Eroica Essays - British Films, Symphony No. 3, Overtures, Eroica

Eroica In April of 1805, Ludwig Van Beethoven finished his third symphony. It was the time of the French Revolution and Napoleon. Beethoven, a poor, lower-middle class musician living in Bonn, Germany, was affected by the Revolution, as was the rest of European citizens. Napoloen as looked up to during these times. Beethoven believed Napoleon to be Unique among leaders in his concern for oridnary people. The idea of composing a heroic symphony to honor Napoleon was first suggested in 1789. Despite the fact that Beethoven has a growing dissatisfaction with the course of the Revolution, he began the composition of the symphony. Beethoven composed the symphony during May and November of 1803. At this time, the symphony was still to be dedicated in honor of Napleon, but it soon evolved into a symphony not about Napoleon's heroism, but it developed into a symphony about heroism in a Promethean sense. While composing this symphony, Beethoven was beginning to become aware of his hearing problems. The frustration that was caused with the hearing loss served only to reinforce the revolutionary aspects of his artistic personality. On May 18, 1804, Napoleon crowned himself Emperor. By this time, the symphony had already been completed and was ready for shipment to Paris, when a friend presented the news that Napoleon had crowned himself Emperor. When Beethoven was told, he went into a rampage, crying out, Is he then too nothing more than an ordinary human being? Now he too will trample on the rights of man and indulge only his ambition. He will exalt himself above all others and become a tyrant! Beethoven went to the table, took his neatly printed copy of his heroic sumphony and tore the title page in two then threw it on the floor. He then began to rewrite the symphony, then titleing in Sinfonia Eroica. Eroica was first performed in February of 1805 in E flat. Players, listeners, and critics found the work extraordinarly difficult. It was clear from the beginning that this was no ordinary symphony. The first movement was twice as long as any other piece of music written before. In classical symphonys it was unusual to find a funeral march in place of a song-like slow movement. The third movement was no different than traditional minuets. The last movement was a set of variations on a theme from Beethoven's bellet The Creatures of Prometheus. Never before in history of music had a composers produced such a revolutionary work. It hasbeen said that words cannot describe the symphony. Fourteen years after the work was premiered, a close friend of Beethoven's asked Beethoven which of the eight sumphonies at the time was his favorite. He unhesitantingly replied, The Eroica.

Canadian Prime Ministers and Their Role in Government

Canadian Prime Ministers and Their Role in Government The Prime Minister of Canada is the head of the government in Canada, usually the leader of the Canadian federal political party electing the most members to the Canadian House of Commons during a general election. The Prime Minister of Canada selects the members of the cabinet, and with them is responsible to the Canadian House of Commons for the administration of the federal government. Stephen Harper - Prime Minister of Canada After working in several right-wing parties in Canada, Stephen Harper helped form the new Conservative Party of Canada in 2003. He led the Conservative Party to a minority government in the 2006 federal election, defeating the Liberals who had been in power for 13 years. His emphasis in his first two years in office was on getting tough on crime, enlarging the military, reducing taxes and decentralizing government. In the 2008 federal election, Stephen Harper and the Conservatives were re-elected with an increased minority government, and Harper put his governments immediate focus on the Canadian economy. In the 2011 general election, after a tightly scripted campaign, Stephen Harper and the Conservatives won a majority government. Biography of Stephen HarperHarper Wins Canadian Alliance Leadership 2002Creation of the New Conservative Party of Canada 2003Contact Prime Minister Stephen Harper Role of the Prime Minister of Canada Although the role of prime minister of Canada is not defined by any law or constitutional document, it is the most powerful role in Canadian politics. The Canadian prime minister is the head of the executive branch of the Canadian federal government. The prime minister selects and chairs cabinet, the key decision-making forum in the Canadian federal government. The prime minister and cabinet are responsible to parliament and must maintain the confidence of the people, through the House of Commons. The prime minister also has significant responsibilities as head of a political party. Role of the Prime Minister of CanadaCanadian Federal CabinetCanadian Federal Political PartiesIntroduction to Parliament in Canada Prime Ministers in Canadian History Since Canadian Confederation in 1867 there have been 22 prime ministers of Canada. More than two-thirds have been lawyers, and most, but not all, came to the job with some cabinet experience. Canada has had only one woman prime minister, Kim Campbell, and she was only prime minister for about four and a half months. The longest-serving prime minister was Mackenzie King, who was Prime Minister of Canada for more than 21 years. The prime minister with the shortest term in office was Sir Charles Tupper who was prime minister for just 69 days. Biographies of the Prime Ministers of Canada Sir John A. Macdonald - First Prime Minister of Canada Sir John Abbott - First Prime Minister of Canada Born on Canadian Soil Sir Wilfrid Laurier - First Francophone Prime Minister of Canada Kim Campbell - First Woman Prime Minister of Canada Diaries of Prime Minister Mackenzie King Mackenzie King was Prime Minister of Canada for more than 21 years. He kept a personal diary from the time he was a student at the University of Toronto to just before his death in 1950. Library and Archives Canada has digitized the diaries and you can browse and search through them online. The diaries provide a rare insight into the private life of a Canadian prime minister. The diaries also provide a valuable first-hand political and social history of Canada spanning more than 50 years. The Diaries of Mackenzie KingBiography of Prime Minister Mackenzie King Canadian Prime Ministers Quiz Test your knowledge of Canadian prime ministers.

