Use of Database Management Systems to Meet Business Needs.

Use of database management systems to meet business needs. Submitted By: Course Title: Strategic Planning for Database Systems Date: Introduction Globalization and increased speed in business intensify competition, and most firms need to continuously innovate to ensure long term competitiveness. (Bjork and Magnusson, 2009) In the last couple of years business has seen huge transformations from the way it is conducted. Any small business may eventually grow into a bigger one or may even develop into a huge company or corporation in the future. However, these foreseen growth and development will not just happen in a mouse click or a wink of an eye. This process needs hard work and proper management to flourish each day. For†¦show more content†¦* Desktop databases are user-friendly. Desktop DBMSs usually offer an easy-to-navigate graphical user interface * Desktop databases offer web solutions. Many modern desktop databases provide web functionality enabling you to publish your data on the web in a static or dynamic fashion Server Databases Server databases, such as Microsoft SQL Server, Oracle and IBM DB2, offer organizations the ability to manage large amounts of data efficiently and in a manner that enables many users to access and update the data simultaneously. The benefits achieved through the use of a server-based system are diverse. * Flexibility. Server-based databases can handle just about any data management problem you can throw at them. * Powerful performance. Modern databases can manage multiple high-speed processors, clustered servers, high bandwidth connectivity and fault tolerant storage technology. * Scalability. Server databases are able to gracefully handle a rapidly expanding amount of users and/or data. Benefits of using Database management systems for business * A database management system will help the businesses to maintain and use data for business operations. Database systems can store data, maintain it and provide easy access to stored data. It allows business to store data in a central location using a standard format. These are called as data warehouses. A data warehouse contains both historical and current data andShow MoreRelatedThe Evolution Of The Data Stored Essay1556 Words   |  7 Pagesas technology has seen numerous advancements throughout the past century. 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From the new iPhone, to the electric tooth brush some use every morning, to the machines used to detect cancer, to the many satellites orbiting the Earth now, the world has advanced astronomically due to the use of technology. Because of the advancements made in technology, large amounts of data are being collected. Data, as defined by the Merriam Webster Dictionary, is facts of information used usually to calculate, analyzeRead MoreRelational Database Management System ( Rdbms )996 Words   |  4 Pagesevaluation of how Relational Database Management System (RDBMS) can be applied to improve organization and business effectiveness. The method of analysis includes basic information of Relational Database Management System and reference of how database management can bring positive improvement on manage small or large amount of information in the organization. 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The software can be utilized in a way to achieve the co nstruction and conservation of archives within cataloging arrangements, apply retaining and disposing timetables, and govern how it is accessed and used. An ERM system should possess the capability to retain records made by the applications and systems of the companyRead MoreThe Advantages Of Database Management Systems1577 Words   |  7 Pagesb) Critically evaluate the advantages of database management systems Advantages of DBMS Data independence: - the separation of data structure of database from the application program that uses the data is called data independence in database management system; you can easily change the structure of database without modifying the application program. For example you can modify the size and data type of a data items ( fields of a database table).data independence is usually consider from two points

The Metaphysics Of Morals - 1418 Words

In the Groundwork of the Metaphysics of Morals by Emmanuel Kant, we are presented with this conception of Kant’s called â€Å"the Form of Law.† With the discussion of the Form of Law, we will also come to encounter both moral law and the categorical imperative. Kant’s notion of the Form of Law, we will later see has a great deal of significance within the Groundwork of the Metaphysics of Morals. Within the discussion of the Form of Law’s significance in the Groundwork of the Metaphysics of Morals, Kant also provides us with a response to a claim offered by David Hume. Also, provided in this paper will be both a discussion of correctness of action and the normative requirement. In this paper, I will present Kant’s conception of the Form of Law, as well as its significance in the Groundwork of the Metaphysics of Morals, and finally I will conclude the paper by evaluating this analysis of the structure of correctness in action and the normatively requ ired. As this paper will cover a great deal of the Form of Law, we shall begin by grasping an understanding of Kant’s Form of Law. According to Kant, the Form of Law is the idea that one whom acts upon a will on the basis of practical law, thus the individual’s will is acting in accordance to the Form of Law. Kant goes on to argue that wills are free, by denying the notion that a reason or an end could have any influence over our desires, in that moral wills are independent from desires. The Form of Law also suggests that our desiresShow MoreRelatedThe Metaphysic Of Morals By Immanuel Kant1199 Words   |  5 PagesGroundwork for the Metaphysic of Morals by Immanuel Kant: A Reflection and Analysis Author name Name of institutionâ€Æ' In man’s attempt to figure out what is right or wrong, they have developed a number of systems that purportedly deal with such matters. Immanuel Kant expanded on his moral philosophy in his work, Groundwork for the Metaphysic of Morals. This paper will be a reflection upon Kantian ethical principles presented therein and their relation to what is generally called morality. PeopleRead MoreKant s Metaphysics Of Morals2483 Words   |  10 PagesRichard Soon Professor Atanassova Perspectives April 3, 2016 Relativism in Kant’s Absolutism Immanuel Kant’s metaphysics of morals offer a well thought out and complex set of formulations that give rational beings the opportunity to be autonomous from outside factors and make moral decisions. In theory, Kant’s metaphysics of morals and a careful use of the categorical imperative are needed to create what Kant describes as the â€Å"kingdom of ends†. Kant oversimplifies certain questions certain ideasRead MoreThe Fundamental Principles Of The Metaphysics Of Morals999 Words   |  4 Pagesthe reading of â€Å"Fundamental Principles of the Metaphysics of Morals,† Kant mentions our actions being done out of duty or of desire. In which we have our maxims are a fraction of our actions and it turns into a universal law. In this essay, I shall explain what Kant means by â€Å"I can also will that my maxim should become a universal law†(Prompt). Also, how it corresponds to the first proposition, that Kant states, which is an action must be from m oral duty. I will provide an example of this propositionRead MoreKant s The Metaphysic Of Morals845 Words   |  4 Pagesvery influential philosopher Immanuel Kant says, â€Å"To be kind where one can is duty† (Pure Practical Reason in the Moral Law, 127). Kant makes the argument that without good intentions, even if the action itself is morally good, the action has no intrinsic worth. Although he makes a very strong argument, this isn’t accepted by everyone. In the excerpt Groundwork of the Metaphysic of Morals, Kant presents a profound argument that how right an action is, is determined by intention of the principle thatRead MoreKants Fundamental Principles of the Metaphysics of Moral803 Words   |  4 PagesPrinciples of the Metaphysics of Moral The central concept of Kant s Fundamental Principles of the Metaphysics of Morals is the categorical imperative. The conception of an objective principle, in so far as it is obligatory for a will, is called a command (of reason), and the formula of the command is called an Imperative. (Abbott, 30) An imperative is something that a will ought or shall do because the will is obligated to act in the manner in which it conforms with moral law. The categoricalRead MoreEssay about The Groundwork of the Metaphysic of Morals1064 Words   |  5 PagesImmanuel Kant answers in, â€Å"The Groundwork of the Metaphysic of Morals†. Kant discusses many questions with arguable answers, which explains why he is one of the most controversial philosophers still today. Throughout Kant’s work, multiple ideas are considered, but the Categorical Imperative is one of the most prevalent. Though this concept is extremely dense, the Categorical Imperative is the law of freedom that grounds pure ethics of the metaphysics of ethics. Categorical imperatives are the basisRead More Kants Groundworks of the Metaphysic of Morals Essay1656 Words   |  7 PagesKants Groundworks of the Metaphysic of Morals In Groundworks of the Metaphysic of Morals Immanuel Kant proposes that good will is the only thing which is good and that a person should act only under that maxim which he would will to be universal (273); Kant calls that test for morality the Categorical Imperative. Kant believes that the CI can be formulated in several different ways, a. The Formula of Universal Law b. The Formula of the End in Itself Read More Medicine, Metaphysics and Morals Essays2986 Words   |  12 PagesMedicine, Metaphysics and Morals ABSTRACT: Moral decisions concerning what ought to be done always assume metaphysical presuppositions concerning the way the world is. In the field of biomedical ethics, some of the metaphysical presuppositions underlying many current discussions of issues of life and death seem particularly implausible. These include our assumption of the reality of social atomism and our beliefs relating to the possibility of autonomy. Given the implausibility of these two assumptionsRead MoreKant: Grounding for Metaphysics and Morals2304 Words   |  10 PagesGrounding for Metaphysics and Morals Immanuel Kant states that the only thing in this world that is â€Å"good without qualification† is the good will. He states the attributes of character such as intelligence, wit, and judgment are considered good but can be used for the wrong reasons. Kant also states that the attributes of good fortune such as health, power, riches, honor, that provide one happiness can also be used in the wrong way (7). In order to understand Kant’s view of moral rightness, oneRead MoreAn Outline of Kants Foundations of Metaphysics of Morals1404 Words   |  6 Pagesfoundation of the metaphysics of morals is a critical examination of a pure practical reason. The present foundations is the search for and establishment of the supreme principle of morality. Method: analytically from common knowledge to the determination of its supreme principle; then , synthetically from the examination of this principle and its sources back to common knowledge. Division: 1. the common rational knowledge of morals - the philosophical rational knowledge of morals 2. the popular

