Chinese economy essays

Chinese economy essays If China's economy grows as fast for the next 20 years as it has for the past 14, it will be the biggest economy on earth: I feel that China's drastic improvements over the last 14 years are overwhelming, with their Real GNP growing at a rate of 9% a year, which means by, 1994, China's economy will match the performance of countries like Japan and Taiwan. China's standard of living has also increased, and the number of people who were considered absolutely poor decreased approximately 63%. I feel with the vast amount of people living in China, and the economic activity booming like it is, China's exports will continue to grow, as well as the standard of living. This will create more revenue, and more capital for them to produce even more goods and become even larger, prospering as one of the biggest economies on the earth. I also feel that China should try to overcome its corrupt system and steadily move Competition has been the key to China's success: I believe that competition has been the key to China's success. When Mr. Deng opened the free market, it brought the first signs of the farmers becoming more rich since the 1950s. His political genius allowed the farmers to become rich. He also introduced the "open-door policy" which is proving to be very beneficial, as they follow in the footsteps of their strong rich neighbours. Mr. Perkins believed four conditions must be met for a market system to work well in reforming centrally planned economy. I believe if China continues to improve its productivity, and the number of monopolies decrease as studies show, China will move into a capitalist front only to prosper. An Inflationary crisis within two years will test The 14th Communist Party Congress, set the official seal on the fourth wave of economic reform. Market Splinteri ...

Learn How to Make Invisible Ink With Cornstarch

Learn How to Make Invisible Ink With Cornstarch Do you want to write a secret message? Try making invisible ink! The writing for this invisible ink technique is done using cornstarch. An iodine solution is used to reveal the writing. What You Need CornstarchIodineWaterToothpick or Cotton SwabHot Plate or StovePaper Make the Invisible Ink Essentially you want to make a thin cornstarch gravy. You will write using the gravy, allow the writing to dry, then reveal the message using an iodine solution.If you dont have a pre-made iodine solution, you can make some by adding a teaspoon of iodine to about 10 teaspoons of water. Set the iodine aside for later.Mix about 2 Tbsp cornstarch with 4 tsp water in a pan. Heat, while stirring, until smooth. You can boil the mixture to make a gravy; just be careful not to burn it!Remove the cornstarch gravy from the heat. Dip a toothpick, small paintbrush, or cotton swab into it and use it to write your message on paper.Let the paper air-dry.Brush a small sponge, swab, or paintbrush dipped in the iodine solution over the paper to reveal the hidden message. The message should appear purple. Tips You can use simple cornstarch in water to write the message, but the writing wont be as invisible as it is using cornstarch gravy.If the heat source is a problem, try using very hot tap water to hydrate the cornstarch rather than using a stove or hot plate.Iodine binds to the starch molecules to reveal the message.Try using other starches instead of cornstarch, such as diluted mashed potatoes or  mashed cooked rice with water.Cornstarch slightly alters the surface of the paper, so another way to reveal the secret message is to heat the paper with the message over a flame or with an iron. The message will darken before the rest of the paper, revealing the secret.

Leadership and Management Assignment Example | Topics and Well Written Essays - 1500 words - 1

Leadership and Management - Assignment Example Management and leadership emphasizes on building efficient organizational activities which will maximize the productivity of the company. The complexity of the healthcare organization could be sensed with the help of the management theories, facilitating better control and coordination in the functioning. Management theories are proposed with a view to provide differing schools of thoughts to the organizational managers for managing their organizations. However, management is an art, not a science, so the managers could find different strategies for the different situations, issues, etc., that may arise in an organization as well as for the different employees working there. That is, instead of following a similar strategy for all the situations, issues, employees, etc., relevant strategies could be followed in line with the situational theory. In addition, other management school of thought such as Contingency theory, Classical theory, Behavioral theory, Systems theory and Chaos the ory also imply on adopting different strategies. It will help the managers to choose the right type of theory that would best meet the requirements of the issue in hand and employees who are involved in. Speaking of employees, successful management theory would provide the managers efficient ways to coordinate with the human resources department of the organization to bring out the best in their employees. Similarly, various leadership theories such as Mark Follett’s Situational Leadership Theory, or White & Lippitt’s Authoritarian, Democratic and Laissez-faire Theory, or Eric Berne’s Transactional Leadership theory provide similar perspectives of how leader should act according to the situations in hand. It is essential for the leaders to evaluate the inner traits and behaviors of the employees, and then exhibit appropriate leadership traits. â€Å"Setting a direction, motivating and inspiring people, being credible and visionary, and anticipating and coping w ith change are also characteristics associated with leadership.† (Clarkson 2009). Challenges in practice: While practicing management and leadership in a healthcare organization, both technical and adaptive challenges are bound to occur. It is essential to realize that an effective management is required to solve the technical challenges while the adaptive challenges need to be handled by leadership. It is essential for them to identify and allocate among themselves the challenging issues related to healthcare organization such as safety, quality of services, clinical knowledge and skills. Thus, they need to share and distribute the resources for achieving the objectives. Task II Motivational Theories: By providing optimum motivation, healthcare

