Job Motivation Differnce Ampong Male and Female Employees

Introduction to Motivation There are countless books, seminars, and videos on the subject of motivation, particularly with regard to motivating employees. As businesses continue to try to find ways to squeeze more and more productivity out of a shrinking number of workers, motivating those employees is a critical factor in the business' success. Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management posit ion by default makes you a leader.Others are looking to you for guidance and support. You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your employees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you.Women and men holding managerial posts do not differ in the way they rate individual motivation factors, an analysis of motivation according to superiority in the workplace reveals. Gender differences were found only among rank-and-file staff. This finding supports the notion, often cited in specialist literature, that women in management adapt to ‘male’ thinking and conduct, whether knowingly or not, and internalize the values prevailing in a male-dominated labor market. As certain public opinion surveys have shown, female managers are not universally accepted by the Czech public. The fact that Czech society still egards women in management as unusual may result in a greater likelihood of these managers encountering prejudice or discrimination. For this reason, it might be beneficial for female managers to assimilate behavior patterns typical for men in the same positions. This kind of behavior will more likely enable them to meet the general expectations associated with the role of manager. One of the trends today is taking care to be sensitive when dealing with employees, but once again a good idea has been corrupted by political correctness run amok. Sensitivity didn't get the pyramids, or the transcontinental railroad, or Rome built.It wasn't sensitivity that beat the Kaiser, Hitler, and Saddam (twice). It was hard work, appropriate rewards, and a team effort. Consi deration Point Of Differences In Motivation Among Genders†¦.. Motivation and achievement are concepts that are closely related. Motivation is the force that drives a person toward wanting to achieve certain goals and levels of excellence. Research into gender differences in motivation and achievement between males and females has been a common study by researchers and psychologists. These differences manifest themselves in different areas of life such as at work, in school and in extracurricular activities.Performance †¢ Achievement-motivation theory relates to the desire to perform well in a certain area and to attain success. Different factors motivate people to achieve success. According to a survey carried out by the Czech-based Research Institute of Labor and Social Affairs, male and female workers have different motivations for good performance at work. The survey indicates a good basic salary and bonuses motivate males to perform well, while the driving work force f or female employees is healthy interpersonal relations at work, flexibility to balance work and family and proper treatment by other employees and the employer.This shows that different factors inspire males and females to achieve and perform well in their areas of work. According to the research, males are more motivated by â€Å"instrumental values† such as remuneration, compared with women. Expectations †¢ The beliefs and expectations held by parents, peers and the school environment greatly influences the behavior patterns of males and females. Society grooms parents, peers and teachers to expect females and males to derive motivation from different things and to have different levels of achievements in certain areas.For example, teachers expect boys to excel better than girls in math and sciences, while girls are expected to excel better in languages. Additionally, society expects girls to be agreeable and expressive, while boys are expected to be aggressive and ass ertive. Children of both genders grow up and internalize these expectations and beliefs with a certain perception that they are more competent in certain areas than in others. This socialized view causes females and males to derive inspiration in those different areas, and thus, they may achieve success in these specific areas.Employers who use money to motivate employees may find that the overall response from both men and women is nearly the same. Raises, bonuses and other monetary rewards may only be a short-term motivator for both genders, according to a 2011 article from the University of Phoenix business school. An employee's motivation may rise for a brief time after he receives a pay increase. However, the article notes studies that show employees often increase their spending after receiving a raise, which consumes their additional pay. That potentially lowers their motivation to its previous level because their financial situation remains unchanged.Effort and Ability †¢ The attribution theory explains how achievement and motivation in both genders is determined by perceptions of effort and ability. This theory relates the gender differences in achievement and motivation on how individuals attribute their achievements. In areas such as math, science, technology or sport, males attribute their achievements to ability while females may attribute their success in these fields to effort. Unlike females, males are therefore able to show a higher level of motivation due to attributing their achievements to ability because they believe that their talents in these areas are natural attributes.The differences resulting from attributing achievements to ability rather than effort between the genders are that males attribute their success in areas such math, science and sport to ability and therefore show high motivation toward these areas. Females attribute their achievements to effort and their failures in fields such as math and sciences to lack of abilit y and thus tend to show lower motivation in these fields. Self-Efficacy †¢ Self-efficacy is the belief in your capacity to achieve certain goals, whether through effort or ability.A strong sense of self-efficacy motivates a person to achieve highly, but lower self-efficacy dampens motivation and achievement. Like attribution, the level of self efficacy a person has is often influenced by parents, peers and teachers. According to research findings published in the Center for Positive Practices site, notable differences exist in how males and females students chose their majors in college. Self-efficacy toward subjects like mathematics is often higher in males than in females, whose self-efficacy is usually higher in subject areas such as reading.Male and female workers ‘differ in approaches' †¢ The opinions and approaches of male and female employees tend to differ when it comes to work-related matters, it has been found. According to the Randstad Work monitor for the third quarter of 2011, respondents stated that they prefer to co-operate with the opposite sex rather than their own. However, India, Singapore, Japan and Greece saw little difference in gender preferences among workers. Perception of Rewards †¢ Men and women differ in their perceptions of what is important and motivating for good work performance, a Czech survey reveals.The distribution of both intrinsic and extrinsic rewards should, therefore, be tied to the specific needs or preferences of men and women. †¢ In Perception of reward systems, women think that regard reward systems as unfair and unrelated to their performance more frequently than men do. Each female employee is convinced that they are not remunerated according to their performance; just one in five male employees thinks so. More women than men feel undervalued compared with male/female colleagues in the same position in the company.When respondents compared themselves with colleagues in the same position, 57. 2% of men and 51. 6% of women rated their remuneration as fair. More women than men also believe that they work in companies where they are paid less than employees in other firms in the same locality. This suggests that, in the subjective opinion of respondents, there still exist a number of companies where equal and transparent, performance-related pay is not a matter of course. †¢ Focusing solely on women, the logical consequence of the previous conclusions is the emergence of two different employee categories.Compared with other female employees, women in management are more motivated by: the nature of the work (67%, compared with 61% of female employees who stated that the particular aspect of work/reward is extremely or very important); the chance of promotion (48%, compared with 29%); and long-term career growth (47%, compared with 31%). Female managers are also more likely than other working women to regard as motivating the chance of acquiring new skills and opport unities for personal growth (57%, compared with 37%).Gender as Key drivers of motivation and commitment †¢ From a gender perspective, men place a higher value than women do on the so-called ‘instrumental values’ (basic salary and bonuses) as motivational factors in their work performance and identification with the employer. Women, on the other hand, place more importance than men do on inter-personal relationships at the workplace, respectful treatment by the employer, and the possibility of reconciling work and family life.Thus, it is clear that women place more value on so-called ‘soft issues. Gender gap in key drivers of motivation and commitment. Possibilities to work part-time †¢ The quarterly report is created by recruitment specialist Randstad Holding and revealed that women are more likely to believe it is possible to work part-time in a management role, while men more often think that such employment can damage careers, although there is little difference between genders in most nations regarding part-time positions.Almost half of those polled (46 per cent) stated they feel it is a bad career move to work part-time, with 51 per cent of men claiming this. Workers in Greece (69 per cent) were most likely to hold such views, in addition to those in Belgium, Italy, Luxembourg, Denmark and Sweden, while workers in Turkey, Japan and the Czech Republic are least likely to agree. †¢ Globally around 15 per cent of individuals in employment work part-time, with the highest rate found in China (35 per cent) and ten percent discovered in the Czech Republic, Slovakia, Hungary, Belgium and Sweden.Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm. Acknowledgment †¢ Acknowledgm ent from the boss motivates men and women, but women may respond more favorably to frequent acknowledgment.For example, â€Å"Incentive Magazine† columnist Roy Saunderson notes advice from a training consultant who indicated that women like to get verbal and written forms of acknowledgment for their work more often than men do. However, workplace recognition that seems bias hampers motivation for male and female employees. In such cases, Saunderson indicates some workers see certain employees consistently recognized for their work when they feel they're just as deserving of such acknowledgment, but they don't receive it. Training Opportunities †¢ Educational opportunities that can help employees improve their job erformance and advance their careers are motivating to both genders. Nonetheless, Saunderson notes that women may need to have such opportunities structured differently for them to raise their job motivation. That's because women who are parents or who take care of elderly parents may have too many care-taking responsibilities to participate in college courses or other training opportunities. Therefore, Saunderson indicates that women may be more motivated by skill-development days that allow employees to spend the workday honing their job skills at classes or workshops.Training during the workday would prevent women from having to take extra time away form care-taking duties. Respect Level †¢ Expressing respect for employees is another workplace motivator. Saunderson notes that women generally want their employers to show consistent respect for them and the work they do. However, an article by Karen Haywood Queen on the Bankrate website draws no distinction among men and women concerning how respect motivates them to do good work. For example, asking all workers for their suggestions on improving business operations demonstrates respect for their input and may increase their overall job satisfaction.Trends relating to mobility, †¢ It examined trends relating to mobility, motivation and job satisfaction among the global workforce and discovered that in many nations, where there is no difference in suitability between candidates, male bosses are more likely to favor men rather than women when hiring. Although there has been a slight decline in the Mobility Index in recent months, most indicators of labor market strength, including trust, fear of job loss and employment searching have remained relatively stable compared with the second quarter of this year.In addition, there were no significant changes between the periods in question in terms of job satisfaction, with those in Norway (81 per cent) reporting their roles and current employer are most acceptable, while personal motivation was highest outside Europe in Mexico and India during the third quarter of 2011. Trends Relating to work nature, The majority of employees around the world reported having male immediate superiors and men were more likely than women to state this.Covering 29 nations worldwide, the survey includes responses from the Americas, Asia Pacific and Europe, finding those believing that the performance of their organization would be improved with more female senior managers were in the minority. Entitled Opinions on part-timework & gender diversity – job market trends around the globe, the publication highlighted that countries including Germany, Sweden, Turkey, Slovakia and Luxembourg believe an equal balance of male to female members of staff produces the best results within their firm.Key Factors To Motivate Female Employees†¦.. Employers know that there is a difference in the needs of male and female employees. Males are often driven by a paycheck, whereas women are more inclined to take a pay cut in exchange for a desirable work environment. While men look to excel by moving up in their companies and developing their careers, many female employees (although not all, of course) are concerned with g aining a position that simply allows them more freedom and flexibility, as well as the opportunity to make a difference and display their talents.This being true, employers can no longer rely on antiquated motivational tactics, which were originally developed for men, to get the most productivity from their female employees. It's not always clear whether certain things motivate male and female employees differently. For example, money