Queen Elizabeth and her Conflicts Essay -- Royalty

Queen Elizabeth I was one of the most famous monarchs along with being one of the most successful woman rulers in history (Rowse 243). During her reign, she is said to have kept a long and eternal peace. Wikianswers believes that the main conflict she had during her reign was, â€Å"the aspects of the catholic religion†. Yes, religious settlement of England needed to be established, but her throne was in danger of her sister in the start and the intrusion her cousin later had greatly impacted and challenged Elizabeth. These are the obstacles I think she more had to battle during her reign. But she wasn’t always first in line for the royalty seat. Elizabeth was the child of King Henry and Anne Boleyn (Galli) born in the year 1533. King Henry had a previous wife named Catherine of Argon with whom they bore Mary in the year 1516. King Henry of course wanting a male heir kept trying and finally had a boy in 1537 with Jane Seymour named Edward VI. Edward was concluded to inherit the throne but died at a young age leaving Mary I of Henry’s children to be next in line (Galli). King Henry lived to the age 55 and passed due to bad health. This was the year of 1547 and Mary being the successor, became queen. Mary I â€Å"suffered terrible childhood of neglect, intolerance, and ill health†, says Galli. In her years she went from having high status, to loosing it all from a law change, to receiving it all back and reinstating her to the throne. Her major goal once queen was to reestablish Catholicism and was very committed. She was named Bloody Mary due to her burning of 300 Protestants at the stake which is a big sense to why â€Å"her reign was unpopular† (Galli). Thomas Wyatt led a rebellion with many Protestants to dethrone her. Mary was certain El... ...gue to rest in her bed. She died in March of 1603 (Queen Elizabeth I). Queen Elizabeth never had children so her successor was James VI of Scotland who became James I of England. He was the son of Mary Stuart and was King of Scots, Ireland, and lastly England as of 1603 at the age of 37 (Wikipedia). He was a talented scholar and â€Å"The Golden Age† continued into his reign. Through Elizabeth’s 45 year’s of British rule, she battled challenging obstacles such as religious conflict, Mary Tudor’s rule, peoples’ will to overthrow her, and Mary Queen of Scots intrusion. She faced these trials and managed to be given the title of England’s greatest monarch. This influential woman ruler left inspiration and knowledge for future monarchs and the British government for many years to come. She had also provided her country with stability and a sense of identity (Rowse 245).

Equine Nutrition :: Biology Anatomy Horse Essays

The digestive system of the horse consists of a simple stomach, small intestines, cecum, large and small colons, rectum and anus. The horse’s stomach is comparatively small for its size. The stomach of an average horse has a holding capacity of about two gallons. This may be the reason horses eat small but frequent meals. From the stomach food moves to the small intestine, which is the main site of digestion. The small intestine empties into the cecum. The cecum; along with the large colon; make up the large intestine. Digestion in the large intestine occurs by action of bacteria and protozoa. (arg.gov.sk.ca) The energy content found in feeds and how it is measured in Kilocalories (kcal). (arg.gov.sk.ca) which is also the measure used for calories in human consumption. Equine energy intake is measured in megacalories (Mcal) which are equal to 1000 calories. (arg.gov.sk.ca) The total energy in feed is called gross energy. The amount of the feed's gross energy that is used by the horse is called Digestible Energy or DE. Total Digestible Nutrients (TDN) is also a measure of feed content energy, it is reported in percentages and converts between calories and weight. (arg.gov.sk.ca) Carbohydrates supply 80-90% of dietary energy. Sugars, starch, cellulose and related substances are carbohydrates. Starch is more easily digested than cellulose. Grains are easy to digest as they are 60-80% starch. (arg.gov.sk.ca) A recent study conducted by Sharon R. Bullimore et. all. investigated the result of supplementing the diet of endurance horses with fructose rather than glucose. They â€Å"conclude that fructose is well-absorbed by horses and rapidly converted to glucose.† An assessment of adequate energy intake can be established by evaluating body condition. Deficient diets result in weight loss in the horse. Alternate causes of weight loss are internal parasites and disease. Excess energy intake wall cause obisity which stresses joints and reduces athletic ability. (arg.gov.sk.ca) A horse in moderate physical condition is described as â€Å"Back level. Ribs cannot be visually distinguished but can be easily felt. Fat around tailhead beginning to feel spongy. Withers appear rounded over spinous processes. Shoulders and neck blend smoothly into body.† (Henneke et al., 1981) Protein is necessary in a horse’s diet as they can not produce the amino acid lysine and must be supply it in their feed. The horse’s protein requirements vary depending on age and function. Young horses needing more as they are still developing tissues made of protein.

