The Tale of Genji by Lady Muraski Essay Example | Topics and Well Written Essays - 1000 words

The Tale of Genji by Lady Muraski - Essay Example The topic of adoration dependent on sexual orientation will be analyzed in this paper. This story spins around Hikaru Genji, the child of an Emperor. Genji is deprived of his illustrious height and power to live like an ordinary person. So all through the story Genji has an illustrious aura, however compelled to live as normal Imperial trooper. Genji is attractive. He likewise has an exceptionally amazing persona. In one section of the book, Genji sees a bare lady in a window. He enters the room and participates in relations with the lady. The lady didn't dissent since he had such a ground-breaking nearness. Genji comes into contact with numerous ladies. Genji declares love for various kinds of ladies. From a princess, courtesan, and even spouse Genji adores them all in their own specific manner. He has been with a princess, specialist, and even a few ladies named skipper after their father’s rank. Since there is a large number of ladies, just the most significant ladies adored by Genji will be inspected here. In this novel, ladies are viewed as assets or prizes. Indeed, even his own little girls or mother must be offered help by a man. Woman Kiritsubo, Genji’s mother, was bolstered by the Emperor. Anyway since her dad was dead, she endured on account of different mistresses. This made her kick the bucket a sudden passing. Due to the next concubines’ envy, Genji was made an average person through governmental issues. In spite of the fact that Genji doesn't adore Lady Kokiden, his mother’s foe, she shows how a lady can accomplish power through a man’s love. After Genji’s father passed on, Lady Kokiden’s child accomplishes power as sovereign. Through her son’s love and regard, Lady Kokiden has the ability to convince the ruler. This is one way a lady can come to control. The intensity of an emperor’s mother was constantly viewed as the most elevated a lady could accomplish. Genji couldn't care less on the off chance that he lays down with another man’s spouse or courtesan. One of Genji’s extraordinary loves is his own stepmother, Lady Fujisubo. Woman Fujisubo was the past emperor’s little girl. Consequently she

Money Laundering Sources Essay Example for Free

Tax evasion Sources Essay 1.Drug traffic: it is considered as the most significant monetary source in the unlawful business. The significant cash activity is identified with sedate dealings. 2.Bribery: it is one of the sources that lead to have unlawful cash. The greater part of the laws disallowed the pay off in its various manners and have forced a few disciplines when pay off happens. 3.Money misappropriations: the wrongdoing of stealing cash is one of the significant violations that is identified with regulatory debasement. Individuals who get the stole cash will in general put it in banks outside the nation with the goal of bringing it in an unlawful manner. 4.The illicit sidestepping from settling charges: it is additionally called â€Å"tax cheating† or â€Å"tax evading†. This implies one can sidestep or getaway from paying the due assessments through working on cheating and forging in the records and disrupting the tax collection guidelines and laws. The avoiding procedure is viewed as one of the sources that lead to increase immense measures of cash that will turn out to be later an objective for the illegal tax avoidance tasks. 5.The wrongdoing of cash: these are violations that plan to increase gigantic measures of cash and the individuals that carry out such wrongdoing chip away at covering up or hiding its sources so it can look as though it is legitimate. 6.The wrongdoings of individuals with white collars: these violations are finished by individuals who have a high position socially and monetarily while rehearsing their organizations. 7.The violations of the lawmakers: the tax evasion activities is associated with the political debasement that is related with the usage of the influence and position to pick up the immense measures of cash at that point, sneak it outside to be washed and bring it in a lawful manner. There is additionally the technique for purchasing the stocks and resources where the tax criminals purchase recognizable resources, for example, vehicles, pontoons, land, valuable stones, drawings for popular specialists, or purchasing money instruments like financial checks, paying requests, traveler‘s checks, notes and numerous different methods. The most preferred procedure for the tax criminals is purchasing business notes, particularly saving declarations, for instance as opposed to saving cold hard cash which much of the time can be distinguished if the sum is enormous, it is isolated into the methods of purchasing the notes which could be effectively purchased in esteem goes somewhere in th e range of 100 and 100,000 dollars. Some business exercises that can be utilized for laundering cash are: 1.Operations of the comparable markets: in this sort of plans, the launderers will in general supplant the grimy dollars with other outside monetary forms and some of the time, they switch it back to dollars once more. 2.Illusive arrangements: forging tasks is viewed as one of the mainstream exercises utilized in laundering cash. With the utilization of misrepresented costs, tax criminals can build up illusive organizations or work with their accomplices for finding illusive bills where the costs remembered for these bills are either overstated to a degree surpassing the sum paid really, or that the item is never purchased. 3.Insurance organizations: there is another getting ready for money facilitates in the free business territories which shows up in tolerating money liquidity from the street pharmacists to purchase life coverage records and get back its incentive by the temperance of checks. 4.Off shore organizations: the seaward organizations are customarily utilized by tax criminals. For instance, a tax criminal can set up business in Lebanon as a spread for opening a business account in a bank. At that point, the tax criminals goes to one of the nations that are asylums with the expectation of complimentary tax collection with the assistance of a legal counselor or neighborhood operators to set up an outer organization in the free zone. The neighborhood operator can be the proprietor and the supervisor of that organization where the name of the launderer isn‘t utilized in any of the outer reports. From that point onward, the illusive organization claims to do some business exercises and afterward move the filthy cash electronically from the business account in Lebanon to the record of the outer organization in the free zone. This should be possible through the duplicated charges which are utilized to imagine that there are lawful business dealings. As the messy cash is placed in the Off Shore organizations, it very well may be moved electronically to wherever on the planet. Tax evasion isn't confined to banks yet in the financial field for instance, the tax criminals are utilized to plot with the representatives of the banks organizations. This is regularly done by utilizing techniques for defilement to permit the death of the uncommon exchange identified with moving tremendous adds up to pass by without filling the application from or through parting them into modest quantities to stay away from the strategies.