and other financial rewards potentially have the same effect on both genders, according to some workplace studies. Nonetheless, motivational differences may appear among men and women based on how employers handle the objects of motivation.The key to getting a female to give her all in the workplace is to understand what it is that really spurs her on, and how to use that to your advantage. FIRST PHASE†¦.. †¢ You must understand how extremely vital a good working environment is for your female employees. †¢ Minimizing stress and creating a friendly atmosphere are a must. While men are able to zero in on their breaking points, women have a habit of working so hard that they wear themselves out. †¢ Add unnecessary stress to the mix, and what you'll find is an office full of disgruntled, moody, and unproductive women. Sound familiar?To avoid, or alleviate, this problem, create an office that is well run and effectively maintained on your part. †¢ Minimize office supply shortages, create well structured deadlines and schedules, and remember to keep your commitments to the staff. †¢ Not only should you avoid similar mistakes, but you might even go that extra mile to create a serene environment. †¢ Think along the lines of relaxation CD's, meditation areas, and aromatherapy. †¢ These are small additions that many corporations have learned can greatly increase productivity, especially among female workers. SECOND PHASE†¦Ã¢â‚¬ ¦ Consider using recognition, rewards, and competition to motivate your workers (this works well for male employees, also). †¢ Women need to display their talents and know that they are being appreciated. †¢ Working for a boss that overlooks those needs is degrading, especially when females today are working with the knowledge that their mothers and grandmothers were forced to work without any respect, and that many places of employment still offer little in these areas for women. †¢ As mentioned before, men work for a paycheck, which works as a tangible piece of evidence that lets them know that they are appreciated.Women, even in this modern world, have their families and homes on the mind first. That means they often forgo advancement opportunities that would offer higher paychecks but place greater demands on their already limited time. †¢ Employers can greatly benefit by offering their workers competitions, either against their own previous performances or against others, that offer incentives for completion. For example, y ou might offer a half day off of work near the holidays in exchange for meeting a high sales quota that month. †¢ Get creative, and ask for input from your employees as to what incentives would be best. Be ready to compromise, because they will initially ask for more than you are ready to give, but that's to be expected. †¢ Be flexible and come to a middle ground. THIRD PHASE †¦.. †¢ Consider providing opportunities for self-advancement for your female employees. †¢ Free courses, certificate programs, and incentives for completing higher education requirements are excellent ways to not only keep your female employees loyal, but also to refine the skills of your workforce. †¢ You see, women are extremely pressed for time as it is.We often neglect to further advance our knowledge because it is not a necessity to keep our jobs, even though we would like to. †¢ Give your female employees paid opportunities to sharpen their skills, increase their knowle dge, and become more valuable to you. FOURTH & FINAL PHASE†¦.. †¢ Create an environment that is family friendly and you will have loyal female employees forever. †¢ Most men aren't usually worrying about meetings, baking cookies for a Girl Scouts meeting, picking up the kids from daycare, etc. For whatever reason, women still perform most of these chores.Whether that's fair or not is irrelevant. It's simply a fact. †¢ Therefore, providing daycare vouchers (or, even better, daycare within the office itself). †¢ Flexible schedules and being lenient when being asked for time off to tend to family duties are steps you can take to ensure your female employees work hard for you. †¢ These opportunities don't exist everywhere, and even female employers often aren't compassionate toward their employees' family issues, so being family-friendly will make you a highly desirable employer, regardless of what you pay. †¢ If you hire mostly females, make this your first priority.What you shell out in added expenses will come back to you forever in increased productivity and happier, healthier employees. †¢ Keeping the aforementioned tips in mind can decrease the number of sick days used, increase work ethic, improve company morale, and, finally, spur the financial growth of your company. Savvy employers are catching on to the fact that females are dominating the general workforce, and the needs of that workforce are very specific. What you do to cater to your female employees can determine your own success. |Brains of Male and Female Worms Work Differently†¦.. |Scientists have determined that our gender impacts our brains, making them predisposed to particular smells. In a recent press release, researchers | |released details of their study. They used worms that had characteristics of both females and males. Why do more girls suffer from depression and | |autism than boys? Why do more boys suffer from ADD than girls? | | | |Researc hers hope that this study will open the door for further research into fundamental differences in how the brain functions, and its impact on | |diseases, including ADD, autism, and depression.While it's not a popular subject, there is no doubt that women are diagnosed with depression far | |more than men, and men are diagnoses with ADD far more often than women. | | | |†For so many diseases, like autism or mood disorders, it's clear that they either are more prevalent in one sex than the other, or they manifest | |themselves differently. But no one really knows why. We think that sex differences in the brain may play a role.If we can understand these | |differences, it may give us some clues about how we can diagnose, prevent, and treat these diseases more effectively,† said Geneticist Douglas | |Portman, Ph. D. , and an assistant professor of Biomedical Genetics at the University of Rochester Medical Center. | |Researchers at the University of Rochester Medical Center u sed worms that were hermaphrodites (female worms who can reproduce alone, since they can | |produce both egg and sperm) to see what smell these worms were attracted to.When researchers changed their brain cells into thinking they were the | |opposite sex, the worms gravitated toward the other item. | | | |Worms that thought they were male gravitated to the buttery popcorn smell. Those who thought that they were female gravitated to the smell of fresh | |green vegetables. To see whether or not this was just coincidence, researchers changed a genetic switch in the brains of these worms. | |When they did this, the worms didn't change at all, but they sensed that they were the opposite gender. | | |Did the smell that the worms were attracted to change? Yes. After tricking the worms to think they were the opposite gender, male worms had a | |definite preference for buttery popcorn and female worms had a definite preference for fresh green vegetables. | | | |Researchers hope to continue t o study how sex chromosomes influences differences in brain function and the diseases and disorders that people | |develop. |The organization Autism Speaks, which is dedicated to autism research and awareness, provided funding for this program. | †¢ Beat out the competition for well trained employees by starting small, and continue adding to your arsenal of female-friendly incentives over time. Social Method to Motivate Employee †¦ Keeping in mind the current labor laws, here are a few suggestions on how to â€Å"gently† motivate your employees: Start a program where the lowest-performing employee each week is mocked mercilessly over the intercom system by their peers.Contrary to what the experts will tell you, people will work just as hard to avoid ridicule as they will to gain praise. This is also a great team-building exercise. Begin performance evaluations with the statement: â€Å"I hope you've enjoyed your time here. † Then sit silently, because in any negotiation the first one to speak loses. After a sufficient period of time, tell the employee you have reconsidered and are giving them one last chance. Their relief will increase productivity dramatically. Declare one day per month as â€Å"Come As a Clown† day. This has little to do with motivation, but is entertaining because many people, and probably ome of your employees, are terrified of clowns. And who wouldn't be? Clowns are creepy. Start each staff meeting with a list of companies in your industry that have recently downsized. Follow this by saying â€Å"If things don't start picking up around here†¦ † and then let your voice trail off menacingly. You should see a noticeable up-tick in your employees' self-motivation. Many companies have enthusiastic male and female employees who work as cohesive and productive teams. The benefits of having employees such as these or numerous and may consist of achieving accomplishment, company receiving a great reputati on and longevity.The companies also have great teamwork in which boosts the employee's enthusiasm as well as they have less absenteeism and also maximize productivity. These companies know that†¦Ã¢â‚¬ ¦. You can’t motivate others but can create the environment for motivation. So these firms simply provide following services to their employees 1. For career growth, development and learning 2. Exciting work as well as a challenge 3. Meaningful work by making a difference 4. Great people such as co-workers 5. Being a part of a team 6. Having a great boss 7. Recognition for work that is well done 8. Having fun on the job . Sense of control over their work 10. Flexibility in dress code and/or working hours Motivating Employees a Key Factor To Success†¦Ã¢â‚¬ ¦ If you have employees, chances are good that you want them to be happy, productive and motivated. Motivated employees work more efficiently and produce better results. Productive and happy employees lead to success. Unfortunately, there's no secret formula for motivating employees. In fact, motivation can be as individual as the employees who work for you. Some employees may be motivated by money, while others may be motivated by personal recognition.In order to better understand how to motivate employees you must first understand how motivation works. Psychology tells us that motivation can only come from within. Motives are what drive human attitudes and behavior. Motives are internal, and they work from the inside out. Motivation is that little push or nudge that people need to keep working toward a desired goal. It works in many ways and for nearly any situation; you simply need to find the right motivational tool to achieve the desired results. To motivate employees you need to find out what your employees want and find a way to give it to them or enable them to earn it.One of the keys to being a successful manager is the ability to motivate employees and help them achieve their goals. On e way to accomplish that is to provide added incentive. It's a proven fact that if people like their job, they will be more productive. Generally, employees are willing and able to work if they feel their job is important and they are appreciated. The following are motivational techniques used by successful entrepreneurs. Power of praise. A simple â€Å"Good job† or â€Å"Thanks a million† can do more to motivate people than just about any other method.The vast majority of employees yearn for recognition. Pausing to offer praise or words of encouragement can truly make someone's day and motivate them to greatness. Money talks. It's a well-known fact that money makes people happy. Traditional ways to reward performance include pay raises, bonuses and promotions. However, gift cards are quickly becoming the incentive of choice for many organizations. Pump up the perks. Staff members always appreciate perks. These can include extra vacation days, use of a company vehicle, or an exclusive club membership.Be creative in finding unique ways to celebrate success. In the spotlight. Everyone enjoys being in the spotlight. Considering featuring top performing employee's on the company Web site or talk about their achievements in the company newsletter. Present workers with an attractive certificate that can be posted in their work area. Host an awards ceremony. If you want to pump somebody up, acknowledge their hard work in front of their peers. Awards ceremonies can be a simple event that takes place in the office, or can be an annual event that everyone looks forward to, especially those to be recognized.Let them eat. Food has a way of bringing people together and can be a fun way to motivate employees. Host a company picnic or cater a company dinner. These types of gatherings make perfect opportunities to invite family members to join in celebration of employee recognition and the company's success. All of us enjoy recognition of our efforts to be succe ssful. Take time to help your staff feel honored as you guide them along the road to success and glean the benefits of company loyalty. What Factors to be Considered For Motivation of Employees†¦Ã¢â‚¬ ¦ Don't expect things to change overnight.If the environment is now negative – implement these ideas over time and you will see attitudes start to turn. It may take people a while to adjust to your new attitude and behaviors. It's ok. You are a mirror for their workplace experience, if you remain positive and implement positive behaviors sooner or later they will too. Motivation must start with you. Start off with hiring a diverse group of individuals. Give them generously your full attention. You must be willing to listen to them to create an open and receptive environment. Be pleasant and motivated yourself thus offering harmony.Be sure to use respect when dealing with others. As a leader you must create intention of being successful in reaching the companies goals. Help visualize the goals to your employees. You as well as your employees must actively work at the goals. People are the most comfortable when you are in touch with their environment. Be sure to provide opportunities for them to be who they are so that they feel and realize that they can grow within the company. Provide opportunities for them to be what they are. Allow them their space and safety. Give them inspiration. Employees must feel like they belong to the team.Employees really want to be valued for a job. It means even so much better done by those in which they look up to. Motivation begins in stages. Motivation begins first as a physiological form. This is when benefits are greatly analyzed and appreciated such as retirement plans, health benefits, job security, paid leave, vacation, vending and break areas, parking