The effects of Strategic marketing on Business performance Literature review

The impacts of Strategic showcasing on Business execution - Literature audit Example In the current period, showcase has gotten profoundly serious. In this serious market, a technique is expected to offer item or administration which will show improvement over the opposition. The showcasing system must be executed by an appropriate approach. To make a showcasing technique for business an organization should consider the accompanying components. At the point when the market is alluring and the organization is holding a solid situation in that specific industry, at that point it must contribute the best assets for supporting the contribution. Be that as it may, in the event that the organization isn't in a decent position, at that point it must concentrate on fortifying the organization first. At the point when the market isn't so appealing and the organization is holding a solid situation in any industry, at that point the organization should offer viable deals and advertising exertion for making great benefit. Besides, in either situation where organization isn't too solid then it ought to advance those contributions which will demonstrate generally productive for business. Writing Review According to the investigation directed by Jaakkola (2006), there is a solid association among showcase and money related execution. Deals volume has direct impact on benefit. Singular coefficient varies from nation to nation. Four estimating sets, i.e., market and advancement direction, back to front, and outside in advertising were utilized for surveying promoting execution in not many organizations. The ‘inside out capabilities’ have high impact on execution in the vast majority of the example nation he utilized aside from Hong Kong on the grounds that the market structure and quality of rivalry are great with high market direction. The association among advertise direction and market execution is incredibly low in Finland. This shows advertise direction in Finland is awful and high market direction of the business setting doesn't pay off. Wher e Finnish organizations are acceptable in making benefit from ‘inside out capabilities’, Austrian organizations are acceptable in changing over ‘outside in capabilities’ into great business execution. German organizations are acceptable into development direction and create benefit with it. Finnish organizations have a more uplifting viewpoint than others and they act in showcase situated way. They constantly consider clients and rivalry and subsequently the budgetary presentation experiences it. The viability of key advertising process in Finnish organizations is very low. This alludes to solid spotlight on innovative item improvement as accentuation ought to be put more on unessential advancement of procedures and abilities of organization. It shows that how ‘inside out capabilities’ is the individual build and have huge effect on upper hand advancement and continuing business execution. The advancement procedure decidedly identifies with sho wcase execution and upper hands, yet its all out impact on budgetary execution is negative. The ‘outside in capabilities’ and showcasing direction remember slight unsafe result for business execution of an organization (Jaakkola, 2006). As per the explores done by Garland and Brooksbank (2008), the advertising technique is very pervasive in organization if there should be an occurrence of progressively extensive circumstance. The higher performing firms place more significance to a comprehensive circumstance investigation than the lower performing organizations. There are five sorts of circumstance concentrate in particular purchaser, inward, commercial center, business condition and contender.

