Great Expectation Essay

Great Expectations is a novel by Charles Dickens. It was first published in serial form in the publication All the Year Round[1] from 1 December 1860 to August 1861. It has been adapted for stage and screen over 250 times. [2] Great Expectations is written in the style of bildungsroman, which follows the story of a man or woman in their quest for maturity, usually starting from childhood and ending in the main character’s eventual adulthood. Great Expectations is the story of the orphan Pip, writing about his life and attempting to become a gentleman along the way. The novel can also be considered semi-autobiographical of Dickens, like much of his work, drawing on his experiences of life and people. The main plot of Great Expectations takes place between Christmas Eve 1812, when the protagonist is about seven years old (and which happens to be the year of Dickens’ birth), and the winter of 1840. [3] On Christmas Eve of 1812, Pip,a boy aged 7, encounters an escaped convict in the village churchyard while visiting his mother and father’s graves. The convict scares Pip into stealing food for him and a file to grind away his leg shackles. He threatens Pip not to tell anyone and do as he says or his friend will cut out Pip’s heart. Pip returns home, where he lives with Mrs. Joe, his older sister, and her husband Joe Gargery. His sister is very cruel and beats him and Joe regularly, while Joe is much more kind to Pip. Early the next morning, Pip steals food and drink from the Gargery pantry (including a pie for their Christmas feast) and sneaks out to the graveyard. It is the first time in Pip’s life he’s felt truly guilty. This is an important event in the book because the convict will never forget the kindness (albeit forced) that Pip showed to him. The convict, however, waits many years to fully show his gratitude. During Christmas dinner with the minister, Mr. Wopsle, Mr. and Mrs. Hubble, and Uncle Pumblechook, Pip and Mrs. Joe’s moderately wealthy uncle, no one notices the missing food or brandy until Uncle Pumblechook drinks some brandy and spits it out. Pip realizes that he filled the brandy jug not with water, but with tar water. Pip sits at the table being told how lucky he is by all the relatives and holds on to the dining table leg for dear life, scared that someone will notice the missing pie. When Mrs. Joe gets up and goes to the kitchen for the pie, Pip bolts to the door. However, his way is blocked by police officers. They ask Joe to repair their handcuffs and invite Joe, Pip and Mr. Wopsle to come with them to hunt for some escaped prisoners from the local jail. As they hunt through the marshes outside the village, they accost the two convicts while engaged in a fight. One of them is the convict helped by Pip; however, when questioned about where he got the food and file, he claims he stole the items himself in order to shield Pip. The police take the two to the Hulk, a giant prison ship, and Pip is carried home by Joe, where they finish Christmas dinner. A while after Pip’s encounter with the convict, Pip’s life returns to normal. He goes to school, run by Mr. Wopsle’s great-aunt, and becomes friends with Biddy, an orphan who was adopted by the Wopsles. He still feels guilty for the theft. Pip’s Uncle Pumblechook gets Pip invited to the house of a rich old woman named Miss Havisham, who lives in the village in Satis House. Miss Havisham is a spinster who wears an old wedding dress with one shoe on and has all the house clocks stopped at 20 minutes to nine. She hasn’t seen sunlight in years and claims to have a broken heart and just wants to see Pip play cards with Estella, a young girl she has adopted. After this first meeting, Pip frequently visits Miss Havisham and Estella, for whom he harbours a feeling of obsessive attraction. He begins to tenaciously learn everything he can from Biddy in school, in an effort to impress Estella who called him a common labouring boy. One day, when Pip goes to the town pub to pick up Joe, they are approached by a messenger sent by Pip’s convict. He mixes his drink with the stolen file and gives Pip two pounds before leaving. Pip visits Miss Havisham on her birthday where she shows him her wedding cake, which is being eaten by mice, and where she will be laid out when she is dead, a death she looks forward to. He also meets the Pockets. Pip works with Joe for a few years in the forge, doing work that he hates. In an agreement with Joe, he visits Miss Havisham only on his birthday, when he receives a half-holiday. He and Joe work with a journeyman named Orlick. When he returns home, he discovers that Mrs. Joe had been attacked. She becomes a horribly brain-damaged invalid. Pip feels guilty again when the police believe escaped criminals attacked Mrs. Joe. The detectives from London are inexperienced and do not discover anything. Mrs. Joe spends her days calling for Orlick and draws a capital â€Å"T† on a slate. Biddy thinks that the â€Å"T† represents a hammer and that Orlick is the attacker. When Orlick arrives, Mrs. Joe tries to please him and shows him the slate. Biddy moves in with the Gargerys and Pip confides in her about his feelings for Estella. When Pip and Joe are listening to Mr. Wopsle read a murder trial from a newspaper, a London lawyer, Jaggers, approaches Pip, revealing very startling news: Pip has inherited a large sum of money from an anonymous benefactor. The conditions of the receipt of said money require him to leave for London immediately, buy some clothes and become a gentleman. Pip behaves badly in society (mostly over jealousy of Estella) and squanders his allowance, running into debt. He is rescued on his 21st birthday, when he is notified by Jaggars that he is awarded 500 pounds and an increased steady allowance, until such a time as his benefactor will appear. Pip originally believes Miss Havisham is his benefactress (and so the reader is led to believe, as well) for several years as he begins to learn to be a gentleman, helped by the now grown Herbert Pocket, who is assigned as his companion. During this time, Mrs. Joe dies. However, in one of Dickens’ patented plot twists, Pip’s benefactor turns out to be instead Magwitch, the convict whom Pip helped, who had been transported to New South Wales, where he had eventually prospered and become wealthy. Magwitch left all his money to Pip in gratitude for that kindness and also because Pip reminded him of his own child, whom he thinks is dead. The revelation of his true benefactor crushes Pip. He’s ashamed of Magwitch’s criminal past, however, Magwitch now expects to spend the rest of his life living with Pip. Pip, very reluctantly, lets Magwitch stay with him. There is a warrant out for Magwitch’s arrest in England and he’ll be hanged if he’s caught. Eventually, because Magwitch is on the run from the law, a plan is hatched by Herbert and Pip which involves fleeing the country by boat. During these events, it is revealed to Pip that Estella is the daughter of Jaggers’ housemaid, Molly, whom he defended in a murder charge and who gave up her daughter to be adopted by another of his clients, Miss Havisham, in return for his service in allowing her to be acquitted of the charge. Pip later realizes Magwitch is Estella’s father. Pip has an encounter with Orlick, who admits he was the one who attacked Pip’s sister. Meanwhile, Estella has married Bentley Drummle, a marriage that will be an unhappy one. Before Pip flees with Magwitch, he makes one last visit to Miss Havisham. Miss Havisham realizes that she created a monster out of Estella, who broke Pip’s heart, and asks him for forgiveness. Pip confronts Miss Havisham with Estella’s history and present circumstance in an unhappy marriage, blaming Miss Havisham for teaching Estella to be cold and unloving. In the heat of the confrontation, Miss Havisham stands too close to the fire and ignites her dress. Pip heroically saves her, but she later dies from her burn injuries. Pip, Herbert and another friend, Startop, make a gallant attempt to help Magwitch escape, but instead he is captured and sent to jail. Pip is devoted to Magwitch by now and recognizes in him a good and noble man. Pip tries to have Magwitch released but Magwitch dies shortly before his execution. Under English law Magwitch’s wealth forfeits to the Crown, thus extinguishing Pip’s â€Å"Great Expectations†. After an extended period of sickness during which he is looked after by Joe, he returns to good health and returns home to ask Biddy for forgiveness and for her love. However, when he arrives, he finds that it is Biddy and Joe’s wedding day. Thankful for not mentioning his interest in Biddy to Joe while he was sick, Pip congratulates the happy couple. Afterwards, Pip goes into business overseas with Herbert. After eleven relatively successful years abroad, Pip goes back to visit Joe and the rest of his family out in the marshes. Finally, Pip makes one last visit to the ruins of Miss Havisham’s house, where he finds Estella wandering. Her marriage is over, and she seems to have children and wants Pip to accept her as a friend. In the book Dickens says â€Å"There was no shadow of them parting† which is led the public to believe that Estella and Pip ended up together. ‘After over 50 chapters of Pip longing for her, they ended up together in the end of the book’ is the basic logical explanation for why people believe the book was ended as them being â€Å"more than friends†

