Advantages and Disadvantages of Sole Proprietorship Essay

Advantages and Disadvantages of Sole Proprietorship - Essay Example Assignment It is worthwhile to mention that Katy has a relatively better idea to initiate her personal furniture business as she could invest a considerable amount of 250,000 pounds. Indeed, commencing one’s own business is more feasible than investing this money in financial markets by purchasing bonds, stocks, saving certificates etc. Indeed, the reason behind this is the fact that today’s corporate world is highly unstable that in turn affects the financial markets. Secondly, low interest rates has also reduced the yield on financial products, hence income generated in above mentioned products may not be up to one’s expectations. As far as furniture business is concerned, it should be highlighted that people tend to purchase furniture (including dining tables, bedroom sets, cupboards, chairs, book shelves etc) for their households; therefore, the demand for furniture products is relatively inelastic and will exist because it is a human need. However, the purchasing power of a customer could affect the demand of designed and branded furniture products. In more simple words, Katy who is adept in designing and marketing should opt to commence her own business in the light of following costs and benefits analysis of each available business option including Sole Proprietorship, Partnership, Limited liability partnership and Company formation. Katy could definitely make a rational business decision after reviewing the mentioned recommendations.

Review article Example | Topics and Well Written Essays - 250 words - 17

Review - Article Example regulated at the transcriptional level but also in the post-transcriptional level, post-translational mechanisms, chromatin remodeling, clock proteins availability, and intracellular localizations (Cermakian & Sassone-Corsi, 61). The work aims to describe and illustrate in detail the general concepts that built the foundation of animal circadian clocks. It has been conceptualized by previous studies that several clock functions and characteristics have been conserved during evolution at transcriptional level but some detailed functions of the loop may somewhat differ from organism to organism. For instance, the feedback loop functions differ among the Drosophila fly, mammals, fungi and bacteria. Thus, these differences among organisms have led the authors of the article to study other levels of regulation of circadian clocks among organisms. Cermakian & Sassone-Corsi found out that contrary to the only role of the input gene products to oscillation, there are some important input and output genes to achieve effective pacemaker function. The work of the researchers also revealed that despite the similarities of the fly and mammalian circadian systems, there are also differences in the negative limb of the loop (Cermakian & Sassone-Corsi, 60). In addition, the work of the researchers also found out existence of inter-genic and intragenic loops and that rhythms are not only generated at transcriptional level but to multiple

The Historical Portrayal in Forrest Gump

The Historical Portrayal in Forrest Gump Forrest Gump is a famous 1994 American comedy-drama film based on the novel written by Winston Groom; directed by Robert Zemeckis. The story depicts the life of a simple Alabama man Forest Gump who travels around the world, meets historical figures and influences and participates in important historical events of the second half of the 20th century. The film Forrest Gump is about a simple mans journey through complicated times. Exciting, deep and kind film narrates from the behalf of the protagonist Forrest Gump (Tom Hanks), a harmless imbecile man (his level of IQ is 75) with a noble and an open heart, the story of his extraordinary life. The plot begins with the childhood of the hero and ends up as he sends his own son to school. During the life, Forrest overcomes many difficulties, and always sees only positive side of events. During the film he takes part in major events of American history of the second half of 20th century, and unconsciously influences on popular culture of the United States. From an ordinary man he turns into a well-known tennis player, war hero, a successful businessman. He becomes a billionaire, but remains as unsophisticated, weak-minded and kind. Forrest reaches success in everything, and he loves the girl, who was his friend in childhood, but reciprocity comes too late. The main character, a native of the southern state (and as it is understood a patriarchal and conservative) of Alabama, actually travels across America in the 50s and 80s, turning out one way or another, becomes a witness of historic events in the life of the nation, almost climbing into the frames of newsreels that depict well-known political figures from the era of John F. Kennedy to Ronald Reagan and popular singers from Elvis Presley to John Lennon. The film Forrest Gump is not historical film, its more drama and melodrama, but it shows the close connection of Forrest with real historical characters and his participation in historical events. The film shows all the significant events of the period between the 1950s and the 1980s and introduces them to the main character. The film does not distort the real events, but contributes to the public understanding of the issues it presents. This feature film helps viewers learn more about the historical events of the second half of the 20th century, so it is difficult to overestimate its value. Forrest Gump is a look at the past approximately thirty years of U.S. history. The fact that the problems of America 1960 1980, including, for example, drug abuse and the war in Vietnam, are shown through the eyes of simple-minded Forrest, exculpates American society for this it is said by the magazine columnist of Time, Richard Corliss, Julie Grace and Marta Smildzhis in their joint review of the film (Corliss 1994). Nevertheless, Forrest stands out as a character in a highly sentimental Hollywood cinema, where the most important historical and social problems are often presented as elements of fairy tales with a happy end (Corliss 1994). According to Peter Travers from Rolling Stone, in the image of Forrest there are gathered the best national character features of Americans honesty, courage and fidelity (Travers 2000). The Russian critic Andrei Shemyakin considers film to be a parable about the American national character on the fracture of his fate (Gordinier 1995), and Rita Kempley from Washington Post believes that in Forrest Gump there is shown a destruction of the national character (Kempley 1994). It is easy to notice that Forrests life is very conservative, while his girlfriend Jenny embodies the counterculture she is involved in anti-war marches, uses drugs, and is sexually promiscuous. Jenny is a shadow of Forrest (Guthmann 1995). According to Roger Ebert, her reunion with Forrest Gump at the end of the film represents the dream of American society uniting (Ebert 1994). At the same time Gumps coproducer Steven Tisch mentioned: I dont think the film was a catalyst for a trend of any kind. I dont think this film is about conservative or liberal values, or even American values. The film is about human values (Gordinier 1995). Forrest Gump is a wonderful person, honest and brave, but with one peculiarity he is moronic. And the combination of an outstanding personality with a limited imagination allows him to enjoy life, not to justify himself. This opened an enormous sense for many of his followers. Being completely devoid of egoism, Forrest receives of a lot of luck in return from the life. His girlfriend Jenny, by contrast, lives in constant issueless search. The main stereotype that was changed in the film is that it is possible to live the whole life full of difficulties, reach success and remain open and kind. Forrest Gump simply goes his own way. He saves his fellow soldiers, and becomes a hero of Vietnam; he is the best player and national champion in a game of table tennis in Japan. He changes the lives of several people and creates a multi-million dollar business; he keeps his word given to the deceased friend. He even teaches Elvis Presley to dance. And thus, he remains a simple and open person. His phrase: My momma always said, Life was like a box of chocolates. You never know what youre gonna get became very famous (Forest Gump 1994). The film addresses different social issues of American life. It mostly represents the middle class and life of ordinary people; it depicts the race problems, showing how black people fought for their rights. It also touches gender issues, showing that Jenny lived in the hostel for girls and Forest couldnt visit her. Politics is also one of the topics that were briefly covered in the film while showing real episodes of lives of such people as John F. Kennedy, Lyndon Baines Johnson and Richard Milhous Nixon. There are shown such popular singers as Elvis Presley and John Lennon. The issues of nationality, cultural norms, people on the margins of society and other are also mentioned in the film. Forrest Gump is considered to be one of the kindest and touching films of world cinema, even though it is drama. The director Robert Zemeckis demonstrated in this film the entirely new approach to presenting the material, driving the narrative on behalf of a mentally retarded man, and showing life through his eyes. Surprisingly, but life through the eyes of Forrest Gump is not terrible and hopeless, as we used to think it is. The life of Forrest Gump suddenly becomes very simple, understandable, but at the same time, deep in meaning and rich with interesting events. It is the simplicity of Forrest Gumps vital principles and his immediate perception of complex life events that causes the effect of stunning ease the perception of this film. The film is not historical, but it shows the connection of the protagonist with real historical characters and his participation in historical events. The film contributes to the public understanding of the issues it presents, and makes a great impa ct on its intended audience. Film realistically, without distorting shows the problems of America 1960 1980, and therefore it is very valuable and is still considered one of the best films of American cinema.

April Morning :: essays research papers

April Morning is a story about a boy’s extremely rapid transformation from boyhood to manhood. There are a few significant events that can sum up the whole of his metamorphosis. These include the death of Adam’s father, Adam’s time with Solomon Chandler, and his experience during the battle against the Recoat soldiers.   Ã‚  Ã‚  Ã‚  Ã‚  When a boy’s father dies, the impact of this can be very traumatic. When a death happens, a very large piece of one’s life dies with it. Adam Cooper’s father is a very important character in this novel. The presence of Adam’s father, Moses, shows how Adam is still a boy under the thumb of an adult, yet, when Moses is killed on the common, his absence propels Adam into a new phase of his life. At Moses Cooper’s death, the men of the village are lined up in formation on the common. Not one man in that group expected to fight the British. However, the British opened fire upon the column of villagers. The first to perish is Moses Cooper. Adam sees this, but he does not have time to mourn just yet. Adam runs from the common, away from the Redcoats, and to the first refuge he can find. The first shelter he finds is the smokehouse. It is at this point after the massacre on the common that Adam finally has time to think about what happen s. The reality finally sets in, and Adam lets out his emotions.   Ã‚  Ã‚  Ã‚  Ã‚  Solomon Chandler is also a very influential character in Adam’s development after his ordeal at the common. Solomon’s calm attitude and words of wisdom helped Adam cope with the pain from his father’s death. Solomon tells Adam to let out his emotions because that is normal. He also explains to Adam why he should have a deep sense of respect for his fears, which are the Redcoat soldiers, and the only way to overcome them is to face them. During the whole period of time when Adam and Solomon are walking through the countryside, Solomon acts as a shoulder for Adam to cry on. Solomon is also a temporary â€Å"replacement† for Adam’s father in that he acts as a father figure towards Adam.   Ã‚  Ã‚  Ã‚  Ã‚  The large retaliation attack mounted by the colonists ended the immediate English threat in the region. Adam does not play a major role in the outcome of the battle, however the battle plays a major role in Adam’s development.