Wal-Mart Resources

Unit 2 Assignment 1 Introduction Wal-Mart uses a tremendous amount of information resources to build their marketing decision support systems and customer relationship management environment. Wal-Mar’s main objective is to provide their customers with the best value they can find anywhere while providing friendly and efficient customer service. Its strategies are based on reducing costs to quality products so they are able to achieve â€Å"everyday low prices† (Walmart. om, 2013). Wal-Mart has to be able to monitor and analyze all the processes and information possible in order for them to attain a competitive price advantage, lure in new customers, and retain faithful and loyal current customers. Information technology is essential today in helping companies to achieve these goals and Wal-Mart utilizes a great deal of the available information through systems and operations that the retail business encompasses (Walmart. om, 2013). Listed in this paper are the many ways Wal-Mart enlists its information from customers and how it is used by marketing managers to help make marketing decisions and enrich its customer relationship management environment. Information Collected Collected By Wal-Mart Wal-Mart collects information from its customers in a number of ways through the customer’s interaction, whether by in-store activity or website activity.Wal-Mart discloses that it gathers information on customers whenever they create an account on one of their websites, make an online or in-store purchase, use a gift registry, create a mobile shopping list, or submit personal information to Wal-Mart along with any related content of the communication. In addition, they also collect information whenever the customer conducts a transaction where Wal-Mart collects information as required by law.This could include hunting and fishing licenses, request customer service, contact Wal-Mart, submit a Wal-Mart related testimonial, review, story, rating, or any other user-generated content that may be generated on the website, or participate in a contest, sweepstake, promotion, or survey (Wal-Mart. com, 2013). Collected By Other Sources Wal-Mart may receive personal information from other entities that can help the correct or supplement their records, improve the quality or personalization of their services, and help prevent or defer fraud.They may also collect information from consumer reporting agencies or other service providers if you attain certain other financial products (Wal-Mart. com, 2013). Automated Information Collection Wal-Mart also gathers technical information such as the customer’s internet protocol address, device operating system and browser type, the address of a referring website, and the path the customer takes through the Wal-Mart website.Wal-Mart uses â€Å"cookies† to recognize you as you use or return to their website. Wal-Mart also uses web beacons that allows them to know if a certain page was visi ted, an email was opened, or if ad banners on their website and other websites were effective (Wal-Mart. com, 2013). Marketing Information Used Wal-Mart uses information for different purposes but for this paper we will discuss how they use information for marketing purposes. Fill requests for products and services and communicate with the customer about those requests * Administer surveys, sweepstakes, contests, and promotions * Provide customer service * Help improve and customize their service offerings, websites, and advertising * Send information about products, services, and promotions Information Systems Point of Service/Sale System Wal-Mart uses SUSE @ Linux Enterprise Point of Service/Sale system that is supplied by the Novell group vendor (Information, 2007).This system is made up of three primary components: Administration Server, Branch Server, and Point of Service Client Images. The SUSE Linux Enterprise Point of Service Administration runs Wal-Mart’s main office in Bentonville, Arkansas. It records sales from all the stores but also contains a database of goods sold through other sales outlets such as Wal-Mart online shopping. This data also comprises of information like the number of items bought by a user and similar products purchased along with other online statistics.The Branch Server boots the Point of Service clients from the local network, registers new client devices at the website, distributes operating system updates to the client devices, and also stores the sales information as a backup in real time simultaneously as the Administration Server. The Point of Service Client is the indirect interaction between customers when they make any purchases at Wal-Mart. These devices process and record purchases and allows real time coverage of sales and inventory information for all sales.Having this type of information gives marketing managers the tools necessary to make informed decisions about what promotions to run and on what product s in real time. Retail Link Retail Link was developed in 1992 by Wal-Mart’s very own Information Technology Department (Hays, 2004). Using this software Wal-Mart can look at the take up rate for sale items, changes in the number of customer purchases, and the amount the average customer spends during a promotion. Marketing managers will know what products were being bought and what items that the customer may have added on during that purchase.Having that information may give the marketing department the idea to do a promotion with those two items paired up together. Retail Link software can also display to vendors various key information such as the repurchase cycle time of the product, purchase quantity per basket, and provide information such as sales history and sales performance. This allows vendors and Wal-Mart’s marketing managers the ability to simulate what-if situations that can help them make more informed marketing decisions (Hays, 2004).The information gat hered in these systems give marketing managers the intelligence needed to figure out which marketing initiatives have worked in the past, are currently working, or may work in the future in order to prevent wastage of money from ineffective promotions. Wal-Mart uses these systems in order to provide customer satisfaction, everyday low pricing, and to enhance the shopper’s experience (Walmart. com, 2013). Conclusion Wal-Mart collects information on its customers numerous ways. Some sources are transactions, customer