4_11 Assignment Example | Topics and Well Written Essays - 750 words

4_11 - Assignment Example In acknowledgment of these, players in different divisions need to stay up with the rising rivalry to give their shoppers the best understanding in order to stay applicable; else, they face the risk of being looked out. The social insurance segment is one of the parts where rivalry is normal and accommodating. The recipients of rivalry in human services are the patient whose necessities are met to the best of their desires. This paper analyzes how different associations in the social insurance division are adapting to rivalry. It will investigate measures taken by these associations in order to stay progressively serious, and furthermore on how they look to offer the best understanding to their clients. An exploration by The Heritage Foundation on Competitive Markets in Healthcare ‘The Next Revolution’ shows that opposition in social insurance offers patients more prominent quality, more choices, and lower costs. The exploration, directed in the US, examines a few different ways that the US government has after some time attempted to make its social insurance progressively serious. One of the ways its government and state administrators thought of was to ingrain rivalry, and cause the business to work like a customary market. The examination builds up that past measures to make its human services increasingly serious had not yielded the normal aftereffects of monetary profit. It takes the case of 2012, when the Director of the Congressional Budget Office (CBO), Douglas Elmendorf, turned down the proposition of an opposition based Medicare Premium Support Proposal. His clarification to the House Budget Committee (HBC) was that, in view of the proof of past measures to up grade rivalry, there was no quantitative confirmation of its advantages. Nonetheless, this investigation contrasts with Elmendorf’s attestation by clarifying different occurrences where rivalry in medicinal services has demonstrated profitable. One of the fields where the exploration saw rivalry as advantageous is the use of care. The examination delineates an ideal case of the

Biography of Architect Norma Merrick Sklarek

Life story of Architect Norma Merrick Sklarek Planner Norma Merrick Sklarek (conceived April 15, 1926 in Harlem, New York) worked in the background on probably the biggest structural undertakings in America. Striking in engineering history as the principal Black American lady enlisted draftsman in New York and California, Sklarek was likewise the main Black lady to be chosen for the renowned Fellow of the American Institute of Architects (FAIA). Notwithstanding being the creation planner for some prominent Gruen and Associates ventures, Sklarek turned into a good example to numerous young ladies entering the male-commanded engineering calling. Sklareks heritage as a tutor is significant. In light of the differences she looked in her life and vocation, Norma Merrick Sklarek could be thoughtful to the battles of others. She drove with her appeal, effortlessness, insight, and difficult work. She never pardoned prejudice and sexism however invigorated others the to manage misfortunes. Planner Roberta Washington has called Sklarek the dominant mother hen to every one of us. Others have called her The Rosa Parks of Architecture. Quick Facts: Norma Sklarek Occupation: Architect   Also Known as: Norma Merrick Sklarek, Norma Merrick Fairweather, Norma MerrickBorn: April 15, 1926 in Harlem, New YorkDied: February 6, 2012 in Los Angeles, CaliforniaEducation: B.Arch. from Columbia University’s School of Architecture (1950)Architecture with Cesar Pelli: San Bernardino City Hall (1972) ; Columbus Courthouse Center in Indiana (1973); Pacific Design Center in California (1975); The U.S. Consulate in Tokyo, Japan (1978)Key Accomplishments: As a Black female, Sklarek turned into a very much regarded venture chief and instructor inside the white male ruled field of architecture.Fun Fact: Sklarek been known as The Rosa Parks of Architecture East Coast Years Norma Merrick was destined to West Indian guardians who had moved to Harlem, New York. Sklareks father, a specialist, urged her to exceed expectations in school and to look for a profession in a field not ordinarily open to females or to Americans of shading. She went to Hunter High School, an all-young ladies head honcho school, and Barnard College, a womans school related with Columbia University, which didn't acknowledge ladies understudies at that point. In 1950 she earned a Bachelor of Architecture degree. In the wake of getting her degree, Norma Merrick couldn't look for some kind of employment at an engineering firm. In the wake of being dismissed by many firms, she took an occupation at the New York Department of Public Works. While working there fromâ 1950 to 1954 she read for and spent the exhausting, week-long arrangement of tests to turn into an authorized planner in New York State - on her first attempt. She was then in a superior situation to join the huge New York office of Skidmore, Owings Merrill (SOM), working there from 1955 until 1960. Ten years in the wake of winning her engineering certificate, she chose to move toward the West coast. West Coast Years It was Sklareks long relationship with Gruen and Associates in Los Angeles, California where she made her name inside the engineering network. From 1960 until 1980 she utilized both her engineering ability and her task the executives aptitudes to understand the numerous multi-million dollar ventures of the huge Gruen firm - turning into the organizations first female chief in 1966. Sklareks race and sex frequently were advertising disservices at the hour of her work with major compositional firms. At the point when she was a chief at Gruen Associates, Sklarek teamed up with Argentina-conceived Cã ©sar Pelli on various undertakings. Pelli was Gruens Design Partner from 1968 to 1976, which connected his name with new structures. As Production Director, Skarek had gigantic obligations yet was once in a while recognized on the completed venture. Just the U.S. International safe haven in Japan has recognized Sklareks commitments - the Embassy site expressed that The structure was planned by Cã ©sar Pelli