Counting Systems Essay Example | Topics and Well Written Essays - 1250 words

Counting Systems - Essay Example There was a certain social status and prestige associated with the use of a counting table. Hindu mathematics presents interesting features of notation. Valuable information on this development is revealed by the Bakhsh'l' Manuscript. First, Hindu Arabic numeral system was mentioned in the 9th century. It is classified as a positional decimal numeral system consisted of symbols (Smith and Karpinski 1911). It has been generally believed that the so-called Arabic numerals, from which arise those in use by us today, were derived by the Muslim peoples from India, and that the Hindus invented (1) the principle of position or place value of the decimal point and (2) the nine digits and zero (or dot). In the astrological treatise written by Ch''-t'an Hsi-ta, who flourished under the T'ang Dynasty in the early eighth century A.D., the so-called Hindu decimal notation and rules are implied, so that they were introduced, or re-introduced into China, at that time or possibly earlier (Datta and Singh 1998). Whereas Hindu astronomy made improvement through Greek influence, mathematics in India, as Professor Sarton has stated, had no need to wait for Hellenism: we are, therefore, at present disinclined to refuse legitimate claims for Hindu originality in respect of the nine numerals and decimal system (Al-Daffa, 1977). "The basic idea of the system is the primacy of grouping (and of the rhythm of the symbols in their regular sequence) in "packets" of tens, hundreds (tens of tens), thousands (tens of tens of tens), and so on" (Ifrah et al. 2000, p. 25). In the Bakhshali Manuscript researchers find a small sign used to represent negative quantity: it is a cross, like the present 'plus' sign, but placed to the right of the quantity to which it refers. Zero is represented by a dot. The dot is also used to indicate an unknown quantity. There is an absence from the Bakshali Manuscript of symbols of operation, even the negative sign already noted not being used as such. In Bhaskara's Bija-Ganita, however, the dot is used as the negative sign of operation (Datta and Singh 1998). Operation is indicated in the Bakhsh'l' Manuscript by an ad hoc term, or by relative position, In general, Hindu mathematicians used the terms "ya" (as many as") for the first unknown quantity, now usually denoted by x; for the second unknown, say y for the constant quantity in an expression; "v or va" for a square and the initial letters of the words representing various colours for other unknown quantities (Al-Daffa, 1977). During his khalifate and later, there flourished Al-Kindi. Al-Kindi, like many eminent scholars of the Middle Ages, was an encyclopedialist, and wrote numerous works on many subjects. He translated extesively from the Greek, and his treatise on geometrical and physiological optics (known in the Latin form as De Aspectibus) was based on the optical works of Euclid, Heron, and Ptolemy. He was interested in large-scale natural phenomena, studying particularly the tides, and also the rainbow ion accordance with the principles of optical reflection. Further, his scientific studies embraced the Hindu numerals and a musical notation relating to pitch (Smith and Karpinski 1911). He was sufficiently far-sighted to regard much alchemy as spurious and non-scientific Eminent among writers on mechanical and mathematical subjects were the three sons of M's' ibn Sh'kir, the Ban' M's', who engaged also the

Discussion Q Assignment Example | Topics and Well Written Essays - 1000 words

Discussion Q - Assignment Example in the organization through changes in the cultures as there are more interactions that occur in all levels of departments in the organization (Hiriyappa, 2009). There are problems that are brought out by management behaviors. Among the problems in the organization is that experienced as more co-workers speak to individuals in a condescending manner (Ivancevich & Matteson, 2000). The problems in the organizations are contributed as a result of technical aspects in management which is important for understanding the management process in an organization. Some behavioral skills that are undermined by management result to problems in communication with the subordinate, peers and bosses (Ivancevich & Matteson, 2000). Management behavior problems are as a result of education that managers have on people, groups that are encountered and interaction that occur in the organization. Problems in management behaviors are also as a result of lack of critical thinking and analysis capabilities. Change agent skills and leadership capabilities in organizations are able to undergrad some members of the organization resulting to problem in communication and handling the skills (McShane & Von Glinow, 2000). Knowledge of the current organizational culture is important during a change initiative. The knowledge that is in an organization ensures that the changes are made in improving management in the organization. There are measurements that have affected achievement of change initiatives (Robbins, 2001). One of the abilities that impact the changes is ability to influence. In change initiatives, there is need to influence decision making in the organization to comply with the changes. The comfort is with the changes that occur due to uncertainties. Most management is not comfortable and holds onto the cultures of the organizations as they are not comfortable with the uncertainties and taking of risks (Robbins, 2001). Achievement orientation is also affected with organization

Amazon.coms E-Business Model Term Paper Example | Topics and Well Written Essays - 750 words

Amazon.coms E-Business Model - Term Paper Example However they soon diversified their portfolio and ventured into selling DVDS, CDs, and MP3 downloads software’s, games, electronics, food, toys, furniture and apparel. They started spreading out from United States and established bases in Canada, the United Kingdom, Germany, France, Japan and China. Amazon’s growth and diversification of business into different genres helped it boost its sales. It made inroads into different products and excelled at it, simply by virtue of its branding. The growth and diversification strategy pursued by Amazon created more customers for Amazon and with that its revenues also shot up. On the cons end, Amazon’s growth created more expenses by expanding so rapidly in different genres. Its distribution costs also rose up in the process. I feel that Amazon could have taken a gradual evolution into expansion, starting from U.S then following up in other North American and South American countries before disembarking to Asian and European countries. This would have ensured a slowly and steady growth and expansion across the borders and kept the expenses in check. 2. Determine the impact if Amazon.com had split up and become a family of brands (for example, â€Å"Amazon† for books, â€Å"Super toys† for toys, etc.), each with a different public face but all run by the same parent company. Splitting up into a family of brands would not have worked for Amazon. This is because, Amazon the brand attracted people and it was this branding loyalty which later translated into sales and revenues for them. Splitting up into a family of brands would have also risen up its costs, something that Amazon would not want to risk given the fact that its competitive edge is built on its low costs. Under its cost leadership strategy Amazon has stood out by offering rock-bottom prices. It provides good quality products at low prices. Its prices can’t be matched by its competitors. This makes it an obvious choice