Key Activities Block in Business Model Canvas

Key Activities Block in Business Model Canvas KEY ACTIVITIESAs the title suggests, these are the most important tasks a company must carry out in order to fulfill its business purpose. To be successful, a company must carry out key actions that are primarily dictated by its business model. As we studied with the key resources building block, key activities are similarly pivotal in an organization fulfilling its value proposition, reaching its customer segments, sustain its customer relationships and ultimately create long-term revenue streams. Key activities are different according to the business model of the organization carrying out the activity. Hence, an organization that relies heavily on its 3rd party contracts will list channel management as a key activity. A product-driven business will lend more significance to activities such as continuous research to understand their users better as well as constant innovation in technology.Hence, it is safe to assume that a key activity for software giant Microsoft is Software Devel opment; similarly, for computer manufacturer Dell, supply chain management may be a key activity, and a consulting business like McKinsey probably lists solving client problems as its key activity.QUESTIONS TO CONSIDERWhen evaluating your business through the Key Activities building block it is essential that you take a holistic view of the business and evaluate related building blocks as well, to understand how they will contribute to your key activities.Based on our value propositions, what kinds of activities are key to our business?What kinds of activities are key to our distribution channels?What kinds of activities are important if we want to maintain our customer relationships?What kinds of activities are fundamental to our revenue streams?Our Value Propositions will obviously have the most profound impact on the kind of activities we carry out. However, as the business flourishes, we may begin to include unnecessary activities within this block as well. To prevent this, we u se a method called the Minimum Viable Product or MVP, which is the most basic version of your product made through a single cycle of the build, measure and learn loop. Most entrepreneurs will resist the Minimum Viable Product because everyone believes that for a product to be a success, it must provide maximum value to its customers. This brings us back to the Customer Segment and Value Proposition building blocks where we learnt that we have to be selective about the customers we target and the kind of value we provide by relieving their pains and giving them gains. Creating a bloated product with tons of extra feature that are of no value to your customer but which add to his investment, is not the way to go. A product is a combination of its form and function, function being what it does and form detailing how it does it. This form is crucial to the customer experience and helps in determining the key activities. Similarly, the kind of customer relationship you want establish wil l also entail certain key activities to bring it about and so on.TYPICAL ACTIVITIESAs mentioned earlier the Key activities building block creates a bridge between your value propositions and the customer segments’ needs. Some typical key activities that are commonly practiced by most organizations are listed below;Research DevelopmentThe research and development department is required to liaise with all other functions of the company whether it be production, marketing or sales. The typical functions of a research department are mentioned below;New Product Research: Before a new product can be produced, it must first go through the research and development department which will explore what the design of the product should be, the expected production costs and how long it will take to produce sufficient amounts of the product. RD also looks into how much customers want or need the product.New Product Development: the research phase naturally leads to the product being developed d ue to the results achieved from the research phase.Existing Product Updates: RD must also look into existing products to see if they require an upgrade based on evolving consumer needs or new entrants into the product category in the market. These changes can additionally be attributed to product glitches that need resolving.Quality Checks: Companies can ask their RD departments to conduct quality checks or they may require the department to collaborate with the Quality Assurance team since they are well versed in the specifications of the product and are ideal for evaluating whether all products are up to the quality standards set by the company.Innovation: The RD team is also responsible for keeping an eye on innovations and new trends within the industry and ensuring that their product stays abreast of these trends.ProductionProduction management consists of a number of activities which are outlined below;Selection of product and design: the first step is to select the right prod uct and the right design for the product. This is a crucial decision because the combination of the right product (Value Proposition) and the right design (Key Activities)will dictate the success or the failure of the company. Value engineering and value analysis are parts of this activity.Selection of Production Process: this stage consists of deciding what production process the organization will be using including the right technology, machines, inventory management system, etc.Selecting Right Production Capacity: The production management must have full knowledge of the expected demand for the product and set the production capacity accordingly, since either a dearth or a surplus of the product may lead to problems for the company. Break-even analysis is the most popular tool used by production managers to predict capacity.Production Planning: The production manager must decide on the routing and scheduling of the product. Routing is aimed at creating a smooth flow of work by di scovering the easiest and most economical flow of work. Scheduling, on the other hand, refers to the timing of activities by mentioning a start and end time for each.Production Control: The production manager is also responsible for monitoring and controlling the production process. This is done by comparing planned production with actual production, exploring deviations if any and ultimately correcting these deviations to meet planned production.Quality and Cost Control: In today’s economically driven world, consumers won’t the maximum quality for the cheapest price and access to the internet and a world of options make them more discerning and fickle. Hence, it falls on the production manager to not only ensure that he is continuously improving the quality of the product but also to reduce costs so their product can remain competitive in the market in terms of price.Inventory Control: Inventory Control is fundamental to a production driven business because it prevents overstoc king or understocking. Overstocking means the company will be spending more money on materials that will ultimately go to waste. Understocking will effect production and result in late deliveries.Maintenance and Replacement of Machines: The production manager must be on top of the condition of the machines under his function by constantly monitoring them and scheduling regular maintenance like oiling, replacing worn parts, cleaning, etc. This function ensures that there are no unexpected breaks in production.MarketingThe Marketing department is responsible for the growth of the company by getting word of the company’s existence and the value it provides to its customers. The functions of the marketing department are explained below;Strategy: The senior members of the marketing team are responsible for drafting and getting approval of a marketing strategy for the company, based on its overall goals and missions before cascading this strategy throughout the department and creating g oals based on it.Market Research: The Marketing department must have full knowledge of the market the company is operating in including the strengths and weaknesses of the product according to the customer, potential competitors in the market to whom the company may lose market share or weaker competitors from whom company can get market share.Product Development: The marketing team works in conjunction with the product development team constantly. This is done by identifying possible gap areas in the market for which the company can develop a product to address an unmet need. They are the ones with their fingers on the customer pulse and are a source of insight into consumer needs and feelings. Once the product is developed, the marketing team is also involved in pricing the product.Communications: The marketing team is responsible for all communication to go out in the market regarding the product. The nature of this communication varies from press releases to online product revie ws, advertisements, e-mails, etc.Sales Support: Marketing also works closely with the Sales team by providing them with customer leads, as well as promotional materials for potential customers.Events: Marketing is also responsible for organizing and executing events such as seminars, product launches, exhibitions, etc. they will typically call key or prospective customers to such events as well.Sales Customer ServicesSales and customer service play a key role in the purchase and post purchase behavior and experience of your customer. This department is key to ensuring that you build a cadre of repeat customers who will become your advocates in the market and drive more business in through word of mouth. Conversely, these customers can also be extremely vocal if they have suffered a bad customer experience with you and can just as easily drive business away. Hence, one of the most crucial weapons in your arsenal is your sales and customer services team. They fulfill the following re sponsibilities on behalf of your company;Handling Problems: Customer service representatives generally spring into action when customers call in with complaints. The breadth of their authority is dependant on company policy but their core task is to ensure that when an irate customer calls, they do everything, within the scope of their job description, to leave him happy or satisfied when he hangs up. Some customer representatives are empowered to solve the problem on the spot by providing a replacement or returning the money. Others may act as gatekeepers who take information and then route it to the relevant departments.Assisting in Sales: Customer representatives are also depended upon to help increase the sales of the organization. They may do this by educating customers on the value propositions the product offers. Others may use upselling by telling customers who call in to upgrade their services for improved quality.Clerical Tasks: some companies may include administrative an d clerical tasks within the ambit of the role of the customer services representative. So representatives may be routing calls to relevant support departments, maintaining a record of customer accounts including new customers and recording any changes that may occur in these accounts.Job Specific Responsibilities: though the general spirit of the role remains the same, the details may vary according to the organizational context and industrial realities facing the organization. Hence a customer services representative at an FMCG company may be responsible for a big account like Metro. A customer representative at a bank may also be doing some duties that a bank teller typically does such as counting money, etc.CATEGORIES FOR KEY ACTIVITIESProductionThese activities are generally a characteristic of manufacturing firms and entail the design, creation and delivery of significant quantities of the product.For a company that manufactures and sells pantyhose, typical value propositions a re listed below;This pantyhose lasts longer and, therefore, saves consumers the money they would spend on frequent replacements.It provides resistance, so feet don’t slip in heels.The product is machine washable.Easy to store packaging.The Key activities would then be;Control of production and manufacturing;Manage website, online orders and the distribution of the product;Create a branding strategy;Marketing and promotion of the product;Product and packaging design.Problem-solvingSome consumers or customers have chronic problems. Organizations that list problem-solving as a main activity are usually aiming to find unique solutions to these individual problems. Consultancies, hospitals, and most service organizations typically are trying to solve customer problems uniquely. These organizations are characterized by lots of knowledge management and a focus on continuous learning.Jiffy Lube is a chain of over 200 businesses in North America which offers oil change and other automotive services to its clientele. Hence, it is a service firm that aims to provide a solution to a recurring problem its target customers may have. Jiffy’s value propositions are:Keep cars healthy;Keep clothes clean and garages tidy;Save customers’ time and help them avoid the hassle of their cars breaking down.Based on these, the key activities performed at Jiffy can be as follows;Change the oil of cars;Perform other maintenance work;Promote their services to customers through upselling and other marketing activities.Such organizations will have detailed records on repair work done on the automobiles of their repeat customers and will be able to handle the car with full knowledge of its history, much like a doctor with a regular patient.Platform/ networkA business model where the platform is a key resource usually has platform or network-related key activities. Networks, brands, and software can all be a part of a platform or network-related business.Agile Enterprise Architecture or AEA offers its services to companies experiencing a surge of work or a cascade of models that need to be done within a limited amount of time. The company’s value propositions are as follows;Low-cost architecture modeling;Agile and available when needed by customers;In the cloud;Its environmentally friendly especially if the client company is willing to forego travel;Efficient and effective;Involves minimal risk.Based on these the key activities for this organization are;Cloud-based architectural modeling as a service;Cloud-based enterprise architecture software as a service;Frequent health checks for the architecture to make sure it remains robust with changing environment.CASE STUDY LINKEDIN © Entrepreneurial Insights based on the concept of Alex OsterwalderIn this article, we will look at the “Key Activities” block in the Business Model Canvas. We will cover, 1) an introduction to key activities, 2) questions to consider, 3) typical activities, 4) categories for key activities, and 5) a case study on LinkedIn.KEY ACTIVITIESAs the title suggests, these are the most important tasks a company must carry out in order to fulfill its business purpose. To be successful, a company must carry out key actions that are primarily dictated by its business model. As we studied with the key resources building block, key activities are similarly pivotal in an organization fulfilling its value proposition, reaching its customer segments, sustain its customer relationships and ultimately create long-term revenue streams. Key activities are different according to the business model of the organization carrying out the activity. Hence, an organization that relies heavily on its 3rd pa rty contracts will list channel management as a key activity. A product-driven business will lend more significance to activities such as continuous research to understand their users better as well as constant innovation in technology.Hence, it is safe to assume that a key activity for software giant Microsoft is Software Development; similarly, for computer manufacturer Dell, supply chain management may be a key activity, and a consulting business like McKinsey probably lists solving client problems as its key activity.QUESTIONS TO CONSIDERWhen evaluating your business through the Key Activities building block it is essential that you take a holistic view of the business and evaluate related building blocks as well, to understand how they will contribute to your key activities.Based on our value propositions, what kinds of activities are key to our business?What kinds of activities are key to our distribution channels?What kinds of activities are important if we want to maintain o ur customer relationships?What kinds of activities are fundamental to our revenue streams?Our Value Propositions will obviously have the most profound impact on the kind of activities we carry out. However, as the business flourishes, we may begin to include unnecessary activities within this block as well. To prevent this, we use a method called the Minimum Viable Product or MVP, which is the most basic version of your product made through a single cycle of the build, measure and learn loop. Most entrepreneurs will resist the Minimum Viable Product because everyone believes that for a product to be a success, it must provide maximum value to its customers. This brings us back to the Customer Segment and Value Proposition building blocks where we learnt that we have to be selective about the customers we target and the kind of value we provide by relieving their pains and giving them gains. Creating a bloated product with tons of extra feature that are of no value to your customer b ut which add to his investment, is not the way to go. A product is a combination of its form and function, function being what it does and form detailing how it does it. This form is crucial to the customer experience and helps in determining the key activities. Similarly, the kind of customer relationship you want establish will also entail certain key activities to bring it about and so on.TYPICAL ACTIVITIESAs mentioned earlier the Key activities building block creates a bridge between your value propositions and the customer segments’ needs. Some typical key activities that are commonly practiced by most organizations are listed below;Research DevelopmentThe research and development department is required to liaise with all other functions of the company whether it be production, marketing or sales. The typical functions of a research department are mentioned below;New Product Research: Before a new product can be produced, it must first go through the research and development department which will explore what the design of the product should be, the expected production costs and how long it will take to produce sufficient amounts of the product. RD also looks into how much customers want or need the product.New Product Development: the research phase naturally leads to the product being developed due to the results achieved from the research phase.Existing Product Updates: RD must also look into existing products to see if they require an upgrade based on evolving consumer needs or new entrants into the product category in the market. These changes can additionally be attributed to product glitches that need resolving.Quality Checks: Companies can ask their RD departments to conduct quality checks or they may require the department to collaborate with the Quality Assurance team since they are well versed in the specifications of the product and are ideal for evaluating whether all products are up to the quality standards set by the company.Innovation: The RD team is also responsible for keeping an eye on innovations and new trends within the industry and ensuring that their product stays abreast of these trends.ProductionProduction management consists of a number of activities which are outlined below;Selection of product and design: the first step is to select the right product and the right design for the product. This is a crucial decision because the combination of the right product (Value Proposition) and the right design (Key Activities)will dictate the success or the failure of the company. Value engineering and value analysis are parts of this activity.Selection of Production Process: this stage consists of deciding what production process the organization will be using including the right technology, machines, inventory management system, etc.Selecting Right Production Capacity: The production management must have full knowledge of the expected demand for the product and set the production capacity accordingly, since eit her a dearth or a surplus of the product may lead to problems for the company. Break-even analysis is the most popular tool used by production managers to predict capacity.Production Planning: The production manager must decide on the routing and scheduling of the product. Routing is aimed at creating a smooth flow of work by discovering the easiest and most economical flow of work. Scheduling, on the other hand, refers to the timing of activities by mentioning a start and end time for each.Production Control: The production manager is also responsible for monitoring and controlling the production process. This is done by comparing planned production with actual production, exploring deviations if any and ultimately correcting these deviations to meet planned production.Quality and Cost Control: In today’s economically driven world, consumers won’t the maximum quality for the cheapest price and access to the internet and a world of options make them more discerning and fickle. H ence, it falls on the production manager to not only ensure that he is continuously improving the quality of the product but also to reduce costs so their product can remain competitive in the market in terms of price.Inventory Control: Inventory Control is fundamental to a production driven business because it prevents overstocking or understocking. Overstocking means the company will be spending more money on materials that will ultimately go to waste. Understocking will effect production and result in late deliveries.Maintenance and Replacement of Machines: The production manager must be on top of the condition of the machines under his function by constantly monitoring them and scheduling regular maintenance like oiling, replacing worn parts, cleaning, etc. This function ensures that there are no unexpected breaks in production.MarketingThe Marketing department is responsible for the growth of the company by getting word of the company’s existence and the value it provides to its customers. The functions of the marketing department are explained below;Strategy: The senior members of the marketing team are responsible for drafting and getting approval of a marketing strategy for the company, based on its overall goals and missions before cascading this strategy throughout the department and creating goals based on it.Market Research: The Marketing department must have full knowledge of the market the company is operating in including the strengths and weaknesses of the product according to the customer, potential competitors in the market to whom the company may lose market share or weaker competitors from whom company can get market share.Product Development: The marketing team works in conjunction with the product development team constantly. This is done by identifying possible gap areas in the market for which the company can develop a product to address an unmet need. They are the ones with their fingers on the customer pulse and are a source of insi ght into consumer needs and feelings. Once the product is developed, the marketing team is also involved in pricing the product.Communications: The marketing team is responsible for all communication to go out in the market regarding the product. The nature of this communication varies from press releases to online product reviews, advertisements, e-mails, etc.Sales Support: Marketing also works closely with the Sales team by providing them with customer leads, as well as promotional materials for potential customers.Events: Marketing is also responsible for organizing and executing events such as seminars, product launches, exhibitions, etc. they will typically call key or prospective customers to such events as well.Sales Customer ServicesSales and customer service play a key role in the purchase and post purchase behavior and experience of your customer. This department is key to ensuring that you build a cadre of repeat customers who will become your advocates in the market and drive more business in through word of mouth. Conversely, these customers can also be extremely vocal if they have suffered a bad customer experience with you and can just as easily drive business away. Hence, one of the most crucial weapons in your arsenal is your sales and customer services team. They fulfill the following responsibilities on behalf of your company;Handling Problems: Customer service representatives generally spring into action when customers call in with complaints. The breadth of their authority is dependant on company policy but their core task is to ensure that when an irate customer calls, they do everything, within the scope of their job description, to leave him happy or satisfied when he hangs up. Some customer representatives are empowered to solve the problem on the spot by providing a replacement or returning the money. Others may act as gatekeepers who take information and then route it to the relevant departments.Assisting in Sales: Customer represen tatives are also depended upon to help increase the sales of the organization. They may do this by educating customers on the value propositions the product offers. Others may use upselling by telling customers who call in to upgrade their services for improved quality.Clerical Tasks: some companies may include administrative and clerical tasks within the ambit of the role of the customer services representative. So representatives may be routing calls to relevant support departments, maintaining a record of customer accounts including new customers and recording any changes that may occur in these accounts.Job Specific Responsibilities: though the general spirit of the role remains the same, the details may vary according to the organizational context and industrial realities facing the organization. Hence a customer services representative at an FMCG company may be responsible for a big account like Metro. A customer representative at a bank may also be doing some duties that a ba nk teller typically does such as counting money, etc.CATEGORIES FOR KEY ACTIVITIESProductionThese activities are generally a characteristic of manufacturing firms and entail the design, creation and delivery of significant quantities of the product.For a company that manufactures and sells pantyhose, typical value propositions are listed below;This pantyhose lasts longer and, therefore, saves consumers the money they would spend on frequent replacements.It provides resistance, so feet don’t slip in heels.The product is machine washable.Easy to store packaging.The Key activities would then be;Control of production and manufacturing;Manage website, online orders and the distribution of the product;Create a branding strategy;Marketing and promotion of the product;Product and packaging design.Problem-solvingSome consumers or customers have chronic problems. Organizations that list problem-solving as a main activity are usually aiming to find unique solutions to these individual proble ms. Consultancies, hospitals, and most service organizations typically are trying to solve customer problems uniquely. These organizations are characterized by lots of knowledge management and a focus on continuous learning.Jiffy Lube is a chain of over 200 businesses in North America which offers oil change and other automotive services to its clientele. Hence, it is a service firm that aims to provide a solution to a recurring problem its target customers may have. Jiffy’s value propositions are:Keep cars healthy;Keep clothes clean and garages tidy;Save customers’ time and help them avoid the hassle of their cars breaking down.Based on these, the key activities performed at Jiffy can be as follows;Change the oil of cars;Perform other maintenance work;Promote their services to customers through upselling and other marketing activities.Such organizations will have detailed records on repair work done on the automobiles of their repeat customers and will be able to handle the car with full knowledge of its history, much like a doctor with a regular patient.Platform/ networkA business model where the platform is a key resource usually has platform or network-related key activities. Networks, brands, and software can all be a part of a platform or network-related business.Agile Enterprise Architecture or AEA offers its services to companies experiencing a surge of work or a cascade of models that need to be done within a limited amount of time. The company’s value propositions are as follows;Low-cost architecture modeling;Agile and available when needed by customers;In the cloud;Its environmentally friendly especially if the client company is willing to forego travel;Efficient and effective;Involves minimal risk.Based on these the key activities for this organization are;Cloud-based architectural modeling as a service;Cloud-based enterprise architecture software as a service;Frequent health checks for the architecture to make sure it remains robust with cha nging environment.CASE STUDY LINKEDINLinkedIn is one of the world’s premier business networking websites. The value propositions it provides to its customers are as follows;Manage professional profile and build a robust professional network;Target and reach the right talent;Communicated with the right audience;Access to LinkedIn database though API’s and widgets.As you can see LinkedIn is a platform/ network based company characterized by a high focus on providing sharing capabilities to its customers. The Key activities performed at LinkedIn would then be;Platform DevelopmentHence, LinkedIn spends a majority of its budget and time in ensuring that its platform remains scalable and usable as the consumer base grows rapidly.