and Norma Merrick Sklarek of Gruen Associates of Los Angeles and developed by Obayashi Corporation, as clear and matter-of-certainty as Sklarek herself. Following 20 years with Gruen, Sklarek left and from 1980 until 1985 became Vice President at Welton Becket Associates in Santa Monica, California. While there, she coordinated the development of Terminal One at Los Angeles International Airport (LAX), which opened in time for the 1984 summer Olympic games in Los Angeles. In 1985 she left Welton Becket to build up Siegel, Sklarek, Diamond, an all-lady association with Margot Siegel and Katherine Diamond. Sklarek is said to have missed taking a shot at the enormous, convoluted tasks of past positions, thus she completed her expert profession as Principal at the Jerde Partnership in Venice, California from 1989 until her retirement in 1992. Relationships Conceived Norma Merrick, she was hitched multiple times. She is otherwise called Norma Merrick Fairweather, and her two children are Fairweathers. Sklarek was the name of Norma Merricks second spouse, planner Rolf Sklarek, whom she wedded in 1967. It becomes reasonable why proficient ladies frequently keep their original names, as Merrick changed her name again in 1985 when she wedded Dr. Cornelius Welch, her significant other at the hour of her demise. Statement In engineering, I had positively no good example. Im cheerful today to be a good example for other people, that follow. Demise Norma Sklarek passed on of cardiovascular breakdown at her home on February 6, 2012. She lived with her third spouse in Pacific Palisades, a princely local location of Los Angeles, California. Inheritance Sklareks life has been loaded up with numerous firsts. She was the primary Black lady to be authorized as a draftsman in New York (1954) and in California (1962). In 1959, Sklarek turned into the primary Black lady to turn into an individual from the American planners national expert association, the American Institute of Architects (AIA). In 1980, she was the principal lady to be chosen a Fellow of the AIA (FAIA). Its remarkable that in 1923 Paul Revere Williams turned into the main Black modeler to turn into an individual from the AIA, and he rose to turn into a Fellow in 1957. In 1985, Norma Sklarek set up and dealt with the California firm Siegel, Sklarek, Diamond, one of the main lady possessed and worked structural firm. Norma Merrick Sklarek worked together with structure modelers to change building thoughts from paper to design real factors. Plan engineers for the most part get all the acknowledgment for a structure, however similarly as significant is the creation planner who sees the task to fruition. Austrian-conceived Victor Gruen has for some time been credited with imagining the American shopping center, yet Sklarek was prepared to do the plans, making changes when vital and tackling structure issues progressively. Sklareks most noteworthy venture joint efforts remember City Hall for San Bernardino, California, Fox Plaza in San Francisco, California, the first Terminal One at the Los Angeles International Airport (LAX) in California, Commons - Courthouse Center in Columbus, Indiana, the Blue Whale of the Pacific Design Center in Los Angeles, the U.S. Government office in Tokyo, Japan, Leo Baeck Temple in Los Angeles, and the Mall of America in Minneapolis, Minnesota. As a Black American draftsman, Norma Sklarek more than made due in a troublesome calling - she flourished. Raised during Americas Great Depression, Norma Merrick built up a knowledge and tirelessness of soul that turned into an impact to numerous others in her field. She demonstrated that the design calling has a spot for anybody ready to continue at accomplishing great work. Sources AIA Audio Interiew: Norma Merrick Sklarek. aia.org/akr/Resources/Audio/AIAP037892?dvidrecspecAIAP037892Bellows, Layla. Norma Sklarek, FAIA: A Litany of Firsts that Defined a Career, and a Legacy. AIA Architect. aia.org/rehearsing/AIAB093149Beverly Willis Architecture Foundation. Norma Merrick Sklarek.â bwaf.org/dna/chronicle/section/norma-merrick-sklarekBWAF Staff. Roberta Washington, FAIA, Makes A Place, Beverly Willis Architecture Foundation, February 09, 2012. bwaf.org/roberta-washington-faia-makes-a-place/National Visionary Leadership Project. Norma Sklarek: National Visionary. visionaryproject.org/sklareknorma/U.S. Division of State. Government office of the United States, Tokyo, Japan. http://aboutusa.japan.usembassy.gov/e/jusa-usj-embassy.html

No topic Essay Example | Topics and Well Written Essays - 750 words - 7

No theme - Essay Example This altogether influenced the course of history of China as will be featured hereunder. The Qing Dynasty was the last incredible domain to govern China. As prior expressed, in spite of the fact that it started very well in its offer to change China into an incredible express, the administration experienced different inward and outside difficulties that affected adversely on the course of China. Right off the bat, the line was confronted with inward wrangles that made political precariousness. This made it hard for China to make a steady government to satisfy Chinas improvement motivation. A portion of the remarkable inward wrangles that changed the course of Chinese history incorporate the Nian resistance of 1853-1868; the Mao insubordination of 1850-1872; the Red Turban disobedience of 1854-1857; and the Yunnan defiance of 1855-1863. Also, the Qing Dynasty was portrayed by elevated level of defilement along these lines abridging the improvements that had started to be acknowledged in China. The administration likewise confronted the issue of absence of a capable Manchu authority. Absence of solid administration made it amazingly hard for the line to advance the improvement of China. Aside from the inward issues, the course of Chinese history was additionally extraordinarily influenced by outer components. Right off the bat, the destruction of Qing government in the nineteenth century by outside forces brought about the inconvenience of inconsistent bargains on China, which extraordinarily affected contrarily on China. For example, the burden of the inconsistent bargains, politically encroached on the national privileges of China, in this manner bringing about a destruction. Besides, the colonialism of the remote economies intensified the social enduring in China. For example, the expanded importation of modest material products from outside nations by the Qing government brought about the breakdown of most Chinese ventures. The Qing tradition likewise demolished the economy of China by advancing troublesome parity of exchange, in this manner bringing about the decay of the

