Volunteer and wildelife Tourism Assignment Example | Topics and Well Written Essays - 250 words

Volunteer and wildelife Tourism - Assignment Example A portion of the creatures which are pursued for trophy in Canada, incorporate the polar bear, Canadian moose, Canada whitetail deer, Canada ducks and numerous others. This demonstration of trophy chasing has its own effects socially, monetarily and even earth. The effects are ordered as either positive or negative effects on the general public, condition and the economy (Novelli, 2005). The worthwhile impacts of trophy chasing incorporate framework advancement, which involves a solid vehicle framework, country improvement and expanded openings for work. The activity increment is seen since numerous individuals are expected to secure the wild game. Expanded commitment to the Gross Domestic Product (GDP) and government income from the organizations identified with trophy deals is additionally another bit of leeway that is collected from trophy chasing (Novelli, 2005). Clamor contamination from the machines utilized, production of illicit streets in ensured zones and effects on the sanitation and water assets which influence both the wild game and the amphibian life are a portion of the hindrances of trophy chasing (Novelli,

Free Essays on The Problem of Software Piracy

Presentation The well known origination of programming theft is that it is the movement of a minority of disconnected privateer specialists, replicating and exchanging programming for their own utilization. Microsoft's charges mirror a reality that product robbery has extended from the rooms of PC wiz children to a worldwide exchange taken programming representing untold billions of dollars in lost income to the product business. In any case, Microsoft's announcement is significantly additionally telling, in that it demonstrates the effect of programming robbery goes a long ways past lost salary for programming organization investors. It influences lost positions in nearby economies, lost expense incomes to governments, and diminished quality and expanded costs for buyers whether private people, instructive organizations, or organizations. So as to contemplate the intricate issue of programming robbery, we expect to lead a five stage moral investigation. We will start by expressing the realities. We will give close consideration to who did what to whom, how much, and the amount it truly costs. We will likewise portray the monetary and legitimate condition of the issue. Second, we will depict the contention. We will portray the contending higher request esteems. Next, we will distinguish the partners. Past the quick competitors in this contention, there are other people who have a vested inspired by the result. Fourthly, it will be important to characterize potential choices to alleviate the contention. At long last, we'll have to portray the results of every conceivable goals, so we may show up at a sensible proposal. In the wake of talking about the moral investigation I have depicted the degree and nature of robbery in part 2. Section 3 is comprising of the potential viability and endeavors to stop it. Part 4 depends on an inquiry that can programming maker despite everything turn a benefit without stressing over robbery? Lastly section 5 investigates the Business Software Alliance’s (BSA) Software Policy and the law. ... Free Essays on The Problem of Software Piracy Free Essays on The Problem of Software Piracy Presentation The mainstream origination of programming theft is that it is the movement of a minority of disconnected privateer specialists, duplicating and exchanging programming for their own utilization. Microsoft's claims mirror a reality that product robbery has extended from the rooms of PC wiz children to a worldwide exchange taken programming representing untold billions of dollars in lost income to the product business. In any case, Microsoft's announcement is significantly all the more telling, in that it shows the effect of programming robbery goes a long ways past lost pay for programming organization investors. It influences lost positions in nearby economies, lost assessment incomes to governments, and diminished quality and expanded costs for purchasers whether private people, instructive organizations, or organizations. So as to consider the intricate issue of programming theft, we expect to direct a five stage moral investigation. We will start by expressing the realities. We will give close consideration to who did what to whom, how much, and the amount it truly costs. We will likewise portray the monetary and lawful condition of the issue. Second, we will depict the contention. We will depict the contending higher request esteems. Next, we will distinguish the partners. Past the quick challengers in this contention, there are other people who have a vested inspired by the result. Fourthly, it will be important to characterize potential choices to relieve the contention. At last, we'll have to depict the outcomes of every conceivable goals, so we may show up at a sensible suggestion. In the wake of examining the moral examination I have depicted the degree and nature of theft in section 2. Section 3 is comprising of the potential adequacy and endeavors to stop it. Part 4 depends on an inquiry that can programming maker despite everything turn a benefit without agonizing over robbery? Lastly section 5 investigates the Business Software Alliance’s (BSA) Software Policy and the law. ...

How to Write a Comprehensive Thesis Proposal

How to Write a Comprehensive Thesis Proposal Regardless of type of the paper you are writing (whether you write a short essay or a research paper) your thesis proposal paper is the most valuable part of the work done. Of course, some may say it is probably proved to be one of the trickiest part to formulate. Keeping this in mind, you need to remember that correctly organized and well-written thesis proposal serve to reveal the purpose of your document or work, thereby thesis proposal is used as identifier to present to the reader the structure of your thoughts listed, the way the paper is organized and gives a picture on your whole work (in the perspective of: worth reading or not). Without stating strong thesis, your arguments later in the writing, may seem weak, not relevant and boring to the readers. Thesis proposal statements must be clear and constructive. This is called to help your reader understand the topic in general, follow your thoughts in the document (by falling into trap of the strong arguments provided by you in the document) as well as to explain your position on this topic and, in the most successful scenarios, to convince your reader to take your side. The purpose of composing the thesis proposal is to state the essence of the material in the form of definitions. First of all, it is necessary to determine what kind of paper needs to be accompanied with thesis proposal because all your further work will depend on understanding this part. If the research paper is already done and written, then a thesis proposal statement can be made on its basis. But there is another possible scenario: when the thesis proposal is formulated firstly (providing with the brief essence of the work) and only after that the research work is about to be written. Most often scenario is as following: thesis proposal correlates with the purpose of the research, its goals, it presents conclusions based on the analysis or it provides with new methodology justified in the work. Writing a good proposal requires plenty of thought and preparation. A successful research proposal will provide evidence of: a strong proposition or clear central question that you want to pursue a description of the originality and potential contribution of your research a basic plan for the thesis structure preliminary ideas about your methodology familiarity with existing research in your chosen area an awareness of the resources, skills and sources required to successfully complete the project. Thesis proposal outline The first step in writing proposal for thesis is to prepare a rough draft for it. It is worth remembering that planning ahead and creating the draft version of your proposal, is the key. It may seem sophisticated though, but all you need at this stage is to prepare a document which will serve as a draft for now. Once you have completed your draft, check it, proofread it and send it to your supervisor, who will provide you with his first feedback and add some comments on it. The final proposal submitted with your research will be build up on this very first draft. If you receive a lot of comments and feel overwhelmed about how much you need to change, edit or cross out from your draft, you might think of giving up on the writing already. But all you need now to stay strong and remember that this is a start of the process. It is a common thing that many ideas and will be reworked after the feedback received, thus in the end your proposal will be changed as well. However, the more solid statements, proved points and remarkable elements you are able to provide at this stage, the stronger your proposal will be. Thus, the example of proposal outline can be as following. A Basic Proposal Outline includes: Introduction Topic area Research question Relevance of the knowledge Literature review Previous research conducted Highlighting the weak points of the previous research and finding the unanswered questions. Your draft of the work Methodology Approach selected Data to be provided Analytic methods to use Presentation of the results discovered. Expected results stated References and other sources cited. Another useful touch writing a thesis proposal (either you are writing master thesis proposal or writing proposal for phd thesis) is to stay creative. A modest proposal thesis A Modest Proposal is an essay that uses satire to make its point. The main purpose of a satire is to spur readers to remedy the problem under discussion. The main weapon of the satirist is verbal irony, a figure of speech in which words are used to ridicule a person or thing by conveying a meaning that is the opposite of what the words say. That’s why having created a modest proposal thesis, it would allow you to define an original central question and outline your answer on it. Answering your central question, establishing a strong standpoint and assessing the validity of your central argument will be the driving force of your research. Your prospective supervisor may suggest further reading and skills to develop before submitting a revised version of the research proposal. This process will improve the strength of your final proposal and your application’s chances of success. All in all, if you are not sure that how to do it properly or don’t have much time for doing it, our advice is to ask for help from professional services.

Angola s Percentile Rank On Each Of The Six Governance...

