New British Library And Bps Andrew Field Development Construction Essay

New British Library And Bps Andrew Field Development Construction Essay The development business is extraordinary compared to other industry on the planet for conveying greatness in result. In United Kingdom we have a fabulous legacy of greatness in development returning to Victorian occasions with the surprising accomplishments of incredible designers. In any case, there has for quite some time been an acknowledgment that there is impressive extension for development in the manner development ventures are conveyed. Thinking back to the 1980s customers whined about execution of the business, the business grumbled about customers and a solid conviction that we general society were not getting an incentive for cash! The business was described by inadequately performing ventures, disappointed customers, low quality final result, ill-disposed connections among purchasers and providers, low net revenues and a cases culture, absence of interest in individuals and an unforeseen weakness and wellbeing record. Open area venture specifically were unavoidably conve yed late, costing far in overabundance of what was initially assessed, and regularly didn't meet people groups desires regarding execution, feel or lifecycle. To drive culture change we should move past development to a more extensive vision of the assembled condition , utilizing execution in different pieces of the economy to convey better personal satisfaction in lodging, transport, wellbeing, education㠢â‚ ¬Ã¢ ¦..etc. Perceiving that the moderately little direct development cost bigly affects in general business expenses and extreme incentive to the client. the social and natural results. Concentrate on the earth we should be a maintainability head and embrace carbon productivity. A green recuperation from the current downturn is required. With the end goal that youngsters who need a superior world can satisfy their points by joining the business to convey a low carbon economy Find a strong voice for the business. Organizations must work together to speak to the business to government and different partners. Concentrate on how we can help diminish government costs Adopt new plans of action discover approaches to impetuses long haul esteem creation Develop new pioneers who can impart their vision and drive culture change Integrate instruction and preparing to advance a more extensive comprehension of the manufactured condition. Get for esteem as opposed to most reduced value obtainment process should be all the more expertly oversaw Suppliers start to lead the pack in exhibiting how they can make extra esteem New British Library Point of British Library The point of British Library is to serve grant, exploration and venture. Their motivation to advance the headway in information through the correspondence of data and thoughts. So as to accomplish this they distinguish and react to clients requirements for a national library administrations; assemble, inventory and monitor the assortment; give passage to the universes information base; give authority and start co-usable projects for the national and worldwide exploration library network; and adventure their assortments in venturesome approaches to raise support for their exercises. Source: The British Library Corporate Plan 1995 Improvement of British Library The idea of British Library was set up in 1982, the development of first stage was begun at St Pancras. At the beginning time their was no financial plan for complete task and the cost affirmed stage by stage. This was not a productive practice for the executives. In 1988 Minister was concurred for  £300 millions as a money focus for stage 1A and furthermore  £150 millions for fulfillment stage. In 1991, the previous Committee of open Accounts were incredulous of the genuine omissions in the administration control and responsibility of the venture and chose the administration plans to be observed intently. The administration acknowledged the fundamental discoveries of board and affirmed that the normal fulfillment of new structure will hung on 1996 with in the money furthest reaches of  £450 millions yet in November serve expanded money cutoff to  £496 millions. It was normal that the entire structure ought to be finished in 1996 yet the culmination and handover dates of stage 1A changed multiple times since July 1991, in 1993 stage 1A was gotten ready for operational in the year yet the stage was finished in November 1995 yet no piece of the structure is presently expected to open until October 1997.the consummation deadline of stage 1A was slipped in light of distinguish and resolve specialized issues with the book racking, so as to discover how to manage cabling harms during establishment, how to manage weaknesses in the fire security frameworks, and to execute therapeutic works. BPs North Sea Andrew Field Development Proposed Idea Development In 1974 Andrew was found in 1974 of every 230 km NE of Aberdeen in 115 m water profundity, a generally little complex store, with evaluated 112million barrels of oil and 3.8 billion cu m of gas. It was proposed for advancement various occasions somewhere in the range of 1981 and 1988 yet in every case financially ugly. By 1991 community cooperation had comprehended the gas the board plan consolidating gas fare and re-infusion into the store. BP themselves didn't know of the means expected to arrive at their objective and needed to hold quick to their vision. They needed the offices temporary workers on board at the pre-endorse stage for them to set up an early feeling of proprietorship and to chip away at lessening the unsatisfactorily significant expense gauge of  £450m. BP moved away from a conventional offering process and built up a lot of 10 new models the Minimum Conditions of Satisfaction (MCOS) against which they would pass judgment on imminent applicants. The delicate archive at just 50 pages was the slimmest at any point created for a significant new Offshore turn of events. Earthy colored Root perceived that BP was not kidding and concocted its own reaction to BPs Minimum Conditions Of Satisfaction that would change conduct and decrease cost principal of these was a conclusion to man to man checking on the undertaking restricting the customer group to 20 and genuinely coordinating them was a piece of the conveyance of the venture. Temporary workers were mindful particularly with the MCOS necessitating that the improvement cost be restricted to  £270m. Impermanent grillage steelwork to help the structure during creation and burden out was decreased from 1100T to 300T sparing  £260k. A case of further participation among structure and creation was that the plan group delivered drawings for manufacture. Typically 300 essential drawings would be delivered. Rather just 30 were required with all creation drawings legitimately delivered from the CAD model sparing 12000 worker hours. At authorize the assessed worker hours for coat manufacture were 580,000 which was decreased to 500,000 by decrease in work scope. Notwithstanding, by more intelligent working inspired by the helpful environment and culture of the Alliance, Andrews Jacket was worked for under 440,000 worker hours. Approval gauges, in light of other run of the mill ventures, was 78 worker hours/ton The ultimate result for Andrew was 66 worker hours/ton. As various contractual workers would be working under various installment techniques repaid costs with fixed overhead and benefit and fixed single amount costs there was worry that albeit joint duty was required under the hazard and prize addition share framework, one gathering probably won't have impact over another in accomplishing the objective expense. Target cost concluded in Nov 93 at  £373m which included  £39m possibility approx 20% decrease in cost had been accomplished. What's more, first oil 3 months ahead of schedule, by Sep 96 Way the Both Projects Delivered In the difference of both the tasks like ;New British Library and BPs North Sea Andrew Field Development s venture both began nearly on same time and having same extent of cost. On account of British Library, time and cost of venture both over runs. the exhibition and detail of complex frameworks should be settle down right on time during plan, the library accepted that they were defended in returning to essential highlights of the structure when development was all around cutting edge. In their venture they didn't orchestrated quality individuals like draftsmen and different experts since they give the budgetary impetus to finish extends on schedule and with in financial plan. there was hazy meaning of obligations regarding investigations between Laing, the plan group, and the assistants of works. Their had been deficient arranging, bringing about adequate time being took into consideration examinations. Direction on handover strategies had been confounded, their were poor recogniza ble proof and recording of things to be redressed or as yet extraordinary. Subsequently, there had been vulnerability over the measure of work still to be done before a region could be given over additionally vulnerability over what bookshelving contractual workers were contracted to give: records of specialized conversations and understanding were not promptly available. To the extent BPs North Sea Andrew Field Development s venture was concern a completely coordinated group approach was finished with an addition share system to share hazard and prize. The possibility of conduct change as a basic element for progress had grabbed hold following input from another BP venture which proposed that the much talked about advantages of alliancing could prove to be fruitful whenever overseen accurately. They characterized their jobs, methodologies and standards. They focused on their exhibition and particular during the task. They conveyed their task on time since they observed the specialized issues, coincidental issues and climate gives that is the reason the venture finish on schedule and with in the focused on cost too Suggestions Book reference Refrences Building the Team (The Latham Report) (July 1994) Reconsidering Construction (The Egan Report) (Dec 1998) NAO Report HC362: Progress in Completing the New British Library (15 May 1996) Talk notes for EPM 934 Lecture 5 (accessible on City Space)