Case Study Of Entrepreneurship In Etisalat Business Essay - Free Essay Example

Etisalat is the UAEs largest telecommunication company. It has around 74 million customers worldwide. It has more than 120 roaming partners in all over the world. It provides range of telephony services and internet services. From the individuals, common customers to several big corporate houses depend upon the infrastructure (telecommunication) support provided by Etisalat. Etisalat operates in whole Middle East and Africa and its headquarters is in UAE. It also has operations in Asia and is planning to expand at several places in coming times through mergers and acquisitions. It is provider of voice communication over mobile or fixed line, and data communication, to individuals, enterprises and international telecommunication companies, mobile operators, ISPs, content provider. It is leader in Middle East and Africa region. Etisalat is an organization that believes in continuous innovation in products and its services. It provides high technology facilities to its customers. It is very keen towards the quality of services that is being delivered to them. Etisalat has won several awards for customer satisfaction and thats the reason why it is the leading company of the region. The company management is very good at operating business and expanding in new regions to increase the customer base and also to get the technological support from their partners. It has majority ownership in a leading provider of satellite telephony, Thuraya. Etisalat has good Research Development department. It keeps upgrading the technology presence of the company. Etisalat has deployed 3.75 G network in Egypt at the time when several companies are still implementing the 3G network infrastructure. This is the clear evidence of the dedication of the company towards the quality and the technology advancement. The organization also shows corporate social responsibility and intends to provide sustainable value chain with minimum impact on the environment. Entrepreneurial Activity and Innovation It has become the need of the hour that every company needs to improve on the services that it provides. It is more important for a sector like telecommunications where the competition is so strong that one cant survive on a weaker offering or service delivery. Under the conditions, Etisalat discovered a very important problem that many of its users were facing. Owing to the shortage of time, much of the conversations on the mobile were generally meant to be very small. In spite of talking for less than one-third of a minute, the customers had to pay the same as one would pay had he talked for the entire minute. Now, with huge number of calls, there was a complete wastage of money in this respect. So, Etisalat made an improvement in its services. It introduced the system of pay-by-the-second. Now, the customer would not have to unnecessarily pay when they do not deserve to. This attracted a number of customers towards using the services of the company. As far as classification of thi s innovation is concerned, it would fall under the category of developing new and improved services and ways to deliver them. It got even better for the company, as this form of service was made available in even the smallest denomination card value. So, customer satisfaction which is one of the major issues in any companys success became proficiency with this act. Level of Intrapreneurship As this innovation was made within the organization itself, it certainly was intrapreneurship. It did not lead to the start-up of a business, but the idea was generated from within the system. As far as the effects of this service on the company is concerned, there was great appreciation for the same in the market. Hence, the level of intrapreneurship was really high. If one notices this from innovation, it discovers the fact that an organization would not just find success by mere competing. It would only become justified, if internal innovations are suitable enough to take the business towards competing in the newer market as well. So, this form of intrapreneurship not only provided product modification but also provided a chance for market development. As far as the results of the same are concerned, the company did see a substantial level of market development after introducing this feature. So, it was a successful attempt. Motivational Factors and Rewards Motivation can be classified in two forms. The first one is intrinsic motivation and the second is extrinsic motivation. Looking at the form of innovation that the company has undergone, it would certainly fall under the intrinsic motivational form. The marketing department of Etisalat was responsible for finding out the need for pay-by-the-second functionality. After that, it was the internal system which believed that introducing this feature would be of use for the company. As far as the factors that led to this intrinsic motivation are concerned, they can be mentioned as follows: A belief to extend the market share. A confidence in the internal system of the organization. A level of courage to face the losses of failure (if any). Consistent change in demand of the customers. Talking about the rewards that were associated with this innovation, the company celebrated the launch of this facility in the market. It felicitated the hands responsible for making it a possibility. Also, Etisalat practices a marked performance appraisal system. The company by virtue of its activities has proved that it is essential to link performance with rewards. The reason for the same is that whenever the company sees that its employees are out-performing, it makes all the arrangements such that all those involved are rewarded. This raises the probabilities for intrinsic motivation within the companys