Significant Events That Led To Prussia’s Expansion

The rise of Prussia started with one man, Frederick William. Fredrick was the first major ruler of Prussia. Fredrick was important to the rise of Prussia because he was able to get a large standing army. To sustain a large army Fredrick had to tax his people. Having a large army was the key to Prussia’s expansion. During the Spanish war, he offered his army to the Holly Roman Empire and by doing so gave him the title of King of Prussia. Fredrick wanted Prussia to be a great power in Europe. To reach this goal he introduced a cabinet system of government. By doing this he could take full control of Prussia. He also enforced a General Directory, which united all areas of the Prussian empire. Due to Frederick’s rule the Prussian army was able to double within forty years. This meant that Prussia had the third largest army in Europe. When they only had the thirteenth largest population. Frederick used Prussia’s large army as a symbol of power and not to be used for dominance but his son Frederick the second had other ideas. Fredrick the second took advantage of the Prussian army. During his reign Fredrick the second attacked Austria and conquered Silesia during the Silesian war. Frederick II was able to claim polish territories to connect the empire. During his military campaigns he gained the title of Frederick the great. Frederick the great was also able to transform Prussia into an economically powerful state. After the conquering of Silesia Frederick was able to gain raw materials to fuel the Prussian infrastructure. He also added 150,000 acres of farmland, introduced new vegetables to harvest and introduced an indirect tax, meaning that the state would provide more revenue by this than it did with direct tax. Otto von Bismarck and the unification of Germany Otto von Bismarck was a skilled diplomat and was the chancellor of Prussia/Germany. Bismarck started many wars that led to Prussia’s dominance over Austria and France. Bismarck used both diplomacies and the Prussian military to achieve a unified Germany. Bismarck brought all the smaller states of Germany and combined them with Prussia, also making sure that Prussia was the most dominant state. Controlling both army and navy. In 1866 Bismarck had started a war with Austria that would cement Germany as one country. The Austro-Prussian war was a decider of who would have more German states. Due to Prussia having an alliance with Italy and better military tactician they were able to defeat Austria. This resulted in more German states under Prussian control over Austria. At the end of Bismarck reign he was able to say that he had connected Prussia with the northern German states creating one unified Germany.

Cultural Diversity Research Paper Example | Topics and Well Written Essays - 750 words

Cultural Diversity - Research Paper Example From this essay it is clear that diversity among students is promoted through field trips. One major example of these field trips is visiting the community. This helps to expand what children view the world beyond the confinement of the school boundary. The second example is through visiting interesting people in their communities. Every community has interesting people like female mechanics, male cook, a wheelchair athlete, and many others. Through this, students can understand and appreciate different people in the communities. Another example of the field trip is taking the students to a different place of works of their parents. This makes them understand the different people, their parents associate with, understand different occupations and create a more realistic view of the world in their minds.This paper discusses that  Maryland School has exposed and made its students understand and accept diversity through creation of certain activities performed in the school. The schoo l has a Parents Day, a day when all parents and their children are required to share their culture and establish in their children’s. They carry out numerous activities that display their culture depending on the interest of the parents and their children’s. Cooking, cultural meals, performing folk songs, dance, and tales about their culture are performed.  The school should allow its students to visit other schools in the community.

Researching a one company and Solving 3 Questions Essay

Researching a one company and Solving 3 Questions - Essay Example McKnight’s management principles were firstly to delegate responsibility and to encourage staff to exercise their initiative and secondly for management to learn to focus on supporting staff who have participated in failed projects move on to something else rather than punishing them (â€Å"McKnight Principles† 5). To reinforce its culture of intrapreneurship 3M has instituted several policies and philosophies. The three that jump out of 3M’s organizational culture are the 15 percent option, tolerance for failure and rewards for success. The 15 percent option give employees authority to 15 percent of their workweek on individual projects of their choice without the need to either disclose or justify it to a manager (Govindarajan and Lang 3). This policy gives 3M staff freedom to be innovative. Tolerance for failure philosophy guarantees employees their jobs and no punishment for a product that fails in the market. On the contrary, 3M has often repeated stories of famous failures that went on to become highly successful products. This policy has the effect of keeping initiative and creativity alive among 3M’s staff. For innovative products that go on to have a breakthrough in the market, 3M acknowledges team member through salary raises, promotions, and recognition. For example the Golden Step award is given to team members if a newly launched product reaches a revenue goal of $2 million in the US or $4 million worldwide (Govindarajan and Lang 3). Better yet the informal recognition given to successful entrepreneurs through stories that convert them from mortals to legends is considered more powerful by 3M staff. The two major benefits that 3M derives from its organizational culture are staff loyalty and product differentiation as the key to commercial success. Staff loyalty is a manifestation of high staff motivation which often leads to increased job performance. Having a highly committed staff 3M’s management find it easy to

