Literary Synthesis Paper Essay Example | Topics and Well Written Essays - 750 words

Literary Synthesis Paper - Essay Example The modern concept of PTSD has always been with us. It was first officially introduced into the mental health nomenclature-in the American Psychiatric Association's Diagnostic and Statistical Manual of Mental Disorders, Third Edition (DSM-III) in 1980 after a hard-won struggle by activist-professionals. During the Vietnam War like Henry many soldiers had to fight an unseen enemy that's eating them inside out. Henry was caught and given the status of Prison of War. Prisoners of war (POW) have been found to have high rates of PTSD. Its been estimated as high as 30 to 70 percent for POWs of World War II and 15 percent for Vietnam veterans have been proposed. The conditions POWs are exposed to are often severe and include captivity, fear, terror, pain, suffering, shame, humiliation, beatings, untreated medical problems, being deprived of food and shelter, forced relocation, excessive work regimes, and witnessing executions. Levels of comorbid conditions are also high, including depression and even neurological impairment. Lyman though not a doctor tried to control his brother's emotions and treated him as a normal person. Treatment for veterans is unique in several keys way. To begin with, research indicates that overall, treatment is less beneficial for veterans; they come to treatment much longer after the initial trauma and have a more complex presentation, higher levels of comorbidity, and higher levels of social and occupational dysfunction. Those veterans with PTSD currently serving in the military present another complex group, and treatment suggestions include focusing on increasing coping and resilience factors and preventing relapse. Veterans may also have a tendency to focus on somatic complaints. Without any knowledge about disorder Lyman helped his brother way out in a cognitive manner. Most of the Vietnam War veterans suffered from PTSD. Cognitive therapy is built on an information-processing model of psychology, viewing pathology as a consequence of systematic biases in the processing of information. In essence, the mediating role of thinking between stimulus and behavior is the critical point of change and alteration in cognitive therapy. Errors in thinking and the processing of information, be it environmental or more internal in nature, are the targets of therapy. Many different concepts and terms are used to characterize and describe thinking and dysfunctional cognitions in cognitive therapy, such as schemas, automatic thoughts, conditional assumptions, maladaptive cognitions, and cognitive distortions. A specific type of cognitive errors characterizes different classes of mental disorders. Henry used cognitive method to treat his brother without any knowledge that he was treating his brother. Henry used to get irritated at minute disturbances and in one scenario he bitten his lip and blood oozing out. It didn't effected Henry. Behavior therapy emphasizes the unlearning of maladaptive or problem behavior and the acquisition of more adaptive and healthy behavior. Therapists attempt this with a number of techniques, including behavior modification, guided imagery, role-playing, self-monitoring, relaxation training, progressive relaxation, behavioral rehearsal, activity scheduling, and exposure techniques. Behavior therapy works in many ways

The Economic Value of Sports on National Development Research Paper - 2

The Economic Value of Sports on National Development - Research Paper Example The mega sporting events are said to be good stimulators of economic growth and development. Sydney and Atlanta Olympics were highly associated with the macro economic development plans of Australia and United States of America respectively and left positive impact on the business environment. Again the business groups that associate with such mega sporting event also gets benefitted through their promotional activities in terms of increased future business potential. Considering the Sydney Olympic Games, the Business Club Australia provided networking opportunities as well as attracted around 16,000 visitors by linking to the Common wealth’s Trade Visitors Program. The sporting events also provide huge economic benefits to the host country through increased tourism. To manage greater number of tourists the infrastructure of a country must be renewed and revitalized. This leads to fresh investment in sectors like transportation, construction etc. This eventually creates higher employment opportunities. In 1999, the Sports Travel Magazine estimated that sports related travel and the tourism market possessed an approximate value of US $ 118.3 billion (Jordan et al, 2011, p. 29). The NBA in the United States of America has also led to the enhancement in the economic forefront with its tremendous popularity and the market has reached out and has spread its influence to Asia as well as in Africa (Abrams, 2010). The economic value of sports can be understood through the fact that economic performance of areas with stadium is better than those without it. Moreover if a popular team is hailed from an area it often reflects through the areas better economic performance; this might be due to more exposure that the concerned area gets through that team in all most all the spheres. However, among the works of some eminent scholars like that of Baade (1994), no such significant

Social And Emotional Development Of Children

Social And Emotional Development Of Children Social and emotional development underpins effective learning, positive behaviour and the judgements they make in and out of school. Schools need to be places where emotions are accepted as normal, unthreatening, discussed freely, expressed safely strategies and support are written in statements and policies. A successful strategy that has been introduced into schools is SEAL, SEAL stands for social, emotional aspects of learning, and this is a school programme that focuses on the development and the application of social and emotional skills. Not only does SEAL consider the needs of the children but also all that work in the setting, providing support for them to implement the strategies that it highlights. Its important in the early years that practitioners understand that children develop at different rates; emotionally others are more mature than others. This is a similar situation for social development children that dont have enough social experiences from a young age are less likely to be social in a classroom due to lack of confidence. The theorist Bowlby is most famous for his attachment theory he devised the term maternal deprivation (Bowlby, n.d.) this was because he believed that if children were separated from their mothers at young age then they would be psychology damaged (Squire, 2007) this supports the theory that without enough social attachment and experiences in the early stages of life then children are more likely to be unconfident in social situations and find it harder to adapting to school life. The EYFS believe that all children are ready to learn. The EYFS (2012, pp.2) states that Development is not an automatic process, however. It depends on each unique child having opportunities to interact with positive relationships and enabling environments being a unique child emphasises more on the fact that children do develop at different rates. So having relationships with people and being in a encouraging environment helps develop children socially and emotionally, this is why its essential practitioners and schools provide these are much as possible. It is proven that in the 21st century children are more likely to worry about family, school, friendships from two decades ago (Blake, 2007). This is a worrying result because most people have the view that childhood should be carefree and trouble free. Schools have more pressure now more than ever to ensure that children have a safe and worry free environment to learn in. Social development is promoted in all child care settings, teachers are using group tasks more and involving children as much as possible, if they realise that a child is withdrawn then action is taken to involve this child such as talking to them and introducing new provisions such as a buddy system at play times so children can always have someone to socialise with. However when it comes to emotional development, I havent seen many provisions put into place to support this, some schools introduce schemes such as emotion sticks in which the children place their name in the pot with the emotion that they are feelin g that day, this quickly faded out because the children forgot and the practitioners forgot to remind the children that they need to do this, circle time is a popular way that schools choose to support emotional development, this is very effective in the early years, unfortunately not every school use circle time often because they dont have time and it wont fit into their curriculum so its often put aside. One way in which some schools promote emotional and social development is interacting with the community in which they live in, this gives children the sense of belonging and a strong self-image, this in turn builds self-esteem, the higher their self-esteem is then the more confident the child will be, making the most of opportunities especially throughout the school, because they have already had the experience of being involved with the charity event or helping the elderly they will be more confident in the social aspect of new activities but also emotionally because they have more confidence in what they can do. The every child matters document supports this strategy, the ECM has a section titled make a positive contribution helping the community is part of this. There are several strategies that schools use to support emotional and social development, in order to keep these as effective as possible, the school need to review the strategies as often as needed to ensure that they are working, if a method isnt working then another is chosen and used in the school. This can be done by monitoring the children whilst they are taking part in the strategies to see how they are using them, if they are engaged and involving themselves in them then this is a good sign however if a couple of children dont feel comfortable or utilising the method as desired then a different approach may need to be taken. Reviewing the strategies every term is a good way to see how effective it is, another strategy can then be introduced in the next term, and once the method that is the most effective in the school for the pupils, teachers and parents then it can be used throughout the school, different age groups may also need different strategies, older childrens emotio nal and social developmental needs will be different to the early years, this needs to be taken in consideration when planning approaches. Some schools may end up with 2 or 3 different methods being used in the school. One of the most recent strategies that schools use to support emotional and social development is the healthy schools scheme. This was set up to promote healthy eating and exercise in schools, not only does this promote concentration in the classrooms but it involves children in activities organised by the school, the way in which the schools implement this strategy is up to them, some may decide to use Activate or Wake Up Shake Up in their school day or by introducing healthy snacks at break and lunch time. A Healthy  School  promotes  the  health  and  well ­being  of  its  pupils  and  staff through  a well-planned,  taught  curriculum  in  a  physical  and  emotional environment  that  promotes  learning  and  healthy  lifestyle  choices (Departement of Health, 2007) This strategy was more important than ever in 2012 due to the London Olympic Games, children wanted to be more active in and out of schools, so having sports days and Olympic challenges was an ideal way to promote healthy schools further. The walking and cycling provisions that some schools use, involve the children in the community as well as being sociable, this supports the emotional and social development of children. However not all schools provide strategies such as these, some schools dont have the funding whereas others dont see it as an important aspect of childrens learning. When the scheme was first introduced thousands of schools took it on board however as the years have passed its become increasingly difficult for schools to motivate themselves to continue the strategy. In order for healthy schools to once again be a priority for schools, new ways of promoting healthy eating and exercise need to be put into place, schools could involve the children in this process, this would also make the children more motivated to actually do the activities because they have had an input. If a child is constantly being told that they are unhe althy therefore they need to take part in the schools activities, then their self-esteem is going to get lower and lower which has a considerable effect on the childs emotional welfare, they will eventually have a negative view of themself, schools need to be aware of this and ensure that no child is told they are unhealthy or lazy, every child needs to take part in the scheme as much as possible. In contrast to the recent impact of healthy schools, there has been numerous research and discussion about gender roles. There is the ultimate question of, are girls born automatically liking pink and boys liking blue? There will never be an exact answer to this question some will say its to do with nature whereas others will say affected by nurture. When children first come into a setting, they may feel pressure to go and play with the construction area if they are a boy or immediately go into the role play area if they are a girl. This attitude is changing and children are becoming more confident in their own decisions as to where they should play, however some parents heavily promote girls playing with dolls and putting on makeup the same is for boys, parents may want their son to play football or rugby which are heavily male influenced. This goes against the various strategies that schools are implementing to help prevent children feeling as though they dont have an individual id entity, which affects their emotional understanding. Dowling (2012, pp.159) agrees with this point young children will only become confused if values at home and nursery are in direct opposition Every classroom should be gender neutral with pale walls, and pictures of girls and boys playing in the different areas of the classroom, providing activities that both girls and boys can play with for example not just providing colouring pages for girls but for boys as well. However even though this method is being implemented, the media still goes against a gender neutral environment, portraying women in Disney films as being helpless and in danger and having a dashing knight coming to save the day, this gives children the perception that women are weaker and less brave then men. However this attitude will almost never be changed, companies know what makes them money and if it means giving children mixed views about themselves then they will continue to do it. Its essential that schools co ntinue to use the action that they are taking to help prevent these views coming into schools. Not only is it important that classrooms are inclusive, the practitioners also need have an understanding and agreement about inclusion, in order to provide equal opportunities for every child (Beaty, 2006) One of the most effective provisions that schools have introduced is circle time. Jenny Mosley is the brains behind the whole school approach towards circle time. Good behaviour management is key when doing circle time, the children need to know the rules that surround circle time, its a trusting place where the children can communicate with each other and discussing issues that they feel are important and is also a great opportunity for children to socialise with the rest of the class. Circle time can also be used as a anti bullying technique, if children arent getting along in or out of the classroom then this strategy can be used to give the children the opportunity to talk about their issues, this also opens their eyes to the fact that they may of really upset the other children, providing emotional awareness that a childs actions may affect another child and they may not even know it. Circle time works best when its not done too often; having circle time every day would be borin g for the children and the teacher and would lose the desired effect. It provides opportunities to learn how to listen and respect others; its also an emotionally safe place for children to be in with trusting people and a comfortable environment. (Circle Time, n.d.) However because circle time is the most effective when its done regularly, it can be easy to forget the routine of circle time missing circle time several weeks in a row can effect children because they may have something specific they want to say in circle time and dont get the opportunity to say it because the teacher has forgotten about circle time, this can be easily resolved the children could be responsible for reminding the teacher about circle time, having a day activity planner in a visible place that consists of pictures and words so the children can see what they are doing also, is a good way to inform that circle time will be happening, reassuring the children. Circle time additionally provides important tim e for children and practitioners to develop a trusting and positive relationship; this is why circle time is especially important in the first couple of weeks of term. The professional relationship between parents and teachers is just as important, parents and carers need to know that their child is safe and happy in the setting, if a parent has concerns about their child then the teacher is the first person that they will go to, for example if a parent thinks that their child is being bullied by another child in the class then the teacher and parent can work together to think of techniques to use in order to stop this happening, circle time could be one of the strategies used. A method that was used in a school to promote the relationships between child and teacher and parent and teacher was stay and play. This occurred once a week and parents or relatives had the choice to join in on activities in the classroom, it would start off by the teacher explaining what the activities were for, how they linked in with the curriculum and what the parents could do to further encourage the learning at home, the stay and play session lasted for 45 minutes, th e teacher answered any questions that they were asked, and the children enjoyed playing with the various activities in the classroom with the support from parents and teachers. This was a very effective strategy used in this school, and they can continue to maintain the building relationships by having parent councils like the one in Bruce Grove Primary School, they found a parent council very effective it provided opportunities for parents to communicate with one another and have their input into how they wanted their children to learn. This continues the positive relationship between schools and parents/carers, its essential that there is constant communication because they both want the children to learn and develop to the best of their ability, when children see the positive relationship between their parents and their teacher, it makes them comfortable around the teacher. Not only is the relationships within school important but the environment is equally important, the EYFS approach to the unique child consists of positive relationships and an enabling environment. An environment that provides opportunities and exploration also needs to make the child feel safe and secure. These positive environments from the EYFS (2012, pp.2) explain that they need to have stimulating resources, relevant to all the childrens cultures and communities successfully combining play and learning especially in early years settings, this is important because then children will link learning with being fun. Not only do schools need to support children with their emotional and social development but they also need to support them to take risks and explore new environments, children learn the most effectively through personal experiences so promoting these gives children more confidence in their abilities and having a better perception of themself. Positive relationships and e nabling environments ensures learning and development. Observing, assessing and planning ensures that strategies work in the setting and meet the childrens individual needs. Each section of the EYFS document are individual however they are all underpinned by the basic factors to successfully support childrens social and emotional development. Every unique child needs positive relationships from every direction; parents, teachers and fellow peers. Enabling environments that are supportive and positive these together will equal to learning and development.

