Define Motivation, Explain How the Expectancy Theory Works Essay

TEMPLATE FOR SUMMARISING AND EVALUATING ARTICLES FROM SCHOLARLY JOURNALS Title and Article Reference| Robert G. Isaac, Wilfred J. Zerbe and Douglas C. Pitt(Summer 2001) Leadership And Motivation: The Effective Application Of Expectancy Theory, Journal of Managerial Issues , Vol. 13, No. 2, pp. 212-226| Aim / Purpose of article| In this article, we discuss the application of a motivational model that provides a practical tool for individuals wishing to assume leadership roles. This model, namely expectancy theory (Vroom, 1964; Porter and Lawler, 1968), suggests that individuals, acting through self-interest, adopt courses of action perceived as maximizing the probability of desirable outcomes for themselves. This desire to maximize self-interest provides aspiring leaders with unique opportunities to assume leadership roles by simultaneously meeting both follower needs and organizational requirements| Sample, location, method of data collection and analysis| Article was only theoretical. No empirical evidence offered| Findings/Interpretations reported in the article| Leadership is hard work because it means stepping forward and taking the time to motivate each follower on a personal basis, according to the principles of the model of expectancy theory.| Significance/contribution of the article in relation to your other articles and your topic| This article also contains solid information which outlines that the expectancy theory is used by leadership to motivate their employee’s by meeting their expectation which then inspires them to perform their task highly.| Strengths of the article| Well researched with strong background in the exploration prior of research| Weaknesses of the a rticle| No weakness indicated as the expectancy theory has proven to be vital for leadership and management.| Quotes from the article that you plan to use in your assignment| â€Å"V. H. Vroom (1964) suggested that people consciously choose particular courses of action, based upon perceptions, attitudes, and beliefs, as a consequence of their desires to enhance pleasure and avoid pain†. (Leadership And Motivation: The Effective Application Of Expectancy Theory) Summer 2001 p 214| Quotes from the article that you plan to use in your assignment| â€Å"In essence, the model suggests that the individual feels motivated when three conditions are perceived†1. The personal expenditure of effort will result in an acceptable level of performance. 2. The performance level achieved will result in a specific out-come for the person3.The outcome attained is personally valuedSummer 2001 p 215|

Drivers Education Essay

Both SADD and MADD have had various positive impacts to the society supportive implications to the well worth of the society in correspondence to the influence they have to our society. The Original meaning of SADD was â€Å" Students Against Drunk Driving† but have changed to mean â€Å"Students Against Destructive Decisions†. Robert Anastas founded SADD in 1981 in company of other student in the wayland high school in Massachusetts. It started after two hockey players from Wayland high school were killed separately in the July of 1981. These incidences led towards working together of Anastas and his fellow mates. The basic core of SADD was to provide an ultimate contract for human life. It was and is the only student national organization, which deals with impaired driving, violence emanating from drug use, underage drinking, impaired driving and a broad array of activities that affects the lives of teenagers. (http://chicagoathome. com/dct/54/id/3528/mid/2347/This-Year–S-A-D-D–Conference. aspx) The original goal of SADD was in helping the young people from drinking through saying â€Å"No† to driving while drunk. However, such former mission has seen an expansion to capture the expanding problems that seems to face the adolescence in the current times. This is what provided for the change in the name from the former meaning to what is held currently. With this mission, students have continued to communicate with the adults within their reach about the role and implication of positively attitude of peer pressure, use of role models as well as a binary of other substantial strategies that can help to say â€Å"No† towards any activity of driving while drunk. This has seen SADD enjoy the sovereignty of being an organization modeled towards peer leadership. The basic ideology behind SADD is to prevent the effect of the idea behind underage drinking as well as drug abuse. It seeks to focus its attention towards modeling potential life that would not be threatened by the consequences of various destructive youth decisions. According to SADD, destructive decision include engaging in the domain of sexual activities that would lead to disease transmission, violence, smoking, failure of using safety belts as well as suicide commission. Consequently, SADD has its basic mission of providing students with the most adequate preventive and intervention protocol that would perhaps encourage any activity of drunk driving, destructive decisions, drug abuse and underage drinking. Across the years since its conception, SADD has even incorporated various activities that help to spread its message to a broad domain of the societal population. They have used ‘pre-prom’ assemblies that have been held in various districts in helping to provide a better scope of awareness to the societal domain about the dangers allied to driving while drunk. Across the years, SADD have invited people towards participating in various conferences that aim at working together in addressing the aspect of driving and drinking. It has in the recent years expanded its horizons to incorporate various virtuous topics that are not related to drinking. This includes eating disorders, teenage pregnancies, driving practices that are not safe and broad-spectrum of social issues affecting the teens. Their focus has been addressing the long and short-term implications of various destructive decisions taken by the youth. Like SADD, MADD has its foundation of addressing various aspects on driving and drinking. MADD stands for â€Å"Mothers Against Drunk Driving†. The foundation of MADD was seen in 1980 by a group of women from California. This was after a driver hit a 13 year-old-girl before running away. The same driver had recently been out of the jail after being convicted of yet another crime of hitting accident. Historically, he had formerly committed other several accidents. However, since the 1980 this organization (MADD) has seen a massive expansion and growth. To formalize its activities, MADD provided an official position of its president who is elected and remains in the office for a specific time period. (http://chicagoathome. com/dct/54/id/3528/mid/2347/This-Year–S-A-D-D–Conference. aspx) Currently, MADD is an organization operating at the grass root level and compounds around 600 chapters across the world. However, it does not deliver any campaign against alcoholism as thought by many people. However, it has its mission of stopping drunk driving, preventing underage drinking, and supporting the pertinent victims who commit the crime of drunk driving. It has its focus on looking towards the most appropriate and effective solutions, which can be provided towards problems allied to underage drinking and drunk driving. Elsewhere, it has its motive towards providing support for those already salvaged by these crimes through giving moral support and counseling. (Sarah, 1995, 79) Considerably therefore, both the SADD and the MADD are social organizations that are aimed at improving and promoting the state of living held by young people. At a closer range, SADD is a students organization with its benchmark towards helping students against the subjective influence of peer pressure influence. It has its motive of striking a balance between the proximities of education that is combined with a positive peer pressure influence. Through this motive, SADD mission believes that there will be an autonomous life saving. Like SADD, MADD has its mission statement rooted in the well being of the society through postulating an imaginary that promotes their livelihood. It aims at improving and sustaining the status of their lives by addressing various problems that affect the social life phenomena of the youth. (Gerald, 1991, 92) Generally, both the SADD and MADD have almost the same operational framework in their regions of support. By and large, the two organizations have seen it worth of using social conferences that help to address the broad outlay social problems and crimes that affect the youth. Generally, use of conferences has been a motivating campaign that has seen the process of counseling produce adequate results and benefits. Elsewhere, direct conduct of students with the other members of the society has been an adequate tool towards describing how they operate in the regions. Students and the youth in general elaborates and campaign to the society through oral persuasion to address the impacts and the consequences of different crimes to the other members of the society. Notedly also, a full pledge of campaign has been achieved through posters, signs, signals, artistic works and other stylistic devices. (http://chicagoathome. com/dct/54/id/3528/mid/2347/This-Year–S-A-D-D–Conference.aspx) Generally, these organizations can highly be echoed of their response effectiveness towards meeting their goals. Since their primary mission has been to disseminate awareness on how the young people are to provide fruitful benefits. Many youths and students have incorporated the teachings of the organization giving them fruitful benefits towards avoiding the negative impacts of such crimes to their lives and the general society. Notedly, there has been a more conscious awareness across the board by students in knowing the relative impact of driving while drunk. The social imaginary of the youth have also been positively modeled by the lessons learnt from their teachings. Work cited Gerald, D. Waging the Battle against Drunk Driving: Issues, Countermeasures, and Effectiveness. Mahwah, NJ, Praeger, 1991, pp. 92 Sarah, S. U. S. Women’s Interest Groups. Institutional Profiles. Greenwood Press, 1995, pp. 79 This Year SADD Conference. Retrieved on 8th May 2008 from http://chicagoathome. com/dct/54/id/3528/mid/2347/This-Year–S-A-D-D–Conference. aspx

Artists Use of Facial Expressions Through Words and Illustrations

Neil Gaiman's version in his book The Sandman: Volume 3: Dream Country is a distorted version of the famous Shakespeare plays, some of which contain strange creatures. . With the help of artist Charles Weiss, Gaiman's Midsummer Night's Dream version is active with bold colors and images, and expressions and body expressions between humans and non-human people . wrong. In this article, I will explain how to express various facial expressions that artists use such as words and illustrations. From human melancholic expressions and small expressions, to sad and fun sm From very young age children will find that language, tone, expression, and gesture are all part of the information others give to them. Children learn to express their needs through expression, gestures (nodding, pointing, etc.), and sounds. Just as sound becomes like 'adult', the closer they are to school age, the more they become clearer. The most difficult gesture represents the opposite of what is said in words. Becaus e they are related to body language, they are often positive gestures that do not match negative words or facial expressions. They are hard to understand, but as it makes sense to make sense, it is easy to deal with them. I was invited to Antonio Vitti, director of La Scuola Italiana of Middlebury. I am doing some interactive workshops on gestures, but I also work with Pirandello and Giovanna Taviani, the daughter of Vitranio Taviani to help gestures in Italy. What I like most at these seminars is cultural exchanges of all of us. There is an interaction that allows me to learn more about American culture during work: to teach students how to use gestures to learn and convey traditional Italian traditions, history and tradition. Communication problems often arise from fundamental differences in cultural values. For example, cultures in Latin America, Asia and the Mediterranean often communicate with each other through facial expressions and intonation. On the other hand, English and Germanic culture usually express their intention clearly. Another difference between cultures is the importance of feelings. For example, in Japan and the UK, people tend to avoid expressing emotions, but the US, France, and Italy also accept even more intense emotional performance, even in business.

