4 Important Qualities of Women Leaders

When it comes to leadership, does gender matter? Is there a difference between women leaders and men who lead? If so, what are the unique qualities of female leadership that the most effective women leaders possess, and are they unique to women? Caliper Study In 2005, a year-long study conducted by Caliper, a Princeton, New Jersey-based management consulting firm, and Aurora, a London-based organization that advances women, identified a number of characteristics that distinguish women leaders from men when it comes to qualities of leadership: Women leaders are more assertive and persuasive, have a stronger need to get things done and are more willing to take risks than male leaders... Women leaders were also found to be more empathetic and flexible, as well as stronger in interpersonal skills than their male counterparts... enabl[ing] them to read situations accurately and take information in from all sides... These women leaders are able to bring others around to their point of view... because they genuinely understand and care about where others are coming from... so that the people they are leading feel more understood, supported and valued. Four Qualities of Women Leaders The Caliper study findings are summarized into four specific statements about womens leadership qualities: Women leaders are more persuasive than their male counterparts.When feeling the sting of rejection, women leaders learn from adversity and carry on with an Ill show you attitude.Women leaders demonstrate an inclusive, team-building leadership style of problem-solving and decision making.Women leaders are more likely to ignore rules and take risks. In her book Why the Best Man for the Job is a Woman: The Unique Female Qualities of Leadership, author Esther Wachs Book examined the careers of fourteen top female executives—among them Meg Whitman, President, and CEO of eBay—to learn what makes them so successful. What she discovered echoes the Caliper study, including a willingness to reinvent the rules; an ability to sell their visions; the determination to turn challenges into opportunities; and a focus on high touch in a high-tech business world. Conclusions This evidence that the leadership style of women in power is not simply unique, but possibly at odds with what men practice, begs the question: Do these qualities have value in the marketplace? Is this type of leadership welcomed by society and by the public and private sector? Dr. Musimbi Kanyoro, the World YWCA Secretary-General, says attitudes toward leadership are changing, and what women offer is essential: Domination as a leadership style is becoming less and less popular. There is a new growing appreciation of...those traits that women use to keep families together and to organize volunteers to unite and make change in the shared life of communities. These newly admired leadership qualities of shared leadership; nurturance and doing good for others are today not only sought after but also indeed needed to make a difference in the world....A feminine way of leading includes helping the world to understand and be principled about values that really matter. Sources:   Women Leaders Study: The Qualities That Distinguish Women Leaders.  Caliperonline.com.Kanyoro, Musimbi. Challenges to Womens Leadership. Speech in honor of YWCA of Salt Lake centennial celebration. 13 July 2006.Are Women Natural Leaders, and Men†¦the Opposite? KnowledgeWharton, University of Pennsylvania 8 November 2000.

King Prithivi Narayan Shah The Conflict Of Interests...

After defeating the incumbent prime minister, KP Oli is in the process of forming a new government in Nepal. He faces daunting challenges -- both old and new -- in the days ahead. Let us start with the old challenges. National interest drives the foreign policy of each country. Both India and China prefer a seamlessly friendly government in Nepal, which is not possible given the strategic contest and territorial conflict between them. King Prithivi Narayan Shah understood the conflict of interests between the two neighbors, characterized his newly unified kingdom as a yam between two large boulders, and counselled his courtiers to keep both neighbors at arm s length. Over time, Nepali rulers forgot the unifier s counsel. Nepal fought two wars with Tibet-China and two with British India. Following the loss of the second war with its southern neighbor, Nepal was forced to cede one-third of its territory, most of it fertile plains, and much of its sovereign freedom under the Sugauli Treaty of 1815. Jang Bahadur Rana restored some of the lost land by helping the British quell the Sepoy Mutiny of 1857, but the rest of the land and much of sovereignty remain irritrievable up to this day. China did not pay much attention to Nepal until in grew economically and strategically into a global power. Since the turn of the new century, Beijing has begun to take interest in Nepali politics, complicating Kathmandu s foreign relations with its immediate neighbors. Lord PalmerstonShow MoreRelatedForeign Policy Problem For Nepal1123 Words   |  5 Pagescountry is driven by its national interest. Both India and China prefer a seamlessly friendly government in Kathmandu, which is not possible given their strategic contest and territorial conflict. This creates an irreconcilable foreign policy problem for Nepal. This problem has been so as old as the unified Nepal. King Prithivi Narayan Shah understood this conflict of interests between the two neighbors, characterized his newly unified kingdom as a yam between two large boulders, and counselled his

Untitled Essay Research Paper Hmmmm I havent free essay sample

Untitled Essay, Research Paper Hmmmm? I haven? T seen that many dramas, but I did see this one, so here comes the reappraisal. Produced by Andrew Lloyd Webber, Cats is non his most celebrated production. Webber besides did the Phantom of the Opera. I? ve neer seen? Phantom? , but I would conceive of it is better than Cats. That? s non to state Cats was peculiarly bad, merely cheesy. Equally far as my sentiment is concerned, the dramas merely salvaging grace was the fact I was with Kim, my girlfriend, and in a good mood.As I entered the Fox, which I? d neer attended before, I saw an huge construction full of intricate carvings, and beautiful people. After I took a speedy trip to the small male child? s room, we rushed down the aisle to our seats. The visible radiations dimmed and the aisles filled with the histrions in full uniform, complete with glowing eyes. We will write a custom essay sample on Untitled Essay Research Paper Hmmmm I havent or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They retreated back up the rows and took to the phase. They broke into vocal, and the show began. An account of who the cats were was the first thing to be told. Apparently, T hey are a select group of feline. Each year the ?head cat?, Deuteronomy, picks one cat to got to, somewhere, and come back. Oh yeah the cats are referred to as ?the Jellicle cats.? Along the way of introducing various ?cats? a really scrubby cat comes along. Now this poor cat gets all scratched and stuff by the ?coo? ?Jellicle?s.? After this cat is shown, unfortunately, ?Macavity?, an evil cat, kidnaps Deuteronomy. While the entire cast is all in an uproar, Mr. Mustofolees, the magical cat, come and makes Deuteronomy reappear out of nowhere. In the end, of course, Deuteronomy picks the scrubby kitty to go up to ?heaven?, and be ?reborn.?I must admit that I didn?t quite get the story line. But if you?d like to be sure of the story it?s based on a book by T.S. Elliot. The book is called Mr. Possum?s blah blah blah. So please do me a favor. Go and find someone you really care about, spend a bunch of money on Cats tickets, and go have a good time. C?mon I guarantee you?ll really enjoy yourself.

The Universal Baseball Association Essays - Dukes Of Normandy

The Universal Baseball Association The disappearance of Henry in the final chapter adds a certain ambiguity to Coover's text. Readers must question why Henry is not present and the reasoning behind his disappearance from the final chapter; has he merged to become one person with the players he created, have his players and league progressed to a maturity in which they no longer need him, or has Henry crossed the line of insanity causing the league itself to turn into a chaotic mess. The possibility exists that Henry has merged to become one with his players. Many characters Henry created appear to reflect some of his desires and needs that he is unable to fulfill in his outside life. For example, we can see him in the character of Paul Trench who embodies many of the mutual traits between Henry and Sycamore Flynn during the previous chapters (Agelius 171). We sense Henry's presence. . .through Paul in the structure of the final chapter (Angelius 172). Henry's thoughts and feelings now portrayed through Paul Trench, who plays Damon Rutherford in the remaking of the tragic death. Henry, having merged to become one with his players, has lost touch with reality completely. No clues exist that the Association is not the real world: The imaginative recreation of sport as play has become the world. There is not the slightest sign here of any other reality; even the existence of a creator external to the play-world may now only be inferred (Berman 219). Henry crosses the line to insanity he has flirted with for so long, merging with the players in his novel, and leaves no indication that a world outside the game exists. However, the possibility does exist that Henry has not merged with his players, but rather the game has taken on a life of its own. Some would argue that Henry, the creator of the Association, has not merged with his players, but rather they have progressed to a maturity where they have a life of their own, with the God-like presence Henry offers no longer necessary. This notion suggests that the creation of a game and of the people would eventually take on a life of their own: Perhaps Coover wishes to suggest that the autonomy of the creative fantasy, how once the artist creates, the child of his imagination takes on its own identity and serves others in totally new terms (Gordon 45-46). When Henry first created the league his presence was needed in order to make it work, yet as time passed the characters grew a history, had children and made a life for themselves. By the time the league reach the year CLVII, Henry's child, the Association and its characters, no longer needed him to provide their identities. The league, created by Henry over a hundred years before, has evolved to a life of its own; the players, managers and spectators can think for themselves and have taken control of their own destiny as opposed to Henry and his dice controlling it. The possibility remains that Henry neither merged with his players nor left it to its own identity; his insanity drove him over the edge and the league into a chaotic mess. Henry flirted along the line of insanity throughout the first seven chapters of the novel. His perception of reality and make-believe becoming increasingly distorted. When reintroduced a hundred years later, things in the league seem a great deal less organized than when Henry left off. Hardy, the player who taking over Damon's role explains how the players can't be sure of the events that are unfolding; they cannot be sure whether the history they know to be true actually holds true, if [Damon] Rutherford and [Jock] Casey [ever] existed (Coover 224). The players cannot be sure whether their history really existed or if it stems from legend and myth. The presence of this uncertainty causes confusion and chaos among the players; why must they participate in The Parable of the Dual and what will happen to them? Henry's progressively increasing level of insanity has caused him to completely bow out in the final chapter; the disappearance of his role has caused mass confusion among the p layers and chaos ensued. J. Henry Waugh, the

Tobacco in the New World essays

Tobacco in the New World essays When tobacco was first introduced to the New World in the early 1600s, nobody could have imagined the significant impact that it would soon have on the Virginia colony by the 1660s. In fact, Virginia thrived around tobacco, as it soon became the colonys means of making money. Virginia not only became dependent on tobacco, it became too dependent (Morgan 185). Without a doubt, Virginia was a money hungry colony that wanted to get rich fast. At the beginning with tobacco, this was possible because they would ship the tobacco to London, where they would receive a large return. Virginians began to make larger tobacco plantations, believing that they would make more money. Instead the amount of tobacco that was produced by the colony was so large that the planter had to sell for half or less (Morgan 185) of what he received in the past because of the large supply. Until Virginia would begin to plant different crops and make the most out of the land available, it would fail. This was a problem for Virginia because instead of producing more crops in the land, tobacco remained to be their only form of income until the 1660s when William Berkeley came into the picture. Until then tobacco was used as money for some, and even used to purchase indentured servants, another outcome of the vast amount of tobacco in the land. The first indentured servants were brought to Virginia in 1619, because of tobacco. After seeing how much more tobacco Virginia could produce with the indentured servants, a very large amount of blacks were brought into Virginia. A problem that arose because of indentured servants was that the servants became free men after seven years of work, and then became fierce competition in the tobacco market for the white planters. Colonists decided that it would be cheaper to do away with indentured servants, and instead get slaves who would not require payments, and also be t...