service operations, surveys, and website registrations just to name a few.They could, however, come from other sources such as outside companies that help Wal-Mart update its records. Wal-Mart wants to communicate to its customers for feedback through email newsletters, special offers, and new product announcements. Wal-Mart also participates in interest-based advertising, which means the customer may see advertising on its website tailored to how the customer brow ses or shops. This type of information is essential today in accomplishing the goals Wal-Mart has of everyday low pricing and its customer first approach. References Hays, C. L. (2004, November 14). What Wal-Mart Knows About Customers' Habits.Retrieved from NY Times: http://www. nytimes. com/2004/11/14/business/yourmoney/14wal. html? oref=login;oref=login Information, W. (2007, January 24). Wal-Mart Taps Microsoft, Novell For Linux Deployment. Retrieved from Information Week: http://business. highbeam. com/137376/article-1G1-158268344/walmart-taps-microsoft-novell-linux-deployment-walmart Walmart. com. (2013). Annual Reports. Retrieved February 11, 2013, from Walmart. com: http://stock. walmart. com/annual-reports Wal-Mart. com. (2013, March 3). Privacy Policy. Retrieved March 3, 2013, from Wal-Mart. com: http://corporate. walmart. com/privacy-security/walmart-privacy-policy

Eating Habits

Eating habbits Junk food, keeping fit. In today’s fast-moving world, people have less and less time to spend eating. It is probably for this reason that junk food has become so popular, and there’s no doubt that it’s here to stay. In fact, it seems that you simply can’t get away from it. Obviously, a diet of junk food is not the best thing for your health, particularly as it is high in saturated fat. This type of fat is associated with great risk of cancer. Apart from the risk of cancer, another side effect of consuming highly fattering food is that you are likely to gain weight. This is especially true because you tend to eat more, as junk food is less satisfying and lower in vital nutrients than healthier food. The best advice, for those who cannot live without it, is to limit the amount junk foodthey eat/ A little now and then will probably do no harm. Young people pick up the idea that speed means excitement, whereas anything traditional is slow and boring. As a result, they turn down traditional food and go for junk food instead. Another alarming thing is that while the amount of junk food we eat has increased, the amount of exercise we do has actually decreased. Exercises help to control our weight and if taken regulary, can also decrease our having a heart attack in later life. What is more you don’t have to exercise much to gain vasible benefits, twenty minutes three times a week is all that is necessary. People nowadays are actually far more aware of the importance of exercise and healthy diet than they were a few years ago. Rcent reserch has shown that young people, who prefer burgers and chips to rich gourmet dishes, tend to become overweight. Reserchers suggest that the new genration will be much more likely to suffer from heart and liver desease. What can’t be emphasised enough is fact that a balanced diet and regular exrcise bring significant health benefits. You can gain anything from glowing skin to an allround feeling of good health. One way or another, the vast majority of people seem to be missing out on this, due mainly to the pressures of modern life. Ironically, if they were to make time to exercise and improve their eating habbits, they would probably find that they were far better equipped to deal with their stressful lifestiles than they are now. Vegan leaving. A large number of people do not eat meat. Vegans have taken this a step further by refusing to consume or use anything that comes from animals. This means that not only they do not eat meat; they do not eat fish, poultry or dairy products either. Although a vegan diet may be strict, there are certain advanteges to be gained. Firstly, because a vegan diet is low in fat and cholestrol, the risk of heart disease is reduced. Secondly, there is less preassure on farmers to keep animals under cruel conditions to produce milk, eggs and poultry. On the other hand, humans are natural meat eaters and some essential ingridients in our diet can only come from animal products. For example, we cannot get enough vitamin B12 from plants, so vegans have to take this vatamin, made from yeast, as a supplement to their diet. Moreover, the human digestive system cannot digest certain plant proteins, and this can lead to stomach problems. Although there are some disadvanteges to adopting such a strict diet, people feel that overhall; it is a healthier way of life. Furthermore, it is cruel to kill animals for food and if everybody adopted a vegan diet, our whole outlook on life would change for the better. Factors that influence on food choices Food choices are influenced by many factors, age, gender, friends, family, cultural background and where we live. Although the main purpose of food is to nourish the body, food means far more than that to many people. It can represent much of who and what we are. People bond and foster relationships around the dinner table and at celebrations with special meals and foods, such as birthday cake. Some people express their creative side by serving dinner guests, as well as expressing their awareness and appreciation for others. Some people also use food to help them cope with stress by overeating or depriving themselves. Food may also be used as a reward for accomplishing a specific goal. Consequently, what people eat can reveal much about who they are socially, politically and religiously. Factors influencing food preferences include: Taste, *texture* *and* *appearance*. Economics – The cost of food affects what we eat. Our early experiences with food – Food preferences begin early in life and change as we are exposed to new people and places. As children, our choices were in the hands of our parents. However, as we get older, our experiences with new people and places increase, thereby broadening our food preferences and choices. Habits – Most of what we eat from a particular core group of foods. About one hundred items account for 75 percent of the foods most people eat. Having a narrow range of food choices provides us with security. For example, going to a particular fast-food restaurant