Leading a Multicultural Team through a Change Process Essay

Leading a Multicultural Team through a Change Process - Essay Example The company – The firm has invested millions of dollars in the development of the project. Even though information regarding the amount of money the firm has invested is not available to me right now I can assume the firm spent millions of dollars developing this drug due to the fact that the average cost of creating a new drug is approximately $862 million (Adams & Brantner, 2006). Shareholders – Successful completion of the project will positively impact the price of the common stocks of the company. If the project fails the money spend on the project will become a sunk cost. A sunk cost is a cost that cannot be changed by any present or future decision (Weygandt, Kieso, & Kimmel, 2002). If the project becomes a sunk cost the firm will lose its entire investment which will have the effect of deteriorating the price of the common stocks of the company. Diabetes patients – Diabetes is a serious disease that affects 230 million people worldwide (Medicalnewstoday, 2006). This new drug will improve the quality of living of these patients. John - a 43-year-old African American, man, born in Bowie, Maryland Julie - a 51-year-old Chinese-American woman, born in the District of Columbia Jinsoo - a 27-year-old South Korean man who immigrated from Seoul Tom - a 63-year-old white American, born in Los Angeles, California, who recently moved to Maryland Darius - a 32-year-old Iranian man whose parents brought him to the United States when he was six years old Harpreet - a 30-year-old Indian woman who immigrated 10 years ago ... d to Maryland Darius - a 32-year-old Iranian man whose parents brought him to the United States when he was six years old Harpreet - a 30-year-old Indian woman who immigrated 10 years ago Issues The work team faces a variety of issues that are affecting its performance. For starters the team is very mad that its former leader was fired. They do not know that their leader was fired due to the unethical action of taking bribes from vendors. During the early stages of my tenure with the team I have to accept that there is going to be resistance to change from the team. Resistance to change is a very bad occurrence because it slows down the innovation process. Another problem with the team is a lack of teamwork. The team is also suffering from cultural conflict. It seems as if the personal agenda of each member has become more important than the project itself. Darius and Tom have been in conflict over how to approach the design of a critical piece of the product. There is low morale amo ng some of the team members. John and Julie are so disillusioned that they are job hunting. Losing these two members is not an option for the company since they hold key technical skills that are needed to successfully complete the project. The productivity of Jinsoo has decrease due to the conflict that exists among the team members. Tom, the oldest team member, believes he is been discriminated due to his advance age. Another issue is that Darious and Harpreet were added to the team just three months ago. Their entrance completely changed the composition of the team. Currently the newly formed group is in the storming stage of group development. The storming stage is a period of high emotionality and tension among group members (Schermerhorn, Hunt, & Osborn, 2003). A final issue that the

The 336th Infantry and the 92nd Buffalo Infantry Division Term Paper

The 336th Infantry and the 92nd Buffalo Infantry Division - Term Paper Example In this perspective, a lot of emphasis was laid on the aspects of military life such as discipline, aggression, and physical strength among other facets of the disciplined forces. Although basic infantry skills and competencies are necessary for the survival of any type of soldiers, there is more to infantry training than the training offered to those soldiers trained to fight on horsebacks, using tanks, or those who deal in signals and armory duties. The main area in which Infantry Divisions become most useful is in maneuvering rough terrains that would otherwise not be accessible by tanks or armored vehicles. Although technological advances in the West have rendered infantry less important in wars, the role of Infantry Divisions in wars and battles cannot be ignored3. The increased technicality and complexity in military technology and equipment has implied that less infantry is necessary in combats. However, during the two World Wars, the Infantry Division was the most important mechanism by which states and allies would conquer their enemies in battles given that technological advances had not caught up with the military. This paper explores the history of the 366th Infantry Division and the 92nd Infantry Division of the U.S Army. Both the 92nd and the 366th Infantry Divisions were activated in 1917 and served in the two World Wars after which they were disbanded. During World War I and World War II, each of the sides of the wars needed the military capabilities and advantages that would enable it effectively defend its national borders as well as to win the wars. To achieve these objectives, there was need for proper military organization and structuring. Generally, the military organization and structuring used during the two World Wars were hierarchical and formalized in ranks. However, executive management and control were the preserve of governments, through the

Schizohrenia Essay Example | Topics and Well Written Essays - 1000 words

Schizohrenia - Essay Example This disease effects how a person thinks and operates, and has multiple symptoms. A person with this disease may have delusions or believe they are seeing apparitions that are not there. They also may even hear things that aren’t real, and their mind is all the time really playing tricks on them. A person can also have hallucinations and other things go wrong, all effecting how a person perceives what is happening to them outside of their self. The disease readily taps a person’s emotional and mental health, and causes huge effects on both. A person who has been diagnosed should seek help and treatment for this disease, and try to find help. This disease can be a painful mental condition to live with, as you are hearing and seeing things that are not real and are not really there. Schizophrenia is a mental disease that can really cause a person to loose touch with reality and become lost in what isn’t really there. This disease can become harmful, as well as scary to the person who is struggling to live with this disease. Schizophrenia is a mental disorder than can cause a person to see things that aren’t really there, to having moments where the person can see or hear things that aren’t real. A person who is affected by this disease â€Å"is typically characterized as demonstrating disorganized thinking, and as experiencing delusions or hallucinations, in particular auditory hallucinations† (http://en.wikipedia.org/wiki/Schizophrenia). This disease can have major effects on a person’s different behaviors and emotional health, and can cause negative impacts on both. Diagnosis of this condition relies heavily on the input of the person who believes they have the condition, as well as input from medical professionals. There are many different ideas about what exactly causes the conditions, with â€Å"genetics, early environment, neurobiology and psychological and social processes† all candidates for possible causes for this condition†

Australian painting, colony to nation Essay Example | Topics and Well Written Essays - 3000 words

Australian painting, colony to nation - Essay Example The essay "Australian painting, colony to nation" discovers the Australian landscape paintings. Landscape art is an art form that depicts the natural beauty of the scenery. This art involves the capturing of features like mountains, rivers, valleys, forests among many others. On the other hand, contemporary arts are works of art from during the post World War II period to date. The Australian Aboriginal art describes the artistic aspects of the indigenous people of Australia whose way of life was nomadic uncivilized. In short, all these forms of art complement one another in describing what Australian historic art entails. They bring out the evolution of art in this isolated island nation that is rich and wealthy. Therefore, this essay will seek to bring out the history of landscape art in Australia in a sense that it was not a progressive discovery. It will blend ideas on the establishment of changing concepts in building pictures that are more appropriate. It will also the cultural construction that tend to out play one another in the complexity of invention web. Since the pre-colonial period, art has been a way of preserving a community’s heritage and pride. The techniques varied between different communities in the world. The artists in these societies used the locally available materials to try to express their concepts. Over the years, civilization led to the improvement in the doing of arts. For instance, during the Paleolithic age the people used to do their paintings or works of art. in walls of caves that existed in their vicinity. These magnificent art works exist to date in museums and cultural heritage sites. Most of them are thousand and thousand years old, but they still portray the way of living for people in that era (Sayers, 2001:19). These paintings have helped archaeologists in writing the history of their nations as they give documented evidence. In essence, the history of art in Australia is no different from the histories of other countries as the stages it took in evolution are relatively the same to the others. Ideally, the art market in the traditional times strongly believed in oil paintings in representing landscapes of Australia. However, contemporary art over took the oil paintings within the domestic market paving way for international accreditation for artistes from Australia (Coombes, 2006:23). With the focus on landscape painting, the Australian landscape is one guided by notions of beauty, style, and decor. The landscape paintings by artists from Australia depicted their artistic tastes and preferences. In essence, paintings do not speak, but they tend to communicate. The expressions within a painting need to have a proper arrangement to depict its social relations to power. The communicative aspect and the social aspect need not separated as they will detract the meaning hidden in the painting (Short, 2005:197). Ideally, landscape painting is a highly selective process meaning that only the eleme nts that are of essence get to select to be part of the painting. However, emphasize is also on some key aspects that trend to portray the meaning of the scenery in question. Essentially, these paintings provide a relation between them and the original landscape where drawn. Remarkably, some foreign painters also managed to paint out the landscapes in Australia despite the fact