staff. This is the reason that much of the employees of the company look to retain themselves for longer periods at the same time, they keep innovating and taking the company forward from its then position. So, we see from this case of Etisalat that it is actually essential for a company to link performance to rewards. Leadership and External Factors Etisalat is one organization which believes in the fact without effective leadership; there is no way the company can find success. A leaders works in this context are as follows: Interpersonal and Informational Roles: It carries the responsibility to provide information throughout the organization working as a figurehead, leader and liaison. The company feels that when the information is actually disseminated by the leaders, it is only then that the employees get motivated enough to carry out the companys work. Similar has been the case with Etisalat as well. The leaders had taken the responsibility to explain the importance of pay-by-the-second to the employees. The marketing department got its motivation from there and hence the functionality was well advertised. This form of communication also makes the leader well recognized in the employee body. With this, there is a unity to carry out all further tasks of the company. Decisional Roles: From the decisional perspective, the leaders of the company are regarded as entrepreneurs (which in this case refer to intrapreneurs), disturbance handlers, resource allocators and negotiators. One can clearly see from the motive of the company behind introducing the feature that it would have to handle disturbances with respect to non-acceptance of the idea in the market. Also, we have seen the entrepreneurship (intrapreneurship) which led to the introduction of this feature. So, one can see that the decisional roles of a leader are justified by introducing this feature. External Factors: Now, an internal likeliness of motivation can only take place if there is an external need of a certain product or service in the market. Here, the external factor was that of the head-to-head competition that the company has with its nearest rival DU. Also, the latent demands of the customers coupled with this form of competition made it look all the more important for Etisalat to take over the pay-by-the-second policy. Personality Characteristics of Entrepreneurs Entrepreneurs are the people who take calculated risk and have confidence in their activities. They look towards creating new standards at their work. They give complete dedication towards their management and try to achieve their target as soon as possible while maintaining the communication with his fellow employees. Although the success rate of entrepreneurship is not very good but this is not because of their mis management, it happens because of some external factors or the loosening after seeing the initial success. In Etisalat the people behind the innovation of the services are the person who is very good at convincing employees and management. They look in the market for the need of time and they innovate their services to fulfill them in best possible way. Etisalat also used to organize regular conferences to share the experience of the entrepreneurs (intrapreneur) with the employees which result in the inspirational effect on them. It provides an opportunity for every empl oyee to contribute towards the innovation at services and products. Company entertains the ideas originated from employees and after analyzing their feasibility implementation may be done. Entrepreneurs at Etisalat are self managed people and they know the extent to which company may allow them to perform. This means they have good understanding of their internal locus of control and try to operate according to the feasibility. They are esteemed people and always keep looking towards progressing to new technology that is evident from the companys continuous improvement in performance. They try to over perform others and Etisalat is leaving their competitors far behind in the level of services they provide. Other companies followed the scheme of pay per second calling system after seeing its popularity. Etisalat also have strategy of expanding in several new regions and their entrepreneurs are surveying these regions where they can exploit the customer base even by merger and acquisi tion with other firms. It clearly shows that entrepreneurs have affiliation of power. Entrepreneurship at Etisalat is a very common paradigm; the company is so much interested in the innovative activities that it always prefers to look at the market in ways to achieve best possible performance. The organization has history of innovations. In telecommunication sector of UAE, Etisalat is a company that leads the way in terms of technology. Other companies in the region always used to follow it. The company is leader of market because of this reason only. It is expanding its operation in newer markets to become international leader. This is pretty clear that company needs a lot of intrapreneurship activities so that it can achieve their vision and mission of providing best possible services. Intrapreneurs at Etisalat are very active people and always keep watching the market for the possible innovation. They are the people who properly communicate with leaders and perform their best. The ideas of innovations and renovation at company keep coming from them and they have u rgent desire for the success. The company support entrepreneurship from the top level of its leadership and management always help in their functioning. The leadership qualities of entrepreneurs are visible at Etisalat and they play a major role in the business development of the company. The expansion plans and the product development runs under their supervision and the marketing department work with them so that they can do exact promotion of the new services. The interaction between the departments is good in Etisalat and it is helpful for the Intrapreneurs. Political and Power-Related Circumstances The leadership at Etisalat is very supportive of the entrepreneurial activities. The company is very keen towards progressing fast and adopting newer services with the passage of time. They give much importance to the innovation