Impact of the Internet for SMEs in Malaysia

Effect of the Internet for SMEs in Malaysia Presentation The Internet As per Hamil (1997) expressed that the effectiveness and adequately medium utilized for getting to, sorting out, and imparting data is speaking to the Internet. The nearness on the Internet in the propelled economies is building up from global or residential whether its huge or little (Duffy Dale, 2000). There are 888 million clients of Internet for worldwide in 2004 and it is relied upon to development until 1.35 billion by 2007 (eTForecast, 2004 Internet World Stats, 2005). In the worldwide online populace, Asia rank the most noteworthy rate followed by Europe and afterward North America with Asia is 34, Europe is 29.2 and North America is 24.9 (Internet World Stats, 2005). English is the principle mechanism of guidance for the Internet and the online populace is declining for its strength in the Web while the Chinese and Spanish talking clients are lesser degree however the Japanese clients are on the ascent (Glreach.com, 2004). The world generally crowded and creating countries, for example, China, India, Indonesia, and Brazil has estimated that there will be a little development of the web clients (eTForecasts, 2004). Web use and access is lopsided across nations because of worldwide reach as the number of inhabitants in web clients in South Korea is 63.3 percent, Malaysia is 35 .9 percent, and Thailand is 12.8 percent. The general populace web clients of these 3 nations simply make up just 3.6 percent of India populace (World States, 2005). As indicated by Peterson et al (1997), the getting to online market reviews, papers and diaries, nation and industry statistical surveying, exchange arrangements of providers, specialists, merchants, and government contacts in countless nations are the reasons of the organizations access to Internet. Web can assume a job as go-betweens among maker and clients that mostly in assortment, gathering, translation, and conveyance of data (Liang et al, 2004 Quelch Klein, 1996). Web gives an adaptable, solid, and minimal effort technique whenever contrasted with different methods for correspondence, for example, phone, fax, and post (Poon Jevons, 1997). In the current advertising action, Internet is assuming a supporting job (Hazel, 1996). The customary strength of fixed area stores will be supplanted by another retail design which is given by Internet (Evans, 1996 Van Tassel Weitz, 1997). Web is the methods for conveying data about retail association, items, and administrations (Bruno, 1997). In the US, retailer see the Internet as a development advertising specialized apparatuses that used to drawing in new clients, infiltrating new markets, advancing companys brand, and improving client maintenance (Ernst Young, 1997). Independent venture Enterprise (SME) and the Internet Private company endeavor is freely possessed and worked where it isn't predominant in its field, and doesnt participate in new or creative practices. Neighborhoods supermarkets, drive-through joint, hairdressers, cleaners, video or record shops, and the veterinarian are an instances of private companies. Subjective components are likewise significant in portraying the independent companies. To be named little, a private venture must have at any rate two of the accompanying highlights that are the executives is reliant, since the administrator for the most part possesses the business; capital is provided and proprietorship is held by an individual or a couple of people; the zone of activities is basically nearby, despite the fact that the market isnt essentially neighborhood; the business is little in examination with bigger rivals in the business (Washington DC: Small Business Administration, 1985). Maybe the best meaning of private company is the one utilized by Congress in the Small Business Act of 1953, which expresses that a little is one that freely claimed and worked and isn't prevailing in its field of activity. The demonstration additionally approved the Small Business Administration (SBA) to grow increasingly nitty gritty definition that considers such models as deals volume and the quantity of workers in the firm. Consolidating these measures into functional rules for use in deciding advances, the SBA has built up as far as possible for little firms thusly (Washington DC: Small Business Administration, 1985). As the worldwide online clients developing quickly, SMEs have found unparallel new open doors in the Internet that are innovative enough to perceive and exploit profoundly productive specialty markets (Forster, 2000 Poon Swatman, 1997). The specialists found that SMEs in the UK has been portrays as unique, venturesome and goal-oriented as key job in business enterprise and development by (DTI, 2000). McCalman (1999), states that the innovative character of the proprietor, singular administrators or operational groups frequently connected with the quickly developing of the new pursuit and the high development and high innovation firms have all the earmarks of being progressively capable and all the more ready to take advantage of the lucky breaks managed by the Internet. The Internet has changed the scene of the organizations in the worldwide and globalization is a key driven job for Internet use by little firms to extend their activities to different countries. The primary vital elements that related with fruitful data, correspondences, and innovation (ICT) is frequently seen by the association learning, business enterprise, creative work environment societies, and information the executives improvement setting. The Internet for all intents and purposes has importance either straightforwardly or by implication for business enterprise the executives in each part of authoritative learning (Matlay, 2001 Leitch Harrison, 1999). In the advertising setting, Noh and Fitzsimmons (1999) have portrayed intricate, inventive, and development relationship is a critical relationship found between Internet use and the promoting capacities where ICT and enterprising action deliberately connected. The ICT openings that the advertising capacity can react is rely upon supportable upper hand of the hierarchical changes which is the way to authoritative endurance (Brady et al, 1999 Komenar, 1997). So as to pull in and hold clients, the SMEs need to infer client assistance points of interest and advertising execution gains by received transformative utilization of ICT (Brady et al, 1999). As indicated by Martin and Matlay (2001), the connection between advertising capacities and ICT selection in SME would make the organizations need to make imaginative and inventive changes in experience to manage real and saw ICT related promoting openings because of less consideration on vital SME tasks and accentuation more on administrat ive limit and showcasing openings. web based showcasing just the stage two of every a five phases consecutive advancement to web based business and full ICT mix by an organization distinguishes by DTI appropriation stepping stool. Market investigation and related reactions or systems may be viewed as refinement work for e-use in SMEs (Martin Matlay, 2001). Notwithstanding its significant level of availability and fundamental web based business applications, business seem hesitant to climb the selection stepping stool yet the DTI appropriation stepping stool model is vigorously accentuation on budgetary based exchange (UK Online, 2000). In the UK, 80 percent of the SMEs have gotten to the Internet and another a lot littler extent likewise ready to execute and implant new advances for key purposes dependent on the figures of Internet reception (UK Online, 2001). The selection of ICT in the littler firms has had the effect on SME productivity generally because of high network as per the quantity of late benchmarking studies (UK Online, 2000). The UK government has activity to advance the utilization of ICT and has aspiring objective for Internet selection, a few has been as of now accomplished (UK Online, 2000). In 2002, the advanced commercial center there was 1.5 million SMEs expected to be wired up since 1.7 million organizations previously associated and 81 percent of all organizations in some structure. The national e-economy improvement had indicated the effective result of the accomplishments and great of Internet reception (UK Online, 2000). Data innovation is actualized in SME can depicted as multidimensional change process (Martinsons Chong, 1999 Butter Fitzgerald, 2001). Data innovation is assuming a significant job for preparing in SME. As indicated by Coates (2000), data advances speak to the drivers of progress of all part of life. Another corporate culture and the board change will frame when the electronic business fit into association activities (Fadden, 2000 Hard Knie, 2001). The most significant component of execution of data innovation is HR (Greene et al, 1997). Westhead and Story (1996) portray that the usage of data innovation can mediate on preparing help for change in creating HR and human abilities of the association. Dynamic has assumed a predominant job for proprietor administrator in SME segment (Jennings Banfield, 1993 Jennings Beaver, 1995). The proprietor administrator has gone about as chief main thrust for usage and selection of electronic business. The job of an individual portrayed is related to the idea of administrative movement (Jennings Beaver, 1995). The proprietor chief has all out control on preparing. Thus, Jennings and Beaver (1995) have expressed that the augmentation of the proprietor chief job is the arrangement of association preparing. SMEs are worked under questionable condition (Nooteboom, 1994 Story, 1994 Acs et al, 1997). Aptitudes and capacity of SMEs have change in dubious condition and SME has received (Hendry, 1995 Acs et al, 1997). Acknowledgment of progress has connection with the usage of new advances (Martinsons Chong, 1999 Coates, 2000 Buttler Fitzgerald, 2001). The Internet selection in the SME has make SME staff learning through online joint effort. As per Flexwork (2004), a venture bolstered by CEC FP5 IST Programm

Happily ever after

Happily ever after I bring greetings from the little redbrick school up the Charles River although my classes are all at the medical school campus, which is in the Longwood Medical Area, and the labs Ive chosen to rotate in are all at Mass General Hospital. So really Im more across the river than up the river, and of course I still actually live on MITs campus. Grad school has been treating me well. Ive been doing mostly the same things this winter that I did last winter: going to class, reading lots of papers, mixing small volumes of colorless liquids in the lab the difference is that now Im getting paid significantly more to do it. (Ugh, I just did the math Im only getting $3.50 more an hour as a grad student than I was as a UROP. Well, at least my paychecks are bigger.) Im also TAing this semester, and of course Im trying to plan Adams and my wedding without losing my already small parcel of sanity. I havent picked a lab yet just like you dont pick a major at MIT until after your first year, you dont pick a lab in grad school until youre ready. When I do pick a lab at the beginning of the summer, my choices will basically be between 1) a C. elegans neurobiology lab that does screens for proteins that have particular functions in the neuromuscular junction, 2) a mouse immunology lab that works with proteins in the cytoskeleton to see what they do and how they cause disease, and 3) a mouse neurobiology lab that studies how particular stem cells decide to become different kinds of neurons, with an eye toward repairing spinal cord injury. What would you pick? All in all, grad school isnt that much different from MIT undergrad, except that I have less work to do, I live in an apartment rather than a dorm, and I have to take the T a lot. Fiance news Adam and his friend (and our groomsman) Carl 07 did their course 16 senior project together they designed, built, and tested a low-cost solar-powered airplane. The guys with their plane on the day of its first flight test. (They hadnt mounted the solar cells yet.) During the design process, they enlisted lots of help from their buddy-slash-advisor-slash-aerospace-bigwig, Professor Drela, and used the MIT name to strongarm various companies into donating materials for the plane. It actually turned out (because they are awesome) that their plane has the lowest solar-cell-to-wing-area ratio of any solar-powered plane ever built, and a lot of people within and outside MIT were very interested in it. As it happened, one of the people who was very interested is the CEO of a company which designs unmanned aerial vehicles, and he had his people request Adam and Carls resumes. They now both have (extremely generous) job offers from this company, and they werent even looking for jobs. Cool. Adam applied to MITs aero/astro masters program as well, and he was offered admission and a research assistantship. Hes planning to defer his admission to the masters program, work for a year or twor, then go back to grad school the company hes working for will pay his tuition and also his full salary while hes in the masters program, and hell do his thesis research there. Hes really excited about his job all of his professors have assured him that the company is a really good fit for him personality-wise and in terms of his research interests. We just signed a lease on a (much) bigger apartment north of Boston, where well move in June with our bunny, and of course well be getting married in September our wedding website is here, for people (moms) who like to look at this sort of thing. The ceremony will be held at Memorial Church in Cambridge, and were having a wonderful science-filled reception at the Museum of Science. And then well go on our honeymoon and then at some (distant) point in the future Ill finish my PhD and Adam will do his masters and well have little airplane-building, biology-loving babies. Im happy. EDIT: Thought you might all enjoy an engagement photo, taken by none other than this guys lovely wife.

