Heroes or Villains - The Taliban - 1464 Words

What is a hero? What is a villain? Although definitions vary within our global society, it is generally accepted that a hero is selfless, humble, and moral and has integrity, while a villain is corrupt or evil, incapable of feeling guilt or compassion and is guilty of committing heinous crimes. However, it should be noted that the labels of ‘hero’ and ‘villain’ are subjective, and that, in the words of Sirius Black (the falsely incriminated godfather of the titular hero of the Harry Potter series) â€Å"†¦ the world isn’t split into good people and [villains]. We’ve all got light and dark inside of us†¦Ã¢â‚¬  (Yates, 2007) The Taliban are a group who were once perceived as heroes, by those who now label them as ‘villains’. The Taliban, whose name is†¦show more content†¦The U.S Country Report on Human Rights Practises – Afghanistan (2001) detailed the physical requirements demanded by the Taliban, with men being required to have â€Å"a beard extending farther than a first clamped at the base of their chin†. Men were also required to wear their hair short and to wear a head covering. Sharia law was enforced by ‘religious police, who beat offenders with long sticks. Crimes such as theft were punished by amputation of a hand, rape and then public execution by a gun shot or by being stoned to death. Punishments were carried out in front of crowds in Kabul’s former soccer stadium. These bans and brutal punishments were enforced as they were detailed in the Holy Koran, which the Taliban interpreted as the law. According to the Taliban’s interpretation of the Holy Koran, women were inferior in every aspect of life. As a result women and girls were stripped of their rights and were considered possessions. As Sirius Black said in the novel, Harry Potter and the Goblet of Fire, â€Å"†¦ to know what a man’s like, take a good look at how he treats his inferiors, not his equals.† (Rowling, 2000). The Taliban’s treatment of their â€Å"inferiors† shows their indifference towards the helpless innocents of their society, an inability to feel compassion regarded as a villainous trait. Following the conflict with the Soviets and warlords, Afghanistan’s infrastructure andShow MoreRelatedAnalysis Of The Documentary To You It s A Reality 1671 Words   |  7 Pages â€Å" To you it’s a film, to them it’s a reality†; the translated poster headline of the award winning observational war documentary Armadillo (Metz, 2010), a captivating film, shadowing a platoon of soldiers as they fought the Taliban in the Helmand province of southern Afghanistan. A controversial and sensitive topic, in which director and filmmaker Janus Metz endeavoured to depict the brutalising effects of war, with a character driven and emotional story embedded through out. With such impact surroundingRead MoreHeroes Throughout History and Popular Culture1873 Words   |  8 Pages Heroes A hero is defined as a person who is admired for great or brave acts or fine qualities (Hero, n.p.). Through the passage of time in history, the perceptions and characteristics of what makes a hero have changed. While some characteristics have remained constant, others have evolved and developed as society has changed. One thing that is certain is that most people have their own individual descriptions and ideas that define a hero. Heroes have high standards to meet. Thousands of peopleRead MoreThe Comic Books And Propaganda1855 Words   |  8 Pagesrestore a sense of nationalism to the populace, and fight the Chinese and North Korean communists that were invading their homeland. Like the Second World War, the comic books of the Korean War were meant to portray the Communists forces as cruel villains. After Korea, the Vietnam War raged on and psychological warfare troops known as Psywarriors spread propaganda to troops on both sides of the war. The South Vietnamese Political Warfar e Department made various comics to keep their soldiers moraleRead MoreEssay on Fall of Asclepius95354 Words   |  382 Pagesworld have refused to answer questions whether this disease is the swine flu or an Ebola outbreak. Due to lack of cooperation with politicians, rumours formed across the internet and Twitter that the illness was a biological attack by Al Qaeda or the Taliban. Neither group has taken credit for the illness. Scientists who are working towards treatment and a cure for this illness have declined to release any information on their research, but they have denied the rumours that the riots around the worldRead MoreProject Mgmt296381 Words   |  1186 PagesThey are creating next generation, fuel efficient vehicles, developing sustainable sources of energy, and exploring the farthest reaches of outer space. The impact of project management is most profound in the electronics industry, where the new folk heroes are young professionals whose Herculean efforts lead to the constant flow of new hardware and software products. Project management is not limited to the private sector. Project management is also a vehicle for doing good deeds and solving social

Mentoring Relationships An Analysis Free Essays

Mentoring is defined as a form of teaching where one guides without leading and basically teaches by example. In essence, it’s about helping to learn how to achieve something. Mentoring can be applied to a variety of fields and specialties, including business, the academe, healthcare, and government. We will write a custom essay sample on Mentoring Relationships: An Analysis or any similar topic only for you Order Now For this case study, the focal point of interest as to learning experiences in mentoring will be Dr. Rachel Lindsay. It can be said that Dr. Lindsay has had many different types of mentoring relationships in the course of her professional career. Currently a professor of nursing, her original intent was to be a physician. However, her first mentor became responsible for altering this course of action. This mentor is none other than her own mother, who happened to be a nurse as well. The influence her mother had played a large role in her decision to become a nurse instead, after seeing the work her mother did and eventually becoming comfortable with it. The next major mentoring relationship she had afterwards was when she became a nurse consultant to a dentist who worked with chronically ill people. Her work with the dentist allowed her to gain an intimate perspective of the lives of the chronically ill and affected. Subconsciously, her experiences laid the foundation for her even deeper concern for the welfare of others, especially after being party to the various sufferings and vulnerabilities of the patients who came while she was under the tutelage of the dentist. However, while her experiences thus far with the mentoring process had been successful and beneficial towards her overall development as an individual, there were also times when the system let her down. When given the task of having to deliver a course for nurses who work in nursing homes, Dr. Lindsay immediately discovered a problem with the course in question. Hoping to rectify the situation, she approached her dean, whom she looked up to, in the hopes of him becoming her mentor and help her revise the course to make it a better one. Unfortunately, the dean did not honor this request and only disappointed her. This became her first experience at being let down by a possible mentor in her life. This was further proven when she discussed her career plans, only to find that he was against nurses with advanced degrees. Disillusioned, Dr. Lindsay turned to a nurse practitioner only to be disappointed again; her new mentor only seemed content with discussing procedural knowledge but not abstract changes. These happenings turned out to be for the better however because it signaled her return to the hospital setting, where she would later handle staff development classes and meet another mentor in her life, Bob the HR director. Under him, she learned many new things, not just about the profession itself, but with dealing with others and outside pressures as well. It would not be long before she became satisfied enough to move on to another job. Dr. Lindsay eventually ended up in the academe, where another mentor emerged in the form of her division chair. Just like her other mentors, this one did not seem threatened or impressed that much with her degrees or experience, thus their working relationship became very good indeed. This relationship would soon be tested because of a case of plagiarism of one of Dr. Lindsay’s students, and it can be said that neither Dr. Lindsay nor the subject chair in question saw eye to eye on how best to treat the student. In summary, after all her experiences with different mentors, Dr. Lindsay’s mentoring tool kit should include the knowledge she has gained through her many years in formal education, plus the knowledge she gained through her various experiences. This, combined with the many years she spent under various mentors will help her to become the most effective mentor possible. References Gibson, S. K. (2004). Being mentored: The experience of women faculty. Journal of Career Development, 30(3), 173-188. Stewart, B., Krueger, L. (1996). An evolutionary concept analysis of mentoring in nursing. Journal of Professional Nursing, 12, 311-321. Veenman, S., Denessen, E. (2001). The coaching of teachers: Results of five training studies. Educational Research and Eva How to cite Mentoring Relationships: An Analysis, Essay examples

Organizational Culture Compared free essay sample

To understand organizational culture, it is imperative to first understand culture. Culture can be defined as the beliefs, customs, practices, and social behavior of a particular nation or people; a particular set of attitudes that haracterizes a group of people; or a group of people whose shared beliefs and practices identify the particular place, class or time to which they belong (Encarta). Secondly, one must value the meaning of culture in the work place in order to comprehend its advantages. The ability to interact effectively with members of other cultures often translates into financial gain, increased employment, and better advancement prospects (DeVito 26). The next step in understanding organizational culture is to know the exact definition. Edgar Schein defines it as: A pattern of hared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, which has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way you perceive, think, and feel in relation to those problems (Nellen). Schein describes the culture of an organization as consisting of three levels. At the fundamental level are the core beliefs and assumptions that members of a culture see as truth (Cheney, that it is necessary for the system to grow, and that workers must be supervised. The second level consists of values and behavioral norms. In this section the organization beings to recognize its involvement in the culture; it becomes aware of its culture. Artifacts are the third level of organizational culture. Artifacts are the portion of the organization that involves the five senses. They are visible and tangible. An example of a cultures artifact is its building or the dress code. Deal and Kennedy defined organizational culture as the way things get done around here. They measured organizations in respect of: * Feedback quick feedback eans an instant response. This could be in monetary terms, but could also be seen in other ways, such as the impact of a great save in a soccer match. * Risk represents the degree of uncertainty in the organizations activities. Using these parameters, they were able to suggest four classifications of organizational culture: * The Tough-Guy Macho Culture. Feedback is quick and the rewards are high. This often applies to fast moving financial activities such as brokerage, but could also apply to a police force, or athletes competing in team sports. This can be a very tressful culture in which to operate. * The Work Hard/Play Hard Culture is characterized by few risks being taken, all with rapid feedback. This is typical in large organizations, which strive for high quality customer service. It is often characterized by team meetings, Jargon and buzzwords. * The Bet your Company Culture, where big stakes decisions are taken, but it may be years before the results are known. Typically, these might involve development or exploration projects, which take years to come to fruition, such as oil prospecting or military aviation. * The Process Culture occurs in organizations where there is little or no feedback. People become bogged down with how things are done not with what is to be achieved. This is often associated with bureaucracies. While it is easy to criticize these cultures for being overly cautious or bogged down in red tape, they do produce consistent results, which are ideal in, for example, public services. Charles Handy (1985) popularized the 1972 work of Roger Harrison of looking at culture which some scholars have used to link organizational structure to organizational culture. He describes Harrisons four ypes thus: * a Power Culture which concentrates power among a few. Control radiates from the center like a web. Power and influence spread out from a central fgure or group. Power desires from the top person and personal relationships with that individual matters more than any formal title of position. Power Cultures have few rules and little bureaucracy; swift decisions can ensue. * In a Role Culture, people have clearly delegated authorities within a highly defined structure. Typically, these organizations form hierarchical bureaucracies. Power derives from a persons osition and little scope exists for expert power. Controlled by procedures, roles descriptions and authority definitions. Predictable and consistent systems and procedures are highly valued. By contrast, in a Task Culture, teams are formed to solve particular problems. Power derives from expertise as long as a team requires expertise. These cultures often feature the multiple reporting lines of a matrix structure. It is all a small team approach, who are highly skilled and specialist in their own markets of experience. * A Person Culture exists where all individuals believe rganizations, s ince the concept of an organization suggests that a group of like- minded individuals pursue the organizational goals. Some professional partnerships can operate as person cultures, because each partner brings a particular expertise and clientele to the firm. Writers from Critical management studies have tended to express skepticism about the functionalist and unitary views of culture put forward by mainstream management thinkers. While not necessarily denying that organizations are cultural phenomena, they would stress the ways in which cultural ssumptions can stifle dissent and reproduce management propaganda and ideology. After all, it would be naive to believe that a single culture exists in all organizations, or that cultural engineering will reflect the interests of all stakeholders within an organization. In any case, Parker has suggested that many of the assumptions of those putting forward theories of organizational culture are not new. They reflect a long-standing tension between cultural and structural (or informal and formal) versions of what organizations are. Further, it is perfectly reasonable to uggest that complex organizations might have many cultures, and that such sub- cultures might overlap and contradict each other. The neat typologies of cultural forms found in textbooks rarely acknowledge such complexities, or the various economic contradictions that exist in capitalist organizations. One of the strongest and widely recognized criticisms of theories that attempt to categorize or pigeonhole organizational culture is that put forward by Linda Smircich. She uses the metaphor of a plant root to represent culture, describing that it drives organizations rather than vice versa.