provides common expectations and experiences. Many people also have the cooking habits of our mothers or grandmothers. Culture – Religious rules can affect food choices. For example, Hindus do not eat beef, and some Jewish people do not eat pork. The region that people are from can also affect eating behaviors. Swedish people would not eat an ear of corn, because it is considered food for hogs. In Russia, we don't normally eat insects, but many other cultures regard them as preferred foods. Culture can also dictate the times to eat and what to eat at certain meals. Advertising – To capture the interest of the consumer, food producers spend billions of dollars each year on advertising and packaging, both for food bought in grocery stores and restaurants. The power of persuasion is very strong, and so food producers and restaurants try to make their products as appealing as possible to consumers, even if that means making false claims. Social factors – Social changes have a big effect on the food industry. Our fast-paced society demands drive-through restaurants. Gas stations now have convenience stores and restaurants attached to them, so people can do one-stop shopping. Malls also cater to their customers with food courts offering a wide variety of foods. My own eating habbits

Leadership Styles Essay

MOTIVATION Giving the input on leadership styles and influence process, we should presume the aim is to understand and improve the style of functioning as a leader. To start with, there must have clear idea as to what is meant by leadership. Leadership is the activity of influencing people to strive willingly for group objectives. This process is a function of the leader, the followers and the situation. In any situation trying to influence the behaviour of another individual or group, leadership is operating. Thus one tries leadership at one time or the other, whether activities are centred around a business, educational institution, hospital, political organization, Government organization or a family. As part of this process, one who attempts to influence the behaviour of others becomes a potential leader and the persons he is attempting to influence are the potential followers. This may happen irrespective of the fact that the leader may be their boss or a colleague (associate) or a subordinate or a friend or a relative. In other words through a style of. functioning he influences attitudes and expectations, which in turn encourage or discourage the follower’s activity or achievement, enhance or diminish the follower’s commitment to the work, etc. In our day-to-day life, we come across instances of how people are influenced by the activities or word of a person who is trying to lead them. We always make judgments about the leaders of our own office. In our mind, we make a difference between a good leader and a bad one, by judging his style or way of functioning and his influence on others. Hence, in understanding the phenomenon of leadership, priority must first understand the various styles of the leaders. [4] LEADERSHIP STYLES The word style is the way in which the leader influences followers. Person and environment function in conjunction with the behaviour itself and reciprocally interact to determine behaviour. A person, through his actions, produces the environmental conditions that affect his behaviour in a reciprocal fashion. The experience generated by behaviour also partly determines what a person becomes and can do. This in turn affects his subsequent behaviour. The theory is called social learning theory because, individuals learn in an environment in the process of interacting with each other which is a social process. The application of this theory in understanding the behaviour of a leader and the continuous reciprocal interaction between the   person (leader’s cognitions) and environment (including subordinates and their needs, experiences, objectives in the organization. abilities, skills, energy performance, etc. known as contingencies that regulate their behaviour).The three aspects of this theory of leadership assume that the leader knows how his behaviour is controlled by various needs, situations and experiences that he undergoes. The leader works with the subordinates to discover what those needs situations and experience. The leader and the subordinates jointly attempt to discover ways in which they can manage their individual behaviour to produce mutually satisfying as well as organisationally productive outcomes. In this approach, the leader and the subordinates have a negotiable and interactive relationship. They are continuously aware of how they can modify or influence each other’s behaviour by giving the rewards or holding back the performance respectively. [4,5,6] TYPES OF LEADER AND POWER CONCEPT Formal Leader A formal leader is selected by the organization. For example, a manager is a formal leader by virtue of the authority coming from the organization. He influences others to help accomplish the goals of the organization or unit. Such a leadership lasts over a long period of time Informal Leader An informal leader is chosen by the group. Thus, all managers are leaders if their authority is accepted, but not all leaders are managers. Informal leadership is leadership without position and may shift from one person to another. It may last for a brief time. Most people are leaders at one time or the other and they can have influence on others as defined by the concept of leadership. The ideal leader is the one who can combine the formals and informal leadership simultaneously within himself. SUCCESSFUL VERSUS EFFECTIVE LEADER As we have seen in the preceding discussions, leadership is the activity of influencing people to strive willingly for group objectives; it is the ability to persuade others to get something done. So the leader attempts to have some effect on the behaviour of another, which we call attempted leadership. The response to this attempt may or may not be successful. A basic responsibility of managers in any work organization is to get the work done with and through people. The success of managers is measured by the output or productivity of the group they lead. [8,10] LEADER BEHAVIOUR IN GROUPS The main aim apparently is to understand why individuals form groups. The solution lies in tracking the solution ideas: How old were you when you first joined a group? How many different groups