effect on the deterrence of crime in South Florida. This is due to the reason that the threat of punishment under the three-s

Accounting Essay Example | Topics and Well Written Essays - 1000 words - 16

Accounting - Essay Example First, there are numerous advantages of using marginal costing over absorption costing. It is easier to carry out the control and determination of production costs. This is through the management avoiding the arbitrary allocation of the fixed overhead costs thus having an achievement and maintenance of a uniform and marginal cost that is consistent (BANERJEE, 2006). Second, marginal costing helps in planning for short-term profit. This is through the easy demonstrations using the break-even charts and profit graphs. Unlike the absorption costing, comparative profitability can easily be assessed and hence be brought to the notice of the management so that there is decision making (Avis, 2009). Third, with the implementation of marginal costing, there is ready appreciation and assessment of the effects of the production policies and alternative sales. This ensures that there will be maximum yield to the business due to the decisions arrived. This gives it a notch higher than in using absorption costing (V., 2010). The method eliminates any large balances that are left in the overhead control accounts. This thus indicates that there is a difficulty in ascertaining the accurate recovery rate of overheads. With the elimination, it becomes easier to determine the accurate overhead rate of recovery (Drury, 2007). On the other hand, there are the disadvantages of using marginal costing over the absorption costing technique. First, there is difficulty in separating costs into the fixed and variable costs. This is because, in the long run, all costs are variable. Such classification may sometimes lead to misleading results to the cyber firm (Hill, 2012). Second, under the marginal costing, stocks and the work in progress are usually understated. The exclusion of fixed costs, especially from the inventory, affects the profit. With this, the true and fair view of the

Why have the educational policies of both the province of Quebec and Essay

Why have the educational policies of both the province of Quebec and the First Nation people rejected the policy of mu - Essay Example However, in Quebec, functions of schools are regarded as being highly political institutions in which language legislation is used to educate politics. In different parts of Canada, both multicultural and intercultural educations are at transient phase between accommodation and incorporation. Both multicultural and intercultural policies are productive of dominant culture, specifically in Quebec, where francization is significant. The above mentioned phase is attempted to accommodate the need of other groups but yet, minority language and cultural programs are excluded from compensatory programs. Focusing on non-political version of culture gave a symbolic understanding to other ethnic groups for which the state of Quebec has showed resistance by giving rise to politicized intercultural policies. The main rejecting reason of multicultural programs in education was to prevent the fall of dominance of one’s own culture and identity. Multicultural education is least erroneous program in present days which assures that people from different cultures won’t lose their identities and culture and at the same time, it prevents the cultural and linguistic dominance of other cultures. However, multicultural education programs will not eliminate the issue of racism from different ethnic groups; nevertheless, this program will bring the different culture and groups as well as communities to accommodate each other for the better society where everyone lives without other cultural influence in peace and

High School Diferences Essay Example for Free

High School Diferences Essay There are four different grades in high school; freshman, sophomore, junior, and senior. From when you are a freshman you always want to meet new friends, and get good grades. No matter what your grade is, you are still a student. So in a way, all the students are the same, but they do have tons of differences. Freshmen, first of all are still learning where L-Hall is, but they are trying to make new friends too. Freshmen are not bad people, they don’t hurt anyone, and that’s one of the good sides. The main problem about them is that they are stuck too much in middle school. Their body is in high school, but their brain was left over at Mountain View. To be honest, some freshman are great, they are nice, and respectful. The other three-fourths are immature and laugh at any â€Å"Your mom† joke still. Seniors are the â€Å"All Powerful†. Everyone (besides teachers) look up to them. Freshman try and talk to them, and juniors try to act like them. I believe that seniors are the role models of the school, and are treated much better than other underclassmen. Seniors are usually skipping class, and procrastinating. The other seniors are trying to keep their grades up while frantically looking for Financial Aid and planning on what they will do next. Seniors are much better than freshmen, and everyone knows it. Seniors are the laid-back, I-don’t-want-to-be-at-school kind of people. They usually show up late to class while the freshmen get there ten minutes early. Seniors are usually driving over to Taco Bell for lunch, while freshmen stare at the nasty school food waiting for it to move. Yes, they do have all these differences, but seniors were once freshmen. In conclusion, seniors are much more mature, but lazy people. While the freshmen are trying to fit in, and find L-Hall, They all have their differences, but they are all students. They are all just kids, going to school day to day, thinking about their future.