The Definition and Significance of the Walrasian Auctioneer

The Definition and Significance of the Walrasian Auctioneer A Walrasian barker is a theoretical market-creator who matches providers and demanders to get a solitary cost for a decent in impeccable rivalry. One envisions such a market-producer when displaying a market as having a solitary cost at which all gatherings can exchange. The Work of LonWaltras To comprehend the capacity and importance of the Walrasian barker in the investigation of financial aspects, one should initially comprehend the setting where the Walrasian salesperson shows up: the Walrasian closeout. The idea of the Walrasian sell off first showed up as the structure of French scientific financial expert Lã ©on Walras. Walras is popular in the field of financial matters for his plan of the minimal hypothesis of significant worth and the improvement of the general harmony hypothesis. It was because of a particular issue that in the end drives Walras to the work that would form into the hypothesis of general balance and the idea of the Walrasian closeout or market. Walrasâ set out to take care of an issue initially introduced by the French logician and mathematician Antoine Augustin Cournot. The issue was that while it could be built up that costs would liken to flexibly and request in singular markets, it couldn't be exhibited that such a balance existed in all business sectors simultaneously (a state also called general balance). Through his work, Walras in the long run built up an arrangement of synchronous conditions which at last introduced the idea of the Walrasian auction.â Walrasian Auctions and Auctioneers As presented by Là ©on Walas, a Walrasian sell off is a sort of synchronous sale in which each financial operator or entertainer ascertains the interest for a decent at each possible value at that point presents this data to the salesperson. With this data, the Walrasian barker sets the cost of the great to guarantee that the flexibly is comparable to the all out interest over the entirety of the specialists. This entirely coordinated gracefully and request are known as harmony, or general balance when the state exists by and large and over all business sectors, not simply the market for the positive qualities being referred to. Thusly, the Walrasian barker is the individual directing the Walrasian sell off who viably coordinates that flexibly and request dependent on the offers gave by the financial agents. Such a salesperson renders the way toward discovering exchanging openings great and sans cost which bring about ideal rivalry in the market. Inâ contrast, outside of a Walrasian activity, there may exist an inquiry issue in which there is a stochastic expense of finding an accomplice to exchange with and extra exchanges costs when one meets such a partner.â ​ One of the key standards of the Walrasian sell off is that its barker works inside the setting of great and complete data. The presence of both flawless data and no exchange costs eventually offers ascend to Walras idea ofâ tã ¢tonnement or the way toward recognizing the market clearing cost for all products to make sure about general harmony.

Applied Business Research And Ethics Human Themes

Question: Examine about theApplied Business Research and Ethicsfor Human Themes. Answer: Presentation Investigating wonders that involves human topics or benefactors assembles novel and tangled good, lawful, cultural notwithstanding policy centered issues. Explore morals are explicitly braced by technique for the assessment of good burdens, which might be raised while people are incorporated as individuals in inquire about. For the most part, look into morals has three desires. The essential and most stretched out goal is to make sure about human individuals. The following aim is guaranteeing the investigation is directed in a way, which serves journey for people, bunches just as the general population in comprehended. Inevitably, the 0.33% objective is to investigate uncommon examinations exercises and attempts for their moral adequacy, searching for example the association of danger, confirmation of arrangement and the method for instructed assent (Akyeampong, 2011). Ordinarily, ask about morals has routinely centered about issues in biomedical research. The utilization of studies morals to look at and analyze biomedical research has been amazingly a ton made at some stage in the latest century and has affected a marvelous a piece of the cutting edge rules and principles for the ethical direct of studies. Regardless, in humanities and sociology considers, various sorts of good issues rise. New and making systems for controlling examinations, for event, vehicle-ethnography and participatory interest explore increase imperative yet especially exceptional great burdens and obligations regarding researchers. Individuals are experiencing a length of mammoth exchange energy about the morals of related social assessment (Coon, 2016). From the time immediately after the second one world battle till the mid Nineties, there has been a piece by strategy for bit understanding about the key good conclude that need to underlie the test endeavor. Two marker events create (among a couple of others) as average of this settlement. The Nuremberg battling Crimes Trial taking after overall war II gave to supported detectable quality the manners in which German experts had utilized detainee human focuses as subjects in reliably dazzling tests. During the 1950s and 1960s, the Tuskegee Syphilis analyze (TSS) secured the retention of saw effective answer for syphilis from African-American benefactors who have been ruined. Activities like those controlled the reconsideration of good gauges and the dynamic difference in an assention that limit human subjects should have been protected from being associated as 'test subjects' in exploratory assessment. By the Nineteen Nineties, the development of the condition changed. Tumor patients and people with AIDS battle wholeheartedly with the remedial research foundation about the long time foreseen to get support for an entire examination into limit treatment prepares for dangerous burdens. To a great extent, it is the moral doubts of the previous thirty years that constrain this 'pass-slight' perspective. Conventional, we would, as a substitute peril, denying treatment for quite a while until we satisfy sufficient believe in a fix, instead of danger hurting trademark individuals (as inside the Nuremberg and Tuskegee occasions). In any case, presently, the individuals that have been debilitated with damaging issue were pointing out the examinations premise that they ought to have been guineas pigs, even underneath explore states of giant hazard. You had a couple extraordinarily vocal and powerful patient get-togethers that ought to have been investigated making in opposition to an ethical report framework that changed into intended to shield them from being inspected (George 2010). Despite reality that the most outrageous back and forth movement couple of years inside the morals of research were wild ones, it's far beginning to give some other accord is developing that involves the accomplice accumulates most prominent engaged by methods for an issue taking an interest all the more positively inside the significance of courses of action for explore. meanwhile as it is no more by technique for any stretch out of the creativity clean, at gift, what the new settlement will be, it's far evading on sure that it won't not fall at both persuading: making sure about towards human experimentation paying little mind to what instead of allowing any individual for what reason must willing be tried. Defense: Moral Apprehensions The kind of research for Company ABC in directing undeveloped cell investigate isn't known along these lines, this paper utilizes Qualitative Research. It is the methodology by and large associated with the social constructivist perspective which underscores the socially evolved nature of the real world. It is tied in with recording, inspecting and trying to uncover the more significant significance and centrality of human direct and experience, including clashing feelings, practices and emotions. According to Akyeampong (2011), various terms painting the core value of ethical quality which current cultural and remedial examinations premise have made to endeavor calm higher the increases of their investigations. The reliable rule of intentional recreation movement calls for people now not to be compelled in acknowledging research. This is especially basic in which experts had ahead believed 'detainee gathering's for their subjects - jails, schools, and spots that way. Positively reso lved to have the considered intentional hypothesis is the basic of educated assent. This infers approaching considers supporters ought to be completely instructed about the method and perils required in examines and should gracefully their agree to take an interest. Moral measures in like way necessitate that investigators now not put people in a condition wherein they may be in danger of beastliness taking into account their sponsorship. Harm can be depicted as each generous and academic. Two games are related with a specific stop expect to loosen up the protection of studies individuals. All investigations ensure the supporters security - they are ensured that spotting information will now not be made advantageous to any man or woman who isn't fundamentally included inside the discernment. The stricter broad is the standard of inconclusive quality, which infers that the part will remain astounding in the midst of the discernment - even to the researchers themselves (Guest, 2010). Taking into consideration Valid Moral Concerns Anyway when clear good gages and standards exist, there will be models while the need to do intriguing investigation props up for walks around towards the advantages of breaking point individuals. No relationship of guidelines can envision every ethical condition. Furthermore, there ought to be methods that ensure that examiners will consider all material good burdens in describing research arranges. To adjust to such wishes most noteworthy establishments and associations have calculated an Institutional assessment Board (IRB), a main gathering of the people who audits award proposal as for good results and picks whether extra moves ought to be made to ensure the success and advantages of individuals. With the guide of looking over suggestion for inquire about, IRBs in like way free both the association and the expert against limit generous repercussions of disregard to adjust to noteworthy good issues of individuals. Ethicists any place nowadays are attempted with the guide of issues that reflect overall issues in one of kind spaces, for instance, the direct of studies in creating stuff, the constraints of research remembering acquired texture and the security of protection for delicate of advances being developed and web limits. Stream basic disputes and difficulties in investigate morals contain the changing over mind of what establishes contemplates and along these strains require formal morals audit in Canada. The Ethics board, U.S., controls and checks crafted by learns at powers and peculiar degrees (Wood, 2011). The area of research morals is in scholarly, analytical and corporate settings, the developing multi-disciplinarily of studies encouraged undertakings, premiums, and issues made by escalated picked and normal affirmation approval. This, no chance, shapes a broad rundown of the sorts of live bothers there are in look into morals today. Near the epistemological and theoretical issues in this unique field, ethicists what's more go facing story bothers at the level of individual morals audits, fundamental issues identified with the associations in which morals considers outlines are done and social, authentic and political burdens resolved to have organization of research morals. Writing Review Test in Addition to Oversight Analysis The focal approach of control and diagram of research including people and creatures as subjects is standard for administrators. Beginning late, regardless, the articulation translational has come to delineate a line of research request foreseen that would loosen up from seat to bedside and past. This has featured that pondering great issues should start at the most dependable times of preclinical research. Morals in both research and clinical settings are best when it is preventive (Morehead et al, 2011). In this thankfulness, energetic microorganism look into isn't entrancing; primary microorganism examiners ought to get a few information about the orientation of their translational research as would some other biomedical pro. Oversight of cell-based mediations joins extra segments that, while adding multifaceted nature to the administrative technique, moreover make it less mentioning to take a long view, by obliging idea regarding the utilization of young microorganisms at all assessment stages. Developing loads for the smart clinical comprehension and commercialization of undifferentiated cell things underscore the estimation of this long assessment (Kuruvilla et al, 2012). The moral issues that all researchers go up against in th

