Anna Karenina By Leo Tolstoy (1828 - 1910) Essays - Film, Fiction

Anna Karenina by Leo Tolstoy (1828 - 1910) Anna Karenina by Leo Tolstoy (1828 - 1910) Type of Work: Tragic love story Setting Moscow and St. Petersburg, Russia; nineteenth century Principal Characters Robert Jordan, an American fighting with Spanish Loyalists Anna Karenina, a beautiful young woman Alexey, her cold, vindictive husband Count Vronsky, a young military officer who falls in love with Anna Stepan Oblonsky, Anna's spendthrift brother Dolly, Stepan's frustrated wife Kitty, Dolly's sister Levin, Stepan's rusticc friend, and Kitty's suitor Story Overveiw Stepan Oblonsky's wife Dolly had discovered that her husband was having an affair. With her beauty fading and her household a wreck, she had had enough. Stepan fretfully wrote to his sister, Anna Karenina, asking her to come to Moscow and convince Dolly not to leave him. Later, while working at his job in the entrenched Moscow bureaucracy, Stepan received an unexpected visitor: Levin, an old friend from the university, came to discuss Dolly's sister Kitty, whom he wanted to marry. After being informed by Stepan that he had a rival for Kitty's affections, a certain Count Vronskv of St. Petersburg, Levin resolved that he would propose to Kitty that very night. At that same moment, Anna and Count Vronsky were riding together in a train bound for Moscow. Vronsky noticed the charming woman as he made his way to the first-class compartment that he shared with his mother. He had time to take note of "the suppressed eagerness which played over her face" as their eyes met, and she remained in his mind. However, upon reaching their destination, the two went their separate ways - Anna to her brother's home, Vronsky and his mother to a hotel. Approached by Anna, Dolly at first refused to discuss her husband's infidelity. "Everything's lost after what has happened, evervthinq's over!" she raged. But finally she relented to Anna's plea to keep the family together. Meanwhile, Levin had arrived early at a dinner party hosted by the parents of Kitty and Dolly, determined to make his desires known to Kitty before the appearance of the rich and handsome Count. But "That cannot be ... forgive me," Kitty replied upon hearing his stammering proposal. Crushed by the rejection, Levin escaped from the gathering at the first opportunity. A few days later, at her coming-out ball, Kitty couldn't help but notice how Anna and Vronsky kept gazing at each other. Vronsky's face had a look that puzzled her . . . "like the expression of an intelligent dog when it had done wrong." It was clear to Kitty that the two were in love. Nevertheless, with her task of seeing to Stepan and Dolly completed, Anna boarded the next train for St. Petersburg. She thought of her son, Seryozha, and her husband, Alexey..... Mv life will go on in the old way, all nice and as usual ' "' she thought. But she found that she could not easily dismiss Count Vronsky from her mind. And stepping along the way, as Anna stepped out for a breath of air, there he was. "You know that I have come to be where you are; I can't help it," confessed the officer. Anna was both delighted and flattered by this, but it was simply unthinkable that anything could come of his attraction to her. After all, she was a married woman. Back in Moscow, Kitty was devastated. Not only had Count Vronsky spurned her, but Levin had also left the city to supervise work on his country estate. Humiliated and distraught, Kitty became so ill with despair that she was soon unable to eat or sleep. Her frantic parents, after finding no restorative medical treatment in Moscow, sent her to Europe to consult various doctors. Meanwhile, life for Anna in St. Petersburg remained strangely unsettled. The happiness that in Moscow "had fairly flashed from her eyes, [now seemed] hidden somewhere far away." To her further disquiet, the love-struck Vronsky took every opportunity to see her. One night she knelt and begged him to leave her in peace; but still he persisted: "I can't think of you and myself apart. You and I are one to me." And at that moment Anna "let her eyes rest on him, full of love." Soon afterward, Alexey Karenina walked into a party and found his wife with Vronsky; but Anna denied any impropriety. Still, she and Vronsky met night after night, with Alexey seemingly powerless or unwilling to stop them. Anna by now felt "so sinful, so guilty"; but still she could not curb her passion for the Count. The following summer, while staving at her husband's villa outside the city, Anna confronted her lover with an announcement: she was pregnant. Though he

Viagras Team of Inventors and History

Viagra's Team of Inventors and History According to the British Press, Peter Dunn and Albert Wood  are named as the inventors of the process by which Viagra was created. Their names appeared on an application by Pfizer to patent (WOWO9849166A1) the manufacturing process of  Sildenafil Citrate, better known as Viagra. Peter Dunn and Albert Wood are both employees of Pfizer Pharmaceuticals at the Pfizer run research laboratories in Kent and thus are not allowed to discuss their status or non-status as inventors. In a statement,  Albert Wood said: I cant say anything, youll have to talk to the press office... On the invention of Viagra, a  Pfizer Pharmaceuticals spokesperson said: Life might seem cruel, but they are paid to work for the company and the company owns their inventions. Literally, hundreds of people at Pfizer have been involved in developing the drug. You cant really point to two individuals and say they spawned Viagra. More of a Team Effort   Anyhow, to the best of our knowledge, this is how the story goes. In 1991, inventors Andrew Bell, Dr. David Brown and Dr. Nicholas Terrett discovered that chemical compounds belonging to the pyrazolopyrimidine class were useful in treating heart problems such as angina. Some experts consider Terrett as the father of Viagra as he was named in the 1991 British patent for Sildenafil (trade name Viagra) as a possible heart medicine. It was in 1994, though, that Terrett and his colleague Peter Ellis discovered during the trial studies of Sildenafil as a potential heart medication that it also increased blood flow to the penis, allowing men to reverse erectile dysfunctions. The drug acts by enhancing the smooth muscle relaxant effects of nitric oxide, a chemical that is normally released in response to sexual stimulation. The smooth muscle relaxation allows increased blood flow into the penis, leading to an erection when combined with something arousing. While Terrett is not allowed to discuss whether he considers himself the real inventor of Viagra as he is still a Pfizer employee, he did once state: There were three  patents  put forward for Viagra. Basically, me and my team discovered how useful the drug might be... they (Wood and Dunn) created a way of mass producing it only.   Pfizer claims that hundreds of inventors were involved with the creation of Viagra and that there was not enough room on the patent application to name them all. Thus, only the department heads were listed. Dr. Simon Campbell, who until recently was the Senior Vice President Of Medicinal Discovery at Pfizer and oversaw Viagras development, is considered by the American press to be the inventor of Viagra. However, Campbell would rather be remembered as the father of Amlodipine, a cardiovascular drug.   Steps In Making Viagra Dunn and Wood worked on the crucial nine-step process to synthesize a Sildenafil (Viagra) compound into a pill. It was approved by the FDA on March 27, 1998, as the first pill to treat impotence. Here is a quick summary of the steps: Methylation of 3-propyl pyrazole-5-carboxylic acid ethyl ester with hot dimethyl sulfateHydrolysis with aqueous NaOH to free acidNitration with oleum/fuming nitric acidCarboxamide formation with refluxing thionyl chloride/NH4OHReduction of nitro group to aminoAcylation with 2-methoxybenzoyl chlorideCyclizationSulfonation to the chlorosulfonyl derivativeCondensation with 1-methylpiperazine Empirical formula C22H30N6O4Smolecular weight 474.5solubility 3.5 mg/mL in water Viagra and  Lawsuits One billion dollars in sales were made in Viagras first year of production. But soon many lawsuits against Viagra and Pfizer were filed. This included a suit filed for $110 million dollars on behalf of Joseph Moran, a car dealer from New Jersey. He claimed that he crashed his car into two parked cars after Viagra caused him to see blue lightning coming from his fingertips, at which point he blacked out. Joseph Moran was driving his Ford Thunderbird home after a date at the time.

