Wal-Mart Information Technology Systems Support Case Study

Wal-Mart Information Technology Systems Support - Case Study Example A purchase at any store is reflected at the nerve center within 15 minutes and within an hour, the company has a complete picture of its sales including which among the 690 million items across its stores sell the most. This clarity in the company’s performance in real-time is responsible for seamless operations on such a grand scale. Cash register receipts, for example, are backed up in the system and retained for two years. Having such a rich pool of data on shoppers helps Wal-Mart know their customer’s buying trends are enabling the company to treat each of their hundreds of million customers as individuals. The sales statistics of products at Wal-Mart are monitored to the last item, something that gives the company an edge over its competitors because improvements based on this data can be made in the shortest time possible. The Wal-Mart system even goes further to track weather and matches that data with buying patterns. This information allows the retailer to place enough orders for items purchased during a hurricane, for example, so that by the time such a disaster hits, shoppers have enough supply of the much-needed items. Another unique aspect of the Wal-Mart system is its ability to be shared to a limited extent, with suppliers. This IT system has a provider link that shows them the position of their items in real-time at all stores across the world where such products are stocked. With this data, suppliers can make product flows such that the right products are delivered to the right store in time. Having their systems opened up to suppliers brings trust between them and the company as they can transparently monitor the performance of their products from the comfort of their respective premises.

Professional Weight Trainer Essay Example for Free

Professional Weight Trainer Essay Primarily, to be a professional weight trainer, one must be equipped with the proper characteristic needed for the profession, one must also be knowledgeable of the important facts that a professional weight trainer should know. Therefore, it is not just about being a muscle man but also about having brains right enough to teach their trainees. A professional weight trainer must be skilled with the body system. They must know how the various muscles in the body work; must also be knowledgeable with the various bodybuilding techniques. They must also be fully familiar with the facts on diet and nutrition before they set about of becoming a professional weight trainer.   A good professional body builder should recommend to their trainees depending on their age to do some test as a general check-up before starting on the regime. This is very important to see if the trainee has some cardiovascular disorders, which disqualifies them to proceed with the training (Erstad Family Medicine). Moreover, a professional weight trainer must consider not only the general health of the trainee as previously mentioned but also the resistance of the trainee to exercise and the science of the muscular system of the body during the physical work out. The knowledge of teaching the methodologies of basic training is also important for trainers to possess. Finally, patience and perseverance is what it takes to be a professional weight trainer. It takes a lot of patience especially when the trainee has not met its progress; perseverance is always a virtue. The following is an outline of the things that a professional weight trainer needs to  consider: An outline on what it takes to be a Professional Weight Trainer: I. Education on how the body functions A. The muscle structure and function II. Diet and Nutrition A. Importance of Water III. General Health Consideration IV. Proper Values A. Patience and Perseverance I. Education on how the body functions A. The muscle structure and function Our bodies all have different percent and numbers of muscle fiber types and motor units. It is important that trainers know that the three classification of fiber types and motor units function differently: 1). the ‘red slow twitch’ fibers that have substantial energy storage while possessing little in the way of strength; 2). the ‘red fast twitch’ fibers possessing an equal measure of both energy and strength; 3). are ‘white fast twitch’ fibers possessing substantial strength while maintaining little in the way of energy storage (Anderson How to build muscle base on your body type). They may have similar structures but these fiber types occur in varying proportion from individual to individual through genetic predisposition. Therefore, if an individual possess a greater percentage of one of the fiber types will be more inclined to excel in activities, which require strength and endurance. For example, those having more white fast twitch fibers will likely experience greater success in achieving size and strength increase while those individuals with more red fast twitch fibers will likely perform best in incremental events requiring some degree or combination of strength muscle endurance. Moreover, those having more red slow twitch fibers will likely perform best in events demanding muscular and aerobic endurance (Anderson How to build muscle base on your body type). II. Diet and Nutrition If the client is on a high protein diets, large quantities of water must be consumed in to remove ammonia and urea toxins. Dieters are urged to drink a gallon of water or more per day to pass urea and in order to avoid dehydration, constipation, and abnormal heart rhythms. According to the American Kidney Foundation, high protein diets can cause kidney scarring, because of the extra waste that has to be processed. Furthermore, according to the American Heart Association, the diet should be15 to 20 percent protein and only 10 percent of all fats from saturated sources ( Kelly 15). A. Importance of Water Water maintains body temperature and let 50% of all chemical reactions to happen in the body. It is also responsible for the movement of nutrients, digestion, absorption, circulation, and the excretion of wastes.   Body temperature and heart rate increase during periods of dehydration. You can easily reduce all of these potential health threats by simply getting into the habit of drinking more water, at least 8 to 10 glasses daily (Kelly 25). What makes us thirsty then? Sodium is responsible for fluid retention and holds the key to why we thirst. When fluids are lost and sodium remains, there is a steady increase in the concentrations of sodium in the blood. When the concentration reaches a certain level, the thirst centers in the brain are signaled to create the sensation of thirst. Upon the ingestion of additional fluids, the sodium concentration is reduced down to acceptable levels shutting down the thirst center in the brain (Darcy 150). III. General Health Consideration The overall all health condition of the client must be first assessed to avoid any further complication. A general check-up with a doctor is needed to see if the client is suffering from a cardiovascular disorder, which if not detected may lead to serious health risks. It must the prerogative of the trainer to know the age of the client that he will be training for him to assess which kind program is appropriate for that particular age. It will then be also beneficial to the client because the chosen program will be right for him and he will not have a hard time reaching his weight goals (Klein Little Big Men). A trainer must aware of the two main categories resistance exercise routines. Resistance routines that are considered a circuit or a split, and routines that are goal oriented. The term â€Å"circuit† means that all major muscle groups are being worked during a single exercise session, with this pattern repeating itself some number of times. Therefore, the choice of the type of exercise that constitutes circuit is discretionary, as long as the circuit requirement of total musculature involvement is met (Kelly 50). IV. Proper Values Most importantly, a professional weight trainer must possess good values like patience and perseverance in teaching their clients the methods of weight training. It is a very important factor especially when dealing with very demanding clients. In times when the clients do not meet the progress, they expect from the training. It could be a very hard time for them pushing their bodies to work for them. The professional weight trainers must therefore, observe the proper discipline order that their clients will be able to follow as a good example including the virtue of patience and perseverance must be taught to them. Conclusion Being a personal fitness trainer takes a lot of discipline and proper knowledge. It is really quite simple but very challenging. Their career means freedom. They are free to choose the number of clients they want to work with. In this case, they are able to individualized attention they need; they choose your work schedule so they can balance life commitments with work; and they choose their place of employment, whether it is at health clubs, spa resorts, medical facilities or with sports teams (MacDougall 30). Improving their health and body is also part of their job. Nevertheless, the most important thing better than improving their own quality of life is improving someone elses quality of life, helping their clients lose weight, build strength, gain confidence and improve their overall health is the greatest satisfaction. This job is also available in step aerobics, sports conditioning, kickboxing, boot camps, intensive abs and a number of other classes that add variety to my life as a personal fitness trainer. Therefore, in this type of career, there are unlimited growths of opportunities because of growing health concerns nowadays. This profession is in high demand. They are the boss of their own company (MacDougall 30). Since, they are all too familiar with the benefits of exercise they could promote regular participation in a fitness routine that involves elevation of the heart rate and strengthening and toning the muscles. Another benefit of becoming a professional weight trainer is the flexible schedule!   Whether they decide to be their own boss and start their own business or go to work for an existing gym. This gives them a great deal of flexibility, allowing them to work their schedule around family, friends or hobbies.