International Software Piracy Essay -- Argumentative Persuasive Essays

International Software Piracy Disclaimer The ideas and arguments presented in this paper are provided solely for purposes of academic discussion. The author wishes to make it clear that he neither condones nor promotes software piracy in any form, and that he encourages all software practitioners to familiarize themselves with the relevant intellectual property laws of their respective countries and to adhere to the highest level of ethics in the conduct of their professional duties. I. Background Software piracy has been around since the beginnings of personal computing. The first paper tape of a BASIC compiler passed from one hobbyist to another was essentially pirated software, although, at the time, it may not have been recognized as such, and in fact, may not even have been illegal[7]. The extension of copyright protection to software coincided with an explosive proliferation of low-cost computers and an expanding market for software packages that went beyond the hobbyist and into the commercial and mass consumer segments. As the software market matured and software vendors became multi-billion dollar enterprises, concern about piracy and the resultant lost revenue increased. The proliferation of Information Technology (IT), fostered in part by the Internet, have made piracy a global issue, with one estimate placing the loss to business world-wide in a single year at over $13 billion [1]. Though illegal in most countries, the rate of piracy world-wide remains high, even in developed countries with established traditions of protecting intellectual property (IP). For example, the United States has one of the lowest piracy rates in the world, and yet its piracy rate remains at 23%. Countries with the highest p... ...lt;http://www.theregister.co.uk/2000/02/14/pirate_plays_third_world_card/>. Salon, Profits from piracy, 2002, www.salon.com, 4-May-2004, . ZDNet, Microsoft slashes Windows XP price to fend off Linux, 2003, 11-May-2004, . USA Today, Software piracy takes toll on global scale,2001, 20-May-2004, . Computer Science and Telecommunications Board of the National Academics, The Digital Dilemma: Intellectual Property in the Information Age, (Washington, D.C.: National Academy Press, 2000) 55. Nader, Ralph, Consumer Harm in the Microsoft Case: Address to The Bazaar - An Open Source Software Event, 1999, 3-Jun-04, .

Leadership in the Work Environment

The ability to be a successful supervisor does not center on being an expert in the tasks of the company. If one is a supervisor in a bottling company, success will not derive from the number of bottles that are capped, but by orchestrating personnel to be effective in the product line that caps the bottles. As such, the supervisor must pay a firm – yet benevolent – role with employees in order to make the employees as productive as possible within the grand scheme of company goals. When it comes to the personnel who comprise the totality of the workforce, there can be issues that exist that are somewhat hostile. Whether employees are unhappy with co-workers or there is an anger directed towards management, such hostility must be addressed by an effective supervisory leader so as to return to a level of harmony and productivity. So how would I apply my skills to be an effective leader? By using my skills at understanding diversity; and effectively communicating in order to facilitate my leadership role. No work environment will be completely harmonious and it is the supervisor’s responsibility to effectively restore a sense of harmony to the work environment. This will require a great leadership role on the part of the supervisor, but far too often people will assume leadership means being firm or, worse, dictatorial. Such actions may work on a short term basis, but ultimately, such a heavy handed approach will lead to failure. In order to be an effective leader, one needs to temper firmness with a compassion and sensitivity that will greatly allow for stronger bonding between management and employee. This bonding will eventually provide the impetus for  subordinates to follow the guidelines of those in leadership roles and managerial positions. On a baseline level, there needs to be an understanding as to the complexity that can exist within the workforce. Often, that complexity derives from the great diversity of the people who comprise the entirety of the workforce. People come from all walks of life, from a multitude of cultures, ages, backgrounds, etc. Because of this, misunderstanding can result from a lack of understanding of the cultural sensitivities of the individuals. On a baseline level, it is the supervisor’s/manager’s responsibility to become well versed in diversity. There are those critics of diversity training that suggest that such training is a waste of productivity. This is a very knee jerk reaction to the subject that is not entirely based in reality. The reason for this is that the time spent on diversity training will allow the supervisor to understand how to communicate effectively with those under his or her supervision. This ability to communicate on a culturally sensitive level will eliminate a great many problems that may exist in the office environment. By eliminating these problems, productivity is no longer seriously threatened. Of course, there needs to be a solid development of basic communicative school (written and oral) in order to effectively deal with their subordinates. Without solid communicative skills, a supervisor will never be able to effectively present company policies or important issues to employees. In other words, there can be no leadership without effective communicative abilities. How successful could any supervisor be if the ability to supervise was undermined by being ineffective in the role as a company  communicator? More than likely, the supervisor would be very ineffective in even the most minor aspects of the position much less highly complex and sensitive aspects. Consider the following: when a supervisor effectively communicates with subordinates while tempering sensitivity to the employees’ specific needs and concerns, then the employees develops and attitude that will be more willing to follow the guidelines of the supervisor. In other words, leadership becomes effective because faith and trust in the leadership of the supervisor becomes affirmed. Consider the opposite extreme: the frustrated supervisor who uses threats of disciplinary action or verbal belittlement as a means of ‘motivating’ employees. While such tactics may force employees into following the directives that have been put forth, they will do so begrudgingly. In most cases, such employees will be looking to leave such a job as soon as the opportunity permits. While these employees may take orders from a superior, the superior is hardly being an effective leader and CERTAINLY such actions can not be used to smooth over any hostilities that might exist in the workforce. As such, belligerent tactics of this ilk must be avoided at all costs. In summation, in order to be a successful leader and smooth over any issues that may arise in the workforce requires two things: a sensitivity towards the diversity of the workforce and a solid skill in communicative abilities in order to effectively convey the message of leadership. If these areas are lacking, effective leadership will be undermined. If these skills are developed to a significant degree, the ability to be an effective leader will be greatly enhanced. Ultimately, it becomes the choice of the individual whether or not to develop such skills and it will be a true leader will take up the challenge.