Ethical Banking in UK Research Proposal Example | Topics and Well Written Essays - 4250 words

Ethical Banking in UK - Research Proposal Example This is interesting because the financial sector as a whole is reported to be reeling from the aftereffects of the sub-prime mortgage crisis in the US, the continued depreciation of the US dollar and rising global inflation. In fact, major banks and financial institutions around the world were reported to have suffered losses reaching $435 billion in July 2008, with many banks experiencing severe liquidity problems. Is it possible that ethical banking shields its practitioners from negative external factors We aim to find out the answer to this question. Business ethics in general is the application of moral principles in the making of business decisions (Rushton, 2002)), such that it places a premium on social responsibility. This responsibility represents the positive actions or responses that a company takes to fulfill its responsibilities towards its stakeholders, to the environment and to society as a whole. In the view of some economists, however, there is one and only social responsibility of business: to use its resources and engage in activities designed to increase its profits. Thus, when firms experience resource shortages as to threaten their very existence, they attack this problem by cheating on their social responsibility. ... That way, the firms give the false impression that they comply with the rules. To address internal resource shortages, such as inadequate capacity and expertise, they overestimate costs, falsify training records, pay excessive compensation and give undeserved promotions. To address external shortages, such as lack of raw materials, they arrange unethical deals with suppliers or service providers. These activities are taboo to ethical banks. 2. Aim & Objectives2.1 Aim Examine how the operations of ethical banks in UK differ from those of their counterparts in the conventional banking sector to see if the former thrive because of ethical banking or in spite of it. 2.2 Objectives (1) Measure the performance of ethical banks in economic terms to see if it is a feasible or reasonable line of business. (2) Observe how ethical banks compete with conventional banks in terms of profitability, size of clients and quality of service. (3) Discover the reasons that made the owners of ethical banks decide to go into this line of banking. Business ethics in general is the application of moral principles in the making of business decisions (Rushton, 2002)), such that it places a premium on social responsibility. This responsibility represents the positive actions or responses that a company takes to fulfill its responsibilities towards its stakeholders, to the environment and to society as a whole. In the view of some economists, however, there is one and only social responsibility of business: to use its resources and engage in activities designed to increase its profits. Thus, when firms experience resource shortages

First Mover Versus Follower Essay Example | Topics and Well Written Essays - 3750 words

First Mover Versus Follower - Essay Example This advantage seems to be borne out of the fact that the First mover has access to extent of resources that later entrants might not have and thus gain advantage that the latter might not have. However, often, the first mover is unable to take make use of the advantage and that leaves space for the Second mover or the follower to move in to avail the advantage that still exists. The term first mover advantage means the first company to launch a new kind of product or service should have a competitive advantage over those that start afterwards . The advantage exists in the form of an opportunity that has to be made best use of. The opportunity can be availed successfully by first movers only if before the competitors enter the market, they build a customer base, build a strong brand, develop economies of scale and develop distribution channels such that a competitive edge is built and sustained. However, a follower may overtake a First mover especially if it has one or more of the fo llowing: A better product: If the follower is able to learn from the mistakes the first mover made, then it is able to build a better product and have an edge over the former. Better distribution system: A follower might be able to build a better distribution system in turn helping it gain a lead over the first entrant. A strong brand: The Follower might be able to build a stronger brand and thus help them position themselves ahead of the first mover. The internet boom of the Nineties was what made the First mover concept and became apparent as a phenomenon, obvious in business terms. Till then it was more of a notion. However, this phenomenon and its importance as a business concept has been on the decline since the recent economic downturn. The first mover is the first major or significant company to move into a market and not necessarily the first company to do so. For a company to attempt becoming the ‘first mover’, it should figure out whether the benefits are more than the risks. Many times, the first movers are rewarded with profits and a monopoly in the market. However, at other times, they are unable to build up on the advantage and this leaves the opportunity for other entrants to compete and effectively gain advantages and potential to capitalize on the same. The term â€Å"First Mover advantage† was made popular in 1988 in a paper by Professor David Montgomery and co-author Marvin Lieberman. Overtime this phrase and the underlying concept caught the attention of the industry and business community and prompted huge spending in new businesses or markets often ignoring the nature and extent of underlying risks. Researchers have shown that First movers have inherent advantages based on empirical and theoretical study of the various mechanisms that confer advantages to the early entrants. However, they withdrew their claims about the concept in a retrospective paper written 10 years later. In a research conducted in 1993, researcher s concluded that almost half of the first movers in the market in their 500 sample brands had failed to gain advantage over competitors. The study also showed that followers who entered the market relatively early had greater success in the long run. As per their study, the said followers had entered the market on an average of 13 years later than the pioneers. As per studies, based on order of entry, the following is the

International Business of McDonald's Research Paper

International Business of McDonald's - Research Paper Example McDonald’s Thailand is trying to promote their products based on price, but the bottom line is that it is trying to create an appeal to the public based on taste and revealing of new product offerings that would be highly applicable in Thailand market (McDonalds Thailand, 2012). In addition, it simply tries to promote not only the products but the company itself. In its website, the marketing proposition ‘Welcome to McDonald’s like you’ve never seen it before’ implies that it simply is trying to promote the company in general through creating an impression of an innovation of product offerings. The website simply tries to promote the company and its products in a way that the customer should create an impression that there is something new to look forward to. In other words, McDonald’s Thailand is simply creating a need for its product offerings by simply initiating a move that would link innovation or product differentiation. McDonald’ s Turkey on the other hand specifically is focusing on offering products that would guarantee high value for nutrition (McDonald’s Turkey, 2012). ... As this case, it would be noted that McDonald’s simply combined the original trademark of the company and in addition it enhances its image by understanding the prevailing market trend. Considering that it is becoming obvious that McDonald’s simply tries to create highly nutritious product offerings, there is a significant market move that it is also creating marketing effort to improve and enhance the image of its company. In other words, just like how McDonald’s Thailand promotes its company, the same general move is established in its branch in Turkey. This means that generally, the two international branches of McDonald’s so far are trying to adhere to their marketing strategy by establishing a strong company brand recall. So far, this is a specific and general marketing effort that is common to them. However, unlike McDonald’s Thailand, the branch in Turkey simply would not only establish promotion based on price and taste, but most significant ly on something new with strong emphasis on nutrition, which is the same case that applies in the UK. McDonald’s UK on the other hand also promotes its product offerings with strong consideration on nutrition and dietary-related matters (McDonald’s UK, 2012). In fact, the company’s website reveals that it seeks to inform the public with the right nutrition that could be achieved out from its product offerings. Furthermore, McDonald’s UK is also specific on how they acquired the raw materials used in their product offerings. This means that the consumers in this country are becoming more sophisticated by simply being able to understand what they exactly want or need. However, this could also be probably the result of constant education regarding dietary requirements that McDonald’s UK is trying to