Week 4 Biology DQ Term Paper - 275 Words

Mendel's Hypotheses. Why DNA Sequencing is Important? (Term Paper Sample) Content: Week 4 DQ Student's Name:Institution:Week 4 DQ Question 1. Mendels HypothesesGregor Mendels first hypothesis states that in any organism there is a pair of factors that controls the appearance of a given characteristic (Alberts, 2008). This can be stated that in the cells of any living organisms, there are substances that contain information which determines how the specific organism is and differentiate from all others. These substances occur in pairs. The second hypothesis states that an organism inherits these factors from its parents, one from each (Alberts, 2008). This means that these factors are transmissible from the parents and each parent contributes a factor from the pair. This is the hypothesis used in the paternity tests. The gene map from a child in question is compared with that of the father. Question 2. Why DNA Sequencing is ImportantThe basic blueprint for any organism is its gene sequence. This sequencing of the DNA has been so important in many fi elds of genetics and related disciplines. First, the DNA sequence is important in molecular medicine. It allows easy diagnosis of diseases through gene identification. Secondly, it is important in evolution studies and bio-archaeology. This is done through germline mutation lineages. Human migration and history has also been studied using DNA and chromosome inheritance sequences such as the study of Y chromosome inheritance to study male migration. The third importance is the use of DNA in forensic studies, identification of criminals and to exonerate wrongly accused individuals. This also extends to its use in identity revealing in cases of vict...

