Thursday, October 31, 2019

Schistosome parasite Essay Example | Topics and Well Written Essays - 500 words

Schistosome parasite - Essay Example water sources that are infected with the bilharzia diseases, being under the age of 14, residing in the prone regions such as Africa, and working in occupations centered around freshwater areas. The transmission of the diseases occurs when an individual suffering from the disease contaminates fresh water sources with infected eggs that hatch in the water (WHO n.p). Upon infection, the worm develops into adult schistosomes that live in the blood vessel and lay eggs. The progenies are emitted, with the faeces and urine, to ensure the continuity of the life cycle. However, some eggs are trapped in the body tissues where the cause immune reaction and progress to damage the body organs. There are various snail species responsible for the transmission of the disease and vary on the region. The most common vector species are Bulinus, Biomphalaria, Oncomelania, and Physopsis that are prevalent, in Africa, Asia, and Europe (WHO n.p). The disease has two broad classifications based on its area of infection. Specifically, this intestinal and urogenital Schistosomiasis is prevalent in Africa and Asia. The ailment is common among the rural poor communities including women doing domestic chores such as washings and children living under unhygienic condition with higher exposure to infected water. The manifestation of the disease symptoms is due to the body’s reaction to the worms eggs. The most common signs of the intestinal Schistosomiasis include abdominal pain, blood in the stool, and diarrhoea. However, the enlargement of the spleen and the liver is common in the advanced stages. Specifically, these enlargements are due to the accumulation of fluid in the peritoneal cavity and increased blood pressure in the abdominal vessels (WHO n.p). In the urogenital Schistosomiasis, the classic symptom is blood in urine (haematuria). In its advanced stage, bladder cancer, fibrosis of the ureter is common. Additionally, painful intercourse, lesions, and vaginal bleeding are typical

Tuesday, October 29, 2019

The Analysis of the Effectiveness of 3 Food Applications Research Paper

The Analysis of the Effectiveness of 3 Food Applications - Research Paper Example Currently, there are a lot of applications with different effects as far as service provisions are concerned. A number of usability issues have also become more prevalent, as the ease with which these applications can be developed and distributed increases. In this paper, three types of food applications available in the market are being reviewed. These are Eat24, Fooducate and Foodspotting. Their effectiveness will be evaluated while stating their strengths and weaknesses thereafter (Lonczak, 2011). First and foremost is the Foodspotting application. This is a renowned visual guide to good food, where one can find and share great dishes, not only in restaurants. In addition to reviewing restaurants, one can find and share their best dishes using photos. If undecided on what to eat, the application can really help. This feature allows the user to determine the nearest best and latest foods around them. One can find a particular food they really miss or even look up to a hotel to find out their best delicacy at that time. Focusing on its application, Foodspotting has proven to be very beneficial, especially to those who are a big fan of food. It allows the user to locate a new restaurant and interesting food dishes to try in their area. It also permits, the user to share their favorite food dishes with interested parties so that they can experience such delicacies. That being said, the strength of this application is easy to figure out. One such strength is that enables the user to locate the best restaurants and dishes in their location of interest. It also enables the user to recommend friends and to see their recommended foods and places. The interface is very attractive and easy to use. With this information, you can be able to criticize local food while applauding others.

Sunday, October 27, 2019

A Dialog Axiata Plc Management Essay

A Dialog Axiata Plc Management Essay Dialog Axiata PLC, Sri Lankas largest communications service provider is a subsidiary of Axiata Group Berhad. Dialog being the 4th entrant to Sri Lankas cellular market launched its services in 1995. They were the first digital network in South Asia to launch HSPA + which is the latest upgrade in mobile broadband. In addition to communication service, the company also offers other services such as mobile, internet, international gateway, data and backbone, fixed wireless and media related services and has 200 value added services. The company is currently serving over 7.5 million local subscribers and is the 50% market leader in this industry. They have the widest coverage reaching 95% of the population and are the only operator to cover all the districts. They have 500 salesmen on the ground along with a strong service team of 1000 staff over 125 service centre and 50,000 retailer networks. They are also the highest FD Investor in Sri Lanka. 1.2- Why is Dialog selected Dialog is one of the most reputed companies in Sri Lanka with a highly diversified group of employees where they would definitely have cross cultural issues. In addition, they have been undergoing ongoing strategic as well as transformation changes which as a result would rise to conflicts at the different levels of the hierarchy. Therefore being a large and reputed company, Dialog stands as a challenging company in the competitive market. 2- Culture at Dialog Every organization has its own culture which refers to the beliefs, ideologies, principles and also the values that the individuals of the organization share. The culture plays a vital role in the success of the organization. When it comes to Dialog, the company has adopted a very open and transparent culture where they have embodied honesty and open communication. Transparency is maintained at all levels where superiors are easily available to the subordinates. The corporate culture of the company fits to Adaptability as well as achievement oriented which emphasize winning and achieving specific ambitious goals and the company values competitiveness and personal imitativeness. Dialog is a company that is also working for the benefits of the staff. The company has a dress code policy to make the office attire equal within the staff. Staff birth days are also celebrated at the company level where the relevant departments forward the staff birthday list to HR Department on the 1st week of the month where the staff will get a gift along with an e-card. And they have a policy like staff that comes up with innovative ideas a recognized on a quarterly basis where they are provided with a reward named BRAVO in a special meeting. Obviously the above actions on the company side will lead to high motivation and increase productivity level of the staff. 2.1- Hofstedes Model Diagram 1: Hofstedes cultural 4 dimension Model Power Distance Although Sri Lanka scores high on this dimension, Dialog is more towards the low power distance. They have a decentralized hierarchy where employees and subordinates do not show inequality much. The superiors or the Management team are willing and they trust the subordinates with important jobs. Individualism vs Collectivism Dialog falls towards the collectivism, because the people in the company have stronger bonds to their groups. Masculinity vs Feminity In Dialog its more like a combination of both as this would help them for a balanced approach. They value achievement and competitiveness as well as money and power. However, they also value people and maintain good relationship with them. Uncertainty Avoidance / structured situations At Dialog, the degree of uncertainty avoidance is low. The company always welcomes for new things and changes, and embrace unpredictable situations. The company is very flexible and open to new approaches or ideas. 3- Changes in Dialog During the past, Dialog Company has undergone several Strategic as well as Operational Changes. However, in this assignment only the following recent changes are being explained; Outsourced Call Centre to Firstsource Solutions (2011) During 2011, Dialog entered into a partnership with the BPO service provider Firstsource Solutions where Firstsouce acquired 76% shares of the Dialog Company. The new company was named as Firstsource Dialog Solutions. Acquired Suntel Ltd (2012) Dialog acquired Suntel Ltd, Sri Lankas second largest wireless fixed line operator during 2012. The main reason behind this change was to eliminate one of their main competitors from the market. As a result of the change, Suntels former customer base plus all the employees were transferred to Dialog. Outsourced SAP to Attune Lanka (2012) Business set-up Over the Top Service (2012) During 2012, Dialog opened its largest hi-tech Customer Service Centre in Colombo, where they brought in 150 customer service professions trained in multiple technologies. 3.1- Resistance to Change overcoming resistance Despite the potential positive outcomes, change is often resisted at both the individual and the organizational level (Mullins, 1999). When Dialog brought the above mentioned changes as mentioned in Clause 3 above, the company faced resistances from the employees. However they overcame the main problems and issues as mentioned below; Resistance to Change Overcoming Resistance Suntel employees adapting to Dialog culture Suntel Ltd and Dialog were having two different types of corporate culture. So when Suntel Ltd was brought under Dialog, employees who were working for Suntel had a very difficult time adjusting to Dialogs new culture. As such they were given briefings, training sessions, and were well educated. Employee ranking / salary structure issues When Suntels former employees were brought to Dialog, there were some problems relating to the rankings or position levels and even with the salary structure. Therefore Dialog mapped every staff to the level and was given a probation period of 3 months with given tasks and targets. So if the relevant employee was able to perform to the expected level they were given the same position they had in Suntel. Staff transfer (Dialog Brand loyalty) When Dialogs card centre staffs were transferred to SAP, some issues were raised because people who have been working for Dialog for a long time felt bad and also they didnt actually want to leave Dialog since they felt some kind of proudness working in Dialog. However, Dialog Management convinced the staff that they would not lose anything and will get all the benefits and additional opportunities for their career development. Staff de-motivation effective communication (peers to HR) Security in the past Obviously moving to a new company would feel confused and unsecured about the new environment. In the case of Suntel Staff, they felt that they might not be able to perform well or might even lose the job. Therefore Dialog offered a job guarantee letter confirming that their jobs are not at risk. But any how they were well informed that if anyone who cannot perform to the expected level would be withdrawn from the job. 3.2- John Kotters Change Process Diagram 1: John Kotters 8 steps theory model When we look at the John Kotters change model, Dialog also initially created a sense of urgency when they underwent changes. They convinced the employees the importance of acting immediately due to high competitiveness. Also they formed a powerful group to lead the change effort and encourage the group and created a vision where they communicated with the entire employees. In order to reach the vision, they tried to remove the obstacles that might undermine the vision and encourage risk taking ideas. 3.3- Human Resources Role Human Resource is the backbone of any company and it is their duty to minimize the resistance and make the change a successful one. In Dialogue HR was very certain in properly communicating the employees about the change and ensured that there would be no harm done to any staff and as per the labour law, all the right of the employees were delivered. Even when they took over Suntel, the former staffs service period was counted on a continuing basis. For example if an employee had served Suntel for a period of 6 years, then they had counted from the 7th year when the staff joined Dialog 3.4- Force Field Analysis Force field analysis is a technique by Kurt Lewin that can be applied in a team building program. When we look at the Dialog side, the listed driving forces help the company to achieve their targets or goals. On the other hand restricting forces make it difficult to reach their targets. Some of the major critical factors in the restraining forces that the company is not able control are the high energy cost. For example, the Sri Lankan market is yet to grow but cost is very high 4- Conflicts in Dialog Problems will obviously arise in an environment where diversified people are working and especially if two companies with two different cultures are merged. In Dialog case, most of the conflict arises at the individual levels mainly due to difference in their personal views since some might think the change as a positive thing while others might take it as a threat or risk for them. Also several issues rose because Suntel staff had the feeling that they might be treated unequally or they might not get all the rights what Dialog company staffs already had. 4.1- Sources of conflicts During the change process, several conflicts raised in Dialgue which was mainly due to the following reasons; Nature of work activities When we take company buys but the Company the sales staff do all the documentation promising to give the service within two days. But if they do not hear from the company and technical staff Information not passed properly Communication barriers as difficulties in communicating to all levels of the staff can cause misunderstanding and as a result may create problems especially at the very lower level staff. For example Messenger level staff would not be able to access to intra-net plus they might not be able to understand internal memos or notices written in foreign language). Differences in perception Also different peoples perception would be different. Some may feel that merging the two companies would be obviously an opportunity for their career improvement while other might take it as a huge threat. Uncertainty of Job Security conflicts occurred.. 4.1- Effects of conflicts Conflict situations sometimes can be taken as a positive thing depending on the situation. However, some of the main negative effects of conflicts are; Stress De-motivation Absenteeism (5%) Staff turnover (5%) 4.1- Resolving conflicts When it comes to conflict within the company, Dialog takes all the relevant actions at the right time to avoid unnecessary fights and disagreements. This is because they believe that it would hugely affect the productivity level of the employees. The company has a written code of conduct where every employee follows and is aware about the companies policies and procedures. When handling conflicts, the matter is first discussed at the supervisor or the relevant department level and thereafter then line Manager. If the matter is still not solved then the issue is raised to the HR Dept and further to Senior Management level. In worst cases, Arbitrators are invited to solve the problem if required. When it comes to the procedures, first the staff is negotiated verbally and if that does not help, written explanation as well as enquiries is done. However if all these actions do not work then written warnings are also given. 5- Change Management through organization learning 51- Single Loop Double Loop Learning model As per the model, Dialog uses the two ways to learn from their experience; Single Loop Learning The company takes corrective action to avoid or resolve a mistake but does not go deep into the matter. Double Loop Learning This is where the company looks into the root of the problem to find the underlying cause of the problem. 6- Conclusion Based on the above information and extensive research done, it may be concluded that the company has a very open and transparent culture. In addition, it is successful in managing culture, change and conflict. This is because Dialog Company has a set procedure for everything as per their Code of Conduct. Further when a new staff joins or is recruited, the staff will be provided with a clearly written job description so that everybody would know what is their role and what is expected from them. 7- Recommendations Although the company is successful in managing change and conflicts, the following recommendations would enable the company more Build an innovative platform to encourage creativity among staff Although staff is given the opportunity to come up with innovative ideas, at the moment the company does not have a special department When outsourcing give more choice to employees to choose their own way When outsourcing we feel that the staff should be given a chance to choose what is best for them. For example in case when card centre of Dialog was outsourced, they were not given any chance for their own views whether they want a transfer to another department within Dialog or want to join the new company. If they should have given the chance or at least got some feedback, then they might not have felt negative. Introduce job enrichment to motivate the staffs At the moment there is no job rotation or job enrichment programes within the company. However, if job enrichment programme is introduced, the staff would feel more motivated and responsible for their work. It would enable them to try new tasks and stretch their skills beyond what they have been doing all the time. Go GREEN In order to reduce the companys high energy cost, it can go to solar panels

