Mall Preferences Essay Essay Example

Mall Preferences Essay Essay Example Mall Preferences Essay Essay Mall Preferences Essay Essay Mall Attractiveness and Shopping Preferences is a survey conducted to happen out what variables attract shoppers to a promenade. their penchants and how mall operators should see this important analysis to implement an effectual scheme to place their scheme. The survey involved five major shopping promenades in Davao City: SM City Davao. NCCC promenade of Davao. Gaisano Mall of Davao. Gaisano South City Mall and Victoria Plaza. Factor analysis is applied for this survey and complimented by a bunch analysis of the demographic features of the respondents. The respondents composed of promenade shoppers who were every bit apportioned across the promenades and clustered harmonizing to categorizations: Traditional shoppers. Finish Shoppers and Enthusiastic shoppers. The consequence of the survey reveals that SM City of Davao is good positioned in pulling shoppers. the promenade is favored by clients in footings of promenade statics. service. publicity and amusement. SM is followed closely by NCCC promenade of Davao and Gaisano Mall of Davao. while Gaisano South City promenade and Victoria Plaza were far behind in their market placement and viability. Ever since its being. shopping malls become the built-in portion of the shoppers’ life style because of the convenience. amusement and products’ handiness it offers to the consumers. no uncertainty. these constitutions helped heighten the daily life of the people. With several promenades mushroomed in the metropolis in recent old ages. people have given broad picks based on their demands and leisure like where to pass clip adhering with friends and love 1s and where to shop. Promenade operators. due to stiff competitions. must make up ones mind what positioning schemes they would implement to entice consumers and travel in front with their rivals. In this survey. which factor analysis is applied. promenade operators were given an thought what are the important factors that drive shoppers to a shopping promenade. The respondents of this survey. which were exhaustively clustered into three classs. stand for all the socioeconomic categories of the society. which is really specific for the survey to hold an accurate consequence in placing shoppers’ penchants on what promenade attributes they will be easy attracted. The survey. which revealed SM City of Davao as the most preferable followed by NCC promenade of Davao and Gaisano promenade of Davao. Tells exactly the existent and existent sentiments of shoppers in the metropolis on where they would desire to travel to for pleasance and for shopping activities. I do agree with the consequence that Gaisano promenade of Davao ranked high among the top three promenades in footings of handiness because of its propinquity to the downtown country where most pupils and professionals are populating. though the survey revealed that this lead is really slender. it is still a large factor for Gaisano promenade operators to carefully tap their best resources in pulling clients in order to keep its trueness. giving them a competitory border against NCCC and SM in pulling more shoppers. SM City clearly shows its best advantages against rivals because of implementing a good placement and selling scheme. it caters and answers the demands of shoppers why they want to travel to the promenade in the first topographic point. because most of the respondents can be categorized as immature grownups. professionals and fun-loving persons. their penchants are ever be on the amusement. convenience. elegant merchandises and good promenade atmosphere. These shoppers can be easy attracted with a promenade ambiance that is favourable to their lifestyle picks. This consequence of the most preferable promenade in Davao does non follow that most shoppers are monetary value witting. this lone tells that. particularly the immature respondents. most shoppers prefer an constitution that is extremely advanced. friendly. holding cool trade names of merchandises and offers a terrific environment for socialising with friends. Therefore. the recommendations presented is appropriate as immature shoppers are easy attracted to an environment which offers amusement. greater value of ware and fashionable comfortss. but the buying power of the shoppers should non be ignored as shoppers from category C and D are possible market. Promenade operators should besides equilibrate the elements mall atmosphere advanced merchandises and moderate pricing of the ware.