Legal Studies Case Study Example | Topics and Well Written Essays - 3000 words

Legal Studies - Case Study Example The EAT held applying the test in Salmond on Torts. The counsel for the employers argued that the liability for the acts done by the other employees which had the effect of causing physical and verbal abuse to Jones cannot be put on the employers as such acts cannot be taken as having been done 'in the course of employment' under section 32 (1) of the RRA and therefore there is no question of vicarious liability to the employers. The contention of the counsel for the employer arguing that the tortuous acts of the other two employees cannot be held as 'acts done in the course of employment' will not hold ground, as the counsel based his argument on the basis of judgment in the case of Irving v The Post Office1, in which case there is no indication that the court relied on the subsection (1) of section32. Hence the counsel for the employer has based his argument on a wrong footing and hence his argument cannot be held valid under the law. The issue before the Court of Appeal was not to find whether treatment given to Jones can be regarded as a 'racial harassment'. The sole ground of appeal was that the industrial tribunal had been wrong to regard the racial harassment as having been "done by a person in the course of his employment" for the purposes of section 32(1). 4. (i) : Waite L.J was convinced about the representation of the counsel for the employee on pointing out that there are distinctions that greater remedies are available under the law including damages for the injuries to the feelings than those that can be claimed under Tort against an employer under the common law and "the total absence from the concept of vicarious liability in tort of any provision corresponding to the reasonable steps defence under section 32(3)." Waite L.J preferred the argument of Mr. Allen to that of Mr. Buckhaven due to the fact that there are no similarities between the statutory construction and the purposive construction on a plain reading of the section 32 (1) and that the phrase 'course of employment' is subjected to the gloss imposed on it in the context of vicarious liability on the common law context. 4. (ii). Mr. Allen argued substantial differences occur when the vicarious liability for Tort under the common law is considered against the statutory concept of section32. Counsel further submitted that the above position of the employers' liability under claim of Torts is to be contrasted with that under section 32 (1) of the RR Act where every action of a person in the course of employment are attributed to the employer "whether or not ... done with the employer's knowledge or approval." This argument of Mr. Allen is having substance and hence is preferable than the argument of M

Taking a side on debate Essay Example | Topics and Well Written Essays - 500 words

Taking a side on debate - Essay Example This means that Americans are still confident that the Congress is able and will perform to their expectation. Were it not for the support, then most likely the Americans would give a negative responses as opposed to the ones they gave (Lowrey, 2013). Lowrey (2013) continues to state that even in the toughest situations, the Congress attempts to maintain sobriety. This means that the Congress has never failed the citizens despite the challenges faced. In the case that the Congress is keen to put the interests of the citizens first means that the entire system is fit for the country. In fact, based on the comments on various US citizens who were positive on the performance of the Congress, there is no tangible evidence on the dysfunctionality of the Congress. Walt (2011) is of the opinion that USA has over the years been the home of liberty, and a great leader to the earth. It is for the sake of the continuity of this legacy that Walt (2011), says that America’s mission to the great continent it is today needs to be continued both by all presidents and presidential contenders. Through this, American nationalism is branded. America is destined to be the focus of the world. The universality of America’s achievements and its appeal for emulation motivates the country to believe in a unique American mission (Walt, 2011). The government and all concerned stakeholders have no option but to drive America to its destiny. American Exceptionalism can therefore be termed as the blue print of America’s functionality. America has long been characterized by freedom of its people though there have been a lot of myths surrounding the same as argued by Foner (2013). The belief in a unique mission has led to America giving its citizens freedom to enjoy the American pride, regardless of the world perception. It is this unique mission that has led to setting up a democratic system and self-rule in America, ranking America as the best state in the

Keynesian Economic and Monetarist Economic Policy Research Paper

Keynesian Economic and Monetarist Economic Policy - Research Paper Example Such impressive growth was the outcome of Keynesian policies, such as the needs of intervention by the government (Discover the networks, 2012). This period was the golden age of Keynesianism. However, the world economy faced a big recession, which resulted from not only rising inflation and unemployment but also dropping economic growth, after 1973. People began to believe the newly risen Monetarism, which claims fiscal policy is not useful, due to the failure of Keynesianism.   Keynesian Economic Policies Keynes emphasized that aggregate demand in the economy can be influenced very effectively by altering the levels of government spending as well as tax rates (Nelson, 2006). The neoclassical economic theory could not explain the factors that led to the economic collapse of the country and was also unable to make some appropriate public policy that would help to solve the economic crisis. While the need for any kind of government intervention was rejected by the orthodox neoclassi cal economists, Keynes advocated that inactiveness on part of the government would only worsen the condition of unemployment in the economy and aggravate the situation of an economic downturn. John Maynard Keynes stated that in order to improve the economies the governments should raise levels of public spending and cut taxes. Neoclassical economists did not approve of this action in the given economic context since there was an established view embracing the lassie faire mode of the economy that claimed that in the market economy, if the market equilibrium is disturbed, the economy has the potential to make an automatic recovery, without necessitating any government intervention. In contrast to this, Keynes argued that in an economy in which there is the high rate of unemployment with low aggregate demand, the economy would ultimately get weaker if indefinitely demand is allowed to fall short of the productive capacity of the economy. The solution proposed by Keynes was to stimulat e demand in the economy. The policy directions made by the economists were discretionary fiscal policy changes that were to the made by the government in accord with the condition of the economy. When the country is in recession, the government is responsible for increasing public spending so that it raises the aggregate demand in the economy. Higher levels of government spending would boost demand both directly and indirectly. Government's expenditure increases the incomes of the workers who make higher levels of demand.  Ã‚  

Analysis of two brands of commercial Bleaches Essay Example for Free

Analysis of two brands of commercial Bleaches Essay Analysis of Two Brands of Commercial Bleaches Objective To determine the concentration of sodium chlorate(I) (NaClO) in two commercial bleaches and compare the two bleaches on both concentration and price. Procedures 1. 10. 0 cm3 of the bleach KAO was pipetted into a clean 250 cm3 volumetric flask. It was made up to the mark using deionized water. 2. 25. 0 cm3 of the diluted solution was pipetted into a conical flask. 3. 10 cm3 of 1 M potassium iodide solution and 10 cm3 of dilute sulphuric acid was added into the conical flask also. 4. The mixture in the conical flask was titrated against the 0. 0992 M sodium thiosulphate solution. 5. Three drops of freshly prepared starch indicator are added into the conical flask when the reaction mixture turned pale yellow . 6. The mixture was titrated to the end-point. 7. At the end point, the solution turned from dark blue to colourless. 8. Steps (1) to (7) were repeated with another bleach LION Results Concentration of standard sodium thiosulphate solution : 0. 0992M Brand 1 Trade Name : KAO Bleach Price : $7. 33per dm3 ($11/1500mL). Trial 1 2 Final burette reading / cm311. 90 23. 40 35. 00 Initial burette reading / cm3 0. 20 11. 90 23. 40 Volume of Na2S2O3 / cm3 11. 70 11. 50 11. 60 Brand 2 Trade Name : LION Price : $6. 67per dm3 ($10/1500mL) Trial 1 2 Final burette reading / cm3 14. 60 28. 70 42. 80 Initial burette reading / cm3 0. 50 14. 60 28. 70 Volume of Na2S2O3 / cm3 14. 10 14. 10 14. 10 Questions 1. For each brand, calculate (a) the amount of the active ingredient available in g dm-3. (b) the cost per gram of this compound. (c) 1a) For KAO Bleach, Averge volume of sodium thiosulphate solution used=(11. 5+11. 6)/2=11. 55cm3?no. of mole of S2O32-=(11. 55/1000)(0. 0992) =0. 00114576mol. ?no. of mole of I2 =(no. of mole of S2O32- )/2 =0. 00057288mol ?no. of mole of OCl- in10 cm3 solution = no. of mole of I2 x10 =0. 0005728810 =0. 0057288mol ? Mass of OCl- contained in 10 cm3 solution=0. 0057288x(16+35. 45) =0. 29474676g ?Concentration of OCl- (active ingredient available) =0. 29474676/(10/1000)=29. 47gdm-3 For LION Bleach, Averge volume of sodium thiosulphate solution used=(14. 1+14. 1)/2=14. 10cm3 ?no. of mole of S2O32-=(14. 10/1000)(0. 0992) =0. 00139872mol. ?no. of mole of I2 =(no.of mole of S2O32- )/2 =0. 00069936mol ?no. of mole of OCl- in10 cm3 solution = no. of mole of I2 x10 =0. 0006993610 =0. 0069936mol ? Mass of OCl- contained in 10 cm3 solution=0. 0069936x(16+35. 45) =0. 35982072g ?Concentration of OCl- (active ingredient available) =0. 35982072/(10/1000)=35. 98gdm-3 1b)For KAO Bleach, Cost per one gram of OCl- = 11 /[29. 474676x(1500/1000)] =$0. 277/g For LION Bleach, Cost per one gram of OCl- = 10 /[35. 982072x(1500/1000)] =$0. 185/g 2. Based on the calculated results, decide which of the two brands of bleach is a better buy. When compring the costs per one gram of OCl- of KAO(0. 277/g) and LION($0. 185/g), as we can pay a lower price ($0. 185)to buy the same weight of active ingredient (OCl- ) in LION bleach, LION bleach is a better buy. 3. Explain why potassium iodide and sulphuric acid must be in excess. ClO-(aq) + 2I-(aq) + 2H+(aq) i I2(aq) + H2O(l) + Cl-(aq) From the equation above, iodide ions and hydrogen ions react with Hypochlorite ions to form iodine ,water and chloride ions. To determine the actual number of mole of ClO- ,all ClO- ions sholud react to give iodine. KI (I-) and H2SO4 (H+) must be in excess to ensure all ClO- has been converted into Cl- ions. Then the number of mole of I2 produced is calculated by titrating against sodium thiosulphate and hence the number of mole of ClO- ions can be calculated by ratio: No. of moles of ClO- = No. of moles of I2 In other words, excess potassium iodide and sulphuric acid are used for ensuring all ClO- ions are reacted react to give iodine. Moreover,dilute sulphuric acid is added to increase the rate of reaction. If KI and H2SO4 are not in excess, some of the ClO- ions are not converted into Cl- . Consequently the calculated number of mole of ClO- ions present would be smaller than the actual one since the number of mole of ClO- ions which are not converted into Cl- are not taken into account. 4. Bleaching solution may deteriorate for two main reasons. One is the attack by carbon dioxide in air according to the equation: 2ClO-(aq) + CO2(aq) i CO32-(aq) + Cl2(aq) What is the other possible reason? Under normal condition,Hypochlorite ions decompose to give oxygen and chloride ions. Ionic equation: ClO-(aq) i O2(g) + 2Cl-(aq) Chemical equation: NaClO(aq) i O2(g) + 2NaCl(aq). The rate of the reaction above can been increased at high temperature or under sunlight. When sodium hypochlorite is heated or evaporated, sodium chlorate and sodium chloride will be formed. Chemical equation: 3 NaOCl(aq) i NaClO3 (aq)+ 2 NaCl(aq) 5. The starch indicator should not be added too early. Why? Starch is often used in chemistry as an indicator for redox titrations where iodine is present as starch forms a very dark blue-black complex with iodine. Moreover,the indicator is not affected by the presence of iodide (I-). In order for the the starch solution to change colour, both starch and iodide must be present. Starch forms an unstable complex which is blue coloured in low concentrations of iodine. However, this complex is in high concentrations of iodine . If starch solution is added too early, the conical flask still contains high concentration of iodine. As a result, highly stable complex is formed,the starch indicator then cannot be decolourised and the complex will spoil the reaction medium. Consequently, the titration cannot continue. Therefore the iodine must be diluted first with the titrant ,sodium thiosulphate to ensure no higly stable complex is formed. After that the starch can be added.

