6 Root Steps to Easily Craft a Comparison and Contrast Essay

We often draw an analogy of different subjects in our lives but very rarely do it in a written form. One might say, the university and college are the only places where you share such opinion on the paper. The compare and contrast essay is the common kind of academic assignments with its unique peculiarities. Even if you are great with the spot comparisons, learn more about essays structure and requirements before set to writing. What is Comparison and Contrast Essay? Comparison and contrast essay may be an independent task or just a part of more large paper. For example, thesis often includes many paragraphs with such elements. An appropriate definition of this kind of paper: It is the essay in which the student reveals the similarities and differences between two or more things and reinforces his or her findings by arguments. Professors frequently ask students to compare both abstract notions (such theories, methods or historical periods) and specific things (book characters, personalities, countries, etc.). There are few guidelines to follow during crafting this type of articles. 1. Develop an Argument for the Paper Before you start a writing process, you brainstorm your topic and find some outstanding characteristics of two objects. Those things have to be contrasting enough to be compared. The title of your future essay may sound like Apple vs. Microsoft or Differences and similarities in ancient Greek and ancient Egyptian myth. You should explain why it is interesting to reflect on these particular objects and pick strong arguments. In the essay, you may prove why Apple, in your opinion, is better than Microsoft. Or, tell how the contrasts of various ancient myths determined the future of each civilization. In practice, do not forget to write down the features you found meaningful on the paper. Every thought can be important, so note everything that comes to mind and move on to the next step. 2. Create the Compare and Contrast Essay Structure The standard template for all essays is a basic scheme Introduction Main Body Conclusion. In the introduction, you form a thesis of your essay and present the subject of a further discussion to your audience. This part must be compelling enough to motivate people to read the main body. Therefore, you need to create a hook at the beginning of your article. This can be: interesting fact, personal experience, joke or anecdote, provoking question, bold claim. Even though the main body usually consists of 3 paragraphs, in some cases you may write more. Here you provide the arguments chosen before and complete a bulk of comparing job. At the end of the research, you conclude all the arguments and repeat your thesis. One paragraph is enough for this part, it shouldnt be voluminous. 3. Consider the Essentials of Compare and Contrast Essay Format Whereas it is everything clear about introduction and conclusion, the main body in those papers may be organized using three methods: âÅ"  Topic by topic You start with describing one object and allocate its distinguishing points in the beginning. After that, you turn to the second thing and write down everything you know about it in the last paragraphs. This layout is considered to be smooth and understandable. However, it looks more like a list of points than the comparison. It is the most noticeable shortcoming of this setup. âÅ"  Point by point The main purpose of this method is an evaluation criterion. For instance, you can assess Microsoft and Apple by innovations, cost of their software or the popularity of key products. Dwelling upon each point, you are gradually revealing the features of both objects at the same time. âÅ"  Common and different separately Here you organize your essay in the format start with the comparison, end with contrast. The order may be reversed if you want to emphasize the common features instead of differences. 4. Outline the Paper Outlining is 50% of success. If a student does not find it important and disregards this process, he or she spends much more time on writing. Once you create the outline, the paper will compose itself alone. There are various useful techniques family tree, rough draft, schemes, and tables. Outlines mean planning the structure, sketching the approximate variant of essay and organizing of main points in a particular order the actions which make writing more simple. 5. Verify the Essay using Samples If you are not sure whether your essay complies with general requirements, check the examples on the web or ask your professor to provide you with them. It also depends on the university: rules for articles may vary in each. Seek for a sample on the reputable website you can trust. A ready essay is also a great option which will explain to you how to write a good paper on practice. 6. Use Graphical Elements The information is being better absorbed in visual form. Dilute the text with images, graphics, tables, diagrams and other elements. However, it is possible only if you type the assignment on your PC. On the lesson you should present the information in an interesting way without any pictures, so structure, hooks, and indisputable points are your best friends. Picture source Bonus Tips: How to Write Comparison and Contrast Essay Quickly Dont skip planning. Allocate at least 10 minutes on it. Use brainstorming techniques to come up with decent ideas faster. Always outline. Write the main body first. Students often stumble upon the introduction and dont know how to start. To avoid such a delay develop the arguments before first and the last parts of the paper. Give the result to your friend for revision. He or she will assess your essay with a fresh pair of eyes and find the mistakes quicker than you. If you cant cope with your assignment urgently or dont have much time on it, ask for assistance in a writing service. Experienced authors will provide you with a sample paper on your topic and may write assignments for you.