World War II Potsdam Conference and Agreement

Having concluded the Yalta Conference in February 1945, the Big Three Allied leaders, Franklin Roosevelt (United States), Winston Churchill (Great Britain), and Joseph Stalin (USSR) agreed to meet again following victory in Europe to determine postwar borders, negotiate treaties, and resolve issues pertaining to the handling of Germany. This planned meeting was to be their third gathering, the first having been the November 1943 Tehran Conference. With the German surrender on May 8, the leaders scheduled a conference in the German town of Potsdam for July. Changes Before and During the Potsdam Conference On April 12, Roosevelt died and Vice President Harry S. Truman ascended to the presidency. Though a relative neophyte in foreign affairs, Truman was significantly more suspicious of Stalins motives and desires in Eastern Europe than his predecessor. Departing for Potsdam with Secretary of State James Byrnes, Truman hoped to reverse some the concessions that Roosevelt had given Stalin in the name of maintaining Allied unity during the war. Meeting at the Schloss Cecilienhof, the talks began on July 17. Presiding over the conference, Truman was initially aided by Churchills experience in dealing with Stalin. This came to an abrupt halt on July 26 when Churchills Conservative Party was stunningly defeated in the 1945 general elections. Held on July 5, the announcement of the results was delayed in order to accurately count votes coming from British forces serving abroad. With Churchills defeat, Britains wartime leader was replaced by incoming Prime Minister Clement Attlee and new Foreign Secretary Ernest Bevin. Lacking Churchills vast experience and independent spirit, Attlee frequently deferred to Truman during the latter stages of the talks. As the conference began, Truman learned of the Trinity Test in New Mexico which signaled the successful completion of the Manhattan Project and the creation of the first atom bomb. Sharing this information with Stalin on July 24, he hoped that the new weapons existence would strengthen his hand in dealing with the Soviet leader. This new failed to impress Stalin as he had learned of the Manhattan Project through his spy network and was aware of its progress. Working to Create the Postwar World As talks commenced, the leaders confirmed that both Germany and Austria would be divided into four zones of occupation. Pressing on, Truman sought to mitigate the Soviet Unions demand for heavy reparations from Germany. Believing that the severe reparations levied by the post-World War I Treaty of Versailles had crippled the German economy leading the rise of the Nazis, Truman worked to limit war reparations. After extensive negotiations, it was agreed that Soviet reparations would be confined to their zone of occupation as well as 10% of the other zones surplus industrial capacity. The leaders also agreed that Germany should be demilitarized, identified and that all war criminals should be prosecuted. To achieve the first of these, industries associated with creating war materials were eliminated or reduced with the new German economy to be based on agriculture and domestic manufacturing. Among the controversial decisions to be reached at Potsdam were those pertaining to Poland. As part of the Potsdam talks, the U.S. and Britain agreed to recognize the Soviet-backed Provisional Government of National Unity rather than the Polish government-in-exile which had been based in London since 1939. In addition, Truman reluctantly agreed to accede to Soviet demands that Polands new western border lay along the Oder-Neisse Line. The use of these rivers to denote the new border saw Germany lose nearly a quarter of its prewar territory with most going to Poland and a large part of East Prussia to the Soviets. Though Bevin argued against the Oder-Neisse Line, Truman effectively traded this territory to gain concessions on the reparations issue. The transfer of this territory led to the displacement of large numbers of ethnic Germans and remained controversial for decades. In addition to these issues, the Potsdam Conference saw the Allies agree to the formation of a Council of Foreign Ministers that would prepare peace treaties with Germanys former allies. The Allied leaders also agreed to revise the 1936 Montreux Convention, which gave Turkey sole control over the Turkish Straits, that the U.S. and Britain would determine the government of Austria, and that Austria would not pay reparations. The results of the Potsdam Conference were formally presented in the Potsdam Agreement which was issued at the meetings end on August 2. The Potsdam Declaration On July 26, while at the Potsdam Conference, Churchill, Truman, and Nationalist Chinese leader Chiang Kai-Shek issued the Potsdam Declaration which outlined the terms of surrender for Japan. Reiterating the call for unconditional surrender, the Declaration stipulated that Japanese sovereignty was to be limited to the home islands, war criminals would be prosecuted, authoritarian government was to end, the military would be disarmed, and that an occupation would ensue. Despite these terms, it also emphasized that the Allies did not seek to destroy the Japanese as a people. Japan refused these terms despite an Allied threat that prompt and utter destruction would ensue. Reacting, to the Japanese, Truman ordered the atomic bomb to be used. The use of the new weapon on Hiroshima (August 6) and Nagasaki (August 9) ultimately led to the surrender of Japan on September 2. Departing Potsdam, the Allied leaders would not meet again. The frosting over of US-Soviet relations that began during the conference ultimately escalated in the Cold War. Selected Sources The Avalon Project, The Berlin (Potsdam) Conference, July 17-August 2, 1945

The Ottoman Empire And Islamic Terrorism - 1345 Words

Topical Essay 1 The Ottoman Empire and Islamic Terrorism Presented in Partial Fulfillment of the Requirements for Global Terrorism Florida International University By Melinda J. Persaud November 7, 2014 Introduction What is known today as modern-day Turkey, was once one of the most powerful empires in the world. They referred to this imperial state as the Ottoman Empire. The Purpose of the empire was to expand their territory, and spread their Islamic teachings. With this they had created a thirteenth century empire led by Osman, the founder of the Ottoman Empire. Osman surrounded himself with strong solders who specialized in ambushes, and hit and run tactics, they referred to these highly trained soldiers as â€Å"Janissaries†. The empire they built was the largest and most dominant of the Muslim empires. The decline of the Ottoman Empire led to terrorist movements, specifically Islamic terrorism. Wanting to spread their beliefs through violence, Islamic terrorist groups began to try to overpower certain nations. It not only existed in the later history but still seems to play a big role even today. This has spread throughout the world from the horrific tragedy of the World Trade Center all the way to the multiple bombings in the London Underground. One main terrorist group that has our focus today would be ISIS whose purpose is to create an Islamic state. This is only one example of a current Islamic terrorist group. Power, religion, and beliefs areShow MoreRelatedThe Ottoman Empire And Islamic Terrorism1193 Words   |  5 Pages The Ottoman Empire and Islamic Terrorism Florida International University By Melinda Persaud November 7, 2014 Introduction What is known today as modern-day Turkey, was once one of the most powerful empires in the world. They referred to this imperial state as the Ottoman Empire. 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After many years of restructuring Syria economics, social, and political fields, they combined the Ottoman, French, and Islamic laws up until the 1980’s. The criminal, civil,

Egyptian Love Poetry Essay Example For Students

Egyptian Love Poetry Essay Egyptian Love Potentiality Love Poetry The Egyptian love Story In are text was very Interesting, Its about a brother and sister love for each other. Even though there love for each other Is more than an ordinary brother and sister love, it more like a couple falling in love. Personally, find it to be very weird for a brother to be describing the site of his sister has his heart filled with joy and his heart is as happy in my breast as a red fish swimming in its pond. Just by eating that section of the poem you can tell these two are madly in love with each other. Plus, further along the text he states O, night, you are mine forever, since my sister has come In love to me In other word these two have reach the next chapter of their romance to a sexual level. In today society people would consider this to be incest, which is definitely disgusting. People with close relations shouldnt be having any sexual relationship. But if you get past the incest in this poem you can relate to this love story in today society. For this story to be created back in early Egyptian times its really similar to poems and books that we have today. Today we have thousands of romance poetry that talks about the love or loss or both. Also, they all attempt to capture mood and express the presence of the love and losses In the stories. For example, a story about first love will describe a boy that sees a young beautiful girl and immediately falls in love with her the first time he sets eyes on her. This kind of poetry will set a scene and mood in the beginning of the poem, then later n describe the over whelming emotions of love shared between the two. Pretty much no matter what era youre In, love is always going to be love. Even if its really wrong and has to be hidden from others. Anyone relate to any old or new love poetry. The Egyptian love poetry wouldnt have be accepted In today society because It between a brother and sister over powering love thats unusual for a brother and sister. But at the end of the day its still showing the passion these to two young people share and describing their love and keeping it a secret.