Privacy Essay Example | Topics and Well Written Essays - 1500 words

Privacy - Essay Example As apparent, effective data management, entails adherence to ethical, social and legal standards that guide individuals or institutions when transmitting information. The standards are significant especially in the current environment where various institutions are facing immense challenges in data management. The standards present requisite incentives that ensure information within institutions is used effectively. Data privacy is of fundamental concern within several institutions, for example, banks, hospitals, and learning centres. Privacy emphasises the need for appropriate and safety management of client’s data to boost their confidence. This paper discusses privacy because it is a fundamental aspect that ensures quality administration of data within institutions. Ethical, social and legal issues relevant to Information Systems As noted Information technology (IT), systems are software or hardware used by individuals and institutions to execute activities. The systems fac ilitate effective and efficient delivery of services in various facets of operations, and are recognisable as key pillars that influence data privacy. They aid information capturing, encoding, processing, storage and dissemination. The administration of such activities or information should be reliant on excellent privacy standards (Moon2010, p.1). The standards should assume social, legal and ethical dimensions. Furthermore, they should focus on an institution’s capacity to enhance sustainability. Ethics defines moral processes in institutions. It sets clear standards and moral values that stakeholders should obey in various jurisdictions. Ethical standards ensure delivery of quality services and optimal utilisation of resources, as well as enhancement of privacy in information administration. Institutions should formulate viable ethical principles, for example, the golden rule, utilitarian and risk aversion principles (Quigley 2004, p.2). This creates a favourable environme nt where every stakeholder is treated with diligence and respect. This is significant since institutions that operate with inferior ethical guidelines cannot maintain their clients in the current dynamic world that experiences immense competition. Code of ethics requires employees within institutions or individuals to use client information with confidence. They should also enhance privacy, security in data management and treat clients with respect. Exhibition of high level of cautiousness, prudence, timely delivery of services and accountability also form key ethical guidelines. The standards are integral in facilitating performance since they encourage accountability, responsibility and adherence to due processes while executing activities. Each profession has set ethical guidelines that guide execution of activities (Moon 2010, p.1). The professions, for example, nursing and accounting focuses on data privacy based on the information that individuals in such professions possess. Information conveyed through IT system significantly affect social processes. Poor management of information may lead to increased social incoherence, animosity and damage mutual understanding. This stalls performance and delivery of quality services to clients. Institutions should adopt the recommended information management practices to advance social integration. They should also adopt best practices to facilitate effective mitigation of social issues (Wilson, 2004, p. 119).

Personl conception of the mening of helth nd heling Essay

Personl conception of the mening of helth nd heling - Essay Example Descriptions of helth bsed on physiologicl mesurements ignore the ide of helth s vlue. Wht they offer in precision, they lck in depth; for, surely, being helthy is much more thn hving n your orgns quietly functioning within plus or minus two stndrd devitions of norml. Vlue-free descriptivist definitions of helth cnnot be more thn component of comprehensive concept of helth, for helth is vlued. Helth is vlue beyond formlizble knowledge. However, vlue-bsed definitions of helth lck universlity; they depend on the individul's (or culture's) determintion of wht is to be vlued. Descriptivist definitions ignore the subjective dimension, wheres normtivist definitions exlt it. The World Helth Orgniztion defined helth s " stte of complete physicl, mentl nd socil well-being nd not merely the bsence of disese or infirmity." (Genev: World Helth Orgniztion, 1958). This definition, if tken literlly, is meningless. However, we believe tht ll normtivist definitions of helth, including this hopelessly utopin WHO vision, derive from common ground, core mening or experience of helth tht requires interprettion. (Mordcci, 1995) ny experienced clinicin cn recll terminlly ill ptient who objectively seemed the sme the dy he died s the dy before except for hving (often quite explicitly) lost his will to live. Implicit in this will to live, nd of specil importnce to the seculr individul, is sense of life being worth living despite ll the suffering one my encounter in life nd despite the wreness of the certinty of deth nd nothingness. The helthy individul is well-functioning s whole, in hrmony physiclly nd mentlly with himself nd with his surroundings. lthough we tend to spek of helth s though it were commodity--something to be lost or regined--it is not detched from the person it belongs to. It is prt of the person's life story. Helth is dynmic; it hs pst, nd present, nd it is precondition for future. Desire, without which there is no story, belongs to the future--there lies the hoped for full blossoming of life. Thus there seems to be sort of inevitble metphysics embedded in the experience nd lnguge of helth nd illness, which clls for wreness nd for creful nlysis in the light of n dequte chrcteriztion of the concepts we use. It Is extremely importnt for medicine to be conscious of the depth of our desire for helth nd our fer of illness: they re not only physicl or biopsychologicl conditions tht cn be fced in reductionistic pproch. The existentil, morl, nd symbolic dimensions of the experience of illness must be ddressed s chllenges the ptient is required to fce with his culturl, personl, nd religious resources, nd in which the physicin is sked to help him not only s physicin but s person. No technicl nswer cn help the ptient to understnd nd fce the existentil dimensions of helth nd illness: in this respect, the eduction physicins now receive in mny countries round the world (nd especilly in the West) seriously limits their bility to cre for their ptients. Helth s wholeness, hrmony, nd well-functioning, nd s slvtion from deth is desirble end in itself However, the crux of concept of helth, nd its greter mening or vlue, is helth s mens. Helth is viewed s the experience of life s Promise of good; the ultimte good tht is hoped for is the full life--this we refer to s plenitude. lthough this is similr to Seedhouse's concept of helth s foundtion for chievement, the ide of plenitude