The Youth and AIDS and HIV essays

The Youth and AIDS and HIV essays I dont think that its just the young people of Americas fault. Some of it we have to blame on the music we listen too and the things we see on TV. Granted we can block or restrict what we watch and listen too. But young people still do watch it and listen to there favorite actors or musicians either saying this stuff or acting it out. After being presented with the statistics and facts, I am astonished and horrified that so little attention is given to this issue. I think that people think that they can hear something and do nothing about it because it doesnt pertain to them, or they dont know enough about it to do anything about it. We really should start to take things in our world seriously and not just take them as an individuals problem. We cant just leave it as it is because more and more people will start to obtain the disease and it will become an epidemic. In conclusion us as citizens of Elkhart Indiana the county with the highest AIDS and HIV rate in Indiana we should inform others of the discoveries that we have made in the discussion we had with the speakers. If everyone would just become more educated in that subject the world would be a better place with less unneeded deaths. I also think that if teens and adults alike were to shut off the TV sets and turn off the radios and think for themselves they might be able to end this epidemic for good. ...

The methodology of scientific research programmes Coursework

The methodology of scientific research programmes - Coursework Example The main weakness of Popper’s account of scientific method is that it is not historically accurate. This is because a look at the history of science shows that science grows through the development or the improvement of the existing scientific theories, rather than through the refutations of the existing scientific theories. According to Thomas Kuhn, on the other hand, science does not grow through linear accumulation of knowledge. For Kuhn, science grows through major revolutions; according to Kuhn, a revolution occurs in science when an old paradigm is replaced by a new paradigm. Kuhn held that revolutions in science are precipitated by anomalies in the existing paradigms; for Kuhn, therefore, revolutions or paradigm shifts in science occurs to correct or to overcome the anomalies in the existing paradigm. The main weakness of Kuhn’s account of scientific method is that, just like Popper’s account of scientific method, Kuhn’s account of scientific method is also not historically accurate. This is because a look at the history of science shows that science grows in other ways, other than through revolutions; for this reason, therefore, Kuhn offered only one mode of growth of science. In his account of scientific method, Lakatos taught that the appropriate unit of appraisal of scienfific method is not an individual theory, as Popper and taught, but a sequence of related theories, i.e. a scientific research programme. The Lakatos’ research programme has a hardcore, the protective belt, negative heuristic, and the positive heuristic. For Lakatos, the hardcore is the theoretical hypothesis that forms the basis upon which the research programme is developed; Lakatos’ hardcore is comparable to Kuhn’s paradigm. Protective belt, on the other hand, refers to the auxiliary hypotheses which are adjusted so as to save the research programme from refutation. Negative heuristic for Lakatos stipulates the

Assignment Coursework Example | Topics and Well Written Essays - 250 words

Assignment - Coursework Example A three-step test was established to determine whether Meiorin encountered direct discrimination or adverse effects of discrimination in her lay-off. The test is designed that determine if on balance of probabilities, prima facie discriminatory is a bona fide occupational requirement (Catano, 2010). First, the arbitrator must have established that aerobic standard is rationally connected to job performance. In this case, the research conducted in establishing the aerobic standards were not substantive since they were descriptive and failed to distinguish between male subjects and female subject (Catano, 2010). Second, the arbitrator should have established that the forest service established the aerobic standard in honest and good faith and was essential for the performance of the job. The government honesty in establishing the standard is not disputed since there was no intention to discriminate Ms Meiorin (Catano, 2010). Third, the arbitrator should have established if the standard is reasonably necessary for the accomplishment of the work-related purposes. This means that it will be impossible to accommodate any individual employee sharing similar characteristics as Meiorin without imposing unnecessary hardship to the forest service (Catano, 2010). In this case, the arbitrator should have established that Meiorin posed significant safety risks to herself and the public. In Meiorin, it is clear that she could have performed her duties efficiently without posing significant risks to herself or the public even without meeting the aerobic standard 9 Catano, 2010). The Supreme Court observed that individual testing of Ms Meiorin did not constitute discrimination, but the government had failed in establishing that the aerobic standard is a minimal requirement to efficiently perform the duties of a firefighter. Aerobic discrimination was a prima facie discrimination and Ms

Change of sign method Essay Example for Free

Change of sign method Essay I use the same method to keep doing decimal research. to work out a more accurate answer. Take increments in size 0. 1 within the interval [1. 5,1. 6] From the above we can see that must lie between [1. 52,1. 53]. It can be very clear if I use graph. I will do a better research this time by using the same method to prove my result is correct. Now I can find a more accurate result from the research which lies between [1. 521,. 1522]. Here is a graph to prove the interval is right. However, I will take 4 decimal places to improve the accuracy of the interval. Also I will use the same method again. As we can see the root is between [1. 5213,1. 5214] Same again. Autograph is used to prove my solution is right. Error bounds This is the process which check how the accuracy of the roots are. From those 4 decimal search I have done so far, I can say that the answer is between 1. 5213 and 1. 5214. These can be improved the accuracy. Assume X=1. 5213 f(x)=(1. 5213)^3-1. 5213-2=-0. 00047 X=1. 5214 f(x)=(1. 5214)^3-1. 5214-2=0. 000121 Because the answer is -0. 0004700. 000121. So the answer must between 1. 5213 and 1.5214. However , these are not the exact answer so I have to estimate them. In this case, X=1. 5213. 5, so the error bound is . Because this is the middle point between the interval. Fail example by using Exel It is not guaranteed to use this method, because there still has some problems in it. See the graph below: As we can see the curve touches the x axis. The root lies between 0 and 1. I am going to use Exel program to prove it. There is no change of sign of this equation. So we can say that the change of sign method is failed. Newton-Raphson method This is another fixed point estimation method, and as for the previous method it is necessary to use an estimate of the root as a starting point. The process can be repeated to give a sequence of points x2, x3 I am going to use the following equation. As we can see there are 2 roots in this function. The first root lies close to +1. But I will estimate the first root is x1 = +2. I will show it in graphical as +2 is a starting point. There is a technical way to do Newton-Raphson method by using Autograph. I will do it step by step with showing the graph. I click the curve then right click it and chook the Newton Raphson Iteration option. I have entered the value that I estimated, then press the right side button. The solutions appear automatically. The answer that I got is 1. 27202. Error bound Because my solution is 5. bp. So the answer will be x=1. 27202 The numbers that I squared shows how close to the real answer. So we can say there are some error in it. I am going to try another root of the equation. I have estimated the x1 = -2. As I can see from the graph, -1. 27202 is the best answer I can get. Then I will check whether the solutions are correct.

Cryonics :: essays research papers

Cryonics   Ã‚  Ã‚  Ã‚  Ã‚  If you’ve ever seen the Austin Powers movie I’m sure you remember the part where they cryogenically freeze Austin and then thirty years later thaw him out to save the world. While we all know Austin Powers isn’t real, I’m sure you wondered if this freezing could be done in real life. Today we will look at what exactly cryonics is, what businesses claim to provide it, the procedure and its risks.   Ã‚  Ã‚  Ã‚  Ã‚  Cryonics is the freezing of humans to preserve them for a later time. Yes, it is a possibility. In fact there are several businesses that offer these services. Two of these businesses are â€Å"The Cryonics Institute† and â€Å"The Alcor Life Extension Foundation.† Alcor Life Extension Foundation calls this process Cryotransport. The cryotransport process begins, according to their website, as soon as possible after legal death. The patient is prepared and cooled to a temperature where decay stops, and is then kept in this cooled state called cryostasis until medical science has advanced enough to bring the person back to life when life extension and anti-aging have become a reality. However, there is a lot of damage done to the body during this freezing, says Dr. Ralph Merkle, a professional in the field of cryonics. First there are fractures that form in the frozen tissues caused by thermal strain, if you were warmed up you’d fall into pieces as if cut by thousands of sharp knives. And Second, the Cryotransport is used as a last resort because legally the Cryotransport can’t even begin until the patient is legally dead. So when the patient comes out he is already sick and may have a hard time coming back from the injuries of being frozen. Even after knowing all this Dr. Merkle says Cryotransport will almost surely work. Why? He says because basically people are made up of molecules and if they are arranged right then the person is healthy, if not the person is either sick or dead. With technological advances he thinks we will be able to make and rearrange the molecular structure of the frozen tissue. In the future, we will be able to stack and uns tack these molecules like Lego blocks. Once the molecules are arranged correctly the person is healthy.   Ã‚  Ã‚  Ã‚  Ã‚  Death, once we have this technology, really won’t be the same. You couldn’t be truly dead unless cremated; torn apart or destroyed in some other way that there would be no way to tell where these molecules are supposed to go.