The Analysis And Design Of Work

The Analysis And Design Of Work The first section of this chapter discusses the analysis of work process within a given work unit. Having provided an understanding of the broader context of jobs, the chapter discusses the need for and usefulness of both job analysis and the techniques for performing job analysis. Finally, the chapter concludes by presenting the various approaches to job design to provide managers with an understanding of the costs and benefits of emphasizing different characteristics of jobs when designing or redesigning them. Learning Objectives After studying this chapter, the student should be able to: Analyze a work-flow process, identifying the output, activities, and inputs in the production of a product or service. Understand the importance of job analysis in strategic and human resource management. Choose the right job-analysis technique for a variety of human resource activities. Identify the tasks performed and the skills required in a given job. Understand the different approaches to job design. Comprehend the trade-offs among the various approaches to designing jobs. Extended Chapter Outline Note: Key terms appear in boldface and are listed in the Chapter Vocabulary section. Opening Vignette: Teams Levis: A Poor Fit? Like many corporations attempted in the 1990s, Levis tried to mimic the success of Chryslers team-based organizational structure. Unfortunately, the team-based structure did not materialize at Levis. Efficiency of pants produced dropped 30% as a result of the team structure, as well as labor and overhead increasing by 25%. Overall, the cost of production increased from $5 a pair of pants to $7.50. Introduction-Designing the work to be performed is one of the first tasks of strategy implementation discussed in Chapter 2. The way a firm competes can have a profound impact on the way tasks are organized, and the way the tasks are designed may provide the company with a competitive advantage. Also, the way jobs are designed can, in fact, affect company work-unit performance. There is no one best way to design jobs and structure organizations. The organization needs to create a fit between its environment, its competitive strategy and philosophy on the one hand, with its job and organizational design on the other. Job analysis and job design are interrelated. Work-Flow Analysis and Organizational Structure (Work-flow analysis, analyzing work outputs, processes, and inputs; see text Figure 4.1 and TM 4.1) Work-flow Analysis The Work-flow process is useful because it provides a means for the managers to understand all the tasks required to produce a high-quality product as well as the skills necessary to perform those tasks. Analyzing Work Outputs Work outputs are products of, or services provided by, a work unit. Example: A work output for GM is a new Buick off the assembly line; a work output for Gordon Landscaping Company is a mowed lawn. Once outputs have been identified, it is necessary to specify the standards for the quantity or quality of these outputs. ProMES (productivity measurement and evaluation system) is a productivity improvement technique that focuses attention on both identifying work-unit outputs and specifying levels of required performance for different levels of efficiency. Analyzing Work Processes Work processes are the activities that members of a work unit engage in to produce a given output. Example: Work processes needed to produce an automobile include assembly, painting, and so forth. Every process consists of operating procedures that specify how things should be done to develop the product or service. Analyzing Work Inputs Work inputs are the ingredients that go into the work processes and can be broken down into three categories (text Figure 4.1). Raw materials consist of the materials, data, and informa ­tion that will be converted into the work units products. Equipment refers to the technology, machinery, facilities, and systems necessary to transform the raw materials into the product or service. Example: Raw materials for the assembly of automobiles include various parts (steering wheels, tires, door panels, etc.) and equipment used, including robotic welding machines. Human skills refer to the workers knowledge, skills, abil ­ities, and efforts necessary to perform the tasks. Organizational structure provides a cross-sectional overview of the static relationship between individuals and units that create the outputs. Two of the most important dimensions of structure are centralization and departmentation. Centralization is the degree to which authority resides at the top of the organizational chart. Departmentation refers to the degree to which work units are grouped based upon functional similarity of work flow. Two types of Structural Configuration of organizational structure tend to emerge in organizations. A functional structure (See Fig. 4.2 and TM 4.2 in text) employs a functional departmentation scheme with high levels of centralization. Functional structures are very efficient. However, they tend to be inflexible and insensitive to subtle differences across products, regions, or clients A divisional structure (see Figures 4.3, 4.4, 4.5 in the text and TM 4.3, 4.4, 4.5) employs a workflow departmentation and low levels of centralization. Because of their work-flow focus, their semi-autonomous nature, and their proximity to a homogenous consumer base, divisional structures tend to be more flexible and innovative. However, they are not very efficient. Structure and the Nature of Jobs Jobs in functional structure need to be narrow, highly specialized, and people need to work alone. Jobs in divisional structures need to be more holistic, team-based structure with greater decision making authority. Job analysis is the process of getting detailed information about jobs. The Importance of Job Analysis to HR Managers Job analysis has been called the building block of everything that the personnel department does. Some of the human resource activities that use jobà ¢Ã¢â€š ¬Ã¢â‚¬Ëœanalysis information include selection, performance appraisal, training and development, job evaluation, career planning, work redesign, and human resource planning. The Importance of Job Analysis to Line Managers Managers must have detailed information about all the jobs in their work group to understand the work-flow process. Managers need to understand the job requirements to make intelligent hiring decisions. Since the manager is responsible for ensuring that each indi ­vidual is performing his or her job satisfactorily, the manager must clearly understand the tasks required in every job. Job Analysis Information A job description is a list of the tasks, duties, and responsibili ­ties (TDRs) that the job entails. (text Table 4.1) A related readings from Dushkins Annual Editions: Human Resources 99/00:  ¨HRs role will change. The question is how. HR 2008 by Floyd Kemske A job specification is a list of the knowledge, skills, abilities, and other characteristics (KSAOs) that an individual must have to perform the job. Example: Job specifications for an employment assistant would include: (1) a fourà ¢Ã¢â€š ¬Ã¢â‚¬Ëœyear college degree with major course work in human resources or an equivalent combination of experi ­ence, education, and training; (2) considerable knowledge of principles of employee selection and assignment of personnel; (3) the ability to express ideas clearly in written and oral communication; (4) the ability to independently plan and orga ­nize ones own activities. Competing by Meeting Stakeholders Needs: Staying Alive at the Graveyard Human beings are not nocturnal animals, therefore, working at night is not a natural activity for most people. Evidence suggests that people working the graveyard shift are more likely to develop problems like fatigue, depression, obesity, and also have been found to be more accident-prone and have higher absenteeism and turnover. Fortunately, research shows that people with certain characteristics, like being night owls and who exercise regularly, can respond easier to this type of disruptive behavior. Sources of Job Analysis Information In general, it will be useful for the manager to go to the job incumbents to get the most accurate information about what is actually done on the job. However, the incumbents might exaggerate their job duties. Managers should ask others familiar with the job, such as the supervisor, to look over any information received from the incumbents. Research has shown greater agreement between supervisors and subordinates when rating general job duties than when rating specific tasks. Also, incumbents may be the best source for accurate estimates of time spent on job tasks, but supervisors may be more accurate on the importance of job duties. Research is somewhat inconclusive about the relationship between the performance level of the job analyst and the job-analysis information he or she provides, but recent research has shown that effective and ineffective managers tend to give the same job-analysis ratings despite their performance level. Because of inconclusive research results on the influence of demographic and experience differences, it is best to take steps to ensure that the incumbent group responsible for job-analysis information represents a variety of gender, racial, and experience level categories. Competing Through High Performance Work Systems: Telework With the new millennium approaching, the trend of separating work life from home life may be a thing of the past. With the costs of office space combined with the drastically reduced prices of portable electronic computing and communication devices, a new trend may develop called telework (doing ones work away from a centrally located office). Telework programs can save up to $8000 per employee annually. The number of teleworkers is on the rise. Telework programs have advantages such as a productivity gain caused in part by flexibility that allowed people to work at their peak efficiency and partly by eliminating distractions. Telework programs also have some disadvantages such as employees feeling a hindrance of teamwork and some felt it was harder to balance home and work. Job Analysis Methods Position Analysis Questionnaire (PAQ) The PAQ is a standardized jobà ¢Ã¢â€š ¬Ã¢â‚¬Ëœanalysis questionnaire containing 194 items representing work behaviors, work conditions, or job characteristics that are generalizable across a wide variety of jobs. The 194 items are organized into six sections, and the job analyst is asked to rate each item on six scales. A computer program generates a job report based on the ratings. Research has indicated that the PAQ measures 13 overall dimensions (text Table 4.2). Knowing the dimension scores provides some guidance regarding the types of abilities that are necessary to perform the job. One of the main problems with the PAQ is that it requires the reading level of a college graduate to complete the ques ­tionnaire. Task Analysis Inventory The task analysis inventory method refers to several different methods that focus on analyzing all the tasks performed in the focal job. It is not uncommon to have over 100 tasks for a job. The task inventoryà ¢Ã¢â€š ¬Ã¢â‚¬ËœCODAP method has SMEs generate a list of tasks and then the SMEs rate each task on various dimensions such as the time spent on the task, frequency of task performance, relative importance of task, and relative difficulty of the task. The task analysis method is different from the CODAP method since once the task list is developed, the SMEs are asked to identify the skills, abilities, and personal character ­istics required to perform each task Fleishman Job Analysis System (FJAS) This approach defines abilities as enduring attributes of indi ­viduals that account for differences in performance. The system is based on a taxonomy of 52 cognitive, psychomotor, physical, and sensory abilities that adequately represent all the dimensions relevant to work (see Table 4.3 in the text). The FJAS scales include behavioral benchmark examples of the different levels of the ability along a sevenà ¢Ã¢â€š ¬Ã¢â‚¬Ëœpoint scale. SMEs indicate the point on the scale that best represents the level of that ability required in a certain job (Figure 4.6 and TM 4.3). Dynamic Elements of Job Analysis Although we tend to view jobs as static and stable, in fact, jobs tend to change and evolve over time. The job analysis process must also detect changes in the nature of jobs. Competing Through Globalization Box: Eliminating Sweatshops at Nike At the time when the Nike spokesperson, Michael Jordan, was bringing in over $10 billion, the workers of Indonesian plants were far from ideal. Labor practices like severe punishment for missed goals and mandatory overtime helped keep costs low and quality high. Consumers became increasingly aware of how their sneakers were actually being made, which led to boycotts and human rights groups getting involved. To end this problem, CEO Phillip Knight raised minimum worker age requirements, adopted safety and Health Standards and allowed HRM to monitor worker conditions in all foreign plants. Knight also invited competitors to do the same realizing that a failure to do so would result in a competitive disadvantage. Job design is the process of defining the way work will be performed and the tasks that will be required in a given job. Job redesign refers to changing the tasks or the way work is performed in an existing job. Jobs can also be characterized on different dimensions of job design (Table 4.4 in the text). Motivational Approach The motivational approach to job design focuses on the job characteristics that affect the psychological meaning and motivational potential and it views attitudinal variables as the most important outcomes of job design. The prescriptions of the motivational approach focus on increasing job complexity through job enlargement, job enrich ­ment, and the construction of jobs around sociotechnical systems. An example of the motivational approach is Herzbergs Two-Factor theory. A more complete model of how job design affects employee reactions is the Job Characteristics Model. Jobs can be described in terms of five characteristics: skill variety, task identity, task significance, autonomy, and feedback. These five job characteristics determine the motivating potential of a job by affecting three psychological states: experienced meaningfulness, responsibility, and knowledge of results. When the core job characteristics are high, individuals will have a high level of internal work motivation, higher quantity and quality of work, and higher levels of job satisfaction. The positive effects require that the employees have adequate levels of satisfaction with the work environment, have the necessary ability to perform the job, and that they have a need to grow. There is some support for the idea that for those with high growth-need strength, job characteristics were more positively related to motivational outcomes than for those with low growth-need strength. Much of the work on job enlargement, job enrichment, and selfà ¢Ã¢â€š ¬Ã¢â‚¬Ëœmanaging work teams has its roots in the motivational approach to job design (Figure 4.4 in the text). However, most of the research shows these interventions increase employee satisfaction and performance quality, but not necessarily increase quantity of performance. Example: Duke Power Company redesigned its customer service function to be more decentralized and enriched the customer reps job to allow for more decisionà ¢Ã¢â€š ¬Ã¢â‚¬Ëœmaking authority. Whirlpool Corporation has also redesigned its customer service function by providing an 800 service line with customer reps that are often former service technicians and can help diagnose a problem over the phone. A related reading from Dushkins Annual Editions: Human Resources 99/00:  ¨Challenging Behaviorist Dogma: Myths About Money and Motivation Mechanistic Approach The mechanistic approach to job design has its roots in classical industrial engineering and focuses on designing jobs around the concepts of task specialization, skill simplification, and repetition. Scientific management, one of the earliest mechanistic approaches, sought to identify the one best way to perform the job through the use of time-and-motion studies. The scientific management approach was built upon in later years and resulted in a mechanistic approach that calls for the job to be designed very simply. The organization reduces its need for highà ¢Ã¢â€š ¬Ã¢â‚¬Ëœability individuals, and workers are easily replace ­able (a new employee can be trained to perform the job quickly and inexpensively). A related reading from Dushkins Annual Editions: Human Resources 99/00:  ¨HR Comes of Age by Michael Losey Biological Approach The biological approach to job design comes primarily from the sciences of biomechanics (the study of body movements), and it is usually referred to as ergonomics (concerned with examining the interface between individuals physiological characteristics and the physical work environment). The goal of this approach is to minimize the physical strain on the worker by structuring the physical work environment around the way the body works. Example: At Toyotas high-tech Tahara No. 4 line, new electric vehicle carriers were installed to minimize stress on the workers bodies. They adjust a cars height at every workstation. Toyota reports a major reduction in turnover during the plants first year of operation. The biological approach focuses on outcomes such as physical fatigue, aches and pains, and health complaints. The biological approach has been applied in redesigning equip ­ment to reduce the physical demands so women can perform the jobs and to reduce occupational illnesses such as carpal tunnel syndrome. Perceptual/Motor Approach The perceptual/motor approach to job design has its roots in the humanà ¢Ã¢â€š ¬Ã¢â‚¬Ëœfactors literature and focuses on human mental capabilities and limitations. The goal is to design jobs in a way that ensures they do not exceed peoples mental capabilities. This approach generally tries to improve reliability, safety, and user reactions by designing jobs in a way that reduces the infor ­mationà ¢Ã¢â€š ¬Ã¢â‚¬Ëœprocessing requirements of the job. This approach, similar to the mechanistic approach, generally has the effect of decreasing the jobs cognitive demands. Trade-offs among Different Approaches for Job Design (See Table 4.5 in text and TM 4.7) One research study found job incumbents expressed higher satisfaction with jobs scoring highly on motivational approach. However, the motivational and mechanistic approaches were negatively related, suggesting that designing jobs to maximize efficiency is likely to result in a lower motivational component to those jobs. Jobs redesigned to increase the motivating potential result in higher costs in terms of ability requirements, training, and compensation. In designing jobs, it is important to understand the tradeà ¢Ã¢â€š ¬Ã¢â‚¬Ëœoffs inherent in focusing on one particular approach to job design. Chapter Vocabulary These terms are defined in the Extended Chapter Outline section. Workà ¢Ã¢â€š ¬Ã¢â‚¬ËœFlow Analysis Work Outputs ProMES Work Processes Work Inputs Organizational Structure Centralization Departmentation Functional Structure Divisional Structure Job Analysis Job Description Job Specification Job Element Method Fleishman Job Analysis System (FJAS) Task Analysis Inventory Position Analysis Questionnaire (PAQ) Job Design Job Redesign Motivational Approach to Job Design Job Characteristics Model Mechanistic Approach to Job Design Biological Approach to Job Design Ergonomics Perceptual/Motor Approach to Job Design Discussion Questions Assume you are the manager of a fast-food restaurant. What are the outputs of your work unit? What are the activities required to produce those outputs? What are the inputs? Some examples of outputs for a fast-food restaurant include the food orders and the service provided. Activities required to produce these outputs include cooking, cleaning, preparing orders, taking orders, and so forth. The inputs include the raw materials (the ingredients for the food orders), the equipment (stove, cash register), and the human resources (the ability to cook, the knowledge of what ingredients go into a menu item). Based on question 1, consider the cashiers job. What are the outputs, activities, and inputs for that job? Inputs for the cashiers job include the raw inputs (food