Impact

From its beginnings in the late 19th century when Atlanta was building its commercial and economic base, The Coca-Cola Company has served as a catalyst for progress. Over the years the company has made significant civic and financial contributions that have, in turn, supported and strengthened the city that Atlanta has become. The company’s presence can be felt all across the city – through its universities, civic and nonprofit institutions, and its public spaces. Giving back locally has long been a company priority, and that tradition of community support continues today at Pemberton Place.Named for Dr. John S. Pemberton, the pharmacist who invented Coca-Cola ® in Atlanta in 1886, the 20-acre complex is currently home to the Georgia Aquarium and the NEW World of Coca-Cola ® (opening May 2007). †¢ Land Grants: The Coca-Cola Company donated nine acres to the Georgia Aquarium and 2. 5 acres to the City of Atlanta for construction of a human rights center. †¢ Green Space for Atlanta: The land between the New World of Coca-Cola and Georgia Aquarium adds five acres of green space to downtown Atlanta. The Impact:* The combined estimated economic impact of the Georgia Aquarium and the New World of Coca-Cola is more than $105 million per year for Atlanta. †¢ Jobs: The two attractions will create more than 2,700 direct and induced permanent jobs. †¢ Visitation: One million people are expected to visit the New World of Coca-Cola annually. †¢ 19 percent of the attraction’s visitors are expected to come from overseas. †¢ Estimates indicate that 44 percent of out-of-town visitors to Pemberton Place will stay over night in local hotels resulting in more than $1 million in tax revenue per year.Key Milestones: Coca-Cola and Atlanta Impact The company’s long history of community support includes: †¢ Asa Candler, a company founder, donated $1 million to help defray the costs of establishing Emory University. â₠¬ ¢ Robert Woodruff, president of The Coca-Cola Company for 60 years, led the effort to secure the Centers for Disease Control and Prevention (CDC) headquarters. The CDC’s annual economic impact in Georgia is $2. 5 million. †¢ Brothers Robert and George Woodruff donated approximately $105 million to Emory University in 1979, which at that time was the largest single gift to an educational institution in the ation’s history. †¢ Centennial Olympic Park received a gift of $33 million from The Coca-Cola Company (nearly half of the park’s total cost). †¢ The Coca-Cola Company contributed $10 million to support the construction of a new Symphony Hall. †¢ The company contributed $1 million (including in-kind support) to the Brand Atlanta Campaign. †¢ The company sold the building for the current World of Coca-Cola to the State of Georgia for a fraction of its appraised value. Along with many of its local bottlers, The Coca-Cola Company makes a significant impact on communities in each country where it operates.Estimates indicate that for every job within The Coca-Cola Company system, 10 additional jobs are created locally. In addition, the company devotes resources to a number of community-based initiatives around the world, including: Did you Know? Around the World: The Coca-Cola Company Citizenship Highlights †¢ Vietnam: Launched the Coca-Cola Pushcart Project, which has provided pushcarts, initial product and sales training for more than 4,000 disadvantaged Vietnamese women since 2002. Kenya: Partnered with CARE to bring wells and water storage facilities to 45 schools in western Kenya.†¢ Land Grants: The Coca-Cola Company donated nine acres to the Georgia Aquarium and 2. 5 acres to the City of Atlanta for construction of a human rights center. †¢ Green Space for Atlanta: The land between the New World of Coca-Cola and Georgia Aquarium adds five acres of green space to downtown Atlanta. †¢ The Impac t:* The combined estimated economic impact of the Georgia Aquarium and the New World of Coca-Cola is more than $105 million per year for Atlanta. Jobs: The two attractions will create more than 2,700 direct and induced permanent jobs. †¢ Visitation: One million people are expected to visit the New World of Coca-Cola annually. †¢ 19 percent of the attraction’s visitors are expected to come from overseas. †¢ Estimates indicate that 44 percent of out-of-town visitors to Pemberton Place will stay over night in local hotels resulting in more than $1 million in tax revenue per year.Key Milestones: Coca-Cola and Atlanta Impact The company’s long history of community support includes: Asa Candler, a company founder, donated $1 million to help defray the costs of establishing Emory University. †¢ Robert Woodruff, president of The Coca-Cola Company for 60 years, led the effort to secure the Centers for Disease Control and Prevention (CDC) headquarters. The CD C’s annual economic impact in Georgia is $2. 5 million. †¢ Brothers Robert and George Woodruff donated approximately $105 million to Emory University in 1979, which at that time was the largest single gift to an educational institution in the nation’s history. Centennial Olympic Park received a gift of $33 million from The Coca-Cola Company (nearly half of the park’s total cost). †¢ The Coca-Cola Company contributed $10 million to support the construction of a new Symphony Hall. †¢ The company contributed $1 million (including in-kind support) to the Brand Atlanta Campaign. †¢ The company sold the building for the current World of Coca-Cola to the State of Georgia for a fraction of its appraised value. Along with many of its local bottlers, The Coca-Cola Company makes a significant impact on communities in each country where it operates.Estimates indicate that for every job within The Coca-Cola Company system, 10 additional jobs are created l ocally. In addition, the company devotes resources to a number of community-based initiatives around the world, including: Did you Know? Around the World: The Coca-Cola Company Citizenship Highlights †¢ Vietnam: Launched the Coca-Cola Pushcart Project, which has provided pushcarts, initial product and sales training for more than 4,000 disadvantaged Vietnamese women since 2002. †¢ Kenya: Partnered with CARE to bring wells and water storage facilities to 45 schools in western Kenya.

Of Mice And Men †Plans that go wrong Essay

In this essay, I will be examining how and why plans go wrong in â€Å"Of Mice and Men† by John Steinbeck, and I will also be looking at the other themes in the book. These themes include friendship, loneliness and the fragility of people’s dreams. The novel’s title comes from a poem by Robert Burns called â€Å"To A Mouse†. The chosen title fits in well with the theme of how fragile dreams are, and Burns shows how the plans of men are no more secure than those of the mouse, which is the message that Steinbeck is tries to portray throughout the book. Most of the characters in the novel have dreams or ambitions that are often kept secret to begin with. Curley’s wife was desperate to finally tell someone about her dreams, and it is ironic that is was Lennie that she confided in, who appeared to have no interest in what she has to say, and was in his own dream world. This is proven when Curley’s wife is midway telling Lennie about her dream, and Lennie is thinking about the puppy he has accidentally killed and says, â€Å"Maybe if I took this pup out and thrown him away, George would never know.† He has his mind on other things. Most of the characters experience loneliness, and they have different ways of dealing with it. For George and Lennie, they have each other, for Candy he has his dog, for Crooks it is his pride, and Curley’s wife combats it by flirting with all the workers. George and Lennie’s dream is to own a small ranch where they can live and work for themselves â€Å"an’ live off the fatta the lan'†, as Lennie says. Their dream is of independence and self-sufficiency. We are told each time the â€Å"dream† is mentioned, that ordinary ranch workers â€Å"are the loneliest guys in the world† and the pattern they follow is work, blow their money gambling or at the â€Å"cat house† and then going back to work. George however says â€Å"with us it aint like that. We got a future†, which shows that because of the friendship that he and Lennie share, they are able to plan for the future and they depend on each other. Lennie is particularly excited about him being able to â€Å"tend the rabbits† and this I think is why Lennie is so excited about the dream, because he gets responsibility to look after the animals which is his passion. George uses Lennie’s dream of tending the rabbits as a threat, for example if Lennie â€Å"does another bad thing†, George threatens to not let them tend the rabbits on their ranch. To begin with, the dream is strictly between Lennie and George. George says â€Å"we’d belong there† which shows that he needs to feel a sense of belonging which owning your own property can bring. When Candy hears of the dream, he also wants to join it. Candy is a character in the book that is also lonely. Since the shooting of his dog, Candy has lost his only companion, and by joining them in the dream, he has a chance for dignity, independence and freedom as well as company in his old age. We can tell that Candy feels very strongly about this, because Steinbeck tells us â€Å"his eyes were full of wonder† at the prospect. He is also willing to put â€Å"three hundred an’ fifty bucks† into the buying of the ranch, which brings the dream all the more closer and more reachable for Lennie and George. It all goes wrong however, when Lennie’s childlike obsession for â€Å"petting† things goes out of hand, and he ends up killing Curley’s wife. Curley’s wife in pursuit of company leads her to Lennie. She pours out her pent up frustration of her unrealised dreams and ambitions. When she realises Lennie isn’t taking much interest, she lets him feel her hair. Lennie being Lennie strokes harder and harder even though Curley’s wife begs him to stop. As we already know from the book, Lennie gets confused very easily and panics. When he felt Curley’s wife struggling, â€Å"Lennie was in panic† which shows us that Lennie cannot understand what he should do, and believes that putting his hand over â€Å"her mouth and nose† is the right thing to do to stop her screaming. This shows us that Lennie is not rational. As she struggled to get out of his grasp he accidentally broke her neck. Lennie then ran off to his hiding place where he was told to go if he ever did a ‘bad thing.’ When Curley discovers his wife’s body, he runs after Lennie with a mob including George. George realises that if the mob catches Lennie, he will be lynched for the murder of a woman, and feels that it is much more painless for George to kill him himself. This also shows us the attitude of the time in that part of America. The police will not be involved, as the company is driven on revenge. This is the end of the great dream that George had manufactured, all gone in the wink of an eye. All the anticipation for the life they might of had is gone. Candy shows that he is still willing to carry out the dream when he says â€Å"You an’ me can go there an’ live nice can’t we George?† This twist in the plot relates back to the title of the novel, where it says how easily plans can go wrong. I feel Curley’s wife is the most despairing and lonely character in the book. She has no friends, no future, no respect and she doesn’t even deserve a name. She is just called â€Å"Curley’s wife†. I feel sorry for her because, all she wants is someone to talk to, to converse with, and in her mind the only way she can do this is by flaunting herself to the men just to get noticed. This leads her to be perceived as a ‘tart’ by the men, and they think she has â€Å"got the eye† on all of them. I think she represents absolute loneliness and desperation to achieve something better in life. The only reason she parades herself is to get attention. She believes that ‘ain’t none of them cares how I gotta live.’ This is in fact true, because no one in the book cares about her or how she feels not even her husband, which must be very depressing for her. This situation leads her to become frustrated and she lets it all out during a conversation with Crooks, Lennie and Candy. She ‘flared up’ and started to pour out her feelings about how she doesn’t like her husband and begins to pick on and threaten Crooks to make her feel powerful and tells him â€Å"I could get you strung up on a tree so easy it aint even funny†. This incident really gives us an insight on how unhappy and bitter she is with her life. Her marriage to Curley was an attempt to escape her solitary life. In fact it has only made it worse. Curley holds no respect for his wife and regards her as a trophy. His insecure feelings towards his wife, forces her into flirting with the other ranchers. Her visits to find Curley are only there so that she can speak to somebody, but none of them seem to realise this and instead regard her as a hussy. In conclusion, I think that â€Å"Of Mice And Men† is very appropriate to life, because dreams and ambitions are fragile, and can easily be lost. Even the best plans depend on lots of factors that can go wrong. I do however think that things could have turned out differently. If Curley had only a little respect for his wife, and gave her the love and affection that she needed, she would not have had to gone to Lennie to tell him her problems, and her death could have been prevented. I do think that George did the right thing at the end of the book, and Slim understood this as he said â€Å"You hadda, George. I swear you hadda.† Lennie would have only been more confused if he would have had to answer endless questions about the death of Curley’s wife. We can tell how much affection George felt for Lennie, because before he died, he left Lennie with the vision of their dream, and tells him that â€Å"Ever’body gonna be nice to you. Aint gonna be no more trouble.† I think on the basis of this novel, Steinbeck’s views are quite pessimistic in the fact that not everybody thinks that dreams are so easily lost. We can tell that Steinbeck appreciates nature and the beauty of it though, because of the many references to it. For example before Lennie dies, he describes â€Å"the deep green pool† and â€Å"the hilltops were rosy†. It is almost as if he believes that whatever mankind may do, nature will always be there.