Project Management – the Importance of the Planning Process

An individual assignment under the topic: „Project Management – the Importance of the Planning Processâ€Å" Teacher: Maria do Sacramento Basilio Student: 2012 Beja Content Content2 Introduction4 Project Management5 The Life Cycles of Projects7 PLANNING PROCESS8 Project Plan Elements11 Project Control13 Project Termination14 Conclusion16 Literature17 Introduction Each organization‘s activity in its own way contributes to organization‘s goals. It is not always easy to assess the impact of the work or the decision to achieve these objectives in the context of a complex organization of activities.Common to assume that what unites all the organizations processes to the general population and focus their efforts on a defined term direction, is a strategy. Project work is one of the extraordinary management forms. Each project is progressing to a certain stage, which is called the project life cycle. Despite the widely different names can be said that all projects are characterized by four main phases: initiation, planning, realization, finishing. An object of the Project: the planning process. The aim: to analize the essential part of Project life cycle – planning process.My essay will consists of two parts. In the first part I am going to introduce the Project Management and Project Life Cycle, in the second part of the project I will analyse the planning process and will make a conclussion about it‘s importance. Project Management In order to understand project management, one must begin with definition of a project. A project can be considered to be any series of activities and tasks that: * Have a specific objective to be completed within certain specifications * Have defined start and end dates * Have funding limits Consume resources (money, people, equipment) Project management, on the other hand, involves project planning ant project monitoring and includes such items as: Project planning: * Definition of work requiremen ts * Definition of quantity and quality work * Definition of resources needed Project monitoring: * Tracking progress * Comparing actual outcome to predicted outcome * Analyzing impact * Making adjustments Successful project management can then be defined as having achieved the project objectives: * Within time * Within cost * At the desired performance/technology level While utilizing the assigned resources effectively and efficiently * Accepted by the customer The potential benefits from project management are: * Identification of functional responsibilities to ensure that all activities are accounted for, regardless of personal turnover * Minimizing the need for continuous reporting * Identification of time limits for scheduling * Identification of methodology for trade-off analysis * Measurement of accomplishment against plans * Early identification of problems so that corrective action may follow * Improved estimating capability for future planning Knowing when objectives canno t be met or will be exceeded Unfortunately, the benefits cannot be achieved without overcoming obstacles such as: * Project complexity * Customer’s special requirements * Organizational restructuring * Project risks * Changes in technology * Forward planning and picking Project management can mean different things to different people. Quite often, misunderstand the concept because they have ongoing projects within their company and feel that they are using project management to control these activities.In such a case, the following might be considered an appropriate definition: Project management is the art of creating the illusion that any outcome is the result of a series of predetermined, deliberate acts when, in fact, it was dumb luck. Although this might be the way that some companies are running their projects, this is not project management. Project management is designed to make better use of existing resources by getting work to flow horizontally as well as verticall y within the company.This approach does not really destroy the vertical, bureaucratic flow of work but simply requires that line organizations talk to another horizontally so work will be accomplished more smoothly throughout the organization. The vertical flow of work is still the responsibility of the line managers. The horizontal flow of work is the responsibility of the project managers, and their primary effort is to communicate and coordinate activities horizontally between the line organizations.The following would be an overview definition of project management: Project management is the planning, organizing, directing, and controlling of company resources for a relatively short-term objective that has been established to complete specific goals and objectives. Furthermore, project management utilizes the systems approach to management by having functional personnel (the vertical hierarchy) assigned to a specific project (the horizontal hierarchy). The above definition requi res further comment. Classical management is usually considered to have five functions or principles: * Planning Organizing * Staffing * Controlling * Directing In the above definition, the staffing function has been omitted. This was intentional because the project manager does not staff the project. Staffing is line responsibility. The project manager has the rigt to request specific resources, but the final decision of what resources will be committed rests with the line managers. Talking about the meaning by a â€Å"relatively† short-term project, not all industries have the same definition for a short-term project.In engineering, the project might be for six months or two years; in construction, three to five years; in nuclear components, ten years; and in insurance, two weeks. Long-term projects, which consume resources full-time, are usually set up as a separate division (if large enough) or simply as a line organization. The Life Cycles of Projects All organisms have a life cycle. They born, grow, wane, and die. This is true for all living things, for stars and planets, for the products we buy and sell, for our organizations, and for our projects as well.A project’s life cycle measures projects completion as a function of either time (schedule) or resources (budget). This is life cycle must be understood because the PM’s managerial focus subtly shifts at different stages of the cycle. During the early stages, the PM must make sure that the project plan really reflects the wishes of the client as well as the abilities of the project team and is designed to be consistent with the goals and objectives of the parent firm. As the project goes into the implementation stage of its life cycle, the PM’s attention turns to the job of keeping the project on budget nd schedule – or, when chance interferes with progress, to negotiating the appropriate trade-offs to correct or minimize the damage. At the end of the project, the PM turns into a â€Å"fuss-budget† to assure that the specifications of the project are truly met, handling all the details of closing out the books on the project, making sure there are no loose ends, and that every â€Å"i† is dotted and â€Å"t† crossed. Many projects are like building a house. A house-building project starts slowly with a lot of discussion and planning. Then construction begins and progress rapid.When the house is built, but not finished inside, progress appears to slow down and it seemingly takes forever to paint everything, to finish all the trim, and to assemble and install the built-in appliances. Progress is slow-fast-slow, as shown in figure: It used to be thought that S-shaped curve of figure represented the life cycle for all projects. While this is true of many projects, there are important exceptions. This is about the project that approaches completion by a very different route that the tradidtional S-curve, as shown in this figure:T o make a conclusion of the topic about product life cycle, there are two different paths (life cycles) along which projects progress from start to completion. One is S-shaped and the other is J-shaped. It is an important distinction because identifying the different life cycles helps the PM to focus attention on appropriate matters to ensure successful project completion. PLANNING PROCESS The most important responsibilities of a project manager are planning, integrating and executing plans. Almost all projects, because of their relatively short duration and often prioritized control of resources, require formal, detailed planning.The integration of a planning activities is necessary because each functional unit may develop its own planning documentation with little regard for other functional units. Planning, in general, can be best described as the function of selecting the enterprise objectives and establishing the policies, procedures, and programs necessary for achieving them. P lanning in a project environment may be described as establishing a predetermined course of action within forecasted environment. The project’s requirements set the major milestones, and the line managers hope that they can meet them.If the line manager connot commint because the milestones are perceived as unrealistic, the project manager may have to develop alternatives, one of which may be to move the milestones. Upper-level management must become involved in the selection of alternatives during the planning stage. Planning is, of course, decision making, since it involves choosing among alternatives. Planning is a required management function to facilitate the comprehension of complex problems involving interacting factors. The project manager is the key to successful project planning.It is desirable that the project manager be involved from project conception through execution. Project planning must be systematic, flexible enough to handle unique activities, disciplined through reviews and controls, and capable of accepting multifunctional inputs. Successful project managers realize that project planning is an iterative process and must be performed throughout the life of the project. One of the objectives of project planning is to completely define all work required (possibly through the development of a documented project plan) so that will be readily identifiable to each project participant.This is necessity in a project environment because: * If the task is well understood prior to being performed, much of the work can be preplanned. * If the tas is not understood, the during the actual task execution more knowledge is gained that, in turn, leads to changes in resource allocations, schedules, and priorities. * The more uncertain the task, the greater the amount of information that must be processed in order to ensure effective performance. Without proper planning, programs and projects can start off â€Å"behind the eight ball† because o f poorly defined requirements during the initial planning phase.Below is a list of the typical consequences of poor planning: * Project initiation * Wild enthusiasm * Disillusionment * Chaos * Search for the guilty * Punishment of the innocent * Promotion of the nonparticipants * Definition of the requirements Obviously, the definition of the requirements should have been the first step. There are four basic reasons for project planning: * To eliminate or reduce uncertainty * To improve efficiency of the operation * To obtain a better understanding of the objectives * To provide a basis for monitoring and controlling work Planning is decision making based upon futurity.It is a continuous process of making entrepreneurial decisions with an eye to the future, and methodically organizing the effort needed to carry out these decisions. Furthermore, systematic planning allows an organization of set goals. The alternative to systematic planning is decision making based on history. This ge nerally results in reactive management leading to crisis management, conflics management, and fire fighting. Effective total program planning cannot be accomplished unless all of the necessary information becomes available ant project initation. These information requirements are: * The statement of work (SOW) The project specifications * The milestone schedule * The work breakdown structure (WBS) The statement of work (SOW) is a narrative description of the work to be accomplished. It includes the objectives of the project, a brief description of the work, the funding constraint if one exists, and the specifications and schedule. The schedule is a â€Å"gross† schedule and includes such things as the: * Start date * End date * Major milestones * Written reports The last major item is the work breakdown structure. The WBS is the breaking down of the statement of work into smaller elements so that better isibility and control will be obtained. Project Plan Elements The project master plan should contain nine elements: a project overview, a statement of objectives, a description of the technical and managerial approaches to the work, all contractual agreements, schedules of activities, a list of resource requirements or a project budget, personnel requirements, project evaluation methods, and preparations to meet potential problems. These are the elements that constitute the project plan and the basis for a more detailed planning of the budgets, schedules, work plan and general management of the project.Once this basic plan is fully developed and approved, it is disseminated to all interested parties. I would like to describe each element. * Overview. This is a short summary of the objectives and scope of the project. It is directed to top management and contains a statement of the goals of the project, a brief explanation of their relationship to the firm’s objectives, a description of the managerial structure that will be used for the project, an d a list of the major milestones in the project schedule. * Objectives. This contains a more detailed statement of the general goals noted in the overview section.The statement should include profit and competitive aims as well as technical goals. * General approach. This section describes both the managerial and the technical approaches to the work. The technical discussion describes the relationship of the project to available technologies. For example, it might note that this project is an extension of work done by the company for an earlier project. The subsection on the managerial approach takes note of any deviation from routine procedure – for instance, the use of subcontractors for some parts of the work. * Contractual aspects.This critical section of the plan includes a complete list and description of all reporting requirements, customer-supplied resources, liaison arrangements, advisory committees, project review and cancellation procedures, proprierty requirements , any specific management agreements, as well as the technical deliverables and their specifications, delivery schedules, and a specific procedure for changing any of the above. Completeness is a necessity in this section. If in doubt about whether an item should be included or not, the wise planner will include it. * Schedules.This section outlines the various schedules and lists all milestone events. The estimated time for each task should be obtained from those who will do the work. The project master schedule is constructed from these inputs. The responsible person or department head should sign off on the final, agreed-on schedule. * Resources. There are two primary aspects to this section. The first is the budget. Both capital and expense requirements are detailed by task, which makes that a project budget. One-time costs are separated from recurring project costs. Second, cost monitoring and control procedures should be described.In addition to the usual routine elements, the monitoring and control procedures must be designed to cover special resource requirements for the project, such as special machines, test equipment, laboratory usage or construction, logistics, field facilities, and special materials. * Personnel. This section list the expected personnel requirements of the project. Special skills, types of training needed, possible recruiting problems, legal or policy restrictions on work force composition, and any other special requirements, such as security clearances, should be noted here.It is helpful to time-phase personnel needs to the project schedule. This makes clear when the various types of contributors are needed and in what numbers. These projections are an important element of the budget, so the personnel, schedule, and resources sections can be cross-checked with one another to ensure consistency. * Evaluation Methods. Every project should be evaluated against standards and by methods established at the project’s inception. T his section contains a brief description of the procedure to be followed in monitoring, collecting, storing, and evaluating the history of the project. Potential Problems. Sometimes it is difficult to convince planners to make a serious attempt to anticipate potential difficulties. One or more such possible disasters such as subcontractor default, technical failure, strikes, bad weather, sudden required breakthroughs, critical sequences of tasks, tight deadlines, resource limitations, complex coordination requirements, insufficient authority in some areas, and new, complex, or unfamiliar tasks are certain to occur. The only uncertainties are which ones will occur and when.In fact, the timing of these disasters is not random. There are times, conditions, and events in the life of every project when progress depeneds on subcontractors, or the weather, or coordination, or resource availability, and plans to deal with unfavorable contingencies should be developed early in the projectâ⠂¬â„¢s life cycle. Some PMs disdain this section of the plan on the grounds that crises cannot be predicted. Further, they claim to be very effective firefighters. It is quite possible that when one finds such a PM, one has discovered an arsonist.No amount of current planning can solve the current crisis, but preplanning may avert some. Project Control The two fundamental objectives of control are: 1. The regulation of results through the alteration of activities. 2. The stewardship of organizational assets. Most discussions of the control function are focused on regulation. Physical Asset Control Physical asset control requires control of the use of physical assets. It is concerned with assets maintenance, whether preventive or corrective.At issue also is the timing of maintenance or replacement as well as the quality of maintenance. Physical inventory, whether equipment or material, must also be controlled. It must be received, inspected, and possibly stored prior to use. Records of all incoming shipments must be carefully validated so that payment to suppliers must also be applied to suppliers from inside the organization. Even such details as the project library, project coffee maker, project room furniture, and all the other minor bits and pieces must be counted, maintained, and conserved.Human Resource Control Stewardship of human resources requires controlling and maintaining the growth and development of people. Projects provide particulary fertile ground for cultivating people. Because projects are unique, differing one from another in many ways, it is possible for people working on projects to gain a wide range of experience in a reasonably short time. Measurement of physical resource conservation is accomplished through the familiar audit procedures. The measurement of human resource conservation is familiar audit procedures.The measurement of human resource conservation is far more difficult. Such devices as employee appraisals, personnel performan ce indices, and screening methods for appointment, promotion, and retention are not particularly satisfactory devices for ensuring that the conservation function is being properly handled. The accounting profession has worked for some years on the development of human resource accounting, and while the effort has produces some interesting ideas, human resource accounting is not well accepted by the accounting profession.Financial Resource Control Though accountants have not succeeded in developing acceptable methods for human resource accounting, their work on techniques for the conservation of financial resources has most certainly resulted in excellent tools for financial control. This is the best developed for the basic areas needing control. It is difficult to separate the control mechanisms aimed at conservation of financial resources from those resources from those focused on regulating resource use. Most financial controls do both.Capital investment controls work to conserve the organization’s assets by insisting that certain conditions be met before capital can be expended, and those same conditions usually regulate the use of capital to achieve the organization goal of a high return on investments. The techniques of financial control, both conservation and regulation, are well known. They include current assets controls, and project budgets as well as capital investment controls. These controls are exercised through a series of analyses and audits conducted by the accounting function for the most part.Project Termination As it must to all things, project termination comes to every project. At times, project death is quick and clean, but more often it is a long process. The process of termination is never easy, always complicated, and, as much as we might wish to avoid it, almost always inevitable. The problem is how to accomplish one of the several levels of what is meant by project termination with a minimum of trouble and administrative dislo cation. A project can be terminated in one of four ways: * by extinction * addition * integration * starvation y Extinction: * The project has successfully completed scope and the client has accepted it. * It has been superseded by the external developments like technological advancement, market crisis etc * It has failed to achieve it’s goal. * It has no longer support from the Senior Management. It is also sometimes referred to as â€Å"termination by murderâ€Å". The important point to notice is that all project activity ceases in this kind of termination. by Addition: * The project is a major success. It becomes the formal part of the parent organization. The transition or   transfer of the resources such as the project personnel, materials and equipment to the newly created unit within the parent   organization. by Integration: * The project is successfully completed. The   project product is integrated to the operations of the client. This is the most common mo de and most complex operation. The resources are   released   and   disturbuted in the parent organization. by Starvation: * The project is terminated by budget decrement. * It is also known as   withdrawal of â€Å"life support†. The reason of this termination is generally to shadow the failure of non-accomplishment of the goals.This can save face of the senior management and avoid embarrassment. The Project Final Report incorporates the process knowledge gained from the Project. In addition to preservation of Project records, the Final Report embodies the experience from which we learn. It should include: Project performance comments, administrative performance comments, organizational structure comments, personnel suggestions, possibly a confidential section. Conclusion Project planning is probably the most time-consuming project management activity.Project planning continues from the initial idea through to the system delivery. Plans must be regulary updated using the new available information. There are many techniques for developing a project plan. They are fundamentally similar. All of them use a systematic analysis to identify and list the things that must be undertaken in order to achieve the project‘s abjectives, to test and validate the plan and to deliver it to user. Planning is an essential function in the success of any project. Planning does not refer simply to pulling out a calendar and recording things to do on random dates.Planning is all about actively plotting a course to meeting goals. Goals are really the start of any discussion about planning in a successful project. Literature 1. Harold Kerzner „Project Management. A Systems Approach to Planning, Scheduling, and Controllingâ€Å" sixth edition 2. Samuel J. Mantel Jr. Jack R. Meredith, Scott M. Shafer, Margaret M. Sutton „Project Management in Practiseâ€Å" second edition 3. Jack R. Meredith, Samuel J. Mantel „Project Management. A Managerial app roachâ€Å" third edition 4. V. Buda, A. Chmieliauskas „Projektu valdymasâ€Å" 2006