Whats the Difference Between Machen and Tun

A Memory Book Project for Kids (Printable Pages)

Say You’re One of Them Free Essays

In many respects, the world’s attention has shied away from modern Africa in recent years, most likely due to the unsteady domestic situations in other parts of the world. Recently, however, the collection of stories written by Uwem Akpan, Say You’re One of Them, has brought back to the forefront all of the pain and challenge of life in Africa at the present time. The humanity that comes through the words not only tugs at the heartstrings of the reader, but also makes strong statements about cultural conflict, class struggles and other social phenomena. We will write a custom essay sample on Say You’re One of Them or any similar topic only for you Order Now This research will not only discuss Akpan’s work, but also these intertwined issues within the work. Ultimately, the work will be better appreciated and understood, but also, modern issues will be brought to light. Discussion of the Various Issues of Cultural Conflict within the Story When the research was introduced, the point was made that Akpan’s work was not only deeply emotional, but also makes strong cultural statements. Taking that assertion a step further is possible when using specific examples from the work to identify and discuss the various aspects of cultural conflict to be found in the story. The first of the areas of cultural conflict which emerges in the work is the vast divide between the economic classes within modern Africa. An early story in the work tells of a young boy whose sister turns to street prostitution in order for him to be able to afford to attend school- a blatant attempt to escape the lower class and ascend in African society. So intense is this desire to advance that extreme measures are taken by poor Africans to make ends meet: â€Å"When Baby was born, we pawned three quarters of his clothes to defray debts† (Akpan, 2008, p. 13). Therefore, fellow Africans are in fact culturally divided along economic lines, despite hailing from the same homeland. Language is also a dividing factor in modern day Africa, or more specifically, the way that someone’s voice sounds not only could set them apart from others in a cultural context, but in fact could lead to bodily harm for those of one culture who encounter opposition from another, as seen in this excerpt from the work: â€Å"He was an easy target for the sporadic violence that seized the land†¦a simple thing like his accent could give him away† (Akpan, 2008, p. 93). This is an interesting element of cultural conflict in a highly diverse continent- it is a unique type of situation whereby someone who merely speaks in a different way than others could in fact set them apart and lead to fractured subcultures, but that is exactly what Akpan is portraying. Additionally, there is a subculture of violence that is prevalent in the Africa of today; to be m ore specific, much of Africa is ruled at the present by wealthy warlords, who essentially build their own armies and make their own rules for their own advancement. Basically, these individuals are using force to alienate and oppress their own fellow Africans, keeping the weak in a state of poverty and preventing them from possible improvements that would allow them to surpass their oppressors: â€Å"Our northern generals are responsible for the extreme poverty in the land† (Akpan, 2008, p. 314). Therefore, we see the establishment of a new culture of the powerful over that of the weak. This culture is likewise somewhat restrictive, as the penalty for trying to escape it would be brutality at best, and death at worst. Changes in the Culture in the Story In Say You’re One of Them, there are sweeping changes to African culture that can be seen when looking more closely at the points that are made in work; the culture is essentially shifting from one of proud traditions and an embracing of the diversity of the various nations of the continent to a more divided one, where differences in economic status, language and ability to fight back against those who have the power to destroy one another has taken precedence (Mwaria, et al, 2004). An important point needs to be made here- although what is happening in Africa according to Akpan is certainly distressing, it is not unique to Africa, nor is it limited to lands where opportunity is less than widely available. This can be pointed out with a look into other cultures where division is complicating matters at present. A Study of Other Cultures Like Africa, the United States is a melting pot of different cultures and also like Africa, has encountered its share of culture clash in recent years. This conflict has taken place in several diverse cultures and has divided people in several different ways. First, along lines of ethnicity, the US has seen a renewed level of awareness of the fundamental differences in human beings as a result of the horrific terrorist acts of September 11, 2001 on American soil. Because of this pivotal event, those wishing to immigrate to the US from other nations, whether legally or illegally, have met with opposition ranging from disdain to outrage and acts of unwarranted violence (Moser, 2000). It would seem that like Africa, the diversity of culture that made America such a unique place has been watered down in a flurry of prejudice, fear and false impressions about one ethnic group or another. Instead of introducing new cultures into the American landscape and then allowing them to assimilate into the prevailing American culture, people are being excluded from the opportunity to do so from the beginning, not only depriving them of opportunity, but also stifling the advancement of American society from within. Politically, Americans have also formed subcultures that of late have been in a great deal of conflict. Recent years have seen differences in political mindset become key issues that instead of bringing these individuals together for the sake of healthy debate, have in many cases divided individuals to the detriment of the political process (Shogan, 2002). From time to time, this difference has also turned volatile in more than one instance as wars of words sometimes turn into acts of violence. Lastly, class envy is also alive and well in America, creating cultural conflicts, especially given the current dire economic climate in the world. Tied closely to the political issues of the nation, economically diverse people are commonly divided by a lack of understanding of each other’s culture- a culture defined by money and privilege or the absence thereof. Overall Analysis of the Reading Akpan’s book opened the eyes of the researcher in many ways, not the least of which was in terms of gaining an understanding that cultural differences can either create a wonderful blend of different traditions and ideas or can divide people and lead them to destroy others. This realization evoked in the researcher the feeling that diversity must be embraced, lest its power consume and destroy one culture at the hands of another. Conclusion The research has made important points about culture, diversity, and the perpetual change of the human condition. In conclusion, perhaps the best point to take away from the research is the fact that without a tolerance at least and embracing at best of diversity, no one can truly be free. How to cite Say You’re One of Them, Papers

