Using the Spanish Noun Vez

Vez (plural veces) is one of the most commonly used nouns of Spanish and can usually be precisely translated as occurrence, although in practice it is usually translated as time. Here are some examples of everyday usage: Mil veces te quiero, Alejandro. I love you a thousand times, Alejandro.Llegamos cuatro veces a la final. We made it four times to the final.Serà ¡ la à ºltima vez que me veas. It will be the last time you see me. Una vez is usually translated as once, although obviously it could also be translated literally as one time, and dos veces can be translated as twice or two times: Se toma una vez por dà ­a en un nivel de dosis decidido por el mà ©dico. It is taken once per day at a dosage level decided by the doctor. ¿Te has enamorado dos veces de la misma persona? Have you fallen in love with the same person twice?Sà ³lo se vive dos veces es la quinta entrega de la saga James Bond. You Only Live Twice is the fifth installment in the James Bond series. Veces can be used in making comparisons such as the following: Es una pila que dura hasta cuatro veces mà ¡s. Its a battery that lasts up to four times longer.La envidia es mil veces mà ¡s terrible que el hambre. Jealousy is a thousand times worse than hunger. Uses of Vez and Veces Vez and veces can be used in a variety of phrases. The following examples show some of the most common, although these arent the only translations possible: Alguna vez voy a ser libre. Sometime I am going to be free.El gato de Schrà ¶dinger sigue estando vivo y muerto a la vez pero en ramas diferentes del universo. Schrà ¶dingers cat was alive and dead at the same time but in different sections of the universe.A mi vez, no puedo comprender el tipo que dice que la casa es tarea de la mujer. For my part, I cant understand the type who says housework is a womans job. (Also used are phrases such as a tu vez, for your part, and a su vez, for his/her part.)Cada vez que te veo me gustas mà ¡s. Every time I see you I like you more.La actriz tolera cada vez menos la intrusià ³n en su vida. The actress is tolerating the intrusion in her life less and less.De vez en cuando es necesario perder la razà ³n. Once in a while it is necessary to be wrong.Estoy fantaseando en vez de estudiar. I am daydreaming instead of studying.A veces sueà ±o que està ¡s conmigo. Sometimes I dream that you are with me.Los baratos muchas veces salen caros. Cheap th ings often sell for a high price. ¿Por quà © el mar algunas veces se ve verde y otras veces azul? Why does the sea sometimes look green and other times blue?Habà ­a una vez una gata vivà ­a en una casita blanca. Once upon a time a cat lived in a little white house.Una vez mà ¡s Einstein tiene razà ³n. Once again, Einstein is right.La red otra vez fuera de là ­nea. The network went offline again.La felicidad se encuentra rara vez donde se busca. Happiness is rarely found where it is looked for.

Essay about Creative Writing The Rain Falls Harder In...

The Rain Falls Harder In August â€Å"Please don’t go Dad.† Ell said with tears forming at the corners of her eyes, â€Å"Please don’t†. â€Å"I’ll always be here honey, never stop trying† Ell’s father said with his last breath. The room fell silent, then the heart rate monitor let out a single droning beep. Ell’s father had gone still, and now with tears rolling down her cheeks, Ell hugged her father, â€Å"I’ll make sure of it Dad†. - 15 hours earlier - It was a biting cold, August day, where Ell Johnson, a fourteen year old student at Myers High School. It seemed like any other day, but this was special to her. Ell was never like the other kids. She would always look outside, watching the pitter patter of rain drops create puddles outside the classroom,†¦show more content†¦Ell was alarmed by the sharp tone in her voice, â€Å"Why wouldn’t she call me if it was so important† she said to herself. Ell took matters into her own hands and called her, preparing for whatever might come to her, and when the dial tone stopped ringing, she called out â€Å"Mom, what’s wrong?† She could hear sirens in the background and frantic breathing. â€Å"Mom?† she called out once more. â€Å"Ellen, get home as soon as possible†, her mother answered. At this point Ell became worried, â€Å"She never calls me Ellen†¦Ã¢â‚¬  she thought, â€Å"I’ll be there as soon as I can.† She ende d the call, and began running back to her house. Upon arrival she saw her mother in tears, â€Å"Mom!† She ran to her to see what all the commotion was about. She looked around and saw no more than her and a single cop car, â€Å"Mom, what happened?† â€Å"Come with us† a low voice spoke out. As Ell turned she saw a police officer ushering her and her mother to come with them in the police car. â€Å"What is going on!† Ell screamed in response. â€Å"We should go†, the officer repeated, showing Ell to the car once again, â€Å"We need to get to the hospital, there has been an accident involving your father.† As they arrived at the Chicago county hospital, Ell saw a stretcher with what looked like her father being wheeled inside. The trio stepped out of the police car, and ran inside after the paramedics pushing theShow MoreRelatedGoal Movie Review10720 Words   |  43 Pagesand Associate Producer Allen Hopkins. The film also stars Alessandro Nivola, Stephen Dillane, Anna Friel, Marcel Iures, Sean Pertwee, Lee Ross, Stephen Graham, Kevin Knapman, Cassandra Bell, Kieran O’Brien, Tony Plana and Miriam Colon. The talented creative team includes cinematographer Michael Barrett, editor Chris Dickens, production designer Laurence Dorman, costume designer Lindsay Pugh and composer Graeme Revell. About the Production The cinema has given audiences scores of beloved, inspiringRead MoreChapter II : Chapter Summaries12207 Words   |  49 Pagesstriking, scowling girl from the liquor store parking lot and entirely unsure of what I wanted to begin with. My eyes slid over her as I cupped a menu in my hand and struggled with the options, aware that her eyes bored into my forehead as I let my gaze fall downward. I felt so pressured by her presence that I didn’t bother to read any of the item descriptions and I answered her lamely, fidgeted in my summer suit, and slowly lost my mind right there in front of her. â€Å"Milkshake? Yeah †¦ vanilla. 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Article About the Lewis Model free essay sample