Manufacturing alumina

The production of aluminum begins with the mining and beneficiation of bauxite. At the mine (usually of the surface type), bauxite ore is removed to a crusher. The crushed ore is then screened and stockpiled, ready for delivery to an alumina plant. At the alumina plant, the bauxite ore is further crushed or ground to the correct particle size for efficient extraction of the alumina through digestion by hot sodium hydroxide liquor. After removal of â€Å"red mud† (the insoluble part of the bauxite) and fine solids from the process liquor, aluminum trihydrate crystals are precipitated and calcined in rotary kilns or fluidized bed calciners to produce alumina (Al2O3). (Bounicore & Wayne 1992) Some alumina processes include a liquor purification step. Primary aluminum is produced by the electrolytic reduction of the alumina. The alumina is dissolved in a molten bath of fluoride compounds (the electrolyte), and an electric current is passed through the bath, causing the alumina to dissociate to form liquid aluminum and oxygen. The oxygen reacts with carbon in the electrode to produce carbon dioxide and carbon monoxide. Molten aluminum collects in the bottom of the individual cells or pots and is removed under vacuum into tapping crucibles. . Depending on the desired application, additional refining may be necessary. For demagging (removal of magnesium from the melt), hazardous substances such as chlorine and hexachloroethane are often used, which may produce dioxins and dibenzofurans. (Bounicore & Wayne 1992) Industrial forms of aluminum include commercially pure metal and alloys with other metals such as chromium, copper, iron, magnesium, manganese, nickel, titanium and zinc. Aluminum alloys may contain as much as fifteen percent of the alloying metals. In powder form, aluminum and its alloys are combustible in air and present a potential explosion hazard. In sheet or block forms, aluminum will not normally propagate or sustain combustion. (Metals & Alloys, 1976) Hazards and Risks Entail in Processing At the bauxite production facilities, dust is emitted to the atmosphere from dryers and materials- handling equipment, through vehicular movement, and from blasting. The dust is not hazardous; it can be a nuisance if containment systems are not in place, especially on the dryers and handling equipment. Other air emissions could include nitrogen oxides (NOx), sulfur dioxide (SO2), and other products of combustion from the bauxite dryers. (Paris Com, 1992) Ore washing and beneficiation may yield process wastewaters containing suspended solids. Runoff from precipitation may also contain suspended solids. At the alumina plant, air emissions can include bauxite dust from handling and processing; limestone dust from limestone handling, burnt lime dust from conveyors and bins, alumina dust from materials handling, red mud dust and sodium salts from red mud stacks impoundments), caustic aerosols from cooling towers, and products of combustion such as sulfur dioxide and nitrogen oxides from boilers, calciners, mobile equipment, and kilns. The calciners may also emit alumina dust and the kilns, burnt lime dust. Although alumina plants do not normally discharge effluents, heavy rainfalls can result in surface runoff that exceeds what plant can use in process. (Brady & Humiston, 1982) Hydrogen Generating Reactions Aluminum is a very reactive metal, and the greatest industrial hazards associated with aluminum are chemical reactions. Aluminum is an excellent reducing agent, and should react with water readily to liberate hydrogen. However, the protective aluminum oxide coating protects it from reaction with moisture or oxygen. If the protective coating is broken, for example, by scratching or by amalgamation (the process of coating with a film of mercury in which the metallic aluminum dissolves; the aluminum oxide coating does not adhere to the amalgamated surface), rapid reaction with moisture and/or oxygen can occur. The significance of this reaction is dependent upon the quantity of aluminum available to react. Aluminum is also oxidized by heat at a temperature dependent rate. (Ogle, Beddow, Chen, Butler, 1982) Aluminum metal is amphoteric (exhibits both acidic and basic characteristics). Therefore, aluminum will react with acids or bases; both reactions liberate hydrogen, a flammable gas. However, aluminum does not react with concentrated nitric acid because the oxidizing potential of the acid contributes to the formation of the protective aluminum oxide coating. (Martin, 1976) Thermite Reactions Aluminum readily extracts oxygen from other metal oxides to form aluminum oxide with the simultaneous release of large amounts of heat (enough heat to melt the products of the reaction). For example, the reaction of aluminum with ferric oxide to produce liquid aluminum oxide and liquid iron produces temperatures approaching 3000 °C (5400 °F). This reaction, referred to as the â€Å"thermite reaction,† has been used to weld large masses of iron and steel; when enclosed in a metal cylinder and ignited by a ribbon of magnesium has been used in incendiary bombs; and, with ammonium perchlorate added as an oxidizer, has provided the thrust for the space shuttle booster rockets. (May & Berard, 1987) Dust Explosions A dust explosion is a complex phenomenon involving simultaneous momentum, energy, and mass transport in a reactive multi-phase system. Aluminum particles, when in dust, powder, or flake forms from operations such as manufacturing powder, grinding, finishing, and processing, may be suspended as a dust cloud in air and consequently may ignite and cause serious damage. If the dust cloud is unconfined, the effect is simply one of flash fire. If, however, the ignited dust cloud is at least partially confined, the heat of combustion may result in rapidly increasing pressure and produce explosion effects such as rupturing of the confining structure. Aluminum dust is not always easily ignitable, and, therefore, the hazard of dust explosions is often ignored. Minimum explosive concentrations of aluminum dust have been reported upwards from about 40 grams per cubic meter (0.04 ounces per cubic foot) of air. (May & Berard, 1987) Effects on Health Aluminum particles deposited in the eye may cause local tissue destruction. Aluminum salts may cause eczema, conjunctivitis, dermatoses, and irritation of the upper respiratory system via hydrolysis-liberated acid. Aluminum is not generally regarded as an industrial poison, although inhalation of finely divided aluminum powder has been reported as a cause of pneumoconiosis. In most investigative cases, however, it was found that exposure was not solely to aluminum, but to a mixture of aluminum, silica, iron dusts, and other materials. Aluminum in aerosols has been referenced in studies involving Alzheimer's disease. Most exposures to aluminum occur in smelting and refining processes. Because aluminum may be alloyed with various metals, each metal (e.g., copper, zinc, magnesium, manganese, nickel, chromium, lead, etc.) may possibly present its own health hazards. (Buonicore & Davis, 1992) Implication Aluminum dust is strongly fibrogenic. Metallic aluminum dust may cause nodular lung fibrosis, interstitial lung fibrosis, and emphysema as indicated in animal experimentation, and effects appear to be correlated to particle size of the dust30; however, when exposure to aluminum dusts have been studied in man, most exposures have been found to be to other chemicals as well as aluminum. (Buonicore & Davis, 1992) Safety Measures: Prevention and Control The American Council of Governmental Industrial Hygienists (ACGIH) recommends the need for five separate Threshold Limit Values (TLVs) for aluminum, depending on its form (aluminum metal dust, aluminum pyro powders, aluminum welding fumes, aluminum soluble salts, and aluminum alkyls). The Occupational Safety and Health Administration (OSHA) has also established Permissible Exposure Limits (PELs) for aluminum. (May & Berard, 1987) Pollution prevention is always preferred to the use of end-of-pipe pollution control facilities. Therefore every attempt should be made to incorporate cleaner production processes and facilities to limit, at source, the quantity of pollutants generated. In the bauxite mine, where beneficiation and ore washing are practiced, tailings slurry of 7– 9% solids is produced for disposal. The preferred technology is to concentrate these tailings and dispose of them in the mined-out area. A concentration of 25–30% can be achieved through gravity settling in a tailings pond. The tailings can be further concentrated, using a thickener, to 30–50%, yielding a substantially volume reduced slurry. The alumina plant discharges red mud in slurry of 25–30% solids, and this also presents an opportunity to reduce disposal volumes. (May & Berard, 1987) Today’s technology, in the form of high-efficiency deep thickeners, and large-diameter conventional thickeners, can produce a mud of 50–60% solids concentration. The lime used in the process forms insoluble solids that leave the plant along with the red mud. Recycling the lime used as a filtering aid to digestion to displace the fresh lime that is normally added at this point can minimize these lime-based solids. Finally, effluent volume from the alumina plant can be minimized or eliminated by good design and operating practices: reducing the water added to the process, segregating condensates and recycling to the process, and using rainwater in the process. (Ogle, Beddow, Chen, Butler, 1982) References Brady, James E. and Humiston, Gerard E. (1982), General Chemistry: Principles and Structure, Third Edition, John Wiley and Sons, New York. Bounicore, Anthony J., and Wayne T. Davis, eds. (1992), Air Pollution Engineering Manual. New York: Van Nostrand Reinhold. Martin, R. (1975), â€Å"Dust-Explosion Risk with Metal Powders and Dusts,† P/M Group Annual Meeting 1975: Handling Metal Powders, Session I: Health and Safety in Powder Handling,† Powder Metallurgy, No. 2. May, David C., and Berard, David L. (1987), â€Å"Fires and Explosions Associated with Aluminum Dust from Finishing Operations,† Journal of Hazardous Materials, 17. â€Å"Metals and Alloys,† (1976), Loss Prevention Data 7-85, Factory Mutual Engineering Corporation. Paris Commission. (1992), â€Å"Industrial Sectors: Best Available Technology—Primary Aluminium Industry.† Ogle, R. A., Beddow, J. K., Chen, L. D., and Butler, P. B. (1988), â€Å"An Investigation of Aluminum Dust Explosions,† Combust. Sci. and Tech.   

Authoritarian Leadership Style against the Democratic One Essay

Authoritarian Leadership Style against the Democratic One - Essay Example When I attended a particular seminar, the speaker requested the audience to create a group which is composed of ten (10) members. There were five (5) groups created at that time. The speaker, then, instructed all groups to present a play about a particular social problem. Since one of the members of our group was a member of the school’s theater guild, we then chose her to be our leader. Later on, we talked about the conduct of the play. During our practice, I did not expect the girl to be authoritative. She was not entertaining the comments and suggestions of the other group members. She wanted all of us to obey her commands and wishes as to the play’s conduct. Some of the group members were passive of her attitude but I and the rest were infuriated. I actually confronted the girl and told her to stop being bossy since the success of the play ultimately depends upon all our efforts. Nevertheless, the girl did not listen to my advice. As a result, our group presented a very bad performance. Robert Greenleaf actually considers being authoritative as a destructive leadership behavior (as cited in Schyns, & Hansbrough, 2010, p. x). The destructive character that is attached to this kind of conduct connotes that it is, in fact, bad and undesirable. Greenleaf cites that self-interest is the primary reason for the occurrence of this behavior (as cited in Schyns, & Hansbrough, 2010, p. x). According to him, a leader who is driven by self-interest aims to benefit himself or herself in every group endeavor at the expense of his or her followers, whose interest and needs are either disregarded or trampled upon (Greenleaf, as cited in Schyns, & Hansbrough, 2010, p. x). This kind of leader destroys the coordination and potency of the group. He or she will also emotionally strain his or her followers (Tepper, as cited in Schyns, & Hansbrough, 2010, p. x). This finding is in accord with what I had experienced.