Teacher Interview Report

Actually, this is my second time to do teacher interview. Last time, I went to Shi Pai Junior High School to interview a teacher and asked something about the class management. From the interview, I’ve learned a lot from the teacher and her belief of teaching Chinese. Though to certain degree, this time the report is quite similar to the last report that I’ve done. However, this time, by the demand of teacher Alice and the class objective, my target interviewee must be an â€Å"English† teacher. At first, I was very nervous about how to find an English teacher in junior or senior high school because I’ve got in touch with all my English teachers for several years. it may be very embarrassing to go back and the teacher doesn’t recognize that I used to be her student) Fortunately, one of my best friends in my night school class, knowing my worriment, introduced me an English teacher in Shilin High School of Commerce whom she loves and admires very much. Here, I want to say thanks to my dear friend. Without her, I really cannot finish writing this assignment. Below, there are some basic info of the teacher and the questions that I’ve prepared for the teacher interview,

Describe Key Aspects of Public Health Strategies

P1-Describe key aspects of public health strategies There are many different strategies developed by the governments to monitor and care for the health of its people. These strategies help the public to live a healthy lifestyle and lead towards the betterment of their health. Controlling communicable diseases The Communicable Diseases Branch develops policy to help with the surveillance, prevention, and control of communicable diseases. As well as advising the Government about individual diseases and immunisation.The branch also works to ensure the safety of donated blood supplies, to prepare disease outbreak plans, and to monitor disease levels elsewhere in the world. The prevention of infection includes, standards precautions such as; Hand Hygiene, Use of personal protective equipment (PPE): gloves, aprons, eye protection, face masks etc. Handle and dispose of sharps safely, Dispose of contaminated waste safely, managing blood and body fluids: spillages etc, and Place patients with infections in appropriate accommodation.These are some prevention methods which could be used to control infections from spreading. Controlling communicable diseases is important to public based individuals in improving their health by keeping them away from spreading germs and illnesses. Also, the government and the local authorities as it is their job to ensure that the public is protected from such infectious diseases which are becoming a major of the illnesses. Promoting the health of the populationHealth- promoting activities to reduce ill health in the population. Health promotion is a process directed towards enabling people to take action. Thus, health promotion is not something that is done on or to people; it is done by, with and for people either as individuals or as groups. The purpose of this activity is to strengthen the skills and capabilities of individuals to take action and the capacity of groups or communities to act together to control over the matters of health so positive changes could be achieved.It is an essential strategy which addresses the major health challenges faced by developing and developed nations, including communicable and non-communicable diseases and issues related to human development and health. This is important to the service users and the authorities as it helps in the betterment of their health through the promotion of various activities and guidelines for the public. It is essential to the government as they carry the responsibility to care for the public and protect them from any diseases or illnesses.As well as this is important to the authorities due to its being their responsibility to promote health and fulfil their responsibilities towards the public. Developed programmes to reduce risk and promote screening Developed programme to reduce risk and promote screening is a beneficial strategy used for the protection of the public so illnesses could be prevented from an early stage. So the risks of a developing di sease are controlled beforehand. There are different screening programs for cancer such as, the NHS breast screening programme, the NHS cervical screening programme and the NHS bowel screening programme.However, screening cannot always prevent cancer but help in trying to reduce it by slowing it down. These screening programs are essential to the government and the authorities as it is their job to ensure that the public is protected from any major illnesses that increase the mortality and the morbidity rate. It has importance to the public as it assist them in having a better health and being able to protect themselves from death causing illnesses through using these screening programs.

The Traps of the If-Then-Else Statement in Delphi Code

The Traps of the If-Then-Else Statement in Delphi Code In Delphi, the if statement is used to test for a condition and then execute sections of code based on whether that condition is True or False. A general if-then-else statement looks like this: if condition then true block else false block; Both the true block and the false block can either be a simple statement or a structured statement (surrounded with a begin-end pair). Example of a Nested If-Then-Else Statement Lets consider one example using nested if statements: j : 50; if j 0 then   Ã‚  if j 100 then Caption : Number is 100!else   Ã‚  Caption : Number is NEGATIVE!;v What will be the value of Cation? Answer: Number is NEGATIVE! Did not expect that? Note that the compiler does not take your formatting into account, you could have written the above as: j : 50; if j 0 thenif j 100 then Caption : Number is 100!else Caption : Number is NEGATIVE!;v or even as (all in one line): j : 50; if j 0 then if j 100 then Caption : Number is 100!else Caption : Number is NEGATIVE!;v The ; marks the end of a statement. The compiler will read the above statement as: j : 50; if j 0 then   Ã‚  if j 100 then   Ã‚  Ã‚  Ã‚  Caption : Number is 100!   Ã‚  else   Ã‚  Ã‚  Ã‚  Caption : Number is NEGATIVE!; or to be more precise: j : 50; if j 0 thenbegin   Ã‚  if j 100 then   Ã‚  Ã‚  Ã‚  Caption : Number is 100!   Ã‚  else   Ã‚  Ã‚  Ã‚  Caption : Number is NEGATIVE!; end; Our ELSE statement will be interpreted as a part of the inner IF statement. The inner statement is a closed statement and doesnt need a BEGIN..ELSE. How to Fix To make sure you know how your nested if statements are treated by the compiler, and to fix the above problem, you can write the initial version as: j : 50; if j 0 then   Ã‚  if j 100 then Caption : Number is 100! elseelse   Ã‚  Caption : Number is NEGATIVE!; Uh! The ugly else ends the nested if line!? Does compile, does work! The best solution is: always use begin-end pairs with nested if statements: j : 50; if j 0 thenbegin   Ã‚  if j 100 then Caption : Number is 100!;endelsebegin   Ã‚  Caption : Number is NEGATIVE!; end Too much begin-end pairs for you? Better safe than sorry. Anyway, Code Templates are designed to add commonly used skeleton structures to your source code and then fill in. Article submitted by Marcus Junglas

