Concept and History of the Liberal Feminism

The Great Cascadia Earthquake of 2xxx

The Great Cascadia Earthquake of 2xxx Cascadia is Americas own tectonic version of Sumatra, where the magnitude 9.3 earthquake and tsunami of 2004 occurred. Stretching off the Pacific shore from northern California some 1300 kilometers to the tip of Vancouver Island, the Cascadia subduction zone appears capable of its own magnitude 9 earthquake. What do we know about its behavior and its history? What would that great Cascadia earthquake be like? Subduction Zone Earthquakes, Cascadia and Elsewhere Subduction zones are places where one lithospheric plate plunges beneath another (see Subduction in a Nutshell). They create three kinds of earthquakes: those within the upper plate, those within the lower plate, and those between the plates. The first two categories can include large, damaging quakes of magnitude (M) 7, comparable to the Northridge 1994 and Kobe 1995 events. They can damage whole cities and counties. But the third category is what concerns disaster officials. These great subduction events, M 8 and M 9, can release hundreds of times more energy and damage wide regions inhabited by millions of people. They are what everybody means by the Big One. Earthquakes get their energy from strain (distortion) built up in rocks from the stress forces along a fault (see Earthquakes in a Nutshell). Great subduction events are so large because the fault involved has a very large surface area on which rocks gather strain. Knowing this, we can easily find where the worlds M 9 earthquakes happen by locating the longest subduction zones: southern Mexico and Central America, South Americas Pacific coast, Iran and the Himalaya, western Indonesia, eastern Asia from New Guinea to Kamchatka, the Tonga Trench, the Aleutian Island chain and Alaska Peninsula, and Cascadia. Magnitude-9 quakes differ from smaller ones in two distinct ways: they last longer and they have more low-frequency energy. They dont shake any harder, but the greater length of shaking causes more destruction. And the low frequencies are more effective at causing landslides, damaging large structures and exciting water bodies. Their power to move water accounts for the fearsome threat of tsunamis, both in the shaken region and on coastlines near and far (see more on tsunamis). After the strain energy is released in great earthquakes, whole coastlines may subside as the crust relaxes. Offshore, the ocean floor may rise. Volcanoes may respond with their own activity. Low-lying lands may turn to mush from seismic liquefaction and widespread landslides may be triggered, sometimes creeping along for years afterward. These things may leave clues for future geologists. Cascadias Earthquake History Studies of past subduction earthquakes are inexact things, based on finding their geologic signs: sudden changes of elevation that drown coastal forests, disturbances in ancient tree rings, buried beds of beach sand washed far inland and so on. Twenty-five years of research has determined that Big Ones affect Cascadia, or large parts of it, every few centuries. Times between events range from 200 to about 1000 years, and the average is around 500 years. The most recent Big One is rather well dated, although no one in Cascadia at the time could write. It occurred around 9 p.m. on 26 January 1700. We know this because the tsunami it generated struck the shores of Japan the next day, where the authorities recorded the signs and damages. In Cascadia, tree rings, oral traditions of the local people and geologic evidence support this story. The Coming Big One Weve seen enough recent M 9 earthquakes to have a good idea of what the next one will do to Cascadia: they struck inhabited regions in 1960 (Chile), 1964 (Alaska), 2004 (Sumatra) and 2010 (Chile again). The Cascadia Region Earthquake Workgroup (CREW) recently prepared a 24-page booklet, including photos from historic quakes, to bring the dreadful scenario to life: Strong shaking will last for 4 minutes, killing and injuring thousands.A tsunami up to 10 meters high will wash over the coast within minutes.Much of coastal Route 101 will be impassable due to wave and landslide damage.Parts of the coast will be cut off from inland cities when the roads are buried. Roads through the Cascades may likewise be blocked.For rescue, first aid, and immediate relief most places will be on their own.Utilities and transportation in the I-5/Highway 99 corridor will be disrupted for months.Cities may have significant fatalities as tall buildings collapse.Aftershocks will continue for years, some of them large earthquakes in themselves. From Seattle on down, Cascadian governments are preparing for this event. (In this effort they have much to learn from Japans Tokai Earthquake program.) The work ahead is enormous and will never be finished, but all of it will count: public education, setting up tsunami evacuation routes, strengthening buildings and building codes, conducting drills and more. The CREW pamphlet, Cascadia Subduction Zone Earthquakes: A magnitude 9.0 earthquake scenario, has more.

The Flat Woods On Top Of the Hill Essay Example | Topics and Well Written Essays - 1000 words

The Flat Woods On Top Of the Hill - Essay Example The year 1938 foster the town's transformation where it was incorporated under the name Flatwoods and correspondingly, the post office carries its new name. The newly named town is named after the areas of original topography which consists of a belt of flat wooded land, approximately sixty feet in elevation, which runs parallel to the Ohio River. This quiet and charming town was once rolling farmland with green gardens and active pastures. The people are ever so hard working and maintain a closely knit relationship among each other. It was a harmonious town where people help each other in life as in the death of a family. Aside from these, the people likewise enjoy hearty meals together over succulent dishes of foods. My fondest memory of the place was Mr. and Mrs. Wilburn. The Wilburns lived at the top of my street in a charming old farmhouse. The couple had lived in Flatwoods all their lives. It has been said that Mr. Wilburn had moved in the neighborhood of Flatwoods at around 1910. As a child, he has been my depiction of the way life has been. His large overpowering farmhouse stood majestically across our modest home. He drove his antique Model-T Ford around town like it was the newest thing from Detroit. He and his wife were kind and giving people. I particularly enjoyed visiting them at night in their porch where they would animatedly tell stories of the old times. The old man at 70, does not show any sign of aging as he lovingly tends to his overflowing fruits and vegetable garden. Being the kind-hearted couple that they were, they always gave us fruits and vegetables like apples and tomatoes, which in turn we bring home to our parents. Aside from this, another neighbor's house used to be a church. I have lived in Wilburn Street, which was named after the kind-hearted couple. My family's redwood ranch style house is with a small front yard, but with a large fenced-in backyard which sat on a dead end gravel street. The huge back yard is surrounded with healthy green oak trees and scented bushes, a perfect place to be one with nature or just spend a quiet afternoon with a book or sharing the afternoon sun playing games with friends. The house looked bigger than it really was because of the attached two car garage. There were large picture windows in the front that rose to the sky with flower boxes stretching around the house, such an ideal place for family bonding and get together. I have been blessed with a wonderful family.  Ã‚  