Soft And Hard Human Resource Management

Soft And Hard Human Resource Management HRM is an essential and vital function for organizational success. Areas within HRM like Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labor legislations are parts of hard HRM whereas functions like Organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building are components of soft HRM. The hard HRM can be categorized as the basic functions and soft HRM as advanced functions. In todays knowledge economy, where human capital determines the growth and success of an organization, both hard and soft HRM are sig. Hard HRM:- a very instrumental, practical approach, people seen as a passive resources to be used, deployed and if necessary disposed of HR planning is seen as a factor of production incompatible with trade unions-may necessitate confrontation to implement concepts. Soft HRM: sometimes known as development humanism stresses human side entails trust, collaboration, skill development place for unions in this model where unions are marginalized and by passed on many issues or alternative forms of employee representation are initiated above all, about commitment and partnership. Hard HR Management Soft HR Management Treats employees simply as a resource of the business (like machinery buildings) Strong link with corporate business planning what resources do we need, how do we get them and how much will they cost Treats employees as the most important resource in the business and a source of competitive advantage Employees are treated as individuals and their needs are planned accordingly Focus of HRM: identify workforce needs of the business and recruit manage accordingly (hiring, moving and firing) Focus of HRM: concentrate on the needs of employees their roles, rewards, motivation etc. Key features Key features Short-term changes in employee numbers (recruitment, redundancy) Strategic focus on longer-term workforce planning Minimal communication, from the top down Strong and regular two-way communication Pay enough to recruit and retain enough staff (e.g. minimum wage) Competitive pay structure, with suitable performance-related rewards (e.g. profit share, share options) Little empowerment or delegation Employees are empowered and encouraged to seek delegation and take responsibility Appraisal systems focused on making judgments (good and bad) about staff Appraisal systems focused on identifying and addressing training and other employee development needs Taller organizational structures Flatter organizational structures Suits autocratic leadership style Suits democratic leadership style As analyzing this, the hard approach to HR might be expected to result in a more cost-effective workforce where decision-making is quicker and focused on senior managers. However, such an approach pays relatively little attention to the needs of employees and a business adopting a genuinely hard approach might expect to suffer from higher absenteeism and staff turnover and less successful recruitment but the soft approach will certainly appeal to the touchy-feely among it who like to see people being treated nicely. And it can also make a good business case for an approach which rewards employee performance and motivates staff more effectively. However, the danger of taking too soft an approach is that when all the employee benefits are added up, the cost of the workforce leaves a business at a competitive disadvantage. HMR and Personal/ IR Practices with Compared to 27 Dimensions of Storys Definitions Storys model gives a clear idea about the difference between personal and industrial human resource management, According to storys model of human resource management: Human Resource Management has to be implemented into the organization strategy and has to be considered in the higher level of the organization. Human Resource Management needs to be included to management functions and creates an impact on the organizations ability to achieve their goals. Human Resource Managements main key function is to encourage commitment from the employees in the organization but not complaints. Humans ability, capability and commitment is what differentiate each organization has. Points of difference between personnel and IR practices and HRM practices Dimensions Personnel/IR HRM Beliefs Assumptions Contract Careful delineation of written contracts Aim to go beyond contract Guide to management action Procedures Business need Behavior referent Norms Values Managerial task via a vise labor Monitoring Nurturing Strategic Aspect Key relations Labor management Customer Corporate plan Marginal to Central to Speed of decision Slow Fast Line Management Management role Transactional Transformational leadership Communication Indirect Direct Standardization High Low Key Levelers Selection Separate, marginal task Integrated, key task Pay Job evaluation Performance related Conditions Separately negotiated Harmonization Labor management Collective bargaining contracts Towards individual contracts Role of the Line Managers and employees in the organization. The areas where front line managers and employees make a significant difference to people management practices are: Performance Appraisal Training, coaching and guidance Involvement and communication Openness how easy is it for employees to discuss matters with their front line manager Work-life balance Recognition the extent to which employees feel their contribution is recognized. These are all areas where, although the process may be designed by HR, it cannot be delivered by HR. The front line manager role is crucial in a number of respects In enabling the HR policies and practices, or bringing them to life. in acting upon advice or guidance from HR in controlling the work flow by directing and guiding the work of others To do this successfully, this part of the front line managers role must be given at least as much recognition as other operational areas and they must be allocated time within their work schedule to carry out the people management side of the job. The qualities and skills needed from front line managers. The Bath research found that front line managers exercise a strong influence over the level of discretion that an individual has over how they do their job. Some managers can permit and encourage people to be responsible for their own jobs whereas others can stifle initiative through controlling or autocratic behavior. To encourage the kind of discretionary behavior from employees associated with higher performance, front line managers need to: Build a good working relationship with their staff. They need to lead, listen, ask, communicate, be fair, respond to suggestions and deal with problems. Help and support employees to take more responsibility for how they do their jobs by coaching and guidance. Build effective teams. Many of the qualities and skills which are associated with higher quality front line management are around the behaviors of front line managers. It is not enough to educate front line managers in the behaviors required; organizations must also ensure they are developing the environment and culture in which front line managers are actively encouraged and permitted to exhibit the behaviors above. The Bath research found that organizations which had a strong shared culture with guiding principles for behavior which were embedded into practice over time were more successful Attribution: http://www.citehr.com/15998-role-front-line-managers-hr.html#ixzz21Teh5Dml Section B There are potential benefits for both the individual and the organization from using a proper performance management A good performance management system works towards the improvement of the overall organizational performance by managing the performances of terms and individuals for ensuring the achievement of the overall organizational ambitions and goals. An effective performance management system can play a very crucial role in managing the performance in an organization by: Improved business profits The bottom line of an organization improves significantly by increasing employee productivity and quality of work. Increase employee responsibility Communicating realistic but challenging job expectations and making employee accountable for their decisions and actions result in noticeable improvements in employee tardiness, absences and organizational commitment. Equitable treatment of employees All employees are treated fairly by implementing standardized procedures that promote consistency throughout an organization. Enhanced quality of work life Employees experience greater job satisfaction because they become more successful As a HR manager, you need to manage different human resource practices in the workplace Yes I do agree with the statement. Approaching the nature of HRM from a slightly different perspective, (Bowen and Ostroff, 2004) have argued that what they term a strong HR system is more likely to have an impact. Where more high performance practices are in place, and all helping to elicit the same kind of attitudes and behavior from employees, the cumulative impact is likely to be greater. In this context, the specific sets of practices that might be associated with competence, motivation or contribution become rather less important. Another reason why specific bundles of practices might be less significant and difficult to link to performance is that some practices might contribute to several HR outcomes. For example, job design or goal setting might affect both motivation and opportunity to contribute. This leads to two possibilities. On the one hand it may be most appropriate to follow the Bowen and Ostroff line and count the number of practices in place; on the other, it may b e sensible to explore whether specific practices are consistently associated with superior performance. There is an impact of globalization on issues such as human