Sugar Cane Alley Essay Example

Sugar Cane Alley Essay Sugar Cane Alley, originally Rue Cases Negres, was an adaptation of Joseph Zobel’s novel with the same title.   The film was directed by Euzhan Palcy, whom was born and brought up on the archaic island of Martinique in the French West Indies like Zobel.   The film depicts the teenage life and endeavors of a boy named Jose who lives in a rundown-town of Martinique in the mid-1930s, giving viewers a sense of appreciation for what they have.   Jose lives with his grandmother and is well-acquainted with the French colonial presence, but they are far away from his world and life of dearth (Literature Film Quarterly, 2002).   He causes ruckus and learns important life morals from an aged, former slave.   Despite his neuroses, Jose’s meticulousness with his studies eventually pays off.   What is more, Sugar Cane Alley toddles through issues relating to society, politics, and economy.   Thus, gaining director Euzhan Palcy the 1983 Cesar â€Å"Best First Film†. Plot Jose lives in the sugar cane fields of Martinique in the mid-1930s.   From a seemingly normal life, according to what he knows, his world takes quite a turn when he wins a scholarship to attend high school in the capital, Port-de-France.   His life becomes one of many valuable lessons.   Firstly, he learns about the complexity of racial dealings through his friendship with a half black and white boy, the illegitimate son of the Creole plantation owner.   Secondly, he learns about misuse of power when he is confronted with a female neighbor that offers him a meal in exchange for servant work, resulting in late attendance for his class.   Thirdly, he rebels against his stuck-up professor by running away from school to throw rocks at her treasured dishes. (Literature Film Quarterly, 2002).   Lastly, he learns about the African roots of his culture from his guru, who lives in the same village, Medouze. We will write a custom essay sample on Sugar Cane Alley specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Sugar Cane Alley specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Sugar Cane Alley specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Harsh realities begin due to the fact that Jose’s scholarship is merely partial and his grandmother is forced to drag her tired, old body from door to door in the rich sectors of town as a laundress.   So it is not enough that he already requires himself to make a great effort to meet the deadlines and orders of his teacher, but he also comes to realize where he falls in the class divide.   Of course, this is something completely new to him as he had come from a hometown of equal footing.   Plus, Jose comes face to face with racial and colonial aspects of his life.   The racial element comes into play during his â€Å"moment of glory†, when his teacher reads his essay aloud to his class.   His essay is a representation of a paean to the lives of poverty-stricken African Americans, inspired by the ancient tales of slavery told to him by Medouze.   Medouze had told Jose about a time when he was young boy just like him wherein the blacks emerged from the hills to invade St. Pierre.   With them, they had in tow various weaponry like sticks, machetes, guns, and torches.   According to Medouze, they were ready to attack and burn all the homes and rather than rebelling, the whites remained in their abundant homes out of fear and simply waited to die.   Upon this occurrence, Medouze claimed that t was the end of slavery. (Literature Film Quarterly, 2002).  Ã‚   Though the teacher accuses him of plagiarism, which causes him to take off, it develops into a turning point for Jose.   Moreover, it is truly marked as a milestone as his teacher later decides to follow him home to express his change of opinion and to congratulate him.   Finally, Jose is commenced with a future that can answer questions about his roots, even as his grandmother passes away. Cinematic Style The film has high quality production, in spite of a humble budget.   Palcy’s direction is executed with illusory elegance.   It contentedly unifies psychology and realism in which conventional fiction works are made. The use of unknown child actors is key in this film and is not only exceptionally successful on the children’s part, but also on the part of Palcy’s directing (Literature Film Quarterly, 2002). Through the length of the film, Palcy utilized cinematic juxtaposition in depicting the power struggle, oppositional class forces in society to produce sense out of conflict (Review of Sugar Cane Alley, 1997).   In doing this, the film followed an expansive subject of existence as clashing components that would integrate the structure of the mosaic.   The scenes would continuously change from night to day and vice versa, as if diffusing extreme opposite poles.  Ã‚   To elaborate, there were actually two specific scenes that stood dominant towards one another.   First, there was the funeral scene, wherein the characters have made a fire and they are engrossed in shadows, as opposed to the second and following scene that is set in water and uses bright sunlight (Review of Sugar Cane Alley, 1997).   Thus, Palcy shrewdly illustrated contradictory elements of dark vs. light, fire, vs. water. The film retains the psychological experience of the teenage boy hero as a focal point, but quantifies each scene with illuminating and contextualizing material. It conveys important meaning without lessening the tale to the same (Literature Film Quarterly, 2002).   There is deep sense involved, but the picture is enlightened, so to speak. Indeed, Sugar Cane Alley is a case of paying attention to meticulous detail. Socio-Economic Relationship Palcy’s film ends by emphasizing how the basic economic connection in which black labor produces proceeds for white owners stayed the same after liberation.   The same is apparent through Jose, his grandmother, and Medouze’s storytelling.   First, Jose must adapt to French ways as a source of socio-economic mobility.   Secondly, his grandmother is forced to do laundry for privileged, white folks just to get by and to uphold his education.   Lastly, it seems that Medouze’s primary function is to open senses to perception that defies the hardcore truths in history, regardless of acknowledgement of the roles of black resistance to slavery Racial-Political Issues Racial and class issues are directly confronted in the film through Palcy’s character, Leopald.   This character exemplifies the socio-political position played by the â€Å"mulatto† or bi-racial personality in Martinican society.   Furthermore, he is the child of a white Frenchman and his black mistress.   Leopold’s ego is badly bruised when he overhears his father on his deathbed stating that he will not pass his French family name, de Thorail, to his son. (Literature Film Quarterly, 2002).   For his father, his name is too above a bastard child, even he is his own.   By collaborating the elements of race and society into a lucid character and subplot, the director is able to develop an equally important story.   Leopold demonstrates the fusion but troubled nature of Caribbean identity and there is a direct relationship between his political consciousness and his white father’s rejection.   Hence, this crack in power is definitely meant to expose the politics and fundamental biases against African cultural heritage. Discussion The familial, social, political and economical issues in Euzhan Palcy’s Sugar Cane Alley are probed through her characters.   Not only does Palcy utilize the likes of her protagonist, Jose, but also through her sub-characters and her sub-plots who serve as important influences to Jose.   Moreover, all of his lessons are taken through his encounters with each sub-character.   He learns about racial relations and the history of slavery through Medouze, while learning a different aspect of race, society and politics through Leopold who also involves family hardship.   Through his own family or primary caretaker, his grandmother, he comes to realize the space between where he came from and what he must be in order to advance.   Palcy’s use of authentic actors and eye-catching footage that demonstrate conflicting elements of earthly life fuse reality with something coherent in a very suitable manner.   To conclude, the film and all its entities are of great value and open viewer’s eyes to important issues without preaching.