By Jacqueline McLean Jacqueline McLean FInstAM is Senior Lecturer in HRM (Human Resources Management) at Manchester Metropolitan University. She has worked with the IAM in many different roles since 1992 and is currently a Trustee. cultural awareness training. It aims to bridge the gap between diverse cultures (Dewald and Self, 2008), ensure that negative occurrences, such as culture shock, are reduced, and develop international managers and those who have interaction with other cultures to perform competently and effectively (Edwards and Rees, 2006). Research has shown that in Europe and the USA, between half and two-thirds of ? rms provide cross-cultural awareness training for their international managers (Bennett, Aston and Colquhoun, 2000). Contents of such courses include cross-cultural communication, international negotiation skills and working in cross-cultural teams. Gaining a deeper understanding of different cultures, such as those mentioned in Figure 1, can enables us to, for example: Identify similarities and differences between cultures. Cope with and adjust to differences in cultures, so that offence is not given. Identify and understand why people do what they do and behave the way they do. Work proactively with cultural differences, to produce mutually satisfying and unifying outcomes (Kumar and Chakravarthi, 2009:44; Lewis, 2007:69). Furthermore, having an appreciation of such cultures helps us to remove our cultural blinkers, overcome our sometimes negative assumptions and develop an understanding of, and an af? nity with, other cultures (polycentrism; Morrison, 2002). We are all different; globalisation and the creation of the global village have con? rmed that. The challenge for ? rms is to harness cultural differences and create and sustain competitive advantage. Culture, as we have seen, can open doors as well as close them, build bridges as well as destroy them and add value in unprecedented ways. Cross-cultural awareness is an opportunity for ? rms and associated stakeholders to adapt to life in the twenty-? rst century global village and integrate and communicate effectively with other cultures. In the words of Edward T. Hall and Mildred Reed Hall â€Å"The single greatest barrier to business success is the one created by culture†¦Ã¢â‚¬  Cross-Cultural Communication Communicating across Cultures Jacqueline McLean and Richard D. Lewis* comment on the ways in which globalisation is creating a multicultural corporate landscape. Globalisation is, without doubt, carving a new, multicultural corporate landscape. Its march across the globe shows no signs of abating and it has enabled societies, both near and far, to be drawn closer together in a culturally rich and diverse global village. Citizens of this village are working, communicating and interacting with each other and each others’ culture and conducting business together in ways they have never experienced before (Liu and Lee, 2008). This poses its own challenges for managers, who not only have to manage global and local business operations, but also an increasingly multicultural workforce, which possesses multiple perspectives of reality, varying levels of knowledge, education and experience and who are the product of societal norms, values and personal belief systems. If not properly managed, such cultural differences have, according to Hall (1995:21), the potential to â€Å"ruin a partnership that otherwise makes perfect sense† and lead to â€Å"management frustration, costly misunderstandings and even business failures† (Hoeklin, 1995:ix). This lends more credence not only to the effective management of multiple cultures, but also to awareness and understanding of culture, how it makes us who we are, what we are and why we behave the way we do. Importantly, within this management context, managers must also know how best to communicate with individuals, and global business partners, on a cross-cultural basis. The march of globalisation has turned conventional management on its head, making the management task a more dif? cult, challenging and complex one. Moreover, as many business decisions have become globalised, managers’ roles have become intertwined with issues of cultural adaptation and con? icts in communication, exacerbated by cultural diversity (Xie et al, 2008). Thus, a knowledge and understanding of how to manage crossculturally is of vital importance, to ensure that the management task is a more informed and effective one. Two key aspects of this are cross-cultural communication and cross-cultural awareness, as we shall explore later. Cross-cultural management has been de? ned by Adler (1991: 10-11) as the study of â€Å"people in organisations around the world†¦ it trains people to work in organisations with employee and client populations. It describes organisational behaviour across countries and cultures. She adds â€Å"†¦importantly, it seeks to understand and improve the interaction of co-workers, clients and†¦partners from different countries and cultures†¦ it expands domestic management to encompass international and multicultural spheres. † As Soderberg and Holden (2002) 30 manager summer 2010 point out, cross-cultural management is often referred to as the tactic for dealing with cultural differences w hich have, in the past, become synonymous with friction, con? ict and miscommunication. Experience is no defence either. Firms who operate internationally, and managers who are experienced or maybe even quali? ed in international business, are by no means immune from the scourge of misperception, misjudgement and mistakes in managing the intricacies of cultural relationships with stakeholders, customers and suppliers (ibid). If managers and their ? rms do not effectively promote organisation-wide empathy with, and sensitivity to, cross-cultural issues, it may potentially have a catastrophically-negative effect on people’s ability to communicate with each other and, ultimately, the ? m’s reputation and success, both at home and internationally (Harris and Moran, 1979). Cultural diversity is a phenomenon in its own right and is interwoven with a rich tapestry that, if explored and exploited, could yield ? rms incalculable and tangible bene? ts and generate a source of competitive advantage (Hoeklin, 1995) in this geoknowledge economy. Culture can be de? ned as a â€Å"†¦ system of ass umptions, values and norms transmitted by socialisation to the next generation†¦ it is seen as something members of the community have or belong to† (Soderberg and Holden, 2002:108). In essence, people from different cultural backgrounds share the same basic concepts, such as symbols, customs and traditions – but they view and interpret them from a multiplicity of different lenses and perspectives. This leads them to behave in particular ways, which others from different cultures may feel are peculiar, alien, or even contrary to the way they behave, according to their own belief systems, values and norms. This provides a further challenge to managers to develop a working knowledge of their own, as well as others’, asic cultural traits. Such a policy would minimise or prevent the occurrence of, for example, culture shock, particularly in situations where expatriates undertake international assignments in countries with which they are unfamiliar. We have to accept that globalisation is here to stay. So, in that respect, ? rms have an opportunity to capitalise upon the diverse knowledge, values and experience of a multicultural workforce (Dupriez, 2000 ) and view cultural diversity as a resource and opportunity, rather than as a threat (Schneider and Barsoux, 1997). One of the most important skills of a manager is the ability to communicate effectively with others. It is a reality that many of today’s managers engage with a multicultural workforce, work in or lead cross-cultural teams (either face-to-face or virtually) and engage in simple or complex negotiations with other international business leaders. Thus, a working knowledge of cross-cultural communication ensures that individuals can live and work in a multiethnic, multilingual and multi-disciplinary society (Kumar and Chakravarthi, 2009). As a concept, cross-cultural communication focuses on how people from diverse cultural backgrounds communicate with each other, both verbally and non-verbally, including nuances in language (Wells and Spinks, 1994). Developing a knowledge of how individuals communicate and interact across cultures is important, as culture underpins communication and in? uences who individuals talk to, what is discussed between them and the success or otherwise of the communication process. Importantly, our communicated behaviours are largely in? enced by the culture or country in which we have been brought up (Zhang and Zhou, 2008). The Lewis Cultural Types Model *Richard D. Lewis is one of the world’s leading experts on cross-cultural communication and is Chairman of Richard Lewis Communications, an international institute of cross-cultural communication and language training, with of? ces in more than twelve countries. He lectures and consults worldwide with clients that include The World Ba nk, Nokia, Rolls Royce and Unilever. He is author of many classic works in cross-cultural communication, including ‘The Cultural Imperative’. Adler, N. (1991). International Dimensions of Organisational Behaviour, PWS-Kent Publishing Company, Boston Bennett, R. , Aston, A. and Colquhoun, T. (2000). High impact training: Forging leaders in the global frontier, Human Resource Management, 39, 2 3, pp 173-84 Dewald, B. and Self, J. T. (2008). Cross-cultural training for expatriate hotel managers: An exploratory study, International Journal of Hospitality and Tourism Administration, Vol 9(4), pp 352-364 Dupriez, P. (2000). ‘Culture et management: un vieux couple, pour le mieux et pour le pire’, in P. Dupriez and S. Simons (eds) La resistance culturelle: fondements, applications et implications du management intercultural, De Boeck and Larcier, Brussels Edwards, T. and Rees, C. (2006). International Human Resource Management: Globalization, National Systems and Multinational Companies, Financial Times/ Prentice Hall Hall, W. (1995). Managing Cultures: Making Strategic Relationships Work, John Wiley and Sons, Chichester Harris, P. R. and Moran, R. T. (1996). Managing Cultural Differences: Leadership Strategies for a New World of Business, Gulf Publishing, Houston Hoeklin, L. 1995). Managing Cultural Differences: Strategies for Competitive Advantage, Addison Wesley, London Kumar, M. and Chakravarthi, K. (2009). Cross-cultural communication, The Icfai University Journal of Soft Skills, Vol III, No 2, pp 43-47 Lewis, R. D. (2007). The Cultural Imperative: Global Trends in the 21st Century, Nicholas Brealey Publishing, London Liu, C. H. and Lee, H. W. (2008). Cross-cultural communication, Review of B usiness Research, Vol 8, No 6, pp 138-142 Morrison, J. (2002). The International Business Environment, Palgrave, Hampshire Schneider, S. nd Barsoux, J. L. (1997). Managing Across Cultures, Prentice Hall, London Soderberg, A. M. and Holden, N. (2002). Rethinking cross-cultural management in a globalizing business world, Vol 2 (1), pp 103-121 Wells, B. , and N. Spinks. 1994. Organisational Communication: A Strategic Approach. Dame Publications, Houston, TX. Xie, A. , Rau, P. L. P, Tseng, Y. Su, H. and Zhao, C. (2008). Cross-cultural in? uence on communication effectiveness and user interface design, International Journal of Intercultural Relations, 33, pp 11-20 Zhang, T. and Zhou, H. (2008). The signi? ance of cross-cultural communication in international business negotiation, International Journal of Business and Management, Vol 3, No 2, pp 103-109 summer 2010 manager 31 A model that can be utilised within cross-cultural communication and cultural awareness training is the Lewis Cult ural Types Model. The model categorises cultures into three main headings: linear active, multi-active and reactive, as illustrated in Figure 1. References The Impact of Cultural Diversity Cross-Cultural Management Figure 1 A brief explanation of the three categories is as follows: Linear active cultures tend to be task-oriented, highly organised planners. They prefer direct and straightforward discussions, based on reliable data and prefer to adhere to logic, rather than emotions. Multi-active cultures are emotional, loquacious and impulsive, who attach great importance to family, people, feelings and relationships. They are multi-taskers and poor followers of agendas. Reactive cultures are listeners, who rarely initiate action or discussion, preferring ? rst to listen to, and establish, the other person’s position before reacting to it, formulating their own opinion. They are very people-oriented and respectoriented. Cross-Cultural Awareness Training The growth of globalisation, and the opportunities it has created for international ? rms, has led to a proliferation of cross- Copyright of Manager: British Journal of Administrative Management is the property of Institute of Administrative Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holders express written permission. However, users may print, download, or email articles for individual use.

