Luis Armstrong Essays - Music, Jazz, American Music, Louis Armstrong

Luis Armstrong Louis Armstrong Louis Armstrong was the most influential person in jazzs history. He contributed greatly to the growth of jazz and was able to play in a variety of ways. His amazing and interesting life came from his straight talent for the music. He deserved every bit of fame he got simply because he was an incredible musician. Louis Armstrong was born in 1900 and raised by a poor New Orleans family. At twelve he was sent to reform school for firing a gun in the air on New Years Eve. There he learned to play the cornet, which was his introduction to music. After he was released he worked small jobs and, although he did not own an instrument, he enjoyed listening to the Hot Style jazz of the time. Joe King Oliver was one of his favorites. The man acted as Armstrongs father and teacher for a large portion of his life, giving him his first cornet and a job to play at some of his gigs. From there he joined semi-successful groups playing trumpet, until 1922 when he was asked to join King Olivers Creole Jazz Band located in Chicago. This was a dream come true to Armstrong. As soon as he arrived in Chicago Olivers band became a huge success. King Olivers Creole Jazz Band helped bring New Orleans style jazz to Chicago. During this time Armstrong met Lil Hardin, the pianist for the Creole Jazz band. The two were married in 1924. Hardin, being an ambitious woman, convinced Armstrong to leave his mentors band and not get stuck playing next to Oliver. As well as his amazing instrumental ability, Armstrong also did a lot of singing, including scat improvising. He had a deep raspy voice like no other. In 1924 Armstrong moved to New York where he played with Fletcher Henderson for a year and recorded with many other jazz and blues musicians. He recorded his first Hot 5 record that year as well. Armstrongs recordings with the Hot 5and Hot Seven groups, are considered jazz classics. They recorded until 1927. At this time he was becoming a true star and was playing with numerous popular bands. In 1931, Armstrong went back to Chicago to form his own touring band. That same year he went back to New Orleans for the first time in more than ten years, except this time he was greeted as a star. In 1931 Lil Hardin and he separated. Armstrong went to California before heading out for a large tour in Europe. He returned to the states and hired Joe Glaser to be his manager. Glaser took care of everything, leaving Armstrong to focus on his music. He also hired the Louis Russel Orchestra that was largely made up of people that he had played with in King Olivers Band. The band was re-named Louis Armstrong and his Orchestra. They became very popular in the swing era. He married his second wife, Alpha, but after a year they were divorced. Armstrong quickly married Lucille whom he stayed with for the rest of his life. In 1947 Glaser fired the band and replaced it with a smaller group that is known today as one of the greatest bands in jazz history. The band stayed together for more than 20 years despite the many changes it went through. In the 1960s Louis became known as Americas Ambassador because he had toured so much of the world. He came out with an international hit, Hello Dolly, which topped the charts in 1963, years after jazz was no longer popular. Armstrongs health began to fail soon after he recorded What a Wonderful World. He died in New York in1971. Music Essays