Calorimetry and Heat Flow Worked Chemistry Problems

Calorimetry is the study of heat transfer and changes of state resulting from chemical reactions, phase transitions, or physical changes. The tool used to measure heat change is the calorimeter. Two popular types of calorimeters are the coffee cup calorimeter and bomb calorimeter. These problems demonstrate how to calculate heat transfer and enthalpy change using calorimeter data. While working these problems, review the sections on coffee cup and bomb calorimetry and the laws of thermochemistry. Coffee Cup Calorimetry Problem The following acid-base reaction is performed in a coffee cup calorimeter: H(aq) OH-(aq) → H2O(l) The temperature of 110 g of water rises from 25.0 C to 26.2 C when 0.10 mol of H is reacted with 0.10 mol of OH-. Calculate qwaterCalculate ΔH for the reactionCalculate ΔH if 1.00 mol OH- reacts with 1.00 mol H Solution Use this equation: q (specific heat) x m x Δt Where q is heat flow, m is mass in grams, and Δt is the temperature change. Plugging in the values given in the problem, you get: qwater 4.18 (J / g ·C;) x 110 g x (26.6 C - 25.0 C)qwater 550 JΔH -(qwater) - 550 J You know that when 0.010 mol of H or OH- reacts, ΔH is - 550 J: 0.010 mol H ~ -550 J Therefore, for 1.00 mol of H (or OH-): ΔH 1.00 mol H x (-550 J / 0.010 mol H)ΔH -5.5 x 104 JΔH -55 kJ Answer 550 J (Be sure to have two significant figures.)-550 J-55 kJ Bomb Calorimetry Problem When a 1.000 g sample of the rocket fuel hydrazine, N2H4, is burned in a bomb calorimeter, which contains 1,200 g of water, the temperature rises from 24.62 C to 28.16 C. If the C for the bomb is 840 J/C, calculate: qreaction  for combustion of a 1-gram sampleqreaction  for combustion of one mole of hydrazine in the bomb calorimeter Solution For a bomb calorimeter, use this equation: qreaction   -(qwater   qbomb)qreaction   -(4.18 J / g ·C x mwater  x Δt C x Δt)qreaction   -(4.18 J / g ·C x mwater   C)Δt Where q is  heat flow, m is mass in grams, and Δt is the temperature change. Plugging in the values given in the problem: qreaction   -(4.18 J / g ·C x 1200 g 840 J/C)(3.54 C)qreaction   -20,700 J or -20.7 kJ You now know that 20.7 kJ of heat is evolved for every gram of hydrazine that is burned. Using the  periodic table  to get  atomic weights, calculate that one mole of hydrazine, N2H4, weight 32.0 g. Therefore, for the combustion of one mole of hydrazine: qreaction   32.0 x -20.7 kJ/gqreaction   -662 kJ Answers -20.7 kJ-662 kJ

Coal Seam Gas Coal Gas Essay - 1162 Words

Coal Seam Gas What is coal seam gas? Coal Seam Gas (CSG) is a natural methane gas found in coal seams made by coal forming under the earth for millions of years. Countries such as the United States and China have utilised it for energy needs. Methane lines the inside of the coal cracks, pores and micro-pores and is found in the open fractures (cleats) and seams. (1) CSG is also known as Coal bed methane (CBM) and Unconventional Gas. Unlike coal itself, the gas lacks hydrogen sulphide. It is extracted by drilling a steel encased hole into the coal seam known as fracking. The gas is released from the coal as water is pumped out, the water and gas are separated and the gas then compressed into a natural gas pipeline. Where is it found in Australia? The CSG industry in Australia is around 20 years old, with the first business construction of a well occurring in Queensland in the mid 1990s. Australia has substantial identified reserves of CSG occurring in coal basins in Queensland, New South Wales, Victoria, Western Australia, South Australia and Tasmania. (2) The biggest known basin being the Surat basin: which occupies 300,000 km2 of Southern Queensland and Northern New South Wales. (1) Fig 1.0 – The major basins in Australia that hold coal seam gas. (1) What is fracking? ‘Fracking’ (Hydraulic Fracturing) is the technique of mining that extracts oil or gas from the underground via wells drilled into the seam. (3) Steel pipes are then put into the newly drilled hole andShow MoreRelatedCoal Seam Gas2081 Words   |  9 PagesWHAT IS COAL SEAM GAS (CSG)? CSG is a naturally occurring methane gas which is known as Coal Bed Methane (CBM). It is a-by product of ancient plant matter that has formed over millions of years by the same natural processes which produce coal. Not long ago this gas was identified as a major problem in the underground coal mining industry due to it’s high flammability despite this, it is now recognised as a very profitable resource. The coal seams are generally filled with water and it is theRead MoreCoal Seam Gas853 Words   |  3 PagesCoal seam gas (CSG) is mostly composed of methane and is typically attached to coal underground. This gas is released when pressure on the coal seam is reduced by removing water from the seams (Queensland Government, 2014 ). In order to obtain the gas, wells are drilled into the coal seams, bringing water from the coal seams to the surface. This process reduces pressure and allows the gas to be released (Queensland Government, 2014 ). CSG is an important energy resource in Queensland and productionRead MoreCoal Seam Gas Exploration And Development1828 Words   |  8 PagesISSUE: Coal seam gas exploration and development is rapidly increasing within Australia (Woodman and Silver, 2013). This increase has sparked significant concern within the community about the potential environmental, social and economic impacts that could result, which could possibly put a standstill to CSG mining, costing the state millions of dollars in revenue (Jaques and Galloway, 2012). BACKGROUND Coal seam gas or CSG is a naturally occurring found in coal seam deposits. Australia hasRead MoreThe Exploration And Development Of Coal Seam Gas1092 Words   |  5 PagesThe exploration and development of coal seam gas (CSG) have important strategic significance. On one hand, it improves energy structure and increases energy resources. On the other hand, the CSG indirectly protects the global environment by using the clean energy. Although the CSG has so many benefits, CSG extraction is still an industry of high input, high risk and high technology needing under the current conditions. In order to reduce its potential risk, it is essential to operate the projectRead MoreHarmful Effects On The Environment And Surrounding Agricultural Lands Are The Negative Externality Effects Associated With Coal Seam Gas1691 Words   |  7 Pagessurrounding agricultural lands are the negative externality effects associated with coal-seam gas. This stems from problems such as the exhaustion and/or contamination of clean water resources. 1b) As seen from figure one, negative externality creates a social marginal cost that is substantially higher than the actual level of coal-seam gas mining (private marginal cost). It is evident that coal seam mining has an ‘un-priced’ cost, which is not included in the private marginal costRead MoreShould Farmers Forced The Gas Exploration On Their Lands?1134 Words   |  5 PagesShould Farmers be forced to Allow Coal Seam Gas Exploration on Their lands? Introduction Coal Seam Gas which is commonly referred to as CSG is a type of natural gas found in coal deposits. Over millions of years natural gas is formed from plant matter which when under pressure forms natural gas. Coal seam gas and natural gas are used in the same form and in the same way generally for cooking and heating whilst it is commonly used for industrial purposes and electrical generation. Australia’s largestRead MoreThe Effects Of Co2 On The Permeability Of Indian Bituminous Coal1521 Words   |  7 Pagesinjection on the permeability of Indian bituminous coal at different confining and injection pressure. The major approach of the journal is to clarify about when and how would the incensement of injection pressure have impact on the permeability of coalbed methane. As a final year Civil Engineering student, I found this journal is educational and inspiring. The research shows a comprehensive explanation of how pressure and stress of permeability of coal to sub-critical CO2 is tested. Summary In orderRead MoreFracking And Fracture Stimulation Techniques Essay1081 Words   |  5 PagesFracking in CSG mining is a process where a mixture of water, sand and additives are pumped under pressure into a coal seam to open up already existent cracks in the coal strata. Fracturing fluid is 97%-99% sand and water, with a small amount of commonly used biodegradable compounds to prevent bacterial growth and turn the fluid into a gel so it can be pumped more easily (What is coal seam gas? - NSW Resources and Energy, 2016). The CSIRO suggests the components of fracturing fluid are: guar gum, sodiumRead MoreEnvironmental Awareness And Sustainability Project3152 Words   |  13 PagesFood - Coal Seam Gas or Farming Name: Abdullah-AL Junayed Chowdhury S186646 2 1. Introduction As the world’s population is increasing, the demand of the energy usage is also increasing and the direct solution is to find and implement newer energy sources. As a consequence, sometimes farming lands are exploited Mining companies are investigating and discovering different types of energy sources to meet the energy demand. One option for a different kind of energy supply is coal seam gas. Coal seam gasRead MoreFossil Fuel And Fossil Fuels1485 Words   |  6 Pagesfossil fuels were formed. Fossil fuels were converted into coal, oil, and natural gas (U.S Department of Energy, 2013). Fossil fuels are considered to be non-renewable energy. Fossil Fuels are considered to be this because they are a one-time energy source. Since it takes millions of years for fossil fuels to form, once they are all gone they are basically gone forever (Alterative Energy, 2015). One type of fossil fuel is coal. Coal is a hard, black colored, rick-like substance that is made up