Nokia Organizational Structure

Executive Summary An organization is defined as an integration of processes with a single purpose; to attain the expected goal of an organization, management needs to develop and effective working organizational structure. An effective organizational structure looks into qualitative and quantitative issues of the structure were it ensures that both human resources matters and physical combination of resources have been addressed accordingly.Advertising We will write a custom essay sample on Nokia Organizational Structure specifically for you for only $16.05 $11/page Learn More Nokia is an international phone company that is currently leading in the phone segment of the electronic market in the world; the company’s organizational structure has enabled it to command the success it has attained. As time goes, the structures of the company are becoming week calling for immediate actions to be taken to retain the glory of the company. The main areas th at need to be looked into include the strategic alliances division, innovation and invention section of the company, and the organizational culture adopted by the Company. Introduction The success of an organization depends on how well physical and human resources of the organization have been organized and managed. Organizational theory emphasizes that every organization has potential to become competitive in its industry if it organizes the assets, both physical and intangible, that it has. Leaders have the role of developing an organizational structure, which is the framework of operation in the organization, effectively developed structures ensures that resources are effectively managed, customers are satisfied, human resources are well managed, and all stakeholders are satisfied with the position of the organization. An organizational structure has a total quality approach where all areas of the organization are addressed; despite this totality approach, changes in business env ironments and industries have sometimes made companies to find their strategies ineffective and irresponsive of current business policies (Wheelen Hunger, 1998). Nokia is an international phone company, with its headquarters in Finland. The company currently enjoys a market share of about 37% and aims at increasing the market share to over 40% by the end of 2011; however, the company is facing a number of strategic issues, which has made its profits and sales reduce in the recent past and overtaken by Apple Inc. products.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This report is an analysis of organizational structure of Nokia Phone Company; the report will analyze the current structure of the company and current strategic issues facing the company. Nokia is divided into four main departments where every department, also called business group, is given some mandate to undertake, the d epartments are Mobile Phones; Multimedia; Enterprise Solutions and Networks; other than the departments, the company has two horizontal departments as Technology Platforms and Customer and Market Operations. Neither the business group nor the horizontal department work independent, however they are interdependent with each other, the following chart shows the companies organizational culture: Chart 1 Each manager or departmental head is responsible for his area and is expected to work for the good of the entire firm. As strategic tool, Nokia have realized the need to have an effectively managed human capital; a company requires both physical and human resources for its operations; human resources are the greatest asset that an organization can have; without it, no business transaction can take place. It ensures that the business is run in the right way, and thus determines the current as well as the future state of the business (Bateman Snell, 2011).Advertising We will writ e a custom essay sample on Nokia Organizational Structure specifically for you for only $16.05 $11/page Learn More Nokia has a human resources management department with the role of ensuring staff needs have been addressed effectively, the department has the role of ensuring that the company has the right number of human capital at the right time at an appropriate cost. It has the mandate of planning, deploying, employing, training, retaining, and dismissal of employees. When the department is undertaking this duty, it looks into quantitative and qualitative aspects. Qualitative means the right number of employees and qualitative means employees with right skills. Managing human resources has been an ignored area in traditional business management, however with modern strategic management; managers increasingly understand that the success of their organization is highly dependent with how well they manage their human resources. When managing human resources, managers ensure that they understand the needs of the human resources and their motivations, when they are well managed, they are sources of creativity, innovations and innovation. Strategic management gurus are of the opinion that organizations that have well managed human resources have an asset over their competitors that can be used for a long time as a source of competitiveness. Nokia hires from the domestic and international market to ensure that it has the right expertise and have a diverse workforce, with such a people resource the company is able to trade effectively in the local and international markets (Taylor, 2008). Organizational structure model The large number of staffs at Nokia and different management and supervisory levels offers Nokia a tall organizational structure. The diagram below is an illustration of a tall organizational structure similar to that of Nokia. Chart 2 Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The structure is only there to ensure that there is good management and processes within the organization are well managed and controlled. Despite the company being the largest phone company in the world, the company is facing a number of strategic issues that if not addressed with immediate effect, then the company is likely to lose its competitiveness and dominance in the market; the following are the strategic issues: Creating significantly short replacement cycle Phones are long-lasting equipments and making them as so is one of value and quality assurance of Nokia, however markets are getting saturated with phones thus holding a single phone for a long period of time. When this happens, then the growth of sales is hampered and the company cannot continue with its sales. In countries like Finland, Europe and some African countries, the company’s products are seen everywhere and the markets are slowly growing. Saturation of current markets The company has its main oper ating base at Asia, North America and Europe, however these markets are becoming saturated with phones and the markets seems not to be growing. Despite the slowed growth, the markets have a number of international players selling their products in the markets. The company’s sales are not promising in the country as well as the operating costs in these countries is on the upward rise (Kaushik Cooper, 2000). Reluctance in technological innovation In the recent past, the phone industry has experienced a massive development, other companies like Apple Inc. and Samsung have pioneered however, Nokia, and it have not pioneered the development. The reluctance in the innovation has resulted to Nokia–Apple patent dispute; it has also seen the company become a technology copier (McFarland, Bloodgood and Payan, 2008) Conclusion With the current success in the international markets, Nokia should be thinking of a brand extension approach: brand extension is a marketing tool used to market products using the strength of an existing brand. It involves developing of new products, mostly related to the product already in the market, it is a method of widening of the range of products (or services), by riding in the strength of an existing brand. It is a method of optimal brand strength by creating additional sales. It is also a form of increasing Brand Equity. Brand extension is strategic and should b e timely; when over done it ends to diluting of a brand. The company should be on the high note to have other electronic commodities that can drive the market; the new products that the company can develop include television sets, Radios, laptops, and music equipments. The new products are likely to b ea driving force for the company; Apple Inc. with the invention and invention of IPods and I-phones the company was able to control a niche market; a diversion from its main line of business that was desktops and computer software development. References Bateman, T. S., Snell, S. A. (2011). Management: Leading collaborating in a competitive world. New York: McGraw-Hill Irwin Ketchen Jr., G., Hult, T.M. (2006). Bridging organization theory and supply chain management: The case of best value supply chains. Journal of Operations Management, 25(2), 573-580. McFarland, R., Bloodgood, J. and Payan, J.(2008). Supply Chain Contagion. Journal of Marketing, 72(2), 63-79. Taylor, G.(2008). Lean Six Sigma Service Excellence: A Guide to Green Belt Certification and Bottom Line Improvement. New York: Ross Publishing. Wheelen, L., Hunger, J. (1998). Strategic Management and Business Policy: Entering 21st Century Global Society. Massachusetts: Addison Wesley This essay on Nokia Organizational Structure was written and submitted by user Landry Barton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Toni Cade Bambaras The Lesson Essays - The Lesson, Toni Cade Bambara

Toni Cade Bambara's The Lesson Essay on The Lesson by Toni Cade Bambara Toni Cade Bambara's The Lesson is a very well written piece of history. This is a story from yesterday, when Harlem children didn't have good education or the money to spring for it. Bambara's tale tells about a little girl who doesn't really know how to take it when a good teacher finally does come along. This girl's whole life is within the poverty stricken area and she doesn't see why she must try hard. The teacher, Miss Moore, shows them what it is all about by taking them to a rich toy store, one in which a single toy costs more than year's supply of food. We immediately learn that Miss Moore is not the average Harlem teacher. She is educated herself, along with being very opinionated. The children explain that she has nappy hair and no makeup, probably signifying that she was a part of the African American movement. Miss Moore was more than arithmetic and spelling. She attempted to teach the children about life and politics as well. In a way the children were innocent before Mi ss Moore came along. They thought that everyone else old, stupid, young, or foolish- while the children were perfect. Miss Moore showed them what they truly were- and why education was so important. The first thing learned is that poverty is a way of life for these children. Although they know they are poor, it doesn't bother them because everyone there is poor. It's okay to be without when there isn't any competition. An example of this is seen when the children talk of their study areas at home. Only one of them actually have a desk and paper, and the others think nothing of it. Instead they tell her to shut up about it. The children are proud of themselves and of their life. Miss Moore finally leads the kids to the toy store. The are immediately dazzled by the toys in the windows; even declaring which ones they were gonna buy. The children seemed to know they couldn't afford the toys, but they didn't think they would be off by much. The once brave and proud and strong children we re hobbled at the door, none of which wanting to go in first. Here is the point where they get slapped in the face. Here is where they first see that they do not belong here. Eventually one of them pushes through the crowd and throws herself into the gallery of toys. They go around gazing at the different objects. Miss Moore drives the point home by leading them to the fact that one toy costs as much as their family eats in a year. In the end they feel like fighting for more than they have. One thing that pulls the reader deeply into the story is the narration. It is told through the eye's of a little Harlem girl. She thinks she is tough and mean but the reader sees she is not by reading between the lines. The best part of the narration is the voice. The lines that are read are in the dialect of the girl. This gives the voice a poetic rhythm that keeps the story flowing. With out slang the story would lose a lot of it's heart. Theater Essays

Aurora of a Dream essays

Aurora of a Dream essays Arthur Millers Death of a Salesman, has an aurora of a dream. It is an enduring play that alludes to the unconscious motivations of life. It is a genuine tragedy. This is a story of rags to riches in reverse. It is a story of failure, uphill struggles, and a dream from reality. The American Dream, which is a myth of success, models the events of the plot, the character and the situations. Death of a Salesman illustrates what most people are up against. The reader sees the situations of civilization that he lives in himself, not the situations that Willy Loman, the salesman, encounters. Willy has conversations that are inside his head, which Miller once considered to be the title of the play. The past and present weave into one. The play is set during the 1950s. During this time, Senator Joe McCarthy was responsible for a movement known as McCarthyism. Readers during this era sometimes view Millers play as an attack on capitalism. Willy unknowingly symbolizes a revolt against society. He instills this on his sons with the value he places on manual work, sports, fitness and capability to handle tools and build things. Willy was an outdoorsman and did not realize it. In Act Two,Willy talks about their house and the work he had done: All the cement, lumber, the reconstruction I put in this house! There aint a crack to be found in it any more. This explains Biffs success as a ranch hand. In the Requiem, Linda remarks, He was so wonderful with his hands. It was bred into their family to do this type of work, not to be a white-collar worker. Biff replys to his mother in the Requiem, He never knew who he was. Willy declares in Act One, A man who cant handle tools is not a man. Willy could not believe that Charlies son; Bernard who became a lawyer, would ever be successful because he lacked all t...