Finance Assignment Example | Topics and Well Written Essays - 1000 words

Finance - Assignment Example One should consider the following primary risk of buying stock on margin; enlarged losses due to amplified leverage. This happens when one experience a loss. He is accountable for repaying the money rented plus the interest on top of the loss when there is increased leverage. The second risk is maintenance call. It requires maintaining of a smallest amount equality level in the form of cash. When sustenance condition fails, a preservation call will be issued that requires one to sell securities, put down cash, among others, until the account meet the minimum equity requirement (Zweig, 2012). The necessities for the early acquiring of securities using rented assets are characteristically higher than the maintenance necessities. Apart from fed calls, one should also consider forced bankruptcy and finally the margin interest which one is required for repaying the interest on his/her margin loan regardless of any changes in interest that occurred during the time you loan was outstanding. They include; liquidity ratios. This type of ration is used to measure the ability of cash to pay debt. Activity ratios, measures the firm’s ability to repay long–term debt. Productivity ratios measures the firm’s usage of its benefit and control of its expenses to make a satisfactory rate of return and finally market ratios, which measures inventors’ reply to possessing a firm’s stock and also the price of issuing stock. These are also concerned with the return on investment for shareholders and with relationship between return and the worth of an investment in the company’s shares (Zweig, 2012). The difference is that the company using debts as leverage will prosper faster than an individual using margin in that, the company will enjoy the appreciation of the assets over time than an individual who borrows money to cover the risks. The other difference is that debts as leverage is used in mainly investment, but the margin is mainly applied to cover

Cross ultural ommunications Essay Example | Topics and Well Written Essays - 2000 words

Cross ultural ommunications - Essay Example The committee will then be undertaken through a rigorous training to satisfactorily prepare them for the task. The discussion will entail the steps that will be involved in formation, modalities of establishing the committee charter and the strategies necessary in ensuring that the committee accomplishes a long term goal of greater diversity. The steps that will be involved in preparation of the diversity committee will be member selection, planning for the preparation program, selecting trainers and facilitators, and training. Table of Contents Executive Summary 2 Table of Contents 3 Step 1: The President Needs to Clearly Identify the Current Situation of Diversity in this Bank and Develop Clear Objectives 4 Establishing the Committee Diversity Charter 5 Step 2: Invite the Managers and Key Team Leaders to Come for a Meeting to Brain Storming the Ideas and Discuss Workplace Diversity Improvements 6 Step 3: Send Employees Surveys or Ask for Feedbacks about Diversity at Work and how th ey would like the Diversity Program to be in the Future 6 Step 4: Talking To the External Audiences 6 Step 5: Send Emails to All Key Managers of Each Department to Come For the Formal Meeting to Share, Contribute the Ideas for Diversity Program and Create the Diversity Committee 6 Creating the Diversity Committee 7 Member Selection 7 Planning for the Training Program 8 Selecting Trainers and Facilitators 8 Training 10 Conclusion 11 Recommendations 12 Appendix 14 Cross Cultural Communications for Leadership Management Formation of a hiring and network diversity committee is an integral contributor in jumpstarting the diversity imitative in a business institution. This requires ample training of the committee members on diversity management and cross cultural communication within the organization. This will help them to boost the company’s goal of addressing both the customer and employee diversity concerns. The diversity concerns are related to the bank’s recent globali zed status and increase in the student customer base who demands banking services in remote areas. Cross cultural communication is an eminent competency for all business leaders aspiring to succeed in business. They should possess the ability to establish successful teams and connect people in an organization. As the new president of Omni bank, establishment of cross cultural competency will require the input of an effective committee capable of improving the general business diversity. The crucial strategies of the committee include the establishment of collaboration, trust and instilling a sense of belonging among the bank employees. Steps that will be involved in the creation of the committee will be: Step 1: The President Needs to Clearly Identify the Current Situation of Diversity in this Bank and Develop Clear Objectives Before commencing the actual preparation and formation of the committee, the president should; 1. Review the bank’s policies, objectives and goals to i dentify their role in supporting the workforce diversity. This will ensure that the training conforms to the stipulated objectives and that they address the loopholes that exist in the management of diversity. This will offer the guidelines on the review of recruitment and retention of the committee members, recognition and incentives, promotion and performance management. 2. Cultural audit of the bank will then be

Word of God (The attributes and the perfections of God) Essay

Word of God (The attributes and the perfections of God) - Essay Example However certain Scriptures do make reference to physical features, this is called anthropomorphisms, and should not be taken literally (Swindoll p.180). In addition to God being spirit, he is described as "living and true God" (1 Thessalonians 1:19). God is life itself. Therefore, knowing God is life. He is also eternal. Isaiah referred to God as the "everlasting God" (Isaiah 40:28). God is not bound by space or time, He is endless; God has always existed and always will.Knowing God is eternal, it brings us peace to know the power of God, God manifests His power through one of His perfections known as omniscience, and this means 'God knows all'. God sees everything in present tense without effort. He knows the past and future as present (Swindoll p181). God is all powerful or omnipotent as has been rightly stated, "The voice of the LORD is powerful" (Psalms 29:4). The whole universe was created upon the spoken Word of God. One of the greatest displays of omnipotence is salvation (Rom ans 1:16). "I am not ashamed of the Gospel, because it is the power of God."Understanding God's power in creation is important, but we must recognize that 'God is active in His creation, but is not to be identified with it' (Swindoll p.183). Failing to understand this distinction could lead to Pantheism. God is omnipresent, He is everywhere at once but not diffused throughout the universe as pantheism teaches. Another attribute that gives believers security is the fact that God never changes. Believers can always stand on the promises of God. God is completely self-existing, He is free and independent; there is nothing he needs that we might offer. God's attributes are impossible to list, therefore we know God is inscrutable; there will always remain aspects of God that are a mystery beyond our comprehension (Swindoll p.185). God is always faithful. This gives us peace to know. Man will disappoint us but God's faithfulness will never fail. In addition to God's faithfulness, He is truth; God can never break a promise or lie, this goes against who he is, 'truth'. God is a Holy God, because Holiness is who He is. Therefore, he is completely separate from all that is unholy. God has shown love for man by sending His son as the ultimate perfect sacrifice so we may be seen righteous before a Holy God. John declared, "Jesus Christ, the Righteous one" (1 John 2:1) without the blood of the Righteous one, man would be hopeless. God's faithfulness means that He is completely dependable and will never let us down. There is a promise in the Word of God that speaks of God's faithfulness (1 Corinthians 10:13). "And God is faithful; He will not let us be tempted beyond what we can bear. But when you are tempted, He will also provide a way out so that you can stand up under it." Many times when God wants to build our faith he has to break us down. This breaking down of oneself is how we continually understand that we must depend on Christ for all things. Mercy is another wonderful moral attribute of God. God's mercy is not achieved by human efforts,

Textbased Reading Assignment Essay Example | Topics and Well Written Essays - 750 words

Textbased Reading Assignment - Essay Example And upon this departure, "happiness" is coined up as the response to its inquiring mind as its ultimate end of its quest for truth. The Epicurean teaching of happiness as described in the study of philosophy entails the idea or that collaborates with the theory of "imperialism" (i.e. a form of knowledge acquired or is that knowledge perceived by the use of our senses or the process called sensation). It is by the reason of providing the idea of "casualty" (The principle of cause and effect relationship) in viewing or in understanding the concept of happiness in the Epicurean teaching, as of that which is motivated by the direct encounter to the corporeal world (material world) or the things seen or being felt present in the reality. And thus, this encounter with the corporeal world gives us the effect or the idea of both "pleasure and pain". Moreover, in realizing what does Epicurus mean by saying that pleasure is our "primary native good" connotes of that "good" in relation to "feeling" as a means or tool of its criterion for happiness. In this manner, the role of sensation provides as the key to understand in having the concept of "pleasure" as that which satisfies one's (individual) need. Pleasure then takes place upon describing certain stances that serve as an appetite towards living or its existence. Thus, the Epicurean concept of pleasure as a "primary native good" gives us the idea of understanding as the first step of its hierarchy of attributing towards a self fulfilment or a happy life. According to the Epicurean teaching, pleasure should not always be the choice or our option to select at. It is because it entails (in Epicurean concept) the idea of consisting "Primary and Congenital good". To illustrate such concept, in understanding the idea of "primary good", it gives us the thought of a skin form or level of understanding the concept of "pleasure" as a matter of "feeling". And thus it leads us to the idea of "sensation" that construct upon this concept of primary. The Congenital good persuade upon the concept or the idea of understanding to what is there seen not present in the reality but only find in its existence in the "world of forms or ideas" (the word "world of form" originates in the Platonean Concept). Thus, its essence (the nature of its being) provides us the thought of that is innate to its characteristics. And thus, evaluating these two factors (Primary and Congenital good) speaks of a subjective interpretation or judgement because of its approach of arriving of its own idea. As stipulated in the Epicurean doctrine, "A person who does not have a pleasant life in not living sensibly, nobly and justly, and conversely the person who does not have these virtues cannot live pleasantly (Epicurus, Leading Doctrines, p. 53, 5th paragraph). In view to this quotation, indicates that the Epicurean teaching doesn't agree that it is possible to lead a virtuous but unpleasant life. To depart from these lines, pleasure connotes a connection to moral virtues of man or a person that is associated to hi being. Moral good then construct a definition towards a good life. Therefore, such concept perceives or illustrates an idea that it is impossible "to be" and "not to be" at the same place and at the same time. The researcher's analysis unto this study to the Epicurean way of teaching of understanding pleasure relating to morality, as with regards to the impossibility of having virtuous and yet

Comparison & Contrast Essay Example | Topics and Well Written Essays - 500 words - 1

Comparison & Contrast - Essay Example The Play Intense cologne, on the other hand, is created using fragrances from patchouli, mandarin, bergamot, vetyver, coffee flower, Tonka bean, Caribbean Amyris wood, and pink pepper. This creates a strong, dynamic, and a little offbeat essence that can be worn to momentous events. Both of these brands of cologne contain mandarin orange and bergamot, which gives them a citrus scent. However, Play Intense has a milder citrus scent as compared to Play. The stronger citrus scent in the latter may be attributed to the added presence of grapefruit and bitter orange aside from the mandarin orange contained within it. The smell of Amyris wood is much stronger in Play Intense that in Play. Moreover, the Tonka bean, which is not a fragrance present in Play, can be noticed in Play Intense. Both of these brands of cologne contain vetyver and patchouli, which gives them a woody, earthy, and herbal scent. The patchouli also contributes an exotic and musky scent for both Play and Play Intense. The Play brand has an aroma of black pepper while Play Intense has the pink pepper aroma. In Play intense, the pink pepper provides a mild, pleasantly, sweet fruity, scent with a bit of spicy whiff in it. One would say that Play Intense strengthens the woodsy side of the cologne while toning down the citrus essence. Play, on the other hand, tones down the woodsy side and instead intensifies the citrus aroma. Play Intense is categorized as oriental-spicy while Play is categorized as citrus-fruity. These two colognes are similar in scent strength because both of them are considered to have a moderate fragrance. The target market of Play is college students or those males who are between the ages of 17 and 30. In contrast, Play Intense is targeted towards those males who are more mature, their age ranging from 30 onwards. Therefore, it can be