Common Core Standards Essay

Much like the runways of Paris with its changing fashion trends, the world of education follows trends as well. Educators cringe when they hear â€Å"No Child Left Behind† some ten years beyond its advent. Now, the phrases â€Å"Common Core† and â€Å"Student Learning Objectives† have teachers seeing red. However, despite the latest and greatest trends to boost student achievement, the very same students in the United States continue to underperform on a global scale in Mathematics. In 2012, the Program for International Student Assessment (PISA) bore out results that â€Å"29 nations and jurisdictions outperformed the United States by a statistically significant margin,† (Heiten, 2013). In order for our students to rise to a position high on the performance scale of nations, students must master the basics in all subjects, but more specifically in the area of Mathematics. In an effort to develop students with a deeper understanding of mathematical and language and reading concepts, forty-five states (my home state of Maryland being one of them) and the District of Columbia have adopted the Common Core Standards, a system of expected benchmarks for students in grades K-12. According to the Common Core State Standards Initiative website, the standards â€Å"define the knowledge and skills students should have within their K-12 education careers so that they will graduate high school able to succeed in entry-level, credit-bearing academic college courses and in workforce training programs,† (Common Core State Standards Initiative, 2014). The local statistics mirror the national data. Both present conditions which are symptomatic of a larger systemic problem; American students are not mastering mathematical concepts at any level. The learning environment is a fourth grade inclusion classroom in a neighborhood school in the suburban Washington, D.C. (Maryland) area. Students in the class are differently abled. The class has students with Individualized Learning Plans (IEP) to accommodate varying needs from Asperger’s Syndrome to mild intellectual disabilities. There are also students who have been tested and identified as Talented and Gifted (TAG), as well as on grade level learners. Students are taught in whole group, differentiated small groups, and occasional pull out sessions with specialists. Current Conditions There are twenty-one students in the fourth grade inclusion classroom. All students took a standardized unit test in October 2013 that tested the Common Core Standards taught in the first quarter of the 2013-2014 school year. Of these, Standard 4.OA.B – Find all factor pairs for a whole number in the range 1–100. Recognize that a whole number is a multiple of each of its factors. Determine whether a given whole number in the range 1–100 is a multiple of a given one-digit number. Determine whether a given whole number in the range 1–100 is prime or composite, (Common Core State Standards Initiative, 2014), only 20% scored at a level of â€Å"proficient† on standardized (MUST Test Result Data, 2013). The lack of proficiency in this standard is symptomatic of the underlying condition I have encountered; students have not yet mastered basic multiplication facts. Without mastery of basic multiplication facts 0-12, students are unable to manipulate and perform operations on fractions and decimals and subsequent pre-algebra concepts in the latter half of fourth grade and continuing into following grades through high school. Desired Conditions The current conditions for the fourth grade class is at 20% of students who have performed at a â€Å"proficient† level of mastery in basic mathematical facts. This is equivalent to a grade of 80%, or a â€Å"B†, in traditional percentage and letter grading systems used in the US. The desired state of performance is the inverse of the current statistics; 80% should have mastery at a level of proficient or advanced and 20% performing at minimal or below grade level standards. After mastering basic facts, students will be able to not only identify multiples and factors of numbers 1-100, they will also be able to perform operations on fractions and later, algebraic statements. Data Collection Processes Discussion of Data Collection Instruments The designer developed a survey for teachers of grades three through five in order to help determine where problems or areas of deficiency are in current math. The first two questions asked the percentage of their students who are currently proficient in accuracy and automaticity in multiplication facts. In other questions, respondents ranked their responses using a Likert Scale,  which helped to identify their attitude on the necessity of students mastering basic multiplication facts currently in order to develop a deeper understanding of current and future mathematical concepts. In the questionnaire, respondents were asked to rank what they believe to be their students’ biggest challenges in mastering this specific standard. Questions also asked the extent to which computer aided instruction is used in helping aid in mastery of multiplication facts. In getting answers to these questions, I will use the data to identify several factors; impact of teacher’s attitude t oward remediating students in basic facts that should have been mastered in the previous grade, and time dedicated to instruction and practice in this particular standard. Discussion of Sources of Data Six intermediate elementary (grades three through five) classroom teachers who instruct students in mathematics answered the survey and questionnaire. Students of these teachers range from those with special needs, general education needs, and also students identified as â€Å"Talented and Gifted† (TAG). Data Gathered Through Other Sources Quantitative data was gathered from the Prince George’s County Public Schools Mandatory Unit Systems Test (MUST) in Mathematics administered countywide to fourth grade students in 146 elementary schools. Specific data used in this needs analysis was limited to one fourth grade inclusion classroom, Lake Arbor Elementary, where the designer is the teacher. The designer collected further quantitative data from the same inclusion class on timed multiplication tests where twenty-two students answered 100 multiplication facts (0-12) problems in five minutes. Data Analysis Techniques Used The survey and questionnaire were designed to gather data that would substantiate the need for students to master basic multiplication skills in intermediate elementary grades. The survey was used to gather both qualitative and quantitative data based on teachers giving percentage results of students’ current level of performance. Teachers also ranked what they believed would improve their teaching of mathematics in the classroom. The questionnaire was designed to gather data on teachers’  attitudes of the importance of student mastery of basic multiplication facts. The questionnaire also served as a tool to gain input on the challenges the believe limit their students from performing on grade level in mathematics, particularly in mastering basic multiplication facts. Finally, teachers were given the opportunity to answer an open-ended question, which gauged their attitude toward the importance of mastery of basic multiplication facts in the modern world and classroom . Results of Analysis Question one of the survey asked what percentage of your students can answer basic multiplication facts with accuracy on most occasions. Findings of Needs Analysis While a majority of respondents determined mastery of basic multiplication facts as â€Å"essential for success in their current grade,† it is of note that two teachers said mastery of basic facts are â€Å"desirable, but not as important as in past year.† This information would indicate teachers’ attitudes are moving away memorization of facts, possibly due to the  widespread availability of technological applications that students can or will use in the classroom and later in life. The attitude towards the lowering of importance of rote memory skills for facts reflects the larger societal dependence on technology. Applications on smartphones and mobile devices are becoming increasingly used in place of mental math and are utilized both by the current generation of students in elementary school now, but also by the newer generation of teachers who instruct them. To further deepen the understanding of the philosophical shift in importance of memorization of multiplication facts, teachers were asked if they administered timed multiplication tests in their classroom. Furthermore, teachers were asked if they encourage an atmosphere of healthy competition for mastery of the facts amongst their students. While all six respondents reported that they do administer timed multiplication tests, only one teacher stated that there was an atmosphere of â€Å"healthy competition† amongst her students where they challenge one another to higher levels of performance. The information suggests that while teachers are still administering the tests as part of regular instruction, the instructors’ attitude of the importance of them as a way to aid in student mastery of facts is evidenced in the lack of encouragement by both teacher and students to achieve at higher levels. Finally in the questionnaire, teachers were asked to rank factors they believe to be the biggest challenge(s) their students face that prevent them from performing on grade level in their current math instruction. The two most common responses amongst all respondents cited both a lack of support from parents in practice of math facts and a lack of basic understanding and mastery of basic mathematical facts from addition and subtraction up to division and multiplication as the biggest barriers to student success. Goal of Instruction Given practice in automaticity and accuracy, fourth grade students will be able to independently complete 100 multiplication problems of basic facts 0-12 in five minutes time with an increase in automaticity and accuracy of 50% over a ten-week period as measured by a pre-test and post-test assessments. Having this knowledge will enable students to manipulate and perform operations on fractions and mixed numbers, as well as deepen their knowledge of factors and multiples for future instruction.