Entry of Drones in Construction Industry Free Samples to Students

Question: Discuss about the Drones in Construction Industry. Answer: Introduction: Linear Project: the activities which have monotonous nature of work over a long extend of land with two parallel sides of work running along the way like water pipeline, railroad, streets and so on are known as Linear Project. While booking for straight tasks, we have to utilize same resources at various chainages from one action to other as indicated by the accessibility of statutory clearances and movement groupings. Generally spreadsheets are utilized to plan and ascertain other required data (ScienceDirect, 2011). Direct undertakings are of two sorts, one is flat (as talked about above) and the other vertical where the same dreary work is completing in multi storied structures with floor shrewd same monotonous exercises. Time Chainage Diagram: is a drawing technique used for planning and tracking of development activities with straight in nature. This graph is set up by utilizing time area strategy set up of straight line Gantt charts (TimeChainage, 2017). Notwithstanding time and movement arrangement like Gantt chart, data with respect to area or chainage is additionally given to give additional angles to the timetable. We ordinarily track extensive direct framework projects like expressways, railroads, pipelines and so forth utilizing time chainage outline. The sample sketch is attached below. Viaduct option 4, Length=1920 m, 24 m span of viaduct segments, 9 m pier height and 30 m depth boring piling. Assumptions Calculation back-up: Start date of project is 1st January 2020, major activities are site establishment, preparing casting yard, construction plant (weigh batching), boring piling, erection of pre-cast piers sections and finally viaduct segment launching. Total number of viaduct segments are (1920 24) = 80 Nos. Piers = 80 +1 = 81 Nos. To construct the above piers, 8 sets (boring piling + lifting cranes) of equipment are deployed so that 8 parallel fronts can be attacked at a time. Construction Method Statement (Australia. UrbanGrowth NSW Development Corporation, 2008) Scope: this bit of arrangement might cover the Construction Method Statement expressing the means taken to build viaduct of 1920 Mtr length having viaduct portion of 24 Mtr. length with 9 Mtr. high Pier upheld on 30 Mtr. deep piling. General approach and Construction Time: the general approach is expressed in figure 2 which in the wake of plotting in Time Chainage Diagram the general most limited time turned out is 44 weeks from 1-January-2020. That is Project Finish Date is 03-November-2020. Development Site and Access: to avoid any kind of water ingression, the site office, yard and plant is located above the flood plain altitude just adjacent to Chainage 0. The site office is located touching the site to provide quick access and increase efficiency (refer figure 2). Development of Viaduct: the strategies used to build the viaduct are conventional beginning from heaping to wharf top, the dock and the viaduct sections are pre-threw. The new innovation utilized as a part of this venture is the mammoth SLI900. Hazard in using SLI900: it has given a distinct advantage in the development time of viaduct fragments. In the meantime it has many dangers as well. That too as a result of timetable necessity the entire erection stage is falling in wet climate due to which I considered day for erection of every viaduct fragment (refer figure. 2). It has tremendous danger of tumbling from tallness which can have huge effect on venture calendar and cost. 500 T crane for the erection of Pre-Cast piers: the cranes are especially useful to erect the substantial weight. The primary hazard included is the toppling of crane because of wet ground condition, toppling over due to over stacking. These mischances can even have huge effect on calendar and cost of the venture. Any venture or expansive development work like PIB, needed to go through couple of ventures as a piece of venture administration handle like planning, monitoring, tracking, controlling, forecasting and again planning. Different real ware things which predominantly controls the entire timetable of the development of vast railroad lines like PIB venture are earthwork, crushed rock, ballast stockpile, sleepers, rails and construction of bridges or viaducts as least, other may like incorporating item like electrical CI framework. All the above items can be followed using EVM (Earned Value Management) according to which we initially build up the (PV) according to the calendar of advance of movement the amounts are circulated or the other way around. After PV is finished as a major aspect of venture pattern, we begin the following. In which the real site advance information are contrasted and PV. The rate of work finished as for the degree amount is the earned work (EV) and the cost brought about to accomplish the EV is called as actual expenditure (AC). Presently whether the venture is ahead or behind the timetable or cost can be ascertained by utilizing the underneath equation: On the off chance that SPI is under 1, implies the calendar is behind target and can't accomplish in planned time too if CPI is under 1, it implies the cost is overwhelm and can't finish the venture in planned cost. Commodity Planning: should be possible by plotting the amounts over timeframe as demonstrated as follows, where couple of different items is additionally appeared as chart. Presently, once the arranging is done, i.e. PV is acquired, and afterward advance at site should be observed utilizing above talked about Earned Value Technique and taking after chart can be gotten Project tracking using UAVs or Drones: Its flying robot which can be dealt with remote and the flight is controlled through programming installed in structures with GPS. These are moving the methodology advancement tries doing their occupation. Clients are using camera mounted UAV to screen Contractor's improvement works out. Meanders help in obtaining consistent figures and status of the improvement field. Robots may moreover help in perceiving possible hazards or quality issues close by other significant data in an unclear incite and cost-operator way. These are progressively valuable as the traverse of advancement site increases (ConcreteCivil, 2017). UAV or Drone helps in driving assessing and checking the status of establishment errands like railways. It helps in reviving the status report impressively less requesting and speedier of any advancing railroad wanders and the field activities could be seen from office itself. Amassing of data using meanders in railroad broaden has upgraded the straightforwardness and nature of data gathering, as barriers are straight as per a couple of kilometers robots can be especially useful, even the affecting / blasting of rocks and its territory Management can be taken after and kept as chronicle for further charging or documentation reason, threat of going out to screen some perilous site conditions can be avoided by particularly collecting the right present data and ensuing to separating easing arrangement be done well before going physically at site, amounts of adjust stockpiles dumped Vs. used can be checked more accurately, after the adjust spreading the successors like sleeper setting and rail laying can in like manner be watched pictorially. Long lead item: is the hardware or other venture related things, which are having substantial assembling time as are requested at the absolute starting point phase of the venture. These are high weightage esteem things of the venture. Original Equipment Manufacturers (OEMs): the degree of work of OEMs need to harden and discussed a long time before the understanding is done and after the conclusion the OEMs must be taken after minutely. As an issue of first significance before the demand is closed, their shop visit must be done by senior authorities to get the vibe of its capacity of era and the status of pre-booking to decline over-loading of shippers since it may influence the movement. At general interval the propel review social events ought to be driven between the top organizations of both the relationship to decide any unpredictable issue and get the vibe of the status of progress by OEMs. By conducting above strategies, we can have close check on their delivery dates or reasons behind any probable delay. References: Australia. UrbanGrowth NSW Development Corporation (2008). Appendix D Construction Method Statement. [Online]. Available at: https://www.ugdc.nsw.gov.au/sites/default/files/file_root/PDFs/Precincts/Redfern_Waterloo/North_eveleigh_bridge/Appendicies/Appendix%20D%20Construction%20Method%20Statement.pdf (Accessed 22 May 2017). Brienza R., Hildreth J. (2007). Tracking Project Commodities for Progress Control. [Online]. Available at: https://www.virginiadot.org/business/resources/const/0709_commodity_tracking.pdf (Accessed 22 May 2017). ConcreteCivil (2017). Entry of Drones in Construction Industry: Changing the Way. [Online]. Available at: https://concretecivil.com/entry-of-drones-in-construction-industry-changing-the-way/ (Accessed 22 May 2017). Linearproject (2016). Project Management with Time Location Diagram. [Online]. Available at: https://www.linearproject.com/tilos_overview.html (Available 22 May 2017). ScienceDirect (2011). Linear projects scheduling using spreadsheets features. [Online]. Available at: https://www.sciencedirect.com/science/article/pii/S1110016811000408 (Accessed 22 May 2017). TimeChainage (2017). Time Chainage. [Online]. Available at: https://www.timechainage.co.uk/ (Accessed 22 May 2017).