Critical analysis case study Essay Example | Topics and Well Written Essays - 4750 words

Critical analysis case study - Essay Example This paper reveals how interdependent sub-groups of decision-makers are when dealing with clinical cases. It is important that all parties involved in the clinical cares of a patient should offer strategic decisions that would be helpful in making the patient recovered quite quickly. The medical decision is needed to prescribe the right medical treatment for the patient; the nurses’ decisions are vital for handling the clinical requirements of the patient; the relatives of the patient also have to make serious decisions about the way to take good care of their family member who is sick. On several occasions, all these parties come together to work out the efficiency of their decisions so as to provide only the needed healthcare for the patient (Berner, 2007: pp.3-28) Daniel Young (name changed) was a construction worker that was diagnosed for kidney problem when he sought a medical advice as he constantly felt weak, tired, shortness of breath and perceived some swollen parts of his body. Dr. James (name changed) recommended that he should undergo Peritoneal Dialysis when he noticed that diet and medication would not help him recover soon from the rapidly failing kidney problems—this was due to the fact that Daniel sought medical help later than expected. He had previously thought that his demanding construction job was responsible for his body weakness and lethargy. His first few weeks at the hospital had produced an encouraging medical report: normal fluid exchanges, maintenance of appropriate weight, good metabolic activities and reduction in the frequency of symptoms appearance. Unfortunately, in a couple of weeks later, the patient’s condition had become quite worse: he grew hypotensive because of losing much fluid than necessary in his body, and doctor also detected there was some bacterial infection in the abdomen (peritonitis). Despite the application of appropriate medication

BSN - RN nursing Research Paper Example | Topics and Well Written Essays - 500 words

BSN - RN nursing - Research Paper Example The objective of this essay is to critically analyze BSN-RN nursing profession with regard to the nature, the scope and the qualifications required for the job along with reviewing the advantages and the disadvantages associated with the profession. The scope BSN-RN nursing is increasingly proving to be on a positive trend all across the globe. It has been estimated that during the period 2006 to 2016, a total a number of around 587,000 new job opportunities will be created in this profession (BLS, 2009). This projection within itself highlights the scope of Registered Nurses. Moreover this estimation proves nursing to be the sector to have the maximum of job opportunities in the mentioned period. The scope of the job is further reiterated as the in May 2006, the annual median earnings of Registered Nurses were $ 57280 (BLS, 2009). As far as the nature of the job is concerned, 59% of the BSN-RN nurses are placed in hospitals. The other avenues of work include home nursing and facilities like aged care and child care. In general, Registered Nurses work in Employment services, General medical and surgical hospitals, Home health care services, Offices of physicians and Nursing care facilities Florence Nightingale has opined that the role of nursing is catalyzing the process of natural healing (Nightingale,1860). The generic responsibilities of a nurse include treating and educating the patients on medical conditions and to support the doctors in the clinical practices. They also provide emotional support to the patients and to the family members (BLS, 2009). The records on the medical history and the treatment schedule including the diagnosis, symptoms, medical test results etc are recorded and maintained by nurses. The operation of the clinical machineries and relevant monitoring also includes in the responsibility of a Registered