garages and even clean restrooms and to know â€Å"I could go on and on with this stage but I am sure that you get the idea. † The next stage is safety in wh ich is the protection from harm stage. This stage is assessing the companies’ security.This includes security guards, on site parking, evacuation plans, employee security badges, maintenance, policies, health benefits etc. Following is the social aspect which is acceptance and friendship. This stage is includes the surrounding of co workers. Day care options, being involved in team decision making and opportunities to learn new skills for advancement are all examples of this stage. Self esteem which is also known as the self respect. Offering the employees knowledgeable and experience training and growth opportunities are a part of this stage. Rewards are great for this as they are great self esteem booster for employees.Rewards such as bonuses or employee appreciation weeks can really make a difference within a company. Self actualization is the stage which is the goal stage which is doing the things in order to achieve your goals. The benefit of this stage is growth and adv ancement. This could begin as a trainee or a coach for the company or department. Training or career planning can also help reach these goals. Recognizing your employees is essential! As the leader you have a lot of responsibility to stay on top of to begin and maintain a motivated atmosphere for you and your employees.Lift your employee’s spirits thru kindness, compassion and caring. Create individual goal plan and continue to evaluate plans for continuous progress. Friendly competition leads the success. Emphasize success rather than failures. If failures must be addressed then use praise, constructive criticism and the praise again. Recognize and reward selected employees in an open and publicized way. Be sure to address this in honest and personal manner. Continuously say thanks and good job in anyway you find possible. Praise helps develop the behavior expected from employees.Your team must be there for one another in order to make great team players. Make a positive dif ference by being fully present. Praise and recognition, study after study show that employees perform their best at higher levels of praise and recognition. Recognize, reward and promote your selected employees based on their performance. The marginal performers will a choice to either improve or leave. Obtaining attainable goals is very important for any reward program. All rewards must be clear and well communicated. The most meaningful and memorable rewards are the best.Timing is crucial for recognizing your employees. Always celebrate success for employees as well as the company for reaching goals. Allow your employees to see their contributions to the end goal or product. Many leaders get nervous when change is happening within the company. It is important to be positive, honest and give information to the employees as soon as possible. Silence can backfire. Sharing information with employees is more important during a change even more than when everything is stable. Keeping co mmunication is a must. When information is given early and honestly the employees feel more valued.The productivity will remain high. Share your thoughts, ideas and even excitement with all staff not just the superiors. Allow employee involvement in decision making especially when it affects their work. Whether it is bad or good new, remain honest. Encourage initiative and creativity thru out the employees. After giving news about a change you must allow the employees to have some time to think and plan. Encourage questions and encourage those who take risks to do so. Learning different personality styles and using these by applying what you have learned is very powerful.I encourage you to learn more about them for maximum results in motivating others. Motivating employees is a Hard Task but some TIPs can solve the issue†¦ Motivating employees is just about as difficult as retaining them, so how do you go about motivating them without using financial incentives , rises, bonuses and so on. Here are a few tips, ways and ideas which might help you just get the best out of your employees. Give more breaks. Motivate your employees by giving them more time off throughout their working day. More short breaks should help motivate your employees, give them a quick boost and get them back on track.Organize and Hold competitions, awards and so on. Give your employees something to aim towards, for example employee of the month. Motivate those using competitions. Everyone loves a competition and everyone loves to win. Hold and organize team days, teamwork during days and training sessions. Get all your employees together on training days, events or similar and get them motivating and inspiring each other. Create a nice place to work in. Help motivate your staff by creating a clean, friends, and workable workplace. If staff dread coming into work then they wont do there best for you.If they enjoy coming into work or into the office then you will see there natural motiv ation come out. Don't push your employees too hard. You don't want them to shut down and not work, so don't pile on all the pressure if you want to see positive results. Give them something to work towards. By this I mean, set staff tasks, aims, goals and targets, get staff and employees to work together to help and motivate each other and themselves. Recognize and reward. Start recognizing and rewarding good employees, hardworking and motivated employees and soon others will not want to be left out and will follow suite.Reward with a longer lunch break or similar. Tell your employees they are valued. Just like you treat your customers as king you must also treat your employees as kings and queens as without them your business probably wouldn't exist. Employees need to know they are valued and appreciated; it boosts self esteem, self worth and morale which in the end result in you’re getting more hardworking and motivated employees. The main Tip Remember to treat employees as you would like to be treated yourself and you should see positive results. Motivate Your Employees with These Four Ideas†¦Ã¢â‚¬ ¦Business owners know how difficult it can be to motivate employees both male and female. No matter how great a potential employee may seem in a job interview, many end up â€Å"working for a paycheck† instead of truly caring about the company and the products or services it produces. However, if you're a business owner, you don't have to resign yourself to employees that simply punch a time clock and sleepwalk through the day. Instead, try motivating your staff with a few of these ideas: Offer performance rewards: Use your imagination to figure out which performance reward best suits your business and employees.You could also base performance rewards on the number of new customers that sign up for your newsletter or mailing list, or the total amount of sales or targets the employee rings up for the week. If, for example, you run a music store, offer a cash bonus for every 100 CDs an employee sells. So if the employee receives an additional $25 per 100 CDs sold, they'll earn an extra $50 if they sell 200 CDs and $75 if they sell 300 CDs. Offer profit-sharing: Profit-sharing allows employees to feel as if they have a vested interest in generating as much profit as possible.Not only does this encourage them to manufacture or sell more products, it also encourages them to recruit new customers and limit loss. Many different companies offer profit-sharing, so model yours after a tried-and-true method. Let your employees know that profit-sharing is part of the package when they start working for you, and they'll be motivated to succeed at the very beginning! Offer commission: If your business involves the target, plan or sale of a product or service, you may want to offer your employees a commission based salary.Although not everyone prefers this type of pay method, it does serve as an incentive for your people to generate inc reased end result. Alternatively, you could offer commission only on certain products or only for certain departments in your business. Choose the best method for your company and your employees. Offer a friendly competition: If you don't have the high budget or flexible finances required for the other employee motivators, you may still be able to motivate your employees inexpensively if you make it a competition. Have your employees compete to see who can sell the greatest number of widgets per week, for example.Or have them compete to see who can get the most customers to sign the mailing list. Your prize to the winner can be anything from a gift certificate to the local movie theater to a cash bonus. To truly motivate your employees, you need to cultivate employee loyalty by being an honest and fair employer. But a little extra incentive in the form of a prize or cash can help win and give your employees a reason to increase profits. For Employer Tips for Motivating Employeesâ₠¬ ¦Ã¢â‚¬ ¦ Being in a management position is not easy, and not always fun. The position comes with much responsibility and can prove very stressful.Holding a management position often means you are put in charge of large numbers of people, all with different attitudes, moods and dispositions; whose performance you are held accountable for. That is the bad news. The good news is even if things are not optimal; you can do something about it. Learn to motivate your employee's and you can turn things around for everyone. You may be thinking that the change needs to come from the individuals when really the change begins with you. Being in a management position by default makes you a leader. Others are looking to you for guidance and support.You must rise to the occasion. Your management style can greatly improve the general attitude in the workplace. Positive messages coming from you as a manager will go a long way towards improving your productivity and the work performance of your emp loyees. As a manager the small ways you interact with the workforce everyday greatly impacts how they carry out their duties as individuals. So may be you have not been so positive in the past, it's never too late to change. Start anew. Start with you. You will be amazed with the overall outcome. Smile – A lot. It is a simple thing but contagious.Even if you think people will not smile in return. Do it every day. Just give it a try and see what happens. Praise – Try to accentuate the positive no matter how small. If someone cleans up a spill or picks up something off of the floor, it may be their job to do so but, you can still use that as an opportunity to praise them. Say â€Å"Thank you for taking care of that, someone could have gotten hurt† just this simple action will create a positive feeling in the person and make them want to do better every day. People want validation that they are contributing in positive ways and that their efforts are not going un-n oticed.First Names – Make a concentrated effort to learn everyone's first name. Even if the name is hard to pronounce, ask and repeat until you get it right. You interact with these people frequently and knowing their names conveys that you are interested in them personally and, care about them as individuals. Be willing to pitch in – People will work harder for someone if they know that when the chips are down, you will jump in the trenches with them. If they are really struggling and you pitch in and help them get to the finish line – you earn their respect.If you stress out or panic instead of taking a hands on approach that permeates the crew and the task will suffer. Share the goal – If there is a daily, weekly or monthly goal, let your employees know what that goal is. If they have something to work towards they will work harder to get the job done. It creates a sense of purpose. You could even make a game or a competition out of it for meeting or e xceeding the goal which adds a fun feel to the challenge. You can build on that concept when the goal is met or exceeded by saying â€Å"We did such a great job this month, I can't wait to see what we do next month†Good managers know that the best way to get your employees to perform well is by motivating them. The following are a few tips on how you can motivate your employees to ensure a happier, and therefore more productive work place. Stay Positive, Enthusiastic and Excited Yourself. As a company owner, manager, or boss, your employees will be taking their cue from you. If they find you frustrated, angry, worried or depressed, they are going to follow suit be it consciously or unconsciously. It is important to get people excited about success, just as it is important that they know you have faith and believe in them and the company.Find out what motivates each employee. A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isn't true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion.While others still might simply be motivated by the promise of more time off to spend with their families. If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for. Ask for their ideas. Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply aren't allowed to because of current restrictions.Check in with your employees once in a while and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made. Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work.Give Recognition When and Where It Is Due In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home. It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a pa rticular goal, or even a letter of commendation in an employee's work file.Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future. Cash Bonus or Extra Time Off Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions, For example, whoever answers the most phone calls or brings in the most new clients will receive an extra few hundred dollars in their paycheck or a free week’s vacation.As long as it doesn't cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again. [pic] References to the compiled Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. The Research Institute of Labor and Social Affairs carried out an analysis on motivations for good work performance under a project entitled ‘Measuring the Quality of Working Life’ (CZ0502SR 01). 2. Sponsored Links Cultural Intelligence—CQ 3. Trainers and Coaches Needed! 2012 Programs – 2013 Global Summit 4. CulturalQ. om -Marti Barletta wrote the book on marketing to women. 5. www. TrendSight. com 6. CLY communication -Berlin creative & professional lifestyle incentives 7. www. cl-y. com 8. wamda. com 9. â€Å"Incentive Magazine†; Top 10 Ways to Motivate Women in Your Workforce; Roy Saunderson; May 2011 10. Bankrate. com; Motivating Employees in Tough Times; Karen Haywood Queen; March 2009 11. University of Phoenix School of Business; Are Employees Motivated by Money? ; May 2011 12. Cultural Intelligence- creative & professional lifestyle incentives ———————– 1

Food and Street Foods Essay

Introduction Bulacan was officially called â€Å"Bulacan Province†, is a first class province of the Republic of the Philippines located in the Central Luzon Region (Region 3) in the island of Luzon, North of Manila (the nation’s capital), and part of the Metro Luzon Urban Beltway Super Region. Bulacan pries itself for its rich historical heritage. Bulacan has fast become an ideal tourist destination, owing to its vital role in Philippine history, and its rich heritage in culture and the arts. The province is popularly known for its historical sites; nostalgic old houses and churches; idyllic ecological attractions; religious attractions; colorful and enchanting festivals; swimming and various themed attractions; and a wide selection of elegant native crafts and sumptuous delicacies. It is also home to numerous resorts, hotels, restaurants, and other recreational facilities. (Wikipedia). The briskness of Street foods in Bulacan can be measured by the long queue of consumers’ everyday in the food outlets in strategic places where street foods like: â€Å"lugaw† or Rice Porridge, goto, mami, fish balls, barbecued banana, salted peanuts and chicken pops. (Toledo, 1988) Street Foods is a â€Å"Survival Meals†, maybe because it satisfies the gustatory sense for a temporary period of time. (Soledad Leynes, 1986) In such case, eating away from home due to the changes in occupation and activities created a demand for cooked meals and snacks at a cheaper and affordable price that are served quickly. Dual career, parents and small families who really have no time to prepare their meals at home resort to street foods for convenience. These people seem not to care for the food source whether it comes from the legitimate food merchants or from the informal sector, otherwise called black market. (Soledad Leynes, 1986) Street foods, whether snacks or meals are affordable and always available, which are very popular among the low income households to a large extent and increasingly a daily fare among the middle income groups. Households with working mothers are afforded ready to eat meals without the burden of cooking at home. Street food caters to the needs of the urban poor population by making food readily available and at low cost. Thus, street food vending is a traditional activity which can be considered a coping mechanism of the urban poor. Street foods are ready-to-eat foods and beverages prepared and/or sold by vendors or hawkers especially in the streets and other similar places. (Food and Agriculture Organization of the United Nations) They represent a significant part of urban food consumption for millions of low-and-middle-income consumers, in urban areas on a daily basis. Street foods may be the least expensive and most accessible means of obtaining a nutritionally balanced meal outside the home for many low income people, provided that the consumer is informed and able to choose the proper combination of foods. (Food and Agriculture Organization of the United Nations) Statement of the Problem. This study was conducted to assess the Quality of Food Products of Street foods sold by the ambulant vendors along the busy streets and sidewalks of Bulacan. 1. What is the status of the ambulant vendors of Bulacan in terms of: 2. 1. Gender 2. 2. Age 2. 3. Civil Status 2. 4. Income 2. 5. Family size 2. 6. Educational attainment 2. What is the nutritional quality of food products sold by the ambulant vendors in Bulacan in terms of: 3. 7. Food Supply 3. 8. Food Preparation 3. 9. Food Handling 3. What orientation program could be proposed to the ambulant vendors to improve the nutritional quality and safety of the food?

Korea Nuclear Weapons And the six party talks

Just recently, North Korean President King Jong Il proudly proclaimed the success of his government’s underground testing of their first-ever nuclear weapon in the barren hinterlands of the his reclusive country. Western countries, led by the United States, quickly condemned the move as an imminent threat to the security of the Korean peninsula and the international political system in general, especially in the light of the withdrawal of North Korea from the six-party talks negotiating the shutdown of North Korea’s nuclear facilities.On the other hand, the nuclear testing was hailed overwhelmingly by anti-imperialist states around the globe, led by Venezuela and Cuba, and anti-imperialist movements comprising mostly of Marxist parties of every sort, such as the Communist Party of the Philippines and the Communist Party of India-Maoist. It was seen as a triumph of the Korean people against the intense political pressure by US imperialism to bring the North Korean govern ment to its knees on all fronts – militarily and economically.Nonetheless, while the North Korean government was euphoric over its success, it earned the ire of the general international community through the United Nations that sweeping economic sanctions were imposed such as strict inspection of cargo shipments entering North Korean territory, notwithstanding the long-standing implied trade embargo by scores of countries around the world. Actually, the Korean peninsula has been the perennial site of unending geopolitical tensions in the East Asian region since the Korean War in the fifties. This paper will examine the nature of the six-party talks and North Korean brinksmanship in the context of North Korea’s acquisition of nuclear weapons.The Six-Party TalksThe Six-Party Talks include the Democratic People’s Republic of Korea (DPRK, North Korea’s official name), South Korea, United States, Russia, Japan, and the People’s Republic of China, whose essential goal has been the peaceful and verifiable denuclearization of the Korean peninsula. The talks were launched primarily due to the refusal of the United States to foster bilateral talks with the DPRK due to the latter’s breach of a 1994 Framework Agreement. Moreover, it contained economic commitments by the member states to the DPRK, in terms aiding its energy requirements for as long as the DPRK abandons its nuclear program, particularly its pursuit of nuclear weapons. On the other hand, the United States and its allies formally assured the DPRK that it shall not result to acts of aggression against the reclusive country and seek alternative ways in resolving the diplomatic issues with the DPRK.According to Dr. Edberto Villegas (personal communication, 2007), a political economist of the University of the Philippines specializing of socialist politics, the Six-Party talks was formed not only to stabilize the threat of the DPRK against the United States and South Kor ea, but to secure the geopolitical interests of the member states as well. Japanese participation in the talks is very important as the DPRK has time and again threatened Japan, due to historic tensions since the Japanese invasion of the Korean peninsula a century ago and continues even up to the present, especially as Japan is now seen as a reliable ally of the United States in enforcing its foreign policies in the region. China is also interested in the talks as it is within its national interest that the Korean peninsula is stable to prevent the undocumented and illegal migration of North Koreans to Chinese territories. (globalsecurity.org, 2007)North Korean BrinksmanshipIn international politics, the DPRK and its leader, Kim Jong Il, has been adjudged the master of nuclear brinksmanship in securing economic and military concessions from world powers, including the United States. As the DPRK knows fully well its geopolitical handicap, it continually breaches international agreeme nts in supposed pursuit and assertion of its national interest and sovereignty, especially when it deliberately withdrew from the Nuclear Non-Proliferation Treaty and insisted on producing nuclear weapons for its defense against perceptions of a conspiracy by the United States forcibly overthrow the Kim Jong Il regime by force.According Villegas (personal communication, 2007), the DPRK fully believes that only by building up its military capability, particularly nuclear power, can the DPRK secure substantial concessions from world powers, consistent with the Maoist maxim of political power emerging from the barrel of a gun. These concessions, however, are not entirely of a military or diplomatic character, but usually in terms of economic aid, as the DPRK continues to battle years of infertile agricultural lands and famine that has led to the deaths and exodus of thousands of North Koreans.As can be seen from the recent nuclear testing in the hinterlands of North Korea, the world, w hile united in its condemnation of the act, has acceded, to a certain extent, to the demands of the North Korean government such as the release of its $25 million frozen assets in Macau and the delivery of more economic aid from developed nations. Nonetheless, it can be surmised that the actuations of the DPRK and the flaunting of its military might are not exactly aimed at threatening the world, especially South Korea, Japan and the United States, but only to secure adequate leverage for political and economic agreements which would not have been possible if the DPRK acted otherwise. More so, the DPRK are not that ignorant of the military history of the world to foolishly start military aggressions against perceived enemy states, knowing fully well the superior military power of the United States and its allies. (personal communication, 2007)However, in order to fully understand the North Korean nuclear question, the DPRK strategy of Songun politics must be examined. According to H an of the Unification Institute in New York, the DPRK views the relationship of the DPRK and the United States not as co-equal states in international law but as opposing and antagonistic entities representing the conflict between imperialism and socialism, in which peaceful coexistence is never possible.King Jong Il believes that all of these are part of the efforts of the DPRK to foist an ideological confrontation against the United States and secure the socialist gains in the Korean peninsula (Han, 2003) More so, the Songun politics of the DPRK involves the building of a strong revolutionary army to save the North Korean socialist system from collapse, over and above the necessity of putting adequate food on the tables of the Korean people. Such an utterly militarist mindset is a big departure from the classical Marxist theory of empowering the working class and the withering away of the state, leading foreign policy experts to believe that King Jong Il’s brinksmanship is merely to ensure the survival of his family’s hold on the entire North Korean political system. (globalsecurity.org) Nonetheless, the military outcome of policies like these has been very effective in forcing the international community to stand at attention and listen to the demands, even blackmail, of the DPRK.Conclusion: The World and the Way ForwardThe Korean nuclear question has given the United States and the international community a terrible political headache which all must continually confront until the threat of the DPRK has been conclusively neutralized.   While it is true that independent nations such as the DPRK must assert its national sovereignty at all times against external threats, particularly imperialist countries, the manner by which the reclusive regime of King Jong Il has been conducting the defense of its homeland and revolution borders on a subjective revolutionary hysteria which the rulers of the DPRK are exploiting to the prejudice of the welfare of its people.There are many other ways to confront modern imperialism which are no less revolutionary, such as the strides achieved by the Venezuelan and Cuban governments in their experiment with socialism without adversely affecting the lives of their people. As such, it is clearly the responsibility of the international community to diplomatically convince the DPRK to gradually embrace the denuclearization of the Korean peninsula and cease using military blackmail as a ruse to secure concessions from world powers. An outright denuclearization policy as suggested by the United States and Japan might be totally unrealistic at present, and might even provoke the DPRK further. The path to a lasting peace in the Korean peninsula is an arduous one which can only be confronted if the world itself is prepared to build confidence with the DPRK that aggression against the communist country is none of the options considered to resolve the long-standing diplomatic dispute on nuclear weapon s.Works Cited:Han, Ho-sok. Songun Politics of North Korea & the Situation on the Korean   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Peninsula. Songun Politics Study Group. Sept. 8, 2003. Retrieved from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.geocities.com/songunpoliticsstudygroup/Songuninterview.htm  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   l on April 17, 2007. Six-Party Talks. GlobalSecurity.Org. Retrieved from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.globalsecurity.org/wmd/world/dprk/6-party.htm on April 16, 2007. Villegas, Edberto. Email Interview. April 14, 2007.

Opinion of natural disasters Essay Example | Topics and Well Written Essays - 250 words

Opinion of natural disasters - Essay Example For instance, in Pakistan the flooding disaster was accelerated by human factors including insufficient flood control infrastructure on heavily modified river and the increasing population along its surroundings. A recent research has proven that human activities such as mining, industrialization have led to the global warming. Global warming has resulted breaking of iceberg hence rising of the ocean water levels. Due to the scarcity of resources in areas negatively affected by climate, the social gap widens, causing political unrest that heightens the tension among the rich and the poor. A political conflict may come later, which may be difficult to reverse as vulnerable societies tries to grab vicinities not affected by calamities (Dahlman, Renwick and William 122). Human vulnerability has recently resulted to dangerous calamities. As the population grows, human activities increase likewise resulting to a conflict between natural dangerous earth processes (Dahlman, Renwick and William 192). Catastrophes like wildfire, earthquakes and floods are all dangerous events that can affect vulnerable populations. Haiti’s high population and a history of deforestation greatly contributed to the mudslides that claimed thousands of lives. However, humans can minimize the social, environmental and economic impact on natural disasters by preparing and alerting citizens before major catastrophes, to respond quickly and efficiently to lessen the damage and disruption during and after the calamity and speed up the recovery process (Dahlman, Renwick and William

Current Issues in Corporate Reporting Essay Example | Topics and Well Written Essays - 2000 words

Current Issues in Corporate Reporting - Essay Example The core mandate of integrated reporting therefore is to gather information about an organizations strategy, its governance, future prospects and performance in a manner that reflects the structure it operates in terms of the commercial, environmental and social context. It is meant to be an organizations most important reporting tool (ACCA (GREAT BRITAIN), 2010). Its aim is to create a formula for accounting for sustainability, bringing together governance, social, environmental and finance in a cohesive way. In order to achieve its mandate and to be welcomed internationally as the standard reporting method, the international integrated reporting committee had a representation from different parts of the corporate world (Eccles & Krzus, 2010).These includes the civil society, the investment sectors, accounting, the academic front, standard setting sectors, the regulatory sector as well as the security sector. It also has task forces that deal with content development, governance, engagement and communication as well as a working group and a steering committee. This report therefore broadly discusses the need for integrated reporting and the challenges that were met when constituting such reporting methods during the 2011 international integrated reporting committee meeting. Corporates need to achieve financial development, sustainability and improved performance while reporting on their corporate performance. Against the background of this, previous reporting did not manage to yield such objectives (Bennett, Burritt& Schaltegger, 2006). In fact, it exposed some businesses to their bare minimum since companies were revealing most of their financial details while yet they did not achieve improved performance that they expected. This therefore necessitated the need for a new framework for corporate reporting that