The Handmaids Tale Is A Story About Power Do You Agree Essays

The Handmaid's Tale Is A Story About Power Do You Agree? The Handmaid's Tale is a story about power Do you agree? As you read through the handmaid's tale you see the relationships of the characters develop and the fight for power, however small that glimpse of power may be. The images of power can be seen through out the novel, but there are major parts that stand out to the reader from the aunt's in the training centre to the secret meetings between the Commander and Offred. The first we see of the struggles of power between people is when the novel opens and we first see the aunts of the red centre with their electric cattle prods and their stern moral teaching and their stern looks. The aunts are given small amounts of power by the male dominated regime, like the ability to carry the cattle prods but no other weapons. No guns though, even they could not be trusted with guns. Guns were for the guards? This extract shows the us that even the Aunts with there limited power can not carry guns as the regime will not trust them with that amount of responsibility or power due to their gender, it is even remarkable that the aunts are given the little power that they have considering how the regime feels about the role of the woman in their society. This little amount of power gives the aunts the feeling that the are superior to the other women in the society it also allows them to push their views and opinions onto the handmaids that they are also entrusted to look after by the regime which from what we see they do well and try and treat the handmaids like daughters that they will punish if the women disobey any of the rules of the regime. As seen by the way they treat Moria after her first attempt to escape from the red centre. The aunts are also very confident within them selves and the position that they hold within Gilead this can be seen in chapter 43 wear the salvaging happens and one the aunts is able to control a whole group of handmaids at a blow of a whistle to kill someone. this is Atwood showing the power of the aunts at their most dangerous as they can control a group of people at blow of a whistle and therefore have total power over the handmaids and if they wanted to they may be able to turn on the male oppressors. The next example of power within the regime is when we first meet Serena Joy at the front door of the Commanders house. Serena Joy displays her power by the way she looks at Offred when she arrives and then does not move aside to let Offred into the house. This is a display of power showing that this house is Serena Joy's domain and everyone in the house must obey her and that she will not take any disobedience. Serena Joy is also able to beat her handmaid, but with out any implements, Offred tells us of how it is the wives right to beat the handmaids and yet if they kill or seriously injure them the wives can be put to death just as the handmaids or the other men can be; this can also be seen in the chapters on the salvaging as the first people who are executed are two handmaids for murdering or harming their Commanders or his family and the third person to be executed was a wife, Offred tells us that the only reason for her execution would be that she must of harmed her handmaid or her husband. For the wives there is not much power and therefore the affect of it on them is very little, the only affect is that they know they are better than the handmaids even if they have no power they know that they do not have to suffer the indignity of sleeping with a stranger and then to be looked down on by everyone with in the regime even the Marthas who are just glorified slaves to the households that they live in. The novel shows Serena

adolescence depression essays

adolescence depression essays Adolescent Depression: The Under Acknowledged Disease Depression is a disease that afflicts the human psyche in such a way that the afflicted tends to act and react abnormally toward others and themselves. Therefore it comes to no surprise to discover that adolescent depression is strongly linked to teen suicide. Adolescent suicide is now responsible for more deaths in youths aged 15 to 19 than cardiovascular disease or cancer (Blackman, 1995). Despite this increased suicide rate, depression in this age group is greatly under diagnosed and leads to serious difficulties in school, work and personal adjustment which may often continue into adulthood. How prevalent are mood disorders in children and when should an adolescent with changes in mood be considered clinically depressed? Brown (1996) has said the reason why depression is often over looked in children and adolescents is because "children are not always able to express how they feel." Sometimes the symptoms of mood disorders take on different forms in children than in adults. Adolescence is a time of emotional turmoil, mood swings, gloomy thoughts, and heightened sensitivity. It is a time of rebellion and experimentation. Blackman (1996) observed that the "challenge is to identify depressive symptomatology which may be superimposed on the backdrop of a more transient, but expected, developmental storm." Therefore, diagnosis should not lay only in the physician's hands but be associated with parents, teachers and anyone who interacts with the patient on a daily basis. Unlike adult depression, symptoms of youth depression are often masked. Instead of expressing sadness, teenagers may express boredom and irritability, or may choose to engage in risky behaviors (Oster & Montgomery, 1996). Mood dis orders are often accompanied by other psychological problems such as anxiety (Oster & Montgomery, 1996), eating disorders (Lasko et al., 1996), hyperactivity (Blackman, 1995...