How to Make a Phosphate Buffer Solution

How to Make a Phosphate Buffer Solution The goal of a buffer solution is to help maintain a stable pH when a small amount of acid or base is introduced into a solution. A phosphate buffer solution is a handy buffer to have around, especially for biological applications. Because phosphoric acid has multiple dissociation constants, you can prepare phosphate buffers near any of the three pHs, which are at 2.15, 6.86, and 12.32. The buffer is most commonly prepared at pH 7 using monosodium phosphate and its conjugate base, disodium phosphate. Phosphate Buffer Materials Monosodium phosphateDisodium phosphateWaterPhosphoric acid to make the pH more acidic or sodium hydroxide to make the pH more alkalinepH meterGlasswareHot plate with stirring bar Prepare the Phosphate Buffer Decide on the concentration of the buffer. Most buffers are used at a concentration between 0.1 M and 10 M. If you make up a concentrated buffer solution, you can dilute it as needed.​Decide on the pH for your buffer. This pH should be within one pH unit from the pKa of the acid/conjugate base. So, you can prepare a buffer at pH 2 or pH 7, for example, but pH 9 would be pushing it.Use the Henderson-Hasselbach equation to calculate how much acid and base you need. You can simplify the calculation if you make 1 liter of buffer. Select the pKa value that is closest to the pH of your buffer. For example, if you want the pH of your buffer to be 7, then use the pKa of 6.9: pH pKa log ([Base]/[Acid])ratio of [Base]/[Acid] 1.096The molarity of the buffer is the sum of the molarities of the acid and conjugate base or the sum of [Acid] [Base]. For a 1 M buffer (selected to make the calculation easy), [Acid] [Base] 1.[Base] 1 - [Acid].Substitute this into the ratio and solve:[Base ] 0.523 moles/L.Now solve for [Acid]: [Base] 1 - [Acid], so [Acid] 0.477 moles/L. Prepare the solution by mixing 0.477 moles of monosodium phosphate and 0.523 moles of disodium phosphate in a little less than a liter of water.Check the pH using a pH meter and adjust the pH as necessary using phosphoric acid or sodium hydroxide.Once you have reached the desired pH, add water to bring the total volume of phosphoric acid buffer to 1 L.If you prepared this buffer as a stock solution, you can dilute it to make up buffers at other concentrations, such as 0.5 M or 0.1 M. Advantages and Disadvantages of Phosphate Buffers The two key advantages of phosphate buffers are that phosphate is highly soluble in water and that it has an extremely high buffering capacity. However, these may be offset by certain disadvantages in some situations. Phosphates inhibit enzymatic reactions.Phosphate precipitates in ethanol, so it cant be used in preparations to precipitate DNA or RNA.Phosphates sequester divalent cations (e.g., Ca2 and Mg2).

Reflexivity and self identity Dissertation Example | Topics and Well Written Essays - 5000 words

Reflexivity and self identity - Dissertation Example The main purpose of this study is to explore and apply Giddens’ theories on reflexivity and self identity in the case of non-native English speaking teachers who teaches the English language in Asian countries. To give the readers with better understanding about the chosen research topic, this report will first discuss the theory of Anthony Giddens with regards to reflexivity and self identity. Eventually, these theories will be applied in the case of non-native English speaking individuals who are currently teaching the English language in Asia. Social barriers of effective teaching include the ability of the teacher to teach proper English grammar among others. Based on the identified social barriers that could impede the professional progress of non-native English speaking teachers in Asian countries, a list of study recommendations based on Giddens’ theories will be tackled in details in order to give the readers a better idea on how non-native English speaking teac hers could improve the quality of teaching services given to students who are studying the English language. ... rely its persistence over time in such a way that philosophers could speak of ‘identity’ of objects or things but in contrast to the self as a generic phenomenon which presumes reflexive awareness†. In modern theory of sociology, sociologists believe that self identity will continue to improve and will remain â€Å"undamaged† (Calhoun, 2003, p. 118). Even though Descartes (1988, p. 115) acknowledges the link between the human body, the mind, and the soul, he clearly explained that he strongly believe in the idea that self is simply referring to the soul or the human mind alone but not the human body. With regards to the concept of self in relation to moral orientation, self is described as being â€Å"inwardness† in the sense that self is being compared or identified as an object close to God (Descartes & Locke, 2003, p. 514). Similar to Descartes’ idea, Locke also agree that the human body and soul are two separate things that are closely rela ted to one another. For this reason, Locke (1996, p. 124) considers human beings or self as â€Å"a substance that is capable of thinking†. With regards to the idea that self which is â€Å"perceived by the mind† is an external object that is a significant part of self identity (Descartes, Selected Philosophical Writings. Trans. John Cottingham, et al., 1988, p. 132), Locke’s idea on self was based on the theory as publicly introduced by Descartes. As part of modifying Descartes’ idea about self, Locke (1996, p. 49) categorized self as having two major qualities known as the human body as the object and the part of self which is indirectly a part of the object such as the ability of each individual to sense or perceive something. ‘ Descartes and Locke considers human beings as a something that is composed of machines