Sainsbury's Financial reporting Coursework Example | Topics and Well Written Essays - 1750 words

Sainsbury's Financial reporting - Coursework Example The company has a joint ownership with Lloyds Banking Group and also has joint ventures in properties with The British Land Company Plc and Land Securities Group Plc (Reuters, 2011). In financial year 2010 the main joint ventures of the Group were The Harvest Limited Partnership, BL Sainsbury Superstores Limited and Sainsbury Bank Plc. In all these ventures the company has a share of 50 percent. The Directors of the company are accountable for the preparation of Annual Report, Remuneration Report and relevant financial statements as per the applicable regulations. The financial statements of the Company and the Group are prepared in accordance with the International Financial Reporting Standards (IFRS) (J Sainsbury Plc, 2010). Analysis of accounting policies a) At the end of each financial year and also in the event of any impairment indication, there is a review of the carrying value of the tangible and intangible assets by the Group to identify any impairment losses. If such indica tion is revealed then the recoverable value of the asset is calculated to determine the amount of impairment loss. If the cash flows from the assets are not independent of the other assets the Group determines the recoverable amount of the cash-generating-unit (CGU). When there exists objective evidence regarding impairment loss on receivables and loans, then the carrying amount of the financial assets is reduced to the present value of the anticipated future cash flows which is obtained by discounting the financial asset using the original effective rate of interest. For 2010 the total impairment shown in the books of the company is ?23 million. This has been with respect to assets like land & buildings and fixtures &equipments. The depreciation on the assets is provided on the basis of straight line method based on the bases of 50 years or term of the lease in the case of leasehold properties and freehold building and period of 3 to 15 years for fixtures & equipments and vehicles. Good-will is shown as an asset in the balance sheet of the Group in the respective period. It is tested annually for impairment and in the event of an indication of impairment the value of good-will is carried forward at cost minus accumulated losses on impairment. The losses on impairment are shown in the income statement in the year in which it occurs. The impairment loss in respect of the â€Å"equity instruments are not reversed†. If in a following period there is a rise in the fair value of the debt instrument classified as â€Å"available for sale† and this rise can be attributed to the happening of an event, after such loss has been shown in the income statement, then it is reversed through the company’s income statement. As per IAS 36 relating to ‘Impairment of Assets’ for impairment testing each store is treated by the Group as a CGU (cash generating unit). Tesco Plc also applies the same accounting policy for the impairment losses. Like S ainsbury the tangible assets of Tesco such as plant & equipment and property are reviewed as per IAS 36 if indications are found that the carrying amount of the asset may not be realised (Tesco, 2010). b) Sainsbury reported â€Å"Derivative financial instruments† of ?20 million in its balance sheet. The business activities of the Group make it vulnerable to financial risks that may arise in the case of exchange rate fluctuations and adverse movement in the interest rates. These risks are managed by the company using derivative instruments

Gametogenesis Essay Example | Topics and Well Written Essays - 1000 words

Gametogenesis - Essay Example In the early stage of embryonic development, groups of cells become committed to differentiate into various cell types such as liver cells, nerve cells and muscle cells. One group of cells becomes committed to form the germ cell line, cells that eventually develop into eggs if the embryo is female or sperm if the embryo is male. These are the only cells that undergo meiosis. These committed cells, primordial germ cells increase in number through mitotic cell division. Later, they divide meiotically to produce mature sperm or eggs. The process of forming mature eggs is called oogenesis (Aberts et al, 2002; Snustad and Simmons, 2002). The primordial germ cells that migrate to the developing ovary during early embryogenesis become oogonia. They multiply rapidly, undergoing several rounds of mitotic cell division and eventually differentiate into primary oocytes. The primary oocytes begin meiotic cell division and complete the diplotene stage of prophase I and then division stops. They remain in this suspended prophase. During this period, the oocyte undergoes many changes that prepare it for the completion of meiosis and for fertilization. It acquires a special coat that protects the developing egg from mechanical damage and in many cases acts as a barrier to sperm from other species. Just beneath the membrane cortical granules develop that alter the egg coat so that only a single sperm fertilizes an egg. In addition, the primary oocyte accumulates large quantities of nutrients and other molecules that nourish the early embryo and coordinate as well as direct its early development. With the attainment of sexual mat urity, the next stage of oocyte development occurs, triggered by hormones. The oocyte completes meiosis I and two haploid nuclei are formed, each containing one member of each chromosome pair in a replicated state. But cytokines are very asymmetrical. One cell, called secondary oocyte gets virtually all the cytoplasm and is ancestral to the mature egg. The other cell, called a polar body, gets very little cytoplasm. Both of these cells , the secondary oocyte and the polar body undergo meiosis II to produce four haploid nuclei. Again cytokinesis is asymmetrical: Meiosis II in the secondary oocyte produces one large cell, the ovum, or egg, which has virtually all the cytoplasm and a small polar body with very little cytoplasm. Thus, of the four meiotic products, only one forms the mature egg. the polar bodies, which are small with little cytoplasm to support their metabolism, eventually degenerate (Aberts et al, 2002; Snustad and Simmons, 2002). Oogenesis occur in the ovaries of the f emale. Each primary oocyte is surrounded by a spherical cluster of cells in a cavity or sac called the primary or Graafian follicle. In response to hormone signals, the primary oocyte completes meiosis I to become a secondary oocyte. the follicle then ruptures, releasing the secondary oocyte into the oviduct, where it begin the second meiotic division. in humans, the oviduct is called the Fallopian tube. the release of the secondary oocyte from the Graafian follicle is called ovulation (Aberts et al, 2002; Snustad and Simmons, 2002). As the secondary ooc

Critically discuss the law governing unilateral mistake in relation to Essay

Critically discuss the law governing unilateral mistake in relation to the identity of the other contracting party - Essay Example Lindsay & Co knew of a business named as 'Blenkiron & Co', and knew them to be reputable and residing at the address represented. Under this guise, and the rogue's signing of his letters as 'Blenkiron & Co', Lindsay & Co sold the rogue a large order of handkerchiefs. Blenkarn then sold the goods - 250 dozen linen handkerchiefs - to an innocent third party, Cundy. Cundy sued Lindsay & Co for conversion of the goods. The lower court held that Lindsay could not recover the handkerchiefs from Cundy. Blackburn J,. They reasoned: â€Å"The rule of law has been thoroughly established—the cases are numerous, and I need not cite them—that where a contract is voidable on the ground of fraud, you may avoid it, so long as the goods remain in the man's hands who is guilty of the fraud, or in the hands of anybody who takes them from him with notice; but where a person has bona fide acquired an interest in the goods, you cannot, as against that person, avoid the contract. Where the g oods have come into the hands of a bona fide purchaser you cannot take them back†. The Appellate court affirmed in part and ruled that Lindsay & Co had meant to deal only with Blenkiron & Co. There could therefore had been no agreement or contract between them and the rogue. Accordingly, title did not pass to the rogue, and could not have passed to Cundy. They were forced to therefore return the goods. Where the lower court held there was a voidable contract with the rogue, the Appellate court ruled there was no contract with the defrauding party at all and therefore no third party remedy. A different result was reached in another case.iii where a similar situation occurred. Here however, the company name that the rogue used did not exist, as it did in Cundy v Lindsay. A rogue called Wallis pretended to be an imaginary firm which he called 'Hallam & Co.' and had pretentious notepaper bearing that name printed. He ordered goods from the plaintiffs by writing to them on this not epaper and they sent the goods to him. He then sold the goods to the defendant. The claim was denied. Wallis' personality could not have affected the minds of the plaintiffs - if they were willing to give credit to 'Hallam & Co.', a non-existent entity, they were willing to give it to anyone. Though there was fraud, there was no operative mistake. Therefore the contract was merely voidable for fraud, and the third party obtained good title to the goods. In Phillips v Brooks (1919] 2 KB 243) A man entered the plaintiff’s shop and asked to see some pearls and some rings. He selected pearls at the price of ?2550 and a ring at the price of ?450 He produced a cheque book and wrote out a cheque for ?3000 In signing it, he said: ‘You see who I am, I am Sir George Bullough,’ and he gave an address in St. James’s Square. The plaintiff knew that there was such a person as Sir George Bullough, and finding on reference to a directory that Sir George lived at the addre ss mentioned, he said, ‘Would you like to take the articles with you?’ to which the man replied: ‘You had better have the cheque cleared first, but I should like to take the ring as it is my wife’s birthday tomorrow,’ whereupon the plaintiff let him have the ring. The cheque was dishonoured, the person who gave it being in fact a fraudulent person named North who was subsequently convicted of obtaining the ring by false pretences. In the meantime, North, in the name of Firth, had pledged the ring with the defendants who, bona