do you belong to? How would you identify a group leader? Does your behaviour change when you are with different groups? Have you ever led a group? In what sense were you the leader? What were the results? If our own the questions should be answered, which leads to the understanding of group. Behaviour and the properties of groups are essential to being both a good manager and an effective member of groups. A manager spends half of his time in some formal or informal meetings, where a group of people get together to solve problems or make plans. So the manager himself acts as a member of a group with other managers or colleagues. Groups have a powerful effect on human behaviour. Any increase in output of those workers was because of the importance and attention given to the group of workers by their colleagues as well as their own interactions with each other about the quality and quantity of output they were supposed to produce. People are motivated to act in a certain way in a given situation and one should change the situation in order to make the people act the way one wants them to. There are also many examples where the manager decides to take a decision on his own or to rely on groups by holding meetings or making committees. In Management, small groups with which he interacts are very important for a manager. It may consist of his peers or colleagues, other managers, specialists or others who really help the manager to take an effective decision. There are instances of well knit and cohesive groups, which really make a superior performance under a good leader. For all these purposes gaining understanding of how to manage a group and how to become a more effective group member. In order to develop the above two objectives, point noted is that a group is part of a larger organization with which it interacts. [1,4] LEADERSHIP AND INFLUENCE PROCESS Authority is the right to command and extract obedience from others. It comes from organization and it allows the leader to use power. Power is the ability to exercise influence or control over others. In the functioning of a leader the ability to guide the action of others is achieved through his authority. Carrying out of these decisions is accomplished because of the power of the leader. The relationship between the authority and power of a leader as we go further to understand various types of power GROUP DYNAMICS Group Dynamics is concerned with the interactions and forces among group members in a social situation. In the path on management functions, it is important to understand dynamics of members of formal or informal groups in the organization. Group Dynamics is the interaction of forces among group members in a social situation. Authoritarian, Democratic and Laissez-faire, is having three different social situations for the three styles of leadership. In course of time various meanings were attached to the term ‘group dynamics’ One of the meanings suggest how a group should be organized and conducted. In democratic leadership, member participation and overall cooperation are emphasized. Another meaning of Group Dynamics is that it is set of techniques. In various group exercises it tries to make the leader as well as the member effective. An attempt made to make the above members play their roles in a management situation of group discussions, team building, finding out various solutions to problems by brainstorming and understanding ourselves in relation to others while we transact or interact with others. Such exercises are also provided in situations where only members are present and no leader exists to direct or control the group. All these exercises are techniques to develop both the individual as well as the organization in which he or she works. The meaning of the term Group Dynamic suggest internal nature of the groups as to how they are formed, what their structures and processes are and how they function. [7,8] COMPOSITION OF A GROUP In most organizations getting the work done requires group efforts. Thus, a manager must know how to manage individual by knowing the individual dynamics, such as his values. Personality, perceptions and attitudes. A manager must know how to manage a group by understanding Group Dynamics Each group has a common objective, but the members who belong to it may have other personal objectives. For example, a life insurance agent may like to become a member of a parent-teacher association of a school to help promote the development process of its students. But belonging to that association will also help him to increase his or her contact to ensure more and more people, so he gets more commission for as many members as he can sell the insurance to. What is most important in the content of the definition of a group is to be aware of each other in a group. This awareness is seldom there, when we look at an aggregation of people. They are mere collections, different from what we call a group, where members see themselves as belonging to a group in order to interact and achieve the common objectives of the group. Moreover, such kind of interaction may be over a long or a short period of time. [9,10] TYPES OF POWER Legitimate Power This power comes to the leader when the organisation’s authority is accepted. It comes from the rules of the organization. For example, parents, teachers, managers. police, etc. have legitimate power only when their authority is accepted in the positions they hold. Expert Power This is the power of knowledge and skill of special kind that are important in getting the job done. A person’s professional competence or knowledge gives him the expert power. His credibility increases. He can lead other persons to trust his judgments and decisions, as an expert like a physicist or a lawyer or a chemist or a computer programmer or a purchasing agent or a financial analyst. A leader himself may not be an expert in all fields, but he can certainly take the help of experts in particular fields. Charismatic Power This is the power of attraction or devotion, the desire of one person to admire another. A subordinate feels a positive attraction towards a leader by identifying himself with the leader, or gets influenced by the leader’s attractive power. This power helps the subordinate to understand and value the leader so much that he understands and acts according to the expectations of the boss or the leader. It helps him to act as his