aspect in organization. That is why the entrepreneurship at organization very successful in achieving their goal efficiently. The companys management is very good at communicating with their employees and have shown good quality work environment. Employee satisfaction level is good. Also UAE government has several contracts with the company so Etisalat doesnt get much hindrance from there in implementation of their innovative services or in launching new products. And due to need of improvement in its service the organizational leadership adopted a very transparent system and helped entrepreneurs in doing their work by facilitating with financial help and manual resources required. Entrepreneurs were able to analyze the exact performance of company and all th e reports that may help in making improvements in services were shared properly with them. This led to comfort ability of the entrepreneurship with the organizational environment. Success of the Innovation The pay per second plan by Etisalat is a huge success. The company is reaping benefits of its quality improvement and the customer satisfaction. The company is distributing huge dividends and also following several new projects of improving and supporting the innovation and entrepreneurship. The investments made by Etisalat in international market are also giving big profits. The company is seeing larger customer base at UAE and at its other operating locations. The people are going for Etisalat for utilizing the good quality services. The pay per second plan made the company popular in common people too. The competitors also followed the same path to attract the customers but first comers advantage is with Etisalat. Company is also launching the 3.75 G network and has implemented it at several places. They are providing high speed data plans and efficient enterprise solutions too like ISP, VPN etc. This success has created path for much more innovations. The company has its vision of providing the best services with regular technology improvement so that the customers to get the feel of latest innovations in the industry. The entrepreneurs involved in the innovation are given proper rewards which are a very good measure to inspire others in being a part in the innovations. Ethical Implication of the Intrapreneurial Activity Every innovation cannot be implemented for the sake of getting profit in business. The entrepreneurial ideas are welcomed but they need to be analyzed for the ethical and corporate social responsibility aspect. As we can see that Etisalat is growing rapidly but they are simultaneously maintaining their image in the market and society. They launch new services while considering the fact that it should fulfill the requirements of customers. They dont just exploit the demand in the market for their benefit; they also see what type of demand is that. The demand may be for the improvement of service or for the new products. The company should be dedicated for providing the best services while maintaining their profitability. But it also implies that firms have duty toward the society too that they make available the products and services according to customer needs. If a company sees the demand in market and then innovate the technology or services that is easy to produce but does not completely fulfill the customers expectation then this type of innovation cannot be seen as ethically correct. There should be ethical consideration with the every entrepreneurial activity otherwise it may be profitable in shorter duration but later on it will impact the companys business and its image in market. Any development at the organization can said good only when it improves the employees and customers satisfaction. The entrepreneurship is not just to facilitate the monetary benefits, it should consider the every aspect of the activity and locus of impact it creates on implementation. Innovation Approach in own Business Unit At any business unit the innovation or entrepreneurial activities should be treated as projects. These projects should be first analyzed for their feasibility. Also the need of innovation and its urgency should be specified. The company management should then evaluate each project on different parameters like cost involved, preference, relation with the existing business, technology involved, resources required, times needed, risks associated etc. These parameters decide the preference order for the innovation projects that which of the projects to be started first and how much proportion of resources to be allocated to which project. If any business unit treats innovation in this way then its possible that it will get much better result than any other organization. But normally what happens that company management doesnt show that much interest in the innovation projects because no one wants to take risks. The entrepreneurship is about taking risk but in calculated manner. So now it depends upon the capability of entrepreneurs in making the leaders of the business unit to understand the benefits associated with the project. Also the risk associated should be mapped with the alternatives and all the alternatives should be practically tested before making any proposals to leader. In businesses it should be done like organizing regular conferences so that people can present their new ideas in front of leaders and management of the company. This open house discussion is helpful in making them understand the need of the company and the direction in which the company may exploit in better way with good profitability. Entrepreneurs of the company here get opportunity to inspire more Intrapreneurs at the company. The financial planning of the company is also responsible for the approach company adopts towards the innovation projects. When company understands the need of entrepreneurship, it allocates a part of fund towards the research and development in its every financial year. These funds are utilized by entrepreneurs in developing and promoting new services or products. The expansion plans of the firm are also very important for the business development but it is very common for the leaders of the firm to neglect these ideas. It happens because the uncertainty of the market response towards this idea.