Critically discuss the applicability of the Elaboration Likelihood Essay

Critically discuss the applicability of the Elaboration Likelihood Model to understanding consumer behaviour - Essay Example mentioned ways, it is extremely crucial for the marketers to have an understanding about how the customers process the information that they come across as ads. Numerous models and theories have been proposed that have elaborated upon the manner in which customers assimilate and process the information as well as on the way ads and other marketing communications impact on the consumer behaviour (Cohen, 1990). Elaboration Likelihood Model (ELM), put forward by researchers Petty and Cacioppo (1983, 1986) is among the oldest and the most popular models that define how consumers formulate their attitudes towards a product or service on the basis of the communications that they receive as advertising. ELM has been employed by marketers and advertisers in making their communications more effective. ELM has also given the basic groundwork and direction to further research in areas like consumer cognitive processes and marketing communications elaboration. (Petty., Priester & Wegener, 1994).The current paper is aimed at evaluating the applicability of ELM to understanding consumer behaviour. The paper will begin with a brief overview of ELM and will contain a critical appraisal of its applicability in the consumer behaviour field. More specifically, it will focus on how ELM provides insights about consumer behaviour which in turn leads to more targeted and cost-effective advertising. The discuss ion will also include some of the weak points of ELM that need to be addressed in order to improve its applicability in the consumer behaviour field. The Elaboration Likelihood Model, when used in an advertising context, postulates that prospective customers form attitudes about ad messages via a process of message elaboration – or the amount of time and effort they spend on issue-relevant messaging. The extent to which they are likely to elaborate the message leads to two very different routes of information processing in the minds of the customers. These are the central

The impact of electricity deregulation on customers and employees in Dissertation

The impact of electricity deregulation on customers and employees in Qatar - Dissertation Example The paper incorporates both secondary and primary research study of the issues relating to the issue of deregulation being set in as in how it tends to affect the internal and external operations of the concern. It tends to draw useful inferences through the conduct of such research to thereby arrive at final conclusions and recommendations. ... .2.1 Interview findings 51 5.3 Questionnaires 52 5.3.1 Findings from surveyed managers and employees 52 5.3.2 Strategy fit with Qatar vision 2030 56 5.3.3 Findings from surveyed customer 58 5.3.3 Understanding KAHRAMAA strategy and objectives by employees 58 5.3.4 KAHRAMAA strategy development policy 60 5.3.5 Employee’s involvement in strategy development 61 5.3.6 The impact of non involvement of employees on strategy development 62 5.3.7 Low employees’ motivation and moral 63 5.3.8 Low initiatives to participate in strategy development 66 5.3.9 Perceived problems with strategy implementation 67 5.3.10 Management perception for strategy implementation problems 68 5.4 Suggestions for improving strategy implementation 69 5.5 Perception of strategy change impact on internal culture 70 5.6 The perception of the impact of KAHRAMAA deregulation strategy 72 5.7 Summary 73 Chapter 6: Analysis and discussion 74 6.1 Introduction 74 6.2 The effectiveness of deregulation at KAHRAMA A 74 6.3 The impact of strategy on KAHRAMAA culture 76 6.4 Research objectives 76 6.4 Summary 78 Chapter 7: Conclusion and recommendations 78 7.1 Introduction 78 7.2 Hypotheses 79 7.3 Limitations 80 7.4 Recommendations 81 7.4.1 Kahramaa 81 7.4.2 Future research 84 7.5 Summary 84 Bibliography 85 Appendices 91 Appendix 1: Survey / interview consent form 92 Appendix 2: Questionnaire 93 Appendix 3: Questionnaire Analysis 96 Chapter 1: Introduction Introduction Electricity deregulation along with privatisation is referred to as ‘liberalisation.’ Liberalisation is an accessible, affordable and reliable service which is replaced by ideal competition, the myth that tend to exit with consumer choice along with priority of the economic efficiency which in turn are measured by profits and also through rate

Laboratory Report 3 Essay Example | Topics and Well Written Essays - 750 words

Laboratory Report 3 - Essay Example MacKenzie & Buxton (1992) compared five width interpretation models regarding 2-dimensional targets (MacKenzie & Buxton, 1992): ï‚ ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   â€Å"Smaller of† model. It picks the smaller of the height and width. Intuitively it may produce accurate results, because the smallest dimension of the object will be the most restricting when attempting to move a cursor inside it. This model is only useful for rectangles. ï‚ ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   W’ model. It uses the length of the line between the center point of the target object and the object boundary along the approach angle. This is appealing because it is a 1-D interpretation of a 2-D task. But it is more difficult to calculate because the angle between the starting point and the target object must be known. This model is good for circles, rectangles and others. Furthermore, there are some cases that Fitts’ law failed to predict correctly. E.g., some input devices are not suited to Fitts’ Law, such as isometric joysticks that are force sensing and undergo negligible human limb motion (MacKenzie, 2001). Extensions and changes to Fitts’ Law have been proposed for some of those cases, such as Touch screens (Sears and Shneiderman, 1991), and standard GUI with lots of small target areas (such as radio button, combo buttons, and buttons on toolbars) (Sears and Shneiderman, 1991). Fitts’ Law is valid but limited. First of all, it does not address numerous factors other than target amplitude and width that affect user input performance. While there is evidence that task completion times are reduced when a task is split over two hands, Fitts Law does not address the effect of parallel strategies of delegating positioning and selecting to separate limbs. Fitts Law also does not address the effect of human body asymmetry on performance, such as the performance difference between preferred and non-preferred hands,

Annotated bibliography for analyzing a concept paper

For analyzing a concept paper - Annotated Bibliography Example as many other books or literatures on this topic do not explore real time analysis as this one, in fact, most of them only explore the relationship between PTSD and the patterns of texts in archived documents. The author addresses a wide audience because apart from addressing the psychologist alone, it can also be used by the parents and family for the participants. This is made easy by the inclusion of sample system architecture and implementation that can be used as an early screening tool for information on the participants that require close follow up. The book is also current with the official release date being April 2012 and all the authors are professionals with wide experience in computer science. Therefore, their work would be recommendable when used as a scholarly source. This book looks into the lives of clinicians who attend to trauma survivors. The book further explains how in the course of treatment to these survivors it has been established that an emotional intensity and stress levels from the survivors affects this clinicians as they listen to their stories. The authors further explain that with respect to posttraumatic therapy, there are very few experiential studies relating to pervasiveness, dynamics and personality of the mental health expert’s empathic stress reactions related to exposure to trauma survivors. The authors Wilson and Thomas carryout a study and provide data for effective management in a move to help those that are affected by empathic strain from their professions. The authors both having attained PhD levels in their studies can be viewed as of qualified opinion and, therefore, making their work credible for use in scholarly research work. Though the book was written in 2004, it cannot be termed as outdated since the information offered is still current and widely practiced. The book although not biased tends to touch on cases of severe trauma and graphic descriptions related to war crimes and torture. Therefore, it is not