Article International Journal Infectious †Myassignmenthelp.Com

Question: Discuss About The Article Summary International Journal Of Infectious Disease? Answer: Introducation The summary is derived from an article published in the International Journal of Infectious Diseases of 2013, by Ahmed Mahfouz, Mohammad Gamal and Taril Al-Azraqi. The main focus of the article is on the research they undertook to gauge the compliance or its lack thereof regarding hand hygiene compliance amongst healthcare workers. This particular study focused on healthcare workers working in intensive care units at the Aseer Central Hospital located in the southern region of Saudi Arabia. The article is presented in two parts: the first covers the methodology and findings and is followed by the discussion of the results. Methodology The sample size used was a total of 500 observations that used four ICUs: main ICU with 12 beds, intermediate care unit (IMCU with 32 beds), pediatric unit (PICU with 7 beds) and the cardiac unit (CCU with 15 beds). The observations made focused on the WHO recommended method of observation. These include the moment before making contact with the patient, before a procedure that is aseptic, after risk of exposure to bodily fluids, after touching a patient and after touching the surrounding of the patient (Mahfouz, Gamal Al-Azraqi, 2013). The observations were recorded by infection control nurses who had earlier been trained. It covered 179 nurses, 34 physicians and 23 assorted health care workers who worked in the above units. Findings The main outcome that was measured was the non-compliance of washing hands by the healthcare workers at different moments. The data was measured and analyzed using different statistical tools in order to validate the collected observations. The total overall percentage of non-compliance stood at 41%. Non-compliance was highest amongst physicians when compared to nurses and other healthcare workers. This was high after contact with patients and their surroundings (Mahfouz, Gamal Al-Azraqi, 2013). The lack of compliance increased from 16.9% after caring for the patient, to 59.3% before contact with patient. It was highest at 72.7% before a procedure that aseptic. Discussion The overall rate of non-compliance stood at 41% in all ICSs. The discussion focused on the linkage between the non-compliance in hand washing and healthcare associated infections. These infections significantly contribute to increased costs and time spent in hospitals. It also increases the hospital mortality and morbidity rates (Mahfouz, Gamal Al-Azraqi, 2013). The high percentage of non-compliance at the hospital was attributed to the high turn-over experienced and this was supported by the findings of a similar report published in 2007.Simialr studies done at the University Hospital in Riyadh revealed a much higher rate which stood at 58%. The results of the study validated the global findings that showed non-compliance stood at 60-70%. The specific findings show that compliance to wash hands was high when the healthcare workers observed that their hands were sticky or dirty. The sites with the highest risk were found to be those next to the patient such as lockers. Doctors were found to be lower in compliance and generally considered as difficult by resisting imposed standardized rules and practices (Mahfouz, Gamal Al-Azraqi, 2013). The impact of religion also contributed to the low compliance with regards to alcohol-based hand disinfectants. There is however an increased awareness and use of such alcohol based cleansers. The authors concluded by recommending that there should be increased education that promotes the culture of hand washing amongst healthcare workers. References Mahfouz, A., Gamal, M., Al-Azraqi, T. (2013). Hand hygiene non-compliance among intensive care unit Healthcare workers in Aseer Central Hospital, South-Western Saudi Arabia, International Journal of Infectious Disease. Retrieved from https://www.elsevier.com/locate/ijid

3 Sentences That Cause Confusion

3 Sentences That Cause Confusion 3 Sentences That Cause Confusion 3 Sentences That Cause Confusion By Mark Nichol In each of the following sentences, a word or phrase is an obstacle to comprehension. The discussion and revision that follows each example suggests a path to clarity. 1. Technology companies have a very different mind-set to traditional financial institutions. Comparisons structured as one is in this sentence should employ from rather than to, and note the insertion of the phrase â€Å"that of the† to indicate that the comparison is between mind-sets and not the entities that have the mind-sets: â€Å"Technology companies have a very different mind-set from that of traditional financial institutions.† 2. The agency found that contrary to its claims, World Wide Wickets failed to employ reasonable and appropriate measures to protect data. This sentence has an unclear antecedent: The pronoun its appears to refer to â€Å"the agency,† because no other entity has yet been identified, but it is a reference to the company subsequently mentioned. For clarity, use a specific proper noun (for example, â€Å"World Wide Wickets†) or a specific common noun (for example, â€Å"(the) company†) first, then a pronoun (or, in this case, use a proper noun on first reference and a common noun on second reference, bypassing the need for a pronoun at all): â€Å"The agency found that contrary to the claims of World Wide Wickets, the company failed to employ reasonable and appropriate measures to protect data.† 3. Jones faces criticism of others who oppose his policy positions, as does opponent John Smith and many others. This sentence is ambiguous- it could mean that Smith and many others face the same criticism as Jones, or the phrase â€Å"as does† could apply not to the verb faces but to the verb oppose. (In this case, the latter option applies.) To eliminate possible confusion, chose a clearer word or phrase in place of the nebulous â€Å"as does†: â€Å"Jones faces criticism of others who oppose his policy positions, including opponent John Smith and many others.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:Fly, Flew, (has) FlownFlied?75 Idioms and Expressions That Include â€Å"Break†Oppose and Opposed To

The Original Boss--William Tweed

The Original BossWilliam Tweed The Original BossDuring the "Golden Years" of America, in the middle of the 19th century, it seemed as though nothing happened in New York City unless the Boss wanted it to happen. William Marcy "Boss" Tweed, a formidable politician, ruled and corrupted the city so shamelessly in the years right after the War Between the States, that his name became synonymous with dishonesty. Construction of the Brooklyn Bridge could not proceed until Tweed got a seat on the bridge company board. It was reported that he redirected more than $6 million of the city's money into his own bank account. Known among political reformers as the forty thieves, The Tweed Ring [Peter Sweeny, city chamberlain; Richard B. Connolly, city comptroller; and Oakey Hall, mayor (to name a few)], "sold" money-making franchises to companies they controlled, padded construction bills, practiced graft and extortion, and exploited every opportunity to plunder the city's funds, the Boss was a figure to be reckoned with.Englis h: Caricature of Boss Tweed by Thomas Nast.Both beloved by many of the city's poor immigrants yet the target of pointed jabs from political cartoonist Thomas Nast, these were two opposite faces of the Boss.There is little question that the Tweed Ring practiced thievery and that Tammany Hall had a series of reoccurring scandals. An estimated 75 to 200 million dollars were swindled from the City between 1865 and 1871. Yet, there is more to the story than a confrontation of the machine form of city government and the ideology of reformer exhortations. Tammany represented a form of organization that wedded the Democratic Party and the Society of St. Tammany (started in 1789 for patriotic and fraternal purposes) into an interchangeable exchange. The weave of city politics was the triangulation of the Mayor's office, the Democratic Party and the social club organization. During the...