Whats the Difference Between AP Physics 1, 2, and C Which Should You Take

What's the Difference Between AP Physics 1, 2, and C Which Should You Take SAT / ACT Prep Online Guides and Tips Are you interested in taking AP Physics? You might have noticed that the AP program offers more than one physics course. So what’s the difference between the different AP Physics classes- AP Physics 1, AP Physics 2, and AP Physics C? We will introduce you to them and help you decide which one to take. What AP Physics Classes Are Offered? The AP Program used to offer three physics classes: AP Physics B, AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism. However, the AP program recently replaced AP Physics B, a one-year course, with two one-year courses: AP Physics 1 and AP Physics 2. These are both algebra-based physics courses, which means they don’t require a math background beyond Algebra II. The AP program still offers AP Physics C, which is broken into two courses and exams: Physics C: Mechanics and Physics C: Electricity and Magnetism. Many schools teach these as the same class, or just teach one topic. Both of these courses are calculus-based. This means that there are now four AP Physics exams: AP Physics 1 AP Physics 2 AP Physics C: Electricity and Magnetism AP Physics C: Mechanics The fact that there are now four AP Physics exams can be confusing. So do you take Physics 1, Physics 2, and Physics C in order? What’s new about Physics 1 and Physics 2? We will introduce you to all of the courses and help you decide which class is right for you. AP Physics 1 AP Physics 1 is an algebra-based, introductory, college-level physics course. It explores Newtonian mechanics (including rotational motion), work, energy, power, mechanical waves and sound, and circuits – in other words, fundamental physics concepts. AP Physics 1 was designed to be a first-year physics course which you can take without prior physics experience. This is the main difference from the old AP Physics B course, which was designed to be a second-year physics class. The AP program recommends that students have at least taken geometry and are concurrently taking Algebra II while taking this course. If you’re not that far along in math yet, consider taking a different science class until you’re caught up, as math is very important in physics. AP Physics 2 AP Physics 2 is also an algebra-based, college-level physics course. However, it delves into some more advanced topics than Physics 1. Physics 2 explores fluid statics and dynamics, thermodynamics with kinetic theory, PV diagrams and probability, electrostatics, electrical circuits with capacitors, magnetic fields, electromagnetism, physical and geometric optics, and quantum, atomic, and nuclear physics. AP Physics 2 was designed to be a second-year physics course. This means it could come after AP Physics 1 or any first-year physics course. Much of its content is similar to the old AP Physics B course. You can read the full descriptions of AP Physics 1 and Physics 2 at the Advanced Placement website. AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism Both AP Physics C courses are calculus-based, meaning you should have already taken calculus or concurrently be taking calculus while you take either AP Physics C course. This is the main factor that makes Physics C more challenging than Physics 1 and Physics 2. But what’s the difference between AP Physics C: Mechanics and AP Physics C: Electricity and Magnetism? Mechanics covers kinematics, Newton’s laws, work, energy, power, linear momentum, circular motion and rotation, oscillations and gravitation. As you can see, these are many of the same concepts explored in Physics 1. However, this course goes into more depth than Physics 1 and uses calculus, making it much more challenging. Electricity and Magnetism covers electrostatics, conductors, capacitors, dielectrics, electric circuits, magnetic fields, and electromagnetism. Notice there is some overlap with the Physics 2 curriculum, though again, Physics C will be more difficult since it incorporates calculus. The two topics are sometimes taught as the same course even though there are two different exams, with each topic being taught over one semester. When taught as a single class, Mechanics is usually taught first, and Electricity and Magnetism comes second. If schools only teach one topic, it tends to be Mechanics, since it builds on material most commonly taught in beginning physics classes (Newton’s laws, work, energy, power, etc). Each topic is supposed to be equivalent to one semester of college calculus-based physics. Because of this, AP Physics C is highly recommended to be at least a second-year physics course. You can read a full description of Physics C at the AP website. Which AP Physics Class Should You Take? Now that you know a little bit about the different AP Physics classes, you’re probably wondering which class you should take. Or, if you want to take more than one, you’re probably wondering the best order to take the classes in. We will present a few possible sequences, but we will also give you some steps to follow up with your school so you can choose the class that’s best for you! Option 1: Regular/Honors Physics, Then AP Physics 2 If your school doesn't offer AP Physics 1 or you don't want the first physics class you take to be an AP class, then one option is to start with a regular or honors physics class, where you learn the basic concepts of physics. Then, you can take AP Physics 2 as your second physics class. This option is ideal for students whose schools don't offer multiple AP Physics classes as well as students who don't have the time or desire to take multiple AP Physics classes. Physics 2 is the best AP Physics class to take after a regular or honors physics class (Physics 1 would pretty much just repeat what you already learned), although AP Physics C is also an option if you're taking/have already taken calculus. Option 2: AP Physics 1, Then AP Physics 2 The AP program says taking Physics 1 and 2 provide a solid physics background for future pre-med, geology, and life sciences students. They also say it’s a good option for students attending colleges where they will have to fulfill a science requirement but will not be studying science as their major. If your school teaches AP Physics 2 but not AP Physics 1, you can just replace AP Physics 1 with whatever introduction to physics course your school offers. Don’t jump straight into AP Physics 2 – it’s meant to be a second-year physics course! If your school teaches AP Physics 1 but not AP Physics 2, you could take Physics 1 and then take another natural science course (including chemistry and biology), a science elective, or consider taking AP Physics C if your school offers it. Option 3: AP Physics 1, Then AP Physics C AP recommends Physics C (along with AP Calculus AB or Calculus BC) for students aiming for engineering or physical science majors in college. However, taking AP Physics 1, Physics 2, and Physics C might be overkill – you would lose time for biology and chemistry. Getting exposure to all three natural sciences is important for a well-rounded, challenging high school career, especially if you're going into science or engineering. You also want to make sure you can fit in at least one of the AP Calculus classes. So if you want to take Physics C, start with AP Physics 1 (or a regular physics course), and then take AP Physics C, which will give you a total of two physics classes during high school. Physics C is intended as at least a second-year course, so don’t jump into it unprepared. Also make sure you have taken or are taking calculus while you take AP Physics C. Next Steps Now that you have a better idea of what the AP Physics classes cover and the general order they should be taken in, what should you do next? Read this section for the five steps you should follow. #1: Meet with your guidance counselor and find out which physics courses your school teaches. Do they offer both AP Physics 1 and AP Physics 2, or do they just offer a basic introductory physics course? Do they teach AP Physics C? If so, do they teach Mechanics, Electricity and Magnetism, or both? Getting these answers is the first step to planning your schedule. Also keep in mind that since Physics 1 and Physics 2 are new classes, schools might still be working them into their schedules over the next few years. #2: During the meeting, ask about the recommended physics course sequence at your school. There may be required prerequisite courses or placement tests for the AP Physics courses, or your school might have a recommended order of science classes that includes biology and chemistry. #3: Find out who teaches the AP Physics classes Ask your counselor and ask other students. You can ask other students currently taking AP Physics what they think of the teacher and how prepared they feel for the AP test. You can ask your counselor what the AP Physics test pass rate is like at your school. Getting some background on how the classes are taught at your school can help you decide if AP Physics is right for you. As a brief example, at my high school, our AP Physics class included a lot of independent work and self-studying. It was great for students who were self-motivated, but challenging for students who wanted more support. Many students decided whether to take AP Physics based on whether they thought they could handle the independent nature of the class. #4: Ask for the syllabi for the different physics classes if you want to find out about the workload and topics they cover. This might help you choose between taking a regular introduction to physics course or AP Physics 1, or choose between AP Physics 2 and AP Physics C. #5: Find out about any summer assignments. AP courses often have summer assignments. AP Physics C in particular is likely to have summer work, especially if your school teaches both topics. Make sure to consider your schedule and summer commitments (like camps, jobs or trips) before signing up. And finally, be aware that Physics 1 and 2 are fairly courses so there are still kinks to be worked out. They won't have as many old-free response questions and other official practice materials to study with. If your school has a very strong, established AP Physics C class, it might be a better option for you if you’re up to the challenge. Bottom Line Aim to take AP Physics C if you are a future engineer or natural sciences major – but take it alongside or after taking calculus. If your school doesn’t offer Physics C, take AP Physics 2 or honors physics if you can. Taking AP Physics 1 and Physics 2 is plenty if you aren’t going to study natural sciences or engineering, but want to take challenging science courses in high school. If you’re considering college engineering but aren’t sure if it’s right for you, taking AP Physics C could be a good way to find out if you are up to the challenge and enjoy the topics you would continue to explore in college. What’s Next? Want to dip your toe into the physics pool to see if physics is the right AP science for you? We have straightforward articles on the law of conservation of mass, the specific heat of water, and the three formulas you need to calculate acceleration. How many AP courses total should you take? What if you want to get into an Ivy League school? Read our advice on AP course load here. Also studying for the SAT/ACT? Learn the difference between the two tests, including why one tests science and one doesn’t. Also figure out which test you will do best on. Curious about what it takes to get a perfect SAT score? Read advice from our full-scorer. Want to improve your SAT score by 160 points or your ACT score by 4 points? We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Biodiversity Loss and Extinction

Loss of biodiversity and loss of extinction Biodiversity can cause extinction and harm to human lives. We are responsible for environmental consideration. We introduced a machine that destroys the environment and destroys the life of animals. We need to limit the land and resources we consume. There are several major problems that cause seeds to die out and cause our way of life to be compromised. Other animals may also affect the change in the food chain. Many of the problems of biodiversity loss are due to the interaction between humans and the environment. Statements concerning animal agriculture as a major factor in the loss of biodiversity and the extinction of species have received numerous discussions and interviews with the major authors and scientists working on the Convention on Biological Diversity and IUCN and the Millennium Ecosystem Support of publications on current biodiversity assessment proposed in the evaluation. , IUCN Red List, and prospects for global environmen t and biodiversity. As of August 2012, the assessment of world species in 2004 is the latest empirical data on global extinction rates based on birds, mammals and amphibians. Dr. Oppenlander and Dr. Simon Stuart, Interview with the International Committee Chair for Conservation of Nature Conservation Species: Main factors of loss of biodiversity: threat to cause loss of biodiversity / cause evolution of biodiversity loss / natural process of species / aging of ecosystem natural climate change / global warming invasive species / biodiversity of driver The loss is beyond its initial distribution range. Explanation of loss of biodiversity due to overfishing / abuse pollution / inadequate nutrient loading of ecosystems Direct cause direct explanation Explain the cause of basic biodiversity loss with indirect dynamics / Background rate of loss of biodiversity / where is the intruder responsible for reducing the historical proportion of species extinction? Invasive invasive range of invas ive alien species in your country

Article Reviews Essay Example | Topics and Well Written Essays - 750 words

Article Reviews - Essay Example d) Follow up questions that probe managers’ moral reasoning by focusing upon key organizational values. Managers often face moral and ethical conflicts in workplace; however, little experimental research has sought to identify with the reasoning analysis managers use to determine these conflicts. A better insight of a manager’s moral analysis could lead to a greater awareness of the influences upon managerial decision making when faced with ethical dilemma like the organization culture and individual values, greater predictability of organizational and managerial principled behavior and the construction of organizational guides and incentives to aid managers towards moral action (Weber, 300). One of major obstacles towards a better perception of managers’ logic lies in the lack of available and suitable methods to assess manager’s decision making process when faced with moral or ethical dilemmas. The result of this study includes a model for developing and reviewing the moral content of corporations. With its help, corporations’ principles can be improved, defined and measured. An annual ethics report can provide the stakeholders with insight into the formal and factual efforts of the organization, the consequences of its actions and the specific hurdles faced by these corporations in implementing their business agenda. Nonetheless, because of the huge tasks which corporations put up with, the internal delegation of responsibilities, the increasing sophistication of business operations, and authority; the vulnerability to unethical conduct increases as a result. Carroll, Archie B. The Pyramid of Corporate Social responsibility: Towards the Moral Management of Organizational Stakeholders. Business Horizons (July-August). 1991). pp 39-48. Several companies have come up with internal policies relating to the moral behavior of workforce since most of these simple and more in depth policies are contained in corporate ethics codes. They are predestined to make out the company's future expectations of employees and to offer direction on executing some of the regular ethical problems that arise in the process of doing business; therefore, it is believed that by putting such a policy in place, it will lead to better ethical consistency in application, avoidance of ethical disasters and awareness. Increasing number of organizations requires staff to attend workshops and seminars regarding business activities that frequently include the company's legal requirements, specific case studies, and policies (Carroll 43). Some companies require their staffs to sign agreements indicating that they will stand by the company's rules of conduct. Some companies believe that corporate ethics codes are primarily entrenched in useful concerns, and are primarily to limit the company's legal burden. The company will keep away from a lawsuit because its workers will follow the rules; nonetheless, should it happen, the company can as sert that the crisis would not have arisen if the staff had followed the corporate codes of ethics accurately. Corporate codes of Ethics are essential not only in business environment but also in all areas of life because it forms an important part of the basis on which cultured society is founded. A society or business that lacks moral principles is bound to fail. Porter, Michael and Mark, Kramer. â€Å"Creation Shared Value: How to Reinvent Capitalism and Unleash a Wave of innovation and Growth†

In the Midst of Pressures Essay Example | Topics and Well Written Essays - 500 words

In the Midst of Pressures - Essay Example He was concerned about how the people would react. He was already a hated man, being a white man and a police officer in a foreign land. He has become, as the storyteller reveals, a tyrant who has lost his freedom; being pushed by the people to do things against his will. He knows that as an officer, he should follow protocol, get near the elephant and test if it is still harmful or it is already safe for it to be left alone. However, the area where the elephant was eating is muddy and it would be dangerous for the officer to get near the elephant because there is the possibility that he would be trampled upon like the Indian killed by the beast. Although he was not concerned about his safety, he was thinking what a laughing stock he would become in his time of death when he gets killed by the elephant. Therefore, in this certain circumstance, he decided to kill the elephant even though that was not really his intention. Similarly, in the second story, the main character gave in to p ressure. When Langston was left all alone in his seat, with his friend looking down at him from the platform and the older members of the congregation and the priest wanting him to move forward and receive his salvation, the young man went to the podium.