History of Camarines Norte Essay Example for Free

History of Camarines Norte Essay From 1573 to 1829, Camarines Sur and Camarines Norte formed only one political unit known as Ambos Camarines. In 1829, they were separated but reunited again in 1854. They again separated in 1857 to be reunited again in 1893. This union continued until 1919. On March 3, 1919, Camarines Norte was reestablished by the Philippine Legislature in Act 2809. When Camarines Norte was separated from Ambos Camarines in 1829, it was assigned the towns of Daet, as capital, Talisay, Indan (now Vinzons), Labo, Paracale, Mambulao (now Jose Panganiban), Capalonga, Ragay, Lupi and Sipocot. Seventeen years later, it lost Sipocot, Lupi and Ragay to Camarines Sur in exchange for the town of Siruma. Juan de Salcedo, dispatched by Legazpi to explore the island in 1571, influenced the existence of Camarines Norte. After subduing Taytay and Cainta, he marched further across Laguna and Tayabas. He visited the rich gold-laden town of Mambulao and Paracale, obsessed by them about which he heard from natives there of existing gold mines. When Francisco de Sande took over from Legazpi as Governor General, Spanish influence started to be felt in the region. He established a permanent Spanish garrison in Naga to control the region and defend it from Chinese and Muslim pirates. Capt. Pedro de Chavez was assigned to head this force. There were already native settlements here when the Spaniards arrived. The flourishing towns of Mambulao and Paracale were two of them. Indan and Daet were the other settlements besides Capalonga and others. But Paracale remained the most sought after because of its gold mines. ** The national hero Jose P. Rizal and other Filipino expatriates who lived in Madrid and other cities of Spain, called ‘Los Indios Bravos,’ established â€Å"La Solidaridad,† their publication advocating for reforms in the Philippines from the Spanish governm ent. One of the editors of ‘La Solidaridad’ was Jose Maria Panganiban, born in Mambulao (now Jose Panganiban) on February 1, 1863. Lovingly dubbed by his compatriots the â€Å"Avenger of Filipino Honor† or â€Å"El Vengador del Honor Filipino,† this genius, nationalist, scientist and writer died on August 19, 1890 at age 27 of pulmonary tuberculosis in Barcelona, Spain. His remains were brought back to the Philippines by Dr. Domingo Abella in 1958 and to Jose Panganiban in 1985 – 122 years to the day since his birth – â€Å"to rest in eternal repose in the bosom of his beloved native town (Mambulao) on February 1† by MP Roy B. Padilla, Sr., Batasang Pambansa. The entire country and province respectively bestowed upon him a belated but rousing honors. The towns were chiefly inhabited by Tagalogs; the rests were of Visayan strain. However, most of the immigrants were from Mauban, Quezon. The Spanish missionaries did not falter in their mission to Christianize the natives. ** Daet Revolt : APRIL 14-17, 1898 Local members of the Katipunan led by Ildefonso Moreno and other illustrious patriots staged an uprising against the Spanish authorities here who have fortified themselves in the house of one Florencio Arana, a Spanish merchant and a long time resident of Daet. Sporadic encounters started on April 14 until April 16 when the rebels occupied Daet and surrounded the Spaniards in the house of Arana. But the Katipuneros failed to repulse the reinforcements which arrived in Barra (now Mercedes) from Nueva Caceres on April 17. Said reinforcements broke the siege of Daet. This resulted in the death and/or execution of many patriots, including Ildefonso Moreno, Tomas Zaldua and his two sons, Jose Abaà ±o, Domingo Lozada and Aniceto Gregorio, among others. While the Daet revolt collapsed, it signaled the start of a series of rebellion throughout the Bicol region. ** Another illustrious son of Camarines Norte, Gen. Vicente R. Lukban of Labo wrote a golden page in the history of the province in particular and the country in general. On September 28, 1901, Sunday, he led Filipino rebels, armed only with bolos and sharpened bamboo poles, in an attack against the contingent of American forces in Balangiga, Samar. Only 36 troopers of Company C, 9th Infantry Regiment of the US Forces survived the attack against 16 casualties among the Filipino rebels, giving the encounter its famous label â€Å"Balangiga Massacre† in Philippine history. This feat of arms is celebrated annually in Balangiga, Samar, and in Camarines Norte, with appropriate activities. By virtue of Act 2809 of March 3, 1919, Governor General F. B. Harrison separated Camarines Norte from Camarines Sur with the installation of Don Miguel R. Lukban as its first governor. â€Å"In functional sense, April 15, 1920, was the date of the organization of Camarines Norte, as directed by Executive Order No. 22 dated March 20, 1920, in conformity with the provisions of Act No. 2809,† according to Serafin D. Quiason, former chairman of the National Historical Institute (NHI). Presently, Camarines Norte consisted of 12 towns: Basud, Capalonga, Daet, Jose Panganiban, Labo, Mercedes, Paracale, San Lorenzo Ruiz, San Vicente, Sta. Elena, Talisay and Vinzons. Daet remained as its capital town. ** Wenceslao Q. Vinzons, Sr. Lawyer, orator, labor leader, writer, youngest delegate to the 1935 Constitutional Convention and youngest signatory of the Charter at the age of 25, governor in 1940 and congressman-elect in 1941, this provincial hero, refusing to surrender, evacuated the provincial government during the Japanese occupation to the hinterlands of Labo and led a guerrilla force against the Japanese forces here, capturing one town after another in Camarines Norte; organized an all-out attack on Daet, the capital town, and captured it on May 3, 1942; ***together with his father Gavino Vinzons and then Gov. Basilio Bautista, he was captured on July 8, 1942, but he refused vehemently to collaborate with the Japanese; ***few days later his wife Liwayway and children Aurora and Alexander were likewise abducted; he and his father mysteriously disappeared on August 7, 1942; â€Å"the remains of Vinzons, his father, his wife and two children had never been found;† the town of Indan where he was born on September 28, 1910, was re-named Vinzons in his honor and became the venue of the province-wide annual celebration of his birth anniversary. ** First Guerilla Encounter The first guerilla encounter in the Philippines during the second world war in the Pacific, occurred on December 18, 1941 11 days after the Japanese bombing of Pearl Harbor in Hawaii on Dec. 7, 1941 and 10 days after the attack on Clark Airbase in Pampanga on Dec. 8, 1941 at Laniton, Basud, Camarines Norte when the Vinzons guerrilla group with some elements of USAFFE units engaged the vanguard of the Japanese Imperial Army advancing towards Daet, the capital town; a shrine was put up in Laniton to mark this historic feat of arms while surviving veterans and the sons and daughters of veterans who fell commemorate this event every Dec. 18 with fitting programs and activities in Basud and Daet under the auspices of the Veterans Federation of the Philippines – Camarines Norte Chapter (VFP-CN), Basud Municipal Government and the Provincial Government.