English Tips for Job Interview Questions and Answers

English Tips for Job Interview Questions and Answers Congratulations! You have applied for a job and now you are getting ready for that important job interview. Use this page to make sure your English makes a great impression, in addition to your skills. Opening Questions When you walk in the room the very first impression you make on the interviewer is key. It is important that you introduce yourself, shake hands, and be friendly. To begin the interview, its common to engage in some small talk: How are you today?Did you have any trouble finding us?What do you think of the weather lately? Take advantage of these questions to help you relax: Human resources director: How are you today?Interviewee: Im fine. Thank you for asking me in today.Human resources director: My pleasure. Hows the weather outside?Interviewee: Its raining, but I brought my umbrella.Human resources director: Good thinking! As this example dialog shows, its important to keep your answers short and to the point. These type of questions are known as ice-breakers because they will help you relax. Strengths and Weaknesses You can expect to be asked about your strengths and weaknesses during a job interview. Its a good idea to use strong adjectives to make a good impression.  Use these adjectives to describe yourself by talking about your strengths.   accurate -  Im an accurate bookkeeper.active -  Im active in two volunteer groups.adaptable -  Im quite adaptable and happy to work in teams or on my own.adept -  Im adept at identifying customer service issues.broad-minded -  Im proud of my broad-minded approach to problems.competent -  Im a competent office suite user.conscientious -  Im efficient and conscientious about paying attention to detail.creative -  Im quite creative and have come up with a number of marketing campaigns.dependable -  Id describe myself as a dependable team player.determined -  Im a determined problem solver who wont rest until weve come up with a solution.diplomatic -  Ive been called in to mediate as Im quite diplomatic.efficient -  I always take the most efficient approach possible.enthusiastic -  Im an enthusiastic team player.experienced -  Im an experienced C programmer.fair -  I have a fair understanding of programming languages.firm -  I have a firm grasp on the comp lexities facing us.innovative -  Ive often been complimented on my innovative approach to shipping challenges. logical -  Im quite logical by nature.loyal -  Youll find that Im a loyal employee.mature -  I have a mature understanding of the market.motivated -  Im motivated by people who love to get things done.objective -  Ive often been asked for my objective views.outgoing -  People say Im an outgoing person whos very personable.personable -  My personable nature helps me get along with everyone.positive -  I take a positive approach to problem-solving.practical -  I always look for the most practical solution.productive -  I pride myself on how productive I am.reliable -  Youll find that Im a reliable team player.resourceful -  You might be surprised by how resourceful I can be.self-disciplined -  Ive often been complimented on how self-disciplined I remain in difficult situations.sensitive -  I do my best to be sensitive to others needs.trustworthy -  I was so trustworthy that I was asked to deposit company funds. Make sure to always have an example ready as an interviewer might like  more details: Human resources director: What do you consider your greatest strengths?Interviewee: Im a determined problem solver. In fact, you might call me a trouble-shooter.Human resources director: Could you give me an example?Interviewee: Certainly. A few years ago, we were experiencing difficulties with our customer database. Tech-support was having difficulties finding the problem, so I took it upon myself to dig into the problem. After two days of brushing up on some basic programming skills, I was able to identify the problem and resolve the issue. When asked to describe your weaknesses, a good strategy is to select weaknesses that you can overcome by a specific action. Once youve described your weakness, state how you plan to overcome this weakness. This will demonstrate self-awareness and motivation.   Human resources director: Could you tell me about your weaknesses?Interviewee: Well, Im a little shy when first meeting people. Of course, as a salesperson, Ive had to overcome this problem. At work, I make an effort to be the first person to greet new customers to the store despite my shyness. Speaking About Experience,  Responsibilities Making a good impression when speaking about your past work experience is the most important part of any job interview.  Use these verbs to specifically describe responsibilities at work. As with  speaking about your greatest strengths, youll need to have specific examples ready when asked for further details. act -  Ive acted in a number of roles in my current position.accomplish -  It took only three months to accomplish all our goals.adapt -  I can to adapt to any circumstance.administer -  Ive administered accounts for a wide range of clients.advise -  Ive advised management on a wide range of issues.allocate -  I allocated resources across three branches.analyze -  I spent three months analyzing our  strengths and weaknesses.arbitrate -  Ive been asked to arbitrate between colleagues on a number of occasions.arrange -  Ive arranged shipments to four continents.assist -  Ive assisted management on a wide range of issues.attain -  I attained the highest levels of certification.built -  I built out two new branches for my company.carry out -  I was responsible for carrying out managements decision.catalog -  I helped develop a database to catalog our clients needs.collaborate -  Ive collaborated with a wide range of clients.conceive -  I helped conceive of a  new marketing approach.conduct -  I conducted four marketing surveys. consult -  Ive consulted on a wide range of projects.contract -  Ive contracted with third parties for our company.cooperate -  Im a team player and love to cooperate.coordinate -  As project manager, Ive coordinated major projects.delegate  -  I delegated responsibilities as supervisor.develop -  We developed more than twenty applications.direct -  I directed our last marketing campaign.document -  I documented workflow processes.edit -  I edited the company newsletter.encourage -  I encouraged coworkers to think outside the box.engineer -  I helped engineer a wide range of products.evaluate -  I evaluated sales operations throughout the country.facilitate -  I facilitated communications between departments.finalize -  I finalized quarterly sales reports.formulate -  I helped formulate a new market approach.handle -  I handled foreign accounts in three languages.head -  I headed the RD department  for three years.identify -  I identified produ ction issues to streamline development.implement -  I implemented a number of software rollouts. initiate -  I initiated discussions with personnel to improve communications.inspect -  I inspected new equipment as part of quality control measures.install -  Ive installed more than two hundred air conditioners.interpreted -  I interpreted for our sales department when necessary.introduce -  Ã‚  I introduced a number of innovations.lead -  I led the regional sales team.manage -  I managed a team of ten for the past two years.  operate  -  Ive operated heavy equipment for more than five  years.  organize -  I helped organize events at four locations.presented -  I  presented at four conferences.provide -  I provided feedback to management on a regular basis.recommend -  I recommended changes to help improve workflow.recruit -  I recruited employees  from local community colleges.redesign -  I redesigned our company database.review -  I reviewed company policies on a regular basis.revise -  I revised and improved plans for company expansio n.supervise -  Ive supervised project development teams on a number of occasions. train -  Ive trained new employees. Human resources director: Lets talk about your work experience. Could you describe your current responsibilities?Interviewee: Ive taken on a number of roles in my current position. I collaborate with consultants on an ongoing basis, as well as evaluate ​the  job performance of my team members. I also handle foreign correspondence in French and German.Human resources director: Could you give me some more details about job evaluation?Interviewee: Certainly. We focus on project-based assignments. At the end of each project, I use a rubric to evaluate individual team members on key metrics for the project. My evaluation is then used as reference for future assignments. Your Turn to Ask Questions Towards the end of the interview, its common for the interviewer to ask you if you have any questions about the company. Make sure to do your homework and prepare for these questions. Its important to ask questions that show your understanding of the business rather than just simple facts about the company. Questions you might ask could include: Questions about business decisions such as why a company decided to expand into a specific market.Questions that show off your intimate understanding of the type of business.Questions about current projects, clients and products that go beyond information you might find on the companys website. Make sure to avoid any question about workplace benefits. These questions should be asked only after a job offer has been made. Choose Your Verb Tenses Well Here are some tips on verb tense usage during the interview. Remember that your education took place in the past. When describing your education use the past simple tense: I attended the University of Helsinki from 1987 to 1993.I graduated with a degree in agricultural planning.If you are currently a student, use the present continuous tense:I am currently studying at the University of New York and will graduate with a degree in Economics in the spring.I am studying English at the Borough Community College. When talking about current employment be careful to use the  present perfect  or  present perfect continuous. This signals that you are still performing these tasks at your current job: Smith and Co. have employed me for the last three years.I have been  developing intuitive software solutions for more than ten years.When talking about past employers use  past tenses  to signal that you are no longer working for that company:I was employed by Jacksons from 1989 to 1992 as a clerk.I worked as a receptionist at the Ritz while I was living in New York.