Home Depot Essay

Home Depot is considered to be one of the top ranking home improvement organizations. The mission statement of this organization was formulated around being â€Å"committed to maximizing long term shareholder value while supporting management in the business and operations of the company, observing the highest ethical standards and adhering to the laws of the jurisdictions within which the company operates† (Homer TLC INC, 2010). The Home Depot transformed the â€Å"home improvement industry† by providing a well round reputation for products, corporate governance and strong values within the community. The purpose of The Home Depot remains to build relationships, have social responsibility, and concrete ethics as an organization. Employees are respected, offered growth and reputable incentive plans. Public policy makers and Home Depot collaborates on ideas to assure prosperity in our society. Home Depot delivers great customer service by revealing the best techniques in home improvement for amateur clientele. There are over 2,200 retail stores in the United States and 272 internationally. Overall, these features promote essential organizational communication dynamics. Organizational communication sets the organization apart from the rest. This also promotes a clear understanding of cultural dimensions. Home Depot History Founded in 1978, The Home Depot, Inc. is the world’s largest home improvement specialty retailer and the fourth largest retailer in the United States with fiscal 2010 retail sales of $68. 0 billion and earnings from continuing operations of $3. 3 billion. The Home Depot has more than 2,200 retail stores in the United States (including Puerto Rico and the U. S. Virgin Islands and the territory of Guam), Canada, Mexico and China. The Home Depot employs over 255,000 associates, and operates 478 warehouses. The Home Depot is the fastest growing retailer in U. S. history. In 1981, the company went public on NASDAQ and moved to the New York Stock Exchange in 1984. The 1980s and 1990s spawned tremendous growth for the company, with 1989 marking the celebration of its 100th store opening. From the beginning, The Home Depot developed strategic product alliances directly with industry-leading manufacturers to deliver the most exclusive assortments to customers. Through a combination of national brands and proprietary products the company sets the standard for innovative merchandise for the do-it-yourselfer From the start, associates were able to offer the best customer service in the industry, guiding customers through projects such as laying tile, changing a fill valve or handling a power tool. Not only did store associates undergo rigorous product knowledge training, but they also began offering clinics so customers could learn how to do it themselves. The Home Depot revolutionized the home improvement industry by bringing the know-how and the tools to the consumer and by saving them money. Home Depot History Bernard March, Arthur Blank and Ronal Brill incorporated the Home Depot in 1978. They found financing from a New York venture capital firm and started Home Depot in Atlanta, Georgia. This team Recognizing that more than 60% of building supply industry sales were do-it-yourselfers and that most did not have the precise knowledge to successfully accomplish home repair or home improvement projects themselves; Home Depot opted to offer that service to the public. The management team of Home Depot devised a two part plans to insure success. 1. Ensure the Home Depot had ampule stock; their target was at least 25,000 items. 2. Train sales staff in every store to be product knowledgeable. They also wanted to make the experience of shopping at Home Depot and experience that would bring you back to the store for additional sales and expert services. The Home Depot story is one of success due to clever thinking and good ideas. Today they are involved in the upscale interior design market, and taking on some leadership roles in the communities that their stores have entered. They have also become involved in humanitarian efforts such as local welfare organizations, Habitat for Humanity to the Boys and Girls Club of Canada and the United States. Bob Nardelli is Watching Bernie Marcus and Arthur Blank left their posts without any warning. There wasn’t any evidence or indication that the founders would leave Home Depot. Employee morale was high and customer service was great! Expansion of the company was going along wonderfully and there was no doubt that Home Depot was a contender in the home improvement industry. Home Depot needed a major revamping and few people knew about the financial state of the company. Marcus and Blank allowed a very disjointed culture to exist within the company. Bernie Marcus and Arthur Blank, the founders of Home Depot, had paved a road to bankrupt the company. In comes Bob Nardelli to save the day. The Home Depot board of directors sought after Bob, once he was passed over for the top position at GE. Immediately upon taking over as CEO, Nardelli started to centralize processes. This proved to be extremely radical for existing personnel. Bob upgraded computers, software, and hired a Director of Human Resources, which Home Depot had never had before. Nardelli started a recruitment program, which had been very successful for him at GE. He focused on retirees, Hispanics, and military officers. Walking into a culture where there was little to no structure, Nardelli knew that he would need personnel that would â€Å"understand the mission,† (Regingold 2007) which is why there are so many employees with military experience. Nardelli brought discipline to Home Depot. Under Bob Nardelli, Home Depot doubled their sales, opened a contractor’s sales division, and boosted Home Depot’s commitment to volunteerism. Frank Blake is Home Depot’s ‘Calmer-in-Chief’ Almost immediately after assuming the role of CEO, Frank Blake used The Home Depot’s existing intra-communication system to read to the employees from a book written by the founders. This gesture set the tone for his leadership style and relayed a clear message to the employees, The Home Depot was returning to their grass roots leadership style. Blake intended to â€Å"recapture some of the culture fostered by its founders. It also syncs with his push to get the company back to its service-oriented roots. † (Tobin, 2010) Blake is described as mellow and a sharp contrast to his predecessor, Bob Nardelli, who is portrayed as emotionally high strung. Unfortunately Blake was given the daunting task of having to lay off thousands of people, close stores and spearhead and internal restructuring. Although Blake has improved employee morale and customer satisfaction, â€Å"Home Depot still lags archrival Lowe’s and smaller hardware stores for customer service, according to external surveys. And the housing market that fueled the chain’s growth remains moribund, leaving much on Blake’s plate. † (Tobin, 2010) In contrast, Home Depots claims that their internal surveys show that employee morale and customer satisfaction are up. â€Å"By most accounts, Home Depot needed cultural healing when Blake was named chief executive. (Tobin, 2010) As CEO, Blake sought the advice of consultants like Marcus and Blank and embraced their motivational techniques as demonstrated this by allowing them to speak annually with his management team. Blake has accomplished reestablishing the organizational culture that was dismantled under Bob Nardelli. Home Depot Foundation The Home Depot Foundation was created to help those who are having financial difficulties with home improvements and repairs. The Home Depot Foundation decided to contribute $30 million to our veterans who are struggling with significant financial concerns. The Home Depot Foundation has also teamed up with â€Å"Gift In Kind International† to address financially disadvantage families. A noticeable goal within this project delivers lower energy cost and consumption. A contribution of $100 million for supplies or products was noted for donation across non-profit agencies since 2008 on a national level (Homer TLC INC, 2011). The â€Å"Framing Hope Program† was also noted as assisting with home repair or improvement through Home Depot. Home Depot provides non-profit agencies or organizations material that is discontinued from stock. This business transaction offers a win-win scenario for all arties involved. The shareholders and Home Depot give resources to those in the community in need and avoid landfills being occupied. Landfills are designed to bury trash underground. The trash has a supportive barrier to prevent it from leaking into our ground water. However, eliminating the overflow of this process is an eco- friendly suggestion. This benefits the environment and business strategic management objectives. Most of the companies being used are Fortune 100 organizations in the United States. Close to $270 Million has been donated to programs that support families in need. The Home Depot Foundation and the Gifts of Kind International have assisted thousands of families in need. These organizational leaders show that their organizational values and culture are productive in nature. The reputation of Home Depot and those that are similar, demonstrate strength in its business model. Theory Research states that The Home Depot is one of the best companies to work for with a high customer focus, great product selection, high employee morale, and an entrepreneurial spirit. The key to The Home Depot’s success is treating people well. Associates are encouraged to share the company’s vision on volunteerism and participate in the many causes that The Home Depot supports in the community and in society. The Home Depot uses their values to guide the beliefs and actions of all associates on a daily basis. These values are The Home Depot’s advantage in the global marketplace. Theory: The Home Depot is a Theory Y organization because employees are encouraged to speak up and take risks, they are recognized and rewarded for good performance, and they are provided with leadership and development so that they can grow. Evaluation and Measurement of Organizational Culture Examination of an organizations ability to communicate within its culture is vital for success. The Home Depot has proven that it holds the record for being a reputable organization among competitive industry peers. The Home Depot functions as a â€Å"Theory Y† organization according to how the management responds to operational goals, employees and production. The Home Depot uses teleconferencing to immediately reach associates. This proved to be a great tool when Frank Blake took over as CEO after Bob Nardelli. Nardelli was a leader that provided structure and streamlined processes, and at the time of Bob’s arrival The Home Depot needed both. Nardelli did not include customers and associate morale in his vision for the company. Nardelli ran the company with military precision and this created a climate of fear. On his first day as CEO, Arthur Blake read from a copy of â€Å"Built from Scratch,† the company biography written by The Home Depot founders, Bernie Marcus and Arthur Blank. Using this channel to communicate with the company allowed Blake to send the message that, â€Å"We are who we are, because of the way that things were done in the beginning. Choosing this channel of communication at this time gave Blake a chance to start the healing process at The Home Depot. This showed a small degree of power distance within the organization. Every employee had been through radical changes with the former CEO and everyone needed to know that things were going to be okay, and they needed to hear that from the CEO. The Home Depot uses face-to-face channels of communication to encourage sociability. Diversity is encouraged within the employment population to generate a creative perspective. The diversity ranges from different cultures, out of country suppliers and divisional council groups. The morale of the those involved are high due to the focal point being to improve one’s community and growth of your own personal endeavors through training. These two factors encourage employees to be creative in handling outside community functions while feeling at ease with their responsibilities at work. The informal communication networks are established within this organization by means of group councils, Diversity panels, employee social functions, community interaction, being a team player, and a customer centered focus. There are copies of The Home Depot’s list of Values almost everywhere you turn throughout the organization. These rules are considered to be The Home Depot’s bread and butter. Writing the rules down and ensuring that there is mass distribution shows employees of the organization that the company is committed to the success of each employee. The Values state that good performance will be rewarded and associates will be developed so that they may grow. The Values also state that associates are to embody the â€Å"orangeblooded entrepreneurial spirit† of The Home Depot and take risks and initiate creative and innovative ways to serve the customers. The Values ask the associates to build strong relationships and to have respect for all people. These two requests prove that The Home Depot is tolerant of conflict but encourages solving the problem at the lowest level. The organization recognizes that there will be disagreements, and each associate is given the communication tools to operate effectively in any situation. ?

Integrative Intercultural Communication Paper Essay Example

Integrative Intercultural Communication Paper Essay Example Integrative Intercultural Communication Paper Essay Integrative Intercultural Communication Paper Essay Organizations that are viewed as biased against Hess groups will not attract the competent workforce and can face not only legal troubles also the life span of their business can be greatly reduced. Today, it is vital that organizations prove their ability communicate intercultural in order to be successful in a constantly changing business environment. This is why it is important that we train our management to deal with people from many different places. Many believe enhanced communication abilities will prove profitable, in which case its in the companies own interest to support it. Communication is necessary if the organization is to prosper. Intercultural communication in the global business world is accomplished by adding diversity and understanding of the many different cultures that are in the work force. Potential contributors are most often not naturally attracted to an enterprise that they do not perceive as having a culture and micro society that would be comfortable, interesting and supportive. When we talk about intercultural communication we mean all the differences between people, whether they are gender, religion, race or any other differences that connect with each other and commutate whether verbally or nonverbally. It can also be seen as culture within the workplace, culture relates to gender, age, language, ethnicity, cultural background, sexual orientation, religious belief and family responsibility. Intercultural communication also explores to the ways we are different in other respects such as educational level, work experience, socio-economic background, personality profile, geographic location, marital status and whether or not one has career responsibilities. As well as the widely recognized ethnicity an gender variables of diversity, being able to communicate with all kinds of people regardless of location is important to creating and keep important relationships with companies across the world. Diversity, performance and the competitive advantage we have all heard the old saying, variety is the spice of life. But are we taking full advantage of that as we look to meet our business goals? More and more businesses are finding a direct connection between a diverse workforce and competitive advantage. A diverse workforce gives companies competitive advantage by enabling them to better meet TFH needs of their customers, successfully compete in the global marketplace an ire from an expanded labor pool. Providing opportunities for people of all backgrounds is the right thing to do from an ethical standpoint. But it is also great for business. So this is why communication within organizations are important. This allows each person to be able to feel comfortable within thee work environment no matter where they are. For instance, if your company does business in Asia, having Asian Australians on your negotiating team will greatly improve your chances of success. The best way to do that is by recruiting a diverse workforce that mirrors your customer base. This allows someone from that culture to connect with others in the global business environment that will allow they to be productive and everyone benefits fro it. Hiring those from other cultures can create a competitive advantage for a company. Training employees to work with people of different cultures is beneficial to every organization no matter how large or small. Intercultural communication in the workplace is achieved by promoting and creating a more inclusive word environment that is leveraged and maximizes the understanding of others and their way of life. The leverage intercultural communication is almost impossible to achieve without effective training. Communication training aid in understanding how the human differences can effect or influence relationships in the workplace between peers, subordinates, supervisors even customers. The modern workforce is made up of many people who are of different races, genders, sexuality, culture, and ages leading to a vast cultural differences. Many companies have recognized this fact and are beginning to pay close attention to the need for intercultural communication training as a number one priority. Employees should be educated on how to deal with people who have different traits than themselves. They also gain skills necessary to deal with and function in a diverse world. Intercultural communication in the workforce has been growing steadily over the years. Prior to the sasss, there was a very different profile in the workforce, in boot demographics and attitudes. It was more harmonious, with a large majority a few visible cultural differences. The individuals who were different were either assimilated into the workforce, isolated from the majority Of workers or ignored. The average member of the workforce from past was male, white, approximately twenty-nine years old and had fewer than two years of higher education. These men were usually married to homemakers and generally worked in the region of their birth. The global workforce of today does not look, act or think like the workforce of the past, nor does it pursue the same needs and desires. The global workforce has changed significantly from many different perspectives such as age, gender, culture, education, disability, and values. A new model of a diversified workforce is needed before the Rockford of the new millennium becomes even more discouraged, potentially creating further declines in productivity. In these times of slower labor growth, competent, high demand workers are choosing to move to companies that will accommodate and support their lifestyle requirements, and through management practices that enhances their dignity. In order to achieve this ideal place of employment that provides a comfortable and welcoming environment, intercultural communication training is a necessary tool. Training is usually divided into two sections: one or top-down employee and the other is middle managers. In most cases, it is only required for targeted groups in the company. Of the companies who take part in the training, almost half of them reported spending thousands, even millions of dollars on training. A small percentage reported that they really do not have the funds to support the training. The claims are that money spent went to resources, salaries, and consulting fees. Intercultural communication programs have been considered as good investment whose returns have been very beneficial to an organization. Successful professionals are learning to demonstrate the contribution of intercultural communication abilities to the business on many levels. We have to remember that having diversified workforce is not something a company should have, actually it is something that has happened or is soon going to happen due to the fact that we have a more diversified population. There are so many different people in the world that work in many different places of the world. Diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, men, and people with disabilities as well as foreign workers to join the dominant workforce in the workplace around the world. Diversity of the workforce is clearly here to stay. Business owners and managers, experts say, will still need to maintain or step up efforts to recruit and advance ethnic minorities so everyone should know how to effective communicate with one another to ensure productivity is not lost. Essentially, because having a diverse work force and managing it effectively will simply be good business for various companies across the oral. During a training session, topics such as valuing diversity, biases, the philosophy Of the company, and action planning are covered. Employees learn about diversity through films, speakers, and exercises so that they may have a greater impact on any situations that may develop. After receiving the training, many employers have noticed a significant difference in the way the staff behaves and its sensitivity towards each other. People develop a broader definition of intercultural communication after going through the training sessions. The word wide web was used to develop the facts from rebellions in the global business world. Organizational communication in the global workplace can bring up an employment equality issue. Although, intercultural communication in the workplace can be a benefit in the success of an organization. The understanding of cultural differences goes beyond employment equality, it provides an environment that respects employee differences. Diversity nurtures an environment that values the differences and maximizes the potential of all employees. Intercultural communication IR the workplace is important in many ways. In order to create an organization ultra that supports diversity, you must have management commitment, education with training, and follow up evaluation. First, you must adequately determine workforce and organizational needs for creating a comfortable workplace for those of all cultures. Find out what employees are concerned about. Management can form focus groups. The needs and expectations Of a global workforce vary by organizational and functional levels. You may determine if the organization has trouble communicating and being sensitive to employees that would add to the diversity. In an organization with cultural preferences, which, if any, areas of the workforce are being treated inappropriately. Administrative and management of global businesses commitment is crucial for intercultural communication efforts. Senior management must provide leadership through example. To gain support from administration you need to directly link diversity to the business when dealing with people from another culture. Be specific as to where any cultural issues lie. Are they employee or customer issues? Or both? Provide data regarding the opportunities in the global marketplace for diversity.