Feministic justice and revenge upon patriarchal misogynists Essay

Feministic justice and revenge upon patriarchal misogynists - Essay Example This essay demonstrates that in GDT and BQ acts of feministic revenge are conducted as a means of claiming justice and reclamation of power from patriarchal characters who have abused their position of power. Conversely, in EH justice is only found through the legal system. Also, in GDT and BQ the heroines escape/are free at the end of the films, this implies, either rightly or wrongly that their actions were justified in the eyes of their respective societies and cultures. In EH, however, two of the main characters are killed by males, one by a boy and justice was only served for Yeter’s death in Germany. The films all demonstrate recognition of patriarchal ills conducted against women in each of the societies, and the women’s rights to seek justice. They do this in different manners, however, according to the cultural norms of the films’ characters. In GDT the woman is equal in all ways and can seek a violent revenge for herself. In BQ she can be strong and vio lent but still requires the support of men; she is not entirely equal. In EH women only have equality in the eyes of the law.  This essay demonstrates that in GDT and BQ acts of feministic revenge are conducted as a means of claiming justice and reclamation of power from patriarchal characters who have abused their position of power. Conversely, in EH justice is only found through the legal system. Also, in GDT and BQ the heroines escape/are free at the end of the films, this implies, either rightly or wrongly that their actions were justified in the eyes of their respective societies and cultures. In EH, however, two of the main characters are killed by males, one by a boy and justice was only served for Yeter’s death in Germany. The films all demonstrate recognition of patriarchal ills conducted against women in each of the societies, and the women’s rights to seek justice. They do this in different manners, however, according to the cultural norms of the filmsâ₠¬â„¢ characters. In GDT the woman is equal in all ways and can seek a violent revenge for herself. In BQ she can be strong and violent but still requires the support of men; she is not entirely equal. In EH women only have equality in the eyes of the law.   The feministic themes of revenge in GDT and BQ do not, however, serve to progress any culture.   There is no message that violence is not an acceptable cultural practice in any of the respective countries and the means of justice portrayed in these two films is not a common one in the real world. The actions of the real-life â€Å"Bandit Queen† are an exception rather than the norm. Justice through legal action in EH is a more accurate portrayal. In spite of this, it is apparent that the cold murder and lack of justice for Lotte and the abilities of men to threaten and control Yeter show that Turkish cultural attitudes to gender equality remain far behind those of European societies. In a world of increasing gender equ ality, however, the portrayal of gender violence against men as opposed to women is merely a dramatized portrayal of gender equality.