Analytic Report - Outsourcing Essay Example for Free

Analytic Report Outsourcing Essay Offshore outsourcing, the sending of jobs to lower wage countries, has become a very popular practice amongst U. S. companies seeking ways to cut back on their operating costs. The idea of outsourcing has made for a highly emotional situation because of two dramatically different effects: it leads to layoffs and dislocations for workers. Well-educated workers in other countries are willing to work for a fraction of the wages paid to Americans, resulting in massive savings for American companies. The U. S. mports goods that would cost higher to produce domestically, and it creates and sells to other countries goods that would cost more for them to create on their own. The immediate problem resulting from outsourcing jobs is workers in the U. S. can become unemployed. The problem that causes a debate over outsourcing is even though it promises a better life for all involved; it causes hardships on the American workers when they are laid off. Economists argue that outsourcing is a bad choice because of the workers that are being laid off and displaced. In analyzing the Case Study IV-3 IT Infrastructure Outsourcing at Schaeffer (A): The Outsourcing Decision, both sides of the outsourcing debate are well represented. Once the Schaeffer board assigned the highly ambitious growth goals to Reitzel, the Vice President of Human Resources made the recommendation that they outsource some of its IT processes and resources. During the initial evaluation of the possibility of outsourcing, Schaeffer determined what the benefits would be of having a vendor manage their IT. They determined that they would be able to focus on core activities during growth periods, which would help them to meet the goals set forth by the board. Outsourcing IT will allow them to remain focused on those business activities that are important without sacrificing quality or service to their customers. Next, they would be able to achieve reduced overhead costs and better operational control. An outsourcing company could bring better management skills to a company than what would otherwise be unavailable to them. Another added benefit would be staffing flexibility. Outsourcing will allow operations that have seasonal or cyclical demands to bring in additional resources when needed and release them when they are finished. Outsourcing these functions can provide the additional resources for a fixed period of time at a consistent cost. Continuity and risk management would also be greatly improved because when you have periods of high employee turnover which add uncertainty and inconsistency to the operations, outsourcing would provide a level of continuity while reducing the risk that a substandard level of operation would impact the company and its customers. They also determined that outsourcing could help diversify and develop the staff by bringing in people with skills that are needed within the company and by providing training opportunities that had not previously been available for current staff. Once the idea of outsourcing was presented, a task force was created to analyze their current processes and map them in as great a detail as possible. This would help them to determine exactly what their outsourcing needs were going to be. They brought on an outside consultant who provided them with advice on how to proceed as well as detailed templates to assist them in gathering the necessary information to help them create the Request for Proposal (RFP). They determined that they wanted to outsource the data center, distributed computing (all desktops), voice (telephones), data networks, and the helpdesk. It was also determined that they did not want to outsource their development resources. The task force spent a year gathering data and filling out the templates so that they had a complete picture of their current services to better understand their outsourcing needs. They then spent several months preparing a 200-page RFP that could be provided to possible outsourcing vendors. After receiving two strong proposal responses, it was determined that ABC Corporation would be the best fit for Schaeffer’s outsourcing needs. There was a lot of negotiation to be able to bring the price within the needs of the company, but after several weeks of back and forth an agreement was reached. The next step was to get Schaeffer’s top management’s buy-in to the task force’s recommended solution. However, once the task force report was circulated internally, there were a lot of perceived disadvantages raised by its managers. One of the first concerns that was brought up with the consistency and priority of service that Schaeffer would receive. Most outsourced IT contracts are for a relatively long time-period. This is because of the high cost of transferring assets and employees as well as maintaining technological investment. The long time-period of the contract can cause three particular problems. One, difficulties in getting out of a contract if the supplier turns out to be unsuitable; two, problems in foreseeing what the business will need over the life of the contract hence creating difficulties in negotiating new services; and three, almost insurmountable problems in re-creating an internal IT department after the contract period is over or the relationship is terminated. Another major concern that was discussed was the impact to employee morale with the inevitable reduction in Schaeffer IT personnel, where some would be absorbed by the vendor but most would be given a severance package and laid off. And the employees who remain may distrust management after outsourcing because they will become fearful that their position could be targeted next. Administration should treat morale problems seriously and will need to work with staff to rebuild their trust and loyalty. The company is a major employer in the area so the decision to outsource could also have a ripple effect in the community by damaging their reputation. The vice president for finance of the Colbert division brought up the concern that the major benefits of outsourcing would only be beneficial to the Reitzel division whereas the other two divisions would incur additional costs without additional benefits. This concern led to a third alternative being suggested; outsource the IT infrastructure just for the Reitzel division. Based on the information included in the case study for all three alternatives, outsourcing should be the chosen solution. It is the most flexible solution for their growth goals. Outsourcing would allow for them to expand in areas more quickly without all of the time and costs associated with startups. The vendor already has the infrastructure to support the areas that they most want to expand into, allowing for quicker turnaround times in meeting customer needs and wants, especially for new business growth. If they kept the IT in-house, they would need to make a substantial investment of both time and money in expanding their services and support that would be needed for new business and it would need to be done very quickly to be able to meet the goals set by the Board of Directors. If they tried to adopt the third alternative, of only outsourcing the IT for the Reitzel division, it would negate all of the time and cost savings of the consolidation of the divisional IT groups into a shared services solution. It would then cause duplication of work and processes between the in-house IT team and the outsourced group, which would be impactful to the overall costs for all divisions. Each solution had its own pro’s and con’s, and needed to be evaluated against the best interest in achieving Schaeffer’s overall goals in the marketplace. Like it or not, change is an integral part of todays business climate. In the workplace, changes can occur as a result of new thinking, advances in technology, innovation and progress, knowledge and communication, as well as mergers, takeovers, layoffs, and downsizing. A lot of the concerns and disadvantages were voiced after the task force’s recommendation had been developed, presented, and circulated within the company. Communication is key! This could have been avoided by having better communication throughout the life cycle of the whole process, from the information gathering, to the development of the RFP, and the presenting of the final recommendations. A lot of people probably felt blindsided by the proposed solution to outsource the IT infrastructure because they have been conditioned to fear change. We must not lose sight of the fact that change is normal, and most of us will experience unpredictable changes throughout our professional lives. However, there is no doubt that everyone views change from a different perspective than everyone else. Many employees believe that management doesnt understand their side of the story, and managers often feel it is the employees who dont understand why the change is necessary. This is why communication is so vital during any change circumstance. Its been said that lack of communication is the number one reason why relationships deteriorate between employers and employees. Change will require open communication on both sides. None of us want to acknowledge that we doubt our ability to integrate new ideas, use new technology, or adapt to new organizations. We dont even want to think about whats ahead when outsourcing a whole department: new management structure, new processes and procedures, new terminology, new titles and job descriptions, not to mention the loss of longtime co-workers, friends, and family. The more we fight and resist the change, the more painful and frightening the changes will be. Resisting doesnt keep a new idea from taking hold; it simply makes the process longer and more painful. Change will happen no matter what. We will handle it better when we learn to move with the change – not against it. Its natural to fear the unknown and lack of control when it comes to embracing a new concept such as outsourcing that goes completely against the traditional workplace structure. There will be a lot of struggle during the transition period. We know we will have to work a lot harder. Are we willing to let go of the present to embrace the future? We may not know what the future will bring, but we are responsible for what we bring to the future.

Britain and the Early Colonies :: essays research papers

Britain had a new policy when it came to it's colonies. All they had to do was inforce the laws they already had, not make new ones. George Greenville, Britains Prime Minister from 1763 to 1765, didn't realize this. To raise money for Britain after the expensive French and Indian war, they decided to tighten control on the colonies The Proclamation of 1763 was the first of five laws passed to accomplish this new goal. This "proclamation" reserved lands west of the Appalachian Mtns. for use of the Indians. The frontiersmen were the first to get angry at the new land law because they wanted to settle in the unexplored west. Then in 1764 the British parliament passed the Colonial Currency Act. This act took away the right of any colony to issue its own paper money. This lead to increased poverty and hardship after the French and Indian war. The people opposed it because if more money was in circulation the economy would of been better. The Sugar Act in 1764, put a tax on sugar, molasses, wines, and other foreign products. This upset one Samuel Adams. After having lived in the colonies some years and being a successful merchant, He felt that the law was particularly unfair for merchants, as they were the most taxed. This also increased fear among the colonists that they would lose the right to determine taxes among their own colonies. Later in the next year of 1765, the Stamp Act was decreed. Special stamps were now required on newspapers, playing cards, business papers, and other legal documents. This law hurt the common man, but most the wealthy. John Adams, a well respected Virginian, wrote a partition to the king of Britain to repeal the act. Daniel Dulainy led protest with the people using effigies and all. They were afraid that there would be an increase of external taxes and the colonies would lose the right of thier own taxation. The Quartering Act in 1765, colonists had to give British troops places to live, some supplies, and part of their salaries.