The line graphs above show Angola’s percentile rank on each of the six governance indicators. Percentile ranks indicate the percentage of countries worldwide rank lower than the indicated country so that higher values indicate better governance scores. Compared to other countries, Angola scores very low on all indicators. In other words, Angola falls into the category of exclusive institution. This finding further confirms conclusions made by political scientists that the quality of institutions matters. Based on qualitative analysis, many scholars believe that the abundance of natural resources can lead to rent-seeking behavior and corruption. It can lead to decreased quality of political institutions thus affect the economic development†¦show more content†¦It means Angola’s scores were more towards least free, and overall Angola has a Not Free status according to Freedom in the World 2014 report. Thus, based on above findings, president has been in power for over 30 years, and the ruling MPLA dominates Angola’s multiparty system, and the Not Free status, Angola is ruled by authoritarian form of government. Why does it matter? The resource-rich countries are more likely to be authoritarian than democracies (Mikesell, 1997). Other scholars present evidence that democratic government, especially parliamentary democratic, help to avoid resource curse (Damania and Bulte 2003). Unfortunately, the Republic of Angola is ruled by a dominant president and the ruling party; the opposition is marginalized, and elections are â€Å"held basically to render legitimacy to the incumbent regime† (Amundsen, 2011). Contrary to popular belief that the dictators are removed by the masses, Svolik presents quantitative data that shows two-third of the dictators were overthrown by the ruling coalition (Svolik, ). Therefore, it is in the dictator s best interest to buy off important inner circle elites known as the ruling coalition to make sure that he continues to stay in power. Svolik s findings explain why authoritarian government fuels corruption and has no accountability to the masses and no transparency of the funds. Thus, corruption in Angola is extreme;

Essay on Media Impacts and College Life - 1485 Words

From the Inside Looking Out As a college female growing up in a media-crazed age, I am deeply troubled and affected by the medias support of the thin ideology. I am a classic example of the medias impact on females and the downward spiral of self-satisfaction. Being present in the center of college life, I am in the midst of the hormonal sea of students. Whether its at class or watching the sorority and fraternity kids run around during rush week, there is always chasing for approval between the sexes. A day doesnt go by where I dont catch a glimpse at the self-conscious and hear the ever-so-common bellows of those who want to rid the freshman 15. Girls yearn for a slim, tan, ready for spring break body because they think by†¦show more content†¦It is impossible to flip through a magazine without seeing advertisements or articles with slender models trying to manipulate readers into bettering their body. Due to the consistent viewing of articles and advertisements covered with half-naked, bony models, the idea that being thin is the typical body image of women today is set into the minds of the readers. The images of thinness are used to symbolize such things as happiness, success, and beauty. In todays culture, the media plays the main role in setting the standards for body shapes and sizes. Our generation is dependent on the media for news, style, music, and the latest fad. Every household and dorm room has at least one TV and computer as well as occupying one or several screen names.. Media plays a major responsibility in each of our lives due to it being so frequently used, it is necessary to admit to ourselves that we are media junkies. Exposure to this false idea that being thin is a must in our society can lead to major problems such as eating disorders and depression. As girls begin to read magazines, generally around the age of 10, body dissatisfaction is introduced. Crouch and Degelman reveal that, girls ages 10-18 exposed to images of models evaluate themselves and their appearance more negatively. By the time girls hit college, their opinions of themselves are already shaky. Extra stresses suchShow MoreRelatedNegative Effects Of Social Media On Teenagers1147 Words   |  5 PagesEffects of Social Media on Teenagers Nowadays social media have become one of the important part of our lifestyle and has a great influence in our day to day basic activities. Getting more likes and having more followers has become one of the important part of people’s social life. Teenagaers spent most of their time checking Facebook, Instagram, Snapchat, Twitter and many more. According to The Washington Post, â€Å"Teens are spending more than one-third of their days using media such as online videoRead MoreThe Impact Of Social Media On Society Essay1006 Words   |  5 PagesThe impact of social networking in the twenty-first century is the game- changing phenomenon within communication in our society today. Internet usage has skyrocketed in the past few years, with the usage of social networks. In society today organizations, schools, universities, kids, teens and college students are surrounded by social media and are linked and updated through networks such as Facebook, YouTube, Twitter, Instagram, and Myspace just to mention a few. While social media is a greatRead MoreThe Impact Of Social Media On Youth Development1128 Words   |  5 Pages I use social media quite a bit in my personal life; it’s usually the first thing I check as soon as I log onto my computer. I’m almost always on Tumblr or Twitter for the latest updates. It’s a pretty useful tool, I would say because it allows you to connect with many people that you would not have known about otherwise. It’s an endless source of information, and it’s very easy to learn about things often just as they are happening which is a massive improvement in within the last twenty yearsRead MoreMASS MEDIA RESEARCH PROPOSAL1377 Words   |  6 Pagesï » ¿ MASS MEDIA RESEARCH PROPOSAL FREEDOM OF INTERNET: A RESEARCH OF INTERNET USERS AMONG THE UiTM STUDENTS BY: MOHD AFIFI BIN ZAKARIA 2012447002 MC223S3A COMMUNICATION RESEARCH METHOD (COM533) DR. ZULKIFLI ABD. LATIFF Introduction of Research In this globalization era, the internet or the virtual world has becoming more complicated and has the potential by showing more effective platform of various collaborative activities which includes academic and education purposes. The intention and the desireRead MoreThe Impact of Social Media Upon Education1709 Words   |  7 Pages Social media is a necessity. Around every corner, a person is seen scrolling through the countless news feeds on their favorite social media sites. This fast developing technology is changing the way that the world communicates on all levels, even to the point that people text each other when they are in the same room. With the uprising of faster social media, hardly anything else is used to get information, or communicate it. The obvious fact that social media is truly everywhere isRead MoreHiatt, Hannah. Mrs. Fingarson. English 11. March 13, 2017.1418 Words   |  6 Pages Junior Research Project: Negative Impact Social Media Has On Soci ety The average person spends about 1 hour and 40 minutes browsing on social media per day. That is 700 minutes per week, 3,000 minutes per month and 36,000 minutes per year. Most people don’t realize they are wasting these 600 hours per year just looking at their phone. The use of social media has been shown to influence and persuade people greatly in a negative manner. Although social media is one of the largest used platformsRead MoreThe Effects Of Social Media On Body Image1663 Words   |  7 PagesDo college-ages women who use twitter exhibit higher levels of social comparison and body checking than non-users? Countless scientific studies and research focus on the effects of social media platforms on body image, social comparison, and image satisfaction. Author Erin A. Vogel has written extensively over the effects of social media and body image. The studies utilize different experimental approaches that indicate the subjects who showed high levels of social comparison orientation are avidRead MoreSocial Networks And Its Effect On Our Lives1661 Words   |  7 Pagesplay an important role in our life. People can easily make new friends, communicate with friends and strengthen their relationship on the social sites. Users can share their routine and interesting experiences to their families and friends. They also can view pictures from friends’ timelines, read current news, and even play games. There is no doubt that social networks revolutionize the way that people communicate, interact and socialize on the internet. Nowadays, college students share a substantialRead MoreCommunication Theories And Its Impact On The Data1731 Words   |  7 Pagesfollowing are some of the key words that have been employed in the study and their meanings. a) Social media: - This refers to tools that are mediated by the computer for the purpose of allowing people to develop a platform of connecting with the rest of the world on matters such as politics, business ideas, or entertainment. b) Political engagement: - The process of learning about politics and its impact in the lives of people, and can take place through the willingness of people to learn and build aRead MoreThe Effects of Social Media on College Freshmen Essay1284 Words   |  6 PagesSocial media is defined as websites and applications used for social networking, in other words it is a way for people to interact and express themselves without being face to face. Social media has become a large part of the life of teenagers, who make up most of the population of people who are subjected to using social media in their daily lives. Many college students are faced with balancing their social lives with school and even athletics making priorities a big dilemma for them. College students