Strategic Human Resources Management of Sony

Strategic Human Resources Management of Sony Introduction In a growing economy and technology on their progress, many companies have benefited from the opportunities offered by science.  Given the continued growth of technology companies have the means to continue the success of competitive products and services available.  One particular company that has been fully adopted by Sony this feature.  This company was very successful, but because his way of thinking strategically and incredible talent to use every ounce of new technologies can be used.  But using e-commerce or e-commerce Sony has skyrocketed. Sony is a manufacturer of audio, video, communications and information technology products for consumer and professional markets. Background of Sony Japans Sony Corporation (Sony) Final parent company isSony.  The company is mainly focused on electronics, such as audiovisual and information technology and components; game, such as PlayStation, entertainment such as motion pictures and music, and financial services such as insurance and banking.  It has five segments: electronics, games, photos, and other financial services.  Sony makes this one of the largest and most diverse entertainment worldwide.  In the Electronics segment develops, designs, manufactures and sells various types of electronic equipment, tools and devices for consumer and professional markets.  During the rally, Sony Computer Entertainment Inc. develops manufactures, markets and distributes PlayStation Portable (PSP), PlayStation 2 and PlayStation 3 computer entertainment system. Vision, Mission and Values Business mission is a summary of key policies for the company to achieve its objectives, and explains the key that every effort should be employed.  Tend a few words or short phrases, but also long term is more than one page. Objectives For this vision to be realized, Sony aims to strengthen the core electronic business application of information technology in the design, manufacture, distribution and sale. It is believed that the value of Sony Music, photos, games and financial services industry as they become available through the network.  So, Sony has now launched a sub-network enabled products in four categories: digital TVs and set-top boxes, home VAIO PC, PlayStation 2 and mobile devices. Sony make. Believe Sony make. Believe (dot It), a new message to another group of origin indicated by Sony in electronics, games, movies, music, web services and mobile phones. Make. Believe Sony is to introduce a spirit of creativity innovation, marking the first time, the company has unified brand message that is both entertainment and electronics. TASK1 What is human resource management? Each organization has three basic components that target people and structure.  A Human Resources Management (HRM) to study the activities of people working in an organization.  HRM is the management of people working in an organization.  It is particularly relevant to the person who can say that people can manage.  Leadership of organizations to their needs and helps the organization resolution.  HRM seeks to how people can be managed within the organization.  He is responsible for hiring people to train to organize the command, the benefits of their work problems and recommend appropriate. Strategic HRM: Where all HR activities (including workplace learning) to help organizations achieve strategic objectives and vision, either directly or indirectly.  This means that for all D activities to be strategic.  So it is important to understand exactly how everything is done (what you offer), which contribute to your organizations mission, vision and strategy.  Otherwise, how can you value your work and how to organize the value of your work?  Please note that this can contribute indirectly.  For example, to improve the quality of working life have a significant impact on profitability by reducing errors and accidents, reduce absenteeism and turnover and increase productivity and improve customer service. basic functions of human resource management Basic functions of HR functions are the same as saying the government by managers plan, organize, manage and control staff.  HR staff and to participate in policies and practices related to persons working for the organization. Human Resources Department meeting the following functions to manage all sizes: Teams (includes planning, recruitment and selection) Human Resources Development (It covers the education and training required by the employee) Benefits (incentives for employees based on performance or policy) health and safety (including issues related to health and safety policy of the individual) The relationship between employee and labor Maintenance Records The importance of strategic human resource management (SHRM) Human Resource Management is to manage the size and normative theory would require coherent set of personnel policies in accordance with organizational strategy to determine the quality of work, commitment and employee performance and organizational effectiveness and competitive advantage.  Sony HRM policy is to manage their employees and to be successful.  Because it considers the variation in different regions.  Sony, for example, encourages their employees to participate in decision-making,  so that the company public meeting in each unit provides opportunities for employees to give their opinion.  And different places in Europe, where appropriate, Sony. Total Number of Employees Sony total number of employee (Sony website) is working, where labor costs involved in these negotiations, in accordance with the law and working conditions.  Sony provides education and skills training for workers in different countries and business sectors.  But there are different training systems in different regions. Kio Morita, founder of Sony Corporation, said there is no magic in the success of Japanese companies most popular and Sony in particular. The secret of success is just the way they treat their employees. Head of Mission of Japan to the manager to develop a healthy relationship with its employees as family resemblance in the company to create the impression that employees and managers share the same fate.  Most successful companies in Japan has succeeded in the sense of common destiny for all employees to create, what the Americans and labor management and shareholders to appeal. When Morita was president of Sony, said new employees and all employees who are lucky enough to find jobs and to decide persona lly if he has spent his lifetime working with Sony. TASK2 Define Human resource planning The concept of human resource planning within the organization is as old as human culture itself.There the idea of à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹a better workforce planning and new business effectively in the field of human activity.  Applications are reviewed by various people, scientists acceptance and design management.  Definition of human resource planning are listed below-   According to F. William Glueck,   Human resource planning is the process by which management attempts to provide adequate human resources to achieve organization objectives. Business factors   HRM is central coordination and management fundamentals organizations. There internal and external factors affecting various business hiring and training.  Control factors are external factors that have little or organizations, but to better understand these factors, it can better adapt and develop appropriate strategies for managing human resources.  The external environment refers to conditions outside the organization, including potential legal, social and political interests of customers, competitors, unionization, labor market conditions, industry characteristics and national cultures (Susan et al, 1995).  Some internal factors are affecting HRM technology functions, structure, size, organizational strategy and culture. Technological environment is perhaps one of the most astonishing powers that the HRM practices of the company (Zammuto OConnor, 1992) shape.  Technology puts an important role in reducing costs, improving efficiency and customer access to relevant informa tion available to help businesses increase productivity (Kotler et al 2004).   Requirement of sound HR planning JL and RW Gold Decgar a book Management of personnel and recommended to the requirements of effective labor planning and success as:     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ planning should contribute to a lot of time.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢, the alternative plan or amendment, if any, should be included     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Planning should be based on need.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Planning should elements of flexibility and elasticity.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ planning to be economics.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Planning should be efficient and effective.   The purpose of the Human resource plan for this species members and staff is to get the right thing at the right time.  Human resource planning is a question of method.  Human resource planning is developed by certain activities in a row.  What steps are described as follows-     Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ identify the target     Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Gather information     Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ provide human resources to implement     Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ human resource supply prediction     Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ plan and the necessary programs   STGES OF PLANNING a) The purpose of the organization: The purpose of the organization must be established before the introduction of human resource planning.  After determining the purpose of the organization, the Human Resources Director might develop human resources to the organization to achieve this objective.     b) The collection of information: The second phase of human resource planning to gather information.  Cant predict or plan to be better than the data they are based.Human resource planning requires two types of information.  They are     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã‚ -Data from the external environment     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã‚ -Data within the organization     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã…“â€Å"Data from the external environment, external environment information, including information about current conditions and expected changes in      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Economics     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Technology     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Competition     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢Labor     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã…“â€Å"Data organization of data within the organization that contains information about Current conditions and expected changes include in-     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ plans short and long term organizational strategies     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢Prevailing human resources     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢Turnover and mobility     Ã‚  Ã‚  c) HR Demand: In this step, because it determines the resources needed to achieve the goal.  Once planners have the information internally and externally, they can predict the demand for workers.     Ã‚  Ã‚  d) Estimating: The human resources supply: In this stage, planners predict labor supply. Planners forecast internal supply of workers and their skills and availability of different types of people probably promo ability outside the labor market.     