The Criticality Of Retaining Skilled Employees Management Essay

The Criticality Of Retaining Skilled Employees Management Essay Introduction: Purpose of the report: The report is intended to analyse the key factors involved in employee retention and also focus of the measures to be taken up by the employer for reducing the attrition rate of skilled workers. The solutions discussed suggested in the report could be possibly applied in the case of Keeping Suzanne Chalmers. The commentary also aims to discuss further the reasons of the employee leaving the company. Scope: The information in the report ranges from examining the factors for Suzanne Chalmers quitting the job to the measures taken by Thomas Chan to stop the attrition. Further the analysis in the commentary will discuss in general the reasons responsible for such situations in organisations. Background: The credentials of the report would be the case study of Suzanne Chalmers a top talent in the area of internet protocol working at API who decided to quit the organisation even though was offered options like higher salary, larger working space, unpaid leave for two or three months complete with paid benefits and increase in share options. Limitations: The report revolves around the employee retention of Suzanne Chalmers and the tactics tried by the employer Thomas Chan and is limited for being offered only a few number of reasons to stay back in the employment. The analysis of the case is based and compared on the theories of four drive and the theory of expectancy. Summary of the issue: The case of Suzanne Chalmers working at Advanced Photonics Inc. as a software engineer in internet protocol is a typical example of the issue faced by many employers in the current market were in employees who are talented for the job and hold key position in the company after earning many accolades for outstanding performance over years and responsible for finishing projects contributing a fortune to the company deciding to leave the company on a very short notice without proper reasons. The summary of the report discusses about the means and ways the employer can practice to hold the employee back at work and other reasons accounting for the employee to decide to leave the job and possible solutions around the issue. It also confers about the resolutions tried by the employee in the case of Suzanne further converses about the employee behavior in general towards their job and the responsibilities entrusted onto them by the employer. The expectations of the employee and employer in general have also been mentioned in the report. In the case of Suzanne Chalmers the employee quits the organisation at a stage of her career were she is under the age of 40 years just like many other employees who quit the company. It is also noted that the reason is not stress or long hours. The vice president of Advanced Photonics Inc thought that the reason was more money. The generous share options which had skyrocketed on the stock market giving many employees more money than they can make use off. It has been observed that their finance independence gave them less reason to remain with the organisation. It was noted that the employee after quitting the organisation and taking a break returned back to market and joined a start-up software firm in the same locality. The meeting between the vice president and the employee is discussed further moving to the solutions for retaining employees in general. The motivation factors for the employees in an organisation have been elaborated in the report. The report would also discuss emotions of the workforce as well as values and attitudes of management. Importance of employee turnover: Abbasi and Hollman (2000) sought to determine the impact of employee turnover on organizations and found that excessive employee turnover often engenders far-reaching consequences and, at the extreme, may jeopardize efforts to attain organizational objectives. In addition, Abbasi and Hollman (2000) indicated that when an organization loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized, and major delays in the delivery of services to customers may occur. The study also showed that a decline in the standard of service provided to guests could also adversely affect the satisfaction of internal and external customers and consequently, the profitability of the organization. As part of the process of developing and implementing strategies to maintain and increase competitiveness, organizations face the challenge of retaining their best employees. As such, this research was designed to analyze and determine the most effective ways for one employer to retain its critical employees. The company in this study has been successful at maintaining a relatively low turnover ratio, but the employees who left the organization have been critical employees, thus presenting a significant challenge. The results of this research effort potentially could be used as a framework for guiding employee retention in other large, complex organizations. Criticality of Retaining Skilled Employees: Fitz-enz (2002) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization. As mentioned previously, the combined direct and indirect costs associated with one employee ranges from a minimum of one years pay and benefits to a maximum of two years pay and benefits. Thus, there is significant economic impact when an organization loses any of its critical employees, especially given the knowledge that is lost with the employees departure. It will become significantly more important in the years ahead to recognize the commitment of individuals to an organization, as well as the organizations need to create an environment in which one would be willing to stay (Harris, 2000). Organizations will need to either create an intellectual capital environment where the transmission of knowledge takes place throughout the structure, or continue to lose important individual knowledge that has been developed during the length of service (Harris, 2000). This deep knowledge is what many believe will help to meet the needs and expectations of the customers and to create and sustain a competitive advantage within the global economy in which organizations are competing in today. The critical factors derived out of eminent motivation theories and the implications for developing and implementing employee retention practices can be described as follows: Needs of the Employee Employees have multiple needs based on their individual, family, and cultural values. In addition, these needs depend on the current and desired economic, political, and social status; career aspiration; the need to balance career, family, education, community, religion and other factors; and a general feeling of ones satisfaction with the current and desired state of being. Work Environment Employees want to work in an environment that is productive, respectful, provides a feeling of inclusiveness, and offers friendly setting. Responsibilities Given that one feels competent to perform in a more challenging capacity and has previously demonstrated such competencies, an employee may feel a need to seek additional responsibilities and be rewarded in a fair and equitable