Poster presentation Essay Example | Topics and Well Written Essays - 1500 words

Poster presentation - Essay Example a. Competitors – competitors are other companies who are offering the same product or services or an alternative to the product or services offered by a particular company. Competitors can either be direct or indirect competitors. Direct competitors are those companies who could offer the same product and services while indirect competitors are companies who could offer an alternative product or services. The political environment is the regulatory atmosphere of which Starbucks operate as a business. The political environment could determine whether Starbucks can open a franchise in a certain country or if its bean can be had without any regulatory issue (issue of quota, banned goods, taxation etch.,). Economic environment determines the financial capacity of its market. In the case of Starbucks, economic environment made Starbucks reconsider its position in the market when the financial crisis hit in 2008-2010 that companies were compelled to adapt to the new market realities to stay afloat as a business. Along with the financial crisis is also the changing economic behaviour of Starbucks customers whose purchasing habits changed dramatically along with their choices of coffee products. The â€Å"premium coffee† preference suddenly became less a priority and convenience and affordability moved to the forefront. The â€Å"prestige orientation† of Starbucks is no longer applicable in the changing behaviour of its customers. The use of technology is one of the advantage s of Starbucks from its competitors. Despite the crisis, it still managed to keep in touch with its customers with its web platform where customers can discussed about coffee. This became an online community where Starbucks reinforce with its own ingenuity of sending greetings during the customer’s important personal events such as birthdays. In addition, its Gold Card Holder facility through a cellphone helped maintain customer loyalty during the

Environmental Scan Assignment Example | Topics and Well Written Essays - 1000 words

Environmental Scan - Assignment Example The program is solely responsible for health services and training opportunities, along with valuable educational programs. Regina Food Bank has been sustaining its operations from past many years. However external forces tend to affect operations of this charitable organization. There are four major forces in external environment as per PEST model such as political, economic, social and technological forces. This project has been incorporated in Regina located in Canada. Political power is in favor of Regina Food Bank. Its main aim is to eradicate any form of hunger issues from the country. The government had recently announced a lump sum amount to be donated to Regina Food Bank. This kind of investment would be done in terms of capacity building in community and voluntary sector. Political conditions at times are not stable due to frequent elections and this in turn proves to be a threat for charitable organizations. Economic factors mainly comprise of effect of recession on charitable organization. This encompasses various phenomenons like lower income of donor, increased service demand and stiff competition in context of declining funds of government. Job security is a vital issue for donors and this affects operations of charitable organizations. When disposable income is low then it negatively affects donation habits of individuals. Reduction in interest rates is good for businesses and home-owners but it has adversely affected charities. Market volatility reduced overall income from investments and reserves for many firms. The charities usually are dependent on investment factor. This kind of dependency will be influential since larger portfolio portion is held in shares. Market volatility also plays a major role for charities in context of pension funds. Pension funds are usually bounded within equities and hence declination in stock value creates large deficits. Financial instability and low interest