Prevalence of ESBL in Surgical Wound Infections and Burns

Prevalence of ESBL in Surgical Wound Infections and Burns PREVELANCE OF EXTENDED SPECTRUM BETA LACTAMASES PRODUCERS AMONG SURGICAL WOUND INFECTIONS AND BURNS PATIENTS AT DR. SHANKARRAO CHAVAN GOVERNMENT MEDICAL COLLEGE, NANDED. *Vivek M Gujar1, Sharmila S Raut2, Sanjaykumar R More3 1. Assistant Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. 2. Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. 3. Associate Professor, Dept. of Microbiology, Dr. S.C. Government Medical College, Nanded. ABSTRACT Purpose:- The purpose of this study was to know the prevalence of Extended Spectrum beta lactamases (ESBL) among surgical wound infection and burn patients. Methods:- A total of 100 patients admitted to the surgical wards with post operative wound infections and burns from January 2014 to May 2014 were studied. A total of 137 isolates were obtained from these patients. Of these, 87 organisms (63.5% of the total isolates) were found to be Extended Spectrum beta lactamases (ESBL) producers. The commonest were Escherichia coli and Klebsiella pneumonia . They were studied for ESBL production by screening test, CLSI disc diffusion method phenotypic confirmation by disc potentiation test. Result:- Out of 100 strains, 87 (63.5%) were confirmed as ESBL producers. Among the ESBL producer all the isolates were sensitive to Imipenem. Resistance against Ampicillin (10ug) is 100%, Gentamicin (10ug) is 80.46%, Ciprofloxacin (5ug) is 74.72%, Tetracycline(30ug) is 63.22% and Amikacin (30ug) is 16.1 0.% Conclusion:- Our study shows presence of ESBL producer among surgical wound infections and burn patients and their prevalence is 63.5%. The routine antimicrobial sensitivity test may fail to detect ESBL. Detection of ESBL production should be carried out as a routine in diagnostic laboratories by disc potentiation test as it is a simple and cost effective test. Antibiotics resistance is significantly more prevalent in ESBL positive isolates as compared to ESBL negative. Key words:- Extended Spectrum Beta Lactamases, ESBL, INTRODUCTION The beta lactam antibiotics are amongst the most widely prescribed antibiotics and are an important component of empirical therapy in intensive care unit and high risk ward.1,2,3 Resistance to beta lactam antibiotics is an increasing problem worldwide.4 Increase in the prevalence of penicillin resistance in Streptococcus pneumoniae, Methicillin resistance in Staphylococcus aureus, Vancomycin resistance in Enterococci, Extended spectrum beta lactamases (ESBL) production in Enteric Gram negative bacilli and Fluroquinolone resistance in Neisseria gonorrhoea are just a few examples of the rising problem of resistance documented by both national and international surveillance system in the past few years.5 The ESBL are plasmid mediated enzymes that hydrolyze the oxyimino beta lactam (3rd generation cephalosporine) and monobactam (aztreonam), but have no effect on cephamycins (cefoxitin and cefotatan). It is situated in periplasmic space.6 Although TEM type beta lactamases are most often found in Escherichia coli and Klebsiella pneumoniae, they are also found in Enterobacter spp., Salmonella spp., Morganella morganii, Proteus mirabilis, Serratia marcescens, Pseudomanas aeruginosa, Shigella dysenteriae, Capnocytophaga ochracea and Citrobacter 7,8,9,10. However, the frequency of ESBL production in these organisms is low.11 Over 150 different ESBLs have been described as of today.12 ESBL pose a major problem for clinical therapeutic. It is necessary to identify the prevalence of these strain in hospitals and to characterise their epidemiology, control spread of these strains and to determine suitable preventive measures and treatment policies. MATERIALS AND METHODS A present study was conducted at Dr. Shankarrao Chavan Government Medical College, Nanded between January 2014 – May 2014. A total number of 100 post operative wound infections and burns patients wound swabs were processed during the study. A total of 137 isolates were obtained from these patients. COLLECTION AND IDENTIFICATION OF THE ISOLATES Using aseptic precautions, wound swabs were collected from the patients using sterile tipped swabs. The organism(s) isolated were identified based on colony morphology on blood agar, MacConkey agar and by standard biochemical tests.13,14 Strains:- Escherichia coli ATCC 25922( ESBL negative) and Klebsiella pneumoniae ATCC 700603 (ESBL positive)were used as control organism throughout the study. Antimicrobial Susceptibility testing:- The antibiotic sensitivity test was performed by Kirby Bauer disc diffusion technique with commercial available discs (HiMedia, Mumbai, India) on Muller Hinton agar plates. The discs used were Ampicillin (10ug), Amikacin (30ug), Gentamicin (10ug), Ciprofloxacin (5ug), Imipenem (10ug) and Tetracycline (30ug). The diameter of the zone of inhibition of each antibiotic was measured and interpreted as sensitive, intermediate sensitive or resistance according to CLSI criteria.15 Detection of ESBL15:- In the present study 137 isolates were tested for ESBL production by the following methods- SCREENING TESTS15:- CLSI disc diffusion method PHENOTYPIC CONFIRMATION TEST15:- Disc potentiation test CLSI ESBL Screening test:- 15 According to NCCLS 2002 for screening test to be positive or to consider an organism as probable ESBL producer the zone diameter should be- Antibiotic Zone diameter In mm or less Ceftazidime(30ug) 22 Cefotaxime (30ug) 27 Ceftriaxone (30ug) 25 Cefpodoxime(10ug) 17 Aztreonam (30ug) 27 The use of more than one antimicrobial agent suggested for screening will improve the sensitivity of ESBL detection15. Ideally the most sensitive ESBL screening agent is Cefpodoxime for Escherichia coli and Klebsiella pneumoniae.9 In the present study, ceftazidime (30ug), cefotaxime (30ug), ceftriaxone(30ug), cefpodoxime (10ug) and aztreonam (30ug) were used. These were stored in refrigerator. Before use they were taken out of refrigerator and brought to room temperature. Then they were applied on Muller Hinton agar for Antibiotic sensitivity testing. DISC POTENTIATION METHOD 15 As per CLSI guidelines disc potentiation method was used as phenotypic confirmatory test. For confirmation of ESBL production ceftazidime (30ug), ceftazidime + clavulanic acid combination disc (30/10ug) manufactured by HiMedia and cefotaxime (30ug) + cefotaxime clavulanic acid (30/10ug) prepared in laboratory were used. PREPARATION OF CLAVULANIC ACID STOCK SOLUTION For preparation of clavulanic acid stock solution Augmentin powder (gsk company) was used- 1.2gm vial of (Augmentin) contains 200mg clavulanic acid 1200 mg contains 200mg clavulanic acid Therefore, 6 mg Augmentin contains 1 mg clavulanic acid. 6 mg Augmentin is dissolved in 1 ml sterile distilled water to make a solution i.e 1ml solution contain 1 mg clavulanic acid. i.e 1000ul solution contains 1000ug clavulanic acid. PREPARATION OF CEFOTAXIME-CLAVULANIC ACID DISC15,16 Cefotaxime (30ug) discs were kept separately in a sterile petridish. 10ul of stock solution of clavulanic acid was added to each disc with a micropipette. 30 minutes were allowed for clavulanic acid to absorb and also for the disc to dry. The discs were used immediately after preparation. STORAGE OF CEFTAZIDIME+CLAVULANIC ACID DISC Clavulanic acid being labile, discs were placed in separate screw capped glass vials and stored at -200C. When antibiotics discs were required for test, they were removed from the freezer and allowed to come to room temperature before application. 17 APPLICATION OF DISCS:- After preparing the inoculum, Muller Hinton agar plates were inoculated. With the help of sterile forcep antibiotic discs containing ceftazidime and ceftazidime+clavulanic acid and cefotaxime and cefotaxime+clavulanic acid were placed on inoculated Muller Hinton agar plate at a distance of 24 mm from center to center. Plates were inverted and incubated at 370C for 16-18 hours. INTERPRETATION More than or equal to 5mm increase in a zone diameter for ceftazidime and cefotaxime tested in combination with clavulanic acid versus its zone when tested alone indicate ESBL production. ESBL POSITIVE:- If an isolate is confirmed as ESBL producer, the isolate reported as resistant to all Penicillin, Cephalosporins and Monobactam (Aztreonam). ESBL NEGATIVE:- If an isolate is not confirmed as ESBL producer, the sensitivity of the isolate was reported as per sensitivity test report. RESULT The total number of patients screened were 100 of which 64 were males and 36 females (M : F = 1.78:1). The average age was 44.72 years (Range 12-80 years). The types of wounds were post operative wounds (65.7%) and burns (34.3%). Duration of hospital stay ranged from 15 days to 3 months. Out of 137 strains, 87 (63.50%) were confirmed as ESBL producers (Table 1). Susceptibility pattern of the ESBL producers were studied. All the isolates were sensitive to Imipenem. Resistance against Ampicillin (10ug) is 100%, Gentamicin (10ug) is 80.46%, Ciprofloxacin (5ug) is 74.72%, Tetracycline(30ug) is 63.22% and Amikacin (30ug) is 16.10.% (Table 3). TABLE 1 Distribution of ESBL strains among the different organisms isolated Sr. no Organism No. of organisms Isolated No. of ESBL strains % ESBL strains 1 Escherichia coli 71 45 63.38% 2 Klebsiella pneumonia 57 36 63.15% 3 Enterobacter spp. 07 04 57.14% 4 Morganella morganii 01 01 100% 5 Providentia rettgeri 01 01 100% TOTAL 137 87 63.50% Table 2 Distribution of ESBL strains based on clinical diagnosis Sr. no Clinical diagnosis No. of organisms Isolated No. of ESBL strains % ESBL strains 1 Post operative wounds Infections 90 55 61.11% 2 Burns 47 32 68.08% Table 3 Antimicrobial susceptibility pattern of ESBL positive strains Sr. no Organism Susceptibility Category A Ak G Cf T I 1 Escherichia coli (45) S 00 37 07 10 18 45 IS 00 05 02 01 02 00 R 45 03 36 34 25 00 2 Klebsiella pneumonia (36) S 00 30 05 07 10 36 IS 00 02 02 02 01 00 R 36 04 29 27 25 00 3 Other. (06) S 04 06 05 05 04 06 IS 00 00 00 01 01 00 R 02 00 01 00 01 00 A=Ampicillin, Ak = Amikacin, Cf = Ciprofloxacin, G = Gentamicin, T = Tetracycline, I = Imepenem, R= Resistance, S = sensitive, IS = Intermediate sensitive DISCUSSION The prevalence of ESBL among clinical isolates very greatly worldwide, indifferent geographic areas and are rapidly changing overtime.18 In, 1983, Knothe et.al describe for the first time transferable resistance to the broad spectrum cephalosporins in clinical isolates of Klebsiella pneumoniae.19 The routine susceptibility test done by clinical laboratories fail to detect ESBL positive strains. The incidence of ESBL producing organisms in various studies has varied from 0-84%. In our study prevalence of ESBL producing strains is found to be 63.5%. All ESBL producers were sensitive to Imipenem. The result is in accordance with observation reported by other investigators.3,12,18,20 The new inhibitor based confirmatory test approach has been recommended by the CLSI for detection of ESBL. In the present study we found disc potentiation method to be reproducible, sensitive, easy and cost effective for use in a busy diagnostic laboratory.3,11 The use of both cefotaxime and ceftazidime with and without clavulanic acid increases the sensitivity of detection of ESBL compared to the use of only one of them. Inclusion of Cefpodoxime has been reported to further increase the sensitivity of this tests. 3,11 Among the Enterobacteriaceae, ESBL are most prevalent in Escherichia coli and Klebsiella spp. isolates. CONCLUSION The prevalence of ESBL producing strains is 63.5%. Multidrug resistance was found to be significantly higher in ESBL positive isolates as compared to ESBL negative. All the ESBL producers are sensitive to Imipenem. If an isolate is confirmed as ESBL producer, the isolate reported as resistant to all Penicillin, Cephalosporins and Monobactam (Aztreonam). Detection and reporting of beta lactamases producer is responsibility of every clinical Microbiologist. To prevent the spread of ESBLs producing organisms, infection control precautions like barrier nursing, cohorting of patients and nurses, attention to hand washing are essential. REFRENCES Chambers H F, Neu H C, Other beta lactam antibiotics In:Mandell G L, Bennetts J E, Daolin R, editors. Principles and Practice of infectious diseases 4th ed. Vol.I, New york: Churchill Livingstone;1995p.264-72. Fatima H M,, Chanawong A, Kevin G K, Birkenhead D and Hawkey P M. Detection of extended spectrum beta lactamases in members of the family Enterobacteriaceae: comparision of the MAST DD test, the double disc and Etest ESBL. J antimicrob Chemother (2000) 45: 881-885. Mathur P, Kapil A, Das B and Dhawan B. Prevalence of extended spectrum beta lactamases producing Gram negative bacteria in a tertiary care hospital. Indian J Med Res (2000) 115: 153-157. Samaha-Kfoury J N and Georges F A. Recent development in beta lactamases and extended spectrum beta lactamases. British Med J (2003) 327: 1209-1213. Tenover F C, Mohammed M J, Stelling J, O’brien T and Williams R. Ability of Laboratories To Detect Emerging Antimicrobial Resistance: Proficiency Testing and Quality Control Results from the World Health Organisation’s External Quality Assurance System for Antimicrobial Susceptibility Testing. J Clin Microbiol (2001) 39(1):241-250. Louis Rice, MD. Evolution and Clinical Importance of Extended Spectrum beta Lactamases. CHEST (2001) 119: 391S-396S. Decre D, Guchot B, Lucet C, Guillaume A, Bergogne B and Regnier B. Clinical and Bacteriologic Epidemiology of Extended Spectrum beta Lactamases Producing Strains of Klebsiella pneumoniae in a Medical Intensive Care Unit. Clin Infect Dis (1998) 27: 834-844. Thomas K S. Controversies about Extended Spectrum and AmpC beta Lactamases CDC (2001) 7(2): 1-9. Rodrigues C, Joshi P, Jani S H, Alphonse M, Radhakrishanan Ramd Mehta A, DETECTION OF BETA LACTAMASES IN NOSOCOMIAL GRAM NEGATIVE CLINICAL ISOLATES. Indian J Med Microbiol (2004) 22(4): 247-250. Tankhiwale S S, Jalgaonkar S V, Sarfraz Ahmed and Hassani U. Evaluation of extended spectrum beta lactamases in urinary isolates. Indian J Med Res (2004) 120: 553-556. Chaudhary U and Aggarwal R. EXTENDED SPECTRUM BETA LACTAMASES (ESBL) – AN EMERGING THREAT TO CLINICAL THERAPEUTICS. Indian J Med Microbiol (2004) 22(2): 75-80. Menon T, Bindu D, Kumar CPG, Nalini S and Thirunarayan M A. COMPARISON OF DOUBLE DISC AND THREE DIMENSIONAL METHODS TO SCREENING FOR ESBL PRODUCERS IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2006) 24: 117-120. Betty A Forbes, Daniel F Sahm, Alice S Weissfeld. Laboratory cultivation and isolation of bacteria. In: K.Fabiano, Sarahly L, Ellen Wurm, editors. Bailey and Scott’s Diagnostic Microbiology, 11th ed. Mosby Elesvier; (2002): 133-147. Koneman E W, Allen S D, Janda M W, Schreckenberger P C and Wine W C. The Enterobacteriaceae. In: Andrew A, Collins H and Deitch S editors. COLOUR ATLAS AND TEXTBOOK OF DIAGNOSTIC MICROBIOLOGY, 5th ed. Philadelphia: J b Lipincott Co. 1991: 105-184. National Committee for Clinical Laboratory Standards (NCCLS). Performance Standards for Antimicrobial Susceptibility Testing. Twelth Information Supplement 2002. M100-S12. Vol.20 No.1 2 Villanova Pa. Steward C D, Rasheed J K, Hubert S K, Biddble J W, Raney P M, Anderson G J, Williams P P, Brittain K L, Oliver A, McGowan J E and Tenover F C. Characterization of clinical isolates of Klebsiella pneumoniae from 19 laboratories using the National Committee for Clinical Laboratory Standard Extended spectrum beta Lactamases Detection methods. J Clin Microbiol (2001) 39(8): 2864-2872. Watt C, Louie M, simor A E. Evaluation of Stability of Cefotaxime(30ug) and Ceftazidime(30ug) discs impregnated with clavulanic acid(10ug) for detection of Extended spectrum beta Lactamases. J Clin Microbiol (2000) 38(7): 2796-2797. Babypadmini S and Appalaraju B. EXTENDED SPECTRUM BETA LACTAMASES IN URINARY ISOLATES OF ESCHERICHIA COLI AND KLEBSIELLA PNEUMONIAE – PREVALENCE AND SUSCEPTIBILITY PATTERN IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2004) 22(3): 172-174. Liu P Y, Jai-Chain T, Se-Chin Ke and Chen S L. Molecular Epidemiology of Extended Spectrum beta Lactamases producing Klebsiella pneumoniae Isolates in District Hospital in Taiwan. J Clin Microbiol (1998) 36(9): 2759-2762. Shukla I, Tiwari R and Agarwal M. PREVALENCE OF EXTENDED SPECTRUM BETA LACTAMASE PRODUCING KLEBSIELLA PNEUMONIAE IN A TERTIARY CARE HOSPITAL. Indian J Med Microbiol (2004) 22(2): 87-91.