Lenins View of Economic Policies in Russia Essay Example for Free

Lenins View of Economic Policies in Russia Essay Lenins view of economic polices in Russia between 1917 and 1923 was shaped by the factors of War Communism, and the New Economic Plan (NEP). Lenin realized that to have a successful economy and to keep the idea of equality in Communism there had to be a compromise; there needed to be a balance of state control and individual incentive for the economy to prosper. Through the failure of War Communism and the success of the economy and the drift away from Communism with the NEP; Lenin learned the dos and donts of a successful economy. Lenin described what the country needed to do to have a successful economy, he said, We have found that a degree of private commercial interest, with state supervision and control of that interest, is all we actually need (doc. 5). This shows how both War Communism and the NEP were factors that shaped Lenins compromising idea of what a economy needed to be successful. The War Communism policy was adopted to keep the Red Army supplied. During War Communism the government took control of industry, and told factories what to produce; and the government would take any grain that was produced by the farmers. The Cheka would steel the grain that the farmers produced, this made the farmers angry and they no longer had any incentive to grow crops because the crops would just be taken away from them. Also money became worthless, wages were paid in food or other goods, and many people bartered goods instead of using money. The situation for the farmers and the peasants got worse. By 1921 Russias economy was shattered. Industrial production had drastically decreased; and the cities were in chaos. Agriculture had been demolished. War Communism was put in affect to increase the productivity of both industrial goods and food, but the workers and farmers saw no point in putting in the effort if in the end it would be taken away from them. War Communism led to the destruction of the economy of Russia. Lenin finally admitted that War Communism was a mistake, he said, The small farmer needs a spur, and incentive that accords with his condition We are very much to blame for having gone to far; we overdid the nationalization of industry and trade, clamping down on the local exchange of commodities. Was that a mistake? It certainly was. (doc. 4) This quote is an example of how Lenin realized that he had made a mistake and this quote also shows that Lenin understands that the workers and farmers need an incentive to work; with an incentive the economy will grow. Lenins view of economic policies was greatly influenced by the failure of War Communism, and by the failure he was able to figure out another system that would revive Russias economy. Lenin realized that to have a successful economy the people have to have the incentive to work. Lenin also knew that if he did not improve the economic state of Russia that the Communists would not survive; War Communism took the safety net away from the Communists. Lenin had to act quickly to figure out another policy that would make the people want to work, and to revive the economy. In 1921 the NEP was created to fix the economy. Lenin created this new policy to try to burst the morale of the people and make them want to produce more grain or products. The transition form War Communism to the NEP was drastic, the people had to change there lives to fit this new, more capitalists society. Though the change to a more capitalist economy, the NEP was successful in jump starting the farming production, for example. Lenin says, Release of [surplus goods] into circulation would stimulate small farming, which is in terrible state (doc. 4) This is a great example of how Lenin realizes why he needs to change from the War Communism to the NEP, for a least one reason to increase the amount of grain produced. The creation of the NEP changed many laws that were once holding Russias economy back. Grain requisitioning was stopped. Grain was no longer taken from the peasants. Also traders could buy and sell goods, which was illegal during War Communism. Smaller factories were returned to their former owners; and they were allowed to sell the goods they made and make a profit from them. Finally larger industries like coal and steel remained under state control; but some larger factories were able to sell their products. These were some of the main differences between War Communism and NEP. During the NEP the economy prospered, because people were now allowed to keep some of the goods they made and then sell them for their own profit. This made the people want to produce more so they could have more for their family. Lenin described some of the good affects that the NEP had, he said, We have achieved much with our requisitioning system. Our food policy has made it possible in the second year to acquire three times as much grain as in the first. (doc. 2) Lenin was talking about the great increase in the production of grain, this great increase was directly related to the NEP; because the peasants could keep some of the grain they made which gave them an incentive to work hard. Communists were angry because they saw the country returning to capitalism. They did not like the fact that bosses of factories called kulacks could hire men to work for them. Also Communists disliked the Nepmen, because they made a high profit by buying goods cheaply and then selling them for more. Though the NEP revived the economy, people, especially peasants were unhappy with the new capitalist society. Lenins view of economic policies was changed through the NEP, he knew that people need the incentive to work, but he also knew he could not give the people to much economic freedom; the idea of balancing the policy of War Communism and NEP was Lenins final view of how to keep the people happy and to sustain a great economy.

Distance Learning and Black Board Essay -- essays papers

Distance Learning and Black Board Distance learning is when students take courses by using some form of communication other than face to face communication with an instructor. This type of learning has been used since as far back as the 1800’s when adults would learn handwriting by ordering lessons through the mail (Cosgrove 2002). The technology for distance learning has been progressing for some time now. Iowa State University started to offer courses through television in 1934 (Cosgrove 2002). These days we use the Internet for distance learning. Distance learning has recently become more popular and more advanced; there are now programs that can help professors organize their online classes. Online classes are a convenient and simple way to communicate to a class and even run an entire classroom without even stepping out of your office. In a study it was found that â€Å"nearly 50% of higher education institutions currently engage in sometype of online learning† (Educational p.1). A popular program that many schools and professors use is Blackboard. Matthew Pittinsky and Michael Chasen along with a student-faculty group from Cornell University developed Blackboard in 1997 (Our History p. 2). They wanted to â€Å"transform the Internet into a powerful environment for the educational experience† (Our History p.1). Blackboard now has over 500 clients who use their products (â€Å"Blackboard Timeline† p.5). If Blackboard has over 500 clients now, think about how well they will do when the technology develops more. Online classes are something that will continue to progress into the future. The Blackboard program is currently available for schools with grades K-12, Higher education, Corporate and Government businesses (Demonstrations and... ...tance Learning.† Retrieved December 1,2004. http://www.instudy.com/articles/saww6a03.htm Gottschalk, Tania H. March 5,2004. â€Å"Guide #1:Distance Education: An Overview†. Retrieved September 26,2004. http://uidaho.edu/eo/dist1.html. Shamber, Linda (1988). â€Å"Delivery Systems for Distance Education.† Eric Digest. Retrieved September 26, 2004, from Eric Digests (ED304111). Towson University. Retrieved October 3, 2004. http://wwwnew.towson.edu/facultyonline/TutorialsAndResources/. Towson Univeristy. Retrieved October 3, 2004. http://www.towson.edu/learnonline/faq.html. Towson University. Retrieved October 3,2004. http://wwwnew.towson.edu/facultyonline/tutorialsandresourses/helpsheets/ removingareasofbb/index. â€Å"Online Degrees, Online Degree Programs, and Online Universities.† Retrieved December 1,2004. http://www.online-degree-information.com/.

