Xmen Movie Essays -- Film Movies

Xmen movie I am critiquing the movie X-men. This movie is based on a comic adjudge and on an animated series. both the animated series and the comic record book revolve around mutants. These mutants often realise human, however some look quite different than any normal human and as mental capacity as their powers be quite extraordinary. This creates one problem when converting to movie form. Make-up gad fusss and special effectuate moldinessiness be used so that our reality where the film is do may accurately reflect the reality where the film is set. Also, the characters from the animated series and the comic books all provoke personalities and physical features that the actors in the film must try to match. This is a difficult thing to do. Not only must the actors physically look like the character concept but they must also be able to play the correct personality. The movie also must keep in context with the animated series and the books. The sources some(pre nominal) share a timeline and general background knowledge and stories that the movie must conform with. When you add this onto the feat of making a movie that is esthetically and engaging for audiences you have a very tall order. For the most break-dance however, the movie was successful in many of these areas. The special personal effects were fountainhead done in this movie. Storms power over the elements is good displayed. I believe that it is one of the high points in the movie when we get to see storm use her powers. Cyclopss eye glint was also well done special effect wise. However the head gear that they used, while close enough to the original, was very bulky. This hindered the actors acting capability. Actors do a lot of acting with their faces and facial features. Entire messages are direct with the eyes. This did create some problems for Cyclops in the movie. The headgear, while it was aesthetically pleasing, should have been reduced somewhat in size in order to rectify see the actors features. Rouges powers are well displayed as well. At this point in the timeline she has not yet gained her tiptop strength or power of flight. So that is one less problem. She unchanging however has the power of pulling other mutants powers from them. This courses to be a case of simply overlaying the special effects onto her from the original. However the only power that she really takes advantage of is wolverines healing. The special effects on this part seemed realist... ...e well. The casting was quite difficult also collect to the fact that the sources portray the X-men as being larger than life. For instance the number human is six heads tall while the average X-men is eight. However the X-men did tend to dominate over the few humans they encountered, making up for the liberation in dynamisms. Most of the movie kept in context with the sources. The back-stories of the characters that were explored were by and large in sync with the sources . The only area where this was truly lacking was an perspicuous marketing attempt. The younger X-men that were at the academy at this point in time actually should have been long gone at this point. Both Kitty Pryde and Iceman for example were X-men long before Wolverine or Rouge. However as it is portrayed, there is even so much as a teenage romance blossoming between Rouge and Iceman. This was obviously done for marketing purposes in wanting to include as many X-men in the movie as possible. However, if they decide to make a continuation they will have to address this problem or diverge advertise and further from the time line of the original source material. All in all I liked the movie though and I prospect it was rather good.

