Symbolism in Glaspells Trifles Essay Example For Students

Symbolism in Glaspells Trifles Essay Symbolism in Glaspells Trifles Symbolism in Glaspells Trifles In todays society, we generally view upon everyone as equal beings who deserve equal rights. At the turn of the 20th century, this particular view didnt exist. Men clearly dominated almost every aspect of life and women were often left with little importance. The Wrights embody this view of roles in Susan Glaspells play Trifles. Mrs. We will write a custom essay on Symbolism in Glaspells Trifles specifically for you for only $16.38 $13.9/page Order now Wright was a typical woman who suffered the mental abuse from her husband and was caged from life. In Trifles, a mixture of symbolism of oppression illustrates Mrs. Minnie Wrights motives to kill her husband and to escape from imprisonment. In the play, the setting takes place in an abandoned and gloomy farmhouse out in the country. Almost immediately does the reader get the impression that it is a very secluded and cold place. The coldness of the setting in many ways resembles the aloofness of Mr. Wright who is described as hard man and a raw wind that gets to the bone. Most of the play revolves around the women and the kitchen. While the men scramble throughout the house looking for evidence or hints of a motive for death, the women stumble upon the entire mystery while remaining at the place where they were told to remain and gather items Mrs. Wright. The kitchen too seems like a remote place and much resembles the marriage between Mr. and Mrs. Wright. The kitchen is the spot where Mrs. Wright (and most women of the time) spent most of their time in. Like the cage to the canary, she feels imprisoned in the kitchen and she feels compelled to escape by any means. Her break out is executed at the expense of Mr. Wrights life. In the play, the county attorney stumbles upon Mrs. Wrights preserves. Due to the frigid temperature, most of her preserves held in glass jars had broken. Only one jar a jar of cherries manages to survive. The fruit possess much symbolism as well. Mrs. Hale and Mrs. Peters feel very sorry that Mrs. Wright had spent much hard work in the hot weather in order to have her preserves. She had saved the fruit so that one day she could enjoy them. However, this was not the case. All of her hard labor was shattered as a result of the temperature. Similarly, Mrs. Wright was shattered by her husband killing her canary bird. The broken jars and spoiled fruit also resemble Mrs. Wright. They are both contained in this cold atmosphere and sooner or later break. The one jar of cherries that manages to survive suggests Mrs. Wrights character. Despite all the negative influences around her, she will not meet her demise and she has to do the only thing that would keep her from vanishing- that is, murdering Mr. Wright. Much like the kitchen, the birdcage is also used as a symbol for Mrs. Wright. In the play, Mrs. Peters finds the birdcage empty. The two ladies also find that the cages door hinge is pulled apart. The ladies conclude that someone had been rough with it. The cage in the play suggests many things. A cage signifies imprisonment and captivity. This easily fits within the play and represents the confinement of Mrs. Wrights marriage. Mrs. Wright did not do much in her later life. Most of her time was spent in the kitchen. Before her marriage, Mrs. Wright was described as being a lively and pleasant woman who would love to sing. Since her marriage, she had been transformed into a secluded and sheltered woman. Mrs. Wright does not want to feel this way any longer and needs to escape her incarceration. The only way she can get away from this is by taking the life of her husband. Perhaps the most distinct symbols in the play comes from the dead canary Mrs. Peters and Mrs. .u8afcda152b01c2ab2c202d85b042ffaf , .u8afcda152b01c2ab2c202d85b042ffaf .postImageUrl , .u8afcda152b01c2ab2c202d85b042ffaf .centered-text-area { min-height: 80px; position: relative; } .u8afcda152b01c2ab2c202d85b042ffaf , .u8afcda152b01c2ab2c202d85b042ffaf:hover , .u8afcda152b01c2ab2c202d85b042ffaf:visited , .u8afcda152b01c2ab2c202d85b042ffaf:active { border:0!important; } .u8afcda152b01c2ab2c202d85b042ffaf .clearfix:after { content: ""; display: table; clear: both; } .u8afcda152b01c2ab2c202d85b042ffaf { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8afcda152b01c2ab2c202d85b042ffaf:active , .u8afcda152b01c2ab2c202d85b042ffaf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8afcda152b01c2ab2c202d85b042ffaf .centered-text-area { width: 100%; position: relative ; } .u8afcda152b01c2ab2c202d85b042ffaf .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8afcda152b01c2ab2c202d85b042ffaf .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8afcda152b01c2ab2c202d85b042ffaf .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8afcda152b01c2ab2c202d85b042ffaf:hover .ctaButton { background-color: #34495E!important; } .u8afcda152b01c2ab2c202d85b042ffaf .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8afcda152b01c2ab2c202d85b042ffaf .u8afcda152b01c2ab2c202d85b042ffaf-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8afcda152b01c2ab2c202d85b042ffaf:after { content: ""; display: block; clear: both; } READ: Use of Contrasts in Act I of The Tempest Essay Hale later find in Mrs. Wrights sewing box. The canary is one of the things that had keeps Mrs. Wright sane. It remains one of the few precious things in her life. The bird represents Mrs. Wrights happiness. When the two ladies had found the cage, they think maybe the cat got it. Indeed, the cat does .

How to Use Google Earth Free Mapping Software

How to Use Google Earth Free Mapping Software Google Earth is a free software download from Google that allows you to zoom in to see highly detailed aerial photos or satellite images of any place on the planet earth. Google Earth includes numerous layers of professional and community submissions to assist the user in zooming to see interesting places. The search feature is as easy to use as is Google search and incredibly intelligent in locating places around the globe. There is no better piece of mapping or imagery software available for free. Pros Google Earth is completely free to download and use.Google Earth allows a user to zoom and see images of the planet in great detail.Numerous layers of data are available to enhance the Google Earth experience.Google Earth is updated on an ongoing basis over the Internet.The Google Earth community is constantly adding fascinating new and free content to Google Earth. Cons Google Earth has so much data, you need a high speed Internet connection to use it effectively.If you view many layers at once on Google Earth, your view as you zoom may be jumbled.The side bar has many choices and can be somewhat cumbersome to use.Some of the user-added Google Earth points of interest are useless or incorrect.Some areas of the planet are not available on Google Earth in high resolution or high detail. Description Google Earth includes satellite images and well as aerial photos of the entire planet earth.Numerous layers provide supplementary content contributed by organizations as well as individuals.Google Earth is available for free. Google Earth Plus for $20 allows use of a GPS device and the import of spreadsheets.Google Earth provides driving directions - select the Driving Directions tab in the search box.The sightseeing folder inside the My Places folder already contains points of interest marked on the earth to explore. Guide Review - Google Earth Google Earth is a free download available from Google. Once you install Google Earth, you will be able to launch it. On the left-hand side of the screen, you will see the search, layers, and places. Use search to look up a specific address, a city name, or a country and Google Earth will fly you there. Use a country or state name with searches for better results (i.e. Houston, Texas is better than just Houston). Use the center scroll wheel of your mouse to zoom in and out on Google Earth. The left mouse button is the hand tool which allows you to reposition the map. The right mouse button also zooms. Double left clicking slowly zooms in and double right clicking slowly zooms out. The features of Google Earth are numerous. You can save your own placemarks on personal sites of interest and share them with the Google Earth Community (right click on the placemark after creating it). Use the compass image in the upper right-hand corner of the map to navigate or to tilt the map of a airplane-style view of the earths surface. Watch the bottom of the screen for important information. Streaming provides an indication of how much data has been downloaded - once it reaches 100%, that is the best resolution you will see in Google Earth. Again, some areas are not shown in high resolution. Explore the excellent layers provided with Google Earth. There are many layers of photos (including National Geographic), buildings are available in 3-D, dining reviews, national parks, mass transit routes, and so much more. Google Earth has done an incredible job allowing organizations and even individuals to add to the map of the world through commentary, photos, and discussion. Of course, you can turn off layers, too.