Twelve Angry Men Exposes the Weaknesses of the Jury System as Well as Its Strengths

Twelve Angry Men exposes the weaknesses of the jury system as well as its strengths – The Jurors within Twelve Angry Men portray individual aspects of a 1950s American culture, all with their own take on the American Jury system. The closed minded, sheep like attitudes of the Jurors illustrates the McCathic mentality of the public which directly reflects the weaknesses within the American Jury system. Though flawed in many aspects one juror displays the key strength in the American justice system when dealing with serious crimes, a unanimous vote must be accomplished through the consideration of reasonable doubt. The question remains throughout if Juror 8 had not been present would the verdict of been the same? Would reasonable doubt of been taken into consideration? And was the American justice system strong enough to uphold their value of innocent until proven guilty. Throughout the play there are many references to the judicial concept of â€Å"reasonable doubt†. This theme is a thread that runs its way through all the deliberations and eventually exposes the weakness of the whole system as well. Reasonable doubt can be a very difficult term to understand. If a jury has any reasonable doubt that the accused may not have committed the crime, then it must enter a not guilty verdict. Each person has their own opinion of the term reasonable doubt and therefore there is much contrast found across the jury room exposing the weak point in the American judicial system. None of the jurors believe they were cheating the accused out of a fair trial or had any initial doubt in their minds that he was guilty and yet as the case is further picked apart each juror finds a point of clarity in the unravelling of evidence and a better understanding of the term reasonable doubt. A juror’s individuality is a clear fault in the American jury system as the truth or the facts are never the same in the mind of another. With individuality also come strengths. If it had not been for juror 8# the accused would of surely of been found guilty, as the intellect of one courageous man slowly turned the verdict around. With a string of evidence that 8# slowly brings forward such as the replica murder weapon and the re-enactment of the neighbours shuffle to the front door to become an eye witness to the killers escape each juror sheds a different light on the events. After gaining the trust of one elder the others follow ‘it’s not easy to stand along’ and yet juror 8# shows the view of the minority in his refusal to be intimidated with the majorities McCathic method and the subtle backing of a wise old man, together shows the strength that one can have on the judicial system and the outcome of a very serious case. It is clearly evident the polarisation enforced within the judicial system as a result of naivety and ignorance of a typical jurors regarding legal concern exposing with it underlying weakness. In relation to the plays characters it is clear that personal bias is seeping into the grounds of which the case is built on creating instabilities regarding plausibility. Such opinions are depicted by juror 3 and his personal inclusion of his own son into the decision making process creating prejudice that all of â€Å"these kids† are of the same substance. If it was not for the brave actions of juror 8 in standing up and pointing out â€Å"he is not your son† then a verdict would have been reached based on the jurors own personal conflicts expressing with it an underlying weakness of the American jury system and community perspective. There are many individual aspects that add to the pros and cons of the 1950s American jury system. These are shown subtly through 12 angry men’s contrasting personalities and the process in which t they come to their decision.