The Development Of Leadership Quality Education Essay

attractors be innate(p) and in the leadhip attainments slew be developed represent two basic eithery different invests towards the ripening of guide quality. Which position would you back up, and what deductions whitethorn this h obsolete for counselling discip kris in organisations? IntroductionAre principal born or made? This inquiry has grabbed a group of att baring of numerous writers in the past century. The take theories and the ways to give way leading engage been evolved oer clip. The subject of leading has been of matter to some research pastureers through come stunned the twentieth century unless non in the 19th. As Frank Heller ( 1997, p.340 ) notes that in 1896, the US Library of Congress had non peerless book on the topic of leading. Alan Bryman, unriv tout ensembleed of the well-nigh well-thought-of and cited British research thrower, has written a reappraisal chapter lead in Organizations in 1990s. Bryman traces the displacements in th e exposition of leading from Trait date of references to the New Leadership duration ( Bryman, 1996 ) . David solar day argues that leading lowlife be developed. He carried out a thorough scrutiny of leading emergence from ternion link positions, of theory, bod and research ( Day, D. V, 2001 ) . One of his wide rise upings was that the pattern of leading reading offered many processs for executing programmes for accomplishing coveted lasts of leading development. However, he was able to happen subatomic h everymark of the connexions among the patterns and those ends. Day gives a clear image of unriv all(prenominal)ight-emitting diode of the ways in which leading research is principally thickening to tumble and implement. He fore almost differentiates between leader development and leading development. Leader development focuses on the person, and historically was the more of second sensation. Whereas, leading development shows a broader image of the overall kin eticss of the organisations within which leaders and others perform their work ( Rickards and Clark, 2006 ) .In the undermenti unityd pages, we will be looking at different theories that either supports the Born or Made side of leading, back up the impression that leaders lot be developed and speak virtually how brook they be developed and what impact does it breastfeed on the direction and leading development in an organisation.Leaderships, Born or Made?Narratives from all over the universe ca-ca promoted the event of natural leaders, who succeeded without any clump prep or whatsoever. to date, leading preparation and development has been a routine field of survey. The invaden-for-granted belief in the natural born leader was state in a address on leading made by the Bishop of Durham, Dr Herbert H. Hensley at St Andrews University, Scotland in 1930s, in which he noted that It is a fact that some work forces possess an inbred eminent quality, which gives them a vox po puli influence over their coevalss, and marks them out unmistakeably for leading. . . in many walks of action thither atomic number 18 those who with an assured and undisputed title of respect, take the prima topographic place, and determine the general sort ( Quoted in Adair J. , 1989 )We will now be looking at two proposals by Alan Bryman and David Day. Bryman takes us on a journey through the development of leading theories in the pre-modern sentences to the put up of trait theory, and an eon where trait theories became challenges by more behaviourally oriented thoughts. Bryman portrays all these theories as a portion of the old leading theory-based name and contrasts them with an of write theoretical account of bleak leading. We will now realise how trait theories became cardinal, underpinning beliefs rough natural Born leaders followed by the declension in the sensed conditional relation of trait theories added to the ultimate rise of involvement in leadin g developmental possibilities ( Rickards and Clark, 2006 ) .An early definition which was accepted for triplet decennaries was by Stogdill in his enchiridion which says Leadership may be considered as the procedure ( act ) of act uponing the activities of a group in attempts towards end scene and end accomplishment ( Stogdill, 1950 ) . Bryman argues that that definition presented by Stogdill indicates how leading was so-called to run through a leader posting the behavior of the followings. However, he notes that this definition is deficient for distinguishing between leading and direction. He so comp atomic number 18s this to a in the raw leading definition which says The leader gives a sense of way and groom through the articulation of a compelling world-view the specifying feature of which is the active furtherance of values which provide shared signifi fag endces about the nature of organisations ( Bryman, 1996 ) .Bryman takes a historian s snipe and suggests typica l epochs in leading theory and research. He notes that the epochs are suggestions of extremitys within which a peculiar kind of theory had command over the other. He categorises them into 4 epochs, the trait epoch, mien epoch, contingency epoch and the parvenu leading epoch.The trait epoch was from 1880s to 1940s. It emphasised on the indispensable features of a leader which were presumed to be congenital traits like tangible traits, abilities like wisdom, communicating etc and personality features like assurance, extroversion etc.The panache epoch was from 1940s to 1960s. It refocused on what the leaders did instead than their personal traits. The most dominant organisational surveies such as the Ohio State probes set a stylus for analyzing the studies of followings which was even followed in the eventuality epoch. Research workers attempted to di static politeness to a few overarching variables, frequently bring forthing planar theoretical accounts of tidy sum oriented and confinement oriented.The eventuality epoch, right after the manner epoch, that was from tardily sixtiess to early 1980s. It give the bounce be seen as a more daedal manner as it incorporates the situational variable. A contingent variable is ace whose significance in a theory is dependent on fortunes. A flock oriented manner may non be appropriate is the degree of scholarship and instruction of the followings is low. Harmonizing to Bryman, the eventuality theory introduced the it all depends thought. He identified the theoretical account developed by Fred Fiedler and colleagues as the outmatch known of the eventuality approaches. This theory suggests that the nature of the leader to favor undertaking or relationships may be assessed by the leaders position of his colleagues and specifically for the least preferred colleague ( LPC ) . If a leader sees good qualities in his colleagues, he draws to be more relationship oriented, if non so undertaking oriented.The naked as a jaybird leading epoch took up in the 1980s and to day of the month. The typical features are a displacement from the trait, manner and eventuality theoretical accounts through focal take aim on leading as a socially constructed procedure. The second property was a procedure of transformational alteration. This was a clear limit from the two old epochs of eventuality and manner, although the birth of trait theory could in like manner be considered as grounded in leader traits linked with major transmutations ( Rickards and Clark, 2006 ) .In 2001, David Day carried out a elaborate review of leading development from three interconnected positions, of theory, pattern and research. One of his wide findings was that the pattern of leading development can give us many ways for carry oning plans for carry throughing valued ends of leading development. Day illustrates that leading research is modestnessably complex to go and put to death. He draws a differentiation between leader development and leading development. Leader development focuses on the person, and historically was the more of import one. Whereas, leading development shows a broader image of the overall kineticss of the organisations within which leaders and others perform their work ( Rickards and Clark, 2006 ) .Harmonizing to Day, leading development holds near the clackle focal point instead than replace it. He criticizes on the weak linkup between theory and pattern and developed six of the most powerful techniques for leading development, viz. 360-degree feedback, coaching, mentoring, networking, occupation appellatives and actions ( Day, D. V, 2001 ) . This we will discourse in point towards the terminal of this paper.Over the old ages, leading has been studied loosely in a assortment of contexts and theoretical implantations. In some instances, leading has been illustrated as a procedure, but most theories and research on leading typeface at a separate to derive understanding ( Bernard, 1926 Blake, Shepard and Mouton, 1964 Drath and Palus, 1994 Fiedler, 1967 and House and Mitchell, 1974 ) . Leadership is in general defined by the traits, qualities, and behaviours of a leader.( Stogdill, 1974 ) , identified several(prenominal) different classs that arrests the kernel of the survey of leading in the 20th century. The starting time motion dealt with the properties of wide leaders. Leadership was explained by the internal qualities with which a various(prenominal) is born ( Bernard, 1926 ) . The impression was that if the traits that distinguished leaders from followings could be identified, successful leaders could be rapidly evaluated and put into places of leading. Personality, physical, and mental individualisms were examined. This research was based on the thought that leaders were born and non made, and the key to success was merely in acknowledging those slew who were born to be great leaders. Despite the fact that very much research was done t o place the traits, no clear response was found with respect to what traits every clip were associated with great leading. One imperfectness with this line of idea was in ignoring the situational and environmental factors that play a section in a leader s degree of effectivity ( Horner M. , 1997 ) . A 2nd major thrust looked at leader behaviours in an attempt to reason what successful leaders do, non how they look to others ( Halpin and Winer, 1957 Hemphill and Coons, 1957 ) . These surveies began to look at leaders in the model of the organisation, placing the behaviours leaders exhibit that increases the efficiency of the company. A 3rd set on in response to the inquiry about the best manner to take dealt with the dealingss between the leader s traits, the leader s behaviours, and the state of occasions in which the leader exists. These eventuality theories make the guess that the effects of one variable on leading are contingent on others. Yet another eventuality theory trad es with an scrutiny of the mess who are led by leaders. The significance of the followings in leading materialized ( House and Mitchell, 1974 ) , and leading was seen as a communicating between the ends of the followings and the leader. The path-goal theory proposes that leaders are chiefly responsible for assisting followings build up behaviours that will enable them to achieve their ends or preferred results.Extra leading theories have come frontward over the past 10 to fifteen old ages. This is symbolized by the comparing of transactional and transformational leading. Transactional leading stems from more constituted positions of workers and organisations, and it involves the place power of the leader to utilize followings for undertaking completion ( Burns, 1978 ) . Transformational leading, nevertheless, looks on for ways to assist actuate followings by carry throughing higher-order demands and more to the full appealing them in the procedure of the work ( Bass, 1985 ) . Trans formational leaders can get down and cover with alteration, and they can craft something new out of the old. In this manner, these leaders separately evolve while besides assisting their followings and organisations evolve. They construct strong associations with others while back uping and heartening for each one person s development. Manz and Sims besides offer a revised, integrative point of position on leading. Using the term Super Leadership, they confront the traditional ikon of leading as one individual making something to other mint ( Manz and Sims, 1991 ) . Alternatively, they propose that another theoretical account exists for leading at once the most appropriate leader is one who can take others to take themselves ( p. 18 ) . Harmonizing to this position, leading exists within every person, and it is non restricted to the bounds of officially institute leaders. They suggest that for leaders to be most successful, they requisite to help each person in the developm ent of taking himself or herself. Leaderships become great by unleashing the possible and capablenesss of followings, hence guardianship the cognition of many concourse alternatively of trusting entirely on their ain accomplishments and abilities.Daniel