Human Resource Management Approaches The WritePass Journal

Human Resource Management Approaches Introduction Human Resource Management Approaches ) argue that for employee recognition to have an impact in the progress of an organization, it needs to encourage employees to increase their efforts towards attaining organizational goals. According to Karen Forester, the TGI Friday’s managing director in the UK; employee recognition has been part of the company’s culture since it started in 1965 (TGI Friday’s, 2014). One way in which the company recognizes its employees is through the use of achievement badges, which are given to employees as a form of appreciation for their achievements or extraordinary contributions they make towards the company. The company also has a program where employees are nominated by colleagues based on their performance, and are later gifted through different treats. For instance, in January 2013, TGI Friday’s UK flew 400 employees to a party that was held in Florida (The Sunday Times a, 2013). Whereas such employee recognition efforts may be costly and could cut down on the company’s profitability, the organization believes that it is a â€Å"huge deposit in the emotional bank account†. Creation of a Conducive working Environment The organizational environment also has a role to play in the productivity of employees. There are several approaches that have been suggested by researchers on the approaches that can be used to create an organizational environment that enhances employee productivity (Armstrong, 2008). One of these is creation of an open and transparent form of communication across the organization. By so doing, all employees will have a feeling that their opinions are valuable to the organization. This also instils a sense of belonging in the employees (Aula Siira, 2010). Another approach that can be used in creation of an effective work environment for employees is ensuring that there is a work-life balance for employees (Bratton Gold, 2012; Miner, 2005). To attain work-life balance, employees ought to be given the chance to fulfil other goals and responsibility in life apart from their work. These include responsibilities to their families and the community, spiritual needs and personal growth, among others (Clutterbuck, 2003). Other approaches include encouraging a team spirit in the organization, provision of a job security assurance and offering training to improve employee competence (Orlitzky Frenkel, 2005). As opposed to typical fast-paced food restaurants, TGI Friday’s employees have the assurance that their jobs are secure. With reference to a research carried out by the Sunday Times, 86% of the company’s employees felt that they had secure jobs. With regard to instilling a sense of belonging in its customers, the company has a tradition for treating each of its 4000 staff members in the UK as family (The Sunday Times a, 2013). According to Karen foster, the company’s UK managing director, â€Å"We never call them staff or employees, we call them family and we treat them like family† (Martin, 2013). This also creates a sense of teamwork, which is also a factor that improves employee productivity. Scientific Management Approach Evaluation of employee performance The scientific approach to human resource management emphasizes on increasing efficiency in employee productivity. One of the ways in which this can be done in an organization is through the evaluation of the performance of employees in periodic intervals (Taylor, 2013). Employees that are not competent enough ought to be trained or given a certain time to improve. If they fail to improve in performance, they are dismissed and replaced by more competent recruits (Bloisi, 2007). This also takes place at TGI Friday’s. There was a period in time when the company needed to redefine its culture and redefine itself. To do this, some brutal approaches were undertaken to ensure that only the right staff members were left in the company. This involved carrying out an assessment of each member of the company and classifying them according to their contributions. As argued by the company’s UK managing director, â€Å"Everyone in the organisation was assessed and classified as â⠂¬Ëœplayers’, ‘wannabe players’ (who needed more training), ‘potential players’ (who could go either way) and ‘assassins’ (who had the ability to sabotage the transformation project)† (Martin, 2013). The group of employees that was referred to as the assassins was dismissed from the company, a step that resulted in the improvement of the company’s performance. This is an ideal approach of increasing the efficiency of the company, which is quite synonymous to the scientific management approach. Monetary Motivation To motivate employees, TGI Friday’s also uses the monetary approach. Employees at the company receive annual pay reviews. In 2013, members of the company’s kitchen staff were offered a 9.5% pay rise as a gesture to appreciate their contributions to the company (The Sunday Times a, 2013). Even though the monetary incentives are used to motivate the company employees, they are used alongside other forms of incentives. The reason for this is that when monetary incentives are used exclusively by a company, it may limit the creativity and innovation of employees (Adeogun, 2009). Management at Christians against Poverty (CAP) Christians against Poverty (CAP) is a not-for profit organization operating the United Kingdom. It specialized in debt counselling, a charity work that that is based in different local churches across the UK (Christians Against Poverty, 2013). It offers solutions and hope for people who are in heavy debts by providing advice to the affected people on the ways in which they can generate income to enable settle the debts and relieve themselves from the associated stresses that could be even detrimental to their health. Apart from helping the company’s target populations to get out of poverty, CAP has also received recognition by the Sunday Times as being among the best not for profit companies to work for (The Sunday Times b, 2013). In a study that was carried out by Sunday Times on opinions of the company’s employees about how they felt about their leadership and whether they enjoy working at CAP, there was a 95% positive response that indicated that employees loved to w ork for the company. 97% of the employees indicated their pride in being employed by the company, while 99% of the employees believed that the company makes a positive contribution in society (The Sunday Times b, 2013). Just as was the result at TGI Friday’s, this response from the company employees indicates that the approaches used in the human resource management of the company is appropriate. The main difference that exists between TGI Friday’s and CAP is that whereas TGI Friday’s incorporates monetary incentives in employee motivation, there is no evidence that indicates that CAP uses the same. The Human Relations Approach Communication at CAP In any organization, effective communication is one of the factors that contribute towards an improvement in employee performance. Communication often depends on the structure of the organization. Hierarchical organizational structures are characterized by vertical communication channels, where employees pass information to managers through their immediate bosses (Adeogun, 2009). On the other hand, adhocratic organizations are characterized by horizontal communication channels, where employees are free to address top managers in case they need to pass across a certain message (Ulrich et al., 2008). The structure at CAP is adhocratic, based on the fact that senior managers and employees interact to share information that id positive for the organization’s progress. Not only does this reduce the channels through which information it passed, but also motivates employees by providing them with a sense of belonging (Armstrong, 2008). They are also motivated to contribute more towar ds the organization because they know that their opinions and ideas matter. Effective communication at CAP was demonstrated in 2012 where there was a restructure of client service teams in the organization. When staff members that had been adversely affected by the reshuffle voiced their concerns, the original restructuring plans were changed (The Sunday Times b, 2013). In another demonstration of effective communication at CAP, there was a Dragon’s Den-style event, where teams were established to propose improvements on the company’s operations. All the proposals were presented, and a vote was made to select those that had to be implemented immediately. Afterwards, the managers pledged that they will ensure that the suggested proposals will be implemented (The Sunday Times b, 2013). This clearly indicates that the company involves its employees in decision making. Catering for Employees’ Wellbeing Ensuring that the well being of employees is catered for is another approach that CAP uses to motivate its human resource force (Meyer Allen, 2007). According to the research that was carried out by the Sunday Times, the company has an 88% score on how effectively it addresses the wellbeing of its employees. One of the ways in which the company addresses the wellbeing of its employees is through setting aside a full day every year, referred to as the wellbeing day. On this day, employees are informed on how to maintain a healthy lifestyle, encouraged to use the staff gym. Several group exercises are also carried out (Christians Against Poverty, 2013). Another approach that is used to address the wellbeing of employees is through organizing motivational talks to empower them. Matt Barlow, the chief executive director of CAP, gives regular motivational speeches to the company’s staff members, which mainly aim at inspiring them to attain their potential in life while at the same time ensuring that they adhere to their moral principles (The Sunday Times b, 2013). This has increased the faith that employees have in him and the company. When employees are aware that the company is concerned about their well being, there is an increased likelihood for them to be more committed to the organization (Orlitzky Frenkel, 2005). Incentives As opposed to TGI Friday’s where employees are provided with monetary incentives in form of bonuses and salary increments, the incentives that employees at CAP get are usually in form of free drinks and fruits, a cycle to work program and being provided with free sports facilities (The Sunday Times b, 2013). There is also a program where employees are nominated by managers for awards, depending on their performance. When employees make contributions that are beyond what is expected of them, they are recognized and awarded. Far from financial rewards that are given in most companies, the rewards that are given at CAP include meals, cinema tickets or chocolates. The annual salary of a caseworker in the company is at  £21,164, of which employees believe is a reasonable pay for their efforts (Christians Against Poverty, 2013). Being a not for profit organization, this explains the fact that there are no incentives in form of financial reward. Relevance of the Human Relations and Scientific management in the 21st Century To establish how relevant these approaches of human resource management are in the present-day organizational environment, it is vital to have an understanding of the principles that govern them. The scientific management approach has four core principles (Taylor, 2013). The first is referred to as the replace rule of thumb work approaches. These approaches have to be arrived at by carrying out a scientific study. The second principle is that every employee in the organization ought to be scientifically selected, trained and developed, as opposed to letting them train themselves with work experience. The third principle is that managers ought to cooperate with employees so as to ensure that they are strictly adhering to the operational methods that have been scientifically developed. The fourth principle is that work ought to be equally divided between workers and managers to allow managers to apply the principles of scientific management to plan duties for workers (Taylor, 2013). Cr itics of this approach of management argue that it increases work monotony and reduces avenues through which employees could provide feedback to their managers (Ulrich et al., 2008). However, there is still relevance of this approach in present-day human resource management. One of the principles that are still applicable is that employees ought to be scientifically selected, trained and developed by organizations (Taylor, 2013). Even present-day organizations have certain criteria that they use in selection and recruitment of their employees, and also emphasize on training them so as to make them more capable in executing their responsibilities (Bratton Gold, 2012). The human relations approach to management is based on three underlying principles (Thompson, 2011). The first principle is decentralization, where hierarchy that is often employed in classical management is replaced with providing employees with greater autonomy. The second is participatory decision making, where employees ought to be involved in the decision-making process of the organization. The third principle is that managers need to develop employees that are self-motivated (Thompson, 2011). This management approach is supportive of an organizational structure that is adhocratic (horizontal), and against the hierarchical organizational structure. Given that present-day organizations are becoming less hierarchical and more horizontal, it can be thus stated that the human relations approach to management is quite relevant in the 21st century (Ulrich et al., 2008). In regard to whether not-for-profit organizations and organizations that aim to maximize their profits need to apply different management approaches, this is quite debatable. Whilst the objectives of these organizations might differ, it is vital for both to ensure that their employees are motivated and efficient. The main aspect that may differentiate not for profit organizations with the profitable ones is that while employees in not for profit organizations may not prioritize monetary incentives, those in profitable companies expect such incentives to be incorporated in their motivation strategies. Conclusion As aforementioned in this study, human resources are the most important assets owned by any organization. Therefore, human resource managers ought to use people management strategies that motivate employees to increase their contribution towards attaining organizational goals. Two main approaches to people management have been addressed here. These are the scientific management approach and the human relations approach. Explanation of these approaches has been done by comparing management approaches in two organizations ranked among the top 100 companies to work for in the UK. One of the companies, TGI Friday’s, is a profit oriented company, while other, CAP is a not for profit organization. Similarities and differences that exist in the human resource management approaches of these companies have been highlighted in this report. In establishing the relevance of scientific management and the human relations approach of management, future research should carry out a more in-dep th analysis of the advantages and disadvantages of both in the present-day organizational environment. References Adeogun, J., 2009. Monetary Motivation, Performance and Job Satisfaction. New York: ILEAD Academy. Armstrong, M., 2008. Strategic Human Resource Management: A Guide to Action. London: Kogan Page. Aula, P. Siira, K., 2010. Organizational Communication and Conflict Management Systems: A Social Complexity Approach. Nordicom Review, 31, pp.125-41. Bloisi, W., 2007. An Introduction to Human Resource Management. Maidenhead: McGraw-Hill Education. Bratton, J. Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Christians Against Poverty, 2013. About Us. [Online] Available at: https://www.capuk.org/ [Accessed 20 February 2014]. Clutterbuck, D., 2003. Managing work-life balance: a guide for HR in achieving organizational and individual change. London: Chartered Institute Of Personal Development. Marchington, M. Wilkinson, A., 2005. Human Resource Management at Work: People Management and Development. London: CIPD. Martin, P., 2013. TGI Fridays MD: my people management secrets. [Online] Available at: hrmagazine.co.uk/hr/features/1078162/tgi-fridays-md-people-management-secrets [Accessed 20 February 2014]. Meyer, J.P. Allen, N.J., 2007. A three-component conceptualization of organizational commitment: Some methodological considerations. Human Resource Management Review, 1, pp.61-98. Miner, J.B., 2005. Organizational Behavior: Essential theories of motivation and leadership. New York: M.E. Sharpe. Orlitzky, M. Frenkel, S., 2005. Alternative pathways to high-performance workplaces. International Journal of Human Resource Management, 16(8), pp.1325-48. Taylor, F.W., 2013. Scientific management. New York: Routledge. TGI Friday’s, 2014. About Us. [Online] Available at: tgifridays.co.uk/ [Accessed 20 February 2014]. The Sunday Times a, 2013. The Sunday Times 100 Best Companies. [Online] Available at: http://features.thesundaytimes.co.uk/public/best100companies/live/template [Accessed 20 February 2014]. The Sunday Times b, 2013. 100 best Not for Profit Companies. [Online] Available at: http://features.thesundaytimes.co.uk/public/best100companies/live/template [Accessed 20 February 2014]. Thompson, J.D., 2011. Organizations in action: Social science bases of administrative theory. California: Transaction Publishers. Ulrich, D., Younger, J. Brockbank, W., 2008. The twenty-first-century HR organization. Human Resource Management, 47, pp.829-50. Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.