Hawthornes Young Goodman Brown and its Author Essay -- Young Goodman

     Ã‚   Initially, of course, Nathaniel Hawthorne’s literary works went unranked among those of other American and British writers. But his reputation grew gradually even among contemporary critics, until he was recognized as a â€Å"man of genius.† Edgar Allen Poe, in a review of Hawthorne’s â€Å"Young Goodman Brown,† which had been written 12 years prior, said in Godey's Lady's Book, November, 1847, no. 35, pp. 252-6: It was never the fashion (until lately) to speak of him in any summary of our best authors. . . . The "peculiarity" or sameness, or monotone of Hawthorne, would, in its mere character of "peculiarity," and without reference to what is the peculiarity, suffice to deprive him of all chance of popular appreciation. But at his failure to be appreciated, we can, of course, no longer wonder, when we find him monotonous at decidedly the worst of all possible points--at that point which, having the least concern with Nature, is the farthest removed from the popular intellect, from the popular sentiment and from the popular taste. I allude to the strain of allegory which completely overwhelms the greater number of his subjects. So literary critic Edgar Allan Poe thinks that Hawthorne’s heavy reliance on allegory is the cause of his lack of popularity during the 1830’s and 40’s. In 1848 James Russell Lowell wrote a piece of poetry entitled â€Å"Hawthorne† for the periodical A Fable for Critics:   Ã‚  Ã‚  Ã‚   "There is Hawthorne, with genius so shrinking and rare   Ã‚  Ã‚  Ã‚   That you hardly at first see the strength that is there;   Ã‚  Ã‚  Ã‚   A frame so robust, with a nature so sweeet,   Ã‚  Ã‚  Ã‚   So earnest, so graceful, so lithe and so fleet,   Ã‚  Ã‚  Ã‚   Is worth a descent from Olympus to meet;   Ã‚  Ã‚  Ã‚   'Tis as if a rough oak that for ages ha... ..... Yesterdays With Authors. 1871. http://eldred.ne.mediaone.net/nh/ywa3.html    â€Å"Hawthorne and His Mosses.† The Norton Anthology: American Literature, edited by Baym et al.   New York: W.W. Norton and Co., 1995.    Hawthorne, Nathaniel. The Complete Short Stories of Nathaniel Hawthorne. New York: Doubleday and Co., Inc.,1959.    James, Henry. Hawthorne. Ithaca, NY: Cornell University Press, 1997.    James, Henry. â€Å"Nathaniel Hawthorne,† Nation, March 14, 1872. http://eldred.ne.mediaone.net/nh/hjnat.html    Longfellow, Henry Wadsworth. â€Å"Hawthorne- 1804-1864.† 1864. http://eldred.ne.mediaone.net/nh/nhlong.html    Lowell, James Russell. â€Å"Hawthorne.† In A Fable For Critics. 1848. http://eldred.ne.mediaone.net/nh/fable.html    Melville, Herman. â€Å"Hawthorne and His Mosses,† The Literary World August 17, 24, 1850.      

Racism in euroropean football Essay

Medieval football matches involved hundreds of players, and were essentially pitched battles between the young men of rival villages and towns often used as opportunities to settle old feuds, personal arguments and land disputes. The much more disciplined game introduced to continental Europe in 1900s was the reformed pastime of the British aristocracy. Other European countries adopted this form of the game, associated with Victorian values of fair-play and retrained enthusiasm. Only two periods in British history have been relatively free of football-related violence: the inter-war years and the decade following the Second World War. Recently it seems more and more becoming that racism is beginning to damage the reputation of the game. Racism isn’t directed at players simply because of their skin colour; players are also targeted because of their nationality, religion or ethnicity. Some players may be targeted by football supporters more because they play for an opposing team rather than their appearance or heritage. However, some players and managers have even been targeted by their own fans. The purpose of this report is to understand the current situation of racism within football, and look at what is begin done to help rid the game of it. With numerous governing bodies contained by sport, it is key to understanding what the main bodies choose to do to help endorse the fight against racism. It seems as though it is becoming more and more of a human rights issue, as players endure the direct racism from not only fans but club management teams.