Understanding Delphi Project and Unit Source Files

Understanding Delphi Project and Unit Source Files In short, a Delphi project is just a collection of files that make up an application created by Delphi. DPR is the file extension used for the Delphi Project file format to store all the files related to the project. This includes other Delphi file types like Form files (DFMs) and Unit Source files (.PASs). Since its  quite common for Delphi applications to share code or previously customized forms, Delphi organizes applications into these project files. The project is made up of the visual interface along with the code that activates the interface. Each project can have multiple forms that let you build applications that have multiple windows. The code thats needed for a form is stored in the DFM file, which can also contain general source code information that can be shared by all the applications forms. A Delphi project cannot be compiled unless a Windows Resource file (RES) is used, which holds the programs icon and version information. It might also contain other resources too, like images, tables, cursors, etc. RES files are generated automatically by Delphi. Note: Files that end in the DPR file extension are also Digital InterPlot files used by the Bentley Digital InterPlot program, but they have nothing to do with Delphi projects. DPR Files The DPR file contains directories for building an application. This is normally a set of simple routines which open the main form and any other forms that are set to be opened automatically. It then starts the program by calling the Initialize, CreateForm, and Run methods of the global Application object. The global variable Application, of type TApplication, is in every Delphi Windows application. Application encapsulates your program as well as provides many functions that occur in the background of the software. For example, Application handles how you would call a help file from the menu of your program. DPROJ is another file format for Delphi Project files, but instead, stores project settings in the XML format. PAS Files The PAS file format is reserved for the Delphi Unit Source files. You can view the current projects source code through the Project View Source menu. Although you can read and edit the project file like you would any source code, in most cases, you will let Delphi maintain the DPR file. The main reason to view the project file is to see the units and forms that make up the project, as well as to see which form is specified as the applications main form. Another reason to work with the project file is when youre creating a DLL file rather than a standalone application. Or, if you need some startup code, such as a splash screen before the main form is created by Delphi. This is the default project file source code for a new application that has one form called Form1: program Project1;uses Forms, Unit1 in Unit1.pas {Form1};{$R *.RES}begin Application.Initialize; Application.CreateForm(TForm1, Form1) ; Application.Run; end. Below is an explanation of each of the PAS files components: program This keyword identifies this unit as a programs main source unit. You can see that the unit name, Project1, follows the program keyword. Delphi gives the project a default name until you save it as something different. When you run a project file from the IDE, Delphi uses the name of the Project file for the name of the EXE file that it creates. It reads the uses clause of the project file to determine which units are part of a project. {$R *.RES} The DPR file is linked to the PAS file with the compile directive {$R *.RES}. In this case, the asterisk represents the root of the PAS file name rather than any file. This compiler directive tells Delphi to include this projects resource file, like its icon image. begin and end The begin and end block is the main source code block for the project. Initialize Although Initialize is the first method called in the main source code, it isnt the first code thats executed in an application. The application first executes the initialization section of all the units used by the application. Application.CreateForm The Application.CreateForm statement loads the form specified in its argument. Delphi adds an Application.CreateForm statement to the project file for each form thats included. This codes job is to first allocate memory for the form. The statements are listed in the order that the forms are added to the project. This is the order that the forms will be created in memory at runtime. If you want to change this order, do not edit the project source code. Instead, use the Project Options menu. Application.Run The Application.Run statement starts the application. This instruction tells the pre-declared object called Application, to begin processing the events that occur during the run of a program. Example of Hiding the Main Form/Taskbar Button The Application objects ShowMainForm property determines whether or not a form will show at startup. The only condition for setting this property is that it has to be called before the Application.Run line. //Presume: Form1 is the MAIN FORM Application.CreateForm(TForm1, Form1) ; Application.ShowMainForm : False; Application.Run;