Cupones de alimentos para inmigrantes y ciudadanos

Cupones de alimentos para inmigrantes y ciudadanos El programa del gobierno federal de cupones para alimentos - conocido como food stamps- ayuda a alimentar a  46.7  millones de personas en Estados Unidos. Para los migrantes es importante conocer en quà © consiste este beneficio de los cupones de alimentos, quà © migrantes pueden solicitarlo, cà ³mo se pide y cules son las opciones para las personas que no pueden aplicar para los food stamps. Datos bsicos sobre los cupones de alimentos o SNAP Este programa es administrado por cada uno de los 50 estados y es conocido como SNAP por sus siglas en inglà ©s (anteriormente como Food Stamps). Casi la mitad de los beneficiados son nià ±os. La cantidad a recibir mensualmente por cada beneficiario o por cada familia se ingresa en una tarjeta electrà ³nica conocida como EBT que funciona como una tarjeta de dà ©bito. Se puede utilizar en miles de supermercados, tiendas y cooperativas de alimentos. El gobierno se gastaba unos $70 mil millones (billones) al aà ±o en este programa. El beneficiario medio recibe en torno $1.40 por comida. Una familia media compuesta por cuatro personas recibir $632. Cada familia o individuo recibe una cantidad distinta segà ºn sus necesidades, pero en la actualidad la media por persona es de $130 al mes, aproximadamente. Requisitos migratorios para solicitar los cupones de alimentos Todos los ciudadanos estadounidenses pueden solicitar este beneficio, incluidos los nià ±os nacidos en Estados Unidos cuyos padres son inmigrantes, tanto los legales como los indocumentados. Los progenitores pueden solicitar los cupones de alimentos para sus hijos. En el caso de inmigrantes sin estatus legal, debern decir simplemente que no pueden presentar ciertos documentos. Es fundamental entender que la ayuda se pide y debe ser disfrutada por los nià ±os ciudadanos. Los residentes permanentes legales, es decir, los titulares de una green card, tambià ©n tienen derecho a los food stamps, pero hay requisitos diferentes dependiendo de ciertas circunstancias. La regla general es que los migrantes que son residentes permanentes legales y son  mayores de 18 aà ±os debern haber vivido en Estados Unidos por un mà ­nimo de cinco aà ±os. Este tiempo puede ser menor si han acumulado al menos 40 crà ©ditos de trabajo (se puede verificar en la Administracià ³n de la Seguridad Social). Sin embargo, si el residente es ciego, incapaz, miembro activo de las Fuerzas Armadas o veterano o cà ³nyuge o hijo de un militar en activo o veterano no tiene que cumplir con ese requisito de los cinco aà ±os de residencia o 40 crà ©ditos de trabajo computados. Tampoco aplica a los residentes legales menores de 18 aà ±os. Es decir, los nià ±os residentes tienen derecho a la ayuda inmediatamente, no necesitan haber vivido en EEUU por ningà ºn periodo de tiempo Algunos estados como Nueva York, Connecticut o California ofrecen beneficios alimentarios a residentes permanentes aunque no lleven  cinco aà ±os de residencia. Eso es asà ­ si demuestran cumplir todos los otros requisitos necesarios para recibir este beneficio. Asimismo, tambià ©n pueden solicitar inmediatamente los cupones de alimentos los asilados y refugiados y, tras cinco aà ±os de residencia en EEUU, las personas que hayan entrado al paà ­s condicionalmente asà ­ como las và ­ctimas de violencia domà ©stica (cà ³nyuge, hijos, padres del abusador) que tengan un procedimiento pendiente. No pueden aplicar los extranjeros que estn temporalmente en EEUU, como son los estudiantes, ni tampoco los indocumentados. Si estas personas obtienen cupones de alimentos a pesar de que la ley se lo prohibe tienen que saber que cuando esto se descubra tendrn aà ±adido un nuevo problema migratorio por haber sido una carga pà ºblica. Quià ©nes pueden aplicar por cupones de alimentos: requisitos econà ³micos Los ingresos y medios econà ³micos con los que se cuenta como propiedades, cuentas bancarias, etc., deben ser reducidos. Se puede verificar si se tiene o no derecho a recibir este beneficio por internet y esta es la là ­nea de la pobreza sobre la cual se hace el clculo. Dà ³nde aplicar por SNAP Se puede solicitar en cualquier oficina del Programa de Asistencia Nutricional Suplementaria. Muchos estados permiten aplicar por internet. Cunto tiempo tarda en procesarse la solicitud En un mximo de 30 dà ­as la peticià ³n ser aprobada o denegada. Si el solicitante tiene muy poco dinero disponible se resolver la solicitud en siete dà ­as. Quà © comprar con los cupones de alimentos Se puede adquirir productos lcteos, frutas, vegetales, panes, cereales, pescados, carne y pollo. Est prohibido comprar tabaco, licores, cerveza, vitaminas, medicinas y artà ­culos de hogar como jabones o alimentos para mascotas. Tampoco se puede pagar con los cupones comida en un restaurante, salvo casos muy excepcionales en los que hay autorizacià ³n para proveer con comida caliente a bajo precio a personas sin techo, ancianos o personas con una incapacidad declarada legalmente. CONSEJOS A TENER EN CUENTA Si los padres indocumentados se encuentran con problemas para solicitar cupones de alimentos para sus hijos ciudadanos, pueden pedir ayuda a las organizaciones de defensa de los derechos de los inmigrantes para que les ayuden en el proceso. Tener en cuenta que en algunos estados en las familias mixtas con personas documentadas e ilegales puede que estos à ºltimos tengan que estar excluidos en los cà ³mputos. No debe confundirse el programa de cupones para alimentos con Asistencia a Familias Necesitadas, TANF por sus siglas en inglà ©s. Es beneficio por el que se entrega una cantidad de dinero en efectivo a las familias con nià ±os en situacià ³n econà ³mica muy precaria. Las condiciones varà ­an de estado a estado y en la actualidad ms de cuatro millones de personas se benefician mensualmente de esta ayuda. Por à ºltimo, el solicitar cupones de alimentos no afecta negativamente a una posible peticià ³n posterior de la ciudadanà ­a. Recibir esta ayuda no convierte al inmigrante en una carga social. Si necesitas ms ayuda para alimentos, puedes solicitarla en los bancos de alimentos de tu localidad. Para ello no necesitas ningà ºn requisito legal. Este es  un directorio de bancos de alimentos por estados, pincha en el nombre del tuyo y se abrir una pantalla con la informacià ³n que buscas.   Otras posibilidades que aplican a todos los migrantes Embarazadas, lactantes, madres recientes, infantes y nià ±os menores de cinco aà ±os pueden recibir ayuda nutricional en forma de alimentos mediante el programa WIC. Puede calificar cualquier persona que cumpla con los requisitos, sin que importe su estatus migratorio puede  calificar para esta ayuda WIC. Test de respuestas mà ºltiples Se recomienda tomar este test de respuestas mà ºltiples  sobre el permiso de residencia para verificar que conoces puntos bsicos sobre la greencard: cà ³mo obtenerla, conservarla, causas comunes de rechazo, etc. Este es un artà ­culo informativo. No es asesorà ­a legal.

Defining Active and Passive Transport

Defining Active and Passive Transport Active and passive transport processes are two ways molecules and other materials move in and out of cells and cross intracellular membranes. Active transport is the movement of molecules or ions against a concentration gradient (from an area of lower to higher concentration), which does not ordinarily occur, so enzymes and energy are required. Passive transport is the movement of molecules or ions from an area of higher to lower concentration. There are multiple forms of passive transport: simple diffusion, facilitated diffusion, filtration, and osmosis. Passive transport occurs because of the entropy of the system, so additional energy isnt required for it to occur. Compare Both active and passive transport move materials and can cross biological membranes. Contrast Active transport moves materials from lower to a higher concentration, while passive transport moves materials from higher to lower concentration.Active transport requires energy to proceed, while passive transport does not require the input of extra energy to occur. Active Transport Solutes move from a region of low concentration to high concentration. In a biological system, a membrane is crossed using enzymes and energy (ATP). Passive Transport Simple Diffusion:  Solutes move from a region of higher concentration to lower concentration.Facilitated Diffusion: Solutes move across a membrane from higher to lower concentration with the aid of transmembrane proteins.Filtration: Solute and solvent molecules and ions cross a membrane because of hydrostatic pressure. Molecules small enough to pass through the filter may pass.Osmosis: Solvent molecules move from lower to higher  solute concentration across a semipermeable membrane. Note this makes the solute molecules more dilute.Note: Simple diffusion and osmosis are similar, except in simple diffusion, it is the solute particles that move. In osmosis, the solvent (usually water) moves across a membrane to dilute the solute particles.