Theories of Motivation in Business Management

Theories of Motivation in Business Management Motivation is the factors that determine the grounds for engagement in a particular behavior by a person or persons. It attached with the beginning, route, the level of involvement and the sustaining at a particular level of behavior of a person. The grounds for a particular behavior may include the determinants which are varying from basic human needs to higher level of social needs. Motivation can be reflected through the energy and commitment of the individual or group to perform a certain task or tasks (Joseph 1989). The employee motivation is a crucial factor for every business at a same or sometimes at a higher level with compared to other businesses. It affects the every aspects of the business. The basic level of the motivation is reflected by the hard working work force. At this stage the productivity will be high and hence the cost of labor per unit will be reduced. However the mere improvements in productivity will not be the single factor that a firm can achieve by motivating its workforce. Motivated employees are performing to a high standard level of performance where favorable impacts over the customer satisfaction and the shareholder value can be gained. The motivated employees are less likely to engage in industrial actions or such other violence actions against the company. The employee conflicts and grievances may lower. Further the motivated employees would work effectively under minimum supervision. They will be enthusiastically learning new things relating to their jobs that wou ld enhance the quality of performance. Building or creating motivated employee force is a difficult task by which a high amount of effort and money are absorbed. More importantly the culture, leadership style and the management style affect the employee motivation. Therefore the motivated employee force is becoming a competitive source to the company. There are various theories that are built regarding employee motivation. Various philosophers have presented various models on employee motivation. Their efforts and numerous case studies on this topic show the importance of the subject matter to the todays business context. This assignment will present an introduction of those theories and the practice of those theories in the todays business environment with relevant case studies. Motivation Theories There are several theories of motivation of various philosophers such as Abraham Maslows Hierarchy of Needs Theory, Herzbergs Two Factor Theory, Douglas McGregors Theory X and Theory Y, Kurt Lewins Force Field Theory, Victor Vrooms Expectancy Theory, F.W. Taylors Scientific Management, etc. At lower levels of the Maslows hierarchy of Needs theory the monetary benefits are considered to be the motivation factor. At the higher level of the hierarchy factors such as social respect, recognition, sense of belonging and empowerment are powerful than the monetary factor of motivation. Accordingly Maslow suggested that the money is a lowest important factor as a motivator of employees. McGregor has included money in his Theory X category and explained it as a poor motivator and in theory Y category he has placed social recognition and praise suggesting that they are strong motivators other than money. This section of the assignment will present explanations of those important theories of motivation before understand the practical usage of those theories to generate a motivated workforce (Werther and Davis 1985). Maslows Hierarchy of Needs Theory This theory composed of two parts; classification of human needs and relating classes to each other. The classes of needs are as follows. The theory explains the order of the fulfilling needs as follows. Person begin from the bottom line of the hierarchy and will try to satisfy the very basic physical needs of hunger, thirsty, shelter, etc. When he has satisfied these needs then they are not motivators further. Hence he moves upward of the hierarchy. Then the person would seek for the safety at work, job security, etc to ensure his survival at workplace. Having ensured that he is safe his curiosity then will search for social needs such as belongingness, love, friendships, etc. the person would seek for colleagues to work with, share information, team work, communication, etc. Then the esteem needs will come forward. This is the need for being praised, given recognition or evaluation for a job well-done. The people normally seek for respect of others while sharing the happy and sorrow. Self-actualization is the way a person perceives himself. It measured by the extent of success and the amount of challenge of work. There are several problems attached with this model where as it has greater potential to appeal in the business world such as, It is no clear when would be a certain level is considered as satisfied Individuals may respond differently regarding the same need Sometimes individual behavior reflects the reaction for more than one need Model has ignored several conditions such as bearing a low-pay by an employee expecting future benefits Some critics argue that this model explain the behavior of middle-class workers in UK and USA (Forshaw and Korn 2010) Herzbergs Two Factor Theory This is a content theory of motivation whereas the main theory is the Maslow Hierarchy of Needs. Herzberg carried out a research utilizing 200 engineers and accountants. They were asked to memorize the situations when that they felt positive or negative feelings at their job and the reasons there of. According to his findings he presented a two-steps approach to understand employee motivation and satisfaction which are called as Hygiene factors and Motivator factors. There are several factors that can be used to eliminate the unpleasant working conditions at work. These fcators are called a Hygeine factors. These factors may include one or all of the following factors. Working conditions Company policies Administration Quality and the way of supervision Eetent of inter-personal relationships Salaries, wages and other financial benefits The job security The individuals need for personal growth determines the motivaor factors of the particular person. Motivator factors actively create job satisfaction when they exist. If those factors are effective then the individuals performance would be of above-average. The motivator factors may, Opportunity for growth in the job Entrusted responsibility Social status Recognition among others Challenging work Sense of achievement (Stephen 2002) Herzberg model more identical to the Maslows theory yet it focus specially on the higher levels of the hierarchy of needs. The factors in the lower level of the hierarchy are considered as generating dissatisfaction only when they are not met with. Motivator factors are specific to the job itself such as how interesting the work is and how much of responsibility whether it assumes. The hygiene factors are considering the factors that are related to the environment of the job such as the safety working environment and the resources to complete the job assigned. These factors facilitate or able the employees to perform the job rather motivate to do the job with an extra effort and interest. Herzberg identified pay as a Hygiene factor. According to his theory the businesses are required to adopt the democratic approaches to motivate employees. These approaches may include one or more of the followings. Job Enlargement: Employees are given a range of tasks that are in various areas of the business or fields. However these tasks must not assume much responsibility if so the motivation to the tasks would less. Job Enrichment: this assigns the employees with more complex tasks which are attached with the completion of full work unit. The tasks will be of more challenging and interesting. And at the end the employee will feel a sense of achievement. Employee Empowerment: Here the employees are delegated with more power to make decisions on the areas attached to their jobs. The responsibility of the decisions made also to be held by them. (Musselwhite 2004) F.W. Taylors Scientific Management Taylor has formed several assumptions about the human behavior at work base on observations of the research he carried out participating US steelworkers. Man is a rational economic animal who concerned with maximizing his economic growth. People respond as individuals and not as groups. People can be treated as standardized machines Taylor simply described that the motivation factor of people at work is money. He suggested that the pay based on the rates produced by an each worker will induce him to produce more and more to earn more. Further the employees who do not achieve target of a daily production should be paid less in order to induce them to meet daily target. And the employees who exceed the target production should be paid more to induce them to keep that productivity and to motivate others. Accordingly managers job is to tell the employees what to do and the employees target is to complete that and to be paid according to their production (Tripathi 1991) When presenting this theory Taylor has ignored that there are many individual differences which would affect the motivator factors of the employees. However his methods were highly implemented by the business world which experienced a higher productivity and lower unit cost. It also gave the beginning kick to the mass production. Workers were unhappy with the Taylors methods since it assigned them with boring, repetitive work that required them to effort greatly to maximize the earnings. The employees were treated as machines and business people redounded employees as the productivity grew. These situations lead many industrial disputes and industrial actions by the workers (Mathis and Jackson 2000). This model is closely related with the autocratic leadership style. Douglas McGregors Theory X and Theory Y This theory presents two extremes of the behavior of people at work as theory X and theory Y. No individual would be necessarily categorized into one category but the whole behaviors will be in between the ends of X and Y. The characteristics of the two categories are as follows. Theory X Workers Theory Y Workers Dislike Work and avoid working as much as possible Who are lackof ambition Willing to be led by someone else than taking risk Highly seek for security and self-survival Managers will have to impose a management system of coercion, control and punishment to achieve the business objectives through such employees Highly interested in working and enjoy it Interested in taking risks and responsibilities Like to try new things and take challenges Work is considered as a source of satisfaction or punishment depending on the working conditions The management would face a challenge of creating a working environment that enable these employees to show their creativity and responsibility Elton Mayo Mayo suggested that employees are not mere considering the money and can be better motivated by giving them the opportunity to meet the social needs of the individuals. This is the Human Relationship Scholl of thought by which the managers are focused on considering more about the peoples relationship aspect understanding the how workers enjoy interactions. Mayos theory based on the extended research carried out in the Hawthorne factory of the Western Electric Company in Chicago. From that research Mayo came into conclusion that employees can be better motivated by; Effective communication among managers and workers Greater manager involvement in employees working life Working in groups or teams Accordingly it is suggested that the greater use of team work, high involvement of managers in the workers working life, and encouraged two way communication would be benefiting the companies. The Mayos theory is more closely running with the paternalistic management style. (www.selfgrowth.com/articles/Definition_Employee_Motivation.html(Accessed on 03/05/2011) Role of Other Factors It is highly considered that the way of motivating employees is the financial rewards. However there are many other aspects of the scenario that would be considered by the managers and executives to motivate their subordinates. The factors would be different on the individual basis which will need to put more effort into their work. Such factors may include followings. Organization Culture The organizational culture has a direct relationship with the employees performance and level of motivation. If the elements of the culture fit with individuals background, values, beliefs, norms and expectations then the employees are automatically willing to work in the organization. If the corporate culture is built on the teamwork, encouragement, collaboration, evaluation, then the employees is likely to be motivated to put more efforts to