Critically evaluate the global enviromental governance of climate Essay

Critically evaluate the global enviromental governance of climate change - Essay Example With all these aspects evident in modern society, various stakeholders in the society have become increasingly involved in looking for the best ways to address global environmental threats. The global strategies that have been identified and used in addressing environmental threats constitute various approaches adopted and facilitated by communities, environmental groups, international businesses, and organizations (Speth and Haas, 2007). These global strategies constitute global environmental governance, which constitutes diverse efforts and strategies aimed at policy-making and government initiatives. The primary objective of such initiatives is to look and suggest for ways of preserving global environment while ensuring environmental sustainability (Speth and Haas, 2007). The performance of global environmental governance across the world varies, and the process has been characterised by numerous challenges, instances of success, and moments of failures. Therefore, it becomes impo rtant to evaluate the global environmental governance with the aim of identifying and suggesting strategies that can be used to improve the process. Global Environmental Governance Evidence is profound concerning the geometric increase in human population, while resources available remain constant or increase arithmetically. The net effect of this increasing imbalance in the world is the pressure exerted on the available resources and constant degradation of the environment. Human activities in modern world are characterised by increased degradation of the environment, including deforestation and reduction in vegetation to give way for infrastructural development, pollution of air and water resources, and destruction of natural fauna and flora habitats and water catchment sources. Increase in these problems has forced different stakeholders at the global level to come out and strongly advocate for proper resource management and adequate preservation of the environment through adopti on of diverse strategies at the global level (Harris, 2012). Global environmental governance has numerous definitions. For example, Speth and Haas (2007) regard global environmental governance to be the total sum of all different strategies that individuals, institutions, and other stakeholders initiate in order to manage the common affairs of environmental matters. In most cases, global environmental governance involves a collaborative cooperation between governments, NGOs, citizens’ movements, multinational corporations, global mass media, and global capital markets in undertaking management, preservation, and sustainability of the environment through rule and regulation enforcement and compliance (Winter, 2006). Similarly, Levy and Newell (2005) perceive global environmental governance to constitute a broad range of political, economic, and social structures and processes that largely shape and limit actors’ behavior towards the environment. In this manner, environm ental governance at global level can be seen to include different strateg

Discuss any two major factors that contributed to the scramble for and Essay

Discuss any two major factors that contributed to the scramble for and acquisition of African colonies in the late nineteenth-century - Essay Example like French used assimilation policy to rule, Africans were illiterate and their dressing code was skins and tree barks, Africans also believed in their own traditional God they had sacred places for worshiping and worshiped physical features and land marks for example in East Africa in a country called Kenya a tribe called the ‘Agikuyu’ who lived on the slopes of Mount Kenya originally known as Mount ‘Kirinyaga’. African who lived around the Mountain worshiped the mountain as their God they had no religion at all they only worshiped the mountain and believed that God was lived at the top of the mountain. The first European to see Mount Kenya was a missionary called Dr Living Stone who was spreading Christian religion around that place on 19th century. Most of the Europeans powers wanted to convert African to Christianity and all those who had been converted to Muslim by the Arabs who had visited Africa in the early 15th century the also knew Africa as a ‘dark’ continent where no religion existed they had no information that Africans had their own traditions and believes, they only wanted to introduce Christianity so as to compete with Muslims and Arabs in Africa and other parts of the world. By the end of 19th century there was an industrial revolution back in European countries and therefore the Europeans mainly come to Africa in search of raw materials to supply and meet the demands to their industries back at home, some of the row materials include cotton, coffee and the minerals include the gold and diamond-rich from Southern Africa and Egypt, and animal products like hides and skins making shoes and many other industrial use and ivory for making ornaments. The European also had come along with there own goods and wanted to exploit and obtain market for their own goods which the Africans were lacking this include cloths weapons like guns and gun powder, beads glassware and many others. The Europeans invested heavily in the mining