How Long Before the SAT Should You Prep 4 Key Tips

How Long Before the SAT Should You Prep 4 Key Tips SAT / ACT Prep Online Guides and Tips I get this question from students a lot, and it's definitely an important one: how long before the SAT should you begin preparing for it? Moreover, how long is too long (you won't remember the material)? And how long is too short (you won't have enough time to study)? You'll need to know how to answer these questions if you wish to study effectively. Our four most important tips will help you determine when you should start studying for the SAT. Tip 1: Figure Out How Many Hours You Can Study per Week First things first: how busy of a student are you? Do you only have an hour every Thursday night to study because all your free time is taken up by classes and activities? Or are you the type who can easily free up three hours a day five days a week to study for the SAT? As a rule of thumb, you should spend at least 10 hours on SAT prep. If you can't study for more than 10 hours, it's rarely worth it to take the test. Considering that the SAT itself can take up six or more hours of your time (if you count driving time and immediate prep, that is), it just seems silly not to spend at least this amount of time studying for it! A much better baseline to use is 40 hours of prep. In this case, every hour can substantially help you. By contrast, a full-on, supercharged study regimen, like a boot camp, is closer to 100 hours. Here is a chart of possible SAT study times. Especially good combos are marked with an asterisk: Study Hrs per Week Minimum Baseline Full Study 1 hour 2 months 8 months Not recommended 2 hours 1 month 4 months* 10 months 5 hours 2 weeks 1.5 months* 4 months 10 hours 1 week 1 month* 2 months* 20 hours (summer) Not recommended 2 weeks 1 month* It's important to figure out how many hours you specifically will need to improve by in order to get the ACT score you want. Here's what to do: first, set an SAT goal score. This score is the one most likely to get you accepted into all the schools you're applying to. To find this number, follow the instructions in our guide to a good SAT score. Next, figure out your baseline score by taking an official SAT practice test. This score is essentially a starting point for your SAT prep. Once you have both your baseline and goal scores, it's time to calculate how long you'll need to study. To do this, simply subtract your baseline score from your goal score. In general, the more time you devote to studying, the higher the score you increase you can expect to have. Here are our estimates for the total number of hours you'll need to prep based on the SAT score improvement you want: 0-30 point improvement: 10 hours 30-70 point improvement: 20 hours 70-130 point improvement: 40 hours 130-200 point improvement: 80 hours 200-330 point improvement: 150 hours+ Now that you know how many hours you'll need to study for the SAT, you can calculate possible weekly or monthly schedules based on how much free time you have each week. For example, if I want to improve my SAT score by 100 points, I'll need to study for around 40 hours. Thus, I could study about four hours a week if I have two and a half months before test day, or 10 hours a week if I only have a month left. To get a better idea of how many hours you could have at max available to you in a week, month, or year for studying, you can read through our article on how many minutes/seconds/hours there are in a day/week/year. Tip 2: Pick a Convenient Test Date Choosing an SAT test date that gives you plenty of time to study and works well with your schedule is vital for quality prep. Typically, it's best to choose a date at least a few months ahead of time so you can easily tweak your schedule to make time for study sessions. If you choose a date that's very soon (i.e., less than a month before the test), you won't have as much time to study or rearrange your schedule. (On a related note, picking a date early also means avoiding having to pay late registration fees.) Furthermore, pick a date that doesn't have much going on around it. This way you won't have to shift your activities too much and will be able to dedicate more time to studying without having to worry about other obligations or events going on. Tip 3: Don't Study Too Far Ahead or You'll Forget What You've Learned In your SAT study plan, there are some skills I don't recommend studying hard until you're closer to your test date. Study them too early and you're more likely to forget them! That said, some things are good to start studying early. These are the skills and content you're less likely to forget later on, such as the following: Vocabulary (I still remember mine from when I took the SAT!) Basic math There are some things I don't recommend studying more than a year before your test. Study this early and you'll forget more than 50% of what you learned! Instead, it's better to concentrate the time you have on the following: Learning key test-taking strategies, such as the process of elimination Taking official practice tests Finally, these are the things I don't recommend doing until at least two months before your test: Getting used to the SAT format with multiple practice tests Doing one or more dry runs so you can get used to the length (and fatigue) of the test In summary, it's rarely too early to start, but if you're thinking of starting some intense prep more than a year in advance, think carefully about when you approach new topics. Tip 4: Try to Study for At Least 2 Weeks in Total If you've only got a week or two to study, the information you learn won't have enough time to sink in. Ultimately, you have to give your brain adequate time to retain new SAT concepts! So try to study, at a minimum, at least two weeks before your test. A month or longer is, of course, even better. If test day's coming up, though, and you have very, very little time to study, don't freak out! You can still get a good score as long as you utilize the time you do have wisely. Our guide on how to cram for the SAT tells you exactly what to do in this scenario. What's Next? Planning to spend a year or more studying for the SAT? Then you'll definitely want to check out our comprehensive one-year SAT study plan. In this guide, we show you what an effective year-long study plan looks like. Only got a month to study for the SAT? Don't worry- our extensive guide walks you through the steps you'll need to take to be able to hit your goal score within just 30 days. Not sure what SAT score to aim for on test day? Learn what a good SAT score is for you and for the colleges you're applying to. Want to improve your SAT score by 160 points? Check out our best-in-class online SAT prep classes. We guarantee your money back if you don't improve your SAT score by 160 points or more. Our classes are entirely online, and they're taught by SAT experts. If you liked this article, you'll love our classes. Along with expert-led classes, you'll get personalized homework with thousands of practice problems organized by individual skills so you learn most effectively. We'll also give you a step-by-step, custom program to follow so you'll never be confused about what to study next. Try it risk-free today:

Music Anthropology Essay Example | Topics and Well Written Essays - 1750 words

Music Anthropology - Essay Example And since the 1930s there has been a rebellious sub discipline of sociology called 'critical theory' whose avowed purpose is to expose the workings of ideology in everyday life, revealing 'uncritically' accepted beliefs and so returning to individuals the power to decide for themselves what they will believe for, by presenting themselves as simply 'the way things are', ideologies suppress the very existence of alternatives. Critical Theory developed to become a comprehensive mode of culture critique whose effects have been felt in disciplines as varied as literary studies, film and media studies, art history--and, more recently, musicology. Theodor Adorno, one of the founders of critical theory, was not only a sociologist but also an accomplished musician (he studied composition with Schoenberg's most famous pupil, Alban Berg), and he wrote as much on music as he did on sociology. Critical theory is in essence a theory of power, and it sees power largely in terms of the institutions through which it is channeled. In musicology, this approach has stimulated historical research into the formation of the canon (the repertory of masterworks on display in the musical museum) and the role of musical institutions in constructing, maintaining, and naturalizing this canon. But you can see the process at work today in the most important of such institutions, those at which music is taught (schools, conservatories, and universities). It is most obvious in the repositioning of rock within the academy. Pittman evoked the specific, pre-existing ideological discourse of rock and roll. While on the surface 'rock music' is a neutral label that distinguishes a particular kind of music, it also comprises a set of ideological assumptions about music creation and social life. Rock emerged as not only a musical genre, but a system of discourse through which the effects of the commercialization of music and the industrialization of music production can be negotiated, and by which social inequalities can be activated in a cultural arena. In an ideological division reminiscent of the high culture or popular culture distinction, rock discourse forged a hierarchy within popular music by creating a structure of value against which 'pop' music could be devalued. Rock was made to stand as a higher form of popular music, as the representative of art and artfulness. The commercialization and industrialization of music has dramatically changed the way in which music is created. Music production is organized around the segmenting of creative processes and a hierarchical form of collective production that involves more creators and more stages of creation. To make music within the music industry, musicians work with a number of people songwriters whose songs are chosen for their repertoire (in the event the musician does not write the material); producers of albums; engineers of songs; record company officials who dictate release dates of albums and singles and handle marketing and distribution; and, most recently, directors of video promotion. The separation of individual creators into categories of creative work is a function of the industrial mode of divided labor and helps industry maintain control over production. It is important to the

During the 1950s and 1960s what methods did African American use to Essay

During the 1950s and 1960s what methods did African American use to get equal treatment - Essay Example frican-American leaders and organizations armed themselves with traditional and non-traditional methods of activism and engagement with a unified call for freedom, justice and equality. They sought good opportunities through lawsuits and labour organizations their aim was to end racial segregation through legal mechanisms and lobbying. Their best moment was the legal victory (Brown vs. Board of Education 1954) where the Supreme Court refused to separate white and colored school systems. The African-American leaders utilized the constitution guarantees and protections of the fifth and fourteenth amendments to overcome the prescribed second-class lifestyle that was largely enforced and accepted way of life among Africa-Americans. They used a host of intra-community resources and tactics which picked up through the use of; marches, sit-ins, bank-ins, protests, freedom rides and boycotts. These strategies that relied on the principles of non-violence radicalized a country comfortable with the use of violence and intimidation to keep the African-American in place. The first phase of the African-American protest began in December, 1955 when Rosa Parks from Montgomery, refused relinquish her seat to a white passenger in a bus. In so doing, she had defied the southern custom that required black passengers to give the white people seats that were towards the front of the bus. She was subsequently jailed and the boycott of the city buses’ commenced. Martin Luther King Jr. led the protest that lasted for more than a year. The boycott demonstrated the unity and determination the black community had to press for equality. This inspired other black community; even the advocates of the liberation viewed the black freedom struggle in global terms, as a movement for human rights and national self-determination for

The Rebirth of a Fallen Man Essay Example | Topics and Well Written Essays - 1500 words

The Rebirth of a Fallen Man - Essay Example The narrator undergoes externally and internally significant changes because he drugs, cares about other people, and desires to live a common lifestyle in the end of the collection (Johnson, â€Å"Jesus’ Son: Stories†). The narrator experiences positive external and physical changes as he recuperates from drug addiction. Because of drugs and alcohol, the health condition of the narrator becomes worse and worse. Before the car crash happens, the narrator cannot even stand up because a college man gives him drugs. He loses his consciousness and passes out in the grass off the exit ramp. His exhausted and weak body compels him to feel the world negatively, owing to his emotional behavior. Once, he said, â€Å"I hadn’t been anywhere near it in over a year, but I was just getting sicker. When I coughed I saw fireflies†. The aforementioned statement can be attributed with the context that the over the years, the narrator had been growing sicker, resulting in the development of chronic cough. Drug overdose during talking medications places him in a severe condition, and he is almost dead. However, things are changing...