Development of an Electronic Car

Development of an Electronic Car Group number 5 Krunal Pathak C0690657 Jayanth Siripireddy C0684870 Unnati Varma C0689270 Sagar Kaklotar C0686834 Venkateswarlu-C0691743 Vikas Rathod-C0684723 The production and use of traditional gasoline-powered cars have a huge environmental negative impact. The pollutant emissions from our cars contribute to unhealthy air and are the major cause of global warming by trapping solar energy in the atmosphere. In addition, these vehicles affect the environment by creating noise, which can disturb work, relaxing and sleeping. In this context, electric vehicles represent the future they can be powered by electric energy produced from many different sources and dont have a combustion engine that burns gasoline and produces CO2. Tesla Motors company was founded with the mission of accelerating the worlds transition to sustainable energy. The companys main purpose is to prove that electric cars can be better than powered-gasoline cars. Tesla Model-S projects objective is to develop a premium electric sedan vehicle that competes with brands like BWM, Mercedes, and Audi. The Model-S should prove that an electric car can have, at the same time, electric powertrain, attractive design, and high performance. This project follows Tesla Motors business plan to expand downmarket from the high-performance Tesla Roadster sports car. Total project planning will be divided into 9 subsidiary plans, as detailed below. This planning will be initiated on October 24th, 2016, and its expected to finish on March 03rd, 2019. The total budget allocated for covering all planning activities is $ 30,000,000. Â   Â   Â   Tesla model-S Interior 17 inch touch screen is the most attractive feature tesla is including in Model-S car(contract administration build below for the touch screen procurement) CONTRACT SUMMARY: Contract awarded based on the following: Comparison of outsourced cost and in-house course Compulsory requirements Financial documents for vendor Experience and general qualifications Technical qualifications for past performance Quality Cost Vendor ability to provide all items on required date Contract Name Firm Fixed price All the items that are procured for the project will be under FFP (FRIM FIXED PRICE). For each item to be procured concerned person is responsible for making the purchase per the FFP contract type since the manager has a limited budget we are adopting FFP contract type now the seller is responsible for product submission within the limit of time and cost. The manager must ensure the correct scope of product achieved or not. Start and Finish Dates March 2017 to December 2017 Contract Value $1,000,000 Owners / Key Representatives Nominated contact Role Sagar kaklotar Procurement manager Kunal Pathak Project manager Supplier details Infosys Contract Objectives Item/Service Justification Category Needed By Software for 17-inch screen Software needs highly skilled labors, servers, and equipment that we dont have it. Software January 2018 The manager must identify the risk involves in the procurement of the product or service. for each identified risk the manager should make a mitigation plan by taking the expert legal judgment and make a proper documentation of each identified risk add it to risk management log. This project involves multiple contracts so the manager should do check for interdependencies of activities so one risk response plan might not trigger the other risk. Contract and Supplier Management Plan: Contract Name: Firm Fixed price Contract No: 11 Contract Manager: Jayanth Siripereddy Legend: CM Contract Manager PD Procurement Department RM Risk Management Department Con Contractor Pre-Commencement Stage Actions Who Completed Yes No Date Completed Comment 1. Contract Documents Prepare and send letter of acceptance Procurement department yes 17/01/2017 Once the bidder is confirmed send the formal letter of acceptance, and invite them for negotiations. Prepare contract documents and arrange signing and sealing Procurement department yes 20/01/2017 Awarded contract firm fixed price to the Infosys, and explained more about contract and claims Read and understand both specification and terms and conditions of contract Contract manager Yes 22/01/2017 Held a meeting with Infosys business analyst, explained each other term and conditions of contract and project requirements. 2. Transition Plan Prioritize all transition activities and confirm timeframes and milestones with all parties Contract manager Yes 23/01/2017 List of activities and time frames mention in the procurement management plan given to the contractors. Involve and communicate with all relevant parties as per nominated transition activities Contract manager Yes 24/01/2017 Procurement department contract manager, project manager, and Infosys must follow the given communication management plan. 3. Contract Management Plan [CMP] Prepare CMP, sign off and file Contract manager Yes 29/01/2017 Contract management plan prepared by the project manager signed off by the Infosys Inc. 4. Insurance Obtain all required Insurance Certificates. Procurement department Yes 31/01/2017 For the identified risk, insurance obtained from TD bank per the budget. 5. Security / Retention Obtain updated Irrevocable Bank Guarantees for amounts as per tender document Contract manager Yes 02/02/2107 A bank guarantee obtained from the Infosys in the case of irrevocable payment due. Confirm retention amounts and set up in payment schedules Contract manager Yes 04/02/2017 All payment schedules and retention amount details documented in the procurement management plan and signed off by Infosys 6. Key Performance Indicators [KPIs] Develop auditing system using KPIs and measuring matrix Contract manager yes 05/02/2017 Auditing dates are planned and updated to the quality management plan, manager should commence them on date without delay Ensure staff are familiar with system and auditing process Contract Manager Yes 06/02/2017 Auditing date and systems clearly explained to the technical staff working on touch screen activity 7. Risk Assessment Plan Use risk management system to develop a contingency plan based on nominated and other risks Contract Manager/Risk Manager yes 17/02/2017 For all the nominated and identified risks, contingency plan and risk response strategies were prepared and updated the risk management plan. Ex: The main risk for touch screen task is end user bugs, hiring automation tester is the contingency plan for this. 8.Contract Meeting Facilitate a contract management meeting to discuss all pre-commencement requirements Contract Manager/ Business analyst (Infosys) yes 22/02/2017 Facilitated a pre-commencement meeting and handed over all risk, quality, scope and contract document. Future meeting schedule also submitted. Ensured the contract is beginning on time Document all agreed outcomes of the contract management meeting Contract Manager/ Business analyst (Infosys) Yes 26/02/2017 After meeting facilitated on 22nd February BA gone through all the documents Tesla produced and agreed on 26/02/2017. Post Contract Commencement Stage Actions Who Completed Yes No Planned Date Comment 1. Contractor Performance Audit Forward copy of audit results to Contractor and record any non-conformances Contract Manager No 04/04/2017 The audit will be performed by Teslas audit committee to confirm that all the standards procedure agrees on followed and the result of it will be sent to Infosys. Notify Risk Dept. of any breaches and determine appropriate actions Contract Manager/ Risk Management Department No 01/05/2017 During the audit, if any new risk identified or any breach of the agreed terms in contract found, it must be communicated to risk department. Meet with contractor to discuss non-conformances and agree on remedial actions Contract Manager/ Risk Management Department No 04/05/2017 All the deficiencies and defects found must be discussed with Infosys to agree on to fix the issues found in software. 2.Contract Meetings Prepare agenda and forward invitation and agenda to contractor Contract Manager No 06/06/2017 Contract manager should be prepared the agenda of the meeting and must inform Infosys with the invitation. Record minutes of meetings including any subsequent actions to be carried by either party Contract Manager No 26/08/2017 If any actions required by Tesla or Infosys, it should be recorded in the minutes of meetings. Forward copy of minutes of meeting to contractor Contract Manager No 27/08/2017 A copy of minutes of the meeting must be forwarded to Infosys prior of meeting and should one week ahead. 3.Payment Claims Upon receipt of claims ensure that works completed are in accordance with claims. Contract Manager No 31/09/2017 Contract manager will ensure all work completed is either meets contract requirement or not in accordance with the claims of the Infosys Make payment adjustment for defective deliverables Contract Manager No 2/10/2017 As per the quality testing report, the defective screen will be taken into consideration by contract manager before moving further towards financial department procedures Actions Who Completed Yes No Date Completed Comment 4.Performance Auditing Conduct regular contractor performance audits in accordance with specification Contract manager No 5/05/2017 Contract manager will check performance and standards of each product. Record audit results and provide a copy to contractor Contract Manager No 6/05/2017 Recording of audit results to be done in order to keep the results for future reference. As an agenda item for Contract Meetings discuss outcomes and how any under-performances may be improved Contract Manager No 31/05/2017 Meetings discussion will help to improve the quality of product and its performance. Conduct annual review of nominated KPIs with Contractor to ensure continued relevance to the delivery of services including any changes to scope etc. Contract Manager / Contractor No 5/10/2017 It will be useful to keep a record for future procurement that the KPIs for the product is are always matched or implemented without any exclusions. 5.Contract Extensions With service contracts, be aware of nominated notification periods to the contractor as to Councils intentions to extend or not. Contract Manager No 01/12/2017 Contract manager will decide through current report whether to continue with this vendor or not Notify contractor in writing of Councils intention regarding extension Contract Manager No 02/12/2017 As per agreement contract manager will notify to the vendor before 3 months if they require extending procurement. Actions Who Completed Yes No Date Completed Comment 6.Contract Expiry/Transition Out Develop transition out plan in conjunction with contractor Contract Manager / Contractor No 25/12/2017 Teslas contract manager should plan with the involvement of Infosys that how and when the expiration of contract will take place. Conduct contract meeting to consolidate actions, responsibilities, and timeframes Contract Manager / Contractor No 27/12/2017 This meeting will be held by Tesla to combine the actions of Infosys with them before closure of the contract. Take receipt of all intellectual knowledge belonging to Council Contract Manager / Contractor No 28/12/2017 Tesla must be verified that all the intellectual properties of the software must be transferred to them by Infosys as per the contract. Conduct exit audit with outgoing and incoming contractors to identify outstanding work and overall standard of relevant assets Contract Manager / Contractor No 30/12/2017 It is the duty of contract manager to make sure that Infosys finished all the work as per the contract and nothing is outstanding before moving to closure. Negotiate any final payments based on incomplete or sub-standard works Contract Manager / Contractor No 31/12/2017 As per the contract established with Infosys, any work found below standards or incomplete, there will be a deduction in payment. Contract Variation Form Variation number: 1 Date: 01/ 04 /2017 Description of proposed variation and reason: Variation: Tesla motors asked for separate application within the android that could support the 17inch touch screen. For this task, Infosys is awarded FFP contract, now after all negotiation and contracts signed. Now, Tesla proposed the new operating system for the same time and cost instead of the android application. Reason: For the android application, the end user may need extra security to protect the application. It may crash because of malware. Will the variation be at an additional cost to original contract amount? Yes No If yes date quotation for variation is to be received by: 04/04/2017 Contractors Response: Infosys agreed to the change, but the production cost increased as per their quotation. Costings: *Remove whichever does not apply Original contract value $1,000,000 *Time/*Works Variation cost $50,000 Other variation adjustments to cost $30,000 Revised contract Value $1,080,000 Contract Dates: Original Practical Completion 31/12/2017 Additional time required due to variation 4 months New Date of Practical Completion 31/04/2018 Signed on behalf of the Contractor: Date 7/04/2017

Free Essay on Romanticism and Intuition in Hawthornes The Scarlet Letter :: free essay writer

The Scarlet Letter: Romanticism and Intuition During the romanticism period, Nathaniel Hawthorne wrote the novel, The Scarlet Letter, which used the romanticist idea of deep intuition and inner feelings, allowing the characters to have insight of the plots and secrets hidden in the strict Puritan community that they lived in. Throughout the novel many of the characters have this intuition, making the book more alluring to readers when trying to figure out what each character really knows. At the beginning of the novel, we are shown Pearl's natural child-like instincts for the Preacher, who is actually her father. When Pearl was first a baby, Hester and she were shamed on the scaffold while Reverend Dimmesdale, her father, preached to the awed crowd of the deep sin committed by Hester. Pearl reached out for him, "and held up its little arms," (pg. 68) as if reaching for her father. In another instance, they were all discussing Pearl at the Governor’s house and Pearl, totally out of her independent character, went over to Dimmesdale and "taking his hand in the grasp of both her own, laid her cheek against it." (pg. 118) That was really unlike Pearl, who was a "wild and flighty little elf," (pg. 118) that didn't display affection like that. Both of these bonding experiences occurred while she was younger and neither time caused speculation by the townspeople in general.. Not only Pearl, but Mr. Chillingworth, Hester's husband, had the intuition of knowing, rather sensing that Dimmesdale was the father. It was never told to him by anyone, or even speculated that the preacher was the sinner, but he could sense it anyway and knew he had to become close to Dimmesdale to figure him out. He also knew, not as a doctor, but as an evil man, that when Mr. Dimmesdale grabbed at his chest it was caused by something greater than an illness, it was caused by something Chillingworth knew how to provoke. The most amazing of his intuitions, would be at the end of the novel when he was already aware of Hester and Dimmesdale's plans to leave with Pearl on a ship to England. The mariner first informed Hester of his plans when explaining to her "that this physician here- Chillingworth, he calls himself- is minded to try my [the mariner's] cabin-fare with you [Hester].