Carrots Essay Example for Free

Carrots Essay Carrots is a root vegetable that originated in Afghanistan over 5000 years ago for there seeds and leaves. But today carrots are enjoyed for their fresh delicious flavours coming in all shapes and sizes in a variation of different colours like orange, red, yellow, purple, and white. Carrots can be purchased in all kinds of forms shredded, baby carrot, diced, sliced, regular size with leaf on or leaf off. Carrots can be stored in the fridge for up to 3 months but to prevent spoilage remove green leaves because the leaves draw moisture from the root causing carrots to dry out. Also carrots should be stored away from apples because they give off ethylene gas which causes carrots to become bitter. Purchasing carrots from the grocery store should be dried off if they are wet and tightly sealed in a plastic bag, what this does is it increases the nutrition value. Carrots contain B-carotene (a source of vitamin A), also it has fibres, anti-oxidants, minerals, calcium, potassium, magnesium, vitamins C,K and B6, also carrots helps improve eye sight, skin nourishment, hair growth, and reduces the risk of heart disease, and cancer. Carrots have many alternative ways they can be used like chopped for mirepoix, blended for drinks, boiled for soups stews, fried for stir fry, steamed for side dishes, gratered for carrot cake, beauty remedies for hair skin, or simply eaten raw. There are many recipes for carrots like carrot cake, glazed carrots, or ginger carrot soup. References www. carrotmuseum. com. uk www. foodnetwork. com / www. marthastewart. com (recipes)

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual

Chemistry Term Paper :: essays research papers

Organic chemistry is the study of essentially all substances containing carbon. Organic compounds that contain only carbon and hydrogen are called hydrocarbons. The simplest hydrocarbons are the alkanes which contain only single covalent bonds. Methane is the simplest alkane. It is also the major component of natural gas. Methane contains only 1 carbon in the molecular formula and the structural formula. There is ethane which is 2 carbons, propane that is 3, butane which is 4, pentane which is 5 and so on. There are also alkenes. Alkenes are hydrocarbons containing carbon-carbon double covalent bonds, and last but not least there is the alkynes which are hydrocarbons containing carbon-carbon triple covalent bonds. They also have different names. Alkanes end with –ane. Alkenes end with –ene, and alkynes end with –yne. In organic chemistry there are also isomers, isomers are One of two or more compounds that have the same chemical formula but different arrangement s of the atoms within the molecules and that may have different physical/chemical properties. For example, CH3OCH3 and C2H5OH are isomers. They both have the same amount of carbon atoms but are arranged differently. Organic chemistry is used EVERYWHERE. For example methane, which is a gas produced by flatulence, that gas is also found in marshes.   Ã‚  Ã‚  Ã‚  Ã‚  An acid is a compound that produces hydrogen ions when dissolved in water. Therefore, the chemical formulas of acids are of the general form HX, where X is a monatomic or polyatomic ion. When the name of the anion ends in –ide, the acid name begins with the prefix hydro-. The stem of the anion has the suffix –ic and is followed by the word acid. Therefore, HCL is named hydrochloric acid. When the anion name ends in –ite, the acid name is the stem of the anion with the suffix –ous, followed by the word acid. Thus H2SO3 is named sulfurous acid. When the anion name ends in –ate, the acid name is the stem of the anion with the suffix –ic, followed by the word acid. Thus HNO3 is named Nitric acid. A base is a compound that produced hydroxide ions when dissolved in water. Ionic compounds that are bases are named in the same way as any other ionic compound—the name of the cation followed by the name of the anion. For examp le, NaOH a base used in making soap and detergents is called sodium hydroxide.