Ã‚  Ã‚  e) Plan and the necessary programs: the final stage of human resource planning is to plan specific programs to ensure that our available depending on future demand.Programs include-     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ increase or decrease the size of the labor     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ changing skill mix     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ management succession plan     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ Career Development Plan     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã… ¾Ã‚ ¢ disincentives for early retirement incentives   The desire to achieve objectives through human resources planning is meaningless unless its assessment of the results of the activities of human resource management planning: f) Feedback on the planning process:  If demand and supply projections were as accurate as desired, Feedback is given to improve the forecasting process.  Although these programs are inadequate or inappropriate, you can change them.   HRM model Human resource strategy is generally high.  Human resources strategy will not solve the problem of ownership of HR processes.  The strategy defines the strategic role of human resource initiatives in the organization and within a few years.  Human resources is the best tool for ownership of HR processes to be determined.  It also helps identify gaps in the organizational and human resources skills and competencies of HR.  The model makes the management of human resources to operate smoothly.   What is the purpose of the HRM model?   The result is most of the HRM model clear principles for the design and execution of tasks and responsibilities of human resources and human resources allocated to various projects in human resources unit.  Template definition is not easy, but saves a lot of conflict in the future.  The HR builds stronger and more competitive in the HR organization. TASK3 The purpose of human resource management policies in Sony Since its inception in 1946, Sony should remain at the forefront of technological development, based on what has been done consistently with the new lifestyle.  Sony has new innovative companies to also promote, through an innovative approach to the challenge of national and regional boundaries. Sony values à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹of communication between management and workers are essential if the management transfer policy for employees and employers to encourage their opinions. Sony puts a high priority on communication between management and individual employees.  Since fiscal 2005,Sony CEO Howard Stringer, the time to visit the Sony world to communicate directly with employees at public meetings and other opportunities for dialogue to create.  contact senior also Sony Group employees by posting on the intranet or e-mail Sony and facilitate information exchange and creating a sense of unity with the Sony Group. Sony aims to create a workplace that respects human rights and equal employment opportunities for people with the best of their abilities.  Because of the diversity of human rights initiatives and businesses, Sony is an important function that every employee at work, and he knew of any problems you can get Sony Corporation Disabled Employees Ratio *4   Staff Development Development and staff development for Sony dynamic engine of growth for Sony.  Sony recognizes that population growth is supported by large asset management. A Sony aims to enhance motivation and personal development of its employees worldwide through learning by doing, as well as access to a variety of programs tailored to local needs, including education of engineers, management training and training to build  capacity and skills of employees. Developing leader If a company does business in countries and regions around the world, Sony recognizes the importance of cultivating leadership qualities, and aims of international respect for different cultures and working environments.  Sony has implemented a series of initiatives to bring the full potential of employees to meet and the next generation of business leaders worldwide to promote. Training programs for employees Sony is organizing various training programs for employees at all levels of graduates from senior managers for each region and industry.  In Japan, Sony Group offers over 300 courses, including technical education and training bodies, different approaches, including group training using e-learning and correspondence courses, in accordance with the objectives.  These courses are supported by approximately 230 front-line employees who have the expertise needed to develop curriculum and textbooks Sony technology in all areas Employee training program by Sony in Japan(www.sony.net) Impact of regulatory requirements on human resources policies in Sony Basic Policy on Human Rights and Equal Opportunities Sony Group Code of Conduct, adopted in May 2003, has sections on human rights and global policy provides rules governing human rights and related activities within the Sony group.  For example, the section provides for the Sony Group Code of Conduct, equal opportunities in employment policy on the recruitment, hiring, training, promoting and otherwise treat applicants and employees without regard to non-race features, including religion, color  , national origin, age, gender and disability.  These provisions are based on existing international standards, including the United Nations adopted the Universal Declaration of Human Rights. Health and safety Sony targets healthy labor market and employment practices and establish a healthy environment, safe working and productive stands. Political and database management system In 1998, Sony has adopted a general policy on health and safety (OH S), which acts as a standard group, reflecting Sonys commitment to the health and safety of its employees.  Simply policy regarding the laws of the countries and regions of OH S, but also with complementary activities undertaken as part of their health and safety management structure. Employee Health Sony Corporation aims to help create jobs in good health.  related activities are focused on providing different health check-up, support and dissemination of information via the intranet an overview of health issues raised.   Work-Life Balance Looking at work is a much more diverse lifestyles and employees to fully express their skills to keep up, Sony has created support systems and flexible work styles, including the importance of the optimal work-life balance stress  . Work and life balance in Sony Source- www.sony.net Flexible work styles Sony does not follow the laws and customs of the countries and regions in which it operates, but also provide working arrangements to help employees to achieve work-life balance effectively. Child care and nursing Sony is offering special holiday savings plan for child care workers to be caring for children and paid leave, which can be used in conjunction with parental leave and offers up to 20 days for employees who leave after birth  .  A significant number of workers who leave.  Sony also offers a System theme and use of paid annual leave on an hour for child care or nursing.   Human Resources Information Technology Three years ago, Sony Electronics has a sharp eye on the HR information system, and not liked what he saw.  Only 18 percent of the 14,000 employees in six locations systematically used HR applications, allowing the human resources department document generation.  Not that the workers do not blame Sony Electronics indifference upgrade to PeopleSoft 5.2 universal platform within five years, turning out new versions and patches new home tend to be a doctor.  In terms of hardware and software, long lived HRIS system utility, said Edward J. Cotter, Sony Electronics vice president of human resources. TASK4 Impact of organizational structure on human resource management The organizational framework clarifies the responsibility of the shares to managers and employees.  Organizational structures can help companies retain employees, while the suibiachtà ºlacht the chain of command, among other benefits.  Staff retention is how the company is focused on maintaining a low staff turnover and more experienced workers to ensure that employees remain with the company. Organizational structures can establish minimum expectations of personal conduct.   Organizational structures often contain companys mission or vision.  This information allows companies to include information on benefits for employees who reach certain goals or the company.  It promotes good behavior and employee retention.  Companies cannot fully sum workers to take compensation as a reward.  Organizational structures can ensure employment growth and development of employees to retain employees for longer periods where they want to learn more about the company and improve their professional skills.   Role of organizational culture in SHRM Corporate culture is an important role in selecting the best candidate.  Candidate sourcing and recruiting and interviewing candidates, to find ways to determine whether someone is suitable for culture.  Organizational culture is often difficult to describe, but if you look at the candidates during the recruitment and selection processes, it is easy enough to see whether they match the work to be filled.     Recruitment   The first step in the recruitment process of the job to ensure that it is necessary to accurately reflect the functions of the job to review.  Building on its work, including a brief description of the business of supplying information on the organizational culture. Interviews   of person-to-face is the best way to decide whether the work history and career goals to send candidates to your organizations needs.  For example, that the applicant work history primarily on the activities carried out independently of the office is the challenge of working for an organization where most projects are achieved through teamwork. During the interview, describe as precisely as possible, the work environment.   Choosing the right person   When the shortlist of candidates for those two or three, but here is where one can ensure a true match for the company.  In this phase of the selection a wise decision to candidates based tour company possible.  various personal presentation and interaction and exchanges with employees observe non-verbal. Monitoring and control This is the final step in the planning of the organization human resources.  When the program is approved and implementation has begun, it must be checked.  Human Resources department must follow up to see what happens in terms of available resources.  The idea is to make sure we use all available talent available to us to fail if we continue to fight to the top.   Recommendation Creating a culture of teamwork For teamwork happen, these powerful actions happen. leaders clearly hope that the teamwork and collaboration are expected. Nobody is working space or the process itself.  People who own work processes and location open to ideas and feedback from others on the team. Team teaching model held in their interaction with each other and the rest of the organization. They maintain teamwork even when things go wrong. Members talk about the organization and the value of teamwork culture identification. Ã‚ ®When writing formal and shared values, teamwork is one of the five or six keys. Teamwork and rewards have been identified.  Lone Ranger, even if it is an excellent producer, is rated lower than the person who obtains the results with others in teamwork. Performance management system focuses on teamwork and value. Often 360 degree feedback system is integration. Conclusion Sony plans and strategies reflect different depending on their unique vision and mission.  Strategies, plans and even their threats failures that contributes to the company.  Sony Corporation to take into account not only new technologies, new products and automation, but the environment is healthy. Human resource management is even possible cultural and national differences. Policies should distinguish IHRM organization and integration of all units.  Sony is an example to explain.  Human Resources supports the general conclusion that human resource management for the benefit of employees and human resources activities in accordance with the strategic goals of Sony.  Sony managers held on the need for staff and delegates tasks to assess these good impressions on the leaders and they believe the company delegated authority, which in turn increases job security for frames. Programs for different levels of employees is to create a team spirit among employees and a culture in w hich everyone is entitled to make progress in the promotion.