bring the organizational objectives accomplished. More often employees seek for their leaders direction and support, and at the same time they look for the collaboration of teammates and co-workers (Werther, Davis, Shwind, Das and Miner 1985). Relationship with Leaders The leadership style can be significantly influence the motivation of employees. The qualities of the leader will determine the extent to which the e employees are contributed to the organization. If the leader is unfair, do not provide clear instructions, and negatively look at the things then the employees will lose their desire to work hard to accomplish the goals. The organizations leaders must communicate with its employees openly so that the employees are clear about the things that they are required to do. (Source: http://tutor2u.net.business/people/motivation, (Accessed on 01/05/2011) Management Style The organizational culture, the situation and the expectations and personality of the subordinates will determine the suitable style of a manager. The characteristics of the managers style would be of no fit with the changes in the organization and the cultural changes accompanied by that change. As an example in past the authoritarian style of the managers was appreciated with the bureaucratic organizations, but today the interest is more focused on participative or empowered managers who admire the democratic policies of management. Many of the management theories are supporting the that sort of management styles such as Total Quality Management, Management by Objective, employee empowerment, self-managed work teams, etc. A comprehensive review of the management styles and their contribution to motivated work force will be presented below. Management Style Participative Management Description:Â   Share information with employees and participate them in the decision making process Employees are entrusted with the responsibility of running their own departments and determine the appropriate policies and procedures Contribution to Motivated Work Force:Â   Not suitable to adapted by every organizations and at every levels This is a remedy to the poor morale and low productivity that gain the results very soon to the organization Redistributed power will enhance the willingness to work If the culture supports and if the employees are competent enough then the participation will result in effective decisions and productive operations. Giving the employees recognition as they are important as the mangers and the stakeholders will satisfy their esteem needs. Theory X and Theory Y Description:Â   These theories are based on several assumptions. It explains two extremes of the involvement and utilizing efforts and energy to accomplish tasks by the employees Theory X explains the negative side of the performance and theory Y represents the positive side of the performance Contribution to Motivated Work Force:Â   Considering the poor performance as the total fault of the employee by Theory X and therefore employees are motivated by the extrinsic rewards such as money, promotion, appraises, etc. The low productivity is considered as the fault of the management. Theory Z Description:Â   It represents the good characteristics of the both Japanese management and the Western management styles. The theory has combined those features of the management at every level of the organizations. The characteristics of this theory included long-term employment, less specialized career path, group decision making, informal control, etc. Concerns the all levels of needs of the employees. Concerning the employee well-being satisfies the physical and security needs of the employees. Contribution to Motivated Work Force:Â   Team work and group decision making satisfy the social needs Encouragement to take risks and responsibilities will satisfy the higher level of needs such as self-esteem and self-actualization Management By Walking Around Description:Â   Managers can gather as much as possible information regarding the policies, procedures, employee matters, and other work related information Manager can maintain proper relationship with employees so that he would be considered as a counselor or advisor by the employees Contribution to Motivated Work Force:Â   Leaving decision making responsibility with the employees will achieve the fastest response time Close relationship with manager will let the employees to present their suggestions, complaints and grievances as soon as they occur Self-Managed Work Teams Description:Â   This is a derivation of the employee empowerment Contribution to Motivated Work Force:Â  The teams will comprise of about 10-15 employees who require minimum supervision Delegates the authority to decide on simple work related aspects such as how to spend money, what work to undertaken, etc Total Quality Management Description:Â   The all functions of the management are integrated to achieve a high quality product Quality is the responsibility of all employees and teamwork Contribution to Motivated Work Force:Â   The customer satisfaction is highly recognized Recognition is given from CEO to lower level employees to maintain quality Shared commitment to achieve the organizational objectives Encourages employees to grow, learn and participate in the business operations actively Encourages the continuing change and adaptation to the changing environment Management by objective Description:Â   Employees are participated in the establishing goals and objectives Overall organizational objectives are converted into employee objectives Steps are setting goals, participative decision making, implementing plans and performance feedback High involvement of the employees in decision making and goal setting related to their jobs Contribution to Motivated Work Force:Â   Managers are empowered to implement, control their plans and performance. This motivate the managers to work hard for the company Periodical review of the employees performance will give the employees a sense of completion and will let them know what the areas to be improved more are. This will induce them to take more efforts to achieve the goals established with their participation Employee Empowerment Description:Â   The organization structures are change and the decision making is lapsed with the lowest levels of the organization The objectives of the empowerment is to speed up the decision making and giving solutions to problems regarding the business operations, give employees the opportunity to grow, and to lower organizational cost to managers by assigning them to various other projects Contribution to Motivated Work Force:Â   Employees will be trained to take high responsibilities and make more accurate, effective decisions quickly A sense of belongingness of the work they are engaged in will generate within the employees They think that the company is their own one and work hard to attain day-to-day work successfully www.ehow.com/about 5387352 definition-employee-motivation.html, (Accessed on 02/05/2011) The managers are obliged to select the suitable style for managing their subordinates and work which is suited to them, their subordinated personalities and general characteristics, the department they are assigned with and in general to the whole organizational setting and its culture. Management style highly correlated with the level of performance of the employees and outcome of the operations under their control. Managers must be delegated with the certain amount of authority and then their role becomes a nature of a leader. Then he must use suitable leadership traits to motivate and direct their subordinates to achieve the departmental/organizational objectives or outcome (Mathis and Jackson 2000). Reward System A properly designed reward system must be there in the organization by which the employees can attain such benefits. Employees must have the confidence that they can be rewarded with established performance criteria of the job. Further the rewards must be fairly distributed so that the employees can clearly identified that there is no any discrepancy over them. If the rewards are based on the performance evaluation procedure then all processes may transparent and the employees must clearly see that the evaluations are put on regularly and fairly (Joseph 1989) Job Title The job title will give the respective employee an idea about his role within the company, the extent to which he can contribute the accomplishment of organizational objectives. When the employees are aware about their importance to the organization they are automatically motivated to work hard to make their job effective (Deming 1986) Monetary Benefits Whether the money is being derecognized as a positive motivator it has proven to be more effective in practice. Selecting the right remuneration package for the employees is a challenge for nowadays. A number of ways are in use to motivate employees over their work such as; Time-rate pay Peace-rate pay Performance related pay Shares and share options Bonuses Commissions Pension There are several aspects of money to be an important motivator such as; Pay helps to satisfy many other needs of person such as esteem needs, safety needs, etc It is an important cost to the company It helps to attract competent employees It helps to retain skilled and competent employees It is subjected to various legislations such as National Minimum Wage (Cherrington 1994) Motivation in Practice Case Examples The Tesco Plc The UK giant retailer, Tesco Plc has provided its large workforce to join the company as prospective shareholders. Staff is enabled to be a part of the Tescos profit by share allocation based on their performance. The number of shares allocated to each employee is determined by the number of days worked in an each period. The Department of Education The UK Departmental Education Sector is in the view that the teachers pay must be linked to their performance. In 2002 the British government introduces a performance based bonus scheme to give rise to the teachers pay and to retain the existing staff and to attract new staff to the teaching sector. Nuclear Decommissioning Authority The NDA has utilized many theoretical perspectives of the employee motivation to motivate its employees. The NDA Way shows that several phenomena which is based on the fulfillment of Maslows Hierarchy of Needs as follows. Always acting safely and responsibly Building talent and teams Challenging themselves Learning from experience Being open and transparent Confronting problems Delivering whet they promised The NDA implemented the strategies like job enrichment, job enlargement, and job rotation, empowerment to effectively affect the employees motivation to carry out the organizational objectives effectively and efficiently. Its focus was to ensure that the employees are acquiring a range of skills and proficiency making the work is more interesting and challenging. Further the company introduced the flexibility into the workforce. The NDA involved in wide range of projects which are each project is of a unique challenge. Hence the authority required people with flexible people to work in teams and willing to learn continually and to take responsibility. Their team work and relationships were based on the Mayos Human Relations School of motivation. The NDA build relationships on a win-win basis. The staff encouraged to build necessary skills and competencies to adapt the variety of the work involved by the authority. The employees are delegated with Personal Development plans with SMART objectives and provide the path to professional development as well. Conclusion Motivation is crucial factor of the success of the organization these days. There are various theories have been presented by various philosophers regarding the motivation of employees. Management, leadership, and organizational culture are key determinants among the factors affecting employee motivation. Every job has the probability of motivation or demotivation the employee. Motivation affects the every aspects of the business and strongly affects the level of productivity. Whether some philosophers have considered money as a low motivator it has a high influence of persons life and hence still it is valid as motivator. The reward system, job title, periodical performance reviews can also be considered as motivators. Many organizations have adapted the teachings of theories like Mayo, McGregor to create a motivated employee force. A motivated employee force would benefit the company by lowering the unit cost, high productivity, maintaining quality, etc. the motivation is simply the work harder to accomplish the organizational goals effectively and efficiently by its workforce. Only a motivated workforce will be able to bring the organization to a successful position in the todays dynamic competitive market environment.

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Grazing ecosystems support more herbivore biomass than any other terrestrial habitat (Sinclair 1975, Detling 1988, McNaughton et al. 1989, 1991, Huntly 1991). A functional consequence of this disparity in trophic structure emerges by comparing the relationship between aboveground production and herbivore consumption in the Serengeti and Yellowstone ecosystems with that in other terrestrial ecosystems [ILLUSTRATION FOR FIGURE 3 OMITTED]. For consumption measurements, we included plant material removed by all important herbivores, both vertebrates and invertebrates. All values were energy equivalents (kJ), converted from biomass measurements using standard conversion factors (Golley 1968). For productivity measurements, we considered only the nonwoody fraction of aboveground productivity - that is, net foliage production (NFP) - because woody production is largely unavailable to herbivores. Plotting plant production against consumption revealed that terrestrial ecosystems fall into two groups that are distinguished by the intensity of herbivory ([F.sub.1,78] = 88.2, P [less than] 0.0001; [ILLUSTRATION FOR FIGURE 3 OMITTED]). The first group includes low-herbivory habitats: desert, tundra, temperate forest, tropical forest, [TABULAR DATA FOR TABLE 1 OMITTED] and small grassland sites lacking large herbivores. The second includes the Serengeti and Yellowstone, which exhibit high herbivory rates. On average, herbivores removed 57% (SE = 3.4, n = 40) of NFP in the Serengeti and Yellowstone, whereas they removed only 9% (SE = 1.4, n = 40) of NFP in other terrestrial ecosystems. For example, only 10% (SE = 2.1, n = 14) of the aboveground production was consumed in temperate grasslands that lack large herbivores, showing that the removal of migratory grazers dramatically affects the energy dynamics of grasslands. Slopes of the relationships did not differ statistically between the two groups (P [greater than] 0.10) and were greater than 1, indicating that the proportion of available primary production consumed increased as NFP increased for both groups of habitats. The low level of dispersion of samples around the regression line characterizing plant productivity and consumption in the Serengeti and Yellowstone grasslands suggests that the relationship describes a continuum from cool, temperate to warm, tropical grazing ecosystems. Primary production is greater in... ...erlag. McNaughton SJ, Milchunas DG, Frank DA. 1996. How can net primary productivity be measured in grazing ecosystems? Ecology 77: 974-977. Meagher M. 1973. The Bison of Yellowstone National Park. National Park Service Scientific Monograph Series 1. Washington (DC): United States Department of Interior. Meagher M, Meyer ME. 1994. On the origin of brucellosis in bison of Yellowstone National Park: A review Conservation Biology 8: 645-653. Milchunas DG, Lauenroth WK. 1993. Quantitative effects of grazing on vegetation and soils over a global range of environments. Ecology 63: 327-366. Morton JK. 1972. Phytogeography of the west African mountains. Pages 221-236 in Valentine DH, ed. Taxonomy, Phytogeography, and Evolution. New York: Academic Press. Oesterheld, M, Sala OE, McNaughton SJ. 1992. Effect of animal husbandry on herbivore carrying capacity at the regional scale. Nature 356: 234-236. Peters RH. 1983. The Ecological Implications of Body Size. Cambridge (UK): Cambridge University Press. Prins HHT. 1996. Ecology and Behavior of the African Buffalo: Social Inequality and Decision Making London: Chapman & Hall. Senft RL, Coughenour MB, Bailey DW, Rittenhouse LR, Sala