resource planning Yes I do agree with the statement. The interest in strategic human resource management (HRM) has spawned a number of empirical research studies that investigated the impact of HRM practices on organizational performance. However, very little attention has been paid to address the impact of HRM practices on operations management and to generalize the findings across countries and industries. Success of some business decisions. Globalization and The Changing Face of Human Resource Management The pressures on traditional IR models are not all due to globalization, as we shall see, but many of the changes taking place can be traced to globalization. It is not always easy to disentangle the causes and effects of globalization. However it would probably be true to say that globalization is represented by the opening up of markets due, in large measure to foreign direct investment consequent upon the lowering of investment barriers in practically all countries by the liberalization of trade and by the deregulation of financial markets in consequence of which governments increasingly have little control over the flow of capital across borders. All this implies the dominance of the market system, facilitated by the collapse of alternative economic systems. Introduction of new technology Pushing for a more deregulated and flexible labor market More emphasis on productivity and quality Greater employee involvement in the design and execution of work Shifting the focus of collective bargaining from the industry level to the enterprise level. Employers are of the view that issues relevant to the employment relationship such as work re-organization, flexible working hours and contractual arrangements, and pay for performance and skills, are increasingly workplace-related, and should therefore be addressed at the enterprise level. Downsizing the workforce. One important response has been the introduction of flexibility in the employment relationship to increase the capacity of enterprises to adapt rapidly to market changes. This has involved measures such as: flexible working hours, part-time work different types of employment contracts to the standard ones familiar to collective IR flexibility in functions, so that employees who are multi-skilled are not confined to the performance of only one task. They can cover up for absenteeism, and make some jobs redundant. Globalization has, through technology diffusion, substantially increased the introduction of new technology. This, as well as the need for flexible adaptation to market changes, has led to the re-organization of production systems and methods of work, such as the following: Reduction of narrow job classifications and demarcation lines between managers and workers, accompanied by skills enhancement needed to perform jobs with a broader range of tasks. The competition generated by globalization and rapid technological changes accompanied by shorter product life have, while destroying countless jobs in industrialized countries, created opportunities for multi-skilled and easily trainable workers, and for the most significant group of emerging employees the knowledge worker. Knowledge and skills have become the most important determinants of investment, employment opportunities, productivity and quality and of flexibility. Different national cultures and practices make an influence for making a culturally diverse workforce Difference national cultures and practices make an influence for making a culturally diverse workforce. The workforce of the twenty first century is increasingly diverse and multicultural. To effectively manage and lead in this environment, HR must be knowledgeable about cross cultural factors on both the domestic and global fronts in human resource management. By promoting education in cross cultural competencies throughout the organization HR can better serve the company to successfully achieve its mission and goals. As a concept and as a reality, culture is broad and multifaceted. On a daily basis culture influences who we are as individuals, families, communities, professions, industries, organizations and nations and how we interact with each other within and across regional and national borders. Defined as a set of values and beliefs with learned behaviors shared within a particular society, culture provides a sense of identity and belonging. From language, communication styles, history and religion to norms, values, symbolism and ways of being, culture is everywhere. In domestic and global workplace settings people in organizations reflect their respective cultures. As shifting demographics bring together people of many cultural backgrounds, human resource management must be thoughtfully examined and sometimes altered to support organizational goals. Special Expertise Panel members point out that for sustainability, organizational leaders must expand their perspectives from a local to a worldly view. HR professionals experienced in workplace diversity and cross cultural communication are well positioned to develop and implement culturally appropriate HRM strategies, policies and practices. While not exhaustive this Research Quarterly focuses on selected cross cultural factors in HRM in todays workplace and provides insights for HR to better serve the needs of the organization. Business Case for Cross Cultural HRM With the advent of globalization, research on cross cultural organizational behavior has become a pathway to understand the dynamics of multicultural domestic and international workplaces. In fact successful organizations of the 21st century require leaders who understand culturally diverse work environments and can work effectively with different cultures that have varying work ethics, norms and business protocols. Yet diverse cultures create HRM challenges. Gaining cross cultural competence takes time, education, experience, openness and sensitivity. When people lack intercultural skills miscommunications can damage business relationships deadlines can be missed projects may fail and talented people will go to the competition. Key HR responsibilities are to understand how cross cultural factors interact with HR, be the conduit for organizational learning for cross cultural intelligence and foster cross cultural communication throughout the organization. Cultural Value Dimensions Cross cultural intelligence is the ability to switch ethnic or national contexts and quickly learn new patterns of social interaction with appropriate behavioral responses. This competence is essential to work effectively in multicultural environments. Thus linking future career paths and global business success with cultural competence is important for HR to emphasize, with the goal that managers are motivated to acquire new behaviors and skills and understand the benefits of learning from different cultures. Task 02 Section A- Case Study Explain the Audit Firms model of flexibility. The concept of a flexible firm recognizes that organizations will requires enhanced flexibility to meet ever evolving market and competitive pressures. The flexible firm model suggests that we can design our workforces to proactively meet our business needs through flexible staffing arrangements. In other words it is a concept of simply integrating flexible conditions into the administration an organizations functional operations, in order o meet the demands of a highly competitive market and attain its strategic aims and goals. Flexibility is a calculated risk utilized by organization to survive and gain strategic competitive advantage. Therefor this case study, shows how they has developed and implemented flexible work practices improve its services and meet the changing needs of its staff. According to the contracts help the Audit commission to cope with all of its changing needs. They also help it to be flexible. There are three main types of flexibility they practice. Numerical Flexibility Functional Flexibility Place- of- work flexibility The Audit Commission is constantly face with peaks and troughs in the workload that cannot be met simply by having its employees on full time contracts. There are situations where they need either more staff or fewer staff. By increasing or reduce staff in their situation the Audit Commission has developed numerical flexibility. The Audit Commission has also developed flexibility through developing the skills of its employees to deal with a wider variety of work. This means that when the nature and type of work changes, employees are comfortable undertaking different tasks. This is known as functional flexibility. Homeworking is an example of place-of-work flexibility. The Audit Commission uses this way to respond to the challenges within their business environment. This method of working has helped it to meet more closely the needs of its staff. As part of its flexible working arrangements, homeworking has helped to transform the ways in which many people work and improve their work-life-balance. Briefly explain the need for flexibility. According to this firm do you believe that they are implementing the correct types of flexibility? Explain your answer. Employers have always wanted workers to be as flexible as possible. In the past this has mean paying overtime for extra hours worked, or higher rates for shift work. Faced with competition, businesses attempt to use their existing employees more effectively. Sometimes this could benefit employee. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. The need for flexibility is increasing due to demographic and social changes the number of people in the paid work force with caring responsibilities is set to increase. In turn this will increase the demand for flexibility in the workplace. Moreover, increasing competition has placed emphasis on quality, innovation and reducing the unit cost of production: job design and the organization of work must both mobilize employees energies for quality innovation and reliable productivity. In addition to this Technological change, particularly in the automation and computerization of work process and information flows, has eroded traditional demarcation boundaries between jobs: job design and the organization of work must fit the new technology in order to secure its benefits for efficiency. Increasing market uncertainty means that organizations need to be more adaptable to changes in demand: able to vary the size and deployment of their workforces to meet demand as effectively and efficien tly as possible. Yes I do believe that they are practicing the correct types of flexibility. The benefits they are getting form those types are more and it will lead to build effective flexible working system. Flexibility is not about integration of the different spheres of life to reduce conflict or to harmonizing paid work with other parts of life; rather flexibility is about how self-managing employees constitute synthesis of work life and home life as distinct parts of one and the same life. If Audit Commission is very much concerned about their flexibility in the work place those types they are currently practicing is totally suitable. By regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff. For the organization, homeworking assists in recruiting individuals who are attracted to this style of working and this enables the Audit Commission to retain a diverse workforce. Evaluate the advantages and dis advantages of flexible working practices from both of the employee and employer perspective relate with this firm. For Employee Advantages It reduces the transport cost for the employee and by reducing the transportation it is good for environment. Regular homeworking helps an organization to develop family-friendly policies that improve the work-life balance of its staff especially in Audit Commission. Employers have great freedom to organize their work to finish on time. By implementing flexible working system employers can improve morale and reducing absence and lateness. A better work/life balance being able to meet both work and personal commitments Increased sense of control leading to increased sense of well-being With the greater job satisfaction employees can make better working environment with a happier person all around. Being able to remain in the workforce longer with greater loyalty, trust and respect towards employers Disadvantages Lower salary if you work fewer hours. Possible sense of isolation from colleagues. Loneliness. Need for a dedicated work space. Difficulty in judging performance. Need to be self-disciplined and highly organized. Possible obstacle to promotion. A sense that you have been forced into it by circumstances not of your choosing. For Employer Advantages Happy and satisfied employees, who have a greater sense of trust and loyalty, create many business benefits: Attracting skilled and motivated employees Particularly those who wouldnt normally apply. For example mature aged workers those who have Auditing experience, those with family/care responsibilities and those seeking greater balance between work and personal interests. Keeping skilled and motivated employees Effective flexibility can reduce unwanted staff losses by up to 25%. A huge cost saving in terms of retaining knowledge, maintaining Agent relationships and in re-training, creating awareness and administration costs. Motivating and energizing staff Resulting in increased productivity and greater profits, as employees focus more on business success, are more flexible to meet its needs and driven to work harder specially service organization like Audit commission. Increasing employee satisfaction creating a happier workplace, with greater teamwork, collaboration and sharing of knowledge. Lower staff absences employees are less stressed about meeting their job and outside/family commitments and have a greater sense of well-being, reducing unplanned absences. Increasing skills and creativity of your managers Managers are challenged to look outside the square, develop leadership skills and manage a more diverse workforce Improving customer service and retention More committed employees, greater employee retention and a better match between peaks and troughs in workflows and staffing will allow you to more closely meet customers needs Becoming an Employer of Choice which expands the pool of talented workers that an advertisement will attract. Disadvantages Finding qualified employees who want to be part of a flexible workforce can be challenging, because people generally prefer jobs that provide a reliable and predictable income stream. It can be difficult to retain employees in a flexible workforce. Thats because during times when business is slow and members of a flexible workforce arent working, theyre likely to spend their time looking for other work. If Audit Commission is opened in non-working working hours as a result it will lead to increase the unwanted costs like electricity and heating and so on. Section B Essay Equal opportunities with in the workplace The term equal opportunities is a broadly used phrase which promotes the idea that everyone within an organization should have an equal chance to apply and be selected for posts, to be trained or promoted and to have their employment terminated equally. Providing equal opportunity and treating employers without prejudice is vital to achieve organizational objectives. Over the past 30 years, the workplace has changed dramatically. Women have become more empowered giving them the opportunity to seek career progression which had previously been denied to them. Disabled people who can work are being helped back to work and offered the same opportunities as able-bodied people and economic globalization of business has meant that managers must be aware of cultural and race issues. There should be no discrimination on the grounds of gender, homosexuality, age, racial origin, religious affiliation, disability or marital status. Employers can only discriminate on the grounds of ability, poten tial and all employment decisions taken on an individuals ability to do a particular job. There are two main forms of discrimination. First of all direct discrimination involves treating an individual within the workforce less favorably than others on sexual, marital, racial or disabled grounds. It occurs when interested group is treated less favorably than another. (Except for exempted cases) For example, Management decision is not to select or promote a woman because she is pregnant or because of her nationality. One act of discrimination is sufficient and must be directed at an individual for action to be taken. Second type of discrimination is indirect discrimination. Indirect discrimination describes a term or condition applicable to both sexes but where one sex has considerably less of an ability to comply with it than the other. It occurs when, an employer applies a provision, criterion practice to men and women equally, but it has the effect of putting one sex at a particular disadvantage without justification. For example, change the shift patterns to include an early morning to start, as a woman is more likely to be responsible for childcare or a condition that a candidate for a job must be of a minimum certain height. It is unlawful to discriminate in employment on the grounds of color, race, nationality, gender, gender reassignment, marital status, and disability for all staff, regardless of their hours, or patterns of work. Within the work environment the majority of discrimination claims Centre around the recruitment and selection process. Several pieces of employment legislation exist in order to provide a framework for implementing equal opportunities within the workplace. The main legislation is Equal Pay Act, Sex Discrimination Act, Race Relations Act, Human Rights Act, Race Relations, Employment Equality in Religion or Belief and Gender Recognition Act. In developed countries there are migrants and even students who work for lesser wages than the minimum wages. The wages that they are paid is less than the national wages that is allowed by the government and not only the payment is less but there could be situations where they work for longer hours than they can in a weeks time. In countri es such as Sri Lanka there are many places and organizations where framework is not followed and are broken with many discrimination such as sex, pay and also race but due to the fear of the influence and also the fact that they need the money to work the employees do not take necessary actions. Organizations consist of many individuals working together to achieve organizational success. These individuals collectively bring different attitudes, perceptions and learning experiences to the workplace, as well as ethnic, gender and personality differences. When the Equal Opportunities Commission was set up, it was to tackle the issue of Gender Discrimination predominantly and to offer women the same working rights as their male complements. However, in modern day society, equal opportunities has been broadened and backed up by law to provide the same level of protection to other minority groups in the workforce. Mainly there are three types of discrimination. First type of discrimination is age discrimination. Age discrimination involves treating employee less favorably because of his age. The Age Discrimination in Employment Act only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have l aws that protect younger workers from age discrimination. It is not illegal for an employer or other covered entity to favor an older worker over a younger one even if both workers are age 40 or older (The Employment Equality (Age) Regulations 2006, 2006). Second type of discrimination is sex discrimination. Sex