Top Tips for Acing a Teacher Interview

Top Tips for Acing a Teacher Interview Youve put in the time and have done the work, now you are rewarded with your first teacher interview. In order to make it a successful one, you will need to prepare for it. Heres how to ace your interview, including tips on researching the school district, perfecting your portfolio, answering questions, and interview attire. Researching the School District As soon as you land an interview, your first step should be to research the school district. Go to the district website and gather all of the information that you can. You will need to be prepared if the employer asks you, What do you think of our building-based intervention teams? or What can you tell me about our Dignity of Students Act (DASA)? Each school district has specific programs that they implement in their schools, and its your job to be prepared and learn all about them. If at some point in the interview the prospective employer asks you if you have any questions, this would be a great time to ask a question regarding the districts specific programs (not to mention it will help you make a great impression). Perfecting Your Portfolio Your teaching portfolio is the best tangible evidence of your accomplishments and showcases all of your skills and experience. Every teacher is required to create a portfolio during their college courses. The reason for this is to provide prospective employers with a hands-on collection of your best examples of work. This is a way to introduce yourself beyond a resume, and showcase what youve learned throughout your education and career. For the best way to utilize your portfolio during an interview, use the following tips. How to Best Utilize Your Portfolio in an Interview Familiarize yourself with it. Get to know your portfolio like the back of your hand. If the interviewer asks you a question, you want to be able to turn to a page quickly in order to give them the best tangible evidence for your answer.Dont Overuse it. Use your portfolio sparingly. If the interviewer asks you a question, and you think it will complement your answer, then use it. Try not to pull it out for every question you get asked.Leave it out. Once you use your portfolio and take out artifacts, leave them out. It will be very distracting if you start rummaging through the papers. For additional tips on using your portfolio and to learn about the must-have items to include, read Perfecting Your Portfolio. Interview Questions Answers The main portion of your interview will be answering specific questions about yourself and teaching. Every interviewer is different, and you will never know the exact questions they will be asking you. But, you can prepare by familiarizing yourself with the most commonly asked questions, and practicing how you will respond to them. Example Question About Yourself Question: What is your greatest weakness? (Your best option to answer this question is to turn your weakness into a strength.) Answer: My biggest weakness is that I am detailed orientated. I tend to over plan and get things done ahead of time. Example Question About Teaching Question: What is your teaching philosophy? (Your teaching philosophy is your reflection of your classroom experience, your teaching style, your beliefs about learning.) Answer: My teaching philosophy is every child should have the right to learn and get a quality education. Every child that enters my classroom should feel safe and comfortable. It would be a nurturing and enriching environment. I believe that a teacher should be aware of their students emotional, social, psychological and physical development as well as their cognitive growth. A teacher should view parents and the community as partners in the educational progress. Individualized instruction is an integral strategy to aid children with different preferences. In order to meet all students needs, I will incorporate a variety of approaches, such as the multiple intelligence theory and the use of cooperative learning strategies. I will provide an environment where students will use self-discovery and a hands-on approach to learning. Interview Attire How you dress for an interview is just as important as your credentials, and the answers you give to the questions they ask you. The first impression a potential employer gets of you is an extremely important one. According to the Transportation of Logistics Society, 55 percent of another persons perception of you is based on how you look. Dress for success should be your motto when youre thinking about what you should wear to an interview. Although teachers tend to dress a bit more casually lately, it is essential that you showcase your best look for an interview. Womens Interview Attire Solid color pant or skirt suitProfessional hairManicured nailsConservative shoesSparse makeup Mens Interview Attire Solid color pantsuitConservative tiePlain color dress shirtProfessional shoesProfessional hairstyle

Tax Accounting Article Research and Synopsis Writing Essay

Tax Accounting Article Research and Synopsis Writing - Essay Example The authors are concerned with the tendency to pay extremely low salaries to shareholder-employees. The IRS sternly educated S corporations on the proper levels of compensation, and the distinguished tax law as applied to S corporations vs. partnerships. The courts tended to rule in favor of raising shareholder-employee wages. When S corporations are found guilty of shirking salary payments, the IRS may subsequently collect recovered FICA and FUTA taxes, interest, failure to file penalties, late deposit penalties, and negligence penalties for failing to try hard enough to adhere to the Tax Code. The point of contention in these cases hinges upon how the term 'wages' is defined. Taxpayers have give themselves too much latitude in this area. When discussing these cases, the courts felt a duty to examine their financial "substancerather than their legal form." Fellows and Jewell emphasized that deviations from equitable salary payments to S corporation shareholder-employees will no longer be tolerated. Although the Revenue Reconciliation Act provided an amended approach to tax calculation, Cash and Dickens point out that its repercussions are not all favorable to corporations. This tax amendment required that beginning in 1990, the Alternative Minimum Tax (AMT) would be figured from adjusted current earnings, rather than regular taxable income. Further, taxpayers must figure Adjusted Current Earnings (ACE) each year as a prerequisite to applying the AMT. Deductions to Adjusted Current Earnings that decrease profits and earnings, such as federal taxes and dividends, are disallowed because they are not subtracted when AMTI is calculated. An alternative minimum tax depreciation calculation depends on several factors, such as when a particular item was first used. Two methods used are the 150% declining balance technique and the double declining technique. Cash and Dickens emphasize that depreciation is the most important "special rule" in figuring Adjusted Current Earnings. The Alternative Depreciation System (ADS) is used for all three of "regular tax purposes," Adjusted Current Earnings and Alternative minimum Tax. Choosing the Alternative Depreciation System can be a boon to corporations who are required to pay the Alternative Minimum Tax every year. ADS is also helpful to those companies who do not possess the time or money to make complex alternate calculations. Deferring taxes and accelerating deductions are both desirable privileges for corporate taxpayers, for obvious reasons. It seems counterintuitive, but the authors suggest reversing these behaviors. Income should be declared in years qualifying for a 20% tax rate, and deductions put off until the corporation reaches a 38% tax rate. On the whole,

Corporate finace Essay Example | Topics and Well Written Essays - 2000 words

Corporate finace - Essay Example Online Travel Portal Limited used to be the former name of Opodo Limited prior to July 2001. It is a subsidiary of Amadeus IT Holding, South Africa. However, it is based in London, UK and was incorporated in the year 2000. The Financial Times reported that Permira Advisers Ltd. and AXA Private Equity seem to join hands together for the purpose of buying Opodo Limited from Amadeus IT Holding SA at the cost of â‚ ¬500 million that is equal to USD 682.5 million. The prime objective of the planned buyout is to develop the best online booking services provider through merging the Opodo Limited with the eFreame and Go Voyages SA. Also, the American Carlyle Group has shown some intend to buy Opodo limited due to which the bids for Opodo exceeded â‚ ¬400 million since any bid would probably be challenged by Carlyle Group. Some sources reported that the Permira would bid through Vacaciones eDreams, S.L. where as the Axa would be bidding through Go Voyages SA. The process of this sale wi ll be handled by the JPMorgan Chase. Permira and Axa have been bidding against each other for the acquisition of medium sized European web based travel agencies prior to joining together so as to acquire Opodo Limited. In the last year, Permira defeated Axa so as to acquire eDreams-Spanish online agency where as the Axa won against Permira for the acquisition of Go Voyages. After which they together planned to develop a giant European agency through merging the Opodo Limited, after its acquisition if their bid for it is successful, with the previously acquired eDreams and Go Voyages. At present, the Amadeus IT Holding owns the Opodo Limited and this business venture involves only 4 % of their entire business turnover. Financial Performance Indicators Financial performance indicators for the three companies are provided below. Chart 1: Annual Sales Permira Advisers Ltd for the Last 5 Years in Million USD. The chart 1 given above provides interesting information about the annual sales of the Permira Advisers Ltd that enables us to apprehend the performance of the company before the acquisition of OPODO Limited. Chart 2: Annual Sales AXA Private Equity for the Last 5 Years in Million USD. The chart 2 given above provides interesting information about the annual sales of the AXA Private Equity that enables us to apprehend the performance of the company before the acquisition of OPODO Limited. Chart 3: Annual Sales OPODO Limited for the Last 5 Years in Million USD. The chart provides interesting information about the annual sales of the OPODO Limited that enables us to apprehend the performance of the company before its acquisition. Due to the above performance of Opodo, other companies are interested towards its acquisition. Why Are Mergers & Acquisitions Interesting? The most important factor for the mergers and acquisitions is the existence of "synergies" that enables the two companies to operate more efficiently together in comparison to be working individually . Nevertheless in some cases, organization may obtain tax benefits from a merger or acquisition. 'Horizontal' mergers that take place between companies functioning in the same industry at the same production level may also be instigated through the wish for greater market power, as in the current case of OPODO acquisition by the Permira and AXA (being merged together). Also,