Manny Pizarro Jeff Birdsong, Instructor Introducti Essays

Manny Pizarro Jeff Birdsong, Instructor Introduction to Philosophy, PHIL1113 7 May 2015 Final In my opinion, the central theme of the movie To Kill a Mockingbird is the way innocence can be affected by evil. This is portrayed through Scout during the movie. Which, displayed Scout ' s innocence being affected by the racism she witnessed at the trail of Tom Robinson and experiences with people who lack morality. Rape cases back in the Great depression were different in which they lacked the medical technology that we have today and lacked a fair trail . Tom Robinson was a black man during a time of racism which made it more difficult on him because of his race . Even though evidence was shown that Mrs. Ewell forced herself on Tom Robinson and he refused . Bob Ewell saw Mrs. Ewell forcing herself on him and he automatically assumed the male Tom Robinson was raping the women Mrs. Ewell . The jury sided with Bob Ewell that Tom Ro binson did rape Mrs. Ewell. Society back then was racist towards African Americans which lead the jury to not believe the true innocence of Tom Robinson. Society believed that these rules needed to be maintained because they benefited society and help maintain order in the society . Society believed that the laws were moral right and helped improve society as a whole. The philosopher Irigary would feel strongly about this topic since, she believes we live in a male dominated culture. Scout, Atticus Finch ' s daughter, who is only six years old symbolizes innocence throughout the movie. At first, Scout is not aware of " the good " or " the bad " because she didn ' t have any experience in her life. Scout ' s first contact with " the bad " was at the trial where she experienced the true colors of racism. She went with her father to go to the trial and experienced how immoral racism was. Scout ' s experiences throughout the movie helped her grow in moral awareness and understanding. Scout grew in moral awareness and understanding by learning that people do things that are not always moral correct, also learning to understand that people do cruel things to other people in society. In addition, Scout learned to be more aware of people in society because of her experiences with the trail and in life. A young innocent cild, Scout ' s views were influenced and swayed by her experiences during the trial but also by her ability of consciousness about moral debate. Knowing her beliefs she was taught by her father a credible who man was defending a black man during a time when there was a lot of racism, helped Scout to grow in moral awareness and understanding. Sheriff ' s decision not to arrest Boo Radley reflected a higher justice because the real person guilty was Bob Ewell, who was killed by Boo Radley. Boo Radley was trying to protect the child from danger and murdered Bob Ewell only in self-defen se. The fact that Bob Ewell died reflects a higher justice because he deserved to die for immoral actions he had done. First, Bob Ewell was the reason why the innocent black man Tom Robinson was condemned to death, secondly he caused serious harm to Jem a young child, when he broke his arm. Boo Radley did what was moral right when he saved the children from Bob Ewell and a higher justice believed it as well in the Sheriff ' s decision not to arrest Boo Radley. In this story of innocents being destroyed by evil, the " mockingbird " comes to represent the idea of innocence. Thus, to kill a mockingbird is to destroy innocence. Throughout the movie, a number of characters can be identified as mockingbirds just on how they ' re innocents was injured or destroyed through contact with evil. Part 2 I believe that Thomas Aquinas would be in favor for death penalty. Aquinas believed that the state has the right to protect its citizens from enemies, both f rom within, and without. He believes the government has to the power to punish individuals who disobey. I believe Socrates

Free Essays on Social Pressures In “The Japanese Quince“

Social Pressures in â€Å"The Japanese Quince† In the early 1900s, there were many social classes and each person in that class was expected to abide by its rules. â€Å"The Japanese Quince† takes place in an area called â€Å"The City†, which was the financial and commercial center of London and was also a very distinct area for social classes. Mr. Nilson, a businessman, is restricted by certain social rules as he meets another businessman, Mr. Tandrum, in a garden while admiring a beautiful tree. These certain social pressures have an effect on Mr. Nilson in this story. One of these social pressures that affects Mr. Nilson is the social formality of being properly introduced to another person. His relationship with Mr. Tandrum is that they are neighbor and see each other every day but have never really been formal introduce to each other. When they both meet each other in the garden, they converse with each other by use of â€Å"small talk† instead of having a good conversation because of this social rule. Although they alike in so many ways and would probably become friends, the pressures from their society prevents this from ever becoming reality. In the end, they will never know if they could have become great friends because of this certain rule. Because of another pressure from Mr. Nilson social class, he can never show his emotions in public. The reason for this is his respected profession of being a businessman. In this society, businessmen were usually part of the upper middle class, which probably had one of the harshest social rules for being proper in public. In turn, Mr. Nilson probably could not express his emotions for the beauty of the tree while Mr. Tandrum was standing next to him. However, he expressed his true emotions while he was alone in the garden for a while stating that a spring day like this could not be any more perfect and beautiful. This explains how much he cared about protecting his image ... Free Essays on Social Pressures In â€Å"The Japanese Quinceâ€Å" Free Essays on Social Pressures In â€Å"The Japanese Quinceâ€Å" Social Pressures in â€Å"The Japanese Quince† In the early 1900s, there were many social classes and each person in that class was expected to abide by its rules. â€Å"The Japanese Quince† takes place in an area called â€Å"The City†, which was the financial and commercial center of London and was also a very distinct area for social classes. Mr. Nilson, a businessman, is restricted by certain social rules as he meets another businessman, Mr. Tandrum, in a garden while admiring a beautiful tree. These certain social pressures have an effect on Mr. Nilson in this story. One of these social pressures that affects Mr. Nilson is the social formality of being properly introduced to another person. His relationship with Mr. Tandrum is that they are neighbor and see each other every day but have never really been formal introduce to each other. When they both meet each other in the garden, they converse with each other by use of â€Å"small talk† instead of having a good conversation because of this social rule. Although they alike in so many ways and would probably become friends, the pressures from their society prevents this from ever becoming reality. In the end, they will never know if they could have become great friends because of this certain rule. Because of another pressure from Mr. Nilson social class, he can never show his emotions in public. The reason for this is his respected profession of being a businessman. In this society, businessmen were usually part of the upper middle class, which probably had one of the harshest social rules for being proper in public. In turn, Mr. Nilson probably could not express his emotions for the beauty of the tree while Mr. Tandrum was standing next to him. However, he expressed his true emotions while he was alone in the garden for a while stating that a spring day like this could not be any more perfect and beautiful. This explains how much he cared about protecting his image ...

Grades have been around for LONG TINE Research Paper

Grades have been around for LONG TINE - Research Paper Example This applies to both underperformers and great performers. For the former they get motivated to change their previous study method and improve while great performers get motivated to keep up their good performance. However, it should be noted that grading in some instances may discourage students especially if they are biased (Hargis, pg12). The second group is the parents who get the opportunity to provide guidance to their children based on the feedback. Like parents, teachers use the grading system to guide students, particularly with regard to their future career. Such is the case that teachers will employ grades when making initial decisions on student strengths and weaknesses. This serves as a first step when grouping them for instruction. The last group is the administrators that find grading handy in matters such as Placement when students transfer from one school to another, Student matriculation and retention, and Student entrance into college. Yes. Grading is very vital since it provides the feedback deemed important in assessing progress and making necessary educational plans (Moen, and Martin, pg7).I don’t think there is any other better way to assess student’s achievement and I propose grading systems should be maintained in all areas of

Day vs. Night Essay Example | Topics and Well Written Essays - 500 words

Day vs. Night - Essay Example In looking at these kinds of oppositions, it is sometimes helpful to discover the various ways in which the elements involved are similar in order to understand better about how they are actually different. When it comes to discussing ideas, we tend to try to lump things into a yes or no situation, black or white or day or night. When you look closer at the picture, though, there is often a lot more maybe, grey or dusk involved in the comparison. One opposition considered so opposite that they have nothing at all in common is the opposition of day and night. There are many ways in which day and night are similar. They are both required to make up a complete cycle of the earth for example. While the time period of one may be longer at one time of the year, it is generally shorter at another time so that the world is dark approximately half the time and light the other half the time. Both day and night are regulated in their duration by the rotation of the earth around the sun and are a natural part of the physical properties of the world. Life on earth has developed with a dependence upon these alternating cycles of light and darkness in order to survive. Some plants and animals depend upon the hours of sunlight to generate the energy they require to survive just as they require the hours of darkness as a time in which they are able to regenerate. However, different processes occur at night, making different plants and animals active during this period of time under the cover of darkness and rest during the daylight hours. Both day and n ight are bordered by periods of transition in which it is neither day nor night and they are both presided over by a heavenly body. Despite these similarities, though, it is true that there are at least as many differences between day and night as there are similarities. While day is presided over by the brilliant yellow light of the sun, the night is ruled by the reflected blue light of the moon. Although the