Visual Heirarcy and Mind Motion in Printed Advertising Research Paper

Visual Heirarcy and Mind Motion in Printed Advertising - Research Paper Example Gestalt psychological theory is the basis upon which the concept of hierarchy is construed. This 20th century German theory recommends that the human intellect has an instinctive organizing propensity that â€Å"structure individual elements, shapes or forms into a coherent, organized whole† (Ian, 2008, p.256). The word Gestalt in English means â€Å"form,† â€Å"shape,† or â€Å"pattern† (Rune, 2010). Ideally, when a visual component set its self apart from the ‘whole’ shaped by a person’s intellect perceptual organization, it becomes very conspicuous in the eye of the observer. Usually, the shapes that are the most conspicuous are those that highly set themselves apart from their surroundings and identified by the viewer through mind motion. As a matter of fact, the human brain uses distinctive physical characteristics to differentiate objects from others. These characteristics can be categorized into four aspects including character, alignment, size and color. The aspect of color, which perceives texture, includes saturation, hue, and value. Size explains the surface area of a structure while alignment is the aspect that describes the array of structures with regards to their orientation, direction, or pattern (Feldsted, 1950). Character is the curvilinearity and rectilinearity of structures. In view of this, a distinction between structures can be drawn from the differences in these characteristics. ... ar is organized with respect to the significance of each concept, the visual hierarchy in print advertisement is organized in a similar manner (Groeger, 2002). Visual hierarchy is one of the most significant concepts behind effective print advertisements. This paper will study why developing a visual hierarchy and mind motion is important when designing a poster, the theory behind it, and how the very principles can be used to put these concepts into practice. Design is equal to communication The basic idea behind a print design is visual communication. As such, an effective advert designer should able to evidently communicate their thoughts to the audience failures to which they can lose their attention. Interestingly, most people are visual thinkers rather than data processors, and that is why they do not pay attention to huge blocks of information. This happens because people categorize what they see based on â€Å"visual relationships†, instead of taking visual information and processing it uniformly. In the above illustration, chances are that a certain person may fail to notice the two circles but rather notice one red circle and one black circle. The reason why this happens is because, when a person is presented with simple things like two circles, they tend to find a way of differentiating them rather than just observing the two circles. Therefore, people use such differences to make a distinction between objects at attach unique meanings to them. In the above figure, since the level of complexity has been increased, the viewer’s desire to categorize the images in respect to the relationship has become even higher. The basis upon which the shapes are viewed through includes the similarities and the differences. The differences in scale imply that one image is

E Ink Case Study Example | Topics and Well Written Essays - 750 words

E Ink - Case Study Example The company was receiving lots of feedback from potential investors and customers who had different views of the best use for electronic ink. The company had to decide the best opportunities for the company based on the company’s vision. The company wanted to create radio paper, but the technology was not ready for that application. The firm had multiple opportunities to generate money using the technology for other applications. Another dilemma the company had was the fact that it needed more money to continue its venture. The firm needed an additional $20 million for its second round of financing. There was plenty of interest from venture capitalist interested in investing in the company. The firm had to decide how to obtain the money and which investors to choose. The strategy the firm ends up choosing would affect the capital structure of the enterprise. Selling off too much equity could relinquish control of the company. On the other hand using debt instruments could plac e the company at risk since the firm was not generating any revenues yet. 2. The three stage approach that E Ink has plan is a very sound business strategy. The company has to take advantage of the firm’s capabilities to generate revenues. The firm cannot afford to wait 4 to 5 years for the radio paper to be ready. The first stage of the plan is to use the electronic ink to make large area displays. The marketplace for this product is huge due to the fact that there are thousands of businesses that can benefit from the application of electronic ink for its advertising displays. The company could afford to launch this product after it receives its second round of financing. The firm needs between $10 million to $20 million dollars to launch the product. The company already has a contract with JC Penney to develop its first large area displays. The product offers many advantages to customers such as lower costs and the ability to change advertising messages without having to in cur in the cost of manually changing the sign. The second stage of E Ink’s plan is to utilize the technology for flat panel displays. By 2004 the flat panel market was supposed to reach $25.9 billion. The relevant market in which E Ink could apply its invention was between $4.9 billion to $6.9 billion. The use of electronic ink enables companies that use flat panel displays to add value to its products which would allow the firms to sell their products at a premium price. The application of electronic ink would provide greater visual appeal and lower power consumption. The company needs between $30 million to $50 million to finance this phase. The third phase of the project is radio paper. Radio paper would enable the company to create newspapers and books using the electronic ink technology. The use of the technology would revolutionize the publishing industry. The use of the technology could be extremely advantageous for publishers because it could create a paper free distr ibution model. The company could be ready to create electronic books in two to three years and newspapers in four to five years. The amount of money needed to finance phase three is between $50 million to $100 million. 3. The company needs to raise money in order to finance its phase I of the project. The firm is currently spending over $500,000 a month and it soon will increase its expenses to nearly $1 million a month. The company estimates that it needs $10 to $20 million to accomplish phase I. My

Global Warming on Forests Essay Example | Topics and Well Written Essays - 1250 words

Global Warming on Forests - Essay Example This paper talks that the collective rainforests of the world act as a climatic sponge storing much of the world’s rainwater, of which the Amazon rainforest accounts for more than half. Trees in the rainforest recycle water drawn from the forest ground. This, combined with the moisture that evaporates from the leaves is released into the atmosphere from whence it came. This paper approves that deforestation is the leading reason that soils in the forested areas lose their sustainability. Farming techniques and overgrazing increase soil degradation and erosion. The solution begins with severing the root cause. The voracious consumerism of industrialized nations is depleting the forests but if the people of these nations could come to understand the implications of deforestation and learn the specific companies within their country contributing to it. For example, Kentucky Fried Chicken and McDonalds have recently been reported on the national news as major purchasers of soybeans grown in former rainforest lands. This paper gives a solution automobile emissions may lie in alternative fuels. Promising future alternatives to crude oil, vegetable oil can be substituted for diesel fuel while ethanol is an effective petrol additive. Given the fact that fossil fuels are finite and its emissions are threatening every living thing on earth, why have most nations been slow in efforts to reduce the use of oil in favor of more viable energy sources? The economic consequence of doing nothing is far greater than solving the problem through legislation.

High Performance Essay Example | Topics and Well Written Essays - 250 words

High Performance - Essay Example is, the company should institute efficient ethical standards, which will boost its general performance and especially those of the executives, since approximately 90% of the corporation’s future leadership/management will emanate from workforce already evident in the firm. Despite having shown significant progress for the past ten years, the company lacks the necessary requirements which are key aspects prior venturing into the international market. These requirements are mainly resources that entail both human and physical assets, for instance, adequate funding (AMA, 2007). The company ought to establish an effective mechanism directed towards identifying high performing employees and rewarding system. Since an executive normally assumes the center role in enabling an organization to reach and establish itself in the competitive global market, a slight fault might yield to its collapse if its management is incompetent (Kimberly, 2008). Besides, the firm should concentrate on internal operations while correcting the evident inadequacies like evaluation of their workforce performance, motivation, augmenting budget and managerial training. This is because during expansion to the global levels, it will utilize almost 90% of its management besides incorpo rating extra experienced international executive. Hence, reducing numerous wrangles and divisions that are currently evident amid the workforce where some are contented with the firm’s current position (AMA, 2007). In addition, the firm must institute extra consistent strategies aiming to reach the international standards and dominate the arena, which is contrary to the current state (Scott, 2003). This will enable each to undertake all the aspects seriously because the firm’s philosophies are in line to their strategies, hence, no confusion. Besides incepting adequate policies meant to augment its budget in preparation for international venturing, the firm needs to start developing its personnel. This will be

Scientic psychology cannot live with folk psychology and cannot live Essay

Scientic psychology cannot live with folk psychology and cannot live without it - Essay Example Folk psychology explains people actions in terms of their goals however scientific psychology explains actions of individuals based on what leads them to undertake these actions. Despite the distinction scientific psychology still has some normative aspects and for this reason cannot live without folk psychology. Folk psychology has been challenged by scientific psychology and this is based on how folk psychology results are achieved, in most cases folk psychology results will conflict with results of scientific psychology. For this reason therefore it is very difficult to choose which results best explain human behavior, due to conflicting results of the two disciplines scientific psychology tend to criticize the results of folk psychology and for this reason scientific psychology cannot live with folk psychology. Folk psychology assumes that people already know why they tend to believe in their actions and why they take these actions, according to scientific psychology people are not aware of why they take certain actions, this is a conflict of assumption and therefore it is evident that scientific psychology cannot live with folk psychology. According to Stephen Stitch it is possible to undertake scientific psychology without folk psychology where he gave an example using beliefs. ... gave an example of a day that had rained and the two characters X and Y are asked to narrate on what had happened, X said that the day had rained very heavily and Y said that it did not rain very heavily. He posed the question who of the two individuals was telling the truth, however Stephen Stitch said that these two persons may telling the truth but it depends on their understanding and observations on the way they have learned from the groups, that is family or friends on how they belief in a particular aspect. According to J.B Watson it is possible to identify someone's behavior at his or her current age as long as he or she is not in the childhood age but it depends on how the person behaves and socializes. For this reason therefore Watson verifies that it is only necessary to study the persons behavior without taking into consideration believes of the individuals, in his statement he states that it is possible for scientific psychology to live without folk. Folk Psychology assumes that an individual can directly explain the different feelings they experience, this is to say that individuals are well aware of what they feel and why they feel it, on the other hand scientific psychology agues that individuals feeling are based on the inferences about changes in what they are undergoing. For this reason therefore there is a conflict of assumptions that people are ware of their feelings and for this reason both disciplines will yield different results, for this reason therefore scientific psychology cannot live with folk psychology. Why scientific psychology cannot live without folk psychology: Despite the many reasons why scientific psychology cannot live with folk psychology it is evident that scientific psychology cannot live without folk psychology, folk