Mitigation Strategies Assignment Example | Topics and Well Written Essays - 500 words

Mitigation Strategies - Assignment Example The levees broke, leading to flooding 80 percent of the city. If levees continue to be used, Hurricane Katrina or an equivalent can reoccur. Thus, after each reoccurrence the levees network will have to be rebuilt. This will result to waste of resources and will inconvenience the people by displacing them or even causing deaths (Kapucu et al. 2013). In addition, the hurricane slayed about 1,500 inhabitants along the U.S. Gulf Coast and caused huge damage, making it the most expensive natural disaster. The continued use of levees will mean people to continue dying as a result of this catastrophe yet it can be avoided by use of a different and a better mechanism to counter this calamity. As Hurricane Katrina established, that the risks of inundation and flooding never can be completely eliminated by protective structures. Substantial dangers of living in flood susceptible to areas were not ever visibly communicated to people before Hurricane Katrina, it stated, and simply the reconstruction of New Orleans and its tempest protection system back to pre-Katrina heights would leave the city susceptible to another flooding catastrophe (Baltimore, 2009). Moreover, the first floor of buildings in flood susceptible parts of the city should be elevated at least to the 100 year flood level, which the report named a "crucial flood insurance standard." But for deeply populated metropolises like New Orleans, that standard is insufficient, said the report, part of a 5 part study by the conservatories in the event of Katrina (Baltimore, 2009). Furthermore, the 100 year standard essentially specifies protection based on the supposed worst damage of the foulest flood in the last 100 years. It regulates insurance tariffs for the National Flood Insurance Program controlled by the federal government. However, structures in New Orleans most flood susceptible areas have a 26%

Olympic 2012 Essay Example | Topics and Well Written Essays - 2500 words

Olympic 2012 - Essay Example The purpose of the study is to determine whether or not a net benefit, either from economic gain or legacy, or both, is likely in the case of the London Olympics. The concept of regeneration is often associated with the idea of ‘renaissance’ which means ‘being reborn’. This means, however, that the location which is the target of ‘regeneration’ has at some point in the past ‘degenerated’ or degraded to a point where it requires more than simple restoration or repair (Binns, 2005). Officially, the term ‘regeneration’ is described as ‘the positive transformation of a place – whether residential, commercial, or open space – that has previously displayed symptoms of physical, social and/or economic decline’ (Dept. of Culture, Media and Sports, 2004; Smith, 2004 p.165 ). What one might pick up from the definition is that the cause of degeneration may be traced in particular to industrial decline. Therefore, it used to be that mostly developed countries are the ones that undertook regeneration, while those countries still in the process of development do not . Formerly, ‘regeneration’ referred almost exclusively to developed Western countries; however, more recently ‘regeneration’ has already been used to refer to the modern cities in the developing countries, such as Hong Kong, Tokyo, Hanoi, Kuala Lumpur and Bangkok, in the context of their economic, environmental and social development programmes (Smith, 2004, p. 166). The direct and detailed meaning of ‘regeneration’ is not easy to put into words, since it is a concept made of several aspects brought together in a single process that displays ‘economic, environmental, social, cultural, symbolic, and political dimensions’ (Bianchini, 1993, p. 1). The different aspects of regeneration and activities undertaken under each are given in Smith (2009), p. 167 as

Microeconomic Issue of Social Importance Essay Example | Topics and Well Written Essays - 1000 words

Microeconomic Issue of Social Importance - Essay Example On the other hand, the suggestion too from the literature is that cigarettes are addictive, and so the demand may in fact be somewhat inelastic. This means that it may be that driving up prices through taxation may not curb consumption as the authorities hope. Some studies suggest this somewhat, even as those studies also suggest that demand is elastic for young smokers, new smokers, and those who have low income. In the long run, therefore, as the population turns over, demand should go down due to taxation leading to higher cigarette prices. The issue at hand is the determination of exactly how cigarette taxation impacts demand, such as in terms of the demographic characteristics of the market response to the taxation and other related aspects of demand. In general, in terms of supply and demand, we see from recent data and from insights from the literature that taxation has a large dampening effect on overall demand for cigarettes (Chaloupka;; Meier and Licari; Wasserman et al.). The overall take from the academic literature is that taxation does curb consumption. Moreover, the higher the price increases resulting from higher taxes, the greater the reductions in demand and consumption. Other insights include that demand is more sensitive to price reductions rather than price increases. This means that reducing taxes can increase demand by a greater amount. This is in comparison to the reduction in demand from the same level of tax reductions. To illustrate, say taxes go down by 10 percent, and demand goes up by say 20 percent. Going the other way, if taxes go up by 10 percent, the demand does not go down by 20 percent, but just by half, at 10 percent for cigarettes. These and other insights are useful in understanding the microeconomic aspects of the impacts of taxation on cigarette consumption and economics. The rest of the paper explores these impacts more closely (Sylvain; Bader et al.). Data from 2012 strongly supports the

Racism & Ethnic Identity Essay Example for Free

Racism Ethnic Identity Essay Race is evidently an important aspect in our Australian society today. It is personified in the biological makeup of an individual. Individuals of different racial background differ in physical appearance such as skin color, and facial features making DNA and genes the only cause behind these dissimilarities. Many races have been introduced into this nation since decades and slowly have been recognized such as the Caucasian race and the Asian race. Ethnicity while slightly related to race is based upon a persons cultural and social expression within an ethnic group; this entails for instance that although one may be of a Caucasian descent born and raised in Australia they also may acquire an ethnic background from Greece and follow the Greek traditions and customs thus making them of Australian-Greek nationality. This paper will recount the different races which exist in Australia as well as some popular ethnic backgrounds which this country has become familiar with whilst narrating and analyzing a number of issues facing ethnicity and race in our society today. The first issue facing ethnicity is the fact which promptly makes individuals assume that other persons of an ethnic descent are liable for criminal omissions. It is often simple for people to identify ethnic members when a crime is involved as it is much easier to classify these individuals due to their distinct physical appearance. Conflict is a natural phase during times of change, however the next issue points out that it can become violent when that particular change is not managed properly and in a just way; such as inequality of the distribution of power which could lead different sections of society against each other and form their own ethnic groups to compete for power in retaliation. Therefore conflict is likely to occur when communication between ethnic, religious or cultural groups deteriorates or breaks down resulting in more conflict and problematic situations. The third issue causing a stir in todays society is racism or racial discrimination. It is evident that immigrants have been disadvantaged in the work force as well as social welfare simply because of their racial background; the law has developed remarkably over time to protect individuals against racism of any kind. This report will set the main argument of why this has become an integral part for our society with respect to social analysis.

Overpopulation :: essays research papers

It’s a dark, cold, rainy night. The wind chill can be compared to that of Arctic wastelands, only the rain won’t freeze and disappear upon contact to your skin, instead the freezing cold ice-rain pierces your flesh like a million needles. The cold doesn’t subdue. A dark, small, shadowy object can be seen scurrying across the unlit streets. This dreary atmosphere does Hell’s Kitchen in the New York ghetto no justice. Just the sight of steam rising from sewer grills, the sound of gunshots in the distance, and the smell of rotten fish makes this an unsavory environment to be exposed to. The shadowy object seems to be on a mission. Looking back and forth as though being hunted by a beast of great stature, the shadowy object makes its way through alleyways, dank streets, and eerie overpasses. Shivering with each step it takes, the shadowy figure looks worn and used out from a night of wear and tear, and appears to be running out of gas. The spectacle of shadow finds a vacant, long deserted, decrepit wooden box, and immediately finds it as a place of seclusion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"So tired, how can I get home? I wish those gangstas never stole my bike† Thought Little Billy to himself, â€Å"Maybe Ill just sleep here for the night.† Just then, at that very moment in time, A dark looking man, wearing a black trench coat and boots, comes dashing down that back alley, running as fast as he could until he reached that wooden box, he suddenly came to a perfect stop about ten feet from Little Billy. Almost, as though paralyzed by fear, Little Billy just stares at the bizarre man with a petrified gaze. In return, the man simply stares back at the Belittled Billy, and hesitates before he speak, which seems like an eternity to one Little Billy. â€Å"Hiya!†, said the man, in a friendly tone of voice. Little Billy opened his mouth as though to speak, but only to get interrupted by a prudent mystery man. â€Å"Lemme introduce myself, I’m Jim Sinepson, and I’m a fellow street bum. What brings a nice little boy to these mean streets where homicide and illegal activity is prevalent?† Again, Little Billy began to open his mouth, hesitating and stuttering through sheer intimidation. â€Å"Well, I see that you’ve moved into this box here? Well, I’m not sure if this is the best box to spend your night in†¦ Yeah, my friend Bob was picked off here last week†