Quitting is not an option Essay Example for Free

Quitting is not an option Essay Quitting Is Not An Option As a little girl I always dreamt of becoming my own boss at a young age. The thought of following other people rules bothered me; I did know that in order to get where I wanted to be in life I had to start somewhere. So I told myself that after high school I had to go to college, and work and save. I decide to pursue my degrees in Business Management and Accounting, because, I enjoy using money, working with others, helping people solve their money issues and helping them getting back on the right the track, as well as making people happy. I see it as if I have the knowledge and the education of what Im doing, I dont have to worry about anyone using me or stealing from me; Ill be able to take care of my own finances. Having a B.A. in Business Management will impact my life in a positive way, by giving me a hands up in my dreams of becoming my own boss at an young age, as well as living my life comfortably. Due to my dreams in life, and where I want to be I chose not to give up even when things are stressful at times. Giving up on my educational goals is not an option because, I know that if I dont have a degree, my life will not go anywhere, and I will just work at dead-end jobs. Not only do I want to want to go college and get a B.A. but I want to get excellent grades, and become an honor student. Im committed to sticking with my degree and working with Monroe College to help me succeed and graduate. Having a lot of money, and time invested in my success, I cant allow quitting to be an option. Looking forward to having a great experience and continue to grow in my career while attending Monroe College. Having great support from my professors, when struggling with an assignment, I feel I should be able to email or talk on the phone with them without feeling embarrassed. If i found out that my future self was trying to quit due to an stressful situation, I will let her know that life gets hard but giving up makes it even harder, and if you give up you will be stuck living life struggling, and living pay check to pay check with no relief to the stress. Living and learning is part of life, but quitting wont allow you to learn or live the  life that you want for yourself and your future family.

Hollowicked and Arcane Battle Against One Another Essay -- Fantasy Genr

In the following, I will analyse the film Arcane in order to clarify whether it constitutes a fantasy genre. To do so I will concentrate on the characteristics of a fantasy genre. How it can be recognised. Fantasies are what depart from our understanding of reality. To answer the initial question, a closer analysis of the structural elements (cinematography), the narrative approach and the theme of Arcane will disclose if it departs significantly from our understanding of reality. Only if I can discover the answer to this question to be proven, it is possible to proceed with the following question. Nochimson (2010) stated, â€Å"Hollywood trains us to expect escapism, to enter into a fantasy world where the colours are brighter, all desires are fulfilled, and there are know obstacles that the hero cant overcome.† The first scene of analysis is the opening scene, for the very reason that it shapes the audience’s expectations of what is to come. From a cinematography point of view, there is a great use of abstract dark colours, like the unusual metallic blue used to give a night-time effect. Arcane is in his astounding costume and Valerie’s opposite him walking slowly towards each other through the overpowering rain. The actions taken place already suggest a significant departure from reality, as it is very hard to identify with the depicted surrounding and its properties which seems to create an unrealistic atmosphere. Through the use of jump cuts this atmosphere is enhanced: they disrupt the continuity (Brown 2002) of the viewer’s perception and therefore add to this feeling of estrangement and awkwardness. Subsequently we end up in Nick’s bedroom upon waking from his dream. Between the two scenes the colours used give a clea... ...ut his desires. The moral of the story is that he learns that friendship is more important. Striving to get with the girl, Nick grows as a character. D.Ledesma mentioned, â€Å"Quests help the characters to grow as they strive for an object or ideal. The struggles between opposing forces are to achieve or restore balance to the world. Themes of heroism and coming of age bring about growth in characters. Other themes appear in Fantasy but these are the major ones† Given the definition of fantasy, it is fairly clear to claim that it is highly probable for the film to constitute a fantasy genre, because all scenes analysed from above and the short comparison with Brazil displayed a significant departure from reality. Having discovered that the elements needed for a film to constitute a fantasy genre are present in Arcane, I am now able to move on to the next question.