Missions to Nicaragura Research Paper Example | Topics and Well Written Essays - 1500 words - 1

Missions to Nicaragura - Research Paper Example One of the mission groups is a BIMI mission group. The BIMI for Nicaragua is a Baptist international mission group that started its mission work in 1962. The mission group was started by Bob and Sabina Dayton. The main aim of BIMI mission group is to bring together and support missionaries and mission projects that were still going on in Nicaragua. The group supported different mission groups in order for them to be in a position to serve better the people of Nicaragua (BIMI, 2003). Another mission group is Nicaragua mission project which is a Christian movement mission that started in 1960s as a ministry to prisoners. The mission started with the name â€Å"the Christian mission in the jails†, and their founders were Rev Marceline Davila Castillo, a pastor in assemblies of God and Antonio Martinez who belonged to church of Nazarene. The group’s objective is to solve the problems faced by residents of this country by improving their life (Lubensky, 1999). The Nicaragua mission project goals were to build churches in order to spread the gospel and reach to people in all areas in that country. The mission project aimed at reinforcing ecumenical associations as well as promoting growth of churches as well as their communities. The mission group built their financial and prayer support structures through donations from their members as well as from the missionaries. The Nicaragua mission group made their first move towards their target in 1959 in Acahualinca in the neighborhood of Managua where they built their first church. The group was assisted by Pentecostal movement of Latin America in which they are part of (Serafino, 2013. The Nicaragua mission project has been successful in its work. The mission groups have stuck to their original vision of serving the populace of Nicaraguans. This has been proved by the number of

Some aspect of American Indian literature Essay Example | Topics and Well Written Essays - 750 words

Some aspect of American Indian literature - Essay Example Actors from India have to choose between portraying unflattering portraits of the history and culture or if they have to abandon their hopes of making a living from acting. As Hollywood kept on developing, there was an increasing decline in the Western genre films. This made the depiction of the Indian stereotyping to reduce. Actors of Indian origin almost vanished from audience screens. Were it not for the multi-Oscar win by Kevin Costner in the ‘Dance with Wolves’ in 1990, the actors may have all disappeared. This film brought together some of the prominent Indian actors and offered the audience a developed and sensitive Indian cultural representation. The movie ‘The Last of The Mohicans’ in 1992 also renewed the interest of the audiences in Native American Culture. As Indians were seeking opportunities in Hollywood, they came across several limitations. They were given smaller roles, with only few starring roles available for them. In the recent past, there has been an in increase in the number of Native America scriptwriters and producers, who are working to provide audiences with a new Indian culture perspective. It is now the job of Native Americans to come out and challenge the existing racial stereotypes that have been established by Hollywood filmmakers (Simmon 98). Chris Eyre was able to achieve this with his ‘Smoke Signals’ film in 1998, which was written, directed, and starred by only Native Americans. The film managed to set a benchmark for its presence in Hollywood which is dominated by the westerns. The film is regarded as among the few films that have been widely distributed in which the Indians actors have produced their own narrative. More changes in the film industry were observed in the 1990s. In 1995, Disney came up with the ‘Pocahontas’ which was an animation with the supposed protagonists voiced by Native Irene Bedard (Simmon 25). The movie further served the role of demonstrating the English savagery that has not

Pilot research for the privatization of zain company Paper

Pilot for the privatization of zain company - Research Paper Example For instance, it enables researchers make a choice when they are torn between choosing between a self-administered questionnaire and using interviews. This paper seeks to explicate the steps involved in undertaking a pilot study on the research topic, ‘Privatization of Zain Company in Kuwait.’ Few studies conducted on the telecommunication sector in Kuwait have revealed that privatization of Zain company has played an integral role in the company’s steady growth and expansion. The pilot study was conducted from November and December 2014. In the pilot study, there was strict adherence to study protocol. This implies that a small scale version of the full study was tested. In this regard, sixty one participants randomly selected from customers of Zain Company in Kuwait. The demographics that were emphasized on included age, level of education and the position in which every respondent serves in Zain Company. The researchers invited the subjects to participate in the study. They were given enough time to make up their decision whether they wished to take part in the research or not. They confirmed their consent by signing consent forms. They were then given questionnaires that sought information on their genders, age, profession, educational levels, customer preferences, just to mention but a few. The response rate was recorded and the researchers ensured that data collection went on smoothly. The measuring instrument in this case was the questionnaire. The participants were expected to complete the questions themselves with the help of the research assistants. During this pilot study, it was also vital to ensure that the questionnaire items addressed the research questions accurately. The pilot also tested the appropriateness or comprehensibility of the questionnaire. In addition, it also aimed at finding out whether the questions were clearly understood,