Martin Luther King Essay Essays - Community Organizing, Free Essays

Martin Luther King Essay Essays - Community Organizing, Free Essays All people should be treated equally no matter what color skin they have, people deserve to have a chance of a bright future in a world that treats people equally. The importance of the I Have a Dream' speech by Rev. Dr. Martin Luther King, Jr. is that this speech portrayed the importance of equality between people and a man's passion of building a better world for the future generations. This essay shows that through passion and dedication you can accomplish anything. The I have a Dream' speech by Rev. Dr. Martin Luther King, Jr. changed the government into what we now live in. It changed so that segregation ended and people where equal. People weren't insulted by the color of their skin but on the personality of the person. It showed the government that all men had rights of life, liberty, and the pursuit of happiness. Rev. Dr. Martin Luther King, Jr. wanted to be granted civil rights for African Americans in a peaceful manner than through physical violence. Through this dedication and passion people are now treated with the same chance at success in life within a society who accepts them all equally. Rev. Dr. Martin Luther King, Jr.'s speech is important today because without those civil rights many people wouldn't have jobs because of the color of their skin. People wouldn't have the same opportunities as those with civil rights. African Americans wouldn't be able to contribute to society and help make the world a better place. We wouldn't have our first African American president. African Americans wouldn't be able to describe on character because of their skin color. African Americans wouldn't be able to be associated with white people. Everyone deserves to be treated with equal respect and rights. This is important in my life because we do have an African American president. African Americans have contributed to society and have been given the opportunity to make the world a better place. I have African American friends who are outstanding people who are dedicated hard workers. In the future I will be able to work with African Americans and be treated with equal rights. It proves that through the dedication of a few it can affect the future of many. Life is about rights and being treated equally. People are able to have the same opportunities as others and they show society that the government has done the right thin in providing them with civil rights in order to allow everyone a fair chance of success in life. In conclusion, the world is treating everyone with equal respect and dignity no matter what race or skin color they have society accepts everyone. No matter what people say it is within he rights of the government that all people should be treated equally and fairly between each other in a society who will accept them for who they are no matter what their skin color is. That is the importance of the I Have a Dream' Speech.

Free Essays on Thomas Kinkade - Geniune Or Poser

Thomas Kinkade, artist or businessman? This is the question that the three reviews by Karal Ann Marling, Brooke Cameron, and Mark Pohlad are basically arguing. Kinkade’s paintings and other works usually consist of a little house with the lights on. His work gives a sense of light and warmth at affordable prices. â€Å"His franchise earned more than $2 billion in 2000† (pg. 224). Marling is really supportive of Kinkade’s work. She argues that he is a family man because he puts his wife’s initials in his pictures. She also mentions that Kinkade takes after an artist by the name of Albert Bierstadt, who â€Å"bridges the gap between fine and popular art† (pg. 67). Cameron on the other hand also points out that his work is very soothing for the common person, but he gets more credit than he deserves. She also brings up that his pieces are not authentic, so why buy one? In her last line of the review she compares Kinkade to a â€Å"male Martha Stewart† (pg. 5), someone selling something that the average person can relate to and will buy. Pohlad brings together points that the two previous reviews argue, but his main point is the affordability. How many people do you know that can afford a Van Gogh or a Monet? I Know I can’t, but a Kinkade’s $1,500 painting is a quite a bit more within my grasp.... Free Essays on Thomas Kinkade - Geniune Or Poser Free Essays on Thomas Kinkade - Geniune Or Poser Thomas Kinkade, artist or businessman? This is the question that the three reviews by Karal Ann Marling, Brooke Cameron, and Mark Pohlad are basically arguing. Kinkade’s paintings and other works usually consist of a little house with the lights on. His work gives a sense of light and warmth at affordable prices. â€Å"His franchise earned more than $2 billion in 2000† (pg. 224). Marling is really supportive of Kinkade’s work. She argues that he is a family man because he puts his wife’s initials in his pictures. She also mentions that Kinkade takes after an artist by the name of Albert Bierstadt, who â€Å"bridges the gap between fine and popular art† (pg. 67). Cameron on the other hand also points out that his work is very soothing for the common person, but he gets more credit than he deserves. She also brings up that his pieces are not authentic, so why buy one? In her last line of the review she compares Kinkade to a â€Å"male Martha Stewart† (pg. 5), someone selling something that the average person can relate to and will buy. Pohlad brings together points that the two previous reviews argue, but his main point is the affordability. How many people do you know that can afford a Van Gogh or a Monet? I Know I can’t, but a Kinkade’s $1,500 painting is a quite a bit more within my grasp....

Texas Instruments essays

Texas Instruments essays Texas Instruments began its corporate life in 1930 as a company called Geophysical Service, which was a petroleum-exploration firm founded by a couple of eager men by the names of Dr. J. Clarence("Doc") Karcher and Eugene McDermott. They used seismology to find oil. It entered the defense electronics business during the 1940's and performed contracts for the Army and Navy Signal Corps. The company's name changed to Texas Instruments in 1951 and bought the rights to manufacture the germanium transistor in 1952 from a similar company by the name of Western Electronics for the astronomical price of twenty-five thousand dollars. Geophysical service soon became a subsidiary. This sale was ideal for this growing company. The transistor made possible the portable transistor radio and set the stage for the modern age of electronics. In 1960 another milestone was reached. The company had introduced its first commercially available integrated circuits (also generally known as semico nductors, or chips). In the early 1970's, the company developed a single-chip microprocessor, and introduced a four-ounce portable calculator, which was pretty bulky for that day and age, but was impressive for them at that time. Later in the decade the company began marketing an electronic watch that sold for about twenty dollars and a home computer. Up to that time Texas Instruments was doing very impressively, but the early 1980's was generally disappointing, as the company lost share in both semiconductor and consumer electronics markets. But in the late 1980's they introduced the world's first quantum effect transistor and they formed a joint venture with Acer Inc. to manufacture advanced semiconductors in Japan. With these new products and ventures in addition with a new campaign and a re-emphasis on its semiconductors, business brightened the company's prospects by the beginning of the 1990's. ...

Book Report on HEALTH AND HEALTH CARE 2010 The Forecast, The Challenge Term Paper

Book Report on HEALTH AND HEALTH CARE 2010 The Forecast, The Challenge - Term Paper Example IFTF enables organizations, companies, foundations, government agencies to make better, more informed decisions about the future, and it provides the foresight to create insights that lead to action. The book is a rare collection of thoughtful, insightful and robust forecasts covering almost all the crucial components of health and healthcare. This volume has been organized into logically sequenced eighteen chapters that cover a diverse set of topics ranging from historical trends to xenotransplantation. Each chapter includes self-explanatory and informative figures, graphs and tables. Aptly inserted sidebars in each chapter add another dimension to the text by facilitating a clear understanding of the chapter. I am of the opinion that this well researched and beautifully presented and an interesting book has been able to achieve its sole objective of providing the reader with â€Å"a description of critical factors that will influence health and health care in the first decade of the 21st century.† In the opening chapters, the book informs the reader about trends like widening economical divide, expanding and changing horizons w.r.t. nature of diseases from acute to chronic, mental and lifestyle oriented ones. It highlights the transforming demographic trends those are expected to have a far reaching effect on the evolving modalities of healthcare services delivery in America. The book also analyses the aspect of insurance in the changing scenario. Ever since the invention of the monaural stethoscope, technology’s role in medicine has been gradually increasing and today technology has secured a commanding position in almost all specialties of medicine. The book has discussed nine upcoming and promising technologies (and respective key barriers) those have the potential to â€Å"address intransigent issues and improve public health, extend our life

High School Student's Perception of Accounting Essay

High School Student's Perception of Accounting - Essay Example Most students prefer accounting as a major before graduating from high school or soon after entering college. In the Giladi survey, students are inquired to rate the importance of the following factors in their decision to major in accounting: The survey results show the most important factors are earnings prospective and prospects for a job. The least significant factors are suggestions of counselors and family/friends. High schoolers choose accounting as a major for the reason that students believe it will lead to a professional chance with noteworthy earnings potential. Accounting majors want to work for companies that offer viable remuneration and development opportunities. Pritchard (2004, pp154-155) conduct a student survey determining the role that perception of the accounting profession plays in the high schoolers' choice to major in accounting. The pessimistic perceptions that most pressurize business students to not major in accounting are: Recruiters in the accounting profession should boost their efforts to get more high school students interested in accounting careers. They should launch mentoring and ad campaigns in an effort to offset the dot.com world's lucrative lure in the minds of high school students. ... They should launch mentoring and ad campaigns in an effort to offset the dot.com world's lucrative lure in the minds of high school students. They also have to encounter the clichd perception of accountants as nerdy number crunches. The accounting professionals should get back in the schools and let students know what the profession is all about. Accounting, the industry should inform high schoolers, is all about decision-making and advising clients and developing personal and professional relationships with top companies. The American Institute of Certified Public Accountants began a program more than a year ago to mail educational materials about the profession to more than 4,100 high schools in USA. The tutorial plans expressions for students to incorporate accounting techniques into a variety of subjects, from chemistry to history. In one of the most admired lesson plans, students study to read and examine real companies' annual reports and find out if they are good investments. Another provides students with a hypothetical accounting problem and asks them to solve it. That problem-solving aspect is key to selling the profession to students of high schools. Today the whole emphasis is on making decisions. The role of the accountant has changed, as one has to understand business first and accounting second and know how to leverage information to make decisions. But unfortunately it is not the way high schoolers are trained. Accounting firms should also use business-education programs to get more face time with high schoolers. They should stick with prospects of accounting profession throughout their entree into college, as relationship

Culture, orruption and Development Essay Example | Topics and Well Written Essays - 500 words

Culture, orruption and Development - Essay Example Culture can be judged by means of religion, lifestyle, literature, music, foods, arts, and architecture, language, fashions, behaviors, rituals, and symbols employed by individuals of a society (Tyler 1974). The culture is shifted from generation to the other generation and keeps on changing (Kroeber and Kluckhohn 1952). The topic, which interests me the most, is the association of culture to the development of society and individuals of a society. Culture is an important part of our lives, which is responsible for shaping our personalities (Dabaghian 1970). It enables us to develop into the individuals as we are. People from different cultures are different because of the different social values that are there because of culture (Tyler 1974). With the help of culture, the development in a society can be judged. With the passage of time, the culture of a society goes through various transactions that are the outcome of change in cultural values because of many reasons (Dabaghian 1970). The reasons that can bring in a change in a culture are an invasion of a country, the impact of global linkage, colonialism and many others (Dabaghian 1970). The change is not necessarily good. The change brought by the intrusion of another culture keeps the ability to annihilate the cultural values of a particular culture or one culture can be amalgamated in another culture and can come out in form of a new culture (Agbaje 1996). While helping a nation in order to develop in terms of technology and advancement, it must be assured that the cultural values of a society are not corrupted because of the technologies (Agbaje 1996). The culture should be retained as such in order to be different or unique.  