Management Principles & Practice Essay

A group of twelve lifelong friends put together $1,200,000 of their own funds and built a $6,000,000, 48-lane bowling alley, near Norfolk, Virginia. Two of the investors became employees of the corporation. Ned Flanders works full-time as General Manager and James Ahmad, a licensed CPA, serves as Controller on a part-time basis. The beautiful, modern-day facility features a multilevel spacious interior with three rows of 16 lanes on two separate levels of the building, a full-service bar, a small restaurant, a game room (pool, videogames, pinball),and two locker rooms. The facility sits on a spacious lot with plenty of parking and room to grow. The bowling center is located in the small blue-collar town of Wallingford. There is no direct competition within the town. The surrounding communities include a wide-ranging mix of ethnic groups, professionals, middle- to upper-middle-class private homes, and apartment and condominium complexes ranging from singles to young married couples to senior citizen retirement units. Nearly 200,000 people live within 15 miles of Wallingford. The bowling center is open 24 hours per day and has a staff of 27 part- and full-time employees. After four years of operation, the partners find themselves frustrated with the low profit performance of the business. While sales are covering expenses, the partners are not happy with the end-of-year profit-sharing pool. The bowling center operates at 100 percent capacity on Sunday through Thursday nights from 6:00 P.M. until midnight. Two sets of men’s leagues come and go on each of those nights, occupying each lane with mostly five-person teams. Bowlers from each league consistently spend money at both the bar and restaurant. In fact, the men’s leagues combine to generate about 60 percent of total current sales. The bowling center operates at about 50 percent capacity on Friday and Saturday nights and on Saturday morning. The Friday and Saturday â€Å"open bowling† nights include mostly teenagers, young couples, and league members who come to practice in groups of two or three. The Saturday morning group is a kid’s league, ages 10 through 14. There are four ladies leagues that bowl on Monday and Wednesday afternoons. Business is extremely slow at the bowling center on Monday through Friday and Sunday mornings, and on the afternoons of Tuesday, Thursday, Friday, Saturday, and Sunday. It is not uncommon to have just three or four lanes in operation during those time periods. The owners have taken a close look at the cost side of their business as a way to improve profitability. They concluded that while the total operating expense of $1,466,000 might appear to be high, there was in fact little room for expense cutting. At a recent meeting of the partners, James Ahmad reported on the results of his three-month-long investigation into the operating cost side of other bowling alleys and discovered that the Wallingford Bowling Center was very much in keeping with their industry. James went on to report that bowling alleys were considered to be â€Å"heavy fixed cost operations† and that the key to success and profitability lies in maximizing capacity and sales dollars . QUESTIONS 1. Apply the decision-making process described in the chapter to this case. What is the major problem facing Wallingford? List five specific alternative solutions that could be implemented to solve that major problem. 2. As general manager of this company, how could you utilize and manage the group decision-making process and technique to improve company profits? Which employees would you include in the group?

Research on Parental Involvement in Adolescents Life as an Element to Contribute To Identity Formation

Research on Parental Involvement in Adolescents Life as an Element to Contribute To Identity Formation Introduction Every stage of Development of human being is very important especially the adolescence. This is because it is purported that it’s at this stage that the formulation of sense of identity takes place.Advertising We will write a custom research paper sample on Research on Parental Involvement in Adolescents Life as an Element to Contribute To Identity Formation specifically for you for only $16.05 $11/page Learn More Basically identity is described as the cohesive set of personal qualities concerning life goals like career developmental religious values and political ideologies. Achieving e a stable ego identity allows adaptability and future development besides creating an integrated sense of oneself (Faber et al, 2008, p. 244). Besides, attaining a stable mature quality experience is a crucial part of adolescent identity formulation. It’s believed that before adolescents can commit themselves to certain value system they observe and exploit the value their parents portray, assess and compare them with other alternative ideologies. Hence, parents’ idea and qualities can play a critical role in formation of child identity. Objectives The aim of the paper will be to explore the role of active involvement of parents in raising their children through adolescence and the impact on the formation of identity. Basically, theory states that native participation in their children’s lives influential on how they behaved and set their goals in life. Specifically, the research will explore the process through which identity statuses are related to the process of achieving parent-child value similarity – the accurate perception of parent value and the acceptance of these values by children. The paper will also describe the role of parents as reflective agents in comparison with the process of formulation of identity (Knafo Schwartz, 2004, p. 441; Schachter Ventura, 2008, p. 449). Purpose of Study This research will be aimed at examining the relationship between the process of identify development in adolescents and the process of parent child value analogy. The research will exploit the impact of active interaction of parents with children builds their identity formation (Faber et al, 2008, p. 243).Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More The paper will present a theoretical assessment of the significance of the theory for the formation of an all-inclusive background theory of identity formation. Hypothesis The active involvement of parents in the lives of their adolescent children contributed greatly to healthy identity formulation of these adolescent as opposed to inactive participation of parents in the lives of their children. Parent participation plays a crucial role in the process of adolescents’ (aged 13 – 17 years) identity formulations. Literature Review Due to the significance of adolescents forming a stable ego identity, there has been increased research set to explore the factors that affect ego identity. Many of these studies show that there are differences in the processes of identity formation during the adolescent years (Faber et al, 2008, p. 245). Theoretically, the development of identity takes time because of the need of exploration. Nonetheless, some studies show that this type of exploration is less likely to take place in a less secure home. A stable home supports exploration of external environments. This means that secure attachment that takes place when a family is stable and the adolescents face challenges of interpersonal and intrapersonal searching and this can result into formation of a stable ego identity (Faber et al, 2008, p. 245). There are several researches that have explored the connection between identity formulation and adolescent attachment. Family Stability The importance of family stability is quite evident in several studies. These studies show that families are organizations that are made up of subsystems including parents, sibling and spouse relationship, which define the manner in which family members interrelate (Faber et al, 2008, p. 245).Advertising We will write a custom research paper sample on Research on Parental Involvement in Adolescents Life as an Element to Contribute To Identity Formation specifically for you for only $16.05 $11/page Learn More Alignment describes the way family members as individuals and comprising the subsystems are connected to each other and compared to the rest of family members and subsystems. Parental coalition is set when parents work in concert to provide the basic needs to their children and keep the children out of marital affairs (Knafo Schwartz, 2004, p. 441). This means family structure has been deemed to be a very significant influence on the identity formation, nonetheless in what manner family s tructure affects adolescent attachment degree and the formation of identity process has not been exclusively investigated. It’s been found that when adolescents are securely attached to their parents it’s a sign that they explored their environment more. Strong parental partnership developed clear boundaries between the parents and children, culminating into a secure attachment because the differentiation describes responsibilities and authority (Knafo Schwartz, 2004, p. 442). From the point of view of the parental influence, the degree to which the parent-child similarity is developed by a process that takes two phases of internalization. The first step is where the children have to notice the values their parent support and second step is where the children have to agree that these values appropriate and develop them as their own. This is a process referred to as value transmission and it could succeed or fail at any step.Advertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More For the first step of perception, children could observe that the values their parents quite acceptable in an accurate perception (Knafo Schwartz, 2004, p. 443). For the second step of acceptance, children could choose to agree to the values they perceive, but they could as well reject them as well. When children think that the parents’ values are accurate and accept them instead of rejecting them, then, value congruence will be higher (Schachter Ventura, 2008, p. 449). Adolescents Perception of Growth From the viewpoint of adolescent identity development, value systems are developed via a process where adolescents take on an ideological standpoint juxtaposed to those of their parents (Knafo Schwartz, 2004, p. 443). The value system is a major aspect in the stable occupational, ideological and relational dedication that comprises the adolescents’ emergent identity. Exploration entails searching, explaining and exploiting the possible alternatives of identity. Commit ment includes deciding to accept certain alternative as part of their self. The results of the commitment are to attain enduring self-orientation in several life domains like political, vocational and religious (Schachter Ventura, 2008, p. 451). Methodology Systematic Literature Search The research will use literature search to collect information. For this study articles that related to the topic of identity formulation and parenting of adolescents will be searched for study. This means that the researcher will search these articles on the internet (Knafo Schwartz, 2004, p. 443). Basically articles with information on identity statuses in adolescents (diffusion, moratorium, achievement and exploration), impact of parent values of ego identity of adolescents, family structure and attachment, and parent-children value analogy among other will be searched (Faber et al, 2008, p. 244). The major problems that would face the researcher may include where to get those sources and once th ese resources have been identified, knowing what to sieve or seek via an excess of information that will be available to determine what is important to the study. Enough time will be allocated to finding the relevant materials. Two main activities will be critical for this study. The brainstorming and the literature search itself (Faber et al, 2008, p. 245). At the start of the research, the investigator will develop a working bibliography based on knowledge of both print and electronic library resources and use of the referencing system to identify these sources. Search Plan The research will focus on how this topic progresses as the research is conducted via the documentation life-cycle. The possible approaches include looking for the books and articles that are currently accepted for use as references in the study and discover how they were cited. Seeking original reports and articles is very important (Knafo Schwartz, 2004, p. 444). This strategy will result in a structure like tree-diagram or a network that will show articles that are related. By assessing and reading the abstracts of these articles, it would be possible to categorize the articles by topic and also by the author’s interest in that particular work. The researcher will then search the reference lists of the papers to find relevant papers because at times the internet databases classify articles differently or categorize the papers by using different descriptions and different terms and key words. The search plan is a blue print to understanding of the information available because the electronic storage system is getting complicated and retrieve of research resources is advancing a great deal. Without a plan, there are high chances that the researcher might get lost in the sea of internet articles seeking relevant information or the search can just be going round the same articles. Expected Results In a research by Knafo and Shwatz, the results of their studies showed that identific ation and acceptance of parent value was high when adolescent correctly perceived their father values. Basically there was no significance difference between the acceptances of father value versus the mother values (Knafo Schwartz, 2004, p. 447). The researcher in this proposal anticipates that the relationship between the way parent and child values predicts the accuracy of perception and acceptance. Basically when there is low congruence then the parent-child value perception and acceptance will be low as well. The findings also showed that the accurateness of perception and approval the parental values are significant influencers of the parent-child value congruence as literature has often presumed based on the studies by Grusec and Goodnow in 1994 (Knafo Schwartz, 2004, p. 447). Grusec and Goodnow presented a two-phase process of value acquisition already discussed in literature review. It’s therefore important to examine how identity formation was related to acceptance and accuracy (Knafo Schwartz, 2004, p. 448). The results of accuracy perception versus identity formation indicate that the adolescent who are in the moratorium and achievement (high-exploration) level are able to correctly perceive the parental value than their counterparts in low status of exploration (diffusion and foreclosure) (Knafo Schwartz, 2004, p. 448). These studies also shows that the adolescent in the high-commitment statuses readily accepted their parents perceived values compared to their counterparts who happened to be in low commitment statuses. Faber el al found that the relationship between the family structure and attachment were positively correlated with poor attachment in families that faded some unresolved conflicts between spouses. With regard to attachment and identity, paper demonstrated that there was a positive correlation between father attachment and the level of identity attained (Faber et al, 2008, p. 247). This was quite different from other studi es which indicate that mother’s relationship and attachment were positive correlated to identity achievement. Parents usually feel very responsible for their children development of identity and sometimes consider themselves as the only factors that are responsible for influencing their children’s development. Being involves in development of identity of their children is not only because of concern, moral or success but rather their own identity (parent’s own identity). Parents interviewed in a study by (Schachter Ventura, 2008, p. 456) revealed that parents were concerned about the social identity of their children especially religion. This is basic traditional identity that families believe it should be passed on to next generations and that it was the responsibilities of parents (Schachter Ventura, 2008, p. 456). There were set identity goals for many families concerning their children’s identity formation and educational and vocational achievements . Whereas parents were educated in same framework of study, they had different goals in life compared to their children. However, the interpersonal morality is quite insisted for any of the studies. Conclusion Identity agents constantly evaluate and scrutinize the children and their environment at different levels so as to better arbitrate identity. Both parents are reported to have developed an understanding of the social factors that are important to the attainment of identities of their children. This is evident in the modern society where parent are seen to potently influence the identities of their children either by revitalization impact on morals and dedication or as an vast wave of continuous change. Identity formation is a part of development stage in life where adolescents take active role. Being able to get a chance to explore and then make a commitment to a certain identity has huge effect on the future development and success of such an individual. Therefore when one un derstands the factors that affect individual’s ability to attain identity, therapist can assist adolescents in their search for an identity. Besides the weaknesses of methodologies that have been used for related studies, this will be a crucial study that seeks to examine directly how the cognitive aspects of the adolescents are manifested as they seek their own identity to make a commitment to. Therefore this study will have crucial implications on the study about parenting styles and identity formation. Reference List Faber, A.J., Edwards, A.E., Bauer, K.S Wetchler, J.L. (2008). Family Structure: Its Effects on Adolescent Attachment and Identity Formation. The American Journal of Family Therapy, 31, 243-255 Knafo, A., Schwartz, S.H. (2004). Identity Formation and Parent- Child Value Congruence in Adolescence. British Journal of Developmental Psychology, 22, 439-458 Schachter, E.P., Ventura, J.J. (2008). Identity Agents: Parents as Active and Reflective Participants in Th eir Childrens Identity Formation. Journal of Research on Adolescents, 18(3), 449-476.