Friday, October 25, 2019

Battle of the Sexes :: Personal Narrative Essay Example

Battle of the Sexes Tiny pink nipples peeked out from our pasty chests and our protruding ribs gave way to our sun-starved tummies. Alex and I ran free, our shirts flapping in the wind as we waved them over our heads like victory flags. Moments later, on that April day in first grade, my best friend and I experienced the injustices of womanhood; our teachers informed us that we were not allowed to go shirtless during recess. "Why?" Alex whined. "That's not fair," I protested. "The boys can." Of course our complaints received the usual response, "It's different for little boys and little girls." An answer that was not only unsatisfactory, but infuriating as well. Indignantly, Alex and I argued our way to topless equality. By age six, I challenged the double standard set for boys and girls. Instinctively, I knew to speak out against blatant sexism. When I heard a guest at a dinner party remark, "What a shame that beautiful curly hair was wasted on your son. You really should consider cutting it, so the poor thing doesn't get mistaken for a girl." I boldly cut in, "Boys can have long hair just as much as girls. They can be beautiful too, you know." The adults chuckled over my petulance and my parents shared embarrassed smiles. Then they banished me to the designated "children's table," leaving me with a lingering sense of injustice. My strong desire for equality has been shaped by experiences like these and myriad of other people and standards as well. For example, I am angered by the emphasis society places on men to become "big, strong protector providers" while women are encouraged to appear docile and meek. When I was young I watched cartoons like Popeye and Superman, noting their bravery in rescuing innocent folks from the arms of danger. Then I wanted to know why there were no women heroes. Why couldn't females be the ones to flex their muscles at monsters and "bad guys" to protect or rescue their helpless male lovers? Early in my life I recognized these implied yet clear-cut roles for men and women and they still exist in many areas of life today. However, I strongly believe that males and females deserve equal opportunities and that expectations based on gender are unfair.

Thursday, October 24, 2019

Communal harmony and the question of cultural identity Essay

Harmony and the co-existence of mutli-faceted elements are the two essential ingredients of any society which seeks sustainable longevity. In a pluralistic society the question of harmonious existence of its different structural units becomes all the more pertinent. An analogy can be observed with the human body wherein the different functional systems work in unison to create a perfect coherence. Like in the human body where, different organs combine to form organ systems, in a human society smaller population groups combine to form socio-cultural entities based on particular types of identification. Unlike their biological counterparts this process of identification is not scientific and fully rational. The identification followed by human beings depends on ceratin social mores and socio-cultural guidelines which may vary from race, colour, creed, gender, class etc. to religion, region and nationality. This process is sometimes a skewed one as during the course of it a particular social grouping more than often identifies comparatively with respect to other grouping and instead of harmonising itself with other groupings differentiates with them. In case of India, the scenario is not only a peculiar one but is also intertwined with its socio-political realities. We live in a highly diversified pluralistic society wherein the number of cultural elements outscore the structural ethos provided by any type of government. The different communities in India classify themselves according to different criteria which differ temporally as well as contextually. The classification process is so well differentiatied that many of the times, people originally belonging to a particular group start associating themselves with completely different groups in different contexts e. g. people belonging to a particular caste group may associate differently with each other on the basis of economic class or educational standards. The concept of cultural identity is at the core of the Indian society. The historical formation of Indian society provides us with an idea of its multi-faceted diversity and non-inclusive cultural developments. Social history of India outlines how various indigenous as well as foreign elements reacted and intermingled in an undefined manner to produce newer cultural traits for the population to identify with. Religion, language, ideology etc. have, from time to time, given various channels for cultural identification. The communal formation of Indian society is to be observed in not a narrow way. Though religion provides the most simple way of communal identification in India, we must remeber that the idea of community is central to process of communalization

Wednesday, October 23, 2019

Communication Cost Essay

In some cases, the commercial cost of data transmission may be more important the time cost. Commercial organisations often prefer to transmit data over low capacity lines which they own as opposed to using public, high capacity lines that have usage charges. The routing algorithms do not have to use just one metric to determine the optimum route; rather it is possible to choose the optimum route based on multiple metrics. In order for the optimum path to be chosen by the routers between the data source and the data destination, the routers must communicate information about the relevant metrics with other routers. This nature of this communication process is also defined by the routing algorithm and the transmission time is linked to the time required for the routers to have the necessary information about the states of the surrounding routers. The time required for all the routers to agree on the state of the network, the network topology, is known as the convergence time and when all routers are aware of the network topology, the network is said to have converged. Some of the common routing algorithm types can indeed affect the convergence of the network. Some of the different algorithms characteristics that must be chosen when designing are static or dynamic routing, single path or multi-path routing and link state or distance vector routing. Static Routing. Static routing is done by use of a static list of attributes describing the network topology at the initiation of the network. This list, called a routing table, is used by the routers to decide the optimum routes for each type of data transmission and can only be changed manually. Therefore, if anything changes in the network, such as a cable breaking or a router crashing, the viability of the network is likely to be compromised. The advantage is that there is no communication required between routers, thus the network is always converged. Dynamic Routing. In contrast to static routing, dynamic routing continually updates the routing tables according to changes that might occur in the network topology. This type of real time information processing allows the network to adjust to variations in data traffic and component reliability, but does require communication between the routers and thus there is a convergence time cost associated with this solution. Single Path vs Multi-path Routing. Single path and muli-path routing are accurate descriptive terms regarding the use of either a single line to send multiple packets of data from a given source to a given destination as opposed to using multiple paths to send all the data packets from the source to the destination. Multiple path algorithms achieve a much higher transmission rate because of a more efficient utilization of available resources. Link State vs Dynamic Routing Protocols. Link-state algorithms are dynamic routing algorithms which require routers to send routing table information to all the routers in the network, but only that information which describes its own operational state. Distance-vector algorithms, however, require each router to send the whole of its router table, but only to the neighbouring routers. Because the link-state algorithms require small amounts of information to be sent to a large number of routers and the distance vector algorithm requires large amounts of information sent to a small number of routers, the link state algorithm will converge faster. However, link state algorithms require more system resources (CPU time and memory). There is a new type of algorithm developed by CISCO which is a hybrid of the link-state algorithm and the distance vector algorithm [8].. This proprietary algorithm converges faster than the typical distance-vector algorithm but provides more information to the routers than the typical link-state algorithm. This is because the routers are allowed to actively query one another to obtain the necessary information missing from the partial tables communicated by the link-state algorithms. At the same time, this hybrid algorithm avoids communication of any superfluous information exhibited in the router communications of the full tables associated with distance-vector algorithm. Switching. The distance vector, link state or hybrid algorithms all have the same purpose, to insure that all of the routers have an updated table that gives information on all the data transmission paths to a specific destination. Each of these protocols requires that when data is transmitted from a source to a destination, the routers have the ability to ‘switch’ the address on the data transmission. When a router receives a data packet from a source with the destination address, it examines the address of the destination. If the router has a path to that destination in the routing table, then the router determines the address of the next router the data packet will ‘hop’ to and changes the physical address of packet to that of the next hop, and then transmits the packet. This process of physical address change is called ‘switching’. It will be repeated at each hop until the packet reaches the final destination. Although the physical address for the forwarding transmission of the data packet changes as the packet moves across the Internet, the final destination address remains associated with the packet and is a constant. The internet is divided up into hierarchical groups that are useful in the description of the switching process. At the bottom of this hierarchy are network devices without the capability to switch and forward packets between sub-networks, where an AS is a sub-network. These network devices are called end systems (ESs), because if a packet is transmitted there, it cannot be forwarded and has come to the end. At the top of the hierarchy are the network devices that can switch physical addresses are called intermediate systems (ISs). An IS which can only forward packets within a sub-network are referred to as intra-domain ISs while those which communicate either within or between sub-networks are called intra-domain ISs.

Tuesday, October 22, 2019

Culture on performance Essay Example

Culture on performance Essay Example Culture on performance Essay Culture on performance Essay Gordon and DiTomaso (1992) also investigated culture strength as well as adaptability and stability and measured the growth of assets and premiums in eleven insurance companies over six years. This study suggests that culture strength and adaptability are positively related to profitability. Kotter and Heskett (1992) present various studies that support a link between culture and performance. In the first they examine the hypothesis that strong cultures are associated with performance and conclude that culture strength has a moderate positive relationship with long-term, economic performance. Their second study exploring the effect of a strategy-culture fit on performance suggests that culture contributes to performance on the condition that the culture fits the environment. Their third study compares twelve companies with performance enhancing cultures to twenty companies without such cultures. The results imply that companies with a performance-enhancing culture outperform companies lacking a performance enhancing culture by a wide margin. Marcoulides and Heck (1993) also provide convincing support for a link between culture and performance in their study of twenty-six American firms. Dimensions of organisational structure, values, task organisation, organisational climate and employee attitudes were measured along with gross revenue, product value ratios, market share, profit and investment returns. All the cultural dimensions were found to have an effect on performance. Denison and Mishra additionally report a link between organisational culture and performance and from their research conclude that profitability in large firms is best predicted by stability dimensions such as mission and consistency; that sales can be predicted by flexibility dimensions such as adaptability and involvement and that all cultural traits are positively related to return on assets, particularly mission. Despite the improvements in developing and testing the concept of the C-P link, the empirical studies presented in the 1990s nonetheless possess serious methodological and conceptual shortcomings. The major issues include the lack of agreed upon definition of culture; the questionable construct validity in operationalising the two variables in question, culture and performance; the relatively small number of organisations participating in each study; problems with respondents that are not representative of entire organisational cultures; and the direction of the relationship between culture and performance being ambiguous. Furthermore, the studies lack a relationship with each other and thus do not cumulatively build on one another. What is organisational culture? Ogbonna (1990 1996) suggests that there are as many definitions of culture as there are experts on the subject (see for example Jaques, 1952; Eldridge Crombie, 1974; Louis, 1980; Schwartz Davis, 1981; Gold, 1982; Pacanowsky ODonnell-Trujillo, 1982; Schein, 1985; Morgan, 1986; Lorrsch, 1986; Scholz, 1987; Denison, 1990; Kotter Heskott, 1992; Drennan, 1992; Williams, Dobson Walters, 1993; Brown, 1995- all of which provide varying definitions of culture) and that the definition adopted by each researcher is bound up in their view of the world and the methodology utilised. Ogbonna identifies two extreme arguments based in the conception of the subject. The two stances seem mutually exclusive- one viewing culture as something that an organisation is and the other as something an organisation has. If we view culture as something that an organisation has, culture can be seen as a powerful tool that can shape behaviour and establish premises for decision-making. When culture is viewed as something an organisation is, it cannot be controlled, as it is inseparable from organisation (Ogbonna, 1990 1996). Brown (1995) draws attention to the fundamental distinction between those who think of culture as a metaphor to be developed for understanding how organisations work and those who view culture as an objective entity. Most commentators on the subject of culture tend to regard culture as an objective entity, where an organisation including all systems and processes are elements of its cultural life. However if everything is considered part of the culture, it is impossible to use the concept to frame causal explanations of other aspects of organisational activity. Another approach to defining organisational culture views the concept as a set of basic assumptions (Schein, 1985). Members of an organisation possess these predispositions and are consequently led to work and think in certain manners. It is clear that there is a lack of agreed upon definition of organisational culture and since the manner in which we examine and research it is contingent upon the definition this has far-reaching implications. Definitions of concepts employed to help understand organisations are important in that they influence how we approach the phenomena they refer to, and determine operationalisation and measurement. Culture: cannot define it, how do we operationalise it? The operationalisation of organisational culture (the independent variable) is as problematic as its definition and considerably different in each study presented. Every quantitative study appears to operationalise culture in a different manner, questioning whether culture can be operationalised at all. The variety in the operationalisation of culture is evident in the empirical literature not only when considering characterisations of culture, but also when examining the plethora of questionnaire items utilised. The only dimension that repeatedly surfaces is adaptability and the variation in its opertationalisation and the lack of information in studies prevents an adequate comparison (Wilderum et al 2000). Clearly, the validity of a link between culture and performance is greatly undermined by the wide array of operationalisms of organisational culture and this in turn questions the constructs validity and prevents cumulation of a body of knowledge supporting the C-P link. Operationalising performance: The measurement of performance of organisations is also controversial and there is much academic discourse debating the issue (Christenson Gordon, 1999) In many cases publicly available performance data is not readily available and performance data are not consistent across industries. For instance Christenson and Gordon (1999) found in their exploration of industry moderated relationships between organizational culture that mutual insurance companies report no clear measure of profit and, therefore, no returns on equity and assets. Given the difficulties of equating variables across industries, and because they wished to include as many industries and firms as possible in the analyses, they focused on revenue growth as a single and narrow indicator of performance. Thus, some studies are forced to limit the relationship between culture and revenue growth and not to wider aspects of performance such as profitability, adaptability or efficiency Further issues also arise out of the operationalisation of performance. Many organisational performance researchers focus on the rational goal (profit maximisation) when studying profit-seeking firms. The performance is typically assessed using counting based indicators such as returns on assets, sales or equity. These measures are easily accessible and are generally considered comparable across industries. However, according to some commentators such measures are prone to manipulation, lack of consistency in accounting methods, and they have an orientation which is backward (Brown and Laverick, 1994; Kaplan Norton, 1992). Of the studies discussed in the C-P link section of this paper, most applied a pure financial performance approach (Calori Sarnin 1991; Denison, 1990; Gordon DiTomaso, 1992; Kotter Heskett, 1992; Marcoulides Heck, 1993). Rousseau (1990) utilised a unidimensional approach and four used multi-dimensional approach that Wilderom, Glunk and Maslowski (2000) suggest is good practice. However, the studies that did use multi-dimensional methods did not typically provide a sound theoretical basis for the decision on performance dimensions as required (Denison Mishra, 1995; Koene, 1996; Petty et al and Wilderom Van den Berg, 1998). Therefore of the empirical literature supporting a link between organisational culture and performance, the operationalisation of performance is inadequate and lacking in validity, once again questioning the C-P concept. What Theory? The concept of culture continues to be considered by managers and commentators as a key variable in the success or failure of organisational improvement. However several academics point out that although the concept is entering its third decade, debates about epistemology, manifestations of the concept and appropriate methodology persist, jeopardising the maturity of the concept (DiMaggio, 1997; Martin Frost, 1996; OReilly Chatman, 1996; Detert, Schroeder Mauriel, 2000). Detert, Schroeder and Mauriel (2000) claim there is a lack of consolidation followed by systematic empirical investigation concerning organisational culture and upon reviewing the literature it appears to me this is the case. It is even proposed that unless this hole in the research is addressed, the concept of culture as a driver of organisational performance will cease to exist (Firestone Lewis, 1998; Pettigrew, 1990; Reichers Schneider, 1990; Smart St. John, 1996). The literature provides several different approaches to theorising the link between culture and performance, although none appear to provide an adequate or valid explanation. Consequently, research investigating the link between culture and organisational performance lacks a clear theoretical conception of the phenomenon. One approach views that an organisations culture effects performance and success when culture is based on consensus or culture strength. This serves as a control system and leads to enhancement of the functioning of the organisation. The strong organisational culture is argued to facilitate goal alignment, lead to high levels of employee motivation and is able to learn from its past (Brown, 1995). However, the so-called strong culture theory is rife with flaws. For example, a strong culture may facilitate goal alignment, but this is not useful if the goals are not positive. It also cannot be assumed that all strong cultures are related to high levels of employee motivation. Brown (1995), for example points out that many UK public services have strong cultures, with less than motivated employees. Additionally, even though the literature presents examples of organisations with both strong cultures and superior performance, the evidence is circumstantial and not adequate to support the culture strength hypothesis. Furthermore, a relationship between two variables is not synonomous with causation or indicative of the direction of the realtionship. It is possible for example that performance effects culture. The strong culture theory also does not account for the fact that most organisations do not possess one single, unilateral culture. Another theoretical hypothesis postulated to explain the relationship between culture and performance suggests that high economic performance is associated with a strategically appropriate culture. In this case, varying cultures would be appropriate in different competitive environments and for different strategies. Unfortunately testing this theory objectively is difficult and Kotter and Hesketts attempt at doing so contains the methodological flaws discussed earlier. Additionally, there are conceptual issues such as accounting for changes in the environment, which would require organisations to also be culturally adaptive. The concept of adaptiveness relates to Denisons (1990) framework that includes an adaptability hypothesis, stating that a culture that allows an organisation to adapt to changing demands will promote effectiveness. Dennisons presents an explanatory framework encompassing involvement, consistency, adaptability and mission. However Denisons theory like, Kotter and Heskotts general features of the culture of organisations associated with economic success, is a one best culture framework, which is problematic (see Brown, 1995 for further explanation). Other researchers have postulated that the culture-performance link may be moderated or contingent upon some other variable such as the industry of the organisation. For example Christenson Gordon, (1999), report the existence of cultural practices that are industry specific, suggesting that the C-P link is not universal. It is clear from a brief discussion of C-P theory that there is an absence of a solid conceptual framework. Lim (1995), based on an analysis examining organisational culture and performance via a discussion of models of culture and empirical research conducted to investigate causal relationships between them reiterates that the culture-performance link remains unclear. There is a desperate need to improve on the application of the concepts involved and focus of methodological issues. Cumulative empirical research, based on a theoretical framework is required to validate the culture- performance concept. Can all managers create and use an organisations culture to improve organisational performance? If subsequent research shows that culture does affect performance, it is likely that creating, changing or using culture will be a difficult task. Depending on the conceptual viewpoint adopted, it could be considered impossible. For example, Krefting and Frost (1985 In Ogbonna, 1996) argue that culture simply exists and cannot be managed or created, because by definition assumptions exist without the individual being aware. Even commentators who believe that culture can be managed point to the difficulties in doing so (for example Uttal, 1983 Fombrun, 1983. In Ogbonna, 1996). Morgan (1997) also argues that managers can never control culture, but can influence others by being aware of their actions and fostering desired values. It is also important to note that not all managers have the expertise or leadership qualities to exercise adequate influence on others to create change. In conclusion, the contention that an organisations culture is a powerful tool that all managers can create and use to improve organisational performance is not supported by the literature. Although empirical studies appear to support a link between organisational culture and performance there are several issues which question the validity of such research. There is a lack of solid definition of organisational culture, there is no clear operationalisation of culture, the operationalisation of performance has been typically questionable and there is a lack of a conceptually sound framework. It is only when these challenges are tackled, and studies are more methodologically sound that research investigating the culture performance link can more effectively establish the predictive effect of organisational culture on performance. Following this, the challenge will be to determine if culture can actually be managed and to make the tool available to all managers to utilise optimally.