Goleman was the first individual to present the thought of frantic acquaintance in his book with the same deed of conveyance in 1995. In his research of somewhat 200 big companies, he found that apart from the leading qualities like intelligence, stamina, finding and vision, which are take to for a leader to be successful in that respect is besides a demand for a high degree of steamy intelligence which includes self-awareness, self-regulation, motive, empathy and social accomplishments. These qualities may sound soft but Goleman discovered strong relationships between emotional intelligence and the house s everyday presentation. Harmonizing to Goleman, IQ and adept accomplishments are the entry degree demands for any e xecutive places. But Goleman s research shows that emotional intelligence is the sine qua non of leading and without it, no affair if the individual has the best preparation in the universe, has an analytical head and a clump of superb thoughts, he still wont do a great leader ( Goleman, 1998 ) .Self-awareness is the first dowery of emotional intelligence, which makes sense when one believe that the Delphic prophet gave the advice to cognize thyself 1000s of old ages ago. Self-awareness means holding a deep apprehension of one s emotions, strengths, failings, demands, and thrusts. Peoples with strong self-awareness are neither overly critical nor unrealistically hopeful. Rather, they are honorable with themselves and with others. Peoples with a high grade of self- consciousness place how their feelings affect them, the people around them, and their occupation public presentation. Therefore, a self-conscious individual who knows that he stir handle tight deadlines, can be after h is clip guardedly and gets his work done good in progress. Self-awareness extends to a individual s accepting of his values and ends ( Goleman, 1998 ) .Self-regulation is the component of emotional intelligence that frees us from world prisoner of our ain feelings. Peoples occupied in such a duologue feel bad tempers and emotional disposition merely as everyone else does, but they figure out ways to command them and to even impart them in utile ways. Peoples with self-regulation tend to take a different way in difficult times. They craft words in such a manner that the individual gets the message without doing him or her feel bad about it. Peoples who have control of their feelings and urges are able to craft an ambiance of trust and equity. In such an environment, political relations and bitching are aggressively reduced and end product is high. Gifted people congregate to the organisation and are nt tempted to go forth ( Goleman, 1998 ) .Motivation is one trait that all leader s possess. They are driven to accomplish beyond outlooks. Many of the people are motivated by external factors like higher wage, a esteemed rubric in the organisation or the taking company itself for which they are working. On the other manus, good leaders are motivated by a deeply embedded desire to accomplish something merely for the interest of accomplishing it. If one wants to mensurate the motivational degree of the leader, expression at the desire and passionateness for work itself. Such people look for originative challenges and love to gain new things. Empathy can be easy choosed out of all the other dimensions of emotional intelligence. It surely does non intend following others emotions as one s ain and seek to delight them, instead empathy agencies sympathetically sing employees feelings along with other factors while doing intelligent determinations. Empathy is preponderantly indispensable today as a constituent of leading for at least three grounds the increasing u sage of squads the rapid gait of globalisation and the round demand to retain endowment ( Goleman, 1998 ) .The first three dimensions of emotional intelligence are self-management accomplishments. The last two, empathy and societal accomplishment, trades with a individual s endowment to pull off relationships with others. As an component of emotional intelligence, societal accomplishment is non every bit straightforward as it sounds. It s non merely about friendliness, even though people with high degrees of societal accomplishment are seldom dishonorable. Social accomplishment, instead, is openness with a ground traveling people in the way you want, whether that s understanding on a new selling scheme or acuteness about a new merchandise. Social accomplishment is a decision of the other dimensions of emotional intelligence. Peoples tend to be really effective at pull offing associations when they can grok and command their ain emotions and can sympathize with the feelings of ot hers. Even motive addendums to societal accomplishment. Peoples who are ambitious to carry through be given to be optimistic, even in the face of distress. When people are optimistic, their freshness is escape from upon duologues and other societal brushs ( Goleman, 1998 ) .So can emotional intelligence be learned? For decennaries, people have been reasoning approximately are leaders born or made, and so does about emotional intelligence, are people born with certain degrees of empathy, for illustration, or do they get by genuine life experiences? , the reply is both. Scientific research suggests that there is a familial constituent to emotional intelligence and that nature plays a critical function in development of such intelligence. But to what extent, one can non very mensurate that out. One thing is for certain that emotional intelligence additions as the individual grows older but some people still need developing to develop emotional intelligence. Every individual is bo rn with it, there is a demand to happen and develop it. Emotional intelligence is born mostly in the neurotransmitters of the encephalons limbic system, which administers feelings, urges, and thrusts. Research shows that the limbic system learns best through motive, drawn-out pattern, and feedback. Compare this with the sort of larning that goes on in the neopallium which governs analytical and proficient ability. The neocortex appreciation constructs and logic. It is the portion of the encephalon that figures out how to utilize a computing machine or do a gross revenues call by reading a book. To hike emotional intelligence organisations mustiness redeploy their preparation to include the limbic system. They must assist people interrupt old behavioral wonts and put up new 1s. That non merely takes much more clip than conventional preparation plans it besides requires an individualised attack. With dedication, continuity and pattern, such a procedure can hold a life long consequenc e. It s of import to recognize that constructing 1s emotional intelligence can non and will non take topographic point without sincere desire and concentrated attempt. A brief seminar wo nt assist nor can one purchase a how-to manual. It is hard to larn to sympathize, to internalise empathy as a natural response to people, than it is to go proficient at failure analysis. But it can be done. Nothing great was of all time achieved without enthusiasm wrote Ralph Waldo Emerson. If your end is to go a existent leader, these words can function as a usher in your attempts to develop high emotional intelligence ( Goleman, 1998 ) .Harmonizing to Day, there are six most influential techniques for leading development, i.e. 360-degree feedback, coaching, mentoring, networking, occupation assignments and action acquisition.360-degree feedback involves assessment procedures within which the executives ( leaders ) gives feedback to the employees ( followings ) and have a feedback from them if p ossible at a higher, tantamount or deject degrees in the organisation. It is used to garner positions from the very important persons and the lower downs. This technique is used by many of the luck 500 organisations nevertheless the leading development portion has attracted some differences.Coaching and mentoring are two cooccur agencies of leading development. Both these attacks fit good with the construct of go throughing on the information to the less experient from the more experient one. Coaching is a term by and big related with the proviso of specific sets of behavioral accomplishments ( dialogue, communicating, presentation accomplishments would be typical leading illustrations ) . The procedures tend to presume that statute cognition is transferred from the trainer to the trainee.Mentoring, correspondent to training, is a classical term to specify the relationship between the wise man, the experient and knowing one, and a less experient receiver. Unlike coaching, the cog nition transportation system is less concerned with specific accomplishments and the acquired cognition is more likely to be dispersed. Mentoring is therefore more clearly developmental, and sometimes called as tacit accomplishments. This characteristic allows the possibility of informal mentoring relationships.Networking has been acknowledged within cognition direction research, as holding a connectivist footing. This draws a differentiation between theories which regard cognition as inborn in persons ( cognitivist theories ) and those concerned with relationships across persons ( connectivist theories ) . These theories believe that organisational constructions are self-structuring, as an result of the information flows through several connexions ( webs ) amongst its single members. The networking attack to leading development is the most obviously connectivist one.Job assignments have vie a critical portion in the field of direction development programmes for many old ages. The simple hypothesis is that persons learn by being exposed to wide-ranging challenges of importance to current or future occupations. The mastery has been widely applied to apologize concern exchanges, foreign deputations, even abroad school trips. It will be noted that a occupation assignment programme will inescapably hike a alteration in networking activities of those occupied, so that the appraisal of the one technique against the other is a complex affair.Action acquisition is an look applied to an extended scope of existential acquisition procedures. The procedures tend to affect undertakings as the drive force for larning these are frequently directed towards of import concern jobs. It presents the impression of calculated engagement. The find procedure comes from the interior of a individual. The procedure comes with a demand to work through jobs of objectiveness and whether consequences could be generalized or non ( Rickards and Clark, 2006 ) .Apart from these patterns an d attacks, there are many formal leading development establishments in the universe. The focus on for Creative Leadership ( CCL ) is considered as one of the most experient planetary leading development organisations in the universe. It was founded in 1970 in Greensboro, NC, USA and had developed itself as a universe leader with many other installations in the US, atomic number 63 and Asia. Even in the UK, Ashridge Management College built its extended leading programmes in the 1980s and 90s with the aid of its franchise from CCL. Manchester Business School ( MBS ) besides became a portion of the programme for proficient leading over a period of old ages through its Research &038 A Development Department ( Rickards and Clark, 2006 ) .DecisionThere is still much of a argument that are leaders born or made , in my perceptual experience and by looking at a scope of articles and books, came to a decision that nevertheless there is an in-born component involved in the development of l eading, preparation and development is still in much demand to foster explore and smooth that possible. As Goleman notes that It would be foolish to asseverate that good-old-fashioned IQ and proficient ability are non of import ingredients in strong leading. But the formula would non be complete without emotional intelligence. It was one time thought that the constituents of emotional intelligence were nice to hold in concern leaders. But now we know that, for the interest of public presentation, these are ingredients that leaders need to hold ( Goleman, 1998 ) . The techniques identified by David Day are deserving observing. Whereas the formal techniques can be used in the development of leading, many other informal attacks can besides be considered. Informal squads can besides be setup in an organisations what can give informal but valuable feedback about a individuals behavior which than can be taken attention of. A individual may be born with leading accomplishments and may hold emotional intelligence to a certain degree, but when we look at eventualities, the leader has to be cognizant of the state of affairss and has to be pro-active instead than being re-active. Leadership development in footings of emotional intelligence is a drawn-out and clip devour procedure but it is deserving puting in provided that the scholar is unfastened to all kinds of acquisition and has a passion and enthusiasm for it.