Sommers Essay Example | Topics and Well Written Essays - 750 words

Sommers - Essay Example Considering these aspects, I think Sommer is a little accurate about me as even I face dilemmas while thinking in terms of morale. But fortunately only at rare times, I believe, have I been in situations that have made me helpless to make confident moral judgments.  Sommer has suggested that adults, especially teachers should improve the youth’s knowledge and comprehension of moral values and they should guide the youth into believing in these values and ideals. â€Å"Teachers with integrity are viewed as morally sound models for young people to follow† and so I believe that teachers play a significant role in molding the children’s character and moral behavior. â€Å"Moral Conservatism† is what she thinks the society needs. She believes that people live in a moral environment and that they should respect and preserve it. She emphasizes the need to value and respect the traditions that we have inherited. She also wants to encourage the institutions, whic h promote moral teachings along with academics. The essay in total has a very interesting appeal to it. It does not present facts in a boring way like most essays do. However, the thing that interested me the most is the story about the hippies as I am coming across it for the first time. Also her phrases such as "hole in the moral zone," "social fabric" etc seem very unique and unique things. I am very grateful for being given this assignment, as it has helped me learn new facts and has inspired me to be more responsible towards my ethics.

Faith and Hope in Business Essay Example for Free

Faith and Hope in Business Essay Faith in business is having trust and confidence in whatever you set out to do, regardless of circumstances or condition, such as economic recession or an entitys ability to continue as a going concern. Faith in business is some fixed points of reference for business leaders to stay ethically and professionally. Faith in business is like a compass for many CEOs. For Ford Motor Company, Episcopalian is the compass for Henry Ford. For Whole Food, Buddhism is the compass for John Mackey. Hope in business is the belief that things will get better, whether the financial data or evidence indicates it will or not. Hope in business is like a road in the world; there was never a road, but when many people walk on it, the road comes into existence. The difference between faith and hope in business is that hope always looks to the future, while faith is now. Moreover, hope is a subset of faith. Entrepreneurs must have hope to have faith, but they don’t have to have faith to have hope. Faith always inspired entrepreneurs to do fearless action, but hope doesn’t do that. Faithful business does not always aim at profit; one of the most typical examples of this is Chick-fil-A, a company that has been well known for operating on Christian principles and values. To honor the biblical teaching to rest on the Sabbath, Chick-fil-A always closes on Sundays, thus forgoing one of the highest revenue days of the week for the restaurant industry. Another typical example of faith in business is the operation of the Grameen Bank Project, which object was to extend banking facilities to poor locals in rural Bangladesh. On the other hand, hope in business can be just simply that entrepreneurs hope their entities could make an acquisition in the future, such as Google hope to acquire Linux and replace Chrome OS to have their own official OS exclusively for PCs and combine it with all the Features and Design of Chrome OS to become more powerful than ever.