Durkheim and Social Fact Essay Example

Durkheim and Social Fact Essay Example Durkheim and Social Fact Essay Durkheim and Social Fact Essay Emile Durkheim’s The Rules of Sociological Method posits the being of assorted social facts’ which. harmonizing to him. should be the range of all sociological survey and discourse. Durkheim’s discourse defines societal facts as. †¦a class of facts with really typical features: it consists of ways of moving. thought and feeling. external to the person. and endowed with a power of coercion. by ground of which they control him. ( Durkheim 3 ) Therefore the three chief characteristics of societal facts are surfaced ; as being external to the person. emanating from a general and higher degree than the person and that these coerce or force an person to move in conformity to them for the intent of control. These facts. harmonizing to Durkheim. must be considered things. which he defines as worlds that may be observed and classified. These things are posited to be on the degree of society. wholly outside the kingdom of the person and are used to command a person’s ideas. actions and experiencing from being otherwise. Should a individual garbage to subject to this coercion. he would happen himself the object of negative reactions runing from ridicule. isolation or even concrete penalty or countenance. The deductions of this definition ab initio cast sociology’s field of survey as all-encompassing. mentioning to all worlds and procedures of human life and behaviour. therefore Durkheim seeks to clear up and set up the significance of the form social’ as opposed to other adjectives such as biological’ . psychological’ and philosophical’ . Each single drinks. slumbers. chows. grounds ; and it is society’s involvement that these maps be exercised in an orderly mode. If so. all these facts are counted as social facts. sociology would hold no capable affair entirely its ain. and its sphere would be confused with biological science and psychological science. ( Durkheim 1 ) As mentioned above. Durkheim perceives the societal fact as the range of sociological survey. and uses other Fieldss of survey to demo what sociology should underline. Biological facts and survey trade with features of the physical organic structure of a individual and are hence non societal. since the demand to follow these facts ( such as kiping. feeding and external respiration ) emanate from the physiological demands of an being to last. Psychological survey trades with thought procedures and phenomena that occur within an individual’s consciousness. Durkheim posits that social’ facts emanate non from one person’s consciousness nor from a person’s physiological demands. but from the degree of society itself. †¦ this term [ societal ] fits them rather good. for it is clear that. since their beginning is non the person. their substrate can be no other than society. ( Durkheim 3 ) Another deduction of his definition is that societal facts exist merely with the presence of societal establishments which enforce them and make them. For Durkheim. it is imperative to clear up that in most instances a societal establishment exists with the societal fact. but it must non be thought that for a societal fact to be. a societal establishment must be present to hold created it. Rather. the contrary of the causing is in topographic point. Social facts create societal establishments which enforce and perpetuate them. but there are besides other societal facts which do non necessitate the presence of an establishment to approve them. Durkheim defines such deinstitutionalized societal facts as social currents’ . They come to each one of us from without and carry us off in malice of ourselves. ( 4 ) He uses the illustration of crowd euphory and feeling to exemplify these. Social facts are farther classified into the normal’ and the pathological’ . Durkheim classifies societal facts under these two classs in order to exemplify the coercive nature of societal facts and how society has been shaped to perpetuate and implement them. Normal societal facts refer to those which conform to given standards while pathological societal facts refer to those which ought’ to be different ( Durkheim 47 ) . Normal societal facts are those most widely happening in the society in inquiry and map in such a manner that their presence maintains societal order and accepted societal life. Durkheim farther posited that for a societal fact to be considered normal. it would lend to the wellness of a society. as mentioned earlier. it maintains accepted societal procedures. it promotes and is of course consistent with recognized societal norms. The obscure nature of this definition and its subjectiveness was borne from Durkheim’s end of seeking to contextualize and take into consideration the diverseness of societal life across different civilizations and societies. This implies the being of facts that are produced to command people to move in conformity to accepted norms and values. and the being of facts whose intent is to exemplify what is a divergence from the previously-mentioned recognized norms and values. The feature of societal facts that posits a force that coerces people to adhere to them is what required Durkheim to do this classification. He defined societal facts as things. as worlds. and therefore he would seek to specify the normal and the unnatural things and worlds that are placed under the sphere of what are considered social’ . If societal facts exist outside the person and are imposed upon him. what of the phenomenon that occur which are divergences from the norm. how are these to be explained as sociological when they do non adhere to society? Pathological societal facts are therefore things or worlds that occur in less instances than the normal societal facts to demo that these things are what are considered abnormal’ or have some signifier of morbidity’ that characterizes them as divergences. Durkheim compared this analogy with physiological surveies. which first trade with a healthy. normal’ human organic structure and so would analyze the abnormalities’ of the organic structure. the possible symptoms and causes of illness or morbidity’ . As the physiologist surveies diseases within the human organic structure. so does a sociologist survey the pathological or morbid’ phenomenon that occurs outside the individual’s consciousness. Another statement that Durkheim presents in specifying the normal societal fact is that normal’ phenomena are frequently present non because of societal norms and values but because of logical necessity. He argues that normal facts differ across species. but these facts are present largely because the species has to accommodate