What Is a Chemical Indicator

A chemical indicator is a substance that undergoes a distinct observable change when conditions in its solution change. This could be a color change, precipitate formation, bubble formation, temperature change, or other measurable  quality. Another type of indicator that may be encountered in chemistry and other sciences is a pointer or light on a device or instrument, which may show pressure, volume, temperature, etc. or the condition of a piece of equipment (e.g., power on/off, available memory space). The term indicator comes from the Medieval Latin words indicare  (to indicate) with the suffix -tor. Examples of Indicators A pH indicator changes color over a narrow range of pH values in solution. There are many different pH indicators, which display different colors and act between certain pH limits. A classic example is litmus paper. Blue litmus paper turns red when its exposed to acidic conditions, while red litmus paper turns blue under basic conditions.Fluorescein is a type of adsorption indicator. The dye is used to detect the completed reaction of the silver ion with chloride. Once sufficient silver is added to precipitate chloride as silver chloride, excess silver is adsorbed onto the surface. Fluorescein combines with adsorbed silver to produce a color change from greenish-yellow to red.Other types of fluorescent indicators are designed to bond to selected molecules. The fluorescence signals the presence of the target species. A similar technique is used to label molecules with radioisotopes.An indicator may be used to identify the endpoint of a titration. This may involve the appearance or dis appearance of a color.Indicators may indicate the presence or absence of a molecule of interest. For example, lead tests, pregnancy tests, and nitrate tests all employ indicators. Desirable Qualities of a Chemical Indicator To be useful, chemical indicators must be both sensitive and easily detectable. It need not, however, show a visible change. The type of indicator depends on how its being used. For example, a sample analyzed with spectroscopy may employ an indicator that wouldnt be visible to the naked eye, while a test for calcium in an aquarium would need to produce an obvious color change. Another important quality is that the indicator doesnt change the conditions of the sample. For example, methyl yellow adds a yellow color to an alkaline solution, but if acid is added to the solution, the color remains yellow until the pH is neutral. At this point, the color changes from yellow to red. At low levels, methyl yellow does not, itself, change the acidity of a sample. Typically, methyl yellow is used at extremely low concentrations, in the parts per million range. This small amount is sufficient to see a visible change in color, but not enough to change the sample itself. But what If an enormous amount of methyl yellow were added to a specimen? Not only might any color change be invisible, but the addition of so much methyl yellow would change the chemical composition of the sample itself. In some cases, small samples are separated from larger volumes so that they can be tested using indicators that produce significant chemical changes.

Intrinsic Motivation is Ideal - 1880 Words

Inquisitive and self-directed learning is a natural behavior for young children. They marvel at each new discovery and strive to understand the meaning behind every question in their world. However, older children seem to be resistant to learning unless directed by teachers or parents with various forms of external recognition (Deci and Ryan, 1981). Their enthusiasm and inner desire for understanding has diminished. Learning, to older children has become directly connected to demands, controls, and rewards. In order to understand why this attitude toward learning develops, the concept of motivation in education must be defined and examined in a theoretical sense. Motivation is an essential condition of learning (Ray, 1992, p.3). A†¦show more content†¦Cognitive theories, on the other hand, emphasize the point that our behavior is not determined by discriminative or reinforcing stimuli in and of themselves but by our perceptions or interpretations of those stimuli (Kolesnik, 1978, p.109). This implies that in a classroom situation, learning depends not only on external stimuli such as the explanations, demands, and expectations of teachers but more so on what those stimuli mean to us. Kolesnik states that cognitive psychology places a greater stress on the process of learning than it does on the outcomes and tends to rely more heavily on intrinsic rather than extrinsic forms of motivation. William Glasser played an essential role in intrinsic motivation of learning through the development of the control theory. The control theory emphasizes the idea that everything people think, do, and feel is generated by what happens inside of them (Banks and Thompson, 1995). Ideally, motivation should be intrinsic. Students should want to study the subject for its own sake or for the sense of accomplishment in learning something new. Since many students are not intrinsically motivated, however, extrinsic rewards can sometimes offer a first step toward increased motivation (Practitioner,1987, p.3). Human beings experience all three of these motivational states at one time or another. Teachers must acknowledge the experiences of these motivational sets in the classroom and implementShow MoreRelatedThe Theory Of Self Determination1245 Words   |  5 Pagesprovided. 1. Autonomy is one important factor of Motivation 3.0. Unlike Motivation 2.0, the leaders of a company or organization do not need to supervise employees or holding a stick to punish any bad staff. On the contrary, motivation-3.0 encourages the managers of business to rid of traditional measures and endow more autonomy to employees and give them more freedom.2. Mastery is the second factor for the Motivation 3.0. 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This coincides with his ‘win at all costs truly’ attitude, through which he lost the intrinsic motivation to put in the effort, and ultimately turn to PED’s to succeed. The neglect of the 3 basic needs (Deci Ryan, 1985) also leads to the loss of intrinsic motivation and the decrease in psychological wellbeing and emotional managementRead MoreEarly Humanistic Psychologist Used An Organismic Meta Theory849 Words   |  4 Pagestypes of autonomously motivational functions. The first is intrinsic, which is a characteristic that manifests itself within natural ability. When the basic levels of psychological needs are being satisfied intrinsic motivation is enhanced. On the contrary when ther e is a form of punishment or incentive, it undermines the intrinsic motivation. The second type of autonomously motivational functions is extrinsic motivation. 