Values in Conflict Essay -- essays papers

Values in Conflict VALUES IN CONFLICT Introduction Each day as young people attend school they are bombarded with various moral messages. These messages come in many forms. These differing forms may be categorized in either of two different areas, moral instruction or moral practice (Jackson, Boostrom, and Hansen, 1993). Moral instruction refers to both formal and informal methods. Formal instruction as part of the classroom curriculum is directed and intentional. Sometimes formal moral instruction is not quite so obvious however. Rituals and ceremonies such as pep rallies, graduations, and various assemblies may all be categorized as formal moral instruction. Visual displays with moral content are also considered as formal instruction, although they are of a more passive approach. One can not walk the hallways of a typical middle school without seeing numerous examples of posters and signs which attempt to convey some sort of moral message. Perhaps the most subtle and least recognizable form of moral instruction is the interjection of moral commentary within an ongoing activity. Public recognition for doing exceptional work is just one example of such commentary. Moral practice methods may also be either formal or informal. The rules and regulations within the school and classroom would be considered formal forms of moral practice. A more informal method of moral practice would be the expressive morality within the classroom. Expressive morality may be conveyed either intentionally or unintentionally. Everything a teacher does, from facial expression and body language to expressing personal beliefs, can have an effect of influencing the values of an adolescent. Hence teachers should be extremely aware of this possibility. A Gallup (1980) public survey of attitudes towards schools showed that 79% of the respondents were in favor of some form of instruction which would concentrate on morals and the development of moral behaviors. Along with academic competence, character development is the most desired goal of educators (Wynne and Wahlberg, 1985). Many states actually mandate some form of character education by law. In Nebraska, state statutes 79-214 and 79-215 specifically outline this. Despite this apparent agreement between the public and educators, as well as its legitimacy under law, the teaching of moral beha... ...irely. References Jackson, P., Boostrom, R., and Hansen, D. (1993) The moral life of schools. San Francisco: Jossey-Bass. Gallup, G. (1980, September) The twelfth annual Gallup Poll of public attitudes toward public schools. Phi Delta Kappan. 62,39. Wynne, E. and Wahlberg, H. (1985) The complimentary goals of character development and academic excellence. Educational Leadership, 43(4). pp. 15-18. Taylor, C. (1991) The ethics of authenticity. Cambridge: Harvard University Press. McClelland, D. (1982) Education for values. New York: Irvington Schaeffer, E. (March, 1998) Character education in the curriculum and beyond. The education digest. pp. 15-17. Berkowitz, M. and Grych, J. (1998) Fostering goodness. From internet, http://www.uic.edu/lnucci/MoralEd/aotm/fosterin.htm Rawls, J. (1971) A theory of justice. Cambridge: Harvard University Press Power, F., Higgins, A., and Kohlberg, L. (1989) Lawrence Kohlberg’s approach to moral education. New York: Columbia University Press. Hinshaw, S. and Anderson, C. (1996) Conduct and oppositional defiant disorders. In Marsh, E. and Barkley, R., Child psychopathology. pp. 113-154. New York

Dance Appreciation Viewing Assignment

Mihir Shukla 1. A: abstract B: ballet C: contemporary D: distraught E: emotional F: frenzied G: graceful H: harmonious I: integrated J: joyous K: kinetic L: loving M: manipulative (body-wise) N: nimble O: organized P: peaceful Q: qualitative R: resonance S: separation T: transient U: ubiquitous V: â€Å"Virtuosity† (Unit 1 term) W: willful X: xeransis Y: youthful Z: zealous 2. A limit does not exist within the vast pool of terminology which could be utilized to depict this beautifully choreographed dance piece by Benjamin Millepied.My impression was first molded by the organization of this dance; how it is divided into three portions, all equally responsible for the delivery of its emotions, as well as its overall message. This work begins with the lone male soloist, and in accorance the kinetic aspects of his dance, it can be interpreted that he is somewhat distraught. Furthermore, there are several manuevers and bodily manipulations within the form of this dance, its abstrac tness also defines its contemporary nature.As the second portion of this dance unfolds, it can be stated that a sense of love enters the floor with the beautiful female soloist; her graceful, willful movements enhance the dance as it seems to take on a more zealous temperament. Ultimately, the third aspect of this dance, the duet – Pas de Deux, shows transiency to a more harmonious movement, as the resonance between the two soloists is apparent. This ballet allows for both peace and chaos, it can be thought of as a representation of life itself, with its transitions from different moods shown through the movements of the dancers. . Within our reading this week there are many quotations that represent the true nature of dance relative to its multiple forms and styles.Of all the statements provided, the statement which was the most representative of this particular dance, in my view, was written by Walter Sorell; it stated, â€Å"Movement is the essence of life, dance its ulti mate expression . †¦ The artist creates out of the world that has made him in order to remake it according to the image of his inner world. I believe that this statement signifies and validates the emotions which emerged throughout the course of this dance work. As this dance transitioned through its multiple stages, each soloist experessed his/her emotions at each particular instant of the dance, with both the slightest, as well as the greatest of movements; it can be seen that dancers have to exaggerate and embellish their movements in order to speechlessly deliberate on their feelings and decisions – as did these dancers, both alone and as one.As I aformentioned, dance is a representation of life itself, and these dancers have shown their â€Å"inner worlds† (Walter Sorell) within their physical reality, bounded by time and space, but emotionally and artistically unbounded, as their movements seemingly defied gravity.