to its environment and are necessary ( Durkheim 60 ) Rejecting other definitions of normal facts. Durkheim posited that normal facts are comparative to the specific species in inquiry during a specific clip in its evolutional stage. Normal facts are hence non lasting nor are they cosmopolitan. He emphasizes this because of his old statements that because of the normality and frequence of these facts they are attributed to be superior in nature. Durkheim decides what constitutes normal’ societal facts by measuring the causal conditions that govern a certain fact. If. at a certain point in the society’s development. the societal fact is acceptable. so the fact is normal. An illustration would be the pattern of a miss inquiring a male child to prosecute in a societal. romantic relationship with her. In these modern times. this is considered a normal fact because of the rise of female authorization and liberalism. However. if this societal fact was to be classified during the Renaissance period. it would hold been classified as unnatural. because adult females did non bask authorization or the same power they enjoy today. A societal fact’s nature is intrinsic to society’s norms and causal maps that create it at a certain point in clip. and non with the broadness of happening or moral acceptableness. Durkheim takes into history how societal facts may alter their nature as normal and pathological over clip. particularly through the procedure of development. After holding established by observation that a peculiar fact is general. he will travel back to the conditions which determined this generalization in the yesteryear and will so look into whether these conditions are still given in the present or if. on contrary they have changed. ( Durkheim 61 ) Contention between the two types of societal fact and the unsmooth definition that Durkheim posited may be seen in the presence of offense within a society. Crime. at first glimpse would be characterized as a pathological societal fact. as it would have morbidity and abnormalcy. This is a common perceptual experience that all criminologists would adhere to. However. offense is posited by Durkheim as a normal societal fact. Durkheim showed that offense is present in all societies but in different signifiers. as normal and pathological facts differ across societies and evolutionary stages ( 65 ) . He farther stated that even in societies where offense rate is high and incidences rampant. a alteration may happen depending on the future province of the society which will decrease the rate of normality of offense ( 66 ) . Crime for Durkheim is separate and different from condemnable behaviour and condemnable Acts of the Apostless. since these are able to be explained on degrees other than on the societal. Therefore Durkheim posited that the act of making a condemnable title is non what is normal. but the presence of offense within society which is normal ( 67 ) . The presence of divergences from the norm may be seen in all societies. but since the act in itself is brought about by psychological grounds and other factors that may be evident on the single degree. condemnable behaviour may be portion sociological and portion psychological. Crime is posited to be variant and subjective across civilizations and societies. and is ever present no affair how stiff the norms in a society are. Crime is defined in a society based on the norms and values it holds in importance. Durkheim’s collective conscience’ that governs society is what is held responsible for specifying the condemnable act. Again. in an attempt to take into history the diverseness of societies. Durkheim posits offense as subjective and dependent on societal norms. with the degree of tolerance of the society in inquiry ordering what is considered offense and what is considered deviant or funny behaviour worthy or mere ridicule and oddness. Crime is ever present in any society no affair how ordered and stiff it is. but with the higher control nowadays in a society. the degree of the edification of offense and the elaborateness and attempt used in perpetrating a condemnable act additions every bit good. in relation to the trouble in offense committee. Statisticss may so be inferred by the pupil to be one concrete manifestation of a societal fact because of its nature of depicting tendencies and societal phenomenon. but Durkheim posited otherwise. He posited that statistics is used to stand for the collective mind’ which is the amount of the single instances that adhere to societal facts. whether normal or pathological. Statistics is used to insulate these specific tendencies. Though single instances no uncertainty have other extenuating biological and psychological factors for happening. statistics provides a manner to neutralize or extinguish the individualistic factors that may represent the instances as non within the kingdom of sociology. Durkheim justifies the normality of offense in a given society by mentioning that there is non society where offense is non present. Condemnable Acts of the Apostless are ever regarded with negative sentiments in any society ( Durkheim 66 ) . However. Durkheim showed that the presence of offense affirms the normal societal facts. that it enforces the normal by bing as a beginning of penalty for its ain committee. In a society that has the strictest and most stiff construction of regulations and normal fact that must be adhered to at all times. offense is non wholly eliminated but really more evident. more frowned-upon and more to a great extent sanctioned. Therefore. the presence of offense is considered normal and the committee of condemnable Acts of the Apostless is pathological. With all this said about the societal fact. the thought of a social system’ would make some contentions. Social facts are thought to emanate from the social degree through a corporate consciousness. where the person is forced to conform and adhere to. A societal system would connote that the relationship between persons and society would non be so additive and nonreversible. A societal system would connote that as society exerts a force on the person. so does an single upon society. Durkheim’s collective consciousness’ would so be debunked as an semblance which is perpetuated in society. A systems model for sociological survey would so take into consideration the consequence of persons in society as societal establishments and constructions that are composed of persons. Durkheim’s theory on societal fact would so be debunked as emanating from an semblance and would lose its objectiveness and its feature of being grounded on world. Durkheim. Emile. The Rules of Sociological Method. New York: The Free Press. 1938.