Study On What Is Absenteeism Management Essay

Study On What Is Absenteeism Management Essay To many in the world of work, absenteeism is one of those stubborn problems for which à ¢Ã¢â€š ¬Ã‚ ¦..there is no clear culprit and no easy cure (Rhodes Steers, 1990). Furthermore, as a general phenomenon it does not discriminate against individuals on the basis of sex, race and religion. Bydawell (2000) postulates that employers have the right to expect good attendance from their employees as employment is a contract between two consenting parties. The author additionally states that absentee issues will undeniably arise within the employment relationship, and should be resolved in a way which is fair and unbiased to both the employer and the employee. Absenteeism can be very costly to organisations and gargantuan reserves can be realised through successful management of non-attendance at work. in addition to the cost implications, absenteeism is influenced by dozens of interconnected factors which make it even more difficult to quantify, qualify, or rectify (Tylczak , 1990). One of these factors which have been cited by different researchers is an employees level of job satisfaction in the workplace. In combination with this, George and Jones (2002) maintain that many scholars have studied the relationship between absenteeism and job satisfaction in an attempt to discover ways to reduce absenteeism. Early job satisfaction research has emphasised the fundamental assumption that job disappointment represents the main reason of absenteeism (Steers, Porter Bigley, 1996). McShanes (1984) review as quoted by Steers et al. (1996) supported the notion that employees who are disappointed with various aspects of their jobs are more likely to be absent. Studies by McShane (1984) found job satisfaction to be more highly related to frequency of absences than to number of days lost (St eers et al., 1996, p. 409). Rhodes and Steers (1990) propose that employee attendance is based on an employees motivation to attend as well as their capability to attend. According to George and Jones (2002), job satisfaction is one of the factors affecting an employees motivation to attend. It becomes important to calculate the strength of the relationship between absenteeism and job satisfaction as positive attitudes can at times serve to pull the individual towards the organisation and the reverse can be expected when attitudes are more negative (George Jones, 2002, p. 94). An employees ability to attend is influenced on the other hand by factors such as family responsibilities, transportation problems, accidents and etc. Once all these variables are recognized, managers may begin to understand why employees sometimes choose not to come to work when they are fully capable of attending. By the same token, it is equally important for managers to understand those circumstances in which people, for whatever reason (illness or otherwise), are genuinely unable to come to work (Rhodes Steers, 1990). Furthermore, the question most people would ask is what is an acceptable absenteeism rate? In terms of the Basic Conditions of Employment Act 75 (1997), an employee is entitled to 30 working days sick leave in a three-year period. Bydawell (2000) states that if all the employees within a company jointly take their full entitlement, the companys absenteeism rate will run at approximately 4 %, which is generally believed to be tolerable. Some companies permit employees to exceed their 30 days, but in these instances it would be regarded as unpaid leave. typically organisations do not take these additional days into account when calculating their absenteeism rate and it results in an mistaken estimation of the situation. Bydawell (2000) purports that in reality, many companies run at absenteeism rates as high as 12 % without even realising it. Absenteeism seems to be a behaviour that organisations can never get rid of, but they can rather control and manage it. George and Jones (2002) note that organisations should not have absence policies that are so restrictive that they literally force workers to come to work even if they are ill. Organisations may want to recognise that a certain level of absence is indeed functional. Before looking at the causes, outcomes and issues related to absenteeism i need to look at the definition of the following terms: Absenteeism Job satisfaction Absenteeism In terms of the discussion, the three terms absence, absenteeism and sickness absence will be used as synonymous in sense, implying that workers who were scheduled for work and expected to attend, did not turn up. Cascio (2003) defines absenteeism as any failure of an employee to report for or to remain at work as scheduled, regardless of the motive. Milkovich and Boudreau (1994) describe absenteeism from an organisations point of view as the frequency and/or duration of work time lost when employees do not come to work. Absenteeism therefore implies an unplanned, disruptive incident; but more distinctively, it can be seen as non-attendance when an employee is listed for work (Van der Merwe Miller, 1988). Job satisfaction Spector (1997) stated that job satisfaction merely as the extent to which people like their jobs and the different aspects of their jobs. Job satisfaction is also defined as a reaction towards different facets of ones job that is a person can be relatively satisfied with one aspect of his or her job and dissatisfied with other aspects (French, 1998; George Jones, 2002; Kreitner Kinicki, 2001). Robbins (1998) defines job satisfaction as a general approach towards ones job; the difference between the quantity workers receive and the amount they consider they should receive. http://www.jstor.org/pss/255965 (accessed at 13/04/2010) http://etd.uwc.ac.za/usrfiles/modules/etd/docs/etd_init_6525_1175242441.pdf (accessed at 13/04/2010) www.CottrillsReward.com/motivation (accessed at 13/04/2010) Types of Absenteeism Absenteeism can be classified into three broad categories (Van der Merwe and Miller, 1998) as under; Sickness absence, Authorised absence or absence with permission and Unexcused absence or absence without leave. Sickness Absence Sickness absence is a category where employees claim health problem as their reason for absence. Requirements regarding medical or doctors certificates vary and are determined by company policy or the Basic Conditions of Employment Act (BCEA). The Basic Conditions of Employment Act 75 (1997) is that a certificate needs to be produced after two days of sickness absence. Most managers have found that certification is not a guarantee of genuine absence as it has become easy for people to gain access to medical certificates. Authorised Absence / Absence with Permission Absence with permission is where workforce gives an justification for their absence whether that be for holidays, study leave, special leave etc. Usually such a request is included in the absence policy (Van der Merwe Miller, 1988). Unexcused Absence All absences that do not fall in above mentioned categories and where no valid reason is given or not accepted are known as unexcused absences (Van Der Merwe Miller, 1988). This type of absence, when it reaches difficult extent, will have to be pointed out to employees in question in command to fetch their attendance in line with satisfactory standards. Employees who come to work later in the day or who disappear earlier are in general not recorded on the leave records of employers and the manager is normally aware of such absences (Wolmarans, 1994). A MODEL OF ABSENTEEISM Aamodt (1996) maintains that before an organisation spends time and money trying to stop absenteeism, it must first be aware of the theories around why people dont turn up on work. different models have been developed to describe absence deeds, but the Integrated Model of Attendance developed by Rhodes and Steers (1990) provides a heuristic structure on the different factors influencing employee attendance (FIGURE1.). FIGURE1 Source : Absenteeism Model, Source: Rhodes Steers (1990, p. 46) FIGURE1 suggests that an employees attendance (Box 8) is primarily determined by two important variables: An employees motivation to attend (Box 6) An employees ability to attend (Box 7) The authors further suggest that the employees motivation to attend is influenced by two factors: Satisfaction with the job situation (Box 4) Pressures to attend (Box 5). In the context of this model, the job situation refers to the general working environment and not only the nature of the tasks. Rhodes and Steers (1990) list seven factors related to the job situation that could guide to increased job satisfaction namely (Box 1): job scope job level, role stress size of the work group style of the leader, co-worker relations and the opportunity for advancement. A few of these factors are explained briefly. If, for example, the particular management style is dictatorial and disliked by staff, it could cause friction and poor attendance might be the consequence (Rhodes Steers, 1990). In terms of co-worker relations, Johns (1996) argues that group norm have a strong impact on attendance levels. Du Plessis et al. (2003) found that a culture of absenteeism amongst one group of employees might influence work values and devotion of other employees. New employees seem to adopt the existing culture, values, norms and standards of the organisation which they join, i.e. they might be influenced by the present absenteeism norms in the organisation (Rosseau, 1985 as quoted by Du Plessis et al., 2003). Lau, Au and Ho (2003) found that industries with a high group absence rate also had higher levels of individual absences. Organisations are therefore faced with the challenge of managing absence behaviours within groups as it influences the behaviour of e mployees entering the organisation. Furthermore, the model suggested that employees values and expectations also have an influence on employee attendance (Box 2). Attitudes, values and goals differ considerably from person to person, depending on what is important for the individual at a particular point in time. Rhodes and Steers (1990) postulate that work related attitudes (for example, job involvement) can play a significant role in determining how employees view the psychological contract between employees and management, as well as how committed they are to coming to work. Further variables cited by these authors include personal work ethics and the centrality of work which refers to how important work is in a persons life goals. The decision by an employee to absent him/herself is thus related to the importance attached to work. Another factor influencing attendance is the personal characteristics and backgrounds of employees (Box 3). Tylczak (1990) terms this category employee specifics and includes things like gender roles, desire to spend time with friends and hobbies. As an example, older, more established employees might be more stable and might report fewer sick leave incidents than younger employees who do not mind risking their jobs due to absence. Closely related to this is the question of whether lifestyle choices influence absenteeism. According to Ericson (2001), lifestyle choices such as smoking, drinking and other substances could influence absenteeism. Common in organisations is the trend of employees taking sick leave either on a Friday or on a Monday due to alcohol and other substance abuse. Ericson (2001) maintains that the area of lifestyle choice is probably the hardest part of absenteeism management to address, as it blurs the lines between personal habits and the workplace. An organisation can offer counselling services to help resolve these personal problems in an attempt to reduce absenteeism levels. These plans are in general referred to as employee support programmes (EAPs) and is defined as a confidential counselling and referral service provided by organisations as an employee advantage (Strazewski, 2005). Finally, the model suggests that there are certain pressures to attend (Box 5) which have an influence on an employees motivation to attend and these include the economic/market conditions (like unemployment), incentive and reward