Importance of Workforce Planning

Importance of Workforce Planning 1. To analyse the importance of workforce planning and explain the difficulties. Importance In its simplest terms workforce planning is getting the right number of people with the right skills, experiences, and competencies in the right jobs at the right time. This shorthand definition covers a comprehensive process that provides managers with a framework for making staffing decisions based on an organisations mission, strategic plan, budgetary resources, and a set of desired workforce competencies. This process is simple in outline but depends on rigorous and comprehensive analysis of the organisations work, workforce, and strategic direction. Workforce planning requires strong management leadership; clearly articulated vision, mission, and strategic objectives; and cooperative supportive efforts of staff in several functional areas. Strategic planning, budget, and human resources are key players in workforce planning. Organisation plans set organisational direction and articulate measurable programme goals and objectives. The budget process plans for the funding to achieve objectives. Human resources provides tools for identifying competencies needed in the workforce and for recruiting, developing, training, retraining, or placing employees to build the workforce of the future. Organisational success depends on having the right employees with the right competencies at the right time. Workforce planning provides managers the means of identifying the competencies needed in the workforce not only in the present, but also in the future and then selecting and developing that workforce. Finally, workforce planning allows organisations to address systematically issues that are driving workforce change. The overall benefits of workforce planning, then, are its ability to make managers and programmes more effective A workforce plan must document the workforce analysis, competency assessments, gap analysis, and workforce transition planning that makes up the planning process. These data provide the documentation of the inputs and comprise the basic output of the planning. This information establishes the validity of any workforce plan by demonstrating the links between workforce planning and programme management, budget justifications, Organisation goals, and human resources work planning. Workforce planning provides managers with a strategic basis for human resource management decision-making that is based on achieving programme goals. Forecasting models based on analysis of the workforce allow managers to anticipate turnover and to plan recruiting and employee development to move toward the workforce needed in the future which form a radar for continual monitoring. Difficulties in workforce planning Some of the problems with workforce planning relate to the incongruence of the process with the traditional HR function (Friel, 2002). Most HR leaders oversee established, routine work involving benefits, payroll processing and job classification. Time which could be spent doing strategic work is often eaten up by HR administration. In the US, some federal agencies such as the Internal Revenue Service, have attempted to counteract this problem by splitting the two sides of the HR function to create two departments (Friel, 2002). In the past workforce plans have been approved on the basis of personal credibility, not quantifiable metrics, which do not stand the test when organisations run into difficulties. Sullivan (2002b) recommends that organisations consider training their HR staff in the relevant skills and revisiting their performance management and bonus schemes so that they measure and reward workforce planning. Lack of Integration In practice, it is often done independently of other processes whilst there is a danger of exercising too much corporate power over different units (Sullivan, 2002d). Integration of Planning Processes In the past, the process of workforce planning was independent to other resource allocation activities such as budgeting and production planning. As a result, managers found themselves confronted with different and often contradictory forecasts (Sullivan, 2002d). A number of models of workforce planning propose that forecasting should begin with an appreciation of the future direction of the business. The importance of aligning strategic and workforce plans has been emphasised in academic research. There has long been the argument that HR practices that are consistent with or support organisational strategy are more effective than those that do not (eg Schuler Jackson, 1987). Whilst it is tempting to integrate local plans into a master workforce plan, Bechet (2000) stresses keeping them separate and not consolidated. This is because the process of consolidation sometimes squeezes out the very detail that is most useful and ends up masking significant differences between units. Lack of Ownership According to Sullivan (2002c), workforce planning has often been seen as something owned by the HR department, not by management. However, when times are tight, it is not HR who has the authority. This threatens the security of workforce planning since, without a real appreciation of its benefits, management may decide it is dispensable. Experience shows that ownership of any HR initiative needs to be extended to senior levels with a senior champion identified to help drive the process through. Lack of Flexibility The manpower planning strategies of the past worked according to straight-line growth and tried to define a single bulls-eye for a target (Sullivan, 2002d). Recent changes have shown that the business world often fails to follow historical patterns and that organisational plans need to be more flexible (Sullivan, 2002b). To be useful, Sullivan recommends that workforce planning includes a range of targets and that organisations prepare for all eventualities in that range. One means through which flexibility can be achieved is through scenario planning (see Reilly, 1996). Scenarios are not intended to be predictive. Rather they recognise that uncertainty is not just an occasional, temporary deviation from a reasonable predictability; it is a basic structural feature of the business environment. (Wack, 1985). Particularly as originally developed by Shell, their aim is to challenge assumptions of how the world works and to generate understanding of the important factors involved. Lack of Prioritisation In the past workforce plans have failed because they have been over-ambitious and have tried to achieve too much (Sullivan, 2002c). To be effective, Sullivan recommends that they be rightsized and aim to cover only those areas where they will have a significant impact. Workforce plans cannot possibly include everything so they should prioritise certain units, jobs, customers and products. Static Event Using Long Time-Frames In the past, workforce planning has used long time frames, sometimes looking ahead up to five or ten years. Often managers have refused to revisit plans more regularly because they take so long to develop (Sullivan, 2002d). Whilst an overview of the overall direction of the organisation requires a long-term focus, Sullivan recommends that detailed plans focus no more than 18 months ahead. Workforce planning should be seen as a living document (Reilly, 1996), something which is not static but needs to respond to changing circumstances. It is not an event (Bechet, 2000) but should be monitored regularly to avoid strategic drift (Johnson, 1987) where the match between the organisation and the external world disappears. Issues need to be defined on an ongoing basis and a discussion of the staffing implications of changes in business plans should be conducted each and every time change is discussed or anticipated. Bad Data and Analysis In the 1980s the amount and the quality of workforce-planningrelated information that was available to HR was minuscule by todays standards (Sullivan, 2002a). Without the ability to connect databases and analyse complex trends, HR planning was forced to guess, or all too commonly to utilise straight-line forecast. In addition, plans tended to be based purely on internal data without any consideration of what was going on outside (Sullivan, 2002d). Nowadays there are significantly better data and analysis techniques available (Sullivan, 2002a). The increased availability of economic and business data on the internet makes forecasting much easier and cheaper for even small firms. Access to enterprise-wide software packages now allows managers to easily collect data for forecasts and to prepare viable workforce plans. 