Project management---management of project organization Essay - 1

Project management---management of project organization - Essay Example The United Nations; Food and Agriculture Organization (FAO); The World Bank Group; International Committee of the Red Cross; CARE; Mercy Corps; President’s Emergency Plan for AIDS Relief (PEPFAR); Oxfam; World Vision International; Plan International; ActionAid; Doctors Without Borders; Greenpeace; World Wide Fund for Nature; ADRA; CAFOD; Save the Children International; SOS Children’s Villages. In project-oriented organizations personnel and departments are organized around individual projects. For instance, many project-oriented organizations have project managers that manage teams of personnel. These personnel are usually from different departments and have different responsibilities, but all are required to successfully implement the project. Typically, many teams operate simultaneously, but they do not have to interact with each other because each is focused on completing its own project (Cordes 2013, pg. 37). Project-oriented organizations employ structures borrowed from organizations based on functions, hierarchies, and operations. They use a matrix structure in which important organizational functions are housed in a management structure, while the work is conducted in project-based teams that have a hierarchical structure. Unlike the construction contractor, the management consulting company would have an organizational structure that is umbrella-based. This means that it includes all organizational structures that are not based around projects. It would, in summary, employ a functional model as its organizational structure, unlike the construction contractor’s matrix model. In the functional model, a manager supervises several different department heads, each of who manages one department in which specific tasks are carried out (Gibbons 2013, pg. 12). For instance, the management consulting company may have several departments for accounting, human resources,

Business law assignment Example | Topics and Well Written Essays - 750 words

Business law - Assignment Example ties can consider various alternatives without arriving at the final agreement while litigation is contentious and costly and getting back to courts will require a change of circumstances of the case. Mediation is cheaper since the parties hire a neutral mediation expert as opposed to litigation which entails two opposing attorneys and numerous court proceedings. An indictable offence is an offence that can only be tried on an indictment after preliminary hearing to determine whether the accused has a prima facie case to answer. They are the most serious offences under the criminal code and carry serious punishments such as life in correctional centres. Some facts of indictable offences include the lack of limitation on when charges can be laid with exception of treason where the limitation for trial is three years. The trials are held in Provincial courts. The police can arrest a person without a warrant of arrest. The convicted persons can only apply for pardon after ten years since conviction. Examples of such offences in Canada include murder, treason, and aggravated sexual assault (Baudouin and Linden 45). Section s16 (2) of the Act outlines the official languages and provides equality of the two languages since New Brunswick is dominated by English speaking and French speaking citizens. In this case, the government institutions and legislative organs must use the two languages. Section 28 of the Act safeguards gender equality by outlining that both males and females are guaranteed equal rights and freedoms. The section is important since it prohibits discrimination on the basis of gender. c) The plaintiff claimed both general and special damages. General damages are not assessed directly and include non-monetary losses suffered from the injuries. In this case, general damages include depression, loss of future income due to injuries, pain, disfigurement and loss of lifestyle. The special damages are directly linked to the injuries and quantifiable in

Deontological ethics Essay Example for Free

Deontological ethics Essay Deontological ethics is too rigid in its emphasis on duties, utilitarian ethics too keen to override basic human rights. Deontology and utilitarianism are both types of ethics referring to how one reacts in a certain situation. Deontology is based on following a set of duties and sticking to these duties no matter what the consequences whereas utilitarianism is based on choosing the best outcome over a short term and long term even if it means depriving people of basic human rights for example. However does this mean that deontological ethics is too rigid in its emphasis on duties and that utilitarian ethics is too keen to override basic human rights? According to a deontologist ones actions must be determined by a set of duties regardless of whether the long term consequences are good or bad. A deontologist believes in human morals and that every human has certain rights and these morals and rights should not be betrayed no matter what the cost for example sacrificing one life to save one hundred lives would be unacceptable to the deontologist despite the fact the consequences would be better overall. The biggest problem with deontology is knowing which set of duties to follow, there could be a great variation in systems between people from different backgrounds, different social classes, different religions and people from different cultures. For example a Protestant English Lord would have different morals and a different set of duties than a lower class Indian Hindu. It is very difficult to tell which set of duties, if any, is the right one. Deontologists suffer many problems when their duties seem to conflict with themselves or with other duties. One has a duty to save lives but what if in order to do this one must betray another duty for example a husbands sick wife needs life saving medicine but the husband cannot afford to buy it, should he steal the medicine in order to save his wives life or should he not betray his morals and allow his wife to die. This raises the question as to how do we tell which duty is the most important and which is the least? If the consequences o f each are to be considered then this would make it a consequentialist view and not a deontological one. Single duty conflicts cause just as many problems such as two people imminently need a heart transplant but only one organ is available, a deontologist has a duty to save lives but on this occasion only one out of the two can be saved. This is known as the doctrine of double effect and is said that since it is impossible to save both lives, ones duty to save lives has not been broken. Deontology does encounter many problems but also has a number of merits. Since deontologists refuse to betray human rights, every human is guaranteed these rights will not be broken. Deontology would also normally let justice prevail and this is a good quality indeed. According to Utilitarianism On Liberty by John Stuart Mill, mankind is under the governance of two sovereign masters one being pleasure and the other being pain and this in itself determines what we should do and what we actually do. By the principle of utility is meant that principle which approves or disapproves of every action whatsoev er, according to the tendency which it appears to have to augment or diminish the happiness of the party whose interest is in question. (J.S. Mills). According to utilitarian ethics the community at large is considered to be the party in question and so the interest of the community is the sum of the interests of the individual or the sum total of the communities pleasures against the sum total of its pains. A man may be said to be a utilitarian when his actions are determined by the consequences which will increase the total amount of pleasure throughout the parties involved or to reduce the total amount of pain throughout the same parties. J.S. Mills also claims that actions are right in proportion as they tend to promote happiness, wrong as they tend to promote the reverse of happiness The major problem with utilitarianism is the conflict it creates with ordinary morality for example sacrificing innocent lives in order to save a greater number of people. The problem with morality in this case is obvious as no one has the right to take another human life, however the long term consequences will be better as more lives are save d. Another serious problem is the difficulty in determining the consequences of a certain action. It is impossible to predict the future with this sort of accuracy and so how do we know if one action will bring better consequences than another action. This is why determining the long term consequences is a lot more difficult than the short term consequences and is another serious problem with Jeremy Benthams utilitarian theory. Utilitarianism is based on the total amount of happiness of everyone concerned, but whose happiness counts? Every human or only those with sound body and mind? It is this problem that creates extreme difficulty in determining the total amount of happiness for those concerned. J.S. Mill claims that both mental and physical pleasure counts with intellectual activities giving the most pleasure despite his godfather, Jeremy Benthams, theory claiming the opposite. However this gives rise to another problem as it is impossible to quantify happiness and so there is no way to guarantee that one action will bring a greater amount of happiness than another action. However utilitarianism is not all bad and Benthams beliefs did have some good qualities. Since utilitarianism represents the community as a whole and not just individuals it is a very selfless way of thought as a utilitarian would consider causing himself a small amount of pain in order to give everyone a large amount of happiness as worth it. Deontological and utilitarian ethics both have a lot of problems as I have shown. Deontological duties often mean that the action with the best outcome is not selected and these duties themselves often conflict with each other causing even more problems with which action should be taken. On the other hand Utilitarianism often betrays human rights and morals in order to achieve the best consequence to such an extent that betraying these rights may not even be worth it. Also consequences are very difficult to predict and often unforeseen things can happen changing the long term outcome for the worst. So I would have to agree that Deontological ethics is too rigid in its emphasis on duties and Utilitarian ethics too keen to override basic human rights.

Picasso Essay -- essays research papers

Pablo Picasso. Self-Portrait. 1907. Oil on canvas.   Ã‚  Ã‚  Ã‚  Ã‚  The formal and visual elements most utilized, recognizable, and original in Pablo Picasso’s Self-Portrait 1907 are line, texture, time, and color. As far as principals of design go, emphasis on proportion and scale of certain features makes them stand out, thus enhancing the expression of his face. I chose this artwork because the simplicity of the painting, especially the bold use of line, is appealing to the eye and looks like something I’d draw.   Ã‚  Ã‚  Ã‚  Ã‚  It appears as though Picasso started the painting with a heavy outline describing and exaggerating the shape of the head and its features, then went on to fill in the body and background. The lines outlining the eyes, cheekbones, and nose are much heavier than the lines making up the mouth. Perhaps this is because he saw himself as more the observer who expresses himself better through his art than through his words. With the eyes and nose overstated, the expression is one of curiosity and constant awareness, as well as optimism and enjoyment. Picasso makes great use of directional lines in this self portrait. His forehead slants at the same angle as his jaw and ear, collar, and lapel. His hair is combed at an angle that matches with the neck, left cheekbone and collar. His right cheekbone is a continuation of the line representing where his shirt buttons up which also matches the line of his left lapel. It looks like he...