Methods of Performance Appraisal

Q1 . Distinguish between ‘Performance Appraisal’ and the†potentialAppraisal’. Also discuss, in bief, the methods of performance appraisal. Ans. A performance appraisal system judges the performance of an employee over a given period of time. It is an indication of how he has performed in the PAST, but may necessarily not be an indication of his performance in the future. Depending on his past performance, a person is rewarded suitable with an appropriate cash incentive or bonus. A potential appraisal system is done to judge the capability of the person for a future role, meaning you are trying to assess a person to see whether he has the necessary skills, aptitude, attitude and competency for an increased level of responsibility and accountability or a leadership role. It can be enhanced with giving him specific T & D, or assigning him a mentor. You are trying to judge his FUTURE performance based on the potential appraisal. Methods of Performance Appraisal The performance appraisal methods may be classified into three categories, as shown in Figure below. [pic] Individual Evaluation Methods Under the individual evaluation methods of merit rating, employees are evaluated one at a time without comparing them with other employees in the organization. 1. Confidential report: It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate. The report is not data based. The impressions of the superior about the subordinate are merely recorded there. It does not offer any feedback to the appraisee. The appraisee is not very sure about why his ratings have fallen despite his best efforts, why others are rated high when compared to him, how to rectify his mistakes, if any; on what basis he is going to be evaluated next year, etc. Since the report is generally not made public and hence no feedback is available, the subjective nalysis of the superior is likely to be hotly contested. In recent years, due to pressure from courts and trade unions, the details of a negative confidential report are given to the appraisee. 2. Essay evaluation: Under this method, the rater is asked to express the strong as well as weak points of the employee’s behavior. This technique is normally used with a combination of the graphic rating scale because the rater can elaborately present the scale by substantiating an explanation for his ra ting. While preparing the essay on the employee, the rater considers the following factors: (i) Job knowledge and potential of the employee; (ii) Employee’s understanding of the company’s programmes, policies, objectives, etc. ; (iii) The employee’s relations with co-workers and superiors; (iv) The employee’s general planning, organizing and controlling ability; (v) The attitudes and perceptions of the employee, in general. 3. Critical incident technique: Under this method, the manager prepares lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. 4. Checklists and weighted checklists: Another simple type of individual evaluation method is the checklist. A checklist represents, in its simplest form, a set of objectives or descriptive statements about the employee and his behavior. If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. A more recent variation of the checklist method is the weighted list. Under this, the value of each question may be weighted equally or certain questions may be weighted more heavily than others. The following are some of the sample questions in the checklist. †¢ Is the employee really interested in the task assigned? Yes/No †¢ Is he respected by his colleagues (co-workers)Yes/No †¢ Does he give respect to his superiors? Yes/No †¢ Does he follow instructions properly? Yes/No †¢ Does he make mistakes frequently? Yes/No A rating score from the checklist helps the manager in evaluation of the performance of the employee. The checklist method has a serious limitation. (e)Graphic rating scale: Perhaps the most commonly used method of performance evaluation is the graphic rating scale. Of course, it is also one of the oldest methods of evaluation in use. Under this method, a printed form, as shown below, is used to evaluate the performance of an employee. A variety of traits may be used in these types of rating devices, the most common being the quantity and quality of work. The rating scales can also be adapted by including traits that the company considers important for effectiveness on the job. A model of a graphic rating scale is given below. Table: Typical Graphic Rating Scale Employee Name†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Job title †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Department †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Rate †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Data †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Quantity of work: Volume of work under normal |Unsatisfactory |Fair |Satisfactory |Good |Outstanding | |working conditions | | | | | | |Quality of work: Neatness, thoroughness