2. To evaluate the significance of employee motivation and appraisal programmes in a business Importance of appraisal for employee motivation One of the secrets of a good performing company is the fact that they recognized the importance of staff motivation. Watch out for companies that are 10 years old and above, the secret of their sustenance and longevity lies on the above truth. A solid and good management doesnt joke with the above notion. The truth of the matter is this; for a staff to work efficiently and effectively, employees must be motivated. This means that their efforts should be rewarded with physical, financial and psychological benefits and incentives so that they could maintain a high level of morale, satisfaction, and productivity. It means that workers should be stimulated to take a desired course of action by providing them with the opportunities to gain what they want. Employee motivation is a function of all managers in general and of personnel managers in particular. The following are some of the techniques that can be used by a manager to motivate employees. Ensuring employee participation in the decision making process Paying adequate and fair remuneration to employees Praising employees for good works done Keeping employees in the know concerning changes in company policy Showing interest in workers and giving them adequate, personal attention Making the fullest use of employees skills, ideas, suggestions and abilities Giving employees helpful direction and assistance when they are in problem Making employees feel secure of their jobs and free from anxiety Setting good examples and exhibiting personal diligence Communicating standards to employees and making them know where they stand how well they are doing and what they can do to improve. The need to motivate employees is no longer hidden. What remains controversial is the best method of motivation. The rapid profusion and appearance of theories of motivation is a clear testimony to this. Peoples needs and situations vary. This implies that there can be no simple generalizations or one best method of motivation but rather a selective application of the techniques suggested above. Performance Appraisal of an employee Performance Appraisal is the regular, formalized and recorded review of the way in which an individual is performing his job. It is the evaluation of the performance of employees. According to Beach performance appraisal is the continuous systematic evaluation of the individual with respect to his performance on the job and his potential for development. Staff or performance appraisal is an integral part of every managers function. Indeed, whether intended or not, it occurs informally on a day-to-day basis in order to determine how to get work done and which members of staff to allocate to what duties. However, a formalized appraisal is a planned, systematic, methodical and comprehensive joint evaluation exercise by the appraiser ad the appraise. The extent of staff participation the degree of planning, and the purposes and priorities of appraisal systems vary from one organization to another. The main objectives of staff performance appraisal are as follows: To identify and reward competence and excellence To identify staff training needs and develop the potential of those employs who can satisfy different future manpower needs within the organizations. To identify performance deficiencies and spur improvements in them To motivate employees to be highly productive based on their knowledge of a forthcoming evaluation of their performance A planned and formalized performance appraisal scheme involves: (a) A definition of clear job objectives, targets and standards for each employee (b) An objective evaluation of staff performance and results against previously agreed standards. (c) An open discussion of the results and their implications (d) An agreement of committed plans for the future work of the appraise and the boss. The traditional method of appraising employees involves the annual filling of a standard appraisal form by the employees superiors. The form usually deals with various aspects of the employees work such as output level, co-operation with co-workers, ability to work independently, initiative, cost consciousness, goal orientation, etc. The performance of each employee in the year under review is then rated for each of these criteria using a numerical scale. For instance, if the scale is from 1 to 10, and employee might be scored 2/10 for output level, 3/10 for co-operation with co-workers, etc. The scores will then be summed together to determine whether the employee has performed well or not. In addition to the evaluation of a workers past performance, the superior might be asked to rate the workers potential for growth and advancement by stating that the worker is highly promising, average and may succeed with effort, unlikely to advance or a total write-off. To cap it all, the officer may be invited to make a general comment on the employee after which the form is sent to a higher hierarchy of management for consideration, comments and approval or rejection. To make an appraisal system a success, the following principles must be observed in its design and operation. It should be tailor-made to the specific nature and needs of the organization It should not be seen as an annual, ritualistic exercise, without any purpose, substance and significance. It should be objective and fair so that an employees performance ratings will not depend on who he or she knows in the organization. To achieve this, the exercise should involve more than just the appraisers immediate superior. The appraisers colleagues and subordinates should be brought into the picture. It should be standardized throughout the organization It should be based on specific goals or targets for improvements It should include some form of self-appraisal and should be based on open constructive discussion not broad praise or criticism. Subordinates should participate in setting the goals on which they will be appraised in the future. Superiors should not impose goals on their subordinates. Line managers must be trained in the techniques and methods of performance appraisal and must recognize and appreciate its contributions to organizational effectiveness. The scheme should be designed with just a few purposes. Appraisal systems designed to improve performance should not simultaneously consider wages, salary or promotion because the roles of judge and adviser are not complimentary and should therefore be separated. 3. Know the different schools of management thought that have been developed over the last Century CLASSIFICATION OF MANAGEMENT THEORIES As mentioned earlier, there are several schools of thought in management. Apart from the autocratic or authoritarian or pre-scientific era (i.e., earlier to 1880) of the early period, several schools of management thought are identified and classified in several ways by experts. It is interesting to note that while early writings on management principles came from experienced practitioners, the more recent writings tend to come from academic theorists, of whom have had no direct experience in organisational management. During the history of management a number of more or less separate schools of management thought have emerged, and each sees management from its own has classified the management theories into the following six groups: i) The management process school ii) The empirical school iii) The human behavioural school iv) The social systems school v) The decision theory school vi) The mathematical school. . Adding one more style or approach of his own Evans discusses eleven basic styles cited by Herbert Hicks in his books the management of organisations Again leaving the early perspectives, Hitt and others (1979) classify management theories into three broad groups. i) Classical management theory. ii) Neoclassical management theory iii) Modern management theory Under each group a few schools of thought are identified. These three groups of schools of management thought, are currently in vogue and found adequate for the purpose. CLASSICAL MANAGEMENT THEORY (1880s-1920s) Classical management theory consists of a group of similar ideas on the management of organisations that evolved in the late 19th century and early 20th century. The Classical school is sometimes called the traditional school of management among practitioners. This school, evolved as a result of the industrial revolution, in response to the growth of large organisations and in contrast to the handicraft system that existed till then. It contains three branches, namely, scientific management, administrative principles and bureaucratic organisation. The predominant and common characteristic to all three branches is the emphasis on the economic rationality of management and organisation The economic rationality of the individual employee at work assumes that people choose the course of action that maximises their economic reward. In other words, economic rationality assumes that people are motivated by economic incentives and that they make choices that yield the-greatest monetary benefit. Thus, to get employees to work hard, managers should appeal to their monetary desires. These assumptions are based on a pessimistic view of human nature. While they are true to some extent, they also overlook some optimistic aspects. Classical theorists recognised human emotions but felt that human emotions could be controlled by a logical and rational structuring of jobs and work. The primary contributions of the classical school of management includes (i) application of science to the practice of management (ii) development of the basic management functions and (iii) articulation and application of specific principles of management. NEO-CLASSICAL THEORY (1920s-1950s) The Traditional classical theory and its principles are attacked on the ground that they are contradictory, pay little attention to motivation, and make hasty pronouncements on what should be done, without examining the assumptions Management Perspectives underlying such pronouncements. As such, these principles do not represent the heart of knowledge of management but a small part of the total body of administrative management. As a reaction to schools of classical theory, which over emphasised the mechanical and physiological characters of management, came up the schools of neoclassical theory, with a more human-oriented approach and emphasis on the needs, drives, behaviours and attitudes of individuals. Another impetus was the development of the concepts of industrial psychology around the same time. Two important groups, namely, human relations school and behavioural schools emerged during 1920s and 1930s under the neoclassical theory. Names of two persons, often mentioned, from the period earlier to neoclassical theory, are Robert Owen and Andrew Ure. As Young Welsh factory owner, Robert Owen was first one to emphasise human needs of employees as early as 1800. Andrew Ike has incorporated human factors in his book `The Philosophy of Manufactures published in 1835. The human relations movement of the 1940s and the 1950s filled many gaps in knowledge about business organisations, but it did little to fill major gaps in management theory, or to create a new and viable theory of management. MODERN MANAGEMENT THEORY Modern management theory highlights, the complexity of the organisation as well as individuals and the diversity of their needs, motives, aspirations and potentials. As a result, one time status or universal management principles are impracticable. The