Motivation As The Key To Performance Improvement Commerce Essay

Motivation As The Key To Performance Improvement Commerce Essay There is an old saying-you can take a horse to the water but u cannot force it to drink; itll drink only if it is thirsty-so with people. They will do what they want to do or otherwise motivated to do. Whether it is to excel on the workshop floor or in the ivory tower they must be motivated or driven to it, either by themselves or through external stimulus. Motivation is essential for any business to survive and succeed. Performance is considered to be a function of ability and motivation, thus: Job performance = f (ability)(motivation) Ability in turn depends on education, experience and training and its improvement in a slow and long process. On the other hand, motivation can be improved quickly. There are many options and an uninitiated manager may not even know where to start. As a guideline, there are broadly seven strategies for motivation: Positive reinforcement/high expectations Effective discipline and punishment Treating people fairly Satisfying employees needs Setting work related goals Restructuring jobs Base rewards on job performance Essentially, there is a gap between an individuals actual state and some desired state and the manager tries to reduce this gap. Motivation is, in effect, a means to reduce and manipulate this gap. It is inducing others in a specific way towards goals specifically stated by the motivator. Naturally, these goals as also the motivation system must conform to the corporate policy of the organization. The motivational system must be tailored to the situation and to the organisation. Intrinsic motivation comes from rewards inherent to a task or activity itself the enjoyment of a puzzle or the love of playing.[2] This form of motivation has been studied by social and educational psychologists since the early 1970s. Research has found that it is usually associated with high educational achievement and enjoyment by students. Intrinsic motivation has been explained by Fritz Heiders attribution theory, Banduras work on self-efficacy, [3] and Ryan and Decis cognitive evaluation theory. Students are likely to be intrinsically motivated if they: attribute their educational results to internal factors that they can control (e.g. the amount of effort they put in), believe they can be effective agents in reaching desired goals (i.e. the results are not determined by luck), are interested in mastering a topic, rather than just rote-learning to achieve good grades. Extrinsic motivation comes from outside of the performer. Money is the most obvious example, but coercion and threat of punishment are also common extrinsic motivations. While competing, the crowd may cheer on the performer, which may motivate him or her to do well. Trophies are also extrinsic incentives. Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. Social psychological research has indicated that extrinsic rewards can lead to overjustification and a subsequent reduction in intrinsic motivation. In one study demonstrating this effect, children who expected to be (and were) rewarded with a ribbon and a gold star for drawing pictures spent less time playing with the drawing materials in subsequent observations than children who were assigned to an unexpected reward condition and to children who received no extrinsic reward[4] These articles on motivation theory and practice concentrate on various theories regarding human nature in general and motivation in particular. Included are the articles on the practical aspects of motivation in the workplace and the research that has been undertaken in this field, notably by Douglas McGregor (theory y), Frederick Herzberg (two factor motivation hygiene theory), Abraham Maslow (theory z, hierarchy of needs), Elton Mayo (Hawthorne experiments), Chris Argyris Rensis Likert and David McClelland (achievement motivation). The incentive theory of motivation A reward, tangible or intangible, is presented after the occurrence of an action (i.e. behavior) with the intent to cause the behavior to occur again. This is done by associating positive meaning to the behavior. Studies show that if the person receives the reward immediately, the effect would be greater, and decreases as duration lengthens. Repetitive action-reward combination can cause the action to become habit. Motivation comes from two sources: oneself, and other people. These two sources are called intrinsic motivation and extrinsic motivation, respectively. Applying proper motivational techniques can be much harder than it seems. Steven Kerr notes that when creating a reward system, it can be easy to reward A, while hoping for B, and in the process, reap harmful effects that can jeopardize your goals.[5] A reinforcer is different from reward, in that reinforcement is intended to create a measured increase in the rate of a desirable behavior following the addition of something to the environment. Drive-reduction theories There are a number of drive theories. The Drive Reduction Theory grows out of the concept that we have certain biological drives, such as hunger. As time passes the strength of the drive increases if it is not satisfied (in this case by eating). Upon satisfying a drive the drives strength is reduced. The theory is based on diverse ideas from the theories of Freud to the ideas of feedback control systems, such as a thermostat. Drive theory has some intuitive or folk validity. For instance when preparing food, the drive model appears to be compatible with sensations of rising hunger as the food is prepared, and, after the food has been consumed, a decrease in subjective hunger. There are several problems, however, that leave the validity of drive reduction open for debate. The first problem is that it does not explain how secondary reinforcers reduce drive. For example, money satisfies no biological or psychological needs, but a pay check appears to reduce drive through second-order conditioning. Secondly, a drive, such as hunger, is viewed as having a desire to eat, making the drive a homuncular being a feature criticized as simply moving the fundamental problem behind this small man and his desires. In addition, it is clear that drive reduction theory cannot be a complete theory of behavior, or a hungry human could not prepare a meal without eating the food before they finished cooking it. The ability of drive theory to cope with all kinds of behavior, from not satisfying a drive (by adding on other traits such as restraint), or adding additional drives for tasty food, which combine with drives for food in order to explain cooking render it hard to test. [edit] Cognitive dissonance theory Suggested by Leon Festinger, this occurs when an individual experiences some degree of discomfort resulting from an incompatibility between two cognitions. For example, a consumer may seek to reassure himself regarding a purchase, feeling, in retrospect, that another decision may have been preferable. Another example of cognitive dissonance is when a belief and a behavior are in conflict. A person may wish to be healthy, believes smoking is bad for ones health, and yet continues to smoke. Need theories [edit] Need hierarchy theory Main article: Maslows hierarchy of needs Abraham Maslows theory is one of the most widely discussed theories of motivation. The theory can be summarized as follows: Human beings have wants and desires which influence their behavior. Only unsatisfied needs influence behavior, satisfied needs do not. Since needs are many, they are arranged in order of importance, from the basic to the complex. The person advances to the next level of needs only after the lower level need is at least minimally satisfied. The further the progress up the hierarchy, the more individuality, humanness and psychological health a person will show. The needs, listed from basic (lowest-earliest) to most complex (highest-latest) are as follows: Physiology (hunger, thirst, sleep, etc.) Safety/Security/Shelter/Health Belongingness/Love/Friendship Self-esteem/Recognition/Achievement Self actualization [edit] Herzbergs two-factor theory Main article: Frederick Herzberg Frederick Herzbergs two-factor theory, AKA intrinsic/extrinsic motivation, concludes that certain factors in the workplace result in job satisfaction, but if absent, they dont lead to dissatisfaction but no satisfaction.[6] The factors that motivate people can change over their lifetime, but respect for me as a person is one of the top motivating factors at any stage of life. He distinguished between: Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction, and Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation. The name Hygiene factors is used because, like hygiene, the presence will not make you healthier, but absence can cause health deterioration. The theory is sometimes called the Motivator-Hygiene Theory and/or The Dual Structure Theory. Herzbergs theory has found application in such occupational fields as information systems and in studies of user satisfaction (see Computer user satisfaction). [edit] Alderfers ERG theory Main article: Clayton Alderfer Clayton Alderfer, expanding on Maslows hierarchy of needs, created the ERG theory (existence, relatedness and growth). Physiological and safety, the lower order needs, are placed in the existence category, while love and self esteem needs are placed in the relatedness category. The growth category contains our self-actualization and self-esteem needs. [edit] Self-determination theory Self-determination theory, developed by Edward Deci and Richard Ryan, focuses on the importance of intrinsic motivation in driving human behavior. Like Maslows hierarchical theory and others that built on it, SDT posits a natural tendency toward growth and development. Unlike these other theories, however, SDT does not include any sort of autopilot for achievement, but instead requires active encouragement from the environment. The primary factors that encourage motivation and development are autonomy, competence feedback, and relatedness. Broad theories The latest approach in Achievement Motivation is an integrative perspective as lined out in the Onion-Ring-Model of Achievement Motivation by Heinz Schuler, George C. Thornton III, Andreas Frintrup and Rose Mueller-Hanson. It is based on the premise that performance motivation results from the way broad components of personality are directed towards performance. As a result, it includes a range of dimensions that are relevant to success at work but which are not conventionally regarded as being part of performance motivation. Especially it integrates formerly separated approaches as Need for Achievement with e.g. social motives like Dominance. The Achievement Motivation Inventory (AMI) (Schuler, Thornton, Frintrup Mueller-Hanson, 2003) is based on this theory and assesses three factors (17 separated scales) relevant to vocational and professional success. [edit] Cognitive theories [edit] Goal-setting theory Goal-setting theory is based on the notion that individuals sometimes have a drive to reach a clearly defined end state. Often, this end state is a reward in itself. A goals efficiency is affected by three features: proximity, difficulty and specificity. An ideal goal should present a situation where the time between the initiation of behavior and the end state is close. This explains why some children are more motivated to learn how to ride a bike than mastering algebra. A goal should be moderate, not too hard or too easy to complete. In both cases, most people are not optimally motivated, as many want a challenge (which assumes some kind of insecurity of success). At the same time people want to feel that there is a substantial probability that they will succeed. Specificity concerns the description of the goal in their class. The goal should be objectively defined and intelligible for the individual. A classic example of a poorly specified goal is to get the highest possible grade . Most children have no idea how much effort they need to reach that goal. Models of behavior change Social-cognitive models of behavior change include the constructs of motivation and volition. Motivation is seen as a process that leads to the forming of behavioral intentions. Volition is seen as a process that leads from intention to actual behavior. In other words, motivation and volition refer to goal setting and goal pursuit, respectively. Both processes require self-regulatory efforts. Several self-regulatory constructs are needed to operate in orchestration to attain goals. An example of such a motivational and volitional construct is perceived self-efficacy. Self-efficacy is supposed to facilitate the forming of behavioral intentions, the development of action plans, and the initiation of action. It can support the translation of intentions into action. See also: Health Action Process Approach I-Change Model [edit] Unconscious motivation Some psychologists believe that a significant portion of human behavior is energized and directed by unconscious motives. According to Maslow, Psychoanalysis has often demonstrated that the relationship between a conscious desire and the ultimate unconscious aim that underlies it need not be at all direct.[9] In other words, stated motives do not always match those inferred by skilled observers. For example, it is possible that a person can be accident-prone because he has an unconscious desire to hurt himself and not because he is careless or ignorant of the safety rules.[citation needed] Similarly, some overweight people are not hungry at all for food but for fighting and kissing. Eating is merely a defensive reaction to lack of attention.[citation needed] Some workers damage more equipment than others do because they harbor unconscious feelings of aggression toward authority figures.[citation needed] Psychotherapists[who?] point out that some behavior is so automatic that the reasons for it are not available in the individuals conscious mind. Compulsive cigarette smoking is an example. Sometimes maintaining self-esteem is so important and the motive for an activity is so threatening that it is simply not recognized and, in fact, may be disguised or repressed. Rationalization, or explaining away, is one such disguise, or defense mechanism, as it is called. Another is projecting or attributing ones own faults to others. I feel I am to blame, becomes It is her fault; she is selfish. Repression of powerful but socially unacceptable motives may result in outward behavior that is the opposite of the repressed tendencies. An example of this would be the employee who hates his boss but overworks himself on the job to show that he holds him in high regard.[citation needed] Unconscious motives add to the hazards of interpreting human behavior and, to the extent that they are present, complicate the life of the administrator. On the other hand, knowledge that unconscious motives exist can lead to a more careful assessment of behavioral problems. Although few contemporary psychologists deny the existence of unconscious factors, many[who?] do believe that these are activated only in times of anxiety and stress, and that in the ordinary course of events, human behavior from the subjects point of view is rationally purposeful. [edit] Intrinsic motivation and the 16 basic desires theory Starting from studies involving more than 6,000 people, Professor Steven Reiss has proposed a theory that find 16 basic desires that guide nearly all human behavior. [10] [11] The desires are: Acceptance, the need for approval Curiosity, the need to think Eating, the need for food Family, the need to raise children Honor, the need to be loyal to the traditional values of ones clan/ethnic group Idealism, the need for social justice Independence, the need for individuality Order, the need for organized, stable, predictable environments Physical Activity, the need for exercise Power, the need for influence of will Romance, the need for sex Saving, the need to collect Social Contact, the need for friends (peer relationships) Status, the need for social standing/importance Tranquility, the need to be safe Vengeance, the need to strike back In this model, people differ in these basic desires. These basic desires represent intrinsic desires that directly motivate a persons behavior, and not aimed at indirectly satisfying other desires. People may also be motivated by non-basic desires, but in this case this does not relate to deep motivation, or only as a means to achieve other basic desires. [edit] Other theories Reversal theory Motivating operation Taylor Frederick Winslow Taylor (1856 1917) put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued the following: Workers do not naturally enjoy work and so need close supervision and control Therefore managers should break down production into a series of small tasks Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity. Taylors methods were widely adopted as businesses saw the benefits of increased productivity levels and lower unit costs. The most notably advocate was Henry Ford who used them to design the first ever production line, making Ford cars. This was the start of the era of mass production. Taylors approach has close links with the concept of an autocratic management style (managers take all the decisions and simply give orders to those below them) and Macgregors Theory X approach to workers (workers are viewed as lazy and wish to avoid responsibility). However workers soon came to dislike Taylors approach as they were only given boring, repetitive tasks to carry out and were being treated little better than human machines. Firms could also afford to lay off workers as productivity levels increased. This led to an increase in strikes and other forms of industrial action by dis-satisfied workers. Mayo Elton Mayo (1880 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work (something that Taylor ignored). He introduced the Human Relation School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realising that workers enjoy interacting together. Mayo conducted a series of experiments at the Hawthorne factory of the Western Electric Company in Chicago He isolated two groups of women workers and studied the effect on their productivity levels of changing factors such as lighting and working conditions. He expected to see productivity levels decline as lighting or other conditions became progressively worse What he actually discovered surprised him: whatever the change in lighting or working conditions, the productivity levels of the workers improved or remained the same. From this Mayo concluded that workers are best motivated by: Better communication between managers and workers ( Hawthorne workers were consulted over the experiments and also had the opportunity to give feedback) Greater manager involvement in employees working lives ( Hawthorne workers responded to the increased level of attention they were receiving) Working in groups or teams. ( Hawthorne workers did not previously regularly work in teams) In practice therefore businesses should re-organise production to encourage greater use of team working and introduce personnel departments to encourage greater manager involvement in looking after employees interests. His theory most closely fits in with a paternalistic style of management. Maslow Abraham Maslow (1908 1970) along with Frederick Herzberg (1923-) introduced the Neo-Human Relations School in the 1950s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work. All of the needs are structured into a hierarchy (see below) and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic wage in order to buy food before worrying about having a secure job contract or the respect of others. A business should therefore offer different incentives to workers in order to help them fulfill each need in turn and progress up the hierarchy (see below). Managers should also recognise that workers are not all motivated in the same way and do not all move up the hierarchy at the same pace. They may therefore have to offer a slightly different set of incentives from worker to worker. Herzberg Frederick Herzberg (1923-) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves actually motivate employees to work harder (Hygienefactors) Motivators are more concerned with the actual job itself. For instance how interesting the work is and how much opportunity it gives for extra responsibility, recognition and promotion. Hygiene factors are factors which surround the job rather than the job itself. For example a worker will only turn up to work if a business has provided a reasonable level of pay and safe working conditions but these factors will not make him work harder at his job once he is there. Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay, and piece-rate in particular Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods. Some of the methods managers could use to achieve this are: Job enlargement workers being given a greater variety of tasks to perform (not necessarily more challenging) which should make the work more interesting. Job enrichment involves workers being given a wider range of more complex, interesting and challenging tasks surrounding a complete unit of work. This should give a greater sense of achievement. Empowerment means delegating more power to employees to make their own decisions over areas of their working life. (http://en.wikipedia.org/wiki/Motivation) (http://www.accel-team.com/motivation/index.html) (http://tutor2u.net/business/gcse/people_motivation_theories.htm)