America The Beautiful

Assignment In life, a person with morals is usually very ethical and has high values and strong religious beliefs. These people know right from wrong and prefer to do what they think is right in any given situation. This is what morality is, having the knowledge to know right from wrong. In Dry. Ben Carbon's America the Beautiful, he states that this nation, The United States of America, was founded with the concept of morality in mind. He also arrives at many notable points concerning the concept of morality inAmerican Society and History. These points include: decisions based on status, slavery, the treating of immigrants, and family values and education. When it comes to making decisions based on status, such as race, income, age, gender, I think there are some morally acceptable and immoral areas. To me, it would obviously be considered immoral to differentiate the services and privileges of a person based on their race as I believe everyone should be treated equally. Also, a per son's income should not affect the type of services he or she receives such as deiced care.In a hospital, the care given too patient should not be based on how much money they make. I do not think it would be very moral to do this. In American society, women and children are valued more than they are in any other nation. I think this is moral and necessary in America because children and women are vital to the growth of our nation. Slavery was probably the darkest point in the history of the world, especially America, which was among the last nations to abolish it. As Dry. Carson says in the kook, this is because of the economic success that it brought.Although the slave owners knew that what they were doing was morally unacceptable, they continued to use slaves for their economic gain. I think this was horrible. A person that thinks that they can own another human being and do whatever they want to them is an extremely immoral person. These people thought that the Bible gave them a â€Å"stamp of approval† because it admonishes slaves to be obedient to their masters, as Dry. Carson says. I think this was no excuse and no matter how you look at it, slavery was he most immoral time in America in my opinion.Even after we abolished slavery, America was still riddled with racism and inequality to African Americans in the form of exploiting labor by former slaves, Jim Crow laws, fatal beatings, and lynching's. Another form of immoral inequality in America that has recently been going on is the unfair treating of immigrants. When this nation was founded, it was supposed to be a welcome place to anyone who wished to become a citizen. In America, we choose to take advantage of the labor of illegal immigrants but deny them thespians.Why is it so unacceptable for these immigrants to become citizens? I think we greatly need to rethink the way we are treating these people because the reality is, as Dry. Carson says in the book, some segments of our economy would co llapse without these workers. When this nation was founded, it was founded with a strong importance put on founding fathers. As Dry. Carson said, this nation thrived because of the strong emphasis placed on traditional family values and the instruction on the difference between right and wrong.This included the use of the Bible and basic religious principles and teachings in school. In our society today, many people prefer not to follow the principles and moral teachings of the Bible and go by their own moral beliefs which do not agree with the Bible's teachings when it comes to premarital sex, homosexuality, gambling, the use of drugs, and other social aspects, but do agree with its teachings when it comes to murder, lying cheating, and theft. Many of the aspects of our society that were looked down upon in the past are normal now inAmerica. Although I believe that we should use religious morals in America, I have no problem with the direction that we are going as a nation. I do no t believe that this is a better direction for society than the past religion based moral society. However, I think we should implement many of the teachings from the Bible back into society as it provides us with a better chance for a more prosperous nation. Bibliography: Carson, Ben. America the Beautiful: Rediscovering What Made This Nation Great. Grand Rapids, MI: Sanderson, 2012. Print.

PHP vs. ASP Essay

Introduction PHP and ASP are the two best web technologies this century is to offer. In their own ways, they have created trust and market for their product and development environment. Anstey (2003) mentions that PHP belongs to a free software community and open source general purpose software which is very easy to use and correct its bugs from the community of developers around the world. ASP is a program that runs on IIS server and is a free component with windows operating system and offers various features (Argence, 2008). ASP.NET is a unified Web development platform that provides services necessary for developers to build enterprise-class Web applications. ASP.NET provides programming model and infrastructure for more secure, scalable, and stable applications. ASP.NET is a compiled, .NET based web environment developed in any .NET compatible languages like Visual Basic .NET, C#, JScript.NET, etc. Additionally, the entire .NET Framework is available to any ASP.NET application. Developers can easily access the benefits of these technologies, which include the managed common language runtime environment, type safety, inheritance, and so on. The foundation of all Web applications is that they deliver dynamic content over a protocol which by model is stateless. Most of the ASP.NET developments fall in client-server architecture programming model. Minimal points to be considered for a typical web application modeled as client-server architecture are given below. User interface and client environment (Page layout). Data verification, transfer and store. Security. Scalability, reliability and availability of the application. Optimized resource utilization and performance. Handling unpleasant instances gracefully. Navigation. Literature review PHP traces back to the development of Perl and C which emerged quite successfully as a result of the contribution of the various programmers around the globe and as a result of its being an open community. The various versions came out successfully through 1997 to 2004 where the features were added and successfully taken up to cater to the development paradigm of the large scale of internet users. ASP came handy with Windows 95 with the features of IIS server installed. It was an established standard which takes into account the various databases into consideration and is based on the COM model. The various differences among PHP and ASP make sure that all to a good extent the feature are compiled and carries enough advantage to understand the loopholes and make sure that all the various utilities are enforced well.   PHP and ASP depict large scale differences in the form of various factors like cost, integration of features, speed, platform compatibility, additional costs, base language, database connectivity and many others. Cost: As PHP is not single handedly owned by any individual or an organization it does not requires to be purchased for use. Even for the support of the backend, it uses a database technology named MySQL which is also available free of cost (DuBois, 2002). The hosting of the PHP pages into the Linux server and their deployment is quite affordable and can be done with ease. Glass (2004) mentions that ASP is synchronized with Microsoft Windows operating system and comes along with it bearing the cost of the operating system. Moreover hosting ASP pages is expensive over the internet and features like email, file uploading and other features are quite expensive at the same time. Integration with operating environments and databases: PHP makes sure that all the operating environments are taken care to its fullest capability and is compatible with Windows, UNIX, Linux, Solaris and others. Its platform dependency format makes sure that all the various compatibility with operating environments makes it quite viable in nature. PHP integrates with the databases like MySQL and others in a great fashion. ASP on the other hand is compatible with Windows only and makes sure that Microsoft oriented databases like MSSQL server would be well integrated with it. For other database platforms it requires to download various libraries and components for integration and workability (Hull, 2002). Performance: PHP is an interpreted language and make sure that the interpreted nature makes it fast for getting the customization done. The memory requirement of the PHP pages is quite optimizable and runs very fast with the greater understanding of the various features. Database connections of PHP are also quite flexible and make sure that all the various database functionality like stability, transactions, replication, triggers and stored procedures are handled quite well (Merrall, 2000). ASP on the other hand is a compiled language and the software glitches are quite often not corrected or take a long time to get it done. The compiled nature makes sure that all the various factors like throughput and response time is quite low for the hosted pages. Its exclusivity with Microsoft windows operating system makes it platform independent with regard to various hosting and access problems. Enhanced capabilities and compatibility: These include file transfer programs and utilities, compression of data, uploading of files, integration of XML an MD5, encryption techniques and email facilities are not included in ASP, even if it does it requires the support of large third party packages installed, which are very easily integrated in PHP. PHP.net (2008) mentions that complex functions like dynamic images, IMAP, SNMP, dynamic flash, PDF, native access to Oracle, Ovrimos, Postgre, Sybase, mSql, MSSQL, Ingres, Interbase and Informix databases, LDAP, and sockets and many others are easily integrated with PHP, however it would create a big problem with its integration with ASP. PHP is compatible with various web servers for its functioning however ASP requires it to be easily integrated with only IIS and PWS as explained by Pires (2005). Conclusion   Although both ASP and PHP are web server end languages for web development, it makes sure that the factors like cost, installation, performance, compatibility issues are economized to its full   extent. PHP offers the best integration of the speed and performance factors and make sure that all the various promises are met for catering to the web development (Zhang, 1999). ASP is most suitable with the Microsoft platform and makes sure that all the features are captured and managed for the various services. References Anstey, Marty (2003). PHP vs ASP. Retrieved 19, February 2008 from http://marty.anstey.ca/programming/php/articles/ Argence d Ricardo (2008). Web Hosting, PHP vs AS.P. Retrieved 18, February 2008 from http://articles.topofhosting.com/web-hosting-php-asp.php DuBois, Paul (2002). MySQL Cookbook. O’Reilly, October 2002. Glass, Michael (2004). Beginning PHP, Apache, MySQL ® Web Development. Wiley Publicizing sons. ISBN: 0-7645-5744-0. Hull, Sean (2002). PHP vs. ASP.NET Redux. Retrieved 18, February 2008 from http://www.oracle.com/technology/pub/columns/hull_php2.html Merrall, Graeme (2000). PHP/MySQL Tutorial PHP.net (2008). See: http://www.php.net/manual/en Pires, Halstatt (2005). ASP vs. PHP. Retrieved 18, February 2008 from http://www.webpronews.com/expertarticles/2005/12/22/asp-vs-php Zhang, Ying (1999). Web Database Step-by-Step Guide.