Tom's shoes Essay Example | Topics and Well Written Essays - 250 words

Tom's shoes - Essay Example These customers are conscious about socially credible and ethical business practices and therefore, prefer the way of operations of Tom’s Shoes. The company follows a One to One model in which it provides shoes to deprived children as a part of the charitable and ethical aspect of the company. Tom’s Shoes was found with the aim of providing a new pair of shoes to a child for every pair of shoes that is sold from the company. The charitable component of Tom’s Shoes is an important influencing factor of customer purchase decision when the customer is buying his/her first pair of shoes from the company. However, the charitable aspect becomes a much low impact buying factor in case of repeat purchases by the customers. The customer segment including socially conscious buyers is the main target segment for Tom’s Shoes which it taps through word of mouth publicity and other promotional tools. These are supported by the charitable aspects of the company. Cause ma rketing is an important marketing strategy used by Tom’s Shoes to attract the target customer group (Earle

Case study Example | Topics and Well Written Essays - 250 words - 96

Case Study Example The need to assume a leadership role in corporate social responsibility also supports necessity of the wind turbine that has a great potential to reduce water and other environmental pollutions. The application is likely to reduce ocean pollution, ocean acidification from exhaust gases, and ocean warming, effects that can extend to land environments. The move will also support the company’s values of ethics, value for change, and optimism and perspective (Silverman, n.d.). Shared value creation ensures utilities for social benefits, and not just an organization’s profitability (Schmitt, 2014). Initiatives for better inland waste management, towards marine environment conservation are one of the forms of shared value creation that HAL might implement. In awareness forums and development of plants for proper waste disposal, HAL will prevent marine pollution from inland waste and at the same time develop rapport with the public. A positive corporate image will benefit HAL’s competitiveness. Establishing a research and development center for better marine conservation and towards better facilities for marine travel utilities is another form of shared value creation that HAL could implement. Results are likely to reduce such pollutants as grey and black water and improve customers’ utility. Of greatest significance is however effects of marine conservation to public utility (Silverman, n.d.). Silverman, M. (n.d.). Protecting our oceans: Sustainability at Holland America Lines. Oikos. Retrieved from:

Grphicl User Interfce (GUI) Complexity Essay Example | Topics and Well Written Essays - 2000 words

Grphicl User Interfce (GUI) Complexity - Essay Example The discussion is bsed on two different perspectives. The explortion of the perspective of resercher of input/output devices who wishes to extend the design spce nd discuss n emerging prdigm of computer use, tsk-dependent computers, nd give some exmples of tht prdigm. Ultimtely, I will discuss the criticl role of input nd output devices, nd continue with the designer's perspective by discussing the motivtions for the evolution, the environments of use, nd the implictions of the environment on the interction technologies. The mnner in which users interct with their computer is criticlly dependent on the choice of input nd output devices. This is such n obvious observtion tht sometimes system designers fil to tke it explicitly into ccount. ll interction with the computer consists of issuing commnd, providing dt on which the commnd will operte, nd, finlly, providing loction for the output of the commnd to be plced; this holds even when the execution of the commnd is temporlly disjoint from its invoction (e.g., scheduled opertion). The specifiction of those commnds involves specifying the commnd, the source of dt for the commnd, nd the trget for the output of the commnd. ll must be specified using vilble input nd output devices. Therefore, the choice of these devices will constrin the style of the interction possible for the user. (Bss et l., 2003:140) Consider implementing windows-style interfce, without pointing device such s mouse. The windows style depends on the user being ble to point to the source nd destintion of commnd. (Spitzer et l., 1997:49) Furthermore, the type of pointing device is importnt. The precision of pointing is not s importnt s the speed of pointing. Thus, device such s trckbll is possible pointing input device tht dmits to gret precision. Not only does the trckbll dmit gret precision, but lso demnds it. Thus, the use of trckbll is conditioned on the bility to very precisely specify loction on the screen, to serve s the current loction. Becuse precise specifiction tkes time, lower precision, but inherently fster pointing device, such s the mouse, will llow much smoother interction with the computer. (Bss, Mnn, Siewiorek, Thompson, 2002) The point of this discussion is tht there is coupling between the chrcteristics of n input or output device, nd the style nd mnner in which user cn operte computer. In this pper, we discuss environmentl nd tsk constrints on the choice of input nd output devices. It should be cler tht ny constrint on the devices my fundmentlly lter the type of interction tht the user hs with the computer. Input Devices In ny computer ppliction, distinction exists between input intended to control the computer (commnds) nd input intended to be retined (dt). The choice of pproprite input device will be hevily influenced by whether the device will be used primrily in the issunce of commnds or in the input of dt. In fct, the desktop hs seprte input devices for these two ctegories. The mouse is used primrily for commnds, wheres the keybord is used for the input of dt. The types of pplictions tht re primrily commnd oriented should not be discounted. ny dt retrievl ppliction (such s mny of those bsed on the World Wide Web) is primrily commnd oriented. (Normn, 2005) The commnds re used to nvigte to the desired dt item(s), nd then to specify how tht dt is to be displyed. In dt retrievl pplic

Case study Example | Topics and Well Written Essays - 250 words - 96

Case Study Example The need to assume a leadership role in corporate social responsibility also supports necessity of the wind turbine that has a great potential to reduce water and other environmental pollutions. The application is likely to reduce ocean pollution, ocean acidification from exhaust gases, and ocean warming, effects that can extend to land environments. The move will also support the company’s values of ethics, value for change, and optimism and perspective (Silverman, n.d.). Shared value creation ensures utilities for social benefits, and not just an organization’s profitability (Schmitt, 2014). Initiatives for better inland waste management, towards marine environment conservation are one of the forms of shared value creation that HAL might implement. In awareness forums and development of plants for proper waste disposal, HAL will prevent marine pollution from inland waste and at the same time develop rapport with the public. A positive corporate image will benefit HAL’s competitiveness. Establishing a research and development center for better marine conservation and towards better facilities for marine travel utilities is another form of shared value creation that HAL could implement. Results are likely to reduce such pollutants as grey and black water and improve customers’ utility. Of greatest significance is however effects of marine conservation to public utility (Silverman, n.d.). Silverman, M. (n.d.). Protecting our oceans: Sustainability at Holland America Lines. Oikos. Retrieved from:

Efficient Market Essay Example for Free

Efficient Market Essay Q1. Efficient market is one in which stock prices fully reflect the information of a company, either positive or negative. If the information from a company is positive, investor will give a good response and the price of shares of this company will increase. Since the information is reflected in price at once, normal rate of return should only be obtained. Also the price that the firm received from issuing securities is the present value, and valuable financing opportunities are unavailable. There are three conditions that will cause market efficiency, which are the rationality of investors, dependent deviations from rationality and arbitrage. Three forms are divided by researcher according to the availability of information. The first one is Weak Form. The price in this form were just focused the past stock price. This is the cheapest, easiest strategy to find the pattern in stock price. But the future information is random due to random walk hypothesis therefore it is unable to generate any profit. The Semistrong Form will appear when all information is publicly available, including the historical price information. The price should rise at once when the news release and no chance for profit when the investor analysis the information. The Strong Form appears in which the price reflects all information publicly or privately on market. Secret news or insider’s news is useless for investors to earn profit in this form. Arbitrage will generates profit from the rationally purchase and sale of similar stocks in market in order to make the profit riskless. The rationally decision is included estimate the business rationally and methodically. So in Weak Form just need to obtain the historical stock information is enough for knowing the different of price. But financial statement, economic and politic situation is needed to consider in order to obtain the arbitrage in Semistrong Form. And some private information like the purchase of resources or amalgamations of firms are needed for understands in order to obtain arbitrage in Strong Form. Q2. Below are the advantage and disadvantage of different investment rules. Net Present Value is used to calculate the net change in company’s asset with respect to a project after considering the time value of money. So company can base on the result to make the decision, where positive NPV should accept the project. The advantage of NPV is accurate to obtain the best decision since it can fairly rank different projects and classify them by their size and duration. Because NPV consider and apply cash flow and discount rate, difficult to estimate and full of uncertainty of these two elements will be the disadvantage of NPV. Payback period is used to make decision by comparing break-even point that the project can payback within a predetermined cutoff. The advantage of it is simple and directly analysis. Also, it is useful for short-term project that cash management is the first priority since it payback mainly focus on liquidity of the project. The disadvantage is payback ignore time value of money and the cash flow after cutoff period, so some cost may neglected and cause an inaccurate result. Discounted Payback Period will convert the cash flow as the present value and compare the discounted break-even point that the project can discounted cash flows payback within a predetermined cutoff. Since the calculating is similar with Payback so they share their advantage and disadvantage. Since the time value of money is considered so result can be more accurate, but it also specified the discount rate so the analysis will become more complicated. Internal Rate of Return is the discount rate that NPV become zero. It will accept the project that has a greater discount rate compare to IRR. It is usually used because it is easy for manager to find out the rate of return. But it is no accurate when the project have some non-normal cash flow or when evaluating mutually exclusive projects. Finally, Profitability index is used to measure profitability among different projects. It obtains present value by discounting the cash flow. With formula: benefit/cost ratio, profit of all positive NPV project can be ranked properly. Therefore it is useful for manager to rank and select suitable projects through the list. But discount rate is difficult to calculate because it is very uncertain. And profitability index will be broken down by other resource constraints. In conclusion, there are similarities between some investment rules. NPV, IRR and PI consider the time value of money while the left rules do not. Although it is more complicated when computing with discount rate, the more accurate and detailed result can be work out so it is worth to do so, just like the rules discounted payback period and payback period. Moreover, IRR can give the accurate result to manager quickly, but it may affect by the non-normal cash flow. Therefore using NPV may be the right choice of rules to evaluating mutually exclusive projects. As a result, managers should choose different rules for particular situations.