Assignment Template Free Essays

A new manager is starting in the organisation shortly. You have been asked to provide an outline to this new-starter, so that they can gain some understanding of the organisation in preparation for their start. The information you provide should include: ? A list of the main products and services of the organisation ? An identification of the main customers ? The purpose and goals of the organisation An analysis of a minimum of 4 external factors and their impact on the business activities of an organisation ? The structure and at least 4 functions of the organisation ? An explanation of how these different functions work together within the organisation to optimise performance ? An identification of the culture of the organisation and at least 2 ways this affects operations. We will write a custom essay sample on Assignment Template or any similar topic only for you Order Now    In order to understand the organizational business or operation environment and cope with specific organizational culture, it seems important to get the comprehensive information regarding the products and services, customer base, organizational goals or objectives of the company and its internal or external influencing factors. Considering the same, brief insight about Apple Inc. can be of great help for new managers to understand and cope with new organizations culture. Apple Inc. is known in the global market place for its innovative new dimensions of digital technology, which acts as the core competitive advantages of its business. Company has well known brand repute in the local and global market places, which entails it to expand its business of producing personal computers, computer software, servers, consumer electronics and digital media for distribution etc beyond the domestic boundaries. Apple has developed innovation and new digital technology utilization as the strategy for growth of organization and expansion of business in global territories. Most popular products of company are the iPhone, iPad, iPod, and the Mac computers and laptops, which have helped in establishment of its own niche market by the Apple. Certain products like iPods and iTunes etc have generated high volume sales in its specific industry segment of consumer electronics and media sales. With grand success of iPhone series mobile equipments Apple is still reaping the market through its innovative product iPad. One of the founding member Steve Jobs has formulated and developed the culture of innovation and new dimensions of digital technology as the key competitive factors. Apple has aligned its strategic thoughts with that of the approach of creation and delivery of new product segments and improvements in the existing products in the market. Through such approach of innovation and advanced technology product development, Apple has build up its specific organizational culture and with passage of time extensive research and development programs and quick upgrade of upcoming and existing products have become the integral part of its overall organizational development strategy. In its customer base main constituents are the young age individuals and institutional organizations, who utilises specific products like iPods, iPhones, iPads etc for their personal use and Mac computers and laptops for their professional or operational uses. Improvements and upgrades in existing products and launch of new innovative products have helped in development of organizational value and sustain growth prospects. Basic approach of Apple towards operational imperatives seems to follow the integration framework, where different operational functions like designing, engineering, retail and research and development are integrated to develop high quality and advanced technology products. Such approach of integration of different operational functions helps it in gaining flexibility and quick responses in situation of change in environment. Most of the operational efforts remain allocated to bring innovation and efficiency in core functions of Apple, like designing, engineering, retail and research and development, which bring uniqueness and sustainable quality in the offerings. As basic strategy of Apple Inc. is considered to be inclined towards development of specific products targeted to certain specific markets, thus even though it has earned impressive growth in past, a prospective threat of influence of external environmental factors also exists, which may potentially affect the business and growth prospects of the Apple Inc. Certain external factors which may affect the Apple’s business can be mentioned as change in interest or preferences of the customers, dynamic changes in the technology, entry of other strong competitors in its niche market segment and change in rules and regulations of global market economies. Due to technological advancements most of the technical specifications of iPods became available in iPhones and other similar products of other competitors thus it poses enhanced internal and external competition for its products like iPods etc. Similarly with spread of technology in global sphere several other competitors have also started optimizing their potentials to compete directly in the niche market of Apple, just like the case of Samsung which has posed significant competition to the Apple’s iPhone. Apple’s organizational culture is considered to be based on the integration of different operational functions and utilization of innovation and digital technology dimension in product development. As Apple operates in global scenario and utilizes the organizational communication, open-mindedness, inter-disciplinary design reviews and collaborative operations of technical teams as its organizational culture components, thus certain issues like cross culture conflicts and respective barriers of communications can affect the productivity and sustainability of growth prospects. Cross cultural conflicts can hamper the competitive advantages developed by the Apple in several years of effort. How to cite Assignment Template, Papers

No Men Are Foreign free essay sample

No men are foreign tell us that we should not consider anyone as foreign or strange. Humanity is the same all over the world and in harming anyone we are harming ourselves. This poem emphasizes the fact that men might belong to different races, nations, but are basically bound by a common bond i. e. they all feel pain when hurt and shed tears on the loss of someone close and wars should not break this common bondage. In destroying another country we are destroying our own Earth. The poem tells us to look upon humanity as unified entity. [pic] The poem is obviously a strong plea for universal brotherhood. It underlines the fact that the people of different countries have same physical, mental amp; emotional experiences. Their fate is the same. They are in no way different even though they wear different clothes amp; speak different languages. Nobody should be viewed as stranger amp; no country foreign. We will write a custom essay sample on No Men Are Foreign or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The poet emphasizes the futility of hating those who belong to other countries. When we wage war against others, we only defile our own earth. The dust amp; smoke caused by war weapons pollute the very air we all breathe. The poet calls upon the people to liberate the world from man-made barriers and parochialism (narrow outlook). There is much in common between different races of the world. [pic] This poem is written to foster feelings of fraternity, brotherhood and to emphasise that people of different nations are alike in every manner-fate, times of sorrows and happiness etc. Therefore James Kirkup has written this poem to say that we are the children of the God and should we desecrate our Earth by waging wars, by fighting we are condemning ourselves.Poet: James Kirkup The Theme The poem â€Å"No Men Are Foreign†, a poem by James Kirkup states that no man is foreign or strange and we should not regard anyone as foreign or strange. The poem revolves around the idea that all men are equal. Though they are separated by boundaries there is no difference between men of different nations. The difference is only within a man’s heart. It is a universal appeal for brotherhood. The differences among them pertain merely to colour, dress and food habits which are not of much significance. Humanity all over the world is alike. If man is destroying another nation, he is actually destroying himself and the entire humanity. The people of different countries may differ in complexion and clothing but their mental, physical and emotional experiences are the same. The poet makes an effort to wipe away the hatred among people of the world and highlights the futility of war and weapons that only add pollution to â€Å"innocence. † The Summary   The poem begins with the speaker asking his audience to remember that no human being should be treated as foreigner or stranger because all human beings are essentially the same. Even those who wear different dresses are in no way different from us because though the clothes are different the bodies are the same. All human beings are â€Å"brothers† as they breathe the same air and live on the same land. In life and death people of all countries share the same sun, the same water and the same air. Peace brings prosperity to all men and war brings adversity. The lines on the hands of all people show that they are all destined to work hard and labor for earning the living. In waking and in sleeping all men are same. God has bestowed the same strength to all men and it is only the human quality of love that can subdue the most powerful of all forces. The poet’s message is that we should not hate our fellow human beings. We have no right to look down on anybody or discriminate against anybody on any grounds. The poet makes a strong plea against the evil of war. By taking up arms men desecrate the holy earth, polluting it with not only dust and smoke but also hatred, men must learn to develop the feeling of universal brotherhood. Men must learn that no man is a stranger and no country foreign. No men are foreign ells us that we should not consider anyone as foreign or strange. Humanity is the same all over the world and in harming anyone we are harming ourselves. In destroying another country we are destroying our own Earth. The poem tells us to look upon humanity as unified entity. The poem is obviously a strong plea for universal brotherhood. It underlines the fact that the people of diff erent countries have same physical, mental amp; emotional experiences. Their fate is the same. They are in no way different even though they wear different clothes amp; speak different languages.