Personality and Emotional Development

Personality and Emotional Development Personal development of every child is as important as acquisition of scientific facts and learning of the basic laws of the universe. Ability of a person to apply social-emotional skills in adulthood can be considered as a positive contribution of the system of education to it. Positive social development in a wider range of social roles and responsibilities of an individual can be reached through such personal skills and capabilities as leadership, respect to others, non-abusive behavior, and ability to negotiate.Advertising We will write a custom essay sample on Personality and Emotional Development specifically for you for only $16.05 $11/page Learn More An individual should respect others, be able to negotiate over certain issues, avoid verbal and physical abuse to persuade a person or display his/her emotions or ideas, and try to succeed in all activities he/she participates in. as such, all abovementioned skills can be analyzed in complex with regard to their close connection to each other. Family environment can be as encouraging as discouraging in terms of development of social-emotional skills of children. As such, the best qualities of the family environment that can positively contribute to the development of social-emotional skills in children include the following: Encouragement of initiatives and leadership skills in children can make them be more independent and active in their activities; Respect for decisions of children as well as other adults in the family is the key quality to developing of respect and non-abusive behavior in children; Discussion of problems openly is aimed at making children not afraid of having their own ideas and making decisions in accordance with the viewpoints of other members of the family. If parents notice some changes in the behavior of their children, they should be ready to discuss it openly within the family and with the teacher. At the same time, family environment can have negative effect on development of social-emotional skills. In this respect, the qualities that can inhibit the child’s development for a range of roles and responsibilities in society include lack of respect in the family to the opinion of other members. This can be seen through prohibitions and denial of a child’s own will when parents tend to decide what is ‘better’ for their children. Existence of this quality in the family may prevent a child from obtaining such social –emotional skills as leadership and ability to negotiate because he/she is taught at home to have no personal viewpoints. On the other hand, such quality as verbal or physical abuse can prevent a child from respective adults in general and those who can resemble the one who makes the child suffer from abusing. Moreover, a child can treat abusing as a norm of behavior and use it as an argument when he/she can see no chance for peaceful negotiation. In addition, physical and verbal abuse ca n be the reason for a number of other problems in a child’s development. Classroom environment can be really encouraging for students in terms of development of their social-emotional skills that can be further applied to a wider range of roles and responsibilities. For instance, a teacher can introduce group activities so that children could practice their leadership skills and show respect in reaching an agreement while working on the assignments.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More As suggested by Slaving et al. (2003), â€Å"cooperative learning activities can be planned with groups of children at different levels who can help each other learn† (cited in Slavin, 2009, p. 46). Besides, a teacher can â€Å"create rules in the classroom that recognize positive behavior, such as co-operation, caring, helping, encouragement and support† (Elias, 2003, p. 8). At the same time, another positive quality of the classroom environment that can contribute to development of social-emotional skills is relationship between students and attitude of the teacher toward interest groups and encouraging students to make friends. Classroom environment can become the reason for problems a child encounters in terms of social-emotional development. For instance, if a teacher does not care about the relationship between classmates, children can behave in a negative manner affecting others and preventing each other from making progress. Besides, a teacher can negatively affect children in case he/she show disrespect for one of student or another teacher thus showing a vivid example. Probably, students would follow such an example and disrespecting people with no reason and abusing them verbally or physically to show them superiority would become a norm. Such theorists as Erik Erickson and Maurice Elias have contributed greatly to understanding the necessity of developing social-emotional skills of children. For instance, Erik Erickson introduced a number of virtues that can be developed in a specific age; as such, competence is one of the virtues that can be developed in the age of 6-11 years and a teacher should make sure that no child feels inferior when comparing himself/herself to other children in class. At the same time, Maurice Elias presented explanation of emotional intelligence, a concept that can be seen when people try to respect each other and negotiate to reach and agreement. References Elias, M. J. (2003). Academic and social learning. Brussels, Belgium: International Academy of Education. Web.Advertising We will write a custom essay sample on Personality and Emotional Development specifically for you for only $16.05 $11/page Learn More Slavin, R. E. (2009). Educational psychology theory and practice (9th ed.). Upper Saddle River, NJ: Pearson.

How to structure a winning executive summary for your bid

How to structure a winning executive summary for your bid How to write a winning executive summary for your bid The executive summary of your bid, tender or proposal is the most important part of the entire document. And how you structure your executive summary is key to how well it works. However well-written the rest of your bid or sales proposal is, many people will only have the time (or motivation) to read the executive summary. More than this, these readers will often be key decision-makers. This could be a problem, as often this crucial section ends up being something of an afterthought: a few paragraphs or pages that get dashed off when the author is already exhausted from writing the real proposal. And doing that could be a costly mistake. So how do you summarise a carefully argued document – which can sometimes run to dozens of pages – into a one or two page executive summary? The secret is to keep one idea in mind: Your executive summary is a journey. Your executive summary is like a miniature version of your entire bid or proposal. Like your bid or proposal, its a way of guiding your client from where they are now to where they need to be – and making it clear why they need your help in getting there. This article will walk you through each stage of this journey, so that by the end youll know how to write executive summaries that give your bid the best possible chance of winning. Situation First things first: you need to start your summary somewhere safe and non-controversial. Begin with where your prospect is now, giving a summary of their present situation. Dont be contentious – its important to begin from a place of consensus between you and your prospect. Why things must change After outlining your clients position, you need to make it clear you understand why things need to change. Ask yourself: Why did your client put this out to bid or tender in the first place? An organisation issues an ITT or RFP because they have a particular set of problems to address or important needs to be met. Now is your chance to convincingly show you really understand them and can sum them up clearly. Research is key to really nailing this part of the summary. Dont skip it. Theres no way to effectively understand how your client sees their problems without going out and learning more about them. Learn everything you can about the prospects problems as they understand them. You want to be writing about the problem in their terms, using their language, so you can show you understand the problem exactly as they do. If you or one of your colleagues knows the client (such as someone else in sales or account management), talk to them to learn more. If you have any emails where the client has talked about their problems and challenges, read them. And if you have an opportunity to talk to the client yourself, take it. What your proposed solution is Next comes your proposal. This will outline how your solution can solve the problems your prospect faces. The most important ideas to include here are win themes – the areas that youve identified as being the most important things to communicate to your client. Should you emphasise that you are the most experienced provider? The cheapest? The most secure? Do you offer an approach to the solution that will particularly resonate with your client? Use what you think they regard as most important to guide you on this: dont assume or just stress what youre proud of. When youre highlighting win themes, make sure to back them up with something concrete. To take our example proposal (below), we dont just say we take a systematic approach. Instead, we talk about how we take a systematic approach, giving specific information about our writing analysis. Reassurance Its only after youve shown a clear understanding of your prospects situation that you should offer some information about your company. You want to make it clear that youre a capable organisation who can handle the problem (and that your client isnt going to regret choosing you!). Talking about your own company earlier than this point sends the message that youd sooner talk about yourself than explain your solution to your prospect. Indeed, its a very common mistake to talk too much about your own company and not much about your client. To avoid it, try this rule of thumb: if youve mentioned your own company more than youve mentioned your client, you need to go back and check if youre really making your bid or proposal about your clients needs (and not about how great your organisation is). What it looks like in practice: example executive summary You can download an example of an executive summary and see this structure in practice here. And if youd like to see it in action on your own bids or proposals, check out our Bid, tender and sales-proposal writing course for individuals and for teams. Style But how can you condense dozens of pages into one or two? First, youll need to ensure your written style is clear and concise. Have a look at our articles on keeping it short and simple and using the active voice for more. You can also cut down on space by using bullet points, or if you have a particularly compelling graphic, you can use that too. Getting it right The executive summary is the part of your bid or proposal that most readers will read – and it could be the only part that key decision-makers look at. It can take time to distil everything down into a few pages. But get it right and youll take your reader on a simple, persuasive journey through your arguments – a journey which has the best possible chance of ending in your bid getting the thumbs up. 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Money judgment Assignment Example | Topics and Well Written Essays - 1000 words