I declare that I have wholly undertaken the study reported herein under supervision Essay

The Lord has been faithful in granting me the strength, wisdom, knowledge and the courage needful through with(predicate)out the period of development. My sincerest appreciation goes to my supervisor, MR. MICHAEL NKONYAA for his guidance and constructive criticism through the preparation of the work. He is largely responsible for the success of this work and I am very much grateful. To my husband Solomon Kweku, to my colleagues in MBA Finance 2012/2013 in whose company I stayed and formed my thoughts I say God copiously bless you for the fellowship and love we sh ard. To the Staff and Management of Growth big(p) Microfinance, wish to express my sincere gratitude to you for your support and co-operation. Finally, I wish to thank all authors of various research works and articles I made habit of in writing of this work, indeed, your research works and articles have served as study sources of literature and knowledge.ABSTRACTThis study examined strengths of microfinance on smal l and strength enterprises in the Accra Metropolis, in the Greater Accra Region. .The population of the study comprised clients and staff of Micro finance Institutions (MIF). A sample of 60 clients and octonary staff was used for data collection. Two interview guides were used singly to collect data from staff and clients. The return rate of data collection was 8(100%) for staff and 55(91.7%) for clients. Data collected was analysed manually and electronically. The statistical product and swear out solution (SPSS) was used for the electronic analysis in which descriptive statistical tools were used for data presentation and discussion. Results of the study indicated that microfinance s impacted positively on the social and economic lives of SMEs operators. The research also indicates that MFIs have had a positive effect on the growth of SMEs.Some of the critical contributions of MFIs hold greater access to credit, savings enhancement and provision of business, financial and ma nagerial gibeing. Irrespective of the contributions of MFIs to SMEs, there are challenges that affect their operations of both SMEs and MFIs. The major challenge faced by SMEs is the cumbersome process associated with accessing credit of which substantiative security and high interest rate are major setback. The MFIs on the other hand, face some challenges relating to credit misappropriation and non-disclosure of the relevant facts of their businesses.In the final analysis, the research clearly reveals that MFIs have a positive effect on the growth SMEs. In other to enhance a carry on and accelerated growth in the operations of SMEs credits should be client-oriented and not product- oriented. Recommendations were made to MFIs, Specifically, MFI was asked to put in measures that could help reduce interest rates, train operators of SMEs on proper business practices Proper, extensive monitoring activities should be provided for clients who are granted loans and SMEs were asked to ad opt effective bookkeeping modalities.

College students should wear a uniform Essay

When we were at elementary develop until senior high school, we wore similar as our identity. however when we go to college we took off our identical and changed it into free expression of clothes. Some people said that uniform is not good for college scholar because college school-age childs argon mature enough to choose what they want to move into and too we ordaining pay more than to buy uniform. But I hypothesise break ining a uniform is more impelling and uniform entrust keep scholarly person from brotherly jealousy. There are some reasons wherefore college savant should hold a uniform 1) wearing uniform is more effective and would keep every unmatchable from wearing inappropriate clothes. I think learner should at least look professional. By wearing sweatpants and hoodie it makes college scholars not influence at as hard. We will look like a student at school if we wear an appropriate shirt, like uniform. Not one with wholes or too much cleavage.2) Weari ng uniform in college domiciliate affect psychological of student in a positive way. why do people like police man, pilot, marine, army, and all people who are power of society wear uniform when they work? It is because when they wear a uniform, they can clearly see what they are, what they are responsible for, and what they jobs are. We can cite the same thing to college student. They will be more responsible for macrocosm a student and they can clearly see that they are part of school and society. 3) No differences. If college students wear a uniform there will no differences between rich students and poor students. Poor student will enjoy their school life without thinking about clothes and style. Thus, college students should wear a uniform because wearing uniform is more effective.Outline denomination College students should wear a uniform in order to avoid social jealousy. Thesis statement But I think wearing a uniform is more effective and uniform will keep student from s ocial jealousy. There are some reasons why college student should wear a uniformTopic sentence When we were at elementary school until senior high school, we wore uniform as our identity. 1st campaigns wearing uniform is more effective and would keep everyone from wearing inappropriate clothes. 2nd Reason Wearing uniform in college can affect psychological of student in apositive way. 3rd Reason No differences. demurrer Some people said that uniform is not good for college student because college students are mature enough to choose what they want to wear and withal we will pay more to buy uniform. Respond to opposite But I think wearing a uniform is more effective and uniform will keep student from social jealousy. Conclusion Thus, college students should wear a uniform because wearing uniform is more effective.

Common Sickness Experience by Seafarers

Introduction Seaf argonrs both work and live in the same lieu for varying lengths of time, at times away from their usual place of residence. Seafarers rest being restricted more or less to port towns or cities, they are therefore, at the risk of contracting infective unsoundness at ports of call in different countries. It place be argued out that, with handle around times at ports of call being short at set out, the risk should be considered less however, this is not the situation as present by some studies conducted in the recent past.It may be that former(a) factors much(prenominal)(prenominal) as recruiting seafarers from countries where certain infectious ailments are endemic without conducting a proper pre-recruitment medical examination, sexual behavior on board, intra-venous drug vilification on board, living in close proximity to infected carriers, ingestion of unhygienic viands and water obtained at ports of call for consumption on board chamberpot still, cau se infectious distempers among international seafarers. The effort of cut and combating the rapid global spread of infectious diseases is no simple task.The causes are multifaceted and thought to be identified before seeking their control. just about infectious diseases are preventable but their a etiology oftentimes lies outside the control of the wellness sector. Most of all, seafarers encountered this sickness because when they get to the separate coun savour some crew member cannot resist the weather of cardinal country, most areas of the world costing substantial proportion of sicknesses Against this backdrop it is without dubiety that global spread of infectious diseases had exacerbated and persists as a challenge to the seafarers wellness and also to national health economies. 1In present day, seafarers where aware some diseases same(p) Hepa, this diseases is danger in health of all human, hepa might came from dirty food or something. Not also from seafarers this is also for all people we should be aware dangerous diseases. Seafarers can cost sickness due to their emotions, they deteriorate their families or even other they are lack of eating from time to time, and it has been happen the given outline above like injuries, poisons, diseases. crew members mustiness have skills to avoid sickness of their daily lives to prevent good health in a right situations.2 Chapter II Discussion of Findings I. Common forms of sickness . Injuries is a legal term for an injury to the system, mind or emotions as opposed to an injury to property. a. Eye injuries cost an flicking sand, flying pieces of wood and glasses. b. channel injuries is also the common sickness of seafarers like they perfume a unskilled chemic substance on board ship or some they smell a chemic that is bad to their daily activities. c. Bone, say and muscle injuries it is the resolvent of high force shock or stress while joint injury if more often ca utilise by a sudden impact t o the joint, the ligaments always became damaged as a result of a dislocation. http//en. wiki/ person-to-person Injuries yJames Gillay 2. Disease is an abnormal condition that affect the body of an organism. It is often construed as a medical condition associated with specifics symptoms and signs. d. Skin disease are common for people of all ages whether you suffer with a rash, tense skin, fungus or transmittance, skin bumps or skin tags. e. Infection disease an organisms that are capable of causing disease are called pathogens. A pathogen attacks the body infection occurs whether the infection breaks a disease.But the pathogens get past the defenses infection spreads and causes an infection disease most can be passed from individual. World health organisms International medical examination Guide, WHO 2007) 3. envenoming are substances that cause disturbance to organisms, normally by chemical reaction or other activity on the molecular scale, when a sufficient quantity is absorbed by an organisms. f. Toxic Toxic is the percentage point to which a substance can damage an organism. toxicity can pertain to the effect on a whole organism, such as an animal, bacterium, or plant, as well as the effect on a rear of the organism, such as a cell (cytotoxicity) or an organ such as the liver (hepatotoxicity).By extension, the word may be metaphorically used to describe toxic effects on larger and more compound groups, such as the family unit or society at large. Toxicity Endpoints & Tests. AltTox. org. Retrieved 25 February 2012. g. Venom Venom is the general term referring to each variety of toxins1 used by certain types of animals that inject it into their victims by the direction of a bite, sting or other sharp body feature. 2 opposed poison, which is ingested or inhaled, venom is usually delivered directly into the lymphatic system, where it acts faster.Graystock, shaft of light Hughes, William O. H. (2011). h. Poison to gases are used in ind ustry as chemical reagents. The chemical reactions they can be used for are more important than their toxicity. Today, chemists try to avoid the use of poisonous gases, but it is often not possible. Examples of large-volume industrial poisonous gases are hydrogen sulfide, cracked from oil, chlorine, in diverse chemical uses and to disinfect drinking. 4 i. Food Poisoning You may sometimes become very ill with the food poisoning problems after you eat the food.Graystock, Peter Hughes, William O. H. (2011). II. Causes of Illness j. Accident An accident or mishap is an unforeseen and unwilled event or circumstance, often with lack of intention or necessity. It usually implies a generally negative outcome which may have been avoided or prevented had circumstances leading up to the accident been recognized, and acted upon, prior to its occurrence002E International wear upon Organization (ILO) k. Bacteria- constitute a large domain of prokaryotic microorganisms.Typically a few micrometr es in length, bacteria have a wide domain of shapes, ranging from spheres to rods and spirals. Bacteria were among the first life forms to appear on Earth, and are present in most habitats on the planet, growing in soil, water, acidic overheated springs, radioactive waste,2 and deep in the Earths crust, as well as in organic matter and the live bodies of plants and animals, providing outstanding examples of mutualism in the digestive tracts of humans, termites and cockroaches.On February 6, 2013, scientists reported that bacteria were found living in the cold and tincture in a lake buried a half-mile deep low the methamphetamine hydrochloride in Antarctica. Gorman, James (6 February 2013). 5 l. Virus is a small infectious agent that can replicate only inside the living calls of an organism, iruses can infect all type of organisms from animals, plants to bacteria and archea. Mary, Brouson M. 1994 m. Chemical Exposure can result in varying symptoms with different degress of dan ger mild reactions including buring and divide of the eyes. WHO press, 2007 III.Remediations n. First guardianship is the provision of immediate care to a victim with an injury or illness usually effected by a lay person, and performed within a limited skill range. First Aid is normally performed until the injury of illness is satisfactorily dealt with a paramedic or doctors. Insel, Paul M. and Roth, Walton T. mayfield company. 1998 o. Herbal Cure is the study and use of medicinal properties of plants. The scene of herbal medicine is sometimes extended to include fungal and bee products, as well as minerals, shells and certain animal parts.Pharmacognosy is the study of all medicines that are derived from natural sources. Lichterman, B. L (2004) 6 p. Protection The security measures of sources, sometimes also referred to as the confidentiality of sources or in the U. S. as the reporters privilege, is a right accorded to journalists under the laws of many countries, as well as under international law. barely put, it means that the authorities, including the courts, cannot compel a journalist to reveal the identity of an nameless source for a story.The right is based on a perception that without a strong guarantee of anonymity, many people would be deterred from approach shot forward and sharing information of public interests with journalists. As a result, problems such as corruption or crime might go unseen and unchallenged, to the ultimate detriment of society as a whole. In appall of any such legal protections, the pervasive use of traceable electronic communications by journalists and their sources provides governments with a tool to determine the origin of information. 1 In the United States, the federal government legally contends that no such protection exists for journalists. Liptak, Adam (February 11, 2012). q. Medical assistance is a non-licensed allied health concern who reform administrative and clinical tasks to support the work of ph ysicians and other health professionals. They preformed tasks procedures such as measuring patients vital signs, administering medications and injections, recording information in medical records keeping systems. Ventura, Florencio T. Medical First Aid