manner. Supervision Managers and other leaders more frequently than others feel a need to teach, coach, and develop others. In addition, these individuals would seek to influence the organizations goals, objectives and the strategies designed to achieve the mission of the organisation. Fairness and Equity Employees want to be treated and regarded in a fair and equitable manner regardless of age, gender, ethnicity, disability, sexual orientation, geographic location, or other similarly defined categories, With increased effort and higher performances employees also expect to be regarded more significantly than counterparts who provide output at or below the norm. The employees effort and performance at a particular level is influenced by their individual goals and objectives and which would vary by each individual. An outcome or reward that is perceived to be highly significant and important can result in a higher level of effort and performance by the individual employee. Effort Even though employees may exert higher levels of effort into a position based on a perceived significant reward, this could be a short-term success if the task itself does not challenge or provides satisfaction to the employee. Employee Development Employees prefer to function in environments that provide a challenge, offers new learning opportunities, significantly contributes to the organisations success, offers opportunities for advancement and personal development based on success and demonstrated interest in a particular area. Feedback Individuals prefer to have timely and open feedback from their supervisors. This feedback should be an ongoing process during the year and not limited to formal performance reviews once or twice per year. In addition, the feedback should be from both the employee and the supervisor. Employee Retention at Advanced Photonics Inc : As implicated in the case study Thomas Chan the vice president at the organisation has observed that employees even though were under 40 years, which is too early to retire quitting the job at API. It has also been witnessed that it is not for reasons like stress or long hours but the organisations share options that skyrocketed on the stock market which left many employees at API with more money than they could possibly spend. It has also left the employees to be millionaires giving them financial independence leaving fewer reasons to stay in employed at API. In this particular case Thomas was approached by Suzanne Chalmers who has been employed at API for four years in the field of internet protocol as a software engineer supporting the software that directed fibre optic light through APIs routers. It is also mentioned that internet protocol is a very specialized work and Chalmers was one of the top talents in that area. Theory of Expectancy and Four Drive Theory: Four Drive Theory: As it is known that emotions play a significant role in employee motivation which is not supported by many theories and researchers. But, the four drive theory emphasizes the concept and relevance of emotions in employee motivation. The theory was developed by Harvard Business School professors Paul Lawrence and Nitin Nohria. According to Steven M, Mara O, Tony T (P. 178, 2009), a motivation theory that is based on the innate drives to acquire, bond, learn and defend, and that incorporates both emotions and rationality. It has been derived that employees with higher emotional intelligence are more sensitive to competing demands from the four drives, and are better able to avoid impulsive behaviour from those drives, and can judge the best way to act to fulfill those drive demands in a social context. Recommendations of the practical implications of the theory are explained in two parts. First being that best workplaces for employee motivation and wellbeing offer co nditions that help employees fulfill all four drives. Employees continually seek fulfillment of their innate drives, so successful companies provide sufficient rewards, learning opportunities, social interaction and so forth for all employees. The second recommendation is that fulfillment of the four drives must be kept in balance; that is, organisations should avoid too much or too little opportunity to fulfill each drive. The reason for this recommendation is that the four drives compensate each other. Expectancy Theory of Motivation: This theory offers an elegant model based on rational logic to predict the chosen direction, level and persistence of motivation. According to Steven M, Mara O, Tony T (P. 178, 2009), expectancy theory is a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. The concept also says that work effort is directed toward behaviors that people believe will lead to desired outcomes. One of the appealing characteristics of expectancy theory is that it provides clear guidelines for increasing employee motivation. The Expectancy Theory of Motivation was developed, by Victor Vroom of the Yale School of Management, in the year 1964. He was of the opinion that people made a conscious choice while deciding whether or not to perform at the workplace. However the choice that was made by the employee depended entirely on the employees level of motivation which in turn was a function of th ree factors which are effort, performance and outcome. Current trend of Employee job satisfaction and Suzanne Chalmers: In the current generation employee is not completely satisfied with higher salary packages but is looking for more than that and stressing on innovative ways of retaining the employee. The reasons for choosing an organisation for employment can be categorized as location of company, compensation, the job, company reputation, career development, career path, job security, organisational culture, challenge, training and development, empowerment and attractive benefits. Like wise potential reasons for employee to leave the organisation can be classified as salary, lack of challenge and opportunity, lack of career advancement opportunities, ineffective leadership, inadequate emphasis on teamwork, not having the opportunity for a flexible work schedule, too long of a commute, lack of trust in senior management, inadequate opportunity for training and development and low overall job satisfaction. The case of Suzanne Chalmers can be listed for lack of challenge and opportunity and lack of c areer advancement. The employer took care of everything but lacked on the above mentioned factors leaving the employee with no other choice but to quit the job. Conclusion: If the organisations take up better employee retention plans and offer employees with more valued reasons to stay back with the organisation. The firms can possibly come up with innovative employee retention programs by offering the employees with better location of the company or the branch which is closer to their living place, compensation, better job matching their qualification, career development, career path, job security, organisational culture, challenge in job, training and development, empowerment and attractive benefits. Applying the thoughts of Four Drive theory has been proved to be very important in the current situation as emotions play a major role in motivation of employees.