Insurance claims Essay Example | Topics and Well Written Essays - 1250 words

Insurance claims - Essay Example Whenever there is an accident, the affected parties (car owner and passengers) have the right to seek for compensation from their insurance companies. This chapter looks at the legal responsibilities of certain people for injury or damage caused by accidents on private and public property. These include owners, occupiers, other people who control buildings and land. The Civil Liability Act 2002has modified the way in which liability for negligence is determined. Under the Act, even if you are injured, you may not have a claim if that injury was caused by something which could have been avoided (KRITZER, 1997, p261). The accident that involved Peter, a driver with Collins Coaches Ltd should first be reported to the relevant authorities so that the right course of action is taken. This will be procedural in establishing whether there are any fatalities, damage of property or animals and to what extent the damage has been done. The police should also be helpful in towing the vehicle awa y. Afterwards, there are legal obligations that will follow in case the vehicle has been damaged and someone has been injured. Other passengers are also obliged to provide useful information to the police concerning the accident as this would be beneficial to the authorities. Relevant information entails what other drivers might have been involved in the crash, whether there are any missing persons and maybe how many people were involved in the accident. In this case, Peter should provide his full identify; name and address, the vehicle’s owner (Collins Coaches Ltd), a valid vehicle registration license plate and any other details required in identifying the vehicle. After the accident, there is a legal process that should be adhered to in the event of significant personal injury or damage of property. Within 24 hours of the accident, Peter is expected to report the crash to the police station nearest to where the accident occurred. One may not be required to report the crash if injuries from the accident prevent you from doing so. If you wish to make a personal injury claim you must report the accident to police within 28 days of the accident. Peter should provide useful information concerning: The place and nature of the accident Registration numbers of his vehicle Extent of any injury or damage caused Names and addresses of all witnesses Peter is required to give all possible assistance to any injured person, including phoning 000 for an ambulance. If injured like Jemima and Sarah in this case, you may have a claim against the driver of the vehicle which caused you injury. Seeking medical help from a doctor after the accident is important as well as consulting a solicitor who practices in personal injury law and in particular, in motor vehicle accidents, as soon as possible. At the solicitor, one is required to fill in a personal injury claim form while the doctor fills in the medical certificate that accompanies the personal injury claim form. Your solicitor will then send your claim form and medical certificate to both the owner of the vehicle and the insurer of the vehicle. The solicitor is supposed to do this within 6 months from the material day of the accident in order to avoid giving a full and satisfactory reason as to why it was not sent in this time. Your solicitor will then proceed to pursue your interests according to the Motor Accidents Compensation Act 1999. At the scene of the accident, Peter is also expected to; Take necessary measures to avert further collisions Not confess fault as this may abrogate insurance claims Make notes of any talk with the other person that may have been involved in the event

Green Computing Research Project Part 5 Assignment

Green Computing Research Project Part 5 - Assignment Example The approach of developing the diagram compels the project manager and team to brainstorm with the use of concept mapping facilitates to recognize and graphically represent, in growth factors, all of the possible reasons pertaining to a problem or condition that lead to discovering the core causes. Usually, the quality issues are not straightforward. These issues typically entail the multifaceted combination and relations of multiple causes. I chose the cause and effect diagram keeping in view the research-oriented objective of the project that is improving the environment and revenues with reduced costs. Therefore, it is necessary before recommending any solution to the ‘We are Big, Inc’ to identify the root causes that impact badly on the environment and uncontrolled costs. The root cause analysis would help the project manager by becoming a road map for collecting data to concisely move ahead to achieve the objectives of the project by researching on avoiding/removing the root causes and recommending suitable software applications/solutions for the company. And finally, it is recommended that the cause and effect diagram should become part of the major research report. The second reason for selection of cause and effect quality tool that it would facilitate the project manager to easily identify the mainstream of the problems that would be faced during execution of the Green Computing project. In order to relate the quality tool with the project, the first problem that the project manager would face is the communication between the team with a webcam, as the team of the project is scattered and located at different geographical locations. The cause and effect diagram facilitates the project manager to write down the communication problem and the causes that generate the problem. In this way, the project manager would realize the root causes and develop a plan to remove/avoid the root causes so that the communication problem would not rise again. Furthermore, it is worthwhile to write down the stakeholders that are involved or affected by the problem, when and where the problem usually arises.

Informatics and Framus Computers Case Study Example | Topics and Well Written Essays - 750 words

Informatics and Framus Computers - Case Study Example In order for this situation to be arrested, an external intervention is necessary. Â  The structures of the two companies do not align with the overall goals of the businesses. In order for such businesses to work together as a single unit, the businesses need to remove structural hurdles through ensuring that both structures support the shared operations (Mills 2007). In this case, the two businesses do not have clear structures. For instance, Informatics is more formal, bureaucratic, and hierarchical compared to Framus. This affects the flow of information between the two firms. Â  The strategies by the two businesses are not based on the competitive advantage of both firms. On the contrary, the two firms are almost competing with each other. This is affecting the relationship between the two firms which depends on each other for existence. Â  The systems of the two companies have not been laid properly in order to enhance coordination. As a result, there is no trust among the two organizations, an aspect that is affecting the overall quality of computer components being delivered to Informatics. Â  The staff and their style of work are different. Both sides blame each other for the challenges facing the organizations. For instance, the top-level managers of Framus feel that the other companies that use their products do not raise similar complaints that are raised by Informatics. However, on the other hand, Informatics Company’s management feel that the other firm is not doing enough to address the quality issues that have been raised by the business. The push and pull are affecting the overall performances of the businesses. Â  In order for both businesses to work together effectively, they need to have similar organizational structure. This would make it easier for the top-level managers to communicate easily with the rest of the subordinates (Mills 2007).

Insurance claims Essay Example | Topics and Well Written Essays - 1250 words

Insurance claims - Essay Example Whenever there is an accident, the affected parties (car owner and passengers) have the right to seek for compensation from their insurance companies. This chapter looks at the legal responsibilities of certain people for injury or damage caused by accidents on private and public property. These include owners, occupiers, other people who control buildings and land. The Civil Liability Act 2002has modified the way in which liability for negligence is determined. Under the Act, even if you are injured, you may not have a claim if that injury was caused by something which could have been avoided (KRITZER, 1997, p261). The accident that involved Peter, a driver with Collins Coaches Ltd should first be reported to the relevant authorities so that the right course of action is taken. This will be procedural in establishing whether there are any fatalities, damage of property or animals and to what extent the damage has been done. The police should also be helpful in towing the vehicle awa y. Afterwards, there are legal obligations that will follow in case the vehicle has been damaged and someone has been injured. Other passengers are also obliged to provide useful information to the police concerning the accident as this would be beneficial to the authorities. Relevant information entails what other drivers might have been involved in the crash, whether there are any missing persons and maybe how many people were involved in the accident. In this case, Peter should provide his full identify; name and address, the vehicle’s owner (Collins Coaches Ltd), a valid vehicle registration license plate and any other details required in identifying the vehicle. After the accident, there is a legal process that should be adhered to in the event of significant personal injury or damage of property. Within 24 hours of the accident, Peter is expected to report the crash to the police station nearest to where the accident occurred. One may not be required to report the crash if injuries from the accident prevent you from doing so. If you wish to make a personal injury claim you must report the accident to police within 28 days of the accident. Peter should provide useful information concerning: The place and nature of the accident Registration numbers of his vehicle Extent of any injury or damage caused Names and addresses of all witnesses Peter is required to give all possible assistance to any injured person, including phoning 000 for an ambulance. If injured like Jemima and Sarah in this case, you may have a claim against the driver of the vehicle which caused you injury. Seeking medical help from a doctor after the accident is important as well as consulting a solicitor who practices in personal injury law and in particular, in motor vehicle accidents, as soon as possible. At the solicitor, one is required to fill in a personal injury claim form while the doctor fills in the medical certificate that accompanies the personal injury claim form. Your solicitor will then send your claim form and medical certificate to both the owner of the vehicle and the insurer of the vehicle. The solicitor is supposed to do this within 6 months from the material day of the accident in order to avoid giving a full and satisfactory reason as to why it was not sent in this time. Your solicitor will then proceed to pursue your interests according to the Motor Accidents Compensation Act 1999. At the scene of the accident, Peter is also expected to; Take necessary measures to avert further collisions Not confess fault as this may abrogate insurance claims Make notes of any talk with the other person that may have been involved in the event