and |   |   |   |   |   | |accuracy of work Knowledge of job | | | | | | |A clear understanding of the factors connected |   |   |   |   |   | |with the job | | | | | | | Attitude: Exhibits enthusiasm and |   |   |   |   |   | |cooperativeness on the job | | | | | | |Dependability: Conscientious, thorough, |   |   |   |   |   | |reliable, accurate, with respect to attendance, | | | | | | |reliefs, lunch breaks, etc. | | | | | | |Cooperation: Willingness and ability to work |   |   |   |   |   | |with others to produce desired goals. | | | | | | From the graphic rating scales, excerpts can be obtained about the performance standards of employees. For instance, if the employee has serious gaps in technical-professional knowledge (knows only rudimentary phases of job); lacks the knowledge to bring about an increase in productivity; is reluctant to make decisions on his own (on even when he makes decisions they are unreliable and substandard); declines to accept responsibility; fails to plan ahead effectively; wastes and misuses resources; etc. , then it can safely be inferred that the standards of the performance of the employee are dismal and disappointing. The rating scale is the most common method of evaluation of an employee’s performance today. One positive point in favor of the rating scale is that it is easy to understand, easy to use and permits a statistical tabulation of scores of employees. When ratings are objective in nature they can be effectively used as evaluators. The graphic rating scale may however suffer from a long standing disadvantage, i. e. , it may be arbitrary and the rating may be subjective. Another pitfall is that each characteristic is equally important in evaluation of the employee’s performance and so on. (f)Behaviorally anchored rating scales: Also known as the behavioral expectations scale, this method represents the latest innovation in performance appraisal. It is a combination of the rating scale and critical incident techniques of employee performance evaluation. The critical incidents serve as anchor statements on a scale and the rating form usually contains six to eight specifically defined performance dimensions. The following chart represents an example of a sales trainee’s competence and a behaviorally anchored rating scale. Table: An Example of Behaviorally Anchored Rating Scale (BARS) |Performance |Points |Behavior | |Extremely good |7 |Can expect trainee to make valuable suggestions for increased sales and to have | | | |positive relationships with customers all over the country. |Good |6 |Can expect to initiate creative ideas for improved sales. | |Above average |5 |Can expect to keep in touch with the customers throughout the year. | |Average |4 |Can manage, with difficulty, to deliver the goods in time. | |Below average |3 |Can expect to unload the trucks when asked by the supervisor. | |Poor |2 |Can expect to inform only a part of the customers. | |Extremely poor |1 |Can expect to take extended coffee breaks and roam around purposelessly. | How to construct BARS? Developing a BARS follows a general format which combines techniques employed in the critical incident method and weighted checklist ratings scales. Emphasis is pinpointed on pooling the thinking of people who will use the scales as both evaluators and evaluees. Step 1: Collect critical incidents: People with knowledge of the job to be probed, such as job holders and supervisors, describe specific examples of effective and ineffective behavior related to job performance. Step 2: Identify performance dimensions: The people assigned the task of developing the instrument cluster the incidents into a small set of key performance dimensions. Generally between five and ten dimensions account for most of the performance. Examples of performance dimensions include technical competence, relationships with customers, handling of paper work and meeting day-to-day deadlines. While developing varying levels of performance for each dimension (anchors), specific examples of behavior should be used, which could later be scaled in terms of good, average or below average performance. Step 3: Reclassification of incidents: Another group of participants who are knowledgeable about the job is instructed to retranslate or reclassify the critical incidents generated (in Step II) previously. They are given the definition of job dimension and told to assign each critical incident to the dimension that it best describes. At this stage, incidents for which there is not 75 per cent agreement are discarded as being too subjective. Step 4: Assigning scale values to the incidents: Each incident is then rated on a one-to-seven or one-to-nine scale with respect of how well it represents performance on the appropriate dimension. A rating of one represents ineffective performance; the top scale value indicates very effective performance. The second group of participants usually assigns the scale values. Means and standard deviations are then calculated for the scale values assigned to each incident. Typically incidents that have standard deviations of 1. 