Employment Relations and Australian Apprenticeship Essay -- Education

Introduction (share of responsibility at the workplace) Apprentices and trainees currently represent 25 per cent of the 1.7 million students enrolled in the Vocational Education and Training (VET) system and 3.8 percent of the entire workers (NCVER, 2010). More than 13 per cent of the entire Australian workforce comprises of 1.2 million workers in the technical and trade sector (Expert Panel, 2011: 8). Therefore, the quality and effectiveness of the Australian Apprenticeships systems will impact on the productivity of the wider Australian economy. For decades, Australians have completed apprenticeships and traineeships that have provided pathways into satisfying and rewarding careers in trade or vocation, or into further training, skills development and leadership (Lansbury and Wailes, 2004). Consequently, shifting the onus to the interested stakeholders in the employment industry to ensure that Australian Apprenticeships remain a valued pathway. This involves reinforcing a shared responsibility for the Australian Apprenticeships system b y establishing an employer contribution schem...

Karl Marx - Capitalist Alienation Essay -- Socialism Communism Labor

A century and a half ago, Karl Marx established a theory that today is known as the backbone to modern socialism and communism. Marx viewed the early capitalism of his own day as inherently exploitive. At the core of capitalist production is what is considered surplus value, the value left over after the producer (in Marx’s case, factory owner) had paid the fixed costs of production such as raw materials, machinery, overhead and wages. The left over amount was kept as profit, a profit that Marx saw that was earned from the sweat of the labor. Derived from his idea of surplus value was that of alienation. Marx gave an economic interpretation to alienation. People were alienated from their own labor; their work was appropriated by someone else and the work itself was compulsory, not creative; the cause was capitalism, and the cure was socialism. Marx believed that modern labor is an evolution of something that began centuries ago and encompassing everything from slave states to European feudalism right on up to today’s version of commercial capitalism; which, completed or perfected the capitalist technique of worker alienation. Marx is correct in saying that capitalism exploits the working class, and that working under capitalism is in fact â€Å"alienating†.   Ã‚  Ã‚  Ã‚  Ã‚  Worker alienation became an effective tool by which the capitalist could separate themselves from the laborers of their nations. The separation, however, was more to show a capitalist’s class status rather than having...

Goodbye Chicken Little :: essays research papers

The name of my book is Good-bye, Chicken Little, and was written by Betsy Byars. Betsy Byars has written over fifty books for young people. Her first book was published in 1962 and since then she has published regularly. She also won the Newbery Medal in 1971 and the American Book Award in 1981. Good-bye, Chicken Little is a book written for younger readers which I consider to be an adventurous book.   Ã‚  Ã‚  Ã‚  Ã‚  Good-bye, Chicken Little takes place in Morgantown, West Virginia. The story is written from a modern-day viewpoint. Jimmie Little, the main character, is a typical young boy who enjoys spending time with his friend Conrad. Mrs. Little, Jimmies mom, is a widow woman who has two children, Jimmie and Cassie. Both of these characters are very effective characters all throughout the novel. Jimmie and Mrs. Little are both very likeable characters.   Ã‚  Ã‚  Ã‚  Ã‚  Jimmie Little is scard of life. Ever since his father’s death, the world has seemed so unpredictable that Jimmie nicknamed himself Chicken Little. Good-bye, Chicken Little is a perceptive exploration of Jimmies reaction to his Uncle Pete’s death, which takes place at the beginning of the novel. Jimmies uncle is well known for his jokes and pranks. On a cold wintry day, while visiting the bar, Pete, while drunk, was dared to walk across the river which ran through town. As usual, Pete accepted the dare and wasn’t fortunate enough to make it across without falling in and being killed. Because Jimmie was at the river side when Uncle Pete began to cross the river and did nothing more than he did to stop him he feels worse than ever. This terrible feeling of guilt Jimmie has last only until a special party with his relative which provides him with the understanding to face life no matter what happens instead of running away. The novel is fast-moving a nd does a good job of holding your attention until the end. The climax of the story is when Mrs. Little all the sudden decides to have a party which will bring together all of their family that is still living.

Minority Report (Important Idea)

In the film â€Å"Minority report† important ideas are demonstrated to the audience. The director of this film â€Å"Steven Spielberg† uses the technique of symbolism to support the interesting idea of freewill vs. destiny. In minority report, the idea freewill vs. destiny is portrayed through the protagonist ‘Chief John Anderton’, a confident leader of the â€Å"Pre-Crime† organisation. One of the main issues the film raises is whether the future is set or whether free will can alter the future. We don’t choose the things we believe in, they choose us. † Steven reflects the major idea of freewill vs. destiny by Anderton’s approach towards his prey Leo Crow. However there is also the added question of whether the pre-cogs are correct. Perhaps from Anderton’s point of view, he wasn’t going to kill Leo Crow, but being set by a clever and knowledgeable criminal (Lamar Burgess) who wants Anderton out of his way. The film indicates that Anderton’s knowledge of the future may actually be the factor that causes Leo crow’s death. The pre-cog Agatha also states that since Anderton knows his future, he can change it. This is describes as the main paradox regarding free will vs. destiny in the film. Is it possible that the act of accusing someone of a murder could begin a chain of events that leads to the ‘muuuuurrr-ddeerrr’? In Anderton's situation, he runs because he is accused. The only reason he ends up in circumstances where he might be forced to kill is because he is a hunted man. If Anderton wasn’t accused there would be no question of him committing a criminal act. The prediction drives the act – a self-fulfilling prophecy. He was displace in a circle, unsure of which way to turn. â€Å"Sometimes in order to seek the light, you have to risk the dark. † This idea of free will vs. destiny is worth learning about because it does not only apply to John Anderton in the film, an idea similar to this applies to lots of citizens around the world who believe in such a thing like destiny†¦

Personalidad: Proposito de Las Teorias, Caracteristicas Y Y El Papel de La Funcion Cerebral En Personalidad

TEORIAS BIOLOGICAS: SE CENTRAN EN ASPECTOS FISICOS Y FISIOLOGICOS. Teorias biologicas: se centran en aspectos fisicos y fisiologicos. Teorias psicologicas. Se incluyen aqui tres versiones: por una parte tenemos la teoria psicoanalitica; en segundo lugar esta la rama conductista, basada en relaciones estimulo-respuesta; por ultimo, el enfoque cognitivo, que parte de la base de entender nuestra mente como un ordenador, con propias leyes de almacenamiento y procesamiento de la informacion. Teorias socioculturales. Estas teorias se centran en el estudio del sujeto dependiendo del ambiente cultural en que se desarrolla. TEORIAS BIOLOGICAS: TINY DYNAMITE Cuando nos referimos a las teorias biologicas de la personalidad, debemos tener presente que son aquellas que se interesan por el estudio de la personalidad desde dos perspectivas. Por un lado, parten del hecho de que una gran parte de la personalidad viene determinada geneticamente. Por otro lado, otorgan cierta relevancia al aspecto fisico como determinante en el desarrollo de la personalidad. E. Rojas senala que estas teorias son tan antiguas como la propia ciencia de la psicologia. Los antiguos estudiosos griegos ya habian establecido lo que se conoce como la teoria de los cuatro humores. Entendian que la personalidad estaba predefinida dependiendo del nivel existente de los cuatro tipos de fluidos, tambien llamados humores. Asi, la sangre, la flema, la bilis amarilla y la bilis negra daban origen a cuatro temperamentos: Un exceso de sangre conducia al sanguineo que desarrollaria una personalidad caracterizada como optimista, alegre, abierto, extravertido y de apariencia saludable y agradable. Una abundante cantidad de linfa define al flematico. Serian personas lentas, apaticas, siempre con tendencia a la inactividad motivada por el cansancio y la abulia. En tercer lugar tendriamos al colerico, definido por un exceso de bilis amarilla. Sera una persona irascible, fuerte, agresiva por naturaleza, combativa e impulsiva. Finalmente, la excesiva bilis negra conducia al melancolico, convirtiendolo asi en una persona triste, decaida y con una vision de la vida excesivamente pesimista. E. Rojas senala que ya en el siglo XX, la clasificacion que tuvo mayor fortuna fue la de E. Kretschmer3 (1926). Kretschmer intento establecer una union entre los aspectos fisicos, es decir, la morfologia de los sujetos, y la forma de ser, reaccionar, actuar. Llego asi a clasificar la personalidad en cuatro tipos y, dependiendo de estos tipos, establece la tendencia a sufrir algun tipo de trastorno o enfermedad psiquica. El leptosomico sera un sujeto de alta estatura, cuerpo delgado y aparentemente fragil. Le caracteriza la hipersensibilidad, es introvertido, idealista y presenta grandes dificultades en el contacto interpersonal. El leptosomico tiene una inteligencia mas profunda que expresa y presenta facilidad para el pensamiento abstracto. El picnico, sin embargo, es de baja estatura, el cuerpo ancho y miembros flacos. Su estado animico oscila continuamente entre la alegria y la tristeza. Tiene facilidad en el proceso comunicativo, es abierto. Es un sujeto con una inteligencia mas extensa que el leptosomico, no tan profunda, lo que lleva a que su forma de pensar y actuar sea concreta y siempre practica. El atletico tiene una figura herculea, su forma de ser es perseverante, con explosiones de caracter en ocasiones. Su pensamiento es de escaso relieve. El displasico viene determinado como una mezcla de caracteristicas de las tres categorias anteriores. Una clasificacion similar es la que establece W. H. Sheldon4 (1939), discipulo de Kretschmer. Identifico tres dimensiones basicas: endomorfico, mesomorfico y ectomorfico. El endomorfico se corresponderia con el picnico, el mesomorfico con el atletico y el ectomorfico con el leptosomico. W. H. Sheldon anade que, atendiendo a esta clasificacion, el individuo sera mas propenso a desarrollar un tipo determinado de enfermedad psicologica. Asi, el endomorfico sera mas susceptible a padecer enfermedades psicologicas afectivas-depresivas. El mesomorfico, debido a su tendencia a la lucha y el esfuerzo por conseguir sus propias metas, sin importarle el dolor o sufrimiento y receloso o desconfiado por naturaleza, tendra mayor posibilidad de sufrir algun tipo de enfermedad psicologica que se incline hacia lo paranoide. Los ectomorficos tienen una psicologia que Sheldon denomino cerebrotomica, es decir, les caracteriza el autocontrol y dominio de si mismos, prefieren la soledad y saben enfrentarse a sus propios problemas. La enfermedad psicologica surgiria cuando alguno de estos aspectos tienda al desequilibrio. Abi Morgan no caracteriza a sus personajes desde un punto de vista morfologico, los datos que establece vienen relacionados con la edad, el estado civil y la profesion. Nosotros, como lectores activos, podemos llegar a imaginarnos la estructura fisica de los personajes. Formamos nuestra propia imagen de como podria ser ese personaje dependiendo, por un lado, de los datos anteriormente citados por la autora y, por otro, de la forma de actuar e interactuar de esos personajes, por lo que no considero muy oportuno establecer una clasificacion de sus personajes atendiendo a esta teoria, ya que la propia autora no determina estas caracteristicas. Aun asi, es una teoria muy interesante para poder llevar a cabo el proceso contrario cuando se proceda a la posible caracterizacion escenica, es decir, atendiendo a la personalidad y rasgos se puede llegar a determinar un fisico especifico. El Dr. C. George Boeree5 (1997) senala que la teoria temperamental desarrollada por H. Eysenck6 ha significado un gran avance en las teorias biologicas de la personalidad. Aunque es un conductista que considera los habitos aprendidos como algo de gran importancia, considera que las diferencias de nuestras personalidades vienen determinadas por la herencia. Segun Eysenck, el temperamento es un aspecto de la personalidad con el que se nace y las diferentes personalidades parten del aprendizaje y el desarrollo temperamental en el transcurso de las vivencias individuales. Eysenck senalo que el temperamento tiene dos dimensiones principales: ‘neuroticismo’ y extraversion-introversion. El ‘neuroticismo’ es la dimension que oscila entre las personas tranquilas, calmadas, equilibradas, y las nerviosas en exceso, de forma incontrolada, quienes tenderan a sufrir con mayor frecuencia una gran variedad de trastornos nerviosos o neurosis. Este exceso nervioso viene determinado por la respuesta que muestra el sistema nervioso simpatico7 ante situaciones determinadas. Dependiendo del nivel de respuesta del sistema nervioso simpatico, podemos establecer una caracterizacion de los individuos como mas o menos propensos a sufrir algun tipo de trastorno neurotico. Otra dimension del temperamento formulada por Eysenck es la conocida como extraversion-introversion. Su hipotesis consiste en que una persona extravertida tiene una fuerte inhibicion, es decir, ante un trauma, la respuesta de su cerebro le protege. Una persona introvertida en la misma situacion de estimulacion excesiva, no es protegida lo suficiente debido a que le caracteriza una pobre inhibicion, y, por tanto, es mas susceptible a sufrir un trauma.