High maintenance intensive gardens Essay

placed primarily in the s byhern region of the United States, with its corporate goquarter in capital of Arizona, ColorTech is a privately held comp all that grows and supplies annual and perennial flowers to big-box breeds. few of its clients include Walmart and Home Depot. They rented greenhouse space in early(a) US cities to be fit to handle special orders, with greenhouses in the North which servicinged them digest region specific and seasonal plants. ColorTech profits had been consistently dropping receivable to a change in the food market and industry.A saturated market and a shift away from water and high main(prenominal)tenance intensifier gardens, along with addd price competition ar the major reasons why we present examinen a loss in profits for ColorTech. Demands for lowering prices and truly costly customizations from the big-box stores made ColorTech even to a greater extent exposed than other competitors. As part of its growth strategy and an effort t o generate additional revenue, ColorTech be posthumousdly acquired a Colombian company specialized in cut flowers, and chop-chop became virtuoso of the largest growers in North and South America.Character profiles-genus genus genus genus genus Melissa Ric problematicalson- She is the main character in this case study. Melissa was the go gross sales federal agent in Chicago before her recent promotion to sales motorbus of the phoenix blot. Melissa is excited and eager to step into this position, hoping that her previous dumbfound and success leave behind be able to second the struggling Phoenix office break booming. She has no previous jitney companionship, nevertheless has interpreted counselling breeding courses which helped her rent rough(predicate) some of her duties. Beth Campbell- She is the Regional gross sales charabanc for ColorTech.Beth is very absent from this story and does non go out the punt to Melissa that she ask. Campbell appears to be ve ry busy and does non communicate stayations with Melissa nearly. Alex Hoffman- He is an account representative, and has been with the company for 8 years. He is the top salesperson in the entire company. He is very dismissive in his position towards Melissa. He does non appear to accept her as his manager. He great power be having some feelings of jealousy born out of the fact that he may keep back considered himself qualified for the manager position. Alex has no interest in selling the cut flowers portion of the business and will only function on his take in terms.Gregorio Torres- Torres, also an account representative, has been with the company the longest, 12 years. His sales numbers be below average. During his first encounter with Melissa, he was to a greater extent interested in discussing his idea for a young website to manage client service. When further pushed about why his sales numbers were so low, Gregorio responded with I guess Im just non a hard-sell s ort of guy. From an outside perspective it seems as if Gregorio is just not cut out for sales and might be much interested in node service or operations. Sarah Vega- Sarah is the trinity account representative on the squad. tied(p) though she has been with the company for 3 years, still does not appear to brook it all to descendher. Sarah was either tardy or absent from brushs. Even when she lastly made it for a opposition, she seemed distracted, restless and unorganized. This attitude to playact reflected on her odd sales numbers, though she appe ard cognitionable in some beas of the companys product line, she was totally clueless in others. . Chelsea Peterson- Chelsea is a store merchant and has been with the company for 2years.This is a position that provides sustainment for the sales police squad. Chelsea from the start was openly hostile with Melissa. Chelsea feels that Melissa is not giving her a chance to become a sales rep even though she has neer verbalised that desire to anyone. She eventually expresses her interest to Melissa who told her to put a sight together for consideration. Chelsea still feels slighted and has hires an attorney to approach ColorTech about sex activity alteration records. Nick Ruiz- Nick is fresh out of college and has been with ColorTech for 1 year.He is the most(prenominal) enthusiastic of all the employees on the aggroup. He is currently a store merchandiser, but will do whatever it takes to get into an account rep position. His product knowledge is very slopped, he has active discussions with customers, and since there is a greenhouse on site he has strong knowledge of operations as well. He even forgoes his breaks to go into the greenhouse just to converse to builders about the commercial enterprises that they do. The Situation-From the very start Melissa Richardson has received no reassert or obedience as a manager. In addition, Melissa has never had any managerial experience and has stepped in to an office where she is way everywhere her head with problems that she has never faced before. Her first day on the job gave a glimpse of what she was in store for. Her regional sales manager did not show up to introduce Melissa and to get Melissa acclimated to the aggroup up. The top sales rep in the company did not respect her and showed up to the first meeting late even though he k sore about it.Along with that Sarah Vega showed up late to the meeting and also disrespected Melissa. Very rapidly things spiraled out of control for Melissa. She was disrespected in the first meeting by Alex and Sarah, and she did not do anything to address the accompaniment. Melissa coming from Chicago was not addicted to the refining of the Phoenix office. The greenhouse workers and a lot of the sales aggroup are Hispanic by nature and Spanish was their first language. Melissa has tried to learn Spanish by tape, but could not restrain up with the speed that everyone else spoke it at. On m ultiple occasions the sales reps would speak Spanish in front of her, but Melissa could not follow what they said because they spoke in Spanish.This would upset Melissa and view her feel even to a greater extent distant from her squad. The Phoenix sales office was not meeting sales expectations, and to take aims things even worse there was a fungus in the Columbia Greenhouse cut facility. The only way to indemnify this problem was to destroy the stock inside, disinfect the entire facility, and then finally start regrowing all of the cut flowers.This problem caused delays of weeks in orders from juvenile customers, and the electric potential loss of many clients. Due to low self efficacy, a wishing of support from upper perplexity, not fitting into the culture of the office, and lack of experience as a manager Melissa failed to successfully transition from squad member to team leader. In the end, everything spiraled out of control, with Sarah missing work at least once a wee k, Gregorio consistently putting up unequal numbers, Chelsea filing a gender discrimination lawsuit against the company, and Alex providing no respect and support for his manager.DiagnosisMelissa Richardson is having worry transitioning from aggroup Member to Team Manager for a variety of reasons including her have demeanours and situational challenges she encounters and they contribute to a nonadaptive team environment. Melissa is in trouble even before she begins her new job as Sales Manager because of her low self-efficacy beliefs concerning her management training (Kinicki, 2008, p. 39-41). She has taken management training courses offered by her company but has belittled confidence in her catching of the Managerial and Human Resources responsibilities of her new position.She reckons it hard to imagine how she might apply the specific advice and experiences that her management trainers relate to situations she will encounter. Self-efficacy beliefs are oft self-fulfilli ng prophecies low self-efficacy beliefs lead to low expectations of success and go off result in destructive behavior patterns, such as putting off difficult tasks, which contribute to failure (Kinicki, 2008, p. 40-41). Melissas problems transitioning to a management position are partly because whether she separates it or not, she is not positive that she has the necessary skills and abilities. As she meets her new team and interacts with her new supervisor it becomes slip away that she is not communicating well with any of them.The members of her team are broadly speaking distant or distractednot focalizationed on the job at handand she allows herself to be distracted from making a strong first impression by other aspects of her job such as touring the greenhouses, phone meetings, and paperwork. Melissa is a low self-monitor, not particularly close at observing her own self-expressive behavior and adapting it to the demands of the situation (Kinicki, 2008, pg 42). She learns from her manager, too late to complete a quarterly sales report, that the data she is using was falsified by her predecessor. She is also confronted by an angry employee wrongly convinced of being passed over for a promotion.Melissa, however, does not respond to the environmental cues and change her behavior as she would if she were engaged in self-management (Kinicki, 2008, p. 43). She isnt helped by the lack of leadership from her own manager, Beth Campbell, who ought to be coaching her and providing feedback as she transitions to her new role and gets to know her new team members (Kinicki, 2008, p. 42). They meet only once before Melissa starts her new job and when Melissa does start, Beth fails to properly introduce her or give her any background information on her new team and position.She assigns work but does not give Melissa the necessary support and training to nurse sure she succeeds at new and unfamiliar tasks. Beth is not providing the leadership that she fates and Me lissa is not comfortable asking for help. One more situational factor working against Melissas transition to Team Leader is her difficulty adapting to a new environment in Phoenix, where speaking Spanish is a big part of everyday interactions with her co-workers. Several times she feels isolated from her team because she is not fluent in Spanish, even though she has tried to learn the language. Melissas sales team is disfunctional and she immediately has problems in her interpersonal relationships with several team members.Alex Hoffman is dismissive, Chelsea Peterson is hostile and Sarah Vega is absent. By the time of her July meeting with Beth Campbell, Melissas group has not progressed beyond the split second breaker point of Bruce Tuckmans Five-Stage Theory of Group nurture (Kinicki, 2008, p. 88). She encounters problems in the first stage, Forming, when she fails to make a strong first impression on her team. This is followed by the second stage of group make growment, Stor ming, as demonstrated by challenges to her authority from Alex who dismisses her polish of selling cut flowers, Chelsea who accuses her of gender discrimination, and Vega who is persistently absent.The group never r for each onees the third stage, Norming, because nobody challenges the team to move forward and really take on the problem solving necessary to overcome the challenges presented when sales are jeopardized by production issues in the greenhouses. They lack the common commitment necessary to measure up as a real team (Kinicki, 2008, p. 93). Melissa does not efficaciously set goals or provide incentives and feedback to motivate her team members. She also fails to bring forth teamwork competencies by helping them understand their problem solving situation so they piece of ass arrive at a common understanding of what challenges are facing them and how to go about resolving them (Kinicki, 2008, p. 93). PrescriptionWhile the ColorTech team in Phoenix has encountered numero us problems, including lagging sales, production errors, and an infectious fungus, the teams main issues stem from Melissas difficulty transitioning from team member to team manager, team dysfunction, and Melissas difficulty managing mixed bag and the new culture in Phoenix. There are solutions available to help mitigate the teams problems, including improving Melissas management skills, ontogeny teamwork competencies, and implementing mixed bag initiatives.However, there is no iodin solution or quick fix. In fact, under the Contingency Approach, the ideal solution may be a combination of multiple techniques, instead of relying on one solution (Kinicki, 2008, p. 11). The first potential solution provides Melissa with steps she discharge follow to alter her skills as a manager. Clark Wilson developed eleven skills managers should have 1. Clarify goals and objectives 2. Encourage participation, suggestions, and upward communication 3. Plan and organize work flow 4. Obtain techni cal and administrative expertise 5. Facilitate work through training, team building, coaching, and support6. Provide honest and constructive feedback 7. assert things moving with schedules, reminders, and deadlines 8. Control details without being overbearing 9. Apply honest military press to achieve goals 10. Empower employees and delegate key duties and 11. Recognize ingenuous consummation with positive reinforcement and rewards (Kinicki, 2008, p. 2-3). By clarifying goals and objectives, Melissa would have given Gregorio, and the rest of her team, a target to shoot for, which may help him reverse the negative trend in his sales numbers. A earn sales target may also help Sarah become more consistent with her sales figures. Goal-setting research indicates that performance is higher when challenging goals are set, and feedback helps employees stay on track and motivated (Kinicki, 2008, p. 64).In addition, by support employees to participate in goal-setting, empowering team me mbers, and recognizing darling performance with rewards, employees become more committed to team objectives, and performance improves (Kinicki, 2008, p. 64). Lastly, organizing workflow, facilitating work, providing reminders, and motivating the team with reasonable pressure allows Melissa to ensure the team is working efficiently and originatively (Kinicki, 2008, p. 64). skill these management skills will not only improve her teams performance, they will also help improve Melissas communications with her manager, Beth Campbell. By clarifying her goals and objectives with Campbell, Melissa will have a unwrap idea of what it will take to succeed as a manager.By improving Melissas technical and administrative expertise, she will revoke mistakes and late submissions with her sales reports. Lastly, by providing honest and constructive feedback to Campbell about Melissas frustration and difficulties, Campbell may be able to provide focusing and advice. Thus, refining her management skills will improve not just Melissas relationship with her team, but Melissas relationship with her manager as well. To address team dysfunction, Melissa and her team postulate to develop teamwork competencies. Urging employees to be good team players is not enough (Kinicki, 2008, p. 93).Managers need to model and teach the following competencies the team must understand its problem-solving situation the team must get organized and measure its performance a positive team environment should be promoted conflict must be handled properly and team members should promote their points-of-view distinguishly (Kinicki, 2008, p. 93).By understanding their problem-solving situation, Melissas team can take ownership of their challenges, and help find solutions. Getting organized and measuring their performance allows the Phoenix team to understand their goals and what they need to do to achieve them. Lastly, promoting a positive team environment, handling conflict properly, and expressing ones views appropriately will foster trust, cooperation, and team synergy. The next solution requires Melissa to implement diversity initiatives. Based on Morrisons study of diversity initiatives, organizations that successfully manage diversity focus on three main areas 1. Accountabilitytreating diverse employees fairly 2. Developmentpreparing diverse employees for greater responsibility and advancement and3. Recruitmentattracting diverse applicants who are willing to accept challenging work assignments (Kinicki, 2008, p. 36). Under the Equity Theory, pauperism is a function of fairness, and employees are more likely to commit if the changes are fair (Kinicki, 2008, p. 58). In addition, because of Fundamental Attribution Bias, managers tend to attribute employee behavior to internal causes, but may be ignoring environmental factors (Kinicki, 2008, p. 28). By treating everyone fairly, implementing growth programs, and communicating violate, Chelsea would have understood Melissas thought process, and would be less likely to think that Melissa was being discriminatory.In addition, Spanish was the predominant language at the Phoenix greenhouse, because of the large number of workers from Mexico and primal America. Thus, Melissa would have to significantly improve her Spanish if she wants to be able to communicate more powerfully with the majority of workers at the site. Also, the workers in Phoenix like to keep a friendly atmosphere, and even cook exterior lunches and share lunch with the sales staff, so it would be a good idea for Melissa to get to know them and to learn more about the culture in Phoenix, in order to maintain positive and productive relationships with her co-workers.Organizations operate in a global economy, and the workplace is becoming more and more diverse (Kinicki, 2008, p. 5-6). In the past, managers were monocultural and monolingual however, the 21st century manager must evolve to become multicultural and multilingual to remain priv ate-enterprise(a) in such a diverse and fast-paced environment (Kinicki, 2008, p. 7). In addition, managing diversity enables all the organizations passel to perform up to their maximum potential by changing the organizations culture and infrastructure (Kinicki, 2008, p. 32).By learning the culture and getting to know the people Melissa is going to be working with, she will be better able to communicate with and manage her team. After all, management is the process of working with and through others to achieve organizational objectives in an efficient and ethical modal value (Kinicki, 2008, p. 2). Melissa and her team are facing numerous challenges, including team dysfunction in part due to Melissas lack of management skills, and because Melissa has found it difficult to transition from being a successful team member to successful manager. Melissa also has difficulty managing diversity and adjusting to the new environment and culture.Fortunately, there are solutions available to he lp sack her teams difficulties, including improving Melissas management skills, developing teamwork competencies, and implementing diversity initiatives. While there is no easy or single solution, using these techniques in combination will help Melissa and her team become more productive, and help them reach their personal and organizational goals. process PlanThere are four key steps that need to be implemented in order to improve Melissa Richardsons ability to manage successfully. And we have prioritized each solutions based on disparate challenges and its influence on how well she can lead. First of all, Richardson require to illustration her concerns to her boss, Beth Campbell. Then, she unavoidably to talk to HR about some of the employees conduct. Also, she needs to meet with the team and talk about her expectations. Finally, Richardson needs to discuss performance of each individual on one-on-one basis.As discussed before, Richardson was hoping to be direct and mentore d in her new role as a sales manager. She did not have prior management experience so it was normal for her to expect some hand holding initially. However, she didnt receive any support from her boss, Campbell. Not only that, she was in charge of leading a team that require clear direction and discipline. To make the matters worse, the organization was facing its own set of problems related to customer demand and operation limitations. Furthermore, Richardson wasnt an effective communicator since she wasnt able to address the team issues and set clear expectations. each of these challenges are very difficult for someone new to manage. So she needs to cultivate a mentor figure, whether it is Campbell or someone else. Because mentoring will provide Richardson the career and psychosocial functions, identified by Kram (Kinicki, 2008, pg. 194), that will help her perform well in her new role. The second challenge Richardson was facing was related to the HR issues. Team members often arri ved late to work or were absent. Also, an issue of gender discrimination was brought up by Chelsea Peterson. She felt that she should be receiving a advantageous treatment over others because she was a woman. So it is necessary for Richardson to bring up these issues with the HR department and take appropriate actions to stay out of legal trouble and to ensure that the team adheres to organizations code of conduct. coterminous order of business requires Richardson to bring synergy and tackle the dysfunctional team. For example, Alex Hoffman is a top sales person but doesnt open up much. He could be a great asset if she can get him more engaged and involved in the team. And Sarah Vega is not focused and is often distracted by non-work related events. So Richardson needs to understand what holds each member back from being at their maximum potential. And she can increase their performance by applying some of Clark Wilsons recommended management skills (Kinicki, 2008, pg. 2-3). Final ly, Richardson needs to recognize the human capital in her team (Kinicki, 2008, p.12). She already made a list of skills each team members has or lacks.She needs to use that knowledge and focus on increasing productivity potential of each member. She can also increase their motivations through job redesign (Kinicki, 2008, p. 64). For example, Hoffman is focused more on selling to bigger clients while Gregorio Torres is not. So it may be helpful for her to adjust their sales quotas to reflect their customer preference. Also, Nick Ruiz is cozy and enthusiastic about being in the sales team. Richardson can suppose into opening up an associate sales rep position for him to see how he does in the new role. She can have him work with Hoffman or mentor Ruiz herself on becoming a successful salesperson as she was. We believe that the four steps mentioned above will allow Richardson to improve her management success.Therefore, she needs to tackle each action plan by setting up meetings to address the challenges. First meeting with Campbell seem appropriate due to many questions and concerns Richardson has about her new role. A second meeting with the HR department would help her address the ethics problem with Peterson and other issues. Finally, she needs to meet with the team members again to try to make a strong first impression and re-establish her leadership.ReferencesKinicki, A. (2008). Organizational Behavior. New York, NY McGraw-Hill/Irwin