50 or less (on a 7-point scale) are retained. Step 5: Producing the final instrument: About six or seven incidents for each performance dimension – all having met both the retranslating and standard deviation criteria – will be used as behavioral anchors. The final BARS instrument consists of a series of vertical scales (one for each dimension) anchored (or measured) by the final incidents. Each incident is positioned on the scale according to its mean value. Because the above process typically requires considerable employee participation, its acceptance by both supervisors and their subordinates may be greater. Proponents of BARS also claim that such a system differentiates among behavior, performance and results and consequently is able to provide a basis for setting developmental goals for the employee. Because it is job-specific and identifies observable and measurable behavior, it is a more reliable and valid method for performance appraisal. (g)Forced choice method: This method was developed to eliminate bias and the preponderance of high ratings that might occur in some organizations. The primary purpose of the forced choice method is to correct the tendency of a rater to give consistently high or low ratings to all the employees. This method makes use of several sets of pair phrases, two of which may be positive and two negative and the rater is asked to indicate which of the four phrases is the most and least descriptive of a particular worker. Actually, the statement items are grounded in such a way that the rater cannot easily judge which statements apply to the most effective employee. The following box is a classic illustration of the forced choice items in organizations. Table: Forced Choice Items 1. LeastMost ADoes not anticipate difficultiesA BGrasps explanations easily and quicklyB CDoes not waste timeC DVery easy to talk toD 2. LeastMost ACan be a leaderA BWastes time on unproductive thingsB CAt all times, cool and calmC DSmart workerD The favorable qualities earn a plus credit and the unfavorable ones earn the reverse. The worker gets over plus when the positive factors override the negative ones or when one of the negative phrases is checked as being insignificantly rated. They overall objectivity is increased by using this method in evaluation of employee’s performance, because the rater does not know how high or low he is evaluating the individual as he has no access to the scoring key. This method, however, has a strong limitation. In the preparation of sets of phrases trained technicians are needed and as such the method becomes very expensive. Further, managers may feel frustrated rating the employees ‘in the dark’. Finally, the results of the forced choice method may not be useful for training employees because the rater himself does not know how he is evaluating the worker. In spite of these limitations, the forced choice techniques is quite popular. h)Management by Objectives (MBO): MBO represents a modern method of evaluating the performance of personnel. Thoughtful managers have become increasingly aware that the traditional performance evaluation systems are characterized by somewhat antagonistic judgments on the part of the rater. There is a growing feeling nowadays that it is better to make the superior work with subordinates in fixing goals. This would inevitably enable subordinates to exercise self-control over their performance behaviors. The concept of management by objectives is actually the outcome of the pioneering works of Drucker, McGregor and Odiorne in management science. Management by objectives can be described as â€Å"a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individuals’ major areas of responsibility in terms of results expected of him and use these measures as guides for operating the unit and assessing the contributions of each of its members†. MBO thus represents more than an evaluation programme and process. Practicing management scientists and pedagogues view it as a philosophy of managerial practice; it is a method by which managers and subordinates plan, organize, control, communicate and debate. Features ? MBO emphasizes participatively set goals that are tangible, verifiable and measurable. MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods). ? MBO, by concentrating on key result areas translates the abstract philosophy of management into concrete phraseology. The technique can be put to general use (non-specialist technique). Further it is â€Å"a dynamic system which seeks to integrate the company’s need to clarify and achieve its profit and growth targets with the manager’s need to contribute and develop himself†. ? MBO is a systematic and rational technique that allows management to attain maximum results from available resources by focusing on achievable goals. It allows the subordinate plenty of room to make creative decisions on his own.