ordered, prices, tax), equipment (cash register), and human resources (the skill to operate the register, the knowledge of the prices of the menu items, and the ability to answer customers questions). Consider the job of college student. Perform a job analysis on this job. What are the tasks required in the job? What are the knowledge, skills, and abilities necessary to perform those tasks? What environmental trends or shocks (e.g., computers) might change the job, and how would that change the skill requirements? Tasks would include attending class, completing homework assignments, and participating in group assignments. Some examples of the knowledge, skills, and abilities needed are knowledge of prerequisite course material, collegeà ¢Ã¢â€š ¬Ã¢â‚¬Ëœlevel reading skills, and ability to work together with others. Some environmental trends that might change the job would result from changes in the job market, such as new knowledge that employers would expect college students to learn. An example might be knowledge of sexual harassment guidelines or ADA legislation. Discuss how the following trends are changing the skill requirements for managerial jobs in the United States: (a) increasing use of computers, (b) increasing international competition, (c) increasing work-family conflicts. Students should have no trouble discussing how these trends are changing the skill requirements for managerial jobs in the United States. Managers are increasingly expected to be computer literate. Managers are also expected to be knowledgeable about other cultures, and knowledge of a second language is more commonly preferred. Managers are also expected to be more sensitive to work/ ­family conflicts (dayà ¢Ã¢â€š ¬Ã¢â‚¬Ëœcare and elderà ¢Ã¢â€š ¬Ã¢â‚¬Ëœcare issues for example) and to be knowledgeable about various legislation that deals with such situations (such as the FMLA). Why is it important for a manager to be able to conduct a job analysis? What are the negative outcomes that would result from not understanding the jobs of those reporting to the manager? The chapter has a section on the importance of job analysis to both HR managers and line managers. The students answers will probably reflect information in these sections as well as possible reasons of  ­their own. The negative outcomes of a manager not understanding the jobs of his or her subordinates are that the manager may not make intelligent hiring decisions, may not be able to adequately evaluate the performance of subordinates, and will have trouble understanding the workà ¢Ã¢â€š ¬Ã¢â‚¬Ëœflow process if individual jobs are not understood. What are the trade-offs between the different approaches to job design? Which approach do you think should be weighted most heavily when designing jobs? As discussed in the chapter, the trade-offs appear to be between increased satisfaction and motivation and reduced efficiency due to increased costs. For example, the motivational approach that increases satisfaction results in lower utilization levels and increased training time. Table 6.7 in the text summarizes the positive and negative outcomes of each approach. Students answers will vary as to which approach they think should be weighted most heavily depending on their value of the various outcomes for each approach. For the cashier in question 2, which approach to job design was most influential in designing that job? In the context of the total work-flow process of the restaurant, how would you redesign the job to more heavily emphasize each of the other approaches. Students answers will vary. All of the approaches could be used to design the cashiers job. To redesign the job to emphasize the mechanistic approach, students should discuss concepts such as more specialization. To redesign the job to emphasize the motivational approach, students should discuss making the job more complex. To redesign the job to emphasize the biological approach, students should discuss adjusting or making changes in the equipment or job environment. To redesign the job to emphasize the perceptual/motor approach, students should discuss ways to make the job less demanding mentally. Web Exercise Students are asked to go to The Center for Office Technologys homepage and click on the 1998 Outstanding Office Ergonomics Program Winner and review the steps organizations took to improve the office environment. www.cot.org End-of-Chapter Case The New Factory Worker Summary The trend toward high-skills manufacturing began in the mid-1980s with innovative companies such as Corning, Motorola, and Xerox. Companies are replacing assembly-line work with an industrial vision that requires skilled and nimble workers to think while they work. Today, life on the line requires more brains than muscle, so laborers are heading back to school. Examine the changes that have been made in Fred Prices job at Northeast tool, and then compare these to the four types of job design approaches described earlier in this chapter. If we had before-and-after measures on each of the four approaches, which would have revealed the largest change in the content of the job and which would have revealed the least: motivational, mechanistic, biological, or perceptual-motor? Knowing what you do about the trade-offs for various changes in job design, what negative outcomes might we fear from the types of changes brought about at Northeast? With the advent of more technology at the Northeast Tool plant, Fred Prices job has changed from a hands on, production line type job, to a job that requires increased education, leadership skills and managing roles. The largest change in the content of the job: Mechanistic; least amount of change; motivational. The negative outcomes might be: increased training time, lower utilization levels, greater chance of mental overload and stress, and greater likely hood of error. Technological changes, like the robotization of operations at Northeast Tool, can affect the structure of organizations, which in turn can change the level of skill requirements for workers. How did robotization affect the structure of Northeast Tool and the skill requirements for Fred Prices job? Can you think of other technological advancements that have resulted in the opposite affect on workers skill requirements? In what sense does the competitive strategy employed by the firm influence in which direction technology is likely to affect the skill level of workers? When Northeast implemented technological changes at its plant, Fred Prices job skill requirements changed. Before Price was the one doing all the work at the plant. Now, Fred Price has to be technologically savvy enough to control the robots that took his job from him. Any new type of technology that is implemented at Northeast is going to change the skill requirements of individuals jobs. When Fred Price started working for Northeast, he was 18 years old. Northeast supplied only to local California customers. Now, Northeast has to become a company, and even international, to stay competitive. With this type of growth, a company has to change to stay competitive. As we will see throughout this text, globalization has widespread effects on human resource practices. To what extent were the changes in jobs that came about at Northeast Tool driven by factors outside the U.S? If companies like Northeast Tool did not make these types of changes to compete, what other changes might they have had to make? If Fred Price was not willing to make the types of self-improvements he is making, what other types of changes would he have had to accept? What are the national implications of these kinds of changes, and how do these changes relate to the competitive advantage of nations like the U.S? The factors, outside of the U.S, that affected the changes at Northeast were the technologically savvy plants in Japan and Germany. To stay competitive in the global market, and even domestically, Northeast had to implement new technology. If Northeast was not willing to make these changes, then business would be hurt because it just could not compete with the bigger, more technologically sophisticated plants. Fred Price, if not willing to change, would have to settle for something less. These types of changes are at the core of our national competitiveness, the U.S. has been at the forefront in this productivity and competitive war and should continue to do so. Additional Activities Teaching Suggestions Several cases and articles can be used as additional activities when discussing the topic of job analysis and job design. The cases could be assigned to indi ­viduals as a writing assignment, possibly for extra credit, or could be assigned to groups to be done inside or outside of class. The articles could also be assigned and discussed in class. A possible library assignment is suggested to acquaint students with the Dictionary of Occupational Titles. Harvard Business School Case 9à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ481à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ179, Office Technology, Inc. (A) by Beer, Von Werssowetz, and Witcraft, Teaching Note 5à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ485à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ021 by Beer and Spector. Robert Dorr must consider changes in several order administration work organizations that are to be consolidated. The separate units handle product lines with very different characteristics and have managers with different operating styles, philosophies, and personalities. One group is set up in an assembly-line style. Another has a team concept of job organization. Office Technology, Inc. (B) provides future developments. Two videotapes (9à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ884à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ512) and (9 ­884à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ513) are available for use with these cases. Suggested questions for Office Technology, Inc. Consider the order administration task. Discuss the process the LMP and OEM groups use to complete this task. How would you reorganize work in OEM? Consider case facts and class readings and lectures in formulating your answer. Discuss the rationale for your recommendations. If Dorr imposes an LMP-type team approach, what roadblock