Product and Purification and Infrared spectrum of trimyristin Essay Example

Product and Purification and Infrared spectrum of trimyristin Essay Example Product and Purification and Infrared spectrum of trimyristin Paper Product and Purification and Infrared spectrum of trimyristin Paper Trimyristin is one member of a class of triglycerides which is found in animals fatty tissues and vegetable or marine oils. It can dissolve in organic compound such as hot acetone readily as it is a non-polar compound.  After the isolation of tirmyristin from nutmeg seed by solvent extraction followed by recrystallizaiton, the present of functional groups in organic molecules can be identified by infrared spectroscopy. Infrared spectroscopy is one of the most useful tools available to the organic chemist as only small quantity of sample is needed, the cost of the spectrometer is relatively small and the application of this method is wide. A molecule is constantly vibrating. Changes in vibrations of a molecule are caused by absorption of infrared light. A particular part of the infrared spectrum is referred to either by its wavelength or its frequency. Therefore, infrared spectrum is a highly characteristic property of an organic compound and can be used both to establish the identity of two compounds and to reveal the structure of a new compound. Small amount of activated carbon is added to during the recrystallization in order to absorb the colour inside the solution. After that, it can be filter out by the fluted filter paper.  Objective:  To isolate trimyristin from nutmeg seed by solvent extraction  To purified it by recrystallization.  To obtain an infrared spectrum of the isolated trimyristin from the recrystallized trimyristin from the experiment.  To study the difference between the infrared spectrum results of the isolated trimyristin from experiment 3 and the recrystallized trimyristin  Materials and Methods  Procedure for the isolation trimyristin from nutmeg seed by solvent extraction. 15.13g of ground nutmeg seed, 40ml of acetone and five antibumping granules were placed into a 100ml round bottom flask. The ground glass joints of the 100-ml reaction flask and the outer joint of the reflux condenser were lubricated by Vaseline to prevent the glass joints from freezing together. The mixture was then allowed to reflux for 15 minutes.  Then, the heating mantle was switched off and the hot solution was filtered into a 100 ml conical flask containing 15 ml acetone on a hot water bath using a hot stemless funnel which was preheated to about 80?C and fitted with a fluted filter paper. The extracts were allowed to cool in an ice bath until crystallization was complete while the solid material was isolated by suction filtration. Procedure for recrystallization  The isolated product from ex 3 was placed in a 100ml conical flask. Then 30ml acetone and a very small amount of activated charcoal were added. The mixture was warmed in a hot water bath. After that, the solution was filtered and allowed to cool in an ice bath. The purified trimyristin crystals were collected by suction filtration. The weight and melting point of the product were also determined.  Procedure for infrared spectroscopy. About 15 to 20 mg of the recrystallized sample was ground in an agate mortar, then a drop of the paraffin oil was added, and was ground for 2 to 5 minutes until a mull was formed. The mull was transferred to the bottom salt plate of a demountable cell. The top plate was then placed and twisted to distribute the sample evenly and eliminate all air pockets and the spectrum was run. After running the sample, the salt plates were wiped clean with a tissue paper saturated with acetone. The apparatus for refluxing a solution is always left open to the atmosphere during heating and is never stoppered because if the apparatus is in a closed system and the temperature of that system is increased, air will expand. And the solvent will evaporate into gas so the pressure inside will increase also. As the pressure inside will continue to increase and until the apparatus cannot stand the pressure, the apparatus will break and the solution may spread. That is why it is really unsafe when heating in a closed system. IR spectrum  In our group, the IR spectrum of recrystallized sample was done. In the spectrum, there were a peak at 1735.84cm-1 which indicated the presence of C=O bond,  peaks at about 1180cm-1 which indicated the presence of C-O bond and the peak at 2842.67cm-1 to 2920cm-1 indicated the presence of aliphatic C-H bond.  By comparing the IR spectrum of un-recrystallized sample from the other group, similar pattern of the spectrum was obtained. Same functional groups were found in that sample but the transmittance of the recrystallized one was much lower than the un-recrystallized one which indicated that the purity of the recrystallized sample was higher. Source of errors  If the mixture was heating under reflux for too long, other things may also extract. Moreover, there was loss of sample during the transfer process as some solid might adhere on the flasks, Buchner funnel or even the weighting bottle. Some of the trimyristin might not completely dissolve in the hot acetone so less trimyristin was extracted. As the solubility of trimyristin in hot acetone is much bigger than in colder acetone, if we dont filter quickly after heating, the temperature would decrease and less trimyristin would be isolated. For the IR spectrum of the recrystallized sample, some sharp unnecessary peaks may appear because of the acetone or other impurities as we used acetone to clean the plate which did not evaporate completely before we put them in the spectroscopy. Improvement  For the purity, we can repeat the process of recrystallization although the yield might be lowered. Moreover, the product could be allowed to dry in the suction filter for more time. Tiny amount of charcoal was added first, then warm the mixture for a while if the yellow colour still present, a little more charcoal is added instead of adding too much at first. For the reflux, it is better not reflux for more than 20 minutes. During reflux, the stand should shake gently so that the trimyristin can better dissolve in the hot acetone and should filter the solution as quick as possible after heating. Finally, wait for a while after cleaning the salts plates or apparatus used for IR spectroscopy so that the acetone can fully evaporate in order not to interfere the results.

Definition and Examples of Anti-Language

Definition and Examples of Anti-Language Anti-language is a minority dialect or method of communicating within a minority speech community that excludes members of the main speech community. The term antilanguage was coined by British linguist M.A.K. Halliday (Anti-Languages, American Anthropologist, 1976). Examples and Observations Anti-languages may be understood as extreme versions of social dialects. They tend to arise among subcultures and groups that occupy a marginal or precarious position in society, especially where central activities of the group place them outside the law. . . .Anti-languages are basically created by a process of relexicalizationthe substitution of new words for old. The grammar of the parent language may be preserved, but a distinctive vocabulary develops, particularlybut not solelyin activities and areas that are central to the subculture and that help to set it off most sharply from the established society.(Martin Montgomery, An Introduction to Language and Society. Routledge, 1986) The ideological function and sociolinguistic status of Black English is reminiscent of (though not identical to) an anti-language (Halliday, 1976). This is a linguistic system that reinforces group solidarity and excludes the Other. It is speech characteristic of a group which is in but not of a society. As an anti-language, BE emerges as a counter-ideology; it is the language of rebellion and the symbolic expression of solidarity among the oppressed.(Geneva Smitherman, Talkin That Talk: Language, Culture, and Education in African America. Routledge, 2000) Long after they learn to behave as adults expect them to, children continue to investigate the boundaries of sense and nonsense. Anti-language flourishes in the society of children as an unself-conscious culture (Opie, 1959).(Margaret Meek, Play and Paradox, in Language And Learning, ed. by G. Wells and J. Nicholls. Routledge, 1985) Nadsat: Anti-Language in A Clockwork Orange [T]here is something at once delightful and horrible, dogged and elusive in A Clockwork Orange [by Anthony Burgess] . . .. There is something about the novel so frightening that it demanded a new language and something so immanent in the message of the novel that it refused to be separated from the language. . . .The novels tempo, and its overwhelming linguistic accomplishment is to a great degree based upon the language Nadsat, coined for the book: the language of the droogs and of the night. It is the jargon of rape, plunder, and murder veiled in unfamiliarity, and as such it works highly successfully. . . . The novel makes a fleeting reference to the origins of the language. Odd bits of old rhyming slang . . . a bit of gipsy talk, too. But most of the roots are Slav. Propaganda. Sublimation penetration (p. 115).(Esther Petix, Linguistics, Mechanics, and Metaphysics: Anthony Burgesss A Clockwork Orange (1962). Old Lines, New Forces: Essays on the Contemporary British Novel, 1960-19 70, ed. by Robert K. Morris. Associated University Presses, 1976)Nadsat is derived from Russian, British, and Cockney rhyming slang. Burgess said that elements of the language were inspired by the Edwardian Strutters, British teenagers in the late 1950s who carried out violent attacks on innocent people. Rhyming slang is characteristic of Londons East End, where speakers substitute random rhyming words for others: for example, nasty becomes Cornish pasty; key becomes Bruce Lee; and so on. (Stephen D. Rogers, The Dictionary of Made-Up Languages. Adams Media, 2011)

Description of Temple Run Game Essay Example | Topics and Well Written Essays - 750 words

Description of Temple Run Game - Essay Example From this discussion it is clear that  the player is required to collect coins on the way in form of diamond coins primarily yellow but depending on coin value, they can change to red and blue. The collected coins are eventually used in the games store where the player can buy power ups that are beneficial to unlock characters. Mega coins retail at 150coins which is the coin value three times. Boosts helps up to 1000meters as the invisibility lasts 30seconds. Two point coins starts at 1000meters while three point coin starts at 2000meters. As the player continues to survive the higher score, he accumulates points which are five times the value of collected coins.  This study stresses that the target of Temple Run Brave is virtually everyone. Its’ design ensures it can be used by almost everyone who owns a smartphone, tablet or computer and loves speed and racing. The extensive market research that the Temple Run app did is the cause of their success in the flooded market. It is important to note that in the over one billion smartphone and tablets users, games command more than 40% of the time spent on apps. Temple Run has been designed in such a way that it is easy to learn starting from simple to complex tasks. This allows a wide range of users depend on their capabilities and age. The predictable playing pattern allows for all genders to play it hence a wide market range.  Temple Run can be played by children, young adults and adults with a smartphone, tablets, laptops and computers. It is easy to download and can also be played offline.

Essay plan ( management employee relation ) Example | Topics and Well Written Essays - 500 words

Plan ( management employee relation ) - Essay Example One instrument of improving employee-management relations is by using employee empowerment method. By empowering you mean that you delegate more authority to them and give more power to subordinate. This way they can come up with new ideas and cost cutting methods and firms might not only cut costs but it might also benefit from good relationship with employees. 2. According to a book written by John Gennard on employee relations, employee-management relationship suffers because of different aims of both management and employees. For example, management wants higher profits which includes lowering costs and could lead to downsizing and loss of job for labor. On the other hand, labor wants the security of their jobs and higher wages. The book further states that during recession these aims become more conflicting and the need to maintain cordial relations become more vital. The book recommends that this relationship could be improved by bilateral negotiation between management and labor union and by joint consultation by the both parties before decision making. For example, in recession due to slump in demand your organization cannot pay high labor costs and firing is inevitable. But this can be avoided if management decides to involve labor union in the decision making process.