The Code Of Hammurabi History Essay

The Code Of Hammurabi History Essay Almost 4,000 years ago, King Hammurabi ruled the kingdom of Babylon, a part of Mesopotamia. He gave the world one of its oldest sets of laws. Archaeologists found the Code (collection of laws) of Hammuraabi carved on a black stone slab. An eye for an eye was the rule of the day. People who hurt others could expect the same fate or worse. The code also dealt with business and civilization issues. An example of Hammurabis code: If a builder builds a house for someone and does not construct it properly, and the house which he built falls in and kills its owner, then that builder shall be put to death. The collection of rules was compiled toward the end of the forty-three year reign of Hammurabi (r. 1792-1750 B.C.E.), sixth ruler of the First Dynasty of Babylon, the king who directed the great political expansion of the empire and organized a complex and sophisticated government and military bureaucracy to administer it. He defeated powerful rival kingdoms and extended his political and diplomatic influence throughout the ancient Near East. The code of Hammurabi is the longest and best organized of the law collections from Mesopotamia. It draws on the traditions of earlier law collections and doubtless influenced those that came later. The composition consists of a lengthy prologue, between 275 and 300 law provisions, and an epilogue. The prologue stresses the gods appointment of Hammurabi as ruler of his people, his role as guardian and protector of the weak and powerless, and his care and attention to the cultic needs of the patron deities of the many cities incorporated into his realm. The laws of this composition, inscribed on imposing black stone stelas, stand as evidence of Hammurabis worthiness to rule. The complex first provision of the Laws of Hammurabi (LH) involve homicide and serve to establish immediately the states right to impose the death penalty on a subject: LH 1 If a man accuses another man and charges him with homicide but then cannot bring proof against him, his accuser shall be killed. In formulating LH 1 in this manner, a number of pieces of information about the legal system are revealed: that a private individual (and not necessarily only an official body or officer) may bring charges against another person; that such charges must be substantiated in some way; and that a false accuser suffers the penalty he sought for his intended victim. The epilogue emphasizes the king as military leader who brings peace to his subjects. It explicitly states that these laws were inscribed on a stela and publicly displayed in order to testify to Hammurabis righteous and just rule, to bring consolation to anyone seeking justice, and to serve as an example for future rulers. It seeks blessings for Hammurabi from his successors and the beneficiaries of his legacy; it blesses them if they treat his Stella and laws with respect; and it brings down the terrible curses of the great gods against any who would violate the path Hammurabi opened or who would mutilate or desecrate his monument. The LH is known from numerous manuscripts, copied and recopied over the centuries in the scribal centers of Mesopotamia. The most complete and famous exemplar is the black stone stela, now housed in the Musee du Louvre, Paris, excavated in 1901-1902 by archaeological teams working in the ancient Elamite capital Susa. The stela, one of several that were erected in Babylonian cities, was taken as booty to Susa in the twelfth century B.C.E. by the Elamite ruler Shutruk-Nahhunte I, probably from Sippar, from which he also plundered monuments of other Mesopotamian rulers. The Louvre stela, which forms the basis of every edition of the Laws, is a pillar of diorite almost seven and a half feet tall. On the top, covering almost one-third of the stela, is an imposing scene of the sun-god Shamash, god of justice, seated on his throne, and standing before him the king Hammurabi. The precise interpretation of this scene-that the god is dictating the laws to the king, or that the king is offering the laws to the god, or that the king is accepting the rod and ring that are the emblems of temple-building and sovereignty-is debated, but the iconographic message it communicated to even the illiterate must have been clear: King Hammurabi and the god of justice Shamash together protect the people of Babylonia. The physically imposing Louvre stela, like other monumental inscriptions of its time, is inscribed in an archaic ductus and in the direction employed earlier, before the script was turned ninety degrees counterclockwise; the visual impact of the script and the orientation, along with the archaizing, literary language used in the prologue and epilogue that frame the collection of rules, magnify the authority of the composition. The columns of the text inscribed on the stela are written in bands across the front and then the back of the circumference, beginning immediately below the throne of the god Shamash; the prologue and epilogue each occupy about five columns, and the series of legal provisions occupies about forty-one columns. The changes during Old Babylonian period involved agriculture and landscapes, relevant old Babylonian records, socio-economic trends, local notables and officials and also notable women. The Tigris and Euphrates continued to be, the most actively shaping forces in ongoing, incessant processes of landscape formation and alteration. During late spring, floods, course avulsions were common through breaches in the river banks. Canal construction, whether for irrigation or for boat and barge bulk transport, has always been a significant contributing factor. Shifting overall pattern of canalized water withdrawals also contribute to second-order instabilities far downstream of particular instances of human intervention. Maps illustrating current, still evolving understandings of Tigris-Euphrates courses for the upper alluvium in Ur III Old Babylonian times can be found for the northern alluvium. At around the end of Ur III, there is good evidence of major westward movements of some Euphrat es courses, and also of apparently substantial reductions in the ancient Idigna branch of the Tigris. The extension of much of the entire field of communications from state-controlled circles to wider, more heterogeneous, unofficial and private ones introduces the issue of agency. The agency probably does also induces a less narrowly focused interest in the products of routinized bureaucracy and opens the way to pursue ancient life-histories and to map their interactions systematically. Several major socioeconomic features characterize the Old Babylonian period. The first and most ominous, mainly in the northern alluvium, was the onset of a growing impoverishment of the general population of agriculturalists. Land was at first widely for sale there, but as disparities grew a stratum of relatively wealthy creditors made its appearance. As holdings became even more concentrated in the hands of large organizations throughout Babylonia, and as palace and temple interconnections with these private bodies were forcefully supported by the king,the trends seem to have converged. Van de Mieroop is surely right to caution us that a constant interaction between rural and urban populations must have existed, and an antagonism between the two should not be assumed An informal and unattested, as well as a formal flow of goods and acts of reciprocity was vital to both. Meanwhile, the convenience and flexibility of transactions conducted in silver led to a withering of royal interest in active economic intervention. The palace no longer generally accepted payments in kind. A council of elders (Ã…Â ¡Ãƒ Ã¢â€š ¬botum) and popular assemblages (alum, karum, puIrum) became strong enough to have survived later even under Hammurabis overbearing control as community organs of self-government that coexisted with the state. Judges (who acted not individually but collectively) played a part, as sometimes did royal representatives with consensual dicisions on peace and war. While men were the most active in business, some women collaborated with their husbands in real estate, slave and adoption transactions, and in jointly obtaining loans. Widows maintained some control of joint property after their husbands death, and sons were obliged to support them during their lifetime.

CASUAL DRESS DAYS :: Essays Papers

CASUAL DRESS DAYS INTRODUCTION Many businesses have begun using a casual dress policy on certain days. Implementing dress-down days may be an effective way to boost employee morale. The question that seems to pop up too often is whether dress-down days are a benefit or burden to the company. Many companies have adopted Friday as a casual or dress-down day, while others have made casual business attire a full-time policy. Some employees view wearing casual business clothing as an employee benefit. To others, it is a disaster. Both men and women are often confused about what "casual" means and about how to dress casually and still look professional. Some people in management positions feel employees goof off on casual dress day. This report will look at all these issues as well as a conclusion about the effectiveness of casual dress days. CASUAL DRESS DAY DEFINITION Definition and Description The definition of casual-dress days is dependent upon such variables as gender, geographic location, type of firm, and the day's activities. For instance, dressing casually for an accountant means khakis with a nice shirt. Someone who works as a high school teacher may be able to wear jeans and a nice shirt. Most businesses do not see T-shirts as an acceptable form of attire. Although it may be a casual dress day, clothing should still be neat, clean, and pressed. Clothing should not be offensive, tasteless, revealing, or sloppy. If an employee feels he or she might be underdressed, he or she probably is. Businesses That Have Casual-Dress Days Many businesses have adopted casual-dress days as a tool to boost employee morale. Management likes to use this as a benefit because it is free. Types of businesses that have casual-dress days are businesses in which employees do not have many interactions with clients. Accounting firms, insurance companies, and many corporate offices use the casual-dress policy. These businesses have casual-dress days to increase worker productivity, to have more open communication between staff and managers, cost savings to employees because casual business wear is less expensive, and improved work quality. Many companies do not have casual-dress days because there are many ways wearing casual clothing can hurt business. Employees may interpret the word casual too liberally and wear inappropriate clothing. The professional image may also be weakened if clients feel employees are too casual to be entrusted with their business.