Monday, October 21, 2019

Free Essays on History Of Italy

THE HISTORY OF ITALY Italy, history of since earliest times the history of Italy has been influenced by cultural and political divisions resulting from the peninsula's disparate geography and by circumstances that made Italy the scene of many of Europe's most important struggles for power. EARLY ITALY Recent excavations throughout Italy and Sicily have revealed evidence of human activity during the Paleolithic and Mesolithic periods. By the beginning of the Neolithic period (c.5000 BC), the small communities of hunters of earlier times had been replaced by agricultural settlements, with some stock breeding and widespread use of stone implements and pottery. Painted vessels that seem to have been influenced by contemporary styles in Greece have been found at Castellaro Vecchio on the island of Lipari. The Bronze Age By 2000 BC new immigrants from the east had introduced metalworking into southern Italy and Sicily; the northern Italian Polada culture of the same period left evidence of strong links with cultures north of the Alps. During the Bronze Age (c.1800-1000 BC), much of central and southern Italy had a unified culture known as the Apennine, characterized by large agricultural and pastoral settlements; on the southeastern coast and in Sicily evidence indicates trading contacts with the Mycenaeans. After c.1500 BC, in the Po Valley to the north, the terramara culturewith its villages constructed on wooden piles, its advanced techniques of bronze working, and its cremation ritesrose to prominence. By the time of the introduction of iron into Italy (c.1000 BC), regional variations were well established. The Etruscans The diverse cultural patterns of the early Iron Age were further complicated in the late 8th century BC by the arrival of Greek colonizers in the south and in Sicily and by the appearance of the ETRUSCANS in central Italy and the Po Valley. Historians generally agree that Etruscan culture was the resu... Free Essays on History Of Italy Free Essays on History Of Italy THE HISTORY OF ITALY Italy, history of since earliest times the history of Italy has been influenced by cultural and political divisions resulting from the peninsula's disparate geography and by circumstances that made Italy the scene of many of Europe's most important struggles for power. EARLY ITALY Recent excavations throughout Italy and Sicily have revealed evidence of human activity during the Paleolithic and Mesolithic periods. By the beginning of the Neolithic period (c.5000 BC), the small communities of hunters of earlier times had been replaced by agricultural settlements, with some stock breeding and widespread use of stone implements and pottery. Painted vessels that seem to have been influenced by contemporary styles in Greece have been found at Castellaro Vecchio on the island of Lipari. The Bronze Age By 2000 BC new immigrants from the east had introduced metalworking into southern Italy and Sicily; the northern Italian Polada culture of the same period left evidence of strong links with cultures north of the Alps. During the Bronze Age (c.1800-1000 BC), much of central and southern Italy had a unified culture known as the Apennine, characterized by large agricultural and pastoral settlements; on the southeastern coast and in Sicily evidence indicates trading contacts with the Mycenaeans. After c.1500 BC, in the Po Valley to the north, the terramara culturewith its villages constructed on wooden piles, its advanced techniques of bronze working, and its cremation ritesrose to prominence. By the time of the introduction of iron into Italy (c.1000 BC), regional variations were well established. The Etruscans The diverse cultural patterns of the early Iron Age were further complicated in the late 8th century BC by the arrival of Greek colonizers in the south and in Sicily and by the appearance of the ETRUSCANS in central Italy and the Po Valley. Historians generally agree that Etruscan culture was the resu...

Sunday, October 20, 2019

List of Types of Disaccharides

List of Types of Disaccharides Disaccharides are sugars or carbohydrates made by linking two monosaccharides. This occurs via a dehydration reaction and a molecule of water  is removed for each linkage. A glycosidic bond can form between any hydroxyl group on the monosaccharide, so even if the two subunits are the same sugar, there are many different combinations of bonds and stereochemistry, producing disaccharides with unique properties. Depending on the component sugars, disaccharides may be sweet, sticky, water-soluble, or crystalline. Both natural and artificial disaccharides are known. Here is a list of some disaccharides, including the monosaccharides they are made from and foods containing them. Sucrose, maltose, and lactose are the most familiar disaccharides, but there are others. Sucrose (saccharose) glucose fructoseSucrose is table sugar. It is purified from sugar cane or sugar beets. Maltose glucose glucoseMaltose is a sugar found in some cereals and candies. It is a product of starch digestions and may be purified from barley and other grains. Lactose galactose glucoseLactose is a disaccharide found in milk. It has the formula  C12H22O11 and is an isomer of sucrose. Lactulose galactose fructoseLactulose is a synthetic (man-made) sugar that is not absorbed by the body  but is broken down in the colon into products that absorb water into the colon, thus softening stools. Its primary use is to treat constipation. It is also used to reduce blood ammonia levels in persons with liver disease  since lactulose absorbs ammonia into the colon (removing it from the body). Trehalose glucose glucoseTrehalose is also known as tremalose or mycose. It is a natural alpha-linked disaccharide with extremely high water retention properties. In nature, it helps plants and animals reduce long periods without water. Cellobiose glucose glucoseCellobiose is a hydrolysis product of cellulose or cellulose-rich materials, such as paper or cotton. It is formed by linking two beta-glucose molecules by a ÃŽ ²(1→4) bond. Table of Common Disaccharides Heres a quick summary of the subunits of common disaccharides and how they are linked to each other. Dissacharide First Unit Second Unit Bond sucrose glucose fructose ÃŽ ±(1→2)ÃŽ ² lactulose galactose fructose ÃŽ ²(1→4) lactose galactose glucose ÃŽ ²(1→4) maltose glucose glucose ÃŽ ±(1→4) trehalose glucose glucose ÃŽ ±(1→1)ÃŽ ± cellobiose glucose glucose ÃŽ ²(1→4) chitobiose glucosamine glucosamine ÃŽ ²(1→4) There are many other disaccharides, although they are not as common, including isomaltose (2 glucose monomers), turanose (a glucose and a fructose monomer), melibiose (a galactose and a glucose monomer), xylobiose (two xylopyranose monomers), sophorose (2 glucose monomers), and mannobiose (2 mannose monomers). Bonds and Properties Note multiple disaccharides are possible when monosaccharides bond to each other, since a glycosidic bond can form between any hydroxyl group on the component sugars. For example, two glucose molecules can join to form maltose, trehalose, or cellobiose. Even though these disaccharides are made from the same component sugars, they are distinct molecules with different chemical and physical properties from each other. Uses of Disaccharides Disaccharides are used as energy carriers and to efficiently transport monosaccharides. Specific examples of uses include: In the human body and in other animals, sucrose is digested and broken into its component simple sugars for quick energy. Excess sucrose can be converted from a carbohydrate into a lipid for storage as fat. Sucrose has a sweet flavor.Lactose (milk sugar) is found in human breast milk, where it serves as a chemical energy source for infants. Lactose, like sucrose, has a sweet flavor. As humans age, lactose becomes less-tolerated. This is because lactose digestion requires the enyzme lactase. People who are lactose intolerant can take a lactase supplement to reduce bloating, cramping, nausea, and diarrhea.Plants use disaccharides to transport fructose, glucose, and galactose from one cell to another.Maltose, unlike some other disaccharides, does not serve a specific purpose in the human body. The sugar alcohol form of maltose is maltitol, which is used in sugar-free foods. Of course, maltose is a sugar, but it is incompletely digested and absorbed by the body (50 to 60 percent). Key Points A disaccharide is a sugar (a type of carbohydrate) made by linking together two monosaccharides.A dehydration reaction forms a disaccharide. One molecule of water is removed for each linkage formed between the monosaccharide subunits.Both natural and artificial disaccharides are known.Examples of common disaccharides include sucrose, maltose, and lactose. References IUPAC, Disaccharides. Compendium of Chemical Terminology, 2nd ed. (the Gold Book) (1997).Whitney, Ellie; Sharon Rady Rolfes (2011). Peggy Williams, ed.  Understanding Nutrition  (Twelfth ed.). California: Wadsworth, Cengage Learning. p.  100.