Essay --

The World Bank is a specialized agencies of the United Nations. Their stated purpose is to reduce poverty through low-interest loans, interest-free loans at banking and economic aid to developing nations. It is consist of 185 members. This organization was created in 1944 and it is headquartered at Washington, DC, United States. The World Bank Group have five specialized multilateral agencies of the United Nations: 1. The International Bank for Reconstruction and Development (IBRD) have 185 member countries. It was created in 1945, aims to achieve poverty reduction in developing countries and middle-income and creditworthy, providing financial advice on economic management. Certainly is the main branch of the World Bank Group, having to belong to him for membership of any of the following organizations. (Learn Economics) 2. The International Development Association (IDA) have as member to 166 countries. It was created in 1960, the members of this association made contributions that allow the World Bank (WB) provide around 6,000 and 7,000 million dollars annually in credit, with a very low interest, to those 78 countries that are considered the poorest. The international development association is very important for those countries, called "developing", who cannot get financing at market circumstance. This give money for the development of services such as education, housing, water, sanitation, and making investments and reforms to promote productivity and increasing employment. (Learn Economics) 3. According to Lear Economics, the International Finance Corporation (IFC) have as member 179 countries. it was created in 1956, this corporation is responsible to foment the economic in developing countries with the help of private sect... ...try that has the largest number of shares (together with the International Monetary Fund) and therefore has a great influence on the direction of the organization. Due to its great number of shares, is also the only country with veto rights. Generally, members of the Board of Governors are finance ministers or development of the member countries. They meet once a year at the annual Board of Governors of the World Bank Group and International Monetary Fund. (Preserves Articles) Since the Board of Governors meets once a year only, delegating specific tasks to 25 executive directors who work in the offices of the World Bank. The five largest shareholders of the World Bank are France, Germany, Japan, the United Kingdom and the United States, who each choose an executive director, while other member countries are represented by the remaining 19 CEOs. (The World Bank) â€Æ'