Alha Udal Essay Example for Free

Alha Udal Essay Essay Topic: Deva , Indra Choose cite format: APA MLA Harvard Chicago ASA IEEE AMA company About StudyMoose Contact Careers Help Center Donate a Paper Legal Terms & Conditions Privacy Policy Complaints Alha-Udal(from Bhavishya Purana-Part-2) 1 Sootjee said:-â€Å"In vaksara village there lived an abhiri girl named Vratapa. She was fond of doing nava durga vrata in every starting year. She worshipped Chandika Mata for a boon that she asked for herself .She said:-â€Å"Please devi please with my worship and give me a beautiful boon of great child like Valarama and Krishna. Only this I ask from you hey mata swetaishwari†.There lived Vasumaan named king.He saw the abhiri girl and got pleased with her beautifulness. He married her . He begat with her and produce two sons namely Deshraj and Vatsraj . Vatsraj was powerfull and so was Deshraj. Vatsraj’s power was equal to 100 elephants. They won Magadhdesam and they ruled there. There was a Mlechchha king named Satayatta and ruled in Vanaras. His son was strong like bhimasena and always follows his father’s words . He was tall like Taalvriksha(Paam Tree). Therefore his name is Talana.Under his command there is 100s of soldier. By wish Talana came to King Jaichandra for friendship.There came king Jaichandra to Talana but only brought three soldiers with him to test Talana. 2 Soot jee said:-â€Å"In Indraprastha there ruled king Anangapala. To have his own sons he started doing yagya to satisfy lord Shiva. Then lord Siva got pleased with him and king Anangapala got two daughters namely Chandrakanti and Keertimalini. Granddaughter Chandrakanti got married with king Devpala of Kanyakubja and smaller daughter Keertimalini got married with Ajmer king Someshwara.Jai Sharma is Anangapala’s brother who went to Himalayas to do tapasya by this juncture Anangapala gained concentration to rule his empire. Chandrakanti had two sons Jaichandra and Ratnabhanu. Jaichandra was handsome good warrior and with his brother Ratnabhanu won many battles and defeated many kings. Jaichandra ruled east side of Kanyakubja and Ratnabhanu ruled northside of kanyakubja.Jaichandra saw in gauda, banga and other states of maru, sins got expanded. There jaichandra went and punished those sinners of their weightage of sins. Agnivamsa’s lineage was king Gangasimha whose siste r is Biramati. Ratnabhanu got married with her and as prediction of Shiva they got a beautiful child named Lakshman. He was strong enough and  was well known for Khhanda yuddha(Strife war).After seven years Ratnabhanu went to swarga and got pitriloka. Kirtimalini got three sons elder was Dhundukar, middle was Krishna Kumar and small was Prithviraj(Mahiraj and also called some times Bhu raj or Bhupati and Mahipati (not the Mahipati of Mahismati )in the purana). Twelve years they pass their childhood days. When their childhood days were over, Anangapala gave his kingdom and went to Himalaya for tapasya. Dhundukara got Mathura kingdom and Krishnakumara got Ajmer kingdom. All kings obey their parents and always think about their state’s peoples. There were two Kshatriyas who were Chandravamsins namely Pradyota and Vidyota. Pradyota’s son was Parimala and under him was 1 lakh soldiers. Vidyota’s son was Bhishma Simha and he was the senani(captain) of elephantry.When Anangapala died Prithviraj got the kingdom of Indraprastha. He loved his kingdom very much. One day Devi Shakti appeared before him said:-â€Å"Donot conquer the abhiras and extent your kingdom beyond that which may create a big problem in your life and your control for kingdom†. Then Devi disappeared. Jaichandra received two great chandravamsin in his army. By them he made aksahini army. Pradyot, Vidyot and Parimala were mantris of Jaichaichandra and Bhishmashimha got chief of elephantry of King Jaichandra of Kanyakubja. There was a circular shaped kingdom named Mahoba. That kingdom’s king was Mahipati.King Mahipati has two sisters Agama and Malana. He was very upset that till now his sisters were unmarried.He went with marriage welcome to different kingdoms. At last he gave Agama to Prithviraja and Malana to king Parimala. He became happy . After the end of ceremony Prithviraj demanded a fort from king Mahipati. Mahipati then built a fort in Indraprastha. Beyond that fort four caste :Brahmana,Kshatriya,Sudras and Vaishyas living places were also built. That place come to be known as Deholi(Delhi).Prithviraj got control over the village named Deholi. Jaichandra to expand his kingdom took 60 lakh soldier to capture deholi. By that time Prithviraja worshipped Shiv-Shakti for winning and took soldiers for fight. Seeing great number of soldiers in front Prithviraj got afraid. He sent message to Mahipati. Getting the message king Mahipati took 20 lakh soldiers and came to the battle ground. Jaichandra heard the news and warned king Mahipati. Seeing that cleverish chandravamsin arranged extra 20 lakh soldiers and put 60 lakh soldiers in front.by order of kings the war began. By order of Chandravamsin the army  got divided into several parts and attacked deholi soldiers and by this many got injured. Many soldiers of deholi died of unnamed arrows. Seeing that King Mahipati stopped the war. The soldiers of Jaichandra said:-â€Å"Jaichandra is stronger and Prithviraj is fearfull and weaker†. Then Jaichandra said :-â€Å"From today Prithviraj’s state is under my control.† Prithviraja accepted that but in mind he took vow that he will destroy Agnivamsa dynasty.† 3 Sootjee said:-â€Å"One day Ratnabhanu served Prithviraja. By seeing the scene everybody was impressed. Ratnabhanu had a nice necklace which wears by his only wife, the beautiful one Viramati.Prithviraja got awestruck by seeing the necklace.They had son named Lakshana who is stronger.Gangashimha’s second daughter named Divyabibhabari got married with jaichandra. There was a woman slave named Surabha. She was a master of Kama. King Jaichandra was attracted to her. They begat themselves and got a daughter named Samyogini. After 20 years she became the eligible one for marriage. For sayamvara, king Jaichandra arranged everything. He welcomed Prithviraja in that Sabha. He made mind that he will give his daughter to lakshmana only. It for insulting he called Prithviraja.He arranged everything for Kanykubja prince Lakshmana.He called his Brahmin general Chandrabhatta and said:-â€Å"For kanyakubja you built a swarna murti(golden statue) for gift and it will be like Prithviraja.†By hearing this Chandrabhatta went to worship Maa Bhavani to start his work quickly.Jaichandra also invited many kings of different kingdoms.Then the sabha started and chandrabhatta had kept the statue in middle of the sabha.Samyogini saw the statue and got inspired the man and he made his mind that she will marry only the man who is like statue.But in the sabha everybody’s mouth was fulled with name of lakshana. Then Chandrabhatta said to Jaichandra:-â€Å" It was awesome scene outside in our place please sir do observe it†.Jaichandra observed as Chandrabhatta said. From Prithviraj there came 1 lakh elephantry and 7 lakh horse men. 1000 charioters and they are all trained arrow mens.1 lakh foot soldiers in them 1200 mens are with strength . 100s of footsoldiers protecting Prithviraja infront .Hundreds of hundred family member came from Prithviraja in which his wife also was present.King of Kanyakubja Ratnabhanu came there . Dhundukara came with his elephantry.There also came Krishnakumara.They were the doorkeeper seeing that if anybody will do mischief will be sent out of the place.In betwwen  200 km the strenghiest army is being placed.In between there was Jaichandra and Prithviraja who were surrounded by 1 lakh elephantry and 7 lakh foot-soldier. There was 8 lakh soldiers protecting the place.Those surrounding soldiers of Prithviraj were Suklavamsin. Everywhere there was standing soldiers for wars. In Ishana direction there were kurmahara who sat and building the vocal musical equipments.There also present Mahipati, Bhishma Shimha,Parimala and Chandravamsin warriors Pradyot and Vidyot.They were surrounded by foot-soldiers who were ready to do a continue war for five days.There were 10 thousand elephantry and horse were in lakhs. Also present there 5 lakh footsoldiers near them.There present 300 chariots. There present king Ratnabhanu who is protected by 100 elephantry , 3 lakh foot soldiers and 1 lakh horsemen. Thus that place creates an illusion of heaven(Swarga puree) . In one side Sanyogita(Sanyogini also called Samyogini) was thinking of getting Prithviraja as her husband.She heared of the name coming around the sabha was lakshana and she saw lakshana was not the person alike the statue.Therefore she became sad and again and again calling Mahadeva and Mahadeva in mind.MahaDeva got pleased with her and released Maya on Prithviraja. Prithviraja got deluded in the maya and looked over Sanyogita and got attracted to her beautifulness. He then arrived towards her and by seeing him she got fainted.He took up her body and arranged all soldiers of him which he brought into the sabha. He forcefully took the body of Sanyogita and fled to his country Deholi with all of his Deholi soldiers. When these news reached to ear of everyone present in the sabha , there started a chaos. Then king Jaichandra kept half of the soldiers in entrance of the state and his house. His soldier chieftain chandravamsin brothers Pradyot and Vidyot reorganize the rest half of the soldiers present in the state.They all declared war on Prithviraja and came to Kurukshetra region for the war.Suddenly the war began.Horsemen fought with Horsemen and elephantry fought their opponent’s elephantry.It started to build a fearful in shape. In the end of the day they lost their strong soldiers.They all feared and with King’s order they stopped the fight and took their respective places to spend the night. In morning with the order of Pradyot , they began the fight with chieftains of Deholi.Vallama(a pointed metal headed weapon) sounded with opponent’s Vallama. Dhundukara continuously shot arrow towards Pradyot. The well-known Varuna-astra when  struck to Pradyot he got senseless and fell down.There came Dhundukara and put pradyot to death.In that mament Krishnakumara was doing war with elephantry.By angry mood Krishnakumara shot Surya-ashtra. With that divine arrow many got dead.Vidyot also died from that arrow with his soldiers.Ratnabhanu then came to that pace and started the fight.Then Prithviraja arranging 1000 elepnahtry and went to do war with Lakshana.With Shiva’s boon King Prithviraja was strong and agry with Bishmasimha and Parimala he shot fearful Rudra-astra to Lakshana.To save Lakshana Ratnabhanu went there and took the arrow in his body and got fainted and fell down.The illusion of Rudra-ashtra had deluded Dhundukara which is seen by his brother Prithviraja. He then to cut off the illusion shot Vaishnava-astra.Therefore by maya-cutter vaishnava-ashtra Ratnabhanu also got his sense.He got up and fought with Krishnakumara violently.Both were dead under the paws of elepha nt.Others were died by naga-ashtra(snake creating arrow) and Kharga(rounded shaped big knife).Many paths opened in the fierce full war but the path of winning is still very far. After the end of the day the deadbodies of great warriors were carried off in their resting region region. The soldiers of Kanyakubja when saw teir king was dead they got feared.About five lakh died soldier’s wives were present there crying in grief ,falling and fainting by seeing their family membersare dead. Kings of both side got fear by the scene .Ratnabhanu and those who were dead were cremated by hidu dharma(were burnt in fire).The army of Jaichandra want to surrender themselves in the next morning to Prithviraja.When Suryadeva appeared in the morning and it’s rays fall every-where. Both-sided flags were raised again. Bhishmasimha, Parimala and Lakshmana were in sadness as their fathers were dead.They came out and laid friendship with Dhundukara.There army of Prithviraja sang Prithviraja won and king Jaichandra lost. Therefore Jaichandra and others laid friendship with Deholi king Prithviraj. Jaichandra of kanyakubj and Deholi king started a big ceremony with happiness in mind. 4 Sootjee said:-â€Å"In ganga dynasty the first worshipped god is Indra. Bhishmasimha also after birth ,started to worship Indra.(Shakra deva).Oneday he started to do strong tapasya of Indra by worshipping Surya deva.He prayed:-â€Å"Please god give me a divya (magical) boon and please with my  prayer god Indra!†.Indra got pleased and gave him a divne female deer(divya harini).Bhishmasimha was very happy with this and every day to satisfy Indradeva praised Indra with his stotra(prayer) and meditate on him.One day king Parimala was very sad because his father was dead.He praise the earth and stated to worship Shiva.Shiva to examine him gave him a strong disease named Sarparoga.After five months went the strength of the king Parimala broke down.† He knows that if he did pray lord Shiva in mind , many strong diseases will get vanished.Therefore he did not stop praying lord shiva in mind.With his fatal health,king took his own family to Kashi.Under the banyan tree they spend their night.King said in mind :-â€Å"Your name is always in my mind†.Hearing this beautiful words lord shiva took form of snake and went there.King to get well praising shiva again and again falling on the floor of kashi temple saying:-â€Å"If you lord did not remove the disease from my body,I will not drink water and take food†.Hearing this lord shiva immediately healed the disease.The happiness got filled in his mind and body.Expressing the happiness he said everybody present there what had happened to him and how did he got cured? . Then king Parimala tells to bring oil to bath Shiv linga.†Sootjee then said :-â€Å"Who will hear this story will get cured from sins attached to body.† Sootjee said:-â€Å"Painting a picture of snake bearing shiva in mind,king Parimala started bathing linga of Shiva situated in Kashi temple.The the king did Sashtanga pranayama- mudra to praise lord Shiva.His wife gave Bhoga(a hindu belief of giving food to god ,so that god may eat and touch the food and make it a divine one) to Lord Shiva. Then King sarted to praise shiva with this stotra:- â€Å"Thatho jaatam sayam lingam mam gushtavyam sanatanam. Jyoti rupam sarva laksha samanvitam. Nishi thhe tha maththadadha the dikshu suryatvam aagatham.† By this for one month of worship king pleased lord Shiva.He painted lord Shiva in mind to please Shiva.Having pleased with king lord Shiva appeared before him and told to ask a boon from him.By hearing this King Parimala said:-â€Å"if you god truly pleased with me then please stay in my house always.†Shiva blessed him with the boon and vanished in the linga.Every day king distribute gold to peoples.Having pleasing everybody king with happy mind went to mahavati-puree.Every-body was astonished to see the fully cured king.After the end of the year he went to the state of kanyakubja to meet king Jaichandra.Seeing king Parimala everybody got happy and  over-joyed.Every body is seeing the miraculous king who had cured the fatal disease.Seeing the cured king Raja jaich andra was also overjoyed.He said to Parimala:-â€Å"The peace will not stay for so long in the states and you caused happiness to every of my subjects also me ,hence I assure you of future help when you will be in need. †By hearing the pleasant assurance of help from King Jaichandra, King Parimala went to his kingdom.† Sootjee continued :-â€Å"To get boon Lakshmana everyday worship Lord Vishnu and every day pray by these words:-â€Å"I you were not there ,I may not be alive today.You are the real protector O Vishnu!.Please give me a divya (divine) vahana(carriage,in hindu, an animal who used to carry men from one place to another) by which every enemy can be destroyed easily.†Then Jagannath dev from his leg created a divine chariot carried by elephant named airavat sent it to lakshman through king.After that with everybody king Parimala went to Mahavati puree.There great Talana the son of king Venarasa was drinking a sweet intoxicating drink made of honey. Mahavatee puree’s king Mahipati was sitting in his own place.Then Talana went there and said to king :-â€Å" Hey rajan please kind with me and give me what I want.†At the end of the month the great Talana repeated the same word,then rajan realized of his want.To please him and to remove sadness from his mind he went to Venaras and gave the kingdom to Talana after consulting to Venras king Satayatta. Mahipati then came to his home and gave a fort to Deshraj and Vatsraj ,the abhiri kings .That fort was situated in between mountains and decorated with flowers ,creepers.The gentle winds blows there making the place lively. The two sons :- Vatsraj and Deshraj was like his parents strong and brave. Then Talana the mlechcha king of venaras having declared as Yuvaraj of his kingdom was very happy.He was fond of Rakshashas. Therefore he called the mlechchas of his kingdom to have a great ceremony in mahavati puree for worship of May danava(a famous danava created by Vishnu,does works like Vishwakarman in rakshasha kula and a famous character in Ramayana).To attained that ceremony there came Deshraj and Vatsraj after crossing mountains.Many kings came to attained the ceremony.There present 60,000 warriors surrounding Talana.There present ministers,brothers,and kings who are chandravamsins.Everyone praising the great Talana. 5 Sootjee said:-There was a king named Jambuka ruled in Mahismati who is  freared of Prithviraj .With prince Kaliya he lived in the place which is situated near Narmada river.He is the friend and general of Prithviraj.King Jambuka does worship of the earth and different dev devis(god and goddesses) .Then he started to do worship of lord Shiva.For want of boon King Jambuka everyday does worship of Lord Shiva. The king said:-â€Å"Hey Mahadev what boon you want you give it to me.†Then Lord Shiva appeared before him and said:-â€Å"Hey king you are the best worshipper of me.Let you and your soldiers be undefeated.†The lord Shiva disappeared.The Rajan to show his love towards Lord Shiva ,he went to Maheshwaram teerth with his prince Kaliya and took his soldiers there. Seeing the beauty of the place everybody got wonderstruck and they all praised that place. Rajan said:-â€Å"Everyday we must worship Pritri deva† and by saying this he went to ganga for tarpan(an hinduic tribute to pitri deva i.e forefathers) .King said :-â€Å"hey pitri dev please keep my body and soul purified†.By doing sradhdhic tarpan rajan praised Mata Ganga with vidhis the king went to his own house.Kaliya’s sister name is Vijayasini.Kaliya asked his sister :-â€Å"what should I give you that is beautiful and precious in your eyes†. Then his sister said:-â€Å"Give me necklace and precious jewels.†Kaliya then went with lakhs of horsemen and did bath in ganga.Then after doing bath in ganga implying all vidhis(rituals) he gave many danas(gifts) to brahmanas. Afterbathing, Kaliya looks for the necklace, first in Kanyakubja (Kanauj), but learns Kanauj is wealthless.He saw king is strong but the state is filled with dues and there is shortage of wealth. Then he then learns to attack Mahoba as he saw that Mahoba is filled of wealth and j ewels.Prince Kaliya then went with 1 lakh Horse men to Mahavatee puree to get necklace and jewels for his siter.There went general Mahisena with king and his soldiers and warned that to give all the wealth they has or fight with them. Mahipati got feared and called Lord Shiva again and again saying either you give welth or please protect me and my soldiers from wrath of king Jambuka.Then Lord Shiva appeared and said to king :-â€Å"Hey king please say the thousand names of Mata Chandika to protect you and your Soldiers.†Then king said the thousand names of Mata Chandika and protected him and his soldiers.Then kings send his generals for fight.He took help of Kanyakubj ruler Jaichandra. Another side for not getting their demand Mahisena and his soldiers get ready to fight.Then king Jaichandra came to fight with the soldiers.There came Deshraj with thousand Naga  warriors.There came Vatsraj with 16000 horsemen.At last came the soldiers of big Talana.There started a fierce full war between them.It goes on till night.Jaichandra was about to win the war. Suddenly there entered the friend of Prithviraja, Jambuka with soldiers of mahismati.The soldiers,Kaliya and king Jambuka went everywhere and started fighting .Jambuka went middle of the battlefield with half of the soldiers and put Mahadeva(Lord Shiva’s) Moha(illusive) arrow in his bow and shot it to the opponent soldiers. The arrow is full of Sidhdha mantra by which the opponent soldiers fell down to ground.Then with sword they started to kill the opponent soldiers. The soldiers of mahismati started to praise their king.Everywhere spread fear.There came Bhisma Shimha with soldiers.With Surya-datta(Surya-astra) arrow he cut of the maya i.e illusion. Then everybody of his friendly soldiers got up but getting their senses.Then taking sword they cut off the opponent’s soldier’s body. Many fall senseless,other got pressed under the paws of elephant and many got wounded by number of arrows.Then mahismati soldiers accumulated themselves and started fating with opponents.Sword tore and fell to the ground and many got killed and fell to the ground.There came big Talana and stared stomping over his opponent and tearing them apart with sword. He defeated his opponent Kaliya and his soldiers.Many got killed and King jambuka was injured and fall to the ground. With very strength he prayed to sankara(shiva).By that time both side’s half of his soldiers are dead.Shiva spread his maya.Then King Jambuka got up and gathered his half of his soldiers and went from the battlefield.Thus king Parimala defeated his opponents.Everybody sang of their win.Seeing they have won the battle Jaichandra was surprised. Talana organized their half of the army. Then Bhishma Shima went to his house. After five months all kings went to house Bhishmasimha. Because his wife ,the daughter of Gurjara(gujrat)king named Ravyadaalasaa gave birth to a divine child .Every king gave number of wealth to Bhisma-simha.By the order of lord shiva the portion of Sahadeva took birth in the house of Bhismashimha.The child’s name is Deva-simha, a well-known warrior and knowledge-able person of the future. Alha Udal. (2016, Apr 14).