own boss, and behave in ways he thinks the boss will want. [15] Reward Power This power is the present or potential ability to reward for worthy behaviour. The superior or the leader has the power to give tangible rewards such as promotion, office space, time off from work, attractive work assignments and help to the subordinate. Also psychological rewards like praise, appreciation, approval and recognition can be given by the leader or the superior to the subordinate. The subordinate has to believe that he has access to higher authorities, therefore he can give rewards. This reward power of the leader can also increase the leader’s charismatic and legitimate power. Coercive Power This is the ability to threaten or punish. The leader can give tangible punishments like dismissal, demotion, low rating. less satisfying work assignments, etc. Psychological punishments include criticism, avoidance, disapproval, satirical remarks on the subordinate. The reward power helps to avoid something undesirable. Self-esteem of the subordinate increases because of reward power and decreases because of punishment or coercive power. Even a subordinate may withdraw or break the rules or become hostile. He may not feel attracted towards the charismatic power of the leader and at times may ignore the leader’s legitimate power. Having seen the reasons for differences between the authority and power of the leader, you should know the type of leaders as understood on the basis of their authority and power. [11,12] COLLECTIVE ACTION Interpersonal competence refers to the degree to which we are accurately aware of our impact on others and of the impact of others on us. It is the ability to engage in an mutually helpful relationships. It enables us to achieve your personal goals as well as task goals in the organizations where you we are a member. What are the effects of our interpersonal competence on our managerial behaviour? Interpersonally incompetent managers create an organizational environment in which members act very defensively to protect their own interests. Since everybody acts defensively in the organization. where roles and relationships are basically interdependent, neither the personal goals of the members, nor the task goals can be fully realized. Problems are not confronted and are kept hidden from each other for fear that exploring the problems will only aggravate the situation. In course of time, issues which were avoided and swept under the rug assume gigantic proportions and overwhelm the members. On the other hand, interpersonally competent managers allow their subordinates to challenge their views and to question the organisation’s norms, policies, rules and objectives. When these kinds of behaviour are tolerated, people are likely to discover problems and commit themselves to their solutions. Organizational effectiveness increases. Besides these three types of roles, that may have to interact with a lot of other people from different positions: consumers, suppliers, people from regulatory agencies, general public. etc. Interactions with different interest-groups demand different types of specific skills and competencies. Possession and understanding of these skills may not guarantee successful human relations, but it can increase your interpersonal sensitivity and help you take appropriate action to improve relationships. [13,14]             References Rao, T.V., â€Å"HRD in the New Economic Environment,† Tata McGraw-Hill Book Company, New Delhi,1994 Drucker, P.F. (1974). â€Å"Management Task Responsibilities and Practices†, Harper & Row, New York. Murtin, CC., 2004., Project Management — How to Make It Work, AmaCom, N.Y. Neale RH, 1984., Managing Projects , Geneva Nicholas, J.M., 1990., Managing Business and Engineering Projects Concepts & Implementation, Prentice Hall. N.J. Kharbanda. & Staliworking, EA, 1996.,Successful Projects With a Moral For Managemetn, Gower, England. Hitt, Michael A, (2001), Strategic Management: Competitiveness and globalization, 4th, Thomson Learning. Srivastava, R.M. (1999). Strategic Planning: Formulation Of Corporate Strategy (Texts and Cases) 1st ed., Macmillan Limited. Hamel,G, Collaborate with your Competitors and Win, Harvard Business review,67,1,1989,133-9. Laxmi Narian, Managerial Competition and Motivation in Public Enterprises, Oxford and IBH Publishing Co., New Delhi,1997 Ulrich, D. â€Å"Human Resource Champions†, Harvard Business School Press,2001 Kaplan, R., â€Å"Balance Score Card†, Harvard Business review,2003 Pareek, V., Designing and Managing Human Resource Systems, Oxford & IBH Publishing Co., New Delhi. Pereira D.F., Recent Experiences in Human Resource Development, Oxford& IBH Publishing Co., New Delhi Goldstein, I.L, Training in Organizations: Needs Assessment Development and Evaluation, Wordsworth,2002   

Opportunities to work from home

Uncovering legitimate work from home opportunities in Canada We here at the Employment and Education Centre recognize that there are many capable and talented people who for a variety of reasons are looking for legitimate opportunities to earn a living from home. To support our clients who have a need and interest in creating a work from home situation we decided to do some research. Are there legitimate opportunities to find employment from home? How do you separate the real opportunities from the scams? What kind of work is available? These are Just a few of the questions we wanted to find answers to.We have worked elegantly to research, dig, and verify the information presented here. We Goggled a variety of terms, read articles, followed links, checked information on the WHO'S database, and then reached out to the companies presented below. Here are some symbols to guide you: Connected with the company via email, chat or telephone Link from a good source and requires further resea rch Be advised that this information comes from research on our part but we do not verify or warrant any of these sites. We are sharing this information with you and it is now your responsibility to pick up and continue to do the research.Our Professional Employment Counselors are here to support you in developing the skills and abilities to find work that suits and supports your life goals. We look forward to working with you, so please call, stop in or email us. Sincerely, The Employment and Education Centre Team 0 2012 The Employment and Education Centre 2 TELEPHONE BASED WORK Agents / Sales Lexicon Communications From their website: Lexicon Communications is looking for customer service representatives to be Independent telephone contractors, working from home.We are excited to further expand this opportunity across Canada. We offer phone opportunities (as little as 20 hrs per week up to 60 hours per week) for contractors to service the largest Communication Company in Canada. W age: $1 1. 