3 Common Problems with Internship Programs

3 Common Problems with Internship Programs & Suggested Solutions Many internships programs are plagued with problems. From not planning correctly to sometimes leaving an intern in the dark, a lot of companies do not take proactive measures to ensure the intern has a meaningful experience. However, this not only makes the internship unfulfilling, it may also leave a bad taste in the intern’s mouth, which could lead to company bashing or deterring others from applying in the future.The good news is that many failing internship programs can be salvaged. Here are three common problems and how to fix them: The internship is one-sided. Many interns commit to an internship with the promise of creating relationships with the members of the organization, as well as establishing contacts through networking. However, some interns find that programs are very one-sided and benefits like having a mentor are almost non-existent. However, the whole point of an internship is to learn from more experienced professionals.So, you may want to think about spending more time mentoring your intern by asking them what you can do to assist them with their goals and helping them grow from intern to young professional. Think about creating an internship plan, meeting with your intern on a regular basis, and keeping them informed on company news. The more feedback you give them, the more your intern learns. Tasks are unrelated or irrelevant. We’ve all heard the internship stereotypes, like coffee runner, cabinet filer, or document copier.While these tasks obviously need to be done by someone, it probably shouldn’t be the highlight of an internship program. For example, if you work in an architecture firm and need an intern, their tasks could include things like assisting in creating blueprints, suggesting additions to site planning, or helping to manage a client deal. These are real experiences. After all, you’re only discrediting your image and the image of you r company if you continue to dish out menial tasks. If you’re not going have a meaningful internship program, what’s the point of even having one?The â€Å"just an intern† syndrome. Many of us have had the â€Å"just an intern† syndrome. It happens when the intern doesn’t feel like a real part of the team or a real asset, so they glide through the program with little to no experience. However, this is not just a waste of time for the intern (and frankly, for your company). It could lower your rate of production and the quality of work since there may not be an incentive, either through pay or appreciation. So, what can you do to flip the â€Å"just an intern† mentality?How about giving your intern real responsibilities that will contribute to the well-being of your team and the organization? It’s not as crazy as it sounds. By giving someone an actual reason to perform at their highest level, you could make them feel important, thus in creasing the chances of efficiency and putting their work to a higher standard. Ultimately it comes down to appreciation. We all want to feel like we positively contributed to a job and were credited for it. Make sure your internship program reflects this as well. Sources: www. internadvocate. com

Marketing baby food in Sweden Essay

In doing so it added three ingredients, â€Å"selenium† which is a substance that helps the body get rid of harmful oxidants since it is a proven antioxidant that has the capacity to turn harmful radicals that appear in the body into innocuous water and oxygen. The second ingredient it added was â€Å"nucleotides† whose main function is helping the growth of good bacteria in the gut so that the gut can fight bad bacteria and this ingredient is available in breast milk enabling children to build a natural immune system. And when children are using breast milk substitute formula, unless this substance is added they could be vulnerable to many kind of diseases, one of the reasons breast milk advocates had been highlighting, although it could be solved by simply introducing this substance into baby foods, which nestle did. The third ingredient was â€Å"beta-carotene† whose main function is to create a fortified immune system in the body since it is an antioxidant and it also helps in developing good vision early on, as well as it adds to the good development of the skin. [7] These are ingredients that are supposed to raise the eyebrows of mothers and their pediatricians who are mostly responsible for recommending what kind of baby food formula is good for the newborn children. From the outset the team knew that it has a winning product on its hand and this product is expected to cannibalize the regular Piltti in the long run, which is a little bit cheaper, but it is also presumed to beat many of the competing products that have not yet introduced functional baby food products in their baby food product line, even if their catching up quickly is imminent. However, until that happens the team was aware that there would be a window of time the company could do a quick profitable business. They have everything at their disposal except that they were aware of the WHO Code, which stipulates rules that make all the areas where an effective promotion could have taken place off limit. They are not allowed to have a direct contact with pregnant women or mothers of small children, although in today’s marketing campaigns that might not be essential, yet sometimes it is possible to come up with events where a close interaction between the marketing team and those who would be firsthand users of their product would have been possible. Because not only they can educate the mothers about their products but also they can give out samples and gifts that will build good relationship, which the code prohibits nonetheless. [8] It is not only that they cannot advertise using the known methods where they can put their ads on billboards, distribute brochures, or give out samples. All that can be carried out is through approved institutions by the WHO Code and if any of the allowed institutions are engaged in giving out free samples that are allowed to receive free samples from the manufacturers they have to make sure that there will be enough supply for the involved mothers for as long as they need it. This is so because this tactic had been highlighted where marketers and distributors of baby food products would usually start giving out free samples and if the mothers become dependent on it at the earlier stage of their breast feeding days and avoid breast feeding it will affect their ability to produce milk leading to their forced dependency on the substitute, which would mean they will be forced to buy the breast milk substitute products. Those who might not afford it could harm the normal growth of a child, which is a justifiable cause to be concerned about. [9] Therefore, there are very limited channels the marketing team could be promoting through and spotting those channels is very important. In addition, it is important the marketing team as well as the company should know that their new product should aim at those that are four months old and higher in normal circumstances and the only exception is when the mothers are not in a position to do breast-feeding for various reasons, there are no wet nurses, and at times access to breast milk banks might not be available since there are some of them in some communities. This would mean their marketing interaction is severely limited to interacting with health care personnel only and it is through them their would be customers will be educated to use their product as advertising to the general public is not allowed. Marketers do not have permission to show their existence at the point of sale, put posters, or any other means of advertising to promote their products. They cannot solicit mothers directly or indirectly or cannot give them gift nor free samples. Even if the health care system has the discretion of recommending the use of breast milk substitutes, they cannot allow their workplace for promoting any kind of such products. Nor any of the staff of such establishments have permission to accept any money from distributors and manufacturers of such products. But at least if the authorities see it beneficial they can make arrangement where pregnant women and mothers of young children to be educated or to be informed by a sales team, but the purpose of the meeting is far from pitching a product and it will be educational, where they will always be advised there is nothing better than breast-feeding for the newborn children. The labels on the products should not display a child’s picture and labels should clearly describe what the ingredients are, how to prepare it, and at what kind of temperature to store the product. In addition, they have to testify that the substitute does not come near to breast-feeding and the message will have to be to the point, without idealizing the breast milk substitute. The overall scenario when promoting baby food formula resembles medicine where there are go betweens who are the health officials and the authorities, and manufacturers of medicine target physicians when it comes to promoting their product since they are the ones who would subscribe it to their patients. Furthermore, almost no medicines are available without prescription, even if there are a few over-the-counter products. With the same token, even if the breast milk substitutes could find their way into grocery stores or even drug stores where anyone can pick them off the shelf without prescription, the consumers of such products could get their information from health workers only or from the labels that are required to follow some procedures, and marketers should not try to reach the direct consumers who are mothers of young born children or expectant mothers. Therefore, the team only had to approach a given number of institutions, mostly health establishments, where they are allowed to distribute their samples, gifts, and educational material so that the health officers will be informed about the benefit of their products and pass it on to the mothers of the young children. Due to this restriction the cost and the effort involved in marketing a baby food brand is not very high since they are not allowed to put billboards on the highways of several comminutes, or they do not have to advertise on TV, print, or are not allowed to print brochures and distribute them to the public, but they can pass such material to the health officials to help them with their educating the mothers. Hence, the undertaking would not be expensive since doing it in a continuous basis until the product becomes popular is not required as the case is when promoting other products. Instead, what is involved here is arranging an appointment with the involved officials or at times, all it might take is visiting these establishments in person that might number less than hundred. Since such officials are not allowed to ask any payment directly or indirectly that also saves the company a lot of money and it can focus only on samples and at times gifts, to be given to the mothers through the health officials in a form of utensils and the like. Nevertheless, giving physicians bonus is a common practice in the pharmaceutical industry since it is through them all the manufactures are selling their products. When it comes to baby food market it is not allowed, yet the sales team had started taking note to see if there will be some that will qualify in the long run for a preferential treatment and if there is a possibility of getting around the restriction to introduce a bonus even if the code prohibits it, but since it is a marketing scheme there has to be some way of compensating some of the health care workers who would choose to recommend the particular. Nestle product for their clients when there are other competing products, because even if Functional Piltti is new in the market, it might not take more than three months for the other manufactures to come up with similar products. Consequently, the job of the sales team is cut out for them where they have made a list of the establishments that are responsible for advising mothers and expectant women what kind of breast milk substitute to use. The job of the establishments that are medical and health care centers, hospitals and private pediatricians is to educate the mothers when to start mixing the breast milk substitute with their breast-feeding and what quantity and frequency to use, a knowledge they would acquire from the manufacturers and from their own experience as a health care officials. There is always a department at the bigger institution that will deal with the various marketers and when the need arises it is possible to arrange a one-on-one appointment and the promoting and the education process could take any form and any length of time. But the anticipated end result is in due time the company will start selling its products, either through the drug stores of big hospitals and health centers that can arrange to receive a shipment or the mothers will have to go and buy it from outside market once it is recommended to them by the health officers.