Informatics and Framus Computers Case Study Example | Topics and Well Written Essays - 750 words

Informatics and Framus Computers - Case Study Example In order for this situation to be arrested, an external intervention is necessary. Â  The structures of the two companies do not align with the overall goals of the businesses. In order for such businesses to work together as a single unit, the businesses need to remove structural hurdles through ensuring that both structures support the shared operations (Mills 2007). In this case, the two businesses do not have clear structures. For instance, Informatics is more formal, bureaucratic, and hierarchical compared to Framus. This affects the flow of information between the two firms. Â  The strategies by the two businesses are not based on the competitive advantage of both firms. On the contrary, the two firms are almost competing with each other. This is affecting the relationship between the two firms which depends on each other for existence. Â  The systems of the two companies have not been laid properly in order to enhance coordination. As a result, there is no trust among the two organizations, an aspect that is affecting the overall quality of computer components being delivered to Informatics. Â  The staff and their style of work are different. Both sides blame each other for the challenges facing the organizations. For instance, the top-level managers of Framus feel that the other companies that use their products do not raise similar complaints that are raised by Informatics. However, on the other hand, Informatics Company’s management feel that the other firm is not doing enough to address the quality issues that have been raised by the business. The push and pull are affecting the overall performances of the businesses. Â  In order for both businesses to work together effectively, they need to have similar organizational structure. This would make it easier for the top-level managers to communicate easily with the rest of the subordinates (Mills 2007).

Sanlu milk powder Essay Example for Free

Sanlu milk powder Essay Consequentialism, as its name suggests, is the view that normative properties depend only on consequences. This general approach can be applied at different levels to different normative properties of different kinds of things, but the most prominent example is consequentialism about the moral rightness of acts, which holds that whether an act is morally right depends only on the consequences of that act or of something related to that act, such as the motive behind the act or a general rule requiring acts of the same kind. Utilitarianism is a theory in normative ethics holding that the proper course of action is the one that maximizes utility, usually defined as maximizing total benefit and reducing suffering or the negatives. It also makes classic utilitarianism subject to attack from many angles. Persistent opponents posed plenty of problems for classic utilitarianism. Each objection led some utilitarians to give up some of the original claims of classic utilitarianism. By dropping one or more of those claims, descendants of utilitarianism can construct a wide variety of moral theories. Advocates of these theories often call them consequentialism rather than utilitarianism so that their theories will not be subject to refutation by association with the classic utilitarian theory. Corporate social responsibility (CSR) Corporate social responsibility (CSR), also known as corporate responsibility, corporate citizenship, responsible business, sustainable responsible business (SRB), or corporate social performance, is a form of corporate self-regulation integrated into a business model. Milton Friedman and others have argued that a corporations purpose is to maximize returns to its shareholders, and that since only people can have social responsibilities, corporations are only responsible to their shareholders and not to society as a whole. They assert that corporations have no other obligation to society. (Freeman, 1984) Corporate social responsibility (CSR) essentially requires companies to conduct business beyond compliance with the law and beyond shareholder wealth maximization. It suggests that companies should do more than they are obligated under applicable laws governing product safety, environmental protection, labor rights, human rights, community development, corruption, and so on; it also suggests that companies should consider not only the interests of shareholders but also those of other stakeholders (e. g. , employees, consumers, suppliers, and local communities). CSR requires companies to provide not only the quantity of goods, services, and employment but also the quality of life for those whose interests are affected by corporate activities. (Carroll, 2008). Facing the challenge, in order to protect and expand the market, on one hand improve the Sanlu milk purchase cost, on the other hand, through the continuous low prices, unfair competition and reduce the product quality. At the same time, Sanlu Company launched the infant formula milk powder or occupation of the rural market, adding excipient, is as high as 40%. If the production in accordance with national quality standards enterprises not only profits, but also serious losses. Vicious competition led to price higher than the cost, one of the value and price inversion phenomenon is the direct cause of Sanlu milk powder incident. (Wu, 2007) Rethink of Corporate Social Responsibility by Sanlu Milk Incident Ethic problems in Sanlu Incident have the following aspects: (1) Ethic relationship between the enterprise and the government; (2) Ethic relationship between the enterprise and the competitors; (3) Ethic relationship between the enterprise and the consumers; (4) Ethic relationship among the enterprise, consumers, and government. The analysis is made step by step as follows.