Consumption Journal Essay Example | Topics and Well Written Essays - 250 words

Consumption Journal - Essay Example The advertisements on the television were all about fatty foods being advertised by some of our favorite celebrities to make it look cool and thus the viewer was compelled to eat those foods in order to look cool.During the snowy days, my consumption intake was mostly calorie-rich foods and high energy foods in order to maintain the expected body temperature and keep warm. During such cold weather caloritic foods are needed to supply the body with the energy needed to perform the needed functions.During these two weeks, my consumption was mainly natural and nutritious food products. I was consuming a balanced diet with little or no meat.My shopping habit was determined by the amount of money that I had. My shopping was of food stuff like canned foods and foods that last longer with or without refrigeration. I also shopped for red and white meat and fruits and vegetables.My food intake during these two weeks was mainly on the food that I shopped in the previous weeks and food from the restaurants which was mainly fast foods rich in calories.Food consumption in the urban setting is mostly foods with high calories. This is the most readily available food. There is a minimal consumption of fruits and vegetables. During this week, my food consumption was determined by the setting and situation that presented itself. This meant a mixture of a balanced diet, fruits and calories rich foods.During this week, I was consuming energy enhancing foods to maintain my normal body temperature.

Midterm paper Essay Example | Topics and Well Written Essays - 500 words

Midterm paper - Essay Example Around me, I have an adoring music family; my father is a big fan of opera while my mother enjoys all classical and country music. Interestingly, both my grandparents listen to the old Taiwanese song every day and my sister who likes heavy metal and rock songs. In addition, I also play different categories of instruments since I started kindergarten. From the reading, Burnsed and Gordon took Piaget’s ideas of perceptual development and concept formation and applied them to music. Burnsed discusses Gordon’s application of Piaget’s four stages of development in relation to musical skills. First, sensorimotor stage, a child who is under two years old may identify the loudness, timbre, and pitch of the sound (Barrett, McCoy & Veblen 23). Secondly, pre-operational stage whereby a child who is between three to seven years old may include many movement experiences such as tempo. Thirdly, â€Å"concrete operations stage†, a child who ranges from seven to twelve can initiate intricate mental operations (Burnsed 27). Finally, from prescribed operations stage, a child who is above 12 can comprehend the cause and consequences. From these statements, it has allowed me to have a better acquaintance of how perceptual progress relates according to my music experiences (Burnsed 27). According to my parents and every child I have interacted with, it is evident that we are all very sensitive to any sounds since we were infants, especially the songs with high pitch and shrill timbre. My mother indicated that during our tender years she used toy with the small sands to make whispery sound to get our attenuation when she feeds us. When she talked, she has to talk in a lofty pitch accent like Mickey Mouse with a funny facial expression to make us chuckle, the same goes for my father. If they did not, we would just stare at our parents until they hoist their voice and make goofy faces. Moreover, my mother said that I have always needed the animal musical mobile when I

Challenges of ESL Students in American Universities Essay

Challenges of ESL Students in American Universities - Essay Example International students face more challenges than local students. Most of the ESL students, if not all, feel a sense of helplessness due to the lack of proficiency in the English language. Most ELS students come to the United States with some knowledge of the English language but not the culture or the college life. For international students that come to the United States after completing high school, it is especially difficult since the academic structure of colleges and universities is completely different than high school. ESL students are given strict deadlines and significantly higher standards compared to high school standards. Something must be done to accommodate international students if the assertion that the transfer learning is effective is to be considered true. â€Å"Classes for ELS students should be interactive with group discussions, role plays, and with problem-solving skills† (Sulliman 41). It is something that is not always seen in classes. The U.S history or Psychology are good examples of classes that are typically lectures followed by tests that are scheduled throughout the semester and a final paper. Crosson says that â€Å"collaborative effort is needed on the part of all staff members, teachers, and administrators to see to it that ELLs and ESL instructions are fully integrated components of the schools’ culture and curriculum† (Crosson 1). A good fit culture is very important for it to be a good fit between student and university, but ideally in a collaborative environment as discussed above.

AlNabulsi sweet company in Saudi Arabia Essay Example | Topics and Well Written Essays - 2750 words

AlNabulsi sweet company in Saudi Arabia - Essay Example AlNabulsi sweet company in Saudi Arabia AlNabulsi sweet company is that deals in production, marketing and distribution of sweets and other confectioneries with sweet production reaching up to 250 varieties of sweet products. (Sinha 2006, p.30). On that note, AlNabulsi sweet company generates up to $ 690 in annual sales of its sweet products. The corporate mission of the sweet company, which is nearly 120 years old, is to be the best sweet company in the world by satisfying its clients every day. Several business strategies have been adopted by AlNabulsi sweet company in its approach to efficient maximum production and increased profits. There are strategic choices that have been utilized in the past; others are used presently while there are plans targeted for the future. For example, there is inter-sourcing or outsourcing where the AlNabulsi sweet company determines the tasks to conduct inside and outside the organization. Another one is designing commodity strategy in which the Company establishes a well explained report of its purchases (Ahlstrom & Bruton 2009, p.375). On that note the company has several objectives that can help it achieve the above business strategies in the next 5 years. These objectives are attainable because of the several resources the company has such enough, human labor, machinery like sweet processing machines, skilled personnel and large number premises among others. These include: (a) Expansion Regionally Currently, AlNabulsi sweet company is f ound in more than 80 countries with supplies to more than about 100 million users. It plans to spread to more than 150 countries in the next five years. Similarly, the company targets nations with vibrant economy in the Middle East and other Arabian nations in Africa for its expansion such as Iraq, Pakistan, Iran, Egypt, Tunisia and Indonesia among others. Regional expansion in these countries boosts spending of consumers and thus increases the chances of the company in meeting its strategies (Sinha 2006, p.30).

Case study Essay Example | Topics and Well Written Essays - 500 words - 61

Case study - Essay Example It may be difficult tocontrol the employees in the company if the recruiters fail to consider the interests of the company in their recruitment exercise. As a staffing professional in the human resources department, it is very important to represent the organization’s interest. It should be noted that each organization has its own culture and this determines factors such as behaviour of employees, their performance as well as basic values that describe the organization. Basically, â€Å"organizational culture refers to a system of shared meaning held by the members that distinguishes the organization from other organizations,† (Robbins, 1993, p. 602). In a bid to achieve its set goals and objectives, it can be seen that there are certain key characteristics that the organization values. These shape its culture and they become entrenched it its operations. The other aim of representing the organization’s interests when hiring employees is that it helps the HR personnel to make sure that the right people are hired. The staffing officers are in a position to assess the competencies of the candidate and ascertain if they will be compatible with the organization’s culture and work ethic. Each organization has its own goals and objectives and there are different strategies that can be implemented in order to achieve these. However, this can only be possible if the organization has a clearly outlined culture that shapes the behaviour of the members within the company. There are certain values that are expected to be followed by each person in the organization and these should be represented from the onset through the recruitment and section process. The other significance of recognizing organizational culture is the element of group emphasis. This refers to the degree to which work activities are organized around groups rather than individuals (Robbins, 1993). This explains why it is important to represent the interests of the organization. Group cohesion is

Challenges of ESL Students in American Universities Essay

Challenges of ESL Students in American Universities - Essay Example International students face more challenges than local students. Most of the ESL students, if not all, feel a sense of helplessness due to the lack of proficiency in the English language. Most ELS students come to the United States with some knowledge of the English language but not the culture or the college life. For international students that come to the United States after completing high school, it is especially difficult since the academic structure of colleges and universities is completely different than high school. ESL students are given strict deadlines and significantly higher standards compared to high school standards. Something must be done to accommodate international students if the assertion that the transfer learning is effective is to be considered true. â€Å"Classes for ELS students should be interactive with group discussions, role plays, and with problem-solving skills† (Sulliman 41). It is something that is not always seen in classes. The U.S history or Psychology are good examples of classes that are typically lectures followed by tests that are scheduled throughout the semester and a final paper. Crosson says that â€Å"collaborative effort is needed on the part of all staff members, teachers, and administrators to see to it that ELLs and ESL instructions are fully integrated components of the schools’ culture and curriculum† (Crosson 1). A good fit culture is very important for it to be a good fit between student and university, but ideally in a collaborative environment as discussed above.

Case study Essay Example | Topics and Well Written Essays - 500 words - 61

Case study - Essay Example It may be difficult tocontrol the employees in the company if the recruiters fail to consider the interests of the company in their recruitment exercise. As a staffing professional in the human resources department, it is very important to represent the organization’s interest. It should be noted that each organization has its own culture and this determines factors such as behaviour of employees, their performance as well as basic values that describe the organization. Basically, â€Å"organizational culture refers to a system of shared meaning held by the members that distinguishes the organization from other organizations,† (Robbins, 1993, p. 602). In a bid to achieve its set goals and objectives, it can be seen that there are certain key characteristics that the organization values. These shape its culture and they become entrenched it its operations. The other aim of representing the organization’s interests when hiring employees is that it helps the HR personnel to make sure that the right people are hired. The staffing officers are in a position to assess the competencies of the candidate and ascertain if they will be compatible with the organization’s culture and work ethic. Each organization has its own goals and objectives and there are different strategies that can be implemented in order to achieve these. However, this can only be possible if the organization has a clearly outlined culture that shapes the behaviour of the members within the company. There are certain values that are expected to be followed by each person in the organization and these should be represented from the onset through the recruitment and section process. The other significance of recognizing organizational culture is the element of group emphasis. This refers to the degree to which work activities are organized around groups rather than individuals (Robbins, 1993). This explains why it is important to represent the interests of the organization. Group cohesion is

The First World War Essay Example for Free

The First World War Essay In this report I intend to create a detailed report of Tescos. I want to see what they have done to get to where they are today and to try to evaluate why what they did worked. I want to get as much information as possible, although some information may not be accessible to the public as it could be sensitive. After the First World War, Jack Cohen received a i 40 gratuity. With this he set up his own East end fruit and veg store. Later he joined with another man T. E Stockwell to create a partnership. They then formed a limited company and now Tesco is a public limited company (PLC) with an annual turn over of around i 30,814 million pounds. When Cohen set up Tesco, he was a sole trader, he would have had unlimited liability. This means that if he went bust and unable to pay his debts he would have his personal belongings sold by the bank to pay off his debts. His only source of finance was his i 40 war gratuity. However nowadays there are many different sources of finance from bank loans to business angles to loan sharks as well as personal savings and family and friends. Being a sole trader has many advantages as there arent many forms to fill in. You can take holidays when you want and all the money that is made in the form of profit is yours for the keeping. Being a sole trader means that he had total control over his business all profit made goes straight to him and doesnt need to be split up. When he merged to form a partnership he would have had to sign a deed of partnership. This outlines all main points about the partnership from money salaries to working hours. He would now have to consult his partner before making any decisions about the business. However there are good points about being in a partnership. It means that there are two or more people to help think a way around a problem should one occur. It would bring added finance as the other partner would have personal savings and maybe family money. If the partnership were to go bust the deed of partnership would outline who had to pay what debts. After the partnership became successful Cohen and Stockwell became an ltd company. This means that they had shares which could be sold to employees and friends and family of the owners. They effectively own a small part of the company. They now have Limited liability this means that should the business go bust their private possessions are now safe and wouldnt be sold to level debts. Yet all the share holders would loose the amount of money they put in. There are also disadvantages to go with the benefits; these are that accurate accounts now have to be published for company house. This means spending money on an accountant. Tescos then became a plc or public limited company, it floated on the stock market in 1947 the share price was 25p. The business is now controlled by the share holders as every share gives you a say in the company. The profit is also split so that a dividend can be given to the share holders; this is a small percentage of profit given to share holders, and the more shares the more money they will receive. The legal liabilities are the same as when they were an ltd. The main difference is that shares can be bought and sold by the public on the stock exchange. On the way up Tescos has been through many of the different types of businesses. It has been a sole trader business a partnership an ltd company and now its a plc. However there are a few types of business that Tescos hasnt been. * A charity: this is obviously because Tescos is a profit organisation and wouldnt want to give away all there profit.