Job Enrichment

Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review Job Enrichment Based on a major study of High Performance Work Practices (HPWPs) in North America by Appelbaum et al. (2000) found that new forms of job design provided production line employees with the opportunity to contribute increased discretionary effort and to participate in workplace problem-solving. These researchers provided empirical evidence that conscious efforts by employers to increase employee discretion and job autonomy resulted in improved job satisfaction for employees and higher levels of organizational performance (Appelbaum et al. 000). Workforce involvement in decision-making may also be consistent with job enrichment practices (Spence Laschinger et al. 2004). Job enrichment involves providing increased levels of responsibility to lower level employees, including the delegation of work tasks previously undertaken by supervisors, and the provision of increasingly skilled tasks to line employees.The theoretical basis for enrichment efforts is Hackman and Oldham's (1975) ‘ job characteristics' model, which explores how a combination of specific job characteristics such as skill variety and task significance affect the individual's experience of meaningful work and their sense of responsibility for work outcomes. These characteristics have, in turn, been linked to improvements in work motivation, job satisfaction and work quality, reduced absenteeism and lower labour turnover (Ford 1969; Hackman et al. 1975).However, job enrichment has received wide publicity but has not always produced favourable results in the workplace. A great deal of debate exists over the benefits and limitations of job enrichment: it clearly is not for everyone. Ralph Brown (2004) summed it up very nicely: Some people are very resistant to more responsibilities or to opportunities for personal growth. Researchers report that some people they expected to resist seized the opportunity. Enriching jobs is a particularly effective way to develop employees provided the jobs are truly enriched, not just more work for them to do.The disadvantages are that job enrichment may lead to greater work pressure and that employees have to start performing tasks which were not originally required of them. Job design: Job design is the specification of the content of a job, the material and equipment required to do the job, and the relation of the job to other jobs. A well-designed job promotes the achievement of the organization’s strategic business objectives by structuring work so it integrates management requirements for efficiency and employee needs for satisfaction.Thus, effective job design presents a major challenge for the HR manager. And job enrichment is one of the methods of job design. Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Hertzberg in the 1950s. It can be contrasted to job enlargement which simply increa ses the number of tasks without changing the challenge. As such job enrichment has been described as ‘vertical loading' increases the complexity of work to promote interest.Thus, job enrichment builds motivating factors into the job content by: combing tasks, establishing client relationships, creating natural work units, expanding jobs vertically and opening feedback channels. Supporter: Patterson, West and Wail (2004) found that firms providing lower level employees with job enrichment and skill enhancement experienced a significant boost in productivity and profitability. A Sri Lankan study of the impact of introducing self managed teams in a large textile mill reported increased productivity, higher product quality, lower reject rates and higher employee satisfaction.The process of delegating increased decision-making responsibility to workplace teams changed the organization’s structures, decision making processes and job design at workplace level, with increased l evels of empowerment and training being provided to team members (Jayawardana and Fonseka 1996). Nevertheless, the potential for improved performance outcomes to follow the provision of increased employee input into workplace decision-making relies on employee acceptance of the relevance of these practices and on the existence of a climate of involvement.One means of creating this climate is to appoint work group leaders who will model the behaviours valued by the organisation, and who are also able to motivate employees to mirror these behaviours (Richards and Vandenberg 2005). In Sri Lanka's Garment Industry, the manager introduced process controllers into the three production lines from January to April 2002; line employees underwent a series of training programs. The training focused on the company's customers and products, the production process and techniques related to increasing quality and problem-solving.The sessions were conducted by the plant manager, the quality assuran ce manager and the work study manager. Each session was followed by a discussion with production line members. The training programs lasted for two hours after work, with all line employees paid for their participation. At production meetings, held once a week, line employees were given feedback on their performance, in particular in relation to line efficiency and end-line rejects. During the initial training, production line employees were given a briefing on market conditions in the industry and customer requirements.They were also provided with an opportunity to study their line's performance for the previous three months in relation to on-time delivery, total rejects and customer returns. The training provided encouraged employees to take responsibility for performance outcomes such as product reject rates and on-standard efficiency levels. The training manager provided feedback to line employees where the performance of one production line lagged that of the organisation as a whole. The training also addressed skill development, the organisation of work and the use of computer-aided information systems and quality control systems.Each machine was equipped with a computer terminal, which gave details of efficiency standards, losses, stoppages and earnings based on incentive payments. The case explored the impact of a job enrichment initiative to devolve increased responsibility for monitoring workplace productivity, product quality and workforce attendance to line employees. We found that the introduction of process controllers generated substantial improvements in LM Collection's performance over this period.Efficiency levels rose from 41 per cent to 61 per cent and product rejects declined from 10 per cent to 2 per cent, while absenteeism levels declined from almost 10 per cent to 2. 4 per cent by March 2003. On the whole, productivity levels improved, product quality increased and workforce absence and turnover episodes declined over the period of this study. Critiques: In the other hand, there are drawbacks of job enrichment when the HR managers do not think about the matters from employees, and no one seems to mention the costs.In some employees eyes, the job enrichment is merely an enforce change to jobs in order for the organisation to obtain higher productivity from its workers. With the pressure of more responsibilities and tasks, the employees may not have enough time to give the feedback of performance. Either actually the workers do not want enriched their jobs or the job is not that easy to enrich. . Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy.Some of these effects are boredom, lack of flexibility, and employee dissatisfaction (Leach & Wall, 2004). The underlying principle is to expand the scope of the job with a greater variety of tasks, vertical in nature, that require self-sufficiency. Since the goal is to give the individual exposure to tasks normally reserved for differently focused or higher positions, merely adding more of the same responsibilities related to an employee's current position are not considered job enrichment.Job enrichment can only be truly successful if planning includes support for all phases of the initiative. Ohio State University Extension began a job enrichment program in 1992 and surveyed the participants five years later. The results, broken down into 3 sub-buckets of data beyond the main grouping of advantages/disadvantages as shown in Table 1, indicate the University had not fully considered the planning and administrative aspects of the program (Fourman and Jones, 1997).While the benefits are seemingly obvious, programs fail not because of a lack of benefits, but rather due to implementation problems. These problems can include a perception of too great a cost, lack of long-term commitment of resources, and potential job classification changes (Cunningham and Eberle, 1990). In order for a job enrichment program to produce positive results, worker needs and organizational needs must be analyzed and acted upon. According to Cunningham and Eberle (1990), before an enrichment program is begun, the following questions should be asked: 1.Do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn? 2. What techniques can be implemented without changing the job classification plan? 3. What techniques would require changes in the job classification plan? A job enrichment program can be a very effective intervention in some situations where a Performance Technician is faced with a request for motivational training. Conclusion:In my opinion, job enrichment can bring about improvement in both job performance and job satisfaction. A survey of almost 100 research studies found job enrichment resulted in greater productivity, improved product quality, fewer employee grievances, improved worker att itudes; reduce absenteeism and labour turnover, and lower costs. Therefore, improved quality of working life brought about by job enrichment has not only social benefits but also bottom-line benefits to the organization. Job Enrichment Organizational Behavior Concept: Job Enrichment Jared Stern Introduction The concept of Job Enrichment is a very broad theory within the field of organizational behavior that is applicable within all sectors of organization. Used synonymously with â€Å"job enlargement†, the term job enrichment refers to different methods that are aimed at increasing employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.Research studies conducted on Job Enrichment and its influence on employee productivity date back to the 1950s and 1960s and throughout those years a wide variety of methods have emerged. Most commonly job enrichment is attributed to the process of job redesign in order to reverse the negative effects monotony of employee tasks, which will include boredom, lack of autonomy and dissatisfaction. Other variances of job enrichment include providing worker incentives by involving the employee in the decision making process, the implementation of quality work groups and team building, and job independence as an incentive to increase productivity.Evolution of the concept of Job Enrichment Beginning in the middle of the 20th century up until present day, the theory of job enrichment has offered many compelling concepts to increase employee productivity while simultaneously enriching the employees work experience, all of which remain applicable today. The early works which established Job enrichment among organizational behavior theorists was Frederick Herzberg’s â€Å"Hygiene Theory† and Hackman and Oldham’s â€Å"Job Characteristic Model†.The Hygiene Theory The central figure in developing the theory of job enrichment within the framework of organizational behavior was Frederick Herzberg who’s pivotal â€Å"Hygiene Theory† has contributed a solid basis and foundation for subsequent generations to expand upon. According to Herzberg, for a worker to be happy and therefore productive the environmental factors of his workplace must not cause him