Commercialization of Education Essay Example for Free

Commercialization of Education Essay Bacteria, Virus, and Parasites Years ago, waterborne diseases accounted for millions of deaths. Even today in underdeveloped countries, an estimated 25,000 people will die daily from waterborne disease. Effects of waterborne microorganisms can be immediate and devastating. Therefore, microorganisms are the first and most important consideration in making water acceptable for human consumption. Generally speaking, modern municipal supplies are relatively free from harmful organisms because of routine disinfection with chlorine or chloramines and frequent sampling. This does not mean municipal water is free of all bacteria. Those of us with private wells and small rural water systems have reason to be more concerned about the possibility of microorganism contamination from septic tanks, animal wastes, and other problems. There is a little community in California, where 4,000,000 gallons of urine hits the ground daily from dairy cows! Authorities say that at least 4000 cases of waterborne diseases are reported every year in the U.S. They also estimate that much of the temporary ills and everyday gastrointestinal disorders that go routinely unreported can be attributed to organisms found in our water supplies. INORGANIC IMPURITIES: Dirt and Sediment or Turbidity Most waters contain some suspended particles which may consist of fine sand, clay, soil, and precipitated salts. Turbidity is unpleasant to look at, can be a source of food and lodging for bacteria, and can interfere with effective disinfection. Total Dissolved Solids These substances are dissolved rock and other compounds from the earth. The entire list of them could fill this page. The presence and amount of total dissolved solids in water represents a point of controversy among those who promote water treatment products. Here are some facts about the consequences of higher levels of TDS in water: 1. High TDS results in undesirable taste which could be salty, bitter, or metallic. 2. High TDS water is less thirst quenching. 3. Some of the individual mineral salts that make up TDS pose a variety of health hazards. The most problematic are Nitrates, Sodium, Sulphates, Barium, Copper, and Fluoride. 4. The EPA Secondary Regulations advise a maximum level of 500mg/litter (500 parts per million-ppm) for TDS. Numerous water supplies exceed this level. When TDS levels exceed 1000mg/L it is generally considered unfit for human consumption. 5. High TDS interferes with the taste of foods and beverages, and makes them less desirable to consume. 6. High TDS make ice cubes cloudy, softer, and faster melting. 7. Minerals exist in water mostly as INORGANIC salts. In contrast, minerals having passed through a living system are known as ORGANIC minerals. They are combined with proteins and sugars. According to many nutritionists minerals are much easier to assimilate when they come from foods. Can you imagine going out to your garden for a cup of dirt to eat rather than a nice carrot; or drinking a whole bathtub of water for LESS calcium than that in an 8 ounce glass of milk? 8. Water with higher TDS is considered by some health advocates to have a poorer cleansing effect in the body than water with a low level of TDS. This is because water with low dissolved solids has a greater capacity of absorption than water with higher solids. Toxic Metals or Heavy Metals Among the greatest threats to health are the presence of high levels of toxic metals in drinking water Arsenic, Cadmium, Lead, Mercury, and Silver. Maximum limits for each are established by the EPA Primary Drinking Water Regulations. Other metals such as Chromium and Selenium, while essential trace elements in our diets, have limits imposed upon them when in water because the form in which they exist may pose a health hazard. Toxic metals are associated with nerve damage, birth defects, mental retardation, certain cancers, and increased susceptibility to disease. Asbestos Asbestos exists as microscopic suspended mineral fibres in water. Its primary source is asbestos-cement pipe which was commonly used after World War II for city water supplies. It has been estimated that some 200,000 miles of this pipe is presently in use to transport our drinking water. Because these pipes are wearing, the deadly substance of asbestos is showing up with increasing frequency in drinking water. It has been linked with gastrointestinal cancer. Radioactivity Even though trace amounts of radioactive elements can be found in almost all drinking water, levels that pose serious health hazards are fairly rarefor now. Radioactive wastes leach from mining operations into groundwater supplies. The greatest threat is posed by nuclear accidents, nuclear processing plants, and radioactive waste disposal sites. As containers containing these wastes deteriorate with time, the risk of contaminating our aquifers’ grows into a toxic time bomb. ORGANIC IMPURITIES: Tastes and Odours If your water has a disagreeable taste or odour, chances are it is due to one or more of many organic substances ranging from decaying vegetation to algae; hydrocarbons to phenols. It could also be TDS and a host of other items. Pesticides and Herbicides The increasing use of pesticides and herbicides in agriculture shows up in the water we drink. Rain and irrigation carry these deadly chemicals down into the groundwater as well as into surface waters There are more than 100,000,000 people in the US who depend upon groundwater for sources whole or in part of their drinking water. As our reliance upon groundwater is escalating, so is its contamination. Our own household use of herbicide and pesticide substances also contributes to actual contamination. These chemicals can cause circulatory, respiratory and nerve disorders. Toxic Organic Chemicals The most pressing and widespread water contamination problem is a result of the organic chemicals created by industry. The American Chemical Society lists 4,039,907 distinct chemical compounds as of late 1977! This list only is comprised of chemicals reported since 1965. The list can grow by some 6,000 chemicals per week! 70,000 chemicals may still be in production in the US. As of December, 1978, 50 chemicals were being produced in greater quantities than 1,300,000,000 pounds per year in the US. 115,000 establishments are involved in the production and distribution of chemicals, with the business being worth $113,000,000,000 per year. According to the EPA, there are 77,000,000,000 pounds of hazardous waste being generated each year in the US. 90 percent of this is not disposed of properly. This would equal 19,192 pounds of hazardous waste disposed each year on every square mile of land and water surface in the US including Alaska and Hawaii!! There are 181,000 manmade lagoons at industrial and municipal sites in the US. At least 75 percent of these are unlined. Even the lined ones will leak according to the EPA. Some of these are within 1 mile of wells or water supplies. There is still a lack of information on the location of these sites, their condition, and containments. THIS IS A HORROR STORY OF THE MILLENNIUM. Chemicals end up in our drinking water from hundreds of different sources. There are hundreds of publications each year highlighting this problem. The effects of chronic long term exposure to these toxic organics, even in minute amounts, are extremely difficult to detect. Contaminated drinking water may look and taste perfectly normal. The users’ symptoms might include recurring headache, rash, or fatigue all of which are hard to diagnose as being water related. The more serious consequences of drinking tainted water are higher cancer rates, birth defects, growth abnormalities, infertility, and nerve and organ damage. Some of these disorders may go unnoticed for decades!! Just how toxic these chemicals are may be illustrated by looking at two examples: TCE is a widely used chemical which routinely shows up in water supplies. Just two glassfuls of TCE can contaminate 27,000,000 gallons of drinking water! One pound of the pesticide, Endrin can contaminate 5,000,000,000 gallons of water. Chlorine Trihalomethanes (THMs) are formed when chlorine, used to disinfect water supplies, interacts with natural organic materials (e.g. by-products of decayed vegetation, algae, etc.). This creates toxic organic chemicals such as chloroform, and Bromodichloromethane. A further word about chlorine: Scientists at Colombia University found that women who drank chlorinated water ran a 44% greater risk of dying of cancer of the gastrointestinal or urinary tract than did women who drank non-chlorinated water! Chlorinated water has also been linked to high blood pressure and anaemia. Anaemia is caused by the deleterious effect of chlorine on red blood cells.