The Events Described in Seven Pillars of Wisdom by T. E. Lawrence

The Events Described in Seven Pillars of Wisdom by T. E. Lawrence Introduction Seven Pillars of Wisdom is a historical autobiography written by T. E. Lawrence. During the First World War, British instigated the revolt of Arabs against Turkey while she herself engaged Germany. The plan was for British to win the war from two fronts, though the idea was sold to the Arabs as a freedom campaign which Britain was apparently ready to support.Advertising We will write a custom essay sample on The Events Described in â€Å"Seven Pillars of Wisdom† by T. E. Lawrence specifically for you for only $16.05 $11/page Learn More Lawrence was part of this revolt, fighting alongside Arabs even though he was aware that his government was being dishonest with the Arabs. Chapters 41 through 58 detail Lawrence’s expedition’s imminent arrival at Akaba. Discussion Lawrence wrote that this story ought not to be read as the history of the Arab movement but as the history of him in it (Lawrence). The book therefore comprises of the feelings, experiences and reflections of Lawrence and all the other personalities around him who found themselves caught up in these historical moments. Quite a number of significant players are to be found between chapters 41 and 58 of the book since the Arab revolt involved many people. Foremost, there is Lawrence himself, the Briton charged, on behalf of the British government, to lead the expedition to take Akaba. Lawrence is aware of the insincerity of the British government in its dealings with the Arabs. For this reason, he is guilt ridden and hopes to make the revolt work not only to satisfy British interests but also to ultimately free the Arabs. Then, there are the Arabs, under the leadership of Auda Abu Tayi and Nasri. The Arabs are happy and excited at the prospect of freedom. They are painfully unaware of the immensity of the task they have undertaken and innocently trustful of the good intentions of the Britons. Unseen, but constantly felt, is the presence of the B ritish government and the depth of its insincerity. The chapters describe the passage of Lawrence’s expedition across the deserts and over the ranges of present day Saudi Arabia as it heads for Akaba. The town was deemed strategically important since it could hamper the approach of the British via the Mediterranean Sea as it portended a risk to the operations of the Suez Canal (Lawrence). Akaba, today known as Aqaba, is a strategic port town in present day Jordan, but was at the time under the control of the Turks. These chapters vividly describe the fatigue experienced by the men from riding camels all day; the discomfort of being scorched by the desert sun; the distress of being caught in the sand whirling in the desert wind; the thrill of the constant threat of coming under attack from unknown enemies; and under all this, the knowledge by Lawrence that the whole affair was a lie.Advertising Looking for essay on biography? Let's see if we can help you! Get your firs t paper with 15% OFF Learn More It being an account of individual experiences, the most important occurrence in the chosen chapters is the deep and profound guilt that is felt by Lawrence. Since the Arabs are deemed distrustful of institutions, and could therefore not be prevailed upon under the mere assurance of the British government to go to war, it had fallen upon Lawrence to be the face of the British to the Arabs. He had strived, and succeeded, in gaining their confidence. He however knew that the McMahon pledges and the Sykes-Picot treaty would come to naught once the war was won (Lawrence). In pushing forward with the expedition, he would be taking advantage of the trust the Arabs had in him, and by exploiting their thirst to free Syria and putting the lives of men at risk on the basis of false pretenses. Having assured them that â€Å"England kept her word in letter and spirit† after which the Arabs fell in line behind him, he felt nothing but consist ent and bitter shame (Lawrence). It is for the need to assuage this guilt that he endeavored to steer the Arab Revolt in such a fashion that it would become â€Å"its own success† and in so doing, Britain would be unable to deny the Arabs their moral earned rights (Lawrence). After the liberation of Syria, The General Syrian Congress arrived at the following resolutions detailing the wishes of Syrians: â€Å"that the people of Syria wanted their independence to be recognized; that they rejected the idea of political tutelage; that they rejected any attempts to divide Syria; and that they would be appreciative of foreign assistance for a limited period of time† (Glubb 106-7). France was however given the mandate to occupy Syria by the Supreme Council of Allies and the British army was soon replaced by that of the French. This was in spite of the fact that Syrians were strongly against foreign occupation. Consequently, Amir Feisal, who had fought in the Arab Revolt, rece ived an ultimatum demanding his recognition of the French mandate in Syria (Glubb 109). The contemporary significance of the events described in the chapters chosen arises from their causal relationship with the sequence of occurrences that followed. The areas in Syria that were occupied by the French happened to be the ones that had been promised to the Arabs in the Sykes-Picot Agreement (Glubb 112). The fact that Britain went back on its word on this particular instance, in view of the ensuing political upheaval in Syria for the subsequent decade, ended up in the Arabs being consistently suspicious of the intentions of the British. Even though no such claims had been made by British, it was felt by the Arabs that the original intention behind the British actions was for Syria to be divided up between France and Britain.Advertising We will write a custom essay sample on The Events Described in â€Å"Seven Pillars of Wisdom† by T. E. Lawrence specifically for you fo r only $16.05 $11/page Learn More The French occupation of Syria resulted in the eventual adoption of Western political and cultural concepts. The eventual adoption of democratic institutions of governance, though of a rather primary kind, and the increased imitation of Western culture by young generation Syrians led to the neglect of significant cultural practices. For instance, the apparent gradual loss of the traditional politeness and manners that has previously characterized the Syrian tradition has been attributed to this contact with western culture (Glubb 187). Conclusion The events described in â€Å"Seven Pillars of Wisdom† are of great significance. Through them we get insights behind the complex relationship between Britain and Arabs. It could be argued that in Lawrence is to be found the incarnation of the British sentiment towards Arabs after the events in Syria. The dishonesty of the British in their dealings with Arabs resulted in the French oc cupation of Syria and a deeply ingrained suspicion of Britons by Arabs. The British might not have been able to go against the occupation of Syria by France. What matters however, is that they had conspired to dishonor their promises to the Arabs even prior to the French entry into the equation. This suspicion reinforced by other historical occurrences, still characterizes how Arabs view not only the British but the whole of the Western world. Glubb, John. Britain and the Arabs: A Study of Fifty Years 1908 to 1958. London: J.B.G Ltd, 1959. Print. Lawrence, Thomas. â€Å"Seven Pillars of Wisdom.† 2011. Web. Project Gutenberg.