Neuron Conduction :: physics science

Introduction During a thunderstorm in 1786, Luigi Galvani touched a frogà ¢s leg with a metal instrument and noticed the muscles twitching. He concluded that the storm had generated electricity, which conducted through the frogà ¢s nerves and caused the muscles to contract. Nerves do transmit impulses from one part of the body to another, but in a different way than in an ordinary conductor. The electrical properties are different in neural conduction because it is slower and does not very in strength (it is a all-or-nothing conduction). A nerve cell (neuron) is the basic building block of the nervous system and is specialized to transmit information. It consists of a cell body and two types of branchlike fibers, dendrites and axons (top of Figure 1). Dendrites, along the cell body, receive information in the form of stimuli from sensory receptors or from other nerve cells. The axon is a long, thin cellular extension responsible for transmitting information to other nerve cells, and is filled with a viscous intracellular fluid called the axoplasm. If stimuli received by the dendrites or the cell body is above the cellà ¢s intensity threshold, a nerve impulse is initiated which propagates along the axon. It flows along the axon away from the cell body toward the terminal branches. Once a nerve impulse reaches the terminal branches, neurotransmitter substances release, conveying the impulse to receptors on the next cell. The Resting Potential of the Nerve Cell Critical to the function of the nerve cell, the cell membrane maintains intracellular conditions that differ from those of the extracellular environment. There is an excess of negative ions inside the cell membrane and an excess of positive ions outside (middle of Figure 1). The electrochemical gradient across the membrane is the means of nerve impulse transmission. The concentration of potassium (K+) is 30 times greater in the fluid inside the cell than outside and the concentration of sodium ions (Na+) is nearly 10 times greater in the fluid outside the cell than inside (See Table 1). Anions, particularly chloride (Cl--), are also unevenly distributed. Nerve cells use both passive diffusion and active transport to maintain these differentials across their cell membranes. The unequal distribution of Na+ and K+ is established by an energy-dependant Na+-K+ à £pumpà ¤, moving Na+ out of the cell and K+ into the cell. Specialized proteins embedded in the nerve cell membrane function a s voltage-dependant channels, passing through Na+ and K+ during nerve impulse transmission.