Legal Development of Abortion Essay -- Argumentative Persuasive Topics

Legal Development of Abortion      Ã‚  Ã‚   This essay traces the development of abortion law in English and American society up to the time of Roe v. Wade in 1973. Beginning with Biblical citations, the essay researches the Early Church Fathers on the issue; the American colonies; developments of the 1800's which caused change, and so on.    Up to the time of the Protestant Reformation, the English society inherited its traditional anti-abortion law from the Church practice of 1500 years standing; which belief began even before Christianity as part of the Old Testament Jewish belief. The Old Testament tells us: "Death was not God's doing, he takes no pleasure in the extinction of the living" (Wis. 1:13). What is willed is life, and in the visible universe everything has been made for man, who is the image of God and the world's crowning glory (Gen. 1:26-28). In the Christian tradition, the Early Church Fathers taught in The Didache, perhaps the first Christian catechism from 70-90AD, the following in chapter 2, verses 1-2: "The second commandment of the teaching: You shall not murder. You shall not commit adultery. You shall not seduce boys. You shall not commit fornication. You shall not steal. You shall not practice magic. You shall not use potions. You shall not procure [an] abortion, nor destroy a newborn child." (Ju rgens vol.1,p.2)    The colonies inherited English Common Law and largely operated under it until well into the 19th century. English Common Law forbade abortion. Abortion prior to quickening was a misdemeanor. Abortion after quickening (feeling life) was a felony. This bifid punishment, inherited from earlier ecclesiastic law, stemmed from earlier "knowledge" regarding human reproduction.    In... ...ial state (pre-polled at 60% pro-abortion), voted 63% against abortion. It seemed obvious that most people did not want abortion. But, on January 22, 1973, the U.S. Supreme Court ruled, and abortion was imposed from the top down. (Roe)    WORKS CITED: Dellapenna,J. The History of Abortion: Technology, Morality, and Law, University of Pittsburgh Law Review, 1979 Quay, Justifiable Abortion-Medical and Legal Foundations, Georgetown Univ., Law Review, 1960-1961 Jurgens, William A. The Faith of the Early Fathers. N.p.: Liturgical Press, 1998. Roe vs. Wade, U.S. Supreme Court410 U.S. 113, 1973 Doe vs. Bolton, U.S. Supreme Court 410 U.S. 179, 1973 Washington Post April 27, 1981 Women and Abortion, Prospects of Criminal Charges Monograph, American Center for Bioethics, 422 C St., NE, Washington, DC 20002, Spring 1983 Legal Development of Abortion Essay -- Argumentative Persuasive Topics Legal Development of Abortion      Ã‚  Ã‚   This essay traces the development of abortion law in English and American society up to the time of Roe v. Wade in 1973. Beginning with Biblical citations, the essay researches the Early Church Fathers on the issue; the American colonies; developments of the 1800's which caused change, and so on.    Up to the time of the Protestant Reformation, the English society inherited its traditional anti-abortion law from the Church practice of 1500 years standing; which belief began even before Christianity as part of the Old Testament Jewish belief. The Old Testament tells us: "Death was not God's doing, he takes no pleasure in the extinction of the living" (Wis. 1:13). What is willed is life, and in the visible universe everything has been made for man, who is the image of God and the world's crowning glory (Gen. 1:26-28). In the Christian tradition, the Early Church Fathers taught in The Didache, perhaps the first Christian catechism from 70-90AD, the following in chapter 2, verses 1-2: "The second commandment of the teaching: You shall not murder. You shall not commit adultery. You shall not seduce boys. You shall not commit fornication. You shall not steal. You shall not practice magic. You shall not use potions. You shall not procure [an] abortion, nor destroy a newborn child." (Ju rgens vol.1,p.2)    The colonies inherited English Common Law and largely operated under it until well into the 19th century. English Common Law forbade abortion. Abortion prior to quickening was a misdemeanor. Abortion after quickening (feeling life) was a felony. This bifid punishment, inherited from earlier ecclesiastic law, stemmed from earlier "knowledge" regarding human reproduction.    In... ...ial state (pre-polled at 60% pro-abortion), voted 63% against abortion. It seemed obvious that most people did not want abortion. But, on January 22, 1973, the U.S. Supreme Court ruled, and abortion was imposed from the top down. (Roe)    WORKS CITED: Dellapenna,J. The History of Abortion: Technology, Morality, and Law, University of Pittsburgh Law Review, 1979 Quay, Justifiable Abortion-Medical and Legal Foundations, Georgetown Univ., Law Review, 1960-1961 Jurgens, William A. The Faith of the Early Fathers. N.p.: Liturgical Press, 1998. Roe vs. Wade, U.S. Supreme Court410 U.S. 113, 1973 Doe vs. Bolton, U.S. Supreme Court 410 U.S. 179, 1973 Washington Post April 27, 1981 Women and Abortion, Prospects of Criminal Charges Monograph, American Center for Bioethics, 422 C St., NE, Washington, DC 20002, Spring 1983

Do Aliens exists Essay

Many people think that aliens exist, but others do not agree. We live in a world in which everything is possible. As far as I know, according to the statistics, the public in general tend to believe that the aliens do exist. As for me I tend to consider that the aliens really exist. Let us start by considering the facts. First and foremost, almost every day we watch TV and it is absolutely normal when channels transmits the program about the Unidentified Flying Object. I think if television transmits such programs, it means that these facts are scientifically proven and then people can choose whether believe in it or not. To draw the conclusion, one can say that â€Å"something† really exist. There are a great number of facts of the UFO existence in books, the Internet and TV programs. So it’s up to everybody to decide whether to believe in it or not. I think that in future people and the aliens will even be able to cooperate with each other and make new discoveries. â€Å"Not an encounter with aliens, no. I’ve seen a UFO, about 120 miles north of Toronto, over Lake Muskoka, where I have a cottage,† he admitted. Hellyer said he and his wife had been looking at the stars when they spotted a UFO. â€Å"We watched it until our necks almost broke for about 20 minutes, and it was definitely a UFO because it could change position in the sky by three or four degrees in three or four seconds,† he said. Hellyer went on to say that when he was minister, he received plenty of â€Å"sighting reports,† though about 80 percent of them were â€Å"sights of Venus or of plasma or a dozen other things.† â€Å"But there were 15 percent or 20 percent for which there was no explanation, and they were the genuine unidentified flying objects,† he added. Hellyer said he’s hopeful someone will crack the case and share their findings with the world that aliens do exist. â€Å"There’s just so much evidence, if anybody will take time off to do a little bit of research and  study†¦There’s just a lot of information out there and it doesn’t take very long to get your hands on it.† Lots of people believe in extraterrestrial life forms, but not many can give specific details about what they look like and where they’re living. But that’s just what Paul Hellyer, the now-90-year-old former defense minister of Canada, did in his recent interview with Russia Today, claiming there are 80 different species of alien life, from places like Andromeda, Pleiades and Zeta Reticuli, and some look just like us. â€Å"The latest reports that I’ve been getting from various sources are that there are about 80 different species and some of them look just like us and they could walk down the street and you wouldn’t know if you walked past one,† said Hellyer, who served during the Cold War, who went public with his theories on extraterrestrial life in 2005, The National Post reported. â€Å"They are what we call ‘Nordic Blondes’ and also the Tall Whites who were actually working with the U.S. air force in Nevada. They’re able to get away with that; they had a couple of their ladies dressed as nuns go into Las Vegas to shop and they weren’t detected. †¦ Then there’s the Short Greys as they are called, and they are the ones you see in most of the cartoons, they have very slim arms and legs, they are very short, just a little over 5 feet, and they have a great big head and great big brown eyes. But there are different species and you have to know that they are different species and know that they all are different. If you saw the Short Greys, you’d certainly know there’s something up that you’ve never seen before, but if you saw one of the Nordic Blondes, you’d probably say, â€Å"I wonder if she’s from Denmark or somewhere.† But fear not: Hellyer said most of the aliens who have â€Å"been visiting our planet for thousands of years† are â€Å"benign and benevolent, and they do want to help us, [but] there may be one or two species which do not.† However, he does believe that these species, who have a â€Å"long history† — he said he knows of 50 reports of UFOs during the Cold War — are concerned about unconventional warfare. â€Å"Since we invented the atomic bomb and they are very concerned about that and the fact that we might use it again, and because the Cosmos is a unity and it affects not just us but other people in the Cosmos, they are very much afraid that we might be stupid enough to start using atomic weapons again, and this would be very bad for us and for them as well,† he said.

How Can Leaders Motivate Staff In Order To Improve Productivity And Job Satisfaction?