What does it to be a good leader Essay

What does it to be a good leader? A leader is that person who uses social, organizational, intellectual or such authority to command a group, organization, or country (Cragg & Spurgeon, 2007). Generally, a leader’s primary responsibility is to enlist the contribution of his/her subjects to accomplish a common task. Therefore, a leader should possess qualities that help him/her organize, command and realize the objective of the group or organization (Cragg & Spurgeon, 2007). A good leader needs to be both proactive and reactive (Gachte, Nosenzo, Renner & Sefton, 2008). This means that the leader should think several steps ahead of their subjects, so that they can see problems before they arise and hence develop counter mechanisms for them. This also means that a good leader should be flexible and adaptable, so as to fit into whatever new unexpected or uncomfortable situations. The leader also needs to be initiative- he/she should be the source of ideas and plans that benefit the group (Gachte et al, 2008). Communication is one of the most important pillars in teamwork. Therefore, an exceptional leader is that who knows how to communicate effectively. This entails having good listening skills, asking the right questions as regularly as possible, understanding the subjects’ needs and remitting directions and ideas in the best way possible (Cragg & Spurgeon, 2007). A leader who not only values feedback, but also acts according to it is most likely to produce good results (Cragg & Spurgeon, 2007). A good leader also needs to display confidence and enthusiasm for his/her job, thus causing the people under to follow in the same spirit. That is an important form of non-verbal communication for a good leader. Although the leader is the most powerful member in a group, the effective leader acknowledges the inputs and efforts of each and every member (Gachte et al, 2008). A good leader will respect all his subjects and treat them without discrimination or favoritism. In the same line, a good leader has an open mind so that they can weigh and consider all possible fruitful options even from junior members. In case a member of the team does well in achieving the groups’ mission, an exceptional leader will recognize and reward them, while motivating others to work even harder (Gachte et al, 2008). A common saying goes, â€Å"a good leader leads by example†. A good leader is not a boss, but a servant with the others. For this reason, a good leader should be resourceful and instrumental in the actual implementation of the organization or team’s tasks (Wills, 1994). Therefore, the leader requires proper skills, training and education to match the duties and responsibilities of the respective leadership position. Moreover, an effective leader should be well-organized, punctual and always ready for his/her duties (Wills, 1994). Authority and leadership are two qualities that are hardly separable. Although a good leader is a servant too, it is impossible to lead without authority over other members of the organization. A good leader understands their power such as to delegate duties, to allow or deny certain actions by the members, to reward or penalize a member, etc. (Wills, 1994). However, a leader should not use the authority vested upon them for their own good, but rather for the good of the whole organization. There are numerous other qualities that characterize a good leader, but the above are some of the basic good leadership traits. As discussed, good leadership revolves around personal endowment effective teamwork- only that the leader should understand place at the top of an organization, group or team. References Cragg, R., & Spurgeon, R. (2007). Competencies of a good leader. How To Succeed As A Leader. Ed. By Chambers R Etc. Redclif Publishing, Oxford-Newyork, US, 33–40. Gachter, S., Nosenzo, D., Renner, E., & Sefton, M. (2008). Who makes a good leader? Social preferences and leading-by-example. Wills, G. (1994). What Makes a Good Leader?. The Atlantic Monthly, 273(4), 63–80. Source document

Ideology ; Discourse

Ideology, what is that? There are hundred answers and none of them is right or wrong. Most of ideology definitions are not compatible with each other, but I have found one that I like the most: An  ideology  is a set of  ideas  that constitute one's goals,  expectations, and  actions. An ideology is a comprehensive vision, a way of looking at things as in several  philosophical  tendencies, or a set of ideas proposed by the dominant class of a society to all members of this society. Ideologies are systems of abstract thought applied to public matters and thus make this concept central to politics.Implicitly every political or economic tendency entails an ideology whether or not it is propounded as an explicit system of thought. 1 So ideology is a system of conceptualized views and ides, expressing the interests of different social classes, groups and societies, to evaluate relationships between people and reality, as well as authorized on a community form of dominatio n and power (conservative ideology) or settle their transformation (radical, revolutionary ideology). It`s not a science, but it includes scientific knowledge of social and politic life, as well as assessing it.Good example of bad ideology was Nazi in Germany, when Hitler wanted to â€Å"clean† the Aryan race from â€Å"sub-human† – Jews, Gypsies, homosexuals and handicapped people who were at the bottom of racial hierarchy by Nazi studies. Now let`s move on discourse. What is that? Discourse is the term that describes written and spoken  communications; the â€Å"language in the language,† a certain vocabulary, semantics, pragmatics and syntax, manifesting itself in actual communicative acts, speeches and texts. â€Å"Discourse constitutes the social.Three dimensions of the social are distinguished – knowledge, social relations, and social identity – and these correspond respectively to three major functions of language †¦ Discourse is shaped by relations of power, and invested ideologies. † (Fairclough 1992:8). 2 Example: Discourses are seen to affect our views on all things; it is not possible to avoid discourse. For example, two notably distinct discourses can be used about various  guerrilla  movements describing them either as â€Å"freedom fighters† or â€Å"terrorists†.In other words, the chosen discourse provides the vocabulary, expressions and perhaps also the  style  needed to communicate. 3 So how ideology and discourse works together? Actually they both are inextricably connected to each other, because both are elements of human thoughts and communication. Some people say that ideology affect discourse, other say that discourse is used as a way to deliver an ideology. 4It`s very important to remember that when analyzing media texts, because the interpretation of the text will depend on person who wrote it and his opinion on the subject and the person who is reading it. F or example some political articles in newspapers in the UK have political alignments, some support Labours, some support Democrats. So when one of the parties wants to write a press release or something their ideological discourse will be organized by a general strategy of positive self-presentation (boasting) and negative other-presentation (derogation).This strategy may operate at all levels, generally in such a way that our good things are emphasized and our bad things de-emphasized, and the opposite for the Others—whose bad things will be enhanced, and whose good things will be mitigated, hidden or forgotten.