Comparing Mid Term Break and Om my first Sonne Essay

1) What do we learn about children who have died? â€Å"For the first time in six weeks. paler now,† Those they leave behind them mourn them. The poets parents found it more difficult then Seamus because he didn’t know his brother that much, he had a distanced relationship. â€Å"Snow drops and candles† shows the compassion of the event, he does this by good use of symbolism. He used the snow drops to show that he died in peace as they are white and innocent like his brother. â€Å"A four foot box, a foot for every year† Only now does Seamus realize that he will only have the memory of his brother. â€Å"Wearing a poppy bruise on his left temple.† Poppies are commonly used to portray the violent, tragic death of a young person, in this case his younger brother. We also know that he got hit by a car so hard that it killed him â€Å"the bumper knocked him clear.† We know that he died on his 7th birthday, â€Å"seven years tho’ were lent to me.† No matter how protective parents are over their children there are greater forces that can determine the faith of the children that are out of the parents hands. â€Å"scap’d worlds, and fleshes rage† Jonson is telling the reader that his son has now left the real world and doesn’t have to deal with any awful things that you might come across in your lifetime. 2) What do we learn about feelings of the writers? Seamus doesn’t express any of his own feeling, Only feelings of others; Big Jim Evans to feel that the car incident to be a â€Å"hard blow†. On a literal level, it shows of the impact of car hitting the little brother whereas metaphorically, the incident could also show the emotional blow. He says â€Å"For the first time in six weeks. Paler now,† This indicates that Seamus didn’t have such a close relationship with his brother. It also suggests that the poet only had the fleeting memory of his brother as a baby and hardly ever sees him, therefore contributing largely to the fact that the poet was not grieving over his death because of their distanced relationship or because he hast come to terms with his brothers death. Mid-Term Break the family cannot accept the death. They feel that it is unjust, as the child was so young and innocent. This poem starts talking about the death using â€Å"farewell†. This hints that he is saying good-bye to his son and this is his way of letting him go. Ben Jonson uses faith to help him through the bereavement. Biblical phrases like â€Å"child of my right hand†, â€Å"my sinne was† are scattered through the text. The poet’s feelings were uncertain with doubts and sorrow. â€Å"O, could I loose all father now.† By using conditionals suggests that he is questioning his faith as he doesn’t understand why God would take away his loves one. â€Å"My sin too much hope for thee, loved boy.† Jonson doesn’t want to have any more children as the pain of losing them is overwhelming. 3) How have the writers expressed their feelings? Seamus Heaney uses indirect ways to portray grief, by describing events that happen after the death. Heaney doesn’t talk or write about how he feels, he writes about what he sees and remembers. He is keeping his emotions silent. His writing is detached because he expresses no emotion himself, and if he does it is understated and under layers of what he says. He is confused about his brothers death and reports the poem like an outsider. Alternatively, he may write like an outsider because its so tragic and he cant express his own feelings because he wont be able to come to terms with it. Ben Jonson writes On My First Sonne from a father’s point of view grieving over the death of his very young son. He uses the Iambic Pentameter which reflects the sound of a heart beat. He does this because it’s the first and last thing a human hears, this links to the birth and death of his short lived son. He also used a rhetorical question â€Å"he should envie?† He states that he is jealous of his son, because now he is closer to god in heaven. He indicates that he is a religious man. His sons death has made him question his faith which used to be so strong. The son, sitting on the right hand of his father, would remind a Christian reader of the Creed, in which the Son ‘sitteth at the right hand of God the Father Almighty; From thence he shall come to judge the quick and the dead.’