Ethics Essay Example | Topics and Well Written Essays - 1500 words - 3

Ethics - Essay Example In a business environment, the three factors must be combined to accomplish organization’s goals through a set of relationships between organization’s management, shareholders, and other stakeholders. Structures in corporate governance are provided through which the objectives of the company are set and it acts as the means of monitoring performance and achieving objectives. Equally, an organizational structure seeks to determine how the roles, responsibilities and power are assigned, coordinated and controlled and how information will flow between different managerial levels. In a decentralized structure, the decision making power is evenly distributed and divisions and departments may have different degrees of flexibility and independence In a centralized structure most of the decision making flows from the top and it may have tight control over divisions and departments. ... Owing to innovations in information and communication technology the world has become increasingly virtual. This is a concept of people with complementary skills who are equally committed to a common purpose goal where they hold themselves mutually acceptable. The first major key to this is that the finance manager will be able to work across boundaries of time and space by making use of computer driven technology. Secondly, it enables the finance manager to interact with sub teams through interdependent tasks guided by common purpose and work across links lead by transport, information and communication. Thirdly, there is quick response to changing business environments making it easier for the manager to unite experts in specialized fields working far from each other digitally. It also provides greater degree of freedom to managers involved with development projects and it saves time and money. Although this virtuosity is effective, it is different from co-relation reasons being th at a manager must build trust differently because it is measured exclusively in reliability terms. Likewise, co-located teams benefit from facilitation of the manager while in virtual teams a manager must provide clear direction. Finally, decisions must be arrived at differently to avoid cultural bias (Kelley, 2001). Discussion 3 Barriers to Change as Depicted By Gayla Holges Organizational barriers are restrictions that rise on the eve of renewing an organization direction, capabilities and structure in a bid to serve the ever changing needs of both external and internal customers. According to Gayla Holges there are three major barriers to

A written reprimand on a manager that does not have managerial skills Essay

A written reprimand on a manager that does not have managerial skills with her employees. and has no commucation skills, and a drinking problem - Essay Example The firm considers this issue a health problem and we are offering to help you pay for a rehabilitation program with normal salary and benefits until completion of the program. â€Å"Since alcohol affects many organs in the body, long term excessive drinking puts a problem drinker at risks for developing serious health problems† (Alcoholics-info). There are other issues not concerned with health and image that are affecting your performance as a manager. Your past employee evaluation revealed that you lack a lot of important managerial skills to do your job well. Some important managerial skills include observation, monitor employee performance, analytical abilities, good decision making, technical report writing skills, the ability to conduct research, and communication skills. (White, 2011). The written reports you have submitted to the company serve as empirical evidence of your inability to write using proper grammar and spelling. A manager is expected to have excellent written communication skills. We strongly encourage that you enroll in a technical report writing course as soon as possible to fix this problem. Another skill deficiency we have identified is your poor research skills. A recent report you submitted did not include any references to support your claims. You must remember that research takes time and you must read first lots of newspapers, journal articles, and databases as part of the research process. A third de ficiency that concerned the company that is imperative for you to perform your job well is your verbal communication ability. Effective communication occurs when the intended meaning equals the perceive meaning (Schermerhorn & Hunt & Osborn, 2003, pg. 339). The company has received multiple complaints from employees concerning your communication abilities. Several employees claim that you never listen to them and you make decisions without considering their input. As a manager

Particular religion Essay Example for Free

Particular religion Essay I do not subscribe to any particular religion, but I believe in the transcendence of the human spirit, and that there is something greater than ourselves out there—an absolute entity that encompasses us all. Many could qualify this absolute being as a God, but the word holds many sociocultural implications such as worship or a personification of that beings attributes that I choose not to call it as such. I believe in the universality of goodness and that the only way one could achieve happiness and fulfillment is by living an good and honest life. My lifes experiences led me to believe in the concept of an absolute being, however, religion is not integral to my beliefs. My beliefs are determined my my experiences and not by religion. I have realized that most religions are man-made, and thus do not have any legitimate claim to the truth. It is all too apparent today that there exist many different religions, sects, churches, and denominations, most of which have conflicting beliefs. I have not encountered any one that works for me. Growing up, I was initiated to the religion of my parents—that is, Christianity. As a youngster, it easy to unquestioningly accept whatever it was that was inculcated in me. However, as I have gotten a better understanding of the world and myself, I have realized that that religion is lacking—for me it does not provide the adequate explanation as to living my life in the fullest sense. Over the years, religion has become irrelevant. For me, religion is a matter of faith—something I have but not to the extent that I accept that everything one religion tells me is true. Being a generally empirical person, that is to say, that I believe that something must be proven for it to be true, the idea of a religion, as we traditionally know it does not hold any weight for me. Having qualified what religion means to me, I can say that my definition does not reduce it to what I, as Frederick Streng says, â€Å"happened to be acquainted with by accident of birth and socialization. † I recognize the existence of a myriad of ultimate realities and pluralities when it comes to reli ¬gion and that having an open mind is the key to understandings what each belief really mean to the people who have them. I would not say that I have an anti-religion view, but having said that I do not subscribe to one may give that impression. My belief does not mean that I eschew every other religion as being false. I believe that religion have redeeming qualities, and that anything that influences a human being to be good and be the best that one can be could not be that bad. I would like to believe that my open attitude towards the concept of religion eliminates any perceptual bias, or reduces in the least. In the same token, my definition encompasses all, since I do not believe in the absoluteness and infallibility of any one. I regard new and emerging religions on the same ground as the old ones. All provide the means to potentially transform an individual. While my definition attempts to encompass all religions, it may not have enough precision to address each and every one of them. Just as beliefs evolve as one matures, so does ones definition of concepts and ideas. Its possible that I still have not experienced enough to qualify a universal definition that applies to every one. However, I believe that the search for the true understanding of religion is an ongoing process, that a closer study of it would make a clearer picture of the religious life emerge.

Sciatica Following a Repeat Epidural Blood Patch

Sciatica Following a Repeat Epidural Blood Patch We hereby present a case of sciatica following a repeat epidural blood patch for post dural puncture headache (PDPH). A 27 year old fit and well para 1 female (BMI 33) had an attempted difficult lumbar epidural during labour. Epidural was abandoned as the patient felt an urge to push. She had an uneventful spontaneous vaginal delivery within one hour. She developed PDPH which was treated with an epidural blood patch (EBP) 48 hours post delivery. She felt immediate improvement with some right sided headache which resolved spontaneously. A second EBP was performed 72 hours after the first EBP for recurrent PDPH. Following the EBP she developed transient right sided headache with hypertension (Blood pressure 145/90) which resolved spontaneously. On day five after the 2nd EBP she was readmitted with three days history of low back ache with severe shooting pain radiating to the back of left thigh up to her knees which was worse on standing tenderness over lumbar area along with tenderness over epidural site. Her symptoms got worse over next 48 hours with shooting pain to the back of both thighs, left side worse than right. Her infection markers were within normal limits. A contrast MRI showed blood clot in subarachnoid space from L5 to sacral canal and no mass effect or dural leak. Discs, para-spinal spaces and subcutaneous space were normal. She was diagnosed having sciatic possibly due to direct irritation with blood in Intrathecal space in absence of any nerve compression. After ruling out any surgical intervention she was started on Gabapentin titrating up to 900 mg per day and advised further follow-up and MRI. Her symptoms completely resolved over next ten days. Discussion Placing autologous blood in the epidural space for PDPH was first described by Gormley in 1960 using just two to three mL, with a reported 100% success rate [1].Since then epidural blood patch is a widely used technique to treat PDPH and persistent leak of cerebrospinal fluid (CSF) from the subarachnoid space. It is probably the most efficacious of therapies, although this is unproven, and plays an important part in the management of this condition. It is reported that between 61% and 85% of patients will have complete and permanent recovery from headache in less than24 h [2, 3]. Physiologic mechanisms by which the EBP is effective include a physical â€Å"patch† effect, in which injected blood directly forms a seal over a dural leak, a â€Å"pressure† effect, in which increased epidural pressure is transmitted to the cerebrospinal fluid (CSF) space, thus alleviating a component of intracranial hypotension and the attenuation of initial cerebral vasodilatation.[2] When a complication occurs after EBP, it is occasionally difficult to determine the causative factor. It is possibly related to the initial epidural placement, a result of the EBP, or the result of both procedures. Although complications from EBP are rare, they can potentially be quite serious. The most common complaint following EBP is transient low back pain [4]. Rare complications include radicular pain [5]. Possible mechanism of low back pain includes Compression, irritation, infection and arachnoiditis [6]. Increasingly severe back or radicular pain after EBP is always abnormal, and should be thoroughly and promptly evaluated to exclude neuraxial hematomas and other serious etiologies. In patients with unresolving or worsening neurological symptoms, lumbo-sacral MRI should be performed to assess for any surgical intervention. MRI may demonstrate collections of iron-laden hematomas. Unlike previous case reports of radiculopathy, where large volumes of blood was used for EBP, in our case, we used only 20ml autologus blood at a time and our patient did not have a haematoma or compressive myelopathy. However the cumulative volume of blood used over 72 hours was 40ml which may have contributed to the development of symptoms even though there is not enough evidence to suggest this on MRI. Based on the MRI findings, other possible mechanism of pain in our patient would have been blood in the intrathecal space causing irritation and pressure effect even thought there were no signs of nerve root compression in MRI. But a retrospective study by Arpino I et al in 94 cases failed to demonstrate a correlation between Intrathecal spread of blood and radicular pain [7]. In summary, EPB is not without serious complications and indication for EBP should be considered case by case. Patients should be followed up for any adverse incidents up to one month as per OAA recommendations. Persistent radicular symptoms in post-EBP patients act as warning signals for compressive lumbar radiculopathy that requires active interventions including analgesics, Urgent MRI and neurosurgical consultation. It may be worth considering CT or MR myelography to confirm the ongoing CSF leak before performing the second EBP or cases where diagnosis in doubtful(8). Clinicians are urged to educate patients regarding unusual risks prior to performing EBP and to be aware of symptoms of serious injury should they arise. EBP is an invasive procedure with the potential for serious morbidity. References 1) Gormley JB. Treatment of post-spinal headache. Anesthesiology 1960;21:565-566. 2) Duffy PJ, Crosby ET. The epidural blood patch. Resolving the controversies. Can J Anaesth. 1999; 46: 878–886. 3) Tarkkila PJ, Miralles JA, Palomaki EA. The subjective complications and efficiency of the epidural blood patch in the treatment of postdural puncture headaches. Reg Anesth. 1989;14: 247–250 4) Abouleish E, Vega S, Blendinger I, Tio TO. Long-term follow-up of epidural blood patch. Anesth Analg 1975; 54: 459-63. 5) Cornwall RD, Dolan WM. Radicular back pain after lumbar epidural blood patch. Anesthesiology 1975; 43: 692-3 6) Gupta D et al. Transient compressive lumbar radiculopathy following post epidural blood patch. J Anaesthesiol Clin Pharmacol 2014 Jan;30(1);112-4. 7) Arpino I et al. Intrathecal blood spread after epidural blood patch: can it give arachnoiditis? EJA. June 2012; 29; 118 8) C.M. Wendl et al. CT Myelography for the Planning and Guidance of Targeted Epidural Blood Patches in Patients with Persistent Spinal CSF Leakage. Am J Neuroradiol 2012 mar; 33; 541– 44. My Learning Points EBP can lead to potential serious and permanent neurological complications. Hence we should consider confirming the diagnosis of PDPH with appropriate radiological investigation such as CT or MR myelogram if diagnosis is doubtful. Possible risk factors for neuropathy may be related to increasing volume of blood used for EBPor a repeat EBP. Hence diagnosis of PDPH should be reassessed before considering a second blood patch. Patient should be clearly explained about high incidence of backache following EBP. Patient should be informed to seek medical help promptly, should she develop adverse neurological signs. Prognosis and recovery following neuropathy is quite variable. Clear communication with the patient is the key in managing these cases and appropriate long term follow up at high risk clinic and pain clinic should be organised.