Jean-Luc Picard as a Leader :: Star Trek Essays Papers

Jean-Luc Picard as a Leader Jean-Luc Picard, Captain of the Starship Enterprise, is a good leader because of his ability to guide and direct his crew in such a way that protects the Federation from its enemies and inspires others to have similar goals. Every leader has their own unique characteristics and Picard is no different. He is able to utilize his crew members' talent's, ship's technology, and his own experiences to be the best leader he can be. Webster's New World Dictionary defines a leader as one who guides or directs in a course that inspires the conduct of others. As well, a leader is one who makes decisions based his or her knowledge gained personally and from other sources. A leader is also aware of all the consequences of their actions and the ability of those that they lead. He must be a responsible and trust worthy person because of the many people who follow him and depend on him. Jean-Luc Picard has these qualities and uses them to the best of his ability to lead his crew on the Starship Enterprise. In the episode "The Defector," Picard shows that he is a leader by making smart decisions and by giving direction to others. From the beginning, Picard is directing the android Data in a scene from Shakespeare's play Henry V , with the help of the halo deck. He is giving advice on how Data can act more as a human. He explains why King Henry has gone in disguise among his troops before the battle. Picard explains that it was to find out the state of the Kings army's morale and confidence (The Defector, Dec 30, 89) . Picard knows that it is important to know the confidence of his crew because it directly corresponds to him because he is like the king of the Enterprise. Later, in another encounter with Data, Picard asks him to make a record of the events before their possible war with the Romulans . The last thing he asks Data is, " How is the spirit of the crew ?", and as Data responds , "they are confident, why do you ask?" Picard responded by saying that, "It would be hard to disguis e myself and walk among my crew like King Henry did" (The Defector, Dec 30, 89). This shows that Picard is generally concerned about his crew as any leader would be.

Educating Rita :: essays research papers

In Willy Russel’s play "Educating Rita," some marks of a love story are to be noticed between both characters. They each show marks of affection for each other. The main aspect of a love story is to have two characters of opposite sex, being attracted to one another. The attraction of two people especially deals with having a relationship. In "Educating Rita," this is not the case because only the male character is attracted to the female. In a love story, both characters are dependent on each other. They cannot live without their mate. At the beginning of the play, Rita is dependent on Frank, although she is not attracted to him. "What do you want to know? – Everything." Later on however, she becomes independent, and does not need him to live with. This point in the play divides the love in the story since Rita does not see Frank as often, and seems to care less about him. Throughout the play, Frank has the completely opposite aspect. He doesn’t need her at the beginning, only giving her literature lessons, and after a while, feels very attracted to her and will find it extremely hard to keep on living without her. "Rita. Don’t go." In the beginning of the play, both characters start out living with someone else. Rita is married and lives with her husband, and Frank lives with his girlfriend. This is unusual, because a love story never starts this way. In a love story, the couple usually agrees on every point discussed, however not always, or generally shares all of their common interests. These two characters do not share all the same common interests. One loves the drink, the other hates it. "Y’ wanna be careful with that stuff, it kills y’ brain cells." A perfect example of a love story is "Sleeping Beauty." The two main characters contain all of the characteristics to make a perfect couple. "Romeo and Juliet" is also a very good love story, however ending in a tragedy. In "Educating Rita," the two characters only present a few of these attributes. The first time that Rita meets Frank, she tells him everything that passes through her mind. She talks about her problems and her future, and tries to learn the most she can about her teacher. Frank respects Rita very much because she tells him everything. He admires her for that quality that he has never seen in any other person.