Personal Life and William Hazlitt Free Essays

Many people say will say that â€Å"money cannot buy happiness. † Nineteenth-century author, William Hazlitt, wrote â€Å"On The Want of Money† to put forward his belief that a life without money is a life full of misery. Hazlitt uses negative diction, parallelism, and specific syntax to show that a person could not lead a happy life without money. We will write a custom essay sample on Personal Life and William Hazlitt or any similar topic only for you Order Now In his writing, Hazlitt uses negative diction to discuss the importance of money in one’s life.. Hazlitt uses words like â€Å"crabbed† â€Å"morose† and â€Å"querulous† to show the discontent one would feel without money. With his gloomy word choice, Hazlitt establishes a negative tone and gives his audience a clear idea of what a miserable life one would have without money. Doing this, he suggests the idea that the poor have no control of their lives because they don’t have the money to change the way their miserable lives. Equally important, Hazlitt uses parallelism to stress the importance of money in a happy life and show the dreadful instances a person in poverty can go through. He states that living without money, â€Å"it is to live out of the world, or to be despised if you come into it†¦it is to be scrutinized by strangers, and neglected by friends†¦Ã¢â‚¬  By doing this, Hazlitt explains how a person without money cannot possibly be happy, because he or she will be disliked by everyone around them. The dark mood set by all of the examples Hazlitt gives portrays what Hazlitt thinks a life without money would be: difficult, lonely and overall unhappy Furthermore, Hazlitt uses specific syntax to prove his point that one without money cannot possibly be happy. He uses one long sentence that stretches from lines 2 to 47 to put an emphasis on the fact that people without money lead a life filled with misery. Hazlitt’s use of the lengthy sentence represent all of the never-ending obstacles one without money faces. Hazlitt’s purpose in doing this is to accent his idea that a person without money does not lead a happy life. By using one long sentence instead of many shorter ones, Hazlitt makes the reader feel hopeless and as if they were drowning in their distress Overall, Hazlitt uses negative diction, parallelism and syntax to show his belief that money is what gives you happiness in life. By stating so many examples and employing his strategies, Hazlitt makes reader feel deprived of their hope of being happy in this world without money, which is exactly what the author’s purpose was. To be without money is to be â€Å"†¦dissatisfied with every one, but most so with yourself.. † How to cite Personal Life and William Hazlitt, Essay examples

Blood Transfusion free essay sample

The purpose of this module is to teach the clinical RN the basics of blood, how to administer a blood/blood component transfusion safely, and the hazards of transfusion related to blood administration. This module is indicated for teaching purposes based on the fact that the NHS requires at least quarterly review of blood usage, oversight of blood transfusion practices, documentation of blood transfusion errors, and evidence of corrective actions taken. Results of one study found that individuals lack of knowledge and training, along with inadequate policies and procedures, were the key elements in more than 350 blood transfusion-associated deaths (Bower amp; Craig, 1997) What is a Blood Transfusion? A blood transfusion is a safe, common procedure in which blood is given to you through an intravenous (IV) line in one of your blood vessels. Blood is transfused either as whole blood (with all its parts) or, more often, as individual parts. The individual parts include red blood cells, platelets, clotting factors, and plasma. Each year, almost 5 million Americans amp; British need a blood transfusion. While most blood transfusions go well, mild complications can occur and serious problems may develop. The Individual Parts Defined Red Blood Cells -the most numerous blood cell, about 5,000,000 per microliter. Red blood cells make up about 40% of our total blood volume, a measure called the hematocrit. Their color is caused by hemoglobin, which accounts for nearly all of the red cell volume. Hemoglobin is the critical protein that transports oxygen from our lungs to the tissues. Red blood cells are normally shaped as round, biconcave discs. Red Blood Cells Image obtained from http://embryology. med. unsw. edu. au/Notes/heart20. htm) Platelets -the smallest of the three major types of blood cells, are only about 20% of the diameter of red blood cells and the normal platelet count is ~150,000-350,000 per microliter of blood. The principal function of platelets is to prevent bleeding. Platelets (Image obtained from http://ouhsc. edu/platelets/Platelets/platelets%20intro. html) Clotting Factors -proteins in the blood that control bleeding. Plasma -a pale yellow fluid that consists of about 92% water and 8% other substances, such as proteins, ions, nutrients, gases, and waste products. It is a colloidal solution which is a liquid containing suspended substances that do not settle out of solution. Most of the suspended substances are plasma proteins, which include albumins, globulins, and fibrinogen. Plasma volume remains relatively constant. Normally, water intake through the digestive tract closely matches water loss through the kidneys, lungs, digestive tract, and skin. Plasma (which is in the yellow) Image obtained from : http://www. mhhe. com/biosci/esp/2001_saladin/folder_structure/tr/m1/s2/ Brief History of Blood Transfusions 665 The first Blood transfusions of record take place. Animal experiments conducted by Richard Lower, an Oxford physician started as dog-to-dog experiments and proceeded to animal-to-human over the next two years. Dogs were kept alive by the transfusion of Blood from other dogs. 1795 In Philadelphia an American physician, Philip Syng Physick, performed the first known human Blood transfusion, although it was not published. 1818 James Blundell, a British obstetrician, performed the first successful transfusion of human Blood to a patient for the treatment of postpartum hemorrhage. Therefore, a group A individual can receive blood only from individuals of groups A or O (with A being preferable), and can donate blood to individuals with type A or AB. * Group B – has only the B antigen on red cells (and A antibody in the plasma). Therefore, a group B individual can receive blood only from individuals of groups B or O (with B being preferable), and can donate blood to individuals with type B or AB. * Group AB – has both A and B antigens on red cells (but neither A nor B antibody in the plasma). Therefore, an individual with type AB blood can receive blood from any group (with AB being preferable), but can donate blood only to another type AB individual. * Group O – has neither A nor B antigens on red cells (but both A and B antibody are in the plasma). Therefore, a group O individual can receive blood only from a group O individual, but can donate blood to individuals of any ABO blood group (i. e. A, B, O or AB). If anyone needs a blood transfusion in an extremely dire emergency, and if the time taken to process the recipients blood would cause a detrimental delay, O Negative blood can be issued. Blood Administration * Obtain Signed Consent for the administration of blood products * Check the Drs Order * Determine Clients Allergies and previous transfusion reactions (this can be assessed by simply asking the client if they have had a transfusion before and how they tolerated it) * Obtain baseline vitals and then per hospital/institution policy * Utilize #18 gauge needle * Check Crossmatch Record With 2 Nurses: * ABO- Group * RH Type * Clients Name, Date of Birth and Medical Number * Expiration Date * Administer Immediately- do not store the blood or leave it. If for any reason the blood/blood components are not to be hung, blood may be sent back to Blood Bank (check hospital policy and procedure as most institutions require that blood/blood products must be administered within 30 minutes upon receipt) * Do not warm the blood unless there is a risk of hypothermic response- Then Only by specific blood warming equipment * Never add any medications to blood products * Infuse each unit over 3-4 hours but no longer than 4 hours   Transfusion Reactions Occurs in the first 10-15 minutes or first 50 cc of Blood Reactions can be ALLERGIC, FEBRILE, or HEMOLYTIC (Utilize the Acronym AFH for memorization purposes)   ALLERGIC Signs and Symptoms include the following: * Facial flushing * Hives * Rash FEBRILE Signs and Symptoms include the following: * Fever * Chills * Anxiety * Headache * Tachycardia * Tachypnea HEMOLYTIC Signs and Symptoms include the following: * v Blood Pressure * Tachypnea * Fever * Chills * Apprehension * Headache * Tachycardia * Chest Pain or Lower Back Pain Recent Facts amp; Statistics Regarding Transfusions * Hemolytic transfusion reactions occur in 1 per 40,000 transfused units of packed RBCs. Nonhemolytic febrile reactions and minor allergic reactions are the most common transfusion reactions, each occurring in 3-4% of all transfusions. Nonhemolytic febrile reactions and extravascular hemolysis are observed more commonly in patients who have developed antibodies from prior transfusions. * Anaphylactic reactions occur in 1 per 20,000 transfused units. * Due to improved preventative measures, the incidence of GVH disease is less than 0. 15% * Transfusion-related acute lung injury complicates 0. 1-0. 2% of all transfusions. Risk of transfusion-related hepatitis B is 1 per 50,000 units transfused. Risk for hepatitis C is 1 per 3000-4000 units transfused. * Risk of transfusion-related HIV infection is 1 per 150,000 units transfused. (Kardon, 2009) What do you do if you suspect a Transfusion Reaction? STOP the transfusion immediately * Maintain the line with Normal Saline VERIFY patient identification * Hospital armband, Typenex band, and blood bag must be identical NOTIFY the patients physician STAT * Treat the signs per Drs order and Monitor Vitals * If requested by the physician, initiate transfusion reaction work up NOTIFY Blood Bank STAT Check the Policies/Procedures of the facility at which you are employed * You may have to bag the blood component, IV tubing, filters and all labels in a biohazard bag and it may have to be submitted/returned back to the laboratory as further testing of the components may be clinically warranted (It is a standard policy at Maricopa Medical Center that those components are submitted back to the lab as routine Microbiology cultures are performed to ensure the sterility of the blood) * Additional forms may be required to complete (i. . Transfusion Reaction Forms) * Further samples may be collected from the patient (i. e. Urine, blood samples, etc.

Automatic Railway Level Crossing free essay sample

Abstract: In the rapidly flourishing country like ours, accidents in the unmanned level crossings are increasing day by day. No fruitful steps have been taken so far in these areas. The objective of our project is to provide an automatic railway gate at a level-crossing replacing the gates operated by the gatekeeper. It deals with two things. Firstly, it deals with the reduction of time for which the gate is being kept closed. And secondly, it provides safety to the road users by reducing the accidents. By employing the automatic railway gate control at the level crossing the arrival of the train is detected by the sensors placed near to the gate and transmits the information to the gate controller via wired or wireless. Hence, the time for which it is closed is less compared to the manually operated gates. The operation is automatic i. e. , error due to manual operation is prevented. We will write a custom essay sample on Automatic Railway Level Crossing or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page By employing the automatic railway gate control at the level crossing the arrival of train is detected by the sensor placed on either side of the gate at about 3km from the level crossing. Hence, the time for which it is closed is less compared to the manually operated gates and also reduces the human labour. This type of gates can be employed in an unmanned level crossing where the chances of accidents are higher and reliable operation is required. Since, the operation is automatic error due to manual operation will be prevented. Once the arrival of the train is sensed, the sensed signal is sent to the microcontroller via, wired or wireless transmission and it checks for possible presence of vehicle between the gates. Subsequently, buzzer indication and light signals on either side are provided to the road users indicating the closure of gates. Once, no vehicle is sensed in between the gate the motor is activated and the gates are closed. But, for the worst case if any obstacle is sensed it is indicated to the train driver by signals (RED) placed at about 1km, so as to bring it to halt well before the level crossing. When no obstacle is sensed GREEN light is indicated, and the train is to free to move. The departure of the train is detected by sensors placed at about 1km from the ate. The signal about the departure is sent to the microcontroller, which in turn operates the motor in reverse way and opens the gate. Thus, the time for which the gate is closed is less compared to the manually operated gates. Also reliability is high as it is not subjected to manual errors. Components : IR sensors or Vibration sensors, Microcontroller, L293D(driver IC), Stepper motor, Wireless Transmitter and Receiver, power supply. HARDWARE IMPLEMENTATION Micro Controller Totally 40-pin DIP package manufactured with CMOS Technology. L293D (motor driver IC) Racially L293D 16DIP /ULN 2003 IC is used to drive the stepper motor. STEPPER MOTOR This is used to open and close the gates automatically when it is rotated clock wise or anticlockwise direction. Stepper motor requires 500m amps current, so use the L293D drivers to drive the stepper motor. SOFTWARE IMPLEMENTATION Keil By 1. B. BHARATH KUMAR REDDY – 113004045 2. P SAMBASIVA RAO – 113004161 3. T. RANGA VINOD KUMAR 113004207 4. T. SIVA NARAYANA REDDY 113004205