systems, personal work ethic and organisational commitment. Hence, if unemployment levels are high, people might be less willing to take sick leave for fear of losing their jobs (Rhodes Steers, 1990). There are also factors that constrain an employees ability or capacity to attend (Box 7) Illness Family related and transport problems Individual personality traits Demographic variables also impact on absenteeism and includes like; Age Tenure (length of an employment) Marital status Number of dependents Gender Job level etc. http://etd.uwc.ac.za/usrfiles/modules/etd/docs/etd_init_6525_1175242441.pdf (accessed at 14/04/2010) Common Reasons behind Absenteeism Some of the common reasons behind absenteeism are as under; Serious accidents and illness Low morale Workload Employee discontent with the work environment Benefits which continue income during periods of illness or accident The existence of income protection plans (collective agreement ) Poor working conditions Boredom on the job Inadequate leadership and poor supervision Personal problems (financial, marital, substance abuse, child care etc.) Poor physical fitness The existence of income protection plans (collective agreement ) Transportation problems Stress http://superfriends13.tripod.com/causes_absent.htm (accessed at 14/04/2010) Absenteeism measurement Rhodes and Steers (1990) point out that measuring absenteeism can serve four purposes to organisations, namely, to administer payroll and benefit programmes, for production scheduling, to identify absenteeism problems and to measure and control personnel costs. Administering payroll and benefits programs According to Rhodes and Steers (1990), information about who is present and who is absent from work can assist organisations in determining whether absence is compensable under a benefit program or other contractual arrangements. Production scheduling Rhodes and Steers (1990) maintain that it is important to have absence data available as it can assist managers in planning for which human resources will be needed to meet production requirements. In this way, organisations will avoid the cost of overstaffing and also be protected from having too few employees at work. Identifying absenteeism problems To assess whether there is an absenteeism problem, it is important to measure absenteeism and have this data available. This could assist in determining if some departments have higher absence rates than others, how an organisation compares with others in the industry, whether there is a certain trend and so forth (Robinson, 2002). Measuring and controlling personnel costs Excessive absence can be costly to organisations. Anderson (2004, p. 26) notes that unexpected absence costs corporate America billions of dollars annually in direct costs. By measuring absence, the organisation could estimate the costs, thereby reducing its effect on the organisation. Moreover it can facilitate the determination of which proportion of absenteeism managers are able to control, in order to devise appropriate strategies to reduce absence in the workplace (Rhodes Steers, 1990). According to (Van der Merwe Miller, 1988) the two most widely used measures of absence are: The Gross Absence Rate (GAR), which measures the extent of absence Absence Frequency Rate (AFR), which measures the incidence of absence taking). The Gross Absence Rate (GAR) the formula for GAR is as follows: GAR = ÃŽ 100 The disadvantage of the GAR is that it gives an overall figure and can be distorted by long sick absences. Two or three employees who are on sick leave for a few weeks, could inflate the organisations GAR and could give an incorrect impression of a severe absence problem. Absence Frequency Rate (AFR) The AFR is used to overcome these disadvantages.The formula for calculating AFR is as follows: AFR = Van der Merwe and Miller (1988) note that when computing the AFR, each absence, irrespective of the length, is counted as one incident. The AFR is expressed as a ratio, and normally it is given per month, i.e. the absence incidents per person per month. These two measures provide a useful summary description of both the extent and frequency of absence in organisations. http://etd.uwc.ac.za/usrfiles/modules/etd/docs/etd_init_6525_1175242441.pdf (accessed at 16/04/2010) Cost related to absenteeism Absenteeism is costly and managers are continuously exploring ways to reduce the cost. Bydawell (2000) and Schumacher (2004) underlined the growing concern that employees who absent themselves and present doctors certificates, are in fact absent for non-health related matters. Some employees even use their sick leave as vacation days when they have shattered their annual leave benefits. This makes it very difficult for managers as some employees have an entitlement state of mind. Haswell (2003) maintains that it is unlikely that absenteeism can be completely eradicated in organisations hence, financial provision should be made for sick benefits. To determine whether absence is really a problem to be addressed, the organisation has to measure the costs of absence to the organisation. A number of studies have attempted to determine the financial implications of absenteeism. Chadwick-Jones (1982) as cited by Butler (1994, p. 26) estimated that one days absence by an employee costs the organisation one and a half times the daily rate of pay of that employee. Most companies probably use their own methods of determining the cost associated with absenteeism. However, according to Butler (1994), there are a few ways to estimate absenteeism costs. One of these is the aggregate approach that estimates the number of additional employees to be hired to offset the effects of absenteeism. The company thus hires casual labour or temporary employees to fill in for the absent employees, especially in positions that cannot be left vacant, for example, an organisations receptionist position. Goodman and Atkin (2000) as cited by Butler (1994, p. 26) indicate that the cost therefore of recruiting, selecting, training and paying these additional employees represents one way in which the costs of absenteeism can be estimated. Another approach estimates the incremental costs per day associated with the absent employee, for example, salary and pension that still have to be paid during the employees absence. According to Butler (1994, p. 26), if an employee is absent and a casual/temporary employee is hired, the task of management is to compare the costs that would have been involved if the absent employee had come to work, plus the additional costs of hiring a replacement employee. It is important then for organisations to have a proper system in place to determine the costs of absenteeism, so that it can be managed effectively. 5. Organizational Behaviour Theories and Absenteeism 5.1 Maslows Hierarchy of Needs f motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfilment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place. Maslows hierarchy of needs is shown in the following diagram: Implications for Management Maslows theory holds, there are some important implications for management. There are opportunities to motivate employees through management style, job design, company events, and compensation packages, some examples of which follow: Physiological needs: Provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. Safety Needs: Provide a safe working environment, retirement benefits, and job security. Social Needs: Create a sense of community via team-based projects and social events. Esteem Needs: Recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential. 5.2 Herzbergs Motivation Hygiene Theory (Two Factor Theory) To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employees work environment caused satisfaction or dissatisfaction. He published his findings in the 1959 book The Motivation to Work. The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from that causing job dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term hygiene in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. Details available at: http://www.netmba.com/mgmt/ob/motivation/mcclelland/ (Accessed on April 24, 2010) Factors Affecting Job Attitude Leading to Satisfaction Leading to Dissatisfaction Achievement Recognition Work itself Responsibility Advancement Growth Company policy Supervision Relationship w/Boss Work conditions Salary Relationship Implication for Management Herzberg argued that job enrichment is required for intrinsic motivation, and that it is a continuous management process. According to Herzberg: The job should have sufficient challenge to utilize the full ability of the employee. Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. If a job cannot be designed to use an employees full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. If a person cannot be fully utilized, then there will be a motivation problem. Critics of Herzbergs theory argue that the two-factor result is observed because it is natural for people to take credit for satisfaction and to blame dissatisfaction on external factors. Furthermore, job satisfaction does not necessarily imply a high level of motivation or productivity. 5.3 McClelland Theory of Needs In his acquired-needs theory, David McClelland proposed that an individuals specific needs are acquired over time and are shaped by ones life experiences. Most of these needs can be classed as achievement, affiliation, or power. A persons motivation and effectiveness in certain job functions are influenced by these three needs. McClellands theory sometimes is referred to as the three need theory or as the learned needs theory. 5.3.1 Achievement People with a high need for achievement (nAch) seek to excel and thus tend to avoid both low-risk and high-risk situations. Achievers avoid low-risk situations because the easily attained success is not a genuine achievement. In high-risk projects, achievers see the outcome as one of chance rather than ones own effort. High nAch individuals prefer work that has a moderate probability of success, ideally a 50% chance. Achievers need regular feedback in order to monitor the progress of their achievements. They prefer either to work alone or with other high achievers. 5.3.2 Affiliation Those with a high need for affiliation (nAff) need harmonious relationships with other people and need to feel accepted by other people. They tend to conform to the norms of their work group. High nAff individuals prefer work that provides significant personal interaction. They perform well in customer service and client interaction situations. 5.3.3 Power A persons need for power (nPow) can be one of two types personal and institutional. Those who need personal power want to direct others, and this need often is perceived as undesirable. Persons who need institutional power (also known as social power) want to organize the efforts of others to further the goals of the organization. Managers with a high need for institutional power tend to be more effective than those with a high need for personal power. Implications for Management People with different needs are motivated differently. High need for achievement High achievers should be given challenging projects with reachable goals. They should be provided frequent feedback. While money is not an important motivator, it is an effective form of feedback. High need for affiliation Employees with a high affiliation need perform best in a cooperative environment. High need for power Management should provide power seekers the opportunity to manage others. All organizational behaviour theories stress that if employees are satisfied than they will contribute as much as they can in the success of an organization. Organizations can use various methods in order to keep their worker happy and if staff is happy and like to come on work regularly it mean that there are less chances of absenteeism and it can save the huge cost associated with the absence of employees. So it is the responsibility of organizations to manage and make sure that they have adequate system that can bring their workforce normal to work. Details analysis on these approaches will be later on discussed in this article.