E-Marketing - Promotion and the Communications Process Essay -- Busine

E-Marketing - Promotion and the Communications Process Introduction In this assignment I will be using a case study to demonstrate an effective promotional campaign plan for the launch of a new e-business - selling wine over the internet. The name of the e-business will be 'The Wine Seller', which will help promote brand recall. This will also form the basis of the PR and Advertising campaign. The steps taken will include: * Promotion Plan/Objective * SWOT Analysis * Formulating a marketing and advertising plan * Setting the Marketing Objectives * Identifying the target audiences * Evaluating and implementing the communications mix The promotional campaign budget is  £500,000. 1. Promotion Objective & Plan 'The Wine Seller' is a small company offering high quality products to two main target markets. The main business objective is to generate awareness of the website facility to the existing customer base, respond to the needs of potential customers and generate awareness to both existing and potential customers. Therefore the main objectives of this promotional campaign are to: - * Create a brand image * Increase competitiveness * Improve efficiency * Add value for the customer To fulfil these objectives we need to improve communications, enhance customer service, increase sales, reduce costs and evaluate the impact. A promotional plan is critical for the development of a successful promotional campaign. The organisation should ask itself: -  · What are the overall goals of the promotional campaign  · What is the organisation trying to achieve  · What resources does the organisation need to achieve the objectives  · Which elements of the marketing mix are most appropriate We already have database information about the two main target markets. The information leads us to the conclusion that both markets demand quality, and a wide range of products. Quality and value for money rather than being the cheapest is more important to these markets. Therefore the market segment is described as demo geographic. The e-business wants to generate awareness amongst current and potential clients in both the hotel/catering industry and private consumers. The product the organisation has, is well established. The website will add value to the product and service delivere... ... 8 Sundays @  £25,000)  £200,000 Cost includes production Reprinting of all stationery  £ 15,000 Search Engine Optimisation & Data Mining  £ 5650 Wine Tasting evenings in Country House Hotels & Promotional offers  £100,000 Conclusion It is important to the marketer to understand how communication works in order to send the right message to the right people at the right time using the correct medium for the audience. It is vitally important that after a communicating that the results or findings are monitored and evaluated. Evaluation measures the success or failure of promotional campaigns. These promotions sometimes fail due to poor objectives and a poor understanding of customer needs and wants. Successful e-businesses realise the importance of integrating their offline and online marketing activities. Any promotional activity should run over a reasonable time scale in order that the receivers of the message recall the content. This helps reinforce the message and leads consumers to Purchase. The internet is the biggest library and storefront in the world and therefore an ideal platform to sell products and ideas and research competitors.

Dear Sahara Shadow Knights: The Unsung Hero’s

Chapter One: Sweat and Blood The stars twinkled with ferocity as I stared at them through the window of my room, the light of the moon brightened up my room with a natural glow. My face was milky white, and my armor glowed with a white aura, in this natural light show the moon provided. I sighed at the vast emptiness of space and continued to stare into the distance with the dazed stare I was all but famous for. I heard a knocking on my door that echoed throughout every corner of my room. A voice boomed out over the residual echo of the knocking â€Å"Jesse, Jess are you there, we're late for our training† I once again sighed at the deep dismal abyss that laid in front of me. I got out of my seat and stretched my arms up in the air. The voice and knocking continued â€Å"Jesse, answer me are you there!† I brought my hand to my forehead and slowly dragged it down. I replied with a hint of anger in my voice â€Å"Yes I am here, and I told you its ShadowWolf now, that is my chosen Knight name.† The voice replied with a sense of sarcasm hindering in it â€Å"Yes your knightness, but hey if you ever wish to BE one you should get you arse out here and get to the training room like we were supposed to be.† The voice stopped temporarily then flared up again with loud haste â€Å"Ten minutes ago!!! the master will be very angry!† The voice stopped and the silence was quickly followed by hard sound of hollow foot steps running down the hall. I made my way to the door slowly, whistling a low and sweet and sweet tune that matched perfectly with the milky white light that softly filled the room. I pressed the button and the door flew open with a loud swhooch. The sound echoed down the empty metal halls. I stepped forward down the hall with the carefree speed of a child going to school. My long journey down the metal halls had brought me to a large grey door, above it laid ever so carefully the words â€Å"Training Room†. I pushed the door open all the time whistling the tune I had begun in my room so far back. Everyone in the room drew silent as I walked past them, a large robed man stared at me with a dismal grin of disappointment. He shook his head in a negative fashion as he said to me â€Å"Your late again, Mr Jesse. You know if you keep this up you wont reach knight level.† I looked down at my arm and brushed some dirt off my suit and replied â€Å"Sorry masters, some things came up. You know?† The master replied to me with anger â€Å"That is no excuse, if you wish to become a great knight like your father you need to straighten up, and fly right for there will be a time that comes you will wish you had.† I lowered my head in shame, and replied with sincerity â€Å"I'm sorry master, I truly am.† The master sighed and stared at me with a subsided rage â€Å"Get into position, and then we may continue.† My training ensued, numerous drills of both physical and mental variety of which left me exaughsted and sweaty. I Panted for air and rested my hands on me knees as I bent over to catch my breathe. I looked at the ground below me and the metal glistened with my sweat provided a reflection of myself. I was a young man, full bodied face with my hair auburn red, my eyes were mud brown, and my aftershave left me with a rugged look. The armor I wore was a dark black decorative vest the white flaps that came down from this vest synchronized their movements with my panting, under this was my shirt, soft and warm on the body with white scaled sleeves that reflected any light that touched their polished surface, below this was my gloves bulgy and black they stood out next to my white sleeves as a flame stands out in front of the dark, adjacent to this was my skirt it was black as space with triangles of white at the bottom and top, and it all was held together by my black boots polished to a shine that was unparalleled to others in the class. My panting continued with no end in sight, a student came behind me and slapped me on the back. â€Å"Haha, suck it up man were not even done yet.† I tried to form my words to say something ,but nothing ,but panting came out. I raised my hand and wiped the sweat from my forehead that had been dripping down forming a fairly large puddle below me. At that moment a large sound pierced my ears with the high-pitched scream that made me fall over into my puddle of sweat. I pushed my aching body up and spit on the floor as I dragged my hand over my face to get rid of the sweat. â€Å"What the heck is that† I yelled over the sound The master stared at us with serious stare, he mouth slowly opened to say â€Å"It's the alarm. We are under attack† The loud simultaneous yelp of â€Å"what† filled the room to be quickly white washed with the alarms high-pitched scream. The master slowly walked to the other side of the room where a small black box sat on the wall. The master pushed the buttons with the speed of a huurton as a section of the wall swung open to reveal an array of weapons and backpacks. â€Å"Get geared up and ready, this is what we all have been training for† His words filled the room and for a moment seemed to be the only things I could hear. I panted furiously and coughed rapidly. Rose up from my bent over position with the shaking slowness of a person that just got pummeled with a stun baton. We all ran towards the room as the alarm seemed to grow louder with each yelp. The room lay filled with Long Vibro Axes, the glare of light that reflected off of them blinded me as I slowly made my way in. I grabbed an Axe and rushed out of the room and fell back into the formation the class was in as I had entered. The sound of ion cannons and TIE engines filled the room and overpowered the alarms loud noise. The master made his way slowly across the room as if nothing was happening. The master then stopped 10 feet in front of us all and smiled with a wicked grin. He raised his arm slowly and pointed at one half of the class, he motioned them to take the exit to the right. The students did a salute and rushed out of the room, all armed with pikes and pistols. He pointed at our half now and motioned them to the left exit. He then walked towards me, he rubbed his eyes and little then set his hand on my shoulder. â€Å"Lets just hope you learned enough.† I looked at him with a confused glare, he laughed and motioned at the left exit again. I was now running down the hall the sounds of my footsteps were all but unheard under the yelp of the alarms screaming every second, my body was still aching from training, and my leg wobbly from the idea of the battle that laid ahead. My foot stumbled to the side and balance became harder to maintain, I continued running until my foot tripped over what felt like a pike. My body flew forward and spun to the side a little, my body hit the floor in one big boom, and I began to tumble forward on the ground, my pike has dislodged from my holster on impact and now spun in the air ahead of me hitting the walls causing sparks to flare in its wake. I finally stopped when I hit something, the sound of a splash boomed in my ears, my hair now filled with a cold liquid splashed. I slowly got up and grabbed the back of my head to help soften the pain that now overwhelmed me. I felt something squish in my hair as I pressed down, I quickly brought it to my face to reveal blood soaking over my hand. I quickly turned around to see a puddle of blood leading up to a stormtrooper whose neck was half way cut off. I panted fast and licked my lips, the sweat that lay dormant now began to drip into the puddle and mix with the blood, this mixture of sweat and blood made my stomach churn as it continued to spread out on the ground.