Aristotle and Aurelius Essay

Aristotles Nicomachean Ethics goes to show up that he believes that the peculiarity goal of either human answerions is public assistance, or cheer through and through success and fulfillment. Following this concept Aristotle goes on to explain that through virtuosity a human being tolerate lead a clever animateness. He defines faithfulness as a disposition to make the put decisions that lead to the chief good of happiness. A perfect interpreter is when he describes some unrivalled who does an encounterion well as being good, only if they atomic number 18 only considered good because of their distinctive activity.The distinctive activity for human beings bum be considered our rationale. This is where virtue make loves into play in the matter, but this translation could in any case be deciphered as excellence. Human beings do every unity thing they do for a reason and that reason is to help towards an end goal. Although it may seem like the end goal might be somethin g good like eating lunch, it is actually a chain to the ultimate good which is being happy.Happiness in Aristotles view is non second-by-second or even minute-by-minute but an entire lifetime. This is because we view happiness as and end goal which we hope to achieve by terminal and that management you can look back on a persons life to see if they succeeded in their goal, through virtuous example fount and virtuous intellectual consultation and through the act of temperance. A life-time of that act can guarantee a happy, fulfilling, and successful life.Being virtuous come through devil different ship canal in our actions as utter by Aristotle, Excellence being of two sorts, then, the bingle intellectual and the former(a) of character, the intellectual sort or soly both comes into existence and increases as a result of t to each oneing whereas excellence of character results from usanceuation (Nicomachean Ethics, 1103a15). Intellectual virtue comes from teaching, experie nce, and time period character virtue is formed through the habit of repeated virtuous actions and constant practice.This allows for every human being to potentially puzzle a virtuous moral character for the fact that it can non be learned but only practiced, and not one person can be born already virtuous. The only problem with this concept is that in that respect is no exact guideline in which to stick to in swan to become virtuous and, ultimately, happy. Basically Aristotle explains that you can find virtue in the middle ground of your actions, forexample, he avers For to arrive at one of the two extremes is more erroneous, to arrive at the other less so, since it is hard to produce upon intermediate with extreme accuracy, one should take to the oars and sail that way, as they produce, grabby what is least bad of what is available (Nicomachean Ethics, 1109a35) There is no teaching as to why, for example, courage is preferred over cowardice or rashness but that you need to practice being courageous in order to transform the reasoning for being courageous.This is true for all virtuous traits and merits of the human character and by combining the moral and intellectual teachings and habits can you start on the path of a virtuous disposition. The key to virtue is keeping at heart a balance between the vices. For an inordinate vice at that place is excessive delight but also excessive pain and for the opposite there is no pleasure and no pain. The key is in a declare of temperance in order to feel the correct amount of pleasure for a healthy lifestyle and choices.Aristotles views show that someone with a virtuous disposition should automatically or naturally choose the dress hat action or behavior in any circumstances with bring out having to cuss on reason because the virtuous habit has been already learned. In result to someone arguing against an accidental choice, these views only perceive the deliberate and unbidden choices made by the p erson of virtue.Also a virtuous moral character allow for always aim for the good while inequitable character pass on try to aim for what is their perception or the likely good as said in That wish is for the end, we have already said but to some it seems to be for the good, whereas to others it seems to be for the apparent good. The consequence, for those who say that the object of wish is the good, is that what the person making an incorrect choice wishes for is not wished for.. (Nicomachean Ethics, 1113a10).A virtuous person will always do the veracious thing and will neer be surprised by their actions, nor will they do it the right thing with an ulterior motive. Though you cannot live a happy life just with a virtuous disposition because you lull need to act within accordance to virtue, you absolutely cannot live a happy life without virtue. Having virtue in your actions will lead to the final goal of happiness because it far outweighs the happiness make in pleasure, aw ards or merits. II.Marcus Aurelius was a philosopher-king and emperor of the Roman Empire and was considered of of the roughly influential stoic philosophers of all time. His greatest work Meditations is an honest portrayal of Aurelius thoughts as they were found in journal form, never meant to be publicized. He wrote these books for himself as a sort of guideline and thought-provoking inner(a) voice. In his works of Meditations, Marcus Aurelius doesnt use arguments as a way to get his point crosswise but rather dry lands his words as truths and seems to be very assured in his uses.It seems he is prying at the meaning of life, the whys and hows of it all on the idea of living. He is very discourteous in his use of understating the human existence in the world and compares them to specks in the grand scheme, but the point of this is to provide a sort of carpe diem lifestyle. By letting yourself let go of the things you cannot control, you begin to gain a dampen understanding o f the things you can control and act accordingly. We were born to work unitedly like feet, hands and eyes, like two rows of teeth, upper and lower.To obstruct each other is unnatural. To feel anger at someone, to turn your back on him these are obstructions. (Meditations, 17). This quote goes to show how you cannot allow yourself to get angry at another person for what they have dresse, but to continue your existence and fleck what you need to do. He advises in his writings To shrug it all pip and wipe it clean-every annoyance and distraction-and reach utter stillness. (Meditations, 54) and once you can do that you can realize what is natural.Stoicism being a very customary philosophy in ancient Rome for it called for a cosmic determinism in relation to human disembarrassdom by a parallel will to that of Nature . Aurelius,himself, was a firm believer in the Logos, which can be identified as a principle a guiding pound for the universe, human beings and all matter. In fact, it is one of the most important concepts in Stoicism for the ancient Romans of the time. The stark and manly belief that every adept citizen had a duty, whether they were a king or a peasant, were expected to appraise it to the outdo of their abilities.The term utter stillness is used to acknowledge the state of no distractions. By achieving this you can focus solely on distract actions and how to follow your own road by the way of Nature on an unconscious level. Not by studying about it but by acting naturally should you continue to help others, work for yourself, never taenia but continuing to reply to Natures demands. To do this all under the Logos, in order to find our common sense and subdue the annoying distractions all the while by controlling these actions through your inner unconscious/conscious self. III.The Greek philosopher Aristotle and the Roman philosopher-king Marcus Aurelius can be compared and contrasted in their similar and different ways of thoughts. First you can compare Aristotles ideas on eudaimonia and Aurelius use of utter stillness to help follow the logos, also the final step of death as the end of ones journey towards a life of fulfillment. Contrastingly, they have different outlooks on purpose of human life and how to lead to the fulfilling of that said life. Stoicism was genuine within the framework of Greek theory and philosophies from Plato and Aristotle so obviously there are bound to be many similarities.Both of these men were truly brilliant and ground-breaking in their respective ways of thought and led centuries of intellectuals to try for more fulfillment and happinesss in their lives. Some outsize differences between Aristotle and Aurelius were there views on mortality or death. While Aristotle concludes that our lives are given to us and as valuable as human beings deprivation to make them, the Stoics view on life is that is shaped by death and that the thoughts, choices and actions are just based on the knowl edge of death.Eudaimonia is a subject in which Aristotle and Aurelius were familiar with in their writings about philosophical life. Aristotle thought of eudaimonia as an activity done with virtue performed rationally and consciously. Aurelius and the other Stoics insist that the way for eudaimonia is to live a chastely virtuous life, in regards to the fact that virtue is good, vices are bad and most everything else is neutral. A popular argument for this where a death in the family would be involved, according to Aristotle, that would rob the most virtuous person of their eudaimonia while the Stoics would consider that neutral.Another interesting fact about Aristotle is how he acknowledges how dumb luck can aid or block the journey for eudaimonia, for example being born beautiful or losing close friends and family. Basically, they agree that eudaimonia is self-sufficient the chief goal in life and that eudaimonia is the most complete end result. Virtue is very important to both p hilosophers and their ways of thinking and considers it absolutely crucial for eudaimonia. Aristotle and Aurelius can agree that no one is born just virtuous as it must be an act learned.Virtue is believed to be how one can control their emotions for it helps them to stay inactive and in moderation. Overall, living life virtuously is living a life full of dignity. Marcus Aureliuss view is a much more justify view because it is more modern and more adaptable. As the stoicism wants masses to better themselves within reasonable goals and change values into something that will summate upon an unconscious change so that they may make better decisions consciously. Aristotle alternatively relies too much on a proper upbringing and calls the impairment of good and friends as a prevention of eudaimonia.Stoics learn to realize what is out of their control and move on to what they can control. Aristotelian views also say that if a person dies early that it is a tragedy and that they were t aken outside before they reached their prime which in the Stoics eyes, a virtuous person should never be afraid of death because their life is sufficient when living a virtuous life. The difference continues when viewing the topic of emotions for Aristotelian that emotions are not good nor bad, only bad when expressed inappropriately while the Stoics think the whole point of eudaimonia is to be free from emotion.Finally the stoics dont see a difference between the rich, poor, slaves or free men, because in their views bodily and external things can no impact on their dignity, whereas Aristotle believes that a life based on virtues along with enough real and external goods like freedom, wellbeing, and close friends lead to a life of dignity. Overall, Aurelius and the Stoics have built upon and modified Aristotles view to be more true to life(predicate) and to try and be more optimistic in leading the best possible life no matter the circumstances.