Starbucks HRM Essays

Starbucks HRM Essays Starbucks HRM Paper Starbucks HRM Paper Human resource management function is a very crucial function in any modern organization that seeks to achieve its objectives including the task of ensuring that employees are motivated by use of effective performance appraisal techniques such as reward schemes. Such HRM function is very crucial to Starbucks Corporation in order to motivate its employees. This is because people are the most important asset an organization has as compared to other assets that aid in running the organization. Therefore for accomplishment of organizational effectiveness, performance appraisal is the most important critical factor that must be paid attention to by the management of any business firm wishing to remain competitive as well as remain international in scope; Starbucks Corporation is not exceptional from such an objective. Human resource has the responsibility to coordinate all the activities within the organization and they have to ensure efficiency in productivity of the organization hence firms should maintain a motivated workforce (Bjbrkman and Fey, 2001). This paper is dealing with how Starbucks human resource department can use performance appraisal technique to improve the performance of its staff. The paper is also aimed at equipping managers particularly those from Human Resource department of the corporation to look critically on the best ways of rewarding employees in the organization. Starbucks Corporation and its Current HRM Strategy Starbucks Corporation is a coffee company in Australia which was first opened in July, 2000 in Sydney and at the Central Business District as a subsidiary of the mother company in the United States. Starbuck roasts high quality whole coffee beans and they sell them with other beverages as prepared in the Italian espresso beverages. The coffee drinks are richly brewed to give the customers necessary satisfaction and pleasure. One of the best known drink brands is the bottled Frappuccino ® which is enjoyed throughout the world. In Australia alone, the organization has been able to expand and now has 89 retail outlets in major areas of the nation such as Sydney, Melbourne, Canberra, Brisbane, Tasmania, Gold Coast, South Australia, and Brisbane. The headquarters for the Starbucks coffee company Australia is at the Frenchs Forest, New South Wales and it serves as the support centre for all the other stores in Australia. The retail stores offer people the finest coffee sourced from coffee farmers across the world in addition to great entertainment, music, good people and excellent customer service. This organization is the only retail international coffee store that has a unique brand that has a global recognition. Most of the customers get access to excellent room tables, comfortable sofas, chairs, bars and other accessories which fit the needs of everyone from the CEO of a company to the secretary of a company (Starbucks Corporations, 2008). This company endeavors to produce economic, social, and environmental benefits as a social responsibility stance for the communities it serves. This organization believes that it is possible to be good and do the best at the same time. Nevertheless, there has been a considerable criticism that Starbucks management has failed to be effective and efficient in its business activities because they have practiced unacceptable managerial activities of planning, organizing, directing, and controlling. The company has not ensured that the respective managers of respective departments are well equipped with human, technical, and conceptual skills that give them an opportunity to integrate the managerial activities above in order to produce results expected from their departments. The absence of such skills by managers has led to the company performance decreasing in some of its potential markets (John and Keith, 1997). Starbucks Corporation has been criticized for not building a strong human resource relationship with its entire workforce who has failed to enhance the success of corporation. In fact there is speculation that the company does not recruit its employees based on their qualifications and their competence. They have not achieved effectiveness and efficiency because they have not developed their staff through training and have not adopted proper compensation systems that have in turn demoralized the employees in their work. Such employees have not been able to cope with effects of competition and thus they have produced poor results (Starbucks Corporations, 2008). Decisions regarding to employees, operations management have not been constantly revised by the management of the corporation in order to match international standards that will foster success in business environment. For example, employees have not been properly trained to cope with new changes like introduction in technology. However, many companies who deal with sale of drinks have also diversified and fight for market share with Starbuck Corporation, a development which has given the corporation rough time in coming up with viable marketing strategies (Starbucks Corporations, 2008). Human Resource Strategy and its role in Starbucks Human resource management in business terms is the coherent and strategic approach to the management of the working force of an organization. It combines academic, social and business practices in the application of techniques to manage a particular workforce. These practices are designed to go inline with the company’s goals, objectives, vision and mission with specific emphasis on growth and development. Starbucks Corporation needs to attract, maintain and also manage its employees effectively. There is an assumption that employees are just business assets in an organization, but human resource development professionals explain that, these employees have varying goals and needs in life which can be utilized by the organization to meet its targets while assisting the individual persons succeed in their careers (John and Keith, 1997). The following are some of the core functions of human resource management in Starbucks Corporation; workforce planning, recruitment and staffing, promoting industrial relations, personnel development and performance monitoring as well as training, compensation and benefit management. It is considered that the human resource practices used in strategic human resource management in Starbucks Corporation should enhance techniques, systems and polices developed in line with the performance appraisal management of the organization’s tasks. This performance appraisal of Starbucks Corporation is designed promote strategic planning and thinking in all aspects of employee assessment, problem solving and counseling (Maund, 2001). Good knowledge of employee behaviors, performance and needs helps Starbucks Corporation to deal squarely with diversity issues e. g. ulture, religion, race etc. in fact; studies have shown that, certain human resource practices in Starbucks Corporation have contributed both positively and negatively to firm performance through workforce alignment. It is also related to employee outcomes including; trust in management co-operation, higher commitment in workplaces as well as better employee efforts and involvement among other factors (Michael, 2006). Manpower planning within Starbucks Corporation is very critical in that, cases of either overstaffing or understaffing is detrimental in one way or another. The economies of scale for the business together with specialization orders are lost if the organization is understaffed. On the other hand, if overstaffing is sustained, it becomes a waste and also expensive for the organization. These factors are therefore part of the planning process being carried out by human resource development officers in Starbucks Corporation. For instance; they should ensure that the organization’s workforce is certainly enough to meet the general duty requirement Human resource strategy is referred to in a layman’s language as the management of the people who are working in an institution or an organization. This is done because employee performance affects how far or how successful an organization can be. Human resource strategy of Starbucks Corporation also involves the managers clarifying to the employees the organization’s goals and objectives. Studies have shown that, there is a unique relationship between the human resource management practices and techniques for a company and its overall performance (Armstrong, 2006). Starbucks Performance Appraisal and its Business Goals The success of Starbucks Corporation is mainly determined by its human resources and hence there is a need for a motivated workforce. In fact human resource of any firm has to be innovative, energetic, creative and motivated in order to remain focused in scope. Indeed any company including Starbucks Corporation should have guiding principles which help the employees to attain set goals and objectives. Such principles define what each and employee is expected to do thus attain their goals. Starbucks Corporation has such principles and such principles also points out how the company promotes trust, pride, professionalism, trust, teamwork and openness in their undertakings. Such principles however, do not concentrate much more on the issue of performance appraisal such as motivation which is a key factor in organizational success. Therefore this paper will attempt to reveal the importance of a motivated workforce as well as the different methods that can be used to motivate the workforce particularly in Starbucks Corporation (Hoyer, 2001). Research indicates that skills, knowledge and experience represent capital due to the reason that they enhance productivity. Companies invest in skills training and development to be competitive, but the failure to manage the person trained could be considered a great setback. Employee retention is basically essential in grasping a complete return on investment. Based on the human capital theory, it is imperative that companies invest in skills training and development, but they should also align the performance appraisal such as compensations and benefits of the person with his or her achievements. Research reveals that in many modern business organizations there is obviously a lack in recognizing the achievements of skilled employees. Without recognition and growth, there is no reason for the employee to carry on his good performance, or worse, to continue his service to the organization (Bjbrkman and Fey, 2001). Motivation can be assumed as the reason or the force behind why a person does what he or she does. Sometimes, it is also a means to make the person perform better and more efficient. Basically there are three assumptions in human motivation as established in research. The first one assumes that motivation is inferred from a systematic analysis of how personal, task and environmental characteristics influence behavior and job performance. The next one infers that motivation is not a fixed trait; but rather it refers to a dynamic internal state resulting from the influence of personal and situational factors. This means that motivation as one technique of performance appraisal may change with changes in personal, social or other factors. Finally, it should further be noted that motivation affects behavior which in turn will lead to poor performance by the employees (Buck, Filatotchev and Wright, 2003). As social beings, basic human interaction and communication are considered as relevant needs that should be attended to in the working environment. The rational and emotional aspects of a person enable one to be participatory and reflective on certain aspects of the operations in the organization. Social interactions are necessary so as to provide for the social needs of an individual. Since people are more than a resource of an organization, their active and contemplative nature will always be open and shown. Aside from the primary needs for existence, social interaction in the form of companionship helps in shaping the character of a person as a quality individual that is capable of doing complex things and acting complicatedly Performance Appraisal Management in Starbucks Corporation Research reveals that employee motivation is the key to the profitability and competitive success of Starbuck Corporation in the current business world i. e. particularly in the hotel industry. Research has shown that Starbuck Corporation dose not pay well its employees and thus they do not carry out their jobs well and in return the company’s performance has been negatively affected. In Starbucks Corporation; for instance, the employer-employee relations are considered not very important thus that the corporation failing to realize its mission effectively. In fact, it has been researched and found out that well paid employees of Starbucks Corporation have translated to satisfied customers i. e. with motivated workforce they do their tasks well thus retaining and attracting more customers. Hence, with improper policies and administrative skills utilized by Starbucks Corporation, managers have indeed created failed to create a satisfied workforce through such an appraisal performance technique. Starbucks Corporation employee performance appraisal technique has taken different forms that include the following: The first factor is of job security which is the primary driving force an employee Centres on while working; it is the ability to retain the job for as many years as possible (Hoyer, 2001). Personal organization and family budget go in line with job security concerns. When an employee is confident of his or her job security at the workplace, his performance is far much better than a case where he or she is not sure of being retained in the next year because he is motivated to work. With job security, some Starbucks employees have failed to know whether at the end of month he/she will be paid thus becoming demoralized to work. This implies that much time is wasted because employees are not okay and thus have do not have enough time to work for the company since they work as they think of quitting the corporation at one time The other factor that is suppose to enhance success in Starbuck is that of pay satisfaction; research indicates that people don’t work unless they receive pay for work done as a motivator which is therefore the key to employee satisfaction. Although employees are paid better than other employees of other organizations, Starbucks Managers normally do not use financial rewards to improve their worker’s performance. Good salaries equally translate to better work. Every worker would want to continue working for an organization which pays him or her well which has not been the case in Starbucks Corporation (Bjbrkman and Fey, 2001). Therefore Starbucks Corporation has not saved time since the management has to spend time of hiring new employees every time because the current employees are not secure and they have reason to look for other opportunities Another source of motivation is that of using rewards and gifts in order to inspire employees in Starbucks Corporation. Research indicates that rewards used by the corporation have been only very big inducements but the small gifts given to anybody have been ignored by the management thus its employees eventually don’t feel appreciated. For example a handwritten thank you note which can be utilized in Starbucks Corporation is normally appreciated and cherished (Foster and Harris, 2005). Everybody loves chocolate, and provision of such kind of rewards especially at the weekends and special days like Christmas and Valentine days, should help to build positive relationships between the Starbucks Corporation management and the employees. Research indicates that gift certificates such as birthday wishes are a morale booster to self-confidence of the employees. Starbucks Corporation has failed to offer sufficient logo merchandizes; for instance, in form of t-shirts, caps, mugs, pens, jackets and computer mouse pads thus not boosting the morale of the employees because they are not proud to be associated with Starbucks failure. In addition, Starbucks Corporation has not been utilizing motivational posters which are supposed to be strategically drafted for individual recognition for job well done. In most cases, people would want to know if their work has made some difference and therefore provision of such rewards by Starbucks Corporation should encourage them thus motivating the employees. Another way of appraising employees that Starbucks Corporation have not utilized fully is that of praising them; for instance if they have fulfilled their undersigned tasks effectively. The firms’ management has not strategized well since they even don’t keep the records of the performance of employees. Any employee who shows commendable improvement are not praised in the organizational weekly, monthly and also the annual meetings. Through this employees have not been motivated since they believe that they are not recognized by the organization and thus not improving their performance. However, this should not just be carried out in the formal meetings only, but managers should make time to meet with individual employees who are reported to have been performing better and praise them for the good work (Harzing and Ruysseveldt, 2004). Recommendations The main aspects of human resource strategy in Starbucks Corporation should incorporate the following areas; employee motivation and retention strategies, employee selection strategies and employee management strategies which in general encompass performance appraisal measures. This strategy if implemented simultaneously in Starbucks Corporation will create a family-like community and environment in the organization. From this study we can conclude that performance appraisal is a key factor to success of any organization including Starbucks Corporation. It should be noted that as a manager, your impact on employee satisfaction is great and immeasurable; therefore the management of Starbucks Corporation should look for convenient, cost-conscious and appreciated ways of performance appraisal such as excellent motivation structures in order to build a motivated, dynamic and committed workforce that will result in better productivity and profitability of the corporation. The most critical factor that results to poor management of many organizations including Starbucks Corporation is that of the inability of senior managers to provide necessary support for the accomplishment of organizations goals through utilization of effective performance appraisal techniques. It is substantiated that the behavior of many senior managers of Starbucks Corporation has contributed immensely to poor success of the organization. This is explicitly witnessed in the performance appraisal process. Senior managers have adopted behavior of self centeredness and they always think that they are the only one who makes viable decisions in relation to goals being attained hence resulting to low morale by existing workforce (Maund, 2001). This has resulted to lower level managers and employees not to perform quality work because they are always not motivated when carrying out their respective duties. The overall management of Starbucks Corporation should not that no matter how well the organization’s values and culture is drafted it requires the will of senior managers to maintain such performance appraisal values and cultures within the organization. The senior managers can change the attitude of their employees if only they can lead by example which will lead to good motivation and thus successful attainment of set objectives. Human resource is the most vital asset in Starbucks Corporation and senior managers have to concentrate their management efforts in their staff development in order to boost their morale and thus increase in productivity. Employees’ satisfaction strategies should be formulated in Starbucks Corporation in order to ensure smooth running of the corporation. It is the key to the economic success of Starbucks Corporation. Research has shown that a satisfied employee does his job well and in return the company’s performance is greatly improved (Hoyer, 2001). The HR department of Starbucks Corporation should formulate corporate and HR strategies that incorporate performance appraisal analysis and clarification of the corporation mission statement. The department should also offer guidelines to the rest of the management when considering how business should develop and in what direction it should be directed to. In this line the HR department should clearly ensure that the strategies developed in the organization should be the ones that direct efforts towards accomplishing the Starbucks Corporation basic mission or purpose (Armstrong, 2006). In order to enhance the activities of Starbucks Corporation, the HR department should redesign the HR department in order to remain competitive in the market place and to respond to any changes in the market place; Also strategic objectives that encompass performance appraisal measures of the organization should be formulated; this implies that the HR department should turn the mission statement in to supporting objectives for each level of management in the corporation. The objectives formulated should be directed to key result areas in the corporation where performance is necessary for business survival. The corporation key result areas that should be considered include; marketing, finance, production, human resources, physical resources, social responsibility, and profit requirement (Thomson and Rampton, 2003). Conclusion From Starbucks Corporation case analysis we can therefore deduce that, ensuring employee performance requires establishing a level of competence which the employee should be aware of as a target to be achieved. This is the measure that should be used by Starbucks Corporation managers in determining compliance with the standards and in identifying problems met by the employees in meeting such standards. For instance; in developing a performance appraisal technique such as efficient motivation structure to enhance the productivity of employees the manager will look at the competency problems of the employees and fashion the program to enable the employees to reach and even exceed the competency standard established for their work. This requires a great amount of perceptiveness on the part of the manager in determining what method of appraising will be most effective in improving employee competence (Thomson and Rampton, 2003). A considerable number of companies including Starbucks Corporation have developed into an essential part of the period of global competition, increasing development, improved business paradigms, and corporate re-organization. The continuing transformation from the traditional industrial framework with its hierarchical companies to a worldwide, knowledge-founded financial system and intelligent corporations, altering ideas regarding the social contract involving employers and employees, an progressively more adaptable pool of talent and a body of workforce, necessitates human resource (HR) strategies to realign and relocate itself in the vicinity of these drivers.