What’s New on LinkedIn †October 2015

What’s New on LinkedIn – October 2015 Exciting news! The print version of my book, How to Write a KILLER LinkedIn Profile, has been uploaded to cyberspace (Ingram Spark for those in the know) and will be available any week now on Amazon. Plus, the 12th edition of the e-book of How to Write a KILLER LinkedIn Profile is in the works! Thankfully for those who purchase either the print or the e-version of the book, it comes along with a link to get my free lifetime updates. LinkedIn is constantly changing, and the last several months have been no exception. Here are a few of the top changes I want you to be aware of. These will all be in the 12th edition of the e-book, and some of them made it into the print book too. Also note, I will be talking about some of these changes as well as tried and true LinkedIn strategies on Chicago’s WGN Radio with Rob Hart on Wednesday, October 28, 7:30pm Central! Tune in to WGN Radio 720 AM, WGNRadio.com or the WGN radio app. Here come the changes: 1. You can now send customized messages via mobile! Up until recently, I recommended never to connect with people via the LinkedIn mobile app because it did not support customized invitations. That advice is changing for those who have newer phones (both Android and iPhone). But be careful! The platform is not intuitive. And you must have the latest operating system installed. Since I have an iPhone now, I only have screen shots for you of how to do this on an iPhone. But you can do it with Androids too! NOTE: Never send an invitation from the People You May Know feature. These invitations can’t be customized. To send a customized invitation via iPhone 6, go to your contacts profile and click the †¦ button in the upper right (do NOT click on CONNECT!!): Then click Customize invite: And write your message. On Android devices with an updated operating system, after going to a member’s profile, tap either the Menu or More button, then Customize Invite, then write your message and Send! (If you mess up, you can always send another message with a customized invitation later.) 2. Groups There are multiple changes happening in LinkedIn groups, most of which people don’t like so much. As of September 22, 2015, LinkedIn says they have â€Å"simplified† group features and made the experience â€Å"easier.† You can view all these changes at LinkedIn’s New Groups Features help page. Some highlights: All LinkedIn groups are now private and can’t be seen by non-group members (and they are no longer searchable on Google). Conversations will automatically be posted without requiring manager approval (striking fear in the hearts of many group managers). The Promotions tab has been removed (good move- no one ever looked at it anyway)! There are no more subgroups (another good move) and you can now join up to 100 groups! You can mention people in Group conversation using the @ symbol (I believe this feature will encourage more interaction in conversations). Images can be posted to conversations. (Yay! We like pictures!) It’s also worth noting that LinkedIn fairly recently limited the number of one-to-one emails you can write to group members to 15 per month if you are not directly connected with the members. For one blogger’s opinion on the changes in LinkedIn Groups, see Donna Serdula’s article, Big Changes Coming. 3. Inbox Messaging You’ve probably noticed if you are even an infrequent user of LinkedIn that your inbox looks a lot different than it did three months ago! LinkedIn has created an Updated Messaging Features help page which will give you the details. Here’s some of what’s new: Mail is organized by conversation rather than by sent vs. received mail, so your entire conversation with someone will show up in the same place (Sent messages will have a blue background, left aligned, and received messages will have a gray background, right aligned). You can now manage your invitations from the People You May Know page. (I’m not sure of the value of this. Why move these from the messaging center?) Deleting a message really and truly deletes it. Forever. No archiving option (so be careful)! There is now a choice to Send messages by hitting the Enter key. Apparently due to this option, I’ve gotten up to five separate messages that were meant to be one single message! Hopefully the kinks in this feature will be worked out soon. 4. Introductions LinkedIn claims that you â€Å"can request to be introduced to someone from a mutual connections profile page. When you click Request an Intro, youll now be taken to a pre-populated messaging template that can be customized as needed.† This feature appears not to be working correctly. When I click on Request an Intro, I am taken to the most recent conversation in my inbox. Hopefully LinkedIn will correct this bug soon. 5. How you View Content Feeds You can now choose to organize the content feeds that come into your box either by Top Updates or Recent Updates. Go to your Home Page and click on the 3 dots below â€Å"Publish a post† to choose your preferred way of viewing current content. 6. Limit on Number of Searches Per Month Although LinkedIn hasn’t said HOW many searches each member can make per month, they have capped the number at something or another (I believe this happened in January but (slap on hand) I did not report it. Thankfully, another change is that you can now see the first and last name of everyone who appears in your search results list, rather than being blocked from seeing full information on certain members. Here’s what LinkedIn has to say about their new Commercial Use Limit on Search. Theoretically this system will do better at sussing out people who are overusing LinkedIn for commercial purposes, and making them pay for enhanced services, rather than penalizing the average user. Note I am not able to provide an image of the bar that says 30% of my searches are left, because I have not approached that limit. The waters are still safe for the average, or even the active, LinkedIn user! OK savvy LinkedIn users, have fun with all these changes. As soon as you get used to this bunch, there will be more. And if you have questions about any of these changes or others you are noticing, let me know and I’ll do my best to address them in future blogs and e-books! I do hope you’ll be able to tune in to my spot on WGN Radio this Wednesday at 7:30pm Central. I will also be speaking for the Yale Club of Chicago next Thursday, November 5 at 7:00pm Central, so if you live in Chicago please come see me LIVE! Here’s information on that event: How to Write a KILLER LinkedIn Profile – with Brenda Bernstein Where:  Dentons US LLP, Downtown Chicago, 233 South Wacker Drive, Suite 5900 When:  Thursday, November 5th, 7-8:30PM RSVP: Click Here Whether you are an executive, a professional, a student or a business owner, LinkedIn plays a central role in your career path. Are you getting the value you want from your LinkedIn profile? Join us to learn the latest tips on LinkedIn in a workshop tailored specifically to you. Brenda Bernstein (’91), author of the bestselling book How to Write a KILLER LinkedIn Profile, will teach you how to maximize your LinkedIn visibility and impact, while communicating your unique value to your audience. Register early and you might have the chance for Brenda to coach you on your LinkedIn profile during the session!