complexities require intricate managerial strategies for dealing with people and organisation. As against the rational economic man of the classical theory and the social person view of neoclassical theory, the complex employee view is the premises of modem management theory. The complex employee view holds that people are both complex and variable. They have many motives, learn new motives through experience and motives vary from organisation to organisation and department to department. Complex interactions relate the employee and the organisation. There is no single managerial strategy that works for all people at all times. Managers can employ different strategies at different times and for different persons. Analytical tools may b e useful while applying managerial strategies. Four important modern management theories arising out of the complex employee view, are systems theory, contingency theory, organisational humanism, and management science. This stage of management theory represents the work of revisionist researchers combining streams of efforts in the behavioural sciences with those in mathematics, statistics, and the use of computers. Naturally many revisionists are behavioural scientists whose research extended beyond the human relations area. It is the powerful combination of systems theorists, operations research specialists, decision theorists, statisticians, computer experts, and others skilled in quantitative research and decision methods. Rigorous research and testing of propositions, using behavioural, statistical and mathematical tools, characterised this school of thought. This period is also called synthesis period. As against the predominantly engineering-oriented quantitative theorists in classical theory, industrial psychologists together with sociologists and applied anthropologists who dominated the neoclassical theory, it is the revisionist researchers, who dominated the modern management theory and questioned old tenets, developed new hypotheses, and offered better explanations of organisational and managerial behaviour. The revisionist movement appears to have begun with Litchfields propositions published in the first issue of Administrative Science Quarterly in 1956. They questioned principles developed by deductive reasoning in classical theory but did not discard all of the early theories. A logical extension of application of management knowledge into non-business areas such as education, government and health, is a significant contribution of the modem management theory. It is interesting to note that the classical theory was organisation centered with emphasis on efficiency having process or functional approach, based on deductive evidence and descriptive research. Neoclassical theory had the person-centered approach, was increasingly experimental, and almost remained descriptive and highly deductive. On the other hand, revisionists used behavioural and quantitative tools and remained more inductive, experimental, rigorous and complete. According to the modern management school, management is an exercise in logic and applies itself to situations, that can be reduced to unitised measurements and handled with quantitative methods, where computers have an increasing role to play. 4. Understand the problems of introducing and implementing change in todays workforce Implementation of a new idea is a more difficult task rather than just proposing it. This is especially true in organizations where putting in place a new practice requires many peoples understanding, agreement, and willingness to act. To implement one needs to convince peoples minds and hearts. It requires complete planning and documentation as its a switch of an organization from an existing practiced system to a new one. Planning the necessary political moves of the implementation requires willful and deliberate planning to capture the potentially dangerous organizational forces in change and use them to the changing organizations advantage system.. The planning and documentation of the new system includes not just the listing of the steps which are to be followed but also designing the work that can help people understand the new setup (Wick, 2005). TRANSITION OR IMPLEMENTATION PLAN The transition or implementation plan provides a bridge from the way things are carried out currently to the change you want in the organization. Making a detailed plan of transition is the only way for the change to take place completely and leads to desired future. E-mailing change or verbally ordering things to change wont make a new idea happen permanently. There are four stages of the plan Current state, Transition state, Future desired state and Clean up (Wick, 2005). If new things are not planned before hand and are implemented and practiced instantly then it will directly lead to clean up- a faux new state. In such condition the elements of the new and former system are combined hap- hazardly with a few future concepts and people spend most of their organizational time trying to clean up the impromptu mess. This will lead to confusion and chaos in the organization. Failed implementations can be avoided in the organization by expert construction and maintenance of your implementation plan (Wick, 2005). The need of organizational change arises due to environmental forces and conditions. For the survival of an organization, it must be fully capable of planning and handling the change (Smith E. and Jones D., 1996). A good manger effectively deals with the changes affecting the work environment and take measures to ensure continued growth and success of the organization (Doe, 1996). The objective of this paper is to identify and analyze an organizational problem, and to describe the implementation of a change to solve the problem using a change theory. IDENTIFICATION OF A PROBLEM The dissatisfaction expressed by employees in the work setting is often the first indication of a problem (B.Moore, 1997). Sharp managers constantly keep a watch on their work environment and are especially concerned for employee complaints that repeatedly occur (Doe S., 1996). The awareness and knowledge of a manger about the organizations work environment and its issues problems help him identify and solve the problem at an early stage before they become bigger issues. The engineering department employees of XYZ plant are unhappy with the required use of time clock to document their workday. An informal telephonic survey conducted of eight businesses revealed several methods for documenting and recording time worked. The most frequently used method allowed professionals to account for their time by submitting the number of days worked to the Payroll Department at the end of each pay period. A group of engineering department employees submitted a proposal to the manger for consideration of survey results and a trial implementation of a new method for documenting time worked. The manager has receivedconsent of the administration to review the proposal and submit his recommendations to the Chief Executive Officer within the next two weeks (Smith, 1999). IDENTIFICATION OF A CHANGE THEORY The Kurt Lewins theory of planned change is used as a model for implementing change in organization. The three phases identified in Lewins change process include unfreezing, moving or changing, and refreezing. The organization can overcome obstacles and bring about effective change by using this model (Hall, 1997). APPLICATION OF THE CHANGE PROCESS The change at the XYZ plant could ideally be implemented by using Lewins model. This change model has widely been used as it (a) can be applied to any setting, (b) is easy to follow, and (c) incorporates strategies to identify and resolve obstacles during the change process (B.Moore, 1997). The model will be used to describe the trial implementation of the honor system method for employees in the Engineering Department to document their time worked. The Lewins model proposes changes that are relatively straightforward and affects small number of employees within the organization (Hall, 1997). UNFREEZING The identification of a need for change and the establishment of a receptive climate is the first step of the change process. To unfreeze the environment, one has to follow the strategy of identifying obstacles in the way of successful change, communicating with employees of the department about the problem and its solution and outlining the benefits associated with the new change. In this way, the employees will support the proposed change, but more work is required to convince the administration (Hall, 1997). MOVING OR CHANGING Change is the second phase of the process. This involves the implementation of new setup, ideas, values, or behaviors that focus and leads to the actual change. For the XYZ Plant, the strategy might include clearly defined details about the new policy for documenting time worked, managing resistance to the change, development of a written procedure for the change, and a way to aware all employees when the change will take place. The recommendation to the Chief Executive Officer comprises of all these details, and formally developed if the trial period is successful (Hall, 1997). REFREEZING The third phase involves refreezing new behavior patterns into place. In this phase the reinforcement of the adopted change is strategically done until it is integrated. Incentives are given and some other motivators can be used to encourage the employees and to increase the acceptability and likelihood of the new setup. The engineers would be motivated by recognizing their professional status. The management would be incented by the decreased costs due to simplified record keeping (Hall, 1997). Several sources support Lewins change model as an effective tool for implementing planned organizational change (Hall, 1997; International Business Institute, 1998). Here, it was used to illustrate the implementation of an organizational change in response to a problem occurred in engineering department XYZ Plant. Though change is unavoidable but yet it can produce utter confusion in a work environment if it is not managed effectively.