How can leaders motivate staff in order to improve productivity and job satisfaction? The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader.The essay will analyse both the intrinsic and extrinsic factors that are relative to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of employees. The ‘Classical Perspective’ was exercised by theorists such as Frederick Taylor and Henri Fayol who both incorporated aspects of the classical approach into their management theories.The approach has specific characteristics that make it simple to distinguish which theories can be associated; the general idea is that theorists using the classical approach viewed the employees as components of a production process rather than as individuals. The classical management style they applied to their theories ensured that the focus was entirely on an individual’s extrinsic needs such as; monetary incentives, level of working conditions, labour division and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, hierarchical structure and the use of autocratic leadership. 1 Frederick Taylor’s theory of Scientific Management suggests that a worker’s productivity will increase when given monetary incentives. Taylor believed that the employees would be motivated to produce more if paid for the completion of a task. Taylor measured and timed tasks in order to find an average completion time; if workers exceeded that they were to be paid extra.Roles were concise; managers to plan and train, and workers to perform. A leader of a manufacturing company could implement Taylor’s idea of a ‘piece-rate system’ with the intention of motivating the staff to improve productivity. Job satisfaction may potentially increase for some of the employees; specifically the individuals that have the correct skills to produce more as they will be receiving a higher salary.2 3 Henri Fayol’s theory of Classical Management was concerned with competence on an organisational level, Fayol devised 14 Principles of Management that he believed explained how managers should organise and communicate with employees. Fayol’s principles involved the use of discipline, autocratic leadership, teams having the same objective with one manager and one plan, the importance of group interests over individual interests, remuneration, hierarchical structure, good working conditions and stability of labour turnover.Using Fayol’s principles could help a lea der guarantee that workers are correctly organised whilst ensuring the workers are motivated to improve their productivity and job satisfaction. 4 5 The introduction of monetary incentives based upon work output (remuneration) could motivate employees to produce more whilst increasing their job satisfaction, as they would receiving higher pay. Delegating controlled freedom could improve the employee’s productivity and job satisfaction as they may feel they have more of an opportunity to contribute, potentially increasing their work output.Promoting team spirit and unity within a workplace may improve job satisfaction and productivity as working in a team allows all of the collective members to contribute complementary skills to the overall task and as a result the overall output and performance of each individual may increase; if work output and performance increases the individual’s self-esteem is likely to increase alongside job satisfaction.Ensuring stability of ten ure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure then they are likely to be happier in the role and are also likely to focus on the work more as they will be worrying and focusing less on potential redundancy or dismissal. 6 7 In addition to the Classical Perspective there’s also the Humanistic Perspective consisting of three subfields; Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton Mayo integrated the Humanistic Approach into their management theories. There are specific factors that distinguish whether a theory uses the Humanistic Perspective; the humanistic approaches all emphasise the importance of understanding human behaviour, needs and attitude within the working environment. The Humanistic Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human needs are the conclusive factor to achieving efficiency wit hin an organisation.Elton Mayo’s association with the ‘Hawthorne Studies’ provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayo’s studies was on the worker rather than the work; this was revolutionary as previous theorists had only concentrated on the labour. Elton Mayo initially carried out a study into physical working conditions and productivity but his results ended up being a series of studies into social factors.The results from Elton Mayo’s studies showed that the initial factors of analysis such as working conditions were not influencing the employee’s increase in productivity and motivation; it was the fact the workers were responding to being the centre of attention, a member of a team and feeling a sense of recognition. The findings showed that social relationships in the workplace were just as important as monetary incentives and good working conditions relating to the product ivity and job satisfaction of an employee.Elton Mayo’s studies were more factual than theoretical; the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayo’s ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are likely to feel more motivated to increase their productivity; a manager’s relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is likely to increase their work output if they know they are being supervised.If a manager were to apply the action of team work into their organisation then the workers may feel a sense of unity; building good colleague relations may increase the employee’s job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working p erformance; if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another essential theorist that used the Humanistic Approach within their management theory was Abraham Maslow. Maslow studied human motivation; his findings gave him the incentive to develop a hierarchical model relating to human needs. Maslow’s theory influenced the development of management in the 1950s/60s; the simplicity of the model and the idea of levelled needs made it a favourable approach to managers. Maslow’s ‘Hierarchy of Needs’ consists of five levels of needs (physiological, safety, belongingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the bottom of the hierarchy and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The the ory puts forth the idea that if an individual’s stronger needs are threatened then they cannot begin to fulfil the weaker needs. The theory suggests that if a category of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unsatisfied needs being dominant.Maslow’s theory relates to motivation in regards to productivity and job satisfaction; an individual cannot be motivated to be productive if certain needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a worker’s needs are met if they want them to increase their productivity. 16 17 18 The Hierarchy of needs provides useful framework for managers relating to the ways in which the employee’s motivation can be met.Although the systematic movement from the bottom to top of the hierarchy is not necessarily representative of all individuals the theory still provides an outline for managers to use when trying to motivate employees. If a manager ensures that the employee’s physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the desire for achievement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide positive emotion. If a manager regularly ensures the individual’s needs are being met and exceeded their motivation for productivity and job satisfaction will theoretically increase.In conclusion it is clear that both perspectives of management can be effective when increasing an em ployee’s productivity and job satisfaction. The classical approach can in theory increase an individual’s productivity and job satisfaction although the way in which the manager’s view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as factory work; if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslow’s hierarchy does not necessarily apply to the diverse range of personalities of individuals. Mayo’s findings may also be biased due to the sector he researched; therefore they may not relate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanist ic and classical theories they could then ensure their management style is applicable to the sector of work. How can leaders motivate staff in order to improve productivity and job satisfaction? How can leaders motivate staff in order to improve productivity and job satisfaction? The purpose of this essay is to highlight the use of management theories in relation to productivity and job satisfaction. This essay shall discuss how leaders can motivate employees in order to improve the overall productivity and job satisfaction. I will be looking at theories in relation to how they are categorised, also how different management theories can be implemented by a leader.The essay will analyse both the intrinsic and extrinsic factors that are relative to applicable management theories and from the analysis there will be a justification of methods the writer believes to be the most suitable for the leadership and motivation of employees. The ‘Classical Perspective’ was exercised by theorists such as Frederick Taylor and Henri Fayol who both incorporated aspects of the classical approach into their management theories.The approach has specific characteristics that make it simple to distinguish which theories can be associated; the general idea is that theorists using the classical approach viewed the employees as components of a production process rather than as individuals. The classical management style they applied to their theories ensured that the focus was entirely on an individual’s extrinsic needs such as; monetary incentives, level of working conditions, labour division and quantity.The theorists concentrated on aspects such as systematic analysis, remuneration, hierarchical structure and the use of autocratic leadership. 1 Frederick Taylor’s theory of Scientific Management suggests that a worker’s productivity will increase when given monetary incentives. Taylor believed that the employees would be motivated to produce more if paid for the completion of a task. Taylor measured and timed tasks in order to find an average completion time; if workers exceeded that they were to be paid extra.Roles were concise; managers to plan and train, and workers to perform. A leader of a manufacturing company could implement Taylor’s idea of a ‘piece-rate system’ with the intention of motivating the staff to improve productivity. Job satisfaction may potentially increase for some of the employees; specifically the individuals that have the correct skills to produce more as they will be receiving a higher salary.2 3 Henri Fayol’s theory of Classical Management was concerned with competence on an organisational level, Fayol devised 14 Principles of Management that he believed explained how managers should organise and communicate with employees. Fayol’s principles involved the use of discipline, autocratic leadership, teams having the same objective with one manager and one plan, the importance of group interests over individual interests, remuneration, hierarchical structure, good working conditions and stability of labour turnover.Using Fayol’s principles could help a lea der guarantee that workers are correctly organised whilst ensuring the workers are motivated to improve their productivity and job satisfaction. 4 5 The introduction of monetary incentives based upon work output (remuneration) could motivate employees to produce more whilst increasing their job satisfaction, as they would receiving higher pay. Delegating controlled freedom could improve the employee’s productivity and job satisfaction as they may feel they have more of an opportunity to contribute, potentially increasing their work output.Promoting team spirit and unity within a workplace may improve job satisfaction and productivity as working in a team allows all of the collective members to contribute complementary skills to the overall task and as a result the overall output and performance of each individual may increase; if work output and performance increases the individual’s self-esteem is likely to increase alongside job satisfaction.Ensuring stability of ten ure may motivate improvement of productivity and job satisfaction, if an employee feels their job is secure then they are likely to be happier in the role and are also likely to focus on the work more as they will be worrying and focusing less on potential redundancy or dismissal. 6 7 In addition to the Classical Perspective there’s also the Humanistic Perspective consisting of three subfields; Human Relations, Human Resources and Behaviour Sciences.Theorists such as Abraham Maslow and Elton Mayo integrated the Humanistic Approach into their management theories. There are specific factors that distinguish whether a theory uses the Humanistic Perspective; the humanistic approaches all emphasise the importance of understanding human behaviour, needs and attitude within the working environment. The Humanistic Perspective focuses on both extrinsic and intrinsic factors of an individual. The central idea is that the human needs are the conclusive factor to achieving efficiency wit hin an organisation.Elton Mayo’s association with the ‘Hawthorne Studies’ provided a stimulating effect to the understandings of the human factor at work. The focus within Elton Mayo’s studies was on the worker rather than the work; this was revolutionary as previous theorists had only concentrated on the labour. Elton Mayo initially carried out a study into physical working conditions and productivity but his results ended up being a series of studies into social factors.The results from Elton Mayo’s studies showed that the initial factors of analysis such as working conditions were not influencing the employee’s increase in productivity and motivation; it was the fact the workers were responding to being the centre of attention, a member of a team and feeling a sense of recognition. The findings showed that social relationships in the workplace were just as important as monetary incentives and good working conditions relating to the product ivity and job satisfaction of an employee.Elton Mayo’s studies were more factual than theoretical; the findings provided a clear representation of the importance of social factors at work. A leader could apply some of Mayo’s ideas into their management techniques in order to improve productivity and job satisfaction. If the workers are given recognition they are likely to feel more motivated to increase their productivity; a manager’s relationship and focus on the individuals will also provide them with the feeling of being centre of attention which is likely to increase their work output if they know they are being supervised.If a manager were to apply the action of team work into their organisation then the workers may feel a sense of unity; building good colleague relations may increase the employee’s job satisfaction. Working in a team allows all the individuals to contribute their complementary skills potentially resulting in overall better working p erformance; if working performance increases and the employees are given recognition they are likely to continue their hard work and also increase job satisfaction.Another essential theorist that used the Humanistic Approach within their management theory was Abraham Maslow. Maslow studied human motivation; his findings gave him the incentive to develop a hierarchical model relating to human needs. Maslow’s theory influenced the development of management in the 1950s/60s; the simplicity of the model and the idea of levelled needs made it a favourable approach to managers. Maslow’s ‘Hierarchy of Needs’ consists of five levels of needs (physiological, safety, belongingness and love, esteem and self-actualisation), it is organised in order of influence upon theindividual. The stronger needs (physiological and safety) are at the bottom of the hierarchy and the weaker needs (belongingness and love, esteem and self-actualisation) are at the top. 13 14 15 The the ory puts forth the idea that if an individual’s stronger needs are threatened then they cannot begin to fulfil the weaker needs. The theory suggests that if a category of needs is not met then the individual cannot proceed to fulfil the higher level needs, this is due to the unsatisfied needs being dominant.Maslow’s theory relates to motivation in regards to productivity and job satisfaction; an individual cannot be motivated to be productive if certain needs are threatened or not met. An individual may not be satisfied in their job if needs are threatened or not met, theoretically it is crucial for a manager to ensure a worker’s needs are met if they want them to increase their productivity. 16 17 18 The Hierarchy of needs provides useful framework for managers relating to the ways in which the employee’s motivation can be met.Although the systematic movement from the bottom to top of the hierarchy is not necessarily representative of all individuals the theory still provides an outline for managers to use when trying to motivate employees. If a manager ensures that the employee’s physiological, safety and belonging needs are met within the work place then the individual is likely to be motivated towards the esteem needs such as the desire for achievement, adequacy, mastery, competence, recognition, attention and glory.If the individual is motivated towards the esteem needs they are likely to increase their productivity as it is relevant to the desires of the category. If the individual esteem needs are being met then the individual is likely to feel a sense of job satisfaction as feelings such as glory, achievement and recognition provide positive emotion. If a manager regularly ensures the individual’s needs are being met and exceeded their motivation for productivity and job satisfaction will theoretically increase.19 20 21 In conclusion it is clear that both perspectives of management can be effective when increas ing an employee’s productivity and job satisfaction. The classical approach can in theory increase an individual’s productivity and job satisfaction although the way in which the manager’s view the individuals as human machines potentially degrades the individuals and as a result their job satisfaction could decrease. The theories developed by Taylor and Fayol may only be applicable to specific job sectors such as factory work; if a manager applied the use of piece-rate and division of work it may not be relevant for use.The humanistic approach is likely to increase productivity and job satisfaction however the systematic movement in Maslow’s hierarchy does not necessarily apply to the diverse range of personalities of individuals. Mayo’s findings may also be biased due to the sector he researched; therefore they may not relate to productivity and job satisfaction in all fields. Overall if a manager were to combine the most relevant ideas from both humanistic and classical theories they could then ensure their management style is applicable to the sector of work.