Diphtheria (corynebacterium Diphtheriae) :: essays research papers

Diphtheria (Corynebacterium diphtheriae) Corynebacteria are Gram-positive, aerobic, nonmotile, rod-shaped bacteria related to the Actinomycetes. They do not form spores or branch as do the actinomycetes, but they have the characteristic of forming irregular shaped, club-shaped or V-shaped arrangements in normal growth. They undergo snapping movements just after cell division which brings them into characteristic arrangements resembling Chinese letters. The genus Corynebacterium consists of a diverse group of bacteria including animal and plant pathogens, as well as saprophytes. Some corynebacteria are part of the normal flora of humans, finding a suitable niche in virtually every anatomic site. The best known and most widely studied species is Corynebacterium diphtheriae, the causal agent of the disease diphtheria. History and Background No bacterial disease of humans has been as successfully studied as diphtheria. The etiology, mode of transmission, pathogenic mechanism and molecular basis of exotoxin structure, function, and action have been clearly established. Consequently, highly effective methods of treatment and prevention of diphtheria have been developed. The study of Corynebacterium diphtheriae traces closely the development of medical microbiology, immunology and molecular biology. Many contributions to these fields, as well as to our understanding of host-bacterial interactions, have been made studying diphtheria and the diphtheria toxin. Hippocrates provided the first clinical description of diphtheria in the 4th century B.C. There are also references to the disease in ancient Syria and Egypt. In the 17th century, murderous epidemics of diphtheria swept Europe; in Spain "El garatillo" (the strangler"), in Italy and Sicily, "the gullet disease". In the 18th century, the disease reached the American colonies and reached epidemic proportions in 1735. Often, whole families died of the disease in a few weeks. The bacterium that caused diphtheria was first described by Klebs in 1883, and was cultivated by Loeffler in 1884, who applied Koch's postulates and properly identified Corynebacterium diphtheriae as the agent of the disease. In 1884, Loeffler concluded that C. diphtheriae produced a soluble toxin, and thereby provided the first description of a bacterial exotoxin. In 1888, Roux and Yersin demonstrated the presence of the toxin in the cell-free culture fluid of C. diphtheriae which, when injected into suitable lab animals, caused the systemic manifestation of diphtheria. Two years later, von Behring and Kitasato succeeded in immunizing guinea pigs with a heat-attenuated form of the toxin and demonstrated that the sera of immunized animals contained an antitoxin capable of protecting other susceptible animals against the disease. This modified toxin was suitable for immunizing animals to obtain antitoxin but was found to cause severe local reactions in humans and could not be used as a vaccine. In 1909, Theobald Smith, in the U.S., demonstrated that diphtheria toxin