Do the right thing Essay -- essays research papers

The weather is sizzling hot and tensions are slowly coming to a boil in this Bedford-Stuyvesant Brooklyn neighborhood. Slowly but surely we see the heat melt away the barriers that were keeping anger from rising to the surface. The Blacks and the Hispanics own the streets the Koreans own the corner store and of course the Italians own the pizzeria, the Cops who happen to be all Caucasian, prowl the streets inside out, looking for anyone to harass. Toes are then stepped on and apologies are not made. Spike Lee creates the perfect set-up for a modern day in Bed-Stuyvesant. Without fail Spike Lee is transformed into an anthropologist. Spike Lee’s goal is to allow viewers to glimpse into the lives of real people and into a neighborhood they call home. After all this isn’t just some flight into an imaginary ghetto. It’s a journey into real life, real people and of course real circumstances. In the words of the local DJ Mr. Seà ±or Love Daddy its time to, â€Å" Waaa aake up!" and see what real life is really about. Our main character is Mooky, a black teenager, who works in Sal’s famous pizzeria. Mooky is the pizza parlor delivery boy and he is the only one of his friends to have a job. Sal and his two sons run the pizzeria. Sal is one of the very few white Italian business owners remaining in this predominately black neighborhood. Despite obvious tensions, Sal holds his ground in the neighborhood and remains proud of the fact that these people, meaning the kids of Bed-Stuy, have grown up on his pizza. Along the way we meet other characters such as Radio Raheem who is a neighborhood kid who walks the street with an oversize radio and decorates his fingers with the symbolic ‘love’ and ‘hate’ rings. Smile, a mentally disabled individual who runs around the streets selling the one existing photograph of Martin Luther King and Malcolm X. Then there is Mooky’s Puerto Rican girlfriend, who is raising their son and constantly nagging Mooky for being a deadbeat f ather. We also meet The Mayor, an alcoholic, elderly man who wanders the street looking for any type of chores to do in exchange for a small about of money. Lee’s choice of characters and actors seems noticeably ideal. Each character is full of life and more importantly each is an individual. Each character is created to retell a part of our society that we sometimes over look. This obviously makes Spike Lee a... ...ee demonstrates this when the viewers start to think about who really is to blame for the chaos that erupts near the end of the film. Perhaps Lee is asking his audience to simply judge people as individuals and not as representatives of an entire race, since he would like to prove that race is a social category not a biological fact. This is apparent when the audience comes to realize that each character belonging to a certain racial group has a counterpart who is very different in his or her views. For example the Italian Sal who shows some slight racist tendencies are nowhere as ignorant as one of his sons. In conclusion Spike Lee does show noteworthy signs of become an anthropologist. His ever quest to inform his audience that they should not judge a person from their ethnicity group and assume all actions of that person are typical traits of that race. He clearly tries to inform the viewers of race as a social category and not a biological race. Spike Lee simply wants us to open our eyes. The world is full of beautiful things and if we keep ourselves narrowminded, we end up missing a great deal. In the words of Mr. Seà ±or Love Daddy did say it best â€Å"Waaaaaaaaaaake up!† Do the right thing Essay -- essays research papers The weather is sizzling hot and tensions are slowly coming to a boil in this Bedford-Stuyvesant Brooklyn neighborhood. Slowly but surely we see the heat melt away the barriers that were keeping anger from rising to the surface. The Blacks and the Hispanics own the streets the Koreans own the corner store and of course the Italians own the pizzeria, the Cops who happen to be all Caucasian, prowl the streets inside out, looking for anyone to harass. Toes are then stepped on and apologies are not made. Spike Lee creates the perfect set-up for a modern day in Bed-Stuyvesant. Without fail Spike Lee is transformed into an anthropologist. Spike Lee’s goal is to allow viewers to glimpse into the lives of real people and into a neighborhood they call home. After all this isn’t just some flight into an imaginary ghetto. It’s a journey into real life, real people and of course real circumstances. In the words of the local DJ Mr. Seà ±or Love Daddy its time to, â€Å" Waaa aake up!" and see what real life is really about. Our main character is Mooky, a black teenager, who works in Sal’s famous pizzeria. Mooky is the pizza parlor delivery boy and he is the only one of his friends to have a job. Sal and his two sons run the pizzeria. Sal is one of the very few white Italian business owners remaining in this predominately black neighborhood. Despite obvious tensions, Sal holds his ground in the neighborhood and remains proud of the fact that these people, meaning the kids of Bed-Stuy, have grown up on his pizza. Along the way we meet other characters such as Radio Raheem who is a neighborhood kid who walks the street with an oversize radio and decorates his fingers with the symbolic ‘love’ and ‘hate’ rings. Smile, a mentally disabled individual who runs around the streets selling the one existing photograph of Martin Luther King and Malcolm X. Then there is Mooky’s Puerto Rican girlfriend, who is raising their son and constantly nagging Mooky for being a deadbeat f ather. We also meet The Mayor, an alcoholic, elderly man who wanders the street looking for any type of chores to do in exchange for a small about of money. Lee’s choice of characters and actors seems noticeably ideal. Each character is full of life and more importantly each is an individual. Each character is created to retell a part of our society that we sometimes over look. This obviously makes Spike Lee a... ...ee demonstrates this when the viewers start to think about who really is to blame for the chaos that erupts near the end of the film. Perhaps Lee is asking his audience to simply judge people as individuals and not as representatives of an entire race, since he would like to prove that race is a social category not a biological fact. This is apparent when the audience comes to realize that each character belonging to a certain racial group has a counterpart who is very different in his or her views. For example the Italian Sal who shows some slight racist tendencies are nowhere as ignorant as one of his sons. In conclusion Spike Lee does show noteworthy signs of become an anthropologist. His ever quest to inform his audience that they should not judge a person from their ethnicity group and assume all actions of that person are typical traits of that race. He clearly tries to inform the viewers of race as a social category and not a biological race. Spike Lee simply wants us to open our eyes. The world is full of beautiful things and if we keep ourselves narrowminded, we end up missing a great deal. In the words of Mr. Seà ±or Love Daddy did say it best â€Å"Waaaaaaaaaaake up!†

A Report to Determine the Benefits of a Good Staff Welfare System

A REPORT TO DETERMINE THE BENEFITS OF A GOOD STAFF WELFARE SYSTEM BY MARK ROSS 21ST October 2012 CONTENTS Introduction1 Executive Summary1 Staff welfare and organisational objectives1 Process for assessing staff welfare2 Actions to be taken2 Communicating responsibilities for staff welfare3 Recording and maintaining staff welfare systems4 Conclusion4 Bibliography4 i 1. INTRODUCTION 1. 1 This report has been asked for by my manager to determine the benefits to the company of good and well integrated staff welfare system.Recent statistics produced by the companies Human Resources department show that the levels of sickness and absenteeism are unacceptably high. 2. EXECUTIVE SUMMARY 2. 1 This Report considers 5 main objectives: Discuss the relationship between staff welfare and organisational objectives. Explain the process for assessing staff welfare. Identify the actions to be taken by the manager in dealing with a staff welfare Issue. Describe how to communicate responsibilities for staff welfare to then team. Discuss records that may be maintained to demonstrate that staff welfare is supported. . Discuss the relationship between staff welfare and organisational objectives. The relationship between staff welfare and organisational objectives can be can be a bit of a balancing act but there are many basic requirements we all expect when we go to work: Safe working conditions / work environment (risk assessments carried out) Safety from any kind of harassment e. g. bullying, sexual, racial. Good employee relations with people being treated with dignity and respect. Equal opportunities. Adequate induction into the company and ongoing training.Some of these process's come at a cost and given the current economic downturn many companies may want try and make cutbacks in certain areas namely ongoing training which can be expensive. If we are able to show our staff that we really care about there interests and personnel development it has been shown in studies to incr ease the overall feeling of well-being in the work place, this is proven to increase productivity and reduce rates of sickness and absenteeism which in-turn leads to a positive effect on bottom line profits. A study by Dr Kerstin Alfes of Kingston University Business School found that:Keeping staff happy might not be a high priority for employers in the economic downturn. But a report from Kingston University argues that a contented workforce can help an organisation to succeed and can even make the difference between whether or not a struggling company survives the recession. 1 4. Explain the process for assessing staff welfare. The process for assessing staff welfare can be achieved in several ways, all are based on an open and honest flow of communication from front-line staff up the chain of command using well defined process's.Making the chain of command clear is also very important so staff know the correct approach to take and who to contact with any given issue/grievance. He re are some of the methods we currently have in place to assess staff welfare: Surveys / Questionnaires. Suggestion Box's (Anonymous). Regular performance reviews / appraisals. Near-miss and accident reporting. Back to work interviews. All these process's are based on getting an understanding of how the workforce feel at work and improvements that may be needed to make things run smoother. One process our company hasn't yet developed fully is a workplace counselling scheme.This concept originated in the USA and looks at staff welfare not only in the work place but outside it too, it recognises that many problems affecting productivity and welfare are not only work related. This counselling must be confidential and empathetic to the personal needs on the individual employee. 5. Identify the actions to be taken by the manager in dealing with a staff welfare issue. A manager may deal with staff welfare issues in the following ways, closely assessing the information gathered during the processing of a staff welfare issue and also looking into other relevant information is one of the most important step.We need to get to the bottom of the issue and take a balanced view on all the concerns raised. Actions to be taken: Following of policies and procedures that are in place. Meetings with those concerned with the specific staff welfare issue. Close assessment of information gathered. These actions should lead to a good overall picture of the staff welfare issue and allow use to take the correct approach in rectifying or putting controlling measures in place to minimize the issue. Often policies and procedures may need to be updated to incorporate things we have learnt from individual issues.This can be seen to be good management tool also as it shows our employees that as a company we are always open to continual improvement. 2 6. Describe how to communicate responsibilities for staff welfare to the team. Staff welfare responsibilities can be communicated to staff via newsletters regular meeting appraisals Notice boards eg last accident/near miss currently our company collects data on accident reports/nears misses but it only used as a tool to pass onto higher management and isn't made freely available to staff, In previous jobs this information has been made public knowledge and published on notice board.I feel this can be used as a good tool to show that we're striving to reduce these figures, the same approach could also be taken with sickness and absenteeism. Publishing information such as days lost due to sickness and cost to the company in having to pay for overtime to cover time could show how important we take this issue. 7. Discuss records that may be maintained to demonstrate that staff welfare is supported. There are several ways in which records can be maintained to support staff welfare such as 8. Conclusion 9. Bibliography http://www. kingston. ac. uk/pressoffice/news/59/26-01-2010-a-happy-workforce-is-good-for-business. html