Famous Doesnt Apply to Murderers or Gangsters

Famous Doesnt Apply to Murderers or Gangsters Famous Doesnt Apply to Murderers or Gangsters Famous Doesnt Apply to Murderers or Gangsters By Maeve Maddox The latest Mall Murderer left a note expressing the idea that now (i.e., after killing several inoffensive strangers at the local mall), he would be famous. It is to be hoped that writers wont make the mistake of applying that particular adjective to doers of evil deeds. The adjective famous has the meaning honored for achievement. To describe those who do evil attention-getting things, we have the words infamous and notorious. The word infamous expresses the idea that the person or incident described is one of a vicious, contemptible, or criminal nature. The word notorious once meant simply widely-known, but for many centuries has been used as a word of condemnation. For example, Albert Schweitzer was a famous medical missionary to Africa, but Al Capone was a notorious gangster. Each of these adjectives has a corresponding abstract noun: famous / fame infamous / infamy notorious / notoriety On this very day in 1941, President Roosevelt remarked that the date December 7, 1941 would live in infamy. Video Recap Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:35 Synonyms for â€Å"Look†How to Punctuate Descriptions of ColorsPassed vs Past

Strategies in Action,Implementing Strategies and Finance and Growth Assignment

Strategies in Action,Implementing Strategies and Finance and Growth Strategies - Assignment Example CLS is basically about cost-related efficiency. Thus scale economies play a very significant role here. Selling a standardized product at a lower price to a large segment of customers is the underlying principle of CLS (Pretorius, 2008). While Starbucks being a network of high street coffee shops meets some of these requirements, its inability to keep prices low has been attributed to rising costs. In fact with Shultz assuming duties as the Chairman of the company in 1987, things began to improve at Starbucks and the trend continued till 2000 when he became the President. n the first few years of the current decade Starbucks faced some of the worst problems. In the first place, prices began to rise much faster and bureaucratic bungling hampered progress on many fronts. The current developments show that rising demands by employees for higher salaries and the addition of frills such as flavors have been the main cause of rising costs. Porter’s Generic Strategy requires such costs to be brought under control so that scale related economies become positive by way of reduced average costs and mass sales. Right now, unfortunately, it seems neither is happening at Starbucks and most probably this is partially due to the economic downturn. Despite Shultz’ efforts to bring down costs by curtailing pay and extra benefits to staff, there is a sizeable rise in the paychecks and the company is losing on the competition front. The competitive cost advantage is often attributed to scale economies and at Starbucks, it did not happen as of late. Porter has mentioned two dimensions – strategic scope and strategic strength – as essential factors for CLS to be achieved. The rest of the original cube of 27 points is no more in vogue. However, his emphasis on product differentiation and cost efficiency matters here because Starbucks had a troubled past and is just now emergent from its troubles with Shultz at the helm again as the CEO.  Ã‚  

Siemens Social Performance Essay Example | Topics and Well Written Essays - 1250 words

Siemens Social Performance - Essay Example Siemens’ network has involved in different social and environmental aspects and the always act as a rich asset to different stakeholders in the business. They are socially committed and always remain the frontrunner in keeping the society safe and the environment hazard free. This international firm has put their investments in the ecological shelter and the industrial protection to preserve their potential feasibility and the extensive period of prosperity. They have also developed their pioneering machinery and tools for the management of wastewater to relieve the public of the problems associated with scarcity of water. â€Å"Siemens has developed alternating-current drive systems for the heavy trucks that transport the material at opencast mines. They ensure that diesel engines run within their optimal speed ranges. Compared with conventional diesel drives, these diesel-electric drive systems not only have a lower environmental impact, but also save fuel and cut operating costs. Gearless drive systems (GD) also help to reduce energy consumption.† (Environmental Issues and Social Aspects Make New Investments Necessary in Mining Area 2010). Currently, they have new programs like Siemens Generation21 and Siemens Caring Hands intended to serve the community in different ways. Siemens Generation21 is targeted for the education of youth all over the world to provide them a bright future. With these, they are helping the students with learning materials, research funds, and other training programs. Siemens have developed the Caring Hands program to help the public when they require it most through the contributions and social supports. â€Å"It covers a wide scope of activities including volunteering, disaster relief, social sponsorship, and supporting or donating funds to good causes.† (Corporate Social Responsibility