BCG Matrix and the Product Life Cycle Essay

Introduction: The BCG Matrix and the Product Life Cycle are two important tools that relate to different aspects of a product’s performance: †¢The BCG looks at market share and market growth and how they impact on cash usage and generation. †¢The PLC looks at sales/revenues over time and levels of profitability. Boston Consulting Group (BCG) Matrix Businesses must keep their product offerings relevant and profitable to stay in operation. The Boston Consulting Group developed a tool, called the BCG matrix, for categorizing a firm’s products in relation to the overall product life cycle. Product life cycle is based on the observation that products develop, similar to animals, through distinct phases of maturity that differ in amount of resources required and produced. The BCG matrix places each product a company offers according to the growth rate of the business and the relative market share the product controls. Identifying which quadrant of the BCG matrix a product offering falls into provides valuable guidance to management about the future of that product Stars Products that enjoy a high relative position in terms of market share in a growing market are referred to as stars. They require large investments to maintain the market share, but often produce enough revenue to cover their expenses. Firms should make it a top priority to maintain the market share of products in the star quadrant of the BCG matrix to increase sales. As the product enters maturity, and growth rates decline below 10 percent, maintaining market share will require less investment, yet produce similar revenue, and become cash cows. Cash Cows Cash cows produce substantial profits for their companies because they require little investment to maintain their high share of the market. Managers should divert profits from cash cows to help defend market share of star products, develop new products for emerging markets, or turn struggling products around. While cash cows often provide the largest profit margin in a company portfolio, firms interested in maintaining long-term profitability must invest in defending and creating star products that will become cash cows` Low market-share products that show low growth are referred to as  dogs. Managers should minimize the number of dogs in the product portfolio. While many managers seek the challenge of trying to turn a dog product around, additional scrutiny should be given to any investment in dog products. Firms should decide whether to find a niche in the product’s market to control or divest from the product entirely to free up resources for more profitable ventures. Question Marks The most troubling quadrant on the BCG matrix is filled with products in high-growth markets that control relatively weak positions within their markets. These products, called question marks, require large investments to develop. Even with substantial funding, a question mark product is at a disadvantage due to the fierce competition in high-growth markets. Managers should consider the likelihood and means of increasing market share, such as specializing in a niche market, before allocating additional resources to question marks. If a question mark is unlikely to capture a niche market or stand out against the better established competition, the firm should divest to increase its overall profitability Some limitations of the BCG matrix model include: †¢The first problem can be how we define market and how we get data about market share †¢A high market share does not necessarily lead to profitability at all times †¢The model employs only two dimensions – market share and product or service growth rate †¢Low share or niche businesses can be profitable too (some Dogs can be more profitable than cash Cows) †¢The model does not reflect growth rates of the overall market †¢The model neglects the effects of synergy between business units †¢Market growth is not the only indicator for attractiveness of a market There are probably even more aspects that need to be considered in a particular use of the BCG model Product Life Cycle (plc) The product life cycle has 4 very clearly defined stages, each with its own characteristics that mean different things for business that are trying to manage the life cycle of their particular products. Introduction Stage – This stage of the cycle could be the most expensive for a company launching a new product. The size of the market for the product is small, which means  sales are low, although they will be increasing. On the other hand, the cost of things like research and development, consumer testing, and the marketing needed to launch the product can be very high, especially if it’s a competitive sector. Growth Stage – The growth stage is typically characterized by a strong growth in sales and profits, and because the company can start to benefit from economies of scale in production, the profit margins, as well as the overall amount of profit, will increase. This makes it possible for businesses to invest more money in the promotional activity to maximize the potential of this growth stage. Maturity Stage – During the maturity stage, the product is established and the aim for the manufacturer is now to maintain the market share they have built up. This is probably the most competitive time for most products and businesses need to invest wisely in any marketing they undertake. They also need to consider any product modifications or improvements to the production process which might give them a competitive advantage. Decline Stage – Eventually, the market for a product will start to shrink, and this is what’s known as the decline stage. This shrinkage could be due to the market becoming saturated (i.e. all the customers who will buy the product have already purchased it), or because the consumers are switching to a different type of product. While this decline may be inevitable, it may still be possible for companies t o make some profit by switching to less-expensive production methods and cheaper markets The relationship between the BCG Matrix and the product life cycle The horizontal axis of the BCG Matrix represents market Shareand the vertical axis indicates anticipated market growth. The corporate business is divided into four categoriesthey are cash cows, stars, question marks, dogs. The product life cycle is a new product progresses through a sequence of stages from introduction to grow, maturity, and decline. The four categories of corporate business correspond to the four stages of the product life cycle (1) Question marks businesses correspond to the introduction stage of the product life cycle. Question marks businesses are in an attractive industry but hold a small market share percentage. In the introduction stage the firm seeks to build market share rapidly build product awareness and develop a market for the product. (2) Starts businesses correspond to the growth  stage of the product life cycle. Start businesses are in a fast-growing market, and hold a dominant share of that market. Their contribution to cash flow depends on their need for resources. In the growth stage, the firm seeks to build brand preference and increase market share. Market share tends to stabilize. (3) Cash cows businesses correspond to the maturity stage of the product life cycle. Cash cows businesses in this generate large amounts of cash but their prospects for future growth are limited In the maturity stage, the market reaches saturation. The primary objective is to defend market share while maximizing profit. (4) Dogs businesses in this category do not producer consumer much cash. However they hold no promise for improved performance. In decline stage there is a downturn in the market as sales decline discontinue the product liquidating remaining inventory or sell off. The difference between the BCG Matrix and the product life cycle †¢The corporate business is divided into four categories from two aspects of market share and anticipated growth rate however the product life cycle is divided into four stages from two aspects of sales and time. †¢The BCG Matrix can roughly judge enterprise’s overall operating conditions but the product life cycle only reflects the market performance of a single product. †¢The BCG matrix mainly studies the allocation and use of corporate resources, but the product life cycle mainly studies the use of the product marketing strategy. †¢ The BCG matrix can reflects corporate a variety of different business conditions, but the product life cycle can not reflects all businesses and product in the curve