The Team Leader Assembly Department

This evaluation will focus on the job of team leader assembler for the can manufacturing firm. The major components, tasks and responsibilities required for this position include: good manual dexterity, the ability to assemble components, the ability to stand for extended periods of time, ability to operate various plant equipment including conveyers and counting machines, good manual dexterity, attention to detail, ability to engage in repetitive motions. Independent judgment is required to inspect components and visual acuity is necessary to ensure that only the best quality products are passed through the assembly line. The team leader of the assembly unit is also responsible for coordinating communication and working relations with all team members. The team leader is also responsible for ensuring the safety of all members of the team, for tracking time cards, for ensuring that all team members are cross-trained in job functions and to ensure that productivity goals are met in a timely fashion. Basic job description includes assembling and performing all steps vital to product production in accordance with specifications for product design. This position can cultivate a sense of intrinsic motivation by allowing the team leader a certain level of autonomy while supervising the work functions of other responsibilities. Team leaders are also responsible for scheduling employees, addressing minor disputes among employees and for the quality of work produced by their team. For many the ability to lead and represent a unit of employees is in an of itself enough to encourage intrinsic motivation, depending on what factors motivate the individual team leader. The team leader position also offers more financial incentives than other positions, which contributes to motivating the employee in this role. Company wide rewards offered all employees include a comprehensive profit sharing plan that allows all employees to enjoy the rewards the company reaps when the company is doing well. This type of award however, many not prove as motivating for a team leader, as profit sharing awards generally appeal to higher ups in the company who have more capital to invest and are often afforded more profit sharing opportunities within the company (Greider, Logue & Yates, 2001). Management for example, often enjoys many of the benefits associated with profit sharing in the company. Real employee ownership may come in other forms including allowing employees to participate in important decision-making processes within the organization (Greider, Logue & Yates, 2001; Schneier & Shaw, 1995). Praise recognition does exist within the company, and is currently part of the performance review system. The current performance review system is provided employees once per annum to provide employees a critique of their performance during the year. The team leader clearly would receive much praise and encouragement for meeting the goals and expectations outlined by his or her supervisor and for ensuring that his or her team succeeds during the year. The performance appraisal system currently reflects the accomplishments and achievements of the individual team leader, rather than reflect on the accomplishments of the team unit however. This may provide some level of motivation for the team leader, but ultimately does not provide as comprehensive a review as might a group performance review that reflects on the achievements of the team. Such a review might provide the team leader with more insight into how their actions affect the success and ability of the team, and the team's contributions to the company as a whole. It might also serve to improve communication more among team members. Goals are used in the company for this position in many ways. The team leader meets with his or her supervisor during the annual performance review, at which time goals are set for the year. These may include for example, ensuring that all parts and products are assembled in a timely fashion, ensuring that all team members come to work on time and that absenteeism is limited, and ensuring that group communication is amply facilitated within the organization. The team leader also meets with team members once per month to discuss their team goals. This may include ensuring that all products assembled meet stringent quality guidelines or ensuring that zero defects are realized within the scope of products assembled by the team. Generally goals are used in the company as a motivator and as an educational tool, allowing each member of the organization to realize what the company's aims and objectives are for the year, and helping individual employees realize what their place is in relation to the company's goals and objectives. The goal system is relatively effective for this position, though it may benefit with some targeted changes. The job redesign for the position of team leader will entail a strategic job redesign and assessment that includes contributions from employees. Job redesign can serve as a useful tool for increasing a job's motivating potential â€Å"depending on the job categorizations† that result from job redesign (Kulik, 1989). For these job categorizations to be truly motivating and encourage greater intrinsic employee motivation they must encourage participation and feedback from the employee whose job is being redesigned. Much research including that presented by social information processing theorists suggests that employees' evaluation of their jobs motivating potential is influenced by multiple factors including clues provided by their social environment (Kulik, 1989). This suggests that an environment that supports a job as worthwhile and beneficial is more likely to encourage employees to remain motivated an interested. Thus a job redesign should consider factors that lead to social evaluation of the job, such as job title. In this case the designation â€Å"team leader† suggests that the job incumbent has some level of authority, lending itself to a certain amount of respect and authority, and likely serving to increase employees intrinsic motivation. Other motivating factors are based solely on job content. Hence it may be important to evaluate the job's content and determine whether additional responsibilities would add to motivation or decrease employee motivation. Thus the content and responsibilities of the team leader must also be assessed as part of this redesign. Schippmann (1999) suggests redesign that focuses on the concept of â€Å"strategic job modeling† a job redesign process that focuses more on people working in jobs and encourages employers to collect information about the people working in their jobs to help guide efforts â€Å"to select, build or modify the components of a human resources system to achieve an organizationally relevant outcome† (3). This theory suggests that more accurate information to help guide decisions regarding job redesign may be gathered when individuals working within a position are consulted about the job redesign process. Cronshaw (1999) along similar lings suggests that it is important to consult with employees as much as it is management to ensure that job redesign occurs in a functional manner and works to enhance employee motivation. One important component of job redesign in the manufacturing environment includes providing a performance measurement and rewards system that supports the use of teams (Schneier & Shaw, 1995). The current performance review system adopted by the company still works too diligently to review the individual performance of the team leader rather than address the collaborative efforts of the team. There is much to be said however of measuring the performance of teams (Frohman, 1995). For the position of team leader, the following recommendations are necessary to help promote intrinsic motivation and boost the productivity of the team leader and his or her underlings: (1) the performance review process for team leader must be modified to reflect the contributions not only of the team leader but also of the team (2) the job should include cross training for the team leader with assemblers but also supervisors and managers within the assembly department to promote greater knowledge sharing and understanding of how other job roles influence the assembly line (3) the team leader should be provided an opportunity to participate in a rewards based program that promotes bonuses for achieving goals established at the annual performance review (4) the team leader should be provided the opportunity to engage team members more fully and participate more in their performance review processes and (5) the team leaders job should be benchmarked with other team leader or supervisory positions within other companies to ensure that the job content matches similar job descriptions, titles and pay within other industries. Let's examine each of these components more thoroughly. First, it is vital in a team-oriented situation that the performance review process reflects not only the achievements and accomplishments of the person assessed, but also the rest of the team. This will encourage the team leader to actively engage team members and participate more fully in communication efforts, knowledge sharing and strategic planning at the team level. It also encourages the team leader to be more accountable for the actions of the team as a whole. If the team for example, performs poorly during the year despite good attendance and performance on the team leaders part, it is still important that the team's performance is reflected in the performance appraisal process so recommendations for improvement may be made. Second, team leaders should be provided the opportunity to learn more about the inner operations and workings of the company as a whole. The best way to facilitate this process is through cross training, allowing the team leader a birds eye view of what other supervisors and front line employees do in the organization, how their work affects the assembly line, and remind the team leader of the importance of interpersonal communication and knowledge sharing among all levels of the organization. The team leader should also be provided more rewards incentives for work well done. While a profit sharing program is beneficial to higher ups as discussed earlier, it provides little intrinsic motivation many times for front line employees (Frohman, 1995; Greider, Logue & Yates, 2001). A more appropriate rewards or incentives program may focus on providing the team leader with annual performance based bonuses. This can be achieved by establishing a set of goals or expectations that provide opportunities for bonuses when the team leader meets or exceeds expectations. Bonuses do not have to come in the way of financial compensation to be effective either (Cronshaw & Fine, 1999). The company may opt for example, to provide bonuses that include extra vacation days or paid time off to team leaders for meeting or exceeding their goal expectations. Presently the team leader provides a brief summary or dialogue as part of the review process for team members. The team leader may realize more motivation and have more desire to participate in performance reviews if afforded the opportunity to actually sit in on performance appraisals or reviews with team members. This will allow team members more feedback from their lead and help them realize the authority and status as well as the common interests the team leader has with them. Lastly, it is vital the job content of team leader matches that of other jobs in similar industries. At minimum annually the company should reevaluate the job content so that it accurately reflects similar jobs in the industry. On the same token it is important that the company elicit feedback from the incumbent so they can provide more detail regarding the job's functions and responsibilities, and so that the job can be modified to reflect actual responsibilities more fully (Cronshaw & Fine, 1999). This type of analysis will allow greater participation from the team leader in the redesign process and will therefore serve to increase motivation and enthusiasm for the job (Kulic, 1989; Frohman, 1995; Schippmann, 1999). This helps promote employee ownership in job functions and encourages more intrinsic motivation because the employee recognizes that they are an active participant in the job redesign process. It also helps stimulate interest in the job redesign process and ensures that the company is redesigning the job in a way that meets the employees as well as the company's needs, wants, goals and expectations.