We Are All Madoffs, We Are All Human Essay Example | Topics and Well Written Essays - 500 words - 27

We Are All Madoffs, We Are All Human - Essay Example The crucial argument against the article written by professor Barash, entitled â€Å"We are all Madoffs†, is that it puts greater importance on the environment as the end, whereas true economists place human life as the end to all his endeavors. There is a critical error in the assumption of the writer that we are all Madoffs simply because of â€Å"modern civilization’s exploitation of the natural environment† (Barash): The difference lies in the fact that Madoff has been exploiting other men for his own benefit. By the very mode of operation of Ponzi schemes, Madoff has no responsibility for the people under him including if they fail in their investments in the company. He also cannot be held accountable by the government because the extent of his operations depends on people getting more people, nor is he taxed for all his earnings. We, as an economic force, utilize, and perhaps to some extent, exploit the environment and its resources. Madoff, on the other h and, exploited people for his own profit and he has completely ignored the dignity of human life. The use of resources as means to an end is justifiable because resources are there precisely to improve human conditions. Madoff and his Ponzi scheme used people as means to his own end, to improve his own condition. According to Adam Smith, we as individuals are â€Å"led by an invisible hand to promote an end which was no part of (our) intention† (Barash). That end is the improvement of human life- and fulfilling this end makes us nothing like Madoff. This argument about â€Å"our fundamental relationship to the natural world† can swing both ways, just as the argument of population growth can have its advantages and disadvantages. One can view population growth in a purely detrimental outlook: more needs and wants to satisfy means more produce required means more carbon emissions and pollution.

Managing the individual performance within organisations

Managing the individual performance within organisations Managing individual performance in organisations has focused on estimating performance and distributing reward, with effective performance which is seen as a result of interaction between individual ability and motivation. By and large, it is recognised that planning and enabling performance have a critical effect on individual performance. Managers use several techniques to find out performance and effort of employees. Performance appraisal is process which is taken by managers to review performance and formalize it. Performance management has critical effect on individual performance and in this case also on company goals. In this part of assignment performance appraisal and performance related pay will be described in depth. Pay Strategy Provide market competitive compensation that incorporates both salary and non-salary benefits, such as healthcare, retirement, life insurance, disability insurance, annual and sick leave, and other optional benefits. To assist in the administration of compensation plans, most organizations utilize some type of formal pay structure.   A formal pay structure provides the framework and formal structure for assessing jobs and grouping similar jobs together.  Ã‚  Factors used in grouping jobs within a pay structure often include: Complexity Responsibility Level of Suspension Accountability Organisational impact Market Value The two most common forms of pay structures are Grades and Bands.  Ã‚  The distance between the minimum and maximum of a pay range is called the range spread.   Grades typically have very narrow range spreads, while  Bands have very broad range spreads.   This has led to the commonly used term of broadband to describe the range of pay rates within a structure using a band approach. (http://www.hr.vt.edu/compensation/HYPERLINK http://www.hr.vt.edu/compensation/compmgt/comp_philosophy/index.html compmgt/comp_philosophy/index.html) For those employees who were with Virginia Tech around 1999 2000, you may remember when the state switched from pay grades to pay bands.   Unlike the old pay grade system where an increase in responsibilities often meant a promotion to the next pay grade, pay bands represent a much broader range of different types of jobs and levels of responsibility.   As you can see in the illustration below, in a grade system Job A and Job B are in different pay grades.  Ã‚  However, in pay band system such as we currently have at Virginia Tech, Job  A and Job B are in the same pay band.   Please notice however that even though the pay band is the same, there is still a significant difference in the target salary level due to the differences in the level of responsibility and job content of the two jobs. ( http://www.hr.vt.edu/compensation/ compmgt/comp_philosophy/index.html) The key points here are: Its not necessary to be moved from one band to another in order to receive a significant salary increase and Just because two positions have different levels of responsibility/complexity/etc, does not necessarily mean that they should be different pay brands. Figure 2. Pay Structure Grades and Bands www.hr.vt.edu/compensation/compmgt/images/L_grades_bands_med.jpgimgrefurl Performance appraisal Robert Bacal, Performance Management A Briefcase Book, (1999, p.12) tells Performance appraisal is usually considered to be the process and time when manager and employee sit down to review the employees performance over the last year, or month, or even shorter time spans. Most of the time people think of it as a once a year event, which is a recipe for disaster. Traditionally performance appraisal systems have provided a formalised process to review employee performance. This normally requires the manager and employee to take part in a performance review meeting. Why Should You Appraise Performance According to Dessler and Walker (1999, p.452) there are several reasons to appraise performance. First, appraisals provide information upon which promotion and salary decisions can be made. Second, they provide an opportunity for you and your subordinate to review the subordinates work-related behaviour. This in turn lets both of you develop a plan for correcting any deficiencies the appraisal might unearth, and reinforce the things the subordinate does right. Finally, the appraisal should be central to your companys career plan because it provides a good opportunity to review employees` career plans in light of their exhibited strengths and weaknesses. Performance Appraisal System flow In performance appraisal meetings, several of methods are used to document, or record, or summarize performance discussions, rating scales, critical incident summaries, etc. All these methods are gathered and processed by similar system flow. P.A Handbook (1995, p.8) describes performance appraisal system flow: Planning Developing Employee Performance Appraisal Plans (EPAP) Elements Standards (Benchmark Performance Standards) Employee Participation Documenting Elements and Standards Monitoring Feedback during the Performance Year Progress Reviews Developing Employees Formal Development Informal Development Rating Eligibility Interim Appraisals Rating Critical Elements Rating of Record Discussion with Employee Reconsideration Process Action Based on Performance Rewarding Performance Links to Other Personnel Actions Dealing with Poor Performance Figure 1. The Performance Appraisal Cycle (John Shields, 2007, p: 23, Managing employee performance and reward) As seem above performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance and feed into business planning. Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also happen at the same time the business planning for the next trading year. Performance appraisals are also essential for career and succession planning, staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims and encouraging positive relationships between management and staff. Goals of the Performance Appraisal System According to Beer, Russell and Ralph (1995, 23) the process of performance management is one of the most important leadership responsibilities. The performance appraisal system has three primary goals: Provide a helpful structure, open and honest communication between the employee and his/her supervisor Improve employee development through performance feedback and through the identification of future professional development activities Measure and document job performance as a basis for making promotion, compensation and other personnel management decisions Dessler (2006, p.336) Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year. It is as important as managing financial resources and program outcomes because employee performance has an extreme effect on both the financial and program components of any organization. Beer, Russell and Ralph (1994, p.24) the effectiveness of appraisal systems hinges on a range of different factors. Three most common reasons for failure of an appraisal system are: Unclear performance criteria Poor information sharing and connection with the boss Appraiser missing information on the managers real performance Other problems are a lack of ongoing performance feedback, a lack of focus on management development, the review process lacking structure, etc. According to Claydon and Beardwell (2007, p.511) The purpose of performance planning, review and appraisal need to be made clear if employees at all levels in the organization are to play an active part in the process. It is possible that some employees and line managers may meet performance appraisal schemes with distrust, suspicion and fear, but an integrated effective process can lead to increased organizational performance and employee motivation. It is important for employees to be genuinely involved in the design of an appraisal scheme, the evaluation of performance, and the objective-setting process. An appraisal scheme should be set up in an atmosphere of openness, with agreement between management, employees and employee representatives on the design of the scheme. Employees need to have a clear understanding of the purpose of the process. However applying performance appraisal its own is not really worthy. Other performance management systems and performance appraisal systems should put in practice as a whole. Robert Bacal , Performance Management A Briefcase Book,(1999, p. 34) Pay for Performance Coy (2009, p.S7) in challenging economies it is believed that keeping employees happy is essential for organizations performance. To do this, tying employees` pay to their performance is widely popular. Indeed, with the emphasis on competitiveness, productivity, and the trend for virtually all employers is to tie at least some portion of their employees` pay to employees` and companys performance. In most theoretical models of HRM, pay is essential on the regulation of the employment relationship. Academician, policy makers, and corporate leaders recognize the difficulty of appraising the use of reward systems as a key element in the pursuit of substantive HRM goals of obligation, flexibility and quality. Pay for performance is a tool which HR professionals can wield in an effort to retain their best. When it is carefully applied, pay for performance systems can systematically link with employee goal achievement, providing very specific incentives for employee behavior that are in line with broader organizational objectives.