Effective Management of Job in Post Merger and Acquisition Scenario

RAYAT LONDON COLLEGE SUBJECT:- RESEARCH METHODOLOGY COURSE:- MBA SEMESTER 1 LECTURER SUBMITTED BY SUBMISSION DATE DR. LANGESWARAN SUPRAMANIAN ARSHAD MUHAMMAD 14 DECEMBER 2007 â€Å"EFFECTIVE MANAGEMENT OF JOB REDUNDANCIES IN POST MERGER AND ACQUISITION SCENARIO (SERVICE SECTOR)† ASSIGNMENT TOPIC 1 TABLE OF CONTENTS 1. ABSTRACT 2. INTRODUCTION 3. MOTIVATION 4. RATIONALE 5. LITERATURE REVIEW 6. RESEARCH METHODOLOGY 7. FURTHER EVOLUTION 8. CONCLUSION 9. REFERENCES AND BIBLIOGRAPHIES Page NO 3 4 6 9 12 19 19 22 22 1. ABSTRACT This report introduces a practical model of training and development needs assessment to reduce redundancies stress on employees after merger and acquisition. The proposed model is competency-based, which allows for the incorporation to reduce redundancies in post merger situation. When redundancy is the only route available, employers invariably feel obliged to assist those affected with positive planning measures for what, at the time, can seem an uncertain future. However, this is not an easy task. Redundancy can be a difficult ordeal, hitting hard both mentally and emotionally and unless professionally implemented, employers will invariably fall short of ? having done enough‘ to really help. Everyone deals with redundancy in a different way. Being made redundant can provoke a range of emotions at different times, including shock, anger, loss, fear, denial or acceptance. Redundancy after M&A is a risk to all employees, and needs careful handling and counselling. Less recognised are the needs of those left behind. On the analogy of major disasters, they too demand meticulous attention to avoid deleterious effects both to themselves and to their organisations. The management of restructuring, redeployment or redundancy is important, not simply to be humanitarian, or for good public relations, but also because the effectiveness, vision and mission of the organisation that survives is at stake. Survival tips for both the individual and the organisation are indicated. 2. INTRODUCTION Since the late 1980s, the total number of mergers and acquisitions (M&As) has far surpassed the number that occurred throughout the 1960s. Whereas the M&As throughout the 1960s were mainly due to unions between conglomerates, the 1980s and 1990s has witnessed an increase in M&As between firms of different sizes and different industry types, Merger and acquisition would have corporate strategies directed at gaining competitive advantage and satisfying customers? eeds always have human resource implications, and tactics such as job redesign, multi-skilling, redeployment, training, paying for performance, layoffs and downsizing should be specifically directed at implementing the human resource strategies of organisations. Unfortunately, however, the strategic considerations which should accompany the use of these tactics are often absent. The primary purpose of merging and acquiring new firms is usually to improve overall performance by achieving synergy, or the more commonly described as the ? + 2 = 5? effect between two business units that will increase competitive advantage (Weber, 1996). Recent research indicates that these M&As have a negative impact on the economic performance of the new entity because of human resource implications mostly redundancies (Tetenbaum, 1999). Therefore, although M&As are usually extremely well planned out in terms of financial and legal aspects, the conclusion that has to be drawn is that these poor results have come to be attributed to poor human resource planning. Redundancies after M&As can be a difficult ordeal, hitting hard both mentally and emotionally and unless professionally implemented, employers will invariably fall short of ? having done enough‘ to really help. Redundancy is probably the most evocative and fear inducing form of organisational change for many workers. Each year in the UK, there are over 200,000 notified redundancies. What is perhaps of more concern is that many organisation merger and acquisition change programmes have relied heavily on redundancy even though they have been articulated as downsizing or, more euphemistically as rightsizing or business process eengineering (Champy, 1995). 4 The essence of research is to explore how well human resources are being managed within organisations and better to understand the impacts of organisational change in different sectors and at levels in the organisational hierarchy after merger and acquisition. Have pre-existing human resources strategies to cope with redundanci es after M&As would reduce the stress on employee and also on organisation. Human resources strategies like open up consultative and participative organisationwide discussion to seek out possibilities that minimise redundancies, establish sound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation, communicate constantly and effectively, actively evaluate impact, exercise effective leadership from the top, ensuring that the pain is shared, provide a clear reconciliation of the market and financial situation, offer immediate counselling and assistance to all those identified for redundancy set up a mutual support network for those made redundant and continue to offer human resources help where required are the core tools which can organisations should implement after redundancies in merger and acquisition situation. Mergers are not without their downsides. They can consume an incredible amount of time and money, legal and tax complications, and problems with mixing corporate cultures and last but not least the redundancies. It has been estimated that fully 50 percent never achieve the initial financial and market goals projected. Decisions to merge assume that synergy will develop between two organisations that combine resources and talent and achieve economies of scale and integrated technologies. Whenever two separate organisations merge, they want synergy. Each side hopes to benefit from the merger and initially willingly attribute benefit to the other. However, synergy does not occur easily or without effort. A merger may change the name of the company and management, but the real benefits occur when people ascribe to merged goals and ideals. There were more than 36,700 transactions with a combined value of more than US$3. 49 trillion (Thomson Financial, 2001). The number of jobs that these mergers impacted on has not been estimated, but conservatively it must run into the hundreds of thousands. For instance, at least 130,000 finance jobs have 5 disappeared in western Europe alone as a result of mergers and acquisitions in the 1990s (International Labour Organization, 2001). 3. MOTIVATION Post-merger depression begins the day top executives declare that the merger, of which the most obvious is losing one‘s job. But redundancy after M&A can be an opportunity for positive change. Time could be spent on self discovery and re-focusing e. g. advancement new people and forming new working opportunities, meeting merger is done. Employees often expressive many fears they are confronted with following a relationships, learning new skills, getting over the pain caused by the merger, and setting new goals as well as creating an organisation that is better than the two original separate organisations. Building on valuable training, experience, skills, talents and past achievements. While accommodating new work / life balance considerations and identifying new and as yet unrealised opportunities that only a fresh start can afford. Explores redundancy after M&A as a significant and pervasive outcome of organisational change. The need to manage the redundancy transition has provoked the development of new HRM policies and practices. Highlights interventions such as redundancies are often used by companies with little rigorous evaluation of their utility or benefit, yet their continued proliferation would suggest that they appear to have assumed essential credibility and value. The pervasive and complex nature of current changes dictates not only the need for a better understanding of the practices that exist but also an exploration of how HRM theory of redundancies can contribute to and enhance that understanding. The complexity of the situation for the survivors of redundancy after M&As means that no simple formula exists. The variables at play are diverse. It is often difficult to provide cause and effect data, reflected in an overall lack of evaluation. It appears that there have been few reported successful attempts to implement intervention strategies which support and assist the framework of organisational change after 6 redundancies due to M&As and personal transition for both those leaving and the survivors of a redundancy experience. One prime example is BBC model to deal with redundancies, considering that everyone's future at the BBC was uncertain during the 2004, including members of the HR department. BBC worked to build in the flexibility to provide as many courses as were needed and to ensure that those you were going to made redundant had sufficient clarity about their own careers first, to help them to provide the objectivity that those they were working with would need. Suggestions for managing redundancies would be to encourages organisations to develop strategies which reduce, avoid or limit redundancy after M seeks to ensure that if redundancy occurs, it is handled in accordance with the law seeks to raise awareness of strategies which assist those affected to retain self-respect and enhance employability. Redundancy is one of the most traumatic events an employee may experience. Announcement of redundancies will invariably have an adverse impact on morale, motivation and productivity. The negative effects can be reduced by sensitive handling of redundant employees and those remaining. If possible, it is preferable for an organisation to establish a formal procedure on redundancy after merger. In many organisations a formal agreement may have been negotiated and agreed between management and trade union or employee representatives. Some organisations deal with redundancies by an informal arrangement with a practice which varies for each redundancy or they may only start to consider the appropriate procedure for the first time when a redundancy situation arises. At the very least in order to plan and implement a redundancy situation properly, the following stages will be followed in most redundancies: o Planning o Invitation of volunteers o Consultation, both collective and individual o Use of objective selection criteria 7 Compliance with all three stages of statutory dismissal procedures o Advance notice of individual consultation meeting o Permitting a colleague to be present at consultation meetings o Opportunity to appeal o Allowing seeking of suitable alternat ive employment o Statutory or other redundancy payment o Relocation expenses o Helping redundant employees obtain training or alternative work. Of course the exact procedure varies according to the timescale and size of the redundancy after M. Mergers and acquisitions (M) are increasingly prevalent, powerful and risky corporate events. The resistance or support of people in the integration of two previously separate organisations plays a key role for their success or failure. As ? merged‘ corporations integrate previously separate organisations, they can often dis-integrate individual careers with lay-offs, reduced advancement opportunities, upset or changed career plans, and other resistance-generating changes. This is the poorest means of mobilizing motivation, experience, commitment and competence, all of which are usually seen as critical justifications for M in the first place. Organisations face opportunity to select new combinations and integrate work in ways that individual careers can be re-integrated into the goals of the M with the goals and motivations of participants affected by it, by recognizing and effectively supporting different motivational and competence profiles. Senior management who had been involved in M identified talent retention as their biggest challenge in leading a successful merger or acquisition, followed by making the deal generate long term value. Less skilled firms in the art of M also focused on talent management but failed to create the fundamental climate of ownership that recognised the value of staff. 8 Managing and developing talent will prove instrumental for organisations to retain their competitive position and deal with the twin challenges of leadership and growth. According to new research by Mercer Human Resource Consulting, France, the Netherlands, and the UK have the worst redundancy pay. Based on minimum statutory paid notice and severance pay for a white-collar employee aged 40, made redundant after 10 years on a salary of ? 20,000, the average redundancy pay across the EU was ? 11,163. But using the same comparison the redundancy pay would be just ? 5,000 in France and the Netherlands and ? 5,128 in the UK. In Spain and Italy the payment would be ? 25,464 and ? 18,276 respectively, and ? 15,000 for both Belgium and Austria. 4. RATIONALE The rationale for M activity is a key value-added role that the board can and should play. A value-based analysis can be strategic rationale of a deal, revealing its true underlying economics. For an acquisition to deliver improved financial performance, it must enhance the strategic position of the acquirer‘s businesses or the target‘s businesses. More precisely, it must improve either market economics or competitive position of the business units. No brainer deals that provide great returns by simply eliminating redundancies, achieving a lower cost of capital or lowering tax rates are virtually a thing of the past. So mergers and acquisitions must be justified through the strategic benefits that will be realised. Signs of human stress are present in all combinations, even the friendliest and bestmanaged ones. Manifestations of the merger syndrome appear in all varieties of corporate combination, be they mergers or acquisitions, friendly or hostile, domestic or international, involving companies of similar or different sizes and so on. Personal involvement in organisational mergers and acquisitions has served to foster an awareness of the various symptoms of the ? merger syndrome?. Twelve such indicators are preoccupation; imagining the worst; stress reactions; crisis management; constricted communication; illusion of control; clash of cultures; we vs. 9 they; superior vs. inferior; attack and defend; win vs. lose; and decisions by coercion, horse trading and default. (Schweiger et al. 1987) cite job security as the most important factor for employees during a merger, followed by pay and benefits, work autonomy, and performance feedback. Research has also indicated that the organisational change process in mergers is usually tightly controlled by management and decisions on job losses are driven solely by the need to reduce numbers (Kanter, 1986). Thus employees are commonly concerned not only with job security but also with how selection decisions are made. Related to this, a number of researchers have shown that perceptions of procedural fairness are a key factor in determining staff attitudes to, and experience of, merger change. In particular, the perceived fairness of redundancy procedures is reported to impact significantly on the attitudes of the staff that remain in the organisation (Brockner and Greenberg, 1990; Schweiger et al. , 1987, 1994). A number of organisations using a compulsory approach to redundancy selection made the point that once change is known to be about to occur there is more to be gained in terms of gaining the commitment of key players than in leaving these employees ? in the dark?. One organisation held briefing sessions for all its senior managers before the advent of a redundancy programme in order to provide reassurance, and to talk through strategic plans after the redundancies, with all main board directors present to field questions. This was designed to be open in nature so that these managers could in turn return to their staff to counter any ? doom and gloom? suggestions. Managers such as these have been used as the ? ears? of the organization in order to feed back issues which arise during this period of uncertainty, so that a response can be made by the organization in order to minimize any adverse effects. In spite of these benefits, other organisations stated that they did not reveal plans to anyone outside a very select planning group, fearful that leakage of such information might have more significant negative effects. However, these particular organisations tended to be the ones who bypassed any prior, general notification about intended redundancies, thereby moving to ? phase two? , which is the actual notification of 10 those affected. The disadvantage of this closed and compulsory strategy is the type of situation referred to at the start of this article. Indeed, this particular organisation did not repeat its experience when it faced the need to undertake a further round of redundancies: this time it declared the need to make further workforce reductions, requested volunteers and stated that it would only declare compulsory redundancies if there were insufficient volunteers. Reactions related to disbelief, betrayal, loss of motivation, lower morale, mistrust, uncertainty, insecurity and lower commitment to the organization and so on are undoubtedly more pronounced where there is no announcement or indication before the actual notification of those to be made redundant. To summarised the rationales of this report would be, Job redundancies are common phenomena in post merger, lack of secondary data, there is no support, continuity or implementation of the programs like this in any organisation, Collecting information in real time from both participating and non-participating employee groups after redundancies is a challenging task, the mono-method bias is another limitation of this study and last but not least the time limit. 11 5. LITERATURE REVIEW Author Year Bob Moore 2002 Surviving Title Authors Evaluation Report Evaluation a to compulsory redundancy and Several factors contribute to A number of organisations Thriving During successful M. The first is using a Merger or instilling a positive mindset approach Acquisition among all employees – and this selection made the point can only start at the top. Senior that once change is known management alignment and to be about to occur there is partnership sets the tone, as more to be gained in terms employees managers look for to their of gaining the commitment and of key players than in direction assurance during this important leaving these employees ? n time. Getting people and the dark?. One organization processes to work together is held briefing sessions for all the only way to make the new its senior managers before company work. A successful the advent of a redundancy management evaluate team should programme in order to each company‘s provide reassurance, and to ?personal best practices? and talk through strategic plans incorporate them into the newly after the redundancies, with combined organization. all main board directors Although 75 percent of M present to field questions. don‘t reach their stated goals of greater financial results, there is a formula designed to encourage success. Attention, time and financial resources must be applied to employees and their work processes, so the new company ends up with a motivated, ? can-do? workforce. 12 Christiane Demers 1999 Merger acquisition and Communication‘s critical role in Poor communication and in the implementation of change is mergers often cited in the literature. intensifies acquisitions stress for announcements as corporate wedding narratives Communication is presented as organisational a tool for diffusing members top because of the uncertainty their future. The management intentions and for about preparing context of minds action to a new communication strategies Managers serve to reduce uncertainty, egitimate change to encourage in which both management employee commitment to and employees can voice their opinions, and concerns, provide imminent transformations. desires information. Adrian Furnham 2006 Deciding on One of the occasional tasks of a Senior management who promotions and manager is to de cide on who in had been involved in M redundancies their reporting staff to promote identified talent retention as as well as, where applicable, their biggest challenge in who to make redundant. In large leading a successful merger organisations guidelines factors there may be or acquisition, followed by concerning to take which making the deal generate into long term value. Less skilled some firms in the art of M also on talent both consideration. Further organisations keep records on focused performance designed to which reduce are management but failed to the create the fundamental subjectivity in these sorts of climate of ownership that decisions. Nevertheless this is recognised always because a of difficult the decision staff. and the value of many powerful consequences not only for the individual involved, but also his/her working colleagues and the organisation as a whole. 13 Stephen A. W 1994 Downsizing Improve Strategic Position to Planned large scale reductions A successful merger is all in head-count, or redundancies, about cost savings, right? ave become commonplace in Wrong. The most important many industries worldwide. In thing is making sure that the practice many downsizings fail valuable talent from both to achieve desired long-term companies doesn't simply results. Presents results of a march out the door. survey among large Canadian Ma nagers behind the most firms which suggests Examination management some successful mergers and reasons. strategic of acquisitions spend as much of time addressing â€Å"people† downsizing reveals weaknesses issues such as integrating of both planning and cultures, managing talent, knowledge and implementation. management of Effective sharing human retaining key people as they esources is a prerequisite but do on cost savings, merging failures often arise from processes, technologies and inattention to other important divisions. aspects of organizational change. Suggests that a wellthought-out strategy should be accompanied innovation, by process re- business engineering and organizational learning. Bob Moore 2004 Surviving and Several factors contribute to Suggestions for managing Thriving During successful M&As. The first is redundancies would be to a Merger or instilling a positive mindset encourages organisations to strategies avoid or which limit M&As that if is among all employees – and this develop can only start at the top. Senior reduce, management alignment Acquisition and redundancy after ensure artnership sets the tone, as seeks to employees look to their redundancy occurs, it 14 managers for direction and handled in accordance with law seeks of to raise assurance during this important the time. Getting people and awareness strategies processes to work together is which assist those affected the only way to make the new to retain self-respect and company work. A successful enhance management evaluate team each employability. should Redundancy is one of the company‘s most traumatic events an ?personal best practices? and employee may experience. incorporate them into the newly Announcement combined of organization. redundancies will invariably Although 75 percent of M&As have an adverse impact on don‘t reach their stated goals of morale, motivation and greater financial results, there is productivity. a formula designed to encourage success. Attention, time and financial resources must be applied to employees and their work processes, so the new company ends up with a motivated, ? can-do? workforce. Adrian Thornhill 1995 The positive For those organizations which Redundancies after M&A management of declare redundancy survivors: issues lessons redundancies without can be an opportunity for prior warning, the effect may positive change. Time could come as a shock to all be spent on self discovery re-focusing e. g. nd employees – those who are not and to be made redundant as well as advancement those who are to go. This has opportunities, particularly been the case in meeting new people and non-unionized organisations forming new working where there has not been the relationships, legal requirement to undertake learning new skills, getting prior consultation. One financial over the pain caused by the 15 services organisation stated that merger, and setting new this led to a period of shock for goals as well as creating an 24 hours during which work organisation that is better effectively ground to a halt. The than the two original management of the organization separate organisations. hen had to work quickly to overcome this effect, through company-wide communication and by demonstrating that those to be made redundant would indeed be fairly in treated. unionized prior However, even organisations, where consultation occurs, there may be the feeling that ? little attention has been given to the survivors of redundancy?. Beth Taylor 2002 The right way to There is a growing awareness Human resources strategies handle redundancies among business leaders that the like open up consultative way an organisation handles and participative redundancies sends out a very organisation-wide strong messag e about its discussion to seek out corporate ethics and values. possibilities that minimise redundancies, establish ound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation, communicate constantly and effectively. 16 Ridha Khayyat 1998 Al- Training and The more organizations seek This report excellence, employees‘ the training and and introduces a development needs assessment: more practical model of training development to needs reduce on a education becomes imminent. In assessment organisation redundancies practical model contemporary for institutes partner information stress dissemination by employees after merger and itself leads to little or no results. acquisition. The proposed It is the ability to that of the model is competency- organization knowledge disseminate based, which allows for the leads to incorporation to reduce employees‘ skills and abilities redundancies in post merger development. What matters is situation converting technology through people into better organisational performance. One thing which is true about the twenty-first century is that the development of human resources is no longer an option but a must. Joseph Cangemi 2004 P. Exit strategies Job losses that are the result of A number of organisations mergers, sale of a company, using restructuring, and downsizing as approach organizations profitability in struggle a a to compulsory redundancy or selection made the point highly that once change is known competitive corporate world are to be about to occur there is common. The reduction process more to be gained in terms forces organisations to employ a of gaining the commitment variety of exit strategies as they of deal with the most key players than in difficult leaving these employees ? in aspect of downsizing – the the dark?. reduction of personnel from their organisation as a means of rapid reduction of expense to 17 the company. Considers some employee-sensitive strategies exit Bryn Jones, 2001 How Redundancies Worsen Inequality Collective redundancy (CR) is The complexity of the erhaps the most central but situation for the survivors of acknowledged employment factor redundancy in means formula that after no M&As simple The are Social least shaping contemporary Britain. exists. at play The ease with which employers variables can execute CR allows not only diverse. It is often difficult to fairly rapid and to and also of far-reaching provide cause and effect business data, reflected in an overall working lack of evaluation. It changes organisational practices, restoration but prompt appears that there have few reported to companies‘ been financial deficits, as well as succes sful changes in the skill and implement of strategies attempts intervention which support demographic workforces. profiles nd assist the framework of organisational change after redundancies due to M&As and personal transition for both those leaving and the survivors of a redundancy experience. 18 6. RESEARCH METHODOLOGY The primary data would be collected through, principally involving in-depth questioners and interviews with senior human resource practitioners and staff those who made redundant after M&As in the organisations. Before interviews occurred, these practitioners were supplied with a list of the questions. The ranged from the reasons for redundancies after M&As through to the impact of redundancies on organisational survivors, and organisational learning points for the future management of redundancies. A comprehensive assessment after redundancies can reveal how a company has emerged from the combination and how ready it is to achieve future goals. Secondary data would be collected by using publicly available information, public domino, Newspapers, Articles on Redundancies after M&A and International Journals on this topic. 7. FURTHER EVOLUTION The need to reduce costs is an opportunity critically to review current ways of doing things, to make major improvements using new technology or better methods and build strengths for the future. Reasons for the design of existing work flows are often buried in history and reflect yesterday? s crises. Many organisations have found that simply the exercise of mapping their major business processes can suggest dramatic improvements. Redundancies, duplications, inefficiencies and ? disconnects? are common in most processes or systems which have been in operation for a while. Massive reductions after M&As radically change managerial and workforce attitudes. Individuals no longer trust organisational commitment to long-term employment and morale has suffered in many cases. Corporate psyches have been forced to confront the possibility that growth may not return, and decline may be inevitable. Dealing with these issues effectively is the difference between a company that will continue to suffer the redundancy hangover long after the event and one that can 19 move on swiftly. Companies that manage the process of redundancies after M&As well in terms of being fair and transparent and in terms of giving a level of support to the employees when they‘re leaving, create an environment in which the people who are left behind say: ? Well, at least they treated them fairly, and it had to happen for a business reason – at least they looked after them and didn‘t just shove them out the door. The high level of consultation required makes good management sense. ?Two things: once the decision has been taken, how an employer conducts himself after that is going to be critical. It‘s about being responsive to employees — giving them an opportunity to have discussions; making sure information is available to them. All of that will be seen by employees who remain behind as well. Secondly, the communication process for those who remain is important, making sure they‘re not ignored or sidelined just because they‘re not part of the programme. They may well feel left out. To this end the following are some of the approaches that may assist: ? Have pre-existing human resources strategies to cope with such a situation. These should be open and transparent, subject to widespread consultation, and equitable. ? An organisation needs to provide a career management structure which enhances self-directed skill development. The opportunity to learn the transition skills necessary to career change are thereby created. ? In facing an experience, an organisation has to consider the impact on the symbols it has previously used to motivate staff, particularly its sense of mission. ? The management of restructuring, redeployment or redundancy is important, not simply as a humanitarian gesture, or for the sake of good public relations, but also because the effectiveness of the organisation that survives is at stake. ? Open up consultative and participative organisation-wide discussion as soon as danger signs appear. Seek out possibilities that minimise redundancies after merger. 20 ? Establish sound two-way means of communication which permit employees to freely vent their feelings, with a guaranteed right of reply from the organisation. Communicate constantly and effectively, and actively evaluate impact. ? Exercise effective leadership from the top, ensuring that the pain is shared, such as through voluntary salary cuts and the non-awarding or take-up of bonuses. ? Provide a clear reconciliation of the market and financial situation, options for amelioration, and the need for job cuts within this. ? Use clear and published criteria to determine the basis for redundancy, arrived at through consultation. ? Set up a mutual support network for those made redundant after M&As and continue to offer human resources help where required. Offer immediate counselling and assistance to all those identified for redundancy. Organisations should always attempt to avoid redundancies in post merger situation. Ways of doing this include: ? ? ? ? ? ? Natural wastage Recruitment freeze Stopping or reducing overtime Offer early retirement to volunteers (subject to age discrimination issues) Retraining or redeployment Offering existing employee‘s sabbaticals and secondments. 21 8. CONCLUSION Handling redundancies after M&As is a difficult task where decisions have to be made as to numbers, timing and criteria. The detail should be fully discussed with employee representatives, with the objective of getting agreement about the way matters should be handled. A successful merger is all about cost savings, right? Wrong. The most important thing is making sure that the valuable talent from both companies doesn't simply march out the door or made redundant. Managers behind the most successful mergers and acquisitions spend as much time addressing â€Å"people† issues such as integrating cultures, managing talent, sharing knowledge and retaining key people as they do on cost savings, merging processes, technologies and divisions. 9. REFERENCES AND BIBLIOGRAPHIES 1. 2. 3. Furnham, A. (2001), Management Competency Frameworks, CRF, London. Greenberg, J. (1996), The Quest for Justice on the Job, Sage, London. Sessa, V. , Taylor, J. (2000), Executive Selection: A Systematic Approach for Success, Jossey-Bass, New York, NY. 4. Lynch, J. G. , Lind, B. (2002), â€Å"Escaping merger and acquisition madness†, Strategy & Leadership, Vol. 30 No. 2, pp. 5-12. 5. Anderson, H. A. 1993), Successful Training Practice: A Manager‘s Guide to Personnel Development, Basil Blackwell, Oxford. 6. 7. 8. Hoke, W. (2002), â€Å"What's your exit strategy? â€Å", The edge, pp. 5-12. Business Week (2002), ? Exit strategies discussed?. Fowler, A ( 1993), Redundancy, Institute of Personnel Management, London. 22 9. Charlesworth, K (1996), Are Managers Under Stress? , Institute of Management, London. 10. Nathan, R. (2007), Colleagues turn counsellors in BBC's pioneering program Human Resource Management International Digest, Volume 15 Number 5 pp. 11-13. 11. 12. 13. Kanter, c (1986), Managing HRM risk in a merger, London. Business Week (1994), â€Å"The pain of downsizing†, Business Week. Doherty, N. Horsted, J. (1995), â€Å"Helping survivors to stay on board†, People Management, No. 12 January, pp. 26-31. 14. Institute of Personnel and Development (1996), The IPD Guide on Redundancy, IPD, London. 15. Schlesinger, L. (2002), UK offers worst redundancy pay in Europe, Financial Director. 16. Yehuda, B. (2000), ? Survivor syndrome? – a management myth? , Journal of Managerial Psychology Volume 15 Number 1 2000 pp. 29-45, Emerald. 17. Steven, H. (2000), Anatomy of a merger: behaviour of organizational factors and processes throughout the pre- during- post- stages, Management Decision, Volume 38 Number 10 2000 pp. 674-684, Emerald. 18. Noeleen, D. 2005), The role of outplacement in redundancy management, Volume 27 Number 4 1998 pp. 343-353, Emerald. 19. Shay, S. (2006), Downsizing and the impact of job counselling and retraining on effective employee responses, Career Development International, Volume 11 Number 2 2006 pp. 125-144, Emerald. 20. Stephen, A. (2001), Downsizing to Improve Strategic Position, Volume 32 Number 1 1994 pp. 4-11, Emerald. 23 21. Gerald, V. (2002), Counselling remaining employees in redundancy situations, Volume 7 Number 7 2002 pp. 430-437, Emerald. 22. Al-Khayyat, R. (1998), Training and development needs assessment: a practical model for partner institutes, Volume 22 Number 1 1998 pp. 18-27, Emerald. 24