A Study on Employee Attitude and Leadership Behaviour

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence (Rokeach, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge learning garbage for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sifys offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individuals assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, OReilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents.

Analyzing witchcraft in Pre-colonial and colonial Mexico Essay

Analyzing witchcraft in Pre-colonial and colonial Mexico - Essay Example Just like the smallpox and other diseases brought by the Europeans wiped out civilizations, Catholicism eradicated the native religion of Mexico. Between 1800 and 300 BC, complex cultures flourished in Mexico. Many matured into advanced pre-Columbian Mesoamerican civilizations such as the: Olmec, Teotihuacan, Maya, Toltec, and Aztec, which thrived for nearly 4,000 years before the Europeans landed in Mexico. First the religious practices of these civilizations and the effect of European colonization on the religious practices will examined. The Europeans reaction to the rituals of these cultures need to be looked at. Finally, the persecution of natives practicing witchcraft will be analyzed. The Olmec culture, especially their religious culture, can only be interpreted by archaeological measures like the Las Limas figures. The Olmec died out before Europeans came to Mexico. Cave art, digs, and other archaeological finds have shown that the Olmec religion had priests and shamans.1 Kings and rulers had to worship or link themselves to Olmec gods to prove their right to the rule.2 One author explains, â€Å"much of the art of La Venta appears to have been dedicated to rulers who dressed as gods, or to the gods themselves†.3 Olmec art shows deities like the Feathered Serpent and the Rain Spirit were already in the Mesoamerican pantheon in Olmec times.4 The Olmec believed in multi deities and spirits. Although the Olmec culture had died out before the European Conquistadors reached Mexico, speculation can be made based upon what is known about what happened to later cultures under colonization. The Catholicism that would sweep across Mexico believed in the Trinity. Anybody worshiping any deity or god other than God the Father, Jesus, or the Holy Spirit, would be considered a witch, practicing witchcraft. Although the it can not be proven conclusively, there is indications the Olmec might have

Electron Microscopes Essay Example | Topics and Well Written Essays - 1250 words

Electron Microscopes - Essay Example But, unlike the ordinary microscopes, the electron microscope uses a ray of electrons (Miller and Levine, 2003) which is shorter in wavelength, traveling through a vacuum, and focused by magnets to very thin objects whose sizes needs to be magnified. Also, the electron microscopes can only magnify specimens that have been properly killed, processed, and mounted for viewing (Engelkirk and Burton, 2007). There are two types of electron microscopes. These are the transmission electron microscope (Figure 1) and the scanning electron microscope (Figure 2). The transmission electron microscope allows the viewer to see the internal parts of a microorganism at 1 million times size magnification (Figure 3). On the other hand, the scanning electron microscope allows the viewer to see the external surface parts of a microorganism at approximately 20 nano meter resolution (Figure 4). These two types of electron microscopes have each a built-in camera that can take pictures of images under study. So, besides visibility reasons, specimens are usually stained for more accurate observations, but the micrographs or pictures are black and white (Engelkirk and Burton, 2007. The basic parts of... nsmission electron microscope are high voltage electrical supply line, electron gun, first condenser lens, condenser aperture, second condenser lens, specimen holder, with air-lock, objective lenses and aperture, and fluorescent screen with camera (Figure 5). On the other hand, the basic parts of scanning electron microscope are Control console, electron guns, thermo ionic electron gun, field ionic gun, thermal field emitters, Schottky emitter, and vacuum system: vacuum pumps, roughing pump/mechanical pump, diffusion pump, turbo pump, ion pump (CEMS) (Chemical Engineering and Material Science, 2003). Biologist use transmission microscope to emit a ray of electrons from side to side of a thin sample that has to be examined for its internal structure. In contrast, biologist use scanning electron microscope to emit a fiber-thin electron ray across the surface of the sample producing a clear picture of the surface structure (Miller and Levine, 2003). Conclusion Electron microscopes are biomedical laboratory instruments that enable biologist to accurately configure the internal and external structure of microorganism which were considered in the past as invisible organisms. Photo by: Ernst Ruska. 1980, Berlin Figure 1: Transmission electron microscope Source: Epner Technology Inc. ISO 9001. 2000,NADCAP Figure 2: Scanning electron microscope Title: General Cytology; Publisher: W.B. Saunders; Publication Date: 1960 Figure 3: The transmission electron microscope allows the viewer to see the internal parts of a microorganism at 1 million times size magnification Title: General Cytology; Publisher: W. B. Saunders; Publication Date: 1960 Figure 4: Scanning electron microscope allows the viewer to see the external surface parts of a