discomfort. Herzberg further asserts that although providing employees with a more comfortable environment may in turn make them more productive, this does not necessarily mean they will be motivated to perform their duties.Simonds & Orife, 1975) Herzberg believed that the process of motivating workers is by enhancing their feeling of responsibility and connection to their work. In this case, Herzberg proclaims that it is the work itself that is rewarding. Managers can help the employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback. The Job Characteristics Model In 1975 Hackman and Oldham advanced the ideas of Herzberg by introducing what they called â€Å"The Job Characteristics Model†. This model is formulated on the assumption that if five core job characteristics are present, thre e psychological states critical to motivation are produced, resulting in positive outcomes. † (Griffin, Patterson, & West, 2001) The five core job characteristics consist of skill variety, task identity, task significance, autonomy, and feedback. Hackman and Oldham state that the three psychological states that motivation is dependent upon are experienced meaningfulness of work, responsibility for work outcomes, and knowledge of results. Hackman andOldham then proclaim that to the degree that these psychological states are present, high personal employee work motivation will result. Relevance of Job Enrichment in 2007 The early works of Herzberg and Hackman & Oldham have provided a feasible and effective framework for increasing employee productivity through job enrichment that is just as applicable today as it was when their research was first conducted. Within the past half century there have been numerous researches conducted that provides useful empirical evidence to illus trate the rewards and benefits of job enrichment.We will further discuss each method that an organization can implement in an attempt to improve worker productivity through job implementation. Employee autonomy In a study analyzing job independence as an incentive device to increase employee productivity, Kay Mitusch emphasizes that when employee autonomy is present it can compensate for an organization lacking an extrinsic reward program yet still remain productive. â€Å"This is pivotal for explaining why workers in independent, responsible jobs are willing to invest in their jobs even if there is no reliable, formalized system of rewarding them. (Mitusch, 2000) To provide further evidence of the success of employee autonomy as a method of job enrichment Griffin, Patterson, and West explored the relationship between teams and satisfaction using data from a large research project in the U. K. that investigated management practices and employee attitudes in manufacturing companies. The researchers conducted this study by distributing a questionnaire survey which asked them to rank their preferred working conditions in response to hypothetical situations which were designed to relate to their actual work duties.The study showed that â€Å"job enrichment was positively related to job autonomy but was not significantly related to perceptions of supervisory support. † (Griffin, Patterson, and West, 2001) The researchers also concluded that â€Å"while both autonomy and supervisory support were important positive influences on job satisfaction, the positive association of teamwork on job autonomy was explained by job enrichment that accompanied teamwork and could not be attributed to teamwork itself. (Griffin, Patterson, and West, 2001) This data shows that by simply trusting an employee’s expertise at his or her job and allowing them to operate more independently an employee will develop an increased level of job satisfaction and in turn increase t he productive output of that worker. Skill Variety Another technique to enrich an employee’s work experience is to utilize employees with a wide range of skills so they can apply them to their daily work routine.In his article White Collar Job Enrichment: The Pay Board Experience, Tim McNamar explored the Pay Board’s experience with job enrichment. By replacing a traditional method of processing cases with an approach built around work groups performing interrelated tasks, it increased productivity, provided better motivation, and vastly improved opportunities for individual self-actualization and esteem. † (McNamar, 1973) By changing the previous operational procedures and by allowing employees to engage in more of a shared task structure, the Pay Board experienced increased productivity across the spectrum. The decision to adopt a team concept for case management was not due to any of the traditional reasons given for blue collar job enrichment – high ab senteeism, low morale, and the like. Rather, it was instituted in hopes that it would drastically increase productivity. Nevertheless, the approach turned out to provide a variety of benefits, many of which directly related to the question of job enrichment. † (McNamar, 1973) Also, the inclusion of employees in critical decisions that will effect the organization as a whole, shows improvement in the employee’s orale regarding their importance within the organization and in turn increase their motivation.â€Å"In general, research on participative decision making has found that participation improves employees’ attitudes and increases their organizational commitment and job satisfaction. † (DeLancer Julnes, 2001) Job Feedback Another key aspect of job enrichment can be achieved through the simple process of providing employees with useful feedback concerning the work performance along with clearly established expectations. Job enrichment focuses on creating individual tasks that give people feedback, increase their influence how work is done, require them to use a variety of skills, and give them a whole piece of work. † (Mohrman, Lawler, Mohrman, 1992) Task significance and task identity The installation of job enrichment by way of task significance is the extent to which an employee’s work has a meaningful impact on other jobs in the same workplace.This can be accomplished with the installation of teams within the employee work population. Teamwork typically involves groups of interdependent employees who work cooperatively to achieve group outcomes. Effective team implementation can enhance the motivational properties of work and increase job satisfaction. † (Griffin, Patterson, and West, 2001) A direct correlation between task significance and task identity can be seen by the use of teams and specific job duties. The idea of task identity is the measure to which the job requires completion of a number of whole a nd identifiable pieces of work. Theoretically, the choice between teams and individual job enrichment should be made based upon the technology of the workplace. Teams are more complicated to build and to maintain, but may be necessary if the work is such that no one individual can do a whole part of it and get feedback about it. Teams are often appropriate, for example, in process production facilities such as a chemical plants and oil refineries and in complex service organizations such as banks and airlines.Where the technology allows an individual to do a whole task or offer a whole service, individual designs are preferred because they are simpler to install and give the individual more direct feedback. † (Mohrman, Lawler, Mohrman , 1992) The city of Rockville, MD conducted an experiment where managers and line staff collaborated in the decision making process and the result was astonishing, including cost savings, improvement of morale and the appreciation of the need for productivity within the organization increased. The key ingredients in the program’s success was the consultation with supervisors and employees and their involvement in selecting the projects. † (Hobbs, 1976) Counter argument of job enrichment Despite all of the overwhelming evidence of the success that is attributed in implementing job enrichment programs there is a minority of speculators that job enrichment is not always the best option when an organization’s sole objective is to reduce costs. The possible increase in the satisfaction of the employees is probably not a sufficient reason for managers to support job enrichment programs. A survey by Reif and Schoderbek showed that the main objective of top management in companies introducing job enrichment programs was to reduce costs. Hence, management support for a new job design approach has to be gained through a cost-benefit treatment to job design. † (Globerson, 1977) If a company’s sole aim is to reduce costs then investing in your current work force might not be the preferable avenue.However, if an organization or company is interested in fully utilizing its talented workforce and provide increased worker motivation and in turn increase worker productivity, then adopting a job enrichment program is the most effective option. Conclusion Throughout the last few decades, the implementation of a job enrichment program has successfully shown to increase employee’s job motivation, satisfaction, self-worth, in an attempt to ultimately increase the overall employee productivity within the organization.No matter what the function or sector of an organization whether it be a government agency, non-profit organization, or company operating within the private sector, the implementation of job enrichment into your organization will result in the key areas of employee production and worker motivation. It is obvious through years of conducted research that a happy and motivat ed workforce coupled with an effective and flexible management will ultimately result in a highly productive organization.Works Cited Albers Mohrman, Susan, Lawler III, Edward E. , Mohrman, Allan M. 992. â€Å"Applying Employee Involvement in Schools. † Educational Evaluation and Policy Analysis DeLancer Julnes, Patria. 2001. â€Å"Does Participation Increase Perceptions of Usefulness? † Public Performance & Management Review Globerson, Shlomo. 1977. â€Å"The Just Noticeable Difference in Complexity of Jobs. † Management Science Griffin, Mark A. , Patterson, Malcolm G. , and West, Michael A. 2001. â€Å"Job Satisfaction and Teamwork: The Role of Supervisor Support† Journal of Organizational Behavior Hobbs, Daniel D. â€Å"Productivity Through Worker Incentive and Satisfaction. Public Productivity Review King, Albert S. 1974. â€Å"Expectation Effects in Organizational Change. † Administrative Science Quarterly McNamar, Tim. 1973. â€Å"White Col lar Job Enrichment: The Pay Board Experience. † Public Administration Review Mitusch, Kay. 2000. â€Å"Job Independence as an Incentive Device. † Economica Simonds, Rollin H. and Orife, John N. 1975. â€Å"Worker Behavior Versus Enrichment Theory. † Administrative Science Quarterly Staudohar, Paul D. 1975. â€Å"An Experiment in Increasing Productivity of Police Service Employees† Public Administration Review

Description Of Group s Content - 1384 Words

Description of Group’s Content The group attended was an educational group meeting where the participants in attendance were all adults. The adult participants in this meeting varied in ages, with the majority of them being between the ages of twenty-three and forty. Therefore, it can be concluded, the meeting was not intended to be age restricted. In this meeting, there were a total of thirty participants; twenty-nine of the participants being of African-American decent and one being of Caucasian decent. Seating arrangements were left up to participants, therefore, they were able to decide where they wanted to sit on their own. The location of this group meeting took place at Top Notch BBQ restaurant, where table booths are located on the opposite side of the restaurant’s main entrance. There were ten adults who chose to sit at the table booths during the meeting. 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