Gender Roles In A Dolls House - 1270 Words

During the nineteenth century, the common European play that centered around families focused on the values and portrayal of a happy marriage. Rarely was this normality challenged. â€Å"The father of modern drama†, Henrik Ibsen, broke away from this by exposing the stories of scandalous family secrets. His play A Doll’s House, acts on this idea as readers get a peek into the lives of a nineteenth century, middle class husband and wife, Torvald and Nora Helmer. Ibsen goes in depth on the issues that a typical couple face behind closed doors and brings to light some of the social factors that shape and alter people’s behaviors and lives. Ibsen strategically uses the marriage of the Helmers’ as a way to illustrate the social constructs and†¦show more content†¦Also, the way Torvald calls Nora by comparing her to little animals is degrading because it signifies that she has a lack of intelligence and must depend on him to survive. This puts him on a pedestal which he believes is correct as men will always be better than women. It also demonstrates how Ibsen discreetly informs us that all Nora is to Torvald is a doll much like true European history where men controlled and oversaw almost every aspect in society. Women may depend on men to survive, but a driving force for all characters is money. This entity is a necessity, but has become a fixation of those living in Europe during the nineteenth century. Most conversations that occur in the play seem to arise from a conflict related to money and many serious decisions and actions the characters decide to take are based off of this fixation. Kristine Linde, growing up in poverty, leaves her true love to marry a richer man so that she could care for her family. Similarly, Krogstad is willing to go to great lengths in order to maintain his position at the bank. If he loses his source of income, he will no longer be able to care for his children and he is willing to sabotage the He lmers’ lives for his. Anne-Marie, the nanny, sacrificed and gave away her own child and happiness, so that she could uphold a sustainable lifestyle with Nora’s wealthier family. For Nora, money is her life. She illegallyShow MoreRelatedGender Roles : A Doll s House1807 Words   |  8 PagesRabab Abouahmad Dr.K.Zelinksy English 201 Section 09 17 November 2015 Gender roles in A Doll’s House Gender roles are socially constructed and direct a specific group to conform to roles that are expected of them. In A Doll’s House, Henrik Ibsen draws attention to the roles set towards women during the nineteenth century and demonstrates society’s expectation that women are inferior and dependent on a male figure. In the novel, women are portrayed as being in a vulnerable position, and have noRead MoreGender Roles Of A Doll House By Henrik Ibsen1706 Words   |  7 PagesGender roles in dramatic works have seen as polarizing and stereotypical since the beginning of dramatic theatre. During the Greek festival of Dionysia, Greek male actors would don masks and other adornments, portraying male and female characters in performances. The female characters were typically written as mothers or wives, exhibiting flaws that made them inferior to their male counterparts. Aristophanes broke this trend with his feminist driven comedy Lysistrata. The Greek playwright built compli catedRead MoreGender Roles Of A Doll s House And Ghosts Essay2281 Words   |  10 PagesGender Roles in A Doll’s House and Ghosts Throughout much of English language literature, gender and sex are equated with specific human traits. Strength is male and weakness is female. Men are stable and women are capricious. 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Her husband treated her like a child throughout their entire marriage due to his gender superiority and due to this treatment she leaves him at the end of the play. Most people view Nora Helmer as a feminist heroine due to her ability to stand up and break free from