Banglore essay Essays

Banglore essay Essays Banglore essay Essay Banglore essay Essay 1) Traffic 2) no place to park 3) dirty roads with pits and holes 4)pollution 5) decreasing of trees and raise of temperature 6) costly lifestyle 2) Irregular garbage collection 3) Underground drainage problems 4) Transport facility 5) Water scarcity 6) Pastic waste 7) Loss of green cover Bangalore is witnessing an alarming depletion of wetland areas and vegetation cover. There is an increase of 1 to 1. 5 degree in temperature due to intense urbanization. Here are some of the eco issues that could cripple Bangalore Bangalore is among the most successful cities in India and the developing world. Its opulation growth has been dramatic and it has generated vast amounts of wealth and prosperity. Bangalores economic success reflects the ability of cities to connect smart people who then work together and learn from one another. But however the development path adopted by Bangalore is neither sustainable nor equitable. And its leading to widespread degradation of environment. On the tip of the iceberg of environmental issues facing Bangalore today are impacts of climate change, water pollution and rapid unplanned urbanization. These are some of the pressing challenges that Bangalore is facing and that will hamper its rush for growth. Plastic Waste Bangalore generates 2500 tonnes of solid waste every day, and this waste is often disposed off in a very unscientific manner. And this worsens the situation in the polluted garden city. Once upon a time, walkers in the famous Cubbon Park and Lal Bagh used to enjoy the fresh air during their walks. Today, a majority of them are forced to wear pollution masks during their morning and evening walks. Rapid industrialization and a surge in the number of vehicles have made Bangalore explode into metropolitan nightmare. Due to the unscientific disposal of waste, pollution levels have risen to unprecedented levels in Bangalore. Experts point out that apart from the industrial and vehicular pollution, the waste disposal management by hospitals too is in a pitiable condition. The Karnataka State Pollution Control Board has found that several industries and hospitals do not have a proper solid waste management system Pollutlon Statistics show that the ambient air quality in Bangalore is deteriorating rapidly. The amount of nitrogen oxides in the air is 34 micrograms per meter cubed of air, which is quite high. The amount of suspended particulate matter is 200 microns per meter cubed of air, also high. There are also 44 microns of nitrogen oxides , suspended articulate matter Sulphur Dioxide per meter cubed of air, another high statistic. Every year the numbers seem to go higher and higher and the average person inhales more and more impurities. In his study, Urban Vehicular Pollution Control-Focus Bangalore, environmental engineer Ameer Ahmed lists out some of the most polluted spots in the city where suspended particulate matter (SPM) is high. These include areas around Victoria and Bowring and Lady Curzon hospitals, Jayadeva Institute of Cardiology and roads close to Bishop Cotton Girls School. Tumkur Road, Mysore Road and K. R. Market also recorded high SPM levels. It is a question of reducing pollutants emitted from different types of vehicle engines and of trapping the pollutants. Using cleaner grades of conventional fuel such as petrol and diesel, burning them efficiently and neutralizing the pollutants before they are released are all part of the Bharat II emission norms already followed by automobile manufacturers. Water Scarcity With a population of 5,686,000, Bangalore is Indias fifth largest city. As per the estimates of the Bangalore Water Supply and Sewerage Board (BWSSB), the total demand of water is 840 million litres per day (MLD). Bangalore is prominent among he Worlds fastest growing cities. Due to unorganized and un-scientific growth over the last few years drinking water problem has crossed danger limits. Bangalore gets water from three main sources. Major source among them is Kaveri River. Everyday around 810 MLD kaveri water is channeled to Bangalore. This Journey of water over 120 Km, costs nearly 500 crore rupees per year for electricity alone. The other two sources for water are T. G. Halli Tank and Underground Water Resource. Around 120 MLD from T. G. Halli and 50 MLD from underground water resource is used up by Bangalore everyday. Of later however, T. G. Halli water has considerably educed and the chances of complete drying up of resource are foreseen. According to a study conducted by the Centre for Symbiosis of Technology, Environment and Management (STEM), a Bangalore-based research group, the demand supply gap is met by groundwater exploitation. It is estimated that 40 per cent of the population of Bangalore is dependent on groundwater. Loss of Green Cover Bangalore could soon become concrete city. Bangalore has lost around 50,000 trees in recent years to infrastructure development and nearly 300 more will soon go for the Metro rail project. Environmentalists and citizens fear that rampant felling could ost tne clty ts green nerltage tag. I nelr Tear Is supported Dy neaps 0T logs 0T axed trees and tree stumps dotting roads across Bangalore. As many as 279 more trees will soon be axed down for Namma Metro the upcoming metro rail in central Bangalore, especially near the legislative assembly building Vidhana Soudha and Central College roads. In the past two to three years alone, Bangalore has lost around 50,000 trees, felled for developmental activities, states a report of the Environment Support Group (ESG). Also, not only has the citys green beauty been destroyed due to developmental works, but the loss of green over is also harming the Karnataka capitals climate. Bangalores weather is changing fast and is no more pleasant as it was earlier. If trees continue to be chopped off rapidly, the citys average temperature will rise by two-three degrees Celsius in the coming years. Urbanization Many of the lakes in the city have disappeared along with their water-spreads due to the rapid and unbridled urbanization here, a study said. The study, published by city-based Institute for Social and Economic Change (SEC), paints a grim scenario with further worsening of the water-bodies if the State government fails to get its act ogether. The report also points out that there has been an increase in flooding. Reclamation of lakes for various developmental activities has resulted in the loss of inter-connectivity in Bangalore district, leading to higher instances of floods even during normal rainfall. Many lakes were encroached for illegal buildings (54%). Field surveys (during July-August 2007) show that nearly 66% of lakes are sewage fed, 14% surrounded by slums and 72% showed loss of catchment area. Lake catchments were used as dumping yards for either municipal solid waste or building debris.

Analytical response Essay Example | Topics and Well Written Essays - 2500 words

Analytical response - Essay Example It will also evaluate the concept of popular culture as a melting point for transnationalism. The paper will also go on to examine the relationship between transnationalism and religion and its implication on pedagogy. Transnationalism Transnationalism refers to the social matter that grows from the interconnectivity between people and the disappearance of national boundaries. This is because it evolves from the integration of minorities and foreign persons into a nation's cultural and social spheres. â€Å"The concept of transnationalism was coined in the early 1990s by an enterprising group of social anthropologists to refer to the multi-stranded activities created by immigrants across national borders† (Ben-Refael and Sternberg, 2009: p568). This implies that transnationalism is borne out of the cultural osmosis that culminates from the migration and settlement of foreign nationals in a given nation or state. Lionet and Shih (2005) go further to say that prior to the 1980s when migration became common around the world, national cultures were somewhat homogeneous. People maintained their real identities and did not really have direct linkages to other cultures. In most cases, these â€Å"other† cultures were deemed as â€Å"foreign†. ... However, after the advent of globalization and multiculturalism, nation-states need to be a little more accommodating due to the restructuring of the global order (Salih, 2013). Thus, the rest of this paper will involve a critique of the main themes of transnationalism. This will include an examination of elements that have changed with transnationalism from the core elements of the course. Transnationalism and Identity Obviously, in the current dispensation of globalization and multiculturalism, the identities of people are destined to be questioned and people are bound to change in accordance to the modification of their environments and places of domicile. Zalanga starts his analysis of the relationship between identity and transnationalism by examining the core thesis of the Marxist theory. This exegesis states that people are born into preexisting social systems and structures and hence, they grow up to honor the elements and values of the social system they were born into. This argument is true, in that different people have different attitudes and approaches to others depending on their social values and their social norms and traditions. The variations of social systems spans across the different continents and nations around the world. Thus, in a typical situation, transnationalism involves one person who grew up and spent his formative years in a single environment (Zalanga, 2012). This individual builds his conceptions and worldview around a given social system and social framework. However, such an individual may migrate and find himself or herself in a totally different nation and environment in which he might be surrounded by a totally different nation and a totally

Solar energy project at Philippines Research Paper

Solar energy project at Philippines - Research Paper Example Now I will discuss the Role of Stakeholders, project manager in relation to Project Governance in the project of BP solar energy. The project manager has the responsibility for the management of the project needs to have a well-defined process (Kenneth, 1998). In this project, the project manager has to streamline the main resources and financial aid to plan for the successful completion of this project. BP solar energy company has to make use of the local workforce and regional resources for this project to support them and this will also take less investment for the project. The government and Ministry of Finance of Philippines have to originate and establish such parameters to renovate this project development and also contact to international donors for their better support for the project. Local communities have to produce the innovation in the public and raise funds to support this project for its successful completion. The analysis I have conducted for this project has provided us a roadmap for the better project handling and management. I have identified two main stakeholders of this project, by this information we have to get the clear picture of people and instaurations those are attached, affected, influenced and take advantage for this project. This is basically a public welfare project to provide the electricity to people who do not have this facility in far from the area of Philippines. In this analysis, I have found that general public is the biggest beneficiary of this project.

Global Issues. Land Reclamation. What are the alternatives to Research Paper - 1

Global Issues. Land Reclamation. What are the alternatives to expanding a nation's economy rather than land reclamation - Research Paper Example ts in four categories which comprise of Draining of wetlands, Building of artificial islands, Floating platforms built out above the water, and Housing built on poles over water. The draining of flooded wetlands is frequently used to reclaim land for agricultural use, port expansions or industrial use. As the world develops, the population increases and the demand for infrastructures of business, commercial, and housing are on the rise. Countries like Japan, Hong Kong, and Singapore, used this method as a way of solving the land problems in their states. In the United States, all techniques of land reclamation have been applied, but the primary one is by irrigation. Under the 1902 reclamation act, the Bureau of Reclamation provides water that has been sponsored by taxpayers to agriculturalists in dry areas in seventeen western states. The aims of reclamation include flood control, recreation, and hydroelectric power generation. Moreover, Land reclamation is not the only way a nation can improve its economy. There exist numerous ways a nation can improve its economy rather than destroying the coastline. A country can decide to major in fish production to improve its revenues, or the rare species that exist in the oceans can be a tourist attraction that will improve a countrys econo my through tourism, among others. The purpose of this study is to find out why land refilling is a concern and its historical and global context. Also, we are going to look at the reasons we should act on the landfilling issue as soon as possible and the possible solutions. Lastly, we will relate this issue as it is with Bahrain. The paper will seek to answer the question of alternatives to expanding a nation’s economy instead of land reclamation (Zeballos and Yamaguchi, 690). Reclamation is not just a local issue, but also a worldwide issue. Due to this, it has an immense significance in the current days. The landfill has been shown to produce more wealth globally, through altering

Refelction Essay Example | Topics and Well Written Essays - 500 words

Refelction - Essay Example On the other hand, the situation asks teachers to arouse thought, outline examples, list probing questions for students to respond to, and counterexamples Other roles assigned to the teacher include highlighting genuine forms of application, carry out the role of the devil’s advocate, demand explanation, examine understanding, and seek justification. To justify this assertion, the author writes that, ‘teaching for understanding includes effective whole-class, small-group, and individual approaches.’ Evaluating approaches used in uncovering content require a bigger approach than the one applied in the article. In the same respect, the article delves into three methodologies of imparting knowledge in a manner that learners in an academically diverse classroom can understand the content. (Marzano, 2010, 21) The instructional techniques are six facets of understanding, crucial questions, as well as the WHERETO model. Applying critical questions as a technique of enhancing understanding starts at stage 3. It builds on activities that take place in the first stage where the teacher guides learners in developing questions that will help them in comprehending the concepts as the topic progresses. Questions are necessary teaching aids in making students grasp the concept from a close environment. The author of the article posits that ‘essential questions serve as doorways to understanding.’ This article aims at helping learners grasp crucial concepts and processes that rema in abstract always. The author proposes great modification in the allocation of the roles assigned to both teachers and learners with much emphasis on the roles of a teacher. It is at this moment that the article proposes that teachers must uncover the exact content to deliver. The article picks an image iceberg as an example to illustrate the point under discussion. ‘A certain portion is visible above the surface of the water,