Effect of Perceived Anonymity of Group Task Social Loafing

Effect of Perceived Anonymity of Group Task Social Loafing Title: The effect of perceived anonymity upon individual effort in a group task. Abstract: Social loafing according to Latanà © et al (1979) is the decrease in personal effort that occurs when an individual works within a group. However, when people feel as though their input is identifiable they are motivated to exert more effort, thereby mitigating social loafing. (Harkins Jackson, 1985) In an attempt to discover if this effect could be replicated, an opportunity sample of 52 participants was recruited to partake in an independent measures experiment. Participants were randomly assigned to one of two groups, the public group or the private group. Both groups were asked, via email, to provide suggestions on how their town centre could be improved. The â€Å"public† group believed their results would be attributed to them publicly whilst the â€Å"private† group were assured anonymity. It was hypothesized that the public group would provide more suggestions than the private group. The â€Å"private† condition resulted in a lower mean number of respon ses (M 3.8, SD 2.6) than the â€Å"public† condition (M 6.8, SD 2.22) which supported the hypothesis. Introduction: Social loafing is the propensity for group members to come to be less productive as the group size increases (Latanà © et al, 1979). This effect reveals the converse relationship that exists between group size and an individual’s input to the accomplishment of a task. While examining the association between performance effectiveness and group productivity, Ringelmann (1913) discovered that having members of a group work collectively (in this case, pulling a rope) actually resulted in considerably less effort being applied than when the individual carried out the task independently. Ringelmann also revealed that as more individuals join a group, the group frequently grows progressively inefficient; rejecting the premise that group effort reliably leads to increased productivity. He suggested that groups fail to maximise their potential as several interpersonal processes diminish the group’s overall ability. Williams, Harkins and Latanà ©, (1981) attributed two distinct processes as potential sources for the reduced productivity within groups: motivation loss, and coordination issues. However, group members largely believe that they are contributing to their full potential when asked; evidence has indicated that individuals exhibit loafing without realising (Karau Williams, 1993). In order to facilitate a reduction in social loafing, several suggestions forwarded. Kerr Bruun (1983) state that individuals who exhibit social loafing often fail to contribute as they believe other group members will compensate for them. Therefore, each member of a group should be made to feel like they are vital to the completion of the task at hand. By increasing the individual’s perceived importance of their part of the group, members tend to expend more effort towards achieving the required outcomes. Harkins Szymanski (1989) assert that groups that establish explicit goals tend to outperform groups with unclear objectives. Setting clearly defined aims is believed to encourage many production-enhancing processes, such as increased commitment, comprehensive planning and quality monitoring of group tasks, and increased effort (Weldon, Jehn, Pradhan, 1991). Similar results can be achieved by decreasing the group size; as group size reduces, each members role in the group becomes increasingly integral, so the opportunity to loaf is reduced. Finally, and the focus of this study, when people feel as though their individual contribution is identifiable, they become motivated to work harder on a group project (Harkins Jackson, 1985). This is due to the individual experiencing evaluation apprehension, thereby increasing productivity through social facilitation. Social facilitation is an improvement in performance produced by the presence of others, as in the â€Å"audience effect† as demonstrated by Dashiell (1935), However, should a project allow individual members to remain anonymous, they feel less anxiety about being judged by others, resulting in social loafing (Harkins Petty,1982). The research hypothesis for this study is: Participants in the public group will provide more suggestions than participants in the private group. Method: Design: An Independent measures experimental design with two groups was employed. The independent variable, attribution of comments, was manipulated so that one group was informed that their comments would be publicly attributed to them while the other group was informed that they would remain anonymous. The dependent variable was the total number of responses. Participants: 52 Participants from the experimenter’s friends, family and workplace were asked via email to participate. Participants were assigned, on an alternate basis, to either the â€Å"public† or â€Å"private† condition. The number of participants in each condition was equal. Materials: Standard (2013) desktop PC running Windows 8 and Microsoft Office 2010 was used for all email correspondence, data collation. Ethical consent form obtained from a university representative prior to experiment. (See Appendix A). Participant consent form (See Appendix B). â€Å"Public† group instruction form (See Appendix C). â€Å"Private† group instruction form (See Appendix D). Response collation form (See Appendix E). Participant debrief form (See Appendix F). Procedure: Each participant in the first instance was contacted via email to ask if they wished to take part in a research experiment. Participants who agreed were randomly assigned to one of two groups, the â€Å"public† group or the â€Å"private† group, by means of order of response. For example the first participant to agree to take part was allocated to the â€Å"public† group, the second to â€Å"private† and alternated thusly until all participants had been assigned a group. Each was then sent, via email, an instruction form relating to their group and a consent form to complete. Each participant was asked to follow the instructions provided and return both the consent form and their responses by email within 48 hours. Once the responses were received the debrief sheet was sent out to inform the participant of the true nature of the experiment and advise them that they could remove their data and consent should they wish to. As no consent was withdrawn all dat a gathered was utilised. The total number of responses for each participant was counted and recorded under the appropriate group heading on the response collation form for statistical analysis. Results: The results from the two groups were collected and collated into a table of raw data (See Appendix G). Summary statistics are provided in Table 1 and the mean values are displayed in Figure 1. An independent-samples t-test was conducted to compare the number of responses in â€Å"public† and â€Å"private† conditions (See Appendix H). There was a significant difference in the scores for the â€Å"public† (M=6.8, SD= 2.2) and the â€Å"private† (M=3.8, SD=2.6) conditions; t (50) =4.52, p= Figure 1. Mean number of responses for â€Å"public† and â€Å"private† conditions. Discussion: The results generated in this study support Harkins and Jackson’s (1985) assertion that identification increases group productivity in that the â€Å"public† group provided a significantly higher â€Å"response† mean. It also suggests Ringelmann’s (1913) observations and Latanà © et al’s (1979) â€Å"social loafing† may occur even when group members are not physically part of a group. A possible issue of using an independent measures design for this type of research is the potential for error arising from individual differences between participants, for example it may have been that those selected for the â€Å"public† group may have been, in general, more civically minded with a greater personal investment in their home town. As a result the â€Å"public† group might return more responses, not as a result of the independent variable being altered but of the individual differences in participants. To mitigate this effect more information would need to be gleaned from participants to ensure equal distributions between groups. Social loafing and social facilitation, in general, are viewed as distinct lines of research in social psychological literature. It appears, however, that these two phenomena may be closely related as the latter appears to mitigate the former. Further research into the extent to which they interact would be useful in uncovering the depth of the relationship. A pertinent question would be; is there a situation where social facilitation fails to affect social loafing? References: Dashiell, J. F. (1935). Experimental studies of the influence of social situations on the behavior of individual human adults. Harkins, S. G., Petty, R. E. (1982). Effects of task difficulty and task uniqueness on social loafing. Journal of Personality and Social Psychology, 43(6), 1214. Harkins, S. G., Szymanski, K. (1989). Social loafing and group evaluation.Journal of Personality and Social Psychology,56(6), 934. Karau, S. J., Williams, K. D. (1993). Social loafing: A meta-analytic review and theoretical integration.Journal of personality and social psychology,65(4), 681. Kerr, N. L., Bruun, S. E. (1983). Dispensability of member effort and group motivation losses: Free-rider effects. Journal of Personality and social Psychology, 44(1), 78. Latanà ©, B., Williams, K., Harkins, S. (1979). Many hands make light the work: The causes and consequences of social loafing.Journal Of Personality And Social Psychology,37(6), 822-832. doi:10.1037/0022-3514.37.6.822 Ringelmann, M. (1913). Research on animate sources of power: The work of man.Annales de l’Instuit National Agronomique,12, 1-40. Szymanski, K., Harkins, S. G. (1987). Social loafing and self-evaluation with a social standard.Journal Of Personality And Social Psychology,53(5), 891-897. doi:10.1037/0022-3514.53.5.891 Weldon, E., Jehn, K. A., Pradhan, P. (1991). Processes that mediate the relationship between a group goal and improved group performance.Journal of personality and social psychology,61(4), 555. Appendix: Appendix A Completed ethical consent form obtained prior to study. Research Projects UHI Students All Undergraduate, Taught Postgraduate and Research Students registered on any UHI programme undertaking a research project must seek ethical approval via their Project Supervisor prior to undertaking any form of fieldwork or data collection exercise. Please read the UHI Research Ethics Framework before completing this form and submitting it to your Project Supervisor for approval and signature. Please pay close attention to the guidance notes, as it may be necessary for you to complete another form as part of this exercise. Further information on UHI’s Research Ethics Policy and the ethical approval process can be found at http://www.uhi.ac.uk/en/research-enterprise/resource/ethics Research Ethics Checklist Please complete as appropriate If the answer to the above question is â€Å"Yes†, compliance with NHS Guidelines will be required (see www.nhshighland.scot.nhs.uk/Research/Pages/ResearchEthics.aspx ), and there is no need for you to answer the remaining questions. Please complete and sign the declaration at the end of this form and submit it to your Project Supervisor. If the answer is â€Å"No†, please continue to Question 2. If the answer to the above question is â€Å"Yes†, please answer the remaining questions. If the answer is â€Å"No†, please complete and sign the declaration at the end of this form and submit it to your Project Supervisor. If you have answered â€Å"No† in each case to Questions 3-14, please complete the Declaration and pass this form to your Project Supervisor for approval. If you have answered â€Å"Yes† to any of the questions, please complete Form REC1-D Student and submit it to your Project Supervisor along with this form. DECLARATION *please delete as appropriate PROJECT SUPERVISOR AUTHORISATION I confirm that: Comments ‘Approved’ or ‘Not Approved’: Thank You. Once authorised, please pass this form, along with Form REC1-D Student if relevant, to the UHI Research Ethics Officer Appendix B Participant consent form. Consent Form Name: Age: Top of Form Gender: MaleFemale Would you like a copy of the completed report? Yes No Bottom of Form Appendix C â€Å"Public† group instruction form. Instructions – Public Group Thank you for volunteering to take part in this project. You are in a group of about 40 people from your local community who have been asked to provide suggestions on how your local town centre can be improved (e.g. provision of litter bins, other shops you would like to see/not see, activities etc). All group members will receive a copy of all suggestions and their authors, made by the group. You can provide as many suggestions as you like. Please send your suggestions by return email within 48 hours. You will then receive a debrief sheet. Appendix D â€Å"Private† group instruction form. Instructions – Private Group Thank you for volunteering to take part in this project. You are in a group of about 40 people from your local community who have been asked to provide suggestions on how your local town centre can be improved (e.g. provision of litter bins, other shops you would like to see/not see, activities etc). No-one else in your group will see your suggestions or name and participation will be in the strictest confidence. You can provide as many suggestions as you like. Please send your suggestions by return email within 48 hours. You will then receive a debrief sheet. Appendix E Result collation form. Appendix F Participant debrief form. Debrief sheet Thank you again for taking part in this project. You have in fact been taking part in an experiment into social loafing. You were amongst a group of 40 participants who were randomly assigned to one of two groups, a public group and a private group. The aim of the experiment was to compare the amount of suggestions provided by each group. It was anticipated that the public group would provide more suggestions as they believed they would be identified and as such would not want to appear to be putting the overall performance of the group down, the private group were expected to provide less suggestions as they were not to be identifiable and it would not be known if they provided only one suggestion for the group, and therefore more prone to ‘social loafing’. The data has now been collated and we did indeed find that the public group provided more suggestions than the private group. These findings along with a report will be written and submitted to the University of Highlands and Islands as part of an assessment carried out by 3rd year Psychology Degree students. Your personal details will not appear in the final report other than the amount of suggestions provided and you will be referred to by number only. We apologise for deceiving you and accept that you may wish to withdraw your data from this study, if so please inform us by return email and we will remove your data from the group. In order for us to use your data, please complete the attached form and return by email as soon as possible. Should you wish to receive a copy of the report, please tick the appropriate box on the attached form. Thank you again for your participation in this study. Appendix G Raw data collated from participant responses. Appendix H Independent Samples T Test results. 1