Saturday, October 19, 2019

DATA ANALYSIS FOR TOURISM, SPORT AND THE CREATIVE INDUSTRIES Essay

DATA ANALYSIS FOR TOURISM, SPORT AND THE CREATIVE INDUSTRIES - Essay Example Q.2: All three measures of central tendency can be used in this case since the frequency distribution is symmetrical. The arithmetic mean is the most appropriate statistic measure since it readily gives the average number of trips an adult in the UK makes. Also, since there are no values that makes the distribution skewed, the arithmetic mean would not be biased in its representation. The value of the arithmetic mean is 1.83 meaning that based on the survey, an adult makes an average of 1.83 trips in the UK. Although not as appropriate, the median and the mode can also be used in this case. Their values are both 2. This gives the reader an idea that most adults usually makes 2 trips in the UK. Q.3: The mode is the appropriate measure of central tendency for determining which among the 4 destinations is most frequently visited by the respondents since the data gathered here is nominal. In a quick glance, England is the most preferred travel destination since its frequency (21) is higher than the others. Q.6: The situation in question 6 can be viewed in two ways. First, if the data is considered ordinal due to the ambiguity of the first (less than  £30) and last ( £70 or more) categories, the mode and median are the only useful measures of central tendency. The mode is thus  £50- £59.99 since it has a frequency of 10 while the median is a value between  £40- £49.99 and  £50- £59.99. On the otherhand, if the data is considered as grouped frequency distributions or an interval data type wherein the first and last categories are given fixed numerical endpoints i.e.  £20- £29.99 and  £70- £79.99, then the arithmetic mean can be computed. In this case the arithmetic mean was determined as  £51.78. Q.7: Again, the median and mode are appropriate in this case since the data given is ordinal. Using both measures, it can be seen that most people found their travels to

Friday, October 18, 2019

Case study Essay Example | Topics and Well Written Essays - 1250 words - 1

Case study - Essay Example The network initiative implemented in Danone forced some of the local managers to behave like dictators. It was difficult for the employees to share the knowledge over the network without seeking the consent of the managers. Mougin deliberately allowed the local managers to take more power in order to have products that differed from market to market, to stay close to consumers. He calculated that decentralization would help Canone to compete more effectively in the market. In short, Mougin found no harm in giving more autonomy to the local managers. However the frontline managers were confused by the above strategy. â€Å"They lacked clear directions from headquarters and often didn’t know whom to turn to for advice. And, there was little horizontal communication among the large divisions† (Edmondson et al, 2008, p.6). Front line managers became less powerful or jobless because of the decentralization strategies of Mougin. On the other hand the local managers acquired more power in the absence of any centralized control. Danone has no centralized database for recoding or saving the knowledge of its employees. The network initiative helped the company only in exchanging the ideas of the workers; however the company has not taken any serious effort to save that knowledge for the future references. Moreover, the Company failed miserably in segregating between the knowledge and information. Some of the information exchanged through the network was mere information whereas some others were knowledge. Knowledge needed to be protected for future references even though some of the information can be neglected. In short, Danone has to enforce more centralized control both in their organizational functioning and in the knowledge management. Local managers should work under the frontline managers and they should perform everything after taking the permission from the front line mangers. If the company likes to continue with the strategy of giving autonomy t o their local mangers, then it is better for the company to use the frontline mangers in other areas of its functioning. Knowledge exchanged through the network should be saved for future reference. My assessment of the Networking Attitude initiative The Networking Attitude initiative was a way to share knowledge across groups in the geographically dispersed Danone Company (Edmondson et al, 2008, p.1). The networking attitude initiative was a well thought out strategy in my opinion. Danone has business units in more than 120 countries and it is necessary for the company to exchange the newly developed knowledge across its business networks. Business concepts, philosophies and climates are changing rapidly because of the knowledge explosion and it is essential for Danone to update the knowledge of its diverse workforce periodically. Danone has allowed its employees to share their knowledge between them rather than waiting for the instructions of the superiors. In other words, sharing of the knowledge between the employees helped Danone workforce to function more efficiently and that also at the right time. The consequences of the time delay in obtaining the instructions from the superiors in a rapidly paced business environment were thus avoided in Danone Company. â€Å"From 2004 to 2007, Danone employees shared almost 640 good practices with colleagues† (Edmondson et al,

The scientific method Lab Report Example | Topics and Well Written Essays - 250 words - 1

The scientific method - Lab Report Example Then I would sow each type of grass seed in an equal number of sunny and shady grid cells. I would ensure the entire yard was watered and fertilized equally. The causal variable in the experiment would be the amount of sunlight the seed received. I would isolate this variable by controlling other potential causal variables such as fertilizer and water application. After four weeks, I would begin collecting data on the experiment. I would collect observable data on the percentage of each grid space that was sprouting grass. The response variable would be the germination of grass seed. The percentage of each grid would be combined to give me an overall germination percentage. This is how I would interpret my data and this is what I would use to make my decision on which seed I would buy. Developing this experiment has taught me several things about the scientific method. The first thing I realized is that in the implementation of the procedure, you need to account for variables if you are going to have valid results. In my experiment, I needed to make sure water and fertilizer was spread all over the year equally. If part of the yard was watered and the other was not, then the data could be misleading. Another thing I realized is that in science, you need to have a good way to collect the data. I thought of dividing the yard into a grid so I could get more specific information. Without the grid, I would have needed to look at just shady spots or sunny spots. The problem with that is as the sun travelled across the side, the shady and sunny areas would move. I could even go so far as to label or record the percentage of the day each grid was in full sun or

Context planing article Essay Example | Topics and Well Written Essays - 500 words

Context planing article - Essay Example The new developments require collaborative efforts of both media professionals and media agencies in order to ensure effective communication. Hatcher points out a few instances where media agencies deployed their context planners effectively to unravel customer insights and ‘generated non-traditional media solutions’. According to Klues (2004), context planners â€Å"provide the essential link between the consumer’s experience with the advertisers’ brand and the various ways the consumer chooses to receive commercial messages about them† (as cited in Hatcher, 2005). Admittedly, the sustainability of media agencies depends on their creativity in context planning. Although change is visible in every sphere of social life and business activities more than ever before, media agencies are to struggle a lot to keep pace with the new developments happening in every industry. The most important thing about context planning is that business has become something more than a buying and selling process. It involves collective stakeholder participation that ensures convenient service, sustainable profit, effective communication, and many other aspects. Today, media agencies work as a third party to link in this process to ensure this solidity. The emergence of countless organisations in the same industry increases market tension and thereby the responsibility of media agencies or context planning professionals to ensure consumer contact. Obviously, context planning thus has become popular and integral part of modern business. The old method of business will no longer work in the present scenario. As a response to the necessity of context planning, media agencies like Starcom Media Vest, Universal McCann successfully implemented the context planning (Hatcher). Today customer relationship marketing is entitled with media agencies to some extents. Organisations today explore the most cost effective and potential way to connect with the consumers. In

Thursday, October 17, 2019

Entrepreneurship Unit 5 - Global Entrepreneurship Research Paper

Entrepreneurship Unit 5 - Global Entrepreneurship - Research Paper Example In the case under consideration, for a business looking for a capital investment from third parties to expand the business into a full time entity it is necessary to develop a coherent and practical business plan. This section provides details of the product or service that a business provides and market that it intends to target. It must point out exactly the reason why the business will have a competitive advantage over the competitors (Finch, 2006). This part includes successful endeavors that the business has gone through so far. This might include contracts (if any) placed for development of products and services, marketing campaigns, office and production plant location (Betkoski & Lynne, 2000). The decision taken in the course of business implementation is what leads to the success of the business. A business plan entails all the resources applied in the business and further gauges the consequences of this resource utilization. This helps the entrepreneur make practical and real decisions and goals. If planning lacks, it will certainly leave no room for success (Betkoski & Lynne, 2000). It will rather leave a business in a state where proper decision making and actions plan will not be possible and thus, may cause the business to become unsuccessful. The business plan when prepared with the elements listed above, will give the entire organization the required workforce, goals and direction. It will serve as a roadmap to follow in helping the business strive through the thick and thin (Griffin, Ronald, & Frederick, 2005). A business plan is a compulsory and a well laid, multi faceted picture of the business, with multiple purposes as follows: A business plan as discussed above is a well maintained document which helps entrepreneurs develop practical and achievable goals in order for the company to operate effectively. A well prepared business plan can also give insight to the future performance of

Liberty, Equlaity, Power Essay Example | Topics and Well Written Essays - 750 words

Liberty, Equlaity, Power - Essay Example They are extensively denoted in the bill of rights. Before the fight for liberty, African American men were not allowed to vote. Nevertheless, with the fifteenth amendment, they gained the right to vote. The facet of equality is based on membership of a community. The new chapter of equality emerged through struggle for citizenship in the American society through civil movements. Criminal justice policies been developed to change the issue of discrimination against the people of color in the United States. During the slavery period, people of the color were discriminated against. It was tricky for them to secure good jobs even after the end of slavery. Good housing and social services were denied owing to criminal records, which emanated as a result of laws that had been put in place to discriminate against them. Nevertheless, revolution created a room for equality. The civil was an opening door for the end of inequality. Although there was notion that civil rights amendments would have helped to end racism and economic exploitation, different forms of discrimination and exploitation emerged. This was achieved through manipulation of law through legal maneuvering, which ensured that there were twisted phrases of the law that encouraged inequality. For instance, in 1896, the famous Supreme Court ruling with the phrase â€Å"separate but equal† is a perfect example that encouraged inequality. This was the case of Plessy v. Ferguson, 163 U.S. 537 (1896). Presently, criminal justices policies can be argued to indirectly endorse the issue of inequality. Mass arrest and incarceration of people of color have been evident. In the year 2007, there were over 2 million people confined in US prisons, but the majorities were black and brown people. In fact, the statistics indicates that one out of three African American men is incarcerated. Additionally, mass incarceration is highly

Wednesday, October 16, 2019

Entrepreneurship Unit 5 - Global Entrepreneurship Research Paper

Entrepreneurship Unit 5 - Global Entrepreneurship - Research Paper Example In the case under consideration, for a business looking for a capital investment from third parties to expand the business into a full time entity it is necessary to develop a coherent and practical business plan. This section provides details of the product or service that a business provides and market that it intends to target. It must point out exactly the reason why the business will have a competitive advantage over the competitors (Finch, 2006). This part includes successful endeavors that the business has gone through so far. This might include contracts (if any) placed for development of products and services, marketing campaigns, office and production plant location (Betkoski & Lynne, 2000). The decision taken in the course of business implementation is what leads to the success of the business. A business plan entails all the resources applied in the business and further gauges the consequences of this resource utilization. This helps the entrepreneur make practical and real decisions and goals. If planning lacks, it will certainly leave no room for success (Betkoski & Lynne, 2000). It will rather leave a business in a state where proper decision making and actions plan will not be possible and thus, may cause the business to become unsuccessful. The business plan when prepared with the elements listed above, will give the entire organization the required workforce, goals and direction. It will serve as a roadmap to follow in helping the business strive through the thick and thin (Griffin, Ronald, & Frederick, 2005). A business plan is a compulsory and a well laid, multi faceted picture of the business, with multiple purposes as follows: A business plan as discussed above is a well maintained document which helps entrepreneurs develop practical and achievable goals in order for the company to operate effectively. A well prepared business plan can also give insight to the future performance of

Tuesday, October 15, 2019

Annual Day Essay Example for Free

Annual Day Essay Field trips: Post office, Super market, Traffic Signal, Fire station, Horse stable, Plant nursery, etc. Goals: The goal of MapleBear schools is to establish an enthusiasm for learning and knowledge in young children that will serve as a foundation for future success in the education system and in life. In development of the MapleBear program, we have drawn on the best practices in early childhood teaching and learning. MapleBear recognizes that literacy in English is absolutely fundamental to a childs success in English medium schools. The MapleBear Methodology is based on the well established principle that children learn through experience and exploration. The program reinforces and builds on this positive attitude by offering varied stimulating and enjoyable experiences. The knowledge and skills that children acquire by the end of kindergarten, along with positive attitudes to learning that children develop in these early years form the basis of effective learning in later years of school. Aim: This year our aim is Accelerate Success. We have had a very strong growth year in 2010 and we are continuing to build momentum as we enter 2011. Our vertical segment focus is our children’s key elements en route to their success, Success as your child defines it. Our strategy is working, towards the need of our children resulting in their overall development . Our Facilitators will have a number of opportunities to learn more about our well proven curriculum and its execution. We will share with you our roadmaps, which will allow you to interact, involve and participate as parents. In the past year, we have achieved our mile stones and are setting much more aggressive mile stones for this year. We are open for ideas, suggestions feedback from you. We want to Initiate, Analyze and Implement. To do this, we need Innovation, freshness. Please partner with us in this journey to Accelerate your child’s Success.

Monday, October 14, 2019

Self-Evaluations and Organisational Citizenship Behaviour

Self-Evaluations and Organisational Citizenship Behaviour Background and Rationale The current research is aimed at identifying whether there is a relationship between an individual’s core self-evaluations and their organisational citizenship behaviour. Core-self evaluations are defined as a personality trait that reflects how an individual views themselves. For example, people who have high core self-evaluations think positively of themselves and are confident in their own abilities. Organisational citizenship behaviour is a term that encompasses anything positive and constructive that employees do, of their own choice, which supports co-workers and benefits the company; such as ‘going the extra mile’. Overall, this research is aimed at finding out whether core self-evaluations directly affect organisational citizenship behaviours or whether core self-evaluations affect an individual’s level of job satisfaction and organisational commitment, which in turn affect their organisational citizenship behaviours. Being able to identify factors that affect organisational citizenship behaviour is beneficial to organisations, as they can use this information in both the selection and development of their employees. The literature relating to each concept will be discussed. Core self-evaluations The concept of core self-evaluations (CSE) was introduced by Judge, Locke Durham (1997). They describe it as â€Å"a broad concept representing the fundamental evaluations that people make about themselves and their functioning in their environment†.In other words, it is a personality trait that reflects the extent to which an individual views themselves. CSE combines four, traditionally separate and distinct, personality traits: self-esteem, general self-efficacy, emotional stability, and locus of control. This self-assessment reflects who the individual is and how the individual perceives themselves (Judge, Locke Durham, 1997). For example, individuals with a positive core self-evaluation perceive themselves in a positive way regardless of the situation. They would be likely to see themselves as capable, worthy, and in control of their lives. However, individuals with a negative core self-evaluation would see themselves as less worthy than others, dwell on their failures, an d see themselves as victims of their environment (Judge, Locke, Durham Kluger, 1998). Previous research on CSE have found that individuals with high levels of CSE have a variety of positive outcomes such as higher levels of: subjective well-being (Judge, Erez, Thoresen, Bono, 2002), job satisfaction (Judge Bono, 2001), job performance (Erez Judge, 2001), engagement (Rich, LePine, Crawford, 2010), and popularity (Scott Judge, 2009). They also report lower levels of stress and conflict, cope more effectively with setbacks, and better capitalise on advantages and opportunities (Erez Judge, 2001). Core self-evaluations and Job attitudes There is evidence to suggest that there is a relationship between core self-evaluations and job attitudes. In this case job attitudes incorporates both job satisfaction and organisational commitment. The relationship between core self-evaluations and job satisfaction has been researched by various authors in which a consistent and significant relationship has been found (Judge, Locke Durham, 1997;Judge, Locke, Durham, Kluger, 1998; Bono Judge, 2003; Dormann, Fay, Zapf Frese, 2006). Furthermore, Stumpp, Hà ¼lsheger, Muck Maier (2009) looked at the relationship between core self-evaluations and found that core self-evaluations were related to both job satisfaction and organisational commitment. Organisational Citizenship Behaviours Organisational citizenship behaviours (OCBs) are voluntary employee behaviours that are not formally rewarded by the organisation, but contribute to either the success of the whole organisation or to the well-being of other employees (Borman Motowidlo, 1993). Examples of OCBs include: assisting co-workers with their work, helping new members of the organisation, talking favourably about the organisation to outsiders, and attending non-mandatory functions that help the organisation’s image (Lee Allen, 2002). Research on OCB’s have shown that they are important as they contribute significantly to both individual level (Rotundo Sackett, 2002) and organisational-level performance outcomes (Podsakoff, Whiting, Podsakoff, Blume, 2009). Organisational Citizenship Behaviours and Job attitudes There has been a relatively large amount of research into the main effects of job attitudes on OCBs. Various meta-analyses have found that job satisfaction and organisational commitment are all positively related to OCBs (Dalal, 2005;LePine, Erez, Johnson, 2002;Organ Ryan, 1995). Furthermore, job attitudes have been conceptually linked with OCBs (Bowling, Wang Li, 2011). It is thought that that the principle of reciprocity (Cialdini, 2001;Gouldner, 1960) and social exchange theory (Cropanzano, Howes, Grandey, Toth, 1997) can predict a positive relationship between job attitudes and OCBs. For example, employees who have positive job attitudes, such as high job satisfaction, are expected to reward their organisations for giving them a good job environment, by engaging in OCBs (Dalal, 2005;LePine etal., 2002;Organ Ryan, 1995).The current study is interested in testing whether core self-evaluations moderates the effects of job attitudes on OCBs. As research has suggested that positi ve self-concept contributes to ones general level of initiative and self-confidence (Baumeister, Campbell, Krueger, Vohs, 2003), job attitudes may therefore be more strongly related to OCBs for employees who have positive core self-evaluations (CSE). Core self-evaluations and Organisational Citizenship Behaviours Although scarcely examined in previous research, CSEs are expected to be positively related to OCBs. The rationale behind this is that positive self-concept contributes to an individual’s general level of initiative and beliefs about their general level of competence (Baumeister etal., 2003). Therefore, engaging in certain OCBs requires the individual to initiate social interaction and to be confident about their level of interpersonal competence (Bowling, Wang Li, 2011). For example, offering help to a struggling co-worker or volunteering to assist a new employee. Individuals with a positive CSE are more likely to engage in OCBs that incorporate high levels of social interaction for two reasons: they do not fear social rejection and they know that they are socially competent. Other types of OCB require the individual to be confident about their beliefs and have the drive to defend those beliefs (Bowling, Wang Li, 2011). These OCB’s may include: defending the organisa tion when others criticise it, communicating ideas to help improve the organisation, or showing loyalty to the organisation. Again, individuals with a positive CSE are more likely to engage in OCBs that require this form of initiative, because they are more likely to have a high level of self-confidence. Therefore, a certain level of initiative and self-confidence may be required to perform most OCBs. Reasons for Research The current study will expand on the existing CSE literature in two ways. Firstly, it will examine the relationship between CSE and OCBs. To date, few studies have identified whether CSE affects OCB’s. There is a clear conceptual basis to expect that CSE will be positively related to OCBs as many OCBs require personal initiative and self-confidence, both of which are enhanced by positive self-evaluations (Baumeister, Campbell, Krueger, Vohs, 2003). Furthermore, the constituent traits of CSE have been linked with OCBs. For example, self-esteem (Bowling, Eschleman, Wang, Kirkendall, Alarcon, 2010), internal locus of control (O’Brien Allen, 2008) and emotional stability (Small Diefendorff, 2006) are all positively related to OCBs. It will also examine whether there is an interaction between CSE and overall job attitude (job satisfaction and organisational commitment) and test whether this moderates the CSE–OCB relationship. The current research seeks to examine whether individuals with high core self-evaluations perform more organisational citizenship behaviours or whether there are moderating effects of job satisfaction and organisational commitment