Rapid Urbanization Upsurge Noncommunicable Diseases Health And Social Care Essay

Rapid urbanisation, modernisation and population growing in developing states has led to an rush of non-communicable diseases which are associated with important morbidity and mortality. Metabolic Syndrome besides described as â€Å" Deadly Quartet † and X syndrome ( 2, 3 ) is one of these disease entities defined by bunch of cardiovascular hazard factors which to a greater extent is influenced by ethnicity/race. This encompasses atherogenic dyslipidemia, high blood pressure, dysglycemia and splanchnic fleshiness and pro coagulator province. Apart from increasing prevalence, the age of oncoming is besides worsening among South Asiatic ( SA ) population due to familial sensitivity, ingestion of easy available energy dense nutrients from an early age. This tendency has got major wellness deductions since South Asians constitute one fifth of population all over the universe ( 4 ) and the wellness attention system is non really fit to cover with this medical crisis. Evidence sugge sts that it non merely amplifies the hazard of coronary bosom disease ( 5 ) but besides gives rise to cerebrovascular diseases. Five diagnostic standards have been put frontward since the origin of this syndrome which has created perplexity among practicians. In 1998, World Health Organization ( WHO ) ab initio proposed a definition for metabolic syndrome ( 6 ) with chief accent on gluco-centricity. In 1999, the European Group for the survey of Insulin Resistance ( EGIR ) recommended more or less similar standards with lower cut offs for high blood pressure ( 7 ) . Thereafter in 2001, National Cholesterol Education Program Adult Treatment Panel III ( NCEP ATP III ) proposed another definition for the diagnosing of metabolic syndrome with less focal point on insulin opposition as compared to WHO standards but non turn toing separate cut off points of waist perimeter for Asiatic population ab initio ( 8 ) . In 2003, American Association of Clinical Endocrinologist ( AACE ) proposed another set of standards for the diagnosing of metabolic syndrome. The chief restriction of the above mentioned standards is that the diagnosing is based on clinical judgement alternatively of presence of specific figure of hazard factors ( 9 ) . Sing that SA have a higher per centum of organic structure fat chiefly in the signifier of abdominal adiposeness at a lower BMI in comparing with other population, International Diabetes Federation ( IDF ) in 2005 suggested separate cutoff points of waist perimeter for Asiatic population and defined cardinal fleshiness as waist perimeter of more than 80 centimeter for adult females and 90 centimeter in work forces based on local statistics from the corresponding country ( 10 ) . The revised NCEP ATPIII modified for South Asiatic population incorporated the same cut off points for Asiatic population as given by IDF ( Table 1 ) . Apart from the cut off differences, NCEP ATP III gives equal weight to each constituent of metabolic syndrome as compared to IDF for which abdominal fleshiness remains a requirement for the diagnosing ( 10 ) . Furthermore, microalbuminuria which is a controversial variable of WHO criteria is non included in other definitions. Among these definitions, WHO, NCEP ATPIII & A ; IDF have been the chief 1s which are used most widely ( Table 1 ) . Type 2 diabetes is besides emerging as a planetary epidemic with increasing prevalence in developing states. Pakistan is among top 10 states estimated to hold the highest figure of diabetics busying 6th place on the diabetes prevalence naming presently ( 11 ) and it is estimated that prevalence would be doubled by 2025. Metabolic syndrome in combination with diabetes increases the hazard of both macro vascular, micro vascular complications and coronary artery disease patterned advance due to associated high blood pressure, lipoprotein abnormalcies and splanchnic fleshiness ( 12 ) . There are surveies that have looked into the differences in most widely used definitions of metabolic syndrome in general ( 13-17 ) , but merely few surveies have compared these definitions in the diabetic population ( 18-20 ) . Therefore we decided to find the frequence of metabolic syndrome in Type 2 diabetics harmonizing to NCEP ATPIII, IDF and WHO definitions and so to compare and contrast these traits within Pakistani population. Methods: This survey was conducted at the out-patient clinics of one of the big third attention infirmaries at Karachi, Pakistan. Data was collected retrospectively of type 2 diabetic patients sing clinics between June till November 2008 by utilizing a questionnaire which included demographic features and single constituents of metabolic syndrome i.e. weight, tallness, waist perimeter and BMI etc. Both hip and waist perimeter were recorded in centimetres and waist/hip perimeter was calculated ( WHR ) . BMI was calculated as a ratio of weight in kilogram to height in metres squared.Lab checks:All the research lab trials which are routinely done for patients with type 2 diabetes including triglycerides and high denseness lipoprotein ( HDL-C ) were recorded. Patients already on anti hypertensive and anti lipid medicines specifically in the signifier of fibric acid derived functions and nicotinic acids were taken as instances of high blood pressure and hypertriglyceridimia severally irrespective of their blood force per unit area and lipid degrees. Since all the patients in the survey were diabetics, insulin degrees were non taken into history. Statistical Analysis: The information was analyzed individually harmonizing to NCEP ATP III, IDF and WHO definitions and the consequences were so compared. The frequence of Metabolic syndrome was calculated with 95 % CI based on three different standards ‘s. The informations were presented as the mean A ± SD or per centum ; uninterrupted variables were compared by agencies of independent sample t-test and categorical variables were compared by chi-square. All analyses were conducted by utilizing the statistical bundle for societal scientific disciplines SPSS 14. A kappa trial was done to find the concurrency between three definitions. In univariate analyses, comparing between metabolic syndrome and without metabolic syndrome was done for each variable of involvement. Multivariable logistic arrested development analysis was conducted to place the factors associated with metabolic syndrome. All P values were two tailed and considered statistically important ifA a†°Ã‚ ¤ 0.05. Out of entire 210 type 2 diabetic patients, 112 ( 53.3 % ) were males and 98 ( 46.7 % ) were females. Their average age ( standard divergence ) was 53.35 A ± 11.46 old ages. The mean ( SD ) continuance of diabetes mellitus was 8.48 A ± 7.18 old ages. One hundred and ninety three ( 91.9 % ) were found to hold metabolic syndrome harmonizing to NCEP ATP III in comparing to 182 ( 86.7 % ) based on IDF standards. Lower frequence was documented with WHO standards of 171 ( 81.4 % ) . The frequence increased to 179 ( 85.2 % ) by WHO by utilizing the new cut offs for specifying corpulence ( BMI of 23 vs. 30 ) . The grade of understanding ( kappa statistic ) between WHO and ATP III and WHO and IDF definitions were 0.436 95 % CI 0.26-0.60 and 0.417 95 % CI 0.25-0.57respectively. In contrast kappa statistic between IDF and ATP III definitions was found to be 0.728 95 % CI 0.57-0.87.The overall understanding between three definitions was 0.37 ( 95 % CI 0.26-0.51 ) .The cardinal fleshiness was present in 162 patients ( 77 % ) by WHO followed by 197 ( 90.5 % ) based on IDF & A ; NCEP ATP III. Hypertension was found in 116 patients ( 55.2 % ) harmonizing to WHO in comparing to 147 ( 70 % ) by NCEP & A ; IDF cut off of blood force per unit area. Presence of low HDL cholesterin once more differed being present in 77 ( 36.7 % ) when WHO definition was applied and 144 ( 68.6 % ) by ATP III and IDF. Furthermore, gender wise dislocation of frequence of metabolic syndrome by WHO showed that 84 ( 85.7 % ) of females suffered from metabolic syndrome as compared to 87 ( 77.7 % ) in males a difference non statistically important ( p=0.13 ) . However, by all other standards metabolic syndrome was significantly more common among females as compared to males, 95.9 % vs. 88.4 % ( p=0.04 ) by ATP III & A ; 95.9 % vs. 78.6 % ( p & lt ; 0.001 ) by IDF. For prevalence of hypertriglyceridemia, no statistically important difference between both genders was found. However, for low HDL cholesterin, prevalence was higher in males 44 ( 57.14 % ) than in females 33 ( 43 % ) by WHO standards ( P & lt ; 0.001 ) . In contrast on the footing of ATP III and IDF definitions, prevalence of low HDL cholesterin degrees was higher ( p=0.009 ) in females 77 ( 57.46 % ) than in males 57 ( 42.53 % ) . Likewise, cardinal fleshiness was found to be more common among female patients based on IDF & A ; NCEP ( ATPIII ) cutoffs 64.8 % females vs. 35.2 % ( & lt ; 0.001 ) but demoing rearward form with WHO criteria,57.14 % males vs. 43 % females ( p-value & lt ; 0.001 ) . Discussion: Our survey showed a high frequence of metabolic syndrome in type 2 diabetics based on NECP ( ATPIII ) and IDF standards. This frequence was rather high ( 91.9 % ) as compared to 46 % found in another infirmary based survey from Pakistan ( 21 ) . This difference could non be merely attributed to the different waist cutoffs used based on modified NCEP ( ATPIII ) in our survey because even comparing with WHO categorization revealed important difference between two surveies from the same part. This difference in frequence is really interesting maintaining in position that both of these surveies were done in the same part but different vicinities. The disparity could be due to low frequence of fleshiness found in the old survey ( 30 % ) in comparing to our survey ( 90.5 % ) . It is speculated that this intra regional difference could be due to the fact that certain communities have high inclination to develop fleshiness and metabolic syndrome despite of belonging to the same state due to differences in life manner, eating wonts and degree of physical activity. On the other manus, another infirmary based survey another metropolis revealed comparable frequence of metabolic syndrome harmonizing to NCEP standards ( 22 ) . In infirmary based survey from Iran the prevalence in type 2 diabetics on footing of NCEP ( ATPIII ) standards utilizing BMI alternatively of waist perimeter was found to be 65 % ( 23 ) .This difference highlights the importance of abdominal adiposeness which is a better marker of metabolic syndrome as compared to BMI. A multicenter infirmary based survey in Brazil showed instead close frequence ( 85 % ) in type 2 diabetics ( 24 ) although the survey population was rather different being white people of European descent. Likewise, in Finnish survey prevalence was found to be 91.5 % in diabetic work forces and 82.7 % in adult females ( 25 ) . Our information was besides consistent with Indian survey demoing prevalence of 91.1 % ( 16 ) utilizing the same NCEP ( ATPIII ) definition. However, separate constituents of metabolic syndrome were found to be more common in our population as compared to South Indians ( 16 ) . The higher frequence of metabolic syndrome in diabetic population fou nd in our survey is a beginning of major concern since diabetes itself is an of import hazard factor for atherosclerotic cardiovascular disease ( ASCVD ) and presence of metabolic syndrome in combination plants as a two border blade. Evidence suggests that combination of the constituents of the metabolic syndrome is associated with both micro and macro vascular complications and distal neuropathy in patients with type 2 diabetes mellitus ( 24 ) . In position of the high frequence, type 2 diabetic patients should non merely be screened for this deathly syndrome but besides offered intensive direction in order to avoid complications. Similarly highly high frequence of cardinal fleshiness ( 90.5 % ) in our diabetic population is besides unreassuring since there is ample grounds associating cardinal fleshiness with coronary bosom disease ( 26 ) and insulin opposition is besides significantly associated with waist girth ( 27 ) . The higher frequence of metabolic syndrome in adult females harmonizing to all standards besides consistent with other surveies from South Asiatic states ( 28 ) could be attributed to less physical activity in adult females due to cultural and cultural limitations on out-of-door activities. This besides highlights the importance of instruction of our adult females in footings of bar of the development of metabolic syndrome with life manner intercession which would indirectly act upon life manner and eating wonts of whole household. The presence of multiple definitions of metabolic syndrome has been really confusing and argument ever exist which standards should be used in footings of diagnosing of metabolic syndrome particularly in diabetic patients. The somewhat higher prevalence of metabolic syndrome by ATP III definition in comparing to IDF ( 91.9 % vs. 86.7 % ) was likely due to the comparative flexibleness of the ATP III definition in footings of non taking abdominal fleshiness as a requirement for the diagnosing. Except for this difference the ATP III and IDF definitions are basically indistinguishable reflected in the grade of understanding ( kappa statistic ) between the two definitions which was in a good scope at 0.728. Harmonizing to this, NCEP ( ATPIII ) and IDF are the most dependable standards ‘s for naming metabolic syndrome in type 2 diabetic patients, with NECP capturing more patients in comparing with IDF definition. In contrast WHO showed lower frequence of metabolic syndrome due to different cutoffs used for HDL degrees and fleshiness. This difference remained important even after seting it with BMI cutoffs for Asiatic population of 23 vs.30 endorsed by WHO expert audience every bit good ( 29, 30 ) pointing towards the fact that waist perimeter or cardinal fleshiness is more valuable tool for sensing of metabolic syndrome in Asiatic population.Decision:On the footing of these findings NCEP ( ATPIII ) modified standards should be sooner used in Pakistani population since do ing waist perimeter as an obligatory standard would still lose out 5.2 % of the instances of metabolic syndrome harmonizing to our survey. But to farther validate these recommendations we need surveies to gauge the prognostic power for micro vascular and macro vascular complications to set up the most appropriate definition of metabolic syndrome to be used in South Asiatic population with a diagnosing of type 2 diabetes. The alarmingly high frequence of metabolic syndrome in type 2 diabetes found in our survey points towards the fact that our wellness attention system needs to take emergent stairss in bar of this syndrome through life manner intercession plans.