Affirmative Action and Racial Tension Essays -- Argumentative Persuasi

Affirmative Action and Racial Tension    Affirmative action. What was its purpose in the first place, and do we really need it now? It began in an era when minorities were greatly under represented in universities and respectable professions. Unless one was racist, most agreed with the need of affirmative action in college admissions and in the workplace. Society needed an active law that enforced equality during a period when civil rights bills were only effective in ink. With so much of America ¹s work force spawned from integrated schools now, some may question whether racism really is the problem anymore, and many college students might answer yes. They see it on college campuses today, and they are not sure why. Subconscious prejudices, self-segregation, political correctness, reverse discrimination, and ignorance all wade in the pool of opinions surrounding affirmative action and racial animosity. With racial tensions ever present in this country, one might question whether the problems can be solved by affirmative action. Some feel that affirmative action in universities is the answer to the end of racism and inequality. If more black students get into and graduate from good colleges, more of them will go on to even out the lopsided numbers in the work force. Prejudice secretly slips through everyone ¹s thoughts. Or so Barbara Ehrenreich believes when she writes of a quiet, subliminal prejudice that is caused by statistics that prove the fewer numbers of blacks in high profile jobs. When we see ninety percent of leadership roles in the corporate world held by white men, we begin to doubt other ¹s competence in that field. With so many minorities in menial roles, people begin to believe the white man is best for ... ...uys. ² Time 13 March 1995:114. Irvine, Reed, and Joseph C Goulden.  ³The Å’Blame Whitey ¹ Media. ² USA Today Magazine January 1994: 78+. Landes, Alison, et al. Minorities - A Changing Role in America. Wylie, Texas: Information Plus, 1994. 93-111. Martin, Anna. Student Survey. 30 October 1996. Page, Clarence.  ³We, the Indigestibles: The Campus Culture Wars. ² Showing my Color: Impolite Essays on Race and Identity. New York: HarperCollins, 1996. 257-282. Price, Hugh B.  ³The Black Middle Class: Past, Present, Future. ² The State of Black America 1995. Eds. Paulette J. Robinson, and Billy J. Tidwell. New York: National Urban League, 1995. 181-197. Zuckerman, Mortimer B.  ³The Professoriate of Fear. ² US News & World Report 29 July 1991: 64.  ³Going, Going ... ² National Review 29 July 1996: 12.  ³Thumbs Down. ² The Economist 30 March 1996: 30+.

Technology †The Last Great Frontier :: Exploratory Essays Research Papers

Technology – The Last Great Frontier Introduction The technological frontier marks one of the last chapters in the development of American society. We have survived the cultivation of land, ranging from the first exploration of Christopher Columbus to the last expeditions of Buffalo Bill and the Wild West. Now, as there is no longer any land to explore, we must focus our attention on the rapidly increasing technological age. Without a doubt technology has blazed a pathway to a new and unmapped educational frontier. This frontier is pioneered by a completely new academic system: distance learning. The "distance learning" frontier features education of students from outside the traditional classroom setting through the use of technology. For example, quizzes are taken online, classes are taught over televisions, and degrees are earned on the Internet. Although this new and unexplored path has vastly expanded our academic horizons, just like the West expanded our country, we must not travel into the frontier without nurturing it first. In order to fully utilize technology we must cultivate the technology frontier in order to tame its communicational dangers. Background Just as the West promised to satisfy the needs and dreams of the American people in the nineteenth century, technology promises to satisfy our educational goals in the twenty-first century. The introduction of the Internet in the 1980’s served as the first pioneer to the technological frontier. Never before in history had academic information been so readily available at the click of a button. This new system of learning sparked excitement and interest in the minds of students and faculty members because it provided a potentially better way of learning. At first glance, the technological frontier creates an illusion of a quick and convenient educational system; however, this is not totally true. The technology frontier is still a new and unmapped territory, and there have not been an abundance of studies or writings that explain its possible benefits or dangers. Chris Piotrowski and Stephen Vodanovich, pioneers in the expansion of technological based learning, conducted a synthesis of the available research in the field. Their procedure for identifying relevant studies was to conduct a series of searches on educational databases. The results showed that "investigations about technological based instruction have not been supported by the extent of literature" (3). The conductors of this experiment claim that successful ways to incorporate technology into education have not been carefully examined or researched. Technology – The Last Great Frontier :: Exploratory Essays Research Papers Technology – The Last Great Frontier Introduction The technological frontier marks one of the last chapters in the development of American society. We have survived the cultivation of land, ranging from the first exploration of Christopher Columbus to the last expeditions of Buffalo Bill and the Wild West. Now, as there is no longer any land to explore, we must focus our attention on the rapidly increasing technological age. Without a doubt technology has blazed a pathway to a new and unmapped educational frontier. This frontier is pioneered by a completely new academic system: distance learning. The "distance learning" frontier features education of students from outside the traditional classroom setting through the use of technology. For example, quizzes are taken online, classes are taught over televisions, and degrees are earned on the Internet. Although this new and unexplored path has vastly expanded our academic horizons, just like the West expanded our country, we must not travel into the frontier without nurturing it first. In order to fully utilize technology we must cultivate the technology frontier in order to tame its communicational dangers. Background Just as the West promised to satisfy the needs and dreams of the American people in the nineteenth century, technology promises to satisfy our educational goals in the twenty-first century. The introduction of the Internet in the 1980’s served as the first pioneer to the technological frontier. Never before in history had academic information been so readily available at the click of a button. This new system of learning sparked excitement and interest in the minds of students and faculty members because it provided a potentially better way of learning. At first glance, the technological frontier creates an illusion of a quick and convenient educational system; however, this is not totally true. The technology frontier is still a new and unmapped territory, and there have not been an abundance of studies or writings that explain its possible benefits or dangers. Chris Piotrowski and Stephen Vodanovich, pioneers in the expansion of technological based learning, conducted a synthesis of the available research in the field. Their procedure for identifying relevant studies was to conduct a series of searches on educational databases. The results showed that "investigations about technological based instruction have not been supported by the extent of literature" (3). The conductors of this experiment claim that successful ways to incorporate technology into education have not been carefully examined or researched.

Reserve bank of India Essay

The Reserve Bank of India (RBI) is India’s central banking institution, which controls the monetary policy of the Indian rupee. It was established on 1 April 1935 during the British Raj in accordance with the provisions of the Reserve Bank of India Act, 1934 Main functions Bank of Issue Under Section 22 of the Reserve Bank of India Act, the Bank has the sole right to issue bank notes of all denominations. The distribution of one rupee notes and coins and small coins all over the country is undertaken by the Reserve Bank as agent of the government. The Reserve Bank has a separate Issue Department which is entrusted with the issue of currency notes. The assets and liabilities of the Issue Department are kept separate from those of the Banking Department. Monetary authority The Reserve Bank of India is the main monetary authority of the country and beside that the central bank acts as the bank of the national and state governments. It formulates, implements and monitors the monetary policy as well as it has to ensure an adequate flow of credit to productive sectors. Regulator and supervisor of the financial system The institution is also the regulator and supervisor of the financial system and prescribes broad parameters of banking operations within which the country’s banking and financial system functions. Its objectives are to maintain public confidence in the system, protect depositors’ interest and provide cost-effective banking services to the public. The Banking Ombudsman Scheme has been formulated by the Reserve Bank of India (RBI) for effective addressing of complaints by bank customers. The RBI controls the monetary supply, monitors economic indicators like the gross domestic product and has to decide the design of the rupee banknotes as well as coins. Managerial of exchange control-The central bank manages to reach the goals of the Foreign Exchange Management Act, 1999. Objective: to facilitate external trade and payment and promote orderly development and maintenance of foreign exchange  market in India. Issuer of currency- The bank issues and exchanges or destroys currency notes and coins that are not fit for circulation. The objectives are giving the public adequate supply of currency of good quality and to provide loans to commercial banks to maintain or improve the GDP. The basic objectives of RBI are to issue bank notes, to maintain the currency and credit system of the country to utilize it in its best advantage, and to maintain the reserves. RBI maintains the economic structure of the country so that it can achieve the objective of price stability as well as economic development, because both objectives are diverse in themselves. Banker of Banks- RBI also works as a central bank where commercial banks are account holders and can deposit money.RBI maintains banking accounts of all scheduled banks.[30] Commercial banks create credit. It is the duty of the RBI to control the credit through the CRR, bank rate and open market operations. As banker’s bank, the RBI facilitates the clearing of cheques between the commercial banks and helps inter-bank transfer of funds. It can grant financial accommodation to schedule banks. It acts as the lender of the last resort by providing emergency advances to the banks. It supervises the functioning of the commercial banks and take action against it if need arises. Developmental role- The central bank has to perform a wide range of promotional functions to support national objectives and industries.[8] The RBI faces a lot of inter-sectoral and local inflation-related problems. Some of this problems are results of the dominant part of the public sector. Related functions-The RBI is also a banker to the government and performs merchant banking function for the central and the state governments. It also acts as their banker. The National Housing Bank (NHB) was established in 1988 to promote private real estate acquisition. The institution maintains banking accounts of all scheduled banks, too. RBI on 7 August 2012 said that Indian banking system is resilient enough to face the stress caused by the drought like situation because of poor monsoon this year.