Gay Judgement

People are often mislead by word judgement. Judgement is the process of forming an opinion or evaluation by discerning and comparing. Many people in the world today judge for no apparent reason. They judge because they do not know what to say about a person. Judgement can be passed when one criticizes people based on their clothes,car , and even their sexuality. Judgment on sexuality is the worst type of judgement the saying â€Å" Do not judge a book by it’s cover† can be definitely applied to sexuality bias.People should not be judged based on their sexuality because homosexual have come a long way since the 1950, freedom,acts as the catalyst to unnecessary suicides every year and unfortunately this judgement. Homosexual rights have came a long way since the 1050’s. Homosexual have been fighting the government since the 1950’s starting with the gay right movement. Until 2004 when everything changed. Massachusett declared that banning same-sex marriage wa s unconstitutional and legalized marriage for same-sex couples.Becoming the first state in the U. S. to do so. Connecticut ,Iowa, Vermont, Maine and New Hampshire all legalized same-sex marriage. Then the California Legislature Approved Gay Marriage,and granted same-sex couples most of the benefits of married couples such as the right to jointly file income tax returns, the right to bring a foreign partner into the United States and right to pass Social Security benefits on to a spouse.So far, more than 30,000 same-sex couples are registered in California as domestic partners. In the beginning the government was unwilling to recognize the rights of homosexual and look at them now they are giving the gays pride and glory while making everyone equal. Freedom was what the world wanted, but not everyone is free. Most homosexual people fight for their freedom because they want to be treated like everyone else.The 14th amendment states in section 1 â€Å"All persons born or naturalized i n the United States and subject to the jurisdiction thereof, are citizens of the United States and of the State wherein they reside. No State shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any State deprive any person of life, liberty, or property, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws. This states that everyone in the U. S is free. It does not state that gay people cannot be free. Everyone in the United State have their own freedom. Harsh and unfair judgement on homosexuals can lead to suicide. Tyler Clementi, 18, who was studying at Rutgers University, jumped from the George Washington Bridge, after a video of him with another man was posted online. Tyler was a young man who was really talented. People did not have to bully him or post video of him.Tyler was probably a quite guy who did not tell many people about his life. Many people ju st judge without knowing a person and that is not good. People should not judge a person if he/she does not know the person. Judgement may cause people to go insane. â€Å"Everything that irritates us about others can lead us to an understanding of ourselves. † Everyone should refer to with this quote and when they decide to judge a person remember that they are judging themselves.

Getting a Drivers License in the U.S.

Getting a Drivers License in the U.S. A drivers license is a government-issued piece of identification required to operate a motor vehicle. Many places will ask for a drivers license for identification purposes including banks, or it can be used to show legal age when buying alcohol or tobacco. Unlike some countries, a U.S. drivers license is not a nationally issued piece of identification. Each state issues its own license, and requirements and procedures vary depending on your state. You can check your states requirements by referring to your local Department of Motor Vehicles (DMV). Requirements In most states, you will need a Social Security Number in order to apply for a drivers license. Bring all required identification with you, which may include your passport, foreign drivers license, birth certificate or permanent resident card, and proof of your legal immigration status. The DMV will also want to confirm that you are an in-state resident, so bring proof of residence such as a utility bill or lease in your name showing your current address. There are some general requirements in order to obtain a drivers license, including a written test, vision test, and driving test. Each state will have its own requirements and procedures. Some states will acknowledge the previous driving experience, so research the requirements for your state before you go so you can plan to bring any required paperwork from your home country. Many states will consider you a new driver, though, so be prepared for that. Preparation Prepare for your written test by picking up a copy of your states drivers guide at the DMV office. You can usually get these at no charge, and many states post their guidebooks on their DMV websites. The guidebook will teach you about traffic safety and the rules of the road. The written exam will be based on the contents of this handbook, so make sure youre well prepared. If youve never driven before, youll need to learn new driving skills to pass the road test. You can either take lessons from a very patient friend or family member (just make sure they have the right auto insurance to cover you in the case of an accident), or you can take formal lessons from a driving school in your area. Even if youve been driving for a while, it might be a good idea to take a refresher course to familiarize yourself with the new traffic laws. Testing You can usually walk into a DMV office without an appointment and take your written test that day. Watch the time, though, since most offices suspend testing for the day about an hour before closing. If your schedules flexible, try to avoid the busy times at the DMV. These are typically lunchtime, Saturdays, late afternoons and the first day after a holiday. Bring your required documentation with you and be prepared to pay a fee to cover the cost of taking the test. Once your application is complete, youll be directed to an area to take your exam. When you finish the exam, you will be told immediately whether or not you have passed. If you didnt pass, youll need to successfully pass the exam before you can take the road test. There may be a restriction on how soon you can attempt the exam and/or how many times you can take the test. If you pass the exam, you will schedule an appointment for a road test. You may be asked to take a vision test at the same time as your written exam, or during your driving test appointment. For the driving test, you will need to provide a vehicle in good working condition as well as proof of liability insurance. During the test, only you and the examiner are allowed in the car. The examiner will test your ability to drive legally and safely, and will not try to trick you in any way. At the end of the test, the examiner will tell you if you passed or failed. If you passed, you will be giving information about receiving your official drivers license. If you fail, there will likely be restrictions on when you can take the test again.