Sunday, October 13, 2019

In Defense of Canadas Rejection of the Death Penalty Essay -- Canada

A man, allegedly accused of first degree murder, has been put on a trial to see what his sentence will be. People are outraged and protesting for him to be put on death row. Family and friends of the victim are traumatized, seeking vengeance for the one that they have lost, hoping that Canada can bend the rules just once to get the justice they think they deserve. On the other hand, the prisoner sits in the court room waiting for the verdict that will ultimately change his life forever. He only has two options: if found guilty he will receive life imprisonment, if found innocent he will be let off scotch free. Or there’s always the third choice, the death penalty. How far does the battle have to go to stop him from killing? This could mean bringing back capital punishment to Canada. There’s the theory of an eye for an eye, or also the chance of a wrongful conviction. As with any debate there are pros and cons all weighing up to the final question, should Canada use the death penalty, or continue to use life imprisonment? Although in the United States, most placed do not use the death penalty there are some that still do under certain circumstances. Canada is a Country that has not one province or territory that used the death penalty but Canada hasn’t always used life imprisonment. Between 1892 and 1961, the death penalty was used in Canada and the result was death by hanging. It wasn’t until 1914 that the death penalty was up for debate and the first bill to abolish it completely was made. In 1954, rape did not qualify as a death penalty punishment anymore. The Parliament dived murder into capital and non-capital categories in 1964. It took a long time, but the first time that the bill to abolish the death penalty was debat... ...serli, Joe. . (2010, December 10). In a nutshell. Retrieved from http://www.balancedpolitics.org/death_penalty.htm †¢ Munroe,. (2010, October 31). Canada online . Retrieved from http://canadaonline.about.com/od/crime/a/abolitioncappun.htm †¢ Phil B., . (2010). Phil for humanity . Retrieved from http://www.philforhumanity.com/Capital_Punishment.html †¢ Robinson, Bruce.A. (2007, August 07). Religious tolerance. Retrieved from http://www.religioustolerance.org/executb.htm †¢ Skerrit,. (2009, February 03). Dominica news. Retrieved from http://www.dominica-weekly.com/news/prime-minister-roosevelt-skerrit-supports-the-death-penalty/ †¢ Tackaberry,. (2000, April). Amnesty international. Retrieved from http://www.amnesty.ca/deathpenalty/canada.php †¢ Tempest, Rone. (2008, June 30). Death penalty focis. Retrieved from http://www.deathpenalty.org/article.php?id=42

Saturday, October 12, 2019

Shintoism Essay -- China Chinese Culture Religion Essays

Shintoism   Ã‚  Ã‚  Ã‚  Ã‚  The Shinto religion was started in the Tokugawa period (1600-1868) of Japanese history. The Tokugawa 'Enlightenment' inspired a group of people who studied kokugaku, which roughly translated means 'nativism,' 'Japanese Studies,' or 'Native Studies.' Kokugaku's intent was to recover 'Japanese character' to what it was before the early influences of foreigners, especially the Chinese. Some of these influences include Confucianism (Chinese), Taoism (Chinese), Buddhism (Indian and Chinese), and Christianity (Western European). The kokugakushu ('nativist') focused most of their efforts on recovering the Shinto religion, the native Japanese religion, from fragments of texts and popular religious practices.   Ã‚  Ã‚  Ã‚  Ã‚  However, Shintoism is probably not a native religion of Japan (since the Japanese were not the original 'natives' of Japan). There really is no one thing that can be called 'Shinto,' The name itself is a bit misleading because it is made up of two Chinese words meaning 'the way of the gods'(Shen : ' spiritual power, divinity'; Tao : 'the way or path'). The word for this in Japanese is kannagara : "the way of the kami ."   Ã‚  Ã‚  Ã‚  Ã‚  Many things can be said about Shinto. First, it was a tribal religion, not a state one. However, even when the tribes were organized into coherent states, they still retained their Shinto beliefs. Second, all Shinto cults believe in Kami (?the divine?) Individual clans worshipped a single Kami which was regarde...