The resistance of a wire Essay Example for Free

The resistance of a wire Essay The results all proved to be so close together that it proves its not worth doing it for every measurement. Results 1 This table shows the results we took, with the length in centimetres running along the side, and the voltage along the top. The corresponding values in the table is the current, measured in Amps. I will now plot these results onto nine separate graphs and a final graph showing Length plotted against resistance. These results were taken in conjunction with Adam Cubbage. Each of us took part the taking of results. Final Results Length of Wire (cm) Resistance (? ) Analysing and drawing conclusions All these results and graphs show things about the relationship between Resistance and length of wire. The final graph shows an almost perfect straight line of results through the origin. This proves that resistance is directly proportional to the length of wire. If you look carefully on the graph you can see a slight change in pattern after the result for 50cm. This is due to the fact that results were taken over two lessons, the first 4 one day and the final 5 the next. The slight split could be due to a different set of equipment, slightly different components (different power supply etc. ) or even something as little as room temperature. If the results were taken over a single period of time I have no doubt there would be an absolutely straight line. The results also prove that doubling the length of wire, effectively doubles the resistance. For example if you look at the results for 20cm of wire (0. 8 and then the results for 40cm of wire (1. 6 you will see that the resistance for 40cm of wire is exactly double that of 20cm. All this evidence supports the prediction I made at the start, that the length of a piece of wire does indeed affect its resistance, and that there is a direct and proportional link between the two. Evaluation I think my results were fairly reliable and this was mostly thanks to the system of getting an average resistance from each length of wire, using a graph to average out the results. As I said before, there is a slight change in pattern after the result for 50cm. This is due to the fact that results were taken over two lessons, the first 4 one day and the final 5 the next. The slight split could be due to a different set of equipment, slightly different components (different power supply etc. ) or even something as little as room temperature. The equipment used over the two lessons may have differed slightly, e. g. the meters used to measure current and p. d. If the results were all taken in one go I have no doubt there would be an absolutely straight line. If you draw a line from the point of origin up to the fourth point you can see it is perfect, likewise if you draw a line from the fifth point on the graph to the ninth. I think this was a very suitable procedure and was certainly the most accurate way of performing this experiment. The only way I would improve it would be by taking all the results over a single period of time. This would avoid the split in the middle of the results. You could do another couple of different lengths but it wouldnt make much difference to the results. Just using the range that I have you can see all that you need to see to draw conclusions. I would like to try an identical experiment with a wire made of different material, just to see how different the results would be and then compare the two experiments. The real test for how accurate my results were is to calculate the Resistivity of my results and to compare it with the Resistivity that the wire should be. Resistivity is a property of a metal (whereas resistance is a property of a component). Resistivity does not depend on the dimensions of a component, only on the material from which it is made. We have done previous experiments to show that the resistance (R) of a conductor is directly proportional to its length (l) and is inversely proportional to its area (A). The diameter for the wire used was around 0. 8mm. To put this into a formula, where p is the Resistivity: R = pl A So: P (Resistivity) = AR l If we take the results for 80cm of wire we can work out the Resistivity of Constantan (the alloy wire we are using). In an A-level textbook I looked up the Resistivity of Constantan and discovered it should be 4. 9 x 10 -8 ? /m These two figures are fairly close and this indicates how accurate my experiments were.

A Separate Peace Essay -- essays research papers

A Separate Peace Dealing with enemies has been a problem since the beginning of time. â€Å"I never killed anybody,† Gene had commented later in his life, â€Å"And I never developed an intense level of hatred for the enemy. Because my war ended before I ever put on a uniform, I was on active duty all my time at Devon; I killed my enemy there.† In A Separate Peace, by John Knowles, the value of dealing with enemies is shown by Gene, who was dealing with few human enemies, but his emotions created far greater rivals than any human could ever posses. One of the enemies that Gene created for himself was jealousy. Gene was jealous of everything about Finny. The openness which Finny possessed was one of these things which Gene envied. One incident of Finny’s openness was when he wore the pink shirt. By wearing this he was â€Å"symbolizing the first U.S. bombing in Europe.† Gene simply replied to the shirt by calling Finny â€Å"nuts,† but deep down inside Gene was jealous of Finny’s boldness. Another incident of Finny’s openness, or boldness is when he wore the school tie as a belt. Gene was anxiously waiting for Finny to get yelled at, but because of his openness he was able to talk his way out of getting into trouble. Finny claimed that he wore the tie as a belt because it represented â€Å"Devon in the War.† Again, Gene was envious of Finny’s openness to make up a story and â€Å"get away with everything.† Another one of Gene’s enemies is his anger. Alone, his anger is mild, but when mixed with his je...