Pricing Program

In this research it was tried to analyze perspectives of activity of the Galaxy Science Centre (GSC), located in the city of Britannia. Taking into consideration the status of the GSC a non-profit consideration, the study analyses the admission fee policy for various groups of visitors.The special attention in the work is given to the achievement of the objective â€Å"raising public interest in science†, combined with the goal to provide a financial self-sufficiency of the institutions. The research contains also an analyze of possible various promotion programs implementation.Case study – Pricing ProgramThe Galaxy Science Centre (GSC) represents a non-profit organization, which is the first science museum to serve the city of Britannia. Using quick approach, two issues below should be resolved:To determine the admission rate for the first year To determine the admission policy after the first year of operation Organization / Market Environment AnalysisBasic SWOT and P orter’s Five Forces analysis indicate that the GSC’s unique position as the city’s only science museum, along with the municipality’s backing and the support of the school board, could give competitive advantages to the GSC. In such situation the GSC could be one of the most exciting places to visit in the city.However, there is a possibility of an existing major competition, which may originate from other entertainment institutions in the city. The museum’s demands for continuous municipal funding would also limit GSC’s capabilities for a further expansion. The details of the analysis can be found in appendix 1.Goals, Objectives and their Relationship to Various Project PartiesThe mandate provided by the board of trustees represents four major goals that the GSC should achieve. Unfortunately, taking into consideration financial and informational constraints as discussed above, it is unlikely that the museum will meet all the expectations eq ually well.Therefore, it is recommended that the GSC goals should be ranked according to their importance. As shown and discussed in appendix 2, the top priority of the GSC activity is to educate the general public, while an achievement of financial objectives can be sacrificed. The ranking, used in appendix 2, implies that customers (the general public) are the most critical project parties and their demands and wants should be considered as the primary ones.Alternatives and Analysis1. First Year Revenues, Costs and Admission RateAs indicated in the market study[1], the demand is relatively inelastic, and the expected total admissions number is not likely to vary substantially both at the admission price of $ 0.0 and at the price of $6.5. Moreover, an establishment of the admission price of $6.5 may lead to the GSC downfall, especially during the first year of activity (appendix: table 1). Therefore, only admission prices above $6.50 should be considered as market reasonable option s.It should be noted that no reliable market data is available in the case of the price above $6.5 and such admission price could lead to an unexpected drop in total admissions. However, when the price of $6.5 is benchmarked against other options of entrance fees (see appendix 3), it appears to exist some space for a higher admission price than $6.5 per visit.2. Admission Policy for Year 2 and BeyondOption #1: Admit Seniors and Pre School Children Free of Charge and Increase Promotion and Advertising Expenditures by $200,000As demonstrated in appendix: table 2, the investment of $200,000 is expected to bring an average return of $309k. Such investment will also likely to draw townsmen to the GSC which should pursue the objective of raising the public interest in science. The downside of this strategy lies in the fact that the GSC will most likely perceive financial losses. An expected annual profit may vary from -$1.2m to $621k, with an expected value of -$367k.Option #2: Charge a D iscounted Admission Price for Senior Citizens and Pre-school KidsWhen charging a discounted admission prices for seniors and children it may lead to the upraise of incomes extra sources. By that, a following important factor should be considered. In the most cases seniors and children are not likely to visit the GSC themselves, and often such visits are just â€Å"tagged-along† to some family events.The discount tickets may be effective when they are accompanied with the extra charges for adults or students. On the other side such extra charges for adults and students may have a bad effect on the admission income.Option #3: Admit Seniors and Pre School Children Free of Charge and Convince the Municipality to Continue the SubsidyFree money is always great,   Ã¢â‚¬â€œ providing the municipal annual investments in amount of $1m, the GSC will not need to worry about the balance sheet in the foreseeable future. This option, if combined with the advertisement investment in option #1, would provide the GSC an opportunity to make huge profits. However, such passive approach is a deviation from the original goal of the museum activity that the GSC is meant to be a self-sufficient institution.[1] Second paragraph, exhibit 2 in the case

Free Essays on Adultery

â€Å"Why did it happen?† â€Å"How long has this been going on?† â€Å"Does this mean my relationship is over?† Many people asked themselves these questions and similar after an unfaithful partner has been discovered. There are many answers to those questions, but never a simple one. Some people are unfaithful for reasons that lie in their past, for example a history of adultery between their parents in their marriage. Others are unfaithful because of how they view the purpose of the opposite gender. You have men who believe that women are prey and should be caught and then women who believe that they cant survive without a man. These people are caught in a way of thinking about the other gender, which causes their behavior to lead to unfaithfulness. After realizing the many reasons why it could happen. It always important for the person to try to understand why it has occurred, the reason may lie within the relationship itself. Once you understand or h ave some sense into why it happened, you can work on ways to approach the situation. This is as important for the person being unfaithful, the partner, and the third willing participant. After grasping a sense at what of what is going on, most psychologists suggest you try to understand the various ways a partner can be in an extramarital affair. Affairs are defined in many ways. First an affair always takes place over a period of time, it may be very emotionally charged and it may or may not involve sexual intercourse. Also, an affair can have a sexual involvement and not be part of an emotional attachment, but it may also include it. Once a committed relationship is established, if there is a secret sexual and romantic involvement outside of the relationship, it is experienced as an infidelity. We can best understand any act by openly considering many factors that are involved. It may also help to know whether there was a strong emotional bond between your mate and t... Free Essays on Adultery Free Essays on Adultery â€Å"Why did it happen?† â€Å"How long has this been going on?† â€Å"Does this mean my relationship is over?† Many people asked themselves these questions and similar after an unfaithful partner has been discovered. There are many answers to those questions, but never a simple one. Some people are unfaithful for reasons that lie in their past, for example a history of adultery between their parents in their marriage. Others are unfaithful because of how they view the purpose of the opposite gender. You have men who believe that women are prey and should be caught and then women who believe that they cant survive without a man. These people are caught in a way of thinking about the other gender, which causes their behavior to lead to unfaithfulness. After realizing the many reasons why it could happen. It always important for the person to try to understand why it has occurred, the reason may lie within the relationship itself. Once you understand or h ave some sense into why it happened, you can work on ways to approach the situation. This is as important for the person being unfaithful, the partner, and the third willing participant. After grasping a sense at what of what is going on, most psychologists suggest you try to understand the various ways a partner can be in an extramarital affair. Affairs are defined in many ways. First an affair always takes place over a period of time, it may be very emotionally charged and it may or may not involve sexual intercourse. Also, an affair can have a sexual involvement and not be part of an emotional attachment, but it may also include it. Once a committed relationship is established, if there is a secret sexual and romantic involvement outside of the relationship, it is experienced as an infidelity. We can best understand any act by openly considering many factors that are involved. It may also help to know whether there was a strong emotional bond between your mate and t...