Vulnerable Computer Networks essays

Vulnerable Computer Networks essays As more and more people use Internet for pleasure, more and more criminals use it to break into remote computers to steal information, plant viruses, or simply change user names and passwords. In any case, many online computer networks are vulnerable to outside hacker attacks. This can target home computers, as well as corporate networks (Koerner 20). Most of the time intrusions occur because security is low and not well maintained due to incompetent security administrators (Koerner 54). PC security is never 100 percent effective (Dugdale 292). As the Internet gets faster and faster, network administrators want their networks to be as fast as possible so access to them is not sluggish. Actually, some security software can slow down a network as much as 20 percent (Koerner 20 Webs bad week). Administrators want the network or Internet site up as soon as possible. Koerner states that most of the time security is in the back of the administrators mind (20). You cant just buy a product and think you are magically secure, stated Bruce Schneier, founder and chief technology officer of Counterpane Internet Security (Koerner 20 Webs bad week). Author of Mastering Network Security, Chris Benton, says, Its easier for an administrator to throw software at the problem rather than take time to come up to speed (Koerner 54 cybervandals). It seems like most security administrators are unable to solve problems themselves. They resort to the software that others program to keep their systems up to date. In reality, it may be counter effective since administrators do not exactly know what holes that the software may have in them. Intrusion detection of hackers is one thing, but when attacks that cripple networks are coordinated to make it look like ordinary people are using a website legitimately are known as Denial of Service attacks, are another. A hacker can break into various low ...

Assignment for Business Integration Example | Topics and Well Written Essays - 2000 words

For Business Integration - Assignment Example If the employee productivity is at its highest level then the company would be beneficial after all. So every company should take care that every employee of the company is highly motivated so that they can provide their full effort. If an employee becomes demoralized then he can’t provide his 100% effort for the company as well as the employee can leave the organization, which is in turn the loss of the organization itself. Some researchers have stated some theories, following these principles the company management can make sure that the employees are well motivated. This report is an attempt to analyze the Hertzberg’s factor theories which influence the employees’ motivation positively and thereby suggesting some ways to improving the performance of the team members. Hertzberg’s Factor Theories Among the motivational theories presented by certain researchers the factor theories of Professor Frederick Herzberg is an important one. The motivation- hygiene theory of Herzberg was presented in three volumes. In the year 1959 it was first stated by Him. After that the theory was elaborated by him and at present the theory is applied by many organizations. The research about the motivation to work had two hypotheses. These are as follows The factors which are causing positive attitudes among the employees which affected their performance and the factors which are causing negative attitudes among the employees are different. The factors which affect the performance of the employees or personally differs for the job events which are extended over long term than the job events which are of short duration. From the research outcomes the factors which leading to job satisfaction and the factors which leading to job dissatisfaction are specified and thus it became the part of the theory. There are five factors of job satisfaction recognized by the researcher. These are the work of the employee (Is it challenging or not), the verbal recognition , the responsibility in the organization, the achievement and the promotion of the employee in the organization. If these five things are present in the organization then the basic needs of the employee will be satisfied and the employee would be able to produce an improved performance. On the other hand there are also certain factors which lead to the job dissatisfaction of the employees. These factors are the policy of the company and the practice of the administration, the working conditions, the interpersonal relations between the employees and especially with the supervisor, the technical quality of the supervisor, job security and remuneration. These factors are represented by Herzberg as the hygiene factors. Herzberg argued that when these hygiene factors are appropriately provided by the company management then the dissatisfaction of the employees is removed and performance of the employee get improved to a certain point. But providing only these factors don’t ensure the performance to the high level which is possible potentially. Regarding the human motivation Herzberg said that human being has two kinds of needs. One is the basic needs (life security, hunger, pain etc) and the other need is of psychological growth. Herzberg emphasized that there are need of motivators in the company as the employees who are the hygiene seekers are motivated only for a short term. They need external

Main factors of seismic vulnerability of buildings and how the Essay

Main factors of seismic vulnerability of buildings and how the assessment of the vulnerability of buildings could be used for as - Essay Example 1.3. Large Settlements in Seismic Areas There is a large population that lives in seismic vulnerable areas and the buildings there are more prone to earthquakes because of aging and lack of maintenance. 1.4. Non-Engineered Constructions Non-engineered construction is very much prone to seismic vulnerability as the buildings will not have good engineering techniques that would save them from seismic waves. 2. Seismic Vulnerability Assessment can be used for assessing the seismic impacts in an urban area. Urban area consists mainly of those buildings that are vulnerable to earthquakes and hence are damaged or poorly maintained. For example, a lot of urban area damaged â€Å"occurred in vulnerable houses in every earthquake experienced by Italy in the post-war period, and particularly during the Friuli and the Irpinia earthquakes† (Cozzi, Menoni, Pergalani & Petrini 2003:4). The vulnerability assessment of seismic activity in urban areas and the application of proper solutions to counter these damaging activities can be helpful in reducing the causalities and destruction (Agrawal & Chourasia 2008) and economic loss caused by future earthquakes, according to Vicente et al. (2010).