Take A Stand Example

Take A Stand Example Take A Stand – Case Study Example Discussion The Likelihood of American Culture Crushing the World The growing morbidity of American’s imagination, as illustrated in the consumption of cinematic horror, suggests a potential global crash. The amount of damage that American souls have borne because of exposure to real horror is exemplified by the increasing love for the horror movie. In the recent past, horror films have experienced massive success. In addition, there has been an amplified number of Americans voluntarily traumatizing themselves. Bare facts show that moviegoers are presently demonstrating a susceptibility to horror (Ibbi 1). Conversely, one fact that stands out is that this culture is about to crash the world. Random acts of trepidation or terror against civilians seem a nearly and new incomprehensible instrument of war to most Americans. In the end, the theater of horror has a distressing effect on a person’s morale. Governments Actions to Protect Cultures States can take constructive ste ps to protect their cultural heritage in areas such as cinema. These Governments can promote the development of competencies. By this, Governments allow a deeper knowledge of the complexity of cultural heritage and all forms of interaction with disciplinary areas related to similar research framework. These promote technological, conservation, protection, and enhancement of the cultural heritage in cinema. Similarly, these enable proper appreciation and knowledge of the cultural heritage. In addition, Governments should target at developing research lines in international perspectives. These will allow the exploitation of resources by collaborating with other cinema institutions. Teaching should be based on the concept of the cultural heritage as an incorporating expression of the society, both past and present. Work CitedIbbi, Andrew Ali. Hollywood, the American Image and the Global Film Industry. cinej 3.1 (2014): n. pag. Web.

Managing in Organizations Essay Example | Topics and Well Written Essays - 4000 words

Managing in Organizations - Essay Example In such context, Yukl (2009) defined management as the systematic combination of control, system and procedures. Yukl (2009) argued that leadership is the combination of intuition, creativity, agility, optimism and adaptive mentality. Ironically, it is believed that excellent managers are capable of correcting a flawed procedure and making it perfect whereas excellent leaders are capable of performing correct actions to achieve the goal. Careful analysis of the research work of modern management scholars reveals the fact that over managing is a key characteristic of failing organizations because managers of these organizations manage unethical or flawed procedure in efficient manner in order to climb the wrong wall. For example, corporate & financial scandal of Nortel, Enron, Lehman Brothers etc are example of wrongly managed organizational procedures. Any discussion about management and leadership is incomplete without shedding light on role of motivation among organizational member s to improve overall organizational productivity. Rurchgott and Furchgott (1999) defined motivation as the combination matrix of values, actions and attitude which can help an individual to perform in goal directed manner in order to achieve specific objective. Maslow (1943 and 1954) identified five types of human needs such as safety need, psychological need, satisfaction of the ego, social need and self-actualization which are required to be fulfilled in order to motivate an individual. It is evident from the argument of various research scholars that organizational leadership is a multidimensional context; therefore, it is difficult to understand the concept without establishing a standardized viewpoint. To understand the concept of organizational leadership in better manner, the researcher has decided to analyze and evaluate the growth of organizational â€Å"Leadership† over the course of time. Analyzing the leadership and role of organizational motivation by using vario us management theories will also be a key purpose of this essay. The researcher has previously worked in Ministry of Regional Municipality & Water Resources (MRMWR) hence MRMWR has been selected as sample organization in this paper. Throughout the essay, the researcher will evaluate how MRMWR uses leadership concept and motivational techniques in order to manage its employees. The researcher will also try to shed light on how the relationship between leadership and motivation works in synergistic manner to improve productivity and performance in MRMWR. Ministry of Regional Municipality & Water Resources Background Ministry of Regional Municipality & Water Resources (2013) has stated its functional responsibilities as guided by â€Å"Royal Decree No. 55/2006† and functional responsibility of MRMWR can be briefed in the following manner; 1. Formulating policies or process plan and designing programs

CAUSES of young adults low self esteem Essay Example | Topics and Well Written Essays - 750 words

CAUSES of young adults low self esteem - Essay Example There are a number of factors, which affect the self-esteem of a person positively or negatively. Development of high or low self-esteem of a person starts in a very young age. The age of 15 to 25 years is generally known as the age of young adults and this age is the most progressive age of any person. The people having high self-esteem face the challenges of life confidently whereas the people with a low level of self-esteem are not able to progress in life in an appropriate manner. Low self-esteem can lead the way towards various problems such as depression, hopelessness, despair, and antisocial behaviors. Amaechi (2007) asserts, â€Å"Low Self Esteem will make you act indifferently, negatively to the various events that occur in your life†. Some of the factors, which cause low self-esteem in a young adult, include parents’ expectations, social status, parents’ care, decision-making power, unemployment, disability, and educational performance. Let us discuss t hese factors in some detail in order to know how these factors influence the self-esteem of young adults. Parent’s Expectations Parents usually expect a lot from their young children. The level of self-esteem of young adults goes down when they do not live up to the expectation of their parents. The sense of failure and the fear of criticism of the society play a major role in causing low self-esteem in young adults. ... Those children, who do not get required care from their parents due to their busy routines, feel neglected which causes low self-esteem in those children. Decision-Making Power A person having fewer choices to take an appropriate decision is not able to calculate the accurate outcomes the decision that he intends to take. Such people hesitate to take risks related to different matters of life. The lack of choices to make a decision also causes low self-esteem in young adults which also affects their decision making power. Unemployment Unemployment is another factor that causes low self-esteem in young adults. Some adults do not find any sort of employment whereas some adults do not find opportunities to move to some better companies in order to get good jobs. Both of these factors work as the reasons for bringing down the level of self-esteem of a person. Young adults are generally very progressive by nature. They want to excel in their professional lives as soon as they graduate, bu t when they do not find any chance to progress in their professional careers, they feel highly dejected which causes their level of self-esteem go down. Disability and Appearance Physical or mental disabilities also cause low self-esteem in young adults. A person who is physically disable feels inferior and depressed. Even a person with bad looks or unattractive physical appearance feels unable to mark success in his life. A disable person also isolates himself from active social life due to the fear of ignorance and off-putting comments of other people. Educational Performance Poor educational performance is also one of the major causes of low self-esteem of young adults. The adults who show

The level of competition in pricing and output decisions under an Essay

The level of competition in pricing and output decisions under an oligopolistic market structure - Essay Example There was much experimentation with forms of business structures until the pattern of oligopoly finally evolved. In the United States, during the last quarter of the 19th century, businesses avoided competition by forming trusts. Under this structure, the leading firm in one industry would hold voting stock in its former competitors. Output could be limited and prices kept high. In many parts of Europe, cartels were legal. Firms in the same line of business would enter into a formal and enforceable agreement to limit production, and maintain high prices. But both agreements; trusts and cartels brought business stability and profits at the cost of high consumer prices, limited new investment (in order to limit production of products) and a diminution of the type of competition that drives firms to develop new products and new production processes. However, many modern markets are oligopolistic. The growth of oligopoly poses problems both for economic theory and policy because only a handful of large firms produce most of the output in these industries. An oligopoly market exhibits many sellers but is concentrated on only a few sellers. Market shares matter because these few firms control majority of the entire market with some assistance from new technologies. Institutionalists claim that the structure of oligopoly leads to a form of administered pricing.

Performance Management Framework Essay Example for Free

Performance Management Framework Essay Mr. Stonefield is starting his own business in Austin, Texas, called Landslide Limousine Service. One of the fundamental elements to building this new business venture is creating a framework for performance management. The framework must include necessary employee job skills, the methods used for measuring these skills, the process for addressing skill gaps, and the approach for delivering effective performance feedback. It is important to understand how the performance management framework (PMF) aligns to the organizational business strategy. Mr. Stonefield previously stated he wants to provide first-class transportation to his customers. His goals are realistic for the first year with an anticipated -$50,000 in revenue, and 10% turnover. The success of the business’s performance management will ensure there will not be any additional lost revenue, and turnover stays at, or under target. The goals set in place lay the foundation for the future of this company, and a clearly defined PMF will foster highly engaged employees and lead to continual revenue growth. It is imperative Mr. Stonefield’s employees have the necessary job skills to allow Landslide Limousine to achieve its goals and gain a positive reputation. A job analysis is â€Å"The process of obtaining information about jobs, including the tasks to be done on the jobs as well as the personal characteristics necessary to do the tasks† (Cascio, 2013, p.690). Mr. Stonefield has elected Atwood and Allen Consulting to conduct the job analysis process to identify the skills his employees will need. The job analysis process, or in this case, processes, have been identified, but additional time is required to act out these processes. The first process is observation. â€Å"The analyst simply observes a worker or group of workers doing a job. Without interfering, the analyst records Team Reflection: Performance Management In week 4 Team â€Å"D† reviewed and discussed the following information and how it applies to Landslide Limousine. Alignment of the performance management framework to the organizational business strategy, organizational performance philosophy, the job analysis process completed identifying the  skills needed by employees, methods used for measuring an employees skills, process for addressing skill gaps, approach for delivering effective performance feedback. Alignment of the performance management Aligning the structure of the performance management plan with the business strategy is a key element for its success. For Landslide Limousine Services, it was previously communicated that this strategy entailed providing first class transportation to its customers. Its prospective goals indicate a $50,000.00 first year net revenue, a 5% net revenue increase over the first few years, and a turnover rate of approximately 10%. In order to achieve the realistic goals set and for the business strategy to be met, you must consider what it would take to reach them. Understanding that employee loyalty will be an asset to the business is a good start. This means developing a flexible framework that expresses the companys culture and shows managements commitment to developing a strong team of employees. Providing the right training opportunities is essential for meeting business objectives. Many companies just go through the motions of a performance management plan without fully evaluating the needs of the employees to develop their morale and commitment in return. In order to provide first class transportation to its customers, opportunity for development in this area with the proper guidance and encouragement will engage employees in the direction of the companys strategy. Organizational performance philosophy Every business and its culture differ from one Introduction Creating a performance management framework ensures that Clapton Commercial Construction will achieve its business venture goals. A critical tool for a company is its performance management. It gives the employees an opportunity to succeed and for the organization to prosper. Outlined are recommendations that we here at Atwood and Allen consulting feel should be utilized to maximize the potential this company has. Performance Management For any business to be successful it is imperative that they implement a  performance management framework. This structure must be effective for the company to meet its goals and ensure that internal decisions are made based on the work performance of its employees. The performance management framework aligns with the business strategy because the structure is created based on the goals and vision of the business. Recommendations Clapton Commercial Constructions desire is to deliver quality top notch construction and customer service. A clear vision and realistic goals are needed to target areas of improvement. An effective performance management framework ensures consistency in reviews and brings the business success they are anticipating. It is recommended that Clapton Commercial promote growth by making sure that all employees are properly trained and feedback be analyzed from the employees and customers. The job analysis is an in-depth study of the position. It provides information for job descriptions (Job Analysis-Human Resources Management for Employers, 2011). We recommend that the employees be involved by completing a job analysis form, this is a way of collecting information about the work. Interview the employees by asking them specific questions about their job duties and make a list of the specific task performed. Also, identify the experience, education, and training levels PERFORMANCE MANAGEMENT SYSTEM ABOUT PERFORMANCE MANAGEMENT SYSTEM Performance Management involves the entire gamut of processes in identifying critical dimensions of performance setting work plans against laid down objectives, reviewing the work done against indicators of performance and developing and enhancing competencies for improved performance. THEORGANIZA TIONAL GOAL PROVIDES THE PERSPECTIVE TO DETERMINE THE DEPARTMENTA L (REGION/ THEME/UNIT) GOAL WHICH IN TURN PROVIDES THE CONTEXT FOR AN PROCEDURE FOR EFFECTIVE PERFORMANCE MANAGEMENT SYSTEM An effective Performance Management System should be based on :a) Setting up Key Result Area (KRAs) for the Region/Theme/Unit/ Department b) Clarity of Individual Roles and Responsibilities c) Laying down Plans and Performance  Indicators for each position d) Periodic assessment of performance of the individual against such Plans/ Performance Indicators e) Identifying factors facilitating and hindering achievement of Plans development of action plans for overcoming hindering factors and strengthening facilitating factors f) Periodic review of role incumbents behavior, which contributes to effective functioning and working out action plans for developing such behavior. g) Identification of role incumbents developmental needs and preparing plans for staff development through training and related activities. h) Implementation and review. HUMAN RESOURCE MANAGEMENT: PERFORMANCE MANAGEMENT SYSTEM PAGE STAGES OF MANAGING PERFORMANCE SYSTEM : 1. Identification of KRAs (Key Result Areas)  KRA(s) for the Organisation need to be identified and collectively agreed upon. The KRA(s) for the organization will be drawn out from the Country Strategy paper (2005-2010) which has evolved through a bottom-up approach, from consultations held with over a 1000 persons, with participation from the partners and communities AAI-India works with. KRA(s) for the organization will hold good for the Performance Management Plan Performance Management Plan HRM-531 March 17, 2014 Patrice Cloutier Mr. Stonefield, I am very happy to hear that you are considering a Performance Management Plan for your business expansion in Austin, Texas. As you may know there are sound organizational payoffs for implementing a strong performance management system. Study indicates that companies with a strong management plan is likely to outperform competitors by 51% on financial measure and by 41% on nonfinancial metrics. The performance management plan for the limousine operation with 25 employees, with a net $-50k revenue, with a growth of rate 5% for the first two years and expected rate of turnover of 10% should be straight forward. Here below I am presenting to you our recommendations for a very comprehensive performance management plan. (Cascio, 2013, P.332) The first step a business must consider is alignment of performance management to the business strategy. Once you have the vision for the Limo operation in Austin, identify the drivers or Key Performance Indicators to achieve the vision. The KPIs then can cascaded down to the functional areas then to individual level. The next step in the process should be of defining goals. The process of goal setting should be a collaborative process between a manger and the employee. Once the company wide strategy is established the strategy and the goals should be shared with each employee. This is a critical step in the process. One thing to keep in mind in goal development is that the goals should be specific, measurable, achievable and timely. Specific: Well-defined to inform employees exactly what is expected, when, and how much. Measurable: Provide milestones to track progress and motivate employees toward achievement. Achievable: Success needs to be attainable with effort by an average employee, with a bit of a stretch. Relevant: The goals should focus on the greatest impact to the overall