Friday, October 11, 2019

Bullfighting & history

Since civilisation, humans entertain themselves in typical and traditional ways. Bullfighting is one of them and a part of Hispanic culture. Bullfighting is a national sport and spectacle of Spain. It is called the corrida de toros in Spanish; the bullfight takes place in a large outdoor arena known as the plaza de toros. The object is for one of the bullfighters (toreros) the matador to kill a wild bull, or toro, with a sword. At best, the term â€Å"bullfighting† is a misnomer, a confused, maimed, psychologically tormented, and physically debilitated bull. Supporters justify the act by calling it a tradition.Opponents maintain that no matter what its history, bullfighting is the torture, mutilation, and slaughter of animals for entertainment. Bullfighting can be traced back to ancient days. They were popular spectacles in ancient Rome, but it was in the Iberian Peninsula that these contests were fully developed by the Moors from North Africa who overran Andalucia in AD 711. Bullfighting developed into a ritualistic occasion observed in connection with feast days, on which the conquering Moors, mounted on highly trained horses, confronted and killed the bulls.The Minoans of Bronze Age Crete practiced bull leaping as part of religious ritual, and later Greek and Romans also had rites that involved the slaughter of bulls. The Moors, who fought bulls from their horses and killed them with javelins, probably introduced the sport to Spain (c. 11th cent. ). Originally the central figure in the Spanish bullfight was the mounted torero; Francisco Romero is generally credited with being the first (c. 1726) to fight on foot. Bullfighting is also popular in the Latin American countries of Mexico, Peru, Colombia, Venezuela, and Ecuador, and in S France.The Portuguese practice a style of fighting from horseback in which the bull is not killed in the ring. Critics contend that bullfighting is an inhumane spectacle of animal torture; aficionados respond that it is a c omplex ritual central to Spanish culture. In Spain the bullfight is called the Fiesta National (The national Sport). There are few places in Spain where a bull-ring can not be found within a short drive. It is the most common thing associated with Spain, and rightly so for its origins date back to 711AD when the first bullfight (corrida) took place in honour of the crowning of King Alfons VIII.Every week, all over Spain, many thousands of Spaniards flock to the nearest bullring, but not all Spaniards agree with the sport, or like it. It is reported that each year, within Spain, 24,000 bulls are killed in front of an audience of 30 million people. The bullfighting season runs from March to October. Felipe V prohibited the nobles from practicing the sport as he felt it was a bad example for the public's education. From then on the commoners took on the sport, facing the bulls unarmed, dodging and taunting the bull then eventually placing small spears into the bull, the origin of the b anderillas of today’s bullfights.Around 1724 the sport was transformed from horseback to foot. The bullfight is literally a dance with death. The bullfighter has to carefully examine and study the movements and strengths of the bull. One wrong move and he will end up gored or seriously injured. It is certain though that at the end of the show, the bull will die, yes, it is literally a show. The bullfighter has to demonstrate his skills to the audience in a dramatic and enthusiastic way. If he makes a good job of it and gets a good round of applause at the end, he could be bestowed the ultimate honour by being presented with one of the bull's ears or its tail.If he has been really good he may even be carried round the arena. One variation of the traditional bullfight is bull running where bulls are released into the streets and masses of participants do their best to avoid them and stay alive. Pamplona is the best place to see this. One of the oldest bullrings in Spain is loca ted in the hilltop village of Ronda in Andalucia, southern Spain. It is the venue for one of the most spectacular corridas of the year. In early September the ring hosts a week-end of bullfights in celebration of Pedro Romero, the Saturday corrida being staged in Goyesc costume for which tickets are very hard to obtain.The bullring in Ronda is open to the public, with a small admission charge. The bullring also houses an interesting museum dedicated to the sport. A modern bullfight consists of three stylized parts (tercios). When the bull enters the ring, toreros wave capes to prod it to charge; then the picadors administer pic (lance) thrusts, which tire the animal and cause him to lower his head; in the second part, the banderilleros come out and, while on the run, plant banderillas on the withers of the bull; these often spur him into making livelier charges.In the final segment the matador, almost always a man, although some women have entered the sport in recent decades, amid c ontroversy, holds the muleta, a small cloth cape, in one hand, and a sword in the other. Feet Square on the ground and head hung low; the matador must then approach the bull from the front and kill him by thrusting his sword between the shoulder blades and into the heart. A matador's performance requires great skill and courage and successful matadors reap immense awards in money and adulation. Fighting bulls are bred and selected for spirit and strength.One of the biggest supporters of bullfighting is the tourist industry. Travel agents and bullfight promoters portray the fight as a festive and fair competition. What they do not reveal is that the bull never has a chance to defend himself, much less to survive. The bulls are intentionally debilitated with sandbags dropped on their backs. (1) One of Spain’s bullfighting critics, Joaquin Vidal of El Pais, wrote of drugged bulls at one bullfight, â€Å"There was nothing in the arena to fight. The bulls were mostly moribund.â⠂¬ (2)A study conducted by scientists at Spain’s Salamanca University found that 20 percent of the bulls used for fighting are drugged before they step into the ring. In the sampling of 200 bulls, one in five had been given anti-inflammatory drugs, which mask injuries that could sap the animal’s strength. One common practice is to â€Å"shave† the bulls’ horns by sawing off a few inches. (3) Bulls’ horns, like cats’ whiskers, help the animals navigate, so a sudden change impairs their coordination. Shaving is illegal, so a veterinarian sometimes inspects the horns after a fight.But in 1997, the Confederation of Bullfighting Professionals, including Spain’s 230 matadors, went on strike in opposition to these veterinary inspections. The bulls aren’t the only victims of the arena. The horses used in bullfights are blindfolded so that they don’t become frightened of the charging bull. They are often gored. At the Barcelona Olympics, The Philadelphia Daily News reported, â€Å"One time last night, the bull charged the horse, knocked off the rider, knocked over the horse and got his horn tangled up in all the padding.The frightened horse, still blindfolded, kicked furiously as it lay on its side. The bull pushed and pulled, shoved and yanked, unable to free itself from the horse’s padding. † (4) American author Ernest Hemingway, famous for romanticizing the bullfight ritual, once described the scenes of horses being gored: â€Å"I have seen these, call them disembowelling, that is the worst word when, due to their timing, they were very funny. This is the sort of thing you should not admit, but it is because such things have not been admitted that the bullfight has never been explained.Selective breeding has enabled ranchers to create a bull who will die in a manner most satisfying to the public. Mexican bullfighting also includes â€Å"novella,† or baby bullfights. The bulls that are used are all less than 3 years old. (5) The Portuguese bullfights that are legal in many U. S. states involve people’s teasing and attacking the bull. Eight men, known as â€Å"grabbers† line up in front of the bulls to grab the bull’s horns, piling on top of the animals and tackling them until they fall to the ground. (6) In Portuguese bullfights in many countries, the bulls are still stabbed with banderillas and have their horns shaved. (7)Although tormenting and abuse is part of the show, killing must be done outside the arena. In Colombia, there is an annual festival in which solitary bulls are tormented by thousands of people who think they are testing their â€Å"bravery† (aided by a festive atmosphere and large quantities of alcohol). â€Å"If nobody gets killed, it’s boring,† laments Carlos Perez, head of the committee that organized the contest in 1996. But even Colombian bullfighter Luis Cuadrado admits, â€Å"It’s just one bull against a thousand. morons.†Cuadrado prefers to sit on the ground until the bull is close enough to stab with a lance, after which Cuadrado promptly scurries away to safety. These festivals last four or five days, with at least 35 victimized bulls each day. Pope St. Pius V decreed that bullfights are â€Å"altogether foreign to piety and charity. † He wished that â€Å"these cruel and disgraceful exhibitions of devils and not of men be abolished† and he forbade attendance at them under pain of excommunication. 8) Even supporters cannot deny that the practice is barbaric.The Mexican author Eduardo del Rio glorified the maiming of bulls, candidly described bullfighting as â€Å"a stumbling block for the humanization of man. † Lyn Sherwood, publisher of a pro-bullfighting magazine, proudly declared, â€Å"I have no moral problem promoting something I consider morally unjustifiable. † Most forms of the practice are illegal in the United States because of its inherent cruelty. But tourists, especially from the U. S. , keep bullfighting in business. . According to a 2002 survey by InterGallup S. A. , 69 percent of Spaniards show no interest in bullfights, up from 30 percent in the ’90s. (9)At the same time, more young Hispanic people are protesting the crude ritual. In 1995, Madrid was besieged with 5,000 Spanish demonstrators calling for an end to the practice. Many anti-bullfighting groups have sprung up worldwide, including the Spanish Alternativa para la Liberacion Animal, the Mexican Pena Antitaurina Mexicana, and the Society for the Prevention of Cruelty to Animals in Tijuana and Mexico City. Spain’s Green Party has been working with the country’s Association for the Defence of Animal Rights (ADDA) to have bullfighting banned.In 1993, a petition drive by the coalition garnered more than 1 million signatures.References: 1) Phil Davison, â€Å"Matadors on Horns of a Dilemma,† The Independent , 12 Feb. 1994.2) Reuters, â€Å"One-Fifth of Spain’s Fighting Bulls Drugged? † 28 Nov. 2000.3) Al Goodman, â€Å"Machismo vs. Money: Whose Bull Is Gored? â€Å" The New York Times, 9 Mar. 1997,p E6.4) Bill Lyon, â€Å"A Slaughter That Is Really a Slaughter,† The Philadelphia Inquirer, 27 Jul. 1992, p. C1.5) Tony Hendra, â€Å"Man and Bull,† Harper’s Magazine, Nov. 1996, Vol. 293, No. 1758, p. 69.

Thursday, October 10, 2019

Different types of business information and their sources Essay

Written Written communication involves a selection of words, symbols, letters and numbers. Written communication is used at bmetc to make it possible for tutors to contact parents and students regarding the students’ progress in lessons and around the college; they do this by sending letters to the parents. A letter written to a parent of a student would have been created by a tutor, and then taken to the IT department, here they will check on the student’s attendance and also include this in the letter, and then, finally, it would be taken to the administration department of the campus in order to be sent home to the students’ parents/ guardians. These departments work together to ensure that the letter is sent to the correct address including the correct/ suitable information regarding the appropriate student. Bmetc also use written communication to give hand outs to students as part of their coursework equipment to enable the student to complete the given tasks. Inside the organisation, bmetc will also use written communication to record minutes during a meeting and also give notices to other members of staff regarding the meeting e.g. date and time of the meeting. Reports regarding students’ progress and attendance will be recorded every day throughout the period of 10 working days and will be recorded by a paper-based report. Invoices are given to students regarding the cost of trips that they may be taken on based on the subject that they are studying, the invoices will usually be computer – based but sometimes they are paper-based and written out to give to parents. Verbal Verbal communication is used every day in businesses and in general life. Verbal communication is used to communicate easily with various people in and around the organisation of bmetc. The main part of verbal communication is the face to face contact that takes place whilst using this type of information, commonly known as an easy way of communicating in face-to-face conferences like meetings. The advantage of using verbal communication is that you are able to read the opponents body language which sometimes makes it easier to understand. Verbal communication is used at commonly at bmetc when the tutors and parents of students may have meetings to discuss the student’s attendance and punctuality or other issues that may have been  raised in the college life of the student involved. The information that the tutor is telling the parent of the student is passed on by the student’s tutors to the student’s personal tutor. The idea of having a meeting with the students’ parents is raised with the management of the college (programme manager) who then calls the parent and asks them to a meeting inside of the college. On screen Information may be broadcasted on-screen. This can be displayed as a multimedia, on TV and CD-ROMs that mix text, graphics, animation, audio and video. This is a common way to broadcast important information relating to the students and staff throughout Bmetc. Information on screen is also displayed on the intranet for students to see when they log in to their accounts. The information that is displayed and broadcasted on – screen is created by staff in the IT department who gets the information from various departments including marketing and the college management. If a member of staff has something that they would like to broadcast to students via the on – screen method, e.g. The sports department may want to advertise new activities for the students to participate in, they would have to put together an advertisement and contact the IT department who would then transmit the advertisement on to the screens around the college. Multimedia Multimedia communication involves a selection of graphics, text, symbols and pictures. Using multimedia to convey a set of information can be interactive and also to enable students at Bmetc to have a wider imagination and understanding of the information that is being broadcasted. The students at Bmetc and have have access to their own account on the intranet, this means that they can access; E-mail, Moodle, information about enrolling on to different college courses and news about the college itself. The source of the college website comes from the IT department which allows tutors to put work on the website making it accessible. This means the connection is the IT department and the academic department. Competitive insight Competitive insight is done so that a business can investigate on what its rival businesses are doing to improve their business which will allow you to have new ideas and even have ways to improve it, this is done on screen. If  BMET was to do this they would look to see what new subject’s rival colleges such as Bourneville were coming up with and probably make them available within the college. Not only this but competitor colleges may have looked as government information talking about the lack of jobs and how the unemployment rate has shot up; and because of this the college may set up apprenticeships in order to give opportunities for more people which will also give the college a good name and make them more respectable. The source of information on rival competitors may come from the government who will also show a college table on how they feel colleges are ranked within the west midlands region allowing other colleges to know what is effect and works well. This information will be created by the college in what will possibly be a written report or as a presentation who then pass it on to somewhere to advertise such as a radio station that then produce this information to the general public making them aware of what the college is offering. The connection is between the H.R departments who will make the college itself aware of what will take place and then the administration department will send it off to the radio station.