Schematic Interface of Mobile Phone with Micro-Controller Essay Example for Free

Schematic Interface of Mobile Phone with Micro-Controller Essay Labels: circuit GSM/ EDGE Modem in PCI Interface Interface of mobile phone with micro-controller microcontroller schematic Supporting AT commands How To Interface a mobile Phone with micro-controller 8051 family like at89s51, at89s52, at89c2051 etc.The project is aimed at developing and testing the use of mobile phones to remotely control an appliance control system. The microcontroller would then control an device based on the information given to it. The proposed solution will need to be easy to use, simple, secure, robust and be useful on most mobile phones. To achieve this testing will need to be carried out to create a useful system. The report consists of a background into the area of 8051 microcontroller and mobile communication, how they are interfaced to each other and AT (Attention) commands set used in communication. The simplist method to interface a mobile with microcontroller is use mobile phone which support AT Commands. By using this we can directly connect that phone via datacable to microcontroller kit at a baud rate of 9600 and you can send AT commands to that mobile to read and send sms or other data of interest. The first thing in this regard is to find a mobile phone with AT Commands. Recommendation is use sony erricsons 290i . You can use any other mobile suitable for this purpose. The same program with slight modifications for AVR microcontroller. Which avr microcontroller you want to use and what is the sensor you want to interface. After connecting a mobile phone or GSM/GPRS modem to a computer, you can control the mobile phone or GSM/GPRS modem by sending instructions to it. The instructions used for controlling the mobile phone or GSM/GPRS modem are called AT commands. (AT commands are also used to control dial-up modems for wired telephone system.) Dial-up modems, mobile phones and GSM/GPRS modems support a common set of standard AT commands. In addition to this common set of standard AT commands, mobile phones and GSM/GPRS modems support an extended set of AT commands. One use of the extended AT commands is to control the sending and receiving of SMS messages. This device acts as interface between your microcontroller project and a GSM phone. It handles all modem data communication between the GSM phone and your micro-project. The best thing is that it decodes PDU into TEXT on the fly! It’s based on PIC16F877A microcontroller running on 16MHz at 5V. It has an onboard level converter for serial communication with the gsm phone because PIC’s UART RX input pin has a Schmitt trigger triggering at 4,5 5V while the phone is sending only approx. 3V from it’s TX pin. Control takes place by means of SMS (Short text Messages Service). When the mobile receives a predefined text message, like alarm ON or Start pump, the circuit automatically recognizes it as a command, and switches the output accordingly. At the componets level this project of mobile interfacing with microcontroller can be divided into these parts:- 1. Two mobile phones, one for general use and will be handled remotely, the second is specific mobile which will be interfaced with microcontroller 8051. 2. Microcontroller with necessary components inculding power supply, crystal, RS-232 components etc. 3. Interfacinf board, This is interfacinf board which will inculde the optocouplers, relays and other components required for interfacing of different input and output devices to microcontroller. 4. The hardware devices which are to be controlled through this projects will be connected to microcontroller usig above mentioned interfaing board. The procdure for the mobile controlling of different hardware is very easy. process begins on writing a SMS on mobile # 1, which will be transmitted to mobile # 2 through mobile networks. The second mobile will get that SMS and will transmit it to microcontroller via serial communication RS-232. The micocontroller 8051 will check, if it is according to predefine commnad then, according action will be performed.

Retail Strategic Planning Essay Example for Free

Retail Strategic Planning Essay Organized retailing in home and building sector was expected to face stiff challenge from the existing small, independent, and powerful local retailers. Many international retailers like Home Depot, IKEA and Lowe were also eyeing the Indian market which was untapped by organized retailers. They provided all the product categories and services that were required to build a new home or for home improvement or renovation under one roof. Muebles belonging to Casa Moblaje group was a pioneer in this segment. Homepro was the first building mall, which offered a wide range of building materials, home improvements products, and furnishings. They provided information about land availability and selection, and housed offices of architects, designers and financiers. The Home Store and Zeba were in home furnishing segment; Gautier dealt in furniture; and Johnson Tiles was in the sanitary ware sector. Identify Strategic Alternatives Ansoff’s Matrix Muebles had captured a large market of the home building and construction business in Ahmedabad as well as the home improvement business of the surrounding cities and towns. The ideal strategy for Muebles would be to develop the market. The areas surrounding Ahmedabad like Baroda, Surat etc is highly industrialized and lot of construction takes place in these areas. Muebles can target these cities and can increase the size of the market to get larger sales. Retail Mix Variables Product The store stocked products under five major categories Kitchen accessories: Appliances, Crockery, Glassware, Ovens etc Furniture and furnishing: Sofa set, bed, linen etc Bathroom: Tiles, Sanitary ware, Fittings, Taps, and accessories Hardware visible: Door, Window, Safety equipment, Gardening Tools, Washing Machines Electrical equipments: Lights, Luminaries, Chandeliers, Switches, Fans, Generators etc They mainly stored branded products. The store policy was to use the number one brand or the aggressive second. If this was not possible the company entered in to contracts to with smaller players who provided with in store brands. The store stocked approximately 12000 SKUs and had 120 suppliers. As the store move upward in the retail wheel, it took the invisible and les involved products out of the shelf. The visible and high involvement products replaced the invisible. They also increased the share of storing impulse goods in the relevant home decoration and furnishing category. Price The pricing policy of the store varied across the product categories. Pricing was competitive and benchmarked against the traditional hardware and home building material stores in product categories which were usually available in traditional hardware stores . In the destination product categories, the store charged premium price. Store Layout The store was laid out in a grid format. It was functional in nature and was based on a do-it-yourself model. Thirty percent of the shop space was given to 12 partners (vendors) who complete freedom of operation. The store atmosphere was attractive. The format of the store aided the customer to find the right the product. Some products like kitchen fittings were merchandised in simulated conditions to give the customer a feel of the complete range of the store’s offering. Promotion In order to increase the levels of awareness, they were communicating by using a mix of me. dia for brand and tactical advertising. They used the Gujarati and English media to reach out to their target segments. They developed two communication packages, one for the lay consumers with low comprehension of Muebles’s value proposition, and another for the professionals (home builders) who had a relatively higher awareness of the concept. In order to increase the sales of the invisible products, Muebles decided to educate the home builder. The home builder package consisted of developing a critical mass of professionals by rewarding their purchase and then working towards giving them accreditation through a professional course so that they would buy all the materials from Muebles. The apartment package consisted of using direct mails and tie-ups with companies like Electrolux, Pergo, and ICI to give special deals to five different apartment owners. Muebles targeted the HR departments in various companies and offered special deals. The problem in this deal was the acquisition of database of apartment owners. Customer Service Muebles policy was to satisfy the customer. Managers were supposed to visit the shop floor 3 hours a day to understand shopper’s behavior and needs better. Each category had 4 personnel. The total floor level employees were around 20. The floor employees tracked the customer right from the entry to the store and observed them carefully from a distance. The motive was to help the customer in the selection without interfering. The staff was instructed to respect the privacy of the customers. Muebles provided a unique shopping experience to the customer. Consumers were provided a wide range and assured quality, competitive prices, and world class service. They provided value added services to the consumers like * Comprehensive design assistance by a panel of professionals and design consultants * Apartment Packages * Installation service and support * Info mediation through website * Home loan consultancy and loans * Certification programmes for electricians, masons, plumbers and carpenters * Educational programme on do-it-yourself techniques and procedures * Customer loyalty programmes