Herzberg Two Factor Theory

Maslow's need theory has practical limitations in translating needs into something operational, since the criteria for satisfying social needs differ from individual to individual. Frederick Herzberg developed a two-factor theory to provide some direction for managers in resolving motivational problems. He derived to this conclusion by a survey he ran back in 1959, in which he asked engineers to describe events that led to such feelings of satisfaction about their work and events that led to dissatisfaction. In this theory, Herzberg distinguished between two different types of factors, those who can give an individual the feeling of satisfaction which he called motivating factors and those that can give him the feeling of dissatisfaction which he called hygiene factors. Hygiene factors include â€Å"technical supervision, interpersonal relationship with peers, salary, working conditions, status, company policy, job security and interpersonal relations with superiors†. All of these factors are job contextual and also include maintenance factors. These are considered extrinsic, as they are out of the limit of work and employees. Hygiene factors are satisfiers to the extent that they produce dissatisfaction if absent, but once satisfied the effect soon disappear – satisfaction is temporary. However, they are not motivators for better performance. Motivating factors relate to job content and are concerned with increased satisfaction and the desire to work harder. This factors provides satisfaction and motivates towards more effort and better performance, their absence does not produce dissatisfaction. Some of the motivating factors are â€Å"advancement, the work itself, recognition, and the possibility of growth†. Herzberg’s theory can be applied to better understand the problem of high staff turnover. In this scenario, hygiene factors are salary (dissatisfaction on salary), security (safety risk), work condition (outdoor job), supervision (lack of support from management), personal life (own attitude – introverts) and relationship with peers (influence by bad attitude colleagues). Motivators are personal growth and recognition (demoted staff) and responsibility (autocratic leadership). Hence, Herzberg’s theory can be applied by management of the organisation to better motivate their staff. Various job enrichment techniques can be implemented, for example removal of controls, increase in accountability, participation in decision making, introduction of new tasks and the granting of additional authority. Management can focus on motivation through rewards that linked to performance and equitable.

The Role of Money in a Relationship Among the Couples

Opinion essay The role of money in a relationship among the couples, who are going to marry Outline: I. Introduction Money is everything. Money represents power, love, joy, and much more. II. Main body: a) The relationship between couples is great because they have money b) Money sometimes can be a disaster, because of its lack c) Money influence on people’s power III. Conclusion Money is very important thing in people’s lives. Without money they are not able to live†¦ Money is everything in people’s life. Money is not simply money. Money represents power, love, joy, and much more.The Kazakhs believe that money plays an important role in their life. No one cannot achieve anything in life without money. The role of money in a relationship is very important to the success or failure of a relationship. There a few reasons of that. First, the relationship between couples is great because they have money. For example, two persons meet; both of them have money, jo bs, and apartments. They enjoy each other’s company, with places where they go, interests and etc. By the way, if one of them doesn’t havet money or job they will not pay attention to her or him.Then the couple establishes a life together, gets married, has children, enjoy with their lives. In short, they are happy, because they have money. Second, money sometimes can be a disaster, because of its lack. We always witness many endings of relationships with the reason of money. For example, one of the partners loses his or her job. After a few months the fighting starts. It starts with little arguments about bills and conflicts are every day. Then the fights grow and it is constant. They understand that all these problems are because of money’s lack. It can take a happy couple straight to divorce.Finally, money influences on people’s power. Usually, men earn more money, than women and they have more power in families. However, many women work as men and hav e good salaries today in Kazakhstan. And they feel freer to make decisions about what the couple does with money. One partner think that saving money for the future is most important, while the other partner think that they should spend money immediately. And the partner, who earns less money, feels humiliation from another. He or she thinks that it is beneath them. Therefore, the problems start again.To conclude, money is very important thing in people’s lives. Without money they are not able to live. If they would be able to live without the money, why do they work, what for? I don’t believe that some people work only for their pleasure. And I think that having a good financial standing is the only way to avoid the stress factors that can destroy people’s relationship. Also most couples, when they decide to marry they take no notice for money. But I think that the best time for couples to begin discussing money is before the wedding, so both know what the othe r expects and how they will spend their money.Without having an understanding about each other's attitude and emotions towards finances, saving, investment and spending, people might be setting themself up for failure in their relationship. Reference list: * Laura Frangipani (April 05, 2008) http://www. helium. com/items/975446-the-role-of-money-in-a-relationship. Helium . * Sissy R. Osteen, Ph. D. (Assistant Professor), Rachel A. Neal, Ph. D. (Visiting Assistant Professor) http://agecon. okstate. edu/annie/files/T-4201web. pdf. Oklahoma Cooperative Extension Service. * Joanna Moorhead (September 7th 2008) http://moreintelligentlife. com/story/couples-money. More Intelligent Life.

Facilitating Learning and Assessment in Practice - 3273 Words

Introduction to English Studies (Eng 281) [pic] Sample Self-Reflective Essay #1 When I think of books, I can’t help but smile in anticipation of the journey I will embark upon from cover to cover, the secrets that will be revealed within their pages, the additions to my vocabulary I will collect as souvenirs, and the new avenues that will be excavated in the realm of my mind. Beginning as early as I can remember, books were read to me by my mother, my father and my sisters. The thrill of an outing to the public library while growing up in rural Wisconsin was every bit as exciting as a trip to the carnival or the circus because, as my earliest discoveries conveyed, books could take me any place. I believe I must have been born with a†¦show more content†¦These teachers possessed attitudes that found them among the favorites of students at the top of the academic ladder all the way to the bottom; students who cared more for science or sports and students who seemed to care for nothing at all found they could read works by Poe, Twain or Steinbeck an d become better for having read them and gleaned an understanding of their contents. Teachers who are able to foster appreciation of a literary work where there was none before are invaluable to the field of education. Reading literature, writing poetry, prose and essays and participating in theatre and forensics have been the major contributors to a better perception of the many facets of English for me, and that perception, I believe, was the catalyst for my ongoing romance with the components of the English language. 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