Toyota Motor Corporation the effective management of people

Toyota Motor Corporation the effective management of people Toyota Motor Corporation (TMC) Toyota Motor Corporation also known as TMC is a Japanese born company famous for its car making as well as providing financial services and participating in various lines of business including housing, IT and financial activities. Over the years, TMC has become the largest car manufacturing in the world (operating in America, Europe, Asia, Africa and Oceania) after General Motors and is the biggest in Japan producing an estimated eight million vehicles per year. (Toyota Annual Report, 2009) Founded in 1937, its current name, TMC was incorporated in 1981. As of March 31, 2009 TMCs capital totalled to 397.05 billion yen, (Toyota Annual Report, 2009) and despite the current financial crisis, the company only announced its first annual loss in 71 years in May 2009. Importance of Project Management Many organisations use project management in order to survive in todays fast changing environment and it is part of the way things are done in businesses as described by Heerkens (2007). In using project management, companies translate both their strategies and objectives into action because this brings change to organisations and giving the fact that change is almost necessary if a company is to gain competitive advantage, this explains it multiple advantages including the following: Achievement of goal is made possible and decision making is based on more adequate information, thus making collaboration more focused and orientated toward gaining competitive advantage. Clear terms of reference allow employees understand their roles and responsibilities and how these can relate to the company i.e. objective, scope of deliverables, role, responsibilities, structure and schedule all give a clear path of progression in terms of what is expected from people, Dobson (2004) Forecast of revenues and expenditures is made possible by the allocation of budget. As a result, employees feel connected to the organisation from the corporate level where important decisions are made, thus facilitating an effective management. Time constraints (scope, time and cost) and specific expertise are used as measuring tools thus allowing the linkage of HRM to technology and the reduction of managers workload whilst increasing efficiency in the workplace by standardising HR processes. As a result, problem solving is made easy and fast, Harris et al (1996) In the organisational context, a hierarchical structure including the necessary step for achieving the objectives contribute in reaching the end. Different efforts are appreciated and team members recognise the importance of project management by pioneering it main focus. This ultimately leads to success and a drive toward effective management of people which is a critical component of organisational competitiveness as stated by Kerzner (2009). Because the success of any project depend on the leadership and motivation styles of sponsors who are experienced and ensure effective delivery, a sense of achievement is created for both employees and the organisation. Project management has served as tool to many big organisations in terms of innovation and when dealing with changes in the business environment, both employees and managers are able to witness the achievement of their respective goals and that of the organisation all in the same aim to gain competitive advantage, Larson et al (2006) The next sections of this report discuss some of these advantages in the context of TMC. Recruitment, Selection and Training of Personnel in TMC towards Market Advantage The concept of employee resourcing is aimed at employing people with the right skills and attitudes for the organisation. This appears to be acceptable in principle. But there is a tendency to interpret it because managers tend to recruit people who have the same characteristics as themselves. Most of TMCs senior executives are Japanese men, whereas most successful western corporations employ more diversely at the corporate level. In todays modern organisations, key issues include flexibility, innovation, creativity and the success of organisation is not likely to result from those who display similar characteristics to those already in the organisation. It can therefore be argued that organisations which perform better are those who employ people that think for themselves and have ideas and behaviour that are different from others While this suggests the usual selection methods which require evidence of continuous and verifiable employment actually works against the organisation that is seeking innovation, TMC with its The Toyota Way of lean product development and management principles illustrates otherwise. (Liker et al, 2004) So far TMC has been able to achieve market advantage by keeping up with it technology and more importantly being ahead of its competitors. In 1997, the company launched the Prius as the world first mass-produced hybrid car which was achieved through their people system. (Toyota Annual Report, 2009) TMCs system is centred on people from their recruitment and selection as well as their training and development in the company. The Toyota Way, as discussed by Liker et al (2004) must be part of their DNA. This concept has so far helped TMC achieve it organisational competitiveness. However, many overseas managers and engineers working for TMC have admitted working under too much pressure, Liker et al (2004). Others have embraced this and felt at home in an organisation where they feel valued. Either way, the question remains whether TMC is an employer of choice. TMC has recently been accused of weak designed practices with relation to the human resource as a result of the recent failure to spot technical issues, Sullivan (2010) In Sullivans view point, reward and recognition, training, hiring, the performance management process, the corporate culture, leadership development, staff retention and risk assessment all contributed to TMCs downfall. The company certainly has a very rigorous hiring process and often only recruit those who have had higher grades and are smart. But it can be argued that intelligence isnt always the key, particularly in an industry that is influenced by changing technologies and competition. The aim of recruiting should include making the organisation attractive to potential candidates by being the employer of choice where people are not only valued but want to be part of the organisation. This may be difficult for TMC as being a Japanese company involve adopting a culture of bureaucracy which ultimately affects the structure of the company as a whole. Introducing flexible working hours in the UK for example and where mostly men are employed, hiring women could all assist in this sector. Still, it remains managers job to examine the situation and identify alternative options in order to achieve market advantage. Armstrong suggested that learning programmes and training schemes should be developed in order to increase employability both inside and outside the organisation. To deal with the challenges faced by training, TMC introduced lean training where all team leaders work together to produce a new model. When producing Corolla for instance, TMC brought a team leader from each of their operating regions and together, they worked in 12 different assembly points around the world which reduced the number of working hours by 30%. (Toyota Annual Report, 2009) In addition, the company has a website that allows all its team members to take part in self training sessions which include weekly and location based trainings locations. (TMC Sustainability Report, 2009) However effective and efficient is this process of recruiting and training, the relationship between individuals who are brought to work together is crucial to the intended success. Teamwork Teamwork is an important aspect of an effective management of people and therefore represents a critical component of any process of project implementation. It defines the relation between individual and other external parties as well as being dependent on each other in their particular tasks. There is reliability on the individual capability. (Tarricone et al, 2002) More importantly, team members all have different skills and each contribute toward the organisations social culture and vision. (Gibson et al, 1980) Theories and Concepts of Teamwork Tuckman (1965) presented a theory of four different stages of group development that he further developed by adding a fifth stage after its popularity in 1970. The first four stages are represented by the guidance in the development and behaviour of the team members. Performing Performing Norming Focus on the Task Forming Storming Storming Figure 3.1: The Different Stages of Group Development Source: Adapted from Tuckman (1965) In the organisational context, the success of teamwork will depend on peoples ability to communicate within the team as well as their commitment to achieving the tasks in question. Contrary to this view, a project team might have different characteristics which allow them to accomplish their task in accordance with the given time and budget. As well as being fully involved, team members have to keep their manager aware of the issues, changes, risks and quality improvement. Gibson et al (1980) were adamant that communication and involvement are two different characteristics and that all that matters was the target or task that was required to be achieved by the team. The following attributes were discussed by Tarricone et al (2002) in the same interest of finding out what represented a successful teamwork. Attributes of Team Work TeamWork Interpedently Individual Skills Liberty of communicat-ion and suggestion feedback Commitment To team Team size Commitment to team and shared Goals Figure 3.2: The Six Attributes of a successful Teamwork (Adapted graph) TMC and Teamwork TMC refers to each of its employee as team member. To them, making customers happy is directly linked to how well they work together as a team. While this partly relate to Tarricone and Lucas (2002) six attributes of teamwork, particularly where team work and commitment are concerned, people have different competencies and as mentioned by Francis et al (1979), wouldnt it be easier if everyone focused on their given tasks? Or maybe TMC has found that taking care of each other, Critchley et al (1986) and respecting each other is primordial. We can still question TMCs communication and feedback standards because of the guidance they use from their recruitment to the training where strict rules are used. Harris et al (1996) outlined this in saying that members must have the right to express their feeling with regard to the work being carried out. Again, it is the managements job to not only give adequate direction, but also divide the job among the members while making sure they are not just following set rules but contributing individually. It is clear that TMC challenges its employees. For example, the company believes that respecting and trusting it people will ultimately mean that they will give 100% of output. They also agree that everything cant be done through machines and therefore human force is important. Thats why the company motivates it team members by trusting them and given them responsibility in order to fulfil their objectives. However, being a corporate company involves having low tolerance in terms of mistakes. TMC is currently at the centre of massive allegations regarding quality issues involving their recent cars. They have taken actions to correct these issues but could this be related to team members working under too much pressure? Is TMC too consumer driven? Or maybe the culture of the company which evolve around the Toyota Production system is in need of restructuring. The 5th stage of Tuckmans (1965) theory particularly represents this as being the split of the group after fulfilment of their purpose. In Tuckmans (1965) view, moving on is helpful to the team members as it creates a sense of recognition. What is obvious is that TMC understands teamwork and refers to it as its foundation. The next figure represents an example of how teams are formed in TMC. Team Size Team Member 5-8 Team Leader 3-4 Group Leader 5-8 5-8 Asst. Manager 4-10 Smallest Group 4TLs 18 TMs Largest Group 5 TLs 23 TMs Manager Figure 3.3: Typical Toyota Organization Assembly Operation Source: Bill Constantino, former group leader, Toyota, Georgetown. While other organisations use highly skilled employees to find solutions to day to day issues such as quality of products, maintenance of equipment etc, TMCs system (see figure 3.3) allows employees to do thing differently. Work groups are responsible for solving problems that occur and have many responsibilities including carrying out monthly planning in advance for quality production, scheduling etc. Another example of teamwork in TMC is where experts select two or three members depending on how many people are needed for the task and each member has to learn every job to allow rotation. The company believes that this way no member gets the load of work and the system runs smoothly while motivating employees. TMC and Change Management The management of TMC spotted the need for change from an early stage and has ever since been improving the companys productivity, quality, customer service etc. The company cultivates the leadership and teams styles change culture as well as growth to devise the strategy of what they refer to as The Toyota Way or the 14 Principles of Management. (Liker, 2004) This is also explained by the 4P model of The Toyota Way (Liker, 2004), where he highlights the Philosophy, Process, People and Partners and Problem Solving as a way of improvement and uniqueness of TPS. These 4Ps also constitute the 14 principles of management. Fig: 3.4: A 4PModel of The Toyota Way Source: Adapted from Liker (2004) However, change has its issues and most organisations begin to realise this when they are hit by competition or often bankruptcy. TMC experienced this in 1950 when the company encountered bankruptcy and began changing its culture. As recognised by Bridges (1995) with his transitional model of change, often dramatic change is needed in order to survive in a competitive market place. TMC accepted the challenge to survive in the US market and started working towards the companys vision by motivating and inspiring its employees. As a result of leading the global market, the company introduced the Prius in 1997. Change is part of TMCs leadership as well as being environmentally friendly when making cars and despite the current crisis facing all automobile makers, TMC remains a leader deriving from change