35/hour & $12. 35 depending on your selection of shifts Payments are made to you on the 13th and the 28th of each month by direct deposit Requirements: Ability to work from home as a remote agent Availability to work a minimum of 20 hours per week between the hours of am-am with 4 of these hours on the weekend- $1 1. 5 per hour. We also have an evening option that does not require weekend work- $12. 35 per hour Complete a Voice audition Background Check (we will provide the location to complete) Windows based Computer with XP Service Pack 3 or Windows 7 High-Speed Internet service Dedicated Phone Line Approved headset http://www. Licentiousness's. Com/3201/index. HTML Transom – Home Agent Option From their website: Transom is a global employer in an industry that depends upon strong, resourceful, talented people.In return for commitment, hard work and talent we offer competitive salaries and benefits, high quality training and opportunities to forge a career in a p rogressive, client focused business. Http://careers. Transom. Com/ To go Job Search, Go to Location & select Home Agent Canada to apply 3 Contract World From their website: The World Of Work-At-Home Jobs Begins Here Contractor. Jobs is the website at the center of the expanding world of contract work for home-based customer service agents. There's nothing quite like it.The site was first launched 5 years ago in Canada and now has over 50,000 members from all across thriving new I-J based agent community at Contractor. Co. UK. Home-based agents are finding helipad, interesting work from the growing list of call enters who recruit on-line at Contractor. Jobs. 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Paradoxical Twins Acme and Omega Electronics

Case Study on Paradoxical Twins Acme And Omega Electronics By ABC Paradoxical Twins Acme And Omega Electronics Defining the issue After reading the case of the â€Å"Paradoxical Twins Acme and Omega Electronics†, I found Both Acme and Omega produce similar products and offer similar services. Acme president John Tyler is a very tough going individual and he is portrayed to be an autocratic individual because there is one way communication in Acme. The case provides an opportunity to evaluate both Acme and Omega’s organization structure of a business.Both companies used to have the same organizational structure but after they were sold to different investors, as a consequence of this, each company has its own procedures and company policies. Following are the same facts about both the company mentioned in the case after they became the separate business entity. Acme retained original management and promoted GM to the president. They have well defined organizational struc ture  and  decisions are often taken by top management without consulting manufacturing department.And they have  well defined job responsibilities and authority. Omega  hired a new president and upgraded several existing personnel within the plant. They don’t have the organizational structure and they believe that  Organizational chart seems like artificial barrier. They have a participative management style of leadership and they don’t have well defined job specification. Acme has shipped the 100 prototypes on 2 shifts, and 20% of  these units were found defective. While Omega has shipped the100 units on time, and no defective items were  detected.Despite of these facts, and although, as seen in the previous section,Omega was more effective than Acme, the photocopier manufacturer decided to split the final contract between  Acme and Omega, under the conditions of maintaining zero defects and lowering the final cost  Justifications of this decision c ould be: 1-Acme retained the original structure of Technological Products of Erie, and has been able to be an Omega in profitable contracts in the past. This has formed a good reputation for Acme that might have contributed in giving them a chance to have a ortion of this contract. 2- Acmes price was slightly lower than Omega’s, and since the photocopier manufacturer have conditioned high quality, I t might have been more profitable to choose  Acme as well as Omega. 3-Omega was not rejected because that would be unethical and may be illegal since they met the deadline and provided high quality inputs to photocopier manufacturer. At Acme: The high formality of coordination, and the  tall hierarchy of the organizational chart, has affected the way activities were being done.The most important effects can be summarized as follows: 1-Little information was communicated to the organization as a whole and between different departments. 2-Lack of motivation, as some manager†™s voiced. 3-Some inertia against trying new methods of work existed. 4-Coordination between divisions was not high enough that some important decisions were wrongly taken. At Omega: 1-Due to the highly informal fashion work was being done in,employees had an ambiguous view of their own roles. 2-Information sharing was high among all levels, with sometimes caused a waste of time. -Innovative thinking was encouraged. 4-The work was  highly collaborative Analyzing the case data The paradoxical twins describe two organizations, Acme and Omega  Electronics that  are competing for the same contract for manufacturing a memory unit to be used in a photocopier. Omega, having an organic structure, wins the race because they are able to produce the higher quality memory unit. On the other hand, Acme having mechanistic structure seems less competent and less reliable because of its low quality memory unit which they are unable to produce in time and some of its prototypes fail to work. Omega even corrects a design error in the original blueprint, which improves product quality. But, both the company is given half the order, and they were encouraged to find the way to reduce the cost  Ã‚  and Acme takes advantage of this opportunity to experiment to find ways to reduce its costs, whereas Omega does not. Finally Acme discovers the way to reduce the cost by 20% and they won the contract. Omega may have won the battle, but Acme has won the war because its mechanistic structure fosters a concern for technical efficiency and cost reduction in what is a routine manufacturing environment.In this particular case, Acme decides to run a â€Å"tight ship† (mechanistic structure) in order to increase productivity and efficiency, and to decrease costs. The advantage of this strategy is that they can undersell their competition (Omega) by selling at a lower cost. Omega, on the other hand, is nearly too opposite. They run a more organic structure, which relies heavily up on communication, delegation and teamwork. This strategy allows Omega to effectively compete with Acme by stressing reliability and by placing emphasis on quality.Omega’s decentralized, organic approach allowed for the building of prototypes 10 days faster than Acme, correction of errors, and a highly reliable prototype—much more reliable than Acme’s, which had a 10 percent failure rate. Omega was more effective when evaluated by these criteria, although Acme’s prices were lower than Omega’s because of that Acme won the competition and which was a fair result in my opinion. Its mechanistic structure provided it with the management system and incentives needed to improve and reduce its manufacturing process, so that Acme won the final race over Omega.Generating alternatives * Change in the organizational structure of both companies is needed. * Development and adaptation of new technology and techniques is required in both companies. * There should be a change in the workflow of the companies. * The merger of both companies is also an option open for both companies. Selecting decision criteria Selection criteria for the alternatives is performance and working style along with organization structure is adopted to find and recommend the alternatives. Analyzing and evaluating alternativesSome changes can be made at both plants that would increase efficiency of work and hence enhance their competitive advantage against each other. Selecting the preferred alternative Alternative-1Change in structure Omega is a decentralized organization, where managers and subordinates delegate important decisions to lower level about new organizational projects. Omega's management believes in mutual adjustment, which is the practice of using judgment on problem solving and also creates an informal way of communicating with each other rather than using standardization or written rules.There is not clear cut job analysis (job description and specifi cation). Sometime new employees don’t know what to do for a month and even longer. Omega's organic structure gives the employees more flexibility to innovative thinking, and creates a unity within the organization but it is not enough to be the effective organization. Omega should have mix organization structure; it means it would be better if there is a mix of mechanical and organic organization structure.There should be a formal communication channel to make sure that information is passed down or up whenever necessary. In my opinion, the company President Jim Rawls doesn’t have proper control over the employee’s functions and activities due to the lack of properly designed structure and communication network. They communicate information by direct meeting which is not good all the time especially during the rush time. Not only this, but also, the president spent too much time on listening to suggestion rather than having his own clear cut idea.Therefore, in c onclusion, to solve this kind of problem they should have transparent communication network within the organization to make sure there are no barriers in effective communication, they should define the job authority and responsibility of each task, there should be some chain of command in the organization or the top level management should decide in certain things which critical to the organization. They should change the structure to mechanistic structure and finally they should change their technology to mass production so that they also can reduce the cost of production and be more competitive in the market place.To be effective, Omega electronics should have some kind of hierarchy where employees feel themselves in the chain of command and there should be clear authority and responsibility of each employee. They should make sure that they communication channel within the organization is effective and transparent for the efficient and prompt flow of information. Alternative- 2 Me rger In the case of Acme and  Omega, the high level of competitions seems to be the main motivator for both plants to strive excellence, once they merge, this motivator will vanish.Another problem that might arise is a cross cultural conflict between members of the two  plants. At Acme, every role is clearly defined, and the specialization level is high, while at Omega, roles are spread among members and specialization is not that high, conciliating such differences will be a  hectic job. If those two issues were overcome, combining the well defined structure that Acme holds and the skills of its workers, with flexibility and the innovative nature of work that Omega provides,An Acme Omega merger would be a successful one and a great competitor to other plants in their industry Developing an action/implementation planAt Acme: I would be of great benefit of cross functional teams were introduced into the structure to handle jobs such as the one in this case study. It would also be a great motivator and booster  of quality of work if  managers as well as specialists were given some open space to share their view collectively rather than the unidirectional channels that are adopted at Acme. This will  also need a higher level of coordination between departments. Innovation should also be highly encouraged, due to the high pace of change and introduction of new products in Acme’sindustry.At Omega: The informal nature of the structure seems to be working fine,except that it needs a bit of formalization and  clarification of  people’s roles. This structure was a point of strength for Omega in this bid; however, it won’t work for other tasks that need faster accomplishments of the activities. For example, instead of  exchanging opinions and suggestions most of the time, this can be organized using information sharing systems that centralized data that everyone in the organization needs.