Structure, methodologies and approach towards employee satisfaction and motivation

Structure, methodologies and approach towards employee satisfaction and motivation The case study traces over Volkswagen, (South Africas) organization overview highlighting the structure, methodologies and approach towards employee satisfaction and motivation. The entire backdrop of the case study is about Volkswagens internal organizational behaviour, management practices and their effective implementation. In this context, the assignment is focussed initially on the innovatory measures suggesting right direction to retain workforce allegiance and devotion towards an organization. Volkswagen is amongst the few organizations believed to produce world class automobiles, and stands out distinguish, hence the responsibility and related degree of expectations are higher. Considering the competitive environment, todays employee is intelligent yet demanding and hence it has become more complicated to meet their target expectations. The management of VW (SA) is diligently engaged to resolve the issues pertaining to employees financial stability, professional progression, compensations and benefits, challenging and highly equipped surrounding. In extension to this the company has tremendously transformed its cultural values. The introductory part elaborates the management and organizational behaviour practices of VW (SA), discussing the primary objectives, present situation and future prospects determining specific goals. Employee motivation is essential to keep progressive functioning of an organization. The intermediate portion of the assignment is emphasized on the significance of employee incitement and motivational procedures by discussing four substantial theories of workforce motivation and critical analysis of Volkswagen (SAs) initiatives towards employee motivation strategies. The later part concentrates on the importance of co-workers to amalgamate and function as a single unit. Team work introduces a healthy culture that values collaborative efforts and the team firmly believes in thinking, planning, discussing, deciding and functioning to gether with cooperation. Team efforts with positive attitudes and correct path are inevitable to succeed. Critical discussion is based upon the conceptions and innovative ideas by which VW (SA) can ensure their teams to produce efficient synergy and higher productivity. TABLE OF CONTENTS: EXECUTIVE SUMMARY 1. Introduction 1 2. VW (SAs) Management Organizational Behaviour 1 2.1 Overview 1 2.2 VWs Behavioural Management Practice 1 (i) In Context of Behavioural Management Theories 2 2.3 VWs Organizational Environment Practice 2 (i) In Context of Organizational Environment Theories 3 3. Motivation 3 3.1 Theories of Motivation 4 3.2 Analyzing VWs Employee Motivation Strategy 5 (i) Structuring Remuneration Package and Benefits 5 (ii) Stipulating Fundamental Equipment 6 (iii) Leadership Training and Development 6 (iv) Open Lines of Communication 7 (v) Professional Content and Indemnity 7 (vi) Company Values 8 (vii) Service Excellence Culture 8 4. Definition of a Proficient Team 9 4.1 Team Contribution to Enhance Productivity 9 (i) Credence on the Leadership 9 (ii) Solidarity of the Members 10 (iv) Articulate Objective 10 (v) Colloquial Ambiance Group Participation 10 (vi) Dissolving Perplexity 10 (vii) Constructive Criticism 10 5. Methods to Ensure VWs (SA) Labour Efficiency 10 5.1 Appropriate Selection 11 5.2 Specifying Codes of Conduct 11 5.3 Establish Substantial Goals 11 5.4 Praise and Appreciation 11 5.5 Developing Sense of Direction 11 5.6 Building Team Spirit 11 5.7 Employee Empowerment 12 6. Conclusive Remarks 12 7. Bibliography 13 8. Appendices 14 (i) Appendix A 14 (ii) Appendix B 14 (iii) Appendix C 15 Page # 1 1. INTRODUCTION: Modern global world is comprised companies and enterprises having highly skilled, knowledgeable, sophisticated and decisive workforce, with dramatically increasing role. Organizations performance and productivity is directly influenced by the commitment and loyalty of its employees. Todays competitive professional atmosphere has compelled the attention of the organizations to apprehend the significance of employee retention and thereby constrained them to develop strategies tailored to fulfil employee satisfaction. The sustainability of an organization is subjected to the overall periphery and circumstances which affect its growth and development. The exemplary employee oriented culture represents correct environment, challenges, individual development, recognition and accurate motivating artifice. Reconciliation of effective leadership and consistent workforce while applying the positive attitudes and correct mind set accounts for higher productivity of an organization. 2. VW (SAs) MANAGEMENT ORGANIZATIONAL BEHAVIOUR 2.1 Overview: Volkswagen of South Africa was established in 1946, and is owned subsidiary of VW Aktiengessellschaft (VWAG) in Germany, located in Uitenhage. VW group is the worlds fourth-largest automobile manufacturer, and the largest car producer in Europe, consisting eight brands and operates 44 manufacturing facilities found in 12 European and 6 other countries in the Americas, Asia and Africa. Being aware of its prestigious affirmation in the automotive industry, the organization is focused and consistently engaged to heighten its profile. In order to achieve the desired level of productivity, internal and external customer satisfaction and indemnification has to be prioritised. VWs brilliant strategy makers have apprehended the situation and are continuously involved in developing policies for the inducement of employees to ensure their retention. 2.2 VWs Behavioural Management Practice: Employee positive or negative interaction with its organization and its management is based on the level of satisfaction. An individual is motivated to work proficiently when given appropriate Page # 2 work environment with sufficient equipment. The behaviour at work is directly affected by the overall atmosphere, the relationship with co-workers, job conditions and requirements, the remuneration package and professional stability. The management must habitually practice to evaluate and address constructively the needs and demands of its employees to gain satisfactory and productive employee behaviour. (i) In Context of Behavioural Management Theories: Behaviour analysis is the study of individual interaction with the environment and management of such behaviour is an essential element characterised to produce direct effect on the profitability of an organization. The frustrating behaviour of an employee is a clear indication of the system failure as the general workers behaviour is the reflection of the management policies. Sound policies addressing employees needs including job security, peaceful atmosphere, stipulated necessary equipment, equality and professional progression is more likely to produce the breed of workforce essential for an ongoing productive organization. Mary Parkers behavioural management theory focuses on the fact that influential leadership is the key to motivate employees and for that assessment of their job improvement capacity will benefit. A Hawthorne study highlights the importance of observing the frequency of behaviours and their outputs. An immediat e feedback on performance with sufficient information for self correction is necessary to improve functioning. VWs approach towards team building session is appreciable and is in correct direction. However, employees of today are not restricted to information instead willing to participate, share and discuss their own views and creative ideas for implementation. The worker is aware of the strengths and weaknesses relevant to the job and is the one who has excessive knowledge and command over it and hence knows how to control and improve the task. 2.3 VWs Organizational Environment Practice: Workforce of an organization is essentially compelled to work within groups where behaviour of employees may vary according to the relevant circumstances, work conditions physical or mental state. Provided the situation the environment of an organization is rooted in the behaviour of its employees. Organizational environment must be friendly, supportive and constructive by allowing the management and the common employees to discuss and share their opinions. Page # 3 Progressive organizations are inclined towards building excellent work status and valued atmosphere for their workforce in order to attain desired results. (i) In Context of Organizational Environment Theories: An organization is comprised of a group of people and resources brought together essentially for interaction and conscious coordination to acquire a common purpose or an objective. The survival of an exemplary environment is subjected to its equilibrium. There are several processes ongoing simultaneously within an organization and the major difficulty is with proposing any change of structure because once the structure is developed it deters to adapt to environmental changes. Understanding the difference between formal and informal communication becomes a difficult task for leadership. The organizational environment theories underline the internal and external relationships; external resources serve as inputs which are further processed into goods and services resulting in finished outputs in the environment. An open system is usually interacts with the environment while the closed system is self centred and usually fails to be a ccepted. VWs management is consistently working to develop a culture of excellence where freedom of speech, informal interaction, and service quality meetings can be carried out as casual practices. The concept is commendable yet challenging. The contingency theory emphasizes that the management must be flexible to react to environmental changes. Modern and technological organizations have likelihood to alter the conventional procedures rapidly, so the management must adapt to change with positive attitudes. There can be mechanistic structured organization where management is centralized at the top monitoring its employees and is stable, on the other hand organic structure of an organization is decentralized and reaching out to employees with a lesser control. Sound environment guarantees the motivated and efficient employees and leads to the higher productivity of the organization. 3. MOTIVATION: There could be a single or a set of reasons for human behaviour, engaged in certain activity for the desired outcomes, the ground for such activity is referred as Motivation. Every individual has needs and specific goals and human life is engaged in satisfying those needs and to acquire the desired goals. To attain the sense of fulfilment and feeling of achievement can be the prime motivating factors. Motivation refers to the initiation, direction, intensity and persistence of Page # 4 human behaviour Geen, (1994). Human nature can be simple yet too complex at the same time. Understanding of human nature is a pre-requisite for effective employee motivation which accounts for higher productivity. Regimentation of aims, purpose and values amongst the staff, teams and organization is the most fundamental aspect of motivation. The better the alignment and personal association with organizational aims, the better the platform for motivation. Work organizations offer a degree of satisfaction for an individual which may include financial support, social engagements, mental and physical challenges, self development, and sense of belonging and intellectual stimulation. It is said to believe that Best businesses have the best motivated workers. It has been observed that the overall productivity of an organization is increased with highly motivated employees in comparison to the organization with poorly motivated workers. 3.1 Theories of Motivation: Motivation theories are the combination of needs, inducement, goals and reinforces. Need Hierarchy Theory was put forth by Abraham Maslow, which is one of the most highly acclaimed and widely mentioned theories of motivation. He envisioned human needs according to a hierarchical structure of importance, from the lowest to highest, highlighting the five basic physiological needs, sense of security, social drives, self esteem and need of self actualization. The management must pay huge amount of attention to the needs of employees and as the needs may vary from individual to individual, hence it is essential to implement an efficient system to evaluate employees necessities and furnish feasible solutions. Herzbergs two factor theories in accordance with Maslows theory, proposed an idea that certain factors such as challenging work, responsible position and sense of recognition may contribute as prime motivators but on the other hand certain factors including desired salary, fringe benefits and appropriate environment, if absent may result as de-motivators. According to his theory as multiple goals and benefits serve as precursor of motivation, probability of de-motivation arises when perks and privileges do not exist. Page # 5 Hawthorne experiments of Elton Mayo focused on incentives, pay-cheques and financial satisfaction to be the primary motivation factor. People are motivated by pay and work conditions at higher level. Furthermore he believed that attitude of people at work are highly influenced by the groups and work environment. His theory concluded that human relations and the social needs of workers are crucial aspects of business management. Mc Rogers theory heavily emphasized on two basic kinds of managements which he categorised in Theory X and Theory Y. The management which falls under Theory X is believed to have a negative approach towards the employees considering them untrustworthy and incapable. Theory Y addresses the kind of management having faith in their employees and thereby recognising their needs positively. He concluded that managers view of the human nature is based on a certain grouping of assumptions and tends to mold their behaviour towards subordinates according to these assumptions. Numerous theories has been put forth addressing the benefits and moral value of an altruistic approach to treat colleagues and workforce as human beings and respecting their dignity in all its forms, developing a phenomenon to understand that people can never be forced to work, they will work positively only if they want to or otherwise if they are motivated. It has been observed that when an obvious likelihood is establ ished between performance and reinforcement, it leads to and maintains high levels of motivation. 