Study Of Titanium And Its Alloys Engineering Essay

This chapter describes theoretical background associated with the research subject. This subject involves Ti and its metal. The most common job that restricts the usage of deep-rooted metallic stuffs is their biocompatibility such as low bioactivity and mismatch of mechanical belongingss with assorted organic structure tissues, hence reviews on both are besides presented. Porous constructions of implant stuffs are stimulate bone tissue turning that can better the arrested development. Both pulverization sintering procedures ( PSP ) and pressurized pore enlargement procedures ( PPEP ) were employed to fabricate porous construction of the stuffs, consequently reviews on these subjects are besides undertaken. Titanium is transition metal occurred in mineral beginnings as rutile-TiO2 and ilmenite- ( Fe, Mg, Mn ) TiO3 that are dispersed about 0.6 % of the Earth ‘s crust [ 1 ] . The runing point temperature of pure Ti is 1670oC, much higher compared to aluminium. Although the Ti ‘s strength is comparatively the same as some of steels, the denseness is a half of that of steel. However, due to high responsiveness with O taking to instantaneous formation of oxide surface bed, which is high corrosion resistant in nature, it is expensive procedure. Titanium processing from metal ore requires energy more two crease than that of the Fe processing ( 431 x 106 Btu/ton compared to 203 tens 106 Btu/ton ) [ 2 ] . At room temperature, Ti has hexangular unit cell of the i stage which are values of the lattice parametric quantities a ( 0.295 nanometer ) and c ( 0.468 nanometer ) . Pure Ti undergoes an allotropic transmutation at 882.5oC [ 3 ] changing from hexangular close-packed crystal constr uction ( i ) below the temperature to body-centered three-dimensional crystal construction ( i ) above the temperature and remains stable up to the thaw point. Some of the basic physical belongingss of the unalloyed metals e.g, Ti, Nb, Ta and Zr are presented in table 2aˆ‘1. Since Ti is passage metal holding uncomplete shell, it allows developing solid solutions with Numberss of subtitutional elements which have size factor within  ±20 % , therefore the exact temperature is attributed by add-on metal elements. Table 2aˆ‘2.Summary of physical belongingss of the unalloyed metals e.g. Ti, Nb, Ta and Zr Property Titanium ( Ti ) [ 4 ] Niobium ( Nb ) [ 5 ] Tantalum ( Ta ) [ 5 ] Zirconium ( Zr ) [ 5 ] Atomic figure 22 41 73 40 Atomic weight 47.867 92.906 180.948 91.224 Allotropic transmutation temperature ( oC ) 882.5––863 Lattice Structure [ 6 ] Density ( 20oC ) ( g/cm3 ) Coefficient of Thermal enlargement, a, at 20oC ( K-1 ) i‚? 882oC Alphaiˆ : hcp, degree Celsius ( & A ; Aring ; ) : 4.6826 a ( & A ; Aring ; ) : 2.9505 i‚?882oC Beta: bcc, , a ( & A ; Aring ; ) : 3.3065 4.51 8.4 X 10-6 Beta: bcc a ( & A ; Aring ; ) : 3.3066 8.57 7.07 x 10-6* Beta: bcc a ( & A ; Aring ; ) : 3.3058 16.65 6.6 x 10-6 i‚? 863oC Alphaiˆ : hcp, degree Celsius ( & A ; Aring ; ) :5.1475 a ( & A ; Aring ; ) : 3.2316 i‚?863oC Beta: bcc, a ( & A ; Aring ; ) : 3.6090 6.51 5.7 x 10-6 Thermal conduction ( W/ ( m.K ) 19.2 53.7 57.5 22.7 Melting temperature ( oC ) 1668 2468 2996 1857 Young ‘s Modulus, E, ( GPa ) 100-145 [ 7 ] 3 104.9 [ 8 ] 185.7 [ 9 ] 98 [ 10 ] Output strength, iys, ( MPa ) 140 [ 7 ] 3 1051 [ 8 ] 1701 [ 9 ] 276 [ 11 ] Ultimate tensile strength, iu, ( MPa ) 235 [ 7 ] 3 1951 [ 8 ] 5852 [ 8 ] 2851 [ 9 ] 6502 [ 9 ] 379 [ 11 ] Noted: 1 Anealed 2 Cold Worked 3 Refference [ 7 ] page 20 Harmonizing to the nature of their microstructure upon the room temperature commercial Ti metals may be divided as i metals, iiˆÂ «i alloys and i metals, with farther subdivision into near-i metals and metastable i alloys [ 12, 13 ] . Base on that, debasing elements of Ti are classified into i-stabilizers, i-stabilizers and neutrals, Fig II-1. Debasing elements taking to an addition in the stage transmutation temperature such as Al, O, N and C are categorised as i-stabilizer elements. On the other manus, elements dissolved in Ti diminishing the allotropic transmutation temperature are known as i-stabilizers which by and large comprises of the passage metals and baronial metals [ 3, 14 ] . The i-stabilizer elements are divided into i isomorphic component ( e.g. , V, Nb, Mo, Ta ) and i eutectoid forming elements ( e.g. Fe, Mn, Cr, Ni, Cu, Si, H ) . While impersonal elements produce no important alteration in the transmutation temperature ( e.g. , Sn, Zr ) [ 14 ] . The belongingss of Ti metals are attributed to debase elements composing, metallurgical processing status and comparative proportion of the phases/ microstructure formed [ 14-17 ] . Alpha Ti metals are chiefly fabricated by CP Ti and alloys with iiˆ stabilizer elements singly or combination ensuing in microstructure of iˆ i stage at room temperature. The i stage is categorized as the deficiency of heat intervention response since metastable stage no remain after chilling from high temperature. These alloy show acceptable strength, good stamina, high weirdo opposition, good weldability because they are insensitive to heat intervention, hapless forgeability peculiarly at temperature below the beta transus, and due to absence of ductile-brittle passage, the nature belongings of bcc construction, they suitable for cryogenies application. Beta Ti metals are attained by add-on high sum of i stabilizer elements to titanium. This add-on allows diminishing the beta transus and besides enables cut downing martensite start temperature ( Ms ) . Further, martensitically transmutation of i metal will be really restricted upon slaking to room temperature, ensuing in a metastable i stage. In some instances i metastable stage can partly transform into i? · stage and/or martensitic-iiˆ during the slaking processing for temperature scope depending on chilling rate and metal composing [ 18 ] . In many less of stabilised i metal, metastable i stage besides can be triggered to transform to martensitic-i because of cold work at ambient temperature [ 19, 20 ] . While, the stable i stage can be dispersed as a finely signifier in the maintained iiˆ stage after solution handling taking to increase in the mechanical belongingss [ 14 ] iˆÂ ® The advantages of the beta metal are they have high hardenability, excellence forgeabi lity, can be deformed at low temperature, high corrosion opposition and can be strengthen to high strength degree [ 21 ] . The disadvantages of the metals are higher denseness than that of iiˆÂ «i metal and lower weirdo opposition. Alpha-Beta Ti metals have composings with adequate sum of i and i stabilizer that consequence in a mixture of alpha and beta stages at room temperature. The mechanical belongingss of the iiˆÂ «i metals are tailored by composing, thermic intervention and thermo-mechanical intervention status to set the microstructural and precipitational provinces of the i constituent. The most normally used alpha beta Ti metal is Ti-Al-V. Figure 2aˆ‘1 Consequence of debasing component on stage diagram [ 14 ] Titanium and Ti metal are normally known as an attractive stuff for application in aerospace [ 22 ] , military [ 23 ] , biomedical [ 24, 25 ] , chemical industries, automotive, athleticss and many others [ 14 ] . The broad application of the metals are owing to its singular belongingss chiefly, good corrosion opposition, good biocompatibility and high strength to denseness ratio i.e. Ti possesses comparative high strength combined with low denseness [ 26, 27 ] .