Motivating Employees And Job Satisfaction

Motivating Employees And Job Satisfaction The work in the modern economies has made an understanding of the psychology of motivation and job satisfaction as a key component of business and management syllabuses. The aim of the study is two-fold: Firstly, literature reviews for the motivation theories and Theories on job satisfaction. Secondly, the relationships between employee motivation and job satisfaction. Motivation theories clarifying the importance of addressing employees needs at work, the attitude of workers towards their jobs, the basis for studying the motivational implications of perceived unfairness and injustice in the workplace, how rewards lead to behavior and relations between reinforcement and behavior. Theories on job satisfaction clarifying the aspects that impact directly on levels of job satisfaction, how people are influenced by how satisfied they believe other workers are with the same job, satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job, the innate for dispositions that cause them to have tendencies toward a certain level of satisfaction. The relationship between employee motivation and job satisfaction has indicated that numerous variables of a personal, job and organizational nature influence the level of motivation and job satisfaction that employees experience in the workplace. This includes peoples needs with regard to their work and the work environment, as well as the nature and content of their jobs, and the working conditions under which they perform their daily tasks. List of Acronyms List of Figures Maslows hierarchy of needs Figure 2.1 P4 List of Tables Table of Contents Acknowledgement Ñ- Abstract Ñ-Ñ- List of Acronyms Ñ-Ñ-Ñ- List of Figures 6 List of Tables 6 Table of Content 6 1. Chapter 1: Introduction 1 1.1 Research problem 1 1.2 Importance of study 1 1.3 Research questions 1 2. Chapter 2: Motivation and theoretical background x 2.1 Motivation overview x 2.2 Definitions of employee motivation x 2.3 Theories of motivation x 2.3.1 Needs-based theories x 2.3.2 Two-factor theory x 2.3.3Cognitive theories x 2.3.3.1 Equity theory x 2.3.3.2 Expectancy theory x 2.3.3.3 Goal-setting theory x 2.3.4 Reinforcement theories x 2.4 Motivation : Composite summary x 3. Chapter 3: Job satisfaction x 3.1 Job satisfaction overview x 3.2 Definitions of job satisfaction x 3.3Theories on job satisfaction x 3.3.1 Two-factor theory x 3.3.2 Social influence theory x 3.3.3 Affect theory x 3.3.4 Equity theory x 3.3.5 Dispositional theory x 3.3.6 Job characteristics model x 3.4 Creating job satisfaction x 3.4.1 Work environment x 3.4.2 Career development programs x 3.4.3 Employee motivation x 3.5 Measuring job satisfaction x 3.6 Job satisfaction : Composite summary x 4. Chapter 4: The Relationship between Motivating Employees and Job satisfaction x 4.1 The effect of motivating employees on Job satisfaction x 4.2 How can mangers increase employee Job Satisfaction x 5. Chapter 5: Conclusion and Recommendation x 5.1. Conclusion x 5.2. Recommendation x References 2 Chapter 1: Introduction Research Problem A variety of factors motivate people at work, some of which are tangible, such as money, and some of which are intangible, such as a sense of achievement. Although employees derive satisfaction from their work, or places of work, for different reasons, this study was concerned specifically with the investigation of the relationship between levels of satisfaction and the motivation of employees at work. The primary point of departure is that the success of any organization is heavily dependent on the inputs of its workforce, and that such inputs are determined to a large extent by personal characteristics, and by those facets of peoples work environments that motivate them to invest more physical and mental energy into their work. In this way the organizations objectives are pursued and met. Motivation and job satisfaction are therefore regarded as key determinants of organizational success. Importance of study This study demonstrated the importance of employee motivation and job satisfaction in organizational capability and effectiveness. Business has come to realize that a motivated and satisfied workforce can deliver powerfully to the bottom line. It is crucial for any organization, and particularly for those in developing countries with limited skills resources, such as Egypt, to ensure that it develops and retains a loyal, dedicated, committed and able workforce on a consistent basis. Loyal employees who are satisfied with the work that they do and with the culture of the organization they are employed by, and who are consequently motivated to continue their relationship with that organization. Finck, Timmers and Mennes (1998) emphasized that only when employees are excited and motivated by what they do, will business excellence be achieved. 1.3. Research questions What is employees motivation? Why employees need motivation? What is job satisfaction? How to create job satisfaction? How to measure employees job satisfaction? What is the relationship between employee motivation and job satisfaction? Chapter 2: Motivation and theoretical background 2.1 Motivation overview In the current business environment, organizations in all industries are experiencing rapid change, which is accelerating at enormous speed. To be successful in a borderless, competitive global environment, companies must be sure to work hard on especially the people side of their business (Khan, 1997). This view is supported by Finck et al. (1998), who stated that companies must recognize that the human factor is becoming much more important for organizational survival, and that business excellence will only be achieved when employees are excited and motivated by their work. In addition, difficult circumstances, such as violence, tragedy, and fear and job insecurity create severe stress in employees and result in reduced workplace performance. The issue of what motivates employees has set a practical and theoretical agenda for organizational psychologists since the start of the 20th century. Baron (1991, p.9) described motivation as one of the most pivotal concerns of modern organizational research. Van Niekerk (1987) emphasized this point by stating that productivity is a function of both the motivation and the ability of an employee. Therefore, if motivation equals zero, so does productivity. Since employee performance is a joint function of ability and motivation, one of managements primary tasks, therefore, is to motivate employees to perform to the best of their ability. In the field of organizational psychology, work motivation is approached from several angles. For example, some researchers feel work motivation study should start with an examination of the values of employees, since their values determine their needs, and their needs ultimately determine their behavior. A crucial problem for others in contemporary organization theory and research is how best to conceptualize and assess individual differences in motivational tendencies (Kanfer Ackerman, 2000). Sempane et al. (2002) noted that organizations represent highly complex social structures because of their dynamic nature. Employees, who are role players in them, render them competitive through their involvement and commitment. The relationship between organization and employee is characterized by a high level of mutual interdependence, as both parties impact on the others potential for success. Employee motivation and job satisfaction become crucial elements in this relationship. Extensive research has shown that employee motivation and job satisfaction are not brought about in isolation, but rather respond to organizational variables such as structure and working conditions (Schneider Snyder, 1975). 2.2 Definitions of employee motivation Walker (1980) stated that studies over the years have shown little relationship between measures of job satisfaction and performance outputs. Highly satisfied workers may be poor performers, whereas highly dissatisfied workers may be good performers. Several variables influence the relationship between job satisfaction and job performance; although no direct causal relationships between these have been identified as yet. However, it appears that motivation might account for much of the link between an employees job satisfaction and job performance. Motivation, therefore, closes the satisfaction-performance loop, and has to do with a set of interrelated factors that explain an individuals behavior, holding constant the variables controlled or influenced by management, as well as by individual skills, abilities and knowledge. The term motivation is derived from the Latin term movere, which means to move. A great many definitions of the motivation construct have been postulated over the several decades during which this multi-faceted concept has been researched. The rich variety in perspectives on the topic of motivation is illustrated below. Beach (1980) saw motivation as a willingness to expend energy to achieve a goal or reward. This author took somewhat of a behaviorist approach in stating that behavior that is perceived to be rewarding will be repeated, whereas behavior that goes unrewarded or is punished, tends to be extinguished. Beach (1980) did, however, recognize intrinsic motivation as related to the job content and as that which occurs when people perform an activity from which they derive satisfaction from simply engaging in the activity itself. Van Niekerk (1987) saw work motivation as the creation of work circumstances that influence workers to perform a certain activity or task of their own free will, in order to reach the goals of the organization, and simultaneously satisfy their own needs. Du Toit (1990) added that three groups of variables influence work motivation, namely individual characteristics, such as peoples own interests, values and needs, work characteristics, such as task variety and responsibility, and organizational characteristics, such as its policies, procedures and customs. It is interesting to note that the concept of organizational commitment has come to partly replace that of motivation within the field of organizational behavior (Lewicki, 1981). While the concept of motivation is linked to individualistic and task-centered reward systems, commitment seems to be linked to the identification of employees with a collective, that is, in terms of corporate values and norms. As such, management is concerned with cultivating motivation towards realizing the mission and goals of the organization, which are far above the ambitions and goals of any individual in it. 2.3 Theories of motivation Motivation research draws on a large number of theoretical perspectives. Although some of these appear to be less influential than when they were originally postulated, such as Maslows hierarchy of needs theory (Wicker Wiehe, 1999), their contributions as foundation layers and inspirations for subsequent theories are still evident and acknowledged. According to Petri (1996) the vast array of motivation theories are based, in essence, on differing approaches to the origins or sources of motivation, e.g. energy, heredity, learning, social interaction, cognitive processes, activation of motivation, homeostasis, hedonism or growth motivation. Depending on the particular approach adopted, motivation theories are generally classified into three categories, namely needs-based, cognitive, and drive and reinforcement theories (Baron et al., 2002). 2.3.1 Needs-based theories One of the most often-quoted motivation theories is that of Abraham Maslow, which he introduced in 1943 (Van Niekerk, 1987). The basic tenet of the theory is that people are motivated by their quest to satisfy their needs, or deficiencies, which may be grouped in five categories, and that these needs occur in a specific hierarchy, where lower order needs have to be satisfied before those of a higher order nature (Gouws, 1995). Maslow (1968, p.153) asserted that gratification of one basic need opens consciousness to domination by another. Maslows need hierarchy is portrayed in Figure 2.1. maslows-hierarchy-of-needs.jpg Figure 2.1: Maslows hierarchy of needs Needs hierarchy theory has had a positive impact on organizations, as it has focused attention on the importance of addressing employees needs at work (Spector, 2003). In addition, one of its main constructs, the self-actualization concept, has become very popular with especially managers and executives who have accepted this high-level need as a potent motivator (Schultz Schultz, 1998). 2.3.2 Two factor theory Frederick Herzbergs well-known and controversial theory of motivation was postulated in 1954, and developed from his work to determine the attitude of workers towards their jobs (Gouws, 1995). As such, it was originally intended to be a job satisfaction theory, but over time it was its motivational aspects that attracted most attention (Baron et al., 2002). Beach (1980) was of the opinion that this theory constitutes more of a work motivation than general human motivation theory. The basic assumption of Herzbergs theory is that motivation originates from the job itself, and not from other external characteristics, and that those factors leading to job satisfaction (motivators) are separate and distinct from those leading to job dissatisfaction (hygiene/maintenance factors) (Herzberg, 1966). The hygiene factors, which may be equated with Maslows lower order needs, are placed along a continuum, from a state of dissatisfaction, to no dissatisfaction. These factors involve circumstances surrounding the task which do not lead to job satisfaction, but prevent dissatisfaction, if maintained adequately. Examples of these maintenance factors include the level of supervision, job status, work circumstances, service conditions, remuneration and interpersonal relationships (Herzberg, 1966). Motivators, on the other hand, have a direct positive effect on the work situation, and lead to improved productivity. They may be equated with Maslows higher order needs, and are also placed along a continuum from a highly motivated to a highly unmotivated state. Aspects of the job itself, e.g. level of recognition, pleasure of performance, increased responsibility, and opportunities for advancement and promotion, serve as motivators (Herzberg, 1966). 2.3.3 Cognitive theories 2.3.2.1 Equity theory Equity theory was first introduced by Stacy Adams in 1965. Its basic tenet is that people are motivated to achieve a condition of equity / fairness in their dealings with other people, and with the organizations they work for. People make judgments or comparisons between their own inputs at work, e.g. their qualifications, experience and effort, and the outcomes they receive, e.g. pay and fringe benefits, status and working conditions. They then assign weights to these inputs and outputs according to their relevance and importance to themselves. The summed total produces an output / input ratio, which is the key issue in terms of motivation. If a persons output / input ratio is equal to that of another person, equity exists. A state of inequity leads to tension, which the individual tries to reduce by changing one or more elements of the ratio, e.g. increase or reduce his effort. Perceived inequity by the person is therefore the basis for motivation (Baron et al., 2002). This theory helped to provide the basis for studying the motivational implications of perceived unfairness and injustice in the workplace. It also laid the foundation for more recent theories on distributive (how much is allocated to each person) and procedural justice (how rewards and job requirements are determined) (Cropanzano Folger, 1996). In a meta-analysis of many of these theories, 2.3.3.2 Expectancy theory The original thinking behind what has come to be known as expectancy theory, or Vrooms Expectancy-Valence-Instrumentality (VIE) theory, can be traced back to the theorizing of Tolman and Levin in 1932 and 1938 respectively (Petri, 1996). Vroom was, however, the first scholar to elaborate on this thinking in a motivational context in 1964 (Gouws, 1995). Since its origins in the psychological theorizing of some 60 years ago, the expectancy theory has been presented in many variations. Common to all versions is the basic tenet that people base their behavior on their beliefs and expectations regarding future events, namely those maximally advantageous to them (Baron et al., 2002). Essentially, the theory explains how rewards lead to behavior, through focusing on internal cognitive states that lead to motivation. In other words, people are motivated to action if they believe those behaviors will lead to the outcomes they want. The said cognitive states are termed expectancy, valence and instrumentality (Spector, 2003). 2.3.3.3 Goal-setting theory Goal-setting theory was first proposed by Edwin Locke in 1968. Spector (2003) described this perspective on motivation as the assumption that peoples behavior is motivated by their internal intentions, objectives or goals; in other words, by what people consciously want to achieve. According to Locke and Henne (1986) goals affect behavior in four ways: They direct attention and action to those behaviors which a person believes will achieve a particular goal; They mobilize effort towards reaching the goal; They increase the persons persistence, which results in more time spent on the behaviors necessary to attain the desired goal; They motivate the persons search for effective strategies for goal attainment. This theory has an intuitive appeal because of its clear relevance to the workplace (Schultz Schultz, 1998). It is currently one of the most popular theories informing organizational approaches to employee motivation (Spector, 2003). 2.3.4 Reinforcement theories Reinforcement theories, which assume that peoples behavior is determined by its perceived positive or negative consequences (Baron et al., 2002) are based on the Law of Effect Hulls drive theory elaborated on this idea and suggested that effort was the mathematical product of drive, multiplied by habit, and that habit were derived from behavior reinforcement. The consequences of behavior may be tangible, such as money, or intangible, such as praise (Spector, 2003). In this regard, reinforcement theory was highly influential in firmly establishing the ideas relating to incentive and reward systems that are applied in most organizations today. As such, it provided the basis for the notion that rewards should be contingent with individual units of productivity (Schultz Schultz, 1998). As a motivation theory, reinforcement theory has fallen somewhat out of favor, as it merely describes relations between reinforcement and behavior, but gives little insight into motivational processes, e.g. whether or not a person wanted a specific reward, or why. Nevertheless, its relative popularity in the workplace is maintained by research that has shown that rewards can be highly effective in the enhancement of job performance (Spector, 2003). 2.4 Motivation: Composite summary Each of the theories covered has contributed substantially towards current perspectives on and understanding of the concept of motivation in the workplace. The needs theories, for example, are largely responsible for organizations recognition that peoples behavior at work is motivated by highly individualized innate needs and desires (Van Niekerk, 1987). Achievement-orientated people are, for example, driven by a much stronger need for power, affiliation and achievement than most other people (Schultz Schultz, 1998). For this reason, employers need to ensure that they invest the necessary time and effort to assess the personal needs of individual employees, and customize their jobs and working environments accordingly (Walker, 1980). Due to their innate need to produce good work and develop themselves, most employees do not need constant supervision and direction and may, in fact, find such actions very demotivating. In addition, people need to experience their work as meaningful an d challenging, and therefore require considerable input on the part of management to ensure a high degree of job enrichment on a continual basis (Beach, 1980). The cognitive theories of motivation have helped employers to understand that, apart from their motivation being driven by innate needs, employees also apply deliberate conscious thought to their behavior at work. Organizations are aware that people evaluate their inputs on the job against what they receive in return, and that they should therefore pay attention to the equitability between employee delivery and reward (Cropanzano Folger, 1996). It is also prudent for organizations to offer a range of benefits, which may be acquired through different levels of performance, to allow employees to set themselves challenging goals that they may attain via differing means they may perceive as instrumental towards those goals (Spector, 2003). Once employees have met the requirements of their own jobs, and attained certain goals, they expect certain rewards to follow. In this regard, reinforcement theories have contributed much towards the establishment of a wide array of reward and performance incentives systems applied in organizations all over the world today (Beach, 1980). Clearly, the theorizing of many an author and researcher over the years has resulted in the increased ability of organizations to transform these theories into practical and effective measures to address a highly complicated aspect of organizational psychology, namely the motivation of human behavior at work, and to ensure organizational success and profitability in the process. Chapter 3: Job satisfaction 3.1 Job satisfaction overview The concept of job satisfaction enjoys increasing attention from organizations these days, since its importance and pervasiveness in terms of organizational effectiveness has been firmly established quite some time ago. Managers now feel morally responsible for maintaining high levels of job satisfaction among their staff, most probably primarily for its impact on productivity, absenteeism and staff turnover, as well as on union activity (Arnold Feldman, 1986). Organizations recognize that having a workforce that derives satisfaction from their work contributes hugely towards organizational effectiveness and ultimate survival. Job satisfaction is regarded as related to important employee and organizational outcomes, ranging from job performance to health and longevity (Spector, 2003). The importance of job satisfaction in the workplace is underscored by its inextricable connection to a persons entire life. Since a persons job is an all-important part of his life, it follows that job satisfaction is part of life satisfaction. The nature of the environment outside of the job directly influences a persons feelings and behavior on the job . Schultz and Schultz (1998) emphasized that people spend one third to one half of their waking hours at work, for a period of 40 to 45 years, and that this is a very long time to be frustrated, dissatisfied and unhappy, especially since these feelings carry over to family and social life, and affect physical and emotional health. A concept with such tremendous effect on personal and organizational life clearly deserves a corresponding amount of attention. 3.2 Definitions of job satisfaction A great many definitions of the concept of job satisfaction have been formulated over time. Arnold and Feldman (1986) described job satisfaction as the amount of overall affect that individuals have toward their job. Since a job has many characteristics, job satisfaction is necessarily a summation of worker attitudes regarding all these. The good features are balanced against the bad, so that the overall job satisfaction is perceived as high or low. It appears that job satisfaction may be studied from two slightly different perspectives. Firstly, job satisfaction may be treated as a single, overall feeling towards a persons job. Alternatively, researchers may focus on the different aspects that impact upon a job, e.g. its rewards and social environment, and even characteristics of the job itself, such as its content. It is believed that this latter view permits a more comprehensive picture of job satisfaction, as an individual typically experiences different levels of satisfaction ac ross different job aspects (Spector, 2003). 3.3 Theories on job satisfaction 3.3.1 Two-factor theory Two-factor theory relates to job satisfaction as well as it does to motivation, and posits that the things that provide employees with satisfaction at work are not the same as those that bring about dissatisfaction. This is Herzbergs theory of satisfiers and dissatisfiers, or the positive and negative aspects of the job. Dissatisfiers do not lead to job satisfaction, but prevent dissatisfaction if properly maintained, for example, acceptable service conditions. Satisfiers, on the other hand, impact directly on job satisfaction, for example, positive promotion aspects elevate levels of job satisfaction (Gouws, 1995). 3.3.2 Social influence theory Social influence theory holds that people are influenced by how satisfied they believe other workers are with the same job (Van Vuuren, 1990). New employees may, for example, change their initial misgivings about their job when they discover that others performing the same tasks are satisfied with their work. In this sense social influence theory may share certain common features with equity theory. 3.3.3 Affect theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. 3.3.4 Equity theory Equity theory stipulates that people generally want to receive what they consider a fair or equitable return for their efforts at work. Greater satisfaction is experienced if they perceive the return or reward they receive as equitable. These perceptions may be based on previous or vicarious experience, or on peoples observations of other employees, for example (Van Vuuren, 1990). Job satisfaction in this regard is related to the motivation to achieve a condition of equity or fairness in peoples dealings with others. 3.3.5 Dispositional theory Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the b elief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over herhis own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction (T.A, E.A C.C, 1997). 3.3.6 Job characteristics model Hackman Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employees attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM ( J.R G,R, 1976). 3.4 Creating job satisfaction 3.4.1 Work environment A positive work environment is not only important for our physical, mental and emotional health, but is also important for the results that we produce for the company. The better we feel at work, the more likely we will take pride in our job activities and be loyal towards our place of employment Ways to create a positive working environment: Accept the right position Be a positive person Take responsibility Communicate with your manager Be social 3.4.2 Career development programs In organizational development (or OD), the study of career development looks at: How individuals manage their careers within and between organizations and, how organizations structure the career progress of their members, it can also be tied into succession planning within some organizations. the lifelong psychological and behavioral processes as well as contextual influences shaping ones career over the life span. As such, career development involves the persons creation of a career pattern, decision-making st