Case study Nivea Essay

NIVEA FOR custody valued to profit its divvy up of the UK priapic skin c be grocery place. This case study examines how NIVEA re-launched the NIVEA FOR work force hunt down in 2008. This was part of its overall protrude to develop the range in the UK. It shows how the telephoner developed a merchandising throw for the relaunch and organised its selling activities to contact its receives and objectives. The study focuses on how a company can resolve to changes in consumer expectations, external influences and blood line aims to achieve those objectives.What is a merchandise mean?A profession inescapably to preen its overall direction for the company by a business plan. This plan sets out how the company is to achieve its aims. The aims and objectives of a business inform and shape its business plan. A racy part of the overall business plan is the trade plan. The relationship in the midst of the two plans is shown in the diagram.10532184_NIVEANIVEA STUDY V62 3/6/091525Page 2Marketing involves make outing, anticipating and satisfying customer unavoidably. A merchandise plan events the stated aims and objectives and then puts in place a series of commercialiseing activities to ensure those objectives are achieved. Marketing plans can concealing any date period, but normally set out activities for the side by side(p) one to five years at either a business or imperfection level. www.thetimes100.co.uk glossaryBrand A name, symbol or design employ to identify a specific carrefour and to nock it from its competitors. SWOT synopsis Identification and military rating of the strengths and weaknesses inside a firmly and the opportunities and threats in its external environment. Return on investment The return on the funds invested in the business. Profits money that is earned in flip or business, after paying the costs of producing and selling goods and services.The main sections of the plan cover SWOT and warlike analysis to asses s where the business or spot is currently and what competitors are doing objectives what the plan needs to achieve the selling scheme how the objectives allow be achieved gross sales forecast by how more sales are likely to increment bud bewilder how much the tradeing activities will cost and how the plan will be financed evaluation how outcomes will be monitored and measured. There is no set model for a merchandising plan. The structure of the plan and the amount of detail will depend on the size of the daub, the timescale involved and how the market and economy is behaving. However, NIVEAs marketing plan for the relaunch of NIVEA FOR work force follows closely the outline described here.Assessing the marketThe first graduation in devising a marketing plan is to conduct an evaluation of the business, its defacements and products. This should include an assessment of the brands position and the state of the market. NIVEA FOR workforce needs to know what its mal e customers want and what competitor products exist. As wholesome as targeting the male consumer, women are in like manner an important target market for NIVEA FOR workforce. This is because women often buy male grooming products for their partners as well as helping them choose which products to buy. NIVEA FOR manpower used a SWOT analysis to help it assess the market. This takes a detailed look at the knowledgeable strengths and weaknesses of the business, as well as external opportunities and threats in the marketplace.NIVEA FOR MEN set several strengths NIVEA FOR MEN was the UK marketleading male seventh cranial nerve skin care brand*which gave it strong brand recognition. The company had a sound financialbase, so it had the resources to puttogether a strong marketing campaign. It to a fault had staff with relevant skills researchers with the scientific skills todevelop products that men want andmarketing staff with the skills to helppromote these products effectively.As the leading male nervus facialis brand,NIVEA FOR MEN needed also to beaware of any weaknesses Was the product range still relevant forthe target audience? Did it maintain the right-hand(a) sales anddistribution outlets? Was its market research up-to-date?S WO TOne clear opportunity was thatthe market was growingHowever, as the market for maleskincare products grows, thereare threats NIVEA FOR MEN had seen an increase inthe sales of male skincare products and itwanted a greater look at of this market. The company wanted to take advantageof changing social attitudes. men werebecoming more open, or certainly lessresistant, to facial skincare products. Consumers were becoming moreknowledgeable and price conscious.They often expect sales promotions suchas discounts and offers. The risk of competitors entering themarket. NIVEA FOR MEN needed to severalize its products in order toensure that, in an increasinglycompetitive market, its marketing activitygave positive return on investme ntin basis of sales and profits.* NIVEA FOR MEN the UKs leading male skincare brand (IRI Data to 27th Dec 2008).Page 3Setting objectivesA successful marketing plan relies on setting clear and relevant objectives. These must relate directly to the business overall aims and objectives. In other words, the marketing plan must fit with the overall company strategy that is set out in the business plan. Beiersdorf states its goal as toincrease our market bundle through qualitative growth. At the same time we want to further improve our sound earnings public presentation so that we can full our consumers wishes and needs with designs today and in the future. This will work us a strong position within the global competitive environment.The marketing team set SMART objectives for the NIVEA FOR MEN relaunch. These are Specific, Measurable, Achievable, true to life(predicate) ( presumptuousness the available resources) and Time constrained (to be achieved by a given date). The marketing team used research data to forecast market trends over the next three-to-five years. This helped them set specific targets for increasing sales, growing market share and improving its brand image. Beiersdorf wanted to increase its UK market share for NIVEA FOR MEN, but also wanted greater market penetration for male skincare products. In other words, it wanted not just a greater share of the existing market it wanted to expand that market. It wanted more men buying skincare products.One key aim was to move men from just considering skincare products to making actual purchases. It also aimed to sell more male skincare products to women. Research had indicated that women were often the initial purchaser of skincare products for men. NIVEA FOR MEN used this key fact as a way to increase opportunities for sales. Another objective was to develop the NIVEA FOR MEN brand image. The NIVEA brand has always stood for good quality products that are reliable, easy and good value for money. Th e brands core values are security, trust, closeness and credibility. These values would be strengthened and expanded on with the re-launch, to get more men and women to think of NIVEA as first choice for skincare.www.thetimes100.co.ukGLOSSARYSMART objectives Frameworkfor constructing objectives in a waythat meets a business aim.Marketing strategies Longterm plans designed to enable anorganisation to identify and meetthe wants and needs of itscustomers.Promotion Making productsand services better known througha range of activities.Marketing strategiesThe NIVEA FOR MEN team devised marketing strategies to deliver its objectives. These strategies set out how the objectives would be achieved within the designated budget set by the oversight team.Two strategiesThis focus on product development combined with an fury on consumer needs is a key differentiator for NIVEA FOR MEN. It is a major(ip) reason why in the UK the brand is still the market attraction in the male facial skincare ma rket*.Another base of the UK marketing strategy for the re-launch was promotion. NIVEA sought to build on and develop the glide path it had used in the past. In the 1980s, advertizement in mens style and fashion magazines along with product sampling was a major promotional tool. In the 1990s, the company used radio, tv set and press advertising together with sampling. Since 2000, there has been a greater emphasis on consumer needs and an increasing use of experiential activities in the promotional mix. Experiential marketing is about engaging consumers through two-way communications that bring brand personalities to life and add value to the target audience. This helps build an emotional connection between the brand and the consumers. * NIVEA FOR MEN the UKs leading male skincare brand (IRI Data to 27th Dec 2008).10732184_NIVEANIVEA STUDY V623/6/09www.thetimes100.co.ukGLOSSARYAbove-the-line promotionsDirect expenditure on advertising,such as for a TV commercial.Below-the-line pr omotionsIndirect expenditure on promotion,such as through free gifts, PR orcompetitions.Brand affinity How wellcustomers identify with the brand.Evaluation A systematic processthat seeks to determine the worth,value or meaning of something.Key performance indicatorsFinancial and non-financialmeasures to monitor performance across a range of activities within afunction, department or role.1525Page 4It is important to get the promotional end right. NIVEA FOR MEN promoted the current launches of its products through a mixture of above-the-line and below-the-line promotion. The use of diversion was a key element here. NIVEA FOR MEN supported football events at a grass-roots level through its partnership with Powerleague to build positive relationships with men. This helped construct stronger brand affinity for NIVEA FOR MEN among men. It also allowed the brand to build and advance a consistent dialogue with men, which helps to drive sales.Above-the-line promotion included televisio n and cinema adverts, which reached a wide audience. By using links with sport, NIVEA FOR MEN aimed to build a positive male image associated with male facial skincare. The brand also benefited from press advertorials in popular mens magazines, making the daily usage of their products more acceptable. Promotions were used to attract invigorated customers. For example, the distribution of free samples encouraged trial of NIVEA FOR MEN products which drove purchase. These promotions have helped build up brand awareness and consumer familiarity which reinforce the NIVEA FOR MEN brand presence. There is a dedicated NIVEA FOR MEN website to support its products and provide culture to educate men on their skincare needs. To enhance the brand a tool called a Configurator was created on the website to help customers specify their skin grammatical case and find the product that best suits their needs.Conclusion evaluating the planThe Times paper Limited and MBA Publishing Ltd 2009. Whil st every effort has been made to ensure trueness of information, neither the publisher nor the client can be held responsible for errors of slackness or commission.The marketing plan is a cycle that begins and ends with evaluation. The final act in the marketing plan is to measure the outcomes of the marketing activities against the original objectives and targets. ceaseless evaluation helps the marketing team to focus on modifying or introducing virgin activities to achieve objectives.108NIVEA FOR MEN adopted a range of key performance indicators to assess the success of the NIVEA FOR MEN re-launch in the UK. It looked at market share Did the re-launch accelerate this growth and help achieve its market share objectives? NIVEA FOR MEN is market leader in many countries and is consistently gaining additional market share. overall sales Was this in line with objectives? Internationally, NIVEAFOR MEN skincare products grew by almost 20%. Its sales in the UK market at retail in 20 08 were nearly 30 million and in line with expectations. brand image ratings NIVEA FOR MEN was the Best Skincare Range winner in the FHM Grooming Award 2008 for the fifth year running. This award was voted for by consumers. It illustrates that NIVEA FOR MEN has an extremely positive brand image with consumers compared to other brands. product innovation In response to consumer feedback and following extensive product innovation and development, the NIVEA FOR MEN range has been expanded and the existing formulations improved.These results show that, in the UK, the NIVEA FOR MEN re-launch met its overall targets, which was a significant achievement, considering the difficult economic climate. The marketing plan for the re-launch used past performance and forecast data to create a new marketing strategy. This built on the brand and companys strengths to take advantage of the increasing change of male attitudes to using skincare products.Questions1. set forth two pieces of data that NIVEA used when preparing its marketing plan to relaunch NIVEA FOR MEN.2. Explain why NIVEA used football sponsorship to help increase its sales of NIVEA FOR MEN products.3. victimization the case study, put together a SWOT analysis of NIVEAs position just before the relaunch of NIVEA FOR MEN.www.niveaformen.co.uk4. Discuss how effective you think the marketing plan for NIVEA FOR MEN has been.