The Concept Of Work Life Balance

The Concept Of Work Life Balance Abstract The concept of work-life balance has now become centre of attention for almost all companies, political institutions, research institutions, families, individuals and trade unions at both national and international level. Work life balance is an important topic in human resource management that means to combine work and life in a way, that both are achievable. Work life balance is generally related to role overload, time management, time pressure, job satisfaction, job stress, organizational commitment, life satisfaction, turnover, welfare, social security, working time, flexibility, family, fertility, (un)employment, migration, consumption, demographic changes, leisure time and so on. In this paper, work means paid work i.e. a person earns money by providing his/her services to the organization. Both work family balance and work life balance is same thing. Moreover, work life conflict and work family conflict are used interchangeably. We will discuss some relevant definitions, its i mportance in organization and in life of individual, antecedents and consequences of work life conflict, factors which help in creating work life balance, advantages of work life balance, cost of implementing its policies, some findings from literature, our recommendations and implications and in the end conclusion. From our literature we try to find some quantitative data about condition of work life balance in different countries but we were not able to get it. This paper is done mostly on qualitative data we get from different and renowned journal articles written by different prominent authors. Introduction Theres no such thing as work-life balance. There are work-life choices, and you make them, and they have consequences, stated by Jack Welsh, former General Electrics CEO and all-round business guru (Khallash Kruse, 2012, p. 682). The two most important domains of an individuals life are work and family and their interface has become centre of attention in the past two decades for researchers in the field of human resource management world-wide. The changing social structures arising out of dual career couples, single parent families, globalization, changes in the demands and patterns of work, an increasing number of parents with children care responsibilities, increasing number of women workforce and ageing parents all have contributed to escalating research in the area of work life balance. There is a need to integrate and balance family and career requirements otherwise work life balance is in jeopardy as a person is unable to perform his roles due to tiredness from work or family responsibilities hamper concentration at work (McCarthy et al., 2010; Valk Srinivasan, 2011). Work life conflict is opposite of work life balance, that can be either related to strain-based or time-based conflicts between work and life. There are two conflicting areas: (1) how work impacts on family life i.e. work-to-family conflict and (2) how family life impacts on work i.e. family-to-work conflict. But the net impact is same and that is Work life imbalance or conflict. Work-life balance is not primarily a womens issue as the principles equally apply to men (Pichler, 2008; Crompton Lyonette, 2006). This concept highly aims to encourage employees to adopt flexible working arrangements that can help them to achieve balance between their professional and private life. History of Work-Life Balance In 1986, the term Work-Life Balance was first identified, but its usage in everyday language was still sporadic for a certain number of years. Although, interestingly work-life programs existed in early years such as 1930, but people did not recognize them. Before the Second World War, the W.K. Kellogg Company created some flexible work hour shifts for their employees who replaced the traditional daily working hours, and the new shift resulted in increased employee efficiency and morale. In 1977, Rosabeth Moss Kanter, for the first time in his influential book, Work and Family in the United States: A Critical Review and Agenda for Research and Policy, raised the issue of Work-Life Balance and brought it to the forefront of organizations and research. This concept forces organizations to follow work-family friendly environment. Therefore, in the 1980s and 1990s, some organizations began to offer work-life programs who aimed to promote balance work-life. The first waves of these progra ms were mainly to support women with children (Brough et al., 2008). Now-a-days, many work-life programs have been introduced which are less gender specific and identify other obligations as well as those of family. Definitions of Work-Life Balance Now-a-days, the concept of Work-Life Balance is not new; because of its importance it has been discussed extensively. It has been conceptualized as an individuals orientation across various life roles and inter roles phenomenon. Different scholars have given different views on how they perceive the concept of WLB. Some of the important definitions are: (1) Kofodimos has defined it as a satisfying, healthy and productive life that includes work, play and love, that integrates a range of life activities with attention to self and to personal and spiritual development, and that expresses a persons unique wishes, interests, and values (Valk Srinivasan, 2011, p. 40). (2) Kirchmeyer has viewed Work-Life Balance as achieving satisfying experiences in all life domains, and to do so require personal resources such as energy, time, and commitment to be well distributed across domains (Greenhaus et al., 2003, p. 512). (3) Clark views work life balance as satisfaction and good functioning at wo rk and at home with a minimum of role conflict (Greenhaus et al., 2003, p. 512). (4) Work life balance is the term used to describe the organizational initiatives aimed at enhancing employee experience of work and non-work domains (Darcy et al., 2012, p. 112). (5) Work life balance is experienced when demands from the domain of work are compatible with demands from other domains, e.g. family (Pichler, 2008, p. 3). These definitions share number of common elements for example; all highlights the balance between work and non-work domains and equality of inputs and outcomes. On the other hand, work life conflict is a form of inter role conflict in which the demands of work and family roles are incompatible in some respect so that participation in one role is more difficult because of participation in the other role (Voydanoff, 2004, p. 399). In short, work life conflict is conflict between work and family responsibilities. Significance of Work-Life Balance Literature has shown that concept of Work-Life Balance is worth for discussion as it aims to create a balanced work-life. Work life balance is becoming an important issue as people deals with shrinking workplace and time pressure. Many studies have highlighted that work-life initiatives offer a win-win situation to both employees and employers and affect business progress and performance in many ways as improving work life balance practices increase productivity, employee well-being, reduces costs, lead to improve retention and recruitment and better motivation and morale for employees (Maxwell, 2005). Various theories have revealed that work life balance policies try to minimize stress and add to a healthier and safer work environment. Work life balance has been associated with greater employee commitment, job satisfaction and organizational citizenship behavior and its policies are beneficial for individuals, their families, physical health, mental health, relationships, creativity , organizations, and society (Brough et al., 2008 Grzywacz Carlson, 2007). Employees expect their employers to recognize that in addition to job they also have a life that includes their family, friends and social gathering. Studies have shown that a workforce that is out of balance faces stress and dissatisfaction which reduces family and work engagement. Work life balance issues are one of the main reasons which forces workers to quit their jobs. Therefore, work life balance is an important and increasingly hot topic because its about improving peoples quality of life and aims to widen access to career opportunities and paid employment. Firm size is also the next best predictor of the presence of work life balance policies; because its size affects the extent and type of work life balance policies a firm can offer. Large companies are more likely to offer longer and paid parental leave and flexible working hours (Beauregard Henry, 2009; Kucharova, 2009). In short, firms have re cognized that creating a balanced work and family life of employees is the only solution of all problems. Now, senior management has become more proactive about their employees health and they are introducing and implementing work life strategies. Measurement There is no as such one measurement tool for work life balance in literature. But most widely used tool is questionnaire and surveys. Most companies do questionnaires and survey to their employees to find out how balanced is their work and life is. One such questionnaire is discussed here. Employee has to select one option and each option is assigned different point. Options were based on a 5-point rating scale that ranged from never to always. Questions are: I have come home from work too tired to do the chores which need to be done? It has been difficult for me to fulfill my family responsibility because of the amount of time I spend on my job? I have arrived at work too tired to function well because of the household work I had done? I have found it difficult to concentrate at work because of my family responsibilities? Keep worrying about work problems when you are not working? Feel too tired after work to enjoy the things you would like to do at home? Find that your job prevents you from giving the time you want to your partner or family? Find that your partner or family gets fed up with the pressure of your job? If employee faces these problems quite often it means he/she is facing work life conflict (Pichler, 2008). Higher scores indicate imbalance rather than balance of work and life. (Other surveys and questionnaires are mentioned in appendix). Antecedents Which Cause Imbalance Work-Life In many researches both men and women has reported that they face difficulties in keeping a balance between family and work life, therefore, their lives suffer because of this imbalance. One of the main reasons for this difficulty is lack of support and help from their better half or spouse. In addition to this, work life (im)balance highly depends upon on job role, project-based job and nature of industry. For example, project-based work with unpredictable work pressure and requirement to deliver project consistently with predetermined time, often requires extensive travel disturb family relations. Additional working hours and working outside normal hours at expense of home and family time with high work intensity and pressure may result in bad health, stress, anxiety, fatigue and adverse/unpleasant psycho-physiological consequences that can have dreadful affect on quality of family and work life. Some researches has indicated that despite of an overall decline in weekly working hou rs across Europe over the last decade, the increased stress level, insecurities and competition at work-place are considered to be additional factors which are relevant in creating disruption of balance in life (Valk Srinivasan, 2011; Pichler, 2008). Literature has also highlighted that fact that highest level of stress occurs when job demands are high whereas work life balance practices and policies are low. There are also some barriers which restrict organizations to implement work life balance policies that are job requirements, commitment and loyalty, cultural values, and change (Chiang et al., 2010). According to Voydanoff (2004), work demands expected to be highly associated with work-to-family conflicts which are of two types i.e. time based and strain based. Long paid working hours restrict an individuals time that can be spent with friends and family. This lack of time may create difficulties for employees in maintaining family relationship and performing family orientated task or duties. Sometimes, strain-based demands (job insecurity or concern over losing a job) threaten the economic well-being that is necessary to quality of life and stability. The stress related with job insecurity decreases interpersonal availability and restricts effective participation in family life. Sometimes, family responsibilities also restricts person to perform his/her work duties effectively but researches have been more focused on work to family conflict rather than family to work conflict. Consequences Conflict between family and work has real and worth discussing consequences which extensively affects quality of life and career success for both women and men. Stressfulness, lower productivity, low employee morale, decreased job satisfaction, absenteeism and sickness are some common consequences which are caused by work life conflict. The consequences for women may comprise serious career choices and constraints, limited career advancement opportunity and success in their work role and need to choose between an active satisfying career or marriage and children. Most of the men face tradeoff between career and personal values when they tries to find out ways to make dual career families work that often requires them to hold family roles that are far different and open. Other serious consequences of imbalance work-life are alcohol-drug abuse, negative physical and mental health effects, poorer outcomes for dependants and other household members, a lesser work contribution, a diminuti on of social citizenship and community participation, depression, financial and marital problems, distrust, tardiness, cheating and violence in workplace, task avoidance, embezzlement, organizational sabotage, compulsive eating disorder and burnout (Voydanoff, 2004; Pocock, 2005). Because of these serious consequences organization faces with the prospect of losing talented men and women who because of imbalance between work and life become unable to cope with dual family and work demands. That is why; organizations reconsider personnel policies and expectations. Factors Which Help in Creating Work Life Balance The role of social/family support and supervisor/co-worker support has consistently emerged in literature as an important factor that influences work family balance in a positive manner. Social support includes support from an employees parents, siblings, spouse or partner, children, friends and extended family. Of particular importance is support from the