Integration Discussions to Include in Learning Portfolio Essay

The term communication was derived from the Latin ‘communis’ meaning â€Å"to share† that is, sharing of concepts and ideas, feelings and emotion. In a literal sense however, communication means to inform to tell, to show, or to spread information (Singh, Amrik, Yadav, & Seema 2003, p. 1). Communication is vital to any organization as it constitute the life of the entire organization while culture is the essence of an organization. When the management becomes concern on results and outcomes rather than on the techniques and processes, the management becomes concern only on employees’ productivity but not with their welfare. Business organization should be people oriented and its written communication or its policies must be clearly and rightly enforce and should not hinder employees from enhancing their full productivity potential. Maydan (2003) pointed out that organizations, as entities, â€Å"are also embedded in cultures, and organizing is a communication process† (p. 1). In a sense, organizational culture and policies it self are both part of communication. Thus, poor policies and policies that are poorly enforced both affects the organizational performance as well as the organizational life of business organization. It means that the employees’ effectiveness is affected by poor implementation of policies such as limiting employee’s communication with other employees in other departments and also employees’ access to management because it effectively isolate them from people they perceive as source of moral strength and information. It also effectively weakens their productivity. It is widely accepted that team work provides a better working relationship in any business organization. Here the degree to which work activities are organized around teams rather than individuals enhances the employees’ effectiveness and productivity. This is clearly illustrated in the game of basketball. Teams that play as a team have higher chances of winning. Team work also creates fun as working together for a common cause â€Å"creates group spirit, lightens up the atmosphere, and reduces tensions and conflicts (Dinsmore & Cabanis-Brewin, 2006). Team work is an example of effective communication. How the problem of communication could be avoided There are perhaps a number ways to avoid the problem of communication. Management should allow employees some freedom to communicate freely with other employees on matters relating to their jobs. Having a delivery person to convey messages to other department in the same business organization delays important communications that are may be vital for the company’s growth. Business companies should be people oriented than profit oriented by focusing more on their employees welfare. It is true that even losers can turn into winners when they properly motivated. Employees gain more confidence and satisfaction through increased self-esteem and pride in their organization. In this way, employees can enjoy their work and they will become more productive in return. Aside from allowing employees some freedom to communicate, the management should also encourage its employees to innovate and take risk rather control them forced them to do more work. Gryskiewicz (1993) aptly stated that risk taking does not mean â€Å"taking a blind chance† rather it is a decision to implement â€Å"a well-reasoned idea where benefits would far outweigh the loss, should that occur† (p. 119). The problem of communication can be avoided if the management would be more people oriented. That is, if the management allows their employees to make some mistakes but at low cost, and to let them try their ideas. Attention to detail and aggressiveness When companies pay attention to details and become more demanding to their employees to come up with better results, the more pressures they imposed on their employees to exhibit precision, analytical skills, and attention to details. However, this is counter productive because this does not encourage employees to be innovative or risk takers. The company should not create an organizational climate of fear rather; it should strive to create a climate of trust. That means, allowing employees to even commit mistakes and to let them acknowledge such mistakes. Paying attention to details however is not bad; indeed it is important that company management should pay attention to details though this does not guarantee success. Details of transactions, of goals and objectives, and of business strategy to be implemented are important for the management to aware of. But when it comes to committing mistakes and risk taking, the management should display trust and confidence in their employees. Aggressiveness on the other hand is an important character of any employee. People who are aggressive are competitive and achieved more. It is far desirable than easy going attitude. Being aggressive is a positive quality as it will get one ahead of others who are not aggressive. Going back to a game of basketball, a team who is more aggressive is likely to win the game. But aggressiveness is not always viewed as positive and beneficial quality. Many people tend to view aggressiveness as the tendency to actively oppose someone else’s position or viewpoint. But viewed in the context of competitiveness, aggressiveness is positive quality that can help employees achieved more. Reference Dinsmore, P. C. & Cabanis-Brewin, J. (2006) The AMA Handbook of Project Management USA: AMACOM Div American Mgmt Assn Gryskiewicz, S. S. (1993) Discovering Creativity USA: Center for Creative Leadership Maydan, A. (2003) Understanding Organizations Through Culture and Structure USA: Lawrence Erlbaum Associates Sing, Amrik, Yadav & Seema (2003) Business Communication India: Anmol Publication PVT. LTD