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These 4 R s were prevalent in motivation 50 years ago and are the reason why it is harder for companies to keep motivating today. Responsibilities in the workplace 50 years ago were simple, the men would go to work, at jobs that usually involved physical labor, and provideRead MoreMotivation Among Boys And Girls Reading Achievement Essay1618 Words   |  7 Pages Motivation Among Boys’ and Girls’ Reading Achievement Megan Kalina ED 611 Western Oregon University 12/04/2016 Abstract In addition to phonemic awareness, phonics, vocabulary, fluency, and comprehension, motivation can be considered the sixth component to becoming a proficient reader. A student’s motivation in reading is a predictor for long term reading success. This review examined gender differences in regards to reading motivation based on gender, age, teacher’s perspectivesRead MoreQuestions On The Industrial Revolution1668 Words   |  7 Pages RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 1 More Bang For Your Buck? Pay vs. Motivation Rafael Zavala Fall 2015 RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 2 Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 Review of Major Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 Review of Chosen studies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4-7 Rà ©fà ©rences†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 Author’s Reflection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 RAFAEL Z. I/O PSYCHOLOGY FINAL PAPER 3 Ever since the marking of the Industrial Revolution (1760-1840)Read MoreEssay on Different Theories Of Motivation1724 Words   |  7 PagesIntroduction Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as positive, such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or moralityRead MoreDifferent Theories of Motivation1736 Words   |  7 PagesIntroduction Motivation is a reason or set or reasons for engaging in a particular behavior, especially human behavior as studied in psychology and neuropsychology. The reasons may include basic needs (e.g., food, water, shelter) or an object, goal, state of being, or ideal that is desirable, which may or may not be viewed as positive, such as seeking a state of being in which pain is absent. The motivation for a behavior may also be attributed to less-apparent reasons such as altruism or morality

Human Resource Policies

Question: Explainhuman resource policies adopted by Steel Company. Answer: The following report evaluated the case study provide. The issues addressed here mainly relates to the human resource policies adopted by Steel Company. There are sixty employees working here. These workers can be classified as semi-skilled as well as unskilled. A pay freeze has been implemented in the organization, which has led to a discontent among the employees. Thus a part of the primary responsibility of the business adviser is to provide identify the organizational issues and provide solutions. Defining Individual Performance Targets There was a substantial effort on the part of the divisional manager of the organization to address the work place issues that has been negatively affecting the employees. Issues like the pay freeze have negatively affected the morale of the employees. The divisional manger of the Steel believes that each members contribution to the productivity is essential for the attainment of the long term goal and the objectives of the business enterprise. As such, the divisional manger believes it is necessary that the workforce is divided into specific teams that would run every aspect of the operational strategies of the business enterprise. Thus, the job responsibilities can be divided to assist the entity in achieving further growth. However, the job roles are not well defined, which has led to uncertainty among the employees (Bratton and Gold 2012). To rectify this issue the divisional manager of the company has implemented measures so that each individual and team role becomes clear. It is expected that this would assist the business entity in enhancing the productivity rate. The global economy has exerted enormous pressure on the operational policies of the business enterprise, to enhance the operational policies of the business enterprise. According to Armstrong and Taylor (2014), there has been emphasis on the performance of the business entity, in order to assist the business entity to survive the pressure of the global market. There has been a lack of training in the company to assist the new joinees in their job roles. Thus, an extensive skill development programme has been implemented to enhance the current skill levels of the employee. This would assist the employees to contribute substantially towards attaining the long-term goals and the objectives of the business enterprise. Bratton and Gold (2012) mentioned that the behavioral attributes of the organization relates to the cultural backgrounds as well as the preferences of the consumers. In addition, the performance appraisal procedures shall include attractive bonuses as well as the incentive offered to employees that are exceeding their target. As such, the daily business functionalities of the organization shall be aligned with the long-term goals and the objectives of the business entity. Special emphasis would be laid on the KPIs pre-determined at the beginning of the year. Purce (2014) mentioned that the KPIs should reflect the essential attributes of the business enterprise that would assist the business entity in achieving the long-term goals and the objectives of the entity. Thus, the existing performance of the business entity shall be assessed as per the yardsticks set at the beginning of the year. This would assist the business enterprise to take effective measures to rectify the existing discrepancies in the operational policies of the business entity. This would assist the business Evaluation of Performance Management Performance management is the procedure to assess the existing performances of the employees, to assist the employees to assist