An Overview of Network Topologies

An Overview of Network Topologies A network topology refers to the way in which nodes in a network are connected to one another. The network structure defines how they communicate. It is the arrangement with which computer systems or network devices are connected to each other. Topologies may define both physical and logical aspect of the network. Both logical and physical topologies could be same or different in a same network. Point-to-Point Topology Bus Topology In this topology, all devices share single communication line or cable. This central cable is the backbone of the network and is known as Bus. Every point communicates with the other point through this Bus. This topology may have problem while multiple hosts sending data at the same time. Therefore, Bus topology either uses CSMA/CD technology or recognizes one host as Bus Master to solve the issue. It is one of the simple forms of networking where a failure of a device does not affect the other devices. But failure of the shared communication line can make all other devices stop functioning. Both ends of the shared channel have line terminator. The data is sent in only one direction and as soon as it reaches the extreme end, the terminator removes the data from the line. A signal from the source is broadcasted and it travels to all workstations connected to bus cable. Although the message is broadcasted but only the intended recipient, whose MAC address or IP address matches, accepts it. If the MAC /IP address of machine doesnt match with the intended address, machine discards the signal. A terminator is added at ends of the central cable, to prevent bouncing of signals. A barrel connector can be used to extend it. Below I have given a basic diagram of a bus topology and then have discussed advantages and disadvantages of Bus Network Topology Advantages Disadvantages It is easy to set-up and extend bus network. If the main cable (Bus) encounters some problem, whole network breaks down. Cable length required for this topology is the least compared to other networks. Proper termination is required to dump signals. Use of terminators is must. Bus topology costs very less. It is not suitable for networks with heavy traffic. Linear Bus network is mostly used in small networks. Good for LAN. Security is very low because all the computers receive the sent signal from the source. Table 1 Star Topology Ring Topology       Mesh Topology Tree Topology Hybrid Topology IP Addressing An Internet Protocol address (IP address) is a numerical label assigned to each device (e.g., computer, printer) participating in a computer network that uses the Internet Protocol for communication. An IP address serves two principal functions: host or network interface identification and location addressing. Two versions of IP technology exist today. Traditional home computer networks use IP version 4 (IPv4), but some other networks, particularly those at educational and research institutions, have adopted the next generation IP version 6 (IPv6). Internet Protocol Version 4 (IPv4) IPv4 is the fourth version in the development of the Internet Protocol (IP) and the first version of the protocol to be widely deployed. IPv4 is described in IETF publication RFC 791 (September 1981), replacing an earlier definition (RFC 760, January 1980). IPv4 Classes Class IP Start Range Purpose A 0 127 B 128 191 C 192 223 D 224 239 Multicast E 240 255 Research Table 2 Class A Class B Class C Internet Protocol Version 6 (IPv6) IPv4 vs IPv6 Comparison Feature IPv4 IPv6 Deployed 1981 1999 Size 32 bits (4 Bytes) 128 bits (16 Bytes) Unit Allocation 8 bits X 4 16 bits X 8 No of IPs 232 = 2128 = 3.4 X 1038 Unicasting Yes Yes Multicasting Yes Yes Broadcasting Yes No Any casting No Yes Address Format Dotted Decimal Notation (192.168.1.1) Hexadecimal Notation (3FFE:F200:0234:AB00::) Table 3 : IPv4 vs IPv6 Network Models Network models define a set of network layers and how they interact. There are several different network models depending on what organization or company started them. The most important two are: ISO OSI Model The International Standards Organization (ISO) has defined a standard called the Open Systems Interconnection (OSI) reference model. This is a seven-layer architecture listed in the next section. TCP/IP Model This model is sometimes called the DOD model since it was designed for the department of defense It is also called the internet model because TCP/IP is the protocol used on the internet. ISO OSI Model Layer No Layer Name PDU Description 7 Application 6 Presentation 5 Session 4 Transport 3 Network 2 Data-link 1 Physical VLANS Ethernet Network Standards No Tasks Week 1 Week 2 Week3 Week4 1 2 3 4 5 6 Table 5: Gantt Chart TutorialsPoint, 2017, DCN Computer Network Topologies. [Online]. Available at [Accessed on 18th February 2017]