(Bratton and Gold, 2007, p:238) Figure 3. A Model of Reward Management (Bratton and Gold, 2001, p:246) Advantages of PFP It is not difficult to see why PFP has attracted the interest of managers, consultants and government ministers. Bratton and Gold (2007, p.455) describes its theoretical attractions are considerable and include the following reasons: Attracting good performance Hewlett-Packard (Case study 1) In the early 90s, Hewlett-Packard seemed a perfect setting for innovations in pay. A so-called built-to-last company, it was highly decentralized and enjoyed a sense of mutual trust, high commitment, and wide use of management by objectives. The workforce was salaried and the merit system was based on peer comparisons at the salaried level. There were no executive bonuses. Stock options were awarded as recognition. But there was also a lot of pressure in the company, said Beer. Managers of thirteen units took the initiative of appealing to headquarters to try something new to spur on their employees. According to Beer, managers in many companies look to pay-for-performance for good reasons. They expect that it will attract and motivate people. They expect performance standards will outweigh the costs of whatever incentives they put in place. They also want protection against business exigencies: should the market go south, they dont want to be permanent ly stuck with new costs. (Lagace, 2003) Increasing in quality individual performance McDonalds (Case study 2) Base pay, rewards pay, and rewards program follows as Pay For Performance its the best results and great opportunities pay. Employees base pay is the most portion of their compensation. McDonalds sustain the competitiveness of their base pay through an annual review from both external market data and internal peer data. Moreover, they have a broadbanding compensation system that allows for flexibility in term of pay, movement and growth. In addition, incentive pay provides to their employees with the opportunity to earn compensation when their performance meet and exceed goals. The long term of incentives are granted to eligible employees to both reward and retain key employees who have shown sustained performance and can impact long term value creation at McDonalds. (http://www.scribd.com/doc/13396918/Performance-Appraisal) Enhancing communication BMW (Case study 3) In 2001, the new bonus payment arrangement applied for production employees in the Germany and UK operations. The bonus system applied to all 36,000 production employees who operated with defined performance targets. On top of the basic salary a fixed 25% additional bonus was paid to all employees for meeting prearranged quotas. This quota involved producing a set number of units to the companys quality standards by a workforce of an agreed size. Employees in each group were consulted and invited to comment on whether the quotas that were realistic and achievable. In addition, employees could also earn extra pay through a personal supplement, that was payable if an individual contributed to the group results. Expectations and specific goals were discussed and agreed in talks between the employee and the supervisor. Thus, an individuals contribution to the group was discussed every year and this assessment determined the personal supplement received. (Boddy. 1998 P. 283) Improving motivation The Christmas bonus at Gourmet Foods (Case study 4) for many years that Gourmet Foods never have Christmas bonus when Andrew Straw appointed as a managing director, he decided to give  £70 extra for Christmas bonus to all 120 staffs. When they heard the news everyone is very excited and looking forward to it without knowing of the amount of the bonus. After they got the pay slips they very disappointed because they feel it is too small. When their managing director found out about this he wish he did not give it to them and turn it into new packaging equipment instead.  . (Leopold, Harris and Watson, 2005, Page 218) Strengthening management control Entre Computer Services (Case study 5) Entre Computer Services founded by Ed Souders in 1980s. Souders is a former worker of IBM so he adopted many methods from it including appraisal, pay-for-performance, and sales incentives. Unfortunately, in the 1990s, his business was falling down and almost faced bankruptcy. He decided to make some changes. Using the Deming philosophy along with new strategies can improve sale performances and profits. He created trusting and working relationship. Encouraged more teamwork and less self driven so that his workers gain more passion and happiness toward their job. There are 4 main goals of this method: Ensure maximum productivity of the Support Team. Ensure the Personal Development of the Support Team. Ensure that Support Team members understand what their job responsibilities are. Ensure employees are as happy as they could possibly be while at work. (Mary Jenkins, 2002, p.176-178) Identifying developmental objects Strengthening the individual employment relationship at the expense of collective Gainsharing at Southern California Edison (SCE) (Case study 6) In 1994, electricity industry was removed from government control. That made the market more competitive. Therefore, SCE needed to change its compensation for competition. The change was the introduction of a Gainsharing arrangement. Employees were invited to sacrifice 5% of their basic salaries in return for up to 10% gainshare if the organization reaches profits targets. 100% of employees agreed to the plan. Most of them tried to create ideas to save money. For instance, employees agreed to wash their own overalls. The outcome was that the scheme generated an estimate $96 million and $40 million was paid out to employees. More important, the scheme played its part in getting employees focused on what was important in working cost-effectively and being involved in designing effective working methods. (Stredwick, 2005 P.355-356) Rewarding employees without needing to promote them. The Jennings Ford Accident Repair Centre (Case study 7) In the early 1890s Jennings main hobby was repairing and trading bicycles, moving into premises opposite the old Bridge Street showroom for sale of motorcars employing 6 people in 1911. The company, by meeting Ford Motor Companys exacting standards, was appointed an authorized dealer for Ford Motor Cars in 1917. The Jennings Ford Accident Repair Centre in Gateshead has received a reward from Ford Motor Company. Continuing to achieve and improve sales within the centre at the Eslington Park dealership has resulted in a reward for Jennings loyal and dedicated centre manger. The manager said They constantly strive to provide the best possible service to their customer and they are always looking at the ways how to future improve internal systems and procedures. (http://www.jennings-ford.co.uk/ ) Drawbacks of PFP Most of us are happy to see individuals rewarded for exceptional performance or effort and would like payment decisions to be based on such criteria. The problem arises when attempts are made to put the principles in practice. Wiscombe (2001) says that a system which is fair and objective in theory can easily fail to achieve when implemented. Arguing that PFP can have a role to play in organizations, but its positive effects are limited. Moreover, while not fundamentally flawed. PFP is difficult to implement effectively in practice. As a result, system fails as often as they succeed. The major reasons of failures are: Employees concentrate on their salary and bonuses instead of their jobs. Most of the staff is demotivated when they are told their ratings. Gallery Furniture Company (Case study 8) Jim Mclngvale, the owner-President of Gallery Furniture Company applied Dr. Demings advice to his business. In 1991, he took commissions, bonuses, and incentives of his sale persons but put it in to their salaries instead. These amazingly increase sales, profits and customer satisfactions; however, some sales people left the company because of disappointments but it still benefit the business in the long run. He also took the appraisal system off because he believes that his employees are not students. He treats his workers with respects and they do the same toward him.  (Mary Jenkins, 2002, p.170-171) People focus on their own objectives instead of cooperation with colleagues. Some managers change ratings for political reasons. When the results have an impact on pay levels, employees tend to downplay their weakness. As a result development needs are not discussed or addressed. Managers avoid demotivating their staff. As a result poor performers are reward as well as good performers. Homeserve Ltd: The new performance bonus (Case study 9) Jean Frear got a new job at Homeserve Ltd as the HR director. She tried to use new bonus payment method which she think it worked very well at her previous job, the Moddens Food. Normally, the engineers work on Mon to Fri and will get better overtime rate if they work on Sat and Sun. To make it more competitive, she cut the premium overtime rates for Sat and Sun also the evening delivery then based on working hours only. After one year of this experiment, she got the result. The number of the calls from customers is increase about missing parts of the hardware. Overall salary bill is higher than ever but the performance is going the opposite way. She found that the engineers tend to work only for their shifts and hardly willing substitute for the others on holidays or sick leave. (Leopold, Harris and Watson, 2005, page 222-223) PFP systems tend to discourage creative thinking, challenging of established ways of doing things and questioning attitude among employees. Low income often leads managers to reduce ratings, creating a situation in which perfect employee performance is not rewarded. Pay strategy at Eastern Power plc (Case study 10) At Eastern Power plc, they use the Pay for Performance method to calculate employees salary. To make it convenient, it will be decided by senior managements. After 2 years, this method has been complained as an unfair system by most of the employees. According to the line managements, they reported that they had no idea how to improve their performance because the method is unclear. (Leopold, Harris and Watson, 2005, Page 215) A general tendency is the increasing number of organizations where total compensation contains a part depending on performance. According to the consultation firm Hewitt Associates, 50% of the firms used pay-for-performance in 1990, and in 2000 already 80% (Wiscombe 2001). An analogous tendency is also witnessed in Estonia. According to the salary survey conducted by the consultation firm Fontes in 2005, compensation policies of 91% of the firms in the survey include some kind of pay-for-performance. Opinions about the effectiveness of pay-for-performance are different. The survey conducted by the Hewitt Associates in 2000 suggested that even these enterprises which have used the pay-for-performance system do not completely believe in its effectiveness: 21% of the firms said they do not believe its effect on improving work performance; 57% believed the effect was limited. A study conducted by the same firm in 1995 indicated that the pay-for-performance system had failed in 48% of the organizations (Wiscombe 2001, www.HYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpworkHYPERLINK http://www.workforce.com/archive/feature/23/06/78/index.phpforce.com/archive/feature/23/06/78/index.php.) Results of other surveys confirm the success of using pay-for-performance. An analysis of pay-for-performance programmes conducted in the USA in the second half of 1990s suggests that performance improves in approximately two out of three programs (Heneman, Ledford, and Gresham 2000). There are various reasons for the contradictory opinions and results. One may be definitely different methods which are used, differences in business sector, lack of clarity of concepts used by researches. On the other hand, it can be assumed that application of pay-for-performance and its results can only be opposing because the creating, implementation of the respective system and assessment of the results must often link conflicting interests of different stakeholders. Other Case Studies Tele-working at the Mid Western Bank For The Mid Western Bank the Individual Performance is believed to be the best way to rate their staffs bonus payments. To make sure of this conclusion they set 4 aspects which are correctness, attendance levels, cooperation (which includes teamwork) and communication skills to confirm it. By making everyone concentrate on only their job, for the top performance employee can have 25 percents of their pay. Unfortunately, this result can be applied effectively with call centre staffs a competitive labour market. The other concern is that this method encourage employee to be more selfish and lost interest in helping the others and the absenteeism is also rising even though it will be effect the rating. (Leopold, Harris and Watson, 2005, Page 234) Nucor Corporation, United States Nucor Corporation, the largest steel producer in the United States. The secret to success is to give huge bonuses of 100% or even 150% to 160%, thus, every employee can see how the incentive arrangement affects their wages each week. Even in the down times, the company doesnt lay people off. Such as, the plant shuts down its production lines for a day or two a week but salaried executives still work. About 80% of Nucors employees are on this production-incentive plan. Other employees also have performance-based compensation. When the whole organization is involved: To make it work, the most important thing is the involvement of the whole company, even if there is only a 1 percent profit, it should be divided among everyone, including the administration. Everyone is part of the team building. For instance, gives non-production employees other awards -from a free dinners for outstanding work to one share of stock for every year of employment. (www.findarticles.com) Health Net of California Health Net of California announced that was paying $18 million to 70 physician groups statewide in recognition of their efficiency and quality in 2004. Of the total, $5 million was tied for the Pay for Performance program, which rewards physician groups for providing high-quality clinical care and customer service. In addition, Health Net is working with through the Integrated Healthcare Association to make wider the potential of Pay for Performance quality measures and increase the proportion of compensation for physician groups that present a commitment to quality and efficiency. PFP bonuses were paid to Health Nets commercial physician groups. The other quality disbursements, which are paid to commercial and Medicare physician groups, include shared-risk funds, financial investments in technology and a generic drug incentive program. (www.findarticles.com) Abbey National Alan Eagles role as Assistant Manager of the Abbey National Community Partnership is to identify opportunities for staff who want to volunteer. He run a matched time scheme where staff can claim up to 35 hours of paid work time per year to match their own volunteering time commitment. Why would a banker necessarily want to be a treasurer in their spare time? Employee volunteers are like any other volunteers they need to feel that their contribution is worth it. To ensure this, organizations need to offer volunteer roles that are properly thought out. They believe that an employee who volunteers can specify personal objectives for community activities, as well as work related goals, in their annual appraisal. If they achieve those goals they are financially rewarded. (http://www.voluntarymatters3.org/motivation/case_studies/case_study3.html) The Royal Bank of Scotland In 1998, the company launched RBSelect that is a total reward benefits package giving employees. The package is divided into six groups: private health cover; insurance, including life assurances for spouses and partners; saving such as voluntary contribution to pension schemes; lifestyle features, which include the managers company car, childcare vouchers and retail voucher; basic salary; and holiday. Even the Christmas bonus can be traded in for a different benefit. Employees can change their benefits package once a year. The new total reward system has been positively received and is expected to have a positive impact on recruitment and retention. (Boddy, 1998 P.282-283) The National Security Personnel System Nearly all of the employees in the Defense Departments new personnel system were rewarded for their job performance in their first paychecks in 2009, with the average pay raise and bonus totaling 8.35%. 98% of the more than 170,000 employees rated under the National Security Personnel System received performance-based payout, meaning their supervisors graded their work as a 3 or better out of 5 possible points. The majority of those employees 55.4% earned a rating of 3, defining them as valued performers. Worker in the Washington area received the highest overall increase of the General Schedule employees, at 4.78%. General Schedule employees have earnings potential beyond their annual raise, while under NSPS, within-grade pay boosts, quality step increase and bonuses are factored into the overall performance-based pay increase. (http://www.govexec.com/dailyfed/0209/021809b1.htm) Lloyds TSB STAFF at Lloyds Banking Group is set to get about pounds 80min bonuses despite amulti-billion pound bailout from the taxpayer. The payments were apparently authorized by the Government as part of the deal for it to take a controlling interest of at least 65% in the firm. The figure is lower than the pounds 120m Lloyds bosses were thought to be seeking, but will still provoke controversy over rewards for failure. Newspaper reports suggested that some 4,000 junior staff will each get about pounds 1,000 this year, making up half the pay-out. Unions have argued that staff from the former Lloyds TSB deserve to receive bonuses, because their side of the business remained in profit while its merger partner HBOS lost billions of pounds. A spokesman for Prime Minister Gordon Brown said Lloyds had agreed that there would be no discretionary bonuses paid in 2009 except to the most junior staff, earning an average of pounds 20,000. (http://findarticles.com/p/articles/mi_6784/is_2009_March_10/ai_n31418985/) General Motors-Powertrain Division In the mid 1980s, GMs sale was going down dramatically and looks to be continued for some times. On contrary, new Japanese company was booming. Behind their success GM found that they used Dr. W. Edwards Demings rules. After trying this method for one year GM Powertrains H.R. staffs agree that appraisal system has some flaws. (Mary Jenkins, 2002, p.148) Strategic approach to rewarding performance at Unilever At Unilever, to improve its employees performance and cut off unnecessary pay the manager created the model proved to be effective as global called Work Levels. With six levels of qualitatively different work in the company use to encourage people to work as a team instead of oneself. Predictably, many workers complained at the beginning but years after years it became clear that the method benefits both employees and the company. (Duncan Brown, Michael Armstrong, 1999, p.92-95) Conclusion The organizations having job evaluation in practice, are determined the causes of pay inequity through the carefully implementation of pay design that is based on base pay structure. A tentative effort to introduce this discrete and coherent function is required to carry out the comprehensive review. There must be a system of inequity recognition through the organization achieves its smart objectives and vital to prioritize the analysis which are very likely to enlighten on any potential inequities. It is a management tool that asserts the jobs of comparable value are treated and paid equally and emphasizes to estimate the size of inequity. Nevertheless, change in the pay system in any organization can be resistive. It can be suspected among the employee in term of pay changes, apparently. The purpose of pay system design should not be decrease or cut the employees pay rather than fixing the inequity within the organization and taking all the relative perspective into account before the implementation of the required method. To make it constructive, expert facilitation of job design team can be useful to ensure that safe and sound primary principles are going to be followed while the organization gets its cherished goals. In addition, where it eliminates many flaws in term of analysing the jobs worth but also effectively productive with the employers perspective. This method can be typically undertaken by the employers to prevent them from prejudice or discrimination and to establish a platform where everyone has got equal opportunity to build up their career. No doubt, it enhances and defines an appropriate and decisive track for any organization practicing this feasible method that can be comp

americanisation of australian television Essay -- essays research pape

The Americanization of Australian Television is a sad and terrible thing. It is a process whereby ordinary Australians are bombarded every day with images of American lifestyle, so much that it merges almost unnoticed into their own lifestyle. It is a process whereby our home-grown entertainment industry is overwhelmed by the enormous powerhouse of the American economy, with drastic effects upon the modern Australian nation. Not only is Australian free to air TV being dominated by American produced shows, but a lot of the content on the Australian TV shows is sourced from America. American culture is part of Australian mass consumer culture, It dominates our television. If we look at the early history of Australian television, virtually all program material until 1963 was of foreign origin, of which eighty three percent was American and the rest British (Cited in an article by Cunningham Stuart ,â€Å"History, Contexts, Politics, Policy†.) Philip Bell discusses in his article that even in the first two decades of television ‘American programs and formats dominated commercial channels’ ( Cited in an article by Bell Phillip, ‘Television’). So Americanization of Australian television is not just a recent development. This problem has been there right from the beginning with American shows like Leave it to Beaver and I love Lucy dominating the TV screens of Australian households. Many are concerned with this issue, a good example is shown in an article written by David Dale, readers were asked if they were shocked by the revelation that all the most popular dramas and comedies on Australian television were made in America, and whether they thought TV stations should be forced to show more stories from other countries, including Australia. Carolina Peters talks about her concerns over this issue, she quotes, â€Å"I am not at all shocked that so much of the drivel on our TV screen comes from the US. I am, however, deeply concerned that so much of our programming is either direct from or heavily influenced by the US. The influence is clearly seen in the way kids today are affecting US accents and using US terms. I have heard many kids lately referring to their mothers as 'mom' instead of 'mum'.† ( Cited in the Sydney Morning Herald, David Dale).Whilst people like Terry North disagreed, Terry North talks about how the Australian networks should not be for ced to show mo... ...ence, and now talk and act like American teenagers. Australian television is threatened by the influx of American culture. Phillip Bell talks about the rise of Australian ‘soaps’ in his article, for example Neighbours which began in 1985, he talks about how the show deals with ‘Australian’ issues. (Bell Phillip, ‘Television’), this isn’t necessarily true. In fact many of the storylines in Neighbours are taken from American soaps like Day of our lives or Bold And The Beautiful. Our screens are increasingly filled with disturbing storylines which continually push the boundaries of human depravity. Australian commercial television has imported American formats (Bell Phillip, ‘Television’). Even the Australian Logies are becoming Americanised. At the 2005 Logie awards, there were at least two American celebrity guests, CSI Miami actress †¦Ã¢â‚¬ ¦ was given a lot of attention at the Logies, because of her famous American celebrity status. The Logie awards which were supposed to be awarded to shows that are produced in Australia, this year awarded a Logie to the OC for the best overseas program. The influence of the American culture on Australian television was clearly evident at the Logies.

Hypetension

Hypertension is the term used to describe high blood pressure. Blood pressure is a measurement of the force against the walls of your arteries as the heart pumps blood through the body. Blood pressure readings are measured in millimeters of mercury (mmHg) and usually given as two numbers — for example, 120 over 80 (written as 120/80 mmHg). One or both of these numbers can be too high. The top number is your systolic pressure. †¢It is considered high if it is over 140 most of the time. †¢It is considered normal if it is below 120 most of the time. The bottom number is your diastolic pressure. †¢It is considered high if it is over 90 most of the time. †¢It is considered normal if it is below 80 most of the time. nlm. nih. gov Nursing Diagnosis for Hypertension Decreased Cardiac Output related to increased afterload, vasoconstriction, myocardial ischemia, ventricular hypertrophy Nursing Intervention for Hypertension †¢Monitor blood pressure †¢Note the central and peripheral pulse quality †¢Auscultation of heart and breath sounds †¢Observe skin color, moisture, temperature and capillary filling time †¢Observe the general edema Provide quiet environment, comfortable †¢Suggest to reduce activity. †¢Maintain restrictions on activities such as recess ditemapt bed / chair †¢Help perform self-care activities as needed †¢Perform actions such as a comfortable back and neck massage †¢Encourage relaxation techniques †¢Give fluid restriction and sodium diet as indicated. Nursi ng Diagnosis for Hypertension Risk for Ineffective Tissue perfusion: Peripheral, Renal, Gastrointestinal, Cardiopulmonary related to impaired circulation Nursing Intervention for Hypertension †¢Maintain bed rest, elevate head of bed †¢Assess blood pressure at admission in both arms, sleeping, sitting with arterial pressure monitoring if available †¢Maintain fluid and drugs. †¢Observe the sudden hypotension. †¢Measure inputs and expenditures †¢Monitor electrolytes, BUN, creatinine. †¢Ambulation according to ability; avoid fatigue A community nursing diagnosis is a clinical statement of an actual or potential health problem in a community. A nurse bases identification on her professional judgment, in order to create a plan for improvement. 1. Basis oWhile medical doctors treat diseases and conditions, nurses treat the physical, psychological, social or cultural problems that arise from a disease or condition. A community nursing diagnosis promotes wellness. Scope oA community nursing diagnosis focuses on health promotion among a specific group of people in one place over a period of time. Therefore, a community can describe a city, a school or a given population, such as the homeless. Purpose The community nursing diagnosis is used to identify available resources, develop educational materials and plan interventions to address illness or improve health within the population. Components oA community nursing diagnosis includes three parts: a problem or risk statement (illness or desired improvement), related factors (cause or etiology) and the signs and symptoms (based on confirmed subjective and objective assessment dat a). Classification oThe North American Nursing Diagnosis Association (NANDA) is a recognized authority on nursing diagnoses and maintains a standardized database of nursing diagnostic terminology.

Trick Endings essays

Trick Endings essays In the Tell Tale Heart, we are not led to the twist at the ending differently. Poe uses the element of terror throughout the entire story. He does this first by having a nameless narrator. This creates a sense of mystery. Then the narrator states that he loves the old man, but his eye was irritating him to the point he plotted the old mans murder as a result. However, he makes this statement in a calm and collective voice. He then says that he is not crazy; he says this repeatedly, which leads the reader to believe that he is. The fact that the narrator is completely calm when he murders the old man and that he is pleased at what a good job he did makes the reader question even more the narrators sanity. When the narrator invites the cop in as a way of boasting, Poe adds the sound of the old mans heartbeat to add the element of suspense. The narrator begins to think to himself, screaming inside himself, and silently yell at the police officer for mocking him. it is the soun d of the old mans heartbeat that drives the narrator to confess. If the heartbeat and the narrator speaking to himself was not added to the ending, then the reader would not be led to think that he would not get away with the murder. Poe is famous for this particular style of writing. In the Monkeys Paw, you are led to the twist at the ending differently. You are led to believe that the parents would wish back their son and live happily ever after. Jacobs uses the element of coincidence and mystery tied together. Mr. White wishes for 200,000 pounds, and he gets his wish in an unexpected way. His wish was granted when he was paid compensation after Herbert, his son, was killed in a factory accident. Mrs. White then demands that Mr. White wish for the son to return from the dead. At this point the reader would assume that Mr. White would wish for his son and the story would have a pleasant ending. However,...

The Bust of Queen Nefertiti essays

The Bust of Queen Nefertiti essays In approximately 1340B.C., Thutmose, sculptor by profession, left some his most memorable art works of art in his workshop in Egyptian city of Akhetaten. Of the various art pieces, the most beautiful and world known is the bust of Nifertiti whose aesthetic values withstood the test of time and can now be eye-witnessed by anyone today who visits Egyptian Museum in Berlin, Germany. Nefertiti-whose name means "the beautiful one has come"- was the favorite wife of pharaoh Akhenaten IV of the Eighteenth Dynasty, the revolutionary founder of new faith into single god Aten, and the progenitor of a new art style called Amarna. Even though, we have a number of artifacts from that period, all the records show about Nephrite is that some years after her becoming the Queen of Egypt and giving birth to her daughters Nephrite mysteriously disappeared; moreover, very little evidence suggest that she actually died inflaming the numerous inquisitive minds. It has been suggested that Nefertiti and Akhenaten were related. Their facial features are remarkably similar in many ofthe art works depicting both of them which had been done during the earlier years of their marriage. Again, maybe it is the artist to blame for this bold assumption. The freestanding bust was created during the Amarna period; however, it escaped the almost abstract excess of many other artifacts that forever will stay in its shadow. Considering its beauty, it is fascinating that the bust was found in a workshop at and not on display somewhere in a royal palace. Perhaps the work was never finished due to the evidence of missing details in the left eyeball (its simply left white). Luckily, this flaw doesnt take away much from the overall presentation of the sculpture; the delicate lines and vibrant colors, which enhance its lifelike quality. It is hard to resist the urge to touch yellow-brown stone surface of her smooth skin, which is probably the finest example of ...

Q3 Essay Example | Topics and Well Written Essays - 500 words

Q3 - Essay Example Since I work as an IT professional, I would categorize myself as a knowledge worker because of the technical knowledge I possess in the area of programming for various applications. Problem solving requires the application of this knowledge, and also requires soft skills such as the ability to work in groups, because most IT work is done in teams and groups. Some examples of knowledge workers are those who possess specialized or highly technical knowledge, such as engineers, medical or legal professionals or IT workers responsible for systems design. Most technology jobs fall under the category of knowledge based jobs, however in most occupations, routine, desk level jobs can be standardized and outsourced. Job growth in the next couple of decades is predicted to be highest in well paying occupations requiring â€Å"expert thinking† and â€Å"complex human communication.† (Levy and Murmane, 2004:80). Hence, knowledge workers are those who possess a level of knowledge an d the ability to engage in expert thinking and are also able to interact effectively with others at different levels. (2) In the knowledge economy, work patterns are changing. As pointed out by Smith (2005) in his comparison of the work habits of the Baby Boomer generation and the young workers of today who belong to the Internet age, there is a higher level of independence and flexibility sought by the latter. Communication between these individuals takes place through electronic means even as they are sitting next to each other. If creativity and innovation among these knowledge workers is to survive and thrive, they require the kind of flexible managerial support that will focus on the end product rather than dictate the method by which such an end is to be achieved. Where knowledge workers are concerned, soft skills and effective networking is also an

Outcomes in Proffessional Nursing Assignment Example | Topics and Well Written Essays - 500 words

Outcomes in Proffessional Nursing - Assignment Example However, several global governance and policy issues control the quality and effectiveness of healthcare services in global perspective. Kruk (2010) in the article highlights the entrance of private institutions and multi-stakeholders in the healthcare industry. On the one hand, it has resulted in greater funding and equity availability in global healthcare governance, it has also created gaps in the traditional centralized and currently demanded non-centralized decision making environment at healthcare desk. Latest and complex technologies have facilitated the scope of healthcare service but also rippled the cross-national health markets as focus shifts from local to global health. Increased global disparities among nations gave rise to Millennium Development Goals (MDGs) in which 189 countries became signatories. With this, eradication of poverty, gender inequality, diseases and supporting countries with vulnerable health systems became the tenets of better health performance. In this regard, the role of entities involved namely private institutions, nurses, government and issues surrounding their functioning like their composition, degree of control and autonomy, training and development and geographical and cultural factors; has been highlighted by Kabene et al. (2006). Healthcare services are marked by professionalism, dedication and expert service and as claimed by the authors, human resources management in this regard should enjoy a strategic position with considerable amount of decision making freedom, decentralized working environment and multifaceted professionals with understanding of finance, marketing and other domains which could help them nurture a culture supporting global health agenda. In the light of above findings, it becomes crystal clear that responsibility and accountability is going to rise in professional nursing practice. Apart from normal care, nurses are now entrusted with