Analyse the relationship between the product life cycle and cash flow :: Economics

Analyse the relationship between the product life cycle and cash flow The 'product life cycle' is split into 5 stages: * Research and development * Introduction * Growth * Maturity/Saturation * Decline The product life cycle is the model that represents a sales pattern for a product over a period of time. It shows the revenue by a product from is introduction to its eventual decline. There are four stages to the product life cycle: Introduction, growth, maturity and decline. Research and development is the first stage of the product life cycle. This is where a firm has a research team look in to possible new ideas and products for a business. This can be very expensive for the firm. No income is made at this stage as there is no revenue coming in to the firm but capital being paid out on resources. The cash flow at this stage is very low. Introduction: This is the point when the product life cycle begins. This is when the actual product is launched and does not include testing or research and development. Manufacturers at this stage spend a lot of money in order to create awareness. The cash flow at this stage would not be very positive. A lot of money has been spent at the introduction to get the public to notice the product and to make them aware. The firm would not expect to make any profit at this stage as the product has just been launched. Growth: If the product succeeds, sales will grow. Prices could still be high but with increased competition prices will drop. The producer still advertises at a high level to fight off competition. Product starts to move into profitability. The cash flow starts to gain more revenue. Maturity: Sales growth begins to slow as market saturation is approached. Sales are kept going by those who are late to adopt new products. This stage will last longer than the earlier stages. This is where the most revenue is taken in for the longest period of time. This is where the cash flow reaches its peak but also at the point of saturation starts to decrease. To stop the revenue and the product going down at the point of saturation maybe the firm could give the product a new identity and maybe a new advertising campaign. Decline: Eventually the product will become less interesting for purchasers, and the decline of the product will commence.

England vs. Spain vs. France for Control of New World Essay -- essays

â€Å"The early bird gets the worm, but the second mouse gets the cheese.† Of the three major colonizers who vied for control of North America from the 15th to 17th centuries, it was the early-bird Spanish who got the worm, but after all was said and done, it was England who got the more desirable cheese. After 1763, the English had control of all land east of the Mississippi river and virtually all of present-day Canada. The English were able to gain the upper hand in the conflict for control of North America not only because of military victories, but also because of good timing. The English victory over the Spanish Armada marked the beginning of the British naval dominance in the Atlantic. England and Spain had been enjoying a peaceful relationship throughout the early 15th century. However, the relations turned sour after the Spanish backstabbed an English fleet, led by a British sailor named Francis Drake at the Spanish port of San Juan de Ulua in 1568. Drake, privately encouraged by Queen Elizabeth of England, began pirating the Spanish riches for England from the Caribbean and all along the Spanish held coasts of Latin America. King Philip of Spain, already disgusted by the religious practices of England’s royalty, began scheming for a plan to invade Britain. He sent 130 large vessels, meant to carry soldiers, to the English Channel. The once thought â€Å"Invincible Armada† was annihilated by England’s smaller, more maneuverable and better armed crafts. While the surviving Spanish ships were retreating back home, a rare Sept ember storm devastated the already diminished fleet. With a large chunk of their navy destroyed, Spain did not have enough ships or manpower to control their vast empire. Slowly, their once might... ...rth American domination, now held the entire continent, with the exceptions of Florida, Mexico, and the Californian coast, which still were the possessions of Spain. England had won the struggle for North American dominance. England won the European struggle for control of America because of their timely military victories along with a people who, at that time, were ready to expand their horizons. They defeated the Spanish Armada when and where Spain was most vulnerable. This coincided with the fact that the English people, of high and low stature, needed a new place to go while recent technological advancements made it possible for them to get there. Once there, the British were able to protect their own colony while also securing more land for the English Crown. Spain definitely got the worm, France sprung the mousetrap, and England got the cheese.