Free Essays on Fed EX

Literatures 1. The new economy requires innovation to gaining competitive advantage When we talk about the new economy, we're talking about a world in which people work with their brains instead of their hands; a world in which communications technology creates global competition - not just for running shoes and laptop computers, but also for bank loans and other services that can't be packed into a crate and shipped; a world in which innovation is more important than mass production; a world in which investment buys new concepts or the means to create them, rather than new machines; a world in which rapid change is a constant; a world at least as different from what came before it as the industrial age was from its agricultural predecessor; a world so different its emergence can only be described as a revolution. The Characteristics of the new economy include:  · Significant levels of technological innovation, investing in innovative activities with new product/services or developments in existing product/services continually coming on stream;  · Schumpeterian competition  · High fixed costs in relation to variable costs  · Fixed costs often sunk costs  · Potentially long lived assets  · High levels of uncertainty over the size and longevity of the market for any given product or service  · Multiple products/services manifesting economies of scope as well as economies of scale.  · Some degree of vertical integration for at least some firms in the industry  · Investment in innovative products, and  · Subsequent pricing strategy (product life cycle pricing) . The primary challenges are:  · Accelerating rates of change  · Increasing levels of competition  · The globalization of business competition  · Rapid technological change  · Amore diverse work force  · Resource shortage  · The transition from an industry to a knowledge-based society  · Unstable market and economic condition  · Increasing demands of const... Free Essays on Fed EX Free Essays on Fed EX Literatures 1. The new economy requires innovation to gaining competitive advantage When we talk about the new economy, we're talking about a world in which people work with their brains instead of their hands; a world in which communications technology creates global competition - not just for running shoes and laptop computers, but also for bank loans and other services that can't be packed into a crate and shipped; a world in which innovation is more important than mass production; a world in which investment buys new concepts or the means to create them, rather than new machines; a world in which rapid change is a constant; a world at least as different from what came before it as the industrial age was from its agricultural predecessor; a world so different its emergence can only be described as a revolution. The Characteristics of the new economy include:  · Significant levels of technological innovation, investing in innovative activities with new product/services or developments in existing product/services continually coming on stream;  · Schumpeterian competition  · High fixed costs in relation to variable costs  · Fixed costs often sunk costs  · Potentially long lived assets  · High levels of uncertainty over the size and longevity of the market for any given product or service  · Multiple products/services manifesting economies of scope as well as economies of scale.  · Some degree of vertical integration for at least some firms in the industry  · Investment in innovative products, and  · Subsequent pricing strategy (product life cycle pricing) . The primary challenges are:  · Accelerating rates of change  · Increasing levels of competition  · The globalization of business competition  · Rapid technological change  · Amore diverse work force  · Resource shortage  · The transition from an industry to a knowledge-based society  · Unstable market and economic condition  · Increasing demands of const...

Plan for Establishing a Career Development Function in an Organization Research Paper

Plan for Establishing a Career Development Function in an Organization - Research Paper Example Specifically, this paper shall be divided into three parts: firstly, a discussion on the essence of organizational and employee management as defined and explained by National Career Development Organization or NCDO; secondly, an in-depth analysis of the contents of career development and its role in attaining business objectives; and lastly, a conclusion that will synthesize all the key learning points gleaned. The National Career Development Organization (2012) claimed that the organizational and employee management had emerged as a discipline that involved â€Å"the overall arrangement of the organization and its functions, including both the long-term and short-tem identification and development of its human resources†. In this regard, all of its plans, processes, and models are in line with providing the necessary skills that its employees need to meet the current and future job demands. Thus, it could be stated that organizational and employee management is similar to strategic talent management, which aims at creating job functions that help the company realize its maximum potential. From a historical point of view, it could be said that the inception of organizational and employee management has been heavily influenced by factors such as â€Å"Increased competition for promotion, constant innovation in technology, pressures for equal employment opportunities, corporate rightsizing and restructuring, globalization of our economy, and employees’ desire to get the most out of their careers† (Powell, 2003). From a workforce perspective, it could be claimed that strategic talent management was also a product of the employer’s desire to harness their employees’ knowledge and skills, and keep those that are most valuable to the company. At this point, National Career Development Organization (2012) also wanted to emphasize the difference between career management and career development.

Event Essay Example | Topics and Well Written Essays - 750 words

Event - Essay Example However, last year out of shear spontaneity and maybe a little convincing from my cousin I decided to go sky diving in San Diego. A decision I regretted until the moment I ignored the violent palpitations from my heart, took a deep breath, spread my arms and soured into the open air. The whole event began with me at home one day chatting with my cousin about what was the most daring thing we had ever done. The conversation was pointless and yet it was entertaining and stimulated our brain cells to relive the moments which we dared not revisit on a normal occasion. Some of them were a bit edited as embellishment is a part of every discussion between my cousin and I. As the darkness slowly took over we began to talk about things we thought we could never do and then sky diving came up. My cousin, who is daring in almost everything he does said that he would gladly skydive as long as I joined him. Many thoughts ran through my mind as these words entered my ears and my brain processed them. I reluctantly agreed hoping to hear the something along the lines of â€Å"I was just joking†, but it never came. Instead a date and location was set; San Diego the following Friday. On the day I remember waking up with many different thoughts in my mind, however, all them leaning towards the question, â€Å"Am I really going through with this?† My cousin on the other hand woke up with the excitement of a three year old at Christmas or a bride before the day of her wedding. Everything I did from then on was nervy, my hands were shaking, my appetite was missing and my breathing seemed like that of a person who was suffocating. From all the moments in my life, this was definitely one of the most memorable due to the butterflies that colonized my stomach. I was a prisoner of fear without the option or possibility to appeal. This hour of my life seemed to take place in days as I prolonged the inevitable and