Exercise 10: Acid Base Balance

EXERCISE 10: Acid-Base Balance Student Name: ______________Student ID#: ______________ Student instructions: Follow the step-by-step instructions for this exercise found in your lab manual and record your answers in the spaces below. Submit this completed document by the assignment due date found in the Syllabus. Rename this document to include your first and last name prior to submitting, e. g. Exercise10_JohnSmith. oc. Please make sure that your answers are typed in RED. (You may delete these instructions before submission. ) Grading: True/False, Multiple-Choice, and Fill-in-the-blank type questions will be worth 1 point each whereas Short-answer type questions will be worth 2 points each. This lab will be worth a total of 45 points but will be converted to a percentage grade when registered in your â€Å"Gradebook†. ACTIVITY 1: Hyperventilation |Answers | |A substance that dissolves in water to release hydrogen (H+) ions is a(n) _______. |Acid | |Which of the following is n ot a regulatory mechanism for acid/base balance in the body? D – Digestive System | |the kidneys | | |the respiratory system | | |protein buffers | | |the digestive system | | |The maximum pH measured during hyperventilation was _______. |7. 58 | |The tidal volume (TV) when breathing at rest was about _____ ml. The TV with hyperventilation was |3 | |about _____ ml. |4. | |Describe the normal ranges for pH and PCO2 in the blood. |Min Pco2 – 40 Max Pco2 – 40 | | |Min pH – 7. 41 Max pH – 7. 41 | |Describe what happened to the pH and the carbon dioxide in the blood with hyperventilation. |Min Pco2 lowered to 25. 94 (well below normal) | | |Min pH stayed around normal at 7. | |Explain how returning to normal breathing after hyperventilation differed from hyperventilation |With straight hyperventilation the pH stayed within average and | |without returning to normal breathing. |the carbon dioxide lowered tremendously. With the | | |Hyperventilation then back to normal breathing the carbon | | |dioxide levels did not lower as much and the pH stayed around | | |the normal zone as well. | |Describe some possible causes of respiratory alkalosis. serious cardiac disorder | |ACTIVITY 2: Rebreathing | |In cases of acidosis, the pH of the blood is |C – Less than 7. 35 | |Between 7. 4 and 7. 55 | | |Between 7. 35 and 7. 45 | | |Less than 7. 35 | | |Greater than 7. 5 | | |In this lab simulation, the minimum pH during rebreathing was _______. |7. 24 | |If a person is â€Å"treated† in a hospital emergency department by breathing in and out of a paper |Rebreathing | |sack, this is a classic example of _________ to lower the blood pH. | | |Hypoventilation results in |C – An accumulation of CO2 in the blood | |lightheadedness. | | |numbness around the lips. Answer: _________ | | |an accumulation of CO2 in the blood. | | |a good treatment for respiratory acidosis. | | |Describe what happened to the pH and the PCO2 levels in the blood during rebreathing. |Min pH lowered to 7. 24 Max pH raised to 7. 42 | | |Min Pco2 stayed the same at 40 Max Pco2 raised to 53. 02 | |Describe several possible causes of respiratory acidosis. airway obstructions or inadequate ventilation, also possible | | |from over production of Pco2 | |Explain how the renal system can compensate for respiratory acidosis. |the renal system compensates by retaining hco3 and excreting | | |hydrogen ions | |ACTIVITY 3: Renal Responses to Respiratory Acidosis and Respiratory Alkalosis | |When carbon dioxide (CO2) mixes with water in the blood stream, carbonic acid is formed. This |Hydrogen | |carbonic acid can then dissociate into the _______ ion and the _______ ion. Bicarbonate | |When more CO2 is produced by the body than can be expired from the lungs, the pH of the blood mig ht|C – Decrease | |increase | | |stay normal | | |decrease | | |either stay in the normal range or decrease. | | |True or False: The renal system is able to fully compensate for acidosis or alkalosis. |True | |Describe what happened to the concentration of ions in the urine when the blood PCO2 was lowered. H Decreased | | |HCO3 Increased | |What condition was simulated when the blood PCO2 was lowered? |Alkalosis | |Describe what happened to the concentration of ions in the urine when the blood PCO2 was raised. |H Increased | | |HCO3 Decreased | |What condition was stimulated when the blood PCO2 was raised? Acidosis | |ACTIVITY 4: Respiratory Responses to Metabolic Acidosis and Metabolic Alkalosis | |The cellular gaseous waste product than can accumulate in the blood stream is ______ ______. |Carbon Dioxide | |In this lab simulation, when the metabolic rate was increased to 80 kcal/hour, the pH of the blood |C – 7. 25; 63 | |lowered to ______ because of an accumulation of _______ [H+] in the blood. | | |7. 2; 45 | | |7. 30; 42 | | |7. 25; 63 | | |7. 09; 92 | | |When the metabolism was decreased, the number of breaths/minute _________ (increased, decreased, or|Decreased | |remained the same). | |True or False: In a hospital, the treatments for respiratory acidosis and metabolic acidosis are |False | |usually the same because these conditions are so similar. | | |Describe what happened to the blood pH when the metabolic rate was increased to 80 kcal/hr. What |The blood pH decreased to 7. 26, BPM increased tremendously, PCo2| |body system was compensating? |and also H increased as well. The HCO3 decreased. | |List and describe some possible causes of metabolic acidosis, i. e. how the acidosis is caused. Keto Acidosis – A buildup of keto acids that result from | | |diabetes mellitus | | |Salicylate Poisoning – a toxic condition resulting from | | |ingestion of too much aspirin or oil of wintergreen, alcohol, or| | |strenuous exercise. | |Describe what happened to the blood pH when the metabolic rate was decreased to 20 kcal/hr. | | |What body system was compensating? | | |List and describe some possible causes of metabolic alkalosis, i. e. how the alkalosis is caused. |Ingestion of alkali, vomiting, constipation |