Disposable Society Essay Example

Disposable Society Essay Example Disposable Society Paper Disposable Society Paper Disposable Society BY Arabia I quite agree with the statement we live In Disposable society. During my school years and college years, I often heard about foreign countries also I noticed that they stressed Its cleanliness. My friends and relatives told me that If we want to live In a healthy and clean environment we have to go to foreign countries such as America, London, Singapore. I always had a dream to live in theses nice countries. My dream became true now. Ten years ago, when I arrived to Chicago, I could notice cleanliness everywhere easily. That view stays in my mind ever. The park I saw with no filthy but only greenish grass. Beach has only filled with sand and water not even a single trash. The steps government followed to maintain the clean environment made me astonished. Since People spend most of their time in Park, Beach, and library. I was so surprised to see the view. I wondered, and said wow in my mind. But now everything changed! First and foremost, the city where I live at present, the view made me puzzled! Even when I go to different cities or states, the view forced me to ask think this question myself- where Is the clean environment? When e think about the matter of cleanliness, there Is no clean anywhere except everywhere trash, plastic papers, soda tins, cigarette pieces, bulk of diapers, used appliances, electronics, and furniture. Peoples action shows that they are not care about clean and healthy environment. What kind of actions led them they dont care? People are nowadays Spitting on streets, blowing their nose, throwing babys diap er, throwing chewing gum wrappers, and not being a role model for their child to maintain a clean environment. Secondly, People are so fond of new version of electronics and games. Even though their computer might work proper but not purporting any new version of software then they are in a situation to buy new one which is compatible for their desired software. To avoid this they might buy windows operating system which Is supporting for most of the software. And about the games, once they beat one game then they are ready to buy another game. Thirdly, people are so addict of fast food, thus they use lots of using throw boxes, and dumping their garbage. Long time ago people used durable and long lasting glassware to eat their food. People like new models and fashion which lead them to buy new appliances, furniture, and new outwear. As a consequence they are throwing their used cloths this cause them to dump their garbage. Additionally, people who own the pets must keep a carry bag wherever they go with their pet, so that they can put the waste inside the bag, because the dog waste is a harmful element for people as well as animal. Some beaches and in the parks I noticed, there was a plastic carry bag to put dog waste. Finally, No one can refuse the factories are one of the factor of disposable society. For example, waste water, smoke, and air come from sugar or rubber factories. ? But handling of residues is important. Professional can establish waste water treatment method which can change contaminated water Into usable water and build under ground water tubes to prevent the contaminated water from people. So people can live disease free. Even though I see trash and not a clean environment! But people can achieve clean environment soon towards their few adjustments, by following simple steps; keeping two different trash cans for recycle and waste products, donate their used toys, furniture, appliances for recycle, have their own garden to get fresh fruits and vegetables in order to get it whenever they need it. What they expect from their society as a clean environment and not disposable society, and then they must make sure, they are in need to do the necessary steps to keep their environment as clean. Because we might come from in our family, but community consists of families, community consists of state, and so on. So we must keep in our mind and should not fail to do our obligation In order to achieve the clean environment. We have to try to change our country to make sure it is not a disposable society. We are in the time to do our action, by doing small adjustments. So that we will be relieve from living disposable society.

International management behaviour Essay Example | Topics and Well Written Essays - 2500 words

International management behaviour - Essay Example ets and dimensions of cross cultural presence in organizations, ways to manage cultural diversity as well as the resultant implications on organizational competitiveness. Finally, the article by using a combination of tools, approaches and methods guides the reader to analyze and implement the aspects learned in managing the diverse climate of their organizations in an effective and efficient manner. Organizations, today, are increasingly becoming multi cultural given the large presence of culturally diverse workforce. In the light of this fact it has become essential and inevitable for the leaders and managers to understand the various implications of such diversity and adapt to the rapidly changing workplace scenario by adopting policies and measures to suit the requirements that such situations demand. This article presents opportunities for the managers to learn and understand the concept and successfully cope with the pressures and challenges that circumstances arising out of the presence of such factors, demand. Managing a culturally diverse workplace is rapidly emerging as a new challenge for the management which is evident from the vast amount of studies carried out by various authors and researchers to analyze and understand this emerging trend. Some of the key concepts, theories and approaches included in this article are discussed below. In order to understand the actual essence of the concept of managing cultural diversity it is essential to study the diverse theories put forward by various authors which attempt to define the word diversity. Thomas (1991) believes that workplace diversity has a deeper meaning which transcends beyond race and gender and tends to engulfs within its gamut several other elements such as lifestyle, tenure, sexual preferences, etc among others. Cultural diversity is commonly found in almost all organizations and it is essential to understand and learn to manage such diversity in order to manage the organizations in the

The Asylum and Immigration Act 2004 Essay Example | Topics and Well Written Essays - 1250 words

The Asylum and Immigration Act 2004 - Essay Example This discussion briefly overviews the main aspects of this Act and expresses concerns regarding its effects from non-governmental agencies. The Act contains provisions that merge the present immigration appeals structure into a streamlined appeals process with little chance for further appeals by an immigrant. It also addresses undocumented immigrants and disallows financial support from family members outside the UK after appellant is cleared to depart the UK. Further provisions include human trafficking, a continuation of the 'safe third country' measure and lists behaviours, spelled out for the first time in the Act, which could destroy an immigrant applicant's credibility. The Act also includes provisions introducing procedures to reinstate payments of benefits of an immigrant's back-dated integration loan and introduces modifications to homelessness regulations in order that a refugee must attain an association with local authorities. In addition, the Act establishes further legal consequences for those persons who come to the UK lacking proper documentation. As of its enactment, the Act makes it a crime for a pers on not to have a valid document identifying their nationality and identity to the immigration authorities upon arrival in the UK. "A person shall be presumed not to have a valid document if s/he fails to produce it at the request of an immigration officer" ("Explanatory Notes", 2004). Critics charge that, in particular, this Act does not express a national desire to preserve the human rights of immigrants, especially in the case of women for whom there is inadequate protection both internationally and nationally from the realities of gender discrimination. The Refugee Council is of the opinion that this Act punishes refugees for being just that, refugees, which by definition probably have insufficient travel or citizenship documentation from the country they are escaping. According to the United Nations High Commissioner for Refugees, "in most cases a person fleeing from persecution will have arrived with the barest necessities and very frequently without personal documents" (Refugee Council, 2004). Refugees escaping from state instituted acts of persecution can hardly obtain travel documentation of any type such as a passport from the governmental entity that is itself responsible for the persecutory actions from which the refugees are escaping. The immigrant/ref ugee may explain and defend their right to asylum but they must still prove their legal right to be in the country. If they cannot provide proper proof in the form of documentation, they will be subject to criminal court procedures and subsequent penalties. The major concern regarding this no-win situation for refugees is the plight of women in particular. Women are less likely than men to possess even the initial ability to obtain travel documentation or personal identifying papers on their own. Many countries do not allow women this privilege without the consent of a male family member. This Act, in short, penalises female refugees more so than men, a group already more severely persecuted on a worldwide scale than are men. A provision (Section Four) of the Act, makes human trafficking of persons either into or out of the UK for the purposes of a exploitation criminal