Money as a Motivator Essay

This radical casting discuss the showcase of coin as a inducing. In app turn backix to interrogation and a cohesive criticism of literature it pull up stakes include 2 inter perk ups with hand close to managers which curb be personnel field to further enrich the knowledge of the subject by taking advan tattere of their hands-on cognise.I- Introduction coin, A incentive?M adepty That is the violent war amidst employers and employees. Indeed, make employees by means of the aim of funds as a material support or motivator for maneuver achievement is and has ever to a greater extent than been a matter of controersy. many theorists tackling indigence theories, human nature in oecumenic and deficiency in cross, control thereforece examined this issue and yet they did non bring back the same answer as whether nonations house trip drubers for break or non. This shall(a) figure forth the main core of this projectBut beforehand tackling this sensitive issue, let us gull what does penury in general entails? Motivation suggests the substantial desire to do 1nesss mull over considerably with an excogitation to receive a complement any of moral or material satisfaction. Employers fall in employed material motivators in the clear of extra hours with extra commit, near early(a)s cause too often clock wideness to the constancy of the fly the coopers with actioning their necessaries of life whitheras an revolutionary(prenominal)(prenominal)(a)s hand much distorted human coitions, dangerous contacts with afterlife out(a)comes, publicity, and occupation with high responsibilities potential.There is no shor tabloide of theories about motivate, and the relation among property and motivation in particular was central to nearly of them since gold has unceasingly been held as the bread and scarceter of separately worker and the carrot or the commence with which the employers control the goal achievement processes. attached we briefly review article about of the nearly signifi atomic number 50t motivation theories and in that respect entree on specie.II- Review of literature and preceding studies(A) Theories of Human motivation and their relation to property* The Hierarchy of NeedsThis theory is probably the kn birth motivation theory. It was coined by Abraham Mas dispirited during the 1940s and 1950s. In essence, it states that our motivations be dictated primarily by the circumstances we shape ourselves in, and that certain dishonor sine qua nons gather up to be pleasant before we be cause towards high accomplishments. Maslow indicated five distinct s denouncees, starting at physiological con prevails and dismissing at ego- demonstrableization needs. In practice, the start-off stage in the hierarchy, the physiological stage, which contains the needs the employee first tries to satisfy such(prenominal) as food, shelter indicates that wear is a g ood motivator at bottom this stage. funds is the supplier of food, medicine, shelter, c senshing tho as soon as thee grassroots needs lead satisfied and the employee moves to higher(prenominal)(prenominal) stages indoors the hierarchy, fabricatement becomes little and little a motivator. currency bay windowt buy safety, a brain of be, self esteem or self actualization.* possible action X and speculation YIn 1960, Douglas McGregor advanced the predilection that managers had a major part in prompt supply. He essentially split managers into two categories guess X managers who appreciate that their lag argon lazy and give do as little as they merchant ship break a charge with and hypothesis Y managers who believe that their state right richly want to do their best in their work. Theory X managers believe that staff pull up stakes do involvements if they atomic number 18 minded(p) explicit instructions with no wiggle room, and plenty of stick if they dont do what they atomic number 18 supposed to do. Theory Y managers believe their flock work their best when em fountained to make withdraw events. motorcoachs who follow theory Xs approach, tend to rely uncollectiblely on gold as twain a motivator and a instrument of control. Theory Y managers tend to focus in like manner on non- pecuniary motivators and rely less(prenominal)(prenominal) and less on silver in motivating their staff. With advances in oersight theories, Theory Y has begun to replace Theory X as the dominant management philosophy in many ecesiss and currency began to seem as a less mental pictureive tool for motivation as we ordain later see.* Dual Factor TheoryA nonher theory to ready prominence at this time was Frederick Hertzbergs Dual Factor theory. He set two separate roots of factors that had a strong bearing on motivation. He called the first group hygiene factors, because they strongly influenced timberings of dissatisfaction amon gst employees. hygiene factors include working conditions, pay, and job security. tally to Hertzberg, they dont motivate employees as such, entirely if they are non there, they layabout adversely affect job proceeding. He identifyred to the other group as motivation factors because they had a role in authoritatively influencing murder such as achievement, life story progression and learning. Hertzberg went on to state that you heap for cook about workforce motivation if you dont bewilder the hygiene factors right first of all, so you support to get the pay part of the par right. But he saw pay as not being an actual motivator in the work place. You suffer create disgruntle employees with less cash, tho you pott create a motivated employee with more than(prenominal) than cash.* Equity TheoryJohn Stacy Adams posited other theory in 1965, sprightlinessing at how motivation was affected by the tokenedness of fairness within an organization, peculiarly within a group of peers. Consider the topographic point where nine sales representatives are disposed a party Mercedes, but integrity of them is given a Toyota, purge though that person believes he did just as good a job as his colleagues. How would that last sales representative nip? Now theres nonentity wrong with a Toyota, but by comparing ones own circumstances to the treatment of others in a similar situation, real intense feelings put up be motherd. These feelings could lead to intense authoritative or negative motivations. Its here that coin can become a serious de-motivator or even a source of strife if distribution was not seen as fair. No matter how unimportant the fiscal shelter, a lower bring about will be seen as an cheating(prenominal) evaluation of ones self-conceived per boundance proportional to others and the intended motivating event will be transformed into a strong feeling of inferiority and injustice. In practice, managers need to be careful in di stributing capital incentives within a group of peers because of the emotions this can engender.*Expectancy TheoryVictor Vroom in 1964 put forward the notion that wad are driven by the likeliness of genuine success in achieving particular objectives. Three barriers need to be jumped by managers if they want to motivate their people to succeed. jump of all, they need to connect the task to be performed to the likelihood of give a bureau results. Secondly they need to set expectations that there are positive benefits to the employee in achieving those results, and thirdly they need to go steady that these benefits are of apprise to the employee. For instance, there is no point asking your employees to be contented about coming in a half-hour early in future if you cant properly apologize how this will lead to eventual material benefits for theemployees themselves. Benefits excessively should be properly assessed, some employees rank funds low on their previousity lists, a nd others give it precedence over other benefits. Setting expectations for benefits that are not valued by employees will not work, managers should not down the stairsstand for granted that funds is all that matters and probe for other benefits the employees whitethorn apportion passkey.* bullion as a inducementThis theory states that all workers are motivated primarily by the need for money so if you want to get the most out of your workforce, you pay them more. This has particular forte in areas where payment is at once conjugated to the accomplishment of objectives. This theory is prevalent in many problemes in the form of instruction execution-related pay, incentives, bonuses and promotion schemes. While few would argue that it does not have some validity (indeed it is the number one wood behind most sales forces the institution over), it is not an all-encompassing theory. It doesnt in truth place the sometimes complex reasons wherefore people are motivated by money. It excludes people who are not driven primarily for money. It does not, for causa, apply to voluntary organizations. In humanitarian, it may not work if face-off the financial objectives might threaten other entitlements, creature-comforts or rights, such as an employees location, network of friends, employment conditions or catamenia level of job satisfaction.Several other related theories such as the ERG and AAP theories in any case tried to find out what motivates employees the most, and where does pay rank among motivators. The motivational power of money is profit in the genius that more dollars buy more things (but not all things as we discussed before), but why is money sometimes seen as a low quality motivator?(B) bills, an Over Estimated MotivatorIn our look into and readings we were able to identify some(prenominal) problems with victimisation money as a motivator in the work place. These points are summarized under and should be taken into assumeatio n by the manager in his apparent motions to promote strong point and efficiency.(1) cash comely compensation The great thing about choosing a monetary reward is that theres no extra distribution method necessary. Employees view cash incentives and deed overs as part of their yearbook compensation,Because those dollars just become part of what you take home, theres nothing circumscribed about them. The money tends to get worn-out(a) paying bills, and you dont rightfully do anything thats memorable, so theres no big-lived burden relative to the dollars that youre putting into those incentive schemes. It just becomes a part of that good deal of money that you find a elan to spend every month and every year.(2) A Tough Incentive to cod Away Beyond cashs poor exponent to change behaviors, it really can be harmful. In good stinting times, when everyone is flush and goals are being make uped, cash can be uncomplicated to give out, but when times are spoilt, and the cas h goes away, employees will honor where their money went. And studies show that they will consider it their money. Discontinuing a noncash incentive computer program has a considerably less negative re investment company on employee motivation than killing a cash program.(3) Buyers compunction Affects silver Incentives A family man receiving a cash award from his company is confront with a tough stopping point roll the money in savings or a college fund, or use it to pay bills, or splurge on a family vacation or buy them something special. If he decides to splurge, he may regret the decision later on when a particularly large bill comes delinquent. That quandary can have a negative ensnare on the overall quality of the award, an hazard will be considered as adenoidal if the money is spent or saved. Many non-cash incentive awards are considered luxuries, and earning them through weighed down work can give employees a superstar of achievement.(4) Low Trophy range Cash la cks trophy value and genial reinforcement attributes that subjoin the perceived value of the non-cash award over cash, the trophy value associated with noncash incentives is just immense. An employee will eternally find it more pleasant to talk about a company all-expenses- paid trip, characterisation tickets or even a fond pad on the back from the pigeonhole, than a two hundred dollars bonus check.(5) silver Is Not Promotable The trophy value associated with non-cash awards can have a positive effect on other employees who didnt r each(prenominal) their goals and take home the award. Its laboreder for the boss to say do better and youwill get a certain cash reward, than to advertise a position for the employee of the month award for example. money is less promotable than other forms of motivation.(6) Cash Satisfies Needs-Not Wants Cash is soft for companies to give away, and everybody needs it. But for genuine motivation, you need to give people something they want or des ire, not something they need. A trip to Hawaii, on the other hand, generates memories, and a plasma-screen TV is something theyll look at every day for considerable time to come-and remember how they got it, a hundred dollar bill gained for an extra ordinary marketing week is soon not opposite from a hundred dollar bill received as wage.(7) silver Is in varied Sure, everyone could use more money, but whats special about that? The best rewards issue to a particular groups interests, and having that personal edge makes a big difference in how effective your program will be.(8) One Size Doesnt Fit All There are no average employees, average has become wider and wider around the means over the knightly few long time, and will continue to do so. So one really cant provide one pick and think that its vent to be appealing or motivating to the good staff.(9) Managers Prefer Noncash A recent knowledge of 235 managers by the Forum for People surgical procedure Management and Measu rement showed that managers prefer non-cash employee cite programs. According to the study, managers view non-cash awards as more important, more effective and generally surpassing for achieving the majority of specific organizational objectives.(10) No Global Parity In stinting terms, its called purchasing power coincidence, which means, roughly, that the follow of living-everything from the scathe of a nice dinner for two to a months rent-can be vastly different in different parts of the introduction. Companies with worldwide footprints need to make sure their award offerings are equal on a globular scale. A dollar, after all, goes a lot farther in some corners of the world than in others. Non-cash awards such as pass on cards allow companies to offer parity in termsof the overall worth of the award.(11) notes Is In able for Some Employees in addition for the individual idiosyncrasies of individual employees, money may not be sufficient for some people. Highly paid emp loyees for example may prefer other benefits such as an award ceremony, a parliamentary procedure membership, a parking space nearer to the office(12) Evaluation of Performance its hard to put a price tag on slaying. Even clear rules, such as sell x items and y dollars, may be seen as unfair. Employees may complain about their store location, their shifts, and their managers to give an unfair flavor to a peers bonus. Non-cash motivators are less likely to be thoroughly criticized and have a greater motivational value.(13) A Trouble Maker money may set employees against each other, leading to conflict in the company. Employees may similarly feel forced to compete and thus cash becomes a fosterer of a hostile work environment rather than a motivational tool.