Academic Degree and Convocation Essay

You volition be glad to know that the gathering depart be held on fifteenth July, 2013, at our main Campus, vitality Acres, Bidholi Campus, Uttarakhand. We be privileged to have with us HE Shri Pranab Mukherjee, President of India as the drumhead Guest, Shri Aziz Qureshi, Honble Governor of Uttarakhand and Shri Vijay Bahuguna, Honble Chief Minister of Uttarakhand volition be the Guest of Honour. We atomic number 18 looking forward to see you at the throng. The following may cordial be noted at your end 1.You be requested to dismiss your confirmation for attending the Convocation latest by 21st June , 2013 by mail to your respective course coordinator with a copy marked to Dr Satya Sheel ( satyasheelddn. upes. ac. in ) as per the details given below (kindly indicate your Name, Enrollment no & Course) 2. recreate note that confirmation to attend the Convocation will be on first cum first serve basis. bridle received beyond 21st June will not be true under any circums tance. * Mohd Yaqoot at myaqootddn. upes. ac. in for MBA (PM) students * Ms. Shilpi Mukherjee at smukherjeeddn. upes. ac. in for MBA (IFM) students * Dr.P C Bahuguna at bahuganaddn. upes. ac. in for MBA (O&G) students. * Ms Surbhi Arora at saroraddn. upes. ac. in for MBA (ET) students. * Dr. B. K. Singh at binodsinghddn. upes. ac. in for MBA (L&SCM) students * Mr Vibhav Prasad Mathur at vpmathurddn. upes. ac. in for MBA (ISM) students. * Dr R Jayaraj at rjayarajddn. upes. ac. in for MBA (IBM) students. * Mr Tophan Patra at tpatraddn. upes. ac. in for MBA (PSM) students. * Mr Manish Yadav at myadavddn. upes. ac. in for MBA (AVM) students. * Mr. Sunil Barthwal at sunilbddn. upes. ac. in for BBA (O&G) students. * Mr. Rajesh Tripathi at rajesh. tripathiddn. upes. ac.in for BBA (AVO) students. * Dr. Vipul Sharma at vipulddn. upes. ac. in for Integrated BBA + MBA students * Mr Vikas Kumar at vkumarddn. upes. ac. in for Int B. technical school (APE) + MBA (O&G) students * Mr. P ankaj M Prasad at pmprasadddn. upes. ac. in for Int B. technical school (APE) + MBA (UAM) students. * Mr Bhalchandra Shinghan at bshinganddn. upes. ac. in for B. tech (APE) Gasstream students. * Mr Uday Bhan at ubhanddn. upes. ac. in for B. Tech (APE) upriver students * Dr. U Kedareswarudu at ukedareswarduddn. upes. ac. in for B. Tech (GSE) students. * Mr Kartik Sundarraj at ksundarrajddn. upes. ac. in for B. Tech (ASE) students * Mr.Pankaj Kr. Sharma at pankjpmeddn. upes. ac. in for B. Tech (ADE) students. * Mr. Pavan K Nanduri at pknanduriddn. upes. ac. in for B. Tech (AVE) students * Dr. Pankaj Srivastava at pksrivastavaddn. upes. ac. in for B. Tech (GIE) students. * Dr PSVS Sridhar at psvssridharddn. upes. ac. in for B. Tech (CSE) students. * Ms. N. Prasanthi at prasantiddn. upes. ac. in for B. Tech (EE) students * Ms. Madhu Sharma at madhusharmaddn. upes. ac. in for M. Tech (ES) students. * Ms. Nishanthini at nishanthinisddn. upes. ac. in for M. Tech (HSE) students. * Mr. Vis hal Mishra at vmishraddn. upes. ac. in M. Tech (PDE) students.* Mr. Adarsh Kumar Arya at akaryaddn. upes. ac. in for M. Tech (PLE) students . * Dr. V. L Narsimhan at vlnarasimhamddn. upes. ac. in for M. Tech (PE) students. * Mr V S S Velidi Gurunadh at gvssvelididdn. upes. ac. in for M. Tech (CFD) students * Wg Cdr P K Gupta at pkguptaupes. ac. in for Executive MBA (O&G), Executive MBA (Power Management), Executive MBA (Aviation Management), Lateral B. Sc (Aviation Studies), Lateral B. Sc (Aircraft Maintenance) * Dr Anjali Midha at amidhaupes. ac. in for Ph. D Programs. * Ms. Shruti Reddy at sreddyddn. upes,ac. in for B. A LLB(Hons) with specialization in Energy Laws.2. The Convocation rehearsal will be held at 1400 hrs on 14th July, 2013 at our main Campus, Energy Acres, Bidholi, Dehradun. Buses would be available from 1300hrs-1330 hrs from FRI main gate to ferry you to the campus. 3. Attendance at the rehearsal is mandatory without which you will not be allowed to participate i n the Convocation at any cost. 4. All the students are necessarily need to wear Convocation gown. This will be available on drive for Rs. 105 (total for rehearsal and Convocation Ceremony). You will have to pay a security deposit of Rs. 500/- which is refundable at the end of the convocation ceremony.The Convocation Gowns will be distributed on the day of the rehearsal. 5. All graduating students are anticipate to be seated by 1000 hrs on 15th July, 2013 for the Convocation Ceremony. 6. Formal dress code for boys and girls is mandatory. For Boys, lounge suit preferable inconsolable color. UPES tie, black shoes and black socks are recommended. For Girls, the dress code is sarees. Please note that only those students who have completed the academic requirements and have been stated pass by the University and whose attendance at the Convocation has been confirmed by their Course Coordinator will be allowed to attend the Convocation.The list of all graduating students has been hurt le up on notice board and has been posted on educatee Portal. For details please contact Mr. A. P. Semwal / Mr. Rajeev Kumar Pandey at Dehradun Campus. For security reasons all the students are requested to carry their identity proof including the identity card of the student. We at UPES are very excited and look forward to meet you on 14th July, 2013 for full dress rehearsal and for the Convocation on 15th July, 2013. Thanking you, With Best Wishes, Deepa Verma Director (Institutional Affairs).

Mw Transmission Basics

nuke Transmission basics nuke Transmission bedrock Table of Contents MW Advantages MW frequency bands MW Link elements antenna radioactivity specimen MW Alarms cook Transmission fundamentals Features Advantages ? Rapid Deployment A microwave amour tush be installed in as little as bingle day No right-of-way issues Radio spans all obstacles such as roads, railways, etcetera , avoiding any requirement to seek permissions that inevitably are costly and unveil time delays. Flexibility The capacity of a microwave nexus can be easily increased at minimal or heretofore no cost.Radios can also be redeployed if network needs compound or as a result of customer churn. Losing customers does not flirt with assets are lost like in the case of fiber build. ? ? zap Transmission rudiments Features Advantages Easily crosses city ter rainfall In many another(prenominal) metropolitan and city authorities, street digging to install fiber is either passing restricted, pro hibitively expensive or is even banned outright. Operator-owned infrastructure no reliance on competitors. Low start-up capital costs, which are independent of the conjoin distance.Minimal recurring opeproportionnal costs. Radio infrastructure already exists for many networks in the form of rooftops, cellular masts and existing radio transmission towers. Microwave radio is not susceptible to common catastrophic failure of overseas telegram systems ca utilize by cable cuts, and can be repaired in minutes sort of of hours or days. Limitations Transmission Capacity Limits (i. e. PDH, STM-1) Competitive Transmission Media Optical character (i. e. STM-1 up to STM-N) Microwave Transmission Basics Common M/W Frequency Bands According to ITU-R recommendations ? ? ? ? ? ? ? ? 7 gigacycle per second 8 GHz 11 GHz 13 GHz 15 GHz 18 GHz 23 GHz 28 GHz 38 GHz assembly line Hop distance is depending on frequency. High frequency coincides with shorter transmission record hop distance. Sy stems on 23 38 GHz are prone to rain attenuation. Microwave Transmission Basics M/W Channel administration Lower Band F0 Upper Band F1 F2 F3 F4 F5 F6 F1 F2 F3 F4 F5 F6 RF channel collection acc. ITU-R Microwave Transmission Basics Table of Contents M/W Link Elements? ? ? ? ? ? ? ? IDU ODU forward pass Functions Specifications Types Pressurization EquipmentsMicrowave Transmission Basics Elements of a MW link Antenna ODU Free Space Antenna ODU IDU IF Cable IF Cable IDU Microwave Transmission Basics Spur Link (Low Capacity Link) 7 38GHz Systems, generally used for PDH Spur Links Outdoor Unit (ODU, consists of RF-transmitter and antenna) IF-interconnection cable indoor(prenominal) Unit (IDU) ? ? ? ? IDU Functions Multiplexing /Demulteplexing of Tributaries. Modulation/Demodulation with the Carrier. IF conversion. Microwave Transmission Basics IDU satiate plot post Supply 155MbpsMain Channel MUX/ DEMUX Modulator IF Card Cable Combi-ner 2 Mbps Wayside Channel 64 Kbps User Chann el Demodulator blabber Cable NMS/Ethernet External Alarms IDU Controller Microwave Transmission Basics ODU BLOCK DIAGRAM Power Supply AGC Voltage Reading 350MHz TX Converter 3-4GHz prate Cable AGC Cable Combiner X Band Synthesizer RX Converter Trans pass catcher Converter Amplifier 140 MHz 3-4GHz IDU Controller Microwave Transmission Basics ? Antenna Functions Works as an amplifier to overcome the fade margin and nurse desired AGC levels.Antennas Wire carrying HF Current is surrounded by voltaic and Magnetic Fields Voltage Standing Wave shaft 2 Microwave Transmission Basics ? Antennas Voltage Standing Wave irradiation Microwave Transmission Main Specification Basics Antenna Radiation Pattern Omni Antenna Lobe Point-to-Multipoint Directional Antenna Lobe Point-to-Point Microwave Transmission Basics Antenna Gain Directive Gain ? Power Density radiated by antenna ? Power Density Radiated by Isotropic Antenna ? ? ? * Power Density measured at same distance * Both Antenna radia te radiate the same total power Band width &8212 Operating Frequency bands &8212 Possible to tune antenna for slightly different frequency arena while retaining the same characteristics VSWR Is the Guaranteed peak Voltage Standing wave ratio within the operating band Microwave Transmission Basics Antenna Specifications Gain Stated in dBi( Decibels over an isotropic radiator). Primirarly a function of antenna size ? Front to back Ratio In dB. Denotes highest radiation relative to main beam at 180+/-40 degree across the band. ? Half Power Beam Width Nominal total width of the main beam at -3dB points ?Polarization Can be angiotensin converting enzyme or dual polarised ? ? ? Isolation For Dual polarised antennas. Refers to isolation between each(prenominal) polarised beam Microwave Transmission Basics Antenna Polarization ? devil main Types of Polarization ? Vertical Polarization ? naiant Polarization Microwave Transmission Basics Antenna Polarization Vertical Polarization Horiz ontal Polarization Gridpak Low Back Lobe Focal Plane High public presentation Dual Beam Angle Diversity Microwave Transmission Basics Antenna Feeder Types Air Dielectric Antenna Cables require Pressurization when used outdoors