Pablo piccaso essays

Pablo piccaso essays Pablo Picasso - what a name! Living proof that little people can grow to a colossus - Picasso - Full of energy, fun and play - I think he would like this pun, "He was rather short when he was alive and shrunk considerably after he died." We laugh at death in order not to cry. Very funny, yet undeniably serious, Picasso left us to ponder the worlds of comedy and tragedy in his work. A phenomenon, a genius, Picasso, leaving the world thousands upon thousands of original testimonials, recording his human experience: paintings, drawings, etchings, sculpture, design, ceramics, tapestries and prints. His production will exert its influence upon artists for thousands of years to come. Has there ever been another artist more controversial? Can't think of one. Like an atomic bomb, Picasso exploded upon the world - he once said that 'art had more power than an atomic bomb,' and he was right. The after shock of art goes on for a long time - 500 years is nothing for a good work of art - Leonardo da Vinci proved that, and he didn't come close to the production of Picasso. Â   The year 1900 was a turning point in the social history of mankind and Picasso slotted into that period very well. As a young man he was in the right place at the right time - Paris. When you think of all the changes that have taken place over the past one-hundred years, you soon realize what an enormous metamorphous that has taken place in human thinking. Directly or indirectly, Picasso had one of those creative minds responsible for changing the way millions of people think about this world. Â   His work was part of the necessary preparation needed to change our frame of mind, making the transition from Twentieth Century Man to Twenty First Century Man possible. That can't happen without gradual preparation requiring the common mindset between many individuals which eventually effects the whole. We grudgingly know that things change, but few are conscious enough to kno...

Overused LinkedIn Buzzwords of 2014 ... At Long Last!!

Overused LinkedIn Buzzwords of 2014 ... At Long Last!! The Power of  A  Single Word On Friday, I received two pieces of information that I would not normally put together into one blog, but they coincided too well to resist: 1. One of my clients, on the heels of an interview, wrote to me excitedly that the interviewer loved her resume- especially the word â€Å"unstoppable† in her summary section. The interviewer had never seen this word on a resume before. 2. LinkedIn came out with its list of Top Ten Global Buzzwords. Cautions LinkedIn: â€Å"Pledge to banish trite buzzwords [from your profile].† The article gives excellent advice on how to avoid using meaningless phrasing to describe yourself, as does my book, How to Write a KILLER LinkedIn Profile. I encourage you to read the article- and my book- for the tips they offer! Here’s the list of 2014s overused LinkedIn buzzwords: 1. Motivated 2. Passionate 3. Creative 4. Driven 5. Extensive experience 6. Responsible 7. Strategic 8. Track record 9. Organizational 10. Expert Are You Unstoppable? You might notice that â€Å"unstoppable†- the word that so impressed my client’s interviewer- is not on the list of LinkedIn buzzwords. It’s no coincidence that the word caught the attention of someone who probably goes through hundreds of resumes every week. I’m not advocating that you use the word â€Å"unstoppable† in your resume or LinkedIn profile, unless it is the absolute best adjective to describe you. I dont want to be â€Å"responsible for† adding â€Å"unstoppable† to next year’s list! Rather, I want you to find some language that doesn’t include the above trite words and phrases used by multitudes of LinkedIn users. (I’m willing to bet these are the words showing up most often on resumes too.) I also want you to comb through your resume and LinkedIn profile to see how many overused buzzwords show up. Then ask yourself how you can say things differently so that you don’t sound like everyone else. How  to Stand Out on LinkedIn Here’s a hint: Whereas anyone can claim to be motivated or creative, or to have a track record, not everyone can claim that they stepped into a competitive [insert type of] market and drove an organization from #2 to #1 worldwide, or that they conducted a multi-media campaign that increased a customer base by 500K. Whatever your achievements, get to the details and stop using the same words everyone else is using to â€Å"try† to sound good. It’s not working! Instead, use LinkedIn best practices for each section of your profile, especially your headline, job titles, special sections, skills expertise, and recommendations. That’s how you’ll call positive attention to what you have to offer. On a personal note, I must admit I’m saddened to see the word Expert on the buzzwords list, given that the word is in the name of my company. But that is something I’ll have to live with.

Women give up many of their naturally granted values in fight for Research Paper

Women give up many of their naturally granted values in fight for gender equality, which is often mistaken for sameness - Research Paper Example ich include physical attractiveness/sexual selection theory and other social theories like exposure, familiarity, personality, dependability and intelligence. The purpose of this research paper is to identify which of the two approaches are more likely to be used by the two genders – male and female. To this end, the paper will be written on the basis of the thesis that men are more likely to be drawn to a romantic partner because of physical or sexual attractiveness whilst women are more likely to be drawn to a romantic partner on the basis of their personality, exposure and other social features and statuses. In testing the hypothesis to prove or disprove it, there are numerous theories and concepts that can be brought to the fore formulate and draw logical conclusions. The first question that comes to mind is why men often seek female partners who are younger than them? It is obvious that women are more beautiful and more attractive sexually when they are younger, than when they grow older. Therefore, it can be generalized with a degree of accuracy that men go for younger women because younger women are more beautiful and sexually more attractive. Charles Darwin’s sexual selection theory indicates that in most cases, men tend to desire younger and more attractive women as a symptom of their mid-life crisis (Darwin 17). On the other hand, the parental investment theory that is put forward by Robert Trivers states that men subconsciously seek traits that show signs of fertility and strong genetic features which can be found more clearly in younger and sexually attractive women than men (Trivers 3). This creates a kind of subconscious mental situation whereby men look for women with strong genes. However, women are more oriented to think in relation to a partner who has long-term abilities because they think within the context of raising a family. Hence, women look beyond just physical traits and sexual attractiveness. They look for a man who has the social