as their main culture. Leadership and Motivation Both leadership and motivation have emerged as some of the most important aspects of an effective management of people and referred to as two elements that complement each other. In the 21st century, organizations are seeing leaders as those who set direction, has clear vision, inspire and motivate teams in achieving tasks. Once motivated, employees begin to prioritize organizational goals and culture, thus encouraging change and it adherence. TMCs Leadership Approach TMC doesnt follow a set of rules but rather exercises very unique values and approaches that set them apart from others. They believe in building employees strengths as well as building car. (Liker, 2004) Chemers, (1997) referred to leadership as a common task where people support one another. Hiebert et al (2001) on the other hand associated leadership with interpersonal relationship and corporate strategy. At TMC, Managers involve their subordinates into the thinking process which also reflect part of McGregors (1960) Theory-Y (participative style), and adjust themselves to situations depending on the project, or resources available which is reflected in Fiedlers (1967) approach. Fiedler (1997) further highlighted the environment as being the principal factor that influences leadership. He referred to this as contingency theory and placed leadership styles in two categories, task-oriented or relationship-oriented and situations in high-favourable and low-favourable. He came to the conclusion that task-oriented leaders perform more effectively and that when the level of situation favourability was intermediate, relationship-oriented leaders performed better. The leadership philosophy at TMC can be represented by the 2-dimentional leadership matrix of The Toyota Way, (Liker, 2004) where leadership styles have been divided into four types: Bureaucratic Manager, Group Facilitator, Task Master and Builder of Learning Organizations. Again we can distinguish similarities here to that of the Blake and Mouton Managerial Grid (1964) where the organization man manager shows the ability to balance between organizations goals and peoples needs. John Adairs (1973) Action-Centered Leadership Model proposed that a good leader must perform following 3 main responsibilities. Figure 4.1: The Action-Centered Leadership Model Source: Adair (1973) A good leader in Adairs (1973) point of view is the one who create balance between these three circles. TMC achieves performance by giving importance to both production and people (team), but in doing so people and production needs are left unfulfilled. This is almost a subtle way of telling people what to do as represented by the next graph. Figure 4.2: The TMC Leadership Model Source: Liker (2004, P. 196) Liker (2004) associated The Toyota way with that of the organisation that is building a learning organisation which nurtures the abilities and motivation level of its team and plans ahead in order to get the maximum out of employees. This has so far resulted in them setting example to many organisations by adding values to their existing culture. The 4P model of The Toyota Way studied by Liker (2004) put people on the third level from the bottom up along with long-term vision of the companys goals and adequate knowledge of technical and management skills. This is all well but we can argue that the primary goal as well as injecting that vision and knowledge to people should also include putting people at the very top since without them nothing is possible. Such an approach will allow employees to feel even more part of the company, motivates them further and enables them to put a maximum effort in order to achieve a longer-term success. However, at TMC, leaders encourage and respect position and decision making capabilities of their people working from the very bottom as many of them recognized having started at the bottom. (Gertner, 2007) Deriving from Fiedlers Theory (1967) and Adairs Model (1973), development of mutual trust and respect are very important to TMCs management relation which is the primary key to HRM practices in the 21st century. (Toyotas CSR Initiatives, 2010) TMCs Motivational Approach For most organisations, the ultimate goal is to make the employees work at their full potentials and this cannot be achieved easily as every individual is motivated differently. The concept of motivation has been developed by many scholars over the years. Fritz Heider (1972) developed two concepts of motivation which were Intrinsic and Extrinsic and which he believed were driven by the factors including employees attribution, beliefs and desires. Similarly, Maxwell (2008) discussed motivation factors where he associated needs, values and goals to peoples level of production. Figure 4.3: Employment Motivational Factors Source: Maxwell (2008) TMC is constantly committed to making improvements rather than just responding to problems that occur. The management develops friendly relationship within the teams and recognises their improvement. As a result, 94% of ideas in the company are adopted. For a Japanese company which guaranties life time employment, this is an obvious expectation because it allows internal promotion and develops motivation. However, motivation is a concept that changes with time and research on dynamic motivation carried out by Herzberg (1987) in his Dual Structure Theory pointed out that the diversity of motivation distinguishes between motivators (challenges) and hygiene factors (job security). But how important is job security in the 21st century? It is clear that being made redundant is no longer a threat and bigger organisations like TMC need to work harder in motivating and retaining their employees particularly in an age where competition and changes in the environment are part of their day to day lives. Heider (1972) believed that intrinsic motivation was driven by employees own self-esteem rather than financial reward which is often short lived and costly, while the extrinsic concept was influenced by the outside. Other factors were studied by Maslow (1954) in his Need Hierarchy Theory where he highlighted human needs as being very important and need to be satisfied if advancement was to be made possible. Agreeing with McGregor (1960) and Heider (1972), Maslow found money the least important. TMC recognises employees participation and money isnt used as motivator. At least not from what we have seen from their recruitment, selection and training strategies and team work structure. For any project implementation purposes, managers will need to further develop the process of working together by perhaps understanding employees needs rather than those of the organisation. This can assist in promoting motivation and therefore adhere to the organisations cultural implications which are becoming more homogenous in todays business environment. This also presuppose an understanding of employees own culture and context. TMC and Cross-Cultural Issues Taylor in the 20th century, studied how employers can increase their workers efficiency and decrease waste, later referred to as Muda by Japanese. TMC with their Toyota Production System champions this culture as well as what the company refers to as Kaizen which means team. Although Kaizen happens to be the improvement of Toyotas culture, it differs from the philosophy of Command and Control. The methodology of Kaizen is based upon monitoring results and making changes. TMC employs the very best people and trains them on cross training issues. By doing so, managers believe they are removing any problems from the root. But people are different and being a global company implies employing people who are culturally different. This therefore raises another concern about how diverse TMC really is. As earlier discussed, TMC is a global company still mainly run by its Japan headquarters. Its top leadership does not include foreign executives. This has resulted in slow problem solving of recent crisis of product defects. The National Highway Traffic Safety Administration (NHTSA) recently stated that the heart of Toyotas issues lies in its secretive corporate culture in Japan. (Financial Times, 3rd March 2010, P. 22) The interesting debate on these recent quality issues which is linked to the cross-cultural training and consultation factors is that TMC focuses on their Kaizen concept, which is eliminating problems; whilst Americans and other Western consumers focus on the transparency concept which is based on the freedom of information. Either way, organisations can hardly avoid mistakes. It is how managers address these issues that determine their future. So far TMC has proven its success deriving from its leadership culture which has resulted in: Promoting innovation and creativity as well as developing new ideas which are recognised by the management. Continuous expansion allowing TMC to explore foreign markets and achieve stability in the global economy. Efficiency and uniformity of the workforce allowing the maintenance of a respectable level of stability and competitiveness in the business environment. However, limitation of promotion prospect TMC might lead to a need to consider using more Total Quality Management (TQM) which results in rising cost for the company. This can also create inner conflicts considering the current rise in competition. Also, TMC should be mindful of the fear for disappearance of personal identity on the employees side; because the majority of ideas are adopted from employees. They are treated as a team which limit their recognition as individual. TMC and Diversity Since the early 1990s, large organisations including TMC have recognised Diversity as being an important aspect of managing people and declared themselves as being committed to equal opportunities. (Cockburn, 1991) Diversity is reflected in TMCs famous respect for people and continuous improvement. Reichenberg (2001) referred to this as a perspective that made business sense and the United Nations in particular has embraced this philosophy which further proves the companys efforts. However, being a Japanese company involves certain level of collectivism, which raises concern about TMCs diversity policy. Morrison et al (1991) used Hofstedes (2001) international cultural diversity study to demonstrate organisations relationship with their suppliers and customers and how these can be affected by diversity. For instance matching customer diversity to that of the service offered will imply considering ethnic differences which will lead to parties speaking the same language. This fits TMC because as stated by Lichtenthal et al (2001), the company benefits from matching its sales people to demographic attributes of buyers since buyers are more trusting of those who share similar cultural attributes to themselves. Managers often need something to go wrong in order to decide that change is necessary and prepare employees to cope with it. Claiborne (2001) discussed Toyotas racist advertisements and this lead the company setting out a $7.8 billion, 10-year diversity program. Conclusion We have seen that successful people management comes through a process of selection, training, teamwork, leadership, motivation, involvement and participation such that employees feel their needs and interests are being appropriately addressed. When combined with the organisations own requirements for achieving efficiency and effectiveness, this emphasises the need for managers to provide leadership which is characterised by both strong task and relationship orientations. Both leadership and motivation go hand in hand because for any form of task to succeed, a leader with motivational skills is needed in order to get results. TMC is an excellent promoter of Diversity and contributes in areas such as education, safety among young people and programs such as Toyota Teen Driver, Mothers against Drunk Driving (MADD), sponsors events for non-profit organizations like YMCA, National Multiple Sclerosis Society (NMSS) etc. However, in the 21st century, managers are faced with many other challenges including uncertainty and constant changes in technologies which all affect the implementation of projects and human resource development. One ought to ask if TMC has remained stock in the 20th century with the classical thinking where division of labour, span of control and line of authority were pioneered by Fayol et al. This is certainly reflected in the companys team work strategy earlier discussed. Also, although employees have a massive input in TMCs success, how far are they allowed to disagree with the proposed goal of the organisation as discussed by McNabb et al (1995)? Perhaps the structure and success of TMC shows a different picture which promotes a learning organisation with their Lean Training and The Toyota Way. But how flexible is TMC when it comes to employees? And are the companys leaders born or manufactured? The answer ultimately lies somewhere in the middle as TMC has had mixed success stories and the management is able to provide the environmental support needed to motivate employees toward the achievement of their vision. To lead an adequate change as proposed by Kotter in 1995 with his eight stage model, managers are faced with understanding the importance of employees need, vision, communication, empowerment and culture. Implementing project will therefore involve the identification of the micro-processes that affect the day to day formal and informal life of employee, Cornelius (2003). Or with regard to change management, there need to be a clear line between people and the organisation as proposed by Fisher,2005. Recommendations As discussed, managers are faced with several issues when dealing with implementation of projects in general. Making these issues manageable will require TMC to rethink its structure and level of control when it comes to team work. It could be that the Japanese culture which is often too reliant on employees efforts needs a different leadership style which will allow the company to meet international competitive requirements as they affect the organisations overall success. In terms of coping with the turbulent external environment, TMC should perhaps consider recognising individuals for themselves rather than the group. They can begin this change in African countries where they have a small percentage of market shares. TMC promotes many of its current employees from inside the company. While this is good for keeping the companys visions and values, employing managers from outside might facilitate obtaining more open minded and goal oriented employees. This is particularly needed now when questions are being raised about TMCs public relation and image due to the companys recent defect issues.