Money judgment - Assignment Example Unless you make a will, your favourite persons may fall in problem when you will be no more in the world because the laws of intestacy suggests that your estate will not automat-you to realize easily what's the result of not making a will. Before making a will you need to be sure of the total sum of the property you have and you would like to distribute. Furthermore, you also have to know the fact among whom persons you can distribute the property by making a will. I think it's better for you to make a reciprocal will so that you and Jennifer can mirror each other in that case when one of you will die the property will go to the survivor and then to your children. There are certain elements what make a will legal. -"You should never attach anything to your Will by way of a paper clip, pin or otherwise or in any way leave any mark on it. Such marks can cause great difficulty when it comes to prove your Will in the probate registry. -You should have an idea about the tax liability on your death as many married people are quite unaware of the potential tax bill they leave to their family on the death of the second partner" (Life Insurance.com.uk., n.d.). In spite of achieving cherished effect it contains mentionable draw back from inheritance tax system, because the liability goes to inheritance tax that's why in the time of next death of the survivor, this tax will go to your join property. It has been decided in the tax year of 2006/2007 inheritance tax is not necessary to pay between the spouse. "Transfer between spouses is generally free of inheritance tax. If an individual simply leaves all their estate to their surviving spouse then the nil-rate band is effectively wasted" (Deloitte, 2007). When (Mr. Hoames) you will die having made no chargeable transfers when your survivors will not be benefited by this nil-rate band. If you leave your enter estate to Mrs Jennifer and she will set 312000 of nil rate band against her inheritance tax estate. However, this tax liability may go to the others (such as your relatives) if the total value of the property exceeds 285,00 (2006-2007). And excess value above the nil rate band up to 312000 (2008-2009) is liable to inheritance tax at 40%. This figure is called "nil rate band" HM revenue and customs: rates and allowances (HMRC (HM Revenue & Customs). (n.d.). "Alternatively, it may be possible to pass on some of the assets on first death but enable your spouse to still have financial security after your death by using your will trust" (Money Minder, 2005). You can use the nil rate band by making an effective will and in this way you can save 114,000 and control your own inheritance tax planning. I hope, you

Why do we look after children Essay Example | Topics and Well Written Essays - 3000 words

Why do we look after children - Essay Example Through their research they have show that humans, like primates, share many similar patterns and evolutionary traits with respect to parenting as a means to increase survival. Are we really that different? See Figures 2 and 3 in the appendix at the rear of the paper. Geary and Flinn (2001) assert that â€Å"at a social and behavioural level these characteristics function to allow individuals to gain access to and control of the associated resources, such as food, mates, and territory† (pp. 6-7). The main impetus that holds us from achieving this is largely dependent upon the behaviours exhibited by others of the same species. This complex nature which we call social behaviour is nothing more than the evolutionary process we, as humans, have undergone as a means to achieve this. The only difference is the complexity of the social competencies that a species possesses. As an example, both gorillas and chimpanzees social competencies have evolved so that a great portion of their sustainability lies in their ability to protect their young from other males within their respective species Regardless of the complexity of social competences, humans, as with primates, share one common goal and strategy. â€Å"The ultimate function of parental behaviour is, however, the same: to provide a social context that enables the acquisition of sociocompetitive competencies† (Geary and Flinn, 2001, p. 7). As we have evolved we have adapted to this by means of developing social groupings and ties that assist us in ensuring survival through a cooperative effort to gain the needed resources to assure our sustainability. Figure 4 in the appendices displays what Geary and Flinn demonstrate as the unique characteristics of man as we have evolved. In the following pages we will examine the question ‘why we look after children?’ through examination of the various factors, both psychologically and biologically, that have enabled us to survive as a species, perpetuate our

Personnel management-Part I Essay Example | Topics and Well Written Essays - 1000 words

Personnel management-Part I - Essay Example accordance with the changes that are continuously occurring in the business environment in order to maintain their competitiveness and ability to lead the market. The aim of this essay is to help the reader understand how to conduct training and development in an effective way. In order to yield the maximum out of the training and development program and making it effective and impactful, there are many roles a supervisor or trainer can play. These roles help the supervisor in encouraging the employees and inducing confidence and interest in them. (Reece et al, 2010). The most important role of a supervisor is that of a coach. A good coach identifies the trainee’s strengths and weaknesses in such a way that he would neither get over-confident (due to his strengths) nor too overwhelmed (due to his weaknesses). He helps the employee pin-point his skills and interests and improve accordingly. He would also suggest ways through which the employee could transform his weaknesses into his strengths, increase his productivity and prosper in his career at a faster pace creating a win-win situation for himself as well as the organization. A good trainer is also a good advisor. He keeps an eye on the employee’s shortcomings and advices accordingly without putting him down. He helps his subordinates in setting up realistic career goals that would help him as well as the organization in the long run. He would provide the employee with all the necessary information and instructions that are necessary for him to know, in order to perform his tasks more efficiently. A good supervisor evaluates his subordinates in an open and transparent manner. He is apt at giving frequent feedback but of constructive nature that is intended to boost the employee’s morale and help him develop. He restrains from useless criticism that might bring the employee’s morale down and imparts objectivity. He also plays the role of a motivator and boosts the workers’ self-confidence by

Relationship Between Motivation And Performance

Relationship Between Motivation And Performance 1) To review the literature in order to understand the relationship between staff motivation and performance (including low absenteeism, reduced staff turnover etc.),and how increased empowerment of staff can improve staff motivation(including the comparison with the relevant motivating factors). 2) To review the literature in order to identify what is considered to be good practice in terms of both empowerment and recognition and to compare this with the current practice at the Bombay Hospital THE RELATIONSHIP BETWEEN STAFF MOTIVATION AND INDIVIDUAL PERFORMANCE Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibilit