Prose Notes on “Berry” Essay

Berry is about a young black man called Millberry Jones who is employed at Dr. Renfield’s Home for Crippled Children. He was reluctantly employed by Mrs. Osborn, the housekeeper, because the Scandinavian kitchen boy had left without notice, leaving her no choice in hiring Berry. Her reluctance to hire Berry stemmed from his race, which initiated questions such as where he would sleep, as well as how the other employees would react to the presence of a Negro. She had a meeting with Dr. Renfield and they decided to hire Millberry on a reduced salary. He was overworked and underpaid, but took solace in the children whom he loved. An unfortunate incident occurred, however, where a child fell from his wheel chair while in the care of Berry. The result was that Berry was fired and given no salary for the week that he had worked. SETTING †¢Dr. Renfiled’s Home for Crippled Children †¢New Jersey coast CHARACTERS Millbury Jones (Berry) †¢A Black male, approximately 20 years old. †¢Described as good natured and strong. †¢Poor and uneducated. †¢Very observant and intuitive about people and places. †¢Very good with children due to his gentleness. Mrs. Osborn †¢The housekeeper at the children’s home. †¢Rumoured to be in love with Dr. Renfield. †¢Very high handed with her staff, but docile with Dr. Renfield. †¢Displays racist characteristics in subtle forms. Dr. Renfield †¢Rumoured to have romantic affairs with his female staff. †¢Berry observes that the Home is ‘Doc Renfield’s own private gyp game’ (Hughes, p. 162), meaning that he runs his establishment for his own profit, instead of a desire to take genuine care of the children. †¢He is blatantly racist. THEMES Racism This theme is apparent when Berry was being considered for employment at the Home. Mrs. Osborn was concerned about where Berry would sleep, implying that he could not sleep with the white servants because he was considered to be beneath them. His salary was also cut due to his race, and he was overworked, with no discussions of days off, ‘everybody was imposing on him in that taken-for-granted way white folks do with Negro help.’ (Hughes, 162). Even more importantly, when the unfortunate accident occurred with the child, there was no attempt at discerning what led to the incident, but blame was laid on the obvious person – Berry. As a result, he was relieved of his job in a hail of racist slurs.

Red Bull Marketing Strategy Essay

Q1: Explain how Red Bull has been able to arouse and activate the consumer decision-making process. Initially, Red Bull made consumers realize that they need this kind of energy drink by physiological arousal. For blue-collar in Thai such as taxi and truck drivers, they usually have to combat mental and physical fatigue that are their bodily needs at that moment. Red Bull used and interprets these physiological cues to arouse related needs about energy drinks. After consumers recognized the needs, Red Bull evoked consumers to link energy drinks to their product according to the function and prices. People tend to perceive things they need or want (Schiffman et al., 2014). Thus consumers will remember Red Bull. After success in Thai, Mateschitz refined the Red Bull and created a strong brand image in energy drinks market. They use ambush and compelling advertising to put its brand and cans into audiences’ mind. Visual perception enables people to experience the existence of Red Bull as well as its color, design and function (Padgham & Saunders, 1975). Red Bull became the one of most globally recognized brands that this brand might arouse consumer to purchase. This is what we call product-specific goals. As Red Bull become popular, its products usually are the first choice of energy drinks when people doing pre-purchase search. Because consumers’ purchase decisions are influences by their sociocultural environment, which are all familiar with Red Bull. That’s how Red Bull arouses and activates the consumer decision-making process. Q2: Why do you think Red Bull has been able to be successful in entering the evoked set of consumers? Red Bull does well in market segmentation. Their target market are 18- to 34-year-old males. Because this group has the common needs of energy drinks and does similar purchase decision-making process, Red Bull could satisfy their needs and understand their psychology easily. Red Bull has clear positioning that consumers could separate it from its competitors. By the use of global social media, sponsorship and event ownership strategies (known as ‘ambush advertising’) to create a specific image or perception of product into audiences’ mind which are their target customers (Schiffman et al., 2014). These help consumers develop enduring perceptions about Red Bull  (Batra et al., 2009). Red Bull has strong brand personality to make customers remember it and separate it from its competitors. Red Bull’s brand image is a red bull with the blue cans. The design is unique and link to the brand name and its product. All these factors create a image of Red Bull to customers. As consumers subconsciously exercise selectivity about which aspects of the environment they perceive (Schiffman et al., 2014), Red Bull could enter the evoked set of consumers as long as it could catch customers’ insights. Besides the unique brand, Red Bull handing out free samples of the product and sales teams driving Minis with a Red Bull can strapped on top of the car. These actions catch consumers’ insight and attract them to purchase. All these elements make Red Bull are able to be successful in entering the evoked set of consumers. Q3: What could influence a consumer to stop purchasing Red Bull? If consumers do not notice products, they will not be able to purchase them (Jansson-Boyd, 2010). However, in this case, Red Bull is a well-known brand. Therefore this is not an ideal method. If the value of the product cannot match customers’ expectation, consumers might stop purchasing Red Bull even though this is a famous brand. In a marketing context, people tend to perceive products and product attributes according to their own expectations (Schiffman et al., 2014). Different customers have different expectations. If some consumers’ expectations are too high and Red Bull cannot satisfy their needs, those customers will feel disappointed and stop purchasing next time. For example, if a customer do not like sweet drink but Red Bull is sweet, then this customer might stop purchasing it. Consumers’ experiences could influence their decision making because it links to consumers’ perceptions. A previous experience to the stimulus is an important element to form a perceptual pattern that will subsequently be stored in memory (Jansson-Boyd, 2010). If consumers have a terrible experience with Red Bull’s product, they might avoid purchasing it automatically next time. Another element could influence a consumer to stop purchasing Red Bull is the compelling advertisements. Although compelling advertisements could help Red Bull arouse consumers and influence consumer decision-making, sometimes consumers might choose to ignore it because it is lousy. That is perceptual defence. Q4: From a consumer decision-making perspective, how has Red Bull been successful in maintaining brand loyalty in the energy drink market? First of all Red Bull’s product must be ‘good’ to make customers remember and trust it. That is not only the quality of product is good but also consumers believed the product is good. Individuals make decisions and take actions based on what they perceive to be reality (Schiffman et al., 2014). Thus Red Bull makes its products satisfy consumers’ perceive value according to using compelling advertisements and unique package. Customers have many chances to notice Red Bull in their life such as TV advertisements, the Red Bull mini cars and the logo of Red Bull appeared in the match. Especially when consumers notice that a famous people drink Red Bull, most customers will perceive that Red Bull is good. Consumers may rely more on the image conveyed by the brand than its actual attributes (Schiffman et al., 2014). All these compelling advertisements and the unique package help Red Bull to create an image that Red Bull is good and worth to buy it to customers. Thus when consumers want to purchase energy drink, Red Bull is the first thing that comes to their minds. The other important element to make customers loyalty is the price. For most consumers, price represents quality and value. Generally, customers believe that the higher the price the better the quality. Red Bull is three to sic times more expensive than Coca-Cola and is usually the highest-priced energy drink in the market. Inevitably, consumers perceive that the quality of Red Bull is the best in energy drinks. Customers look for value when buying (Dodds, 2003). Red Bull create the value to satisfy consumers’ need, thus it make customers loyalty in its products. References Batra, S. K., Kazmi, S. H. H. and Batra, S. K. (2009). Consumer Behaviour-2nd. New Delhi: Excel Books India. Dodds, B. (2003). Managing Customer Value: Essentials of Product Quality, Customer Service, and Price Decisions. Colorado: University Press of America. Jansson-Boyd, C. V. (2010). Consumer Psychology. England: McGraw-Hill International. Schiffman, L. G., O’Cass, A., Paladino, A., Carlson, J. (2014). Consumer Behaviour. Australia: Pearson Australia Group Pty Ltd.

Marketing And Social Media Essay Example | Topics and Well Written Essays - 1750 words

Marketing And Social Media - Essay Example he social media, because of active integration of technology in the lives of the masses around the world has resulted in the playing of a major catalytic role in regards to the formation of a large number of followers in the virtual world. It can be said that in the today’s date, the social media represents a series of programs that run explicitly by exploiting the functionalities of Web 2.0 (Wankel, 2010, p. 9) Talking in regards to the product lifecycle, it can be said that there are four stages such as introduction, growth, maturity and decline. The social media holds a tremendous value in the first two stages as it is deeply integrated with regards to value communication of the products to the masses. Just because social media is largely diversified in its forms through the presence of various social networking and micro blogging sites likes Facebook, Twitter, LinkedIn etc. it can be said that the marketing power of the social media is tremendously high (Zarrella, 2010, p. 3). Talking more in connection to the power of marketing of the social media and the product life cycle, it can be said that the social media plays a very influential role in regards to the process of introducing new products and services in the markets by simply helping in the process of communicating the values of the products and services to the desired target audience. It also needs to be highlighted that during the course of attaining the growth phase of product development, the social media helps in a great way in manipulating the demand for the products and services by helping the marketers of the respective products and services to maintain a bilateral method of communication with the desired target audience. 2. It is important to mention that in today’s date, the social media has...Talking about the social networking sites, it can be said that the growth of the social networking sites has been largely augmented by the tremendous favoring of the growth prospects of t he United States. Like as witnessed in the case of dotcom bubble of the late 1990’s, the mere presence of the social networking sites in the virtual web space does not help in any way in the process of generating revenue. Every social networking site needs to operate on the basis of a business model, which will help in generating revenue for the online business. It is of significant and utmost importance to mention that the business models that are applicable in the case of social networking sites should not only focus on the process of generating monetary value, but also on the lines value creation, identification of the core competencies of the online business as well as proper value communication to the right target audience. Considerable amount of interest also needs to be given on the lines of creating competitive edge for the online business. It is of considerable importance to mention that an online business is built on four key model components. The first one is the value creation, which distinguishingly addresses the value that will be provided to the customers. The second factor is the issue of target market, which necessarily takes into account the factor of the desired target audience.

LEVEL 4 VTCT BEAUTY THERAPY Essay Example | Topics and Well Written Essays - 750 words

LEVEL 4 VTCT BEAUTY THERAPY - Essay Example e salon is a safe place for all, and that by default the practices in the salon will not lead to accidents or pose health, safety and security risks to customers and employees. These are   fundamental to business practice The justifications for such recommendations and proposals stem from the need to secure the salon and to make it safe, primarily because accidents and harm to customers can result in lawsuits, loss of trust, the tarnishing of the image of the salon, and even business closure and loss of revenues.    Compliance with the law ensures that practices relating to safety, security and health meet legal standards and regulatory standards. This is good business practice that can protect the salon from lawsuits and regulatory fines and problems. What can happen when regulations and the law are not followed is that the salon can be subjected to lawsuits and legal problems that can hamper operations. Also, these translate to shortcomings that can be used against the salon by customers in cases of legal and regulatory disputes. A good way to manage improvements is to benchmark processes versus a checklists of compliance targets, and those targets must meet minimum legal and regulatory standards for such points of compliance. The checklists must be strict and that post-implementation measures to measure compliance must be put in place to gauge whether the compliance activities led to adequate compliance with such minimum standards. The regular evaluation of salon health, security and safety measures acts as a kind of regular audit of how well the salon is implementing procedures and measures to ensure those, and how well the work processes of the salon meet minimum regulatory and legal standards for compliance. As well, the idea is to exceed those minimum standards. This acts as a kind of health check for the salon, to make sure that it does not slide downwards in terms of its security, health and safety standards and practices. Written communication modes

How Islamic law and American law deals with various aspects of the Dissertation

How Islamic law and American law deals with various aspects of the human life - Dissertation Example Center of discussion in this paper are American law and Islamic law that are geared towards achieving justice. There emerges a problem though as some people tend to differ with the way both laws are handled This is because; non-Muslims do not understand Islamic law while Muslims on the other hand would like to have their own courts that would be handling their cases, especially in countries where Muslims are the minority. Some non- Muslims associate Sharia law with â€Å"ruthlessness.† This is especially when it comes to punishing offenders by either public whipping or stoning. Many people especially non-Muslims tend to have a problem with some of these forms of punishments. To a Moslem, that is just a form of obeying Sharia, which is considered as God’s Law. There is no problem in implementing God’s law when it comes to Sharia law. On the other hand, American law appears to take a different route. The law dictates that there should be democracy in everything inc luding when passing judgments. There are, therefore, differences between Islamic Law and the American law. In America, stoning and whipping suspects in public is considered illegal. This act is considered as being contrary to human rights. This notion about Islamic law being tough and firm against culprits has brought fear among many states in the United States of America, where the number of Muslims has been rising especially after the September 11 attack. Islamic laws have been used in many states but that fear has prompted many states reconsider outlawing the laws as they consider them going against basic human rights. Since America believes in the values of democracy, many are of the opinion that Sharia Law is sometimes extreme and go against human rights expectations. This paper will outline the view of Islamic laws and American law and delineate frictions in the two laws especially in America. These challenges have emerged as there have been cases in court where there appeared to be conflicts between American Law and Islamic Law. An example is a case that occurred in the state of Florida. Freeman was a woman who had converted to Islam. Islamic women are not allowed to uncover their faces in public. Their faces should be covered. As Freeman had converted to Islam, she was bound by the Islamic laws as well. Freeman was to have her photo taken, but she declined to remove her face covering. Within the Islamic law, Freeman was without crime. On the contrary, the state of Florida revoked Freeman’s driving license. This act prompted heated views from Muslims and non- Muslims alike. The state of Florida was acting within their law which emanate from American laws where they felt that it was better revoke Freeman’s driving license. From this act by the state of Florida, one can assume that all women irrespective of religion are supposed to have their photos taken with their faces uncovered. On the contrary, this is not the case in all states in Amer ica. In some states in America, one does not need to have to a photo taken to procure a driving license. What is required in those states is only a birth certificate or a social security card. These conflicts arise from having an interest a state is so much interested in protecting and a phase of Islam that a Moslem would be willing to articulate (Amanat 112). In many of the cases, what seems acceptable in Islamic law appears to contradict with American law. Under Islamic law, teachers and pupils should be dressed according to their respective law. On the other hand, American law does not dictate a specific dress code for either students or teachers depending on religion. This seems to forge conflicts between the two laws. In the state of Pennsylvania, there is a law stipulated prohibiting the wearing of any dress or exposing any mark that would portray the wearer as being a member of a certain religion. In such a state, it becomes difficult for a Moslem

CONTEMPORARY CASES IN PUBLIC POLICY Essay Example | Topics and Well Written Essays - 1500 words - 1

CONTEMPORARY CASES IN PUBLIC POLICY - Essay Example One reason surrounding the democratic ability of basic income is, it would make available important prospects; to list but a few, the freedom not to acquire employment. Stakeholders tend to evade round the distinct implication, albeit I shall differ, it is vital to the democratizing possibility – provided the income can be pre-determined within most preferred level. Not even ideas of basic-income or capital funding utter anything regarding the level to be set. The level so proposed depends on the reasons behind this proposal. We shall assume that, for a basic-income to become significant for democratization, it ought to be adequate to make available what we call a humble but honest standard of living .This level is sufficient, as it allows individuals to have control over course of their lives. According to Ackerman et al. (2006, p 27), the disagreement among Ackerman, Alstott and Van Parijs in their essays is under the latter’s prevention on capitalization of basic-income into a units of payment. Van Parijs converges the differences between basic-income and capital grant, and explanation that disparity between them as collateral, for example; a mortgage on a house, and concentrate on prohibition against conversion of a basic income into a single lump sum. The question is whether this constitutes a significant limitation on individual freedom. As provided by Ackerman et al. (2006, p 16), Ackerman and Alstott argument is that, basic income is an obstacle to individual freedom. Young people find it hard to achieve their goal if they fail to choose to capitalize their basic-income at the same time as a capital grant. Ackerman and Alstott, consequently, see a basic- income as the constraint on change, they carve in to the Stakeholder Society, they are paying attention in opportunity and not outcome, and they present basic-income to mitigate failure, while as a stake is initiation path for success.† Nevertheless, this instigate

Causes and costs of inflation Essay Example | Topics and Well Written Essays - 1250 words

Causes and costs of inflation - Essay Example Inflation is defined as "an increase in the overall level of prices in the economy" (Mankiw & Taylor, 2006, p. 817). The rate of inflation which is the percentage change in the overall level of prices, varies greatly from time to time depending on the condition of the economy and the stage of development of a country. Inflation is generally measured by calculating the cost of a basket of goods and services bought by an average consumer. This is measurement is represented in the form of an index known as the Consumer Price Index (CPI). The rate of inflation is a cause of concern for policy makers, economists and the public alike. While most laypeople consider the existence of inflation to be undesirable, (because an increase in price levels without a corresponding increase in wages signifies a fall in purchasing power) economist tend to discount the much overplayed costs of inflation. To arrive at a conclusive opinion about the significance of the costs of inflation, it is first necessary to understand what causes inflation The main reason behind cases of high or persistent inflation is the growth in the quantity of money available in the economy. Monetarists believe that changes in the quantity of money are a direct cause of inflation. The quantity of money available in an economy is known as the money supply and is usually under the control of the government. The money supply in an economy is usually measured by the availability of currency (notes and coins), checkable deposits (demand deposits) as well as saving deposits, plus wholesale currency deposits, and in the broadest sense foreign currency deposits may also be included. Different measures of money are used according to need but the most common is M2 (Cash in circulation plus demand deposits). (Sloman, 1999, p. 560) The quantity theory of money states that people hold money because they wish to engage in transactions to buy goods and services. The greater the need for transactions the greater will be the amount of money held. The amount of money held is expressed through the following equation, where M=quantity of money, V= velocity of money-the rate at which money circulates, P= average price of a transaction and T= total number of transactions over a period of time. M V = P T It is more useful and practical to substitute T with Y, which is the level of Output of an economy. The level of output will determine the number of transaction over a period of time and thus the equation changes to M V = P Y This equates the quantity of money available to the value of goods and services of an economy (GDP). The velocity of money is held to be constant to make the model simpler. If one variable on the left side of the equation increases then there should be a corresponding increase in one of the variables on the right side. If velocity is taken to be constant, and level of output of an economy is taken to be a function of the factors of production, then any changes in M will result in corresponding change in the price level: P. Thus if an increase in money supply causes the nominal GDP to increase and the there is no increase in the output of goods and services then it is an obvious conclusion that the price levels have increased. The quantity theory thus implies that the price level is proportional to the money supply (Mankiw, 2003, pp.

Main motivation for corporate social and environmental reporting Essay

Main motivation for corporate social and environmental reporting - Essay Example Those businesses that are responsible for their operations and other actions are at the heart of the community. The Organizations that understand their various links with society members they work with and their effects on the environment are likely to flourish in the end. Gilbert et al. (2011) noted that reporting on the environmental performance of the business benefits them in many ways such as motivating internal and external citizens to invest in the business. This essay is going to discuss the main motivation for corporate social and environmental reporting. The essay will begin by briefly explaining corporate social report, corporate image, corporate credibility, and the stakeholder theory that will enable us to understand the reasons why corporate social and environmental reporting is important. Delmas and Toffel (2011) defined corporate social responsibility (CSR) as a process whereby enterprises take initiative to evaluate and accept responsibilities for the business consequences on the surrounding environment and the results on the social welfare of the citizens in their locality. Corporate social reporting may incur short-term costs that may not provide financial profits to the business immediately but rather enhances a positive environmental and social change for the organization. Dilling (2009) observed that many large enterprises have devoted their money and real time to social welfare initiatives, environmental sustainability programs, and alternative energy sources in order to benefit and motivate more customers, employees and the society. Delmas and Montes-Sancho (2011) defined corporate image as the overall representation of a firm in the diverse minds of the public such as investors, customers and the employees. The mental picture comes up when the business name is mentioned because of certain activities they do in their Company. Deegan (2002) noted corporate

Chromosome Markers in the DNA Tests Research Paper

Chromosome Markers in the DNA Tests - Research Paper Example Forensic DNA testing is currently performed by using the complex STR multiplex systems. This testing allows the testing of several loci in a single – tube PCR system. A highly variable STR is chosen for the analysis such that they should be within the detection range of 90 – 500 base pairs. These STRs should also be present in the other chromosomes too. Highly polymorphic markers and gender identifying markers are widely used in the STR multiplex systems. All these loci are labeled with different fluorescent dyes for the automated Genotyping. The fluorescent dye is attached to the PCR primers and these dyes get incorporated into the target DNA sequence during the process of amplification.   5-FAM (blue) dye is used for the STR loci D3S1358 and NED (Yellow) dye is used for D19S433 STR loci. By using the two different fluorescent dyes, it was observed that the height and the peaks of the STR loci D3S1358 and D19S433 are similar between them. If we use the same fluoresce nt dye then it may lead to confusion whether the source of DNA is from a single person or from multiple persons because the peak areas are very important for the determination of the amount of DNA. If the sample is homozygous and have only one peak with the area equal to the two individual peaks then it will be very difficult to analyze the results. This is very frequent if we use the same fluorescent dye for D3S1358 and D19S433. Since D3S1358 and D19S433 are similar to each other, the use of two different dyes will easily differentiate them. (Thompson 2006). The specific dye is incorporated into the PCR product and the level of emission of light and the intensity of light emission gives the details about the size of the DNA. The level of emission may vary for the two STR loci but since they are of same size, the emission level will be same and it will be very difficult to identify the two STRs. The factors for choosing the Fluorescent dye are based on the dyes, optical filters, las er and matrix to which it binds. The D3S1358 is 119 bp to 147 bp in size with the average repeats of 15. These loci will accept the blue dye more readily than the yellow dye. Similarly D19S433 is 206 bp with 9 repeats. (Foster and Laurin 2012). This also will absorb yellow dye more readily than the blue dye. The variation in the base pair is thus an important factor for the choice of fluorescent dyes. The peak heights of the two STR loci D3S1358 and D19S433 vary with the annealing temperatures. Similarly the relative intensity of the loci also varies. (Foster and Laurin 2012). First generation dyes were used for the analysis of the loci initially; later the development of the second generation dyes with more specificity replaced them. The fluorescent dyes used for the multiplex were amandine dyes that emits the color when bind properly to the DNA fragments. The fluorescent dyes NED and 6 - FAM currently for the identification of the D19S433 and D3S1358 produces standard results for the different populations in many parts of the world. (Li et al. 2013). Thus it is concluded that D3S1358 and D19S433 STR loci cannot have same fluorescent dye because they have the similar base pair length and produce the same peak. (Butler 2005). If the same dye is used then they will form only one peak but with

City Pollution Essay Example for Free

City Pollution Essay 1. Describe how the use of a tall smoke stack might improve air quality near a large industrial facility. A taller smoke stack in an industrial area would improve air quality over shorter stacks. At night, when there is a temperature inversion, pollution from shorter stacks can become trapped and cannot rise any higher than the inversion’s top. The only place it can go is to spread out horizontally in all directions. This keeps all the pollutants spewing out of the stack to remain closer to the ground, lowering the air quality. A taller stack, on the other hand, would allow pollution exit above the inversion and disperse downwind. 2. How can topography contribute to pollution in a city or region? Topology can have a great impact on pollution in a region. We tend to build cities down in valleys, not on hills. Above a layer of cold air in the valleys is a warmer layer. This warm layer prevents pollution from rising which creates a layer of smog in the valley. The hills surrounding the valley act as barriers preventing winds from moving in to disperse the pollution. The same polluted air just recirculates in the valley unable to leave. 3. From where do hurricanes derive their energy? What factors tend to weaken hurricanes? Would you expect a hurricane to weaken more quickly if it moved over land or over cooler water? A hurricane’s energy comes from the transfer of both sensible and latent heat from the surface of the ocean. A cluster of thunderstorms must form around an area of low pressure for a hurricane to form. Warm water drives a hurricane, so when it moves over an area of colder water it slows down and begins to decay. A rising wind shear aloft also hinders a hurricanes momentum. Land does weaken more quickly when it makes land fall. The terrain tends to break up its wind movements, slowing it rapidly. Land also helps to suck the moisture out of the storm which further aids in its rapid decay. 4. Where is the Bermuda high located during the summer and fall? How might the path of a hurricane, moving toward the west from Africa, be affected by the Bermuda High as the hurricane approaches the United States? The Bermuda high is located in the North Atlantic Ocean and moves east and west depending on the season. In summer and fall it is located off the eastern coast of the United States, near Bermuda. In spring and winter it moves eastward and then becomes known as the Azores High. In summer and fall when there is a weak Bermuda high, it drives hurricanes up the east coast of the US. When it is stronger and located further westward, it drives hurricanes into Florida or the Gulf of Mexico. 5. How do you think pollutants are removed from the atmosphere? Does this occur quickly or slowly? Trees and plants play a large role in cleaning pollutants in out atmosphere. They trap pollutants in and release clean oxygen for us to breath. Planting more trees in a polluted industrial area can improve local air quality. Other pollutants can be carried by winds and simply settle and seep into the ground. They can also attach to water vapor, which then falls to the ground as precipitation. This is commonly referred to as acid rain. These processes do happen slowly. We, as a planet, are spewing more pollutants in the air than these natural process can handle, which has led to an ever increasing ozone layer. References Ahrens, C. D. (01/2014). Essentials of Meteorology: An Invitation to the Atmosphere, 7th Edition [VitalSource Bookshelf version]. Retrieved fromhttp://online.vitalsource.com/books/9781305439733

Influence of Self-Managed Learning on Lifelong Development

Influence of Self-Managed Learning on Lifelong Development Introduction Self management learning is the only way to know oneself, to develop oneself and to sustain oneself. Days are going very fast and people lagging behind lack of such attributes will not go very fast. So there is a need of self management to grow inner side. Such management abilities determine the present and future condition of an individual either in personal or in professional. LO1: Understanding how self-managed learning can enhance lifelong development 1.1 Evaluation of approaches to self-managed learning Self managed learning is a way individual finds different aspect in learning things, enhancing skills, developing oneself which could lead the society adjustable with the diverse environment. People learn those skills from the surroundings, family, culture and to some extent carrying nature in born. There are many ways to develop one but the thing is that the individual wants himself to be pouring into which dice. Sectors are available and with the interest factor one has to choose the preferable one. Here are some approaches described below: Seminars and Conferences: Seminars and conferences in colleges or universities to be performed or organized by the high professionals. These are the best suited option for anyone to express oneself. The way a seminar goes on is the snapshot of the real world knowledge which is quite absent in text books. Internet: Internet is going through our veins and now-a-days very few people are unaware of the fact of internet using. Internet has brought people an opportunity of distant learning. One sitting before the desktop or laptop may acquire the knowledge level of home and abroad with some clicks. (Micheal, 2008) Social Networking: Social networking has given a new era of people and people in present world are totally getting involved into this. Time spending in social networking may be the source of self managed learning. Facebook, Twitter or else sometimes provide very useful data or information that helps the people to learn the world. Workshops and professional consultancy: Some agencies sometimes create the opportunity for interested people by providing workshops and professional consultancy which to a large extent helps to people become self reliant. 1.2 Proposal of ways in which lifelong learning in personal and professional contexts could be encouraged, using any learning style for this criterion Lifelong learning either in personal or in personal contexts should be concrete and well determined. Some factors are to judge to assess the criterion of becoming self managed learner. This criterion may be SWOT analysis, as it the indicator or assessment of one individual and the easiest way to know oneself in the context of business or personal purpose. Perfect evaluation helps to determine the durability of an individual’s lifelong learning. Strength Good learning skills Determination Hard working Honesty Weakness Control of temper Laziness switching mind absence of perseverance Opportunity Globalization E-learning facility Digitized market Future leader Threat Racial criticism Location disadvantage Absence of proper communication Economic downturn Figure: SWOT Analysis SWOT analysis evaluates one’s potential or judgment about going to take the advantage or not. This is nevertheless a superb criterion about self managed learning. If anyone can justify the way discussed above properly, undoubtedly he will be able to know his pros and cons and go to right direction. 1.3 Evaluation the benefits of self managed learning to the individual and organization: Self managed learning goes through the dedication of someone. The success rate of any business venture or in personal life is determine how long a person dedicates oneself to learning. Self managed learning helps people improve their some skills. These are: Brainstorming power: Brainstorming is the process which comes through relating many things together. People adopting this by various learning aspects. Ultimately this brainstorming helps people to create a new and innovative idea and helps building the leadership or entrepreneurship skill. Team work skills: Either in personal or in professional lives, every person has to work as a team to achieve the goal. Self managed learning helps to run the team in a right or perfect way. Individuals without the knowledge of self learning face various difficulties to deal with. Here is an opportunity of combining various knowledge in a package. Presentation skills: Presentation preparation has become mandatory in business era. Successful persons are successful is just because of their convincing presentation. Those presentation skills come from inner side which has to be developed with self learning. Communication skills: Those skills are preferred in business world. Business is for people and to satisfy the ultimate customer, the communication techniques have to adopt. These skills are highly demanded when it becomes a matter of product launching affairs. Hurdles breaking: Self learning obviates all hurdles coming towards the venture or in personal life. Learning curve here helps the people to overcome the situation. LO2: Be able to take the responsibility for own personal and professional development 2.1 Evaluation of own current skills and competencies against professional standards and organizational objectives: Objectives of an organization: The purpose of the organization Employee satisfaction to achieve the goals Turning it to profitable one Problem solving elements Customer satisfaction Suppliers availability Inventory availability Innovative idea Retaining the maturity stage in product life cycle Support system Longevity of the business Combining these objectives with personal skills: a) To maintain the customers’ satisfaction level, communication skill is very important b) Supplier retention has to be complied with the knowledge of the absolute market c) Inventory or raw material availability needs the proper knowledge and prediction power d) Product life cycle affairs need some strategy which comes with the vast knowledge skills e) Digitized services comes up with the knowledge of internet surfing f) Innovative ideas and development of new products comes up with the pros and cons of the product changing capacity This is how the personal skills compile with the other factors to set a business objective and leads to a better future. 2.2 Identify own development needs and the activities required to meet them To work in an organization needs much more attention and skills. Practical lives are not written into the books. Working with different scenario and coping difficulties are just affairs of some acquired knowledge. Dealing with organization one needs to have Time management skills Organizing skills Leadership skills Technical skills Technological skills (John, 2003) Skills absence of different persons varies. Those having lack of time management skills have to adopt some completion of tasks measuring time. Those who are not efficient in organizing have to accumulate some affairs already scattered. Individuals lacking leadership skills have to raise their voice boldly in favor of some legal affairs might be of business purpose, social aspects or else. Absence of technical skills need much work to do onto them; this skill comes through various tools like statistical matters, accounting concepts, marketing hurdles etc. Lastly, technological skill is required to cope with the modern era of business, society or culture. 2.3 Identify development opportunities to meet current and future defined need: Development opportunities are always demanded from any class or any group of people. Identifying the current needs and then meet up the requirements when and where needed to rectify is important factor to go forward into professional or personal life. Current needs: Being a student, the time is to standardized oneself in a furnished way. These things don’t end with simple talks, rather it needs much perseverance. Current needs are limited to set the future and develop the humane inside with skills either personal or professional. Future needs: Past is past, present becomes past within a twinkle of eyes and so future is our present. So every person in his personal life or in professional is concerned with the future. To project a plan is always for future. So to make the future whatever design has been made is possible if maintained: Strategically leading needs strategic management Marketing obstacles need SWOT analysis Projected finance needs the cash inflow and outflow projection Preparing account for home and office needs accounting concept Combining all needs organizing skill 2.4 Devising a personal and professional development plan based on identified needs Development plan paves and indicates a man about their present condition and future prospects. Whatever the situation is now, it should not affect the future. And for this development plan has to be designed in a way that sets an entire plan into the mind. The development process should be flexible meeting the requirements needed up to different stages or hierarchy. Some of them are given here as a snapshot: Developing the curriculum vitae as it is the total pros and cons of an individual Learning technical skills to adopt with many tools used in accounting, finance, marketing, management Working on the enhancement communication skill as it is required most in the present era Technological adaptability is needed much at present times as technology is progressing over the night Innovative ideas are to generate to sustain oneself in the market Gathering knowledge from home and abroad to be compatible with the world Using globalization opportunity to make individual compatible Long term planning to design the entire project in pro forma sheet LO3: Be able to implement and continually review own personal and professional development plan 3.1: Discussing the processes and activities required to implement the development plan Individual Development process deals with six steps to be discussed here after: Conducting skills assessment: The two-way interaction process has to be dealt here to develop the plan. No person alone can execute the plan. It needs skill compiling and assessment to accomplish the work. Establishing development objectives: Development objectives deal with the notion â€Å"what†. The criterion one has to develop in him/herself is mandatory to recognize the facts. Identifying developmental activities and monitoring strategies: Development activities and work on monitoring on them have been discussed earlier such as seminar, workshop, job rotation, cross training, self development etc. Preparing Individual development Plan: Preparing development plan is needed to be focused on the ground of maintaining the potential of individual. It should be designed in a way that helps to develop the other matters and leads to success. Implementing plan: Implementation of plan has been executed towards the best suited goal. This factor is related with other variables and also dependable on the other variables to fetch it towards the success ratio. Monitoring and revising plan: To sum up, the factor to monitor the entire development plan needs much reviewing. It functions like the control factor of everything. 3.2: Undertake and document development activities as planned Development plan is to be measured based on some relevant factors which initiate: Priority identifies the factors: Critical to one’s current role Critical to one’s future role Cost benefit analysis between two time period Activities can constitute the learning variable among the individual and professional stages like seminar, on job training etc. Support describes the need to help achieve the development plan of individual, relates everyone in learning, collaborating and assisting each other. Target and actual dates relates the proposed work t be accomplished and cost benefit analysis regarding the time period of completion. Date Review describes the progress on personal development plan and involves all pros and cons to stand a complete data on the prospect. 3.3 Reflecting critically on own learning against original aims and objectives set in the development Development plan either personal or professional reflects the individual learning in both ways. They are to judge the current scenario and match it with the future prospects. If any error found in completing the factors, the conflicts should be resolved and hence develop the ultimate structure of the plan. Here is an assessment template in which the learning criterion is best judged through self questionnaires procedure. What are the development objectives? Priority What are the original aims of individual based on skills? What support/sources are needed to achieve the objectives? Target date for achieving objectives? Actual date for achieving objectives? Review Date: Figure: Personal Development Plan Questionnaires are to set here to match critically analyses original aims and objectives set earlier. 3.4: Update the development plan based on feedback and evaluation The above set questionnaire pattern shows the way to time to time check up the data needed and acquired. It will be easy to solve the gap between two variables, expected and already acquired. As human skills are not stagnant, it requires frequent update like any software. The experience thus shows the things mentioned. So based on those criterion individual needs to update their criterion and make the future requirements successful by making up to date acquiring process. It will help to: Enjoy the benefits of updating Relevance of knowledge with work Coping up with hurdles Time to time improvement (Jay, 2000) For example, one needs to start up his career with affiliate marketing. She has to acquire knowledge about the available sources where the marketing or promotion can be handled. To know the perfect knowledge she has to go through various stages keeping up to date as per the profession needs. LO4: Be able to demonstrate acquired interpersonal and transferable skills 4.1 Selecting solutions to work-based problem People many a time get frustrated and depressed when faced with challenges. There are ways to sort out the problem. First one is conflict arising and the other one is conflict resolving. These two methods help make a man conflict-friendly and conflict-competent. (Hicks, 1999) There are seven steps to be followed in resolving problem: Identifying the factors Clear about the problems Situation or problems arouse before may be different Realizing interest of all Relating all factor in favor of all Best suited option is when it meets interest of all Communicating others to choose Listing the probable solutions Creativity enhancing through brainstorming Separation of listing and evaluation of the options Evaluation of options available Positive and negative sides figure out Separation of evaluation and selection of options Selecting best suited option so far What the best option is. Any scope of compiling best suited alternatives Documenting the agreements Listing pros and cons though less important issues Agreeing inverse situation, monitoring and cross check Situation may vary, so always prepared for the possible hurdles Monitoring the facts Creation of opportunities and finally implement 4.2 Communicating in a variety of styles and appropriate manner at various levels in the negotiation practice in the class Negotiation is very important element in business world. Those who conduct fair negotiation through his/her personal life; s/he may be able to negotiate in professional life. Negotiation of various styles goes through- Preparation: Preparation of negotiation is the main concern. As much as it is good in preparation, it will be good for designing the plot. The class negotiation is the same case here. Exchanging Information: Information exchange through various medium plays major part here. It combines two people relating the same factors based on the self interest of both parties. Bargaining: Bargaining is the two-way channel and if successful, then moving on to the next step otherwise comes back to the previous stage, bargaining. Closing and commitment: Closing the negotiation based on the fulfillment of interest of both parties is the commitment of going forward. 4.3 Evaluation and usage of effective time management strategies Time management strategy deals with some factors: (Mikolu, 2013) Setting priorities: First setting up the demand the things of a person or a business. It helps set the latter factors. Breaking things down: All issues should be broken down into many segments to deal with all small to small issues. Creating a schedule: Schedule set up is the timing management which helps to focus on the work to be completed part by part. Focusing on quality: Time management does not mean that one sacrifices the quality. It has to be directed by the best quality of service or products. Avoiding distraction: Distracted matter should be resolved and hence the lead got to rectify the affairs regarding the issues. Help from professional: If any matter unsolved, it needs the consultancy of experts and settling down the issues. Conclusion: Self management planning helps set up an individual in the way the career needs. The pros and cons of relating all factors may be justified in building one’s potential. The possibilities grown up are to deal with these self management planning. REFERENCES BPP. (2013). Business Decission Making Business Essential. BPP Learning Media. Drucker, P. F. Management: Tasks, Responsibilities. Drucker, P. ( 1967). The Effective Executive: The Definitive Guide to Getting the Right Things Done. Glei, J. K. ( 2014). Make Your Mark: The Creatives Guide to Building a Business with Impact. Hicks, T. (1999). The Business Journal of Sonoma/Marin. Institute, P. M. (January 1, 2013). A Guide to the Project Management Body of Knowledge: PMBOK(R) Guide. Jay. ( 2000). How to Write Proposals and Reports That Get Results) Mullins — Management and Organisational Behaviour (Pitman Publishing, 1996)

Jane Eyre by Charlotte Bronte Essay -- LTTE women fighters

Charlotte Bronte writes in the famous novel Jane Eyre, â€Å"I am no bird; and no net ensnares me: I am a free human being with an independent will†. As the writer shows the freedom wills is rooted into the woman and they fight for their independence based on their situation. But most of the Asian culture defending the rights and portraying the women into the frames of concerned, beautiful, caring, weak and under estimating them. Women are expected to play a conservative role in the community. Especially they considered as the ‘Honor’ of the family who is responsible for preserving the prestige of the family. While it is true that women are beautiful, care and concern, it does not necessarily compulsion to determine this feature only define the woman. To deteriorate the subordination of women to men, a gang of women stood up against the violence where the whole world was stunned and surprised. It was a Sri Lankan Tamil nation diaspora named Liberation Tigers of Ta mil Eelam (LTTE) with female fighters who wanted to overcome social and cultural norms. They proved the nation as well as the whole world, that they, as women, are no longer inferiors to men. The involvement of LTTE Tamil female fighters in the battle of secession challenged the patriarchal social structure of Sri Lanka. The LTTE women fighters changed the conservative appearance of the Sri Lankan women to reflect the gender equality within the society. Generally a Sri Lankan Tamil woman is expected to be into the house, noiseless, conservative and must admit her whole life to the family. Especially through being conservative means to wear her traditional dress (Saree), having Bindi, a decoration worn by women and jewelries to reflect her cultural identity. In contrast, the L... ...about Iraq war and women. Mostly this source refers the international information not my included topic of essay. I cited this to compare the LTTE women fighters with the international fighters and women. So I quoted on line. For comparing obviously this source gives me evidence. Overall this source is not that much needed for this essay. Wang, Peng. â€Å"Women in the LTTE: Birds of Freedom or Cogs in the Wheel?† Journal of Politics and law, Mar 2011. Web. 05 Feb. 2014. This is also a scholarly journal about LTTE and women fighters that describes well about the battle of the secession. This article is clearly depicts about the floor for the battle and its consequences. But this journal failed to differentiate the equality of the women in the battle and emancipation. So this article not that much used for my argument but it helps to know about the battle background.

Creation Versus Evolution - Both Arguments Can be Right Essay -- Creat

Creation Versus Evolution â€Å"Creation Versus Evolution.† What’s wrong with this title? Read it to yourself a few times, and then answer that question. We’ve all heard of the argument. Creationism, the idea that God created all the species as they appear today, versus Evolutionism, the idea that all life evolved from simple bacteria to all the species that appear today, is a familiar controversy. Ever since Darwin first published the Theory of Evolution in his controversial 1859 book The Origin of Species, the debate has raged between religion and science. But this debate is something that has always puzzled me. From the time I first understood what the Theory of Evolution was really saying, I found it difficult to reject. Scientifically, every shred of evidence in biology and genetics I have ever seen points to it, directly or indirectly. And religiously – Evolutionism does not contradict Creationism. Evolution is based on two underlying principles that themselves are not at all controversial: heredity and natural selection. Heredity is the principle that organisms pass on different combinations of their traits to their offspring. If an organism has strong traits that help it to survive, then its offspring are likely to possess some of those same strong traits and themselves be more likely to survive. The second principle is natural selection, better known as â€Å"survival of the fittest.† According to natural selection, the organisms with strong, â€Å"fit† traits are more likely to survive long enough to reproduce than are the organisms with weak, â€Å"unfit† traits; thus over time, the strong organisms (as a species, or subspecies) will survive and the weak ones will die out. In this way, only the strong traits that help organisms to survive will be preserved over long periods of time. For instance, all the long-necked giraffes that were able to reach foo d in tall trees were able to survive, while all the short-necked ones weren’t able to compete and died out. These two principles, taken alone, are not controversial. Most people seem to intuitively accept them as being true, because they make so much sense and because there is so much scientific evidence to back them up. However, when they are combined together in the Theory of Evolution, something happens. The assertion is made that, over time, species engaging in natural selection and passing on thei... ...y displaces or precludes that same faith. To react with such fear and narrow-mindedness to this â€Å"new-fangled† idea of Evolution, then, belies a fundamental problem with the Anti-Evolution Creationist viewpoint. These Creationists react with fear to this different way of thinking about the origin of life not because this different way is wrong, but because these Creationists are afraid that they are wrong in their beliefs. Secure Creationists who are confident in their faith have no reason to feel at all threatened by the Theory of Evolution; they are free to embrace it as just another argument for their faith. I believe that it is only the insecure Creationists who are Anti-Evolutionists, because on some level they realize that their faith is weak – that maybe their narrow view of things isn’t the only â€Å"right way† to look at the world. But, as Comedian Dennis Miller (and any scientist concerned with the truth) would say, â€Å"That’s just my opinion. I could be wrong.† Works Cited Kimball’s (1983) Biology, 5th edition Green, Joel B., & Longman, Tremper (Eds.). (1996). Holy Bible -- The Everday Study Edition. Dallas: Word Publishing. IUK Correspondent, April 29, 1996

Specific Heat

Introduction Specific heat is defined as the measure of the ability of a substance to change temperature. Specific heat of a substance is the heat needed to change the temperature of 1 gram of a substance once degree Celsius. The more Joules (unit of heat) needed, the higher the specific heat will be. The goal is to determine specific heat of a soil sample as compared to water. This difference has many ramifications regarding our climate, with local and global. HypothesisI predict that after 10 minutes of being placed under the same heat lamp, the soil will absorb heat faster, therefore ending with a higher temperature than the water. Materials †¢2 petri dishes †¢Soil †¢Water †¢2 thermometers †¢Heat lamp Procedure 1. Design lab tables. 2. Record mass of petri dish and then add enough soil to fill it to the brim. Record mass again. The difference is the mass of the soil sample. 3. Record the mass of another petri dish and fill it with water. Record the mass ag ain. The difference is the mass of the water. . Place the thermometers so that the bulb of one is beneath the surface of the soil and the bulb of the other is under the water. 5. Place both samples under a heat lamp, making sure the thermometers stay under the samples. Bring the lamp close to the petri dishes so that they are heated equally. 6. Record the temperature of each thermometer every 30 seconds, for 10 minutes. 7. Graph your temperature data on the same set of coordinates. Data Tables Mass and Temperature Data SoilWater Mass of Petri Dish and Material223. 1g171. g Mass of Petri Dish Empty16g16g Mass of Material207. 1g155. 4g Initial Temperature23 °C24 °C Final Temperature25. 5 °C25 °C Temperature Readings #SoilWater#SoilWater 123 °C24 °C1124 °C25 °C 223 °C24 °C1224 °C25 °C 323 °C24 °C1324 °C25 °C 423 °C24 °C1424. 25 °C25 °C 523 °C24 °C1524. 5 °C25 °C 623. 5 °C24. 5 °C1624. 75 °C25 °C 723. 5 °C24. 5 °C1725 °C25 °C 823. 5 °C24. 75 °C1825 °C25 °C 923. 75 °C25 °C1925. 25 °C25 °C 1024 °C25 °C2025. 5 °C25 °C Graphs Results Over the course of 10 minutes, the sample of soil increased from 23 degrees Celsius to 25. 5 degrees Celsius.On the other hand, the water sample increased only 1 degree over the course of 4 minutes. The remaining 6 minutes, the soil leveled out at a temperature of 25 degrees. While the soil continued to heat up at a relatively fast rate, the water made very small increments of progress and eventually made no advancement heating. Conclusion The hypothesis predicting that soil will absorb more heat than the water has been proven correct by the recorded data. My results showed that the temperature of the soil sample increased 2. 5 degrees Celsius, while the water only raised one degree.

Teaching Experience: What I Learned

Final Reflective Essay on Teaching and Learning I have learned three things from my student teaching experience: effective pedagogy, classroom management, and humility. In this expository essay I will briefly explain each of the above-mentioned and explain why it is important. Among foreign language teachers, there is debate about how to most effectively teach. The debate can be simplified to two pedagogical approaches; grammarbased vs. immersion-based. The grammar approach to learning a foreign language is traditional and still the dominate pedagogy in use today.If you took French, German, or Spanish in high school, this is how you were taught. The grammar approach is a mechanical approach to language-learning and has advantages and disadvantages. For example, if I am teaching a student the verb â€Å"to go,† I would write the various forms on the board: I go, you go, he/she goes, etc.. I would then direct students to practice this verb through written or spoken activities. W hen I think that I have adequately taught the verb, I would likely give a formative assessment to check student comprehension.And so it goes, piece by piece, I put together a language for my students. The advantage of this approach is that it is simple and very comprehensible. It’s like putting together a puzzle, one piece at a time. Students do not experience tremendous anxiety and do not feel lost in a sea of incomprehensible words. The principle disadvantage of this approach is that it is slow to build fluency. For those of you who took a foreign language in high school or even college, how much do you really remember now? The solution to the problem of fluency is immersion.One form of controlled immersion is called â€Å"TPRS,† and is the focus of the next few paragraphs. Language teachers and learners know that the key component to learning a foreign language is to travel abroad and live in that country. Teachers began experimenting with ways to duplicate this pow erful learning experience in the classroom, and I feel that TPRS is the most successful imitation of it to date. TPRS stands for â€Å"Total Proficiency through Reading and Storytelling. † This pedagogical technique recognizes that a class meeting five days per week for less than an hour cannot imitate a true immersion xperience because true immersion involves a 24/7 experience. Instead, TPRS imitates the most salient and valuable features of immersion. Like the grammar approach, it has advantages and disadvantages. In TPRS, the teacher selects the most critical, high-frequency words and tells a repetitive story with them. For example, if I were teaching my students the same verb â€Å"to go,† I would invent or borrow a simple, silly story. Then I would repeat â€Å"to go† over fifty times in that story. Prior to beginning the story I would briefly explain â€Å"to go† and write it on the board.Students are repeatedly exposed to important, high-frequency words in context, similar to what happens in the true immersion experience. Like the true immersion experience, TPRS builds fluency well. This better fluency is possible because the pedagogy imitates a part of the true immersion. The disadvantage to TPRS is that the grammar is delayed. A first-year TPRS student might say something weird like, â€Å"I eats peaches,† because he hasn’t yet learned that it should be said, â€Å"I eat peaches. † I conclude that TPRS is the most effective pedagogy.Compared to the traditional grammar approach, it builds fluency faster. The TPRS students I speak to report that they feel like they’re learning more and more engaged when compared to their previous grammar experiences. I believe that building fluency is the most important thing I can offer language-learners, and therefore my introduction to TPRS was the most important pedagogical event in my world. Because pragmatism is central to my teaching philosophy, I will most certainly use this technique.Classroom management is one of the most important skills a teacher can have because it really refers to whether or not the teacher has the class on-task and learning. If the class is not on-task, then learning is not taking place! I will briefly tell the story of my experience with eighth-grade students re classroom management and then explain why this knowledge is very important. When I â€Å"took the reins† of my new classroom at C R Anderson Middle School, I purposefully did not change my cooperating teacher’s procedures and routines.I thought that changing to my teaching style immediately would be too abrupt and instead gradually transitioned to my different style. Things went smoothly for several weeks†¦ students were on-task and learning. Then I completed the transition from the student’s familiar routines and procedures to mine. A week or two after all old routines and procedures were gone, I began to lose control of my s tudents. I was flabbergasted by some of the behavioral problems that appeared, often in students that had never been problematic before.I could see that I was losing them, so I tightened up discipline and started giving out detentions. Although my tighter discipline quieted the class down, it was not an effective solution because 1)I was spending class time giving out detentions and 2) they really weren’t on task, they were just more quiet. I read an excerpt from a Master Teacher’s book on classroom management (Mr. Wong) and it changed my life. I realized that the reason my students were no longer on task is because I had failed to provide them with routines and procedures. For example, I did not implement a seating chart.This was a procedure that the students were used to and its absence created a sense of anxiety that translated into classroom management problems. I re-implemented the procedures and routines that had been in place with my cooperating teacher and imme diately got my students (for the most part) back ontask. I cannot stress how important routines and procedures are for keeping students on-track and learning. Without solid classroom management, I may just as well be running a study hall. Because a teacher’s purpose is to be teaching, my acquisition of this critical skill changed my life.I owe a thanks to my cooperating teacher, Mrs. Barb Cooper, Mr. Wong, and SOE instructors for providing me with excellent classroom management materials. Lastly, I have learned humility. I am in general a confident person and take pride in being competent in my subject. Student teaching taught me that I did not know everything. I would hate to be in a profession or job where I felt like I was done learning or where I felt bored. I now know with certainty that I love teaching, and knowing that about a career before looking for a job is important.I am not the absolute best classroom manager, nor am I the absolute best at TPRS. I do, however, ha ve very good tools and experience to guide my mastery of these subjects, and I am extremely optimistic and eager to continue teaching as a professional. I am grateful to my cooperating teachers, their schools, and the SOE for the professional support and guidance they provided. The sense of humility I now possess is what allows me to continue to grow professionally, and continued growth, above all other qualities, is important to me.

Managing and developing people Essay

Executive Summary: Procter and Gamble (P&G) is a business idea developed by William Procter and James Gamble. The company was established in the year 1837. Initially the company, engaged in making candles and soaps. However, later the company started producing consumer goods such as beauty care, health care, baby products, food and beverages etc. The company suffered with several organizational and cultural issues between 1999 and 2000. The case study on P&G, suggests that the period of 1999 and 2000 has been headed by two different CEOs i.e. Durk Jager and Alan Lafley. Both of them managed the company in their own style and presented a good example of leadership skills. Therefore, the aim objective of this report is to highlight the challenges faced by P&G. The organizational challenges under this report will be evaluated on the basis of strategic development, HR practices and leadership styles under the two different CEOs. Although, each of the CEOs had there own individual personality, management st yle, leadership style and functioning but both of them evidently contributed towards the success of P&G. Additionally, strategic recommendations will be provided in the form of 5 year strategic plan which will be helpful in improving the HR performance, organizational culture and the overall financial performance of the organization. Introduction: This report is solely positioned on the assessment of the organizational issues. These issues are present in Procter and Gamble under the leadership of two different individuals, Durk Jager who headed the organization in July 1999 and under the regime of Alan Lafley who ruled in June 2000. Both the styles of leadership and actions taken will be critically evaluated with reference to strategic development, leadership skills and HR practices. During mid- late 1990s, Durk Jager launched the organizational restructuring exercise, which included refurbishment of P&G’s organizational culture, retrenchment of employees along with reduction in hierarchies. Strategic development basically involves the changes and plans that were initiated within the organization by each of the leaders separately.  Further, this report will be evaluating the consequences of these changes on the performance of the company. Secondly, Leadership styles will be explained on the basis of leading methods of both the CEOs and these methods will be analyzed using the transactional and transformational theories of leadership. Additionally, this report will analyze how employees overall performs due to different leadership styles. Thirdly, HR operations will determine the practices and rules that supervise personnel management, organizational behavior and employee relations. However, all these activities will be seen under both leader’s authority. Finally, this report will demonstrate behavioral aspects of employees and their individual needs. In the last, the report will consist of strategic recommendations in regards to all the issues described. This wi ll be carried out through a SWOT analysis on the existing HR rules and policies. Moreover, the plan in the report will address both best-fit and best practice concepts. Strategic Development: Durk Jager Vs Lafley: It may be defined as strategy that is adopted by the business to grow its business (CIPD 2012). However, Durk Jager at his time of presidency introduced various changes. He used Information Technology (IT) as catalyst for change, his vision was to influence innovative approach. According to Jager, the only way to increase the growth, sale , volume and earning is to remain constant throughout. Along with these changes, reorganization of company’s corporate structure was done; P&G increased its business unit from four to five under Jager’s supervision. Jager believed that his step would help to speed up decision-making power within the organization and additionally it helps in eradicating bureaucracy (Bryson 1988). The strategic development has various benefits such as it helps organization to think strategically, helps in clarifying future directions clearly, improves performance of both employees and organizations and most importantly it effectively deals with the speed ily changing conditions. However, Jager did not predicted hassle this brought to the employees of the organization by increasing the gap in the communication. For example line manager of one country is liable to report to the line manager in another country. Moreover, employees did not seem to be happy about the acquired changes  (Bradutan and Sarbu nd). Employee of the P&G were not satisfied and suggested that the system have a loophole. The culture of the organization went through many other changes like they discarded old dressing code, the employees were given opportunity to decide their own dress. While some of the things changed for bad, the others were good too. For instance, due to new changes all employees were treated equally by serving coffee in the same cups. Hence, after these changes the organization is aligned on common goals, high level of team collaboration, leaders were able to take up more challenging tasks. Therefore as a result of implemented change, Jager’s measures to change were not successful. The changes faced several problems, consequently the net profit declined to 18%. Whereas, again in the history of P&G another president named Lafley made various efforts to improve the declining conditions of the organization. He made the initial change by transferring 15 seniors most officers and gave all the high level of job roles to women. According to him this effort will help in promoting competition in the top-level hierarchies amongst the organization (Reid, Flin and Mearns 2008). Furthermore, Herzberg’s two-factor model also suggest that nature of work, recognition, job satisfaction level also helps in increasing motivation of the employees. Therefore, Lafley suggested that people on the top level management tends to be motivated by the suggested factors by Herzberg (Hyun 2009). Just like Jager, Lafley too emphasized on IT however, his action plan was mainly focused on customers. This is however a good point because it adds on a competitive advantage other competitors. While Jager practiced inflexible, inward and constant approach. On the opposite hand, Lafley wanted P&G to more open to challenges, flexible and outwardly. Leadership : Durk Jager Vs Lafley : The two leaders Jager and Lafley both demonstrated two different kinds of leadership skills namely, transformational leaders and transactional leaders. However, both depict different personality; the transactional leader addresses the worldly necessity of the employee whereas, the transformational leader focuses on the individual-concept of the employee and the employee’s consciousness of self-worth. The transformational leader  motivates the follower to habitus a self-concept that identifies with the leader’s self-idea and mission. To endeavor for consistency, the follower is motivated to apply extra effort to match the follower’s personal self-concept and operation with the leader and thereby increases his or her own sense of self-quality as a result. In 1978 Burnes, explained that transformational leadership represents a leadership style that is signified by shared vision and charisma between followers and the leaders. The potential of transformational leade rs comes from their power to impact and animate others to originate exceptional piece of work. In comparison, transactional leadership explains more of a â€Å"give and take†on the job relationship – close relationship between leader and follower is constituted through transaction, such as a remuneration system for achieving any particular target or goal (Lai 2011). According to this case study, Jager tried implementing too many changes in a short interval of time therefore he represents an autocratic leadership quality. Whereas, Lafley demonstrated democratic leadership skills and style, hence represents a democratic leader, who tries to convince all his employees (Bakhtari 1995). Jager’s leadership style was conservative, and very methodical whereas, Lafley took more pragmatic approach and a gradual approach. Lafley was considered to be transformational leader. Bass in 1985 suggested. Transformational leaders widen and promote the interests of masses, create awareness and acceptance among the people of the purposes and operation of the group and propel followers to go on the far side of their self-interests for the benefit of others (Hartog, Van Muijen and Koopman 1997). Therefore, demonstrating the transformational leadership skills, Lafley deeply inspired their employees. He always inspired his subordinates to perform beyond the expectation. As a transformational leader, Lafley gently communicated to employees stating the need to cultural change. Whereas, Jager do not believe in communicat ing the change process to its employees. Role of communication is really vital in the process of change. Postmes in 2001, suggests that employees will be actively committed if they attain adequate information to execute their task, and this message was presented to them via formal official channels rather than casual channels. Social communication with peer group and direct superiors foreseen commitment less than communication with more superior management did, and communication with a social emotional content was little  predictive of loyalty than formal communication (Elving 2006). Human Resource (HR) Practice: Human Resource is the most crucial asset for any organization and it is the root of achieving competitive advantage. Managing human resources is very difficult as compared to managing technology or capital and for its effectual management, administration requires effective HRM scheme. HRM system should always be backed up by safe HRM practices. HRM practices refer to business activities oriented at managing the reserve of human resources and ensuring that the resources are employed towards the satisfaction of organizational goals. Procter and Gamble (P&G) always treated employees of the organization as its own family members. The vision of the organization is to focus on the company’s principles, core values and purpose. The organization gives pay off on Saturday of every week. The organization offered a sickness, life insurance plan, and disability benefits. They moreover, granted forty-eight weeks of employment to the employees in a year. P&G’s recruitment process is comprehensive in manner, the HR department scans resume for the most promising candidate. The company selects its candidates on the basis of applicant’s aptitude test for problem solving and leadership skills. P&G’s HR policies focused on delegating responsibility and accountability to the new recruits in order to develop and build the long lasting careers with in the company. The unique feature of P&G is amongst the best features, i.e. the new recruits are supposed to spend the first year of their employment in the P&G’s college. In this college different types of courses are taught so that the new comer can gain a deep insight as to what to expect and how to deal with the situation that might erupt in future during the time of employment. However, P&G followed several code of conducts for the benefits of the employees and to encourage dedicate working environment. For instance; employees were reminded not to disturb other workers or to visit other sector or de partment, except in case of extreme urgency. All these rules and regulation changed slightly during the regime of two different leaders. Jager: Due to its transactional leadership nature, P&G was popularly known for its narrow – minded, and conservative image. Therefore, the HR policies under  Jager’s regime were not people- centered. This Change, from people – centric to target – centric came as a surprise to the employees. This shock created an outrage within the employees. This outrage further leads to resistance to change. The literature suggests that resistance occurs in situation when the goal, ideas, reason and targets of change is unclear and not wisely communicated to the employees. The employee resistance towards change, also occurred due to uncertainty, threat to skills and inconvenience etc. Schein in 1999 proposed, that the culture of organization is very difficult to change (Maurer 2006). In the very starting Jager, introduced an extended goal plans and therefore resulted in setting up the unrealistic targets for the employees. However on analyzing the situation, it seemed to be a good move, as it will help in uplifting those employees who are not performing or who are under performing. Whereas on the other hand, unachievable targets can also demotivate employees and further the employees may become unproductive in terms of work. From the situation, it can be analyzed that Locke’s goal setting theory is not used in this organization, under the regime of Jager. According to the theory of Locke, goals should always be specific, must be attainable in nature, must be accepted by the organizational members and most importantly the leader should provide feedback on the goal attained. All these are necessary to keep people motivated and aligned towards attaining the goal (Lunenburg 2011). In contrast with this theory, Jager proposed all things in contrast du to which employee’s resisted change. Secondly, he introduced a new remuneration system that was meant for only those employees that contributed extraordinary. This is both good and bad for employees, it is considered to be good because it gave recognition to the employees who performed well. While in a team-based achievement, rewarding an individual seems biased decision. This may further lead to different perception, employees will believe that re ward will be given to only those who perform extraordinary rather than to those who completes the job on time. This outcome can be related to Adam’s equity theory, wherein people compare themselves with others on the basis of time, efforts, sacrifices and outputs received (Al- Zawahreh and Al- Madi nd). The environment became informal under the regime of Jager that created equality amongst each other within the organization. Lastly, Jager made significant amount of job cuts while doing restructuring  of the organization. This came as a huge shock to the employees as all these actions were taken without their consent. Lafley: Lafley’s approach was more flexible and outwardly. He believed that the targets are unachievable and not realistic therefore, he decided that conservative goal plan would be a good option. Lafley joined P&G at the time when the organization was in loss hence, he wanted to save cost. In order to save cost he started cost- cutting. For this purpose, he disallowed employees of every department to work from home. This method definitely saved a of cost for the company. Recommendations and Conclusion: This report widely examined the organizational issues that were present in P&G under the leadership of Jager and Lafley. Both Jager and Lafley, undergone through changes in the context of leadership, HR practice and strategic development. It is therefore clear that both the leaders had very different styles of leadership and way of operating things. Moreover, throughout the case study it is evident that their different style of doing the job has affected the organization both negatively and positively. However, the next section will focus on the plan of action that P&G needs. Additionally, the report will have a five year plan and the main objective is to improvise its HR practices and culture of the organization. In order to craft this plan a SWOT analysis will be done on P&G’s existing HR rules and processors. SWOT of existing HR activities: SWOT Analysis is the most famous means for audit and analysis to know the total strategic position of the commercial enterprise and its environment. Its central aim is to determine the strategies that will create a firm constricted business model that will best adjust an organization’s resources and the environment in which the business functions (Johnson and Scholes 2010). Strengths: Under SWOT analysis strength deals with what benefit does your organization have over the rivals? What do you do better than anyone else in the same field? What specific or lowest-cost resources can you show upon that others can’t? What do people in your industry see as your strengths?. The core strength of P&G is their Policy that focuses entirely on the people. The organization’s policy is lined up according to the needs  of the employees. Therefore, P&G is often called as People Company. Another strength consists of its effective and efficient global processes such as training, recruitment, training and highly motivated staff. Procter and Gamble also have sustainable competitive advantage. Weaknesses: SWOT analyses under this determine things like what could you amend? What should you avert? What are masses in your market likely to perceive as weaknesses? What factors lose you gross revenue?. In the case of Procter and Gamble it can be analyzed that the company definitely lacked direction. It is evident that both leaders at there time had excellent aspirations for the organization but was poorly implemented. The second and the real weaknesses was that employees were not fully convinced with the idea of change, this could have been due to lack of communication within the organization. Lack of product offering was amongst other weaknesses. Opportunities: In this questions such as what good opportunities can you spot? What interesting trends are you aware of? . There were several opportunities open to P&G such as innovation of their products and brands. P&G would have tried exploring new market through expanding its business in other parts of the world. They need to be risk takers therefore should think of adopting growth and diversification Strategies. Threats: Under threats questions like what hurdles do you face? What are your rivals doing? Are quality specifications for your job, products or services dynamic?. Some of the threats affects P&G as a whole. For instance, intense competition changes in demographics and customer power. Another threat for this organization is economic downturn and global recession. Strategic Recommendations: This section will be based on the SWOT analysis that is done above, the following recommendations will be helpful in improving its HR performance, the profit of the organization and the culture of the organization. The foremost recommendation for P&G is to formulate an effective talent management. The process Involved in the talent management include workforce planning, development, retention, talent review and evaluation (Lewis and Heckman 2006). Talent management plays an important role in the HR department and the strategy should focus on business as a whole. The process  of talent management must be unified within the business strategies of the P&G. The organization needs to realize that to survive in the market it has to match the pace of the changing environment. Talent Planning: The HR professional employed in this field ensures that the organization is able to determine and pull in key people with the ability to create competitive advantage and that it actively manages an proper scale of resource to meet dynamic needs, fulfilling the brief and long-term ambitions of the administration strategy (CIPD 2013). P&G should encourage recruitment and selection of individuals who have the ability to add competitive value to its organization. This needs to be done across all the levels within the organization. Moreover, P&G must try to engage all the hired staff in training and Development as it will be good for people to enhance the right skills. Additionally, employees must be taught about cultural change so that they do not resist change. Learning and Development for employees: Employees along with rest of the staff need to enhance and develop the skills and capabilities required to stand out on the job with the help of organizational and individual training programs. This process will help in encouraging employee retention. The process of learning and development includes 3 main steps i.e. 1. Plan; where training need is gathered. 2. Do; in this step plan is implemented 3. Review; the last step, learning and development activities are monitored and evaluated. Performance Management in the organization: Performance Management is a process for setting up a common understanding about what is to be attained and how it is to be attained. It is a technique of managing people that expand the chance of achieving success (CIPD 2013). This generally deals with appraisals, performance etc. P&G as an organization needs to select the quality oriented view of the performance management that is related to the enhancing strong performance, regular improvement and coaching of workers by senior level of managers that helps to improve motivation of the job. Reward Management in Procter and Gamble: Reward management may merely defined as the joint actions an employer may take to stipulate at what levels worker wages will be offered, based on what standard and data, how the substance will be ordered over time, and how both the deliberate links between organizational goals and belief should be interpreted and acted on by the parties to the occupation kinship (Parkins and White 2011). It is amongst one of the ways when P&G can keep employee retention. This should cover pay structures, grade, and contingent pay and employee benefits as well. This overall suggests those employees efforts are accepted and this motivates workers to work better, hence ensures retention. Conclusion Concluding this report by suggesting the strategic plan for P&G to improve its HR practices. This plan is focused for five years that will include the strategies they have to adopt and they people who will implement the strategies for the people who will be affected by these strategies. Talent Planning is a strategy that will be implemented by the Chief Executive Officer and other senior executives for all the employees of P&G. The duration for this strategy is 2 years. The Learning and Development will be executed by the senior level managers for the mid and entry lever employees and this will take 3 years. Performance management will be perform by the senior executive and CEO that will be effective for all employees of P&G and its will be executed quarterly. CEO will do reward management strategy for all the employees of the company and it will be for 1 year. List of References Bradutan, S. and Sarbu, A. (ND) ‘ Advantages and Disadvantages of the Strategic Management in the Current Economic Context ‘. Journal of Management [online] 1-4. Available from [1 June 2013] Bryson, M.J. (1988) ‘A Strategic Planning Process for Public and Non-profit organizations’. The Journal Of Long Range Planning [online] 21 (1), 73-81. Available from [28 May 2013] CIPD (2012) ‘Development strategy’ [online] available from [1 June 2013] CIPD (2013) ‘ Performance Management: an overview’ [Online] available from [2 June 2013] Dr. Zawahreh, A.A and Dr. Madi, A.F (ND) ‘The Utility of Equity Theory in Enhancing Organizational Effectiveness ‘. European Journal of Economics, Finance and Administrative Sciences [online] 1-31. Available from [31 May 2013] Hartog, D.N.D. , Muijen, V.J.J. and Koopman, L.P. (1997) ‘Transactional Versus Transformational Leadership: An Analysis of the MLQ’. Journal of occupational and organizational Psychology [online] 70, 19-34. Available from [4 June 2013] Hyun, S. (2009) ‘ Re-examination of Herzberg’s Two Factor Theory of Motivation’. Available from [5 June 2013] Jones, B.B. and Brazzel, M. (2006) Handbook of Organization Development and Change Principles, Practices and Perspectives San Francisco: Pfeiffer Lai, A. (2011) ‘Transformational-Transaction Leadership Theory’. Journal of Leadership Theory [online] 1-34. Available from [2 June 2013] Lewis, E.R. and Heckman, J.R. (2006) ‘Talent Management: A Critical Review’. Journal of Human Resource Management Review [online] 16, 139-154. Available from [28 May 2013] Lumenburg, C.F. (2011) ‘Goal Setting Theory of Motivation’. International Journal of Management, Business and Administration [online] 15 (1), 1-6. Available from [30 May 2013] Perkins, J.S and White, G. (2011) ‘ Introducing the Reward Management System’ (2 edition), UK; CIPD

Shouldice Hospital

Question 1. How successful is the Shouldice Hospital? Generate a P&L statement using available information from the case. Treat each of the two operations – hospital and the surgery – separately Compared to other medical institutions that provide a wide array of medical procedures, Shouldice Hospital specializes in one procedure for patients that suffer from abdominal hernias. This specialization allows each doctor at Shouldice Hospital to perform approximately 600 hernia surgeries per year, while doctors at other institutions only perform 25-50 hernia surgeries per year.As a result, the â€Å"Shouldice Method† has been perfected to an unparalleled level for the well-being of the patient. The typical Shouldice patient only experience s 5 days of required recovery time after their surgery, while hernia patients from other institutions typically experience 10 days of recovery time. This expedited recovery time is due to the level of active physical rehabilitation t hat Shouldice Hospital expects from their patients.Walking and socializing with others is expected, and Shouldice Hospital has proven that these actions significantly aid in the healing process due to the improvement of the positive mental attitude of the patient. The specialization in one particular procedure as well as the 4 day recovery time allows Shouldice Hospital to offer their surgical procedure at a lower cost than other institutions. This is because Shouldice Hospital has lower overhead costs associated with labor and has fewer investments in capital expenditures since they do not have the wide array of machinery and equipment that you might see at a typical institution.This savings is passed along to the patient, as Shouldice procedures typically cost $954 ($111 * 4 days + $450 + $60) while other institutions typically charge $2,000 to $4,000 for the same procedure. Additionally, the extremely low turnover rate a Shouldice Hospital demonstrates that this institution is no t only a success for the patient, but also to the hospital staff. This level of devotion among the medical staff benefits both the hospital as well as the patients, since seasoned professionals are retained within the institution.In return for their professional service the hospital provides their employees with a great work/life balance as well as financial rewards in the form of bonuses and profit sharing programs. Lastly, Shouldice Hospital completes hernia surgeries with a lower recurrence rate than traditional hospitals. Due to their specialization in this field of surgery, patients experience complications and require follow-up appointments less than 1% of the time, while traditional hospitals in the United States typically saw around a 10% reoccurrence rate.This is a great example of how Shouldice Hospital is a leader in their field and the 99% success rate is a great indicator of the overall successfulness of the organization. Please see below for the P&L statements for the Hospital and Clinic Operations: Question 2. How do you account for its successful performance? The Shouldice Hospital prides itself in excelling at the hernia with remarkable results in patients, while providing care at a low price, operating at a low costs, and achieving high profits. By analyzing the patients, the staff, and the service delivery system, one could observe the factors to this hospital’s success.First, the hospital adopts a stringent and comprehensive patient screening system that minimizes the risk to the hospital. Questionnaires are sent to potential patients and the hospital uses the responses to determine the risk level associated, thus allowing the hospital to properly anticipate and mitigate foreseen risks or avoid them in general, as in the case of internal hernias or overweight problems, which would be rejected before admittance. Another factor to success lies in the patients themselves. Patients are encouraged to be active, sociable, and self-sufficie nt to a certain extent in order to speed up recovery.This helps in reducing the level of oversight required from the nurses and also improves turnover. Furthermore, the operation method is world-class because it provides a more reinforced muscle wall in the abdomen and also the avoidance of general anesthetic unless absolutely required. This allows the patients to recover sooner and to experience less discomfort or nausea that is often associated with the aftermath of general anesthetic, which thus lets the patients to be active sooner as well; also, the limited use ofgeneral anesthetic reduces the need to staff more anesthetists, who are expensive at a rate of $300/day, and also reduces the cost of operation for the patients. When patients are more self-sufficient in the recovery process, less oversight from the staff is required and the staff is freed up from mundane tasks such as changing sheets or changing bedpans but could focus more time on counseling the patients to help them recover. This also leads to lower cost in laundry, housekeeping, and nursing.When costs are kept low and well maintained, salaries offered to staff are able to be more competitive than comparable jobs in the area. When employees are properly compensated, they could focus on the tasks at hand and not have to worry about financial issues or leaving the hospital to look for higher-paying positions. Furthermore, another factor to the hospital’s success is the doctors they hire. The doctors are highly productive and are able to perform 600 or more operations a year, while a typical surgeon elsewhere averages around 25 to 50 operations.They are also able to share an expensive resource, which is the anesthetist, to help alleviate the cost of operation. Lastly, the doctors experience low turnover, as do the nurses, because they are given opportunities to learn and improve on their skills via training in the Shouldice technique. In addition to the benefit of low turnover, proper trai ning and continuous improvement allows for standardization of the method of operation and minimizes flaws or defects. Lastly, the success of the hospital is attributed to the facility and the culture it fosters.The hospital encourages interaction between staff members and patients. Hospital staff is encouraged to eat together in the dining room and pick up their meals from the kitchen; hospital administrator is trained to be multi-functional and can pitch in to help one and other during peak times. To encourage interaction and activity among the patients, the hospital offers acres of gardens, uses carpeting to avoid the typical smell of disinfectant, modifies the stairways to allow the patients to be able to climb up after operations, and places entertainment in a common room to encourage patients to walk around and socialize.These factors help provide an uplifting, supportive environment that leads to happy staff and healthier patients. Question 3. Prepare a Process Flow Diagram fr om arrival through surgery and determine the capacities at each stage. For this diagram, only indicate major points in the process, e. g. , admitting, examination, operating room, surgeries, etc. Use the actual hours of operation for each step in the process to determine the capacity of each step. What is the bottleneck?Based on the calculations below, the available beds for patients is the current bottleneck for the hernia operation process. This portion of the process would be the bottleneck if only the 89 beds were utilized and also if the 14 hospital beds were also utilized. Question 4. Do a detailed analysis of potential on-site capacity expansion alternatives (on a per week basis). Assume an average of 3. 5 days stay at the hospital for each patient, including surgery, and Sunday Admits. This means that half the patients spend three days while the other half spends four days.Assumption: $450 surgical fee / patient; 20% of patients receive general anesthetics; 3. 5 days avg sta y; 50 work weeks per yr a. Current Situation (103 beds = 89 beds + 14 hostel rooms) Current Theoretical Capacity = 148 patients / week Current Average Throughput = 6,850 opeartions / 50 weeks = 137 patients / week b. Add 45 more beds (no need for using 14 hostel rooms) †¢New Theoretical Capacity= 191 patients / week oThe new addition would increase theoretical capacity by 29% from 148 to 191 patients / week.†¢New Average Throughput = (137 * 191) / 148 = 177 patients / week †¢New throughput – Current throughput = 177 patients / week – 137 patients / week = +40 patients / week †¢# of additional patients per year = 40 patients / week * 50 weeks = 2,000 patients per year †¢Additional revenue per year = 2,000 extra patients * ($450 surgical fees / patient + 20% of patients receiving $75 general anesthetic) = 2000 * (450 + . 2 * 75) = $930,000 Pro: Additional capacity brings return on investment of approximately 46% ($930,000/$2MM investment), i. e. profitable and sound investment.Cons: With the additional capacity, the hospital might need to make scheduling changes, such as maximizing the 5 days/week scheduling w/ each doctor, and the nurses might not be able to spend as much one-on-one time with patients as they had used to, which goes against their track record in developing good interpersonal relationships w/ the patients. Furthermore, they would need to increase general operating expenses to cover increased number of patients, such as more kitchen staff, more housekeeping staff, etc. c. Schedule Saturday Operations (would need to use 14 hostel rooms to accomodate)†¢New Theoretical Capacity= 177 patients / week oThe new addition would increase theoretical capacity by 20% from 148 to 177 patients / week. †¢New Average Throughput = (137 * 177) / 148 = 164 patients / week †¢New throughput – Current throughput = 164 patients / week – 137 patients / week = +27 patients / week †¢# of additional p atients per year = 27 patients / week * 50 weeks = 1,350 patients per year †¢Additional revenue per year = 1,350 extra patients* ($450 surgical fees / patient + 20% of patients receiving $75 general anesthetic) = 1350 * (450 + .2 * 75) = $627,750 Pro: Additional capacity generates $627,750 additional revenue per year with no additional investment. Cons: Either current doctors would need to pick up an extra day on their schedule or the hospital would need to hire additional doctors to cover Saturday operations. While this is profitable and the proceeds could be used as an overtime bonus to attract doctors, this is not in line with their goal to promote an environment with regular hours, allowing doctors time to spend with their families.This is not a guarantee that doctors be enticed enough to adapt to the new schedule either. Conclusion: Based on the analysis above, I believe that the hospital should expand with the $2MM investment to add ~45 more beds. It provides an attractiv e return, and it does not compromise their current values and relationships with the doctors. If they had chosen to schedule Saturday operations, they would risk demoralizing the current workforce or sending the wrong signal that they would compromise the employees’ work-life-balance for more profit.