Letters of John and Abigail Adams- A Love Story

Letters of John and Abigail Adams- A Love Story ?The Letters of John and Abigail Adams? are a refreshing eye-opener in contrast to the stereotypes and expectations of their day. After reading the correspondence of John and Abigail, a new light is brought upon their relationship and it reveals not only a loving and committed couple, but lets the reader view through a window in an important time in America?s history.In a time when women were considered second class citizens and put without a formal education, Abigail Adams was an exception. Her father assured that his children would all be educated. In Abigail?s letters, it is evident of her training because of the way she writes.John and Abigail were a true love story and a great match. He was a strong figure in our early American history and she was a strong women who advocated for women?s rights. Abigail not only ran the household while John was away, but was a strong supporter of emancipation and kept her husband up-to-date on the politics at home.English: "Abigail Smith Adams," oil on canvas, by ...The letters chronicle the passion that these two had for each other. It is a stereotype of their time that the woman of the house was to sit back and the husband was the strictly the enforcer and master. In this marriage, that was not so. For more than a decade, John and Abigail were away from each other while John traveled across America and abroad. During this time, many letters were exchanged and the loneliness of separation was evident.Abigail writes in one of the first letters to John, ?I want much to hear from you... The little flock remember Pappa, and kindly wish to see him. So does your most affectionate? (Adams 685).John writes to Abigail in 1776, ?This has been a dull day to me: I...

EdTPA practice Assignment Example | Topics and Well Written Essays - 1250 words

EdTPA practice - Assignment Example co-teaching, themed magnet, classroom aide, bilingual, team taught with a special education teacher) that will affect your teaching in this learning segment. 3. Describe any district, school, or cooperating teacher requirements or expectations that might affect your planning or delivery of instruction, such as required curricula, pacing plan, use of specific instructional strategies, or standardized tests. 3. Complete the chart below to summarize required or needed supports, accommodations, or modifications for your students that will affect your mathematics instruction in this learning segment. As needed, consult with your cooperating teacher to complete the chart. Some rows have been completed in italics as examples. Use as many rows as you need. Consider the variety of learners in your class who may require different strategies/supports or accommodations/modifications to instruction or assessment (e.g., students with IEPs or 504 plans, English language learners, struggling readers, underperforming students or those with gaps in academic knowledge, and/or gifted students needing greater support or

Risk Management in Logistics Research Proposal Example | Topics and Well Written Essays - 4000 words

Risk Management in Logistics - Research Proposal Example Kathleen DesMarteau (2005) recognizes the following key points as being a component of the risks and logistics management, which function as internal and external risks: This project is to examine risk management in logistics technology as it relates to the business process of the automotive industry with the goal to produce a model for risk management. The project is descriptive in nature. It seeks to quantify the types of risks manufacturing management has experiences and models used to develop resolutions. This will be accomplished using experimental simulation models. The topic of this research proposal is to explore risk management strategies and options for logistics support technology within the automotive industry. Risk management strategy is an important concept that allows a business operating within an industry to explore its research, development, and product release stages to reduce loss in operational and financial capacities. Logistics support technology is important for the automotive industry to maintain supply and meet demand. The automotive industry was chosen for this research proposal because it has multiple journals, magazines, corporate financial and stock information as well as strategy easily available to the public. Therefore, this research proposal has three main aims. ... What are the impacts of risk management on the logistics supply technologies within the automotive industry Topic Aims and Objectives The topic of this research proposal is to explore risk management strategies and options for logistics support technology within the automotive industry. Risk management strategy is an important concept that allows a business operating within an industry to explore its research, development, and product release stages to reduce loss in operational and financial capacities. Logistics support technology is important for the automotive industry to maintain supply and meet demand. The automotive industry was chosen for this research proposal because it has multiple journals, magazines, corporate financial and stock information as well as strategy easily available to the public. Therefore, this research proposal has three main aims. The literature review will explore risk management, logistics support technology and the implications of these within the automotive industry. This will allow for a comprehensive look at the overall risk and product strategies employed by the automotive industry in general. The research methodology will have the objective of narrowing risk management strategy based on major manufacturing facilities. This will include international, national, and corporate stakeholder risk management. The second objective of the research is to describe logistics support technology including financial and technological information (as cost and return on investment) based on the major manufacturer's publicized information available from journals and corporate websites. The final objective of the research is to create a standardized model of risk management in logistics support technology using this information.