State Sovereignty Being Transformed By Globalisation Politics Essay

State Sovereignty Being Transformed By Globalisation Politics Essay The notion of state sovereignty in todays world cannot hold its ability as a result of globalisation. The Sovereign states in the previous years known, globalisation has successfully eroded that idea. The main impact of globalisation can be seen in the changing approaches of sovereign states when dealing with global changes. There are many factors that are made by globalisation which are known to be breaking up the sovereign state some factors such as the push for protection of human rights and also the influences of non-government organisations. The global push to bring out the universal agreement to human rights that was conducted after the world war two had seen the creation of the United Nations carter and the establishment of non-government organisations, which in the end signified the erosion of state sovereignty. Haass (2006) looks at sovereignty and globalisation and he argues that the United Carter is based on a contradiction, which tries to encourage the rights and movement towards self determination and individuals and groups and at the same time supports state sovereignty and territory. In effect the movement towards human rights and equality weakens the influence of sovereign states in order to allow individual rights throughout every state. Haass (2006) also claims that the making of Non-government organisations that was created to promote human rights for example Amnesty International has influence on limiting that actions of the state in various ways. By having the support of Non-government organisations this allows the United State to interpret Human Rights Charter in result to support individuals rather than upholding the state sovereignty. Through this we are able to see that the globalisation of Human Rights that is fuelled by the influence of NGOs has significant effect on the concept state sovereignty. Agnew (2009) has a look at globalisation and sovereignty and he suggest that globalisation does not provide protections for the state but it increases the ease of movement across nations. The ease of goods, diseases, cultures, drugs, and weapons that travel across borders show that the end of sovereign states is necessary to deal with the consequence of globalisation. The influence of the World Trade Organisation also suggests the transformation of state sovereignty as a result of globalisation. Governments must meet with the regulations that are set out by the WTO in order to maintain alliance and benefits on an international trading spectrum. Sassen (1996) looks at how the state is losing control and sovereignty in an age of globalisation. He says that in order for states to maintain defence and protection for themselves the sovereignty must be weakened. States are also reasserting power due to the effects of GFC by globalisation. The global economy is in rapid decline with GFC. It is shown that globalisation in the contemporary world has had great impact on the foundations of state sovereignty. State are not able to deal with international issues anymore without considering diverse factors which have appeared through the current globalised world. References: Agnew.A.J, 2009, Globalization and Sovereignty, Rowman Littlefield Publishers Inc, America. Haass.N.R, 2006, Sovereignty and Globalisation, the council on foreign relations, America. Sassen.S, 1996, losing control? Sovereignty in an age of globalization, Columbia University Press, America. Question Nine: How is global politics affected by culture and Nationalism? Culture and nationalism allows nations and individuals that are alike to stand together under similar ideologies, beliefs, customs and social norms. Nationalism also allows particular nation states to succeed for self-determination based on their history. On the other hand culture and nationalism are also significant in global conflict due to the overall rations between nations. Throughout history the effect of culture and nationalism on global politics can be traced. An important example of the effects of strong cultural identity and nationalistic pride is shown through the occurrence of World War One. Calhoun (2006) looks at Nationalism in the new world and points out that nationalism is an upcoming problem in global politics. The attempt to keep cultural ideals, nationalism is seen as the reason why there is growing conflicts in the contemporary world. Calhoun also points out that certainly ethnic conflicts and war are worsened by the mentioned ideologies. Nationalism and culture have shown to play a significant role in producing domestic policies such as tax, illegal immigrants, power and also relations between nations. The development of the state power has been strongly shown to be motivated by nationalistic and cultural beliefs on both domestic and international fields. Smith (2003) looks at the relationship between kinship and ethnicity and also nationalism as a key notion in modern day politics and decision making. The concept that Smith puts forward is further supported by Calhoun (2006), in the idea that national boundaries and identities are important to understand the contemporary world. Nationalism and cultural identity are applied by the world leaders and government policy makers to influence and approve decision making. Territorial claims of nation states by world leaders such as Palestinians, Israelis and Eritrea can be seen to use nationalism as justification for their actions. There are many problems seen in some states when small national groups have the feeling that they are not shown or their civil rights are not contained by the state for example the Kurds and Tibetans they seek for their own state which is refused to be accepted by their dominant state. In the twenty first century it is believed that Muslim countries will continue to change and it is shown that there are already a different variety of political, economical, social differences shown between some Muslim states for example the more wealthy countries such as Dubai have developed. References: Barnett.T.P.M, 2009, Great Powers: America and the World after Bush, G.P.Putnams Sons, America. Question Two: What were the key developments of the post-cold war era? The post cold war era saw a great change in the spread of ideologies as well as changes to governance of great world powers. Since the Cold-war era there has been additional unsteadiness that has formed in developing countries for example Asia, and also the Islamic terrorism and the US-led war on terror which involved Afghanistan and Iraq. The end of the cold was a very big historical turning point as measured by changes in the international system, the nation state and the international organizations. The Term cold car is referred to as the period of the US which changed over the period of 1945-89. The end of the cold war saw the creation of the United States as the single great world power. America had become the superpower of the world, this allowed for the spread of democracy across the western world. This resulted in the wide spread of capitalism and with an increase in economic growth. However, into the twenty first century changes to the power of America have occurred. Barnett (2009) indicates that there are emerging states of great powers across the globe this may include China, Japan or even Brazil. He points out that Chinas vast growing population as well as its great influence on trade, is a great challenge to America as a great power and recognises the USAs powers significant end. The GFC had also been seen as a big crisis for the US economy because it was moving up the level of unemployment. The fall of the Berlin Wall was also seen to be significant. The Berlin Wall divided Germany from its capital city, and it was knocked down because Germany was separated from political views so they knocked down the Berlin wall to make Germany one. There has also been the formation of the European Union (EU). In 1990s poverty remained a reality for the majority of people, the end of the cold war produced contradictory results in the less developed countries.

Missoula Flood :: miscellaneous

Missoula Flood Human beings existing, breathing, and walking around on a measureless, changing and growing quickly as times goes by. Similar to the human growth, landforms kept on changing rapidly over years after years. For many centuries, geologists believed landscapes were formed through a long process known as uniformitarian- a â€Å"gradually† slow process of changing its landscapes toward its environments. Evidence of multiple catastrophism- a â€Å"speed† process of landform has been developed over the years, especially during the time of J. Harlen Bretz, a remarkable geologist who defied the scientific belief of his day and argued that sudden flood of almost unbelievable force rather than the slow uniform process. By recognizing the effects of catastrophic flooding on the Columbia Plateau of eastern Washington, the Missoula flood was brought upon the geologist community. The event of Missoula flood caused spectacular changes in landscapes. Even though thousands years of land erosion, scars of the flood still visible and noticeable. This significant event made remarkable changes in the geology, and guide us to a new level of understanding the causes of changes in the past leading to present and into the future as well. Landscapes around us significantly change because of the Missoula flood. Bretz began to realized the area of Puget Sound- area filled with valleys and complex drainage channels and had been covered by mountain glaciers - is made up of giant discarded river channels during the time of glaciers expansion nudged the drainage system southward. (p. 19) One of the places that Bretz visited was Columbia River Gorge, a stretch of steep river valley that cuts its way through the Cascade Mountains. (p. 27) Here Bretz found certain number of misfit rocks called erratics, a rock type that located distance away from their area of origin. Erractics not only came from the coast but the interior of Washington and Idaho. Found their way into the Columbia Gorge, their boulders have clearly avoided the usual breaking up and smoothing down that occurs to river tumbled rocks. Rolling, grinding, and polishing action did not transport these erractics, something irregular has occurred. Their sizes are a thousand times larger than the river gravels and are likely to be angular rather than smooth. At the same time, Bretz notices the oddness of its dry falls in the Columbia Gorge on the U.S. Geological Survey map of Quincy Basin, showed up clearly at the western end of the basin.