spouse who contributes in a variety of areas including moral, domestic and childcare support, earnings and personal financial management, home and family responsibilities, career management and interpersonal support. Family support also includes the exchange of support among relatives. The personal social support can be further conceptualized as emotional and instrumental support, thus suggesting that it positively influences the individuals functioning at work. The role of workplace support, i.e., the support received from supervisors and co-workers is another critical element of work family balance. Organizational and supervisor understanding of family duties are positively related to satisfaction with the balance between work and family life. Workplace support via an organizational approach involves the implementation of family friendly policies, which are associated with integrating work and family responsibilities and achieving a healthy work and family balance. Organizations offer a wide range of work family benefits and programs to their employees (these are discussed in appendix). Through research it is found that flexible work arrangements allow individuals to maintain a balanced life. There is also importance of supportive supervisors, peers and colleagues in managing their work family balance. Literature recognizes that all of the above mentioned variables have a greater impact on women. An emerging category appeared to achieve work life balance that is self-management or reinvention: reconsidering not only the kind of work one wants to do but also the kind of person one wants to be and the sacrifi ces one is prepared to make to grow into that new self (Valk Srinivasan, 2011; Wayne et al., 2007; Voydanoff, 2004). Communication about work life programs to employees and providing proper resources and rewards to them also contribute towards work life balance. Advantages of Balanced Work and Life Researchers are now focusing on how family and work can benefit each other and this concept is known as work life facilitation. This facilitation may take place when gain from one domain can be transferred to and improving the functioning in the other domain. Work life balance can serve as a guide for organizations to address family work balance issues by redesigning the HR practices and policies for facilitating family work balance. This will help further help in enabling workers to be more committed to the organization, perform better work, and contribute to growth of economy and positive impact for society as whole (Valk Srinivasan, 2011). Work-Life programs promotes improve productivity and employee commitment, lower rate of turnover, thus result in fewer employee relation challenges and reduced likelihood of unethical business practices. Moreover, implementation of work life balance policies can result in less loss of knowledge workers to competitors, reduced staff turnover, lo wer training and recruitment costs, reduced absenteeism, improved quality of workers, reduction in work stress, reduced use of sick leave, high self-esteem, confidence and loyalty, better performance and high morale and satisfaction. Some vital benefits that employer gains from work life balance includes employees feel valuable and work harder, maximized available labor, more loyal and motivated workforce, less stressful workplace, high employee involvement, organizational effectiveness and positive employee attitude and behavior (Beauregard Henry, 2009). Work life promotes happiness and better relations among employees and employers. Costs of Implementing Work Life Balance Policies The cost of implementing work life balance policies is another vital issue which organizations take into account. These costs include direct cost e.g. parental leave payments, childcare subsidies, cost of extra space associated with increased facilities like breastfeeding rooms or childcare facilities, providing equipment to telecommuters and indirect costs such as temporarily filing absentees post and reduction in productivity from temporary disruptions (Darcy et al., 2012; Brough et al., 2008). It has also highlighted that managers role plays a critical role in policy development and implementation. Poor managers/supervisors skills and behaviors in work life balance practice can lead to increase costs (Maxwell, 2005). According to Roberts (2008) a reduction in worked hours is perhaps the most obvious route for employees to improve their work life balance despite the connected costs in terms of income, career and status. Managerial Implications/Recommendations Based on feedback from family and co-worker a person can evaluate whether he/she fulfilling both family and work responsibilities (Grzywacz Carlson, 2007). Work life balance support and practices promotes a mean by which workers may alter their work hours and condition in a way which can reduce stress. When employees enjoy high degree of freedom and flexibility, sense of job control will increase, thus alleviating job stress (Chiang et al., 2010). Work life balance practices can have positive impact on employees and competition at firm level. These are some suggestions to promote work-life policies and program: (1) Use questionnaires to find out what workers feel about work life balance. (2) Review HR strategy and see if they support companys mission. (3) Develop work-life reward programs by using non-cash incentives associated with business objective. (4) Align HR strategy (e.g. employer of choice) with work-life initiatives (McCarthy et al., 2010). Work-life initiatives also creat e positive employer branding, promote organizational citizenship; endorse being an employer of choice and support diversity programs. To start work-life programs, managers should consider these key areas: employee retention, absenteeism, employee time save, increase productivity and motivation and decrease stress related illness and health care costs. However, the entire work-life programs cannot be told firmly by only quantitative measurements. HR professionals must consider four significant questions: (1) do supervisors and managers aware of the impact work life balance and its policies has on their employees, (2) does a firm culture and environment truly support work-life benefits, (3) does the companys management philosophy sincerely promotes work-life benefits, (4) are workers aware of and do they recognize companys work-life policies and programs. If a company is already in practice of offering work-life benefits, then the next step for it would be to re-communicate and repack age them so employees can see how such benefits may find them ways to reduce or manage work-family conflict. Moreover, creating a HR strategy that clearly comply with companys mission will exhibit that how committed the company is to its employees needs. Organizations may need to adopt more modified work life balance programs, initiatives and have the courage to go beyond from a one size fits all approach (Darcy et al., 2012; McCarthy et al., 2010). In other words, Companies may need to re-think work life balance more specifically and need to pay more attention on it. Work life balance programs are not reduced hours, flexible delivery, but it is about assisting people to match their behavior to their values (Reiter, 2007). According to Grawitch et al., (2010) its not about balance, its about resource allocation (in appendix, it is discussed in more detail). Companies should tailor its HR and work life balance policies according to the need of the employees and should implement it ef fectively to get desired results. Discussion Findings From the literature we found that younger employees and employees in professional and managerial positions account higher levels of work life conflict. Singles are generally more balanced than people whose partner is in paid work. Long working hours, high levels of job insecurity, a lack of power in deciding when to start or finish work and demanding jobs result in higher imbalance in work and life. Women with children also report high level of work life conflict (Pichler, 2008). But it was revealed by Emslie Hunt (2009) that there is no clear relationship between work life balance and gender. It is definitely clear that women is considered to do the home related work, on other hand men is also supposed to fulfill family responsibilities. There is also no clear relationship between work life conflict and age of employees children, but there is some evidence about those employees whose children are below three faces more work life imbalance. A one size fits all approach used for the development of work life balance programs is costly and ineffective to meet the needs of different type of employees. Job involvement was negatively related to work life balance whereas, perceived managerial support was positively related to work life balance (Darcy et al., 2012). It was found by Kucharova (2009) that there is no clear relationship between work life balance and economic condition of the different countries. It was found that sometimes flexible working and working from home increase work life conflict and part time work and job sharing also sometimes increase work pressure. There was no clear relationship found between flexible working arrangements and working conditions such as pay, promotion opportunities and employee commitment (Russell et al., 2009; Moore, 2006). Through study of Reiter (2007) it was clear that organizational development field is struggling with the apparent lack of success of work life balance programs in many organizations and this is caused by lack of investment by companies and government in work life balance initiatives. Furthermore, to gain real value from investment in work life balance, organizations need to recognize it as a complex issue and apply much more holistic solutions than has usually been the case. Conclusion In conclusion, we like to say that people who combine all aspects of their life in a balanced manner should therefore be the most satisfied and happiest one. In short, work life balance is part of the general well-being. The higher work-life imbalance, the lower are life satisfaction, happiness, subjective health and emotional well-being. Work life balance programs have the potential to extensively reduce absenteeism, improve employee morale and keep hold of organizational knowledge, particularly during hard economic times. In such a marketplace where there is increasing globalization and companies aspire to reduce costs, it depends upon human resource expert to comprehend the serious issues of work life balance and become of winner work life programs. It will cost some money, but in the long run, the company will benefit from this. If properly introduced and implemented then work life balance programs can be win-win situation for employee, family and organization. Flexible working a rrangements are important but it should be catered according to employees needs, resources, time and demands to get more improved results. Work life balance is associated with quality of life and is not only a moral issue it is productivity and economic issue, a workplace issue and a social issue, and needs to be addressed as such. We can also measure by using some other questions and that are, how successful do you feel in balancing your paid work and family life? Are you satisfied or dissatisfied with the balance between your job or main activity and family and home life? I am satisfied with the balance I have achieved between my work and life? I am able to balance the demands of my work and the demands of my family? I experience a high level of work-family balance? I am satisfied with the balance I have achieved between my work life and my family life? How successful do you feel in balancing your paid work and family life? Are you satisfied or dissatisfied with the balance between your job or main activity and family and home life? Responses were based on a 5-point rating scale that ranged from strongly disagree to strongly agree. (Allen Kiburz, 2011; Kucharova, 2009; Reiter, 2007). Factors Which Help in Creating Work Life Balance Organizations offer a wide range of work family benefits and programs to their employees such as job sharing, staggered hours, compressed working hours, telecommuting, job protected parental leave, part-time return to work options, shift swapping, flextime, resource and referral services, unpaid family leave, dependent care assistance, shorter standard work weeks, improvement in job conditions, breaks from work, work for home, on-site childcare, support groups for working parents, sports facilities, day-care facilities, laundry facilities, and canteen facilities (Valk Srinivasan, 2011; Wayne et al., 2007; Voydanoff, 2004). Its not about Balance, Its about Resource Allocation Literature has re-conceptualizes the frame work of WLB. Previous researches have given more emphasized on the ways in which work and non-work life affect each other, but now new studies has introduced the concept of Personal Resource Allocation (PRA) framework which considers that all life demands forces an individual to make choices about where, when, how to allocate personal resources across the life domains. This Framework has four main central components which include personal resources, demands, resources allocation strategies and the individual outcomes. It suggests that effective work-life balance is an effective personal resource allocation across all life pursuits. It allows researchers to move beyond the old assumption of WLB, in which work life is considered bad and family life considered as good, to person-environment interactions that brings positive individual outcomes. According to PRA framework, individuals bring their personal resources to their daily lives, and beca use they come across repeated demands (anything that competes for personal resources) on their resources so, these demand forces them to make choices where to allocate these resources. Once the resources are allocated, then individuals are left with fewer resources to meet additional demands (Figure1, in appendix shows the PRA framework). Therefore, positive outcomes can only be achieved if (a) perceives that they have necessary resources to respond to their demands of life, (b) when they believe that they have adequate control to allocate their resource according their preferences, (c) when they feel satisfied with the way they have managed their resources (Grawitch et al., 2010). This Framework has presented the rethinking concept of WLB interface by de-emphasizing the negative role that work plays in life and emphasizing a resource allocation strategy. This theory incorporates person-environment interactions that bring positive outcomes, instead of, simply those that decrease or increase outcomes.