Politics essays

Politics essays Politics: 1.things the government does in order to guide public policy.2.means by which a conflict is dissolved. Democracy: rule by many. Government based on the will of majority. Republic: representive government- people elect representatives to make laws and govern. Only them (parliament) have the power to pass laws. People rule indirectly. Initative-citizens bring the vote forward. Ideology-coherence set of political believes. 2.Collective expression of political ideas 3.world view. 1. liberalism: *increased government intervention. We have to force sometimes things to provide freedom. (ex. With the bold guy). * No intervention in private freedom. 2. Concervative: *less intervention in economy. * Increased intervention and regulation of private lives. In order to keep moral. 3. Populists: government intervention in both aspects. 4. Libertarians- against intervention in both. Liberty negative: freedom for, to remove obstacle. Liberty positive: freedom to, to act in order to provide freedom. *Authority: the ability of individuals who are in the government to enforce public policies. *The Mayflower Compact, 1620-agreement written by pilgrams to form a government and to give it power to enact laws for the good of the colony. Purpose-for the glory of God and the advancement of the Christian faith. *Roger Williams: 1. complete separation of church and state 2. No absolute right to Indian land. Glorious revolution: resulted in the deposition of James II and the accession of William III and Mary II to the English throne. Protestants thought that he was ruling the monarchy, and trying to restore the Catolic faith. *Bill of rights: king cant do anything, unless the parlament agrees.1. major point- the power to make war and to tax is in the hands of parlament. 2. free speech provision (can tell bad things about the king). Liberty and rights in the hand ...

Food Insecurity Projects Conducted by the Following Organizations Research Paper

Food Insecurity Projects Conducted by the Following Organizations - Research Paper Example This is by encouraging the building of reserves for surplus food. The advice they offer goes a long way in promoting understanding between the countries these organizations come from, and the countries being offered assistance (Kracht and Schulz 194). As countless numbers of organizations come up, it is imperative to note the roles most of them play in eradicating food insecurity, and the growth of projects to protect the food many countries store. This paper will examine a number of such organizations, and the role they play in combatting the food insecurities experienced in most parts of the world. Also, how the world is reacting toward these organizations’ involvement in most of their activities. It is a division of the United Nations that seeks to address world health and issues that affect it. The rise in number of projects in many parts of the world to address food insecurity is part of the fundamental principles that it is run on, ever since its inception. One of the many responses that it is covering as an international organization is to address the issue of grain prices (Smith and Alderman 178). In Australia, the WHO is addressing the plight of minority groups in Australia. Some of the indigenous groups face problems with the unavailability of nutritious food. The WHO is offering these groups education as some of the projects it is undertaking in the region (Smith and Alderman 190). Manufacturers and wholesalers are urged to dispose of surplus food by the organization through the food banks present. It is one of the main organizations that helps run leading food programmes in the world. It is responsible for ensuring many nations are receiving the deserved attention when it comes to nourishing, healthy food. This is to combat the number of undernourished individuals, in the world, and mend the food situations in most protracted areas (Kracht and Schulz 199). There are crucial

Capital Funding Essay Example | Topics and Well Written Essays - 3500 words

Capital Funding - Essay Example Contrary to this as per the advocates of capital funding, it causes encouragement of the development of technologies, managerial expertise, and integration with the world economy, exports and higher growth. Since it is a very much controversial issue, my primary objective will be exploring the all the aspect of capital funding in new business and private sector in developing countries and also calculating possibility and to answer the hypothesis that effect of the various policies of capital funding on the development of new business and private practice in developing countries. Since this research problem needs an in depth study and it give rise to some insights to the magnitude of the capital funding I'll formulate such research questions which may help me exploring the reality of the problem. The questions will be, Since it is highly necessary to gather accurate information for giving an ample scope to my research problem, I will approach autonomous and governmental bodies like Department for international development, office of foreign common wealth offices and HM treasury. Collecting data from such bodies will help me to draw a comprehensible data related to the effect of policies in the development of new business and private practice in developing countries. ... The governments of respective countries has implemented a number of policies related to this .But The practice of imparting and accepting the fund always invites criticism as the opponents draw attention regarding imperfections, adverse results such as capital intensity of such funds, inappropriate technology ,the possible adverse on income distribution etc. Contrary to this as per the advocates of capital funding, it causes encouragement of the development of technologies, managerial expertise, and integration with the world economy, exports and higher growth. Since it is a very much controversial issue, my primary objective will be exploring the all the aspect of capital funding in new business and private sector in developing countries and also calculating possibility and to answer the hypothesis that effect of the various policies of capital funding on the development of new business and private practice in developing countries. Since this research problem needs an in depth study and it give rise to some insights to the magnitude of the capital funding I'll formulate such research questions which may help me exploring the reality of the problem. The questions will be, 1. What is the magnitude of the effectiveness of the policies in developing countries, particularly in their economic growth 2. Whether it effect positively or negatively on the development of new business and private practice 2 3. What are aims of the particular government regarding the implementation of the respective policies 4. Which are major countries who undertaken to impart funds to developing countries and whether there is particular motive