Skepticism and the Philosophy of Language in Early Modern Thought Essay

Skepticism and the Philosophy of Language in Early Modern Thought ABSTRACT: This paper discusses the importance of skeptical arguments for the philosophy of language in early modern thought. It contrasts the rationalist conception of language and knowledge with that of philosophers who adopt some sort of skeptical position, maintaining that these philosophers end up by giving language a greater importance than rationalists. The criticism of the rationalists' appeal to natural light is examined, as well as skeptical arguments limiting knowledge such as the so-called 'maker's knowledge' argument. This argument is then seen as capital for favoring a positive interpretation of the importance of language for knowledge. The revival of ancient skepticism in early XVIth century has been considered one of the major forces in the development of modern thought, especially as regards the discussion about the nature of knowledge and the sciences. Richard Popkin in his History of Skepticism from Erasmus to Spinoza (1979) has shown that skeptical arguments were influential in the attack against traditional scholastic conceptions of science, opening the way to the development of the new scientific method. The dispute between those who embraced skepticism and those who tried to refute or surpass it was central to the philosophical scene well into the XVIIIth century. However, the importance of the discussion of the nature and role of language in this process and its relation to skeptical arguments has scarcely been examined. My objective in this paper is to extend Popkin's analysis of the role of skepticism in the formation of modern thought to the consideration, in general lines, of some of the main features of early modern theories a... ...ld,A. et Nicole, P (1981). Logique, ou l'Art de Penser, Paris, Vrin. Descartes,R., (1996) RÃ ¨gles pour la direction de l'esprit, Principes de la Philosophie, in Ouevres, Paris,Vrin,. Kant,I. (1952) Critique of pure reason, Great Books of the Western World, Chicago, Encyclopedia Britannica. Jolley,N. (1988) The light of the soul, Oxford, Clarendon Press. Lennon, T. (1993) The battle of gods and giants, Princeton Univ.Press. Montaigne,M. (1952) Essais, Great Books of the Western World, Chicago, Encyclopedia Britannica. Perez-Ramos,A. (1988) Francis Bacon's idea of science and the maker's knowledge tradition, Oxford Univ.Press. Popkin,R. (1979) The history of scepticism from Erasmus to Spinoza, Berkeley & Los Angeles, Univ.of California Press. Zagorin, Perez (1984) "Vico's Theory of Knowledge: A Critique," Philosophical Quarterly, vol.34, no.134.

Deriving Meaning from William Carlos Williams, The Young Housewife Ess

Deriving Meaning from William Carlos Williams', The Young Housewife Everything depends on perspective. The uniqueness we bring to our reading is essential to the absorption of poems with Imagist elements. An example of this is the poem, "The Young Housewife", by William Carlos Williams. Perhaps it was a streak of laziness on my part, but I had very little imagination to offer this poem. Having had no experience as such, I didn't identify with the young housewife, the fish-man, the ice-man, or even the dramatically fallen leaf. What I initially saw was a jumble of thoughts arranged neatly into three very brief verses. The biographical information about the author provided in the Third Edition of the Heath Anthology of American Literature ¹ describes Williams' writings as reflections on the "...disjunction of modern life in broken lines and flashes of incomplete thought." Exactly. Only, I was left to wonder how it could be that this was meant by the biographer to be complimentary. Seems to me that somewhere along the way I picked up the notion that incomplete thoughts were a bad thing.... Granted, the concept of Imagism is not lost on me. Read after read of this poem led me to believe that it is very true that reality is created in the act of our perceiving it. I could take on any perspective or mindset and find applicable passages that would lend themselves wholeheartedly to whatever arguments of meaning I could come up with. Perhaps I have an imagination after all. Considering the lack of natural meaning that I initially got out of the poem, I ended up doing a systematic dissection of the lines to extract a meaning I could expound upon. Despite the fact that doing this meant go... ...ing. Here we have the husband taking action in his own way to ensure that his leaf remain not only under a watchful eye, but also under the thumb of his silent, yet ultimately draining, power. Little thought is obviously given to whether the leaf itself remains young and vibrant or if it slowly dries up. Williams use of visual writing enables the poem to close with a vivid flourish and a tone of smugness as the narrator finally passes by with a bow and a smile. You sense the crushing of another leaf whom he'd help to fall unwittingly. It's a stretch, yes, but when you read the poem with the sympathy this theory evokes, its meaning is changed and so too is your view. There's suddenly a reason for this poem. 1.) Lauter, Paul (1998). pg. The Heath Anthology of American Literature, Third Edition. Houghton Mifflin, New York, NY

Convergence of IP-Based Networks Essay

In the early days of the Internet, the only way to connect to the Web was by using a modem in conjunction with a dial-up connection. The modems, which stand for modulator-demodulator, were devices that converted analog signals into digital signals. Early modems operated at 1200 bps or bit/s per second to 2400 bps. Data transfer was slow and often unreliable. Today the Internet and the means to access the Internet has changed radically from the days of the modem. We now use lightning fast networks that include broadband, T1, satellite and digital wireless connections. The modernization of network technology has enabled the invention of cell phones, and other devices that allow users to access the Web and other networks from almost anywhere in the world and beyond. The advancement in network technology has led to its share of security risks. Attacks against networks, user’s personal information and corporate information have changed how the world deals with network security. The idea of Network Security is no longer an afterthought but the driving force in all network designs. IT managers are now concerned with securing data, ensuring only authorized end users have access to resources, and protecting the integrity of hardware, software and devices. A converged network has many of the same risks and susceptibility to threats as you might find if you were dealing with two separate networks. Denial of Service attacks against banks data storage servers could cause a lot of harm and potentially cause the loss of millions of dollars, Identification theft or loss of confidence for the organization. Converged networks place more information and resources in line with each other than would be found in having separate networks for each network needed to operate a company. This just means IT managers have to place all safeguards in one place. Wireless or mobile technology has added another dimension to information technology and information technology security. With the advent of cell phones, tablets and other Smart devices, many new challenges have evolved in the IT community. The manufacturers of these devices, in order to stay competitive,  have to consider the devices capabilities, cost, and what I think to be the most important aspect is, the security of the device. Mobile devices offer many opportunities in the modern work force that a person would not have with a desktop computer. Mobile devices offer flexibility that allows a person to work from virtually anywhere. The only limitation is network connectivity, and with a satellite connection this means the workplace is almost endless. Many companies are now moving in the direction of mobile technology but as with most new technologies the cost is high. In order for a company to fully integrate mobile technology they will need to perform a cost-benefit analysis and determine if the investment is justified. Data security and authentication processes/standards have been put place and are continually being updated that make mobile computing safe and reliable. These standards have made it easier and more cost effective for companies to operate across multiple platforms while maintaining system integrity, security and usability.

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