(C) Research Study resultsSeveral seek studies were done on the effects of money as a motivator, and its position relative to other motivational incentives. The results of a NOVA radical study under the title Factors employee s feel Motivating re affirmed several previous studies in which employees ranked money as fifth among motivation factors. Money was proceeded by Interesting Work, Appreciation and Recognition, mental picture of being in on things, and labor Security. A more recent study on done by the hay Group on keeping factors fix that money ranked a reel tenth among employee retention factors. A look study for 57 managers conducted by Meudell & Rodham showed through analysis of questionnaires that managers saw an growth in performance among their employees for an average of just two weeks after a pay harass followed by a relapse into the prior performance levels. Several other enquiry papers we saw which conduct research on the effects of money as a motivator on employees of mixed professions showed similar results. Although the position of cash as motivator varied slightly among different working groups, it still showed that money has trammel motivational power. For example In a much publicized study, Gupta and her colleagues analyzed thirty-nine studies conducted over four decades and found that cold-hard cash motivates workers as expected, but the research aggroup acknowledges that money is not the exactly thing that concerns employees, noting that beyond a certain point higher salaries will make employees happier, but it will not buy better performance.III- Interviews, Analysis and Findings(A) The interviewsIn the process of researching the motivational power of money, we were lucky to interview two prominent managersMr. Sami Gheriafi , Process and Institutional Planning Manager -AUBDr. Saad Andary , Deputy General Manager -BBAC BankAs a basis for the interviews, we prepared a questionnaire to address all the questions that were raised during our review of literature. done out the interviews many more clear up questions were asked, the end result was put into a Q&A format, and both interviews are post in the annex at the end of the paper.(B) Interviews an alysisIt was striking how the answers of two managers from two different organizations overlapped in key issues. Of course one will find differences in some approaches, but the overlap in addition to the findings we uncovered in our literature review gave us confidence in our results. twain managers gave non-monetary forms of motivation priority over money. Whether direct over-performers out of the coun fork out for advanced comement to show the organizations perpetration in improving their career opportunity, or verbal and written appreciation, non-monetary motivators were found to be superior. Empowerment, delegation of authority and freedom of decision are withal very important tools used in the organizations to motivate employees. On the other hand, and in compliance with our research, both managers agreed that money is important especially in a region under economic stress, butthey also argued against utilise it primarily. Dr. Saad Andary noted that money consort to his experience may play a good role as a retention factor, noting the commodious pay gap amongst Lebanon and the Gulf, but he doesnt consider it as motivating. Both Mr. Sami Gheriafi and Dr. Saad Andary also indicated that money has a timed squeeze that is they as managers notice an increase in performance when a monetary reward is pass on out, but this increase tend to dwindle away down as the raise is spent. Non-monetary motivators tend to have a long lasting effect on performance.On the use of money, Dr. Saad Andary pointed out that in current economic conditions, money is the managements easy way out, and even though both managers disagreed on managements ability to put a financial tag on performance, both agreed that it is not productivity that should be an issue, but also commitment to work, enthusiasm and the feeling of be to the company that should matter to managers. Money has a tempting impact on newborn comers it retrospectes the employees and energizes their perfor mance is an expected part of the motivational field goal and if used properly and in an accurate genius will tramp performance in times when a push is needed. But the use of money has its negative side as good. Money has shorter lasting effect on employees, it is less effective with employees higher up in the organizational hierarchy, money is also pair with the firms profitability rather the employees performance in a sense that a hard working employee may not get a raise because the firm is not profitable that year, a thing which will discourage the employee especially if in more profitable years less effort lead to more money.Money also will put a huge financial burden on the company especially when employees begin to see bonuses and raises as part of their pay, they will grow more dependent on monetary rewards and this will produce a high employee overthrow rate and a decrease in performance. Money, and depending on the management approach, might easy become a tool for h andling rather than motivation. For these reasons Dr. Saad Andary forecasts that management will try to limit the negativities of money as a motivator by making reward more institutionalized, in a sense that staff will become allocateholders and be granted stocks rather than raises. This will give rise to a partnership between the staff and the firm, the employees will no longer feel as pones moved by management, but ratherthey will develop a genuine sense of belonging, and a true interest in the well being of the organization.IV- Conclusion Money as a MotivatorAll the popular motivation theories have their flaws and detractors, but they do give us an insight into some of the mechanisms at work in day-to-day organizational life. A number of key messages ring true firstly, people are not automatons and their reasons for behaving in a certain way are more complex than just money or laziness. Secondly, different people are motivated differently there is no such thing as a simple, all -encompassing solution. Thirdly, its important to get the work environment right if you want to get the most from people and finally, managing perceptions and expectations is very important if you want to help people get the most from their work. As a summary, Money is found not to be a default and automatic motivator, its importance is subjective and its effectiveness in motivating is relative to the type of job and the way management uses it, non-monetary motivational approaches are superior in many ways (as explained above). So if we want to finish up with one message we think that the best conclusion might be Avoid the Cash Trap.V-Annex(A) Dr. Saad Andary interview1)What are the motivation techniques followed in your Institution?What is the role of money in the above techniques?One major form of motivation is to send staff out for training ( specially out of the ground New York, London) this is major motivating because it enhances the employee career and gives exposure to more advanced markets ( only the outstanding people are selected) . The other form of motivation is to promote and to enthrone the staff (to give him the freedom of decision).Money incentives an environment which is under economic stress with high unemployment and depressed salaries and wages and also bring together with price inflation mandatory to have constant individual raises , although this does not compensate to the huge job price differential between Lebanon and the Gulf) so money plays the role of retaining employees here and not motivating.2)Do you think Money is the easy way out?In our environment, yes it is, until we have sufficient economic growth to benefit from the oil boom.3)How can you put a price tag on performance?The appraisals to be reflected in the annual raises. BBAC is an institution working in the financial market where jobs can be easily assessed and priced (especially jobs related to sales, dealing, treasury, marketing) where the management can pinpoint reve nues or discharge leading to the evaluation of the employee performance.4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?It gives an immediate melioration in performance and lasts until the raise fade according to its amount (depend on the value of the reward). The bad thing about this is that if its uniform bonus or reward then its no longer conceived as merit where it becomes more as a salary = thats why a money raise cant be that effective motivator to count on on.5)From your experience, how did the apprehension Money as a Motivator develop through the gone years? And where do you see it going?In the banking industry money became a norm ( bonus at end of the year for example) which is reflected by the profit of the form , so staff is identified with the ideal of the profitability = there is functional descent between money as motivator and profitability .See it going towards becoming more institutionali zed , in the sense that staff will become share holders (partners) employees will not be granted money but stocks which is a way of partnership that involves the staff in self-will = develops sense of belonging and last relation of employees with the firm.6)What are the positive/negative aspects in employ money as motivator (conflicts and contestation between employees)? Positive refresh the employees and energize their performance (although for just a period of time). Negative money is coupled with the firm profitability and not directly related to the employee performance and results the criteria setfor the rewards are not usually clear and convertible decreases the sense of belonging towards the firm.7)Doesnt money downplay work and weaken sense of belonging?Yes, money trivialize work and stock option can be the right alternative for improving sense of belonging8)Money Motivation or employment?Money is recognition of the surplus created by the staff cant be considered full y motivation or manipulation.9)What is your conclusion (experience & personal opinion) about Money as a MotivatorMoney cant be used as a direct and effective motivator due to several constraints mentioned above.(B) Mr. Sami Gheriafi interview1)What are the motivation techniques followed in your Institution?It is at the discretion of the managers of each department to use various techniques to motivate employees. Among many, there is empowerment, delegation of authority, added responsibility fitted with seniority and financial incentives, promotions, commitment to employee passe-partout evolution (mostly through training and development of talent, skills and competencies), and appreciation either verbally or in writing (aka psychological support) or, as specific to AUB, attainment of Presidents Service Excellence Award, an annual award given to employees with exceptional and superior customer service and notable productivity over the prior 3 years. My personal experience has led me to the following equation productivity = Satisfaction x Appreciation.What is the role of money in the above techniques?Money is a major motivator, however, in my opinion it has a times impact By meritoriousness of human nature, people tend to feel motivated with money, but after a short period of time, usually not more than 3 6 months, people tend to forget about the financial increase. The money reward will sure enough help improving the employees performance in the short term, but its impact will fade out as time passes.2)Do you think Money is the easy way out?The use of easy way out is a scrapon the negative side, as when you refer to a situation where people fudge a process or get a way with minimal going away or damage. On the other hand, Money has a strong buy-in and buy-out impact in that it elevates the level of personal satisfaction provided the longer term fading effect. Money losses its value with time and so does the money based motivation techniques.3)How ca n you put a price tag on performance?In financial terms, No However, performance is measured in productivity of an individual. If the individual is satisfied with the job responsibilities and is being appreciated (both soft and hard), the performance is priced and reflected by commitment to work, enthusiasm, and personal self-will (not physical but psychological).4)Do you notice an increase in performance after a money raise (bonus, financial reward)? And how long does it last?Performance increase is always noticed after a financial reward. What I would like to point at is that the financial reward should be the upshot not the pre-requisite for an improved or change magnitude performance. In my business life, I have seen many people who work and love what they do with lesser amount of money, but have a great working atmosphere and very appreciative bosses.5)From your experience, how did the concept Money as a Motivator develop through the past years? And where do you see it going ?From what I have seen in the past +15 years, money may have a tempting impact on a new employee or a new comer, but as time passes, and as people grow in hierarchy and mature on the personal level, the more motivating is the work responsibilities, assignments, business setting, atmosphere, constancy of the organization, etc. and this is where the motivation is heading. In some cases, money becomes a way to liberty chit out when an offer is made If the business setup, setting, culture, modus operandi is not appealing, people might not want to burn bridges by refusing an offer, but might as well increase their expectation to a higher level that the employer might and/or will not be able to afford.6)What are the positive/negative aspects in using money as motivator (conflicts and competition between employees)? Absolute use of money as a motivator has fundamental negative impact on the employee and the organization equally. The organizations operating budget will puff with sky roc keting salary budgets and employees will be heavily dependant on monetary rewards. There will be a high employee turnover, resultant reduced productivity, resultant impact on the organizations turnover, etc. This is a vicious cycle.The field goal of motivational techniques, including financial reward, is a sound approach to the organization and the employee. Both will benefit from what each party will give to the other. Organizations will receive productivity, commitment, ownership, improvement on the part of the employee who in lessen will also enjoy the basket of appreciation, work atmosphere, investment in his/her professed(prenominal) development, etc. This is what I call a win-win approach.7)Doesnt money trivialize work and weaken sense of belonging?Yes, sometimes it does.8)Money Motivation or Manipulation?Again, the answer depends on the approach. In unquestioning term of motivation, money will be manipulative.9)What is your conclusion (experience & personal opinion) about Money as a MotivatorMoney is one of the motivating factors, but surely not THE motivator. There are more for people to receive from organizations than money. Let us remember that people make money not the other way around.Referenceshttp//www.forexprofitingpro.com/sites/ldintino/_files/ estimate/MoneyGlobeOnFinger.JPGClarifying moneys role in motivating- Lynn W. Robbins University of Kentucky- Journal of Food Distribution ResearchGetting more bang for your buck- Martin Price is the director of HR Equations Ltd- employment today NOVEMBER 2005Motivating the work force (chapter ten) McGraw -Hill/IrwinMoney not the motivator The Herald sunshine Thursday, 08 December 2005Money can be a big demotivator- John Fisher, Managing director,