Who Were The Loyalists History Essay

Who Were The Loyalists History Essay The American Revolution was the leading cause of the Loyalists emigration from the United States to Canada. When the British Empire expanded their territory in Quebec, the American/British subjects in the colonies were heavily disappointed as they were looking to annex this interior themselves. Thus, in the year 1775, the Americans decided to revolt against the British Empire, and the American Revolution began with the battle of Lexington.  [1]  In the following year, in 1776, the 13 rebellious colonies announced their independence against the British. Nevertheless, it did not indicate that every colony had agreed to participate in this uprising. The British Empire was considered to be one of the most powerful nations in the world at the time due to their superior army and navy. As a result, many of the colonies (the Loyalists) refused to take part in arms against their opponent, choosing to remain loyal to them. Because they could no longer stay in their homeland, they decided t o leave the United States and migrate to Canada.  [2]  This paper will analyze who the Loyalists were, and discuss what their roles were in impacting Nova Scotia and the rest of Canada in the eighteenth and nineteenth century. There were various classes among the Loyalists; they included struggling backwoods farmers, merchants, and artisans.  [3]  There were many degrees of Loyalism in this conflict. Some desired to express their Loyalism to the British by taking certain actions such as fighting for the defeat of the revolution. They supported the British Empire by taking arms against the Americans. Whereas, there were those who chose not to fight and simply attempted to fit in to the new environment in the maritime of Canada. They represented approximately a quarter of the population during this period in the late eighteenth century (which was about 2 million).  [4]  Eventually, once they realized that the Americans started to take advantage against the British, many of these Loyalists began to believe that the revolution would be successful and they realized that they could no longer reside in America. Many of them, with the generals, decided to leave this land forever.  [5]  Some, however, d id not leave until 1783 when the peace treaty was made. Most non-assimilated Loyalists have made peace with the situation because of their families, farms, and other factors to take care of. In fact, there were about 50 000 people leaving as Loyalists some chose to return to Britain, Bermuda, and to the West Indies. About 30 000 of them chose to go to Nova Scotia, and about 7 000 have gone to Quebec.  [6]  The American Revolution has lasted for a long period of time; and by the end of it, in1780, there were Loyalists entering Quebec to what were essentially refugee camps.  [7]   Immediately following the American Revolution, Nova Scotia faced the initial brunt of Loyalist immigration. Initially, Nova Scotia was considered to be insignificant in the eyes of Britain, as the colony only had about 20,000 settlers. However, this has changed in1783, as its population have suddenly doubled with Loyalist immigration. These Loyalists were mostly consisted of highly aristocratic or upper class people. They have settled in the region in order to be closer to their contemporaries and families in Britain. About 14,000 of them have decided to settle along the Bay of Fundy into the St. John River region in 1783 alone.  [8]  Due to the sheer number of settlers in the region, it has led the British government to create the colony of New Brunswick in 1784. Furthermore, Nova Scotia and Cape Breton Island were splintered into two separate colonies in the same year. They were separated until 1820, when Cape Breton Island has rejoined Nova Scotia again.  [9]   While the majority of the Loyalists were Caucasians, most of these English-speaking settlers decided to settle in Nova Scotia and by doing this, they have developed the Upper Canadian region. Furthermore, they were not the only immigrants who were residing in Nova Scotia, as there were also Black settlers who previously  immigrated to the Maritimes as well.  [10]  Finally, the last group residing in the land were the Aboriginals who were  given land in Upper Canada for staying loyal to the British Empire during the American Revolution.  [11]   The British authorities in Prince Edward Island and Nova Scotia were having problems with the sudden entry of Loyalists to the Maritimes. In the 1760s, the British officials had offered lands in both colonies to soldiers, couriers, and politicians and they have become the new landlords. In return, these new landlords were to promise to settle the lands with farmers in a way that was used in the Seigneurial system in New France. In 1783, the Britain government promised to give: one hundred acres of free land to every Loyalist household head; an additional 50 acres of free land for each extra family member; even more land for those who held a military rank. Furthermore, they also provided food rations for many years to the settlers in Nova Scotia. Additionally, tools and building materials were given to them for free to help clear out and settle their land.  [12]   However, the problem was that most Loyalists were inefficient at incorporating this system into good use and a great deal of these lands were unused even by the 1770s.  [13]  Furthermore, once a land title had been granted, the British government could not easily control how these now occupied lands were to be used for. This issue was especially more problematic in the Prince Edward Island region, as many of the landlords there were able to trick several hundred Loyalists into settle in their domain. These settlers were mostly either Scottish or Irish, and the landlords who were also from Ireland were able to attract the new immigrants easily.  [14]  They have convinced them by telling them that they will be allowed to stay as long as they want, as long as they have promised to clear the land and then build roads and buildings. However, the fact of the matter is that these landlords never intended to keep their promise. They simply wished these settlers would do all the hard work for them for no charge.  [15]  The solution was created only in 1873, the year when P.E.I had decided to join the Confederation. At that point, the new province followed the recommendation of the Land Commission of 1860 and enacted the Tenants Compensation Act of 1872.  [16]  This act had allowed compensation to be made available to those who could prove their Loyalist ancestors had been tricked by absentee landlords.  [17]  Absentee landlords in Nova Scotia and Cape Breton Island, on the other hand, simply did not bother to populate their land with new settlers at all. Thus, a land shortage crisis rose in the early 1780s, considering the massive influx of Loyalists coming into the region.  [18]  Unlike the situation in Prince Edward Island, however, the British government was able to immediately take some of this land back: about 2.5 million acres out of about 5.5 million acres in total.  [19]   The Irish were not the only ones who were tricked by the British government. During the 1870s, there were a significant number of Black Loyalist immigration movements. In fact, about 3,000 of them have moved into the British North American region this year, and most of them chose Nova Scotia to settle.  [20]  Some of the Black slaves in America have fought against the Patriots during the revolution, and to reward them, and convince more to fight for them, the British Crown had promised to give them freedom, equality and land to settle in the colonies.  [21]  Nevertheless, when these immigrants arrived from the newly created United States, the lands that were given to them as reward were either small or poor in quality in comparison to the lands that were given to the white Loyalists. Therefore, this caused many of the Black settlers to leave Nova Scotia, and find a new place to settle in.  [22]   Thomas Peters was a black Loyalist settler who was given permission to head to Britain in order to plead on the behalf of black immigrants in Nova Scotia. While the British were having problems with the complaints made by the citizens of Canada due to their inability to keep their promise, Peters met up with the Sierra Leone Company which was a land firm that was willing to provide Blacks with free land in Africa.  [23]  Ultimately, because of Peters action, many black settlers were able to leave Nova Scotia in the 1790s for search of a new opportunity and start a new life overseas in the new colony of Freetown at Sierra Leone. Some however, decided to stay behind and continue their lives in Nova Scotia since they felt their life there was content.  [24]  In fact, between 1790s and 1830s, the British government began to slowly start outlawing slavery in its colonies. Eventually, by 1833, slavery was finally abolished in all of British colonies. Nevertheless, this did not indi cate that prejudice and racism have disappeared in British North America for a lasting time.  [25]  Instead, it demonstrated that the Maritime region generally became a more tolerant and free place for black settlers to reside and live compared to the United States. In fact, the Americans have not outlawed slavery until 1865, which became the reason why some of the Black settlers decided to stay in Canada. Thanks to this new freedom, in Upper Canada during early to mid 1800s, it has attracted more and more fugitive slaves to enter during the period of the Underground Railroad.  [26]   The new arrival of Loyalists signified the beginning of English Canada. These new settlers, who had homes and farms back in their old homeland, had to start their lives anew in the new environment, as most of them deserted all of their possessions back in their old homes.  [27]  Furthermore, there was another problem, as the new region was untouched by civilization. Meaning, even though there was a vast amount of land, it mostly consisted of dense forests full of large trees and were considered to be useless. Therefore, they could not start farming, until they logged the regions trees and bushes. In fact, it was even difficult for these settlers to build even a cabin.  [28]  To make matters worse, most of them were no longer young. Thankfully, in the Upper Canadian region, the accidents of war and the revolution has brought a large amount of people who were experienced at settling; they were loyal to the Crown and most importantly, they understood how to start farming in an e nvironment they were not used to.  [29]  In addition, they were supported by the government, which has alleviated the difficulties of establishing the settlers.  [30]  Another significance that was made by the movement of Loyalists to Canada in the eighteenth century is that it has created dualism (French and English) within the nation. Before the movement, in the Quebec area, most of the settlers consisted of French speakers. However, this changed after 1783, when a significant number of English merchants migrated to the area; meaning, dualism has emerged in Quebec, which consisted of a large French majority and an English minority.  [31]  The impact on French Canada is very important as more and more English Loyalists came into what is now Ontario. In effect, it has also forced the government to reconsider the Quebec Act. Into the 1780s or 90s, there were even more immigrants coming into Ontario from the United States who were known as the Late Loyalists. They did not come for ideological reasons; but rather they decided to migrate for the search for better lands, as they were skilled pioneer farmers.  [32]   These Loyalists have affected Nova Scotia and Quebec to help Canada to develop into a nation that exists today. First, population growth was possible thanks to Loyalists, as many European settlers of all different kinds of social classes and races, including, farmers, merchants, both Black and White settlers, and even aristocrats (mostly Late Loyalists) have decided to move to Canada. Second, despite the fact that these Loyalists were used by the landlords who were misusing their authority that was given by the British government for their own benefit, their actions helped develop Canada as these new settlers have cleared out the useless lands and started farming in the region. Lastly, Loyalists have made bilingualism possible in Canada. In the beginning, the majority of settlers were French speakers and no English settlers were to be found. However, after the movement two different groups were formed in the nation.