3.2 Analysing VWs Employee Motivation Strategy: VW is a German manufacturer of automobiles which is the third largest car producer of the world. The name by itself indicates the value for people as Volkswagen stands for peoples car in German, (more literally, folks wagon). Within the past few years the intricacy and dynamics within and outside organisations have drastically altered. In this context, it has become prime concern of organisations to carry out future-oriented, active development which pursues an elementary goal i.e., Stand out as a winner. The organization must propose additional benefits for employees, clients and stakeholders because only then will its culture, values and products be responded to with commitment and interest. (i) Structuring Remuneration Package and Benefits: Volkswagen approach towards pay and benefits is commendable as it involves market research Page # 6 and salary surveys. There is a continuous effort behind structuring the salary packages and fringe benefits. However, there is an important aspect slightly ignored during the practice which is to involve the workforce by itself to comment on the remuneration structure thereby, visualising the basic needs and desires within the employees which in-turn will serve as a helping tool for developing effective payroll strategy by keeping in view of employees physiological needs as everyone desires to be financially secure. Payroll must be structured such that the income level of an individual well addresses the living standard. Pay scale must be determined by analysing qualification, experience and skills of the employee and must be reviewed according to the efficiency level as reported by the relevant department. While rewarding high performers, average and below average performers might feel neglected hence it is essential not just to recognise the efforts by high performers but to issue certificate of participation and non-monetary rewards to the rest, recognising their contributions and to keep them within the string. (ii) Stipulating Fundamental Equipment: Ceaseless review of the budget for essential materials and equipment is highly recommended. Necessary equipment is a pre-requisite as it enhances the work efficiency and performance level of employees thereby promoting professional satisfaction and rewarding appreciation. In absence of the required material it is imbecilic to expect efficient service by the workforce. It is appreciative that essential equipment can be furnished in accordance to a specific budget but smart management plan keeps control of the equipment handling and propose for a budget review where necessary. (iii) Leadership Training and Development: Leadership training is vigorous only when sensibly articulated into the corporate culture with its positive intents and values. Development of a leader is only focused upon an individual personal attributes, behaviour and approach whereas, leadership development is emphasized on the process unfolding interpersonal relationships, social influence process and team kinetics amongst leader and the team at the conjugation level. Volkswagens strong organizational structure do not require just managers but crave for smart leadership which is essential for workforce motivation and infusing energy in the team members. True leadership is what an ordinary employee will look up to, in order to comply with effectiveness and efficiency. A dynamic leader supports Page # 7 trains and develops his personnel, while increasing job satisfaction and genuine interest to do the job, within his team. Trusted leaders are likely to produce splendid motivating spirits.To keep people motivated, you need to display dynamic leadership, and make they feel they are working with you and not for you. Corelli (iv) Open Lines of Communication: Employees feel confident and equally responsible when they believe they are trusted. It stimulates a sense of incitement within the employees, resulting in a propitious work environment. If a supervisor or team leader approaches the workplace with a positive, upbeat attitude about the work projects, that enthusiasm should transfer to associates, thus creating a better work environment for all. Leaders and supervisors, who are serious about maintaining a productive work environment and motivating their staff to do their best, need to talk with the associates to find out what is important to them. For example, some associates may not appreciate public forms of recognition, while others will. Howell, (2000) (v) Professional Content and Indemnity: Highly trained and seasoned employee is an asset to a company. Remnant of todays face paced work environment is the increasing rate of job churn or employees switching one job to another within short time frames. Employee turnover is costly, causing workforce instability, reduced efficiency, lower effectiveness, and negative impact of the company. There could be variety of reasons in the background explaining the boredom, frustrated, discontented and least interested behaviour of the employees. Another important aspect is the lucrative job offers which tend to satisfy the needs and basic requirements but in some cases employees are looking for more than just compensation and rewards and are more inclined towards their visions and challenges. The underlying cause might differ due to the fact that humans act, think, behave and respond differently in accordance with the relevant circumstances, however, the issue remains unchanged. Volkswagen as one of the giants in the automobile busine ss world is relentlessly involved in figuring out possible solutions to this emergence. In order to retain employees it is required to offer a package that satisfies financial, intellectual and the career aspirations of an individual. Page # 8 (vi) Company Values: The value of a company represents culture, shared beliefs, attitudes, institutions, and behaviour patterns that characterize the members of an organization. Values of a company naturally emphasize continuous improvement of processes, transformation into a healthy workplace, satisfied customers, and a growing, profitable business. The level of employees commitment to their work is closely linked with the extent to which the company values are practiced. Ensure that the values of the company are strongly understood and equally treasured by the management and individual employee. Demonstrate professionalism, respect, integrity and duty as the core values of the company. According to a key quote of Harvard Business Review Companies that enjoy enduring success have core values and a core purpose that remain fixed while their business strategies and practices endlessly adapt to a changing world. (vii) Service Excellence Culture: Volkswagen is amongst the very few organization which thinks through, work diligently and proactively to create the culture that will allow the company to succeed long term. Culture is the distinctive personality of the organization which indicates its strength, by which it understands the needs of the workforce and affects the value created for the customers. Therefore, organizations make effort to understand what motivates their workforce and give them what they need to perform well by providing them clear mandates, operating principles, resources, authority, knowledge, and tools so they can fulfil their responsibilities to bring out the best of their talents and recognize by rewarding them in ways they value. Volkswagen is among such high calibre companies demonstrating successful conceptual thinking and with the ability to see patterns among seemingly diverse phenomena and thereby strengthening their employees and motivating them with positive attitude. An effective organisationa l culture enables a two way process to occur where employees help to influence the direction of the corporate values system, through their individual beliefs and approaches they adopt. A service excellence culture is that which develops a sense of responsibility and achievement together within employees, recognising their contributions and considering themselves as an integral part of the overall reputation and success of the company. Motivation can either produce profitability to an organization or improve productivity if it is Page # 9 positive, on the other hand if employees are de motivated it is more likely to reduce profit margin and will hinder overall productivity. The core vision is to encompass human behaviours, needs, attitudes and demands, as machines can operate according to the desired level and mostly produce accurate results, but considering where human beings act as a major workforce it involves a thought process based on mutual understanding in between the management and the employees. It is highly recommended to understand associates yearn and necessities and fulfilling them to some degree and thereby motivating them to produce desired results in the best interest of the organization. The summation accounts for the fact that if appropriate motivation level is maintained within an organization, the management will gain productive associates. 4. DEFINITION OF A PROFICIENT TEAM A bunch of individuals possessing particular expertise, collectively working to attain a common purpose or goal; by collaborating and consolidating their knowledge and actively participating in healthy discussions. The essence of a team work is togetherness and the success lies within its concrete leadership, which accounts for the productivity of an organization. It is well addressed that When you break down barriers, misunderstandings, prejudices, insecurities, divisions, territories and hierarchies you begin to build teams. 4.1 Team Contribution to Enhance Productivity: Firm belief in the reliability and trust upon the honesty of the members are the prerequisites of a productive team. The level of cooperation and understanding builds strong bondage between individuals. Every member of an efficient and productive team is open to support and encourage the co-workers for the completion of required task. Following are the characteristics by which teams can contribute effectively in the success of an organization. (i) Credence on the Leadership: It is essential that a high level of trust and confidence is present within the team members upon the leadership. True leader make sure that each individual of the team is equally supported, respected, privileged and heard. The amount of patience and credible efforts for keeping the team members within a string enhances acceptance and faith of the members which results in high performance. Page # 10 (ii) Solidarity of the Members: Every team member must actively participate to explicitly discuss the team procedure and functioning to attain a common goal or a sole objective. The entire team tends to share mutually agreed approach, mechanics, norms, expectations and rules to follow. The unity of team pledge for its success. (iii) Articulate Objective: The team must set clear and focused objectives and translate into well-defined concrete milestones against any measured obstacles. Larger goals and objectives are easily accessible followed by a habit of practicing a series of small wins. (iv) Colloquial Ambiance Group Participation: Environment to function effectively as a team requires being informal, homely and comfortable enough for each member to open lines of communication with ease, but must remain pertinent to the purpose of the team. This encourages bringing about creative ideas and unique concepts and gives equal freedom of speech to all. Another important aspect is that the team members become easygoing with each other and believes that everybody is equally heard and respected. (v) Dissolving Perplexity: Where there is freedom of speech confusions and disagreements are most likely to occur. Agile and intelligent teams welcome disagreements and complexities to test their brilliance and understanding. Reasons are carefully examined and a midway is figured out to resolve the issues. In case of an opposition to a general agreement, an apparent consensus is practiced for a fair outcome. (vi) Constructive Criticism: Healthy and positive criticism is highly appreciated as it provides pivotal grounds to review and evaluate critical decisions. Criticism must be arbitrary and benefaction oriented toward removing an obstacle that is hindering the way of a team to achieve goals. 5. METHODS TO ENSURE VWs (S.A.) LABOUR EFFICIENCY Intellectual management serves as a catalyst to amplify work level and overall performance of the apprentice. Volkswagen approach towards reducing maximum doing from their teams is exceptionally good. However, there are multiple measures which can add value to the existing strategy of the organization to ensure high degree of performance and matchless effectuation. Page # 11 5.1 Appropriate Selection: While selecting a candidate it is ideal to analyse the qualities complementing the job nature. Selection must be based on the relevant skills, a blend of technical, problem solving and interpersonal skills account for effective performance. A right set of people at the right place on the right time are the key for a successful team and productive organization. 5.2 Specifying Codes of Conduct: Identifying rules is necessary for developing focus, receptivity, commitment and trust. Rules must be well-defined and strictly governed without discriminating position and genders. The most crucial rules may pertain to attendance, behaviour, confidentiality, contributions, positive confrontation and end product orientation which must be set as a code of conduct. 5.3 Establish Substantial Goals: The basic starts from the fact that each and every team member has a task to achieve. It is necessary to make every individual believe that the team has significant purposes and tasks and there is high level of expectation associated with their performance. There must be a sense of worth associated with the tasks apart from being easy or difficult. A strong team is build when every member knows that they are a vital part of a significant accomplishment. 5.4 Praise and Appreciation: This is a natural urge within human beings to be praised and rewarded upon successful completion of a project or a great accomplishment. Intelligent organizations never ignore this fact and develop strategies to encourage their workforce by appreciating their efforts. 5.5 Developing Sense of Direction: This is another important aspect of team building to develop sense of direction amongst the members. The team leader or the manager must efficiently distribute tasks and provide sufficient guidance by defining responsibilities and adopting clear direction towards the common goal. 5.6 Building Team Spirit: Assign performance oriented small tasks that will allow the subordinates to grow and take on additional responsibilities. The idea generated by such challenging but achievable goals is not limited to overall productivity but to evaluate the Page # 12 mobility of potential team. This will in return enhance the spirit of the team and build an effective bond of togetherness. 5.7 Employee Empowerment: A strategy which enables employees to decide for themselves is worth giving as it develops a sense of responsibility and helps them to take charge of their work and learn from their mistakes. It is a reliable process for enabling people to contribute effectively in the continuous improvement and ongoing success of the organization. 6. CONCLUSIVE REMARKS Positive and reinforcement and correct motivational strategies are the compulsion of modern organization in which employees are completely aware of their rights and understand the significance of their roles in the productivity and profitability of an organization. The growth level heightens when the structure of the organization is concrete and is based upon specific values and contemporary culture, where an employee is empowered and actively participating in the progression of the company. Volkswagen (South Africa) has successfully managed to develop a progressive atmosphere and the management has understood the need to focus on retaining employees loyalty and commitment. The efforts and strategies of the company towards maintain their internal environment is tailored with excellence and absolu