The Development Of Leadership Quality Education Essay

â€Å" ‘Leaders are born ‘ and ‘leadership accomplishments can be developed ‘ represent two basically different positions towards the development of leading quality. Which position would you back up, and what deductions may this hold for direction development in organisations? †IntroductionAre leaders born or made? This inquiry has grabbed a batch of attending of many writers in the past century. The leading theories and the ways to analyze leading have been evolved over clip. The subject of leading has been of involvement to many research workers throughout the twentieth century but non in the 19th. As Frank Heller ( 1997, p.340 ) notes that in 1896, the US Library of Congress had non one book on the topic of leading. Alan Bryman, one of the most well-thought-of and cited British research worker, has written a reappraisal chapter ‘Leadership in Organizations ‘ in 1990s. Bryman traces the displacements in the definition of leading from Trait epochs to the New Leadership epoch ( Bryman, 1996 ) . David Day argues that leaders can be developed. He carried out a thorough scrutiny of leading development from three interconnected positions, of theory, pattern and research ( Day, D. V, 2001 ) . One of his wide findings was that the pattern of leading development offered many processs for executing programmes for accomplishing coveted ends of leading development. However, he was able to happen small hallmark of the connexions between the patterns and those ends. Day gives a clear image of one of the ways in which leading research is chiefly complex to analyze and implement. He foremost differentiates between leader development and leading development. Leader development focuses on the person, and historically was the more of import one. Whereas, leading development shows a broader image of the overall kineticss of the organisations within which leaders and others perform their work ( Rickards and Clark, 2006 ) . In the undermentioned pages, we will be looking at different theories that either supports the ‘Born ‘ or ‘Made ‘ side of leading, back up the impression that leaders can be developed and speak about how can they be developed and what impact does it hold on the direction and leading development in an organisation.Leaderships, Born or Made?Narratives from all over the universe have promoted the fact of natural leaders, who succeeded without any formal preparation or whatsoever. Yet, leading preparation and development has been a turning field of survey. The taken-for-granted belief in the natural born leader was noted in a address on leading made by the Bishop of Durham, Dr Herbert H. Hensley at St Andrews University, Scotland in 1930s, in which he noted that: â€Å" It is a fact that some work forces possess an inbred high quality, which gives them a ruling influence over their coevalss, and marks them out unmistakeably for leading. . . [ in many walks of life ] there are those who with an assured and undisputed rubric, take the prima topographic point, and determine the general behavior † ( Quoted in Adair J. , 1989 ) We will now be looking at two proposals by Alan Bryman and David Day. Bryman takes us on a journey through the development of leading theories in the pre-modern times to the rise of trait theory, and an epoch where trait theories became challenges by more behaviourally oriented thoughts. Bryman portrays all these theories as a portion of the â€Å" old leading † theoretical account and contrasts them with an of import theoretical account of new leading. We will now understand how trait theories became cardinal, underpinning beliefs about natural Born leaders followed by the diminution in the sensed significance of trait theories added to the ultimate rise of involvement in leading developmental possibilities ( Rickards and Clark, 2006 ) . An early definition which was accepted for three decennaries was by Stogdill in his enchiridion which says â€Å" Leadership may be considered as the procedure ( act ) of act uponing the activities of a group in attempts towards end scene and end accomplishment † ( Stogdill, 1950 ) . Bryman argues that that definition presented by Stogdill indicates how leading was supposed to run through a leader carrying the behavior of the followings. However, he notes that this definition is deficient for distinguishing between leading and direction. He so compares this to a new leading definition which says â€Å" The leader gives a sense of way and aim through the articulation of a compelling world-view [ the specifying feature of which is ] the active publicity of values which provide shared significances about the nature of organisations † ( Bryman, 1996 ) . Bryman takes a historiographer ‘s attack and suggests typical epochs in leading theory and research. He notes that the epochs are suggestions of periods within which a peculiar kind of theory had domination over the other. He categorises them into 4 epochs, the trait epoch, manner epoch, eventuality epoch and the new leading epoch. The trait epoch was from 1880s to 1940s. It emphasised on the indispensable features of a leader which were presumed to be congenital traits like physical traits, abilities like intelligence, communicating etc and personality features like assurance, extroversion etc. The manner epoch was from 1940s to 1960s. It refocused on what the leaders did instead than their personal traits. The most dominant organisational surveies such as the Ohio State probes set a manner for analyzing the studies of followings which was even followed in the eventuality epoch. Research workers attempted to distill manners to a few overarching variables, frequently bring forthing planar theoretical accounts of people oriented and undertaking oriented. The eventuality epoch, right after the manner epoch, that was from late sixtiess to early 1980s. It can be seen as a more complex manner as it incorporates the situational variable. A contingent variable is one whose significance in a theory is dependent on fortunes. A people oriented manner may non be appropriate is the degree of acquisition and instruction of the followings is low. Harmonizing to Bryman, the eventuality theory introduced the ‘it all depends ‘ thought. He identified the theoretical account developed by Fred Fiedler and colleagues as the best known of the eventuality approaches. This theory suggests that the nature of the leader to favor undertaking or relationships may be assessed by the leaders position of his colleagues and specifically for the least preferable colleague ( LPC ) . If a leader sees good qualities in his colleagues, he tends to be more relationship oriented, if non so undertaking oriented. The new leading epoch took up in the 1980s and to day of the month. The typical characteristics are a displacement from the trait, manner and eventuality theoretical accounts through focal point on leading as a socially constructed procedure. The 2nd characteristic was a procedure of transformational alteration. This was a clear limit from the two old epochs of eventuality and manner, although the birth of trait theory could besides be considered as grounded in leader traits linked with major transmutations ( Rickards and Clark, 2006 ) . In 2001, David Day carried out a elaborate review of leading development from three interconnected positions, of theory, pattern and research. One of his wide findings was that the pattern of leading development can give us many ways for carry oning plans for carry throughing wanted ends of leading development. Day illustrates that leading research is reasonably complex to analyze and put to death. He draws a differentiation between leader development and leading development. Leader development focuses on the person, and historically was the more of import one. Whereas, leading development shows a broader image of the overall kineticss of the organisations within which leaders and others perform their work ( Rickards and Clark, 2006 ) . Harmonizing to Day, leading development holds near the single focal point instead than replace it. He criticizes on the weak nexus between theory and pattern and developed six of the most influential techniques for leading development, viz. 360-degree feedback, coaching, mentoring, networking, occupation assignments and actions ( Day, D. V, 2001 ) . This we will discourse in item towards the terminal of this paper. Over the old ages, leading has been studied loosely in a assortment of contexts and theoretical foundations. In some instances, leading has been illustrated as a procedure, but most theories and research on leading expression at a individual to derive understanding ( Bernard, 1926 ; Blake, Shepard and Mouton, 1964 ; Drath and Palus, 1994 ; Fiedler, 1967 ; and House and Mitchell, 1974 ) . Leadership is in general defined by the traits, qualities, and behaviours of a leader. ( Stogdill, 1974 ) , identified several different classs that arrests the kernel of the survey of leading in the 20th century. The first motion dealt with the properties of great leaders. Leadership was explained by the internal qualities with which a individual is born ( Bernard, 1926 ) . The impression was that if the traits that distinguished leaders from followings could be identified, successful leaders could be rapidly evaluated and put into places of leading. Personality, physical, and mental individualisms were examined. This research was based on the thought that leaders were born and non made, and the key to success was merely in acknowledging those people who were born to be great leaders. Despite the fact that much research was done to place the traits, no clear response was found with respect to what traits every clip were associated with great leading. One imperfectness with this line of idea was in ignoring the situational and environmental factors that play a function in a leader ‘s degree of effectivity ( Horner M. , 1997 ) . A 2nd major thrust looked at leader behaviours in an attempt to reason what successful leaders do, non how they look to others ( Halpin and Winer, 1957 ; Hemphill and Coons, 1957 ) . These surveies began to look at leaders in the model of the organisation, placing the behaviours leaders ‘ exhibit that increases the efficiency of the company. A 3rd attack in response to the inquiry about the best manner to take dealt with the dealingss between the leader ‘s traits, the leader ‘s behaviours, and the state of affairs in which the leader exists. These eventuality theories make the guess that the effects of one variable on leading are contingent on others. Yet another eventuality theory trades with an scrutiny of the people who are led by leaders. The significance of the followings in leading materialized ( House and Mitchell, 1974 ) , and leading was seen as a communicating between the ends of the follo wings and the leader. The path-goal theory proposes that leaders are chiefly responsible for assisting followings build up behaviours that will enable them to achieve their ends or preferred results. Extra leading theories have come frontward over the past 10 to fifteen old ages. This is symbolized by the comparing of transactional and transformational leading. Transactional leading stems from more constituted positions of workers and organisations, and it involves the place power of the leader to utilize followings for undertaking completion ( Burns, 1978 ) . Transformational leading, nevertheless, looks on for ways to assist actuate followings by carry throughing higher-order demands and more to the full appealing them in the procedure of the work ( Bass, 1985 ) . Transformational leaders can get down and cover with alteration, and they can craft something new out of the old. In this manner, these leaders separately evolve while besides assisting their followings and organisations evolve. They construct strong associations with others while back uping and heartening each person ‘s development. Manz and Sims besides offer a revised, integrative point of position on leading . Using the term â€Å" Super Leadership, † they confront the traditional paradigm of leading as one individual making something to other people ( Manz and Sims, 1991 ) . Alternatively, they propose that another theoretical account exists for leading today: â€Å" the most appropriate leader is one who can take others to take themselves † ( p. 18 ) . Harmonizing to this position, leading exists within every person, and it is non restricted to the bounds of officially appointed leaders. They suggest that for leaders to be most successful, they need to help each person in the development of taking himself or herself. Leaderships become great by unleashing the possible and capablenesss of followings, hence holding the cognition of many people alternatively of trusting entirely on their ain accomplishments and abilities. Daniel Goleman was the first individual to present the thought of 'emotional intelligence ‘ in his book with the same rubric in 1995. In his research of around 200 big companies, he found that apart from the leading qualities like intelligence, stamina, finding and vision, which are needed to for a leader to be successful ; there is besides a demand for a high degree of emotional intelligence which includes self-awareness, self-regulation, motive, empathy and societal accomplishments. These qualities may sound soft but Goleman discovered strong relationships between emotional intelligence and the house ‘s public presentation. Harmonizing to Goleman, IQ and proficient accomplishments are the entry degree demands for any executive places. But Goleman ‘s research shows that emotional intelligence is the sine qua non of leading and without it, no affair if the individual has the best preparation in the universe, has an analytical head and a clump of superb thoughts, he still wont do a great leader ( Goleman, 1998 ) . Self-awareness is the first component of emotional intelligence, which makes sense when one believe that the Delphic prophet gave the advice to â€Å" cognize thyself † 1000s of old ages ago. Self-awareness means holding a deep apprehension of one ‘s emotions, strengths, failings, demands, and thrusts. Peoples with strong self-awareness are neither overly critical nor unrealistically hopeful. Rather, they are honorable with themselves and with others. Peoples with a high grade of self- consciousness place how their feelings affect them, the people around them, and their occupation public presentation. Therefore, a self-conscious individual who knows that he tilt handle tight deadlines, can be after his clip carefully and gets his work done good in progress. Self-awareness extends to a individual ‘s accepting of his values and ends ( Goleman, 1998 ) . Self-regulation is the component of emotional intelligence that frees us from being prisoner of our ain feelings. Peoples occupied in such a duologue feel bad tempers and emotional disposition merely as everyone else does, but they figure out ways to command them and to even impart them in utile ways. Peoples with self-regulation tend to take a different way in difficult times. They craft words in such a manner that the individual gets the message without doing him or her feel bad about it. Peoples who have control of their feelings and urges are able to craft an ambiance of trust and equity. In such an environment, political relations and bitching are aggressively reduced and end product is high. Gifted people congregate to the organisation and are n't tempted to go forth ( Goleman, 1998 ) . Motivation is one trait that all leaders possess. They are driven to accomplish beyond outlooks. Many of the people are motivated by external factors like higher wage, a esteemed rubric in the organisation or the taking company itself for which they are working. On the other manus, good leaders are motivated by a deeply embedded desire to accomplish something merely for the interest of accomplishing it. If one wants to mensurate the motivational degree of the leader, expression at the desire and passion for work itself. Such people look for originative challenges and love to larn new things. Empathy can be easy recognized out of all the other dimensions of emotional intelligence. It surely does non intend following others emotions as one ‘s ain and seek to delight them, instead empathy agencies sympathetically sing employees ‘ feelings along with other factors while doing intelligent determinations. Empathy is preponderantly indispensable today as a constituent of leading for at least three grounds: the increasing usage of squads ; the rapid gait of globalisation ; and the turning demand to retain endowment ( Goleman, 1998 ) . The first three dimensions of emotional intelligence are self-management accomplishments. The last two, empathy and societal accomplishment, trades with a individual ‘s endowment to pull off relationships with others. As an component of emotional intelligence, societal accomplishment is non every bit straightforward as it sounds. It ‘s non merely about friendliness, even though people with high degrees of societal accomplishment are seldom dishonorable. Social accomplishment, instead, is openness with a ground: traveling people in the way you want, whether that ‘s understanding on a new selling scheme or acuteness about a new merchandise. Social accomplishment is a decision of the other dimensions of emotional intelligence. Peoples tend to be really effective at pull offing associations when they can grok and command their ain emotions and can sympathize with the feelings of others. Even motive addendums to societal accomplishment. Peoples who are ambitious to carry through be given to be optimistic, even in the face of failure. When people are optimistic, their â€Å" freshness † is cast upon duologues and other societal brushs ( Goleman, 1998 ) . So can emotional intelligence be learned? For decennaries, people have been reasoning approximately are leaders born or made, and so does about emotional intelligence, are people born with certain degrees of empathy, for illustration, or do they get by existent life experiences? , the reply is both. Scientific research suggests that there is a familial constituent to emotional intelligence and that nature plays a critical function in development of such intelligence. But to what extent, one can non truly mensurate that out. One thing is for certain that emotional intelligence additions as the individual grows older but some people still need developing to develop emotional intelligence. Every individual is born with it, there is a demand to happen and develop it. Emotional intelligence is born mostly in the neurotransmitters of the encephalons limbic system, which administers feelings, urges, and thrusts. Research shows that the limbic system learns best through motive, drawn-out pat tern, and feedback. Compare this with the sort of larning that goes on in the neopallium which governs analytical and proficient ability. The neocortex appreciation constructs and logic. It is the portion of the encephalon that figures out how to utilize a computing machine or do a gross revenues call by reading a book. To hike emotional intelligence organisations must redeploy their preparation to include the limbic system. They must assist people interrupt old behavioral wonts and put up new 1s. That non merely takes much more clip than conventional preparation plans it besides requires an individualised attack. With dedication, continuity and pattern, such a procedure can hold a life long consequence. It ‘s of import to recognize that constructing 1s emotional intelligence can non and will non take topographic point without sincere desire and concentrated attempt. A brief seminar wo n't assist ; nor can one purchase a how-to manual. It is hard to larn to sympathize, to inte rnalise empathy as a natural response to people, than it is to go proficient at failure analysis. But it can be done. â€Å" Nothing great was of all time achieved without enthusiasm † wrote Ralph Waldo Emerson. If your end is to go a existent leader, these words can function as a usher in your attempts to develop high emotional intelligence ( Goleman, 1998 ) . Harmonizing to Day, there are six most influential techniques for leading development, i.e. 360-degree feedback, coaching, mentoring, networking, occupation assignments and action acquisition. 360-degree feedback involves assessment procedures within which the executives ( leaders ) gives feedback to the employees ( followings ) and have a feedback from them if possible at a higher, tantamount or lower degrees in the organisation. It is used to garner positions from the very important persons and the lower downs. This technique is used by many of the luck 500 organisations nevertheless the leading development portion has attracted some differences. Coaching and mentoring are two overlapping agencies of leading development. Both these attacks fit good with the construct of go throughing on the information to the less experient from the more experient one. Coaching is a term by and big related with the proviso of specific sets of behavioral accomplishments ( dialogue, communicating, presentation accomplishments would be typical leading illustrations ) . The procedures tend to presume that statute cognition is transferred from the trainer to the trainee. Mentoring, correspondent to training, is a classical term to specify the relationship between the wise man, the experient and knowing one, and a less experient receiver. Unlike coaching, the cognition transportation is less concerned with specific accomplishments and the acquired cognition is more likely to be dispersed. Mentoring is therefore more clearly developmental, and sometimes called as tacit accomplishments. This characteristic allows the possibility of informal mentoring relationships. Networking has been acknowledged within cognition direction research, as holding a connectivist footing. This draws a differentiation between theories which regard cognition as inborn in persons ( cognitivist theories ) and those concerned with relationships across persons ( connectivist theories ) . These theories believe that organisational constructions are self-structuring, as an result of the information flows through several connexions ( webs ) amongst its single members. The networking attack to leading development is the most obviously connectivist one. Job assignments have played a critical portion in the field of direction development programmes for many old ages. The simple hypothesis is that persons learn by being exposed to wide-ranging challenges of importance to current or future occupations. The statement has been widely applied to apologize concern exchanges, foreign deputations, even abroad school trips. It will be noted that a occupation assignment programme will inescapably hike a alteration in networking activities of those occupied, so that the appraisal of the one technique against the other is a complex affair. Action acquisition is an look applied to an extended scope of experiential acquisition procedures. The procedures tend to affect undertakings as the drive force for larning ; these are frequently directed towards of import concern jobs. It presents the impression of calculated engagement. The find procedure comes from the interior of a individual. The procedure comes with a demand to work through jobs of objectiveness and whether consequences could be generalized or non ( Rickards and Clark, 2006 ) . Apart from these patterns and attacks, there are many formal leading development establishments in the universe. The Centre for Creative Leadership ( CCL ) is considered as one of the most experient planetary leading development organisations in the universe. It was founded in 1970 in Greensboro, NC, USA and had developed itself as a universe leader with many other installations in the US, Europe and Asia. Even in the UK, Ashridge Management College built its extended leading programmes in the 1980s and 90s with the aid of its franchise from CCL. Manchester Business School ( MBS ) besides became a portion of the programme for proficient leading over a period of old ages through its Research & A ; Development Department ( Rickards and Clark, 2006 ) .DecisionThere is still much of a argument that ‘are leaders born or made ‘ , in my perceptual experience and by looking at a scope of articles and books, came to a decision that nevertheless there is an in-born component involv ed in the development of leading, preparation and development is still in much demand to foster explore and smooth that possible. As Goleman notes that ‘It would be foolish to asseverate that good-old-fashioned IQ and proficient ability are non of import ingredients in strong leading. But the formula would non be complete without emotional intelligence. It was one time thought that the constituents of emotional intelligence were â€Å" nice to hold † in concern leaders. But now we know that, for the interest of public presentation, these are ingredients that leaders â€Å" need to hold † ‘ ( Goleman, 1998 ) . The techniques identified by David Day are deserving observing. Whereas the formal techniques can be used in the development of leading, many other informal attacks can besides be considered. Informal squads can besides be setup in an organisations what can give informal but valuable feedback about a individuals behavior which than can be taken attenti on of. A individual may be born with leading accomplishments and may hold emotional intelligence to a certain degree, but when we look at eventualities, the leader has to be cognizant of the state of affairss and has to be pro-active instead than being re-active. Leadership development in footings of emotional intelligence is a drawn-out and clip devouring procedure but it is deserving puting in provided that the scholar is unfastened to all kinds of acquisition and has a passion and enthusiasm for it.