The Devil’s Backbone Essay Example

The Devil’s Backbone Essay Example The Devil’s Backbone Essay The Devil’s Backbone Essay â€Å"The Devil’s Backbone† by Jonathan Daniels is a thriller set on the Spanish Civil War. It was about ghosts in a Spanish boy’s school, or rather, an orphanage run by the widow of an activist fighting for freedom. A young boy enters the school, unaware that he was orphaned, and he was the one who the ghost came to. An older youth took a dislike of him and the ghost terrifyingly cried out for help. And it is him the ghost keeps asking for help.A former student, who was then the school’s handyman hated the place with a passion. The cook turns out to be his fiancà ©e and they are planning to escape from there and buy a farm, but for the meantime, he greedily watches over gold ingots hidden away for the Republican army.The young boy, Carlos, eventually uncovers the secret that haunts the school and the connection between the disappearance of a young student the night the bomb fell into the courtyard and the avarice and brutality that have crept into the sc hool from an outside world enflamed by war.It is a story not merely based on ghosts but also a movie that empathizes with orphans. It tackles the traumatic experiences during the time of Spanish war but through the eyes of a child, giving a lighter perception. It also talks about, between the lines, about the mercenary and evil that was also going on at the time, as well as the non-fictional realities. Human frailties and emotional stuff.

Vincent by Don Mclean Essay Example | Topics and Well Written Essays - 750 words

Vincent by Don Mclean - Essay Example He was residing in Massachusetts in an attractive federal designed residence. This house was referred to as the Sedgwick house. The Sedgwick household included an interesting individual whom Andy Warhol had worked with in the 60s, Edie Sedgwick. McLean composed the song in his dwelling that was filled with antiques. The motivation occurred to him one sunrise while he was on the veranda going through a work on Gogh. McLean discovered that a song about the artist could be composed out of Starry Night, the painting. The song makes use of the strings, guitar, vibraphone, and accordion (Whitburn 166). This paper will analyze the song, Vincent, by Don McLean, focusing on the lyrics, symbol, context, writing technique and how the music blends with the meaning of the song. The composer’s lyrics highlight his life situations. The lyrics of the song highlight how the writer comprehends what the difficulties of an artist are like. He asserts that the society does not know the reasons tha t make artists write or paint. McLean has experienced this situation himself. The writer of the song has come across the paintings of Vincent and has comprehended what Vincent was attempting to illustrate. The writer is attempting to communicate to the listeners that no individual would pay attention to what Vincent was attempting to say, and that individuals did not appreciate the correct meaning of the paintings because they perceived him as peculiar. The composer’s foremost point is that the society should become tolerant. The reiteration of the words, ‘starry starry night’, highlights the significance of the heavens. Vincent enjoyed night time and he had the ability to paint the skies with numerous stars. In the last chorus, Mclean asserts, â€Å"They would not listen, they are not listening still, perhaps they never will.† This shows how Van Gogh was not appreciated as a painter until he died (Whitburn 166). There is the use of symbol in McLeanâ€℠¢s song. The opening phrase, Starry Starry Night, is an indication of the painting, The Starry Night, by Van Gogh. The painting of Van Gogh and the song of Don McLean signifies what it feels like when an individual is not understood. The lines, â€Å"Paint your palette blue and gray† highlight the outstanding colors of Van Gogh’s painting, and they most likely are a testimonial to Van Gogh’s behavior of biting or sucking on his paint brushes during painting. The phrases, â€Å"ragged men in ragged clothes† and â€Å"how you tried to set them free† illustrates Van Gogh’s liking for the socially banished and humanitarian events. This is also highlighted in Van Gogh’s drawings and paintings. In addition, the lyrics, â€Å"They would not listen, they did not know how† signifies the family and a number of people who were significant of Van Gogh’s compassion to those presumed to be miserable (Whitburn 166). Finally, the line, â€Å"How you suffered for your sanity† symbolizes the schizophrenic condition which Van Gogh experienced. There are a number of situations that help in composing the song. McLean composed the song in his dwelling filled with antiques. The motivation occurred to him one sunrise while he was on the veranda going through a work on Van Gogh. McLean discovered that a song about the artist could be composed out of Starry Night, the painting. In addition, Van Gogh worked on his painting when he was experiencing one of his most trying times of his existence (Whitburn 166). During this time, he was put in prison in an asylum at Saint Remy. Van Gogh

Valuation models literature review Essay Example | Topics and Well Written Essays - 2750 words

Valuation models literature review - Essay Example My dissertation will focus on the financial reports of four different companies: BASF, DOW, SABIC, and Dupont. This will be aided by an economy and industry analysis as well as a ratio analysis for the each of the four firms. Valuation models will then be applied in order to arrive to price of the shares for each of the four firms. This literature review will help to find out the most appropriate valuation models to apply in order to arrive at a reasonable recommendation for investors who are interested in these four companies. A number of studies have focused on the usage of financial valuation models in the U.K. in order to evaluate a company’s equity. For example, Imam et al. (2008) aimed to find out the models that were used by financial analysts. They used a methodology that introduced the evidence by using two different ways—interviews with financial analysts and looking into the content of equity reports. Their study highlighted three major points: which valuation models are used by analysts, why are these models used, and how are these models used. In the same area, Demirakos et al. (2004) sought to explain financial analyst practices in terms of valuation by examining hypotheses related to the use of single period and multi-period forms, and also to test the usage of both the accrual and cash flow-based methods. On the other hand, Liu et al. (2002) measured the performance of a wide range of multiples and looked at the selection of relevant issues with the valuation using multiples mo del. An example from their paper showed the differences in the performance sector and the improvement of performance achieved by using other models to calculate multiples. In terms of industry importance, Alford (1992) tried to find out the impact of choosing comparables on size, sectors, and earnings growth on the accuracy of valuation by using price-earning multiples. Also, Boatsman and Baskin (1981) compared the accurateness of the price-earning multiples valuation model based on two sets of similar companies in the same sector. Moreover, Tasker (1998) tested among-industry models in the collection of similar companies by analysts and investment banks in acquisition transactions. The paper written by Barker (1999a) tested the valuation methods used by analysts and fund managers in order to discover the role of dividends in share valuation as well as to find out the importance of different valuation forms used in practice by fund managers and financial forecasters. Moreover, Barke r (1999b) applied both survey and market-based evidence in order to find out the more favorable valuation models, especially the