the employees to take appropriate measures. The primary purpose of the performance management processes is to ensure that all the employees are executing their job role as per the goals and the objectives of the business enterprise/. According to Bratton and Gold (2012), the performance management processes shall assist the each team to execute their job roles as per their targets. As per the given case study, the director has to adopt the participative style of management to develop well defined roles for each employee working in the business enterprise. Armstrong and Taylor (2014) mentioned that the participative style of management shall assist the employees to enhance their skill and aptitude. Besides this, the company can manage the performance of the employees by adopting the following methods adopting a positive method and approach towards daily business functionalities. adapting to the changing marketing conditions by bringing in alterations to the business operational strategies . c, gathering feedback from the workforce to address relevant workplace issues. Implementing training schemes to enhance the skill of the employees. The management and the employees working together to positively contribute towards the goals and the objectives of the business entity pre-determined at the outset . To enhance the performance management processes the business entity can adopt the below mentioned methods. Constant collaboration Purce (2014) stated that to facilitate employee engagement, collaboration as well as cooperation shall be required between the management or the leadership group and the lower ranked employees. This would assist the business enterprise to correctly asses the existing performance of the employees and take necessary measures to rectify the situation. Considering feedback Employee feedback shall be considered seriously to enable the business entity to identify the discrepancies in the operational procedures. This would assist Steel Limited to take corrective action to assist the business enterprise in achieving further growth. This shall also would bring about a level of transparency, and enhance the employer- employee relationship. The management of the business enterprise along with the human resource department has the responsibility to identify employee issues and assist employees in delivering superior productivity. Empowering employees Employees should be made accountable and responsible to their respective job functions. This would entail empowering employees to help them to execute their job role as per the needs of the organization. Thus, employees shall have the required freedom to perform their functions as per the needs of the business organization. Communication There should be clear flow of communication from the top management of the organization to the lesser ranked employees. This shall help the management of the organization to bring about cooperation among the entire department, thereby, working towards a common goal. Armstrong and Taylor (2014) mentioned that the performance management process shall be of immense benefit to the business entity if there is continuous exchange of data and information between the various aspects in a business entity. Integration of Performance Management System The process of performance management in the organization offers a proper link between the strategies adopted in the organization and the inherent financial as well as the operational competencies in the business organization. In addition, the needs of the business organization have to be kept in mind in implementing the performance management processes in the organization. According to Purce (2014), the process of performance management in the business organization aims to constantly monitor the performance of the organization to facilitate the growth of the business organization. In this context, it can be said that the human resource department has a vital role to implement processes that would assist the workforce in enhancing their skill. Each employee must have an individual target set that would be required to achieve in a particular month. In addition, incentives, bonuses as well as reward systems have to be established to provide encouragement as well as motivation to exceed the individual targets. Besides this, it would help the employees to contribute towards the growth of the business organization. Bratton and Gold (2012) mentioned that relevant training as well as skill development programs shall enable the business enterprise to achieve greater productivity due to the advanced skill level of the employees. In this regard, it can be said that knowledge , level of skill, ability as well as competencies are the relevant attributes that would be of enough significance to achieve the long term goals and the objectives of the business entity. Therefore, an integrated performance management system shall be implemented to constantly monitor employee performance, thereby, leading the e business organization to achieve further growth. Associate Performance to Financial Benefits Armstrong and Taylor (2014) mentioned that reducing employee attrition rate is the most challenging aspect for any business entity operating in a intensively competitive market environment. To facilitate employee satisfaction, it is essential that employee performance is acknowledged through providing financial benefits. There has been discontent among the employees, due to the imposition of the freeze payment structure. To rectify the situation, the divisional director of Steel Limited has adopted bonus schemes for the employees for performance has exceeded the individual targets set by the business entity. Implementing a strong performance appraisal system has been of assistance to the business organization to identify the areas of improvement in the performance of its employees. Besides this, assessing employee performance in a quantative manner shall entail having productivity tests for the performance appraisal of the employees. As such, financial as well as non-financial rewards have to be presented as per the data maintained by the manager of Steel Company. As such, it is expected that this would offer job satisfaction as well as motivation to the employees who have been a part of the organization for a considerable amount of time. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Purce, J., 2014. The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals